WEBVTT 1 00:00:01.639 --> 00:00:05.639 Not me going to record this episode and then fully forgetting I was recording and 2 00:00:05.719 --> 00:00:10.679 getting distracted and watching TikTok's It's fine. Hi, how are you Welcome back 3 00:00:10.720 --> 00:00:14.919 to the Straight Shooter Recruiter Podcast. I am your host and producer because this 4 00:00:14.919 --> 00:00:18.399 shit is a one woman show, Emily Durham. If it's your first time 5 00:00:18.640 --> 00:00:22.199 listening to the podcast, thank you so much for checking it out. And 6 00:00:22.199 --> 00:00:24.800 if you're a returning listener, baby, I love you, I really really 7 00:00:24.839 --> 00:00:29.160 do. This is a show that is entirely dedicated to helping you thrive in 8 00:00:29.199 --> 00:00:33.039 your nine to five and beyond. So everything from your confidence, how you 9 00:00:33.079 --> 00:00:38.600 feel about yourself to the practical career tips you need to ultimately make the money 10 00:00:38.759 --> 00:00:41.719 live the life you want to live. Like that is everything we do here. 11 00:00:42.079 --> 00:00:44.320 Why am I qualified to talk to you about that? Well, I've 12 00:00:44.359 --> 00:00:49.039 been a recruiter for over seven years. I'm a careers writer with Canadian Business. 13 00:00:49.039 --> 00:00:52.159 I've been featured in Forbes, BBC, The Whole Shebang. This is 14 00:00:52.200 --> 00:00:56.679 what I do. And today, in addition to me literally getting stuck in 15 00:00:56.719 --> 00:01:00.560 a TikTok wormhole, like as I always do, answer some of your questions 16 00:01:00.600 --> 00:01:04.159 and if you don't know you can always submit your questions directly in the link 17 00:01:04.200 --> 00:01:08.000 in the description of every episode, and I have gotten to a fair bit 18 00:01:08.040 --> 00:01:11.760 of them, but we have there's literally hundreds. Like I could make a 19 00:01:11.799 --> 00:01:15.480 podcast every day for the next three thousand years and we would still have questions, 20 00:01:15.560 --> 00:01:19.200 but make sure that you are submitting those. And then I want to 21 00:01:19.239 --> 00:01:23.040 talk about a skill that I have talked about a little bit before. But 22 00:01:23.120 --> 00:01:25.920 I just left an interview. I'm not even kidding, like I'm recording this 23 00:01:25.959 --> 00:01:30.560 midday on a workday. I just left an interview and the candidate was so 24 00:01:30.640 --> 00:01:34.439 good, so good, and the team and I like, after the interview 25 00:01:34.480 --> 00:01:38.480 we got together, we were talking about why this candidate was such an exceptional 26 00:01:38.519 --> 00:01:42.239 fit and it all boiled down to this one skill, and this one skill 27 00:01:42.319 --> 00:01:46.840 had nothing to do with the actual candidates resume. So I want to talk 28 00:01:46.840 --> 00:01:49.439 to you about that one skill as well. Don't forget to leave a rating 29 00:01:49.480 --> 00:01:53.319 and a review for the show, and if you're listening, share it on 30 00:01:53.359 --> 00:01:56.480 your socials. It helps me grow, grow, grow, And I appreciate 31 00:01:56.560 --> 00:01:59.799 you so much whether you listen, whether you share it or not, I'm 32 00:01:59.799 --> 00:02:01.400 just I'm happy you're here. So let's get into it. Okay, let 33 00:02:01.400 --> 00:02:06.000 me tell you a little story about a candidate who really changed my perspective on 34 00:02:06.040 --> 00:02:09.159 what it means to be a strong candidate. And this person is getting the 35 00:02:09.280 --> 00:02:13.680 job because of this one skill, not because they have the most years of 36 00:02:13.719 --> 00:02:17.439 experience or because they have the best interview answers. It was this one attribute 37 00:02:17.439 --> 00:02:22.000 that really made us say, Wow, this person is special. And it's 38 00:02:22.000 --> 00:02:24.919 the ability to figure shit out, like it's the figure shit out effect, 39 00:02:25.039 --> 00:02:29.719 and it is so underrated. And I even look back at my career and 40 00:02:29.759 --> 00:02:32.240 I realize how much this mindset is part of why I've been able to grow 41 00:02:32.319 --> 00:02:36.639 frankly as quickly as I have grown in my career. So I want to 42 00:02:36.639 --> 00:02:38.879 just give you like the rundown. I think for most of us, especially 43 00:02:38.879 --> 00:02:42.960 when we're not very comfortable at a company or we're new in a space, 44 00:02:43.199 --> 00:02:46.280 it's really easy for us, to be honest, to not know how to 45 00:02:46.319 --> 00:02:49.000 solve certain problems. We don't know who to talk to, we don't know 46 00:02:49.039 --> 00:02:52.439 who to ask, and our default setting is often Okay, I'm going to 47 00:02:52.520 --> 00:02:54.919 ask my manager. And although that is a really good method, and your 48 00:02:54.960 --> 00:02:58.840 manager is there to help you, at the end of the day. When 49 00:02:58.919 --> 00:03:02.400 your first line of defense to solving something is asking your manager, all your 50 00:03:02.439 --> 00:03:07.039 manager is going to think is, Wow, this person cannot figure shit out 51 00:03:07.039 --> 00:03:10.319 by themselves. And if you can flip your mindset to kind of being a 52 00:03:10.319 --> 00:03:15.919 solution finder and a highlighter, it's like it's a different mindset. So the 53 00:03:15.960 --> 00:03:20.599 candidate that I interviewed highlighted this beautifully, and I am going to use them 54 00:03:20.599 --> 00:03:23.840 as an example, But essentially they were saying that their strongest character trait is 55 00:03:23.879 --> 00:03:28.800 they can be thrown into any situation or any problem, and the first thing 56 00:03:28.840 --> 00:03:31.280 they do is they exhaust all of their resources to try and find an answer 57 00:03:31.319 --> 00:03:35.639 by themselves. They'll ask colleagues, they'll go to Google, they will do 58 00:03:35.719 --> 00:03:38.879 everything they can do in their power before going to their manager. If they're 59 00:03:38.919 --> 00:03:43.240 really stuck, then they go to their manager. Their manager helps. But 60 00:03:43.400 --> 00:03:46.000 they were sharing that their goal is to always come to their manager either with 61 00:03:46.080 --> 00:03:50.800 a solution to the problem or a like a half baked idea. Their goal 62 00:03:50.919 --> 00:03:53.520 is to go to their manager with something that is tangible that shows they get 63 00:03:53.560 --> 00:03:58.800 shit done by themselves, so then their manager can offer feedback or like little 64 00:03:58.840 --> 00:04:01.319 tweaks. But they're not giding you to do things. And I think that's 65 00:04:01.360 --> 00:04:05.039 really the skill that sets apart. People who get promoted and who are hyper 66 00:04:05.120 --> 00:04:11.000 successful in their career are people who operate with extreme ownership. So in your 67 00:04:11.080 --> 00:04:13.840 career and even in your own life, like, I really want you to 68 00:04:13.879 --> 00:04:16.199 think about a project that you are running or a task that you are running. 69 00:04:16.480 --> 00:04:20.720 Are you executing or are you driving? Like are you getting a task 70 00:04:20.839 --> 00:04:25.279 and completing it well? Or are you looking at the end to end vision 71 00:04:25.360 --> 00:04:28.160 for what you're working on. Are you going above and beyond to say, 72 00:04:28.240 --> 00:04:30.879 let me take on more, let me bite off a little bit more. 73 00:04:30.240 --> 00:04:33.920 And are you going to your manager and saying, here's something I proposed because 74 00:04:33.959 --> 00:04:39.199 I've identified a problem instead of the other way around and asking your manager to 75 00:04:39.240 --> 00:04:42.560 guide you through that. And it was actually something that came up because we 76 00:04:42.600 --> 00:04:46.160 had asked the candidate, what do you think is your best quality? And 77 00:04:46.240 --> 00:04:48.759 they share this and I was like, what an amazing quality. And it 78 00:04:48.800 --> 00:04:54.560 was just a little reminder that, yes, being proactive and seeing things end 79 00:04:54.600 --> 00:04:58.319 to end is a part of it, but that ability to honestly have the 80 00:04:58.480 --> 00:05:01.759 confidence and the guts to say, in any situation, I figure shit out 81 00:05:02.040 --> 00:05:04.399 and then you go in, you figure shit out, you go to your 82 00:05:04.439 --> 00:05:08.319 manager, and you say, look what I've done. So I think having 83 00:05:08.360 --> 00:05:11.959 that sense of extreme ownership, like let this be a reminder that is wicked 84 00:05:12.000 --> 00:05:15.000 important. Oh my god, my backhard's so bad. Sometimes I feel like 85 00:05:15.040 --> 00:05:17.560 I'm eighty and I'm twenty seven. Except you know what. Side note. 86 00:05:17.560 --> 00:05:20.480 I did have someone DM me yesterday and she's like, oh my god, 87 00:05:20.519 --> 00:05:25.560 you look old and tired. I was like, girl, what a crazy 88 00:05:25.600 --> 00:05:27.480 thing to say. What a crazy thing to say. First of all, 89 00:05:27.480 --> 00:05:30.079 I don't look gold. I have great skin, but that's just anyways. 90 00:05:30.120 --> 00:05:31.360 People are weird. Let's keep it going. It's time for Questions of the 91 00:05:31.360 --> 00:05:34.639 week. It's only two o'clock. I need a cocktail. I need a 92 00:05:34.680 --> 00:05:38.959 clocktail really bad. Okay, let's get you. Let's get you answered. 93 00:05:39.160 --> 00:05:43.319 Okay, let's get to the first question. Dear Emily, I wanted to 94 00:05:43.319 --> 00:05:46.519 share a concern I've been facing in my professional environment. As someone who strives 95 00:05:46.519 --> 00:05:51.000 for excellence, I've encountered challenges within the current dynamics of my workplace. In 96 00:05:51.079 --> 00:05:57.639 various instances, I've taken on additional responsibilities and sec conments during which I've consistently 97 00:05:57.680 --> 00:06:00.519 delivered exceptional results. Love that for you. However, this seems to have 98 00:06:00.600 --> 00:06:04.759 created an unintended dilemma for me at work. Ooh, let's get into it. 99 00:06:05.240 --> 00:06:10.240 My aspiration is to continue progressing and contributing to the growth of the company. 100 00:06:10.480 --> 00:06:14.040 Unfortunately, I've noticed a pattern where my performance is met with a sense 101 00:06:14.079 --> 00:06:17.319 of isolation for my colleagues. I think the stems from the perception that my 102 00:06:17.399 --> 00:06:23.160 achievements might overshadow or unsettle others. It's important for me to emphasize that my 103 00:06:23.319 --> 00:06:27.920 intentions have never been to make anyone feel insecure about their capabilities. The consequence 104 00:06:27.959 --> 00:06:31.120 of this is I feel like I'm excluded from group activities and team gatherings and 105 00:06:31.240 --> 00:06:35.040 important meetings, and it's leading me to take the step of transitioning to a 106 00:06:35.079 --> 00:06:39.240 different department within the organization. Damn okay, so yeah, you're like you're 107 00:06:39.279 --> 00:06:42.680 ready to leave. The decision was driven by a desire to find a more 108 00:06:42.720 --> 00:06:46.480 inclusive and supportive environment where I can fully engage and contribute without feeling isolated. 109 00:06:47.079 --> 00:06:51.000 Oh my gosh, this experience has taken its hole on my self esteem because 110 00:06:51.000 --> 00:06:55.319 it makes me feel like I need to downplay my accomplishments. In order to 111 00:06:55.360 --> 00:07:00.399 not make other people uncomfortable. I value collaboration and I believe in uplifting the 112 00:07:00.560 --> 00:07:03.439 entire team and sharing our success. Reaching out to you for some guidance on 113 00:07:03.480 --> 00:07:08.879 how to navigate this complex situation. PS love your podcast. Thank you. 114 00:07:09.560 --> 00:07:13.160 Okay, I like, there's so much to unpack. I have questions and 115 00:07:13.199 --> 00:07:15.560 sometimes I wish we were like on FaceTime so you could give me live answers. 116 00:07:15.920 --> 00:07:20.240 So the team that is making you feel isolated are managers included in that 117 00:07:20.279 --> 00:07:24.959 group? Because if the managers are part of the group of people who are 118 00:07:25.000 --> 00:07:28.959 making you feel isolated, that's actually an even worse situation. And my advice 119 00:07:29.000 --> 00:07:30.360 would be get the hell out of that department, like you're doing the right 120 00:07:30.360 --> 00:07:34.839 thing, because it doesn't matter if it's a I don't know a boss for 121 00:07:34.920 --> 00:07:39.519 like two levels up or one level up. Any manager should be seeing you 122 00:07:39.680 --> 00:07:43.360 succeed as a positive reflection of their leadership. So if they don't see that 123 00:07:43.360 --> 00:07:46.759 that's a toxic workplace, this is still do be toxic. It's still do 124 00:07:46.879 --> 00:07:51.079 be toxic. Okay, here's my immediate assessment. First of all, you 125 00:07:51.120 --> 00:07:57.199 cannot dull your sparkle to make other people uncomfortable. I spent so much of 126 00:07:57.199 --> 00:08:00.920 my life, especially in my early twenties, feeling like I had to shrink 127 00:08:00.959 --> 00:08:03.560 myself in an effort to not make other people feel small. And it sounds 128 00:08:03.600 --> 00:08:07.560 cocky when you say that, Like, I bet you felt weird writing this, 129 00:08:07.759 --> 00:08:09.639 being like, hey, I'm good at my job and I think it 130 00:08:09.639 --> 00:08:15.680 makes other people uncomfortable. You need to release the idea that you acknowledging the 131 00:08:15.720 --> 00:08:20.279 fact that you do great work is cocky because you are clearly operating with humility. 132 00:08:20.439 --> 00:08:22.079 You are doing a good job, and other people are seeing that, 133 00:08:22.160 --> 00:08:26.319 and they're seeing they're not getting access to the same opportunities and they resent you 134 00:08:26.360 --> 00:08:30.800 for it, or they might even think that you think you're too good for 135 00:08:30.839 --> 00:08:33.480 them. So there's like a couple of different factors. If that is their 136 00:08:33.519 --> 00:08:39.120 perception they're operating with. You need to continue to make an effort to be 137 00:08:39.240 --> 00:08:43.200 one with these people, Like maybe you plan a social maybe you go up 138 00:08:43.240 --> 00:08:46.120 to them for lunch and make that first effort because maybe they think you think 139 00:08:46.200 --> 00:08:50.440 that you're too cool. If that's not the case, and they're excluding you 140 00:08:50.519 --> 00:08:54.600 because it honestly like awakens insecurities within them, Do not waste your energy and 141 00:08:54.639 --> 00:08:58.679 your time trying to decode them. You will spend your whole life encountering people 142 00:08:58.720 --> 00:09:03.000 like this, like whether it's work or friends. Honestly, you'll probably even 143 00:09:03.039 --> 00:09:07.080 see it more in friendships, especially as you get older and as you progress 144 00:09:07.120 --> 00:09:11.600 in your career, where your friends who once were your champions and like rooting 145 00:09:11.639 --> 00:09:15.279 for you at all times, they see you succeeding, They see you doing 146 00:09:15.320 --> 00:09:18.960 well and it almost makes them anxious. It's like the success that they see 147 00:09:20.039 --> 00:09:24.519 in you actually makes them doubt what they have in their own life. It's 148 00:09:24.559 --> 00:09:28.799 almost like the jealousy and the things that they see within your life and within 149 00:09:28.840 --> 00:09:31.960 the life you have created, it's reminding them of what they don't have, 150 00:09:31.279 --> 00:09:35.799 and it's making them resent you. It's like you are the human embodiment of 151 00:09:35.840 --> 00:09:39.279 the things they want that maybe they don't have yet or will not have. 152 00:09:39.799 --> 00:09:41.960 I'm not saying that's always the case, but to be honest, especially in 153 00:09:43.000 --> 00:09:46.639 work situations, it comes from a place of jealousy and it comes from a 154 00:09:46.639 --> 00:09:50.320 place of insecurity, and there's nothing you can do to reason with insecure people 155 00:09:50.399 --> 00:09:54.600 who operate like this. You know you're going to try and understand, You're 156 00:09:54.639 --> 00:09:58.759 going to try and make it better and for why these are not the kinds 157 00:09:58.759 --> 00:10:01.039 of people you want in your life. At the end of the day, 158 00:10:01.120 --> 00:10:03.159 it's work. Go in, make your money, get yourself promoted, go 159 00:10:03.240 --> 00:10:07.840 home. I know it impacts your mental health and your sense of self because 160 00:10:07.840 --> 00:10:11.360 you don't want to be perceived a certain way. I would encourage you to 161 00:10:11.360 --> 00:10:15.240 stop giving a shit what other people think of you, because at the end 162 00:10:15.279 --> 00:10:16.559 of the day, it is your life. At the end of the day, 163 00:10:16.840 --> 00:10:20.559 you know who you are. You know you're a good person. It's 164 00:10:20.639 --> 00:10:24.399 not on you to spend your whole life bending so that other people don't feel 165 00:10:24.440 --> 00:10:28.480 like they're going to break. Dear Emily, I really need your advice on 166 00:10:28.480 --> 00:10:31.799 what to do in this complicated situation. Okay, let's get into it. 167 00:10:31.840 --> 00:10:33.320 I'm gonna give it to you. I will give it to you. Back 168 00:10:33.360 --> 00:10:37.559 in the spring, I was interviewing with a fairly well known company for an 169 00:10:37.559 --> 00:10:43.679 associate level position for context. I recently graduated college congratulations, so the possibility 170 00:10:43.720 --> 00:10:46.879 of even being considered for this position was pretty exciting. A couple of weeks 171 00:10:46.960 --> 00:10:52.360 after the interview process, I received an email saying that although I was the 172 00:10:52.399 --> 00:10:56.639 top candidate for the position. They were experiencing a hiring freeze for the role, 173 00:10:56.000 --> 00:11:01.000 but they could still potentially onboard me within a few months. After months 174 00:11:01.000 --> 00:11:05.120 of radio silence, I recently reached out for an update and was told they 175 00:11:05.240 --> 00:11:07.840 might get the go ahead to onboard me soon. It's been a few weeks 176 00:11:07.879 --> 00:11:11.879 since then. I haven't heard back. My question is how long do I 177 00:11:11.879 --> 00:11:13.679 wait before I reach out again. I don't want to put too much pressure 178 00:11:13.679 --> 00:11:18.440 on this recruiter who would also be my future boss, because I really don't 179 00:11:18.480 --> 00:11:20.840 think hiring me is in her control. I have also been applying to other 180 00:11:20.879 --> 00:11:26.159 positions and haven't had much luck, so leveraging another offer is out of the 181 00:11:26.240 --> 00:11:30.840 question. What do I do. I hate the state of the job market, 182 00:11:30.879 --> 00:11:33.320 I really do, and I like I'm preaching to the choir. You 183 00:11:33.399 --> 00:11:35.600 guys know, I talk about it all the time. We're in a rough, 184 00:11:35.840 --> 00:11:37.919 rough job market, and I don't know when it's getting better. I 185 00:11:37.960 --> 00:11:41.799 don't there's really not strong indicators. First of all, congrats, I'm graduating. 186 00:11:41.840 --> 00:11:46.360 That's super exciting. Congrats on applying and putting yourself out there. First 187 00:11:46.360 --> 00:11:50.240 thing I want to tell you is it takes on average of five to six 188 00:11:50.279 --> 00:11:52.559 months before you get your first job out of school. That's a real statistic, 189 00:11:52.799 --> 00:11:56.159 and actually it's probably worse than that because that stat was pre pandemic, 190 00:11:56.200 --> 00:12:01.480 and obviously the panorama changed everything for us. So be kind to yourself. 191 00:12:01.480 --> 00:12:05.480 It's going to take time, and that's normal, that's natural. The assessment 192 00:12:05.480 --> 00:12:07.840 you have, though, is totally right. Usually it's not the recruiters like 193 00:12:07.919 --> 00:12:13.559 Wheelhouse or within her or their span of control to decide whether or not there's 194 00:12:13.559 --> 00:12:18.159 a hiring freeze. Recruiters are really there to identify people. It's basically sales. 195 00:12:18.200 --> 00:12:20.879 Like you're given the job, We're going to go find the right person 196 00:12:20.919 --> 00:12:22.879 for the job. I'm going to sell you the job. We're going to 197 00:12:22.960 --> 00:12:26.679 close it by you know, you signing your offer. Wham bam, thank 198 00:12:26.720 --> 00:12:30.080 you, ma'am. It's done. So you're right like you ultimately are not 199 00:12:30.159 --> 00:12:33.279 going to get her to change the decision. However, what I think you 200 00:12:33.320 --> 00:12:35.840 need to do, especially given that it's been months, is apply some pressure. 201 00:12:37.159 --> 00:12:41.120 And it's okay to apply pressure for a couple of reasons. Number one 202 00:12:41.360 --> 00:12:46.519 is mentally wondering if this job is coming through is probably really stressful and it's 203 00:12:46.559 --> 00:12:50.639 probably impacting how much effort you want to put into your job search with other 204 00:12:50.720 --> 00:12:52.759 companies or exploring other options because you're like, okay, well, maybe this 205 00:12:52.840 --> 00:12:56.559 is in the back of my mind. I think you need to operate under 206 00:12:56.600 --> 00:13:00.720 the assumption you don't have this job story. I am telling you that because 207 00:13:00.799 --> 00:13:03.879 the worst case scenario is that you don't. The best case scenario is that 208 00:13:03.919 --> 00:13:05.559 you do and it gives you options. So let's pretend you don't have it. 209 00:13:05.879 --> 00:13:09.039 I think it's time to send them an email and say it's been an 210 00:13:09.039 --> 00:13:13.519 awesome experience. I so appreciate your transparency. I respect that this likely isn't 211 00:13:13.519 --> 00:13:18.440 a decision that you need to make. Do you have a firm timeline on 212 00:13:18.480 --> 00:13:22.120 when we're looking at revisiting this role or reopening this position? And say, 213 00:13:22.200 --> 00:13:28.039 I'm asking because I am entering interviews with other organizations and they need to manage 214 00:13:28.039 --> 00:13:31.799 my own expectations. Even if that is not true, it's okay to put 215 00:13:31.799 --> 00:13:33.440 a little pressure on, Like you're not saying you have other offers, but 216 00:13:33.480 --> 00:13:37.960 you're saying that you're in the interview process, which could be true. You 217 00:13:37.960 --> 00:13:39.279 know, you could interview anywhere. I think that's fine. And if you 218 00:13:39.279 --> 00:13:43.399 don't feel comfortable, omit that part, but keep the rest. I think 219 00:13:43.440 --> 00:13:45.960 at the end of the day, if they get the head count and they 220 00:13:46.039 --> 00:13:48.480 get the positions, they will reach out to you, and it's important that 221 00:13:48.519 --> 00:13:52.919 you're staying top of mind. But to be honest with you, if it's 222 00:13:52.039 --> 00:13:56.919 months of waiting for this position to get opened, I wouldn't hold your breath. 223 00:13:56.960 --> 00:14:00.679 I've seen so many companies do stuff like this where they've opened a job 224 00:14:00.759 --> 00:14:01.799 and then they're like, yeah, yeah, we just have to close it 225 00:14:01.799 --> 00:14:03.879 for a couple of weeks and we're going to open it back up, and 226 00:14:03.879 --> 00:14:07.559 then suddenly it's a year, you know. So I would say, make 227 00:14:07.600 --> 00:14:11.159 peace with the fact that this is in the rearview, keep following up, 228 00:14:11.240 --> 00:14:13.559 ask them for a timeline, But to be honest, just for your own 229 00:14:13.559 --> 00:14:16.720 sanity, I would call it quits. I really would. Okay, Love 230 00:14:16.720 --> 00:14:20.120 Bugs, those were two really good questions. I think I'm going to stop 231 00:14:20.159 --> 00:14:24.159 there just because all the questions are super like personal and long, which I 232 00:14:24.240 --> 00:14:26.840 love. But I want to give them the right attention you feel me, 233 00:14:28.480 --> 00:14:30.559 I will say, though, if you do have other topics you want me 234 00:14:30.600 --> 00:14:33.000 to cover, or even people you want me to have on the show, 235 00:14:33.080 --> 00:14:37.559 let me know. I don't usually do guests because I don't know. Actually 236 00:14:37.919 --> 00:14:39.759 I do know. I just I feel like have a guest on the podcast 237 00:14:39.840 --> 00:14:45.240 sometimes can like change the dynamic a little bit. And then so many people 238 00:14:45.279 --> 00:14:48.399 have guests on their show, and then I'm like, what makes this podcast 239 00:14:48.440 --> 00:14:50.799 different from every other podcast in the market. I don't know. But I 240 00:14:50.840 --> 00:14:56.559 also personally love like episodes with people, so I don't know. I don't 241 00:14:56.600 --> 00:14:58.559 know. Plus I love the idea of having a permanent co host, like 242 00:14:58.559 --> 00:15:03.840 I would love to have somebody to bounce ideas off of. But I don't 243 00:15:03.879 --> 00:15:05.879 think I would ever get into business with one of my friends because I value 244 00:15:05.919 --> 00:15:09.200 the friendship too much. I don't really mix that. But I don't know. 245 00:15:09.240 --> 00:15:11.080 You let me know. I'd be curious to hear what you think. 246 00:15:11.279 --> 00:15:15.919 As I sit here opening up TikTok because I cannot freaking stop laughing at the 247 00:15:15.960 --> 00:15:20.519 fact that like brawl happened. Is it Mississippi or like that river fight with 248 00:15:20.639 --> 00:15:24.720 the you'll know what I'm talking about. It's like viral on TikTok right now, 249 00:15:24.799 --> 00:15:26.720 that like big fight where people were throwing chairs. I'm just trying to 250 00:15:26.759 --> 00:15:30.960 catch up to understand what the hell's going on but I cannot stop laughing, 251 00:15:31.000 --> 00:15:33.200 so that's probably what I'm going to end up doing. But thank you guys 252 00:15:33.240 --> 00:15:35.720 so much, like it was such a good time getting to chat with you. 253 00:15:35.799 --> 00:15:39.240 I always appreciate and love you, and I'll talk to you in the 254 00:15:39.279 --> 00:15:39.960 next episode.