October 22, 2024 • 27 mins
Join us as we sit down with Eva DuPont from Infiniti HR and Heather Watkins, a waxing studio owner thriving with Human Resources support, to uncover the invaluable benefits of HR services for even the smallest of beauty businesses. Hear firsthand how HR expertise not only ensures compliance with essential laws but also acts as a vital safety net during challenging situations, like when a viral social media mishap strikes. Heather shares her journey with Infiniti HR, proving that tailored HR solutions can empower your employees and help your business grow.
Book an appointment with Eva: www.evadupont.com
Conversation highlights:
2:45 How human resources applies to beauty businesses
4:35 How to know when you need HR support
6:59 The 4 hidden labor costs
10:00 The difference between payroll and HR services
12:39 Offering benefits to your salon/spa employees
15:30 How HR services can work for a small beauty business
21:58 The benefits Heather experienced after utilizing HR services
Watch the video version of this episode: https://youtu.be/6Sf4MiRkIpM
To learn more about how Strategies can help you create more profit, fun, and growth potential for you, your business, and your team, schedule a free 60-minute strategy session:
Schedule a free 60-minute strategy session: https://strategies.com/free-coaching-session
Strategies: https://www.strategies.com
Salon/Spa Business Coaching: https://strategies.com/memberships/
In-Person Salon/Spa Seminars: https://strategies.com/seminars/
Podcast: https://strategies.com/podcast/
Instagram: https://www.instagram.com/strategies4biz/
Facebook: https://www.facebook.com/strategies
TikTok: https://www.tiktok.com/@strategies4biz
The Beauty Business Strategies Podcast is designed to give salon, spa, medspa, barbershop, and lash studio owners, just like you, quick tips to make more money, inspire your team, and create world-class client experiences.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
We're going to launch our next wave of podcasts.
So I would say at the earliest.
We're probably talkingsomewhere, probably August.
I'm going to think at thispoint, all right, but we'll
definitely keep you up to speed,all right?
(00:23):
Okay, we're ready when you are.
So you guys ready.
Speaker 2 (00:28):
Ready.
Speaker 1 (00:29):
All right, perfect, want me to do a countdown or
anything, allie?
Yeah, all right, I'll do a clapfor Matthew.
Welcome again to the SalonBusiness Strategies podcast.
I'm sorry I said that wrongBeauty business.
Yeah, I got my name wrong.
(00:50):
Holy crap, beauty business.
Would you clap that again?
I know what I'm talking about.
Don't worry about it.
It's a podcast, peace.
All right, here we go.
All right, welcome everyone tothe Beauty Business Strategies
Podcast.
Again, I'm Michael Yost herewith you today and, as I always
say, as usual, we always try tobring you great information and
(01:13):
great guests, and once again,today is going to be no
different.
So today I am joined by EvaDuPont of Infinity HR and also
joined by Heather Watkins.
How are you guys?
Speaker 2 (01:26):
Doing great, doing great, doing great.
Speaker 1 (01:28):
Awesome, awesome.
Before we get into it, eva, whydon't you start out and give
everyone, I said Infinity HR.
So give us a little bit aboutyour company, just set the tone
for the listener, and then,heather, I'll have you do the
same as well.
So, eva, why don't you startout?
Speaker 2 (01:46):
Wonderful.
Thank you, michael.
So my name's Eva Dupont withInfinity HR.
I am a veteran in the industry.
Infinity HR is a PEO platform.
All that means is that we dopayroll HR, workers comp
benefits, all under one roof tohelp our salons and businesses
(02:06):
grow and thrive.
I've been doing this for about17 years.
Absolutely love talking aboutthis topic, so I'm really,
really excited to be here.
And then also I'd like tointroduce Heather Watkins.
She is BCB Brands and she's anentrepreneur, but also a client
of ours, who will be offeringinsight on what our services are
(02:30):
like for her.
And then Heather, if you'd liketo introduce yourself as well.
Speaker 3 (02:35):
Thanks, eva.
I am a marketing consultant andhave worked with a lot of
entrepreneurs for about 15 years, so I help, coach and counsel
entrepreneurs on best businessstrategies.
And I was doing some work forInfinity and then needed their
HR services and payroll andsupport with a waxing studio
that I own and it has been agame changer for me and it has
(02:57):
been awesome for my business,freed up time, energy, resources
and has really really broughtour studio to a different level
with some of the support thatthey offer.
So I'm here to just offer someadvice and strategies from both
from a client side of Infinity.
Speaker 1 (03:11):
Awesome.
Well, I think anyone can bedown with the idea that we want
to save time and resources,that's for sure.
So I think the best questionthat I have, at least you know,
starting out, is to say I wouldimagine probably most people
listening to podcasts are goingwell, hr, you know, do I?
I'm not the size of business.
When I think HR, I think largerscale, I think corporation, but
(03:33):
I'm a small business.
I'm, you know, I might be abusiness that's one to five
people, I might have 10employees or even 20 employees,
but I'm a smaller size company.
How does HR really even applyto me?
And really, in some ways, whatdoes HR really even mean when it
comes to how we want to thinkabout this?
So why don't you, lexa, juststart to kind of set the table
(03:55):
for us?
How does it fit?
How does HR fit within thebeauty industry and, again, for
the most part, with the size ofbusinesses that are typical of
our industry?
Speaker 2 (04:06):
So a great question.
The first thing I'll say isyou're never too small for HR.
With a lot of states and we arenationwide, we're in all 50
states and with human resources,there are, I want to say, at
least five or six laws thatapply to businesses with one
employee.
So it doesn't matter if you'reone employee or you're a
(04:29):
thousand employees, there arelaws that apply to you.
Do you know what laws they are?
Do you know how to handle themand tackle them?
And then, as far as the humanresources, I like to describe
human resources as you have thisbusiness, but you have
employees.
We also call it human capitalmanagement.
So it's humans, it's notsoftware, it's humans.
(04:54):
We don't know if they've wokenup on the right side of the bed
that day, the wrong side of thebed that day, are they going to
ask you weird questions?
Are they going to come afteryou?
So human resources is reallygiving you the tools and
confidence and support and theprotection to tackle these human
aspects of employees every dayfirst started talking.
Speaker 1 (05:27):
I love having a business owner on here as well
in this area of of humanresources and things.
You know how did you come intogoing.
You know, I see where thiscould be a benefit to my
business that I really hadn'tthought about before.
Speaker 3 (05:36):
Oh, that's an interesting question, because
when we opened our studio we hadabout eight employees and I
opened um in the waxing industrybecause I thought it was going
to be a wonderful culture andyoung girls and get to guide and
mentor them throughout life andtheir career, which is very
relevant and true.
But I did not expect to have HRmishaps quite as often as we
did.
(05:56):
So I think my first big mishapwas someone who violated our
social media contract oragreement and did it very
innocently.
I don't think she had any illintent with it, but her video,
which was breachingconfidentiality of our studio
and of our client, went viral onTikTok.
So an innocent video turnedinto something that went very
(06:18):
viral and I wasn't told about ituntil there was already maybe a
hundred thousand views, toldabout it, until there was
already maybe 100,000 views, andat that point the excitement
was hitting of the esthetician'sbrand new fame.
And when I said, hey, this hasto come immediately down.
You are violating our socialmedia policy.
She said I have freedom ofspeech.
And at that point, when thishappens to you on a Friday night
(06:40):
and you have no one to call,and you're calling your
franchise, and you're callingyour franchise and you're
calling your boyfriend's mom ormy son's girlfriend's mom, who's
in HR needing help, and shesays you better call a lawyer.
And I had to call a lawyer andthis went on all weekend and I
thought, okay, I need HR.
And $2,000 later with a ceaseand desist letter, termination
(07:04):
of an employee.
I think at that point was thefirst time I realized these
things are going to continue tohappen.
This was in month six.
Speaker 1 (07:11):
And now I'm in year four.
Speaker 3 (07:13):
Now I'm in year four, so the book is coming out.
No, I'm just kidding Soon, sothat was.
Speaker 1 (07:18):
I think that a lot of owners out there can relate to
maybe not exactly in that, but Ithink a lot of owners out there
can relate to the idea of I hadone of those weekends.
In other words, it sounds like,and you wake up and come Monday
morning it's a way differentway than you thought you're
going to start your next weekthan what you had thought,
friday at the end of a day.
So let's get back to.
(07:40):
You know, bring this back toyou, eva.
You know, when it comes to theservices you offer, you talked
about this idea.
You know, bringing this back toyou, eva.
You know, when it comes to theservices you offer, you talked
about this idea.
You know you talked aboutpayroll services and the
different services.
So I'd love for you to giveagain hit that again like the
different services.
But when we dive into that,especially as it applies to
payroll and in that area youknow there's always a lot of
(08:03):
extra I guess I'll call it, I'llsay, hidden costs that can come
along with that and that howthat can impact bottom line.
So maybe share some of thethings that you have found that
like what are ways that that HRtype services can really help to
strengthen bottom line, to, tocreate better practices for the
(08:24):
company.
You know, just improve costs ingeneral.
Speaker 2 (08:51):
Sure.
So when I talk to businesses,the first area that we help with
is payroll.
So payroll there's all kinds ofdifferent areas for hidden
labor costs and I'll go throughfour, but we may want to talk a
few minutes about each one.
As far as payroll, hidden laborcosts, there's so many things
(09:12):
that could go wrong If you'redoing payroll yourself.
I don't know anyone that lovesto do payroll themselves, so
there are a lot of differentways to help simplify that.
But the thing is it's not aboutpayroll anymore.
These other components I'mgoing to talk about.
They go hand in hand.
Components I'm going to talkabout.
(09:34):
They go hand in hand.
Payroll, specifically, there'smanaging wages, there's salary,
there's full-time, there'spart-time, there's tracking
hours, there's time theft,there's tax liabilities, there's
state unemployment, there's PTO, there's breaks, there's
classifying of employees.
Am I doing it correctly?
Are you paying out differentcommissions on products?
Are you paying?
You know how are you doingthese different components?
(09:57):
And if you don't have systemsin place or you're not 100% sure
how to do it, mistakes occur.
I think the fact is, with everyseven, every 10 payrolls that
business owners are doingthemselves, 33% of those
payrolls have errors.
And these errors, there's finesand penalties associated with
(10:18):
it, so hidden labor costs.
Within that payroll platform itcan quickly yeah, absolutely.
Speaker 1 (10:27):
I was going to say you just gave us about 10 more
topics for about 10 morepodcasts with the things you ran
through there.
But again, that is, that is so.
Like I said, that's obviouslyso, true is it's sometimes not?
As I don't want to say, anyonethinks it's necessarily easy,
but it's not always asstraightforward as sometimes we
(10:47):
we think it is.
So, again, having the rightcompany I know many companies
work with a payroll service.
Let me ask that I think that'sthe next question that hits my
brain is I know plenty ofcompanies I've worked with over
the course of now, going on 20years as a coach and things like
that.
Many companies use a payrollservice.
Is there a distinct differencebetween payroll service and the
(11:10):
services that you offer, between?
Speaker 2 (11:12):
payroll service and the services that you offer
Absolutely.
So there's probably a thousanddifferent payroll companies out
there that just do payroll.
Where we add a difference isthat Infinity HR they only hire
employees that have 10 yearsplus experience, so you are
working with someone that'shighly experienced.
The other thing with Infinityso I've worked for one of the
(11:36):
largest payroll companies.
I was with that company forabout 10 years and the one
reason I left and came toInfinity is the service.
So business owners they may notneed you a lot, but when they
do have issues or concerns orthey need help with somebody,
they want somebody on the otherside to pick up the phone.
(11:56):
At Infinity HR we've been aroundfor about 17 years.
We have about 60,000 worksiteemployees in our pool.
So we're not the biggest of thebig, but we're a nice mid-sized
PEO payroll company and I'd saythat number one differentiator
with us is the quality of personthat's going to help you with
customizing the solution for thebusiness and its service.
(12:19):
So I take customer service very, very seriously.
I'm sure Heather can attest tothat.
But it's not just me, it's me,it's the implementation team,
it's the service behind it,whether it's benefits or risk.
You're HR.
We're covered with HRthroughout the country and you
(12:40):
have our cell phone numbers.
So I'd say the big differencewith us is if you want to just
work with somebody, justhopefully get the support you
need, Great.
But if you really want to growyour business, have support,
have someone to answer the phone, have someone who's experienced
in the industry.
Infinity is a great fit.
Speaker 1 (12:59):
So we had met at another industry conference and
so we struck up a conversationas we were there.
And you know, heather, I wantto, you know I want to bring
this question to you and I'mgoing to actually then talk toss
it back to you, eva is is this?
One thing that really struck mewas, as we were talking, uh,
(13:20):
was the idea and you meant youjust mentioned it you mentioned
benefits.
I know many businesses withinour industry just have a hard
time going.
Can I really offer benefits?
How can I give benefits?
Again, I'm not big enough to beable to do this, things of that
nature.
So, heather, why don't you youknow, I know it's it was part of
the side conversations we hadhere is, what are some of the
(13:42):
things that, from a benefitstandpoint, really started to
kind of become easier for you?
And what did you, what were youable to kind of, what do you
offer and what were you able tokind of tap into?
Speaker 3 (13:53):
Well, what I loved is that the whole process when I
joined with Infinity was verystreamlined and very easy to
understand.
You have your payrollspecialist and now here comes
your benefit specialist.
So we probably I probably hadabout three meetings with my the
benefits team where theyexplained to me we are going to
customize this for your studio.
So that means that you can putparameters.
(14:15):
You can.
Here's what we offer, here'show much you can do.
I got to really say, well, youknow, I don't want to offer
health insurance until they'vebeen with me.
You know, either for so long,or how much of it do I want to
pay?
Or with a 401k program.
You know, typical girls in thisindustry that I'm in don't have
a 401k.
If they're very part-time, well, they can join ours.
(14:35):
And we could set the timelineson all of that, which is really
really nice.
We can say, hey, after you'rewith us for six months, we're
going to put you into our 401kprogram.
You know, six months after thatwe'll begin to match.
So we got to really customizeevery piece of the benefits
program all the way around,which was really really nice,
and it gives the girls, it makesthem feel like you care about
(14:58):
them.
I think it improves your hiring,your opportunity to recruit
better talent.
It helps with retention.
It helps the girls feel likethey're working in an industry
that really matters to them andit's not.
I feel like many, many, manyyears ago is oh, she's a
hairdresser.
Now it's.
It's changed Right.
Hairdressers and people workingin aesthetics and people
(15:18):
working in salons.
You know they're making just asmuch money as people working in
corporate jobs and, I think,the whole mentality around you.
You have the same opportunitieshere that you do in any other
position because of companieswho can help us do better for
our employees.
(15:39):
So it's definitely a gamechanger.
It was definitely verystreamlined and easy to
understand.
Like I said, I never owned myown business.
I've worked for many differentconcepts, but when you are the
business owner and you've got tostart making these decisions,
you don't know where to go.
I never would have known whereto go to get a 401k plan and
everything is within this PEO,which has been amazing and
really awesome.
Speaker 1 (16:00):
Awesome.
So, eva, here's the kind offollow-up I want to give to that
is you know, at Strategies wetalk a lot about how we need to
make a strong cash flow plan andbuild a healthy financial
company and be strong in thatarea, no matter size and shape
of our businesses.
So talk to me about you know,when you were working with
(16:20):
Heather, you work with anothersmall business.
We talk about benefits.
Well, man, I would love tooffer healthcare, I'd love to
offer these opportunities, 401ksand things of that nature.
How does this fit?
You know, bring in theaffordability part for me.
How does this connect and fitfor someone that is a smaller
(16:40):
company that says, hey, listen,I have line items to watch on
here and I've got to buildhealth in my company and make
sure that there were a strongfinancial company.
But where is that?
Where's that connect?
Speaker 2 (16:51):
Sure, yeah, everybody would not everybody but a lot
of businesses are strugglingwith trying to attract and
retain employees right?
So they're like how am I goingto do this?
What's going to set me apart?
What's going to differentiateme?
Talk about how they're doing it, whether they've been in
(17:13):
business for three months or 30years.
So we really have aconversation about what they're
currently doing.
As far as benefits benefits,nowadays, if you're truly
looking for quality employees,they're looking for benefits.
(17:33):
They're looking for somethingbecause they have to support
themselves and they have tosupport their families.
And you know what People getsick, right?
People have mental healthissues.
People need some support.
So they're looking for thatemployer that values those same
things that they do forthemselves and their families.
So when I talk to a businessowner, I give them a couple of
(17:55):
different options andrecommendations.
At the end of the day, it'stheir choice, but not everyone
can afford benefits, right?
So what I do is I talk to themwhen they come under our
umbrella our PEO umbrella andthey join our pool of 60,000
worksite employees.
(18:15):
We have Fortune 500 healthbenefits and voluntary benefits
in our pool.
We buy them as a large groupwhen you come under our pool,
whether you're one employee oryou have 100 employees, you're
getting our rates.
As a large 60,000 worksiteemployee group, we're able to
(18:36):
save our clients about 30%savings when it comes to health
insurance premiums.
Okay, because you're joining alarge group.
If you choose to go through abroker in the open market and
say you have 10 employees,you're getting what's called
age-banded rates.
So if you have a 20-year-oldand then you have 10 employees,
you're getting what's calledage-banded rates.
So if you have a 20-year-oldand then you have a 50-year-old,
(18:59):
they're going to have probablythe 50-year-old's going to have
double or triple the amount inrate for that health premium
versus that 20-year-old.
When you join our pool, itdoesn't matter if you're 20 or
50 or 40 or 30, it's a flat rateacross the board and typically
they're about 30% less inpremiums than going to the open
(19:20):
market.
That's one way.
Now the other thing iseveryone's not quite ready for
health benefits.
So if that's the case, thenwe'll have the conversation and
they're like oh, I just can't.
I don't think I can afford 50%of the base premium for the
health plan, because that's whatbusiness owners are responsible
for 50% of the base planpremium with, say,
(19:42):
unitedhealthcare or MagnaCare orAetna.
That's the responsibilities Now.
They're not quite ready forthat.
Then what I would recommend isand I know it's kind of a
long-winded answer, but it'simportant is that they may want
to offer their voluntarybenefits to start.
So, with that being said, theycan offer dental vision, life
(20:05):
insurances, 401k plans, eapprograms, discount programs and
all of those.
Oh, and there's a MEC platformwhich is Minimal Essential
Health Coverage, and MEC covers63 of the most essential
services for health insurance.
All of those voluntary benefitsare included in our platform
(20:29):
and they're 100% employee-paid.
Nothing comes out of theemployer's pocket.
So when they put up the job adsand they want to post it to get
applicants interested inworking for them, these are
wonderful benefits to put onthat job posting that they're
like holy smokes, my kid's goingto need braces this year.
(20:50):
Holy smokes, I need thesebenefits and it's a starting
place and it's nothing out ofpocket.
So, either way, there'swonderful ways to help these
employees with benefits.
Speaker 1 (21:03):
I love that.
I love that you know.
A couple of things that arereally hitting me is, you know,
the first thing is I love thatyou brought up some areas that
and I love that you made thepoint.
It's like maybe you're not inthe position where you can start
like 100% with healthcare, butyou gave a lot of other great
ways to say you can break thatdown in the more affordable,
(21:25):
more bite-sized pieces.
But you also mentioned thingslike life insurance and
different other ways that couldbe great benefits that people
don't often think about andyou're exactly right, that's a
huge part of attracting andretaining a great team member in
this environment that we are inright now.
So I love that you broughtthose things up.
(21:45):
And the other thing that reallyjumps out at me and you know,
just observation for everyonelistening is here's another
great example, and that's what Ilove about these podcasts.
Here's another great exampleand that's what I love about
(22:09):
these podcasts.
Another great example aboutwhen you connect with the right
people, because we often thinkmaybe, oh, I don't know that I
need that, or I don't know if Ican afford that, or I don't know
if I should call that personbecause I'm that large of them.
But just even this conversationtells us that no, if you have a
business, you need to beworking with the right people
that can help your business.
(22:30):
So I love this conversation.
Last, kind of last question,with the time we have left.
You know, heather, I'm going tobring it back to you on this
one, and that is so as now.
You mentioned the fact that youtalked about in six months.
In I had this first real likeoh my gosh, eye opener, but now
we're four years down the road,right, we're four years down the
(22:51):
road.
So talk to me about justoverall, like four years now in
business.
You know what are some of thegreatest, what are some of the
greatest strengths that you'veseen from being able to offer
the opportunities that you canthrough these types of services.
Speaker 3 (23:11):
I'll tell you it starts with.
One of the first things that wedid when we signed on was I
said I really need my employeehandbook redone.
We were given a basic handbookby our franchise and I thought
it was good enough until all ofthese small things started
happening over the years andthen I would send out, hey,
revision to the handbook.
I felt like I was doing that atevery meeting we had, because
(23:33):
something would happen.
I'd have to really figure outhow to handle it and like, okay,
let's add that to the handbook.
So when infinity came on, theysaid, let us, let us see your
handbook, let us see yournon-compete, let us see your
non-solicitation agreement.
And they said this is basic,but let's talk about what's
happened over the years and whatwe need to put into that
handbook and that handbook.
You know they they reallycoached me and said if it is not
(23:55):
in the handbook, it's notenforceable.
And so I'm a softie.
I didn't go into business towrite people up and put people
at risk of losing their jobs.
I have a really hard time beingthe enforcer.
I am kind and generous and wanteveryone happy and I'm a people
pleaser.
It's hard to be the enforcerand the people pleaser at the
same time.
But when you have an employeehandbook that has pages and
(24:18):
pages of expectations andpolicies and things we are going
to talk about in the room withclients and things we're not
going to talk about and oursocial media policies and our
attendance policy, and it'sreally well done to protect the
business, I have something Ithink that has been one of the
most beneficial aspects of thisis I really have something that
I can stand behind and that mygirls really know is enforceable
(24:42):
and I was able to plug in everysingle small thing that
might've happened that couldreally disrupt business.
When you have big HR issuesbetween girls and you know, in
the salon industry there's a lotof young girls, there's, you
(25:03):
know, a lot of relationshipthings going on between people
and I learned that that handbookhas been a lifesaver for us
because it really is thoroughand my girls know we highlight
certain areas.
They know it can be enforceable.
But when I have an issue now Ihave someone to call and when I
tell you my rep will answer myphone in 30 minutes or my email
and I say I'm stuck, I don'tknow what to say and she will
say Heather, here's how you sayit, and then you stop talking
(25:26):
and you document it and you'regoing to be fine.
You know, I think we all feelthat we're a little bit at risk
as a business owner in this dayand age, and now I have someone
that I can send an email to andsay how do I handle this?
I want to do this right.
I want to be fair and firm I'mnot sure I know the words to say
, and so I have a backup, andthe confidence that you gain
from having this kind of supportis fabulous.
(25:49):
So it really has.
It's given me peace of mind.
It's given me a lot of timeback with the automated systems
and the payroll.
We have never, in a year and ahalf of being with Infinity
we've been with them a year anda half had one payroll mishap.
And things change in ourindustry all the time.
New girls are coming on andthis one gets this commission,
and this one's commission ischanging.
I've not had one payroll mishap, and that is wonderful, because
(26:12):
the minute someone does not getpaid, and that is wonderful
because the minute someone doesnot get paid whether it's 25
cents or $25, your phone'sringing and they want their
money.
And so the efficiency, the peaceof mind, the time saving on
things that I don't want to findjob boards and posting on
Indeed and Monster all the time.
They handle all of our jobrecruiting, they screen people,
(26:35):
they bring them to me, so Idon't have to go onto four
different job sites and beposting my job posting.
That was wonderful for me.
We had a two-hour interviewabout what I want, expectations,
what the criteria are for thepositions.
We wrote all of our jobdescriptions.
That was wonderful.
And then they pre-screenapplicants and send them to us.
(26:57):
That's a huge time saver.
I mean there's so many things,but I would say the peace of
mind, the saving the time,helping us retain and draw in
better talent and be morecompetitive with things like the
med spas who are able to offerthose things when they're much
bigger and been in businesslonger.
So it's really been great.
It's the peace of mind has beenfabulous.
Speaker 1 (27:20):
Awesome, yeah, love it, love it.
So, eva, as we wrap up todayagain, I know for myself I
probably have more questionsthan we can absolutely have time
to get to.
But if someone wanted to reachout, get in touch with you and
connect and maybe ask a few morequestions, just get a little
bit more information.
What's the best way to connectwith you?
Speaker 2 (27:44):
I'd say the best way to connect directly with me is
at evadupontcom.
That goes directly to mylanding page.
My email isedupontontatinfinityhrcom.
But what's really nice aboutthe evadupontcom is it will take
you immediately into Calendly.
You can book an appointment.
I'll do a full compliancereview with you.
(28:06):
So yeah, evadupontcom.
I would love to chat withanyone who has additional
questions.
Speaker 1 (28:13):
Perfect, perfect.
Well, I wanna thank both of youfor being with us today.
A lot of good information andagain it just kind of shows us
as a business owner what can wedo to keep benefiting and
growing our business.
And again that's just workingwith people that help you
advance your company in a strongand powerful way.
So thank you both, appreciateyour time today and for everyone
(28:37):
out there listening.
We will see you at the nextpodcast.
Thanks again.
Speaker 3 (28:43):
Bye-bye, thank you.
Speaker 1 (28:46):
All right, thank you guys Appreciate it, thank you.
Thank you so much, weappreciate it.
Have a good.
We're going to launch our next wave of podcasts.
So I would say at the earliest.
We're probably talkingsomewhere, probably August.
I'm going to think at thispoint, all right, but we'll
definitely keep you up to speed,all right?
(00:23):
Okay, we're ready when you are.
So you guys ready.
Speaker 2 (00:28):
Ready.
Speaker 1 (00:29):
All right, perfect, want me to do a countdown or
anything, allie?
Yeah, all right, I'll do a clapfor Matthew.
Welcome again to the SalonBusiness Strategies podcast.
I'm sorry I said that wrongBeauty business.
Yeah, I got my name wrong.
(00:50):
Holy crap, beauty business.
Would you clap that again?
I know what I'm talking about.
Don't worry about it.
It's a podcast, peace.
All right, here we go.
All right, welcome everyone tothe Beauty Business Strategies
Podcast.
Again, I'm Michael Yost herewith you today and, as I always
say, as usual, we always try tobring you great information and
(01:13):
great guests, and once again,today is going to be no
different.
So today I am joined by EvaDuPont of Infinity HR and also
joined by Heather Watkins.
How are you guys?
Speaker 2 (01:26):
Doing great, doing great, doing great.
Speaker 1 (01:28):
Awesome, awesome.
Before we get into it, eva, whydon't you start out and give
everyone, I said Infinity HR.
So give us a little bit aboutyour company, just set the tone
for the listener, and then,heather, I'll have you do the
same as well.
So, eva, why don't you startout?
Speaker 2 (01:46):
Wonderful.
Thank you, michael.
So my name's Eva Dupont withInfinity HR.
I am a veteran in the industry.
Infinity HR is a PEO platform.
All that means is that we dopayroll HR, workers comp
benefits, all under one roof tohelp our salons and businesses
(02:06):
grow and thrive.
I've been doing this for about17 years.
Absolutely love talking aboutthis topic, so I'm really,
really excited to be here.
And then also I'd like tointroduce Heather Watkins.
She is BCB Brands and she's anentrepreneur, but also a client
of ours, who will be offeringinsight on what our services are
(02:30):
like for her.
And then Heather, if you'd liketo introduce yourself as well.
Speaker 3 (02:35):
Thanks, eva.
I am a marketing consultant andhave worked with a lot of
entrepreneurs for about 15 years, so I help, coach and counsel
entrepreneurs on best businessstrategies.
And I was doing some work forInfinity and then needed their
HR services and payroll andsupport with a waxing studio
that I own and it has been agame changer for me and it has
(02:57):
been awesome for my business,freed up time, energy, resources
and has really really broughtour studio to a different level
with some of the support thatthey offer.
So I'm here to just offer someadvice and strategies from both
from a client side of Infinity.
Speaker 1 (03:11):
Awesome.
Well, I think anyone can bedown with the idea that we want
to save time and resources,that's for sure.
So I think the best questionthat I have, at least you know,
starting out, is to say I wouldimagine probably most people
listening to podcasts are goingwell, hr, you know, do I?
I'm not the size of business.
When I think HR, I think largerscale, I think corporation, but
(03:33):
I'm a small business.
I'm, you know, I might be abusiness that's one to five
people, I might have 10employees or even 20 employees,
but I'm a smaller size company.
How does HR really even applyto me?
And really, in some ways, whatdoes HR really even mean when it
comes to how we want to thinkabout this?
So why don't you, lexa, juststart to kind of set the table
(03:55):
for us?
How does it fit?
How does HR fit within thebeauty industry and, again, for
the most part, with the size ofbusinesses that are typical of
our industry?
Speaker 2 (04:06):
So a great question.
The first thing I'll say isyou're never too small for HR.
With a lot of states and we arenationwide, we're in all 50
states and with human resources,there are, I want to say, at
least five or six laws thatapply to businesses with one
employee.
So it doesn't matter if you'reone employee or you're a
(04:29):
thousand employees, there arelaws that apply to you.
Do you know what laws they are?
Do you know how to handle themand tackle them?
And then, as far as the humanresources, I like to describe
human resources as you have thisbusiness, but you have
employees.
We also call it human capitalmanagement.
So it's humans, it's notsoftware, it's humans.
(04:54):
We don't know if they've wokenup on the right side of the bed
that day, the wrong side of thebed that day, are they going to
ask you weird questions?
Are they going to come afteryou?
So human resources is reallygiving you the tools and
confidence and support and theprotection to tackle these human
aspects of employees every dayfirst started talking.
Speaker 1 (05:27):
I love having a business owner on here as well
in this area of of humanresources and things.
You know how did you come intogoing.
You know, I see where thiscould be a benefit to my
business that I really hadn'tthought about before.
Speaker 3 (05:36):
Oh, that's an interesting question, because
when we opened our studio we hadabout eight employees and I
opened um in the waxing industrybecause I thought it was going
to be a wonderful culture andyoung girls and get to guide and
mentor them throughout life andtheir career, which is very
relevant and true.
But I did not expect to have HRmishaps quite as often as we
did.
(05:56):
So I think my first big mishapwas someone who violated our
social media contract oragreement and did it very
innocently.
I don't think she had any illintent with it, but her video,
which was breachingconfidentiality of our studio
and of our client, went viral onTikTok.
So an innocent video turnedinto something that went very
(06:18):
viral and I wasn't told about ituntil there was already maybe a
hundred thousand views, toldabout it, until there was
already maybe 100,000 views, andat that point the excitement
was hitting of the esthetician'sbrand new fame.
And when I said, hey, this hasto come immediately down.
You are violating our socialmedia policy.
She said I have freedom ofspeech.
And at that point, when thishappens to you on a Friday night
(06:40):
and you have no one to call,and you're calling your
franchise, and you're callingyour franchise and you're
calling your boyfriend's mom ormy son's girlfriend's mom, who's
in HR needing help, and shesays you better call a lawyer.
And I had to call a lawyer andthis went on all weekend and I
thought, okay, I need HR.
And $2,000 later with a ceaseand desist letter, termination
(07:04):
of an employee.
I think at that point was thefirst time I realized these
things are going to continue tohappen.
This was in month six.
Speaker 1 (07:11):
And now I'm in year four.
Speaker 3 (07:13):
Now I'm in year four, so the book is coming out.
No, I'm just kidding Soon, sothat was.
Speaker 1 (07:18):
I think that a lot of owners out there can relate to
maybe not exactly in that, but Ithink a lot of owners out there
can relate to the idea of I hadone of those weekends.
In other words, it sounds like,and you wake up and come Monday
morning it's a way differentway than you thought you're
going to start your next weekthan what you had thought,
friday at the end of a day.
So let's get back to.
(07:40):
You know, bring this back toyou, eva.
You know, when it comes to theservices you offer, you talked
about this idea.
You know, bringing this back toyou, eva.
You know, when it comes to theservices you offer, you talked
about this idea.
You know you talked aboutpayroll services and the
different services.
So I'd love for you to giveagain hit that again like the
different services.
But when we dive into that,especially as it applies to
payroll and in that area youknow there's always a lot of
(08:03):
extra I guess I'll call it, I'llsay, hidden costs that can come
along with that and that howthat can impact bottom line.
So maybe share some of thethings that you have found that
like what are ways that that HRtype services can really help to
strengthen bottom line, to, tocreate better practices for the
(08:24):
company.
You know, just improve costs ingeneral.
Speaker 2 (08:51):
Sure.
So when I talk to businesses,the first area that we help with
is payroll.
So payroll there's all kinds ofdifferent areas for hidden
labor costs and I'll go throughfour, but we may want to talk a
few minutes about each one.
As far as payroll, hidden laborcosts, there's so many things
(09:12):
that could go wrong If you'redoing payroll yourself.
I don't know anyone that lovesto do payroll themselves, so
there are a lot of differentways to help simplify that.
But the thing is it's not aboutpayroll anymore.
These other components I'mgoing to talk about.
They go hand in hand.
Components I'm going to talkabout.
(09:34):
They go hand in hand.
Payroll, specifically, there'smanaging wages, there's salary,
there's full-time, there'spart-time, there's tracking
hours, there's time theft,there's tax liabilities, there's
state unemployment, there's PTO, there's breaks, there's
classifying of employees.
Am I doing it correctly?
Are you paying out differentcommissions on products?
Are you paying?
You know how are you doingthese different components?
(09:57):
And if you don't have systemsin place or you're not 100% sure
how to do it, mistakes occur.
I think the fact is, with everyseven, every 10 payrolls that
business owners are doingthemselves, 33% of those
payrolls have errors.
And these errors, there's finesand penalties associated with
(10:18):
it, so hidden labor costs.
Within that payroll platform itcan quickly yeah, absolutely.
Speaker 1 (10:27):
I was going to say you just gave us about 10 more
topics for about 10 morepodcasts with the things you ran
through there.
But again, that is, that is so.
Like I said, that's obviouslyso, true is it's sometimes not?
As I don't want to say, anyonethinks it's necessarily easy,
but it's not always asstraightforward as sometimes we
(10:47):
we think it is.
So, again, having the rightcompany I know many companies
work with a payroll service.
Let me ask that I think that'sthe next question that hits my
brain is I know plenty ofcompanies I've worked with over
the course of now, going on 20years as a coach and things like
that.
Many companies use a payrollservice.
Is there a distinct differencebetween payroll service and the
(11:10):
services that you offer, between?
Speaker 2 (11:12):
payroll service and the services that you offer
Absolutely.
So there's probably a thousanddifferent payroll companies out
there that just do payroll.
Where we add a difference isthat Infinity HR they only hire
employees that have 10 yearsplus experience, so you are
working with someone that'shighly experienced.
The other thing with Infinityso I've worked for one of the
(11:36):
largest payroll companies.
I was with that company forabout 10 years and the one
reason I left and came toInfinity is the service.
So business owners they may notneed you a lot, but when they
do have issues or concerns orthey need help with somebody,
they want somebody on the otherside to pick up the phone.
(11:56):
At Infinity HR we've been aroundfor about 17 years.
We have about 60,000 worksiteemployees in our pool.
So we're not the biggest of thebig, but we're a nice mid-sized
PEO payroll company and I'd saythat number one differentiator
with us is the quality of personthat's going to help you with
customizing the solution for thebusiness and its service.
(12:19):
So I take customer service very, very seriously.
I'm sure Heather can attest tothat.
But it's not just me, it's me,it's the implementation team,
it's the service behind it,whether it's benefits or risk.
You're HR.
We're covered with HRthroughout the country and you
(12:40):
have our cell phone numbers.
So I'd say the big differencewith us is if you want to just
work with somebody, justhopefully get the support you
need, Great.
But if you really want to growyour business, have support,
have someone to answer the phone, have someone who's experienced
in the industry.
Infinity is a great fit.
Speaker 1 (12:59):
So we had met at another industry conference and
so we struck up a conversationas we were there.
And you know, heather, I wantto, you know I want to bring
this question to you and I'mgoing to actually then talk toss
it back to you, eva is is this?
One thing that really struck mewas, as we were talking, uh,
(13:20):
was the idea and you meant youjust mentioned it you mentioned
benefits.
I know many businesses withinour industry just have a hard
time going.
Can I really offer benefits?
How can I give benefits?
Again, I'm not big enough to beable to do this, things of that
nature.
So, heather, why don't you youknow, I know it's it was part of
the side conversations we hadhere is, what are some of the
(13:42):
things that, from a benefitstandpoint, really started to
kind of become easier for you?
And what did you, what were youable to kind of, what do you
offer and what were you able tokind of tap into?
Speaker 3 (13:53):
Well, what I loved is that the whole process when I
joined with Infinity was verystreamlined and very easy to
understand.
You have your payrollspecialist and now here comes
your benefit specialist.
So we probably I probably hadabout three meetings with my the
benefits team where theyexplained to me we are going to
customize this for your studio.
So that means that you can putparameters.
(14:15):
You can.
Here's what we offer, here'show much you can do.
I got to really say, well, youknow, I don't want to offer
health insurance until they'vebeen with me.
You know, either for so long,or how much of it do I want to
pay?
Or with a 401k program.
You know, typical girls in thisindustry that I'm in don't have
a 401k.
If they're very part-time, well, they can join ours.
(14:35):
And we could set the timelineson all of that, which is really
really nice.
We can say, hey, after you'rewith us for six months, we're
going to put you into our 401kprogram.
You know, six months after thatwe'll begin to match.
So we got to really customizeevery piece of the benefits
program all the way around,which was really really nice,
and it gives the girls, it makesthem feel like you care about
(14:58):
them.
I think it improves your hiring,your opportunity to recruit
better talent.
It helps with retention.
It helps the girls feel likethey're working in an industry
that really matters to them andit's not.
I feel like many, many, manyyears ago is oh, she's a
hairdresser.
Now it's.
It's changed Right.
Hairdressers and people workingin aesthetics and people
(15:18):
working in salons.
You know they're making just asmuch money as people working in
corporate jobs and, I think,the whole mentality around you.
You have the same opportunitieshere that you do in any other
position because of companieswho can help us do better for
our employees.
(15:39):
So it's definitely a gamechanger.
It was definitely verystreamlined and easy to
understand.
Like I said, I never owned myown business.
I've worked for many differentconcepts, but when you are the
business owner and you've got tostart making these decisions,
you don't know where to go.
I never would have known whereto go to get a 401k plan and
everything is within this PEO,which has been amazing and
really awesome.
Speaker 1 (16:00):
Awesome.
So, eva, here's the kind offollow-up I want to give to that
is you know, at Strategies wetalk a lot about how we need to
make a strong cash flow plan andbuild a healthy financial
company and be strong in thatarea, no matter size and shape
of our businesses.
So talk to me about you know,when you were working with
(16:20):
Heather, you work with anothersmall business.
We talk about benefits.
Well, man, I would love tooffer healthcare, I'd love to
offer these opportunities, 401ksand things of that nature.
How does this fit?
You know, bring in theaffordability part for me.
How does this connect and fitfor someone that is a smaller
(16:40):
company that says, hey, listen,I have line items to watch on
here and I've got to buildhealth in my company and make
sure that there were a strongfinancial company.
But where is that?
Where's that connect?
Speaker 2 (16:51):
Sure, yeah, everybody would not everybody but a lot
of businesses are strugglingwith trying to attract and
retain employees right?
So they're like how am I goingto do this?
What's going to set me apart?
What's going to differentiateme?
Talk about how they're doing it, whether they've been in
(17:13):
business for three months or 30years.
So we really have aconversation about what they're
currently doing.
As far as benefits benefits,nowadays, if you're truly
looking for quality employees,they're looking for benefits.
(17:33):
They're looking for somethingbecause they have to support
themselves and they have tosupport their families.
And you know what People getsick, right?
People have mental healthissues.
People need some support.
So they're looking for thatemployer that values those same
things that they do forthemselves and their families.
So when I talk to a businessowner, I give them a couple of
(17:55):
different options andrecommendations.
At the end of the day, it'stheir choice, but not everyone
can afford benefits, right?
So what I do is I talk to themwhen they come under our
umbrella our PEO umbrella andthey join our pool of 60,000
worksite employees.
(18:15):
We have Fortune 500 healthbenefits and voluntary benefits
in our pool.
We buy them as a large groupwhen you come under our pool,
whether you're one employee oryou have 100 employees, you're
getting our rates.
As a large 60,000 worksiteemployee group, we're able to
(18:36):
save our clients about 30%savings when it comes to health
insurance premiums.
Okay, because you're joining alarge group.
If you choose to go through abroker in the open market and
say you have 10 employees,you're getting what's called
age-banded rates.
So if you have a 20-year-oldand then you have 10 employees,
you're getting what's calledage-banded rates.
So if you have a 20-year-oldand then you have a 50-year-old,
(18:59):
they're going to have probablythe 50-year-old's going to have
double or triple the amount inrate for that health premium
versus that 20-year-old.
When you join our pool, itdoesn't matter if you're 20 or
50 or 40 or 30, it's a flat rateacross the board and typically
they're about 30% less inpremiums than going to the open
(19:20):
market.
That's one way.
Now the other thing iseveryone's not quite ready for
health benefits.
So if that's the case, thenwe'll have the conversation and
they're like oh, I just can't.
I don't think I can afford 50%of the base premium for the
health plan, because that's whatbusiness owners are responsible
for 50% of the base planpremium with, say,
(19:42):
unitedhealthcare or MagnaCare orAetna.
That's the responsibilities Now.
They're not quite ready forthat.
Then what I would recommend isand I know it's kind of a
long-winded answer, but it'simportant is that they may want
to offer their voluntarybenefits to start.
So, with that being said, theycan offer dental vision, life
(20:05):
insurances, 401k plans, eapprograms, discount programs and
all of those.
Oh, and there's a MEC platformwhich is Minimal Essential
Health Coverage, and MEC covers63 of the most essential
services for health insurance.
All of those voluntary benefitsare included in our platform
(20:29):
and they're 100% employee-paid.
Nothing comes out of theemployer's pocket.
So when they put up the job adsand they want to post it to get
applicants interested inworking for them, these are
wonderful benefits to put onthat job posting that they're
like holy smokes, my kid's goingto need braces this year.
(20:50):
Holy smokes, I need thesebenefits and it's a starting
place and it's nothing out ofpocket.
So, either way, there'swonderful ways to help these
employees with benefits.
Speaker 1 (21:03):
I love that.
I love that you know.
A couple of things that arereally hitting me is, you know,
the first thing is I love thatyou brought up some areas that
and I love that you made thepoint.
It's like maybe you're not inthe position where you can start
like 100% with healthcare, butyou gave a lot of other great
ways to say you can break thatdown in the more affordable,
(21:25):
more bite-sized pieces.
But you also mentioned thingslike life insurance and
different other ways that couldbe great benefits that people
don't often think about andyou're exactly right, that's a
huge part of attracting andretaining a great team member in
this environment that we are inright now.
So I love that you broughtthose things up.
(21:45):
And the other thing that reallyjumps out at me and you know,
just observation for everyonelistening is here's another
great example, and that's what Ilove about these podcasts.
Here's another great exampleand that's what I love about
(22:09):
these podcasts.
Another great example aboutwhen you connect with the right
people, because we often thinkmaybe, oh, I don't know that I
need that, or I don't know if Ican afford that, or I don't know
if I should call that personbecause I'm that large of them.
But just even this conversationtells us that no, if you have a
business, you need to beworking with the right people
that can help your business.
(22:30):
So I love this conversation.
Last, kind of last question,with the time we have left.
You know, heather, I'm going tobring it back to you on this
one, and that is so as now.
You mentioned the fact that youtalked about in six months.
In I had this first real likeoh my gosh, eye opener, but now
we're four years down the road,right, we're four years down the
(22:51):
road.
So talk to me about justoverall, like four years now in
business.
You know what are some of thegreatest, what are some of the
greatest strengths that you'veseen from being able to offer
the opportunities that you canthrough these types of services.
Speaker 3 (23:11):
I'll tell you it starts with.
One of the first things that wedid when we signed on was I
said I really need my employeehandbook redone.
We were given a basic handbookby our franchise and I thought
it was good enough until all ofthese small things started
happening over the years andthen I would send out, hey,
revision to the handbook.
I felt like I was doing that atevery meeting we had, because
(23:33):
something would happen.
I'd have to really figure outhow to handle it and like, okay,
let's add that to the handbook.
So when infinity came on, theysaid, let us, let us see your
handbook, let us see yournon-compete, let us see your
non-solicitation agreement.
And they said this is basic,but let's talk about what's
happened over the years and whatwe need to put into that
handbook and that handbook.
You know they they reallycoached me and said if it is not
(23:55):
in the handbook, it's notenforceable.
And so I'm a softie.
I didn't go into business towrite people up and put people
at risk of losing their jobs.
I have a really hard time beingthe enforcer.
I am kind and generous and wanteveryone happy and I'm a people
pleaser.
It's hard to be the enforcerand the people pleaser at the
same time.
But when you have an employeehandbook that has pages and
(24:18):
pages of expectations andpolicies and things we are going
to talk about in the room withclients and things we're not
going to talk about and oursocial media policies and our
attendance policy, and it'sreally well done to protect the
business, I have something Ithink that has been one of the
most beneficial aspects of thisis I really have something that
I can stand behind and that mygirls really know is enforceable
(24:42):
and I was able to plug in everysingle small thing that
might've happened that couldreally disrupt business.
When you have big HR issuesbetween girls and you know, in
the salon industry there's a lotof young girls, there's, you
(25:03):
know, a lot of relationshipthings going on between people
and I learned that that handbookhas been a lifesaver for us
because it really is thoroughand my girls know we highlight
certain areas.
They know it can be enforceable.
But when I have an issue now Ihave someone to call and when I
tell you my rep will answer myphone in 30 minutes or my email
and I say I'm stuck, I don'tknow what to say and she will
say Heather, here's how you sayit, and then you stop talking
(25:26):
and you document it and you'regoing to be fine.
You know, I think we all feelthat we're a little bit at risk
as a business owner in this dayand age, and now I have someone
that I can send an email to andsay how do I handle this?
I want to do this right.
I want to be fair and firm I'mnot sure I know the words to say
, and so I have a backup, andthe confidence that you gain
from having this kind of supportis fabulous.
(25:49):
So it really has.
It's given me peace of mind.
It's given me a lot of timeback with the automated systems
and the payroll.
We have never, in a year and ahalf of being with Infinity
we've been with them a year anda half had one payroll mishap.
And things change in ourindustry all the time.
New girls are coming on andthis one gets this commission,
and this one's commission ischanging.
I've not had one payroll mishap, and that is wonderful, because
(26:12):
the minute someone does not getpaid, and that is wonderful
because the minute someone doesnot get paid whether it's 25
cents or $25, your phone'sringing and they want their
money.
And so the efficiency, the peaceof mind, the time saving on
things that I don't want to findjob boards and posting on
Indeed and Monster all the time.
They handle all of our jobrecruiting, they screen people,
(26:35):
they bring them to me, so Idon't have to go onto four
different job sites and beposting my job posting.
That was wonderful for me.
We had a two-hour interviewabout what I want, expectations,
what the criteria are for thepositions.
We wrote all of our jobdescriptions.
That was wonderful.
And then they pre-screenapplicants and send them to us.
(26:57):
That's a huge time saver.
I mean there's so many things,but I would say the peace of
mind, the saving the time,helping us retain and draw in
better talent and be morecompetitive with things like the
med spas who are able to offerthose things when they're much
bigger and been in businesslonger.
So it's really been great.
It's the peace of mind has beenfabulous.
Speaker 1 (27:20):
Awesome, yeah, love it, love it.
So, eva, as we wrap up todayagain, I know for myself I
probably have more questionsthan we can absolutely have time
to get to.
But if someone wanted to reachout, get in touch with you and
connect and maybe ask a few morequestions, just get a little
bit more information.
What's the best way to connectwith you?
Speaker 2 (27:44):
I'd say the best way to connect directly with me is
at evadupontcom.
That goes directly to mylanding page.
My email isedupontontatinfinityhrcom.
But what's really nice aboutthe evadupontcom is it will take
you immediately into Calendly.
You can book an appointment.
I'll do a full compliancereview with you.
(28:06):
So yeah, evadupontcom.
I would love to chat withanyone who has additional
questions.
Speaker 1 (28:13):
Perfect, perfect.
Well, I wanna thank both of youfor being with us today.
A lot of good information andagain it just kind of shows us
as a business owner what can wedo to keep benefiting and
growing our business.
And again that's just workingwith people that help you
advance your company in a strongand powerful way.
So thank you both, appreciateyour time today and for everyone
(28:37):
out there listening.
We will see you at the nextpodcast.
Thanks again.
Speaker 3 (28:43):
Bye-bye, thank you.
Speaker 1 (28:46):
All right, thank you guys Appreciate it, thank you.
Thank you so much, weappreciate it.
Have a good.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
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.