568: How to Start a Recruiting Business and Earn $10-20k Per Hire

23:32And you don't even have to say, yeah, people do ask about like, do I need to do a lot of content marketing and be a thought leader and post yeah make videos and content and really like you don't need to like it's just direct reach outs because in recruiting you only need like three to five clients to be like absolutely busy because think about it three let's say you have four clients you get through this direct outreach method and each client gives you three positions to recruit for that's 12 open job orders is what we call roles for you to fill and 12 different roles that might have and most of them might be different too right so then you're in conversation and each position you want to send like two or three candidates, right?

24:09Let's say three candidates per role. Now you need to submit 36 candidates, which means you probably have to talk to like 300 people. So you're kind of like slammed, right? So once you get three or five clients, you're good. And then later on, the game is like, okay, upgrading those clients and getting ones with higher fees, better clients. And without a process for getting new client calls printed on your calendar, though, you end up kind of being stuck with the one or two clients for most of your career and never quite grilled beyond that. And because you're not, you know, creating YouTube content, you're not creating social media content.

24:45It is kind of how you described as stealth mode, where you're not necessarily waving the flag in front of your current employer and say, hey, look at me, look at my side hustle. Exactly, exactly. Which is why we say on LinkedIn, you don't want to put like founder of so-and-so staffing company. No, no, you want to just, you can have your LinkedIn profile completely, not have your business on it. Your website can have your business, but not your face and your name, right? These are some stealth mode best practices that we teach. And then when you reach out, and the tricky part is if you work at a recruiting agency or you work as a corporate recruiter, then they get kind of where people get worried about like non-compete clauses or potential conflicts of interest, right?

25:23I'm like, well, I, you know, my company does IT recruiting, but I want to start my own IT recruiting side hustle. how do I go about doing that without stepping on toes and sleeping well at night and not looking over my shoulder? But as long as you implement these best practices, then everything is kind of above board. Your message, though, needs to be vague enough where if I send a reach-out message to a hiring manager who happens to be best friends with my boss and they fork that message saying, hey, I think one of your people sent me this, it better, one, not get you in trouble, and two, ideally, make you look good.

25:55So, example, if I was working at an agency or even a corporate recruiting role, I could say something like this. I could reach out to a hiring manager to say, hey, I'm reaching out because I'm working with a candidate who has XYZ background, highly skilled, just start looking for new opportunities. And that would say something like, unfortunately, I don't have anything for them on my side. No, but they saw that we were connected on LinkedIn. And when I asked them which companies to respect in their field, your name came up first. So I wanted to see if you might be interested in having a broker introduction, right?

26:26Something like that. Okay. If your day job is already in recruiting. Right. If your day job is in recruiting, you have to say something like, unfortunately, we don't have anything for them at my agency. And that way, if your boss finds out, it'll just look like you are trying to do what we call preserve the candid experience. Because even though, even corporates, like corporations, Microsoft will say, hey, if we pass on somebody, make sure they leave feeling good, even though we took them through eight rounds of interviews, make sure they leave feeling good so they don't badmouth us to all their other colleagues, right?

26:56So they're very sensitive about that. So if they see that message, it just sounds like you're trying to preserve the candidate experience by trying to hook up a candidate who you said no to and trying to at least send them off in the right direction, right? Okay. Yeah. Avoid conflict of interest because yeah, until this thing is up and running, definitely don't want to burn any bridges with the day job. That makes sense. Yeah. So what happens next? So you got a couple bites from this cold outreach and now you got to go find the potential candidates. Let's talk about that part of the process. Yeah.

27:26So a lot of people think that the hard part is finding the candidates, but it's actually not that hard because nowadays with all the LinkedIn services and platforms, we all have the same tool. So finding the people is relatively easy, but engaging with them is hard, especially engaging with what we call passive candidates, people who aren't looking for a job. They're really working for your client's competitor. They're heads down. They're not taking any interviews. how do you engage with them in such a way well they're even they'll even take your call right especially when they get bombarded like every other day by recruiters so that's the tricky part and that comes down to having the right message doing creative things like video messaging we talked about or on linkedin you can send an audio message like things that kind of stand out then hey i saw i have a great opportunity for you like you know first name right like you want to avoid those anything that you send sounds like a canned template or sounds like something a traditional salesy recruiter would say, you just have to do the opposite, right?

28:23Which is why when you talked about brochures and marketing language, I'm like, oh, no, no, we want to go meta, go the other way. They sound like you're some dude who's on the couch or you're just kind of like sending this through your mobile app, right? On LinkedIn or something like that, really casual. So yeah, that becomes the hard part is how do you engage with good candidates? And lastly, like once you've tapped LinkedIn, like, you know, most people, once they reach out to everyone on LinkedIn that could be a fit, then they've exhausted their search because there's nowhere else I can find them.

28:52And then having skills beyond that to find people past LinkedIn, like using Google as a hidden resume database, knowing these what we call Boolean search strings where you can type in long strings of code or basically it looks like code and they can actually pull up like PowerPoint presentations from keynote speakers at cloud security conferences where the last slide says, contact me. Like being able to pull up those little things like Ninja Server or pull up a spreadsheet of conference attendees that has their name, title, contact information. Because when you register for a conference, you normally have to put in that information.

29:24So you can pull that up. You can actually do some ninja headhunting. And those people really aren't advertising themselves on LinkedIn. So that's another skill to be able to find people that aren't easy to find, right? What's that typical first message like? Like, hey, without sounding overtly salesy, like, hey, I got a great opportunity for you. If that's a red flag, what gets those emails opened or messages opened and responded to? I like starting off my messages with what I call like a softening statement. Because most people who reach most salesy people and salesy recruiters, they're very optimistic, positive and upbeat.

30:05So I try to be the opposite, which is skeptical, curious. You know, like that's where energy. So I'll say something like, hey, Nick, not sure if this would even interest you, or not sure if my timing is right. But look, given your background in this role, this, this, as well as your experience working at this company, so I'm calling out a lot of specific things, right? And your location in Seattle, I thought you might be a good fit for this opportunity in Seattle. They're looking for someone just like you. Gotcha. So what kind of fact finding do you have to do if you get somebody to take a call with you in terms of their expected salary, their timeline?

30:44Like what, you know, to convince somebody to leave their job for something else is a big, it's a big ask. We can have a rule where like the reason for your call is to uncover the truth about whether or not that person is looking to make a move at the time of your call, like right now. So number one, I'm looking for some type of career pain or hiring pain. So if I say, hey, Nick, it looks like you've been here for six years. Is there anything you're looking for outside your current job? And they're like, no. And if I ask you, well, what brings you on this call? Well, you reached out to me. I already know, okay, this is not going to go well.

31:20They don't have any real reason to leave, right? But if you say, you know what, my commute is two hours round trip each day. I'm missing time away from my family. My wife's upset. or I've been at the same position for two years now. They keep promising me a promotion. It hasn't happened. Or there's financial stability in my company. I see people getting laid off, right? I don't want to be, I want to get ahead of this. Like those are real, those are real pains, right? And then because if you're not motivated to make a move, the last thing I want to do is to present you to my client, have them spend time taking you through their interview process, get them excited, they make you an offer.

31:54And you're like, no, you know what? I'm good. I'm going to stay where I am at, right? Now the client will get mad at me for getting their hopes up and wasting their time. So I'm really trying to figure out whether or not there's pain there. If not, that's okay. Yeah, how serious are they? Right. And I'll say things like, you know what? The last thing I want to do is break up a happy home. If you're happy where you're at, that's great. I don't think you should make a change. Because I'm going in very skeptical. I think the more skeptical, the more, you know what? like it might not even make sense for you to look elsewhere then the more you start to prove and qualify to me why you are and why you want to make a move right yeah it's almost a like a reverse you know qualification process and it starts with your what you called your softening statement like hey not sure if the timing's right not sure if you'd be interested like just you know knowing that it's a numbers game and i've got to kind of reach out to 100 people to find the one it's like you know if you got to check all these boxes to kind of make it through these these filterings filtering process but i'll tell them as i'll in my message i'll say look you're not you're not one out of 100 people reaching out to this week there's only like eight people about eight people i found in the seattle area they can do this specific job and you're one of them so i'm hoping to at least connect with you and and share with you some information right okay yeah so that's part of the messaging too right gotcha and then you share the the company posting or the one that you're specifically looking for candidates for?

33:21And then at what point? So they say, yeah, the commute is awful. I'm worried about the solvency of this company long-term. Yeah, I'm open to all opportunities. What have you got? Yep. And then so then that's when I'll talk about my client, what to do with the name, the salary, the pay range, paint the picture for them, right? Which is why I'll ask the client, hey, how do you sell candidates on your opportunity? And I'll write that down and And I'll just regurgitate your soundbites because you sell your company the best. You're the CEO. You're the VP, right? And then if they're interested. And then I ask them one very specific question.

33:56Very, very important. And when I mess this up, it's always been to me, right, in the butt, which is, have you ever applied to this company or been presented by another recruiter or submitted your resume online before? Because if they say yes to any of those questions, then I can't use them. Like I have to end the call. because otherwise if I send your resume over and they say, oh, hey, thanks, but I have, oh, you know, we have him in our database, but thanks for bringing that to our attention, right? Or I see him here. So we only get paid as recruiters to present people who are brand new that they've never come across before.

34:29So I always make sure that you haven't applied online directly. If you have, then I have to find you another opportunity, right? Which is why when I tell candidates, what should they do for their first step in their job search, which is, hey, reach out to recruiters, Let them exhaust their network first. Because if you go online, apply to every single job posting online, and then use a recruiter, you basically kind of tie their hands. You know, you reach out to all their clients already. They can't, like, vouch for you with leverage their relationships on your behalf. Yeah. Yeah, like, we're not paying you the finder's fee because, you know, that guy already found us.

35:01Exactly, exactly, right? I'm like, oh, okay. So we make sure we ask that question a lot. Yeah, it's the same way with certain affiliate programs. We're going to pay for sending us a new customer or we're going to pay you a bigger commission for sending us a new customer versus a repeat customer. Like, you know, that was already our customer. We should have. Exactly. Why would they use$20 ,000 for that? Yeah, exactly. Yeah, yeah, yeah. Okay. So if they have never applied to this company before, they're not in their database of resumes. Do you then encourage them to go apply to the online system?

35:35Do you send an introductory email? Like what happens next? Exactly. Then we do what's called a candid presentation or candid submission where I'll then send the candidate over to the hiring manager. I'll write a nice little email with the bullet points of their qualifications, their salary, the reason for the pain that I learned, the reason why they're going to make a move, and then their availability for interviews. So that way, all the client has to do is say yes, and then choose a day and time, and then book the interview. Or if they say no, then I ask the client up front, hey, if you pass on them for any reason, can you at least give me feedback why they want to fit?

36:12And that way, I can dial in my search, get your people closer to the mark, right? Okay, gotcha. Yeah, and then at that point, yeah, so I kind of handhold everything. You want to have what we call a candidate control or client control. You want to be really on top of everything. make sure nothing slips through their cracks and that you're like the middle man and just kind of moving this thing along. Yeah. Make sure that, well, make sure that they know that it came through you. Yeah, exactly. The moment email is when you get dibs. Yeah. You, you kind of put dibs on the can at the moment you like send that email over.

36:44Okay. No, that makes sense. And then. Did you know there's a disease running rampant alongside hustlers and new entrepreneurs? It's called superhero syndrome. Symptoms include a feeling like you got to do everything yourself. thinking you're the only one who can do it right and struggling to let go of certain tasks. Does that sound familiar to anyone? But the good news is there is a cure. Our sponsor Indeed can help you find the best candidates for the roles you need to fill and find them fast. Stop struggling to get your job posts seen on other job sites. Indeed's sponsored jobs help you stand out and hire fast.

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37:56Terms and conditions apply. Hiring Indeed is all you need. From there, the person, you know, goes through the interview process, they get hired and, and you get paid. Yeah. Well, yeah, you get paid. And ideally, you also want to help mitigate, avoid any type of potential bombs that can blow up, right? For example like uh you know and this is an early mistake that a lot of recruiters make and i made for sure is like once they uh got the job offer and they accept it i thought done deal i'm already figuring out what i want to spend the twenty thousand dollars on right uh but then they end up giving the two-week notice and their boss sits down they're like nick whoa whoa whoa like where's this coming from have a seat you know like uh we were just talking about a big promotion for you right just around the corner this would be the worst timing like show me the offer that you got oh you know what we can beat that give us a chance to like beat that for you right like yeah so you'll and so then you get that call like hey hate to bad you know break the bad news but i'm not gonna start work and then that's how you lose clients because they get mad they're like you know you should have you should have been on top of this right so part of the r2 is like coaching candidates on how to give a two weeks notice and like being firm and and role-playing with them about what if they got counter offers, how would they, what would they say?

39:11Right. And so that way they're like, you know, they don't get susceptible to like, yeah, having a change of heart, right? Stuff like that. So you have to do all those things because especially when there's 20, $30 ,000 on the line, you want to make sure like there's no hiccups, right? No, no surprises. I can see that happening all the time. Well, yeah, it's because it's expensive to fill these positions. Like, wait, wait, wait, don't go. We can, we can batch that. Right. They have to be like, well, Hey, listen, did you really want to stay with a company that's, that's only going to pay you what you're worth once you threaten to leave.

39:40Or talk about how counter offers are just a temporary band-aid of basically they're buying themselves some time in order to replace you long-term. Because you've already signaled to them and the whole company that you're not loyal, that you've already interviewed and accepted an offer. That's how much you want to leave. And them keeping you, this is going to help find your replacement without downtime. You've got to do all that stuff before they even get the counter offer. So that way, the moment they get it, they're not even tempted by it. So, lots of little nuances. And that's really kind of where the art of recruiting comes from.

40:12It's hard to learn that unless you've been working and recruiting for 5, 8, 10 years of coming across scenarios after scenarios where this stuff happens. Because when you make those mistakes and you learn through the trial and error, these are very expensive mistakes, right? These are like$20 ,000 mistakes. So, kind of what we do is we try to help make that a little easy. Like it's the easy button because I've made those painful mistakes, every mistake in the book. So hoping fewer people will have to. Yeah, no, I'm grateful for you sharing that stuff. It's a different ballgame, but I read this book on college athletics recruiting and a lot of salesmanship that goes into it where it's like, you know, the best people have the best pick of all these different schools.

40:52Hey, full ride scholarship, who do you want to play for? And it's just, you know, which coach and which coaching staff and which facilities can make that presentation the best. And it's just, I mean, it's fascinating high stakes world. and even more here where you got lots of money changing hands in potentially a short period of time. But I was going to ask if there are any metrics that people ought to be aware of, like it's going to take, you know, a hundred emails, it's going to take 300 emails. Like what, what kind of, you know, working through the funnel of potentials, candidates to phone calls, to, you know, introductions, to interviews, to hire, like it's, I imagine there's a lot of drop-off every step of the way.

41:35Yeah. So we kind of say like for every one position you want to fill, you want to submit at least three solid candidates. And to get to three candidates, you probably need to talk to maybe like 50 people, right? To get your top three. And then 50 people to find three that are not just qualified, but are currently open to interviewing at the time of your call, right? So timing is everything. So talk to 50 candidates and then, and that's for every single job you're working on. And to talk to 50 candidates, you have to reach out to maybe a hundred. So to do that at scale, if you have several jobs you're looking to fill, it's really impossible or near impossible to do it by hand, unless that's all you're doing, which is business development.

42:15But the moment you get a client that gives you business, people tend to take off their business development hat and put on their recruiting hat and go fill the role and try to get what's called closest to the dollar. which is why like I think I've been such a big proponent of like using the automations to just have that send out the high volume messages to hiring managers and then you just focus on you know finding the perfect candidate right which does involve more of a hands-on customized approach because you don't want to send you definitely don't want to send like a canned message or an email blast to candidates because it might only be a handful in a specific area that will be the perfect candidate so you don't want to like shoot your shot and not have it be like the best shot, right?

42:55Right. With the somewhat softening of the labor market, especially in tech with tech layoffs going on the past six or 12 months, like, have you seen any ripple effect of that for yourself or for your students? No, but because you're doing a nationwide search for clients, and like I said, you only need three to five clients to really stay busy, then it doesn't take that much time to, because right Right now, if you go on LinkedIn, type in United States, type in jobs, there's like almost 6 million job posts right now on LinkedIn. And these are companies that are struggling so much with hiring that they're paying LinkedIn for a paid, expensive, advertised job slot.

43:33So if you can get three jobs out of the 6 million or maybe it's 300 ,000 when you narrow it down by your niche and your location. But still, it's 0.01 % of the market that's hiring. If you can pick that up, you're in very good shape, right? Yeah, it doesn't take much. I think that's one of my biggest takeaways from this, where, you know, if you just get a handful of clients, you help them fill their positions, you can make great side income doing that. Do you need to do anything to protect yourself up front with like contract-wide? Like, hey, just want to make sure that we're going to be, we're not going to have any misunderstandings here down the road if and when that person eventually does get hired.

44:10We have those out of the box and they're pretty straightforward. It's a one-page that says, if I hire your candidate, I'll pay you 20%, 25%, whatever you agree to and that we guarantee them for 90 days typically so within 90 days if they don't work out you let them go they'll leave for any reason then we'll either replace them or give you a refund so that's kind of the standard recruiting agreement yeah this is i can see it fitting in as a side hustle especially with automation and especially like taking calls after hours like well shoot i'm working if i'm uh happy or reasonably happy with my day job but i'm open to opportunities like yeah i'll take your call at you know 5 30 you know as i'm driving home or something.

44:47And so I think I see it fitting into the gaps in people's schedules without having to necessarily, especially if you target people from different time zones, if you're on the West coast and you're talking to New York clients, it's like, okay, they're, they're 6.00 PM. It's only your 3.00 PM. So it's, it's easy, right? Absolutely. So you've got recruiting accelerator.com help people get started over there. Where do you want to take this thing? What's next for you? Yeah. So for me, I've been kind of fortunate enough to build a team around me for coaches and enrollment people and marketing and operations where I get to really just geek out now and work on products.

45:20So right now, I'm really just focused on building the 3.0 version of the program, which involves new AI tools out there, different tech stacks, how to hire and train a virtual team of recruiters, things that really people are struggling with. And I think a lot of people in the course and coach base in general, they kind of are selling programs they made like four years ago and they're teaching the same old stuff right so i i know maybe it's my like i'm just never content i always feel like it's better stuff out there and if i see better stuff and i know that i'm not offering it i kind of feel like i'm cheating my my people like so i really spend as much time as i can r d uh as much as possible they're just building better tools and testing it out beta testing it and then rolling out to my people so well i think it's really telling sorry to interrupt there well i had one person ask for a refund and you're like full stop I got to pause this thing.

46:12What did I do wrong? I let him down. I let him down. I got to pause this thing for eight months and revamp the whole thing. Where it's just like, hey, maybe it wasn't a fit for this. I could see myself being, hey, you win some, you lose some. Okay, give the refund and on to the next thing. But yeah, so I think that's really telling. Thank you. Yeah, so it's really fun to kind of see people get results so much faster than I did when I did the old way, the trial and error way, right? And I think as a side hustle for your people, like the people I found that really resonate with this business are people who they're entrepreneurial.

46:48They have people skills and they don't really necessarily want to learn a whole different technology. Like they don't want to get into like social media marketing management or e-com or drop shipping or things that are just like skew code. Things are very technical and like, like, ah, they're more like, I just want to talk to people and I'm, you know, use my personality and I'm good at sales. I'm good at people. Right. So. So, yeah, really low overhead, like almost no startup costs. Yeah, low overhead. Just raise your hand and say, okay, I'm going to try this out now and do some recruiting. Low overhead.

47:19You can do it from home. It's helping people. You're helping companies hire good talent, helping talent, like upgrade their careers. And you're making a difference. You can sleep well at night. You get paid a lot of money. The problem is it's very competitive because it's a low bar to entry. So, unless you know how to stand out from the crowd and you do things that they're doing, which is really kind of like harking to what you're saying about the most common mistakes is everyone goes out there, but they sound like every other recruiter to the client and to the candidates. And so they get lost in a sea of competition and then they just kind of get frustrated and give up.

47:51Whereas if they could just apply a few tweaks, right? Or a few different tools, then it kind of cracks the code and they do really well and they enjoy it. And they can work from home, they can travel, they can have freedom and just enjoy talking and helping people. So it's kind of a nice business for those type of people that like that sort of thing. It makes sense to me. So we're recruiting accelerator.com. You can check John out over there. Side hustle nation.com slash recruiting is your quick referral link to an evergreen training that John's put together on the six step process to scoring your first client.

48:24So side hustle nation.com slash recruiting for that. John, thanks so much for joining me. Let's wrap this thing up with your number one tip for side hustle nation. does not have to be recruiting related just to whatever entrepreneurial wisdom that you'd like to impart. I watch YouTube videos. I go and get free content. I listen to podcasts. Great information out there. But I feel like whenever I pay to join a mastermind or pay to join a networking group, the content and insight and the connections I meet are definitely worth the ticket price. This past year, I recently invested in a mastermind for business and marketing.

48:57And they charge$68 ,000 a year for this mastermind. And at first I was like, this is crazy. but you know like i thought you know slept on it for weeks and i finally pulled the trigger and we did a live event they went to did a live event in cabo and it blew my mind and already like i've made money just from the networks and we did business and just unlocked so many things but yeah you kind of get you kind of want to pay for a mission to be in a certain room or be around coaches or mentors or anything so and i've kind of been able to accelerate my career and my business just from being the right people and i think that also like the idea of investing money you naturally as a rational human being you're looking for an ri on that money so you're actively pushing to go and meet people and try more and you know you put your money where your heart is and so yeah that's my one tip yes it's true it's an accelerator in a lot of ways and it took me a long time to come to appreciate that like just a very naturally frugal and stubborn you know like i could figure this out on my own and like just beat my head against the desk and have you know for the last several years, at least to my credit, have, you know, raised my head up and, you know, could I, who could I learn this from, you know, to accelerate this?

50:06And so that's been beneficial in some ways. And you do see the ROI and at a certain level, you may only take one idea, one, you know, a 1 % improvement, if you're already operating, you know, could be worth quite a bit and easy to recoup that investment. So that's, I have yet to invest in the$68 ,000 mastermind, But maybe someday that sounds like a pretty serious. One last thing is by paying that much money to go in other people's programs, other mentors and coaches, then when I charge what I charge, right, then I can do it with a straight face and confidence. Because I'm like, yeah, I invest as much in – I invest thousands of dollars everywhere else.

50:44So otherwise, I had the weird imposter syndrome when I was charging high ticket, but I wasn't investing in high ticket myself. I was like, okay, like, you know, there's some cognitive dissonance there. But when you're used to investing in yourself, and then all of a sudden, when you ask for that investment from other people, they can pick up on it that you know this is valuable because you practice it by implementing yourself, right? So that's all. That makes sense. Yeah. So I like this call. It's only going to take three to five clients to make this a viable thing, at least on the client side.

51:18Then you go out on the candidate side. But then your point about recognizing that this is sales. This is a numbers game, kind of like any sales role. But the idea about searching for pain, really on both sides, like on the candidate side. Look, if this were easy, we would have filled this position. Or rather, on the client side, if this was easy, we would have filled the position months ago. But instead, we're really having a hard time. So yeah, we're willing to cast as many nets as necessary to go out and fill this role. And then on the candidate side, well, yeah, it's finding, well, do you not like this commute?

51:52Have you been, you know, are you at the ceiling of your advancement at this company? Are you worried about the future? Like all those kinds of things that like, you know, really trying to, you know, improve people's outlook, improve people's careers while helping these other companies solve these problems. So I think that is a natural fit for people who like to play connector, like to play matchmakers. You got it. You can, you can, you can recruit now. Yeah. That's my next, my next side. I actually did. So total, total side note, I was doing like virtual assistant recruiting, very part time, kind of in the early days of the side hustle show.

52:27I had this virtual assistant website and, you know, it was not advertising the service, but, you know, I, a reader of the site, you know, reached out. It was like, could you define, could you find me some like Squarespace specialists? And it's like, I don't know, I'll take a crack at it, you know? And it was probably similar, you know, it's probably 10%. of their first year's salary. Maybe I was undercharging, but I'd never done it before. I had no idea what I was doing. And I ended up finding probably four or five people for this guy. I don't know. It was an interesting little side project at that time, kind of an accidental.

53:04Did he ever come back to you later on for more people? Did he ever ask you again? Yeah, we had a thing for a handful of months. And then it became hard. I don't know. We tapped out the available people, at least that I knew how to find. And so it was kind of like, I hit up the ceiling of my own capabilities in that space without really investing to learn more and how to find extra developers. No, but you fell into it as well. See, there you go. People just fall into it. And yeah, and when you get the opportunity, you kind of rise to that occasion and take a crack at it. And when it's your own thing, and then it's very motivating to like work hard and make it happen.

53:38I totally forgot all about that. That's like a funny reminder. That was probably almost 10 years ago. Wow. Side hustles on side hustles again. Uh, John, you can find him at recruiting accelerator.com. If you're new to the show, that is awesome. Thank you for joining us. There are hundreds of actionable evergreen episodes in the archives. If you're not sure where to start, why not generate yourself a personalized playlist? You can do that at hustle.show. All you got to do is answer a few short multiple choice questions. I'll build you a custom curated playlist of the episodes that I think are going to be most relevant and most impactful for you.

54:15That is at hustle.show. Big thanks to John for sharing his insight. You can hit up sidehustlenation.com slash deals for all the latest offers from our sponsors in one place. And thank you for supporting the advertisers that support the show. That is it for me. Thank you so much for tuning in. If you're finding a value in the show, make sure to text to a friend. Check this out. Until next time, let's go out there and make something happen. And I'll catch you in the next edition of the Side Hustle Show. Hustle on.

54:46We'll be right back.