The Power of Smarter Hiring and Recruitment

At aha! Talent Experts, founder Andrea Hoffer's upbringing and experiences have profoundly shaped her approach to sustainable business growth. Growing up, Andrea's early exposure to diverse team dynamics and leadership challenges instilled in her a commitment to fostering environments where top-tier talent thrives. Her hands-on experiences in recruiting, team development, and leadership have equipped her with a distinctive edge in identifying and nurturing A-players in various industries.

With a collective 40 years of experience, our team excels in optimizing recruitment and employer branding through the use of advanced AI technology. Our emphasis on AI not only streamlines the hiring process but also enhances the precision of talent assessment, ensuring candidates not only meet your needs but align with your company's ethos. Our specialization in sales and marketing recruitment is driven by a deep understanding of the industry's unique challenges. We don't just find talent; we identify professionals who can eloquently tell your brand's story and amplify your reach. This dual approach merges our extensive industry knowledge with strategic insight, allowing us to act as an extension of your growth objectives.

Andrea's role as a thought leader is further cemented by her best-selling book, "Hire Higher," and her reputation as a compelling speaker at key industry events. Her insights into effective recruitment have made her a sought-after voice in discussions about workforce transformation.

Contact Details:
Business: aha! Talent Experts
Email: [e-mail]
Website: www.ahatalentexperts.com

Social Media Address:
LinkedIN - https://www.linkedin.com/in/andreahoffer/
Facebook - https://www.facebook.com/ahatalentexperts/
Instagram - https://www.instagram.com/ahatalentexperts
X - https://x.com/aha_talent/

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Episode Transcript

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Speaker 1 (02:12):
Welcome, Welcome to Just Minded My Business and I am
so happy to bring to the platform today. Andrea Huffer,
who is the visionary founder of AHA Talent Experts, shaping
the company's approach to sustainable business practices. Her extensive background

(02:33):
and team development and leadership, along with hands on experience
and recruiting and training, provides a solid foundation of expertise.
Andrea Leaves. Andrea's leadership is highlighted by her authorship of
the best selling book Higher Hire and her frequent roles

(02:57):
as a keynote speaker and podcast guests. Wow, Welcome, Welcome, Andrearea.

Speaker 3 (03:06):
Thank you, Ada, pleasure to have you here. It's great
to be here.

Speaker 1 (03:12):
So let me ask how did the name AHA tell
Us Experts come about?

Speaker 3 (03:19):
Actually, the legal name, the original business legal name is
Andrea Hafer Associates, and then when I met with a
friend of mine who is my designer, we were trying
to kind of play with different logos and we were
thinking we wanted some quote bubbles because we were kind

(03:41):
of talking about people and people communicating, and he's like
Andrea haff for Associates. Aha, So it was all his idea.

Speaker 1 (03:53):
I love how ideas come about. Yeah. Wow, So you
have all the forty years in the industry, So tell
us what your company does. How do you make a difference.

Speaker 3 (04:09):
We approach talent acquisition and retention a little differently than
what you would call the traditional recruitment firm. I hesitate
to even call us a recruitment firm. We're more of
a consultancy that helps companies to streamline their hiring processes.

(04:31):
So we evaluate their employer branding because we want to
get to know their culture, who's successful there, who's successful
in each role because those characteristics could change, and we
put that into a marketing campaign. So we're proactive in

(04:51):
building a talent pipeline and then also sourcing passive candidates
and then we streamline the process for them so it's
it's easier. You know, the candidates are moving through quicker,
but you're still having enough time and quality time with

(05:11):
the candidates to discover whether or not they're the right fit.
And we do, you know, we we like to say
we're we're teaching at every phase. You know. My whole
goal is not to just fill you know, fill an
open job, but to whoever works with us to help

(05:32):
them to learn the best way to recruit and recognize
the best people for their team. And and you know,
keep that alive going ahead.

Speaker 1 (05:43):
Yeah, and that's definitely I'm going to say I'm acquired
taste because most companies do not have it right on
their own, you know, they send I mean, I've been
out in that recruiting moral before. It's like this laundry list.

(06:04):
You need to know this, you need to know that,
and then other duties is a sound m hm, you know,
which doesn't really make me want to work for the company, right,
So what how do you change that approach?

Speaker 3 (06:23):
Well, the first thing is being very authentic and realistic.
So not every job is for every person. And yes,
you want to put the job out there, put the
opportunity out there in a way that attracts people, but
you want to attract people who are the right fit.
So some people are going to be attractive to a

(06:45):
fast paced, almost chaotic environment, and some people are going
to be repelled by that, and some people are going
to be attracted to a more routine type you know,
position and everything lined out, you know their SOPs perfect

(07:07):
and you know what's going to happen, very predictable. And
then other people are not going to want an environment
or a job like that. And those are just kind
of simple things up off the top of my head.
But you you really want to discover first. That's what
I'm always telling our clients and whenever I speak is

(07:28):
start with that discovery that start with that define piece.
It's the d and my dream higher framework. Dig in
and really get to know who you are as an employer.
Ask your current employees, think about who's successful on your team,
and get a feel for that before you even go

(07:50):
out and try to recruit for any of your roles.
And you'll be tweaking that as.

Speaker 1 (07:56):
You go along.

Speaker 3 (07:57):
But if you start there and then be very authentic
about who you are when you go out to attract,
then you'll be attracting more of the right people, and
more importantly, you'll recognize the right people and the wrong
people as you go through the process, and these usually
recognize it as well. If you're doing it right, they'll

(08:19):
tell you they're not the right fit. And I'd usually go, yay,
that's what we.

Speaker 1 (08:25):
Want, absolutely and it absolutely makes sense. I mean, when
you think of a significant other, you have to define
what it is you want, yes, and who you are,
And a job is almost in that same category, because

(08:48):
you want people that's going to stay number one, that's
going to be there. You don't want revolve indoors in
your company, right.

Speaker 3 (08:58):
So, and the thing about that is you may attract
and hire the right person for a particular role in
this moment in time, right, but six months, a year
down the road, either the company may have changed some
or the person what they're looking for may have changed.

(09:21):
So you really need to continue to check in to
make sure they're still in the right seat and they
still have the resources they need to be successful. And
so I think we forget sometimes, you know, oh we
didn't you know, they weren't the right person and because
they didn't last past six months or a year, But

(09:45):
did we really you know, It's like you said, with
dating with the significant other, did we check in. Everything
changes on both sides and in our environment as a whole,
So we need to constantly be refining that and understanding
that we're all people.

Speaker 1 (10:01):
Yes, absolutely, I love that you said that people first.
MM So let me ask you when you when you
say check in, what should the employer be doing to
do that check in kind of thing? Because the what
is it the uh six month? How you doing? That's

(10:24):
to me? Not checking in? You know, it's like a
form you fill out, data already filled it out, data
already decided. This is how we think what we think
of you. But that's not the same.

Speaker 3 (10:41):
Yeah. So you're talking about the performance review, Yes, performance
which for many years and probably even some companies still
do it. It's it's like an annual very form wise as
you as you put it. Thing, that's not what I'm
talking about. I'm talking about even daily or I always

(11:03):
have you know, I recommend at least weekly or bi
weekly UH touch bases one on ones fIF team members
and you are going through, you know, discussing different things
that are on their plate and expectations. But I always
like to to also say at the beginning and the end,

(11:26):
you know, do you have everything you need? To be successful.
Are there any outstanding questions that you know we didn't address?
You know, how can I how can I help you?
And and don't wait for another week till or one
on one if something comes up. You know, you want
to make sure you have easy channels for them to

(11:48):
reach you. I like Slack or we use rings Central
for a while where it's just like Slack where you can,
you know, message anybody in the company and it's right
right there, and that way you can get your your
questions answered. I think when people feel like they're kind
of on an island and they just have certain things

(12:12):
that their boss expects of them, but that's it. There's
no other communication, you know, other than that, that's when
they start to truly disengage. And if they have a problem,
it's it's scary, you know, if your boss doesn't set

(12:33):
it up of hey, I want to hear this, then
they don't know it's okay to come and say, you know,
I'm having challenges with this area of my job. Is
you know, what do you recommend or there are other
resources to help me.

Speaker 1 (12:49):
I like that because that shows that you value them.
It shows so many positive things. You know you care
about what they think. You know, you want them to
be a part of the solution so much that that
brings to the table. So I definitely like that. And

(13:11):
let me ask when you go into a company, because
a lot of company these don't carry it like that,
how do you get them into that becoming part of
their culture in the company.

Speaker 3 (13:26):
Sometimes it's a challenge. I've had some clients say to me,
I just don't know how to do it. I don't
know how to engage my team, you know, give me
a step by step process. And sometimes they've read a
lot of different really good books, but they get overwhelmed

(13:50):
by it. And so I usually just say, let's start easy.
Let's come up with two or three questions that you
ask on a weekly basis, you know, and go from there.
Because yes, there is some amazing different programs you can
implement and make it more formalized, and I'm all for

(14:11):
doing that to make sure you're you know, you're hitting
certain things that you need to make sure you're checking
in on. But sometimes you can't start there. So you
want to start, just start with something to show show
you care. And then it's not only the check ins individually,
it's also having some time that is not all about work,

(14:37):
where you're getting to know the others and you know,
people often say to me, well, we're a virtual team.
It's very hard. That's why we you know, it's been
harder since we're no longer in the office. Well, I
had a virtual team of twelve full time people for
many years, and once a month we had what we

(15:00):
called a We called it a monthly happy hour. But
there was no alcohol involved. But the reason we called
it happy hour, at least I don't think it was alcohol,
you know, specifically there but no, I could stay pretty
confidently there wasn't, but we we often would have some
theme related to it, and my assistant at the time

(15:23):
was so good and creative coming up with them where
it was some sort of game that we'd play for
twenty minutes at the happy hour to kind of get
the conversation going. And the one rule was we couldn't
talk about work. So somebody by accident mentioned a client
and then started to dig. Well, got to stop. That's

(15:43):
not the reason for this. The reason for this time
together is, you know, because during the week, we're we're busy, right,
We're busy with all of our client work and building
the business, but we want to have time to get
to know each other. And it worked great. One time
we even had a magician. Sorry, that was their favorite.

(16:13):
It was the holiday time, so I wanted to do
something special for them, and so I hired a magician
to come and do a show just for us. Virtually.

Speaker 1 (16:25):
Wow, that sound nice.

Speaker 3 (16:28):
It was a lot of fun we did. Also, you know,
there's escape rooms, you can do them, so we did that.
We divided up into teams, and you know, it was
it was a lot of fun. So I you know,
I think there are ways and that's you know, an
hour a month, and I think it just built so

(16:50):
much into the culture that was extremely valuable. It kept
team members longer. But even more importantly, they cared a
lot about the company and each other when most of
them had never met in person.

Speaker 1 (17:08):
Wow. Wow, And that's important. That caring, that's really important,
you know, because you work with these people. You spend
a lot of time with your coworkers. You spend a
lot of time at work, you know, almost as much
time as you spend with your family, sometimes more.

Speaker 4 (17:29):
You're absolutely right, So having that harmonious culture, it's critical
to wanting to come to work.

Speaker 1 (17:41):
You know, you don't want your employee used to wag,
oh I gotta go to work. You don't want you
want them to feel like, oh wow, I gotta go
to work today and be happy about it. Yeah, because
it's something we all have to do. Some make it pleasurable.
So I like your approach. Thank you absolutely So. If

(18:03):
employers want to connect with you, how they do so?

Speaker 3 (18:09):
Probably the two best ways. One is I'm on LinkedIn
quite a bit, and I actually have a weekly newsletter
and lots of posts, so there's lots of little tidbits
there if you if you like some of the things
I said today, But you can DM me on LinkedIn
or go to our website at a hot Aha Talent

(18:31):
Experts within s dot com and you can learn a
little more about what we do at a hot and
you can also book a time to meet with me
or send me an email.

Speaker 1 (18:44):
Okay, so now let me ask you do you work
with employees as well as the employer.

Speaker 3 (18:56):
Our clients are typically the employer.

Speaker 1 (18:58):
Okay.

Speaker 3 (19:00):
You have a lot of job seekers contact me individually
and the company pretty much every day, and sometimes I'll,
you know, try to give them some practical tips. But
really we are our clients are the employers, and then

(19:21):
when we're you know, doing a search, of course we're
interacting with the job seekers for those roles.

Speaker 1 (19:29):
Gotcha, Okay, So let me ask you about how you
use AI in your in the recruitment process, because everybody's
using AI but one thing or another, So how do
you use it?

Speaker 3 (19:44):
Actually, we we've now shifted pretty much all of our
marketing to AI powered recruitment because AI is a big
part of how we do things. However, that human an
is still very strong. So I liked and I just

(20:04):
to talk on this a few days ago at a conference,
and I like to talk about AI as more of
a strategic partner than just a tool. It is a tool,
but we often don't know how to use the tool.
So we use my dream Higher framework and with all

(20:29):
of our clients. It takes you through the five stages
through the dream and using AI in each stage helps
us to define the needs. To give you an example,
the defined stage, which I briefly talked about earlier, I
even like having maybe it's chat GPT or one of

(20:52):
the AI models interview you, and we have certain prompts
for this, and it's in my latest LinkedIn newsletter that
came out this morning. Tell it to interview you and
ask you about your culture, about who's successful there. The
questions are a little more down to earth than the

(21:13):
way I just put it, but it's a way to
pull it out of you, and then the AI can
help you take what I call taking that unstructured data
and putting it into a more structured way, and then
you can review it and see if it resonates with you,
and if it does, that's the beginning of that process

(21:35):
of then taking that information and using it to design
recruitment marketing pieces so that you're building up that talent pipeline.
And there's so many other ways that we use AI
strategic partner, and then we do use a lot of
different AI tools and especially automation, but it really depends

(21:57):
upon the needs of the client. Is very powerful when
we're sourcing for candidates, especially if it's a very niche
role and if we need a lot of them, because
we specialize in higher volume, recurring hiring, and so AI
works great for that as well as automation. But before

(22:22):
I start to talk about that or even recommend any
specific tool or technology stack to a client, I really
like to start with just using it and using AI
in a very basic sense to as that tristategic partner
to define what they truly need, because otherwise you're just

(22:45):
jumping into a bunch of fun tools. But if you're
not using them correctly, you're just going to get a
lot of nonsense.

Speaker 1 (22:52):
Absolutely. Absolutely, Wow, that's amazing, that's amazing. Yeah, So let
me ask you about because I get a lot of
emails from job boards and things like that, and one
of the things that I've noticed, like, if I see
a particular job that I like and I click on it,

(23:14):
it doesn't take me there, it takes me to something
that I don't even want. So do you work with
job boards as well to help them?

Speaker 3 (23:27):
Well, so, we will use different job boards to post
our client's opportunities, but more and more we have decided
not to rely too much on it. I kind of say,
we do it because it's almost expected. You know. Sometimes

(23:49):
we'll be spending hours and lots of very focused time
on sourcing candidates beyond the job boards, and our client
will say, well, our job ad isn't number one when
you do a search on indeed, that's the big one.
They Often we'll see and I'm like, do you really

(24:10):
want to get five hundred applications of the wrong candidates
or would you like us to go and find the
ones that have the skills you're looking for and the
and the traits. So it's, you know, it's sort of
a balance. I'm not just not saying we don't ever
get good candidates through job boards, but I feel like

(24:33):
we need to hit hit everything. I don't know why
you're getting emails that then lead you to a different I.

Speaker 1 (24:43):
Don't know, it's crazy because I mean when I was
out there really looking, you know, I was on every
job board and I get these I get notices every
every day, and then I'll see something just I just
want to see what it's all about, and I click
on it, and it just sends me to anything. It

(25:06):
don't even send me to that job. It's like it
wants you to scroll through all the jobs before you
get to the one you're interested in.

Speaker 3 (25:16):
Okay, so it still brings you to a list of jobs.
I can So it's probably some sort of algorithm that
these other jobs. Maybe they just wanted to get your
eyeballs on it. And you know, I don't really know
all of the I mean I don't.

Speaker 1 (25:32):
Know what they're doing, because what happens is I have
a profile that I you know what, the certain things
that I'm looking for. I'm definitely not looking to work
at walmot m M you know what I mean. It'll
bring stuff up like that, nothing related to what I
actually am looking for, so to speak, what I have,

(25:53):
my profile is set up. Yeah, I gotten rid of
them because I don't want to work at walmore.

Speaker 3 (26:01):
Right, And that's why when you post a job, you
often will see people who you're like, why do they
why are they even interested in my job? It's completely
different than what the resume history shows, and often they
don't know that they've applied for that role. It's just

(26:22):
this automated thing. Maybe they're kind of doing it with
key words. It might get better with AI because AI can,
you know, can fine tune it a lot better than
you know, because this has been going on for a
decade where or more where they match things through through
keywords and it's never even close to accurate. So it's

(26:46):
all you know, it's a machine.

Speaker 1 (26:49):
Yeah, yeah, exactly. So I get frustrated with that. I'm like, Jesus,
I don't want to go through the whole ward. You know,
it's like they send you this catch material and then
once you get there, they throw the whole thing at you. Wow,

(27:09):
that's just so interesting. And you're a fun person and
I can see how your clients would be able to
definitely get on board with your challenge because you know,
you need to make it fun and you definitely did
do that. And I like the idea of you making

(27:30):
creating cultures within companies. Yeah, because the employees that work
there are your advertisement for real.

Speaker 3 (27:41):
Very true. Yeah. I actually when I owned a spot
years ago, I'll just throw this story out there. And
one of the things, you know, we had this bonus
if they brought in people who we hired, because we
were always hiring the psiche therapists especially, you know, they

(28:01):
got I can't remember what the exact bonus was, but
they got a certain bonus. And so we noticed that
when they would go out and break in their uniforms,
you know, they go to the local dunkin Donuts or
the local restaurant, they often would come back with referrals like, oh,
I referred so and so because they were interested in
a job. So one of the benefits I wanted to

(28:24):
offer the team was more health related than than condonates
since we were health a wellness brand and a new
gym had opened in our complex, so I bought memberships
for whoever was interested. With the one caveat that most
of the time when they went for the workouts they

(28:45):
would wear I bought them a T shirt that had
our you know brand on it. So it was two goals.
Obviously one was employee referral, but also you know, to
let people know we were in the in the complex,
so for sales as well well, and I worked you know,
it worked really well. So like you said, you know

(29:06):
your your team members, they're like your best billboard for
both getting other employees and bringing new new customers in.

Speaker 1 (29:15):
Yes, absolutely so in your business, how do you actually
recruit new talent? What is your methods?

Speaker 3 (29:26):
Well, are you talking about when we recruit people for
a hut or recruit for our clients?

Speaker 1 (29:31):
Who are your clients?

Speaker 3 (29:33):
Really The answer is the same, but we run them
through our dream process, so we go through the define
with them to get very clear on their needs. Then
we have underreach for our is when we do the
whole recruitment marketing campaign. We're a big believer on always

(29:57):
be recruiting, so not just doing posts at our job posts,
but doing some pictures and videos and stories and celebrations
to the show about your everyday culture. And then Engage
is the piece where the technology really comes into play

(30:19):
because it makes it easier to stay in contact with
candidates and potential candidates. So if you have the right
technology in place, and even add now chatbots, you're more
of a twenty four to seven operation where candidates can
come on and interact with you and ask questions whenever

(30:42):
they want. And then you have a which is the
assess piece, and that's where we customize interview questions for
our clients. That it's according to a certain formula that
we've used for many years, perfected over the years to
help our clients and us when we're doing the interviewing.

(31:05):
Sometimes our clients just want us to find the people
and it helps we teach, you know, we actually train
them on how to use these questions and what to
listen for to help recognize the people that they defined
in the D stage. And then M is motivate and

(31:26):
that's you know, how are we going to do onboarding successfully?
How are we going to inspire our new team members?
How are we inspiring and engaging our current team members?
You know, So it's it's a circle the model because
you're really just doing it and tweaking over and over again.

(31:47):
But that's really our process. It looks a little different
for each client because each one has has different needs,
but we keep pretty close to that model.

Speaker 1 (31:57):
Yes, yes, and I'm glad you touched on old boarding
because that's a critical thing I have worked for. I
have actually got hired for companies walked in, no computer,
no dash, and in my mind, I'm thinking, oh my god,
did I come to the wrong place. So onboarding, I mean,

(32:23):
once you get that talent, that onboarding is really clearly
critical because that could make or break.

Speaker 3 (32:30):
The deal, right, and you know, you're still selling the
job to them. It doesn't matter they accepted your offer,
they signed the offer you you still need to make
them feel like they made the right decision.

Speaker 1 (32:46):
You know.

Speaker 3 (32:47):
I used to work at Brookstone long long timego if
you remember that store, and one of the things they
taught us when we were in you know, the initial
training was even after somebody buys something. So if we're
on the cashier and we're bringing it up and I'm
sure a lot of people have heard this before, but

(33:08):
compliment what they bought or tell them something great about
what they bought and how it's going to make their
life better, because you want to validate that decision. You
want to make them feel good about it. They're going.
It's the same thing with you know, with onboarding, it
starts the second they accept that offer. Yes, you know,

(33:32):
what does that paperwork look like? Is it fun? Does
it represent your culture? Does it give them everything they need.
I've worked with clients who the candidates call me the
night before, almost in hysterics because they're supposed to start
the next morning and the client had told them there

(33:54):
was certain things they wanted them to read prior that
they never received. And they don't even know where to
park or where to go or what time they're supposed
to be there. It's like, this is just basic. I
always say with onboarding, think of Maslow's pyramid, yes, and
start with the basics. Do they know where to go

(34:15):
to the bathroom if it's if it's onsite, or where
to get lunch or are they allowed, you know, to
go out at lunch or do you provide it? You know,
Greek culture is different, every company is different, and it's scary.
It's like starting a new day at school and if
you don't have an information, you don't know what to do.

Speaker 1 (34:37):
Oh yeah, you're walking in nervous already, right, get a
new kid on the buck. Where did you walk in
the door? Everybody looking at you and you don't know
what to do? You don't have a clue. I don't
how to greet you at the do nothing. Yeah.

Speaker 3 (34:58):
I had a job once where I did not have
my own chair to sit in for the first six weeks.
What they said they didn't have it in the budget, yes,
so I had to share a chair with the person
next to me. It was an open office type format,

(35:20):
so it was just a table all around the room.
We didn't each have her own desk. In my spot,
which was this little, you know, like two feet spot,
there was no chair, so I had to wait until
somebody had a meeting or something so I could borrow
their chair.

Speaker 1 (35:38):
Oh my god.

Speaker 3 (35:41):
I was Probably I didn't. I lasted just over two
months at that job. I bet my own employer called
me and said, you probably don't want to come back.
I'm like, when do you want me? Do you have
a chair for me?

Speaker 1 (35:58):
Because I'll definitely, Oh my goodness, that is a that's
a good one. That's a good You're gonna have me
laughing all day when this one.

Speaker 3 (36:10):
I don't think I've told that story in a long time.

Speaker 1 (36:14):
Wow. So definitely make sure you as an employee employer
you have a chair for your employee, yeah, because that's
gonna go over well.

Speaker 3 (36:28):
Yeah, Now, I don't think that is the norm, right,
like even you know back then it wasn't, but I
it was odd.

Speaker 1 (36:39):
There's plenty of horror stories out there about the first
day at work, you know, so that's that's I'm sure
some definitely, Oh my god, Andrea, this has been pleasant
to say the least. Again, how do employers connect with you?

(37:00):
Because they definitely going to need you because you've definitely
been around the block of time.

Speaker 3 (37:06):
Thank you. I'm not sure if that was a couple.
I'm I'm gonna take it his letter.

Speaker 1 (37:11):
No, I think I mean you worked for a place
that didn't have a chair.

Speaker 3 (37:16):
Come one, now, well, I mentioned LinkedIn, but I'm also
going to get my email if that's okay, but prefer that.
Andrea A N d r E A at AHA Talent
Experts dot Com so A h a talent experts with

(37:37):
an s dot com.

Speaker 1 (37:39):
Yes, yes, so this lady you definitely want to head
get with her. She has forty years of experience doing
what she does and she definitely gonna make that experience
for your new hire pleasant because not only does she
know what to do, she's actually been through it exactly.

(38:03):
So thank you so much, Andrea. This was off awesome, awesome,
and awesome. You be smiling the rest of the day.

Speaker 3 (38:12):
Oh good, Hey, let's watch your no chip.

Speaker 1 (38:16):
You're sharing a chiit.

Speaker 3 (38:17):
Yep.

Speaker 1 (38:19):
Maybe we need to do another show where we put
all the different experiences that employeees had walked into you
on their first day. Show employers don't do this.

Speaker 3 (38:35):
I think I might do a LinkedIn post on it.

Speaker 1 (38:39):
Yes, that would be fine. That would be definitely fine.
I'm gonna go ahead and connect with you and look
for it so I can share it. Okay, Well, thank
you so much, my dear. This has been awesome. An audience,
thank you as well. We appreciate you, and we are
definitely gonna have to be this again.

Speaker 3 (39:01):
Yes, thank you, Ida, Thank.

Speaker 1 (39:05):
You to our guests and you our values audience at
Stop you by. We truly appreciate you, Many blessings to
you and yours