People are happier and more fulfilled when they feel aligned with the organizations and teams they are a part of, and we are on a mission to create that in the world! Tune in to listen to leaders share their experiences around building and leading teams that are aligned.
hirealigned.substack.com (https://hirealigned.substack.com/s/alignment-podcast?utm_medium=podcast)
Overview
In this episode, Brandon Sommers shares the real story behind rebuilding a struggling family business during one of its hardest seasons. As market conditions tightened, he realized that the existing “family” culture wasn’t enough to survive—and made the difficult shift toward a high-performance, accountable team. This conversation explores what it actually takes to change culture, make tough decisions, and create a business that can compete when conditions get hard. It’s a candid look at leadership under pressure and what separates teams that grow from those that stall.
What we cover
* Why “family culture” breaks when things get hard – how a feel-good environment can fall apart under pressure without clear expectations and accountability
* Shifting to a performance-driven culture – redefining the team as a group of people committed to winning together, not just getting along
* Rebuilding culture during a crisis – what it actually looks like to change expectations, behavior, and standards while the business is still struggling
* Using radical transparency to create alignment – sharing the real financial picture to help the team understand what’s at stake and why change is necessary
* The moment that resets a team – how high-stakes situations can become defining stories that shape culture moving forward
* Letting people opt out instead of forcing them out – how clear standards naturally lead some people to self-select out of the organization
* Why mindset beats experience in hiring – looking for coachability, growth, and ownership over just technical skill
* Making faster people decisions – why waiting too long to act on misalignment can quietly erode culture
* Setting expectations early in the hiring process – being honest upfront about standards so candidates know exactly what they’re signing up for
* How culture compounds over time – why high performers raise the bar and attract more people like them
* Balancing care with accountability – creating an environment where people feel supported but are still expected to perform
* Turning culture into something repeatable – using shared language, stories, and consistent behaviors to scale culture as the business grows
* Extending culture into new teams and acquisitions – early lessons on applying the same principles across different groups
* A simple lens for alignment – thinking through decisions in terms of what’s best for the individual, the customer, and the company
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com (https://hirealigned.substack.com?utm_medium=podcast&utm_campaign=CTA_1)
3 Apr 2026
Building a Remote Company That Prioritizes Connection
Overview
What does it take to build a remote company that people genuinely enjoy being part of? In this conversation, Steve Carroll shares how Ruvixx has grown into a fully remote global organization by focusing on respect, kindness, and connection rather than perks or office culture theatrics. He explains how hiring, onboarding, and leadership behavior all shape whether people feel like they belong. This episode offers a practical and human look at what it means to build a company that people actually want to work for.
What we cover
* Why perks are overrated – foosball tables and office gimmicks matter less than respect and kindness.
* Building culture across countries – how shared human values can travel across very different cultural contexts.
* Hiring for “vibe” and values – why experience alone is not enough, and how positivity shapes team health.
* The cost of a bad culture fit – even high performers may need to leave if they make the team miserable.
* Onboarding through people, not just process – introducing new hires to “keepers of the culture” who make the values real.
* Freedom and accountability in remote work – giving people flexibility without tracking hours, while still expecting the work to get done.
* Why leaders must protect real time off – including a story about requiring a key team member to take a trip to Japan as part of his bonus.
* Treating employees like people – seeing work as one part of a meaningful life, not the whole thing.
* Connection as a company purpose – why Steve believes organizations can do more than generate revenue; they can bring people together across the world.
* Fulfillment as a design choice – building a workplace where people enjoy showing up, contribute meaningfully, and create value together.
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com (https://hirealigned.substack.com?utm_medium=podcast&utm_campaign=CTA_1)
27 Jan 2026
Managing Humans and AI Agents at the Same Time
Overview
As AI agents become part of everyday work, organizations face new questions about ownership, visibility, and how work actually gets done. In this episode, Jacob Crockett sits down with Matt Wyman, CEO and co-founder of Okareo, to explore the parallels between managing people and managing AI agents. Drawing on experience from developer tools, product leadership, and automotive systems, Matt offers a thoughtful framework for thinking about tools, innovation, and alignment in an agent-augmented workplace.
What we cover
* Matt’s path from engineering to product leadership – How starting as a builder shaped his perspective on tools, systems, and decision-making.
* Why AI agents should be treated as tools, not coworkers – The risks of personifying agents and how trust can be misplaced.
* Ownership in an agent-driven workplace – Who should own AI agents: the individual employee or the organization?
* Lessons from the automotive industry – What mechanics owning their own tools reveals about modern knowledge work.
* The boundary between “bringing tools” and “receiving systems” – How companies typically control infrastructure while individuals control contribution tools—and where agents complicate this.
* Visibility and accountability with AI agents – Why agent participation in decisions must be transparent, even if humans make the final call.
* Innovation, experimentation, and perceived waste – Why effective innovation often looks inefficient and how managers misinterpret it.
* Strategic alignment vs. tactical control – The danger of over-managing at the task level and how it creates brittle organizations.
* AI and learning depth – How over-reliance on agents can short-circuit understanding, pattern recognition, and long-term growth.
* Stretching vs. leaning back – The emerging divide between people who use AI to explore new domains and those who use it to disengage.
* What managers must do differently – Setting expectations, creating space to stretch, and making opportunities visible in an AI-augmented team.
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com (https://hirealigned.substack.com?utm_medium=podcast&utm_campaign=CTA_1)
Who has been a guest on Alignment Podcast
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Greg Montgomery
Matt Vance
Jessica Chase
Giuseppe "G" Grammatico
Andrew Lott
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5.0 / 5
1 ratings
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