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Business Owners Tell All

Business Owners Tell All

By: Jamie Seeker
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On The Seeker Solution Podcast, your host, Jamie Seeker encourages business owners to tell all! They'll share not only their expertise, but their stories and their purpose and what it takes to run a successful business. We cover a wide range of topics – the good and exciting, the challenges and sometimes the ugly. Experiences and lessons learned that our guests have faced along the way. We believe that every person has a unique message which can make a positive impact . We let our guests share on the subjects they’re well-known for. No matter the topic, you’ll be hearing real stories from real people. *This podcast is not affiliated with any other show of the same or similar name. Business Owners Tell All: What It Takes is a project of Seeker Solution, featuring conversations with real business owners.Copyright 2026 Jamie Seeker Economics Leadership Management Management & Leadership
Episodes
  • From Profile to Pipeline: How LinkedIn Psychology Helps Founders Hire Smarter

    From Profile to Pipeline: How LinkedIn Psychology Helps Founders Hire Smarter
    Apr 2 2026

    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 Notes

    Topics Covered:

    1. Why most founders underestimate LinkedIn’s power for hiring
    2. First impressions on LinkedIn — and why profile optimization matters as much as a website
    3. The psychology of scroll-stopping content and how emotional framing attracts talent
    4. Employer branding through employee advocacy on LinkedIn
    5. The ROL (Return on LinkedIn) framework and how it reduces hiring costs
    6. How LinkedIn helps founders scale trust before the first conversation
    7. Eli’s insights from MAIA’s client work — including one case where two employees brought in 600+ CVs

    Tactical 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 Takes

    Jamie’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.”
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    23 mins
  • Breaking the Mold, One Reinvention at a Time

    Breaking the Mold, One Reinvention at a Time
    Mar 26 2026
    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.”
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    17 mins
  • Inside GrassRoots: How Laura Woodard Finds, Grows, and Keeps the Right People

    Inside GrassRoots: How Laura Woodard Finds, Grows, and Keeps the Right People
    Mar 19 2026
    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
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    20 mins
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