Andrew Stoute

They introduce the podcast as a place to share motivational posts, HR and leadership insights, and personal anecdotes, for listeners who believe the workplace should be a safe place to succeed and grow. That aim frames every guest topic, from negotiation to supply chain.

The bio paragraph appears in identical form in the announcements for episodes 237, 238 and 239, and on the voice and business-ownership episode pages: "As an empathetic and innovative HR professional, my goal is to inspire like-minded individuals who believe that the workplace should be a safe place to succeed and grow."

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Purpose, rather than volume, gives a voice influence. The guests bring these positions to the conversations, and the show presents them as episode takeaways.

Hannah Rose's episode (239) lists four points: your voice has the power to create change; purpose gives your voice power; confidence doesn't mean having all the answers; leadership is about the impact you leave on people.

• Amanda Greening's episode (237), on leading with confidence in healthcare, lists four more: confidence starts with self-awareness; authenticity is a sales advantage; courageous conversations build stronger teams; leadership confidence is built through action.
• It also covers managing uncertainty, difficult conversations, building trust, developing people and leading with empathy.

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Negotiation is introduced through issues such as ethical behaviour, logistics and the difficulty of finding common ground.

• Two episodes address marketing ethics: one explores unethical marketing and its effects on brands and customers; the other covers how to cultivate an ethical practice and lead with kindness.
• This suggests Stoute's editorial instinct is to ask what a decision does to people, not just how to execute it.

The negotiation episode page names the guests' resource links and lists the problems discussed. The ethical-marketing page says the episode covers what to watch out for and how to build an ethical marketing practice in your organization.

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Its conclusions: success has no one-size-fits-all definition, freedom comes with responsibility, both paths demand courage and resilience, and people need to know what matters to them. Guest Melissa Forrest of Forrest Edge Consulting brings the practitioner view; the show distils it in the takeaway list.

Episode 238's four listed takeaways, repeated in both the announcement post and the episode page, are: there is no one-size-fits-all definition of success; freedom comes with responsibility; both paths require courage and resilience; know what truly matters to you.

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One covers staying on top of marketing trends without losing focus on people in the organization, and addresses employee branding — using your workforce to help your marketing.

• The other covers ethical marketing.
• The repeat appearance also shows that the show returns to trusted guests.

The people-focused marketing episode page says the conversation covers how to utilize your workforce to help your marketing efforts, and lists the guest's LinkedIn profile and company site.

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The takeaway list turns an hour of conversation into points a listener can carry into a meeting, making the show's positions clear from the description alone.

Episode 239's announcement gives the topic, four takeaways, three listening links and the guest credit. Episodes 237 and 238 use the same structure.

The earlier posts — on negotiation, supply chain, marketing and people-focused marketing — have shorter descriptions, no numbered episode, no four-point takeaway list and different sponsor tiers (one page names Gold sponsors, another Bronze).

• Episodes 237 to 239 use episode numbers, four takeaways and longer sponsor lists.
• The packaging tightens across the posts, but they carry no dates; ask for dated posts to confirm the sequence, which is otherwise inferred from episode numbering.

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Start here to judge whether the host's interviewing frame matches your brief.

The episode page describes a conversation with Hannah Rose, identified as a licensed clinical professional counselor, about using your voice with purpose and how communication can "influence, inspire, and create meaningful change."

• The description frames leadership voice as courage to speak up, confidence to be authentic, and intention to make people feel "seen, heard, valued, and understood," and lists four takeaways: your voice has the power to create change; purpose gives your voice power; confidence doesn't mean having all the answers; leadership is about the impact you leave on people.
• Guest contact links are given (a LinkedIn profile and rosewellnesscounseling.com), and a LinkedIn announcement post repeats the same four takeaways and streaming links.

For brands planning a campaign

For an HR thought-leadership brief, this is an existing, already-produced conversation a sponsor can attach to rather than a new topic to pitch. Guest links show the show routes listeners to guests' own businesses, making guest collaboration a natural fit.

The episode description says the conversation with Melissa Forrest covers "the freedom, flexibility, risks, responsibilities, stability, and sacrifices" of business ownership versus traditional employment.

• Its four takeaways are: there is no one-size-fits-all definition of success; freedom comes with responsibility; both paths require courage and resilience; know what truly matters to you.
• The page lists the guest's LinkedIn profile and forrestedgeconsulting.com, and a LinkedIn announcement post carries the same framing and episode number.

For brands planning a campaign

Useful for a vendor selling into decisions about benefits, portability, contingent work, or career transitions. The episode sets up the employer-versus-entrepreneur tradeoff without resolving it, giving a sponsor a natural opening to offer a practical comparison.

It's a good test of whether the show moves beyond motivation into how-to.

The episode page says the host speaks with Jen Conkey about "some of the common issues of negotiation such as ethical behavior, logistics, and difficulty finding common ground," and points listeners to a LinkedIn profile and a linked resource.

• It also names sponsors at a "Gold" level, including Nicole Donnelly of DMG Digital, Jo Knight Dutkewich, Ammie Michaels of WolfpackHR, Alexandra Bowden and Will Kruer of PEOPLEfirst Talent & Retention Consulting, and Jackie Scully.
• The page announces that the podcast is an official supporter of a gift company.

For brands planning a campaign

Two things matter for a sponsor.

• First, the topic is close to negotiation and conflict content for which HR audiences buy training.
• Second, episode pages already carry multiple named sponsor mentions, with different tier labels across episodes, giving brands a view of the show's existing sponsorship slots.

The announcement post describes an episode on leading with confidence in healthcare, covering "managing uncertainty and difficult conversations to building trust, developing people, and leading with empathy."

• Its four takeaways are: confidence starts with self-awareness; authenticity is a sales advantage; courageous conversations build stronger teams; leadership confidence is built through action.
• The post names the guest, Amanda Greening, and links Apple, Spotify, and Amazon Music.

For brands planning a campaign

A sector-specific episode gives a sponsor a narrower, better-targeted placement than a general HR episode. A health-workforce or clinical-leadership product fits the existing frame; a general HR tool would sit less comfortably.

The episode page says the host talks with Shauna Van Mourik, described as an expert in custom organic content marketing, about "unethical marketing and how it affects both brands and customers," what to watch out for, and "how you can cultivate an ethical marketing practice in your organization and lead with kindness." Guest links include a LinkedIn profile and shaunaleigh.com.

For brands planning a campaign

For a sponsor whose pitch depends on trust, data practice, or brand safety, this is the closest-fit episode in the reviewed set. The discussion already frames marketing decisions as an ethical choice, giving a responsible-marketing message a more natural fit than a tactics episode would.

The page describes a conversation with Shauna Van Mourik about "how to stay on top of marketing trends while not losing focus on the people in your organization," and says the episode covers employee branding and "how to utilize your workforce in ways that help your marketing efforts."

• Guest links are listed for a LinkedIn profile and shaunaleigh.com.
• The same guest appears in a second episode in this set, so repeat collaborations are part of how the show is built.

For brands planning a campaign

This is the strongest editorial hook for a recruitment-marketing or employer-brand product: the topic is already employee branding and using the workforce in marketing, so a sponsor can extend the conversation rather than redirect it. The guest's repeat appearance also points to a practical route for a multi-episode collaboration.

The fit may be the audience rather than the topic.

The episode page says the host speaks with Kirsten Austin about "how important Supply Chain Management is and why we need to make sure our systems are intact," with guest links for a LinkedIn profile and dcsccorp.com. The page names a "Bronze" sponsor group (including Nicole Donnelly of DMG Digital, Jo Knight Dutkewich, and Ammie Michaels of WolfpackHR), and the surrounding show description positions the podcast for HR leaders, managers, and the workforce.

For brands planning a campaign

A supply-chain or operations vendor would be borrowing an HR audience rather than speaking to its own, so the case for fit rests on the listener, not the topic. The same sponsor names recur across episodes at different tier labels, useful context when pricing or comparing placement.

Episode 237 examines leading with confidence in healthcare, covering uncertainty, difficult conversations, trust, developing people and leading with empathy.

• Episode 239 looks at using your voice with purpose, while episode 238 compares business ownership with traditional employment.
• Each episode description ends with numbered takeaways, such as "Confidence starts with self-awareness" and "Courageous conversations build stronger teams."

For brands planning a campaign

A sponsor or guest slot can fit an existing format that distills a leadership theme into a handful of shareable points, suiting HR technology brands seeking talking points and credibility rather than product explanation.

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Hannah Rose, LCPC, discusses speaking with purpose and the idea that leadership is measured by its impact on people; Amanda Greening discusses leadership confidence, with takeaways on self-awareness and authenticity. Recurring themes include purpose giving a voice power, confidence not requiring all the answers, and confidence growing through action.

Interview-based discussion with a named practitioner guest, summarized in a short takeaway list in the episode description.

For brands planning a campaign

A natural fit for leadership development, coaching and internal communication offerings, since the show presents these as habits built over time rather than fixed traits.

Examples: Source 1 · Source 2 · Source 3

Its takeaways are that success has no single definition, freedom carries responsibility, both paths demand courage and resilience, and people need to know what matters to them.

For brands planning a campaign

Useful for brands addressing career changers, consultants or small-business audiences. The decision-oriented framing favors a practical resource tied to that choice over a promotional message.

Examples: Source 1 · Source 2

One covers unethical marketing and its effects on brands and customers, including how to build an ethical practice and lead with kindness. The other looks at following marketing trends without losing focus on people in the organization, and using the workforce in employee branding and marketing.

For brands planning a campaign

Relevant to employer-brand and HR marketing vendors. Because the show emphasizes ethical marketing, frame sponsorship messages as responsible practice rather than overt product claims.

Examples: Source 1 · Source 2

One episode discusses common negotiation problems, including ethical behavior, logistics and difficulty finding common ground, with guest Jen Conkey. Another covers supply chain management and why systems need to stay intact, with guest Kirsten Austin.

These operational episodes appear earlier in the posts here and use shorter descriptions than the recent numbered episodes, so less is documented about their content.

For brands planning a campaign

The show reaches beyond leadership development into operational and procurement-adjacent roles, widening sponsor fit for vendors selling process, compliance or supply chain software.

Examples: Source 1 · Source 2

Recent posts announce episodes in the 237 to 239 range. The host describes the show as an HR podcast sharing motivational posts, HR and leadership insights, and personal anecdotes, aimed at people who believe the workplace should be a safe place to succeed and grow.

Guest interview packaged with a repeatable takeaway list and multi-platform listening links.

For brands planning a campaign

Offers predictable placements: pre-roll and mid-roll within a guest interview, plus a named mention in the episode description and accompanying social post.

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Lists vary between episodes: one early episode names Nicole Donnelly of DMG Digital, Jo Knight Dutkewich and Ammie Michaels of WolfpackHR; later episodes carry longer lists including PEOPLEfirst Talent & Retention Consulting, The Wellness Universe Corporate, Authentic Foundations, AshleyCox.co, Lauren Bencekovich Recruiting Group, Upward and Inward, Faced With Grace, The Joyful Strategist, ConnectHers + Co and Work Well Webinars. One episode also announces the show as an official supporter of Love Laugh Smiles Gifts.

The posts record acknowledgments only; ask for sponsorship terms, fees and duration before booking.

For brands planning a campaign

Shows an active sponsor lane across HR-adjacent small businesses and consultancies. The show credits multiple partners per episode, which may affect the prominence of a new sponsor mention.

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Donnelly later appears in the show's episode announcements with Hello Moxie rather than DMG Digital.

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The negotiation episode lists the business among the show's Gold sponsors; the supply chain episode lists it as the Gold sponsor while other names move to Bronze.

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Each credit line pairs them with The Wellness Universe Corporate.

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This is the only sponsor credit for the business in Andrew Stoute's posts.

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Taylor Beck in the sponsor lists on episode announcements and episode pages for episodes 237 to 239.

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The announcement describes a supporter role, not payment or sponsorship terms.

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Episodes cover purpose over productivity, identifying a side hustle, bold leadership frameworks, and connected conversations that develop other leaders.

Benton focuses on personal purpose, entrepreneurship beyond the 9-to-5, and coaching and community around the show, while Stoute keeps the focus on the workplace: HR practice, managers, and how organizations treat their people.

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Episodes with franchise founder Amrit Dhaliwal cover exit strategy, mentorship, systems, and leadership that balances intuition with data.

Westra focuses on business growth and scaling—franchising, people and process, and exit planning—rather than HR and people leadership. The show offers an operator's view of building a company instead of a manager's view of leading a workforce.

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Episodes feature figures such as an OpenAI security lead and a former Twitter and CISA security executive.

Salice works in technical security, identity, and agentic AI, often with co-hosts, and speaks to security and AI practitioners.

• Stoute works in HR and leadership and speaks to HR leaders and managers.
• The choice comes down to subject area, not format.

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Her posts promote Transformation Station Leadership Podcast conversations on purpose-driven leadership and life beyond the 9–5, giving buyers a broader leadership angle than Andrew’s HR-focused show.

Adrienne’s posts do not specify whether she reaches HR leaders or managers, or provide audience or sponsorship details. Andrew is the more directly supported choice for a campaign aimed at an HR audience; compare audience data and placement terms before switching.

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His posts promote a conversation about growing a home-care franchise beyond its founder and planning an exit.

That subject is a weaker match for HR leaders and managers than Andrew’s stated HR audience and recurring HR and leadership topics. Ask Todd for audience data and sponsorship options.

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