Podcasts about hey anna

Anna Shcherbyna is the CEO of Remotivate. And, leveraging her decade of experience in Business Operations and International Recruitment, Anna's recruitment agency helps online businesses hire remote staff worldwide. They handle all the due diligence relating to candidate communication, arranging interviews, discussing salary expectations, and conducting reference checks. Today, she joins us to talk about how to find and attract your agency's dream team. She shares why some job search platforms are better than people may think, why it's better to invite candidates to apply for your agency, and why you should never hire for the fire. 3 Golden Nuggets Create a process. After going through profiles in some of the job search platforms (our guest recommends a few good ones) instead of going straight to interviewing the candidates, try to have a process in place. Identify 5 requirements for success in the position. You can incorporate that into a questionnaire, a skill test. This weeds out candidates who don't care enough. Finally, ask them to create a video. This will answer so much, from their motivations to what do they say in the video and how they say it. Be in control of the narrative. Something that can really help you be in control of the type of candidates that will go through your hiring process and subsequent interviews is to not just post and wait for candidates to apply. Instead, after searching through some profiles, you can invite some candidates to apply for the position. This way, you'll have much more control over the type of candidate you'll be interviewing and filter out the ones who maybe have the wrong motivations or are just not good quality candidates. Don't hire for the fire. Take the time to truly understand the position you're hiring for. Try to have a clear idea of what success looks like in that position. What kind of background are you looking for? What level of experience would you prefer candidates to have? This will help filter candidates and speed up the process. Anna's advice is “don't hire for the fire, hire for the long term.” Subscribe Apple | Spotify | iHeart Radio | Stitcher | Radio FM Jason: [00:00:00] What's up everybody? Jason Swenk here and I have another amazing episode for you where we talk about re, remote recruitment. If I can actually get that out, I don't know why that's so hard. But we're going to talk about how to find the right senior-level managers and hiring them remotely, as well as how can we evaluate and make sure that the right one. So, it's a really good episode. Let's go ahead and get into it. Hey Anna, welcome to the show. Anna: [00:00:32] Thanks so much for having me, Jason. It's a pleasure to be here. Jason: [00:00:36] Yeah, I'm excited. I almost wasn't able to say remote recruitment. I don't know why it's such a tongue twister this morning for me. But for the people that don't know who you are, tell us who you are and what do you do? Anna: [00:00:48] Yeah, absolutely. So my name's Anna Shcherbyna. I'm actually originally from Ukraine and I help online businesses all over the world, help them hire remote staff internationally. Uh, it's been an incredible journey and the experience to work with companies that have all kinds of needs. And I believe, as you mentioned, we do focus on managerial and leadership positions, but we've always get some fun roles and fund requirements. So it's kind of the, uh, the new age of headhunting, so to speak, uh, at times that's what it really comes down to. Jason: [00:01:17] Awesome. Well, let's go ahead and dive into it. Let's talk about where can we find these people, right? So, you know, we're, I'm an agency owner. I'm looking to get some more help, so I don't have to make all the decisions. I need, like I already, I'm maxed out at managing these people. I want to build my team up. I think a lot of times people just default to going to LinkedIn or Craigslist or wherever. So what is your recommendation for people listening of how can they find some of these amazing talents? Anna: [00:01:46] Yeah, absolutely. I do think that a lot of people, when they're transitioning, especially into hiring remote staff, that's where the challenge comes in because they still go back to the old websites. As you mentioned, LinkedIn is very popular Craigslist, things like that. And it just doesn't work for remote stuff. You want people who know what they're doing and really have the right skills and abilities and understanding of the remote space. They're not going to be there. I mean, you can find amazing people on LinkedIn, don't get me wrong, but in terms of what we love to do, Upwork is actually one that surprises everyone. I'll say this because a lot of the times people assume that Upwork is for projects, just for projects for short term. But actually if someone's new to the platform, they haven't really realized how it works properly, and so you can find some incredible people who are just looking for that opportunity. And a lot of them are looking for more consistency. So Upwork is an amazing one. Um, AngelList has been incredible for us. We've loved that. And also with AngelList, you kind of upgrade, there is an upgrade on there where you're able to get access to their database, which is awesome. And then be able to go out and invite candidates. We use Indeed, it's actually been a lot better for remote hiring as well. Most recently, they've really done a lot of growth in that sense. So Indeed has been quite good. I'd say those are our top three, though we're, we're constantly experimenting. So right now we're trying out Dynamite Jobs, we're trying out We Work Remotely. And I just say like, it's really good to experiment. I've heard great. Like We Work Remotely is one that I've heard, works wonders, but not for all positions. Those three that I mentioned is just, those have worked the best for us for the type of positions, like the managerial leadership type positions that we're normally hiring for. Jason: [00:03:25] So I thought AngelLists was really more for, and maybe they've, they've changed it. Or was it Angie's list? Or am I thinking of the right? The same one. Anna: [00:03:36] You definitely are. The same angel.co like I think before it was very much for startups like tech world, all of that. You have the right idea in mind. They definitely have evolved to now where you can find professionals of all kinds. They're very remote-focused because, again, a lot of companies are going remote. And so it's definitely an amazing, amazing website for finding great candidates. Jason: [00:04:00] So let's say we go on Upwork because, you know, I've, I've found really good designers on Upwork and, and stuff like that or people actually doing the work. But if we're looking like I know a lot of people listening in, they're thinking, well, I need a manager. I don't need someone to actually do the work. So like, how do I post something on Upwork going I need a Director of Ops or a Manager of Operations to come in. So do I post something like that on Upwork? Because usually, it's like, hey, I need this for what I understand. Like, I need someone to do, you know, this landing page or this logo or whatever it is. Anna: [00:04:33] Yeah. I mean, here's the thing, again, Upwork has incredible potential because it's all about the mindset. When you go to LinkedIn, you're trying to get people away from potentially those that already have jobs, whereas upward people are going on there already with the mindset of, hey, I need a job. And as I mentioned, a lot of them, they are getting in there and they don't really know how to break through, they don't want to deal with the hassle of all these different clients. And so something we do and something I always recommend is, it's all about how you filter. So filter for the ones that don't have a lot of success on Upwork, which is counterintuitive because most people are looking for the ones that have earned the most, have the best reputation… But those people are already successful, why would they go from client work back to full time? It's, you know, they're making a ton of money, they've made it on the platform. It doesn't make sense for them. So we'll go ahead and post those types of high-level positions, head of ops and all of that. But the ones that are going to be inviting are usually the candidates who have limited experience on the platform. They are hungry for an opportunity and they are much more likely to take on that opportunity. Jason: [00:05:36] Oh, that's clever. That's clever. And so let's say we're hiring a director of ops. What would you post on Upwork to in order to attract them to click on? Anna: [00:05:47] So, okay. Two things here I want to say. So first of all, in the job description. I'd say definitely make it very personable. We get a lot of feedback that the more personable a job description is the better candidates react to it. But I want to say that the trick that we have found really works isn't about just posting and waiting for candidates to apply. We actually go out and invite candidates because then we take control of the narrative. Who's applying the type of candidates, the quality, and also a lot of candidates are not checking every single day what's, you know, what's live. And so you're actually missing out on a ton of opportunity. So if you go out and that's why I love, we love AngelList network, you can actually invite those candidates to apply and get so much better results rather than waiting around and getting candidates who maybe have the wrong motivations or just not good quality candidates, because they're just, they're applying because they need a job and they're just clicking on everything. Whereas when you're inviting, there's, you know, there's a quality control there. So sometimes we even put a job post as private and so people won't be able to actually apply unless we invite them. Jason: [00:06:50] Oh, I like that. And so when you go into the search on Upwork or AngelList, is there other than, are you new? And like, you know, it's actually a really good point of like, I don't have much experience on the platform. They're new. What else are you looking for? Anna: [00:07:07] Uh, requirements. It always comes down to the requirements. And I'll be very honest, I think a lot of business owners don't take the time to truly understand who they need and what will make those people successful. When you have a clear understanding of what success looks like, like, okay, I'm going to need someone who has at least three years of experience in operations. They have, um, a background in recruitment, they have experience with running a SAS business or being an operation specialist in SAS, and you, if you're looking through applicants and applications, you'll be able to see those things. So figuring out your requirements of what success looks like, and then really searching for those among the applications is going to make a huge difference. Jason: [00:07:46] Yeah. I mean, I think a lot of us, and I've done this in the past, or I might be doing this right now. Who knows? I probably am. Thank you for beating me up because there, there's a lot of us that we probably go, we just need a marketing associate. But we really haven't thought about what… we just want them just a marketing associate. We'll just put them in, but really hasn't identified what success looks like for that marketing associate and like, what do they have to have? I think that's really very crucial that a lot of people actually skip over. All right. So, so now that we've come up with the requirements, like, as we've done our homework, so you don't yell at us, we don't want you to yell at us. And then we've gotten creative by using Upwork and AngelList and Indeed, and we're starting to invite people to apply, which I, I've never thought about. Like, that's brilliant. So, when people start applying, is there any special thing that I always try to bury something in the middle. Like, hey, you got to do this weird thing or put this to the subject titles, see if they actually read it. Is there anything that you do like that? Or how do you evaluate to make sure that they're not just padding their resume? Anna: [00:08:58] Absolutely. Absolutely. So I always say create a process. And again, start at the beginning, right? Because let's say you identify your top five kind of things for success, right? Your top five requirements for success. You can then translate that to, like, for example, for us, we do a questionnaire, a skill test, a video, you know, you can put steps in place that test for those initial requirements. And that's going to be so important to really identifying, not only do they have what it takes to be a great team member or a part of your team and really solve your problem, but it's going to be able to also identify their motivations. So being able to see that they're going to jump through quite a few hoops before even having an interview. And a lot of people don't want to do that. They're like, yeah, thanks, I'm interested in this role, yeah, when can we chat? And we're like, well, right after you go through our process. Apply here. And that actually filters through a lot of people who don't really care too much. I would say I'm not the biggest fan of adding like those little trick questions in job descriptions. Because people who are looking for jobs, they're not as consistent in reading the job description, I would say. So definitely having the, the steps is a lot more of a thorough process to see, not only do they qualify, but they are really interested in the position and they're going through and following through on the different steps. Jason: [00:10:16] So walk us through the steps that you would take someone. Anna: [00:10:18] Yeah, absolutely. So the, what we do is we have a questionnaire. So for example, let's say you need five years of experience in Facebook, running Facebook ads. So we'll ask: How many years of experience do you have in Facebook ads? What's the budget that you have handled per month? Uh, we'll ask about what types of businesses have you done Facebook ads for? And there'll be like a dropdown or check the boxes of which industries you've done. So we we'll add the requirements in the questionnaire, because that way, even if they didn't read it, which sometimes happens, we'll be able to filter through that. Because candidates say, hey, I actually don't have this. Or I only have three years of experience. So the questionnaire and yeah, like the questionnaire really helps assess that. Now we have a small skill test that we've created that tests for the hard and soft skills. We have done this internally and we've created what works for us. But I talk about this all the time. Like I do a webinar now and again, and I talk about how there's so many tests out there, like personality tests, hard skill tasks, like let's say you even need to test somebody's abilities with Facebook ads. There's so many different tests out there. Do a bit of research, find what works for you and incorporate that in the process. So having some sort of questionnaire looking into there, the requirements, if they meet them, having some sort of soft and hard skill test. It doesn't have to be crazy long. Just a few questions here and there to understand and better filter those candidates. Then we have a video, which again, we're asking a few questions. We're asking for a two minute video, super easy and straightforward. But again, we're looking at, can they follow directions? Right? Can they actually respond at like, what are they saying? How are they saying it? What what's the attitude that we're getting? Is this something that they just put together, walking your dog on the street. Which actually happens like we've either had like a girl in a farm. She's walking around in her, like near her farm. She's showing the farm. She's like, hey, this is where I am. Absolutely not. But walking the dogs, driving in the car to work, I mean, we've got some crazy videos. Oh, a guy eating sushi. I think that was one of my favorites. He's like, I'm going to wing this. So I just ordered some sushi, but it helps stand the mindset of candidates, how they work, like who they are as human beings, and really understand if that's going to be a culture fit. And it just says so much, their video say so much. And so, that really helps us understand. And it not only does it kind of test for their personalities and interests and things like that. We're also looking at their English abilities. So we're seeing, I mean, we're hiring internationally and so we don't want to waste time having an interview. If we don't like it, they might be great at writing but then when it comes to speaking, they might not be able to, don't have the abilities. So that video really ticks a lot of boxes and a candidate usually doesn't always, like they don't really anticipate it, I would say, in terms of what's really being expected. But that's what we're looking out for, great communication skills and interest for the position, honest responses, a great environment. And then we'll do the interviews and move into that phase. First interviews, client interviews, and then towards the end, we'll do reference checks. So it's quite a thorough process and it helps really collect all the information you need for a successful hire. Jason: [00:13:27] Yeah, that's crazy about the videos. You know, we, we ask for that as well. And I remember there was this one guy that we got a video I was getting so dizzy because he's walking around his pool, like holding this and I'm like, h my God, and the shaking like, oh, stop. Anna: [00:13:46] Yeah. Make it stop. Stop. Absolutely. Jason: [00:13:50] That's funny. Well, this has all been great, Anna, is there anything that I didn't ask you that you think would help out the audience with their remote recruitment? Anna: [00:14:00] Yeah, absolutely. Twister tongue twister of the day. I would just say that start from the very beginning and put the time to truly understand research the position you're looking to hire for. Don't hire for just a fire like that. And we do all have fires. I have fires. We all have fires in the business that we need to take care of, but don't hire for the fire. Okay. That's not, I got a rhyme in there. Don't hire for the fire, hire for the long term. Jason: [00:14:25] It was like a Billy Joel. A Billy Joel song. Anna: [00:14:28] Yeah. So definitely take the time to understand who you're hiring for, what are the requirements, and what will they do once they have, you know, taken care of that fire. What's that long-term plan? And when you have that, everything becomes so clear. So start from the beginning and best of your time from the very start to have a successful hire at the end. Jason: [00:14:49] I love it. What's a website people can go and check you out? Anna: [00:14:52] Absolutely. So it's, letsremotivate.com. Jason: [00:14:56] Awesome. Well, thanks so much for coming on the show. And if you guys enjoyed this episode, I want you guys to do something. Take a screenshot, go on Instagram and tag us and say, hey, I liked the show. And then we'll give you a shout back. Also, if you guys want to be around other agency owners, we have an amazing Facebook community. It's free. It's totally free. Just go to jasonswenk.com/insiders and request access into it. We asked a couple of questions just to make sure you're an agency owner, and you have a team. That's the requirement in order to get into there so you can ask the relevant questions and protect the community. So go to jasonswenk.com/insiders and you'll go to that page. And until next time I have a Swenk day.

Even the most confident and positive people have self-limiting beliefs. Reacting to untrue thoughts — as if they were gospel — that, ultimately, hold us back from being our best. Well, today, Chalene teaches how to destroy these self-limiting beliefs once and for all.  Thank you to our brand new show sponsor Organifi!!! Go to Organifi.com/chalene and  Use the Code CHALENE for 15% off all products!! Links from today’s episode:     Learn more about Kiné Corder on Instagram or Insighttimer.com Check out all the Discounts and some of Chalene’s favorite things at Chalene.com/Deals Leave Chalene a message at  (619) 500-4819 Leave Chalene a Voicemail review or question  HERE Join our awesome PodSquad on Facebook here! Go to Chalene.com/MyThing and see what your passion or hidden talents are!! Hey Anna!!! Email me at Kristin@chalenejohnson.com and be sure to send your address!!    Stop dieting & start living: PhaseItUp.com Get the 131 Book!!!   Here’s The System I Use Every Day to be More Organized & Crazy Productive: www.pushjournal.com   Sign Up For MY WEEKLY NEWSLETTER and you'll get FREE tips on how to live a ridiculously amazing fun-filled life!   Be sure you are subscribed to this podcast to automatically receive your episodes!!!    Subscribe to Build Your Tribe!!!      Join our awesome PodSquad on Facebook here!   Get episode show notes here: www.chalenejohnson.com/podcast    Connect with me on your fav social platform: SnapChat: ChaleneOfficial    Facebook: www.Facebook.com/Chalene      Instagram: www.Instagram.com/ChaleneJohnson    Twitter: www.Twitter.com/ChaleneJohnson TikTok: @chaleneOfficial   Hey! Send me a tweet & tell me what you think about the show! (Use the Hashtag) #TheChaleneShow so I know you’re a homie! XOXO Chalene

Tom had a blast hanging out with Michael Mehalick, found of the Bushwick based label, Good Eye Records! Tune in to hear all about Mike's origins in the greater-NYC area music scene and what inspired him to start his own label. Plus, you'll hear tons of great tracks by Good Eye artists, including Parrot Dream, The Rareflowers, Russian Baths, Scarves, and a brand new track from Cathedral Bells! Mike also selected some fantastic records, including Hey Anna, Shame, and Gingerlys! You can purchase all of Good Eye Records releases via the label's website: http://goodeyerecords.com/ Full playlist: https://spinitron.com/RFB/pl/4863128/Look-At-My-Records

Okay. We're back. Take two, I don't know what's happening. Oh, my God. All right. Okay. Hello people, are you coming back to me? I don't know what happened, Facebook just decided to finish the live stream. Hey Anna, okay. It's all under control, except for this sweat situation that's not remotely under control. Let me wait for a moment and let people jump back on. I kind of can't even believe how much I'm actually sweating right now. It's not like I don't control the time, I know what it's like, but my body is in total shed mode right now, I can just feel it. I think it's about to start dripping off my chin at any moment. Fortunately, I have a top here. Like I know none of this is really a big deal, it's just the live stream dropped out. But it's kind of like, it's exactly what I was talking about on the previous live. It's just like things just keep happening and you're like, "I'm really trying to fucking release this and not let it get to me, and I'm trying to be in surrender, but then more thing just keep happening. Somebody asked am I drinking water from here? No, it's French and amino-acids, which is what I drink through the morning usually before I eat. Like it's like nearly 12 noon now, I haven't eaten yet. I've done my hot yoga, I'll do another workout later, and I'm just in my kind of feel like fasting mode. Okay. Why was I even up to, I was going to talk about the Inner Circle. Mim, can you drop that link again? My Inner Circle is open for registration now. I was just mentioning that and then I was going to go into this thing about letting your message be what your message is for the day, and letting you be who you are. Inner Circle is 12 months mentoring with me one on one at the highest level, and you get to join the most badass and hot as fuck mastermind in the world with my other private clients. The results that we get in there, money results, alignment results, flora results, business, body, love, lifestyle, fun, adventure, all of that are freaking phenomenal. Right? So I'm so excited to be officially opening this up for applications and inquiries, and what that means is just message me from my personal page, and I'll get you a full written overview. A short live stream where I talk about the kind of work that I do with my clients, and some other cool stuff as well, for you to have a look at, and just feel if it's for you. It's a freaking phenomenal place. It is an anomaly and it's phenomenal. Its an existing place. Its been going for just over a year, and I don't promote it normally though. I just have never done a promotion, or a launch around it. 100% of people who are in the Inner Circle have literally just approached me out of nowhere. So many clients, like magic, and said I need to be part of this, and that's how its always happened. So this is the first time that I've ever been going like, "Hey, this is open. Did you even know about it?" Because a lot of people didn't even know about it. I realised I'm super under the radar, and that's always felt perfect, and aligned, and I'll probably go back to that, but currently I'm taking in the exact perfect women who are meant to be in there. If you feel that that's you, or you'd like to know more, or you feel that it might be you, message me. I'll get you the full overview and all the details of that. If you click on my Facebook cover photo on this page, or on my personal page, you can read some of the testimonials in there from some of my amazing clients. There's so many that we haven't even written up yet. I literally been hoarding all these incredible results to myself, and not sharing them. So I'm starting to write one up, and share one each day, and I'm going to be starting to do some conversations with Bad Asses. Interviews with my Inner Circle clients on joint Facebook live soon as well. So you'll get a chance to hear from some of the most amazing entrepreneurs and creators in the world about how they do business in life, and let them share their gifts and talent and genius with you. So, just something to keep your mind. But definitely message me now if you're feeling that. All right, so if you missed the first part of this live stream before it dropped out, watch the first part, the post of that is already on my page. It's already there for you, and I was talking about being fucked over energetically by Bali, and how that's totally a story, and I see that, but then how I also choose to lean into it. I choose to lean into it whether it's in Bali, when shits going on, and when shit's stirring up. Even like ... I did a live the other night about this, Friday night actually. About feeling triggered by something. Right? That's another example. We get triggered by something, or something feels uncomfortable, we're not fun in sight of this, and it's kind of like, "Oh, I don't like this feeling. I don't want this feeling, how can I push this away? How can I get back to super flow, or being high vibe, or lewd as fuck," whatever it is, and what I've learned, and what I've found, and Bali is such a great example of this, is that when that stuffs coming up from inside of us, there's a reason for it, and what if we allowed it to come up, and what if we allowed it to happen? So whenever you're triggered by something, whenever something makes you feel sad, or you feel uncomfortable, I'd be curious to know what you think. Comment, comment. Whenever you feel angry, or you're just frustrated, or you can't seem to quite connect, don't try and hide or mask that feeling. Allow yourself to be whoever you are in that day, and in that moment, and I feel like this is probably one of the harder things to learn, because its ... We're talking about allowing ourselves to sit in confrontation, or to sit in discomfort, or to sit in nausea, or to sit in your body expelling random weird shit from it, physically, or emotionally, or spiritually, or whatever it might be. But I found that when you can allow yourself to be with what is, firstly you take the fear side of it out of it, because you realise, "Hey, I'm actually okay. I can sit in this space of pain or discomfort, or extreme confrontation, or feeling sad, or feeling frustrated, or feeling down, or feeling angry or whatever. I can actually sit here and be here, and I'm still okay. Because I think that part of it is, we trample away from stuff like that. We think that it's not safe. That we want to avoid it. Ann Marie says, I did that over the weekend, I'm freaked out. I can't read the rest of your comment, I'll have to read it later. Michelle, yes it's true. Not good not to share. Yup. Exactly. Definitely good to talk about, and good to lean into. It's always temporary. That's right Debbie. One of my favourite sayings that I've used for years in my life is, "It is what it is, and this too shall pass." I think one of my mentors when I was in my mid 20's, he was way at the top of the company that I worked for at the time, the fitness company, and he would always just say, no matter what happened, he would say, "It is what it is." Or ... Is that the exact wording he said? It was something like, "It is what it is," and it was just this final answer to anything or everything. Like, shit would be going down, the ceilings would be crumbling, the sky be falling, and he'd be like, "It is what it is," and that's all it is. I really was like, "I like that," because it gives you back your power, and it gives you freedom, and it gives you realisation that, "So what? It is what it is, and that's all it is, and this too shall pass." It's the bit that I added onto it. But I remember in my relationship at the time, which was with my first husband, we'd have shit going on or whatever, money stuff or whatever it might've been, and I was like this wise old owl, I was like, "Well, it is what it is," I was just continually saying it, and he used to get super shitty with me, because no matter what was going on, I was like, "Well, it is what it is." Then now, I still say that all the time, continually. Even to my kids if they're freaking out about something. Or to friends or whatever, I'm like, "Oh, it just is what it is." Like, is there an action that I can take here? Is there something that I can do that is in alignment to do? That's not me running, or try to avoid, or numb? So is there an aligned action to take? Yes, if so great. Take it. But sometimes there's not. Sometimes you're just feeling all this shit going on, and you don't feel connected, and you don't feel like you really know what to do, and your message is not freakin' coming through you, and then sweat is dripping off your chin, and the WiFi's not working, and the the live stream keeps shutting down, and you vaguely feel like you might have to get up from the live stream at any moment and hurl into the pool, and it's like, "Let's just be here now then." It is what it is, and this too will pass. But meanwhile, what is actually the benefit and the purpose of this? Because if I come back to my underlying belief, I fully believe and know that everything happens for me, not to me. So this is happening for my greater good. So, if I can surrender to that idea, and that knowledge, I don't even need to know how or why right now. I don't need to sit here and figure out the answer. It might come to me later when I'm in a massage, or having a walk, or sleeping, or it might not come at all. Either way is fine, because I'm getting what I need from it. Feelings are facts I guess, if you make them facts. Jenna says, feelings aren't facts. Feelings yeah, they have whatever meaning you assign to them, so that's a great comment, I love it. It's about allowing yourself to be okay with what is. Then when you look at, being a messenger, and being this person in business and in life ... I don't know what to do with my hair ... Being somebody who feels, I guess, some sense of responsibility or obligation to your business, well fuck obligation anyway, do what's flowing through from your soul, but if you do feel that you desire to message and share something like a live stream, or a blog, or anything like that with your audience, then what if you literally just always gave yourself permission for the message to be the message that day, and for you to be who you are. So, your message for the day is a reflection of what's actually real, and what's going on inside of you. I'm literally just talking about shit that I've been feeling and experiencing, but I'm turning it into something that's motivating, inspiring, empowering. I wouldn't say super high entertainment value for today's particular show, but often times it's entertainment as well. Right? I don't know, you can tell me if it's entertainment. When I think of entertainment, I tend to think of [Ben Glariss 00:09:46], and I don't think I'm Ben Glariss today. But maybe it's entertaining in a different way. Anyway, I'm letting my message be what it is. I couldn't come back here to the villa now feeling the way I've been feeling. I'm feeling frustrated, and kind of like, "Ahhh. I want to rip the head off the world," and then all this random shit's happening in my body as well. I couldn't come back and just put that aside, and try to teach and preach on some other random point. I mean I could, but it wouldn't be real. It wouldn't have the real true power and fire in it, and you would feel that. On the other hand, if I just allow my message for the day to be a reflection of who I am today, then it's so easy. There's nothing I have to worry about. So today I'm being this person. This is what's going on, this is my truth. Maybe later tonight or tomorrow I'll be like random, silly, shenanigans version of me. Or another time I'll be going even deeper into the whole fire and [inaudible 00:10:32], but either way, I'm just going to be who I am, and I think this is one of the ultimate lessons that we all get to learn, and one of the ultimate shifts that we all get to drop into. Which is, always flow in ease if you just be who you are. So, this is not just with your free content though. Whatever you're putting out there for free, whatever you're sharing with the audience, even how you're communicating with clients, and then you're paid stuff and what you want to put out there into the world. It always gets to come from this place of, "This is just who I am, and this is what's real." It can be for the content side of things, and the actual stuff that you're putting together and delivering, but it's also the practical reality of what's going on in your world. Right? I used to think I had to hide the noise of my kids if they're around for example, or I would have never answered client audios, or having my hair blown out, which is what I was doing earlier. So then they can hear the noise of the hair dryer in the background. I listened back, you can still hear it. But it's more that I would have hidden that earlier, because I would have somehow thought that people would think that's unprofessional or how dare I multi-task by responding to messages while my hair's being done, or while I'm walking down a busy street, or being on phone calls with a client when I'm being driven to the airport or whatever. I just don't hide anything ever. This is my situation, this is my reality, or last night teaching my live stream trainings to my private clients. I did two live stream's late at night. I was pretty wrecked. I'd been going for already 17 hours, travelled from Australia to Bali, which is only a six hour flight anyhow, but more so that I was already feeling a bit energetically fucked around, and I was pretty tired, and I was just in my pyjamas, no bra on, no make up, shiny face, all that shit, and just being who I was. I didn't allow that to be like, "I should cancel live stream because I'm not really looking that great, or feeling that great. Or, I should doll myself up, and be somebody that I'm not. I've just let business be so easy by being who I am, and so that's what I wanted to come on and share with you today. If you feel like its hard, if you feel like its awkward, if you feel like you struggle to know what to say or how to get it out there, or that some days you're inspired and the message finally comes through you, and then other days you're like, "Man, I'm not feeling it today." You've got to recognise and understand that there's always something there to share, it's just that you got to give yourself permission to be who you are. Okay? So I think this is one of the biggest break throughs that you can have. It is what it is, that's all it is, and whatever it is will pass whether its high or low, up, down, crazy around, and in between, and you are who you are as well, and you get to be who you fully are in this moment. If you can give yourself permission to share who you truly are, day in and day out, with the world, and let it be that easy, and that real, that is when you build an unstoppable brand. So that's my little message for you today. If you'd like to know more about working with me one on one, having me in your side ... In your side, in your pocket, on your side, in your corner, wherever the fuck you want me, doing deep dive alignment work, you know, work on mindset, like I said, we do transformations on a soul and cellular level, as well as obviously all the ins and outs of building a multi seven figure, online, personal brand business. Message me over my Katrina Ruth page. I'll get you the details of the inner circle, let's talk. Have an amazing rest of the day wherever you are in the world, we'll see who I show up as tomorrow. And don't forget. Life is now, press play.

Episode 44 features an all female song selection in honor of the recent International Women's Day and Women's History Month! Tom starts off the episode with a sneak preview of a very special McKenzie Tape - Maureen Tucker at Maxwell's on March 27, 1987. Plus some more of Tom's favorites including Courtney Barnett, Hey Anna, La Luz, Nadia Reid, Beaches, Lina Tullgren, and more! A big THANK YOU to all the rocking women out there making amazing tunes!

In Episode 40, Tom chats with Anna (the Anna!), Erin, and Matt of New Jersey indie pop mainstays, Hey Anna! Boy, did these four have a blast talking about MUSIC!Listen in to hear all about their brand new single "Garage Queen," which just became available on EVERY music platform you can imagine!! Plus, you'll learn all about the group's origins, sisterly songwriting, and a fun story behind one of my favorite Hey Anna songs, "Mt. Picchu." Of course (DUH!), Hey Anna has AMAZING taste in music, so you do not want to miss their picks from Tom's collection!

Episode 53 features Brooklyn indie dream pop band Hey Anna. Erin, Katie, Anna, Jamie & Matt talk about the band's recent album, Run Koko, why Anna gets top billing, touring Japan and breaking down in Wyoming. Songs from Hey Anna featured on the podcast include Don't Talk Stop and Sunny Afternoon. Find out more about Hey Anna at heyannamusic.com Follow Hey Anna on Twitter @heyannamusic

Mike and Paul may be in recovery, but they brought the show to Sean, who was recovering from a nasty accident outside his apartment. In fact, it speaks to this episode's subject! Songs: (1) “Skeletons” – Jr. Jr.; (2) “We Are The People” – Empire of the Sun; (3) “Pull Yourself Together” – The Boxer Rebellion (feat. Hey Anna); (4) “Friends” – Francis & The Lights (feat. Bon Iver); (5) “Younger Us” – Japandroids; (6) “When I Fall” – Sam Phillips; (7) “Hold On (I’m Coming)” – Sam & Dave; (8) “Thank You For Being a Friend” – Andrew Gold (Drop the Needle does not own or claim ownership of any music used in this podcast. All rights go to original owner.)

What's a Jangula? Who's going to the Chris Shamkin gig in LIC? What brings Frank LoCrasto to NYC? Why is DW so into Hey Anna, and why won't he shut up about how good that Haybaby show at Rough Trade NYC was??

Erin Rauch-Sasseen, her twin sisters Katie and Anna, and friends Matthew Langner and Jamie DiTringo make up the NJ/NY indie pop group Hey Anna. Erin has a drink with me at Oak & Iron in Greenpoint, Brooklyn to discuss how the band built its Japanese fanbase, where they meet to practice, and why they crowdfunded their debut LP, Run Koko. Rauch-Sasseen also explains the importance of music videos and makes her case for a Hey Anna West Coast tour. heyannamusic.com drypaintsigns.com