The Science Behind Build My Team's Candidate Assessment

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and then it goes into smile hello everyone another

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episode of no prep needed which means i did zero

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work zero i have no idea who dr michael neal

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is i know we and we were supposed to meet last

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week and we we didn't probably my fault i feel

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bad but okay let me tell you what i do know he's

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bold he's brave and he's bald he's got the he's

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a triple b i mean we don't get a lot of hair

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oh you do Well, we do, we do. But handsome is

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can be and be for build my team. So who are you?

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You have to introduce yourself because I don't

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know who you are. What an introduction. That's

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tough to follow. So I'm a I'm an entrepreneur

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trapped inside an eye doctor's body. That's who

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I am. I founded a company called build my team

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that's designed to solve hiring problems for

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small businesses. And I currently practice in

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an eye care practice in Holly, Pennsylvania in

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the middle of nowhere in Northeastern PA. Wow.

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Oh, while I ask you, can you just, I'm kidding

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you. I'm kidding you. We used to have an eye

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doctor. My parents, you know, they were older,

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but we used to have an eye doctor in their building.

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And my dad was like, I used to say, dad, stop

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asking him so many questions. He doesn't, just

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cause he's an eye doctor doesn't mean he's going

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to work on you for free. I mean, really. So,

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okay. So I, so you still have your practice,

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but is this what you learned with your own practice

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about building your team? This whole thing came

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about because we were having massive, continuous,

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ridiculous hiring problems, one after another

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after another. And I looked at how other companies

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were doing it, figuring there has to be a better

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way, of course. And the other companies weren't

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hiring the same way. We were there essentially

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doing it the opposite way. I studied how they

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were doing it, created systems and processes

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around it. it worked pretty well for our practice.

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And then some friends wanted me to do it for

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them and we automated it. And now the whole thing

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is about a 15 minute experience for candidates.

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It's all done from their cell phone. And by the

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time they're done, we know essentially better

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than they do what their natural strengths and

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talents are. And that's how we fit them into

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positions. What that turned into was essentially

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me trying to solve my problem. And now we're

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doing in over 40 states for all kinds of businesses.

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Oh, so you didn't just like say, Oh, I should

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just go in the apt aptition, right? Is it the

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optometrist? Yeah, we started there. And it just

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grew. We're in over 10 different health care

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practice, health care types of practice, different

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fields in the profession. And we've got clients

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from over 40 states now. Wow. I mean, you know,

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I have a lot of questions. So if I ask you something

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that you're not allowed to tell me or if it's

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like the juicy part that, um, of course I'll

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answer then. Okay. Okay. Okay. So first I love

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that. Think about things differently. Is that,

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that's your tagline? Uh, well, better people

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faster. That's what the company does. But as

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far as, um, you know, visual podcasts and stuff,

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we have to think about things differently because

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the traditional way of hiring flat out doesn't

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work. Okay, so let's start there because this

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is where I'm curious. First of all, are we talking

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before COVID or after COVID? Just so I have an

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understanding. Yeah, we start in 2018. Oh, and

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even back then. So what kind of challenges were

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you having with finding staff? They're the same

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challenges they are now. They're just harder

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now post COVID. But the challenges are that when

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you're looking for administrative and clerical

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people, which is what we focus on, managers as

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well. Most of the time their resumes don't tell

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you what they're good at. When I say most of

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the time, like virtually never, a resume as a

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document is a work history, nothing more. It

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doesn't talk to you about what they're good at.

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And we can all agree that virtually all resumes

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are made up, cooked up, embellished, you name

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it. Using those as a source of truth about what

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the candidate's good at is, well, yeah, it's

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just, you do it because you have no alternative.

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That's the only reason. OK, so so you're bringing

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someone in because I mean, talk about a little

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bit about the cost of bringing someone in that

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you do think, OK, this person fits all the bill

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and then you hire them. You start training them

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and you're saying goodbye to them. And what does

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that look like? Yeah, so that cycle for a small

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business runs like there's all kinds of numbers

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on this. They go up to 50 ,000 or higher. Generally,

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I think for a small business, you're looking

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at anywhere between 10 to 15 ,000 bucks is what

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it costs. That's an aggregate number from what

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the data says. And it's not any lower than that.

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Anybody who's been in a hiring cycle will know

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that. So it is extremely expensive to hire, not

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work out, and then have to let the person go.

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However, that's the cheapest part. The real issue

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comes where you're not growing your business.

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you as the founder or the owner have to focus

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all this time on these candidates that aren't

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working out. And instead of spending that time

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with clients, you know, building revenue, different

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sales funnels, whatever it might be, none of

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that stuff occurs because all you're doing is

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trying to cope with the wrong hires. I have so

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many questions. One of the first questions I'm

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thinking is what is like, so back in 2018, like

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I would think a resume would be something that

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someone actually wrote themselves or maybe hired

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someone to give them a good resume. But in 2024,

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25, it could be a chat GPT that does make them

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look like amazing and they fit the bill exactly

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what the description is. So what was going on?

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Like what is that the big difference right now

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when it comes to just starting with looking at

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a resume? Well, if you're using the resume hiring

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method, you're not going to get very far. That's

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why the problems are harder. We hear it from

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all small businesses. There aren't enough good

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people out there. That's one of the things we

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hear. Well, it's because you're looking in the

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wrong way. The people are out there. We do this

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all the time around the country. They're there,

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but you have to look differently. You have to

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think differently. And the way that our system

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does this is we don't use resumes until the very,

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very end of our process. We will tell you as

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a client of ours if the person can do the job

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or not with 97 % certainty without looking at

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a resume. Oh My gosh, I love this. Okay. So can

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you tell me what was going right? back in the

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day when people were able to hire a little, like,

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you know, I think of my parents, they would go

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to the grocery store, see the girl working, go,

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oh my God, she'd be perfect. Ask her to work

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and she'd stay for like 35 years. So something

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was working right. So what was working right

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before we go into what's not working? Unemployment

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was high. Oh, okay. So people just... I don't

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think it was anything much more than that. People

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needed jobs and unemployment was high. Now, What

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COVID did was try and convince a gazillion Americans

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that they can earn a living from their couch,

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because they did for a while. Now, regardless

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of any positioning on that, that is simply factual.

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And there are a whole bunch of people in the

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workforce who don't want to be in the traditional

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workforce. They don't want to show up for work.

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They love PJ work, wearing their pajamas on the

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couch. And I'm not begrudging them, but a massive

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amount of the workforce was removed because PJs

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are superior to showing up for work for those

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people. And the other thing is that a lot of

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senior or older employees and candidates, they

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just decided to leave the job market and retire.

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So you essentially have a massive contraction

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of the workforce, especially for entry level

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positions like clerical and administration, that

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type of thing. Okay, so this I am just like so

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fascinated with this. Okay, so now the new style

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what you're actually doing So you found the challenges.

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Yeah, I mean how it's an awful thing. I had a

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guy ghost me Just never showed up. I had a retail

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store So I did get a taste of that and to understand

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how difficult it was and I do want to say because

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I want to talk about this Afterwards, so if you

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can remember because I take no notes But I do

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want to say that as a person that was hiring

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through LinkedIn and indeed I would like a little

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like badge that said, I l and I told you right

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away interview you or not, I n I let them know

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immediati understand being on the ot and I wanted

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to make sure them. I thought that was as much

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as employers have the biggest one I hear from

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nobody's getting back to. things can you share

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with like you have to get the book everyone there's

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a book or the process what are we what are we

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selling today just so i have that first oh it's

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easy you go to build my team .com and schedule

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a consultation and our our team members will

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talk with you about how they can help your hiring

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process the the the thing about what we do that's

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completely different from what a lot of small

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business owners are used to is that we focus

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entirely on natural strengths and talents so

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follow me on this one if you're running a small

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business and you're hiring people you don't you

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know all you do is you take their word for what

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they're good at right now think about this they

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want money they need a paycheck you have no idea

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how desperate they are they might come across

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as cool calm and collected and freaking out on

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the inside because they're about to miss their

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car payment in two weeks whatever it might be

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they are going to tell you whatever you need

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to hear in order to get that job and then they'll

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get hired and then they'll continuously be interviewing

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elsewhere and jump that stuff happens all the

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time Oh yeah, it happens all the time. And it's

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worse now is post COVID. So what we do is we

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focus on the natural strengths and talents, as

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I said. We have a process where we set this all

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up for our clients. It's completely done for

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you. Where the candidates can apply at the client

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businesses in the middle of the night, whenever.

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It's all done online. And within five seconds

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of them applying, their cell phone buzzes, they

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get a text from the client. inviting them to

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participate in this process. So what they do

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is they click the link and all of a sudden they're

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answering some questions and going through our

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process, which tells us in a way that they can't

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game or rig what they're good at, what these

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natural strengths and talents are. It takes about

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15 minutes. A whole bunch of those people, they

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don't even start. You know why, Adrian? Because

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they don't want to lift a finger. They are too

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busy playing Xbox to or PlayStation sitting on

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the cox to even want to participate in this.

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We lose about 50 % of the candidates because

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we ask them to do something. Wild, isn't it?

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Now imagine those 50%, they're wasting all your

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time as a small business owner. All of it because

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they have no interest in working for you in the

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first place. So this is a whole idea now like

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with Indeed or LinkedIn where you can kind of

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pre -ask a lot of questions or have them do a

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project or do something, right? So that's kind

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of what you're saying is get them to do something

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so that you can see if they're following directions.

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Which reminds me, I used to work for the Muscular

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Dystrophy Association. Yes, I met Jerry Lewis

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many times. And it was the was honestly the best

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career I ever had in my life. But but what I

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used to do is, I would say, there's two parking

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spots right out front, I would describe it, tell

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them what it is. And this is where I would like

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you to park. And they when they pulled in, I

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would be watching to see did they park at the

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right spot. Yeah. And then I'm no ex taught me,

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don't get mad mom, she's in heaven, um, to if

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someone's smoking, you but like you could hear

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the to do a phone interview f sure because not

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everyon I don't smoke, but then t be a problem

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too. But the If I went outside right now and

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looked in your glove compartment, what would

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I find to see how organized they are? But look

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how old fashioned that sounds. Well, we take

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that 100X because the way that we're asking these

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questions is that we determine what their natural

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strengths and talents are. Are they detail oriented?

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Will they follow process? What's their stress

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tolerance like? In some businesses, if you don't

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have a high stress tolerance, you're not going

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to last that afternoon. Right? In other businesses,

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like a concierge, high higher service level,

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maybe that's not a big deal. It all depends on

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the client. And so we measure the behind all

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of the information we have fills about 37 printed

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pages when this is all said and done and our

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entire process is automated. So we don't like

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i said we don't look at resumes till the end

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we don't have any idea if the person's male female

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what color they are what they look like in any

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way shape or form it is bias free by design and

00:13:14.860 --> 00:13:17.379
that's how we pick the people so our software

00:13:17.379 --> 00:13:19.720
will tell us with a thumbs up if they can do

00:13:19.720 --> 00:13:21.960
the job or not that's how tight these algorithms

00:13:21.960 --> 00:13:25.019
are and with 97 percent certainty so once that

00:13:25.019 --> 00:13:29.519
happens we send them those finalists candidates

00:13:29.519 --> 00:13:31.669
we send them a video interview. and the video

00:13:31.669 --> 00:13:34.950
interview will tell us how they're going to represent

00:13:34.950 --> 00:13:38.549
your business. So when it's all said and done,

00:13:38.690 --> 00:13:42.830
we send the absolute A player terrific candidates

00:13:42.830 --> 00:13:45.529
over to your business where you choose. You just

00:13:45.529 --> 00:13:48.450
choose who you want. And this happens very frequently

00:13:48.450 --> 00:13:50.429
that they want both. They hire both of them.

00:13:51.529 --> 00:13:54.649
So this is a completely different way of hiring

00:13:54.649 --> 00:13:59.899
people. But the proof is in the pudding. It is

00:13:59.899 --> 00:14:03.360
incredibly successful because, Adrienne, you're

00:14:03.360 --> 00:14:06.379
asking this person to be who they naturally are

00:14:06.379 --> 00:14:11.200
when they walk through the door at work. OK,

00:14:11.240 --> 00:14:12.759
so what I'm thinking, it's so funny. I live in

00:14:12.759 --> 00:14:15.059
Daytona Beach, so we've got the, I don't know

00:14:15.059 --> 00:14:17.299
what it's called, like whoever's flying over

00:14:17.299 --> 00:14:19.919
before the race, they're doing the practices.

00:14:19.980 --> 00:14:24.899
I can hear them. It sounds amazing. OK, so I

00:14:24.899 --> 00:14:29.190
remember we used to use the temporary employment

00:14:29.190 --> 00:14:32.250
agencies. And the whole idea was, well, we don't

00:14:32.250 --> 00:14:34.389
really know, but we'll bring them in for a couple

00:14:34.389 --> 00:14:36.950
of days, see how they work, see if they pay attention,

00:14:37.490 --> 00:14:39.690
blah, blah, blah, blah. But even that got costly.

00:14:39.970 --> 00:14:41.529
It's not like, you know, they gave it to us for

00:14:41.529 --> 00:14:43.470
free and you got to work out the arrangement

00:14:43.470 --> 00:14:46.029
with the employment agency, and then you're paying

00:14:46.029 --> 00:14:48.570
extra money. So I almost feel like listening

00:14:48.570 --> 00:14:50.870
to you that you're almost taking that piece out

00:14:50.870 --> 00:14:53.570
that so that you don't have to try someone, right?

00:14:53.669 --> 00:14:55.570
I don't have to. You don't need to. It's completely

00:14:55.570 --> 00:14:58.200
unnecessary. Yeah, we're not a temp agency. We're

00:14:58.200 --> 00:15:00.820
not a recruiting agency. What we do is we start

00:15:00.820 --> 00:15:03.840
each hire from scratch. We pour as many candidates

00:15:03.840 --> 00:15:06.200
to the top of this funnel as we possibly can,

00:15:06.440 --> 00:15:08.279
because we're going to reject almost all of them.

00:15:08.620 --> 00:15:11.080
We're not looking for the needle in a haystack.

00:15:11.200 --> 00:15:13.120
We're looking for the right needle in a stack

00:15:13.120 --> 00:15:15.120
of needles. And we can produce those results

00:15:15.120 --> 00:15:19.559
all day long. OK, so now, so someone works with

00:15:19.559 --> 00:15:22.399
you. They, I'm sure it doesn't stop like, okay,

00:15:22.539 --> 00:15:24.179
so Sally Sue is going to be working with you.

00:15:24.299 --> 00:15:26.500
See you later. No. So then what happens after

00:15:26.500 --> 00:15:30.759
now they've, they're hired. Yep. So we, um, we

00:15:30.759 --> 00:15:32.799
have a complete feedback loop built in for all

00:15:32.799 --> 00:15:34.539
of our clients. So we want to know all about

00:15:34.539 --> 00:15:36.940
how, like the great things about the people,

00:15:37.480 --> 00:15:39.720
the areas for improvement and all that. That's

00:15:39.720 --> 00:15:43.980
how our, our, our, um, process got to be so incredibly

00:15:43.980 --> 00:15:46.679
accurate. It's just listening to clients after

00:15:46.679 --> 00:15:50.149
the hire and Let's say somebody leaves you, because

00:15:50.149 --> 00:15:52.230
in every business, people are going to leave

00:15:52.230 --> 00:15:54.129
no matter what you do. We obviously try and minimize

00:15:54.129 --> 00:15:56.090
that as business owners, but that does happen.

00:15:56.549 --> 00:15:58.929
So what we start the conversation with is what

00:15:58.929 --> 00:16:00.970
did you like about this person? What are the

00:16:00.970 --> 00:16:02.809
areas for improvement? And so your next hire

00:16:02.809 --> 00:16:05.970
is even better. Imagine running your business

00:16:05.970 --> 00:16:08.870
where you never feel trapped by your employees.

00:16:09.250 --> 00:16:12.529
Because if somebody leaves, you do a call with

00:16:12.529 --> 00:16:14.669
our team and we figure out how to get you somebody

00:16:14.669 --> 00:16:17.700
who's even better each time. That's how this

00:16:17.700 --> 00:16:20.240
levels up over and over again. And it allows

00:16:20.240 --> 00:16:23.899
the business owner to focus their time and effort

00:16:23.899 --> 00:16:27.840
on creating new revenue, working with customers,

00:16:28.139 --> 00:16:30.960
and essentially more profit. A lot more profit.

00:16:31.639 --> 00:16:34.879
I love this. Okay, so I'm in the elevator with

00:16:34.879 --> 00:16:36.940
you. I would like to hear what your elevator

00:16:36.940 --> 00:16:40.320
pitch sounds like, if you wouldn't mind. It's

00:16:40.320 --> 00:16:42.669
very simple. Better people, faster. for your

00:16:42.669 --> 00:16:45.389
business based solely on hiring for strengths

00:16:45.389 --> 00:16:47.429
and talents, their natural strengths and talents

00:16:47.429 --> 00:16:49.769
versus using resumes. That's what this whole

00:16:49.769 --> 00:16:52.750
thing boils down to. It's a done for you service.

00:16:53.289 --> 00:16:55.370
And I forgot to mention throughout this conversation,

00:16:55.789 --> 00:16:59.509
we do it all for you. You can hire somebody through

00:16:59.509 --> 00:17:01.889
build my team with less than a net hours worth

00:17:01.889 --> 00:17:04.230
of work, less than 60 minutes worth of work.

00:17:04.609 --> 00:17:07.210
And it's extremely affordable. I forgot to mention

00:17:07.210 --> 00:17:09.670
that as well. Uh, people think this costs a fortune.

00:17:09.789 --> 00:17:14.910
It is incredibly inexpensive. Um, and we pass

00:17:14.910 --> 00:17:18.509
the savings on to the customers. So I don't,

00:17:18.509 --> 00:17:20.390
I don't talk politics. That's my rule, right?

00:17:20.490 --> 00:17:22.869
I said don't know politics and no religion because

00:17:22.869 --> 00:17:26.150
that's, that's serious. But I want to, I, I do

00:17:26.150 --> 00:17:29.529
want to talk about the DEI for private businesses

00:17:29.529 --> 00:17:32.859
because, um, not what's happening in the government,

00:17:33.119 --> 00:17:35.599
but it sounds like when you said that you're

00:17:35.599 --> 00:17:37.339
not looking at anything, so you're not looking

00:17:37.339 --> 00:17:41.700
at the name, so right there is a good thing,

00:17:41.759 --> 00:17:43.779
right, because you're taking away any biases

00:17:43.779 --> 00:17:46.019
anyways that someone would have or the hiring

00:17:46.019 --> 00:17:48.440
person would have. Could you share a little bit

00:17:48.440 --> 00:17:56.000
about the DEI in the private workplace and why

00:17:56.000 --> 00:17:58.299
you need that, or maybe you feel that you don't

00:17:58.299 --> 00:18:01.440
need it? I'd like to hear a little bit. Our approach

00:18:01.440 --> 00:18:06.559
doesn't care at all. The computer, the software,

00:18:07.000 --> 00:18:11.519
our algorithms don't care at all. There is zero

00:18:11.519 --> 00:18:14.559
waiting on whether you're male or female, what

00:18:14.559 --> 00:18:18.819
you look like, what your ethnicity is. It is

00:18:18.819 --> 00:18:21.420
irrelevant. There is not part of our process

00:18:21.420 --> 00:18:25.920
in any way, shape or form. Zero. putting people

00:18:25.920 --> 00:18:28.799
into these positions. We're recommending to our

00:18:28.799 --> 00:18:33.299
clients these incredible candidates without any

00:18:33.299 --> 00:18:36.279
consideration of any of that. The reason being

00:18:36.279 --> 00:18:39.180
is they are outstanding at their jobs. These

00:18:39.180 --> 00:18:41.960
are A players. Every small business wants these

00:18:41.960 --> 00:18:43.660
type of people. You just have no reliable way

00:18:43.660 --> 00:18:49.039
to get them. We created that reliable way. What

00:18:49.039 --> 00:18:51.940
our clients do usually is it takes a little bit

00:18:51.940 --> 00:18:54.160
to trust this process for most of them. They're

00:18:54.160 --> 00:18:56.779
skeptical. skeptical of course everybody is and

00:18:56.779 --> 00:18:59.359
then you start to see that as we start to send

00:18:59.359 --> 00:19:02.480
these people over holy cow these are incredible

00:19:02.480 --> 00:19:06.380
play one of our longest customers um just has

00:19:06.380 --> 00:19:10.539
us do all the decision making and the um the

00:19:10.539 --> 00:19:12.339
candidates just show up at a certain date they

00:19:12.339 --> 00:19:14.720
don't even know if the person's male or female

00:19:14.720 --> 00:19:19.180
walking in the door wow that's fascinating so

00:19:19.180 --> 00:19:21.500
when you're when you're working with your your

00:19:21.500 --> 00:19:24.279
clients And so like, what does that look like?

00:19:24.420 --> 00:19:26.119
Are we talking, just so I have an idea, are we

00:19:26.119 --> 00:19:33.339
talking commercial, like retail? Like for retail,

00:19:33.539 --> 00:19:36.500
is it office? Is it just anywhere you would find

00:19:36.500 --> 00:19:38.660
employees, restaurants? Yeah, any of the above.

00:19:38.839 --> 00:19:42.220
Entry level positions where, and what we specialize

00:19:42.220 --> 00:19:47.779
in is anything office related. We have that extremely

00:19:47.779 --> 00:19:52.799
dialed in. like secretaries or assistants or

00:19:52.799 --> 00:19:56.480
any clerical position, people who do billing,

00:19:57.640 --> 00:20:00.480
managers, any of those types of positions, we

00:20:00.480 --> 00:20:03.720
have that completely dialed. What we're also

00:20:03.720 --> 00:20:05.900
looking at are clients that are looking to hire

00:20:05.900 --> 00:20:08.680
the same type of person over and over and over

00:20:08.680 --> 00:20:11.920
again. So if you have a position, well, usually

00:20:11.920 --> 00:20:15.240
a lot of positions, where you know exactly what

00:20:15.240 --> 00:20:18.329
an excellent candidate is like, you let us know

00:20:18.329 --> 00:20:20.950
what those qualities are. And that's what we'll

00:20:20.950 --> 00:20:24.750
send you is people with those qualities. I love

00:20:24.750 --> 00:20:28.289
that. You know, I was so I have a podcast producer

00:20:28.289 --> 00:20:32.500
and out of the Philippines and she uh she's the

00:20:32.500 --> 00:20:34.700
second one she she left so I was looking the

00:20:34.700 --> 00:20:36.940
other day and I googled like you know what does

00:20:36.940 --> 00:20:39.660
it look like in call centers in Costa Rica or

00:20:39.660 --> 00:20:42.200
the Philippines like or do those employees stay

00:20:42.200 --> 00:20:44.920
because I don't know like to me years ago it

00:20:44.920 --> 00:20:46.279
would have been if you had a job like that would

00:20:46.279 --> 00:20:50.539
be amazing right and uh But I was surprised how

00:20:50.539 --> 00:20:53.579
many actually leave because there are so many

00:20:53.579 --> 00:20:56.980
call centers being open now that they hop around.

00:20:57.200 --> 00:21:00.339
And I just never would have thought that in countries

00:21:00.339 --> 00:21:03.839
like Costa Rica or the Philippines. So that would

00:21:03.839 --> 00:21:06.900
be considered very normal here, correct too?

00:21:07.460 --> 00:21:09.900
Well, people hop around all the time. The folks

00:21:09.900 --> 00:21:12.859
that we bring to the table tend not to do that.

00:21:13.500 --> 00:21:16.960
It doesn't happen very often because they are

00:21:16.960 --> 00:21:19.759
a great fit for the roles. So they're extremely

00:21:19.759 --> 00:21:23.180
happy at work. They are satisfied. They're making

00:21:23.180 --> 00:21:25.619
an impact, which all kinds of people require.

00:21:25.740 --> 00:21:27.859
They make an impact now. They're helping folks.

00:21:28.180 --> 00:21:31.319
And this is by design. So these aren't folks

00:21:31.319 --> 00:21:33.880
that walk into the office and say, I hate my

00:21:33.880 --> 00:21:35.920
job. I can't wait to get out of here. It's the

00:21:35.920 --> 00:21:38.740
exact opposite. They're excited to go to work.

00:21:39.220 --> 00:21:41.400
These are folks that are coming from all walks

00:21:41.400 --> 00:21:43.680
of life. They've been given an opportunity. They

00:21:43.680 --> 00:21:46.380
are the undiscovered diamond in the rough over

00:21:46.380 --> 00:21:49.599
and over again. And when you give a person in

00:21:49.599 --> 00:21:52.779
that position an opportunity like this, they're

00:21:52.779 --> 00:21:55.519
grateful, they're excited, and they want to do

00:21:55.519 --> 00:21:59.390
the job. It's very fulfilling. I love that. I

00:21:59.390 --> 00:22:01.750
think that's so important because if you don't

00:22:01.750 --> 00:22:03.529
love what you do, I mean, if you love what you

00:22:03.529 --> 00:22:05.650
do, you'll never work a day in your life. Exactly.

00:22:06.509 --> 00:22:09.750
So what does the employee that's getting hired,

00:22:09.910 --> 00:22:11.750
what do they know? Do they know anything about

00:22:11.750 --> 00:22:15.029
your company? Are they told anything? What does

00:22:15.029 --> 00:22:16.430
it look like? Or they're just walking in the

00:22:16.430 --> 00:22:19.450
door and not realizing that they were part of

00:22:19.450 --> 00:22:23.089
Build My Team. Well, I've had the wonderful opportunity

00:22:23.089 --> 00:22:27.730
to meet a bunch of employees that are that build

00:22:27.730 --> 00:22:32.109
my team hired for the clients. And I introduced

00:22:32.109 --> 00:22:34.309
myself and they have no idea who I am. And it's

00:22:34.309 --> 00:22:36.430
perfect. It's absolutely perfect. They look at

00:22:36.430 --> 00:22:38.329
me a little funny. How do you know all this information

00:22:38.329 --> 00:22:41.470
about me getting hired and all the rest of that

00:22:41.470 --> 00:22:43.650
stuff? I said, because our team did it. It's

00:22:43.650 --> 00:22:47.009
all transparent to the candidate. So it's not

00:22:47.009 --> 00:22:50.490
a third party per se. From the candidate standpoint,

00:22:50.609 --> 00:22:54.650
it's all done with your business name leading

00:22:54.650 --> 00:22:57.400
everything. And the other side of it is, on the

00:22:57.400 --> 00:23:01.359
business side, what we can do as clients, because

00:23:01.359 --> 00:23:03.819
my practice is, as a client of Build My Team,

00:23:04.180 --> 00:23:06.000
is when people are telling you, oh, you got to

00:23:06.000 --> 00:23:09.180
meet my daughter, Susie, my niece, my nephew,

00:23:09.279 --> 00:23:11.799
whatever, they're fantastic, they fit right in

00:23:11.799 --> 00:23:14.319
here. Well, you can just deflect and say that

00:23:14.319 --> 00:23:16.599
we have a company that does all the hiring for

00:23:16.599 --> 00:23:18.980
us, have them apply. And then you never have

00:23:18.980 --> 00:23:21.859
to get into a discussion with a customer about

00:23:21.859 --> 00:23:26.039
why... Johnny or Susie or whomever will be an

00:23:26.039 --> 00:23:29.039
absolute disaster in your business. You just

00:23:29.039 --> 00:23:32.140
point the finger elsewhere. Yeah. Oh, I love

00:23:32.140 --> 00:23:34.000
that. You're not giving the finger everyone.

00:23:34.059 --> 00:23:36.059
You're pointing the finger just in case my crazy

00:23:36.059 --> 00:23:40.039
a nice little gentle nudge to to the company

00:23:40.039 --> 00:23:42.400
that does the hiring for you. Yeah. Okay. So

00:23:42.400 --> 00:23:45.579
today I was on a social audio app. I was listening

00:23:45.579 --> 00:23:47.599
and someone had said the question when you can't

00:23:47.599 --> 00:23:50.240
teach empathy to people and I thought well but

00:23:50.240 --> 00:23:54.079
in the workplace You can. So do you agree with

00:23:54.079 --> 00:23:56.539
me that if you are a company and you need your

00:23:56.539 --> 00:23:58.900
veterinarian's office and you need your employees

00:23:58.900 --> 00:24:02.559
to be very empathetical to the people, the pets,

00:24:03.059 --> 00:24:05.859
can you teach that? Or are you already like knowing

00:24:05.859 --> 00:24:07.660
that because you're hiring that that person already

00:24:07.660 --> 00:24:09.859
has that part of their personality? So I would

00:24:09.859 --> 00:24:12.299
love to hear your thoughts. We approach this

00:24:12.299 --> 00:24:14.940
differently. We're not trying to take anybody

00:24:14.940 --> 00:24:17.940
and make them somebody else. We don't approach

00:24:17.940 --> 00:24:20.200
it like that. It doesn't work. All you're going

00:24:20.200 --> 00:24:24.299
to do is introduce an incongruency for the candidate

00:24:24.299 --> 00:24:26.700
where they're expected to act in some form or

00:24:26.700 --> 00:24:28.859
another in order to fill this role. We don't

00:24:28.859 --> 00:24:30.500
do that. We're going to find you the person that

00:24:30.500 --> 00:24:32.559
doesn't have to act at all. They just show up

00:24:32.559 --> 00:24:35.059
and it's them. This is their authentic self.

00:24:35.140 --> 00:24:38.180
This is who they are. So if you want a person

00:24:38.180 --> 00:24:40.980
to be empathetic in a veterinary office and love

00:24:40.980 --> 00:24:43.980
animals, that's easy. You hire those types of

00:24:43.980 --> 00:24:47.369
people. Not in an interview, oh, do you like

00:24:47.369 --> 00:24:48.789
animals? Of course they're going to say yes.

00:24:48.829 --> 00:24:50.910
It's a veterinary interview. Who would say no

00:24:50.910 --> 00:24:53.789
to that? Do you like taking care of animals?

00:24:53.930 --> 00:24:56.430
Of course they're going to say yes. It's a veterinary

00:24:56.430 --> 00:24:58.269
interview. Who would say no to that? You see

00:24:58.269 --> 00:25:01.269
what I mean? So you can't ask the candidate that

00:25:01.269 --> 00:25:03.809
directly because the answer is already known.

00:25:04.089 --> 00:25:05.289
And again, they're going to tell you whatever

00:25:05.289 --> 00:25:08.309
you need to hear. It has to be determined in

00:25:08.309 --> 00:25:11.430
a way that they don't provide that direct information.

00:25:11.490 --> 00:25:14.519
And that's how Build My Team does it. So let

00:25:14.519 --> 00:25:17.119
me make sure I understand this. So I'm the employer.

00:25:17.359 --> 00:25:20.539
I hire you and you're looking for the employees.

00:25:20.599 --> 00:25:23.220
Or am I saying to you, here's a list of 20? No,

00:25:23.319 --> 00:25:25.680
I wouldn't see that. We do it all. We do it all.

00:25:25.880 --> 00:25:29.519
So you do serve as almost a like recruiting.

00:25:30.099 --> 00:25:32.700
Am I OK to say that? Well, we're not a recruiter

00:25:32.700 --> 00:25:35.700
per se. What we do is we're completely outsourced

00:25:35.700 --> 00:25:39.660
for a small business. And what we do is provide

00:25:39.660 --> 00:25:42.440
those eight players for you. So it starts off

00:25:42.440 --> 00:25:46.900
with a discussion with our team members. Then

00:25:46.900 --> 00:25:49.099
we write the job description. We publish it to

00:25:49.099 --> 00:25:51.960
over 20 different job boards. We get oodles and

00:25:51.960 --> 00:25:54.440
oodles of candidates in. Imagine a great big

00:25:54.440 --> 00:25:57.539
funnel. They all apply at the top and then 15

00:25:57.539 --> 00:25:59.640
minutes later we know if they can do the job

00:25:59.640 --> 00:26:02.019
or not. And by the way, Adrian, these people

00:26:02.019 --> 00:26:04.400
are applying in the middle of the night. they're

00:26:04.400 --> 00:26:07.279
applying from their phone while they're sitting

00:26:07.279 --> 00:26:09.319
in their car and their lunch break at their current

00:26:09.319 --> 00:26:12.160
job, you name it. It happens all the time. It's

00:26:12.160 --> 00:26:15.059
a massive advantage for our clients because they

00:26:15.059 --> 00:26:19.599
can be hiring 24 seven and they are. Okay, so

00:26:19.599 --> 00:26:23.259
it really is amazing. I think so I am on Upwork.

00:26:23.440 --> 00:26:27.579
So I do have like paid and then I have other

00:26:27.579 --> 00:26:29.819
clients outside. I just have a few hours with

00:26:29.819 --> 00:26:32.299
a client and then I have other other work but

00:26:32.299 --> 00:26:34.140
um it's funny because so I I'm kind of doing

00:26:34.140 --> 00:26:36.720
the same thing as far as like I'm applying all

00:26:36.720 --> 00:26:38.880
all times of the night I look and see is this

00:26:38.880 --> 00:26:41.779
something I want I write the little cover letter

00:26:41.779 --> 00:26:45.019
and I usually get the job because I just I'm

00:26:45.019 --> 00:26:46.940
top rated plus and I hit the hundred thousand

00:26:46.940 --> 00:26:49.579
mark so like you know I'm usually getting what

00:26:49.579 --> 00:26:52.960
I want yes yes yeah um but I could say I mean

00:26:52.960 --> 00:26:57.400
I can understand this completely, how important

00:26:57.400 --> 00:26:59.980
it is. So the question is, who gets back to say

00:26:59.980 --> 00:27:02.779
thank you but no thank you? Or do you recommend

00:27:02.779 --> 00:27:05.599
that to the employers? Does it make a difference?

00:27:06.099 --> 00:27:11.380
It's all automated. Everybody who doesn't make

00:27:11.380 --> 00:27:13.920
it to the next step in our process is graciously

00:27:13.920 --> 00:27:16.619
thanked for their time and provided with a copy

00:27:16.619 --> 00:27:19.339
of the results from the assessments that they've

00:27:19.339 --> 00:27:22.019
done. so that they can better understand themselves

00:27:22.019 --> 00:27:24.900
and move forward in their own job search. So

00:27:24.900 --> 00:27:27.099
do you mind explaining to my listeners, the three

00:27:27.099 --> 00:27:30.019
of them out there in different countries, because

00:27:30.019 --> 00:27:34.640
here's the thing. If I was to apply at Taco Bell,

00:27:35.940 --> 00:27:38.500
and Taco Bell never tells me anything, I may

00:27:38.500 --> 00:27:40.420
not ever want to go back to Taco Bell. So when

00:27:40.420 --> 00:27:43.119
I worked at our gallery, our art gallery, I always

00:27:43.119 --> 00:27:45.980
felt, too, like part of what prompted me is why

00:27:47.259 --> 00:27:51.279
or say, oh, what a great people coming in. Hey,

00:27:51.839 --> 00:27:54.079
you didn't get it. That's o for getting back

00:27:54.079 --> 00:27:59.000
to me and that was great. And a lot like remember

00:27:59.000 --> 00:28:04.200
the name. S on how important it is be in Daytona

00:28:04.200 --> 00:28:12.539
Beach florida all the time. I'm looking That

00:28:12.539 --> 00:28:14.819
doesn't happen with us. With the build my team

00:28:14.819 --> 00:28:18.180
process, once you apply five seconds after you

00:28:18.180 --> 00:28:20.200
hit the button, you've heard something, you get

00:28:20.200 --> 00:28:24.500
a text. So communication from our clients to

00:28:24.500 --> 00:28:27.019
these candidates is of the utmost importance.

00:28:27.279 --> 00:28:29.799
And I'll tell you why. The A player team members,

00:28:29.920 --> 00:28:32.019
those superstars that you want on your team,

00:28:32.480 --> 00:28:37.680
they want to work with a company that is decisive,

00:28:38.380 --> 00:28:42.200
that understands their value that they bring

00:28:42.200 --> 00:28:45.980
to the table. They want to work only with A players.

00:28:46.640 --> 00:28:50.240
Like, and I can't stress this enough, superstar

00:28:50.240 --> 00:28:55.019
team members are categorically want, they want

00:28:55.019 --> 00:28:58.500
nothing to do with the C and the D players. If

00:28:58.500 --> 00:29:00.819
you have a team of people that keeps rotating

00:29:00.819 --> 00:29:04.559
and you can't keep great folks, You don't focus

00:29:04.559 --> 00:29:06.980
on the not keeping the great folks, you let the

00:29:06.980 --> 00:29:09.740
ones go that aren't doing a great job and you

00:29:09.740 --> 00:29:12.279
will automatically stop repelling outstanding

00:29:12.279 --> 00:29:15.660
talent. But when you have team members that aren't

00:29:15.660 --> 00:29:17.339
in a good fit, it doesn't mean they're bad people,

00:29:17.400 --> 00:29:19.680
they can be great people, just not working in

00:29:19.680 --> 00:29:22.400
a good fit for themselves and their natural strengths

00:29:22.400 --> 00:29:24.839
and talents, they will repel outstanding talent.

00:29:25.819 --> 00:29:27.680
I've never seen an example where that doesn't

00:29:27.680 --> 00:29:31.079
happen and the outstanding talent only wants

00:29:31.079 --> 00:29:33.759
to work. with outstanding talent. So an A player

00:29:33.759 --> 00:29:38.500
will, wants to work with A players, they'll tolerate

00:29:38.500 --> 00:29:40.779
B players, but they're going to quit their job

00:29:40.779 --> 00:29:44.440
for C and D players. That's it. So when you're

00:29:44.440 --> 00:29:47.079
having turnover or cultural problems within your

00:29:47.079 --> 00:29:49.339
business, that's how you solve those cultural

00:29:49.339 --> 00:29:52.220
problems by getting rid of the people that aren't

00:29:52.220 --> 00:29:54.880
contributing in the same manner as the other

00:29:54.880 --> 00:29:57.599
team members are. It sounds harsh, but boy, oh

00:29:57.599 --> 00:29:59.779
boy, if you want performance, that's the only

00:29:59.779 --> 00:30:02.630
way. And it's really hard too for the mom and

00:30:02.630 --> 00:30:05.809
pop shirts. I think of my parents and how often

00:30:05.809 --> 00:30:09.069
some employees, you know, years ago would be,

00:30:09.069 --> 00:30:12.829
would be kept on because they were liked. Maybe

00:30:12.829 --> 00:30:15.069
not because they were so great, but you know,

00:30:15.150 --> 00:30:16.890
so the, so now you're taking away from the owner.

00:30:17.150 --> 00:30:19.769
I love it. So, all right, so we've got the buildbyteam

00:30:19.769 --> 00:30:22.509
.com schedule. But also Adrian, just a second

00:30:22.509 --> 00:30:25.390
on that point, you're doing them a favor if you

00:30:25.390 --> 00:30:27.430
help them find a job that they absolutely love.

00:30:27.630 --> 00:30:31.029
like we have to get get over this uh they they're

00:30:31.029 --> 00:30:33.130
going to be showing up every day for work trying

00:30:33.130 --> 00:30:35.869
not to disappoint you trying their absolute hardest

00:30:35.869 --> 00:30:37.650
not to disappoint you even though everything

00:30:37.650 --> 00:30:39.369
they do is super hard because they're just not

00:30:39.369 --> 00:30:42.630
good at it in the first place you know and by

00:30:42.630 --> 00:30:44.490
helping them find a position they're good at

00:30:44.490 --> 00:30:47.569
you you're doing them a favor and i've had employees

00:30:47.569 --> 00:30:50.849
that we let go come back after the fact when

00:30:50.849 --> 00:30:53.250
i was trying to find them a position that they

00:30:53.250 --> 00:30:55.150
were much better at this is before build my team

00:30:55.150 --> 00:30:57.369
and thanked me They got a job, they love it,

00:30:57.369 --> 00:30:59.470
they're super happy. Oh, they never would have

00:30:59.470 --> 00:31:01.630
made the jump because they didn't want to disappoint.

00:31:02.710 --> 00:31:06.430
Yeah, no, that makes sense to me. How, you know,

00:31:06.549 --> 00:31:09.109
how small do you go? I mean, are you going to

00:31:09.109 --> 00:31:13.069
help the woman that needs a VA to work for with

00:31:13.069 --> 00:31:16.450
her? Or are you going to help Braun here in Daytona

00:31:16.450 --> 00:31:19.269
Beach that's looking to hire 500 employees? Like

00:31:19.269 --> 00:31:23.170
is that like the wide with widespread? Oh, it's

00:31:23.170 --> 00:31:25.759
completely up to the client. um it all depends

00:31:25.759 --> 00:31:28.519
on what they want to do um for obviously volume

00:31:28.519 --> 00:31:30.839
higher volume we have discounts for that and

00:31:30.839 --> 00:31:33.559
for the um the small business i mean our smallest

00:31:33.559 --> 00:31:36.559
client was we hired their first person i love

00:31:36.559 --> 00:31:40.119
this i'm so glad that we're meeting because yeah

00:31:40.119 --> 00:31:42.240
same I mean, I, you know, it's funny because

00:31:42.240 --> 00:31:44.460
like it gets the point when you're doing interviews

00:31:44.460 --> 00:31:47.500
or, you know, I do a room on clubhouse, a social

00:31:47.500 --> 00:31:49.740
audio app at seven 30 in the mornings on Thursday.

00:31:49.740 --> 00:31:51.579
And he was just talking to all kinds of people.

00:31:51.880 --> 00:31:54.400
And, but I've never, you're the first, you're

00:31:54.400 --> 00:31:59.539
my first with a business idea and a company build

00:31:59.539 --> 00:32:04.000
my team. That really makes sense. Thanks. I'm

00:32:04.000 --> 00:32:07.880
totally amazed. Okay. So thank you. So any challenges

00:32:07.880 --> 00:32:11.059
at all? I mean, you know, What there's got to

00:32:11.059 --> 00:32:13.000
be like a couple struggles that are going on.

00:32:13.200 --> 00:32:15.119
One thing you mentioned right off the bat that

00:32:15.119 --> 00:32:18.000
you suggested I write down was the concept of

00:32:18.000 --> 00:32:21.480
hiring quickly. OK, so I touched on a little

00:32:21.480 --> 00:32:24.440
bit. Those A players, those superstar team members.

00:32:26.160 --> 00:32:29.279
They require decisiveness out of their their

00:32:29.279 --> 00:32:31.460
employers or else. I mean, they don't want to

00:32:31.460 --> 00:32:33.180
sit around with somebody. Oh, maybe I'll get

00:32:33.180 --> 00:32:35.380
back to you in a week. No, they've already applied

00:32:35.380 --> 00:32:39.359
for job after job. They're gone. So. The old

00:32:39.359 --> 00:32:42.920
days of hiring slowly and firing fast, that's

00:32:42.920 --> 00:32:46.740
gone. It is over. If your business is doing that,

00:32:46.920 --> 00:32:50.279
you are going to get what's left over. That's

00:32:50.279 --> 00:32:52.480
it. You're going to be attracting those C and

00:32:52.480 --> 00:32:54.759
D players because they don't have that kind of

00:32:54.759 --> 00:32:58.220
time urgency that an A player does. They're just

00:32:58.220 --> 00:33:00.180
they don't require decisiveness because they're

00:33:00.180 --> 00:33:02.779
not decisive themselves. So if you really want

00:33:02.779 --> 00:33:05.220
to move the needle with this hiring, you hire

00:33:05.220 --> 00:33:08.329
fast. And I'll give you an example. In our practice,

00:33:08.470 --> 00:33:10.509
since we're a client of Build My Team, Build

00:33:10.509 --> 00:33:12.650
My Team will find the candidates sent over to

00:33:12.650 --> 00:33:14.769
our practice manager. She pretty much stops what

00:33:14.769 --> 00:33:16.569
she's doing and schedules an interview with them.

00:33:16.769 --> 00:33:20.470
We always try for the same day. Come in. Come

00:33:20.470 --> 00:33:24.369
in today at lunch. Come in this afternoon. And

00:33:24.369 --> 00:33:26.630
the old days, you never wanted to appear that

00:33:26.630 --> 00:33:30.150
nervous or needy. That's complete garbage. You

00:33:30.150 --> 00:33:33.410
move. Because those people, those superstars

00:33:33.410 --> 00:33:36.019
require it. And they don't look at it as all

00:33:36.019 --> 00:33:38.039
these guys are needy these guys know what they

00:33:38.039 --> 00:33:40.660
want and remember all of the people going through

00:33:40.660 --> 00:33:45.019
our process. It is magnetic to high level talent.

00:33:45.680 --> 00:33:47.460
What they're thinking going through the process

00:33:47.460 --> 00:33:50.940
is oh my goodness these guys are so picky about

00:33:50.940 --> 00:33:53.180
who they're they're trying to hire their team

00:33:53.180 --> 00:33:56.140
must be amazing i can't wait to meet these people.

00:33:56.779 --> 00:33:59.559
That's how it goes we are magnetically attracting

00:33:59.559 --> 00:34:02.829
those people for your business. I love that.

00:34:03.009 --> 00:34:04.529
You know, you're right, because I heard someone

00:34:04.529 --> 00:34:06.890
say it the other day, you know, oh, I had to

00:34:06.890 --> 00:34:09.190
go through four different interviews, like, and

00:34:09.190 --> 00:34:10.869
it was like a badge of honor. And I felt the

00:34:10.869 --> 00:34:12.769
same when Muscular Dystrophy Association hired

00:34:12.769 --> 00:34:16.449
me. It was three different directors I had to

00:34:16.449 --> 00:34:18.869
meet that all had to make a decision and then

00:34:18.869 --> 00:34:21.409
separately and then all together, another group.

00:34:21.429 --> 00:34:23.559
So I was like, wow. you know, so yeah, it makes

00:34:23.559 --> 00:34:25.880
you really, really proud. And I love that. So

00:34:25.880 --> 00:34:28.460
oh, so when I also so I was with score for eight

00:34:28.460 --> 00:34:31.079
years. I love business. I love helping businesses.

00:34:31.079 --> 00:34:35.099
Yeah. And when I ask, like, Oh, I'm sorry to

00:34:35.099 --> 00:34:37.980
see your business closed. What happened? The

00:34:37.980 --> 00:34:42.440
answer is usually employees lack of employees.

00:34:43.280 --> 00:34:46.179
Right? That's call us. We'll stop that from happening.

00:34:46.380 --> 00:34:49.219
I mean, sounds self serving. But this is this

00:34:49.219 --> 00:34:52.869
is something where it's It's such an easy thing

00:34:52.869 --> 00:34:56.250
to do for our team now. But I'm not bragging

00:34:56.250 --> 00:34:58.929
about that. We just do one thing, Adrian. We

00:34:58.929 --> 00:35:02.230
do one thing over and over and over again. We

00:35:02.230 --> 00:35:06.070
are laser focused on becoming the best possible

00:35:06.070 --> 00:35:08.389
outsourced solution for hiring your team members.

00:35:09.349 --> 00:35:12.849
I love that. Actually, where I got my eyeglasses,

00:35:13.150 --> 00:35:15.349
I won't say the name. My daughter -in -law used

00:35:15.349 --> 00:35:17.809
to work there. It was not a good experience walking

00:35:17.809 --> 00:35:20.690
in. They didn't have staff. They told me they

00:35:20.690 --> 00:35:23.190
didn't have staff, but then the one person that

00:35:23.190 --> 00:35:25.610
they had that was going to like, you know, try

00:35:25.610 --> 00:35:28.150
me and do all the work to make my glasses was

00:35:28.150 --> 00:35:31.269
like having like a silly conversation. So now

00:35:31.269 --> 00:35:33.550
you're keeping me waiting because you don't.

00:35:33.559 --> 00:35:36.219
Understand how to like stand up and like you

00:35:36.219 --> 00:35:38.320
already made the sale like let's move it. Okay

00:35:38.320 --> 00:35:41.920
So I I'm like I got three glasses paid a lot

00:35:41.920 --> 00:35:44.260
of money for him and I will not go back there

00:35:44.260 --> 00:35:47.320
Yeah, but I know my daughter says like that that's

00:35:47.320 --> 00:35:49.400
really tough because they usually tend to only

00:35:49.400 --> 00:35:51.539
have a few people working So the minute someone

00:35:51.539 --> 00:35:56.039
is out then everyone has that strain. Yeah. Yeah

00:35:56.280 --> 00:35:58.139
I mean, people get sick, so there's not much

00:35:58.139 --> 00:36:00.900
that you could do when that happens, but I love

00:36:00.900 --> 00:36:02.980
it. Okay, I'm gonna spread the word. Are you

00:36:02.980 --> 00:36:05.579
guys spreading the word? Because we need to make

00:36:05.579 --> 00:36:07.480
sure, and especially if you love a restaurant,

00:36:07.980 --> 00:36:09.659
ask them if they're familiar with Build My Team,

00:36:09.940 --> 00:36:11.860
and then just get them on the website, right?

00:36:11.860 --> 00:36:14.800
I will do that, I promise you, Dr. Neal, because

00:36:14.800 --> 00:36:19.039
I, sorry, I love puns, I love your laser focus

00:36:19.039 --> 00:36:21.320
too, Wordy, but I think that it's really important,

00:36:21.380 --> 00:36:25.679
so I, as a, daughter of a family business and

00:36:25.679 --> 00:36:28.980
growing up in the business, I recognize how important

00:36:28.980 --> 00:36:31.219
the hiring process is. And it's not something

00:36:31.219 --> 00:36:33.920
to be fooling around with. It is not important.

00:36:34.079 --> 00:36:36.179
Oh, I know. What about the companies that just

00:36:36.179 --> 00:36:38.920
like, like, just to have someone do the job,

00:36:39.380 --> 00:36:41.019
even when they don't know what they're really

00:36:41.019 --> 00:36:44.139
doing, maybe they're qualified. But not everyone

00:36:44.139 --> 00:36:46.639
knows how to even hire. So build my team, build

00:36:46.639 --> 00:36:50.179
my team. I'm going to say it in my sleep. I really

00:36:50.179 --> 00:36:53.159
thank you so much for your time. Thank you for

00:36:53.159 --> 00:36:56.079
knowing a little miscommunication last week.

00:36:56.119 --> 00:36:58.360
So I really, really appreciate this. This is

00:36:58.360 --> 00:37:00.820
going to be turned into the podcast and an all

00:37:00.820 --> 00:37:05.519
your flavor favorite platforms. And yeah, you're

00:37:05.519 --> 00:37:07.619
you're you're good looking man. So wait, where

00:37:07.619 --> 00:37:11.179
is your eye? Where's your where's your optometry

00:37:11.179 --> 00:37:14.070
business? Northeastern Pennsylvania, Hawley,

00:37:14.090 --> 00:37:16.730
Pennsylvania is where we're located right on

00:37:16.730 --> 00:37:20.789
the beautiful. Yeah, Alan Barker, Doctor Alan

00:37:20.789 --> 00:37:26.190
Barker. He had he had up to I think was up to

00:37:26.190 --> 00:37:29.630
vision or something. He well, he's just he's

00:37:29.630 --> 00:37:31.190
just been known in the industry, so I wasn't

00:37:31.190 --> 00:37:33.829
sure I recognize his name, but I don't know him

00:37:33.829 --> 00:37:36.750
personally, no. Okay. Okay. See, I have a, I

00:37:36.750 --> 00:37:39.190
have a doctor. Okay. No, I'm just kidding you.

00:37:39.309 --> 00:37:42.510
All right. So thank you so much. And anything

00:37:42.510 --> 00:37:46.170
I didn't ask you that you wanted to share. I

00:37:46.170 --> 00:37:49.329
just, I would ask people listening to go to buildmyteam

00:37:49.329 --> 00:37:52.130
.com and schedule a consultation, see how we

00:37:52.130 --> 00:37:55.510
can help you. Like I said, we only do one thing.

00:37:55.929 --> 00:37:58.050
That's it. And we are completely and utterly

00:37:58.050 --> 00:38:00.090
laser focused on getting you the best possible

00:38:00.090 --> 00:38:03.090
team members that live in your area for your

00:38:03.090 --> 00:38:07.179
business. Perfect. We will end with those beautiful

00:38:07.179 --> 00:38:09.920
words and I'm going to end the live stream.