[00:00:00.240] - Brandon
Dude
[00:00:00.600] - Chris
Yo.
[00:00:00.950] - Brandon
We're hanging out with some friends of yours today.
[00:00:03.150] - Chris
Yeah, you know, I. I spoke at 1Tom Plumber's owner's roundtable over in the Carolinas four or five weeks ago or so, and I was like, we'll hang out with all those. Those dudes and a bunch of restorers, and it's really fun. And a fair bit of the time, I got to hang out with Alvaro, who's kind of the Rockies right hand guy. He's a shape shifter. He does a lot of things in.
[00:00:22.980] - Brandon
The business, but really, sales and marketing, kind of.
[00:00:25.570] - Chris
Yeah, sales and marketing and some project management, like event management, stuff like that. But anyway, we had a great conversation and we talked about, hey, let's get you on the show. And he brought Leah.
[00:00:34.820] - Brandon
Yeah. Who's a powerhouse. Yeah.
[00:00:36.480] - Chris
So Leah, lots of history with Rocky, Icon restoration, and then obviously with a startup of 1Tom and what we do, it's fun. I mean, obviously people listening to the show, they heard the show with Rocky. It was fun. Butt tattoos. Cardboard to butt tattoos or something like that.
[00:00:51.120] - Brandon
That's right.
[00:00:51.580] - Chris
Yeah, that's exactly. Butt tattoos comes up again, by the way. But. So this isn't a 1Tom podcast. It's really like we kind of pull back the curtain and you and I get a chance explore with. With Leah and Alvaro what actually makes up kind of that internal culture they have. Because when you and I, we went to Discovery Day, we went to Cincinnati, we. We checked out the 1Tom headquarters and icon, all the things, and you and I both came away with, wow, there's something special going on here.
[00:01:17.530] - Brandon
Lessons learned for sure.
[00:01:18.810] - Chris
And. And to be able to sort of pick Alvaro and Leah's brain on their own experience with Rocky and Cameron and the other key figures on the team, it's a really interesting conversation, for sure. And there's stuff here that I think any leader can apply to whatever service business they have. There's some pretty cool nuggets in there, so.
[00:01:36.760] - Brandon
And it's from the team members perspective.
[00:01:38.750] - Chris
Yeah.
[00:01:39.050] - Brandon
Which is the whole point.
[00:01:40.070] - Chris
That's right. Absolutely. Absolutely. So, all right, check it out.
[00:01:43.040] - Brandon
Let's go.
[00:01:43.590] - Alvaro
Wow.
[00:01:44.000] - Chris
How many of you have listened to the Head Hardened Boots podcast? I can't tell you that. React how much that means to us. Welcome back to the headheart and Boots podcast. I'm Chris.
[00:01:54.760] - Brandon
And I'm Brennan. Join us as we wrestle with what it takes to transform ourselves and the businesses we lead. This new camera angle makes my arms look smaller than yours.
[00:02:04.530] - Chris
I'm noticing that and I really appreciate it. I thought you did that on purpose.
[00:02:07.500] - Brandon
No, I. I don't. I didn't and I am not happy with it.
[00:02:11.940] - Chris
Hey, everybody. Welcome back to the head heart and Boots podcast. Today we have Leah Hanlon and Alvaro Leal from 1Tom Plumber. And I've been looking forward to this conversation. It was actually just, I don't know, what, three, four weeks ago now. Leah, you didn't come to the owner's roundtable.
[00:02:28.430] - Leah
I was not there.
[00:02:29.460] - Chris
You weren't there. Okay. So. But Alvaro and I got to hang out, which was very fun. And Ben and some of the rest of the crew. But yeah, you guys had an owner's roundtable event in the Carolinas. And my favorite part, apart from getting to talk, because I like to hear myself talk.
[00:02:44.900] - Brandon
That's always the favorite part.
[00:02:46.150] - Chris
I had a good, like, two hour stint that I could just talk and that was super fun. But. But my other part of the event that was my favorite was the go kart night. That was the first time I've driven gas powered go karts. In fact, I want to say the only other time I've done go karts was Disneyland, which is super lame. You know, the bumper cars or whatever, this was like qualified.
[00:03:10.390] - Alvaro
These were not bumper cars because I got hit at some point and I was hurting for a whole week after that.
[00:03:16.930] - Brandon
There's like real whiplash damage potential.
[00:03:19.900] - Chris
This was a real racetrack and these were real vehicles going like, topping out at 50, 55 miles per hour.
[00:03:26.870] - Brandon
Holy cow.
[00:03:27.960] - Chris
So, yeah, I like, I lost control and slid into the tire wall at one point. It was. It was legit and it's so. It awesome. I'm like, man, I gotta find one of these places here in Oregon so I can take my boys so we can go have a boys day racing. But anyway, so that was really fun. And gosh, there was a race. There was what, probably 25 owners that were out there all racing. It was. That was a way more.
[00:03:51.120] - Alvaro
We had about 40 people racing each other.
[00:03:53.690] - Chris
Yeah. Yes.
[00:03:54.550] - Alvaro
And Mike McShane, if you're listening to this, like, I'm coming back to you because you really hurt me that one time. That was totally revenge. I don't know. He hit me from behind. There was no reason why he should have done that. I'm still a little heartbroken about that.
[00:04:08.590] - Brandon
He was just trying to draft you, man.
[00:04:10.200] - Chris
That's it. Yeah.
[00:04:11.010] - Brandon
Yeah. There was no harm, no foul. He was just drafting.
[00:04:13.960] - Chris
Yeah. So, I mean, this is one of the things I wanted to talk about is just the culture because, you know, Brandon And I had an opportunity last year to come to a Discovery Day. And let's just suffice this. We're not going to air all of 1Tom Plumber's Dirty Laundry. But you know, there were some moments, some cultural moments that surprised us that we found super fun and interesting. I think there's a. There's a casualness and an authenticity to the 1Tom Plumber team that is really fun and Brandon and I really enjoyed. There's an honesty and authenticity about kind of who you guys are across the whole team, including Rocky and Cameron and so forth, that just really stood out to Brandon and I. And there's some operational excellence built into there as well that we are equally impressed by. But the culture was really distinct to us. And so I thought, you know, today it'd be really fun to, you know, we've heard Rocky's kind of version of sort of the. The coming of age experience with 1Tom and the early days. But we thought it'd be really fun to hear from you guys what your experience has been with the company.
[00:05:15.380] - Chris
Obviously, Leah, you're one of the OG team members coming originally from Icon, and Alvaro, you're the latecomer, so to speak, compared to Leah. So we just thought that might be a fun direction for us to take. So I don't know where we want to start with that, but maybe we start with the Discovery Day experience that Brandon and I had. Can you guys unpack a little bit, like internally as a team? Like what is the mindset and the conversation around when you get a bunch of potential owners in front of you? Like, what's your goal? What are you guys trying to communicate and stuff during that Discovery Day? Because I know culture is so important. You guys are really hunting for the right culture fit. During that, you're like equally observing and interviewing these potential franchisees. But unpack how you guys think about those Discovery Days as a team?
[00:05:58.870] - Leah
Absolutely. I think you hit the nail on the head when you said we're kind of interviewing each other because that is what our Discovery Day is about. When we are building our One ton Plumber franchise network, we are creating a family and we want like minded people and we want people that we like and we want to spend time with and get to know on a personal level and do fun things with outside of working hours. So it's really important to us. When people come to town, we get to know them on a personal level. We want to know about their family, we want to know about their hobbies and their crazy stories from the past. It's funny how many of them are so similar to what Rocky is like in his stories for the past.
[00:06:38.100] - Brandon
I remember distinctly because at this time when we were there, we weren't just there, like, undercover. We actually were there and kind of taking a real serious look at what it would look like to participate in this and be a part of that network. And I remember, like, after most of day one, I think. I don't know if we went to our. It was, like, first dinner or something that we went to. I remember, like, the whole time in the back of my mind, I'm like, I wonder if they would choose me. I wonder if they would choose me. Like. And it's like. And now I'm kind of looking back and going, geez, man. It was like a first high school date. Like, I was on pins and needles, like, trying to find out hints, like, did we fit the team mold? Like, would we have been accepted? And for those of you listening, they actually chose not to take us on. So it was pretty sad.
[00:07:20.410] - Chris
So we left. We left that dream behind.
[00:07:22.980] - Alvaro
Yeah.
[00:07:23.450] - Brandon
Yeah, they boycotted us, so it didn't work out.
[00:07:25.890] - Chris
But, yeah, we were also there with one of our existing consulting clients, and they were looking at investing in A 1Tom and it. So that was a unique experience for us because we were there with a client, and we were also there ourselves kind of thinking, well, maybe this is a smart side investment for Brandon and I.
[00:07:40.780] - Brandon
So I have a question. Yes. So, and Leah, this is really for you, again, being kind of part of the OG team. I know that you have history, obviously, with Rocky and the gang as part of your relationship with Icon, but, like, you know, from your perspective, being, you know, a downline, if you will, from kind of the leadership group and being a recipient, if you will, of this kind of created culture, this intentional culture, just give us your perspective. Like, what are you experiencing? What makes you stick around? Why are you continuing to be motivated by this team and where the team is headed? Like, it's easy for owners to talk about how great the culture is, but, you know, as somebody that's living and breathing inside that. What's that experience been for you?
[00:08:23.130] - Leah
Exactly. And you just said it. Living and breathing inside of it. That's what we get to do every day. And I get to do that with some of my best friends, truly. You know, people always say that, you know, you've got your family, but then there's your work family. And I think it's. They are family, no doubt. But they're also, like, My best friends, they're the people I spend the most amount of time with. And, you know, it's like, even if we're not talking about work, we're getting together and talking about something else. You know, I was just with Angie, and we're talking about a trip to Africa she's planning, and I'm so invested in it. I'm like, I want to be on that trip with you. So I think we truly and genuinely care about one another, about what we're doing inside our work, but also what we're doing outside of work with our family and. Which is us.
[00:09:03.100] - Alvaro
No, absolutely. And I wanted to add something. I had a conversation with one of my old friends from college a long time ago, and they were complaining constantly. Like, I have this coworker. This. This coworker is doing bad, and. And they don't have that relationship. You have the same thing one time. And I'm like, no. Like, I can go have a drink with whoever I want in my office and go hang out. We go on trips. And so one of the things, I completely agree with Leah, like, I was having a conversation with one of my old friends from school, and he was mentioning that, oh, gosh, like, I have this problem with this coworker. These people are not doing the work they're supposed to do. It's really annoying. Super frustrating. He was like, you have the same thing going on, right? And I'm like, no, I've never had the problem with anybody at work. Everybody is like family to us. And me especially being from another country and coming to the US and spending quite a few years here, like, I'm very far away from my family. And when I first came to Wanton Plumber, I felt like I was right at home.
[00:09:57.060] - Alvaro
And an example is Ben Grunstein. He runs the supply and branding division for us. He's such an amazing guy. He gets the job done. So he's someone that you definitely will want to work with. And he's the reason why I'm here. He sold me in the culture. He sold me in the team. He didn't tell me, like, oh, we're going to do great things. He was like, you're going to feel that you're at home.
[00:10:14.000] - Brandon
You know, it's interesting, too, because, you know, unless you've been around, you know, let's say your guys is, you know, these different events that you put on to introduce the brand to folks, like, there is not a lack of standards or commitment to accountability either. Like, it. It's not like, all Relationship and no teeth behind, you know, expectations. So, like, and I think, Alvaro, for you, this is probably kind of interesting to hear. Your perspective, a lot has to be communicated pretty quickly, I'm assuming, when you enter the team, right? So, like, you're getting this culture dump. You're getting also, like all the standards that we have to follow and this is what we're going to do. And here's our commitments. From your perspective, getting both those messages, if you will, simultaneously, how are they balancing that? Like, how did you hear? Like, both you're wanted and this is an important relationship and we want you to be part of the team. And in addition to that, you're hearing. Yeah, but these are standards and here are expectations that you're going to be held to. Like, how was that received by you? What was that message like?
[00:11:11.720] - Alvaro
That's a great question. Definitely. It's been a constant learning experience on both ends. We keep learning. We have a culture that we're trying to get better every single day. So there's always something new that we need to figure it out. So it's not always going to be like, oh my gosh, this is so easy to do. We're going to get all these standards and values put together in place and go with that culture right away. It's a constant learning experience. And by the amazing team that we have with all the other franchisees that join our network, it made it really easy to get those ideas together and spread them out to the whole group.
[00:11:43.820] - Brandon
I'm going to fight for questions because I have another one.
[00:11:46.280] - Chris
Well, Alvaro, I think it's, you know, when we were at this owner's roundtable event, you were kind of in charge of that event, am I right? Like, like Rocky assigned that to you and you were the, basically the, the owner of it, getting all the details put into place and then the on site management of kind of. There was a whole timeline to the three days of the event. And I remember at one point, I don't remember the exact context, but there was some transition between the daytime event and the next thing that we were going to in the evening. And you and Rocky had a brief exchange and Rocky's like, hey, dude, this is your event. You figure it out. And I imagine you probably hear that from him a lot. But you're a relatively young man, I mean, in your career and you've stepped into this. From what I've seen, kind of a generalist executive role, like Rocky deploys you in a number of different directions. And I'm just curious for you can you talk about that experience a little bit more of like working with or for Rocky in that way and, you know, maybe an example of where you didn't get it right and how Rocky responded or how you guys navigated.
[00:12:47.510] - Alvaro
Which part?
[00:12:48.260] - Chris
Well, yeah, all of it. You know, just speak into that relationship because I think a lot of times as owners, we delegate something to somebody or we give somebody ownership over a certain area, but then we get and we meddle and we. We sort of co own it with them, which has its own set of problems. And Rocky seems to be very deliberate about. Ah, no, no, dude, that's your thing. And him staying out of the stuff that he's delegated. So I'm just curious for you to talk about what that's like.
[00:13:15.550] - Alvaro
Absolutely. No, I think it's great, especially because it makes you feel that they trust you and he wants to let you do your thing because he knows you're going to get it done and you're going to do a good job with it. And it's one of the things that I've been enjoying with working with Rocky and Cameron, too, when I first came on board a couple years ago, is that my role has been evolving to the point that Leah and I run the sales division and the marketing for the franchise development side. And we have a team that we're leading and he's helping us achieve our goals for the year. And that's one of the things that Rocky appointed me at some point, and I was not expecting that at all as my role kept evolving. So it shows that they trust you and they want you to grow and. And there's those opportunities and outside of work, too, as I came here being Ben's friend, that was my role. That's Ben's friend. And I kept evolving with all the marketing, franchise development and national conventions and sponsorships that I dealt with with my previous experience in Chicago.
[00:14:09.660] - Alvaro
He will take me to family trips with them. They will take me to their lake house. They will take me on trips and spend time with their families. So they really care about you and they brought you one of their own. So it's been an amazing experience. It's one of the reasons why, first off, I have a plun tattoo on my butt and I was actually the first one that got it. If someone says otherwise, it's not true. Cameron offered it to me at a lake trip that we did. He was like, come on, dude, I'm doing your green card. And I'm like, all right, I'll get it.
[00:14:41.600] - Brandon
I wonder Where Randy Williams is doing this order.
[00:14:44.590] - Chris
He said, I'm doing your green card. You're going to get a tattoo.
[00:14:48.280] - Brandon
Jeez.
[00:14:49.030] - Alvaro
And I say, yes. That's literally what happened. Like, I'm not kidding. We were on a boat, we were having a couple drinks, and Cameron was like, you're going to get a plunger tattoo. And I'm like, no, I'm not. I don't want to have a plunger tattoo. And I'm like, come on, dude. I'm doing your green card.
[00:15:04.040] - Leah
What choice did he have?
[00:15:05.370] - Alvaro
So I had to.
[00:15:06.460] - Brandon
Oh, my gosh.
[00:15:07.860] - Alvaro
Going back to that, it's been a great experience. Something. The way that we're growing and we're bringing more people in. It's just fun to come to work. It's challenging, obviously, and there's. It comes with a lot of new things that you got to work on and put together, whether it's the creative side, marketing, franchise development or whatnot. It's just fun to do this.
[00:15:25.540] - Leah
One thing I think I can add, though, from an outsider perspective or even from my own experience in the growth of the company, is Rocky does put full trust in you. He's like, you know, I'm handing this over to you. Alvaro, you got this. Or Leah, you've got this. And he knows nobody's perfect, right? We're all going to make mistakes, but he allows you to fail forward. He never beats you up. If something doesn't turn out the way that he expected it or he wanted it, he's like, okay, not exactly what I thought was gonna happen. Let's do it this way. Next time, you know, he doesn't beat you down. He lifts you up and says, you did a great job here. Let's change this next time.
[00:15:58.670] - Brandon
That's interesting, because I wanted to get into that a little bit, because obviously we're not perfect and we are gonna fall down. And I don't know if you guys know this or not. Leah, probably you do, because you've been around in that partnership for a long time. What is he doing from the perspective of, like, do you see him mitigating the downside to a failure when he's handing something off like that? Like, is he aware ultimately? Like, hey, if this ends up being a five out of a ten, you know, what does this mean and what are the ramifications? Like that. Does that any of that come up in the conversation in preparation for the handoff? Like, what's that experience look like?
[00:16:34.850] - Leah
To be honest, my perspective, I think he just kind of takes a leap of faith and puts that trust in you and doesn't really think about what those consequences could be. This isn't life or death. If we screw up, nobody's dying here, right? So it's not that big of a deal. But we always use everything as a learning experience. Every single event we do, every meeting we have, we always talk about lessons learned. What can we do better next time? How can we improve? So it's never a beat down. It's always, let's just learn, change it and get better next time.
[00:17:05.600] - Alvaro
And to that, you would think that Rocky is very experienced in this industry. And he's the first one that after we're done with an event or like a sales call or whatever it is, he's like, how can I get better? He's part of our culture. The lessons learned. We sit down and he goes like, come on, give it to me. What can I do better? You know, so that's part of our culture as well.
[00:17:23.290] - Brandon
So it's like safe to learn, essentially.
[00:17:25.240] - Chris
Is what I'm hearing.
[00:17:26.330] - Brandon
Yeah. It's funny because I think even the way I framed that question, you can tell default, right? It's like, oh, well, I can hand off trust, but I got to mitigate the downside. Like, what are the damages? What's the likelihood of something going wrong? And I think that is plus and minuses with that. Obviously, like, you don't want to throw over the keys, you know, to the car if it can legitimately get you in the business in a place of real significant downside. But. But I think just that idea that what I'm hearing you guys say is we'll take a chance and though we all need to be very prepared to do an immediate after action review and talk about what needs to change before we do it that way again. And that's okay. Like you guys trust that process because there's some front loaded trust on your part to like go give it a shot. Is that fair? Am I like, summarizing that?
[00:18:09.970] - Leah
You're 100% spot on.
[00:18:11.650] - Chris
I feel like that's my observation of Rocky. I mean, he's obviously. I mean, a lot of people listening to this have heard of Rocky, They've heard of icon. And obviously more and more people are hearing about 1Tom. But he seems to be the guy where one of his key talents is getting really sharp, awesome, capable people sold on the vision and then letting them do their thing. Like just like you said, just extending trust proactively and giving people a chance to shine. And it seems like across the Board. I mean, all Aaron and all of the other people that we've engaged with and Ben, like, it's just, it creates a really positive atmosphere. And your comment that I can almost hear Rocky saying this, hey, this isn't rocket science. This isn't life and death. Somebody screws something up, we mess up something at one of our events, like, come on, this is just business. We're going to learn and we're going to move on. That attitude is not necessarily a common attitude amongst owners. You know, we can get really caught up in everything, looking a certain way and being perfect and no mistakes, not realizing that that can really hurt our culture.
[00:19:15.460] - Chris
And you guys have kind of the opposite. It's like, hey, let's not get too crazy about anything. Let's just have fun. Let's do our best and learn as we go. I'm curious, does it ever blow up? You know, like, do you guys ever have like real messes that come out of things that do cause some problems for the team and then what does that look like sound like for you guys to work through that? I'm curious, does it ever get ugly.
[00:19:37.210] - Leah
Having a hard time qualifying, like a real screw up? Because I honestly don't feel like there has been one. Are there times where everybody doesn't see eye to eye? Of course. You know, and sometimes some opinions get a little bit louder than others. At the end of the day, like, there's never a boxing ring involved. Right. We're not duking it out. We're civilized. We're talking about it. We're taking turns sharing our opinion and then kind of taking votes and figuring it out.
[00:20:03.860] - Alvaro
I agree. One of those things happen or getting close to be. We need to figure this out is when we bring the whole team together in a big conference room and everyone gives their point of view, their insights. What can we do better as a team? And we let everybody talk and give their thoughts because by hearing other people's thoughts that you would never probably ask before, you're going to come to a conclusion and have a different perspective on what the problem really was. And maybe it wasn't that big of a deal and other people might agree on something that you weren't. And then you realize that I would have, should have taken a different stand then. So that's what we really do. We make sure we stop before it gets messier and we figure out as a team and then we move forward.
[00:20:37.230] - Chris
Yeah.
[00:20:37.700] - Brandon
So interesting. Okay, so one of the things that ultimately business owners are hopeful of is that when they mirror certain Types of behavior or kind of posture. Right. Like how well the team does, you know, buying into that and then becoming that force multiplier, downline, like repeating that same message and taking that similar stance. Both of you, this would be great to hear from both your guys perspective. What are kind of one or two things that you guys experienced, obviously latched onto and saw value in and have made like a real intentional part of how you're interacting with downline people, downline team members and your peers to again to kind of with that commitment to sustaining that culture. Does that make sense? Question makes sense.
[00:21:19.570] - Leah
I think so. Did you get it? Do you want to answer?
[00:21:22.010] - Alvaro
I was just waiting for you to answer first.
[00:21:24.230] - Leah
Well, I mean, I think what I'm hearing is, you know, how has that leadership affected the way that we also lead downstream? You know, And I always feel like I'm kind of going back to what I said before. You know, Rocky will always give you that power, let you make decisions and let you fail forward. And so I've taken that same style in my approach and anybody that I work with, we're training and we're talking about the kind of culture we want to build. Those are the words I use, those are the things I share. Like don't be afraid to take risks. Don't be afraid to try something new. Don't be afraid to make a mistake because that's how you learn, that's how you get better. So it's just all about being open and embracing those mistakes, learning from them and moving forward. We just don't want people to be fearful. We want you to be creative. We want you to think outside the box. We want you to bring something new to the table that maybe we haven't thought of. You know, everybody gets kind of stuck in their comfort zone. So, you know, when we're bringing new people into the team and we're growing hq, we want to bring fresh ideas and we want them to top the bottom.
[00:22:23.030] - Leah
So don't be afraid to share your ideas. We're going to listen. We may not accept it right away, but we're going to listen.
[00:22:29.260] - Alvaro
And absolutely, it's what we try with the sales team we are leading. We want them to like try new things and we want them to fail forward. We want to try new things. We know that some of those are not going to work out, but sometimes we've tried things that no one else would have thought they were going to work out.
[00:22:43.440] - Brandon
And then yeah, it's interesting because I think sometimes when we're talking to restorers and stuff. Like, they've kind of been in these trenches for so long, they've stopped looking for better ways. Like, and they probably wouldn't say that, they wouldn't consciously say that out loud. But you can just tell by the environment that they create. It's like, we don't need new ideas, we just need you to do what we already do. And I think that there's value in that, obviously teaching systems and processes and all those kinds of things. But it is funny how as an organization we can get kind of stuck solving the same problem over and over again because we keep using some tired methodology to answer the problem. And our new team members can provide some perspective, you know, that's helpful for us, like building our company. It's all new to us and so we're not so ingrained in what is. Like we're pretty open to the fact that we are, you know, we'd love some creative ideas because we don't have it all figured out. Is a lot of that at play? Like obviously Icon Restoration Company around for a long time.
[00:23:42.360] - Brandon
Definitely Systems and processes. We had an awesome opportunity to see a lot of those. Like, is there any differentiation? So you've got a, you know, a system that's been around a long time. What is the creative quote kind of mentality there versus at 1Tom where 1Tom Plumber is fairly new. Like you guys are still in the early phases of the development of the entity. Like, is that creativity, that openness to out of box thinking just ingrained and always been there or some of that a little bit easier to do because 1Tom's a newer entity.
[00:24:11.840] - Leah
I think it's always been there. And again, that comes from the leadership, that comes from Rocky because that's just the way he grew his businesses and built his empire, if you will, has just always. He's really big on systems. He's our first person. You guys have probably heard it from him before. He says there's two reasons why a business fails. Either they don't have a system or they're not following the system or holding people accountable to that system. And so systems and processes are 100% key and they're ingrained in him and they rented at Icon and they're in it at one time Plumber. But at the same time, he says we always have to be new, we always have to be inventive, we have to be creative, we have to stand out. There's a million restoration companies out there. You know, we're competing with 15 of them in the Cincinnati market. Why are they going to choose icon? You know, what's our differentiator? What can we do to stand out? So we're always reinventing the wheel, if you will. The systems and the processes stay in place, but the creativity and the way that we do things needs to change with the time.
[00:25:08.310] - Leah
And I think that's the exact same thing we've implemented at one time. Plumber. Like, just because we started doing something a certain way, you know, four years ago when we started franchising, doesn't mean that's the way we need to do it today. I mean, there are still processes we need to follow, but let's get creative, let's find better ways to do things that are more streamlined, more cost effective, more beneficial to the franchisees, more just better.
[00:25:30.270] - Brandon
You know, one of the things that comes to my mind when you say that, I'm like, that sounds awesome. And then I'm like, man, change management. Like, teams get burnt when we're constantly changing things up. How do you guys ride that line? Like, how do you keep that balance between, hey, the team can trust that there are systems. Right. They can let their guard down, they can just follow the system, the process and though remain inventive and creative and able to improve. Yeah, improve. Be agile. Like, how do you guys balance that?
[00:25:58.100] - Leah
I think that goes back to giving everybody a piece of ownership. If you give people, like we don't have literal ownership of the company, but you make people feel vested in the company, that you work with the organization that you're part of and that they have decision making power, they have ownership. This is your business, this is your piece of the business to run. How can you make it better? What can we change? You know, and asking, you know, like, we would talk to the franchise business coaches and say, hey, what do you guys think that we should do differently and vice versa, you know, so we play off of one another. But you still, you're right. You have to still toe the line and follow the system and have boundaries. But we work together.
[00:26:36.860] - Alvaro
Absolutely. One of the things that we do is we exchange ideas with the other departments. They probably, they've never done sales before, but we still want to bring them to our sales meeting and pick their brains. What will you do different? What will you add? Like, how would you challenge us? And that challenge that keeps us going and that healthy competition to try to do better as a team, that helps the team being more involved and coming up with new ideas. And we've been very lucky in our recruitment process that when we're finding these people. One of the things that Rocky says on the whole recruitment is we want something that comes to the office with a new idea every day. So that's something we've been implementing and we're lucky enough that everybody's coming with dozens of ideas every single day.
[00:27:16.360] - Chris
And Answerforce, we tend not to give the attention to our call and take that I think we really ought to have as restorers. And of course, one of the biggest challenges we have with our call intake, whether it's an in house receptionist or a service like Answerforce, is what do you do when your receptionist goes out to lunch? Well, Answer force makes that very easy to solve for, right. They're 24, seven. You have a receptionist or a call intake person that's out for maternity leave, out on vacation, et cetera, et cetera. Answerforce has a solution to all of those things. And I think too it also solves for us having a very consistent, repeatable call intake process. We all know how important that is 100%.
[00:27:52.390] - Brandon
And the cool thing is actually we just hung out with these guys and they let us know, let us in on some big feature updates that have recently been pushed through the system. So first, verified contacts. Right? So verified contacts, basically it allows the system to understand that this is a repeat caller and then it allows them to auto capture and fill those details as part of the intake process. So smoother, more professional intake, Much easier to kind of give that client that impression. Is the first time you've called, right?
[00:28:20.160] - Chris
Yeah.
[00:28:20.440] - Brandon
And we'll listen to the rest of these sets because I think they're super applicable to our commercial opportunities. So specialized scripting. Okay, this is great because this is everything from holiday shifts, after hour shifts, I mean, you name it. There's different reasons, right? Or different layers of the cake, if you will, just based on what's going on in terms of call volume, what's going on, time of day. And so when with specialized scripting, the script then will match that. And so it's shifting live, if you will, along with that kind of richer context of what's actually happening in the business. Then this other thing, I thought this was super cool, is dedicated phone numbers. So going back to that repeat client or that key client or customer, we now can associate a specific phone number to them. And so what happens is, is they get received very uniquely, right? So I can imagine creating a custom script for that client. We now can recognize a repeat caller and auto fill and speed up their intake. And then on top of that, there's a Specialized number that's dedicated to them. So you really get to marry up that professional service offering.
[00:29:23.610] - Brandon
Right, that we're promising, if you will, during the prospect.
[00:29:26.490] - Chris
And right from the jump, if you've got a commercial client with specific needs or specific expectations, they built that into the script. A call intake.
[00:29:33.070] - Brandon
Oh yeah, super powerful, super powerful. Another one is just access to infrastructure information wherever you are. So I don't know how many of you are already currently using Answer for us. You should take it seriously in terms of getting a demo and checking them out. But if and when you shift over to them as a partner, the cool thing is now is that you've got access to all this data, all this information on the go from anywhere on your mobile device. And so you can literally check inbound, outbound calls, you can listen to recordings, actively coach the team, kind of like midstream. Right? And so again, just a ton of efficiency, a ton of automation and just higher levels of customization coming out of answerforce.
[00:30:11.340] - Chris
And it is so stinking affordable. This isn't just for big multimillion dollar companies. This is for you that's still working out of your home shop, your garage, and it's also for you that are running a $25 million operation with four locations. It's pretty extraordinary. They work with some of the biggest companies in our industry and many of the smallest ones as well. So.
[00:30:31.210] - Brandon
Okay, Actionable. So guys, we have talked about our friendship and relationship to these guys for a long time. Many of you know, in, in the recent, probably year and over the last several months, just this hyper focus on the efficiency and quality of our estimating. Right. Like at the end of the day, our cash flow is heavily impacted by our team's skill and competency around writing a really comprehensive sheet and really making sure that the scope is accurate. And one of the powerful things that Actionable has is their actual xactimate profile. And this profile is a live AI tool that's monitoring you as you write the estimate and as you're implementing specific line items. It's helping you be sure that you've really taken into full account all the individual elements and line items associated with this element of the scope that you're trying to accomplish. And I'm not going to highlight any specific teams, but we have heard robust numbers from teams using this. We're hearing anything from 5%, 6%, even 8% top line growth, specifically from the quality of their estimates increasing.
[00:31:37.590] - Chris
I remember when they rolled this out too, that one of the use cases or part of the value that they were trying to hit on is the ability for us to bring up a new estimator quickly up to the standard and competency and the results ultimately of the more experienced estimators on the team. Right. So this is an incredible onboarding and training tool to get somebody up to where they're very, very competent and producing quality estimates just that much faster.
[00:32:03.610] - Brandon
Way faster. And just one last thing I kind of want to hyper index on is they have just an absolute boatload of white papers and F9 supporting notes. And so this is something that you could participate in, being a member with actionable insights. But guys, we all know that getting our estimates appro in that negotiation phase is hard right now. It just feels like every carrier is significantly understaffed. They're fighting for air, we're fighting for air, and anything we can do to reduce that friction is better. And so the better we are at providing really good support for what we're calling out in our scope and why we're calling for it, the better. And so these white papers, these F9 support notes, are super powerful, man. It's been a little while, but we've been kind of refueling the relationship with CNR quite a bit lately, and that's been good, man. We. I think both teams got so dang busy, we had a tough time kind of locking in and getting some facetime together. But the team over at C and R has been great for our industry, you guys. You know, we've often referred to Michelle as a friend of the industry.
[00:33:04.190] - Brandon
She really is keyed in on giving us what we need in terms of tools, communication, intel on the industry. And so we just continue to encourage you guys participate, make sure that you're receiving your quarterly copies and that you're getting all the online content that just comes in boatloads from their team. So CNR magazine, guys, pay attention. Make sure that you're participating and getting your intel from that team as well. Liftify, bro.
[00:33:29.100] - Chris
Yeah, liftify. You know, it's interesting. Yesterday, I was just seeing one of our. One of our clients was getting awarded their 750 Google review trophy, and they were already talking about hitting a thousand.
[00:33:41.710] - Brandon
Thousand. Which somebody has done.
[00:33:44.240] - Chris
Yes, one of our clients has done. It's remarkable. And I think the most remarkable thing that people are discovering, and we're seeing this every single day with our clients, is that when you start upping the volume of Google reviews, you're getting consistently, week after week, the recency. When you're getting the recency dialed in and just meaning every week you're adding Google Reviews to your profile, dramatic jumps in organic phone calls and lead gen. And of course, who doesn't want that? Every single one of us, including Floodlight, we want that. And it's why we've indexed on. We use liftify to build up our Google Reviews. So it's a simple turnkey service. They've really created a process for capturing the most quality Google reviews from the jobs that you're already getting. So if you want to get more work, grow your revenue just off of the existing work you're already getting, liftify is a big part of how to do that. And it's simple. It's very, very cost effective. From our experience with liftify and what we've seen with our clients, significantly better value and better results than many of the other platforms that some of you might already be trying.
[00:34:49.790] - Chris
So if you're not happy with the number of Google reviews you're getting, you need to reach out to liftify. And I think as a point of reference, it's worth us saying Liftify expects 20 to 25% conversion. So think about, think about that within your own numbers. If you're doing a thousand jobs a year, you should be adding, adding 200 to 250 Google reviews to your profile every single year. If you're performing under that, you owe it to yourself to reach out to liftify.com floodlight.
[00:35:16.250] - Brandon
You know, one last thing to add to that. As part of their kind of more recent integration of AI or advancing that integration of AI, one of the big focuses for their team is gathering more live project data and analytics for you guys. And so really what this is focused on is equipping all of us to create better customer experiences. So not only are they keyed in and driving Google Reviews for us, but now they've actually turned the corner and began developing toolkits for us that use liftify to actually be getting information that can help us modify our service delivery to create better client experiences. Super powerful midstream. We're talking mid job. Yeah.
[00:35:55.660] - Chris
Wow.
[00:35:55.990] - Brandon
Super powerful. All right. Liftify.com all right, guys, thanks for hanging out with us. Let's get back to the show.
[00:36:03.120] - Chris
A lot of the people listening to the podcast right now, I think owners and leaders in the industry, plumbing or restoration or otherwise, are thinking, okay, what do we do when we get somebody who's a misfit in the culture? And I think one of the things that feels really special with the time I've spent around you guys is I remember riding in the 1Tom Plumber limo back from Hickory to some after hours thing that we were doing. And I'm sitting next to Aaron and Alvaro. You're driving. And it was just so fun. And I think listening to you guys talk, I think maybe one component of that is there doesn't feel like there's any fear on the team, which is a big abstract statement, but it's like when people are kind of concerned about how they're being perceived or they're afraid of what other people think and stuff, you know, it's just different. And I just felt like, man, it doesn't feel like there's any fear across the team. Everybody likes each other. There's this really cohesive bond that is fun and energetic. But I imagine over the years there's been some people that maybe fooled you guys in the interview process or they came into that environment and they just couldn't hang.
[00:37:07.040] - Chris
And I'm curious how you guys handled that as a team. Like, how did you guys address that when somebody's just kind of not fitting in the culture? And then a second question, so that's the first question, is when you had a misfit that just doesn't jive with the butt tattoos and the. And the good times.
[00:37:22.390] - Brandon
I mean, not everybody wants to get clearly, clearly, right.
[00:37:26.840] - Chris
What do you do about that? But then also, what have you learned? How have you learned to screen for that in the recruiting process? Whichever one you want to tackle first.
[00:37:35.590] - Leah
I know. I think that's a great question. Certainly there have been misfits over the course of the years. I think they tend to naturally weed themselves out because since they are the misfits, they're the ones that sort of outnumbered, if you will. And I don't think there's any negativity. There's nothing, you know, there's no hazing going on. We're not pushing people out the door. But, you know, when you get together and you have a culture meeting and everybody's sitting around talking about the weekends or sharing stories and you've got that one individual in the room who doesn't want to share and who's not partaking, they're naturally ostracizing themselves. And, you know, I think they realize just as much as we do, they're not in the right place. Right. It's not a good fit. And eventually one person comes to the other. You know, it's rocky coming to them or them coming to us and saying, you know what? I just don't think this is the right fit for me. Like, yeah, I think you're right. You know, let's just agree to part ways.
[00:38:25.680] - Brandon
Do you guys have. Because I'm just thinking to myself, like all of this sounds great, but it's so hard to like actually create intentionally and make happen intentionally. At least for some of us. Right. It's a little bit bigger of a lift. Tools, techniques, phrases like what are some of the things that you guys have adopted internally that make it easier for you to align with this culture? Because he's so systematic, I know that there's things. Right. So what are some of those in the toolkit?
[00:38:51.620] - Alvaro
We do something very unique when we want on board some and bring him in our team and with the culture and is we do a working day interview. So on that whole process, we ask them to come in the office for a full day, different people in different department takes them out to lunch. They ask like personal questions, you know, get to know each other and they see everything in one whole day. What the working day will be like. The culture meetings, they talk to everyone in the office. So everyone has a part on the process when they say that person could be a great fit or that person will not be a good fit. So we really try and make sure in advance that that person will fit. Riding with our culture just by bringing them in and we just not do a couple phone calls or anything. We want to make sure that they get a full understanding of what one tone plumber is, who we are and what we're trying to do and achieve. And then they come on board and the culture, it's already a fit.
[00:39:42.290] - Brandon
That person's got to be prepared to do that. Well, like just telling somebody on your team, hey, somebody's going to come in and shadow you all day. Like I'm assuming there's a proactive approach to that. Right. Where that individual knows the role, they understand what they're doing and the intentionality of that shadow day, like kind of walk us through that just so we have a little bit more concrete perspective on what's happening in that.
[00:40:03.040] - Leah
Well, rather than this individual coming in and shadowing one person for the day, we have them spending time with each individual department understanding what that department does and how each of our departments interact and work together. And so every person on our team is essentially interviewing that person. So at the end of the day we can get the buy in from everybody in the company as to whether they think this person's a good fit. So it's not just one or two people hiring an individual and saying, I hope they work with everybody. We're getting everybody's buy in by having them shadow everyone throughout the day.
[00:40:38.880] - Alvaro
And you can tell that they want it really bad because when they walk in, they're seeing all pink. This is not something that everybody gets to see everywhere in any common corporate office. They come in, they see the pink plunger, they see all pink everywhere. So you can tell by the way they're engaging that they really want to.
[00:40:55.380] - Brandon
Be part of it.
[00:40:56.050] - Alvaro
And that's something that we're really looking forward on. These new candidates are coming in that they want it.
[00:41:00.710] - Brandon
It's interesting, this thought of people being introduced right out of the gate to multiple departments. So one of the things that is common in service companies and certainly common in restoration companies is just these extreme silos between divisions, department teams, and stuff like that. And, you know, one of the things that we did very early on was we wanted to prioritize the idea that when somebody got their first day essentially with the company, they're going to have an opportunity to meet and sit with other team members and so that the same thing, they can see how they're interdependent on one another. Like, what is your role going to do to set this team up for success or potentially create friction if we don't do the whole job? Right, because it's so common in our industry is like, folks do about 70% of the job and we keep them anyways. And I think what I'm hearing you guys say is not only is it really powerful from an interviewing perspective to get a really good look at this prospect, but I think also it sets a tone like, this is a team that's interdependent on one another, and we don't exist in a silo, and our actions have an effect on the people around us.
[00:42:03.580] - Brandon
And I think just that in and of itself is a really important principle to set the stage for right out of the gate.
[00:42:09.360] - Leah
It absolutely is. And we set our interviewees up for this. I mean, we tell interviews, you're here for the whole day, you're meeting with every department member. You need to be 100% in, and we want to be 100%. This isn't work if both parties isn't 100% in. And that's just our philosophy. I mean, that's the way that we look at the whole franchise network. You know, when we're bringing in a new franchisee, we need to make sure you're 100% in and we're 100% in or it doesn't work.
[00:42:32.680] - Chris
Alvaro, you kind of referred to that as a working interview. And this is sort of a trendy topic, I forget. I was at some conference of technology people and they were talking about, even with coders, like software engineers, that a lot of times they'll have them like do lines of code like before they ever get hired, they have them solve a problem so they can kind of see how they work and stuff. Is that a component of it? Like, do you encourage you guys find ways to actually have that person sort of contribute and engage in real business conversations kind of around the function they're getting interviewed for? How is that a working interview? Or is it. And there's no wrong answer here, or is it more of a dog and pony show of the whole company? You understand my question?
[00:43:13.790] - Alvaro
Yes, you're completely right. I'll give you an example. On our marketing team, Aaron, for example, that you, you know, like, it's one of the things that he implemented and which is the working interview on the marketing side, if we have designers, they're going to be sitting there and making new concepts, new videos for wanton plumber, TikTok, some Instagram Reels. And on the part of the interviews, at the very end, once they have finished, finalized that those videos, we're going to review it and then we're going to decide if that's also part of the things that we're going to be doing in the future for us.
[00:43:42.250] - Chris
Okay. So they're actually providing creative input. Like in that example, you got somebody you're hiring for the marketing team, you're asking for their feedback and they're talking out loud about, well, here's what I think or here's what I do. They're contributing to the conversation.
[00:43:54.260] - Leah
Yeah, they're actually paying them for a day's worth of work. So it is a true working interview where we're asking them to come in and create particular content for like Instagram or TikTok or what have you, and we will pay them for what they created.
[00:44:08.440] - Brandon
That's pretty sweet, actually.
[00:44:10.100] - Chris
I think that's a growing edge for all restoration service companies is perfecting that because I would imagine it's incredibly powerful by the time you get to the end of that day. You guys have such rich experience with them. They've probably. You've seen them nervous, you've seen them scared, you've seen them goofing, you've seen them feeling awkward. Right. You've seen kind of this whole spectrum of the person.
[00:44:30.970] - Alvaro
You've seen it all. And when they're doing all this new creative pieces of work for wanton plumber, you can see whole new world, different perspectives and ideas that these people are bringing in. And just by them coming in, let's say we're interviewing 10 people, the marketing team is shadowing things that they've never seen before and that is bringing also whole new ideas to the team as well. So we're constantly learning from others and getting all those pieces of work implemented to our own content.
[00:44:57.090] - Brandon
That's really interesting. Actually, I didn't even think about it from that perspective. Kind of some additional like net gains. Can we talk social media for just a moment? It's kind of at left field compared to where we've been. But when we came out and met with you guys the first time, part of what was really exciting was meeting your guys digital marketing team. And not only was there a little army of them, but they were all like super young and fresh and like there were students of the game, right? Like they're good because they know how to use it. It's like native to them, right? And it's like what we noticed right out of the gate is you guys leveraged heavily into social media right out of the gate as part of your branding strategy. And you know, it's one of these things. Like we did a similar thing as consulting, like as we were building the consulting brand at Floodlight, but struggled with that when we were operators, like on the restoration side. And even now, like there are a few teams just maybe dependent on where the owner's from or kind of background and skill set.
[00:45:53.590] - Brandon
But in general, this still seems like one of those places that's difficult for companies to identify why the spend is valuable. And I can just speak from our experience, like you ask yourself a lot of questions in the beginning when at the end of the day all you need is is the phone to ring. And yet you're still putting this content out and it's not necessarily getting the phone to ring day one. Like it makes you second guess every minute that you spend on social media, to be honest. And even today, well into our growth, we still have to remind ourselves why we're doing it. And so can you guys just give us some perspective on what made you lean into that right out of the gate? Because again, you're selling to restorers, right, who are already struggling with native use of social media. But like what drove you to do that? And then to how do you continue to, to identify the return on that spin and that engagement because you continue to build that team and invest in it. I just would love your guys's operational perspective on that.
[00:46:51.830] - Leah
I think Cameron would be better suited to answer this question because he was the real driver behind it. Really big on social media from day one. But one of the things that we, we know and understand is in the service industry, people make decisions on the service industry that the vendor they're going to choose based off of Google reviews. People are very, very Google loyal, if you will. You know, they're going to Google who's the best plumbing company, who's the best restoration company, what have you. And so we understand that Google is truly the driving force of that. And so getting those five star Google reviews is key. And the best way that we know how to drive that is through the digital content, through all of the Instagram, the TikTok and the YouTube and Facebook and all of this stuff that we invest a lot of time and resources in. At the end of the day, it helps drive the Google business profile and the Google reviews and you know, that's the driving force.
[00:47:47.150] - Brandon
It's really to facilitate that growth. Okay, okay. That makes more sense to me. Yeah. Okay.
[00:47:51.500] - Alvaro
And one of the funny things is like the more disgusting the video is, the more. More likes.
[00:47:56.360] - Chris
I was just going to say you guys have some of the most clever and disgusting social media content on the Internet. So.
[00:48:04.380] - Leah
But it's all about capturing those viewers, you know, and it is branding with them and they will remember us even if it is disgusting.
[00:48:11.890] - Alvaro
And it is quite interesting how the team sometimes is going to come to you with these facts that you've never heard before. But it's one of those things that you are like, yeah, you really to learn something new every single day. Even though it's about toilets and sewer water, but it's something new every single day.
[00:48:26.380] - Chris
Oh yeah. I saw a post that Johnny Gabe in Des Moines, Iowa, he posted and I just, I was really glad I hadn't eaten lunch yet because it was, it forced my eyeballs to investigate. And then I thought, I'm a little sorry I clicked on that post that's.
[00:48:43.200] - Alvaro
Probably getting hundreds of thousands of views.
[00:48:45.160] - Chris
Probably. Yeah, yeah.
[00:48:46.680] - Brandon
I think it's a good lesson for all of us. I mean, glad you guys brought that up because it is something that we walked away with. And every once in a while I'll catch myself getting something from you guys in our feed. And it really is like you guys just didn't do the whole like before and after our work site and like, you know, here's the quality of our job. You went right into the. Let's be right on the edge. Let's get, you know, let's get a little crazy, let's grab people's attention, let's not take ourselves too seriously. And by the way, you guys are guarded that your clients name and address is not posted alongside your videos. But it's just they're great videos and they certainly stop you in your tracks. And so for those of that are listening, like, you know, a lot of you are struggling to do what to do with your social media and we've talked a lot about, hey, you should really be highlighting the internal culture, highlight your team and their success and what they're doing because then that makes it a lot easier to recruit later. And honestly, people are going to buy from you when your culture is healthy, not because of your before and after shots of your job that we've talked about a lot.
[00:49:46.810] - Brandon
But what we haven't talked about is being really creative with what you're capturing. And people's morbid curiosity does pay off. So it's like grosser the video, be careful with OSHA team, but grosser the video, more likely somebody's going to stop and you will remain in their memory banks. That is for certain.
[00:50:03.390] - Alvaro
Chris, you mentioned about how that social media language is native for the digital team and I agree with that statement because you really is. Because when you ask them questions about it, how are you guys capturing that audience? What is the niche that you guys are looking for? They know all these verbiage and language on algorithms that we had no idea that it was even a thing. So they know what is going to get viewed, what is going to get liked, what is going to be out there and become viral. So they study all these codes, niches and even music videos, hashtags, every word, key, anything and they get it out there and it's viewed by thousands and thousands of people every day. And by adding that one to employer contact that once again it's pretty go pretty gross here and there.
[00:50:43.960] - Chris
You guys are doing a lot of the right things and it's just getting people's attention. And of course that's what works, is the stuff that commands people's attention. There's so many distractions. It's hard to get our brands out there in front of people. And you guys have certainly figured out a formula.
[00:50:56.740] - Brandon
Oh yeah, it's huge.
[00:50:58.040] - Chris
Well, listen guys, I think we could go on for another hour or two. It's really fun talking with you and we're going to inevitably make some more time in the future to have some more chat. But this has been Great. We've covered a lot of ground. It's so fun finding these unique cultures right in the industry. And I think for the people listening, there was a lot of stuff here that they can grab onto and be like, all right, we could do more of this in our business or we could test that out in our space. So I appreciate everything you guys have shared. If they want to know more about 1Tom Plumber, what's the best way for them to find out more about the 1Tom Plumber franchise?
[00:51:30.020] - Leah
They can really just go to our 1Tom Plumber.com website. There is a link off of that to one TP franchise.com so they can learn about the franchise side or they can just go to the onetomplumber.com website to see all of the locations that we have operating and locations that are coming.
[00:51:45.940] - Chris
Yeah, right on.
[00:51:46.790] - Brandon
I would also say just to add to that, like, follow their social. So, like, guys, even if you're not seriously looking at, you know, what does it look like to become part of the 1Tom family, there's still a lot to learn.
[00:51:56.090] - Chris
Oh, yeah.
[00:51:56.570] - Brandon
And one of the things that we've seen about Rocky and your team in general, you guys aren't abundance is your mentality. So it's like, you know, sign on, follow their socials. There's some really great working examples for us to follow and initiate in our own organizations, and that's certainly free. There's no commitment on your part just to follow and get some good creative ideas. So.
[00:52:15.970] - Chris
And are you guys both on LinkedIn?
[00:52:17.430] - Alvaro
Yes.
[00:52:17.930] - Brandon
Yeah.
[00:52:18.220] - Chris
Okay, so find. Find Alvaro and Leah on LinkedIn and follow their ventures. And anyway, this has been a great chat, guys. Again, thank you.
[00:52:26.100] - Leah
Thank you for having us on the show.
[00:52:27.780] - Chris
It's been great.
[00:52:28.730] - Alvaro
A quick question. Am I going to have captions? Because sometimes with my accent, I mess things up.
[00:52:33.700] - Brandon
I'm actually going to be in the bottom corner signing everything that you said. It's 100%.
[00:52:40.130] - Chris
That's exactly right.
[00:52:40.920] - Leah
I saw the look on your faces a few times when you had no idea what he said.
[00:52:44.600] - Chris
Yeah. Hey, you've got to tell everybody your nickname because it's pretty widely used internally.
[00:52:49.760] - Alvaro
The Spanish Assassin.
[00:52:52.980] - Brandon
There you go, guys. That is an example.
[00:52:54.810] - Alvaro
Thank you, Rocky, for giving me that name. Thank you, guys. This is was awesome. Chris, Brandon, I will see you guys next week at the ria.
[00:53:01.340] - Brandon
Yeah, yeah, we will see you soon.
[00:53:02.740] - Alvaro
Pretty excited for that look.
[00:53:03.720] - Brandon
Right on, guys.
[00:53:04.330] - Chris
All right, catch you guys later.
[00:53:05.300] - Leah
Have a great day. Thanks, guys.
[00:53:06.480] - Alvaro
See ya.
[00:53:06.830] - Chris
See ya.
[00:53:09.620] - Brandon
All right, everybody. Hey, thanks for joining us for another episode of Headhart and Boots.
[00:53:14.090] - Chris
And if you're enjoying the show but you love this episode, please hit Follow Formerly known as subscribe, Write us a review or share this episode with a friend. Share it on LinkedIn, share it via text, whatever. It all helps. Thanks for listening.