Hiring PTs With Heart: Why Storytelling Beats Job Boards

0:03 How cool that effect was. Wasn't that great? That was so amazing. Super cool. Will Humphries, back on the show. You know, I prepare. You're a podcast host now. Let's talk podcaster to podcaster. Yes, do it. And this wouldn't have been a thing to talk about four years ago, but now lots of people have podcasts. Yourself included. The Willpower Podcast. Boom. Already. Eighteen seconds in. We've already got the mention. Good. Get out of the way. I feel like the call to action is already there. This has been a home run. No, I appreciate that. How much or little do you prepare for an episode? Or does it matter what the topic is? Does it matter who the guest is? Does it matter? It matters to me. Absolutely. So it depends on the person. Absolutely. There are people like you that I don't want to prepare.

0:45 Yeah. If I've got a Jimmy McCain, then, and by the way, I want you on my show. I think it's fantastic. And I think it's one of those things where like, it's more fun to get into the moment with people who are top of mind thinkers. There's also some really brilliant people, as you know, who just need time to prepare. And those people I like to prepare. Yeah. as a way of helping bridge that gap. So I have, if I have a guest coming on with a complex topic, I know nothing about, I'll typically do more research. If I've got a Jimmy McKay, one of my favorite people in the world who I know can just speak brilliance, then I don't like to, cause it actually ruins it. So yeah, that's how I, that's how I approach these things. Just so we're clear, I prepared zero for Will today. And my preparation is like a little, like, you know, it's a little, you know, I used to prepare crazy amounts and then I was like, okay, I know what I, I know what I need enough to get enough.

1:34 I think I'd be offended if you prepared. I think I would literally be like, dude, you know me. Let's just roll. Let's kill this. I probably should have had the dates of the thing we're going to talk about. But I've got you. You know the dates. Who cares? There's my source. That's right. So wait. So what's new? I literally just want to ask what's new. Because you're like me. Whatever you're doing now is different than what you were probably doing six months ago. And you're probably doing something in the background now that six months from now we'll have another reason to talk. But what is now? What is the present? Yeah. My whole focus now is virtual assistants that I don't know if that was last time we talked or not. Have we talked about that? It was the last time we talked and it wasn't really a thing in the world.

2:15 Like it was a thing in the world, but it wasn't as big of it. It wasn't, Yes, I had four other companies. No kidding. I had four other companies. Thirty second background for people are like, who is this guy? I am a physical therapist, used to have a private practice, really sucked at it, got a lot of coaching, got decent at it, sold that thing for seven million in twenty eighteen, started four other companies. Three of them became multimillion. almost had a heart attack, decided virtual assistants was the future for me. And that was just a year and a half ago. And since that timeframe, that is my entire focus is helping virtual assistants offload every non-clinical role in a company. We have over a hundred and fifty clients across the country, over two hundred and fifty virtual assistants working for us.

3:00 I'm going to Tokyo in like three weeks after Christmas to go be with them for the next year's strategy and planning. It's this thing is has totally just taken off. It has been by far the coolest thing I've ever done since becoming a physical therapist. Virtual rock star. Virtual rock star. You're leaving out as you're as you're. Sidekick marketing director, you're leaving out a big chunk. You're sort of stealing a page out of Bombas or Tom's Shoes because the people you're employing to do the work, the people who are paying you are getting a deal. Yes. So they're getting good work. It has to be quality first. Absolutely. Got it.

3:41 They're getting it at a rate that they're like, oh... Oh, okay. Yeah. No, this is a good rate. The quality is better than the rate. So there's a good ROI there. I can tell you the exact numbers if you want. It's incredibly useful because compared to an American employee making an hour, what they would pay to hire one of my people will save them a year of profit. So that's the savings. They hire a virtual assistant and it's the second fastest growing trend in healthcare, right? So what's interesting is virtual assistants are coming in. Most PT, OT, SLPs are slow adopters of technology. So many people initially are like, I don't know if I want to get that outsourced feeling to my clients, not realizing how different this is.

4:30 And so here's our big secret, Jimmy. We pay our VAs a lot more than my competitors. Not only my specialized. Yeah. So we pay them two to three times what they would make for most. So my margin is ten to fifteen percent. I'm telling you on a podcast with my profit margin is. And why? Because I want to pay those VAs as much as possible so that my partners in America, like it's almost like an avatar when that they get on the horse and they bond. Or like if I can create the, yeah, that like the hairs come together. Like if I can get the PT owner, OT owner, SLP owner to connect with their VA and they become family, then like it's, yeah. And they tell me the money savings is great, but what they love is not having to work to find someone that's offloading them.

5:14 And by the way, shows up like it's life saving money because it is, it's life changing money to these VAs. This is what I wanted you to do. Now go to the other side. This is where I was saying, you're sort of taking a page from Bombas socks or Tom shoes where it's like, so what you're really doing also is it like, we love to save us some money, right? So I'm getting something good. The price point is like, great. but you're also doing like, what's the other side of this equation? What are you doing to the virtual assistants days and lives? It is bringing them out of poverty. Literally we have, the first time I hired a virtual assistant, Jimmy was for my old billing company.

5:57 I hired a virtual assistant against my greater desire because medical billing companies are known as like the kiss of death when you outsource overseas. But I hired my first girl. Let's call her Amy. And do you know why? Because her name was Amy. So Amy, I offer her the job. She cries. And I'm like, I've never had anyone cry before. Not on the way in, usually on the way out, though. Yes. And usually it's me crying. And then she shows up every day powerful. She actually made the Americans work harder because she was on the team going, what else can I do for you? and so what's interesting is is i found out later that amy bought her family their first refrigerator their first car took her dad out of a really inefficient nursing home and took him into home and cared for him because she was making so quote so much more money and so when my partners my friends started saying hey will help me do this and i kept telling them no until they kept saying dude we're offering you money and you're saying no to us That's when everything shifted.

7:02 Because recruiting is my favorite thing. That's what my summit, my upcoming in-person thing we're going to talk about is all about. Because recruiting is not about hiring. It's about fulfilling our purpose as leaders to make more leaders. So wait, wait, wait, wait. This is like marketing and sales. These two things are tied. Recruiting and hiring are like... are our yeah it's biz dev right biz dev is the new patients and the new hires we make so this is marketing and sales for for building so then if they're different which they are because they're different words so what is what are this what are the like what all right then just what is recruiting and what is hiring Yeah.

7:43 So recruiting is just the general term we use to describe the entire process of getting people to join our team and to buy in. But we don't think about recruiting outside of just bringing people on to hire. See, hiring is the actual act of them coming on. Recruiting is the process of getting the emotional buy-in, and it does result in hiring more. But we recruit people all the time who never join our company. That's where people screw up. If people who own clinics could realize that their job is to promote their purpose to universities and to recruit them, I'm putting air quotes for people who can't see, to recruit everyone to join them in their mission, even if they don't join your team.

8:23 Great PR, baby. Right? It's all about public relations. I guess that's a better way of saying it from where you're labeling it because that's the smart way is recruiting is about public relations, right? Hiring is the act of converting someone who, you know, you might hand the Kool-Aid out to a hundred people and only one converts to being hired. That's okay. That's the right person. Yes. That's the same in sales of like, you know, closing the sale, right? You don't even use that language in physical therapy erroneously, but that's, that's what that is. Yeah. Marketing gets them to your door. Sales gets them to swipe a credit card. Right. And marketing, we hear that word and like, what is it? It's about promoting a purpose. So it's PR again, like we're out there doing good in the world.

9:04 If I'm going out to a charity, I want to tell the world about it, not because I'm patting myself on the back, but because it inspires people to do charity. And so that's where we screw up in PT. It's like, well, I don't want to toot my own horn. It's like, well, no, you're just screwing up your opportunity to help people be better. And then some of those people join your team. Right. I did something that I think came off super... like douchey on the internet, not on purpose. Sure. So I would see people putting up job posting, other physical therapy clinics, right? Because that's who I'm friends with on LinkedIn. They'll put up job postings and I would reshare their posting, but I would rewrite their ad and And it didn't go over all the...

9:50 It wasn't a hundred percent success rate. Were they offended because they felt like you were minimizing them? Not minimizing them. I think they were like, mine was fine. And I was like, it was not fine. And here's why, like we could write, you could right now, we could live write a crappy job posting. First of all, don't call it a job posting. Like you would, we'll call it a purpose posting. Thank you. Or something. Yeah. So the step one, they usually do, they get wrong as they're like, we're looking for, and you started with way. Stop talking. It's about them. The language is you. Correct. Are you like the who? Right. The hook is always the most important thing. I teach this in webinars that the most powerful way to write a job ad, and I know you know this, I'm just saying this for the audience, is that we use the whole purpose of the first sentence is to get them to read the rest of the ad, period.

10:43 Correct. What do you say? Yes. The purpose of the first date is to get a second date. Right. The purpose of the second date is to get the third date. If you say the purpose of the first date is to get married, that's a red flag. The purpose of the pickup line is to get a giggle. The purpose of the second line is to get blah, blah, blah. And eventually you get the number. Then you got to start higher. Yes, I love that. I love that the way you paralleled that I'm going to build on your analogy of like the pickup line is to get the giggle. Why? Because we're trying to differentiate. We're trying to create a connection like you were doing with your hands and an emotional response. So how do you do that when you're doing an ad? Well, text, right?

11:24 Right. If you're putting it in LinkedIn, not LinkedIn, sorry, I'm thinking of Indeed. You can do LinkedIn, but Indeed is more commonly known. So the sentence needs to speak to your ideal hires, fears, dreams, hopes. And so, for example, instead of saying we are looking for someone to join our great company that gives great quality care, which, by the way, stop saying quality care. No one cares about your quality care. That's vanilla mayonnaise. That phrase is vanilla mayonnaise, man. You think you're better than everyone else? You're not. You're not. But you are better in other ways that you don't even know. And so in that hook, for example, if your avatar, your ideal hire is a student, maybe it's someone who's been out of school for a year, the hook could be like, have you been out of school working as a physical therapist and feeling disenfranchised with your decision to become a PT?

12:10 And you're like, yes. Yeah, because maybe you have programs that would speak to someone like that who's maybe a little experienced, doesn't need full. And so everyone's avatar is different. All the hooks are different, but you want to build an avatar based on what you do best. And you can always, if you don't know where to start, go find the people who love your company the best. The people you wish you could clone go, why do you like it here? What is it about you that you liked about it? Interview them and then take their words and put it in ads. Yeah. Talk to me about me. It's the sexiest thing I'll hear all day. Totally. I was like, oh, you're so great. It's like, oh, no, stop. Keep going. Keep going. Keep going. Keep going. Keep going. Keep going. Like, yes, I want to hear more about me.

12:51 Yeah, and they're so happy to do that. It's such a fun thing because it's also like a retention activity. If I went up to an employee and said, hey, John, I wish I had a million more Johns. Can you help me find more people just like you? How is that guy going to feel? Appreciated, seen, heard. I'm not leaving this place. They get me here, right? So leveraging them becomes this like team effort, not just the owner's effort quietly in tears at night. To everyone, to the internet, to the void, right? I'm just going to fling it on LinkedIn. The answer is just spend more money on LinkedIn. I'm like, is it though? Is it right? No. Did you see what I was doing? Have you, have you seen what I was doing the last we're recording on in early December? I'll put this out fast. Yeah.

13:31 So people, so it still has context. So we'll talk about this later, but I started my own company. It's essentially what you were talking about. Like Will and Jimmy are very, very similar human beings. I'm pretty sure you can tell the vibe, even if you know nothing about me and nothing about Will. So people were offering me money and I didn't want to take money from my friends. I was like, I'll take money from companies. but not my friends, but my friends are like, we have companies. I'm like, but they're your companies and you're my friends, so therefore, whatever, whatever, whatever. So I started a company, right? So the idea there was, can I do the thing that I'm already doing for fun and just make a company out of it? At the same token, I do like to have consulting clients or clients I just work on projects.

14:14 So the thing I'm doing on LinkedIn, so I'm doing it in public, which is where the sneaky part is. So my last like five posts were, If at MedBridge, tagging MedBridge, if MedBridge hired me tomorrow, here's the first three things I do. And then I give them in public three, I think, great ideas. Great ideas, but might be criticisms, right? No, no, no. Just ideas of... Well, I mean... Hey, listen. I went to MedBridge's... Here's what I do. I go to MedBridge's website. I look very quickly. I do not dig because no one's going to dig. Your average person is not digging. If I don't see it, it doesn't exist. So I go to MedBridge's website. I'm sort of taking mental notes. I'm recording what I'm...

14:55 I'm like a doctor doing an autopsy. Right? The kidney weighs three pounds, whatever. Nothing remarkable. So I'm looking at MedBridge's website. Cool. And then if they have social... I only go if I'm linked from the website. Because someone might be like, we have a YouTube channel. I'm like, not linked from the website. It doesn't exist. I'm not looking for you on YouTube. So I'm making mental notes. And then I'm just snapshotting everything that I'm doing. YouTube looks like this. They have a lot of success. They're vibes. I'm just verbally processing everything. And then I go... What do I think their strategic goals are? I'm guessing. I'm making a guess. This is an educated guess from the outside.

15:37 But everybody's making an educated guess. Your consumer is making an educated guess of what do you do? How does it make my life better? What do I need to do to get it? And then I write up three fictitious ideas. They're not fictitious. They're real ideas. I said to MedBridge... Uh, for every steal a page out of Tom's shoes for every American CEU for every year subscription, I'd give one away to a country, a country, uh, underdeveloped country. And at checkout, I would offer to level up for five dollars to now create a micro fund to get Internet access and and devices to those countries. And I would probably partner with World Physio, World Confederation of Physical Therapy because they already have the infrastructure.

16:18 Put that up. And then people start chiming in and people are like, just regular people are like, they don't work at MedBridge, but they're like, that is a really good idea. How come they aren't doing that? And then people who know people at MedBridge start tagging people at MedBridge. And now I have a meeting with the director of content in two days. No way. And it might not go anywhere. How cool is that? Going back to lead gen and marketing and promoting a purpose and doing good to the world. It's just amazing how it invites opportunity. It invites these wonderful opportunities that we never would have dreamed of. But could you do that for a post on LinkedIn to hire, to find a great clinician?

16:59 Absolutely. Yes. Make it a story. I know it's going to take you longer than it would if you just wrote the standard five sentence. We are looking for a great clinician to join our team. But people that's it's mayonnaise flavored ice cream, man. They ain't eating it at all. So that time is wasted. I'm going to say triple down. I'm telling a story. And now I don't know if you've seen this thing. Well, there's this stuff. I don't know how to explain it. It's called AI. You can do this very freaking quickly. Well, so do that. It's a power. You can chop down a tree with an ax or you can use a chainsaw. Your choice. No one else is doing this anyway. It's one of those things where the few companies that have an online presence who are leveraging LinkedIn are automatically better than anyone who's doing nothing because most people in our industry don't do squat.

17:48 So here's one thing I want to just promote. Something that you said that I thought was super powerful I want to double down on. is that the reason the MedBridge idea works so well is because you legitimately are passionate. It wasn't a tactic to get the meeting. Now, you're not dumb. You understand that's going to be a product potential, and it does inspire that. But it's an alignment of both of those things. So we're not doing the posts to get a hire. We're doing the posts to inspire. Oh, Will's always making it rhyme. Yes. And then the hires come as a... So what's cool about that too is that when we're doing something that's inspiring, we... I loved it. We love to do it. So it's not work.

18:29 It becomes this thing of like, I can be consistent. I can post three times a week on LinkedIn because every week in your case, you're finding a company that you can use your brilliance for to serve in some general way that the public even benefits from hearing. And then guess what happens? People get tagged and you get interviews. So the idea being that we have to find, it always starts with inspiration. And that's why when we recruit VAs, it's so vital that we know what's really driving the heart and soul of our clients and the VA. That's how you make that avatar hair bond. So it's one of those things that you could do this to recruit. You could do this to find a spouse for crying out loud. You could do this recruiting. Recruiting to me is such a crappy word because it's really about this, this like, art of building people around us and helping us serve them and guess what the product is they serve us and so we do that when we get married we do that when we find partners and businesses we do that with strategic partners when Jimmy and I get together it's all we do and that's every it's like the best part of life is that thing that we just use this crude term in business called recruiting recruiting so then okay so we just talked about recruiting but then there's hiring so What is that now?

19:41 What's the pickup line? Help me understand hiring then, now that I understand what the difference is between hiring and recruiting. Yeah, this is such a fun conversation. They would think that we spent weeks preparing this. So hiring is the agreement, just like marriage. And I love that you went there in your analogy, because what makes a marriage successful? Is it because we dated well? That's like saying we're hiring well because we recruited well. It does make a difference. Matter of fact, it's the main thing up until the agreement. But as you know, and as I know, once someone's married, it's a whole new world. Right. So what's the starting line, not the finish line? Yeah. And so the thought I want people to think about is that when we are hiring, that's the actual close of the sale.

20:25 That's the end in mind of the recruiting process and the business terms. But it's the beginning of this long term relationship. So the way that I'm going to phrase this is from Stephen Covey. Everyone here should know this. And if you don't, please go read this book. it's a win-win agreement so we create in that close and this is where people screw things up because they're desperate to hire you've got a pulse come join the team right but when they're recruiting correctly and they're inspiring and they attract the right mate or the right hire then it's a matter of like let's build this thing through transparency identifying every potential outcome that might or may not happen and then let's make an agreement about what as far as we can and so when we hire someone we start the only discussion we will ever have with that employee until the day that we die not until the day they leave us and here's what i mean by that if i hire someone i'm setting up a win-win agreement and that's the language i use and that's how we define all the terms right at the review We're just continuing that discussion.

21:30 How are things going with your win? And as an owner of the company, it's not between me and the employee, by the way. I am a steward of the win-win relationship between them and this entity called the company, which is an embodiment of everyone. So I make sure as an owner or a leader, I am making sure both people win at that review and win. And my goal, and this is what I used to say when I used to recruit people, Jimmy, this was told to me as the most effective thing I ever said. My goal is not to hire you. My goal is to help you find your next job, whether that's with me or somebody else. So they love that because it was a commitment to their long term success. And that's the commitment we maintain year over year.

22:12 And when we fire people or they fire us because they leave, we continue that discussion. And if we start it powerfully and we do the best we can because we're imperfect to maintain that over time, correcting mistakes on both sides. I have fired people, Jimmy. And the next day had them post something positive about my company on Facebook. I have people that have fired me that we have remained dear friends because I recruited them. I didn't just hire them. They are bought into me and my mission as I am to them. And we are there to build each other. We just don't get to work together because it's no longer God's will is how I say it. So that's the hiring phase of it. I've heard it too.

22:52 And this is like a side, but I think we're using a lot of parallels with marriage or friendships, which is, you know, if you're super tight with someone in high school and you're not so tight anymore, it's just someone used an analogy of like, well, you guys were just walking on the same path for four years in high school. Then you went to college and that distance just brought you on different paths, but you might move back to your hometown like I did. And next thing you know, you're like, well, now we're at a different phase of life and we're closer in proximity. But I also had friends that I was far away from, but still close in relationships. So it was this like, we're going to walk together for a while. Have you ever had a job that lasted your entire life? Well, no, no, no one does. So this whole, I'm going to hire for the best person ever.

23:34 It's like, why don't we find great fit for as long as we're together and make that as great as we can and understand that my job, what you just said, my job is to help you find your next job, whether it's still with me or not. Gary Vee, has said i'm thrilled when somebody in my organization is getting recruited it means that person's being seen and doing great work and if you're looking to leave and this isn't a good fit i want you to go somewhere what do i want someone who's burned out and doesn't want to do the thing this is what we're doing if that's not for you anymore it was but it's not want you to be happy Yeah. And we all we all have the fear in those relationships of rejection. And that's what really drives us as human beings.

24:16 I want to just make sure everyone who hears this is like we all start there. I just want to open like with what you're saying, Jimmy, I want to open what's possible for them, because imagine what happens when we remove that fear of rejection. And they have the attitude that you just described. Let's just walk together as long as we're meant to walk together, whatever that looks like, knowing that there's another force out there, destiny, God, whatever you believe it is. For me, it's God. This idea of like, however long we get to work together, I'm going to serve you in that deeper, meaningful way as long as humanly possible. But I also know I'm not going to be with you potentially forever. So here's what that solves. If I hold that relationship with someone in that way, They feel safe to tell me when they're thinking about leaving much earlier, which gives me a chance to change things in the agreement.

25:01 Or I've had people resign with three months notice. Like, Hey, like, Hey, well, I just, just because I care about you and I know that you're not going to freak out by this. Yeah. I think I'm, I'm really seriously thinking about this opportunity and here's why you can't match it. And I'm like, yeah, I can't. Go do that. They trusted that I would see that and not make it hard for them. Not make their last three months awful living hell and make me want to bail out. Yeah. And I had one lady do that and then refer like, just like, can you help me put the word out? And she ended up helping me hire her replacement. It was crazy. Like just that kind of mindset changes the whole game. Do you want to know how extreme it is? And well, radio is different, right? So if, if, if I, so I told my boss, listen, I'm going to become a physical therapist.

25:44 I was a radio DJ in Northeast Pennsylvania. Yeah. And in radio, you put your two weeks in, they hand you a check and a cardboard box. We're not putting you, we'll just pay you for the last two weeks. We're not putting you on the radio because now you got no skin. Like we have no idea what you're going to say. Like you might go rogue. Yes. But you want to talk about the relationship I have with my general manager, Bill Palmieri. I actually owe that guy a call. I haven't talked to him in a while. The relationship we had, I was like, listen, I'm not leaving because I don't like you. I'm leaving the profession. Like, I'm looking at radio at I think I was twenty eight years old and I'm like, this isn't me at thirty eight. I need to do something different. I'm going to go this way, not leaving because I don't like the station. I'm not going to another station. I'm not, you know, and I walked into his office fully prepared for him to be like, here's a check and a cardboard box because this the industry, man.

26:31 And he goes, how long can you stay? And I was like, I got to do these things called prerequisites. And I was, you know, and it's going to take me a while, but I just wanted you to know, because I love the station and I built it up for the last seven years. I want it to succeed. So you got to get someone in my seat, like, and I'll help you find that person if you want or not, whatever. And he goes, how long can you stay? I'm like, the prereqs are going to be a year and a half. And he goes, let's do a year and a half. So I was standing in a year and a half notice in radio. Wow. Usually don't get a week and a half's notice. So he goes, do me a favor. Don't tell anybody yet. Cause I don't want everybody else to freak out. Cause everybody looks at you. Like you're the guy who knows what he's doing. Yeah. Because it's fear.

27:12 It's like, what do I, yeah, totally. So I was standing in the radio studio. in between Pearl Jam and Foo Fighters songs with a physics book doing all my prereqs. I was interviewing the guy from Shinedown and he's like, why do you have a physics book there? I was like, oh, sometimes we just need to hold the door open and that's a heavy book. And he's like, oh, okay. Like I had to tell, I had to keep everybody in the dark. right you don't want him to call you a nerd right and it was because we had that he's like i get it jimmy and i'm not nervous that you're going to go ahead and turn that microphone on and tear the house down that i know you cared about you know you built for the last seven years and gosh that's a story about radio but is it it couldn't it also be about a clinic or a business or it could be about anything i love the story because it's in my mind it's a hundred percent about trust And my favorite book of all time for business.

28:01 And this isn't like an exaggeration. This is like when people say, do you have a favorite business book? I have a favorite. What is it? It's called the speed of trust by Stephen Covey's son, Stephen Covey, which immediately you're like, well, it's not the main man. Surely he's not as good. This book was told to me by one of my mentors years. Oh my gosh. He's holding it. That's why I slid off screen. I was like, it's sitting next to me and I got, I'm halfway through now. It's not an easy read. It's not one of those reads where it's like a parable. Those are my favorite books in terms of the ease of reading. Story, story, story, yeah. I can read it in two hours. This is a two to three month project for me to read that much of a book that is that deep in concept. But it was really big because it helped me understand how guys like Warren Buffett can go do a handshake deal for billions of dollars.

28:48 in a matter of days when it should have taken years of investigation and that's the book goes into that story there's just all these things so when we build relationships and we're serving our when we're trying to inspire people through our personal or professional purpose we organically build trust because we're authentic That's the thing about you, Jimmy. I have never seen you anything other than the way you sound on the show. In person, it's like you're talking to me on a podcast. You are who you are, and that invites trust. And so when we communicate, even digitally, that's where the AI component becomes either a help or a hindrance. A guy named Alex Ramosi says that when we're communicating digitally, know in a mass way and it's not authentically individual we should be really clear that's what it is like you're getting this text reminder as a mass email to everybody but when we reach out personally that's when we say hey this is really me reaching out to you because the authenticity creates trust which you know from a sales perspective if we wanted to be manipulative actually creates an emotional experience of them wanting to buy in pts suck at being manipulative in a great way yeah so for us we have one choice to really lean in and be ourselves and stop trying to just hire people to start inspiring the world with what you care about and the hires will come i agree with you we're very bad at being manipulative and that's great but but then the funny part is all right let me tell a story that it's going to make sense i will tell people all the time

30:19 if you i have to put i got to put together a presentation for csm awesome what's your process well i sit down and open powerpoint can I want you to not do that. And like, why? I'm like, I want you to take markers out or a dry erase board or a big roll of butcher paper. Start there. Why? Because that's not a tool for creativity. That's a tool for organization and design. The creativity comes first. Design is terribly important. But if you don't know what you're designing, like a good graphic designer will be like, I don't know what I'm designing yet. Like they're going to sit there with a pen. A lot of times it's tactile, like they're pens and pads. Like good digital graphic designers are a lot of times, they spend a lot of time with things they can touch and feel and pens and colored pen, like things like that, that I've seen anyway.

31:04 And if you do that, you start with PowerPoint, That layer, it isn't there because you're designing for, you're creating for PowerPoint. You're creating for the design instead of give me the creation. I need the lump of clay. Don't start with hat. You can't start with half a bowl. I need a lump of clay and then it's going to become something or it isn't. And you can guide it there. That's what I see. Like we just talked about writing the job description. poorly, that person sat down and tried to, that PT tried to sat down and become a job description writer. Don't be a PT that wrote a job description. Yeah. How would you say it?

31:44 Like the question you asked, how do we find ten more Johns? That's a question that is not how do we write a job description. That's the PowerPoint version. Don't open LinkedIn to write the thing. Go to a dry erase board or, uh, any, like any quite literally just vomit to a seven-year-old. Yeah. Researching it with people that like, after you're in that state of research and curiosity, then go vomit on a board. I love that. Correct. Yes. Then, then you can, then you can sort of like, okay, we're close. Let's see. Okay. Then we can do this. This is, do you have the idea? Yeah. How do you translate that idea into, and now it's going to make sense why I said like make a bowl or a painting. Now you translate the idea into a medium.

32:27 And a medium is text, image, sound, video, clay, paint, watercolor. Those are mediums. That's why it's called media. We use words so much a lot of times, we lose the meat. Where'd that come from? Why is it called media? It's because there's a medium. It's the thing between. How do I get there? Right now, Will and I are on video, but we're also doing audio. And I don't know which one you're doing, but this conversation translates in both. You wouldn't want to read the transcript of this. This vibe doesn't work well in text. So you have to understand the media has to match the mess, the message if it doesn't. So, and it's gotta be aimed at an audience. So if we're going to go books, Simon Sinek says, start with why I think you start with who, and here's why, why?

33:16 Because if I'm communicating a message to my best friend, Brian, or my grandmother, Different. Different who? Even if I'm inviting both of them to my graduation party, different person changes what I'm going to say, why I'm inviting them. I'm inviting my bro because he's my bro. I'm inviting my grandmother because I would be honored with her presence. And then as soon as I understand why I want them there and why they probably want there, I'm using my hands because it's a Venn diagram where it crosses. That's what Simon Sinek's talking about. That's our shared why. My shared why with my best friend is different than the shared why with my grandma. So the message different.

33:56 As soon as I get my shared why with my best friend, I can figure out a hundred ways how, where, and when to tell him in a fancy invitation, in a text message, in a call. I'll drive by his house and yell out the window. Same thing for grandma. It's a different shared why, how, where, and when. The how, where, and when gets real easy. if you can get to the shared why. So I agree with Sinek, but you have to start with who, who matters. So you're who matters. I need ten more Johns. What's John like? Oh, he's extroverted. Okay. Got it. Keep telling me. Why do I love John? Why does John love me? Like that curiosity mindset is what the creative juices ignited, which by the way, I saw a really cool episode on, um, on a different podcast.

34:40 It was this guy, he was a psychologist talking about the part of our brain that creates happiness is the same part controlled by creativity. So when we are being creative, we actually start becoming happier as a side. I like it. Yeah, I love what you said. A couple of things I want to highlight there too, because that blew my mind, Jimmy. This idea that like using that invitation analogy, if I want to create a really cool invitation, I'm missing the point. When I'm wanting to create a really clear, meaningful, emotional connection in the medium or media is a piece of paper that shifts my thinking into like those curious points. Like, well, why do I want this person there?

35:20 Why would they benefit from being here? And then that's the seed that starts design. And given not all of us are great in all of those areas. I suck at design. Me too. And so that's when we can leverage other things. And this is where AI becomes a hindrance or a help, is that if I go to AI and I say, AI, I need to create an invitation for my bro and my grandmother, it's actually going to do a fairly good job of producing something that will be clear. Right, clear. End of sentence. Here's how to use it as a help. I do that. What you said, which by the way, you're, I have to present for, I'm getting ready for a presentation that I'm going to keynote in a few weeks. And it just, the way that you said that changed how I'm going to do it.

36:01 But this is what I'm going to, this is a version of what I'm going to do better. Thanks to you. I'm going to go to my whiteboard and I'm going to take out my AI note taker, like a bathroom or a reader. I'm just going to hit record and I'm going to talk out loud to myself as I'm writing down all the different options. And I'm going to ask creatively, okay, Who needs to hear this message? What do I want to say that I'm inspired about? There's certain domains, of course, that I've agreed upon to cover, but I'm just going to go into that space and I'm going to spitball and I'm going to go back and forth and I'm going to draw up different creative ideas. And then once I start narrowing that field down... And I know what the purpose is and the product is. And I know what the experience that I want to create is.

36:43 And I have some keywords and language comes in. Then I'm going to download that note taker, throw it in the chat GPT and say, okay, here's the deal. I want to create an invitation that warms the heart of my grandmother. You're going to hear all about it in my discussion. And I just want you to pitch out five different ways to do that in a way using best practices. And then can you help me design it based to create that emotional impact? Correct. Because at the end of the day, and I want everyone to hear this, if you're going to look for, well, how does it apply to creating a job ad? If you took out a piece of paper and wrote until you started to get emotional and then turned and just started writing anything that comes to mind to hire, that ad will ten X whatever crap everyone else is doing.

37:27 Yep. and so if how cool that be if i was uh someone looking for a job and after hearing we are this and we are this and we are this i had an ad that started with I really want to find the person I can serve forever. I'm writing this without any context. I'm just trying to be open and honest. My benefits are just like, how different would that, I was thinking about that as you were talking, like, what if someone just poured their soul into a piece of, to a piece of paper that turned into an add on Indeed? I'm just like, I care so much about these things. I just want someone who cares about them with me. Like, I just think there's something to be said about authenticity. You led with the emotion. that would touch the right person that was reading it, and it wouldn't touch the wrong person, and that's a great, that's good.

38:11 I want to weed out the people this isn't right for. This is who we are. I don't want more people applying for my clinic, because then I might pick, they might be really great at getting the job, and then three months in, they're the wrong person, but they won the interview, and I found a hire, that's not it. We used to use this exercise in radio. It was hard. Because in the radio I was in was music radio, right? So I was very much like entertainment. So I sometimes had eight seconds to say something or forty eight seconds between songs. Jeez, man. So you had to cut like the length of time. So you learned how to get brief real quick. The problem is people have crutches. They have things that they get accustomed to because we're nervous.

38:52 You turn a microphone on. You're like a jillion people can hear me. That's nerve wracking. you'd hear it in a you could start mid thought just what you're saying it was hard to teach people to do but once you got it you got it ah i'll give you an example picture if you will we're coming out of a pearl jam song we're going into a foo fighter song i have thirty seconds to talk if i come on and i give you the ninety seven nine x uh what's up it's mckay it's uh four uh two twenty six in the pm it's thirty eight degrees you know This Friday, we're going to do a car wash with the local football team's cheerleaders, and it's going to be awesome. And this is why you should come. And then eventually I get to... I mean, can you imagine them just pouring their heart out into this car wash so they can send their team to the state game, the state championship?

39:41 Get to the emotion. That's the part. I see. So I would do air checks, which is... us listening to what other DJs would just say. And I'm like, you talked for thirty seconds. You hit the emotion at twenty six, though. Start there. Your noise for twenty six seconds and your signal for four seconds. We got to get to signal faster. Start mid conversation. Stand up. Comedians are great about this. Was that the doctors every day? Wow. Like, what are we doing with all these things? I got a paperwork I got to fill out. Like, boom, not. So I was feeling sick and I had the annual check. Get rid of it. Get rid of it. So what the exercise you're talking about, writing and writing and writing and writing.

40:25 That's a lot of that's like doing a lot of pushups. I'm just telling you, you will get better results. And it gets you to that emotional point so quick. I think that's such a powerful thing, kind of to double emphasize what you said. In improv comedy, there's this concept called start in the middle. Sounds identical to what you're saying. What is start in the middle? That same thing, right? I'm describing the same thing. Okay, so for example, someone from the audience throws out a location called Starbucks, and then you say, okay, what's the relationship? Brothers. Right. And it's kind of like if, if the scene begins with one guy going up to the other guy and being like, Oh, Hey John, how's it going? Good to see you. Right. It's too. Yeah. It's too beginning. What if the scene started with like, were you out with my wife last week?

41:07 Yes. Now we're in the middle of a conversation. We're right at that emotional inflect. We haven't talked, we haven't gone through all the small talk of the relationship. We were getting to the core of the scene and, and and then it's just you know it's like oh i didn't you know that and then in comedy it's like you try to take a build a brick on it the response could be something like oh i don't know you guys were still married the audience laughs like it's like that kind of thing so like when it comes to job ad writing being authentic pure and then getting to the middle of the emotion that's it or in the middle yeah and i love the idea i've never done this before i'm actually i might pilot this idea jimmy of writing a job ad like a love letter in the middle Like, because, you know, again, the example I gave earlier, I just edited myself.

41:47 I'm like, in that example of someone pouring their heart out, it's like, this is what I'm looking for. I'm like, no. A love letter would be like, listen, I know you're out there. I know you're struggling. I know. I think about you all the time. And I think about why... you even became a physical therapist. And I just want you to know that I think it matters what you did. I just want you to understand that not every place is the same. And here's what, for example, this is what I'm looking for, but what's important is that you know what you're looking for. So if you don't know what you're looking for, give me a call because whether you want to work for me or not, and by the way, here's my benefits and my compensation if you do. But if you're not sure what you want, why don't you give me a call and I promise you I'll help you find your next home.

42:27 I'm not going to try to hire you. I just want you to be happy. Like a love letter. People are going to go, what the heck? Spin that. We did something similar in radio. There was a local entertainment, a weekly entertainment magazine. come out on wednesday or thursday tell you about all of the bars and the bands and whatever in northeast pennsylvania so we would partner every once a year and they would always say what do you want to do let's cross promote man the rising tide i was like all right And I sat down with them and usually it was like a contest or something. But this time I was like, I'm going to do something. It's going to sound dumb or boring, but we're going to make it awesome. And they're like, okay. I'm like, I want you to help me find my next, I need to hire a couple of part-time DJs.

43:09 I always need to be building my bench. Yeah. And they're like, okay. And these people like knew me and trusted me, but they were like, got it. This doesn't sound very, and I'm like, here's the pitch. So the name of the weekly magazine was called The Weekender. And we would call weekend radio DJs or part-time... They were weekenders. They were weekend radio DJs. So I was like, your name is going to be in it, so you already love it. And they're like, okay, but how are we making you looking... How are we making, essentially, what you're saying, how are we making a want ad centerfold material to be fun? And I said, it's the worst job post ever. And the job post...

43:51 Tells you how to get the job. And they're like, got it. Still not in, but this. Ninety seven nine X is looking for our next weekend DJ. Have you ever thought about it'd be cool to work at a radio station like ours, the rock station in Northeast Pennsylvania? You've pictured it. But here's the thing. You got to earn it because we don't let just anybody in. So you're going to start at the bottom, making state minimum wage. You're going to work nights, weekends, and overnights. You're going to be last in line for concert tickets, the last person who gets the Nickelback CD if we have any left.

44:32 And if you really want this job, hit record on your phone, read this job application to us like you'd read it on the air and email it to me. And then they were like, got it, got it. Then I brought people in. I sorted them out. And then I brought people in for fifteen minute interviews on the radio. And the whole thing was called we're looking for our next weekender, by the way. And we're doing another ad for next week in the centerfold of the weekender. Make sure you pick it up. And now everything ties together. And we just made a contest campaign out of finding our weekender. And that year we did it. We didn't hire one. We hired five. No way.

45:12 Because I liked them all. We found the right... I couldn't say... I found five. I was only looking for one. But I... I need a bigger bench. Let's put more people in the bullpen. And we found five because I wrote a love letter to the person who'd be perfect, not who the hell wants to come by. So brilliant. And it is so powerful when we mention authentically both sides of the coin. We gain trust when we hit things like you mentioned as to the downside of it. That reminds me of a very famous ad. You've probably heard of this from Ernest Shackleton. This was back a long time ago. We're talking like sixty years ago. It was a post in the newspaper.

45:53 It says men want it. for hazardous journey, small wages, bitter cold, long months of complete darkness, constant danger, safe return doubtful, honor and recognition in case of success. It was about a voyage, a sea voyage that they were going to explore some new lands. And so two thirds of the ad is like- Downer. Talking about the downside. And what's weird is that people... really respond to that as long as we're clear on the big win. Yeah, but the reason you keep reading that is such a juxtaposition because our default value is...

46:34 The bar is on the floor because everybody's doing it the same way, even if their words are different. So the fact that it starts as a negative is such a, like, who would, like, you want to be like, who would do this? This is ridiculous. Those are the things that catch fire online or in a newspaper. It does not matter. It's a juxtaposition. It does not deserve to be there. Yeah. It's funny because one of the things we're doing to hire VAs is we create resistance on purpose to weed commitment. So we're building this school group. If you guys are familiar with school, it's an online community, very similar to Facebook, except that you can have courses and other different elements. There's a lot of things like that popping up right now, but we're using a school group.

47:14 And in the Philippines, we're actually charging people five American dollars per month to be a part of it. In it, There's all sorts of training on how they can learn how to use AI in different roles that we hire for. Like there's all these promises, like the path for them to become a much more effective VA and eventually maybe get hired for us for two to three times what they normally do requires them to pay a price. And it's great because, yeah, we probably could make a much bigger community. But what we're looking for are committed people who were willing to physically pay. Now, what we do is every dime of their money, we reinvest back into a charity that supports Filipinos during typhoons, which hit there every year. But they still have to pay.

47:55 And it's one of those where it's like, yeah, this isn't for you literally advertise it. Like, listen, if you're overseas and you're dreaming of being a VA for an American medical company. We only want to work with the people who are committed to being the best. And there's no promise of you even being hired. You have to come first, spend five dollars a month, which will go to charity. But you have to come spend five dollars a month and show that you're willing to train before we'll even look at hiring you. And why do you think we have less than three percent churn when you weed out the bad? When someone hires us in America, they less than three percent of people ever leave us because they have such great relationships, because the VAs are better. They're just better. I did this at a job. I won't say who, because sometimes doing these things.

48:38 So let's we've been talking for forty eight minutes, by the way. I didn't. Jeez, that was so fast. Just looked up and I was like, wow, because we'll get we have to get to your frickin event. That was the part I want to make sure. All right. I'll tell one more story. And so I was at a large organization and I get I get hired by places. And where does Jimmy work? Jimmy just sort of walks around and looks for things to do. And then I'm like, oh, this looks fun. I should be put on this project. Why? Because it's bad. Like I look for turds because I try to fix them. So for some reason I was on hiring because it's important, especially if it was a health care organization. I won't say who. And I looked at their process from beginning to end, like I would if I were the ideal person. And it was a pretty good process.

49:19 Everything looked good on paper. And I decided to try to steal a page from another organization that has nothing to do with healthcare because I heard from the people, I almost did like undercover boss. I didn't talk to just the managers. I talked to the people doing the hiring, doing the interviews. And they were like, we get a lot of people who are tire kickers. And I'm like, does that like... ruin your efficiency? Like, yeah, like I know I'm doing a hundred interviews for six hires or whatever it was. I'm like, you need less interviews. They go, but yeah, we don't know how to, how do I know? And I'm like, oh, got it. So I sat on it for a while and I was like, I always just cheat. I just look, how is something not in healthcare?

50:00 How is this? How do people at oil change places? Oh, I don't know. I don't know. I don't know. Because right now, you just said it before, what do we look for in PT? Do you have a license and a pulse? Got it, I'll take you, don't worry about it. And that's so stupid, right? So I knew this organization, it was a big one, wasn't going to make a major change. I knew I only had a little bit of influence to change one thing. So I said, can we change the words that we use? And this organization was very big on words. We had our own glossary. We did not call it a company, we called it a practice. Got it. I like, I'm like, Ooh, you have my attention. So I said, uh, so the, the button, the call to action was apply here.

50:44 And I said, can we change it to commit here? Can it be commit here, not just on the landing page, but everybody, like on the ads, when we talk, and we can track all these things because now they use ADP or whatever. There's all these resume tracking, hiring tracking. Absolutely. So I got this from the U.S. military. There are four main branches of the U.S. military. What's the motto for the Navy? I don't know. Army? Don't know. Air Force?

51:25 Fly high. Aim high? Good. That's usually the one people get. They get close. How about the Marines? Few Good Men. No, that's the Army. No, that was a movie about Marines. You're close. It has the word few. The few. The few that are proud. The Marines, of course. I knew that one. That one I knew. Yes. When you go to the Marines, the Marines don't accept... You want to apply? You go to apply to the Army. You go to apply to the Navy. You apply for the Air Force. You commit to the Marines. You commit to the Marines. We don't take applications. We take commitments. They fight club people. They fight club people. You? You're not tall enough. You? You're too tall. You? You're too fat. No, no, no. I want you.

52:06 I want built-in resistance. Exactly what Will just said, right? The number of applications went down. Everybody's freaking out. You got to wait, man. Let him cook. the number of quality applications went up. So we were closing at a better rate. You did. I love that example of exclusivity. When we're being authentic, when we're targeting our avatar, we immediately are creating resistance. And that's what scares people. They're like, but if I'm just targeting these small people, they don't understand. You're static. You said that earlier. You're static. You're white noise. when you're clear in our when we are clear in our messaging and our language and that comes from emotional like clarity of where we want to go and who we want to do it with it creates signal and it stands out it will it will detour all the crap that you don't want to deal with and i'm not saying people are crap i'm saying the situations that you just yeah you don't want noise you want signal Yeah.

52:59 And so my favorite phrase I learned from a mentor when it came to sales, and this again, this use without the heart is a tactic that won't work, but it's called use SUE, S-U-E, scarcity, urgency, exclusivity. So we want to be, instead of saying like, if you've had a hard time hiring one position, but you only need one position, you don't phrase it like, hey, we've really been desperate. You say we say we only have one position, the first person who qualifies will take this position. And then you create and then you create after you created that like exclusivity, then you create the urgency of like, whoever hires it first. And then you create the scarcity meaning. Yeah, guys. So if to qualify for this, this is what we're looking for. And we we just kind of water those last pieces down because we're afraid but if we hook them well, which comes from emotional connectivity and clarity, And we can really work through that.

53:48 Then we can be as like resistance prone as we should be so that we only attract the right people who are a signal. Right now I'm on that organization's website. By the way, after like, so we saw the numbers and I was like, I sort of made this face like, ooh, look who had a good idea. So we saw the numbers, it worked. You just said the word emotional and comes from a place of fear. What do you think they did eight months later? What do you mean? They changed it back. They changed it back? Because after it showed that it worked, they changed it back? I mean, I haven't worked at this organization in years. I'm on their website right now. I click on their front page. It says, where did it go?

54:28 Where did the thing go? It says, work with us. And then when you click it, it says, are you looking for a job? Oh, no. Do you want a job? Dude, there's fricking jobs everywhere. I don't want a job. I want a future, man. There we go. You know what I mean? Right. So I'm not knocking them. Cause again, I am, it's a cute story, but like maybe it didn't work. Maybe it didn't, I don't know, but it worked for that little snapshot. I was like, Hey, look at, but even if the wording was different, Lead with emotion. You're looking for a job, says one thing, because I got jobs. You got jobs. It's like you're trying to sell watches on the street. I got watches. I got watches. I got watches over here.

55:10 It's like, hey, man, here's the best analogy. You want to go to a bar or do you want to? Hey. If you go down to that laundromat and you knock three times on the third washing machine, the door opens. And then you say, bubbles sent me. That's a speakeasy. There's a reason it's got buzz. It's because nobody knows about it, which means it's cool. That's right. Exclusivity is by default. Cool. Cool. You want to go to the bar? Yogi Berra said, uh, I don't go to that. Nobody goes to that place anymore. It's, it's, it's, it's always full. Right.

55:51 Right. So having that exclusive, like unique, nobody knows it, but me kind of experiences is so vital. I've got to do sponsors, and then we've got to talk about your event. If you asked me how long we've been talking, I would have said twenty minutes. I feel like this is a master class, though. I think this is such a great time frame because people who are on this, I'm hoping, are having multiple takeaways. Yeah, I am. Empower EMR, they're built by physical therapists for physical therapists. If you're tired of clunky workflows, slow charting software that feels like it was coded during the dial-up era... Empower is the upgrade your clinic deserves. It's fast. It's intuitive. It makes documentation suck less. And that's the dream, right? EmpowerEMR.com.

56:33 Also want to thank our new sponsor, U.S. Physical Therapy, one of the largest and fastest growing PT companies in the country. Clinics coast to coast, leadership tracks, mentorship opportunities. How do you want to grow in a culture that actually invests in their people? Wild concept. I know. Can I say something positive about both of those companies? Go. This is completely unplanned. And this is extra value for Sharif, the owner of Empower. Yes. Empower is one of the best. in many ways, the best EMR out there. I have lots of respect and love for other EMRs in different areas, but Sharif and his mission is powerful. I love Empower. I can go into more reasons on that, but I get nothing financially for saying this.

57:16 I like to promote people I believe in. I also love US physical therapy. Why? Chris Redding is a good friend of mine. So here's my belief on them. They are the only, well, not the only, there's another one, but they're one of the few super large physical therapy entities that still retain, they're publicly traded. They're one of the four publicly traded PT companies, but they are still operated by PTs. And I've had multiple friends sell practices to them that years later say that was the best thing that they've ever done. And I get nothing for saying this. I believe in their whole board, Rick, Graham.

57:57 They're just wonderful human beings. And honestly, I don't even see them that often. So there's no reason for me to say that. I get nothing for saying this other than I believe in the profession. And they're one of the ones who are doing it right. Love those guys. That's why we started working together. Because they're on a podcast. And I was like, what are you trying to achieve? And the big hairy scary with the marketing team was... what we look like and feel like it's hard to show that it's hard to do that, especially at scale. It's like, how do we show people? You should come work for us. Or if you want to, you know, if you want to, if you want to, you know, have your clinic come be a part of us, that's scary. Cause that's unknown and confused. People don't scare people.

58:38 Don't we freeze so that they're large, large footprint, but they're like, It's hard to communicate those things. So when I do their live reads, these are done on purpose the way that I do them, which is like the outro with that is if you're a PT looking for your next chapter or clinic leader wanting a bigger stage, check out Career Opportunities.com. usph.com so it's like you're saying what they're looking what you you say hopes dreams and fears i say bads and goods which is like what are the things that are holding you what are you afraid of what do you want to get to what are your visions that's what you sell because the the the purpose of the live read on my podcast is not to get them to buy your clinic or for you to work there it's to get you to take one step closer and go i'll go to the website that's why you should have one call to action Only one and clear as day, as easy as possible.

59:30 Well, you could also do that. No. Different color button on your website. Different color than everything else on your website. It is a good button, right? Do that. All right. So thank you to our sponsors for keeping us on. I love you guys. I'm going to take the recording of what you did and I'm just going to hit play on the hotkey from now on. That's the library. All right. So I reached out a little while ago because I saw somewhere on the interwebs you're doing an event and it has a lot to do with the things we just yammered on about for fifty five minutes. What is it? And then who's it for? Let's just make it emotional. Who's it for? What are they trying to achieve? And how do they, it's an in-person, it's an in-person thing. It's a two day in-person party that is so productive when it comes to helping people really learn the art of recruiting, training, and retaining their dream team.

1:00:21 Yeah, let me get to retaining. Yeah, this is the only event that hits those buttons this clearly. And what's cool about the event, Jimmy, isn't just that we have, of course, amazing speakers who are coming in who are specialists in marketing and sales and recruiting. We also get to speak with incredible students in the area. In Arizona, we have a party that we, so here's one of the things that we're doing. There is a whole training. This is our second annual. Last year was a huge success. We're having all of these physical therapy students across the state of Arizona come and participate in your practicing of doing job interviews. It's going to be mock interviews, but they're real interviews. And one half of all the students in Arizona leave out of state.

1:01:05 So we attract actually more companies to this event from out of Arizona than in. So not only are you coming to learn, you're coming to actually hire people. This was a cool, like I woke up in the middle of the night two years ago. It was ladies night. What if we had all the students come and then the PT owners would come and actually have an opportunity to not just learn, but actually hire people in real time. And so that was really fun last year. We had a live band. I always perform. It's a rock star summit. So I'm a rock star in my own world and I love to play and be stupid. But this year, honestly, we make so much value. The fun, no one's going to come for the fun, but believe me, when they leave, they're like, that was a blast. And we make sure that it's going to be a powerful experience for PT, OT, and SLP leaders.

1:01:51 Anyone in that space, a lot of pediatric people come, adult PT obviously come from all over. It's in Phoenix, Arizona, March six through the eighth, March six through the eighth. We are going to sell out. We are almost fifty percent sold out and it doesn't start until March and we're filming this December fourth. So we we I'm like we don't it's not a huge sponsor event. We only have a handful of sponsors. We keep this really intimate, super, super fun and incredibly impactful. Who are some of the speakers? And if someone doesn't know who they are, what is their- Oh, I'm so glad that you said that. The great- I'm glad you asked. Greg Todd, if you're familiar with that wonderful human being, Brandon Siegel, the founder. Brandon Siegel.

1:02:31 Wait, wait, wait. I started following Brandon Siegel because you shared he's the guy with the beard, right? He is. Yes, he is. Un-freaking-real. Greg Todd and Brandon Siegel. I felt like I met my soul mates. Is that weird? Like I just – these are guys – when I found Greg Todd after years of learning from this guy, I just went up to him a while back and said, I think I love you. Is that weird to say? Yeah. And he embraced me. He's like, no, bro, you and I are together. I'm like, no way. You and Greg Todd being bros. He is unreal. We have a speaker by the name of Scott Fritz, who was my coach and mentor for years. He specializes in how to prepare businesses to sell. So he talks about recruiting, training, retaining from a place of maximizing your clinic's value.

1:03:15 But check this out. We also have Chris Ronzio. He's the founder of Trainual, that online hundred million dollar software. that was invested in by Sharks from Shark Tank. He's a good friend of mine. He's going to talk about how automating playbooks actually retains talent over time. It's stacked with some of the most amazing speakers. And yeah, it's a workshop as well. You're going to come learn and practice and hopefully actually make some hires. So you're looking for practice owners who are like this. I came out of PT school and did not understand. I thought it was always patient attraction as the biggest problem. And then the more you talk to the like, That's really cute, bro. It's not it.

1:03:55 But from the outside, you wouldn't know unless you pop into this. So this is for practice owners? Is it any particular kind, any particular size? Or if you have this problem, this is the thing that solves it for you? Yeah, it's practice owners and leaders of PT, OT, and SLPs. And here's the thing. We get people who have single one, two locations. We also have guys there who have twenty to thirty locations. mostly because my network of my friends, they all kept growing their practices after I sold. They come to make the hires and to possibly look for people to partner with that they could maybe even acquire. So it's one of those things where, yeah, we keep it small. Talk about exclusivity. Our venue only holds a hundred seats and we're almost fifty percent sold out. Like we're almost fifty percent sold out.

1:04:36 So for us, like we haven't even done aggressive sales or marketing yet. This is kind of the beginning of that. And so we have an end of year special. It's half off until the end of this year. So hopefully this podcast will get out to people because starting January first, those prices double. I'll drop it tomorrow, the fifth. So and where do they go? Where's your call to action? Well, your one call to action, where are they going to find it? You want to go to... www.summit.virtualrockstar.com. Once again, that's www.summit.virtualrockstar.com. Pick up your tickets, look at the agenda, look at the speakers, but honestly, just get ready to make a difference in your team. The team is the legacy. It's the best part of our journey when we know how to do it.

1:05:17 Wow. Well done. All right. We got some stuff to talk about off, off air. I want some insight. We'll do that. We'll do that in silence, but parting shot. What is it? Well, first of all, subscribe to, well, if you like this vibe, you could get this vibe. You could mainline this vibe. Willpower podcast, uh, find that wherever podcasts are heard, or you can go to virtual rockstar.com and there's a dropdown that says we'll start willpower podcast, uh, parting shot. What do you want to leave with people? I want people to know that they matter. That if you've gotten to this part of the episode, you are one of the few that are that committed to getting to the very end of those things. And that what you are dreaming about, the things that you are hoping to create, aren't just nice thoughts.

1:05:57 It is important that you accomplish those. I'm going to ask those people who are in this state of listening that they... Don't just hear this as like a nice compliment, but a call out to step forward and to realize that dream because other people need you to. I love that. All right. Thank you. Thank you, man. That was honestly one of the best times I've had on a podcast ever. I love that. It was an hour and I was like, okay, that seems a lot. I don't know. It's going by really quick. All right. Well, appreciate the time, man. Thank you.