In this episode, Colette Brown, Chief Human Resources Officer of Stony Brook Medicine, discusses what actually builds (and breaks) a healthy culture. She dives into why leaders should address behavior instead of attitude, the red flags hiring managers keep talking themselves into ignoring, and the 15-year stay-at-home mom who became her favorite hire.

With nearly 40 years in healthcare HR, including stops at Melmark, Presby’s Inspired Life, and Crozer-Keystone Health System, Colette brings stories from the trenches and practical tools any leader can use on Monday morning.

Key Takeaways:

00:00 Introduction.

06:26 Defining great leadership as a set of behaviors, not a personality type.

11:05 "The more you demand respect, the less you deserve it."

13:15 What a toxic culture actually feels like from the inside.

16:31 Attitude vs. behavior, and the concept of "pinpoint behavior."

21:22 Colette's hiring philosophy: skills can be taught, values can't.

27:03 The best hire she ever made — a 15-year stay-at-home mom who became a director of comp and benefits.

30:03 The common thread behind Colette’s biggest hiring misses.

Resources Mentioned:

Colette Brown

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

Stony Brook Medicine | LinkedIn

https://www.linkedin.com/company/stony-brook-medicine/

Stony Brook Medicine | Website

https://www.stonybrookmedicine.edu

Mercy Health System (Southeastern Pennsylvania)

https://www.mercy.com

Melmark | LinkedIn

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

Melmark | Website

https://www.melmark.org

Presby’s Inspired Life | LinkedIn

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

Presby’s Inspired Life | Website

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

Crozer-Keystone Health System

https://www.crozerhealth.org

Kelly Services

https://www.kellyservices.com/find-a-job/

SUNY Human Resources Association

https://www.suny.edu/hr/

"The Devil Emails at Midnight" by Mita Mallick

https://www.amazon.com//dp/1394316488

Cassis (French bistro in Huntington, NY)

https://bistrocassis.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

Calvin Arterberry, CEO of Flowbot Forge, discusses AI and the future of work. Calvin brings extensive experience in product design and UX leadership, having previously shipped products that drove tens of millions in revenue at major brands, including Verizon, Lowe's, Best Buy, and Wayfair, before becoming a serial entrepreneur.

Calvin shares his perspective on navigating the "Fourth Industrial Revolution" and why professionals must shift from being task-executors to orchestrators. Oz and Calvin engage in a lively debate about the realities of short and long-term AI disruption, explore why self-disruption is the ultimate career strategy, and discuss Calvin’s core hiring philosophy of prioritizing hunger and innate aptitude over a standard résumé.

Key Takeaways:

00:00 Introduction. 

04:09 Starting a career in web design out of economic necessity in 2006. 

08:13 Building a marketplace to provide startups with fractional senior engineering talent. 

11:13 Analyzing recent tech layoffs and understanding if AI is actually replacing roles. 

16:50 The short, midterm, and long-term view of how AI will impact job design. 

20:08 Why the future of work belongs to orchestrators rather than coders. 

27:46 The importance of disrupting yourself before your employer disrupts you. 

39:50 Core hiring philosophy: prioritizing hunger, aptitude, and the ability to think on your feet. 43:32 Using AI executive assistants to maintain consistency and follow up with sales leads. 46:30 Advice to a younger self: Be patient, it's going to be okay.

Resources Mentioned:

Calvin Arterberry

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

Flowbot Forge | LinkedIn

https://www.linkedin.com/company/flowbot-forge/

Flowbot Forge | Website

https://flowbotforge.com/

Verizon

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

Lowe's

https://www.linkedin.com/company/lowe%27s-home-improvement/

Best Buy

https://www.linkedin.com/company/best-buy/

Wayfair

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

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

Astad Dhunjisha, Vice President of Human Resources at AT&T, oversees talent acquisition and frontline learning for this Fortune 40 company that hires over 25,000 people a year. Prior to this role, he was Global SVP of TA and HR at Experian and led various global HR functions at Bayer and Monsanto. Having moved to the US in 2009 with just two bags, his unique journey shapes how he thinks about hiring, inclusion, and what people need to do their best work.

We discuss the massive scale of bringing outside talent into a major telecommunications brand. We also dive into the exhausting contradictions of walking the leadership line, the importance of suspending the 35-second first impression during an interview, and why the future of AI in hiring should focus on building human capability rather than just rushing into a cost-efficiency game.

Key Takeaways:

00:00 Introduction.

01:22 Astad’s background and his path from Mumbai to leading major talent operations.

03:01 Celebrating 150 years of connectivity and the legacy of the first phone call.

06:17 Managing end-to-end talent delivery for an organization with 120,000 employees.

23:09 The mission-critical pressure of talent acquisition and its similarities to a corporate sales team.

32:18 Leading on the line: Navigating the exhaustion and balancing the multiple priorities required of leaders.

39:10 Why uncovering a candidate's story and understanding their choices is more predictive than relying on their résumé.

45:37 The danger of the 35-second first impression and learning to suspend initial judgment in interviews.

50:18 Viewing AI as an opportunity to build human capability rather than just a tool to reduce hiring costs.

56:43 Advice for younger professionals on embracing the journey, handling setbacks, and avoiding the trap of solely chasing titles.

Resources Mentioned:

Astad Dhunjisha

https://www.linkedin.com/in/astad-dhunjisha

AT&T | LinkedIn

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

AT&T | Website

https://www.att.com/

Experian | LinkedIn

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

Experian | Website

https://www.experianplc.com/

Bayer | LinkedIn

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

Bayer | Website

https://www.bayer.com/

Monsanto | LinkedIn

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

Monsanto | Website

https://www.bayer.com/en/

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

Christy Harris, Chief Human Resources Officer and SVP of CCC Intelligence Solutions, a  publicly traded SaaS company, joins Oz. She shares her career journey, including 21 years at Allstate and then taking a massive leap of faith to lead HR in a high-growth, AI-driven technology company. Christy unpacks the importance of getting uncomfortable to grow, the evolving landscape of empathetic leadership, and how to successfully integrate AI workers into your organizational chart.

Key Takeaways:

00:00 Introduction. 

03:59 How a finance background empowers data-driven HR decisions. 

07:32 Why Christy left a 21-year career at Allstate. 

10:17 "What would you do if you weren't afraid?" — getting uncomfortable in order to grow. 

14:05 Balancing empathy and accountability in modern leadership. 

16:20 Understanding the "say-do ratio" and building trust. 

19:18 Why hiring intrinsically accountable people makes management easier. 

20:12 Embracing AI workers as force multipliers, not replacements. 

24:16 Core hiring philosophies and evaluating learning agility. 

26:28 The one interview question every hiring manager should ask. 

32:47 Why great candidates fail when the business environment shifts. 

36:28 Deploying an AI worker for travel and expenses.

Resources Mentioned:

Christy Harris

https://www.linkedin.com/in/christy-harrissphr/

CCC Intelligence Solutions

https://www.linkedin.com/company/ccc-intelligent-solutions/

Allstate

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

"The Let Them Theory" by Mel Robbins

https://www.melrobbins.com/book/the-let-them-theory/

“The Atlantic” article on the Cartel Olympics

https://www.theatlantic.com/magazine/2026/05/mexico-cartel-la-union-tepito/686453/

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, we sit down with Craig Swaisgood, VP of Data and Analytics of the New York Mets. Craig brings an incredible track record of leveraging data across multiple high-stakes industries, having previously served as VP at JPMorgan Chase, Senior Director at the Houston Astros, and working inside the Obama White House.

Craig shares his journey from public service to Major League Baseball and explores how we balance hard numbers with human intuition. We dive into how top sports franchises build sustainable businesses even when the team isn't winning, why his hiring process relies on objective scorecards to remove bias, and the dangers of completely offloading our critical thinking to generative AI.

Key Takeaways:

00:00 Introduction.

05:40 How working in the public sector sparked a love for solving problems with data.

08:07 Implementing tech policies and evaluating blockchain in the Obama White House.

14:03 Building a sustainable business foundation during the Houston Astros' World Series run.

18:29 Balancing 10 billion data points with gut instinct and opportunity costs.

27:08 Meeting the diverse needs of fans to create the ultimate ballpark experience.

30:16 Core hiring philosophy: Fill the gaps on your team instead of solely seeking “five-tool” players.

33:27 The importance of testing candidates on actual job skills during an interview.

39:17 Why candidates who ask questions out of genuine curiosity stand out the most.

41:45 Using an objective scorecard to remove bias from the hiring process.

45:10 Using Generative AI as a cognitive thought partner rather than surrendering critical thinking.

51:54 Career advice: Enjoy the journey instead of just focusing on the destination.

Resources Mentioned:

Craig Swaisgood

https://www.linkedin.com/in/craig-swaisgood

New York Mets

https://www.linkedin.com/company/new-york-mets

JPMorgan Chase

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

Houston Astros

https://www.linkedin.com/company/houston-astros

Obama White House

https://www.linkedin.com/company/the-white-house

“Range” by David Epstein

https://www.amazon.com/dp/0735214484

“Thinking, Fast and Slow” by Daniel Kahneman

https://www.amazon.co.za/dp/0374533555

University of Pennsylvania paper on AI as "System 3" thinking

https://papers.ssrn.com/sol3/papers.cfm?abstract_id=6097646

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, we sit down with Tate Kelly, Senior Vice President of Partnerships at the United Soccer League (USL), to discuss the explosive growth of professional soccer in the US. Tate brings a wealth of sports business experience, having previously sold corporate partnerships for the Tennessee Titans in the NFL, driven revenue for Gonzaga Sports Properties at Learfield IMG College, and started his career with a unique role for Nike.

Tate discusses his perspective on building a robust corporate partnership foundation for expansion clubs and the highly anticipated introduction of promotion and relegation to the USL. We explore how his background as a Division I runner translates into a relentless sales mentality, his core hiring philosophy centered on the "athlete mindset," and his favorite memories from college basketball.

Key Takeaways:

00:00 Introduction.

03:24 Explaining the structure, growth, and youth-to-pro pathway of the United Soccer League.

06:39 What it takes to build foundational corporate partnerships and stadium naming rights.

11:05 How the accountability of individual sports directly parallels the pressures of sales.

16:14 The introduction of a promotion and relegation system in 2028 and its impact on the sport.

22:49 Transitioning from early roles at Nike and college athletics to the NFL's Tennessee Titans.

28:24 Core hiring philosophy involves finding self-starters who possess an athlete mindset.

37:44 Recommending “The Energy Bus” and “Chop Wood Carry Water” to maintain a positive sales perspective.

41:35 Advice to a younger self: treat your career like a marathon, not a sprint.

42:34 A lightning round exploring favorite Gonzaga basketball players and March Madness memories.

Resources Mentioned:

Tate Kelly

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

United Soccer League (USL) | LinkedIn

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

United Soccer League | Website

https://www.uslsoccer.com

Tennessee Titans

https://www.linkedin.com/company/tennessee-titans/

Gonzaga Sports Properties

https://www.linkedin.com/company/gonzaga-sports-properties/

Nike

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

“The Energy Bus” by Jon Gordon

https://www.amazon.com/Energy-Bus-Rules-Fuel-Positive/dp/0470100281

“Chop Wood Carry Water” by Joshua Medcalf

https://www.amazon.com/Chop-Wood-Carry-Water-Becoming/dp/153698440X

“Shoe Dog” by Phil Knight

https://www.amazon.com/Shoe-Dog-Memoir-Creator-Nike/dp/1501135910

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, we sit down with Deidre Bradley, Vice President of Human Resources of a large national healthcare organization, founder of DB Coaching and Consulting, and adjunct professor of the University of Houston Clear Lake. Deidre brings over a decade of high-level HR leadership experience across major organizations, including Tenet Healthcare, LifePoint Health, and manufacturing facilities associated with Ford and Toyota.

Deidre shares her unconventional journey from manufacturing industry to healthcare and what it really takes to run people's operations when lives are on the line. We explore the lost art of traditional personal branding, why a realistic job preview prevents bad hires, and her core hiring philosophy based on finding humble, hungry, and smart candidates.

Key Takeaways:

00:00 Introduction.

04:45 Falling into HR from manufacturing and discovering a lifelong calling.

06:26 The stark differences between employee relations in manufacturing and healthcare.

16:07 Honest feedback is a gift that can propel a candidate's career.

19:03 Traditional personal branding, etiquette, and dressing for success still matter.

23:22 Core hiring philosophy involves looking for humble, hungry, and smart traits.

27:40 A realistic job preview helps candidates make the right decision.

31:15 Reading “Unoffendable” to practice giving others the benefit of the doubt.

Resources Mentioned:

Deidre Bradley

https://www.linkedin.com/in/deidre-bradley-hrpro202056906651/

DB Coaching and Consulting | Facebook

https://www.facebook.com/coachdeidre/about

DB Coaching and Consulting | Website

https://coachingdb.org/

“The Ideal Team Player” by Patrick Lencioni

https://www.amazon.com/dp/1119209595

“Unoffendable” by Brant Hansen

https://www.amazon.com/dp/1400333598/

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, 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