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On a webinar so you get to watch here on YouTube behind the scenes of what I'm doing for this particular webinar called Scaling Pediatric practices How multi location groups can win with virtual assistants. So I own a virtual assistant company and I'm about to do a follow up webinar for people who heard me speak at various events in September. And I'm just about to let everybody in. So you're welcome to listen along and be a part of this awesome experience. I'm going to start pulling everything up right now. So let's get over here and go to my zoom.

Bada boom, bada bing, bada boom, bada bing.

Bam. Has the glare. Okay.

All right, so there's the zoom. Let's see if I can share screen to check that out.

Looks like I can.

Oof. Lots of fun people coming.

Well, we have a fireflies person who's gonna be joining first. Gotta check the old hair. Check the breath. Just kidding. All right, getting ready to get started here.

Foreign. Let's double check everything. The minute to go. This isn't a good sign.

So Abby is my head of marketing. Let's see what Abby was saying.

So we have four registrations. So we're expecting these four people to be here. Tender box kids. Got it. Recording in progress. Very cool. All right, off we go. Okay, I'm going to get back over here and see if anyone's in the box. No one yet. It's not a good sign. We're going to record this thing. I'm going to have this edited for sure. We're going to film it anyway and just send it out to everybody. Lots of note takers piling in.

We'll remove that note taker and remove that note take ticker.

All right, let's get rid of mine while we're at it.

Oh, we got recording stopped.

Hello, Lori.

Oh, hi.

How are you today?

I'm okay. I was gonna walk, but I will stay here.

You're welcome. Go for it. Go for a walk. So what's happening is we had most of our registrants want the recording of this. We only have a handful of people that said they would be there live. Most people are like, hey, can we get this? So I'm gonna just record this. You can listen and walk for sure. I actually just got my call with my medical billing company and was teaching everyone the importance of going for walks, literally.

Okay, good. Well, if you wanna. If it's just me and you want to.

Do this in private, I'm happy to jump off and watch the recording. Oh no, I just was gonna like pop in and out all hour.

So do that for sure because I'm gonna go through this. Your presence is useful if that serves you. Just because like if you have anything come up and you have questions that would serve the recording. But yeah, by all means. Glad to have you here, Laurie. Enjoy your walk.

Sounds good, thank you.

All right, well guys, we're going to kick this thing off. I'm so grateful for the opportunity to have this webinar. We had a number of experiences last month where we were speaking at events. We, you know, this is event season in physical therapy, occupational therapy and speech world. And so we found that there's a large group of pediatric companies in particular that could benefit from this message that we're going to be talking about today. So first and foremost just want to thank you who, who are here and the people who are watching this recording later for the time that you're spending and investing in yourself. Like you know, we know about AI, everyone's very excited about that. But we often forget that the second fastest growing trend in healthcare is virtual assistants. And I am going to go into this story, but first I'm going to share screen and we're going to get right into our presentations that we can get going as to the value of why you're here. I'd like to not mess around. So just give me a second to hit present and off we go. So guys, specifically we're talking about scaling pediatric practices and how multi location groups win with virtual assistants.

So just going to ask you as you're watching this, what do you know about virtual assistants? What's the thing that would have you be on this call as you have those questions in mind, make sure that you reach out afterwards. If we didn't answer some of those and I would be more than happy to personally go over those with you. But first and foremost I want to introduce you to who I am. I am this kid right here.

I am still inside a 17 year old nerd who fell off a mountain rock climbing when he was 17 trying to impress a girl that he was dating. So I went mountain climbing without ropes in 1993 on a Friday the 13th and I fell 50ft and broke both arms and both legs in multiple places. 21 bones in total. And I will tell you, this was a very devastating time. As much as I'm laughing about it now. Physically very traumatizing, emotionally very traumatizing. The thing that changed my world was my therapist. So in home I had in Home therapy and my therapist came in. I had different therapists. I had therapists for my hands, I had therapists for my, my gate. And they were the people that changed my life forever. So much so that I became passionate about the industry and became a physical therapist myself. And I started a journey in private practice. And during those years it was incredibly challenging to become especially a business owner or a leader in an, in a, in a therapy world was so hard. Decreasing reimbursements, learning how to hire. And I almost walked away from all of it until I found a coach. And the coach led to coaching groups. And pretty soon I started figuring this thing out called business in healthcare and went from one to five locations. And I ended up selling my business in 2018 so that I could create solutions to help PT, OT and SLP practices overcome their challenges and be successful. Because I'm still the 17 year old kid. I want you to be successful in your journey as a leader so that you can achieve the things that you're doing because ultimately these are the people that get impacted or the kids who are needing the therapy. So the problem that we're facing right now as leaders in pediatric practices are obvious. I don't need to like rehash them all. But just in case you slept well last night to review, there is this thing called declining reimbursements. There's this thing called difficulty in hiring. Hiring people is the greatest opportunity that we have as leaders, but it's also one of the greatest challenges that we face. I remember back in my physical therapy practice days having this day where I had come home from work and my wife would go, hey Will, how was, how was work today? And I'd say great. Everyone actually showed up like. So I went from that culture to having these five locations where people would take a bullet for each other, at least a non lethal one, because they loved the company and they loved each other. But even then it was still challenging because when you have an elite group of people, although you have a foundation, you still need to grow and hire more people. So there's a lot of issues that we're going to look at that are related to staffing issues as we scale pediatric practices in particular. But the people, I will say this, all practices, all businesses, the people side of the business is where you are made or break, you make or break with the people. But when it comes to pediatric practices in particular, the human element is so much more important because you're dealing with kiddos and you're dealing with parents. And that dynamic which by the way is one of the greatest opportunities for making impact. But on the other side, this does mean that when we hire people, it's gotta be even stronger. So look out some of these statistics. 62% of private practice owners cited administrative burden as their top concern. Administrative burden would be, you know, not just the people side, but the tasks associated with running the business. When it comes to hiring people. Did you know it takes about 40 hours spent sourcing, interviewing and setting up the interviews and having those interviews and then negotiating salaries per hire. So every time we hire someone for the front desk or to do marketing or any other entry level position, or billing, which is an entry level, but those positions take even longer hours. But it's a minimum on average of 40 hours of our time. So as leaders, that's a lot of time that we could spend doing other things that would help scale and grow the business. Over a year of just a front desk receptionist, you're going to spend 118 hours a year overseeing the front desk receptionist, including the initial training, ongoing management, and then the problem solving. So when you add those numbers together, that is a lot of time of our Life. We spend 10 to 20 hours spent in preparation. Just when we're off boarding, we spend 10 to 20 hours going through that process of firing, you know, know, correction, making sure that we dot our I's, cross our T's. And these tasks oftentimes are some of the most dramatic and energy draining tasks that we, we face as leaders. So this problem is going to get worse. This is projected through the US economic forecasting that we are going to have increasing labor costs, decreased labor staffing and decreased reimbursements. So at worst, you know, we'll have people show up sometimes to work like they're doing us a favor. At best, we are cutting into our margins and our time by helping find those rock stars to grow and scale them. So this is the current problem that we're facing. It's one of the main problems and one of the greatest solutions I'm about to share with you, but let me share with you how we got here. How do I go from being a physical therapist to talking to you about virtual assistants? So I sell my practice in 2018. I then decide I just want to help the industry. And I am committed to building around this concept from Dan Sullivan. Around who, not how. There was a lot of companies I could have started, but the first company I started was a medical billing company because I knew as an owner that was one of my greater challenges. And I knew Katie Archibald. Katie Archibald was my director of revenue who completely changed my world. And I knew she was available and wanted to own her own business. So we started in the Black Solutions in 2020. We're six years old. I am no longer in that business because I told Katie, hey, Katie, this isn't the thing I'm going to do forever, but this is one thing I know we have to provide for the industry. And along that journey, we started hiring people for medical billing. And we found a constant trend of Americans at least having a little bit less of a work ethic than we were used to. So we decided to do the thing that we never thought we would do. We were going to hire overseas as a medical billing company. You've heard the cliche that once you outsource overseas, like quality goes away and things start to suffer. But I thought, what if we hired directly? Instead of using a company, what if I just hired them? Hiring is my favorite part of owning a business. No kidding. That's my superpower, is hiring. So I spent the money to establish an agency that could hire overseas. But I only built it for myself and my billing company. And so we started hiring people directly overseas. The first time we hired someone, her name was Ann. Ann cried when I offered her the position. And I had never experienced that, even with my amazing Rockstar team as a outpatient practice owner. So I hire Ann and I see the impact it makes in her life and I see the impact it made in our clients lives. And my team and I got addicted. And so we started hiring virtual assistants. And it was somewhere around the 50 person mark that friends of mine in the industry were going, hey, Will, could you help me? Could you help me hire a virtual assistant? And I would just give them my job ads and say, yeah, sure, here you go. And they said, no, could you do it because you do it differently and you do it better. And I said, no, you really can figure this out. And then they said, please, we'll pay you. And I went, what was that? So I honestly took this from a. I said no repeatedly to some of my closest friends until they insisted that I at least try the idea. So I piloted this idea and sure enough, people were telling me within a month that this was the greatest thing that I have ever done for any of them. That by providing the right people at a lower cost and doing it for them, they were saving so much time and money. So I'm going to get into the specifics of what that looks like. But that's why we got to this point. The purpose of my existence professionally is to build families. That's what I want to do. And that's what you do in the peds world better than anyone else. You guys build a work family that then serves families with small kids. And those families are going through some of the most difficult challenges when they need your services. So as we build families together, it was, it's an organic step to bring in someone from a different country who by the way is a great performer and change their family as well. I'm going to talk about how we can do that together. All along. The focus of helping us scale without having the stress of our current situation. So obviously virtual assistants is my main focus today. That was the title of the webinar. I'm going to go through some real bare bones, basic terms just because I don't want to take for granted where you're at in your understanding of virtual assistants. There's a lot of different ways that people use virtual assistants. A virtual assistant is a professional based offshore. In this case, we're talking about international virtual assistants who handle the day to day workload of the patient journey outside of patient care. We'll get into this in a second. But basically when you're like, what can a virtual assistant do for me or my company or my employees? It's basically anything that's not patient care. So here are some numbers that you should know. First. First of all, this is the second fastest growing trend in healthcare right now. There's a report that came out that showed that the U.S. healthcare economy plans on saving $7.5 billion by optimizing the administrative processes through virtual assistants. 86% of healthcare executives believe that virtual health assistants have a significant impact of improving the patient experience. So in other words, the vast majority of healthcare executives in the country who work with virtual assistants are saying that VAs are actually improving the patient experience, not worsening it. That's a common concern I see when I talk to clients, when they first come on, they're like, hey, I don't want my patients to get a worse experience. Especially in pediatric where that connection is key. And so it's interesting. We'll talk about why it's actually improving that experience. But we have to like realize when we're calling a customer support line and we get sent overseas and we can't understand what people are saying. That's a very different thing than what we're talking about here today. So they're saying that the growth rate of virtual assistants is going to be so big from 2021 to 2028. They're expecting almost a 25% growth in that industry. And I will tell you that I'm experiencing it firsthand. We have grown unbelievably fast and we've done it in a controlled way that hasn't sacrificed care. I'm not worried about that piece of it and I'll share with you in a second. So let's go into what a virtual assistant can do for your pediatric practice and how it can really offload your team. The first thing I want to say is that oftentimes when people are first learning about virtual assistants from a pediatric multi location practice in particular is they're worried about distancing the patient experience, but they're also worried about offending employees. Like we're going to replace everyone with someone overseas. That's not what we're talking about. We're talking about giving the gift to our key employees in particular and our leaders of helping offload the stuff they don't want to do so they can focus on higher revenue producing things that actually drive their passion. So let's talk about more specifics, but just keep that in mind when we're talking about VAs, we're talking about that context. So quick quote from one of our clients. Rockstar made the process so easy and our VA is now one of our most valued team members. Being remote, they have been able to accomplish so much that our reception team cannot when they're in the clinic. Working with Rockstar has made our clinic more efficient in a very short time. All right, so what can they do? Front office reception? We're talking everything you can imagine. I have cust. I have clients who start by just having their phones forwarded during lunch and after hours. I have clients who have full time front reception that's all remote. I have clients who are expanding new locations who use monitors. And someone walks into a clinic and that virtual assistant pops up with perfect English, it says welcome. There's all these different connecting pieces and there's not one size fits all. There are just so many ways that we can support the front office reception. Then there's everything with with insurance. This is the vast majority of where my clients will start. They will start somewhere as a pilot program, which I recommend that you start hiring someone in that insurance verification or authorization or even medical billing space because it's not patient facing and it allows the team permission to kind of try it out to see if it's a fit for them or not. Now I do have clients who go straight patient facing, but the vast majority, over 50%, start somewhere behind the scenes. If not insurance verification and authorization or medical billing, as I'm showing you now. There's also marketing and social media. That's somewhere that a lot of times our clients are starting. Marketing and social media is a no brainer if your company, if you're a pediatric practice that's struggling in recruiting, this isn't an important hire and we do actually have a training program for that person because most recruiting now is done through social media. And even if it's not how people hear about you, they're going to go to your social media pages and at least look at your homepages. If not, see what recent posts you have with this upcoming generation. The more we have in this area, the easier it is to build their trust, the easier it is to hire. There's also, like I said, recruiting ties into that marketing. So marketing for new patients as well as new hires, it's almost the same process. So we have VAs that can help you in both of those regards. But there's also these offloaded administrative tasks I can do. I have VAs that can do your bookkeeping, I have VAs that can do your payroll or any administrative task that you just don't need to do. It's all about offloading everything that doesn't fill your energy and or produce revenue to somebody else who by the way, is grateful for the chance to do it. Lastly, we have this executive assistant role. This is quickly becoming one of our most popular hires. So for owners in particular, but now for their key leaders, we're hiring executive assistants who scan through their emails, are able to represent you on the email sense for very low level, repetitious tasks that you really shouldn't, but still kind of have to be in touch with. They're able to organize your calendar, order birthday gifts for your kids, order your groceries. It is such a game changer that some of my best partners are now hiring executive assistants for themselves and their leaders. They're learning that the happier that their their leaders are, because it's a life balance creator, the better everyone feels, the more they stay in the company. So that is what they can do. So how does this whole thing work? If you're like, okay, great, that's what they can do. How does this whole process work? Well, every company is different. I'm obviously going to share with you what I do. I will just tell you that way I built this was specifically for pediatric practices and outpatient in general. As a PT in particular, I wanted to create a process that reduced that 20 hours per hire down to two hours. And I'll show you how that two hours comes together right here. First of all, we go find and hire those people overseas. They are our employees in all the ways you don't want them. We have liability. We also are, you know, sourcing them. We handle all of their HR problems like that is our world. They're your people in all the ways you want them to be. They're your part of your culture. They come in and they're on screen during your team meetings. They're contributing ideas from a place of passion.

So what we basically do is hire them and lease that relationship to you. Which by the way is another great way of saving money because you don't have payroll tax and those types of elements. We pay them an hourly rate. This is how we make our money. We pay them an hourly rate and an invoice you for the time that they use. So here's a couple of questions I'm going to answer right now. Number one, we don't. Our company does not hire part time. We only hire full time. And here's why. We have less than a 2% churn. Our focus has always been a good long term relationship where people are committed for the long haul. And you just can't do that with part time hires. So full time, even if you don't use me, full time hires are the way to go. Otherwise Filipinos, if you're going through where most companies go through, the Philippines, they're going to hire, they're going to have multiple jobs going at the same time. So just remember that the full time status is super important.

Here's some statistics about my company in particular I just wanted to share. So it's by PTO TSLPs for PTO TSLPs currently we have 221 VAs as of today working with 152 PTOT and SLP partners across the United States.

On average. This is low end. Our clients are saving $20,000 a year per hire of pure profit.

With each hire. Our fastest growing number of VAs are coming from existing clients who are hiring their second, their third, their fourth or even their 20th VA. And we specialize in multi location pediatric practices. We are very good at not just hiring for positions, but building leadership where we hire a leader to be over the VAs so that we don't overwhelm those great leaders within that multi location peds practice. Like I said, we have less than 2% churn. Once a partner joins us When a pediatric practice joins us, over 98% of them are with us for years later. And the reason being is because we hire full time and we hire differently. I'm going to share with you right now what my big secret sauce is. The reason we've had so one of the many reasons, but this is probably the biggest reason why we've had such success.

Get ready. I'm going to share it publicly. Most VA companies, they're paying their VAs1 to $5 an hour. We pay ours between 7 and 10. That's it. We run less than a 15% margin profitability wise here at Virtual Rockstar because we want to have incredible life changing experiences between the VA and that PTOT SLP partner. When they have that, we grow more on scale than margin. Which again, a lot of business experts would argue isn't the best way to grow. But for me, it's been such a win, win, win, and the greatest joy of my professional life since becoming a PT because of the joy it creates. So we have very little churn. The biggest thing people don't realize when they're hiring virtual assistants is, is that yes, once they offload you, that's huge. Yes, they are inexpensive, but you're also bringing a family out of poverty. I can't emphasize this enough. I am on calls with my, my virtual assistants. I go to the Philippines, I meet with them. The connection is so powerful. I have seen VAs buy their first freezer refrigerator ever. I've seen VAs take care of sick parents. I've seen VAS who've recovered from natural disaster events, all because of the money that they're making. So people show up from a VA perspective like their life has been changed because it has. So the money is great for them. But what's even better is that leadership. They learn by being a part of your team. And that is a picture of the last time I was in the Philippines. That's me in the middle. That's just a small group that we were with at the time. Obviously we have a lot more VAs, but right there, I think there's something like 50 or 60 in that one room. We get together once a year. We, we definitely celebrate the wins, but we also do training on how they can have better customer service. But it was such a magical experience for me. I never thought becoming a provider or a therapist would have ended up me going to the Philippines that way and being part of such an amazing team. So here's our process. If you have any interest of learning more about how you can see if this is a fit for you, don't worry. We have built a program that will take the least amount of time, 2 hours versus 20, and will completely be risk free. Here's the risk free approach that we take. So if you'd like to learn more from our company, all you have to do is schedule a discovery call. We're going to send out an email on the back end of this right away that has our link. Actually, I'll even put it in the chat for those of you who are here. But while you're listening, you can just go to www.virtualrockstar.com and at the bottom of that first page you can jump on Tony Williams calendar. The Americans who work in this company have been with me in three different companies. So very blessed. They are one of the some of the best human beings you'll ever meet and they will not push this on you. So in that discovery call, it's 30 minutes, we are going to help you determine if this is a good fit for you or not. If you think it might be, we go to work without you signing anything. You literally just start saying, yeah, I think I'd like to just see what you can do for me. They'll take a very specialized job description after helping you to find the first potential hire and they go to work because of what we pay. We get on average 250 resumes per open position. People are fighting for this, this money that we are providing. So they're going to come in and they're going to source through those 250 candidates. You do. They do that behind the scenes while you're taking care of business at your pediatric practice. When we have our candidates narrowed down, we bring you back in for an hour to an hour and a half and that's your total time. That hour and a half you will spend in a group interview. This is where you'll come in and we're going to have multiple candidates presented to you for your review. You'll be able to have a chance to learn and see multiple people simultaneously. We run the interview for you. You can jump in as much as you want and only if you find someone that just lights you up and you think that person would be perfect. Have you ever done that? You've hired someone or you're interviewing someone and you just know they're going to be great. If we can't produce that, you can say thank you for your work and be done. And there's no problem with us doing that whatsoever. If and when you meet that person, you're like that person would be perfect. Only then do you sign an agreement with us and we hire that person. And guess what? That agreement, you can, you can cancel anytime with a 30 day notice. I wanted to build this for pediatric leaders so that they could so easily spend the least amount of time vetting this idea to see if it works. Even when you hire that amazing first virtual assistant, you're going to tell your team the truth that we're just piloting this idea and that if it's not working at any point, you're going to cancel the agreement and we will go fire that person. Now that rarely happens, but when it occasionally does, I just don't want you to feel bad. We will find another home for that rock star. We've already gone through that process and because of our such large growth rate that we're going through, we will find a home for that person. So yes, we have a full team that's there to support you on the back end. We don't just hire them and walk away. We have a success representative. She will be there to help you along the way. If you have any problems with the person, she can help out. In terms of narrowing that gap, we have a guarantee that if we hire someone that doesn't work out or if something happens in their world and they have to quit, we will replace them free of charge. That's it. That's it. That's all there is to this process. Two hours of your time once you jump on the calendar. And honestly that first half hour, if you decide it's not for you, that's fine too. Again, we make it super easy for you just to learn what you can. Because we have found by making it easy for people to try it before they buy, that they're finding lots of success with little effort. And that's why we're growing so fast. So here's what we can do for you. First of all, let me show you another, another review. We love our virtual rockstar. She is part of our family and has a unloaded our patient experience. Specialist of the time consuming activities that take them away from establishing relationships with our patients. So all the tasks that those front desk receptionists were doing were being offloaded. By the way. This person, I think has hired their third or fourth VA since writing that review. So remember, most VA companies are just sending you resumes. That's it. We are sourcing, interviewing, hiring, paying them for you. We're helping you onboard. We don't do full training transparently. More to come on that next quarter. We help you correct the employee. We learn how to maximize their utilization. We are committed to you learning how to work with your va. It's not hard, but it is a different muscle. So it's nice to have that expertise there for you. And again, we fire and replace them for you if you ever have any issues. So remember, we facilitate this network of PTOT SLP owners. We have our own event in March. It's called the Rockstar Summit. We are all focused on recruiting, training and retaining our team members, stateside and international. We had a hundred business owners show up last time. We anticipate selling out. So if you want more information, let me know. We just released tickets this week and they've already started selling. We're super excited about that. But the bigger thing I'm trying to say here is that you're going to be part of this network of PTOTs and SLP owners that are making big differences. They're learning with VAs, but also how to build their team because it's the teamwork that makes the dream work. Right? Here's another review. I think I've done enough of these right now. Does anyone have any questions.

Which. Let me see who we have here.

Lori, no worries if you're walking.

So if you have any questions, please just send them to me on the back end of this presentation. I'll be happy to answer them. There's one big one that's glaring which is what does it cost? So let me get back to that. Let me share screen and I'll get right into that. So do you remember what I said about our, our model is that we are paying our people between seven and ten dollars an hour just to get started. The other thing I'll tell you before I tell you what we charge the, the pediatric company is that we also provide a bonus at the end of a year that pays for their retirement and their health care. So we are invested heavily into that. And so our upcharge to you is only $14 hour. That's it. So at $14 an hour compared to $18 an hour, let's if you take your Filipino for $14 an hour and, and compare it to an American hire making $18 an hour, that's the $20,000 savings. So it's pretty impressive to see how that goes. So if you're used to paying higher than $18 an hour for front desk or marketing or any of those, you'll save even more. Here are some common concerns that you're going to see um, let's see. Is there accent? These are like the FAQs. Is their accent going to anger my patients? I will tell you this truthfully, not once has this ever come up in all of my clients because of the group interview. When you're in the group interview, you're not going to make this mistake of hiring someone who doesn't have a perfect ability to speak English for anything patient facing. And as a result of that, you've never had this problem. Are my patients going to miss the personal attention? Actually, no. So like we said earlier, most people hire virtual assistants to free up their front facing patient care coordinators, which increases the connection. And those people who are brave enough to put the VA actually on the phone or on a screen, it actually has increased the connection. And here's why. Here's why many. And by the way, I know a lot of Pete's practices that will never have a kiosk and I get that. But at least on the phone, here's what I would tell you. This is life changing money. So they show up on the phone. The VA shows up on the phone like it's life changing money. So. But we're in a small town, there's a bunch of old people. This was actually a quote. This isn't my opinion. This is a actual quote. Who have old people who are going to not like the change of the foreigners. What about that? Again, this has never had a problem because when someone speaks fluent English and has a high customer service connection, they don't worry about that at all. How do you communicate with them? So the way that you would communicate with this person will be something we'll go over in your onboarding. But we talk about using various apps and means to stay in connection. We will actually teach you the meeting rhythms that we recommend so that they aren't just like helping you, they're actually a part of your team. Is it HIPAA compliant? Aren't I at greater risk of a breach? This is a big one. So yes, we are fully training our people through one of the largest, by the way, the National Pediatric association or whatever that equivalent is for the apta. No, I think it is. The National Pediatric association uses the same company that we use to make sure that our people are HIPAA compliant. So we have all of that in place and we meet all of those standards. How do you train someone overseas? We talk about and train on. Once you hire someone, I don't have time to implement a virtual assistant. How do I do that? This is more for your smaller single Locations. I will tell you transparently that if someone coming on board said, hey, listen, I don't have hardly any time to do anything and I don't have anyone else who can help me, I would tell them it's not the right time to hire a va. If a company has time to hire an American and train the American even moderately well, it's perfect for a va. But they're just like anyone else. They're human beings who need that like time and attention in order for them to get trained. And how do I know what to hire for? We coach you on that and we have a community that will teach you all the different ways that people are using the second fastest growing trend in healthcare. I don't want to get stuck in this after finding out how it doesn't work for me. That's why we have the 30 day release. You can try this out for a month, two months, six months, a year, and if it just isn't working, we won't even push on it. You send us an email and we'll end the agreement and we'll take care of that relationship. Can I, can't I hire a virtual assistant directly without you? Absolutely. I almost didn't do this business because I love hiring and I thought, well, who would hire us for this? And then I just realized that there are people out there who are committed to doing it on their own and they should. It's a totally different world and I'm one that I'm even happy to coach you with. But for most people, especially multi level pediatric locations, that's part of what they're outsourcing for. They're already saving so much money that not having to spend the time or attention doing something that either isn't in their wheelhouse or frankly, they could make more money doing something else is why I exist. And it's so easy for us to be able to do that because that's all we do, that we have a much better retention rate than any other company. So I have some case studies here, but I won't go over. I just, I think I'm going to let you guys free your, your time up and let you go early today. But I just wanted to share how these things work. So when people are scaling pediatric practices, the best thing I can tell you is to pilot vas, whether it's me or you're on your own or a different company. Because once you can get into a place where you push a button and an amazing person shows up, basically you're able to support those amazing rock stars who are already on your team. And then in some cases, yes, there's, there's an occasional situation where someone will have an an entire department run by vas. It's not as very it's not very common, but we've got clients who, who have six locations who have nothing but VAs at the front desk, or another client who has eight locations that has their entire medical billing company is basically my team members. And we build that structure for you and with you, so that you're able to just have, like a point of contact and manage by statistics.

Our way of scaling, the best way we can scale by utilizing it in this way is by helping us hire and then have that outsource. So if you have any questions, please let me know. I will make sure to send out that link so you can jump on a discovery call.