Latest / NO FILTER / 7 DUIs... and He Still Wanted the Job(M4A_128K)

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7 DUIs... and He Still Wanted the Job(M4A_128K) · NO FILTER

0:00
Speaker 1: Seven, DUIs, wow, stop using cocaine.
0:05
Speaker 2: Stopped using cocaine. That was what the doctor said. Six
0:08
Speaker 2: and ten. People wouldn't tell their employer if they got arrested.
0:11
Speaker 2: Six and ten and.
0:12
Speaker 3: They say, this dude worked here for less than a week.
0:14
Speaker 3: He stopped showing up for work and ghosted us.
0:18
Speaker 2: This is the Bad Hire, the show with the best
0:20
Speaker 2: stories about the worst employees.
0:23
Speaker 3: We fired him.
0:23
Speaker 2: Of course, people are crazy.
0:25
Speaker 4: It's like an hr nightmare rfe.
0:27
Speaker 3: One Bad Hire stole all of it crazy stuff. She
0:31
Speaker 3: got what she deserved.
0:33
Speaker 2: Oh I'm your host, Ken Monroe, and every week we
0:37
Speaker 2: dive into real life stories from the wild world of
0:40
Speaker 2: work and what can happen when the wrong person gets
0:44
Speaker 2: the job. These stories aren't just crazy when their cautionary
0:48
Speaker 2: tales about lessons learned the hard way. Let's get started.
0:53
Speaker 2: Hey everyone, welcome back to the podcast where the best
0:57
Speaker 2: stories and the worst of employees can collide. But we
1:03
Speaker 2: appreciate you being here. Listen, we're running a ten thousand
1:05
Speaker 2: dollars contest. Don't forget that, So send us your very
1:10
Speaker 2: best story to Thebadhire dot com. Uh you know, funniest, craziest,
1:15
Speaker 2: most outrageous story, the best story could be the most
1:19
Speaker 2: heartwarming redemption story. Uh there is, whatever it is. If
1:23
Speaker 2: you've got a great hiring story, and we know everybody
1:25
Speaker 2: has a story, get it to us somehow you can.
1:29
Speaker 2: You can submit it to us on our website, the
1:31
Speaker 2: badhire dot Com. You can send us an email, you
1:35
Speaker 2: can reach out to us, and we will schedule time
1:38
Speaker 2: to do a segment, let you video the segment, and
1:42
Speaker 2: and then potentially even get you on the show as
1:44
Speaker 2: a as a co host like William today. So so
1:48
Speaker 2: I appreciate it. Today I'm joined by Nathan and who
1:52
Speaker 2: you've seen before, and William Capps and he's a human
1:55
Speaker 2: resource manager from Charlotte, North Carolina, and uh, you know,
2:00
Speaker 2: he's also kind of excellent. He's one of the clients
2:03
Speaker 2: at be checks has been for a very long time.
2:05
Speaker 2: So William, we're so glad you hear.
2:07
Speaker 3: Like some of the stories, they're they're bad hires, their
2:11
Speaker 3: their bad their job, they're bad.
2:13
Speaker 2: People that they're just but around the.
2:15
Speaker 3: World they get hired to be The favorite stories are
2:17
Speaker 3: the ones that have kind of a redemption arc where
2:19
Speaker 3: it's like they went through this, they actually ended up
2:21
Speaker 3: getting fired and then they had some kind of redemption.
2:24
Speaker 3: They you know, what if it's going to rehab or
2:26
Speaker 3: they got placed in the right job where there they
2:28
Speaker 3: could find what they actually were passionate about, something like that.
2:31
Speaker 2: And so yeah, there was one. There was one great
2:33
Speaker 2: story where the you know, the leader of the HR
2:36
Speaker 2: you know leader kept up with the person right and
2:40
Speaker 2: you know, hey, I got to let you go, right,
2:42
Speaker 2: I mean, you burn up all your chances here, and
2:45
Speaker 2: the dude turns his life around, you know, he ends
2:48
Speaker 2: up with getting married, having a couple of kids, having
2:51
Speaker 2: a great you know, a great career after that, and
2:54
Speaker 2: you know, the guy kept up with him afterwards. And
2:57
Speaker 2: to your point, it was he was human. It hurt
2:59
Speaker 2: him do it. You know, I heard him let him go,
3:01
Speaker 2: but he had to.
3:01
Speaker 3: They're bad hire at twenty three, but then at twenty
3:05
Speaker 3: seven they turn it around, you know. And so we
3:07
Speaker 3: hear those type of stories too, which we is that's
3:09
Speaker 3: what we're rooting for because our whole heart behind the
3:11
Speaker 3: whole show is not just the point and laugh and
3:13
Speaker 3: be like, wow, what's such bad hires? Is more got
3:15
Speaker 3: some warning stories that people who are in hiring what
3:18
Speaker 3: red flags you look out for? And also, hey, when
3:20
Speaker 3: it does go really really badly. What do you what
3:23
Speaker 3: do you do? How do you handle it? And how
3:24
Speaker 3: do you turn it around more or less? And so
3:26
Speaker 3: those are some of the themes you might pick up
3:28
Speaker 3: on the show.
3:29
Speaker 1: Yeah, and just use the bare background check service. My
3:31
Speaker 1: big story with that, with that difference between one service
3:34
Speaker 1: and the other, was, I mean a guy with a
3:37
Speaker 1: guy who had three sets of convictions and nothing to
3:41
Speaker 1: show up on a service they had. We need good benefits, brokers,
3:46
Speaker 1: we need good service and buyers.
3:49
Speaker 3: If we have that, we look good, Yeah for sure.
3:51
Speaker 2: If we don't have that, we look horrible. Yeah.
3:53
Speaker 3: One thing we haven't mentioned. Yeah, I guess we can
3:55
Speaker 3: start the show now.
3:56
Speaker 2: I mean we've been.
3:59
Speaker 3: But I mentioned this to you earlier, but you are
4:02
Speaker 3: the first official bchecks customer to be on the show,
4:06
Speaker 3: and you've been using bchecks for how many years?
4:09
Speaker 2: Since twenty thirteen.
4:10
Speaker 3: Yeah, so you've been with us for a while, and
4:12
Speaker 3: so we're to have you in into the office as
4:14
Speaker 3: our first Bcheck's client.
4:17
Speaker 1: So a little kind of see that is and I
4:20
Speaker 1: always like I always see the people that I do
4:22
Speaker 1: business with. It's kind of neat to come and well,
4:25
Speaker 1: I've been doing the business these guys you actually come
4:27
Speaker 1: to their office. But yeah, I means, for example, most
4:29
Speaker 1: workers com providers I use. I've never been to their office,
4:32
Speaker 1: and I would meet their risk consultants. Yeah, that's about it.
4:35
Speaker 1: And I'll come by once or twice a year, maybe
4:38
Speaker 1: three times if things are doing well. But that's a
4:40
Speaker 1: lot of people Blue Cross or any other health insurance
4:43
Speaker 1: kind of I've never met the first person with UNI
4:46
Speaker 1: had healthcare Blue Cross at just meet my insurance rep
4:49
Speaker 1: and like you had a connection that they provided services.
4:52
Speaker 2: I've never met. You're just quite neat. I was told
4:54
Speaker 2: that you you went somewhere else when we first started
4:58
Speaker 2: business with you. It was at a different company then
5:00
Speaker 2: you when you moved here.
5:01
Speaker 1: I have continued to insist use these people. So I
5:06
Speaker 1: was that I liked the rule and the thing it
5:09
Speaker 1: was when you first coming. I I bent the rules
5:13
Speaker 1: in construction. I had some contruction days. I have my
5:15
Speaker 1: old files. There are some people that are going to
5:18
Speaker 1: be let me put them in and see what b
5:20
Speaker 1: I B shows and was BIB back then? They found
5:24
Speaker 1: everything all right, they paus you're some sales marketing person
5:28
Speaker 1: reached out to me, let me put this to the
5:29
Speaker 1: test and everything showed up. This in this case is
5:32
Speaker 1: a guy with my earthing's seven d uisow in South
5:36
Speaker 1: colin that's you hit your fifth. It's a felony. You
5:39
Speaker 1: will do a year. Your six, you will do three years.
5:42
Speaker 1: I know you do it for seven. But he's awaiting trial.
5:44
Speaker 1: And like, the guy couldn't stay out of trouble with
5:46
Speaker 1: it every time he's out, but then a year he's charged.
5:49
Speaker 1: So I put him in and lit up. I'm like, great,
5:52
Speaker 1: they found it, you know if I can test them,
5:55
Speaker 1: and they passed tests. And it probably is a little
5:57
Speaker 1: abuse of what we're supposed to do with it. But
6:00
Speaker 1: I've got responsibilities. I've gotten to make sure that we
6:04
Speaker 1: keep our people safe. I am as I have my
6:07
Speaker 1: crazy cervication, severe response at the shooter events, and I
6:12
Speaker 1: mean these things. Being able to screen up problems can
6:15
Speaker 1: save your cunies by on line make and save your employees.
6:18
Speaker 1: We had an employees killed it in December twenty four
6:22
Speaker 1: and off site at a shooter against rock Hill. So
6:25
Speaker 1: to say it's a hypothetical thing, it was a vape shot.
6:30
Speaker 1: The guy was twenty eight years old, living with his
6:32
Speaker 1: rich kid in Columbiada, eighty miles an hour and watch
6:35
Speaker 1: his vape shop, Superviger his wife shopping. He opens fire
6:38
Speaker 1: kills one of the two employees. Everyone's at the back.
6:40
Speaker 1: Then he points it at Supervise's wife, who jumps in
6:43
Speaker 1: front of his wife. Gosh, that's the last thing he did.
6:48
Speaker 1: The very last thought was I'm gonna do this. I mean,
6:51
Speaker 1: that's the tragic story. But think about you really did
6:54
Speaker 1: not know how great a guy this was. His last
6:55
Speaker 1: impulse is to do this. She took seven shots right
6:59
Speaker 1: across the chests from the ar we learned to see them.
7:02
Speaker 1: I was talking to me, Well, like I said, I mean,
7:05
Speaker 1: I worked as a truly amazing person. I just wish
7:08
Speaker 1: I'd known before it happened. But anyway, so these things
7:12
Speaker 1: are not hypothetical. These risks are real. I mean, pline
7:16
Speaker 1: and simple.
7:18
Speaker 2: You know, I always uh, it's it's rare, but I
7:20
Speaker 2: always say, we're in the prevention business, and if you're
7:24
Speaker 2: doing it great right, and you're doing everything right, hopefully
7:28
Speaker 2: nothing ever happens. And it's easy to lose sight of
7:32
Speaker 2: what could and and and forget because well, everything's great
7:36
Speaker 2: and nothing happened. But the reality is, if you weren't screening.
7:41
Speaker 2: You know it would there'd be a there'd be I
7:43
Speaker 2: believe there'd be a different things would be different in
7:46
Speaker 2: a lot of workplaces.
7:47
Speaker 1: You have that scene of Men in Black Early to
7:50
Speaker 1: Be where he says, we got a town. No note,
7:52
Speaker 1: our job is so that they don't know if we're
7:55
Speaker 1: doing our job, people won't know that their creature is
7:58
Speaker 1: going to destroy the earth because of something right and
8:00
Speaker 1: to be honest, so we are almost the men in
8:03
Speaker 1: black we protect.
8:04
Speaker 2: You'll never know what we've done. Yeah, because we've done it.
8:08
Speaker 3: That's powerful because you know, we'll share bad higher stories
8:11
Speaker 3: and some of it's kind of light, lighthearted, kind of funny,
8:14
Speaker 3: like oh, this person didn't show up to work on
8:17
Speaker 3: their second day work something like that.
8:19
Speaker 2: But then yeah, we hear the actual, really crazy.
8:22
Speaker 3: Scary stories about bad background checks that miss something super important.
8:28
Speaker 3: And that's also a huge heart obviously behind everything that
8:30
Speaker 3: we do. It's like, hey, this is real lifestyle. Like
8:32
Speaker 3: you said, it's not hypothetical. This is actually real. So
8:36
Speaker 3: if we're able to be in the business of preventing
8:39
Speaker 3: tragedies and crazy things happening at a school or a
8:42
Speaker 3: business or an office, then I mean that's that's a
8:45
Speaker 3: really powerful mission to go after. And so yeah, there's
8:47
Speaker 3: kind of a lot of things baked into the podcast
8:50
Speaker 3: and also is what we do on a day to
8:51
Speaker 3: day basis, I guess.
8:52
Speaker 2: Before we dive back into the chaos on the bad hire,
8:55
Speaker 2: this episode is brought to you by be Checks. Hiring
8:58
Speaker 2: shouldn't feel like rolling the dice. Background checks should come
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Speaker 2: your reputation, protect your sanity. Go to bchecks dot io.
9:31
Speaker 2: That's bc h ex dot io. That's fine until you
9:37
Speaker 2: got to clean it up. And that's what we do.
9:38
Speaker 1: I mean, I had to pass the trash and they
9:41
Speaker 1: didn't want to fire him. The e commy was sour
9:43
Speaker 1: at the time, so he faked an injury. It was
9:45
Speaker 1: and that taking time type money. So you know that
9:51
Speaker 1: costs us thousand hours in my time because supervise. You
9:54
Speaker 1: didn't want to make it simple, but a tough decision
9:56
Speaker 1: or even call and get our advice. So he puts
9:58
Speaker 1: somebody else and that taking you know, we probably had
10:01
Speaker 1: twenty thirty hours at work invested in making the same
10:04
Speaker 1: decision plus cost that should have been made the first time.
10:08
Speaker 1: And sometimes if you're not if you don't want work
10:11
Speaker 1: to the person. So as you asked a question, are
10:13
Speaker 1: they going to work out it all? And what's what
10:15
Speaker 1: do I have so personal against the other department managers
10:17
Speaker 1: that I'm going to send them this person?
10:21
Speaker 2: Did you say I missed that? He just said, what
10:25
Speaker 2: do I have? What do I have personally against that
10:27
Speaker 2: other manager that I'm going to send this person to?
10:30
Speaker 2: That guy? Yeah, I've asked that.
10:31
Speaker 3: Right, you can deal with that, right, Yeah.
10:33
Speaker 2: I mean he's pretty pretty insightful, like I'm just moving
10:36
Speaker 2: him on somewhere else. But you you know what you're
10:38
Speaker 2: doing to the other managers, like what do you got
10:41
Speaker 2: personally against another manager? You would do that to it? Oh?
10:43
Speaker 1: I have asked that and they go, I don't, no, man,
10:46
Speaker 1: that's not how it is.
10:48
Speaker 2: What it is.
10:49
Speaker 1: When that person goes over there and causes more problems,
10:52
Speaker 1: they're gonna cost cunning more money, They're gonna run up
10:54
Speaker 1: more people. And like I said, in that one case
10:56
Speaker 1: is got dropped pretty His brother had made a huge
11:00
Speaker 1: settlement and he says, oh, well, I'm going to claim
11:02
Speaker 1: a back injury. And that was twenty thirty hours of
11:05
Speaker 1: work that went into that case. Several people were taken
11:08
Speaker 1: for the hearing. It was thrown out in fifteen minutes.
11:11
Speaker 3: Is it that easy you can just say like, oh
11:12
Speaker 3: my back hurts and just get workers?
11:15
Speaker 2: Essentially?
11:16
Speaker 1: Yeah, essentially, there's a crazy what happens. You go in
11:19
Speaker 1: these meetings with the negotiations and any type of where
11:22
Speaker 1: it's workers comp professional liability, auto. You're in discussion with
11:26
Speaker 1: you the gestures of the attorney for the assign the case,
11:29
Speaker 1: and I can say, what's the what's their likelihood of succeeding?
11:33
Speaker 1: Give me a percentage thirty percent? Okay, we're going to
11:35
Speaker 1: authorize you offer a settlement of twenty five percent of
11:38
Speaker 1: what they're asking for. Will we got thirty five to
11:40
Speaker 1: get a release? This one guy drugged out three years
11:43
Speaker 1: and he did all of that. He filed discrimination to
11:45
Speaker 1: play his white male's supervisor discreaming against him, a white
11:48
Speaker 1: male in front of unfair of black male co workers.
11:51
Speaker 1: Which is all right? That went through two hearings. Uh,
11:55
Speaker 1: he filed for unemployment, filed an appeal, and you play
12:00
Speaker 1: the recording he left in a supervisor's phone. There's a
12:02
Speaker 1: dog in five hundred. Supervisor was custody and threatening the supervisor.
12:07
Speaker 1: He has got a doubt phone, Dolph Dulphine spirit check
12:10
Speaker 1: for an injury. He didn't tell some a co injury.
12:13
Speaker 1: Couldn't want to lose job. So that's why he comes
12:15
Speaker 1: in and miss day's work. Throws down the note. We
12:17
Speaker 1: look at two things are added? Do you read this?
12:21
Speaker 1: Two things he had to this note? Doctor did take
12:23
Speaker 1: caspers needed stop using cocaine? What stopped using cocaine?
12:28
Speaker 3: That was what the doctor said.
12:30
Speaker 2: Yes, that guy, he filed note with you. Ultimately he
12:35
Speaker 2: found note with the company. He gave it to us.
12:37
Speaker 2: He threw down the table. Are you this You were
12:41
Speaker 2: wrong to fire me? Here's my doctor's note. Did you
12:44
Speaker 2: read this? It's crazy?
12:47
Speaker 1: He's saying, huh, yeah, did you really read what the
12:50
Speaker 1: doctor wrote on this note?
12:52
Speaker 2: I never really read the whole thing. Wow, he's just
12:55
Speaker 2: stop using cocaine. It probably his reading. But bomb lies
12:58
Speaker 2: this guy. That's good advice by the doctor.
13:00
Speaker 1: Channel four solid solid got him Channel four calls in
13:03
Speaker 1: Charleston this I'm harding this guy. He's had He said,
13:06
Speaker 1: y'all fired and wrong for that. Wanted to get a
13:09
Speaker 1: signed release because of course personally by the Congress when
13:11
Speaker 1: I told her reporter I can't talk with you, I
13:13
Speaker 1: want to at least I wanted to show that in
13:14
Speaker 1: the news for the camera. But this guy for three years,
13:18
Speaker 1: and we figured his cost the organization was probably Ballparker
13:21
Speaker 1: forty thousand in indirect cost for somebody who was fired
13:26
Speaker 1: for absenteeism because in the workplace, a good indicare of
13:31
Speaker 1: susan's abuse the day after they've been paid, that's when
13:33
Speaker 1: they're you're late or out. That's a good Oh, I
13:37
Speaker 1: never thought about that. Watch your attendance if you have
13:39
Speaker 1: some modes regular read tons issues. Anyway, that was that
13:43
Speaker 1: was just a while.
13:44
Speaker 3: So you know all about the the legal ups and
13:46
Speaker 3: downs and like how to navigate all this. What sounds
13:48
Speaker 3: like you've had some crazy experiences.
13:52
Speaker 1: Yes, the lawyers. Lawyers love it though. Lawyers make money
13:54
Speaker 1: because they got to defend this stuff.
13:56
Speaker 2: Did you get to what he just said, A good indicator? Yeah, Yeah,
14:00
Speaker 2: that's crazy. Of sub abuse is the day after pay
14:04
Speaker 2: is the day after payroll, And I guess, I guess.
14:09
Speaker 2: You know, there are different populations in different companies where
14:13
Speaker 2: there's you know, maybe there's more of a propensity of
14:17
Speaker 2: certain populations and certain types of jobs or something. I
14:20
Speaker 2: don't know. I don't know if that's true or not.
14:23
Speaker 2: I mean, I've never caught that, but I haven't dealt
14:25
Speaker 2: with a ton of substance abuse in my organization. There's
14:28
Speaker 2: a handful of times I have that I'm aware of,
14:30
Speaker 2: but there's a handful of times that you know that
14:33
Speaker 2: we've had to deal with it. But it is true.
14:35
Speaker 2: I mean, you know, the whole opiate opioid addiction thing,
14:39
Speaker 2: just they really focused disbursement into the rural areas where
14:45
Speaker 2: it's more blue blue collar workers, where guys hurt get
14:48
Speaker 2: hurt working, they do hard work, they're in pain, and
14:52
Speaker 2: you know, they start on the opens. I don't know
14:54
Speaker 2: what gets that's what gets most people going. But that's
14:56
Speaker 2: the story that I certainly have seen the documentaries on
14:59
Speaker 2: that it suggests that's how it seems to focused.
15:02
Speaker 1: It seemed to start there. You know, I'll be honest
15:04
Speaker 1: with you, I really never occurred to me. Fifteen years ago. Well,
15:06
Speaker 1: I'm seeing employees shopping prescriptions. It never occurred. What has
15:10
Speaker 1: we cut this off? And they did, and then they
15:14
Speaker 1: started going to other sources. But then we're kind of
15:16
Speaker 1: out this stuff is good. So then you see, I
15:18
Speaker 1: think it started fifteen two years ago with lead with abuse,
15:21
Speaker 1: larger a people with prescriptions. But I think we're got around.
15:24
Speaker 1: This is really cool. And once you got once you
15:26
Speaker 1: need a prescription, once the street sources came into play,
15:29
Speaker 1: then you didn't need to be to be injured on
15:32
Speaker 1: the job to get score some you could just go
15:34
Speaker 1: and of course the lethal stuff my corner will tell
15:36
Speaker 1: you in lankster case's I think, OPI what overdoses have
15:40
Speaker 1: a tenfold over their words? Fears? Yeah, in corners office
15:43
Speaker 1: wherever they go wild. But yeah, so that's that's certainly
15:47
Speaker 1: it never occurred to me. What would happened to they
15:49
Speaker 1: tightened up? And I guess if I didn't, I guess
15:52
Speaker 1: made are to think the same thing. What happens when
15:54
Speaker 1: we tightened up on this abuse? So when I talk
15:56
Speaker 1: about ger orientations or policies, I talk about the South abuse,
16:00
Speaker 1: I always emphasize as treatment options. Please don't be at
16:04
Speaker 1: that guy, A great guy who cared about his mother
16:06
Speaker 1: and overdosed.
16:08
Speaker 2: Yeah, that's a crazy story. Yeah, I'm curious. You know.
16:12
Speaker 2: One of the one of the products that we have
16:14
Speaker 2: now is called check three sixty five. I was just
16:16
Speaker 2: thinking about that way. It's at bechecks and it's it's
16:20
Speaker 2: a monitoring tool, and we're it's one of the most
16:23
Speaker 2: widely widely used monitoring tools in the country right now.
16:27
Speaker 2: We do two things. We're monitoring in the state of
16:30
Speaker 2: North Carolina right first, and we're expanding that to do
16:35
Speaker 2: other types of monitoring. But you know, our belief is
16:39
Speaker 2: it could be done really well on a state level,
16:42
Speaker 2: not as well on a national level at this point
16:44
Speaker 2: for anyone who tries to build it. And we've been
16:45
Speaker 2: doing it for fifteen years, probably the first company in
16:48
Speaker 2: the country to ever do monitoring. What that means is
16:53
Speaker 2: if someone gets arrested, you know, we find out pretty soon.
16:56
Speaker 2: In the state of North Carolina, we find out the
16:58
Speaker 2: next that same day of the next day and notified
17:01
Speaker 2: the employer who's doing the monitoring. We also monitor sex
17:04
Speaker 2: offender registries and those types of things for some large
17:06
Speaker 2: membership organizations where we were monitoring fifteen million people to
17:10
Speaker 2: night right. But when I first focused in on that product,
17:15
Speaker 2: I saw it as two things. One's you know, most
17:17
Speaker 2: people think, oh, someone gets arrested, fire them. But I
17:20
Speaker 2: saw it as an early warning sign for employee assistance programs.
17:23
Speaker 2: It is, you know there is some risk if someone
17:26
Speaker 2: did something, you'd be like, that's tough, I can't let
17:28
Speaker 2: them stay. That's showing really risky behavior. There are others
17:32
Speaker 2: that are emblematic of issues where they may not. You know,
17:38
Speaker 2: we did some surveys last year that showed us six
17:40
Speaker 2: and ten people wouldn't tell their employer if they got
17:42
Speaker 2: arrested six and ten. And then if you ask somebody, hey,
17:46
Speaker 2: would you you know, would you tell your employer? You
17:51
Speaker 2: know they're like if I tell them?
17:52
Speaker 1: When he fired and the company had an unlicensed illegal
17:56
Speaker 1: box truck hit my wife's car at a law firm, wow,
17:59
Speaker 1: and tried to drive off, I knew exactly who to call. Yeah,
18:03
Speaker 1: and I said, you know, you got somebody who is
18:05
Speaker 1: not supposely driving a CDL Vehicle's.
18:08
Speaker 2: That's cool insight because you're your suggestion. The last ten
18:12
Speaker 2: to fifteen years, a lot of risk and just people
18:14
Speaker 2: in cars who are doing driving work and monitoring, whether
18:17
Speaker 2: it's like MVR monitoring, like trying to do some type
18:20
Speaker 2: of driver's license monitoring, which can be it can be
18:24
Speaker 2: pretty expensive because of all the government access fees that
18:28
Speaker 2: are associated with getting MVRs. But in some states they
18:31
Speaker 2: put those driving defenses into the criminal record, into the data,
18:35
Speaker 2: same data, so you can monitor on it and pull
18:37
Speaker 2: it back and that's and so it would be a
18:40
Speaker 2: benefit for you to like, hey, I just got notified
18:43
Speaker 2: this person got arrested or ticketed for something.
18:47
Speaker 1: I've had people without licenses who lost licenses did not
18:49
Speaker 1: tell me and human and I understand why.
18:52
Speaker 2: Yeah, but like I said, from their job, Yeah, so
18:54
Speaker 2: I understand why six and ten people say. I'm not
18:56
Speaker 2: going to.
18:56
Speaker 1: Say we had a tremendous train wreck and ensureants for contractors,
19:01
Speaker 1: because what happened was when Insurance County found we had
19:04
Speaker 1: a case we could use a layer of the law
19:06
Speaker 1: and not to pay it. And suddenly they call performance bond.
19:09
Speaker 1: It was a guarantee of fixing the work if it's
19:11
Speaker 1: not done right. The court said, really, by layer to
19:14
Speaker 1: the law, nobody has this in South Carolina. That caused
19:17
Speaker 1: a pain because some kind of want to get fifteen
19:19
Speaker 1: million dollars and.
19:22
Speaker 2: They got out of it.
19:23
Speaker 1: So what's to say Insurance comes to look at you
19:25
Speaker 1: and say, you kill grandma? You got kill grandma, and
19:31
Speaker 1: we're not gonna We're not going to repay it because
19:34
Speaker 1: a person's on liicense and you didn't know, and yeah,
19:38
Speaker 1: that's your fault, that's they within the right to do that.
19:41
Speaker 1: And I said, then who's your coney belonged to?
19:43
Speaker 2: Next week?
19:44
Speaker 3: Yeah, that's kind of like some of the big messaging
19:47
Speaker 3: behind checks three sixty five is like, hey, if this
19:50
Speaker 3: happened to one of your employees, would you even know?
19:53
Speaker 3: And what we've learned is most companies just don't know,
19:56
Speaker 3: and so when there's a DUI or some kind of
19:58
Speaker 3: criminal offense just kind of slips under the record and
20:03
Speaker 3: then they just continue in their job, causing more damage,
20:05
Speaker 3: more potential damage. Years ago, this goes by, and then
20:08
Speaker 3: now we're coming in with the messaging and saying like, hey,
20:11
Speaker 3: if something crazy like this happens, you can know within
20:14
Speaker 3: a day and address it.
20:16
Speaker 2: In one way or another, you know, And one of
20:18
Speaker 2: the preventivest is just getting notification when someone's you know,
20:23
Speaker 2: lost their license doing driving. You know, it didn't necessarily
20:26
Speaker 2: be like I don't think it probably necessarily has to
20:29
Speaker 2: be losing their license. They could just have a history
20:31
Speaker 2: of you know, they've been getting reckless driving tickets and
20:34
Speaker 2: all types of other things and they're still driving for you,
20:38
Speaker 2: you know, And that's just what I mean again, it's
20:41
Speaker 2: just that the automobile side of monitoring not necessarily you know.
20:47
Speaker 2: So there's some of the drug issues that come across.
20:49
Speaker 2: It's probably the major issues when I look at monitoring.
20:54
Speaker 2: There's the results of monitoring. There's auto infractions, a ton
21:01
Speaker 2: of them. Right. Then you get next is drugs, you know, possession,
21:09
Speaker 2: use occasionally distribution. Uh. And then the next level is
21:13
Speaker 2: assault and those are those three things. Violence, Yeah, yeah, violence,
21:17
Speaker 2: And then you know, then you got all Then you
21:19
Speaker 2: got some other stuff from just being drunk. You know,
21:21
Speaker 2: somebody's drunk or high. They're now tearing up something, you know,
21:25
Speaker 2: doing something lewd and some you know, different places. You
21:28
Speaker 2: get it all becomes the combo. Yeah. And then and
21:31
Speaker 2: then of course you get that that doozy that comes
21:35
Speaker 2: through every once in a while and you're like, you
21:37
Speaker 2: know that's.
21:39
Speaker 1: Crazy, but yeah, it's you got a job we protect.
21:44
Speaker 2: See, I've got I've got a story to read.
21:46
Speaker 3: We've got one clip, I think, And well, I know
21:49
Speaker 3: you submitted a story for our contest.
21:50
Speaker 2: Which you can if you'd like to. Absolutely, Well, we've
21:55
Speaker 2: got a couple more stories.
21:56
Speaker 3: You have a bunch of stories from real Life's on
22:00
Speaker 3: that one.
22:00
Speaker 2: You sent us. Well, yeah, we can sort of talk
22:02
Speaker 2: about that. Conney.
22:04
Speaker 1: I came into the the controller had left the former
22:08
Speaker 1: controller who was sitting in federal prison. He had gotten
22:12
Speaker 1: hired in spite of a conviction that had happened. The
22:15
Speaker 1: background check service they used, which they were still used
22:17
Speaker 1: when it came into my investigation, like, wait a minute,
22:19
Speaker 1: you know the background check stores band.
22:20
Speaker 2: You're still using them all right, So they missed it, Yes,
22:26
Speaker 2: they got to.
22:27
Speaker 1: Now only they miss it. They get a garnishment notice
22:30
Speaker 1: for this controller's conviction and the h The operations manager
22:35
Speaker 1: told the HR my predecessor just putting restitution, put it
22:39
Speaker 1: the previous for the background for the offense that your
22:41
Speaker 1: background check didn't show. He did, wow, and she so
22:45
Speaker 1: she she listened to operations manage. Now on the other
22:49
Speaker 1: next door to her is the presence office. She if
22:51
Speaker 1: it had been me I had to walk there and said,
22:52
Speaker 1: we got a problem.
22:53
Speaker 2: She didn't do that.
22:54
Speaker 1: So what did he proceed to do? He starts looting
22:56
Speaker 1: the company and he took a few weeks off to
22:59
Speaker 1: go spend time son. I found when after he got
23:02
Speaker 1: Cayra into backgrounch I actually he was in trial. He
23:05
Speaker 1: was convicted way and sentencing for another set. So we
23:08
Speaker 1: were the third time.
23:11
Speaker 2: No kidding.
23:12
Speaker 1: And by the way, a little warning to all the
23:14
Speaker 1: criminals out there, Okay, you do you go to club
23:18
Speaker 1: fed your first time. If it's three strikes federal white color,
23:22
Speaker 1: you're going to medium security. You're going to be the
23:25
Speaker 1: only person at that table who didn't do a horrible,
23:28
Speaker 1: heinous offense. I wouldn't want to be that person that night.
23:33
Speaker 2: Yeah, this is so. It is remarkably similar to a
23:38
Speaker 2: story of someone I know who was running a massive
23:44
Speaker 2: scheme to steal from people, old people, right, whole financial crimes.
23:50
Speaker 2: He's pending trial, you know, FBI kicks in his door,
23:53
Speaker 2: comes in his house, the whole works right, hal him away.
23:55
Speaker 2: He gets out on some type of bail and now
23:58
Speaker 2: he's pending trial, right, so he applies too. I'm not
24:03
Speaker 2: going to say their name, but they are are there.
24:07
Speaker 2: They're they're a company that places financial and accounting people
24:14
Speaker 2: on a uh in in companies right there, recruiting firm
24:20
Speaker 2: right and do part time people and all that kind
24:23
Speaker 2: of stuff. And so that's their specialty. Okay. They he
24:28
Speaker 2: goes there and passes their background check and they place
24:31
Speaker 2: him in a controller, in a controller's role in another company.
24:35
Speaker 2: Meanwhile he's trying to he's literally on trial, his trials
24:40
Speaker 2: approaching for stealing you know, well over a million dollars
24:43
Speaker 2: from people.
24:44
Speaker 3: In the background check company missed the fact that he's even.
24:46
Speaker 2: Here's why, here's why this is. We talk about this
24:48
Speaker 2: all the time. We have people don't understand that federal
24:52
Speaker 2: courts are different than county courts. And they hear you
24:55
Speaker 2: when they buy their background check there. And and I
24:58
Speaker 2: don't blame a lot of even hr folks who don't
25:02
Speaker 2: know the difference, because you know, background checks get oversold
25:06
Speaker 2: by salespeople all the time, but they just leave out
25:08
Speaker 2: the federal The federals are hard to do and their
25:11
Speaker 2: labor intensive, and so companies don't background checks, don't don't
25:16
Speaker 2: do backroun checks, coming, don't do them. They gotta they gotta.
25:19
Speaker 2: It adds to the price of the deal, right, So
25:21
Speaker 2: it's easier to just say, oh, yeah, we got a
25:23
Speaker 2: national search in here, and you're all good.
25:25
Speaker 3: Ye have the past past background, everything's fine.
25:27
Speaker 2: So they don't run the federal search, and you're you
25:29
Speaker 2: just said a minute ago, the guy was busted three
25:31
Speaker 2: times in federal so he any county search, any standard
25:35
Speaker 2: background check, if they didn't add a federal search to it,
25:38
Speaker 2: that guy would come up clean every single time for
25:40
Speaker 2: a lot of people. And it did for your company
25:42
Speaker 2: before you got there, I guess, and you beefed up
25:45
Speaker 2: how they did their screening.
25:46
Speaker 1: Well, you know, it's it's one thing to somebody's somebody's
25:50
Speaker 1: novision to trust, but I think when you put somebody
25:53
Speaker 1: in that role, you better know it's worth it. I mean,
25:58
Speaker 1: there was Charleston King's shooting. I think of sing a
26:01
Speaker 1: link to that. Guy was hiring a restaurant. He just
26:04
Speaker 1: got out of prison for shooting a pastor in atm
26:07
Speaker 1: pastor survive was paralyzed, so he gets the the he
26:11
Speaker 1: was harassing and threatening intimiday employees, and the HR person
26:15
Speaker 1: for the restaurants said, didn't make a decision and she
26:19
Speaker 1: finds some one day, Okay, I'm going to let him go,
26:21
Speaker 1: and so I can't make it. Told the chef let
26:23
Speaker 1: him go.
26:24
Speaker 2: It's one of these nice.
26:24
Speaker 1: Restaurants on King Street and down at Charleston places I
26:27
Speaker 1: couldn't afford to go to for lunch, but there.
26:29
Speaker 2: Are people in there could afford lunch. That day.
26:31
Speaker 1: When the guy comes back in on a gun and
26:32
Speaker 1: holds the whole place at gunpoint, the chef steps in
26:35
Speaker 1: front of the gun and says, you're not doing this.
26:37
Speaker 2: To these people. So he's killed.
26:40
Speaker 1: No way they and right there was a story about
26:43
Speaker 1: well they didn't check because they're getting so by the way,
26:46
Speaker 1: in this case, it was so reckless. The hr manager
26:48
Speaker 1: was named awesome, not just the company not but they
26:52
Speaker 1: were going after her as well. That's five million dollars.
26:55
Speaker 1: But they did a story in the Restaurant Association present, well,
26:58
Speaker 1: thirty five dollars is too much to pay for all
27:00
Speaker 1: these dishwashes we hire. Yeah, what's a five million dollar
27:04
Speaker 1: lawsuit and the fact that you got somebody killed?
27:06
Speaker 2: Wow? Yeah, okay, So to the point of money, always
27:10
Speaker 2: say forty dollars background check couldn't saved the life and
27:13
Speaker 2: the liability.
27:14
Speaker 1: I mean, you know, auto policy and something I've learned.
27:17
Speaker 1: It's a good benchmark and my experienced part of my
27:20
Speaker 1: jobs and managing risk risk insurance policy for twenty years
27:23
Speaker 1: has been my plate. For every four or five dollars
27:26
Speaker 1: they pay out between the settlement, award, legal defense costs,
27:31
Speaker 1: your rates going up a dollar. I had a twenty
27:33
Speaker 1: years I had a one quarter million dollar works comp case.
27:36
Speaker 1: Wasn't our fault. It was a fall of the subcontractor.
27:39
Speaker 1: But the way it works, the snow fault your employee,
27:41
Speaker 1: you pay ae dar break job put almost killed. This
27:44
Speaker 1: guy costs one quarter million dollars. I reknew it was
27:47
Speaker 1: at two hundred thousand dollars. Wow, two hundred thousand dollars.
27:51
Speaker 1: We had to let people go to cut cost.
27:53
Speaker 2: Wow.
27:53
Speaker 1: Yeah, that guy was injuredn't wasn't his faulty almost got killed?
27:57
Speaker 1: And I taught his case marriage a couple of ASO.
27:59
Speaker 1: Actually he's in Colorad. I'm getting by. But but you
28:03
Speaker 1: look at five people, I gotta let you go.
28:06
Speaker 2: Why because we didn't manage some risk.
28:09
Speaker 1: We had to pay out, you know, So it's like,
28:13
Speaker 1: I'm sorry, man, you know what? You go home thinking
28:16
Speaker 1: about that you should think about. But yeah, the thing
28:19
Speaker 1: is so risk costs money. And once you see your
28:23
Speaker 1: CLAUDO go up, once you see your your liability go up,
28:25
Speaker 1: then you realize you could have it would have been
28:28
Speaker 1: more worth it to spend the thirty five forty hours
28:31
Speaker 1: for the background check exact and for the HR practitioner
28:34
Speaker 1: to actually learn how to do these things, understand these things.
28:38
Speaker 2: Well, clearly you figured out something because what you wouldn't
28:42
Speaker 2: believe the number of times that we get you know
28:45
Speaker 2: and be checks are the background check company. Right now,
28:48
Speaker 2: our salespeople talk to somebody and the first thing out
28:49
Speaker 2: of their question is, well how much is your background check?
28:53
Speaker 2: And that they're leading question is priced. And when they
28:57
Speaker 2: do that, they tilt their hand us and let us
28:59
Speaker 2: know that one they don't know about background checks and
29:03
Speaker 2: they're not an educated buyer, right and so U and
29:09
Speaker 2: companies really deserve to have an expert when it comes
29:12
Speaker 2: to their HR leaders should be experts in background checks
29:16
Speaker 2: because you've noted a difference. You knew that that other
29:19
Speaker 2: company had not done a good check. It came back clear,
29:22
Speaker 2: and you knew to come and build an effective background
29:25
Speaker 2: check in the way it's done because baground checks are
29:27
Speaker 2: different and you read it one time, you found it.
29:29
Speaker 1: A lot of HR people and the person in our
29:31
Speaker 1: place that kind is a glorified admin promoted out of a.
29:34
Speaker 2: Role to a job.
29:34
Speaker 1: Oh HR is hired. They just do paperwork. They can,
29:40
Speaker 1: but if you're smart, you've paid a little bit extra,
29:42
Speaker 1: you get to more qualified person. It actually goes to
29:44
Speaker 1: work to protect people as well as your company. It
29:48
Speaker 1: should be that simple, but often it's not. And you
29:52
Speaker 1: know the dollars and cents. There are some things which
29:55
Speaker 1: are commodities and you buy and sell the prices of
29:58
Speaker 1: the matters or for we made filters and that essentially
30:02
Speaker 1: was that's a command if air filters and airfield. I
30:04
Speaker 1: hate say it, but a background check is not a
30:07
Speaker 1: background check, and I have seen myself.
30:10
Speaker 2: You need to know who you lay in the door exactly.
30:13
Speaker 1: You need to know. You need to know who you're
30:15
Speaker 1: putting behind the wheel.
30:16
Speaker 2: Want talk.
30:16
Speaker 1: I do a lot of HR volunteary HR advisory nonprofits.
30:19
Speaker 1: You have a car, do you have to do you
30:22
Speaker 1: volunteers work around children? Do you volunteers work with financial assets?
30:26
Speaker 1: You need to get a service, a good service, and
30:29
Speaker 1: if you talk to them they'll probably negotiate a price
30:32
Speaker 1: with you because they want to be supporting nonprofits. But
30:35
Speaker 1: none of them, none of them have any awareness of
30:38
Speaker 1: this stuff.
30:39
Speaker 2: Yeah, in all those same conversations.
30:42
Speaker 3: And yeah, like I said, you get you have more
30:43
Speaker 3: stories than we do. I feel like just just from
30:47
Speaker 3: your years in HR and hiring and managing and things
30:49
Speaker 3: like that.
30:52
Speaker 2: What's that story.
30:54
Speaker 1: Let's let's talk about some stories here.
30:56
Speaker 2: Yeah, yeah, yes, story.
31:01
Speaker 1: I wish I could say on the other person's had
31:02
Speaker 1: these bad stories.
31:03
Speaker 3: But let's see, Yeah, well yours, yours more minor more
31:06
Speaker 3: your story.
31:06
Speaker 2: But that that story with that's like one of the
31:09
Speaker 2: best stories I've heard. With the controller who comes in you.
31:13
Speaker 2: You came into that job after he was there, right,
31:16
Speaker 2: he had destroyed he had left about a year before.
31:18
Speaker 2: They're still struggling with it.
31:19
Speaker 1: He had trashed their books. They were just kind of
31:22
Speaker 1: help other comments.
31:24
Speaker 2: Yeah, yeah, yeah, wow.
31:26
Speaker 3: I still like the story where the doctors no, it
31:28
Speaker 3: was just just stopped doing cocaine.
31:30
Speaker 2: That might be I've got a better one.
31:35
Speaker 3: Oh god lord man, you about to come back on
31:37
Speaker 3: the show with stories. I got one to read a
31:41
Speaker 3: little more lighthearted than yours. Uh, And then one one
31:44
Speaker 3: to react to that, I interview this lady, Marcia. Okay,
31:47
Speaker 3: so I'll read this first one. This is the story
31:50
Speaker 3: of the most unique job reference that I've ever heard.
31:53
Speaker 3: I was one recruiting for a very unique and difficult
31:56
Speaker 3: role that requires some specific certifications and licenses. I finally
32:00
Speaker 3: found a candidate who has this one super rare license.
32:04
Speaker 3: It's like one of those credentials where you're thinking, this
32:05
Speaker 3: guy's basically a unicorn. It's hard to find, hard, high demand,
32:10
Speaker 3: and it's exactly what the client needs. So everything looks
32:14
Speaker 3: great on paper, which, by the way, it's kind of
32:15
Speaker 3: a common theme around here. Everything looks great on paper.
32:19
Speaker 3: So we do what we always do, We check references
32:21
Speaker 3: before we send somebody over. And the guy lists of
32:24
Speaker 3: reference that's unlike anybody that I've ever seen. It's actually
32:27
Speaker 3: not just some random manager as somebody that I personally
32:30
Speaker 3: know really well. So I'm thinking, this is interesting, this
32:32
Speaker 3: should be an easy green light. So I call the
32:35
Speaker 3: guy's job reference and they pick up, and before I
32:38
Speaker 3: can even finish my sentence, they go, oh my gosh, stop,
32:41
Speaker 3: this can't keep happening. And I pause in confusion, and
32:45
Speaker 3: the guy says, I don't know why on earth this
32:47
Speaker 3: guy keeps referencing or keeps putting me down as his reference.
32:51
Speaker 3: And I'm like, what do you mean? They say, this
32:54
Speaker 3: dude worked here for less than a week. He didn't
32:56
Speaker 3: know how to do a single thing that he said
32:58
Speaker 3: he could he knew how to do. And the second
33:01
Speaker 3: that we asked for a copy of this rare license,
33:03
Speaker 3: he stopped showing up for work and ghosted us. This
33:07
Speaker 3: guy the reference on the phone said, you're the third
33:09
Speaker 3: person this week who's called me this guy asking for
33:12
Speaker 3: a reference. And I've told every single one of the
33:14
Speaker 3: same thing, don't hire this guy, but he keeps putting
33:17
Speaker 3: me down as his reference.
33:18
Speaker 2: For some reason.
33:19
Speaker 3: Uh, so that was that was this guy, this guy's
33:22
Speaker 3: job reference. So it comes back to me as a recruiter.
33:25
Speaker 3: I have to go back to the candidate and pretty
33:27
Speaker 3: much say, Hey, your reference did it call?
33:29
Speaker 2: It didn't really go that well, your.
33:30
Speaker 3: Reference didn't really check out, bro, Your reference actually just
33:33
Speaker 3: completely let you on fire and told us not to
33:35
Speaker 3: hire you. Some maybe you want to choose a different reference.
33:37
Speaker 3: And he said, oh, maybe that's why I haven't heard
33:39
Speaker 3: back from any of the companies.
33:40
Speaker 2: I've interviewed with. Lately so, so that was crazy.
33:44
Speaker 3: He just keeps you the same reference over and over again,
33:47
Speaker 3: and he's like, stop calling me on someone.
33:52
Speaker 2: You worked for for a week. Yeah, like what did
33:54
Speaker 2: you expe.
33:56
Speaker 1: He doesn't have a clue, and the can is a
33:58
Speaker 1: pattern here, you didn't have a clue, that's why job
34:00
Speaker 1: and have a close Why should.
34:01
Speaker 2: Call so and so?
34:02
Speaker 3: And then three more interviews that all didn't go well
34:04
Speaker 3: as his reference.
34:05
Speaker 1: Yeah, yeah, that's it happens sometimes sometimes these people are
34:11
Speaker 1: more transparent than you would think and they didn't even
34:14
Speaker 1: realize it.
34:14
Speaker 3: Yeah, they're the easy ones. They help you, I guess. So, Yeah,
34:18
Speaker 3: it's next door. Is not my story, but this is
34:20
Speaker 3: actually uh Marcia or Martin Marsha who I interviewed with
34:25
Speaker 3: Marcia Marcia. I think it's Marcia, and she told me
34:29
Speaker 3: this story, if you will.
34:29
Speaker 4: At Glinton, I've had one candidate that was interviewing for
34:34
Speaker 4: a role and I lived in a small town and
34:36
Speaker 4: interviewed for a production role I think it was, and
34:40
Speaker 4: they were already working for the organization as a contractor.
34:43
Speaker 4: I think they were working security at the time, and
34:45
Speaker 4: they interviewed Their parents worked for the organization for the
34:49
Speaker 4: brewery so the parents worked there. He wanted to get in,
34:52
Speaker 4: and so it was we were getting a lot of
34:54
Speaker 4: pressure from the parents who were production operators to hire
34:57
Speaker 4: their son. You know, we put through the whole interview
35:00
Speaker 4: and everything, and unfortunately, based off of the interview process,
35:04
Speaker 4: the individual just wasn't going to make the cut. Because
35:07
Speaker 4: we had they were a referral and because they were
35:10
Speaker 4: part of family and stuff that worked there. I was asked,
35:13
Speaker 4: you know, not asked, but you know the right thing
35:15
Speaker 4: to do is to call him and to you know,
35:18
Speaker 4: give let him know about the rejection rather than just
35:20
Speaker 4: you know, the blanket emails that you can send help.
35:23
Speaker 4: And so I called him and I said, you know,
35:25
Speaker 4: this is what would happen. Here's some tips for you know, future,
35:28
Speaker 4: And all of a sudden, the phone got really really quiet,
35:31
Speaker 4: and I was like, are you still there? And then
35:33
Speaker 4: I hear the sobbing in the background and this Dooman
35:37
Speaker 4: was just crying on the phone. I don't know what
35:40
Speaker 4: to do, and you know, trying to console them and
35:44
Speaker 4: you know, say, you know, you've got six months to
35:46
Speaker 4: reapply and giving them all these tips on you know,
35:49
Speaker 4: what things he could do and that you know, we
35:51
Speaker 4: still looked forward to having him here as a contractor
35:54
Speaker 4: and all these things. And it got to the point
35:56
Speaker 4: where I got really inconsolable, and his mom had to
35:58
Speaker 4: get on the phone and you know, apologize for him,
36:01
Speaker 4: and so it was really hard. But the worst part
36:04
Speaker 4: is that they actually lived two houses from me. It
36:09
Speaker 4: was horrible. It was horrible. May also say he never reapplied.
36:13
Speaker 4: I think he just realized it wasn't for him. It
36:14
Speaker 4: was more like his parents wanting him to do it.
36:17
Speaker 3: So what she didn't mention there is that what she's
36:20
Speaker 3: mentioned that that guy lived two doors down and living
36:23
Speaker 3: two hours down from her.
36:24
Speaker 2: So she was telling me that small town.
36:26
Speaker 3: You would be like going out to get her mail,
36:28
Speaker 3: like the day after this happened, and just like awkwardly
36:31
Speaker 3: like hey, sorry about the other day, or like going
36:33
Speaker 3: to get her trash cans, and she would like keep
36:35
Speaker 3: running into that watch that one guy, which I thought
36:37
Speaker 3: was very awkward.
36:38
Speaker 2: Well, William Man, we appreciate it. You've been fun. It's
36:41
Speaker 2: been cool.
36:42
Speaker 1: I love it, And I'll share my best story when
36:45
Speaker 1: the camera's off. That might be true for a lot
36:51
Speaker 1: of people that that that little show up and all
36:54
Speaker 1: your stuff.
36:55
Speaker 2: Yeah, yeah, that's for sure. But but thanks. Hey listen,
37:00
Speaker 2: if you're if you, if you haven't yet, submit your
37:03
Speaker 2: stories to us. We'd love to see them. We want
37:07
Speaker 2: to read them, want to have you on the show
37:09
Speaker 2: through one of the segments. We're building a pipeline of
37:11
Speaker 2: people and we're interviewing people now regularly for the segments. William,
37:15
Speaker 2: thank you. You've been awesome. It's been fun.
37:17
Speaker 1: It's been cool to see the back the back room.
37:20
Speaker 1: I've used y'all for how many for over a decade, Yeah,
37:23
Speaker 1: without failed. I get to finally see the place where
37:25
Speaker 1: it all happens.
37:26
Speaker 2: I'm glad to hear. People should come on here just
37:28
Speaker 2: to do that. Yeah, yeah they should.
37:30
Speaker 1: Please don't, please, don't have a tragic story just so
37:33
Speaker 1: you can come on the show.
37:34
Speaker 3: Base plenty without that, you can borrow some on yes, right,
37:38
Speaker 3: I love it.
37:39
Speaker 2: Well, we appreciate you, guys. We'll see you on the
37:41
Speaker 2: next podcast.