The Hidden Job Nobody Applies For That Pays $300K+

0:00 Brad Lea Introduces Tim Madden, Talent Expert If you're a business owner out there who says I can't find great people and la de da de da, it is because of your process and strategy. Whether it's recruiting, construction, there's a billion dollar company out there in every damn industry. They have figured out how to get the people. 0:15 Speaker 2 I've had people show up for a job interview because they sounded great and they walked in and I'm like, Oh my lordy. 0:20 Speaker 1 Be careful how you position that, but I'll be the first one with you. If I'm hiring person, if I have to choose one between Republican and Democrat, but I'm I'm I'm picking a. 0:29 Speaker 2 You can't. 0:31 Speaker 1 You can't, but you can ask other questions that are very similar. 0:36 Speaker 2 What? What it is, Bradley back again with another episode of Dropping Bombs today in the studio, folks, I got a real treat for you, Tim Madden in the house. What's happening? 0:48 Speaker 1 Thanks for having me, Brad. 0:49 Speaker 2 Dude, thanks for being here folks. If you guys never heard of this dude, you can follow him on Instagram at the Tim Madden, just like it sounds Madden TikTok Tim Madden 83 YouTube, Tim Madden exec upgrades and you might want to pay attention because especially if you Got Talent, because this dude is kind of like a reverse headhunter. 1:09 He's not only a, a, a talent acquisition expert for companies, but he's also an expert at getting talent employed. So it's, it's almost like a reverse headhunter. Yeah. And and your and your books coming out. Discipline equals dream job. 1:27 Speaker 1 So that one came out. 1:28 Speaker 2 Oh, that one's out. 1:28 Speaker 1 Amazon Bestseller helped a bunch of people get jobs. 1:32 Speaker 2 You got another one coming out. 1:33 Speaker 1 Then I wrote a book called Start, then Optimize because people don't want to start doing anything because they think they need the perfect running shoes, the perfect plan, and then they never start the business. Now I'm writing a book to help businesses. It's called Becoming Mission Ready, because really, how can you get the right team, train them the right way to accomplish the missions? 1:53 Because in business, you are going to battle. You're going to battle with your competitors and either you're beating them or they're beating you, you know, And if you don't have the right people and they're not trained and you don't have the right processes in place. And it's really just a book of what I learned in the military that I think every business should implement because actually we have modelled a lot of things out of the military. 2:14 Speaker 2 A lot of want people to not go by your book, but let's talk about what those are like. Let's talk about that book. I need to know that, well, how do I do that? How do I find the right people, hire the right people and and make that yeah happen? 2:29 Brad's Military-Style Approach to Team Building Well, first, the most obvious thing which a lot of people get wrong is are you even in a position to hire great people? 2:37 Speaker 2 How would I know? I would assume I am. 2:40 Speaker 1 Everyone would assume they they would. Yeah. But think about this. Here's one indicator. Do your employees frequently come to you and say like, Oh my God, hey, I know you were looking for a sales guy. I know this guy, Alex. He'd be perfect. Right. So one indicator of you having just a great organization where people want to work, want to bring people is they want to bring people that they know that is really good at what they do. 3:03 So that's one indicator. 3:05 Speaker 2 Do you like that? 3:07 Speaker 1 I like that because when I hire people, I say, and I know you're going to love this too, I'm going to battle. Those are the people that I'm hiring. So say if one of my leaders is interviewing Brad, right? And I'll be like, hey, how to go with Brad? Oh, yeah, he's a he's a good guy. 3:22 Hey, do you think he has what it takes to be successful here? Yeah, we're going to battle. Is Brad coming with us? And they'll be like, well, Tim, since you said that, I don't think so, right? Because it's like, think about this in the military, OK, You want people who do you want on your squad? 3:38 You're going out on a mission. You know, I was deployed to Iraq during the start of the war. You're going on a mission. I want to make sure that you know how to patch me up, you know how to call for help and you know how to return fire. And if I don't feel comfortable on that, I don't want you on my mission. So that's how we hire, you know, I didn't know, kind of going up on a tangent, but that's how I hire people. 3:57 I'm like, I am going to battle with you. Does this person have my back? And if not, then no. 4:01 Speaker 2 You you had 22 years as IT Army captain. 4:05 Speaker 1 Yeah, so I did half the time on active duty as a non commissioned officer, sergeants, etcetera, Staff sergeants, 15 years in, I chose to become an officer. It was just one of my goals where I wanted to become an Army officer. So I did that at year 15 with many people that, you know, are 21 years old in college. 4:25 I'm 35 years old, you know, going through it, wondering what am I doing here, right? But no, it was, it was one of my goals and I. 4:34 Speaker 2 Well, this is 22 years, Yeah. So how so? Would you start at 13? No. 4:39 Speaker 1 No, no, no. I started when I was 1817, OK. And then I did 12 years in on active duty and 10 years in the National Guard. 4:48 Speaker 2 So 22 years? Didn't you say you're 35? 4:50 Speaker 1 No, no, no. I'm 43. 4:52 Speaker 2 43 you just said I'm 35. 4:54 Speaker 1 No, no, no, no, no. 4:55 Speaker 2 How did you do 22 years? I went. 4:57 Speaker 1 Through. 4:58 Speaker 2 Even 43, that's barely. 4:59 Speaker 1 Yeah, I went through Army officer school at 35. So I went to become an officer really later when I was an old man essentially in in. 5:07 Speaker 2 Military term, You were 35. I was about to say like, damn, dude, I've never heard of a 13 year old enlisted man. All right, good. So dude, you've, you've had discipline your whole career then? Pretty much. 5:19 Speaker 1 Actually, sadly enough, I really didn't. 5:21 Speaker 2 I thought army and military is like discipline. 5:24 Speaker 1 There I would you agree that there are levels to discipline. 5:27 Speaker 2 Of course, yeah. So would you would you agree that discipline is a choice? 5:31 Speaker 1 Absolutely, yeah. 5:34 Speaker 2 People argue with that and I'm like, dude, listen, you're going to develop it and you got to earn it. And some people just don't have it, dude. It's not something that you have. It's a choice like yes or no. You don't have yes and have no. You choose yes and you choose no. You choose discipline. 5:48 Speaker 1 Exactly, and as you know if you don't stick with it, you can never build self-confidence and self worth. And it's really hard to be successful in many aspects. So I had the minimum discipline required to serve in the military. And that's one of my regrets in the military, as we all have regrets. 6:04 I look back and I'm like, if I only knew now what I knew then about discipline, motivation, about just taking care of yourself and all of those things, Oh my God, I would have had a successful career. But hey, I was still one of the top recruiters before I became an officer. So I got a nice ring from the military and. 6:19 Speaker 2 I loved it. Recruiter the best salesperson. 6:22 Is Military Recruiting Sales? Women in Combat Great question. I would say this in the military you are selling, yes, you, you absolutely are selling the service. 6:31 Speaker 2 Because I, I mean, I don't know only because like when I went in the Marines, no one sold me, you know, they wanted to go in the Marines. And I don't imagine like you guys going to the mall, talking to regular teenage kids that have no intent to go in the military and and selling them on going in the military. 6:50 But if that's what you're doing, then yeah, I would say that's a sales job. But usually don't people come into the recruiting office to investigate. That's not something that's order taking. 7:00 Speaker 1 I, I, I wish. I wish that never happens. 7:03 Speaker 2 Brother, never know how, how would you suck them in? 7:06 Speaker 1 Yeah. So just getting known in in your community, right. So getting known at the schools, at the colleges, at the different places, right? 7:14 Speaker 2 So you talked people into going into the army. Yeah. Well, that's, that's pretty good sales job. Who? Who'd want to do that just naturally nowadays? 7:22 Speaker 1 Think about this though. The military did so damn much for me and I'm very proud to serve. And my dad served, and my stepmom served, and my two brothers served, and I have two. 7:31 Speaker 2 Sisters. So you weren't sold then? 7:33 Speaker 1 No, I would say this. I wanted to be a part of something bigger than myself that had a big vision. That's why I'm putting that in the book to say if you can figure out how to do that right? Because hey, here's the thing, you got to make it sexy, OK? 7:49 People are going to say tech isn't sexy, training's not sexy. What I do with people isn't sexy. 7:55 Speaker 2 The military is. 7:56 Speaker 1 Cleaning, yeah. 7:58 Speaker 2 Everybody what I think military dude, I'm thinking guns and weapons and helicopters and war and and you're cool. I think the military does a poor job recruiting do. 8:11 Speaker 1 You, I think that they don't have people trained enough and you're going to you're, you're going to take someone. Are you ready? They've never been in sales their whole life. You're going to send them to a three-week sales course and then they're going to be a door knocker and it's mandated. 8:27 What do you think's going to happen? So they don't provide like imagine Jeremy Minor, Chase Hughes, you GC, any of these people, man, we need to have some people that know how to train people about purpose sales, etcetera. If we had that in the military, the military be exploding. 8:43 So no, it's I think it should be. It's a couple week course. 8:46 Speaker 2 I think it's sad that that more young men do not join the military. Yeah, Well, dude, I mean, we just, we just, I think we're screwing up, you know, when the when the administration's change and we start destroying the military and not focusing on the military. 9:01 I think the military strength is, is the core fundamental backbone of America. And I think we should retain it. And I think everyone should be proud and excited to go into the military all at least young 18 year old men. And when people are like, oh, he's one of them. 9:17 He doesn't think women. No, I think women are more than welcome to go. I just don't think they should and I don't think they should have to. They can if they want to. But if, if I'm going to go to to battle, dude, I just want to go to battle with a bunch of dudes. I don't want to battle with a bunch of women 'cause my dumb ass will be sitting there worried about protecting them instead of instead of fighting. 9:39 Speaker 1 So I'm not a fan of woman in combat, I agree with you on that. But I will tell you this, what I am a fan of, even in business is effective and ineffective. And you either meet the standard or you don't. And I went through my officer candidate training with a female who was a beast. 9:57 She went on to be a Sapper and a Ranger. And she did not get no free passes. This chick was a CrossFit queen, bodybuilder, just bad person, man. And I'm like, hey, I'm very confident. If I ever, you know, if I did go out on a mission, I would be proud if she came. Actually a little relieved too, because what if you know, people who take care of themselves, they're extremely disciplined. 10:18 You know, she knows how to to read a map, provided she knows with her weapon and all of that stuff. 10:22 Speaker 2 But. 10:22 Speaker 1 Diamond in the rough? 10:23 Speaker 2 But you don't. But you don't feel like you would be extra inclined to to to protect her. 10:29 Speaker 1 No. 10:30 Speaker 2 Like if there's like you see three guys go by and they're and they're about to go beat her up, you're not worried that she might get beat up. 10:40 Speaker 1 Her probably not OK, it depends on the guy, but I I would just say this, you know, because I served with all nationalities. I just want to do I, I want to work with people that can do the job, man. 10:52 Speaker 2 I agree with what you said and, and, and, and when you said it, I'm like, yeah, I do agree with that. So maybe I'll take that back because I don't care if they're male or female. I just feel like if they're. 11:02 Speaker 1 Can they pick you up if you're shot? 11:04 Speaker 2 Or or or do I have to worry about them? Because for some reason, dude, I worry about women and children. I feel like that's why when people say why are we here, I believe men are here to take care of women and children, period. So like every time I see a woman or child, in my mind, that's our duty and obligation to take care of them. 11:24 So I wouldn't want to be fighting, battling with women because of that, or children for that matter. I don't care if they're capable. I don't want a 7 year old handing me more bullets, right? So in my mind, I'm, I, I just think women and children are to be protected and they should be in the back or again, you know, in the ivory tower, calling the shots, fine. 11:47 But actual battle, I just think dudes should be doing that. Is that a chauvinistic thing to say? 11:52 Speaker 1 It's not I I agree with you on some levels, but there is these just very one off situations where like this girl and I'm just like, man, she's you know, but again, a diamond in the rough. 12:04 Speaker 2 Oh yeah, I mean the dude if they're lethal. 12:06 Speaker 1 They are lethal bad. 12:07 Speaker 2 Deal if they're Ronda Rousey's. 12:09 Speaker 1 She is a Ronda Rousey. 12:10 Speaker 2 Yeah, then come on. But that's not normal. 12:12 Speaker 1 So that's who I want to hire, that's who I want to hire for organizations, and that's who I want to hire for myself. People that you can go to battle with and be proud and not worry that they can't and even check off a list, you know, they, they can't even follow a process. 12:28 And now we're going to go into a large scale complex situation where it has 1000 variables. 12:33 From Army to Entrepreneur: Building a Recruiting Business So how did you go from recruiting to now basically head hunting and recruiting? It's still recruiting, it's just for corporations. 12:41 Speaker 1 Yeah, So when I got out of the military, why I'm so passionate about this is I couldn't find a job. This is my story. I get off active duty. I have my bachelor's degree from Purdue. One of the top recruiters mobilized to Iraq, Soldier of the Year, had all these accolades, and I had a halfway decent resume. 12:59 I'm applying to jobs online. No one's going to a hold of me. 286 bucks a week unemployment in Indiana is what I got right. I'm. 13:08 Speaker 2 No one, No one was answering your no. 13:10 Speaker 1 No. And then I probably applied to 400 jobs over nine months. One guy called me, here's my first one, OK, staffing company. I go in and I'm like, hopefully they give me a shot. The CE OS like, how much did you make in the military? And I was like, well, if you add up all my stuff about 70 grand, I can't believe we pay you guys that much. 13:27 So think about this. I'm beat up 3 1/2 months. This, I go on the first interview, I'm excited and I'm like, I don't know what to say. So Needless to say, I didn't get that job. And then there was another interview where I wasn't a good fit. But again, I did. This has nothing to do about how great I was. 13:43 I didn't know how to interview, man. It's just different. It's a different communication. So my buddy, my unemployment's running out. I already extended it. And he says, hey, I saw an entry level job posted on Craigslist for 12 bucks an hour, entry level recruiter, you should reach out. And I'm like, what do? 13:59 What do you really do at that point? I'm like, I reach out 30 days later they said, would you like to run the operations of this staffing company? That's where I learned, man. Now I know all the mistakes I made, right? I learned it from business owners and the people that I did. 14:15 Then I went on to work at a Fortune 500 company, accelerated my learning a lot more. And then it was funny. I'm working at one of these Fortune 500 companies and I'm like, I get this salary and do this and I was getting recruiting deals for the big companies and I'm like, I'm going to go do this on my own. No one even knows who this Fortune 500 company is. 14:32 Don't get me wrong, they're big, they're great, right? But I'm like, no one even knows. I'm only getting 10% of the deal on the salary. I'm going to go do 100% of the deal. Quit August to, it's a great story. August to December 2000, 15 or 16, we did $232,000 in recruitment deals. 14:51 But here's why we closed down that business after four years and just did an exit. It's really great working and helping people, right and getting checks from the companies. The problem is every time someone would get the job now I have to call 4 people. You didn't get the job, you didn't get the job, you didn't get the job, you didn't get the job. 15:09 I just, I got tired of doing that. 15:11 Speaker 2 Why did you have to call them? 15:13 Speaker 1 That's just a nice thing to do. Matt. Hey, you just went on an interview with Bradley, right? He interviewed a couple people. It's just the ethical thing to do and be like, hey, brother, you didn't make it. I think that you you should call them, right, and tell them that they didn't do it. Otherwise that they're going to blow you up. Blow us up. Just let them. 15:28 Speaker 2 No, I would say I wouldn't be pro. 15:31 Speaker 1 If we don't call you, you didn't get it. 15:33 Speaker 2 I would say that. 15:33 Speaker 1 I did. No, I called him. 15:35 Speaker 2 And I would say, Tim, I got you an interview with Brad Lea organization and I need you to go on it today at 3:00. And if you get the job, we'll let you know. And if you don't, then we you won't hear from us until we get you booked at the next one. Yeah, good luck. 15:51 Executive Career Upgrades: A New Approach to Talent Got out of that because I was tired of making those phone calls, tired of my team making those phone calls, and we started a new model. So executive corruptgrade is the reason I haven't done B to B until recently, right? We've been doing this since 2019. We help directors, VPS and executives. Therefore, the director, VP and executive, they pay us. 16:08 Speaker 2 That's good. 16:09 Speaker 1 Which is good because here's why. Now, I'm not trying to push you like a headhunter is going to push you to hire someone. Oh, give this guy. Yeah, he's trying to get paid right now. I'm like, hey, you paid me. I'm not trying to get paid anymore. If I don't think this opportunity is good for you, I'm going to tell you not to take it. 16:26 So now it's great because I can make sure that I'm helping them and, I don't know, helping families. And we've had some magnificent stories, right? 16:34 Speaker 2 So you will ultimately be hired or at least incentivized by the applicant. 16:43 Speaker 1 Yeah, they pay a one time fee. So then because here's why I don't want it to be incentivized because here's why. If we took a percentage of it, I'd spend more time with people making 600K to make sure they replace as opposed to the person making 175 S. Our pitch to our clients is, hey, everyone pays the same price. 17:01 Everyone gets the same high level of service, right? So one cost we're going to help you. 17:07 Speaker 2 To get to get a job, whether it's a half million salary or 100,000 salary. 17:11 Speaker 1 We do 17 on average, a lot of the people on the low and it's 175 on average is probably 300 K. We do work with many people in the high multiple 6 figures and hey a handful of times people over 1,000,000. 17:23 Speaker 2 Well, just so you don't get inundated by people wanting $300,000 jobs because everybody wants one of those, what are the minimum qualifications before people start hitting you up going, dude, get me a job, I'll pay you if you get me that job. 17:37 Speaker 1 A good target is. It's really the same process. It really is the same process. 17:42 Speaker 2 So if someone's listening right now, they're. 17:44 Speaker 1 23400K or above it is the same process. 17:47 Speaker 2 And they can hire you to get to get them one of those. 17:49 Speaker 1 Exactly. Now we're going to put, we're going to do all of the heavy lifting. We're going to put, so if you hired me and you were AVP of sales, we work through what are your goals? How much money do you want to make? What industry you would you want to be in? And essentially we would work together on your target. 18:06 Once we have your target, we have a project manager whose literally job is to get you on interviews through variety, apply for every job on the Internet, do all of these things. Then we prep you for all of those interviews. Then we help negotiate your salary. 18:19 Speaker 2 Yeah, you teach me what to say, how to dress, stuff like that. 18:23 Speaker 1 You'd be surprised, a lot of the people that we work with, we do now, the communication piece for sure. But yes, even something as a man, the back of your Zoom video is a little dirty. Hey, let's clean that up since you're going to be, you know, AVP. Yeah, we work with lots of individuals and I'll tell you, they do need a lot of help. 18:41 Speaker 2 Even that the VPS level. 18:43 Speaker 1 We have ACEO that wants a multinational CEO job. He shows up on Zoom with our sales advisor with the baseball cap laying on a bed one. What's the job making $550,000? 18:54 Speaker 2 What's his qualifications? How do you vet these people? Because maybe, maybe if I all my shit crashes, I'll I'll call you and and I say I want to be ACEO. 19:04 Speaker 1 Here's the thing. 19:05 Speaker 2 For a million, I want a million. 19:07 Speaker 1 You can't. You can fake a number, but you can't fake the explanation. Let let me give you an example. If someone if AVP of sales at a software company said, yeah, the last place I took it from 5 to 20. OK. So obviously everyone on our team's elite, we know how to vet people. 19:24 So we would say, what did you actually do? How many people were involved? How many leads did you have? What was your conversion rate? And when you're rattling off things like that, you're going to trip up someone, right? They're just because if they know all that, they probably did it. If they're they don't know all that you, you're going to easily be able to tell. 19:43 Fortunately though, we'd never had too many issues with people like inflating what they've done or what not so. 19:49 Speaker 2 So, but they're reaching out to you. How do they know about you? You run ads or something? Hey. 19:57 Speaker 1 We create content, we're on YouTube, we run ads, we do events, we do pretty online trainings every single week. We post all of our client results all the time. Basically, any way that you can generate leads? 20:10 Speaker 2 What do we do? What are you posting on social media? 20:13 Speaker 1 Job search strategy chips success stories that we have. 20:18 Speaker 2 On the Tim Madden or? 20:20 Speaker 1 On the Tim Madden. On all of them, really. 20:23 Speaker 2 I noticed that it's your name though and not the company name. 20:26 Speaker 1 Yeah. No, no, no. We have executive core upgrades. It's got about 200,000 followers over on Instagram. We post a lot of funny stuff for corporate humor, right, to generate leads over there. But I create content as well. So there is content on executive core upgrades and then my personal profiles. 20:42 Why Great People Are a 'Needle in a Haystack' So people listening right now, you better pay attention. You want a $300,000 job, I'd hit him up. Now, again, make sure you are not hitting him up because you're at the at the Burger King and you want a $300,000 job. You have to have done something. 20:59 Most of the people that I'm sure you're looking for aren't even looking for a job. 21:03 Speaker 1 It's actually pretty much 5050. 21:06 Speaker 2 Yeah, 'cause I always say the guy, the guy I want or the girl I want, they're not looking for a job. You know where they are, they're in a job. 21:14 Speaker 1 But think about this. Are you more concerned because I'm going to go back to the effective ineffective? Are you more concerned of where they work at if they weren't exactly. So you just need to find someone that is effective. 21:27 Speaker 2 I know, but usually the ones that I'm doing it without a guy like you, I'm looking. It's the people that are looking for a job that I don't want. Why? Well, because they're looking for a job. The people I'm looking for, they, they're not looking. 21:43 They're employed. They're gainfully employed. They're getting all the way. 21:46 Speaker 1 Or they just had a private equity exit and now they're unemployed but they got paid. 21:50 Speaker 2 But that's a They're not working a needle in a haystack. 21:52 Speaker 1 There's a lot of that. Well, think about this. The people you're looking for are a needle in a haystack, which is what so many people, why so many people are very confused. They think they can put an ad out and they're going to have all these great people. Most people are average. Most people live paycheck to paycheck. Most people are overweight. 22:07 Speaker 2 And that's who's answering those ads. 22:08 Speaker 1 Most people have drinking problems. Most people have. I mean, so yeah, you are if you're trying to hire great people, which everyone is, you're right. There is a very small pool of great people. And that pool of great people, let me make it even more challenging for for business owners. 22:23 They, the great people out there, they don't know how to write a resume. They don't know how to brand themselves. They don't know how to get in front of Bradley. They know how to do this one thing right. They don't know how to build a personal brand like Bradley and get known by the masses and get hired by people. 22:38 You know, it's like, we call it the curse of the entrepreneur. It's the same thing. Just because you're the greatest plumber in Las Vegas does not mean you're going to have the most successful company. Plumbing, of course, you got to know it. You got to be able to fix it. But you know, you need to do sales, marketing, service calls, process, get the trucks, get the insurance and everything else. 22:55 That's the most confusing things. So and then here's what the job seekers say. They start applying for jobs online. No one's calling them back because you got 508 hundred applicants. You don't have time, you know? And they're like, what's wrong with me? Am I too old? Am I too young? Is it not because I got my MBA, my bachelor's degree is because I don't have this cert that I stay at this company too long? 23:15 And it's like, bro, it's none of that. It's none of that. 23:20 Speaker 2 Is that is that how you felt? 23:22 Speaker 1 Look at my background. That's exactly how I felt. I said yeah, what's wrong with me? And then I finally learned, right, there was nothing wrong with me except my damn strategy. So if you're a business owner out there who says I can't find great people and blah blah, Dee da Dee da, it is because of your process and strategy. 23:41 Because what's funny, other companies have done it. How did they do it? You know, whether it's recruiting, construction, there's a billion dollar company out there in every damn industry, right? They have figured out how to get the people. 23:54 Speaker 2 Now that book that you're talking about is that Teach Me This, Because if you're not, then you should write a book to teach business owners what you're just. 24:01 Speaker 1 Absolutely. That is the number one thing, half of its hiring. But again, hiring is only one component of it. You need to have the culture, the continual training, You need to get people mission ready. You know, and just like I said, so think about this, we're on a military op, you're the commander. 24:17 Say you do got the right people, you brought the right people, and let's say they're trained. But think about this. Do they have the right resources? Do they know what time you're leaving? Do they know the the there's so many more things. 24:28 Speaker 2 They know the vision. 24:29 Speaker 1 Exactly. Do they know the vision? Do they know why they're doing what they're doing? Do they know the mission? Right? So it's kind of like, yeah, you need these great people, brother. That's step one right now. It's like, OK, now we have to do these nine other steps so we could be able to accomplish the the mission. 24:45 Speaker 2 So in your mind, what's the hardest part that people can't seem to get through their head when it comes to attaining a killer job? Really. You know, high paying executive level job. 24:59 Speaker 1 Most their belief, they don't even think it's out there and then number 2, they think that could never happen to me. So they immediately limit themselves from the get go. They really do, most people. 25:10 Speaker 2 What about? 25:11 Documented Steps and Navigating Interview Questions What about the CE OS than your group that you say everybody? Because before this I was bitching about all my problems and you're like, dude, every CEO says that. So tell the audience what most companies are facing right now. 25:28 Speaker 1 I'm in an ACEO advisory group with all different businesses, T-shirt companies, manufacturing, real estate, development, just so many education, software, all of these different. 25:38 Speaker 2 Companies. Educational Software. 25:41 Speaker 1 You know, it's kind of a weird they do they it's educational software. They write loans, check this out. They write, they help people get scholarships and they do it at the corporate level too for their families. Who would have thought $30 million business helping people get scholarships. 25:56 So some type of software that that that they use, but everyone's complaining about people and they're not complaining about their strategy, which is crazy. They're like people and people this and people this and people this. What is your strategy? I asked when they were there last time. Who has a documented hiring process right now? 26:15 No one. 26:15 Speaker 2 Explain what one would sound like. 26:18 Speaker 1 OK, I will give you mine. I'll just pull it up here. OK, so a documented thing is what are all of the steps we take before a hiring decision? Because how do most people hire? Oh, Brad, I met that guy. I like him. 26:30 Speaker 2 Sold now. 26:32 Speaker 1 Number one, we do before we meet anyone, they're doing a video interview and they're answering questions. Can you show up not in a car a car? 26:40 Speaker 2 Can you mandate that? 26:43 Speaker 1 Yeah, absolutely. Absolutely. 26:45 Speaker 2 It's not against the rules, no. 26:46 Speaker 1 It's not against the rules and if people complain brother, I haven't even met you and you can't answer 5 questions right? 26:54 Speaker 2 No, I know. But I always want to see people because sometimes they have a great interview, but when you see them, let's be honest, you're like, now, now that's discriminate. I know that's like discrimination. So I always think to myself, like, am I allowed to ask for a video because you are, Because I'm not. 27:12 I'm just looking at. 27:13 Speaker 1 Them. No you. You absolutely are. 27:15 Speaker 2 I can look at them and say I don't want you just based on your ugly. 27:19 Speaker 1 I for the legalities, I wouldn't say that, but I would say they didn't have the skills to fit in here. 27:28 Speaker 2 Yeah, 'cause like sometimes it's like, I just want to see you first. If you got all your teeth, great. You got no teeth. You're sitting there with freaking, you know. 27:37 Speaker 1 That is illegal. 27:39 Speaker 2 I know, but like, dude, that's why I want to see you, Yeah. 27:41 Speaker 1 Well, just don't say that, but do that. 27:43 Speaker 2 I know, 'cause I guess I've had people show up for a job interview, 'cause they sounded great and they walked in and I'm like, Oh my lordy, what happened? It looks like you gargle butter, like what's going on with your tooth. 27:55 Speaker 1 Video interview. So before they even talk to anyone to answer these questions #2 we do a cultural interview. You know, we've talked a lot about hiring, right? And skills, which you were, you were mainly focused on like skills or whatever. There is a whole other component of someone you want on this team. 28:12 Speaker 2 OK, how about this one? Good. Do cuss words offend you? 28:17 Speaker 1 No, I'm the I'm the military guy. I see that on my training. 28:20 Speaker 2 Time. Can I ask that in an interview? 28:24 Speaker 1 Yeah, I would say that that would be OK. That would not. 28:26 Speaker 2 Be. And if you say, yeah, I, I prefer that people don't, you know, say curse words, I can say next. 28:34 Speaker 1 I would say that you wouldn't get in trouble. 28:36 Speaker 2 Well, good, because again, it's not that that that that bothers me. And I'm trying to cuss less and less. What bothers me about people is that you're bothered by language because like, to me that means you are soft and you are weak and I'm looking for strong and secure and you're and you're weak. 28:57 Why? Why are you weak? Well, because you get offended because someone says shit. Oh, I can't, this is hostile. Like, dude, you should probably shouldn't even be here. But does that make me a bad guy? Does that make me a bad employer? 29:13 Speaker 1 Don't get yourself in trouble. So be careful how you position that. But I'll be the first one with you if I'm higher in person. I am proud to say, hey, while I don't agree with every single thing the Republican Party does, if I have to choose one between Republican and Democrat, I'm I'm, I'm picking to be a Republican. 29:31 Speaker 2 You can't. You can't ask somebody on an interview that, can you? 29:34 Speaker 1 Can't, but you can ask other questions that are very similar. Like what? 29:39 Speaker 2 Business owners, listen up. If your business needs more money, money and it will. Banks aren't built to move quick. They make you fill out a ton of paperwork, wait for a decision and by that time the opportunity is passed. So if you want bank raids without bank delays, you need to check out Cardiff. 29:58 Cardiff's been helping businesses get same day funding for over 20 years. We're talking up to $500,000 approved and funded. Quicker and easier than big banks. You can apply online in under 2 minutes and get funded as fast as the same day. 30:15 So whether you need quick money to bridge a gap or do more marketing, get some equipment or hire more people, I'm telling you, apply today at cardiff.co/brad. Stop letting slow money cost you opportunities that move fast. 30:30 There's no impact on your personal credit, so apply now at cardiff.co/brad subject to approval. Terms and rates vary. Cardiff borrow better. 30:43 Speaker 1 Like what? Like. 30:46 Speaker 2 And make sure you're correct because I'm going to act upon this because I've always wanted to say who'd you vote for? And as soon as they say frickin Biden or Kamala or any of those terrible candidate and and again, not Democrat, why dude? I thought Obama was, was, was a great, great representation. 31:05 Like I didn't mind Obama at all, but like Biden. 31:07 Speaker 1 2026. 31:09 Speaker 2 Biden and Kamala, hell no. If you voted for them, I had an issue. Now I got people here that voted for her and him and I don't fire them because now I know them. But if I'm interviewing you and and you tell me that you're a dipshit, I might not even give you the chance. 31:27 Speaker 1 Just make sure you're not openly discriminating against someone you can always go back to, no matter what we say on this interview. Hey, it just wasn't a good fit. We found more qualified candidates, that's it. So don't so, so be careful because there's rules called Title 7. You can't discriminate and get certain things, but there is. 31:42 Speaker 2 Politics, one of them. 31:44 Speaker 1 Politics is a religion. I don't know if politics is. 31:46 Speaker 2 One of them, yeah. Like religion? 31:48 Speaker 1 Party you are, are you? 31:50 Speaker 2 A Democrat or Republican? I'm a Democrat. OK. Thank you. 31:53 Speaker 1 Here's the other thing too, you know, and I don't know your your faith, but I'm a man of God, right? And I am, you know, I'm not saying, well, I'm bringing that up in every single meeting. But he's had a, you know, so there's just certain things where, bro, if you're this and you don't have the same cultural kind of things, how is it going to possibly work out? 32:14 Speaker 2 Well, I just know that as an employer, there's, there's EEOC and there's various people out there that will, that will bust your ass if you say like, you know, how old are you or exactly what are your thoughts on this? So all these interviews, I try to stay out of why? 32:30 Because dude, I, I want to know these things and, and I can't. So I let HR people interview. 32:35 Speaker 1 Well, think about this too. It's not the biggest thing for this, you know, the entry level people and maybe even the mid level people, but C-Suite people that you're going to hire. One thing that you do, let me go through this. So hey, video interview, cultural interview, operation rational, they need to do some type of strategy session. 32:52 I need 100 leads a day. Hey, tell me how you're going to do it. You're going to present it to me. These are our core values. Do you, do you see them up on the board right now? Tell me how you fit into that. And then then we decide to make a decision because here's why We also go over, you know, Brandon Dawson told me to figure out, just asking him, hey, what are some of your personal, professional and financial goals? 33:14 Speaker 2 Do you so you have to run them by other people in your organization to see if they I'm? 33:18 Speaker 1 Last I'm last they they tell me how I fit in on the vision aspect and and the values. But I would say you can learn a lot by someone but I just ask him, hey, what are some of your professional personal and professional goals? If they say they have none, see you later dog. 33:35 Speaker 2 Even if you liked everything else about. 33:37 Speaker 1 Them think about this too. Do you know what people say sometimes you like the guy or gal, they get to the final round and they're like, hey, what's some of your professional goals? And they say, and you're obviously a software company, right? They're like, well, Brad, you, you, you know what, it's one of my dreams, man, to really be in private equity. You know, I really want to be in private equity and I'm like, Brad, it's not go, go be in private equity, right? 33:56 Like go, go do that. Just go do that now. Don't come here for two years and then you know. 34:03 Why 'Hire Slow, Fire Fast' is Crucial for Success Well, again, I mean, you can't be too desperate, I guess. I think a lot of people are desperate to hire people. 34:09 Speaker 1 I think that it's that and they just don't have a process or a strategy. 34:13 Speaker 2 Well, that's for certain. That's a great process. Well, again, I mean, like, dude, that that doesn't sound like rocket science. Sound like you sat down and thought about it and wrote it down. And by the way, you should text me that because that'll be mine now. Is it, dude? I mean, like, dude, you just got to be a little bit more intentional to me though, like I'm desperate usually because, man, oh, I need somebody in this position. 34:33 So when I say, well, what do you think about this? And they give me an answer that I don't like. I'm like, you know, well, I'm rationalizing why, why that's OK. And then I hire them. Why? Well, because I I say you can interview like a rock star doesn't make you one. 34:48 And you can interview like shit and it doesn't make you shit. It really doesn't. There's, there's nervous people that don't do a good interview, but they will crush it in the job and vice versa. So I don't know how you know for sure. So my weaknesses, I always just say, I understand you might be nervous and you might say the stupid shit, unless it's too stupid. 35:10 I'm talking about when it's borderline. But like if I said, well, what do you think about like, you know, your, your, your political parties and they say, you know, I'm really leaning towards, you know, liberal. I won't not hire them because of that, But I'll, I'll, I'll raise an eyebrow like, oh, maybe they're stupid, right? 35:30 That's what I'm saying. So it's like, you never know. So what I do as a default, and I think this might be a problem, I just hire them and see what happens because the worst case is they bullshitted you. And after a month, you'll see. 35:46 Speaker 1 You can't do. 35:46 Speaker 2 That and then you terminate them. You ever heard of You ever heard of Hire Slow Fire fast? 35:52 Speaker 1 I've heard of. 35:52 Speaker 2 That I do it the opposite. It ain't it ain't working out very well either. I I I I hire fast and and fire slow with it sucks. 36:03 Speaker 1 You got to get the right people. 36:05 Speaker 2 And by the way, just for the record, everybody tell me if you've experienced the same thing. It's never worked out. Hire fast, fire slow. Every time I've eventually fired somebody. But I've been thinking about firing for a long time. 36:21 But I wait. Why? It's Christmas, man. I don't want to make the guy feel like a loser. Oh, shit. You know that? You know that. Maybe he'll change. I wait forever. And then when you finally do, you wish you would have done it a long time ago. I've never once you got to. 36:37 Speaker 1 Remember that for next time. 36:39 Speaker 2 I know, but like, I always feel bad for people and it's like I do the opposite. So guys, clearly I was joking. You don't want to hire fast and fire slow. You want to hire slow and fire fast. And to me, it's like you need processes, you need systems. I'd say just hire you. 36:54 Yeah. 36:55 Speaker 1 It'd be easier, but it would be the easiest. 36:58 Speaker 2 Well, I know, but I'm a company. I'm looking for those people. Do I got to pay you for those people or because those people are paying you to get a job with me? How do you know I'm looking for someone? 37:08 Speaker 1 Not, not always do we pull from the people that we're working with. Sometimes we have people and that's great, and sometimes we don't, and we have to go out there and source just like everybody. 37:17 Speaker 2 Else no. But you'll do both. So if a company's listening and they want great people call you, you will bring. You will find and head hunt and capture the person they're looking. 37:27 Speaker 1 And I will make sure they're successful because if you have expectations clearly set, you won't run into these. That's what I was going to say with you. You just it's clarifying questions, clarifying questions. You need to ask more of them. For instance, if you're talking to Acmo, oh, I need 100 leads a day, right? 37:45 How are you going to get me 100 leads a day Facebook? How are you going to do it on Facebook? I'm going to run campaigns and do this. How are you going to run the campaigns? How much money you're going to spend? So when you ask like a million clarifying questions, then it's. 37:59 Speaker 2 How do you know what their answers should be? 38:02 Speaker 1 Well, I already told you, you pull in one of your high level friends because you're highly connected on final interviews as kind of your BS meter or you work with someone like me who knows about online advertisement, right? Who knows about sales at a high level, Who knows at these different things so I can be there to guide individuals as well. 38:20 Speaker 2 Or just hire you to find them. You, you, you interview. Yeah, you select them. 38:25 Speaker 1 And we benchmark it too. Because here's the thing. So you need a tech leader. There's more important things than just the the tech that are important to you. 38:34 Speaker 2 Like what? 38:35 Speaker 1 Cultural things. 38:36 Speaker 2 Like what big tits. 38:42 Speaker 1 If if they're a female, you know I. 38:44 Speaker 2 Don't know that's supposed to be funny. 38:46 Speaker 1 Is this a person? Hey, you got a great tech leader. Is this a guy? You can when I say who's a guy or gal that you typically get along with Brad, what are some of their characters traits and what are the people that you don't want to be around besides bad breath? 38:59 Speaker 2 Someone who would take offense when I just said big tits perfect. That's a great example because dude, I'm a I'm a jokester. Great example. I am not a chauvinist. So like, if someone doesn't have a sense of humor, I don't want them to work here. Is that legal? Number one? It's not. 39:14 Speaker 1 Legal. But you have all these cameras around here, so you would say you could do something legal of like as a part of working here. We are also a media company, right? And it's known that we do da, da, da, da, da. Do you have any problems with that sign then? I know I'm not a lawyer, but I think you'd be OK then. 39:31 But in your average place you would not be OK. 39:34 Speaker 2 Well, do you know that this is a cast of people here? Yep. And everyone has a role. And that's why I can cast. Yeah. So I've already beat that rule. But I'm a jokester. Like I I will joke and people you. 39:50 Speaker 1 Want to have fun? 39:51 Speaker 2 Yeah, and if I want to have fun, it's got to be fun, man. 39:54 Speaker 1 So someone uptight your typical tech professional is not going to work here. So we need someone who likes to have fun, joke and who knows they're. 40:02 Speaker 2 Not going to get offended by a cuss word here. And there's just one example. Yeah, I mean, again, but that's why people should hire you because like, dude, you're not going to find a normal Joe put an ad in the paper and interviewing 30 guys or girls that that are, you know, wonderful candidates, just wonderful. 40:21 And all you have to do is select one now. 40:24 Speaker 1 And who's going to do it? Think about this, you're a business owner, you have all these strategic partnerships. You want to be the one involved, but you don't have the time. And then additionally, what happens on the recruiting side for most companies, 20 to 50 million, they might have a recruiter, but they're paying the recruiter 60K70K internal to try to find like leaders for the organization. 40:44 Speaker 2 Where do they look? Where do they look? 40:47 Speaker 1 They're running an add on indeed and they're. 40:49 Speaker 2 Yeah. So they're just, they're just select, they're just, they're just screening people. That's what some headhunters that I've dealt with, we're doing like all they did was go to mad screen people and and see bring me candidates that they thought were better than all of them. 41:06 Dude, what I think a headhunter should do is I'm looking for this particular individual with this for for this particular company. 41:13 Beyond Screening: Finding the Perfect Cultural Fit To do this outcome. 41:14 Speaker 2 And go find them like you go look for this person and come back with that person. Don't come back with someone that that wants to be that person has potential to be that person who's. 41:25 Speaker 1 Already that person. 41:26 Speaker 2 Who's doing it? Yes. Like I'm looking for this person. Go find them. That's worth money to me. That's worth money, probably to any company. 41:33 Speaker 1 That's worth so much money and a headhunter just like I told you on A200K fee might charge 40K or 50K or or whatever The thing is. But think about this, if you get the right person in these seats. 41:45 Speaker 2 It. 41:45 Speaker 1 Is insane for business growth. 41:47 Speaker 2 But not to mention, you said that you'll even help a company figure out what they're looking for 'cause that's valuable, but it's also valuable to help me figure out who am I looking for 'cause when you were saying, you know, ask them this. And then how you going to do that, how you can do that? I never do that because I, I don't know what they're, what they, what the answer should be. 42:06 So if I say, OK, you're going to come on to do what marketing or no recruiting, you're going to come on and do recruiting, how you going to do that? We're role-playing. Go ahead. 42:17 Speaker 1 How I'm going to do that specifically is figure out what is important to you and what outcome do you want this person to provide. Before we do everything, we have to do an intake call so I can learn about all of these things because the more I know about what you do want and most importantly what you don't want, the better I can bring you people that fit that criteria. 42:37 Next, we're doing sourcing. Hey, we have automation and technology we developed. Essentially, we're getting a hold of a lot of people in a short amount of time. The first target is have you interview 3 to 5 qualified candidates within 21 days, regardless of what you're searching for. 42:52 Sometimes it's faster, but typically for executives it it takes a couple weeks. 42:56 Speaker 2 What if I don't want to interview them? 42:59 Speaker 1 You have to. 42:59 Speaker 2 No, I don't want to. I want you to select. 43:01 Speaker 1 We we are going to interview them and vet them etcetera. 43:05 Speaker 2 Select them. 43:06 Speaker 1 I can select. 43:07 Speaker 2 I'm a terrible chooser. I want to pay you to bring me the right person. 43:12 Speaker 1 And just say Brad hired this person, they can do it. 43:14 Speaker 2 You hire them, you select them. I can do that. And dude, I'm. I'm the one trusting you. So you go find them. You go screen them. You're the expert. Yeah, because if you get me 6 candidates and I picked the wrong 1, you you guarantee basically they'll be right or you'll let me hire another one. 43:33 Speaker 1 Here's the good news, They're all going to be qualified. So we're not talking about. So when I bring you 3 people, right, they're all going to already have achieved the outcome that you're looking for. The thing is, it's really not, hey, can they do the job by the time they get to you, it's more of who do you want to work with? 43:50 Because all these people can do the job, but you know, they're maybe just a little different, if that makes sense, Right. So it's like which one? Right. So maybe we maybe we found a guy that's really great. But hey, man, he just wants to work. He doesn't want to laugh, Brad, but a man, I saw this guy, here's his results or whatever. 44:08 And then we got a girl and she's funny, but hey, she hasn't brought the results as this guy, but hey, she's got a company to 40 million. So then you're like, OK, should. 44:16 Speaker 2 I. 44:17 Speaker 1 Yeah, she'll laugh and she'll get to 40, but this guy won't laugh. But he's been to 80 and it's because he's in his office working all the time, so who do you want? And then you're like, shit, I don't know. 44:27 Speaker 2 Maybe I better meet him. 44:29 Speaker 1 Exactly. Maybe you better meet him. Exactly. 44:31 Speaker 2 Yeah, but that's, but that's because in that case you're giving me all, all offered, you know, actual candidates. 44:38 Speaker 1 Most people get a bold BS job description go vets and people and we say in the in our industry, well probably your industry too. You know, you just throw crap at the wall and hope one sticks. You know that. 44:49 Speaker 2 Is so how have you been doing this? 44:51 Speaker 1 I was in recruiting and retention for the Army since 2008. So man, we've been doing this a long time. Head hunting, recruiting, 2012, 2015, 2009. Yeah, a long time, a long time. So I've just seen all the mistakes individuals make. 45:07 Speaker 2 And this is called Tim Madden Executive Upgrades. 45:10 Inc 5000 Recognition and Diverse Placements The name of the company is Executive Career Upgrades. Individuals can go to execupgrades.com and see all of the products and services that we do. Made our website very easy. We've been on the Inc 5000 list 2 years in a row as the fastest growing career services organization. 45:25 We're the 48th fastest veteran owned company and we've got a we're just taking over, man. We've been featured in a lot of places so. 45:32 Speaker 2 And you want companies or people. So again, executives that might be searching for a new career, is there a age limit? Because, you know, there's a lot of, I think in my opinion, people about to lose their job due to AI that are highly qualified, intelligent people, but they're going to want a job and they're not going to want a labor job. 45:54 Speaker 1 We placed a girl. Well, I can't even. It's a weird thing. A girl, a woman who is 73 years old, in a global supply chain officer role and made 350 grand last year. 73. Here's the thing. Are you? 46:10 Speaker 2 Effective, you're going to have AARP calling you in a. 46:13 Speaker 1 Minute Hey, are you effective or ineffective? Right. Like if you in my opinion and you know, and I came up in the military, I don't care if you're black, white. I don't care if you're a man or woman. I want to hire the best person for the job. 46:26 Speaker 2 Don't ask, don't tell. 46:29 Speaker 1 If, if I think you're the best person for the job, I'm going to hire you. You might be 35, you might be 57. I don't really care. You know what I care about? Results. 46:37 Speaker 2 Do you, do you ever deal with companies that do care though? Absolutely. Like they'll tell you, they'll say hey. 46:41 Speaker 1 They'll say on the down low, do not bring me a Democrat. Do not bring me da da da da da. Hey, let's. 46:47 Speaker 2 But you can't say who I. 46:48 Speaker 1 Can't say that and I can't say the companies. 46:50 Speaker 2 What about racists? 46:53 Speaker 1 Certain people won't fit in here. Brown the Bush. It's people, man. You, you know, people. People are crazy. 46:59 Speaker 2 I know, but like, I always tell the truth and people ask me the other day, you know, is there racism? You you see it? I'm like, yeah, I see it. Of course it's real. I don't think it's as bad as the media makes you think. Like, you know, everybody hates everybody. I don't I don't agree. I think more, I think there's less racist people than the media makes you think. 47:18 But there are racist people. There are chauvinist. There are, you know, I don't know what, what classists you know. 47:27 Speaker 1 The main one is we really want a man for this job or we really want a woman for this job. Those are probably the biggest ones you know, for whatever reason. 47:36 Speaker 2 And and you're not allowed to say anything. 47:38 Speaker 1 I say that, hey, I understand what you're saying, but if we find a successful person that's a male, you know, is that something you could consider if they were successful? And most people say yeah. 47:49 Speaker 2 Yeah, because you know what, when they say that, it's just they're preconceived. 47:53 Speaker 1 They think a man or woman should be in the role. 47:55 Speaker 2 Exactly. Yeah, 'cause I'm what you said, whatever that is, effective or ineffective, Yeah. I don't care if you're black, white, woman, female, gay, straight, Buddhist, Muslim, Jewish dude, can you crush the job? Because if you can and you're loyal and you're freaking, you know, you laugh and you're a good dude. 48:13 You're not a piece of shit looking to sue somebody and looking for every little thing that's wrong with an organization. Like you can just plug in and kick ass, bro. I'll make you the CEO tomorrow and then make the culture like that because that's all I've ever tried to do. 48:29 I don't overwork people, but I hate some of these rules entrepreneurs are forced to deal with. You know, I don't like it. You know, I know a buddy of mine is a lawyer who is basically an employment attorney. He told me something the other day when I was going, dude, listen, employees have way too many rights. 48:49 Let's just say that. It's not fair, dude. It's like if, if employees knew what this guy told me, you'd have a whole bunch of people filing for some bullshit and they'd win, According to him. 49:03 Speaker 1 That's why you need that insurance in case your employees sue you. 49:06 Speaker 2 What's that? 49:06 Speaker 1 I don't know but I just got it. I forgot. 49:08 Speaker 2 Is it insurance? Yeah, there is. What's it called? 49:10 Speaker 1 I don't know. I'll last. I'll. I'll. 49:11 Speaker 2 Get 25 years. I think I've been sued two or three times, which is actually low. Yeah, 'cause you're going to, if you're anybody ever in life, you're going to get sued. You're always going to get sued. So what's that? Insurance? Is it? Maybe I have it? I don't know. 49:26 Speaker 1 It's not under general liability or professional liability, it's not. 49:29 Speaker 2 Cyber. 49:30 Speaker 1 It might be that, yeah, I think. 49:31 Speaker 2 There's some emissions. 49:32 Speaker 1 No, no, no. That's professional liability. 49:35 Speaker 2 Yeah, because I've never, I, I mean, I've been sued a couple times, but I've never had insurance about it. 49:39 Speaker 1 No, there's definitely insurance I'll I'll get you the name of it soon. 49:42 The Value of Investing in Career Search Expertise But hey, creating a good culture. This is why I promote. This is what Brandon Dawson told me promote promote, promote, promote, promote what you do promote where you're going promote your people promote. Hey, Alex is a bad ass video guy. He's been with me for years now. He creates he captures amazing 4K high high def. 49:59 He chops it up, puts it everywhere on the on the Internet. He's freaking amazing. So when you do that online, I have attracted two people, two top performing sales professionals. That came three. Now that came from a different organization. It came to our organization just because they were looking at the competition. I say how much we're winning, we're helping people all the time, all the things we're doing and everything. 50:18 And what do you know? Well, I have literally had top performers come to me and say, hey man, I see what you're doing, I'm over here. And then we're talking about that's $3,000,000 there. That's net plus a year because of those people coming over, probably more than that. 50:31 Speaker 2 Do you leverage social media a lot? 50:34 Speaker 1 I'm getting better at it now because I'm at the crossroads that you are of like, we spend so much money on ads and we're doing so many things. But damn, I have such a great message to share people and I never want to go through because imagine when I was beat up in my job search. 50:50 I wasn't married at the time and man, I've I was drinking, I was depressed, I was frustrated. Now I just think about this, think of you're a dad, right? This happens. You're a dad, unemployed, 6 months. You don't know what the hell is going on. You can't find a job. Your wife is a stay at home wife. 51:05 Your son asks you, Hey, daddy, are you going back to when are you going back to work? I don't want people dealing with that stuff. And I get it. I know it's kind of awkward where people are like, man, I shouldn't have to pay for get a job. You know what? But you should know what the hell you're doing or you also shouldn't be employed for six, unemployed for six months. 51:23 Speaker 2 Not only that, but you're, they're paying to get a good job. Yeah, yeah, they're they're not paying to get a freaking $12.00 an hour job. But at the end of the day, I think you should pay to get a job if if you can't get it yourself what the job you want, and if you can't get it yourself, then then you're going to pay for. 51:39 Speaker 1 A job, then negotiation. So we charge, you know, 8 to 15 K depending on what they want to do. On the negotiation alone, we've negotiated thousands of deals. We know what to say. We just have this guy got placed at a financial services company. His total copy is making 60% more than he did previously, and he's about to have the baby. 51:57 We got him. We we negotiated in extra paternity leave for this Fortune 500 company and extra vacation, all this stuff. And I'm like, man, we got this guy a bunch of money. We freaking change this guy's life. 52:07 Speaker 2 For the right guy or girl, yeah, I would negotiate that. But as you're saying that as the employer, I'm thinking, dude, that's a bad situation. Like you, they're already negotiating before they start. Like to me, because I think people should be grateful for an opportunity, but I also think from a employer standpoint, employer should be grateful for the right person. 52:29 Speaker 1 Absolutely. Just we were talking about it before. You were like, if someone could deliver results, I wouldn't care. I'd give him this and this and this. Of course, so would everybody else. 52:38 Brad's CMO Hunt, Glassdoor, and Tim Madden's Services Yeah, just for the record, folks, Chief marketing, I have multiple companies I need a Chief Marketing Officer apply with. Well, no, don't, don't, don't. 52:49 Speaker 1 Don't apply yet. We need this person to bring in at least 100 B to B leads per month. We don't care. 52:57 Speaker 2 How? No, no, that's per day per. 52:58 Speaker 1 Day, We don't care how you done it. We don't care how you do it. We don't care if it's digital ads. We don't care if it's social media. We we don't care if it's traits. 53:08 Speaker 2 Shows qualified qualified leads interested that show up because again, I know a guy that I'll get you 100 leads and yeah, he got you 100 leads. But when he said leads he meant names and numbers of people that supposedly opted in. Like no dude, real interested qualified people. 53:27 Speaker 1 Got it. So there's two things. So what we need marketing qualified leads, Yes, Sir. So you're going to bring in marketing qualified leads, name number and their interest, but you need to be a part of the process with sales to make them a sales qualified lead, which means obviously they show up. 53:42 So if you have a track record success of doing that, hey, reach out to at the Tim Madden on Instagram so we can help Brad out. 53:49 Speaker 2 Thank you, thank you, and we'll see you soon. And by the way, you better be able to laugh. You don't need big tits, but you do need to laugh. You know what's funny is you've heard of Glassdoor. Well, sometimes when you fire people, you know, they, they really don't like it and so they go to Glassdoor and talk shit. 54:09 Speaker 1 For sure. 54:09 Speaker 2 So I anonymous, Yeah. Well, no, I mean, well, yeah, it's all anonymous. 54:13 Speaker 1 They could. Sometimes they put their name. 54:14 Speaker 2 But I go, I go answer them all personally and 'cause I do like to laugh and have fun and they're usually funny. And so because I don't take it seriously, because like, dude, if you go to Glassdoor to determine whether or not you want to work somewhere, you're already exactly, you're already the dude I don't want. 54:35 Why? Because who does that? You got to have a brain in your head. This is where all the fucking people that are fired go to talk shit about their past employer. You can't put any, you know, credence in it. Now to go there to review, to take a look, to factor it in. 54:51 No problem. But you cannot go there and act as if anyone that wrote a poster a comment on there is legit just like Reddit. Reddit's so full of shit it's unbelievable. It's I, I've been on Reddit a handful of times and it you, I usually get there by Googling something or researching something and then somebody on Reddit and then and it's like, dude, the the people on Reddit are usually turns out to be 13 year old kids with pimples on their face. 55:19 Yeah. 55:20 Speaker 1 And if you ask if anyone's a scam, you could say it's Tony Robbins a scam. There's hundreds of pages. Is Alex Romo? Is Bradley a scam? 55:26 Speaker 2 He's a scam, dude. He's a scammer dude. I've been called all kinds. 55:31 Speaker 1 I bet you're on Reddit as everyone is. If you have a decent following, you're on Reddit as. 55:36 Speaker 2 100% on Reddit. I'm on Reddit about this podcast. Someone said they tried to get on the podcast and we didn't let him on but but we offered him a sponsorship scam. 55:46 Speaker 1 How dare you? 55:46 Speaker 2 Yeah, I'm like, oh, that's a, that's a, I'm a bad guy. But the biggest one was one where I here, here's the whole concept. I was looking for solid people and salespeople because I have multiple companies and dude, I could give anyone a job where they're making 2030 GSA month potentially. 56:06 Cause again, it's sales, but you know, real companies, real teams, real shit. And, and I got opportunity. So I'm like, man, I need to find some killers. I just want killers. So I put an ad out just for shits and giggles. Hey, any killers out there? Well, I got like 1000 applications, dude. 56:24 I sat there and looked through all kinds of people and there was no killers. They all thought they were killers, but they weren't killers. I mean, I'm looking for killers and so and so one of my things was, well, how much money did you make last year? That's a good 165 grand. OK, you ain't a killer. 56:40 Why killers don't make 65 grand? I already know this. 56:43 Speaker 1 They make 240. 56:44 Speaker 2 At least at least. So at the end of the day, if you didn't make the right amount of money, you weren't a killer. And if you didn't have the right experience, you weren't a killer. So bottom line is I was telling a lot of people no, and I felt bad. Like when you call them and say you didn't get the job, same thing. I felt bad, so I'm so I thought to myself, and a couple of them, you know, they were kind of begging, you know, please, you know, I need this and I need this. 57:06 So I thought to myself, OK, let me just train them for, you know, see what they do. And I ended up wasting my time because as soon as you told them to do something they didn't want to do, they quit. Soon as you put them to work and they had to actually work, they'd quit. 57:21 So I thought, man, I'm just going to shut this down. Then I thought, no, you know what I'm going to do? I'm going to put out a $5000 fully refundable deposit so they don't quit. So what's the what's the money for? It's not, it's not a fee, it's a deposit and it's so you don't quit. 57:42 You understand the training's free, the job's free. You're not paying for a job, You're not paying for any of this. You can't even buy a job. I just want 5 grand to prove that you're not going to quit because if you quit, I've wasted a lot of time and money on my part because I have coaches and all this shit that I'm going to train you on. 58:00 Not to mention the 40 years I spent learning all the shit. I'm about to train you on that. Quite frankly. People pay for SO5 grand deposit and dude, sure enough, bunch of people were willing to pay the deposit. So I'm like, dude, I like this, right? 58:15 200 and like 12 people one month, right? Do the math. That's like a little over mil. So I'm like, well shit, in order to, you know, process all these people, I'm going to need a salesperson, right? So so people that were applying for sales that were, you know, supposedly killers, but the killers, I'd say OK, process these after they made their money, I gave them their money and everything was wonderful. 58:40 But of course you look on Reddit and there was someone saying this guy's a scammer. He's trying to, he, he acts like he's hiring you for a job and then he hits you $5000 to for the for the training. That's why when in reality, I know, but for the, when reality, it wasn't for the training. 58:58 Training was free. It was a deposit and it failed to mention that. But again, so red is just filled with bullshit artists. And, and what's funny is, dude, I don't really think they they're, they're being harmful. I think they believe what they're saying a lot of times. 59:12 Speaker 1 Most people are average, you know, most people are average. So when you're trying to recruit the top 1%, you're going to have to go through 100 people, right? So even with a great process, right, it's still you have to go through a lot of people. 59:30 Speaker 2 So what can the bomb squad do for you other than use you guys? If you guys are looking for work and you're high level person with some experience, reach out. I'm telling you right now dude, he'll, he'll yeah, he's going to freaking charge you money, but he's also going to get your job. 59:45 There's like guarantees involved. 59:47 Speaker 1 Absolutely guarantees. 59:47 Speaker 2 And then if you're a business owner and you haven't been able to find the right person on the right team, I know I'm going to engage him with it, with it, with a couple of positions, reach out to him because he will go the extra mile and find the right people and or go. Like snipe the right people yeah, like not not let you know interview for you and and weed out your candidates that he'll go find the person you're looking for and or you need where? 1:00:12 I don't see a website here. What is your website? 1:00:14 Speaker 1 Execupgrades.com. 1:00:16 Speaker 2 Execupgrades.com Instagram is the Tim Madden you can also find. Is that your only one? 1:00:24 Speaker 1 I have one Instagram, yeah. 1:00:26 Speaker 2 So you don't have a exec upgrades on Instagram? 1:00:28 Speaker 1 No, we we do at exec career upgrades. 1:00:32 Speaker 2 But I always tell people to follow you and then they'll find your your other shit and then YouTube to Madden exec upgrades the books that are out there and the book that's coming one more time where they get it. 1:00:43 Speaker 1 Becoming mission ready. They're all on Amazon. The discipline equals dream job and start them optimize over on Amazon and Audible as well. 1:00:51 Speaker 2 Folks, go blow his ass up. Till next time, keep it real.