Business Owners Tell All

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.

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 NotesTopics Covered:Why most founders underestimate LinkedIn’s power for hiringFirst impressions on LinkedIn — and why profile optimization matters as much as a websiteThe psychology of scroll-stopping content and how emotional framing attracts talentEmployer branding through employee advocacy on LinkedInThe ROL (Return on LinkedIn) framework and how it reduces hiring costsHow LinkedIn helps founders scale trust before the first conversationEli’s insights from MAIA’s client work — including one case where two employees brought in 600+ CVsTactical 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 TakesJamie’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.”

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.”

In this episode, Jamie sits down with Laura Woodard, known as the Medical Marketing Maven, to talk about something all business owners face: how to build a team that really works. Laura shares how her personal journey caring for family members at the end of life inspired her to launch GrassRoots Medical Marketing — a Tampa-based agency helping private medical practices grow through ethical, effective marketing.But the heart of the conversation is about HR — how she hires, trains, supports, and builds a remote culture with intention. From her background in tech and corporate life to her deeply empathetic leadership style, Laura offers a transparent and practical look at how to lead with purpose in a service-based business.🔑 Key Themes & Takeaways🧠 Empathy in ActionLaura’s why is deeply rooted in personal experience, which shapes how she hires and leads her team.Empathy isn’t just a buzzword — it’s in her hiring decisions, onboarding process, and daily leadership style.“I really lead with the fact that I've been through trying desperately to find great doctors to help my mother and my aunt.”👥 HR Practices That Set You ApartLaura uses a situational interview style, asking “Tell me about a time when…” to assess thought process and alignment.Onboarding includes clear expectations, written roles, PTO policies, and 30/60/90-day plans.She runs a small but mighty team of 5, emphasizing quality culture over flashy perks."Most small businesses sort of wing it when they hire… I have everything written down, so there's no questions."🔒 HR in Healthcare = Compliance FirstMarketing for doctors isn’t just creative — it involves serious HIPAA compliance most people overlook.Her team undergoes HIPAA training, and she educates clients about what's legally safe in advertising."You can’t even put tracking info on a doctor’s website... a lot of people aren’t aware of the HIPAA regulations in regards to marketing."🧰 Tools & SystemsLaura constantly evaluates tools to support her team — emphasizing that the right tools change over time.Her approach to tech: “Try, test, and adapt.”"Technology’s not my easy fix, but I keep trying. That’s what it takes — being a lifelong learner."🤝 Building Culture RemotelyEven though the team is mostly remote, they stay connected through frequent Zooms, in-person lunches, and intentional check-ins.They’ve committed to flying a remote team member back regularly to maintain culture.“You learn something about each person every time we have a lunch.”💬 Memorable Quotes🗣️ "Marketing is not the top of [doctors'] list, but it needs to be — because in order for the right patient to find the right doctor, they have to be seen online."🗣️ "Hiring isn’t just about a resume. It’s about how someone thinks, solves problems, and aligns with your values."🗣️ "Lifelong learning — that’s what it really takes to be a business owner."🗣️ "It’s not about perks. It’s about shared values, clear expectations, and caring about your people."🎤 What It Really Takes to Be a Business Owner (Signature Question)Laura's answer to the show’s signature closing question:"What it really takes is to keep trying new things, stay flexible with technology, and be a lifelong learner. Even when tools don’t work out, it’s about staying curious and adapting to what fits your team best."📌 Producer Notes / Promo HighlightsSuggested Clip Highlights:[00:01:00] – Laura’s first hire and using Seth Godin’s philosophy[00:04:50] – HIPAA + HR compliance in marketing[00:07:00] – How her family’s medical journey sparked the business[00:12:00] – Clear onboarding + culture-building in a remote team[00:16:30] – Her HR process + 30/60/90 day plan[00:18:00] – Final reflections on lifelong learning + leadershipBest Quote for Audiogram:"Building a team isn’t about checking boxes — it’s about creating a space where people are aligned, valued, and supported." – Jamie

In this episode of Business Owners Tell All: What It Takes, Jamie sits down with Kasandra Murray, founder of Unlucky Umbrella, a marketing and operations consultancy based in Columbus, Ohio. Kasandra offers a refreshing people‑first perspective on how businesses can grow sustainably by aligning marketing, operations, and HR.Kasandra shares how most organizational issues stem from broken processes—not broken people—and explains why focusing on documentation, hands‑on training, and open dialogue creates healthier, more resilient teams. Drawing from her experience in the manufacturing industry, she reveals how shifting to process‑first systems increased employee retention from the industry norm of six months to three to five years.Throughout the conversation, Kasandra breaks down her “Operations Improvement Funnel,” the pitfalls of poor onboarding, and how to develop high‑performing trainers who elevate entire teams. She also discusses the importance of being open‑minded as a leader, remaining flexible, and truly listening to employees at all levels.This episode is a must‑listen for business owners who want to grow without burning out their teams — and who believe that the best systems are the ones built for humans.🗒️ KEY EPISODE NOTES1. People-First OperationsKasandra emphasizes that 95% of problems come from broken processes, not people.Companies often mistakenly blame individuals first instead of examining the systems they were placed into.Cultural shift comes from asking: “What does the process look like?” instead of “Who did this?”2. Documentation as a LifelineGrowing companies often skip documenting how work is done — leading to frustration, inefficiency, and burnout.Even imperfect documentation saves time and reduces mental load.Employees experience better quality of life when they aren't left guessing about expectations.3. Burnout, Turnover & OnboardingPoor or nonexistent onboarding is a major source of burnout and low morale.People want to succeed — they just need proper training and clarity.At Kasandra’s previous manufacturing company:Industry turnover norm: 6 monthsTheir team’s turnover: 3–5 years, even for entry‑level roles.4. Effective Training StrategiesKasandra created a Training for Trainers program to elevate high performers into leadership through teaching.People don’t learn in one mode — the best learning combines:VisualAuditoryHands-on (tactile)Webinar‑only training is ineffective; hands‑on “drive the bus” learning produces long‑term retention.5. HR Metrics & ConversationsTurnover rate is the biggest HR red flag.Other insights:Track execution and performance more than rigid metrics.Keep all metrics flexible — business needs change constantly.In manufacturing, they tracked time to complete tasks, but always as an open conversation, not a punitive measure.Employees often become “the experts,” so leadership must listen.6. Leadership LessonsHigh-performing individual contributors can still harm team cohesion.Hiring should assess how candidates work in a team, not just skill.A transparent, process-first culture exposes actual performance issues sooner.Being open-minded as a leader can “rewire” your approach — insights come from unexpected places.7. The Origin of Unlucky UmbrellaThe name came from Kasandra’s college years during a season of unexpected challenges.The umbrella symbolizes preparedness and embracing the unexpected.The studio’s philosophy: strategy, not luck, in both marketing and operations.8. What It Takes to Be a Business OwnerKasandra believes it takes:Being open-mindedBeing flexibleListening to all perspectivesStaying adaptive as a leader💬 MEMORABLE QUOTES (Pull-Ready for Social Media & Show Notes)Kasandra Murray“We have problem problems, we don’t have people problems.”“About 95% of problems can be resolved when you focus on the process first instead of the individual.”“People want to be good at what they do — they just need the training and support to get there.”“The best training is a demonstration with your trainee driving the bus.”“Even entry-level employees become experts in their jobs — leaders need to listen to them.”“Being open-minded has rewired my brain as a leader.”“Strategy, not luck — that’s how businesses really grow.”Jamie Seeker“If something goes wrong and your first question is ‘Who did this?’ you may need to reevaluate your perspective.”“Systems don’t just serve customers — they serve people.”“Framework matters, but so does flexibility.”

In this heartfelt and insightful episode, host Jamie Seeker welcomes Laura Moore, a powerhouse entrepreneur and founder of Moore Injury Funding, a boutique legal funding firm based near Atlanta, Georgia. Laura opens up about her personal journey from injury and financial stress to building a purpose-driven company that helps others bridge the financial gap between injury and justice.The episode centers around a key question: How do you run a people-first business in a high-stress industry—and keep your team engaged, aligned, and supported?Laura shares her real-world HR challenges, the importance of strong company culture, and how her personal values show up in her leadership and hiring strategies. With just five employees and a nationwide reach, Laura proves that small teams can still make a massive impact—if you build them right.💬 Memorable Quotes“Money shouldn’t be a barrier to your healing.” – Laura Moore“Hiring isn’t just about filling a seat. It’s about protecting the mission.” – Laura Moore“One miscommunication can drop morale across the whole company. So I had to learn how to lead through clarity.” – Laura Moore“If you don’t have the tools internally—get help. There’s no shame in that.” – Jamie Seeker“You’ve got to ask yourself: Do I want to do this every single day? Is this my life’s purpose? If the answer’s yes, then you’re on the right path.” – Laura Moore🧠 Topics CoveredThe personal accident that inspired Laura’s businessWhat it’s like building a small but mighty teamHR lessons learned the hard way—and what Laura changedWhy internal communication systems are everythingCreating training programs from scratch (and when to get outside help)Balancing boutique service with scalable structureHow she uses her "Moore in Twos" core values to drive cultureWhy burnout prevention starts with how you hire and leadTrust over micromanagement in remote workThe biggest HR challenge small businesses face that no one talks aboutLaura’s final advice: what it really takes to be a business owner🧾 Laura’s Core Values – “Moore in Twos”Integrity & LeadershipTransparency & AccountabilityPassion & InnovationQuality & ImprovementDiversity & InclusionHumility & SimplicityTeamwork & Fun"Yes, it’s 14 values... but they all matter. And we actually live them."📌 Key TakeawaysPersonal Experience = Business Purpose: Laura created a solution she once needed herself.Clarity Is Key: Miscommunication caused a culture dip—but led to better systems.Small Teams Need Structure: Even with 5 employees, Laura created values, trainings, and conflict resolution tools.Ask for Help: When your internal capacity hits a limit, bring in outside specialists.Culture Must Be Lived, Not Just Printed: Laura and her team actively reflect their core values day to day.🎤 Signature QuestionQ: What does it really take to be a business owner? A:“It takes vision, leadership, strategy, customer focus, continuous learning, and above all, knowing this is your life’s purpose—because it’s not easy. But if it’s your purpose, it’s worth it.” – Laura Moore

In this episode, Jamie Seeker sits down with Greg Gillespie, the Co-Founder of Collectiv — a fast-growing data and AI consulting firm that’s made the Inc. 5000 list three times. Greg shares his journey from being laid off in 2016 to building a 30-person firm helping mid-sized and enterprise businesses operationalize AI, Power BI, and data strategies across their organizations.But this isn’t a tech-heavy episode — it’s all about what really makes businesses grow sustainably: process, people, and leadership.Greg opens up about the hard lessons he’s learned from micromanaging, hiring too fast, and what it took to build a values-driven team that could scale smartly. From moving from all-1099 contractors to a W-2 team, to implementing EOS and culture-based hiring practices, he shares a masterclass in business growth through intentional people strategy.📌 Key Takeaways:AI success starts with process — not just tools. You need systems in place before layering in automation.Micromanaging is a trap for founders. Greg shares how "Delegate & Elevate" helped him shift his leadership style.Hiring for values > hiring for skills. Skills can be taught, but shared values and cultural fit are foundational.Invest in employee growth. Greg shares how their internal training paths are built to elevate team members from day one.Rapid hiring = real risks. Scaling without systems can cost more in the long run — both financially and culturally.💬 Memorable Quotes:🗣️ “I didn’t know how to build a team at first. I did everything myself. I was a micromanager because I felt like I had to be.” – Greg Gillespie🗣️ “We started with all contractors. It sounded great in theory — but when no one’s bought into the culture, things start slipping.” – Greg Gillespie🗣️ “If these core values don’t mean something to me, how can I expect anyone else in the company to live them out?” – Greg Gillespie🗣️ “You don’t realize how much it costs to hire the wrong person — until you do it a few times.” – Greg Gillespie🗣️ “If you’re gonna do this — build a business — you do it all the way or don’t do it at all. You’ve gotta commit.” – Greg Gillespie🗣️ “Eventually you plow through that wall and go, ‘Why was that so hard?’ But you only get there if you’re committed.” – Greg Gillespie🧠 Topics Covered:Greg’s entrepreneurial origin story — from layoff to leadershipBuilding a business around Microsoft’s Power BI & FabricHow EOS and “Delegate & Elevate” transformed his leadershipCulture-first hiring: mistakes, pivots, and the impactHR strategy for scaling smart (especially with AI adoption)How to build an AI-literate, change-ready teamThe importance of clarity around values in building a sustainable company👥 Team Size:~30 employees + offshore team in South Africa🛠️ Tools & Frameworks Mentioned:EOS (Entrepreneurial Operating System)Delegate & ElevateCore Values AlignmentCulture IndexMicrosoft Power BI, Microsoft Fabric, AzurePredictive Index🧭 Where to Find Greg & Collectiv:🌐 Website: https://gocollectiv.com 🔗 LinkedIn (Greg): linkedin.com/in/greg-gillespie-9ba76973 📺 YouTube: @gocollectiv🎤 Signature Question – What It Takes:Jamie: “In your own words — what does it take to be a successful business owner?” Greg: “Grit is the obvious answer. But more than that — it’s commitment. If you’re going to do this, you go all in. Half-assing it isn’t going to cut it. There’s always going to be someone out there who’s committing more than you are. That commitment is what gets you through the hard parts.”

In this inspiring conversation, Jamie Seeker sits down with Derek Taussig — Army veteran, ultra-marathoner, and CEO of Taussig Landscape — to unpack what it really means to build a business with heart. Derek shares how mowing lawns as a teen evolved into running a full-service landscaping company with a powerful mission: enriching lives through the outdoors.From battlefield lessons in leadership to business systems and employee development, Derek walks us through the gritty and transformative path of entrepreneurship. He opens up about the emotional weight of being a business owner, how he stepped out of the “it only works if I’m in it” mindset, and the three pillars that helped him grow: trust, training, and hiring.📝 Show NotesEarly Roots: Derek talks about how his entrepreneurial drive started with a desire for a new bike and turned into a lawn-mowing business — with help and encouragement from his parents.Military Mindset: His service as a U.S. Army combat medic shaped not just his discipline, but his deep understanding of team dynamics and leadership — including what not to do.Business Evolution: Derek describes how he scaled from a solo operator to leading multiple teams by responding to demand and building a culture that values excellence.Stepping Out (Sort of): He shares the moment he thought he was out of the business — only to realize he was just in a different role. A local executive development course became a turning point.Building Systems: Derek emphasizes solving problems permanently through systems, handbooks, and clear expectations so the business doesn’t rely solely on him.Project Flow: We get a peek into the logistics of running a landscape design-build company, and how Derek’s team manages the entire process using specific software and defined job roles.Key Growth Lessons: The move from “everyone does everything” to hiring for specific skill sets was critical to sustainable growth.Leadership Philosophy: Derek breaks down his core principles: hire the right person, train them well, and build trust by giving them ownership — even when mistakes happen.Real Talk: Derek gets honest about burnout, doubt, and the emotional toll of business ownership — and why grit kept him going when things got tough.💬 Memorable Quotes“If you want nice things, you gotta work hard to go get them.” — Derek Taussig“I thought I was working on my business… but really, I just had a low-paying job for the hours I worked.” — Derek Taussig“If you have a problem, figure out how to make sure you never have that problem again. That’s how you scale.” — Derek Taussig“Some days, you’ll want to quit. You’ll want to sell. But grit will carry you through.” — Derek Taussig“We’re not doing brain surgery here — it’s landscaping. If it’s not perfect, we go back and fix it.” — Derek Taussig“It’s not about growing a business. It’s about growing people.” — Jamie Seeker

In this episode of Business Owners Tell All: What It Takes, host Jamie Seeker sits down with Óscar Rubio, Founder and CEO of Lodgerin, a Madrid- and Miami-based proptech company redefining international mobility.What started as Óscar’s personal struggle to find housing in the UK evolved into a global digital ecosystem that now manages over 90,000 rental units worldwide — connecting universities, companies, and property owners with tenants seeking mid-term housing across continents.Óscar shares how early mistakes and manual work paved the way for Lodgerin’s smart automation and process excellence. From digitalizing relocation management to centralizing complex systems across multiple countries, he reveals how building strong processes — and a caring culture — became the backbone of his company’s success.This conversation dives into the process behind the growth, the balance between tech and human touch, and what it really takes to be an all-in founder in a global business.🧭 Key Takeaways💡 Start with the problem you’ve lived: Óscar’s journey began from personal frustration — he experienced the housing challenge first-hand, which gave him deep empathy for his customers.⚙️ Process is power: Lodgerin’s success came from systemizing every manual process — from PDF proposals to a fully digital, automated ecosystem.🧠 Automation + Empathy: True innovation lies in combining digital tools with proactive human support.🌍 Global doesn’t mean generic: Despite operating across Spain, Dubai, and the U.S., Óscar says relocation needs are universal — the key challenge is building the right supply and partnerships.❤️ “We Do Care” as a business model: Caring isn’t just for customers — it’s how Lodgerin treats its employees, partners, and shareholders too.🚀 Trust and delegation: Scaling requires building a team you trust — people who combine skill with commitment to the vision.🕰️ All-in commitment: Entrepreneurship demands complete alignment between your business, family, and life — or it simply doesn’t work.🗣️ Memorable Quotes“If a company for a small amount of money could help with relocation, I would totally hire them. That was the idea that started everything.” — Óscar Rubio“We’re not building space rockets — we’re solving a problem people are willing to pay for.” — Óscar Rubio“We do care isn’t just about the customer — it’s how we execute everything in the company.” — Óscar Rubio“You can have thousands of tools online, but if you don’t have clear operational processes, you’ll fail anyway.” — Óscar Rubio“Caring and process don’t have to be opposites. You can scale globally and still keep the human touch.” — Jamie Seeker“You have to put everything of yourself into the project — your time, your family, your energy. It all has to move in the same direction.” — Óscar Rubio🌐 Connect with LodgerinWebsite: www.lodgerin.comLinkedIn: Óscar RubioLocations: Madrid, Spain 🇪🇸 | Miami, USA 🇺🇸 | Dubai, UAE 🇦🇪💬 Jamie’s Closing Thought“Óscar’s story is proof that solid processes are what make innovation sustainable — when systems are built with empathy, scaling becomes a natural outcome.”

🎙️ Episode SummaryIn this episode of Business Owners Tell All: What It Takes, host Jamie Seeker sits down with Dina Shanowitz, mother of five and founder/CEO of Zomee, a maternity and baby care brand based in Florida.Dina shares how her difficult first breastfeeding journey — exclusively pumping for a NICU baby with an outdated, inconvenient pump — inspired her to design a better solution. Zomee was born from that mission to create customizable, hospital-grade pumps and products that put moms’ needs first.She walks us through the courage it took to order her first shipment of pumps right after giving birth to her second child, the sleepless nights and fears she faced, and the determination to push forward when failure wasn’t an option.The conversation dives deep into process management and strategy, highlighting the systems Dina built to scale from a one-woman show to a global brand, while keeping empathy and innovation at the heart of Zomee’s operations.📝 Key Themes & TakeawaysFrom Pain to Purpose: Dina’s own challenges with breastfeeding turned into a business idea.Innovation with Empathy: Pumps designed with customizable features (alternate mode technology, nipple correction, customizable suction patterns, perfect fit sizing).Process Management:Learning to delegate and trust a team.Building specialized teams (customer service staffed by moms for moms).Scaling through systems so she could focus on innovation.Strategy in Growth:Leveraging personal insights + lactation consultant feedback.Insurance coverage for pumps — a huge strategic win.Ongoing product improvement: e.g., first cooling + warming lactation massager.Entrepreneurial Mindset: Dina stresses courage, persistence, and determination as the foundation of success.Mission Beyond Products: Zomee supports moms emotionally as well as practically, through their community and services.💡 Memorable Quotes (pull for promos/socials)“Success doesn’t come from comfort — it comes from courage.”“Moms’ bodies are not the same. Pant sizes are not the same. The same comes with a pump.”“More milk, less time — that was always the goal.”“I looked at my husband when that first container arrived and thought, what did I just do? But I knew I couldn’t fail.”“Breasts are not twins; they’re more like sisters.”“As an entrepreneur, you have to take that jump. Sometimes things don’t make sense, but you have to believe and move forward.”“Building a business is not glamorous — it takes persistence through all the hiccups.”🔖 Notes for Promotion & Show FlowEmphasize process + courage as the core episode takeaway.Highlight Dina’s mom-to-founder transformation — relatable for listeners who start with personal pain points.Use her bold quotes (“Success doesn’t come from comfort, it comes from courage”) for episode graphics, audiograms, or pull quotes.Mention Florida roots + global reach of Zomee for personal + professional credibility.This episode is strong for female founder inspiration, strategy-focused entrepreneurs, and health/wellness product builders.

In this episode, Tom Nassr dives into how business owners can think differently about process management, workflow design, and automation — not just for efficiency, but to unlock their team’s creativity and focus. Tom shares his evolution from philosophy major to design agency founder to automation strategist. With practical stories and frameworks, he offers a refreshing, human-first take on how to streamline operations without losing your soul to tech.📌 Key Notes & Takeaways:🧠 Background & Business Journey:Tom’s roots are in philosophy, which shaped his curiosity and systems thinking.Founded Checkmate.Digital, a design agency, with no formal training — his first gig was a $500 website.Sold the agency in 2019 and launched XRay.Tech in 2021, after realizing how underutilized most software tools were.XRay.Tech’s mission: Free humans from repetitive work so they can focus on creative, meaningful contributions.🔄 Process Management & Strategy Insights:1. Start with the End in Mind“We always start outcome first… What’s the output we want to replicate? Then we question every input that leads to it.”Define what a “good result” looks like before building or automating a process.Don't try to automate processes that haven’t been done well manually yet.2. Avoid Automating Chaos“Way too many people try to automate a process that they’ve never performed correctly yet.”Automation should serve clarity, not complexity.Before introducing AI or workflows, ensure the process is consistent and measurable.3. Design the Happy Path — but Plan for Exceptions“The right automation is a Slack message that says: ‘Hey, this needs a human to look at it.’ That’s a good system.”Build workflows for the ideal scenario, but design clear fallback actions when things deviate.Empower humans to step in where nuance is needed.4. Empower People, Don’t Replace Them“We’re much more focused on organizations that are amplifying people… not just cutting headcount.”Automation isn’t about removing humans — it’s about enhancing their capacity and giving them more fulfilling work.5. Flexibility vs. StructureStructure provides repeatability; flexibility comes from how you handle non-standard situations.Build systems that adapt, not ones that try to control every possible edge case.🧪 Real-World Example – COVID Impact Story:XRay.Tech helped a medical manufacturing company streamline a massive inventory and pricing spreadsheet.Built a workflow with Airtable + automation tools to help them serve global labs during COVID.“They were able to source the labs who actually came up with several of these COVID vaccines... and their business tripled.”🔁 Signature Question – What Does It Take to Be a Business Owner?“You’re only going to get halfway there… again and again. But it’s still worth doing.”Tom emphasized humility, resilience, and a willingness to iterate as crucial traits.Recognize that perfection is a moving target — progress and persistence matter more.🧡 Memorable Quotes:“Robots do the routine, humans do the remarkable.”“Automation without a defined outcome is just noise.”“Start small. Don’t try to automate the world. Just start with what’s working.”“The system should serve the person — not the other way around.”“Every business owner needs to admit what could be better… and be willing to try, even if it’s only halfway.”

In this episode of Business Owner Tell All: What It Takes host Jamie Seeker sits down with Dr. Connor Glass, Founder & CEO of Phantom Neuro, based in Austin, Texas. Connor shares his journey from aspiring military officer to medical researcher to startup founder, ultimately creating a neurotechnology company that’s revolutionizing how prosthetics connect with the human body.With Phantom Neuro’s recent $19 million Series A raise, Connor opens up about the strategies, pivots, and process decisions behind building a company at the cutting edge of science. From learning to “translate science into business” to choosing the right partners and investors, Connor tells all about what it really takes to survive and thrive in deep tech entrepreneurship.📌 Show NotesTopics We Covered:The Origin Story: From ROTC to Johns Hopkins research to founding Phantom Neuro.From Lab to Market: The difference between academic “proof of concept” and a real business model.Process vs. Passion: How Connor balances chaotic startup life with regulatory demands.Building the Right Circle: The role of family, friends, and strategic advisors in shaping his path.Fundraising & Strategy: Lessons from raising nearly $30M in venture capital.Partnerships & Credibility: Why aligning with organizations like Ottobock and Johns Hopkins was crucial.Process Management: How Phantom Neuro thrives in the chaos by prioritizing people and adaptability.The Founder Mindset: Why survival and relentless belief are the essence of entrepreneurship.💡 Memorable Quotes“What we were really seeing in those flashy YouTube videos was proof of concept, not commercial reality. Creating a product takes an entirely different mindset.”“So much amazing innovation just sits on the shelf in academia because nobody takes the risk to commercialize it.”“At the end of the day, it’s just sheer grit, trial and error, and waiting for something good to happen—getting a whole lot of no’s before you get a single yes.”“Neurotech is hard to explain—you can’t just give someone a slice of bread like my brother did with his startup.”“You are who you surround yourself with. I’ve abided by that fully in building this company.”“Wherever there’s red tape and process, I try to optimize it to keep the company alive while still pushing forward.”“What it takes is a relentless belief in what you’re doing—a desire to rather die than not succeed.”“There’s no playbook. It’s about staying alive long enough for something good to happen.”“In order to survive, you have to sprint faster toward death.” (quote from his rocket-founder friend that Connor lives by)✨ Key Takeaways for ListenersTransitioning from research to entrepreneurship requires shifting mindset from academic validation to scalable business.Early processes should focus less on rigid operations and more on surrounding yourself with aligned people.In highly regulated industries, strategy means navigating process without being crushed by it—relationships matter as much as rules.Success in startups often comes down to grit, resilience, and embracing chaos rather than perfect plans.Investors and partners buy into the vision and founder as much as the product.

In this episode, Jamie Seeker talks with Dr. Damodar “Damo” Sahu, a global tech leader and philanthropist who’s turning AI into a force for good. Based in Northville, Michigan, Data Safeguard Inc. is an AI-powered data privacy and synthetic fraud prevention company helping enterprises protect digital identities before cybercriminals can exploit them.Dr. Sahu shares his journey — from growing up in a small town in Odisha, India, to leading digital transformation at Wipro, to co-founding a company built on responsible and ethical AI. He explains why privacy is the first line of defense, how process management fuels rapid innovation, and why partnerships are key to long-term growth.The conversation covers the staggering global cost of cybercrime, the danger of synthetic fraud, and the mindset it takes to run a business that’s driven by both mission and impact. Along the way, Dr. Sahu drops wisdom on aligning your “why” before your “what,” treating every stakeholder as a partner, and leading with purpose.📝 Show NotesKey Topics Discussed:Purpose to Privacy: Dr. Sahu’s personal and professional journey into AI-driven data protection.The founding of Data Safeguard and the vision for AI with a conscience.Why privacy matters more than ever in preventing fraud and protecting identities.The role of process management and strategy in scaling innovation in a fast-moving tech space.How privacy can shift from a “checkbox” to a business enabler that builds trust.The importance of aligning diverse teams and partners around a mission.The partner ecosystem approach — why building with intent matters more than selling quickly.The staggering financial cost of cybercrime and the silent threat of synthetic fraud.Future goals: scaling to a $1B valuation, advancing fraud prevention tools, and establishing a global center for ethical AI.Signature Question: What it really takes to be a business owner.Resources & Links:Website: www.datasafeguard.aiLinkedIn: Dr. Damodar SahuInstagram: @dr.damodarsahu (dance videos included!)💬 Memorable Quotes from Dr. Sahu"Privacy is the first line of defense. Security comes later.""From purpose to privacy — that’s my journey. And I want privacy to be a global mission, not just a product feature.""The moment you look at everyone — investors, customers, colleagues — as a partner, the game changes.""We want enterprises to see privacy not as a cost, but as an enabler for growth.""Why before what — that’s how you align people to a mission that matters.""Even if a breach happens, our goal is to make that data useless to the fraudster.""Building with intent is more important than chasing ambition."

In this episode of Business Owners Tell All: What It Takes, Jamie Seeker speaks with Seth Kamens, founder of Kamens & Associates, a full-service accounting and consulting firm based in Livingston, NJ, just 30 minutes outside New York City.Seth’s career path wasn’t straightforward—after stints in Washington, D.C., recovering from a serious illness, and working at powerhouse firms like Morgan Stanley, Merrill Lynch, Deloitte, and Cohn, he realized he hated working for others in environments that didn’t value people. In 2012, he launched Kamens & Associates with just six clients, a partner, and a small office. Today, the firm serves clients worldwide, from billionaires to solopreneurs.In this candid conversation, Seth shares why CPAs should be more than tax preparers—they should be proactive strategic partners. He unpacks why regular check-ins, process simplification, and realistic growth planning are essential for entrepreneurs who want to avoid costly mistakes and scale successfully. He also highlights the emotional and professional support business owners need to thrive.📌 Key TakeawaysProactive > Reactive – Meeting with your CPA twice a year can save you from costly missteps in taxes, entity structure, and cash flow.Relationships Over Transactions – People remember responsiveness and respect, not page 120 of a tax return.Process Simplification Matters – Basic systems (QuickBooks, separate accounts, monthly check-ins) prevent financial chaos.Growth Requires Strategy – The bigger the goal, the more you need back-office and advisory support.Emotional Support is Critical – Confidence from partners, family, and peers can carry you through the hardest early years.💬 Memorable Quotes"No one’s going to know what’s on page 120 of a tax return. They’re going to know if you call them back.""I’m not going to bill you for a 5-minute phone call—it just creates a negative connotation.""If you want to go from $100K to $500K in three years, you’re going to need help.""The idea is not to be perfect—it’s to get you in the ballpark.""I see myself as an entrepreneur who happens to be a CPA.""You need three or four people you intuitively trust, who will tell you no.""You need guts, emotional support, and a basic business background to succeed."🗒 Notable Moments to HighlightSeth’s unconventional path into accounting, including his illness and early challenges.The Facebook and LinkedIn outreach campaign that landed his first six clients.Why he targets underserved solopreneurs and startups.The cautionary tale of a client who jumped from $125K to $400K without proper tax planning—and ended up $60K in the hole.The importance of having trusted advisors outside your industry who can push back.Why incremental growth and controlled expansion have been keys to his firm’s success.

In this powerful episode, Jamie Seeker sits down with Jim Parrish, founder of Parrish Law Firm, PLLC, based in Northern Virginia. Jim shares how he built a multi-million-dollar personal injury practice rooted in values and client trust—all on a contingency-fee model where the firm only gets paid if clients win.Drawing from his early days inside the insurance industry, Jim now uses that knowledge to fight for accident victims in car and commercial trucking crashes. But what really sets him apart is his commitment to process, strategy, and community—from internal AI-powered systems to giving away bikes and coats through his community programs.He talks about hiring ahead of the curve, managing high-stakes deadlines, and staying true to the mission—even when no one’s watching. This episode is packed with takeaways for entrepreneurs navigating risk, growth, and purpose.🧠 Key Takeaways & Notes🎯 Business StrategyJim started his firm just two weeks before the birth of his first child—leaning on faith, grit, and strategy to make it work.His contingency-fee model means his firm doesn’t get paid unless the client wins—so case selection, risk management, and internal process are critical.Selective intake is a must in Virginia due to the harsh “contributory negligence” law, which bars recovery even if the victim is just 1% at fault.⚙️ Process Management & GrowthThe firm has developed a detailed procedural manual and leverages AI and KPIs to monitor internal performance.Jim meets regularly with case managers to proactively stay ahead of deadlines—citing “be early” as a business and life principle.Delegation and trust are essential for scale—especially in high-risk businesses where mistakes are costly.💡 Team BuildingJim hires and trains based on shared values first, skills second.He leads internal scenario-based training sessions to prepare staff for insurance company tactics.💛 Community ImpactCommunity service began with time (volunteering and coaching) and evolved into financial giving as the firm grew.Signature initiatives:Wild Summer: Kids at Play – Gifting bikes and outdoor gear500 Coat Drive – Providing warm clothing for local familiesScholarships – Funding students entering college💼 Leadership & What It TakesHard work is non-negotiable.Delegation, trust, and building a values-aligned team are keys to sustainable leadership.Giving back isn’t a phase—it’s a mindset from day one.💬 Memorable Quotes"I'm not a gambler in my personal life, but in business, I knew I could bet on myself." — Jim Parrish"You don’t get to hire after you need someone—you have to hire before." — Jim Parrish"We’re not trying to take all the chips off the table—we’re leaving some behind for those who need it more." — Jim Parrish"Hard work is required—unless you scratch off a lucky ticket, that’s the only way." — Jim Parrish"If you miss a deadline, you could commit malpractice. That’s why we’re always ahead of the curve." — Jim Parrish“If you're faithful with a little, you're faithful with a lot.” — Jamie Seeker