How to Scale Your Business by Outsourcing Back-Office Operations

WEBVTT

00:00:00.459 --> 00:00:05.580
I love it. I got two daughters, so yes. Handsome

00:00:05.580 --> 00:00:07.759
man with gray, like gray in the beard. I love

00:00:07.759 --> 00:00:10.400
that. So we're live. Hi, everyone. We're live.

00:00:10.519 --> 00:00:15.880
We're back again this time with Janay. Did I

00:00:15.880 --> 00:00:19.600
say it right? Perfect, yes. Kay. Oh, I was right.

00:00:19.800 --> 00:00:21.780
So I guess I'm part of the right family now.

00:00:22.600 --> 00:00:27.640
And yes, and Bo, he's brave. He's bold. Handsome.

00:00:27.920 --> 00:00:30.260
And then a little touch of that gray, which years

00:00:30.260 --> 00:00:33.560
ago, men would go into the store to make themselves

00:00:33.560 --> 00:00:36.740
a little gray to look distinguished. So is that

00:00:36.740 --> 00:00:40.380
real or out of a bottle? But it's real because

00:00:40.380 --> 00:00:41.920
I actually went to the store to take it off.

00:00:42.619 --> 00:00:44.659
So I decided it was too much work. So I left

00:00:44.659 --> 00:00:47.140
it alone and it started growing naturally. It's

00:00:47.140 --> 00:00:49.880
handsome. I would not touch that gray. I have

00:00:49.880 --> 00:00:51.939
to, but we'll forget about that. Oh, right. You

00:00:51.939 --> 00:00:53.460
have to introduce yourself because you know I

00:00:53.460 --> 00:00:56.590
don't know anything about you. Sure. Hello, everyone.

00:00:56.729 --> 00:00:59.049
My name is Janae Wright. I am the founder and

00:00:59.049 --> 00:01:01.130
CEO of a company called Primus Business Management.

00:01:01.609 --> 00:01:04.670
We are a consulting firm with over 23 years experience

00:01:04.670 --> 00:01:06.670
working with small businesses and nonprofits.

00:01:06.769 --> 00:01:09.750
And we specialize in their back office services,

00:01:10.209 --> 00:01:12.930
doing all their accounting, human resource management,

00:01:13.329 --> 00:01:15.390
and providing operational administrative support

00:01:15.390 --> 00:01:18.269
to them. And the goal is always about how do

00:01:18.269 --> 00:01:22.459
we give the CEOs back more time to focus on their

00:01:22.459 --> 00:01:25.719
company and not worry about all the business

00:01:25.719 --> 00:01:28.200
ethics stuff that needs to be done for every

00:01:28.200 --> 00:01:32.719
company. I love that. First of all, to be honest

00:01:32.719 --> 00:01:34.319
with you, when I'm looking just like really quickly

00:01:34.319 --> 00:01:36.959
at your logo, I'm thinking your financial wealth,

00:01:37.000 --> 00:01:39.510
but you're completely not. Well, I mean, we do

00:01:39.510 --> 00:01:44.049
accounting and financial management for businesses,

00:01:44.409 --> 00:01:46.569
but we also put into HR and everything else because

00:01:46.569 --> 00:01:48.849
we realized there's a really interesting connection

00:01:48.849 --> 00:01:51.150
between those three aspects of a business and

00:01:51.150 --> 00:01:52.849
things that people really don't want to do all

00:01:52.849 --> 00:01:54.829
the time. So that's what we prefer to do. So

00:01:54.829 --> 00:01:56.829
we bring them together into one organization.

00:01:57.950 --> 00:02:03.510
360. Yes, I love that. Okay, so I so last like

00:02:03.510 --> 00:02:05.390
week or so I've been doing this I have had about

00:02:05.390 --> 00:02:09.009
300 episodes. I have been really enjoying going

00:02:09.009 --> 00:02:12.090
into the website. So may I go to your website?

00:02:12.310 --> 00:02:14.469
Yes, please. Okay, so I'm going to present it

00:02:14.469 --> 00:02:16.389
because I don't know just like going through

00:02:16.389 --> 00:02:20.610
it just gives me joy and then any questions and

00:02:20.610 --> 00:02:23.069
we could talk about what you're doing because

00:02:23.069 --> 00:02:25.810
obviously I know prep. Okay, so here I like the

00:02:25.810 --> 00:02:28.349
logo by the way. I like the logo. Wait, what

00:02:28.349 --> 00:02:31.610
does it stand for? Tell me about the wording,

00:02:31.789 --> 00:02:34.430
the name, and where did it come from? Sure. So

00:02:34.430 --> 00:02:38.189
Primus means first. And the goal that we created

00:02:38.189 --> 00:02:41.009
when we started this company was small businesses,

00:02:41.889 --> 00:02:43.949
nonprofit business owners need help. And we want

00:02:43.949 --> 00:02:45.849
to be that first place that they go to to get

00:02:45.849 --> 00:02:49.629
that help. OK, I love that. I didn't know that

00:02:49.629 --> 00:02:51.750
word C, so I'm learning things too. I love that.

00:02:52.110 --> 00:02:54.150
All right, look at this transforming challenges

00:02:54.150 --> 00:02:56.530
into wins. What are some of the challenges that

00:02:56.530 --> 00:03:00.189
you see? So from the accounting side, you know,

00:03:00.229 --> 00:03:04.430
right now, with the idea that we might be heading

00:03:04.430 --> 00:03:06.969
to a recession and all the tariffs and everything

00:03:06.969 --> 00:03:09.610
else, there's a lot of financial pressure on

00:03:09.610 --> 00:03:12.409
businesses, right? Some people are not making

00:03:12.409 --> 00:03:14.650
their budget. Some people are not bringing the

00:03:14.650 --> 00:03:16.189
revenue level they thought they were gonna bring

00:03:16.189 --> 00:03:18.770
in or expenses have gone really high. So on the

00:03:18.770 --> 00:03:20.810
accounting side and the management side, it's

00:03:20.810 --> 00:03:24.250
really about taking those challenges, figuring

00:03:24.250 --> 00:03:27.729
out strategies and game plan and looking towards

00:03:27.729 --> 00:03:29.810
the future. I mean, right now, I'm talking to

00:03:29.810 --> 00:03:33.569
my clients about 2026. If we look at 2025, we

00:03:33.569 --> 00:03:34.909
know what's going to happen here. Let's start

00:03:34.909 --> 00:03:37.270
figuring out what we can do with 2026. On the

00:03:37.270 --> 00:03:39.389
HR side, right now it's hard to hire people.

00:03:40.229 --> 00:03:42.729
There's a lot of people who are looking for jobs,

00:03:42.750 --> 00:03:44.210
but looking for that perfect job. So they're

00:03:44.210 --> 00:03:46.830
jumping to different places. And unless you have

00:03:46.830 --> 00:03:49.949
the perfect game plan for bringing people into

00:03:49.949 --> 00:03:52.250
your organization, keeping them, retaining them,

00:03:52.250 --> 00:03:53.889
and making sure they're happy, you're going to

00:03:53.889 --> 00:03:56.069
have a hard time keeping and holding on to staff.

00:03:56.189 --> 00:03:58.150
So for us, those are the kind of challenges we

00:03:58.150 --> 00:04:00.110
are looking at for a lot of business owners right

00:04:00.110 --> 00:04:03.090
now. And the idea that we can help them get to

00:04:03.090 --> 00:04:05.909
a point where those challenges are manageable

00:04:05.909 --> 00:04:10.530
is what we're doing. So, Janay, if we say history

00:04:10.530 --> 00:04:14.349
repeats itself, when in the past did we have

00:04:14.349 --> 00:04:19.470
such trouble with hiring and kind of like these

00:04:19.470 --> 00:04:23.269
employment issues? Can you recall when this was

00:04:23.269 --> 00:04:25.790
a challenge before? I mean, it's cyclical. It

00:04:25.790 --> 00:04:29.050
happens every couple of years, right? It's years

00:04:29.050 --> 00:04:31.629
where there's a large population coming out of

00:04:31.629 --> 00:04:34.029
college, years where there's a large population

00:04:34.029 --> 00:04:38.170
retiring, years where expenses have escalated

00:04:38.170 --> 00:04:42.970
at a rate that was way higher than salaries.

00:04:43.410 --> 00:04:45.550
These are all situations that can happen over

00:04:45.550 --> 00:04:47.529
and over again. And so regardless of the administration,

00:04:48.110 --> 00:04:50.519
regardless of the timing, anytime there's something

00:04:50.519 --> 00:04:53.519
in the economy, AI is going to be another one

00:04:53.519 --> 00:04:55.620
of those situations that's going to cause those

00:04:55.620 --> 00:04:57.879
headaches. But anytime there's a situation where

00:04:57.879 --> 00:05:01.019
there's a challenge in the economy and there's

00:05:01.019 --> 00:05:04.459
a change of a lot of people moving, it's going

00:05:04.459 --> 00:05:07.420
to cause issues when it comes to hiring. Specific

00:05:07.420 --> 00:05:12.720
times, I mean, you're thinking back to the Wall

00:05:12.720 --> 00:05:16.560
Street crashes and the the housing market issues.

00:05:16.639 --> 00:05:18.639
Those are all times where all these issues usually

00:05:18.639 --> 00:05:22.360
happen. It's interesting. So I have a 19 -year

00:05:22.360 --> 00:05:25.060
-old daughter. So I've noticed like her age like

00:05:25.060 --> 00:05:30.439
19 to let's say 24, 25, and even some of my sons.

00:05:30.879 --> 00:05:36.420
who are 42, 36, and 30, they've all finally embraced

00:05:36.420 --> 00:05:38.819
AI. But I really had to push them. I had to show

00:05:38.819 --> 00:05:41.259
them, you guys, stop being afraid. But I noticed

00:05:41.259 --> 00:05:44.079
my daughter and her generation are like, oh,

00:05:44.120 --> 00:05:46.600
no, we'll never use AI. And it's not authentic.

00:05:46.980 --> 00:05:50.019
And they don't seem to be understanding the importance

00:05:50.019 --> 00:05:55.259
of it. So people talk about this generally. the

00:05:55.259 --> 00:05:57.160
generation that we have now, like coming out

00:05:57.160 --> 00:06:01.060
of college is more entitled, but I find the generation

00:06:01.060 --> 00:06:04.339
that we have now, they want, I guess you're really

00:06:04.339 --> 00:06:06.100
right, they want to do exactly what makes them

00:06:06.100 --> 00:06:11.139
happy, what they could do. Are they getting those

00:06:11.139 --> 00:06:15.480
jobs or are they okay just being unemployed until

00:06:15.480 --> 00:06:19.680
they find the work? I mean, from what I'm noticing,

00:06:21.339 --> 00:06:23.699
You know, you don't like to generalize, right?

00:06:23.779 --> 00:06:26.220
So there are people within every generation that,

00:06:26.279 --> 00:06:27.920
you know, there's people in our generation that

00:06:27.920 --> 00:06:29.300
didn't want to work or didn't want to do anything,

00:06:29.680 --> 00:06:31.339
right? So there are people in generations who's

00:06:31.339 --> 00:06:32.939
going to be the same exact way, where they're

00:06:32.939 --> 00:06:35.439
looking for the specific job, the specific situation,

00:06:35.500 --> 00:06:38.459
and they're staying home with parents more because,

00:06:38.680 --> 00:06:40.639
honestly, people can't afford to rent, they can't

00:06:40.639 --> 00:06:42.360
afford to buy houses, so they're staying home

00:06:42.360 --> 00:06:44.779
with parents, which means that the necessity

00:06:44.779 --> 00:06:49.279
of getting a job is not as burdensome for us

00:06:49.279 --> 00:06:50.740
when we left college because we need a job to

00:06:50.740 --> 00:06:52.240
get our house, we need to get our own apartment,

00:06:52.620 --> 00:06:54.300
we get our own things. So now that you can stay

00:06:54.300 --> 00:06:56.339
home, you can stay on your parents' health insurance

00:06:56.339 --> 00:06:59.319
until like 25, 26, all these things are really,

00:07:00.160 --> 00:07:02.019
a lot of people are staying home a lot longer

00:07:02.019 --> 00:07:05.019
for those reasons. But the jobs are there for

00:07:05.019 --> 00:07:06.639
them, right? There's people out there who are

00:07:06.639 --> 00:07:11.180
looking to hire. I mean, the amount of job notices

00:07:11.180 --> 00:07:14.389
that's out there is a lot. But they're going

00:07:14.389 --> 00:07:17.470
to have to work, right? It's not a cookie cutter

00:07:17.470 --> 00:07:19.350
job. It's not going to be easy. They're going

00:07:19.350 --> 00:07:21.089
to work nine to five. They're going to have to

00:07:21.089 --> 00:07:23.790
work. And as a business owner looking for employees,

00:07:24.290 --> 00:07:26.750
I'm falling at the same rail where I can't find

00:07:26.750 --> 00:07:30.509
the right person and keep them because of, you

00:07:30.509 --> 00:07:33.290
know, I work in a consulting firm. Everybody

00:07:33.290 --> 00:07:36.569
knows it's a high -priced situation. And it becomes

00:07:36.569 --> 00:07:38.810
a really hard thing to find people who are going

00:07:38.810 --> 00:07:40.610
to put in the kind of effort that needs to be

00:07:40.610 --> 00:07:43.899
put in. Yeah, really really interesting David

00:07:43.899 --> 00:07:47.920
Meltzer who I love he said if you if if you love

00:07:47.920 --> 00:07:51.339
what you do Then learn to love the things you

00:07:51.339 --> 00:07:56.240
don't love to do It's not if you love what you

00:07:56.240 --> 00:07:59.180
do, then you never work a day in your life. He's

00:07:59.180 --> 00:08:01.860
like, no, you do work, you're working. Don't

00:08:01.860 --> 00:08:04.199
separate that, but you have to learn. But ever

00:08:04.199 --> 00:08:07.180
since I heard that advice in February at CreativeCon

00:08:07.180 --> 00:08:10.180
in Chicago, I'm like, yes, that is really very,

00:08:10.180 --> 00:08:13.060
very true. All right, let's go look through everything

00:08:13.060 --> 00:08:17.930
because I'm just loving this. Okay. So wow, wow.

00:08:18.329 --> 00:08:20.970
So 72 % of businesses claim that outsourcing

00:08:20.970 --> 00:08:24.649
accounting improves their ability to scale. That

00:08:24.649 --> 00:08:28.829
makes sense, actually. But can you explain why?

00:08:29.970 --> 00:08:32.590
Well, one reason is economies of scale, right?

00:08:32.950 --> 00:08:35.830
You are reducing the cost to your organization

00:08:35.830 --> 00:08:38.309
while increasing the knowledge base in your organization.

00:08:39.389 --> 00:08:41.889
Outsourcing shouldn't just be, I'm finding something

00:08:41.889 --> 00:08:44.250
cheaper. It should be, I'm reducing costs, but

00:08:44.250 --> 00:08:48.129
I'm also getting a higher level of information

00:08:48.129 --> 00:08:51.409
or knowledge base. So like my firm, the cost

00:08:51.409 --> 00:08:53.009
to us is probably the same cost as you hiring

00:08:53.009 --> 00:08:55.590
one person, but you're getting a CFO, you're

00:08:55.590 --> 00:08:58.370
getting a controller, you're getting junior accountants.

00:08:58.570 --> 00:08:59.990
So the amount of people that's working in your

00:08:59.990 --> 00:09:03.220
company on your company is a lot higher. So when

00:09:03.220 --> 00:09:05.120
people start to realize that, they start to realize

00:09:05.120 --> 00:09:07.259
that they're saving a lot of money and they'll

00:09:07.259 --> 00:09:08.919
be able to take that funds that they're saving

00:09:08.919 --> 00:09:11.059
and put it towards product or put it towards

00:09:11.059 --> 00:09:13.600
services to increase the benefit of their organization,

00:09:14.000 --> 00:09:16.299
hence helping it scale as quickly as possible.

00:09:17.059 --> 00:09:20.259
I love that. I totally get it. But how does a

00:09:20.259 --> 00:09:24.879
company that's maybe new in business or their

00:09:24.879 --> 00:09:27.399
accountant that they've had, maybe internally

00:09:27.399 --> 00:09:30.679
they've had the person on their payroll or not.

00:09:30.960 --> 00:09:33.639
And now that person left, they just retired.

00:09:34.179 --> 00:09:36.820
And how do I vet company like yours? Like, what

00:09:36.820 --> 00:09:38.860
does that look like? Can you give some vetting

00:09:38.860 --> 00:09:41.860
tips for businesses so that they know what to

00:09:41.860 --> 00:09:44.019
ask for and how to find the right company that

00:09:44.019 --> 00:09:48.490
they can trust? Sure. So the first part that

00:09:48.490 --> 00:09:51.190
I think is having a connection with that person,

00:09:51.389 --> 00:09:53.470
right? When you're interviewing someone, it seems

00:09:53.470 --> 00:09:55.610
like interviewing somebody for a full -time position.

00:09:56.149 --> 00:09:57.409
This is somebody who's going to be working with

00:09:57.409 --> 00:09:58.750
somebody you have to trust, somebody that you

00:09:58.750 --> 00:10:00.990
have to get along with. So the first part is

00:10:00.990 --> 00:10:02.730
really having that connection with the person

00:10:02.730 --> 00:10:04.409
and trusting that that person can do the job.

00:10:05.040 --> 00:10:07.320
after that is looking at their experience, right?

00:10:07.320 --> 00:10:09.200
Looking at who they've worked with, looking at

00:10:09.200 --> 00:10:11.379
their resume, asking them for information that

00:10:11.379 --> 00:10:13.399
proves that they can do this job. And they have

00:10:13.399 --> 00:10:16.220
done it for not just company like yours, but

00:10:16.220 --> 00:10:18.159
companies bigger than you, companies who have

00:10:18.159 --> 00:10:20.340
been where you are and companies that are going

00:10:20.340 --> 00:10:22.600
where you want to go, right? So think about those

00:10:22.600 --> 00:10:25.419
as well, right? The future planning of the organization.

00:10:25.639 --> 00:10:28.039
Has this person, if I'm a $20 ,000 organization

00:10:28.039 --> 00:10:30.840
selling toys, has this person worked with organizations

00:10:30.840 --> 00:10:33.600
that's a million dollars? It has a month of staff

00:10:33.600 --> 00:10:35.759
that I want to have, or even have the experience

00:10:35.759 --> 00:10:38.820
in that industry. And that's the second part.

00:10:39.580 --> 00:10:44.799
The third part is usually just about the knowledge

00:10:44.799 --> 00:10:47.840
base, right? As I said before, it's like, how

00:10:47.840 --> 00:10:49.519
much information can this person bring to you?

00:10:49.740 --> 00:10:51.720
How much information can they help you with?

00:10:52.000 --> 00:10:53.259
Are they going to be a strategic partner, or

00:10:53.259 --> 00:10:54.360
is it going to be somebody who's going to send

00:10:54.360 --> 00:10:56.580
you a bill at the end of the month and really

00:10:56.580 --> 00:10:59.750
not understand your business as a whole? OK,

00:11:00.129 --> 00:11:04.590
then my next question would really be, what is

00:11:04.590 --> 00:11:09.649
the advantage? Can you share the advantage of

00:11:09.649 --> 00:11:13.210
outsourcing it than having that person on your

00:11:13.210 --> 00:11:17.169
payroll? Sure. The main advantage is usually

00:11:17.169 --> 00:11:22.309
cost, right? So a outsourced organization may

00:11:22.309 --> 00:11:25.370
cost you $36 ,000 to $45 ,000 a year. Let's say

00:11:25.370 --> 00:11:27.909
it's the exact same as hiring somebody, $45 ,000

00:11:27.909 --> 00:11:31.490
a year. For the outsourced organization, the

00:11:31.490 --> 00:11:34.129
cost stops there. It's $45 ,000 a year, it's

00:11:34.129 --> 00:11:37.070
flat. For a person internally, you also have

00:11:37.070 --> 00:11:39.289
to add on fringe benefits. Are you getting this

00:11:39.289 --> 00:11:42.169
person health insurance? Do you have to also

00:11:42.169 --> 00:11:43.990
pay taxes to the government for this person?

00:11:45.330 --> 00:11:47.509
Do they have time off? How much PTO time are

00:11:47.509 --> 00:11:49.090
you giving them a year? What's going to happen

00:11:49.090 --> 00:11:51.289
when they're not in the office? So these are

00:11:51.289 --> 00:11:53.190
all... financial things you need to think about

00:11:53.190 --> 00:11:55.509
when you're hiring internal, because it's not

00:11:55.509 --> 00:11:57.350
just the salary account amount you have to think

00:11:57.350 --> 00:11:59.070
about. You have to think about all the other

00:11:59.070 --> 00:12:00.610
ancillary costs that go along with this person,

00:12:00.789 --> 00:12:02.769
including getting them a computer, getting them

00:12:02.769 --> 00:12:04.830
an office, getting them a desk to work from.

00:12:05.210 --> 00:12:07.029
These are all things that add up into the cost

00:12:07.029 --> 00:12:10.850
of that person. What a consultant is like, whatever

00:12:10.850 --> 00:12:13.389
that rate that you and that person, you and that

00:12:13.389 --> 00:12:15.769
person in that company decides, that's the flat

00:12:15.769 --> 00:12:17.169
rate. And you should make sure that you have

00:12:17.169 --> 00:12:19.299
that. those contracts together to make sure that

00:12:19.299 --> 00:12:21.440
that is that factory is not an employee to you.

00:12:21.659 --> 00:12:24.139
The person has all the credentials and all the

00:12:24.139 --> 00:12:27.419
rights to be a consultant, but it is a one fat

00:12:27.419 --> 00:12:29.639
rate for your organization. I love that. I love

00:12:29.639 --> 00:12:32.919
that. Also less downtime. If I work for a company

00:12:32.919 --> 00:12:35.700
and then I leave, now you got to find someone

00:12:35.700 --> 00:12:38.000
else. You've got to go through, make sure like,

00:12:38.259 --> 00:12:41.500
so here you guys handle it. You do the onboarding

00:12:41.500 --> 00:12:43.200
and training of the new person and they come

00:12:43.200 --> 00:12:46.960
in. I likey that. Thank you. Okay, so that makes

00:12:46.960 --> 00:12:51.379
sense. Okay. And yeah, that makes okay, you guys

00:12:51.379 --> 00:12:53.840
get on the website. Trust the partners. I love

00:12:53.840 --> 00:12:55.799
it. I love it. Let's see. Okay, so we've got

00:12:55.799 --> 00:12:59.080
strategic consulting. So you're helping them.

00:12:59.240 --> 00:13:01.679
So who's doing the strategic? How many on your

00:13:01.679 --> 00:13:04.600
team for the strategic consulting? There's three

00:13:04.600 --> 00:13:08.779
on the team including myself. We are our job

00:13:08.779 --> 00:13:11.480
is really high level future planning, future

00:13:11.480 --> 00:13:14.740
thinking for the organization, looking at at

00:13:14.740 --> 00:13:16.779
organization dynamics and growth. So that's our

00:13:16.779 --> 00:13:21.259
job. Those three right there. Adiola is really

00:13:21.259 --> 00:13:24.960
a great people manager. Her ability to help organizations

00:13:24.960 --> 00:13:27.860
really develop on the HR side, develop on the

00:13:27.860 --> 00:13:30.779
people processing side is phenomenal. She has

00:13:30.779 --> 00:13:34.059
really become like this CEO coach where she really

00:13:34.059 --> 00:13:37.720
helps CEOs through tough conversations with employees

00:13:37.720 --> 00:13:40.659
and her ability to just do that work is phenomenal.

00:13:41.480 --> 00:13:45.620
And Crystal is an operational uh mastermind like

00:13:45.620 --> 00:13:48.059
understanding how to put things in place understanding

00:13:48.059 --> 00:13:51.039
how to write sops really are just really looking

00:13:51.039 --> 00:13:54.179
at the organization as a whole and helping us

00:13:54.179 --> 00:13:57.019
figure out how to move faster right and streamline

00:13:57.019 --> 00:13:59.100
things so so the three of us are the ones who

00:13:59.100 --> 00:14:01.799
really do most of that top line services oh i

00:14:01.799 --> 00:14:04.179
love it what's going on here why is everyone

00:14:04.179 --> 00:14:07.299
so good looking i got a problem with this i literally

00:14:07.299 --> 00:14:10.919
i don't understand i really don't understand

00:14:10.919 --> 00:14:13.970
okay so we have so we have courtney I love, I

00:14:13.970 --> 00:14:15.750
love this. Whoever had this idea, I think these

00:14:15.750 --> 00:14:19.289
are really fun. Oh, I'm loving this. And oh,

00:14:19.289 --> 00:14:21.309
I love that. Okay. Specializing back end support

00:14:21.309 --> 00:14:25.230
and process improvement. That's really needed.

00:14:26.250 --> 00:14:29.370
Processes are really okay. So Sharice, my parents

00:14:29.370 --> 00:14:31.970
growing up, my mom always said to me, the most

00:14:31.970 --> 00:14:35.870
important department in a business will always

00:14:35.870 --> 00:14:39.490
be accounting. Absolutely. Yeah. Patrice. Oh,

00:14:39.529 --> 00:14:42.470
so you really have a HR generalist. I'm going

00:14:42.470 --> 00:14:47.129
through each one. Oh, I love it. Cheeto? Yes.

00:14:47.190 --> 00:14:50.450
Cheeto's internal account marketing. Sunshine,

00:14:50.649 --> 00:14:52.909
a marketing assistant. Oh, I love that. Okay.

00:14:53.029 --> 00:14:54.730
So they both get to learn. Who are they learning

00:14:54.730 --> 00:14:58.549
from? So they work directly with me. With you?

00:14:58.809 --> 00:15:02.149
Yes. Oh my God, Cheeto and Sunshine, I want you

00:15:02.149 --> 00:15:04.210
to look at me right now. I'm gonna talk to you.

00:15:04.389 --> 00:15:06.929
You guys are very lucky. One of the best things

00:15:06.929 --> 00:15:10.690
in life is to have the ability to work with someone

00:15:10.690 --> 00:15:14.490
who is smart, like a brilliant mind that is willing

00:15:14.490 --> 00:15:16.990
to share it with you. So kudos to both of you.

00:15:17.149 --> 00:15:21.389
I hope you stay forever. Daisy, awesome. Daisy

00:15:21.389 --> 00:15:24.490
likes numbers. Yes, yes she does. You really

00:15:24.490 --> 00:15:29.850
have to, right? Danica, very nice. Oh, well,

00:15:29.850 --> 00:15:32.389
that's interesting. So she's an accountant, but

00:15:32.389 --> 00:15:35.490
specializes in management accounting. I don't

00:15:35.490 --> 00:15:37.070
even know what that really means, management

00:15:37.070 --> 00:15:39.789
accounting. So it's, when you think of accounting,

00:15:39.929 --> 00:15:41.809
it's usually thought of like, there's an accountant

00:15:41.809 --> 00:15:43.830
that people use for taxes, and there's an accountant

00:15:43.830 --> 00:15:45.750
that you use for growing a company. So you're

00:15:45.750 --> 00:15:48.350
thinking more along the line of futuristic growth,

00:15:48.830 --> 00:15:51.330
cashflow management, budgeting. So that's what

00:15:51.330 --> 00:15:54.129
she's really good at. Wow. Good for you, Danica.

00:15:54.599 --> 00:15:57.740
David, HR assistant, so he gets to learn too.

00:15:58.240 --> 00:16:02.820
Okay, that's amazing. Okay, Faith, a business

00:16:02.820 --> 00:16:06.720
assistant. Oh, I love how everyone, you really,

00:16:06.980 --> 00:16:08.759
I got a good feeling about this, because I like

00:16:08.759 --> 00:16:10.539
that you're describing what everyone is doing.

00:16:10.679 --> 00:16:12.379
So many people don't want to put it in writing.

00:16:13.100 --> 00:16:16.679
Mark, Mark is, Mark's smart, he's gonna. Boy,

00:16:16.759 --> 00:16:18.899
all of them are going to have an opportunity

00:16:18.899 --> 00:16:22.039
to really grow with the business. And I love

00:16:22.039 --> 00:16:25.899
that. Okay, and Jalen, eight years. Oh, she was

00:16:25.899 --> 00:16:29.720
a star when she was 12. She looks so young. I

00:16:29.720 --> 00:16:36.970
love it. And Jessica. Hi, my Jessica. Oh, I love

00:16:36.970 --> 00:16:39.690
that. I like that Jessica put what she likes

00:16:39.690 --> 00:16:42.409
to do outside of work. That is brilliant. All

00:16:42.409 --> 00:16:44.190
right, you got the oh, so you pay for triple

00:16:44.190 --> 00:16:47.549
BBB. That's interesting. Where are you located?

00:16:48.149 --> 00:16:50.250
We are looking so we are a completely virtual

00:16:50.250 --> 00:16:52.190
firms. Everyone knows people live in different

00:16:52.190 --> 00:16:54.590
parts of the country, but the main home is New

00:16:54.590 --> 00:16:57.330
York State, New York City. Nice, nice, nice,

00:16:57.330 --> 00:16:58.950
nice, nice, nice. Okay, so was I go with the

00:16:58.950 --> 00:17:00.970
about? Okay. Oh, I think I already went through

00:17:00.970 --> 00:17:02.750
that and the people, the focus area. Oh, here

00:17:02.750 --> 00:17:06.430
we go. Okay, so we've got administration, accounting,

00:17:07.289 --> 00:17:11.250
business strategy, and human resources. I love

00:17:11.250 --> 00:17:15.309
that it's all in one place. And then there's

00:17:15.309 --> 00:17:17.230
the services again, you guys. We went to the

00:17:17.230 --> 00:17:22.289
people and then here. Oh, is this... Is this

00:17:22.289 --> 00:17:25.150
more of a nonprofit supporting the development

00:17:25.150 --> 00:17:27.970
of Guyana? Tell me a little bit more about this.

00:17:28.329 --> 00:17:31.849
So I'm Guyanese. I was born in Guyana. I've been

00:17:31.849 --> 00:17:34.109
up here since I was about eight years old. But

00:17:34.109 --> 00:17:36.289
over the last maybe 10 years or so, I've been

00:17:36.289 --> 00:17:40.329
going back to Guyana more often. And where I

00:17:40.329 --> 00:17:43.190
was born is a small town. So I've been really

00:17:43.190 --> 00:17:45.609
using my skills and my knowledge really just

00:17:45.609 --> 00:17:49.390
to help grow and build out the business section

00:17:49.390 --> 00:17:52.849
that's already there. So I'm down there a lot

00:17:52.849 --> 00:17:54.710
more often. I'm doing a little bit more consulting

00:17:54.710 --> 00:17:57.930
work down there. I'm hiring staff. I'm training

00:17:57.930 --> 00:18:01.049
down there as well. I love that. All right. Can

00:18:01.049 --> 00:18:03.930
you share with us organizational behavior? That's

00:18:03.930 --> 00:18:05.630
an interesting term. And I just want to make

00:18:05.630 --> 00:18:07.950
sure everyone understands what that is. Sure.

00:18:08.069 --> 00:18:10.829
So one of the things that we talk about as an

00:18:10.829 --> 00:18:12.549
organization is this thing that we consider we

00:18:12.549 --> 00:18:15.309
call the three C's, right? So it's the three

00:18:15.309 --> 00:18:19.849
C's is compliance, culture, and consistency.

00:18:20.399 --> 00:18:22.500
So when we talk about organization behavior,

00:18:22.640 --> 00:18:24.259
it's like, how does your organization operate?

00:18:24.599 --> 00:18:26.640
And how do we use that three Cs to help it operate?

00:18:27.119 --> 00:18:29.059
So when we walk into organization for the first

00:18:29.059 --> 00:18:30.980
time, the first thing we're looking for is to

00:18:30.980 --> 00:18:33.660
make sure they're in no issues, so compliance

00:18:33.660 --> 00:18:35.759
-wise. We check all compliance issues. We make

00:18:35.759 --> 00:18:38.640
sure that's working very smoothly. The second

00:18:38.640 --> 00:18:40.380
one is culture. This is where the organization

00:18:40.380 --> 00:18:43.059
behavior comes into play pretty hard. So the

00:18:43.059 --> 00:18:45.180
culture organization on the accounting side is

00:18:45.180 --> 00:18:47.539
how do things move around, right? How does paperwork

00:18:47.539 --> 00:18:52.519
get signed? How does bills get paid? How does

00:18:52.519 --> 00:18:54.940
financial information flow? So who's talking

00:18:54.940 --> 00:18:57.059
to who, how things are working? So that behavior

00:18:57.059 --> 00:19:00.299
between each other and the team. On the HR side,

00:19:00.359 --> 00:19:02.480
while it does include that, it also includes

00:19:02.480 --> 00:19:05.809
the idea of like, Who are we working with? What

00:19:05.809 --> 00:19:08.609
is the value of the organization? How do we express

00:19:08.609 --> 00:19:11.329
the value of the organization in the parts of

00:19:11.329 --> 00:19:13.529
the organization, the hiring process, in the

00:19:13.529 --> 00:19:15.690
disciplinary process, in the promotional process?

00:19:16.130 --> 00:19:20.250
How do you create this uniform way of doing work?

00:19:20.380 --> 00:19:22.740
that makes everybody feel comfortable and secure

00:19:22.740 --> 00:19:25.079
in their job and not have to think that somebody

00:19:25.079 --> 00:19:27.160
is looking out for somebody else, or you're not

00:19:27.160 --> 00:19:29.079
in the group, or you're not in the in -crows,

00:19:29.180 --> 00:19:31.099
you're not getting these promotions. How do you

00:19:31.099 --> 00:19:34.440
create the kind of consistent workflows and culture

00:19:34.440 --> 00:19:36.619
in organization to ensure those kind of things

00:19:36.619 --> 00:19:40.119
don't happen? And the last part is the consistency

00:19:40.119 --> 00:19:42.599
part. And it's very straightforward. We do the

00:19:42.599 --> 00:19:45.529
same thing the same way. over and over again

00:19:45.529 --> 00:19:47.630
so that way everybody feels really confident

00:19:47.630 --> 00:19:49.509
of that they know what their job is they know

00:19:49.509 --> 00:19:51.829
what they're supposed to be doing there's no

00:19:51.829 --> 00:19:54.390
there's no ambiguity in any part of it because

00:19:54.390 --> 00:19:56.890
we've developed these systems in place to ensure

00:19:56.890 --> 00:19:58.930
that this organization is really moving really

00:19:58.930 --> 00:20:02.869
smoothly how long have you been in business 23

00:20:02.869 --> 00:20:09.390
years wait what 23 i started i started this company

00:20:09.390 --> 00:20:12.809
in 2002 so did you have a business or did you

00:20:12.809 --> 00:20:16.750
start remotely No, I had a business. We had a

00:20:16.750 --> 00:20:21.349
brick and mortar. We were a brick and mortar

00:20:21.349 --> 00:20:24.009
for about, of those 23 years, we were a brick

00:20:24.009 --> 00:20:26.509
and mortar for about five years. It started as

00:20:26.509 --> 00:20:29.910
a purely remote organization. I usually, in most

00:20:29.910 --> 00:20:33.410
cases, we would be in our clients' offices and

00:20:33.410 --> 00:20:35.670
move around that way than have our own office.

00:20:36.089 --> 00:20:38.130
As we started to grow, I developed a brick and

00:20:38.130 --> 00:20:40.670
mortar because I felt like I wanted to do more

00:20:40.670 --> 00:20:43.069
training of my staff and have them with me. But

00:20:43.069 --> 00:20:45.589
then COVID hit. And we went right back to virtual.

00:20:46.349 --> 00:20:49.490
And in this day and age, because of COVID, the

00:20:49.490 --> 00:20:51.450
level of technology has increased, right? The

00:20:51.450 --> 00:20:54.410
level of video conferencing has gotten such a

00:20:54.410 --> 00:20:56.190
great level that we realize we don't need to

00:20:56.190 --> 00:20:58.769
be brick and mortar. We can completely be virtual

00:20:58.769 --> 00:21:01.910
and still do a lot more work than we were doing

00:21:01.910 --> 00:21:04.269
before. Because one of the things I spoke to

00:21:04.269 --> 00:21:06.069
one of my clients about before is, if you think

00:21:06.069 --> 00:21:08.289
about it, if me, you had a 12 o 'clock meeting

00:21:08.289 --> 00:21:10.329
and my office is an hour away from you, that

00:21:10.329 --> 00:21:13.450
means I have to leave my office by 11 o 'clock.

00:21:13.609 --> 00:21:16.349
come to you by 12, sit with you for an hour,

00:21:16.730 --> 00:21:18.549
then travel back to my office. That's like four

00:21:18.549 --> 00:21:21.049
hours of time that I have to be either traveling

00:21:21.049 --> 00:21:23.250
or talking. Now I could jump on a call with you

00:21:23.250 --> 00:21:26.430
for 15 minute conversation because it's much

00:21:26.430 --> 00:21:29.450
quicker and easier. I could have 10 more conversations

00:21:29.450 --> 00:21:32.150
in a day than I could when I was going to people's

00:21:32.150 --> 00:21:35.329
offices because I had a brick and mortar. Interesting,

00:21:35.450 --> 00:21:37.970
20, but congratulations. So you've been the face

00:21:37.970 --> 00:21:42.829
of your own business for 23 years. So for the

00:21:42.829 --> 00:21:47.130
clients that have had Janae for like 20 years

00:21:47.130 --> 00:21:50.509
ago, call me and tell me about his beard. Did

00:21:50.509 --> 00:21:52.769
he have any gray back then? No, I love that.

00:21:52.890 --> 00:21:55.089
I think that that's a big deal because I know

00:21:55.089 --> 00:21:57.049
that if I was going to be vetting, that would

00:21:57.049 --> 00:22:00.910
be really high on the list, that 23 years. Oh

00:22:00.910 --> 00:22:02.849
my gosh. Do you have any plans for your 25th

00:22:02.849 --> 00:22:06.079
anniversary? You know, no, I haven't thought

00:22:06.079 --> 00:22:08.640
about it. I should do something. Oh, my gosh.

00:22:09.700 --> 00:22:12.880
Two years from now. Yeah. I have a I should have

00:22:12.880 --> 00:22:15.579
a blowout for the 25th anniversary. You should

00:22:15.579 --> 00:22:17.539
definitely do something like no matter what you

00:22:17.539 --> 00:22:19.259
decide to do, you should definitely do something.

00:22:19.420 --> 00:22:21.579
That's huge. That's huge. All right. So I love

00:22:21.579 --> 00:22:24.519
I love all of this. And then I want to just go

00:22:24.519 --> 00:22:27.680
to the blog. I love reading people's blogs. Oh,

00:22:27.839 --> 00:22:30.349
guys, look, look, look, look, look, look. Like,

00:22:30.609 --> 00:22:32.289
I like that. You don't have to put dates on your

00:22:32.289 --> 00:22:34.970
blog, by the way. You can remove them. I always

00:22:34.970 --> 00:22:37.369
think, you know, but I love this. I love that

00:22:37.369 --> 00:22:39.829
you're keeping it up. It's not like, you know,

00:22:39.950 --> 00:22:45.509
2013. No, that's great. Solving nonprofit workforce.

00:22:45.750 --> 00:22:48.809
Okay. And you're using that, the three C's. Nonprofits

00:22:48.809 --> 00:22:51.470
can cut their costs, enhancing that. Oh, I like

00:22:51.470 --> 00:22:54.049
this a lot. Small, mighty, and structured. The

00:22:54.049 --> 00:22:57.230
power of organizational store. Oh, this is great.

00:22:58.170 --> 00:23:00.859
Oh. Wait, what's this one? Welcome back office

00:23:00.859 --> 00:23:04.160
trailblazers. Yes, we removed this when people

00:23:04.160 --> 00:23:07.779
were first going back to the office. We wanted

00:23:07.779 --> 00:23:09.420
to make a statement about it because it was definitely

00:23:09.420 --> 00:23:12.259
people were scared. People were nervous. So we

00:23:12.259 --> 00:23:13.640
wanted to make a statement about it and let's

00:23:13.640 --> 00:23:15.700
just put like, welcome back. A lot of people

00:23:15.700 --> 00:23:18.259
didn't go back to office in those years. I love

00:23:18.259 --> 00:23:21.299
that. I've always worked, not that I've always

00:23:21.299 --> 00:23:25.220
worked remotely, but about 15 years ago, I went

00:23:25.220 --> 00:23:29.000
remote and I haven't looked back. I worked for

00:23:29.000 --> 00:23:31.740
the family business, left, started my own business,

00:23:32.039 --> 00:23:34.400
and then, no, I really have to say, oh, no, I

00:23:34.400 --> 00:23:36.299
worked for American Cancer Society for almost

00:23:36.299 --> 00:23:38.920
a year. And that was going in the office, but

00:23:38.920 --> 00:23:41.539
it was weird to even say the word work because

00:23:41.539 --> 00:23:45.319
I loved every minute of it. I like stories, so

00:23:45.319 --> 00:23:47.180
I don't wanna end without, can you give us a

00:23:47.180 --> 00:23:49.000
story? And hold on, let me think for a second.

00:23:49.119 --> 00:23:52.049
I want a story. of, yeah, I think I'm going to

00:23:52.049 --> 00:23:55.670
go with the old Bori, but I like a story of a

00:23:55.670 --> 00:23:58.509
business that was struggling and had challenges

00:23:58.509 --> 00:24:01.690
called you up and you were able to turn it around.

00:24:03.609 --> 00:24:07.130
Sure. So, yes. I'm not going to say the name

00:24:07.130 --> 00:24:09.309
of the company, but a few years ago, I worked

00:24:09.309 --> 00:24:13.910
with the organization. Part of it was they received

00:24:13.910 --> 00:24:17.230
a large donation or large government grant, right?

00:24:17.250 --> 00:24:20.759
So they're what a billion dollar company and

00:24:20.759 --> 00:24:23.220
they received like, I think it was close to a

00:24:23.220 --> 00:24:25.160
$2 million grant from the government over like

00:24:25.160 --> 00:24:28.880
two or three years. They tried to do it themselves,

00:24:29.079 --> 00:24:31.440
they tried to manage the grant themselves, and

00:24:31.440 --> 00:24:34.019
they started getting themselves into issues of

00:24:34.019 --> 00:24:36.779
not being able to draw down the funds, not being

00:24:36.779 --> 00:24:39.420
able to hire the staff in time, and these systems

00:24:39.420 --> 00:24:42.759
were just not in place properly. So we started

00:24:42.759 --> 00:24:46.980
with sending in Adiola as the HR person to really

00:24:46.980 --> 00:24:49.519
help them streamline their hiring process. There

00:24:49.519 --> 00:24:55.019
was so much information in their job application

00:24:55.019 --> 00:24:57.299
that I think that by itself was called people

00:24:57.299 --> 00:25:00.240
not to want to get hired by them. It was a very

00:25:00.240 --> 00:25:03.920
long, almost two -page JD. And people were like,

00:25:03.960 --> 00:25:05.359
yeah, I don't want to do all this work for that

00:25:05.359 --> 00:25:08.420
money. So we started there. One of the first

00:25:08.420 --> 00:25:09.920
things Adiola was really good at going in the

00:25:09.920 --> 00:25:11.890
company and saying, so what's your value? What

00:25:11.890 --> 00:25:13.670
is it that you want to see? When people talk

00:25:13.670 --> 00:25:15.990
about you, what does she want to do? And once

00:25:15.990 --> 00:25:18.269
she starts having those conversations, we kind

00:25:18.269 --> 00:25:20.170
of whittle that job description down to really

00:25:20.170 --> 00:25:22.789
understand what they actually needed for that

00:25:22.789 --> 00:25:25.670
position. So that part went very well. We started

00:25:25.670 --> 00:25:27.890
hiring up. I think they hired close to about

00:25:27.890 --> 00:25:30.970
10 people within like a three or four month radius.

00:25:31.670 --> 00:25:34.890
We onboarded them. We designed that entire structure

00:25:34.890 --> 00:25:37.470
for them of onboarding, of making sure that was

00:25:37.470 --> 00:25:39.869
working well. Simultaneously, I was working with

00:25:39.869 --> 00:25:43.359
the accounting team. on developing, again, it's

00:25:43.359 --> 00:25:45.339
always about systems, but once you have the right

00:25:45.339 --> 00:25:48.119
protocols in place, things move smoother. So

00:25:48.119 --> 00:25:50.279
we read through all of their funding sources,

00:25:50.380 --> 00:25:52.400
we read through all of their information, and

00:25:52.400 --> 00:25:55.700
we kind of really created policies to help the

00:25:55.700 --> 00:25:58.500
money move, right? So they started bringing in

00:25:58.500 --> 00:26:00.500
funds. We started really reviewing some of the

00:26:00.500 --> 00:26:02.859
things. One of the things that we noticed was

00:26:02.859 --> 00:26:05.920
they had, so one of the ways they get paid is

00:26:05.920 --> 00:26:08.160
setting a very detailed list of information to

00:26:08.160 --> 00:26:09.910
the government. The government looks at this

00:26:09.910 --> 00:26:12.569
list and they'll pay you based on the list being

00:26:12.569 --> 00:26:15.109
correct. What the government doesn't do is say,

00:26:15.589 --> 00:26:18.869
hey, these three are wrong. So they just paid

00:26:18.869 --> 00:26:21.089
you the difference. So I started looking at the

00:26:21.089 --> 00:26:23.549
ones that are wrong. I started realizing it was

00:26:23.549 --> 00:26:26.430
like, oh, Adriana has an N in her name instead

00:26:26.430 --> 00:26:29.789
of an E. Let's fix that. So I went through maybe

00:26:29.789 --> 00:26:33.029
four or five booklets of that information and

00:26:33.029 --> 00:26:37.170
brought them back almost $200 ,000 worth of funding

00:26:37.170 --> 00:26:39.390
because of little mistakes like that. The wrong

00:26:39.390 --> 00:26:41.509
number is here. The address was off because the

00:26:41.509 --> 00:26:43.690
government was not telling them what was wrong

00:26:43.690 --> 00:26:45.690
or what's right to fix it. And nobody in the

00:26:45.690 --> 00:26:47.130
organization actually knew to go back and look

00:26:47.130 --> 00:26:49.650
at them and just redo the remittance. So the

00:26:49.650 --> 00:26:51.690
organization right now is really, they're running

00:26:51.690 --> 00:26:54.269
very smoothly. They're bringing in more money.

00:26:54.309 --> 00:26:57.210
They've raised a lot more funds because of the

00:26:57.210 --> 00:27:00.450
kind of focusing on what you like to do and leaving

00:27:00.450 --> 00:27:03.210
the backend stuff to us, able to focus on those

00:27:03.210 --> 00:27:05.470
funds, focus on the business, focus on those

00:27:05.470 --> 00:27:08.230
services, and really was able to grow to a different

00:27:08.230 --> 00:27:09.730
level. I think right now they're close to $5

00:27:09.730 --> 00:27:13.789
million and they're helping so many people. It's

00:27:13.789 --> 00:27:16.960
ridiculous. Oh, I love that story. I'll share

00:27:16.960 --> 00:27:19.180
a story with you. I was having a little bit of

00:27:19.180 --> 00:27:21.740
a toothache. So I took like some thread from

00:27:21.740 --> 00:27:24.339
my husband's sewing kit and I put it around and

00:27:24.339 --> 00:27:26.039
then I tied it to the door and then I closed

00:27:26.039 --> 00:27:29.119
the door really quickly. My tooth fell off and

00:27:29.119 --> 00:27:31.920
I put toilet paper into my mouth. And who needs

00:27:31.920 --> 00:27:36.259
a dentist? We're trying to say to everyone that's

00:27:36.259 --> 00:27:40.019
not true, I'm making that up. You know, if you

00:27:40.019 --> 00:27:41.980
need help, don't try to think you could do it

00:27:41.980 --> 00:27:46.519
yourself. Don't hire your child that just took

00:27:46.519 --> 00:27:50.059
two county classes. Oh, you've got two county

00:27:50.059 --> 00:27:52.799
classes as a freshman. Come on to work with me

00:27:52.799 --> 00:27:55.380
and help me. No, you guys, this is why we need

00:27:55.380 --> 00:27:58.759
experts, okay? I did not touch my tooth, nor

00:27:58.759 --> 00:28:00.920
would I, because I'm not an expert. I'm definitely

00:28:00.920 --> 00:28:03.819
not a dentist. I'm definitely not a doctor, though

00:28:03.819 --> 00:28:06.799
I played one. No, I didn't play any. I used to

00:28:06.799 --> 00:28:10.720
love Doogie Howser. But anyways, my point is,

00:28:10.920 --> 00:28:13.460
is that really, if you want to be successful,

00:28:13.519 --> 00:28:17.259
you have to make sure that you have partnerships

00:28:17.259 --> 00:28:20.680
and a collaboration. But with you, all of that's

00:28:20.680 --> 00:28:23.640
already built in. So it's like having your partnership

00:28:23.640 --> 00:28:27.019
and collaborators together under one roof that

00:28:27.019 --> 00:28:30.170
you could get. So I love this idea. So All of

00:28:30.170 --> 00:28:32.509
you just take this down. Go ahead right now.

00:28:32.569 --> 00:28:34.390
I just went through the website with you. The

00:28:34.390 --> 00:28:38.130
website's perfect. Everything is good. Call.

00:28:38.210 --> 00:28:41.910
Call. Call and look at these. A nice guy and

00:28:41.910 --> 00:28:44.210
he's experienced and he's seasoned because he's

00:28:44.210 --> 00:28:48.130
got gray hair. That means that he has been around

00:28:48.130 --> 00:28:51.829
for awhile, so I love that. Now you seem so lovely.

00:28:51.910 --> 00:28:54.210
There's something about you so so you're in.

00:28:54.269 --> 00:28:57.269
Where are you now? Like this exact moment home?

00:28:57.269 --> 00:28:59.670
I mean my my home office. We're in New York,

00:28:59.789 --> 00:29:02.670
the Lake City. Bounty Stream. So like on the

00:29:02.670 --> 00:29:04.309
outside, right on the outside of New York City,

00:29:04.509 --> 00:29:06.869
Bounty Stream, New York. Oh, is it closer to

00:29:06.869 --> 00:29:11.410
New Jersey or Connecticut? Connecticut. And do

00:29:11.410 --> 00:29:13.049
you like Connecticut? Because I'm a Connecticut

00:29:13.049 --> 00:29:14.769
girl. I'm born and raised, even though now I

00:29:14.769 --> 00:29:17.069
live in Tona Beach, yeah. No, I like Connecticut.

00:29:17.230 --> 00:29:18.430
I go there all the time. I have a lot of friends

00:29:18.430 --> 00:29:21.190
over there in Connecticut. Oh, go. Next time

00:29:21.190 --> 00:29:25.109
you are looking for something to do. Go to barkermuseum

00:29:25.109 --> 00:29:29.529
.com. My parents have a toy museum. 80 ,000 curated

00:29:29.529 --> 00:29:32.470
toys. Also, by the way, all the grounds are beautiful.

00:29:32.690 --> 00:29:35.829
So barkermuseum .com, a lot of fun. And Barker

00:29:35.829 --> 00:29:38.390
Animation Art Gallery, if you go to Foxwoods,

00:29:38.490 --> 00:29:41.109
go down the elevator and our store is right there,

00:29:41.109 --> 00:29:43.170
Animation Art. You'll get a kick out of that.

00:29:43.369 --> 00:29:45.890
So I love that. Yeah, I'm not familiar with where

00:29:45.890 --> 00:29:48.390
you are, but it's good to know. Are you like

00:29:48.390 --> 00:29:53.000
Danbury side or more like the Stratford? or West?

00:29:53.259 --> 00:29:55.539
Way, way closer to New York City. Like literally,

00:29:55.859 --> 00:29:58.579
I am next door to Queens. I can walk to Queens.

00:29:59.180 --> 00:30:01.240
What's the closest city in Connecticut, though?

00:30:01.440 --> 00:30:05.000
Is it? Um, well, it's so to get a click, I have

00:30:05.000 --> 00:30:07.799
to go north to the Bronx. So it's like I am a

00:30:07.799 --> 00:30:09.019
little bit closer to Connecticut because I'm

00:30:09.019 --> 00:30:11.619
just like right across the river from us. I'm

00:30:11.619 --> 00:30:13.940
not sure what city that is. I'm just curious.

00:30:14.000 --> 00:30:16.259
I love that. All right. Thank you so much. Is

00:30:16.259 --> 00:30:17.759
there any question I should have asked you that

00:30:17.759 --> 00:30:20.279
I did that? No, I love this conversation. This

00:30:20.279 --> 00:30:23.720
was awesome. Because we're talking about you.

00:30:23.740 --> 00:30:26.579
Of course you love the conversation. I loved

00:30:26.579 --> 00:30:29.180
all your staff that is around you. I think that

00:30:29.180 --> 00:30:30.779
that is great. It looks like you've hired some

00:30:30.779 --> 00:30:33.720
great people. Tell them that they are on a podcast.

00:30:36.359 --> 00:30:39.339
But thank you so much for your time. I love this.

00:30:39.519 --> 00:30:41.859
This will be turned into a podcast in just a

00:30:41.859 --> 00:30:44.960
couple of weeks. And I am going to follow you.

00:30:45.019 --> 00:30:46.460
You're on LinkedIn? Oh, let me find you LinkedIn.

00:30:46.660 --> 00:30:49.400
You are? Okay. I'm going to follow you and I

00:30:49.400 --> 00:30:52.450
look forward to I look forward to just sharing

00:30:52.450 --> 00:30:55.230
all your information. The blogs that you're writing,

00:30:55.430 --> 00:30:57.609
are you putting them on LinkedIn too? I do, yeah.

00:30:57.930 --> 00:31:00.349
I do different articles for LinkedIn that I do

00:31:00.349 --> 00:31:02.470
on my blog. But I'm starting to realize I'm going

00:31:02.470 --> 00:31:05.069
to do both of them. Yes, you can. Let me tell

00:31:05.069 --> 00:31:08.029
you, you can. You do not get like with Google,

00:31:08.150 --> 00:31:09.769
they say you can't have it in two places. But

00:31:09.769 --> 00:31:13.140
LinkedIn? you could do that. Or you could have

00:31:13.140 --> 00:31:15.140
part of the article and then bring it to your

00:31:15.140 --> 00:31:17.059
website if you want the benefits. That's what

00:31:17.059 --> 00:31:19.400
I would do. So all right, good. So you'll see

00:31:19.400 --> 00:31:21.680
me. Thank you so much. Have a great Memorial

00:31:21.680 --> 00:31:24.700
Day weekend, too. Oh, sorry that it's cold up

00:31:24.700 --> 00:31:26.839
there. I feel bad because it's 85 degrees here

00:31:26.839 --> 00:31:28.940
and really, really sunny. But I don't want to

00:31:28.940 --> 00:31:30.000
tell you that because I don't want you to get

00:31:30.000 --> 00:31:35.000
mad at me. Yeah, today is 40 degrees. I was reading

00:31:35.000 --> 00:31:38.319
about that, the cold front. My son and his family,

00:31:38.519 --> 00:31:42.019
they're married in Connecticut. So I know you

00:31:42.019 --> 00:31:46.200
guys are cold. All right, have a great rest of

00:31:46.200 --> 00:31:48.920
the day, and have a great weekend. Thank you.

00:31:49.359 --> 00:31:51.279
Bye -bye. Bye -bye.