October 19, 2024 • 30 mins
Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Ken Taunton. He is an executive search and healthcare professional staffing leader who founded The Royster Group in 2001. With vast experience conducting executive searches for public and private companies and the healthcare sector, he has built a reputation for excellence in his field. Recently, Taunton was awarded the prestigious SBA Small Business Person of the Year for the State of Georgia, further solidifying his success.
Talking Points:
Are there benefits to being a certified Black-owned professional staff firm?
How does one become certified?
Why did you start your company?
SBA Small Business Person of the Year for 2023
The importance of DEI.
What business model was it based on?
Grew up in the Birmingham, AL, projects. he could only afford college because my mother, who worked in housekeeping, received a discount. A first-generation graduate of the University of Alabama at Birmingham. He knows what it’s like to be marginalized, so he has made it his mission to support others who have talent but are often overlooked.
The National Institute of Health said it best: A diverse nation calls for a diverse healthcare force. That is why a significant portion of our efforts is dedicated to the healthcare sector.
He has been successful because they focus on five core values: Customer Service, Integrity, Teamwork, Accountability, and Respect.
Headquartered in Atlanta, Georgia, The Royster Group, Inc., a certified minority-owned business enterprise, is a leader in executive search and professional staffing services in the private and public sectors and the healthcare industry. The Royster Group assists clients in meeting and exceeding their human capital objectives by providing highly qualified leaders and healthcare professionals at all organizational levels.
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#AMI
#STRAW
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:05):
Welcome to the show.
Speaker 2 (00:06):
I am Rashaan McDonald, the host of money Making Conversations Masterclass,
where we encourage people to stop reading other people's success
stories and start planning their own. Listen up as I
interview entrepreneurs from around the country, talk to celebrities and
ask them how they are running their companies, and speak
with god profits who are making a difference in their
(00:26):
local communities. Now, sit back and listen as we unlock
the secrets to their success on Money Making Conversations Masterclass. Hi,
I am Rashan McDonald, host of weekly Money Making Conversation
master Class.
Speaker 1 (00:39):
Show.
Speaker 2 (00:39):
The interviews and information that this show provides off for everyone.
It's time to stop reading other people's success stories and
start living your own. I'm here to help you reach
your American dream. Let's keep listening. My guest today is
the founder and president of the Roster Group, a nationally recognized,
certified black owned professional staffing firm. They provide diverse top
talent for both the public and private sector. Please welcome
(01:02):
the Money Making Conversation Masterclass. Ken Tumpton, How you doing, sir?
Speaker 3 (01:07):
How are you doing Miss McDonald? How's it going?
Speaker 1 (01:09):
Really greatly? Good?
Speaker 3 (01:09):
Now?
Speaker 2 (01:10):
Founder and president of the Roster Group. Please give us
some background on that company.
Speaker 3 (01:15):
Yeah, the Roster Group actually started back in two thousand
and one. We're an executive search and professional staffing company.
We've been in business since two thousand and one. The
company actually recruits senior love executives. In addition to working
in staffing, we recruit physicians, nervous ancillary staff in the
(01:39):
healthcare space within the federal government as well. And then
we also have commercial you know, business as well. So
we're basically a company that specialized in various different things.
On the executive search side where boutique executive search, and
then on a staff I think sign we do the
(02:02):
staffing in the healthcare space as well.
Speaker 2 (02:05):
Now nationally correct, nationally correct when you said the word recruit. Now,
how does an individual who has a resume or job
skill set that you are looking for get in touch
with you?
Speaker 3 (02:17):
Yeah, so various different ways. I mean, you know, of
course website, you can always go to our website and
upload your resume and we'll put that information into our database.
One of the things with Worcester is that you know,
we're we're not a your typical staffing company, so it's
not like you can walk in off the street and
(02:38):
basically kind of we'll put you in the database and
what have you. A lot of the positions that we
work on are more so seasoned positions. And what I
mean by that is is that the positions are you know,
you know, so for an example, if you're a physician,
you know you got to have you know, you've got
to be certified in different clinical skill sets and things
(03:00):
about nature. And then on the executive search side, you
know a lot of our clients look for seasoned professionals,
so you know, roughly about seven to eight, maybe ten
years out and what have you. So but you know, Royster,
we partnered with a lot of different other you know, companies,
diverse companies at that, whether they be minority owned or
(03:23):
you know, woman own or what have you. And we're
constantly you know, sharing you know, profiles, resumes with those
individuals that I think would be a good fit for
other companies and positions that other companies are working on.
Speaker 2 (03:38):
So let me get just straight. We're watching you in
the executive search and do your staff and healthcare correct?
Speaker 3 (03:43):
Correct?
Speaker 1 (03:43):
Cool?
Speaker 2 (03:44):
Now let's look at the executive for search part of it. Yeah, Now,
when you say executive, we talk about C c suite.
Speaker 3 (03:50):
Yeah, so we work at the C suite all the
way down to the director level. So so for an example,
you know companies we we've worked with, you know, home Depot,
we worked with Burke Pharmaceuticals, We work with Advisor and
some of the other you know, different companies that that
are out there. And these positions basically are more more
(04:14):
so at the VP, you know, direct the VP or
C level type positions. So you know, more, more, more
season like I mentioned to you, more, you know, more season,
more experience. They managed a portfolio of individuals, whether it
be one hundred to a thousand individuals up to you know,
(04:39):
like I said that that particular skill set with the
management of people, but then also a portfolio whether it
be you know, a ten million dollar portfolio all the
way up to fifty million dollar.
Speaker 2 (04:50):
So let me ask you at the Roster Group, Okay,
because I'm a stand on the executive right now, because
now I'm going to get to the staff and in
the healthcare.
Speaker 1 (04:58):
Yeah, I'm an individual.
Speaker 2 (04:59):
How I find your company and how do I feel
the company has the value of the potential to create
place in it for me? In that suite because you
said all the way up to director, all the way
up to the VP level, right.
Speaker 3 (05:11):
Yeah, So so let me explain So executive search and
I think a lot of individuals sort of don't understand
how executives work. We are what they call a retain
executive search firm. So we work for the client. Right,
So the client will come to us and say, hey,
can or Royster, we want you to find us a
(05:33):
VP of HR. Okay, we we put everything together, whether
it be a pipeline of candidates that we've worked with
in the past, or we will you know, kind of
put a marketing campaign together to go out and find
that VP of HR, you know, for for the particular client.
There is another side of search. It's called contingency, right.
(05:56):
Contingency search is where a company will work with a
c in they will only get paid once they make
a placement. Right, so there's no skin in the game
with the client being in contingency. Now, you know, contingency
is great work and great business. However, Royster, we work
(06:17):
strategically with our clients because they give you know, the
fees are paid up front to some extent, so we
build you know, in certain categories like a third, thirty
and a third and they pay us, you know, based
on the types of candidates that we provide.
Speaker 1 (06:34):
Okay, cool, now that's great.
Speaker 2 (06:36):
Now let's slide over to the staff and the healthcare
where I'm sure a lot of my call is not
saying we don't have a lot of the people who
listening to my show wouldn't fall under the executive level.
But like my sister in law, she's a nurse. Yeah,
and so being in that healthcare field and have a
number of friends in that healthcare field, talk about how
does one find out about Russia other than the website
(06:59):
that like, she's based in Houston, Texas, yep, and you
are national staffing from Yeah, how could she take advantage
of what the services that your company offer.
Speaker 3 (07:09):
Yeah. So we we advertise constantly the company basically, like
I said, you know, one particular aspect of it, we're
have a you know, our website basically advertised all the
positions that were all the positions, Yeah, all the positions
that we're recruiting for Royce. We participated in a lot
of different conferences, you know, so exhibit at different conferences
(07:33):
and things of that nature, whether it be antesthesiology, conference
all the way down to occupational health conference or what
have you. So we're tend all of these different conferences.
And then also it's word of mouth. You know. We
we've i would say, since you know, we've been in
healthcare for about fifteen plus years, and so we have
a lot of friends of the firm and basically we
(07:55):
get a lot of referrals just from people that you know,
that we've worked with in the past.
Speaker 1 (08:00):
Now, let me ask you the Kain, what are some
of the hot jobs?
Speaker 2 (08:02):
You know, if they're all popular jobs, you know that
everybody's trying to get or somebody's trying to hire.
Speaker 1 (08:09):
And I'm not saying they don't.
Speaker 2 (08:10):
Everybody is employable, but there are some hot ticket jobs
that you want to keep on your roster because you
get the calls on these jobs live.
Speaker 4 (08:18):
All is known.
Speaker 3 (08:18):
Yeah, health care is always going to be hot. I
don't I don't care, you know, I wouldn't tell you that,
but yeah, And and the reason for that is because
our population is getting older, right, the population baby boomers
are retiring, They're getting older, and so they're going to
need that support services to help them get by. I mean,
just like you and I who had older parents and
(08:42):
we've helped them. You know that that service. We can't
do everything right, and so we're going to so the
support services and health care is going to be huge.
I think they say there's a National Institute of Health
said it best a diverse calls for a diverse health
care health care force. That's why the portions of efforts
(09:06):
and is dedicated in the health care sectum, meaning that
you know, regardless of skin color, where you come from,
what have you. You know, there's we're gonna need those
services to help. Uh. You know, as our population get older,
you know, medical schools aren't putting out physicians like they
(09:27):
used to. Nursing is still tough. A lot of our
nursing nurses have got burned out in healthcare. And so
we are now looking at, you know, a shortage in
healthcare across the board.
Speaker 2 (09:40):
Let me there's this because I was I was interviewing
in person about a year ago and I said, growing up,
I said, where did all these old people come from?
You know, because you know you know what I'm saying.
See all these old people, you know, you know, we
just they just went away. And so now as we
(10:00):
grow older and we plan for retirement, we forget to
plan for our parents' lifestyle, right, So, and that starts
eating the way into the budget. And so when you
talk about that age group that we have to take
care of, that's what you're talking about, right, Absolutely, there's
an age group that we didn't see thirty years ago
(10:21):
that now is living a life into eighties and nineties
comfortably like a president. Jimmy Carter just celebrated his one
hundred birthday.
Speaker 3 (10:29):
Okay, yeah, absolutely, you know it was interesting. So a
lot of and I know this is a bit morbid,
but you know, I'm starting to understand realize that as
we get older and older, could be you know, seventy
five plus and have you right, you know, that's when
(10:50):
you start tapping into retirement and things of that nature.
But seventy five, it's sort of kind of that age
where I think that there's that it's that benchmark where
we are old, right, you know. And and I look
at it like this. You know, I grew up in
government housing, so my parents were extremely young. They you know,
(11:12):
they they grew up with four Yankee boys in government
housing growing up. I think my mom she was seventeen
when she had my brother, my dad was eighteen, so
we grew up with our parents. So my parents are
you know, unfortunately my mom passed, but but my dad
is still you know, he's in the seventies.
Speaker 1 (11:29):
Kicking yeah, right, barbecue.
Speaker 3 (11:35):
So so I think that honestly, you know, when we
consider old, it's it's you know, I look at it,
and of course I'm thinking, okay, man, I'm like, well,
my parents used to be when you know, back in
the day.
Speaker 1 (11:47):
But you don't look like your parents. That's the whole key.
That's the whole key.
Speaker 4 (11:50):
I go.
Speaker 1 (11:51):
I mean my dad, now I was I remember my
dad at this age. He didn't look like be at
this age, right, right, right, Because we.
Speaker 2 (11:57):
Have a different sense of consciousness, you know, have care awareness,
you know, we you know, like like I got a
blood pressure machine now, you know, I check my blood
presure myself.
Speaker 1 (12:06):
I'll have to go to the doc. You know, I got.
Speaker 2 (12:07):
A bluetooth to my phone, so I know now. But
you know, when you talk about healthcare, you talk about
your business that you're developing. One thing that popped out
to me was the word certified Black owned Professional staff
can company. Why is it important that you in part
of your bio part of your resume, you're saying that
you're a certified Black owned professional staff firm.
Speaker 3 (12:29):
Well, so I'm gonna be I'm gonna be very transparent
with you. You know, when as a minority business they
tell you that you got to get certified, you got
to get a certified because what typically happens is that
the companies want to capture that spin for for minority
owned businesses. I'll be honest with Unfortunately, I hate that
(12:55):
that sort of kind of tack line because I don't
think I need to be certified to key right. The
reason why we get certified is because it gives us
the license to hunt right businesses, you know Fortune five
hundred company businesses. They want to make sure that you know,
we're capable or that we have the capacity to do
(13:17):
business with them. And I could see that because some
businesses that don't have that capacity that once they get
the contract, then you know it's it's to some extent,
it's very easy to get the contract, but it's pretty
hard to execute on the contract, right, So you've got
to keep the business. And so people are in trusting,
(13:38):
you know, minority owned businesses to do the work and
what have you. Unfortunately, we have to be we have
to get that stamp of approval, you know through all
of these different organizations like NMSDC or E Bank or
the l g B t Q certifications. Will have to
say that hey we can do you know, we can't,
(13:59):
we can't compete and we can't do the work. My
take is that I don't mind being certified as the
black owned businesses, but I just don't want that to
be my you know, sort of kind of you know
when I walk into the door, Hey I'm minority own,
give me work. That ain't gonna happen, right, But but
it does give you some kind of legitimacy in that
(14:21):
capacity to say, hey, if you give us this work,
we can do the work without any hesitation or without
any risk.
Speaker 2 (14:31):
Okay, here's the quick question I want to ask, because see,
I am a black certified or African American certified more
in the company with the jard of Minority Supplier Development Council,
which is a feeling of the National Minorities Subler Development Council.
And what people don't realize is that you know, they're
big companies out there, they're the white corporations that they
(14:52):
got all the business. Yeah, I cannot get in front
of I can't get in front of them because they
already got their business. So what some of these certifications
allow us to do at least allow these companies that
have these relationship with these powerful firms to listen to me,
listen to my story, hear my story, and I have
(15:14):
to make my story so compelling that it said. You know,
I'm glad you're sitting in front of me, and it's
it's called business relationship, and people don't understand it. Just
like you, I don't want to be a minority owned company.
But if that's going to allow me to have a
conversation with a company that would not listen to me
because they already got the relationship with a company because
(15:35):
it's a fortune five hundred in my case is marketing
and branding, so in your case is staff and you
know they are supercharged staffing agencies out there that could
crush you because they are so big. If you the
certification that a lot of people are really under attack
and talking about you know, doing us favors and talking
about that's not fair.
Speaker 1 (15:55):
What if I was white?
Speaker 2 (15:56):
That's not fair to us because we're not saying that,
we're asking for any favors. We're just trying to get
introduced in that environment.
Speaker 1 (16:03):
Am I wrong? In Stan? Those kids?
Speaker 5 (16:05):
Please don't go anywhere. We'll be right back with more
money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass hosted by Rashaan McDonald. Money Making Conversations Masterclass
continues online at Moneymakingconversations dot com and follow money Making
(16:29):
Conversations Masterclass on Facebook, Twitter, and Instagram.
Speaker 3 (16:33):
No, you're not, you're not because I mean, you know,
we want we want to share at the table, right
and so I think that, you know, being certified gives
us that that relationship. Now, these organizations like NMSCC, GMSDC,
WE banking, some of these other organizations, what they do
is give us that entree, right otherwise that we wouldn't have,
(16:55):
we wouldn't have, we wouldn't have had. As you know,
miss McDonald, you know, these organizations are under attack right now,
and so I I am a bit concerned about, you know,
the future of minority businesses and where we're you know,
and and where are where are we going to be
you know, putting our stake in the ground. Due to
(17:17):
the fact that these organizations due to the fact that
these organizations are under attack. But to your point, you know, they,
you know, these certifying bodies definitely gives us that that
seat at the table otherwise that we wouldn't have gotten.
And so I do agree with you on that. I mean,
I believe in the certification process. I endorse it. I
(17:39):
tell you know, businesses that I mentor Hey, first thing
you need to do is go get certified, because if
you're trying to knock on the door of a you
know of an IBM or in the video or what
have you, first to say, are you certified? Right? Exactly right,
you know, unfortunately fortunately unfortunately right. But but but these
organizations definitely because you know, one of the things that
(18:02):
they do allow us to do is we get the
names of their supplied diversity managers and their staff and
what have you. And these supplied diversities individuals are advocates
for what we do as business minority business owners. So
you know, so we get those names, they interest introduce
us to you know, their clients that they support within
(18:23):
their organizations, and hopefully, you know, it lands into opportunities,
you know, for minority business owners.
Speaker 2 (18:31):
I'm talking to Candies the founding president of the Roster Group,
a nationally recognized, certified black owned professional staffing firm. They
provide the verse top talent for both the public and
private sectors executive search, as well as in the healthcare
staffing area. Well, the thing that I wanted to bring
up before we move on for this is that these
organizations they do like business matchmaking. They'll put us in
(18:54):
a position we have to upload all our information to
the portal and then we can sit down and talk
to companies we may not. I might talk to American Express,
I might talk to Chase, I might talk to Cole
Coming I would never talk to. And the reason the
power of certification helps us is that we've been vetted.
Just like Kin said, we've been vetted. They want to
know how many years you've been in business. They even
(19:16):
ask you to upload your tax returns. So it is
really a vetted situation. So when you sit down, it
also tells you a lot about your business, how serious
you are about your business, how serious you are about
your planning process. And that's why I just really wanted
to when I saw an opportunity to bring Ken on
the show, I wanted to tap into his background as
(19:37):
an executive search person, his background as a person who
is providing staffing nationally now not just locally, but naturally
at the Roster Group. But ken the bottom line, why
did you start this company?
Speaker 3 (19:50):
So? I started Royster honestly, I mean, and it was
it was. It was unfortunate. I'll be honest with you.
You know, my background was in pharmaceutical sales. Worked for
pharmaceuticals as a sales guy for four years and then
I was six years, and then I was in HR
for four and then I went to work for a
executive search firm called corn Fierry. And you know, of
(20:13):
course we recruited you know, C level people, what have you.
What happened was the tech bubble bursts. Right when that
tech bubble burds it, basically the phone stopped ringing. Right.
One of the things that I was I noticed when
I was in executive search working for you know this
(20:35):
this firm, was when I didn't see enough diversity on
the senior level executive searches that we worked on. So,
for an example, we were working on a senior VP
of sales and there were no women and no people
of color. For probably, I want to say, at that time,
(20:58):
that total comp was probably about close to two million,
and they and I just didn't see any any people
of color. And so what happened to me in every
search that I worked on, I made it a point
that I was going to have a woman or a
person of color on each search that I did. With
(21:19):
that corn and corn and I'll be honest, they're not discriminatory.
It's just that, you know, it's very tough trying to
find you know, these uh sometimes trying to find these
executive search professionals. So when the tech bubble bursts, I said,
you know what, let me take a packet and then
let me start my own firm and let me start
concentrating in diversity search. And that's how I got my
(21:42):
impetus just this uh into executive search and staffing. And
and it was due to the economy, which is.
Speaker 1 (21:51):
How do you shift? How do you shift in bad times?
Speaker 2 (21:54):
And that's what you were saying, right, pivoted, Yeah, right,
you didn't throw up your hands.
Speaker 3 (21:58):
Yeah, I just knew I had that that determination, that
grit to say, you know what, I can do this,
and you know and currently right now, I was, you know,
a Small Business Person of the Year last year for
the state of Georgia. I've won several awards. You know,
Roycester now is we're twenty plus million dollar firm. We
(22:18):
do a lot of work on the federal side as well,
and so I've learned a lot. You know, I've had
some bruises, don't get me wrong, but for the most part.
Speaker 1 (22:27):
You're Birmingham, Alabama.
Speaker 3 (22:30):
You know I'm Birmingham. You know.
Speaker 1 (22:34):
You's in.
Speaker 2 (22:38):
You know, so like you said, you know you started
the company, what was that business model?
Speaker 1 (22:44):
You know, what was that business model?
Speaker 2 (22:46):
When you're sitting down, I want I want my listeners
and my viewers to understand that. You know, whenever you
sit down with an idea, there has to be a
business structure to go along with it. Like you said,
I wanted to make sure I had this these type
of people around me. A mistake I made, you know
that I didn't have the right people. You know, I
hired my friends instead of applying for the right people
(23:09):
to do the job I wanted to do. I thought
they could just learn it. To talk about that business model.
Speaker 3 (23:13):
You know, my business model, I would tell you that
it was bootstrap and you know, it was a desk
in my basement and a phone and you know, and
trying to put names and numbers into the database. Right.
One of the things that that model that I start
learning early on was if I would have done it
(23:37):
completely different, I would have found a mentor, right, because
I would have it would have prevented me from those
those bruises you know that you go through. I mean,
you know, starting as a business owners, you don't know
the type of you know, insurances that you're going to need.
You don't know, you know, the type of technologlogy you're
(24:00):
going to need, the registrations and things of that nature.
A mentor will give you that information for free, right,
you know. I I utilize S B A A lot,
I mean going through I mean I took their you know,
different capacity building classes and things of that nature, and
(24:22):
so it helped me to understand how to set up
that model and not you know, and not make mistakes.
I mean, don't get me wrong, I made a ton
of mistakes, but that model from S B A and
Score and some some people that I brought in that
I trusted helped me kind of get over those hurdles.
(24:44):
And so, but having those people around you and sometimes
you don't have to pay them. Sometimes they're just give
it to you for free, and and and there's nothing
wrong for asking for information, right, But but relationship absolutely,
it's all about relationship. And so if you were thinking
about going out on business on your own, just think
(25:05):
about having somebody that you can call and trust. I'm
a part of all these different CEO groups like EO
pure groups and things of that nature. Those are the people,
those are the types of organizations that I would join.
Speaker 2 (25:19):
Now here's a as we close out, you know, I'm
talking to Can the Roster groups. He's a boy from
the south Birmingham. You can't get the most south in Birmingham.
That's Ricky Smiley country.
Speaker 1 (25:34):
You know. The thing about it is that when.
Speaker 2 (25:36):
We look at mistakes or eras and resumes and presentations,
you've seen it all that you said you founded this company,
you know over two decades you've been out there doing
it as an executive, doing the executive search process. Let's
start there some of the mistakes that people should avoid, you.
Speaker 3 (25:55):
Know, so you know the recruiters look at resume is
extremely quick, right, I mean I can look at a
resume or a CV like in I'd say five seconds
and know that this person is not going to be
a fit. You know. One of the things that I
think that a lot of candidates typically don't do is
(26:19):
really put a whole lot of meat within their resume
really kind of justify their existence for that position. Right.
And so if candidates could put more meat on their resumes,
now things are different, right. I mean, you've got all
of these different platforms now that you can upload your
resume they shredded, We go in and they take a
look and download and things of that nature. But a
(26:41):
lot of people don't know that when when they're shredding
that resume for us to take a look at, they're
looking at key words, you know, specifically for the position
that you're applying for. So, if you're applying for a
position that you think that you would be a fit for,
read that job description, right, Read the job description. Make
sure that you got those key phrases, those keywords in there,
(27:05):
so that you know, if we're saying, if we pull
down you know, like five candidates or six candidates, ten candidates,
whatever the number is, your resume would be part of
that batch, right. And so put the effort, put the
time into writing your your resume and your CV.
Speaker 2 (27:23):
So basically saying resumes a SEO driven to keyword, you.
Speaker 3 (27:30):
Know, and it's unfortunate, right, I mean, you.
Speaker 2 (27:32):
Know, you know well I would say it's unfortunately. That's
why you're on the show. Listen to the money made
conversation master that you get hits on how to win.
Speaker 4 (27:39):
You know, the resume to that you knew, and sure
enough they passing on in an interview these days, ain't
it doesn't happen that way, you go, you got to
put it into the database.
Speaker 1 (27:51):
I'm not saying my sister in law looking for a job.
She beat me up not talking about it. I'm not
looking for a job.
Speaker 2 (27:58):
But how does she avoid making mistakes if she came
to your company and put the wrong things and saying,
what were some hints some clues?
Speaker 3 (28:07):
You know? Recruiters, you know, executive search and recruiters take
your call, right, I mean, don't get me wrong. They're
not going to call you back like you know, like
over in twenty you know, ten hours or twenty four
what have you. But they will return your call if
you if you are you know, if they're a viable candidate, right,
and so call the recruiter and say, hey, listen, I'm
(28:28):
thinking of I'm looking at this particular opportunity. You know, here,
here are my skill sets. How do I apply for?
And how what what are you looking for? And how
do I upload this resume so that you know it
you can pull it or your client and take a
look at it, so you know, call the call the
recruiter if you know, if you have a entree into
the company that you're interested in applying for, you know,
(28:51):
send the resume directly to that hire manager or to
that HR, that HR department, right and also upload the resume.
So do you know, do a double duty. I mean
with that, get your hustled. Yeah, the more you can
put it, the more you can put your resume out
there to those people that you're organizations that you're targeting,
(29:12):
the better.
Speaker 1 (29:13):
Awesome. I'll tell you something again, This is awesome. Now, well,
this is enjoyable.
Speaker 2 (29:17):
Now I want to invite you into some of our
other platform But again, thank you for coming on Money
Making Conversation master class.
Speaker 1 (29:25):
You've educated me, educated my audience.
Speaker 2 (29:27):
And guess what he hiring hiring the brother's hiring black
certify hiring. Okay, again, thank you Ken for coming on
Money Making Conversations master Class.
Speaker 3 (29:37):
All right, Miss McDonald, you take care, sir, take care appreciation.
All right.
Speaker 2 (29:41):
This has been another edition of Money Making Conversation Master
Class hosted by me, Rashaun McDonald. Thank you to our
guests on the show today and thank you listening to
the audience now. If you want to listen to any
episode I want to be a guest on the show,
visit Moneymaking Conversations dot com. Our social media handle is
money Making Conversations. Join us next week and remember to
(30:02):
always leave with your gifts.
Speaker 1 (30:03):
Keep winning.
Welcome to the show.
Speaker 2 (00:06):
I am Rashaan McDonald, the host of money Making Conversations Masterclass,
where we encourage people to stop reading other people's success
stories and start planning their own. Listen up as I
interview entrepreneurs from around the country, talk to celebrities and
ask them how they are running their companies, and speak
with god profits who are making a difference in their
(00:26):
local communities. Now, sit back and listen as we unlock
the secrets to their success on Money Making Conversations Masterclass. Hi,
I am Rashan McDonald, host of weekly Money Making Conversation
master Class.
Speaker 1 (00:39):
Show.
Speaker 2 (00:39):
The interviews and information that this show provides off for everyone.
It's time to stop reading other people's success stories and
start living your own. I'm here to help you reach
your American dream. Let's keep listening. My guest today is
the founder and president of the Roster Group, a nationally recognized,
certified black owned professional staffing firm. They provide diverse top
talent for both the public and private sector. Please welcome
(01:02):
the Money Making Conversation Masterclass. Ken Tumpton, How you doing, sir?
Speaker 3 (01:07):
How are you doing Miss McDonald? How's it going?
Speaker 1 (01:09):
Really greatly? Good?
Speaker 3 (01:09):
Now?
Speaker 2 (01:10):
Founder and president of the Roster Group. Please give us
some background on that company.
Speaker 3 (01:15):
Yeah, the Roster Group actually started back in two thousand
and one. We're an executive search and professional staffing company.
We've been in business since two thousand and one. The
company actually recruits senior love executives. In addition to working
in staffing, we recruit physicians, nervous ancillary staff in the
(01:39):
healthcare space within the federal government as well. And then
we also have commercial you know, business as well. So
we're basically a company that specialized in various different things.
On the executive search side where boutique executive search, and
then on a staff I think sign we do the
(02:02):
staffing in the healthcare space as well.
Speaker 2 (02:05):
Now nationally correct, nationally correct when you said the word recruit. Now,
how does an individual who has a resume or job
skill set that you are looking for get in touch
with you?
Speaker 3 (02:17):
Yeah, so various different ways. I mean, you know, of
course website, you can always go to our website and
upload your resume and we'll put that information into our database.
One of the things with Worcester is that you know,
we're we're not a your typical staffing company, so it's
not like you can walk in off the street and
(02:38):
basically kind of we'll put you in the database and
what have you. A lot of the positions that we
work on are more so seasoned positions. And what I
mean by that is is that the positions are you know,
you know, so for an example, if you're a physician,
you know you got to have you know, you've got
to be certified in different clinical skill sets and things
(03:00):
about nature. And then on the executive search side, you
know a lot of our clients look for seasoned professionals,
so you know, roughly about seven to eight, maybe ten
years out and what have you. So but you know, Royster,
we partnered with a lot of different other you know, companies,
diverse companies at that, whether they be minority owned or
(03:23):
you know, woman own or what have you. And we're
constantly you know, sharing you know, profiles, resumes with those
individuals that I think would be a good fit for
other companies and positions that other companies are working on.
Speaker 2 (03:38):
So let me get just straight. We're watching you in
the executive search and do your staff and healthcare correct?
Speaker 3 (03:43):
Correct?
Speaker 1 (03:43):
Cool?
Speaker 2 (03:44):
Now let's look at the executive for search part of it. Yeah, Now,
when you say executive, we talk about C c suite.
Speaker 3 (03:50):
Yeah, so we work at the C suite all the
way down to the director level. So so for an example,
you know companies we we've worked with, you know, home Depot,
we worked with Burke Pharmaceuticals, We work with Advisor and
some of the other you know, different companies that that
are out there. And these positions basically are more more
(04:14):
so at the VP, you know, direct the VP or
C level type positions. So you know, more, more, more
season like I mentioned to you, more, you know, more season,
more experience. They managed a portfolio of individuals, whether it
be one hundred to a thousand individuals up to you know,
(04:39):
like I said that that particular skill set with the
management of people, but then also a portfolio whether it
be you know, a ten million dollar portfolio all the
way up to fifty million dollar.
Speaker 2 (04:50):
So let me ask you at the Roster Group, Okay,
because I'm a stand on the executive right now, because
now I'm going to get to the staff and in
the healthcare.
Speaker 1 (04:58):
Yeah, I'm an individual.
Speaker 2 (04:59):
How I find your company and how do I feel
the company has the value of the potential to create
place in it for me? In that suite because you
said all the way up to director, all the way
up to the VP level, right.
Speaker 3 (05:11):
Yeah, So so let me explain So executive search and
I think a lot of individuals sort of don't understand
how executives work. We are what they call a retain
executive search firm. So we work for the client. Right,
So the client will come to us and say, hey,
can or Royster, we want you to find us a
(05:33):
VP of HR. Okay, we we put everything together, whether
it be a pipeline of candidates that we've worked with
in the past, or we will you know, kind of
put a marketing campaign together to go out and find
that VP of HR, you know, for for the particular client.
There is another side of search. It's called contingency, right.
(05:56):
Contingency search is where a company will work with a
c in they will only get paid once they make
a placement. Right, so there's no skin in the game
with the client being in contingency. Now, you know, contingency
is great work and great business. However, Royster, we work
(06:17):
strategically with our clients because they give you know, the
fees are paid up front to some extent, so we
build you know, in certain categories like a third, thirty
and a third and they pay us, you know, based
on the types of candidates that we provide.
Speaker 1 (06:34):
Okay, cool, now that's great.
Speaker 2 (06:36):
Now let's slide over to the staff and the healthcare
where I'm sure a lot of my call is not
saying we don't have a lot of the people who
listening to my show wouldn't fall under the executive level.
But like my sister in law, she's a nurse. Yeah,
and so being in that healthcare field and have a
number of friends in that healthcare field, talk about how
does one find out about Russia other than the website
(06:59):
that like, she's based in Houston, Texas, yep, and you
are national staffing from Yeah, how could she take advantage
of what the services that your company offer.
Speaker 3 (07:09):
Yeah. So we we advertise constantly the company basically, like
I said, you know, one particular aspect of it, we're
have a you know, our website basically advertised all the
positions that were all the positions, Yeah, all the positions
that we're recruiting for Royce. We participated in a lot
of different conferences, you know, so exhibit at different conferences
(07:33):
and things of that nature, whether it be antesthesiology, conference
all the way down to occupational health conference or what
have you. So we're tend all of these different conferences.
And then also it's word of mouth. You know. We
we've i would say, since you know, we've been in
healthcare for about fifteen plus years, and so we have
a lot of friends of the firm and basically we
(07:55):
get a lot of referrals just from people that you know,
that we've worked with in the past.
Speaker 1 (08:00):
Now, let me ask you the Kain, what are some
of the hot jobs?
Speaker 2 (08:02):
You know, if they're all popular jobs, you know that
everybody's trying to get or somebody's trying to hire.
Speaker 1 (08:09):
And I'm not saying they don't.
Speaker 2 (08:10):
Everybody is employable, but there are some hot ticket jobs
that you want to keep on your roster because you
get the calls on these jobs live.
Speaker 4 (08:18):
All is known.
Speaker 3 (08:18):
Yeah, health care is always going to be hot. I
don't I don't care, you know, I wouldn't tell you that,
but yeah, And and the reason for that is because
our population is getting older, right, the population baby boomers
are retiring, They're getting older, and so they're going to
need that support services to help them get by. I mean,
just like you and I who had older parents and
(08:42):
we've helped them. You know that that service. We can't
do everything right, and so we're going to so the
support services and health care is going to be huge.
I think they say there's a National Institute of Health
said it best a diverse calls for a diverse health
care health care force. That's why the portions of efforts
(09:06):
and is dedicated in the health care sectum, meaning that
you know, regardless of skin color, where you come from,
what have you. You know, there's we're gonna need those
services to help. Uh. You know, as our population get older,
you know, medical schools aren't putting out physicians like they
(09:27):
used to. Nursing is still tough. A lot of our
nursing nurses have got burned out in healthcare. And so
we are now looking at, you know, a shortage in
healthcare across the board.
Speaker 2 (09:40):
Let me there's this because I was I was interviewing
in person about a year ago and I said, growing up,
I said, where did all these old people come from?
You know, because you know you know what I'm saying.
See all these old people, you know, you know, we
just they just went away. And so now as we
(10:00):
grow older and we plan for retirement, we forget to
plan for our parents' lifestyle, right, So, and that starts
eating the way into the budget. And so when you
talk about that age group that we have to take
care of, that's what you're talking about, right, Absolutely, there's
an age group that we didn't see thirty years ago
(10:21):
that now is living a life into eighties and nineties
comfortably like a president. Jimmy Carter just celebrated his one
hundred birthday.
Speaker 3 (10:29):
Okay, yeah, absolutely, you know it was interesting. So a
lot of and I know this is a bit morbid,
but you know, I'm starting to understand realize that as
we get older and older, could be you know, seventy
five plus and have you right, you know, that's when
(10:50):
you start tapping into retirement and things of that nature.
But seventy five, it's sort of kind of that age
where I think that there's that it's that benchmark where
we are old, right, you know. And and I look
at it like this. You know, I grew up in
government housing, so my parents were extremely young. They you know,
(11:12):
they they grew up with four Yankee boys in government
housing growing up. I think my mom she was seventeen
when she had my brother, my dad was eighteen, so
we grew up with our parents. So my parents are
you know, unfortunately my mom passed, but but my dad
is still you know, he's in the seventies.
Speaker 1 (11:29):
Kicking yeah, right, barbecue.
Speaker 3 (11:35):
So so I think that honestly, you know, when we
consider old, it's it's you know, I look at it,
and of course I'm thinking, okay, man, I'm like, well,
my parents used to be when you know, back in
the day.
Speaker 1 (11:47):
But you don't look like your parents. That's the whole key.
That's the whole key.
Speaker 4 (11:50):
I go.
Speaker 1 (11:51):
I mean my dad, now I was I remember my
dad at this age. He didn't look like be at
this age, right, right, right, Because we.
Speaker 2 (11:57):
Have a different sense of consciousness, you know, have care awareness,
you know, we you know, like like I got a
blood pressure machine now, you know, I check my blood
presure myself.
Speaker 1 (12:06):
I'll have to go to the doc. You know, I got.
Speaker 2 (12:07):
A bluetooth to my phone, so I know now. But
you know, when you talk about healthcare, you talk about
your business that you're developing. One thing that popped out
to me was the word certified Black owned Professional staff
can company. Why is it important that you in part
of your bio part of your resume, you're saying that
you're a certified Black owned professional staff firm.
Speaker 3 (12:29):
Well, so I'm gonna be I'm gonna be very transparent
with you. You know, when as a minority business they
tell you that you got to get certified, you got
to get a certified because what typically happens is that
the companies want to capture that spin for for minority
owned businesses. I'll be honest with Unfortunately, I hate that
(12:55):
that sort of kind of tack line because I don't
think I need to be certified to key right. The
reason why we get certified is because it gives us
the license to hunt right businesses, you know Fortune five
hundred company businesses. They want to make sure that you know,
we're capable or that we have the capacity to do
(13:17):
business with them. And I could see that because some
businesses that don't have that capacity that once they get
the contract, then you know it's it's to some extent,
it's very easy to get the contract, but it's pretty
hard to execute on the contract, right, So you've got
to keep the business. And so people are in trusting,
(13:38):
you know, minority owned businesses to do the work and
what have you. Unfortunately, we have to be we have
to get that stamp of approval, you know through all
of these different organizations like NMSDC or E Bank or
the l g B t Q certifications. Will have to
say that hey we can do you know, we can't,
(13:59):
we can't compete and we can't do the work. My
take is that I don't mind being certified as the
black owned businesses, but I just don't want that to
be my you know, sort of kind of you know
when I walk into the door, Hey I'm minority own,
give me work. That ain't gonna happen, right, But but
it does give you some kind of legitimacy in that
(14:21):
capacity to say, hey, if you give us this work,
we can do the work without any hesitation or without
any risk.
Speaker 2 (14:31):
Okay, here's the quick question I want to ask, because see,
I am a black certified or African American certified more
in the company with the jard of Minority Supplier Development Council,
which is a feeling of the National Minorities Subler Development Council.
And what people don't realize is that you know, they're
big companies out there, they're the white corporations that they
(14:52):
got all the business. Yeah, I cannot get in front
of I can't get in front of them because they
already got their business. So what some of these certifications
allow us to do at least allow these companies that
have these relationship with these powerful firms to listen to me,
listen to my story, hear my story, and I have
(15:14):
to make my story so compelling that it said. You know,
I'm glad you're sitting in front of me, and it's
it's called business relationship, and people don't understand it. Just
like you, I don't want to be a minority owned company.
But if that's going to allow me to have a
conversation with a company that would not listen to me
because they already got the relationship with a company because
(15:35):
it's a fortune five hundred in my case is marketing
and branding, so in your case is staff and you
know they are supercharged staffing agencies out there that could
crush you because they are so big. If you the
certification that a lot of people are really under attack
and talking about you know, doing us favors and talking
about that's not fair.
Speaker 1 (15:55):
What if I was white?
Speaker 2 (15:56):
That's not fair to us because we're not saying that,
we're asking for any favors. We're just trying to get
introduced in that environment.
Speaker 1 (16:03):
Am I wrong? In Stan? Those kids?
Speaker 5 (16:05):
Please don't go anywhere. We'll be right back with more
money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass hosted by Rashaan McDonald. Money Making Conversations Masterclass
continues online at Moneymakingconversations dot com and follow money Making
(16:29):
Conversations Masterclass on Facebook, Twitter, and Instagram.
Speaker 3 (16:33):
No, you're not, you're not because I mean, you know,
we want we want to share at the table, right
and so I think that, you know, being certified gives
us that that relationship. Now, these organizations like NMSCC, GMSDC,
WE banking, some of these other organizations, what they do
is give us that entree, right otherwise that we wouldn't have,
(16:55):
we wouldn't have, we wouldn't have had. As you know,
miss McDonald, you know, these organizations are under attack right now,
and so I I am a bit concerned about, you know,
the future of minority businesses and where we're you know,
and and where are where are we going to be
you know, putting our stake in the ground. Due to
(17:17):
the fact that these organizations due to the fact that
these organizations are under attack. But to your point, you know, they,
you know, these certifying bodies definitely gives us that that
seat at the table otherwise that we wouldn't have gotten.
And so I do agree with you on that. I mean,
I believe in the certification process. I endorse it. I
(17:39):
tell you know, businesses that I mentor Hey, first thing
you need to do is go get certified, because if
you're trying to knock on the door of a you
know of an IBM or in the video or what
have you, first to say, are you certified? Right? Exactly right,
you know, unfortunately fortunately unfortunately right. But but but these
organizations definitely because you know, one of the things that
(18:02):
they do allow us to do is we get the
names of their supplied diversity managers and their staff and
what have you. And these supplied diversities individuals are advocates
for what we do as business minority business owners. So
you know, so we get those names, they interest introduce
us to you know, their clients that they support within
(18:23):
their organizations, and hopefully, you know, it lands into opportunities,
you know, for minority business owners.
Speaker 2 (18:31):
I'm talking to Candies the founding president of the Roster Group,
a nationally recognized, certified black owned professional staffing firm. They
provide the verse top talent for both the public and
private sectors executive search, as well as in the healthcare
staffing area. Well, the thing that I wanted to bring
up before we move on for this is that these
organizations they do like business matchmaking. They'll put us in
(18:54):
a position we have to upload all our information to
the portal and then we can sit down and talk
to companies we may not. I might talk to American Express,
I might talk to Chase, I might talk to Cole
Coming I would never talk to. And the reason the
power of certification helps us is that we've been vetted.
Just like Kin said, we've been vetted. They want to
know how many years you've been in business. They even
(19:16):
ask you to upload your tax returns. So it is
really a vetted situation. So when you sit down, it
also tells you a lot about your business, how serious
you are about your business, how serious you are about
your planning process. And that's why I just really wanted
to when I saw an opportunity to bring Ken on
the show, I wanted to tap into his background as
(19:37):
an executive search person, his background as a person who
is providing staffing nationally now not just locally, but naturally
at the Roster Group. But ken the bottom line, why
did you start this company?
Speaker 3 (19:50):
So? I started Royster honestly, I mean, and it was
it was. It was unfortunate. I'll be honest with you.
You know, my background was in pharmaceutical sales. Worked for
pharmaceuticals as a sales guy for four years and then
I was six years, and then I was in HR
for four and then I went to work for a
executive search firm called corn Fierry. And you know, of
(20:13):
course we recruited you know, C level people, what have you.
What happened was the tech bubble bursts. Right when that
tech bubble burds it, basically the phone stopped ringing. Right.
One of the things that I was I noticed when
I was in executive search working for you know this
(20:35):
this firm, was when I didn't see enough diversity on
the senior level executive searches that we worked on. So,
for an example, we were working on a senior VP
of sales and there were no women and no people
of color. For probably, I want to say, at that time,
(20:58):
that total comp was probably about close to two million,
and they and I just didn't see any any people
of color. And so what happened to me in every
search that I worked on, I made it a point
that I was going to have a woman or a
person of color on each search that I did. With
(21:19):
that corn and corn and I'll be honest, they're not discriminatory.
It's just that, you know, it's very tough trying to
find you know, these uh sometimes trying to find these
executive search professionals. So when the tech bubble bursts, I said,
you know what, let me take a packet and then
let me start my own firm and let me start
concentrating in diversity search. And that's how I got my
(21:42):
impetus just this uh into executive search and staffing. And
and it was due to the economy, which is.
Speaker 1 (21:51):
How do you shift? How do you shift in bad times?
Speaker 2 (21:54):
And that's what you were saying, right, pivoted, Yeah, right,
you didn't throw up your hands.
Speaker 3 (21:58):
Yeah, I just knew I had that that determination, that
grit to say, you know what, I can do this,
and you know and currently right now, I was, you know,
a Small Business Person of the Year last year for
the state of Georgia. I've won several awards. You know,
Roycester now is we're twenty plus million dollar firm. We
(22:18):
do a lot of work on the federal side as well,
and so I've learned a lot. You know, I've had
some bruises, don't get me wrong, but for the most part.
Speaker 1 (22:27):
You're Birmingham, Alabama.
Speaker 3 (22:30):
You know I'm Birmingham. You know.
Speaker 1 (22:34):
You's in.
Speaker 2 (22:38):
You know, so like you said, you know you started
the company, what was that business model?
Speaker 1 (22:44):
You know, what was that business model?
Speaker 2 (22:46):
When you're sitting down, I want I want my listeners
and my viewers to understand that. You know, whenever you
sit down with an idea, there has to be a
business structure to go along with it. Like you said,
I wanted to make sure I had this these type
of people around me. A mistake I made, you know
that I didn't have the right people. You know, I
hired my friends instead of applying for the right people
(23:09):
to do the job I wanted to do. I thought
they could just learn it. To talk about that business model.
Speaker 3 (23:13):
You know, my business model, I would tell you that
it was bootstrap and you know, it was a desk
in my basement and a phone and you know, and
trying to put names and numbers into the database. Right.
One of the things that that model that I start
learning early on was if I would have done it
(23:37):
completely different, I would have found a mentor, right, because
I would have it would have prevented me from those
those bruises you know that you go through. I mean,
you know, starting as a business owners, you don't know
the type of you know, insurances that you're going to need.
You don't know, you know, the type of technologlogy you're
(24:00):
going to need, the registrations and things of that nature.
A mentor will give you that information for free, right,
you know. I I utilize S B A A lot,
I mean going through I mean I took their you know,
different capacity building classes and things of that nature, and
(24:22):
so it helped me to understand how to set up
that model and not you know, and not make mistakes.
I mean, don't get me wrong, I made a ton
of mistakes, but that model from S B A and
Score and some some people that I brought in that
I trusted helped me kind of get over those hurdles.
(24:44):
And so, but having those people around you and sometimes
you don't have to pay them. Sometimes they're just give
it to you for free, and and and there's nothing
wrong for asking for information, right, But but relationship absolutely,
it's all about relationship. And so if you were thinking
about going out on business on your own, just think
(25:05):
about having somebody that you can call and trust. I'm
a part of all these different CEO groups like EO
pure groups and things of that nature. Those are the people,
those are the types of organizations that I would join.
Speaker 2 (25:19):
Now here's a as we close out, you know, I'm
talking to Can the Roster groups. He's a boy from
the south Birmingham. You can't get the most south in Birmingham.
That's Ricky Smiley country.
Speaker 1 (25:34):
You know. The thing about it is that when.
Speaker 2 (25:36):
We look at mistakes or eras and resumes and presentations,
you've seen it all that you said you founded this company,
you know over two decades you've been out there doing
it as an executive, doing the executive search process. Let's
start there some of the mistakes that people should avoid, you.
Speaker 3 (25:55):
Know, so you know the recruiters look at resume is
extremely quick, right, I mean I can look at a
resume or a CV like in I'd say five seconds
and know that this person is not going to be
a fit. You know. One of the things that I
think that a lot of candidates typically don't do is
(26:19):
really put a whole lot of meat within their resume
really kind of justify their existence for that position. Right.
And so if candidates could put more meat on their resumes,
now things are different, right. I mean, you've got all
of these different platforms now that you can upload your
resume they shredded, We go in and they take a
look and download and things of that nature. But a
(26:41):
lot of people don't know that when when they're shredding
that resume for us to take a look at, they're
looking at key words, you know, specifically for the position
that you're applying for. So, if you're applying for a
position that you think that you would be a fit for,
read that job description, right, Read the job description. Make
sure that you got those key phrases, those keywords in there,
(27:05):
so that you know, if we're saying, if we pull
down you know, like five candidates or six candidates, ten candidates,
whatever the number is, your resume would be part of
that batch, right. And so put the effort, put the
time into writing your your resume and your CV.
Speaker 2 (27:23):
So basically saying resumes a SEO driven to keyword, you.
Speaker 3 (27:30):
Know, and it's unfortunate, right, I mean, you.
Speaker 2 (27:32):
Know, you know well I would say it's unfortunately. That's
why you're on the show. Listen to the money made
conversation master that you get hits on how to win.
Speaker 4 (27:39):
You know, the resume to that you knew, and sure
enough they passing on in an interview these days, ain't
it doesn't happen that way, you go, you got to
put it into the database.
Speaker 1 (27:51):
I'm not saying my sister in law looking for a job.
She beat me up not talking about it. I'm not
looking for a job.
Speaker 2 (27:58):
But how does she avoid making mistakes if she came
to your company and put the wrong things and saying,
what were some hints some clues?
Speaker 3 (28:07):
You know? Recruiters, you know, executive search and recruiters take
your call, right, I mean, don't get me wrong. They're
not going to call you back like you know, like
over in twenty you know, ten hours or twenty four
what have you. But they will return your call if
you if you are you know, if they're a viable candidate, right,
and so call the recruiter and say, hey, listen, I'm
(28:28):
thinking of I'm looking at this particular opportunity. You know, here,
here are my skill sets. How do I apply for?
And how what what are you looking for? And how
do I upload this resume so that you know it
you can pull it or your client and take a
look at it, so you know, call the call the
recruiter if you know, if you have a entree into
the company that you're interested in applying for, you know,
(28:51):
send the resume directly to that hire manager or to
that HR, that HR department, right and also upload the resume.
So do you know, do a double duty. I mean
with that, get your hustled. Yeah, the more you can
put it, the more you can put your resume out
there to those people that you're organizations that you're targeting,
(29:12):
the better.
Speaker 1 (29:13):
Awesome. I'll tell you something again, This is awesome. Now, well,
this is enjoyable.
Speaker 2 (29:17):
Now I want to invite you into some of our
other platform But again, thank you for coming on Money
Making Conversation master class.
Speaker 1 (29:25):
You've educated me, educated my audience.
Speaker 2 (29:27):
And guess what he hiring hiring the brother's hiring black
certify hiring. Okay, again, thank you Ken for coming on
Money Making Conversations master Class.
Speaker 3 (29:37):
All right, Miss McDonald, you take care, sir, take care appreciation.
All right.
Speaker 2 (29:41):
This has been another edition of Money Making Conversation Master
Class hosted by me, Rashaun McDonald. Thank you to our
guests on the show today and thank you listening to
the audience now. If you want to listen to any
episode I want to be a guest on the show,
visit Moneymaking Conversations dot com. Our social media handle is
money Making Conversations. Join us next week and remember to
(30:02):
always leave with your gifts.
Speaker 1 (30:03):
Keep winning.
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