Tony Talks Talent

[00:00:00] [00:00:00] Welcome to another episode of PandaVision.

I'm your host Rob Winters and today I am joined by Tony Valenti, who is our talent interview.

no, that is not right.

who is our selection interview specialist, and that just made the blooper reel.

All right, Tony, thank you so much for being here.

[00:00:20] Thanks for having me.

And for fixing my flub.

Oh, God.

[00:00:25] So we share an office hallway, so I kind of get to listen in a little bit on, you know, what goes on day to day.

You definitely have what I would consider a job I can't do, but you seem very passionate about it, which I love.

A lot of people I don't think get to see, you know, you behind the kind of behind the magic or behind the curtain.

[00:00:54] So what's something that, you know, maybe other pandas would be surprised to learn about you.

Well, I mean, I guess one kind of fun factoid, I'm a twin.

I'm a twin sister named Tiffany.

[00:01:08] She's two and a half minutes older and I was actually born with a tooth.

So it's kind of like a fun fact that tends to either make people go interesting or hopefully not freak them out.

That is kind of interesting that you actually were born with a tooth.

[00:01:28] So I like that you came out biting.

See, they thought I was going to be a twin, but I was just born really fat.

So my poor mother.

[00:01:39] OK, so you are the first point of contact for almost everybody coming into Panda.

What is the secret or what is it that it takes for somebody to actually get through you and, you know, make it onto the team.

Well, they have to have the drive for sales and the passion for sales and obviously wanting to really help people because that's what Panda is about is helping people.

[00:02:08] So they have to check those boxes.

They have to communicate well, present well.

Would I open my door to this person I'm talking to.

[00:02:18] And then through a series of interview questions, I peel away some layers.

But one that I, you know, really look for someone who's an ideal team player.

They're humble, they're hungry, they're people smart and they're coachable and even enthusiastic because we need to kind of have all those inside of one embodied in one person.

[00:02:40] And I think they would probably be a really great fit if they can check all those boxes.

Got it.

And for a selection interview specialist, what does that all encompass.

[00:02:53] Is it just the interviews or are you also having to go through the resumes and what does it all entail.

Great question.

It's going through the ATS or applicant system, Breezy, looking at resumes.

[00:03:07] It's also doing some outsourcing on Indeed via Boolean searches and mining Indeed for some diamonds that might be out there in the rough.

So that's usually like the first part of the process is that then reaching out and scheduling a phone screen or getting them on the phone and screening them right there to kind of make sure they're okay with the pay, responsibilities, day in the life, what it's like to be a BDR rep.

And then from there, we schedule a video interview.

[00:03:42] And that's when I get to really see the person, see how they present, how they're coming off vibe wise.

And then just through the interview, be able to kind of deduce, is this person a panda or is this person not a panda.

And of course, those who are not pandas, we refer to our competitors, I'm sure.

[00:04:05] No, just kidding.

Very good.

So I know you guys have recently added some AI tools to your process, which I think is very cool.

[00:04:15] Is that enhancing the process overall, making it easier or harder.

What's that been like.

Well, it's making it a lot easier, actually.

[00:04:24] It's been pretty cool.

They apply, they get pinged to sign up for the webinar.

Ryan does an incredible webinar for them, great slides.

[00:04:34] Then they're pinged to schedule an interview with me on video, schedule the interview on video, take them through it.

And then at the end of the interview, have them meet with one of our directors and then see about bringing them on board to the team.

It's been great because when it comes to the interview, they're texted about the interview being scheduled.

[00:05:00] They're texted the morning of the interview, an hour before the interview, 30 minutes before the interview, 10 minutes, and then five minutes.

So the constant reminders have been a huge help for people actually showing up to the interview.

Pre the AI system, Camilla and myself and Oscar, we would text the candidates in the morning, hey, can't wait to meet with you, see you around this time or right before the interview just to confirm they would show.

[00:05:31] And we were having some success with that, but we were still having a lot more, I think, people not show up.

But with the new system, I've already seen a difference of people showing up for the interview.

That's awesome.

[00:05:47] Yeah, you can't really use the excuse, I didn't get the message.

And if you did, it's like, well, you know, that's somebody who's not going to be a candidate.

Exactly.

[00:06:00] I like that.

I also love automation.

OK, so you are seeing a huge swath of people who I imagine come through from the good, the bad to the ugly.

[00:06:12] What would be somebody who maybe you're talking to for the first time.

Is there something that would stand out to be like, wow, this is somebody who's going to be a superstar.

Like, is there a trait that you can identify or that you just kind of have a sixth sense for.

[00:06:33] It's just since I've been doing this since 02 and recruiting in TA, and I think it's just it helps hearing them.

I can hear things in their voice.

So I know when someone's interest goes from 100 to zero.

[00:06:48] So there's certain things I can pick up with my ears.

It's even better when you're in front of the person because that's when it's raw.

It's organic and there's no hiding.

[00:07:01] And there have been some pretty interesting situations of me watching people on camera.

In fact, I signed on to the video and I had a candidate.

She was in the middle of cleaning her bathroom.

[00:07:15] I'm not sure why it was an opportune time to clean the bathroom.

But, yeah, I mean, when you get situations like that, you're like, OK, this is not going to work out.

But usually upon first glance, if I don't see them smile, it's already kind of a red flag.

[00:07:36] And then just see how they are through the cadence of the interview.

And I can usually tell by how they answer certain questions.

Like someone even who has no experience at all today, in fact, comes from the health care arena, was a CNA.

[00:07:53] He's going to be great for North Carolina.

He's going to be amazing.

Definitely leader qualities.

[00:08:00] Someone asked him, what are you doing at the door.

And someone says, no.

How do you continue the conversation.

[00:08:08] And he crushed the answer.

For someone that's never been in this world, his answer was perfect.

The only thing that I fine-tuned was, you did great.

[00:08:19] Just pose those questions and it's going to happen.

So when you get someone and they can answer a question and you can feel the click, this is going to be a great fit.

And I have to go back to the person cleaning their bathroom because I'm never going to get the opportunity ever again to make this joke.

[00:08:43] But what a shitty interview.

I've got to take the opportunity.

You're welcome.

[00:08:48] Thank you.

That just made my whole day.

Well done.

[00:08:52] Yeah, we can end the day now and cut it out from here.

But kind of going on that theme, when you meet somebody, is there ever a time where you're like, this is just a candidate that we need to kind of end this interview now and I'm going to move on to the next.

What are those traits that maybe pop out.

[00:09:17] Yeah, well, and not to discount the person too much because it's a bit of a heartbreaker.

Because at the end of the day, I like helping people and getting people jobs because bills and children.

And that's the sad thing.

[00:09:34] And when you have situations like the one I explained, it's like, oh boy, here we go moment.

But then it's also, when I think about it, it's almost a parenting fail because their parents or parents or whoever's raising them didn't go, hey, this is what you do for an interview.

Because my parents instilled that in me.

[00:09:57] So it is kind of a sad moment when you just see it just go right down because it's like there's no recovering from it.

Sure.

But what you had asked me, yeah, I mean, there's usually just there's things that will happen that when someone doesn't give me enough context, if they're giving me an answer and I'm only getting like eight words out of them, I'm like, oh boy.

[00:10:26] So that's one right there.

Another one could be where just kind of the appearance.

You know, again, it goes back to just that sad, you know, systematic breakdown in society where someone will show up with a white, just a white T-shirt you wear under a dress shirt.

[00:10:45] And it's just, it's things like that.

It's like, and we tell people, hey, listen, it's an interview or business casual dress.

So think of that for the interview and think of that when you're out there, if we hire you.

[00:11:02] And even conveying that, it just, and when you're at the other, and then it's like, well, you know, it's not going to probably work out.

So there's social takes more than kind of anything else.

But the physical does kind of come in because you want to be able to open the door to Tony and go, yeah, I want to talk to this guy.

[00:11:28] Right.

You know what I mean.

So there's a few things, but not many, because usually it just takes one thing.

[00:11:37] And that's what's kind of sad about it.

You know what I mean.

But, you know, it is what it is.

[00:11:45] That's why we just make sure that we thank people at the end.

We want them to feel appreciated for their time and for even considering Panda.

So we make sure we give them as good of a TA experience from start to end.

[00:12:03] I love that.

So, and you mentioned you've been in this space since 2002.

So I feel like you've actually seen a really wide trajectory of growth in this industry.

[00:12:14] And I'm thinking back to my own first job.

You know, it was very different.

And my first job was in retail.

[00:12:23] Like you walked into a store, you asked for a paper application, which was very nerve wracking at the time.

You had to walk up to an employee who was already hired.

They were usually kind of bitchy.

[00:12:38] You know, this is 20 years ago.

But kind of in that sense, the way that the world has evolved where it's all pretty much tech based.

You know, you're interviewing people over a screen, Zoom, etc.

[00:12:53] Have you seen a change in just the way people behave because they've got that distance with a computer or a phone where they're not in front of you for interviews.

Yes.

I think that the video interviewing era has its pluses and its minuses.

[00:13:11] Like the girl cleaning her bathroom.

There was another candidate who had something very inappropriate.

I won't say what it is, in her room.

[00:13:20] And I can see it during the interview.

So, I'm sorry, could you just repeat the question one more time.

Yes.

[00:13:29] I'm sorry, I got lost.

No, absolutely.

Oh, the video era.

[00:13:33] Right.

Yeah.

So, it has its drawbacks because people, for some reason, aren't ready, aren't dressed, have things in the background, you shouldn't be in an interview.

[00:13:44] And then, on the other side of that, you have people that are ready to go, that look sharp, that are in a good spot.

So, it's kind of like there's a fine line between the two.

I think, though, going back to the different generations, Generation Z, unfortunately, is one that seems to fall more into that bucket of not being prepared, not being dressed right, poor at contact.

[00:14:12] You know what I mean.

And it breaks my heart for them because they're going to have a harder time.

I think that when you bring someone into an office, I think it's a little better because when you're on video, you're only seeing hair up.

[00:14:30] But when you're in front of someone, you see the whole body and you see every reaction and nervous tick.

And you can kind of draw from a conclusion of, well, okay, it's probably not going to work out.

Or, yeah, this is going to be great.

[00:14:49] But that's why I think in-person interviews are a little bit better sometimes because of that.

Because being on video, when you can only see hair up, what else is going on.

Right.

[00:15:02] What's the rest of the story here.

What's the rest of the painting.

If you think about it from art, you know what I mean.

[00:15:12] I can only see this much of the Mona Lisa.

What's the rest of it look like.

Yeah.

[00:15:19] So that's where I think the drawback is.

But on the plus side, I think that with the AI coming in now, that's helping with people show up.

And all the AI interviews we've had through the new system have not been bad.

[00:15:37] There have been a bunch of people that have shown up that have done a really great job.

So it's been kind of like a 60-40 kind of thing.

Okay.

[00:15:49] I mean, hey, that's promising.

Yeah.

Because you never know where this podcast is going to pop up in Apple or in recruiting videos.

[00:15:58] If somebody is listening or they're watching this and they're thinking, I might want to apply, I might be interested in Panda, who is maybe that good fit for a BDR type of role.

Someone that has a passion for sales, a fire for sales, somebody that is getting into marketing, the college kids, the younger gen that have a marketing interest, marketing degrees, people that like talking to people, like helping people, like being on their feet all day.

I mean, it is a door-to-door world out here.

[00:16:34] But it's one that can pay you just an incredible salary and afford you an incredible living if you work hard.

But people that like helping people, people that like talking to people, we need enthusiasm.

I want to open the door to someone who's smiling.

[00:16:52] I don't want to open the door to somebody who looks like something bad just happened.

People that make sure that they don't bring home into work and work into home, those type of people.

And people that just have that go-getter mentality and they want to be that driving force and have a good career.

[00:17:15] And that's why I tell these people, hey, listen, I've been doing this since I was two.

I've worked at a lot of companies for a lot of years.

I don't job hop, but this really is like the best company I've ever walked in day zero from onboarding to being here for the first three months.

[00:17:37] And the support and just how nice everybody's been.

And trust me, I've worked about every industry, so I know there are toxic cultures.

There's managers, there's directors.

[00:17:49] You're just like, oh, no, not again.

But like here at Panda, like I haven't really experienced that.

And it's been like a tremendous breath of fresh air.

[00:18:00] So that's got me excited for the future.

But also to share with people on the outside, this is where you want to be.

We will grow you.

[00:18:11] It's not lip service.

If you give us 100%, we'll give you 1,000.

And usually when I plant those seeds, they start to water and grow.

[00:18:21] And it's just all about recruiting and selling.

They're selling and I have to sell to them that this is the place to be.

And for those who are watching, we will have a QR code right here so you can scan.

[00:18:37] It will take you to the career site.

And for those who are listening, you can check the show notes or you can go to PandaExteriors.

com forward slash careers to explore all the career options for you there.

[00:18:53] But before I let you go, I have to ask you this question.

We are building a desert island situation.

And this is mostly out of my own weirdness.

[00:19:05] The answer is yes.

So we have all 190 plus Panda employees.

We've been stranded on this island either we shipwrecked or plane wrecked.

[00:19:14] You can pick your pleasure.

So far, Todd is our scout.

He is looking for a resort, which does not exist, sadly, because it's a desert island.

[00:19:25] And Tommy has decided he is going to be our leader and help give direction.

With your skills and expertise, what role would you take in this situation.

That's a great question.

[00:19:37] My first knee-jerk reaction was project manager because then I can just sit back under the palm tree.

Then again, I want to make sure that everybody is staying safe and doing their jobs to the best of their ability.

So I think that I would probably take the role of – I'm trying to think of a title for it.

[00:20:01] I mean, I don't think we need any recruiting function because we're all there together.

I mean, hey, maybe you're recruiting the people who are there being like, okay, this is what you're going to do.

This is what you're going to do.

[00:20:19] I think I'd be there.

I like helping a lot.

I like helping people.

[00:20:24] My late nana was a nurse.

I was pretty much raised by her.

I think I would definitely be helping everybody where I could and just offering a hand no matter what it was because that's what I saw in my nana and how she helped people as a nurse.

[00:20:44] So I think I'd probably be down to help whoever with whatever would probably be my role.

All right.

So you're a handyman.

[00:20:53] Yep.

Officially, I like it.

Yep.

[00:20:56] All right.

Well, I really appreciate you taking the time with us today.

It's been a great chat.

[00:21:03] Awesome.

Thank you.

And for those who are going to tune in next week, be sure to get excited because we have Maddie from HR and we're going to drill her on all things HR.

[00:21:17] [00:05:00] Welcome to another episode of PandaVision.

I'm your host Rob Winters and today I am joined by Tony Valenti, who is our selection interview specialist, and that just made the blooper reel.

All right, Tony, thank you so much for being here.

[00:21:34] [00:05:15] Thanks for having me.

And for fixing my flub.

Oh, God.

[00:21:38] So we share an office hallway, so I kind of get to listen in a little bit on, you know, what goes on day to day.

You definitely have what I would consider a job I can't do, but you seem very passionate about it, which I love.

A lot of people I don't think get to see, you know, you behind the kind of behind the magic or behind the curtain.

[00:22:07] So what's something that, you know, maybe other pandas would be surprised to learn about you.

[00:05:40] Well, I mean, I guess one kind of fun factoid, I'm a twin.

I'm a twin sister named Tiffany.

[00:22:21] She's two and a half minutes older and I was actually born with a tooth.

So it's kind of like a fun fact that tends to either make people go interesting or hopefully not freak them out.

[00:06:00] That is kind of interesting that you actually were born with a tooth.

[00:22:41] So I like that you came out biting.

See, they thought I was going to be a twin, but I was just born really fat.

So my poor mother.

[00:22:53] [00:06:15] OK, so you are the first point of contact for almost everybody coming into Panda.

What is the secret or what is it that it takes for somebody to actually get through you and, you know, make it onto the team.

[00:06:30] Well, they have to have the drive for sales and the passion for sales and obviously wanting to really help people because that's what Panda is about is helping people.

[00:23:21] So they have to check those boxes.

They have to communicate well, present well.

Would I open my door to this person I'm talking to.

[00:23:31] And then through a series of interview questions, I peel away some layers.

But one that I, you know, really look for someone who's an ideal team player.

They're humble, they're hungry, they're people smart and they're coachable and even enthusiastic because we need to kind of have all those inside of one embodied in one person.

[00:23:54] And I think they would probably be a really great fit if they can check all those boxes.

[00:07:05] Got it.

And for a selection interview specialist, what does that all encompass.

[00:24:06] Is it just the interviews or are you also having to go through the resumes and what does it all entail.

[00:07:15] Great question.

It's going through the ATS or applicant system, Breezy, looking at resumes.

[00:24:20] It's also doing some outsourcing on Indeed via Boolean searches and mining Indeed for some diamonds that might be out there in the rough.

So that's usually like the first part of the process is that then reaching out and scheduling a phone screen or getting them on the phone and screening them right there to kind of make sure they're okay with the pay, responsibilities, day in the life, what it's like to be a BDR rep.

And then from there, we schedule a video interview.

[00:24:55] And that's when I get to really see the person, see how they present, how they're coming off vibe wise.

And then just through the interview, be able to kind of deduce, is this person a panda or is this person not a panda.

And of course, those who are not pandas, we refer to our competitors, I'm sure.

[00:25:19] No, just kidding.

[00:08:05] Very good.

So I know you guys have recently added some AI tools to your process, which I think is very cool.

[00:25:29] Is that enhancing the process overall, making it easier or harder.

What's that been like.

[00:08:15] Well, it's making it a lot easier, actually.

[00:25:38] It's been pretty cool.

They apply, they get pinged to sign up for the webinar.

Ryan does an incredible webinar for them, great slides.

[00:25:47] Then they're pinged to schedule an interview with me on video, schedule the interview on video, take them through it.

And then at the end of the interview, have them meet with one of our directors and then see about bringing them on board to the team.

It's been great because when it comes to the interview, they're texted about the interview being scheduled.

[00:26:13] They're texted the morning of the interview, an hour before the interview, 30 minutes before the interview, 10 minutes, and then five minutes.

So the constant reminders have been a huge help for people actually showing up to the interview.

Pre the AI system, Camilla and myself and Oscar, we would text "[00:10:00] And if you did, it's like, well, you know, that's somebody who's not going to be a candidate.

[00:26:40] Exactly.

Yeah.

Got it.

[00:26:42] I like that.

I also love automation.

Okay.

[00:26:45] So you are seeing a huge swath of people who I imagine come through from the good, the bad to the ugly.

What would be somebody who maybe you're talking to them for the first time.

Is there something that would stand out to be like, wow, this is somebody who's going to be a superstar.

[00:27:07] Like, is there a trait that you can identify or that you just kind of have a sixth sense for.

Well, it's just since I've been doing this since '02 in recruiting and TA.

And I think it's just, it helps hearing them.

[00:27:25] I can hear things in their voice.

So I know when someone's interest goes from a hundred to zero.

So there's certain things I can pick up with my ears.

[00:27:37] It's even better when you're in front of the person because that's when it's raw, it's organic and there's no hiding.

And there have been some pretty interesting situations of me watching people on camera.

In fact, I signed on to the video and I had a candidate.

[00:27:56] She was in the middle of cleaning her bathroom.

I'm not sure why it was an opportune time to clean the bathroom.

But yeah, I mean when you get situations like that, you're like, okay, this is not going to work out.

[00:28:13] But usually upon first glance, if I don't see them smile, it's already kind of a red flag.

And then just see how they are through the cadence of the interview.

And I can usually tell by how they answer certain questions.

[00:28:29] Like someone even who has no experience at all today, in fact, comes from the healthcare arena, was a CNA, is going to be great for North Carolina, is going to be amazing, definitely leader qualities.

And when I asked him, what do you do when you're at the door and someone says no, how do you continue the conversation.

And he crushed me answer for someone that's never been in this world.

[00:28:59] His answer was perfect.

The only thing that I fine-tuned was, you did great.

Just pose them as questions and it's going to happen.

[00:29:08] So when you get someone and they can answer a question and you can feel the click, this is going to be a great fit.

And I have to go back to the person cleaning their bathroom because I'm never going to get the opportunity ever again to make this joke.

But what a shitty interview.

[00:29:31] I've got to take the opportunity.

You're welcome.

Thank you.

[00:29:35] Thank you.

That just made my whole day.

Well done.

[00:29:39] Yeah.

We can end the day now and cut it out from here.

But kind of going on that theme, when you meet somebody, is there ever a time where you're like, this is just a candidate that we need to kind of end this interview now and I'm going to move on to the next.

[00:30:01] What are those traits that maybe pop out.

Yeah.

Well, and not to discount the person too much because it's a bit of a heartbreaker because at the end of the day, I like helping people and getting people jobs because bills and children and that's the sad thing.

[00:30:21] When you have situations like the one I explained, it's like a, oh boy, here we go moment.

But then it's also when I think about it, it's almost a parenting fail because their parents or parents or whoever's raising them didn't go, hey, this is what you do for an interview.

Because my parents instilled that in me.

[00:30:44] So it is kind of a sad moment when you just see it just go right down because it's like there's no recovering from it.

But like, but once you had asked me, yeah, I mean, there's usually just, there's things that'll happen that when someone doesn't give me enough context, you know, if they're giving me an answer and I'm only getting like eight words out of them, I'm like, oh boy.

So that's one right there.

[00:31:15] Another one could be where just kind of the appearance, you know, again, it goes back to just that sad, you know, systematic breakdown in society where someone will show up with a white, just a white t-shirt you were under a dress shirt.

And it's just, it's things like that.

It's like, and we tell people, hey, listen, it's an interview, we're business casual dress.

[00:31:42] So think of that for the interview and think of that when you're out there, if we hire you and even conveying that it just, and when you're at the other, and then it's like, well, you know, it's not going to probably work out.

So there's social takes more than kind of anything else, but the physical does kind of come in cause you want to be able to open the door to Tony and go, yeah, I "[00:15:00] you and my first job was in retail like you walked into a store you asked for a paper application which was very nerve-wracking at the time because you had to walk up to an employee who was already hired yeah they were usually kind of bitchy um you know this is 20 years ago but kind of in that sense the way that the world has evolved where it's all pretty much tech-based you know you're interviewing people over a screen zoom etc have you seen a change in just the way people behave because they've got that distance with a computer or a phone where they're not in front of you for interviews.

Yes, I think that the video interviewing era has its pluses and its minuses.

[00:33:05] Like the girl cleaning her bathroom, there was another candidate who had something very inappropriate—I won't say what it is—in her room, and I could see it during the interview.

Um, so I'm sorry, could you just repeat the question one more time.

Yeah, I'm sorry I got lost.

[00:33:25] You know, absolutely, I—oh, the video era, right.

Yeah, so it has its drawbacks because people for some reason aren't ready, aren't dressed, have things in the background that shouldn't be in an interview.

And then on the other side of that, you have people that are ready to go, that look sharp, that are in a good spot.

[00:33:49] So it's kind of like there's a fine line, you know, between the two.

I think though, again going back to the different generations, Generation Z unfortunately is one that has seemed to fall more into that bucket of not being prepared, not being dressed right, you know, poor contact, you know what I mean.

And it just breaks my heart for them because they're gonna have a harder time.

[00:34:17] Um, I think that when you bring someone into an office, I think it's a little better because when you're on video, you're only seeing here up.

But when you're in front of someone, you see the whole body and you see every reaction and nervous tick, and you can kind of draw from a conclusion of, well, okay, it's probably not going to work out or yeah, this is going to be great.

But that's why I think in-person interviews are a little bit better sometimes because of that.

[00:34:53] Because being on video, when you can only see here up, what else is going on, right.

What's the rest of the story here.

What's the rest of the painting.

[00:35:05] If you think about it from art, you know what I mean.

I can only see this much of the Mona Lisa; what's the rest of it look like.

Yeah, um, so that's where I think the drawback is.

[00:35:21] But on the plus side, you know, I think that with the AI coming in now, that's helping with people showing up, and all the AI interviews we've had through the new system have not been bad.

Like, there have been a bunch of people that have shown up; they've done a really great job.

So it's been kind of like a 60/40 kind of thing.

[00:35:47] Okay, I mean, hey, that's promising.

Yeah, and so because you never know where this podcast is gonna pop up, right.

In Apple or in recruiting videos, if somebody's listening or they're watching this and they're thinking I might want to apply, I might be interested in Panda, who is, you know, maybe that good fit for a BDR type of role—someone that has a passion for sales, a fire for sales, somebody that is getting into marketing, um, the college kids, the younger gen that have a marketing interest, marketing degrees, um, people that like talking to people, like helping people, like being on their feet all day.

[00:36:31] I mean, it is, you know, it is a door-to-door world out here, but it's one that can pay you just an incredible, um, you know, salary and afford you an incredible living if you work hard.

Um, but you know, people that like helping people, people that like talking to people, we need enthusiasm.

I want to open the door to someone who's smiling; I don't want to open the door to somebody who looks like something bad just happened.

[00:37:03] Um, people that make sure that they don't bring home into work and work into home, um, those type of people.

But, and people just have that go-getter mentality, and they want to, they want to, they want to be that driving force and have a good career.

And that's why I tell these people, hey listen, I've been doing this since '02.

[00:37:28] I've worked at a lot of companies for a lot of years; I don't job hop, but this literally is like the best company I've ever walked in.

Day zero, from onboarding to being here, um, for the first three months and the support and just how nice everybody's been.

And [00:20:00] And usually when I plant those seeds, they start to water and grow, and it's just all about, you know, recruiting is selling.

[00:37:58] They're selling, and I have to sell to them that this is the place to be.

And for those who are watching, we will have a QR code right here so you can scan; it will take you to the career site.

For those who are listening, you can check the show notes or you can go to pandexteriors.

[00:38:22] com forward slash careers to explore all the career options for you there.

But before I let you go, I have to ask you this question.

We are building a desert island situation, and this is mostly out of my own weirdness.

[00:38:38] The answer is yes.

So we have all 190 plus Panda employees, we've been stranded on this island, either we shipwrecked or plane wrecked; you can pick your pleasure.

So far, Todd is our scout.

[00:38:52] He is looking for a resort, which does not exist, sadly, because it's a desert island.

And Tommy has decided he is going to be our leader and help give direction.

With your skills and expertise, what role would you take in this situation.

[00:39:10] That's a great question.

My first knee-jerk reaction was project manager, because then I can just sit back under the palm tree.

But then again, I want to make sure that everybody's staying safe and, you know, doing their jobs to the best of their ability.

[00:39:28] So I think that I would probably take the role of – I'm trying to think of a title for it.

I mean, I don't think we need any recruiting function, because we're all there together, so there's no – I mean, hey, maybe you're recruiting the people who are there, being like, okay, this is what you're going to do, this is what you're going to do.

Yeah, I think I'd be there – I like helping a lot, I like helping people.

[00:40:00] My Nana was a nurse, and I think – no, I was pretty much raised by her, and I think I would definitely be helping everybody where I could and just offering a hand, no matter what it was, because that's, you know, what I saw in my Nana and how she helped people as a nurse.

So I think I'd probably be down to help whoever with whatever would probably be my role.

All right, so you're a handyman.

[00:40:32] Yep.

Officially, I like it.

Yep.

[00:40:34] All right, well, I really appreciate you taking the time with us today.

It's been a great chat.

It's been awesome.

[00:40:43] Thank you.

And if you are going to tune in next week, be sure to get excited, because we have Maddie from HR, and we're going to drill her on all things HR.