Speaker 1: 0:00

Welcome to Retrained Search, the podcast where we lift the lid on what it's really like to work retained Discuss the stories we've gathered along the way and give you all a peek behind the scenes of our amazing community and how they're getting ahead.

Speaker 2: 0:21

I'm gonna turn my lamp on. There we go.

Speaker 1: 0:24

You're like above me. I don't know why.

Speaker 2: 0:27

Because I'm sitting still next.

Speaker 1: 0:32

Welcome everybody to this episode. I say this episode because I have no idea what number we're on, so let's just call it.

Speaker 2: 0:39

I'm a guess. Eight, eight, four, nine, I think.

Speaker 1: 0:43

Okay, episode eight or nine of Eight point five. And what did we call it? The Retrained Search podcast.

Speaker 2: 0:50

The Retrained Search podcast. There we go.

Speaker 1: 0:52

Absolutely. Thank you for joining us, those two of you that are listening, we're very happy to have you here. Hi George Hi how are you? Yeah, I think I'm okay. Actually, emily's in hospital, my daughter, but apart from that, you know fine.

Speaker 2: 1:13

Although your daughter is one of the most capable people I've ever met, I'm pretty sure.

Speaker 1: 1:22

Yeah, yeah, she was in hospital. She was messaging me and I spoke to her in the end of the evening and she said everyone was so sympathetic that I was a 16 year old I don't know, she just turned 16 as well in A&E, on my own, with no parents, and I felt awful for a moment and I was like yeah, but you're fine, aren't you? She's like yeah, I'm okay, I've got a list of things I need to ask, got a list of things I need to say, and she's like she's not brilliant, but she's all right.

Speaker 1: 1:45

So, apart, from that yeah, hopefully they'll find out what's wrong with her at some point.

Speaker 2: 1:52

Yeah, I'm sure they will.

Speaker 1: 1:53

How are you?

Speaker 2: 1:54

I'm all right, I preferred it a week and a half ago when I was in New Yorker. Yeah, it's the one near climate, so it wasn't blowing an absolute like a tornado and raining and miserable. But I told you New Yorker was a sliding doors moment in my life.

Speaker 1: 2:12

A couple- of weeks ago. Why?

Speaker 2: 2:14

Yeah, so this isn't anything major, by the way. But about two years ago me and Becca and my wife were sitting at a restaurant on the beach right, and I'd had a bit too much to drink and I was feeling a bit tipsy. I just started feeling a bit mischievous and like a week later it was my dad's birthday. So I don't know why really childish and dead pointless but I decided I was going to send him a moon pig birthday card. I was just like a random person, so I sent him this birthday moon pig card. It was his 61st birthday and I put it as his 60th birthday. That added to the illusion saying two P, happy 60th birthday. Hope chairing. The kids are doing well, so it sounded really personal. All our love.

Speaker 2: 3:01

The TIRLs made up a surname, right? So then I just waited two weeks later when I throw my mum and dad to my mum and say God, do you know anyone called the TIRRULS, what? I didn't know that and I'm going no, no, no, no, it's not something you're at school with. They're like no, we've been racking our brains, we've been through the address book, we don't Facebook. I don't know anyone called TIRRUL. This has gone on for two and a half years now.

Speaker 2: 3:31

Every one of my mum's birthdays I send them a moon picker. Every Christmas I send them a moon picker, and it got to the point right, genuinely, where my dad was calling moon pick. No, I've got this random person sending me these cards. I want to thank them. Can you give me a return address to try and figure out who it was? My brother knew about it, we all knew. Anyway, the last one was when JM Adort was born a couple of weeks ago. I sent them this like new grandparents' card from the TIRRULS and then they didn't bite. This time they didn't say anything. So when we were all in New York together, we walked past that restaurant where I first did it and I was like I've got a complete?

Speaker 1: 4:12

Did you tell them slide?

Speaker 2: 4:13

indoors moment they finally found out that the TIRRULS is me all alone.

Speaker 1: 4:18

Aww, what did he say? Was he mad?

Speaker 2: 4:22

Er, there were some profanities in there.

Speaker 1: 4:25

There were a few swear words.

Speaker 2: 4:27

I mean to be fair. I can't believe that they didn't get like. If anything happens like that in my family, it's obviously going to be. Joed must be.

Speaker 1: 4:36

So what are you going to do next?

Speaker 2: 4:39

I don't know, I don't know, I need to think about it. But now, like the no, like when there's bad weather, the government go like Amber red alert.

Speaker 1: 4:50

My dad is all like red alert, so I think I need to wait until he gets back down to Amber before he implement the next one. Yeah, you'll need to think of something else.

Speaker 2: 5:01

Yeah, absolutely so.

Speaker 1: 5:03

Yeah, joed's listeners Then, um, I don't know whether Can they put it in the comments or stuff.

Speaker 2: 5:10

I don't know.

Speaker 1: 5:11

I think they can comment below the podcast.

Speaker 2: 5:13

Yeah, any ideas?

Speaker 1: 5:14

Any ideas.

Speaker 2: 5:15

What happened to me when I was an adult, or a baby, or my wife or Lou? No, just one little drop in the LinkedIn inbox, it'll happen.

Speaker 1: 5:25

Yes, that would be nice. We'd like those suggestions. Um, okay, cool, and it was nice to see you yesterday. Yeah, it was, it was, it was it was to come over and be at yours and, like the three of us, like Sarah managed to come too and we had a. Mackie's and for Matt Donnells. For those of you that are overseas, I don't know what Mackie's is, and yeah, my yeah.

Speaker 2: 5:49

so, by the way, so everyone who thinks wisely, making a big point of Matt Donnells. So what's normal people? Matt Donnells is just the normal thing, like there are normally five within two minutes to your house. Lou lives like 40 minutes from civilization, um, so it's a big deal for Lou.

Speaker 1: 6:06

It's a big deal 40 minutes of civilization away, there's no Matt Donnells there. I have to drive for about an hour and a half to get to Matt Donnells, so it's just a very special treat, so I did appreciate that. Thank you very much. Nice, okay, and so I wanted to share some nice, positive news, as we always like to do, and then someone make a comment about this bit in our podcast here.

Speaker 2: 6:29

Yeah, they did. Yeah, I was on a call with um, where the lady who actually ended up joining us and she said um, I listened to the podcast religiously. Um, I just think it can't all be this positive, like surely not everybody's winning. Um, let me reassure you. Yeah, it is.

Speaker 1: 6:53

It's a really cool place to be it is a cool place to be, and even the people that aren't winning yet are like I'm nearly winning or just done this.

Speaker 2: 7:01

Half a win. Yeah, One of our members think we shared it last time.

Speaker 1: 7:04

Tracy said half a win, half a win, not going to need at the moment.

Speaker 2: 7:07

They've said they will retain it. Importantly, they've taken me out for lunch.

Speaker 1: 7:10

Yeah.

Speaker 2: 7:11

I said to Tracy the other day. I said listen, tracy, like whenever I go into a meeting the focus is like a wanna winner retainer. But let me tell you a pretty close second is lunch. Yeah, I'm not going to win the retainer, at least feed me.

Speaker 1: 7:27

So I've got some to share. So, um, for those of you that are feeling a bit um, maybe lower or slower or a bit flat, I want to show you that there's some really nice pieces of work out there. Can you see my screen?

Speaker 2: 7:46

Cool.

Speaker 1: 7:46

Okay, I like to read them out, only cause I've been told that I need to, because people don't watch the video, they listen to the recording. So this one says, uh, target, almost reach. It's like half a win again, isn't it, hey folks? Just confirmed people do have full wins as well.

Speaker 1: 8:04

Yeah, they do, they do, they do, but they're also sharing the journey, which is nice too. Just wanted to share some exciting news. When I completed the foundation course in March, I set myself the target of winning 10 retainers before the year is out. Well, I'm delighted to share that we have verbal agreement on what would be number 10 and we are waiting for the sign terms back on what would be number 11. So I don't know why it says target almost reach, maybe because he has verbal agreement.

Speaker 2: 8:30

So yeah, and it's going to be 110% of target very soon though.

Speaker 1: 8:33

Yes, it is. Yeah, he says, ruddy heck. A huge thank you to the consistent help and support of all you awesome people. And that's true, it isn't just us that helps, is it? It's everybody. Everybody helps.

Speaker 2: 8:46

Ruddy heck. I'm just thinking about our American listeners thinking what the hell is that?

Speaker 1: 8:50

What is ruddy heck? It's just a very polite British way of not swearing. Let's keep supporting each other and scale new heights in the process. And there's a nice little gift at the bottom of that one. Also this week to retainers one. This is Joe's, isn't it? And Joe's been working diligently through the program. She says to retainers one with a little trophy I forgot to share, so she is retrospectively sharing. I pitched Go on.

Speaker 2: 9:23

Can I just say it's funny Again, onion, you can exercise an onion lower or use a little. 사용 means how much people come on and develop. So I remember when Joe first started the course, right, Like, just winning a retainer was a massive deal for her, Like it was such a step change. I don't mind saying on this occasion I asked Joe to share this in the group because I was in conversation with him. She said, yeah, so last week was all right, Did this, did that one, a couple of retainers did this. And I was like hang on, whoa, go back what? Yeah, I want a couple of retainers. And it was like now it's just a part of like, just what she looks.

Speaker 1: 10:02

Yeah, it does get like that quite quickly. It gets normalized, which is the right thing. Right, Because it means that it's normalized for your clients and the way that you can converse with them, but it can be easy not to congratulate yourself and recognize how far.

Speaker 2: 10:17

That's why I asked her to share it, just because I wanted to celebrate with her right. I wanted everyone to tell her how amazing it is, how far she's come. And they did, they did.

Speaker 1: 10:24

She said I pitched a two separate clients, one retained. Also was asked for an additional five positions for junior roles, which I said yes, but sort of wish I hadn't now Aiming for three more by the end of next quarter. Very good, very pleased.

Speaker 2: 10:42

I love this one.

Speaker 1: 10:43

Oh, so do I. Dennis is such everybody we love everybody in our community and Dennis is really experienced was already doing lots and lots of retained work when I met him at a high profile conference in North America and he knew that there was room for improvement in what he was doing and was looking at the mastermind group. But when I worked through his processes and the way that he was working, I could see that there were some, some fundamentals that weren't as. They weren't as what's the best way of describing it, they weren't as effective as they could be. Yeah, so I suggested that he go through the foundation course first and that then he can step into the mastermind when he's ready, and we'll just discount that cost off the mastermind so it doesn't cost him any more. And so and he agreed, even though he's really, really experienced, and more experienced than lots and lots of the people in the foundation course. He approached it like a new student and just he's been so good, hasn't he the way he learns? Oh, diligent.

Speaker 2: 12:02

Like he's been in all my coaching course. He's regular on the Q and A, he's, he contributes, he helps others, he takes advice. Yeah, so good. Or a guy to work with and he's just posted this.

Speaker 1: 12:16

Thanks, retrain Team. A quick note of praise for Lou Jordan and the Retrain Team. They've been instrumental in some recent successes that I'm just ecstatic about. I can't thank you all enough. I really feel like we've broken through in some critical ways and what I've learned here has paved the road to where I want to get to. Oh, I just love it. I think it's awesome.

Speaker 1: 12:39

I started the program in mid-May and from June today we've signed just under $400,000 in fees, with all new clients and an average fee of $130,000, which is the highest it's ever been. We're signing on our second highest fee ever, a fee of $180,000, and we've still got a few weeks left in 2023. That's just incredible. He then says I have a track record and I have done some retained work in the past, which is an understatement. He'd done lots of retained work, so I already had some basics to work from, but the Retrain Team has helped us to get over that hump of container retention searches and sub 30% fees and 50K average fees. So his average fee's gone from 50K to 130K since he started the course in June and we're in November.

Speaker 1: 13:37

He then says I still have lots to improve on. I need to be more patient at diagnosing and get smoother on the pitch and better at responding to objections and just more natural and prepared when a potential client inevitably throws a curve ball in. But even the roughly two thirds of our pitches that I've lost, most have come away saying they were impressed. So those doors remain open, even though I couldn't convince them that this is the only way to hire if they really care about having the right talent in the right seats in their business. Thank you so much. Team Retrained. I'm so happy for him and so proud and so impressed. I mean he's working at levels that I've only scratched the surface of. I have not done that kind of work consistently like that and we'll learn so much from Dennis as he carries on with his career, absolutely.

Speaker 1: 14:32

We're about to welcome Dennis now into the mastermind, which I'm delighted about. What is this one? Oh, I've got a nice little email, a nice little message through LinkedIn that I wanted to share just to say hi, louise, I'm a very brand new member. Must be only days into the course. Just a little note, say thank you, I'm loving your course so much. I'm working through at my own pace and I'll go over it again with structure and complete the practical tasks. It's a game changer for reimagining how I take myself, my business, forwards. It astounds me and this is the bit that I wanted to say it astounds me that, as recruiters, we have to put up with contingent recruitment for so long, and that's what it did to me like. It astounded me that I hadn't learned how to do it sooner. The culture of this industry needs to change for the benefit of everyone, and it does it really does.

Speaker 1: 15:22

It benefits everybody every part of the journey the client, the candidate and us. And she says I love that you're doing your piece to drive that change. And we are, we bloody are, and we will continue to do so.

Speaker 2: 15:36

I spoke to a guy that wants to join us earlier on and he said I've been following you and Louise Jordan like stalker in the background. I've watched all of your videos and watched everything. And he said, like I said, so what's made you reach out now? And he said, well, like I'm 44, and I looked in the mirror and 64. And I thought that is contingent recruitment.

Speaker 1: 16:02

Oh. So I would imagine that the few of you that are listening to us might be feeling the same. You might also be thinking God, what am I doing? Why don't I just do it? Well, there's a little message here that I also got on LinkedIn, I think he posted it on one of our posts and he said is it Dale?

Speaker 2: 16:23

Is Dale, who? Dale's from Detroit and has the most American accent you could ever imagine. Like if you were going to cast an American in a movie, you'd want Dale to do the voiceover and he says that last line I want you to imagine it in the most American accent ever.

Speaker 1: 16:39

And he said I waffled about the program for a couple of weeks. And I would say that was that was a fair description. He did waffle about the program for a couple of weeks, didn't he? A couple of months and then he says bad move on my behalf. This program is fabulous. Looking at it now, I've realised that I'm learning a tremendous amount, more than the fee itself. It is an outstanding program. If you need further validation, please reach out to me. So Dale Erickson, isn't he?

Speaker 2: 17:08

Dale Erickson that's right.

Speaker 1: 17:09

Dale Erickson from Detroit is on LinkedIn.

Speaker 2: 17:11

Great guy.

Speaker 1: 17:12

And it then says as Nike says, or is it Nike in the US?

Speaker 2: 17:16

Well, that is a big, that's a podcast in itself.

Speaker 1: 17:22

Just do it. So that's the message from Dale, and if you want to find out more about it, then you can message him.

Speaker 2: 17:29

Yeah, and just to the avoidance of any doubt, it's Nike.

Speaker 1: 17:33

Oh, ok, there we go, thanks.

Speaker 2: 17:37

Although it's actually Nike. You do know that because it comes from. It's one of the Greek goddesses. Nike is the goddess of. Oh hang on a second.

Speaker 1: 17:50

I didn't. I don't remember learning about a goddess called Nike.

Speaker 2: 17:54

Nike is the goddess who personifies victory.

Speaker 1: 18:00

Oh, who knew?

Speaker 2: 18:02

That's where the name comes from.

Speaker 1: 18:05

Well, well, well. I didn't know, that Did not know that there you go.

Speaker 2: 18:09

Every day's a learning day.

Speaker 1: 18:11

Every day's a school day. Talking of school days and learning. What have you been helping people with this week, george?

Speaker 2: 18:18

Well, we've been helping people with a lot, but actually we had some help in helping people on our search foundation's call-up call this week.

Speaker 1: 18:27

Yeah, we did.

Speaker 2: 18:28

We were very, very lucky to be joined by Gabby from Tildup Procurents.

Speaker 1: 18:33

Gabby Preston Piper's from Tildup Procurents.

Speaker 2: 18:37

Rather you than me. It's like a tongue twister. She was awesome. She was awesome.

Speaker 1: 18:45

She is awesome. Yeah, it's the second time we've had her on. She's so good.

Speaker 2: 18:49

Yeah. So if you don't know about Tildup Procurents, they have software and they train consultants, business owners, all things Boolean searching, yeah, like when you use LinkedIn or JobBoard or anything that searches data and database. How do you get the most from that? So Gabby kindly ran a session for our members. The opportunity to improve in that space is so vast.

Speaker 2: 19:18

I remember, lou, right when I first started coaching some of the members in my train. I remember having a conversation with you saying, wow, some of the what I perceive to be the most basic things is when it comes to Boolean searching. Some of the members don't know.

Speaker 1: 19:32

Don't know it yet.

Speaker 2: 19:36

And the stuff that I know scratches the surface of Gabby and me Tildup Procurents. It is a huge opportunity for people, isn't it, to level up, to do better, to find candidates that other people? Just aren't finding.

Speaker 1: 19:54

It was absolutely incredible To actually watch her on the screen build her Boolean search strings and talk through how and why and the mechanics of how it works. Not only that, but then run them and show us the results and then make the changes and take it to the next level and see what happens and the candidates Let me give an example of that right.

Speaker 2: 20:24

So Gabby did a search for keyword search for someone that says they've coordinated, and it brought back. I'm making up the numbers but it's representative of the scale. It brought back like 10,000 people. And then she did a Boolean search and the Boolean search included all of the different ways you might spell or phrase coordinate. So one had a hyphen in one just had a gap. What on the whole word was together and it brought back like 190,000.

Speaker 1: 20:53

Yeah, yeah, yeah.

Speaker 2: 20:53

It's from some crazy number.

Speaker 1: 20:55

Yeah, yeah. And then she did. She was saying all the people that spell things wrong.

Speaker 2: 21:03

And then she said Great one, wasn't it?

Speaker 1: 21:05

Yeah, it was really good because she's dyslexic right. So the accountant wasn't, it was the first example, the accountant was such a good example because she said you might think if someone spells it wrong, that you don't want them. Not interested in people that can't spell. Well, you're putting your nose off to spite your face because you've got dyslexic people, you've got people that have just made a mistake and or put a name.

Speaker 2: 21:26

It could be a typo and you can use it.

Speaker 1: 21:28

it's just a typo. And she did the search for people that spell accountant with a single C and there was like 200 people more.

Speaker 2: 21:36

wasn't there Something like that in this geography search?

Speaker 1: 21:39

That's it wrong. And she did the same with engineer, with like a single E, and it was all just simple things like that. And just changing the way that you see it, she was so good. She was so good.

Speaker 2: 21:49

That's not our forte right, like it's a part of what we do and we help people where we can.

Speaker 1: 21:55

But she's a specialist. She's not a producer.

Speaker 2: 21:57

yet we should get her on the podcast, really? Yes, gabby, I'm reaching out.

Speaker 1: 22:04

Gabby guest on the podcast.

Speaker 2: 22:05

Yeah, Please come on and impart your wisdom on all of our listeners.

Speaker 1: 22:09

We've got another guest coming up as well. Whose idea was that? Was that? You Was it Sarah, it was Sarah's idea haven't we.

Speaker 2: 22:16

Yeah, so.

Speaker 1: 22:16

We've had an incredible experience with one of the guys in our mastermind group, jess Biller, who is a behavioral scientist, and he did behavioral assessment tests on everybody that wanted to in the mastermind group and then he did a session with us all on interpreting them and oh my God, it was insane. It was so good, it was so interesting, and so we're going to invite him on the podcast, so we're going to pick his brains and that's a genius idea.

Speaker 2: 22:45

Yeah, if I've still got a job when Lou reads mine. I've seen it Behavioral assessment.

Speaker 1: 22:52

I think I knew you well enough already. It didn't tell you yeah, it was basically dictates, doesn't take on board guidance, likes to rebel Must be the centre of attention.

Speaker 2: 23:04

It was a really nice career.

Speaker 1: 23:06

No steadiness and zero compliance. It's like 100% D, 100% I, 0s and 0C. For those of you that know disc assessments, he's like extreme, which we love. We love you for Jordan.

Speaker 2: 23:20

Yeah, I said to Lou, you can take the D and the I and just change the S and the C to a, c and OK, and then you've got me.

Speaker 1: 23:27

Dick, oh, don't be silly, that's joking.

Speaker 2: 23:30

Oh, it's a joke, don't worry, it's fine.

Speaker 1: 23:32

Yeah, you're good. Um, so I've been helping people so we have got our Quarterly mastermind event coming up, which I cannot wait for in again, we love the venue. It's just brilliant. Um, you know roaring log fires and lots of just amazing stuff that we all cover together for two days early December. So anybody that is experienced in retain search and wants to look at our mastermind program, it's fucking unbelievable. Well, I would say that wouldn't I and two at my own halls saying that. But it just is. It's not because of me, it's unbelievable, it's just because of people in that room, isn't it?

Speaker 1: 24:09

Yeah, it's the people in it, um, and we have just secured an EOS speaker to come and we don't kind of have guest speakers in it. It's more about the sharing in the group, but we happen to be sitting around after dinner on the first night, so we asked if he would come and speak to us. We adore this EOS framework that we've used to structure the growth of our business. George, you have read it and use the book all the time. It's a book called traction by gino wickman, and we all, as a leadership team, we use it and we started Um, it's actually one of our members that introduced it to us, yeah, and so since then, loads and loads of people have started using it, and so we've. We can't wait to bring him in. So, those of you that haven't read the book traction by gino wickman, if you are looking at putting structure and scale in your business, I don't know of a better format and framework to use than the EOS operating model.

Speaker 2: 25:09

And it isn't just those. I was telling you was not only one of our podcast listeners actually. Um, I had a call with her a couple of weeks ago. She actually loves to listen to the podcast while she's cooking dinner.

Speaker 1: 25:20

Yeah.

Speaker 2: 25:23

Well, I actually listened to one called analyzing anfield, which talks about the tactics from the Liverpool match last week. Um, but listening to ours is good as well. Yeah, yeah, um. Anyway, the point is, um, she said we've actually been through a lot of change in our business over the past couple years. We've been we've been implementing a model called traction, and I was like, oh yes, I think it's Gathering momentum. There are a lot of businesses using it now.

Speaker 1: 25:54

And it's nothing new, right, it's been, it's been around for a long time, the us Model, but I think mainly I don't know, I think it's mainly north america, I think it's. Gino is an american guy and a lot of the example he uses, the american firms, um, but it's a real established framework network. The tools we use, all the freight or all the templates, um, yes, so we're very excited to be, uh, supporting our members in that way.

Speaker 2: 26:25

Looking forward.

Speaker 1: 26:26

Yeah, I can't wait. I cannot wait. It's just such a nice end to the year and then, um. Lastly, I wanted to leave you all with Something that's cropped up for me a few times, quite a few times, and I always hear it and I kind of I never quite know whether to bite my tongue or whether to Jump in and say something, but particularly if I'm on a call like one to one with someone, I will.

Speaker 1: 26:54

I will say something. And it came up again Earlier this week where a guy said to me I asked him how he was getting on, um, you know, with retained work, because he wants to do more of it and he's been trying. So I said what do you think is holding you back from doing that? And he said, well, I think it's just, we've just we've got to ask the question, that's, we're just not asking the question. And I always think, oh, I wonder what he thinks the question is. And I'm thinking, oh, what's he gonna say? And like I can't think of an occasion where I've kind of stopped and said, well, what is the question that you think you should be asking? And they've said what it actually is that they should be asking. I mean, no, not that there's any right or wrong right, but from our experience of what is effective at that stage, because most people at that stage they think the question is Will you, will you retain me on this right? Will you pay me a retainer? And it's not, is it?

Speaker 2: 28:06

Oh, no it. It should always be about the pain of the customer and is it the right solution for the customer? You get in what you want when you need it.

Speaker 1: 28:17

Yeah, are your current methods working for you? And and essentially that's the question that you need to answer whether you ask it in one go or whether you find out, and normally it's through a series of questions like what methods are you using at the moment? Are you getting what you want? Are you getting it when you want it? Is it an enjoyable process? That's the question that needs answering is are they getting what they need from the methods that they're using right now?

Speaker 2: 28:45

Yeah, and in my experience, the opportunity for all of you listening Is normally the not yeah. It's true whether it's not off, whether it's the quality, whether it's just a shit experience like. Whatever the reason is, I found normally customers when you dig and help them understand it, they know the deep down. They need a better solution.

Speaker 1: 29:12

Yeah, yeah, exactly. So that's what I wanted to leave you all with, because I know that probably is yeah, kind of yeah, I suppose. So it just kind of goes against your natural thought process or what you might have tried before when it comes to thinking about what needs to be different in your conversation with clients. It isn't that you need to ask for the retainer is that you need to diagnose whether the methods they're using at the moment are working really well for them or not.

Speaker 1: 29:43

So that's what I want to leave you all with right there.

Speaker 2: 29:47

Lou. Thank you as always.

Speaker 1: 29:50

Thank you, Jordan.

Speaker 2: 29:53

See you all next time.

Speaker 1: 29:54

See you all in the next episode, whenever and wherever that is.

Speaker 2: 29:59

Oh, hang on. What Didn't want to? Did we want to mention Friday? Oh, did you I?

Speaker 1: 30:08

don't know. I thought we could do.

Speaker 2: 30:11

We thought we could do.

Speaker 1: 30:13

I don't know whether it, when this goes out, it will still be Black Friday, but we can.

Speaker 2: 30:18

I don't care, this is like one of them, easter eggs. Do you know what an Easter egg is? Not literally like what an Easter egg is. I know.

Speaker 1: 30:24

you know what an Easter egg is, but I don't know what not an Easter egg is.

Speaker 2: 30:28

I think these Easter eggs, if I understand them right, they're like things that people leave in places that you've got to find to like unlock something.

Speaker 1: 30:37

Well, let's do that.

Speaker 2: 30:38

I think it's like us leaving an Easter egg for any of our listeners. We may or may not, in a week or two, be launching May or may not be launching a very significant Black Friday offer for anybody that would like to join us. I'd like to think about Dennis's Post earlier on and the value he's got. Imagine a big discount as well. So, if anyone, I'm going to give any of our podcast listeners till the end of December. If any of our podcast listeners come to me and quote the Tirels, give you the Black Friday discount.

Speaker 1: 31:25

Yeah, that's fair, because you've got to listen to all of our waffle to be able to do that.

Speaker 2: 31:33

Listen into my bullshit.

Speaker 1: 31:35

Yeah, okay, cool, all right. Lots of love, everyone. Bye, everyone. Bye, jodd. Well, that's another episode of Retrained Search the podcast in the bag.

Speaker 1: 31:48

Thanks for listening to our wild tales, linkedin controversies and our top tips on how to sell and deliver retained search. Get involved in our next episode. Send in your questions and share your experiences with us by emailing podcast at retrainedsearchcom. And don't be shy. Connect with us on LinkedIn and come and say hi, we don't bite, unless you're a Shrek firm, that is.

Speaker 1: 32:12

We want to say a special thank you to our retrained members for sharing what's working for them right now and innovating new ways to grow and evolve. It's an incredible community. If you're wondering what exactly we mean when we mention our communities, well, we have two separate programs. Our search foundations program is for recruiters who want to learn how to sell and deliver retained search solutions consistently, and we have our search mastery program. That's for business leaders or owners already at 50% retained or more and looking to scale and grow and structure their search firm. We cap memberships to these programs to protect the integrity of the community. If you want access, just talk to us. Okay, thanks for listening. We'll be back very soon with another episode of Retrained Search the podcast.