1 00:00:00,040 --> 00:00:03,880 Welcome to the Kingdoms podcast, where growth mindset meets 2 00:00:03,880 --> 00:00:05,720 leadership and business insights. 3 00:00:06,080 --> 00:00:09,280 Get insights from top entrepreneurs, professionals and 4 00:00:09,280 --> 00:00:12,800 thought leaders. Visit kingdomspodcast.com. 5 00:00:12,800 --> 00:00:15,800 Fuel your mind Your next breakthrough starts here. 6 00:00:15,800 --> 00:00:18,360 Looking for expert legal support you can trust? 7 00:00:18,520 --> 00:00:21,840 At Grayfield Solicitors, we simplify complex legal issues 8 00:00:21,840 --> 00:00:26,160 for both businesses and private clients across Essex and beyond. 9 00:00:26,520 --> 00:00:30,200 From pensions and insolvency law to construction, conveyancing 10 00:00:30,200 --> 00:00:33,640 and commercial litigation, our experienced team is here to 11 00:00:33,640 --> 00:00:36,240 help. With clear, practical advice and 12 00:00:36,240 --> 00:00:40,320 a commitment to results, we put your Peace of Mind first every 13 00:00:40,320 --> 00:00:42,960 step of the way. We're proud sponsors of The 14 00:00:42,960 --> 00:00:46,760 Kingdom's podcast, championing voices that enlighten the world 15 00:00:46,760 --> 00:00:49,920 on growth mindset, leadership, and business insights for 16 00:00:49,920 --> 00:00:52,800 entrepreneurs. Visit grayfieldsolicitors.com 17 00:00:52,800 --> 00:00:54,720 today to book your free consultation. 18 00:00:56,320 --> 00:01:00,040 Live Ladies and gentlemen, you are once again welcome to The 19 00:01:00,840 --> 00:01:04,440 Kingdom's Podcast and Diary of a CFO. 20 00:01:04,599 --> 00:01:09,640 And Today, please make welcome with me a very, very, very 21 00:01:09,640 --> 00:01:14,680 special, very important personality fighting out of 22 00:01:14,680 --> 00:01:22,960 Atlanta, GA Susanna, the PEO to the CEO, Martinez. 23 00:01:25,640 --> 00:01:28,240 How? Are you Susanna? 24 00:01:28,920 --> 00:01:33,160 I am excellent that it's actually PEO for the CEO. 25 00:01:34,120 --> 00:01:35,680 OK. PEO for the CEO? 26 00:01:38,200 --> 00:01:41,080 Oh, Zonner, the Bo for the CEO, Yeah. 27 00:01:41,760 --> 00:01:45,240 For that introduction I thought, I'm going to go out and become a 28 00:01:45,280 --> 00:01:47,840 boxer. Here, let's go, let's go. 29 00:01:50,880 --> 00:01:53,400 Wow. So did you watch the UFC at all? 30 00:01:54,840 --> 00:01:58,320 No, I didn't. Oh, so that that's the Bruce 31 00:01:58,320 --> 00:02:00,520 buffer introduction. You know, I just stole his, his 32 00:02:00,520 --> 00:02:03,000 style of introduction. It's it's quite energetic. 33 00:02:03,000 --> 00:02:05,880 It is very energetic. Yeah, exactly. 34 00:02:05,880 --> 00:02:08,320 And of course, you know, everybody in life is a fighter. 35 00:02:08,320 --> 00:02:09,639 Let's, let's not deceive ourselves. 36 00:02:09,639 --> 00:02:13,600 We all fight for something. Absolutely, yeah. 37 00:02:13,640 --> 00:02:15,320 Who who, Who would you say you fight for? 38 00:02:15,320 --> 00:02:18,360 You fight for the CE OS. I fight for the CE OS. 39 00:02:18,400 --> 00:02:19,880 I'm their advocate. You bet. 40 00:02:21,320 --> 00:02:25,920 OK, so actually. CEOs and CFOs as well so. 41 00:02:26,240 --> 00:02:30,480 So I'm actually both, you know, I run a fractional CFO service 42 00:02:30,480 --> 00:02:32,560 and of course I'm the CEO of the company, so. 43 00:02:32,880 --> 00:02:34,640 So I would fight for people like you. 44 00:02:35,240 --> 00:02:37,080 Oh wow, wow, wow. That's cool. 45 00:02:37,080 --> 00:02:39,960 That's cool. Fight to maximize your benefits 46 00:02:39,960 --> 00:02:45,520 without overpaying in PEO. Whoa, I love that. 47 00:02:45,520 --> 00:02:46,680 I love that. I love that. 48 00:02:47,440 --> 00:02:49,800 We're going to make we're going to make a highlight reel with 49 00:02:49,800 --> 00:02:51,520 that. And of course he's just going to 50 00:02:51,520 --> 00:02:52,680 go viral. Whoa. 51 00:02:53,480 --> 00:02:56,800 You know, I'd say you, you're very much welcome. 52 00:02:56,800 --> 00:03:01,200 And this is something that I always say, the risk of being 53 00:03:01,200 --> 00:03:03,320 cliche or sounded like a broken record. 54 00:03:04,000 --> 00:03:06,600 Gratitude is good attitude. And of course, when a person 55 00:03:06,600 --> 00:03:08,880 shares their time with you, they share their life with you 56 00:03:08,880 --> 00:03:12,600 because the SI unit for measuring life is time. 57 00:03:12,600 --> 00:03:15,560 But having a highly resourceful person, highly experienced 58 00:03:15,560 --> 00:03:20,400 person, highly educated, enlightened person like 59 00:03:20,400 --> 00:03:22,520 yourself, you know, come on the show. 60 00:03:22,600 --> 00:03:24,920 But today I don't take it for granted. 61 00:03:25,320 --> 00:03:28,120 I show, you know, appreciation for it. 62 00:03:28,120 --> 00:03:31,080 And of course, words are actually inadequate to express 63 00:03:31,080 --> 00:03:34,520 how grateful I am to to have you on the show today. 64 00:03:34,560 --> 00:03:36,400 God bless you. And of course, from me to you 65 00:03:36,400 --> 00:03:39,280 it's it's love and respect and to you so. 66 00:03:39,280 --> 00:03:40,400 Thank you. Thank you. 67 00:03:40,440 --> 00:03:41,120 Same to you. Yeah. 68 00:03:42,280 --> 00:03:44,280 Yeah, Yeah, yeah. You're welcome. 69 00:03:44,280 --> 00:03:45,560 You're welcome. You're welcome. 70 00:03:45,560 --> 00:03:48,360 Right, So, but this is the kingdom's forecast, you know, 71 00:03:48,360 --> 00:03:51,560 where trailblazing leaders, strategies and thinkers impact 72 00:03:51,560 --> 00:03:54,680 mindset and methods behind transformational success. 73 00:03:54,960 --> 00:03:59,520 So today's guest is a dynamic problem solver in the world of 74 00:03:59,560 --> 00:04:03,480 business operations. She's a founder and president of 75 00:04:03,480 --> 00:04:08,200 PEO for the CEOA company, helping businesses skill 76 00:04:08,200 --> 00:04:13,000 efficiently while slashing costs and simplifying HR. 77 00:04:13,560 --> 00:04:16,160 So with over a decade of experience in payroll, 78 00:04:16,160 --> 00:04:19,200 compliance, benefits, and risk management, she's the secret 79 00:04:19,200 --> 00:04:23,800 weapon behind countless founders who want to focus on growth, not 80 00:04:24,160 --> 00:04:28,120 admin cares. So she's sharp, strategic, and 81 00:04:28,120 --> 00:04:31,560 committed to empowering CE OS to lead smarter, not harder. 82 00:04:31,960 --> 00:04:35,040 Susanna Martinez, welcome to the show. 83 00:04:35,040 --> 00:04:38,200 Thank you, thank you, thank you for that introduction. 84 00:04:38,800 --> 00:04:41,200 Let's set the stage. You know what is APO? 85 00:04:41,480 --> 00:04:44,920 Because I'm quite curious. Yeah, that's that's probably the 86 00:04:44,920 --> 00:04:48,240 best place to start. So APEO, it stands for 87 00:04:48,240 --> 00:04:50,960 professional employer organization model. 88 00:04:51,240 --> 00:04:55,480 And basically what it does is it pulls several thousands of Co 89 00:04:55,480 --> 00:04:59,920 employees into a large group to get buying power and economies 90 00:04:59,920 --> 00:05:03,040 of scale when it comes to insurance like health insurance, 91 00:05:03,040 --> 00:05:05,880 workers comp insurance and retirement services. 92 00:05:06,480 --> 00:05:10,200 At the same time it helps companies scale their businesses 93 00:05:10,200 --> 00:05:13,600 by helping them with the back end HR infrastructure. 94 00:05:13,800 --> 00:05:17,680 So it's basically outsourced businesses are outsourcing their 95 00:05:17,680 --> 00:05:21,720 HR infrastructure, their administrative functions, it's 96 00:05:21,720 --> 00:05:25,840 systems and technologies all consolidated in one single 97 00:05:25,840 --> 00:05:31,080 source solution when it comes to payroll, benefits, HR, workers 98 00:05:31,080 --> 00:05:34,640 comp, retirement services, all in one system. 99 00:05:35,560 --> 00:05:40,960 So it just helps the CF OS and CE OS and their whole HR team to 100 00:05:40,960 --> 00:05:45,800 just operate more efficiently. Wow, so this actually sounds 101 00:05:45,800 --> 00:05:49,760 like a game changer, especially for SME's, you know, small and 102 00:05:49,760 --> 00:05:53,720 medium skilled enterprises and of course, especially the meat 103 00:05:53,720 --> 00:05:57,720 market companies, right? You are a founder yourself. 104 00:05:57,720 --> 00:06:01,480 And probably something I forgot to to tell you on our pre 105 00:06:01,480 --> 00:06:04,760 introduction call is the fact that I'm actually a published 106 00:06:04,760 --> 00:06:09,520 author as well. And I my first book is titled 107 00:06:09,520 --> 00:06:11,560 Master in the arts of Entrepreneurship. 108 00:06:12,120 --> 00:06:17,520 So a lot of the things that I talk about and the philosophies 109 00:06:17,520 --> 00:06:21,360 of business that I express, you know, we're actually embedded in 110 00:06:21,360 --> 00:06:23,240 that book. I'd urge you to buy it, you 111 00:06:23,240 --> 00:06:25,520 know. Yeah, let me, let me do a quick 112 00:06:25,520 --> 00:06:27,120 cheap plug. Right. 113 00:06:28,400 --> 00:06:31,520 Somebody from your neck of the woods, Morgan Anderson. 114 00:06:31,760 --> 00:06:35,760 She's a top tax debt resolution expert, you know, in the United 115 00:06:35,760 --> 00:06:39,280 States. She's ACEO of Golden Lion Tax 116 00:06:39,280 --> 00:06:41,680 Solutions. She conferred upon me the title 117 00:06:41,760 --> 00:06:45,640 of a modern day business philosopher and I haven't run in 118 00:06:45,640 --> 00:06:50,160 with that title ever since. You know, for founders, we we go 119 00:06:50,160 --> 00:06:53,680 through an evolution, right? A journey. 120 00:06:54,200 --> 00:06:58,000 But you have been able to build a fast growing consulting firm 121 00:06:58,200 --> 00:07:00,920 that's rooted in helping others, right? 122 00:07:01,160 --> 00:07:04,680 And it's something I often say my business is to help you mind 123 00:07:04,680 --> 00:07:07,320 your business. My business is to help you grow 124 00:07:07,320 --> 00:07:11,760 so that I can grow, right? And you are also in that same 125 00:07:11,760 --> 00:07:13,480 piece as to help. The business to grow, yeah, 126 00:07:14,000 --> 00:07:16,040 absolutely. The same mindset is to help 127 00:07:16,040 --> 00:07:18,800 businesses grow, be more efficient, save, save on the 128 00:07:18,800 --> 00:07:22,200 bottom line. Yeah, I love that you mentioned 129 00:07:22,200 --> 00:07:26,040 mindset because the philosophy of The Kingdom's broadcast is 130 00:07:26,080 --> 00:07:29,400 growth mindset, leadership and pieces, insights. 131 00:07:29,720 --> 00:07:34,120 And there's a reason why your episode is going to be on both 132 00:07:35,360 --> 00:07:38,160 The Kingdom's Broadcast and Diary of a CFO. 133 00:07:39,160 --> 00:07:43,240 Of course, you're not just a finance person. 134 00:07:43,240 --> 00:07:47,880 You're not just a person who is obsessed with the business size 135 00:07:48,040 --> 00:07:50,560 side of things and the financial numbers. 136 00:07:50,920 --> 00:07:55,120 You're person that I would say you're well balanced, you know, 137 00:07:55,240 --> 00:07:58,400 individual, well balanced, professional, well balanced 138 00:07:58,400 --> 00:08:00,600 leader as well. But you take leadership very 139 00:08:00,600 --> 00:08:04,160 seriously and you take a growth mindset very seriously. 140 00:08:04,440 --> 00:08:07,880 Absolutely, yeah. There's a reason why I'm 141 00:08:07,880 --> 00:08:10,680 connecting with you today because you know, I'm, that's, I 142 00:08:10,680 --> 00:08:14,960 would, I say 7 leader who is making the sacrifice to 143 00:08:14,960 --> 00:08:21,760 congregate the top of the crop across the globe when it comes 144 00:08:21,760 --> 00:08:26,320 to growth mindset, leadership and business insights, You know, 145 00:08:27,000 --> 00:08:34,200 to a one stop shop platform, 1/3 leadership platform where you 146 00:08:34,200 --> 00:08:37,720 can learn. I tell people there's two goals. 147 00:08:37,720 --> 00:08:40,960 I have only two goals for establishing this broadcast. 148 00:08:41,799 --> 00:08:44,440 Number one goal is to educate and number two goal is to 149 00:08:44,440 --> 00:08:47,840 inspire. Once I do those two things, I 150 00:08:47,840 --> 00:08:51,920 think my job is done right. And I don't do those two things 151 00:08:52,160 --> 00:08:55,880 just on my own. I actually, I'm an opportunist, 152 00:08:56,040 --> 00:08:58,160 right? I take the opportunity to have 153 00:08:58,920 --> 00:09:03,720 fun, stick, you know, team mind. You you outsource to the 154 00:09:03,720 --> 00:09:08,280 professionals. The the fantastic minds, you 155 00:09:08,280 --> 00:09:14,120 know, from across the world to come on the platform to help me. 156 00:09:14,120 --> 00:09:22,480 People like Susanna, the PEO for the CEO and CFO's Martinez, you 157 00:09:22,480 --> 00:09:25,560 know, I have, you know, people like you come on board and do 158 00:09:25,560 --> 00:09:29,920 justice to to these topics. And that's why I'm always 159 00:09:30,320 --> 00:09:33,560 overwhelmed for gratitude when I have, you know, persons like 160 00:09:33,640 --> 00:09:37,600 like yourself on on the show. But what would you say is packed 161 00:09:37,680 --> 00:09:41,560 your journey into HR, payroll and operational strategy and 162 00:09:41,560 --> 00:09:43,480 what keeps you going even till today? 163 00:09:45,040 --> 00:09:47,480 Oh, that's, that's kind of a loaded question. 164 00:09:47,480 --> 00:09:50,480 So I started in the industry, gosh, over 2 decades. 165 00:09:50,480 --> 00:09:53,840 So I've been working with small businesses nationally for many 166 00:09:53,840 --> 00:09:58,200 years as an employee of a lot of publicly large traded PEO 167 00:09:58,200 --> 00:10:01,280 companies. And about four years ago I went 168 00:10:01,280 --> 00:10:05,400 off on my own. So I'm basically an independent, 169 00:10:05,520 --> 00:10:09,080 basically a PEO matchmaker for the CE OS and CF OS. 170 00:10:09,080 --> 00:10:11,280 I don't work for the PEO company. 171 00:10:11,280 --> 00:10:15,440 I'm not, I'm going to be the clients advocate versus working 172 00:10:15,480 --> 00:10:20,520 for an actual PEO company. And I, I would say because I 173 00:10:20,520 --> 00:10:24,440 just founded my consulting firm about four years ago, I had to 174 00:10:24,440 --> 00:10:28,360 put into practice. Four years ago, yeah. 175 00:10:28,520 --> 00:10:31,280 There are four years between two World Cups, you know, in soccer. 176 00:10:32,040 --> 00:10:35,200 So it's not just. Well, I had to have a different 177 00:10:35,200 --> 00:10:38,120 mindset of being AW2 employee versus having your own 178 00:10:38,120 --> 00:10:40,440 consulting firm. And I basically put into 179 00:10:40,440 --> 00:10:44,800 practice myself what I was always telling businesses to do 180 00:10:44,800 --> 00:10:48,760 from the onset is I learned to outsource to the professionals 181 00:10:48,760 --> 00:10:51,480 myself. For example, technology, 182 00:10:51,560 --> 00:10:55,000 bookkeeping, outsource to the professionals, outsource to the 183 00:10:55,000 --> 00:10:58,760 best of the talent versus trying to do everything yourself. 184 00:10:58,760 --> 00:11:01,480 Have a good CPA. You know, yeah, you might have 185 00:11:01,480 --> 00:11:05,920 to pay more, but it's going to be more value for you and help 186 00:11:06,160 --> 00:11:07,840 help help you grow your business. 187 00:11:09,000 --> 00:11:12,080 Yeah, I've said this in on the podcast before that there's a 188 00:11:12,080 --> 00:11:14,080 reason why professionals are professionals. 189 00:11:14,280 --> 00:11:18,520 There's a reason why a person went to school for, you know, a 190 00:11:18,520 --> 00:11:21,440 number of years to come a specialist to something. 191 00:11:21,760 --> 00:11:24,520 There's a reason why a person you know, works with 192 00:11:24,520 --> 00:11:28,520 professional firms, right in other to become a specialist or 193 00:11:28,520 --> 00:11:34,040 something, and you think on your mind that they don't deserve, 194 00:11:34,680 --> 00:11:38,560 you know, to earn consulting wage. 195 00:11:39,320 --> 00:11:45,960 You must be joking. You know, the joke is actually 196 00:11:45,960 --> 00:11:47,720 on you. But I think like being a 197 00:11:47,720 --> 00:11:50,640 professional actually helps you appreciate professionals more. 198 00:11:51,280 --> 00:11:54,360 I, you know, I finally think about my time, you know, in the 199 00:11:54,360 --> 00:11:58,480 beak for accounting fams. PWCKPGI even had, you know, a 200 00:11:58,480 --> 00:12:03,400 brief stint, you know, one of the UK top 10 fams as it's Blake 201 00:12:03,400 --> 00:12:07,360 Rothenberg. And you think about what you do 202 00:12:07,360 --> 00:12:10,000 with this fams. You think about the time you 203 00:12:10,000 --> 00:12:12,840 invested, you know, the specialization you're able to 204 00:12:12,880 --> 00:12:16,480 acquire. People cannot just get it. 205 00:12:17,200 --> 00:12:20,040 This experience is the best teacher, and there's a reason 206 00:12:20,040 --> 00:12:21,640 why experience is the best teacher. 207 00:12:22,080 --> 00:12:24,240 Absolutely. You've learned, I'm sure. 208 00:12:24,240 --> 00:12:29,120 I used to work a lot with many Cpas and a lot of them came from 209 00:12:29,120 --> 00:12:33,520 the Big Fours, and they learned a lot of working for the Big 210 00:12:33,520 --> 00:12:36,800 Fours before they went off and opened up their own independent 211 00:12:36,840 --> 00:12:41,040 consulting agency. And you know, that's working 212 00:12:41,040 --> 00:12:46,960 with the BIG4 firms, you know, basically gives you a lot of but 213 00:12:46,960 --> 00:12:51,720 I say competence, right, in terms of specialization, in 214 00:12:51,720 --> 00:12:55,960 terms of working with cross functional teams, in terms of 215 00:12:55,960 --> 00:12:58,640 building relationships, you know, client management, 216 00:12:58,640 --> 00:13:01,880 relationship management, in terms of even your whole 217 00:13:01,880 --> 00:13:04,600 leadership, leading yourself, leading your teams or the 218 00:13:04,600 --> 00:13:07,520 technical competence of the global acumen. 219 00:13:07,520 --> 00:13:11,400 And of course the business acumen very, very important, you 220 00:13:11,400 --> 00:13:15,240 know aspects of running a consultancy practice which does 221 00:13:15,240 --> 00:13:18,520 not come to you by way of wishful thinking, right. 222 00:13:18,720 --> 00:13:23,720 So it's always essential to achieve efficiencies in business 223 00:13:23,720 --> 00:13:28,600 and that's something that you emphasize on and I very, very 224 00:13:28,600 --> 00:13:30,520 much appreciate. Of course, you know, Speaking of 225 00:13:30,520 --> 00:13:33,600 efficiencies, you always talk about the heating cost savers, 226 00:13:33,800 --> 00:13:36,800 right, that most businesses are missed out on. 227 00:13:36,800 --> 00:13:39,720 And you, you're somebody that has been able to help businesses 228 00:13:39,720 --> 00:13:43,560 save, you know, between 20 to 40% on benefits while improving 229 00:13:43,600 --> 00:13:46,200 their offerings. And that's, that's massive. 230 00:13:46,440 --> 00:13:50,520 So what's the most overlooked opportunity for CE OS when it 231 00:13:50,520 --> 00:13:56,120 comes to cost efficiency? Well, oftentimes it's, you know, 232 00:13:56,120 --> 00:13:59,040 businesses just keep on going status quo. 233 00:13:59,040 --> 00:14:02,360 It's just easier to renew as is status quo and they don't have 234 00:14:02,360 --> 00:14:06,320 time to do the due diligence. And that's really where my firm 235 00:14:06,320 --> 00:14:09,000 comes in. We do the due diligence for you. 236 00:14:09,000 --> 00:14:12,680 We do all the analysis, gathering all the proposals from 237 00:14:12,680 --> 00:14:15,600 the different PEO companies, from the insurance carriers, 238 00:14:15,680 --> 00:14:18,240 trying to make sure that your employees are going to get the 239 00:14:18,240 --> 00:14:21,480 same or similar benefits than what they currently have today 240 00:14:21,720 --> 00:14:25,400 and hopefully help reduce the bottom line as far as the total 241 00:14:25,400 --> 00:14:29,080 overall premiums. And often times what I end up 242 00:14:29,080 --> 00:14:33,800 finding is if you've been with the PEO for 3 / 3 years and you 243 00:14:33,800 --> 00:14:37,640 haven't done due diligence, there's some savings there on 244 00:14:37,640 --> 00:14:40,560 the administrative side that we can find for you. 245 00:14:41,640 --> 00:14:45,640 Because sometimes the print the, the, the PEO company will just 246 00:14:45,640 --> 00:14:48,400 increase their administrative fees slightly every year. 247 00:14:48,400 --> 00:14:51,280 And it's just, it's just easier to renew as is. 248 00:14:51,280 --> 00:14:54,080 And you just don't realize after three to five years how much 249 00:14:54,080 --> 00:14:56,480 you're really paying. That's really where we come in 250 00:14:56,480 --> 00:14:59,920 and just do our full analysis. Hope you find savings on health 251 00:14:59,920 --> 00:15:02,440 insurance, workers comp insurance, the full 252 00:15:02,440 --> 00:15:05,440 administrative fees and the overall package. 253 00:15:06,520 --> 00:15:08,920 So. Yeah, 20 to 40% is pretty 254 00:15:08,920 --> 00:15:12,400 significant and those are typically the average numbers 255 00:15:12,400 --> 00:15:14,240 when we're looking at everything as a whole. 256 00:15:15,240 --> 00:15:17,320 You know that that's, that's massive. 257 00:15:17,480 --> 00:15:24,960 That is massive, 20 to 40%. If somebody does that for me, my 258 00:15:24,960 --> 00:15:28,640 current company, I think I'll be praying for them every day. 259 00:15:32,040 --> 00:15:33,760 You know, I'll prepare for that every. 260 00:15:34,120 --> 00:15:37,400 Day the US, our, our Healthcare is just rising every year double 261 00:15:37,400 --> 00:15:40,760 digits increases. So it's just constantly trying 262 00:15:40,760 --> 00:15:44,720 to look at different creative strategies to save money on 263 00:15:44,720 --> 00:15:48,720 costs on healthcare. But Speaking of creative 264 00:15:48,720 --> 00:15:55,040 strategies and saving money, a lot of multinationals and global 265 00:15:55,320 --> 00:15:59,040 institutions have actually been adopting methods like 266 00:15:59,040 --> 00:16:02,760 outsourcing that is cross-border outsourcing. 267 00:16:02,920 --> 00:16:07,760 So I'd like to know what your thoughts on that is and also the 268 00:16:07,760 --> 00:16:13,000 use of freelancers to perform tasks that are not, or would I 269 00:16:13,040 --> 00:16:14,360 say high risk? Yeah. 270 00:16:14,360 --> 00:16:17,080 So I'm not sure if this is what you're talking you're talking 271 00:16:17,080 --> 00:16:19,720 about, but what I typically see because I'm mostly working with 272 00:16:19,720 --> 00:16:22,400 businesses that are headquartered in the US and they 273 00:16:22,400 --> 00:16:25,320 have domestic employees here, US wise based. 274 00:16:25,440 --> 00:16:29,480 But oftentimes they're hiring talent in other countries and 275 00:16:29,480 --> 00:16:32,640 they don't want to go set up entities in those other 276 00:16:32,640 --> 00:16:34,240 countries. Let's say they only have like 277 00:16:34,240 --> 00:16:39,360 two or three employees in, you know, UK or Egypt, whatever 278 00:16:39,360 --> 00:16:42,320 country it may be. I don't want to set up entities 279 00:16:42,320 --> 00:16:45,880 because it's very costly. So there's another model kind of 280 00:16:45,880 --> 00:16:48,880 similar to the PEO model. It's called the EOR model 281 00:16:48,880 --> 00:16:53,200 employer of record model, where you can actually outsource to 282 00:16:53,200 --> 00:16:57,200 the ER model and not have to open up an entity in those 283 00:16:57,200 --> 00:17:01,560 countries and then outsource to the EOR company and they can 284 00:17:01,560 --> 00:17:04,400 help pay your employees, make sure you're compliant with all 285 00:17:04,400 --> 00:17:09,640 the laws in those particular countries until you grow. 286 00:17:09,640 --> 00:17:12,839 I mean, once you start to get to be, you know, 20 employees per 287 00:17:12,839 --> 00:17:15,560 country, then it probably makes sense for you to open up your 288 00:17:15,560 --> 00:17:17,680 own entity there and set up shop. 289 00:17:17,680 --> 00:17:21,560 But often times, you know, companies are just trying to get 290 00:17:21,560 --> 00:17:24,880 the talent wherever they can. And sometimes it's spread out 291 00:17:24,960 --> 00:17:27,720 between multiple countries. OK. 292 00:17:27,880 --> 00:17:32,600 So how about the use of say contractors for example, for 293 00:17:32,640 --> 00:17:36,080 like ad hoc projects. So there are companies, 294 00:17:36,080 --> 00:17:40,520 especially tech companies that have one off projects, right, 295 00:17:40,520 --> 00:17:44,920 that you don't need to employ a full time employee for. 296 00:17:45,080 --> 00:17:52,920 So how do you help them save costs in terms of the and I 297 00:17:52,920 --> 00:17:57,840 think the location matters a lot in terms of saving costs. 298 00:17:57,840 --> 00:18:00,640 So you need to weigh the location and to the quality of 299 00:18:00,640 --> 00:18:02,560 the talent pool. In that. 300 00:18:02,560 --> 00:18:06,120 Country, I think a lot of people are going to eat locations like 301 00:18:06,120 --> 00:18:11,760 India, Bangladesh, Pakistan, you know, to employ, to employ what 302 00:18:11,760 --> 00:18:16,280 I say talent from those places. But what's what's the framework 303 00:18:16,280 --> 00:18:19,080 around that? Well, if you're going to hire a 304 00:18:19,080 --> 00:18:22,320 true contractor and, and they're true, not going to be an 305 00:18:22,320 --> 00:18:25,840 employee and you're not, you're going to avoid paying taxes. 306 00:18:25,880 --> 00:18:28,440 You know, if you come into a Gray line and every country is 307 00:18:28,440 --> 00:18:31,840 going to be a little bit different, but it does depend on 308 00:18:31,840 --> 00:18:34,640 the tasks that is involved, how long they're working for you. 309 00:18:35,000 --> 00:18:37,760 So you really want to determine, meet with the professional first 310 00:18:37,760 --> 00:18:40,960 to determine is this truly a contractor or is it an employee 311 00:18:40,960 --> 00:18:43,760 where I have to pay taxes within that country. 312 00:18:44,360 --> 00:18:48,600 But oftentimes no matter where you're paying people and no 313 00:18:48,600 --> 00:18:53,120 matter if it's a contractor or an employee, you still have to 314 00:18:53,120 --> 00:18:55,640 pay them. And if there's cost to do the 315 00:18:55,640 --> 00:19:00,760 money movement and you know whether you're wiring the money 316 00:19:01,280 --> 00:19:06,080 using other type of apps like wise and most companies want. 317 00:19:06,080 --> 00:19:07,680 To use wise. Yeah. 318 00:19:07,960 --> 00:19:11,880 So similar PayPal or however you're using to pay these 319 00:19:11,880 --> 00:19:15,480 international contractors, there's a feat, there's a cost 320 00:19:15,480 --> 00:19:17,480 to doing that. Yeah, and people have been 321 00:19:17,480 --> 00:19:19,720 annoying lately. They've increased their fees. 322 00:19:20,200 --> 00:19:23,160 Yeah, they've increased the fees and it just and then sometimes 323 00:19:23,160 --> 00:19:26,840 it just delays the the in person, the contractor getting 324 00:19:26,840 --> 00:19:28,880 their money. Yeah. 325 00:19:28,880 --> 00:19:31,040 And so that can be disruptive there. 326 00:19:31,600 --> 00:19:36,080 So in an EOR model, it makes direct deposit really easy to 327 00:19:36,080 --> 00:19:41,800 do, to be able to do an AC-8 of the company's business account 328 00:19:41,800 --> 00:19:45,880 and then do direct deposit into the person, the contractor or 329 00:19:45,880 --> 00:19:48,040 the employee. Very easy. 330 00:19:49,840 --> 00:19:51,720 You know, people want to get paid, and if they're not going 331 00:19:51,720 --> 00:19:53,520 to get paid, they're not going to stay loyal to you. 332 00:19:53,520 --> 00:19:55,120 They're going to move on to another project. 333 00:19:55,160 --> 00:20:01,800 Whoa, no finance, no romance is the order of the day in the 334 00:20:01,800 --> 00:20:04,280 current global business ecosystem. 335 00:20:04,360 --> 00:20:07,520 But when you talk about compliance, I always tell people 336 00:20:07,520 --> 00:20:12,680 that the cost of compliance is always less than the cost of non 337 00:20:12,680 --> 00:20:14,960 compliance. Absolutely. 338 00:20:15,680 --> 00:20:19,880 You, you get somebody come in and to do a fine and tap to pay 339 00:20:19,880 --> 00:20:22,320 penalties. You know, I'm, I'm dealing just 340 00:20:22,320 --> 00:20:25,440 here in the US, the IRS comes knocking on your door, having to 341 00:20:25,440 --> 00:20:28,480 pay IRS penalties depart. We have the Department of Labor, 342 00:20:28,480 --> 00:20:30,360 they come knocking on your door. There's going to be some 343 00:20:30,360 --> 00:20:34,160 additional penalties there. We got different local and state 344 00:20:34,160 --> 00:20:37,320 entities that can also penalize you as well. 345 00:20:37,680 --> 00:20:40,520 And I imagine internationally it's, it's the same. 346 00:20:40,520 --> 00:20:42,560 Every country is going to be different and there's going to 347 00:20:42,560 --> 00:20:45,880 be penalties if you're not, you know, abiding their laws and 348 00:20:45,880 --> 00:20:48,800 paying their taxes and being compliant with the people that 349 00:20:48,800 --> 00:20:50,240 you're hiring in their countries. 350 00:20:51,160 --> 00:20:54,560 Oh wow. So how do you help the CEOs not 351 00:20:54,560 --> 00:20:57,560 to lose their minds when it comes to the regulatory 352 00:20:57,560 --> 00:21:00,760 compliance issue? Well, helping them outsource 353 00:21:00,760 --> 00:21:03,480 whether they're all their domestic employees here in the 354 00:21:03,560 --> 00:21:08,120 US to the PEO model and any of their international people to 355 00:21:08,120 --> 00:21:11,400 the EOR model, which is the employer of record model. 356 00:21:11,440 --> 00:21:15,520 And the employer of record is actually taking on liability, 357 00:21:15,520 --> 00:21:18,920 liability of risk and compliant to make sure that everything is 358 00:21:18,920 --> 00:21:23,520 compliant in each country in the PEO model here domestically in 359 00:21:23,520 --> 00:21:27,000 the US, it's a what we call a Co employment. 360 00:21:27,240 --> 00:21:29,640 So it's a shared risk compliance. 361 00:21:29,640 --> 00:21:33,520 So both companies are named on any type of lawsuit, but at 362 00:21:33,520 --> 00:21:37,120 least you have a partner with you that's going to help ensure 363 00:21:37,400 --> 00:21:40,680 they're going to help you dot your IS cross your T's when it 364 00:21:40,680 --> 00:21:44,240 comes to compliance per state. And often times, you know, what 365 00:21:44,240 --> 00:21:47,720 we see is employers will have employees in certain States and 366 00:21:47,720 --> 00:21:50,240 then all of a sudden they'll start hiring in different 367 00:21:50,240 --> 00:21:51,720 states. That happened during COVID. 368 00:21:51,720 --> 00:21:54,400 They just started hiring wherever they found the talent. 369 00:21:54,440 --> 00:21:59,240 And you know, having to deal with different multiple states 370 00:21:59,240 --> 00:22:01,640 here in the US can be very cumbersome. 371 00:22:01,680 --> 00:22:05,880 So you might be a very small technology and only have 151015 372 00:22:05,880 --> 00:22:09,040 employees, but every employee might be in a different state 373 00:22:09,040 --> 00:22:11,360 and then maybe a few internationally. 374 00:22:11,360 --> 00:22:16,880 Why take the risk of, you know, being out of compliance fines 375 00:22:16,880 --> 00:22:20,720 and just why, you know, why don't you just pay to outsource 376 00:22:20,720 --> 00:22:23,000 it to the professionals? Let them handle it. 377 00:22:23,200 --> 00:22:26,360 And that way you can focus on what it is that you do, selling 378 00:22:26,360 --> 00:22:29,520 widgets, making widgets, what you really want into business 379 00:22:29,520 --> 00:22:31,840 for. Nobody ever goes into business 380 00:22:31,840 --> 00:22:34,720 because they want to handle their employees and making sure 381 00:22:34,720 --> 00:22:37,640 they're compliant in different States and countries. 382 00:22:37,640 --> 00:22:40,640 I mean, nobody ever goes in, nobody ever goes into business 383 00:22:40,640 --> 00:22:44,600 for that, right? It's it's just a way too much 384 00:22:44,600 --> 00:22:48,320 headache. And yeah, as a young CEO myself, 385 00:22:48,320 --> 00:22:48,840 the. Professionals. 386 00:22:49,720 --> 00:22:52,840 I, I, I know I don't always want any extra burden. 387 00:22:53,840 --> 00:22:57,200 It's a lot. I think a lot of people want to 388 00:22:57,200 --> 00:23:00,400 be CEO's, a lot of people want to become CFO's. 389 00:23:00,400 --> 00:23:05,120 But I talk about this. Heavy lies the head that gets a 390 00:23:05,120 --> 00:23:11,160 crown, heavy lies the head that wears a crown comes with a lot 391 00:23:11,160 --> 00:23:14,480 of responsibilities, you know, and a lot of risks. 392 00:23:14,640 --> 00:23:16,840 Yeah, the higher the risk, the higher the reward. 393 00:23:17,320 --> 00:23:22,160 But do you have the capacity to get the risk? 394 00:23:22,360 --> 00:23:26,960 Do you have the capacity to handle the responsibilities? 395 00:23:27,240 --> 00:23:30,320 Right. So it it sounds really fancy, 396 00:23:30,480 --> 00:23:36,200 you know, to to be known as AC, to be known as a CFOII know, I 397 00:23:36,200 --> 00:23:39,840 know the burden that comes with it. 398 00:23:40,240 --> 00:23:42,280 And it's it's actually not funny. 399 00:23:42,280 --> 00:23:46,560 And I always say that I am the most authentic person walking 400 00:23:46,560 --> 00:23:50,080 the surface of the earth, right? I'm sorry, Susanna, I know 401 00:23:50,080 --> 00:23:53,520 you're authentic, but I'm still, I'm still the world leader right 402 00:23:53,520 --> 00:23:55,040 now. I could beg to differ. 403 00:23:55,400 --> 00:23:59,240 Yeah, you can disagree, but it doesn't, it doesn't change what 404 00:23:59,240 --> 00:24:01,640 is on my books. You know, you notice that. 405 00:24:01,640 --> 00:24:06,360 And yeah, this is me being real. I joined the the the session for 406 00:24:06,360 --> 00:24:10,600 this podcast 5 minutes late. Exactly 5 minutes late. 407 00:24:10,760 --> 00:24:17,040 And trust me, I had to push myself, right, to make this 408 00:24:17,040 --> 00:24:20,640 episode work out today. And he would notice when I said 409 00:24:20,880 --> 00:24:23,960 there's a lot of goes on behind the scenes, right? 410 00:24:24,520 --> 00:24:28,520 People don't see the pains behind the canes, right? 411 00:24:28,520 --> 00:24:32,760 I was literally at the verge of postponing today's session. 412 00:24:32,760 --> 00:24:35,280 But I'm, I'm grateful I did not postpone it, right? 413 00:24:37,120 --> 00:24:40,280 There's been a lot, you know, going on behind the scenes in 414 00:24:40,280 --> 00:24:44,640 terms of the company structure, the company infrastructure, you 415 00:24:44,640 --> 00:24:48,320 know, talent recruitment, everything. 416 00:24:48,400 --> 00:24:52,920 And the CEO has to be on top of everything. 417 00:24:53,040 --> 00:24:54,840 Yeah, they have to do everything. 418 00:24:54,840 --> 00:24:57,560 Be the janitor and I'll pay the bills. 419 00:24:57,560 --> 00:25:00,920 Pay payroll. I'm telling you, be the janitor. 420 00:25:01,120 --> 00:25:04,120 God bless you for that. You know, it's, it's a lot, but 421 00:25:04,160 --> 00:25:07,360 I always pride myself in being being a 7th leader, right? 422 00:25:07,360 --> 00:25:09,240 And I tell the people that work with me. 423 00:25:09,240 --> 00:25:12,880 I tell that I work for you. You don't work for me, I work 424 00:25:12,880 --> 00:25:16,360 for you right? So please help me to help you. 425 00:25:17,520 --> 00:25:21,440 Yeah. Because you know, if you don't 426 00:25:21,440 --> 00:25:25,360 help CEO, right, everyone has to put in the work, right? 427 00:25:25,360 --> 00:25:27,800 Everybody has to put in their weight, right? 428 00:25:27,800 --> 00:25:34,240 And that actually is a great way to segue to the next question 429 00:25:34,240 --> 00:25:38,200 that I'm gonna ask you. And it is on growth without 430 00:25:38,200 --> 00:25:41,000 burnout. So like how do you help the 431 00:25:41,000 --> 00:25:44,360 CEO's win without getting burnt out? 432 00:25:44,400 --> 00:25:48,480 Because we often talk about skilling in revenue but not 433 00:25:48,480 --> 00:25:51,120 enough about skilling in infrastructure. 434 00:25:51,920 --> 00:25:54,960 How does your see a team rather support that side of business 435 00:25:54,960 --> 00:26:01,520 and help CEO's to avoid burnout? Well, you know, here in the US 436 00:26:01,520 --> 00:26:04,440 there's companies that are known as Unicorn companies. 437 00:26:04,440 --> 00:26:08,360 These companies are heavily funded with venture capital or 438 00:26:08,360 --> 00:26:10,600 private equity money or just personal money. 439 00:26:10,600 --> 00:26:14,600 But those businesses that are heavily funded know that they 440 00:26:14,600 --> 00:26:17,440 want to grow and they want to scale quickly. 441 00:26:18,040 --> 00:26:22,600 So majority of those companies are outsourcing already to the 442 00:26:22,600 --> 00:26:26,160 PEO model because they believe in the concept. 443 00:26:26,160 --> 00:26:30,720 They believe in outsourcing to the professionals to help them 444 00:26:30,720 --> 00:26:34,440 grow and scale. So if you're a company, you 445 00:26:34,440 --> 00:26:37,200 know, you typically or you're always looking at those Unicorn 446 00:26:37,200 --> 00:26:40,400 companies, like what are they doing different that I could be, 447 00:26:40,760 --> 00:26:43,520 you know, taken into some best practices as well. 448 00:26:43,800 --> 00:26:46,240 And that's, that's one of them. That's, that's definitely one 449 00:26:46,240 --> 00:26:47,680 that they do. They outsource to the 450 00:26:47,680 --> 00:26:51,560 professionals when it comes to HR benefits, payroll, and 451 00:26:51,560 --> 00:26:54,160 they're outsourcing to the top PEO companies. 452 00:26:54,160 --> 00:26:57,160 So you should take a look at the model if you're not currently 453 00:26:57,160 --> 00:26:59,760 doing so today. Absolutely. 454 00:26:59,800 --> 00:27:03,560 You know, it's always good to have, have professionals take 455 00:27:03,640 --> 00:27:07,200 off burdens from your chest. And yeah, that's, that's 456 00:27:07,200 --> 00:27:10,160 something we we actually do right here as well, right. 457 00:27:10,240 --> 00:27:12,960 Being professionals ourselves, We, we very much appreciate the 458 00:27:12,960 --> 00:27:19,120 work and the competence and specialization of professionals 459 00:27:19,760 --> 00:27:21,360 that has to be taken very seriously. 460 00:27:21,360 --> 00:27:25,200 And I think for the CEOs, for the entrepreneurs, for the 461 00:27:25,200 --> 00:27:29,960 founders watching us today, if you do not take anything home 462 00:27:29,960 --> 00:27:33,360 from this episode, at least at least take that home. 463 00:27:33,840 --> 00:27:37,320 You know, at the very least, take that home. 464 00:27:37,560 --> 00:27:39,880 You know, let's talk about the future of work and of course, 465 00:27:39,880 --> 00:27:44,320 the rise of smart partnerships. You know, what trends do you see 466 00:27:44,320 --> 00:27:47,400 in the future of HR and operational strategy? 467 00:27:47,440 --> 00:27:51,240 And how can CE OS prepare for that shift today? 468 00:27:53,040 --> 00:27:56,800 Well, I think the trend is, is often times when you're in 469 00:27:56,800 --> 00:28:00,560 startup mode, you don't have the revenue to be able to hire 470 00:28:00,680 --> 00:28:04,960 people internally and you can't afford to hire the the 471 00:28:05,200 --> 00:28:07,880 professionals internally until you've really grown into 472 00:28:07,880 --> 00:28:10,200 revenue. So what we're seeing is a lot of 473 00:28:10,200 --> 00:28:14,320 companies are outsourcing to the PEO model and then at some point 474 00:28:14,320 --> 00:28:17,040 when they get a certain revenue, a certain size of the number of 475 00:28:17,040 --> 00:28:20,960 employees bringing in some internal HR people. 476 00:28:21,320 --> 00:28:25,400 But they might not have to have have such a large HR team if 477 00:28:25,400 --> 00:28:28,040 they're still using the PEO model at some point. 478 00:28:28,040 --> 00:28:31,480 Sometimes they might outgrow that model if they're able to 479 00:28:31,480 --> 00:28:36,000 afford to hire in the professionals in house and to be 480 00:28:36,000 --> 00:28:40,480 able to hire in a lot of the what we call the HRIS systems, 481 00:28:40,480 --> 00:28:44,840 the human resource information systems like an Oracle platform. 482 00:28:45,000 --> 00:28:47,160 You know, people in the accounting software probably 483 00:28:47,440 --> 00:28:50,960 recognize that software, those softwares can get pretty 484 00:28:50,960 --> 00:28:54,400 expensive. So at some point, you know, your 485 00:28:54,400 --> 00:28:58,200 business might be able to afford to bring all that internally, 486 00:28:58,720 --> 00:29:03,120 but as you're growing and scaling, you know, why not use 487 00:29:03,120 --> 00:29:07,240 some professionals to outsource and help you grow and scale? 488 00:29:08,520 --> 00:29:11,440 I think that that's absolutely resourceful, absolutely 489 00:29:11,440 --> 00:29:14,480 resourceful. You know, we, we've been talking 490 00:29:14,480 --> 00:29:19,040 more from the business inside perspectives right today, but 491 00:29:19,040 --> 00:29:22,680 I'd love for you to give you a quick two cents on what the 492 00:29:22,680 --> 00:29:29,360 growth mindset means to you and what style of leadership is what 493 00:29:29,360 --> 00:29:32,720 I say most appropriate for business success, right, The 494 00:29:32,720 --> 00:29:35,800 growth mindset for success and of course, the leadership style 495 00:29:35,800 --> 00:29:38,920 for success. I think the growth, the growth 496 00:29:38,920 --> 00:29:42,400 mindset to me as as a person that's always going to continue 497 00:29:42,400 --> 00:29:45,880 to be learning, no matter where you are in your life's journey 498 00:29:45,880 --> 00:29:49,040 or in your professional journey or whatever title that you might 499 00:29:49,040 --> 00:29:52,240 have in your work, we could always be learning. 500 00:29:52,240 --> 00:29:55,560 I mean, even the top professional athletes are always 501 00:29:55,560 --> 00:29:58,360 practicing their skills. They're always willing to learn 502 00:29:58,640 --> 00:30:01,200 new skills and practices. So I think if we have the 503 00:30:01,200 --> 00:30:05,080 mindset of, you know, what can I learn today or if we're going 504 00:30:05,160 --> 00:30:07,840 to, you know, go to a seminar or whatever it is, we can always 505 00:30:07,840 --> 00:30:11,880 learn something else from somebody else or something else. 506 00:30:11,880 --> 00:30:15,120 And just keep keep an open mind no matter you know where you are 507 00:30:15,120 --> 00:30:17,120 professionally, what title you may have. 508 00:30:18,040 --> 00:30:21,400 Thank you very much for that one, and Many thanks to the 509 00:30:21,400 --> 00:30:24,040 Riverside at D10. When you're D10, it gives you 510 00:30:24,160 --> 00:30:27,080 the option of removing fluff, and I'm sure it's just going to 511 00:30:27,120 --> 00:30:32,000 like identify it very easily and remove the fluff from the 512 00:30:33,880 --> 00:30:36,720 conversation. OK, back to the conversation. 513 00:30:36,760 --> 00:30:40,840 You were talking about what the group mindset actually means to 514 00:30:40,920 --> 00:30:45,640 you, but in terms of business philosophy, right? 515 00:30:46,280 --> 00:30:50,800 For me, I always say that a win win perspective is the best 516 00:30:50,800 --> 00:30:56,160 philosophy for continued and sustained business success and 517 00:30:56,160 --> 00:31:00,200 collaborative leadership is the best type of leadership from my 518 00:31:00,200 --> 00:31:01,920 perspective. Yeah. 519 00:31:02,240 --> 00:31:07,160 What would you like to add to that in terms of what's modern 520 00:31:07,160 --> 00:31:12,360 day business leaders need to add to their arsenal in order to 521 00:31:12,360 --> 00:31:17,640 achieve success? Always be learning, always be 522 00:31:17,640 --> 00:31:19,760 humble, always keep an open mindset. 523 00:31:19,760 --> 00:31:23,000 You know, you could always learn for somebody else. 524 00:31:23,000 --> 00:31:25,360 So when you're talking about the win, win the mindset. 525 00:31:25,360 --> 00:31:28,960 There's always an opportunity to give back to others. 526 00:31:28,960 --> 00:31:31,600 Givers gain. You know, the more you give, the 527 00:31:31,600 --> 00:31:33,160 more you get. It's you. 528 00:31:33,160 --> 00:31:37,040 Reap what you sow. But some people are not even 529 00:31:37,040 --> 00:31:40,880 sewing, so how can they? They're not even sewing exactly. 530 00:31:41,560 --> 00:31:43,040 They're reaping nothing. Yeah. 531 00:31:44,080 --> 00:31:47,680 This reminds me of a past guest that said while we are playing 532 00:31:47,680 --> 00:31:50,800 chess, others are playing checkers and I was like some 533 00:31:50,800 --> 00:31:53,000 people are not even not at the board at all. 534 00:31:53,000 --> 00:31:55,960 Some people are playing nothing. Yeah, exactly. 535 00:31:57,480 --> 00:32:02,680 Wow, It's, it's, it's been a really, really great, haven't 536 00:32:02,680 --> 00:32:04,160 you? Aren't they? 537 00:32:05,040 --> 00:32:08,280 Because I definitely have a positive bias towards you 538 00:32:08,520 --> 00:32:14,000 because you are ACEO and of course your friends are CFOs. 539 00:32:14,000 --> 00:32:16,520 So why? Why hate when you can't 540 00:32:16,520 --> 00:32:19,880 collaborate? And that would lead me when. 541 00:32:20,120 --> 00:32:21,480 You can collaborate. I like. 542 00:32:22,040 --> 00:32:23,960 That yeah, you can keep that. Steal it. 543 00:32:23,960 --> 00:32:27,080 Steal it, I give you. Hate when you can collaborate? 544 00:32:27,200 --> 00:32:29,720 There you go. Just tell me why. 545 00:32:29,760 --> 00:32:31,000 You know you've got a reason why. 546 00:32:31,040 --> 00:32:34,280 And you know, that's a good point because oftentimes I like 547 00:32:34,280 --> 00:32:37,280 to can collaborate with friendly competitors as well. 548 00:32:37,280 --> 00:32:39,800 There's always things that you can learn from one another. 549 00:32:40,160 --> 00:32:42,600 Absolutely. Versus being so cutthroat, why 550 00:32:42,640 --> 00:32:44,600 hate when there's opportunity to collaborate? 551 00:32:44,600 --> 00:32:49,160 Perhaps they might specialize in something else where, you know, 552 00:32:49,360 --> 00:32:53,200 there can be some synergies between friendly competitors. 553 00:32:53,200 --> 00:32:56,160 Absolutely. You know, and the the sky is big 554 00:32:56,160 --> 00:32:59,680 enough for the stars to shine. Absolutely. 555 00:32:59,880 --> 00:33:02,920 There's plenty of business too, to go around for everybody. 556 00:33:03,280 --> 00:33:05,200 Absolutely. You know, when you have a star 557 00:33:05,200 --> 00:33:08,080 mentality, it enables you not to be a gatekeeper. 558 00:33:08,640 --> 00:33:12,080 Because we were in the age of artificial intelligence, anybody 559 00:33:12,080 --> 00:33:14,760 can know anything. Anybody can gain, you know, 560 00:33:15,080 --> 00:33:19,920 superior competitive advantage by way of enhanced research. 561 00:33:20,120 --> 00:33:23,680 AI aciduates research. And for me, I've always been a 562 00:33:23,680 --> 00:33:26,080 good researcher. When I was in university, I had 563 00:33:26,080 --> 00:33:30,200 an A in my research course. So now adopting AI with my 564 00:33:30,200 --> 00:33:34,880 research today, it's just putting me on catalyst mode. 565 00:33:34,960 --> 00:33:39,640 And guess what, guess what, I'm AI, of course, my initials are 566 00:33:39,640 --> 00:33:44,560 at the AI, actually at the. So AI is my name. 567 00:33:44,560 --> 00:33:47,640 I guess my parents knew, they understood the assignment and 568 00:33:47,640 --> 00:33:50,320 like this one is going to be an AI enthusiast in the future. 569 00:33:51,240 --> 00:33:54,520 Let's give him a name that you know, will structure aim for the 570 00:33:54,520 --> 00:33:56,040 future. You know, my parents saw the 571 00:33:56,040 --> 00:33:57,400 future. Thank you very much. 572 00:33:57,400 --> 00:34:04,040 Love and respect to you guys. Oh, OK, so we're going to end 573 00:34:04,040 --> 00:34:06,720 with a quick firebound questions. 5 questions for you. 574 00:34:06,840 --> 00:34:11,440 Are you ready to rumble? Let's rumble in the jungle. 575 00:34:12,840 --> 00:34:16,920 OK, let's go, let's go. So number one, number one is one 576 00:34:16,920 --> 00:34:21,120 thing you wish more entrepreneurs understood about 577 00:34:21,280 --> 00:34:25,920 growth. The value of outsourcing to the 578 00:34:25,920 --> 00:34:29,400 professionals, I think I've pretty much talked a lot about 579 00:34:29,400 --> 00:34:31,520 that. But so many, especially the old 580 00:34:31,520 --> 00:34:34,239 timers, they want to do everything and they want to 581 00:34:34,239 --> 00:34:36,560 control everything and do everything themselves. 582 00:34:36,560 --> 00:34:38,960 Well, you're, you're going to be spread too thin and you're not 583 00:34:38,960 --> 00:34:41,679 going to be able to grow your business efficiently if you're 584 00:34:41,880 --> 00:34:43,920 going to try to be everything to everybody. 585 00:34:44,679 --> 00:34:47,120 A Jack of all trades and a muscle of none. 586 00:34:47,480 --> 00:34:51,600 Of none exactly. The joke that one of my God, 587 00:34:51,600 --> 00:34:56,679 rest his soul, he's late now. He was my lecturer when I was 588 00:34:56,679 --> 00:35:00,160 taking the courses to become a chartered accountant, right? 589 00:35:00,320 --> 00:35:04,360 He said something and yeah, he he was a Class 1 strategy, 590 00:35:04,480 --> 00:35:06,240 right? And he was like, there's this 591 00:35:06,880 --> 00:35:14,720 guy who is a founder and his title in the company is vice 592 00:35:14,880 --> 00:35:19,920 chairman. And his employees were like, 593 00:35:20,080 --> 00:35:24,000 excuse me, Sir, why did you give yourself vice chairman? 594 00:35:24,080 --> 00:35:26,120 Right. We've been working with you for 595 00:35:26,120 --> 00:35:29,680 a couple of years and we've never met the chairman who is 596 00:35:29,680 --> 00:35:32,880 the chairman of the company. And guess, guess what the guy 597 00:35:32,880 --> 00:35:33,920 said. Why? 598 00:35:33,920 --> 00:35:36,760 I said God is the chairman. I'm the vice chairman. 599 00:35:38,480 --> 00:35:39,960 There you go there. You go. 600 00:35:40,000 --> 00:35:42,200 That's why I could do all these two crimes. 601 00:35:42,200 --> 00:35:45,560 That strengthens me. Because he's God is the 602 00:35:45,560 --> 00:35:46,880 chairman. There you go. 603 00:35:47,160 --> 00:35:50,680 Like that's a good, that's a good practice to have. 604 00:35:50,960 --> 00:35:53,200 Yeah. So you can steal that for your 605 00:35:53,200 --> 00:35:57,280 company now just, you know, change your designation to vice 606 00:35:57,280 --> 00:35:59,200 chairman, you know. Vice Chairman. 607 00:35:59,400 --> 00:36:01,040 God will be the chairman, you know. 608 00:36:01,720 --> 00:36:06,560 Yeah, absolutely. So #2 is what's the best piece 609 00:36:06,560 --> 00:36:08,480 of advice you've ever received in business? 610 00:36:10,920 --> 00:36:13,480 What was the best advice I've ever received? 611 00:36:13,560 --> 00:36:16,440 Make sure your books are clean. Make sure your books are clean 612 00:36:16,960 --> 00:36:20,880 because it's going to be easier for you to get financing, easier 613 00:36:20,880 --> 00:36:23,280 for you to get loans easier easily. 614 00:36:23,560 --> 00:36:25,920 You're going to be more taken seriously when you have your 615 00:36:25,920 --> 00:36:30,400 books in order and clean. And as as ACPA you would you 616 00:36:30,400 --> 00:36:33,400 would value that. Absolutely. 617 00:36:33,400 --> 00:36:36,080 The I remember the headaches I had to go through, you know, 618 00:36:36,400 --> 00:36:39,120 having to audit entities with that. 619 00:36:39,120 --> 00:36:40,560 Were a. Mess that were a. 620 00:36:40,560 --> 00:36:42,880 Mess and kept their books in a shoe box. 621 00:36:44,040 --> 00:36:45,800 It's, it's, it's never a nice thing. 622 00:36:46,160 --> 00:36:50,000 It just makes you unhappy. You wake up and you don't feel 623 00:36:50,000 --> 00:36:52,200 like getting out of the bed. Yeah. 624 00:36:54,280 --> 00:36:58,680 Whoa, OK #3I. Would say way too that it's 625 00:36:58,720 --> 00:37:02,560 really difficult for businesses to you want to not pay as much 626 00:37:02,560 --> 00:37:04,200 in taxes. You want to do everything 627 00:37:04,200 --> 00:37:07,440 legally to not pay as much taxes. 628 00:37:07,440 --> 00:37:10,560 But at the same time you want to show that you're making revenue 629 00:37:10,560 --> 00:37:13,680 so that way you can go out and get loans and there's always 630 00:37:13,680 --> 00:37:17,760 that fine balance. You know to really both. 631 00:37:17,760 --> 00:37:20,640 You don't want to pay undue taxes, but yet you want to make 632 00:37:20,640 --> 00:37:24,680 sure that you look very sound. Except for your dense. 633 00:37:24,960 --> 00:37:27,600 Versus. Tax evasion. 634 00:37:28,200 --> 00:37:30,920 So. Or go the tax avoidance route, 635 00:37:30,920 --> 00:37:33,880 not the tax evasion route. Hopefully. 636 00:37:35,200 --> 00:37:38,520 OK. So if you could automate one CEO 637 00:37:38,520 --> 00:37:40,720 headache forever, what would that be? 638 00:37:41,560 --> 00:37:44,920 Oh gosh if I can automate one CE OS headache forever, what would 639 00:37:44,920 --> 00:37:47,080 that be? Not have so many PE OS sales 640 00:37:47,080 --> 00:37:50,560 reps calling them every single day, all day long and messaging 641 00:37:50,560 --> 00:37:54,560 them on on LinkedIn and emailing non-stop. 642 00:37:54,560 --> 00:37:58,880 They're bombarded. I would just say tell them to 643 00:37:58,880 --> 00:38:01,600 come to me, to go through me, to work with you. 644 00:38:01,680 --> 00:38:03,800 Let me follow all the sales people. 645 00:38:06,800 --> 00:38:15,240 Whoa, No, no, I just remembered, you know, the moment I decided, 646 00:38:15,520 --> 00:38:17,960 OK, I'm going to take entrepreneurship seriously and I 647 00:38:17,960 --> 00:38:25,240 switched my LinkedIn profile as CEO of my company, the rate at 648 00:38:25,240 --> 00:38:29,560 which I was getting these sales Peaches, the sales is reaching 649 00:38:29,560 --> 00:38:32,040 out to me. It's it's it's annoying. 650 00:38:32,960 --> 00:38:34,800 Yeah, it's pretty annoying, yeah. 651 00:38:34,800 --> 00:38:39,560 And I'm happy my my phone is permanently on. 652 00:38:39,560 --> 00:38:43,160 Do not stop, even though there are a lot of people close to me 653 00:38:43,160 --> 00:38:48,040 that don't like that fact. But yeah, unfortunately it has 654 00:38:48,040 --> 00:38:49,920 to be. And I'm glad you're bringing 655 00:38:49,920 --> 00:38:57,400 this up because a lot of calls are not, are not important and 656 00:38:57,400 --> 00:39:01,040 it's important to actually evaluate what is urgent and what 657 00:39:01,040 --> 00:39:04,480 is important for you to divide your attention to. 658 00:39:05,080 --> 00:39:09,000 So one mind to achieve that changed how you lead in 659 00:39:09,000 --> 00:39:13,760 business. And how I lead as in business, 660 00:39:15,360 --> 00:39:19,040 well, leading by example. And so this is kind of my first 661 00:39:19,040 --> 00:39:22,240 time being able to hire employees or consultants and, 662 00:39:22,520 --> 00:39:25,760 you know, other professionals that work with me as a team, 663 00:39:25,760 --> 00:39:30,640 really trying to lead by example and helping educate them where 664 00:39:31,440 --> 00:39:34,920 it's, it's, you know, it's that balance of really trying. 665 00:39:34,920 --> 00:39:38,280 Sometimes you get frustrated because just, you know, people 666 00:39:38,280 --> 00:39:40,720 have different backgrounds, don't come to the table with the 667 00:39:40,720 --> 00:39:44,720 same type of skill sets as I do with the many years of 668 00:39:44,720 --> 00:39:47,080 experience that I've had in the industry. 669 00:39:47,080 --> 00:39:49,960 And it could be very difficult for somebody coming in new to 670 00:39:49,960 --> 00:39:53,440 learn the industry. So being patient with the people 671 00:39:53,440 --> 00:39:57,040 that are on my team. Very important to say patience 672 00:39:57,040 --> 00:39:59,560 is a virtue. Patience is a virtue for a 673 00:39:59,560 --> 00:40:01,560 reason. And I think the last one on my 674 00:40:01,560 --> 00:40:05,760 list is in one sentence. What does smart leadership mean 675 00:40:05,760 --> 00:40:09,440 to you? Smart leadership outsource 676 00:40:09,440 --> 00:40:12,720 outsource to professionals. Smart they, they say there's, 677 00:40:13,800 --> 00:40:15,280 there's been nothing smarter than that. 678 00:40:15,280 --> 00:40:18,720 You know, there's been nothing smarter than that. 679 00:40:18,720 --> 00:40:22,680 And of course, Speaking of being smart, I would advise our 680 00:40:22,680 --> 00:40:31,800 audience to do the smart thing by going to peofortheceo.com and 681 00:40:31,800 --> 00:40:35,760 engage with the content that you have there and find ways to to 682 00:40:35,760 --> 00:40:39,440 do the smart thing. Smart leadership outsource to 683 00:40:39,480 --> 00:40:43,680 the relevant professionals that can handle business for you. 684 00:40:43,760 --> 00:40:46,480 Their business is to help you mind your business, right? 685 00:40:46,520 --> 00:40:50,720 And the name Susanna and Susanna, they're quite would I 686 00:40:50,720 --> 00:40:54,400 say oftentimes mistaken, but I don't want to mistake your name. 687 00:40:54,400 --> 00:40:57,520 So Susanna, right? It's a very big thank you from 688 00:40:57,520 --> 00:41:01,280 me to you. And I'd love for you to advise 689 00:41:01,280 --> 00:41:06,920 my audience, right, to do the smart thing by putting their 690 00:41:06,920 --> 00:41:11,240 weight behind the show, right? We've we've had a really big 691 00:41:11,240 --> 00:41:14,160 wins lately. I'm grateful guys, but I'm an 692 00:41:14,160 --> 00:41:17,040 Oliver Twist. I keep asking for more so. 693 00:41:17,640 --> 00:41:21,320 I would encourage the smart thing to do is hit the like 694 00:41:21,320 --> 00:41:24,760 button and subscribe and share to the audience. 695 00:41:25,640 --> 00:41:27,680 Oh fantastic. Fantastic. 696 00:41:28,080 --> 00:41:31,480 And of course, Susanna, your clarity, your energy and 697 00:41:31,480 --> 00:41:36,480 strategic mind have actually just turned HR from headache to 698 00:41:37,000 --> 00:41:38,320 hell. Yes, right. 699 00:41:38,320 --> 00:41:42,200 So thank you very much for dropping your actionable gems 700 00:41:42,200 --> 00:41:44,760 today. And of course, if you're a 701 00:41:44,760 --> 00:41:48,640 business owner or leader listening or watching, you are 702 00:41:48,640 --> 00:41:55,480 ready to skill without stress. Visit peofortheceo.com and of 703 00:41:55,480 --> 00:41:59,640 course, I am the CEO of SEO for podcasts. 704 00:41:59,680 --> 00:42:03,440 This is my stun store today guys, so go look up the show 705 00:42:03,440 --> 00:42:06,240 notes for me to you. It's a very, very big thank you 706 00:42:06,280 --> 00:42:09,640 and of course, love and respect to you to the audience. 707 00:42:09,640 --> 00:42:12,560 I appreciate you guys. We are now global top 5% on 708 00:42:12,560 --> 00:42:15,640 listen notes today we crossed the threshold on YouTube of 709 00:42:15,640 --> 00:42:20,560 15,000 YouTube subscribers. We have crossed the threshold of 710 00:42:20,560 --> 00:42:25,880 10,000 subscribers on 10,000 downloads and Dreams are on 711 00:42:25,880 --> 00:42:28,920 Spotify, so I'm I'm. Congratulations. 712 00:42:29,600 --> 00:42:31,160 Thank you very much for. That thank. 713 00:42:31,720 --> 00:42:33,520 You because before you go, do you want to leave a shout out 714 00:42:33,560 --> 00:42:38,600 for anyone before you leave? No, just want to say thank you 715 00:42:38,600 --> 00:42:40,200 for having me. It's been a pleasure. 716 00:42:40,440 --> 00:42:44,920 Feel free to follow me as well on LinkedIn at PEO for the CEO 717 00:42:44,920 --> 00:42:48,240 Susanna Martinez here. Fighting to maximize your 718 00:42:48,240 --> 00:42:51,600 benefits without overpaying and PEO fees. 719 00:42:52,320 --> 00:42:56,000 I just love the line PEO for the CEO, nothing sweeter. 720 00:42:56,280 --> 00:42:59,920 And of course guys, till I come your way again, keep winning. 721 00:42:59,920 --> 00:43:01,280 And of course, God bless you guys.