What are some of the biggest challenges you've had with hiring and then what are some things

that you've done that were really good and worked?

Yeah, for hiring I think, you know, it's important to bring people on that, you know, are kind of committed to the brand, you know, a lot of of people a lot of people especially in this

industry they kind of come in and they're like I want to like learn from you like I

want to get into this business you know kind of I mean everybody does but it's kind of like a red flag to an extent if your whole mindset from the very beginning is hey I'm just going to come in and learn and leave you know I mean a lot of my resources to train and stuff like that.

So now when I look, I basically tell them like, look, if you're coming in,

you know, I'm taking you from your current situation, which sounds like you hate it and it's

crappy,

you know, I need you to really commit and really work hard

and, you know, really double down.

We don't, you know, I'm not really looking for somebody

that's here to intern or something like that.

Yeah.

And, you know, that's fared well because some people are, oh, well, my goal was to just kind of

learn a little and then bounce.

It's like, okay, well, you can leave now, you know, I'm looking for people that are, you know, starting the company.

So my acquisitions guy when he started, I was like, hey, look, I'm bringing you on, but you've really got to, like,

you know, you've really got to give me at least a year for sure of me like training.

There's not, there's no, you know, hey, I'm going to stay here for a little bit.

And he was like, no, I'm committed.

So stay for a year.

He's been with me for over a year now.

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