『Business Owners Tell All』のカバーアート

Business Owners Tell All

Business Owners Tell All

著者： Jamie Seeker
無料で聴く

今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 On The Seeker Solution Podcast, your host, Jamie Seeker encourages business owners to tell all! They'll share not only their expertise, but their stories and their purpose and what it takes to run a successful business. We cover a wide range of topics – the good and exciting, the challenges and sometimes the ugly. Experiences and lessons learned that our guests have faced along the way. We believe that every person has a unique message which can make a positive impact . We let our guests share on the subjects they’re well-known for. No matter the topic, you’ll be hearing real stories from real people. *This podcast is not affiliated with any other show of the same or similar name. Business Owners Tell All: What It Takes is a project of Seeker Solution, featuring conversations with real business owners.Copyright 2026 Jamie Seeker マネジメント マネジメント・リーダーシップ リーダーシップ 経済学
エピソード
  • Lead with Fire, Build with Precision: How Great Companies (and People) Are Mad

    Lead with Fire, Build with Precision: How Great Companies (and People) Are Mad
    2026/04/09
    In this dynamic and honest conversation, Jamie Seeker sits down with visionary entrepreneur Chaz Wolfe and serial integrator Jake Isaacs, co-founders of Gathering The Kings, to unpack what it really takes to build and lead a high-performing team.Set in the context of HR and people strategy, the episode dives deep into how business owners transition from doing everything themselves to leading others effectively, and how culture, clarity, mindset, and courage are critical ingredients to scaling with purpose.Their Kansas City-based mastermind is more than a business growth engine — it’s a movement built around helping entrepreneurs and their families win in all areas of life.🔑 Key Themes & Insights1. Early HR StrugglesJake: Nothing replaces real-world experience. Books and podcasts help, but learning to manage people starts with hard conversations.Key advice: Be curious. Ask your team what they really want from their job — not everyone’s motivated by the same thing.2. From Generalists to SpecialistsChaz: Early hires were trusted generalists. As the business matured, they had to hire specialists with clear KPIs.“When expectations and results didn’t match, we realized it wasn’t the people — it was lack of clarity.”3. Operational ClarityJake: “People don’t show up trying to suck at their job.” Poor performance often stems from unclear expectations or lack of direction.4. Empathy vs. AccountabilityChaz: “Empathy is honesty.” Being real and clear is the kindest thing you can do.Jake: Tie accountability to what motivates each person. Understand their why, then use that to drive expectations.5. Culture Across TeamsCulture isn’t one-size-fits-all — it’s an extension of the leader.Be authentic in hiring and onboarding so the people you bring in actually align with the real culture.6. Mindset MattersChaz: “Your people will never rise above the leader.” The founder’s growth ceiling is the company’s ceiling.Invest in yourself first — books, events, mentors — to lead others effectively.7. Hiring A-PlayersDon’t settle for C-players due to budget constraints.Jake: “A-players pay for themselves — if you get out of their way.”The biggest problem? Founders not willing to let go.💬 Memorable Quotes"Clarity is kind." – Jake Isaacs(Said multiple times — this is a core philosophy.)"Your team will never rise above you." – Chaz Wolfe(On leadership, mindset, and personal development.)"The kindest thing I can do is be honest with you." – Jamie Seeker(Reflecting on how real feedback is part of empathy.)"Empathy isn’t softness — it’s understanding." – Jake Isaacs(Reframing how leaders can hold people accountable with care.)"Don’t hire C-players because you can’t afford A-players. A-players 15x a C-player if you let them perform." – Jake Isaacs"I’ll bet on me every time — because I’ll get it done." – Chaz Wolfe(On what it takes to start a business.)🧾 Notes for Future ReferenceJake's HR advice: Train managers to ask better questions and understand motivation — not just performance.Chaz’s HR tip: Hire intentionally. Know when to shift from hustle roles to performance roles with real metrics.Culture Tip: Don’t fake the vibe. Make the job descriptions and onboarding match the actual workplace.Growth Advice: The biggest bottleneck in any business is often the owner’s mindset.🎤 Final Question RecapWhat does it take to be a business owner?Chaz Wolfe: Cojones. Courage to bet on yourself, even if you fail — and the willingness to go again.Jake Isaacs: Faith. Belief in your system, in the people you hire, and in the process — without fear of letting go.
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    24 分
  • From Profile to Pipeline: How LinkedIn Psychology Helps Founders Hire Smarter

    From Profile to Pipeline: How LinkedIn Psychology Helps Founders Hire Smarter
    2026/04/02

    In this episode, Jamie sits down with Eli Igra Serfaty to unpack how startup founders can transform LinkedIn from a passive platform into an active hiring and branding engine. Drawing from his background in venture capital and his journey building MAIA Digital — Israel’s top LinkedIn marketing agency — Eli shares frameworks, case studies, and tactical tips to optimize founder presence, build employer brands, and attract better talent.

    📝 Show Notes

    Topics Covered:

    1. Why most founders underestimate LinkedIn’s power for hiring
    2. First impressions on LinkedIn — and why profile optimization matters as much as a website
    3. The psychology of scroll-stopping content and how emotional framing attracts talent
    4. Employer branding through employee advocacy on LinkedIn
    5. The ROL (Return on LinkedIn) framework and how it reduces hiring costs
    6. How LinkedIn helps founders scale trust before the first conversation
    7. Eli’s insights from MAIA’s client work — including one case where two employees brought in 600+ CVs

    Tactical Takeaways:

    ✅ Optimize your LinkedIn headline — lead with value, not your job title

    ✅ Get buy-in from leadership — culture starts at the top

    ✅ Activate your employees as brand ambassadors

    ✅ Use your personal profile to show the human side of your company

    ✅ Commenting daily builds visibility and familiarity, even before posting content

    ✅ Commit to 90 days of consistent engagement: add, comment, and post

    🔖 Memorable Quotes

    "Your LinkedIn profile is your new landing page."

    — Eli Igra Serfaty

    "Most founders sleep on their employees. That’s their biggest missed opportunity on LinkedIn."

    — Eli Igra Serfaty

    "It’s not about fluff, it’s about framing."

    — Jamie Seeker, echoing Eli’s philosophy

    "Hiring is hard enough as it is — but the right positioning builds trust before the interview even starts."

    — Jamie Seeker

    "We had two employees generate over 600 CVs in a year — just by being active on LinkedIn."

    — Eli Igra Serfaty

    "You can join the conversation before leading it. Comments warm up your profile fast."

    — Eli Igra Serfaty

    "If you love who you work with and who you work for, it shows in everything you do."

    — Eli Igra Serfaty (in response to “What does it take to be a business owner?”)

    Final Segment – What It Takes

    Jamie’s Signature Question:

    "What does it take to be a business owner?"

    Eli’s Answer:

    “Belief in yourself — and passion for what you do. There will be challenges, but if you love who you work with and who you work for, it becomes a sustainable, fulfilling ride.”
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    23 分
  • Breaking the Mold, One Reinvention at a Time

    Breaking the Mold, One Reinvention at a Time
    2026/03/26
    Hank shares his unconventional path into IT leadership — beginning with time on Capitol Hill, renewable energy work at the Department of Energy, military service as an infantry officer, oil & gas, and private equity acquisition through a search fund. He eventually returned to Kentucky and found the role at NetGain through LinkedIn.The conversation focuses heavily on hiring in a highly competitive industry, why culture fit beats technical skill, and NetGain’s emphasis on developing people from within. Hank explains that nearly everyone at NetGain is client-facing, which means they must hire engineers who not only know technology but can “talk like humans to humans.”Hank discusses their improved onboarding process, his personal 60‑day check-ins with new employees, and how EOS (Entrepreneurial Operating System) helps keep six offices across five states aligned. He shares how creative HR initiatives — like themed scavenger hunts and employee appreciation events — build unity between “the nerds” (engineers) and “the jocks” (sales).The episode closes with Hank’s perspective on modern leadership: stay humble, surround yourself with the right team, build systems, and ask “dumb questions” to get to better answers faster.📝 KEY SHOW NOTES (Producer-Style)1. Hank’s Background & JourneyStarted career in politics and renewable energy.Joined the Army; transitioned to oil & gas afterward.Moved into private equity via a search fund (buy → grow → sell).Relocated to Kentucky for family.Found the NetGain CEO role on LinkedIn, which becomes a running joke throughout the episode.2. HR & Hiring in TechHiring in cybersecurity is very difficult and highly competitive.Strategy:Grow from within whenever possible.Prioritize culture fit over skills (“You can learn any skill”).Hire people who can “talk like humans” since everyone is client-facing.Avoid rushing to fill seats — get “the right people in the right seat.”3. Culture & RetentionNetGain maps traits of their top 5 employees to guide hiring.Strong mentoring mentality at all levels.Exit interviews help refine their retention strategy.Leadership’s philosophy: treat people like family, build trust, coach them.4. Onboarding & Employee DevelopmentDeveloped a structured onboarding journey with HR and managers.After 60 days, Hank personally meets with every new hire to get feedback.Uses fresh eyes to identify broken or outdated processes.Employees appreciate clarity, KPIs, and knowing what their day looks like.EOS provides organizational structure across multiple regions.5. Culture Building Across 6 CitiesHost appreciation events, team building activities, and themed experiences.HR runs creative morale initiatives (e.g., Harry Potter scavenger hunts with butterbeer, casino days).Hank travels frequently to maintain culture and visibility.6. Leadership PhilosophyAdapt leadership style to individual personalities and motivations.Lessons from the military: different people require different forms of instruction and motivation.Humility is foundational: “You don’t have all the answers.”Ask questions — even dumb ones — to get clarity faster.7. What It Takes to Be a Business OwnerBe humble.Build systems and processes.Surround yourself with people smarter than you.Ask a lot of questions — especially the obvious ones.Create an organization where constant improvement is normal.💬 MEMORABLE QUOTESPull-ready for social media, promos, or newsletter highlights:On Hiring & Culture“You can learn any skill, but hiring for the culture of the company is way more important.”“Everyone in the company is client-facing, so we need engineers who can talk like humans to humans.”“We modeled our 5 best employees and asked, ‘How do we find this in our applicants?’”On Onboarding & Feedback“You have fresh eyes — tell me if something’s dumb. When you’ve been here 3 or 15 years, you forget what dumb looks like.”“There’s nothing worse than showing up day one not knowing where the bathroom is or not having a computer.”On Leadership“My job is to make the nerds and the jocks work together.”“Everyone’s motivated differently — you have to adapt your leadership style.”“Treat people like they’re part of the family.”On Culture & Team Unity“The common ground is the most important thing — getting people together who impact each other’s work.”“We spend more money than we’d like getting everyone in the same place, but it’s worth it.”On What It Takes to Be a Business Owner“Be humble — you don’t have all the right answers and no one should expect you to.”“Surround yourself with the right team — with people who do have the answers.”“Ask a bunch of really dumb questions. They get you to yes or no a lot faster.”
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    17 分
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