Profitable Painter Podcast
Profitable Painter Podcast is a rich resource for anyone interested in starting, running, and scaling a professional painting business, offering valuable insights, strategies, and interviews with industry leaders. Through case studies and in-depth discussions, we deliver a vivid picture of the painting industry, with a disclaimer that any financial or tax information is general and not a substitute for professional advice.
Profitable Painter Podcast
Hire for Culture, Train for Skill: Secrets of a $3M Painting Business
In this insightful episode of the Profitable Painter Podcast, host Daniel Honan sits down with Chad Huber, owner of Casa Keepers and founder of the groundbreaking Painting Angels, for a deep dive into building a business rooted in culture, communication, and social impact.
Chad shares his unconventional journey into the contracting world, sparked by frustration with poor contractor experiences. His mission? To redefine professionalism in the trades by prioritizing low-stress, high-communication service, values now embedded in his $3M+ Texas-based renovation business. But his vision doesn’t stop there. With Painting Angels, Chad is tackling two crises head-on: the skilled labor shortage and economic barriers for single mothers. This all-female painting company isn’t just about flawless finishes, it’s about creating career pathways and transforming lives.
Key Takeaways from Chad Huber:
🔹 Culture Over Skill: Why hiring for values (like communication and cleanliness) beats technical expertise, and how to spot the right fit.
🔹 The Working Genius Model: How Chad uses this framework to align team strengths with roles, and why a "wonder" thinker shouldn’t be a carpenter.
🔹 Solving Pain Points: From no-shows to radio silence, how Chad’s own contractor horror stories shaped his company’s core promises.
🔹 Painting with Purpose: The inspiring story behind Painting Angels, a venture designed to empower women and elevate the trade’s reputation.
🔹 Scaling with Heart: Why deep systems (not shiny objects) fuel growth, and how to stay focused on what truly matters.
Whether you’re a trades professional tired of the "chaos norm" or an entrepreneur looking to build a business with legacy, this episode is packed with actionable lessons on leadership, hiring, and the power of solving real-world problems.
Welcome to the Profitable Painter Podcast. The mission of this podcast is simple to help you navigate the financial and tax aspects of starting, running and scaling a professional painting business, from the brushes and ladders to the spreadsheets and balance sheets. We've got you covered. But before we dive in, a quick word of caution While we strive to provide accurate and up-to-date financial and tax information, nothing you hear on this podcast should be considered as financial advice specifically for you or your business. Welcome to the Profitable Painter Podcast. My name is Daniel.
Speaker 2:Honan, the founder of Bookkeeping for Painters. I help painting businesses know their numbers and what they mean and save big in tax. And today I'm super excited to talk with Chad Huber. Chad has a very successful business in Texas and today we're going to dive into his journey, what he's accomplished and what things he has for the future. So super excited to have you on the podcast, chad. How's it going?
Speaker 3:I'm doing well, thank you.
Speaker 2:Thanks for asking. I'm glad to be here. Awesome, let's get into things. So you've had quite the journey in the contracting industry. How did that journey begin and what have been some of the most defining moments along the way?
Speaker 3:Well, let's see. My journey in contracting actually started as a customer. I had an optical store that was relatively successful and enjoyed doing that and decided that I would flip some houses on the side. And the more contractors I dealt with, the more frustrated I became in how they ran their business. I figured out if I ran my optical store like a lot of contractors ran their business, I would be out of business. So through the years started doing a little more myself and put together a little team and figured out I enjoyed it. So we're 20-something years down the road, a couple of adventures in different ways, but been doing it for about that long. So I came into the business of contracting, not as a carpenter coming up off the tools, but really just seeing the need in the business and enjoying doing it.
Speaker 2:Okay. So it sounds like, because a lot of folks, especially in the contracting industry that's kind of how they start is they? They had a skill, they had a carpenter, their painter, drywall, whatever skill that they had and but it sounds like you, um, you, basically you came at it from a business perspective.
Speaker 3:Correct. Yeah, I grew up one of two children from a single mother. We had, I think we had a pink toolbox in the house, maybe with a screwdriver and a hammer and a tape measure and a set of Allen wrenches. That was about my tool education as a kid. But growing up and in my late teens and early 20s I did kind of enjoy tinkering around and making a few things, but never in carpentry as a career, not until I was in my, I guess, late twenties and early thirties when we started flipping houses. That did I even own a saw, yeah.
Speaker 2:And and so that must've been a pretty intense interaction that you had with the contractors, because it's not often like because that's a common thing, you know, with that having that bad experience with contractors a lot of folks, to include contractors themselves, have had those bad experiences. But you actually took it to another level by like, hey, I can do this better, I'm going to actually solve this problem so folks don't have to go through this. So you really took it into your own hands. So what happened? Like what was so bad that made you actually start another business and solve that issue?
Speaker 3:So keep in mind, this was back before everyone had a cell phone attached to their hip all the time and I would leave my profitable job and I would go meet a contractor. So they would say, hey, we'll meet at this house Tuesday at 8 am or Tuesday at 9 am. So Tuesday at 9 am I would leave and I would go drive to the house and I would wait, and I would wait, and I would wait and they would show up and maybe a day or maybe two days later I would hear from them and they would say, yeah, I got tied up at another job and no notice, no heads up, not even a stop by. This was again a long time ago, so you might just pop in. They knew where I worked. I was there all day and it was just that lack of communication over and over.
Speaker 3:I can remember having projects that were supposed to have a defined end date, and maybe I had a house I needed to put on the market and we would go a week before that date only to be told that they were still five or six or eight weeks out. No communication in the middle. Really, the business aspect was what was very frustrating. I enjoyed seeing the homes get transformed. That's still my favorite part of the process is the before and after. To homes get transformed. That's still my favorite part of the process is the before and after. But just seeing how poorly loved contractors ran their businesses was the frustrating part for me as a customer.
Speaker 2:So it sounds like that experience was very stressful and had a lot of bad communication in it. It did.
Speaker 3:Very disrespectful. Yeah, I think that's part of the issue that we find is all trades whether it's painting or tile or carpentry or general contracting is being able to be good communicators and treat people just like we're in any other industry. That requires us to keep somebody updated. I tell clients these days, when you take your car in to be serviced, the mechanic will take a video of what he finds in your car and send it to you in a text message to your phone so that you can tell you know what their progress is on your repair. And yet sometimes in the construction industry we expect people to go two or three or, you know, four or five days, even a week, before they have an update. So it's just a different world.
Speaker 2:Yeah, it sounds like so. Actually getting those updates to clients can really enhance the experience because they, when there's no communication, that's when folks start to feel like, okay, is anything getting actually done here? Do I need to, you know? Dig into this further? It's increasing the level of stress when they don't hear from someone they've hired and paid money to to do it. And I noticed one of the you know you're the owner of Casa Keepers out of Texas and one of the core values. Actually you have two core value, three core values, looks like on your website. You have low stress, like your promise to your customers is that they're going to have a low stress experience and also you're going to have good communication. And it sounds like in that that bad experience that you had with contractors that spurred you to start your business, it translated into your kind of your promise to your customers that you weren't going to have them be stressed out or communicated in a poor fashion right out the gate.
Speaker 3:Yeah, that's well said Feeling the pain point. I think that's what helps us be different is feeling the pain of a customer going through that process. You know the client journey several times and being frustrated with how it happened. I think that that helped us to develop a company culture that's different on purpose.
Speaker 2:Yeah, and that's big because it's easy. I would say you know, if you're a sole proprietor or someone that's doing, a solopreneur, that's doing everything, you might be able to have those values and be able to execute that. You know that. Okay on your end, if it's just you, but you have a pretty large team over there at Casa Keepers. Where are you now in terms of your business? How big is the business, casa Keepers?
Speaker 3:So we're about nine years old I think we just crossed our nine-year anniversary this past month and we've got 12 people on the team. We run in the construction world what you would call like a lead carpenter model. So we have one person who's assigned to a project even in renovations, from start to finish, for that communications-centric ability. So we have one person assigned to deal with that particular client. We're about $3 million in total. Revenue is our goal for this year and it looks like we're on track at the end of April to get there, excellent, excellent, and having that larger team at 3 million 12 carpenters 12 people.
Speaker 3:That's entirely my sales staff, myself. That's 12 people on the team.
Speaker 2:Okay, 12 people on the team. Excuse 12 people on the team, Excuse me. You know, having that larger team, it becomes a challenge to ensure that the thing that you think is important, that you feel is important, like providing that low stress experience, having that communication, that cleanliness how do you ensure that that gets filtered down to your team, that everyone's on the same page providing that customer experience?
Speaker 3:We do take culture very seriously. That's something that we talk about often. We you know skill, I believe, is something that can be trained more easily than culture. So we try to hire people who understand our culture, who feel like treating someone's home with respect and conversing with someone of the professional is kind of who they are, you know. They want to be a place that they would feel comfortable working, and then whatever skill they may have or not have is kind of secondary is whether or not they get it. So you know the old saying of getting the right people on the bus and the right people off the bus and the right people in the right seats on the bus. So we don't fight culture very often because we hire for it.
Speaker 2:So you hire for culture first. That's the most important thing, it sounds like, and skill is kind of a secondary thing. You might or may not need it, but you're really focused, it sounds like, on making sure folks have the right culture fit for your organization one of our core values is that you kind of be a lifelong learner, that you like, you know you don't get stuck.
Speaker 3:And so if you hire somebody who doesn't have a particular skill or even has never done a particular job before but they like to learn, then having the right person, the right culture, who can learn a skill?
Speaker 2:that's that's golden. That makes sense. So that's kind of how you compensate, like you hire for culture, and part of the culture is that they like to learn and they are open to that, and so that's how you kind of make up for the fact that they might not have all the precise skills that you want them to have, but if they have the intelligence and the desire to learn, they can easily get caught up and on track. It sounds like Absolutely yes. Yeah, I think that's that is a really cool way to approach it. And how do you actually you know what we're saying hire for culture? Some folks listening might be like okay, how do I hire for these kinds of abstract ideas? How do you actually implement a hiring or recruiting process that will get somebody who is, you know, really good at communication and likes to learn, like, how do you pull that out of folks and screen for that as they move through the recruiting and hiring process?
Speaker 3:I think it all, for us at least, begins with an ad that sounds like us. When we place a Help Wanted ad for whatever position it has, all of those words already in there. It kind of describes how we work and the tone. I said the tone of voice. In marketing we have a thing called the tone of voice. Well, in hiring you have the same kind of thing. It's a tone of voice. And so if somebody is very rough and you know it's kind of a gruff personality, they will probably find our ads and our website and our materials not to their liking. They will self-filter. You know we do the same thing with clients. We want clients to feel a particular tone when they look at our business and so some people just self-filter out if that's not a good fit for them. So that's our beginning is just we write to the people that we want to hire and to the right people.
Speaker 2:It kind of resonates the marketing side of things. You you kind of have your client avatar. You know like you're who do you want to to reach out to in your, your marketing copy and you, who do you want to speak to? And so you're doing that the same thing on the recruiting side. So, like who do you want to speak to? To identify like who's going to be a great fit for our team, and then you develop that copy or the you know the kind of the recruiting copy I guess you could say and make sure that it calls out to that candidate and that they feel attracted to this position because you're saying all the things that they also value yes, yes, awesome, yes, yes, awesome, um. So in, so you have the, the recruiting posting or the job ad and so you're calling out those things. And then, I'm assuming, in the interview process there's like questions about culture as well or like how they react in certain um situations. Is that how you kind of determine, based off their responses, if they're a good culture fit?
Speaker 3:I would say we'll do. You know, we've all done the interview questions, or most of us have done the interview questions. You know, name a time when you've had conflict and how you resolved it, and I think that's it's less helpful in reality than it seems on paper. So conversations are number one. We also try and offer something to talk about. So we use the working genius personality assessment for workflow and we hire by that working genius. A particular position may require a different set of working geniuses, of skills and natural aptitudes, and so in discussing those things I'm discussing maybe past work experience it helps us to get a feel for whether someone would fit the needed position in a way that both fulfills them and fits the position goals. So it's a lot of questions, a lot of stories. I wish that there was just boxes that we could check. But, um, you know, people to people it's it's hearing about their story, maybe how, what they've done in the past and what their goals are for the future, and if those align with what the position needs.
Speaker 2:Okay, cool. So it sounds like you're using working genius. There's a book, um, I can't remember who wrote it, but it, like, outlines the six types of working genius. Is that the framework that you're using? That's it? Yeah, patrick.
Speaker 3:Moncioni, the six types of working genius, and we use that for both our client journey and our hiring to make sure that we're fitting all those pieces to the widget, as they call it, to get the process just right for people in the right place so that they feel like their natural gifts and abilities are also at use in their job.
Speaker 2:Okay, so it sounds like you use it for the recruiting, hiring process, but also the customer experience as well.
Speaker 3:Yeah, we do. So. The idea of the working genius is basically you can come from a they use the airplane analogy a lot you know 30,000 foot view, 15,000 foot, a 12,000 foot view, and then you're on the ground and projects go from that. You know a client first kind of wonders what they could do, and then they have to filter down to the things that they actually can afford to do or might want to invest in doing, and then they need a plan to integrate those things. Then they need the person to galvanize, to put things together to actually make a work plan and make it happen. And then we need the attention to detail which is our tenacity at the end and the working genius model. So we try to have the right people with those internal natural giftings in that position. So the client feels like their journey is seamless and that all those pieces have been involved and they don't realize it. But it's just part of mapping their journey for them.
Speaker 2:That's really interesting. I never heard of anybody doing something like this before, so this is super valuable stuff here. Did you come up with this idea or is this kind of something you learned through reading the book and other resources, through the Working Genius?
Speaker 3:We have a local Working Genius coach, a good friend of mine named Wes Henson, and he's walked with us since the book came out to really implement those processes and to look at our business holistically. Because there's so many different personality styles and management style books out there, I think where business owners or at least entrepreneurs like myself, tend to get themselves in trouble is chasing after the next shiny object, the next new seminar or management method, and so what we've tried to do instead of that is, instead of being very wide and scattered, we've tried to go very deep, and that one thing that I do think works really well and our working genius coach has helped quite a bit works really well and, uh, and our working genius coach has helped quite a bit Excellent.
Speaker 2:So you've really taken the idea and gone really deep with this one idea, as opposed to kind of picking and choosing through different methods. Um, yeah, that I think that's a great move, because that's probably where you get most of the value is going deep on something than just taking, like, the surface level.
Speaker 3:Yes, we had a carpenter One of my favorite examples. We had a carpenter who's working genius was wonder so wonder. Is somebody who loves a blank piece of paper? They just like to think. You know what could be in the world. That's a terrible gift for a carpenter. You actually your way, you know you're not 30,000 feet in the world. Uh, that's a terrible gift for a carpenter. You actually your way, you know you're not 30 000 feet in in the world of being an entry-level carpenter. You know you need to be in in tenacity. We got to make sure that the nailing pattern is correct and the door is plumb and square and uh, and so we actually coached him into another position with a different company. Uh, love him, he's a great guy, but it was not going to be something long-term that he was going to enjoy. And now he's somewhere doing something else and doing kind of more of what makes him come alive.
Speaker 2:That's awesome. You actually coached him into a different position at a different company, which I think that says a lot, because most of the time I think most people would just pretty much fire them or something like that and say best of luck, but you don't work, you don't fit here. But you actually took the the extra steps to to get them placed somewhere else, um, which I think is really cool, and so I did. Was he identified as a wonder or a wonder um working genius before he came on board, or was it like you implemented it and then realized this person on my team is in the wonder status?
Speaker 3:not great for a carpenter so he was already on our team, but he was an apprentice. So he's really young guy who came on as an apprentice while he was getting out of school and so we didn't at that time, um, do the working genius assessment with, you know, kind of the really truly entry level positions. So then when he moved up into a full time carpenter and became, you know, essentially a career looking to be a career employee is when we did that and we all kind of stood back and went that's not going to be great long term, you know, not going to be great for him, not going to be great for us, and nobody wants to go to work every day and be frustrated with what you're doing.
Speaker 2:So yeah, that, yeah, definitely. Um, no, I love it. So, so you've, you've had Casa Keepers for many years. You've built this company to you know about 3 million, with a, with a solid team, using working genius, and I know you're you're you're trying to add another company to your portfolio and get into the paint and finishing industry. Could you tell me a bit about what you're doing there?
Speaker 3:Absolutely so. Painting Angels is the name of this company that we are starting. We should be putting paint on walls in about 30 days, so maybe when this podcast hits, maybe our first month of working with clients. But basically, painting Angels is an idea that is born out of my life story. It's an all-female painting company, which is odd because I'm not a female nor a painter. Female painting company, which is odd because I'm not a female nor a painter.
Speaker 3:But I am the child of a single mother, as I mentioned earlier, who by the time she found herself as a single mom to two of us, had kind of lost the ability to on-ramp onto a career that could do anything but help her just survive and feed the kids. So that theme has kind of been worked throughout my life. My wife and I served as missionaries to orphanages in Mexico and one of the things that we ran into over and over down there is quite often an orphan was an economic orphan. It wasn't a physical orphan. This wasn't a kid whose parents had died or, you know, left them. It was typically the case where it was a single mom and they couldn't work enough hours, they didn't have enough skill to be able to support a family and so the kids would have to go to a children's home or an orphanage to be cared for and the mother didn't again have kind of an on-ramp into a way to get out of that poverty mentality.
Speaker 3:So fast forward several years and I'm in a residential general contracting environment and one of our pain points is always painting and finishing. It's both a thing in my region that tends to go to what I would call a high labor but low skill workforce folks. Painting companies in my region tend to hire whoever can show up with a brush and put them on, you know, an an occupied home. And so we we have a lot of breaking. We have a lot of opportunity where that's broken with our brand, with our brand promise, where my painter may have said they'll put quality people in a client's home but then the reality is that hasn't happened, so it's caused us to have to um reel that back in.
Speaker 3:And as I thought about those two things I thought you know I've known some phenomenal female painters through the years. What if we had an all-female crew? And what if that all-female crew could serve both markets, could be a reliable, detail-oriented, professional kind of a low-stress solution for painting occupied homes and at the same time offer an on-ramp into the trades for women who may not have another way. You know, painting is a high profit margin. If you do it well, it's a really good profit margin business in the trades. And if you can bring in a lady who's never painted before but has a high drive to succeed and bring her all the way from, this is how we tape off. This is how we, you know, cover the floor to how we go all the way from this is how we tape off. This is how we, you know, cover the floor to how we go all the way into cutting in and faux finishes and make it to a point where she has a pathway to begin earning an actual career, real income.
Speaker 2:I think those two things go together very well yeah, and I think there would also, because these women would be focused on interior painting as well, right, yes?
Speaker 3:So the market is actually just interior painting, preferably interior repaints, but probably some new construction as well, but just interior and cabinet finishing, foam finishing, hopefully murals. I have a local muralist that I think she's going to be able to work with us part-time.
Speaker 2:Okay, and I would think Most of the residential repaint market the client avatar having someone where they feel more comfortable, instead of having a bunch of roughnecks coming into your home. You have that female touch and that might be a little bit more digestible and make that client avatar feel more comfortable. That would be my hypothesis and I think I was at the Women in Paint conference for the PCA Painter Contractors Association and that was actually brought up as well is that there are some female painters that run businesses and they feel like that is an advantage, that being a female and working with you know, those those uh uh female client avatars actually kind of helps, you know, especially doing that interior work yes, you've said it, said it very well.
Speaker 3:That's exactly how I see the market as well. When I describe a concept to other builders or to people who are maybe clients, but educated clients, you know we have a lot of our clients who've turned into advocates. You know they understand our business and I've kind of explained it in my goal. And when I tell somebody, you know let's say I'm going to tell you, as a client, monday morning Daniel and Chad and Bert are all going to show up to your house at 8 am, we're going to paint for eight hours and we're going to clean up and go home.
Speaker 3:Or I say Monday morning at eight o'clock, sally and Betty and Karen are going to show up to your house. They're actually going to show up after they drop the kids off at school. They're going to paint for six hours, then they're going to clean up and go pick up the kids from school because they have daycare. You know nobody wants to pay for daycare. When you're working a full-time job, you kind of understand internally who's going to probably be cleaner, who's going to clean up better and how much more efficient a group of moms could be, let's say, in a six-hour workday versus you and I in probably an eight-hour workday. Anybody, I think, who's been married more than a couple of years doesn't have to have that explained to them.
Speaker 2:Yeah, yeah, definitely. I'm the messier one in my relationship. My wife is definitely a more cleanly person. I think that's generally true, and it also makes sense, like if you've ever had a house cleaner come over it's almost never a guy you know like and if it's also nicely into your core values over at Casa Keepers. You know, because you have that cleanliness core value, and so it just makes kind of sense that women painters will probably be more focused on cleanliness than a male one.
Speaker 3:I feel bad every time I explain this, especially when I'm talking to painters. I know fantastic male painters. I'm not digging one in order to promote the other one. I'm just saying I think there's a market out there that is underserved in that residential repaint, with the brand of number one being stress-free. It does relieve stress to have women in your house. I have four kids.
Speaker 3:When my kids were younger, if I knew that there were going to be three guys in my house for the day, it's an entirely different feeling than three ladies in my house for the day. It just is. And then you're right. Three ladies in my house for the day, it just is, and then you're right. I think if I personally was going to finish work for the day and I can set my ladder and my bucket and my wet rag off to the side and forget about it until I'm going to come back the next day I don't know too many women who can do that they're actually going to clean up the whole thing and put it all away for the next day. But I know a lot of men, painters and carpenters. We kind of compartmentalize and we will be happy to leave our mess sitting right out if we're just going to get back to it tomorrow, and that's not a good image in an occupied home.
Speaker 2:Yeah, yeah, absolutely. It makes sense on many different levels. And while you're talking, I was just thinking because we do occasionally have house cleaners come over and you mentioned kids. I have four kids and one of my daughter she's five and she loves one of the cleaners that comes over every week and is excited to see her. And you know, the cleaner is just a young lady and you know, I just feel like females are typically more inclined to to talk to kids and like build that little rapport, you know, and then just enhance that experience, which I think is what you're you're aiming for, you know, enhancing that overall experience for the customer. It's just those little things, I think, that females are probably more suited to to handle inside of the home.
Speaker 3:Yeah, I agree. So maybe we'll touch base in a year and I'll tell you how it went. Yeah.
Speaker 2:Yeah and yeah, no, I think, I think, I think it will definitely. Uh, it makes it makes too much sense to not to not work but work. But where are you kind of at in the business? You said next month is kind of the launch, the official launch.
Speaker 3:Yeah, so we have all of our IP in place. This idea is about three or four years old. It took me a while to actually decide that now was the time. You know, just family related and kids heading off to college and all these things going on. So in January of this year I decided this was going to be the year that we launched it, so got all of our logo and branding and waited out a website purchase so that I could get the domain name that I wanted and we should have our website live in the next couple of weeks.
Speaker 3:I've been putting out feelers for painters for the last six or eight months, so I have a good kind of a small crew of locals that are going to help us get off the ground and then we'll begin the hiring process to be regional, and so I'm really thinking our goal for this year we're going to say May, june, start. We should do about 360,000 is the goal for the rest. For this year, we're going to say May, june, start. We should do about 360,000 is the goal for the rest of this year, and almost all of that will be plowed back into marketing and growth as we try and get regional bite in our area of Central Texas.
Speaker 2:Nice and are you going to keep similar kind of core values that you have in Casa Keepers for this new painting venture?
Speaker 3:Yeah, very similar. I mean, you know they say a small business tends to look like the owner, right? You know it kind of takes on your flavor whether you like it or not. So that is part of who I am. It's part of the company that we build at Casa Keepers. It's what we'll do with Painting Angels. It's part of the company that we build at Cosmic Eversense what we'll do with Painting Angels. The main difference will be at least in the branding and marketing and then how the work is done is we really want to place a very big emphasis on the social impact.
Speaker 3:You know not to keep harkening back to this, but we are facing two big crises in America at the same time. One of them is we have a lack of people coming into the skilled trades. The skilled trades, you know. They say the average age of a tool wearing professional carpenter, plumber, electrician, professional painter right now is 56. They're retiring at a rate of five a year and we're only replacing them with two people per year.
Speaker 3:So sure we have a lot of bodies, you know, I think we've seen that in my region of Texas a lot of unskilled or foreign labor coming in to put their effort but not raise the skill level, and so I think we're going to be able to train into that skills gap in painting so that we can do a really good job, make it a professional trade in our region. So we're facing that, and then we're also facing inflation. You know it's very difficult for a single mom to make ends meet on what an entry level or an admin or maybe a restaurant job pays, and so my goal is that we meet those two and be able to have painters making you know, qualified painters making $60,000, $70,000, $85,000 a year enough to support a family.
Speaker 2:Yeah, no, I think that makes a lot of sense. So, along with keeping the core values from Casa Keepers, you're also seeing that gap and trying to make that social impact and solving that issue. Again, solving problems, that's like a big thing. It should be a big thing for entrepreneurs. Is you finding a problem and trying to solve it? But the problem of lack of skilled tradesmen and tradeswomen and getting those folks trained up, having an on-ramp for them and getting them trained up to allow them to provide for their families and to keep up with inflation. So I think you're doing a lot of amazing stuff, Chad. I mean this has been a great conversation. This has been a great conversation. I mean, where would you like, do you have any ask of listeners of if they want to reach out with you or learn more about Painting Angels or whatever you got?
Speaker 3:Is there anything that you'd like to ask the listeners? That's a really good question so they can reach out, you know, at our website, paintingangelscom, or to me, chad, at Painting Angels dot com, and I think the main, probably the main helpful things that would be really nice to know is where have my peers found solid training? To take someone from, you know, never having held a brush, to being to being put in a brush, rather than just putting them out of the field? So we're looking at the PCA's training and we're probably going to start with there. I think that's a really solid place, but if there are any other options or programs that I'm not aware of, I would love to have some help on how to help more women learn how to do this well so that it elevates the trade of painting in every place we touch.
Speaker 2:Yeah, yeah, definitely that makes a lot of sense. Uh, pca, I know, has some resources, like you mentioned. And then the um. I know a lot of folks have tried doing the charity paints especially. It's kind of like a dual role trainer painters but also get some positive PR. Uh, but yeah, that's a great question. Um, so, listeners, if you have any feedback for Chad, definitely reach out, and we'd love to hear more from the listeners as well. If you go to the Facebook page Grow your Painting Business, you can definitely join the conversation, ask questions there as well. We'll pass them along to Chad and I really appreciate your time today, chad, and for the listeners, we will see you next week.
Speaker 3:Thanks, daniel, appreciate you. Thanks for having me on.
