Recruiting business: the first step in the employee experience with Adam Posner – E35

Release date: 16. August 2021

The CX Goalkeeper had a smart discussion with Adam Posner

You will learn:

How to successfully pivot a career into entrepreneurship
GaryVee’s advice to Adam which fits to everybody
The explanation of Adam’s values: the three “P”
Two big learnings of a successful recruiter
Several advice to candidates to prepare the interviews

… and much more

His book suggestion: This time 2 personalities

Jordan Harbinger
Howard Storm

Adam’s golden nugget:

Get comfortable being uncomfortable.

“Get comfortable being uncomfortable.” @AdamJPosner on the CX Goalkeeper Podcast
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“I connect opportunities to talents” @AdamJPosner on the CX Goalkeeper Podcast
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“Plan your work and work your plan. Stay focussed!” @AdamJPosner on the CX Goalkeeper Podcast
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How to contact Adam:

Thank you, Adam!

#customerexperience #leadership #recruiting #enterpreneurship #cxgoalkeeper

Adam Posner on the CX Goalkeeper Podcast

Transcription:

Gregorio Uglioni 0:02
Ladies and gentlemen, a big pleasure to have Adam Posner with me. Hi, Adam.

Adam Posner 0:08
Good afternoon, Gregorio. How’s it going? My man.

Gregorio Uglioni 0:11
thank you. It’s really an outstanding for me an outstanding opportunity to have time with you. I know that your time is really, really important. And therefore let’s don’t lose time. In the US, you are very well known you are growing businesses a great business, you are a great podcaster yet, a lot of extremely important guys on your podcast. But in Europe, you are not yet so known. Could you please introduce yourself?

Adam Posner 0:38
Absolutely. First and foremost, thank you so much for inviting me onto your show, and hello to your audience and those that I have not met yet. My name is Adam Posner. I am the founder and president of NHP talent Group. We are a boutique talent access consultancy here based in New York. What does that mean? I’m a recruiter, I connect opportunity to talent. We operate in the marketing media and advertising space. So I work with a lot of startups, a lot of small brands, and small agencies to help them find the best possible talent in the market for their companies. We take a lot of pride in working very closely with those companies as a consultant as a true partner and not being seen as a vendor. And I think that’s a big problem with the dynamic and recruiting right now that we’re it’s not a commodity, we are really working with these companies to understand their unique value props, and finding the best talent that really aligns with it. It’s really, it sounds simple, but it’s quite complicated.

Gregorio Uglioni 1:32
And I think what you’re saying it’s extremely important, because these talents are then the people working in a company and then creating value for the company. And therefore it’s extremely important in order that people get a bit better understanding of few N H P, I know what it means. Could you please explain that?

Adam Posner 1:53
Yes, absolutely. So the letters here behind me nhp. These are these are my daughter’s initials, Nina Harrison Posner. And when it came time for me to name my company. I was sitting there with my wife. And I was like, coming up with all these crazy names like, I call it like, Star talent, rocket, hiring, like all these kinds of cliche names, and nothing was feeling good to me. Nothing was feeling good in my heart. And my wife said, Well, what’s the most important thing in your life? You would is, you know, what is your North Star? What is your compass? What is your everything what I talked about a lot. And just before my son was born, I said, Of course, it’s my daughter, Nina. And it was like, it was just there for me and HP talent group, so named the company after her and one of these days, my three year old son is going to get a little bit older, and he’s going to realize that nothing is named after him. And he’s gonna say, Daddy, why is there nothing named after me, I’m gonna be like, Shit, I gotta find something for that. I gotta, I gotta build the new company. And just to backtrack, there, just so everyone knows. Also, I am the host of the podcast, which is top global courier podcast, where I get to interview amazing folks from the world of Business Marketing and Entrepreneurship, and unpack their career journeys, and share it with everyone else. So that’s my hobby, as I like to call it, but it’s more than a hobby, because it does drive a lot of business for nhp talent group. So one big circle here.

Gregorio Uglioni 3:11
I think you already decided, Adam, that you need to rename the podcast to this to the name of Your Son,

Adam Posner 3:18
I’ll get something else. Well, he has a great name. I mean, his name is Oliver. And I foresee maybe a holding company, the Oliver group, which will have all the other companies underneath it. But that’s that’s a few years down the line.

Gregorio Uglioni 3:31
Thank you very much. And I think you mentioned your, your podcast, and you’re always speaking about tenacity. And I think this is something that also represent you and what you’re doing and what you’re creating, could you please elaborate a bit on that.

Adam Posner 3:47
Tenacity is is is not just a word, it’s something that we all have inside. And some of us have it in extreme high levels. And some of it it’s, it’s, it’s stuck down inside, and it comes out when we need it. It comes out when we’re at our lowest and we need to pull ourselves up, it comes out as a fire to keep us burning and moving forward. But it really is that drive. It’s that fire. It’s that engine inside of you that keeps you going and yearning for more to do better to give to be the best that you can be. And it’s a word that I’ve really attached myself to because it really is everything for me. So you know, prior, you know my story, and I’m not going to go back and repeat it too much. But you know, my first 15 years of my career was spent working in advertising and marketing. Here in New York City. I went from job to job I worked at ad agencies that worked at big corporations like American Express, Sirius XM satellite radio, and I was always just kind of going through the motions. I was doing what I needed to do, but it wasn’t until I pivoted careers into the world of recruiting. And it wasn’t even further until I pivoted into my own business where I really needed to harness that tenacity. Because as I always say, when you own your own business, you eat what you kill. And if you don’t kill anything, you’re not eating and your kids aren’t eating. I mean it really comes back down to nature. Right if that Papa and Mama iron are not out there in the in, you know, the fields, killing their kids aren’t going to eat. And it’s the same thing with business. And they need that tenacity.

Gregorio Uglioni 5:08
I really liked this example. And I remember well, in July 2015, you started your company. And in the meantime, you have also your, your first employees full time employees. What’s your vision?

Adam Posner 5:22
Yeah, it’s interesting. So I actually launched, I pivoted into recruiting in 2015, I worked for a couple of search firms. But nhp talent group wasn’t born until August of 2017. Coming up on my four year anniversary, and it’s been a journey, it’s been a journey into understanding what it means to be a business owner creating a business having a vision. But what it really comes down to, for me the vision is, I want to create an organization, a product, an offering, that really takes the best of everything that I’ve experienced over my 2020 years as a professional in the workforce, working for amazing leaders. But I also want to be very cognizant about not falling back or falling into any of the negative things that I’ve seen during my career, I’ve worked for bad bosses, shady companies, bad situations, and I don’t want to create that. So really, the vision is around creating a company that I’m proud of, I’m proud to work for, that people are proud to work for, and that my clients are proud to partner with.

Gregorio Uglioni 6:18
Thank you. And please do not misunderstand me, I am not a stalker. But if I have you as a guest, and I did some research, and I do man,

Adam Posner 6:27
I mean sock away. I mean, I do the preparation for my show. I’m going deep. I’m going as deep as I can. And

Gregorio Uglioni 6:32
therefore I’m asking this question, and then trying to formulate in a proper way that in the last job, you got fired, or you decided to leave because you were not doing your job. And I think you had one of the best bosses you could ask, and what was this experience working with him?

Adam Posner 6:50
Yeah, absolutely. So for anybody who who’s not caught up on my story, my last full time position, before I pivoted into the world of recruiting, I was working alongside Gary Vaynerchuk. at VaynerMedia. I was a group account director. And the way the story goes, I mean, honestly, I was at a different point in my life, I was a different person than I am now. And a couple of things first and foremost, I did not do what they hired me to do. Plain and simple. On the flip side of it, too, to be fair, you know, there was elements of the company where I was not set up for success. So it was kind of a perfect shitstorm where it just didn’t work out for me, wasn’t the right time wasn’t the right place. I wasn’t in the right headspace. And I got fired. I didn’t choose to leave, I got like, I got fired. Because ultimately, it’s a business. And I wasn’t doing what I needed to do. And they had to let me go. But, you know, as the story goes, on the day that I got let go, I sat with Gary, for about an hour, we pretty close relationship. And you know, he said the most important words of advice to me, he said, Stop focusing on the things that you suck at and double down on your strengths. That’s what I did pivoted into the world of recruiting and I have not looked back.

Gregorio Uglioni 7:54
And I think I have to first tweet from from this discussion or to what you said, it’s, it’s really great. Thank you very much for sharing your story. Because it’s not always so easy to say I was fired. But I think you went over and now you’re successful with your own business and which are thanks.

Adam Posner 8:11
Absolutely both. So let’s talk about that for a moment. Because I actually have been talking like this for a little bit. It took me almost a little over a year, to change the conversation with folks from saying that I left Vayner to I got fired. And once I changed the dynamic to got fired and opened up and had the vulnerability to share that everything opened up in my life. It’s amazing. It was really like almost like unlocking a key because I took ownership at that point of my loss, owning your loss, owning your mistakes, not blaming it on other people not blaming it on situation and be like, You know what, that’s all on me. I had control over that situation. I could have kept my job if I did things differently. Of course, there were external factors. I could blame this situation, I can blame that. But you know what, ultimately, it comes down to me not doing what I was hired for. And I got fired. So once I changed that dynamic from being I left, I quit. I didn’t want to be there any longer to Hey, got fired. Everyone’s like, you know, I’ve been fired before. I’ve been in a situation at a bad job that didn’t work out. And I was able to attract the right people to me in the conversations and everything opened up. The whole world opened up to me.

Gregorio Uglioni 9:20
Now, I think this is great. And you can also say that you are one of the top 15 firings of Gary Vaynerchuk.

Adam Posner 9:31
Yeah, it was it’s a funny one too. And I call it when he was on my podcast a few weeks back. I called them out on that. I’m like top 15 And you’re a sports guy. Have you ever seen like top 15 plays? Or top 15 midfielders Right? Like that’s never the conversation. It’s always top 10 or top five. So it’s kind of a funny thing I have with Gary. They’re like top 15 I’m like what how do you come up with that?

Gregorio Uglioni 9:52
Then you should think that you’re in the top five.

Adam Posner 9:56
Yes, exactly.

Gregorio Uglioni 9:57
Yeah, joke aside. The last thing about And then perhaps we can deep dive on the recruiting. Adam, could you please also share your three “P”s with us? Because I think this is really, really, really interesting.

Adam Posner 10:10
Well, thank you, thank you so much for asking. And I truly believe in these three P’s, which are patient, polite persistence, and these are really the three P’s that I’ve built my career around. The first one is patience. The long game I think, in this day and age, so many people are out there for instant gratification. This fast food culture of me, me, me transactional, I need to see the likes, I need to see instant results. And it really comes down to playing the long game. All of my success is predicated on 20 years of building relationships, the ability to stay connected with my first boss from 20 years ago and have a relationship with her the ability to reach back to people that I’ve done business with over the last 20 years, and have those relationships that are opening up doors for me now. Patience, patience, is everything, play the long game, and reap the results polite. It’s about doing things the right way. I say a lot that everyone talks about the why Simon cynics why, why why? I’m actually a bigger believer in the how it’s the how you do things, how you go about living your life, how you go about treating other people how you go about nurturing relationships, how do you give back, big believer in the how persistence, that’s the tenacity, following through sticking through things, not giving up after the first time, put those three pieces together, and you’ll be set up for success.

Gregorio Uglioni 11:24
Thank you, Adam. And elaborating a bit on what you’re saying perhaps this three piece or four piece, the three that you mentioned you with Posner as your family are these your values, and therefore you’re already focused on the owl, because you know, the wife,

Adam Posner 11:38
you know, if I’ll later I’ll add a fourth P in that. Well, we’ll figure something else.

Gregorio Uglioni 11:43
No, thank you very much for this great introduction. Coming really to the recruiting topic. And often, at least in Europe, if we’re speaking about recruiting from outside, they’re not very well seen, because it’s somebody coming, signing somebody giving that to, to accompany and say, Now help yourself, how are you doing it in a different way?

Adam Posner 12:08
Yeah, so recruiting, generally speaking, the recruiting industry has gotten a bad reputation. And the problem is, it’s very similar to you think about car salesmen or lawyers, it’s always those bad ones, those few bad apples, that spoil the bunch for the rest of them. But generally speaking, in my experience, recruiters really care. And we don’t just care about the money, of course, the money helps. That’s why we’re in this profession. But the really good recruiters we really care about the relationship, we care about helping a company find the best talent, or helping an individual find the best job. And I want to be very clear on something here, too. And we’re talking about third party recruiters. We’re not talking about internal recruiters. We work for the company, we work for the client, we do not work for the candidate. Yes, I’m empathetic to the candidate. Yes, I care about the candidate experience. Yes, I want to listen to you and understand your career journey and everything, but at the end of the day, and is gonna be very blunt. And I want to we want to understand this. The client pays our bills, we want to find the best talent for them. And I think that dynamic and not speaking enough about that publicly, is adding to a lot of this, you know, BS on social media about recruiters. Who’s paying your bills? Who’s buttering your bread? Let’s be real about let’s have a real conversation about that. Of course, it comes back to your house, how do you manage that relationship? How do you knock those people? How do you close the loop on that communication? And that’s where it comes down to the two core pieces that I wanted to talk about earlier. Managing expectations, a core fundamental pillar of successful account management, whether you’re doing recruiting, advertising, sales, managing expectations, making sure that that client knows what’s happening, what’s not happening, and why critical candidate managing their expectations. Hey, listen, I don’t have any feedback from your interview yet because the the person you interviewed with is away, they’re busy, but they did tell me that they will get back to us in a few days. Understanding that. And another core concept that I preach, under promise, over deliver, under promise over deliver so many people young in their career long in their career, they’re very quick to be like, no, no, no worries, I’ll get you that in in two hours, three hours, and then all of a sudden, it’s five hours, six hours a day later, versus saying, You know what? I’m working on this. I’ll get it to you as soon as possible. I’ll get it too soon as I can. And guess what if I get it to him in an hour, over delivering, but I’m not setting myself up for failure by over promising.

Gregorio Uglioni 14:39
I really like this new concept and this is fundamental. So many people fail at this dude. Yes. And think about that. It’s in the customer experience. It’s exactly the same managing customer expectation. And if you can over under promise and over sell, then they will they will be with you quite long. Because then you are an epic customer. No,

Adam Posner 15:00
it’s such a fundamental concept. And I’m going back to my first hire. You mentioned that earlier, very proud of this. Kevin Logan, Jr, a really feisty, energetic, fantastic recruiter because he does things the way I do, but he also does things differently in his own way. And that’s something I wanted to do. When I started my company I wanted to, I wanted to bring people on, who have skills and expertise that I may not. And that complement that can add to it. I don’t want 10 Adams of the same people, I value his creativity, I value his approach to reaching out to candidates his style. And that’s what I want. And that’s why it’s important for me when I made that first hire, but he does have something in spades that I have is tenacity, he has a fire. And that’s what I look for. When I hire people. People that just get it people that just go for it, that people that just do it. And I’ll always give somebody the benefit of the doubt when I hire them, I’m going to give them I’m going to give them as much rope as they need. And you know what, if they stumble, if they make mistakes, that’s okay, as long as you’re not costing me the business. And if they do that’s on me for giving them that much room.

Gregorio Uglioni 16:03
I really liked that because you are sharing the basics values with him, but you are supporting and pushing for diversity. Because if you have 10, Adams, then you can you’re the best at what analyst is good, but you will need also to manage your stuff. And a

Adam Posner 16:19
lot of people you know, we you know, we’re not going to go deep into diversity and all that and all that stuff from that angle. But for me, a big part of diversity in any company is diversity of mindset, diversity of thoughts, diversity of approaches and point of views and backgrounds. It’s not always about skin color. It’s not always about sexual orientation. It’s about up here. Diversity of minds. Let’s talk about that more.

Gregorio Uglioni 16:42
Exactly. And I love that because you mentioned that you mentioned that skin color. And and in Europe. Now the big discussion is about gender. We need to have more women in sea level, yes, we need that. But important is what is inside of the hands of the people, and what they are thinking and how they’re thinking. If you want to have long lasting relationship with your customer, and the FDA and long lasting business success. Perhaps also, based on what you’re sharing, it means you work for companies is clear, because this is your mandate, they are paying your bills, and they are insuring your futures. How can you ensure to get the right insights, the right information from the company in order to hire the right people for this company? Yeah,

Adam Posner 17:28
there’s a couple of things here. One is the intake call. And if we want to get technical here on recruiting, it’s really about that those first couple of phone calls first and foremost after the formalities after you get your contract signed, it’s really understanding the company because that’s a point of differentiation, we want to be a consultant. And I always say, whether an internal recruiter or a third party recruiter, that recruiter is the future employees first touch point with an organization. And you want that to be a great experience, you want that conversation to be deepest possible, be able to talk about the culture, be able to talk about the teams be able to talk about the hiring process, again, managing expectations, that first conversation is going to be something like this, let me tell you a little bit about the interview process, it’s going to be a four step process, you’re gonna speak to this person, this person, this person, you might have to speak to a couple of people here and there because we’re not coming into an office. So just they understand the expectations. And it really comes down to you know, that recruiter being able to represent the company their values, and be able to answer the right questions. And I think that’s really what’s critical is that first intake call to understand that, and then obviously, really understanding the role, not just the hard skills, because anybody, any recruiter, any monkey could look at a job description and be like, alright, you need XYZ 123. But what is it going to take to be successful in this role with this team? Is this a high flying really fast moving team that operates really quickly a lot of ambiguity? You know, it’s okay to ask questions, but you got to figure stuff out on your own? Or is it gonna be the type of role where we’re gonna give you a long runway, we go slow here, we figure things out. And not everybody is meant for each one of those. And it’s okay. You don’t have to be everything for everybody. But understanding what that is, and being able to communicate that to the candidate. That’s everything.

Gregorio Uglioni 19:15
And, and I think this is this is exactly the key. You if you’re an external consultant, or internal, it’s always an I know, it’s a generalization, but you’re hiring people for the mindset, how they are thinking, how they’re working, and not for the skills that they have. Because I can learn programming, I can learn to be an accountant, but important, it’s what’s inside. And perhaps also from your side from the recruiter side. What you are looking at candidates when you when you want to do this match,

Adam Posner 19:44
yeah, it’s tough because not everybody is a good interviewer. And that’s why the interview process is crazy, because you may have somebody who’s absolutely amazing at everything that you need there, but they’re a terrible interviewer. So it’s really it’s a lot of gut instinct on on the recruiters part to see if maybe someone’s a little nervous. They’re not answering the questions right way, but there is a common thread that I think regardless of your good interviewer or not, it’s curiosity. It’s being inquisitive. Are you asking good questions during the interview? Do you actually give a shit? Pardon my French? I’m not going to curse. Pardon my English. They asking the right questions on the interview? Do they really want to understand the role? Are they really interested? Or they’re just wasting time? You know, are they just going through the motions? Maybe they don’t like their job. Maybe you’re not alright, Adam reached out to me about this job. Let me let me speak to him for half an hour. Let me see what this is all about. But it comes down to being inquisitive, being curious and asking the right questions, because that’s a tremendous trait. So think about it. If someone’s done an interview, and they’re asking the right questions, when they go into the job, they’re going to ask the right questions to help that company grow. They’re going to ask the right questions to understand what their job is, once they’re in the role. So they can be better. They may not be shy about it, but they’re upfront, and I are going to ask the questions. Absolutely.

Gregorio Uglioni 20:57
I think you have quite a lot of crazy story to share. And therefore perhaps, to deep dive without sharing names. Do you have an exam, your best idea for a company?

Adam Posner 21:07
Oh, man, I mean, that’s a tough one. I mean, I’ve had such amazing ones. So I’ll kind of flipped that around a little bit. And I just want to say for everyone out there. A lot of people think they could jump into an interview with no preparation, and not do anything. And that is the biggest mistake that you can make. Because a lot of people are like, I’m not really interested, I’m not really looking. And all of a sudden, they jump on to an interview. They’re like, holy, holy cow. I like what I’m hearing here, I liked this opportunity, but they didn’t prepare for it. And then when it comes down to the questions when it comes down to learning more than not prepared. So I think that is a huge mistake, I think, take a few minutes. There’s nothing worse than if I get on the phone with somebody. And I’m like, oh, so what interests you about this? Did you even look at the website and they go, I didn’t have time. It’s not that you didn’t have time to say you didn’t care. All of us could find five minutes in a day, whether it’s on the train, whether it’s in your house, whether it’s when you’re making breakfast, when you’re in the bathroom, let’s be real about this, you’re in the bathroom for five minutes, you could look at the website, it means you don’t care. And that’s the big thing there. When it comes down to my greatest hire, this is a really tough one. Because I think there’s so many pieces here. And I don’t think I can really call out one specific hire. But I’ll tell you what I love to see, I love to see on LinkedIn, when I get updates about somebody that I placed in a job, getting promoted, or celebrating a work anniversary, being there for a couple of years. That’s everything to me. I love that that that for me is the best hire.

Gregorio Uglioni 22:32
And it means also you care about people. And exactly if you care about the job or discussion, you prepare that because it’s exactly the same what I did only for this podcast with you. Sorry, for using the only I prepared quite a lot of question of

Adam Posner 22:48
like it disappeared. But let me tell you about preparation, I do the same thing for my show, I put in a lot of work. I was a guest on somebody’s show a couple of months ago. And it was so funny. So we start talking, start going through the interview. And I could tell immediately that this person did not do any preparation. And I felt bad for them. They were talking to me about the podcast, but they had no idea about my day job that pays the bills. And I was like holy cow, like, all you have to do is look at my LinkedIn profile, my About section, it’s all there. And they didn’t do the preparation. And it showed and it really kind of upset me it said that, like you’re wasting my time. If you’re not putting in the work, and respecting your guests, respecting your client, respecting the interviewer, respect other people’s time, man, I mean, that’s everything. Time is time, right time is the one thing that we cannot create, we cannot duplicate that we all have the same have. And it’s a commodity. And if you waste someone’s time, it’s an insult.

Gregorio Uglioni 23:48
Exactly. And perhaps the last question on the recruiting, and I like the crazy stories. What was your worst arrange?

Adam Posner 23:59
It’s actually interesting. It was actually my first ever placement as a recruiter. So anybody in recruiting, it’s interesting. They know, as a contingency based recruiter, there’s a guarantee period, it could be 3060 90 days, sometimes in Europe, it’s six month guaranteed sometimes in the states do. Meaning. If a candidate quits or gets fired within that time period, you either have to replace a candidate or you give a refund. So my first ever placement and I’m not going to talk about the company, the client, the candidate or the name, but it was a 90 day guarantee period and 85 days in and plus remember this if you don’t hit that guarantee period, you’re not getting your commission 85 days and I get a call from the client saying hey, unfortunately, we had to let this person go for suspected drug use my first placement and I was like, can you tell me the drug? Like I mean, was he smoking a little weed or was it like hardcore intravenous drugs here? Like what are we talking about? And you have proof but they said it doesn’t matter if violated their policy and they had a let this person go. So I learned on my first ever placement, what it really meant to be a recruiter and how fragile that deal really is. So that’s that’s my first horror story. I mean, I have so many others. I mean, I, I have stories about, you know, a really big placement that I made a couple years back really big one, it was like a three $350,000 salary. The person was ready to start on a Monday, and I got a call Sunday night that the person’s husband fiance a proposed to them, and that they have to move out of state away from the job. Commission out the window commission. That’s like a knife right in the side right here. Yeah, I was like, Oh, congratulations, and screw you.

Gregorio Uglioni 25:42
Sorry for that

Adam Posner 25:44
of course, you’re happy for the person. Right. But like my business, my livelihood.

Gregorio Uglioni 25:50
I really appreciate this discussion, I could ask to under traditional question, but I evaluate also your time. And therefore, let’s go to the last part of this discussion. And normally I ask a different question or my usual question. But if you are here, then I would like to use your questions. And the first one, and I know that it’s not the perfect definition. But what is the single great piece of advice that you are taking action every day?

Adam Posner 26:21
Yeah, it’s interesting. And it’s not going to be something you know, all heavy. It’s very tactical. And this advice came came to me from my recruitment mentor, a gentleman by the name of Tom Hall, who gave me my first chance in recruiting who taught me the art and science of recruiting. And on my first day of being a recruiter, pivoting into a new job, a new career at age 35, before I even turn my computer on, before I even reached out to my first candidate, my first client, he said to me, every day when you start your day, plan your work and work your plan, plan your work, and work your plan, plan your work and work your plan. And I repeat this to myself every single day. And what that means is, every single day, I’m gonna have a clear focus of what I’m trying to accomplish. I’m going to be locked in. And for me, I keep it old school, tactically, I use a notepad, I use my notes on my phone, or I use my post it notes here, and I go through my list. And I know if I accomplish 75% of the things on that list, so to speak, it’s going to be a good day, of course, things happen. Other things happen, but I’m focused, I know what I’m doing. And it’s not a wild goose chase. I’m focused, and I know what I’m doing. And I’m determined to plan your work, work your plan and stay focused eye on the prize.

Gregorio Uglioni 27:31
Thank you. The next question normally asked about work life balance, but in your case, I’m phrasing it also a bit differently. And it came from one story that you that you mentioned, and I’m sure you can remember that you are really keen to grow your business you are you have your podcast is an outstanding podcast. But you have also family and you want to be present with your family? And how can you how can you ensure that when you’re with your family, you’re present. And there,

Adam Posner 27:59
you have been working on this a lot. And I asked the same question to Gary Vaynerchuk, who is one of the most in demand human beings on the face of the planet. And he said it’s practice, it comes down to practice. And there’s times when I’m great at it, like I have some house rules in my house. And there’s no electronics at the dinner table. When we’re eating meals, the phones are away, the phones are not even in my pocket. The phones are on the side there. But it takes a lot of practice. And it comes down to discipline of being present. Being there putting your phone away being involved. And let me tell you something my three year old boy is the most fun to play with the creativity. And I want to be there for that. I don’t want to miss any of that. Because before you know it, did you have children?

Gregorio Uglioni 28:39
Yes, one. How old? Four years old? We are creating continuously this paper flight. That’s something in the now it’s focused on that. Planes. Thank you paper airplanes. It’s yesterday we created something 10 or 12.

Adam Posner 28:55
Amazing. Yes, fine, and you’re flying them but you don’t want to miss that time. Because they grew up so fast. My daughter is nine and I look at her sometimes and she’s just grown up. And she still loves to play she still loves her daddy time but she’s turning into you know, a teenager and she has other interests and her friends and you know you’ll never get that. That daddy daughter time back. And I learned lessons with her. And I don’t want to repeat that with my son and I want to be as present as possible for both of them.

Gregorio Uglioni 29:24
No, I think I fully agree with you. I am also doing as an OB this this podcast. But this is the time that let’s say I’m losing with him or I don’t I’m not sharing with him. And therefore I’m very focused when I’m doing them. And then I do all the after work in the night when you’re sleeping because then I can work without looking on the clock. It’s 15 minutes I need to go to him and and that’s something with him

Adam Posner 29:48
and that’s what it comes down to and I don’t I don’t like the the expression work life balance because it’s not a balance. It’s not a balance. It doesn’t have to be even even it’s about harmony. Place word balanced with harmony, being all in, at the task at hand at that time, I’m going to be all in with my client work, I’m going to be all in on this podcast, I’m going to be all in with my family, not being distracted, not by doing other things. And that comes with practice and discipline. It’s not automatic.

Gregorio Uglioni 30:19
I fully agree with you because I’m, I’m working at home due to pandemic. And sometimes I’m focused on something and even if my wife is telling me something, I don’t I’m not hearing her. And that’s

Adam Posner 30:31
not because we’re men, we are men. That’s what we do.

Gregorio Uglioni 30:34
No, it’s not because it’s my wife. But I’m so focused, that I’m not hearing. It’s not all the noise behind me. And therefore I continue working on what I’m doing. I fully agree. Is there a book or something like podcasts, perhaps not yours that you are saying, this is something that I would like to share with the audience, I know that you are always saying that your podcast that podcast is your master class. But perhaps you get also some other insight from books, podcasts from

Adam Posner 31:05
others. I don’t I don’t read as much as I used to. I really don’t. And that’s something I kind of miss I need to get back to, you know, to decompress. I mean, I’ll be honest, I love Netflix, I love reality TV shows with my wife. That’s our time to laugh to unwind. We’re both very busy professionals. But for me, you know, what I look to really is, you know, it’s true. It’s, it’s my podcast, I bring a lot of guests on that I want to learn from. And that’s the way my osmosis that’s where I pick up things. But as far as a couple of shows, I do listen to I listen to Jordan Harbinger. He’s got some tremendous guests on I love his style, but I’m also inspired by him, and how he interviews. I’m also as I said, I don’t know how big you know, Howard Stern is overseas, Howard Stern here in the States, one of the biggest interviewers, radio DJs, for a long time, his interview style, that’s something that inspires me. I listen to how he engages with the guests. That’s something I want to replicate, to turn an interview into a conversation. Sure, I think that’s, that’s really what I look to.

Gregorio Uglioni 32:01
I think this is this is keep coming to the end. If my audience would like to contact you, what’s the best way?

Adam Posner 32:08
Oh, I love it. Absolutely. You can find me on LinkedIn at Adam J post. And you can also find us at the n h. P, it’s an HP talent group.com. And you could check out the podcast at the podcast pod.com, the podcast.com.

Gregorio Uglioni 32:23
Thank you. And I will share all the links also in the in them in the podcast notes. And then last few questions. That’s your one. It’s your question. And one it’s then my final question. And what’s your Northstar your composite drag you in your life?

Adam Posner 32:41
You know, I talked about this all the time talked about earlier with this behind me. But this is not just my daughter, this represents my my entire family, my wife, my son and my daughter. And they’re everything. For me. They’re the reason I do. Because I want to be the best Adam, to provide the best for them. And they drive me they drive every decision I make. They’re the impetus to spark the fire to keep me going. So my Northstar, my compass is always my kids, my wife setting a good example for them providing, leading, growing and enabling them to have the best life as possible.

Gregorio Uglioni 33:19
Thank you, Adam. And my very last question. That’s Adam’s golden nugget. It’s something that we discussed or something new, that you would leave to the to the audience.

Adam Posner 33:29
That’s, that’s, that’s a big one. And I think it’s it’s it’s get comfortable being uncomfortable. I’ve recently discovered Brene. Brown, late to the game, I guess, but really discovered her and it comes down to what really vulnerability is, and it’s having the courage to be uncomfortable. The courage to step out, put yourself out there to try something new, be emotionally open. Because that’s the only way you’re going to make a change. That’s the only way you’re going to make a difference. That’s the only way you’re going to be creative. And you don’t want to have any regrets in life. You don’t want to spend your entire life on the sideline, you want to be in the game. You don’t want to be 80 years old looking back and be like what if what if I did that? Take chances, take risks. Right? Like I I make myself smile. Sometimes when I think about some of the ideas that I have. And I executed. I said, I’m gonna build this office, I’m going to build a studio and I did I said I’m gonna build a top podcast and I did it. And I’m not trying to brag I’m not trying to like beat my chest or anything. But those are things that make me smile, because I know that I set out on a goal and I accomplished it. And he did it for me. I did it for my family.

Gregorio Uglioni 34:35
Thank you. I’m not commenting your golden nugget because this was Adams golden nugget. The only thing that I can say it was a great pleasure to have you on my podcast. Thank you, Adam.

Adam Posner 34:46
Gregorio. Thank you so much for me, man.

Gregorio Uglioni 34:49
It was a great pleasure and also to the audience. I hope that you enjoyed this discussion as much as I did because it was outstanding. To have Adam on this podcast. I achieved one on my yearly goals to have you on this.

Adam Posner 35:01
Wow. Thank you. I really appreciate it. And thank you for having me on. You’re fantastic hosts, and to your audience out there. Please connect with me seriously, like, reach out to me on LinkedIn. I love connecting with new folks, especially overseas in Europe. I’m looking forward to getting back there. I have not been to Switzerland. I’ve been to a bunch of countries in Europe and Switzerland is definitely on our list. So if I head out there I’m coming to you for show me a good time.

Gregorio Uglioni 35:26
Yes, and you are invited for lunch.

Adam Posner 35:29
Thank you so much.

Gregorio Uglioni 35:30
Thank you very much. If you enjoyed this episode, please share the word of mouth. Subscribe it, share it until the next episode. Please don’t forget, we are not in a b2b or b2c business. We are in a human to human environment. Thank you

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Recruiting business: the first step in the employee experience with Adam Posner – E35

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