1 00:00:07,080 --> 00:00:10,400 Speaker 1: Hi everyone, and welcome to Bloomberg Intelligence Talking Transports podcast. 2 00:00:10,520 --> 00:00:13,960 Speaker 1: I'm your host Lee Clasgaus, Senior Freight Transportational listenis Exchanaelests, 3 00:00:13,960 --> 00:00:17,480 Speaker 1: a Bloomberg Intelligence, Bloomberg's in house research arm. We're delighted 4 00:00:17,480 --> 00:00:20,960 Speaker 1: to have Charlie Saffro, CEO of CS Recruiting as our 5 00:00:20,960 --> 00:00:24,799 Speaker 1: guest on the podcast today. She founded CS Recruiting in 6 00:00:24,800 --> 00:00:27,280 Speaker 1: twenty ten and has built it from the ground up, 7 00:00:27,400 --> 00:00:30,800 Speaker 1: managing a multi million dollar organization and leading a team 8 00:00:30,840 --> 00:00:34,479 Speaker 1: of talented recruiters. As CEO and founder, Charlie's mission is 9 00:00:34,560 --> 00:00:38,320 Speaker 1: to create a meaningful to create meaningful connections that empower 10 00:00:38,440 --> 00:00:41,720 Speaker 1: others to discover their full potential. She's worked with a 11 00:00:42,080 --> 00:00:45,600 Speaker 1: diverse range of clients including Fortune fifty companies, small to 12 00:00:45,640 --> 00:00:51,600 Speaker 1: medium sized businesses, three pls, asset based providers, manufacturers, distributors, 13 00:00:51,640 --> 00:00:55,760 Speaker 1: and vendors in the transportation technology and fleet solution industry. 14 00:00:56,520 --> 00:00:59,360 Speaker 1: Her goal is to develop long lasting relationships with clients 15 00:00:59,400 --> 00:01:02,760 Speaker 1: and candidates, making appropriate and timely career matches for all 16 00:01:02,840 --> 00:01:07,759 Speaker 1: levels of positions, including C level and executive positions, management roles, 17 00:01:07,760 --> 00:01:12,199 Speaker 1: and independent contributor seats. With a wealth of experience, dedications 18 00:01:12,200 --> 00:01:15,640 Speaker 1: to serving others in commitment to making meaningful connections, Charlie 19 00:01:15,720 --> 00:01:17,480 Speaker 1: is a force to be reckoned with in the world 20 00:01:17,520 --> 00:01:20,520 Speaker 1: of logistics and supply chain recruitment. She's also a proud 21 00:01:21,000 --> 00:01:23,920 Speaker 1: mother of three teenage boys and actively volunteers with local 22 00:01:24,000 --> 00:01:27,600 Speaker 1: organizations to support and empower women in the workplace. Charlie, 23 00:01:27,600 --> 00:01:28,559 Speaker 1: thanks for being here. 24 00:01:29,120 --> 00:01:32,600 Speaker 2: Thank you, Lee. That sounded like my biography. I appreciate it. 25 00:01:32,720 --> 00:01:37,120 Speaker 1: Well, somebody kind of gave it to me, and it's 26 00:01:37,160 --> 00:01:41,280 Speaker 1: an impressive biography. And I also understand you are a yogi. 27 00:01:41,800 --> 00:01:45,959 Speaker 2: I sure am, Yes, I practiced at six am this morning. 28 00:01:46,000 --> 00:01:47,640 Speaker 2: I try and do that most week days. 29 00:01:48,040 --> 00:01:50,280 Speaker 1: All right, Well, you'll be glad to know I try 30 00:01:50,280 --> 00:01:52,760 Speaker 1: to do it once or twice a year, and I 31 00:01:52,840 --> 00:01:56,680 Speaker 1: usually hurt myself in the process, given my lack of 32 00:01:56,720 --> 00:01:59,440 Speaker 1: flexibility all about. 33 00:01:58,960 --> 00:02:01,200 Speaker 2: On the match. Just get there, and you did more 34 00:02:01,200 --> 00:02:04,200 Speaker 2: than you did yesterday, So keep at it, all. 35 00:02:04,160 --> 00:02:07,360 Speaker 1: Right, I will. So I guess we should transition to 36 00:02:07,360 --> 00:02:10,040 Speaker 1: why we're all here. We want to know more about 37 00:02:10,080 --> 00:02:12,720 Speaker 1: the labor markets that you service, and we also want 38 00:02:12,760 --> 00:02:15,200 Speaker 1: to know a little bit about CS recruiting. So for 39 00:02:15,240 --> 00:02:17,520 Speaker 1: those that don't know, can you give us some background 40 00:02:17,800 --> 00:02:20,760 Speaker 1: outside of what I did in the introduction. 41 00:02:21,320 --> 00:02:25,880 Speaker 2: Sure so CS Recruiting is a third party recruiting firm 42 00:02:25,919 --> 00:02:30,200 Speaker 2: and we specialize exclusively in supply chain, transportation and logistics. 43 00:02:30,680 --> 00:02:34,040 Speaker 2: I started the firm back in twenty ten, so we're 44 00:02:34,040 --> 00:02:39,560 Speaker 2: going on year fourteen. We work nationwide and we kind 45 00:02:39,560 --> 00:02:42,360 Speaker 2: of break up our audience in different segments, and you 46 00:02:42,440 --> 00:02:45,520 Speaker 2: covered a little of this, but just to clarify, we 47 00:02:45,560 --> 00:02:50,160 Speaker 2: work with third party logistics providers both in transportation and warehousing. 48 00:02:50,760 --> 00:02:53,440 Speaker 2: We work with the asset providers as well, and then 49 00:02:53,480 --> 00:02:57,720 Speaker 2: we also work with manufacturers, distributors, all commodity types and 50 00:02:57,760 --> 00:03:01,079 Speaker 2: really companies that have a partnership with the industry so 51 00:03:01,520 --> 00:03:06,160 Speaker 2: they'll either sell a product or service, maybe equipment solutions, consulting, 52 00:03:06,639 --> 00:03:09,640 Speaker 2: even insurance services. At the end of the day, the 53 00:03:09,680 --> 00:03:12,919 Speaker 2: way we think about it is if the position influences 54 00:03:13,000 --> 00:03:17,880 Speaker 2: the supply chain, logistics, transportation worlds and decision making usually 55 00:03:17,919 --> 00:03:21,520 Speaker 2: a role in the wheelhouse. So we do work on 56 00:03:21,639 --> 00:03:24,480 Speaker 2: roles of all levels, and we will take on C 57 00:03:24,639 --> 00:03:29,400 Speaker 2: suite searches, but also work on independent contributor roles. And 58 00:03:29,600 --> 00:03:32,639 Speaker 2: really the only exception is we do not recruit drivers 59 00:03:33,200 --> 00:03:34,760 Speaker 2: or warehouse staff. 60 00:03:35,840 --> 00:03:39,400 Speaker 1: Okay, all right, So you know, some people are born 61 00:03:39,720 --> 00:03:43,760 Speaker 1: into the world of transportation and others step into it. 62 00:03:44,000 --> 00:03:47,760 Speaker 1: I personally stepped into it, you know, not on purpose. 63 00:03:47,800 --> 00:03:50,840 Speaker 1: It's just just where my career took me, covering the space. 64 00:03:50,880 --> 00:03:53,920 Speaker 1: So I'm curious, how did you go about specializing in 65 00:03:54,040 --> 00:03:55,120 Speaker 1: the transportation world. 66 00:03:56,080 --> 00:03:58,520 Speaker 2: Certainly not where I thought I would be if you 67 00:03:58,520 --> 00:03:59,880 Speaker 2: would have asked me what I want to do when 68 00:03:59,880 --> 00:04:02,760 Speaker 2: I grow up in third grade. But I also found 69 00:04:02,840 --> 00:04:06,400 Speaker 2: myself in this industry really through my husbands. He was 70 00:04:06,440 --> 00:04:08,800 Speaker 2: a freight broker right out of college. That was his 71 00:04:08,840 --> 00:04:12,080 Speaker 2: first role, and after about two or three years of 72 00:04:12,520 --> 00:04:15,760 Speaker 2: you know, smiling and dialing and managing the shipper and 73 00:04:15,920 --> 00:04:19,400 Speaker 2: carrier side, he created a platform back in the late 74 00:04:19,480 --> 00:04:23,640 Speaker 2: nineties that was a technology platform, a marketplace that allowed 75 00:04:23,640 --> 00:04:27,159 Speaker 2: shippers and carriers to connect. Long story short, I went 76 00:04:27,279 --> 00:04:31,200 Speaker 2: to work for him, joined his company, and really was 77 00:04:31,240 --> 00:04:36,279 Speaker 2: just surrounded by conversations around this industry. I went into 78 00:04:36,360 --> 00:04:39,520 Speaker 2: his company in a recruiter position. We grew the business 79 00:04:39,839 --> 00:04:42,880 Speaker 2: from about eight people to well over one hundred before 80 00:04:42,920 --> 00:04:46,280 Speaker 2: they sold it. But it's really amazing when you when 81 00:04:46,320 --> 00:04:48,839 Speaker 2: you are in an environment where you know you're just 82 00:04:48,920 --> 00:04:52,400 Speaker 2: observing and overhearing these conversations, you start to pick up 83 00:04:52,400 --> 00:04:55,040 Speaker 2: on the jargon and you start to understand the industry, 84 00:04:55,440 --> 00:04:57,440 Speaker 2: and then you really can connect the dots as a 85 00:04:57,440 --> 00:05:01,440 Speaker 2: consumer and really understand like this pastckage is on my doorstep, 86 00:05:01,560 --> 00:05:04,120 Speaker 2: but all the things that had to happen to get 87 00:05:04,120 --> 00:05:07,560 Speaker 2: it here. So it's a great industry. I'm glad that 88 00:05:07,839 --> 00:05:11,440 Speaker 2: I found myself in it. But yeah, definitely through another 89 00:05:11,520 --> 00:05:15,440 Speaker 2: family member and not from birth, but almost. 90 00:05:16,000 --> 00:05:18,200 Speaker 1: Well that's a great story. I don't know if you remember, 91 00:05:18,279 --> 00:05:21,039 Speaker 1: but like about your situation, but when I was in 92 00:05:21,080 --> 00:05:23,159 Speaker 1: third grade, I wanted to be a clown, so that 93 00:05:23,320 --> 00:05:24,799 Speaker 1: was my career aspiration. 94 00:05:25,360 --> 00:05:28,479 Speaker 2: Well, I'm sure your parents are happy with your decisions. 95 00:05:29,000 --> 00:05:34,400 Speaker 1: Yeah, depends on the debt. So, you know, the labor 96 00:05:34,440 --> 00:05:38,880 Speaker 1: market nationally and especially in transportation has been crazy since 97 00:05:38,920 --> 00:05:43,279 Speaker 1: the pandemic. You know, the national un employment rate is 98 00:05:43,279 --> 00:05:46,520 Speaker 1: expected to increase to four point two percent this year, 99 00:05:46,720 --> 00:05:49,560 Speaker 1: that's based on consensus estimates that's available on the terminal, 100 00:05:50,000 --> 00:05:52,640 Speaker 1: from three point six percent during twenty twenty two and 101 00:05:52,680 --> 00:05:56,080 Speaker 1: twenty twenty three. You know, the job market, like I said, 102 00:05:56,080 --> 00:05:59,120 Speaker 1: has changed considerably since the pandemic. Can you can you 103 00:05:59,279 --> 00:06:02,680 Speaker 1: talk about, you know, the changes that you've seen since 104 00:06:03,200 --> 00:06:06,720 Speaker 1: maybe before the pandemic, going into the pandemic, and kind 105 00:06:06,760 --> 00:06:07,799 Speaker 1: of where we are today. 106 00:06:08,640 --> 00:06:15,640 Speaker 2: Absolutely before the pandemic, I would say there's always fluctuations 107 00:06:15,680 --> 00:06:19,080 Speaker 2: and events that might trigger certain hiring needs, but for 108 00:06:19,120 --> 00:06:22,839 Speaker 2: the most part, there were a good ten years where 109 00:06:22,960 --> 00:06:27,720 Speaker 2: it was fairly consistent and somewhat predictable by seasonality or 110 00:06:28,320 --> 00:06:32,080 Speaker 2: just trends based on positions. So what we would normally 111 00:06:32,120 --> 00:06:34,680 Speaker 2: see is at the end of Q four a lot 112 00:06:34,680 --> 00:06:39,240 Speaker 2: of hiring for revenue contributors, hunters, producers, and then we'd 113 00:06:39,320 --> 00:06:42,120 Speaker 2: enter Q one and now we needed to find more 114 00:06:42,160 --> 00:06:46,039 Speaker 2: of that operational balance. So that was pretty much what 115 00:06:46,240 --> 00:06:49,440 Speaker 2: we saw consistently for a decade, and then obviously the 116 00:06:49,480 --> 00:06:53,440 Speaker 2: pandemic hit. The silver lining of the pandemic was the 117 00:06:53,440 --> 00:06:57,560 Speaker 2: Great Resignation, and that I would say was really the 118 00:06:57,560 --> 00:07:02,160 Speaker 2: big turning point, and is a recruit firm, we were 119 00:07:02,279 --> 00:07:04,720 Speaker 2: very much in favor of that market. That was the 120 00:07:04,800 --> 00:07:08,040 Speaker 2: market where you know, candidates were speaking up, candidates were 121 00:07:08,040 --> 00:07:10,640 Speaker 2: hard to come by. We started seeing a lot of 122 00:07:10,640 --> 00:07:16,000 Speaker 2: companies change policies and make some really positive strides towards 123 00:07:16,320 --> 00:07:20,480 Speaker 2: more of a people centric environment that carried on till 124 00:07:20,800 --> 00:07:24,720 Speaker 2: probably mid to late twenty three, I'm sorry, twenty two, 125 00:07:25,080 --> 00:07:27,400 Speaker 2: and then we definitely saw shift in Q four of 126 00:07:27,480 --> 00:07:31,240 Speaker 2: twenty two where the hiring market just switched and that's 127 00:07:31,280 --> 00:07:34,040 Speaker 2: where we're really still sitting today. So going on a 128 00:07:34,040 --> 00:07:38,320 Speaker 2: little over a year, the employers are back in the 129 00:07:38,520 --> 00:07:42,880 Speaker 2: in the driver's seat. So employers, you know, they have needs, 130 00:07:42,920 --> 00:07:44,880 Speaker 2: but they could be picky. There are a lot of 131 00:07:44,960 --> 00:07:47,880 Speaker 2: layoffs going on and that should not be a surprise, 132 00:07:48,680 --> 00:07:51,600 Speaker 2: but it's literally one hundred and eighty degrees opposite of 133 00:07:51,600 --> 00:07:55,080 Speaker 2: what we were seeing in the Great resignation, and that's 134 00:07:55,120 --> 00:07:57,400 Speaker 2: really where we are today. I would say the demand 135 00:07:57,720 --> 00:08:01,760 Speaker 2: is down from a job stade endpoint, the supply of 136 00:08:01,880 --> 00:08:05,520 Speaker 2: job seekers is very high, as you can imagine. I 137 00:08:05,560 --> 00:08:08,640 Speaker 2: am very hopeful it will stabilize and even out this year. 138 00:08:08,760 --> 00:08:12,240 Speaker 2: But really the hiring in the freight market is very 139 00:08:12,320 --> 00:08:14,920 Speaker 2: much in parallel with what's going on in the freight 140 00:08:14,960 --> 00:08:17,640 Speaker 2: market and in the capacity side of the business. 141 00:08:17,800 --> 00:08:21,320 Speaker 1: Right And are there certain rule roles that you tend 142 00:08:21,320 --> 00:08:23,600 Speaker 1: to fill that are still kind of in pretty good 143 00:08:23,640 --> 00:08:25,320 Speaker 1: demand relative to other roles. 144 00:08:26,120 --> 00:08:29,600 Speaker 2: I would say that hunter revenue generator is in very 145 00:08:29,680 --> 00:08:33,200 Speaker 2: high demand and has been for longer than usual. 146 00:08:33,360 --> 00:08:35,720 Speaker 1: So when you say that for us that aren't in 147 00:08:35,720 --> 00:08:37,960 Speaker 1: the bus, are you talking about a broker or are you 148 00:08:38,000 --> 00:08:40,880 Speaker 1: talking about like a salesperson at a railroad, Like, what 149 00:08:41,240 --> 00:08:42,400 Speaker 1: are you talking about when you. 150 00:08:42,320 --> 00:08:46,680 Speaker 2: Say any salesperson? Yeah, so that's a good, good clarifying question. 151 00:08:47,120 --> 00:08:49,400 Speaker 2: At a freight brokerage, it would be the person who's 152 00:08:49,400 --> 00:08:52,360 Speaker 2: calling on the shippers or or VPO or even an 153 00:08:52,400 --> 00:08:57,280 Speaker 2: asset provider. Even on the manufacturing and distribution side of 154 00:08:57,280 --> 00:09:02,000 Speaker 2: the business, it's revenue producers. So usually business development or 155 00:09:02,080 --> 00:09:05,320 Speaker 2: sales titles. Sometimes it will carry an account manager title. 156 00:09:05,960 --> 00:09:08,160 Speaker 2: But that seems to be the theme and goes hand 157 00:09:08,160 --> 00:09:10,760 Speaker 2: in hand with some of the fear in the market 158 00:09:10,840 --> 00:09:13,920 Speaker 2: right now, where there's a lot of you know, economic 159 00:09:14,120 --> 00:09:18,200 Speaker 2: unpredictability and unstability, and so companies are thinking, if we 160 00:09:18,200 --> 00:09:20,840 Speaker 2: can hire money makers, that's going to bring in the 161 00:09:20,920 --> 00:09:24,320 Speaker 2: revenue and then we'll manage the cost separately. So I'd 162 00:09:24,320 --> 00:09:26,920 Speaker 2: say that is very much a trend that has been 163 00:09:26,960 --> 00:09:29,960 Speaker 2: around for a while. We're starting to see some other 164 00:09:30,040 --> 00:09:33,160 Speaker 2: trends that are more positive, starting to see more c 165 00:09:33,320 --> 00:09:36,760 Speaker 2: suite positions, which means companies are making you know, big 166 00:09:36,800 --> 00:09:39,680 Speaker 2: strategic changes, some of it as a result of m 167 00:09:39,679 --> 00:09:44,439 Speaker 2: and as and turnovers at that leadership level. Also seeing 168 00:09:44,440 --> 00:09:47,280 Speaker 2: a lot of demand for procurement roles or roles that 169 00:09:47,440 --> 00:09:51,200 Speaker 2: can be involved or contribute to cutting costs. So it's 170 00:09:51,280 --> 00:09:53,720 Speaker 2: pretty obvious when you line it up with the market. 171 00:09:53,800 --> 00:09:56,439 Speaker 2: But yeah, every company wants to hire talent that is 172 00:09:56,480 --> 00:09:59,840 Speaker 2: either going to make them significant money or save them 173 00:10:00,040 --> 00:10:04,480 Speaker 2: significant costs. And there's key positions that can trigger those actions, right. 174 00:10:04,520 --> 00:10:07,479 Speaker 1: And on the other side, you know you did reference layoffs. 175 00:10:07,760 --> 00:10:11,200 Speaker 1: Are you know from your vantage point, are you seeing 176 00:10:11,400 --> 00:10:16,040 Speaker 1: layoffs and specific industries more than others, or specific specific 177 00:10:16,160 --> 00:10:17,280 Speaker 1: roles more than others. 178 00:10:18,280 --> 00:10:21,719 Speaker 2: We're seeing layoffs, i would say, within our greater industry, 179 00:10:22,000 --> 00:10:25,480 Speaker 2: unfortunately across the board, but there are some obvious trends. 180 00:10:25,920 --> 00:10:28,960 Speaker 2: We're seeing a lot of freight brokerages, closed freight brokerages 181 00:10:29,000 --> 00:10:33,439 Speaker 2: of all sizes that either over hired or maybe mismanage 182 00:10:33,440 --> 00:10:35,959 Speaker 2: their budgets, or it's just a result of the economy 183 00:10:36,000 --> 00:10:41,120 Speaker 2: and the load demand. But we are also seeing i 184 00:10:41,120 --> 00:10:44,920 Speaker 2: would say, you know, different technology providers and startups that 185 00:10:45,200 --> 00:10:48,199 Speaker 2: entered the scene two three years ago may not exist anymore. 186 00:10:48,320 --> 00:10:52,679 Speaker 2: So lots of changes just based on the economic uncertainty 187 00:10:52,760 --> 00:10:53,240 Speaker 2: right now. 188 00:10:53,800 --> 00:10:55,480 Speaker 1: Yeah, I mean a couple of months ago it made 189 00:10:55,559 --> 00:10:58,440 Speaker 1: headlines to a convoy which was a large you know, 190 00:10:58,840 --> 00:11:03,800 Speaker 1: tech first enabled broker deciding not to to operate anymore, 191 00:11:03,800 --> 00:11:07,040 Speaker 1: if you will, And so that was a big surprise 192 00:11:07,080 --> 00:11:08,960 Speaker 1: to most. It was a kind of a darling on 193 00:11:09,000 --> 00:11:12,240 Speaker 1: the private equity side. But yeah, you know you're seeing 194 00:11:12,360 --> 00:11:14,760 Speaker 1: seeing a lot of that, and you know, with you know, 195 00:11:14,800 --> 00:11:18,640 Speaker 1: we cover transportation companies and some of those transportation companies 196 00:11:18,640 --> 00:11:21,440 Speaker 1: have released their fourth quarter earnings and their broker businesses 197 00:11:21,480 --> 00:11:23,760 Speaker 1: have not have not been good so far in the 198 00:11:23,760 --> 00:11:26,960 Speaker 1: fourth quarter, So that probably a read through for for 199 00:11:26,960 --> 00:11:29,520 Speaker 1: for most of the brokers in the fourth quarter. I 200 00:11:29,520 --> 00:11:32,280 Speaker 1: guess the good news is twenty twenty four, I can't 201 00:11:32,280 --> 00:11:34,920 Speaker 1: get any worse, So I guess that's good news for them. 202 00:11:35,240 --> 00:11:38,360 Speaker 2: It is good news. I saw quotes yesterday, I think 203 00:11:38,400 --> 00:11:40,960 Speaker 2: on freight waves that said we have officially bottomed out, 204 00:11:41,040 --> 00:11:42,679 Speaker 2: so we can only go up from here, and I 205 00:11:42,720 --> 00:11:44,959 Speaker 2: was like, that's silver lining. We'll take it. 206 00:11:45,720 --> 00:11:48,439 Speaker 1: And do you see any differences from a regional standpoint, 207 00:11:48,600 --> 00:11:51,880 Speaker 1: like you know it was you know, Texas still hot 208 00:11:52,120 --> 00:11:54,959 Speaker 1: or you know New York, you know, not hot because 209 00:11:55,000 --> 00:11:58,240 Speaker 1: everyone's leaving supposed latelyst that's what the headlines will tell you. 210 00:11:58,320 --> 00:11:59,040 Speaker 1: I'm still around. 211 00:11:59,120 --> 00:12:04,079 Speaker 2: So I would say there's a lot of different shifts 212 00:12:04,120 --> 00:12:06,960 Speaker 2: in the location in the region, and the things that 213 00:12:07,040 --> 00:12:11,240 Speaker 2: play into it are obviously you know, major metro markets, 214 00:12:11,320 --> 00:12:15,200 Speaker 2: but also this whole work from home versus on site trends. 215 00:12:15,240 --> 00:12:17,640 Speaker 2: So in the last couple of years, I would say 216 00:12:17,679 --> 00:12:21,360 Speaker 2: we did not see a huge discrepancy around region because 217 00:12:21,400 --> 00:12:23,160 Speaker 2: we were seeing a lot of work from home and 218 00:12:23,240 --> 00:12:26,200 Speaker 2: fully remote roles, so you know, we could identify where 219 00:12:26,240 --> 00:12:29,600 Speaker 2: the company's corporate office was, but we're making the higher 220 00:12:29,880 --> 00:12:32,920 Speaker 2: did not make a difference. But I would say worre 221 00:12:32,920 --> 00:12:36,120 Speaker 2: seeing major markets are where the demand is right now, 222 00:12:36,160 --> 00:12:38,319 Speaker 2: which makes sense, and a lot of times those are 223 00:12:38,720 --> 00:12:42,320 Speaker 2: markets that have you know, an industrial market nearby that 224 00:12:42,400 --> 00:12:46,560 Speaker 2: has facilities or terminals, so kind of seeing a mix there. 225 00:12:46,600 --> 00:12:49,640 Speaker 2: But I'd say we focus on all of North America, 226 00:12:49,679 --> 00:12:53,120 Speaker 2: and I would say, really, anywhere United States or Canada 227 00:12:53,240 --> 00:12:56,000 Speaker 2: has a similar demand right now right. 228 00:12:56,000 --> 00:12:58,400 Speaker 1: And I think it's interesting you're mentioning the virtual aspect. 229 00:12:58,480 --> 00:13:01,400 Speaker 1: You know, a lot of companies are employees back here 230 00:13:01,400 --> 00:13:05,240 Speaker 1: at Bloomberg were know, we're coming back four days a week. 231 00:13:05,520 --> 00:13:07,840 Speaker 1: So for the roles that you have open now that 232 00:13:07,880 --> 00:13:11,599 Speaker 1: you're trying to fill, is that flexibility going away the 233 00:13:12,440 --> 00:13:15,960 Speaker 1: either the total virtual or hybrid model. 234 00:13:16,600 --> 00:13:20,679 Speaker 2: Yeah, employers are pulling back right now because they can. So, 235 00:13:21,040 --> 00:13:24,000 Speaker 2: you know, the great resignation they had to listen to 236 00:13:24,120 --> 00:13:27,479 Speaker 2: this next generation of employees. They had to make accommodations 237 00:13:27,520 --> 00:13:30,360 Speaker 2: and create new policies and like I said before, really 238 00:13:30,400 --> 00:13:33,920 Speaker 2: shift towards more of a people focused culture. And now 239 00:13:34,000 --> 00:13:37,560 Speaker 2: that the market has flipped, employers, you know, they're not 240 00:13:37,600 --> 00:13:41,160 Speaker 2: investing as much time or energy or even thought into 241 00:13:41,679 --> 00:13:45,120 Speaker 2: culture and some of those perks. So unfortunately, we are 242 00:13:45,160 --> 00:13:48,240 Speaker 2: seeing a lot of you know, return to office on 243 00:13:48,320 --> 00:13:52,000 Speaker 2: site demands, which it's it's tough because a lot of 244 00:13:52,000 --> 00:13:55,040 Speaker 2: people are very productive work from home, or they made 245 00:13:55,080 --> 00:13:58,559 Speaker 2: a move during the pandemic to a city that may 246 00:13:58,600 --> 00:14:01,600 Speaker 2: not have a lot of localized opportunities because they assumed 247 00:14:01,600 --> 00:14:04,520 Speaker 2: they'd work from home from there on out. So yeah, 248 00:14:04,559 --> 00:14:07,640 Speaker 2: it's unfortunate. I would say we looked at our job 249 00:14:07,679 --> 00:14:11,679 Speaker 2: board right now, maybe maybe eight to ten percent of 250 00:14:11,720 --> 00:14:15,160 Speaker 2: the jobs have a remote components, which is which is 251 00:14:15,240 --> 00:14:17,520 Speaker 2: low much lower than it was two years ago. 252 00:14:17,840 --> 00:14:20,200 Speaker 1: Do you remember what that number was roughly two years Well, it. 253 00:14:20,160 --> 00:14:22,960 Speaker 2: Was close to like twenty three twenty four percent of 254 00:14:23,000 --> 00:14:25,600 Speaker 2: the job So yeah, a good quarter of them. We 255 00:14:25,600 --> 00:14:28,920 Speaker 2: were just seeing companies open up a lot of flexibility 256 00:14:29,040 --> 00:14:31,480 Speaker 2: because they wanted the best person, and that's what it 257 00:14:31,520 --> 00:14:33,200 Speaker 2: took sometimes. 258 00:14:32,680 --> 00:14:35,040 Speaker 1: Right, And when you're doing your own planning for your 259 00:14:35,120 --> 00:14:37,320 Speaker 1: for your business and you're looking at your crystal ball 260 00:14:38,280 --> 00:14:41,200 Speaker 1: or crystals, I'm assuming you like crystals. Is the yoga ben? 261 00:14:43,440 --> 00:14:46,120 Speaker 1: So what what? What are you expecting for twenty twenty 262 00:14:46,160 --> 00:14:48,840 Speaker 1: four in the labor market for the markets you serve 263 00:14:48,960 --> 00:14:50,440 Speaker 1: in transportation. 264 00:14:51,680 --> 00:14:55,800 Speaker 2: I'm hopefully expecting that things will pick back up. One 265 00:14:55,920 --> 00:14:58,880 Speaker 2: trend that I've seen a lot of buzz on is 266 00:14:59,720 --> 00:15:03,479 Speaker 2: kind of the correlation between full full time hires professional 267 00:15:03,520 --> 00:15:08,600 Speaker 2: positions and some of the seasonal warehouse employers. And so 268 00:15:10,040 --> 00:15:13,320 Speaker 2: right now we're starting to see some of these manufacturers 269 00:15:13,400 --> 00:15:17,720 Speaker 2: and distributors pick up on their seasonal hiring. January of 270 00:15:17,840 --> 00:15:22,400 Speaker 2: twenty four was still about fifteen percent lower than January 271 00:15:22,400 --> 00:15:25,760 Speaker 2: of twenty three, so we're not caught up. But usually 272 00:15:25,840 --> 00:15:29,480 Speaker 2: when you start to see the temporary labor needs pick up, 273 00:15:29,960 --> 00:15:34,000 Speaker 2: the full time labor needs will follow, So that keeps 274 00:15:34,000 --> 00:15:38,720 Speaker 2: me hopeful. And I'm also hopeful that companies will get 275 00:15:38,720 --> 00:15:43,480 Speaker 2: back into their growth mode and start, you know, starting 276 00:15:43,520 --> 00:15:46,040 Speaker 2: some more bullish behavior like we will were a couple 277 00:15:46,080 --> 00:15:49,400 Speaker 2: of years ago. Really exciting when we see companies that 278 00:15:49,440 --> 00:15:52,800 Speaker 2: are looking for talent niche talent because they're starting a 279 00:15:52,840 --> 00:15:55,960 Speaker 2: new division, or they're expanding something and really want to 280 00:15:55,960 --> 00:15:58,840 Speaker 2: bring in an expert. And I'd say, unfortunately, we've seen 281 00:15:58,880 --> 00:16:01,440 Speaker 2: a lot less of that, and most of the hiring 282 00:16:01,480 --> 00:16:04,800 Speaker 2: we're doing now is a result of a vacancy or turnover. 283 00:16:05,520 --> 00:16:08,240 Speaker 1: Right Are your you know, your strategic customers that you 284 00:16:08,320 --> 00:16:10,480 Speaker 1: work with, are they telling you anything about their plans 285 00:16:10,480 --> 00:16:11,040 Speaker 1: for this year? 286 00:16:12,120 --> 00:16:15,200 Speaker 2: I'd say we've seen a lot of clients put hiring 287 00:16:15,240 --> 00:16:18,280 Speaker 2: on a freeze right now. And it's kind of that 288 00:16:18,280 --> 00:16:22,080 Speaker 2: that templated response to the email, like let's talk in 289 00:16:22,200 --> 00:16:25,520 Speaker 2: Q three. Hopefully things will pick up then. So Q 290 00:16:25,640 --> 00:16:29,040 Speaker 2: three seems to be the theme with our clients and 291 00:16:29,400 --> 00:16:32,760 Speaker 2: what the market is sensing overall. But I don't know, 292 00:16:32,840 --> 00:16:35,400 Speaker 2: let's talk again in September. We'll see what happens. 293 00:16:35,800 --> 00:16:40,200 Speaker 1: Okay, sounds like a plan. We'll definitely check back in 294 00:16:40,320 --> 00:16:43,440 Speaker 1: September and see see how things are going versus where 295 00:16:43,440 --> 00:16:45,720 Speaker 1: they were. You know, when you're looking at pay packages 296 00:16:45,760 --> 00:16:48,360 Speaker 1: for people, you know inflation has been pretty high with 297 00:16:48,440 --> 00:16:51,480 Speaker 1: the last couple of years, and you know, labor and 298 00:16:51,600 --> 00:16:54,760 Speaker 1: workers had kind of the upper hand when you look 299 00:16:54,760 --> 00:16:56,680 Speaker 1: at like a similar job. And I get it, everything 300 00:16:56,680 --> 00:16:58,800 Speaker 1: you do is apples to oranges. You don't do the 301 00:16:58,840 --> 00:17:03,320 Speaker 1: same over and over again. But are you seeing pay 302 00:17:03,400 --> 00:17:07,640 Speaker 1: packages coming down to where we were before the pandemic? 303 00:17:07,680 --> 00:17:09,880 Speaker 1: Were still above the pandemic, but not as high as 304 00:17:09,880 --> 00:17:11,440 Speaker 1: they were maybe eighteen months ago. 305 00:17:12,600 --> 00:17:15,080 Speaker 2: It's a really good question, and I'm going to say 306 00:17:15,280 --> 00:17:19,600 Speaker 2: they're pretty stable and pretty much in line with inflation. 307 00:17:20,359 --> 00:17:22,440 Speaker 2: We're not seeing a ton of what we would call 308 00:17:22,480 --> 00:17:26,800 Speaker 2: like low ball offers. I think companies are very mindful 309 00:17:26,880 --> 00:17:29,080 Speaker 2: that if they find the right person, they want to 310 00:17:29,119 --> 00:17:31,840 Speaker 2: make them an attractive offer and they want that person 311 00:17:31,880 --> 00:17:36,399 Speaker 2: on their team. The biggest change with salary that's gone 312 00:17:36,400 --> 00:17:39,680 Speaker 2: on is this pay transparency. So we're seeing a lot 313 00:17:39,720 --> 00:17:44,200 Speaker 2: of regions states roll out new laws around pay transparency, 314 00:17:44,280 --> 00:17:49,080 Speaker 2: which is disclosure around that salary or salary range at 315 00:17:49,119 --> 00:17:52,120 Speaker 2: the very ding of the process. And actually, I do 316 00:17:52,200 --> 00:17:56,080 Speaker 2: believe that you revealing that information up front is going 317 00:17:56,119 --> 00:17:59,600 Speaker 2: to lead to a better, smoother process and probably a 318 00:17:59,640 --> 00:18:02,760 Speaker 2: better outcome. But a lot of companies are still resistant, 319 00:18:02,800 --> 00:18:05,760 Speaker 2: and it makes sense why why they're resistant, because we've 320 00:18:05,800 --> 00:18:08,920 Speaker 2: never operated that way. We've never exposed that type of detail. 321 00:18:09,840 --> 00:18:11,760 Speaker 2: So that's that's a big shift. And we're seeing some 322 00:18:11,800 --> 00:18:15,760 Speaker 2: employers maybe because of their location, they're they're latching on 323 00:18:15,880 --> 00:18:19,119 Speaker 2: and they're complying, and other employers are really resistant to 324 00:18:19,160 --> 00:18:22,359 Speaker 2: put any sort of compensation out there when they promote 325 00:18:22,359 --> 00:18:23,080 Speaker 2: an open role. 326 00:18:23,840 --> 00:18:26,120 Speaker 1: In New York's one of those dates that has that rule. 327 00:18:26,160 --> 00:18:28,120 Speaker 1: And it's it's interesting when you know, I look at 328 00:18:28,440 --> 00:18:31,240 Speaker 1: things within my company, like some of the ranges are 329 00:18:31,280 --> 00:18:34,600 Speaker 1: pretty pretty wide. I drive a truck through it a. 330 00:18:34,520 --> 00:18:38,800 Speaker 2: Little exactly, and that's I don't know. I guess that's 331 00:18:38,840 --> 00:18:42,080 Speaker 2: what happens when you know new laws are rolled out 332 00:18:42,119 --> 00:18:44,919 Speaker 2: that not all these details are thought of. So that 333 00:18:45,080 --> 00:18:48,199 Speaker 2: is one variable that you could post a job and 334 00:18:48,240 --> 00:18:51,040 Speaker 2: say it's fifty to two hundred and fifty thousand dollars 335 00:18:51,119 --> 00:18:54,560 Speaker 2: and that's acceptable and compliant with the law, but what 336 00:18:54,600 --> 00:18:57,919 Speaker 2: does that really mean to the audience and who's going 337 00:18:57,960 --> 00:19:01,360 Speaker 2: to apply for that job? With a range like that, right, and. 338 00:19:01,359 --> 00:19:04,159 Speaker 1: So your your firm is placed. Is it safe to 339 00:19:04,200 --> 00:19:07,080 Speaker 1: say thousands of people? Tens of thousands of people? 340 00:19:07,480 --> 00:19:12,400 Speaker 2: Millions not quite millions? Yeah, get less. That's our bucketless goal. 341 00:19:12,720 --> 00:19:15,760 Speaker 1: Okay, all right, well maybebe by September when we catch 342 00:19:15,840 --> 00:19:18,159 Speaker 1: up again. But you know, the question I have for 343 00:19:18,280 --> 00:19:19,960 Speaker 1: you is, you know, you see a lot of candidates. 344 00:19:19,960 --> 00:19:21,840 Speaker 1: You see a lot of ones that are successful and 345 00:19:22,200 --> 00:19:25,480 Speaker 1: in landing a job. You know, what's one thing that 346 00:19:25,560 --> 00:19:29,040 Speaker 1: a perspective, you know, candidate can do to make themselves 347 00:19:29,119 --> 00:19:33,760 Speaker 1: more attractive to an employer? You know, besides someone that 348 00:19:33,800 --> 00:19:35,680 Speaker 1: you know because you're you're talking about a rain maker, 349 00:19:35,760 --> 00:19:38,480 Speaker 1: someone that's just you know, very good at being a 350 00:19:38,480 --> 00:19:41,440 Speaker 1: freight broker and has a great rolodex. And for those 351 00:19:41,440 --> 00:19:43,720 Speaker 1: that don't know, a rolodex is something where you keep 352 00:19:43,760 --> 00:19:46,159 Speaker 1: your contacts in it and it's a it was on 353 00:19:46,240 --> 00:19:49,639 Speaker 1: paper back in the day. So what what can they 354 00:19:49,680 --> 00:19:54,320 Speaker 1: do to h to better better position themselves in today's market? 355 00:19:55,359 --> 00:19:58,080 Speaker 2: It's actually I'm going to ask my my teenage boys 356 00:19:58,119 --> 00:19:59,639 Speaker 2: if they know what a roll with axes, because I 357 00:19:59,680 --> 00:20:03,679 Speaker 2: bet they don't. But I would say, if I'm going 358 00:20:03,760 --> 00:20:08,240 Speaker 2: to lean into the power of social media here when 359 00:20:08,560 --> 00:20:12,359 Speaker 2: you are laid off or you are openly seeking an opportunity, 360 00:20:12,880 --> 00:20:15,679 Speaker 2: I would say there's a lot of hesitation to be 361 00:20:15,840 --> 00:20:18,520 Speaker 2: vulnerable and put yourself out there. And I'm not saying 362 00:20:18,520 --> 00:20:21,000 Speaker 2: that this is the solution to getting a job, but 363 00:20:22,240 --> 00:20:25,800 Speaker 2: I am on LinkedIn a lot, and when people put 364 00:20:25,800 --> 00:20:30,040 Speaker 2: that open to work banner on their profile, they're raising 365 00:20:30,080 --> 00:20:32,680 Speaker 2: their hand and saying I want to be found by 366 00:20:32,680 --> 00:20:35,080 Speaker 2: an employer. I want to be found by a recruiter. 367 00:20:35,480 --> 00:20:38,480 Speaker 2: But there's some level of humility that goes with that. 368 00:20:38,760 --> 00:20:42,000 Speaker 2: So I think when people post about I was laid 369 00:20:42,000 --> 00:20:43,600 Speaker 2: off and this is what I'm looking for and I'm 370 00:20:43,640 --> 00:20:46,199 Speaker 2: asking my network to help me, those are people that 371 00:20:46,240 --> 00:20:49,320 Speaker 2: are posting three weeks later with this network, got me 372 00:20:49,400 --> 00:20:51,320 Speaker 2: a job and look at you know the power of 373 00:20:51,359 --> 00:20:55,080 Speaker 2: this community. So that that is my like, you know, 374 00:20:55,200 --> 00:20:59,680 Speaker 2: I'd say low hanging fruit suggestion is put yourself out 375 00:20:59,680 --> 00:21:04,240 Speaker 2: there for help, rely on your network. And then the 376 00:21:04,320 --> 00:21:09,200 Speaker 2: other part of it is just most jobs are offered 377 00:21:09,200 --> 00:21:12,119 Speaker 2: because a relationship is being built. So go out of 378 00:21:12,119 --> 00:21:15,560 Speaker 2: your way to build that relationship, whether it's through a network, 379 00:21:15,600 --> 00:21:18,600 Speaker 2: whether it's even just through that interview process. You know 380 00:21:18,840 --> 00:21:22,760 Speaker 2: humans human and really get to know what the person 381 00:21:22,840 --> 00:21:26,439 Speaker 2: is about, what the company is about, versus just you know, 382 00:21:26,600 --> 00:21:29,000 Speaker 2: applying as a warm body to fill a seat. 383 00:21:29,280 --> 00:21:33,280 Speaker 1: Right. And then on the flip side, what's the biggest 384 00:21:33,280 --> 00:21:36,200 Speaker 1: mistake you've seen or the worst thing you've seen? Obviously 385 00:21:36,240 --> 00:21:37,440 Speaker 1: without naming names. 386 00:21:38,680 --> 00:21:45,400 Speaker 2: With employers, no, with employees like, oh gosh, like it ever? Ever? 387 00:21:46,119 --> 00:21:48,680 Speaker 2: I mean its sharees. There's a lot of things we've 388 00:21:48,720 --> 00:21:52,360 Speaker 2: seen and heard, but I'll share a story that kind 389 00:21:52,400 --> 00:21:55,040 Speaker 2: of comes to mind and it kind of affects both 390 00:21:55,080 --> 00:21:57,080 Speaker 2: sides of it. But a couple of years ago, we 391 00:21:57,119 --> 00:21:59,919 Speaker 2: got a call from a prospect and this guy was 392 00:22:00,160 --> 00:22:02,560 Speaker 2: he was heated. He was an owner of a small 393 00:22:02,600 --> 00:22:07,000 Speaker 2: trucking company and his entire office quit while he was 394 00:22:07,040 --> 00:22:10,840 Speaker 2: at lunch. And his entire office, yeah, eight ten people. 395 00:22:11,640 --> 00:22:14,080 Speaker 2: But he called our firm and he's like, I need 396 00:22:14,160 --> 00:22:16,600 Speaker 2: you know, chairs and seats tomorrow. I will pay a 397 00:22:16,640 --> 00:22:19,399 Speaker 2: high salary. I've heard good things about your firm. You 398 00:22:19,440 --> 00:22:21,800 Speaker 2: guys have to find me these people. And I would 399 00:22:21,800 --> 00:22:24,320 Speaker 2: say that was an AHA moment for me where I 400 00:22:24,440 --> 00:22:27,600 Speaker 2: was conflicted between Okay, this is opportunity that could be 401 00:22:27,680 --> 00:22:30,880 Speaker 2: very lucrative, but if he can't retain his people, how 402 00:22:30,880 --> 00:22:33,560 Speaker 2: are we to help him hire and then retain those people? 403 00:22:33,600 --> 00:22:35,920 Speaker 2: And that's when I think I really made that connection 404 00:22:36,040 --> 00:22:40,600 Speaker 2: between recruiting and retention and employee engagement and culture. But 405 00:22:40,800 --> 00:22:43,000 Speaker 2: I don't know the other side to that story. One 406 00:22:43,080 --> 00:22:45,240 Speaker 2: day I will end up talking to are those people 407 00:22:45,240 --> 00:22:47,439 Speaker 2: who walked out and I'll get the other side. But 408 00:22:47,960 --> 00:22:50,600 Speaker 2: I would say that's a pretty pretty bad faux pas. 409 00:22:51,520 --> 00:22:55,600 Speaker 1: Yeah, so you know you were you kind of mentioned culture, 410 00:22:55,720 --> 00:22:57,760 Speaker 1: so you know in your in your view, how important 411 00:22:57,800 --> 00:23:01,800 Speaker 1: is corporate culture for a company any to present to 412 00:23:01,880 --> 00:23:04,119 Speaker 1: make it in an attractive place where people want to 413 00:23:04,119 --> 00:23:07,680 Speaker 1: go work. Within freight, transportation and logistics. 414 00:23:08,280 --> 00:23:11,760 Speaker 2: It's important no matter what the market is, and people 415 00:23:11,840 --> 00:23:16,320 Speaker 2: are really starting to focus on connection and purpose. We 416 00:23:16,359 --> 00:23:19,359 Speaker 2: talk a lot about this millennial generation, which in twenty 417 00:23:19,400 --> 00:23:21,480 Speaker 2: twenty six it's going to be seventy five percent of 418 00:23:21,520 --> 00:23:25,080 Speaker 2: our workforce, and not thinking about them as entitled, but 419 00:23:25,160 --> 00:23:27,960 Speaker 2: thinking about them as purpose driven and wanting to be 420 00:23:28,040 --> 00:23:31,440 Speaker 2: with the company where they're recognized and respected and they've 421 00:23:31,480 --> 00:23:35,080 Speaker 2: got opportunities and they're invested in. So I think culture 422 00:23:35,280 --> 00:23:39,440 Speaker 2: is a huge component regardless, Like I've said, like during 423 00:23:39,440 --> 00:23:42,720 Speaker 2: the Great resignation, companies had more of a reason to 424 00:23:42,760 --> 00:23:46,080 Speaker 2: put a focus on culture, and now we're we're kind 425 00:23:46,080 --> 00:23:49,760 Speaker 2: of seeing them pull back. So I am hopeful that 426 00:23:49,760 --> 00:23:52,600 Speaker 2: that that's not just a trend or you know, a peak, 427 00:23:52,720 --> 00:23:55,600 Speaker 2: that that is something companies will focus on moving forward. 428 00:23:56,520 --> 00:23:59,320 Speaker 1: So the culture aspect was just a bait and switch, 429 00:23:59,520 --> 00:24:00,000 Speaker 1: what you saying. 430 00:24:00,520 --> 00:24:02,359 Speaker 2: It was like we had we had resources to do 431 00:24:02,400 --> 00:24:04,239 Speaker 2: it or you know, a real need to do it, 432 00:24:04,280 --> 00:24:07,360 Speaker 2: and now people just need salaries and jobs, so it's 433 00:24:07,440 --> 00:24:09,040 Speaker 2: much easier to execute against that. 434 00:24:09,800 --> 00:24:13,000 Speaker 1: Even though it's it's become more of an employer market 435 00:24:13,080 --> 00:24:17,399 Speaker 1: and the job market and transportation. Is there something else 436 00:24:17,440 --> 00:24:20,080 Speaker 1: that employers can do to make them an employer of 437 00:24:20,160 --> 00:24:21,040 Speaker 1: choice for folks? 438 00:24:22,160 --> 00:24:24,520 Speaker 2: I think it's it's all the little things that add up. 439 00:24:24,560 --> 00:24:28,080 Speaker 2: It's having a recognition program. It's investing in your team 440 00:24:28,119 --> 00:24:32,120 Speaker 2: when it comes to learning and career growth and upskilling. 441 00:24:33,119 --> 00:24:36,560 Speaker 2: It goes back in the process as far as interviewing 442 00:24:36,680 --> 00:24:39,359 Speaker 2: and you know, showing up and asking the right questions 443 00:24:40,320 --> 00:24:44,200 Speaker 2: and being respectful through through that onboarding. So so many 444 00:24:44,240 --> 00:24:46,320 Speaker 2: little things that add up to culture. But at the 445 00:24:46,400 --> 00:24:48,760 Speaker 2: end of the day, it is it is a collective 446 00:24:48,840 --> 00:24:52,600 Speaker 2: feeling it's not something that one person is going to 447 00:24:52,640 --> 00:24:55,560 Speaker 2: create a culture, but it's it's built over years and 448 00:24:55,840 --> 00:25:00,760 Speaker 2: it's these little initiatives, policies, processes, philosophies, and then certainly 449 00:25:00,800 --> 00:25:02,919 Speaker 2: the company values that are really driving that. 450 00:25:03,840 --> 00:25:05,720 Speaker 1: I mean, you know, we're talking about culture and that's 451 00:25:05,800 --> 00:25:09,320 Speaker 1: a very broadbrush thing. Is there something specific that you 452 00:25:09,400 --> 00:25:13,719 Speaker 1: think younger people are more leshed on versus others? 453 00:25:14,520 --> 00:25:18,720 Speaker 2: Flexibility? For sure, flexibility and purpose I would say go 454 00:25:18,880 --> 00:25:21,360 Speaker 2: hand it. You know they're side by side, They're very different. 455 00:25:21,600 --> 00:25:25,439 Speaker 2: But I do think there is just incredible value and 456 00:25:25,520 --> 00:25:28,480 Speaker 2: flexibility and that does not just mean work from home 457 00:25:28,600 --> 00:25:32,000 Speaker 2: or just mean hybrid. It means having a say over 458 00:25:32,040 --> 00:25:36,360 Speaker 2: your schedule or having flexible hours, maybe a four day 459 00:25:36,359 --> 00:25:39,040 Speaker 2: work week one day. But that is really what we're 460 00:25:39,119 --> 00:25:41,399 Speaker 2: what we're seeing and hearing is a lot of value 461 00:25:41,440 --> 00:25:42,840 Speaker 2: on that from this next generation. 462 00:25:44,280 --> 00:25:48,840 Speaker 1: All right, So you know we mentioned in the intro 463 00:25:49,119 --> 00:25:51,600 Speaker 1: that you know, you founded the company and was it 464 00:25:51,600 --> 00:25:52,320 Speaker 1: twenty ten? 465 00:25:53,560 --> 00:25:53,800 Speaker 2: Yes? 466 00:25:54,160 --> 00:25:58,760 Speaker 1: Ten, So it's been fourteen fourteen years around. So I'm 467 00:25:58,760 --> 00:26:01,320 Speaker 1: pretty good with mathema analysts in my day job, so 468 00:26:02,080 --> 00:26:05,840 Speaker 1: pretty good with numbers. What has been the most rewarding 469 00:26:05,880 --> 00:26:09,240 Speaker 1: thing for you? You know, running your own your own company, 470 00:26:10,840 --> 00:26:11,400 Speaker 1: I would. 471 00:26:11,160 --> 00:26:16,359 Speaker 2: Say the people. I started as a solopreneur and bootstrap 472 00:26:16,440 --> 00:26:20,520 Speaker 2: my business. I didn't have a plan to grow and 473 00:26:20,560 --> 00:26:24,560 Speaker 2: scale the way we have. But the more we've done 474 00:26:24,560 --> 00:26:27,719 Speaker 2: it because opportunity has been there, and the more we 475 00:26:27,760 --> 00:26:30,120 Speaker 2: grow into this business, you realize like it's not about 476 00:26:30,160 --> 00:26:32,800 Speaker 2: me anymore. It's about the people behind me, and our 477 00:26:32,840 --> 00:26:35,720 Speaker 2: team is our biggest asset. So I think that's been 478 00:26:35,760 --> 00:26:38,720 Speaker 2: the most rewarding, just to see people find purpose, to 479 00:26:38,760 --> 00:26:42,679 Speaker 2: see people make connections internally and externally, to see people 480 00:26:42,840 --> 00:26:45,680 Speaker 2: further their skills and their careers as a result of 481 00:26:45,720 --> 00:26:50,280 Speaker 2: their time with us. But what's your next question. 482 00:26:51,880 --> 00:26:54,040 Speaker 1: I guess what's what's what's the least thing that you 483 00:26:54,160 --> 00:26:55,280 Speaker 1: enjoy doing as a CEO? 484 00:26:56,320 --> 00:26:58,199 Speaker 2: And I'm going to say people again. And it's not 485 00:26:58,320 --> 00:27:01,879 Speaker 2: that it's my least favorite thing, because I truly is. 486 00:27:02,200 --> 00:27:04,240 Speaker 2: It is my favorite thing about the business. It is 487 00:27:04,280 --> 00:27:07,120 Speaker 2: the most stressful and at the end of the day, 488 00:27:07,480 --> 00:27:10,280 Speaker 2: what I have realized as a leader is I can 489 00:27:10,720 --> 00:27:13,720 Speaker 2: do everything in my power to keep people happy, but 490 00:27:13,800 --> 00:27:15,840 Speaker 2: there's a good chance then that everyone is going to 491 00:27:15,880 --> 00:27:19,359 Speaker 2: be happy at the same time. So it's really again, 492 00:27:19,480 --> 00:27:24,520 Speaker 2: like leaning into these relationships understanding what individuals need. But 493 00:27:24,520 --> 00:27:27,080 Speaker 2: I would say people's also what keeps me up at night. 494 00:27:27,119 --> 00:27:28,880 Speaker 2: It's what gets me up in the morning, and it's 495 00:27:28,880 --> 00:27:29,960 Speaker 2: what keeps me up at night. 496 00:27:30,720 --> 00:27:34,480 Speaker 1: Right, And then you know, I know, like not to 497 00:27:34,640 --> 00:27:36,960 Speaker 1: keep on coming on this subject, but you know in 498 00:27:37,000 --> 00:27:40,080 Speaker 1: your bio you mentioned that you're a yogi and your 499 00:27:40,119 --> 00:27:43,520 Speaker 1: practice yoga, So what does that do for you in 500 00:27:43,560 --> 00:27:44,560 Speaker 1: your professional career? 501 00:27:46,560 --> 00:27:52,960 Speaker 2: For me, yoga and meditation are my times where I 502 00:27:53,000 --> 00:27:55,840 Speaker 2: can truly be in solitude with my thoughts and when 503 00:27:55,840 --> 00:27:57,639 Speaker 2: I really think of it. You know, when I go 504 00:27:57,680 --> 00:27:59,760 Speaker 2: to yoga, I don't bring my phone, and we go 505 00:28:00,000 --> 00:28:03,560 Speaker 2: everywhere else in our life with our phone, so it's 506 00:28:03,560 --> 00:28:07,720 Speaker 2: my opportunity to reset my brain connect with myself. I 507 00:28:07,840 --> 00:28:10,399 Speaker 2: usually have my best thoughts when I'm actually trying not 508 00:28:10,600 --> 00:28:15,040 Speaker 2: to think in yoga meditation. But it certainly has grounded 509 00:28:15,080 --> 00:28:19,440 Speaker 2: me and offers consistency and stability, which which I think 510 00:28:19,480 --> 00:28:20,240 Speaker 2: everyone needs. 511 00:28:21,040 --> 00:28:23,040 Speaker 1: Yes they do, and I find it very challenging to 512 00:28:23,359 --> 00:28:26,800 Speaker 1: quiet that inside voice there is yeah, always tells me 513 00:28:26,840 --> 00:28:29,640 Speaker 1: to have another drink or eat a piece of cake 514 00:28:29,760 --> 00:28:33,720 Speaker 1: or something like that. So all right, well, you know, 515 00:28:34,080 --> 00:28:37,040 Speaker 1: I think This is a fantastic conversation. You know, I 516 00:28:37,200 --> 00:28:39,480 Speaker 1: definitely learned more about what's going on in the labor 517 00:28:39,520 --> 00:28:42,880 Speaker 1: market and see US recruiting. So I really want to 518 00:28:42,880 --> 00:28:45,000 Speaker 1: thank you for your time Charlie joining us today. 519 00:28:45,480 --> 00:28:47,480 Speaker 2: Thanks Lee. I was happy to be here and I 520 00:28:47,480 --> 00:28:48,760 Speaker 2: also enjoyed the conversation. 521 00:28:49,560 --> 00:28:52,480 Speaker 1: All right. Well, well, thanks for everyone tuning in, and 522 00:28:52,520 --> 00:28:55,560 Speaker 1: if you like the episode, please subscribe and leave a review. 523 00:28:55,600 --> 00:28:57,720 Speaker 1: We've lined up a number of great guests for the 524 00:28:57,760 --> 00:29:00,320 Speaker 1: podcast and check back to hear from conversation with C 525 00:29:00,440 --> 00:29:05,080 Speaker 1: seed executives, shippers, regulators, and decision makers within the freight markets. Also, 526 00:29:05,160 --> 00:29:07,360 Speaker 1: if you have an idea for future episodes, please hit 527 00:29:07,400 --> 00:29:11,000 Speaker 1: me up on the terminal or on Twitter at logistics Lee. 528 00:29:11,200 --> 00:29:13,840 Speaker 1: Thanks now, and everyone be safe out there. Take care.