Amy Miller Gets Personal: Authenticity and Genuine Connections The Skills and Qualities of Successful Recruiters

[00:00:00] ,

[00:00:02] and

[00:00:04] I'm

[00:00:06] doing here, y'all. What's a reaction

[00:00:08] wheel?

[00:00:10] I

[00:00:12] showed it to me.

[00:00:14] Is this a book club?

[00:00:16] Hi.

[00:00:18] I didn't read the book.

[00:00:20] It's a very small industry.

[00:00:22] These aerospace folks,

[00:00:24] they all know each other.

[00:00:26] They know of each other.

[00:00:28] I'm probably my favorite was

[00:00:30] I got a name.

[00:00:34] So the show's all about you?

[00:00:36] So this is a secret.

[00:00:38] How do I show that?

[00:00:40] It'd be boring without you, that's for sure.

[00:00:42] It would be not actually would

[00:00:44] it just be Ryan and I talking to each other

[00:00:46] bullshitting about something so yeah

[00:00:48] we're glad you showed up.

[00:00:50] Even real?

[00:00:52] You like, even exist in real life?

[00:00:54] What do you want to know?

[00:00:56] It's all your journey. How did you get into this bit?

[00:00:58] Oh my god.

[00:01:00] We're going to start way back.

[00:01:02] Little Amy.

[00:01:04] Little Amy that decided to be a recruiter.

[00:01:06] Little baby Amy.

[00:01:08] Baby Amy?

[00:01:10] Yeah, baby Amy.

[00:01:12] I use it every now and again for social

[00:01:14] media because you know, LinkedIn loves a

[00:01:16] selfie. I have a picture of me

[00:01:18] very angry three year old.

[00:01:20] Standing in front of my tricycle

[00:01:22] barefoot on the gravel road.

[00:01:24] You should be.

[00:01:26] That was my first recruiting gig.

[00:01:28] 1998.

[00:01:30] I was three.

[00:01:32] You saw

[00:01:34] you used to, I don't know if you still do this

[00:01:36] but you used to send memes to

[00:01:38] engineers.

[00:01:40] That was a bit worse.

[00:01:42] I remember you talking about that.

[00:01:44] I'm like, that's genius.

[00:01:46] I send photos of me

[00:01:48] dressed up in a Boba Fett costume.

[00:01:50] That's a winner.

[00:01:52] That gets them every time.

[00:01:54] I try to figure out

[00:01:56] how far to go with the humor

[00:01:58] because I also have a picture

[00:02:00] I'm wearing, obviously a red shirt

[00:02:02] because recruiters always get taken out.

[00:02:04] I've got Luke's helmet

[00:02:06] and the content is all about

[00:02:08] like

[00:02:10] dune or some shit. People are like

[00:02:12] exploding everywhere. So they have to

[00:02:14] respond to me because they have to correct me

[00:02:16] but now I got them.

[00:02:18] You're Sean. Got you.

[00:02:20] See, you're Sean.

[00:02:22] Yeah, I know

[00:02:24] that you have because you can't let this go.

[00:02:26] You can't let me be out there

[00:02:28] putting these mixed things together.

[00:02:30] You have to respond.

[00:02:32] You will be able to sleep

[00:02:34] tonight mother fucker.

[00:02:36] You want to get somebody's attention

[00:02:38] say something they can correct

[00:02:40] and they will be out of the palm of your hands.

[00:02:42] They love that shit.

[00:02:44] People love to educate and correct.

[00:02:46] So if you come in just say

[00:02:48] anything crazy and they'll be like

[00:02:50] that's true and then you got them.

[00:02:52] Yeah, yeah.

[00:02:54] How did this all start? How did I fall into

[00:02:56] this because no one does this shit on purpose

[00:02:58] and if they do, I think that's

[00:03:00] a sociopathic tendency we have to watch out for.

[00:03:02] Ryan, we're already into the show.

[00:03:04] We won't even do it. We won't even

[00:03:06] we'll go back and do an intro. Fuck that.

[00:03:08] We're not even doing an introduction.

[00:03:10] Should we just pause?

[00:03:12] How about how about we just say

[00:03:14] welcome Miss Amy Miller

[00:03:16] to the Practitioners corner. Is that

[00:03:18] that is?

[00:03:20] See, we did

[00:03:22] we intro the show.

[00:03:24] So the people that actually think

[00:03:26] that they're in high school

[00:03:28] or maybe even college

[00:03:30] that want to go into recruiting

[00:03:32] these are the sociopaths

[00:03:34] of our industry. I worry

[00:03:36] I mean I would really

[00:03:38] I have questions like yeah me too

[00:03:40] how many times did your mom

[00:03:42] drop you on your head? Let's start there.

[00:03:44] What's that question

[00:03:46] when you started to sniff paint? Tell me.

[00:03:48] How much glue would you say

[00:03:50] you've consumed over the years?

[00:03:52] Rick, sure. And if you've actually huffed paint

[00:03:54] fucking awesome.

[00:03:56] You spray it

[00:03:58] in a wonder bag like a bag

[00:04:00] of uh yeah

[00:04:02] seriously like a bread bag

[00:04:04] you spray it down into the bed

[00:04:06] and then you inhale it. You put it over your nose

[00:04:08] your mouth and you inhale it.

[00:04:10] So this is initially out

[00:04:12] This is officially the point at which I have

[00:04:14] to mark not made for kids

[00:04:16] on YouTube.

[00:04:18] That's the filter right here.

[00:04:20] I'm not saying to do it

[00:04:22] I'm not saying

[00:04:24] I'm just saying

[00:04:26] It's more about how to

[00:04:28] just don't do it

[00:04:30] but it's short lived man

[00:04:32] you huffed paint and it just

[00:04:34] boom and then it's gone so you're always chasing

[00:04:36] yeah

[00:04:38] like there's just a lot of downside

[00:04:40] so

[00:04:42] so we're talking about recruiting

[00:04:44] recruiting

[00:04:46] speaking of huffed paint

[00:04:48] I want to know

[00:04:50] about this three year old photo

[00:04:52] that runs around the internet

[00:04:54] yeah I'll have to find it

[00:04:56] I'll have to send it to you guys

[00:04:58] but it's pretty funny I dragged it

[00:05:00] you know because I'm a classic like Gen X

[00:05:02] firstborn so

[00:05:04] what baby book you know I'm like I have a

[00:05:06] random photos every now and again

[00:05:08] that like were trapped under

[00:05:10] you know my mom's Tupperware in the

[00:05:12] storage unit or whatever but this is one

[00:05:14] that's just really kind of funny and super cute

[00:05:16] and I've kind of got like a little

[00:05:18] Hulk pose in this angry face

[00:05:20] barefoot stepping on rocks

[00:05:22] and shit like it was pretty chaotic

[00:05:24] where'd you grow up?

[00:05:26] Kansas

[00:05:28] what part of Kansas?

[00:05:30] Born and raised junction city

[00:05:32] I was born in Missouri so I kind of did

[00:05:34] the whole like little Midwest circle I lived

[00:05:36] in Missouri, Iowa, Kansas

[00:05:38] oh my god

[00:05:40] yeah lived in J.C. from like

[00:05:42] corn patch to 19

[00:05:44] oh yeah okay corn patch

[00:05:46] corn patch to the corn patch to another corn patch

[00:05:48] red basket of America

[00:05:50] tin cup do you know

[00:05:52] one Kansas farmer feeds

[00:05:54] 92 people and you sir

[00:05:56] 100%

[00:05:58] I'm happy about it too

[00:06:00] that was a billboard out of my town

[00:06:02] from Texas

[00:06:04] here's the map of America

[00:06:06] here's the map of America when you're from Texas

[00:06:08] there's California

[00:06:10] and some other shit that happens up there

[00:06:12] and then there's

[00:06:14] New York and some other shit that happens over there

[00:06:16] Florida

[00:06:18] not sure about those rednecks

[00:06:20] and then everything else in the middle

[00:06:22] is just a corn patch

[00:06:24] it's just like they all

[00:06:26] together is a corn patch

[00:06:28] yeah

[00:06:30] I don't hate that it's just

[00:06:32] corn patches sir

[00:06:34] it's just a

[00:06:36] Texas and that's the view you're like

[00:06:38] okay California we're doing some weird shit

[00:06:40] in about a couple years I'm gonna be

[00:06:42] really into that New York same thing

[00:06:44] Florida we should probably sell

[00:06:46] that back to Spain and then

[00:06:48] corn patches

[00:06:50] I'm still trying to figure out if that was

[00:06:52] anger or educational

[00:06:54] oh that was definitely anger

[00:06:56] yeah

[00:06:58] Midwest values

[00:07:00] no that was Midwest

[00:07:02] correctionalism just you

[00:07:04] yeah

[00:07:06] and 91 of your best friends

[00:07:08] so shut the fuck up

[00:07:10] I'm sorry

[00:07:12] okay so

[00:07:14] current gig is

[00:07:16] you're recruiting rocket scientists

[00:07:18] recruiting rocket scientists yeah

[00:07:20] building satellites

[00:07:22] wow

[00:07:24] it's crazy

[00:07:26] I've been at this for 25 years

[00:07:28] I've worked in tech

[00:07:30] for over a decade

[00:07:32] this is the wildest shit

[00:07:34] I've ever touched

[00:07:36] what's that what I mean are they even

[00:07:38] on LinkedIn like is this a group

[00:07:40] like how do you find these folks

[00:07:42] oh

[00:07:44] a little bit on LinkedIn

[00:07:46] like that

[00:07:48] and kind of ripping off our earlier

[00:07:50] conversation about me annoying people

[00:07:52] with really terrible pictures

[00:07:54] and mixing fandoms

[00:07:56] Reddit Twitter

[00:07:58] I'm always going to call it Twitter by the way

[00:08:00] that's just a hillup

[00:08:02] 100%

[00:08:04] but a lot of it is like

[00:08:06] I made a really good friend actually

[00:08:08] a fellow named John who's retired from NASA

[00:08:10] he's absolutely just the sweetest man

[00:08:12] and he helped out a lot

[00:08:14] but I actually met him because I put out a plea

[00:08:16] it was like I have to recruit a reaction

[00:08:18] wheel engineer what's a reaction

[00:08:20] wheel can anyone explain this

[00:08:22] to me

[00:08:24] and they're running

[00:08:26] and you know and this gentleman John who is so

[00:08:28] lovely he wrote me like

[00:08:30] this novel like over DM

[00:08:32] and just explaining to me what it is

[00:08:34] and how it works and where they're made

[00:08:36] and who to talk to so it's a lot

[00:08:38] of word of mouth and again just me being

[00:08:40] like

[00:08:42] you know admitting I don't know what the fuck

[00:08:44] I'm doing here y'all what's a reaction

[00:08:46] wheel

[00:08:48] I showed

[00:08:50] me

[00:08:52] is this a book club

[00:08:54] I didn't read the book

[00:08:56] but let's go

[00:08:58] it's a very small industry

[00:09:00] these aerospace folks

[00:09:02] they all know each other

[00:09:04] they know of each other

[00:09:06] so there's a lot of like

[00:09:08] oh at one time probably my favorite

[00:09:10] was I got a name

[00:09:12] they're like he's not on social media you're never gonna find him

[00:09:16] challenge accepted

[00:09:18] so I found

[00:09:20] his dogs Instagram

[00:09:22] and so I had to make

[00:09:24] my dog an Instagram

[00:09:26] so that my dog could be friends with his dog

[00:09:28] and I like all of this

[00:09:30] there you go

[00:09:32] no that's awesome

[00:09:34] yeah

[00:09:36] well again

[00:09:38] I'm not saying it's not awesome

[00:09:40] no I'm pushing

[00:09:42] but the play but the play

[00:09:44] also because it's a known

[00:09:46] community

[00:09:48] they can't have a bad experience

[00:09:50] they have a horrible experience

[00:09:52] yeah

[00:09:54] they all know each other and I think the last time

[00:09:56] I did the math

[00:09:58] something like 70%

[00:10:00] of my hiring managers

[00:10:02] were my candidate originally

[00:10:04] whether I hired them as

[00:10:06] a manager I did that in many cases

[00:10:08] but there's also a bunch

[00:10:10] especially in the early years

[00:10:12] I've been here 4.5 years now

[00:10:14] that I hired is like I see it's like hey come and be

[00:10:16] a manufacturing engineer and now all of a sudden

[00:10:18] you're leading these massive teams

[00:10:20] and I'm hiring all of your people so

[00:10:22] we have this really unique partnership

[00:10:24] that's kind of grounded in

[00:10:26] I was good to you as a recruiter

[00:10:28] I warned you when you became

[00:10:30] a manager

[00:10:32] tried to talk you

[00:10:34] unfortunately well like we have

[00:10:36] this history and this bond

[00:10:38] and this like just connection

[00:10:40] that you don't always get to have with your hiring

[00:10:42] leaders so I'm super grateful for that

[00:10:44] another one this is what's

[00:10:46] interesting about like this community because

[00:10:48] you think oh Aims it's so easy

[00:10:50] they all know each other you get a bunch of referrals

[00:10:52] I get names

[00:10:54] I don't get contact info

[00:10:56] I don't get introductions

[00:10:58] don't tell them I told you but this guy Joe would be great

[00:11:00] I'm like shit how do I find Joe

[00:11:02] one dude I tracked down

[00:11:04] thanks hire easy

[00:11:06] tracked out an email

[00:11:08] and he tells me back

[00:11:10] this is my directors like go find this guy

[00:11:12] like okay well do you have his number

[00:11:14] yeah his name is Joe

[00:11:16] can you give me something

[00:11:18] John Smith

[00:11:20] he wasn't like dead like he's nowhere to be found

[00:11:22] so I find this random

[00:11:24] email that appears to be connected

[00:11:26] to him in some fashion

[00:11:28] y'all it was his gamer tag

[00:11:30] he's like how did you find this email

[00:11:32] don't ask questions just trust the process

[00:11:34] just trust that I have your best interest in mind

[00:11:36] you know

[00:11:38] sent you a funny picture in a Star Wars costume

[00:11:40] what do you want dude

[00:11:42] come on come work with me

[00:11:44] so where

[00:11:46] I've got a question for you

[00:11:48] I know we're not doing questions here but I have a question

[00:11:50] what

[00:11:52] I love questions

[00:11:54] the techniques that you were using

[00:11:56] in 2005

[00:11:58] 6 7

[00:12:00] is it the same techniques

[00:12:02] that you're using today or where is it

[00:12:04] changed because I don't see you

[00:12:06] I know times have changed

[00:12:08] yeah for sure

[00:12:10] tech has changed got it

[00:12:12] but I kind of feel like you're still the same

[00:12:14] Amy I met way back

[00:12:16] I really am

[00:12:18] I think that I give way less fucks these days

[00:12:20] I think that's probably

[00:12:22] changed like 2005 I would have cared more

[00:12:24] what people thought of me

[00:12:26] right

[00:12:28] I was like oh no that's not a good

[00:12:30] time because they're going to attack you

[00:12:32] they're going to attack you anyhow

[00:12:34] you may as well

[00:12:36] people hate gingers of course they're going to attack me

[00:12:38] my kids run around the house

[00:12:40] you're ginger

[00:12:42] ginger she's a ginger

[00:12:44] don't you know what she said

[00:12:46] dude I got no hate in my heart for

[00:12:48] gingers none none whatsoever

[00:12:50] we're in a choir too

[00:12:52] well I didn't grow up with me

[00:12:54] that's I guess that's one of the odd things

[00:12:56] it's like you know

[00:12:58] exotic

[00:13:00] exotic

[00:13:02] there you go

[00:13:04] we're like a rarity

[00:13:06] exactly

[00:13:08] exactly

[00:13:10] I got no hate

[00:13:12] but I've traveled enough to where I do

[00:13:14] understand oh my god

[00:13:16] wait a minute oh wow they do shit

[00:13:18] okay anyhow this very

[00:13:20] possibly could be the last year

[00:13:22] we're going to cancel out there

[00:13:24] we're never going to top this right

[00:13:26] that's where he's going with that

[00:13:28] but to answer your question Ryan

[00:13:30] which is a very good question

[00:13:32] I think the biggest shift since even

[00:13:34] early odds whatever you want to call it to now

[00:13:36] here's the thing a lot of recruiters sleep on

[00:13:38] you can find anybody

[00:13:40] that's not the hard part

[00:13:42] we're all everywhere we all have a social

[00:13:44] imprint somewhere somehow

[00:13:46] okay I can find your gamer tag

[00:13:48] it wasn't hard I'm not even that good of a sorcerer

[00:13:50] to be honest like sourcing is not my

[00:13:52] strong suit but

[00:13:54] even I could manage to find you know

[00:13:56] a dog's Instagram or what have you

[00:13:58] the engagement piece

[00:14:00] is what matters

[00:14:02] the hard part if you can nail engagement

[00:14:04] and I'm not saying

[00:14:06] everybody should go go sit you know

[00:14:08] send like frickin star wars

[00:14:10] pictures I'm not saying that because you got to

[00:14:12] be yourself you know

[00:14:14] like if I wasn't genuinely into

[00:14:16] star wars they would know

[00:14:18] and I've had people like test my knowledge

[00:14:20] I'm like oh honey

[00:14:22] this is going to be fun

[00:14:26] just where I school you

[00:14:28] you have to pick your thing right and you have

[00:14:30] to be authentic and you have to really

[00:14:32] nail that one to

[00:14:34] one engagement now

[00:14:36] you got to do it at scale and I get that

[00:14:38] I'm doing high volume hiring right now we're at a phase

[00:14:40] in the program where I'm hiring a lot of hourly technicians

[00:14:42] so yeah I gotta go hire 100 people

[00:14:44] how do I do that and maintain the one

[00:14:46] to one well very quickly

[00:14:48] first of all

[00:14:50] right

[00:14:52] so hardest wreck you've ever had

[00:14:54] oh my gosh

[00:14:56] like in my life

[00:14:58] yeah

[00:15:00] yeah let's go

[00:15:02] oh man I mean the reaction was fun

[00:15:04] we already kind of touched on that one

[00:15:06] that one I think

[00:15:08] probably

[00:15:10] backfilling myself

[00:15:12] oh yeah

[00:15:14] this goes way back this is

[00:15:16] like a home like

[00:15:18] that is a humble breath

[00:15:20] I mean

[00:15:22] we'll find a lot of recruitment

[00:15:24] they're so hard to find

[00:15:26] someone like me

[00:15:28] how I ever replaced myself

[00:15:30] what made it hard

[00:15:32] this is no shit

[00:15:34] I was promoted to branch manager because

[00:15:36] staffing people drop flies all the time

[00:15:38] so I was climbing over dead bodies

[00:15:40] to get to the top

[00:15:42] yeah so

[00:15:44] I'm now a branch manager

[00:15:46] and I have to hire a recruiter

[00:15:48] so we had recruiters who were just like the low level

[00:15:50] you know facts and

[00:15:52] the ads to the Seattle Times kind of

[00:15:54] you know back in the 90s

[00:15:56] and I had to replace myself

[00:15:58] and I remember interviewing this young woman

[00:16:00] and I was like she's gonna be great

[00:16:02] and my boss is like that's gonna blow up in your face

[00:16:04] like no no it's not

[00:16:06] it's gonna be fine what are you talking about

[00:16:08] she's wonderful

[00:16:10] well we sent her to

[00:16:12] California to headquarters

[00:16:14] to sit like go through training

[00:16:16] with our senior recruiter down at corporate

[00:16:18] blah blah blah

[00:16:20] tell me why the VP called me two days later

[00:16:22] and screamed at me for 20 minutes because

[00:16:24] she got arrested at the airport for

[00:16:26] transporting drugs

[00:16:28] they got a call from the hotel where

[00:16:30] she had taken a temp home

[00:16:32] because this is back in staffing agency

[00:16:34] and trashed the hotel

[00:16:36] like it was a disaster

[00:16:38] and my boss is laughing

[00:16:40] he's like I told you

[00:16:42] I like her already

[00:16:44] this sounds like a person

[00:16:46] we've got some questions

[00:16:48] bring her to the office

[00:16:50] and she was like I don't understand

[00:16:52] why are you firing me

[00:16:54] I'm like are you serious right now

[00:16:56] we have it

[00:16:58] let's go through the list of

[00:17:00] well class A felonies

[00:17:02] that uh

[00:17:04] they're just going to get to

[00:17:06] what are they doing

[00:17:08] it's painful

[00:17:10] it was painful because I didn't know what I was doing

[00:17:14] well you probably also probably

[00:17:16] wanted to empower women

[00:17:18] I did, I was only like

[00:17:20] 25 or 26 myself

[00:17:22] I was young and early

[00:17:24] in my career I'd only been there a couple years

[00:17:26] myself in staffing

[00:17:28] exactly that I really wanted to

[00:17:30] I saw myself

[00:17:32] I had that like bias going on

[00:17:34] this young woman who's trying to build a career

[00:17:36] trying to figure something out

[00:17:38] and I gave her a chance

[00:17:40] and I learned the hard way

[00:17:42] that there are just going to be some foundational things

[00:17:44] that we have to get right

[00:17:46] so was she

[00:17:48] transporting the drugs on

[00:17:50] company travel money

[00:17:52] when she was in a hotel

[00:17:54] paid for her plans to get paid for her hotel

[00:17:56] nice

[00:17:58] I got a question about

[00:18:00] like I was like she ended up in like a

[00:18:02] columbian prison or anything

[00:18:04] and she was going to be breaking her

[00:18:06] and that's what was 1999

[00:18:08] this is long before

[00:18:10] legality and whatnot

[00:18:12] here's the plot twist

[00:18:14] I was the only cop because she was huffing

[00:18:16] paint in the

[00:18:18] right

[00:18:20] alright

[00:18:22] so even a question about

[00:18:24] recruiters that come out of staffing

[00:18:26] versus corporate recruiters that come from

[00:18:28] a staffing background

[00:18:30] versus those that don't

[00:18:32] I am of the belief that

[00:18:34] those that have some type of Kelly

[00:18:36] manpower

[00:18:38] whatever they come out of that staffing world

[00:18:40] even the old MRI

[00:18:42] they

[00:18:44] they thrive

[00:18:46] in a corporate environment

[00:18:48] as opposed to people

[00:18:50] so do you prefer if you're hiring a recruiter

[00:18:52] do you prefer

[00:18:54] and again preference not necessarily bias

[00:18:56] do you prefer

[00:18:58] folks that have a staffing background

[00:19:00] I

[00:19:02] yes

[00:19:04] with the caveats

[00:19:06] it's not enough to have a staffing background

[00:19:08] ooh

[00:19:10] a staffing background with proven

[00:19:12] hustle

[00:19:14] we all know

[00:19:16] those staffing kids that bounce

[00:19:18] around in every nine months or in a new agency

[00:19:20] because you know about the six month mark

[00:19:22] there's your placements

[00:19:24] seven months

[00:19:26] eight months we're in a pip

[00:19:28] nine months I've now convinced somebody else

[00:19:30] to take a chance on me so show me somebody

[00:19:32] who has the billings to back it up

[00:19:34] that's the hustle that I'm looking for

[00:19:36] so yes to the staffing background

[00:19:38] but I want to dig in and I want to understand

[00:19:40] and it's not even about job hopping I'm not saying

[00:19:42] I look at a

[00:19:44] nine months you're out

[00:19:46] but that is going to be a trigger for me to ask questions

[00:19:48] I bounced around a lot because I was a big

[00:19:50] biller and so every time a bigger

[00:19:52] carrot was dangled

[00:19:54] oh you bet I was jumping right because

[00:19:56] I was money motivated and I wanted to

[00:19:58] continue to be a big biller

[00:20:00] so but I also had the billings

[00:20:02] to back it up I had references

[00:20:04] I had

[00:20:06] commission checks I had all the like

[00:20:08] prove like what I did

[00:20:10] go into the interview and just lay down your commission

[00:20:12] checks and go yeah any who

[00:20:14] what do you have there's a list of all the finance directors

[00:20:16] in the greater penis market that I've hired

[00:20:18] lately

[00:20:20] so yeah gotta have the hustle

[00:20:24] so alright hustle let's go

[00:20:26] let's go deeper in the hustle

[00:20:28] so I love the question

[00:20:30] are the staffing agency

[00:20:32] thriving corporate

[00:20:34] I want to go backwards is corporate thriving

[00:20:36] agency right does that

[00:20:38] transition work but

[00:20:40] where's where is the

[00:20:42] the intersection between the two

[00:20:44] I

[00:20:46] personally not you're asking my opinion but I'm

[00:20:48] going to give it to you I was

[00:20:50] I was Amy was

[00:20:52] she was just like shut the fuck up let me

[00:20:54] answer the question

[00:20:58] the

[00:21:00] I just think staffing

[00:21:02] agency run circles around corporate all day

[00:21:06] good staffing agency

[00:21:08] do you

[00:21:10] so we need to clarify the circles

[00:21:12] can a staffing agency

[00:21:14] out sell

[00:21:16] someone in corporate

[00:21:18] no doubt right because you built

[00:21:20] that muscle and that's kind of the expectation

[00:21:22] especially if you're full desk or three six year what

[00:21:24] have you and I get that

[00:21:26] but here's where a lot of

[00:21:28] staffing agency

[00:21:30] folks maybe don't

[00:21:32] have the full package

[00:21:34] because I can out politic

[00:21:36] politic I can

[00:21:38] out politicize I can out

[00:21:40] maneuver I can out

[00:21:42] you know all of that

[00:21:44] navigate yeah you can navigate

[00:21:46] the inner workings

[00:21:48] better than staffing

[00:21:50] staffing folks can't do that I mean doesn't have that

[00:21:52] you can build it

[00:21:54] and I struggled with that when I

[00:21:56] first got into corporate I brought that

[00:21:58] like sales

[00:22:00] hustle big bill or mindset

[00:22:02] and I had to get kicked in the teeth

[00:22:04] a few times and really like whoa

[00:22:06] we're here to actually like solve

[00:22:08] business problems it's not all about

[00:22:10] just slamming placements and so there was

[00:22:12] there was a different muscle

[00:22:14] I had to build my hustle served

[00:22:16] me well because I still made placements

[00:22:18] quickly and effectively but I had

[00:22:20] to learn how to navigate the inner

[00:22:22] workings or workings and the politics

[00:22:24] and the prioritization because

[00:22:26] in corporate you don't prioritize

[00:22:28] the biggest feet

[00:22:30] that's how you don't prioritize

[00:22:32] sometimes the easiest

[00:22:34] client or the nicest hiring manager

[00:22:36] you prioritize the shit that moves

[00:22:38] the business forward and that

[00:22:40] is hard yeah

[00:22:42] that's a difference so let me

[00:22:44] ask you about hiring managers what's your

[00:22:46] current state of the

[00:22:48] world or state of the

[00:22:50] market with hiring managers

[00:22:52] what you're setting you off pissing you

[00:22:54] off I mean I hired most

[00:22:56] of mine so we're good

[00:22:58] yeah

[00:23:00] but you know

[00:23:02] you see

[00:23:04] you see

[00:23:06] what's out there so you know what's going

[00:23:08] on so what's yeah because I'm going to

[00:23:10] ask this question about carrots

[00:23:12] yeah for sure the biggest issue

[00:23:14] is a disconnect with

[00:23:16] reality right

[00:23:18] meaning what is actually available in

[00:23:20] the market right a lot of times that

[00:23:22] the mistake a lot of managers and especially

[00:23:24] new managers make is they think oh we're in

[00:23:26] a down economy unemployment

[00:23:28] super high or whatever you know I

[00:23:30] can just get whoever I want like no you

[00:23:32] can't because first of all

[00:23:34] you have people who

[00:23:36] you're biased against

[00:23:38] because they're not working so we got to bust

[00:23:40] that all the time yeah the people that you

[00:23:42] do want or that you think are the superstars

[00:23:44] they're now digging it

[00:23:46] they're like a tick like digging into

[00:23:48] their current companies they're not going to risk

[00:23:50] change they're not going to leave the devil

[00:23:52] they know because right now

[00:23:54] they're safe as safe

[00:23:56] as anyone can be in this

[00:23:58] use data do you use data

[00:24:00] or any type of tool club thing about clara

[00:24:02] but there's a bunch of these types of tools where

[00:24:04] you so the supply and demand

[00:24:06] so when they say I want somebody that's

[00:24:08] been at NASA has a phd

[00:24:10] in physics at least 10 years

[00:24:12] of experience they had to go texting

[00:24:14] and whatever this laundry list of shit

[00:24:16] and all of a sudden you you look

[00:24:18] and you look at using the analytics tool

[00:24:20] and you basically basically say yeah

[00:24:22] there's two of those people in the world

[00:24:24] and what if I'm favorite things to do

[00:24:26] when we have a new role open up

[00:24:28] I'll pull up one of my

[00:24:30] little sourcing tools

[00:24:32] and I say

[00:24:34] great let's start with your job description

[00:24:36] we plug that bitch in

[00:24:38] and I say I just want to make sure like

[00:24:40] this is important to you and this is

[00:24:42] oh yeah I need all these things okay cool

[00:24:44] let's put them in the market

[00:24:46] oh and what's up with this new

[00:24:48] how would you like to proceed

[00:24:50] and then all of a sudden

[00:24:52] we can move that down to preferred

[00:24:54] there you go

[00:24:56] let's let's brighten that out

[00:24:58] to maybe a couple thousand

[00:25:00] see if we can make that a little bigger

[00:25:02] yeah I think

[00:25:04] I think doing that online because a lot

[00:25:06] of people used to do the intake

[00:25:08] still a lot of people do intakes

[00:25:10] intakes are great

[00:25:12] but I think

[00:25:14] if you don't level set my

[00:25:16] humble opinion if you don't level

[00:25:18] set the supply and demand

[00:25:20] part

[00:25:22] now you've got a great you've got a

[00:25:24] really good list of things that are

[00:25:26] desired but

[00:25:28] if you if you're not right sizing

[00:25:30] their expectations

[00:25:32] you're setting yourself as a recruiter

[00:25:34] setting yourself up for that

[00:25:36] the customer service recruiter is

[00:25:38] the bane of my existence

[00:25:40] and what I mean by that is the recruiter

[00:25:42] who thinks that they exist

[00:25:44] to serve at the pleasure of the hiring

[00:25:46] manager right and you

[00:25:48] absolutely do not and I think this is again

[00:25:50] one of those potential distinctions

[00:25:52] between agency and corporate and I know

[00:25:54] agency you can fire a client yeah sure

[00:25:56] you can do that I could fire clients

[00:25:58] I definitely can't I will definitely like

[00:26:00] stage a hunger strike sit in whatever

[00:26:02] like it's not working with that guy

[00:26:04] they're difficult not doing it

[00:26:06] but

[00:26:08] I think

[00:26:10] being able to stand your

[00:26:12] ground as the TA

[00:26:14] expert is a

[00:26:16] critical skill

[00:26:18] that everybody on both

[00:26:20] sides rpo anywhere I don't care what kind of

[00:26:22] recruiter you have to get out of that

[00:26:24] mindset of I'm here to serve

[00:26:26] and get into I'm here to partner

[00:26:28] one of my Microsoft bosses

[00:26:30] from years and years ago she

[00:26:32] she gave me this quote which I just lived

[00:26:34] by good consulting

[00:26:36] often looks like bad customer

[00:26:38] service

[00:26:40] I am not here to give you

[00:26:42] a whopper with no pickles

[00:26:44] I'm here to figure out exactly what it is

[00:26:46] you need to cook this dinner

[00:26:48] and that's what we're going to bring

[00:26:50] you got to do it

[00:26:54] gotta have hard conversations

[00:26:56] we could just end it here

[00:26:58] no I got to drop my

[00:27:00] situation two more questions

[00:27:02] we've got we go

[00:27:04] all around just saying that could be

[00:27:06] that's the clippings

[00:27:08] you see yourself

[00:27:10] you see yourself as a

[00:27:12] would it be too far to say

[00:27:14] that you're a candidate advocate

[00:27:16] no I don't think that's too far at all

[00:27:18] I really don't because

[00:27:20] I want people to understand

[00:27:22] if there's one thing

[00:27:24] that people would take away

[00:27:26] from this if you've never heard of me

[00:27:28] don't know who I am don't know anything about me

[00:27:30] and this is your first experience with me

[00:27:32] I want people to understand

[00:27:34] that I am always going to

[00:27:36] be for the underdog

[00:27:38] I am always going to seek

[00:27:40] to set the power in balance

[00:27:42] companies

[00:27:44] and by extension

[00:27:46] recruiters have tremendous power

[00:27:48] when it comes to this hiring gate

[00:27:50] yeah and I am

[00:27:52] going to be the recruiter that I needed

[00:27:54] when I was 22

[00:27:56] the recruiter that I wished I'd had

[00:27:58] when I was 30

[00:28:00] the recruiter I want my kids

[00:28:02] who are now grown and out there doing their thing

[00:28:04] family members my friends

[00:28:06] I want that experience and that level

[00:28:08] playing field for every candidate

[00:28:10] even the ones that are not mine

[00:28:12] which is why I spend so

[00:28:14] many hours creating

[00:28:16] content on YouTube

[00:28:18] writing the blog

[00:28:20] templates FAQs

[00:28:22] like I have so much shit

[00:28:24] for candidates because they need an advocate

[00:28:26] because frankly there's a lot of people

[00:28:28] cosplaying as advocates who are

[00:28:30] happy to put their hands in your pocket

[00:28:32] and they're like I'm going to get a little money from you

[00:28:34] while they're dishing out shit advice

[00:28:36] that actually makes your job search harder

[00:28:38] I'm not going to do that

[00:28:40] I'm always going to democratize

[00:28:42] recruiting for the candidates

[00:28:44] until

[00:28:46] I shuffle off this mortal coil

[00:28:48] what's the do you get any pushback

[00:28:50] at the organization for doing that

[00:28:52] or they're okay I mean

[00:28:54] I think they should be okay with that

[00:28:56] but do you get the pushback

[00:28:58] no

[00:29:00] can I go in

[00:29:04] here's what I've experienced

[00:29:06] I'm glad you asked this

[00:29:08] yeah I mean look

[00:29:10] so here's the history behind that

[00:29:12] okay you do not get to be

[00:29:14] an outspoken woman on the internet

[00:29:16] the internet without some pushback

[00:29:18] 100%

[00:29:20] so

[00:29:22] I've had my employer

[00:29:24] tagged in post

[00:29:26] I've had every single person

[00:29:28] I work with

[00:29:30] I'm talking hundreds of people get DMs

[00:29:32] from crazy people

[00:29:34] who demand my head on a platter

[00:29:36] I've had

[00:29:38] investigations at multiple organizations

[00:29:40] because of my

[00:29:42] approach

[00:29:44] my current employer

[00:29:46] is the only one that has not slapped my hand

[00:29:48] and I find that really

[00:29:51] really telling

[00:29:53] because I've had a lot like

[00:29:55] in previous organizations where maybe I was expected to be

[00:29:57] oh I don't know, googly

[00:29:59] that they might be like

[00:30:01] oh well you know we just have to be careful of the optics

[00:30:03] and we just have to maybe you shouldn't do that

[00:30:05] so don't be myself cool I'm out

[00:30:07] but in my current organization

[00:30:09] it is

[00:30:11] rewarded

[00:30:13] like they appreciate

[00:30:15] what I'm trying to do

[00:30:17] and frankly here's the other side effect

[00:30:19] for any recruiters who are kind of questioning like

[00:30:21] oh should I be more vocal should I be more outspoken

[00:30:23] I've made hires

[00:30:25] and anagans

[00:30:27] I've had people

[00:30:29] email me they use my own scripts

[00:30:31] on me like when we're negotiating

[00:30:33] salary you know they'll be like

[00:30:35] well I heard somebody say I should say this

[00:30:37] like

[00:30:39] pretty sure

[00:30:41] you're quoting me back to me thanks

[00:30:43] that's uh

[00:30:45] there's a recruiter that's not

[00:30:47] performing at a high level

[00:30:49] get that same new way

[00:30:51] or does the

[00:30:53] employer say you need to stop

[00:30:55] performance has to be there

[00:30:57] but Ryan think about this

[00:30:59] from a sports perspective

[00:31:01] think about your favorite sports people that are outlandish

[00:31:03] right?

[00:31:05] they can do I mean you wouldn't use Michael Orvin

[00:31:07] as an example because you're a hater

[00:31:09] however

[00:31:11] I've said this before

[00:31:13] do you remember the blog post

[00:31:15] about that

[00:31:17] Richard Sherman is a great example

[00:31:19] because he can yell into the camera

[00:31:21] it doesn't matter

[00:31:23] it doesn't matter it's like

[00:31:25] you can't throw to his side of the field

[00:31:27] you can't

[00:31:29] I have it

[00:31:31] it's downstairs in our gym

[00:31:33] but I have like the tip

[00:31:35] I have his

[00:31:37] signed autograph thing all the time

[00:31:39] don't try me on football either because I know that shit too

[00:31:41] but

[00:31:43] and you also

[00:31:45] the other thing to know about Richard Sherman

[00:31:47] you're not going to catch him slipping

[00:31:49] that man has a communications

[00:31:51] degree okay he has reflected

[00:31:53] this

[00:31:55] style

[00:31:57] you are not going to catch him slipping everything that comes out of his mouth

[00:31:59] he knows exactly what he said

[00:32:01] he meant exactly what he said and he dog walks

[00:32:03] people on the regular

[00:32:05] because he is a master

[00:32:07] of owning that PR spit

[00:32:09] and he's my idol

[00:32:11] oh 100%

[00:32:13] I love that shit

[00:32:15] but to Ryan to core your questions

[00:32:17] performance

[00:32:19] with performance

[00:32:21] performance

[00:32:23] you can be as a land issue

[00:32:25] or true to oneself

[00:32:27] that you want to be

[00:32:29] there is a fine line

[00:32:31] we want people to be authentic

[00:32:33] and again my employer

[00:32:35] my leadership team

[00:32:37] I have had them call me up

[00:32:39] are you okay?

[00:32:41] that was funny

[00:32:43] they start laughing

[00:32:45] I get it

[00:32:47] but I think

[00:32:49] what's great about it

[00:32:51] is not only I have the performance to back it up

[00:32:53] like I am kicking lots of ass

[00:32:55] and we're doing really really well my team is amazing

[00:32:57] but

[00:32:59] we are seeing the benefits

[00:33:01] of it like we're getting

[00:33:03] good press

[00:33:05] from the people that matter

[00:33:07] the candidates we want to come work here

[00:33:09] the leaders that we want to engage with

[00:33:11] they like it to get

[00:33:13] if you get it you get it

[00:33:15] and if you don't this maybe isn't the place for you anyway

[00:33:17] I'm okay with that

[00:33:21] so you said something about women that are outspoken

[00:33:23] yeah

[00:33:25] I am going to try and tie this together

[00:33:27] but it's going to be really really poor at first

[00:33:29] so

[00:33:31] there has been in the last

[00:33:33] five years there has been

[00:33:35] probably a dozen porn stars

[00:33:37] and Instagram models

[00:33:39] and this is where we go

[00:33:41] no no no

[00:33:43] I'll tie it together

[00:33:45] I'll tie it together

[00:33:47] we need to put you in a courtroom too

[00:33:49] because Instagram models

[00:33:51] and porn stars that have committed

[00:33:53] suicide

[00:33:55] because they were outspoken about something

[00:33:57] and the blast back

[00:33:59] was so intense

[00:34:01] that they did

[00:34:03] obviously they couldn't do something about it

[00:34:05] and they opted out

[00:34:07] and it's like I find that just fucking

[00:34:09] sad

[00:34:11] random people that they don't know

[00:34:13] impacted their life in that way

[00:34:15] so

[00:34:17] yeah

[00:34:19] obviously my stage isn't that big

[00:34:21] or that

[00:34:23] visible

[00:34:25] well it is now that you're here

[00:34:27] I mean I've been out of here

[00:34:29] you know what you're going with this

[00:34:31] oh I did

[00:34:33] I hope we want to go there

[00:34:35] but

[00:34:37] I think something that helped me a lot

[00:34:39] because I had those moments

[00:34:41] and I remember the first troll

[00:34:43] probably Ryan when you and I first met

[00:34:45] this is back in like probably 2010

[00:34:47] maybe 2011

[00:34:49] and I remember

[00:34:51] somebody came after me on Twitter

[00:34:53] for something I put on RecruitingBlogs.com

[00:34:55] they didn't like it

[00:34:57] and I was horrified

[00:34:59] and I went to the

[00:35:01] social media people

[00:35:03] and I was like I'm so sorry I fucked up

[00:35:05] and I printed it out

[00:35:07] and you're like hi and you welcome to the internet

[00:35:09] are you new here

[00:35:11] I said no this was normal behavior

[00:35:13] and so what has

[00:35:15] kept me grounded over the years

[00:35:17] is I'll read a mean comment

[00:35:19] or I'll see something nasty

[00:35:21] you know on the internet

[00:35:23] or somebody just attacking me for whatever reason

[00:35:25] and I say

[00:35:27] Ames is this person ever going to help you

[00:35:29] move

[00:35:31] or sit at your dinner table

[00:35:33] or buy your kids a Christmas gift

[00:35:35] or something like that

[00:35:37] and I'm like no

[00:35:39] so do we care what they think

[00:35:41] no

[00:35:43] and that's it I just put them in a compartment

[00:35:45] and I put them out on the curb with the rest of the trash

[00:35:47] it is hard sometimes

[00:35:49] like you want to respond

[00:35:51] you want to get it yeah

[00:35:53] but once you get that up you want

[00:35:55] want to or do

[00:35:57] I think

[00:35:59] I'll go as far as to say

[00:36:01] if you're not pissing somebody off

[00:36:03] so like people that want to play it safe

[00:36:05] you know

[00:36:07] and what are defined as you wish

[00:36:09] if you're playing it safe

[00:36:11] and you're being neutral

[00:36:13] in everything that you do

[00:36:15] it's vanilla

[00:36:17] like you're not going to be missed

[00:36:19] does it ultimately help anyone

[00:36:21] no that's the thing

[00:36:23] because again if I think about

[00:36:25] what is my north star

[00:36:27] why do I bother doing all of this shit anyway

[00:36:29] obviously I could get off the internet

[00:36:31] tomorrow

[00:36:33] it's not going to change anything about my day job

[00:36:35] I'm still going to be employed

[00:36:37] I'm still going to be able to hire

[00:36:39] I've got a team of sorcerers who are owning all the front end

[00:36:41] candidate generation stuff anyway so they're killing it

[00:36:43] like a lot of my work

[00:36:45] is like behind the scenes strategy

[00:36:47] shit anyway I don't need to be on the internet

[00:36:49] to do a good job for the

[00:36:51] the rolling level that I'm currently in

[00:36:53] there's benefits to it

[00:36:55] of course which you've talked about but I don't have to

[00:36:57] right but if I think about

[00:36:59] what is my north star why do I bother

[00:37:01] it goes back to

[00:37:03] democratizing recruiting

[00:37:05] for the rest of us

[00:37:07] I am so sick to death

[00:37:09] of the privileged

[00:37:11] tech bros

[00:37:13] no offense

[00:37:15] that's joking aren't you guys

[00:37:17] there's a lot of that right

[00:37:19] there's a lot of like career coaches

[00:37:21] and household bros that are out here talking about

[00:37:23] well you should never have to apply ever

[00:37:25] you should just wait for all the Lamborghinis

[00:37:27] like oh yeah that doesn't work for the rest of us

[00:37:29] you know

[00:37:31] I'm always going to

[00:37:33] focus on

[00:37:35] being a recruiter of the people

[00:37:39] you just dropped an

[00:37:41] HGTV show on us, Hustle Bros

[00:37:43] that's the new one

[00:37:45] she's the recruiter

[00:37:47] we've never heard that before I use it all the time

[00:37:49] I've never heard that before

[00:37:51] I've heard it

[00:37:53] but you know Neil Brinn's comedy special

[00:37:55] Netflix

[00:37:57] he does a bit on Hustle Bros

[00:37:59] so you gotta go watch it

[00:38:01] all these guys that clap

[00:38:03] when they first do the thing

[00:38:05] they do a lot of touch

[00:38:07] am I the only one that works around here

[00:38:09] I'm not gonna answer that

[00:38:11] I just live with the life of the life of the kids

[00:38:13] living being

[00:38:15] I know

[00:38:17] so has anyone ever changed your mind

[00:38:19] over the internet

[00:38:23] see this is the shit that keeps me up at night

[00:38:25] people have changed my opinion about them

[00:38:27] so yes

[00:38:29] does that count

[00:38:31] it doesn't count

[00:38:33] talking about you being froze

[00:38:35] no you're being

[00:38:37] froze something let's say

[00:38:39] Dr. Pepper is the most important

[00:38:41] drink ever made blah blah blah

[00:38:43] and then someone convinced you over the internet

[00:38:45] that that's not sure

[00:38:47] kind of

[00:38:49] okay

[00:38:51] I remember way back in

[00:38:53] way back in the day

[00:38:55] I was listening

[00:38:57] to

[00:38:59] Madame Carmen Hudson

[00:39:01] on a recruiting animal show

[00:39:03] I was listening to her

[00:39:05] before I had ever met her in person

[00:39:07] and still fan girl a little bit

[00:39:09] she knows my name oh my god

[00:39:11] and she has a book out

[00:39:13] does she

[00:39:15] oh shit I need to pay attention

[00:39:17] but I remember listening to her talk

[00:39:19] about recruiting

[00:39:21] in tech and I was not in tech

[00:39:23] yet I was still working for a very small company

[00:39:25] corporate and I was doing everything about tech at the time

[00:39:27] and she was having

[00:39:29] this whole like conversation about dress codes

[00:39:31] and you don't dress up and I remember like freaking out

[00:39:33] like oh my god this is such a true gift

[00:39:35] you don't wear a suit to my company blah blah blah

[00:39:37] and as I

[00:39:39] listened to her and I was like

[00:39:41] shit maybe she's onto something

[00:39:43] maybe I'm overthinking this

[00:39:45] maybe I need to be more

[00:39:47] open minded and consider the source

[00:39:49] and read the room better so yes I can say yes it happened one time

[00:39:51] okay one time

[00:39:53] ergo yoga pants

[00:39:55] done yes

[00:39:57] it's a whole story behind that

[00:39:59] too but it's also recruiting

[00:40:01] blogs is involved in for what it's

[00:40:03] a brand was born

[00:40:05] a brand

[00:40:07] was born

[00:40:09] fun fact I've worn yoga pants

[00:40:11] to every interview I've had since then

[00:40:15] I don't like that

[00:40:17] being comfortable

[00:40:19] I think that actually helps you

[00:40:21] so whatever your outfit is

[00:40:23] again it could be yoga pants for some people

[00:40:25] yeah I don't have to think about

[00:40:27] you know

[00:40:29] this focus

[00:40:31] advice you'd give your younger self

[00:40:35] again that 22 year old Amy

[00:40:37] when did you first start staffing

[00:40:39] I'm gonna say 22 sorry

[00:40:41] no I think I was like

[00:40:43] I was 24

[00:40:45] 24 you just get the job

[00:40:47] at Kelly services

[00:40:49] or wherever the bit is done deal

[00:40:51] little angel appears

[00:40:53] gives you a bunch of advice

[00:40:55] what's that advice

[00:40:59] find a mentor center

[00:41:01] oh cool

[00:41:03] yeah I

[00:41:05] spent a lot of those early years

[00:41:07] especially in staffing

[00:41:09] male dominated

[00:41:11] like the first agency I worked with was a little boutique firm

[00:41:13] we did

[00:41:15] like delivery drivers things like that

[00:41:17] we had an automotive and pharmaceutical divisions

[00:41:19] and lots of dudes

[00:41:21] and nothing wrong with that I love dudes

[00:41:23] I have sons I have a husband

[00:41:25] love dudes

[00:41:27] but

[00:41:29] I was the only in fact

[00:41:31] when I was first promoted to branch manager

[00:41:33] I was the only female branch manager

[00:41:35] and we had like 26 branches all over

[00:41:37] the United States

[00:41:39] so I

[00:41:41] I was the gap of people

[00:41:43] that I felt like I could lean on

[00:41:45] I could trust I could learn from

[00:41:47] and in hindsight

[00:41:49] there definitely were

[00:41:51] male leaders who would have been that mentor to me

[00:41:53] if I had been smart enough

[00:41:55] to ask if I had

[00:41:57] you know tried to like

[00:41:59] try to put into words where I was struggling

[00:42:01] and what I wanted to learn and where I wanted to go so

[00:42:03] that would be that would be even if it

[00:42:05] wasn't within my company I could have maybe gone

[00:42:07] outside I've couldn't have gotten involved in like recruiting groups

[00:42:09] earlier this is like back in the days of like

[00:42:11] you know Craigslist meetups and shit but

[00:42:13] you know I could have done that

[00:42:15] I was very much like an island

[00:42:17] for several years and I think that held me back

[00:42:19] I didn't get into tech till I was

[00:42:21] 15 years in the industry like I'm way behind

[00:42:23] a lot of my peers in that way

[00:42:25] because I had to kind of grow up through this

[00:42:27] slog really on my own

[00:42:29] for a lot of it which which did not

[00:42:31] serve me well

[00:42:33] I love it I love it

[00:42:35] Ryan we could talk forever

[00:42:37] we could I'm still gonna

[00:42:39] I'm waiting to get into

[00:42:41] the story of Amy

[00:42:43] we still haven't gotten there

[00:42:45] we've just been talking

[00:42:47] this is your story

[00:42:49] yeah this is your story

[00:42:51] it is your story

[00:42:53] Amy this has been amazing

[00:42:55] it's amazing we've known you a long time

[00:42:57] it's always a breath of fresh air

[00:42:59] to have you on or do something

[00:43:01] with you I did have

[00:43:03] coffee prior

[00:43:05] she was coming on

[00:43:07] I told William I said

[00:43:09] yeah he's like go do some coke

[00:43:11] I'm like I'm gonna go huff paint

[00:43:13] like why not

[00:43:15] I opted for the coffee

[00:43:17] no judgment whatever you guys do to get up

[00:43:19] get up

[00:43:21] if my mom listening and god bless her

[00:43:23] if she is listening this far in

[00:43:25] I opted for the coffee I left the paint

[00:43:27] and I didn't do the coke

[00:43:29] leave the pain where it is

[00:43:31] no towel here

[00:43:33] no towel

[00:43:35] Amy this has been fantastic

[00:43:37] thank you so much

[00:43:39] until next time