Latest / Cleaning Business Life / Stop Selling Time. Sell the Scope of Work ~ Holly Moore | Ep. 207

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Stop Selling Time. Sell the Scope of Work ~ Holly Moore | Ep. 207 · Cleaning Business Life

• 0:59
  SPEAKER_02: Welcome back to the cleaning business live.
• 1:02
  SPEAKER_02: I am your co-host, Jamie Runko.
• 1:04
  SPEAKER_02: I'm with Shannon Miller, the host, the actual host.
• 1:11
  SPEAKER_02: And today we have a very special guest, somebody that I am just like, oh, so excited about.
• 1:18
  SPEAKER_02: Holly Moore.
• 1:19
  SPEAKER_02: Holly Moore, will you do introduce who you are, what you do, and yeah, no problem.
• 1:27
  SPEAKER_00: So I'm Holly Moore.
• 1:29
  SPEAKER_00: I've been in the residential cleaning industry for 18 years.
• 1:32
  SPEAKER_00: We actually just turned 18 this June.
• 1:34
  SPEAKER_01: So congratulations.
• 1:36
  SPEAKER_00: Thank you.
• 1:37
  SPEAKER_00: Yeah.
• 1:38
  SPEAKER_00: So I started, I think when I was 23, 24, I quit teaching school.
• 1:43
  SPEAKER_00: I was like, this is for the birds.
• 1:45
  SPEAKER_00: And uh what's with a college education and then started scrubbing toilets for six months.
• 1:51
  SPEAKER_00: And then here I am 18 years later.
• 1:54
  SPEAKER_00: And we are in we are in Texas.
• 1:56
  SPEAKER_00: So I originally started my first location in Austin, Texas.
• 2:00
  SPEAKER_00: And then we opened up Houston, Texas, which actually now has like two different branches because Houston's so big.
• 2:08
  SPEAKER_00: And we opened that one up about 10 to 12 years ago.
• 2:12
  SPEAKER_00: So we are we got you covered in Austin and Houston for sure.
• 2:17
  SPEAKER_00: Yeah, you do.
• 2:19
  SPEAKER_00: And then we've we have so many, I mean, we're we're up to 140-ish cleaning technicians, and I have an amazing management staff.
• 2:29
  SPEAKER_00: I've actually exited maids and more, and I solely focused on other projects that I have now.
• 2:37
  SPEAKER_02: Thank you.
• 2:38
  SPEAKER_02: And that's the ultimate, that's the ultimate dream, right?
• 2:41
  SPEAKER_02: That is uh from my coach.
• 2:45
  SPEAKER_02: That's what I've learned, is that is eventually where we all want to be, is being able to focus on other things that you're passionate about.
• 2:55
  SPEAKER_02: And it stayed still your passions have stayed inside of the cleaning industry, right?
• 3:03
  SPEAKER_00: It has.
• 3:05
  SPEAKER_00: I I just have a a really, I guess, a really strong passion for it.
• 3:09
  SPEAKER_00: I I remember when I was had my cleaning business and we would be around friends, they're like, oh, this is Holly.
• 3:16
  SPEAKER_00: She's got a little cleaning business, and it always pissed me off because I'm like, little cleaning business.
• 3:20
  SPEAKER_02: Like our industry is cleaning business small cleaning business with my ass.
• 3:27
  SPEAKER_00: Come on.
• 3:27
  SPEAKER_00: I feel like our industry has so much potential and deserves a lot more credit than and put I mean than what it gets.
• 3:36
  SPEAKER_00: And I think a lot of people aren't looking at it that way.
• 3:39
  SPEAKER_00: So I've always looked at it that way.
• 3:41
  SPEAKER_00: I've treated it as you know, as a it could be a giant business from the very beginning and and ran at like as if I was you know the CEO of Dell.
• 3:52
  SPEAKER_00: I mean, anything.
• 3:54
  SPEAKER_00: And it's and it's possible.
• 3:55
  SPEAKER_00: It's and it's actually amazing because it's it's so scalable, because it's something so simple.
• 4:02
  SPEAKER_00: And simplicity means scalability.
• 4:05
  SPEAKER_00: And so I figured that out really early and and I just love the industry.
• 4:09
  SPEAKER_00: So I don't, I'm staying in it.
• 4:11
  SPEAKER_00: I mean, yeah, I got frustrated in 2016, 17-ish, when our the CRM that we were using just couldn't handle our volume because we kind of broke the mold when it comes to the scale thing.
• 4:25
  SPEAKER_00: And so I was like, there's gotta be a better way.
• 4:28
  SPEAKER_00: There has to be a better way to run your cleaning service.
• 4:30
  SPEAKER_00: So that's how the cleaning software was born.
• 4:32
  SPEAKER_00: And now on 2024, we launched to the nation to offer it for it for everyone.
• 4:38
  SPEAKER_00: So I've just been solely focused on TCS.
• 4:42
  SPEAKER_01: That was awesome.
• 4:43
  SPEAKER_01: I love it.
• 4:44
  SPEAKER_02: Thank you.
• 4:45
  SPEAKER_02: The cleaning software, and that's specifically for obviously for the the proof is in the bottom.
• 4:55
  SPEAKER_01: I and admittedly, I didn't get a chance to research it.
• 4:57
  SPEAKER_01: It's uh it's a CRM, it's a master scheduler.
• 5:01
  SPEAKER_01: What is it?
• 5:02
  SPEAKER_00: Yeah, it's everything.
• 5:03
  SPEAKER_00: I mean, it can go from quoting, you know, quotes your houses, follows up, everything all the way down to the payment to the payroll.
• 5:13
  SPEAKER_00: And then, of course, we don't act, we're not like a payroll company, but we our we it auto automatically generates the girls' payroll compared, you know, on your settings.
• 5:22
  SPEAKER_00: So it it is simplified.
• 5:26
  SPEAKER_00: I think when we we were at four million and when we implemented, we jumped to eight million super quick.
• 5:32
  SPEAKER_00: And now we're about to hit 11.5 this year.
• 5:35
  SPEAKER_02: So it and that's for the our audience that's 11 million, 11.5 in revenue.
• 5:44
  SPEAKER_02: Let's just let's just take that because that just to me that's awesome, and that's so awesome.
• 5:49
  SPEAKER_02: And I just I got goosebumps everywhere.
• 5:52
  SPEAKER_02: I want everybody out there to know that this is possible and that you have started just where a lot of us started, which is you know, 200, 300,000, 400,000, 500,000.
• 6:07
  SPEAKER_02: And take us to those steps, those early days of those steps of going.
• 6:15
  SPEAKER_02: I mean, because what a$300,000 company looks like to a million is is totally different.
• 6:26
  SPEAKER_00: It is.
• 6:27
  SPEAKER_00: I think like the$300 to a million dollar mark, you're very still probably in the field, very micromanaging, all aspects, wearing all the hats, really, really have to take yourself out of it.
• 6:43
  SPEAKER_00: And the only way you're gonna make it from 300,000 to a million is like I am not.
• 6:47
  SPEAKER_00: I am mop-free.
• 6:49
  SPEAKER_00: I am not getting back out there because you cannot work on your business to grow your business if you're in it.
• 6:54
  SPEAKER_00: And so always keeping yourself enough outside of it to have at least part of your time you're working on growing it versus the day-to-day tasks.
• 7:04
  SPEAKER_00: You cannot be in the day-to-day tasks or you'll never get there.
• 7:08
  SPEAKER_00: Right.
• 7:09
  SPEAKER_02: So I learn I learn how to galligate.
• 7:13
  SPEAKER_02: Yeah, learn how to delegate.
• 7:15
  SPEAKER_02: And that's that's a hard, that's hard for a lot of people because that control is it's it lives inside of our head.
• 7:23
  SPEAKER_02: Yeah.
• 7:24
  SPEAKER_02: And trying to get it out of your head, like that this is where I'm working on right now.
• 7:29
  SPEAKER_02: Literally, I'm trying to build it out so that if somebody can just step into this role and be like, oh, if I have to do this, it's this it's so hard.
• 7:42
  SPEAKER_02: It's hard letting go of that control, and it's hard getting what's in your head out onto something that's able to be followed.
• 7:52
  SPEAKER_00: Absolutely.
• 7:53
  SPEAKER_00: Yeah, letting go of control, I see that as the biggest hang up because working with cleaning services all over the nation now, I see it all the time.
• 8:01
  SPEAKER_00: I'm like, let go.
• 8:02
  SPEAKER_00: You would be surprised that somebody else can actually do it better than you can.
• 8:07
  SPEAKER_00: And we all think in our brains and our mindsets that nobody's gonna treat it, you know, as good as we do or do it as good as we do.
• 8:16
  SPEAKER_00: And that's just not true at all.
• 8:18
  SPEAKER_00: And actually, you'll find out that people can do it better because and faster because they're not as like passionate or you know, they don't they don't have as much in it.
• 8:29
  SPEAKER_00: It's more of like I don't know, simplistic to them because they don't have as much in it.
• 8:35
  SPEAKER_00: But that brings up a really good point is getting to that million and then getting up to two and three million, that's where you have this giant thing called culture that nobody can really like put their finger on, touch or explain, or teach it.
• 8:51
  SPEAKER_00: It's just one of those weird things that you have to instill the culture to get past the million to two million.
• 8:58
  SPEAKER_00: And then you get into some other crazy growth spurts along the way as well.
• 9:03
  SPEAKER_00: But culture is definitely, I think, made some more culture is the reason for our success and our mindset and and goal driven and not scared to think outside the box and do something different.
• 9:15
  SPEAKER_01: Can you explain a little bit of what your culture is like in your company?
• 9:18
  SPEAKER_01: Because I know that's gonna be the next question I get hit up with.
• 9:21
  SPEAKER_01: What why didn't you ask her the question?
• 9:28
  SPEAKER_00: Yeah, at Mazenmore, we are all like I've always ran it like we're family, period.
• 9:35
  SPEAKER_00: Like we're all here as one family together.
• 9:38
  SPEAKER_00: And if you're not going to believe in that, and I know it sounds I'm an Aggie, so I guess I can we have this occultish mentality.
• 9:48
  SPEAKER_00: But it's like we're a group of people that are elite and together.
• 9:53
  SPEAKER_00: And if you want to be a part of this, these are your expectations.
• 9:57
  SPEAKER_00: You're gonna treat each other with respect, we're gonna treat each other fairly, we're gonna have fun.
• 10:02
  SPEAKER_00: Like, number one thing is we are gonna have fun and we are gonna love where we work.
• 10:08
  SPEAKER_00: And I always say everyone has a choice to work anywhere, anywhere they want.
• 10:14
  SPEAKER_00: We are gonna make this the best place to be.
• 10:16
  SPEAKER_00: We're gonna make it that job where you want to come to work.
• 10:20
  SPEAKER_00: And that's kind of one thing what we do in our goal planning session is we're like, what's making you not want to come to work?
• 10:27
  SPEAKER_00: What is bothering you at work?
• 10:29
  SPEAKER_00: And those are the first things that we get rid of because we want to come in through that door and everybody be pumped about what they're doing that day, enjoy their coworkers that they're working with.
• 10:39
  SPEAKER_00: And anybody who threatens that, we that is you are out the family.
• 11:09
  SPEAKER_00: If not, you're out the family.
• 11:12
  SPEAKER_00: Take your zone.
• 11:13
  SPEAKER_00: It's so super serious.
• 11:15
  SPEAKER_00: We hit our goals, we go have fun, we go get our toes done, we go on company retreats, we do all kinds of things, but we are serious about it, but we're also serious about the rewards, and we're serious about treating each other with respect.
• 11:30
  SPEAKER_00: Yeah, so important, so important.
• 11:34
  SPEAKER_00: And it's important to plan those culture moments.
• 11:38
  SPEAKER_00: You know, we all get like planning, but then we forget to plan the culture moments.
• 11:43
  SPEAKER_00: Like, look, I am writing.
• 11:48
  SPEAKER_01: Plan the culture moments, like plan the plan the the pedicure.
• 11:53
  SPEAKER_01: Or the the culture moments, is it pre-prescribed in once a month?
• 11:57
  SPEAKER_01: How how are you executing or not you're well, you're not executing, but when you were, what was it like for you?
• 12:03
  SPEAKER_00: Yeah, well, uh there's two different kinds of cultures now.
• 12:07
  SPEAKER_00: We're talking about we have management culture and then we have the cleaner, the the cleaning culture.
• 12:11
  SPEAKER_00: So in the cleaning culture with the technicians, every month we have a staff meeting and we always do something fun.
• 12:18
  SPEAKER_00: Every morning we always have the music going, the music playing.
• 12:21
  SPEAKER_00: I mean, but yes, we we sit down at our year, we have a huge Mother's Day event where we plan like this super special Mother's Day breakfast, and then we'll do another big thing and at Christmas, Thanksgiving, and then we'll do like we try to plan something every month, like especially at Christmas.
• 12:42
  SPEAKER_00: Like all the girls will bring donations, we'll wrap them and go give them to family members, like to a family, and just oh there's always something that brings us together that's fun, and you know, that point of time in the year, but we always make an effort to make them have fun.
• 13:01
  SPEAKER_00: We'll we'll do a pop-up karaoke mom's night out, and everybody will come to the office and we'll sing karaoke and no cameras allowed on that one.
• 13:13
  SPEAKER_00: I mean, the management team does does such a good job about taking care of the cleaners, and they know that they're taken care of and that we're in support of them, and not only with the things that we're doing and making it fun, but also just paying attention to them and spending the time to actually speak and treat people like people.
• 13:35
  SPEAKER_00: Like, I mean, like spending five, like take your 30 minutes in the morning and just greet everyone, ask them about their kids.
• 13:44
  SPEAKER_00: How are they doing?
• 13:45
  SPEAKER_00: How's their husband, etc.?
• 13:47
  SPEAKER_00: You know, like actually building the relationship.
• 13:50
  SPEAKER_00: And I think everybody's just skips past that because they're like, I got so much to do.
• 13:53
  SPEAKER_00: And they like, yeah, I'm like, that's way more important than the Sandy, you're that reschedules all the time.
• 14:01
  SPEAKER_02: Like that is and that's how I feel about with my my cleaners.
• 14:06
  SPEAKER_02: Uh they're they're my babies, they're my kids, and I treat them like such.
• 14:11
  SPEAKER_02: I I agree to wholeheartedly like that with you.
• 14:17
  SPEAKER_02: There was something that you said that I heard, and ever since then I'm like, yep.
• 14:22
  SPEAKER_02: And it was your march to a million.
• 14:25
  SPEAKER_02: Oh, yeah.
• 14:26
  SPEAKER_02: Uh-huh.
• 14:27
  SPEAKER_02: So I have it written down on a whiteboard, and we are doing our march to a million, and that was thanks to you.
• 14:39
  SPEAKER_02: I yeah, I heard that, and I'm like, oh, I nailed it.
• 14:45
  SPEAKER_01: So yeah, I can't remember.
• 14:47
  SPEAKER_00: I can't remember what our reward was on that one.
• 14:49
  SPEAKER_00: I think we went to the casino, it was like Vegas or Louisiana or something, but we were so proud of ourselves, and then we just it took off.
• 14:57
  SPEAKER_00: I had no idea it was gonna keep going after that.
• 14:59
  SPEAKER_02: And it just Oh, I and it boy did it.
• 15:02
  SPEAKER_02: It did.
• 15:02
  SPEAKER_02: Yeah, would you ever have thought now?
• 15:05
  SPEAKER_02: Can I ask you something?
• 15:06
  SPEAKER_02: This is something that was also that it totally did.
• 15:10
  SPEAKER_02: You have a coach?
• 15:12
  SPEAKER_02: I believe coaching is so important in our industry, and I want people to realize that if you want to get you can do it on your own, but having a coach and getting there much quicker to the people that have already been there.
• 15:31
  SPEAKER_02: Well, it's accountability.
• 15:32
  SPEAKER_00: It's like if you have a workout partner, you're gonna obviously work out harder.
• 15:35
  SPEAKER_00: Perfect, yes.
• 15:38
  SPEAKER_00: So I did not have a coach until about year four or five, and I got a business coach that was not in the cleaning industry.
• 15:47
  SPEAKER_00: So somebody who is in the tech world actually, and he worked with him for a long, long time.
• 15:55
  SPEAKER_00: And then I eventually kind of started doing sorry, background noise.
• 16:04
  SPEAKER_00: I started eventually started kind of coaching myself a little bit, but yeah, I did.
• 16:08
  SPEAKER_00: But he wasn't specific industry business, it was just a business coach.
• 16:13
  SPEAKER_01: Very good.
• 16:14
  SPEAKER_01: Let's let's revisit the March to the Million.
• 16:15
  SPEAKER_01: So the audience is probably going, well, what is the March to the Million?
• 16:18
  SPEAKER_01: Can you give us a brief overview of what that was like for you?
• 16:21
  SPEAKER_00: Yeah, it was a really big push for us.
• 16:24
  SPEAKER_00: I think we were we were kind of sitting stuck around six or seven hundred thousand for a while, and we were like, we need a goal.
• 16:32
  SPEAKER_00: And that's really when we really started pushing goals and then becoming fiercely competitive with them.
• 16:39
  SPEAKER_00: So that was our big goal that year with it.
• 16:41
  SPEAKER_00: We were gonna march to a million.
• 16:42
  SPEAKER_00: It was like our theme.
• 16:43
  SPEAKER_00: We even had a song that went behind it that we would play.
• 16:46
  SPEAKER_00: And yeah.
• 16:47
  SPEAKER_00: So when we hit the march to a million, obviously we had our reward.
• 16:50
  SPEAKER_00: But on our march to a million, we finally figured out, okay, we can say we're gonna hit a million, right?
• 16:57
  SPEAKER_00: But it's not that easy.
• 16:58
  SPEAKER_00: So you gotta have like we would break down our goal, like we would have a big goal, and then under those goals, we would break down every one of those goals into micro goals.
• 17:07
  SPEAKER_00: And then under the micro goals, we would break everything under the micro down into a to-do, and then assign it to somebody with a due date and hold them accountable for it.
• 17:19
  SPEAKER_00: So we had this giant sheet of things that we were gonna, you know, get done, but everybody knew exactly who was responsible.
• 17:26
  SPEAKER_00: And that was the the hardest part is a goal is a goal, but if you don't break it down and really get minute with it, it doesn't really get accomplished.
• 17:38
  SPEAKER_00: And figuring that out finally, I can do it as a higher level thinker.
• 17:43
  SPEAKER_00: I can take the goal and and and get it done.
• 17:46
  SPEAKER_00: But when you're managing other people to help you get it done, if they could take a goal and just reach it easily, they'd probably be their own business owner.
• 17:55
  SPEAKER_00: So break figuring out how to break and break all those goals down into little minute tasks and assigning them, and we hit our march to a million, and we did that was the beginning of our company retreats.
• 18:06
  SPEAKER_00: So after that, I think we've had fifth, well, I don't even know.
• 18:10
  SPEAKER_00: Probably I think that was like 2011 was our first retreat, maybe.
• 18:17
  SPEAKER_00: And since then we go on a retreat every year with just the management team.
• 18:21
  SPEAKER_00: Like we just got back from where did we go this year?
• 18:24
  SPEAKER_00: We went to a ranch in Texas and did like we were like taught them how to shoot guns and oh the cowboy, cowgirls.
• 18:33
  SPEAKER_00: Yeah, we were sorry.
• 18:35
  SPEAKER_00: And then this year we went, where do we go this year?
• 18:38
  SPEAKER_00: We just got back and I've like already lost my brain.
• 18:40
  SPEAKER_00: Oh yeah, we went fishing on the coast in Texas coast.
• 18:43
  SPEAKER_00: We had like five boats and everybody was out there fishing.
• 18:46
  SPEAKER_00: Just something cool to do that really gives them a reason to hit that goal.
• 18:52
  SPEAKER_00: And a reason like not only for your paycheck, but like they look forward to retreat every year because we do something super cool and they get to vote on it as like I want to learn how to fish.
• 19:02
  SPEAKER_00: I thought day two that all of those managers were gonna not, nobody was gonna get up for day two fishing.
• 19:08
  SPEAKER_00: Every single person.
• 19:10
  SPEAKER_00: Yes, and I was like, this is so cool, like just bonding in that.
• 19:15
  SPEAKER_00: So March to a million was was the the beginning of us figuring out how to break goals down, reward ourselves, make it a super fun place to work, and kick ass at the same time.
• 19:27
  SPEAKER_01: Awesome.
• 19:27
  SPEAKER_01: So when you first implemented the start of the goals to the end of the goals, how long did it take you to hit the the million marker?
• 19:35
  SPEAKER_00: I think we had to go grow 400,000 that year.
• 19:39
  SPEAKER_00: So it it was a year.
• 19:41
  SPEAKER_00: It was it was a year goal.
• 19:43
  SPEAKER_01: That's awesome.
• 19:45
  SPEAKER_01: I love it.
• 19:50
  SPEAKER_01: I think that company culture is missing in a lot of business models, especially in the remote model.
• 19:55
  SPEAKER_01: I see it a lot where the the owner isn't connected to the team and the team isn't connected to the clients, and they they get stuck at a certain gross amount and they can't figure it out.
• 20:06
  SPEAKER_01: I'm like, you where's your company culture?
• 20:10
  SPEAKER_01: I'm sure you see it too.
• 20:12
  unknown: Wow.
• 20:12
  SPEAKER_00: It's a hard one too, because you want to create that that culture, but then you also need to be the iron consistent person and that fair person.
• 20:22
  SPEAKER_00: You can't be back and forth or absent.
• 20:25
  SPEAKER_00: I don't think I really really, really stepped out until 2024.
• 20:30
  SPEAKER_00: So I I I agree, culture is everything, but you also need to be consistent.
• 20:35
  SPEAKER_00: It's it's not like a thing where you can just jump in and do it every once in a while.
• 20:38
  SPEAKER_00: It has to be consistent, consistent and fair and there all the time.
• 20:44
  SPEAKER_02: Just like pound in the pavement to get to here.
• 20:47
  SPEAKER_02: You know, we just recently got I got my first huge, beautiful office.
• 20:54
  SPEAKER_02: We moved out from a storage.
• 20:56
  SPEAKER_03: Oh, nice! Yeah, yeah.
• 20:58
  SPEAKER_02: And then um and I've had people literally at networking events ask me out loud, why does somebody like you need a brick and mortar?
• 21:12
  SPEAKER_02: And I was like, company culture, how about company culture?
• 21:17
  SPEAKER_02: I have employees and they absolutely love it.
• 21:20
  SPEAKER_02: So this was a big deal for us, and we are well on our way.
• 21:25
  SPEAKER_02: And I'm just I'm I'm really excited to, I don't know, talk about this today.
• 21:31
  SPEAKER_00: Yay! Yeah, good.
• 21:34
  SPEAKER_00: I don't know how you're you're right.
• 21:36
  SPEAKER_00: Like I sometimes I'm I'm very careful about what I say because there's so many different ways to do things, and not all of whatever somebody does is the right way.
• 21:47
  SPEAKER_00: And it's you know, you may take little bits and pieces from everybody, but I will say that having a brick and mortar and having that centralized location and the girls all coming in every day, and I'm seeing their faces and come and coming back every day, it it is much easier to accomplish cult culture and retention when you have that.
• 22:08
  SPEAKER_03: Right.
• 22:08
  SPEAKER_02: Right.
• 22:09
  SPEAKER_02: And the and the the guilt has subsided of I no longer I I actually went through all of my my my dresser and nobody understood.
• 22:20
  SPEAKER_02: Well, Shannon did.
• 22:22
  SPEAKER_02: I was like, you know what I went and did?
• 22:24
  SPEAKER_02: I went and got rid of all the work shirts, like you know, like I'm that no longer is for me.
• 22:31
  SPEAKER_02: And I put them out and I was like, have at it, girls.
• 22:36
  SPEAKER_02: So I am happy to and proud to say that I am totally, absolutely 100% now mop free.
• 22:45
  SPEAKER_03: Yeah.
• 22:46
  SPEAKER_02: So this getting this brick and mortar was the biggest game changer for me.
• 22:54
  SPEAKER_02: And it just has really set the bar high for us.
• 23:01
  SPEAKER_02: The company culture's great.
• 23:03
  SPEAKER_02: Nobody, I I thought that I would have a moment of guilt for not being right next to them, you know, working.
• 23:14
  SPEAKER_02: And it's exactly the opposite.
• 23:16
  SPEAKER_02: They're like, no, you're not supposed to be doing that.
• 23:18
  SPEAKER_02: You're supposed to be getting us the jobs, Jamie.
• 23:21
  SPEAKER_02: You're supposed to be building.
• 23:23
  SPEAKER_02: all this other stuff.
• 23:24
  SPEAKER_02: So that's that's where we're at now.
• 23:26
  SPEAKER_02: So yeah.
• 23:27
  SPEAKER_00: Yeah.
• 23:28
  SPEAKER_00: You Jamie has to be focused on building more career paths for that for for them.
• 23:34
  SPEAKER_00: So you staying focused on the growth will help you create more longer term careers for your employees.
• 23:42
  SPEAKER_01: Definitely.
• 23:43
  SPEAKER_00: Yep.
• 23:44
  SPEAKER_01: What does your trainer to technician ratio look like?
• 23:47
  SPEAKER_01: I mean you've you said you had what was I I wrote it down.
• 23:50
  SPEAKER_01: I was like oh my God and 140 cleaning techs.
• 23:53
  SPEAKER_01: I mean do you have is that like is there a percentage?
• 23:55
  SPEAKER_01: Is it random?
• 23:56
  SPEAKER_01: Did you come up with a special number?
• 23:58
  SPEAKER_01: What was that like?
• 23:59
  SPEAKER_01: Trainers to trainers to cleaning tech ratio.
• 24:04
  SPEAKER_01: So do you have like one trainer for every 20 cleaning techs or did I know it's only you're only training when you're only training but I just was wondering what that was like.
• 24:14
  SPEAKER_00: I'm in Teams so I do teams I'm an okay perfect and which solos are great but I I'm not yeah yeah we can't get to a level four with with solos but with teams let's see in Austin we have fifth around 50 teams so and we have like six training teams.
• 24:36
  SPEAKER_00: Okay.
• 24:36
  SPEAKER_00: So whatever ratio that is five or so say probably five so one one training team one trainer team to every 10 10 teams perfect and then are they doing two houses a day your teams or are they doing three to four three to four?
• 24:50
  SPEAKER_00: Yeah sometimes five depending if they're small or not gotcha all of that stuff.
• 24:58
  SPEAKER_01: Are you providing company cars for them or are you are they doing their own five cars fast enough?
• 25:04
  SPEAKER_00: We do have company cars at the QC so I have QC managers on top of training teams.
• 25:10
  SPEAKER_00: So my I have two QC managers so about one to every 25 teams in Austin there's two of them so they drive the company cars around to like check jobs.
• 25:21
  SPEAKER_00: So they're little there the QC managers are going to go check on jobs where that maybe there was a complaint.
• 25:28
  SPEAKER_00: We have so many different types of QCs that we schedule every day.
• 25:31
  SPEAKER_00: Like if there was a complaint on a team from the day previous we're going to go QC a job that they're doing the next day and go over the complaint with them.
• 25:39
  SPEAKER_00: And then two we're going to schedule that same house to be QC'd when it rolls back on the calendar the next time it's cleaned.
• 25:47
  SPEAKER_00: And then we have proactive QCs where we're just checking on each team at least at minimum once a month.
• 25:53
  SPEAKER_00: And then we have training where we go and check on the trainers that are out or training the trainees that are out we go check on those.
• 26:01
  SPEAKER_00: So those QC managers are making their schedule every day and they're going to like four or five different houses a day to check in on multiple different things.
• 26:08
  SPEAKER_00: And then also when just a crazy thing happens and you're like well you go to this house over the years.
• 26:17
  SPEAKER_01: It's just so it's it's amazing that our our trade our industry could have so many wild things happen to us versus other trades.
• 26:25
  SPEAKER_01: I don't think that we the other trades have to experience all the crazy stuff that we've gone through.
• 26:30
  SPEAKER_01: No I mean we could right we could all get together and write a hell of a diary for sure right like some of us don't have the like what it's just it's pretty wild some of the stuff I'm like oh my god that's just wild.
• 26:46
  SPEAKER_01: And then you said that you created the software so I'm gonna revisit it.
• 26:51
  SPEAKER_00: So you it's a CRM and a scheduler does everything and what's that like do you do like do you do they call you is it selected software where they they can go like to Jobber and get it or is it like invite only how does your software work no no so it it is the same as Jobber like it has all the same functions as Jobber house call pro made central zenmade all of them and what makes us completely different than the other ones is and I I do get a lot of blowback on this but it has a completely different way of scheduling because you're never going to be able to scale off of a calendar view and a list view.
• 27:35
  SPEAKER_00: It's not possible I know because I've tried it and it's just not possible.
• 27:42
  SPEAKER_00: So we we kind of switch the whole way of scheduling like in TCS that you're actually going to schedule off of a map and all of your houses are like dots on your map and you're actually assigning out of the map versus on a list because you really want to focus on the density of your routes because you want those routes as close together because you need to keep your cleaners cleaning and making revenue and not driving around and then building the buy-in for the client on that I'm sorry how are you getting the buy-in from is that part of like you're onboarding by the way you have to be home like like with the cable guy coming how does that work yeah we do not guarantee times we don't talk time I have it made some more there is no time talk at all we don't tell you how long a cleaning's gonna be we don't tell you exactly what time we're gonna be there because we would be lying and that is crazy and there's no way that we'd be able to like guarantee that.
• 28:36
  SPEAKER_00: So when they're when they're booking on the phone we'll just ask them okay we have arrival windows meaning that this is for our scheduling parameters that means we'll schedule you within these hours but you will get an email or a text the day before that gives you a more accurate of arrival time.
• 28:52
  SPEAKER_00: So the new arrival time after the schedule is complete will be within the hour or hour and a half.
• 28:58
  SPEAKER_03: Okay.
• 28:59
  SPEAKER_00: So yeah so when they book like 8 30 to 1130 or 1030 to 130 or I think 1130 to 230 as our three arrival windows and they're all kind of like staggered.
• 29:10
  SPEAKER_00: So I could put you know I might have to put two eight to 11s because I might have a tiny one.
• 29:15
  SPEAKER_00: So I could put you know two first arrival windows on the same board on the same schedule with the same team.
• 29:22
  SPEAKER_00: Just kind of how you stagger it.
• 29:25
  SPEAKER_00: Yeah and that and has those arrival window you know tools in there as well.
• 29:31
  SPEAKER_00: And so when you're doing your schedule off the map the first thing you're looking at is density and then this the next thing you're looking at is well it automatically reassigns it to the same team that cleaned it before so you want to try to keep it with the same team.
• 29:43
  SPEAKER_00: But again again like we our customers know from the very very beginning we try to keep you with the same team all the time.
• 29:53
  SPEAKER_00: However there is no way that I can guarantee you that's called there's all sorts of stuff that happens right and there I mean we do have those special customers who like absolutely quit if they don't have Sarah and if Sarah's gone then they just want to skip which is fine.
• 30:09
  SPEAKER_00: And those are on the scheduling notes but most of the 98% of our customers are okay with if you just laid the expectation outright in the beginning like oh no we don't give exact times and we can't and we won't and they're like oh okay and but if you if you turn that around and you let your customers say well I need 930 and you're like well I don't know like no no we're not I'm not telling me what time because that that's there's no way I could be there at 930.
• 30:39
  SPEAKER_00: So that and then also when we're doing the schedule we really want to focus on the well first of all we try to do the di the what makes sense geographically.
• 30:51
  SPEAKER_00: Then we look at the arrival windows and then lastly but least we'll try to keep it with the same team.
• 30:56
  SPEAKER_00: But our our customers know that you know everybody is trained the exact same way.
• 31:02
  SPEAKER_00: We all use the same supplies and equipment the product at the end of the day should look exactly the same and you probably won't even know if I send you a different a different team.
• 31:13
  SPEAKER_00: So I think being there and being dependable is more important than you getting Sarah each time.
• 31:20
  SPEAKER_02: So I'm sorry I just totally had a brain for it'll come interesting because uh yeah the the list and the the the list view it gets quite long doesn't it it's like okay I'm going through and I'm making sure yeah and then you're you're I I like that idea of by the map.
• 31:46
  SPEAKER_00: Yeah it's our biggest it seems like it makes more sense yeah it's the biggest epiphany when people switch over to TCS because they're like oh my gosh I was sending her because even though it was the same zip code or zone you know like I I have one zone that's 40 miles you know like the zip code is that many miles.
• 32:05
  SPEAKER_00: And when they're doing their schedule they're like oh my gosh I was sending her over there and back there and then all the way back down there and then back up again.
• 32:12
  SPEAKER_00: And I was like yep you if you were doing it off map you wouldn't have done that at all.
• 32:17
  SPEAKER_02: You're like and there goes a lot of profit or you know a lot of of like and a lot of and a lot of employee retention.
• 32:24
  SPEAKER_00: Like you don't think they're driving around in a circle going what is she doing?
• 32:29
  SPEAKER_00: This is annoying I only get paid for clean time and I'm driving around and she can't figure out what order to put these houses in and I've already passed the same sign twice.
• 32:39
  SPEAKER_01: The same I remember now.
• 32:41
  SPEAKER_01: For real are most of your clients home when the cleaning checks are there or not home?
• 32:45
  SPEAKER_00: I mean it varies.
• 32:46
  SPEAKER_01: Yeah it varies okay it varies like I have a more senior base so a lot of them are home like hovering and you had also mentioned that you don't give them a length of time for the cleaning which I would like to talk about because I that's like the second question after price is well because they're trying to calculate okay how much are they making right they're just like I got all these expenses so you just flat out say you know it's I always say well it's a range I never give an approximate because then they'll be like well you left it four minutes blah blah blah yeah we sell we sell the scope of work when we stop selling time our lives get so much easier because you're gonna have to argue with people's interpretation of time right because our customers all interpret it differently like oh I could have done that in 10 minutes and I'm like it's just a broof sleep it's no big deal.
• 33:42
  SPEAKER_00: So you're selling this took like an hour and I it should have taken 10 minutes and I'm like okay now we're backwards time arguing.
• 33:49
  SPEAKER_00: So I just stopped it.
• 33:51
  SPEAKER_00: So we sell a scope of work and it's these items on this checklist.
• 33:56
  SPEAKER_00: And so whenever somebody asks me well you know how about how long will you be here biweekly say I don't know we'll we'll probably you'll it depends because if I send a team you know some teams are faster than others.
• 34:08
  SPEAKER_00: You may have and then we rotate deep cleaning items so we may be there a little longer this one time because yeah baseboards are on the rotation this time.
• 34:16
  SPEAKER_00: So I can't guarantee I can't tell you but I'll give you approximate and say yeah maybe two hours maybe an hour less an hour more I don't know if they make us commit to time.
• 34:27
  SPEAKER_00: Okay I make so many excuses that they're like oh okay whatever we'll just warm down and walk them out.
• 34:36
  SPEAKER_02: Yeah I'm like okay we gotcha no time no time I love it I love it stop selling time I like that stop selling time and selling the scope of work.
• 34:47
  SPEAKER_00: Yep and also on one times I know it's so much easier to sell that hourly cleaning you know like 2500 square foot that'll be four to six hours at$60 an hour.
• 35:00
  SPEAKER_00: It's easy to sell that I get that but oh my gosh how many times have you argued about that four to six hours and it just opens the door for the cheap skate customer to argue with you.
• 35:14
  SPEAKER_00: Sure.
• 35:15
  SPEAKER_00: When we let it go and we just started pricing all of our deep cleans at six hours and didn't even tell them about the four life got so much easier.
• 35:24
  SPEAKER_02: Leave the four out because it does it's a four to six hours.
• 35:30
  SPEAKER_02: Yeah it's just so it's so common.
• 35:33
  SPEAKER_02: I like that that's great.
• 35:34
  SPEAKER_00: And then we also do like we bid it at six hours right and so some of the deep cleans are gonna run an hour over do we call that customer and try to get extra money sometimes well actually my managers have started I just realized that they they dropped it down to 30 minutes.
• 35:50
  SPEAKER_00: I'm like dang girls they want more profit their profit driven I used to only call them if it was an hour.
• 35:58
  SPEAKER_00: So I got a like leeway that way and then of course if it takes you know five hours I'm not gonna call the customer and ask permission to leave we're just gonna leave so in the in the grand scheme and thing it all evens it all evens up and you can do committee.
• 36:15
  SPEAKER_01: We we it's gonna take more time we'll say hey just let you know this isn't what we discussed and it's gonna be what we think and we give them a range and you normally 99% of the time there's always that one person who's like I can't believe that you were wrong.
• 36:28
  SPEAKER_00: I'm like well sometimes things happen people live different lifestyles I don't know yeah extra time requests in TCS the girl when the girl in the cleaning software they're inside the home they can click when they're in the app they can click request extra time it goes directly to the admins and notifies and so we can handle it immediately.
• 36:51
  SPEAKER_00: And usually most of the time that we'll you know send pictures we look at the pictures you're like no that's a normal deep clean you just need to get your booty and gear today like I can't charge the customer more or they're gonna be mad at me.
• 37:03
  SPEAKER_00: So I'm sorry six hours is enough for that job you're gonna have to kick it up.
• 37:06
  SPEAKER_00: Um because a lot of times they're just going slow and it does and you can't call the customer and tell them that because you're gonna have a really pissed off customer with bad reviews if you're like hey your house sturdier than I thought and it's taking the girls longer so I'm gonna need to charge you another hundred bucks they feel cheated.
• 37:23
  SPEAKER_00: So I always make sure that that the extra time request is legitimate validated.
• 37:30
  SPEAKER_02: Yeah like not just I like that you can even request they can request more time send pictures and I like that that's great.
• 37:42
  SPEAKER_01: Now I know that you're not inside the business anymore but I if you could give me like a brief synopsis on what employee development and training looks like from cleaning tech all the way up do you hire from within for the office?
• 37:54
  SPEAKER_01: Do you outsource that?
• 37:56
  SPEAKER_01: How does that look in your business?
• 37:58
  SPEAKER_00: Absolutely so when you're hired as a cleaner you are out of yes they are told that there's a lot of positions and room to grow in this company and that anytime we issue any type of job post we always issue it internally and give them a chance to apply internally and then we even encourage somebody that we think would be qualified for the position will encourage them to actually apply for it because sometimes they just need that gentle nudge.
• 38:29
  SPEAKER_00: But yeah I have 17 managers right now and I would say that 60% of them six maybe 70 70% of them all started in the field as cleaners.
• 38:42
  SPEAKER_01: Okay good and then sales is probably one of the most common ones that isn't isn't a move up one we hire because our sales department we run remotely and then they also they sell for all three locations so that one doesn't get as much cleaner from the field up right so you're outsourcing the salesperson in general I mean how does that work I mean people do it internally but yours you said yours is remote so I'm just wondering no we have a we have a sales manager.
• 39:22
  SPEAKER_00: Gotcha Kelly is our sales manager and she manages the sales department but they do all work remotely but they're all using you know the CRM they're all working off the same leads they're all working together as a team and there's three sales she has three sales staff under her that are just constantly quoting and booking cleanings quoting and booking cleanings.
• 39:44
  SPEAKER_00: Now they had like a percentage of the closed jobs I know some people do that as well or yeah we have monthly goals well we break them down daily because they were like how are we they look at their goals daily but it it's paid out monthly so the entire sales department if they book like we have a set number of routines that we need to book for the month a set number of one times that we need to book for the month we have a percentage close rate that we need to hit and I think there's one other thing.
• 40:12
  SPEAKER_00: I'm not sure I think I think it's maybe just those three things.
• 40:15
  SPEAKER_00: And if they hit those three KPIs then they are bonused per KPI.
• 40:21
  SPEAKER_00: So I let's just say it's 200 if they hit the routines it's 200 that month if they hit one times and then it's 200 if their close rate is at 50%.
• 40:30
  SPEAKER_00: Nice.
• 40:31
  SPEAKER_00: I love that and then the sales manager will get double double of the bonus ah company it goes back to that company culture.
• 40:43
  SPEAKER_00: I let it holly I'm telling you when I let go and they started doing and I give it enabled them to give them I gave them the tools and the decision making power they were stricter and cracked out way more profit than I did when I was so heavily involved.
• 41:02
  SPEAKER_00: Yeah okay yeah yeah it's um when did you when do you say you decided to let go was what in 2024 sorry Shelly just walked in um oh thing by we have it happen all the time I mean I would say okay I'm a second child in 2012 I think it was 2012 I really let my operations like let my operations manager manage all the operations I really stepped away from that and just helped her and encouraged her to hire you know like when she need got to a point where she needed more help than to create a position and help her hire somebody to find it or I I would have to cover for her occasionally so 2012 is really when I kind of started step back.
• 41:55
  SPEAKER_02: Yeah yeah wow so and then creating the positions what did that look like in the beginning I I told somebody that I'm hiring them from within and I was like look this is gonna look messy.
• 42:11
  SPEAKER_02: I haven't even built out this position yet I was like but you've been here long enough and know how I run I'm I need help.
• 42:23
  SPEAKER_00: I think I did a webinar on this you're right this is hard.
• 42:27
  SPEAKER_00: So you like okay in order to run your cleaning service you have this giant checklist of things right just write them all down every tiny little thing you do check your email check your text schedule finalize work orders I don't know put it all on a piece of paper then you're doing it all right and then you get to a point where you're like I can't do it all and so you have to I what I call a checklist shift.
• 42:56
  SPEAKER_00: So let's take let's look at some of these things on my checklist that I want to get rid of or delegate out.
• 43:03
  SPEAKER_00: And then you move those over to a different checklist.
• 43:06
  SPEAKER_00: Right now you're writing your SOP for your new person you're about to hire.
• 43:10
  SPEAKER_00: Sometimes it's a hodgepodge like I'm not gonna lie like the first person that was hired we just called it like an assistant GM because they did AR they did hiring they did bookkeeping like a random array of like ton of different kind of stuff because that's just how it worked.
• 43:27
  SPEAKER_00: And then until you can really until you can get to like two or three million where you can really get focused and departmentalized some of your checklists are a little messy and it's okay that they're doing you know several things because we have quality control we have operation or we have you know like scheduling and then we have HR and then we have customer service and then we have you know all of these are departmentalized now but they weren't in the beginning you were doing a little bit of everything and there's no way around it yeah yeah and they're totally okay with that so I that makes me feel good.
• 44:02
  SPEAKER_02: Yep just take your verbally I was like it's gonna be messy but it is but when am I not when am I not just blah well the good thing is is just pull the trigger and commit to doing it.
• 44:16
  SPEAKER_00: Yeah it doesn't have to be perfect.
• 44:18
  SPEAKER_02: I think we're all cleaners and we're all that's what it is OCD and like super digital it has to be perfect yes yeah that's the thing if we just pull the trigger and do it and figure it out later like sometimes that's the best way to grow like whenever somebody's like how do you know if you have space on your schedule I was a book it and I'll figure it out like that's like 11 million that's exactly that's what we figure it out later I have no idea and yeah like you said those list views it's sticking with me those list views are getting really long and it's like okay you're trying to go through it and look like okay yeah we need put it in there we're 200 houses two or three hundred houses a day try scrolling on a list view for that it's not possible that's not gonna happen no let's talk a little bit about clean con this is a I heard I and I'm gonna be honest I I wanted to my husband had a a health issue that we had to address so there it hasn't been any traveling for me in a while um because my older my my I have littles and adult children.
• 45:23
  SPEAKER_01: But when it came down to CleanCon, it came so fast and we didn't get a chance to go.
• 45:28
  SPEAKER_01: And I've heard nothing but good things.
• 45:30
  SPEAKER_01: What was the concept?
• 45:31
  SPEAKER_01: How did you guys did you just hang out and say, hey, I want to create this thing?
• 45:35
  SPEAKER_01: I mean, how what was the evolution of CleanCon?
• 45:38
  SPEAKER_01: Well, let's let's introduce the the audience first.
• 45:42
  SPEAKER_02: Not only are not only are you running 11 and a half million dollar cleaning company uh empire, the cleaning software, you also are one of the founders of CleanCon.
• 45:57
  SPEAKER_02: And this this thing is taking our industry by storm right now.
• 46:04
  SPEAKER_02: It is the new hot thing.
• 46:06
  SPEAKER_02: Everybody is talking about it.
• 46:09
  SPEAKER_02: In back rooms, I I have I don't know how many people are asking me, hey, are you going to CleanCon this year?
• 46:16
  SPEAKER_02: I don't know if I'm able to because I have an 11-year-old.
• 46:21
  SPEAKER_02: But tell us a little bit how that how that all came about.
• 46:26
  SPEAKER_00: Yeah, no problem.
• 46:27
  SPEAKER_00: So our industry, I mean, we had ISSA, but and they weren't paying a whole lot of attention to the residential side.
• 46:38
  SPEAKER_01: No, they're not.
• 46:39
  SPEAKER_00: And then there's other like coaching programs that are out there, which are great.
• 46:44
  SPEAKER_00: I love all of them.
• 46:45
  SPEAKER_00: I'm really good friends with all of them.
• 46:47
  SPEAKER_00: But there was nothing to like bring us all together, and everybody wanted it, but nobody was doing it, but everybody wanted it.
• 46:55
  SPEAKER_00: So it was like, ugh.
• 46:57
  SPEAKER_00: And I think I was at huge convention with Molly and Drew, and I had been talking about it for a while, and finally they were like, let's just do it.
• 47:09
  SPEAKER_00: And so we did it.
• 47:10
  SPEAKER_00: And then that was in August, and I had our first Klingon in March, and it just worked out amazing.
• 47:18
  SPEAKER_00: Like it's it's so fun.
• 47:20
  SPEAKER_00: It's and it's it's great because I mean, I I tried to be in a couple of different coaching programs, but it didn't really work because I was like, uh, you know, like I didn't need coaching, I needed the connection, I needed the community.
• 47:34
  SPEAKER_02: The community is where it's at.
• 47:36
  SPEAKER_00: Yes.
• 47:36
  SPEAKER_00: And some of those other coaching programs are or they're really expensive, but because they're worth it, I get it.
• 47:42
  SPEAKER_00: Like they're worth it.
• 47:43
  SPEAKER_00: But I didn't really need that, you know, and I was like, there's a lot of us out there that just want the community and then to stay on top of our industry as far as innovation is concerned.
• 47:52
  SPEAKER_00: And then also just uh some education that maybe is outside the box that we hadn't thought about yet.
• 47:57
  SPEAKER_00: Or maybe let's talk to somebody to do something totally different in a totally different way.
• 48:02
  SPEAKER_00: I've learned some of the random stuff from just a hallway conversation with someone that I'm like in the hallway.
• 48:10
  SPEAKER_02: That's where all the juicy bits are, anyways.
• 48:12
  SPEAKER_02: And I love that it it kind of it don't matter where you're at in your business, it don't matter if you're a hundred thousand dollar business or five million dollar business.
• 48:23
  SPEAKER_02: It there's something there for everybody, and that's what I love.
• 48:27
  SPEAKER_02: And then and you also have breakout sessions, right?
• 48:32
  SPEAKER_00: With people that actually don't no, we do not do breakouts on purpose.
• 48:37
  SPEAKER_00: We want we we want everyone in the same room because when you do breakouts, like somebody's missing something somewhere because you chose the wrong room.
• 48:44
  SPEAKER_00: So we actually we're actually all in there together, but we don't have your traditional, like we have we'll have a keynote speaker.
• 48:53
  SPEAKER_00: We're about to announce the keynote in Austin.
• 48:56
  SPEAKER_00: Okay, so I can't tell you now.
• 48:58
  SPEAKER_00: Don't class with Mike McCalloway.
• 49:00
  SPEAKER_00: So we're really trying to like dig deep from outside the industry, something maybe an entrepreneur that's been successful in a different industry.
• 49:08
  SPEAKER_00: Because I think a lot of times they're, you know, nobody wants to hear me talk all the time, you know, like let's get somebody from the outside.
• 49:16
  SPEAKER_00: And so the keynote speaker, and then we break down in different panels.
• 49:21
  SPEAKER_00: So, like on the panels, we choose people in the industry that have applied, and it's actually open right now at myclingcon.com.
• 49:30
  SPEAKER_00: If you are interested in speaking at Clinkon, you just put in your application and then we too will choose different panelists.
• 49:36
  SPEAKER_00: We're gonna have a couple of like short maybe 10 to 20 minute speeches from individuals, but not much.
• 49:43
  SPEAKER_00: Like it's most just panelists.
• 49:45
  SPEAKER_00: And then on the last day, our big thing is our mastermind.
• 49:48
  SPEAKER_00: It's a very like planned out thing where each person comes to the table with a problem, and they've got the table for everybody at the table gets like seven minutes, I think it was last time, that they're gonna talk about trying to solve that person's problem.
• 50:06
  SPEAKER_00: So if you got six people at the table, you've got seven minutes each, and they're solely just blasting solutions at you.
• 50:11
  SPEAKER_00: Yeah.
• 50:12
  SPEAKER_00: The master, and then you know, the next person problem, which is probably your problem too.
• 50:17
  SPEAKER_00: Like, we probably have all the same problems.
• 50:18
  SPEAKER_00: Yeah.
• 50:19
  SPEAKER_00: Then you're seated in a like a revenue, a similar-size company, because you know, like we just got different problems at different revenue heights.
• 50:30
  SPEAKER_00: So that is also a really cool thing.
• 50:32
  SPEAKER_02: So yeah, the camaraderie of the whole thing is just, you know, I I love it, and nobody makes you feel like you're less than, like you shouldn't be in that room with them.
• 50:47
  SPEAKER_02: That that is the biggest thing that I've heard about this one, is and and the sales.
• 50:53
  SPEAKER_02: There's no like we're selling you to be.
• 50:57
  SPEAKER_00: I know, and I'm in the vendor.
• 50:59
  SPEAKER_00: I even have uh I have something to sell you, but I don't sell you.
• 51:02
  SPEAKER_00: Like exactly right, yeah, I know, yeah.
• 51:05
  SPEAKER_02: So great.
• 51:07
  SPEAKER_02: We're gonna link all this down at the bottom of the uh of the show.
• 51:11
  SPEAKER_00: I think it describes Klingon culture, and it has its own Klingon has its own culture.
• 51:17
  SPEAKER_02: I love it.
• 51:18
  SPEAKER_02: Yeah, it's like a move, it's becoming a movement.
• 51:20
  SPEAKER_02: Yeah, I I really no pressure, yeah.
• 51:24
  SPEAKER_02: No pressure.
• 51:25
  SPEAKER_02: I I really honestly feel like uh it's it is, it's the next big thing.
• 51:31
  SPEAKER_02: It already is.
• 51:32
  SPEAKER_02: We we really don't need to talk about it.
• 51:34
  SPEAKER_02: I I heard that you've had a lot of fun doing it.
• 51:37
  SPEAKER_00: Yes, yes.
• 51:38
  SPEAKER_00: I have.
• 51:39
  SPEAKER_00: And if you guys ever want Molly and Drew to come on, we we can most certainly do like a clean con podcast if y'all want to.
• 51:48
  SPEAKER_00: I get we can have Vistal on and and talk about it.
• 51:50
  SPEAKER_00: We can get some more details about it and exactly what's gonna happen in Austin.
• 51:55
  SPEAKER_00: Absolutely all of that.
• 51:57
  SPEAKER_01: We should definitely do that.
• 51:58
  SPEAKER_00: Yep, yes, absolutely.
• 51:59
  SPEAKER_00: I didn't do it all on my own.
• 52:01
  SPEAKER_00: First of all, I didn't do any of this all on my own.
• 52:04
  SPEAKER_00: No, none of it.
• 52:05
  SPEAKER_02: So but it was in a room at a convention at hue.
• 52:09
  SPEAKER_02: Uh and that's a cleaning and cocktails.
• 52:11
  SPEAKER_00: Yes, yeah, yeah.
• 52:12
  SPEAKER_00: Ricky was kind of our inspiration because he did that for the commercial cleaning industry.
• 52:17
  SPEAKER_00: And we're like, why don't we have anything like that?
• 52:20
  SPEAKER_00: Yeah, right, right.
• 52:22
  SPEAKER_01: The cleaning and cocktails was the was the best bid of the ISSA, that's for sure.
• 52:26
  SPEAKER_01: Yeah.
• 52:29
  SPEAKER_01: Yeah, hopefully.
• 52:32
  SPEAKER_01: Do you um I don't want to take up all your time?
• 52:34
  SPEAKER_01: Do you we always ask at the end if you have any questions for us?
• 52:37
  SPEAKER_01: We're always happy to answer.
• 52:39
  SPEAKER_00: Oh no, I'm I'm excited for y'all's march to are you Jamie's marching?
• 52:44
  SPEAKER_02: I'm my march to a million.
• 52:46
  SPEAKER_02: I'm doing it right live in front of our audience.
• 52:49
  SPEAKER_02: They're watching me do all my fails and my wins.
• 52:54
  SPEAKER_02: Mostly they're just uh knock on wood, they're just mostly wins.
• 53:00
  SPEAKER_02: It's just always we're always leveling up every month, every quarter, and we're gonna keep on trucking.
• 53:08
  SPEAKER_02: So yeah, yeah, I have a March to a million on the whiteboard.
• 53:12
  SPEAKER_02: That's awesome.
• 53:13
  SPEAKER_01: Do you have an actual podcast that you have done that you talk about in detail how you did the March to a million so that I can reference it in to the audience so they can click on it?
• 53:24
  SPEAKER_00: On my YouTube channel, I I don't know that I've actually done a webinar on that March to a million, but on my YouTube channel, the cleaning software, I have a ton of webinars, my presentation from National Convention.
• 53:38
  SPEAKER_00: There's a ton of stuff on my on the YouTube channel.
• 53:41
  SPEAKER_00: So go through there.
• 53:42
  SPEAKER_00: There's there's all different kinds of information on there.
• 53:46
  SPEAKER_00: I actually have a slideshow broken down about the checklist challenge and like shifting the checklist and managing the answers.
• 53:52
  SPEAKER_01: And if you wouldn't mind sending me the link to the YouTube channel, that way I can reference it in the podcast show notes so that they can look at it.
• 54:00
  SPEAKER_01: Because I think that there's going to be a lot of questions about specifically the Mars 2 million, because that's the first hurdle, right?
• 54:06
  SPEAKER_01: After you hit 100, then you go to the 250, then you hit the 500, and then you're at the seven, seven twenty-five, and then you hit the million, and then that's a whole different set of problems.
• 54:15
  SPEAKER_01: So absolutely.
• 54:17
  SPEAKER_01: Well, there's the two million dollar problems, and there's the three million dollar problems.
• 54:22
  SPEAKER_01: Do you want me to put it in this chat?
• 54:24
  SPEAKER_01: You can put it in the chat, or you can just message it me on Facebook, is probably the best way to do that.
• 54:29
  SPEAKER_01: And then I have to see, make sure that it doesn't happen.
• 54:34
  SPEAKER_01: Awesome.
• 54:35
  SPEAKER_01: All right, you guys.
• 54:37
  SPEAKER_01: Thank you so much, Holly.
• 54:40
  SPEAKER_01: Having you on, my goodness.
• 54:42
  SPEAKER_01: That was a great conversation.
• 54:43
  SPEAKER_00: Yes, it was my pleasure.
• 54:45
  SPEAKER_00: And let us know if you want the clean con crew back.
• 54:48
  SPEAKER_00: We would love to love to inform the audience about that as well.
• 54:52
  SPEAKER_01: Definitely.
• 54:53
  SPEAKER_01: Absolutely.
• 54:54
  SPEAKER_00: Oh, it is September MyCleanCon.com.
• 54:56
  SPEAKER_00: It's September 28th.
• 54:59
  SPEAKER_00: 7th, 27th, 28th.
• 55:01
  SPEAKER_00: MyCleanCon.com.
• 55:02
  SPEAKER_00: The tickets are going up in June at the end of June.
• 55:05
  SPEAKER_00: So make sure you get that.
• 55:07
  SPEAKER_00: And then you can use all caps, the cleaning software, and you get 10% off your ticket.
• 55:12
  SPEAKER_02: Oh, that's so nice.
• 55:13
  SPEAKER_02: Thank you so much for that.
• 55:15
  SPEAKER_02: Thank you.
• 55:16
  SPEAKER_01: Thank you.
• 55:16
  SPEAKER_01: Thank you.
• 55:17
  SPEAKER_01: You take it.
• 55:19
  SPEAKER_02: Bye, you guys.
• 55:20
  SPEAKER_02: Thank you so much.