 Hi, and welcome back to Let's Talk Tachles episode 11 brought to you by Kings Flooring. You know, let's be honest, the economy is not doing so well. And many of us are looking for new ways to make more money or find better jobs. Happy jobs, good paying jobs, jobs that give us fulfillment. So I'm very pleased to introduce to you and shmoos with Beryl Volosov. He has a lot of insight and information and wit about jobs and the outcome. And I'm sure you're going to love this conversation. Enjoy. Hi, Burl. Hi, hi, hi. How are you? Amazing. Amazing. Good to be here. Yes. I'm happy to have some of it knows a little bit about Let's Talk Tachles. So we don't have to make to you the intro, we can go. I'm gonna take 20 minutes of your time asking you about that. What's your story? I have many stories. I'm sharing them slowly with the world. So instead of me explaining who you are, I want to give you the opportunities. Tell the audience who you are. What you do? What brought you to this industry? What experiences do you have in this field? And let's let's start rolling it out. Let's get started. Let's talk. Let's talk. Actually, when I heard the name right away, I was like, I'm a touchless guy. So let's let's get down to business, not beat around the bush. So I run Be Hired. We're a recruiting agency. We really focus from entry to senior level recruitment, mainly in the tri-state area. We're expanding now. I don't define myself as a recruiter. There's a passion that lies behind that. And where our teams, not just me is really where people who are passionate about helping you didn't be successful, making a good Parnosa. And I think it's a lot more than just the dollars in your bank account. I think that the world of Parnosa having a job, you know, it gives a person a lot more. This is actually interesting. I think it ties into how I got started. I actually started taking some psychology courses. I always was passionate about people. I wanted to help people. And I wasn't sure in what way, you know, is it going to be in the mental health world, in a social work field, in some way of helping people, you know, do better. And, you know, very quickly, I realized I have too much energy to just sit behind the chair and listen to people in the classroom. Exactly. And, you know, this opportunity kind of fell into my lap. And I'll tell you the thing that gets me most excited about recruiting about helping someone find the job is, you know, the light switch, seeing someone's light go from off to on. And I think that's what that's what keeps me, you know, still excited. But I think that a job, it helps a person not just physically, but physically, emotionally, spiritually, there's a lot more for a person. And a little financially, a little sometimes not enough. I don't know. So yeah. So you converted your passion to help people into a profession. I'm sure I'm sure your beginning was not so rosy, not so exciting. Yes, you definitely want to talk a little bit, the audience, yeah, so they can understand that. I think all success, I mean, when someone's successful, I'm saying there's different ways to measure it. But a simple line of success is that when things come to you. And a lot of times people watch other people that are successful or whatever industry it is that you're calling them up to ask their advice, their support, their help could be in anything. You know, they started at a stage where people were not calling them up. No one knew their number and no one knew their name. And I find I mean, in the beginning, was it so hard? I mean, there's a lot of cold calling, a lot of pushing a lot of, you know, give us a chance. And it's funny. I mean, not in an arrogant way at all. In the beginning, there's certain people you you reach out to, they won't return your call, they won't answer your email. And then later on, they start calling you off the hook. So that's very familiar. Yeah, I want to elaborate a minute on this, because the fact is that many people don't have the courage young guys starting out in life, they don't have the courage to actually do the hard part, which is very difficult in the beginning. It takes a lot of you get a lot of nose, they get a lot of disappointments and lead dance. But this is the path to to the right place, right? 100%. I think that, um, listen, everything's Seattle, this Maya, everything's, you know, all broadcasts are from a sham, I believe that strongly. I believe that everyone has ups and downs. I believe that the tippy top is very pointy. No one stays there forever. And we're all on a ferris wheel, like, exactly, you know, someone told me a good line. Life's like a ferris wheel, right? You go from the bottom on top. Some people experience it once in their life, right? So they, you know, they have one very big high and one very low. Some people they experience it once a year. Some people they experience it every day. Spin. Exactly. Spin. You have your highs and your lows. Yeah. Tell the audience, the young guys, tell them a little bit. You're doing some hectic not to give up. So everything is up to a sham. All success comes from a sham. I think that there's one thing that a person has the power to tap into success is to put themselves out there a little bit. That one point of courage, whether you're going to be my son or not, that's up to the Abish there. But you have a choice to put yourself out there. You have a choice to get up and try. I would say, at least I've seen that on my own personal life, I watch anyone else who's who's who Hashem blessed with a little bit of a slacha. They always have that stage of putting themselves a little bit out of their comfort zone. Coming here is out of my comfort zone, to be honest. No, you look quiet. I look comfortable, but I'm not a polka guy. Okay, you'll get used to it. I think that I think that that's the most important thing. I mean, we see a lot of easy success. And we forget that, you know, real success comes with a lot of hard work. So it's important to highlight there. Easy success is not is not as as peach as it looks, right? It's not as rosy now. I heard a cute joke. Someone said the grass is green on the other side because it's synthetic. You know, it's not. There is a little bit of easy success. I mean, I think that, like, more and more, especially in the world of Parnosa and business, there, there, I think it used to be a lot harder to be successful. We can say in the past, like 20 years, there are new the new figures and new numbers in the Jewish world, which we never had. Yes, absolutely. In the past, if someone had million dollars, and I think certain cries and used to own the success in Parnosa and other communities are more colorful. Yeah. So let's talk a little bit about recruiting. In general, I want to ask you a question like who has a harder, harder point or position, the employer looking for good employee or the employee looking for good employer, they both need each other. The employee cannot grow and succeed without the employee. And the employee needs the employer to pay him to give him a chance. Like, I always, I always think there's a there's no good balance for the general oil lamp to understand that both have equal share and to invest in this. I heard a nice line when a little robber is opening a stable somewhere. And he's taking all the effort and he's collecting money and he's building a shul in his gets a chair in the tables in the table of the sedum to come on him. And then he says, Okay, come on, come in, everybody. And then one guy starts calming another guy says, Oh, he's too nervous, he's too cold, he's too pushy and this and that slowly it takes time for the community to be built and the stable is working. He has 20 people and is happy. Now, who did home a bigger favor? The robber that opened the shul, he gave the people opportunity and a path and a nice place to come to them and other people who are actually showing up because they're not going to show up. It doesn't have a mini doesn't sure is out of business. So I think in a similar way, we can compare a little bit employment because I think there has to be balanced. Yeah, so I think it's a it's a it's a phenomenal question. Let me ask you a question. Who who is it? I know there's a whole set of crisis, but who is it easier time in the Shadukham the men or the boys or the girls? So I know we say the girls are, you know, I would say none, none. What I'm saying is that it's a match. I really think that it's a Shadukh. So who has an easier time if you're a superstar employee, you know, there might be people running after you. And the same thing if you're a phenomenal company offering a really good salary, people will be running after you. I think that it's a team. I actually I speak to people all the time we're on the front lines between employers and employees and most people if you're a career coach or if you're a business consultant, you're not necessarily on both sides of the equation. As a recruiter, we should be objective and be playing, you know, for both people. So this comes up very often. Who's doing who a favor? Listen, in the end of the day, the employer is paying for the employee salary. I mean, there's a reason why they're coming for a job is constantly conversations on LinkedIn. Who's right? Who's wrong? Are they paying too much? Are they paying too little? And I think case by case, you can look at that. But as a general rule, there's a reason why an employee is looking for a job, they're looking for a paycheck. And I think the employer is taking a responsibility to pay a salary. You know, you have to get to a certain stage where your company is generating enough money that you can take responsibility to hire someone and give them that piece of mind. So you took your risks, you took your struggle, you did the sweating and pushing and coming to a point of being able to hire a good employee and paying them. So you seem to tilt a little bit towards the bosses. You think they have more? The answer is it's a hard to say yes or no, but I'll tell you a funny story. I had a candidate who came to me. He needed to make a very high salary. And for whatever situation. I also need. He needed to make a nice salary. He was leaving an important business, an important job. He had a big family and he needed to make a lot of money. And you know, with the help of a few people, he landed a very nice job, a unique opportunity, generated a tremendous amount of money for the business. And he calls me up and he tells me he's looking for a new job. Okay, so talking to him, this guy sounds very talented and very capable and he did a lot of very good things. I think it's true. And then he tells me I brought in, let's say, $15 million in business to the to the business. I should get a piece of it. So I asked him and he was very upset, which is why this happens often. This is not a one person. This is a conversation I have with many people very often. And so I tell him, he tells me, like, shouldn't I get a bonus? You know, I should get an extra $100,000, $200,000, $300, whatever the number was. So I asked him a very simple question. I said, are you getting a salary? He goes, yes, I'm getting, I forget the exact number, $150,000, $250,000 a year. It was a nice salary. I said, did you have in your agreement in the beginning a profit share, a commission, something? And he tells me no. I said, so why does it, but I added so much value to the company. And I hear the candidate for, you know, wanting more and expecting more and asking for more. But the way I see it, and not everyone, you know, will like this, is that the employer took responsibility to pay this person $150,000, $250,000 a year when he wasn't generating all that business. The employer basically took a risk and said, you have a family of, I don't know, five, six, seven, eight kids. I will help you pay your mortgage, your tuition, your, you know, whatever you need. I'm taking the risk so they get the reward. So maybe the culture of hiring should advise people before they get the job how they should structure their agreements that they don't fall into this trap later down the road in case they are very successful and they're doing a lot of good for the company. Well, I don't think that it's a trap. I think why did this person accept the job? Maybe the trap is overly overrated, but maybe there should be some pre-employment coaching and teaching and explaining to the employee, because he seems to be the lesser of the team. The way I see it is I think this employer was actually in the better side. He had a guaranteed really strong salary. I mean, why didn't the employee ask for a commission? Because the $150,000 salary was incredible from where he was standing. Fast forward a year or two, it wasn't. That's a whole other conversation. I think it's important to be had is that people evolve. Nobody stays where they are. I've never met one person who said, I'm so grateful that I got a data entry job. You know what I mean? At a certain point, six months, a year, two years, three years, you know, at some point they have to evolve and move to the next stage. So I think the process of involvement is normal. I think the way it is right now is way too much. I don't think that's normal. You know, people jump around from job to job every few months. I don't think that's healthy for anyone. Is the economy currently allowing people to jump jobs? Are there enough opportunities for people who want to find new jobs every nine months, every year? Are there enough openings in the market or the economy is a little tight and people should take it easy and just sit tight and enjoy what they're getting? I think it's also a very good question. I get calls all the time from companies, from candidates, just for fun, friends, and they go, what's the economy looking like? Again, you know, the business we're in is Shedokhan. It's making matches. It's connecting people that things should fit. There's always going to be a job opportunity open, and there's always going to be an employee looking for a job. I don't think that either party has extra leverage like that companies need to pay crazy fees because there's no candidates. That's not true. And I don't think that there's unlimited jobs. I mean, it's a risk you take when you leave, you know, when you leave an opportunity. And I will add one thing is that when people jump very often, we just had this this week. Great candidate went to a great company. Everyone's happy. Everyone's excited. Shadkhan got paid. No, no, not yet. Not yet. You gotta last. It's gotta really work for that to get paid. By the way, Saifa interrupting, what is the average time after matching the two that a hiring company is expecting? So every agreement's different. And there's many different models, I would say the in the firm community, it's, you know, anywhere from 30 days to 90 days. I don't know, the average is probably 60 days are interrupted. Yeah. So so I'm saying is that this this candidate, everyone was happy basically, you know, the company's happy, the candidates happy, the recruiters happy and the company said, I just can't close the deal. They called us up and said, you know, this guy's been jumping and no matter how much he sounds good, and he tells me he's going to be committed. And he asked us, you know, this is in every single deal they call us and ask for our, you know, encouragement, approval, they wanted us to make them excited about it. And I told him, I said, I have to be honest with you. I, you know, I'd be very happy if you guys, you know, want to give us a try. Maybe we'd even extend the guarantee. But I hear you, you know, I can't, you know, the fact that the guy's jumping so often, it's telling. So I think that jumping from job to job, you know, not only is it not good on your resume, it's not good for you. And this is a separate. As a person. Well, I think that is a balachai, as a family man, as a normal human being. Yeah. But it's not just that. You see, some people go to a job to collect the paycheck. So if it's all about collecting a paycheck, then you're right. If someone's paying you $65,000, maybe jump to $70,000. But I think smart people go to a job for one reason. I mean, more than one reason. But to learn, to learn a skill, to learn something. The bosses know this, that they come to them to learn. Not to learn to be their competition, but to learn a skill, learn something. And stay, hopefully stay there. Hopefully stay, but they should constantly be learning, adding value. I mean, I think every candidate is a stock. You've got to keep adding value to your stock. You don't add value by making more money. You add value by learning, by having more experiences. Personally, I think that, you candidates are an employees on a two year life cycle. I think that it comes in six months increments. It takes six months to really grasp what you're doing. Six months to one year to start to make an impact. I think a year to a year and a half is where you get your full steam in from a year and a half to two years. You start getting bored and it's time to take on some new tasks. Good. So what can and should employ years do to keep the people longer? And shouldn't they be busy thinking? The guy is great. My employee is doing good for me with good terms, good relationship. Should he should he rather lose him and start again, the whole process of hiring and finding and having to do the work and being nervous, not sleep at night for the work that's not getting done. Why shouldn't they invest? I'm a big advocate. I'm sorry to tell all the bosses out there. I'm a big advocate of companies building their employees in the job, out of a job in the family, help them care about the family life, care about the issues in life. And because they do good for you, they are by you, they are like a child. I'm not saying they should marry them off and they should buy them suits for young them. But I think the employer should invest more time and mindset to make the employees happier and more content at the job. So 100 percent, I mean, listen, I think that there's two types of people or there's people who operate on offense, people who operate on defense. That's how I try to treat my team. I am a warm guy. I like to make everything a family. I don't I'm not good at hiding things or holding things back. So I mean, I think that I think that you know, you get what you give. So if you're going to constantly, you know, have a relationship with your employees, work with them, you know, promote them, guide them, mentor them. I mean, I have this conversation with with employers all the time, you know, I always tell them your goal is not to keep an employee forever. Your goal is to make more money on their work. Now, I don't mean to say, you know, get get crazy rich. But if you have an employee for six months that blows your business up, are you going to be upset or are you going to be happy? Right. So it's not it's it's it's a numbers game. It's it's about taking your business to the next step. And I don't think it's about holding on to people forever. I don't think you have the ability. I think the reason that recruiting is such a hard job is because you got to get people to do things. No one has any control over people. A robot, a machine, an iPhone to go on off people. It's it's very very very complex. Let me tell you why so many designers and decorators choose to go with King's Flooring, a gorgeous house needs an amazing floor. And when you need an amazing floor, you automatically go to King's Flooring. They know what they do. They for the details. And the work is awesome. Call them at 718-480-0289 and you'll be so pleased that you did. So what's the firing process like out there? Like it's a very painful process for the of course for the employee, but also sometimes uncomfortable for the employer to do the firing. How can firing be more menschlich, more humane, more classy? How can what can we invent for the firing department? So it's a good question. I don't know that again. It's two two parties, two people. So you have to create some system where you can control the way another person thinks or feels. Listen, like everything in life, it's important to be a mensch. And that's between you and, you know, whoever, you know, whoever you have to deal with, you and God. So I don't know that there is a way to officially do it. I mean, let's say looking for a job and having a Parnosa, like I said before, I think is much more than $1,000, even though, you know, people are worried about their Parnosa always. But it's also, you know, you have a company culture and you're excited to go every day and there's productivity and you feel good. And for something like that to end, I don't think it's comfortable for anybody. So I think that it's important for there to be a, you know, it's important for there to be a be a be a mensch about it. You know, one thing I always find funny is that candidates have to give their employer a two week notice, but employers don't have to give their candidates a two week notice. You know, why shouldn't it be a two way straight? It doesn't have to be severance. Even, you know, we don't feel that you're doing so well. Wrap up your work for the next two weeks and, you know, you know, then then it'll be time to move. Or at least they should pay them for two weeks. If they don't feel comfortable for them to come back and sit there, there should be some. I think some of you, some countries in Europe and in Israel, there's very much stricter rules than in America. But when people leave, leave, whether they were fired or they decided they have set the right certain. In America also, there's an unemployment. There's there's rules here too. The government gives you, but over there, the governments are expecting it from the employers to give them some menschlich. I think that the hard part is that there's everything is case by case. There's large companies, small companies, there's sales roles, there's salary roles. There's you here for one week. Should I give you severance or you're here for five years? So I think it's complicating and honestly, anything you do with people, you know, not people aren't going to always be happy. It's going to be complicating. So, you know, if I fire you like I mentioned, I follow the protocol, but the person's angry and upset and saying things, is there anything you can do? No, so. I heard that I'm going to talk about Southman. I'm sure you're going to be excited. Yeah, yeah. Coming from Karanai straight to Southman. I think the Melendim, the Rebis in Southman. Love Southman. I have four clients in Southman. You're good. They got a plug now, huh? Exactly. I don't know if I'm going to say that. The Lubavitch is not going to like me, Southman. All right. They deal with each other. I love Jews and non-Jews. I love people. So they have a Melendim and Rebus policy if they being fired. They pay them for every year that they worked in the Moised. They pay them sevens a month. Interesting. Some people are Rebus for 20 years and they got old and they're not exciting. And the Moised, the Shiva feels that they are not doing the job. They're getting 20 months paid because they worked it for 20 years. Wow. Wow. Wow. Yeah. So a concept like that couldn't. It's very menschlich. It's very, it's very nice. So does the Southman businesses operate the same way? I hope. You tell me. I don't know. Many people ask me about asking for a raise. Even though it's, we touched upon it before a little bit, even though it's not in the contract and it's this and that and they made the set structure. But some people, like you said before, they feel that they see the companies doing very well and they see the bosses are living a crazy life. And they're flying and they're partying and even they're making parties for the employees and for the staffs. Ships and boats and you name it. And when they, yeah, they're choked and they want to ask for $10 a day or $10 an hour. No way. Crazy. We are struggling with this, with that. You painting a certain picture means that all of the employees are bad. It's not, it's not in every workplace. I, we once had a networking event and we brought a consultant down to speak. It was like 15 small business owners. No, no, before I worked at C-H-Y-E with Robbie Wordy, phenomenal person. So he has a little, we did a lot of different things networking events and coaching and consulting. It's a nonprofit job place and a lot of really good things. So we had a networking event and I brought down, we brought a consultant to come speak. There was like 15 people there and everyone was very excited. And you know, everyone kept asking questions and every time he would answer you know, it's case by case. It was very, very funny. It was like, we wanted to hear what was going on. I think that's true. It's like, you can never give advice as a general rule. Everything is case by case. So regarding companies taking advantage of their employees and not giving them raises, one thing I'll tell you, nothing is ever as it seems. Everybody counts by yen and how many dollars and cents they have. No one knows their overhead. No one knows their expenses. No one knows their investors. No one knows. True. That's one. Second of all, I don't think when it comes to negotiating for anything ever, it's smart to look at the other person. When it comes to a raise, a person has to evaluate a, you know, how much they feel they're worth. And it never has to do with the other person. You know, this is a really good question. What's a person's market value? I get this question all the time. A candidate, how much should I ask for? So, you know, your market value is what people are willing to pay. I mean, I have a great story. I have a friend. I'm waiting for a good story. A good story. He was looking for it. No, I just think it's very telling. So, someone came to us looking for a job, right? He was making a certain amount of money. Let's say he was making $150,000 a year. He was on a, you know, really good job, really good opportunity, doing very well. And, you know, things didn't work out. Time for him to look for a new job. So he comes to me and says, I'm looking for a new job. I say, how much are you earning? You know, how much are you looking to earn? Well, if I'm making $150, that means my next job needs to be $175. And this comes up a lot and actually hurts a lot of people because it's not about what you were paid. It's about what the market is willing to pay you now. It's current value. No one cares about a recruiter who made a deal yesterday. It's about the next deal you're going to make. So, I think when it comes to looking for a raise. You wanted to complete the story, I think. You know, you wanted to punchline. The punchline of the story was is that there's, you know, there's hundreds of people who reach out to us and look for a job. And we ask, you know, we ask an important question. Two questions actually. I always ask people, what are you currently earning? You know, throws them off a little bit. Not because I'm nosy. It's just we need to see with the baseline of where we're holding, you know. And then I say, what are you looking to earn? And, you know, it's very telling about a person. A, it tells you, you know, what someone's baseline is. If someone's making $150,000, there's no way they could, you know, look at a job for $100,000. And if they say I'm making $50,000 and I'm looking to make $150,000, it also tells you this person's expectations may not be in line. But a lot of people reach out and, you know, they need to make a lot of money. And it's, I feel for them, they deserve it. They have families. They need to make a lot of Parnosa. And they come with these expectations. I need to make $350,000 a year. And what that does is it just eliminates all their opportunities because there are very few people that are going to pay them that much money, especially with the, you know, the experience that you'll see. There's a limited dollar amount, so how much people are making. It's working against them. Yeah, so exactly. Like people who reach out and say, I'm not so worried about the numbers. I'm looking for an opportunity that really aligns. We end up putting them in something very, very unique. So this candidate reached out. He told us how much he was earning, but he was very flexible. And you know what? He found the job quicker than anyone else in his shoes. Wow. Within two weeks, the guy was hired and he got what he asked for. And it was just surprising to me. It was like, you know, he said, listen, I know this is what I'm making, but I'm not stuck there. I want to be flexible. I'm willing to work with opportunities. We sent him to, I mean, we tried, we tried to get him to many different places, but it was just fascinating to watch. Vachette. Yeah. And most of the jobs look like Brooklyn Plus or... So we primarily focus on tri-state area. So Brooklyn, Manhattan, Muncie, New Jersey. We have some jobs in Florida. But that's really our focus. I mean, you know, people always say, what do you specialize in? You know, everyone says, I specialize in this. I specialize in that. Everyone specializes in an opportunity that can make them a dollar. But I think the more you grow, the more you realize what you could do, what you can't do. Tell me a little bit about where you got your... You drive... I know you grew up in Crown Heights, probably. You were born in Brooklyn? I'm from Sharon, Massachusetts. You're a Boston. Yeah. Who? Nice. My parents are. I'm sorry. I'm sorry. I'm sorry. I'm sorry. I'm sorry. I'm sorry. I'm sorry. I'm sorry. I'm sorry. Nice. Good luck. Yes. I did not live it. I didn't grow up in Brooklyn. At what age did you come to this? So, at the end of the Yishiva system, that's when I really came to Crown Heights. And... So, tell the audience a little bit about the warm kite and the energy and the Shlichos philosophy, if this added to your life. Because some people, I'm not saying people should move to Crown Heights and become members. But I want young people to understand that belonging to a place, what's the value of belonging to a place, belonging to a movement, belonging to a happy group of friends that have also, besides having fun and having jobs and having stuff, also have a certain purpose, a certain mission in life, what does it give, what does it add to a person's life? So, a tremendous amount. I mean, I think the whole concept of going on Mifsyam and meeting people and looking to inspire, I think that's what instigates this whole thing. You know, this whole thing never started about money. It's about a passion. And it's about a passion for helping people. I always said, I'll never be able to do a job that's not interacting with people in a way that's helping them. And that's the way I grew up. That's what I love to do. That's what I'll do forever. You know, every Yiddish leach in another way. But I'm saying every, I have so many stories of meeting with different businessmen in their offices and talking to them about putting on fill-in and doing a mitzvah. You know, I would say one of the things in Yiddishkite, if you want to talk about Labavish, Yiddishkite that gets me the most excited is Ashkah Prathis. This is actually a Chabadah story. I remember at home, I was young. I don't know how old I was, 12, 13. I went with my brother-in-law to a lawyer's office to bring him matzah. I don't know. I was a young boy over there. We went. We were schmoozing. It was fun. I was involved. And he turns to me as like the little, like as the little boy in the room. And he says, so where do you see God in this world? Right? And then he goes on to say what he wanted to say. He wasn't really asking the question. And he says in the craters and in the Grand Canyon, and it's true and all the beautiful wonders of the world. You're flowing somewhere. And when he was done, I was like, actually, I have something to say, even though you weren't really asking. I was at Ashkah Prathis and seeing the Yad Hashem and everything. My entire job, every interaction, every connection, that's Ashkah Prathis. Every hire that works out or doesn't work out, or person we interact with, coming here, I see this all as Ashkah Prathis. I think that letting the abuser guide us and letting the success and opportunity flow through us, saying, yes, all that Ashkah Prathis comes from being open. But we need, has to be a two-way street. We need to be connected to Ashkah from our end and do something for him and go on his derech and fill his quota in order to, Ashkah wants to give us, he wants us to be a Kaili, to be the Kabbalist Brochers. So it's very important for people. I think these Kaili that we have, it's funny because this always comes up the conversation of Parnosa, of a Kanuni Nation. I give more to Dhaka. You know, people are making. There is a new spin for Khaimesh. Yeah, Khaimesh, it's a beautiful thing. Everything becomes like a movement. Listen, everyone does what works for them. But personally, I think the Abuser loves us. I think the Abuser has deep pockets. I don't think the Abuser needs us to do something specific to give us his Brochah. I think we need to try. I think we need to put ourselves out there. I think we need to show him. But I think most of these things that we get to do, we get to give stucco, we get to learn Toyota, we get to down with the Minion, they're not for the Abuser. They're for us. They're for us to feel connected. You know, I actually, I brought a little letter here from the Rebbe. My wife told me about last night. And I think this is a line with our whole mission when it comes to helping people find jobs. Someone writes a letter to the Rebbe about their son. They're not doing so well. I don't know if he was at home, wasn't learning in school. And the Rebbe says we should help him to get a job. And the Rebbe defines what the purpose of getting a job is. It should be a job where the person feels comfortable. So it shouldn't be too intimidating. And we should start off only working part-time hours so we can build up his productivity, his consistency, his discipline. And then from there, he should be able to take on a full-time job. And then from there, he should be able to make a big impact on the business world. And this is what inspires us. And I think it's so fascinating is that, you know, there's a normal amount of self-esteem that a job gives a person. I always find it funny. You know, I met a guy in the street the other week. I know for a long time he was looking for a job where we're helping him find the job. And he always looks down. You know, I'm not even talking about when it comes to job or partner. So maybe his bills are covered. I don't know. But I'm talking about just as a mensch, as a person. And, you know, it was cool to see him. I came a few weeks later. I spoke to him. The guy's telling me about his job and his company and how brilliant the CEO is and their marketing. He feels a part of something and he has something to wake up for in the morning. And, you know, I think that that's the beautiful thing. That's that's my wife shared the story with me that a lady was part of the Rebian and she was very depressed. And I think she became a teacher. She didn't do well. So I thought, why are you so depressed? Do you have a big fan always looking out for your fan? She says, the Amish there is always is your fan. Yeah. He's always rooting for you. Always want you to be successful. Why are you down? Enjoy, enjoy your fame. Go for it. You know that and that will and that brings the brachas. You know, I like very often people reach out and it is very vulnerable to look for a job. It's it's it's, you know, there's pressure. I mean, I look at a job as two separate things. One hand, there's the financial side of it. But we need to pay our rent. We need to put food on the table. We need to pay. Then there's the element of doing something aligned with who you are. There's the healthy self-esteem that a person gets. There's the passion. There's the drive. It's a good thing to think about a creative concept for your job, even if you're not working. You know, it's not a bad thing to think about. Maybe the dream that it's not bad. I hear me a good juicy story about the disappointment or shock or a mismatch or surprise that you had. Maybe I'm sure you had some, you know, some moments. One thing I'll tell you is that, you know, when something's not a match, one thing I've learned is you don't even, not only do you not want to push it, you don't want to let it happen. You know, we're not in control of who hires who, you know, we're brokers. We're connectors. We try to help things along. We're not in control. And, you know, sometimes you'll meet people and you're like, I think this person is perfect for this, you know, this job. And the company says no, no, no. And they choose to go with, you know, with someone that you don't necessarily think is good. And they push you and you're like, I don't know if I should let this happen. And one thing I learned is that it always comes back to bite you. It's not, you know, if you don't see it, say something. It's not, it's not going to work. Have you had people that after they paid you commission, let's say two, three months later, they came back to you. They said, I regret doing it and I shouldn't have done it. No, I'm not, not, you don't regret paying you. They regret the whole thing. Came back to bite me. The guy went behind my back and this and that. Did you have some? So I don't think I'm in business long enough to have that story. How long I can, I can set up something. We started the hired a year ago. A little over a year ago. Yeah. And how many jobs did you work? So we did over 150 jobs in our first year. And Boroch Hashem, you know, it's growing. It's, I want to tell you something interesting. I think that, you know, this is also a lot of talk about this, like when it comes to success, like I meet a lot of people, they, you know, they look up to Elon Musk, Jeff Bezos, they look at other people and they try to, they try to copy them. And I think that it's a big challenge. People need to look for what they're good at and something that aligns with their tuna sanefesh. I believe every person has God given talents. And if you find those, you'll be most successful there. But it's a very common thing to look by someone else, make their calculations and say, I'm going to do exactly what they're doing and I'm going to have the same results. And it never happens. So I think a very important principle in, you know, to be successful in anything that you do. Number one is patience. Keep at it. Keep at it. Keep at it. Don't stop. But the next thing is, is that let your success guide you. I'm saying like that's, I never planned for anything to be where it's at. I never started this. I'm opening a big business and this is a big idea. Simply let, I think it's important to keep listening. Let your success guide you. If someone's telling you you're really good at, you know, filling healthcare roles, listen to that and maybe go into that space. If someone tells you you're really good at marketing, let your success guide you. First, I want to say also let, I feel sometimes that people need to be, to let Hashem start the word success. People are doing two, three little things and they have to let, they have to give an opportunity for themselves and Hashem to see where is, where is moving them to, to which direction and see where they actually, so people should not feel sometimes if it doesn't go yet and you see a little pocket there. Let it, let it, let it slow. They say, you know, rejection is Hashem's protection, you know what I mean? So I think that reminds you, there's two types of people and I see this all the time in the workforce. There's yes people and there's no people. There's people who, first the answer is no. If you convince me why yes, then yes. Then there are people that, I think this is in a way where we let Hashem guide us as an opportunity comes to you. You know, you obviously evaluate it, it has to make sense, it has to be aligned with your goals, but you know, say yes, take a new opportunity, take on another task, take on another responsibility. That's why I came here. I'm a strong believer in this. Many people are too resistant and too stiff. They want to do this, do this, do this, do this, no, say yes, open up, give it a chance, but I want to go back a little to a point that you said before, how can people get a good evaluation of themselves what the Trunas and Nefesh are? So go to Life Coach R&D, that's... Thank you. I want to tell you, I'm very busy with it because I don't plug my profession in this podcast, but many people say, what should I do? What should I do? And it's a process to peel the layers. Like you said, see the Trunas and Nefesh of the person. They say if you do what you love, you'll never work a day in your life. How do you find what you love? Yes, that's the question. It's not a simple issue, by the way. There's a lot of younger ladies and women, girls come out of seminary and places. They all want to work. She said in the office, I should go teach. And it will be very important for someone, maybe to do something about it, although the world is very big and no one can accommodate all we need in this world. Besides the boy Rolam, but this is a very important part of people. I know a younger man that I was helping. He got a great office job. He worked it for a year. He got paid very well. He jumped out of his skin after 11 months. He says, I'm platzing. He took a freelancing type of work. He loves it. He makes maybe a little less money, but he loves it. He's a free bird and he meets people. He doesn't sit across from a computer all day. Some people are so focused, they can sit in the office, he'll put accountants or whatever it is, till 12 o'clock at night, programmers, whatever. So I think that Acheb wants there to be this challenge. I don't think that Babishor wants us to say, what should I do now? Should I go right? Should I go left? I think that this challenge is good. It's meant to make us gribble, meant to make us work a little bit and figure things out. Listen, we don't just do, I mean, every shop works differently, but us specifically, we don't just do recruiting. I mean, I've experienced mentoring many candidates and even employers, working with employers, structuring roles, this is not a plug. What I'm trying to say is that we work with our candidates and our companies, not just to match a piece of paper, but for things to make sense, to give them that career direction, give them the guide. Before or even during? Even during. Before or during after. It's not like we place someone at a job and we forget about them. Well, they're still staying in touch with us and asking us, no guidance, how can I do this better? I, whenever somebody takes a job, I always say, let me know how I can help you along the way. Sometimes people call me and they ask me, how can you help me with some marketing? Can you help me with some sales? Could you connect me to a company? Can you help me build a system that I can get help for? Keep track of that. Yeah, we're working with everybody always. So I think this direction, it's something that I'm actually very passionate about, this career direction, doing something aligned with who you are. I think that's what keeps us going. That's what gives us our fire. I totally respect your underlining thoughts, because it's not a computer match. It takes two people to match them up, but it's the passion behind it and the love and the devotion for the people, for the employees, employees, for the employees to make money, not saying to come home happy and make their family smile, what we can afford to buy and to send our kids to Yashiven to school and pay for it. And for the employees, for the employees also, if you feel passionate for them, they run a good show and hopefully there's that bombing happy family in the place. Right, right, right. Yeah, there's a whole, I think there's a whole important factor of the personality matches up, but I think this is a clear guidance for how someone could find what they love to do. So obviously this is something we deal with. There's career counselors, there's many. The bottom line is the best way to learn what you love and hate is to do, not to meditate, not to speak with counselors all day long as you have to try things. I think all young candidates, I should be aligned with what they make sense, but they should give a try in four different industries. Try sales, try marketing, try data entry, try the health care field, the real estate field, the e-commerce field, the IT field. Try a little bit of everything to give yourself that exposure so you're not 35 and stuck in the ground. What is too hard for you? Yeah, yeah, but the best thing is to keep, keep trying, keep learning, keep trying. Kill your land somewhere. No one has the crystal ball. And not only that, even if they have the crystal ball, it changes. So you've got to constantly be evolving, trying. You know, the snapper bottles used to be from glass, now they're from plastic. They look like glass. The crystal ball is also changing. Yeah, yeah, yeah. Everything is evolving. I think that's the most, I think that's the most exciting and interesting things about working with people and companies you mentioned before or how do you keep them. Everyone's evolving. You know, another question you asked, what industries, you know, hiring, what's not, everything's constantly evolving. People are changing. People's moods are changing. Well, people want changes. The market changes. You know, world experiences change. So, you know, you got to just, you have to be able to adapt. I think that's the most important. I think even the massive in Israel what just happened, some people took it in a very personal way and it added fear to their life and they lose hope about things that are totally not connected to the situation, which is so tragic and sad. But if they want to look for a job, you know what I mean? Yeah, I mean, listen, it's good to mention what's going on in Artsis Troll and I think it's fair. I mean, I think, you know, everyone responds to things differently, but I wouldn't make it, I wouldn't make the deal any smaller than it is. Like it is a huge deal and, you know, people will respond accordingly. They should take it to heart in the biggest way but not take it personally. Yeah, yeah. Meaning they should not let it drag them down and along with them, the families and the friends, because this will be a big win for our enemies if they see, if this is a result as part of the mission of the Shalom. Right, right, right, right. Did you make the decision to make your house beautiful and warm again? First step you have to take is to call Kings Flooring 718-480-0289. They will turn your house into a palace with their professionalism and experience you're going to be very proud. Among other things, I see most people, like I say many people, always have the urge to stop peeking out while they're working and say, I'd rather have to work for someone else. Maybe I should get out there and start doing my own thing. Some of them even try to do, of course, copy the line they're in, they learned, which I think has to be separately discussed if it's a fair thing to do. It's a nice thing to do. It's good if it's justified to do it. But many people always have the urge, I want to be my own boss, I want to be my own company. They have the quest. Is there a smart thing to do for people to always look to own and be a boss in that? Because my boss is so successful, obviously it's a short-sighted, often it's a short-sighted vision because you don't get so successful like your boss because you're going into business on your own. So yeah, it's a funny thing in the from community and obviously you want to be a you want to be a mental person. Okay, so first of all, an employee should, you can't go off to be, someone told me a really good line, they said, if you want to go off and start a business, you need to be the best employee at your place. You don't go from not showing up on time and from always saying no to the extra things to becoming a big business owner. The people who are standout employees, the best employee, they are going to go out on their own. I don't know that there's anything wrong. Listen, everything boils down to people's nature. There are certain people, I always use this Lushan, there's a Mestopic Bermut and there's somebody always looking for more. So someone whose nature and personality is that they always want more, that's not going to change. It doesn't matter what the employer does, it doesn't matter what the employee does. Eventually they want to go off on their own and do something. So I think you have to work with people and use their skills and strength to your benefit. Don't fight it, you know what I mean? Is it right or is it wrong? Obviously you should do things in a menscheche and fear in an honest way. I think that's the only way things end up working out. Well, I like your wisdom. You talk like a savvy person. I'm sure you're like probably 45 or 50, you know? Yeah, yeah, yeah. I'm up there. I'm up there. How old are you? If it's public now? Yeah, it's fine. I'm 26. 26 years old. It's amazing. 26 years old. But I really want to compliment you. I'm sorry too that you look very savvy. You have your values straight and you have your mind track is good and healthy and good and like on track. B'och Hashem. B'och Hashem. And in B'och Hashem you have the koiches and the si'ach to the shmai to use it and do good stuff with it because it stems from a good place of wanting to help Eden and this is our tachlis in this world not to be selfish and not to build our own ego in these our tachlises. Let's talk tachlis. We have to make the world a better place. Let's suck in oil in B'och Hashem and to make the world a better place. Hopefully we can use most of our energy between Hamish, Eden and make our friends and cousins and neighbors and schoolmates happy and successful and I want to compliment you for that. Thank you. Thank you. B'och Hashem. Everything's B'och Hashem but you touched on something very nice about giving. You know a long time ago I guess I got into that concept. If you focus on giving all the brachas come I don't mean from a spiritual perspective I mean from a physical perspective you know the best clients and the best relationships it always started with a mitzvah the weather it started with it stuck us something the relationship didn't start from either it started from a learning Tyra or a separate mitzvah that's how every great relationship had started and I think it's funny whenever we do hit a challenging spot you know because not everything is always nice and dandy every time you climb the stairs if I ever go back to this principles that I'm here to give forget about ourselves forget about making money forget about making anything happen I was talking to a friend today you know works at a big company and we were speaking about you know getting someone in for a unique opportunity um and he was telling me his concerns and I you know I was you know sharing with him you know mine and and and uh I told him I said I don't try to ever make any deal or any hire I try to create conversations I try to create opportunities I see a win for for a candidate I see a win for an employee it doesn't have to only be could be in connecting uh any sort of business referral I said I'd like to make conversations I create opportunity that's step one I see an opportunity for both parties I want them to talk if that goes really well they'll talk again if that goes even better maybe they'll each learn something from another and if a hire ends up coming out from all the good conversations then it happens I think that perspective is very very helpful you wanted to hear an interesting story yes it's flowing I once had a meeting with a husband and wife they were both looking for a job and I'm a young guy you know this is in the beginning and and and they sit down this guy came in with like the most positive attitude maybe 45 50 years old and I felt a little uncomfortable I'm this little guy you know getting this guy with a family a nice you know a guy a job trying to help and I'm a tachos guy let's talk tachos sometimes I don't keep everything in I figure let me put the elephant on the table so we have a conversation and I and I turned them and I say how do you have such humility to come in here so happy so excited and uh you know you're so comfortable like you know we we can hang out we can have a coffee together and he had such a cool perspective you know he said I I ran a business for 20 years made a lot of money you know different things evolve there wasn't like from a lack of success or the bronch is over he's like we did very well we lived an amazing life and now it's time to look for a job what difference was there and he had such a humility to take a even a low salary to learn a really good skill you know one of the questions you know people want to know the process how it works I have two questions that we've built and everything is from meeting people we're constantly evolving I'm learning you know how do I know anything I don't know anything I keep learning and and keep adapting so I built two types of questions that we ask every candidate to try to get and get an idea of where they should go so the first group of questions is basically aligned with your goals what are your goals you know why are you coming to us so so so I asked them three questions to find that what are your goals number one are you looking to make a ton of money very quickly and if the answer to that is yes then you got to pretty much be in a sales role or I don't know what the second question is are you looking to build a skill and you do not care that much about the money you're making right now you want to build a skill that you can get paid in two years from now and I would say the smartest people say I don't really care about the money today I don't care how hard I have to work today I want to build a skill that I should be valuable and the last question is is you know are you looking for a job that's more close to home that's comfortable maybe you don't need the money maybe you're young maybe you're still figuring out based on those answers and draw a picture exactly what and the answer I always tell people I said everyone wants all three the goal is to have all three it should be comfortable next to home you should make a ton of money and you should learn a skill and you know what Barhashan we get a lot of people that but I always say the order of importance is very very important and based on that we can formulate are you here for us to help you get an opportunity where you can really become something because a lot of people we meet with don't have a degree don't have a specific school or education yeah I had a funny call not to put down anybody who does have a degree but anyone who goes into a specialized education I always encourage them to test out the market first you want to be a lawyer maybe go work in a law firm for law firm you want to be a therapist maybe be a care manager somewhere you want to be a you know a doctor maybe help out in a in a medical office basically be sure before you invest all that time and money that this is what you want to do because many times people come to me and you know I'm a software developer but I can't sit in a seat you know so I mean sure there's jobs there but someone reached out to me and he goes I heard you help a lot of people get jobs I spent the last four years I left Yeshiva early I spent the last four years you know in a college can you help me get a job and I didn't say anything to him we helped him get a job I said I just helped 50 people without a degree get a job I'm sure having a degree won't hurt you the bottom line at the end of the day is the person's style and goals and mindset and being nice and humble like you said and wanting to please and wanting to learn and we say out of the smile it wraps up to hopefully good places yes yes yes beautiful so let me a nice concluding make a message for the Let's Talk Tachlas audience so I I think we touched on it I'm saying for the closing messages something very important to remember is I think that keep trying keep trying new things keep you know keep learning that's the people always come and they say I don't know what I should do with my life you know what I mean what should I do and you know what I also don't know what you should do and I don't think any career counselor mentor we can help you but no one knows what you should be doing and I think that you know not knowing what to do is not a reason not to do maybe if you do you'll find out what you want to do you know so while you don't know whether you want to be a lawyer or a doctor or a therapist you know how about take a nice opportunity down the road that that's aligned with you and maybe from there you'll find out a way to incorporate your skills and your experience I had a funny story with a young bacher and he'd like 22 and unfortunately from a family Hamish family but he's not so he's not he's not so in the program as they say I don't not over the derrach but he's not fully in and he spoke to me he wants to do wants to do and this and that and he's still maybe drive a truck maybe I'll do real rough stuff he's a really skinny Jimmy boy and as I spoke to him more and more and more I told him okay when you when you do long distances what do you listen to you took me a while to get to this point he tells me I like to listen to legal shows shows that talk about legal issues from wanting to be a truck driver and think like nothing talks to me I want to do something boring drive a truck the country wide would you listen to while you I like to listen to legal shows so I told him why come back come home settle down let's let's make let's institute a program in your life that that five hours a week you practicing you're learning you're reading and he's not a lawyer yet but he's got into it in a big way and he's building his legal knowledge and I hope it's going to make him a I'm not saying bring him back it was not the goal of the conversation but to make him settle down and feel more purpose in life I'm not just a trucker nothing wrong being a truck driver but if you say that you have a side passion and it was ranging to me that this popped out of of his of his list this popped out everything yeah 100% I think that's a beautiful story everything flows everything flows from being on the right loop on the right path I always tell everybody this when I'm when we meet our goal is to find your passion your tonus and effort is aligned with your passion and if you do something that you're passionate about you'll feel fulfilled and when you feel fulfilled you do a really good job and when you do a really good job you make a lot of money you know people always call me they say uh you know this industry is doing well that industry or they ask me you know what job should I do what industry is doing well and I say there's nothing to do with the industry has to do with you the 5% in every single industry is killing it you know and it doesn't make a difference what you do you know it's it's it's it's if you do something aligned with who you are you're gonna do it really well very nice bro I'm really I was really enjoying this conversation and I'm sure our audience will also learn a lot and we'll enjoy watching it and forwarding it to their friends because that's what let's talk talk to us all about making the world a better place teaching people educating people making them happier and more wholesome and I'm glad you bumped in yes amazing thank you so much so nice to meet you yes good luck and I hope the next year you're gonna tell me you you got 500 people okay thank you so much