Valuetainment - December 23, 2025


10 Hiring Rules Every CEO Must Follow in the AI Era


Episode Stats

Length

14 minutes

Words per Minute

218.89464

Word Count

3,216

Sentence Count

310

Hate Speech Sentences

1


Summary

Summaries generated with gmurro/bart-large-finetuned-filtered-spotify-podcast-summ .

With everything going on with AI and ChatGBT, these are 10 things you need to know before you hire anybody in 2025 or 2026. 1. Write up an email for me. 2. Do on the job interviews. 3. Don t lose the difference between the two. 4. Hire the person who can answer the phone. 5. Don't let the person you're looking for lose the job.

Transcript

Transcript generated with Whisper (turbo).
Hate speech classifications generated with facebook/roberta-hate-speech-dynabench-r4-target .
00:00:00.000 With everything going on with AI and ChatGBT, these are 10 things you need to know before you
00:00:04.260 hire anybody in 2025 or 2026. Here's why. This year alone, we have 27,000 resumes that have
00:00:12.240 been submitted to us. We've interviewed roughly 4,000 of them, hired 160 of them. Right now,
00:00:18.420 we have 41, 42 job openings that are people that we want to hire before the end of the year.
00:00:23.220 But these are 10 things I want to share with you as a CEO or a business owner to do before hiring
00:00:28.760 anybody else moving forward.
00:00:37.840 Okay, if you get value out of this video, give it a thumbs up and subscribe to the channel. And
00:00:41.340 if you're watching this, maybe you don't run a business, you want to find out what our 43 job
00:00:44.660 openings are, click on the link below. It'll tell you all about it on vt.com forward slash careers.
00:00:49.080 Let's get right into it. With ChatGBT, here's what we've noticed has taken place. You could interview
00:00:55.400 somebody. And if the assignment you give them, they do at their house and they send it to you,
00:01:00.240 it looks so impressive. But I don't know if you have critical thinking. How am I going to be able
00:01:03.880 to decipher between whether you did the thinking or perplexity did it or Gemini did it or OpenAI did
00:01:09.880 it? I don't know how to do it. So we have to mix it up because if you don't, there's never been a
00:01:14.840 better time to fool the interviewer than today because of ChatGBT and AI. So number two,
00:01:20.440 when you're interviewing somebody, do on the job interviews. For instance, the other day I got a
00:01:27.200 guy that comes in, this was a few months ago, and he wanted to work for our marketing department with
00:01:32.580 YouTube Creator Studios. And he comes in and I says, so have you worked with YouTube before? Oh yeah.
00:01:37.680 Have you worked with Spotify? Absolutely. So you know everything about YouTube? Oh yeah. Okay, great.
00:01:42.120 Here's our Creator Studios for our Valuetainment channel. I want you to go
00:01:45.820 find PBD Podcast channel and see how many subscribers we got last week. So I pulled the
00:01:52.940 chair right next to him and I said, go ahead. I hand him the phone. I said, oh, it's easy. And he starts
00:01:56.740 going like this. One minute, two minutes. And then he starts going like this. And by the way, let me just
00:02:02.840 tell you how long it should take you. Ready? One, two, three, four, five. Five, and then I put seven
00:02:13.700 days. That's it. I can tell how many subscribers we got the last seven days. He's sweating. His face
00:02:20.440 is red. I said, are you good? He says, I'm sorry. I just don't know how to do this. He said, I would
00:02:25.400 have learned on ChatGBT. I said, I don't need to hire somebody here to teach them YouTube. I want
00:02:30.360 somebody that already knows how to do this for the position that we're hiring. And he's just like,
00:02:34.940 you know what? I'm probably not good for this job. Yesterday, we're hiring for a couple engineers.
00:02:38.540 The engineers come in. One in the 90 percentile, one in the 75 percentile. Salary gap is massive.
00:02:44.740 So we like the guy in the 90 percentile. We put him right in front of the computer. We give him a
00:02:48.960 small little thing to code. He starts coding. He says, man, it's been a long time. I'm a little
00:02:52.880 bit rusty. His words. Takes him 20 minutes. Then the other guy at the lower percentile comes in.
00:02:58.580 Two minutes, he gets the job done. We wanted the other guy because his resume was fat and
00:03:02.520 impressive. But the other guy didn't have that fat and impressive of a resume. But he was a better
00:03:07.120 coder than the other guy on the job training. Somebody comes into our cigar lounge, our bar,
00:03:11.640 the boardroom. Have you been a hostess before? Have you been a waiter before? Have you been a
00:03:16.260 waitress before? Yes. Show me how you carry the plates. Oh, boom. Nope. This person doesn't know
00:03:20.680 me. Kel's like, this is not our person. Pour me, make me an old fashioned. Uh, uh, uh. Nope. Not the
00:03:26.200 bartender. Can you do it? Everything moving forward has to be in a way of somebody doing it right in
00:03:33.120 front of you. Customer service. Perfect. Can you answer the calls for me? Let's role play. How would
00:03:37.060 your answer this? Okay. Next cold call. Go ahead and give me a script. The last company
00:03:41.060 you worked for, we know how to make cold calls. How did you do it? Great. Write up an email
00:03:44.840 for me. I'll go, boom. Okay. So you notice this person doesn't know the difference between
00:03:48.980 lose, lose, lose. These are the things that you're interviewing people today on the job
00:03:55.120 type of interviews. Number three, case studies. The case study type of interviews that we do
00:03:58.940 is very important to us. So somebody comes in on the HR side, let's just pay, take, or somebody
00:04:04.520 comes in on the finance side. We will say one department has a budget for this much money.
00:04:11.520 They apply for a purchase of $200,000. Their max is $50,000. What do you do? Well, I wouldn't
00:04:17.520 do anything because I already have the controls in place because whoever we bank with, whether
00:04:21.520 it's Bells, BVA, Chase, I've already put the controls for that employee because on the Wells,
00:04:25.520 this guy knows what he's talking about. Next person. So let's just say we have an HR issue.
00:04:29.520 A couple start dating each other. One is from one company. One is from the other company.
00:04:33.520 They date. Something happens. How do you handle it? Oh, it's very easy. This is how you bring
00:04:36.520 them both together. First, you do one-on-one interviews. And then, uh, uh, uh, uh, you don't
00:04:42.520 know. All right. So let's just say we have an HR issue that takes place with such and such,
00:04:45.520 with health, with this. How do you handle this? They don't know how to handle it. There has
00:04:49.520 there has never been a more important time to be interviewing people asking case study type
00:04:54.520 questions in the moment, not get back to me, not even on zoom face to face phone set aside.
00:05:01.520 So nobody's sharing with them on critical thinking because they're giving you the answer.
00:05:05.520 Number four is HR. Let me explain to what I mean by HR. Earlier today, I'm having a conversation
00:05:09.520 with one of our clients at bit David consulting. You want to learn more about it. Just go to bit
00:05:14.520 David.com. It'll tell you all about our consulting from that. We do for 10,000 businesses, 60 plus
00:05:18.520 countries. One of the guys I'm talking about is he wants to hire somebody in the HR side.
00:05:22.520 So listen, I'm paying this company $10,000 a month to give me four employees a month.
00:05:26.520 I said, why don't you just hire somebody internally? But maybe they're not a talent acquisition
00:05:30.520 person. I said, perfect. When it comes down to hiring HR people, ask what they did.
00:05:35.520 What do you mean? Let me explain. Say you're hiring somebody that's going to be a HR manager.
00:05:39.520 The job of HR, some people are good at talent acquisition. Some people are good at employee relations.
00:05:45.520 Some people are good at data. Some are there for the benefits. They understand the 401k,
00:05:49.520 health insurance, GNA, you know, whatever the companies are AD. There's so many of them,
00:05:53.520 right? And if some people are good at taking care of the property to place the real estate,
00:05:57.520 right? Say I bring an HR manager in. Yes. You ask them. Say you need somebody. The number
00:06:02.520 one reason why you're hiring them is because of talent acquisition. Number two is benefits.
00:06:07.520 So let's do talent acquisition. So Mary, how many interviews have you done in your career?
00:06:11.520 What do you mean? Talent acquisition. How many job interviews have you done?
00:06:15.520 Probably 20. It stops right there, right? Especially if you're willing to pay, let's just say in the 75
00:06:21.520 percentile. Somebody else comes in. How many job interviews have you done in your career?
00:06:24.520 I don't know. 500 plus. Really? How many have you placed? Probably 60 jobs. Did you make the offer? Yes.
00:06:31.520 Yes. Okay. What were some things you learned in the first hundred interviews you did that you no longer
00:06:37.520 do and the stuff that you're doing in the last 50 interviews? I used to ask this one question,
00:06:41.520 but it was not necessary. The last 50 interviews I've done, these are the three questions I asked.
00:06:44.520 Would you mind sharing it with me? Boom, boom, boom. This person knows what they're talking about.
00:06:47.520 Okay. So if I were to come up to you and tell you, I need five engineers in such and such department,
00:06:52.520 and I need full stack developers, what would you do? Very simple. One, I would do this. Two, I would do this.
00:06:56.520 Three, I would do this. Four, I would do this. This person knows more about what to do.
00:07:00.520 Asking questions, and then I go to benefits. When it comes down to benefits,
00:07:04.520 which one of the organizations have you? I work with GNA. I work with this. I work with that.
00:07:08.520 I can tell you locally for Florida, the Florida blues and as good of a program,
00:07:11.520 or it is a better program than this is. Now we're talking about somebody,
00:07:14.520 but asking more specific questions, especially when it comes down to HR.
00:07:18.520 Number five, non-business activity. When you're hiring somebody, ask them,
00:07:21.520 what type of non-business activity do you do? What is non-business activity?
00:07:25.520 Church, charity. Well, you want some people that are coming in here
00:07:29.520 that have non-business activity, that have people skills, they're out there,
00:07:32.520 they're active, they're happy, they're doing things,
00:07:34.520 they're going to bring that positive energy into the environment.
00:07:36.520 You want people that have a lot of non-business activity,
00:07:40.520 that there's other things that they're excited about, better energy to be here.
00:07:44.520 Number six, references. Too often companies don't call the references.
00:07:47.520 They're lazy about it. They wait for someone. Yeah, I just called. He's good.
00:07:51.520 He's good. What did you ask him? No, no, he's good. He's good.
00:07:54.520 How do you ask the question? I'm just asking. It's a good question. He's good.
00:07:58.520 Can I hear the call you make? Show me what kind of a call you make.
00:08:01.520 Give me a breakdown on the reference calls.
00:08:03.520 And if you're watching, you may say, well, how should I ask the question?
00:08:06.520 If you call anybody, typically employers are not going to give you the truth
00:08:10.520 of a previous employee because they don't want that conflict.
00:08:13.520 But if you ask and say, look, from one executive to another,
00:08:17.520 you know what it's like when somebody doesn't give you the right references
00:08:20.520 and you're hiring somebody, would you mind just leveling with me?
00:08:24.520 Would you ever rehire this person again? Never.
00:08:27.520 Can you tell me one reason why? Here's why.
00:08:30.520 They have an issue and this is what happens.
00:08:33.520 They don't do well on this. Great.
00:08:35.520 So your job to get better references is based on how you set it up,
00:08:40.520 how you frame the whole thing so the individual is willing to give you references on the people you're hiring.
00:08:45.520 Number seven, gaps in a resume. What happened between 2021 and 2023?
00:08:50.520 Oh, you know, I was taking care of my mother.
00:08:52.520 I was taking care of my father at 48 years old.
00:08:55.520 Yeah. Huh. As a man, you were. Yeah.
00:08:58.520 So you have plenty of savings in place. Oh, yeah. I just took two years off.
00:09:02.520 Got it. So you didn't have any other job in anything else.
00:09:05.520 No, I was just doing freelancing. Now it's a 50 50. Okay.
00:09:09.520 Okay. On what you do now, some people may say, honestly, I was working at another company.
00:09:13.520 Didn't end well, so I didn't put on the resume.
00:09:15.520 I prefer you tell me that. That tells me this person's got strong character.
00:09:18.520 They're not afraid of it. Fantastic.
00:09:20.520 Just the other day, we decided to team up with a company we invested in
00:09:23.520 simply because when I went to their company to visit them
00:09:26.520 and I spent time with the 50 50 partners,
00:09:29.520 they were so honest about the mistakes they made in the last five, 10 years.
00:09:32.520 I said, I can work with these guys. Let's invest into this company.
00:09:36.520 You want that. But the gaps, ask the questions to find out what the gaps are.
00:09:40.520 Number eight. And by the way, short stint at companies.
00:09:43.520 If they're like one year, one year, we just looked at a resume last week.
00:09:46.520 Very qualified person, eight jobs in eight years.
00:09:50.520 Each one of them was about a year.
00:09:52.520 How long do you think this person is going to be at our company?
00:09:54.520 Probably about a year. Why?
00:09:56.520 Because the moment it gets tough, either they fired the person or this person quits.
00:10:01.520 So look for the gaps in the amount of time, the short stints that work that company as well.
00:10:06.520 Number eight, very important question I ask when I'm hiring people.
00:10:08.520 I'll say, you're an executive, qualified, nice resume.
00:10:13.520 Tell me about the top three best CEOs you work for.
00:10:17.520 Well, I work for this guy, this guy, this guy.
00:10:19.520 How many founders have you worked for? What do you mean?
00:10:21.520 There's a big difference between working for a corporate CEO and working for a founder.
00:10:26.520 Have you ever worked in a startup environment before?
00:10:28.520 I never have. Great.
00:10:30.520 If you're running a startup, and if you know the difference between working for a CEO and a founder, it's a night and day.
00:10:36.520 A CEO comes in, probably makes a half a million dollar salary, plus a 50% bonus, plus some stock options, maybe an L tip, and they go get their job done.
00:10:45.520 But their life savings is not tied to the company.
00:10:47.520 The founder, their life savings is tied to the company.
00:10:51.520 They run in a very different way.
00:10:53.520 The pressure of working with a founder is a lot higher than the pressure of working with a CEO.
00:10:58.520 Working with a CEO is like, boom, chop, chop, chop, chop, chop, chop, chop, chop.
00:11:02.520 Founder is different.
00:11:03.520 Some people, no, no, I got it.
00:11:04.520 It's going to be great.
00:11:05.520 It's going to be nothing.
00:11:06.520 This is your opportunity.
00:11:07.520 If you choose to hire the individual, I have in many cases who have never worked with a startup.
00:11:12.520 You best manage expectations with them clearly up front.
00:11:16.520 Don't oversell the dream.
00:11:19.520 Don't do that.
00:11:20.520 Because sometimes people just sell the dream of the company only.
00:11:23.520 No, sell the truth.
00:11:24.520 Sell the nightmare.
00:11:25.520 Let me tell you what our vision is.
00:11:26.520 We would like to build a $100 billion holding company within the next 20 years, but let me be upfront with you.
00:11:33.520 We're at a phase right now where it's a very challenging phase.
00:11:37.520 We just hired 160 people in 2025 from a bunch of different cultures.
00:11:41.520 We're trying to get everybody to work together, and it's high-octane, intense.
00:11:46.520 Some people are wearing three hats.
00:11:48.520 It's a challenging environment.
00:11:49.520 If you're working at Bed David Consulting, you're probably working 60 to 80 hours every week.
00:11:53.520 If you want to have a fighting chance, I'm making it.
00:11:55.520 If you do 80 hours a week within three years, you could be making between this and this, and that's what it's going to look like.
00:12:00.520 But don't just sell the dream.
00:12:02.520 Sell the dream, sell the vision, but sell the truth.
00:12:05.520 Tell them the truth on how it is, because if you just sell them the dream, and they don't find out about how hard we're going to be working,
00:12:10.520 and this person doesn't want to roll off the sleeves, and guess what problem?
00:12:12.520 Tonight, I'm going to go meet with somebody at 8 o'clock tonight.
00:12:15.520 And this is probably the fifth meeting I'm having with this guy.
00:12:17.520 I'm going to meet with him, and we're going to say, do you want to do this, or do you just want to come in corporate executive type?
00:12:23.520 Because if you want to do this, let's go take over the world.
00:12:25.520 If you don't, we're probably not going to be a good fit.
00:12:27.520 This is exactly the conversation we're going to be having with this person.
00:12:30.520 And last but not least, if you're hiring C-suite executives, and you're going through saying, I want to hire a marketer,
00:12:37.520 marketers will come up to you like a CMO or director of marketing or VP of marketing, and they'll say, look at the amount of impressions I got.
00:12:44.520 Look at the amount of eyeballs I got.
00:12:47.520 There's a reason why, according to Harvard, there's an article that says, why CMOs never last.
00:12:52.520 The lifespan, according to, I want to say, this is according to Harvard.
00:12:58.520 No, this is according to Korn Ferry.
00:13:00.520 CEO's lifespan at companies is eight years.
00:13:03.520 CFO's lifespan at a company, on average, 5.1 years.
00:13:06.520 Chief HR officers is five years.
00:13:09.520 CIO, Chief Information Officer, is 4.3 years.
00:13:12.520 CMOs only make it to 4.1 years.
00:13:15.520 Why?
00:13:16.520 Because CEOs get so annoyed with CMOs, because it's not tied to a certain number.
00:13:21.520 Instead of hiring CMOs, consider doing it Chief Growth Officer, Chief Revenue Officer.
00:13:29.520 A marketing person could come in.
00:13:30.520 By the way, the CEO of Starbucks right now is one of the best CMOs we ever had.
00:13:34.520 He's one of the only guys that went from CMO to be in a CEO of two major companies, Chipotle and Starbucks, Brian Nickel.
00:13:38.520 But very rarely do you see CMOs becoming CEOs, because it's all hypothetical.
00:13:43.520 And look how exciting it is.
00:13:45.520 And look what we did.
00:13:46.520 No.
00:13:47.520 Tie it to specific results.
00:13:49.520 I'm expecting you to increase the revenue by 48% the next 12 months of your year.
00:13:54.520 Can you take on a pressure like that and tie your bonus and your equity to it?
00:13:57.520 Yes.
00:13:58.520 So I'm not talking impressions.
00:13:59.520 No.
00:14:00.520 I want to see ROAS be 1.8 or higher.
00:14:02.520 Great.
00:14:03.520 You want that pressure?
00:14:04.520 Yes.
00:14:05.520 Welcome on board.
00:14:06.520 Let's go do business together.
00:14:07.520 These are just some things for you to be thinking about before you going out there hiring people.
00:14:11.520 Because if you don't do it right, it is going to be a pain in the body.
00:14:14.520 You keep hiring, firing, hiring, firing.
00:14:16.520 And we've gone through it so many times and I'm just sharing some of the mistakes that we've made with you on what can help you out.
00:14:22.520 Again, if you want to get the notes here, go to Manek PBD Entrepreneur Circle.
00:14:26.520 All the notes will be in there for free.
00:14:28.520 Just go down with it for yourself.
00:14:30.520 And if you want to ask me any questions of things I talked about, my Manek QR code will be here or the link below.
00:14:36.520 If you got value out of this video, give it a thumbs up and subscribe to the channel.
00:14:39.520 Take care, everybody.
00:14:40.520 Bye-bye, bye-bye.