00:01
welcome back to the sa weekly talk show
00:03
here mike callahan
00:04
with co-host cody owen as always coming
00:06
back to you at 1 p.m eastern
00:08
12 p.m central special guest today sean
00:11
day
00:12
of blue skies admin services going to be
00:14
diving in and talking all
00:16
things recruiting employees and how the
00:18
recruiting game has probably changed
00:20
here during
00:21
um the the coveted times and how some of
00:24
the practices of recruiting um have
00:26
either changed or
00:28
pivoted a little bit during uh this new
00:30
time to actually go out and get
00:31
employees and i know shawn really
00:32
appreciate you coming on here but uh
00:34
uh give you a sec to kind of juice
00:35
yourself but i think one thing that we
00:37
all can uh
00:38
agree upon being in the service industry
00:39
right now is hiring and going out and
00:42
recruiting employees whether it was lawn
00:43
care home cleaning
00:44
pressure washing soft washing businesses
00:47
uh was not an easy thing pre-covered and
00:49
now
00:50
uh there’s some extra layers of
00:52
complexity so sean
00:53
if people have never met you um if you
00:55
don’t mind just give us a little
00:56
background how you cut your teeth in the
00:57
service industry and uh
00:59
you know came to uh market with blue
01:01
skies admin services
01:03
sure so uh good to be here thanks for
01:05
having me
01:06
we um i owned a cleaning company for
01:09
about 20 years
01:10
and uh about four or five years ago i
01:13
told my wife hey let’s get this thing
01:15
ready to sell and
01:16
and get it ready maybe in three years
01:18
we’ll sell it or so
01:20
about two months after that conversation
01:22
i sold my business to blue sky services
01:24
uh things just rumbled into into place
01:28
and so our strategy as as we
01:31
uh consolidated blue skies was mainly at
01:34
that time
01:35
an exterior cleaning company i had the
01:37
inside stuff
01:38
let’s get together and do it so we ended
01:40
up
01:41
as part of our strategy buying other
01:43
cleaning companies and what we found out
01:45
rather quickly was we suck at recruiting
01:48
we thought we were pretty good at
01:49
recruiting we were no good at recruiting
01:51
uh and what happens is you know you buy
01:54
a company with 30 40 employees something
01:56
like that and george has owned it for
01:58
you know 30 years and george goes away
02:00
to retire
02:01
about eight or nine of their staff goes
02:03
away because george goes away and kathy
02:05
goes away and
02:06
and so what we did was i said we’re
02:09
never going to be able to execute on
02:11
this unless
02:11
we put a world-class automated system
02:14
together for our own company
02:16
so we did that we were able to grow it’s
02:18
very unlikely that we’re short staffed
02:20
for very long at all
02:22
anymore in any market labor market and
02:24
what had happened mike was we had a
02:25
bunch of our colleagues power washing
02:27
companies buddies and
02:29
a lot of people i’ve known for years in
02:30
the cleaning industry saying how are you
02:32
doing these things
02:33
and we scratched our head and said hey
02:35
man there is a huge untapped
02:37
uh niche here nobody’s helping our
02:39
businesses our buddies out there that
02:41
own cleaning companies power
02:43
home service companies lawn companies
02:45
and so we started a recruiting service
02:47
we’ve done it for now for about
02:49
two and a half three years and we
02:51
service well over a hundred clients now
02:52
and that’s how we
02:53
we sort of stumbled our way into this
02:55
thing
03:02
so mike’s not yeah yeah we might have
03:05
lost mike for a second there
03:07
so what when you guys realized that you
03:10
had this problem
03:11
of like oh man we are not actually great
03:14
at recruiting
03:15
what were the first big hurdles that you
03:18
guys had to jump over to make that work
03:21
i think the first thing that i
03:24
envisioned was
03:25
getting it automated because you know
03:28
when you recruit we call it blue collar
03:31
i’ve got a
03:32
facebook group called blue collar
03:33
recruiting it’s
03:35
we go live every thursday night at 9 pm
03:37
eastern and we talk about those
03:39
those things to your point cody and the
03:40
thing was it needs to be automated
03:42
because we
03:43
in our industries we hire quickly we
03:47
have high turnover
03:48
um it’s not like you know hiring a nurse
03:50
that’s going to be around for 10 years
03:52
and it takes forever to go find and
03:54
qualify somebody we got to move fast
03:56
if you have to move fast and in the in
03:59
the power washing game
04:00
it’s a hundred thousand dollars that one
04:02
employee can bring in in revenue
04:04
you don’t want to be waiting to get a
04:06
power washer you need to so
04:07
automation was probably the first thing
04:09
that i wanted to dig into
04:11
and then the other thing was how the
04:13
hell do we pre-screen these people
04:16
um properly and and i think i think
04:19
there’s there’s three parts to it job
04:21
description and application flow
04:25
then there’s how do you screen it when
04:26
you get all these applications coming in
04:28
and how do you automate it because i
04:30
don’t have all day to look through
04:32
literally 500 to 1000
04:34
resumes every day and that’s that’s the
04:36
number one hurdle that all of our
04:38
clients have
04:39
when they’ve come to us is i don’t have
04:41
time for this stuff
04:44
um so you introduce automation into this
04:47
cycle
04:47
and that takes the a lot of the the
04:50
like labor burden off of you to have to
04:53
review all of these
04:54
clients or all of these applicants
04:57
yeah um what are
05:01
so a lot of the things that i hear in
05:03
recruiting and you probably have a way
05:04
to weed this out there are a lot of
05:06
people
05:07
who will apply and like look good on
05:09
paper and then
05:10
don’t show up to the interview oh yeah
05:13
the no
05:14
shows yes yeah yeah do you have an
05:16
explanation for these no shows
05:18
what what i’m yeah i’m i’m very data
05:21
driven i’m very
05:22
like e-myth michael gerber stuff and
05:26
uh so we’ve got some data behind that
05:27
actually i i think
05:29
it’s never gonna stop or go away number
05:31
one
05:32
especially if you’re finding a employees
05:34
because they’re smart people and they’re
05:35
probably
05:36
uh to interview three or four different
05:38
places so that’s tough
05:40
so here’s the the data if somebody
05:42
reaches out to you
05:44
to set up an interview and you’ve
05:46
already screened them and they’re ready
05:47
to interview or you reach out to them
05:50
if you do not set that interview up
05:52
within 24 hours or less
05:55
you’ve got a 67 chance
05:58
that that’s going to be a no-show
06:02
the theory that they found something
06:04
else
06:06
yeah that they’ve already found
06:07
something else or the boss has said hey
06:10
you know what
06:11
i i want to keep you i’ll give you that
06:13
raise please just don’t go
06:14
there’s you know so there’s a variety of
06:16
things like that that happen um
06:18
you know and you have to keep in mind
06:20
you know
06:21
when you’re out recruiting you see that
06:23
pipeline and you see that person coming
06:25
through
06:26
but that person’s probably talked to
06:27
three other business owners
06:29
a week or two prior to you you know and
06:32
maybe the boss
06:33
the boss is struggling to figure out if
06:35
they want to keep that person and give
06:37
them
06:37
that raise to stay and then the other
06:40
piece of data
06:41
to answer your question too is so let’s
06:43
say that you do set up that interview
06:45
within 24 hours or less and schedule it
06:49
um if you if you don’t
06:53
um if if you don’t reach out
06:57
and get back to them within 24 hours 67
07:00
chance
07:00
you’ve got another 23 chance
07:04
if you don’t follow up and confirm it
07:06
and
07:07
our our philosophy on that has changed
07:09
we used to say if they don’t show up to
07:11
hell with them
07:12
well it’s would you would you do that in
07:15
marketing
07:16
okay marketing you know again a client
07:19
you you would
07:20
you marketing and recruiting are so much
07:22
the same it’s just
07:24
it’s scary how similar they are you
07:26
wouldn’t do that in marketing so
07:28
you chase down prospects and you you
07:30
give them an estimate you want to do
07:32
business with them you chase them down a
07:33
little bit until
07:34
you better do that with an a player
07:36
because they don’t last very long in
07:37
this market
07:40
absolutely so i mean it sounds like
07:42
building
07:43
an automated system solves a lot of the
07:46
problems
07:47
that that most service businesses run
07:50
into in recruiting
07:51
where so what is your like if we’re
07:53
thinking about it in a marketing context
07:56
what does your top of funnel look like
07:59
for recruiting great question it’s very
08:02
similar
08:03
so you know we our funnel on the top
08:07
is as big as the globe it’s huge i don’t
08:10
care how many
08:12
we we hear this all the time i can i get
08:14
a hundred applications from indeed and
08:16
they all stink
08:17
you know we hear that all the time and
08:19
it’s true it is true
08:21
but what tends to happen is we want this
08:24
huge funnel on top um
08:26
a big mistake that we used to do is we
08:29
used to
08:30
pre-screen in the job description and we
08:33
found that to be a big no-no
08:35
and here’s what would happen we would
08:37
have something you know
08:38
in general if you do this where you’re
08:41
in trouble if you don’t do that you
08:42
better do this
08:43
they’re looking at this job description
08:45
going there’s no way i want to apply to
08:46
the
08:47
so you you don’t want to you don’t want
08:49
to pre-screen the living daylights out
08:51
of them
08:51
during the job description that’s a big
08:53
mistake
08:55
i don’t care if there’s 10 000
08:57
applications
08:58
as long as it’s automated our system
09:01
will find two or three out of
09:03
and the data is we’ll find about three
09:05
to four
09:07
out of every hundred to interview and
09:09
then out of that will probably
09:11
um hire two wow yeah
09:14
yeah so you definitely need to have
09:16
something screening those applicants for
09:18
you
09:19
uh yeah yeah uh so
09:23
let’s look at those kind of winnow
09:24
points in our funnel here
09:27
um so we’re trying to bring in as many
09:28
people as possible
09:30
we’re not trying to scare them off at
09:31
the very beginning we’re reeling them in
09:34
and then so you get a certain number of
09:37
people fill out the application at that
09:38
point they’ve converted to like so i
09:40
work
09:40
in digital marketing that’s my like
09:42
whole job so i’m gonna continue talking
09:44
about it in these terms
09:45
so then we’re getting kind of our our
09:47
middle of funnel where they’ve given us
09:48
information
09:50
and what is your criteria to flip
09:53
someone from
09:54
okay this was an applicant what what
09:57
separates them to someone you want to
09:59
interview sure um
10:02
so once they get in as an applicant
10:05
what we have set up is we’ve got very
10:08
spec
10:09
industry specific questions which is
10:12
our online application and
10:16
at the end of it about 23 start it never
10:19
finish it because it
10:20
does take a little bit of time and
10:21
that’s okay we want people that are
10:23
serious about the job
10:26
and what happens is when they do our
10:28
online application and hit submit
10:30
it automatically gives us a score so
10:33
when we start our day or we go in there
10:35
at night there’s going to be a bunch of
10:37
applicants and there’s going to be
10:38
scores that are green
10:39
yellow red and based on the way they
10:43
answered the
10:45
if they’re at a uh if they’re below our
10:48
minimum criteria or a minimum
10:50
score and this is in the middle of the
10:52
funnel now
10:54
they basically get an email that says
10:55
thank you very much go away
10:57
much more professional than that but
10:58
that’s what it says yeah the ones that
11:00
are above that
11:02
we’re not done there we take them on and
11:04
have them do an assessment a personality
11:07
assessment so step one is
11:09
industry specific questions and if they
11:12
make it that
11:13
and they pass that then they have to do
11:15
personality assessments
11:17
and they’re scored on that as well so we
11:19
take a sort of a
11:21
a combination type of score of that and
11:23
we
11:24
uh we then start to review the resume
11:27
so there’s all these pre-screening um
11:30
things that we do in the middle of the
11:32
funnel before they drip down
11:34
yeah so then it sounds like this this
11:37
personality assessment that gets you
11:39
that like composite score is what’s
11:41
flipping to the final like to pull them
11:43
into the bottom of the funnel
11:45
um so what i remember
11:48
like taking some of these uh quizzes
11:50
when i was
11:51
you know like high school early college
11:53
you know applying to work at
11:54
bigger companies to do like retail or
11:58
you know stuff like that like companies
11:59
use those is this kind of the like
12:02
like among retail workers they’re kind
12:03
of known as the like you know would you
12:05
steal
12:06
quiz is that what we’re talking about or
12:09
what does that look like
12:11
a little bit i’ll give you the title of
12:13
a few of them
12:14
so there’s a couple personality
12:16
assessments we use and like
12:18
one is level of optimism how optimistic
12:21
is the person
12:22
integrity which touches on stealing and
12:25
things of that nature
12:27
um so we want honest people that are
12:29
positive
12:30
and we feel at that point we could
12:32
pretty much mold anybody into being
12:34
with training into being a good
12:36
technician or office manager
12:38
or whatever it is but but we go further
12:40
one of my favorites is emotional
12:42
stability so
12:45
so you know let’s face it we in most of
12:49
the industries we touch on in our
12:51
cleaning businesses
12:52
around the country our blue skies
12:53
cleaning businesses you know we’re not
12:55
hiring um
12:56
people that are making you know driving
12:58
porsches and have 50 grand in
13:00
their savings account those sort of
13:01
things we all have problems
13:03
which is fine we want to make sure that
13:05
you’re stable enough
13:06
emotionally stable enough to come in and
13:08
handle the stress of the job
13:10
that’s really what that’s all about and
13:12
then there’s a couple others
13:14
that we use consciences in other words
13:16
you know do we have to babysit you
13:19
uh that type of thing we don’t like
13:20
babysitting employees once we get them
13:22
trained
13:23
so there’s a lot of that type of thing
13:25
that we look for in those personality
13:27
assessments
13:28
and and if if you’ve got time and you
13:30
want me to
13:31
i can touch on some of those industry
13:33
specific questions too i think
13:35
those are really what what was that was
13:37
a game changer for us oh
13:39
yeah yeah let’s dive into those what’s
13:42
going on with mike real quick
13:44
he sent me a message that he is locked
13:46
out of the
13:47
the tool that we’re using so he can see
13:49
and hear us but he can’t get in for some
13:51
reason
13:52
uh so it would just be you and i sean
13:54
we’ll carry the day
13:57
mike if you’re if you’re able to hear me
13:58
text cody a question if you got any
14:01
questions man
14:03
on another screen so so uh let’s see we
14:07
so we own some cleaning companies so one
14:08
of the questions we ask
14:10
um and i’ll give you two that you would
14:12
think on the surface
14:14
are reasonable things to be upset about
14:16
and so we set the table
14:18
with these questions that we call the
14:21
three questions
14:21
the three um um thing the things that
14:24
would upset you the most if you got this
14:26
job
14:26
and we have three choices you don’t come
14:29
up with your own
14:30
so you choose one two or three and we
14:32
grade those so
14:33
remember we score these automatically so
14:35
depending on how the answer
14:37
there’s going to be a really good answer
14:39
that we score well an okay answer is
14:41
average
14:42
and a really poor answer so here’s one
14:44
of the questions out of these three
14:46
things what would upset you the most
14:48
the worst answer is this
14:52
there’s somebody that is always late to
14:54
work never on time and the owner or
14:56
manager never does a thing about it
14:59
okay on the surface that seems like
15:01
something very reasonable to be upset
15:03
about because you’re getting the kids
15:04
out the door you’re trying to get to
15:06
work and you’re never late and you
15:07
really work hard not to be late
15:09
reasonable okay let me
15:11
spew the data on it um because
15:14
once we get emotion out of this stuff we
15:16
can we can really figure some things out
15:18
and the data at least for blue sky
15:20
services and most of our clients
15:22
is that that person the common
15:26
denominator without
15:28
with practically no exceptions is your
15:31
gossip king or queen
15:33
or your drama king and queen and if you
15:36
think about it
15:37
i’m telling you i’m gonna be really
15:39
upset
15:40
depending on what somebody else either
15:42
does or does not do
15:44
okay thank you i’d rather you just come
15:46
to work and not worry about what fred’s
15:48
doing maybe maybe fred came to me
15:50
and as the owner of the business and
15:52
said hey i just found out some really
15:53
bad news about my son
15:55
you know he’s got this attention
15:57
disorder and i’ve got to go see a
15:58
psychiatrist with them every morning for
16:00
an hour
16:01
you know i’ve been here for a couple
16:02
years it won’t you know it’s only for a
16:04
month is
16:05
that okay boss well maybe maybe they
16:07
don’t want to announce that to everybody
16:08
in the office so just mind your business
16:10
come to work
16:11
so that’s a that’s a big deal another
16:13
one i love
16:15
and i’ll just have i’ll have one more
16:17
for you
16:18
and again on the surface it seems very
16:20
reasonable somebody would be upset about
16:22
it and it’s this one the worst answer
16:24
out of the three
16:25
that are going to upset you the most if
16:27
you get this job my paycheck is off by
16:30
twenty dollars
16:30
my paycheck’s off by twenty dollars so
16:33
you’re going to tell me that you’re
16:34
going to be upset about that and that’s
16:36
going to really steam you over
16:38
if 20 bucks is now there’s two things
16:40
with that
16:41
one is i never said that we underpaid
16:42
you what if
16:44
what if we overpaid you so the mindset
16:46
of somebody
16:47
okay that’s number one goes right to the
16:49
negative that that boss that owner that
16:52
company that they pit the employee
16:55
in boss thing which which is a nightmare
16:58
but the other interesting thing about
16:59
that is
17:00
what i’ve what my gut sort of tell me
17:02
out of 20 some years
17:04
of doing this is that i am convinced
17:07
that good employees know they’re good
17:08
employees
17:10
i am even more convinced that bad
17:12
employees know they’re bad employees
17:13
okay what do we tell our good employees
17:16
man if i could clone you i love you
17:17
here’s to get to take your spouse out to
17:19
dinner on me you’re the best i love it
17:22
you all you know they hear good things
17:24
what do we tell bad employees
17:26
you know you know mrs jones is
17:28
complaining about her
17:29
windows or her lawn again what’s going
17:31
on you can’t be late all the time they
17:33
hear that all not just
17:34
where they’re at today they’ve heard
17:35
that all their lives probably okay
17:38
that’s what they hear so the mindset of
17:41
a good employee
17:42
their mind doesn’t go to that answer
17:44
because they know
17:45
they’re going to be taken care of that
17:46
might have been a mistake but they
17:48
know that they’re going to be taken care
17:50
of because if it happens with me
17:52
and my employees i’m taking money out of
17:54
my pocket called cash
17:55
and going here i got a 50 or a couple
17:58
20s i’m sorry i was 20 off it’ll never
18:00
happen again
18:01
okay you’re a bad employee the chances
18:03
of me pulling money out of my pocket are
18:05
pretty slim and none
18:06
if i keep wondering where you’re at why
18:08
you’re not showing up and you’re
18:09
breaking things all the time
18:11
okay i think that’s a reasonable thing
18:14
to to um you know to
18:17
think that that’s something to be upset
18:20
about but the data shows completely
18:21
different
18:22
yeah kind of looking at where where
18:24
their mind goes when they
18:26
see a and like a little bit of a vague
18:30
thing they can take in a positive way
18:32
they can take it a negative way
18:33
and looking for for what they’re gonna
18:36
do because that’s how they’re gonna
18:37
handle
18:38
uh you know a normal problem that arises
18:41
and
18:42
you know what’s really cool about it one
18:44
of the biggest challenges
18:45
i had in developing the system
18:49
and and most i think have or don’t think
18:52
about
18:52
is matching your culture
18:56
in your job description and all the way
18:58
through that
18:59
funnel that you you call the funnel and
19:02
and i think
19:02
some of these industry specific
19:04
questions lay that out and i’ll give you
19:06
another another example of that and how
19:08
you can match culture which is
19:10
huge and that is most house cleaning
19:13
companies for example
19:15
don’t work on weekends don’t work nights
19:18
and and don’t work major holidays that’s
19:20
pretty much a commonality and a lot
19:23
hundreds of cleaning companies around
19:24
the country so one of the questions i
19:26
like to ask
19:27
is and and and it’s advertised that you
19:30
don’t that’s a selling point you don’t
19:31
work weekends you know we’re yeah
19:33
and so what happens is i’d like to ask
19:34
the question um
19:37
which one of these three things would
19:38
upset you the most and the worst answer
19:40
is
19:40
i have to work five saturdays in a row
19:43
and i was told i didn’t have to work
19:44
weekends
19:46
and so our culture at least at blue
19:48
skies
19:49
is literally one of our core behaviors
19:51
is plow horse
19:52
we work like a plow horse do whatever it
19:54
takes to make that customer happy
19:56
in reasonable terms so i don’t like when
19:59
somebody says i can’t work on a saturday
20:02
um you know that bothers me it’s not
20:04
part of our
20:05
core behaviors it’s not part of our our
20:07
company culture at all
20:09
and that happens in lawn care companies
20:11
too when like normal they don’t work
20:13
saturdays but
20:14
you know it rained all week and we have
20:16
to yeah or we’re gonna you know
20:18
we’re not going to make payroll if no
20:20
one pays us to mow their lawn
20:22
exactly yeah so what are kind of
20:25
to wrap up here what are some of the big
20:29
like aha moments that you wish you could
20:31
have given yourself
20:32
you know three years sooner
20:36
um i i think
20:39
probably
20:43
being very careful on the job
20:45
description is
20:46
is probably the one that really was a
20:49
big change for us
20:50
because like i said there we were we
20:52
were really screening people pretty hard
20:54
in the job description
20:56
and when i when you read back through
20:59
some of the things we used to do
21:00
i wouldn’t let my daughter apply for a
21:02
job with us
21:04
you know there was just two it was too
21:06
negative it was too
21:08
um you better do this you better not do
21:10
that and it’s like you know
21:12
um it just it just wasn’t good the other
21:15
thing and i’ll give it this is this was
21:17
huge and i recommend this for everybody
21:19
out there listening
21:21
on the what we did was once we did hire
21:24
somebody
21:25
okay one of the things that we did
21:28
was we knew a new person would come in
21:31
on their first day
21:32
we actually had somebody waiting by the
21:34
door for that person
21:36
and when they noticed that person
21:38
driving into the parking lot they were
21:39
to run out by the car
21:42
with a big smile so you we would find
21:44
the the most
21:45
you know positive human being that would
21:48
love that type of job
21:50
and it’s sort of a fun goofy thing if
21:52
you let it be
21:53
so that personality that person runs out
21:55
there the first thing they see on the
21:57
first
21:58
day of their job is this smiling son of
22:00
a gun sitting there can’t wait to meet
22:02
you
22:03
you already know their name don’t ask
22:04
them their name hi michelle my name’s
22:07
joanne nice to meet you
22:08
we can’t we’ve been waiting for you we
22:10
can’t wait to see you we got either
22:11
coffee or juice for you we’ve got donuts
22:14
bagels or fruit whatever you want
22:16
that’s what somebody wants to hear on
22:17
their first day what
22:19
typically happens and what was happening
22:21
prior to that was
22:22
and well how much does that cost by the
22:24
way about nothing
22:26
yeah a little bit of breakfast you know
22:27
that’s nothing so
22:29
what one of the things we used to do is
22:31
somebody would come in there’d be three
22:32
people outside smoking a cigarette going
22:34
man like this monday suck i can’t say
22:37
this i can’t believe mrs jones she saw
22:39
you that’s what they hear
22:41
that’s what they hear on their first day
22:42
of work um they’re not gonna last a long
22:45
time
22:46
yeah and it’s it doesn’t cost you
22:48
anything it really doesn’t
22:50
yeah well sean thank you
22:53
so much for joining us today mike
22:55
usually does
22:56
the the wrap up so uh we are
22:59
this will be up on spotify and other
23:02
podcast
23:03
apps uh here in the next couple of days
23:05
if you want to re-listen
23:07
um or if you want to subscribe so you
23:09
can listen in the car to future episodes
23:12
um yeah we’re back every friday
23:15
at noon central i’m not going to try to
23:18
do the other time zones because i will
23:19
mess them up
23:20
um but sean thanks so much for helping
23:23
us out today
23:24
and uh just to remind people where can
23:26
they find you online
23:28
sure the best way to do it is um
23:32
is probably just to message me on
23:33
facebook um
23:35
if not there you can go to
23:39
yourblueskies.com
23:40
your blue skies dot com
23:44
but facebook’s the easy way if you look
23:46
up blue collar recruiting
23:48
we’ve got a facebook live every thursday
23:51
night
23:52
we’ve got about 600 members in the group
23:54
we usually get about 3 000 views
23:56
something like that
23:57
9 p.m eastern time every thursday night
23:59
we have a facebook live going on
24:01
and i’ll be more than happy to talk shop
24:04
with anybody out there
24:05
we do have a recruiting service um we
24:08
can give you a demo of how we can help
24:10
you
24:10
uh 15-minute demo but i i’m more than
24:13
happy to answer any questions i’ve been
24:15
doing this long enough i don’t
24:16
hard sell a thing if you want to use
24:18
this that’s fine if not
24:19
i love talking shop i’ll help you in any
24:21
way i can
24:22
awesome sean thanks so much all right
24:25
cody take good care have a good weekend
24:26
now bud
24:27
you too all right bye-bye
24:33
now we’re waiting for mike to disconnect
24:35
us
24:37
[Music]
24:45
i’m gonna click off yeah go ahead and
24:47
click off all right bob take good care
24:50
[Music]
24:53
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