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In this video, Jane Sagalovich, founder of Scale Your Genius, chats with Mark and Anne Lackey on how to hire a virtual team to support your business.

You can’t grow your business by doing everything yourself. Hiring contractors is a great first step, but eventually you need to hire people who are committed to your company and who are aligned with your long term vision and goals.

Finding the perfect virtual team member isn’t always easy so I love the perspective and tips that Mark and Anne shared in this value and idea filled chat.

Mentioned in the episode:
Grab your Multiply Yourself eBook here: https://hiresmartvirtualemployees.com/podcast/

Watch the video or scroll below it to read the transcript.

Hello, everybody. Welcome to expert coffee chats, our weekly series, where I bring best-in-class, vetted experts for laser-focused 20-minute interviews to help you gain clarity and break through the information clutter that entrepreneurs like us are exposed to.

I’m Jane. I’m the founder of Scale your Genius where I help in demand professionals, build, sell and deliver high quality, online courses and programs so they can serve more clients, increase profitability without working more hours or sacrificing their hard-earned reputation.

Today’s guests are Mark and Anne Lackey. Anne love starting and running businesses. Mark has always been fascinated with making things work better and run smoother together. They have co-founded and run multiple businesses simultaneously for two decades. They have generated over fifteen point seven million dollars in revenue for their service-based businesses in the past four years alone by coaching and  consulting with hundreds of CEOs and Executives. They have cracked the code, CODE, for business owners getting them out of turn overwhelm dread and employee performance issues.

I am so excited to have you both here today language, and it’s always a fun to be with you.

Yes. Thank you so much for having us out.

Yeah, so, you know on the topic of scaling I always I feel like I sound like a broken record when I talk about it. I’m like you can’t scale if you’re the only person there. So this topic is so incredibly important for anybody who either there, there are one man, onewWoman shops still or they are a bigger company and are still kind of stuck in that organizational development organizational growth.

So oftentimes, I see when we when we hit a ceiling, it’s often a support problem and employee problem. And so, you know, would love to just hear kind of your perspective of why you think virtual employees are so powerful and important and amazing for helping us entrepreneurs grow our businesses.

Well, Jane, I think a lot of it has to do with just kind of the the cycle of I’ve tried, I mean, we always start out our business as we have a great idea of a really good at something and we enjoy doing it, the more that technician, right? And then we’re like, okay. This is a proven business thing.

So now I need to bring people on and a lot of times, you know, there’s several options for that. You can hire locally, you can bring on a virtual assistant. You can mean, there are lots of different options, especially in today’s world. Where I find that a lot of people kind of get stuck, is that They don’t really have a strategic plan for hiring. Right?

And so they hire their neighbor, their friend, their cousin who act like grab a body and bring them into the organization. And so, one of the things that we really teach in a kind of our mantras, don’t do that. I have a plan, like know the kind of person that you need have a detailed job description may have a vetting process because the more you set it up properly on the front end them, so much easier on the back end and a lot of people don’t have tools for that.

And that some of the think that’s something that we help our clients figure out. I love how I love you. Explained it like start with your need, start with what you’re looking for first. And I know I’ve been the I was about to say victim but that is definitely the wrong word. I’ve been the perpetrator of hiring the wrong people. That’s really the better word or yeah.

It’s like you’re you get overwhelmed. You like somebody just help me and so I just get somebody to help me and that does not help. Yeah, he fought. Find the next person you like, and you hire.

Yeah, you like them and they understand their skill set or you think they might work out, but they’re very limited. Many, many times as what we find. Yeah, there’s not a ruler for that.

We don’t go to school to learn how to hire somebody.

Right? When we just kind of like, wow. I need somebody to here’s what I do.

So, one of the things that we really kind of preach against of courses, you know, don’t do that, have a system and we help with us.

One of the reasons were called hire smart, virtual employees is because a lot of times people try virtual assistants and they don’t work. They don’t know how to. I mean, if you don’t know how to hire an employee, you probably don’t know how to hire a virtual assistant. And those are transient kind of not permanent people, a lot of times and so you get non permanent results and that’s kind of one of the other big challenges we see.

So you need help, you grab somebody and you’re like, oh, you know, and that overflow systems don’t work and I do remote work doesn’t work and oh that employs a pain, you know, so just kind of perpetuates and honestly frustrates a lot of business owners and keeps them kind of at that level, where they’re never really experienced.

The, the beautiful thing of scaling and the beautiful thing of creating what their original vision wasn’t active, if they’re still carrying the entire business on their back or they may have some employees and they start stressing them out because they’re afraid to bring somebody on. Their their worst fear of change for us years ago.

It was we always hired locally. So there was a fear initially in going internationally and how would that work?

Fortunately Anne figured it all out and now has all the answers now and it makes it real easy for our clients.

I love that. So two things you said that I want to come back to and I’ll note them. So don’t feel like you have to have to remember them both but one is virtual assistant versus virtual employee. These I think people get confused between the two and the second one was something I possibly don’t remember anymore. So let’s go with that one and it’ll come back up.

Sure. Well again, we we actually rebranded last year. We were higher smart, va’s. What went, you know? Before covid, once covid happened. It really did kind of change this idea of remote work, right? And so we’ve always been more like virtual employees because we’ve only done full-time dedicated. Kid workers because of va is oftentimes a shared service, right?

And when you share services with someone, you never have their full attention, you never have that full commitment. And once they decide, they’re done with you, they’ll just go over to the other project. And so there’s this constant lack of commitment.

Whereas, you know, when you have somebody full-time dedicated, there really a remote team member there your virtual professional and I think the other kind of misclassification it and that we kind of elevate ourselves up is, you know, when we do so we do traditional recruiting just like a Robert half or Korn Ferry, you know, we have the same level of assessment and skills and talent that we bring to helping the selection process.

So we start with a better quote-unquote product, even though they’re not really a product, right? And I think that also elevates the, the, you know, type of caliber of person that we have. So it’s more permanent and again, Don’t have elevates the role, and I’d like to add to the people, the business owners of, we’ve talked to that have experienced had bad experiences and have experienced failures with using remote workers, va’s.

And that’s instance, as they’ve hired somebody they bought 20 hours worth of time and they’ve sent scripts over. They’ve sent details of what needs to be done. And what happens is in some call center, somewhere on the other side of the world. Old somebody sat down and said, okay, you’re going to be working the next four hours a day for hours or whatever those blocks of time are. And here’s what you’re going to go through the years, what you’re going to discuss with people as you’re making outbound calls, or they’re going to be calling in for customer support placing or whatever that is.

And the next person that lines not always the most qualified to represent your company and if we’ve entered a few people that have been Those positions are like, we don’t know who’s you know, which Hatter you where you earn company, a company B, and there can be a lot of confusion there.

So, when we set ourselves apart in the beginning, people said that people don’t want full-time. They want to buy blocks of time and we dispel that myth very quickly because we wanted somebody and now we found that our clients really want. Somebody that knows Jane and knows James business. That knows the software, Jane uses.

Note, her hours knows the mindset and everything. So they really are an employee. In our case. They’re just on the other side of the world, but there’s really no difference there. They show up 825, or whatever your hours are they come to our meetings.

We, you know, we have staff meetings and we always encourage that with all of our clients and their assimilated into the group, unlike the negative experiences that people have when they just buy a block of hours.

Yeah, and it’s such a great point because I know, you know, buying a block of hours for frequently for people is the first entry point because it’s it kind of feels safe. It’s like well, I don’t know what I’m going to have them do and I know, you know, from personal experience and from hearing others.

It’s the things you said it’s in else. I’ve a little deeper like because they have multiple people, they are working for. If you know, I’ll have a priority that’s a priority to me. It’s not a priority to them. And so yeah, there’s a Miss. I’m like, I need this done in the next 24 hours and like somebody else could have said something like that to them. Chew. And so there’s yeah, there’s I’ve had to have a lot more patience than I’ve wanted to when I work with what it would that block model, because I have to, you know, I think I’ve got understand what the downsides are and sometimes, you know, sometimes we deal with them, for various reasons.

But yeah, it’s we don’t get the benefit of a full-time employee. I didn’t, sorry. Go ahead because I remembered my second question, which was related and you guys started to cover it is virtual employee versus quote unquote. Real. He’s kind of physically in your location.

I’ll preface this with, you know, I spent 15 my first 15 years in corporates and then switch to being an entrepreneur in the last eight and in the, you know, talking to my I still have a huge Network in the traditional workspace. And when I talk about virtual employees virtual assistants, they kind of look at me. Like I’m a little crazy.

So I would love to dive into that topic and you know, when our virtual employees, realistic preferable versus hiring somebody, you know who lives, who lives down the street. So one of the things that we learned early on is that the people that when they’re properly, vetted have all the skill sets that unique as long as it can be done, but with a computer and a phone, you can find somebody else to do this task.

And so people sometimes say well that means you’re taking away American jobs on blah, blah blah blah, blah. Well, that’s actually not really true. What we do is we reduce reduce the churn because if once you have a key employee, they’re not going to stick around answering the same seven questions every day. That’s just not they want to do.

So if you can elevate them to better Roi tasks, if you can give them that support, they’re going to be happier plus a virtual employee saves on average, our clients around 62 percent of payroll cost for that particular replacement person. And so, you now have a little bit extra money in the kitty to buy better Talent OR bonus talent that you have been meeting metrics or sharing a pool or however, you want to do it. So, what we found after doing this for six years, is that it has multiple benefits in a lot of ways.

Not only does it help, give us some payroll relief, but it because we’re supporting our internal staff. They’re happier. They’re not going anywhere because they can’t get that support from other people that are, you know, in different organizations. And you want to go, there are some people talk about unintended consequences right now.

Some can be good and some can be bad. Right? And you do something and also, The wall falls down, but what we found early on was there were unintended consequences of getting work done, less office chaos, and let me go into that just a little bit.

So if you have somebody working in your office and suddenly something happens, own call starts ringing and somebody hollers. Hey, I need some help. It’s up there so much distraction for that employee that it takes them a long time to get things done. What we found with the virtual. Staff is that there’s no disruptions. They’re working and basically it Solitude in the middle of the night in our case. And without those distractions.

They’re highly productive. We had a marketing manager that never had time to do a follow up call because she was too busy and part of that busy was just the hubbub and Buzz around the office and being involved in water. Cooler talks and things like that and she never had time to make those phone calls.

Do the follow-up and so we probably lost some visit. We have somebody now that’s dedicated to doing that. That’s what they do. There’s always time to get that done. And it’s not an afterthought. So, so, those are part of the unintended consequences. And one of our very first client said, you’ve got the really the best thing that you said, I thought I’d get this.

I thought I’d get this, but the best thing is the chaos and the conversations that go on around the office and some of us Not good conversations, and some of its negative things that are being said, those don’t happen to and so the craziness in that office change, so everybody could be more productive.

Yeah, and I remember my corporate days. I could, you know, you spent call it eight hours in the office, realistically, probably 10. I could do the same amount of work in about 2 to 3 at home. If I’m truly focused because it is it’s distractions distractions conversations. It’s, you know, there’s valued there’s value to the in-person component of it, but I was always felt like a really big waste of time. It was one other which was one of the reasons that was not the right model for for me personally.

Well, we are early on few years ago, one of our businesses. We hired a business consultant to help us because we were like, okay what what do we need to do here? And because we were probably at 62 percent of what we would call productivity and he’s like you guys are knocking it out of the park. He says on average an average Worker Works a lot less than that.

He has you’re lucky to get sick. 80% predictive. I’m like you mean there’s people that work three out of five days and then and social media was in the Mansion now. Accurate boys are on Facebook kind of want to just to kind of like in my mouth a little bit because I’m like, oh that’s so hard for me to because we’re Workaholics to some degree. I mean, we enjoy what we do course. We do it together. So it’s a little bit different Dynamic but we came out of corporate as well. Matter of fact, we started five businesses before we retire from Corporate America.

Wow.

It comes to the power of systems and processes and scale and and all of that, not all of them were super big businesses, but still the age, you know, had a pretty definite Revenue stream.

And, you know, as part of this we founded hire smart to solve a problem for one of our businesses is kind of how that started, and we have friends that go. You’re happy again. You haven’t complained and we’ve been into this call for 30 minutes. So something’s happening.

And what did you do?

We Planed and they’re like, whoa, Josh. Can you do that for me? And that actually was six years ago. This June, that we started helping other CEOs, find the talent. And through our, what we call our strategic match system. Help them have a better.

They Wonder with smile again. Like we were there like chalk. What’s different? What’s going on? So the say, answer your question. I mean, it’s truly you need both. You need boots on the ground. People. You need people in your organization, but there’s a lot of things that can be taken off their place. Can scale it down, reduce your footprint, reduce your, you know, your labor costs.

Still. Give back to the community. So get back to your people, but also kind of have that balance a lot easier when you incorporate virtual employees, and we do a lot with brick-and-mortar businesses right now because the value proposition is just so huge.

Absolutely, and I’m sure covid-19. It allowed people to realize what in person. Intime met and didn’t sometimes didn’t mean. Yeah, we would go to trade shows, or we’d have conversations with people. They’re always up. I don’t know about this working from home type situation. I don’t think, you know, I want to walk down the hall, tap them on the shoulder and see what they’re working on. That way. I know, you know, that there were going and now, it’s not not brought up at all because so many people did work from home and some of these still are, and they know they’re in, if you Some people will say they’re half again as productive. You gave an example earlier, your eight hour day.

You could do it in two or three hours without the interruptions and the people are business owners are starting to see the value of that and coming to us more and more. I’m excited to see that shift person, you know, selfishly assembly holies loved working outside of you know, from home or from a home office or even from a co-working space.

Yes. It’s really good to see kind of the industry. Shifting their mindset. So we’d love to, you know, if you guys to explain what kind of business is this for both size wise and Industry wise, just so people listen to can kind of say like is this for me or not? It’s really for everybody.

So here’s the kind of a, here’s the, the things that we specialize in because I think there’s different roles. So we do a lot, higher smart, specializes in what we call the soft skills. So sales support marketing support accounting Administration and customer service. And one of the Is that we’ve been trying to teach people on is how to make those departments, really profit centers and there’s a way to do that. Right?

So we talked about lowering your costs and that’s one thing but what can you do to make it a profit  center? And so what do I mean by that? Let’s just take a customer service role, you know, Mark was sharing with you a story, very real and one of our businesses that we had an employee.

That was always too busy to do. Follow-up calls. Well, we missed probably a big chunk of revenue, just because we were aren’t doing the follow-up just because we weren’t touching base with people just because we didn’t close every loop. And there’s lots of holes in lots of leaky boats and businesses. That if they plug those up, and they can afford to do that, because the labor is so much. I’m is less than $20,000 a year for full-time.

Dedicated person that really makes you think, gosh, you know, we can do this, we have the He needs to be able to close some of those loops and you find out that there’s upsell opportunities. A lot of times when you’re doing customer service or you’re finding that you had a misstep in your organization that is costing.

You money either through bad reviews or through just Word of Mouth, like, don’t ever use that that particular company and that is a true problem that we help our clients with. So when you look at your employees or your virtual employees, not as cost, but as Revenue, Generating and how that works. It really does pay for itself, fairly fairly quickly.

And our client base is a broad stroke back spectrum, and we’ve got clients that are solopreneurs. That know they need to hire, they stretch themselves to a point and we may be their first higher and then they decide to build a business on a model of remote.

Then they finally decide I need somebody else with boots on the ground to do some things and then we’ve had Large companies with hundreds of employees and recognize that they really needed to save some money. You know, these are a hundred million dollars above companies and they set up a whole department and they’d have one individual that runs that department, you know, just imagine there’s a big room and there’s somebody in charge and there’s 20 25 people and seats out there and that’s the same thing.

The only difference is that person George sitting in their office and all those seats are monitored. Hours, the equivalent of monitors of somebody that’s working remote. So, we fit across a broad spectrum, but it will never be the call center for Bank of America, and Chase and Home Depot, and Uber. And I mentioned those because we did some research and we found almost every one of the Fortune, 500 companies had call center set up in the Philippines, where we base our business, for our staff.

And they In the that was a great place to do business. We love it too. But you know, will never compete with those kind of companies but the smaller and midsize businesses.

Have the advantage that those big companies have now and they have a never had that before. So, I mean, it’s everything from event planning. We have an event planner. We do personal shop. We are have had a personal chef. We have, you know, brokers in real estate. We went to management. Management companies, we’ve got construction.

So really the type of a brewery to remember, you know, I mean, think about that literally, it doesn’t help the brewery, but there’s customer service needs that. So any? And I think those five departments, pretty much crossover any type of business, even if you’re a solopreneur you’re doing all of those things, right? So what do you need to peel off first to get that support?

I would say on average, most of our most of our businesses are going to probably start with the 3 plus employees. That’s you know, where we start. We do have some solopreneurs that are forward thinking, but that’s not typical.

Usually we start with people that have had the pain of hiring locally and out of problem. Solving problems. You’re still buying blocks of time having that experience, but they just don’t have the revenue to support or they don’t have the revenue because they don’t have the virtual employee taking things out there, please.

Yeah. Yeah. Have this discussion with one individual and said well, how much is each additional soil to you? They gave us a number? Ooh, and it’s about $6,800 of, I remember correctly. I said, okay, if you could make three of those a year and I could give you somebody that that money, it would fund that individual and it could help you find two, three, four hours a day of time. The task. You didn’t have to, do you think in two, three, four hours a day for an entire year. You couldn’t make three sales to pay for a VA and they’re like, gosh looking at the return on investment.

It is just tremendous. So the Mark what they booked three new business deal and everything else. After that was just gravy. Yeah, you know, it’s interesting that it kind of just came to me is like, I see entrepreneurs spending money on coaching programs on all these other things. And, and I have a program.

So I’m hoping I’m not knocking programs, but they, you know, they’ll invest, you know, 10, 15, 30 thousand dollars in that, but will not hire an employee. And so I definitely see an interesting disconnect there of what people think like what the return on investment looks like and coaching.

You know, it’s amazing. Choosing to invest in yourself and you have to invest in your business to, to be able to get to that next level one, true. When you’re doing more of the things that you like to do, rather than the things you have to do, you’re going to be more productive. People are going to, you’re going to attract more business because you’re a more fulfilled. And what it is that you’re viewing. I mean, when people talk to me about, you know, our services, I light up, I’m excited. I can see the potential and what they can do and so and they can’t always see it. Have to help them.

And how many emails do you get a day? How many phone calls do you get a day? How many of those really need your attention? Well, let’s dive into that. You said they don’t know, you know, you see things, they don’t see what are kind of some of the symptoms that they might be having that they’re not seeing that you’ve seen in a lot of the people that you’ve worked with over the years on this.

So you kind of what Mark was saying. I mean, if you’re drowning in a hundred emails a day and most of them I’d say, probably 80% of them, don’t really require your Premier attention. Ian, it’s a great place to start with a virtual professional, we teach how to do this and how to, how to get your self-introduction introduce that same way with you.

So our first thing that when we engage with somebody we say to them. What do you love to do? What’s your what is it that you uniquely you that you want to do? And they’ll name that us and everything else is gravy like you just need to get it off your plate and our job is to help you figure that out. But a lot of our clients as we And are experiencing code there. Code blue there on resuscitation because they’re overwhelmed. They have churn.

In other words, some of the bigger companies. They can’t keep somebody in that position. They are dreading the idea when I said most people when I say, are you excited to higher the like, no terrible because they’ve had bad experiences or they know, they need to fire someone but they just don’t want to do it because they don’t want to go through the hiring process and It’s just easier just to limp along with somebody.

That’s kind of like, oh and those are things that we solve and I can tell you almost every one of my clients. The first hire that they have they like it was so easy. It only took an hour and a half of my time. They’re amazing. Like, why didn’t I do this sooner? And I’m like, because you just, you weren’t ready. You mentally. You weren’t ready.

But but, but we look at 20,000 applicants about every six months.

Wow.

Yeah. And that experience of just looking that and you think that because the people that are overwhelmed or afraid, because they put an ad in the paper or not the paper or somewhere on time monster or whatever and they’ve gotten hundreds of resumes.

If you don’t know how to sort through them and deal with them. But we use very systematic process of evaluating those 20,000 opportunities that come in and we drill down through and find the Nuggets ones that are going to be perfect.

And so, our team will evaluate and do a lot of interview before they even get to Aunt and does the last round of interviews and she’ll talk to 10 people. And then present three of those to a client and whoever she presents her totally qualified to do the job. They want, not the just somebody that they like, but then it gets down to which of those three people do they?

Most like that will fit into their organization that will meet the Sure needs of that individual in that company. So it does get down finally the hiring of who they like, but they know already that those three are going to be highly qualified in any of those three could do the job and many times.

I come back side. It’s a real tough choice. I’ll take two of them and you know because the cost is so cost effective to do it. They can do that and still say nearly half of what they would have for somebody locally.

You know, it’s actually really funny about this story that’s coming up for me is so So when I was in corporate, my, I remembered loving the hiring process. And then when I have my own business and I can do this. This is not the same at all, and it’s exactly what you just said, HR did the work.

So when those people came to me, it was exactly this. It was who do I like, which is a pretty easy decision to make versus, you know, yeah, you know, I got the five people. I got the five finalists. That’s it.

And there was none of that background. Was I remember putting my first Adam like Fiverr, and I got Is of emails in half of them. Didn’t spell my name, right? The other half just got called me. There was a bunch that called me sir.

It’s just so much about it that I’m like what the fuck is it? Like what is this? And so I just, you know, I now that you say it, I didn’t consciously realize that HR was doing all of this. However, yeah, all the heavy lifting that you guys are doing in the value. And that is incredible.

What are the HR ? Well, you are a charmer.

Yeah. Then we manage afterwards.

So after you’ve selected our clients select a person, I personally work with them on a certification class that we’ve designed over on the 20-plus years. I’ve been in corporate, and each each certification has the goal of can a pickup task quickly.

Do they understand? How is their communication? Because, you know, the reality is, by the time they get to me, we vetted their skills. They’re smart. That’s not the issue, but you can have somebody that’s Amazingly smart that can’t find their way out of a paper bag. Can’t follow instructions are, can’t communicate and my certification class knocks those people out.

There’s about a 12% out right from my certification classes. So slowly for those reasons, five days eight hours a day and that helps the entrepreneurs that tell us the stories of, you know, I hired somebody, and Tuesday, morning.

I realized it was a big mistake, you know, all of a sudden things were what they seem to be. In the interview because anybody can take a test, or do an interview, but, can you hold your own for 5 days? 8 hours a day, and that’s where an knocked out, 12% of them because they’re, they aren’t what they thought they would be, and can they take constructive feedback. I mean, that’s, you know, that’s a key component to this as well. Like it’s great that you you’re amazing. But can you take the the little Pepper with the salt? Can you, you know, deal with these types of issues?

So once I then once I have that them and they’re certified, then they’re off to the clients and Off to the Races, but we provide support, even to the client after that. So we are a full complete HR solution with Staffing with the recruiting and with the certification and that’s kind of the trifecta of what’s really made our process. Really, really and you left something out that I think is really important early on. We wanted to have retention. We want the virtual assistant to remain with the client. We didn’t want turnover.

So we purposely hired people and paid them well over the national average of what they could make in a call center. We offer them HMO health care, we offer dental service because they don’t get HMO and they don’t get dental coverage in those call centers. So we’ve made it attractive.

So in addition to not having going to get on a bus and ride two hours in Manila, to their call center and be there answering phones until the phone calls drop off. And then suddenly realize, do you need to go home? So they weren’t getting their full eight hours. They spend a lot of time away from the family. So we get them back at town into their house. They’re back at working in their home office, but they’re close to their family. They’ve got all these benefits. They don’t leave our. We’ve got PA said have been our clients nearly six years.

Wow.

Yes.

Yeah.

Careers for us that that might not be a career answering the phone and answering basic questions over and over and over again, but they don’t have to do it with a smile and are happy to do it and it becomes a career.

So we’re changing things for business owners here and and then react we’re changing lives in the Philippines by the things that were offering and Careers that we’re giving these people.

You really, are, you really are.

And I am for myself like one of my, one of my business Visions is to have a team, not just you and I just contractors not just time, block people but really have a team that’s committed to our business.

And so that’s, you know, as a business owner who you know, for whom you’re making that dream, more affordable and again, making the lives of the people in the Philippines.

So so so much better than they could be that and I want to say one more thing. I know, I know I’ve heard a lot of assistance being treated. Did really poorly to and so that’s probably a place where you. Yeah, you your your also that that middle ground where you wouldn’t. I’m assuming you wouldn’t allow that to interaction to happen. So you really are protecting them from from like verbal emotional abuse to through.

I mean, part of it is, I don’t have to work with anybody that shows up, you know, there’s a process for the, for the people, our clients. I mean, granted, you know, I have two clients that I have fired and blackballed and said, you know, you’re my people are too good for you and started in a nice respectful way, but I said, you can’t yell at my people. That’s not it. That’s not an appropriate business Behavior while I’m so sorry.

I was upset, I get it. That’s still not really doesn’t matter that we don’t want to do business with you. Right? So I’m so sorry. I will not find you another replacement. I won’t, I can’t engage with you and then we find another client for that for person that got messed up. But we really are changing lives.

And one of the things that I think is really important to talk about too is, you know. Again, a lot of people think they can do this on their own and I think that that’s a conversation that we should have pretty frankly. I think the world is changing. I think as everyone gets a little bit more wise to what what’s going on and they up possibilities. They need to be very careful about International employment law. Making sure that, you know, where their look, their local States and stuff like that. There’s a lot of I think we’re going to find a lot of new. Things kind of pop out of this post covid world, right?

One of the reasons we set up the way we did even six years ago was because we work with our staffing partner in the Philippines. There is that buffer there too. So, you know, if you’re if you’re having them show up and you’re telling them what to do, they are considered in my opinion it like an employee, right? And as an employee, they may be subject to local laws, but they also may be subject to the Place where you’re hiring from its laws and you may be violating International employment law without even knowing it. But by having all everybody report to the agency in the Philippines anything that it can’t come back to the client, right? It comes to the agency.

If there is a myth step number one, partner managers, and our partner governmental regulation and rules to make sure that he’s in full compliance with the there. And these Mavericks that go over and hire somebody.

I really don’t understand what they may be giving themselves, what risks they may be creating for their businesses. Yeah, very important points. I know I tried to research employment law in the Philippines and I did not get far. I aborted that task, but it’s very, very complicated.

Yeah.

And again, there’s some pretty big penalties for some of that and so we wanted to make sure we were always really clean and it was very safe and that, you know, from every aspect it. Buttoned up and so we feel like we have the best blend of that. Where it’s still a pretty good cost savings, but you’re going through an agency. So you have that protection.

You also also right now because of the way we’ve treated in Virtual employees not just us, but everyone it provides protection for our people because they, you know, they have an advocate, their lives. Like, what we were talking about so that we had to attract a better client, be a because they want that protection, they Want to know that they’re not going to work for a month and not get paid, which is a lot of times, some of the things that have happened. And so, but like you said, you’ve done some research.

And if you dig enough, you’re going to find out that there are three hundred and forty different combinations of Faith. Yeah. It’s crazy. 304. I mean, it’s not just regular time and overtime and you you know, if you work on a holiday you get double time. There’s three hundred and forty different combinations. And it’s insane.

It’s tough to stay legal and you know, and and that’s why we there’s always going to be people. They’re going to cut corners and go and do things themselves. And that’s great. There’s people that are blazing Trails.

We blazed the trail 6 years ago and did the best. We could to provide those future people, coming behind us an Avenue that we know shouldn’t cause any risk any complications. It’s and provide them, the very best of people to work for. So but you’ve always got that entrepreneur needs to say, ten cents and, you know, and they’re cutting corners and they’re running on a shoestring. They don’t know what. They don’t know. I mean, that’s a part of it to you. Just if you’re an entrepreneur listening to this, find out.

If you want to do it yourself, more power to you, but know what you’re getting into. That’s kind of our Point. Yeah, absolutely. Saving money isn’t saving in the long run if if you end up with penalties.

Yeah. And all the things.

Well, thank you. I mean, as I said, I love this topic. Thank you so much for your time. I hope everyone listening at least strongly considered this does the math for their own business.

What does it look like if you do free of those two for six hours a week for you and what can you do with that time? Or can you repeat, you know, or as they’re looking to hire and you’ve been thinking of hiring people who live down the street? Can you consider hiring virtual employees? So for those people, people, where can I know you have a free ebook for us?

Tell us what it is and where else they can find you? It’s multiply yourself and you can go to www.hiresmartvirtualemployees.com/podcast/ and you put in your stuff and off it goes delivers to you.

Perfect.

If you are watching wherever you’re watching this, the link is there. I’ll say that watching or listening is in the show now. It’s right now on Facebook and crowdcast and be on YouTube and and Podcast show notes, so you’re not driving, right? That’s as long as you’re not driving.

Once you’re safely parked, check out the e-book. And is that the best way for people who want to get in touch with you? Is that their best avenue to do so her?

And if you really are ready to talk to me, you can go to the upper right corner of hire smart, virtual employees and book, an appointment and talk to me and say, Hey, you know, I’m looking at this. We have a free Discovery call for new introductions. So that would be the link that I would ask that you pick has a couple quick questions.

Just so I know how to frame our conversation but I love talking about virtual professionals and all of that and I love meeting entrepreneurs and helping them grow. So we would live a shortcut called meetwithanne.com and you can book an appointment, or spend some time?

Yeah. I love that. I love that. Thank you so much.

Thank you so much everyone listening watching. Please reach out to Anne and Mark.

I think this is one of the best things you can do for your business today. So check it out.

Talk to and talktoanne.com.

Thank you so much, Jane. We appreciate you.

Yep, absolutely.

See you later. Bye.