In this episode, we sit down with Karina Kogan, Chief Marketing and Growth Officer of Sundays for dogs. With two decades of experience scaling iconic consumer tech and media businesses, Karina has driven growth for renowned companies like Peloton, Aura, Napster, Warner Media, and P Vault.



Karina shares her approach to defining high growth at the intersection of product and marketing, and how to scale brands responsibly. We explore her best advice for a new executive's first 30 days, the power of diversity in mitigating brand blind spots, and how she views AI as a creative companion rather than a replacement. Oz Rashid also dives into Karina's specific hiring philosophies and how she builds complementary teams.

Key Takeaways:

00:00 Introduction and the brilliant business argument for diversity in leadership.

03:39 Why Karina joined Sundays for dogs and the massive market for healthy pet food.

10:33 Defining growth marketing as the intersection of user experience and business KPIs.

12:47 Hiring for curiosity, ambition, and attitude over just checking resume boxes.

15:06 The power of a 30-day fact-finding mission when onboarding at a new company.

18:54 How pre-work and relationship building shaped Karina's successful pitch to restructure Peloton's app business.

22:41 Navigating unintentional PR moments and reading into brand campaigns.

28:44 Diversity around the table mitigates the risk of missing blind spots in advertising.

30:52 Build teams with complementary skills rather than redundant capabilities.

36:14 Using hypothetical brainstorms in interviews to see how candidates think and collaborate.

39:12 AI is a companion that requires human intervention and good briefing to produce quality marketing.

44:38 Advice to her 20-year-old self: be less afraid and stand up for yourself.

Resources Mentioned:

Karina Kogan

https://www.linkedin.com/in/karinakogan/

Sundays for Dogs | LinkedIn

https://sundaysfordogs.com/

Sundays for Dogs | Website

https://sundaysfordogs.com/

Spin Magazine

https://www.spin.com/

Adweek

https://www.adweek.com/

Mini MBA in Marketing

https://www.google.com/search?q=https://mba.marketingweek.com/

Peloton

https://www.google.com/search?q=https://www.linkedin.com/company/peloton-interactive/

Aura

https://www.linkedin.com/company/aura/

Napster

https://www.linkedin.com/company/napster/

Warner Media

https://www.linkedin.com/company/warnermedia/

P Vault

https://www.google.com/search?q=https://www.linkedin.com/company/pvault/

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  

To learn more about MSH, visit https://www.talentmsh.com.

#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

Hiring for skill feels safe; hiring for will builds transformation.

In this episode, we sit down with Malvika Jhangiani, Chief Human Resources Officer of FARO Technologies. With global HR leadership experience spanning multinational organizations across the US, India, and the Middle East, Malvika has led large-scale transformations inside complex, matrixed businesses.

Malvika shares why her core hiring philosophy is “hire for will, not skill,” and how learning agility consistently outperforms credentials. We explore what global companies get wrong about inclusion, why transformation fails without stakeholder alignment, and how HR leaders must balance global consistency with local cultural nuance. She also breaks down how AI is becoming HR’s newest coworker — freeing up time for more strategic, creative work.

Key Takeaways:

00:00 Hire for will, not skill.

06:02 HR is the intersection of people, process, and strategy.

16:30 Transformation succeeds with the right stakeholders — not too many.

18:38 Inclusion in global companies starts with listening.

28:50 Interviews should be a dialogue, not an interrogation.

30:55 The best sales hires have substance behind the sizzle.

32:40 Transparency in hiring prevents costly mismatches.

34:00 AI is HR’s new coworker — a productivity amplifier.

40:30 Career growth often comes from detours, not direct paths.

Resources Mentioned:

Malvika Jhangiani

https://www.linkedin.com/in/malvika-jhangiani/

FARO Technologies

https://www.linkedin.com/company/faro-technologies/

FARO Technologies | Website

https://www.faro.com/es-MX

“1929 Inside the Greatest Crash in Wall Street History--and How It Shattered a Nation” by Andrew Ross Sorkin 

https://www.amazon.com/1929-Inside-Greatest-History-Shattered/dp/0593296966

ChatGPT (OpenAI)

https://chat.openai.com

Google Gemini 

https://gemini.google.com

Microsoft Copilot 

https://copilot.microsoft.com

Workday

https://www.workday.com

Skillsoft 

https://www.skillsoft.com

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   

To learn more about MSH, visit https://www.talentmsh.com.  

#TalentAcquisition #HiringStrategy #AIinHR

Hiring fast feels productive; hiring wrong is expensive.

In this episode, we sit down with Andrew Diskin, Talent Acquisition Leader at one of the world’s leading global research firms. Andrew brings more than 15 years of talent acquisition leadership experience across major organizations, including KPMG, Marsh McLennan, Rothschild, BMO, and SimilarWeb.

Andrew shares what it takes to build scalable hiring engines inside complex global organizations and why showing up engaged is one of the most underrated career accelerators in today’s workplace. We explore candidate experience, hiring for potential over pedigree, and the real financial cost of making the wrong hire under pressure.

Key Takeaways:

00:00 Introduction.

09:40 Showing up engaged means building relationships and understanding how work actually gets done.

14:10 Candidate experience shapes employer brand even when the answer is no.

21:55 A resume rarely tells the full story of a candidate’s value.

26:15 Hiring for potential often outperforms hiring for perfection.

30:45 The bottom-line cost of a bad hire compounds far beyond the open role.

31:50 “Hell yes” hires outperform rationalized decisions.

35:05 Taking calculated risks early in your career builds long-term momentum.

Resources Mentioned:

Andrew Diskin

https://www.linkedin.com/in/andrewdiskin/

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   

To learn more about MSH, visit https://www.talentmsh.com.  

#TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, Oz Rashid breaks down the accelerating AI race, recent executive shakeups at major AI labs, and what it all means for business leaders and the workforce.

He explores the difference between AI hype and enterprise reality, the “February 2020 moment” analogy, and why technology adoption rarely moves as fast as capability.

Oz also dives into the emerging workforce paradox: companies claiming overcapacity in traditional roles while struggling to find AI-skilled talent.



The message is clear — this is not a fear conversation. It’s a leadership conversation.

Key Takeaways:

00:00 Introduction and why this episode matters.

02:30 The AI-model race and why recent breakthroughs feel different.

05:40 High-profile AI resignations and what they may signal.

09:45 The “February 2020” analogy — where it holds and where it breaks.

14:30 Exponential technology vs. gradual human adoption.

18:10 AI hype vs. corporate restructuring reality.

22:45 Why enterprise ROI on AI is still uneven.

26:20 Management as the most underrated AI-era skill.

27:40 The workforce paradox: too many people, not enough AI talent.

29:50 Why you shouldn’t abandon your expertise; you should augment it.

31:00 Final thoughts: learn the tools, don’t operate from fear.

Resources Mentioned:

Anthropic

https://www.anthropic.com/

OpenAI

https://chatgpt.com/

OpenClaw

https://openclaw.ai/

“Something Big Is Happening” essay

https://x.com/mattshumer_/status/2021256989876109403

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  

To learn more about MSH, visit https://www.talentmsh.com. 

#AIinHR #WorkforceTrends #TalentAcquisition

On this episode, we’re joined by Dr. Gordon Dean Cooper, HR Executive formerly of LVMH, JPMorgan Chase & Co and Kenneth Cole. Gordon shares how he approaches HR as a commercial function, shaped by operating inside highly regulated financial institutions and brand-driven luxury organizations.

Key Takeaways:

00:00 Introduction.

02:16 Strategic HR leaders must speak the language of business.

06:36 Leadership fundamentals translate across industries and sectors.

10:24 Talent strategy must directly support business objectives.

13:12 Incentive design shapes behavior and performance outcomes.

15:24 Siloed HR functions weaken organizational decision-making.

18:28 Hiring for resilience outperforms pedigree over time.

21:08 Candidate effort reveals long-term leadership potential.

28:44 Leadership transparency builds trust before day one.

38:20 Better questions matter more than perfect answers.

Resources Mentioned:

Dr. Gordon Dean Cooper

http://linkedin.com/in/gdeancooper/

LVMH | LinkedIn

https://www.linkedin.com/company/lvmh/

LVMH | Website

http://www.lvmh.com

JPMorgan Chase & Co | LinkedIn

https://www.linkedin.com/company/jpmorganchase/

JPMorgan Chase & Co | Website

https://www.jpmorganchase.com/

Kenneth Cole | LinkedIn

https://www.linkedin.com/company/kenneth-cole-productions/

Kenneth Cole | Website

https://www.kennethcole.com/

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   

To learn more about MSH, visit https://www.talentmsh.com.

#TalentAcquisition #HiringStrategy #EnterpriseHiring

We’re joined by Oscar J. Benavidez, MD/MBA, Chief, Division of Pediatric and Congenital Cardiology and Executive Director, Pediatric Cardiac Catheterization and Surgical program at the Heart and Vascular Institute of Mass General Brigham and Associate Professor of Harvard Medical School. Oscar shares his unconventional path into medicine, what drew him to a high-risk turnaround role, and how he rebuilt trust, outcomes, and culture inside one of the most complex care environments in healthcare.

Key Takeaways:

00:00 Introduction.

06:57 Assuming leadership of a “burning ship” program demanded systemic courage.​

13:38 Applying structure‑process‑outcome thinking consistently elevates team performance.​

16:44 Prioritizing culture over pure technical talent protects long‑term success.​

20:02 Transforming a competitor’s staffing crisis into collaboration creates shared value.​

25:44 Encouraging “little‑c” conflict surfaces hidden problems and accelerates improvement.​

31:09 Designing cardiology care around anxiety reduction improves patient experience.​

35:58 Recognizing underutilized capabilities can redefine roles and service lines.​

40:23 Painting a clear future state attracts true builders to change.​

45:32 Choosing broadly applicable problems multiplies impact across populations.

Resources Mentioned:

Oscar J. Benavidez

https://www.linkedin.com/in/oscar-benavidez-md-mba/

Mass General Brigham | LinkedIn

https://www.linkedin.com/company/mass-general-brigham/

Mass General Brigham | Website

https://www.massgeneralbrigham.org/

Harvard Medical School | Website

https://hms.harvard.edu/

“Can’t Hurt Me” by David Goggins

https://www.amazon.com/Cant-Hurt-Me-Master-Your/dp/1544512287

“The Signal and the Noise” by Nate Silver

https://www.amazon.com/Signal-Noise-Many-Predictions-Fail-but/dp/0143125087

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  

To learn more about MSH, visit https://www.talentmsh.com. 

#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy

On today’s episode, we’re joined by Camille Mallari, one of the Regional Chief Operating Officers of Parallon, a $2B healthcare services organization. Camille shares her journey from an entry-level management trainee to an Executive, offering a candid look at what it takes to grow leaders from within at enterprise scale. Our conversation explores early-career hiring, leadership development, human-centered leadership in an AI-driven world, and why investing in people remains a long-term competitive advantage.

Key Takeaways:

00:00 Introduction

09:02 Get your foot in the door and stay hungry.

12:51 Resistance to change will hurt more than help careers.

15:55 Investing in early-career talent is a long-term advantage.

16:47 Human-centric leadership will matter more in an AI world.

19:13 Women still face bias and inequity in workplace advancement.

23:51 Women must learn practical, confident self-advocacy at work.

25:17 In interviews, thought processes reveal how leaders truly operate.

29:03 Leaders cannot be successful without their teams succeeding.

36:58 Do not fear failure — the most growth comes in our hardest moments.

Resources Mentioned:

Camille Mallari

https://www.linkedin.com/in/m-camille-mallari/

Parallon | LinkedIn

https://www.linkedin.com/company/parallon-business-solutions/

Parallon | Website

https://parallon.com/

“Grit” by Angela Duckworth

https://angeladuckworth.com/grit-book/

“Your AI Survival Guide” by Sol Rashidi

https://www.amazon.com/Your-Survival-Guide-Real-World-Deployments/dp/1394272634

“Career Forward: Strategies From Women Who’ve Made It” by Grace Puma and Christiana Smith Shi

https://www.amazon.com/dp/1668018608

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  

To learn more about MSH, visit https://www.talentmsh.com. 

#TalentAcquisition #HiringStrategy #WorkforceTrends

We’re joined by Julia Zhou, Co-Founder and CTO of SAAFE.ai, a veteran technology leader with decades of experience as CIO, CTO, and Head of Product across complex healthcare organizations, including HCM, CINQCARE, CBH, and Molina Healthcare. Julia shares how responsible AI, trust, and culture intersect in healthcare and hiring, and why safety-first thinking matters as AI reshapes how teams are built and led.

Oz and Julia explore the art of ethical AI in practice, what top founders in the Bay Area are prioritizing today, and how leaders can hire for curiosity, resilience, and cultural alignment in an increasingly automated world.

Key Takeaways:

00:00 Introduction.

04:32 Digital transformation should focus on execution and leadership.

10:55 Healthcare AI must shift from detection to prevention.

15:22 Responsible AI is a mindset, not a compliance checklist.

17:32 Healthcare offers unmatched purpose and rigor for AI talent.

23:30 Human oversight remains essential for safe AI operations. 

28:05 Top-performing teams are built on cultural alignment. 

32:40 Successful candidates go beyond to understand the business. 

37:31 Maintaining an open mind fosters diversity and innovation.

Resources Mentioned:

Julia Zhou

http://www.linkedin.com/in/juliazhouciocto/

SAAFE.ai | LinkedIn

https://www.linkedin.com/company/saafe-ai/

SAAFE.ai | Website

https://saafe.ai

HCM

https://www.linkedin.com/company/hcm-healthcare-chaos-management/

CINQCARE

https://www.linkedin.com/company/cinq-care/

CBH

https://www.linkedin.com/company/community-behavioral-health/

Molina Healthcare

https://www.linkedin.com/company/molina-healthcare/

“Endurance: Shackleton's Incredible Voyage” by Alfred Lansing

https://www.amazon.com/Endurance-Shackletons-Incredible-Alfred-Lansing/dp/0465062881

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   

To learn more about MSH, visit https://www.talentmsh.com.

#TalentAcquisition #HiringStrategy #EnterpriseHiring

We sit down with Dariya Golan, CEO, Advanced Surgery Center of Clifton at SCA Health. Dariya shares her incredible journey, starting as an entrepreneur in Ukraine to leading a major healthcare turnaround where she has grown EBITDA by 500%. She discusses how the mental toughness gained from running 12 marathons translates directly to the boardroom and why the CEO must personally represent the culture they expect from their team.

Key Takeaways:

00:00 Introduction.

04:02 Running marathons builds the mental toughness needed for leadership.

08:47 Treating every professional role like your own personal business.

12:25 Leaders must demonstrate the behaviors they preach to others.

15:43 Effective leaders make decisions based on objective data points.

20:24 Positive margins allow for investment in the best talent.

24:49 Hiring decisions prioritize cultural fit over just technical skills.

28:44 Discovering a candidate's areas for growth.

33:40 Recognizing hiring mistakes early saves the team frustration.

40:00 Developing emotional intelligence is vital for every modern leader.

Resources Mentioned:

Dariya Golan

https://www.linkedin.com/in/dariyagolan/

SCA Health

https://www.linkedin.com/company/scahealth/

“Dare to Lead” by Brené Brown

https://brenebrown.com/book/dare-to-lead/

The Nurtury

https://thenurturycenter.com/

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  

To learn more about MSH, visit https://www.talentmsh.com.

#TalentAcquisition #HiringStrategy #EnterpriseHiring

Evan Shy, Chief Executive Officer of HTD Talent and Coding Temple, joins Oz to explore the realities of building scalable enterprises, accelerated talent development, and the unglamorous truths of entrepreneurship. They discuss how AI is transforming workforce training, the mental fortitude required to build sustainable businesses, and the three critical validations every founder must complete before launching.

Key Takeaways:

00:00 Introduction.

05:08 HTD Talent deploys trained engineers directly into enterprise organizations.

09:22 AI accelerates velocity in eight-week enterprise upskilling programs.

18:21 AI lowers barriers but doesn’t guarantee business durability.

22:22 Verify real customer willingness to pay through actual transactions.

27:16 Fast hiring and firing ensure quality team cultural fit.

32:40 Best hires demonstrate intensity and first-principles thinking habits.

36:40 AI browser tools automate meeting research and preparation workflows.

42:08 Always surround yourself with brilliant, ambitious, capable people.

Resources Mentioned:

Evan Shy

https://www.linkedin.com/in/evanshy25/

Coding Temple | LinkedIn

https://www.linkedin.com/school/coding-temple/

Coding Temple | Website

https://www.codingtemple.com/

HTD Talent | LinkedIn

https://www.linkedin.com/company/htd-talent/

HTD Talent | Website

https://www.htdtalent.com/

"Founders" podcast

https://open.spotify.com/show/7txiovdzPARhjm18NwMUYj

"Acquired" podcast

https://open.spotify.com/show/7Fj0XEuUQLUqoMZQdsLXqp

Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. 

Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  

To learn more about MSH, visit https://www.talentmsh.com.

#TalentAcquisition #HiringStrategy #AIinHR