 Let's go to our guest. Our guest today, folks, is Tina Winner. Tina is the founder and president of Winner Partners. WinnerPartners.net is the website, and Tina Winner, they are an executive search recruitment company. Tina, welcome to TFNN. Thanks, Tom. Glad to be here. First off, I'm sure you're going to thank your father. That name is like the ultimate. Tina Winner, right? You're in the executive search program. I mean, all your life, I bet it's been great. No doubt. The name needed to be used. There's no doubt. So, you know, we've got plenty of listeners out here. You're in an intriguing business, okay? Tell us what your business is like and what firms look for when people are out there looking for a job. Sure. Every day is an adventure, Tom. We work across multiple industries. So it kind of feeds the intellectual curiosity that I have. Every day we're working on something different. It could be an economic development organization, something in the tourism industry. And then, of course, we have a whole host of private sector clients, and we do quite a bit in the food industry. And one of the things that we do is really partner. The WinnerPartner name is intentional. We partner with clients to really understand and immerse ourselves in their organizations so that when we go to market with one of their opportunities, we're an extension of their brand. And it's very exciting to hear the innovative things that are happening in all the different industries, how people are doing things differently after the pandemic and what shifts they're making to their model. And then the partner part of the candidate equation. If we're looking at a new opportunity, it could mean a potential move for them, it could mean a career move for their spouse or significant other as well as they change locations. So it's serious business, and we really want to partner and be a resource for those individuals that are making big decisions. What happens when you have one of your partner companies who wants a few, let's say just folks, and you feel that you've got two or three great folks, and now you have to make it by, well, if they want the woman and the family, you have to make it by the husband. If you have the husband and the family, you've got to make it by the wife. Tell me about those challenges, because I've seen some of those, but it's always intriguing to me, because as you just said, sometimes it's very big moves, and so tell me that dynamic. Show me that dynamic. Just bring us through that dynamic. Absolutely. It's a conversation that we have early and often when we present a new opportunity. I see. Okay. We want to understand where they are in their family's ecosystem. If there is someone, a spouse or partner that would need to change their jobs, is their job portable? We can oftentimes help to make introductions if they do need to re-engage in a new location. Also you have children and support system factors that we need to take account for. Someone may need to have a resource for their child that's involved in fencing. We get really creative about understanding the needs are beyond the job, because there is a whole family oftentimes moving, and we want to make sure that everyone's happy when they get there. I can see this in a second. I can see one of your associates just get off the phone. They said, they're children to fencing, and then you go, okay, we're going to find some fencing instructors really quick. I like that. No, that's a great example. Okay, so we have Chairman Pyle today testifying. You are in a great position to give us some feedback salary-wise. What are you seeing out there about inflation, deflation, stability? It's the million-dollar question, right? Yes, it is. Oh, it absolutely is. It absolutely is, right. It is, and pay scales are shifting. We see that from entry-level positions that we're hearing about in the news, and I'm sure that you're talking to your audience about. We want to understand the compensation ranges when we're going to market. We want to understand where the opportunity is to extend. Are there bonus potentials? Are there stock options available? Sometimes there's still a pension out there as well. Yes. We want to understand what some of those benefits and attractiveness outside of just the position are. We are seeing upscale of compensation ranges for the positions that we're working on. We are an executive search firm, but the thing about working at the C-level is there's only one of those positions. There's only one CEO typically within an organization. We do work on VP-level, sometimes director-level in large companies. We want to have a good understanding of what the ranges are and what the tolerances are also for the customer, the client, who may need to upgrade their compensation to get the right talent in the door. What is also happening with the aspect that you seem to have some of the Silicon Valley companies that are moving to Texas? They've always been in Austin. There's no doubt about that. They've been in the triangle down in North Carolina. What are you seeing there? Because I suspect if I was a young kid and I'm out there working, I would have loved to be able to break loose and go to the Caimans and work from the Caimans and make the same amount of money. What are you seeing in that aspect? Is that on your table also? It is. From a couple of different perspectives, we're seeing big wins for areas that typically weren't leading the country from an economic development standpoint. I saw just announced today in Phoenix where Tata Consulting is moving a big contingent there. It's going to change their workforce. They need to ensure that they've got the right talent on the ground there. And those people work remotely and still support an organization that's based in Phoenix. We're seeing many communities that are offering incentives for people to move where they are remote workers. You'll see this in Oklahoma. And I think Vermont is another area where they've given $10,000 for people to come and work remotely from their communities. That's pretty cool. Now, you're based in St. Pete. Did you grow up around here? Where did you grow up? I grew up in Pennsylvania and then spent 15 years in Texas, a few more years in Pittsburgh, and then I traded that bird for St. Petersburg. Okay. Well, you've got to guess. Some more people in St. Petersburg. We need these jobs down here. You know, I've been down here 25 years now, but I'm from South Boston in Boston. And I saw that grow exponentially. People think Boston was always what it was. And I tell them it's like, you have no clue, man. There was only three. There was only two insurance buildings that were high-rises in 1968. It's hard to believe, right? I mean, so you've got to get more people coming to St. Pete for us. Absolutely. St. Pete was known as arts and culture and kind of an eclectic area. And now it's becoming a dynamo for attracting innovative companies. And we see some folks moving into the area that we just didn't think that they would be here, but they are, and they're enjoying all the amenities that we have. You got to love it. Listen, folks, Tina, her website is winnerpartners.net. Tina, this has been awesome. I appreciate the education. Look forward to having you on again. Thanks, Tom. Thank you so much. Have a great one. A safe one. You as well. Thank you. Bye-bye. Stay right there, folks. Well, you got to love it, man. Stay right there. We'll come right back.