1103: What is the Tour of Duty Model and Why Should Recruiters Embrace It? w/ Thom Kenney

WEBVTT 1 00:00:00.320 --> 00:00:05.639 Looking for a guaranteed way to create content that resonates with your audience? Start 2 00:00:05.679 --> 00:00:10.589 a podcast, interview your ideal clients and let them choose the topic of the 3 00:00:10.750 --> 00:00:15.109 interview, because if your ideal clients care about the topic, there's a good 4 00:00:15.150 --> 00:00:18.989 chance the rest of your audience will care about it too. Learn more at 5 00:00:19.070 --> 00:00:27.460 sweet fish Mediacom. You're listening to be tob growth, a daily podcast for 6 00:00:27.579 --> 00:00:31.820 B TOB leaders. We've interviewed names you've probably heard before, like Gary vanner 7 00:00:31.859 --> 00:00:35.659 truck and Simon Senek, but you've probably never heard from the majority of our 8 00:00:35.700 --> 00:00:40.689 guests. That's because the bulk of our interviews aren't with professional speakers and authors. 9 00:00:41.289 --> 00:00:44.689 Most of our guests are in the trenches leading sales and marketing teams. 10 00:00:44.929 --> 00:00:49.929 They're implementing strategy, they're experimenting with tactics, they're building the fastest growing be 11 00:00:50.039 --> 00:00:53.600 tob companies in the world. My name is James Carberry. I'm the founder 12 00:00:53.600 --> 00:00:57.359 of sweet fish media, a podcast agency for BB brands, and I'm also 13 00:00:57.439 --> 00:01:00.880 one of the CO hosts of this show. When we're not interviewing sales and 14 00:01:00.960 --> 00:01:03.590 marketing leaders, you'll hear stories from behind the scenes of our own business. 15 00:01:03.989 --> 00:01:07.430 Will share the ups and downs of our journey as we attempt to take over 16 00:01:07.469 --> 00:01:19.939 the world. Just getting well? Maybe let's get into the show. COME 17 00:01:19.980 --> 00:01:23.180 BACK TO BE TOB growth. I am your host for a date episode, 18 00:01:23.379 --> 00:01:27.219 Nikki Ivy, with food media as I've got with me today, Tom Kenny, 19 00:01:27.340 --> 00:01:33.450 who who is president and CEO of Smash Fly Com. How you doing 20 00:01:33.530 --> 00:01:36.530 today? I'm doing great. How are you doing? Okay, I'm doing 21 00:01:36.650 --> 00:01:41.049 wow. You know, I stayed hurricase story it for this and being on 22 00:01:41.489 --> 00:01:45.010 new offline them. I'm not here mom that we're Atlanta and, as I 23 00:01:45.129 --> 00:01:49.760 typically say, the sun is shining and I cannot complain. But what I'm 24 00:01:49.000 --> 00:01:52.400 I'm super excited about what we're going to be talking about today. Guys. 25 00:01:52.400 --> 00:01:57.799 We are going to be transformation as a pertains to recruitment and how leaders can 26 00:01:59.040 --> 00:02:05.189 embrace that concept of transformation and something that Tom Calls the tour of duty model 27 00:02:05.909 --> 00:02:08.830 when it comes to what the workforce looks like and what work experience looks like 28 00:02:08.949 --> 00:02:12.750 these days, and so I'm super excited to get into that. But before 29 00:02:12.789 --> 00:02:15.389 we do, Tom I would love it if you would just give us a 30 00:02:15.430 --> 00:02:19.219 little bit of background on yourself and what you and the folks are smash why 31 00:02:19.219 --> 00:02:23.180 I've been up to these days. Sure, I'm Suah entrepreneurs done a bunch 32 00:02:23.219 --> 00:02:27.419 of different businesses and come in and helped businesses grow and did that was smashfly 33 00:02:27.460 --> 00:02:30.250 a little while ago. You know, one of the things that was really 34 00:02:30.370 --> 00:02:34.490 interesting about smash fly was understanding the amount of data that we have, the 35 00:02:34.569 --> 00:02:37.849 amount of candidates that we work with, the companies that we work with. 36 00:02:38.370 --> 00:02:44.800 All of this data really helps power some tools that deliver artificial intelligence solutions to 37 00:02:44.960 --> 00:02:47.520 really identifying talent and then getting that talent on board. You know, one 38 00:02:47.560 --> 00:02:51.759 of the challenges that I think a lot of major companies have is it's not 39 00:02:51.840 --> 00:02:55.000 about more people, it's about the right people the right time with the right 40 00:02:55.039 --> 00:02:59.590 hiring managers to get them on board. So we work with a lot of 41 00:02:59.669 --> 00:03:05.229 different customers around the world to really identify through recruitment marketing, which is really 42 00:03:05.389 --> 00:03:10.030 just trying to show potential candidates what the value proposition of working for that company 43 00:03:10.189 --> 00:03:15.939 is. We create those connections between people, we help them nurture those candidates 44 00:03:15.219 --> 00:03:19.860 and they end up with great outcomes. You're helping to find a lot of 45 00:03:19.939 --> 00:03:23.419 people find really great opportunities and for us. It's been over one point two 46 00:03:23.460 --> 00:03:28.569 million people of found jobs with smash flying. I mean I love that statistic, 47 00:03:28.930 --> 00:03:31.330 talking about how every single day we're helping to make somebody's life a little 48 00:03:31.330 --> 00:03:36.370 bit better. I absolutely love it. We were just talking off line about 49 00:03:36.449 --> 00:03:40.090 my passion and it sounds like I shared passion for connecting humans and connecting with 50 00:03:40.800 --> 00:03:45.560 humans and it relates to what we're going to be digging into today. So 51 00:03:45.639 --> 00:03:49.319 so, when it comes to this idea of the tour of duty model and 52 00:03:50.240 --> 00:03:54.680 transformation within organizations, with the way that the work force sort of moves these 53 00:03:54.680 --> 00:04:01.949 days, talk about some of the the barriers to embracing that tour of duty 54 00:04:01.990 --> 00:04:06.030 model and this this transformation that people are saying. Well, Nikki, let 55 00:04:06.069 --> 00:04:11.180 me talk just for a second about what that tour duty model is to us. 56 00:04:11.419 --> 00:04:14.379 You know, when we think about when we were growing up in our 57 00:04:14.500 --> 00:04:16.620 parents there were looking at a job that they would have for thirty or forty 58 00:04:16.660 --> 00:04:19.819 years, that we get a pension and they would retire. But where we 59 00:04:19.899 --> 00:04:24.449 are in today's market economy, not just the GIG economy, which is a 60 00:04:24.529 --> 00:04:29.329 little bit different, but in today's economy, people have flexibility, the workforce 61 00:04:29.449 --> 00:04:32.170 is very fluid. People are moving around quite a bit and when you think 62 00:04:32.209 --> 00:04:35.889 about that, you can go from a position that you have for three years 63 00:04:35.970 --> 00:04:40.360 to another job for four years, to another job for three years, and 64 00:04:40.519 --> 00:04:43.839 when you think about it, you're really bringing all of your experience and all 65 00:04:43.879 --> 00:04:46.920 of your talent to bear with who you're employed by at that particular point in 66 00:04:46.959 --> 00:04:51.439 time. Why it's transformative is when you think about that as a tour of 67 00:04:51.480 --> 00:04:56.149 duty, you know, doing three years here and four years they're what you're 68 00:04:56.149 --> 00:05:00.310 doing is you're building a really diverse skill set. You're not just taking skills 69 00:05:00.310 --> 00:05:03.949 and experiences from one company. You've actually got multiple. But what's interesting is 70 00:05:04.069 --> 00:05:08.980 when you talk to some hiring managers and you talk to some recruiters, sometimes 71 00:05:09.019 --> 00:05:11.819 it's a little bit of a stigma. You know someone who might have had 72 00:05:12.180 --> 00:05:15.420 two or three jobs in the past ten years. There are some folks to 73 00:05:15.540 --> 00:05:16.699 look at that and say, oh well, they're just going to leave me 74 00:05:16.740 --> 00:05:19.100 in another three years, so I'm not even going to talk to that person, 75 00:05:19.740 --> 00:05:24.170 but look instead at the experiences that they've had. You know, what 76 00:05:24.329 --> 00:05:28.209 were they able to do three jobs ago, two jobs ago, their last 77 00:05:28.250 --> 00:05:32.009 job? And if those people are coming into the organization and they're bringing energy 78 00:05:32.129 --> 00:05:38.399 and they're bringing excitement and they're bringing completely new perspectives to the business that they're 79 00:05:38.399 --> 00:05:42.319 in. That's a transformative angle that I don't think a lot of companies are 80 00:05:42.319 --> 00:05:45.600 really embracing yet. You know, they're worried a little bit more about when 81 00:05:45.600 --> 00:05:48.600 they might lose someone, so they're looking at the timelines that this person has 82 00:05:48.600 --> 00:05:54.149 been involved within the past, but they're missing the opportunity all these diverse experiences 83 00:05:54.230 --> 00:05:58.750 they're going to bring, especially those people that are in different geographic locations and 84 00:05:58.910 --> 00:06:02.870 different kinds of businesses. The type of experiential learning that they get in those 85 00:06:02.910 --> 00:06:09.740 organizations is truly a fundamental aspect of some of the businesses that are changing industries 86 00:06:09.860 --> 00:06:13.660 and even inventing new industries. Yeah, for sure, and I think, 87 00:06:13.660 --> 00:06:15.300 I think even I mean you're talking about three to four years. I think 88 00:06:15.300 --> 00:06:21.649 when you're talking specifically about some of the the startups, I think you can 89 00:06:21.689 --> 00:06:27.009 learn like startup months are like dog years, right, like the amount of 90 00:06:28.009 --> 00:06:36.720 information and experience and real applicable, actionable education that you can get in a 91 00:06:36.920 --> 00:06:41.759 startup role, whether you're, you know, working in a sales function or 92 00:06:41.920 --> 00:06:46.430 marketing function or customer success function. You're so right. It is like doing 93 00:06:46.470 --> 00:06:50.189 a tour of duty, sometimes in the form of taking heavy fire if you're 94 00:06:50.629 --> 00:06:54.990 if you're an SCR and one of those is getting hung up at a lot, 95 00:06:55.069 --> 00:06:58.550 like I was early in my career. But but you're to your point. 96 00:06:58.670 --> 00:07:02.300 Yes, to focus on listen, this person, you know, more 97 00:07:02.420 --> 00:07:08.180 than survived this environment's person went in this environment, contributed whatever they did and 98 00:07:08.699 --> 00:07:14.660 does bring with them a wealth of of knowledge and experience that, if you 99 00:07:14.699 --> 00:07:19.810 let it, can be extremely valuable in this in this new environment. So 100 00:07:19.850 --> 00:07:25.769 I love that that's the the the way that you're framing this conversation and sort 101 00:07:25.850 --> 00:07:30.920 of, you know, hints at its other aspect of it that we were 102 00:07:30.279 --> 00:07:33.839 that we were talking about, which is when you work in these environments, 103 00:07:34.399 --> 00:07:39.879 typically you've been exposed to a lot of change, right, and that is 104 00:07:39.879 --> 00:07:42.759 might apply even more to the one of the three or four year models. 105 00:07:42.759 --> 00:07:45.870 Right, the amount of change that the organization that this person is coming from 106 00:07:46.389 --> 00:07:51.350 likely experienced and adapted to and learn from is valuable is at this next place 107 00:07:51.430 --> 00:07:55.509 that they go. But you said, a lot of folks aren't focused on 108 00:07:55.509 --> 00:07:58.230 that because they're worring about other things. Talk about that for us. So, 109 00:07:58.430 --> 00:08:01.980 if you think about start particular, like you chatted about earlier, the 110 00:08:03.100 --> 00:08:07.459 idea behind a startup and the way that we're adapting really is a part of 111 00:08:07.540 --> 00:08:13.889 transformation, right you you can't have transformation without adaptation, and I think that's 112 00:08:13.889 --> 00:08:16.089 why a lot of companies really love the startup experience, you know, to 113 00:08:16.170 --> 00:08:20.209 bring somebody who's at least one that once or twice for two reasons. One, 114 00:08:20.290 --> 00:08:24.769 I think if you've failed, you learn a lot from your failure. 115 00:08:24.889 --> 00:08:26.759 I mean, I've certainly had plenty of them and I've learned a lot from 116 00:08:26.800 --> 00:08:31.000 them. The very first startup that I ever did, you know, one 117 00:08:31.040 --> 00:08:33.600 of the one of my claims to fame is that, yeah, it did. 118 00:08:33.639 --> 00:08:37.879 It wasn't a million dollar idea, it wasn't huge. Yeah, it 119 00:08:37.000 --> 00:08:41.750 a nice, nice outcome, but I learned along the way all these different 120 00:08:41.789 --> 00:08:46.389 mistakes that that I made trying to do sales and trying to do marketing. 121 00:08:46.750 --> 00:08:48.070 And even if you look at the roles, like you mentioned, a marketing 122 00:08:48.110 --> 00:08:52.110 position and a startup, a marketing person and a startup is going to be 123 00:08:52.190 --> 00:08:56.539 doing seo and they're going to do product marketing and they're going to build collateral 124 00:08:56.580 --> 00:09:00.220 for the sales team and they're going to help build a website and they're going 125 00:09:00.259 --> 00:09:03.019 to, you know, be a part of being in a booth for some 126 00:09:03.299 --> 00:09:07.860 conference. If you're in a thousand person marketing team, you're going to have 127 00:09:07.899 --> 00:09:09.490 a very narrow focus. You're going to have a lot of work and you're 128 00:09:09.490 --> 00:09:13.250 going to be very busy, but you're gonna have a narrow focus and a 129 00:09:13.370 --> 00:09:16.570 startup that experiential learning and all of the stuff that you're doing to try to 130 00:09:16.610 --> 00:09:22.809 transform that company into something that self sustainable. You are adapting what you do 131 00:09:22.289 --> 00:09:28.519 every single day and you're feeding that experiential learning tool set that you're going to 132 00:09:28.720 --> 00:09:31.720 bring in build on for the rest of your career. Yeah, yeah, 133 00:09:31.720 --> 00:09:33.320 they used to call this, right, this person that has this skill set 134 00:09:33.399 --> 00:09:39.070 that is more broad and gentleman school. They call that a backpack journalist. 135 00:09:39.429 --> 00:09:43.230 And so you're what you're talking about is these environments that build backpack marketers, 136 00:09:43.309 --> 00:09:48.110 a backpack sales people. Right, they've got, you know, everything there, 137 00:09:48.149 --> 00:09:52.509 one man bad. They don't have to be right, but understand, 138 00:09:52.549 --> 00:09:56.340 especially now, when're at this inflection point where everybody is talking about and striving 139 00:09:56.460 --> 00:10:03.860 towards those a marketing alignment. There's perhaps no better environment to get to understand 140 00:10:03.980 --> 00:10:07.769 how those two functions work together then in a startup environment. And so yeah, 141 00:10:07.809 --> 00:10:11.330 these are folks that that, when you talk about that transformation and that 142 00:10:11.490 --> 00:10:16.610 tour of duty model, that are really going to be bringing the value. 143 00:10:16.649 --> 00:10:20.129 And so I like the way you're challenging people to really think that when they 144 00:10:20.490 --> 00:10:22.519 when they see these these stints. You know whether, I would say, 145 00:10:22.559 --> 00:10:26.399 if you're from about startups, whether it's the six months then or four years 146 00:10:26.399 --> 00:10:30.159 stin or a three year stant, whatever it is, to really just be 147 00:10:30.279 --> 00:10:35.909 asking the right questions about that time spent to try and and and Glean what 148 00:10:37.190 --> 00:10:39.470 was learned, what was experienced, what value could be brought. I love 149 00:10:39.909 --> 00:10:43.110 this. I love it so much, and it's to the end of something 150 00:10:43.110 --> 00:10:48.149 else that you mentioned offline, which is, you know, this is not 151 00:10:48.389 --> 00:10:50.740 about when you when you look at a lot of folks are right, who 152 00:10:50.779 --> 00:10:54.740 were probably listening to the show and who you work with and interact was on 153 00:10:54.820 --> 00:10:56.379 regular basis. Right, you loo can get building a team and trying to 154 00:10:56.419 --> 00:11:01.379 get folks to stay on a team rather than looking at it, as you 155 00:11:01.500 --> 00:11:05.769 mentioned, as far as like how hard can I push this person to get 156 00:11:05.769 --> 00:11:09.490 get, get, get, get thinking about how to, as you put 157 00:11:09.490 --> 00:11:13.929 it, open better doors. I think all of the steps that we've just 158 00:11:15.009 --> 00:11:18.840 talked about taking ahead of time, as far as how we already are framing 159 00:11:18.879 --> 00:11:20.919 the conversation, frame how you look at people, is really important. But 160 00:11:22.039 --> 00:11:26.120 talk to us a little bit about that last piece of basically empowering those people 161 00:11:26.200 --> 00:11:30.799 once you've gotten the higher well, the first thing I'd say is it's not 162 00:11:30.960 --> 00:11:35.669 necessarily about better doors. It's just about doors. In our role is leaders. 163 00:11:37.070 --> 00:11:39.029 We've got to be able to give people the opportunities to walk through these 164 00:11:39.110 --> 00:11:43.230 doors that they want to walk through. They may walk through a door that's 165 00:11:43.269 --> 00:11:46.909 on a cliff and it may not be a better door at all, but 166 00:11:46.029 --> 00:11:48.740 they need the opportunity to be able to grow, throw in, to explore, 167 00:11:50.299 --> 00:11:54.019 and one of the things that we've done we've actually got a really amazing 168 00:11:54.059 --> 00:11:58.500 person that was on our marketing team and we were trying to create more alignment 169 00:11:58.779 --> 00:12:01.340 with our sales team, between our marketing sales team, just like we were 170 00:12:01.340 --> 00:12:03.409 talking about earlier. And so one of the things that I see is my 171 00:12:03.570 --> 00:12:09.490 job is to open up doors to new opportunities where they can grow and succeed, 172 00:12:09.049 --> 00:12:13.090 but not tell them which door to go through. Just give them the 173 00:12:13.330 --> 00:12:18.519 flexibility, allow them to take risks. You know it, the risk averse 174 00:12:18.639 --> 00:12:22.279 manager. You've got to be risk averse with certain things. We all recognize 175 00:12:22.320 --> 00:12:26.960 that, but we can't be so risk averse that we prevent people from bringing 176 00:12:26.000 --> 00:12:31.269 their ideas to us by having their look at the future goals and where they 177 00:12:31.309 --> 00:12:33.909 want to be in where the company wants to be. And we brought this 178 00:12:33.029 --> 00:12:37.110 person over from the marketing side and allowed her to open a door. She 179 00:12:37.149 --> 00:12:39.350 said this is where I want to go, this is the door I want 180 00:12:39.350 --> 00:12:45.100 to open and for me, with a servant leadership mentality, it's like fine, 181 00:12:45.340 --> 00:12:46.940 here the tools that you need to open that door. And too opened 182 00:12:46.980 --> 00:12:50.860 it and my Gosh, the transformation that we've seen in the ability to communicate 183 00:12:52.059 --> 00:12:56.220 on a metrics perspective between our marketing and our sales team has been absolutely dramatic. 184 00:12:56.700 --> 00:13:01.529 So it's about really ensuring that as you're embracing transformation, as you're allowing 185 00:13:01.570 --> 00:13:05.210 people to grow, you're just giving them the keys to open those doors, 186 00:13:05.809 --> 00:13:09.009 give them the tools that they need to succeed rather than telling them what they 187 00:13:09.049 --> 00:13:15.200 need to do. Let them show you how they can just completely surprise you 188 00:13:15.600 --> 00:13:20.159 with new ideas, new directions, and sometimes when you give people that level 189 00:13:20.159 --> 00:13:24.159 of flexibility and give them those opportunities, you open up tremendously new markets. 190 00:13:24.519 --> 00:13:30.830 You think about slack. Slack built a tool inside their company to communicate because 191 00:13:30.830 --> 00:13:33.710 somebody had an idea that we don't communicate well, so I'm going to build 192 00:13:33.789 --> 00:13:37.549 something. And whatever that first business was the slack thought they were going to 193 00:13:37.590 --> 00:13:43.740 do. Nobody remembers that. Everybody remembers somebody gave someone a chance and let 194 00:13:43.820 --> 00:13:48.100 them open a door, and look at what happened to a company like that. 195 00:13:48.860 --> 00:13:54.259 I could not agree more. The funny thing is, right the irony 196 00:13:54.700 --> 00:13:56.730 of if you don't take this approach that you and I are talking about right, 197 00:13:56.850 --> 00:14:03.009 it's folks who, when recruiting talent, folks who do still focus on 198 00:14:03.450 --> 00:14:05.929 what they as an organization, you know, focus too much, that is, 199 00:14:07.009 --> 00:14:09.039 and what they do as an organization, stand to lose rather than the 200 00:14:09.120 --> 00:14:13.799 doors that they can open because they're afraid that, you know, they'll be 201 00:14:13.919 --> 00:14:16.200 turnover or folks won't you know, I'm going to get this person who's not, 202 00:14:16.360 --> 00:14:18.720 you know, loyal, and that the stay long will if you do 203 00:14:18.879 --> 00:14:22.120 what you're talking about and given the tools to open doors, those are the 204 00:14:22.200 --> 00:14:26.909 types of things that retain people. Those are absolutely I felt it. It 205 00:14:26.990 --> 00:14:30.470 makes people want to stay. So you end up having this self fulfilling prophecy 206 00:14:30.870 --> 00:14:33.549 if you're so focused on failure and who's going to leave you versus, just 207 00:14:33.669 --> 00:14:39.139 like how can that take these caterpillars into butterflies? You feel me? I 208 00:14:41.100 --> 00:14:43.179 love it. Thank you so much for if you're laying that out for us 209 00:14:43.259 --> 00:14:46.899 and and let it get to know a little bit about this thing that you're 210 00:14:46.940 --> 00:14:52.049 so passionate about and and given this to our to our listeners. But now, 211 00:14:52.090 --> 00:14:56.409 now, Tom After, I've got a chance to successfully Pique your brain 212 00:14:56.450 --> 00:14:58.250 and see it I could get out of it. Time for you to tell 213 00:14:58.370 --> 00:15:03.009 us what you are putting in it. Tell us about a learning resource that 214 00:15:03.090 --> 00:15:05.690 you've engaged with here recently that you know. It's a form in your approach. 215 00:15:05.769 --> 00:15:09.919 You've got you excited these days. So one of the things that I 216 00:15:09.000 --> 00:15:15.600 think is is very important as we look at the future landscape of education or 217 00:15:15.600 --> 00:15:20.320 all of the resources you have for online education. So one of the plugs 218 00:15:20.360 --> 00:15:22.629 that I'd put out there is for ed x and if you don't know what 219 00:15:22.750 --> 00:15:28.389 ed x is, it's actually a collaboration of a number of major universities that 220 00:15:28.470 --> 00:15:31.629 are putting some of the best content for education online. So if you're a 221 00:15:31.669 --> 00:15:35.139 salesperson and you want to understand a little bit more about marketing, they've got 222 00:15:35.179 --> 00:15:39.299 a marketing class. If you're a marketing person and you want to understand you 223 00:15:39.379 --> 00:15:43.700 know, all these people are talking about AIAIAI. What the HECK IS AI? 224 00:15:43.379 --> 00:15:48.299 Take an introductory ai course, maybe a little bit of programming. You 225 00:15:48.419 --> 00:15:52.850 know, these types of technologies are just going to become much more ubiquitous around 226 00:15:52.850 --> 00:15:56.490 the world. You know that self education, that's self learning, is so 227 00:15:56.690 --> 00:16:00.169 important if you truly want to be successful in your career. So something like 228 00:16:00.450 --> 00:16:03.970 Edex can really help you move your needle forward. I use them all the 229 00:16:03.049 --> 00:16:07.519 time for just quick and dirty courses just understand a topic a little bit better 230 00:16:07.600 --> 00:16:11.200 or an idea a little bit better, and it helps them for me and 231 00:16:11.399 --> 00:16:14.960 for my decisions. Yeah, you know, there was another one. It's 232 00:16:14.960 --> 00:16:18.750 sort of like that, but it's as called Corsa that I like subscribe to 233 00:16:18.870 --> 00:16:22.350 and then ignored to go because I felt like a big good bitment. I'm 234 00:16:22.389 --> 00:16:26.950 telling on myself now, but but this one used that quick and dirty you 235 00:16:26.029 --> 00:16:30.470 say. This one sounds like something that I would probably have time to do. 236 00:16:30.549 --> 00:16:32.830 So thank you for the recommendation. I love this kind of stuff. 237 00:16:32.860 --> 00:16:37.659 I haven't heard any answer like that yet, so you in the day. 238 00:16:37.179 --> 00:16:41.100 Thank you so much. The sounds like me. I know that everybody listening 239 00:16:41.100 --> 00:16:45.860 to this podcast has become a fast fan of yours. They'RE gonna want to 240 00:16:45.899 --> 00:16:48.490 keep up with you. Let us know. How can people connect with you? 241 00:16:48.009 --> 00:16:52.809 Best ways through twitter at smash fly CEO. See, I was expecting 242 00:16:52.970 --> 00:16:56.570 linkedin and here you go, surprise in me again. Thank you Ho much 243 00:16:57.690 --> 00:17:00.679 on the show. I've definitely be reusing out to you and following you on 244 00:17:00.759 --> 00:17:06.039 twitter just to see whatever little jewels I can I can feel. Frankly, 245 00:17:06.799 --> 00:17:08.400 this has been really, really great. I'm glad to have you on and 246 00:17:08.440 --> 00:17:11.559 I think this is the kind of the kind of content with is our thing. 247 00:17:11.640 --> 00:17:15.349 Thanks very much, Nick. It really excited. Appreciate it. We 248 00:17:15.589 --> 00:17:19.710 totally get it. We publish a ton of content on this podcast and it 249 00:17:19.789 --> 00:17:22.910 can be a lot to keep up with. That's why we've started to be 250 00:17:23.069 --> 00:17:27.309 to be growth big three. A note fluff email that boils down our three 251 00:17:27.390 --> 00:17:33.099 biggest takeaways from an entire week of episodes. Sign up today at Sweet Phish 252 00:17:33.180 --> 00:17:37.900 mediacoma big three. That sweet phish mediacom slash big three.