Founder-First Marketing: Building Your Personal Brand for Franchise Success (Part 2)

In Part 2 of this series, Kasim Aslam, co-founder of Pareto Talent, joins Giuseppe Grammatico to discuss the power of executive assistants (EAs) and how to build a world-class team for your franchise. Learn about the Pareto Principle, the importance of international hiring, and Kasim's unique framework for attracting and retaining top talent.

➡️ Connect with Kasim Aslam and Pareto Talent: 

https://kasimaslam.com/ 

https://www.youtube.com/@solutionseight 

https://medium.com/@kasimaslam 

https://paretotalent.com/ 

https://kasim.me/ 

https://x.com/kasimaslam 

➡️ Explore franchise opportunities: 

https://ggthefranchiseguide.com/right-fit/ 

#franchise #franchising #business #entrepreneur #hiring #talent #executiveassistant #internationalhiring #teambuilding #pareto

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The Franchise Freedom: Discover Your New Path to Freedom Through Franchise Ownership, Book by Giuseppe Grammatico https://ggthefranchiseguide.com/book or purchase directly on Amazon.

Transcript

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entrepreneurs shouldn't be managing their own inbox. Ever. They shouldn't be managing their own calendar, ever. If you judge a fish by its ability to climb a tree, it spends its whole life thinking it's stupid. Go find the two things that they're a miracle at, and build the role around that. AI will never be top down. AI It'll always be bottom up. It'll be the guy or the gal pushing the broom that realizes like, Oh you know what? This AI tool in this way can do this thing with this one particular task. Welcome to the Franchise Freedom Podcast, where you can escape the corporate trap through franchise ownership. Here's your host, Giuseppe Grammatico, The Franchise Guide. Welcome to the Franchise Freedom Podcast. I'm your host, Giuseppe Grammatico. We are continuing part two with Qasim Aslam. We're going to be talking about VAs and Pareto talent. Qasim, welcome back to the show. I appreciate it. Giuseppe, thanks for having me, buddy. Yeah, I wanted to, to continue the conversation. So for anyone that missed part one, we dove into marketing, how simple repurposing, how simple your marketing strategy can be really stressing YouTube and a few other factors. I won't spoil that. So definitely take a listen to that episode, but wanted to dive in today to talk about Pareto talent. Talk about the VA strategy when, it is the right time to hire a VA. And yeah, just, I wanted you to take it from there. Yeah. I when I sold a business in October of 2022 it was like the crown jewel of my entrepreneurial career. I built the number one ranked Google ads agency in the world. And what's interesting about. Marketing agencies is they're very margin thin. They're labor businesses. So the, you know, the HubSpot shares to HubSpot has more information on agencies, I think than anybody else in the world, or at least more information that they publicize. And the HubSpot benchmark for agencies is 15 percent net profit is the high watermark. So the average agency is aiming. To get it 15%. I sold it 40% and I'd been at 40% for two years. And the number one question I got all throughout due diligence,'cause due diligence in an exit is forever. And it's horrible. It's just painful, nonstop proctology exam by somebody without very gentle hand. I wanna know everything. Yeah, really. I've sold businesses. It's not fun, It's, man, it's almost not worth the money. Almost. The number one question I got throughout all due diligence was, where do you find these people? Because my team was epic was, still is best people in the whole wide world. It was an amazing agency, but it was, it was my margins were a byproduct of the fact that I was finding Pareto talent and I was willing to go international. So quick thesis for you. First one is, if you're, what I'll term as domestic, if you're here in the United States, which is where you and I are right now You don't have access to top tier talent. God, forgive me for saying why, because Google, Amazon, Microsoft, Apple, Facebook, the fortune 1000 are eating all the smartest guys and gals right out of school, right? Even if you could compete from a salary perspective, you can't compete with the cashier Ascension opportunity. You don't have a great big high rise or 12 croissants in the conference room. It's just not, it's not cool, or it's too easy to be an entrepreneur. I shouldn't even say too easy. God bless this country, man. Holy Are you kidding me? Like it's amazing. And I know in so many ways, we're actually, that's your audience, right? Like you help corporate executives become franchise owners. So corporate executives know the game. They know what we're competing against when it comes to talent acquisition. So I don't want to say that we're left with the dregs, but we are left with the leftovers and they're left over for a reason. Maybe they're working on their own passion project, your layover for them. There's, you know, maybe dude, here's the other thing. I got a brother like this. It's one of the best people I've ever known in my life. Work is not his priority. Dude is, you know, he was working at GoDaddy been there for 15 years and loved his job, but like loved his kids more, loved life more, loved to have fun. He's, he doesn't think the way that us. Entrepreneurs think, you know, like it's just, it's not, it's not as key. Here's what's really funny. And I'd be saying this, if you ever heard this interview, I'd never hire him. You know, like he's not, he's not who we want. He's not Pareto talent. So I'll make sure to share with them all good. Yeah. I'll go send them a link. The Pareto distribution is a mathematical principle that people call the 80, 20 rule. And it says that. 20 percent of the input produces 80 percent of the output. And everybody knows the 80 20 rule. And so it's, the problem is, is it's actually almost become white noise. But if you understand the Pareto distribution, it's probably the most important mathematical principle in business and maybe in life. And it's true in every organic ecosystem in weird ways, dude, like 20 percent of the cows produce 80 percent of the milk and 20 percent of the stars produce 80 percent of the light. And 20 percent of the criminals Commit 80 percent of the crime, like weird, weird, weird, but 20 percent of your revenue or 20 percent of your clients yield 80 percent of your revenue, 20 percent of employees do 80 percent of the work. And, and this is the most important part. That number is fractal fractal, meaning it's true at every level of analysis. So if let's say just to use round numbers, because round numbers make things easier, let's say that there's a business with a thousand employees. And I know that's a pretty big, small business, but it's still a small business. If you have a business with a thousand employees, The predator distribution would say that 200 of those employees are doing 80 percent of the work. So 200 of those 1, 000 employees are responsible for 80 percent of the output. And you think like, oh, wow, you know, that's, that's unweighted, but that's interesting. But zoom in, zoom in on those 200 of those 240. Are doing 80 percent of that work, which amounts to 64 percent of the total of those 48 are doing 80 percent of that work, which amounts to 51. 2 percent of the total of those 8, 1. 6 are doing 40. 69 percent of the total. Now we can't have fractional people, right? So one person is responsible for 25 percent of the output, which is insane. It's insane. And it's been true in every business environment I've ever been in. When I sold my business, we had almost a hundred employees. One guy. Was responsible for 40 percent of my revenue. His name was John Moran. It's the greatest Google ads mind in the world. He now bills at 2, 500 an hour. If you can get them, most businesses try to flatten the hierarchical structure. That is the predator distribution. Most businesses, cause you get some Ivy league Goldman Sachs douchebag to look at an Excel file and all they see is an existential risk. They're like, Oh, this is outweighed risk. We can't have this distribute, you know, the clients or the output or whatever. In a weird idiosyncratic way, they're actually trying to produce average output. That's what they want, but you don't get to produce average output by lifting the bottom up. The only way you can produce average output is by flattening the top down. So they're, they're inhibiting Proto talent from being able to perform. And when you're willing to start building the base of your pyramid with what other people have on the top, you get what I got, which is EBITDA that's 3x other people's, you know, margins that were 3x other people's. And, what's crazy is, parental talent is unbelievably accessible, freaking everywhere. The, the, the, the point that's really interesting is, you have to change the way that you think about humans. And this is going to get real preachy, Giuseppe. So what I might do is I want to talk about the paradigm that you'd need in order to hire Pretto, but I'm going to pause here and see if I've catalyzed any questions, comments, concerns, confessions. I would say that answer a lot. I was going to ask a follow up where do you start or what percentages. So for a small man operation, a solopreneur five employees or less, you start with, that strategy and, adding full time staff, like what does that look like? With an EA. That's my very, very, very, very strong opinion. The EA is the most important role you'll ever have as an entrepreneur. And an EA is an executive assistant, not virtual assistant. I don't like VA because VA means bullshit work. You know, it's like data entry and cold calling. EA is somebody who on a long enough timeline, is kind of cloning you. What's cool about the EA role is it's actually an incubator for talent. You never know what the EA is going to be, but you know they're going to be something massively important. My first EA became my director of social, my second EA became my director of automations, my third EA became my CTO, managed my entire exit, and is now one of my best friends. Your EA role is the opportunity for you to bring in somebody massively intelligent. Assign them a bunch of random tasks and start to see what they're really, really, really good at. And I think every entrepreneur needs an EA because entrepreneurs are doing stuff that they should not be doing. They're committing themselves to tasks that are massively beneath their pay grade. So entrepreneurs shouldn't be managing their own inbox. Ever. They shouldn't be managing their own calendar, ever. They shouldn't be doing, you know, there's four columns of work, right? There's$5 an hour of work, which is bullshit grunt work that should be automated or eliminated. There's$50 an hour of work, which is trainable work, but should be absolutely delegated. There's$500 an hour of work, which is where most people live. And there's$5,000 an hour work, which I call Neil work. This is Picasso, Elon Musk, Steve jobs, Oprah, whoever your goal in life should be to figure out what your fourth column is. Your$5,000 an hour work. Most people never get there. I haven't, I think it's something around people, but I haven't really cracked the code on it. The third column, the$500 work is where you should at least live the majority of the time. Either column three or column four columns one and two, you should delegate. 100 percent of the time. And if you don't have somebody to delegate to, then you're stuck. You are frozen. And sadly, 60 to 70 percent of your time is spent in columns one and two, and people don't even realize it, which is insane. So when you start to offload this work onto an EA, the EA is making you again, speaking in exponential terms, exponentially more functional, more What would you say your output begins to increase massively? And what a lot of entrepreneurs doing correctly is they're like, well, gosh, you know, I could do that. I could do that job in 15 minutes. It's taken them three hours. Well, let's do the arithmetic there. Arithmetic your, your time is worth at least$500 an hour. If you're an entrepreneur, at least, especially if you think about what a business is worth at scale, when you exit business is worth multiples. If you don't think your time is worth$500 an hour, you're, you're not. Thinking about business properly, your role properly, your business is worth five, your time is worth$500 an hour. So if you can, if you truly can do something in 15 minutes, let's say that's$125 task. A good EA is going to cost you$20 bucks an hour, take some four hours to do your 15 minute task. It's$80 to your$125. You're still winning. You're still winning. So what's cool about EA is here's what everybody does wrong. Is they bring in an EA, they assign them ten things, the EA is gonna suck at two things horribly, they're gonna do six things passably well, and they're gonna be miracles at two. And the whole entrepreneurial world focuses on the two things they suck at. And they're like, alright, we're gonna get you there kid, we'll build a performance improvement program, and we're gonna coach ya, and take training, and, and it's like, stop! Stop doing that! If you judge a fish by its ability to climb a tree, it spends its whole life thinking it's stupid. Go find the two things that they're a miracle at, and build the role around that. You should never have an EA for long. You should never have an EA for longer than two years because they ascend into other roles in your organization. As long as you're finding the right people and that's, that's the real key. That's the thing I've cracked the code on. I can tell you exactly how to do it. I've got a step by step framework. I'm actually writing a book right now called Hire. that I'm going to give away for free. Your audience can have it for free. As soon as it's done, it should be done by the end of this month. I'll be publishing it to my newsletter, but I want everybody in the world to see how accessible high quality talent is internationally. If I make one impact in my life, I want to help people in emerging nations. See more opportunity because that's the issue. Everybody's like, Oh, I've outsourced before and it went poorly. But then I dig into it. I'm like, really, what did you outsource? I'm like, well, I hired some kid in India for 3 an hour to make 500 cold calls a day. You know what I'm like? How long would you last at that job, Jackass? Like in what world could a human possibly be functional long enough? You're setting them up for failure. Yeah. You know what I mean? Yeah, that's exactly right. So the first thing is, is Pareto talent. They're peak performers. They're winners. Winners want to win. How do we win? How do we keep scoring life? Yeah. Money. So here's the first thing. Every business book in the history of the world, somebody challenged me on this. Every business book in the history of the world treats people, talks about people, and trains us to treat people like commodities. All of them. And what do you do with a commodity? You try to get the most for the least. Which is what we should do with a commodity. The problem is, is people are not commodities. Commodities are easily interchangeable. They're fungible, right? If you have an ear of corn and I have an ear of corn and we trade, you're no better or worse off than you were 60 seconds ago. You can't say that for any two people. If you have an employee and I, you know, you have, you've got a Jerry and I've got a Sally and we trade The differences are incalculable beyond measure people are miracles. They're amazing Everything amazing that's ever been accomplished ever will be accomplished has been accomplished by a human or something that a human's built And we have the ability to take those people and put them in organizations But the minute you treat them like cogs in a machine you lose everything that's amazing about the human being you become quick in loans There's nothing special about Quicken Loans. It's garbage. It's It's gonna be replaced by AI. So if you want and and dude, I don't care same person with this from the same type of person from the same geographic region At the same school born on the same day with the same education that worked at the same job The same role for the same amount of time you have two people like that. They're still massively different Massively different. And so the, the, the point behind hiring, you're going to, you're going to find what you look for. If you're looking for a cog in the machine, that's what you're going to find. If you're looking for somebody who's manageable, you're going to find someone who needs to be managed. Look for a miracle. People are miracles. They're unbelievable miracles. And if you actually let them show you. Being an entrepreneur sucks. It's horrible. You know what it's like? It's like you got this sled that you're pulling up this muddy hill in the rain and every time you stop Walking you start sliding back down and the sleds heavy and you've got these straps over your shoulders And they're cutting in and you're bleeding and you're tired and you're alone and it's cold and then you hire somebody And you throw them onto the sled, and they just make it heavier and harder. Because you have to tell them what to do and how to do it and watch them do it, and half the time it's just easier if you do it yourself anyway. Imagine hiring somebody that actually grabs a strap, plugs it into the sled, and starts pulling with you. Imagine when they pull faster and harder than you do. Imagine when you get to stop pulling. That's what happens when you hire Pareto talent. And they are freaking amazing. Everywhere you have to pay more than anybody's willing to pay and as soon as I say that people instantly get repelled They're like up. Nope. I'm out. There's nothing more expensive than a cheap employee. That's what's insane That's what's unbelievable when you try to get more person for less You're actually doing yourself a disservice to get parental talent. You need to pay 10 percent more than the high watermark So if the high watermark is, you know, I don't know what 50 grand a year pay 55 now, that's That's what I just said is a little misleading because if the high water mark is 50 grand a year, chances are you're paying 40, right? But when you pay 10 percent more than the high water mark, you don't get 10 percent more output. You get 20, 50, a hundred times the output. You get these people that are literal miracles. So you pay more than anybody's willing to pay. You let them work on a flexible schedule. You don't screenshot their desktop or make them track their keystrokes or any of that Gestapo horse You make them feel like they're important. You give them purpose and show them the purpose of their organization. That doesn't mean that the role needs to be brain surgery at solutions eight. We had a group, a whole team of people. There were three or four people that did nothing but listen to phone calls and score phone calls all day. Horrible job, but they were treated really well. We let them work on a flexible schedule and I told them on a recurring basis how important what they were doing was. And I showed them, if you don't score these phone calls, we can't optimize these campaigns. Right. And if we can't optimize these campaigns, then you know, sometimes tens of thousands, hundreds of thousands, millions of dollars. Transparency. Yeah. Yeah. So if you can teach people and show people how important they are, treat them like they're important, you get people that treat the job like it's important. Every other agency, that role would have been churn and burn. People would have lasted 90 days. I had people in my call writing team for years, for years. So go international because when you go international, working for a U S company, when you're in Latin America or North Africa or East Asia or, you know, East Europe. Is like working for a fortune 1000 for one of us. We're aspirational for them. Pay them more than they'd ever be able to make domestically. And you're going to find people that are hardworking and industrious and then treat them like they're real life human beings. And dude, holy I mean, oh my God, like the, the impact you get to make on other people's life, not to soapbox, but it's true. Like the, imagine that's the other thing too, is we're spoiled here. We don't realize what infrastructures are like. You mean you want to see an infrastructure problem? Go to Venezuela. Power is always going out. Internet's always going out. There is a. There's a disconnect that we have between what we experience and what real life really looks like. So to give somebody the ability to work from home in an international market where they don't have to like survive. Yeah. Transit over there, traffic over there, you know, like it's just a whole different world. It's a whole different thing. Imagine a world where mom and dad are home and kids get to be with mom and dad and mom and dad have more money than the peers. And so they can actually invest in, Good clean food, good clean water, vacation time, you know, like it's, it's crazy. That's the other thing that's really interesting is I'm not soap boxing. It's better economically for you. You get better employees and better output when they're not worried about money. So we go out and we love all these folks. I love Latin America right now for a bunch of reasons. English proficiency super high, especially depending on the country you go to. Argentina and Colombia, great English proficiency, high college graduate rates they're technically proficient. And this will get real racist real quick, but the Asian accent is repellent to the Western ear, not because people are racist, but because of call centers. So my dad has a thick Pakistani accent, right? If I put my dad on the phone with my conservative client, he's going to Even if the conservative client doesn't even realize it, there's just this note of like, Oh God, you sound like every call center person I've ever been on the phone with. And I have a negative neuro association with that. The Latin accent is your neighbor. They're on our time zone. They're a Christian country, generally speaking, depending on where you are. So what does that mean? Why is that relevant? Well, their holidays are aligned with us. When I sold my business, I had 30 Indians working for me. The Indians have all the holidays and they're diametrically opposed to ours. So when I'm working, they're not, when they're working, I'm not. So that's a good point. But it's, it's, it's really ripe. There's strong potential in Latin America. And all Latin Americans are on LinkedIn. So you can go straight to LinkedIn to find them. And I've got a whole hiring framework that'll show you how to list, how to post, how to filter, because here's the thing is if you're paying as much as I tell you to pay. And you're offering people real meaningful work. You're going to get inundated by applicants. So the key is to filter strongly. And I have all these little fly traps in my hiring. That's how I do it. I, my job is to not do interviews. You know, I make people follow certain very specific instructions. And if they can't follow the instructions, they get filtered right out. And I ended up with killers, man. Like some of the people that are, they're just blood thirsty assassins. They're on, they're just more potent. They're nuclear weapons. It's, you know, everybody else is building their, their armies with sycophants and, and yes, men, and I'm, I'm, I'm building them, you know, they've got sloths and ants and I've got lions, tigers, and bears. I, they can't compete with me. when you're, looking for individuals, just say in Latin America, so not only are you finding them, what are you training them on initially? Yeah, so we, we train and staff for EA's only. That's the only role that I'll staff for. I might expand that someday. We've, we've done some custom staffing for people, like found them custom roles. We did a two software developers. We did a digital marketer recently, but I like the EA role because it's so ascendable. So right now, the only thing I'm training and staffing is executive assistants. We have a wait list at the moment, but We've got a cohort of about 50 EA's that are going to graduate. So I should have some inventory. If anybody wants an EA, go to ParetoTalent.Com. We'll see if we're a fit for each other. The EA role is trained on things like it's the usual suspects, obviously. So research inbox management, calendar management, communication project management, obviously. And then some of the things that you might not think about, but are still critically important automation. Integration using Zapier, using go high level AI. Here's the thing about AI. And this is a, I have a petulant child when it comes to this and I'll fight to the death with anybody that disagrees with me, AI, unless you are specifically an AI company, AI will never be top down. You'll never, ever, ever buy a franchise and come in as the new franchise owner with your six locations and say, here are all the ways that we're going to use AI. AI will never be top down. AI It'll always be bottom up. It'll be the guy or the gal pushing the broom that realizes like, Oh you know what? This AI tool in this way can do this thing with this one particular task. Bottom up, grassroots, right? So what you'd want is you'd want the people that are actually doing the work to have some AI enablement and we don't focus on this too, too, too much because it's so transient and changes too much. Usurptation is just, it's built into the system. So I don't want my EA's to necessarily know AI tools as much as I want them to know AI thinking, so they're all trained on chat GPT and mid journey and bolt now, which is super cool if you haven't played with it, but what I want is I want the EA to come into your organization and start to look and then you can say, do this task, do this thing, call this person, research this, whatever, and then they can start to be like, you know, And, and help you permeate and penetrate on a granular level. Training the EAs, they go through a bootcamp at Pareto Talent. We only hire 1%. I, I, I actually have the numbers somewhere. I can pull'em up. But like we had, we've done three bootcamps so far. We had 3000 applicants. Only 300 of them were accepted to the boot camp. And of the 300, we only accepted 50 to actually place it Pareto. So we're, we're capturing the top of the top of the top. And it's been so rewarding, man. Like, you know, I've, I've, we're now getting clients that are hiring their second and the third which is pretty cool. I've got some badasses like Tim Bratton. He's the founder of Rhapsody. He has one of my EAs. He, he's, you know, building some really amazing things in the, in the EA is not an assistant, it's like a partner at this point, you know, the guy that he hired is, he works with them literally every single day. We've got EAs placed with a Teal fellow one of the larger agency owners in the world. I'm about to have an EA placed with a buddy whose name I'll drop as soon as I actually get, get him to sign on the dotted line, but he's, he's a great big deal that everybody would know. Not to name drop, I don't mean to do that, but just to say like they've been vetted, you know, and to be frank, you don't need to hire through me. That's the other thing. I just make it easier. I make it a little easier, a little faster, but I'm also expensive. You know, you're probably going to pay, I don't know what, 40 percent more if you go through me. If you're listening to this and you don't want to go pay through the nose. Go hire yourself. You can do it yourself. Well, you wrote the book, right? I mean, dude, Latin America's a big place You know what I mean? Yeah. And this is what I'm getting at is not everybody's gonna be right fit for me anyway. You know, we've, we've got a pretty specific avatar. I really want clients that are gonna be able to scale. And I, I'd, I'd like to find clients who want multiple resources. But going back to what we talked about in the first interview, here I am giving it away for free. And if you wanna do it yourself, God bless. Worst thing that happens is a bunch of Latin Americans get opportunities. They didn't have exposure to otherwise. And if you'd like to hire me, I'd love to work with you. So I'm not batting anybody away. But make sure it's a good fit and we're going to put everything in the show notes. You want to make sure it's a good fit. Plus you had mentioned there's a waiting list. But yeah, I mean, I think, I think the issue is people don't know where to start. So like the book, who, who, not how by Dan Sullivan, it's like, all right, who, who are the people that have done it before? And we'll, you know, make things a lot faster, simpler, You know, who's going to, you know, the book is great, but how many people actually finish a book? I think Amazon says people from their Kindle research don't pass the first. I think it's the first chapter either was 10 percent of the first chapter. So they buy the book. And they're like, all right, how do I find someone to help me implement all these marketing strategies or find my my EA? So I I hear that all the time people download my book great book. Did you read it? I didn't pass the first chapter. I read the first couple pages. Tell me tell me what it's about so I hear it all the time. But yeah, no, this is This is awesome. I'm I'm actually it's been on my list to, to review your, your site as well. And as we've been thinking about that, where, you know, how to take the business to the, to the next level. So we'll definitely continue that conversation. Any last you know, bits of advice for, for anyone listening in for these either existing or soon to be entrepreneurs? Yeah. Well, this isn't pandering dude. I really believe this. I think the franchise model is probably the smartest model to pursue in. The coming years, I'm seeing, especially with AI and automation, I'm seeing industries die by the dozens. It's crazy. In, in they're all the, the darlings. So SASS dying, ECOM dying agency, my world dying and the, and the businesses that really seem to be performing. And, you know, I only know this because I have so much visibility into so many businesses and what they spend their. located, geospecific, they're providing a real product or service. And, and they have the ability to over deliver, which to me, I just defined the franchise model. You know, not trying to juice you too much, dude, but I think you're right. Smack dab in the middle of where people need to be. And I think here's the other thing. There's a, an onslaught. Of white collar job loss in the next three to five years. Like going to get real messy real quick. So if you want to go get out ahead of that, you don't want to, you know, I mean, it, we're talking roving bands of it's going to be like a Steinbeck novel. Guys and gals trying to figure out what the they're doing next. And I'm really optimistic about the future. Truly. I actually think AI solves all the world's problems in a hundred years, but in 30 years, we're going to have to figure out what to do with everybody. We're probably looking at universal basic income without question in the next decade or so. And people are going to figure out what the to do. And I think going back local, going brick and mortar, focusing on what does not scale. I hate the word scale. Anybody who tries to teach scale should be shot in the face. It's such, it's what's what scales is by definition, not profitable. If it's scales, it's commoditized. If it's, you know, you're, you're, you're asking for a business model. That is, there's four stops lessons built into the model. It's so fricking stupid. It blows my mind. Go find the things that don't scale, find the business opportunity. Cause that's what people will pay you to do that, which doesn't scale. So if you're listening, I'm rooting for you truly, dearly, deeply. Appreciate the time and the opportunity. I'm trying to be on podcasts. So if anybody has a podcast, they want me on reach out yeah, we'll get all your information on there so they can reach out to you directly. This has been awesome. I appreciate it. It's been no, it's been a while. We, we, we finally got this recorded and yeah, we'd love to have you back on and then in the very near future, learn about the, all these other businesses you're launching. So keep us keep us posted and we'll we'll include all those links to the new book and the new business and the blog that we put together. Sounds good. Thanks again, man. Take care. All right. Great. If you want to learn how to make the transition from corporate to owning your franchise, join Giuseppe on the next episode. You can also follow on all social media platforms and achieve financial and time freedom today.