E1B2 the Podcast with Anthony Vaughan

Arielle Kilroy is the CEO and co-founder of Dado, an employee experience management platform built to automate complex people processes across the tools companies are already using. Before HR tech, she was a former Chief Product Officer who came up in the music industry, helping pioneer the direct-to-fan model when most of the industry insisted it could not work.In this episode, AJ Vaughan and Arielle go deep on the part of the business most revenue leaders avoid: sales onboarding. Why it is broken, why it stay broken, and what it actually cost the organization when every new AE gets a different version of the same program depending on which manager is whispering in their ear.Arielle makes the case that workforce operations is the real frontier. Every org measures behavioral data for their customers across marketing, sales, and product. Almost none of them measure it for their employees. That gap is why the people function never gets resourced, why managers cannot tell you what a great rep looks like at week

Most HR leaders walk into CFO meetings already losing. Not because they lack the data, but because the work that should have happened months earlier never did.In this episode, AJ Vaughan answers a question from Denzel about what CHROs are actually rehearsing, avoiding, and feeling the night before they sit across from finance. The honest answer: the night before is the wrong place to start.AJ breaks down the pre-work most HR leaders are skipping. The strategic pockets with the CRO. The L &D conversations that never happen. The macro lens on the tech stack, the tools, and the human capability data sitting unused inside the business. The mentorship relationship with revenue leaders could generate six to seven figures if HR actually leaned in.This one is for the HR leader who is tired of being treated like a cost center, and for the CFO who keeps wondering why the people function never speaks their language.What is actually happening inside HR right now? What matters most before you walk into that meeting? W

In this episode of The E1B2 Collective Sunday Brief, AJ Vaughan breaks down a hard truth: most HR tech deals aren’t lost in procurement—they’re lost long before that.Drawing from 80+ monthly conversations with HR leaders, this session challenges the outdated playbook of outbound, inbound, and surface-level demos, and replaces it with a research-driven, relationship-first model built on what AJ calls strategic empathy.At the core of this conversation:Why most AEs fundamentally misunderstand how HR leaders actually buyThe gap between product knowledge and real operational understandingHow poor GTM strategy is quietly driving churn, layoffs, and missed revenueWhy partnerships—not pipelines—are the new growth engineWhat it really takes to meet HR leaders at the right time, in the right placeThis is a direct message to AEs, revenue leaders, and founders. If you’re not grounded in real buyer behavior, real context, and real timing, you’re guessing.And in this market, guessing is expensive.This is Pulse HR.

Most leaders say they want innovation. Few are actually willing to hire, empower, and listen to people who think differently enough to create it.In this episode, AJ Vaughan breaks down why traditional views of DEI are missing the mark and why real diversity starts with understanding how individuals actually think, operate, and execute. This isn’t about optics. It’s about performance.AJ challenges the idea that leadership should centralize decision-making and instead makes the case for autonomy, micro-losses, and uncomfortable collaboration as the true drivers of scalable growth.If your organization feels stagnant, predictable, or overly controlled, this conversation will hit.Key themes:Why “the buck stops with me” leadership doesn’t scaleThe real definition of diversity (and why most get it wrong)How discomfort fuels innovation and revenue growthAutonomy as a performance strategy - not a perkBuilding organizations that grow quarter over quarter, not in random spikes

Most organizations believe they understand their workforce.They track performance. They measure output. They optimize for revenue.But they’re missing the one layer that quietly dictates it all Care.In this episode, AJ sits down with Dulany Reeves Dent, CEO of The Nanny Network and founder of Good People Care Alliance, to unpack the uncomfortable truth: companies are operating with massive blind spots when it comes to the real lives of their employees—and it’s costing them more than they realize.This conversation goes beyond surface-level discussions of benefits and into something far more strategic:Why caregiving challenges remain invisible inside most organizationsHow psychological safety (or lack of it) hides critical workforce dataThe measurable business impact of missed work, distraction, and silent burnoutWhy leaders know this matters but still fail to operationalize itHow care benefits can shift from a “nice-to-have” to a core performance leverAJ brings a direct, unfiltered perspective, challenging lead

In this episode, Anthony Vaughan sits down with Jacob Chase, founder of The Infin, for a focused and forward-looking conversation on one of the most critical challenges in modern organizations: how to accurately measure employee contribution.Drawing from his background in finance and scaling multi-entity businesses, Jacob shares the insight that led to the creation of The Infin a platform designed to quantify individual impact through real-time, decentralized, peer-informed data.Together, they explore the structural limitations of traditional performance reviews, the unintended consequences of centralized evaluation systems, and the opportunity to build a more transparent, data-driven, and financially relevant model for understanding workforce value.The conversation highlights how this approach can:Strengthen decision-making across the executive teamElevate HR leaders into more strategic, financially credible rolesCreate direct alignment between contribution and compensationImprove accountability, development

AJ breaks down a fast-moving shift: a world where every employee from intern to CEO—builds their own AI-powered tools, workflows, and “personal tech stack” to drive performance.But this isn’t just about productivity. It’s about culture.What happens when teams are expected to continuously build, audit, and share their tools every 90 days? When alignment isn’t a meeting but a living system powered by individual innovation?This episode explores the next 6–18 month reality:Personal AI tools as a professional standardTeams operating on shared, evolving “recipes.”Alignment becoming the true north star—not just outputAnd why the real advantage isn’t just better tech… it’s better humansShort, sharp, and forward-looking.

Most HR technology decisions don’t fail because of the product; they fail because of misalignment, poor timing, and a lack of organizational readiness.In this session, AJ Vaughan breaks down the real reasons HR tech investments stall, underperform, or never reach adoption. Drawing on thousands of conversations with HR leaders and operators, he reframes the buying process through a behavioral and psychological lens, shifting the focus from features and demos to internal alignment, stakeholder dynamics, and decision-making authority.This conversation challenges traditional vendor-led buying motions and equips HR leaders with a new framework: diagnose the business before selecting the tool, align stakeholders before evaluating vendors, and prioritize behavioral readiness over technical capability.Attendees will walk away with a sharper understanding of how to:Identify the hidden organizational blockers that derail HR tech adoptionNavigate CFO, IT, and cross-functional stakeholder dynamics with confidenceAsk bett

In this episode, AJ sits down with Katya, Head of Marketing at Workfully, to explore how a new model for hiring is taking shape across global markets. Workfully is building a recruiter marketplace that connects companies directly with verified independent recruiters, removing the friction, opacity, and inefficiencies of traditional agency models.They break down the rise of independent recruiters, why cross-border hiring is becoming a necessity, not a luxury, and how platforms like Workfully are enabling companies to move faster without sacrificing quality or trust.The conversation goes deeper into what’s really happening inside workforce tech: why marketing attribution is broken, why brand and trust still drive real decisions, and how AI is reshaping the way modern teams operate. AJ and Katya also unpack the growing importance of alignment across product, sales, and marketing, and what actually happens inside organizations when that alignment breaks. This is a conversation about speed, trust, and execution in

Let’s call it what it is: most CROs in HR tech are flying blind on forecasting, and masking it with optimism, noise, and disconnected dashboards. In this episode, AJ Vaughan breaks down the uncomfortable truth: forecasting problems aren’t pipeline problems; they’re people, capability, and influence problems.He dives into why most CROs misunderstand influence entirely, how failing to deeply understand AE strengths is quietly killing predictability, and why “teamship” (peer-driven enablement) is the most underutilized growth lever in modern sales orgs.AJ also challenges CROs to stop managing static forecasts and start managing dynamic environments where team capability, buyer behavior, and internal alignment shift monthly, not quarterly.If you’re leading revenue and still relying on surface-level metrics without understanding the human systems underneath them, this episode will hit.This is the operating system shift CROs don’t want but need.

In this episode, AJ breaks down a hard truth most leaders avoid: your growth problem isn’t your sales team, it’s your system. With average ramp times nearing six months and markets shifting faster than teams can keep up, the real issue is internal misalignment, not external execution.This conversation challenges the obsession with quota and replaces it with something far more durable: culture, alignment, and operational clarity. AJ dives into why HR leaders are still not truly embedded in decision-making, how disconnected teams create unpredictable revenue cycles, and why most organizations are building momentum on shaky foundations.If you care about predictable growth, stronger teams, and long-term performance, this is a call to rethink how your company operates from the inside out.

AJ Vaughan sits down with Sarah Bai to explore what it truly takes to build and scale a modern company from the inside out.As one of the early operators at Warp, Sarah has helped take the organization from its earliest stages to rapid growth while rethinking the role operations should play in a company’s success.This is not a conversation about adding more process. It’s about removing it.Together, AJ and Sarah unpack a new philosophy of operations one where the best systems are invisible, automation replaces inefficiency, and leaders are held to a higher standard when it comes to understanding, developing, and truly supporting their people.They dive into:Why traditional operations models are becoming obsoleteWhat should actually be automated—and what should never beHow to scale teams without creating cultural debtThe reality of onboarding, leadership accountability, and employee experienceWhy the future of work demands more creativity, not more controlSarah brings a rare combination of operator discipline and

After crossing 1,000 episodes, AJ reflects on what it actually takes to stay relevant, aligned, and effective in a constantly shifting business environment.This episode challenges traditional Learning & Development models and introduces a sharper, more operational approach: small, elite teams deployed against the organization’s most urgent problems in real time.Instead of scaling static content, the future of L&D is dynamic, embedded, and accountable to outcomes. It’s about identifying friction, solving for it quickly, and replicating what works—over and over again.AJ breaks down why adaptability is now the most important organizational capability, why change management must become a core muscle, and why the companies that win will operate less like rigid systems and more like agile, problem-solving units.This is a conversation about evolution—of leadership, of learning, and of how organizations stay alive in environments that refuse to sit still.

Ego and micromanagement get a bad reputation, and honestly, most of the time, it’s deserved. But what if the issue isn’t that leaders micromanage… It’s what they choose to micromanage?In this episode of The Business of Alignment, AJ flips the narrative. Instead of suffocating teams or controlling every task, he challenges leaders to redirect that instinct toward the things that actually drive performance: enabling top talent, tightening alignment, strengthening team structures, and obsessing over the systems that create consistent, predictable success.This is a conversation about discipline over control, clarity over chaos, and why the best leaders don’t micromanage people; they micromanage the environment that allows people to win.If you care about building a company that runs with precision, not just hype, this one’s for you.

In this episode, AJ Vaughan explores a structural blind spot inside modern organizations: HR leaders are responsible for people, yet they rarely have real visibility into the operational data that defines how those people perform.Finance teams live inside financial dashboards. Sales teams live inside revenue metrics. Product teams track adoption and delivery data. But HR is often operating in a completely separate data ecosystem — focused on hiring systems, engagement surveys, and HR platforms that rarely connect to the operational realities of the business.AJ breaks down a tangible example inside revenue teams: SDR churn. When sales development reps are cycling out every 3–6 months, the root problem may be learning and development, not hiring. Yet HR is often brought in only to recruit replacements rather than diagnose the deeper performance system.The conversation explores why this disconnect exists, how it impacts revenue performance, and what it would look like if HR leaders had real access to — and fluen

In this episode of Culture Into Quota, AJ Vaughan tackles one of the most uncomfortable truths in HR technology and enterprise sales: most deals fail not because the product is weak, but because the organization isn’t actually ready for it.AJ breaks down the dangerous gap between revenue expectations and market reality, explaining why founders, CROs, AEs, and even HR leaders often operate without the real operational data needed to make sound technology decisions. The result? Forced narratives, misaligned forecasts, and conversations happening with leaders who may hold titles—but not true decision gravity.This episode challenges HR tech revenue teams to rethink how they approach discovery, forecasting, and stakeholder alignment. It also calls on HR leaders to get closer to the real business problems inside product, marketing, and revenue teams before evaluating new technology.Key themes in this episode include:Why doesn't every C-suite title actually carry decision powerThe dangerous disconnect between bo

Hiring is still built on a tool invented nearly 70 years ago — the resume.But what if the way we evaluate talent is fundamentally broken?In this episode, AJ Vaughan sits down with Charlotte, co-founder of Equalture, a behavioral intelligence platform using game-based assessments to help organizations identify the competencies that actually predict job success.Charlotte shares how her experience running a recruiting agency exposed the deep bias and inefficiency embedded in traditional hiring processes. Too often, candidates with strong potential are overlooked simply because their resumes don’t check the right boxes.The conversation explores:• Why resumes remain one of the least predictive hiring tools• How behavioral science and data can transform recruitment decisions• The power of game-based assessments to reveal natural behavior and cognitive ability• Why hiring managers often resist new hiring technologies• The growing need for organizations to rethink hiring from the ground up• How high-volume employers

In this quick, honest episode of The Business of Alignment, AJ unpacks a simple truth: mistakes do not get better with time. Bad decisions made with partial data, limited visibility, and fragmented team insight only grow more expensive when organizations fail to confront them head-on.This episode explores why accountability alone is not enough. Once a mistake is identified, the real work begins: bringing together the right people, uncovering the full data story, and building the alignment needed to solve what is actually broken. From revenue and margin to operations, internal comms, product, and marketing, AJ makes the case that most organizational “messiness” is not random. It is often the exact place where the next unlock is hiding.This is a reflection on what happens when companies choose to diagnose instead of defend, align instead of avoid, and turn mistakes into better systems, better behaviors, and better outcomes.

Most leadership teams believe revenue problems are strategy problems.They’re not.They’re capability visibility problems.In this episode of Culture Over Quota, AJ Vaughan breaks down one of the most overlooked drivers of revenue growth: leadership trust built through deep understanding of human capability inside the organization.When revenue stalls, executives often debate strategy, pipeline, product roadmap, or marketing spend. CFOs analyze numbers. CROs question sales execution. CMOs debate messaging. The board weighs in with perspective.But almost no one asks the most important question:Do we actually understand the full capabilities of the people we already have?AJ challenges revenue leaders, product leaders, operations executives, and middle management to rethink how they diagnose organizational problems. Most companies only understand employees through job descriptions and performance metrics—while ignoring the enormous layer of hidden skills, experiences, side projects, relationships, and learning happe

In this episode, we break down the real tension between revenue teams and marketing teams, not at the strategic planning level, but in the messy middle where trust starts to erode.This conversation goes beyond campaign metrics and quota attainment. We unpack how misaligned assumptions about the buyer, funnel expectations, and content intent create friction between AEs, SDRs, sales enablement, and marketing leaders. The issue isn’t effort. It’s perspective.You’ll hear a direct discussion on:Why alignment feels strong at the beginning of the year but fractures quicklyHow different interpretations of the buyer create pipeline frictionThe hidden cost of avoiding hard conversations between teamsWhy psychological safety is an operational advantage, not a soft HR conceptPractical ways to create shared truth, faster feedback loops, and cleaner handoffsIf you lead revenue, marketing, product, or enablement, this episode challenges you to examine whether your teams are truly aligned or just coexisting.When culture is a