Talent Acquisition Tales from Bar Taco with Sheri Zippo

[00:00:00] Yo Chad, what if I told you there's a platform that could completely revolutionize your hiring

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[00:01:18] Let's wrap this shit up.

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[00:01:37] That is ThisWayGlobal.com.

[00:01:40] We out.

[00:01:50] Oh, yeah.

[00:01:57] What's up, everybody?

[00:01:59] It is Tony Gwynne's favorite podcast, a.k.a. The Chad and Cheese Podcast.

[00:02:04] I'm your co-host, Joel Cheeseman.

[00:02:06] Hello!

[00:02:07] Join as always the doc to my Marty, Chad So Wash, is in the house.

[00:02:12] Thank you.

[00:02:13] And we welcome Sherry Zippo, like the lighter.

[00:02:16] Zippo?

[00:02:17] To the show.

[00:02:18] Sherry is a talent acquisition specialist at two of my favorite words put together, a company called Bar Taco.

[00:02:26] Wow!

[00:02:27] Possibly the best.

[00:02:28] No, wait.

[00:02:29] Do they have the dot com?

[00:02:30] BarTaco.com?

[00:02:31] Yes.

[00:02:32] Oh my God!

[00:02:34] Oh my God.

[00:02:35] Before we get to you, what is this Bar Taco?

[00:02:38] I've never heard of it.

[00:02:39] Is it Two Great Tastes?

[00:02:41] The taste great together?

[00:02:42] Of course they are.

[00:02:43] Is it only in Calif?

[00:02:44] Where is it located?

[00:02:45] Tell us about this Bar Taco.

[00:02:46] I have so many great things to say about it.

[00:02:48] I'm sure you're going to love it.

[00:02:50] I'm sure you're going to love it.

[00:02:52] I'm sure you're going to love it.

[00:02:54] I'm sure you're going to love it.

[00:02:56] I'm sure you're going to love it.

[00:02:57] I'm sure you're going to love it.

[00:02:59] It's a great place to be.

[00:03:01] Bar Taco.

[00:03:02] I have so many great things to say about Bar Taco.

[00:03:04] Bar Taco is upscale, casual street food, scratch kitchen, scratch bar.

[00:03:07] We throw a party.

[00:03:09] We sell fun, not tacos.

[00:03:11] That's our tag.

[00:03:12] We are up and down the Eastern Coast.

[00:03:14] We have 30 locations.

[00:03:15] It's going to be 32.

[00:03:17] When do you come to Indianapolis?

[00:03:19] That's all I care about right now.

[00:03:21] We're hearing a lot about that at this conference.

[00:03:23] Yes.

[00:03:24] We're going to be in the bar.

[00:03:26] We totally skip.

[00:03:27] Totally fly over country.

[00:03:29] Fly over country.

[00:03:30] We don't deserve a bar or a taco.

[00:03:32] We only deserve single.

[00:03:34] So what was it founded?

[00:03:36] When was it founded?

[00:03:37] 2010 in Porchester, New York.

[00:03:39] It was an old lobster shack on the water.

[00:03:41] It went across to Connecticut.

[00:03:43] It just took off from there.

[00:03:45] It's one of my tacos I think New Englands.

[00:03:47] She said it was a party, Joel.

[00:03:49] This is a party.

[00:03:50] They love us up there.

[00:03:51] They have tacos.

[00:03:52] They have tacos in a bar.

[00:03:54] He's slow on the uptake.

[00:03:56] I'm getting a better sense of what it is.

[00:03:58] Let's get a better sense of who you are.

[00:04:01] Most of our listeners, if not all of them,

[00:04:03] have no clue who Sherry Zippo is.

[00:04:05] What makes Sherry tick?

[00:04:07] Oh gosh, restaurants, hospitality.

[00:04:09] Long walks on the beach.

[00:04:11] I mean come on.

[00:04:12] Oh yeah, flip flops.

[00:04:13] There we go.

[00:04:14] Some good cocktails.

[00:04:16] Good call.

[00:04:17] No, I love the hospitality business restaurant industry.

[00:04:19] I've been in it for a really long time.

[00:04:21] I'm a new recruiter, so that's a fun fact.

[00:04:23] Please tell me Applebee's Outback Steakhouse

[00:04:26] or Chili's is in your past.

[00:04:28] PF Changs is in my past.

[00:04:30] And Tava Stocks in my past.

[00:04:32] She just raised the roof.

[00:04:34] Nobody's ever raised the roof with PF Changs.

[00:04:37] That was good.

[00:04:38] There you go.

[00:04:39] I work for some great companies.

[00:04:41] I love that.

[00:04:42] Yeah, I was in operations for a really long time.

[00:04:45] Retired that hat and now I am in the recruiting side

[00:04:48] of things, so what's really great is I get to hire people

[00:04:52] for the roles that I've done.

[00:04:54] So I have a good sense of what that means.

[00:04:56] Create careers for people up and coming and add value

[00:04:59] to our company.

[00:05:01] Amazing.

[00:05:02] It's pretty fun.

[00:05:03] So what is the hardest thing for you as a recruiter

[00:05:06] at Bar Taco?

[00:05:07] I would assume that getting people to reply

[00:05:10] to anything that says Bar Taco would be easy,

[00:05:12] but I could be wrong.

[00:05:13] So help me out.

[00:05:14] No, we're really blessed.

[00:05:16] We have good applicant flow.

[00:05:18] We have a good backing behind us.

[00:05:20] People know our name.

[00:05:21] We're a beautiful restaurant.

[00:05:22] We're fun.

[00:05:23] When you go on the website and you look at a Bar Taco

[00:05:25] in the videos and all that, that's really what you feel

[00:05:28] and see when you walk in.

[00:05:29] Yeah, it translates.

[00:05:31] So hopefully the goal is to talk to us on the phone

[00:05:33] and I just get great feedback about people like,

[00:05:36] when can I sign up?

[00:05:38] It's a buy-in super quick.

[00:05:40] So I think the hardest thing...

[00:05:42] Yeah.

[00:05:43] I don't know.

[00:05:44] Keep raising the bar.

[00:05:45] Daily with these technologies.

[00:05:47] Is that easy?

[00:05:48] We're a big tech side.

[00:05:49] I mean, we use the QR code at the table.

[00:05:51] Yeah, we don't have servers.

[00:05:52] Hello.

[00:05:53] Yeah, we're a whole another...

[00:05:54] Hello, speaking my love language.

[00:05:55] Lovely.

[00:05:56] A little QR code action.

[00:05:57] So the QR code adds the convenience for the guests

[00:06:00] and then we add the hospitality.

[00:06:01] What about for recruiting though?

[00:06:03] Is there a hiring QR code

[00:06:05] or have you started to use that yet?

[00:06:07] I mean, we have them that people can easily apply.

[00:06:09] They can easily get to our website.

[00:06:11] Yeah, we have virtual business cards.

[00:06:12] It's all that great stuff.

[00:06:13] It's just table stakes at this point.

[00:06:15] Get it?

[00:06:16] Sounds like there's just a flood of people that want to work there,

[00:06:18] which leads me to my question of...

[00:06:20] We talk so much about employer brand,

[00:06:22] giving a brand that's separate from our main brand.

[00:06:25] And Chad and I kind of go back and forth with,

[00:06:28] is it better to have just a homogenous brand

[00:06:31] that translates into people wanting to work there

[00:06:33] or to have a separate brand

[00:06:35] and then the separate employment thing?

[00:06:37] It sounds like you guys have really embraced

[00:06:39] the overall fun Bartako brand

[00:06:42] and that translates into applicant flow.

[00:06:45] Was that on purpose?

[00:06:47] Do you ever have discussions about a separate employer brand?

[00:06:50] Talk about that aspect of your recruiting.

[00:06:53] I mean, that's something that's definitely been a hot topic

[00:06:55] as of late.

[00:06:56] We're growing and learning.

[00:06:57] So, in my opinion, what we did...

[00:06:59] Because remember, I'm only a year now, right?

[00:07:00] So we did five openings last year

[00:07:02] and that was when I just started.

[00:07:03] So from then until now, we're light speeds ahead,

[00:07:06] first of all.

[00:07:07] I think we get better every day.

[00:07:08] We keep adding value to the leadership teams

[00:07:10] that are collaborative and we all want the same things.

[00:07:13] We want the best guest experience,

[00:07:14] but we also want the best employee experience.

[00:07:16] I personally think that that's a combined thing

[00:07:18] and they really can't be separated.

[00:07:20] And I feel like that's the path we're going.

[00:07:22] It comes from a very genuine place.

[00:07:24] And you know, A-players want to work with A-players,

[00:07:26] like right?

[00:07:27] Like you don't have to be perfect at your craft,

[00:07:28] your skill, but you got to have drive

[00:07:30] and compassion and want it.

[00:07:32] You got to want it, get it out of your game.

[00:07:33] Yeah, like all those things.

[00:07:34] So for me, I look for people like that

[00:07:36] to join us, to help better us in that

[00:07:38] and we could teach you Bar Taco.

[00:07:40] Easy.

[00:07:41] And you get free tacos, which helps the best.

[00:07:43] I would like to be taught Bar Taco.

[00:07:44] That's all I got to say.

[00:07:45] I'm sure it's if you don't like tacos,

[00:07:47] I'm not sure a friend.

[00:07:49] I may or may not wear that here in there.

[00:07:51] Dad joke alert.

[00:07:52] Dad joke alert.

[00:07:53] Dad joke alert.

[00:07:54] I get it.

[00:07:56] Okay listener, how can you help your employees

[00:07:59] become more productive?

[00:08:01] I have answers.

[00:08:02] How about automating manual and repetitive tasks,

[00:08:05] giving meaning to data?

[00:08:07] Then allowing that data to actually drive decisions.

[00:08:10] And how about matching people to your jobs quicker?

[00:08:14] Well, wait, the Chad and cheese has a new LLM.

[00:08:18] No, cheese man.

[00:08:20] I'm talking about Tex Colonel.

[00:08:22] Ah, okay.

[00:08:23] That makes more sense.

[00:08:25] What I'm hearing is the groundbreaking concept of

[00:08:28] wait for it.

[00:08:29] Yeah.

[00:08:30] Simplicity.

[00:08:31] Seriously though, seriously.

[00:08:33] Tex Colonel cuts through the complexities like a tortilla

[00:08:37] chip through some hot nacho cheese.

[00:08:40] Oh my God.

[00:08:41] Really?

[00:08:42] Nacho references already.

[00:08:43] Anyways, Tex Colonel brings efficiency and productivity

[00:08:46] to your operations.

[00:08:48] Tex Colonel seamlessly unifies your tools and data

[00:08:52] to drive efficiencies and success.

[00:08:55] Tex Colonel is creating new opportunities for your

[00:08:58] recruitment journey.

[00:09:00] Kind of like adding guac to my Barbacoa burrito.

[00:09:03] Oh my God.

[00:09:04] How about extracting meaningful insights from data?

[00:09:08] I mean, that's something.

[00:09:10] Swiftly matching people with jobs, automating repetitive tasks.

[00:09:14] Who knew such advanced concepts were even possible in the

[00:09:18] land of human resources?

[00:09:21] We did Chad.

[00:09:23] We did.

[00:09:24] Dude, wrap it up.

[00:09:25] I'm a little hungry.

[00:09:27] Imagine that.

[00:09:28] Okay, listener.

[00:09:29] Get ready to use today's tech to drive efficiencies and

[00:09:32] productivity.

[00:09:33] Visit TexColonel.com.

[00:09:35] That's T-E-X-T-K-E-R-N-E-L dot com.

[00:09:41] Mmm.

[00:09:42] Nachos.

[00:09:47] Okay.

[00:09:48] So back to the tech question.

[00:09:50] In all of this, because I mean we're talking about

[00:09:52] scale because Barbaco, it's sexy.

[00:09:54] Don't get me wrong.

[00:09:55] You're going to get a lot of applicants.

[00:09:57] How do you scale through those applicants with the technology?

[00:10:00] Do you, do you not?

[00:10:02] I mean, how do you do it?

[00:10:04] Oh, I think that's something that, I mean, this is a great

[00:10:06] example of what we're learning, right?

[00:10:08] Yeah.

[00:10:09] Mid last year, I jumped on a few webinars with different tech

[00:10:12] companies to see if there were things that we aren't using,

[00:10:14] that we could use that would make our process better,

[00:10:17] easier, more attractive, all those things.

[00:10:19] And so we saw a couple here as well.

[00:10:21] So I think when we go back.

[00:10:22] Name names.

[00:10:23] Who did you see that you liked?

[00:10:25] We liked recruit bot.

[00:10:26] Okay.

[00:10:27] I think that that's, that could be something that could work

[00:10:29] for us.

[00:10:30] We've been hearing their name a lot around here.

[00:10:31] We have, we have.

[00:10:32] You know, we're different too.

[00:10:33] We're restaurants hospitality versus looking for nurses.

[00:10:36] It's not even.

[00:10:37] Yeah.

[00:10:38] So when you talk about a certain recruiting platform,

[00:10:40] I don't want to mention total names, but it may not hit

[00:10:43] the target audience that we're looking for for our mass

[00:10:45] hiring, right?

[00:10:46] What does work for you if not the targeted solution?

[00:10:49] Indeed is a really big hub for us, especially when

[00:10:53] we're doing new restaurant openings and you're talking

[00:10:55] about hourly employees.

[00:10:56] I mean, we just did an event in Charlotte to open our

[00:10:59] Burkdale location, Jamie and I, and we had over 300

[00:11:03] interviews that we interviewed and over 20% return rate

[00:11:07] on that for two days of hire, like an event.

[00:11:09] Okay.

[00:11:10] So we get a lot from that.

[00:11:11] But salary is when you're cultivating who you want

[00:11:15] on your team and you're building with what's

[00:11:17] already there and you're poaching from, you know

[00:11:20] what I mean?

[00:11:21] Like the places that you respect, you respect those places

[00:11:24] and you're like, well, I want you to work for us.

[00:11:26] You know the training, you know the environment, you know

[00:11:29] if it's going to actually come out.

[00:11:30] If they're parallels.

[00:11:31] Right.

[00:11:32] Yeah.

[00:11:33] I feel like she's saying the Taco Bell training system

[00:11:35] doesn't sink with the bar taco.

[00:11:38] Sorry.

[00:11:39] Maybe Del Taco, maybe Chipotle.

[00:11:41] But no Taco Bell.

[00:11:42] To be honest, like Chipotle or Chick-fil-A or

[00:11:44] things like that, Starbucks, we've had some really

[00:11:46] good success stories with managers of which we

[00:11:49] call service leaders in our industry coming in as a

[00:11:52] start because they want to jump over to full service.

[00:11:55] And we're willing to teach them and they have all

[00:11:57] those things we talked about, the non-negotiables

[00:11:59] that we can't teach.

[00:12:00] So it's amazing.

[00:12:01] So my wife, her background is service, restaurant,

[00:12:05] general manager, right?

[00:12:07] The logistics, the management.

[00:12:09] I mean everything that you have to do going

[00:12:11] through that process as like a manager or

[00:12:14] general manager at an organization like Bar Taco.

[00:12:17] It's a great launch pad for not just staying in the

[00:12:20] industry but getting into other leadership positions

[00:12:22] because there's a lot of leadership that's taught.

[00:12:25] There's a lot of care and give a shit about your

[00:12:28] employees because if you don't, guess what?

[00:12:30] They don't show up the next day.

[00:12:32] It's much different than most other industries.

[00:12:35] Talk a little bit about that.

[00:12:36] I mean because I feel like a lot of those individuals

[00:12:40] get looked down upon and they have skill sets

[00:12:42] that are far above many even corporates.

[00:12:45] Which people?

[00:12:46] The general managers, the managers of locations

[00:12:49] who actually have to deal with the people,

[00:12:51] not just customers but also obviously employees.

[00:12:54] Yeah well they're boots on the ground, right?

[00:12:56] We are very, like we know that.

[00:12:58] You know the RSC, the restaurant support center,

[00:13:00] some of the best collaborative group of people

[00:13:02] I've worked with in the industry as far as

[00:13:04] a support center.

[00:13:05] We know that.

[00:13:06] All of us know that.

[00:13:07] We work for them and we are at their disposal

[00:13:09] so we're there to support.

[00:13:10] So whether that's being available to pick up a phone

[00:13:12] or do something for them that they need

[00:13:14] or it's leadership and development

[00:13:16] or soft skills that we want to help our leaders grow.

[00:13:19] I think everybody at Bar Taco in that position

[00:13:22] is committed to doing that for all of our teams,

[00:13:25] which is pretty awesome.

[00:13:26] Yeah.

[00:13:27] So that's what keeps me going

[00:13:28] and makes me want to just stay and hit another year

[00:13:30] and another year because I believe in it.

[00:13:32] So you see a career path.

[00:13:34] I mean that's why I joined.

[00:13:35] I would never have.

[00:13:36] Yeah.

[00:13:37] Okay.

[00:13:38] 100%.

[00:13:39] We talk a lot on the show about minimum wage.

[00:13:41] As you are aware it hasn't increased in many years

[00:13:45] over a decade and food service is struggling

[00:13:48] with paying servers and staff.

[00:13:51] Where is Bar Taco's sort of strategy around salary

[00:13:55] and keeping people?

[00:13:56] It sounds like it's a great environment.

[00:13:58] There's training for retention,

[00:13:59] but talk about the salary piece

[00:14:01] of keeping people on the job.

[00:14:02] As far as the salary positions that we have,

[00:14:05] you know, we are very competitive

[00:14:07] and the people, the powers above

[00:14:09] are very clear in stating where we want to fall into

[00:14:12] with the percentile of, you know, a like with like.

[00:14:15] So I think we're on the cutting edge with that.

[00:14:17] Like I think we're in a good place.

[00:14:19] As far as the hourly go,

[00:14:20] that's the great thing about Bar Taco.

[00:14:22] The service model allows us.

[00:14:24] So we don't, like I said, we don't have servers.

[00:14:26] We don't have hosts.

[00:14:27] We have a group of support team

[00:14:29] that we call Dragonflies because that's our logo.

[00:14:31] I know, isn't that cool?

[00:14:32] I like that.

[00:14:33] And our management team and your bartenders,

[00:14:35] those are your front-of-the-house staff.

[00:14:36] And then you have your typical culinary staff, right?

[00:14:39] And because it's a, the QR code,

[00:14:42] all those gratuities that are being left

[00:14:44] are split amongst the team that worked, right?

[00:14:47] So it creates a higher wage.

[00:14:48] Are people tipping through QR code?

[00:14:50] Yeah.

[00:14:51] Talk about that.

[00:14:52] Well, how long was the decision to do that?

[00:14:54] What kind of engagement do you have?

[00:14:56] I don't know.

[00:14:57] I don't know how much I can actually talk on it

[00:14:58] since I'm not that new.

[00:14:59] But like, what do you mean?

[00:15:00] It's you.

[00:15:01] I think that's innovative.

[00:15:02] I mean, we don't hear a lot of food service

[00:15:04] talking about tipping through QR code.

[00:15:05] Like, is it a service?

[00:15:07] Is it a vendor?

[00:15:08] Yeah.

[00:15:09] Well, we use a company called OneDye

[00:15:10] and that's who we partner with.

[00:15:11] And so you...

[00:15:12] Okay.

[00:15:13] They pay the bill and tip.

[00:15:14] Okay.

[00:15:15] It's not exclusively tipping.

[00:15:16] It's paying the bill.

[00:15:17] Okay.

[00:15:18] So I got excited for no reason.

[00:15:19] I was like, uh-oh.

[00:15:20] As usual.

[00:15:21] Anyway.

[00:15:22] But these line cooks and prep cooks

[00:15:23] and team members, you know,

[00:15:25] are making, you know,

[00:15:26] sometimes an average of $20 an hour,

[00:15:28] you know?

[00:15:29] And that's amazing.

[00:15:30] And we have a weekly pay.

[00:15:31] And everybody's paid fairly and equally.

[00:15:33] And it's a team environment.

[00:15:34] Yeah.

[00:15:35] If you're not a team, then it's not...

[00:15:36] You know, if you're not willing to do that,

[00:15:37] then it's not an environment for you

[00:15:38] and that's fine.

[00:15:39] Yeah.

[00:15:40] And we're going to find the people

[00:15:41] that want to do that.

[00:15:42] Because the more money we make,

[00:15:43] the more money they make.

[00:15:44] Are you struggling to attract

[00:15:45] the talent you need today?

[00:15:47] Do you lack visibility

[00:15:48] into where your recruitment ad dollars

[00:15:50] are really going?

[00:15:51] There's a better way.

[00:15:52] Acquire ROI is a programmatic job

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[00:16:35] So automation is another topic

[00:16:37] that's hot

[00:16:38] and we hear about more restaurants

[00:16:40] looking to automate,

[00:16:41] certainly in my experience.

[00:16:42] A little robot you're talking about?

[00:16:44] I don't know if I can answer that.

[00:16:46] Kiosk replacing cashier workers.

[00:16:49] Just a little TA girl.

[00:16:51] I don't think so.

[00:16:52] She doesn't make the robotic.

[00:16:54] So no thoughts on automation.

[00:16:56] Are you used to it?

[00:16:57] I don't.

[00:16:58] I don't know, but I don't think so.

[00:17:00] We're such a human interact.

[00:17:02] Is it a branding question?

[00:17:04] So for example,

[00:17:05] we had in and out last night

[00:17:07] and I could never imagine

[00:17:09] the culture of in and out being automated.

[00:17:11] Whereas other restaurants,

[00:17:13] I could imagine that.

[00:17:14] Where do you think your brand is

[00:17:16] in terms of automation?

[00:17:17] Do you think it'll be something you embrace

[00:17:19] or people want the personal touch

[00:17:22] at the restaurant?

[00:17:23] Like you asked me if I think

[00:17:24] we're going to get rid of people?

[00:17:26] I don't think so.

[00:17:27] I mean, who would cook that?

[00:17:28] There it is.

[00:17:29] Who would cook that?

[00:17:30] I mean, again,

[00:17:31] I don't want to be held accountable for that,

[00:17:32] but I don't think so.

[00:17:33] I don't know who's going to cook that.

[00:17:34] I don't think anybody's going to hold you accountable.

[00:17:36] Scratch food, you know?

[00:17:37] Yes.

[00:17:38] She's like, when I sat down,

[00:17:39] I was told that they would just talk about

[00:17:41] bars and tacos.

[00:17:42] Which is not getting rid of all our employees.

[00:17:44] Which is my wheelhouse.

[00:17:46] Yeah.

[00:17:47] But what I do think is that we are

[00:17:49] innovative company and we are cutting edge

[00:17:51] and we are leaning on technology.

[00:17:52] So I think we're going to keep

[00:17:54] that in mind.

[00:17:55] Right.

[00:17:56] But combining it with the human

[00:17:57] is if I had a guess.

[00:17:58] So beyond bar taco,

[00:17:59] just basic opinion,

[00:18:00] we've heard automation,

[00:18:01] AI, blah, blah, blah.

[00:18:02] It's all over the place, right?

[00:18:03] Do you think that is just like overrated

[00:18:05] or do you think it's literally

[00:18:07] truth that some companies are,

[00:18:09] they're going to look at trying to cut

[00:18:11] heads using automation and an AI?

[00:18:13] And see, that's what's funny.

[00:18:14] Like we don't use the QR code for that.

[00:18:16] Like one might think that off the cuff.

[00:18:18] They might go, oh,

[00:18:19] they don't have service because they don't want

[00:18:20] to pay that.

[00:18:21] That's the main thing.

[00:18:22] Not actually why we do it at all.

[00:18:23] It's actually helps our employees.

[00:18:24] Yeah.

[00:18:25] But I think that yes, for some concepts,

[00:18:27] I think that that's the way it has to go.

[00:18:29] But not for all.

[00:18:30] Yeah.

[00:18:31] I think it's going to vary.

[00:18:32] I think it's can't be standardized.

[00:18:33] Yeah.

[00:18:34] Everyone that is Sherry Zippo.

[00:18:36] Zippo.

[00:18:37] From Bar Taco.

[00:18:39] Sherry, for those that are listening

[00:18:41] who want to connect with you

[00:18:42] or get on that list

[00:18:43] for when Bar Taco is coming to town.

[00:18:45] Yes.

[00:18:46] Where would you send them?

[00:18:47] Indianapolis.

[00:18:48] You can go to my LinkedIn profile.

[00:18:49] I'm going to send them to you

[00:18:50] or you can go to my LinkedIn profile.

[00:18:52] Or should I give an email address?

[00:18:54] Whatever you want.

[00:18:55] You do you, Sherry.

[00:18:56] With a name like Zippo,

[00:18:58] just let it, let it ride.

[00:18:59] Or SZippo at BarTaco.com.

[00:19:01] QR codes, bars, tacos, P.F. Changs.

[00:19:05] I love it.

[00:19:06] Speaking of my love language, Chad.

[00:19:08] Another one is in the can.

[00:19:10] We out.

[00:19:11] Thank you for listening

[00:19:12] to what's it called?

[00:19:14] A podcast.

[00:19:15] The Chad.

[00:19:16] The cheese.

[00:19:17] Brilliant.

[00:19:18] They talk about recruiting.

[00:19:20] They talk about technology.

[00:19:22] But most of all,

[00:19:23] they talk about nothing.

[00:19:25] Just a lot of shout outs of people

[00:19:27] you don't even know.

[00:19:28] And yet you're listening.

[00:19:30] It's incredible.

[00:19:31] And not one word about cheese.

[00:19:33] Not one cheddar.

[00:19:35] Blue, nacho, pepper jack,

[00:19:38] Swiss.

[00:19:39] So many cheeses.

[00:19:41] And not one word.

[00:19:43] So weird.

[00:19:44] Anywho,

[00:19:45] be sure to subscribe today

[00:19:47] to iTunes, Spotify, Google Play,

[00:19:50] or wherever you listen to your podcasts.

[00:19:53] That way you won't miss an episode.

[00:19:55] And while you're at it,

[00:19:57] visit www.chadcheese.com.

[00:20:01] Just don't expect to find any recipes

[00:20:04] for grilled cheese.

[00:20:06] It's so weird.

[00:20:07] We out.

[00:20:09] You've got questions.

[00:20:10] We've got answers.

[00:20:12] Business leadership, ownership and sales

[00:20:15] can be challenging.

[00:20:16] Tune in to the Accelerate Your Business Growth podcast

[00:20:19] to learn from the world's experts.

[00:20:22] Join me, your host, Diane Helbig,

[00:20:25] as I chat with people who have expertise

[00:20:27] in various areas of business.

[00:20:29] You'll enjoy the lively conversations

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