May 19, 2025 • 40 mins
In this episode of the Restaurant Technology Guides podcast, hosts Jeremy Julian and David Alvarado delve into the world of financial technology and its impact on the restaurant industry. They discuss the critical importance of earned wage access, allowing employees to get paid daily, and the advantages it offers for both employers and employees. David Alvarado, who has extensive experience in the restaurant industry, shares insights from his journey, including his tenure at Blooming Brands and his current role at Instant Financial. Instant Financial provides a solution that enables daily pay for non-tipped employees and digital tip distribution, streamlining operations and reducing costs for restaurants. The episode also covers the broader implications of financial wellness tools, including financial literacy education, credit building, and health and wellness benefits, emphasizing how these tools can significantly improve employees' lives. This podcast is a must-listen for restaurant operators looking to gain a competitive edge by adopting technology that addresses modern employees' needs.
00:00 Instant Financial
01:17 Introduction and Welcome
01:45 Meet David Alvarado
02:14 David's Career Journey
03:36 Introduction to Instant Financial
04:57 Understanding Earned Wages
07:24 Benefits of Instant Pay
13:35 Addressing Concerns About Instant Pay
23:33 Digital Tips Management
31:09 Employee Financial Wellness
37:33 Conclusion and Contact Information
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:02):
This is the RestaurantTechnology Guides podcast,
helping you run your restaurantbetter.
In today's episode, DavidAlvarado and I talk quite a bit
about the FinTech world and howgetting instant access to your
(00:23):
pay is almost a non-starter forpeople applying for jobs.
In today's day and age, more andmore retailers, restaurants, and
different offline brands areoffering this.
I was just, uh, travelingrecently and I saw one of the.
You know, help wanted ads, talkabout get, you know, work today,
get paid this afternoon andinstant is a product that can
(00:46):
help you get there.
This is the second time we'vehad instant on the show.
They do some great stuff in therestaurant space they've been
around for.
Um, you know, they're one of thelongest standing people that's
been doing same day pay, sothey've gone through their
paces.
They're in quite a few largebrands, and so if you haven't
checked them out already, Iwould encourage it.
If you don't know me, my name isJeremy Julian.
(01:06):
I am the Chief Revenue Officerfor CBS North Star.
We sell the North Star point ofsale product for multi-units.
Please check usout@cbsnorthstar.com and now
onto our episode.
Jeremy Julian (01:17):
Welcome back to the Restaurant Technology Guys
podcast.
Thank you everyone out there forjoining us.
As I say, each and every time, Iknow you guys have got lots of
choices, so thanks for hangingout today.
We are having a brand new face,but a similar concept, or not
even similar concept, but aconcept that we talked about a
maybe 18 months ago.
but it's really taking therestaurant space.
By storm.
And I think it's, it's somethingthat all of our restaurant
(01:38):
operators need to know aboutbecause not only hiring and
retaining the employees and aswell as just kinda simplifying
their lives.
And so I am joined today byDavid Alvarado.
David, why don't you give ourlisteners a little bit of an
insight as to who you are.
We got a chance to meet, meet oncamera just a little bit ago and
I'm excited for everybody tohear your story.
'cause it's gonna give validityto why you're at instant and
(02:00):
what instant can do for people.
And then we can, Dig into howinstant really is solving a lot
of problems that are challengesout there for the restaurant
space.
David Alvarado (02:08):
Awesome.
Thank you Jeremy.
I appreciate your time and it'sa pleasure to be on your show.
My name is David Alvarado.
originally from Michigan, movedto Florida many years ago, so I
reside in Tampa, Florida with mythree miniature dachshunds.
I spent my career at Bloom andBrands primarily for 22 and a
half years.
Working my way up from a busboyall the way to a global vice
(02:28):
president.
I really learned my restauranttechnology and everything about
restaurants at my family'srestaurants in Michigan.
We had a Mexican restaurant.
I grew up in it.
People didn't show up.
We had to go to work.
We cooked, we cleaned,everything that goes along with
the joys of a family restaurant.
I then transitioned that toOutback Steakhouse.
I was a senior in high school.
(02:49):
I wanted to make money for prom.
I needed$75 to buy prom tickets.
I went and applied at OutbackSteakhouse.
I.
I was hired as a busboy, andover 22 and a half years I
worked lots of differentpositions and watched the
company grow not onlydomestically, but also
internationally.
Seeing all the challenges in therestaurant industry, from my
(03:11):
family restaurant to a multichain that was international.
Moving to the corporate officehere in Tampa, and then seeing
the challenges at the restaurantlevel from an enterprise
standpoint.
That really connected the dotsfrom working at a family place,
working in a corporate chain,and then being at the corporate
office.
I got to see all of theopportunities magnified and what
(03:34):
it really meant to therestaurant business.
After my career at BloomingBrands, I joined the founding
team at Instant Financial.
Where we provide and move wagesfor employees.
As an example, we enable dailypay for non tipped employees so
they can go to work and they canget paid daily and they can go
handle life's challenges.
(03:56):
Or we have a tips prop module,which we can move tips digitally
as well.
I love the restaurant industry.
I wanted to be a part of it,taking all of my knowledge from
corporate and joined IncentFinancial.
And I'm very excited to walk youthrough all the ways we can help
restaurant operators.
And this does not mean peoplewho are Enterprise.
(04:16):
Yes, enterprise, we can helpthem at scale and help to
capture efficiencies.
But if you're a regional player,we can absolutely help you just
as well.
So I'm very excited to talkabout that.
Jeremy Julian (04:27):
I love that.
And I say it all the time.
I've got three teenagers.
and I tease that all of themshould have to work in the
restaurants at some time becauseyou know what, it, the world
would be a better place ifeverybody had to serve the
public.
And and I know you and I talkeda little bit about the wild ride
that Bloom and Rent went on.
that outback.
success story and you and I weretrading a little bit of war
stories, so I'm sure you've seena lot.
we talked about instant, at ahigh level or I just had shared
(04:50):
that I think it's something thatall restaurants are going to
need, whether it's an individualowner operator.
All the way up and through.
But I think you guys reallystarted at the beginning, let's
start at the beginning, wasreally earned wages.
And so his the, why don't youtell us, 22 years ago when you
started at Outback, how did thatwork when you were that busboy?
Because you needed to be able toget paid to be able to, so let's
(05:12):
go back to what it used to beand then why instant needed to
get created.
Because I think it's, it'senablement on the digital side
that.
in the past we just had, in adifferent way.
So talk to me a little bit aboutkind what is earned wages,
because I think that's reallythe inception of where came from
prior to the tips.
David Alvarado (05:27):
so let's talk about earned wages and how it
applies to everybody in therestaurant industry.
earned wages is just merelygiving you access to the money
that you've already made.
So if you worked eight hourstoday and you made$80.
We're gonna go ahead and makeyou an offer after your shift
for$40.
And if you would like yourmoney, you can accept it.
(05:49):
You can go spend it on our Visacard, you can transfer it for
free.
We have virtual cards.
You can do anything you want.
Your money's not held hostage.
Traditionally, if an employeewould like their funds,
especially if they're a nontipped employee, they would have
to wait till payday.
Okay?
And if an employee wanted to getpaid more often.
(06:09):
The business needs to runpayroll more frequently.
So in order for an employee toget paid, they work a cycle of
hours.
They then get a check at the endof the pay period.
As we know in the past 25 years,with the rise of Digi Digital
Technology, we now get bills allthe time.
Bills 25, 30 years ago used tocome on the first, on the 15th.
(06:32):
You could plan your check oryour pay periods to accommodate
those bills.
Now.
Bills come every day to us onemail.
They're text to us and they'redue on different cycles.
So now we're not getting paidwhen we need our money to pay
our cycle for our bill.
So with instant pay, if anemployee needed money and they
(06:54):
didn't have it, they would've toborrow from family and friends,
maybe borrow from the business,which is very common to see a
lot of IOUs in the safe.
They may not have access tocredits.
Then eventually, if all thosethings are unavailable to them,
they will have to go to apredatory network, like a payday
loan lender, which is gonnacharge them, huge fees and huge
(07:15):
amounts of interest.
So the need for an employee tohave their money to go do what
they wanna go do is relevant.
And employees do want theirmoney.
They want to go buy a tank ofgas, a bag of groceries.
They want to go to CBS orWalgreens and take care of
whatever they need to.
Jeremy Julian (07:33):
Yeah, they get a flat tire and they need to be
able to get to work to be ableto work that next shift, and
they're stuck and they can'twait till the next payday to get
their tire fixed.
David Alvarado (07:41):
it, and it's small amounts of liquidity.
So it's little bit just to getthrough the day and whatever the
case may be.
And it's very Pavlov.
So before you'd go to work andyou'd work 10 days and you'd
have to wait for your paycheck,four days later.
But with instant, if I need mymoney, I go to work, I get paid.
If I need more money tomorrow, Igo to work, I get paid.
(08:03):
So it changes the relationshipbetween the employee and the
business to become moresymbiotic, which is I now have
the instant gratification ofgetting my money when I need it
for free.
Okay.
And being able to go take careof whatever I need to for the
business.
This turns around everythingbecause restaurant operators
(08:24):
spend 15 to 20 minutes a daycalling people up saying, Hey,
would you like to come to worktoday?
I had somebody, no call, noshow.
When we implemented earned wageaccess or instant pay for non
tipped employees, they wouldcall the restaurant in the
morning to see if they couldpick up a shift because they
knew that they could get paidimmediately when they were done,
(08:46):
and now go get a tank of gas ora bag of groceries.
So it really changed the dynamicof decreased absenteeism to now
employees soliciting workbecause they wanted to pick up,
pick up some more money and itwas instant.
So that's really been the riseof earned wage access, is in
enabling it for a class ofpeople who need it and can't
(09:06):
afford it, and we give it tothem for free because it is
their money.
Jeremy Julian (09:11):
and I think, I'd, I'd love to talk a little bit
more about this, David.
'cause we all know thatoftentimes those entry level
jobs are the least paying jobs.
So they're, they are oftentimesworking paycheck to paycheck.
And so because they're workingpaycheck to paycheck.
The abil ability for them to getaccess to it.
The other thing that a lot ofthe national publications have
talked about is a lot of peopleduring the pandemic and
(09:31):
otherwise left the restaurantindustry.
'cause we weren't doing this andDoorDash and GrubHub and Uber
Eats and Amazon did offer thisoption to be able to go work a
shift today and get paid today.
Talk to me about how this kindof levels the playing field for
what has traditionally been avery open entry level job.
You started as a busboy in highschool.
Turn into a, global vicepresident because of the
(09:53):
opportunities to do that.
And I know that we've lost a lotof that and I think that instant
and tools like it have theability to bridge that gap,
whereas we didn't, a couple ofyears ago,
David Alvarado (10:03):
Yeah.
I think what makes it reallyimportant, especially for
somebody like me, or as wementioned, these jobs are not
very high paying because theyare entry level.
Imagine this world.
You go to a job where they pay$12 an hour.
But then you go to another joband apply, and they pay$12 and
50 cents an hour across thestreet.
(10:23):
If this$12 job,$12 an hour joboffers me daily pay, and I can
take my money when I need it andhandle life, that means a lot
more to me with 50 cents less anhour than taking the job that
gets paid 50 cents more an hourbecause I can't access my cash.
I'm gonna have late fees.
I'm gonna run behind on mybills.
(10:46):
So there is a competitiveadvantage to being able to offer
earned wage access, and as anemployee, they are looking for
that.
And as an example, over the pasteight years, we have done a
survey of a thousand employeesat a minimum every year, and
we've asked them about when theywould like their money and how
(11:08):
they would like their money.
as we would imagine over the,since 2020, it has continued to
go up and to the right.
To the tune of 86% of employeeswould work for a place and
prefer to work for a place wherethey are paid daily with Uber,
Amazon, all those things thatyou just mentioned, that is the
(11:30):
rise in just the adoption ofthis new technology.
Okay.
And as evident by their successover the past four years and the
introduction of it to themarket, now more people are
going to restaurant operatorsand other service industries and
saying, Hey, I know what they'redoing over there.
(11:50):
Do you offer that here?
Because it is a compellingbenefit for an employee.
Jeremy Julian (11:55):
Absolutely.
And I, and even retailers, I'veseen more and more retailers and
grocers go on that same routewhere it's like they're having
to compete for that same entrylevel job where whether I'm a
checker at a grocery store, orI'm working retail, and again,
to that same argument,$12, 1250,if I as a brand can offer access
to that wage, I'm now, it's lessabout.
(12:17):
they, it's shift, it'smanagement, it's all of that.
But it's also, this is acompelling reason to consider
that even if you're not paying,that extra 50 cents, but I gotta
wait two weeks for my pay.
David Alvarado (12:26):
and it's just a, this is a great place to work if
you're gonna work at Dave'sRestaurant Bar and Grill.
Not only is this a great placeto work and we want to treat you
well, but we're going to giveyou this great benefit because
we care about you as a person.
This will allow you to take yourmoney if you want it.
If you don't want it, you don'thave to take it.
But if you need the money, youhave it, it's yours, it's free,
(12:47):
and you can go handle life'sdaily challenges.
So that was the precipice forInstant, which was earned wage
access and being able to giveeverybody their money.
What we found out in talkingwith hospitality operators was
they loved earned wage access.
But the real pain point wasdistribution of tips, believe it
(13:10):
or not.
And there's a lot of noise thatgoes around managing a tips
process, and we have thetechnology that eliminates the
noise, streamlines operations,and obviously makes our servers
or tipped employees very happy.
Jeremy Julian (13:25):
Yeah, no, and I want to dig a little bit into
that, but I'd love for you tohelp the naysayers out there
because I get, I literally wasjust at a brand on Monday and
they go.
Why am I gonna give them accessto their pay today?
One, it's gotta go outta myaccount.
Number two, what happens if theydidn't punch out properly and
they start playing games andthen they, you get these
(13:46):
questions, you have to deal withthese restaurant operators every
day.
Talk me through the things thatpeople are constantly asking,
because that's what I hear is Idon't wanna pay them.
What happens if manager didn'tdo his job properly?
whatever.
I know that you guys have gotsafeguards in for all of that.
I know that a lot of thosethings come up in every one of
your conversations, so talkpeople down off the wall that
says, not only is it compellingto onboard people and bring
(14:07):
people and keep people, butthere's also protections for the
brand that you guys put in placeto ensure that doesn't happen.
David Alvarado (14:14):
Yeah, I love that question.
I actually just got thisquestion from a very large,
enterprise, company.
They have over 500 locations andwe were talking about earned
wage access and they said, Dave,we're already doing the digital
tips.
We love that we're not reallyready to jump into earned wage
access because we're honestly alittle afraid of it.
Every time we bring it up,somebody will bring up a con and
(14:36):
then the conversation just ends.
And I said, I completelyunderstand that.
Instant financial and enablingwages to an employee does not
make a person irresponsible allof a sudden, okay?
A person who is irresponsible isgoing to destroy themselves no
matter what.
So when we give you money, we'renot making you irresponsible.
(15:00):
And as mentioned, we're onlygiving you small amounts of
liquidity.
50% of your earned wages forthat day.
So the average earned wage orinstant pay that is taken is
only$35.
Now, it would be selfish for anemployee and not looking very
long term.
(15:20):
It would be very shortsighted ifthey just took their$35,
declared independent wealth andquit their job.
It's not, it's a tank of gas.
It's a bag of groceries.
If they want more instant pay,they do have to come back to
work.
They have to clock in.
They have to clock outcorrectly, and we will send them
(15:42):
another offer.
If they fail to clock in orclock out correctly, it is void
and they will not get an offer.
So it is good for the employeeand for the business because now
punch compliance will becomebetter.
I know if I want to get paidtoday, I need to clock out.
And I need to clock in.
And I need to clock out.
So from an employee standpoint,they know what they need to do
(16:04):
in order to get their funds forfree.
For the businesses aspect,there's nothing that they need
to do.
They merely just offer thisgreat benefit and say, Hey, if
you would like to get paid, youmerely just accept the offer and
there's no barriers to turn yourmoney and you can do whatever
you want.
And.
Jeremy Julian (16:21):
and the flip side, I know you said it in the
description, they also don'thave to take it, if they choose
not to take it today, it sitsthere in abeyance and it'll hit
their paycheck at the end of theone week, two week, three week,
whatever your pay periods are,it's gonna hit their paycheck
regardless, whatever's thebalance, whether that's a
hundred percent of their wagesor just the 20% or 30%, of those
(16:41):
wages correct.
And now a word from one of oursponsors.
Every restaurant operatorunderstands the chaos of a
restaurant kitchen during themeal rush.
Restaurant technologies, oil,total oil management solutions,
an end-to-end automated oilmanagement system that delivers
filters, monitors, and recyclesyour cooking oil, taking the
dirtiest jobs outta your kitchenand letting your employees focus
(17:01):
on more important tasks.
Control the kitchen, chaos withrestaurant technologies, and
make your kitchen safer.
No upfront cost.
To learn more, check out RTIdash i c.com or call 8 8 8 7 9 6
4 9 9 6.
David Alvarado (17:18):
That is absolutely correct.
So if I decide every day I getoffers and I don't want any of
them.
Those offers will expire becauseyou only get one offer a day.
That offer will expire.
It will come on your paycheck.
In order for you to come to getanother offer, you'll have to
clock in, clock out, and thenyou will get an offer.
Another offer.
But again, if you want it, it'sthere.
But if you don't, it all justcomes on your paycheck, just
(17:40):
like regular.
Jeremy Julian (17:41):
Yeah.
And so what are my options toaccess that cash?
Because oftentimes they're lessbanked, you talked about the
Visa card that you guys issue,so I'd love for them to
understand on the wage side,'cause I think it's gonna really
flow through to tips just thesame, but.
If I'm now, Hey, I need my 35bucks to go get gas, how do I
get that?
Because it's all this digitalvoodoo magic that nobody knows
(18:02):
how any of that works.
So talk us through, how do I getaccess to that as a buser, as a
bartender, as a cocktailwaitress, whatever.
David Alvarado (18:09):
so once an employee is paid, they're paid
to the instant financial app,and from there they have many
levers in how they want tocontrol and spend their cash.
It is paired to a Visa debitcard.
It's just like any other Visadebit card in your wallet or in
my wallet.
It has the exact sameprotections and benefits when
they're paid to the mobile app.
(18:30):
It is mobile banking.
They can see their balance.
They can see all of theirtransactions.
They can go spend on the Visacard just like you or I can.
They don't wanna use the Visacard.
They can provision a digitalcard and just do tap to pay if
they want that.
If they don't wanna use instantand they would like to transfer
to their home bank account, weallow unlimited free transfers
(18:54):
so we're not holding their moneyhostage.
If you'd like to spend it on ourplatform, we give you the tools
to do that.
If you would like to transfer itoff, you can do that as well.
If you'd like to go to the ATMand take money out, we have
37,000 ATMs in our network,which is the Money Pass Network.
We are in all 50 states andwe've never had any problems
with coverage.
(19:14):
Employees can go there, take outcash at their discretion, all
for free, and of course they cango to a bank, any Visa member
bank, and this is very usefulbecause sometimes employees need
$720 and 14 cents for rent.
And you can't get that out of anATM.
So you can go to a Visa memberbank and say, hi, I would like
(19:36):
$714 and 20 cents so I can payrent, and they will give you
your money for free.
So once they're paid, theemployee has all the options and
all the levers to pull as towhat they will to do with their
funds, and it's all fee free tothe employee.
Jeremy Julian (19:52):
Love that.
one other piece that I just knowcomes up from time to time is
non-traditional banking, Venmo,PayPal.
Are you guys supporting that atthis point?
Because again, same, that samedemographic.
I've got a sister who's.
in her twenties and she's justyeah, I don't, I use Venmo for
almost everything.
And she keeps a balance on herVenmo account.
I'm like, this is just bafflingto me.
'cause I'm a normal, not normal.
I am a traditionally bankedperson that uses, a national
(20:13):
bank and kind of deals with thatway, but for her, the majority
of what she does is on Venmobetween her friends and such.
And do you guys support thosekind of pieces?
David Alvarado (20:20):
Yes, absolutely.
we designed it our, we designedour system so that we're not
holding money hostage in.
The employee can do whateverthey want with it.
So yes, Venmo, cash app, UberEats.
All of that stuff.
So we are now living in adigital world.
People are paying with credit,debit, they're moving everything
(20:41):
digitally.
We wanna give everything to theemployee so that they can do
whatever they want and enablewhatever they want.
if an employee is using theinstant financial card, they can
use it freely just like anyoneelse.
If somebody, and this is theother great thing, if somebody
doesn't qualify for a card withother companies, because.
They're not 18, they're a minor,they're a hostess.
(21:02):
they've got bad credit.
They don't have a socialsecurity number, or they don't
qualify for a pay card.
When we work with a business, wetake all of their employees
because we verify the business.
so we're allowed to have miners,we're allowed to have people
that wouldn't otherwise have abank account or are underbanked
or unbanked at all.
(21:23):
So when we go to largeenterprises, they're like, oh,
can you cover all of ouremployees?
Yes, we can cover 100% of youremployees.
Jeremy Julian (21:31):
I, I love that.
And it's amazing.
Quite frankly, I heard somestatistics about the underbanked
or the unbanked in the us.
The number is staggering whenyou think about it, and it's
mostly in the service industrythat you guys live in every day.
it's the guy that's the buser,it's the dishwasher, it's the
cook.
It's the.
The bartender is the barbackthat are underbanked or unbanked
at all.
And, again, I think it's just,it's baffling because again, in,
(21:54):
in my purview where I'm at, inmy mid forties, like I've not,
I've had a bank account since Iwas 15, but I know there's a lot
of people that don't.
and as I've read the statistics,it's amazing to think about and
I think a lot of people that arelistening, you may or may not,
if you're not at the groundlevel any longer dealing with
these types of team members.
There are a lot of them thatcan't get a bank account, don't
(22:15):
know how to get a bank account,have never gotten a bank
account, and they would taketheir paycheck and walk into a
cash loan place to cash it outor kick it to the grocery store
to cash it out or whatever thosethings might be.
And it's amazing to me, whatflexibility you guys allow
people to have in that or
David Alvarado (22:30):
Yeah, and for an hourly employee, I don't have a
bank account.
I don't qualify.
Wow.
I can work here.
You're gonna pay me.
I have mobile banking.
This is all free for me.
we're just giving them levers,like it's expensive to be poor.
Okay.
So the, for the reasons you justmentioned, like they give me my
bank account for free, but forother people, if they don't meet
(22:53):
the requirements of all theboxes for getting a free bank
account, your bank will be kindenough to charge you 9 99 to$20
a month.
Okay.
I have credit cards, so I canput stuff on credit.
I can have access to cash, butfor other people, if they don't
have access to that, they startgetting into predatory networks.
So we wanted to eliminate all ofthat.
(23:15):
Let's give the employee theirmoney, they earned it, no games,
and let's create a greatrelationship for the business
and the employee.
If we take care of the employee,what happens?
The employees will take care ofthe business, and the business
takes care of itself.
Jeremy Julian (23:31):
Yeah.
couldn't have said it bettermyself.
Now you dabbled in the tipworld, so you know, some
percentage of, and it feels likemore and more every day.
we've got everybody's sitting infront of a machine that's asking
'em for 18, 22 and 25% tips allday long.
But it's a disaster to managethat.
It is really hard.
quite frankly, I worked withOutback when you guys built your
(23:52):
whole tip module years ago withPai Touch, so I'm very familiar
with even the outback tip modulethat you guys had.
I was part of some of thoseconversations long ago.
It's, it also gets complex, butwhy is it such a disaster to, to
manage that within the brands,especially in a.
Digital first world where mostpeople are in the 70, 80, 90%
(24:12):
digital payments world.
Some brands are a hundredpercent digital and they don't
accept cash at all, but beingable to keep a living wage for
your staff members, we're askingthe guest to tip, but it's a
huge burden on the restauranttour to get that money and get
it distributed.
And Unless you're working in areally high end, a Flemings,
back to blooming brands, ifyou're, unless you're working in
a Flemings where these peopleare making a whole significant
(24:33):
amount of money and it goes intotheir paycheck, it's hard to do
that.
So talk me through how it isbefore instant, and then why
does Instant on the Tip sidereally solve so many of those
challenges for people?
David Alvarado (24:43):
Yeah, so I'll go backwards before we go forwards,
and I'll talk a little bit aboutfrom an employee standpoint,
what the experience is like.
So I'll use, I'll back as anexample of when I was a bus.
So I would work my shift, thingswere calculated, money was
grabbed out of the tip drawer,it was stuffed into envelopes,
and they wrote my name on it.
(25:04):
The next day I would come towork in my shorts, in my flip
flops.
I'd walk around in the kitchen.
I'd stop the manager fromwhatever they were doing so that
they could go into the office,open the safe, give me my tip
share.
I then wrote a, I then signed alog, a physical log, saying I
got my money and I went home.
that's how it was for manyyears, because that's just how
(25:25):
we did it.
The other side of that coin,before we get into the
complications, is as a guest.
When you leave that credit cardtip, it's not magic.
Somebody has to convert thatlittle number.
You left under tip.
They have to convert that tocash and then distribute it to
me.
Okay, where does that cash comefrom?
(25:46):
As you just mentioned, andaccording to McKenzie, in the
past, in the most recent year inhospitality, it is 89% credit or
debit card transactions.
So that means there is lessrestaurant, less cash coming
into the restaurant.
And if there's less cash cominginto the restaurant doesn't have
(26:08):
the cash on hand to convert thatlittle credit card tip to cash
and then give it to you.
So what does the restaurant haveto do?
Somebody has to walk to thebank, drive to the bank, get
money, come back to therestaurant, count it, put it
back into the safe, then put itinto envelopes and distribute
it.
That's the easy way.
(26:30):
It gets more expensive and takesmore time if you choose not to
send your manager to the bankand you decide you want to use
an armored car service.
Most enterprise restaurants gettwo deliveries a week.
Some non-enterprise smallerrestaurants might get one
delivery a week.
The point being is you're payingan armored car, a hundred to$150
(26:50):
a stop.
Okay.
Just to bring you change so thatyou can convert that credit card
tip to cash.
So an employee, I aminconvenienced by coming to get
my money From the businessesstandpoint, it is time consuming
and costly for me to convertthis credit card tip to cash.
(27:13):
Okay, so what do we do withinstant?
Let's digitize this process.
Our customers are paying usdigitally.
Let's follow their suit and payour employees digitally.
So now Dave Alvarado, I work mybuser shift.
I don't have to come back thenext day.
I don't have to interruptanybody.
I don't have to sign any logsbecause that money will be sent
(27:36):
to me digitally at the end ofthe shift whenever Outback or
whoever finishes it.
And I'll get a notification onmy phone and it says, I just got
paid.
And then from there, I can go dowhatever I want.
I love it from an
Jeremy Julian (27:50):
to what we just talked about.
I can transfer my bank account,I can take it out in cash, but
now instead of all of it,'causeagain, to your point on the
example, and inevitably that busshows up.
Right at 1230 in the middle ofthe lunch rush saying, I need my
money'cause I'm going outtatown.
And now they've gotta stop theirshift versus it all happening in
a digital world.
you had talked about, 90%, closeto 90%.
(28:11):
That's baffling to me.
I guess it, it all makes senseand.
I don't, I have a money clipwith cash in it, and it's had
the same amount of money in itother than my kids' sporting
events that I have to go to paycash.
I literally spend almost nothingin cash.
Almost everything's in a digitalway, and so I'm one of those
customers that pays a hundredpercent of my restaurant checks
in, in credit.
(28:31):
And I do that tip.
What, what are you seeing frompeople?
Because I, I know a lot of thehigh-end places have just added
their tips to their paychecks,like at least working in the POS
space like we do.
A lot of'em have done that.
are you finding that's the wayto go or is a lot of people just
are saying, you know what, let'sadd on the tip module.
'cause you said that was reallythe game changer and where a lot
of the pain earned wages isgreat, but quite frankly,
(28:53):
especially in a highly tippedwhere that's a large percentage
of their income, the tips movethe needle quite a bit.
for you guys at instant.
David Alvarado (29:00):
Y yeah, absolutely.
tips.
Tips.
Just bring the biggest bang, iteliminates all the noise.
For the restaurant operators andyou just pay everything
digitally.
Now there's logs, there's norunning to the bank.
I don't have to spend money onarmored cars and the employee's
paid free and the restaurantoperator now they don't have to.
(29:20):
All those things we justmentioned and no more
distractions and everything'sdigital, so if somebody's
curious, if they got paid, theyjust open up their app and they
can see, oh, I got paid.
$700, for my tips.
'cause I had a big party.
So everybody's just happier.
It's just, it's easier for theemployee, it's easier for the
business.
And for large restaurant tours,we'll use Fleming's as an
(29:43):
example, or any white tablecloth, dining restaurant, those
restaurants go through about$30,000 a week in tips.
Okay.
That's a huge amount of money.
Okay.
They decided to start payingtips on check.
Because it was too much to bringit in.
It was too much to count it, andit was too much to distribute it
(30:03):
in high volume, heavy tippedrestaurants, so they went to
checks.
We have been undoing that forthe past four years.
So high end restaurants orpeople that didn't wanna manage
the process.
And they said, I'm gonna, I'mgonna get rid of all of the
tips, complexity, and I'm gonnapay it all on check.
Cool.
Now we've come back to'em andsaid, Hey, we can undo that and
(30:26):
we can pay your people instantlyand your employees will be happy
and you guys will be happy.
And they said, let's do that.
some people jump on it reallyquickly, other people don't have
a problem because maybe they payit on check.
But we can help them to undo thecheck and start paying their
employees immediately and givingthem that instant gratification,
which let's be honest, that'swhy everybody works in the
(30:48):
restaurant business, is so thatwe can get money and we can go
do what we wanna go do.
And when you say it's being paidon a check, you're robbing me of
that instant gratification.
So we've had a
Jeremy Julian (30:59):
I would've had a hard time working in
restaurants.
'cause I used to love walkingaway with a hundred, 150,$200 in
my pocket.
And it was my food money forthat night.
It was my drinking money.
Like it was just, it was whatyou did.
And, David, you talked a littlebit in our pre-show about kind
of the next phase and I knowthat both of these things are
amazing and I think that morerestaurants, if they're not
already dealing with it, have todo this.
But one of the things that youguys also believe is the
(31:22):
employee health, I guess is areally big piece and I don't
even financial health.
health in general because it isa, it is that level.
And so you guys have released anewer product that I think is
really great to help restaurantoperators, again, be one of
those places that you want tocome work because of these
things.
Talk a little bit about whatyour guys', other investments to
really help the employees andthe people that are using the
(31:44):
instant financial network.
it's helping them do.
David Alvarado (31:48):
Yeah, so you know, having the ability of
being able to get wages daily isawesome, and that is financial
wellness.
Okay.
I can get some money to go takecare of whatever I need to, but
it's not getting to the root orto the academics of the issue,
which is we need to providetools to our cardholders, the
(32:10):
businesses team members.
To educate them on how to handletheir money more effectively.
So we have financial educationtools inside of the app so that
they can see how to create abudget and how to save for a
car.
Now, giving them money when theyneed it is step one.
Step two is let's now give themsome of the financial literacy
(32:33):
so that we can step them up evenfurther.
So that's really the baseline ofit, is let's give them money,
let's give'em some education.
The third part of that isemployees pay a lot of rent.
they don't have the ability to,or they don't get credit for
paying their rent at the threecredit bureaus across the
(32:53):
country.
So with our app, an employee whopays rent can report their rent
and have it show up on theircredit report so that they can
build credit.
Let's give them their money.
Let's teach them and let's givethem the tools to start building
their credit.
Let's let them take credit forwhat they're already doing.
(33:16):
We also have health and wellnessfor a lot of part-time employees
in the hospitality world.
If they work below 28 hours,they will not be offered health
insurance.
With our app, they have thebenefit of getting health and
wellness benefits.
Telemedicine for a small fee amonth.
(33:36):
You can see a doctor, you canget discounts on prescription
medicine.
You can do the things that youneed to do that you otherwise
would not have been able to doif you didn't have instant
financial and this great tool.
And last but not least, once youget all these steps in place, we
have a high yield savingsaccount.
(33:58):
Which is up to 4%, which is veryimpressive.
That's what my bank offers mewith all the boxes that I need
to check of minimum balances.
But yes, we can pay them daily,we can teach them.
We can help them with theircredit, we can help them with
insurance, but we can also give'em a place where they can put
their funds and have them growtheir money.
(34:19):
So we believe that this is alifecycle.
let's get people on board.
Let's enable them with theirfunds when they need it for
free, and then let's give themall of these tools so that we
can set them up on a better pathof financial wellness.
Jeremy Julian (34:35):
Yeah.
No, and I love that.
I love that idea because itultimately, at the end of the
day, it also takes the burdenoff the restaurant brand to have
to do that becauseunfortunately, a lot of times
they lose employees'cause theycan't get to work, they can't
get the car, and so they end upmissing a shift.
And they can't find somebody tofill it.
The manager's tired of it.
They don't have access to thecash.
(34:55):
But now once I've got their earthat they know that they're at a
safe place, that they can getaccess to their wages, now they
can get to that next level offinancial independence that a
lot of us are looking for whenwe start in the restaurant.
But schools don't teach it.
Oftentimes, the home doesn'thave those skills in a lot of
these places.
And so how does the restaurantoffer even more value to them to
(35:15):
take them to the next level?
And so I love that you guys areoffering that.
David Alvarado (35:18):
and that's the premise of it.
I don't wanna say we're for allmankind, but we really are
coming.
We're trying to provide abenefit for the people who need
it most, and also providing abenefit for the business.
Business.
Lots of efficiencies save youmoney, streamline operations,
but for the employee, the mostimportant part, let's give them
(35:38):
what they need when they needit, and give them tools to put
them in a better position.
Jeremy Julian (35:45):
I think it's amazing.
what did we miss?
if anything, David, from, fromtoday's conversation, I feel
like I, I could talk to youforever about this stuff'cause
I'm so passionate about therestaurant industry and ensuring
that restaurant operators and.
the people that work in thespace just can live an amazing
life.
It's given me an amazing life.
It's given you an amazing life,it sounds And so what else did
we miss, if anything?
David Alvarado (36:03):
I would say this to my restaurant operators out
there.
earned wage access.
Great tool for your cooks nontipped employees.
Tips tipped employees.
We got it.
Okay.
People often ask, earned wageaccess.
I don't know if I want to givemy employees their money, my
money.
What if they quit, so on and soforth, or I can't recover it.
(36:25):
The great thing about instantwhen we partner with you is we
advance our capital.
It's not the business' capital.
We see how much the employeeworked, we know how much they're
gonna make.
We advance the capital on thebehalf of the business, and we
recoup our capital outside ofthe payroll process.
And what that means is somebodyat payroll, at Dave Alvarado's
(36:49):
Mexican restaurants.
They don't know how much Daveborrowed.
They don't know how much I owe.
They process payroll likenormal.
They send net to the employee.
We recoup our funds at thatmoment and remit net to the
employee, minus any advances,all for free.
So the restaurant doesn't haveto worry about keeping track of
who got what money.
(37:11):
They just need to make sure thatthey provide a great place for
their employees to work.
Because we advance our capitaland we recoup our capital.
So just another reason as tonot, no reason to be afraid of
earned wage access.
It's our money.
And the money that we're givingto your employees is just small
amounts of liquidity so thatthey can handle day life's daily
(37:31):
challenges.
Jeremy Julian (37:32):
That's amazing.
How do people get in touch withyou?
How do I get people, get intouch with your team?
How do they take the next step?
Because I, again, verycompelling story.
I think to your point, everyrestaurant at least needs to be
looking into it.
'cause if you're not yourneighbor, next door is, and
unfortunately you're gonna losethat high talented employee
potentially over, 50 cents anhour or over the fact that
you're not offering thisopportunity.
David Alvarado (37:53):
Yeah, so I, I would definitely say
restaurateurs, if they've beenslow to get on this, I would do
it now.
in the past seven years, thehospitality industry has been
slow to adopt this, but with theway the economy's going and
people looking for efficienciesand hiring, this is now becoming
a must have benefit.
The reason why I say that ischain restaurants above 500
(38:18):
locations are all gonna beoffering this within the next 12
to 18 months.
So if you're a regional playeror a local operator, that's what
you are going to be competingwith.
So it's in your best interest tohave a solution like Instant
Financial.
They're more than welcome to goto our website,
instant.co/rtgpodcastnot.com.co.
(38:40):
You can go ahead and fill out aform, schedule a demo, and
somebody from my team will reachout to you and we will walk you
through everything entirely.
Jeremy Julian (38:49):
Yeah, and I think it's, it is really funny, I
don't even know if it's one ofyour customers, but I was in, in
dining at a restaurant and I sawa help wanted sign and part of
their help wanted sign, said,same day, access to your pay.
And I was like, you know what,that is something that's gonna
draw people's attention.
'cause it's not the same, sameas everybody else had.
And so it is definitely adifferentiator.
David Alvarado (39:07):
it is compelling people who need their money when
they see something like that.
They're gonna be drawn towardsit, and that's what we're
hearing from our clients and ourcardholders.
86% of people would prefer towork for an employer that offers
daily pay so that employees cantake advantage of that benefit,
and that has consistently goneup over the past five years.
Jeremy Julian (39:29):
Well, David, thank you so much for sharing
more about what in Instant's,doing thank you guys for really
the founding of the company,what it is that you guys are
doing and how you guys arechanging the lives.
Obviously you changed a lot oflives at Outback and at the
blooming side and now continuingthat through this instant,
instant journey.
So thank you for that.
to our listeners, guys, like Isaid at the onset, I know you
guys have got lots of choices,so thank you guys for hanging
out with us.
(39:49):
If you haven't already done so,please subscribe to the show,
give it a rating on yourfavorite podcast player and make
it a great day.
Thanks for listening to TheRestaurant Technology Guys
podcast.
Visit restaurant technologyguys.com for tips, industry
insights, and more to help yourun your restaurant better.
This is the RestaurantTechnology Guides podcast,
helping you run your restaurantbetter.
In today's episode, DavidAlvarado and I talk quite a bit
about the FinTech world and howgetting instant access to your
(00:23):
pay is almost a non-starter forpeople applying for jobs.
In today's day and age, more andmore retailers, restaurants, and
different offline brands areoffering this.
I was just, uh, travelingrecently and I saw one of the.
You know, help wanted ads, talkabout get, you know, work today,
get paid this afternoon andinstant is a product that can
(00:46):
help you get there.
This is the second time we'vehad instant on the show.
They do some great stuff in therestaurant space they've been
around for.
Um, you know, they're one of thelongest standing people that's
been doing same day pay, sothey've gone through their
paces.
They're in quite a few largebrands, and so if you haven't
checked them out already, Iwould encourage it.
If you don't know me, my name isJeremy Julian.
(01:06):
I am the Chief Revenue Officerfor CBS North Star.
We sell the North Star point ofsale product for multi-units.
Please check usout@cbsnorthstar.com and now
onto our episode.
Jeremy Julian (01:17):
Welcome back to the Restaurant Technology Guys
podcast.
Thank you everyone out there forjoining us.
As I say, each and every time, Iknow you guys have got lots of
choices, so thanks for hangingout today.
We are having a brand new face,but a similar concept, or not
even similar concept, but aconcept that we talked about a
maybe 18 months ago.
but it's really taking therestaurant space.
By storm.
And I think it's, it's somethingthat all of our restaurant
(01:38):
operators need to know aboutbecause not only hiring and
retaining the employees and aswell as just kinda simplifying
their lives.
And so I am joined today byDavid Alvarado.
David, why don't you give ourlisteners a little bit of an
insight as to who you are.
We got a chance to meet, meet oncamera just a little bit ago and
I'm excited for everybody tohear your story.
'cause it's gonna give validityto why you're at instant and
(02:00):
what instant can do for people.
And then we can, Dig into howinstant really is solving a lot
of problems that are challengesout there for the restaurant
space.
David Alvarado (02:08):
Awesome.
Thank you Jeremy.
I appreciate your time and it'sa pleasure to be on your show.
My name is David Alvarado.
originally from Michigan, movedto Florida many years ago, so I
reside in Tampa, Florida with mythree miniature dachshunds.
I spent my career at Bloom andBrands primarily for 22 and a
half years.
Working my way up from a busboyall the way to a global vice
(02:28):
president.
I really learned my restauranttechnology and everything about
restaurants at my family'srestaurants in Michigan.
We had a Mexican restaurant.
I grew up in it.
People didn't show up.
We had to go to work.
We cooked, we cleaned,everything that goes along with
the joys of a family restaurant.
I then transitioned that toOutback Steakhouse.
I was a senior in high school.
(02:49):
I wanted to make money for prom.
I needed$75 to buy prom tickets.
I went and applied at OutbackSteakhouse.
I.
I was hired as a busboy, andover 22 and a half years I
worked lots of differentpositions and watched the
company grow not onlydomestically, but also
internationally.
Seeing all the challenges in therestaurant industry, from my
(03:11):
family restaurant to a multichain that was international.
Moving to the corporate officehere in Tampa, and then seeing
the challenges at the restaurantlevel from an enterprise
standpoint.
That really connected the dotsfrom working at a family place,
working in a corporate chain,and then being at the corporate
office.
I got to see all of theopportunities magnified and what
(03:34):
it really meant to therestaurant business.
After my career at BloomingBrands, I joined the founding
team at Instant Financial.
Where we provide and move wagesfor employees.
As an example, we enable dailypay for non tipped employees so
they can go to work and they canget paid daily and they can go
handle life's challenges.
(03:56):
Or we have a tips prop module,which we can move tips digitally
as well.
I love the restaurant industry.
I wanted to be a part of it,taking all of my knowledge from
corporate and joined IncentFinancial.
And I'm very excited to walk youthrough all the ways we can help
restaurant operators.
And this does not mean peoplewho are Enterprise.
(04:16):
Yes, enterprise, we can helpthem at scale and help to
capture efficiencies.
But if you're a regional player,we can absolutely help you just
as well.
So I'm very excited to talkabout that.
Jeremy Julian (04:27):
I love that.
And I say it all the time.
I've got three teenagers.
and I tease that all of themshould have to work in the
restaurants at some time becauseyou know what, it, the world
would be a better place ifeverybody had to serve the
public.
And and I know you and I talkeda little bit about the wild ride
that Bloom and Rent went on.
that outback.
success story and you and I weretrading a little bit of war
stories, so I'm sure you've seena lot.
we talked about instant, at ahigh level or I just had shared
(04:50):
that I think it's something thatall restaurants are going to
need, whether it's an individualowner operator.
All the way up and through.
But I think you guys reallystarted at the beginning, let's
start at the beginning, wasreally earned wages.
And so his the, why don't youtell us, 22 years ago when you
started at Outback, how did thatwork when you were that busboy?
Because you needed to be able toget paid to be able to, so let's
(05:12):
go back to what it used to beand then why instant needed to
get created.
Because I think it's, it'senablement on the digital side
that.
in the past we just had, in adifferent way.
So talk to me a little bit aboutkind what is earned wages,
because I think that's reallythe inception of where came from
prior to the tips.
David Alvarado (05:27):
so let's talk about earned wages and how it
applies to everybody in therestaurant industry.
earned wages is just merelygiving you access to the money
that you've already made.
So if you worked eight hourstoday and you made$80.
We're gonna go ahead and makeyou an offer after your shift
for$40.
And if you would like yourmoney, you can accept it.
(05:49):
You can go spend it on our Visacard, you can transfer it for
free.
We have virtual cards.
You can do anything you want.
Your money's not held hostage.
Traditionally, if an employeewould like their funds,
especially if they're a nontipped employee, they would have
to wait till payday.
Okay?
And if an employee wanted to getpaid more often.
(06:09):
The business needs to runpayroll more frequently.
So in order for an employee toget paid, they work a cycle of
hours.
They then get a check at the endof the pay period.
As we know in the past 25 years,with the rise of Digi Digital
Technology, we now get bills allthe time.
Bills 25, 30 years ago used tocome on the first, on the 15th.
(06:32):
You could plan your check oryour pay periods to accommodate
those bills.
Now.
Bills come every day to us onemail.
They're text to us and they'redue on different cycles.
So now we're not getting paidwhen we need our money to pay
our cycle for our bill.
So with instant pay, if anemployee needed money and they
(06:54):
didn't have it, they would've toborrow from family and friends,
maybe borrow from the business,which is very common to see a
lot of IOUs in the safe.
They may not have access tocredits.
Then eventually, if all thosethings are unavailable to them,
they will have to go to apredatory network, like a payday
loan lender, which is gonnacharge them, huge fees and huge
(07:15):
amounts of interest.
So the need for an employee tohave their money to go do what
they wanna go do is relevant.
And employees do want theirmoney.
They want to go buy a tank ofgas, a bag of groceries.
They want to go to CBS orWalgreens and take care of
whatever they need to.
Jeremy Julian (07:33):
Yeah, they get a flat tire and they need to be
able to get to work to be ableto work that next shift, and
they're stuck and they can'twait till the next payday to get
their tire fixed.
David Alvarado (07:41):
it, and it's small amounts of liquidity.
So it's little bit just to getthrough the day and whatever the
case may be.
And it's very Pavlov.
So before you'd go to work andyou'd work 10 days and you'd
have to wait for your paycheck,four days later.
But with instant, if I need mymoney, I go to work, I get paid.
If I need more money tomorrow, Igo to work, I get paid.
(08:03):
So it changes the relationshipbetween the employee and the
business to become moresymbiotic, which is I now have
the instant gratification ofgetting my money when I need it
for free.
Okay.
And being able to go take careof whatever I need to for the
business.
This turns around everythingbecause restaurant operators
(08:24):
spend 15 to 20 minutes a daycalling people up saying, Hey,
would you like to come to worktoday?
I had somebody, no call, noshow.
When we implemented earned wageaccess or instant pay for non
tipped employees, they wouldcall the restaurant in the
morning to see if they couldpick up a shift because they
knew that they could get paidimmediately when they were done,
(08:46):
and now go get a tank of gas ora bag of groceries.
So it really changed the dynamicof decreased absenteeism to now
employees soliciting workbecause they wanted to pick up,
pick up some more money and itwas instant.
So that's really been the riseof earned wage access, is in
enabling it for a class ofpeople who need it and can't
(09:06):
afford it, and we give it tothem for free because it is
their money.
Jeremy Julian (09:11):
and I think, I'd, I'd love to talk a little bit
more about this, David.
'cause we all know thatoftentimes those entry level
jobs are the least paying jobs.
So they're, they are oftentimesworking paycheck to paycheck.
And so because they're workingpaycheck to paycheck.
The abil ability for them to getaccess to it.
The other thing that a lot ofthe national publications have
talked about is a lot of peopleduring the pandemic and
(09:31):
otherwise left the restaurantindustry.
'cause we weren't doing this andDoorDash and GrubHub and Uber
Eats and Amazon did offer thisoption to be able to go work a
shift today and get paid today.
Talk to me about how this kindof levels the playing field for
what has traditionally been avery open entry level job.
You started as a busboy in highschool.
Turn into a, global vicepresident because of the
(09:53):
opportunities to do that.
And I know that we've lost a lotof that and I think that instant
and tools like it have theability to bridge that gap,
whereas we didn't, a couple ofyears ago,
David Alvarado (10:03):
Yeah.
I think what makes it reallyimportant, especially for
somebody like me, or as wementioned, these jobs are not
very high paying because theyare entry level.
Imagine this world.
You go to a job where they pay$12 an hour.
But then you go to another joband apply, and they pay$12 and
50 cents an hour across thestreet.
(10:23):
If this$12 job,$12 an hour joboffers me daily pay, and I can
take my money when I need it andhandle life, that means a lot
more to me with 50 cents less anhour than taking the job that
gets paid 50 cents more an hourbecause I can't access my cash.
I'm gonna have late fees.
I'm gonna run behind on mybills.
(10:46):
So there is a competitiveadvantage to being able to offer
earned wage access, and as anemployee, they are looking for
that.
And as an example, over the pasteight years, we have done a
survey of a thousand employeesat a minimum every year, and
we've asked them about when theywould like their money and how
(11:08):
they would like their money.
as we would imagine over the,since 2020, it has continued to
go up and to the right.
To the tune of 86% of employeeswould work for a place and
prefer to work for a place wherethey are paid daily with Uber,
Amazon, all those things thatyou just mentioned, that is the
(11:30):
rise in just the adoption ofthis new technology.
Okay.
And as evident by their successover the past four years and the
introduction of it to themarket, now more people are
going to restaurant operatorsand other service industries and
saying, Hey, I know what they'redoing over there.
(11:50):
Do you offer that here?
Because it is a compellingbenefit for an employee.
Jeremy Julian (11:55):
Absolutely.
And I, and even retailers, I'veseen more and more retailers and
grocers go on that same routewhere it's like they're having
to compete for that same entrylevel job where whether I'm a
checker at a grocery store, orI'm working retail, and again,
to that same argument,$12, 1250,if I as a brand can offer access
to that wage, I'm now, it's lessabout.
(12:17):
they, it's shift, it'smanagement, it's all of that.
But it's also, this is acompelling reason to consider
that even if you're not paying,that extra 50 cents, but I gotta
wait two weeks for my pay.
David Alvarado (12:26):
and it's just a, this is a great place to work if
you're gonna work at Dave'sRestaurant Bar and Grill.
Not only is this a great placeto work and we want to treat you
well, but we're going to giveyou this great benefit because
we care about you as a person.
This will allow you to take yourmoney if you want it.
If you don't want it, you don'thave to take it.
But if you need the money, youhave it, it's yours, it's free,
(12:47):
and you can go handle life'sdaily challenges.
So that was the precipice forInstant, which was earned wage
access and being able to giveeverybody their money.
What we found out in talkingwith hospitality operators was
they loved earned wage access.
But the real pain point wasdistribution of tips, believe it
(13:10):
or not.
And there's a lot of noise thatgoes around managing a tips
process, and we have thetechnology that eliminates the
noise, streamlines operations,and obviously makes our servers
or tipped employees very happy.
Jeremy Julian (13:25):
Yeah, no, and I want to dig a little bit into
that, but I'd love for you tohelp the naysayers out there
because I get, I literally wasjust at a brand on Monday and
they go.
Why am I gonna give them accessto their pay today?
One, it's gotta go outta myaccount.
Number two, what happens if theydidn't punch out properly and
they start playing games andthen they, you get these
(13:46):
questions, you have to deal withthese restaurant operators every
day.
Talk me through the things thatpeople are constantly asking,
because that's what I hear is Idon't wanna pay them.
What happens if manager didn'tdo his job properly?
whatever.
I know that you guys have gotsafeguards in for all of that.
I know that a lot of thosethings come up in every one of
your conversations, so talkpeople down off the wall that
says, not only is it compellingto onboard people and bring
(14:07):
people and keep people, butthere's also protections for the
brand that you guys put in placeto ensure that doesn't happen.
David Alvarado (14:14):
Yeah, I love that question.
I actually just got thisquestion from a very large,
enterprise, company.
They have over 500 locations andwe were talking about earned
wage access and they said, Dave,we're already doing the digital
tips.
We love that we're not reallyready to jump into earned wage
access because we're honestly alittle afraid of it.
Every time we bring it up,somebody will bring up a con and
(14:36):
then the conversation just ends.
And I said, I completelyunderstand that.
Instant financial and enablingwages to an employee does not
make a person irresponsible allof a sudden, okay?
A person who is irresponsible isgoing to destroy themselves no
matter what.
So when we give you money, we'renot making you irresponsible.
(15:00):
And as mentioned, we're onlygiving you small amounts of
liquidity.
50% of your earned wages forthat day.
So the average earned wage orinstant pay that is taken is
only$35.
Now, it would be selfish for anemployee and not looking very
long term.
(15:20):
It would be very shortsighted ifthey just took their$35,
declared independent wealth andquit their job.
It's not, it's a tank of gas.
It's a bag of groceries.
If they want more instant pay,they do have to come back to
work.
They have to clock in.
They have to clock outcorrectly, and we will send them
(15:42):
another offer.
If they fail to clock in orclock out correctly, it is void
and they will not get an offer.
So it is good for the employeeand for the business because now
punch compliance will becomebetter.
I know if I want to get paidtoday, I need to clock out.
And I need to clock in.
And I need to clock out.
So from an employee standpoint,they know what they need to do
(16:04):
in order to get their funds forfree.
For the businesses aspect,there's nothing that they need
to do.
They merely just offer thisgreat benefit and say, Hey, if
you would like to get paid, youmerely just accept the offer and
there's no barriers to turn yourmoney and you can do whatever
you want.
And.
Jeremy Julian (16:21):
and the flip side, I know you said it in the
description, they also don'thave to take it, if they choose
not to take it today, it sitsthere in abeyance and it'll hit
their paycheck at the end of theone week, two week, three week,
whatever your pay periods are,it's gonna hit their paycheck
regardless, whatever's thebalance, whether that's a
hundred percent of their wagesor just the 20% or 30%, of those
(16:41):
wages correct.
And now a word from one of oursponsors.
Every restaurant operatorunderstands the chaos of a
restaurant kitchen during themeal rush.
Restaurant technologies, oil,total oil management solutions,
an end-to-end automated oilmanagement system that delivers
filters, monitors, and recyclesyour cooking oil, taking the
dirtiest jobs outta your kitchenand letting your employees focus
(17:01):
on more important tasks.
Control the kitchen, chaos withrestaurant technologies, and
make your kitchen safer.
No upfront cost.
To learn more, check out RTIdash i c.com or call 8 8 8 7 9 6
4 9 9 6.
David Alvarado (17:18):
That is absolutely correct.
So if I decide every day I getoffers and I don't want any of
them.
Those offers will expire becauseyou only get one offer a day.
That offer will expire.
It will come on your paycheck.
In order for you to come to getanother offer, you'll have to
clock in, clock out, and thenyou will get an offer.
Another offer.
But again, if you want it, it'sthere.
But if you don't, it all justcomes on your paycheck, just
(17:40):
like regular.
Jeremy Julian (17:41):
Yeah.
And so what are my options toaccess that cash?
Because oftentimes they're lessbanked, you talked about the
Visa card that you guys issue,so I'd love for them to
understand on the wage side,'cause I think it's gonna really
flow through to tips just thesame, but.
If I'm now, Hey, I need my 35bucks to go get gas, how do I
get that?
Because it's all this digitalvoodoo magic that nobody knows
(18:02):
how any of that works.
So talk us through, how do I getaccess to that as a buser, as a
bartender, as a cocktailwaitress, whatever.
David Alvarado (18:09):
so once an employee is paid, they're paid
to the instant financial app,and from there they have many
levers in how they want tocontrol and spend their cash.
It is paired to a Visa debitcard.
It's just like any other Visadebit card in your wallet or in
my wallet.
It has the exact sameprotections and benefits when
they're paid to the mobile app.
(18:30):
It is mobile banking.
They can see their balance.
They can see all of theirtransactions.
They can go spend on the Visacard just like you or I can.
They don't wanna use the Visacard.
They can provision a digitalcard and just do tap to pay if
they want that.
If they don't wanna use instantand they would like to transfer
to their home bank account, weallow unlimited free transfers
(18:54):
so we're not holding their moneyhostage.
If you'd like to spend it on ourplatform, we give you the tools
to do that.
If you would like to transfer itoff, you can do that as well.
If you'd like to go to the ATMand take money out, we have
37,000 ATMs in our network,which is the Money Pass Network.
We are in all 50 states andwe've never had any problems
with coverage.
(19:14):
Employees can go there, take outcash at their discretion, all
for free, and of course they cango to a bank, any Visa member
bank, and this is very usefulbecause sometimes employees need
$720 and 14 cents for rent.
And you can't get that out of anATM.
So you can go to a Visa memberbank and say, hi, I would like
(19:36):
$714 and 20 cents so I can payrent, and they will give you
your money for free.
So once they're paid, theemployee has all the options and
all the levers to pull as towhat they will to do with their
funds, and it's all fee free tothe employee.
Jeremy Julian (19:52):
Love that.
one other piece that I just knowcomes up from time to time is
non-traditional banking, Venmo,PayPal.
Are you guys supporting that atthis point?
Because again, same, that samedemographic.
I've got a sister who's.
in her twenties and she's justyeah, I don't, I use Venmo for
almost everything.
And she keeps a balance on herVenmo account.
I'm like, this is just bafflingto me.
'cause I'm a normal, not normal.
I am a traditionally bankedperson that uses, a national
(20:13):
bank and kind of deals with thatway, but for her, the majority
of what she does is on Venmobetween her friends and such.
And do you guys support thosekind of pieces?
David Alvarado (20:20):
Yes, absolutely.
we designed it our, we designedour system so that we're not
holding money hostage in.
The employee can do whateverthey want with it.
So yes, Venmo, cash app, UberEats.
All of that stuff.
So we are now living in adigital world.
People are paying with credit,debit, they're moving everything
(20:41):
digitally.
We wanna give everything to theemployee so that they can do
whatever they want and enablewhatever they want.
if an employee is using theinstant financial card, they can
use it freely just like anyoneelse.
If somebody, and this is theother great thing, if somebody
doesn't qualify for a card withother companies, because.
They're not 18, they're a minor,they're a hostess.
(21:02):
they've got bad credit.
They don't have a socialsecurity number, or they don't
qualify for a pay card.
When we work with a business, wetake all of their employees
because we verify the business.
so we're allowed to have miners,we're allowed to have people
that wouldn't otherwise have abank account or are underbanked
or unbanked at all.
(21:23):
So when we go to largeenterprises, they're like, oh,
can you cover all of ouremployees?
Yes, we can cover 100% of youremployees.
Jeremy Julian (21:31):
I, I love that.
And it's amazing.
Quite frankly, I heard somestatistics about the underbanked
or the unbanked in the us.
The number is staggering whenyou think about it, and it's
mostly in the service industrythat you guys live in every day.
it's the guy that's the buser,it's the dishwasher, it's the
cook.
It's the.
The bartender is the barbackthat are underbanked or unbanked
at all.
And, again, I think it's just,it's baffling because again, in,
(21:54):
in my purview where I'm at, inmy mid forties, like I've not,
I've had a bank account since Iwas 15, but I know there's a lot
of people that don't.
and as I've read the statistics,it's amazing to think about and
I think a lot of people that arelistening, you may or may not,
if you're not at the groundlevel any longer dealing with
these types of team members.
There are a lot of them thatcan't get a bank account, don't
(22:15):
know how to get a bank account,have never gotten a bank
account, and they would taketheir paycheck and walk into a
cash loan place to cash it outor kick it to the grocery store
to cash it out or whatever thosethings might be.
And it's amazing to me, whatflexibility you guys allow
people to have in that or
David Alvarado (22:30):
Yeah, and for an hourly employee, I don't have a
bank account.
I don't qualify.
Wow.
I can work here.
You're gonna pay me.
I have mobile banking.
This is all free for me.
we're just giving them levers,like it's expensive to be poor.
Okay.
So the, for the reasons you justmentioned, like they give me my
bank account for free, but forother people, if they don't meet
(22:53):
the requirements of all theboxes for getting a free bank
account, your bank will be kindenough to charge you 9 99 to$20
a month.
Okay.
I have credit cards, so I canput stuff on credit.
I can have access to cash, butfor other people, if they don't
have access to that, they startgetting into predatory networks.
So we wanted to eliminate all ofthat.
(23:15):
Let's give the employee theirmoney, they earned it, no games,
and let's create a greatrelationship for the business
and the employee.
If we take care of the employee,what happens?
The employees will take care ofthe business, and the business
takes care of itself.
Jeremy Julian (23:31):
Yeah.
couldn't have said it bettermyself.
Now you dabbled in the tipworld, so you know, some
percentage of, and it feels likemore and more every day.
we've got everybody's sitting infront of a machine that's asking
'em for 18, 22 and 25% tips allday long.
But it's a disaster to managethat.
It is really hard.
quite frankly, I worked withOutback when you guys built your
(23:52):
whole tip module years ago withPai Touch, so I'm very familiar
with even the outback tip modulethat you guys had.
I was part of some of thoseconversations long ago.
It's, it also gets complex, butwhy is it such a disaster to, to
manage that within the brands,especially in a.
Digital first world where mostpeople are in the 70, 80, 90%
(24:12):
digital payments world.
Some brands are a hundredpercent digital and they don't
accept cash at all, but beingable to keep a living wage for
your staff members, we're askingthe guest to tip, but it's a
huge burden on the restauranttour to get that money and get
it distributed.
And Unless you're working in areally high end, a Flemings,
back to blooming brands, ifyou're, unless you're working in
a Flemings where these peopleare making a whole significant
(24:33):
amount of money and it goes intotheir paycheck, it's hard to do
that.
So talk me through how it isbefore instant, and then why
does Instant on the Tip sidereally solve so many of those
challenges for people?
David Alvarado (24:43):
Yeah, so I'll go backwards before we go forwards,
and I'll talk a little bit aboutfrom an employee standpoint,
what the experience is like.
So I'll use, I'll back as anexample of when I was a bus.
So I would work my shift, thingswere calculated, money was
grabbed out of the tip drawer,it was stuffed into envelopes,
and they wrote my name on it.
(25:04):
The next day I would come towork in my shorts, in my flip
flops.
I'd walk around in the kitchen.
I'd stop the manager fromwhatever they were doing so that
they could go into the office,open the safe, give me my tip
share.
I then wrote a, I then signed alog, a physical log, saying I
got my money and I went home.
that's how it was for manyyears, because that's just how
(25:25):
we did it.
The other side of that coin,before we get into the
complications, is as a guest.
When you leave that credit cardtip, it's not magic.
Somebody has to convert thatlittle number.
You left under tip.
They have to convert that tocash and then distribute it to
me.
Okay, where does that cash comefrom?
(25:46):
As you just mentioned, andaccording to McKenzie, in the
past, in the most recent year inhospitality, it is 89% credit or
debit card transactions.
So that means there is lessrestaurant, less cash coming
into the restaurant.
And if there's less cash cominginto the restaurant doesn't have
(26:08):
the cash on hand to convert thatlittle credit card tip to cash
and then give it to you.
So what does the restaurant haveto do?
Somebody has to walk to thebank, drive to the bank, get
money, come back to therestaurant, count it, put it
back into the safe, then put itinto envelopes and distribute
it.
That's the easy way.
(26:30):
It gets more expensive and takesmore time if you choose not to
send your manager to the bankand you decide you want to use
an armored car service.
Most enterprise restaurants gettwo deliveries a week.
Some non-enterprise smallerrestaurants might get one
delivery a week.
The point being is you're payingan armored car, a hundred to$150
(26:50):
a stop.
Okay.
Just to bring you change so thatyou can convert that credit card
tip to cash.
So an employee, I aminconvenienced by coming to get
my money From the businessesstandpoint, it is time consuming
and costly for me to convertthis credit card tip to cash.
(27:13):
Okay, so what do we do withinstant?
Let's digitize this process.
Our customers are paying usdigitally.
Let's follow their suit and payour employees digitally.
So now Dave Alvarado, I work mybuser shift.
I don't have to come back thenext day.
I don't have to interruptanybody.
I don't have to sign any logsbecause that money will be sent
(27:36):
to me digitally at the end ofthe shift whenever Outback or
whoever finishes it.
And I'll get a notification onmy phone and it says, I just got
paid.
And then from there, I can go dowhatever I want.
I love it from an
Jeremy Julian (27:50):
to what we just talked about.
I can transfer my bank account,I can take it out in cash, but
now instead of all of it,'causeagain, to your point on the
example, and inevitably that busshows up.
Right at 1230 in the middle ofthe lunch rush saying, I need my
money'cause I'm going outtatown.
And now they've gotta stop theirshift versus it all happening in
a digital world.
you had talked about, 90%, closeto 90%.
(28:11):
That's baffling to me.
I guess it, it all makes senseand.
I don't, I have a money clipwith cash in it, and it's had
the same amount of money in itother than my kids' sporting
events that I have to go to paycash.
I literally spend almost nothingin cash.
Almost everything's in a digitalway, and so I'm one of those
customers that pays a hundredpercent of my restaurant checks
in, in credit.
(28:31):
And I do that tip.
What, what are you seeing frompeople?
Because I, I know a lot of thehigh-end places have just added
their tips to their paychecks,like at least working in the POS
space like we do.
A lot of'em have done that.
are you finding that's the wayto go or is a lot of people just
are saying, you know what, let'sadd on the tip module.
'cause you said that was reallythe game changer and where a lot
of the pain earned wages isgreat, but quite frankly,
(28:53):
especially in a highly tippedwhere that's a large percentage
of their income, the tips movethe needle quite a bit.
for you guys at instant.
David Alvarado (29:00):
Y yeah, absolutely.
tips.
Tips.
Just bring the biggest bang, iteliminates all the noise.
For the restaurant operators andyou just pay everything
digitally.
Now there's logs, there's norunning to the bank.
I don't have to spend money onarmored cars and the employee's
paid free and the restaurantoperator now they don't have to.
(29:20):
All those things we justmentioned and no more
distractions and everything'sdigital, so if somebody's
curious, if they got paid, theyjust open up their app and they
can see, oh, I got paid.
$700, for my tips.
'cause I had a big party.
So everybody's just happier.
It's just, it's easier for theemployee, it's easier for the
business.
And for large restaurant tours,we'll use Fleming's as an
(29:43):
example, or any white tablecloth, dining restaurant, those
restaurants go through about$30,000 a week in tips.
Okay.
That's a huge amount of money.
Okay.
They decided to start payingtips on check.
Because it was too much to bringit in.
It was too much to count it, andit was too much to distribute it
(30:03):
in high volume, heavy tippedrestaurants, so they went to
checks.
We have been undoing that forthe past four years.
So high end restaurants orpeople that didn't wanna manage
the process.
And they said, I'm gonna, I'mgonna get rid of all of the
tips, complexity, and I'm gonnapay it all on check.
Cool.
Now we've come back to'em andsaid, Hey, we can undo that and
(30:26):
we can pay your people instantlyand your employees will be happy
and you guys will be happy.
And they said, let's do that.
some people jump on it reallyquickly, other people don't have
a problem because maybe they payit on check.
But we can help them to undo thecheck and start paying their
employees immediately and givingthem that instant gratification,
which let's be honest, that'swhy everybody works in the
(30:48):
restaurant business, is so thatwe can get money and we can go
do what we wanna go do.
And when you say it's being paidon a check, you're robbing me of
that instant gratification.
So we've had a
Jeremy Julian (30:59):
I would've had a hard time working in
restaurants.
'cause I used to love walkingaway with a hundred, 150,$200 in
my pocket.
And it was my food money forthat night.
It was my drinking money.
Like it was just, it was whatyou did.
And, David, you talked a littlebit in our pre-show about kind
of the next phase and I knowthat both of these things are
amazing and I think that morerestaurants, if they're not
already dealing with it, have todo this.
But one of the things that youguys also believe is the
(31:22):
employee health, I guess is areally big piece and I don't
even financial health.
health in general because it isa, it is that level.
And so you guys have released anewer product that I think is
really great to help restaurantoperators, again, be one of
those places that you want tocome work because of these
things.
Talk a little bit about whatyour guys', other investments to
really help the employees andthe people that are using the
(31:44):
instant financial network.
it's helping them do.
David Alvarado (31:48):
Yeah, so you know, having the ability of
being able to get wages daily isawesome, and that is financial
wellness.
Okay.
I can get some money to go takecare of whatever I need to, but
it's not getting to the root orto the academics of the issue,
which is we need to providetools to our cardholders, the
(32:10):
businesses team members.
To educate them on how to handletheir money more effectively.
So we have financial educationtools inside of the app so that
they can see how to create abudget and how to save for a
car.
Now, giving them money when theyneed it is step one.
Step two is let's now give themsome of the financial literacy
(32:33):
so that we can step them up evenfurther.
So that's really the baseline ofit, is let's give them money,
let's give'em some education.
The third part of that isemployees pay a lot of rent.
they don't have the ability to,or they don't get credit for
paying their rent at the threecredit bureaus across the
(32:53):
country.
So with our app, an employee whopays rent can report their rent
and have it show up on theircredit report so that they can
build credit.
Let's give them their money.
Let's teach them and let's givethem the tools to start building
their credit.
Let's let them take credit forwhat they're already doing.
(33:16):
We also have health and wellnessfor a lot of part-time employees
in the hospitality world.
If they work below 28 hours,they will not be offered health
insurance.
With our app, they have thebenefit of getting health and
wellness benefits.
Telemedicine for a small fee amonth.
(33:36):
You can see a doctor, you canget discounts on prescription
medicine.
You can do the things that youneed to do that you otherwise
would not have been able to doif you didn't have instant
financial and this great tool.
And last but not least, once youget all these steps in place, we
have a high yield savingsaccount.
(33:58):
Which is up to 4%, which is veryimpressive.
That's what my bank offers mewith all the boxes that I need
to check of minimum balances.
But yes, we can pay them daily,we can teach them.
We can help them with theircredit, we can help them with
insurance, but we can also give'em a place where they can put
their funds and have them growtheir money.
(34:19):
So we believe that this is alifecycle.
let's get people on board.
Let's enable them with theirfunds when they need it for
free, and then let's give themall of these tools so that we
can set them up on a better pathof financial wellness.
Jeremy Julian (34:35):
Yeah.
No, and I love that.
I love that idea because itultimately, at the end of the
day, it also takes the burdenoff the restaurant brand to have
to do that becauseunfortunately, a lot of times
they lose employees'cause theycan't get to work, they can't
get the car, and so they end upmissing a shift.
And they can't find somebody tofill it.
The manager's tired of it.
They don't have access to thecash.
(34:55):
But now once I've got their earthat they know that they're at a
safe place, that they can getaccess to their wages, now they
can get to that next level offinancial independence that a
lot of us are looking for whenwe start in the restaurant.
But schools don't teach it.
Oftentimes, the home doesn'thave those skills in a lot of
these places.
And so how does the restaurantoffer even more value to them to
(35:15):
take them to the next level?
And so I love that you guys areoffering that.
David Alvarado (35:18):
and that's the premise of it.
I don't wanna say we're for allmankind, but we really are
coming.
We're trying to provide abenefit for the people who need
it most, and also providing abenefit for the business.
Business.
Lots of efficiencies save youmoney, streamline operations,
but for the employee, the mostimportant part, let's give them
(35:38):
what they need when they needit, and give them tools to put
them in a better position.
Jeremy Julian (35:45):
I think it's amazing.
what did we miss?
if anything, David, from, fromtoday's conversation, I feel
like I, I could talk to youforever about this stuff'cause
I'm so passionate about therestaurant industry and ensuring
that restaurant operators and.
the people that work in thespace just can live an amazing
life.
It's given me an amazing life.
It's given you an amazing life,it sounds And so what else did
we miss, if anything?
David Alvarado (36:03):
I would say this to my restaurant operators out
there.
earned wage access.
Great tool for your cooks nontipped employees.
Tips tipped employees.
We got it.
Okay.
People often ask, earned wageaccess.
I don't know if I want to givemy employees their money, my
money.
What if they quit, so on and soforth, or I can't recover it.
(36:25):
The great thing about instantwhen we partner with you is we
advance our capital.
It's not the business' capital.
We see how much the employeeworked, we know how much they're
gonna make.
We advance the capital on thebehalf of the business, and we
recoup our capital outside ofthe payroll process.
And what that means is somebodyat payroll, at Dave Alvarado's
(36:49):
Mexican restaurants.
They don't know how much Daveborrowed.
They don't know how much I owe.
They process payroll likenormal.
They send net to the employee.
We recoup our funds at thatmoment and remit net to the
employee, minus any advances,all for free.
So the restaurant doesn't haveto worry about keeping track of
who got what money.
(37:11):
They just need to make sure thatthey provide a great place for
their employees to work.
Because we advance our capitaland we recoup our capital.
So just another reason as tonot, no reason to be afraid of
earned wage access.
It's our money.
And the money that we're givingto your employees is just small
amounts of liquidity so thatthey can handle day life's daily
(37:31):
challenges.
Jeremy Julian (37:32):
That's amazing.
How do people get in touch withyou?
How do I get people, get intouch with your team?
How do they take the next step?
Because I, again, verycompelling story.
I think to your point, everyrestaurant at least needs to be
looking into it.
'cause if you're not yourneighbor, next door is, and
unfortunately you're gonna losethat high talented employee
potentially over, 50 cents anhour or over the fact that
you're not offering thisopportunity.
David Alvarado (37:53):
Yeah, so I, I would definitely say
restaurateurs, if they've beenslow to get on this, I would do
it now.
in the past seven years, thehospitality industry has been
slow to adopt this, but with theway the economy's going and
people looking for efficienciesand hiring, this is now becoming
a must have benefit.
The reason why I say that ischain restaurants above 500
(38:18):
locations are all gonna beoffering this within the next 12
to 18 months.
So if you're a regional playeror a local operator, that's what
you are going to be competingwith.
So it's in your best interest tohave a solution like Instant
Financial.
They're more than welcome to goto our website,
instant.co/rtgpodcastnot.com.co.
(38:40):
You can go ahead and fill out aform, schedule a demo, and
somebody from my team will reachout to you and we will walk you
through everything entirely.
Jeremy Julian (38:49):
Yeah, and I think it's, it is really funny, I
don't even know if it's one ofyour customers, but I was in, in
dining at a restaurant and I sawa help wanted sign and part of
their help wanted sign, said,same day, access to your pay.
And I was like, you know what,that is something that's gonna
draw people's attention.
'cause it's not the same, sameas everybody else had.
And so it is definitely adifferentiator.
David Alvarado (39:07):
it is compelling people who need their money when
they see something like that.
They're gonna be drawn towardsit, and that's what we're
hearing from our clients and ourcardholders.
86% of people would prefer towork for an employer that offers
daily pay so that employees cantake advantage of that benefit,
and that has consistently goneup over the past five years.
Jeremy Julian (39:29):
Well, David, thank you so much for sharing
more about what in Instant's,doing thank you guys for really
the founding of the company,what it is that you guys are
doing and how you guys arechanging the lives.
Obviously you changed a lot oflives at Outback and at the
blooming side and now continuingthat through this instant,
instant journey.
So thank you for that.
to our listeners, guys, like Isaid at the onset, I know you
guys have got lots of choices,so thank you guys for hanging
out with us.
(39:49):
If you haven't already done so,please subscribe to the show,
give it a rating on yourfavorite podcast player and make
it a great day.
Thanks for listening to TheRestaurant Technology Guys
podcast.
Visit restaurant technologyguys.com for tips, industry
insights, and more to help yourun your restaurant better.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!