Latest / Becker’s Healthcare Podcast / AI, Relocation, and the Future of Talent Acquisition with Jeff Ellman and Michael Krasman

Transcript

AI, Relocation, and the Future of Talent Acquisition with Jeff Ellman and Michael Krasman · Becker’s Healthcare Podcast

• 0:02
  - There's a version of AI in health care
• 0:03
  - that lives mostly in press releases,
• 0:06
  - pilot programs, partnership announcements,
• 0:08
  - theoretical use cases.
• 0:10
  - And then there's the version that lives in
• 0:12
  - the work, the CIO trying to get a
• 0:15
  - model into production
• 0:16
  - without breaking a dozen workflows,
• 0:18
  - the revenue cycle leader weighing automation against accuracy,
• 0:22
  - the CISO who knows that every new integration
• 0:26
  - attack service.
• 0:27
  - Becker's eleventh annual IT and revenue cycle conference
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  - More than 2,500
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  - executive level attendees,
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  - 600 plus speakers,
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  - and four days of sessions designed around the
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  - real operational questions
• 0:43
  - behind AI, cybersecurity,
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  - revenue cycle performance, and digital health.
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  - Join us September 14 through the seventeenth.
• 0:51
  - For the agenda and event details, visit beckershospitalreview.com
• 0:55
  - and click on the events tab in the
• 0:57
  - upper right.
• 0:59
  - This is Scott Becker with a special episode
• 1:02
  - of the Becker Business and Becker's Healthcare podcast.
• 1:05
  - I'm thrilled today to be joined by two
• 1:08
  - brilliant entrepreneurs,
• 1:09
  - who are the founders of a company called
• 1:11
  - Urban Bound. They work a lot with health
• 1:14
  - systems, brilliant people.
• 1:17
  - Jeff and and Michael, let me ask you
• 1:18
  - each to take a moment to introduce yourself,
• 1:21
  - then we'll talk about the core of what
• 1:22
  - you do, how it's evolving, where you're most
• 1:25
  - focused, and a lot more.
• 1:27
  - Jeff and Michael, can I ask the two
• 1:28
  - of you to introduce yourselves and tell us
• 1:30
  - a little bit about your backgrounds? Thank you,
• 1:32
  - Scott. My name is Jeff Hellman. I'm one
• 1:34
  - of the cofounders of UrbanBound. Michael, you wanna
• 1:35
  - introduce yourself? Yeah. I'm Michael Krasman. I'm the
• 1:37
  - other cofounder here at Urban Bound.
• 1:40
  - Tell us what Urban Bound does.
• 1:42
  - Sure. So I'm gonna go back to actually
• 1:44
  - Scott, I had a chance to read your
• 1:45
  - your recent book, Building Great Businesses. And in
• 1:48
  - that book, you actually talk about
• 1:49
  - turning problems into opportunities.
• 1:52
  - So Michael and I, have owned several companies
• 1:54
  - together. One of the companies we own was
• 1:56
  - a recruitment
• 1:57
  - organization where we saw
• 1:59
  - all of our clients that had a lot
• 2:00
  - of out of market hires
• 2:02
  - were typically dropping the ball when someone had
• 2:04
  - to move for that job. And when we
• 2:05
  - looked at health care, we saw that most
• 2:07
  - health care systems today, when they have to
• 2:09
  - recruit talent and that talent was not in
• 2:11
  - their own backyard,
• 2:12
  - typically, they treat relocation
• 2:14
  - as, like, here's some money. Here's a lump
• 2:16
  - sum of money or reimbursement for your relocation,
• 2:19
  - and they leave everything to chance.
• 2:21
  - So our goal was to look at this
• 2:22
  - health care industry and say, how do we
• 2:24
  - actually improve the odds of attracting talent and
• 2:26
  - finding ways to lower cost, improve operational efficiencies,
• 2:30
  - and create a joyful experience
• 2:32
  - to help win this war for talent?
• 2:34
  - Michael, you wanna add some color to that?
• 2:36
  - Yeah. And, you know, Jeff and I have
• 2:38
  - been working together for, jeez, over twenty five
• 2:40
  - years at this point. And so we're, you
• 2:42
  - know, obsessed with this intersection of where HR
• 2:45
  - and technology can really come together to really
• 2:48
  - improve
• 2:49
  - overall operations for our clients, these, you know,
• 2:52
  - these large health care systems, and of course,
• 2:54
  - these relocating families. So that's really what UrbanBound's
• 2:57
  - all about. That's what we're focused on day
• 2:58
  - in day out. Yeah. And the goal is
• 3:00
  - really to to bring the entire experience, like,
• 3:02
  - into one platform
• 3:03
  - so the health care systems can create, like,
• 3:05
  - a more consistency, more transparency,
• 3:08
  - give our recruitment leaders the opportunity to see
• 3:09
  - exactly where every candidate is in the journey
• 3:11
  - throughout their move. And then we want our
• 3:13
  - clients
• 3:14
  - to be able to fill these critical roles
• 3:15
  - at a faster pace,
• 3:17
  - making sure every relocate employee feels supported from
• 3:19
  - the moment they accept that job offer. Because
• 3:21
  - too often, once again, relocation
• 3:23
  - is simply left a chance and and should
• 3:25
  - not be a gamble when it's taking nine
• 3:26
  - months to fill that key role, and then
• 3:28
  - we just hope you show up to on
• 3:29
  - day one for your start date.
• 3:31
  - Talk about that. So all of us have
• 3:33
  - had that nightmare where we hire somebody, and
• 3:35
  - two days before they're supposed to start, they
• 3:37
  - they decide that they're not taking the job
• 3:39
  - or they've you you've seen, you've sort of
• 3:41
  - watched. They're not taking all those steps to
• 3:43
  - move to the community that you need, particularly
• 3:46
  - in the physician or nursing area,
• 3:48
  - where systems are very much
• 3:50
  - invested in having the people come and start,
• 3:53
  - and it's critical.
• 3:54
  - Talk about how you fit into that and
• 3:57
  - how you got started with sort of this
• 3:58
  - type of service and business.
• 4:01
  - Yeah. First of all, there's a there's a
• 4:02
  - big gap, you know. So without without UrbanBound,
• 4:05
  - if you look at the health care system
• 4:06
  - and why they're surprised when someone doesn't show
• 4:08
  - up to work on day one or whatever
• 4:09
  - it might be, is because if the moment
• 4:11
  - an offer is accepted
• 4:13
  - to the moment someone actually show up to
• 4:14
  - work and perform the job, there's this gap
• 4:16
  - in time where too often it it's just
• 4:19
  - every everything's left to chance. So if there's
• 4:21
  - great software that's managing the entire process,
• 4:24
  - the recruiter can actually log in and say,
• 4:25
  - okay. Where is this physician? Where is this
• 4:27
  - executive
• 4:28
  - at in this journey? Oh, I can see
• 4:30
  - that, you know, they've already been connected with
• 4:32
  - a a local van line. They've found temporary
• 4:34
  - housing. They booked their final travel. Looks like
• 4:36
  - they're exploring neighborhoods within the platform to be
• 4:38
  - able to find the right place to live.
• 4:40
  - So there's no surprises when you're leveraging software
• 4:42
  - because you get all the early indications that
• 4:44
  - someone's highly engaged or someone who's not engaged.
• 4:47
  - But great software also starts before the actual
• 4:49
  - relocation. When we talk about the surprises,
• 4:52
  - it's all the way back to the very
• 4:53
  - initial interviews. So the best health care systems
• 4:55
  - today, when they have an out of market
• 4:57
  - candidate and they know that he or she
• 4:59
  - will have to actually relocate to take the
• 5:00
  - job,
• 5:01
  - they actually wanna be able to begin to
• 5:03
  - sell them on the community, not just the
• 5:04
  - job itself.
• 5:05
  - So Urban on our software actually has an
• 5:07
  - entire component
• 5:08
  - where a candidate can come in and begin
• 5:10
  - to research about what would it be like
• 5:12
  - for myself or my family to move here?
• 5:14
  - You know, what what neighborhoods should we what
• 5:16
  - would we wanna live in? My child is
• 5:18
  - really into soccer or basketball. What what what
• 5:21
  - league should they consider joining? So everything about
• 5:23
  - the community is to get someone excited to
• 5:25
  - next step of the process before they actually
• 5:27
  - come on-site to interview and then eventually
• 5:29
  - accept the job and have to relocate themselves
• 5:31
  - and their family to the to the area.
• 5:34
  - Amazing. And I know that you work with
• 5:35
  - some great systems.
• 5:37
  - Talk about why this has been so important
• 5:39
  - to systems in sort of closing that loop
• 5:42
  - with recruitment and, quite frankly, retention it and
• 5:45
  - getting people on board and on board in
• 5:47
  - a way that they're happy with.
• 5:49
  - Yeah. So, you know, as as I'm sure
• 5:52
  - all of your listeners are well aware, there's,
• 5:53
  - you know, a lot of very, very, very
• 5:56
  - problematic
• 5:57
  - trends that have been happening in in health
• 5:59
  - care, particularly around the labor shortage and the
• 6:01
  - need to really be cost effective.
• 6:04
  - And we watch those trends very closely and
• 6:05
  - we're thinking of ways that we can really
• 6:07
  - help our clients
• 6:09
  - ultimately achieve their goals, fill the important roles
• 6:12
  - that are gonna deliver, you know, all of
• 6:13
  - that important
• 6:15
  - value to all of the people that rely
• 6:17
  - on those health systems. And so what we're
• 6:19
  - doing is trying to really help people cast
• 6:21
  - the widest net possible so that they can
• 6:23
  - really find the talent that they're looking for.
• 6:25
  - And
• 6:26
  - looking beyond your backyard is no longer really
• 6:28
  - just an option. It's really a critical part
• 6:31
  - of how you're going to go out and
• 6:32
  - find that talent. I think recent data point
• 6:35
  - I saw, not that long ago was that
• 6:37
  - they're expecting a shortage of about a 120,000
• 6:40
  - physicians or more by 2030.
• 6:42
  - And that's a problem, obviously, we have to
• 6:44
  - we have to all
• 6:45
  - be concerned about. And that's really what what
• 6:48
  - we're focused on every day is making it
• 6:50
  - easier for health care systems to find that
• 6:52
  - talent and make it appealing for those physicians,
• 6:56
  - nurses, and their families to wanna make that
• 6:59
  - leap to go where they're needed ultimately.
• 7:02
  - Michael, I added that too. Another trend that
• 7:03
  - we're seeing right now is is the
• 7:05
  - the pressure
• 7:07
  - to contain costs within health care has significantly
• 7:09
  - increased in the last few years.
• 7:11
  - Yet so many health care systems, when they
• 7:13
  - do relocate talent, they just throw money at
• 7:16
  - the problem. You know, here's $20,000.
• 7:18
  - You'll get it in your first paycheck. You
• 7:20
  - front out the money. You figure out what
• 7:22
  - vendors to use, and it leads to a
• 7:24
  - lot of uncertainty and risk.
• 7:26
  - So there are low hanging fruit opportunities to
• 7:28
  - contain costs if done properly.
• 7:30
  - So a trend that we're seeing in health
• 7:32
  - care is most health care systems have moved
• 7:34
  - away
• 7:35
  - from just giving money, whether it's a sign
• 7:37
  - on bonus or a lump sum or reimbursement
• 7:39
  - for relocation.
• 7:40
  - And they moved to what are called managed
• 7:42
  - budgets.
• 7:42
  - So, Scott, take that same, you know, $20,000
• 7:45
  - that is being given to relocate as a
• 7:46
  - stipend and move that over to, like, the
• 7:48
  - Urban platform, and you have up to $20,000
• 7:52
  - to spend as a managed budget. And in
• 7:54
  - there is all about, you know, choice and
• 7:56
  - flexibility and support where I can look at
• 7:57
  - a menu of services that my family and
• 7:59
  - myself need to move to Cleveland, and I
• 8:02
  - can begin to actually book vetted suppliers for
• 8:04
  - my household goods, you know, for my short
• 8:06
  - term housing, shipping my car, whatever it might
• 8:08
  - be. And why this is saving money is
• 8:10
  - because whatever is not spent against that managed
• 8:12
  - budget goes back that health care system as
• 8:15
  - cost savings. And what's so interesting at Irvine,
• 8:17
  - this trend is that we're seeing is that
• 8:18
  - 94%
• 8:20
  - of all the management moves that we have
• 8:22
  - coming underneath that budget and the average savings
• 8:24
  - is just short of $3,000
• 8:26
  - per move. So for a system that's hiring
• 8:28
  - and relocating hundreds of people or sometimes some
• 8:30
  - of our clients are thousands, it's millions of
• 8:33
  - dollars in low hanging fruit cost savings opportunities.
• 8:35
  - Ian's
• 8:37
  - improves the experience of the recruited person too,
• 8:40
  - I I take.
• 8:41
  - Absolutely.
• 8:43
  - Thank you. And and, Michael, talk about as
• 8:45
  - you move to the second part of 2026,
• 8:48
  - what are you most focused on and excited
• 8:50
  - about with Urban Bound and and and where
• 8:53
  - are you most focused and excited?
• 8:55
  - Yeah. So, you know, it's a topic that,
• 8:58
  - of course, many, many companies are are are
• 9:00
  - thinking about right now, but we are really,
• 9:03
  - really excited about the power that AI unlocks
• 9:06
  - in this mission that we have to help
• 9:08
  - these health care partners fill their open roles
• 9:10
  - and ultimately deliver more and more wow experiences
• 9:14
  - to help attract that critical talent.
• 9:16
  - So, you know, we
• 9:18
  - we're we're using AI exclusively across our company
• 9:21
  - in many, many, many different ways. But as
• 9:24
  - far as our our delivery of value to
• 9:26
  - the relocating, you know, families as well as
• 9:30
  - our health care partners, you you know, the
• 9:32
  - recruiters, etcetera. There's just so much
• 9:35
  - of an unlock that AI brings to the
• 9:37
  - table. Jeff and I, as we mentioned earlier,
• 9:39
  - have been working together for a very long
• 9:41
  - time, so we pretty much saw the, you
• 9:43
  - know, the evolution of the commercialization of the
• 9:46
  - Internet. We we built our businesses through the
• 9:48
  - mobile revolution, and
• 9:51
  - frankly AI is bigger than both of them
• 9:53
  - combined in many different ways. You move it
• 9:55
  - gives you so much capability that you just
• 9:57
  - really didn't have, you know, just three, four
• 10:00
  - years ago.
• 10:02
  - And how will AI impact both
• 10:04
  - search and recruitment
• 10:06
  - as well as this this final mile, this
• 10:09
  - onboarding of people and getting them located in
• 10:11
  - their communities?
• 10:12
  - How is AI gonna have an impact?
• 10:14
  - Where do you see AI having an impact
• 10:15
  - there?
• 10:17
  - Yeah. I think there's a number of different
• 10:18
  - places. I mean, from the recruiting
• 10:20
  - side specifically,
• 10:22
  - you know, there's
• 10:23
  - the ability to just be much more
• 10:26
  - laser focused and targeted on finding the right
• 10:29
  - candidates for different roles,
• 10:32
  - allowing
• 10:33
  - AI to do a much more efficient job
• 10:36
  - of filtering through, you know, hundreds or thousands
• 10:39
  - of
• 10:40
  - potential candidates,
• 10:42
  - doing the right targeted marketing to bring those
• 10:44
  - individuals to the table to talk about a
• 10:46
  - potential opportunity.
• 10:48
  - And then even, you know, we're seeing
• 10:50
  - companies out there that are doing all kinds
• 10:52
  - of amazing things with, you know, doing that
• 10:55
  - initial screening so that you can eliminate individuals
• 10:57
  - that aren't the right fit for that role
• 10:59
  - or channel them into other roles that might
• 11:01
  - be a better fit, all while the recruiter
• 11:03
  - is basically able to spend their time on
• 11:06
  - those that are the highest likelihood
• 11:08
  - to convert.
• 11:10
  - So I think from the recruiting side and
• 11:12
  - the sourcing side, there's
• 11:14
  - some incredible opportunities that I think a lot
• 11:16
  - of companies are already starting to take advantage
• 11:18
  - of to make their output even better than
• 11:22
  - before.
• 11:22
  - From an onboarding perspective, there's a a number
• 11:25
  - of different places that we are already starting
• 11:27
  - to deliver AI to our,
• 11:30
  - existing, you know, relocating
• 11:31
  - employees, the physicians, the nurses, etcetera.
• 11:34
  - Think about content, for example. Jeff mentioned earlier,
• 11:37
  - we want our clients to be able to
• 11:39
  - start leveraging
• 11:40
  - the data and the information that we have
• 11:43
  - as early on as that first interaction. So,
• 11:46
  - you know, I'm somebody who's thinking about this
• 11:48
  - role. I know I'm gonna have to relocate
• 11:50
  - with my family. I wanna start understanding what
• 11:52
  - is my life going to look like when
• 11:55
  - I decide to make the move and, you
• 11:57
  - know, relocate to a different location, whether it's
• 12:00
  - Chicago, anywhere. You know? That's where we're we're
• 12:02
  - based, for example. You know? I can start
• 12:05
  - getting information delivered to me based on my
• 12:07
  - specific needs. So as our platform learns more
• 12:10
  - about your situation, do you have kids? Do
• 12:13
  - you have pets?
• 12:14
  - What type of, you know, neighborhood you currently
• 12:17
  - live in? Are there things about your neighborhood
• 12:19
  - that you'd like to see the same kind
• 12:20
  - of elements in a future, you know, neighborhood
• 12:22
  - or city that you move to, etcetera.
• 12:24
  - All of a sudden, content can start to
• 12:26
  - become delivered
• 12:28
  - in real time completely configured to your specific
• 12:31
  - situation. So no longer do you have to
• 12:34
  - build a very static web app that, you
• 12:36
  - know, kind of channels people through content,
• 12:39
  - the way you really had to, you know,
• 12:41
  - four or five years ago. Now you can
• 12:43
  - actually deliver information dynamically,
• 12:46
  - and that dynamic
• 12:47
  - information is so
• 12:49
  - tailored to that individual that it's really a
• 12:52
  - magical experience when that happens.
• 12:54
  - We're also looking at ways to predict what
• 12:56
  - the next thing you might need to do
• 12:58
  - and actually help you take action on that.
• 13:00
  - I think that's something that a lot of
• 13:01
  - people when they start to really understand
• 13:04
  - what AI can deliver that, you know, if
• 13:07
  - if if you've used, you know, ChatGPT
• 13:09
  - or, you know, Claude or or any of
• 13:11
  - the different, you know,
• 13:13
  - AIs that are, you know, commonly available to
• 13:15
  - consumers, let's say, right now. And, you know,
• 13:17
  - you you you prompt it for something, and
• 13:19
  - then at the end, it says, hey. Would
• 13:21
  - you like me to take this next step
• 13:22
  - for you?
• 13:23
  - That experience
• 13:25
  - of having software that is literally responding to
• 13:28
  - the path you're going down and predicting the
• 13:30
  - next thing you might wanna do and then
• 13:31
  - actually taking that action,
• 13:33
  - it really is an incredible feeling and an
• 13:35
  - experience, and we're looking to deliver more and
• 13:37
  - more of that magic to the individuals as
• 13:39
  - they're relocating to distress this situation for them.
• 13:43
  - Let me ask you the tough question, Jeff
• 13:45
  - and Michael. And, you know, this may be
• 13:48
  - lost on some people, but, apparently, one of
• 13:50
  - you is a Michigan State guy. One's a
• 13:52
  - University of Michigan graduate.
• 13:54
  - How much tension does that cause, or is
• 13:56
  - that okay? You guys have managed to do
• 13:57
  - that for several ventures, several entrepreneurial efforts.
• 14:00
  - Scott, this is not a recipe for success
• 14:02
  - to to goodbye to goodbye to a Spartan
• 14:05
  - Wolverine, but we found a way to make
• 14:06
  - it work over twenty five years. And also,
• 14:08
  - I happen to marry Wolverine, so I'm just
• 14:09
  - getting used to it. It it it is
• 14:11
  - what it is. You have to admit for
• 14:13
  - punishment. It it it really is true, and
• 14:16
  - and we won't go any further on it.
• 14:17
  - I understand.
• 14:18
  - But, Jeff, tell us where you're most excited.
• 14:21
  - You got the AI evolution.
• 14:22
  - You guys are busy as heck with hospitals
• 14:24
  - and health systems. Business is growing great.
• 14:27
  - What what are you most excited about as
• 14:29
  - we head into this next last half of
• 14:31
  - the year and next year? Yeah. I mean,
• 14:32
  - there's there's a few things that probably jump
• 14:34
  - out at me. So I I'm so excited
• 14:35
  - to see
• 14:36
  - the impact we're having on health care systems,
• 14:38
  - the feedback we're getting from our customers.
• 14:40
  - Not only receive them a tremendous amount of
• 14:42
  - money, but we're helping them attract talent and
• 14:44
  - retain that talent.
• 14:45
  - I'm constantly looking at Google and reading reviews,
• 14:47
  - what people are saying about the experience with
• 14:49
  - our platform. And, now the fact that 95%
• 14:52
  - of anyone who's ever touched our software rates
• 14:53
  - it is excellent.
• 14:55
  - So that pushes us to be great every
• 14:56
  - single day. And, it's something that when we
• 14:58
  - go to bed at night, that's what we're
• 14:59
  - waking up for the next morning to do.
• 15:01
  - It's like, how do we build software that
• 15:02
  - creates this joyful
• 15:04
  - experience leveraging
• 15:06
  - top notch software and a proven process for
• 15:08
  - all?
• 15:09
  - You're both incredibly good people.
• 15:12
  - Take a second on what advice you would
• 15:14
  - give to emerging entrepreneurs.
• 15:16
  - You've been through several efforts, a lot of
• 15:18
  - success,
• 15:20
  - really grounded,
• 15:21
  - intelligent
• 15:22
  - entrepreneurs,
• 15:23
  - good people.
• 15:25
  - Jeff or Michael, give us a start on
• 15:27
  - what advice would you give to, you know,
• 15:29
  - emerging entrepreneurs and leaders?
• 15:31
  - I'll start. You know, I always think about
• 15:33
  - one of my favorite quotes that I have
• 15:34
  - actually on my wall here from Albert Einstein,
• 15:36
  - which is you cannot solve your current problems
• 15:39
  - with the same thinking you used when you
• 15:40
  - created them. So I would just encourage
• 15:42
  - evolving leaders to really
• 15:45
  - embrace change and learn to think differently.
• 15:48
  - You know, the the the speed by which
• 15:51
  - technology is changing, and it's really kind of
• 15:54
  - rewriting the rules of how one needs to
• 15:57
  - go about operating their various,
• 15:59
  - you know, health systems, etcetera, it it's it's
• 16:02
  - requiring leaders to take a fresh approach
• 16:05
  - to thinking how they can solve the problems.
• 16:07
  - We mentioned earlier, you know, there's unfortunately going
• 16:10
  - to continue to be a labor shortage at
• 16:11
  - least for the, you know, the near term
• 16:13
  - and cost challenges like Jeff mentioned
• 16:15
  - are pronounced in health care. And so thinking
• 16:18
  - about ways that you can approach those challenges
• 16:22
  - with a fresh set of eyes
• 16:24
  - and and bring in new solutions,
• 16:26
  - I think is is is gonna be mission
• 16:28
  - critical.
• 16:29
  - Yeah. And I'll just add to that. And
• 16:31
  - when we talk about, like, you know, challenges,
• 16:33
  - every entrepreneur is gonna go through the trough
• 16:35
  - of sorrow or those challenges. I mean, owning
• 16:37
  - a relocation software company going through COVID, it
• 16:40
  - was a chance for most people to be
• 16:41
  - down and out. Might be like, okay. What
• 16:42
  - are the opportunities
• 16:44
  - during this time of change? And that actually
• 16:46
  - led us more to health care because we
• 16:47
  - saw our health care clients
• 16:49
  - were still relocating a tremendous amount of talent
• 16:51
  - versus maybe other industries.
• 16:53
  - But also as an entrepreneur,
• 16:54
  - I look back at my career. You know,
• 16:56
  - I've been lucky enough to find amazing mentors
• 16:58
  - and advisors that have helped steer me throughout
• 17:01
  - key decisions in my life. And it goes
• 17:03
  - back to something that I read in a
• 17:04
  - book twenty years ago. Your your network
• 17:07
  - equals your net worth. And I've been able
• 17:09
  - to meet amazing people. Scott, you're one of
• 17:11
  - them I came across in my career. And,
• 17:14
  - when I meet someone, I wanna make sure
• 17:15
  - I I get to know them, develop deep
• 17:16
  - relationships with them, and I truly care about
• 17:18
  - them, and hopefully have a long term, everlasting,
• 17:20
  - mutually beneficial
• 17:22
  - relationship.
• 17:23
  - Thank you. No. It's it's fantastic to listen
• 17:25
  - to you say it. It's it's an incredible
• 17:27
  - ability that you have and and Michael has
• 17:30
  - to visit with people, make them feel comfortable,
• 17:33
  - and and and and really,
• 17:36
  - sincere
• 17:37
  - groundedness,
• 17:38
  - versus feeling like at all you're trying to
• 17:40
  - sell to somebody. You guys both hands look
• 17:42
  - incredibly well. Michael or Jeff, tell us where
• 17:45
  - people are going to learn more about Urban
• 17:47
  - Bound.
• 17:48
  - Yeah. You can visit us at urbanbound.com.
• 17:50
  - So that's urban,basinboy,ound.com,
• 17:55
  - and that has all kinds of information about
• 17:56
  - our business and how we can help you
• 17:58
  - out.
• 18:00
  - Thank you very, very much. And and, Jeff
• 18:02
  - or Michael, anything you folks want to add,
• 18:04
  - it's great to visit with you. I love
• 18:06
  - what you do. I love your success.
• 18:08
  - Thank you so much for joining us. Anything
• 18:10
  - else that you wanted to add today?
• 18:12
  - No. We appreciate the opportunity to be on
• 18:13
  - the podcast and, look forward to hopefully future
• 18:16
  - opportunities.
• 18:17
  - We're looking forward to it. Yeah. We really
• 18:18
  - appreciate it. Jeff and Michael, thank you so
• 18:20
  - much for joining us on this combined episode
• 18:22
  - of the Becker's Healthcare and the Becker Business
• 18:24
  - pod podcast.
• 18:25
  - What a pleasure to visit with the both
• 18:27
  - of you and continued great success in what
• 18:29
  - you're doing. Fantastic.
• 18:30
  - Thank you so much. Appreciate it.