 So, tell me a little bit about how hiring has gone for you, what challenges you've faced in hiring, how you've overcome them. Tell me a little bit about your journey to being an employer who has employees who work for you. Sure. So, hiring has been very challenging. I would say one of the more challenging things that I've had to do with the company so far, because I just only had the insight coming from someone who's applied for a job, right? Like, you know, going to Indeed or going directly to a company and submitting my application and not understanding how much really goes into finding the right person for the position that you're looking for. So, I mean, I have two employees now. So my first employee, she's part-time and she came to me actually through a friend. So that one was actually not. The hiring process I didn't really go through with her. It was like, okay, great, good, let's do it. This time around, I was looking to hire a designer, so there's specific qualifications, you know, and I really needed certain things to be, to really hit the mark for the projects that I have coming and the things that are going on with the company. So I sat down and I wrote an ad and I was like, okay, this sounds good. And I included things like, not just the nuts and bolts of what I needed, but the expectations as well of some of those cultural things we were just talking about, you know, being an open person, being willing to learn, being flexible, you know, all the things that I think are part of the company that I'm trying to build and with that comes benefits as well, right? I don't necessarily dictate, like, when they work their eight hours as long as they work their eight hours, like, their, you know, their advantages to viewing the virtual thing, which is how my company runs. But you know, I think the, just writing the ad was like really challenging. It took me a couple of weeks just to write the ad. And then I posted it up on Indeed and I put it on LinkedIn. And I had no knowledge of how that worked at all. So like, tip, if you do Indeed, you get 48 hours, so make sure you're going through those resumes because they charge you for every single one. It is like, you have to be on top of it. And so like, I had almost 400 people apply like within the like the first three days. It was a ton of people. And so I was shocked. I expected four. So I was like blown away and I was like going through the mall and I was trying to like figure out, you know, how to filter them. That's my question. That's what I want to dig into is how did you, how did you triage that? How did you, how did you go through 400 in probably something more than 48 hours? But I mean, that was the goal, right? It was intense. Like, and I was like on that time clock because if you don't, you know, go through them, they're charging you. So and, you know, boutique design firm, I'm not trying to like spend all my money on applicants that I'm not even hiring, you know, like at that point. We're going to work on that ad together next time. Yeah. So well, apparently it was a good ad because I had a lot of applicants. So anyways, I filtered first was, you know, just if they had a portfolio. That's one thing, honestly, that kind of drives me crazy when it, because I've been in a role before working for companies where I've had to help hire a designer should know to port the portfolio on their resume. Like that's like the number one thing. Like if you don't have work that you can show, no, you're not going to be hired. Like you might be the greatest artist in the world. But if you can't show the work, like we, there's no way for me to, to know how great you are. And that goes even if you are not a creative type who provides that kind of work, because that may come up in a job interview is they may ask you, tell me about a time you may be looking for specific examples because they want to understand how you work, the quality of work you provide, what your what your beliefs are about providing quality of work. Yeah. And it's not like, you know, I'm a big believer in people to like, I want to know, I want to talk to the person. So like the first step is seeing if they have the required kind of skill set and the portfolios, how you get there, and then, you know, interviewing them, talking to them, making, you know, having, making sure there's some kind of a synergy, you know, finding out how they interact with, you know, past jobs, things like that. So I feel like I did a pretty thorough, like interviewing process. I really took my time and tried to like, do all the steps. I didn't cut any corners. I even tried to do the, like the references part, which that was kind of my, that was my least favorite part because I had a hard time getting people to get back to me. I feel like maybe that's a part that I could get better at just. I emailed to like set up a time, you know, like I would with a client or anyone else, and it took a really long time for some of them to get back to me, and it was like too long for me to wait really for the higher at that point. I needed to like pick someone. So I think next time I'm just going to blindside them and pick up the Hey, we're going to do an interview now. You got time. Yeah. Yeah. So maybe not the candidate, like the interview for the candidate. Yeah, I would schedule that, but like the reference, you know, just be like, Hey, yes, right into, and into really nothing for, for an hour or so would love to see laser tag fitness as soon as you hit the south side of Vegas from maybe M resort going north. It's just billboard billboard. I know that because when we first moved here, I was writing down and photographing every billboard to see what there is to do in the city. Right. So yeah, exactly. I'd love for one of those to be laser tag. I can't wait to see it. So that's the plan to world domination. That's the goal. What are the challenges you see yourself having to face to get there? Sure. I mean, this is a classic entrepreneurial and leadership challenge, which is figuring out what are my strengths and what are the areas that I need help, right? And like a lot of entrepreneurs, I'm a little bit broad in my knowledge. I've got a lot of depth in technology. That's my primary background. But I noticed that when I try to do marketing, I can do it, but I'm not thrilled about it, right? I'm thinking, Oh, I got to get enough participants for today's workout. And it, you know, I'm stressed about it. I think for some people that would be fun. Like for me, the tech is fun. I'm not stressed at all figuring out how can I incorporate heart monitors into the taggers? How can I build these scoreboards and have, you know, achievements players can unlock as they play more and more setting up leagues? All that sounds so easy and fun to me. I'm not stressed at all. But marketing, I'm finding myself a little bit stressed by. And the other one that gets me, I can do finance. I can do tech. It's marketing and operations, setting up the field every time, right? Dealing with all the, I can do tech bugs, but just dealing with staffing, things like that. Those are the sort of near term challenges that you almost need someone with an events background to go and figure out not, you know, what are the achievements that are going to get people not just coming in to get the achievement, but coming back to try again. If they don't get it, right? What are the, you know, you almost need someone with an events background who knows how to bring people in and keep people coming back. That's a good point. Yeah. They'd be used to filling seats, which is effectively what's going on. I've got spots that need to be filled, right? Currently, there's a minimum number of players. Anything less than four versus four is, it's hard to balance the skills between the players. So, you know, my long term idea is to build out a sort of obstacle course, right? Like police training or military training where one person can be shooting, moving targets that appear and disappear and be running from spot to spot. So there's still a nice workout to be had if you come alone and some off our workout slot. I love that. But I don't have it yet. Yeah. Right. So I'm still trying to fit the minimum number of slots in somebody who does events that actually could be a really good fit. That just occurred to me. I mean, I know we've talked about this before, but that just occurred to me. Someone with an events background could really be helpful to you. And that's what I wanted to get into next. We've kind of already gotten into it is, who's on your team now and who do you feel you need on your team? Oh, right. So I think we kind of talked about that. But if there's any one person you could get on your team, whether it's by name or just the kind of the background and skills they have, who would it be? Interesting. Yeah. I mean, really, it's just those two areas that I talked about. Somebody who's got great operations head, but also likes marketing and finds that to be a ton of fun. Because those are the two things. Like I said, I want to be able to split the effort on the job, right? Rather than having to do all of it myself. So, you know, who's somebody famous that's great at marketing and operations? I want that person. That's the person you want. Okay. Well, if, uh, if you're good at marketing and operations, contact Michael. So, um, so what is, and I think a lot of entrepreneurs go through this because you come from a corporate background working in tech. Now you're an entrepreneur. You're building your team for the first time. What is your approach to building your team? What is your approach to leading your team at laser tag fitness? I'm glad you asked that. One of the people I had working for me when I ran my first ever technology website building business, building a team is so important to you because I have observed you doing that on multiple fronts with all the things you're involved in in town. So what is your approach to enrolling people in the vision you have for things like bunker labs, for things like global entrepreneur week, for things like what we do in the tech community downtown. What, how do you get these folks to come along? How do you, what do you do to get them to be that line out the door who want to be on Dave Berlin's team? So I stole this from one of the greatest mentors that I've never met. Uh, Simon Sinek, um, start with why I was very powerful for me. I have some crazy stories about how I'm connected to them. Um, I have met most of the people on his team. I, for whatever reason, I've never talked to him. Um, but, uh, a lot of what he, he wrote stuck with me. I've read all of his books, uh, but I used the framework of his basic understanding of why, um, and it's too blank so that blank. And a lot of times I can help people discover that in, in a pretty easy, you know, half day thing that I can, I can walk through with people. But the one that has, it's, it's changed for me, right? If you asked me, I think I was on video, uh, very similar to this in 2016. And I said, my purpose is to inspire veterans. So they're successful in their transition from service to civilian life. And they can then inspire other veterans. It's not that I don't care about that anymore, but when I really realize that community building is what I'm, I'm here for, um, right now, the biggest, why for me is to connect the people of our city so we can show the world who we really are. And there's, there's something that people that want to do that, they gravitate. So it starts with that. And then it's having a clear path of how I believe we can do it. And normally that comes through some type of an organization that's already done it. Uh, I, I do like to, I say I'm a very original thought person, but sometimes to get the momentum that we need, it's to do something that somebody's already done, right? So when you look at organizations like bunker labs that already had a framework and was in 29 cities before us right now, we're, and then there's, now there's 30 and it's, and it's easy to, to plug into that system and do it. Same thing for global entrepreneurship week. You know, there are hundreds of communities all around the world. I saw how powerful that was in Tulsa and I wanted to bring that here because one thing about Vegas is you've got this hodgepodge of all these unicorn amazing people from all over, but some of those people get here and they say, why don't you have one million cups? Why don't they have disrupt HR? Why don't they have this? Why don't they have that? And for the ones that I care about the most, I want to bring those here. Um, and then slowly, I think we'll see more of those over time, but that's, that's how I get people excited. But, and sometimes that energy runs out, right? And sometimes people just get busy in the day to day.