Stafi: Redefining Professional Success With Virtual Staffing with Raquel Gomes

🎙️ This week on The Lawman’s Lounge, we’re joined by Raquel Gomes, the powerhouse behind Stafi, a company dedicated to helping law firm owners scale their businesses without sacrificing their lives. ⚖️💼
Raquel dives into the biggest hiring challenges small law firms face—finding the right talent, proper vetting, and ongoing training—and how Stafi provides a turnkey solution with highly qualified, bilingual virtual assistants from Latin America. 🌎✨ She shares insights on delegation, business growth, and the power of smart staffing.
If you’re a business owner struggling with hiring and training, this episode is a must-listen! 🚀

Become a supporter of this podcast: https://www.spreaker.com/podcast/the-lawman-s-lounge--4267400/support.

Episode Transcript

Speaker 1 (00:02):
That I'm coming in.

Speaker 2 (00:07):
Now.

Speaker 1 (00:10):
You're listening to the law Man's Lounge, a podcast dedicated
to help you take back control of your life and
your business. Here's your host, Bill the law Man.

Speaker 3 (00:18):
You manski.

Speaker 1 (00:20):
Hey, it's Billiamnskin, a law man. This welcome, Happy New
Year to all of our followers. And I have a
little bit of laryngia, so this is actually, as you know,
I fake my voice when I go welcome to the
law Man's Lounge, and then I do it and yell.
But right now this is just my boys. I'm coming
off COVID from two weeks ago, and I'm a little
excited because as you notice, and as you will notice,

(00:43):
my normal co host, Jeff Alhoffer is not here. And
that's because we've been doing that show for five years
and we thought, hey, maybe it's time to take a
little break, and so we are kind of having some people,
you guys met Genesis coming on as a co host.
And today I have my CMO, which is some of
you guys that use virtual you know, marketing people that

(01:05):
they're not employees, they run their own companies. I have
Diana Davis who have known them for a year and she,
unlike me. My biggest guest was John Morgan. She actually
podcasted with like real people like rappers. John. I'm sorry,
but you are a real person, but you are a lawyer.
But she was in the entertainment field. And Diana, I'm glad,
welcome to our show. And I know this would be

(01:26):
your first time co hosting with me.

Speaker 4 (01:28):
Yeah, but I felt like I dominated or other podcasts,
so not really.

Speaker 1 (01:31):
Oh yeah, that's right. You were a guest on our
podcast and we just didn't know how to deal with you.
So I remember that. So it'd be very interesting to
see who gets in questions for our guests. And I
just want to get right to it because it's a
new year. And you know, I've had Brett Tromblay from
Get staffed Up on our show and he's a dear

(01:53):
friend of mine and used his company once a long
time ago and does a good job. But I met
this woman. You know, I don't know where I was.
I really don't really like talking about vendors that much.
Pe pecan.

Speaker 5 (02:09):
Him him kne I would say, you're wrong.

Speaker 1 (02:12):
Bingkng ping coon Pincoon. Yeah, and that's my friend Chris
is Uh and my dear accountability partner on something right now.
We won't talk about that, but like, he's a great guy,
that's why we met there. But you know, I'm not
I have my own virtuals. But then I was talking
to his lady, and her name is Roquel Gomez. Welcome
to the show, by the way, yone. She's the founder

(02:35):
and CEO of a company called Staffy. But she kind
of blew me away with a couple of things that
I thought was different than a lot of the some
of the staffing agencies I've talked to, and I was interested.
I thought our guest, you, our listeners would be interested.
But she runs a virtual staffing company, uh and just
a real interesting lady because she was a psychologist and

(02:56):
what she does I thought was different was two pieces. Uh.
On she has a university, which she'll talk about for
her virtual assistance. And two when she provides you virtual assistance,
I believe she provides coaching. And that's cool because you
spend a lot of time when you hire virtual assistants.
That I know because half my thirty eight people are virtual.

(03:18):
There's a lot of hours of go into coaching and
training and staffing and onboarding. So I think our guests
will tell us about maybe five hours a week per person.
I don't know, but I want to really tune into you, Raquel.
Tell us a little bit about your background, how you
got into corporate America, how you got into starting a
virtual staff and company, because I'm sure that what you're

(03:39):
going to give our listeners is a lot of value.

Speaker 5 (03:41):
Perfect. Thank you so much. It's a pleasure to be here. Bill.

Speaker 2 (03:44):
I was born and raised in the south of Brazil.
I was the youngest of five semblings, daughter of an
entrepreneur father and a mother who put her family first
in career second.

Speaker 5 (03:56):
I studied psychology in Brazil, and.

Speaker 2 (03:58):
I moved to the US to do an NBA international
business and I started a career in large corporate America
in the high tech space, specifically in telecommunications as a
sales rep. I climbed the corporate leader and I became
a successful executive. Got pregnant and was traveling every week,
home only on weekends, and I used to live in
this mindset that I had to be a workaholic in

(04:21):
order to be successful, and the thought of delegating.

Speaker 5 (04:25):
Wasn't part of my vocabulary back then.

Speaker 2 (04:27):
My dad was an workaholic and he sacrificed a lot
of his personal and family time in the name of.

Speaker 5 (04:33):
His career success. And I had that example at home.

Speaker 2 (04:37):
So I got back to my breaking point when my
newborn daughter, Sata, was about three months old, and both
myself and my husband we have to go on a
work trip.

Speaker 5 (04:48):
He also worked for large Corporate America back then, and
he had.

Speaker 2 (04:50):
A big row as a VP of Operations, and I
didn't have anyone to leave my daughter with, and to
my surprise, my boss was very disinterested.

Speaker 5 (05:01):
He simply ignored me.

Speaker 2 (05:03):
And that's when I knew that something had to change.

Speaker 5 (05:08):
That's when I got to my breaking point, and that's
when Staffie was born.

Speaker 2 (05:13):
And Staffie was created to help business owners, especially a
lot of firm owners, to grow and scale their business
without having to pay to sacrifice their lives in the
name of success.

Speaker 5 (05:24):
And the services we offer they are.

Speaker 2 (05:26):
Tailored to the small offirm owner who has a hard
time knowing where to find great talent, doesn't know how
to properly vet and screen someone, and oftentimes rely on
only one interview and are left to look who doesn't
have the time or resources to properly own board, to coach,
to train the new staff member or to provide ongoing
mentoring and training to those.

Speaker 5 (05:49):
Vas that they hire. So we do all of that.
We matched the small.

Speaker 2 (05:53):
Offam owner with highly qualified, bilingual, college educated staff from
Latin America.

Speaker 5 (05:59):
But we also all of the support.

Speaker 2 (06:01):
To properly on board, train and continuously coach that virtual
assistant assigned.

Speaker 5 (06:06):
So we're very hands once.

Speaker 2 (06:09):
Once you are assigned with your perfect match, we are
there every step of the way to help you come
manage that person.

Speaker 5 (06:15):
So our coaches they work with VAS.

Speaker 2 (06:17):
They mean and they ought to ensure that they are
adding value to the law firms they're assigned to.

Speaker 1 (06:23):
Yeah, that's at a great lead into what you're doing.
I have a personal question to ask you first though.
It's interesting. You know, I've been doing this for a
long time. I mean, my wife's a professional, and I
was curious about your father because you know, I think
there's an added challenge and maybe I'm old so but
I do still talk to a lot of young people
and a lot of young women professionals versus male professionals.

(06:46):
And definitely now you know, men are much more involved
in child wearing. But in the end, I'll be honest
when I talk to men, honestly versus women. Honestly, it
seems like women still, even young professional women, have an
added challenge of the guilt for some reason, even though
there's this added guilt structure. And I'm curious about your dad.

(07:09):
Did you ever feel did you ever dad ever tell
you that he felt like he had regrets or at
the time when he was doing it, he was just
all in he and honestly, he didn't really think about that.
He was just thinking about producing and providing for the family.
Because I'll be honest, when I was younger, I was
I cooked, I changed diapers and everything. But honestly, I
chose work as a man. That's sexist, but I didn't

(07:32):
feel guilty. I think I chose work as a person,
but I didn't feel the guilt of you know, I
didn't carry the child. So I love my children. But
what did your father feel and think? Did have anything?
Did you ever communicate that to you? I'm just curious.

Speaker 5 (07:49):
My dad. So I come from a very traditional family.
My dad was the sole provider for the family. My
mom helped him.

Speaker 2 (07:55):
He had a very large archiditioning manufacturing in the south
of Brazil, and my mom would be I think part
time that she would help him in the business and
while we were in school, and then the other time
she was with us, running us around to after school
activities and all of that.

Speaker 5 (08:15):
And my dad when I was born, my dad was
fifty five years old, so he is from a.

Speaker 2 (08:20):
Generation that is very different than than generation right now.

Speaker 5 (08:25):
And my dad had didn't.

Speaker 2 (08:26):
Have what was expected, especially when you were from Brazil,
because toward world countries, they're much more behind, further behind
than the US right So what was expected from a
man back then was to do exactly what my dad did.
He had very little involvement with raising us. So I
learned a lot from my dad, but a lot was

(08:47):
because he would take me when I was little. He
would take me to his factory and he would I
would serve coffee and make money.

Speaker 5 (08:55):
He would give me money. So my dad really helped
me and I would save all that money.

Speaker 2 (08:59):
So when I was like thirteen years old, I did
my first trip, and my first trip by myself was
with a group of friends coming to the US to
Disney World.

Speaker 5 (09:06):
Where you are located right now. I had more.

Speaker 2 (09:10):
Money than anyone in that group and was thanks to
all of the things. And I did a post about
this on LinkedIn a few months ago. All of the
things that I would do for my dad and he
would pay me in return, and he would teach me
the value of money.

Speaker 5 (09:21):
So that was incredible. But yeah, my dad wasn't.

Speaker 2 (09:25):
He'd never probably changed the diaper, you know, and he didn't.
My dad passed already. My dad passed about ten years ago,
and I.

Speaker 5 (09:33):
Never asked him that question, but I'm pretty sure.

Speaker 2 (09:35):
He didn't because if probably if he was born right now,
the world is a different place, right he would feel
guilty probably.

Speaker 5 (09:44):
I don't know. It all depends if my mom would help,
you know, with the financial aspect of things at home
or not.

Speaker 2 (09:52):
My mother is a very intelligent woman, and she studied
and she's you know, she's a in finance.

Speaker 5 (09:56):
She's a doctor right now. She has a clinic.

Speaker 2 (10:00):
My mom started working after we were grown. She created
her own business after she felt that she didn't have
the responsibility to raise her children anymore. They were all
we were all grown up, and she went back to school.
She did a doctor and as she's doing a post
doctor degree now with a university in the US.

Speaker 5 (10:19):
She's doing online. She's in Brazil.

Speaker 1 (10:21):
That's awesome. Yeah, it's incredible, especially when you're older and
you're going back to school like that. How Dina you
wanted to reach in going to.

Speaker 4 (10:28):
Say, I'm a firm believer that men have historically just
been hunter and gatherers in the DNA, I think men
should not feel bad about not feeling bad that there's
a cultural shift and men sort of swapping roles and
it's going to take more generations for that to sort
of shift the mind, you know, the frame of mind.
And so it's natural for women who now unfortunately have

(10:51):
and I'm more traditional, but I'm very independent because I
don't have anyone to lean on to take.

Speaker 6 (10:55):
On the role of the breadwinner and the nurture.

Speaker 4 (10:58):
So women do have to care that burden and constantly
feel that guilt.

Speaker 6 (11:02):
I do it all the time that I'm starting my
own business. I have to work twenty four to seven.
I've sacrificed time with my children. It's painful.

Speaker 4 (11:09):
But for men, I think it's okay for a man
to be a provider and not feel guilty about maybe
not being as involved.

Speaker 6 (11:16):
Now they should feel guilty if they're also.

Speaker 5 (11:18):
Not a provider.

Speaker 6 (11:19):
So that's just my that's my two cents about that.

Speaker 4 (11:21):
I think it's okay build for a guy to not
carry that that shame or that guilt. It's just it's
not it's almost unnatural for a man to be a
caregiver in a sense.

Speaker 1 (11:30):
I'm just curious, Raquel, though, like in your own relationship,
your husband was climbing the corporate ladder too, and you,
you know, you made the comment yourself about how you felt.
And you know, sometimes husbands will pay a little lip
service and not feel the same way, but sometimes they will.
The generations have changed. Was it an equal distribution of
kind of guilt about like running up that corporate ladder?

(11:51):
Or did you feel an extra burden? Or maybe he did,
maybe you didn't. Yeah, are you told that she did?

Speaker 2 (11:57):
I always carried much more guilt than my husband, and
we are partners.

Speaker 5 (12:02):
He's our COO.

Speaker 2 (12:05):
We are partners and staffy, and he's a tremendously ambitious man,
which it's always been very attractive trade to me. I
had to do with a lot of guilt. I always
did a.

Speaker 5 (12:17):
Lot of self development. I've always gone to therapy. I've
always had coaches helping me.

Speaker 2 (12:22):
Where I am, and I continue to get the help
to keep climbing further. Or doing more, causing more impact
in the world, because for me it's important.

Speaker 5 (12:31):
But I'll tell you even now, you know, even nowadays, I.

Speaker 2 (12:35):
Am the one setting the play dates for my daughter
because I know that on Saturday she doesn't have anything.

Speaker 5 (12:39):
Let's set the playdate. I am her. How do you
say social assistant? You know he doesn't. He is like
last minute if she asks.

Speaker 1 (12:49):
So that's the same in our relationship, even tho I'm
much older than you, same thing exactly, Like I want
to do things. It's just i'm you know, my wife's
more organized, so wouldn't get that if she didn't make
the days, she didn't make the plans, and frankly, I
didn't care as much. I'm like the kids, they'll figure
it out, they'll meet each other. I'm like, that's not
how it happens.

Speaker 5 (13:09):
Got I think that's a male versus female. Also, like
he also feels and.

Speaker 2 (13:13):
I think it's great, it's great, or we're different. I
think I honestly think it's it's wonderful. But yeah, he
oftentimes will criticize me. Why do you have to have
everything figured it out? Why do you worry about those things?
Just let it happen naturally, and he's right. I learned
a lot from him, he learns from me.

Speaker 6 (13:30):
But yeah, that's not a gender thing. That's a personality thing.
Like someone I talk to a lot just made me
take one.

Speaker 4 (13:36):
Of those persons, the Briggs Myers Myers Briggs. Sorry, I'm
sure Billy ever taken.

Speaker 6 (13:40):
One of those. Yeahs you Raquel, not that one your breaks.
It's big, it's big and legal too.

Speaker 4 (13:46):
It's it's sort of it's basically puts people into like
these different categories based on a series of questions. And
so again, I don't think it's so much a gender thing.
I think that's just a personality thing.

Speaker 2 (13:55):
Yeah, oftentimes I see more guys being much more I agree.

Speaker 1 (14:01):
I agree with you rot Kel about that. By the way,
I think it's more like that. But the reason I
asked those questions getting into your personal stuff is you
know that's a lot of your passion. You mentioned your
dad and you said the LinkedIn post, and just wanted
to touch upon you and your husband because so many
law firm owners, especially small firm owners, are struggling when

(14:23):
they hire people, and they have the main issue is capitalization.
It used to be that you could get and you
still can virtual assistance for really much less than the
American market, but then you lack the training and the coaching,
so that it ends up costing you because you've got
to keep replacing them, and the cost of virtual assistants

(14:43):
are more money now, and so people still have a
struggle now about wanting to pay. But it depends. There's
still a lot of benefits to using virtual as systems
still less expensive, and using a third party company there's
still benefits. So I'd like you to touch upon some
of that about people that try to go it on
their own, what their difficulties are, how you're just like

(15:06):
get staffed up and other staffing companies have gotten into.
The initial entry into the market was here's a VA.
They may be trained, they may be vetted, they're certainly
going to be cheaper, and we'll manage them for you.
But it has evolved, and you're talking about how you've evolved.
So let's talk about that. Tell us a little bit
about what staff he does and what makes you different.

(15:29):
Take us from the beginning.

Speaker 2 (15:30):
Okay, so the pain points that we're trying to solve
for are a lot related to I feel that the
small law firm owners they take much longer to higher
than they should, and that causes a lot of burnout,
causes health problems. Going back to my dad, right, he

(15:53):
suffered multiple heart attacks throughout his life, and I saw
that growing up and when I staff was created to
really help enable that any small business owner can have
all the time freedom and the financial freedom in the
world at the same time, because a lot of people
are out there sacrificing their lives in the name of success,

(16:14):
and I don't think it's right.

Speaker 5 (16:15):
I don't think it has to be like that. I
don't think it should be like that. And a lot
of the times that's a limiting beliefs.

Speaker 2 (16:21):
That we have within ourselves and we think that we
have to work really hard to be successful, and it
shouldn't be that way. So I think so a lot
of the pain points that we're trying to solve is
being afraid of not thinking you.

Speaker 5 (16:35):
Don't have the time to hire someone.

Speaker 2 (16:37):
I hear so many times small offeram owners saying I
cannot hire because I don't have the time to onguard
someone I don't even know how.

Speaker 5 (16:45):
I don't have the time to manage that person. I
cannot coach that person, I cannot train that person.

Speaker 2 (16:51):
And those are the things that we're like, Okay, you
know what, let's remove all of those pain points from you.
Let me handle all of that internally, and you will
have just a top notche talent that comes ready to go.

Speaker 5 (17:04):
So that's why we.

Speaker 2 (17:05):
Created the Staff University that have over one hundred modules.
And when we hire someone, so first of all, they
go through this screening and vetting process that will take
about five weeks, and only one percent of all of
the applicants make it to the final cut.

Speaker 5 (17:20):
We hire them in house. They go through our university.

Speaker 2 (17:23):
And that's a very important part of I always say,
is the final phase of the screening and the vetting
because we're monitoring them and they can.

Speaker 5 (17:31):
Get training into up to three weeks, depending.

Speaker 2 (17:35):
What segment of law you're working and what type of
training or what type of role you're fulfilling, and we're
getting them ready to go.

Speaker 5 (17:43):
And once they are assigned, so they have.

Speaker 2 (17:45):
To graduate from the university with ninety percent or more
in order to stay with Staffye and to be assigned
to our clients. And once they are assigned, this is our.

Speaker 5 (17:55):
Methodology that makes us very different.

Speaker 2 (17:58):
We have coaches, we have a team of coaches who
are working with the VAS.

Speaker 5 (18:04):
Day in and day out.

Speaker 2 (18:05):
We have psychologists in house that are working on their mindset.
They're offering a safe space for them to talk about
their feelings and make sure that they're doing okay.

Speaker 5 (18:16):
Because I'm a psychologist and I.

Speaker 2 (18:18):
Strongly believe that our minds, our feelings, our bodies, it's
all one. So if I'm not feeling good, I'm not
going to be performing.

Speaker 1 (18:28):
You know.

Speaker 2 (18:28):
If my mind is not at the right place, I'm
not going to be a good employee.

Speaker 5 (18:33):
So that's one of them.

Speaker 2 (18:34):
We have processes coach, and that coach is helping the
VAS write mini manuals about.

Speaker 5 (18:40):
Everything they're doing day in and day out. Because there's
a lot of small lawfer owners, they don't have processes in.

Speaker 2 (18:45):
Place, so we're helping them with that. And that's for
the law firm to use, not only to ensure that
that VA is doing a good job and following those
processes and procedures, but if you are, if you want
to hire more people on your own, you can use
that material as well to help them with onboarding and
the training. We have a paralegal senior paralegal coaches who

(19:06):
are lawyers as well in their home country, and they're
serving as escalation point to all of our paralegals assigned.

Speaker 5 (19:12):
By the way, when we assign, when I say paralegals,
all of the para.

Speaker 2 (19:15):
Legals we assigned to law firms their lawyers in their
home country.

Speaker 5 (19:19):
They went to school for the.

Speaker 2 (19:20):
Same amount of years that you did in the US.
They passed something equivalent to the bar in their home countries,
and they have years of experience applying law the lawyer
in their home countries.

Speaker 5 (19:30):
So we have those parallegals. We also have the.

Speaker 2 (19:33):
Intake and sales coach, So if you hire someone to
do sales for your law firm or do the intake,
we are helping them and they outdo those role plays,
you know, making sure we're helping them overcome objections, things
that take so much time from the law firm owner
or from your team to be able to do. We
also if you hire, for example, we have the marketing coaches.

(19:54):
If you hire marketing assistance from us, we're there to
make sure that they're doing a good job. The idea
tea coaches to make sure that everything is seamless from
the phone number they are calling to your law firm.

Speaker 5 (20:06):
The vpms are up and running, the user names and passwords, everything.
So it's some holistic approach that we take in virtual staffing,
and that's on the VA side.

Speaker 2 (20:17):
On the client side, we have business coaches that are
meeting with our clients weekly and that's all included in
the subscription. We're helping you become better leaders. We're helping
you overcome any struggles that you may have. We'll help
you figuring out, Okay, what you need sometimes you need.

Speaker 5 (20:34):
Look, you have no processes and procedures.

Speaker 1 (20:36):
Let us help.

Speaker 5 (20:36):
Let let the coaches help get that done.

Speaker 1 (20:39):
So I want to yes, to me, that's unique. I
want to know how and when you first started it,
and why you notice that you needed it, and second
of all, what that actually looks like. So you made
the comment about and by the way, we've had lawyers
that work from other companies. I have one that's my
executive assistant. Now it is still very very different here,

(21:00):
but at least the shows an added element of training
for them. And with your vetting process, I'm sure you
can get good employees. But tell our listeners specifically what
that looks like on a daily basis when you have
a psychological coach, a paralegal coach, and marketing a marketing coach.
But like what those coaches do, tell us how you
first implemented all this, because that's a lot, it's a

(21:22):
lot of investment that you made. And I'm sure they're
paid a decent amount of money, even if it's in
their own country. But they're coaching up your people. So
are they coaching them in groups? Are they coaching them individually?
There are there scheduled trainings for these employees. And when
they're staffing with you, are they doing it at any
time during when they're working for you or is it

(21:44):
you know, if they're working an eight hour day for you,
is it like extra hours of them or when does
that come up? That's kind of what I like to
know the specifics if you don't mind, Okay, no.

Speaker 2 (21:53):
So the team started with one one psychologist because I
saw the need. A lot of the time, his face
get assigned and they get so nervous, they're so anxious
because it's a different culture. Lawyers are intimidating a lot
of lawyers. The lawyers speaking a way that is very
direct and they're.

Speaker 1 (22:11):
Not you obviously, And also clients are assholes. So they
need to know about. By the way, good idea for
you to sell and also implement is customer service coaching.
You know. But if you don't have that, but that's
that's good to know because they are also dealing with
clients and sometimes i mean, let's be honest, you may

(22:34):
have a weak lawyer is not communicating well enough. You
got this new person that's paralegal and she's called Columbia
or Venezuela or South America. Now she's gonna deal with
like some gang bangers like heymen, you ain't calling me,
or or some other guy who's like they're drunk and
it's like hey, you know, like and they don't make
any sense or.

Speaker 6 (22:53):
They do with bill.

Speaker 1 (22:55):
Yeah, I'm not talking about lawyers. I'm talking about clients.
When you're a criminal laws client, you can have them.
And I'm sure some of your clients very well organized.
I'm also sure, which is why you provide the coaching
at some clients that you won't name. I'll just say
generally speaking, virtual staffing agencies have a big problem because
they can deliver a good service, but then the people

(23:17):
that are working with suck, and at the end of
the day, you want to make them happy. But you
know your people are dealing with yeah, no systems, no
KPIs nothing.

Speaker 2 (23:27):
And those are the coaches that do intake and sales
coaches all of so when we provide so we provide
different roles, right for the law firms, we provide fairly.

Speaker 5 (23:35):
Those those are the ones who are lawyers.

Speaker 2 (23:37):
We provide intakes and sales, and those come from a
different background of client care sales, and they have other degrees,
not law, they didn't go to law school. We provide
the receptionists or the executive assistants as well, project managers
and marketing assistants, so all of the things, the degrees

(23:59):
and backgrounds are different for each role. We also assess
their soft skills from It's very important to assess soft skills.

Speaker 5 (24:06):
So we measure.

Speaker 2 (24:07):
Empathy, we measure how attention to detail, communication skills, problem solving.

Speaker 5 (24:14):
Skills, and there's a bunch of other skills that we
test for that I don't remember right now, but we do.

Speaker 2 (24:19):
We do coach those vas that are assigned to do
customer service, meaning you know, client care, customer service intake.
Absolutely that's very important because they have to learn to
overcome objections they have to learn to deal with those.

Speaker 5 (24:35):
Clients that are not very pleasant. You know, they have
to learn to not take those things personally.

Speaker 2 (24:39):
So that's where the coaching with the psychologist and the
mindset they work combined with the vas.

Speaker 4 (24:46):
But just going back, question about that, now, correct me
if I'm wrong. I feel like that mentality of like
needing you know, constant therapy and to be sort of
coddled in a way, sort of a westernized in American
cons I would assume people from these other countries like
South America that are vas aren't that thin skins and perhaps.

Speaker 6 (25:09):
Don't necessarily need Now that's my.

Speaker 4 (25:11):
Assumption, Bill hold On, don't necessarily need the constant reassurance
or therapy like someone who might be from you know,
the States, where there's this constant reminder.

Speaker 6 (25:23):
And every ad I get is better help.

Speaker 4 (25:24):
And you know, everyone always wants to talk about their
feelings because we have the luxury of doing that.

Speaker 1 (25:29):
So you know what I've noticed, Raquel, I'm curious what
your answer, but I'm just gonna speak from my experience
because I'm very passionate about this. I'd say they don't
they're not talked to complain or communicate that. So much,
but there's still there's still human beings, and they're East
you know, they're not Eastern, you know, they're Western. Depending
on even the Filipinos that I deal with, they still
take on that stress, and the extent they take it

(25:51):
on they don't communicate, it still affects their job performance.
And you know, like we just know they won't tell
you that because it's not part of this Western culture complain,
but if you don't get it out of them, then
they ultimately are unhappy and they don't do a good
job and they leave.

Speaker 5 (26:09):
A lot of our coaching is so exactly that's so true.

Speaker 2 (26:13):
So they won't tell their boss how they're feeling, but
they will come and tell our coaches, which is important
that they have somewhere where they can talk about that.

Speaker 5 (26:22):
And a lot of the coaching is.

Speaker 2 (26:24):
Helping them go and talk to their bosses, you know,
and that avoids turnover believe or not. That's really important
because if you don't want to go and confront or
if you don't want.

Speaker 5 (26:36):
To say how you're feeling, you're going to just simply quit.

Speaker 1 (26:41):
You're going to dif from And Dda's right, I mean,
the culture is completely different, but at the end of
the day. That's why you have so many stories of VA's.
They start off and they're just super amazing, and then
all of a sudden one day you're like, what the
like will happened? And it's probably because the unspoken things,
which is this place, I don't like this, the client stuff,

(27:03):
the lawyer doesn't call the clients back. I got to
deal with all this stress. And I'm in Columbia where
I don't make that much money, but it's more simple lifestyle.
And sometimes you can go to some of these countries
and see all these people happy even though they don't
have a paycheck, and you're like, I'm taking all this
on for money, and they're yeah.

Speaker 5 (27:23):
That happen.

Speaker 2 (27:24):
But to Dina's point, people are much more direct in
the US, Dina, it can take some therapys to get
to deal with the cultural differences.

Speaker 5 (27:34):
And yeah, it's people are America or Philippines. They're like,
they go in circles. They're very polite. So being able
to deal with someone that is directing your boss or
the client and not taking it personally, it requires work.

Speaker 2 (27:50):
It requires building them up, and that's why we have
very low turnover. You know, like so It started as
one psychologist. Right now, this team of coaches we have
like about I don't know fifteen people and adding so
it's been very highly valuable our client. So what I
was saying is that for you know, depending on the

(28:11):
size of your company, you might be able to have
all of that in house.

Speaker 5 (28:14):
You might be able to have your own. It's so
important to check in with them. It's like, how are
you doing? You know, and we don't have the time.
Business owners don't.

Speaker 2 (28:20):
Have the time, but assign someone to do that within
your team or outsource.

Speaker 5 (28:25):
So so that's why we offer that because it's so hard.

Speaker 2 (28:27):
For the small law from owner to have the you know,
the means to be able to hire all these people
to train on board.

Speaker 5 (28:36):
Coach mentor create processes and procedures.

Speaker 2 (28:39):
So that's why the small law from owners see this
methodology as highly valuable. So for twenty six hundred dollars
a month, you have a person plus the entire support team.

Speaker 1 (28:49):
Oh so let's talk. You want to talk money, we
can do that if you wanted. It wasn't aware that's
the point.

Speaker 5 (28:54):
No, No, I was just mentioning we don't have to.

Speaker 1 (28:57):
Talk more about I don't care the people can listen.
So tell us about your price point, what you are.
What does a power legal cost, what does a salesperson costs?
You know, I guess some you know. I have a friend,
by the way, I won't mention his name. He's kind
of immigration firm here. He does all his source hiring himself,

(29:19):
and he's got a brilliant way of vetting people off
LinkedIn and he hired but you know, he would tell
you it's a lot of work. He hires lawyers as
immigration practice and he's one of the few people that
do that. But tell people the price point of what
it is all in for employees if you like. I
don't mind people having that information. And let's just be
honest with our people. That's the price point for And

(29:41):
by the way, I'm not getting that anything out of this.
I just I think it's information you need to hear
because some people are just money driven or they just
need to know the bottom line. But tell people how
much it costs for some of these positions and just
give the real price. If you need to give a range,
go ahead and do that as well.

Speaker 5 (29:58):
All right, yeah, so.

Speaker 2 (29:59):
What do you think if you need to you want
to do all admin take off your plate, all admin
tasks or client care intake answering the phones.

Speaker 5 (30:07):
That's usually two thousand, six hundred dollars a month.

Speaker 1 (30:09):
All in.

Speaker 5 (30:09):
You don't have to worry about employment, text benefits, none
of that.

Speaker 2 (30:13):
It's a service that you're hiring. And for para legals,
for lawyers in their home country.

Speaker 5 (30:18):
It's starting at twenty eight hundred.

Speaker 2 (30:22):
If you want people, depending on how much experience you
need in.

Speaker 5 (30:26):
Sales starts, there goes up from there. The same with marketing.

Speaker 2 (30:31):
If you want an experienced marketing specialist, marketing specialist with
I don't known ten years of experience is going to
cost more than someone that has a year of experience,
But the starting point is two thousand, six hundred dollars
a month.

Speaker 1 (30:44):
Let's talk about training and onboarding. You know, every law
firm has different case management systems, different areas. How do
you bring in let's talk about power legals. How would
you bring in a paralegal and onboarding on a firm,
and what if the firm has its own onboarding processes?
You know, like it's not expecting a virtual staffing agency
is going to know the difference between litify filevine CLEO Outlook,

(31:10):
which is not even a case management system. But I'm
sure you know, just just going from like whatever systems,
they have no interesting intervention.

Speaker 2 (31:17):
So we have we have different mandatory trainings. So some
of the stranger just to list a few, you mentioned Outlook,
so we do have we train them on Microsoft Planner
Outlook to do, how to track and monitor task progress
Google Tasks.

Speaker 5 (31:37):
Just listing here, I feel that I have how.

Speaker 2 (31:39):
To draft professional emails, manage email, the importance of cybersecurity,
how to schedule appointments, how to keep your boss updated
and do it well, how to receive negative feedback, the
importance of confidentiality.

Speaker 5 (31:53):
I'm just listing a bunch.

Speaker 2 (31:54):
Of these courses that we have their mandatory how to
track and monitor task progress on Google Task to track
and monitor task progress, Microsoft Planner Outlook to do. How
we're these companies are the cultural aspect, and we do
have training on the major law firm management system so

(32:15):
Cleo and Cleo Growth we do.

Speaker 5 (32:18):
We have them several authors as well.

Speaker 2 (32:20):
It's all something we come up with two new courses
per month, so it all depends on the demand, right,
So Cleo.

Speaker 5 (32:28):
Is one of them. We train them, I believe we
have camp Legal as well.

Speaker 2 (32:32):
I don't know, I didn't get those details before this podcast.
But we have specific training, so we have all the
mandatory trainings that will take them a week, and they
don't have specific training. Depending if that person's going to
be assigned to immigration, personal injury, family law. We have
trainings that goes into different different areas of.

Speaker 1 (32:51):
Law, right, but they're going to be law firms that
have their own established systems and training and trainers, so
that I don't know whether there's no reason to train
people on outlook tasks if people are using a software task.

Speaker 2 (33:05):
Volume, if they haven't used the task too before, it
doesn't for a general idea because all of them are
so similar that it will ramp up learning another specific one.
Even if you use a different management system to learn
how to use one, you will the same with CRMs.
You know, like I've used Salesforce and then you know
when we implement a Zoho internally, we're like, okay, this

(33:27):
is very intuitive.

Speaker 5 (33:28):
So it's intuitive.

Speaker 2 (33:30):
But obviously if your specific platform, they're going to learn
while they're there, and there's videos, the videos that they
provide and we put together our client success team. They
put together a onboarding that it depends on you, like
teaching them how you like to communicate, teaching them about
your team members, teaching them who to go to internally

(33:53):
if they have specific questions, so those things. Think teaching
them about your culture, all of those things. And we
have a plan that we have if you have met
on boarded someone, we help you. We have a plan
in guiding. Okay, these are the things you know. And
if you don't have processes and procedures, guess what. While
you record a video and then let's have your new
assign vee to create the processes and procedures and how

(34:13):
you do ABCD.

Speaker 4 (34:14):
Your ideal client, like you said, is usually you said
you mentioned a few times a smaller firm, So with that, it's.

Speaker 6 (34:20):
Probably going to be a firm that maybe doesn't have
processes at all.

Speaker 4 (34:23):
But it sounds like your ideal client is someone who
maybe doesn't have processes in place. So you guys can
kind of go in with proposed systems and tools so
that your staff already knows which wants.

Speaker 6 (34:33):
To use and it just seems simple that way.

Speaker 4 (34:36):
Like the manager at large, I would imagine it be
a lot harder to bring in a via well good question.

Speaker 5 (34:43):
I would say our bread and butter is between.

Speaker 2 (34:46):
Like a solo up to about twenty five people law firm.
They can have processes and procedures, but we're helping them
that that's a leaving.

Speaker 5 (34:55):
They're all living documents, right, so we're helping.

Speaker 2 (34:57):
Them improve any processes and procedures that are related to
the vas that they are hiring from us. But I
would say, when you're large enough that you can hire
all this team to do in house, then staff is
probably not a good fit for you. But some clients,
we do have some large law firms because they see
a lot.

Speaker 5 (35:14):
Of the value how we've and screen our people as.

Speaker 2 (35:16):
Well, and they see a difference. They always say that
they see how higher and it is to work with
us and the type of quality of the professionals that
we offer.

Speaker 5 (35:26):
So some law firms they're large, they only they.

Speaker 2 (35:29):
Don't use all of our coaching support, all of our
HR support. They say, you know what, I don't need that,
but I don't have a psychologist in house.

Speaker 5 (35:37):
That part.

Speaker 2 (35:38):
Yes, they can meet with the psychologists and work on
their mindset and something.

Speaker 5 (35:41):
Shows up I want to know. But the size of firms.

Speaker 2 (35:44):
That see the highest value in staff is if you
don't have the means to hire all of that support internally.

Speaker 5 (35:49):
So that's why I see small law firm owners. So
from zero, from one to twenty.

Speaker 1 (35:54):
Five, let's talk about you have another product called stat
be Live. You know a lot of people complain about
third party answering services that they aren't doing a good
job networking. Closing. By the way, I don't even want
to get into voipe phones our phone system right now
from ring Central, Yes Central, they're down. And so there's

(36:16):
one damn call coming into my damn firm right now.
Not much makes me angry.

Speaker 4 (36:21):
I'm on the podcast and I'm talking to seeing Lauren
and and so.

Speaker 1 (36:24):
I'm so so anyway step getting back to uh, but
you gotta we use smith a I currently. But let's
talk about third party answering services and and why you
got into staffy Live.

Speaker 5 (36:38):
Okay, that's awesome. So we come from a background myself, and.

Speaker 1 (36:42):
I'm awesome by the way you are. You're awesome or awesome,
probably lowsome. I'm all of that. And I'm wholesome too.
Actually I don't sound wholesome, but I'm you didn't look
at that look in your face, that was like a
non believing Look, I'm wholesome, you know, I'm looking at

(37:06):
rock cattle, not you DNA that first. Yeah, that's funny.
I take that personally. I'm lost.

Speaker 5 (37:14):
Stop by Anti next week. I'll give you a loss
on bag.

Speaker 1 (37:17):
I want a loss some bag. That's fine. Is it
worth it for me to come all the way down
there for my lossom bag?

Speaker 5 (37:23):
Yes? Please, you're gonna have gum.

Speaker 1 (37:25):
You're gonna have gummies in there?

Speaker 5 (37:28):
Maybe?

Speaker 1 (37:29):
Are you? Maybe?

Speaker 6 (37:30):
Gummies? Bills?

Speaker 5 (37:31):
Are you will or you will? I have to get
my card first.

Speaker 1 (37:37):
I'm not taking any I'm not taking any of them.
I don't have my cards yet, but I will get
my card s Yes, anyway, let's go back to the
thing we were talking about. Anyway, it just got lost.

Speaker 7 (37:46):
So our clients started looking to us asking for what
could we do to help them with answering, either off hours,
after hours, weekends, or during the whole day because they
couldn't have four the full time receptionist or intake person.

Speaker 2 (38:02):
And we started looking to everything that is out there,
the competitors, and.

Speaker 5 (38:06):
Because we thought of oeming white labeling them and reselling them.

Speaker 2 (38:11):
But because of our background, our CEO and myself were
co founders is in high tech and telecommunications. We thought, okay,
you know what, we see how the services are doing,
and they're doing okay, but they're not doing great.

Speaker 5 (38:25):
None of them. We did a lot of mock calls.

Speaker 2 (38:27):
None of them went beyond answering and being polite, and
they never they were never concerned about closing the deal
for the law firm. They were never concerned about truly qualifying,
putting on the schedule those qualified, paid consultations, or none
of them were trying to get retainers signed because I
know that's very important for personal injury.

Speaker 5 (38:48):
During the first call.

Speaker 2 (38:49):
So we thought, okay, with our sales background matching with
our high tech background, let's create a service that will be.

Speaker 5 (38:57):
Only for law firms, exclusively for law firms.

Speaker 2 (39:00):
None of the services out there exclusively for law firms either.
And let's charge last too. You know, let's do every
something that will help the law firm, not only those
that can't afford the full time person.

Speaker 5 (39:13):
During the day, but use us as disaster recovery.

Speaker 2 (39:17):
You know, when your people are out of line, sure
they're sick, you're short staffed, or after hours, because you
should never miss a call, right they're calling or weekends.

Speaker 5 (39:28):
So that's when we came up with Staffie Live. And
this service is say nine months old now and it's
been very successful.

Speaker 2 (39:36):
So we are we right now have about let's say
seventy law firms using Staffy Life.

Speaker 1 (39:42):
How many seventy that's good?

Speaker 6 (39:44):
Wow, And with nine months that's incredible.

Speaker 2 (39:47):
Yeah, because we had our existing client base as well
that we tackled, but yeah, and that is growing a lot.
We offer as part of the service, we have live coaching.
So let's say there's a call coming in and while
I'm struggling or what do we do here? We have
coaches that are listening to the calls live and coaching
the the the agents, the specialists in how to handle

(40:11):
with those objections or what they have to do next.

Speaker 5 (40:14):
And all of our we.

Speaker 2 (40:17):
Do the same vetting and screening process for staff Live specialists.

Speaker 5 (40:21):
Than we do for our staffing. So it's it's very good.
It's a big differentiator.

Speaker 2 (40:26):
You know, all of the experts, the ones answer in
the phone, they have they are trained in law, they
have depending on you know, they have, they have training,
they're highly empathetic, they come from a background in sales
and customer service.

Speaker 6 (40:40):
So it's holding rate percentage, you know, I don't.

Speaker 2 (40:44):
Have that number, the closing rate percentage not, but it's
definitely our clients.

Speaker 5 (40:48):
Have been shappy. We have been improving as we go.

Speaker 1 (40:52):
Yeah. By the way, I've used virtuals to do sales,
and I've found that for criminal I mean, I'm just
gonna make it, it's very, very different to do that.
I've had services that have tried to sell me that before,
and I compare what we do with the conversion rates
because there's such a even with our Hispanic clients, there's
such a local lies knowledge of a lot of stuff

(41:15):
that you need to do to really close it. I
have a non lawyer team that does my sales, but
I've heard that it's especially effective in bankruptcy. I've heard
in some like like definitely PI when it's a Hispanic market.
I've heard that to close and get a contract. Can
you tell us which you can also push back and

(41:36):
tell me I'm wrong, But tell me what areas of
law that you guys have really found them to be closers.
I'm not talking about intake people. I'm talking about like
sales as they're closing it, because taking an intake is
not always the same as sales, right, you can take
an intake. Closing is different and you can do both.
You can have someone that does both, but it is
a different skill set, you know, being empathetic, but then

(41:59):
getting them to sign the contract and criminally you got
to get them to pay the money. So it's that's why,
that's why virtuals for us is very difficult. You can
get someone from Columbia, but it's like, even if we
can my price range, you want a higher price, It's
not always going to be a cookie cutter. Like, it's
not like contingency agreements, hey, or five hundred dollars down
bankruptcy or a thousand dollars bank. It could be five

(42:21):
grand down, or it could be five hundred down, but
normally not a mid thousand, but it could be twenty grands.
You got to you got to be able to like
know a lot of shit in order to get someone
whos gonna pay you a lot of money.

Speaker 6 (42:32):
So just a piggyback really quick.

Speaker 4 (42:35):
Like for example, you know, many law firms, especially PI,
they have in like markets like California or Florida, New York,
they have a Spanish content either converted through like a
plug in or they actually create content just for the
Spanish market and have dynamic phone numbers. So it's interesting
that if you don't have a Spanish speaking staff or
attorney or intake right at cakes, maybe hire a virtual

(43:00):
stent just to take on all of the Spanish the
leads that come in, because people do spend quite a
bit of money both on the content and advertising just
because Spanish.

Speaker 2 (43:08):
Yeah, so all of the specialists, they are bilingual, by
the way, so they can immediately switch from English to Spanish,
to Spanish to English. Yes, you know what you're saying
is yes, law firms that don't have Spanish speaking that
can use us for that.

Speaker 5 (43:23):
But you can use us even if you do have Spanish.

Speaker 2 (43:26):
Speaking because your staff will finish working. They will end
working at six pm, five pm or so. You know,
so in order to not lose any incoming opportunity if
you're missed missed calls, I always say, missed calls are
missed opportunities, right, So answering right.

Speaker 6 (43:43):
Now, build us one are them or respone systems down?

Speaker 4 (43:46):
Yeah?

Speaker 5 (43:47):
No, I no, that's terrible. Yeah.

Speaker 2 (43:50):
Yeah, So using us also as disaster recovery, as I
like to say, you know, like after hours, weekends and
to augment.

Speaker 5 (43:59):
What you already have.

Speaker 2 (44:00):
So if all of your receptionists are busy, don't let
the client leave a voicemail because then they're already looking
for the next.

Speaker 5 (44:07):
Law from the call or answer them even if it's
light receptionist.

Speaker 1 (44:11):
We have four virtuals. Can you believe that perception? That's
how that's something?

Speaker 2 (44:16):
Or onys and part time and sometimes they're all busy
and sometimes.

Speaker 6 (44:21):
Yeah, no, it's still it happens. We still miss the
call like it.

Speaker 1 (44:25):
Can happen only when staffy live will come handy. Yeah,
So tell our audience like what that works, Like how
much do they charge and is it per minute per
calls or whatever? Give us an idea, Give our audience
an idea.

Speaker 2 (44:38):
So it's uh, it's per minute, and it's a dollar
and forty nine per minute. We don't charge whenever people
are calling to advertise, we don't charge those if you
ask us to follow up, because there is We've built.

Speaker 5 (44:53):
An in house software. I'd love to show it to
you one day that shows all the data with a
heat map and.

Speaker 2 (44:58):
Everything of the callers and when you're getting the calls
and what are the calls.

Speaker 5 (45:01):
About and from the platform. You can also start engagement.

Speaker 2 (45:05):
You can ask us to reach out to a client,
get documentation or what have you.

Speaker 5 (45:10):
We won't charge until we get that person on the phone.

Speaker 2 (45:13):
So we'll do all those outreaches or send a text
message or what have you. We will only charge when
we get to the to the on the phone with
the person. So I know a lot of our the
competitors they charge more and they also charge.

Speaker 5 (45:27):
For and you have like brackets that packages you have
to purchase with us. It's very simple. A lot for
a nine a minute, if you use ten minutes, you'll
pay ten minutes.

Speaker 1 (45:37):
Yeah, that's good to know. And you definitely have an idea.
By tracking, you can kind of gauge that over time
what your expense is going to be. So that's kind
of cool.

Speaker 2 (45:47):
It's not, you know, depending if you have a super
high volume or we've done some.

Speaker 1 (45:51):
So my question was not from the answering service perspective,
but what areas of law do you think that your
people are best at selling and closing and getting money
or contracts.

Speaker 2 (46:02):
We're very good and qualifying for immigration and family law.
We're definitely growing our expertise in personal injury. You know,
for the staffy life service. We have several you know,
I don't even know, like thirty, forty or fifty. I
don't know law firms that are do personal injury for
staff in general, but for staff life we're definitely growing.

(46:24):
We don't know the number, but at least fifteen our
personal injury.

Speaker 5 (46:28):
So as more the more that we learn and the
more that.

Speaker 2 (46:31):
The client wants to work with us and educate us,
the better we get because we know what exactly you
need from us.

Speaker 5 (46:37):
And we have.

Speaker 2 (46:39):
Sales coaches that will jump in that will help, they
will train those those agents. I come from a sales background,
so all sales, my sales team has been trained by me.
And that's how it is. We're always growing, evolving. We
learn with our mistakes. We're very big into learning from
every single mistake and not deflecting or not acknowledging it.

Speaker 1 (46:59):
Sure, does your company operate on a business system?

Speaker 5 (47:03):
Yeah, we have several platforms. I mean the platforms that
we use internally.

Speaker 1 (47:07):
No, not software, but like a business system for example
traction or strategic coach or internal operating system business system.
Do you guys have your own business coach yourself as
a company CEO, you and your husband. Do you guys
use any systems internally have a business coach for yourself
to build.

Speaker 6 (47:27):
A culture coaching like the EOS or whatever.

Speaker 2 (47:30):
So we use Zoho for everything, us platforms for hiring and.

Speaker 6 (47:35):
No, he means more like a lot of lawyers do this.

Speaker 4 (47:38):
Sometimes they hire personal business like just coaches, and sometimes
they hire systems where you bring in like a system
that sort of it's for operational side. It's not really
the marketing of sales, it's overall operations.

Speaker 6 (47:50):
And also company culture. So Bill's big on that. A
lot of lawyers are, so I think that's what he
was asking.

Speaker 1 (47:57):
There's actually a lot of companies that are finance companies.
There's a lot of people that just obviously there are
different names have consultants that maybe used. So it's not
just legal field.

Speaker 2 (48:06):
There's a lot of CRMs that are very that you
can a lot of your operations can be done from.

Speaker 5 (48:11):
A CRM as well. That's what we do and we
use Zone.

Speaker 1 (48:15):
Yeah. Zono is like a train mule, right, and it's
got like other systems that are built into everybody, like.

Speaker 5 (48:21):
The finance, operations, the sales.

Speaker 1 (48:25):
But who put who helps your company put all that
together that you.

Speaker 2 (48:29):
Yeah, and we have ae of developers in house. We
built we built.

Speaker 5 (48:34):
Our own software as well, and I had ones.

Speaker 1 (48:36):
Right, So for example, who helped you develop your internal vision,
your culture values? You know who helped you with this
kind of stuffs?

Speaker 5 (48:44):
Met and I a co founder.

Speaker 1 (48:47):
And I your co founder and your husband, yes, business partner? Yes,
that's yeah? Is he lowsome?

Speaker 5 (49:04):
I would think it is only awesome?

Speaker 1 (49:07):
Smart, Roquel? Smart? But we got to go. We've got
a happy hour we got to attend to or late.

Speaker 5 (49:13):
But you're so you have a happy hour.

Speaker 2 (49:15):
I'm over here, then you can.

Speaker 1 (49:23):
You guys are in a happy hour. And Roquel, you
might have clients you can give to her. So you
guys should a cup. Yeah.

Speaker 5 (49:29):
Sure, we're going to see each other during until.

Speaker 6 (49:32):
Because Bill is going to give me a ticket.

Speaker 1 (49:34):
Pet Roquel. Roquel is more interested you guys invest in
your own company. I'm not giving you a ticket now
in your company.

Speaker 6 (49:41):
But Bill, but Bill, I'll wear this when I go.

Speaker 1 (49:44):
Yeah, we really need to have you wear that so
we can. Can you bring a cop bring one? Look
look at it, Roquel, she can't read it.

Speaker 6 (49:51):
It says that quote.

Speaker 1 (49:53):
It's more effective when.

Speaker 4 (49:55):
Your litigation goes to ship to describe a bad lawyer,
crap lawyer, ring, or legal process gone terribly wrong.

Speaker 6 (50:02):
Example a definition and sentence. We're in deep shittigation right now. Shittigation.

Speaker 5 (50:08):
Shittigation. Wow, we invented that award.

Speaker 1 (50:12):
And I paid a lawyer, so it's trademark. It's hard
bring her a shirt.

Speaker 5 (50:17):
Short, but it has to be girls size, Like you know,
I don't know how many for me again large.

Speaker 1 (50:23):
We haven't sold them yet. By the way, we just
haven't really marketed yet.

Speaker 6 (50:27):
I don't get me.

Speaker 1 (50:29):
I'm not paying thirty five hundred dollars to show up
at NTL this assumed. But you know it's funny. I
am curious everyone who watches that likes it because Roquel
lawyers have so many shittigation stories like out of client
take the stand, he was supposed to shut the fuck
up and then he emits the crime, like now he's
guilty and he's in prison. I don't but like, no,
there's stories like that all the time. Or like you

(50:49):
have a family law client and they now we don't
do family law. They lie about like their income and
then they get busted on the stand, or what is
Dina doing anyway. And then or like PI clients that
didn't tell you about the nine slip and falls I
had in the past, So like there's always these stories
lawyers complain about. So I came up with a shittigation
I came up with seven years ago, and I still

(51:11):
haven't done anything with it. Yeah, I have v NEX.
Yeah we'll get her a v neck. But it's funny
because whenever I wear them, people laugh and I'm like,
I want to buy one of those, but I don't
know how to execute and make money. So I need
you and your husband to do that for mom.

Speaker 5 (51:26):
Right, Well, can talk about some of that during NTL.

Speaker 1 (51:29):
I'm not going to NTL. I'm going down there.

Speaker 5 (51:34):
Confusing.

Speaker 1 (51:35):
No, but I'll tell you I will send the staffy
thing to Jane and I'll set whoever you want up
with her. We live with VAS. Honestly, it'll be hard
to push my leadership team. I have seven on the
leadership team, but I'll put I'll ask them. I don't care.
And then regarding the answering service, I had Genesis slack
Gene my firm administrator, not the CEO. About the one

(51:56):
forty nine unit. I'm not really thrilled with the Smith
day on anyway, So, and I don't your people are
not gonna right, what did I just do? No, No,
I don't. I don't give a shit to my opinion.
They can't sue me, and if they could sue me,
that'd be fun as fuck, because that'll be great. I'll
get attorney fees because it's false defamation. I'm serious problem

(52:17):
with Ring Central. My phones don't fucking work, and Smith
that I lots of problems. So anyway, I'll setch up
with that. I know, like you did like to do
podcasters and get business from your podcaster, but I'm not
like that. But you're awesome. That's why I brought you on,
and I think we'll be friends actually, so, and you'll
have people that will need coaching. I'll probably be the one.

(52:39):
You'll be scared of me though, because I'm a reverent,
but they'll be the client I have coached. And my
client just gave me an eight hundred dollars bottle of
wine because I fired them. Two years ago. I stopped
coaching because I wanted to get fully on board with
my practice again, and then I hired a business developer.
So now like I'm doing Mastermind here in Orlando with

(53:01):
eight lawyers, and I'm starting to get back into it
because I facilitate all over the country. I used to speak,
I spoke at FILEVIEM Max Law, I spoke at several
large conferences on the stage, but I stopped all that.
So and I don't want to be a conference whore.
I hate those like I'm not into going down to NTL,
the fact that you've got to go down there. I
don't want no offense to you either. No, I don't.

(53:25):
I just don't like them. I don't like it. It's
not my style. But I do like going, and you know,
i'd rather I don't mind paying to go, but like
i'd rather meet someone in a happy hour. But I
always want to go to something that's of value. Chris
invited me to his, and uh, I got value out
of it. And you know, but I got to meet
you and I got to meet some people lad. But

(53:46):
you know, I don't want to feel like I have
to earn a living to do that. I'd like you
to all to be word of mouth. So I have
people like you that actually have asked me and said, hey,
I got this client. I think they can handle someone
like you. Was very direct, very mindset driven. We'll cut
through their shit because I facilitate a lot. Then I
you know, like and I just have a list and
you know, you know everything's timing right. So when I

(54:07):
go back and go, hey, they still want to coach,
I have one already, but I haven't done that. But
I have a plenty, even my EOS coach who's seventies,
like Bill, get your certification because I'm going to be
retiring eventually, and there's two or three clients. I will
love your ass because, as you know, a coaching you
got to feel a connection and I'm really good at
getting in. But I don't want to do that. I

(54:29):
don't want to do the scaling thing raquel where you know,
like I'm really struggling because I've been taught over time
don't do don't trade your time for hour. So that's
why you have all these subscriptions. But I might go
back to time versus hour if I'm not really done
in the day to day stuff in my firm, and
I could do it for fun and then transition out.

(54:49):
I might do it because what do I care? At
that point, It's better than it's better than social security,
no stress. One employee and basically, you know, I don't
have to go to a conference and like, you know,
I just I'll get clients organically, so and a.

Speaker 2 (55:03):
Grateful feeling right because you can do you can see
the result of your impact.

Speaker 1 (55:08):
One hundred, which is why I wanted to become a
lawyer in the first place. Now I'm a business person.
So the closing of the career, you hit it right
on the nose, is getting back into that personal fulfillment.
And at a thousand bucks an hour, you know, like yeah, wait, wait.

Speaker 6 (55:24):
Wait, wait, a thousand bucks an hour. I'm getting certified
with too, mean a thousand bucks an hour.

Speaker 1 (55:28):
I spent seven hundred and fifty thousand dollars in self
development and that's no bullshit. So you know, basically six
sigma certified EOL approach. Yeah, I'm black belt, so which
toh my god, that's useless though I hate it. So
I know the stuff I found is way more about
like breaking down people's mindset, like rock Quel is the

(55:50):
type of leady that can do that too. That's why
I liked you. Like your experience. You can see through bullshit.
And you know, everyone tells themselves lies because we all
sometimes lie to ourselves right, and then you figure out
what the lie is, break down the ego, and then
you give them the advice and they're lucky for it.

Speaker 5 (56:06):
Hopefully they won't punch.

Speaker 8 (56:07):
You have to learn, have to learn how to It's
an art, right, It's an art, the truth, but in
a cheese flatter.

Speaker 1 (56:19):
Yeah, exactly, I want to do it.

Speaker 5 (56:22):
And then you're like yes, yes, yeah, yeah yeah.

Speaker 1 (56:29):
Although although there is a technique where you slap them
in the face, they hate you initially, they do, and
then they come back to love you because they realize,
like how that happened. And sometimes there are some people
that need to be slapped in the face I mean
verbally so that they really get the kick in.

Speaker 4 (56:49):
All the time, I say you learn more from ass
and I say asshole loosely. I don't mean toxic abusive bosses.
But you learn more from asshole bosses than you do
some nice ones.

Speaker 6 (56:59):
That's one thing I'll say.

Speaker 4 (57:01):
A lot of who I become in terms of being
more organized and more structured and my better qualities and
business has come from working for people that.

Speaker 6 (57:09):
I hated at the time. So I do believe that
I work I.

Speaker 4 (57:13):
Do well when I get slapped in the face. Sometimes
we all get complainted a bill.

Speaker 1 (57:17):
Our new generation is not like that, but there is
I agree, but there is a biblical turn iron. What
is it iron? Rock? Is it iron sharpens iron? Iron?
But that's not really what I'm talking about. I think
more like, yeah, so I'll give you an exact example.
I got to go, but I'll give you this example.
I was facilitating a mastermind. There was a lawyer that

(57:39):
just hit an eighteen million dollar verdict. He's an amazing lawyer,
great guy, a guy that may be at NTL for years.
He can't delegate because rightfully speaking, it's very difficult for
him to find someone to train to be himself. It's
not easy finding a lawyer that has the ability to
have emotional But you could put him in a school,

(58:01):
but it's an art form. Like John Morgan says, you
can't teach hungry, and you sometimes can't teach trial, but
you can find them. Yes, you gotta have an open mind.
You can always find someone. But the point is is
that he didn't really want to, and so he would
come to masterminds for years and just fight everyone. And
I was thinking, but he's still coming. So what is

(58:21):
he coming, Is he coming to get business? No? Right,
So there was a guy sitting next to him, By
the way, Sarah Frasco, is me a lot of money?
He's a business coach. Because what happened is she was
sitting and observing it, and the guy next to him goes, oh,
I'm a pi lawyer. My dad was like that, and
my dad was like this great trialer. And I started

(58:43):
asking him like, well, how was it growing up with him?
Basically his father was an asshole and you know and
ended up you know, issues and all this other shit. Well,
this guy who was a trial lawyer lost his first
marriage and then had you know, with his kids. He said,
you know, it wasn't involved like your dad, Like I
was a little bit, but then it was like marry
younger wife. Right, that's a plus for him having new

(59:05):
children maybe a plus for him or not. But now
what he's going to repeat the same thing because he
can't let it go. He's going to do the same shit.
So at some point he's fighting with these other lawyers
who are just business owners because deep downside he doesn't
respect them even though they make more money or as
much money. And so I just the slap in the face.
Was I turned the guy next to him whose father
was like that, and I had them talk to each other,

(59:27):
father son to fake father. Tell him how you would
tell your father how you felt growing up in a family,
and you know, and was powerful because this guy is
a PI lawyer, but not the same trial or his
father was father's better. But so he's talking to his dad,
so he's crying when he's fucking to him. And I
made the asshole who's not really an asshole because a
great trial or I love the guy. Listen he wasn't

(59:50):
an asshole, listen to the guy who was son. After
that was done, I then turned to him. I go,
you get it right now, tell me how you get it.
He goes, understand that I'm gonna lose, blah blah, blah
blah blah. And then I said, and also, this is
the slap in the face part, was you don't respect
this guy that generates nine ten million dollars a year.

(01:00:10):
He's not a trial lawyer. So when he's talking to you,
even though he's got a lot of wisdom, you don't
really care what he says. And you're what we respect
about you is you're rude enough to kind of tell
him that. But what's underneath all that is that you think,
as a trial lawyer, you know everything, but which is
more important to you? Losing your wife who's twenty years

(01:00:30):
younger and hot. Yeah, that's how slapped him in the face.
And you have two young kids and you can repeat
the same mistake, or maybe you should just sell your
fucking practice. So he sold his practice the next year,
and now he tries cases for all the lawyers and
he's happy. He's he's happy as hell. He comes in,
tries cases, gets paid, moves on, has no staff, no overhead,

(01:00:51):
and sold his law firm for a lot of money
because he had a really good business coach who he
didn't have systems, but he had cases. And he sold
a lot of the cases and sold the firm and
moved on with his life.

Speaker 6 (01:01:03):
So after your advice.

Speaker 1 (01:01:05):
It wasn't just mine, but I think it was me
putting the two of them together, the father, the son
who had a father that was kind of like him.

Speaker 9 (01:01:13):
That's pure psychology right there, right, That's what I'm saying, Bill,
the limiting beliefs because the guy was limited because oh,
you're not a trial lawyer, you have nothing to offer
me when when everybody has something to offer.

Speaker 1 (01:01:27):
Right, Yeah, So I mean, o kel you know that.
So that's not like slapping in the face, like being
an asshole. It's just being very very.

Speaker 2 (01:01:35):
You were a very smart and how you awakening and
the role playing was a genius idea.

Speaker 1 (01:01:40):
It was helpful. So it's just I think, you know
you you have a psychology background like I do it,
but it's also really important. That's one of the things
about your company I think is awesome is that you
understand that people need constant coaching. Americans also are lost generation,
the younger ones, I mean, and so coaching is more

(01:02:01):
effective for them because, as Tina said, you know, there's
a more of a sense of entitlement.

Speaker 6 (01:02:06):
But coaching, do you want to feed into that? Does
that help society? Does it help the word culture to feed.

Speaker 1 (01:02:11):
Into that culture? Coaching doesn't mean entitlement or or or
listening and being super soft. Coaching can be you listen
and you direct and you.

Speaker 5 (01:02:22):
Teach, yes, honest conversations.

Speaker 1 (01:02:25):
Yeah. So, oh, you know, I didn't ask you what
is your favorite book?

Speaker 5 (01:02:29):
I'm terrible with remembering names of books. To be I'm
going to be totally friend who reads Bill.

Speaker 2 (01:02:36):
The book that I'm currently reading right now is is
Oh gosh, it's the Self Starting Child is to help
my daughter be a self starter And oh.

Speaker 6 (01:02:48):
My god, I love that.

Speaker 5 (01:02:50):
Yeah. How does your daughter recount? She just turned nine.

Speaker 4 (01:02:54):
I'll have a nine yearl too. Oh yeah, a good
age you're saying to start reading that book.

Speaker 2 (01:02:59):
Yeah, I mean, in any no matter what age our
child is in, is a very good I love that.

Speaker 4 (01:03:06):
I think that is more important than you know, are
they on the honorable you know, to have that type
of mentality, which I assume the book does. Our favorite
book is Tiger Tactics.

Speaker 1 (01:03:17):
That's my book, but here's my cell phone. Text me
to link to that book because I think that's good
to give to young lawyers. We've got young kids.

Speaker 6 (01:03:24):
Yeah, that sounds like a great book.

Speaker 1 (01:03:26):
Yeah.

Speaker 2 (01:03:28):
I'm constantly growing as a business owner, as a CEO,
as a woman, as a mother, So there's a lot
of self coaching to be done in self development.

Speaker 1 (01:03:37):
Yeah. So recent book I read which is very popular
is Dan Martell Take Back Your Time. There's two concepts
in that book. The rest you probably won't be useful
to you unless you want to keep trying to find time.
But you already understand that because virtual staffing is all
about that. But there's two points in there that you
should pick up the book. One is the coach concept

(01:03:59):
and one is the concept. If you buy that book
and read the coach concept and the care concept, it's
really really cool and maybe you know something you can
even I don't know if culturally, I don't know, but anyway,
it's good for you and your internal team coach and
care concept. What do you mean?

Speaker 4 (01:04:15):
The whole book sounds great for her because for herself,
to these people that hate to delegate and want to
buy back their time, that is.

Speaker 2 (01:04:21):
The biggest no, no, no, no, yeah, yeah.

Speaker 1 (01:04:24):
I understand that, But I'm just saying for you internally,
for your team.

Speaker 5 (01:04:29):
Chapters.

Speaker 1 (01:04:30):
And just so you know, my boys they worked full
time in NYU. I remember, I have to ask them.
And they didn't do like cookie cutter jobs either. They
went to that school and they didn't have to tell
their mother or father, like, they just got jobs in
finance and they worked. And then they came out of
that school. They hate that school and they hate all

(01:04:50):
the liberalism in that school, and they're like, we went
to that school. We watched all this bullshit stuff that
went on with these kids on scholarships didn't work. These
rich kids, rich kids, it didn't work. There was occasionally
some kids in there that had to really work their
way through school, and they were friends with those kids,
but they just laughed because they were like my jobs.
My son's first job was like walking dogs and he

(01:05:14):
I was like, what the fuck? I said to him,
why are you doing? Rover? And like within a month
he's working for a hedge fund and he could have
done it himself. But he's like, Dad, I just got
here just trying to find a way to make no, no, no, no,
you work for a hedge fund while he was in school.
And both my sons worked for hedge funds and banks
and lending when they're in school. But my point is

(01:05:36):
that book that you said. I'm very passionate about that
because kids of lawyers, you know, like professionals, get to
be soft and parents struggle with their own internal guilt
because they're struggling. They don't have staffing. This is why
that's all relevant, Right, They're struggling, They hired, they don't
know how to hire. They come home, then they snap
their kids, Then they feel bad about it, and the

(01:05:57):
point is then the kids are not getting then they
don't do it then with their kids. Yeah, and then
they make it up by buying gifts and on vacations.
But that's not teaching your kids. So I want that
link to that book.

Speaker 6 (01:06:10):
Yeah, as do I.

Speaker 2 (01:06:11):
Actually I also we want to raise people who give
like humans who are distant and give.

Speaker 5 (01:06:19):
Value to two things. Right, that's basic, give.

Speaker 2 (01:06:22):
Value to things, and also very important on the book
is help them.

Speaker 5 (01:06:30):
It talks about how capable of.

Speaker 2 (01:06:32):
Making decisions a nine year old is and how much
we micro manage them and we tell them how to
do things, and if they had the information, they would
be able to do good decisions.

Speaker 5 (01:06:43):
They know they have common sense.

Speaker 2 (01:06:45):
But they don't have the information that we have. So
it's to help them by being a consultant parent. And
it's like I'll give you the pros or give it
the cons and then you it's your life.

Speaker 5 (01:06:55):
You're going to make the decision. So that's why like that.

Speaker 6 (01:06:59):
I love that if you believe her in that. My daughter,
I have two when they're polar opposites. I know my
younger one's probably.

Speaker 4 (01:07:05):
Gonna need more assistance my older one who's nine is
incredibly independent. She was just almost born with this innate
like ability to She's very mature. I'm going to be
forty in a couple of weeks. I feel like she's
more mature than I am, and she's incredibly.

Speaker 1 (01:07:21):
Probably true, that's probably true, Ue. But Roquel's daughter at
nine has a virtual assistant that's scheduling her playdates for her.
So Roquel doesn't have to do that anymore.

Speaker 5 (01:07:33):
Now, Yeah, no, look at that.

Speaker 1 (01:07:35):
But I.

Speaker 2 (01:07:39):
Bring my daughter to some events like she's going to
be setting up the booth with us.

Speaker 5 (01:07:43):
I love that, and she loves it.

Speaker 2 (01:07:47):
And whenever she's out of school, if there's an event
during vacation, she will come and she will help sou.

Speaker 6 (01:07:54):
She will setting her up for success one hundred percent.

Speaker 7 (01:07:57):
That to me is I mean valuable, the whole cuteness
to the booth.

Speaker 1 (01:08:02):
So you know what I did. I brought my sons
to work for a reason. I didn't want them being
lawyers like all my all my other friends are selfish.
They want their children to come in and take their practice.
Maybe they just love their kids when I don't know.
For me, I gave my sons the worst boring jobs
at the law firm, and they're like, yeah, the finance.
They think being a lawyer is like, you know, like

(01:08:26):
folding envelopes for direct mail. When I first started, did.

Speaker 5 (01:08:31):
I give them the truth? Then?

Speaker 1 (01:08:33):
I just started, well, no, the truth is you got
to get clients first and you got to get the
direct mail first to start there. But Roquel, I will
tell you right, I didn't really give them the full
truth because I was like, because the real truth for
me to watch me try a case. But I wasn't
really interested in them following my career path. I mean
that they're going to figure it out. They figured out
on their own anyway, but like they just look at

(01:08:56):
law that like I just don't want to do that.
And my thing was like they're not really service oriented.
They're more moneymakers. So they're really, hey, they need to
be in finance, not in law. You and I have
a service base, like rock Hell, we want to indean
in these two. So yeah, but anyway, we didn't have time,
but never officially stopped the podcast. Well we gotta go,

(01:09:17):
I'm late, all right, Well thanks for listening.

Speaker 3 (01:09:24):
The lawman wants to hear from you, So if you
have any questions, give a shout out follow him on
Instagram at Bill's a Lawman. You can also visit the
website at www dot Thelawman dot net and on YouTube
at Bill the Lawman umanski and there'll be placed there
where you can ask questions, and if you have any
questions about your business or anything, just hit them up
and we'll try to get an answer to you. We

(01:09:45):
try to bring the best advice that we possibly can,
and if you thought it was good, talk to your
friends and we'll see you next week