Oct. 16, 2024
955: Strategies from Wall Street to Latin America to grow YOUR business with global talent w/ Aaron Segal
Can global talent be the key to unlocking your business's growth potential? Join us as we sit down with Aaron Segal, an accomplished entrepreneur with a remarkable 20-year career on Wall Street and in the hedge fund industry. Aaron shares his transformative journey from the high-stakes environment of financial markets to founding Ivy League Global Talent, a premier headhunter agency that connects US companies with top-tier remote talent from Latin America. Get ready to uncover the strategic insights and personal experiences that have shaped Aaron's innovative approach to business growth and efficient hiring.
Explore the exciting opportunities presented by leveraging global talent, influenced by Aaron's admiration for Israel's post-military travel culture and the invaluable lessons from his Wall Street days. Through personal anecdotes and professional revelations, Aaron delves into the burgeoning educational renaissance in Latin America and the rising labor costs and skill shortages in the US. Learn how strategic offshore hiring can be a game-changer for businesses, offering a cost-effective solution to finding high-quality talent, and hear about the significant impacts of the remote work revolution accelerated by the pandemic.
Discover the meticulous process behind Ivy League's robust recruitment strategy, from having a local presence in candidate-sourcing countries to building strong connections with universities and experienced recruiters. Aaron emphasizes the importance of trust and thorough background checks in remote hiring, providing a blueprint for businesses to seamlessly integrate top-tier talent from regions like Mexico and Argentina. This episode is packed with invaluable lessons on scaling businesses, innovative hiring practices, and making impactful decisions that drive sustainable growth. Tune in and transform your approach to building a global team!
ABOUT AARON
Aaron has 20 years of experience on Wall Street, in the hedge fund industry. He helped his firm successfully navigate the Great Financial Crisis. From 2013 to 2019, he helped scale a corporate debt and equity hedge fund from $150mm to over $3 billion. He also launched and grew a fund from $50mm to over $200mm between 2019 and 2023. Co-founded Ivy League Global Talent to help small businesses grow and to bring to life the idea that global remote talent is going to be the biggest trend in the labor market this decade outside of AI. Founder of Kai Capital, a private investment firm.
LINKS & RESOURCES
Chapters
00:00 - Unlocking Growth Through Global Talent
09:02 - Global Talent Trends and Opportunities
15:56 - Global Talent Trends and Remote Work
25:10 - Leveraging Global Talent for Business Growth
32:50 - Strategic Hiring Partners for Business Growth
45:56 - Supporting Guests on Wantrepreneur Podcast
Transcript
WEBVTT
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Hey, what is up?
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Welcome to this episode of the Entrepreneur to Entrepreneur podcast.
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As always, I'm your host, brian Lofermento, and I'm so excited for all the things that we're gonna learn from today's guest.
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This is not only an incredible entrepreneur, but this is someone who I would argue his entire life is focused on growth Growth in his professional career, growth in the financial sector and now growth in ways that is really unlocking a whole new stream of talent for entrepreneurs and businesses at all sizes in all different industries.
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Let me tell you all about today's guest.
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His name is Aaron Segal.
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Aaron has 20 years of experience on Wall Street in the hedge fund industry.
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He helped his firm successfully navigate the great financial crisis From 2013 to 2019, he helped scale a corporate debt and equity hedge fund from $150 million to over $3 billion.
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He also launched and grew a fund from $50 million to over $200 million between 2019 and 2023, which I love the fact that he's taken all of this experience and all of these insights into business and what makes growth happen and he co-founded his company, ivy League, to help small businesses grow and to bring to life the idea that global remote talent is going to be the biggest trend in the labor market this decade, outside of AI.
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To tell you a little bit about his company.
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I am a big believer in this because everyone wants to talk about AI, but global teams are where it's at.
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There's a world of talent out there and we've never been more connected to them when it comes to our own efforts to grow our businesses.
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So Ivy League is a premier white glove headhunter agency with a simple mission to deliver top overseas talent in Latin America for US companies at a significant discount to domestic candidates, but with the same or I'm going to argue, better quality of work, skills and loyalty, as behind the scenes, a lot of you know that our team is comprised of international talent, with Laura our lead producer, and she manages so much behind the scenes.
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She's based in Colombia and what Aaron's doing with his company really shows the power in all of these benefits.
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They help entrepreneurs and small businesses scale and delegate by providing talent at 50 to 80% lower costs, so that visionaries can build all star teams without going broke in the process.
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If you're ready to grow, then we are all going to learn so much from today's guests.
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So let's dive straight into my interview with Aaron Segal.
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All right, aaron, I'm so excited that you're here with us today.
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First things first, welcome to the show.
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Thank you so much, Brian.
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That was such a wonderful introduction.
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I hope I can live up to the kind words that you just spoke on my behalf.
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Heck, yeah, I'm sure you're going to, because I am definitely biased in this regard.
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It's something that we behind the scenes preach and practice so much, and I love the fact that you bring it to the marketplace.
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But before we get there, aaron, take us beyond the bio.
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You had such an incredibly accomplished career.
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You and I talked off air about the golden handcuffs that you experienced.
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So take us beyond the bio.
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Who's Aaron?
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How'd you start doing all these amazing things?
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Yeah, well, so I have been like, like you mentioned, I was in the hedge fund industry and finance and Wall Street up in New York for nearly 20 years.
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I, in you know, my studies kind of focused on economics and I always excelled with with economics, especially macroeconomics, where study of kind of the whole system and trying to piece together various interplays and patterns.
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And I love the game of trying to piece a puzzle together on the biggest stage ever.
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That would allow you to connect globally with lots of different people and lots of different ideas and themes that were happening simultaneously across the world.
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And so that drew me to that world, you know, and here I was a young, 22 year old kid and didn't really even know what a hedge fund was and uh, but just knew I wanted to be a trader and a wall street guy.
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And you know, it's just very funny how, how we often pick our careers before we've really figured out who we are.
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But that's maybe getting a little too philosophical early in this conversation.
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But one thing led to another and I ended up kind of in that world and I was working in that business for a couple of years, and then, of course, the great financial crisis came about, and that was an amazing opportunity for me.
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You know, I think in any business or any career, if you can, very early on, cut your teeth in a trying period of time, that is the best mentor.
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You know, truthfully, I never had a lot of amazing mentors in my career.
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You know, from a from a you know, individual perspective, there's a lot of competition in my industry and so people are a little more guarded, and I know some people had amazing mentors in my industry.
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So I don't want to necessarily over extrapolate, but for me, the biggest mentor was experience, was experience in trying times, and so I took it upon myself during that period of time to understand what was going on in a certain pocket of the market, which were credit derivatives, which was really what was the cause of that crisis, and no one at my firm really had any expertise there, and I was just kind of this young kid and took it upon myself to find that niche, built that niche, and that kind of led me into my next job, which was to build a startup hedge fund in 2013.
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And from there, like you mentioned in the intro, we launched with about 150 million in assets and we helped build that to a peak of around 3 billion and we decided to shut that down in 2019.
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Everyone was kind of just burnt out and had some different ideas about where they wanted to go, and so we kind of amicably all parted ways with the whole team it was about 20 of us and then one of my other colleagues from the same firm.
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He approached me about starting another hedge fund and, honestly, back then I was already starting to explore the entrepreneurial path.
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I was really into health and wellness.
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I was exploring a couple of different ideas there.
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But you mentioned the golden handcuffs and, as most of the listeners here can probably relate to, entrepreneurialism is hard, you know, and it's a different type of risk.
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You know, I was used to taking risk every day in the market and I had risk with my own finances and I had risk, of course, on behalf of my clients, and that I took very seriously.
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But to take risk as an entrepreneur is a whole different level of uncertainty, and so those golden handcuffs were very tricky for me to extrapolate myself from for a number of years.
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But so I did end up joining him in that hedge fund and it was a great experience.
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We built that for the next three or four years Again started that hedge fund right before COVID.
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So COVID was a great experience for us to learn and adapt to the new market environment and we actually did quite well navigating that.
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But the industry has just changed so much and in a way that I wasn't enjoying it as much.
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It was becoming much more automated, much more algorithmic and on top of that I'd done it for almost 20 years and I was ready for a new challenge and I think that entrepreneurial call just kept kept ringing in my ear throughout that whole time and so last year I decided to kind of call quits and my family and I we had moved down to Miami from New York and that had kind of helped me escape the echo chamber of New York.
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You know, sometimes if you're in a certain industry, you know there's an echo chamber where you think the world only exists around, that.
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You know the Silicon Valley echo chamber, there's probably the Austin echo chamber and there's certainly the New York echo chamber.
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So getting away from that allowed me time to start networking and meeting new people and learning about different opportunities, which of course ended up leading me to, I believe, the global talent.
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Yeah, I love that overview, Aaron.
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There's so much that we're going to go deeper into here in today's conversation.
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But one thing that really stands out in that overview that you gave is you pointed out and correctly so that we happen to choose a career.
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Heck, it even goes back before that we choose our majors before we have any idea who we are and what we want to do on this planet.
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I want to talk about that because obviously you did go into a career that you were very successful at and you gained so many skills along the way.
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We're going to talk about how those skills have transferred, but what I'm most interested in is obviously Ivy League.
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Global talent is something that's doing a lot of good to help other businesses grow.
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That was a very intentional move on your part after a successful career.
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So that's where you recognize not only who you are but the type of impact that you want to have on the world.
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Talk to us about the building blocks behind Ivy League, because you clearly saw opportunity and you clearly see a chance to help other businesses.
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How'd that come about?
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Yeah, so yeah, first of all, to address that first point about picking one's career before we're really prepared for it.
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You know, I think that's unfortunately that's just the way our system is set up, that's the way our educational system is set up and our universities, I believe, don't do an amazing job preparing people to ask that difficult question.
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I'll give an example.
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My wife is from Israel and Israel.
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I love the way they do things, which is that you have to, obviously for different reasons, you have to serve in the military, but then, after the military, you tend to take a year sabbatical and travel around the world.
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You don't have to, but that's what a lot of young Israelis do.
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And then they go study at university.
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For me, I felt like the average American goes to university at their 18 before they're emotionally and mentally developed enough to start asking those deep questions.
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But such is life and sometimes you need to go down that journey.
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That's, that's just part of the.
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The journey of life is to experiment, explore to, to discover what you like, to discover what you don't like, and for me, that journey was, was great.
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There was a lot, like I mentioned before.
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There was a lot of things I loved about it.
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But what drew me to Ivy League was basically a mix of my personal aspirations with a sprinkle of what I had already learned in my career on Wall Street.
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On Wall Street, I was always looking at trends.
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I was always trying to uncover what kind of the next big trend is.
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I always also was very interested in demographics in the labor market.
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In my work I did a lot of kind of macro strategic analysis, especially when COVID hit, we were starting to really study the labor markets, and so one of the things that really appealed to me about Ivy League was, frankly, it was not my idea, it was my brother-in-law's idea, who's my business partner, and he had done the kind of four-hour work, week tim ferris strategy of building businesses for a decade.
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Um, his name is ari um and he is an amazing entrepreneur.
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He's a serial entrepreneur, so he in some ways probably is the better person to be on the show than I am.
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But he he had built all these businesses through hiring talent offshore, mostly in Latin America, and I had the privilege of meeting some of his team and some of the employees over the years and I was just always so impressed entrepreneurs, founders, business people about just how impeccably he had kind of crafted these businesses and in a very efficient, cost-effective way.
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All of his businesses that he built were self-funded and in order to do that, you need to find very creative ways of doing that.
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But, more importantly, I think most people think of offshore talent or hiring offshore or nearshoring, whatever you want to call it remotely, even before COVID, because COVID kind of changed everything.
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We can get to that, but even before then it was, you know, fiverr or you know you would.
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Basically, it was very project oriented and the problem with that.
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That certainly serves a purpose and that's amazing and it serves a purpose on.
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That's amazing and it serves a purpose on both sides.
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Um, it's kind of like the uber of the labor market, uh, in terms of matchmaking, matchmaking platforms.
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But for businesses who want to build at scale and who want to start actually delegating to trusted teams and to create something with longevity and duration, that doesn't really solve that problem.
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And if you're trying to grow or you're trying to delegate, you're going to need something more.
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And there were two issues that were starting to arise here in the US that were making it harder, which was, of course, with labor costs were going up dramatically and there was fewer and fewer skilled talent in a lot of different fields.
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A lot of people were getting pulled into different occupations, so everybody's chasing software and engineering, and that left a dearth of talent available in other fields like marketing and sales.
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They're also frankly I may ruffle a couple of feathers with this comment, but in in some of the younger generations, especially after COVID, there was a little bit of a of a lack of, of a solid work ethic.
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And also I, I personally believe our education system has suffered quite a bit in the last two decades, and the reason I bring that up is because in Latin America the opposite has been happening.
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Latin America has suffered from massive inequality for decades nearly a century but in the last 20 years the untold story there is that actually a lot of these governments, even some of the more socialist, even some of the more authoritarian governments in Latin America, have actually spent a lot of money devoted to their educational system.
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So higher education has actually seen quite a renaissance in many countries.
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We focus in Mexico, argentina, colombia, but even in countries like Venezuela, which is really suffering Argentina, colombia, but even in countries like Venezuela, which is really suffering, there's actually quite a lot of amazing talent Argentina is also dealing with their kind of currency, an ongoing rolling currency crisis that's really been occurring for them for many years as well.
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So that part of the world has always been near and dear to me.
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I've spent a lot of time down there over the years.
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I used to study martial arts down in Brazil and spent a lot of time there and I really always felt that there was such amazing talent down there.
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And mixing that with the trends I was seeing through my experience in Wall Street and what I was seeing through my brother-in-law, it all kind of coalesced and clicked into this idea of wow, there's something here.
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There's something here to build this in a boutique way that we can do that we will have fun with, because it allows us opportunity to talk with clients and help clients such as other small businesses, entrepreneurs, medium-sized businesses as well.
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We're talking to some clients who are larger of like 200 plus employees or 500 plus employees, who, believe it or not, this is still very new to them.
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So the opportunity to kind of teach anyone from a one person team all the way up to a 200 person team, ways in which they can expand and explore and hire amazing talent in Latin America has been an amazing process so far.
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I mean, it's still pretty new, to be honest with you, we've only been doing this for six months, but it's been an amazing experience so far.
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I mean, it's still pretty new, to be honest with you, we've only been doing this for six months, but it's been an amazing experience so far.
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Yeah, aaron, so much to dig into there, but I'm just going to jump straight into what I imagine is the more controversial side of this world, which I hear when I talk to people about the way that I grow my teams behind the scenes at all of my different businesses, which is a lot of people might be thinking.
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Well, aaron, if you feel like American talent is more expensive and less skilled than ever before, potentially, and overseas talent is more skilled, more loyal, more hardworking and less expensive, then what does that say about the more macro trends in our country?
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Obviously, 80% of our listeners, just like you and I, are here in the United States, and that's a's a concerning trend.
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So I want to ask you this because, as someone who comes from the financial markets, it seems to me like in the financial markets, you guys are obsessed with looking at the future and already pricing it in.
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That's one thing that, when I studied economics and finance, professors were always like if a company announces expected earnings that meet their targets, what happens to the stock price?
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Nothing, because it was already priced in.
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You already knew that that's what was going to be.
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Company announces expected earnings that meet their targets, what happens to the stock price?
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Nothing, because it was already priced in.
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You already knew that that's what was going to be the case.
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What do you see for those macro trends in the US?
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And I'm going to ask you this in a two-faceted way, because we're having two concurrent conversations, which is one about the labor market, but two you're one of us, you're a fellow entrepreneur.
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I firmly believe that, as the labor markets continue to trend, it only further incentivizes us to get into entrepreneurship, to grow our own businesses, because this is a skill.
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What you're talking about growing global teams that are talented, that are nimble and agile and skilled.
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That's an important ability for all of us.
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I think it opens more doors to us.
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But for everyone who's worried about where we're going, aaron, what's your take on all of these macro trends?
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Yeah, wow, that's a great question.
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Those are some great questions packed into that, so I'll do my best to address at least a few of them.
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And, of course, the caveat to all of this is I have no idea, right, none of us really know.
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And one of the most humble things I've learned in my career is that you can only assess things from a probabilistic standpoint and you can only look at what is then not to your point before the market loves to find a consensus and then price that consensus in, and the way you make money in the market is to see if you think that that price is overly extrapolating, something that is not necessarily going to happen, and then you can discern, maybe, what is an alternative path.
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So, for example, you know AI might be a good example.
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So AI is clearly happening.
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Ai might be a good example.
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So AI is clearly happening.
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It's clearly this massive tectonic force that's going to change the way all work is done, all entrepreneurs function, and it's already doing that, right.
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But the nuance comes to what degree, how and over what time horizon, and I think there are some countervailing forces that are at play in addition to that that are also guaranteed, like, the thing about demographics is super interesting in finance is it's guaranteed outcome for 20 years at least.
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It's a generationally guaranteed outcome.
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There's no way that we can change demographics, at least you know, for a couple more generations out, and we have to do it quite deliberately at that if we want to do that.
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So demographics it's boring and people in finance don't like studying it because it's very long term.
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These things happen slowly over time, but what we've seen is that the decline in labor forces as the boomer generation retires and as highly skilled labor cannot replace that quick enough, that you've seen a lot of a shortage, shortages in various industries, and you've also seen that shortage not just because of demographics but because of people, because of cultural reasons, frankly, because people don't want to do certain tasks anymore and immigration used to be the way in which those problems were resolved.
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Though that has become politicized in a world that's extremely partisan and, as a result, immigration has become this very charged issue and, as a result, immigration has become this very charged issue and often, if you look at Japan, if you look at Europe, you look at countries that are really, really struggling demographically, where immigration has become even more of a difficult issue.
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That's why here in the US, it could also end up in that direction eventually.
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We're in a slightly better position than much of the rest of the Western world in that sense, but Latin America is in a different boat.
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Their demographics are also starting to shift, but they're better than most of the Western world.
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So that's one and two.
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I mentioned the education, the investment in education.
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That's key to any successful, thriving socioeconomic system.
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But what you're going to see, the bet that we're making, what I really truly believe is going to happen, is that you're absolutely right, which is that there's going to be more and more entrepreneurship.
00:20:08.694 --> 00:20:09.736
And why is that?
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Because there's more ability to specialize.
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The world just continues to hyper-specialize.
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That's really the entire story of civilization and economics is specialization.
00:20:20.998 --> 00:20:31.865
We specialize and we built agricultural systems, and those agricultural systems allowed us to save surplus food, and that allowed us to free up time to build more specializations, and we basically just continued in that direction ever since.
00:20:31.865 --> 00:20:33.430
So we are going to continue to specialize.
00:20:33.430 --> 00:20:43.329
That's what technology allows us to do, and in doing so, that creates more and more opportunity for small businesses to find ways to solve problems that you know.
00:20:43.369 --> 00:20:48.366
Everyone talks about how the network effect is creating this movement towards.
00:20:48.366 --> 00:21:35.088
You know, the bigger getting bigger, and that's true in a certain sense, but there's also this kind of complete polarity to that, which is there's all this room for small entrepreneurs to find niche ways of adding value, and to that end, those entrepreneurs are going to need to find interesting ways to expand and to scale, and in a labor market that is really struggling to deliver those values for employers, this is where you need to start thinking differently, and I think the problem is that most entrepreneurs have gotten so accustomed to just thinking myopically that the labor force that they have to adhere to is just here in their backyard, when everything else that we do is global.
00:21:35.088 --> 00:21:37.153
So why should labor not be global?
00:21:37.153 --> 00:21:40.788
And now, what COVID did was, of course, it opened up the door to remote work.
00:21:40.788 --> 00:21:48.488
So previously, all of this offshoring was done at the multinational level.
00:21:48.488 --> 00:22:12.511
So multinational corporations were building subsidiaries in India, in Asia, in China, obviously, and it was happening at the manufacturing level, at the production and the industrial part of the production process, and that's because there's a lot of capital that was required to do that, but it was worth it because there was such an arbitrage in the cost of labor, and that's where globalization gets kind of it's.
00:22:12.511 --> 00:22:19.464
It's that's what drove globalization, but it's also where globalization kind of gets its bad rep right.
00:22:20.146 --> 00:22:23.362
But what we're seeing now since covet is that now everyone can do this.
00:22:23.362 --> 00:22:32.249
Everyone can um, the, the, basically the palette is completely unlocked and that every, every, every small business.
00:22:32.249 --> 00:22:34.967
You don't have to be a multinational corporation to do this.
00:22:34.967 --> 00:22:46.446
We can get into the ways in which you can hire, because a lot of people feel a little bit of reticence or they feel a little intimidated by well, how do I even hire someone overseas?
00:22:46.446 --> 00:22:47.148
What's the process?
00:22:47.148 --> 00:22:49.701
There's ways that you can do so with an employer record.
00:22:49.701 --> 00:22:52.307
You can do so just through typical contracting.
00:22:52.307 --> 00:22:56.144
That's how most small businesses and even medium-sized businesses hire.
00:22:56.144 --> 00:22:57.489
They hire on a contract basis.
00:22:57.489 --> 00:22:58.711
They're paying in dollars.
00:22:58.711 --> 00:23:07.203
Most of these employees want to get paid in dollars, frankly, and so the process is actually much more easy than people realize.
00:23:07.223 --> 00:23:10.971
So I think to kind of try to tie all that into your question.
00:23:10.971 --> 00:23:16.230
I think that's why I believe the second wave of COVID, the first wave, was okay.
00:23:16.230 --> 00:23:19.042
Remote is an option, and not only is remote an option.
00:23:19.042 --> 00:23:24.541
I now have the option to kind of reinvent who I am from a career perspective.
00:23:24.541 --> 00:23:31.161
So many people went through this transformation of saying I had this nine to five job but I actually don't need to earn a living that way.
00:23:31.161 --> 00:23:32.967
There's lots of different ways I can earn a living.
00:23:32.967 --> 00:23:37.070
There's lots of different ways I can kind of build different income streams to do so.
00:23:37.070 --> 00:23:40.401
And the second wave, I believe, is going to be okay.
00:23:40.401 --> 00:23:45.532
Now, how do I scale that, how do I delegate, how do I expand my horizons?
00:23:45.532 --> 00:23:54.386
And I'm like, wow, there's a whole world of really talented people available to help me that I was not even aware of, and that's where I think we can help.
00:23:55.039 --> 00:23:58.230
Yeah, aaron, so much good stuff to unpack and huge kudos to you.
00:23:58.230 --> 00:24:02.251
I know it was a loaded question, but you navigated us through all those considerations.
00:24:02.251 --> 00:24:04.627
Listeners are really familiar with Laura from our team.
00:24:04.627 --> 00:24:06.006
I'm going to shout out Laura Chavez.
00:24:06.006 --> 00:24:07.262
I frequently call her out.
00:24:07.262 --> 00:24:08.226
She's based in Colombia.
00:24:08.226 --> 00:24:16.829
I frequently call her out, she's based in Columbia and she was really someone who, when she came on board behind the scenes at this podcast, we were able to expand from a three-day-a-week show to a five-day-a-week show.
00:24:16.829 --> 00:24:18.876
She creates so much of our back-end processes.
00:24:18.876 --> 00:24:20.683
She recruits amazing guests.
00:24:20.683 --> 00:24:29.832
She finds them proactively for us to interview here on the show and, with all of that in mind, it's fun for me because it feels like we have a really tight knit team.
00:24:29.832 --> 00:24:31.013
We do quarterly retreats.
00:24:31.079 --> 00:24:32.727
At the beginning of the year we were in Los Angeles.
00:24:32.727 --> 00:24:44.180
At the end of Q or beginning of Q2, we were in Medellin and we're going to be going to Boston this fall, and so there's so many exciting things which, to your point, the old way of doing things was talent in your backyard.
00:24:44.180 --> 00:24:49.968
The old way of marketing used to be putting up a billboard on your local interstate or things like that.
00:24:49.968 --> 00:24:54.153
But you're right, we're so used to those global opportunities.
00:24:54.153 --> 00:24:56.902
Why not extrapolate it to the way that we build our teams?
00:24:56.902 --> 00:25:09.987
But I want to ask you this because it just seems to me like so much of your professional career really thrived through hard times that's the way that I'm going to phrase it because obviously, the global financial crisis was something that you navigated.
00:25:10.689 --> 00:25:18.351
The pandemic in 2020, the global pandemic that, in and of itself, was a huge crash in so many different ways, but also huge opportunities.
00:25:18.351 --> 00:25:28.207
When we look at history, the great depression is what created so many new millionaires and so, with that in mind, talk to us about how we, as entrepreneurs, business owners, can tap into this.
00:25:28.207 --> 00:25:29.671
What does it actually look like?
00:25:29.671 --> 00:25:36.488
You and I are both praising the impacts of growing a global team, but for people who have never taken that step, what's it look like?
00:25:36.488 --> 00:25:37.471
What's it feel like?
00:25:37.471 --> 00:25:39.047
How do we communicate with them?
00:25:39.047 --> 00:25:41.048
How do we make sure we get the right person?
00:25:41.048 --> 00:25:42.924
Obviously, ivy League, global Talent.
00:25:42.924 --> 00:25:45.051
You guys talk about being a white glove service.
00:25:45.051 --> 00:25:50.907
How do you make sure you get the right people on the right teams operating in the right way to actually do business the right way?
00:25:52.210 --> 00:25:58.306
Yeah, brian, that's a perfect question and that's very much top of mind with all the clients that we talk to.
00:25:58.306 --> 00:26:06.605
Like I said, there's certainly a sense of inertia about making this shift for some business owners.
00:26:06.605 --> 00:26:08.769
For some not so much, some are already used to it.
00:26:08.769 --> 00:26:21.691
Some have worked, you know, hiring, you know for project oriented ways in the past, or maybe they have a VA in the Philippines that they've used, or they've experienced call centers in India, you know.
00:26:21.691 --> 00:26:23.866
So they've kind of had that sprinkle of exposure.
00:26:24.348 --> 00:26:42.772
But it's a little bit of a different animal when you're saying I want somebody who will have certain control, maybe of certain financial information in my company, or even just they'll have quite a bit of hands-on exposure to the source of revenue, what drives our business.
00:26:42.772 --> 00:26:44.721
So it's a little bit of a different animal.
00:26:44.721 --> 00:26:47.612
So, 100% you need to find someone you can trust.
00:26:47.612 --> 00:26:53.691
My response, however, would be that is always the case, that should always be the case for anyone you ever hire.
00:26:53.691 --> 00:27:03.310
And in hiring someone in Mexico City is no different than hiring someone in, you know, tucson, arizona.
00:27:03.310 --> 00:27:06.765
I mean, especially once you've made the leap to remote.
00:27:06.765 --> 00:27:12.163
Once you've made the leap to remote, the trust is already something that needs to be impeccable.
00:27:12.163 --> 00:27:20.212
Now, I would say it needs to be impeccable in person, but some people might argue that in person there are more obvious checks and balances.
00:27:20.212 --> 00:27:22.646
I personally don't agree with that.
00:27:22.646 --> 00:27:29.686
Well, I think it depends on the type of business, so it's hard to make overly broad generalizations about this.
00:27:29.686 --> 00:27:40.826
Obviously, if you have a brick and mortar business, there's just certain types of businesses that are going to not have as much opportunity to make these modifications as other businesses.
00:27:40.826 --> 00:27:47.280
So if you are not a remote business, if you are in person, there still might be aspects of your business that you can start to hire remotely, for.
00:27:47.280 --> 00:27:52.622
There's lots of creative solutions that I think entrepreneurs often don't even think about in that regard.
00:27:52.622 --> 00:28:00.042
But certainly if you are a hybrid or fully remote organization, the shifts you can make are obvious.
00:28:01.645 --> 00:28:06.623
The types of roles we tend to see are the most common, that are, you know, of interest.
00:28:06.623 --> 00:28:07.344
We would say.
00:28:07.344 --> 00:28:11.863
Well, I'll caveat this by saying we don't do a lot in the software and engineering space.
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