{"id":1461,"date":"2019-01-25T22:56:34","date_gmt":"2019-01-25T22:56:34","guid":{"rendered":"https:\/\/knowyourteam.com\/blog\/?post_type=podcast&#038;p=1461"},"modified":"2025-04-21T10:40:14","modified_gmt":"2025-04-21T17:40:14","slug":"episode-8-interview-with-amanda-lannert-ceo-of-jellyvision","status":"publish","type":"podcast","link":"https:\/\/canopy.is\/blog\/podcast\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision\/","title":{"rendered":"Episode 8: Interview with Amanda Lannert, CEO of Jellyvision"},"content":{"rendered":"\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe width=\"1400\" height=\"788\" src=\"https:\/\/www.youtube.com\/embed\/9Jo_NYEjl7c?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-as-the-ceo-of-jellyvision-a-400-person-software-company-amanda-lannert-has-won-just-about-every-best-ceo-award-in-chicago-and-is-someone-i-ve-admired-for-years\">As the CEO of&nbsp;<a href=\"https:\/\/www.jellyvision.com\/\">Jellyvision<\/a>, a 400-person software company,&nbsp;<a href=\"http:\/\/twitter.com\/amandalannert\">Amanda Lannert<\/a>&nbsp;has won just about every \u201cbest CEO\u201d award in <g class=\"gr_ gr_4 gr-alert gr_gramm gr_inline_cards gr_run_anim Punctuation only-del replaceWithoutSep\" id=\"4\" data-gr-id=\"4\">Chicago,<\/g> and is someone I\u2019ve admired for years. <\/h4>\n\n\n\n<p>In this 12 minute interview, Amanda admits the one lesson she wishes she learned earlier as a leader. Watch or listen to the full interview&#8230;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<p><strong>Claire<\/strong>: Hi, everyone! I\u2019m\u00a0<a href=\"http:\/\/twitter.com\/cjlew23\" target=\"_blank\" rel=\"noreferrer noopener\">Claire Lew<\/a>, [CEO of <a href=\"https:\/\/canopy.is\/?utm_source=blog&amp;utm_medium=post&amp;utm_campaign=heartbeat-podcast\">Canopy<\/a>] and I am incredibly excited to have one of my heroes here today. I have with me\u00a0<a href=\"https:\/\/twitter.com\/AmandaLannert\" target=\"_blank\" rel=\"noreferrer noopener\">Amanda Lannert<\/a>, who is the CEO of\u00a0<a href=\"http:\/\/jellyvision.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Jellyvision<\/a>, a software company here in Chicago. Amanda and I have known each other for I feel like a good amount of time.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: It feels like it\u2019s been a long time\u200a\u2014\u200alike we\u2019ve been through a lot together. I feel like just when you started, I met you before, so it\u2019s been many iterations. So even if it hasn\u2019t been like 10 years, it\u2019s been a lot of life, passing through time.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Yes. You\u2019ve seen me through it all.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: Yes.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: And there have been plenty of times I have come to Amanda in moments of crisis, in moments of big decisions\u2026<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: Of growth, expansion, world domination\u2026<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Haha yes, thank you. And so it\u2019s only fitting that I have Amanda here today to ask her this one question I\u2019ve been asking a lot of leaders, which is:<\/p>\n\n\n\n<p>\u201cWhat\u2019s one thing, or several things, if you feel like it, that you wish you would\u2019ve learned earlier as a leader?\u201d<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/blog.knowyourteam.com\/wp-content\/uploads\/2018\/12\/25a5b-12ohuwhbnjzwifeyp4-vhtq.png\" alt=\"\"\/><\/figure>\n\n\n\n<p><strong>Amanda<\/strong>: So I knew the question in advance, which in fact for me makes it harder, not easier, because then you get to agonize over all the possible things you can say. And so I did what I often do, which is I sat down with some trusted counsel at Jellyvision, and I said, \u201cWhat\u2019s the one thing that I wish I had learned earlier in my career?\u201d And started talking about the many lessons I repeatedly talk about.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>But the one I wish I had learned, and I say over and over that I wish I had remembered, is to trust my gut when it comes to hiring and staffing and promoting and believing in people. There\u2019s such temptation at all stages of conquering newness to lean on the resume, to lean on the sense of history rather than to take the leap of faith on the potential or a DNA. And every single one of my big hiring mistakes, every single one of the painful non-fits has been where I weighted the resume, the past perspective over the DNA, the future potential perspective.<\/p>\n<\/blockquote>\n\n\n\n<p>And the reason why I think that that\u2019s so important is your history is what you have done, and what I want to know is what can you do in circumstances that certainly will never be exactly what you\u2019ve done before.<\/p>\n\n\n\n<p>To me, being an adaptive self-learner, a figure-it-outer, is more important than saying \u201cI\u2019ve had these 10 or 15 really special experiences,\u201d because technology changes, business changes, political climates change, people change, and it\u2019s all about how can you deal with the new, versus really ever expecting someone to sort of crank through and iterate and do the same thing over and over.<\/p>\n\n\n\n<p>So getting back to the one thing that I wish I had learned earlier and wish I had held myself accountable to once I had learned it, is going with my gut and trusting the potential rather than documented history when it comes to placing people in positions of influence.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: That\u2019s hard. It\u2019s easier said than done.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: Specially when it\u2019s new, specially when it\u2019s higher-stakes.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Yes.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/blog.knowyourteam.com\/wp-content\/uploads\/2018\/12\/2631a-1-8mdsvg6f2g_t0kewkdyqg.png\" alt=\"\"\/><\/figure>\n\n\n\n<p><strong>Amanda<\/strong>: Especially when you\u2019ve got a lot of people trusting in you and counting on you to get it right.<\/p>\n\n\n\n<p>But again and again and again, I mean, Jellyvision is run by a lot of first-timers, and my career is based on people giving chances to first-timers.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>I mean, my whole career is the lucky break\u200a\u2014\u200a<em>the<\/em>\u00a0lucky break. And it\u2019s amazing what people can do with the will and the ability to sit down and try to figure stuff\u00a0out.<\/p>\n<\/blockquote>\n\n\n\n<p>The Google\u2019s pretty awesome in terms of providing information.<\/p>\n\n\n\n<p>So that to me\u2019s the one thing I wanted to talk about.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: I\u2019m so glad that you did, because I think the \u201cbox\u201d that is hiring, that everyone feels like, \u201cOh, I\u2019m trying to figure out what\u2019s in the box. I\u2019m trying to figure out exactly how do I find that great, amazing person who\u2019s just going to change our team dynamic.\u201d Everyone has, \u201cOh, yeah, do this, do this, do this,\u201d and I think it becomes so easy and so tempting to rely on just, \u201cOh, yeah, the resum\u00e9. This is what people have done.\u201d And I think even some people might argue and say, \u201cWell, Amanda, isn\u2019t what people have done&nbsp;\u2026 isn\u2019t that the only thing you can judge them on?\u201d<\/p>\n\n\n\n<p>How do you even measure potential? What are you looking at? When you talk to me about that, are you saying like just a feeling? How do you actually identify what that potential is?<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: So I do a lot of backwards-looking interviewing, for sure.&nbsp;<em>Talk to me about what your goals were here. What was hard; what were you proud of; what went well<\/em>. A lot of past-looking stuff. But then I also like to ask present-tense case study type questions.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Okay.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: And we also have a component of auditioning, where everyone at Jellyvision has to go through a process of not just talking about your talent, but actually showing it. It\u2019s not exactly consulting. It\u2019s removed and redacted, but it still gives you a sense of the work and gives us a sense of how you work, which I think is incredibly valuable, to get a sense of not just what have you talked about.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Because in the past, you could have been an incredible contributor on a terrible team. Or you could have been the dead weight on a high-performing team, and it\u2019s really hard to tell when you\u2019re just looking at the\u00a0resum\u00e9.<\/p>\n<\/blockquote>\n\n\n\n<p>So we like to give people a chance to show their work, and also show the humility that goes with showing your work, which is self-selecting. A lot of people will self-select out. But giving the people a chance to show work is a great way to talk about what would you do, the hypotheticals\u200a\u2014\u200aand it let\u2019s me see people\u2019s work instincts.<\/p>\n\n\n\n<p>Perhaps it can be said that those interviews are better suited for extroverts than introverts.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Interesting.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/blog.knowyourteam.com\/wp-content\/uploads\/2018\/12\/8f8eb-1h0vatqnsrrr540nna-hw1w.png\" alt=\"\"\/><\/figure>\n\n\n\n<p><strong>Amanda<\/strong>: Or for people who like to think on their feet versus people who are more analytical and like a little bit of time to think it through. So we try to adjust and adapt, and allow for space for thinking. But I will in every interview ask a question or two that\u2019s like, \u201cHow would you handle this?\u201d And it\u2019s something you hopefully wouldn\u2019t have seen coming.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Right. In terms of, perhaps, outside pressures that you might get, whether it\u2019s from&nbsp;\u2026 I don\u2019t know if you do hiring committees, or maybe other members of your leadership staff. I mean, it sounds like you\u2019ve made decisions where you\u2019ve gone against your gut, right? What were the pressures that you were susceptible to in those moments that you wish you\u2019d been like, \u201cI should have listened to that!\u201d<\/p>\n\n\n\n<p>Was it yourself, was it outside pressure? Was it pressure in terms of company growth, or where you wanted to be? What advice do you have for folks who might be feeling similar pressures?<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: So I think it is important to realize companies as they grow, they change. And used to have direct reporting relationships, and now you\u2019re hiring someone who works for you as a CEO, but also people work with them. And so it\u2019s many layers of sandwiches&nbsp;\u2026<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Yes!<\/p>\n\n\n\n<p><strong>Amanda<\/strong>:&nbsp;\u2026 where people who are very important and their reporting chain might have very different needs and different perspectives, and you have to balance accommodating for a fit with the reporting structure, but also creating a really tight, cohesive fit with an executive team.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Right.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: And a lot of times teams get their own culture, and they\u2019re quite different, and quite unique.<\/p>\n\n\n\n<p>So I think that it\u2019s finding a balance act, of not subverting your style, your work style, your team style at the expense of accommodating another team, but really trying to find a balance so it\u2019s not all on either side.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Right.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: And when you have high stakes, when you have 400 people counting on you&nbsp;\u2026<\/p>\n\n\n\n<p><strong>Claire<\/strong>: I was just about to say&nbsp;\u2026<\/p>\n\n\n\n<p><strong>Amanda<\/strong>:&nbsp;\u2026 to pay their bills and to be incredibly respectful of the time and trust that they\u2019re giving you, you don\u2019t want to fail. You don\u2019t want to let them down. You don\u2019t want to take longer to get to the finish line than your personal record. All of those things contribute to how can you mitigate risk. Great-looking resume\u2019s kind of the pat answer for a way to mitigate risk. It\u2019s tough to place a bet on a barely 30-year-old VP of sales. And that\u2019s what Jellyvision did, and boy is it bearing fruit! But you\u2019re sitting in that moment, and it\u2019s like, \u201cOh, I hope this crazy call works!\u201d<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Yeah.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: And it\u2019s really amazing when it does, but it feels like a riskier decision than working with someone who perhaps has 20 years of mentionable experience and track record.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Absolutely. I mean, I think it\u2019s so difficult, again, just like you were saying, when the stakes are high.<\/p>\n\n\n\n<p>So I\u2019m gonna flip the question, or my next question just a little bit, for maybe for your aspiring leaders, maybe you\u2019re in between jobs right now looking for that next opportunity. And they see, \u201cOh, wow! Jellyvision\u2019s hiring for this VP of sales position. Maybe I haven\u2019t had the track record that they ideally would like to see.\u201d<\/p>\n\n\n\n<p>To folks who may be in that position, where they\u2019re looking for that opportunity; they know they don\u2019t have the track record. What do you suggest to them to show people like you, CEOs of companies with 400-plus people, right? Growing, extremely successful. What do you say to them where they think&nbsp;\u2026 where&nbsp;<em>you<\/em>&nbsp;think, \u201cOkay, this person, they\u2019ve got it.\u201d<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: Yeah. Here\u2019s what I would say to you if you want a job at Jellyvision:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Don\u2019t be boring! It feels like companies hire people, but in fact people hire\u00a0people.<\/p>\n<\/blockquote>\n\n\n\n<p>And the people hiring people are looking for one person to stand out and say, \u201cI am gonna contribute. I am gonna be a pleasure to work with. I\u2019m gonna be no drama. I\u2019m gonna have integrity.\u201d And there\u2019s nothing more refreshing than seeing someone who takes a chance to be incredibly human in a cover letter or an outreach, to put themselves forward.<\/p>\n\n\n\n<p>The standard boring resume&nbsp;\u2026 it\u2019s like you can\u2019t tell who you\u2019re gonna spend the vast majority of your waking hours with. So to me, I\u2019d always say remember: It is people connecting with people. You are in no small part doing an ad about yourself, which feels really weird, I imagine, to many, but this is the chance to tell you what makes you tick. Things like, \u201cI work hard. I have integrity. I\u2019m eager to learn. And I bring baked goods to the office once a week.\u201d I mean, that\u2019s the kind of stuff that people are like, \u201cThat is someone I want to work with.\u201d<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/blog.knowyourteam.com\/wp-content\/uploads\/2018\/12\/e08b3-10v7fpaocxcnn1j0ek37faq.png\" alt=\"\"\/><\/figure>\n\n\n\n<p>So put not just your skills and experience, but put yourself into your letter, and don\u2019t be afraid to not be boring. Because by and large recruiters are bored. People play it safe. They commoditize themselves into just a bullet-point list of skills and experience, and that\u2019s just not what it\u2019s about. It\u2019s about people and how they interact and what they value and what they won\u2019t tolerate, and trying to find people who will amplify your cultural values.<\/p>\n\n\n\n<p>So take a risk and tell your story, and be honest about what you\u2019re looking for and how you like to work, because funny enough, if you don\u2019t get a call back, they may be saving you a lot of time and pain. So two-way fit\u2019s really important. So the better you know who you are, and can tell that story, the more likely you are to find a fit with a company who really values it, values you.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: I think that\u2019s invaluable advice. That\u2019s incredible. Yeah. Don\u2019t be boring.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: It\u2019s much more fun as a recruiter. You\u2019re like, \u201cAh, this is interesting!\u201d<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Right.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: \u201cWe need to talk to this person!\u201d<\/p>\n\n\n\n<p><strong>Claire<\/strong>: And it seems so obvious: \u201cpeople are hiring people, not companies.\u201d But it\u2019s so true. I mean, you get thousands of applications, I\u2019m sure, for a single position.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: We do. There are some of them it\u2019s just&nbsp;\u2026 it\u2019s a deluge. So we do say, \u201cThank you for standing out. Thank you for jumping out of the paper.\u201d Cause all we\u2019re looking for is the one or two or. It can be up to 20 people, depending on the role. But we are looking for those people, and you are looking for a home that will respect and value you. So let\u2019s be honest.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Yep.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: And that\u2019s the best way to find a two-way fit.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: No, I think it\u2019s amazing. And then I also just love the encouragement from the employer side. And for all of us as CEOs and leaders to take that chance, right? I mean, I know that I got to the position where I am because Jason and David, the founders of Basecamp\u200a\u2014\u200athat\u2019s what they did. They took a chance on me. Absolutely.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: Mm-hmm.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: And so I think that\u2019s such wise encouragement, to listen to your gut and to trust in people\u2019s potential.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: Yeah.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>I\u2019d say that similarly, in my career, I\u2019m constantly in the situation where I have never been a CEO of a 500-person company before. But I will next\u00a0year.<\/p>\n<\/blockquote>\n\n\n\n<p>It\u2019s coming! So I gotta learn, I gotta listen to mentors. I gotta read a ton. I gotta study. I gotta think about what\u2019s working and what\u2019s not working, and being incredibly intentional. But what I don\u2019t need to do is have run a 500-person company before. I\u2019m gonna figure it out. And that\u2019s kind of the ethos I\u2019m trying to build, is the ability to figure stuff out and just be human.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Yes! Well, thank you so much for being here, Amanda.<\/p>\n\n\n\n<p><strong>Amanda<\/strong>: My pleasure! Great to see you.<\/p>\n\n\n\n<p><strong>Claire<\/strong>: Likewise. Thanks.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/blog.knowyourteam.com\/wp-content\/uploads\/2018\/12\/45656-18my4eqvcfii3fgjqqe5zyg.png\" alt=\"\"\/><\/figure>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"http:\/\/knowyourteam.com\/?utm_source=blog&amp;utm_medium=banner&amp;utm_content=footer\"><img decoding=\"async\" width=\"2516\" height=\"944\" src=\"https:\/\/knowyourteam.com\/blog\/wp-content\/uploads\/2023\/02\/CleanShot-2023-02-09-at-19.36.32@2x.png\" alt=\"\" class=\"wp-image-7971\"\/><\/a><\/figure>\n\n\n\n<div class=\"newsletter-post-form-container\">\n  <h3>Never miss a post \u2013&nbsp;get our latest leadership insights, as they&#8217;re released&#8230;<\/h3>\n\n<iframe src=\"https:\/\/newsletter.canopy.is\/embed\" width=\"850\" height=\"150\" style=\"border:1px solid #EEE; background:white;\" frameborder=\"0\" scrolling=\"no\"><\/iframe>\n<\/div>\n<br\/>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>As the CEO of&nbsp;Jellyvision, a 400-person software company,&nbsp;Amanda Lannert&nbsp;has won just about every \u201cbest CEO\u201d award in Chicago, and is someone I\u2019ve admired for years. In this 12 minute interview, Amanda admits the one lesson she wishes she learned earlier as a leader. Watch or listen to the full interview&#8230; Claire: Hi, everyone! I\u2019m\u00a0Claire Lew,&hellip; <\/p>\n<p><a class=\"moretag\" href=\"https:\/\/canopy.is\/blog\/podcast\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision\/\">Read the full article<\/a><\/p>\n","protected":false},"author":2,"featured_media":578,"menu_order":0,"comment_status":"open","ping_status":"closed","template":"","meta":{"episode_type":"audio","audio_file":"https:\/\/chtbl.com\/track\/D44D5\/https:\/\/knowyourteam.com\/blog\/wp-content\/uploads\/2019\/01\/KYT008.mp3","cover_image":"","cover_image_id":"","duration":"11:50","filesize":"10.83M","date_recorded":"24-10-2017","explicit":"","block":"","itunes_episode_number":"8","itunes_title":"Interview with Amanda Lannert, CEO of Jellyvision","itunes_season_number":"","itunes_episode_type":"full","filesize_raw":"11355950"},"tags":[],"series":[3529],"episode_featured_image":"https:\/\/canopy.is\/blog\/wp-content\/uploads\/2018\/12\/8f8eb-1h0vatqnsrrr540nna-hw1w.png","episode_player_image":"https:\/\/canopy.is\/blog\/wp-content\/plugins\/seriously-simple-podcasting\/assets\/images\/no-album-art.png","download_link":"https:\/\/canopy.is\/blog\/podcast-download\/1461\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision.mp3","player_link":"https:\/\/canopy.is\/blog\/podcast-player\/1461\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision.mp3","audio_player":"<!--[if lt IE 9]><script>document.createElement('audio');<\/script><![endif]-->\n<audio class=\"wp-audio-shortcode\" id=\"audio-1461-1\" preload=\"none\" style=\"width: 100%;\" controls=\"controls\"><source type=\"audio\/mpeg\" src=\"https:\/\/canopy.is\/blog\/podcast-player\/1461\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision.mp3?_=1\" \/><a href=\"https:\/\/canopy.is\/blog\/podcast-player\/1461\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision.mp3\">https:\/\/canopy.is\/blog\/podcast-player\/1461\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision.mp3<\/a><\/audio>","episode_data":{"playerMode":"dark","subscribeUrls":[],"rssFeedUrl":"https:\/\/canopy.is\/blog\/feed\/podcast\/the-heartbeat","embedCode":"<blockquote class=\"wp-embedded-content\" data-secret=\"BLbqBtnkzR\"><a href=\"https:\/\/canopy.is\/blog\/podcast\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision\/\">Episode 8: Interview with Amanda Lannert, CEO of Jellyvision<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/canopy.is\/blog\/podcast\/episode-8-interview-with-amanda-lannert-ceo-of-jellyvision\/embed\/#?secret=BLbqBtnkzR\" width=\"500\" height=\"350\" title=\"&#8220;Episode 8: Interview with Amanda Lannert, CEO of Jellyvision&#8221; &#8212; Canopy | Blog\" data-secret=\"BLbqBtnkzR\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/* <![CDATA[ *\/\n\/*! 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