This episode is brought to you by Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Learn more at www.peakperformers.org   Episode recap:  Today’s guest is Bree Sarlati, President and CEO of Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Sarlati is leading Peak Performers’ mission to raise the standard of employment for people with disabilities. She breaks down the biases that still shape hiring and explains how Peak is proving that skilled talent is everywhere. We discuss how to build inclusive teams and how Peak is scaling nationally while staying deeply human-centered. Bree also shares their “Talent Without Limits” initiative and explains how her team is integrating AI into recruiting without losing empathy or accountability.  BIO: Bree Sarlati is a pragmatic strategist known for turning complexity into clarity. As CEO of Peak Performers, Bree has led the organization's national expansion, modernizing operations, embracing new technology, and scaling its mission beyond Texas. Her focus on agility ensures that even as Peak grows, it never loses the human touch that defines its work. Bree has a talent for spotting potential that others miss and for connecting people with opportunities that move them forward. Passionate about disability employment and gender equity in leadership, she champions fair, future-ready systems and brings clarity, curiosity, and a people-first approach when the stakes are high. Quotes: Our mission as a non-profit has always been to set a higher standard of employment for people with disabilities. We stay focused on the candidates who are going through one of the most stressful experiences of their lives, which is job searching. That's a time when we should be very aware of people's human-level needs. A CEO always needs to be looking inward and asking, 'What skills do I need to add to take this organization to where I want it to go? Takeaways: Inclusive hiring unlocks hidden talent and drives organizational success. Disabilities encompass many unseen conditions and should be understood broadly. Technology can scale impact without sacrificing the human connection in recruiting. Agile leadership starts with self-awareness and adapting to constant change. Empathy and respect should guide all workplace interactions and decision-making. Timestamps:  Conclusion: As this inspiring conversation draws to a close, reflect on how inclusive hiring can transform both businesses and lives. We have learned that true agility in leadership comes from embracing change with empathy and purpose. Peak Performers shows us that technology and human connection can coexist to build workplaces of belonging. The journey to future-ready teams begins by recognizing untapped potential and challenging our own assumptions. Let us carry these lessons forward and strive to create workplaces where everyone has the opportunity to thrive.  Links/Resources: Peak Performers Website: https://www.peakperformers.org/  Peak Performers on LinkedIn (Company Page): https://www.linkedin.com/company/peak-performers-staffing-agency/  Bree Sarlati on LinkedIn: https://www.linkedin.com/in/bree-sarlati/