In this episode Bones Ijeoma has a practical conversation with Rob Levin about how leaders should think about AI inside a business. Bones Ijeoma does not frame AI as a magic shortcut or a replacement for leadership. Instead, he shows how to evaluate where AI fits, which work should stay human, and how to use automation and AI to improve an existing operating system rather than disrupt it. The discussion is especially relevant for founders and operators who want leverage without losing judgment, quality, or control.

Key Takeaways

• Start with the business constraint, not the tool: Begin by looking at the business level.
• Use automation for deterministic work and AI for reasoning: The best results come from pairing them deliberately.
• Keep humans in the loop where judgment matters: AI can take on high-volume work, but people should stay responsible for taste, nuance, relationships, and exception handling.
• Treat AI as a thought partner, not a fire-and-forget employee: Bones encourages using contrarian and blue-sky personas to pressure-test ideas.

Timestamps

02:13 Bones explains his three-engine framework: acquisition, delivery, and support/back office, and says AI should target the bottleneck first.

08:03 AI should be used as a thought partner. Bones assigns it different personas like contrarian, blue sky thinker, CEO, and product manager.

11:44 The rule for choosing the first AI use case: find the clearest payoff, the lowest risk, and the least damage if it fails.

16:51 How people shift from repeatable work into judgment, exceptions, and relationship-driven roles as AI takes on more routine tasks.

21:33 Warnings against outsourcing judgment to AI and says teams should improve systems they already use instead of trying to transform everything at once.

About the Guest

Bones Ijeoma is the founder and CEO of Allsafe Intelligence, where he helps businesses identify their highest-value AI opportunities and turn them into working systems. He also leads Allsafe IT, a two-time Inc. 5000 managed IT firm, which gives him a practical view of how systems perform in production before they ever reach clients. Bones sits at the intersection of strategy and execution, helping organizations move from "we should use AI" to a real roadmap with agents and workflows that create measurable business impact.

More About Bones Ijeoma

Connect with Bones on LinkedIn

Check out AllSafe Intelligence

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

In this part 2 episode with Jeff Hyman, Rob Levin about what it really takes to hire better people. The conversation centers on candidate experience, authenticity, project-based interviews, the true cost of mishires, and why leaders need a clear hiring process instead of relying on instinct alone.

Key Takeaways

• Treat hiring like a system, not a reaction: Build a repeatable process so every hire is deliberate, not rushed.
• Design the candidate experience to match the actual job and culture: Make the process reflect the real day-to-day experience, not an idealized version.
• Use a final-stage project to reduce surprises before the offer is signed: Give finalists a real-world project so both sides can confirm fit before committing.
• Measure hiring decisions in ROI, not just compensation: A slightly higher salary can be a better investment than a cheaper hire that becomes a costly mistake.

Timestamps

01:35 Using projects as a strategy to surface surprises before the offer is signed.

04:25 The candidate experience matters because candidates are your first customers.

07:01 Top performers can name their price; the wrong hire can cost far more than salary.

09:16 Budget pressure can push leaders toward B players and create a long-term ROI problem.

15:25 Holding onto a B player sends the wrong message across the organization.

19:47 Having a process puts you ahead of most companies.

About the Guest

Jeff Hyman is a veteran executive talent acquisition expert, serial entrepreneur, and the author of Recruit Rockstars. He has built four companies backed by $50 million in venture capital, placed more than 4,000 top performers, and regularly shares his thinking in outlets like CNBC, Inc. Magazine, Fortune, Forbes, and The Wall Street Journal.

More About Jeff Hyman

Connect with Jeff on LinkedIn

Your Next Read Recruit Rockstars

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

In this episode Rob Levin sits down with Jeff Hyman. The conversation centers on why people remain the biggest differentiator in business, even as AI makes technology easier to copy. Jeff explains why most leaders overestimate their hiring ability, why culture matters as much as role fit, and why interviews are a weak predictor unless they are structured and disciplined. For founders and business owners, the message is clear: hiring is not a side task: it is a core lever for performance.

Key Takeaways

• Talent is now the biggest competitive advantage: The companies that win will be the ones with people who can learn faster, adapt faster, and ask better questions.
• AI raises the bar on human judgment: As technology becomes easier to copy, the quality of your team matters more, not less.
• Culture and role fit must both be weighted: Jeff makes the case for judging candidates on both ability and organizational DNA, not just skills.
• Structured interviews beat gut feel: Interviewing should be repeatable, disciplined, and science-driven instead of casual or improvisational.

Timestamps

02:18 — Hiring and retention have changed dramatically, especially in the last six months with AI screening which allows the expansion of the candidate pool and changing expectations.

07:48 — Talent selection is the number one driver of success and a leading cause of business failure.

12:07 — The real differentiator is people: teams that learn, iterate, and analyze faster than competitors.

13:40 — Why should culture and role fit each count for 50%.

19:24 — The best way to know if a person is a good long-term hire is a project. When you see them in action on their day-to-day you're able to see how they perform

About the Guest

Jeff Hyman is a veteran executive talent acquisition expert, serial entrepreneur, and the author of Recruit Rockstars. He has built four companies backed by $50 million in venture capital, placed more than 4,000 top performers, and regularly shares his thinking in outlets like CNBC, Inc. Magazine, Fortune, Forbes, and The Wall Street Journal.

More About Jeff Hyman

Connect with Jeff on LinkedIn

Your Next Read Recruit Rockstars

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

Rob Levin makes a clear case that the challenge for founders and CEOs is not simply change itself, but the number of simultaneous changes hitting the business at once: buyers are buying differently, talent expectations have shifted, regulations are moving, and AI is reshaping how work gets done. The leaders who win will review strategy more often, protect time for high-value thinking, and decide quickly what capabilities the company needs next.

Key Takeaways

• Audit what's changing across buyers, talent, and operations: Don't look at market shifts in isolation. Buyers are buying differently, talent expectations have shifted, and laws, regulations, and technology are all moving at the same time.
• Protect time for high-value thinking: The CEO's job includes thinking about change at a macro level. If you don't create time for that work, urgent tasks will crowd it out.
• Decide what capabilities you need, then source them deliberately: Once you know what's changed, ask whether the skill should be built internally, bought through a consultant or hire, or developed through upskilling.
• Use AI and modern tools for precision, not just speed: The episode's point is not simply to move faster. It's to use tools like AI to target better, make smarter decisions, and improve execution quality.

Episode Highlights

00:56 — How buyer behavior has changed, especially in B2B, and why marketing and sales must adapt.

03:10 — Leaders must "harness change" or risk being harnessed by it.

05:22 — Strategy and change management usually sit inside the CEO's unique ability and should be reviewed quarterly, not annually.

06:05 — Leaders must protect time for high-payoff work instead of getting buried in urgency.

08:59 — The most important starting point is the CEO's own time, focus, and ability to think strategically.

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

In this episode, employment attorney Joel Greenwald explains why compliance works best when it reinforces culture instead of feeling like a penal code. For founders and operators, the message is simple: strong values, clear policies, trained managers, and fast escalation pathways reduce legal risk and help teams perform better. Joel shares practical systems leaders can put in place now, especially for remote teams and growing companies navigating more complex state and local rules.

Key Takeaways

• Write policies that reinforce the culture you actually want: Embed company values upfront and present policies as part of your culture, not arbitrary rules.
• Train managers to apply rules consistently and escalate early: Managers often lack the knowledge to enforce fairly or recognize when to escalate. Proper training prevents unfairness and catches complex issues like accommodations before they become problems.
• Use company values to evaluate behavior, not just performance numbers: Values serve as a code of conduct for assessing toxic behavior, especially high performers who undermine culture.
• Audit remote-work practices for state and local law exposure: With employees across multiple states, the law where employees sit, not headquarters, applies. Ensure policies account for varying jurisdictions to prevent compliance gaps.

Episode Highlights

02:36 The connection between legal risk, compliance, culture, values, and mission.

04:02 Company values are the foundation of culture and help address toxic high performers.

07:40 Remote work and the complexity of multi-state compliance.

09:45 Employee handbooks as the bridge between policy, compliance, and inclusive company culture.

12:48   How people should be thinking about how AI is changing the workforce

About the Guest

Joel Greenwald is a widely published author and distinguished employment attorney with over two decades of speaking experience to business and professional organizations internationally and across the US. As founder and managing partner of Greenwald Doherty LLP, he treats employment law as a strategic asset, focusing on proactive legal counsel, immersive management training, and innovative solutions that help employers prevent problems before they start. He holds an AV rating from Martindale-Hubbell and has been consistently recognized as a Super Lawyer.

More About Joel Greenwald

Connect with Joel on LinkedIn

Check out Greenwald Doherty

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

Rob Levin argues that the old model of annual planning is broken. In a fast-changing market, founders and business owners need to spend more time on strategy, culture, and leadership, the work that compounds, instead of getting trapped in firefighting and administrative work.

Key Takeaways

• Audit where your time is going: Make sure you're spending time on strategy, not just firefighting.
• Delegate low-value work: Get out of the work that pulls you away from your unique ability.
• Set clear expectations: Define what success looks like before the work begins.
• Treat culture as a system: Culture should be built into leadership, not treated as a slogan.
• Protect strategy time: Recurring strategy blocks are a business asset, not a luxury.

Episode Highlights
[01:44] The market is shifting fast: Rob opens by describing a multi-lane economy, where some customers are thriving and others are under pressure.

[02:22] You are part of the talent team: He reframes leadership as a talent responsibility, not just an operational one.

[03:19] Protect your unique ability: He shares Dan Sullivan's idea that owners should spend most of their time where they create the most value.

[06:34] Culture is part of strategy: Rob emphasizes that culture has to be intentionally built into the business, not left as an afterthought.

[07:10] Buy back your time: One lever is getting help with lower-value work so founders can stay focused on higher-value decisions.

[09:58] Strategy time compounds: Rob closes by urging listeners to protect non-negotiable strategy time, because those blocks create long-term returns.

More Resources:

• How to Make Remote Work at Your Company
• 7 Culture Moves Behind a Fast-Growing Company
• Simple Shifts to Build a Stronger Team and Higher Profits
• The 3 Things That Separate Business Owners Who Lead from Those Who Just Keep Up
• Don't Have an Assistant? You are One. (Stings a little, doesn't it?)
• How I Stopped Being the Ceiling on My Own Business

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit. 👉

More About Rob Levin & WorkBetterNow
Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard

Artificial intelligence is everywhere, but many business owners are still asking the wrong question. Instead of wondering "What can AI do?", they should be asking "What business problem are we trying to solve?" In this episode, Rob Levin sits down with brand strategist, author, and Bornstein Group CEO Gal Borenstein to discuss why AI should be viewed as a force multiplier, not a replacement for people. They explore how leaders can use AI to improve decision-making, strengthen trust, and create more competitive businesses without losing the human judgment that customers and employees value most.

Key Takeaways

• AI should amplify people, not replace them: The greatest value comes when AI handles repetitive tasks while humans focus on judgment, creativity, and relationships.
• Solve business problems before buying AI tools: Technology delivers the best results when it's applied to clearly defined operational challenges.
• Trust remains a human responsibility: AI can help scale communication, but authentic leadership, transparency, and customer relationships are what build lasting trust.
• Learning will become the most valuable skill: Employees who continuously adapt and learn how to work alongside AI will create significantly more value than those who rely solely on existing processes.

Episode Highlights

01:49 – AI is a force multiplier, not a workforce replacement

03:14 – Start with the business problem, not the technology

08:21 – Benchmark your business before implementing AI

10:49 – The future belongs to continuous learners

15:53 – Trust is your biggest competitive advantage

22:42 – The best place to start with AI

About the Guest

Gal Borenstein is the Founder and CEO of The Bornstein Group, a branding and marketing agency specializing in technology companies. With more than 30 years of experience helping B2B and government-focused organizations build trust and market differentiation, he's also the author of Don't Believe the Hype and Beating Goliath with AI, where he explores how businesses can leverage AI while maintaining authenticity and customer trust.

More About Gal Borenstein

Connect with Gal on LinkedIn

Check out borensteingroup.com

Gal's Books

Don't Believe the Hype: When Trust is on the Line

Beating Goliath With AI

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

In this episode, Rob Levin makes the case that hiring cannot be passive if you want to grow. Hope is not a strategy. If your business is hitting a people bottleneck, you need to stop waiting for the "perfect" person to appear and start building a faster, more intentional hiring process.

Rob explores why owners often stay stuck in their comfort zone, how that slows growth, and what a CEO should actually be focused on: strategy, the right people, resources, and culture. He also shares the common hiring mistakes small businesses make, including weak job descriptions, poor candidate experience, and relying too heavily on people they already know.

Key Takeaways

• Why proactive hiring is more effective than waiting for the right person to appear
• How to move through the hiring process with greater speed and intention
• The CEO's four core responsibilities when leading a business
• Common mistakes that can make it harder to attract the right talent
• How company culture and the candidate experience influence talent decisions

Timestamps

01:09 Passive vs. active hiring and the importance of urgency

03:17 Comfort zone and trust in hiring decisions

05:18 Common failure modes in small business hiring

05:38 The importance of a compelling candidate experience

06:58 The CEO's four core responsibilities

07:58 Moving with intent and speed in hiring

09:06 Making your company appealing to candidates

09:38 The value of taking risks in hiring and learning from failure

10:31 How to be proactive when hiring

Additional Resources

• A Lot of Businesses Are Going Offshore. A Lot of Them Are Doing It Wrong.
• Hiring Is Harder Than Ever, and That's Exactly Why You Can't Stop
• Why Great People Are Passing on Your Company

Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.

More About Rob Levin & WorkBetterNow

Like this show? Click on over and subscribe to our YouTube channel!
Follow Rob Levin on Substack.
Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.