What got you the biggest bottleneck in most hiring process and how did you remove it?

I think the biggest bottleneck usually is the clients.

You know, sometimes they get very risk averse.

They get a bit scared.

And so they draw out the process longer than it needs to be.

In most of our searches, we typically find their people for them within two, three weeks.

And then it takes months for them to figure out, oh, yeah, this is the right person.

What is your counsel? What is the most expensive hiring mistake you see repeatedly?

And

so not everyone is thinking about making a huge business, and they're not building it in that way.

So if you're not investing money back into the business, if you're not hiring people, if you're not trying to grow, and you're just sort of, you know, it's a lifestyle business where it pays for your lifestyle and you're making enough money, that can be one reason why a lot of small businesses don't scale.

Another one, too, is access to capital.

If you don't have access to money and financing, uh, investors and so on that can help you.

It's hard to scale your company.

I know that's, uh, that's an issue we've, we've had to work with because we bootstrap the company with our own resources.

So what about for many founders who struggle to let go and trust others as they build their business? How can entrepreneurs build a team that allows them to step out of day-to-day operations without sacrificing performance?

How do you feel about that? Do you feel like that's something you're seeing more that the person needs to be in the equation?

I think, you know, companies are just trying to save money.

And so in trying to save money, it's like there's some bean counter somewhere that's like, well, we can make it, you know, 10 times more efficient by doing this process or, you know.

So I think it comes down to like, let's say the efficiency people, the finance people, you know, looking at things as a cost reduction.

And then there's a lack of like, okay, but what about candidate experience? What about drop off rates for candidates? What about, you know, culture building, you know, in terms of like when you meet with a recruiter, right? That's probably like your first interaction besides the job description.

Right.

And if you don't have like a good experience with that, you know, like they don't do.

How are you feeling about that sort of miscommunication? Like, are you finding you have to educate candidates as well, not just employers about this kind of stuff?