how to be better w/my colleagues nate walker and joseph jewell

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Hello, hello. Thanks for listening to Guidance Counselor 2.0. Listen, I want to give you a quick rundown of what this podcast is and what you're about to get into as you listen to these episodes. We had Guidance Counselors in middle school. We had Guidance Counselors in high school, but we didn't really have Guidance Counselors in college and now as professionals, we don't really have anybody to turn to to ask a quick question to learn something about the job search or to navigate your career. And so that is what I want this podcast to be for you. I want it to be a tool for you to navigate the job search and your career.

So that being said, I hope you enjoy this episode. And if you need to reach me, Taylor at vaco, VACO.com is how to get in touch with me old-fashioned email social media at tdesntdesen and finally, please rate and review this in the app store because I want this to be discoverable for others so they can navigate their careers. Hope you enjoy the episode. Joseph Nate welcome guys. Who who wants to kick us off? Joseph do you want to go first? Yeah I'll do it. So Joseph Jule I've been part of recruiting industry since May of 2017 and I've been consistently making waves like in the field since.

I started at Apex Systems, broke the company record for the fastest recruiter to 30k and weekly spread. All while kind of working my way up into management and eventually be overseeing five offices of recruiters and in that role I made impact by providing training and mentorship to my team as well. I love that. Last May joined Vaco and currently lead the team of recruiters for global solutions specifically on the tech side. A little bit about me is I'm also like a lifelong learner and my love for learning is RME several degrees including like a bachelor's in IT, an MBA, and a master's in software engineering that I got last May.

And then just recently got an AWS cloud practitioner certification with Nathan. So we're a bunch of fucking nerds. If you can't tell. Nate, what, tell me about you big dog. What's up y'all? I wish I wouldn't win first. That's a, that's a. I love it. Joseph's been rehearsing that in the mirror for the last 24 hours. Yeah, I did not rehearse that. I rehearsed this. So my name's Nathan Walker. I am with Lake O.I.M. the associate director of technical solutions for global solutions. I'm over the sales team. I started out my career at Apex as a technical recruiter, Joseph actually trained me, which was fun.

I said, right next to him in the pit, he would yell at me because I'm much, much louder than he is. But from there, I moved to New Orleans and started a branch for Apex there on the sales side. I was really successful, got promoted into a managing director, had great experience there, learned a lot, enjoyed helping people, decided to make a change, came over to Vaco, decided to help build out this new vision that we have for global solutions. I'm also a lifelong learner. I'm teaching myself how to code Python. I just received a Sromaster certification. I got AWS practitioner certified. I'm about to start a safe certification and stuff like that.

I really believe in this industry, the more knowledge you have, the more you can share and the more efficient and effective you're going to be. I love that. I love that. Again, I don't know. I mean, Craybie, if I'm wrong, I doubt you're going to talk to a lot of recruiters who are out there getting their AWS serve, right? So again, I'm very proud of these guys. And we have a team. I feel like our team in general kind of embodies that constant learning. We're always kind of bouncing ideas off each other, which is what I love. A few more people tuning in, Chris, Chris, it's great to see you, Reagan.

Good morning, Reagan. Our boss is watching, so we really don't need to fuck up now. John, great to see you. Esther, it's great to see you as well. LinkedIn user, it's great to see you. Awesome. I love Python and safe. I love it. So, so let's, so I want to get into kind of what gets you guys kind of up in the morning and going, right? I think this industry as a whole can, can wear you down. I think, you know, when we're not selling t-shirts, right? We're working with people, we're working with our livelihoods. And so I'm curious on kind of what gets you out of bed in the morning and Nate, if you want to, if you want to take that first.

Yeah, so I love what you said, this industry isn't grind and burnout is the real thing. So you have to have your why and every why for every person is going to be different. My specific why is like I just I love people right? I love what I do. I love helping clients. I love helping candidates. Like there's just something like that feels good about helping someone get their next job. You know from a candidate perspective or from a client perspective. They're like, hey mate, I'm super overwhelmed. I need so much help. I have this project deadline, I'm standing up till 10, 11, midnight, right?

Like I can't sleep the stress, my bosses are yelling at me. So when I'm like, hey, like look at these people, here you go. And then I walked them through the process, I walked them through everything and it just goes nice, right? Like they hire the person, they're like, this person is amazing. I hope that candidate, you know, send their kids to school, put food on the table, all that stuff. I helped the client, the manager, director, sleeping better, they're now getting more time to look at their kids, their family, right? Like it's just for me that is my law. That is what I love about this industry.

I love that and and and can confirm I was on a call with Nate with a with a potential client last week and Nate crushed it. Can confirm. So I want to ask you this man. I mean, what do you think separates you just in your experiences? What separates Nate as a salesperson and a recruiter? So this is going to be so cliche and I can't believe I'm about to say this but it's the fact that I actually care. The fact that I want to learn so much about what they have going on. Like from a lot of salespeople they just want to do sales.

I may nerd through and through. I want to learn everything about your culture, what you're doing, your tech stack, whatever it is that you have going on. And then the fact that I actually care about them like I have some you know old clients that I still talk to that wish me happy birthday I wish them happy birthday stuff like that right like you're not just a client You're not just a face or a way to make money or anything like that to me for me. You are like essentially a friend I care about you your well-being your fam, you know, like if you're making a Disney trip I'm be like man, how's Disney you know like show pics let us know right Yeah, that's what sets me apart is the fact that you know, I truly care and want to treat I treat you the way I would want to be treated.

Yeah, I love that Joseph man What what uh what gets you out of bed aside from your 25 animals and your 16 kids and Arcing your background. I mean Well, I mean it's it's 20 animals and five kids But I mean as a recruiter like what is the opportunity to make like a real impact. Like, Nathan was saying in the lives of both the hiring companies and job seekers. And like, I'm like driven by the challenges of understanding like the unique needs that each requirement brings. Like every client and every position, just there's something about, especially in tech, where like it's just, it's a challenge every time.

It's always something new. And then I'm just dedicated to supporting and empowering like the others in their professional growth. So my team, people looking for jobs, helping clients and stuff like that. And my goal is like to bridge the gap between technical recruiters and technical professionals, because honestly, I've heard too many times, like, I wish recruiters would spend, you know, such and such years in the, in the role before recruiting for it, that kind of thing. So just trying to make that, that process smoother and more efficient. I love that. And kind of the same question with Nate, what, what, what do you think separates you, Joseph, from, from the industry of, of a plethora of recruiters?

I mean, especially in the tech field, like I would say, like having a bachelor's in IT, master's in software engineering, AWS, or like that's going to set me apart in a lot of ways there just on the technical side and being able to actually talk to candidates and clients about their projects. But it's not just the technical knowledge that's going to give me there because I could have that and then just be bored to death talking to them, right? It kind of goes along with what Nathan said, I genuinely do care and want to learn. like I've helped people with their final projects and their masters just talking through it and things like that.

And I just really care like I have someone that I went to lunch with earlier this week that I placed like three years ago. And he's like directly hired for some more but I keep those connections up and stuff like that. So. And then the bird in the background, if it sounds like a zoo, it's one of Joseph's many animals, I love it. So I wanna talk, and we had a few more comments coming here. Paul Bishop, Nate's the man. Ivan, it's good to see you. David, it's good to see you as well. And then Becky, it's wonderful to see you also. So I want to get into kind of what we believe in and what we want to do with our team, right?

And kind of what your vision is as a leader. And again, I'm very grateful to work alongside both you boys because you all have an amazing background and also bring a lot of different ideas to the table than myself, which I think is incredibly important, diversity of thought, which my opinion doesn't happen that often in the staffing industry. So, Nate, if you wanna kick it off, man, like what are some principles that you're instilling, like with our sales team right now? Yeah, so great question. I think the biggest one is empowerment through knowledge and confidence, right? So the current sales team that we have, I want them to be confident going into any situation, to talking with clients, and I want the clients to be confident in them that they can come through for them, And that is done through knowledge and training and knowledge sharing and stuff like that.

So that is like my big focus currently. It's just making sure that they are prepared and can assist with any given situation. They're never caught off guard, which is ultimately gonna affect the relationship with the client. If a client comes to us, like, hey, we need this or we have this and one of our people are like, oh, we can do that. And it turns out we can't, right? That it's unfortunate and it hurts our relationship with the said client. So just empowerment through continuous learning and figuring out their own style. I'm a big believer that there is a thousand different ways to do sales.

I've had people who have been like, you have to do it this way, you have to do it that way. And I'm just not a believer of that. I think every person should put their own personal touch on it, their own way. And I think it comes across like that. If you're disingenuous, people are going to know. There's no doubt about it. So the more genuine you are to yourself, to the client, I think that comes across. And I think for me, those are like the two biggest things of sales. You know, just be yourself, be genuine, and just never stop learning. Learn everything. And then I also, you know, persistence and hard work because I love that.

So Jonathan is Jonathan's a former VP. And he goes, I feel an intense desire to catch someone off guard right now. I love it. I mean, Nate, I'm kind of someone to take a little bit more. I mean, what, because I want to show people like, listen, we're actually training, we're doing things, we're not just throwing our people out the woods, like what are you doing, like with individuals from like a one-on-one or training perspective, like how are you helping these people be, helping our sales team be more prepared? Yeah, so with the training to like dig into it, right, there's the sales lifecycle, if you will, right?

And it is getting a client through the sales system, right? Whether it be a prospecting outreach, It just talking to them the proper way to do that, right? How to add value. You don't want to waste anybody's time. So just talking with them like what proper outreach looks like, how to get responses because ultimately that's the hardest thing in our industry, right? It's getting responses because all these people are bombarded with messages. How do you stand out? So just having them understand the value that they bring personally and the value they can take to the client and then who's the client sees that our job is much easier at that point because ultimately that's what we're here for.

But we're talking about proper prospecting so it's not a waste of time. All for a meeting, how to run a meeting, things you should be trying to get out of the meeting, things you should be doing. So I'm gonna interrupt you here. I think this is huge. You said this, I think yesterday on one of our calls we had about how to, I think it was our 101 yesterday, about how to properly run a meeting. Can you talk about that? Cause I was like, shit, like that seems so basic, but it's really not. Right. So it's all about value, right? Like if I get on a meeting and you took the chance to meet with me for 30 minutes, right?

You need value, I need value. We are there for a reason as much as I like you and all that stuff. We're there for a reason, right? So it's about value. So you think about it like a timeline, right? Like you have a timeline coming like this. You come in, it's small talk, whatever it is. Like if I was gonna go on a meeting with Joseph, I see his little puppets, I hear his bird, you know, we're gonna talk about that. Like, hey, what kind of farm you running over there, man? Right? But then ultimately it's about value and it's about finding out about them.

And I think that's what a good salesperson does is they're genuinely interested in the person they're talking to. There's not a purpose behind it other than, tell me about you, what are your pain points, what are your struggles, how can I help you? Cause if I go in and I'm like, I'm for sure gonna tell this person that we can do near-shoring and we also have off-shoring. And then we have like, all that's great. But if they're like, hey, I need a local developer to do Iowa, like me saying, hey, we can near-shore, like that's gonna do nothing. So when they're like, hey, I need a local developer in our office in Iowa, and we haven't been able to find any one because it's a town of 63 people in the northeast out of Iowa.

I'm like, hey, I get that. Let's talk about it. What are our options? And going through the meeting efficiently, effectively, and making sure it's valuable for everyone. That is how you run a meeting. And then always set a follow up because usually in that 30 minutes, and you're not going to be able to cover everything, you're not going to be able to go into the depth that you need to. So just setting another meeting, whether it be 10, 15 minutes that way they might have a question that comes up later that they didn't ask you at that time. And then that second, you know, meeting that can be like, Hey, I thought about this.

What about that? I love that. I love that so much. That's so good. Joseph, what about you, man? Talk about kind of what what principles and that that you're instilling within our recruiting team. Yeah, so I mean, just like Nathan, like constantly learning, like any evolving like the industry trends continuously improving like the recruiting processes is huge. And then just making sure that like every person that we're talking to connecting to we're actually making genuine connections. We may not be able to help everyone, but we can connect to those people, maybe help them down the line, those kinds of things and just actually make those true connections and build out a community versus like, I talked to you for five minutes.

five minutes. I'm never going to speak to you again, like those kinds of things. Right. I love that. Talk about, talk about kind of some, some, some ways you're, you're elevating the recruiting team, right? Cause I mean, you just did a, not a lunch and learn, but like a breakfast and learn, but like talk, talk, talk, talk about some things you're doing to help educate our recruiting team. Yeah. So I mean, on our Monday calls, we do have like a tech talk where, you know, I share something from the tech insights or technical terms, those kinds of things. just kind of help improve their technical knowledge.

And then we have like a tech sync every Thursday where we like talk through like different challenges that we face may not be technical, maybe just kind of candidate conversations. And actually just brought someone in from the field to speak last Friday. And they literally just took 30 minutes to their time, literally kind of gave us a day in the life of, you know, what they do and the differences of like what they do versus, you know, some recruiters that reach out them to like totally off the wall positions to kind of help set our team up for success and be like, hey, this is what this person does.

And this is what you shouldn't reach out to this type of person to do, which is huge when you're getting hundreds of messages and only half of them really hit the mark of what you do. Yeah, I love that. I love that. And then Sal, it's great to see you. I love this question from Jonathan. What can I do for you that in six months is gonna get you a promotion. I love that question. I've never heard that. That's great. That's all great. We're gonna ride that off. We're going to take notes, John, thanks for that. We're going to hold you in and corporate that.

So as the last 10, 15 minutes show that we have, I want to get into kind of our vision and things that we want to do. For me, my vision for the team is basically for everybody that is in tech across the country who know who we are. And that is going to take some time. But I'm interested, hopes, dreams, Like, let's kind of brainstorm a little bit and just kind of be open on kind of what our vision is for the team. Us three, actually, to be honest with y'all, I wasn't going to slack out this this morning, but I forgot. I want us, Us three, to have more, like, together meetings.

I actually thought about last night while I was showering. Weird, weird time to think about that. But I was like, I was like, I was like, I needed more time with Nate and Joseph because the vibe's so good. But I don't know if any of y'all have thoughts on kind of what your vision is for our group, you know, six months through a year down the road or even five years. Yeah. So for the salespeople, my biggest vision and what I'm hoping for, what I want from them is confidence, growth, like, I mean, ultimately, right, I want to train them and I hope they do well enough that they can replace me, but choose not to, right?

Like, I want them to know that they're cared for and that I have their best interests at hand and I want them to just crush it. Like I hope that they get blown up and job offers from all over the place and they they choose to say because they're that good, they're that, you know, they're just that confident in their job and Vaco and what we do for them. That is my vision is ultimately one day they won't need me, you know, and one day they're like, we don't need meetings when they, but hopefully like they choose to still show up for them. I love that.

I love that. Joe Spidey, I didn't know if you had any more thoughts on that. And to neck of that, just internally at Vaco, just like having like our name and our team known at Vaco, like what we're going to do. I know you're working huge on the branding side of things, but just super important to the growth of everyone on the team for sure. Yeah, yeah, absolutely. So let's talk about some, maybe misconceptions or just pieces of advice, you know, because again, we're all recruiters and salespeople and we see the market. Let's talk market into a little bit. What's some advice for job seekers or hiring managers?

Nate, let's start with you first with hiring managers. What's your advice to them right now? What are you seeing in the market? Like give me some of that Nate wisdom right now. So if you're a hiring manager and you're watching, shorten your process. Time kills deals 100% of the time. If you have four interviews, five interviews, stuff like that, like for the most part, you know within the first 10, 15 minutes, like, okay, I like this person, I don't like this person. I think they can do it. I don't think they can do it. After that, spend the next 45 minutes diving into what it's actually gonna take to do the job.

You don't need four rounds. You don't have to bring in other people on the process, make the decisions, and be happy with it, right? And if it is a direct hire, understand, you need a few more steps, right? But if that is slowing it down and you're losing talent because of that, do a contract to hire. You have options to get the help that you need. Just you gotta give it a shot. You gotta be open. Do you find that a lot of companies are surprised that either we can do contract contract to hire or they're even just surprised on that model? Yeah. So I have had to educate a bunch of clients on the pros of contract contract to hire versus a direct hire.

So many people have been with the same company for so long and they were direct hired, you know, back in like the 90s and stuff like that. And they just been there. It's all they know. They don't understand like you have other options cause a direct hire can take a month, month and a half, right? Some places they do it a little faster. You're looking at like three weeks and things of that nature, but ultimately like it does take longer. So once you educate them on the pros and you know, there are some cons I guess if you like get to the midi gritty of it, but ultimately the pros do a contract the higher far outweighs like the direct hire options.

It's faster. You get to, you know, work with the person for six months before you are like fully committing. They get to work with you. It's a give and take, right? So to answer your question, yes, a lot of them are surprised that it's an option. They are surprised that we offer it and they're surprised at how well it works. I mean, we meeting we were on the other day. He has done it before. He was super open to it. We went into it as a direct hire combo, right? And then we transitioned and he's like, yeah, that's amazing. We love that. Let's do that.

You know, it's just, there's so much upside to it. And once the client hears that, they tend to be open to it. And I want to give you props, right? And I think recruiters, and I'm speaking to the recruiting industry a little bit, and Joseph and Nate, please chime in. I feel like we need to be more advisors. I feel like there is this kind of meek mentality of like, I'm just a recruiter. I don't know what I'm talking about. Please just give me job orders. But in reality, it's like, no, like, we see the behind the scenes of hundreds and thousands of people and companies, like we know what we're talking about.

So I'm a partner, not a vendor, right? Like that is the way I position myself. I have no, which Taylor, you know this, I have no issues like speaking my thoughts. So like if I'm. None, none, none. If I think you're putting yourself in a bad position for like hiring candidates or something like that, I'm gonna let you know. As nicely as I can, I'm not gonna be like, hey look, that's dumb. You know, I'm gonna be like, hey, like that is an option. I think you are gonna struggle going down that path. And then I'm gonna advise you what could be a better path.

and then maybe we meet in the middle, maybe we take something out of yours, so you're still comfortable, you're still happy, but ultimately your goal is to find the person, to hire the person, stuff like that. So that's what I wanna help you do. I'm going to advise you the best I can, and then it's gonna be up to you whether you listen to it or not. What do you think, and Joseph, feel free to chime in on this too if you want, the whole kickback of, well, you haven't coded, you don't know what we do. Or you haven't, you're not a hiring manager, you don't know what to do.

I mean, on the second one, we have probably interviewed and hired more people than they will, like in a week or a year in their whole lifetime. So the second was definitely thrown. And then for the first one with coding, I mean, as long as you can understand like the business case of like what the project needs to do, like you don't have to understand the code. I mean, there's black box testing for a reason. You don't have to understand the underlying code to be able to test. I'm gonna be taking a techie over here. What it is, right? Right. I love that. I love that.

Nate, that's on that. Yeah, I think the biggest thing when a manager or somebody does say that, and it has happened, they will hit you like, what do you know about this, right? Right. You just have to tell them like, I trust you to tell me what you need, and then you trust me to go find the person that can feel that need. I don't have to know the exact responsibility is like if somebody was to look at my Python coding right now, they would laugh at me and be like, this guy is an idiot, has no idea what he's doing, facts. But also like if a manager comes and he's like, hey, I need a senior developer that can do these things, like 100%, I can go and help find that person, right?

I've done it, time and time again, like it shows that you don't have to have done it to be able to do it, to find the people, I guess. Well, and I compare it to college football coaches. So a lot of college football coaches out there like have not really played at a high level. Like they may have played in high school and maybe like D2, D3 college, but like they haven't played D1 and they're coaching B1, right? And it's because they've been in the film room. They, they, they study it. They know what to look for. They know the nuances and I kind of compare it to us, right?

Now y'all, y'all are like, y'all are super nerds. Like y'all are coding, right? Mad respect, right? But as a whole recruiters, once you've been in it long enough, you know the flow, you know what to look for, you know what to cue off of. Like, and so that's how I compare it, right? It's kind of like the whole college football coach thing. Yeah, I think it likes spolstrah for the Miami Heat. He was a film, he was a camera guy. And look at the way now, right? What is it saying those that can't do, those that can't coach? Yeah. Exactly, exactly. Few more people, let's see here.

Sal, it's great to see you. Jonathan comes in that I've had, I have three separate 30 minute interviews over the next two days. That's fantastic. That's good. That's good. Alex comes in, I had a company start the interview process. The day before the holiday break started, it took almost two weeks within the figure out. Yeah, it's just a lot of lost time. A lot of lost time. Brody, it's great to see you. Brody and I play hockey together. It's great to see you big dog. I'll see you Monday. And then David comes in. How do you get the foot in the door when changing professions?

So I'm glad this was asked, because I'm getting this question a ton right now. boys, what are your thoughts on this? So I'll go ahead and start. But one is network network network, right? And then two is going to be practice interviewing, like answering common interview questions, being prepared to discuss like what you've done to gain the experience needed for that change. Like if you've done certifications, if you've done side projects, be able to showcase and talk through those, like in a good manner and then being persistent. Like the job search process as long as it's competitive, you have to stay motivated and keep applying to positions that interest you while you're also still building those skills.

Because I mean, the only reason you're going to be defeated is if you give up, right? Like you're going to eventually find a job if you keep practicing and keep interviewing. I love that Nate. Yeah, I mean persistence, right? Like it's not ever easy. And then just being honest about your capabilities, right? What I see that, that sorry what I see when a lot of people go into an entry level job or something like that they try to oversell and a lot of times they'll say things that don't make sense and then the manager is kind of put off if you go into a situation and you're like look this is my background I've decided to get into this these are my interests these are the things I've done to prepare myself for this a manager is going to pick up on that so much better than you trying to fluff your way through the interview right now look if you're applying for say a scrum master role and you don't don't have a CSM, you don't know what Scrum is, you don't know what a product owner is, and things like that.

Like you should do some research before you go into it, right? Don't just throw your hat into a ring and hope for the best. Just be persistent, be honest, and like Joe said, the only way you're going to get beat is if you give up. Yeah, I totally agree. I totally agree. Fritzin comes in, hey, Joseph, are you itching to look at people's code during work? How do you balance your current role with what you're doing now? Oh, that's so funny. There's been, I mean, I've actually looked at code today, or not today, but yesterday for an interview that we're having. So I still get to look at people's code, get to kind of see what it does and stuff like that.

And even with candidates that we don't have any play anymore, like sometimes I shoot them in text like, hey, show me some of the stuff you've been working on. And they'll shoot me like their GitHub link or like their portfolio. So, yeah, always itching to look at code. And I mean, I actually get to incorporate it into the job. So I don't have to like, and I want you to answer this too because you're busy as well getting certain. How do you balance everything? So like the Scrum Master certification I did, it was over the weekend like it was two eight hour courses on a Saturday and Sunday.

Right. So I just essentially extended my work week but because I enjoy it. So I did. But I mean it's tough like you just you have to find the balance. I think time management is key right blocking your schedule, blocking your calendar for whatever reason it is, right? Like it has been proven that is one of the most efficient things to do is to block your calendar and say, this is what I'm doing for that time. Talk about time blocking. We're going to wrap it up here in a minute or two, but talk about time blocking real quick. I feel like people throw around the word time blocking, but they don't really like know what it is.

So time blocking is where you essentially take a time on your calendar, whether it be 10 to 11, one to two, whatever it is, one to four and say, during this block, I'm doing this because A, it shows that you're busy on your calendar. It shows that you're busy on teams or whatever internal thing you're using, right? But what you're doing is like you're sitting down in your focus that gives you a single focus whether it be prospecting, whether it be research, whether it be doing a cert, whatever it is, it allows you to step away and kind of just be like focused, like fully.

That is what time blocking does and that is why it's so efficient. I love that. Joe, so many more thoughts on time blocking? I would just say you make time for what you care about, right? So I got 20 animals, five pets, married, like got a work, but I mean, we're doing extra curly curlers like Karate, I still have time to go to the gym. I find time to code like you just make time for what you care about, right? I don't know. You're amazing. All right, so as we wrap up here, I always ask this question. So this is called Guidance Councilor 2.0, because we had Guidance Councilors in middle school, high school and college, but now as adults, we really don't have anybody turn to, to just ask for career advice.

What would be your biggest piece of career advice for your younger self? Who wants to take that first? I can take it. Yeah. Just take the risk earlier, right? Like don't be scared. Just take the leap, man. Like if there's never a right time, you're always gonna find a reason not to do it. Just do it. Like if you're thinking about changing careers today's the day, don't put it off to tomorrow. Don't wait for a week. Don't wait for the next paycheck or what, just do it. Yeah, yeah, agreed. Joseph, you're on mute. Cause your bird's chirping. I was gonna say just network sooner and make sure to take the internships.

Like, I mean, I got out of college and didn't necessarily know like what route I wanted to take, but you can plan that ahead of time. That's what I would say. I love that, I love that. All right, boys, see that wasn't that bad. You crushed it, that was great. Thanks y'all for hanging out with us today. We appreciate it. Wednesday, edition of Guidance Council 2.0. I would highly advise for you to go connect with Joseph and Nate on LinkedIn. And again, I'm gonna continue to bring people on from my team and just the overall global solutions team. So you can get to know us a little bit more and kind of what we're doing because we're doing some really, really cool stuff that I would love to have you're part of.

We also have a discord for my team as well, dropping to the chat if you want to be involved. It's just where we post open jobs and you have quicker access to us if you want it. But y'all have a great Wednesday boys. Thank you so much for it. Stay on real quick, sex everybody you guys. And we'll see y'all on Friday. For guidance comes to 2.0 tomorrow. I'll be live with Unicorn Finders, other podcast talking about a climate, climate, basically a climate company that's doing a lot for global warming. And they're based in Nashville, they're called to be Europe. So it's going to be a fun conversation.

So see y'all tomorrow. Take it easy. Hey, you did it. You listened to an entire episode and I am very grateful because you know why? There's a lot of podcasts out there. There's a lot of episodes and I myself rarely finished an entire episode. So I appreciate you so, so much for listening. Quick reminder, please rate and review this podcast in the App Store. I want this to be discoverable to others and the only way that happens is if you take the time right now and rate and review it. Please, like, right now. Unless you're driving, then don't do it. So, thank you again. If you need to reach out to me, Taylor at Vaco.com or at T.S.

and on all social media handles and I hope you have a fantastic day.