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Dental Dilemma: Navigating the High Cost of Hygienists · The Millionaire Dentist™

• 0:03
  Speaker 1: Hello, everyone, Welcome to the Millionaire Dentists Podcast, brought to
• 0:07
  Speaker 1: you by four Quadness Advisory. On this podcast, we break
• 0:11
  Speaker 1: down the world of dentistry, finances and business practices to
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  Speaker 1: help you become the millionaire dentists you deserve to be.
• 0:17
  Speaker 1: Please be advised we do speak with an honest tongue
• 0:19
  Speaker 1: and may not be safe for work.
• 0:24
  Speaker 3: Hello and welcome.
• 0:25
  Speaker 2: This is Casey Hires back at the Millionaire Dnist Podcast
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  Speaker 2: in studio with co host Jared Bridgeman.
• 0:30
  Speaker 3: Casey, how are you doing great?
• 0:32
  Speaker 2: Well?
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  Speaker 4: You and I had a fun little work trip over
• 0:36
  Speaker 4: over the week. We got to go to our Grand
• 0:39
  Speaker 4: Rapids event, our Ckey, our four q CE event with
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  Speaker 4: bourbon tasting and steaks and all that. What did you think?
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  Speaker 4: How'd you think of the event?
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  Speaker 2: Well, it's about the subject matter. It's not about the
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  Speaker 2: steaks and b Yeah, that's the part.
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  Speaker 4: I enjoyed it.
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  Speaker 3: You loved it? I did?
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  Speaker 2: Yeah, No, it was nice. We had a great, great venue.
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  Speaker 2: I mean you talk about Bone Marrow and Tomahawk Rabbis
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  Speaker 2: and Eagle Rare and Blanton's and all this. I mean
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  Speaker 2: it was a very well done event.
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  Speaker 4: It was an excellent event. I really enjoyed getting to
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  Speaker 4: see you speak again and getting take some photos. That
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  Speaker 4: was the main reason people I went, I went to
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  Speaker 4: actually work. Okay, ten minutes of the two hour presentation,
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  Speaker 4: I was working, yes, but no, it was it was
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  Speaker 4: great to see so many different practice owners and dentists
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  Speaker 4: and spouses in that room, all talking, all having a
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  Speaker 4: good time, but also listening hard to what you had
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  Speaker 4: to say.
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  Speaker 2: Well, you know, ideally they're there for a very serious reason,
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  Speaker 2: right because money, financial business side decision. I mean, there's
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  Speaker 2: so many things that go into being a practice owner
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  Speaker 2: that we talk about weekend and week out. But yeah,
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  Speaker 2: you want to have a good time and you want
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  Speaker 2: to enjoy the evening, and we do a pretty damn
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  Speaker 2: good job of making sure people do that.
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  Speaker 4: But I mean, when you hear some of these things
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  Speaker 4: that you talk about, sometimes you might need a little
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  Speaker 4: bourbon to go with it.
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  Speaker 2: I think only only one person teered up and cried,
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  Speaker 2: and we actually had we had a client there, which
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  Speaker 2: was really nice because while they did know some people there,
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  Speaker 2: at the very end they asked if they could say
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  Speaker 2: a few words and said, listen, this stuff that they're
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  Speaker 2: talking about, we all experience it. But on the client
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  Speaker 2: set on my end of it. Having this team help
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  Speaker 2: us master this. We blow these numbers out of the
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  Speaker 2: water and I can retire in my early fifties. Should
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  Speaker 2: I choose which of the older people? I think we
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  Speaker 2: needed another drink? But you know, again, you can hear
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  Speaker 2: a course, you can hear subject matter, but when you
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  Speaker 2: see and hear a peer say, yep, this is my life.
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  Speaker 2: This is exactly what happens. My income goes up twenty
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  Speaker 2: five to fifty percent. I save hundreds and hundreds of
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  Speaker 2: percentage points more than I ever.
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  Speaker 3: Was before, it hits a little different.
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  Speaker 4: Does you know? Folks, We're going to into our actual
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  Speaker 4: subject matter this podcast here in just a second, but
• 2:55
  Speaker 4: go to four quarters advisor dot com slash events. We're
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  Speaker 4: going to be in Austin, we're gonna be in Dallas.
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  Speaker 4: We're gonna be in the Affilly are area. So but
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  Speaker 4: we'll come back to where we're going to be after
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  Speaker 4: the after our big topic here. But Casey, you came
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  Speaker 4: in here, bright eyed, bushy tailed, and you had something
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  Speaker 4: you really wanted to speak on today.
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  Speaker 3: I did.
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  Speaker 4: You did?
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  Speaker 3: What a compliment?
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  Speaker 4: And you have notes? It's crazy?
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  Speaker 2: Yeah, Interestingly enough, during our course, a lot of times
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  Speaker 2: there'll be some questions, right and stump to chomp, and
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  Speaker 2: even some debate, and we like that. We we we
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  Speaker 2: we enjoy those conversations. But a lot of times employee
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  Speaker 2: wages as a percentage of production, that can be one
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  Speaker 2: that can get lively for a couple of reasons. One,
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  Speaker 2: it varies on geography. There's a lot of nuance to it,
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  Speaker 2: but so many especially in this the current landscape, current timing,
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  Speaker 2: right in the last four or five years, paying employees
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  Speaker 2: has gone off the charts, and it's a it's a
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  Speaker 2: lightning rod topic. And we're a data driven firm. We're
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  Speaker 2: constantly gathering data, reviewing our own, analyzing others, and we
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  Speaker 2: have a whole bunch of data to share about really
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  Speaker 2: one of the it's kind of a surface level issue
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  Speaker 2: with practice owners from our perspective when it comes to
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  Speaker 2: employee wages, because there's so many other areas that need
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  Speaker 2: to get mastered, but this one's a real big one,
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  Speaker 2: so we want to talk about it.
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  Speaker 4: In your opinion, why is this such a focal point
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  Speaker 4: for practice owners over top of these other other underlying issues.
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  Speaker 2: Well, they're trying to produce great dentistry, right, they're trying
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  Speaker 2: to to have you know, good personal and work life
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  Speaker 2: balance and nets stress and money and do all these
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  Speaker 2: things and then you feel like you're humming your cruising
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  Speaker 2: along and then boom, two highgenas decide to leave or
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  Speaker 2: front office person decides to leave or decides to move,
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  Speaker 2: and it just throws a wrench into a practice owner's life, right,
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  Speaker 2: And it's real, and it's hard, it's stressful, and so
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  Speaker 2: that comes up periodically. It's been coming up more often
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  Speaker 2: over these last handful of years. So it's an emotional
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  Speaker 2: topic that really really can negatively affect practice owners, the
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  Speaker 2: practice and your mindset.
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  Speaker 4: Well, you know, you and I have sat and done
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  Speaker 4: interviews looking for new people to come and join our firm,
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  Speaker 4: and not many people love to do them, really, and
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  Speaker 4: so adding that onto your list as a practice owner
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  Speaker 4: with the eight thousand other things you have to do
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  Speaker 4: that day is probably not the best.
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  Speaker 2: Well, it's funny you say that we help our clients
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  Speaker 2: with staffing and all those things, but then as a
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  Speaker 2: firm ourselves, we're constantly living this out. Like to our listeners,
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  Speaker 2: we are with you. We understand hiring is time consuming
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  Speaker 2: and it's hard and finding and retaining and then if
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  Speaker 2: they leave and if they don't, it is a tough
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  Speaker 2: bag to carry. But yeah, we're just going to kind
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  Speaker 2: of jump into it. I mean, I think that the
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  Speaker 2: dental hygienist space has been really challenging getting keeping the
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  Speaker 2: hygiene apartments where you want them. But I do have
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  Speaker 2: a couple disclaimers here. There's a lot of averages here, right,
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  Speaker 2: I mean these are surveys and thousands of registered dental
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  Speaker 2: hygienists and it's national and it gets into different states.
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  Speaker 2: But averagers are great. Every practice is different, yep. Right,
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  Speaker 2: And it goes back to you and your practice need
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  Speaker 2: a custom solution for what you're dealing with, not with
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  Speaker 2: your friend, competitor or peer down the road, and that
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  Speaker 2: comparison thing comes in sometimes. But again, every practice is different.
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  Speaker 2: Now here at for a quadrants, Yes, we have our
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  Speaker 2: own metrics that we help plug and make sure each
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  Speaker 2: client specifically gets the best advice on employee wages and
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  Speaker 2: to how to structure those. You know, you want to
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  Speaker 2: be competitive, but not at the cost of wrecking your
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  Speaker 2: overhead and your cash flow. Right, And I'll just off
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  Speaker 2: the jump give a sports analogy, right, So in college
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  Speaker 2: athletics in il name, image and likeness. Basically since twenty
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  Speaker 2: twenty one, you can pay your collegiate athletes. So here's
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  Speaker 2: my example. I'm a Purdue boiler Maker, right, so Alabama
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  Speaker 2: football they're going to pay an offensive lineman I don't know,
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  Speaker 2: three or four hundred thousand dollars a year to be alignment.
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  Speaker 3: Well, if the Purdue boiler.
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  Speaker 2: Maker football organization goes, well, you know what, we need
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  Speaker 2: to start paying our offensive ligneman three hundred thousand dollars,
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  Speaker 2: we would wreck our complete like we would just wreck
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  Speaker 2: our program because that doesn't fit for who we are.
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  Speaker 2: Right in the dental world, so many of you looked
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  Speaker 2: at the guy down the street or the person you
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  Speaker 2: think is successful in your study club and you try
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  Speaker 2: to mimic something they do, and unless you are getting
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  Speaker 2: in the weeds of analysis, it can wreck your practice
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  Speaker 2: for sure. And so again, some of these are averages
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  Speaker 2: and good things to learn about, but it needs to
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  Speaker 2: be custom And you know, in this current environment, pay
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  Speaker 2: is inflated, I mean, bottom line it is, and especially
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  Speaker 2: in assistance in front office and hygienis world casey.
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  Speaker 4: With this data that you've been looking at, what has
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  Speaker 4: really stood out for you.
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  Speaker 2: I highlighted a few things and you know this is
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  Speaker 2: I mean that it gets old, right, it's probably eighteen
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  Speaker 2: months at this point, but cheriatric. You know, some of
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  Speaker 2: this is our data and some of this is just
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  Speaker 2: industry things that we found. But with dental hygienists, average
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  Speaker 2: income is increased by four and a half percent in
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  Speaker 2: private practice and about seven and a half percent in
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  Speaker 2: corporate practices. But despite increased incomes, more than thirty one
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  Speaker 2: percent of dental hygienist a considering a job change.
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  Speaker 4: Oh wow, yeah, okay, do we have any psychological background
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  Speaker 4: to what may be causing that?
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  Speaker 2: Well, it kind of piggybacks. It was interesting talking about
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  Speaker 2: you know, one in three who change jobs, it was
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  Speaker 2: primarily for higher income. One in four was for the
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  Speaker 2: desire for a more positive work environment. Okay, so money
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  Speaker 2: is important. The answer to most questions is money. But
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  Speaker 2: what kind of practice do you have, what kind of culture,
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  Speaker 2: what kind of environment? Is it a place people want
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  Speaker 2: to be? That's really really important. That's not a news flash.
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  Speaker 4: If you're on the practice from hell, you may pay
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  Speaker 4: people a lot, but they may not make them last
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  Speaker 4: a long time.
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  Speaker 2: Yeah, you can, you can keep overpaying people. But that
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  Speaker 2: might not be actually the root issue or problem. Now
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  Speaker 2: when you look at national averages again, if you talk
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  Speaker 2: about income for registered dental hygienis, I mean in Alabama,
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  Speaker 2: maybe it's forty six thousand bucks. Well, in California it's
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  Speaker 2: ninety one thousand, damn near double yep, right, Texas seventy
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  Speaker 2: five thousand, Florida seventy thousand. You know a lot of
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  Speaker 2: times we see maybe that at sixty five to seventy
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  Speaker 2: two thousand. But again then you're talking, well, are they
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  Speaker 2: working thirty two hours or they're working twenty eight. There's
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  Speaker 2: a lot of nuance there.
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  Speaker 4: So Casey, in my experience, most of the time you
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  Speaker 4: get a pay raise, you're happy. It seems like that
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  Speaker 4: may not always be the case with hygenis in that role.
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  Speaker 4: What's up with that?
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  Speaker 2: Well, you know the human mind in psychology, that's there's
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  Speaker 2: probably a lot of podcasts on that, right, But you know,
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  Speaker 2: fort asking for a raise in the last year. That
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  Speaker 2: probably doesn't surprise many listeners because once one does, then.
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  Speaker 3: They all do yep.
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  Speaker 2: But it kind of goes back to their your staff's
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  Speaker 2: asking for more money. They're getting more money, but yet
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  Speaker 2: a lot of them are still looking and so I
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  Speaker 2: think just.
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  Speaker 3: As a culture, we're so we're always looking.
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  Speaker 2: For that next thing, and ultimately, once you start making
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  Speaker 2: more money, you go, huh, well I'm not I thought
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  Speaker 2: i'd be happier, right, this doesn't make me happy.
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  Speaker 4: So sounds familiar about something we tend to talk a
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  Speaker 4: lot about. What's that, you know, just being kind of
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  Speaker 4: plateaued in your and your income.
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  Speaker 2: Well yeah, well, well, unfortunately, if a practice owner is
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  Speaker 2: trying to pay a staff every wish and whim that
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  Speaker 2: they have, patients get great care, staff's well taken care of.
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  Speaker 2: Practice owner and spouse are typically the ones that are
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  Speaker 2: left looking up going huh yeah, make decent money. But
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  Speaker 2: but yeah, this all ties back into when we when
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  Speaker 2: we do our course and how frustrated people get right
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  Speaker 2: or they they don't want to pay their people less.
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  Speaker 2: You can't look at it through one lens, right, I
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  Speaker 2: think the importance is, you know, again, for our clients,
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  Speaker 2: they have a full custom team that's looking at our metrics,
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  Speaker 2: national metrics and making sure proper decisions are made without
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  Speaker 2: wrecking overhead, but yet keeping retention. There has to be
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  Speaker 2: a balance of keeping good people but not wrecking your
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  Speaker 2: overhead in the practice, your income, your cash flow.
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  Speaker 3: You can't do that, right.
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  Speaker 2: It's the Purdue Alabama analogy. Just because they're doing it
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  Speaker 2: doesn't mean it's the right thing for you. But human nature,
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  Speaker 2: people are still going to be looking for the next
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  Speaker 2: best thing sometimes, and so as a practice owner, accept it.
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  Speaker 2: It's the environment we're in. But you have to be
• 11:43
  Speaker 2: creative and it doesn't just mean take your team to
• 11:45
  Speaker 2: Cabo every February. That sounds great, sure, right, but most
• 11:48
  Speaker 2: people that do that, they're like, that was a pain
• 11:50
  Speaker 2: in the ass, and you know somebody got thrown in
• 11:53
  Speaker 2: Mexican jail and you know, well.
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  Speaker 4: How many of those people that you took on that
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  Speaker 4: trip would rather just have that money.
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  Speaker 2: Well that's a whole conversation there. You get in the
• 12:01
  Speaker 2: bonus structures and I want a bonus structure.
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  Speaker 3: For my team.
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  Speaker 2: Well that's cute to lay out at a Monday meeting,
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  Speaker 2: But if you don't structure that correctly, you're still going
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  Speaker 2: to be frustrated. And again, thirty forty percent is probably
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  Speaker 2: still going to be looking because loyalty, while one of
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  Speaker 2: the most important qualities in my opinion, in life, there's
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  Speaker 2: not a lot of loyalty out there right now in
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  Speaker 2: the dental world. Yeah, with them with employers, but you
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  Speaker 2: know death and taxes, right, Like, what you're going to
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  Speaker 2: know is your staff or team. They can be finicky.
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  Speaker 2: Money's important, but they also want a place that they
• 12:34
  Speaker 2: can enjoy. But if you really get into some of
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  Speaker 2: the stuff we loo like that and broke down, you
• 12:39
  Speaker 2: can't be a one trick pony with just throwing money
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  Speaker 2: at the problem. Right, Do you have the right people?
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  Speaker 2: Is it structured correctly? Are they motivated? But it's motivation
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  Speaker 2: and discipline. Right If you look at motivation, Okay, if
• 12:51
  Speaker 2: somebody's motivated, you're going to get a good pop prom
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  Speaker 2: for a little bit, and then it gets less and
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  Speaker 2: less and less. Somebody who's disciplined, they're going to be
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  Speaker 2: more consistent and so comes bound to hiring as well.
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  Speaker 2: Are you hiring the right people or the wrong people?
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  Speaker 4: That's also throwing in. Do you have the right training
• 13:05
  Speaker 4: processes in place for how to work within your your practice?
• 13:10
  Speaker 2: Yeah, setting those expectations and things of that nature. But yeah,
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  Speaker 2: I mean it's it's funny to say, but if a
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  Speaker 2: staff member or a hygenesis is going to leave for
• 13:19
  Speaker 2: another you know, dollar an hour.
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  Speaker 3: It's not like you're going.
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  Speaker 2: To say, well, if I find somebody better than you,
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  Speaker 2: I'm going to you know, turn about stair of play.
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  Speaker 2: Then if I find somebody that can you know, cycle
• 13:28
  Speaker 2: through another patient to day, then you're out and they're in.
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  Speaker 2: So it's kind of at a disadvantage unfortunately as a
• 13:33
  Speaker 2: practice owner. But you have to have a plan. You
• 13:36
  Speaker 2: can't wait for mutiny. You can't wait for people to
• 13:40
  Speaker 2: come in and demand all this stuff. Know that it's coming,
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  Speaker 2: and what's the plan around it.
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  Speaker 4: What's another statistic that really stood out to you.
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  Speaker 2: Yeah, another one, you know, fifty four percent receive their
• 13:51
  Speaker 2: last pay raise within the last twelve months, but sixty
• 13:55
  Speaker 2: nine percent have been with their current employer for two
• 13:59
  Speaker 2: or less years. And so that kind of gets back
• 14:01
  Speaker 2: into the a lot of practice owners are paying more,
• 14:05
  Speaker 2: but is wins it enough right, So it sounds like
• 14:08
  Speaker 2: a lot of.
• 14:08
  Speaker 4: People hygienets out there doing lateral moves for a little
• 14:11
  Speaker 4: increases in pay. They're kind of hopping around from practice practice.
• 14:14
  Speaker 2: They're just more money, more money, right, I mean, if
• 14:16
  Speaker 2: they can just keep doing that, But again, hygiene shortage,
• 14:21
  Speaker 2: it's a real challenge. Obviously, going the temp route is
• 14:25
  Speaker 2: not ideal either. You're going to pay a premium for that.
• 14:27
  Speaker 2: At least there you know what you're kind of getting.
• 14:29
  Speaker 2: It's an agreed upon like, well, I'm going to pay
• 14:31
  Speaker 2: you too much and you know you're gonna work for
• 14:33
  Speaker 2: me for a little bit, but I don't. I'm not
• 14:35
  Speaker 2: married to you. Yep, But yeah, I think the key
• 14:38
  Speaker 2: is that understanding your practice, your overhead, your cash flow,
• 14:45
  Speaker 2: the geography, the cost of livings, things of that nature.
• 14:48
  Speaker 2: Knowing what you can do, what you should do. Where
• 14:50
  Speaker 2: that danger zone is where if you do decide to pay, well,
• 14:53
  Speaker 2: they're just really good and I can't lose them. I'm
• 14:55
  Speaker 2: gonna I'm going to really open the checkbook for them,
• 14:58
  Speaker 2: understanding all the employe cations behind that. What is the
• 15:01
  Speaker 2: dominant effect of it. So many practice owners tell me
• 15:04
  Speaker 2: they don't really have a plan. Again that ready fire
• 15:08
  Speaker 2: aim and I think it's important to have a strategy,
• 15:11
  Speaker 2: and typically you need that with with some people, right
• 15:15
  Speaker 2: with a consultant or Unfortunately so many people just ask
• 15:19
  Speaker 2: one person. But if you can have a firm or
• 15:21
  Speaker 2: a team that's comprehensive, that understands your personal and your
• 15:24
  Speaker 2: practice and all those things, does.
• 15:25
  Speaker 3: You just as your hygienists, Well, yeah, you'll be answered.
• 15:29
  Speaker 2: You will be paying two do dentistry because they will
• 15:31
  Speaker 2: be earning more than you. Well, it's like the example
• 15:34
  Speaker 2: how many associates. If you distill it down, associates can
• 15:38
  Speaker 2: make more than an owner sometimes because they have offered
• 15:42
  Speaker 2: a terrible income structure with very little analysis. But your
• 15:46
  Speaker 2: staff's going to want more money. But are they accountable?
• 15:50
  Speaker 2: Are they responsible? What are their metrics?
• 15:52
  Speaker 3: Right?
• 15:53
  Speaker 2: And some of them are some soft team goals? You know,
• 15:56
  Speaker 2: I think strong leadership is really important. And as a
• 15:58
  Speaker 2: practice owner, if you're not a wrong leader, you better
• 16:01
  Speaker 2: have a good team who can lead you so that
• 16:04
  Speaker 2: you at least know here's what I can do, and
• 16:06
  Speaker 2: here's what makes sense, and here's why. Again, if a
• 16:11
  Speaker 2: lower level college football team goes and pays a bunch
• 16:14
  Speaker 2: of money for a couple of linemen, that's great. How
• 16:18
  Speaker 2: about your running backs and your wide receivers and your
• 16:20
  Speaker 2: special teams and your quarterback and your coach. So you
• 16:23
  Speaker 2: you know, not everybody's Alabama football, right, Not every practice
• 16:27
  Speaker 2: is printing money. Most aren't, And so the lack of
• 16:30
  Speaker 2: strategy is what really get gets people in trouble. But
• 16:35
  Speaker 2: it's so easy to just bitch about staff yep, and
• 16:39
  Speaker 2: say it's just not possible. It's just not possible to
• 16:41
  Speaker 2: pay your staff, you know, twenty to twenty five percent
• 16:44
  Speaker 2: of percent of production. That's outrageous. Well, it's done all
• 16:48
  Speaker 2: the time, yep.
• 16:49
  Speaker 4: You's got to put your mind to it, or at
• 16:50
  Speaker 4: least find someone to put their mind to it for you.
• 16:52
  Speaker 2: You have a team that can put their time and
• 16:55
  Speaker 2: effort towards it. Then there's the fun topic of insurance.
• 16:57
  Speaker 2: If you're a big insurance shop and you're paying all
• 17:00
  Speaker 2: this money to your staff and team, and you're producing
• 17:02
  Speaker 2: all this, but then you're getting a big haircut, then
• 17:04
  Speaker 2: what's your insurance strategy? What are your insurance adjustments? How
• 17:08
  Speaker 2: that that's the com If you're not getting a comprehensive
• 17:11
  Speaker 2: view and analysis from somebody yep, hopefully a team, it's
• 17:15
  Speaker 2: going to put you in that position to instead of
• 17:18
  Speaker 2: being able to retire on your terms in your fifties
• 17:21
  Speaker 2: with millions of dollars being cynical. We see that almost
• 17:24
  Speaker 2: everywhere we go there's a cynical, jaded older thanis or
• 17:29
  Speaker 2: specialist who's done okay, but they have simply accepted all
• 17:34
  Speaker 2: of this, right, and the tail's been wagging the dog.
• 17:36
  Speaker 4: So you need to know your numbers, you know, are
• 17:38
  Speaker 4: you are you putting down what do you expect to collect?
• 17:41
  Speaker 4: Things like that, like, you need to know the full
• 17:43
  Speaker 4: breadth of things. And even if you don't know these
• 17:46
  Speaker 4: numbers right away, there are people who can help you
• 17:49
  Speaker 4: track that down.
• 17:50
  Speaker 2: Yeah, yeah, no, I think that's really important. But you know,
• 17:54
  Speaker 2: even some of the time we spend looking at these things,
• 17:58
  Speaker 2: you know, you and I for a podcast, right, a
• 18:01
  Speaker 2: lot of times we actually have learned more in a
• 18:04
  Speaker 2: little bit of research and practice owners that we talk to.
• 18:06
  Speaker 2: We have a whole team here that does that stuff
• 18:09
  Speaker 2: in a masterful manner.
• 18:11
  Speaker 3: But yeah, imn good at it.
• 18:13
  Speaker 2: You know, averagers are great, but every practice is different
• 18:16
  Speaker 2: and you have to be mindful of that and you
• 18:20
  Speaker 2: cannot let well, I've got to be competitive in my
• 18:24
  Speaker 2: area and my staff and all that stuff wreck your
• 18:27
  Speaker 2: financial situation.
• 18:28
  Speaker 4: Right, Casey, thank you so much for bringing this topic
• 18:31
  Speaker 4: to the table today. I'm sure everybody out there is
• 18:33
  Speaker 4: want to get pretty fascinating. I mean, it's something that
• 18:36
  Speaker 4: nearly everybody I've ever chatted with in the field that
• 18:38
  Speaker 4: has brought up at some point or another. If you
• 18:41
  Speaker 4: want to learn more about four Quadrants, about mastering the
• 18:44
  Speaker 4: business at a dentistry, about the things that we can
• 18:47
  Speaker 4: do to help not everybody out there, but that we
• 18:50
  Speaker 4: can help owners out there, do go to four Quadrants
• 18:53
  Speaker 4: Advisory dot com slash events. See where we're going to
• 18:55
  Speaker 4: be again, Philadelphia, Austin, Dallas. We're coming to your areas
• 19:00
  Speaker 4: twenty twenty five. We're gonna be We're loading up, We're
• 19:02
  Speaker 4: gonna be in even more places and even more towns
• 19:05
  Speaker 4: and just really really helping people.
• 19:07
  Speaker 3: Well.
• 19:07
  Speaker 2: Worst case, you have some great food and maybe maybe
• 19:12
  Speaker 2: a nice tasting of some wine or bourbon. Best case
• 19:17
  Speaker 2: you learn something, and even even the better case than
• 19:21
  Speaker 2: that is you figure out, Wow, somebody can help me
• 19:25
  Speaker 2: have millions more.
• 19:26
  Speaker 3: And that's what it's about.
• 19:27
  Speaker 4: Thank you so much, Casey. Folks, Please review us and
• 19:30
  Speaker 4: rate us on iTunes, Spotify, wherever you hear us. Thank
• 19:33
  Speaker 4: you so much.
• 19:35
  Speaker 1: Hello everyone, welcome to the Millionaire Dentists podcast, brought to
• 19:39
  Speaker 1: you by four Quadnans Advisory. On this podcast, we break
• 19:42
  Speaker 1: down the world of dentistry, finances and business practices to
• 19:46
  Speaker 1: help you become the millionaire dentists you deserve to be.
• 19:48
  Speaker 1: Please be advised we do speak with an honest tongue
• 19:51
  Speaker 1: and may not be safe for work.