Podcast appearances and mentions of Josh Peters

In this inspiring episode of Healthy Mind, Healthy Life, host Avik Chakraborty welcomes Josh Peters, a 17-year-old author of 13 Ways to Conquer Your Teenage Years. Together, they discuss the challenges of teenage life, particularly in the era of social media, and provide actionable strategies for building resilience and confidence. Josh shares his personal journey of overcoming self-doubt and developing healthy habits, offering relatable insights for teenagers, parents, and educators alike. About Josh Peters: Josh Peters, an author at just 15, is on a mission to guide teens through the maze of adolescence. His book, 13 Ways to Conquer Your Teenage Years, offers practical advice and lessons learned from his own struggles. From battling self-doubt to fostering resilience, Josh's work empowers teens to navigate challenges and unlock their full potential. Reach: https://joshpeters.myshopify.com/ Key Takeaways: Focus on Self-Growth: Limiting social media can reduce unhealthy comparisons and self-doubt. Being present and focusing on personal achievements helps build confidence. Overcoming Self-Doubt: Josh shares how stepping away from social media improved his happiness and mental health. Building Resilience: Facing physical and mental challenges, like adopting healthier habits, helps foster resilience. Every challenge offers a lesson—embrace them as opportunities to grow. Real-Life Inspiration: Josh's personal experiences and relatable struggles make his advice impactful for teens navigating similar hurdles. Tune in to hear practical insights and empowering stories that illuminate the teenage journey toward resilience and self-confidence.   Want to be a guest on Healthy Mind, Healthy Life? DM on PM - Send me a message on PodMatch, DM Me Here: https://www.podmatch.com/hostdetailpreview/avik  Subscribe To Newsletter: https://healthymindbyavik.substack.com/ Join Community: https://nas.io/healthymind Stay Tuned And Follow Us! YouTube - https://www.youtube.com/@healthymind-healthylife Instagram - https://www.instagram.com/podhealth.club/  Threads - https://www.threads.net/@podhealth.club Facebook - https://www.facebook.com/podcast.healthymind LinkedIn - https://www.linkedin.com/in/newandnew/ #podmatch #healthymind #healthymindbyavik #wellness

This week at FIRE, Dr Josh Peters talks about this year's upcoming Missions Conference. He also speaks about reaching the nations, and the importance of being a “rope holder.”

Dr Josh Peters teaches about loving the Bible - the Word of God. And how it affects and transforms our day to day lives.

A new MP3 sermon from Rehoboth United Reformed Church is now available on SermonAudio with the following details: Title: The appointed High Priest stands alone between the living and the dead Speaker: Josh Peters Broadcaster: Rehoboth United Reformed Church Event: Sunday - AM Date: 5/26/2024 Bible: Numbers 16 Length: 47 min.

Dr. Josh Peters teaches about being baptized in the Holy Spirit. How do we receive that for ourselves, and what do we do about speaking in tongues?

Shadow work is something that radically changed (and saved) my transformational journey these past 2 years.    I had done everything to avoid it for decades and focusing only on the positive....until I just couldn't take it anymore! For what we resist will persist and get our attention. Josh Peters is a hypnotist and coach who helps you find your inner X-Factor of confidence so you don't have to be crippled by anxiety fear or doubt! He has had an amazing personal journey for rediscovering his truth through his own journey with shadow work and is now helping others with the power of hypnosis. He is a podcast host of a podcast I have been on, called Super States In his weekly podcast we explore the use of using trance states for personal and professional growth – including hypnosis, psychedelics , breath work, sexuality, and more! today we will discuss shadow work and it's benefits for your health and wealth Sign up for a free gift from Josh here:  https://www.xfactorhypnosis.com/healthywealthy    You can learn more about Josh here: https://xfactorhypnosis.com/   FIND OUT MORE ABOUT MAGDALENA GRACE HERE: https://linktr.ee/magdalenagrace   JOIN OUR HEALTHY N WEALTHY N WISE MICRODOSING COMMUNITY WITH AYAHUASCA SUBSCRIPTION HERE:   www.microdosingforhealth.com   LEARN ABOUT MICRODOSING FOR YOUR HEALTH/WEALTH/WISDOM JOURNEY https://microdosingforhealth.now.site WANNA SIGN UP AND BE A PLEDGING PATRON FOR HEALTHY N WEALTHY N WISE? https://patron.podbean.com/loiskoffi   JOIN OUR TELEGRAM CHANNEL FOR MORE INSPIRATION   https://t.me/healthynwealthynwise   JOIN HER FACEBOOK COMMUNITY AT HER PODCAST WEBSITE: www.healthynwealthynwise.com   SUBSCRIBE TO HER YOUTUBE CHANNEL: https://www.youtube.com/loiskofficoffee  

IT'S TIME FOR SNOW HIGHWAY OPTION! HALLELUJAH! HOLY SHIT! WHERE'S THE TYLENOL? JOSH PETERS (partner of past guest Taylor Coan) pulls his RV up to the boys' house to empty his shitter into the sewer and to talk all about NATIONAL LAMPOON'S CHRISTMAS VACATION. Grab your favorite moose-shaped glass and your slipperiest food chemical, it's a fun one! Join them as they answer such questions as: Is Sheldon Cooper funnier as a kid or an adult? Does the sincerity in this work with the cynicism? Has Chevy Chase been in a movie we discussed on this podcast before? What's The Soup Movie? and You know that feel when you just put hog on glass in the middle of the night? among many others... Thank you for coming on, Josh! Be sure to follow him on TWITTER, check out his friends' band WALLED GARDEN, and shop at the COBOPOP SHOP! Tell 'em No Highway Option sent you! NEXT WEEK: VIOLENT NIGHT with PERCIVAL from SUPERHERO CINEPHILES Thank you for listening! Please review us on your podcast provider and share us with your friends, we really appreciate it! Follow our socials: Facebook/Twitter/Instagram/TikTok: @NoHighwayPod YouTube: No Highway Option Theme Music composed by Ian C. Weber. Find more of Ian's projects here: ⁠⁠⁠⁠⁠⁠⁠https://www.iancweber.com⁠⁠⁠⁠ --- Support this podcast: https://podcasters.spotify.com/pod/show/no-highway-option/support

Dr Josh Peters shares a word on sowing and harvesting seeds, as well as some of what is happening around the world with our missionaries.

What would happen if you didn't watch the news every night? If you were sick of the fact that it only made you angry and upset, and to avoid those emotions you gave up on the overhyped and politically skewed information the news networks threw at you? And what if, instead, you relied on hearsay and social media ridiculousness for your entertainment? Well, what you would get is this, the Metal Cavern Musings. On each episode I will sit down with a co-host and we'll discuss the news behind the social media rantings behind the news, and get to the reality of the real world's reality. On episode two I'm joined by regular contributor Josh Peters, as we negotiate our way through Metal Cavern Musings, right here on the podcast that isn't afraid to try something new because we are running out of ideas fast, Thoughts from the Metal Cavern. --- Send in a voice message: https://podcasters.spotify.com/pod/show/metalcavern/message

What would happen if you didn't watch the news every night? If you were sick of the fact that it only made you angry and upset, and to avoid those emotions you gave up on the overhyped and politically skewed information the news networks threw at you? And what if, instead, you relied on hearsay and social media ridiculousness for your entertainment? Well, what you would get is this, the Metal Cavern Musings. On each episode I will sit down with a co-host and we'll discuss the news behind the social media rantings behind the news, and get to the reality of the real world's reality. On episode one I'm joined by Josh Peters, as we negotiate our way through Metal Cavern Musings, right here on the podcast that isn't afraid to try something new because we are running out of ideas fast, Thoughts from the Metal Cavern. --- Send in a voice message: https://podcasters.spotify.com/pod/show/metalcavern/message

Sometimes it's a topic from the Fake Nerd Podcast, sometimes we need the room to discuss films on their own. Either way, they end up here in the Fake Nerd Cine-Files!An excerpt from Ep. 331 of the Fake Nerd Podcast, this is our review of Paramount's Transformers: Rise of the Beasts - written by Joby Harold, Darnell Metayer, Josh Peters, Erich Hoeber, and Jon Hoeber; directed by Steven Caple Jr..Brandon, Ryan, and Ben are back in the world of Transformers. After really enjoying the last feature film, Bumblebee, there's a lot of hope that Transformers can continue an upward trajectory on film. Did they succeed this time? Was adding the characters of Beast Wars a good decision? And what of Unicron? Find out all the thoughts and initial reactions for Transformers: Rise of the Beasts, right here.Watch the video here: https://youtu.be/SW87wTCWXtoFake Nerd Podcast is an audio podcast where we offer a more positive take on pop culture with news, reviews and interviews from the likes of Marc Guggenheim and Andrea Romano. Find us at ITunes, Stitcher, Google Play, Spotify, and wherever else you listen to podcasts. linktr.ee/FakeNerdhttp://www.fakenerdpodcast.com/https://twitter.com/FakeNerdPodcasthttps://www.instagram.com/fakenerdpodcast/https://www.facebook.com/fakenerdpodcast/FakeNerdGuys@gmail.comPatreon: https://www.patreon.com/fakenerdpodcastTeepublic: https://www.teepublic.com/user/fakenerdpod ★ Support this podcast on Patreon ★

Robert Winfree, David Wright and Mark Radulich present their Transformers Rise of the Beasts 2023 Movie Review!Transformers: Rise of the Beasts is a 2023 American science fiction action film based on Hasbro's Transformers toy line, and primarily influenced by the Beast Wars storyline. The film is the seventh installment in the Transformers live-action film series. Serving as a standalone sequel to Bumblebee (2018) and prequel to Transformers (2007), the film was directed by Steven Caple Jr. from a screenplay by Joby Harold, Darnell Metayer, Josh Peters, Erich Hoeber, and Jon Hoeber. It stars Anthony Ramos and Dominique Fishback, as well as the voice talents of Ron Perlman, Peter Dinklage, Michelle Yeoh, Liza Koshy, Michaela Jaé Rodriguez, Pete Davidson, Colman Domingo, Cristo Fernández, Tongayi Chirisa, and returning franchise regulars Peter Cullen, John DiMaggio, and David Sobolov.Disclaimer: The following may contain offensive language, adult humor, and/or content that some viewers may find offensive – The views and opinions expressed by any one speaker does not explicitly or necessarily reflect or represent those of Mark Radulich or W2M Network.Mark Radulich and his wacky podcast on all the things:https://linktr.ee/markkind76alsosnapchat: markkind76FB Messenger: Mark Radulich LCSWTiktok: @markradulichtwitter: @MarkRadulich

The Transformers franchise is back, but only sort of? This week on Cinemaholics, we discuss Transformers: Rise of the Beasts. The new film takes place in the 90s and departs from the mainline Transformers movies by Michael Bay. It's maybe barely a sequel to Bumblebee, the prequel we declared as the best Transformers by default in 2018. But this time around the Autobots, still led by Optimus Prime, team up with new allies inspired by the Beast Wars cartoon to stop a worldwide alien threat you probably don't care about. That said, Jon and Will don't fully see eye-to-eye on this one. So stay tuned to hear where they both ultimately land on this transformative new take on the series. Transformers: Rise of the Beasts was directed by Steven Caple Jr. (Creed II) and written by Joby Harold, Darnell Metayer, Josh Peters, Erich Hoeber, and Jon Hoeber. The cast includes Anthony Ramos and Dominique Fishback in live-action roles, with the voice cast including Ron Perlman, Peter Dinklage, Michelle Yeoh, Liza Koshy, Michaela Jaé Rodriguez, Pete Davidson, Colman Domingo, Cristo Fernández, and Tongayi Chirisa. Plus longtime returning voices to the franchise: Peter Cullen, John DiMaggio, and David Sobolov. The film is being released through Paramount Pictures. Our intro music this week is “Gato” by TyLuv. & Strehlow. Links: Email your feedback for the show to cinemaholicspodcast [at] gmail.com Join our Discord! We have a Cinemaholics channel here. Follow us on Twitter: Jon Negroni, Will Ashton Check out our Cinemaholics Merch! Check out our Patreon to support Cinemaholics! Connect with Cinemaholics on Facebook and Twitter. Support our show on Patreon: https://www.patreon.com/cinemaholicsSee omnystudio.com/listener for privacy information.

In this episode, join Christian and Devin as they share their non-spoiler opinions and insights on the film "Transformers: Rise of the Beasts" Returning to the action and spectacle that have captured moviegoers around the world, Transformers: Rise of the Beasts will take audiences on a '90s globetrotting adventure with the Autobots and introduce a whole new faction of Transformer -- the Maximals -- to the existing battle on earth between Autobots and Decepticons TOPICS IN THIS EPISODE:Housekeeping (00:18)Initial Reactions  (06:54)Spoiler Section (20:22)Final Thoughts / Ratings (28:24)Coming Up Next / Closing (31:20)GRADES: Christian: 75%Devin: 76%Overall Score: 75.5% MOVIE INFO:Director: Steven Caple Jr.Writer: Joby Harold, Darnell Metayer, Josh Peters, Erich Hoeber, Jon HoeberStars: Anthony Ramos, Dominique Fishback and Luna Lauren VelezContact Film Optix Rate and Review us on Apple Podcast and Spotify on your podcast platform of choice! Email us at filmoptix@gmail.com Tweet at us @FilmOptix Follow us @Film Optix on Instagram Follow us on Letterboxd Visit our Website Thank you for listening!!!

Ronald Young Jr. reviews Transformers Rise of the Beasts with Pamela Perez RYJ and Pam debate whether or not the Transformers franchise needs more depth, or if more was accomplished in the Michael Bay years.Pam - 2 of 5 starsRYJ - 3.25 of 5 starsFollow me on IG, and Twitter - @ohitsbigronFollow Pam on IG - @thejunepressCheck out Pam's photography using this linkAvailable in TheatersStarring Anthony Ramos, Dominique Fishback, Luna Lauren Velez, Tobe Nwigwe, Dean Scott Vazqeuez, Michael Kelly, and Peter CullenWritten by Job Harold, Darnell Metayer, Josh Peters, Erich Hoeber, and Jon HoeberDirected by Steven Caple Jr.For more information about Transformers Rise of the Beasts check out this linkSupport Leaving the Theater on Patreon using this linkSubscribe to our upcoming podcast Weight For ItApple PodcastsSpotifySpreakerOr search Weight For It in whatever podcast platform you prefer

GUEST OVERVIEW: Josh Peters is a former disability support worker and father of 4. His eldest daughter (Dazelle - 16 years) was diagnosed with an aggressive form of Leukaemia AML (Acute Myeloid Leukaemia) and requires a double lung transplant. She's been refused the operation due to her not being vaccinated for covid. The hospital says she requires 4 vaccinations before the surgery can be commenced. https://gofund.me/b0091d85 

Hello friends! I hope you're enjoying your SXSW if you're out and in it. Josh Peters and Joshua Thomson from Austin world-jazz band, Atlas Maior return to the show for episode 1258! Their new EP, "Hadal" is available now wherever you stream or download your jams. If you're out and about during SXSW, their official showcase is tonight, Friday, 3/17 at Parker Jazz Club at Midnight. Go to atlasmaior.com for show dates, music and more. We have a great conversation about making "Hadal" and how its a "metaphor for post-pandemic artistic perseverance within a rapidly changing global context", SXSW, making music influenced by music from all over the world, the difference between the lute and the oud and much more! I had a blast and learned a lot talking to these amazing musicians. I'm sure you will too. Let's get down! Get the best, full-spectrum CBD products from True Hemp Science and enter code HDIGH for a special offer from How Did I Get Here? If you feel so inclined. Venmo: venmo.com/John-Goudie-1  Paypal: paypal.me/johnnygoudie

Welcome to The Shakedown! This week Sam and Will are joined by Josh Peters, a fellow member of the Landshake Crew! We hear about his experiences hunting mule deer, elk, and javelina, as well as what is on deck for his 2022 deer season in MN. One question remains, is javelina hunting the new wave? Thanks for listening and be sure to check back next Tuesday and Thursday for new episodes of The Shakedown! Be sure to Subscribe to our Youtube - Landshake  Follow us on Instagram - @the_landshake  Follow us on TikTok - @Landshake Email us questions, comments, ideas: landshakeshakedownpodcast@gmail.com

Andrew Rogers, Ana Bellinghausen, and two special guests UNO golfer Josh Peters and viral golf TikToker Josh Mayer hang out on Championship Sunday for a fun-filled episode. It's the Korn Ferry Tour's regular-season finale featuring exclusive course information, exciting storylines, and bold predictions.Follow us on social mediaTwitter: @hurrdatsportsInstagram: @hurrdatsportsFacebook: https://www.facebook.com/HurrdatSports Hurrdat Sports is a digital production platform dedicated to the new wave of sports media. From podcasting to video interviews along with live events and entertainment, we're here to change how you consume sports. Follow us @HurrdatSports and find us online at Hurrdatmedia.com/sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Welcome to the sixth episode of the Perseverance Podcast. This is where you will hear the story of Kat and Josh and their radically different childhoods. From there you will learn about how they forged their relationship based on godly principles and struggled against burnout while serving in the church as a young couple. Eventually God called them to fostering numerous young children and finally adoption. Learn how Kat and Josh overcame these challenges to bring hope to others who are going through similar situations. I hope you too can feel encouraged to persevere as you go through your own difficult times.If you would like to be a guest on this podcast, email me at info@perseverancepodcast.comFor more information, go to www.deafblindpotter.com 

DOWNLOAD SOLCIETY APP NOW! Speaker 1 (00:03):Welcome to the Solarpreneur podcast, where we teach you to take your solar business to the next level. My name is Taylor Armstrong and I went from $50 in my bank account and struggling for groceries to closing 150 deals in a year and cracking the code on why sales reps fail. I teach you to avoid the mistakes I made and bringing the top solar dogs, the industry to let you in on the secrets of generating more leads, falling up like a pro and closing more deals. What is a Solarpreneur you might ask a Solarpreneur is a new breed of solar pro that is willing to do whatever it takes to achieve mastery and you are about to become one.Speaker 2 (00:42):What's going on. Solarpreneurs. We are here live in Las Vegas. Guests probably won't be alive by the time you hear it, but we have, uh, Mr. Josh Peters on the show here on the podcast. Josh, thanks for coming on and with us today.Speaker 3 (00:55):Absolutely. Yeah, I'm super excited to be here with you.Speaker 2 (00:57):It's going to be awesome. And Josh, he is the director of experience here at your energy co if you're watching the video, he's all decked out in the gear. Yeah. You can seeSpeaker 3 (01:07):Every present.Speaker 2 (01:08):We're lucky cause he's about to roll out on the doors himself. So he fortunate enough that you would give us some time before he gets on the doors here on a Saturday. So, uh, Josh excited to have you on. And, um, you've obviously been super involved in recruiting over the years. I know you're just putting together, um, a whole experience now for these recruits coming in and it's super valuable for our listeners to just hear how to recruit the right way. And obviously you're doing a lot over social media, digital recruiting, which is super valuable, super important in today's. Um, just kind of landscape with things, especially during the COVID I bet, right?Speaker 3 (01:45):Yeah. I mean, you know, especially nowadays back in the day, you could just post that ad on Craigslist, but today you have social media and that's the biggest push for where people are. And so wherever the people are is where you go to recruit, honestly.Speaker 2 (01:56):Yeah. I know a huge in so many people, I see do it the wrong way as I'm sure we'll touch on. So before we get into all that, um, do you want to kind of, um, tell us about your like door to door background, how you got into solar and I guess how you kind of transitioned into all these recruiting absolutely. Down over the years. Cool.Speaker 3 (02:15):So yeah, I started about five years ago in the door, their industry, um, I got started in Kirby, so all you guys out there, um, if you don't know, Kirby's the vacuums, they've been around 107 years, so they're like the biggest sales org when it comes to door to door sales. Um, and the funny thing is, I didn't even know as a sales job, I just applied to a position and I was like, cool. It says 2000 a month, I'm going to work there. Um, and so when I got there and they were like, this is a sales position, uh, it was kind of a shocker for me cause I'd never done sales. Yeah. So I was just like, well, I'll give it a try. Um, and so when I got into Kirby, you know, obviously I dealt with the difficulties of not doing well, my like my first few weeks.Speaker 3 (02:54):Uh, but then when I caught on, um, I actually made my way to being the top salesman in the office. I got promoted to being team leader. Um, and then the next promotion I had after that was into a recruiting position. So, um, I did sales for quite a bit in Caribbean. Then I moved into a recruiting position where there's still sales involved. Um, but it's, it kind of taught me a lot about, uh, what a good process should look like for a sales company on how to, you know, create a pipeline, how to, you know, interview these people, how to hire them, train them and then get them to their first sale. Cause as director of experience, you know, one of the things that's the biggest part of my job is retention. And that's something that I've started to learn from, from my first recruiting job all the way up until here is, is the experience of making sure, you know, what keeps people into a business, what keeps people at the company.Speaker 3 (03:42):Yeah. Um, but yeah, so I, I did Kirby for about three years and the last two was, was basically just me hiring people, training them, um, and, and recruiting. Um, then after Kirby, I got into selling water systems. I did water systems on the doors for a while. Uh, the one like the full water filtration, water softeners, all that kind of stuff. I helped that guy build out his recruiting platform as well. Um, and then, uh, the timeline didn't work on me for that one. Cause he wanted to start recruiting like a year later. And I was like, well, I want to do it now. It just didn't work out. Um, but then, uh, after that, well, while I was at that job, I actually, um, we were on the sales call with the door to our experts, which just kind of funny. And that's where I first got introduced to the door, to our experts.Speaker 3 (04:30):And while we were on the sales call, um, I actually applied to go work for them. Um, and so that's how I got my job at door they're experts, uh, working in the recruiting department. Um, so I went to work with them. Uh, I started out just as kind of like a, like setting the position or setting the interviews for like the senior recruiters. Um, and then after about a month I got promoted into a senior recruiting position. Um, and it's then when I started to work with all the different industries, right. Cause I had only done Caribbean water systems before that, but then I started to work with best control companies, solar companies, roofing companies, garbage companies, you name it, right. We would recruit guys for all these different industries. Um, and while I was there, I started to work more, uh, more personally with solar companies.Speaker 3 (05:14):Um, and that's where I started to see kind of where the real opportunity is, you know, cause I've been in sales, like you were in pest control sales before, right. Um, and obviously, you know, there's money to be made in different industries. But the money I saw that was, was to be made in solar and the opportunity in solar is where my interest really started to peak. And so that's when, um, I started researching into, you know, different solar companies. I started looking into that opportunity. Um, and that's when about eight months ago I got connected with Jerry. Um, and he talked to me about, you know, starting this company here in Chico and building something that would be, uh, very easy to, to aggressively grow and expand as a company. Um, and kind of all the ideas he had for the company. So I started working with him about eight months ago. Um, and then I came to work for him. I quit the job there at DD experts and I came here about two, three months ago.Speaker 2 (06:07):Okay. Yeah. You've been through a lot man, while I've experienced a lot of different things. That's interesting. And it's cool. Um, I mean, we've, I've heard a few, few, few people on the podcast that, of transitioned over into kind of more recruiting roles like yourself. And so for you, was it, um, like did someone recognize, Hey, this guy is super good at recruiting, let's put them over and where recruiting role or was it you, you kinda just liked more, they recruiting type stuff. So you did it yourself or how did that work? How did you first transition into more? I recruiting stuff?Speaker 3 (06:37):So it was actually really cool. Um, because at Kirby, the way they structured it is they was, they would tell you all the different positions that you could attain, uh, through the company, uh, all the way up until earning your own office. Right? Because at Kirby it's a franchise, you can, you can have your own office. Right. Um, and when they talked to us about it in the training class, one of the positions was the recruiting position. Right. They call it a DPS, which I don't even remember what it stands for. I think it's something about like personnel something. Um, uh, but when they talked about that, it was what peaked my interest from the very start actually. Cause I, I really love working with people. Um, I love to have the opportunity to teach people stuff, but at the time, obviously I didn't have anything to teach them.Speaker 3 (07:16):Like, I mean, I wasn't good at sales yet. And so after I had gone through the sales process, after I, I knew what I was talking about, I had the product knowledge, the sales knowledge and the door knocking knowledge. Um, I got to the point where I was like, I didn't feel fulfilled just selling, you know? And so for me, the fulfilling part of things was when I got into recruiting, you know, helping other people to be successful. Right. And just like with any sales company, you know, you hire a lot of people and a lot of people fall off. Um, and so that was one of the things that kind of got me started on a journey of figuring out the best way to, to not only bring people into a company and to train them, but to keep them because I think, uh, everyone in this industry will agree that the biggest issue we have when it comes to recruiting is drop-off, you know, and, and that constant cycle of trying to get people into the company and the churning.Speaker 3 (08:05):So, um, but yeah, so that's, that's where I kind of started to find the passion for recruiting, um, for working with reps, uh, and, and the training side of things. Cause I mean, I loved the sales. I was good at it. Like once I figured it out, you know, I, I could go out and make some good money. Um, but for me, I always thought it's a lot cooler to see the fruits of your, of your labor and other people. Yeah. Cause like the fruits of my labor when I was selling was the money. Right. And that was cool. Um, but then it's a whole different level when you can take, you know, 10 people at a time and a training class, um, put them through like a product training, a sales training, then a door knocking the training and see them have success in their first week and see them get excited and see them make money. Uh, I really got addicted to that process.Speaker 2 (08:49):That's awesome. Yeah. And now I see so many people that just want to bring in more recruits. It's like putting band-aids on, you know, open bleeding women. They just want to bring in a hundred recruits, but yet they have no system set up to like nurture these recruits. And then they're surprised when all these, you know, all these guys just drop off after two weeks it's I've seen companies go out and hire these recruiting agencies, just get tons of leads coming in, have 50 people show up to a recruiting meeting. And then, but yeah, if they don't have a structure, a process in place, a way to nurture all these things away systems like you guys have set up here at your energy go, then I'm sure you've seen it do. There's a huge drop-off in people just quit. And after a weekend.Speaker 3 (09:29):Yeah. Very fortunate because the office I worked for in Kirby, um, the entire idea was retention because there's a lot of offices in Kirby where it is just churn and burn, like get a person in there. You can make a sale off sailor to off of them and then they'll leave. And that's like, um, that's like common. Right. But the, the office I worked for, the biggest thing that we tried to focus on was the retention, um, was the career growth, was like their path into a successful salesman. So, um, even though like, yeah, you're right. There are so many companies out there that they're just like, it's, they think it will take more work to retain like six good people than just to keep hiring over and over again, like 10, 15 people that are going to drop off. Right. And, and it might be a different type of work, but it's, it's way better to have a good, solid team of six people because those people are, what's going to attract and retain even more.Speaker 2 (10:22):Yeah, for sure. And yeah, so just getting that core people and building it out. And I know some people don't have like, you know, recruiting people over recruiting, but for me, as I've seen the companies I work with like hire people where nurture these recruits and build out systems, but I'll kind of like a map, a pathway of things they need to do. Um, you know, just starting the job. I think that helps a ton versus just, you know, saying, okay, let's start go, uh, dump guys off in an area in toughed out, have them have success like that. Um, but yeah. So for you Josh, like what are some big mistakes you've I know you worked with like DDD experts and you were seeing just companies all over the place, um, you know, helping them with their recruiting. So when you were going into these companies and helping them build out their processes and helping them recruit, what were some like big mistakes that you were seeing and things that they were doing wrong,Speaker 3 (11:12):Um, you actually hit the nail right on the head of what I wanted to talk about. And it's, and it's basically in one word it's it's attention. Right. Whereas like you said, you know, a lot of these companies will go out without the systems and processes built out yet. They're just, you know, cause when guys started a company, um, or they, they split off or whatever they're doing, um, what's the first thing on their mind. I need to make money. Right. Um, and I want to do it fast. And so sometimes what they'll do is they'll step over the simple things that could, that could keep, um, or could, that could start a good process and just get in, try, try to get right into the moneymaking. And so the biggest issue I've seen, especially in the door door spaces, uh, they think that they think that they're behind curve.Speaker 3 (11:53):It's just like people with like crypto, for example, like if you see something spike people, oh my gosh, I have to buy it now. Right. Um, so, so the biggest issue that people have when it comes to recruiting is, you know, if they start a company, they think that they need to have just like 50 people in a training class right then and there. Um, but they don't have a hiring manager. They don't have a training person. They don't have a onboarding process. They don't have like a training program put together for these reps once they get there. And so even if they do get those 50 people in the room, um, believe it or not, you know, reps aren't done, like you get 50 people in the room. They're smart enough to know like, if the processes are off, if these people know what they're doing, it's just like, um, having product knowledge and sales knowledge.Speaker 3 (12:36):Isn't good enough when it comes to, just to, to training reps to be successful. Right. Um, because as most people have learned in this industry, sometimes what you do, isn't a generalized, good thing for every single person to do. Right. Right. Like, especially if it's reps I've never sold before, um, like your you're pitch and what you do, your nuances on the door, like you can't just teach that. You can't just transfer it to them. Right. So putting together these processes and making sure that you have a simple, like, from, uh, apply. So like from applicant to onboarded and on the team, having those steps down. Right. Um, and just a quick outline of what that would look like. Right. Is, so you've got your ads. So whatever platform you use to run your ads, whether it be ZipRecruiter, indeed, Facebook, um, Craigslist, whatever you're using.Speaker 3 (13:27):Okay. Um, honing that process, uh, because one of the things that I saw when I was working with these companies, cause everyone's already doing their own recruiting. Right. And a lot of people use indeed. Um, a hard part about indeed is if you don't know the tricks behind it, Indeed's telling you to spend like 200, 300 bucks a day. Yeah. It's a lot of money. You figure out what you're doing. And then I tell you that, right. Because they make money off of you. Um, you don't have to spend that much money. You can optimize your ads way easier than that. Right. Um, and so that was one of the first things I would teach, um, these companies, because after they were done with us, they were going to continue recruiting. Right. Like after we had sent them people and they'd been in, um, in our little program, they were going to continue recruiting.Speaker 3 (14:11):So I taught them how to optimize their ads, what keywords to use, how to make it look best because when people are scrolling through indeed, um, they're looking at titles, right. Um, they're looking at titles. I think that was the 29 minutes. Okay. Restart that. Pods let's do it. We can edit it right back into a scene. Um, yeah, sure. Did you have, I think we were talking about, um, yeah, go ahead. Where, where you're like, I was just talking about like how people apply on indeed. Um, the first thing that they'll do is they'll scroll through and then those titles. Right. Okay. Um, so you want to have a good title and then the next thing that they notice is the pay. So, uh, whatever is the industry standard. Um, it depends on the type of person you're trying to recruit. So you have to understand, um, I know lots of these companies, they're like, I want to experience people experienced solar guys.Speaker 3 (15:13):Aren't on indeed. Yeah. Most of the time, they're not you on the why, because they have connections. Like if they're an experienced solar rep, they know about all the other companies, that's more of a head hunting type of thing. That's more of ongoing on, on social media. I'm trying to find these people, I'm talking to people in the industry. So if you're using indeed, it's mostly people that might have some sales experience in the past, um, or who would be a good candidate. Right. So you had to make it a more realistic looking pay. Uh, some of the biggest issues I saw with that is solar companies will get on indeed. And they'll put, you know, 200,000 to 400,000 a year. And these people to be true for these people, not even that, but they do not feel like they qualify for that. So why would you, they wouldn't even apply to the job because they're like, there's no way I could get a job that pays out high.Speaker 3 (15:57):Cause if they're going from $40,000 a year in their head, they're not worth $400,000 a year. Right. Um, so that was another thing. So the that's one of the first things that they'll see is they want to see the title and then some type of pay that makes sense in their head. Um, normally I would like to do just like, you know, 60 to 80,000, um, just because if they were making 40,000 a year for them, 60 would be an awesome jump, but it's not impossible. Right. And if they're in that 50 to 60, 70 range, then 60 to 80 is it's doable. Right. Then they will apply. So that's just, it's just one of those psychology things you can use when you're using like indeed, um, to help people apply. It probably depends on like the market. Do you like what you're either in that's true.Speaker 3 (16:40):Yeah. It depends on the market, but that's just in a general sense that that usually helps best when you're talking about indeed. Yeah. Okay. Um, but yeah, and then just the next thing would be, you know, you've got the ads down, that's the first step. Then once they apply, what, what are you doing? Uh, there's, there's different ways to do it. Um, and I'm going to say this from the start. I am not a fan of group interviews. A lot of people do them and I've ha I've heard people tell me, they're like, oh, they're the best thing they work. Um, I think they say that because they think it's a better use of their time. I disagree. Uh, I've never seen group interviews be as successful because here's the problem with group interviews, the type of people you're looking for, if they're in the same room as someone that looks like they're not even competent, right.Speaker 3 (17:25):It looks like they shouldn't even be able to get this type of job. Um, and they see that that person got the job. They won't come back and their trust level goes down. Does that make sense? And then like normal people are used to going to interviews one-on-one uh, or the higher level reps are used to one-on-one interviews. Yeah. So the funny thing is when you're doing group interviews, you're weeding out the type of people you want to just get the lower hanging fruit. Yeah. Right. Um, and that's, that's my opinion. That's what I've seen in the industry. That's what I've dealt with the last four years of, of recruiting that I've been doing. Um, people still do it and that's fine if it gets you, the, the numbers that you want. That's cool. But I recommend having a better process and, and the, the best process, I think, uh, when it comes to the way that you handle these applicants, um, is, is a two touch system, right?Speaker 3 (18:16):So like once someone's applied, um, you can either do it through texts or a phone call, but you, you texted them to set up a time to interview. Okay. Um, and then you do the interview. So it's a two touch process. Um, and with that, uh, after, after that interview that you do with them, um, another big problem that people have in the industry is just jumping the gun, right. Offering them the job, offer on the job right off the bat. They're like, oh, this conversation has been great. You have the job. Um, and, and the funny thing is, and, and this is a little tip I learned from Brandon Hall. It's a really, it's a funny way to think about it. But you know, like something that people do in the door to our industry is they try to sell the job to you. Right.Speaker 3 (18:57):With recruiting, it's different. You're not trying to sell the job. Like, uh, people normally are trying to sell themselves to the job. Right. And so the funny way he describes it, he's like, uh, if I was in an interview to be a firefighter, right. And the guy was telling me, and I was telling the guy, I was like, look, man, I'm going to be the worst firefighter. I'm not gonna be able to put out the fires. Like I suck. People are going to die. And the chief was telling me, dude, it's perfectly fine. You'll get paid. It'll be, it'll be cool. Like you can do an awesome job. Does that make sense? It makes zero sense that someone would say that, right. Or like 1% how they're doing. They're like, they get people that come in and they're like, oh, I've never worked commissioned before.Speaker 3 (19:38):I'm not going to, I'm not going to get it. Like, I'm going to suck. And these interviewers are like to, to be perfectly like, you're going to make money. You become a millionaire, like all those types of things. And it's just like, you would not do that. You would not do that in a regular interview. And so the, the thing is that we're trying to get away from, in, in the recruiting industry, right. Is we want people to understand that this is a job, right. And I know you guys are all 10 99. Right. But this is an opportunity for them that they still have to earn. And if people earn something, they treat it way better. Right. Um, if people would just get something, they, it's not something that they value. And so that's the mentality that you have to go into. It's just like sales, you have to have that mentality.Speaker 3 (20:21):Right. So when you're doing interviews, when you are a recruiter, the mentality that you need to have going in is that this person needs to earn this job. Yeah. Right. This person needs to earn the position because if they don't, they will be the person that in a week, they're not going to knock doors and they're going to leave. No doubt. Right. And so the value comes from, um, switching up your mentality, switching up the way that you do your interviews, uh, to do that. And the reason most guys don't do that is because they're scared that it's going to S like run people off. Like, they're scared that if they make the process more difficult, that they won't get as much as many numbers or as many people in there where it's not true. Like, yeah, you will weed out people, but it's, you don't want those types of people in your company. Anyways, because like I said, from the start, if you have a solid team of people, a solid, like five, six people that are your core people, um, that are, that are, you know, bought in that believe in the company. Um, and that they earned the position. Those guys will attract way, way more people and retain more people. And if you have a constant stream of new people coming in that feel like they didn't earn the position, um, and feel like they can just leave wheneverSpeaker 2 (21:28):A hundred percent. And I think it takes so much energy to drag these people. And it didn't even want to be there in the first place. You're constantly trying to babysit and make sure they're on the doors. And you're like, no, I promise it's going to work. If you just put in the dime when they didn't even want to be there in the first place. So it's like, yeah, I don't know. I think it's very similar to like selling, you know, if we're like begging people to a, please do this, please buy it for me. Like, no, one's going to do that. Right. It's like,Speaker 3 (21:52):It's the same concept. It's the exact same concept. Right. And the funny thing is, it's just like people have called me harsh before when dealing with reps. And they're like, I thought you're like a director of experience. Um, cause I think our last training class, a guy asked me, he's like, you know what, if I'm messing up or whatever, I was like, uh I'm I am a believer of 100% accountability. And I believe that if you want to be here, you will be here. If not, I'll tell you to leave. Right. Like, I'm not like, obviously you have to babysit new reps. Right. But babysit them when it comes to product knowledge and sales training, you don't babysit them when it comes to like the stupid complaints and things that they talk about. Um, cause you know, it's, it's funny like w for example, when people are on the phone with me doing an interview, right. Um, and if they say something along the lines of, well, what if I make zero sales? You know, most guys are good. What are they going to say? They're like, oh no, it'll be fine. We'll make sure you make money. You get sales, you know, the ISA I go. So you're telling me you're going to be the worst performer in the company.Speaker 3 (22:52):You're telling me you're not going to be good at your job. Is that what you're saying? Are you just asking a question? And then instantly they're just like, no, no, no. I was just wondering, like what happened? I was like, okay, cool. I just want to make sure. Cause if, if you're telling me you're not going to do well and that you aren't going to be a good performer for the company, I don't want you. Right. Like that's, that's not who we're looking for. And their mentality instantly changed because what guys are scared to talk about in interviews is commission, right? They're scared to talk about sales, um, because they don't know how to control that conversation. And that's the best way to flip the mentality. When it comes to controlling a conversation is you treat it like a dumb question because it is right.Speaker 3 (23:29):You wouldn't go up to a guy and talk about it. Like, what if I don't make the tacos? Good enough. You wouldn't do that. No. And so, um, realistically I think as an industry, we just need to start treating it more like a job, rather than just like, you are trying to bring people in and you're begging them to stay and you're begging them to come because you make money off of them. Right. And, and I know it's a hard thing to kind of switch your mentality around because, um, just like with sales, every single opportunity you're in, it's your time, it's your attention. Right. Um, but if you're a sucky salesman, you don't want to be in more houses. You want to be studying more and learning more. Yeah. Right. It's, it's, it's not because you're wasting opportunities at that point. And it's the same thing with the recruiting.Speaker 3 (24:14):You're wasting opportunities. If every single person that you bring into the company doesn't earn it. Um, they feel like, you know, they're just, they were begged to come onto the job. Um, and they have to be babysit for every single thing. And that's where, like I said, at the beginning, attention is one of the biggest things that is difficult for a company when it comes to recruiting because, um, they're spending time and attention on these reps that realistically aren't going to perform because it wasn't right from the start. Right. So they begged them to get into the, into the company. They told them that they're going to do good. And so because of that, the person who brought them in feels an obligation to make them good. Right. And I'm sure you've dealt with it and everyone's dealt with it, but how hard it is, how hard is it to take a rep that just absolutely has the worst mentality just is not good.Speaker 3 (25:06):And probably won't last a few days. What type of attention do you have to have to spend and put into this person a lot? Like you have to go with them on every single door. Um, you have to, like on the third day, go pick them up because they're like, ah, I don't know if I want to come back in, I'll come get you. Right. Everyone's dealt with it. And so if you focus your attention on, on the right part of the timeline, when it comes to recruiting, you'll see a huge change in your effort. Because if your attention is spent, um, this qualifying people from working for your company, because they're not the right fit. And then you'll see at this point when it's like time for them to, to work and time for them to be taught your attention and can, can be spent in the training. And then when they go out, there'll be much better prepared mentally. And just like, um, when it comes to the product knowledge as well that you won't have to dedicate as much time per recruit. Yeah.Speaker 2 (26:01):Okay. I love that. It's almost like another big mistake is just, you know, in general and sales people spending time with unqualified prospects, like how many new reps are spending two hours in a grandma Jean's house. He's 90 years old.Speaker 3 (26:14):Cause they're like, oh my goshSpeaker 2 (26:17):Know though. Yeah. It's like very similar in recruiting. How many recruiters are spending time with recruits? That's, you know, don't probably don't want to be there. Aren't good recruits. And I love that analogy, comparing it to other jobs that tacos the firefighters. Cause fee thing, that way it's yeah. It's like a whole different perspective that kind of really,Speaker 3 (26:35):And flip your mentality on it because, um, and like I said before, I understand these companies, the reason they want recruits is because they need to make money. Yeah. Right. But, but the cool thing is, um, with our industries, especially like solar, for example, um, if you don't have enough recruits or money, there's an easy way to fix that. You go knock doors and sell some. Yeah. Right. And so, and so, and a big reason why people start these companies. Cause, cause they want to start getting away from that, but they need to understand like, um, if you don't have enough time or money, like recruits won't solve that problem. I like get the money then the recruits, because then you can focus your attention on what action, what action needs to be done.Speaker 2 (27:16):Yeah. So money tips right there, make sure you were spending the time with qualified prospects. Make sure you're not letting your energy be sucked away by these people. That's you, aren't going to be good fits. And so speaking of not good fits, I know you guys bring in these groups all the time. How often are you bringing these ed? These recruiting groups every two weeks. Okay. So two weeks they're getting big groups or recruits in. Um, and it's really interesting where you guys are doing, just having almost like a bootcamp style, getting them in depth training. And then, um, last night I know they're doing like a scavenger hunt and uh, going out on the doors today. So, um, we'll hear maybe more about that in a second, but do you have any stories of, uh, I dunno, like bad recruits or, or like, um, interesting people give us something funny or crazy.Speaker 3 (28:05):The thing is guys, uh, um, no matter what you do, cause there's a vetting process. We have a pretty strict vetting process. I mean our first training class, we had 800 applicants and we brought 15 people on. Okay. So we, we, we cut it down to quite a lot because, um, like I said, if you focus your time on the right people, it goes well. Right. And you don't have to worry about like, yeah, we could have had probably 60 probably had 60 people from the applicant pool comp. Right. But we did the, we did an interview process. We did it the way that like, you know, gets rid of the people that you don't want to spend time on. Um, and, but then there are still people that will slip through the cracks. Right. And so there, there was, you know, there was someone that, you know, sounded great on the phone, did great for the training class.Speaker 3 (28:50):But when he showed up, we were just like, oh man, like this, this, this probably won't be a good fit. I mean, he, he showed up with a button up shirt, but it was on buttoned all the way up. His belly button didn't have any sleeves on. And he, I don't know if he was just like an actor or something, but he w he like tried to be the most dramatic person ever. Right. And, um, so we were like, okay, well, we'll, we'll see if it, if it works out, if we can give him a shot, um, but come the second day, we had to find him because we we're just like, you're not the right fit for the company. You're just, this is not the job for you. So, uh, and that's the other thing, guys, don't, don't be afraid, um, to, to fire or get rid of people because they will do more damage in your, in your, in your company.Speaker 3 (29:37):Um, if you let them stay, rather than if you just fire them right there. Because if you let someone that's not a good fit for the company, not going to fit for the culture, what that does for every other reps, uh, mindset is they're like, oh, well, they, they preach about their culture. They preach about their core values, but this guy doesn't have it. So realistically, what that means is they just want as many people as possible. They want us to make money for the company. Right. So getting rid of those people, um, will benefit you as a company, way more than trying to turn them into a good rep and make them a good fit for the car.Speaker 2 (30:11):Was this guy out knocking doors and is a button up.Speaker 3 (30:16):We gave him a polo to use, but he, he wasn't knocking doors. He was, he would, I had to shadow him. Right. Because, um, uh, we were told that like, you know, the police, they were trying to call the police on that for some reason, or that no, the worst part was, I think he might have been saying he was from NV energy. So like saying he was from the energy company and we're like, that's not what we teach at all. And so I had to shadow him and I think all he would do is he's not, he'd knock on the door, that'd be standing behind him. And the person would answer. He's like, Hey, my technicians right here. And he'll just walk off, just leave you. I'm just standing there like, hi, I'm the technician. Like, how are you? Like, what's your name? I guess I need to check your meterSpeaker 2 (31:00):Quality appointment right there. I know.Speaker 3 (31:02):Right. That's see. That's for you guys that buy leads. Those are your appointments, by the way, those are the ones they're just like, yeah, there are people who walk up to the door and say, Hey, there's an appointment coming.Speaker 2 (31:13):That's funny. That's awesome. Well, Josh, I know you're about to have some doors and everything here, so we don't want to take too much more of your time. But last thing I kind of wanted to ask you about is you guys are obviously doing this boot camp style. Like we talked about bringing in hordes or recruits and, um, just getting them trained up. So why did you guys decide to do it like this, bring them all in for a weekend and kind of go out and what's been that experience, like doing it like that versus just like, I don't know, maybe the more traditional things bring in people one by one. What what'd you guys do?Speaker 3 (31:44):The biggest reason why we did that, Taylor is because, um, one of our, our, our mission statement and our biggest goal that we have as a company is, you know, Jerry brought us all together, um, because he wants us to be an opportunity company. Uh, our, our mission statement is we want to create the most millionaires and any other company in the world, um, through the solar industry. Right. And so we decided as a company, we're like, yeah, we could get a traditional office and we could do training classes there. Um, but it does not have the same impact impact on mentality and mindset for these reps. Um, I can tell you right now, you know, um, pulling in, in a Mercedes, you know, a Mercedes sprinter van, that's, uh, an executive van bringing them in and they see this huge mansion and they walk in and they just see just they see success.Speaker 3 (32:29):Right. Um, it puts them in the mindset to actually understand what we're trying to accomplish with them. Um, I mean, we had, uh, like for our training class yesterday, I talked with a few people and I like, I wanted to get your opinion. I asked him, I was like being here. Does it help you open your mind a little bit more to the possibility of you becoming a millionaire? Um, because, uh, what we, what we have is we tell these, we tell these reps, we tell these guys that they are future millionaires. We make them say it. We make them think it, we make them write it down. Um, and every single one I talked to, they're like, yeah, this, this opens my mind so much. And most of them are Vegas locals. They're like, I've never even been to this side of the, of Vegas.Speaker 3 (33:07):I've never even been to this side of the state where it's like the houses and like the mansions in the cars. Um, and so the biggest reason why we chose to do it this way, rather than the traditional get an office and all that, because, um, we really want these guys to open their mentality, to open their understanding, having an open mind to what we want them to accomplish. Um, and it's worked amazing so far. I mean, every single person we have on the team, um, it's really awesome, but like we have them send videos and they talk to people and they do their own recruiting. And that's, uh, that's another thing that I'm really big on is internal recruiting. Right. Um, but every single one of them are sold on the idea that they are future millionaires, they're surrounded by millionaires, um, and that they will get to that point. Nice. And it's all because of, you know, how we, how we present it, how we explain it and, and, um, you know, just, just what we have available for them within the company. And so that's why we decided to do it this way. SoSpeaker 2 (34:08):That's a really cool cause. Yeah. It seems like it's almost more like you're giving them the personal development, the mindset. So we're just happens to be kind of the vehicle do that. And, and often, yeah, there's some guys that, um, I mean, you're bringing in guys that it's really cool. Like you said, having experienced this type of thing, but I think for them to see that versus just going into a traditional office office and traditional thing, I think that's really cool what it does to someone's mindset to see that even for me, I came in and like, Jerry has his bodyguard and I'd never been in a van like that. Like, dang, these guys are high rollers, so really cool experience eating. Um, and so Josh, last thing, um, I know we were talking a little bit before we started recording just about the social media recruiting. Lots of guys are trying to get into that, and I know you, that's another big mistake you see, is people doing that wrong? So just for like maybe ourselves or ups or people that are trying to get more recruits that maybe aren't necessarily going to go hire like a recruiting agency or do this high level stuff that we've been talking about, what advice can you give to just people in general that want to maybe use more social media for recruiting and just start bringing in more of their personal recruits and building their own teams?Speaker 3 (35:15):Yeah. Well, the first word of advice is, um, use it, you know, that's, that's the biggest one is, you know, social media is the next big push when it comes to, um, success within recruiting because it's where everyone is. Right. Like, you know, it's funny, but you know, people scoffed at sick talk, but now everyone's on it. Right. It's one of the biggest platforms. And so, um, one of the biggest I see when it comes to social media recruiting, and there's so much I could go into, but I'll just talk a little bit about, uh, your own following, right? So if you are a, if you are a rep, if you are an owner, if you are whatever, right, you should be using your social media as a platform to kind of, um, to highlight your success right. To post like your, your accomplishments, your achievements, um, and, and you can post failures too.Speaker 3 (36:01):I like to tell people be real, right? Like, I mean, I post when I have a bad day, sometimes I post when, when things might not be going the right way. Um, but obviously you always post like how you solved that problem, but use it as a way to kind of highlight your success, highlight like, you know, the life you're living and what you're doing. Um, and that right there is what's going to cause you know, people that start, uh, you know, looking at it differently in the end, they'll see what you're doing and they'll, and they'll, you know, go through your stories. Um, and it gets the, it gets the seed planted. Right. Um, and I think what a lot of guys, uh, run into and it's the same problem it's patients, right? Um, they're like, oh my gosh, I have 5,000 people on my Instagram.Speaker 3 (36:39):Why is everyone not working for me right now? Yeah. You know? And so the biggest tip of advice I have when it comes to, you know, like for Instagram, for example, it's, it's touch points, right? So touch points means like the conversation or the messages that you're sending to these people. Um, so the best market that you have, the warm market for recruiting on your social media are people that will swipe up and like send emojis, right. To your stories, like the hundred or the handclap. Right. Um, those people, when they see those successes, when they see those stories, they'll swipe up and say something or they'll interact. Right. And a lot of the times guys will, uh, as soon as they see that, they'll send a message. Hey man, you want to be successful. You want to make a lot of money. I saw that you, you know, your profile looks amazing.Speaker 3 (37:22):You'll be really great at this. Um, let's talk, oh my gosh, you can't tell me how you, I can't tell you how many messages I've gotten like that on my Instagram in the last five years. And they turn off the recruiting director. I'm like, they turned me off so quick. I'm just like, oh, that looks horrible. Right. So, so my recommendation is when you have a warm market, right. When you have these people respond to your, to your messages, um, just small touch points. Like the first thing can be like, Hey, thanks for it. Like, um, thanks for the emoji. Like, or just like a thumbs up back, or like, what you can do is if you follow them, send them emojis on their stories. Like just get them starting to realize that you know who they are, you know of them. Um, and that like, you see them as well.Speaker 3 (38:10):Right. So those little touch points. And then like, eventually you'll see, they'll start sending like little messages with the, with the messages, with the stories too, right? Like if you, if you post a story of you in Mexico or in the car, they'd be like, oh, that looks so cool. Right. And so letting them initiate it and then like letting that conversation kind of flow because social media is different than face-to-face right. It happens over a period of time and you have to let it happen naturally and organically. Um, and so like, those touch points are going to start to get bigger. Right. They'll start like saying, oh, that looks dope. And then you can be like, yeah, it was super fun. You know, we ha we invited all the people who won this or the people who earned this trip out to Mexico and, and, um, it was a great trip.Speaker 3 (38:52):Right. And so they'd be like, oh, okay, cool. That's awesome. Um, and then they might ask a question on the next one then. Right. They'd be like, what are you guys doing? So, so touch points when it comes to social media are probably one of your best ways to not look like a desperate recruiter, right. To not look like, you know, the multilevel marketing guy, like, um, or I love those, those memes you see of, of like the Hey boss girl, like boss, babe, what you do, right. Yeah. When it comes to makeup with me. Exactly. Um, so those touch points, I, I would recommend to everyone, um, to start doing that, paying more attention to the people on your social media. Um, and I honestly, you know, I, I think it kind of hit home for me the most when, when I started like following successful people within the industry, because when I first got into like Kirby, all I knew was Kirby.Speaker 3 (39:43):Yeah. Right. But then I started branching out. I started following people in pest control in solar and roofing. Um, now I'd followed these really successful guys with really busy lives and all these successful people. Um, it would be cool because I did the same exact thing back in the day I would send the emoji. I would send a little message. Um, and that's where I started to learn how it worked because they would do what I just mentioned is the touch points. They wouldn't try to sell the position like instantly. Right. They would just gradually like let the conversation, um, grow. Um, and then they'd be like, Hey, I've got this event I'm doing, or I've got a ticket to this game gonna come with me. And then that's, that's, that is the best way to do it. When it comes to, you know, hot hiring these people through your social media following, um, that initially might not, you know, be looking for a job or it might not be looking in that type of industry, but then they'd see the success.Speaker 3 (40:37):I mean, I got a message yesterday from someone, um, that I I've known for years and years and years, I haven't talked to him in like six years, but he sent me a message yesterday. He's like, Hey, I see all the, like the success that you're having. I see the things that you're building up. I've been following you for like five years now. And I've seen kind of the progression, like, what tips do you have? Like, what are you doing? Like, how did you build up the success for yourself? And so sometimes it's just like, they come out of nowhere and it's just based off of you being consistent with your social media and showing people what's going on.Speaker 2 (41:06):Yeah. Like that guy is probably been seeing it for years. Right. And then finally he reached out to you and that's, what's cool is cause like, yeah, I've gotten a couple of recruits even just the last few months just from like, yeah. Um, I mean, I wasn't that consistent on social media, but we're the last six months, whatever I've been trying to post a little bit more. And, uh, these people, I mean, obviously at first it's not like they're coming right into my lap, but just me posting. One of them had like an issue with his other company. They they're off. It's basically like, you know, ran out of reps and it was just closing down. So because I was the one posting and, um, we kind of talked at events, things like that. I was the one that he reached out to because I built that relationship.Speaker 2 (41:48):He saw us post events and things like that. So that's like, you're talking about that's, what's cool is you don't have to beg these guys. They're just organic recruits. They're seeing your posts and they're coming to you. It's almost like a, I don't know, referral and Excel. Right. Those are the easiest ones to get are the ones that you're just doing, what you're supposed to do right place, right time, just you showing up, being consistent. Um, having that relationship even, it's just the emoji really relationship clap. And when they get a sell things like that, guys remember that and they'll go, oh, Josh is cool. I'm going to hit him up. See what's going on. So yeah, it's been, even if you got quite a few recruits, just coming organically through that too.Speaker 3 (42:21):Yeah. And the coolest thing about that, um, that I was going to say is obviously that's what I do, right. Um, that's what all the executives do guess what guess what we do as well. We teach and train all of our reps to do it smart because, uh, you know, we might have a following combined of like, you know, 50, 60,000 people as the executives, but then you start adding recruits. Um, and it's just, it just multiplies, like if you get sent people in there that have a thousand followers, that's instantly 10,000 more people that can be accessed. Right. So one of the biggest things we hit on as a company is social media. We have a professional photographer and videographer that when, once they joined the company and we start creating content for them, we start teaching them how to post on their stories.Speaker 3 (43:04):We tell them as soon as they get in the house, they're like, yeah, man, take a story. Let them know, like show the people that, you know, follow you, where are you at? What you're doing. Um, create a post, talking about how you are a future millionaire and how you're going to accomplish that. And so we get them started from day one on how to utilize their social media to start kind of explaining the opportunity that they have. And so organic recruiting is my absolute favorite way to do it because it costs you zero money. And they're always the best recruits because they're friends of people who are bought into your culture, who are bought into your company and your dream. Right. Um, and that person convinces them of that. You have to do zero work for that. It is my absolute favorite thing to do.Speaker 3 (43:45):And so we, one thing we hit on big is just social media. So all of our ribs, they all follow our internal social media. They all follow our, um, like our company, social media, and every time that they're posting, you know, we're giving them this content of them, really cool pictures, you know, in Vegas, in front of the mansion, a really professional looking things to put on their story. We're teaching them to do that. And I think just with this training class, I've had four people tell me they already have someone that wants to come work for me already. And that's just from them posting the stories from the pictures that they're putting, talking about what they're doing.Speaker 2 (44:18):Yeah. Right. That's huge. And now I love that you guys have, I'm seeing that more and more are these successful companies like simple solar? Uh, I mean, all these guys, they have, you know, daddy, they'd get a video guy, content guys, and they're given access to the reps and having them share all the content and tag people in it. So I think, yeah, I think that's kind of the future. That's what these successful companies are doing and no doubt it's working for you guys. So, uh, Josh, no, it's been awesome here. And um, and just seeing, I've been here over the weekend with you guys, just seeing the experience and yeah, it's been a good time. And, uh, just speaking, hanging out with you guys, seeing the process, so anyone that's listening, um, I would suggest you guys, you know, consider doing more content with social media, um, have your reps involved in that process.Speaker 2 (45:07):And then, um, just keep in mind, all the things Josh was talking about, make sure you have a process for these, um, you know, indeed recruits all these, uh, you know, recruits you pay for to make sure you have a process dialed in, because if you don't, it's just like pouring water through a leaky bucket, right. You're just losing, you know, half the reps that come in when you could be keeping them in, retaining them saving. That's one of the most important things. So Josh, we appreciate you coming on the show. I know you're going to get out and hit some doors here and everything. Um, so before we let you go, where can people connect with you and hear more about what you're doing and do you want to drop your social media and all thatSpeaker 3 (45:41):For sure. Yeah. I, my Instagram is just my first and last name, Josh Peters, 1996. Um, and my Facebook is just my first and last name. Um, and you can find me on those, on those socials. Uh, and then just to kind of touch on what you said, if you have questions or need advice, I get free advice. Like I don't charge people for advice. So if you ever have any questions, reach out to me on there and I absolutely respond. And, um, because most of the time when I talked to people about recruiting, they just have a thousand questions, you know? Um, so if, if anyone has questions or want to reach out to me and talk and set up a time to call and, and figure out what a better process might look like, I absolutely can do that.Speaker 2 (46:17):I love that. Appreciate that and yet very giving a guy here. So definitely hit him up. Let Josh know you appreciated him coming on the podcast today. And then if you have any recruits that liked to, you know, knock with their shirts on button or whatever, then shoot them. Josh is the way I do it because he loves the recruits like that. Get them chained up, be their technician. So, uh, with that being said, thanks again for coming on the show, Josh and we will talk soon. Yes, sir. Thanks.Speaker 2 (46:43):Hey, Solarpreneurs quick question. What if you could surround yourself with the industry's top performing sales pros, marketers, and CEOs, and learn from their experience and wisdom in less than 20 minutes a day. For the last three years, I've been placed in the fortunate position to interview dozens of elite level solar professionals and learn exactly what they do behind closed doors to build their solar careers to an all-star level. That's why I want to make a truly special announcement about the new learning community, exclusively for solar professionals to learn, compete, and win with top performers in the industry. And it's called the Solciety, this learning community with designed from the ground up to level the playing field to give solar pros access to proven members who want to give back to this community and help you or your team to be held accountable by the industry. Brightest minds four, are you ready for it? Less than $3 and 45 cents a day currently Solciety is open, launched, and ready to be enrolled. So go to Solciety.co To learn more and join the learning experience. Now this is exclusively for Solarpreneur listeners. So be sure to go to solciety.co and join. We'll see you on the inside.

DOWNLOAD SOLCIETY APP NOW!  Speaker 1 (00:03):Welcome to the Solarpreneur podcast, where we teach you to take your solar business to the next level. My name is Taylor Armstrong and I went from $50 in my bank account and struggling for groceries to closing 150 deals in a year and cracking the code on why sales reps fail. I teach you to avoid the mistakes I made and bringing the top solar dogs, the industry to let you in on the secrets of generating more leads, falling up like a pro and closing more deals. What is a Solarpreneur you might ask a Solarpreneur is a new breed of solar pro that is willing to do whatever it takes to achieve mastery and you are about to become one.Speaker 2 (00:42):What's going on. Solarpreneurs. We are here live in Las Vegas. Guests probably won't be alive by the time you hear it, but we have, uh, Mr. Josh Peters on the show here on the podcast. Josh, thanks for coming on and with us today.Speaker 3 (00:55):Absolutely. Yeah, I'm super excited to be here with you.Speaker 2 (00:57):It's going to be awesome. And Josh, he is the director of experience here at your energy co if you're watching the video, he's all decked out in the gear. Yeah. You can seeSpeaker 3 (01:07):Every present.Speaker 2 (01:08):We're lucky cause he's about to roll out on the doors himself. So he fortunate enough that you would give us some time before he gets on the doors here on a Saturday. So, uh, Josh excited to have you on. And, um, you've obviously been super involved in recruiting over the years. I know you're just putting together, um, a whole experience now for these recruits coming in and it's super valuable for our listeners to just hear how to recruit the right way. And obviously you're doing a lot over social media, digital recruiting, which is super valuable, super important in today's. Um, just kind of landscape with things, especially during the COVID I bet, right?Speaker 3 (01:45):Yeah. I mean, you know, especially nowadays back in the day, you could just post that ad on Craigslist, but today you have social media and that's the biggest push for where people are. And so wherever the people are is where you go to recruit, honestly.Speaker 2 (01:56):Yeah. I know a huge in so many people, I see do it the wrong way as I'm sure we'll touch on. So before we get into all that, um, do you want to kind of, um, tell us about your like door to door background, how you got into solar and I guess how you kind of transitioned into all these recruiting absolutely. Down over the years. Cool.Speaker 3 (02:15):So yeah, I started about five years ago in the door, their industry, um, I got started in Kirby, so all you guys out there, um, if you don't know, Kirby's the vacuums, they've been around 107 years, so they're like the biggest sales org when it comes to door to door sales. Um, and the funny thing is, I didn't even know as a sales job, I just applied to a position and I was like, cool. It says 2000 a month, I'm going to work there. Um, and so when I got there and they were like, this is a sales position, uh, it was kind of a shocker for me cause I'd never done sales. Yeah. So I was just like, well, I'll give it a try. Um, and so when I got into Kirby, you know, obviously I dealt with the difficulties of not doing well, my like my first few weeks.Speaker 3 (02:54):Uh, but then when I caught on, um, I actually made my way to being the top salesman in the office. I got promoted to being team leader. Um, and then the next promotion I had after that was into a recruiting position. So, um, I did sales for quite a bit in Caribbean. Then I moved into a recruiting position where there's still sales involved. Um, but it's, it kind of taught me a lot about, uh, what a good process should look like for a sales company on how to, you know, create a pipeline, how to, you know, interview these people, how to hire them, train them and then get them to their first sale. Cause as director of experience, you know, one of the things that's the biggest part of my job is retention. And that's something that I've started to learn from, from my first recruiting job all the way up until here is, is the experience of making sure, you know, what keeps people into a business, what keeps people at the company.Speaker 3 (03:42):Yeah. Um, but yeah, so I, I did Kirby for about three years and the last two was, was basically just me hiring people, training them, um, and, and recruiting. Um, then after Kirby, I got into selling water systems. I did water systems on the doors for a while. Uh, the one like the full water filtration, water softeners, all that kind of stuff. I helped that guy build out his recruiting platform as well. Um, and then, uh, the timeline didn't work on me for that one. Cause he wanted to start recruiting like a year later. And I was like, well, I want to do it now. It just didn't work out. Um, but then, uh, after that, well, while I was at that job, I actually, um, we were on the sales call with the door to our experts, which just kind of funny. And that's where I first got introduced to the door, to our experts.Speaker 3 (04:30):And while we were on the sales call, um, I actually applied to go work for them. Um, and so that's how I got my job at door they're experts, uh, working in the recruiting department. Um, so I went to work with them. Uh, I started out just as kind of like a, like setting the position or setting the interviews for like the senior recruiters. Um, and then after about a month I got promoted into a senior recruiting position. Um, and it's then when I started to work with all the different industries, right. Cause I had only done Caribbean water systems before that, but then I started to work with best control companies, solar companies, roofing companies, garbage companies, you name it, right. We would recruit guys for all these different industries. Um, and while I was there, I started to work more, uh, more personally with solar companies.Speaker 3 (05:14):Um, and that's where I started to see kind of where the real opportunity is, you know, cause I've been in sales, like you were in pest control sales before, right. Um, and obviously, you know, there's money to be made in different industries. But the money I saw that was, was to be made in solar and the opportunity in solar is where my interest really started to peak. And so that's when, um, I started researching into, you know, different solar companies. I started looking into that opportunity. Um, and that's when about eight months ago I got connected with Jerry. Um, and he talked to me about, you know, starting this company here in Chico and building something that would be, uh, very easy to, to aggressively grow and expand as a company. Um, and kind of all the ideas he had for the company. So I started working with him about eight months ago. Um, and then I came to work for him. I quit the job there at DD experts and I came here about two, three months ago.Speaker 2 (06:07):Okay. Yeah. You've been through a lot man, while I've experienced a lot of different things. That's interesting. And it's cool. Um, I mean, we've, I've heard a few, few, few people on the podcast that, of transitioned over into kind of more recruiting roles like yourself. And so for you, was it, um, like did someone recognize, Hey, this guy is super good at recruiting, let's put them over and where recruiting role or was it you, you kinda just liked more, they recruiting type stuff. So you did it yourself or how did that work? How did you first transition into more? I recruiting stuff?Speaker 3 (06:37):So it was actually really cool. Um, because at Kirby, the way they structured it is they was, they would tell you all the different positions that you could attain, uh, through the company, uh, all the way up until earning your own office. Right? Because at Kirby it's a franchise, you can, you can have your own office. Right. Um, and when they talked to us about it in the training class, one of the positions was the recruiting position. Right. They call it a DPS, which I don't even remember what it stands for. I think it's something about like personnel something. Um, uh, but when they talked about that, it was what peaked my interest from the very start actually. Cause I, I really love working with people. Um, I love to have the opportunity to teach people stuff, but at the time, obviously I didn't have anything to teach them.Speaker 3 (07:16):Like, I mean, I wasn't good at sales yet. And so after I had gone through the sales process, after I, I knew what I was talking about, I had the product knowledge, the sales knowledge and the door knocking knowledge. Um, I got to the point where I was like, I didn't feel fulfilled just selling, you know? And so for me, the fulfilling part of things was when I got into recruiting, you know, helping other people to be successful. Right. And just like with any sales company, you know, you hire a lot of people and a lot of people fall off. Um, and so that was one of the things that kind of got me started on a journey of figuring out the best way to, to not only bring people into a company and to train them, but to keep them because I think, uh, everyone in this industry will agree that the biggest issue we have when it comes to recruiting is drop-off, you know, and, and that constant cycle of trying to get people into the company and the churning.Speaker 3 (08:05):So, um, but yeah, so that's, that's where I kind of started to find the passion for recruiting, um, for working with reps, uh, and, and the training side of things. Cause I mean, I loved the sales. I was good at it. Like once I figured it out, you know, I, I could go out and make some good money. Um, but for me, I always thought it's a lot cooler to see the fruits of your, of your labor and other people. Yeah. Cause like the fruits of my labor when I was selling was the money. Right. And that was cool. Um, but then it's a whole different level when you can take, you know, 10 people at a time and a training class, um, put them through like a product training, a sales training, then a door knocking the training and see them have success in their first week and see them get excited and see them make money. Uh, I really got addicted to that process.Speaker 2 (08:49):That's awesome. Yeah. And now I see so many people that just want to bring in more recruits. It's like putting band-aids on, you know, open bleeding women. They just want to bring in a hundred recruits, but yet they have no system set up to like nurture these recruits. And then they're surprised when all these, you know, all these guys just drop off after two weeks it's I've seen companies go out and hire these recruiting agencies, just get tons of leads coming in, have 50 people show up to a recruiting meeting. And then, but yeah, if they don't have a structure, a process in place, a way to nurture all these things away systems like you guys have set up here at your energy go, then I'm sure you've seen it do. There's a huge drop-off in people just quit. And after a weekend.Speaker 3 (09:29):Yeah. Very fortunate because the office I worked for in Kirby, um, the entire idea was retention because there's a lot of offices in Kirby where it is just churn and burn, like get a person in there. You can make a sale off sailor to off of them and then they'll leave. And that's like, um, that's like common. Right. But the, the office I worked for, the biggest thing that we tried to focus on was the retention, um, was the career growth, was like their path into a successful salesman. So, um, even though like, yeah, you're right. There are so many companies out there that they're just like, it's, they think it will take more work to retain like six good people than just to keep hiring over and over again, like 10, 15 people that are going to drop off. Right. And, and it might be a different type of work, but it's, it's way better to have a good, solid team of six people because those people are, what's going to attract and retain even more.Speaker 2 (10:22):Yeah, for sure. And yeah, so just getting that core people and building it out. And I know some people don't have like, you know, recruiting people over recruiting, but for me, as I've seen the companies I work with like hire people where nurture these recruits and build out systems, but I'll kind of like a map, a pathway of things they need to do. Um, you know, just starting the job. I think that helps a ton versus just, you know, saying, okay, let's start go, uh, dump guys off in an area in toughed out, have them have success like that. Um, but yeah. So for you Josh, like what are some big mistakes you've I know you worked with like DDD experts and you were seeing just companies all over the place, um, you know, helping them with their recruiting. So when you were going into these companies and helping them build out their processes and helping them recruit, what were some like big mistakes that you were seeing and things that they were doing wrong,Speaker 3 (11:12):Um, you actually hit the nail right on the head of what I wanted to talk about. And it's, and it's basically in one word it's it's attention. Right. Whereas like you said, you know, a lot of these companies will go out without the systems and processes built out yet. They're just, you know, cause when guys started a company, um, or they, they split off or whatever they're doing, um, what's the first thing on their mind. I need to make money. Right. Um, and I want to do it fast. And so sometimes what they'll do is they'll step over the simple things that could, that could keep, um, or could, that could start a good process and just get in, try, try to get right into the moneymaking. And so the biggest issue I've seen, especially in the door door spaces, uh, they think that they think that they're behind curve.Speaker 3 (11:53):It's just like people with like crypto, for example, like if you see something spike people, oh my gosh, I have to buy it now. Right. Um, so, so the biggest issue that people have when it comes to recruiting is, you know, if they start a company, they think that they need to have just like 50 people in a training class right then and there. Um, but they don't have a hiring manager. They don't have a training person. They don't have a onboarding process. They don't have like a training program put together for these reps once they get there. And so even if they do get those 50 people in the room, um, believe it or not, you know, reps aren't done, like you get 50 people in the room. They're smart enough to know like, if the processes are off, if these people know what they're doing, it's just like, um, having product knowledge and sales knowledge.Speaker 3 (12:36):Isn't good enough when it comes to, just to, to training reps to be successful. Right. Um, because as most people have learned in this industry, sometimes what you do, isn't a generalized, good thing for every single person to do. Right. Right. Like, especially if it's reps I've never sold before, um, like your you're pitch and what you do, your nuances on the door, like you can't just teach that. You can't just transfer it to them. Right. So putting together these processes and making sure that you have a simple, like, from, uh, apply. So like from applicant to onboarded and on the team, having those steps down. Right. Um, and just a quick outline of what that would look like. Right. Is, so you've got your ads. So whatever platform you use to run your ads, whether it be ZipRecruiter, indeed, Facebook, um, Craigslist, whatever you're using.Speaker 3 (13:27):Okay. Um, honing that process, uh, because one of the things that I saw when I was working with these companies, cause everyone's already doing their own recruiting. Right. And a lot of people use indeed. Um, a hard part about indeed is if you don't know the tricks behind it, Indeed's telling you to spend like 200, 300 bucks a day. Yeah. It's a lot of money. You figure out what you're doing. And then I tell you that, right. Because they make money off of you. Um, you don't have to spend that much money. You can optimize your ads way easier than that. Right. Um, and so that was one of the first things I would teach, um, these companies, because after they were done with us, they were going to continue recruiting. Right. Like after we had sent them people and they'd been in, um, in our little program, they were going to continue recruiting.Speaker 3 (14:11):So I taught them how to optimize their ads, what keywords to use, how to make it look best because when people are scrolling through indeed, um, they're looking at titles, right. Um, they're looking at titles. I think that was the 29 minutes. Okay. Restart that. Pods let's do it. We can edit it right back into a scene. Um, yeah, sure. Did you have, I think we were talking about, um, yeah, go ahead. Where, where you're like, I was just talking about like how people apply on indeed. Um, the first thing that they'll do is they'll scroll through and then those titles. Right. Okay. Um, so you want to have a good title and then the next thing that they notice is the pay. So, uh, whatever is the industry standard. Um, it depends on the type of person you're trying to recruit. So you have to understand, um, I know lots of these companies, they're like, I want to experience people experienced solar guys.Speaker 3 (15:13):Aren't on indeed. Yeah. Most of the time, they're not you on the why, because they have connections. Like if they're an experienced solar rep, they know about all the other companies, that's more of a head hunting type of thing. That's more of ongoing on, on social media. I'm trying to find these people, I'm talking to people in the industry. So if you're using indeed, it's mostly people that might have some sales experience in the past, um, or who would be a good candidate. Right. So you had to make it a more realistic looking pay. Uh, some of the biggest issues I saw with that is solar companies will get on indeed. And they'll put, you know, 200,000 to 400,000 a year. And these people to be true for these people, not even that, but they do not feel like they qualify for that. So why would you, they wouldn't even apply to the job because they're like, there's no way I could get a job that pays out high.Speaker 3 (15:57):Cause if they're going from $40,000 a year in their head, they're not worth $400,000 a year. Right. Um, so that was another thing. So the that's one of the first things that they'll see is they want to see the title and then some type of pay that makes sense in their head. Um, normally I would like to do just like, you know, 60 to 80,000, um, just because if they were making 40,000 a year for them, 60 would be an awesome jump, but it's not impossible. Right. And if they're in that 50 to 60, 70 range, then 60 to 80 is it's doable. Right. Then they will apply. So that's just, it's just one of those psychology things you can use when you're using like indeed, um, to help people apply. It probably depends on like the market. Do you like what you're either in that's true.Speaker 3 (16:40):Yeah. It depends on the market, but that's just in a general sense that that usually helps best when you're talking about indeed. Yeah. Okay. Um, but yeah, and then just the next thing would be, you know, you've got the ads down, that's the first step. Then once they apply, what, what are you doing? Uh, there's, there's different ways to do it. Um, and I'm going to say this from the start. I am not a fan of group interviews. A lot of people do them and I've ha I've heard people tell me, they're like, oh, they're the best thing they work. Um, I think they say that because they think it's a better use of their time. I disagree. Uh, I've never seen group interviews be as successful because here's the problem with group interviews, the type of people you're looking for, if they're in the same room as someone that looks like they're not even competent, right.Speaker 3 (17:25):It looks like they shouldn't even be able to get this type of job. Um, and they see that that person got the job. They won't come back and their trust level goes down. Does that make sense? And then like normal people are used to going to interviews one-on-one uh, or the higher level reps are used to one-on-one interviews. Yeah. So the funny thing is when you're doing group interviews, you're weeding out the type of people you want to just get the lower hanging fruit. Yeah. Right. Um, and that's, that's my opinion. That's what I've seen in the industry. That's what I've dealt with the last four years of, of recruiting that I've been doing. Um, people still do it and that's fine if it gets you, the, the numbers that you want. That's cool. But I recommend having a better process and, and the, the best process, I think, uh, when it comes to the way that you handle these applicants, um, is, is a two touch system, right?Speaker 3 (18:16):So like once someone's applied, um, you can either do it through texts or a phone call, but you, you texted them to set up a time to interview. Okay. Um, and then you do the interview. So it's a two touch process. Um, and with that, uh, after, after that interview that you do with them, um, another big problem that people have in the industry is just jumping the gun, right. Offering them the job, offer on the job right off the bat. They're like, oh, this conversation has been great. You have the job. Um, and, and the funny thing is, and, and this is a little tip I learned from Brandon Hall. It's a really, it's a funny way to think about it. But you know, like something that people do in the door to our industry is they try to sell the job to you. Right.Speaker 3 (18:57):With recruiting, it's different. You're not trying to sell the job. Like, uh, people normally are trying to sell themselves to the job. Right. And so the funny way he describes it, he's like, uh, if I was in an interview to be a firefighter, right. And the guy was telling me, and I was telling the guy, I was like, look, man, I'm going to be the worst firefighter. I'm not gonna be able to put out the fires. Like I suck. People are going to die. And the chief was telling me, dude, it's perfectly fine. You'll get paid. It'll be, it'll be cool. Like you can do an awesome job. Does that make sense? It makes zero sense that someone would say that, right. Or like 1% how they're doing. They're like, they get people that come in and they're like, oh, I've never worked commissioned before.Speaker 3 (19:38):I'm not going to, I'm not going to get it. Like, I'm going to suck. And these interviewers are like to, to be perfectly like, you're going to make money. You become a millionaire, like all those types of things. And it's just like, you would not do that. You would not do that in a regular interview. And so the, the thing is that we're trying to get away from, in, in the recruiting industry, right. Is we want people to understand that this is a job, right. And I know you guys are all 10 99. Right. But this is an opportunity for them that they still have to earn. And if people earn something, they treat it way better. Right. Um, if people would just get something, they, it's not something that they value. And so that's the mentality that you have to go into. It's just like sales, you have to have that mentality.Speaker 3 (20:21):Right. So when you're doing interviews, when you are a recruiter, the mentality that you need to have going in is that this person needs to earn this job. Yeah. Right. This person needs to earn the position because if they don't, they will be the person that in a week, they're not going to knock doors and they're going to leave. No doubt. Right. And so the value comes from, um, switching up your mentality, switching up the way that you do your interviews, uh, to do that. And the reason most guys don't do that is because they're scared that it's going to S like run people off. Like, they're scared that if they make the process more difficult, that they won't get as much as many numbers or as many people in there where it's not true. Like, yeah, you will weed out people, but it's, you don't want those types of people in your company. Anyways, because like I said, from the start, if you have a solid team of people, a solid, like five, six people that are your core people, um, that are, that are, you know, bought in that believe in the company. Um, and that they earned the position. Those guys will attract way, way more people and retain more people. And if you have a constant stream of new people coming in that feel like they didn't earn the position, um, and feel like they can just leave wheneverSpeaker 2 (21:28):A hundred percent. And I think it takes so much energy to drag these people. And it didn't even want to be there in the first place. You're constantly trying to babysit and make sure they're on the doors. And you're like, no, I promise it's going to work. If you just put in the dime when they didn't even want to be there in the first place. So it's like, yeah, I don't know. I think it's very similar to like selling, you know, if we're like begging people to a, please do this, please buy it for me. Like, no, one's going to do that. Right. It's like,Speaker 3 (21:52):It's the same concept. It's the exact same concept. Right. And the funny thing is, it's just like people have called me harsh before when dealing with reps. And they're like, I thought you're like a director of experience. Um, cause I think our last training class, a guy asked me, he's like, you know what, if I'm messing up or whatever, I was like, uh I'm I am a believer of 100% accountability. And I believe that if you want to be here, you will be here. If not, I'll tell you to leave. Right. Like, I'm not like, obviously you have to babysit new reps. Right. But babysit them when it comes to product knowledge and sales training, you don't babysit them when it comes to like the stupid complaints and things that they talk about. Um, cause you know, it's, it's funny like w for example, when people are on the phone with me doing an interview, right. Um, and if they say something along the lines of, well, what if I make zero sales? You know, most guys are good. What are they going to say? They're like, oh no, it'll be fine. We'll make sure you make money. You get sales, you know, the ISA I go. So you're telling me you're going to be the worst performer in the company.Speaker 3 (22:52):You're telling me you're not going to be good at your job. Is that what you're saying? Are you just asking a question? And then instantly they're just like, no, no, no. I was just wondering, like what happened? I was like, okay, cool. I just want to make sure. Cause if, if you're telling me you're not going to do well and that you aren't going to be a good performer for the company, I don't want you. Right. Like that's, that's not who we're looking for. And their mentality instantly changed because what guys are scared to talk about in interviews is commission, right? They're scared to talk about sales, um, because they don't know how to control that conversation. And that's the best way to flip the mentality. When it comes to controlling a conversation is you treat it like a dumb question because it is right.Speaker 3 (23:29):You wouldn't go up to a guy and talk about it. Like, what if I don't make the tacos? Good enough. You wouldn't do that. No. And so, um, realistically I think as an industry, we just need to start treating it more like a job, rather than just like, you are trying to bring people in and you're begging them to stay and you're begging them to come because you make money off of them. Right. And, and I know it's a hard thing to kind of switch your mentality around because, um, just like with sales, every single opportunity you're in, it's your time, it's your attention. Right. Um, but if you're a sucky salesman, you don't want to be in more houses. You want to be studying more and learning more. Yeah. Right. It's, it's, it's not because you're wasting opportunities at that point. And it's the same thing with the recruiting.Speaker 3 (24:14):You're wasting opportunities. If every single person that you bring into the company doesn't earn it. Um, they feel like, you know, they're just, they were begged to come onto the job. Um, and they have to be babysit for every single thing. And that's where, like I said, at the beginning, attention is one of the biggest things that is difficult for a company when it comes to recruiting because, um, they're spending time and attention on these reps that realistically aren't going to perform because it wasn't right from the start. Right. So they begged them to get into the, into the company. They told them that they're going to do good. And so because of that, the person who brought them in feels an obligation to make them good. Right. And I'm sure you've dealt with it and everyone's dealt with it, but how hard it is, how hard is it to take a rep that just absolutely has the worst mentality just is not good.Speaker 3 (25:06):And probably won't last a few days. What type of attention do you have to have to spend and put into this person a lot? Like you have to go with them on every single door. Um, you have to, like on the third day, go pick them up because they're like, ah, I don't know if I want to come back in, I'll come get you. Right. Everyone's dealt with it. And so if you focus your attention on, on the right part of the timeline, when it comes to recruiting, you'll see a huge change in your effort. Because if your attention is spent, um, this qualifying people from working for your company, because they're not the right fit. And then you'll see at this point when it's like time for them to, to work and time for them to be taught your attention and can, can be spent in the training. And then when they go out, there'll be much better prepared mentally. And just like, um, when it comes to the product knowledge as well that you won't have to dedicate as much time per recruit. Yeah.Speaker 2 (26:01):Okay. I love that. It's almost like another big mistake is just, you know, in general and sales people spending time with unqualified prospects, like how many new reps are spending two hours in a grandma Jean's house. He's 90 years old.Speaker 3 (26:14):Cause they're like, oh my goshSpeaker 2 (26:17):Know though. Yeah. It's like very similar in recruiting. How many recruiters are spending time with recruits? That's, you know, don't probably don't want to be there. Aren't good recruits. And I love that analogy, comparing it to other jobs that tacos the firefighters. Cause fee thing, that way it's yeah. It's like a whole different perspective that kind of really,Speaker 3 (26:35):And flip your mentality on it because, um, and like I said before, I understand these companies, the reason they want recruits is because they need to make money. Yeah. Right. But, but the cool thing is, um, with our industries, especially like solar, for example, um, if you don't have enough recruits or money, there's an easy way to fix that. You go knock doors and sell some. Yeah. Right. And so, and so, and a big reason why people start these companies. Cause, cause they want to start getting away from that, but they need to understand like, um, if you don't have enough time or money, like recruits won't solve that problem. I like get the money then the recruits, because then you can focus your attention on what action, what action needs to be done.Speaker 2 (27:16):Yeah. So money tips right there, make sure you were spending the time with qualified prospects. Make sure you're not letting your energy be sucked away by these people. That's you, aren't going to be good fits. And so speaking of not good fits, I know you guys bring in these groups all the time. How often are you bringing these ed? These recruiting groups every two weeks. Okay. So two weeks they're getting big groups or recruits in. Um, and it's really interesting where you guys are doing, just having almost like a bootcamp style, getting them in depth training. And then, um, last night I know they're doing like a scavenger hunt and uh, going out on the doors today. So, um, we'll hear maybe more about that in a second, but do you have any stories of, uh, I dunno, like bad recruits or, or like, um, interesting people give us something funny or crazy.Speaker 3 (28:05):The thing is guys, uh, um, no matter what you do, cause there's a vetting process. We have a pretty strict vetting process. I mean our first training class, we had 800 applicants and we brought 15 people on. Okay. So we, we, we cut it down to quite a lot because, um, like I said, if you focus your time on the right people, it goes well. Right. And you don't have to worry about like, yeah, we could have had probably 60 probably had 60 people from the applicant pool comp. Right. But we did the, we did an interview process. We did it the way that like, you know, gets rid of the people that you don't want to spend time on. Um, and, but then there are still people that will slip through the cracks. Right. And so there, there was, you know, there was someone that, you know, sounded great on the phone, did great for the training class.Speaker 3 (28:50):But when he showed up, we were just like, oh man, like this, this, this probably won't be a good fit. I mean, he, he showed up with a button up shirt, but it was on buttoned all the way up. His belly button didn't have any sleeves on. And he, I don't know if he was just like an actor or something, but he w he like tried to be the most dramatic person ever. Right. And, um, so we were like, okay, well, we'll, we'll see if it, if it works out, if we can give him a shot, um, but come the second day, we had to find him because we we're just like, you're not the right fit for the company. You're just, this is not the job for you. So, uh, and that's the other thing, guys, don't, don't be afraid, um, to, to fire or get rid of people because they will do more damage in your, in your, in your company.Speaker 3 (29:37):Um, if you let them stay, rather than if you just fire them right there. Because if you let someone that's not a good fit for the company, not going to fit for the culture, what that does for every other reps, uh, mindset is they're like, oh, well, they, they preach about their culture. They preach about their core values, but this guy doesn't have it. So realistically, what that means is they just want as many people as possible. They want us to make money for the company. Right. So getting rid of those people, um, will benefit you as a company, way more than trying to turn them into a good rep and make them a good fit for the car.Speaker 2 (30:11):Was this guy out knocking doors and is a button up.Speaker 3 (30:16):We gave him a polo to use, but he, he wasn't knocking doors. He was, he would, I had to shadow him. Right. Because, um, uh, we were told that like, you know, the police, they were trying to call the police on that for some reason, or that no, the worst part was, I think he might have been saying he was from NV energy. So like saying he was from the energy company and we're like, that's not what we teach at all. And so I had to shadow him and I think all he would do is he's not, he'd knock on the door, that'd be standing behind him. And the person would answer. He's like, Hey, my technicians right here. And he'll just walk off, just leave you. I'm just standing there like, hi, I'm the technician. Like, how are you? Like, what's your name? I guess I need to check your meterSpeaker 2 (31:00):Quality appointment right there. I know.Speaker 3 (31:02):Right. That's see. That's for you guys that buy leads. Those are your appointments, by the way, those are the ones they're just like, yeah, there are people who walk up to the door and say, Hey, there's an appointment coming.Speaker 2 (31:13):That's funny. That's awesome. Well, Josh, I know you're about to have some doors and everything here, so we don't want to take too much more of your time. But last thing I kind of wanted to ask you about is you guys are obviously doing this boot camp style. Like we talked about bringing in hordes or recruits and, um, just getting them trained up. So why did you guys decide to do it like this, bring them all in for a weekend and kind of go out and what's been that experience, like doing it like that versus just like, I don't know, maybe the more traditional things bring in people one by one. What what'd you guys do?Speaker 3 (31:44):The biggest reason why we did that, Taylor is because, um, one of our, our, our mission statement and our biggest goal that we have as a company is, you know, Jerry brought us all together, um, because he wants us to be an opportunity company. Uh, our, our mission statement is we want to create the most millionaires and any other company in the world, um, through the solar industry. Right. And so we decided as a company, we're like, yeah, we could get a traditional office and we could do training classes there. Um, but it does not have the same impact impact on mentality and mindset for these reps. Um, I can tell you right now, you know, um, pulling in, in a Mercedes, you know, a Mercedes sprinter van, that's, uh, an executive van bringing them in and they see this huge mansion and they walk in and they just see just they see success.Speaker 3 (32:29):Right. Um, it puts them in the mindset to actually understand what we're trying to accomplish with them. Um, I mean, we had, uh, like for our training class yesterday, I talked with a few people and I like, I wanted to get your opinion. I asked him, I was like being here. Does it help you open your mind a little bit more to the possibility of you becoming a millionaire? Um, because, uh, what we, what we have is we tell these, we tell these reps, we tell these guys that they are future millionaires. We make them say it. We make them think it, we make them write it down. Um, and every single one I talked to, they're like, yeah, this, this opens my mind so much. And most of them are Vegas locals. They're like, I've never even been to this side of the, of Vegas.Speaker 3 (33:07):I've never even been to this side of the state where it's like the houses and like the mansions in the cars. Um, and so the biggest reason why we chose to do it this way, rather than the traditional get an office and all that, because, um, we really want these guys to open their mentality, to open their understanding, having an open mind to what we want them to accomplish. Um, and it's worked amazing so far. I mean, every single person we have on the team, um, it's really awesome, but like we have them send videos and they talk to people and they do their own recruiting. And that's, uh, that's another thing that I'm really big on is internal recruiting. Right. Um, but every single one of them are sold on the idea that they are future millionaires, they're surrounded by millionaires, um, and that they will get to that point. Nice. And it's all because of, you know, how we, how we present it, how we explain it and, and, um, you know, just, just what we have available for them within the company. And so that's why we decided to do it this way. SoSpeaker 2 (34:08):That's a really cool cause. Yeah. It seems like it's almost more like you're giving them the personal development, the mindset. So we're just happens to be kind of the vehicle do that. And, and often, yeah, there's some guys that, um, I mean, you're bringing in guys that it's really cool. Like you said, having experienced this type of thing, but I think for them to see that versus just going into a traditional office office and traditional thing, I think that's really cool what it does to someone's mindset to see that even for me, I came in and like, Jerry has his bodyguard and I'd never been in a van like that. Like, dang, these guys are high rollers, so really cool experience eating. Um, and so Josh, last thing, um, I know we were talking a little bit before we started recording just about the social media recruiting. Lots of guys are trying to get into that, and I know you, that's another big mistake you see, is people doing that wrong? So just for like maybe ourselves or ups or people that are trying to get more recruits that maybe aren't necessarily going to go hire like a recruiting agency or do this high level stuff that we've been talking about, what advice can you give to just people in general that want to maybe use more social media for recruiting and just start bringing in more of their personal recruits and building their own teams?Speaker 3 (35:15):Yeah. Well, the first word of advice is, um, use it, you know, that's, that's the biggest one is, you know, social media is the next big push when it comes to, um, success within recruiting because it's where everyone is. Right. Like, you know, it's funny, but you know, people scoffed at sick talk, but now everyone's on it. Right. It's one of the biggest platforms. And so, um, one of the biggest I see when it comes to social media recruiting, and there's so much I could go into, but I'll just talk a little bit about, uh, your own following, right? So if you are a, if you are a rep, if you are an owner, if you are whatever, right, you should be using your social media as a platform to kind of, um, to highlight your success right. To post like your, your accomplishments, your achievements, um, and, and you can post failures too.Speaker 3 (36:01):I like to tell people be real, right? Like, I mean, I post when I have a bad day, sometimes I post when, when things might not be going the right way. Um, but obviously you always post like how you solved that problem, but use it as a way to kind of highlight your success, highlight like, you know, the life you're living and what you're doing. Um, and that right there is what's going to cause you know, people that start, uh, you know, looking at it differently in the end, they'll see what you're doing and they'll, and they'll, you know, go through your stories. Um, and it gets the, it gets the seed planted. Right. Um, and I think what a lot of guys, uh, run into and it's the same problem it's patients, right? Um, they're like, oh my gosh, I have 5,000 people on my Instagram.Speaker 3 (36:39):Why is everyone not working for me right now? Yeah. You know? And so the biggest tip of advice I have when it comes to, you know, like for Instagram, for example, it's, it's touch points, right? So touch points means like the conversation or the messages that you're sending to these people. Um, so the best market that you have, the warm market for recruiting on your social media are people that will swipe up and like send emojis, right. To your stories, like the hundred or the handclap. Right. Um, those people, when they see those successes, when they see those stories, they'll swipe up and say something or they'll interact. Right. And a lot of the times guys will, uh, as soon as they see that, they'll send a message. Hey man, you want to be successful. You want to make a lot of money. I saw that you, you know, your profile looks amazing.Speaker 3 (37:22):You'll be really great at this. Um, let's talk, oh my gosh, you can't tell me how you, I can't tell you how many messages I've gotten like that on my Instagram in the last five years. And they turn off the recruiting director. I'm like, they turned me off so quick. I'm just like, oh, that looks horrible. Right. So, so my recommendation is when you have a warm market, right. When you have these people respond to your, to your messages, um, just small touch points. Like the first thing can be like, Hey, thanks for it. Like, um, thanks for the emoji. Like, or just like a thumbs up back, or like, what you can do is if you follow them, send them emojis on their stories. Like just get them starting to realize that you know who they are, you know of them. Um, and that like, you see them as well.Speaker 3 (38:10):Right. So those little touch points. And then like, eventually you'll see, they'll start sending like little messages with the, with the messages, with the stories too, right? Like if you, if you post a story of you in Mexico or in the car, they'd be like, oh, that looks so cool. Right. And so letting them initiate it and then like letting that conversation kind of flow because social media is different than face-to-face right. It happens over a period of time and you have to let it happen naturally and organically. Um, and so like, those touch points are going to start to get bigger. Right. They'll start like saying, oh, that looks dope. And then you can be like, yeah, it was super fun. You know, we ha we invited all the people who won this or the people who earned this trip out to Mexico and, and, um, it was a great trip.Speaker 3 (38:52):Right. And so they'd be like, oh, okay, cool. That's awesome. Um, and then they might ask a question on the next one then. Right. They'd be like, what are you guys doing? So, so touch points when it comes to social media are probably one of your best ways to not look like a desperate recruiter, right. To not look like, you know, the multilevel marketing guy, like, um, or I love those, those memes you see of, of like the Hey boss girl, like boss, babe, what you do, right. Yeah. When it comes to makeup with me. Exactly. Um, so those touch points, I, I would recommend to everyone, um, to start doing that, paying more attention to the people on your social media. Um, and I honestly, you know, I, I think it kind of hit home for me the most when, when I started like following successful people within the industry, because when I first got into like Kirby, all I knew was Kirby.Speaker 3 (39:43):Yeah. Right. But then I started branching out. I started following people in pest control in solar and roofing. Um, now I'd followed these really successful guys with really busy lives and all these successful people. Um, it would be cool because I did the same exact thing back in the day I would send the emoji. I would send a little message. Um, and that's where I started to learn how it worked because they would do what I just mentioned is the touch points. They wouldn't try to sell the position like instantly. Right. They would just gradually like let the conversation, um, grow. Um, and then they'd be like, Hey, I've got this event I'm doing, or I've got a ticket to this game gonna come with me. And then that's, that's, that is the best way to do it. When it comes to, you know, hot hiring these people through your social media following, um, that initially might not, you know, be looking for a job or it might not be looking in that type of industry, but then they'd see the success.Speaker 3 (40:37):I mean, I got a message yesterday from someone, um, that I I've known for years and years and years, I haven't talked to him in like six years, but he sent me a message yesterday. He's like, Hey, I see all the, like the success that you're having. I see the things that you're building up. I've been following you for like five years now. And I've seen kind of the progression, like, what tips do you have? Like, what are you doing? Like, how did you build up the success for yourself? And so sometimes it's just like, they come out of nowhere and it's just based off of you being consistent with your social media and showing people what's going on.Speaker 2 (41:06):Yeah. Like that guy is probably been seeing it for years. Right. And then finally he reached out to you and that's, what's cool is cause like, yeah, I've gotten a couple of recruits even just the last few months just from like, yeah. Um, I mean, I wasn't that consistent on social media, but we're the last six months, whatever I've been trying to post a little bit more. And, uh, these people, I mean, obviously at first it's not like they're coming right into my lap, but just me posting. One of them had like an issue with his other company. They they're off. It's basically like, you know, ran out of reps and it was just closing down. So because I was the one posting and, um, we kind of talked at events, things like that. I was the one that he reached out to because I built that relationship.Speaker 2 (41:48):He saw us post events and things like that. So that's like, you're talking about that's, what's cool is you don't have to beg these guys. They're just organic recruits. They're seeing your posts and they're coming to you. It's almost like a, I don't know, referral and Excel. Right. Those are the easiest ones to get are the ones that you're just doing, what you're supposed to do right place, right time, just you showing up, being consistent. Um, having that relationship even, it's just the emoji really relationship clap. And when they get a sell things like that, guys remember that and they'll go, oh, Josh is cool. I'm going to hit him up. See what's going on. So yeah, it's been, even if you got quite a few recruits, just coming organically through that too.Speaker 3 (42:21):Yeah. And the coolest thing about that, um, that I was going to say is obviously that's what I do, right. Um, that's what all the executives do guess what guess what we do as well. We teach and train all of our reps to do it smart because, uh, you know, we might have a following combined of like, you know, 50, 60,000 people as the executives, but then you start adding recruits. Um, and it's just, it just multiplies, like if you get sent people in there that have a thousand followers, that's instantly 10,000 more people that can be accessed. Right. So one of the biggest things we hit on as a company is social media. We have a professional photographer and videographer that when, once they joined the company and we start creating content for them, we start teaching them how to post on their stories.Speaker 3 (43:04):We tell them as soon as they get in the house, they're like, yeah, man, take a story. Let them know, like show the people that, you know, follow you, where are you at? What you're doing. Um, create a post, talking about how you are a future millionaire and how you're going to accomplish that. And so we get them started from day one on how to utilize their social media to start kind of explaining the opportunity that they have. And so organic recruiting is my absolute favorite way to do it because it costs you zero money. And they're always the best recruits because they're friends of people who are bought into your culture, who are bought into your company and your dream. Right. Um, and that person convinces them of that. You have to do zero work for that. It is my absolute favorite thing to do.Speaker 3 (43:45):And so we, one thing we hit on big is just social media. So all of our ribs, they all follow our internal social media. They all follow our, um, like our company, social media, and every time that they're posting, you know, we're giving them this content of them, really cool pictures, you know, in Vegas, in front of the mansion, a really professional looking things to put on their story. We're teaching them to do that. And I think just with this training class, I've had four people tell me they already have someone that wants to come work for me already. And that's just from them posting the stories from the pictures that they're putting, talking about what they're doing.Speaker 2 (44:18):Yeah. Right. That's huge. And now I love that you guys have, I'm seeing that more and more are these successful companies like simple solar? Uh, I mean, all these guys, they have, you know, daddy, they'd get a video guy, content guys, and they're given access to the reps and having them share all the content and tag people in it. So I think, yeah, I think that's kind of the future. That's what these successful companies are doing and no doubt it's working for you guys. So, uh, Josh, no, it's been awesome here. And um, and just seeing, I've been here over the weekend with you guys, just seeing the experience and yeah, it's been a good time. And, uh, just speaking, hanging out with you guys, seeing the process, so anyone that's listening, um, I would suggest you guys, you know, consider doing more content with social media, um, have your reps involved in that process.Speaker 2 (45:07):And then, um, just keep in mind, all the things Josh was talking about, make sure you have a process for these, um, you know, indeed recruits all these, uh, you know, recruits you pay for to make sure you have a process dialed in, because if you don't, it's just like pouring water through a leaky bucket, right. You're just losing, you know, half the reps that come in when you could be keeping them in, retaining them saving. That's one of the most important things. So Josh, we appreciate you coming on the show. I know you're going to get out and hit some doors here and everything. Um, so before we let you go, where can people connect with you and hear more about what you're doing and do you want to drop your social media and all thatSpeaker 3 (45:41):For sure. Yeah. I, my Instagram is just my first and last name, Josh Peters, 1996. Um, and my Facebook is just my first and last name. Um, and you can find me on those, on those socials. Uh, and then just to kind of touch on what you said, if you have questions or need advice, I get free advice. Like I don't charge people for advice. So if you ever have any questions, reach out to me on there and I absolutely respond. And, um, because most of the time when I talked to people about recruiting, they just have a thousand questions, you know? Um, so if, if anyone has questions or want to reach out to me and talk and set up a time to call and, and figure out what a better process might look like, I absolutely can do that.Speaker 2 (46:17):I love that. Appreciate that and yet very giving a guy here. So definitely hit him up. Let Josh know you appreciated him coming on the podcast today. And then if you have any recruits that liked to, you know, knock with their shirts on button or whatever, then shoot them. Josh is the way I do it because he loves the recruits like that. Get them chained up, be their technician. So, uh, with that being said, thanks again for coming on the show, Josh and we will talk soon. Yes, sir. Thanks.Speaker 2 (46:43):Hey, Solarpreneurs quick question. What if you could surround yourself with the industry's top performing sales pros, marketers, and CEOs, and learn from their experience and wisdom in less than 20 minutes a day. For the last three years, I've been placed in the fortunate position to interview dozens of elite level solar professionals and learn exactly what they do behind closed doors to build their solar careers to an all-star level. That's why I want to make a truly special announcement about the new learning community, exclusively for solar professionals to learn, compete, and win with top performers in the industry. And it's called the Solciety, this learning community with designed from the ground up to level the playing field to give solar pros access to proven members who want to give back to this community and help you or your team to be held accountable by the industry. Brightest minds four, are you ready for it? Less than $3 and 45 cents a day currently Solciety is open, launched, and ready to be enrolled. So go to Solciety.co To learn more and join the learning experience. Now this is exclusively for Solarpreneur listeners. So be sure to go to solciety.co and join. We'll see you on the inside. 

DOWNLOAD SOLCIETY APP NOW! Speaker 1 (00:03):Welcome to the Solarpreneur podcast, where we teach you to take your solar business to the next level. My name is Taylor Armstrong and I went from $50 in my bank account and struggling for groceries to closing 150 deals in a year and cracking the code on why sales reps fail. I teach you to avoid the mistakes I made and bringing the top solar dogs, the industry to let you in on the secrets of generating more leads, falling up like a pro and closing more deals. What is a Solarpreneur you might ask a Solarpreneur is a new breed of solar pro that is willing to do whatever it takes to achieve mastery and you are about to become one.Speaker 2 (00:42):What's up Solarpreneurs how are ya? My name is Taylor Armstrong, and we are here as usual to help you close more deals, generate more leads and referrals, and hopefully have a much better time in the solar industry today. We're going to be jamming on some recruiting content. And the reason I want to talk about this is because recently I was at a, um, a little recruiting retreat, not retreat, but, um, our, uh, onboarding bootcamp with, um, my friend, Jerry Fussell, who's on the show at two episodes ago. So hopefully you listen to his podcast, ton of takeaways, and the guy grew over a hundred million dollar company, a solar company, and he's starting a new one. So some incredible takeaways from that podcast. But anyways, I was there at their, uh, bootcamp and we're jamming recording podcasts hanging out there, but I got to be just kind of a fly on the wall and see how they run their boot camps there.Speaker 2 (01:45):So I want to talk about a few things I observed. And then also next episode, we're going to have on Josh Peters, who is there, um, think director of experiences as title, but basically their recruiting experts. He came on the show was generous, generous enough to talk about what they do, um, you know, in their recruiting kind of their model. And then also just share the experiences he's had. He was an over, you worked over at door to door experts in, uh, in their recruiting department, recruited hundreds and hundreds of reps. So a ton of experience got to pick his brain as well. So I just want to give a couple of observations I noticed. And if you are in charge of your recruiting at all, um, you can get some takeaways from this, but also send this, um, it's nice to have someone that is over recruiting.Speaker 2 (02:40):So if you don't have anyone that's helping you organize your recruiting structure, your recruiting. I think that is a big secret. So if you're a company owner, or if you, you know, if you're just our rep at a company, maybe send this to your, you know, management, have your guys get someone that can help with organizing the recruits that can help with setting up a structure and that can help just getting everything squared away. So people have the best experience coming in. Cause the last thing you want to happen is guys coming in, they say, Hey, what am I doing? What does day one look like? Am I going to shadow someone? Uh, who am I going to shadow in them? What I see it's the majority of companies being quite friendly is it, they don't, they don't have these things set up. They don't know who's a new rep is going to go shadow.Speaker 2 (03:33):They don't know the exact steps that a new rep needs to take to be onboarded. And a lot of companies let's be honest. They don't even have someone at running or helping with this. So maybe you're a one man show trying to recruit. Maybe you're a rep at a company, whatever it is, consider hiring someone that you can get someone to yourself to help with your personal recruits feel, have someone, or just figure out a way to implement these things. But trust me, it's going to be a lot easier. You have someone that is dedicated to doing these things. So I'm going to jump into three ways to onboard new solar recruits. And then you don't have to have someone doing this, but anyone that is recruiting new reps, you're going to want to figure out a way, especially the first one I'm going to share with you.Speaker 2 (04:23):This one is absolutely essential and make sure you're doing this one, but the other two, just some observations that I had while I was at the, uh, their bootcamp this past weekend in Vegas. So here's number one. Okay. Crucial, crucial, crucial. Make sure every new recruit is recording and passing off their door, presentation or pitch, whatever you want to call it. I call it presentation because I'm in the, uh, knock start mastermind right now. And at 2:00 AM recurrent, the Benz's over in Spain says if we say pitch, so trying to get that out of my vocabulary, but presentation, right? To make sure every new recruit, every potential recruit. Make sure anyone you're bringing on is passing off their presentation. Okay. Everyone should have a script they're following. Right? Make sure they're recording it, passing it off. And what was really cool this past weekend in Vegas, not only did these recruits, these new recruits have to pass off their presentation, but they have to do it live in front of everybody.Speaker 2 (05:31):And Jerry Fussell was up there, he was listening. And a couple people, if it wasn't, if it didn't make sense, if it was lacking energy, if it would just way off, he made him go back, practiced outside and come back in and they had to passed off in front of everyone. So I thought this was a great idea. So I think it should be two things. Get, have them record it, do video audio, some way to record it, have them pass it off word for word that way, but they can, you know, they could just be reading the script probably if they're recording it. Right. So that's a good way to do it. But I think if you want to take it to a next level and what I really liked about what Jerry and the boys were doing is if you make them pass off live, it adds that pressure element to it, right?Speaker 2 (06:20):It's almost like performing in practice versus performing in a game. And obviously that's not, you know, a hundred percent how it's going to be on the doors either, but adds another layer of pressure. Right? And it's going to make them think that not much more, you're going to see if they actually have the presentation memorized in kin, you know, overcome a few objections. They're not going to be impossible for them, but consider that. So make sure people aren't passed off. Number one in recorded setting and number two, have them do a live role play in front of everyone. Okay. And then the second key, the second, um, observation, second way you can onboard new people in your company consider doing some type of bootcamp. This has seen, um, this is something I'm seeing a lot of companies do recently, guys that are having all the success.Speaker 2 (07:14):Jerry Fussell, they have all our guys flying in. They do this bootcamp and he doesn't have them all work in local in Vegas, but he flies him in and then some of them are staying. Some are going back to their markets, but they have groups of recruits come in a bootcamp style. And I know another company doing this is a true power. I've seen doing bootcamp style like this. They've been growing a ton recently had Alex Hogan whole on the podcast who is crushing it, doing some amazing things, growing a company done. I know they do boot camps. So success leaves clues, right? You're seeing these successful companies do these things. Maybe it's something you should implement. Okay. You don't necessarily have to do these things to be successful, but, um, it's something you should think about. Okay. So in Vegas they had all these recruits come in.Speaker 2 (08:06):They had, uh, you know, food ready and they, what was really cool about it is we were all staying at a big mansion there. So I thought it was cool. Cause everyone was learning the same speed. Everyone's getting motivated at the same level. They're all kind of in the same boat. They didn't feel like they were just a brand new guy coming in and just getting thrown into the wolves. They're all doing it as a team. So what I thought was really cool is just the level of excitement as everyone was going in. Um, I've never been in like, I dunno, Marines or Navy or anything like that. But it's how I imagined like Navy bootcamp going, like you're going in with a group of guys you're forming a brotherhood and sisterhood, whatever. And they're all kind of in the same boat, you all feel like you're connected, right.Speaker 2 (08:55):And you all want to see each other succeed. That's the feeling I got from this. So if you're at a company, if you're recruiting guys consider doing something like that, maybe it's just a day bootcamp, bring him in, have him play sports. Um, I don't know, do competitions up, have some fun, have a box of Pop-Tarts. That's what I, uh, I ate so many pop tarts to this house cause they had tons of pop tarts laying around and I have little snacks and stuff. Right. Make it fun. And then do the presentation and recording and uh, you know, make sure they get all the training. They can that bootcamp. Hey, and then the third thing, third observation, a third way. Third thing to consider as you're bringing on new recruits, this was a cool idea. I'd never seen it done actually before I got to their bootcamp, but they did a scavenger hunt and what was cool about it.Speaker 2 (09:51):And I didn't really think about this is before these new reps even go up to knock a door, he was having them go out and do a scavenger hunt. So in a way it's knocking doors, but you're not actually like, you know, you're not going to pitch in your, when you're not doing a presentation. Yeah. So on biggest, this was a prime place to do it. Cause he just took these, uh, band full of recruits, dumped them off on the strip and plenty of, uh, interesting things going on the strip, plenty of interesting people that do a scavenger hunt with, but uh, Jerry, he had them do things like take a picture with a baby, go do a trust, fall on someone random, uh, go get a picture with a cop, go do a dance in public. I don't know, just crazy stuff. And then record a video of it.Speaker 2 (10:40):Then he gave cash prizes to the ones that were the most interesting, the ones that were the craziest. And he had like three prizes with it. So I don't know, three winners, um, most interesting, craziest and longest. I can't remember what the third one was, but I thought that was a great idea. Send your guys out, uh, break the ice with them. And after they got back doing the scavenger hunt, everyone just came back like laughing, having a good time. They were out there essentially doing the same thing that we do on the doors. Right. And that's getting in uncomfortable situations in front of new people. That's what door knocking is soft. After that, he said, guys, you just went out and did basically what the job is. You didn't in a group, right? You did some wacky stuff. And people probably weren't really like mean to you, but that's what door knocking is.Speaker 2 (11:32):You're just going out in front of new people, doing something uncomfortable, but only now you're getting paid the big bucks for it. So maybe you're onboarding and bringing on groups of new recruits, go try out something like this. Maybe go to a scavenger hunt, get them to do something, to break the ice, get past their fears and show them that it's that hard. Sometimes we overthink door knocking so much prospecting really. That's all it is. And if you can learn to get past that fear, that's what it takes to be successful in the solar industry. So those are three just observations I had gave. Remember the first one though, I think is going to be your crucial and make sure any new person, even if you're just a one man band, you're a lone Wolf. And if you bring on anyone, it just makes sure they memorize a presentation, give them a script.Speaker 2 (12:24):And then if you want to take it to the next level, use a tool like Ciro talked about this on the podcast, but it is an app where you can record your presentations. It'll automatically transcribe it. It'll um, categorize it in the sections and objections. And it's great for training your reps in we'll help you take these things to the next level. So if you want access to that, go download our solciety app. You can join Solciety. You're going to get access to all these things, but consider using that tool like cereal for your company where reps can record themselves. So hope those things helped, whether you're, uh, you know, just recruiting reps yourself, or maybe you are the recruiting person at your company. Try that out. Let me know if it helps. We're definitely going to be experimented with them here in San Diego. And then remember on the next episode we're going to have Josh Peterson himself is going to drop some fire on what it takes to really build an empire and bring in quality recruits. So don't miss out on the next one, share this with anyone who needs to up level their recruiting game. And we will see you on the next episode.Speaker 3 (13:33):Hey, Solarpreneurs quick question. What if you could surround yourself with the industry's top performing sales pros, marketers, and CEOs, and learn from their experience and wisdom in less than 20 minutes a day. For the last three years, I've been placed in the fortunate position to interview dozens of elite level solar professionals and learn exactly what they do behind closed doors to build their solar careers to an all-star level. That's why I want to make a truly special announcement about the new learning community, exclusively for solar professionals to learn, compete, and win with top performers in the industry. And it's called the Solciety, this learning community with designed from the ground up to level the playing field to give solar pros access to proven members who want to give back to this community and help you or your team to be held accountable by the industry. Brightest minds four, are you ready for it? Less than $3 and 45 cents a day currently Solciety is open, launched, and ready to be enrolled. So go to Solciety.co To learn more and join the learning experience. Now this is exclusively for Solarpreneur listeners. So be sure to go to solciety.co and join. We'll see you on the inside.

DOWNLOAD SOLCIETY APP NOW! Speaker 1 (00:03):Welcome to the Solarpreneur podcast, where we teach you to take your solar business to the next level. My name is Taylor Armstrong and I went from $50 in my bank account and struggling for groceries to closing 150 deals in a year and cracking the code on why sales reps fail. I teach you to avoid the mistakes I made and bringing the top solar dogs, the industry to let you in on the secrets of generating more leads, falling up like a pro and closing more deals. What is a Solarpreneur you might ask a Solarpreneur is a new breed of solar pro that is willing to do whatever it takes to achieve mastery and you are about to become one.Speaker 2 (00:42):What's up Solarpreneurs how are ya? My name is Taylor Armstrong, and we are here as usual to help you close more deals, generate more leads and referrals, and hopefully have a much better time in the solar industry today. We're going to be jamming on some recruiting content. And the reason I want to talk about this is because recently I was at a, um, a little recruiting retreat, not retreat, but, um, our, uh, onboarding bootcamp with, um, my friend, Jerry Fussell, who's on the show at two episodes ago. So hopefully you listen to his podcast, ton of takeaways, and the guy grew over a hundred million dollar company, a solar company, and he's starting a new one. So some incredible takeaways from that podcast. But anyways, I was there at their, uh, bootcamp and we're jamming recording podcasts hanging out there, but I got to be just kind of a fly on the wall and see how they run their boot camps there.Speaker 2 (01:45):So I want to talk about a few things I observed. And then also next episode, we're going to have on Josh Peters, who is there, um, think director of experiences as title, but basically their recruiting experts. He came on the show was generous, generous enough to talk about what they do, um, you know, in their recruiting kind of their model. And then also just share the experiences he's had. He was an over, you worked over at door to door experts in, uh, in their recruiting department, recruited hundreds and hundreds of reps. So a ton of experience got to pick his brain as well. So I just want to give a couple of observations I noticed. And if you are in charge of your recruiting at all, um, you can get some takeaways from this, but also send this, um, it's nice to have someone that is over recruiting.Speaker 2 (02:40):So if you don't have anyone that's helping you organize your recruiting structure, your recruiting. I think that is a big secret. So if you're a company owner, or if you, you know, if you're just our rep at a company, maybe send this to your, you know, management, have your guys get someone that can help with organizing the recruits that can help with setting up a structure and that can help just getting everything squared away. So people have the best experience coming in. Cause the last thing you want to happen is guys coming in, they say, Hey, what am I doing? What does day one look like? Am I going to shadow someone? Uh, who am I going to shadow in them? What I see it's the majority of companies being quite friendly is it, they don't, they don't have these things set up. They don't know who's a new rep is going to go shadow.Speaker 2 (03:33):They don't know the exact steps that a new rep needs to take to be onboarded. And a lot of companies let's be honest. They don't even have someone at running or helping with this. So maybe you're a one man show trying to recruit. Maybe you're a rep at a company, whatever it is, consider hiring someone that you can get someone to yourself to help with your personal recruits feel, have someone, or just figure out a way to implement these things. But trust me, it's going to be a lot easier. You have someone that is dedicated to doing these things. So I'm going to jump into three ways to onboard new solar recruits. And then you don't have to have someone doing this, but anyone that is recruiting new reps, you're going to want to figure out a way, especially the first one I'm going to share with you.Speaker 2 (04:23):This one is absolutely essential and make sure you're doing this one, but the other two, just some observations that I had while I was at the, uh, their bootcamp this past weekend in Vegas. So here's number one. Okay. Crucial, crucial, crucial. Make sure every new recruit is recording and passing off their door, presentation or pitch, whatever you want to call it. I call it presentation because I'm in the, uh, knock start mastermind right now. And at 2:00 AM recurrent, the Benz's over in Spain says if we say pitch, so trying to get that out of my vocabulary, but presentation, right? To make sure every new recruit, every potential recruit. Make sure anyone you're bringing on is passing off their presentation. Okay. Everyone should have a script they're following. Right? Make sure they're recording it, passing it off. And what was really cool this past weekend in Vegas, not only did these recruits, these new recruits have to pass off their presentation, but they have to do it live in front of everybody.Speaker 2 (05:31):And Jerry Fussell was up there, he was listening. And a couple people, if it wasn't, if it didn't make sense, if it was lacking energy, if it would just way off, he made him go back, practiced outside and come back in and they had to passed off in front of everyone. So I thought this was a great idea. So I think it should be two things. Get, have them record it, do video audio, some way to record it, have them pass it off word for word that way, but they can, you know, they could just be reading the script probably if they're recording it. Right. So that's a good way to do it. But I think if you want to take it to a next level and what I really liked about what Jerry and the boys were doing is if you make them pass off live, it adds that pressure element to it, right?Speaker 2 (06:20):It's almost like performing in practice versus performing in a game. And obviously that's not, you know, a hundred percent how it's going to be on the doors either, but adds another layer of pressure. Right? And it's going to make them think that not much more, you're going to see if they actually have the presentation memorized in kin, you know, overcome a few objections. They're not going to be impossible for them, but consider that. So make sure people aren't passed off. Number one in recorded setting and number two, have them do a live role play in front of everyone. Okay. And then the second key, the second, um, observation, second way you can onboard new people in your company consider doing some type of bootcamp. This has seen, um, this is something I'm seeing a lot of companies do recently, guys that are having all the success.Speaker 2 (07:14):Jerry Fussell, they have all our guys flying in. They do this bootcamp and he doesn't have them all work in local in Vegas, but he flies him in and then some of them are staying. Some are going back to their markets, but they have groups of recruits come in a bootcamp style. And I know another company doing this is a true power. I've seen doing bootcamp style like this. They've been growing a ton recently had Alex Hogan whole on the podcast who is crushing it, doing some amazing things, growing a company done. I know they do boot camps. So success leaves clues, right? You're seeing these successful companies do these things. Maybe it's something you should implement. Okay. You don't necessarily have to do these things to be successful, but, um, it's something you should think about. Okay. So in Vegas they had all these recruits come in.Speaker 2 (08:06):They had, uh, you know, food ready and they, what was really cool about it is we were all staying at a big mansion there. So I thought it was cool. Cause everyone was learning the same speed. Everyone's getting motivated at the same level. They're all kind of in the same boat. They didn't feel like they were just a brand new guy coming in and just getting thrown into the wolves. They're all doing it as a team. So what I thought was really cool is just the level of excitement as everyone was going in. Um, I've never been in like, I dunno, Marines or Navy or anything like that. But it's how I imagined like Navy bootcamp going, like you're going in with a group of guys you're forming a brotherhood and sisterhood, whatever. And they're all kind of in the same boat, you all feel like you're connected, right.Speaker 2 (08:55):And you all want to see each other succeed. That's the feeling I got from this. So if you're at a company, if you're recruiting guys consider doing something like that, maybe it's just a day bootcamp, bring him in, have him play sports. Um, I don't know, do competitions up, have some fun, have a box of Pop-Tarts. That's what I, uh, I ate so many pop tarts to this house cause they had tons of pop tarts laying around and I have little snacks and stuff. Right. Make it fun. And then do the presentation and recording and uh, you know, make sure they get all the training. They can that bootcamp. Hey, and then the third thing, third observation, a third way. Third thing to consider as you're bringing on new recruits, this was a cool idea. I'd never seen it done actually before I got to their bootcamp, but they did a scavenger hunt and what was cool about it.Speaker 2 (09:51):And I didn't really think about this is before these new reps even go up to knock a door, he was having them go out and do a scavenger hunt. So in a way it's knocking doors, but you're not actually like, you know, you're not going to pitch in your, when you're not doing a presentation. Yeah. So on biggest, this was a prime place to do it. Cause he just took these, uh, band full of recruits, dumped them off on the strip and plenty of, uh, interesting things going on the strip, plenty of interesting people that do a scavenger hunt with, but uh, Jerry, he had them do things like take a picture with a baby, go do a trust, fall on someone random, uh, go get a picture with a cop, go do a dance in public. I don't know, just crazy stuff. And then record a video of it.Speaker 2 (10:40):Then he gave cash prizes to the ones that were the most interesting, the ones that were the craziest. And he had like three prizes with it. So I don't know, three winners, um, most interesting, craziest and longest. I can't remember what the third one was, but I thought that was a great idea. Send your guys out, uh, break the ice with them. And after they got back doing the scavenger hunt, everyone just came back like laughing, having a good time. They were out there essentially doing the same thing that we do on the doors. Right. And that's getting in uncomfortable situations in front of new people. That's what door knocking is soft. After that, he said, guys, you just went out and did basically what the job is. You didn't in a group, right? You did some wacky stuff. And people probably weren't really like mean to you, but that's what door knocking is.Speaker 2 (11:32):You're just going out in front of new people, doing something uncomfortable, but only now you're getting paid the big bucks for it. So maybe you're onboarding and bringing on groups of new recruits, go try out something like this. Maybe go to a scavenger hunt, get them to do something, to break the ice, get past their fears and show them that it's that hard. Sometimes we overthink door knocking so much prospecting really. That's all it is. And if you can learn to get past that fear, that's what it takes to be successful in the solar industry. So those are three just observations I had gave. Remember the first one though, I think is going to be your crucial and make sure any new person, even if you're just a one man band, you're a lone Wolf. And if you bring on anyone, it just makes sure they memorize a presentation, give them a script.Speaker 2 (12:24):And then if you want to take it to the next level, use a tool like Ciro talked about this on the podcast, but it is an app where you can record your presentations. It'll automatically transcribe it. It'll um, categorize it in the sections and objections. And it's great for training your reps in we'll help you take these things to the next level. So if you want access to that, go download our solciety app. You can join Solciety. You're going to get access to all these things, but consider using that tool like cereal for your company where reps can record themselves. So hope those things helped, whether you're, uh, you know, just recruiting reps yourself, or maybe you are the recruiting person at your company. Try that out. Let me know if it helps. We're definitely going to be experimented with them here in San Diego. And then remember on the next episode we're going to have Josh Peterson himself is going to drop some fire on what it takes to really build an empire and bring in quality recruits. So don't miss out on the next one, share this with anyone who needs to up level their recruiting game. And we will see you on the next episode.Speaker 3 (13:33):Hey, Solarpreneurs quick question. What if you could surround yourself with the industry's top performing sales pros, marketers, and CEOs, and learn from their experience and wisdom in less than 20 minutes a day. For the last three years, I've been placed in the fortunate position to interview dozens of elite level solar professionals and learn exactly what they do behind closed doors to build their solar careers to an all-star level. That's why I want to make a truly special announcement about the new learning community, exclusively for solar professionals to learn, compete, and win with top performers in the industry. And it's called the Solciety, this learning community with designed from the ground up to level the playing field to give solar pros access to proven members who want to give back to this community and help you or your team to be held accountable by the industry. Brightest minds four, are you ready for it? Less than $3 and 45 cents a day currently Solciety is open, launched, and ready to be enrolled. So go to Solciety.co To learn more and join the learning experience. Now this is exclusively for Solarpreneur listeners. So be sure to go to solciety.co and join. We'll see you on the inside. 

Casey and Chris are back with another informative and Geekly episode of Towelite Talk! They were reunited with a couple of their friends and went on a whirlwind adventure of eating delicious subs and listening to synthwave music. 2 days later they emerged and recorded this episode. Enjoy the show! INTRO GEEKIN' OUT Marvel - Movies, TV & Games Morbius Trailer Bill Murray joins Antman & the Wasp: Quantum-mania Werewolf by Night Halloween special DC - Movies, TV & Games Brendon Fraser Firefly in Batgirl The Trench was a Black Manta movie Darnell Metayer and Josh Peters are set to write Val Zod Stargirl Frenemies Keith David as Mr Bones Naomi - Jan 11 on CW SW - Movies, TV & Games LEGO Castaways Book of Boba trailer Disney Plus Day predictions COMMERCIAL Comics Marvel Silver Surfer GR 50th 2022 Iron Fist no more Valiant Year of Valiant Image No more 2nd prints Crowd$ourcery Eternal Warrior: Scorched Earth GN KS Hollowed KS

Though Halloween is usually full of laughs, a good fright, and quintessential trick-or-treating, sometimes things can be taken too far..... or at least they can in Gotham City! With the scary season coming to an end and the release of the latest Batman trailer, the Kennedy brothers talk about one of Batman's most influential comics to date: The Long Halloween! Follow us on Twitter and Instagram and DM us with your comments/guesses for the quote: @quotesnstuffpod Timecodes 0:00 Intro 6:54 Revealing Last Week's Quote 8:09 Quote 8:35 News 23:09 Batman: The Long Halloween News Dune 2 confirmed Val Zod - Superman HBO Max series reports Darnell Matayer and Josh Peters to write with Michael B. Jordan to produce Bill Murray joins the cast of Ant-Man and the Wasp: Quantumania Lightyear trailer Thunderbolts movie rumored at Marvel Book of Boba Fett trailer

La producción de la adaptación del nuevo Superman sigue adelante y suma a los escritores de Transformers: Rise of the Beasts y Black Mafia Family. Poco a poco se van confirmando nuevos datos sobre la nueva adaptación del Superman de Val Zod que prepara el actor y productor Michael B. Jordan y su equipo tras confirmarse el proyecto el pasado mes de julio. Tanto es así, que la próxima serie para HBO Max basada en el Superman de Tierra-2 ya tiene guionistas confirmados con Darnell Metayer y Josh Peters, escritores de Transformers: Rise of the Beasts y Black Mafia Family, entre otras producciones. Así lo confirma el medio Deadline, compartiendo más detalles sobre el estado de esta nueva serie que aún no ha confirmado a su protagonista. ¿Será Michael B. Jordan el nuevo Superman? Y es que el actor y productor Michael B. Jordan (Creed, Black Panther) pretendía llevar a cabo una película con un Superman negro, proyecto que finalmente se ha reconvertido a serie limitada para HBO Max. Tanto es así, que también hay en marcha un reboot cinematográfico de Superman, aparentemente, con un Clark Kent afroamericano a cargo de J.J. Abrams. Sea como fuere, Michael B. Jordan ya tiene escritores para una serie de Val Zod, cuyo protagonista todavía no se ha confirmado, aunque todo apunta a que será el propio actor el encargado de dar vida al Superman alternativo de Tierra-2 en los cómics. --- Send in a voice message: https://anchor.fm/carlos-roberto-gutierrez/message

EPISODE 170 | PS THIS IS AWESOME! A PlayStation Podcast We welcome special guest Josh Peters to the show to enjoy in discussions about Diablo II Resurrected, Little Nightmares 2, DuelSense Drift, and...

My knowledge of football in general is at a very basic level, despite a joy in watching the game and finding teams worthy of my support. Mixed in with a personal history of my football journey, we also have a quick review of the Premier League season with special guest Josh Peters, and also discuss possible future directions for Australia's A League in the hope to build it to the level it wants to achieve. --- Send in a voice message: https://anchor.fm/metalcavern/message

Set your fire alarms to X Æ A-12 because Jason and Steph are celebrating New Zealand Music month! Join them as the recover from zoom hangovers by binging watching Hollywood and (THE) Normal People. Who's ready for a K'lee revival? Only a gold coin donation to the most wonderful month of the year. Notes-TV and Streaming Normal People - TVNZ Ondemand We tricked Carole Baskin into giving us her first interview, Josh Peters and Archie Manners - YouTube Tiger King - NetflixPooch Perfect - TVNZ Ondemand Hollywood - NetflixMusicBic Runga - Something good, Sway, DriveOur Lady Peace - Innocent Kelly Rowland - Stole Grimes - Art Angels K'lee - Can You Feel MeSavage - Swing Zed - Renegade FighterTaylor Swift - ME!Good Night Nurse - Milkshake Joel Little (producer)Social Media@britneyspears - Instagram@garyjanetti - Instagram @adele - Instagram Celebrity/PeoplePolly GillespieGrimesElon MusicX Æ A-12Carole BaskinJoe ExoticRyan Murphy Sherpa Tenzing NorgayCarly Binding ••• If you have enjoyed our pod please rate, comment and share. Appreciate all the love. Follow Kick Ons @kickonspod - Instagram@jasonatthebasin - Instagram @stephaaniemoore - Instagram••• Edited by the lush Matty Bicket at TLCFacebookLinkedinmatty@truelevelcreative.com.au See acast.com/privacy for privacy and opt-out information.

On this episode, we discuss two topics that are top of mind. First, is the Coronavirus and how it's impacting the bourbon industry. Then we take a look at the hype and hysteria that surrounds Blanton's. We dive into the recent news of Blanton's Gold making its way to the US and if we think $120 SRP is a deal you should jump on. You will hear a new voice for a few minutes and that is Aaron Goldfarb. You may have seen his work on various publications around the web. He wasn’t able to stay on due to some technical difficulties, but we hope to have him on again soon. Show Partners: The University of Louisville has an online Distilled Spirits Business Certificate that focuses on the business side of the spirits industry. Learn more at uofl.me/bourbonpursuit. Barrell Craft Spirits has a national single barrel program. Ask your local retailer or bourbon club about selecting your own private barrel. Find out more at BarrellBourbon.com. Receive $25 off your first order at RackHouse Whiskey Club with code "Pursuit". Visit RackhouseWhiskeyClub.com. Show Notes: Barrel Shortage: https://www.thedailybeast.com/is-there-a-bourbon-barrel-shortage-on-the-horizon This week’s Above the Char with Fred Minnick talks about taxes. What are distilleries doing for coronavirus? History of Blanton's. How did Blanton's become so popular? Will limiting the purchases of allocated items work? Why don't distilleries use technology to manage this problem? Blanton's Gold coming to the US. Is it because of tariffs? Are they taking away from the European allocation? How can you make more product with only one warehouse? Will quality suffer with increased production? What other companies have a similar strategy to Blanton's? What do you think of the price point? Will Straight from the Barrel ever come to the U.S.? Thanks to Blake from bourbonr.com, Jordan from BreakingBourbon.com , Brian from sippncorn.com, and Aaron Goldfarb for joining. 0:00 Have you ever thought about a career in the whiskey industry? I'm not talking about being the next master distiller. But if you want a leg up on the competition, you need to take a look at the distilled spirits business certificate from the University of Louisville. This six course program will prepare you for the business side of the spirits industry like finance, marketing and operations. This is 100% online, meaning that you can access the classes at anytime, anywhere. So what are you waiting for? all that's required is a bachelor's degree, go to U of l.me. Slash bourbon pursuit. 0:35 So if you think back in the 1980s it was a bleak period for bourbon. 0:39 Thanks, thanks, Ryan. 0:43 Is poppin bottles they don't their shit what's going on around here? I'm listening really. I thought it was a good timing. 1:01 This is Episode 245 of bourbon pursuit. I'm one of your hosts Kenny. We've got a lot of news to cover. So let's hit it. Cova 19 are the corona virus is hitting everyone extremely hard. Now, I'm not sure why people are stocking up on toilet paper like they don't plan on leaving the bathroom anytime soon. But I'm sure most of us have enough bourbon to get us through this time. At this point, every major distillery has shut down tours. So if you had plans to visit the bourbon trail, please make sure you do your research before coming to see what is and what is not open. likely it's going to be nothing because even at this time, all bars and restaurants in the city of Louisville are admitted to shut down in person patrons. And in more coronavirus news. We've talked about this before about one of the benefits of having a state run liquor is that the product is always sold at SRP. Well, who could have predicted this but Pennsylvania one of those states where all spirits are government sanctioned and controlled have closed 2:00 All liquor stores in the state in definitely on Tuesday this past week. This also includes all online orders. So that means the entire state of Pennsylvania has literally zero access to bourbon. I guess after all this time we call them bourbon bunkers for a reason. 2:17 In a shocking vote, a bill is passed by the House licensing and occupations committee that allows Kentucky residents to get alcohol shipped to their door, but get this directly from the producer and wait for it without going through a distributor or retailer. This is a huge modernization and reform that could lead to a larger domino effect across the nation. Now this bill would require alcohol shipments meet very clearly labeled and an ID check and signature upon delivery. The producer would still have to pay the excise tax on all inbound shipments coming to Kentucky. However, retailers testified in front of the committee to express concerns about how the bill would negatively impact their businesses because people would be able to 3:00 for alcohol from their homes, and have it shipped to their door instead of going to the local retailer. In my head, I'm thinking, Well, yeah, that's kind of the whole point, right? However, that didn't matter. And now this amended House Bill 415 is going to the full house. We're going to keep you updated as this progresses. Is there a barrel shortage on the horizon? Well, Lou Bryson over the Daily Beast wrote an article where he interviews everyone from Cooper's to loggers and Miller's themselves. The loggers fear a shortage of white oak while the Cooper's really don't. Wood scientists see wetter conditions now than they have in previous years. And the increased deer populations actually eating acorns, which means less trees, and at this time, there's no plan to actually manage oak populations so it could lead to more maple and pure white oaks. However, independent Steve company says that they are coming off to rainy years where prices for logs were high, but now they see plenty of oak across 20 different states. Brown Forman cooperage says that they see more white oak now. 4:00 They have in the past 40 years, and the industry is doing better sustainability by harvesting oak at the right time to allow newer growth to form loosens up the pose talking about the coop urges only using about 2% of the hardwood industry. But he reflected upon his time spent with the logger. And he said that there is a lot of oak out there, but it's actually impossible to mill it because there's no Mills around and it's hard to get it out of the forest as well. So bourbon is gonna continue to be produced, but we'll have to see what the future entails. For the barrels themselves. You can read this story over the daily beast with the link in our show notes. Can bourbon be made in US territories like Puerto Rico and Guam? Well, Josh Peters over at the whiskey jug took this question to the TTB regulations division to see if it actually still would be legally called bourbon. Sure enough, they confirmed it that bourbon whiskey can be produced in Puerto Rico and Guam with reference to 27 CFR five dot 11 where the USA is defined 5:00 As the United States, the several states and territories and the District of Columbia, and the term state includes a territory and the District of Columbia, and the term territory means the Commonwealth of Puerto Rico. So there you have it. 5:15 Booker's bourbon batch 2020 dash one also known as Granny's batch will be released at 63.2% ABV or 126.4 proof. It is named after the sixth generation master distiller Booker knows mom, Margaret beam note. Although she never worked in the bourbon business herself, she certainly played an important role in keeping the bourbon family tradition alive, carrying the legacy on from the fifth to the sixth generation. She was very close with her oldest son Booker, who was instrumental in getting him his first job at the distillery where he would eventually go to become the master distiller. This bourbon is be released at six years, four months and 21 days in age. It would be available sometime around this month for around $90 for real 6:00 is setting aside six barrels to be chosen for and exclusively sold to the four roses mellow moments members. mellow moments is a special club organized by four roses that allows members of the general public to be a part of special gatherings, tastings. And you can stay up to date on for roses news. Plus get some cool trinkets sent in the mail every once in a while. new members can apply at select times during the year when the window opens, and the window to join when that membership does open is only for a handful of minutes so you better at quick. You can see their website for more details at mellow moments club.com. Now some pursuit series news episodes 22 and 23 are now available on sale box comm so if you're looking to get some killer bourbon shipped to your door during this time, head on over there and get stocked up. Episode 23 I'm super excited about because it's our oldest release ever at 15 years old. 6:57 Now today's show, we talk about two things 7:00 Things that are top of mind. First, it's that Corona virus, we had to talk about it. But we decided to change topics up a little bit because you've been hearing all about it on the news. So we got to kind of break away from it. And what are the bourbon is out there that can be just as argumentative. It's got to be bland. So we take the whole entire episode and talk about it. We take a look at the hype and the hysteria that surrounds it. we dive into the recent news of Blanton's gold making its way to the US and it do we think of $120 SRP, there's a deal that you should be jumping on. You're also going to hear a new voice for a few minutes when we start this. And that's Aaron Goldfarb. Now, you may have seen his work on various publications around the web, but due to some technical difficulties, he wasn't able to stay on for the entire podcast, but we hope to have him on again once in the future. All right, it's show time. Here's Joe from barrel bourbon. And then you've got Fred minich, with above the char, and remember, Go wash your hands. 7:58 Hey everyone, Joe here again. 8:00 I know I talk a lot about blending here. But we also have a national single barrel program, ask you a local retailer or bourbon club about selecting your own private barrel. Find out more at barrel bourbon calm. 8:12 I'm Fred MiniK. And this is above the char, death and taxes. So those are the two things that we are guaranteed in life to have to do taxes. April 15 comes around and every year I'm like son of beep, beep beep, had a night not remember to put all this together. And every year from a business perspective, I tell myself, I'm going to do a better job of keeping my books. And I never do. I never do I just focus on what I do. And then toward the end of the year, I rush and do all my books and well, I'm a procrastinator, if you will when it comes to the accounting side of my world. I need to get better at it. I will. But you know what, at least I don't have to pay 60 to 80% 9:00 Have taxes on everything that I do. And that, my friends is what Kentucky distillers have to pay about 60% of every bottle of bourbon that you buy, if you tally up all of the 60% of that goes to taxes. What's interesting about this is that Kentucky bourbon gets taxed six to six different times off the still in the barrel in the case in the bottom, and then the consumers pay a sales tax and in Kentucky, they have to pay a wholesale tax as well. So you have all these different taxes that they have to pay, that leads to leads to basically more more and more money that has to go to the government just for them to produce whiskey. Now, here's what's messed really, really messed up is that the distillers don't mind paying the taxes necessarily. They actually look at it as like hey, you know what? 10:00 This is not necessarily a bad thing. All that money a lot of that money gets earmarked to go to roads and schools of Kentucky. So like in Anderson County, you drive through there, and you see the nice roads and schools. Those were basically built by wild turkey and for roses, which puts a lot of money into that government infrastructure. Also Kentucky bourbon, the taxes are specifically earmarked for education. I think a couple years ago, when when things started, you know riling up with the teachers here, it became public that bourbon pumped $30 million into the education system. So I've always said like, if you want to, if you want to improve the Kentucky education system, buy more Kentucky bourbon. In fact, when you buy Kentucky bourbon no matter where you are, you are actually helping the roads, the schools, the children, the teachers, you're helping our entire state. So thank you 11:00 Because we have pretty nice roads out in the rural areas because people buy a lot of bourbon. But here's another fun fact, it wasn't until 2011 that the distillers were even allowed to write off their, the fact that they were paying these taxes, they would have to wait too until they bottled it and put it in the market before they could write off the expense of the the out of alarm tax that they were facing. So American whiskey has all these weird, awkward tax laws, that every time I start complaining about having to do taxes or do my books, I kind of look at myself in the mirror and say, Well, at least I'm not a distiller. So remember that this year, as you're going to put your taxes together, however you do it. At least you're not having to do 60 to 80% on the taxes and you get to write everything off when it's time to write it off. And that's this week's above 12:00 The char Hey, if you have an idea for above the char hit me up on Facebook, Twitter or Instagram, until next week, cheers 12:11 Welcome back to another episode of bourbon pursuit the official podcast of bourbon Kinney and Fred here tonight people's champ isn't able to make it because of Corona virus things that are happening. So we'll go ahead and, you know, we'll send our best wishes to Ryan, he doesn't have a Corona virus. I don't want to make that make that clear. The way I said that probably sounded like really dire. No, he's actually trying to do some things for his for his job and set up daycare because we've got a lot of things happening where schools can be shut down for the next few weeks here in Kentucky. So he's got to make sure that he's taking care of his employees tonight. So we're gonna miss Ryan tonight, but we will go on without him. So before we kind of introduce everybody here, I kind of want to talk to Fred Are you are you Doomsday prepared? You guys got enough bourbon and toilet paper to get you through for the next month? Well, you know, 13:00 Like today was you know, I wasn't supposed to be on today because I'm supposed to be in San Francisco for the competition but last minute 13:08 you know we had a scare ourselves and my wife she's the on the committee for like getting the Louisville VA hospital prepared for the coronavirus. So we've been getting prepared I think for the last three months in fact, we we thought there's a tornado coming. Yeah, there might be a tornado coming. So we had a little tornado drill with a family. We all went down to the basement and I was really proud. We brought chips and toilet paper and you know, the baby had something to play with. So we got this. You Baby could play with toilet paper too. Well, he went he went down there and he went straight for the bourbon. I'm like, this is my kid. 13:48 It's in the DNA. Yeah. Alright, so let's go ahead. Let's go around the horn real quick. And but first before we hit some of our regulars, I want to introduce somebody that's new to the podcast and we have a special 14:00 And tonight so Aaron Goldfarb, who you will have probably seen from a lot of articles out there online. So Aaron, welcome to the show. Thanks for having me even though I don't know how to use a computer apparently so 14:14 it's okay. Well let it slide this time. We'll we'll do some tech support next time when you do calling a pinch hitter here. Absolutely. So just kind of give everybody a quick recap or kind of summary of like, who you are, where you write and everything like that. Yeah, I'm a, you know, accidentally fell into becoming a blues writer. I write a lot of whiskey articles, but I write cocktail articles, beer articles and food articles for places like Esquire punch, fine pair whiskey advocate, bourbon, plus my favorite place to write. 14:48 I've written a few books to hacking whiskey, most notably for your audience. Gather around cocktails was my most recent book and 14:57 just learned that my kid has been 15:00 next two weeks off school. So I think this is the end of my writing career for a while, at least. 15:05 We're all trying to set up some sort of daycares at home or, I don't know, maybe we should just like go out and like, buy the like 5000 piece puzzles off of Amazon and be like, here you go. This is your next two weeks. Exactly. 15:18 Alright, so, Blake, how you doing tonight? Doing well? Yeah, always good to be back. Just straight into my intro. I feel like we're kind of changing things up. So, you know, do I give the regular Hey, I'm Blake from bourbon or do I just talk about coronavirus or, I mean, you can talk about what's happened in your area. I mean, it's ya know, our craziness happening. No, it's well, I had the flu last week. So I feel like I was out and wasn't the corona virus was just the flu. So we're not we're not born. Yeah, yeah, I got tested. I got tested. I tested positive for the flu. So I decided, I guess I didn't test negative for Corona. But there's been no cases in Florida that I'm aware of. But no, it's just it's crazy. I mean, 16:00 The TPC, that's a huge thing in this area. And so they actually announced today that they're suspending all all fans from the tournament. And you know, this golf tournament will bring in over 100,000 people to come and watch it. So it was pretty disappointing. You know, I was supposed to be 16:21 I was supposed to be going out to a tournament with my son tomorrow. So that's a little disappointing. And it's spring break for us. And as you can see, my daughter's like in the background. So they're talking about extending spring break here as well. 16:39 But yeah, yeah, this should be interesting. I don't know. I'm, I'm one who, I just think you've got like a 1% chance of actually hitting and being devastated. So I'm like, I'll just be unprepared and 99% of the time, I'd be correct. So it's just that 1% gets me But no, so 17:00 lost interest for the longest episode we're about to get into. 17:04 You're right on point there. So So Jordan, what's happening? You're part of the world. Well, the Quran hasn't been declared so Western Eastern pa right. There's a bunch of cases nothing in Pittsburgh. So Pittsburgh's I wouldn't say naive, but like right around today was the first time a little bit of unease and unsettledness kind of kicked in. Right? And now that the NHL canceled the penguins, right, people are super upset. But I'm sure we'll be seeing cases pop up super soon. I don't really even know if they're testing or if they have test kits here in Pittsburgh yet so I'm sure there's cases that we don't know about. So I don't know. Thankfully, it's a state run liquor system. So there's tons of tons of bottles still on the shelves. I think people want to buy that one. But it's there slowly. And Brian in our part of the world Yeah, you're part of the world. Thanks for having me again, Brian with sipping corn Find me a bourbon justice calm. And I my only effect so far is tonight. Instead of doing this, I was going to be 18:00 Drinking an Evan Williams 23 year old old fish Gen 15 in the in the 101 12 year Evan Williams with a client and client had travel restrictions and wasn't supposed to go anywhere and so got my thing cancelled so now it's personal because it kept me from ever. But other than that, it's it's hasn't really affected me. I've got my daughter home from Dayton. They kick them out early. They won't be going back 18:28 to just I've got my bourbon Splott I'll be alright. And at one point for Aaron Aaron, I have to tell you this before I forget I tried to do from hacking whiskey the the bacon infused bourbon. It was probably the biggest flop that I have ever created in my life. I will need to talk offline. I need to know the secret because theoretically, everything about that I should just love and I ruined both urban and bacon doing. That's funny. I always tell people it sounds harder to do. 19:00 Fat washing that it is and it's almost impossible to screw up. But I guess 19:06 I've actually had a very similar experience, Brian, so I have a few minutes. You don't you want to slowly render the bacon made the mistake of like, crispy and I think just the brightness came through so that's what I yeah, yeah. Can't get black. Yeah, absolutely no Okay, good bacon pursuit come and say, 19:29 Hey, I'd go for I'd listen to that it sounds delicious peppercorn all over. So Fred, you've been kind of close to this, because I know at least with the corona stuff, you've been actually reaching out for distilleries kind of give us the latest on what's been happening with what the Steelers are doing for preparing for this? Well, I mean, you ask them personally, a lot of them will say it's all bullshit. And then when it comes to like a corporate message, they'll come out and say, 19:56 well, we're closing visitations starting 20:00 Monday so beam has closed visitations for you know Maker's Mark and the other properties. Starting on Monday, 20:11 brown Forman announced the closures of their Kentucky facilities for visitations on Sunday. And jack daniels on Monday. New rep has made similar announcements I have not heard yet back from heaven Hill. I've reached out to them a couple times. I've not heard back from them yet. Interestingly, places like the smaller distillers seem to be the ones that are kind of like, you know what, we're still doing tours like NB Rolen 20:40 in Western Kentucky was very proud to say that, you know what, we're still doing this. And, you know, so a lot of them have these kinds of plans in place, or for the visitor side, and they're all continuing production. I think production is like I think that's one of the 21:00 The hardest questions answers like what if one of the workers gets test test positive? what's what's the protocol? They're like? I mean, I really don't know what the manufacturing protocol is for when you have a pandemic and someone tests positive for something that gets out into the market. You know, do you have a recall? I mean, 21:19 I mean, those are the kinds of questions that they have to be taking. But at the same time, the Kentucky distillers association is meeting with the governor's office who has been meeting with the vice president. So I mean, we're like three degrees away from, you know, the highest office in the land here, when it comes to what can affect the Kentucky distilleries. So I'm not a I'm not an expert. And I'm not going to claim to be but from what I understand is that this is all basically through respiratory and oral is kind of how it gets transferred really easily. So unless people were like spitting in the mash tubs, I'm not too sure exactly. Even that it's probably because he's in a hallway. Yeah, and so I'm not too sure. Honestly, if even if 22:00 worker does, you know, come in and it actually is affected. I think the only thing that it might actually affect is just the production. Probably just send everybody home do shut down production for X amount of days, come back, do a deep clean, you know, go back, go back to work. Yeah, but there is this whole thing where you have to 22:19 the government's issue, like, where people had it, what would what they touched where they went, you know, I was, you know, I was somewhere and got it in and someone was there the day after me and I got an email about it. And, you know, that was kind of one of the personal scare for me, but, you know, I don't know, like, if somebody works in a factory, you know, does the government then require the that factory to issue a statement to its consumers, and I just don't know it. There's not really a precedent for any of this. 22:54 It's very, very scary. And I think it's more so right as much as they might want to keep many 23:00 fracturing right there just one part of the manufacturing puzzle. So if a farmer who distills the grains and drops them off, right not to sales, I'm sorry for the farmer harvests the grains and drops them off for the trucking company, he drops them off, or they can't drop them off because they have the colonel virus. Got any random ash, you're not doing much, right? Same with barrel, stuff like that. So I think it goes the whole or friends point, maybe you don't have to notify consumers, but then you got to notify your whole manufacturing chain, right. And maybe folks then don't want to drop off supplies because they're afraid that they're going to catch it for their employees. So I think it's just not as simple as you know, the virus doesn't survive much longer. You know, once it's out of somebody's system in the air wasn't just something for more than a few hours. So consumers should be safe, but it's more How does it impact everyone they interact with up and down the whole supply chain? Yeah, I think probably the biggest issue that's really is facing right now is the tourism aspect, which has been really it's been what the industry has been hanging his hat on, you know, with the with the rise of these like, the trade wars, you know, 24:00 This was the one thing that everyone said, Well, we still got like, domestic growth and we got tourism. And so you know, this is you take out the more than 2 million people coming here to visit Kentucky distilleries. I mean, my god there, there are talks in town about impacting the derby. I mean, I can't even imagine not having the derby. Brian, can you? I mean, I just can't I can't, I can't envision it. Now. I heard that today, too. They're talking about maybe postponing and it's, you know, they're still looking at it. No decisions made yet but that's, it's just crazy talk. I mean, let's face it, Churchill. I mean, there'll be like, I just bet from home. Oh, 24:44 yeah. Where's that from all right, no, fancy sign up for twin spires club and they'll give you you know, $50 free or whatever, and they'll be laughing all the way to the bank. 24:56 The other the other component of this, that 25:00 should be getting Blake excited, actually because a sale box is that this is going to be one of the moments where we see an enormous increase of shipments and people don't want to get out of their house. So they're not going to go to a liquor store. What are they gonna do? They're gonna buy, like, going to visit seal box calm or wherever. And 25:25 go Fred. Yeah. 25:29 It's 40 like 40 25:33 but uh, you know, that's that's what's going to happen. Is there going to get deliveries? I mean, we're all right. We're getting deliveries from, from Whole Foods and Kroger right now. So it's crazy. Yeah, I think there was somebody had actually talked about on our discord chat a little bit earlier through Patreon. And they were saying, Well, what happens if Corona gets spread into Amazon into these delivery services? And it was like, yeah, it's 26:00 It's a true concern. The other part of this is thank god they're heavily automated, right? There's robots that basically pack those boxes for everybody. But when someone sneezes on a robot, 26:11 what 26:14 are they ended to? Whatever this was all just a way for the robots to take control, actually run a virus. I'm with you on that. Now. I mean, everyone's talking about walking dead. But what if this is really Terminator about to happen? 26:29 They planted the seed. 26:32 conspiracies, Fred. What? 26:35 Surprise now pushing back in conspiracies speaking of vodka conspiracy, Jordan was today's email like a backhanded compliment to 26:44 Tito's yesterday What are we taught Hey, hold on. Let's let's set the stage here because I have no idea what 26:51 newsletter right for whiskey Wednesday, I went out and it was a PSA on how to make your own hand sanitizer. So he did give Tito's the nod and the fact that they are 27:00 aggressively letting consumers know whenever they tweet or interact with them on social media that no you cannot use Tito's for hand sanitizer because it's not 60% alcohol right so we did harm we do give them credit on that one right but I mean, let's be real if you're going to use hand sanitizer and you must use bourbon we prefer you drink it, but at least use 120 proof bourbon to do something right. But there's a comment in there too. Tito's about like, well, at least they're clearing some of the facts up and 27:27 crafted you know, made in Texas kinda 27:31 just made sure wasn't reading into it. But once again vodka fails. I mean, you look at it it's like everyone's like starting to champion it for something that it can make me be valuable for and again even do handsome. 27:46 That's that's a perfect way to end this. I don't really talk about coronavirus anymore, do you? Oh, yeah. No, no, no, that was much hysteria. Yeah, that was a nine. All right, good. So let's move on to the kind of the meat of the show here. Let's Shall we 28:00 Wait for Blake to open his bottle here because we can all hear it all that loud. 28:06 He had the mute control to hear it immediately. It's like gay. There we go. I'll mute him. Alright, perfect. 28:15 before the show started, you know, Aaron, you would think 42 times into this he would have figured it out. 28:23 But this is this is just like it's everything about get sanctioned. Yeah, it's it's either that his Wi Fi dies. I mean, it's, it keeps going. So, Alright, so let's kind of get into the meat of the show. Because the one thing that we've all kind of seen is just the hysteria that is surrounded Blanton's. And to kind of just give a little bit of background and context there is a great article that was posted by Chuck Cowdery back in 2013. And he gave a history of bland so I'm just gonna go ahead and just take like a minute or two just to read this just so everybody kind of gets up to speed on it because I know we've had people requests 29:00 Like, Hey, why don't you do an episode on the history of blends? Come to find out. There's probably not a whole lot that we could do a whole episode about. So this is gonna be it right here. So if you think back in the 1980s it was a bleak period for bourbon. thankthank Ryan 29:18 is poppin bottles they don't. They're shit what's going on around here? I'm listening Really? I thought it was a good timing. See, Aaron? This is what I'm talking about. Nobody, nobody's learned the proper or how to pour their PR, or I've got my mute button. I'll use camera but I pre poured everything and sure your next go. I've already popped a bottle or two on the show. So I think we're good. All right. I think everybody's got their bottle pops out of the way. Alright, so in the 90 or sorry, in the 80s. sales were down. inventories were high profits were under intense pressure and whiskey assets were changing hands. Most large producers were no longer independent. Instead they were part of conglomerates and with a portfolio of a household names back then. 30:00 Back then F Ross Johnson was the powerful CEO of Nabisco. Nabisco had a subsidiary called standard brands that included fleshman distilling. 30 Falk was the CEO of Fleischmanns and Bob Brandt and this guest Moran discuss my I'm gonna screw that up was the president. In 1983, Johnson decided to sell standard brands to Grand Metropolitan. A few years later, green Metro Metropolitan merged with Guinness to form biagio. Green Metropolitan already had a thriving drinks business that included JMP scotch and Smirnoff vodka, assuming they would be replaced after the sale folk and burnt Miranda's kiss. I know that's bad, resigned and started to start their own company. fulke was previously an executive with schenley. So he approached Muslim reckless, whose conglomerate own schenley about selling some assets Falk and Baranski has originally tried to acquire old charter, but reckless always needed money, so he agreed to sell ancient age bourbon brand and the distillery that produced 31:00 It then it was called the Albert B Blanton distillery. Today's Buffalo Trace folk and Baranski is called the new company h International. As the name suggests, they believe Bourbons future was outside of the US. One of the first moves was to enlist the master distiller at the time Elmer T. Lee with the creation of Blanton's single barrel bourbon to appeal to the Japanese market, but with multiple extensions in Japan and the US in 1991, fulke and Burns has sold 22 and a half percent interest in Asia international to Japan's to current shoes a with the right of first refusal to purchase the remaining shares in 1992, Fulk and Burns has sold their shares to Tucker for $20 million to car immediately sold the distillery to Sazerac but retain the corporate entity and brand trademark. Today Sazerac still owns Buffalo Trace and Buffalo Trace still produces all the whiskey for agent age, Blanton's and other age international products and brands using Nashville number two, which is also being used for Bourbons like Rock Hill farms as well. 32:00 Well, Chris Phalke commented on the article, and he said that that was his father ferdie had passed away from cancer in 2000. But Blanton's was the original super premium brand. And he said he can remember watching him draw the packaging idea on a napkin back in 1983. So follow all of that. Very. So. Yeah, I'd like to add, I'd like to add to that, because this is something that gets really lost in the history of that brand. And I would argue we could have a whole show on the history of it. 32:31 But in the 90s, basically, when the Albert Blanton was was head of the distillery he used to, 32:42 he used to take people out, and he used to pick barrels for him. And then he would actually put that into the Kentucky retail market, effectively making it like a single barrel asset, but they weren't really calling him single barrels back then. And so people you know, Sazerac were always you to use 33:00 It in their marketing that it was the first commercially available single barrel that often got pushback by people. But indeed, it was, but that brand had a huge impact on the world. You know, in my book bourbon I wrote about like how important it was for Japan and how it kind of opened that market up. Another thing that Blanton's did that was really important is it pissed off Maker's Mark and it started making fun of Maker's Mark and advertisements for the saying like, Oh, you have to talk about your wax because your whiskey isn't any good. So they kind of like you know, played with Maker's Mark in their own game and they went back and fourth. And so they had like this state, but blends created this statewide tasting competition, in which they selected tasers and Lexington and Louisville to to have a taste up between makers and blends. Blanton's one Lexington and makers one Louisville so plans is a really really important brand. 34:00 The return of bourbon and this Return of the the introduction of the gold. Blanton's is like For God's sake, it's about time. You know, it's about I want to want to get to that, because that's a that's a big part of today's show. But what I want to do is I kind of want to just trace this back about two years. And I want anybody that has a theory on why the hell did Blanton's just skyrocket in popularity? I know that we've seen it on some TV shows and everything like that, but was there was there something that happened that I missed that all of a sudden this round bottle the horse on top just just went crazy? I have a theory. So I want to jump in, but I guess I will. So I think it's and I wish I had notes because I talked to Chris Comstock about this the other day about 35:00 There's supply the supplies, not 35:04 the supplies, basically, I think it's like five x of what it was a few years ago, is what they're producing now. So it's not nearly as bad as people think. But in my opinion, what started to happen was a lot of these distributors in the store started seeing what was happening with Pappy and you know, the antique collection. And so they started allocating on the distribution side. So then instead of stores just like yeah, or whenever you want, they'd say, Oh, we can only give you two bottles. Well, then the stores start telling the customers Hey, look, I'm only getting two bottles of this. It's at that price point that makes it you know, the high end the bottles cool, it's it's, it tastes good. And so then as you know, that started building, you go into a store and see two bottles, you grab them and then there's an empty shelf. So then the I think the hype just started building and scarcity sells. So now every time people see it on the 36:00 shelf, it's like, oh, I've got to grab as many bottles as I can find or as I can get, because who knows when I'll see it again. 36:07 And that all seems to be happening happening over the last two to three years. I tell the story of that blanes was actually the first barrel pick I ever did for bourbon er, and that was back in 2015. And I remember the the retailer marked it up to I think it was $64. And I lost, you know, so many people saying that they're not going to work with a retailer that was trying to gouge like, I bought five cases, I had a few friends buy a bunch of cases. And now if I got a Blaine's barrel, you know, it'll be gone in a day and you could probably sell for 100 bucks a bottle or something crazy like that. But I still think it's all kind of like a an artificial demand or artificial shortage created by that middle tier. But that's just my opinion. I think it also has to do with the fact that right, so around that time, and don't get me wrong. We've been fans of Blanton's I think back in 2014 we caught 37:00 Call it out on the site that we weren't sure why people were overlooking up. But then is Buffalo Trace in general, right? So all their Bourbons started becoming more known to folks people started realizing Oh, pet Van Winkle comes from Buffalo Trace. Oh BTC What's that? Okay. And then Elmer got really big, right? And then others started getting big. So especially if they wanted a single barrel, right, they go in Hey, can I get an armor? Oh, you can't get an armor. But look at this cool bottle. You get this little horse top or his little wax on little bags, and I'm just finding the box. Why don't you go for that instead? Right? And it was just one of the it's just one of those things where people just want the next thing right so all right, so I can't get any other Buffalo Trace product. What else you got? You got plans, you can get that pretty easy. I'll take one of those. Right and then people start doing a little research, especially if people are really into bourbon. They realize that there's Blanton's gold, there's plans straight from the barrel, which used to be again, easy to find. So two years ago, it was what around two years ago I think master mouth stop shipping right and a lot of store shop stopped shipping from over in Europe. And it was just that snowball effect, right? There's no rhyme or reason to a lot of stuff. It's just people like to hoard people like to know what's cool. 38:00 Blanton's cannon right? Everyone, I'm sure has friends who asks, What should I buy in the store used to be really simple to say, Oh, just pick up a bottle of blends. It's great bourbon, reasonably priced. Just go for it. Right. I still say that. And then I catch myself going, except you're not gonna be able to find anymore, which stinks. But I think a lot of it is just that snowball effect that took place with consumers, especially around Buffalo Trace products. You brought up something very important. Jordan, as you brought up, Elmer T. Lee, and I've been thinking about this a lot since Kenny posed the question to us before the show about why did planes take off and I remember specifically after Elmer died, you could not find a martini you could not find it. And the one bottle that everybody recommended after that, because it was accessible was Blanton's, you know, it was a Rock Hill farms. It was always Blanton's was the was the bourbon that people recommended after Elmer T. Lee passed away. There couldn't be a more fitting bourbon to recommend since that was the 39:00 One that he brought, you know, he brought to life. And, you know, Elmer kinda gets forgotten. You know, Elmer doesn't get talked about as much as you know, some of the other deceased distillers like Booker know and Parker beam. And it's a real shame because he was a Titan of a distiller and I think that he would be, you know, smiling quite happily to know that his stuff was being It was very difficult to get he wouldn't be very happy with the price gouging. But I do believe that that is when it all started was in the in the quest to find Elmer. They got Blanton's and liked it. Fred, I kind of remember a little there was a at least a couple year time period where to me it was the opposite of that. People wanted Blanton's and and Elmer was aged couple of years more than Blanton's and I couldn't figure out why people wanted Blanton's instead of Elmer. I mean they're 40:00 is a time period where it over took Elmer. And I don't know anything about the production. I don't know anything about what's being withheld. But it it to Blake's point, it sure looks that way. So there's another thing that's sort of happening right now. And that is Buffalo Trace and heaven Hill are implementing new systems where you can only purchase allocated items that haven't healed sometimes it's once a month. And in the case of Blanton's at Buffalo Trace, they're now doing this once every three months of actually scanning your driver's license and turning people away. And this is because if anybody is unaware, the line that has been growing for Blanton's at the distillery has just gotten chaotic. I'm talking like two to 300 people that are waiting at six o'clock in the morning to get a bottle of regular Blanton's at the distillery. And so, you know, Aaron, kinda want to pose this question to you and get you get you involved here. Do you think this new system has a chance to actually succeed and work 41:00 Well, I was gonna 41:03 Aaron, you're cutting out, buddy. I think we lost him. Yeah, he and Blake or Sharon schleifer. 41:10 Want to bring them on camera? Yeah. 41:15 Yeah. Try to try to drop and come back on and come back if you can like maybe plug in or something. I'm not too sure. We'll, we'll get you. We'll get you in here. 41:26 All right, so so we'll take that in a different direction. So, Blake, do you think that has an actual chance to succeed with this particular kind of system? So what's the actual system again, sorry, I was typing whatever you know. 41:43 Loud they're only allowed how many bottles like one a month or something? It's this is what happens when like the teacher calls in you and you weren't paying attention. 41:53 Helen has placed they've had an in place for like two years they haven't held where they scan your license when you buy. Like buffalo grease implemented the same 42:00 Yeah, I mean you know you think about will it did that for a while and then they had their their do not sell to lists and everything, it'll, it'll definitely slow things down but I don't know. I mean, I think that's good because 42:15 ultimately you want some bottles at the distillery whenever people come and visit you. I had this experience a few weeks ago and we're up there and a friend of mines like, man, none of these, you know, these distilleries have any bottles like I thought it'd be able to get something cool. You know, heaven Hill, at least had. I remember what we got. I think that William heaven hill there. So at least there was something but that's the hard part is you don't want just the locals to come grab everything that is available. Turn around and throw it up on Craigslist or wherever people are selling these days. We don't do that in Kentucky man. Yeah, it's never happened. Right? Yeah. But you know, so you kind of want to spread it out a little bit. So I think that'll help. Um, but you know, it's 43:00 Like anything else, people are going to do what they want to do, they're going to send their sister they're going to send their cousin they're going to send, if they really want it that bad, but overall, hopefully it kind of spreads the allocation a little bit further. And I'll say, since I'm not located in Kentucky, right, I, at least from heaven Hill standpoint, I actually appreciate that they do that now, because it seems more often than not, whenever I go down to Heaven, Hell, and I always stop by when I'm in town, these tend to have a few bottles, right? That's, I think, based on the fact that they're helping to limit people from buying them. So from that standpoint, I think it's fantastic, right, especially being somebody who's visiting Kentucky and wanting to go I make sure to stop by the distilleries and buy stuff, but now they have stuff to buy, which I'm super appreciative. Yeah, and that's actually part of the reason this was actually implemented was Freddy Johnson was on the stage with Fred at legend series recently, and he talked exactly about this that this is all because of just trying to counteract the flipping game. And if you can limit of what people can get, then you can do that. And plus, they want to 44:00 Word people that are traveling from all around the country to go and visit the distillery and they want to get something unique while they're there. And this is an opportunity to actually make that happen. It's you know, they could release a lot more bottles to 44:15 we'll get to that option. Yeah. It's a difficult it's difficult, you know, I look at it, I look at it from the perspective of like, every time, you know, they, they, the distillers, like, wish for something and then they get it. And then like, five years later, they're like, Oh, shit. Yeah, like net. Like, I remember when they were lobbying for this. They were like, begging to have special bottles. They were begging to have this attention and this FaceTime with the consumers. And now you hear them and they're like, crap, what are we going to do? You know, like now they're facing some of the same problems at their retailer partners have so a lot more headaches for them for sure. 45:00 him personally, you know, three months is, I think a little bit generous. I would have rather seen a year. Because if there's two to 300 people lining up to do this, and they're bringing their brothers, their sisters, their cousins or aunts and their uncles to get a bottle of Blanton's. Like, let's just nip this, like it's Blanton's after all right, like it is it's good whiskey. But let's let's try to let's try to curb this because I don't see a reason why people should be going this nuts over and if they have a bottle of bourbon. And I think I remember seeing a lot of comments when people announced that this system is getting put in place. They're like, Oh, like why are you gonna hurt your you know, your biggest consumers and your cheerleaders and I'm like, they make a lot of different whiskey. There's a lot of different bourbon out there on the market. Like don't pin yourself into just like that one bottle. You know like that Nashville makes a lot of different stuff, right? So like you don't you don't need to be pigeon holing yourself and it just one particular kind of whiskey for everything. 46:00 You drink? Yeah, I was at a store one time and a guy was asking the clerk for it he's like you guys got any Blanton's as a total wine and and so everyone having plantains and I was like hey man like actually they've got a Hancock single barrel pick that they've done and it was like I think seven years old or something 46:20 the exact same mash bill you know, maybe it wasn't in warehouse H or whatever it is, but pretty much the exact same thing is like I don't want that crap. I'm like, Okay, nevermind. No, I mean why bother? No, you bring up a really good point though Brian right? The whole point the whole reason they had the horse in the first place right and way back when wanted spelled lens which is cool, but to entice people to keep buying it. So then you do find people who actually you know, for multitude of reasons right and I'm not judging whatsoever who once they find something and they do want to collect it just for that purpose. I realized you can buy the stopper from Buffalo Trace itself right? But they actually didn't want to start collecting the bottles just to get the topper so not only do they like up and other like corn 47:00 I need to get all the rest of them. Right. So now their demand is well, I just don't need one or two. Now I got to find all I got to the letters, I got to fill it out. Exactly. Right. So it's it's, they've kind of created a little bit of a headache in that sense for themselves. If there was no letters on the bottle, that would definitely eliminate a little bit of that from some well, and a lot of people in the comments have said that the dump date being on every bottle, you know, how many posts have you seen, you know, oh, my kid was born or you know, oh, I'm looking for this dump date. Yeah, work on whatever they want. Yeah, whatever it is, they they want that data on there. I mean, it's it's marketing genius is what it is. It's a product of success. You know, I think Fred alluded to this a little bit of they worked really hard to make these things popular and, you know, get special releases out of the distillery. And then I don't want to say it backfire, but I think it caused them more headaches, and they probably they were thinking it would but it's a product of success. So at the end of the day, I don't think they mind it. 48:00 No no no one thing that none of these companies are doing is they're not utilizing technology you know and Kenny I'd like to get your your thoughts on this because you're the tech guy but How hard would it be for them to like create like an order and hold or some some kind of system for online to connect with a point of sale where someone could plan their trip and then come pick up a bottle I just I just feel like there's so many opportunities to alleviate these problems that they never seem to explore they they're stuck in these inundated antiquated stand in line look at an ID kind of crap. I think it's just simple ecommerce is that a lot of and I think we've touched on a lot of times, even just retailers and everybody else in general, like this type of market is is behind the curve of what we see in every other type of industry. And so if they don't take the initiative to try to figure out like, how do we get our hands in the how do we get our product into the hands of consumers faster, easier, and less friction and make them 49:00 A happy consumer. If you don't take that into account, then they're not gonna do anything about it. You know, the other thing is, is that if you look at what the SAS rack is building with blends and Buffalo Trace and everything, like, they don't really, I mean, they're gonna sell out no matter what. So do they need to go through all that extra effort to invest in an e commerce platform to invest in something where like, I don't know whether they have their own online, put your email in a database and come and pick your bottle up on this date kind of thing? I don't know if they really need to. So it kind of like I said, there's there's, it's a double edged sword from there. And you do actually so Fred, I mean, that's a great point that you make both Kenny and Fred but you do see some distilleries doing that, right. So look at new ref. Look at angels MD with their main club, right? They both do that when they have special releases come out, you can pre buy and they give you a 30 days to pick them up or X number of days to pick up. I think that's it's great. And it's also great for again, if somebody is out in town to be like, Alright, I got a month to go pick this up. I'll plant quickly. 50:00 trip around this or something like that, right? And it drives people there. And then I'm sure once they're there, they're like, Well, shit, I'm here by some other stuff, whether it's from that distillery or local store around there, whatever. But it's just great for the local economy in general. And I wish more distilleries did that. He was envies absolutely crushing their special bottles. People make events out of that. And I have never talked to one unhappy person out of there. I mean, I hear I hear so many unhappy people coming out of heaven Hill, there's so many people, unhappy people coming out of out of SAS, right. Really no one from being but I don't think anyone's necessarily going there for special releases. But the key distilleries that have special releases of all them angels envy is crushing it by far that program that they have people love it. Yep. And plus, it's an easy way for you to kind of like allocate these things online. And not only that is you basically sell it before anybody actually picks it up. So it's, it's, it's instead of like putting it out there and hoping people come like, it's all online if you make it easy and frictionless 51:00 Then you're gonna have a much better way to you don't have that kind of like cash flow in that pipeline coming into man. What if they did like bourbon futures where you could like, you know, buy like a case of Blanton's five years from now. So technically that's kind of what Bardstown bourbon company is doing. So they their barrel pick now is you pay $1,000 deposit to get it, and then which I guess not technically futures, but then you let it age as long as you want. And essentially you just pay the same price for whatever the standard bottling is whether you let it go to 10 years or you let it go six months. 51:39 Yeah, yeah, I'm familiar with that. It's just not it's not proven, but like Blanton not nearly as exciting to Yeah, I mean, that it is it is a concept for sure. But like, I mean, imagine like if you could, if you could buy a futures, Pappy 23 right now when your child is born, 52:00 or something like that. You do it in a heartbeat. Yeah. Now, right now I would nobody would want to track that accountant. Somebody put in the or Aaron put in the chats about basically that's how Bordeaux works and yeah, you know the it's not like a Pappy 23 where you're waiting 23 years but there is some time there and it is interesting to see how that whole market works and I mean, it's pretty crazy. We may get there one day, the ghosts Yes, that's the one thing that we don't that we don't have that the wine world has is like these really high level business people call negotiators who basically broker every single thing. And I think that's why angels envy so successful with that program as West Henderson is kind of like a hybrid, you know, in this world. He's such a business forward leaning mind and you know, it has his dad's DNA. Anyway. All right, I want to shift topic a little bit because this is still gonna be Blanton's, but the biggest news 53:00 That happened last week or was it two weeks ago whatever it was was the idea and the announcement of Blanton's gold coming to the US 53:11 What do you get if you mix Seattle craft, Texas heritage and Scottish know how that's to bar spirits to bar spirits traces its roots to a ranch in rural Texas run by the founder, Nathan kaisers family for six generations. Nathan grew up on the ranch with stories of relatives bootlegging moonshine, and after moving into Seattle, he wanted to keep the family tradition alive any open to bar spirits in 2012. They're very traditional distillery making everything from scratch and each day starts by milling 1000 pounds of grain. Their entire product lineup consists of only two whiskies, their moonshine, and the only bourbon made in Seattle. Both bottles are being featured in rack house whiskey clubs. Next box, rack house whiskey club is a whiskey of the Month Club. And they're on a mission to uncover the best flavors and stories that craft distilleries across the US. 54:00 Have to offer rack house ships out to have the feature distilleries finest bottles, along with some cool merchandise in a box delivered to your door every two months. Go to a rack house whiskey club comm to check it out and try some to bar for yourself. Use code pursuit for $25 off your first box. 54:21 The biggest news that happened last week or was it two weeks ago, whatever it was, was the idea and the announcement of Blanton's gold coming to the US. And for anybody that has been a bottle chaser or you've been into bourbon for a little bit. We've all known that. Blanton's gold and Blanton straight from the barrel are something that we gravitate towards because you like oh, it's higher proof and, and now we're all like oh, and it's got a shiny gold horse. So of course I want all these. As Ryan said earlier, I want the I want the ski with all the gold letters on it now. So the there's a few questions that arise with this and the first one. I'm going to 55:00 Come to his tariffs, because one thing that we've seen is that tariffs are being it's being catastrophic to the whiskey industry in regards of just it's both sides of the coin here. Now, there is the idea that people are saying, Okay, well, if we are going to have to pay tariffs, then let's go ahead and hold more whiskey back that we know that we can sell to our existing consumer base here in the US. Do you all think that this is a reaction to that? Or do you think this was planned out a little bit further in advance? And they said, You know what, we're going to just do this because we're, let's go ahead and make some more headlines. I'll go first, right. I think 100% has to do with tariffs, right? I think they are looking in real time and how to react. I think they saw a business opportunity. And they're going for it right. They don't want to have products sitting there, or they don't want to overcharge consumers, 55:55 to needlessly sell to no one in Europe, if no one's gonna be paying that price. 56:00 They saw Hey, Blanton's is hot, let's make it happen. And 100% that played into it, whether there's a little pre work behind the scenes going into it potentially. But don't get me wrong, that current tariff situation 100% played into this. I also want to mention that in the press release, they also said that this is going to be an SRP of $120 for this particular bottle too. So don't forget that. 56:21 I like to say that at the top of Buffalo Trace is probably the single smartest person in the entire spirits industry, Mark Brown. That man had this plan probably five years ago and had a rollout leading up to it. And this year is probably going to be like, like some additional Weller products, maybe a single barrel or something like that. I mean, you're going to start seeing like Buffalo Trace, kind of like, take their super premiums and dice them up into more limited edition releases. And it's it's all about getting another skew getting another press release at another company. 57:01 They they own a lot of the conversation market, they own a lot of the store they own almost all the skews that all the retailers want. And if they every time they add one, they've got another one. So they have another reason to have a meeting with a retailer they have another meeting to have a meeting. Another reason to have a meeting with a an on premise person plans goal, in my opinion, is probably just one of the actually well they're foolproof last year was the beginning of the rollout of seeing the kind of evolution of what Buffalo Trace is planning to do with their premium product. They're dicing them up gradually raising those price raising the prices up a little bit more and making them even more valuable. Yeah, and I don't know that's a it's looking at it from a marketing standpoint. Genius. Yeah. 57:57 I don't know there's there's a lot better 58:00 Values out there in my book and I just I I try to resist so much of the hype and I I like the ancient age products probably better than than their other mash bill and and other than some Weller 12 or the the B tech, William LaRue Weller the ancient age math is my favorite Mossville. 58:25 But the marketing just it rubs me the wrong way. I get it. And I wish Aaron was able to stay on because he could speak very highly to this with his experience at Esquire and some of the other more industry facing publications. I'm just telling you, man, you could just throw you could you could dangle any Weller Blanton's, even Buffalo Trace, you know outside of a Manhattan window and you'll have like 50 bro dudes chasing it down. It's the stuff is crazy. And it's genius. And congratulations to them for doing it. It's absolute genius. 59:00 But there's so much for roses and wild turkey out there that that in other brands that are so much better and so much more of a value, I just don't get it personally. So so then that then that then that that's not really a knock on them. That's basically that's our job to say, hey guys can't get this, you know, try this and i and i think Jordan does a great job of that. I think Blake does a great job of that. Kenny, you really just drink it all. So 59:30 Equal Opportunity drinker. That's right. 59:33 And so Fred, I kind of want to like take a counter argument to kind of what you said a little bit, because there was something that came up in the chat by Dave Preston. And he had mentioned that, you know, he thinks that this has to do with like, increased stock that's resulting from ramped up production. However, I kind of look at it and think like, well, maybe they're just taking and to take Jordan's side of this. Maybe they're taking away from the European allocation now and just shifting to the United States, because we've all been 1:00:00 on tours here, right. And we all know we've been in the Blanton's bottling Hall, every day you're in there. They were bottling plants, and they're doing it around the clock every single day. And it doesn't seem that they can keep up with the demand. So where is all this extra inventory coming from? If you don't think it's just like taking away from European allocation and from tariffs, if, like how to keep pumping out more product. So again, this is my opinion, this is all been planned. These are not knee jerk business people. These are very smart strategic, especially when it comes to marketing, and they happen to have great whiskey. And I just think this was a part of it. Did they change their European allocation? Hey, maybe they did, but I think this product was always planned. Maybe Maybe it got bumped up a little bit for for anticipation of more terrorists or continued tariffs. But I think this has always been in, in creation. And I think we're going to see a lot more 1:01:00 from, from that distillery with new products coming out of their heavyweight prop brands like Weller and Blanton's, and, you know, I don't think we'll see anything added to the Buffalo Trace antique collection. But I think you'll start seeing more limited releases. I got to push back just a little bit on that too, though, Fred. So I think, don't get me wrong. I think it's super smart if they were planning this for a few years, right. But I think I would categorize them just as smart for being a very smart businessman. If they read the current situation. They read the current landscape, the current tariffs and said, Alright, how can we capitalize this? Right? How can we turn this around and make it so that it works in our favor? Right, I'd say that'd be a just a smart individual and just a smart move. So while it may be planned, right, I got to give them I hope I'd give them credit for reading the current landscape and saying, what can we do to make this work in our favor? And hey, maybe both are Right, exactly. You know, so like, what I know is I'm not running a billion dollars. 1:01:56 I'm sitting here. So I am, this isn't 1:02:00 Confirm, but it was basically like kind of backdoor confirmed of Buffalo Trace production. So they were producing about 12,000 barrels a year in 95 by 2010, that was around 100,000 barrels. And by 2018, it was 250,000 barrels. 1:02:17 So may not be exact, but gives you an idea of the ramp up. They've been doing over the last, you know, two decades. So when you talk about they may not have had to steal from the European allocation. That's where I think there is more barrels that are going around now whether or not it's just a you know if it's really because of tariffs or is just because, you know, take advantage of the US market a little more. I think it could be a little bit of both, maybe it turned out to be good timing. But at the end of the day, I think they love the new press releases, they love the new brand extensions. You know, what was it 1:02:54 is it benchmark that's getting the next redo You know, we've seen them do it with well are now the 17 1:03:00 to benchmark and I think well, you know, they've kind of evolved the H Taylor brand to have a new release every year. I think we'll just like Fred said, we'll just keep seeing new bit several new releases each year because they want to be able to go back to t

Humans of Teaching seeks to display how great teaching isn't something that is contained in a traditional classroom. Rather, it can be found anywhere great teachers can be found. Josh Peters of College Park MMA shows us exactly that in our episode today. After years of working consistent 17 hour days, teaching elementary school students and then training clients in the various fields of martial arts on the side, Josh was exhausted. Something had to give. He had to make the decision of whether to stay as an elementary school teacher and give up training and coaching, or the reverse, but no matter the choice, Josh wouldn’t be giving up on his passion and devotion for teaching. It was with that realization that College Park MMA was born. In Josh’s interview, he walks us through the history, philosophies, and training routines for the three main styles of martial arts that he teaches at his school - Brazilian jiu-jitsu, Sanda, and mixed martial arts. When asked of his teaching philosophy for training his clients, he says “It is the same as when I was a classroom teacher. My first job is to build a rapport with each and every student and understand what their goals are.” Josh sees that great teaching doesn’t have a fixed setting, and that he is going to put his students in the driver’s seat, to learn through action, no matter who they are or where they are. Be sure to subscribe to Humans of Teaching on your preferred podcasting platform so you don’t miss a single episode, and check out our website to learn more! Learn more about College Park MMA by visiting their website! Check out Cyber Ninjas Global, a non-profit organization designed to provide STEAM education to underprivileged youth. Are you a teacher with a unique story and perspective to share? Email us at humansofteaching@gmail.com for a chance to be on the show! Follow us on Twitter: @HumansOfPodcast Like our Page on Facebook Sign up for our mailing list We post teasers of every upcoming interview for the month on Twitter for our “Listener Questions” segment. If you have a question for any of our interviewees, make sure to comment you question to our post on Twitter to have it asked live on the show! We are always looking to make Humans of Teaching better and better with each new episode. Please make sure to leave a rating and a comment on what aspects you really enjoy about the podcast and some things that you would change. This podcast was made for you! Thank you all for your continued support.

Inspiration Narratives encapsulate the world and experience of Black Creatives and Creative Entrepreneurs like Julian Mitchell(@Allthingsmitch) with Age of The Creative's Kyle Harvey(@HarveyWins). The Black Creative ™️ is a Black History Month series celebrating a myriad of black Creatives and Creative entrepreneurs in Fashion, Music, Fine Art, and Storytelling by @ageofthecreative. Created in collaboration with Bryon Summers, Josh Peters and Chris "Heezy" Hurtt. For more visit: AgeOfTheCreative.com/theblackcreative-Julian

Join us while host, Josh Peters, discusses some of the basics for choosing and setting up a set of sights for compound bows.  He also touches on a few techniques that helps judging yardage.

Inspiration Narratives encapsulate the world and experience of Black Creatives and Creative Entrepreneurs like Lili Lopez(@lilitinalopez) with AOTC's Kyle Harvey(@HarveyWins). The Black Creative ™️ is a Black History Month series celebrating a myriad of black Creatives and Creative entrepreneurs in Fashion, Music, Fine Art, and Storytelling by @ageofthecreative. Created in collaboration with Bryon Summers, Josh Peters and Chris "Heezy" Hurtt. For more visit: AgeOfTheCreative.com/theblackcreative

Inspiration Narratives encapsulate the world and experience of Black Creatives and Creative Entrepreneurs with Age of The Creative's Kyle Harvey(@HarveyWins). The Black Creative ™️ is a Black History Month series celebrating a myriad of black Creatives and Creative entrepreneurs in Fashion, Music, Fine Art, and Storytelling by @ageofthecreative. Created in collaboration with Bryon Summers, Josh Peters and Chris "Heezy" Hurtt. For more visit: AgeOfTheCreative.com/theblackcreative

Join host Josh Peters as he introduces their new Backyard Archery and Outdoor Pursuits Podcast channel.

Pages of My Heart is the very first album released from our special guest this episode, Josh Peters. We're thrilled to have him on the show for Volume 50! Josh is an all-around super dude. We were so happy to catch up with him and talk about the release of his new album, how he has been distributing it, the process of writing, choosing musicians, the evolution of contury music and much much more. By day, you can find Josh doing the best tattoos around at High Tides Tattoo Shop in Saint John. He loves his work, he loves his country so grab your headphones or turn it up, we hope you enjoy this episode!

A mysterious and dangerous record by Memphis Minnie and Kansas Joe invites a terrible evil into a collector's life. how far would you go to complete your collection? Originally broadcast on The Curiosity Peddler, Weep and Moan, was produced in the studio of WDRT, Viroqua, Wisconsin, 91.9 FM. With the voice talents of Eddie Nix, Margot Hipwell, Jake Stephens, Josh Peters, and Carl Schlect. Live sound effects by Josh Peters and engineered by Rusty James. Thanks to Kevin MacLeod of incompetech.com for the recorded music. Weep and Moan was written by Mark Slade. First broadcast OCTOBER 25, 2015 --- Send in a voice message: https://anchor.fm/bloodnoir/message

A mysterious and dangerous record by Memphis Minnie and Kansas Joe invites a terrible evil into a man's life. how far would you go to complete your collection? Originally broadcast on The Curiosity Peddler, Weep and Moan, was produced in the studio of WDRT, Viroqua, Wisconsin, 91.9 FM. With the voice talents of Eddie Nix, Margot Hipwell, Jake Stephens, Josh Peters, and Carl Schlect. Live sound effects by Josh Peters and engineered by Rusty James. Thanks to Kevin MacLeod of incompetech.com for the recorded music. Weep and Moan was written by Mark Slade. First broadcast OCTOBER 25, 2015

The Minnesota Vikings offseason continues to churn along, the 2018 quarterback position is up in the air, and everyone has their dream free agents and draft crushes in mind. To help chop through the soup, we've got our guy Jordan Reid (@JReidDraftScout) to chat about Josh Sitton, Josh Peters, and take a look at mid-late round draft running backs. Plus we head to Blue Door for some Vikes Over Beers with Josh Pelto (@JoshPelto) and Ben Theis (@SkolMarketing)! All that and more "Vikings Go Better With Beer" chatter on this edition of the Purple FTW! Podcast! A Carlson Digital Joint Twitter: http://twitter.com/purpleforthewin Facebook: https://www.facebook.com/purpleftwpodcast/ Instagram: https://www.instagram.com/purpleftwpodcast/ Website: http://purpleftw.com iTunes: http://purpleftw.com/itunes 1500ESPN: http://www.1500espn.com/tag/andy-carlson/ PodcastOne: http://www.podcastone.com/purple-ftw Stitcher: http://purpleftw.com/stitcher iHeart Radio: http://www.iheart.com/show/263-Purple-FTW-Podcast/ YouTube: https://www.youtube.com/c/purpleftwpodcast https://www.youtube.com/channel/UC6Xt29Fi1ES6C1fEtWFUFIw?sub_confirmation=1 Bookmark us on Amazon & show some love! http://purpleftw.com/amazon Music for the Purple FTW! podcast is created by & produced by deeB. To hear more of his tracks, check out http://soundcloud.com/deeb  

In Episode 2, Josh Peters, Meridith McNeill and Dewie Sherwood compete in such games as Modern Movie Shakespeare Monologues, Monster Mashup Fashion, and a FAKE NEWS edition of our final showdown! If you enjoy the show, please subscribe, rate, review, on iTunes and follow us on Twitter/Instagram at @TinyMoneyPod. 

Dayo and Bryon have been missing in action for some time now. WHERE ARE THEY!? While we’re searching high and low, friends of the show and James Anthony and Josh Peters have taken over the studio. The guys bring the show to the busy streets of Union Square in NYC to discuss how film and photography overlap and the goals of being bi-coastal. #ShootingWithShooters Instagram @IamJamesAnthony @Lucky_Peters
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@BryonSummers
 @ShootingWithShooters PIC OF THE WEEK
 @CavierColeman
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This month's episode of the Curiosity Peddler introduces us to a mysterious and dangerous recording and asks the simple question, how far do you go to complete your collection? Learn the answer to that question and more during this Halloween episode of The Curiosity Peddler.The Curiosity Peddler, Weep and Moan, was produced in the studio of WDRT, Viroqua, Wisconsin, 91.9 FM. With the voice talents of Eddie Nix, Margot Hipwell, Jake Stephens, Josh Peters, and Carl Schlect. Live sound effects by Josh Peters and engineered by Rusty James. Thanks to Kevin MacLeod of incompetech.com for the recorded music.Weep and Moan was written by Mark Slade.

Today's episode of the Curiosity Peddler begins with a strange thunderstorm leading to the story of an unusual box, interplanetary portals, and ancient temples. Find out as the Curiosity Peddler tells the story of The Compulsory Box.The Curiosity Peddler, The Compulsory Box, was produced in the studio of WDRT Viroqua, Wisconsin, 91.9 FM. With the voice talents of Josh Peters, Brand Myer, Margot Hipwell, and Carl Schlect. Live sound effects by Josh Peters and engineered by Rusty James. Thanks to Kevin MacLeod of incompetech.com for the recorded music.The Compulsory Box was written by Carl Schlect.

Jamie and Mark are joined by Josh Peters of The Whiskey Jug, to discuss whisky reviews, whisky clubs, blind tastings, favourite whiskies, and washroom habits.

Today we bring you the first episode of a new audio series, The Curiosity Peddler. Join the Curiosity Peddler around the fire and warm yourself with a tale of the world before the meltdown called The Bounty of the Sea.The Curiosity Peddler, The Bounty of the Sea was produced in the studio of WDRT Viroqua, Wisconsin, 91.9 FM. With the voice talents of Claire DeCoster, Jane Kouba, Jake Stephens, and Carl Schlect. Live sound effects by Josh Peters and engineered by Rusty James. Thanks to Kevin MacLeod of incompetech.com for the recorded music.The Bounty of the Sea was written by Jake Stephens.

A favor for a friend turns into an unsolved mystery when Gerda and Sven get trapped in a mansion on the night of a big blizzard. Who stole the family heirloom? The untrustworthy investment broker? The spaced out free-spirit? Or maybe the out of work actress? Angers flare and accusations fly as Sven and Gerda try to solve the Case of the Stolen Star.Today's show was produced in the studio of WDRT Viroqua, Wisconsin, 91.9 FM and originally aired on March 22, 2015. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Carl Schlect as Mr. Wiggins, Margot Hipwell as Mrs. Gammeldame, David Ware as Robert Blessing, Chava Curland as Jennifer Blessing, and Dodie Whitaker as Karma Blessing, with live sound effects by Josh Peters and Rusty James as our audio engineer.Recorded music used in this production was by Kevin MacLeod of incompetech.com.The Case of Stolen Star was written by Leif Erickson and Josh Peters. 

Josh Peters is director of Equity Income Strategy for Morningstar, and has been for over 10 years. He is also the writer and editor of Morningstar DividendInvestor, the newsletter that is built around the portfolio that he manages. He is also the author of The Ultimate Dividend Playbook. His strategy is to emphasize the production […] The post DR 167: Interview with Josh Peters of Morningstar appeared first on The Dough Roller.

A mysterious body shows up in the small town of Norsetown and everyone has a theory. Everyone but Sven Marlow who hasn't been seen for days. With Sven gone, who will solve the mystery? Gerda Henshorn puts the clues together to find Sven. But is it too late for them both? Find out in the Case of the Missing Gumshoe.This show was produced in the studio of WDRT Viroqua, Wisconsin, 91.9 FM and originally aired on January 25th. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Carl Schlect as Undersheriff Benson and Abdi, Kat as Elise, and Adam Fogelson as Victor Tyshenko, with live sound effects by Josh Peters and Rusty James as our audio engineer.Recorded music used in this production was by Kevin MacLeod of incompetech.com.The Case of the Missing Gumshoe was written by Leif Erickson and Josh Peters.

A simple day working on Sven's car, The Judge, turns sour when a knock on the head changes Sven from a mild mannered small town detective to a tough hard boiled private Dick. Meanwhile, Mrs. Isenborg, a family friend, needs Sven's help to find her lost dog.Will Sven still have what it takes to solve his latest case? Will Mrs. Isenborg ever see her dog again? Will Sven come out of his amnesia before he hurts someone? The only way to find out the answers to these questions are to listen in to the latest episode of Sven Marlow, Small Town Detective. Today's show was produced in the studio of WDRT Viroqua, Wisconsin, 91.9 FM. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Carl Schlect as Abdi, Margot Hipwell as Mrs. Ingleborg, Adam Fogelson as Eddie Diamond, and Sophie Leppanen as Jessie Barns, with live sound effects by Josh Peters and Rusty James as our audio engineer.Recorded music used in this production was by Kevin MacLeod of incompetech.com.The Case of Mrs. Ingleborg's Dog was written by Leif Erickson and Josh Peters.Stay tuned for the next Adventure of Sven Marlow, Small Town Detective.

Sven starts the night working on his taxes but ends up in another place and time that needs his help. Will the Judge warm up to Sven? Will warm milk and root beer calm his tired mind? Will Sven find the answers he and his friends are looking for?Find out the answer to these questions and more in this episode, Sven Marlow and the Case of the Pioneer's Dream.Today's show was produced in the studio of WDRT Viroqua, Wisconsin, 91.9 FM. The cast today included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn and Ruby, Carl Schlect as Undersheriff Benson, Sheriff Benson, and John Marlow, Adam Fogelson as Percival J Hammer Esquire, and Kat Tigermann as Elise and Elly with live sound effects by Josh Peters and Rusty James as our audio engineer.Recorded music used in this production was by Kevin MacLeod of incompetech.com.The Case of the Pioneer's Dream was written by Leif Erickson and Josh Peters.Stay tuned for the next Adventure of Sven Marlow, Small Town Detective.

An old flame leads Sven down the rabbit hole of his past when he takes a trip to the big city. Will Sven survive another encounter with the girl of his dreams? Will his arch nemesis finally break Sven's spirit? Will Sven finally get a good cup of coffee? Learn the answers to those questions and more on this episode of Sven Marlow, Small Town Detective. The Case of the Forgotten Woman was produced in the studio of WDRT in Viroqua, WI. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Carl Schlect as Abdi and the Bartender, Adam Fogelson as Albert Einstead, Jane Kouba as Marie, and Kat Tigermann as Mother Einstead with live sound effects by Josh Peters and Rusty James as audio engineer. Some of the recorded sound effects are used under a creative commons 3.0 license from soundbible.com and freesound.org. Recorded music used in this production was by Kevin MacLeod of incompetech.com. The Case of the Big City was written by Leif Erickson and Josh Peters. Stay tuned for the next Adventure of Sven Marlow, Small Town Detective.

A Secret Lodge. An Ancient Manor. Spirit communication from beyond the grave? Will Sven and Gerda get to the bottom of the mystery in time to stop the Grand Master from making a big mistake? Find out on Sven Marlow, Small Town Detective, in the case of the Haunted Knight.Today's show was produced in the studio of WDRT, 91.9 FM or on the web on wdrt.org in Viroqua, WI. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Carl Schlect as James Matsen, Adam Fogelson as Winston the Butler, Margot Hipwell as Madam Vablotsky, and Kat Tigermann as Gertrude's Ghost with live sound effects by Josh Peters and Rusty James as our audio engineer.Some of the recorded sound effects are used under a creative commons 3.0 license from freesound.org.Recorded music used in this production was by Kevin MacLeod of incompetech.com.The Case of the Haunted Knight was written by Leif Erickson and Josh Peters.Subscribe to the Old Hills podcast to keep up to date with our original programing and listen to previous episodes.Stay tuned for the next Adventure of Sven Marlow, Small Town Detective.

Sven Marlow tangles with a tribe of gypsies and winds up in over his head. Why are gypsies camping in the hollow? Who is stealing the trinkets and jewelry? Can Sven dance? All of these questions and more will be answered in this episode of Sven Marlow.Today's show was produced in the studio of WDRT in Viroqua, WI. The cast today included Steve Laurden as Sven Marlow, Kat Tigermann as Ellise and Sandy, Carl Schlect as Dmitri, Abdu, and Undersheriff Benson, Jackie Kolenko as Lovina, and Josh Peters as Hiram Yoder and Bobby Jo with live sound effects by Josh Peters and Rusty James as our audio engineer.Some of the recorded sound effects were used under a creative commons 3.0 license from soundbible.com and freesound.org.Special guest musician Jackie Kolenko on guitar and vocals. Recorded music used in this production was by Kevin MacLeod of incompetech.com.The Case of the Gypsies Lament was written by Leif Erickson and Josh Peters.Subscribe to the Old Hills podcast to keep up to date with our orignial programing.Stay tuned for the next Adventure of Sven Marlow, Small Town Detective.

Chris is joined this week by special guest Josh Peters of Morningstar to talk about dividend investing. Chris also considers the 5 year anniversary of the Lehman Brothers collapse and the subsequent market declines as well as the upcoming Fed meeting this week regarding the possibility of tapering its bond buying program. Herb Montgomery discusses his small business offerings and Mike Burton explains the upcoming deadlines for reverse mortgages.

In this episode Sven must solve the mystery of crop circles, midnight sonic booming, and even aliens over Norsetown. Will he solve the mystery without losing his sanity?Aliens Over Norsetown was produced in the studio of WDRT in Viroqua, WI. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Kat Tigermann as Ellise the Landlady, Carl Schlect as Undersheriff Benson, Adam Fogelson as Albert Einstead, and Jackie Kolenko as Mrs. Einstead with live sound effects by Josh Peters and Rusty James as our audio engineer.Some of the recorded sound effects were used under a creative commons 3.0 license from soundbible.com and freesound.org.Music used in this production was by Kevin MacLeod of incompetech.com.The Case of Aliens Over Norsetown was written by Leif Erickson and Josh Peters.Subscribe to the Old Hills podcast to keep up to date with our orignial programing and listen to previous episodes by browsing to oldhillsaudiotheater.podbean.com or subscribe to the podcast in itunes.

Join us as Sven and Gerda recover an ancient piece of Norweigan history with a little help from an old friend.Today's show was produced in the studio of WDRT in Viroqua, WI. The cast included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Kat Tigermann as Ellise Elefsen, Jane Kouba as Bobbie Sue Thompson, Adam Fogelson as Wellington Grey, Carl Schlect as Ronnie the Rat, Undersheriff Benson, and Bystander 1, Josh Peters as Bystander 2 and live sound effects and Rusty James as our audio engineer.Some of the recorded sound effects were used under a creative commons 3.0 license from soundbible.com and freesound.org.Music used in this production was by Kevin MacLeod of incompetech.com.The Case of the Serpent and the Rat was written Josh Peters and Leif Erickson. We love feedback! Please let us know what you think of the show.

Listen in as Sven Marlow, Small Town Detective does his best against a pair of Nordic kidnappers, Lutefisk, and a piece of his past, long forgotten. Today's show was produced in the studio of WDRT in Viroqua, WI. The cast today included Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn, Jane Kouba as Marie Skarsgard, Kat Tigermann as Ellise the Landlady, Carl Schlect as Abdu Dooba, Undersheriff Benson, and Jonson, and Josh Peters as Jack and Knute, with live sound effects by Josh Peters and Rusty James as himself and as our audio engineer. Some of the recorded sound effects were used under a creative commons 3.0 license from soundbible.com and freesound.org. Music used in this production was by Kevin MacLeod of incompetech.com and the Allman Brothers. The Case of Syttene Mai or Die was written by Leif Erickson and Josh Peters.

Today's show was produced and recorded live on April 28th in the studio of WDRT in Viroqua, WI. The cast includes Adam Fogelson, Jackie Kolenko, Kat Tigermann, Dodie Whitaker, Carl Schlect, Rusty James, and Josh Peters, with live sound effects by Josh Peters and Rusty James as audio engineer. Some of the recorded sound effects were used under a creative commons 3.0 license from soundbible.com and freesound.org. Music used in this production created by Kevin MacLeod of incompetech.com. Boargeld the Wild Boarier was written by Lynsie McCaw and adapted to audio by Katherine Tigermann, Carl Schelct, and Josh Peters.

Join Sven Marlow as he attempts to solve the Case of the Ancient Iceburg. Today's show was produced and recorded live on March 24th in the studio of WDRT in Viroqua, WI. The cast includes Steve Laurden as Sven Marlow, Michelle Pedretti as Gerda Henshorn and Mr. Grant's secretery, Margot Hipwell as Evey Triggestad, Adam Fogelson as Bruno Dobbs, Carl Schlecht as Undersheriff Benson and Mr. Grant, and Josh Peters as Deputy Gates, with live sound by Josh Peters and Rusty James as audio engineer. Some of the recorded sound effects were used under a creative commons 3.0 license from soundbible.com. Music used in this production was by Kevin MacLeod of incompetech.com. The Case of the Ancient Iceburg was written by Josh Peters based on characters and situations created by Leif Erickson. Thanks to snowshot on flickr for the great detective photo.

- Josh Peters, Editor of Morning Star Dividend Investor - Please call 1-800-388-9700 for a free review of your financial portfolio

A down on his luck bum gets more than he bargained for when he asks for spare change. Originally aired on the February 24th Old Hills Theater show on wdrt.org , 91.9 Viroqua. Produced by Carl Schlect, written by Josh Peters and Leif Erickson, featuring the vocal talents of Adam Fogelson, Patti Knower, Carl Schlect, and Josh Peters.

Dr. Josh Peters is the Missions Director at Fire School of Ministry in Concord, NC.

What is Twitter and how can I start using it effectively for my business? Discover some of the best practices for maximizing Twitter for your business success. Do quantity of your Twitter followers matter more than the quality? What should you tweet about? What's the best way to use Twitter for your specific industry? Learn the answers to all these questions and more with our guest Josh Peters, co-author of TwittFaced: Your ToolKit for Understanding & Maximizing Social Media."

What is Twitter and how can I start using it effectively for my business? Discover some of the best practices for maximizing Twitter for your business success. Do quantity of your Twitter followers matter more than the quality? What should you tweet about? What's the best way to use Twitter for your specific industry? Learn the answers to all these questions and more with our guest Josh Peters, co-author of TwittFaced: Your ToolKit for Understanding & Maximizing Social Media."