Finding Your Authentic Voice with Kasi Riley - HigherHer Ep 16

[00:00:00] Welcome to the HigherHer Podcast by Talent Collective, presenting conversations with inspiring women in talent. And get ready ladies, because this is the last time you're going to hear a man's voice on this show.

[00:00:13] Hello, hello. We are back again. Same outfits, different position on the couch and a new guest. Hello everybody. I'm Natalie, one of the co-founders of Talent Collective and co-host of HigherHer.

[00:00:30] Our podcast, we produce conversations with very, very inspiring women. I'm here with my co-host and co-founder, Krista. Say hello. We're actually at her house. It's so warm and cozy here.

[00:00:45] She already has the holiday candle vibes going on, so it's very nice. And we are joined today by Kasi.

[00:00:53] She is one of our members, but immediately became actually a friend of ours before becoming a member. We're actually neighbors, ironically. And so we're excited to chat with her.

[00:01:08] She has a very, very exciting journey in talent acquisition, now founder of her own company. So without further ado, welcome. I don't want to spoil your intro.

[00:01:20] Thank you.

[00:01:21] Why don't you tell the crowd a little bit about yourself and how you got into recruiting?

[00:01:25] Yeah. Well, these are my island sisters on the beautiful island.

[00:01:28] I like that.

[00:01:30] Island of Alameda.

[00:01:32] Yeah.

[00:01:33] So I got started in HR and talent about 15 years ago.

[00:01:38] I started my career as an HR manager at Target.

[00:01:43] And I opened up stores across the Bay Area and trained others in how to open up stores.

[00:01:48] And it just really bred this like very entrepreneurial spirit.

[00:01:51] Like I'm like a true business operator.

[00:01:55] I talked about my first year.

[00:01:57] I just spent that whole year crying because I was giving feedback and I was walking the floor in heels and doing HR while also like climbing into trash compactors and like delivering like koas, like everything.

[00:02:13] But it was an amazing experience.

[00:02:15] And I didn't realize, but I was doing a ton of high volume.

[00:02:19] That was like all I was doing.

[00:02:20] So I was opening up stores.

[00:02:21] I was hiring hundreds of employees.

[00:02:24] And then I got tapped to go to Wells Fargo, did recruiting there before I went to Stitch Fix and joined pre-IPO.

[00:02:34] And helped just kind of scale the company from 2,000 to 10,000 employees over the course of five years.

[00:02:43] And then went to Block where I led the startup recruiting for our emerging businesses.

[00:02:51] And then most recently, I started my own company, Moxie Talent Solutions, which has been the most exciting chapter yet for me.

[00:03:00] And so Moxie, we partner with startups and we hire top talent and then build recruiting infrastructure that's going to allow them to grow and scale powerfully but leanly.

[00:03:12] I'm a really big proponent and just very passionate about recruiting needs to change, especially for startups.

[00:03:19] And I feel really deep responsibility for how I partner, how I embed, so that it can really be sustainable and be a reason why you don't need to lay off employees anymore because it's a much more flexible model that we operate in.

[00:03:37] I'm also a coach and I coach a lot of members and a lot of recruiters and recruiting leaders.

[00:03:44] And it's just been so fulfilling.

[00:03:47] So I'm really excited to chat with you both today.

[00:03:51] Yeah.

[00:03:53] So your company, I have two questions.

[00:03:56] One is what stage of startups are you focusing on, if at all, number one.

[00:04:02] And then number two is what was really like the inspiration?

[00:04:05] Is it because of the nature of the market and you needed to find a flexible solution for yourself or, yeah, that you want to really like, yeah, support startups?

[00:04:15] So stage, I'm really looking to partner around seed, but I've actually had some business that I'm talking to that's engaging me for you seed, which is very interesting.

[00:04:27] To around series B and where I'm really passionate about is consumer brands.

[00:04:32] And that's where I've really cut my teeth.

[00:04:34] So that's kind of where I partner.

[00:04:37] And then in terms of what inspired me, when I left block, so my whole team was impacted by a huge centralization.

[00:04:47] And I took a couple months to really reflect and actually joining Talent Collective was a huge part of that journey.

[00:04:55] Like we were talking about photographic memory.

[00:04:58] I remember going into that happy hour, seeing both of your faces, talking to Larissa.

[00:05:05] And just like I was I felt so invigorated by like the network and by the community and by hearing different people's stories.

[00:05:14] And at that point, I had been looking a little bit, but already it piqued like it piqued my interest.

[00:05:19] I'm like, I want to do something different.

[00:05:21] I don't want to approach this in the same way I'd always approached it.

[00:05:24] I'm looking at job descriptions and really everything that was out there at a head of talent level was what I've been calling like over scoped, underpaid.

[00:05:34] Yeah.

[00:05:35] The qualifications.

[00:05:36] It was like five years of experience to lead a team of 20.

[00:05:40] And I was like, what is this?

[00:05:42] Like this is not sending anyone up to succeed here.

[00:05:47] And we want to pay you 120 grand.

[00:05:49] Oh, yeah.

[00:05:50] That's 80 to 90.

[00:05:52] Like but executive level.

[00:05:54] Like it's just like what is happening?

[00:05:57] And then I started hearing about like fractional and just like this idea about being able to have more impact across more companies.

[00:06:06] And then also being really flexible like in the startup space.

[00:06:10] And when I started working at Stitch Fix was when like I just had this like fire ignite in me around that very like entrepreneurial like business owner mindset came to life all over again for me.

[00:06:25] And so I'm just passionate about supporting startups, supporting for scale.

[00:06:30] And so I made a really intentional decision that like this is what I want to do.

[00:06:36] Like I want to build this.

[00:06:37] And the coaching on the side has been a really interesting not pivot but I guess like complement to what I do too where I'm finding that there's so many recruiting leaders who are also underinvested.

[00:06:52] Who have managers who don't have time for them or who also are just learning their role.

[00:06:57] And so I do like a kind of hybrid mentorship coaching partnership with recruiters where we do some mentoring and they're able to share with me what's going on with them.

[00:07:09] It's a safe space.

[00:07:10] It's confidential.

[00:07:10] I give my like very direct insights.

[00:07:13] And then we switch over to coaching so that they can really focus on their leadership development and really working on some of the things that, you know, might be holding them back.

[00:07:22] And also that are going to allow them to scale in their leadership too.

[00:07:26] So all in all, it's just, it's, I'm so, I'm loving, I'm loving what I'm doing and I'm here for it too, for the lemon haul.

[00:07:33] Well, and we're very excited.

[00:07:35] We, Cassie and I also just had a chat this morning with another member of Hada.

[00:07:40] We're going to be launching a, like a mastermind group all for people leaders.

[00:07:45] So I think it definitely speaks to a lot of themes that you've been talking about already with like so many people are put into these situations where like,

[00:07:54] oh, hey, you're a new manager, but like your boss has zero ability, time, resources to be able to teach you how to be a new manager.

[00:08:05] Or like, where do you get your development as a leader?

[00:08:09] And so I'm really excited about the group that you're going to be helping to facilitate.

[00:08:13] So thank you for that.

[00:08:14] Same.

[00:08:16] Clearly, there's a lot that I think we can all learn from you, but from each other too.

[00:08:20] I think that's a big part of the group is to have it really be crowdsourced in that way where we can all help coach and mentor each other on people management.

[00:08:28] So yeah, thank you for that.

[00:08:29] Oh my gosh.

[00:08:29] Especially when I was starting out as a leader.

[00:08:32] And like, I mean, throughout my career, having those moments where it's a safe space to be like, this is happening to me.

[00:08:40] You're also in a leadership role.

[00:08:42] Like to hear what's worked, what hasn't, to commiserate, to have a safe space.

[00:08:46] Like, I love that so much about Talent Collective, but also like, I didn't have that like when I started like my career or any point until now.

[00:08:55] And so I think it's just a really great way for women to support women and that way too.

[00:09:00] You know, we were actually just on another podcast recording right before this.

[00:09:04] And, you know, God forbid your manager is the CEO of the company or the founder of the company because they have zero time to coach and mentor you, right?

[00:09:13] Like their entire business has nothing to do with being a people manager.

[00:09:17] So yeah.

[00:09:18] So we need each other.

[00:09:19] Yep.

[00:09:19] Well, the key takeaway on that was when you report to someone so C-level like that, like they're not your manager, right?

[00:09:27] Like they're not going to manage you or be available.

[00:09:30] So even in how you define the reporting relationship, it's, you know, just transactional.

[00:09:37] Yeah.

[00:09:38] Now a few of my clients are in that same situation.

[00:09:41] And so even in the moments where you are meeting with your leader, it's probably not weekly.

[00:09:46] And so like those very crucial moments, like what are you talking about?

[00:09:51] Yep.

[00:09:51] How are you building the relationship?

[00:09:53] How are you establishing trust?

[00:09:54] And yeah.

[00:09:56] And then that's a reality for a lot of recruiters, you know, who are a recruiting team of one or they are a first recruiter.

[00:10:02] Or maybe they're just like leaning in an agency style.

[00:10:05] But being able to influence, being able to have your authentic voice as a leader is just so important too.

[00:10:11] Yeah.

[00:10:12] Thank you for all of that.

[00:10:14] Yeah.

[00:10:14] Would love to stay on the recruiting topic, but go a little bit more into like the market.

[00:10:20] And what are some things that you found as secrets to success or maybe like unique strategies that have really helped either yourself in recent years as a recruiting professional,

[00:10:31] or maybe even as some of your clients to really help you recruit and retain the best talent in this kind of environment?

[00:10:39] Yeah.

[00:10:40] I think no matter what type of environment, I think the systems that you have in place are just really like really imperative in terms of how you show up like during the highs and the lows.

[00:10:50] And the way the mindset that I've always found is the most beneficial is taking that business operator mindset.

[00:10:58] So even though like you're a recruiter on the role, like how are you an extension of that hiring manager and that team?

[00:11:07] So beyond just knowing the specs of the role, really spending the time early on to uncover every single nuance that there could be about the position, about the team, about the org structure, about what makes it exciting, what's going to make it really hard.

[00:11:25] And then painting a realistic and really honest picture, I think from the forefront and not sugarcoating things.

[00:11:34] I think when you're like, and when you are trying to sell a candidate too much on something, that's a very clear moment where it's like, this is not the right candidate.

[00:11:42] So I think being honest, having that transparency, it only benefits you as a recruiter with your clothes because that's all, that's like you're always be closing, like you're throughout the entire process.

[00:11:54] It helps the candidate because they're being more informed.

[00:11:58] They have a lot of information that they're able to share during their interviews.

[00:12:01] And then like when it comes to retention, you're painting a very clear picture of what it's going to look like to work there.

[00:12:07] So hopefully there's no moments where when someone joins, you say, I had no idea, like this was going to be what it's like.

[00:12:14] And so I think that like, that takes a lot of trust with recruiter and the hiring manager to be able to paint those, that really holistic picture.

[00:12:25] And I think when you're leading your recruiting processes in that way, like again, whether it's a competitive market or not, you're able to attract really strong talent and the right talent for the role.

[00:12:37] And then retain them too and have a really successful overall experience for them too.

[00:12:43] Yeah.

[00:12:44] I want to transition to a little bit more leadership and what it's been like for you as not only a female founder and any uniquenesses that come with that, but also just being a woman in the recruiting profession.

[00:12:57] What challenges have you faced when any, any uniquenesses?

[00:13:01] We were actually just chatting about it.

[00:13:03] We should have been filming at that point, but I'd love for you to kind of expand on that.

[00:13:07] Yeah.

[00:13:08] Yeah.

[00:13:09] So I think I've always, so I'm, I'm also five too.

[00:13:13] And I think you're short too, right?

[00:13:15] You're not sure.

[00:13:16] I'm not sure.

[00:13:17] Are you?

[00:13:17] I see.

[00:13:18] Okay.

[00:13:18] See, I was, I feel like I'm five, five, but I'm like, I'm a healthy five.

[00:13:23] You're in heels.

[00:13:23] Oh yeah.

[00:13:24] I am always in heels.

[00:13:25] Um, so I've always looked young.

[00:13:28] I'm short.

[00:13:29] I'm very peppy, very happy.

[00:13:32] And, um, I, I think I'm always underestimated.

[00:13:36] Like, and I've been told that and people, I think people get really surprised that like, I mean, I'm, I'm, I'm peppy.

[00:13:43] I'm like positive, but I am like very tenacious and very gritty and I do not give up.

[00:13:49] And I will say the thing and I, but I will say it with kindness.

[00:13:52] Um, but that's always been something.

[00:13:56] And I remember, you know, especially like Target was a really big feedback first culture.

[00:14:02] Um, it was very inclusive though.

[00:14:04] Um, at least like in the area I worked in when I went to stitch fix was the first time that like, and, and I've coined this recently.

[00:14:13] And I felt like I almost was walking around with a mirror, like in front of me.

[00:14:17] Like I was so aware of like, am I saying the right thing?

[00:14:21] Am I?

[00:14:22] Cause it was such a values based company, which was so beautiful and in so many ways.

[00:14:25] But it was like, am I, am I stitch fix?

[00:14:29] Like, am I good values?

[00:14:30] Am I good enough?

[00:14:32] Am I good enough?

[00:14:32] Am I good enough?

[00:14:33] I would get feedback that I was too polished.

[00:14:36] Like, but like, I mean, it's kind of like, and then I do voices and I'm like, hang back about like, you know, that's fun that you do that voice.

[00:14:44] But are you going to do that to the COO Cassie?

[00:14:47] And like, and so some of it would be like, okay, like that's helpful, but like also this is me.

[00:14:53] And so just like, you know, these, these different pieces that like people would always feel very comfortable telling me because I think I'm a disarming person because I'm just not.

[00:15:04] And I'm, um, but it's overwhelming, you know, especially like when you're trying to find yourself, trying to find your authentic voice.

[00:15:13] Voice and be yourself.

[00:15:16] And, um, so like we were talking about before, I feel like my whole first year at Target, I spent crying the entire first year.

[00:15:23] I was just giving feedback.

[00:15:25] I'm just like trying to understand who I was in this world.

[00:15:28] But over the years, and I think like really, really forcing myself to give feedback, to say the thing, to, you know, do the thing that's right, even if it's not easy.

[00:15:39] Yeah.

[00:15:40] Um, that like really helped me understand like, you know, whoever I am, voices, shortness, peppy.

[00:15:48] I am that person in the morning when you see the millions of people come in and they're like, good morning.

[00:15:53] That's, I woke up this way.

[00:15:55] Like that's who I am.

[00:15:56] Um, and so I think the more I lived in that and just was like, it's okay to be you.

[00:16:03] Um, the more power, like I felt as a person, um, the more impact I think I had to others, the more like safety I created.

[00:16:13] And so now launching my own business, it's so empowering because I've always worked with brands that are big brand names and have big values.

[00:16:26] And now I'm really able to say like, what are my values?

[00:16:30] How do I want to show up?

[00:16:32] What do I want to stand for?

[00:16:33] How do I want to act in these moments?

[00:16:35] Like, is this something that I'm proud of?

[00:16:39] And, um, and I'm so thankful for all those experiences that have really, you know, felt like I was like a tree chopped away sometimes, but like being able to still stand and just live with that and be really open with it is, um, you know, it's a gift and it's hard, but I'm really thankful for it.

[00:16:56] I think that's the key word is get like, yeah.

[00:16:59] I think all of that was part of your journey for some reason so that you really could learn what makes you you so that now in your own business, you can make it whatever the fuck you want.

[00:17:12] Right?

[00:17:12] Like that is my most favorite part of us running companies.

[00:17:15] Like there's no one that we have to answer to.

[00:17:18] I mean, maybe I have to answer to Chris.

[00:17:19] So sometimes, yeah, like we totally get to be ourselves, do what we want when we want.

[00:17:24] And like, it's such a beautiful feeling.

[00:17:26] So now you really get to be who you are.

[00:17:30] Yeah.

[00:17:31] Well, and I think just, you know, when I, when I coach people or like people who are in my, you know, leadership circle who I worked with, um, when people are going through like hard times, you see a lot on LinkedIn about, you know, like bad work culture.

[00:17:46] And, you know, I would never tell someone to like, you know, be in a, in a workplace where you, your mental stability was, you know, questioned or, you know, you just weren't feeling like you could be mental mentally stable.

[00:17:58] But I just believe in not running away from those experiences.

[00:18:03] Like, and instead be like, I can get through this and I will get through this.

[00:18:09] And in each of those moments, there's something to learn from.

[00:18:13] There's something to like, there's a little kernel to take with you.

[00:18:16] Like, even like the most toxic bosses, like there are things like, I think I've learned more from the most toxic bosses than like from the best.

[00:18:27] Um, and just like it does, it becomes part of like your leadership DNA, who you are.

[00:18:33] And, um, and I just think it's, it's, you know, I don't want to say like every one of those is a gift, but the outcome is the gift.

[00:18:39] You know, like it, it makes you really sure it's who you are.

[00:18:42] Yes.

[00:18:43] Yeah.

[00:18:43] Yes.

[00:18:44] Yeah.

[00:18:44] For that vulnerability.

[00:18:46] Yeah.

[00:18:49] Okay.

[00:18:50] So I'm going to double click on something you said before we go up our last question.

[00:18:53] Um, so you, you've said a couple of times that like the giving of feedback.

[00:19:00] Yeah.

[00:19:00] And like tears that came with that.

[00:19:02] Right.

[00:19:02] So what was so difficult about giving feedback for you?

[00:19:06] Was it just like, you were so new to it.

[00:19:08] You didn't know how to do it.

[00:19:09] It was hard to confront other people.

[00:19:11] It's hard to say the hard thing, like scared of something.

[00:19:14] Like what, what was it?

[00:19:15] I mean, here's the thing.

[00:19:16] I think getting feedback, like it's your giving good quality feedback.

[00:19:20] It is always going to be hard.

[00:19:22] Like it is never going to be like, great.

[00:19:26] Let's give you some really tough feedback today.

[00:19:29] Like, because you care, like you care about people.

[00:19:33] Like you want, you care about their experience.

[00:19:35] Sometimes it can be hard to hear feedback.

[00:19:37] Um, early on it was, yeah, it was really hard because I was this young 20 something person

[00:19:44] giving feedback to people decades older than me.

[00:19:48] Who had been in the industry decades older than me.

[00:19:53] You know who I had that, that little peppy, like I'm HR.

[00:19:57] And like, they were like, fuck, like I don't get this feedback from you.

[00:20:02] They're, they're like, they've been working as long as you were old.

[00:20:05] Right.

[00:20:06] Like, like long ago.

[00:20:08] And so I think like that, it was, it was really hard.

[00:20:13] And then, um, I think as you progress through your career, like the feedback's higher stakes,

[00:20:19] you know?

[00:20:20] And whether it's like feedback to appear, which I think that actually, I think is the

[00:20:25] hardest because you have those relationships into getting the quality feedback that around

[00:20:30] like, Hey, this is how I experienced you.

[00:20:33] This is how it affected me.

[00:20:34] Versus like, don't do that again.

[00:20:37] Like that's not feedback, like feedback helps someone be better.

[00:20:42] It gives them awareness about their impact on others.

[00:20:45] Um, and the higher up you get, like, you know, the, the higher up the people are, if you're

[00:20:50] giving feedback to the bigger, like the things are, um, the more impact that those people

[00:20:57] have on others.

[00:20:59] Um, and so, yeah, I just made it like, it's a mantra of mine that like, I will always say

[00:21:04] the thing, like to someone, if, if there is something that I experienced that, you know,

[00:21:10] like wasn't within my values or like that I experienced a certain way, like that's, that's

[00:21:14] my right to share that with someone.

[00:21:16] And it's up to them also, like how much they want to take out of that.

[00:21:20] I always ask like, Hey, like I have some feedback, like, are you in a place where I can

[00:21:24] share it with you?

[00:21:25] Yeah.

[00:21:25] And someone's like, no.

[00:21:27] Cool.

[00:21:27] Cool.

[00:21:28] Like what do you do?

[00:21:29] Cause it's a lot of effort to give feedback and you're, someone's ready to listen.

[00:21:34] Yep.

[00:21:35] Like that's cool.

[00:21:36] Like you're not in a place for that.

[00:21:37] Cause it's a gift.

[00:21:38] Like when someone is, you know, doing it in honor of like making someone else better.

[00:21:44] Yeah.

[00:21:45] Yeah.

[00:21:45] Thanks for sharing.

[00:21:46] Yeah, it is hard.

[00:21:47] And it's hard to get, you said this hard to get good feedback, quality feedback that

[00:21:50] isn't just, um, fluff, fluff or scratching the surface that will actually be helpful to

[00:21:57] somebody in their development.

[00:21:59] Um, so last question, I want to continue on the team of being a woman in the workplace,

[00:22:04] um, but shift a little bit more to leadership.

[00:22:07] Um, so what do you think are some of the most, um, impactful leadership qualities that women,

[00:22:14] um, maybe women you've seen or you yourself, um, can develop and, and how can they go about

[00:22:19] developing those leadership qualities?

[00:22:21] Yeah.

[00:22:22] I think, um, being a forever learner, like for sure.

[00:22:28] So I love when I see like women leaders who have reached the pinnacle of their career,

[00:22:34] you know, we're at like a really high position who are really open to being challenged, to hearing

[00:22:42] different perspectives, um, who raise other women up to versus cutting them down.

[00:22:50] Um, and who also like open doors.

[00:22:52] So I think like having a leader who is really invested in each member of their team knows

[00:23:00] what's going to be meaningful for their team members development, how they can open those

[00:23:04] doors, how they can like, you know, lift them up and make things happen for them.

[00:23:08] And obviously like that other person has to be delivering on their end too, but that interest

[00:23:13] and that investment in others, um, means so much to me.

[00:23:17] And I love when I see it too, because there's so much when there's so much power in the role

[00:23:22] and in opening doors for others.

[00:23:25] And when you see that happen and women investing in women, it's the best place to be.

[00:23:31] Is there someone in particular that made that sort of impact on you?

[00:23:35] And that like sticks in your mind?

[00:23:37] Yeah.

[00:23:37] So many, I like, because this is a talent collective podcast, like I know, you know, I am like

[00:23:42] Gina Packman with Anna Flo.

[00:23:44] Oh, Gina.

[00:23:45] So I, yeah, I just, I have to give Gina like a huge, I was talking to Gina twice yesterday.

[00:23:52] Um, Gina knows me as a turkey girl now because of the Alameda turkeys.

[00:23:56] Oh yeah.

[00:23:57] Okay.

[00:23:57] I know.

[00:23:57] Yes.

[00:23:58] Yeah, it is.

[00:23:59] Yeah.

[00:23:59] Um, so Gina, there's two other turkey girls now.

[00:24:02] Um, yes.

[00:24:03] But Gina, she is just like, when, when I went into this next step in my career, I had multiple

[00:24:10] different like mentorship conversations.

[00:24:11] I joined the entrepreneurs group through a talent collective.

[00:24:15] And Gina was just like, give me a call whenever.

[00:24:17] Call me.

[00:24:18] Just call me.

[00:24:18] Pick up the phone.

[00:24:18] Call me.

[00:24:19] Call me.

[00:24:19] I was like, okay.

[00:24:20] Okay.

[00:24:21] So I call Gina all the time.

[00:24:23] We send voice notes to each other.

[00:24:25] Um, she, you know, like even my pitch, like I was talking to her about my pitch the other

[00:24:29] day and I was like, Gina, we need like a Gina GPT.

[00:24:33] Like you just like, she just the energy, like she, she is so in it for like talk about someone

[00:24:39] who like lifts others.

[00:24:41] Yes.

[00:24:41] Like for no reason other than she like cares and it gives her joy.

[00:24:45] Like she has just been a very special person in this next chapter for me, for sure.

[00:24:49] Oh my gosh.

[00:24:50] That's something.

[00:24:51] Yeah.

[00:24:52] Yeah.

[00:24:52] And you took her up on that.

[00:24:54] Like, yeah, there are so many people who offer to help and then people don't take them

[00:24:59] up on it.

[00:25:00] So I would just encourage any listeners out there, take people up on it.

[00:25:04] Like people are genuine and that they want to help and like, look at this amazing relationship

[00:25:09] that you've got for now.

[00:25:10] Yeah.

[00:25:11] Because you were brave and said, I need help.

[00:25:15] Please help me.

[00:25:16] Yeah.

[00:25:16] Well, she made it so easy too.

[00:25:18] Like I didn't feel like an ounce of gravity, of whatever, braveness.

[00:25:23] Because she just, she's very disheartening too.

[00:25:26] You know, like that's, I mean, for someone who's like an executive in her like recruiting

[00:25:32] career, who's built an empire.

[00:25:34] I mean, like all these great things.

[00:25:36] She was just like calming, you know, like it wasn't like scheduled time.

[00:25:42] And I can be like, I'm bad with that too sometimes.

[00:25:46] But like, she just, you know, really opened the door.

[00:25:49] And it sounds like more of that, you know, is so good.

[00:25:51] And especially just in the talent world too.

[00:25:54] Yeah.

[00:25:55] Well, thank you so much, Cassie.

[00:25:57] This has been so fun talking with you here today.

[00:26:00] So we're going to wrap up.

[00:26:02] So tell our listeners where they can find you.

[00:26:04] Yeah.

[00:26:05] I think LinkedIn, we're on the LinkedIn.

[00:26:08] But pop into my DMs.

[00:26:10] I'm always happy to connect with folks.

[00:26:13] My website is moxie, M-O-X-I-I dot com.

[00:26:17] Spelled weird, just like my name.

[00:26:19] I just made up that tumbling recently.

[00:26:21] I'm not making an action.

[00:26:22] But yeah, but definitely LinkedIn is a great place to start.

[00:26:27] Yeah.

[00:26:27] Well, thank you again.

[00:26:29] I hope everyone reaches out to Cassie.

[00:26:32] And I hope everyone has a great day.

[00:26:33] Please like and subscribe and share our podcast.

[00:26:37] We want to be able to spread the word to other women in TA and help other women connect with

[00:26:44] each other.

[00:26:45] So thanks again for your time.

[00:26:46] Thank you.

[00:26:48] Bye.

[00:26:49] Bye.