Unlock Your Career Potential: How to Find Your Ideal Job

Why is it so important to find your right fit job? And what is that? What does that mean?

You have two types of people, your people who know what they want and they know what they like. And then you have people who don't. Are you better fit for a big company where you have to go through those channels and have a direct report, or do you want to just mesh it up and be flexible and have things change on a dime? Some people, it's great. Some people, that's a nightmare. When you sit down and you really take time to think about what makes more sense. For me personally, you can figure that out. People just don't spend the time growing, wake up. Like these AI things that you can now play with become skills and make you more valuable. Like the people who rush to go learn that and consume that, they're going to be ahead. My company's purpose is to try to help people find a job they love. I just very passionate about that. And I think there's a way to do it. I think people need to hear it. I think young professionals can appreciate it when they here because, you know, it's more common sense, just not common practice.

Okay, so Chad, the topic today is how to find your right fit job. And I guess the first question I have for you is why is that such an important thing to do? I think a lot of people are in a state maybe where they're thinking, you know, I just need any kind of job. And I think, would you say that's the wrong approach to take? Or I guess just generally speaking, why is it so important to find your right fit job? And what is that? What does that mean?

So that's a great question. I don't know. I kind of look at it from a different perspective, which is why do so many people hate their jobs? And how is it that people get stuck in situations in jobs that are just not a good fit for them? And it really does start with the person's own reflection on what they want at the beginning of the process, which usually is not set up for success. For someone seeking a job because they feel pressured and they're making decisions for the first time they've never made before and they haven't been taught how to make those decisions. So it's a big decision. Choosing a job right out of college, for example, or making a shift and transitioning to a new job, it all starts with knowing what you want. So I think right now there are some pretty heavy statistics for how many people hate their job. And I don't Know, my company's purpose is to try to help people find a job they love. I just. I'm very passionate about that. And I think there's a way to do it. I think people need to hear it. I think young professionals can appreciate it when they hear it because, you know, it's more common sense, just not common practice.

Okay, and I guess let's walk through the journey. What does that look like? If you were speaking to me and I was just coming out of college and I don't know what I want to do, but I know that I need to get a job, where would you start? With me?

It's a great question. You know, so I think every person's different because they all start that journey at certain times in their career. And since nobody's really in the same exact position as someone else, you have to kind of think about it in a way. It's like, okay, depending on where you start, that that would determine what would make logical sense to do next. And so let's start from the beginning of someone who's graduating and just trying to figure out what they want to do. And I think right now, the way things are unfolding in the business world, people having to transition in the middle of their career is not going to be so unlikely. So if you really think about it, people coming out of college and people figuring out, I need a new job, they're in the same boat. And you have two types of people. You have people who know what they want and they know what they like, and then you have people who don't. And so the first stage is doing an assessment and kind of getting some clarity on where's your starting point? And do you know what you want? And you can either answer that with a yes or no. And if the answer is no, then you should be able to get some guidance as to what you need to make decisions on so that you can turn that into, yes, I know exactly what I want.

And what. Like, when people say they do know what they want or they don't know what they want? I guess, how much do you need to know about what you want? What kind of. Get more specific with that.

What do you.

What are some good questions to ask yourself to figure out if you do know what you want?

So this is what I call, like. Kind of like, for me, it's a filter. And the way I would. Way I would coach people is I'd say there are certain things that you can just decide that when you're searching for an opportunity, you're Gonna have to make the decision on this. You should know why you feel the way you feel about working for a very big company with thousands of employees or working for a startup where there's less than 10 people and you're working hand in hand with the founder of the company. Those are two different worlds. And I think when people learn about some of the characteristics and what you can expect to experience in those worlds, you should be able to step back and know yourself enough to say, I'm more for that world, not so much that world. I can do both. But if I had to make a preference of what I'd like, it's that one. And I think too many times people make a decision based on some other type of, you know, thing of the process that they're looking at and they ignore the fact that they're gonna just kind of go into this world and meanwhile that's what makes their personal world miserable because they're in a system that is not a good fit, it's not a good alignment. And I think when you sit down and you really take time to think about what makes more sense for me personally, you can figure that out. People just don't spend the time growing it.

Right. And so you mentioned the size of the company there. Yeah. And so when you were, when you were running your, your old business, did you have experience with employees coming in who just expected the type of environment, let's say of, I mean you guys were what, a medium sized company, would you define yourself as or.

No, we were small. I would define a small company between, you know, to about 120, 150 people, you're pretty small. Even though it may not seem small and you might have big revenue, but for the number of employees, you know, I always classify like if you have under 10, 20 people, you're like a startup, you're just starting up. And if you have 30 people to 120, that's enough to be able to keep a real strong culture. If you're got good leadership and you've got a good team, a medium sized company, you're going to have a few hundred people, large companies, a thousand, and then corporate, you know, you're talking about 25,000, 50,000, 100,000 people. That's a whole nother level.

What if I've never worked for any size company before?

Right.

And I'm trying to figure out what kind of company would be a good fit for me.

So then you need to learn what are the common characteristics that you'd see working at A very large company, what kind of issues am I going to have to deal with? Because there are so many people that are doing different things and revolving door and I don't even see the president or the CEO of the company versus this world where there's a small company where I get to see the owner every single day and everything I do, I'm the only person in this role. So like you could be in such a different world that when you hear how one world operates versus this world, you know, you can expect that in a large company there's a lot of bureaucracy, there's a lot of channels and it could take a long time to make a change where in a small company they can do it today. And to some people that's unbelievable. It drives them nuts watching people just stay in the same process. For some people that's a blessing. They love that. They love that slow consistent pace that they can actually see what's coming and not have any surprises. So there's a lot of dynamics to take into consideration. That's why it's real personal to you. Like to you Jacob, like are you better fit for a big company where you have to go through those channels and have a direct report or do you want to just mesh it up and be flexible and have things change on a dime? Some people it's great. Some people that's a nightmare.

Yeah, it's funny as you were describing some of the challenges of working for a large company or not challenges, but maybe benefits for some people. But as you were describing the bureaucracy and stuff like that, in my mind I was thinking that sounds just like an absolute nightmare to me, which is obviously why I think find myself leaning towards working for startups and small companies. What are some other criteria aside from the size of a company that matter?

So I call them your non negotiables. And the way I look at creating a filter for yourself and the way that we'll coach people is we'll say there are certain questions you just have to answer. Like for example, what's your salary range and what's the minimum you'd be willing to, you know, accept as an offer? And having a hard line, you know, if you want to make $100,000 and you'd settle for 80, then 80 is your number, right? And so you just have that number. And it's important to have that number so that you can filter through things because if that's a non negotiable for you, then anything under that number you don't even look at and that saves you so much time. It also saves you from taking a job that maybe looks attractive but doesn't meet what you're looking for. And then you have a bad surprise down the road, you know, because you know you made a compromise that you know you shouldn't have, but you did. So knowing what you want and knowing your salary is a really important one. Knowing whether or not you want a schedule that allows flexibility, that might be a requirement for some parents, that might be something that, you know, people don't like because they want structure. So they Want to know 8 to 5, Monday through Friday. Again, everybody's different. But you have to know what yours is, what you'd be open to, to. And if remote is a non negotiable, then you're not going to look at companies that don't offer remote because if you do and then you take a job for the wrong reason and then you're stuck going in every day and that makes you miserable, then it doesn't matter what you're going to be doing. If you don't like it because you didn't want to, you want to work remote, you want to work from home, be with your family for whatever reason. So location, working remote, your salary, and I think then you know, then starting to look at like what your unique ability and what your skills are and making sure that the job description, like literally it matches up to what you can honestly see yourself doing. So that's a whole nother. That's probably the hardest one for people to do because they have to determine what their skills are and they have a hard time translating that to a way of effectively communicating and connecting it to what the employer is looking for in order for the employer to see that you're a good match. And that's, that's the secret. That's, that's what hooks employers when they can see that you're a great candidate because you did X, Y and Z and they think that you'd be someone who could be successful doing it for us, because that's what we need.

Do you have any examples of that last one where maybe just from your own experience you've seen, I guess, both sides of it where someone has come in and been the job that you were hiring for has been a perfect match with their unique abilities. And then maybe an example of the opposite too, where you had someone come in and you made the decision to hire them. But in hindsight, looking back at the interview and just having worked with them, you realized that maybe they just weren't the best fit for whatever reason.

So I, unfortunately, have more examples of that. I had to learn the hard way over 25 years of hiring people at a collection agency. Like, no one wakes up and says, I want to go work at a collection agency. So when people were interviewing with me, I had a different interview tactic. I had a different strategy that I used, and one of them was to try to talk you out of the job. So I wanted to see if people really wanted the job. So I would tell people I didn't think this would be a good job for them and see what they'd say, you know, because that's what we were up against on the phones. People kind of debating a little bit and having good customer service, but being able to be persuasive. And I think, you know, if someone can't tell me why, they'd be a good hire, you know, especially at a collection agency, like, why are you. Why are you working here? And what I would find is that people were coming in because we were a great culture, and we had some great stuff up on the. You know, in the web that people saw. So they came in and they wanted to work at a place that was recognized as one of those top workplaces. And I'd say, but you're gonna be on the phones making calls all day long. Is that what you want to do? Is that your skill? And I heard a lot of people, unfortunately, that that was not. And it didn't take long for us to see it, and the results suffered, and they were miserable, and that was probably a little bit too much of a pushover. And so I got a little bit tougher in my later years before I sold the company, that I started getting more hardcore with holding people accountable to it.

Right. But at the interview, you would find that people would. Do you think it was just because they needed a job and were, like, saying, yeah, so it's.

And they liked what they saw. Like, we had a really cool onboarding process for our interview. So they. They came in, and it was like, wow, this place is different. It's great. And, you know, everyone's being so friendly. So they. They. They fell in love with the place, and they realized that the job's not a good job. So I do a lot of restructuring at my company, putting people in the right seat. As I started to learn as an entrepreneur, like, the reason your performance is bad is not because you're not a good employee. It's because you're in the wrong position. So I didn't want to just fire People I wanted to like, put them in the right seat. It's much better if you can catch that first and then have someone have to call you out on it.

I think like for a lot of jobs, you know, I would guess very, at least when I think back about my own career path, there have been very few jobs where it feels like, okay, this is a perfect fit, it checks all of my boxes. It's much more of like this company seems good, I'm not entirely sure. And it's much more intuitive. I guess you, you have a gut feeling and you make your best guess. When someone goes into an interview and let's say they've taken stock of what they want and they have a number for salary that they're willing to accept and they have an idea of what kind of culture, what size company they want to work for and they go in and they find that the company that they're interviewing with matches some but not all of their, doesn't check all their boxes. I guess when is it okay to take that leap and just jump in even though maybe you're not entirely sold and it doesn't check all of your boxes. How do you grapple with a situation like that?

So I have a way of scoring my filter so that I know what my non negotiables are, what I'm not willing to compromise on before I go into that position. So I'm not stuck in a situation like what am I going to do? So for example, I prioritize my list. To me it's most important to work at a best place to work. That's the most important thing for me. And I need to make X dollars. That's a non negotiable for me. And I would love to have health benefits and 401k but it's not a deal breaker for me. So you have all those tags in your profile so then you can decide, you know, how you want to stack this job up against another job. And what I do is I just use a simple point system. I give them each point and how many points does this job hit and do they hit some of the ones that I have at the top, my most important ones and that's how I make my decision. At some point you have to make a decision. So if I narrow it down, I'll weigh out those pros and cons of both of those and I'd say which one has more of what hopefully are be an indicator that I'd be happy versus picking one where they're not. They don't have what I want. So I think it's clear. It's why it's important to know what you want and what you need. There's a difference.

Right? Right. So when I was. When I was in college, I remember, I think more than anyone that I know or have met, I was just terrible for not knowing what I wanted in terms of different career paths to go to. The problem was I thought that, like, I was interested, and this has been a problem for me my whole life. A problem or a blessing maybe, too, who knows? But I've been interested in so many different things, and I find myself drawn towards tons of different opportunities. Back when I was in college, for example, I remember I thought I wanted to be, like, a dog trainer at one point, and I thought I wanted to be like, oh, maybe like, speech pathology is something that I would enjoy. And I found myself, back in those days, drawn towards so many different. Different possible paths. And if I would have done this exercise, like, if I would have thought about finding my perfect fit at that age, I probably would have been able to justify why a dog trainer and at the same time, a speech pathologist would be great for me. So I guess, how do you coach someone who, like me, is just interested in a whole bunch of different things and can make arguments for why each one of these very different opportunities would be a good fit?

Well, for me, when I talk to someone, I can ask them a question and I could just tell if they're genuine or not about the why behind why they want what they. What they say they want. And if you can give me three good, solid whys for why you want to be a dog trainer, you know, I'm looking at, like, do I believe this guy? Do I think he's full of it? And if I believe that you can, then why can't you? You know, like, you know, if you put your mind to something, you're the only one who can stop it. You know yourself. So, you know, I think the people who are successful, they have an aim and they're moving towards it. So if you told me that you want to be that dog trainer and you want to go take a class and get cert, okay? So, like, yeah, who am I to say anything different? So I think I'm. I'm attracted and inspired by people who know what they want, know why they want it, and I know the only way to do that is if you actually put thought behind that and put some pen to paper and actually, like, really process that and have someone you can talk to, that's like a truth teller that can like, challenge you and, you know, just try to understand your, your reasoning for why you believe what you believe. And I think if you have clarity, there's. That's all that matters. Doesn't matter what anyone else says. And I don't know, like, I think it's important to know what you want. So to answer your question, I think you have to be realistic as well. So, like, you know, one may be able to earn a really good living, one may not, and that you have to decide how important that is for you. But I think right now you have no excuse other than to go explore. And what I would say is you play. If you're at a point in your life where you can, you can play with different ways of being creative and use all of your ideas and things that you're interested in. One should stick if you, if you're good at it, if you're that good at it. So we define a unique ability as something you're good at that you love. So there's something in there.

Yeah, for sure. It definitely, like in hindsight, looking back all these years later now, I'm thankful that I did play around and take all of these chances and jump around to different careers. So. Okay, next question.

What's scary is. What's scary is someone who's been working for 20 years and then they lose their job because now their job becomes obsolete and they don't know how to start the process or where to go or what to do or what they can do since their job just became obsolete.

Yeah. And that could be happening to a lot of people very soon, I think too. What do you, I guess on that topic and just how fast everything is changing, I think that it's very rare. You know, when we're talking about right fit job, I guess what, what in your mind is the timeframe on a right fit job in terms of like, let's say you find your perfect job, you just keep working there as, as long as you're, you're happy as long as the company's going or what is. I guess what I'm getting at is, is it seems so rare these days, even if you do love your job, that the average person sticks around at a job for any, any longer than five years. How has your thinking on.

I guess.

Just, just that alone changed over the years.

As you said, nothing changed. I mean, look, it didn't change much forever until November when ChatGPT came out and AI got released. And I realized in the first week, what they just unleashed and how much that's going to change everything. And so, you know, as someone who's always trying to forward think and I'm always trying to be in that visionary space state for my company and for like what's coming down the pipeline, I've had the opportunity to consume a lot of information. I think when you learn what's going on and what already started, you get a real big wake up call. And I don't think that has hit mainstream yet. And I think people should be worried. I mean I've been able to do things that I could never do. And what that does for individuals in college is it puts them on a, a different playing field than anyone coming out of college has ever been on. Meaning like you can have 10 years of experience in marketing today and that makes you so valuable that you make $175,000 a year and now your job just became automated in ways that you could never have possibly imagined. And a college kid has a better shot at learning this new way of using it that makes them more valuable than you. To me, the higher paid jobs that have skills, skills that are going to be replaced by up to 50% of their responsibilities for what they say, which I think might be low, I think they're in for a big wake up call. And it's the people with degrees, it's the people who, who took years to learn how to build skills that are not going to matter anymore. It's kind of like a, versus a VHS and a cd. Like you just don't. And I think it's just gonna ripple through our economy. And I don't, it hasn't happened yet. And I think we start to see like the teaser of it meaning all these big companies are laying off so many people. And then you'll see something like Goldman Sachs predicts 300 million jobs. And like, you know, again it's a headline but I don't know, it's hard when you see it not to think that that's coming down the pipeline very fast and that changes how people get jobs and it changes what people are going to be doing. So again, circling back to what you said, I think having a skill and enjoying what you do, you know, I used to coach with Dan Sullivan and his strategic coach courses and his programs. And you got these big timers in there. We're paying a lot of money to be in there and learn from a guy who's 40 years, mentorship, business training. And he talks about doing what you love, knowing what Your unique ability is. And then spending all your time doing that and then figuring out how to delegate or automate or do anything else with all the other things that you're not so great at so that you don't get stuck hating your job and being burned out. And I think that's where most of the America lives. Most people who have jobs, that's. They, they work, they work, they work and then they burn out. And then they either have to change or the company makes a change suddenly and you're out. So I think learning and empowering yourself right now is. We've never seen anything like this with what's been. What's the opportunity right now to have experience, not be important. It's just mind blowing. It's just. You never think that. But if you figured out how to get sales automating some system using some marketing funnel because you know how to use everything on the Internet, and then you have a sales guy who made $200,000 knocking on doors, I gotta tell you, I think I'm going with the digital marketing guy. I don't know.

Right. Yeah. So I think what I hear you saying too is just the like, AI has got to be part of the strategy as far as you're concerned.

I think learning how to use the tools becomes skills that you can then use, showcase on your resume and you can have conversations about real business problems that businesses that could use that solution and you can do it. I think that's very valuable to have. And I don't think you need to have degrees to be able to have that. I think you can learn what those tools are and what those things that business owners have as pain points. And if you learn how to solve that problem, you become valuable.

Yeah. I mean it's impossible to predict how all of this stuff will play out. But I guess the concept of a right fit job is I think gonna change a lot too. I think like really, I don't know, who knows what's gonna happen. But I think a lot of people won't have the luxury of like sitting down and finding what their right fit job is like. A lot of these right fit jobs that people settled on before what you might. We just don't know what jobs are going to exist and what new jobs are going to exist as well.

Look, I saw, I saw Wendy's came out with something with some robots and.

They say that all Wendy's like the restaurants.

Yeah. So like eventually all the fast food restaurants, you don't need people. Right. You don't need you can have robots doing all that stuff. And so if you think about all the jobs that across, across the country, if you traveled across the country, how many people are working in all these fast food restaurants, and if you look at the different industries, that same thing will happen. Line workers, whatever it is, drivers is the biggest drivers. Where are these people going to go get jobs? They're not skilled to get higher level jobs. That's why they have the job they have. And those entry level jobs are gone. And so you gotta, you gotta learn how there's gonna be a new expression of how people do business. And you have to become valuable in some capacity. And that is either going to be doing it for someone else as an employee, or doing it for yourself. And you don't need to be an entrepreneur to do it for yourself. You just have to be able to know how to do something that people want and provide value and be their hero. And when you can be their hero and you can deliver what they want and you could, you know, figure out how to get in front of people that need what you have or what you could do, you either go down that route or you take a safer route and you go work for someone. And so the hard part about the right fit is that you still have to find the right company to work for.

Right, but, or, or yourself, right? Do you think that everyone has that capacity too, to be able to. Let's say that you got laid off after, you know, maybe driving a truck for 20 years and you're thinking about you. Well, you got to find out what's next, maybe entrepreneurship for you. But what you said is entrepreneurship. It's not. Why is that not entrepreneurship? Starting something yourself?

I kind of look at, I kind of look at something like, you know, when people think entrepreneurship, they think of like a CEO and they think some guy who's running a company, some gal who's doing, you know, but you don't have to run a company. You don't even have to have a company with people to be self employed. And what that means is you just don't work for anyone. You don't have to answer to anyone except for yourself. And you know, you get to make all the decisions so that there's a lot of freedom there. And when Covid hit, you know, millions of people filed for business licenses for a reason. They got laid off and they wanted to make money, so they figured, hey, I got to go figure this out. And I would say the guy who's a truck driver, I guarantee that guy's Got some skill, some skill that most people don't have. He either knows or he doesn't know or he knows and doesn't realize that that's a skill that people think would. It would be valuable. And again, he stopped in his tracks because he wants to go start their own business. I can't do that. I have to put on the table. But there's a process, like, to go explore that, like, what would I have to do next? I don't know. Like, maybe you'll find out that you could do the next step. And typically that's how successful people do things. They just, they take the next step and it leads to opportunities that you never would have saw unless you took that next step.

Right. Okay, so let's imagine that you know exactly what it is you want and you've written all of this down and you're ready to get some interviews. What's the next step after that?

Is it really just like, come to restart, Come to restart. We'll try to help you find it. You know, you try to collaborate and integrate with like, recruiters and you do your due diligence, right? You figure out a system that works for you that allows you to effectively review opportunities that make sense and leverage third parties however you can without having to pay for it. Right. And then decide if you are going to make any type of investment, why you would make an investment to get help in doing anything. As a job seeker, you shouldn't have to, you know, you have, you have recruiters who are making money off placing you so they have the opportunity. So you just have to filter through those opportunities and see if any of them meet what you're looking for. And I think there's a number of ways people can do that. And again, you can research that and it's endless. But, you know, I think there are lots of tools out there that people can use too, that could make that process more efficient for them. And that's what, again, that's what we tried to do with restart is give people a process that they, they can't get anywhere else. And I haven't found it yet. I've been searching, so that's why I'm trying to build it.

It's just putting your head down and, and grinding and looking for that match.

Yeah, like just, you know, shifting and pivoting and figuring out what people want and what works. I mean, I think, you know, the thing with jobs, it's tangible. You either, like, have a job to look at that's legit, a good company that I want to apply for. And I can apply to a process that actually makes sense, that works, that I'll get feedback and I'll know if I'm going to get the job or not. And it seems to be in a line with what I want. You know, people just lived in that space, they'd get jobs a lot faster. But the average person takes five months to get a job. It's a long time to be unemployed. And I think a lot of it's due to the fact that people are just spamming the resume out to as many people as possible, hoping to hear back from people. And it's just not the way people are hiring anymore. So again, employers have taken the human beings out of the process. They've automated that system and, you know, you better be ready to do the hard work on your resume to customize it so that if you want to be seen by the bigger companies who are using these applicant tracking systems, that you're not failing the format system or the best practices for your resume in order to be seen by a human being.

Did you guys use an applicant tracking system at choice?

I don't think so. I think the companies that are probably around, say, 7,500 people up, you know, we were just in that range and we had someone. I had part timers, I had full time, I had tried a bunch of our payroll company had one of those, but I don't think we ever really used one that made sense. I think at one point the team was using it at the end before I sold it, and I think we just didn't use it right. And I don't think we got as many responses as some of the other big companies get. I do know that when I interview people and I asked them what they've been doing as they've been searching for a job, I always heard them say the same thing, which is go on the job boards and, you know, just send their resume out. And I also knew that a lot of people didn't realize that they didn't know why they were there interviewing with me. Like you said, they were just desperate to get a job and they really didn't know what they wanted. And a lot of people are just lost. I think that's just normal.

Yeah, I imagine that knowing what you want and maybe going through this exercise that we've talked about here, even just doing that and getting clear about that would help with your confidence at an interview. Just being clear about what it is, why you're there, and what it is that you want.

That's fine. You know, Dan Sullivan always said he'd say you may not know what you want, but you know what you don't want. And so like, maybe that's part of the process is the first thing you do is decide, like these are things I, what do I not want? Like, I don't want to public speak, I don't want to do sales, I don't want to travel. Like, know what you don't want. And then hopefully, you know, you chip it away, chip it away, chip it away. And then, you know, you find what you want, you know, you narrow it down. So you could always try that too. But you know, it takes time to like sit, reflect and write. Leaders are writers. I'm a big believer in that. You get clarity, it slows your brain down and it makes you really stop and think about things that you normally would never think about. And I think that's a problem. People aren't thinking again. It's like, wake up. Like these AI things that you can now play with become skills and make you more valuable. Like the people who rush to go learn that and consume that, they're going to be ahead. They will be, they will be ahead by the time everyone else is kind of catching on, like, wow, this isn't going anywhere.

Do you recommend using tools like Chat GPT to figure out what you want yet or do you think that's more of like a soul searching thing that AI can't help you with?

I think it can do exactly what it's meant to do, which is assist, it could assist, it could assist you. I think it can give you a framework, it could give you ideas of how to write that better. So it sounds better in your brain. I don't know, but I know at the end of the day like comes from deep down inside your heart and like you have to know what you, you have to think, you have to think about your interests, your passions and you can get ideas from ChatGPT and you can. And I think you know, the first part of the process is doing some free assessments, as many as you can. The personality ones, the interest ones, the core value ones, a good job fit one. Like start seeing what themes are kind of coming back. Spend some time and just do those assessments and just see what they say. And it'll either confirm what you already know about yourself, which is good because it strengthens your belief in what you think you would make more sense, or it will challenge you. And you got to be open to that because things are changing and so you May realize, like, wow, that didn't peg me. But you know what? Now that I think about it, I see where that would be a benefit in how I do these things. Right. So you might see a different way of connecting. Connecting it. And you just never know. I mean, look, in my own company, I ran a collection agency. And if you asked me what I did, I wouldn't say I was running a collection agency. I was helping people get jobs. It's what you identify with. And it starts with you getting clear on paper what you want. And, and I hate to sound corny about it, but you got to dream big and you got to really have a big aim that you're going for. I think, I think people don't do that. They say 3% of people don't. 3% of people set goals and write them down like 3%. That's unbelievable. Like, that's all you have to do do is just write down what you're laying at. But I watched my whole company do that for many, many years. And it's not as easy as it sounds like. So I started running joke, just a little sidebar. I'd ask everybody to write down their vision. I always, you know, tried to coach people to do this. So they would turn it in on my desk and some people would turn in on a napkin, some people on a half piece of paper, and some people like in a nice, you know, this is. So I used to stand up in front of my whole company in these meetings, go, your goals are not meant to be on these napkins. And I used to always, like, joke around about the napkins because, like, you know, people would write these things down, they'd shove them in their drawers, close their drawers. But they don't realize if you, if you just put it up in front of you and you're looking at it every day, it's so much more likely for you to go after and hit that goal than you would if you just threw the napkin away. So I don't know, I just saw it day in and day out.

Funny you think, last question for you and ask you to make a prediction, too. Do you think five years into the future that, I mean, you gave some, or at least mentioned that the numbers for the number of people who hate their jobs is not looking good today. Do you think in five years that number is better, worse, or where do you think we are speaking at the macro level right now?

So I think it's going to be so much better because I think people are going to be forced to get really uncomfortable very soon, and then they're gonna be forced to, like, figure out what's my next move. Right. And now there are tools and there are going to be services like ours that are going to be able to, like, help people. And I think people are going to have a much clearer picture for what they're going to be doing as their next expression and whatever they transition to. And they're going to be more wise based on coming from, like, a different world in a way. And I think it's going to really force people to pick things that they like, that they enjoy. You know, it's a fresh start, you know, and I think that's. That's a. It's a perfect opportunity for people to wipe the slate clean and kind of, like, start over. I think with the new technology that's been leased out, it really creates opportunities for so many people that never had the opportunity before to even be playing in the game. But now it's like, right from your basement. It's normal.

Yeah. I think it's. It's exciting, it's inspiring, it's terrifying. It's all of those things at once, but crazy times that we're living through, so.

Yeah. Yeah.

All right, well, thanks for listening, everyone, and thank you. See you in the next one. Bye.

Bye. Peace.