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May 29, 2025 62 mins

In this episode of the Fervent Four Show, we’re joined by Ravi Chhatani, co-founder of RS Global Staffing Solutions. From launching his career at Morgan Stanley to relocating to Norfolk and building a global staffing firm, Ravi shares an inspiring journey of growth, grit, and global perspective.

The conversation dives deep into the world of remote staffing, including the power of nearshoring, navigating international labor laws, and how to build a unified team culture across borders. Ravi breaks down common concerns around outsourcing, explains how to foster remote worker commitment, and discusses why clear communication and consistent engagement are non-negotiables for success.

Beyond business, the discussion turns personal—touching on parenting, self-belief, and the importance of networking in any career path. Ravi offers insights on starting a company for lifestyle freedom, adjusting to the realities of entrepreneurship (including podcast interruptions), and the evolving impact of AI in staffing and business operations.

The episode wraps with a look at growing ventures in Norfolk and Latin America, local food favorites, and new moves in the food industry.

If you're curious about remote work, global teams, or how to scale a business with purpose, this conversation delivers powerful takeaways.

 
- Integrating remote employees into the core team culture is essential for their success and company cohesion.
- Leveraging nearshoring can provide significant cost advantages and access to highly skilled, culturally aligned talent.
- Clear communication, thorough training, and consistent engagement are crucial for overcoming geographical barriers and ensuring effective remote collaboration.
 
https://www.rsglobalstaffingservices.com/
 
 
(0:00) Introduction and reflections on podcast journey
(3:02) Guest introduction: Ravi Chhatani
(5:09) Ravi Chhatani's background and Norfolk relocation
(7:15) Communication in staffing and nearshoring benefits
(11:54) International labor laws and staffing success stories
(14:32) Contract lengths and remote worker commitment
(20:27) Ravi Chhatani's career path and job at Morgan Stanley
(23:01) Parenting, self-belief, and pursuing goals
(25:04) Networking, relationship building, and sales training
(29:25) Starting a business for lifestyle and resilience lessons
(33:20) Adjusting to podcast interruptions and remote staff management
(39:00) AI's impact on business and overcoming outsourcing hesitations
(46:26) Celebrating podcast milestones and technical developments
(48:40) Business growth and operations management in Norfolk and Latin America
(52:30) Norfolk's local spots, restaurants, and specific local dishes
(1:01:34) New business ventures in the food industry
 
Innovate Hampton Roads is on a mission to foster the growth of Hampton Roads' innovation and technology ecosystem by educating entrepreneurs and business leaders, providing access to essential resources, and building connections that drive synergistic partnerships. We are committed to creat
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Transcript

Episode Transcript

Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
How how can I be successful if my my employees or my remote workers in Peru? And and first and foremost is make them feel part of the team. Don't make them feel part of a third party provider. Like, you you wanna you wanna have them feel like they're part of your a b c construction company. And the second thing is training.

(00:01):
So I think, obviously, the remote, so there's that geography barrier, so they're not next to you. Right? But that I would say that a lot of folks that learned through COVID that that is very doable.
Good day to you, sir.
Yo. Yo. Great to see you. New look for the intro. Oh, second week.
I don't remember. I don't remember. But What? Week two was there.
Week two, starting a streak just to cancel the streak. Start a new streak. Streaks are good. What's on your mind? What's on your mind, Hal?
Dude, looking forward to another show. It's just, you know, it's just a short week coming off of Memorial Day on Monday. Oh, yes. So, like, the the unofficial start of summer.
Yeah. I don't
know.
I guess that's true. I don't know what day of the week it is. I told my wife. I said, I'm not gonna know until Monday. So I thought it was Tuesday yesterday, and I was like, wait.
I woke up thinking it was Friday, and I was like, wait. Have I done the show yet? Yeah. You know?
That is one good thing about us doing the show. You know, this is, like, five years in our fifth year that it's it's a reset for us that if by doing the show on Thursdays at 11AM when we record them, that helps ground us. Am I right?
No. This is year six.
Oh my. Alright. Well, year
six Twenty, twenty one, twenty two, twenty three, twenty four, twenty five.
Yeah. Okay.
Congratulations, Tim. We've made it. Episode 263
of this Yeah. I guess that makes sense because if it was, yeah, if we're still in year five, we wouldn't you know, it would be 02/1950.
Had we started, you know, in '21, I guess. But we, you know, we took the zero year and got this thing started during the old days.
Congrats congrats to to us. Cheers. And and it's and it's a very, very select few of people that we've had on more than once.
And sometimes we've had it on multiple times, and we shouldn't have. I'm talking to you, Scott Jenny.
But yeah. So, yeah, I I think that it's pretty cool that we have a platform that, for founders, for movers and shakers that they can they can tell their story. And, yeah, we've had a lot of different people.

(00:22):
Yeah. Today's guest, we met fifteen minutes ago via Lauren Craylow, who was a previous guest a couple weeks ago, the LinkedIn guru she was. Now we have the staffing guru, allegedly at this point. We'll confirm that title in about five or ten minutes. But, Ravi, what's going on?
Pleasure to meet you.
Likewise, guys. Thanks thanks for having me. I'm pretty excited to to do this. It's my second one. So so, yeah, excited
to See. I like what you said there. Second one, not your first. Tim thinking that well, maybe we could just get into this.
Yeah.
Is a pod does a podcast have to be audio only on a, like, a audio platform like a Spotify or an Apple or something like that? Or can a LinkedIn Live also be a podcast? What what what what is the overall thoughts here? Tim's gonna no. It's not.
So he thinks you're lucky.
It lives on LinkedIn. And so you can't, like, download it to your Apple iPod and cast it off the you know, on device.
Who still has an iPod? Do they even make those things anymore?
Well, that's where the that's where the whole naming convention of podcast came from because it was put on your Apple iPod so that you could
Okay. That's interesting. So I know we haven't let you speak a lot
yet, Rocky. But, like, do
you know how hard it was to put like, like, technology is so easy now. Like, I don't think people get this. Like, to start a podcast in even, like, 2010, it was a monstrosity of a project. 2015, a little bit easier. Like, just all of these tools to make all of our lives easier.
It's just and then you got the robots who are just gonna do everything for everyone, which, you know, that's a good or bad thing. You know?
Well and and I look forward to getting into that with Ravi as well. You know? He's Yeah. Because he has an interesting world. But Yeah.
Do you one of one of Hampton Roads newest residents know?
Yes. Yes. Definitely. I've been here we bought a house in February here in Norfolk, and I my wife and I were living all over the world for the past four years, Peru, Mexico, Spain, you name it. And So listen to that.
Yeah. Before that, Baltimore.
Hampton Roads. Yeah. Robbie and his wife could live anywhere in the world, and they chose to live here.
I mean, we have a beautiful little Creek home, is that what I like to call it. I mean, my my view is I'm looking at view right now, and it's just spectacular, to be quite honest.
So you you know seven languages, but I'm interested in how many different ways have you pronounced Norfolk.

(00:43):
I it's funny. We were talking about this with my wife a couple of days ago because we had dinner with her with her aunts, and they say something along the lines of Norfolk or something like that. I say Norfolk.
I always like to people to say Norfolk.
Norfolk. Nafolk. Like, you know, it's there's there's a lot of them. Portsmouth Portsmouth is not Portsmouth.
Yep. Yeah. Figure that one.
Suffolk.
Suffolk is Suffolk. I don't know. I don't know. A lot of weird things.
What's the right way to say it then?
I'm thinking that knows. Okay.
Well, we know that you the way not to say it is Norfolk. I mean, that that's just that is the dead giveaway. Everything else I mean
I think I say Norfolk. I say Norfolk. Like, think the, you know, the OGs really do think it's Na fuck.
That's exactly that's exactly how her aunts pronounce it. And it's kinda like Baltimore. Right? A lot of people say Bomber.
Really?
Yeah. Yeah. Speaking of the wire, I mean, you can go we were talking about the wire earlier on, and you can go and and and realize that some of the older detectives call it bomber.
Is that because the l and the tear sound? Is is that
Yeah. It's like a lot of the Baltimore accent where you can also instead of saying washer, instead they say washer.
So that's Interesting. Okay. So you have a staffing agency to help help businesses all across the world facilitate talent. Like, that dialect is something that I believe most companies struggle immensely with being able to talk the person who they're trying to hire's language. Right?
You see it big time in the tech world where people are trying to hire someone overseas or or or that doesn't speak, you know, the native English language, if you will. And so what they think they're getting isn't what actually comes in return. So, like, how important is that communication aspect in what you do? Because I've just heard horror stories over the years as has Tim has as well, which is like, oh, this isn't what I asked for. Why would I pay you more money?
Yeah. It was cheaper than what I would have gotten in America, but I got nothing. So how how how important is communication?
Yeah. That's a great question. So it's it's very important, and I think that there are a few I think that there are a few key differences from what we do versus maybe somebody else. And that is that we have the the talent that we bring on is their English is gonna sound close to native, and they're going to have excellent written skills. I mean, I was born and raised in Peru, and I sound like what I sound like.
I might have a slight accent, but the reality is that Latin America is culturally very much close to what The US is. It's, the most part of the same time zone. Cultural sensitivity is the exact same for customer service or clients or admin. Us, we we grow we grow up with American television. There's just so many similarities between between the nearshoring is what we like to call it.
And The US that that communication doesn't it's really hasn't been an issue. We have over a hundred people staffed, and we we have all the way from admins to property managers to software developers. And communication has really not been an issue. It's it's something we do well. I think that there's there's a big chunk of folks that that we can recruit that are gonna have 9.5 out of 10 in English.

(01:04):
And I I nothing against The Philippines or India of Indian descent, and that is definitely a barrier. Right? Because the accent is there, but not only just the accent, but also the the understanding of what The US client wants. So I think what you're talking about is what used to happen in this space or continues to happen, but in different geographies. We specialize in my home country, Peru and Mexico, which are countries that you can now the talent is essentially sound native.
They they you wouldn't be able to tell the difference, to be quite honest.
How do you define nearshoring? I I I it's it's an interesting term. You know, what is what is your definition of that?
Yeah. Usually, Latin America. Same time zone or an hour an hour off, basically, and that that's what we call nearshoring. Anything cross Atlantic, we to us, that's no longer nearshoring. Right?
So Mexico all the way down to Chile, Argentina, but we primarily focus on my home country, which is Peru and in Mexico.
Yeah. It's just I it's interesting. Some companies like having India Twelve
And A
Half Hour difference. I never understand the the half an hour part of that, but just so they could be working when you're sleeping. I'm I'm of the mindset. I I like the near shoring aspect of if I'm working, I wanna know I can reach out and touch somebody because we're in the same same time zone or within an hour.
Yeah. Yeah. Some people so the the accounting world is a lot like what you mentioned, people working around the clock, especially during tax season. So you have I mean, I would I I'd I'd be pretty it's pretty safe to say that 60 to 70% of US taxes, individuals, commercial investors, whatever you whatever you think of, is actually done is being done in India. Like, companies from Accenture, to Ernst and Young, all the way down to, like, small mom mom mom and pop shops, they are sending your taxes to India.
And the your taxes are being done all the way until the point the CPA signs. They're done being done abroad. And for that particular type of industry, the, you know, working while you're sleeping and you come back and all the information is gathered for your w two or your ten ninety nine or whatever, and the CPA just reviews and sign. That works, I think. Now there there are what I we have a few clients that are in the tax space, and they have sort of raised some some quality control issues or just even just a bill like, bandwidth at this point because so many people are doing it.
So Latin America just becomes a really good option and a great hedge.
How does that work in terms of so somebody just contacts you, and then do you handle all the back and forth in terms of to and from Peru with taxes and all that kind of stuff? So then from an accounting standpoint, it's just like, I just I have a a contract with you in The United States footprint. I don't have to worry about anything?
That's exactly it. I mean, we are your service provider. You're paying us as professional services. We deploy someone for you a hundred and sixty hours a month, so full time, but they're technically working for us, for our global staffing services. We handle all international laws, all labor laws, all payroll, everything, HR as well, PTO tracking, all that is handled by us internally.
For all effect all effect and purposes, you have a full time employee, but you don't have all the liability that comes with it when you have an international employee or just a local employee.
Specialties in in in in cities? That you have. Yeah.
Yeah. That yeah. That's a great question. I have a property management company. We we manage 400 units in Baltimore, Baltimore County, and Illinois County.
So we started staffing property managers, realtors, brokerages, but now we do literally almost every small business, any position, accounting, admin, like I said, property manager, transaction coordinators, bookkeepers, software developers. So we've gone really wide in terms of what we can cover just because the talent is so strong in Peru. Quick anecdote about Peru. A guy from Baltimore by the name of Doug Becker, he invested he bought he started a company called Laureate and National Education. I actually used to work for them on the in the FP and A department, and they invested millions and millions of dollars in private education in Peru, Mexico, and really all over the world.
But Peru and Mexico are their largest investments, which the only two that they still have. And the outcome of that is now is you can see it now is that most Peruvian and Mexican folks that graduate from a lower university have a US education, essentially. They know GAAP accounting. They they really are very much equivalent to if you were to have graduated from University of Maryland. So we definitely recruit from those universities as well.
And and yeah. I mean, that's why I think the talent that we bring on is pretty much equivalent to anyone that you could hire locally, just a third of the cost.
Yeah. It's what or is, like is there contract contractually, is there, like what's the typical length the when someone reaches out to you in terms of what that term of employment would be?
Yeah. It's three months trial, nine month renewal. So but at any point, if you don't think that it's working out, you give us a two week notice, and that's it. So we recommend a three month trial just because the onboarding, the training, that's what we advise our clients. Give them three months and see see how just like any employee.

(01:25):
Right? Any employee that you are hired here. It's just essentially the same, except that we have the cost advantage. And I would even go as far as to say that work ethic I mean, it's getting harder and harder to to find folks that wanna be committed to a company for three, four, five years. My property management company has 10 Peruvian remote workers.
My COO is Peruvian, and he handles everything. You would think property management is impossible to do from abroad, but the reality is the most of the work is done on the computer, compliance, maintenance, coordination, listings, all of that.
Interesting. I I is that, like, in terms of, like yeah. I guess that makes sense. You know? Like, you establish a schedule in terms of when things need to be done, what what things need to happen, and then it just takes the one person boots on the ground, so to speak, to to go and and do the things that need to be done.
Exactly. And in property management, if you really think of it, the listing is done by a realtor. So you can just list it on the MLS, and the realtor on the on the buy side is really showing the property. If you wanna go that way, you can have your own boots on the ground. And in terms of maintenance, it's third party vendors for the most part.
You don't have your own like, if you're a smaller property management shop, you're not doing your own repair. Somebody else is doing. You're paying them, the owner is paying for it. So, really, if this sounds crazy, but you can have you can run a property management company fully with remote workers and just have a competitive advantage that no one else could have because you're labeled the main cost of the business service is labor, And we provide excellent labor with incredible work ethic, fluent in English, great writing skills, educated, but it's just gonna that this is gonna make your company more successful.
Honeymoon phase, I feel I feel like takes two, three months. So that ramp up for you, that that makes a lot of sense. You used the word work ethic. Yeah. A lot of companies I feel like they complain about it a lot more now over the last five years.
I don't know if it's really any different, but it seems like since COVID, people are are using that as more of a mechanism as a reason why they can't find talent. Where like, how are you putting these potential candidates through the work ethic meter to determine if if they have the chops or not to the liking of you and then to your customers?
Yeah. I mean, that that's a great question, and I think you're right. A lot of people have been talking about sort of, oh, I can't find talent that, you know, wants to work long term or they just want everything, quote, unquote, handed to them. I think the, you know, the the truth is somewhere in the middle. I'll I'll start by telling a little bit of my story.
I came here when I was 17 years old, and my first job out of college was at Morgan Stanley. And and I to me, that was a dream. I think the opportunity that this country has to offer are just exceptional. I'd it I I've lived in Spain and Mexico and Peru. I've done assignments with United Nations in East Africa.
I just don't think that there is and I'm this is coming from a foreigner. I don't think that there is a single country in this world that offers the accessibility to capital that The US that has the the support when it comes to entrepreneurship. Spain shuts you down immediately. They're not they're not very pro entrepreneurship, and they don't support that. So all this is to say that when it comes to our talent, what we look for is longevity.
Like, we wanna make sure that they are have state of the jobs for long term, that they and we do a video interview that we present to our clients as well where we gauge what their how much due diligence they've done at the company. And for the most part, I would say 90% of our candidates are seeking for a long term career stability, getting paid in USD, which is, you know, doesn't fluctuate as a Mexican peso, for instance, or Peruvian sol is pretty stable. But all this is to say that the folks that we bring from Peru, in Mexico, are they they want this opportunity. They are grateful to have a job where they're gonna be valued, where they can they're gonna find stability, and even things like getting paid on time. That's a big thing in Latin America.
You have companies that are massive that didn't pay their employees in the nineties for three, four years straight. You have soccer teams that didn't play with players. I mean, that is a thing in Latin America. And the last thing is remote. Like, them being in front of computer at their houses is a huge advantage because Lima is a 9,000,000 people city.
Essentially, it's like size of New York and commuting six kilometers, which is two and a half miles or so. We'll take you an hour and a half, two hours each way. So all those things sort of grew up to be a a perfect match with employers here in The US. They want to they want someone that's committed. They want someone that's loyal, they want want someone that's gonna show up every day, and then it's gonna be a mutually beneficial relationship with their for all parties are gonna benefit.
So I think that's what we do really well is that we find the talent in Latin America that's gonna be a really good fit for our clients in The US. And we have a 92, 90 three percent retention, which is for over a hundred employees in four years in the business. It's really unheard of. And another thing, and lastly, is that we're direct recruiters. So we know these people.
Like, my COO is is my cousin, and and his father is my compliance analyst, and his friend is my maintenance coordinator. So this this all relationships that we've sort of cultivated since we were growing up. A lot of people a lot of these people we know and, in fact, we see every year. We go down to Peru. We go down to Mexico.
And and, yeah, I think that definitely helps the the loyalty and stability and and the the want to showing up every day and and help our clients succeed.
What's the what's the backstory, on how you landed a job with Morgan Stanley?
Yeah. That's, that's good. It's funny. I I they would not give me they they, you know, they wouldn't they were not willing to interview me, essentially. I sent my resume many, many, many times.
And I just literally went and sat at the lobby, and I looked for the guy that was sort of the the big hotshot, and I I knew what he looked like. And I said, hey, Jim. If you give me an opportunity, I'll I'll outwork anybody in your team ever. And and then he literally took me upstairs on the Eleventh Floor at 950 South Exeter Street in Baltimore City, and he hired me. And he asked me a couple of questions about this kind of cash flows, and I answered them because I had a finance degree from University of Maryland.
And and, yeah, he gave me a shot, and I'm very grateful for it. I still keep in touch with all those guys and his team. And, ironically, a couple years later, I was just hopping on the elevator, and this woman, you know, asked, said hello to me in Spanish. And and I said, oh, how did you know that you speak Spanish? She's like, oh, I assume you work for Laureate.
And I said, no. I work for Morgan Stanley, the Eleventh Floor. And she said, well, we're looking for a Spanish speaking analyst to do to cover Latin America because I'm moving to Miami, and they need someone to cover cover. I said, well, I'm not I I I work for Morgan Stanley. And I kinda told her what I you know, what my salary was, and she said, well, we'll double it because we're funded by KKR.

(01:46):
And I said, oh, okay. I'm 24 years old. I really need to consider this. So that's kinda how I ended up a law I ended up a laureate.
Wow. So that's that's two shows in the last month, Zach, where people were not willing to leave until they were offered a position. Shout out to Christian Green from Virginia Beach.
I think you gotta raise your damn hand too. Right? You know? Like, don't be afraid to ask, you know, because you never know what what can happen from that. And if you don't get the answer that you want, figure out why.
And maybe you could still turn that into a yes. You know? I feel like people, like, they're first they're afraid to ask. Like, even you, you were very, like, defensive at first. Like, no.
I'm one. Then I was like, wow.
Well, and it But it's Yeah.
I don't
know, man. It's just I don't know what's what what has going on with society in the sense of, like, why peep it seems like people don't believe in themselves as much as they used to before.
That's parenting.
Think so?
Yes. Everything comes down to parents. I I I just I just, like
Yeah. From that standpoint, I'm super proud. Like, we raised our kids thinking that, like, they could accomplish anything they want to. And yeah. So
Well, remember I basically asked this question to Jason Kalakanis at Start Peninsula in 2018. I was like, hey. Like, how do you your kids have whatever they want because you're a very wealthy individual. Right? He's he's known as, Ravi, like, Jason Calcas.
I don't know you know him, but he's known as the greatest angel investor of our times, maybe of all time.
Right?
Invested in things like Uber, Calm dot com, several other things, and very early in those companies.
Okay.
And I was like, you got you got a couple of kids. I think he has two kids. You know, they basically have access to any you know, I would think anything because of that. How do you teach them? He's like, well, you know, you you still gotta you gotta teach them to to want it and to crawl up crawl he said something like crawling up a mountain.
Right? When you know it gets tough, that doesn't mean we're just gonna go back down. We're gonna keep going up. And I think instilling that is parenting. Right?
It's like, okay. Like, just because something isn't going great doesn't mean baby someone. It's like, no. Like, lead them to that and show them that they have the ability to do whatever they want. Maybe not become an NBA basketball player, but heck.
Yeah. Maybe an NBA basketball player gamer.

(02:07):
Yeah.
You know? Or an analyst or who who knows? But, like Yeah. Yeah. I I think it's all about leading.
Good point. I'm not a father, so I I you know, I'm not in that those shoes. But, yeah, I mean, it sounds like yeah. I I I think I agree with you.
Yeah. I've I've never ever told my kids that they can't do anything. It's like, hey, man. The world the world is yours. You just need to go after it and make it happen.
And I'm the same way with founders too. The the different founders that I talk to, you know, I I'm not the one to tell them that they can't be successful at anything that they do.
Yeah. I just think back to, like, just on this point. Like, I moved here in o seven. I worked for a TV station, for three years. And then I got out into the business world and knew no one.
I had one relationship from someone that I'd worked with at the TV station, and I had known that his family had their own PR agency. I reached out to them. They said, yes. We're talking about the Rubin family.
Yep. I don't
know if you met them yet. But then okay. That opened the door. It's like, oh, okay. Like, they're pretty well known people.
They said yes. That's nice. They they opened the door. Nothing ever happened between it, but it gave me this sense of, like, oh, okay. Like, it was like a little it was like, I shot a shot.
It went in. I was like, I could do that again. Right? And so to all these little steps led me to just, like, not being afraid to reach out to the biggest dogs in town. And sometimes they said yes.
Sometimes they wrote checks. Sometimes they said, shoe fly. But you know what? Like, you you just can't worry about the shoe flies. Like, you just gotta keep pushing.
And I and I I don't know why that is an advantage to me. I'm not afraid to be told no. But a lot of people are because it's like, what? I interviewed Damon John. I said, do you hear when you hear no one, no one business?
He goes, no. It's an absolute maybe. Like, figure out why.
I
it boggles my mind.
The amount of people that have told, like, us, Nell initially that then become clients a year later, it's absurd. Like, it you know, because you just we know that it is. Like, the the maybe is definitely I think it's very accurate. And I used to my first job right out of college was at Morgan Stanley, was Edward Jones. And and they I mean, I don't know if there's a better sales training program in the world, but they really have they have it down.
I mean, you door knock. It doesn't matter who you are, what your portfolio looks like, if you're gonna be part of a team, but you door knock, and you door knock for six months straight. And it's like you get nine no's, and then you get one yes. And then a couple of the no's turns into turn into yeses. And and, yeah, ultimately, you see you find yourself, you know, having nice having a nice success right there.
Yeah. And it's just it's it's turning those that's hardening that scar tissue. Yeah. So, I mean, I'm sure after the first few nose, you're, like, defeated, and you may have dreaded walking up to the
to the next door and the next door and
the next door. Door. But

(02:28):
If the door says no loitering not loitering. No soliciting. If the door says no soliciting, do you still knock?
That's a good question. I used to. I used to. People would still people would still open up, and I was so I mean, I was 22 years old. I was driving a '98 Camry.
Like, why would anyone wanna give me their, like, rollover IRA, let's say? And and this woman, like, I caught her at the right time, and she was like, come on in. And she was like, yeah. I'm ready to give you $400,000 in a rollover IRA. And I'm like, I'm thinking in
my head, what year? I'm 22 years old,
and you're just ready to transfer me. You're like it it was just the right place, right time, and she was ready to, like, fire her current adviser. And I was work I was part of a bigger team, and and we got the account. And it was I just couldn't believe it, but it happens.
Wow. Wouldn't answer that door.
And if I get DoorDash, I tell them to leave it at the door. So, you know, we ain't answering that damn door.
Yeah. Things are different now for sure. I mean, I think
that has
changed. That Edward Jones model, I don't know how successful they are now. But if if you did the Edward Jones, like, sales boot camp, that is crazy. Like, they have modeled out houses within their headquarters where they measure every single thing you're doing. Oh, you need to be in a 45 degree angle so you're not threatening, or you need to take a step down if there's a staircase because you don't wanna, you know, you don't wanna come off as threatening.
You wanna op ask all a bunch a bunch of open ended questions, and they just do it so well that it's yeah. It I'd it's crazy. I think they might have the best sales training program I've ever been part of.
There's people in my neighborhood now, Tim. I don't know if you have these. They're on hoverboards, not the real hoverboards, like the ones with wheels.
The one wheel
They roll it over. Yeah. They they're like, that's how they go door to door now. I see these guys flying down the road, no helmets. I'm like, you're crazy.
But efficiency, I guess.
How does that guy did that.
How does that work? Do you have a quota of, like, how many doors you need to knock on each day, or is that is that self self policed?
No. It was well, it was self policed, but you did have a quota. You had to you had to write it down. You had to say what was the answer. The neighborhoods that they pick are very much aligned to where, like, the branch is, so, like, the branding you know, so the if you knock on the door and say with Edward Jones, their their brains are immediately gonna go, oh, Edward Jones in 123 Main Street.
Sure. Right? I know who Edward Jones is. So, yes, they do have a quota. But yeah.
I mean, I just didn't really believe in it. I was more of a quantitative analytical person, but Edward Jones just gave me a shot to, like, get my licensing and stuff. And I knew one of the guys that it was my brother's soccer coach back in the day. He was like, you can be part of my team. It didn't work.
It ended up not working out because I just didn't really agree with their financial like, they didn't agree I didn't agree with what they were doing with, like, front end mutual funds and charging a bunch. So so I parted ways with them. But but, yes, they they I I will give it to them. They have Yeah. An incredible training program.

(02:49):
My little hack is I, yeah, I always make sure to look super quick at whatever the logo is of the shirt
or hat or that they're wearing. They're like,
oh, man. I just signed up with you, like, last month. Not you per se, but, like, especially, like, going back but going by the AT and T place at Costco. It's just like, who's your can may I ask who your cell phone provider is? Yeah.
It's AT and T, dog. Good. Thanks, man.
You You're an AT and T are you an AT and T kinda guy? No. Are you so you're a liar.
Well, I'm a don't bother me. I'm here to get my stuff. Or if you're done knocking on my door, it's like, no. We already we're already a very happy customer of yours. Thanks so much, man.
Go next door.
Yeah. That's a good that's a good way to get out of it for sure. Yeah.
I don't
know. But you're but you're still a liar.
Well, you know, it's just
a little a little white lie as they say.
So What made what made you jump to start your own business then?
Yeah. And so I was working for Laureate, and I had a a pretty, like, bad heartbreak in around 02/2016. So I would say a relationship, but not really. I mean, I I I really wanted to sort of travel the I just wanted to travel indefinitely. So I said when I have I had been buying real estate since I was very young, 2022, '20 '3, and I had a goal.
Whenever I had x amount coming in passive, I would I would quit my corporate job and sort of start traveling indefinitely, And that's what I did. And within the first six months, I did South America, and I decided to start a small sugar company. I fell in love with this product in Colombia. I brought it to Baltimore. We still have that company.
We sell to, like, ten, fifteen, like, high end clients, and that's sort of where where we've kept it. And, yeah, everything started from there. I met my now business partner in the property management company about seven years ago at a bar watching Peru qualify to the World Cup, which it it basically never happens. It happened once in thirty six years. So we went to the we ended up going to Russia together to watch Peru, and we've talked about it in Russia.
And he said, I'm a realtor, and I've seen your stuff in the Baltimore Business Journal. We should start a property management company because you have some real estate. I have some real estate that let's make it small. And I said, absolutely not. I hate managing my own properties.
And then he's like, no. No. No. Like, we'll have enough so that we can hire somebody eventually when we get to, like, 40 or 50 properties. And then that, you know, prompted the the staffing company.
So it was really to be quite honest, I I wanted to start my business so that I could live my life on my own terms, like, make my own time, schedules, travel anywhere I wanted. So it was more like a lifestyle decision to be to be quite frank.
He's on mute. He doesn't even know. He you know, Tim is more so on mute these days. Hell, yeah. It's, like, every every week now.
I mean, like, we got As we know, you

(03:10):
know, it's just like, oh, we we have a signal going from my house over to Langley saying, oh, hey. Tim Tim and Zach, they're live on the show. Let's launch the jets. You know? And it's just
Do we need to rethink the 11:11AM time for this? Do they have
to stop?
It's just it's the sound of freedom, baby. You know? We just have to work around it.
There you go. I feel like we're this region.
Super impressive with what you've been able to do and how you've been able to do it.
No. I appreciate it. And and funny you talk about the jets because I live right in front of the naval base off, like, near Branby Street. So we hear the the big, big boys come in every single day, and I love it. Because I go kayaking, and I could see, like, I could see the planes basically move me around.
It's it's wild.
Oh, so you don't even have to, like, row because the plane's got enough got it.
I mean, you think it's a joke, but it actually that it it causes a ripple effect. Like, we
Oh, I I wasn't thinking that. I wouldn't believe in it.
Yeah. Alright. Yeah. It's Those
bad boys, like, $25,000,000 goes a long way with, you know, your kayaking ability.
They shake the house, guys. Like, it's insane.
Yeah. We have where I live, we have a lot of helicopters that come over. And these these suckers, sometimes they are real low. And I'm like, like
Yeah. We just had the the Langley Air Show a couple weeks ago, maybe last month. I don't know. But the Thunderbirds would as they're practicing or doing their show, they buzz buzz the house in formation, and they'll they'll wake you up in a hurry when you're not expecting it because it's just, like, out of nowhere.
Yeah. Yeah. They're fun to watch, though. I I I enjoy it.
You can't get tired of it, man. I mean, it it is really it's pretty special.
Yeah.
What what what's something that you learn in in Bomber, aka Baltimore, that you'll never kind of forget from a business perspective that will really help you, here and in other places?
Baltimore taught me resilience. Like, it it

(03:31):
Tough city.
It's a very tough city. I mean, from looking over your shoulders when you're buying groceries to, like, always be alert but never give up. I think I I love Baltimore for that reason, and that's what it taught me. Taught me a lot of resilience. Just keep going because eventually somebody will say like, the the the sugar the sugar company.
Right? We did really well with, like, bigger volume food manufacturers, but obviously the the margins weren't there. But then one day, just Bar Clubell called me. And and if you have not been to Bar Clubell, it's probably the best misscalary and the best tacos in the country. They're they just wanna change their reward.
They're incredible. And they said yes to us, and they're a great client. And, you know, they put us on their menu, and then from there, our retail started to do really well. So, yeah, I think that's what I learned from Baltimore and and just resilience and and the fact that somebody will believe in you if they just keep trying.
How often do you get back to Peru? I I I was I suppose that this is from a staffing standpoint, you have to constantly build the network of talent. And I you know, so I'm guessing the family members are doing that while they're there. But how often do you get back to to Peru, and how do you continue to expand the the circle of qualified people that you can staff?
Yeah. I go at least once a year. We were just there February and March. I actually did get married in Peru with with my Norfolkian wife here in March. So I was there just there, but we go at least once a year.
Our staff is like, our internal staff is based in Peru as well. So we have them doing a lot of, like, networking events, then going out and and basically talking to talent constantly. Our our head recruiter is also based out of Peru. So we have talent there. We have our staff there, and we so by the way, when I say we is my brother and I, we run the company together.
We go at least once a year.
How does that work in terms of are the I I don't know what the pro the proper term is in Peru, but are do you w two them? And then, like, do you continuously educate them so that they're up to date on trends or, like, teaching them AI? Or, you know, how do you keep them on top of their game so that they're they're an immediate fit in the in The US?
Yeah. We have an HR department. So, like, when when it comes to, I don't know, resume workshops or, like, meeting with them and then letting them know about, you know, how to socially interact with American customers, training them on, like, doing property management seminars. We haven't we haven't been diving deep in the AI segment, but we have definitely, like, training sessions, seminars that will help them sort of be a good placement for for a property management client or whether it's a a software development company. So we have done a lot of that a lot of that work.
But, usually, we do it post hiring. So, like, they will already come with some of that experience, and the client might say, hey. Juan needs a little more training on maintenance coordination. He doesn't understand what's an emergency versus what's, you know, not an emergency. He deploys the plumber immediately.
So then we we jump on a seminar and say, hey. Like, if the if the basement is flooding, you need to shut up the main valve. So, like, that's that's the type of training that we offer our talent. But for the most that's very rare, but for the most part, they're gonna come with that experience already, when they're already placed.
Okay. So you you said you're you don't do a lot in in AI right now, but a lot of what I think you've described as the work that you guys are doing is is a lot of admin work. A lot of people talk about the robots taking over a lot of admin work. Are are you creating a business that's gonna be destroyed by the robots? Or, like, how how do you go about that?
Like, how do you think through that knowing that the world is such a it just seems like on LinkedIn, that's the only thing you see. It's just a constant scroll of, like, AI not even just AI generated content, but just, like, AI robot robot focused content. I mean, what what are your just thoughts overall on the robots?
Yeah. It's gonna be I think it's gonna be a hybrid solution. I had a chance to speak with Melissa Selcher. She's actually the CMO was the CMO of LinkedIn a couple years ago. I taught her her kid, her son, business entrepreneurship in in Tokyo A Couple Years ago.
But long story short, she said that anything you think about AI and and robots, whatever you wanna call it, that you think is gonna happen in ten years, it's actually gonna happen in two to three years. So that then that got me worried per se. Like, because you're right. Well, a lot of the stuff that we do is admin, customer service, but we also do a lot of high level stuff like accounting, bookkeeping. So I ended up testing something called Vendaru.
They are essentially a maintenance a robot maintenance coordinator. And if you can call them, and it's gonna sound like a like a person. Like, they literally get it's gonna try to troubleshoot a a lot of the stuff that maybe a person could do. So my opinion on AI and how it works with remote workers or local workers for for for this matter is that it's gonna be a hybrid solution where the initial call troubleshooting, all of that is gonna be done by AI, but they'll it'll still need a person when until to until a point where AI is able to, like, learn the policies, be better. So my thought process is if you were requiring three admins in 02/2015 by 02/2829, you'll probably just need one with the support of AI because a lot of that troubleshooting or a lot of that, you know, lease drafting is gonna be done by by AI.
Two times? This is a two time streak that he he doesn't even realize that he's never done this before. Tim. Is he mad at himself?
He's he's disappointed, I think.
Yeah. I just I just give up, man. I mean, it's just like I I on the flip side, though, I feel good about myself when I'm able to mute the mic in time when I hear the the jets flying over. And, like, the mic picks it up, and it was like, says you're muted because the jets are so loud.
Have you ever clicked the button on StreamMerry when you log in and it says reduce background noise?

(03:52):
I don't remember. I yeah. Sure.
Next week when you jump on. Let's do that. Let's I know it like, because I'll I've driven down the road in my Jeep, top off, and people are like people think they don't hear a damn thing. Nothing. The Jeep top off, windows like, yes.
Actually, I feel like I was power washing one day, and I was talking to my mom, and she couldn't hear the damn power washer. So Oh. It's it it is possible.
A %, actually. I I was just having this conversation with a client, and I was like, hey. Sorry about the airplane in the background. He's like, I can't hear anything. And and the new phones, it just let literally, like, segregate, the I don't think segregate is the word, but they may mute the background noise or whatever.
And there's an option to do it on your iPhone. So
Yeah. And I think that well, Zach and I use a a third party external mic that yeah. I don't know. I'll have to dig around in the settings and see what that looks like. But, yeah, I think that's a record, Zach.
Two two times to one show. That's that's embarrassing.
Let's go for three, baby.
I we can't rule it out. We have seventeen more minutes before we start to wrap up wrap up the show. What
so companies, I think, are hesitant to outsource at this point because of all the nightmares that they've heard. What are some of the common pitfalls that they could eliminate if they were to be a little more proactive in the in the upfront aspect of it? Like so if someone comes up to you and they say, okay. I have all these red flags. What are those red flags, and what can I do to prevent them so that it would be a success working with you?
Yeah. So to sort of address your first point, I think that the companies that are, you know, that they they understand remote staffing, they are way ahead of the game. They've been doing this for five to ten plus years, like big accounting firms, big bookkeeping firms. They know the value. Big property management companies, Bay Management Group is one of them.
They have, like, 7,000 units. They've been doing Mexico staffing for, I don't know, twelve, ten years, something like that. Some of the, quote, unquote, red flags that a client would, you know, put front is like, okay. Well, how how can I be successful if my my employees or my remote workers in Peru? And and first and foremost is make them feel part of the team.
Don't make them feel part of a a third party provider. Like, you you wanna you wanna have them feel like they're part of your a b c construction company. And the second thing is training. So I think, obviously, the remote, so there's that geography barrier, they're not next to you. Right?
But that, I would say, there are a lot of folks that learned through COVID that that is very doable. So training is very important. Make sure that initially you invest a lot of hours training them with not just your systems and your procedures and your SOPs and whatever, but also company culture. Like, this is what we do. These are the stand up meetings that we have.
Keep them engaged. Make sure that they are joining the meetings. Make sure that we're that what are the objectives? Also, incentives. Like, if if they are in a position where they're, let's say, a property manager, they're managing a 50 properties, you put forth something like, okay.
Well, if if your property is too well, I'll give you 1% of the revenue share. And that goes a very long way in in places like Peru and Mexico, and they're you know, they stay motivated. So just the same way you would treat a US based employee is how you should go by treating your remote worker. And in order to eliminate the geography barrier per se is keeping them engaged with training, with incentives, with make with cultural trainings, with and we do a lot of that for our clients as well when it comes to HR, like birthday gifts, turkey during Christmas, like, under like, sending them flowers if some something happened in their in their lives. So we we're already supporting our clients that are on the smaller end to, like, help them with that retention and that HR management of of our of our employees.
Zach, I hit the setting. Now we will have no jets, so we will not be able to test this out. Just wanna throw that
in But you're not on mute.
No. I'm not gonna I I will not mute the rest of this show, testing this out.
There we go.
See, we're making strides here. It is 05/29/2025, episode

(04:13):
two 60 Yeah.
I love that.
I just want to say congratulations, mister Ryan. Kudos to you for being, an innovator in the
I'm sorry, Ravi, that that that you had to experience all of this amateur amateur
behavior. You know, who's the who's the rookie now?
Yeah. It's my first podcast.
Were you nervous on your first podcast, Tim? First time I
don't remember what it was. I don't remember what it was.
Had you done a video interview? No. Okay. So when I interviewed you for Hampton Roads Business Weekly when I had the TV show on ABC
Well, I think that that yeah. When you bring big cameras out, I think that's a whole different thing.
So you I know you were nervous.
Oh, yeah.
It is.
Yeah. Like, there's just something psychologically when you see the tripods being set up and the cameras getting put on it and then you're, you know, then you're untucking your shirt and miking yourself up and all that stuff. I mean, there's just something about when that goes on, like like, it just turns something in your brain like, alright. This is this is more than just a casual conversation, although you should treat it as such.
I guess so.
But it's just like knocking on doors. You you gotta keep on doing it and keep on doing it. And then,
you know, you live on TV before, Tim?
I don't know. Oh, boy. Why is that? Why what's the happy dance about?
Because you're going live on TV next week.
Wow.
That's oh, you know what? Yeah. Yeah. Yeah. I think I don't know.

(04:34):
I got I I have to rethink this. You know, I I've done don't know. That's a great question. Yeah. We will be live next week.
How about that?
Congrats, guys.
You know, all it takes is just a little bit of little bit of hard work. Just a little bit.
So What's on
Yeah. You go.
What's on Tampa or Norfolk? You're you you landed here. You have a great view. What what what how are you how are you gonna take over take over Norvik?
Little by little. I think I'm just, you know, keep meeting people, going out for coffees and lunches, and, you know, showing them how we can provide value, and it's worked so far. Ultimately, we just wanna make sure that the the the people we work with are happy, and then they understand the value that we provide, and then they can grow their business in a sustainable way, and that the folks that we bring on for them are also happy. So to answer your question, I think that little by little, meeting as many people as we can and letting them know what we do is is what I think I'm gonna be doing here in the next couple of years.
Figure to be here the long term?
Yes. At least part time. Just because her family's here, we're definitely gonna keep this house because we love it. But, ultimately, I'd I'd probably end up in Spain or in Latin America. Just closer to the staff where there's a lot of stuff that needs to get done legally.
So it does require me for the next, like, ten years to be in LatAm. Like, Latin America's tough. Like, you have to know your ways around. You need to be very well connected, especially in Peru, especially in a city like Lima. So you need to be down there face to face.
A lot of stuff needs to be done face to face, especially paperwork, you know, health care, payroll, stuff like that needs to be done, unfortunately, still face to face.
How does one learn seven languages?
Luck luck and right time, right place, basically, really. I, you know, grew up in a in a Indian family in Peru that had migrated to Peru in the eighties. So I learned Hindi, but we're of Sindhi descent. So so I also learned Sindhi through my family, and and I I don't know how to read or write those two languages. So Hindi and Sindhi were just because my my family in Peru is Spanish, obviously, because I grew up in Peru.
In Peru, I went to a British school, which was very, like, very rigid and very strict. A lot of them were British nationals that were, like, either former royal marines or and whatnot. So I learned English through them, and they also made you learn another language. So I learned French. And then on my own, I'd sort of lived in Brazil for a little bit, so I learned Portuguese.
So I don't know if that yeah. That's basically it.
How old are you?
36. I almost said 29. I don't know why. 36.
Wow. What what was the most difficult language for you to pick up?
French because I learned it later on. And it's it's just hard to write, and I've sort of haven't been practicing it. So, like, now when I go to France, it's just a little bit tougher. Like, they can immediately tell that I'm Spanish speaker, and they just default to Spanish. It's incredible.
They they I don't know how they can do it. They're like, within two seconds, oh, you're Spanish speaker. I'll need to practice my Spanish. Like, that defeats the purpose. Like, I you know?

(04:55):
Right. Yeah.
So you mean Back back in my previous life, I was in the air force. I was stationed in Germany. And then, like, immediately, the Germans yeah. It's like, we would want to practice our German, but the Germans would immediately understand that we're Americans, so then they would shift over to English. And it's just like, no.
But, yeah, we wanna learn German.
Yeah. Yeah. It's it's it's the same. It's the same. You know?
And then I've lived in Granada, so Southern Spain for two years, and they, I mean, they think they speak Spanish, but holy cow, they are they speak I I for the first two weeks, I'm like, am I going crazy? Like, I'm a native Spanish speaker. What are you saying? Like, they seem rough and fast and this and then it's just how they speak, and it's it's just it was it almost sounds like Arabic because they were, you know, obviously, they were conquered by by the Moorish empire for so long.
Man. What's what's something we haven't talked about that you wanna talk about?
I mean, I think we I think we covered everything. I think that I I wanna just sort of convey that the folks that we work with, the clients that are able to give us an opportunity, like, the people that we employ are very grateful and that they are I mean, if it wasn't for my remote workers with my property management company, I would I don't know what I would do, to be quite honest. Like, I couldn't afford all I I have three field officers that obviously are US based, but 10 remote workers. I mean, it's sort of the the perfect blend that's allowed me to have the lifestyle that that I'm currently living. So that's really what I wanted to convey during this conversation.
I think that it's important for people to know that this is very much a really good solution for for anybody trying to gain back some of their time or augment their their capacity of of bringing on more clients or just give them better service. If I if I had the ability to show you a few videos, I'll probably email them to you. You like, you really it it's impressive what this younger 27, 20 eight year olds are are doing in Latin America, and they sound just like anyone anyone one of us here on this call.
What does the RS stand for in RS Global Staffing Solutions?
Yeah. Yeah. Terrible mistake. Ravi and Sunny. We just didn't
I was it was that, but then I was like, wait. Yeah. What's your last name?
And then
I remembered your brother. Yeah. Okay.
Yeah. Terrible mistake. Never put your name on I I yeah. I mean, my property management company is Sungid Property Management. The thing is I was in Mexico, and I had a Maryland rent court calling me.
It said that Dana he this is a third party provider of failure to pay rent. And he's like, where is Diego from, and how can you find me someone like this? And I'm like, what do you mean? He's like, well, I need I need an assistant, and I just can't seem to find anybody. And that that's sort of willing to work.
And I'm like, oh, no. They're based out of Peru. And he said, well, how about you find me somebody and I pay you and you and you sort of handle it? And that's when I called my brother. He's like, hey.
I'm changing my flight. I'm going to Peru. And and we had to come up with a name in, like, fifteen hours. So, like, I had to incorporate it in Maryland and do that. And I like, oh, f it.
We're gonna say RS Consulting Services because we didn't even know, like, where this is gonna go where it was gonna go and, you know, I think we should have called it something else, to be quite honest. But it is Yep. It's that
is such a challenging exercise. I
Yeah.
To get domain names, then is the domain name available? And then as, you know, then there's all the social platforms available as well. So it's just that whole process is just I can't stand

(05:16):
when they're available, but they're $1,000,000 to acquire. Right.
Yeah. So
Yeah. As a barista Oh. Like, what what did you make on your coffee today?
I always do a flat white. So 18 grams of of coffee on ground and 36 yield. Very exact. And then I froth a little bit of milk and, yeah, just dump it on.
Oh, this is next level stuff here.
So he should have said eight languages.
Oh, the coffee language. I'm not that good yet. So the guys at Coalescence or Mudita or any of the of the folks here do a much better job than I do, but it definitely has
How did you dial in to those numbers?
YouTube. I I just taught myself, and, you know, that was a rule of thumb. And that's a that's a good term for coffee because dialing in dialing it in is basically what you do with a new batch of beans. So, you know, it's it's it's it's an art. Like, because if the beans get older, you your extract becomes faster.
So you need to adjust your grind size. It's it's wild. I mean, the coffee world is, like, limitless. Like, you can learn so much about it.
I was I was once a barista back in the day long, long, long ago. Wow. Okay. I was. Where?
When I Where's
the real story about this? What?
No. That's that's that's super true. I would so, like, back of group referencing the Air Force again, when I was stationed in Grand Forks, I had a lot of free time on my hand, and I did that part time.
Wow. Like an independent owned coffee shop? Or
It was a it was a a kiosk in the mall. Wow. And so I would do that. My schedule, I had every Friday, Saturday, Sunday off, so I knew that I was gonna have those days off. So worked a couple hours as a barista.
So as a barista at a coffee shop in the mall, you know, at at the little kiosk that you would walk by, a lot of people that are employed at those kiosks are similar to the door to door salesman where you just wanna, like, skirt away from them.
Oh, I never dude, I dude, yeah. Were like that there? No. I I would never pester anybody.
Okay.
It's like, if you wanna yeah. It's not like I was trying to sell perfume or
I just know that you have a tendency at Costco to lie to the kiosk people there.

(05:37):
Yeah.
So I just didn't know if we were doing that as you were Tim the barista.
I was a hustler. I I mean, I still am a hustler.
Did you
do the heart? No.
That was so that was so early back in those days. That that kind of stuff wasn't even established back then. It was, you know, it was very early, early days.
This is like Was YouTube around then? Seven. That's a problem.
9697 is when I was when I did this. So
Probably not. YouTube was, like, early two thousands.
Yeah. You want a single shot,
a double shot. You know? Yeah. It was like a latte, a mocha. You know?
Like, it was it was before things got super fancy. Yeah.
Now you're a barista of orange crushes.
That's right.
Probably a better drink.
I dig it. What, speaking of that, what what is like now that you've been in the Hampton Roads area in Norfolk, where's your favorite place? You and the wife wanna go out on a Friday night or whatever. Where's your where's favorite place to go?
Look. I I I spent a bunch of sorry. I spent a bunch of time in Japan A Couple Years ago with her and without her. And I tell you there's not a better ramen in the world than alkaline. Mhmm.
It's the the curry chicken ramen. I I mean, every time I I don't know if you watch breaking bad, but you know how when when Tuko does the whole, you know, snorting of meth? That's how I feel when I eat that thing. It it's just like I I I go crazy on it. It's insane.
I would say that that's maybe my favorite ramen in the world. I wanted to answer your question. And then you've got cape. We we love we love Asian food. So I think that she lived in Thailand for three years, and I've I've been all over Asia.
But I think that Thai food is really good here. There are few restaurants that are good. But the k pot on on military highway, like, k pot with, like, Korean barbecue, Can't beat it.
Have you been to stock pot in

(05:58):
On the list. On the list. A buddy of mine shared, like, places to go in Norfolk. So it's on the list.
So around there. Oh, they go? The alkaline, I believe, started out at Pendulum, which is the meat shop down the street. I don't know if you've been there yet, the butcher. I've not been to alkaline because I believe they cook, they prepare in something that I'm allergic to.
Like what?
Seafood.
I don't think so.
Think the broth has something in it. I I feel like I've looked before. I will look again, add it to the list if possible. If not, apologies. But, I mean, that was a great example that you used, breaking bad in math.
I mean, it's it's addicting, guys. Like, I go there once a week religiously. I'm going there tomorrow with with the folks from DC Rap. I mean, it that's that's my place.
Here we go. You get your little punch card?
I don't. I wish they did one. I have one for Coalescence, though. I used to go there almost every day.
Yeah. Bring back the punch card people. Come on. We can digitize it too. You know?
Whatever version is necessary, let's let's do it. But
You gotta ask for it. That's all you gotta do. They have it. They really do every almost every place does, especially if it's coffee. They do it.
It's you know?
It does seem like because we so the reason we asked this is the last question. It's just we really wanna identify, like, what is the food of the region. And, really, it seems so cliche, but it really they're we are our own little micro melting pot because of the navy, air force, the military population, and, like, a lot of things have been brought here. So we're not, like, a melting pot in terms of, like, DC, New York City where, like, there's you can go and get a big concentration of different things. But we are a, you know, a very much a micro melting pot of different ethnic foods, it seems.
Would you what would you bring from if you had to start a restaurant from Peru, what would you bring?
Peruvian Japanese food. I mean, Peru is the food
Lima is the food capital of
the world. I mean, seven, twelve years straight. I mean, it it's just you can't beat like, the the Peruvian Japanese food specialist called Nikkei. Like, it will blow your mind. It it's just
Is it breaking bad and not good?
More. I don't know what that is. I don't have a a TV show example for that, but I wish I could link the wire to it somehow. But no. Yeah.
It's proving Japanese food is just outstanding.

(06:19):
There you go.
Maybe that's your next venture.
Tough business, though.
Yeah. Assume so. Yeah. Robert, we appreciate your time.
Thanks, guys.
Appreciate success.
Appreciate the opportunity. This is great. Yeah. I know. Thank you so much.
It was great great chatting. I and hopefully, we'll meet soon.
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