All right, stop.
SPEAKER_03Oh, that's how we started.
SPEAKER_01That is how we do it.
SPEAKER_03Who do we have today, Mr. Craig? Oh, Mr. Jason, we have Brian Baffa. Ooh.
SPEAKER_00So how how have things changed in the last 10 years? Technology was the biggest um evolution. I never saw businesses downsize as fast as I did, and I'm sure no one has as they as they did the last three months.
SPEAKER_03And so in any given marketing conditions, um, there's still opportunity.
SPEAKER_00I remember back when uh the financial crisis happened in 2008. I picked up probably more business during that time period because Buckle Up, it's the insurance dudes podcast.
SPEAKER_01Brian, welcome.
SPEAKER_00Thank you.
SPEAKER_03Brian. What famous 80s sitcom living room is behind Jason? That's right.
SPEAKER_00Oh, that's uh uh Oh, you know it too. That's not the drummins, is it?
SPEAKER_03Oh no, but it kind of does look like that, actually. I wonder if you're the same set. Maybe I when I first looked at it, I was like, is that the Bundies? But no, it's not the Bundies. No, not at all. It's way too fancy. No, no, no. It looks like something a doctor would look at. He's sort of fallen from grace, this guy. He's not doing so well. Not doing so hot. He likes jello pudding pops. It's definitely not uh Archie Bunker's living room, that's for sure. I just gave away the biggest clue you could possibly get. What was it? Pudding pops.
SPEAKER_00Oh, oh, um, yeah. Um Bill Cosby's show, the Cosby Show. Yeah, the cause.
SPEAKER_03Which I loved at the time.
SPEAKER_00Yeah, no, it was great. It was great.
SPEAKER_03I don't think you're allowed to say you loved it.
SPEAKER_02I don't know what's going on anymore. All I know is Mr. Heathcliff Huxtable was such a good dad. He was now I found out he's a bad dad. Bad dad, roofies.
SPEAKER_00He grew he grew into a bad dad. Uh so maybe not the best. And social media. Yeah.
SPEAKER_02Well, all right. Let's jump into this.
SPEAKER_01So we thought nothing like what we said, insurance is so exciting. What else is that exciting that we can get on the show? We thought payroll is another exciting subject. So exciting. Boom. Let's put the world.
SPEAKER_03Put the two the two most exciting things, merge them.
SPEAKER_00Yes. Yep, exactly. So every day every day, I put bed in my bed, uh getting ready to go to my exciting career.
SPEAKER_03Yeah. Well, so um yeah, for yeah, those that don't don't know me or Brian well, like Brian and I have known each other for now, is it 30 years? If it's 30 years, that's gross. Yeah, well, we went to 92.
SPEAKER_0092 full full of 92. Not quite, not quite 30 years. See. Well, hey, uh after so after 25, who counts anymore, you know? Who counts? It doesn't matter anymore.
SPEAKER_01No, was Ice Ice Baby number one when you guys met? I mean, it sounds like it. It was around that time.
SPEAKER_00It was.
SPEAKER_03It was on the Snoop and like rock.
SPEAKER_00A lot of a couple of a couple other bands came out around that time.
SPEAKER_03And then the Chili Peppers, like, give it away, give it away, was always up on the freaking MTV. For those of you don't who don't know what MTV is, that's a was a station that played videos. We used to watch that. So now that we've lost everybody. Yeah, right. Why don't why don't you talk a little bit about your background, um uh how you uh got into what you're doing? I know it's a family business, which is awesome. And then I think you have some awesome stuff that we're gonna get into.
SPEAKER_00Yeah, so basically the the history of the firm stems back to 1969. Um my father and grandfather uh were the pioneers and pretty much the the creators of of an industry called professional, it's called as of today professional employer organizations or PEOs for short. And the concept basically was of such that his firm went into um a specific niche at the time, and what they did was they handled all of the moving parts and all of the responsibilities that come with having employees, and that entails everything from workers' comp to uh medical insurance to retirement plans to paying the people to disability, unemployment, you name it. And um they did that really well, they were very effective, and so moving forward into you know towards the modern times, uh the industry evolved. Uh in the in the late 80s, it it really took off because more white-collar companies were realizing that between more uh regulations and compliance and red tape that was coming out of Washington, it was it was it was hard to stay on top of, especially if they didn't have the manpower, the resources, or the back office to stay on top of the ever-changing workplace laws and rules. So um pretty much after the within the Clinton administration, human resources blew up. Um, it became a real valued and embraced department, um, although historically it's never been really uh welcomed because it's it's a cost center. It there's no real um for the average person, they don't see it as uh a revenue generator, which again it does not generate revenue. However, a good HR department can save you from uh overspending and/or care or getting yourself into uh pickles and fines and stuff like that, which now becomes a cost. So here we are in in the 90s. Uh, you know, my brother, John and I, we graduated pretty much the same year, 96 from Arizona. We have an older brother um who was uh who was there a few years prior to us, and then four years or so after that, our youngest brother graduated from Arizona. So the four sons came together, and our father was still active. Uh the chairman became the chair at that point, and um kind of just let my brothers and I realize um you know what it is that we were doing, and we kind of really evolved the company in into what we would notice today is an HR outsourcing firm, which encompasses payroll as the main function and handling all the moving parts that a small to mid-sized employer has got to stay on top of, or it could be costly, both uh you know, uh loss of personnel, um, fines, penalties, and or just you know, keep them on a good business practice trajectory. So that's pretty much the history of uh where we started and where I've been for the last 24 years.
SPEAKER_03Yeah. So what what's your role there, Justin?
SPEAKER_00My role is business development. Um my brothers and I kind of um, which is basically sales marketing, coming up with new ideas to generate revenue, um, try to help the company evolve and stay current and/or stay ahead of its time and offer different things of value that meets today's market needs andor desires or wants. Because when I first got into the business, we only had one platform, which was least employees, and that meant a small employer had to give us their employees, put them on our tax ID, and benefited from the economies of scale. However, the flaw of that model um was with health. Which I was on. I was on that forever. Yes, you were. Yes, you were. So we realized that we had a weakness, and it became kind of my vision to or my uh obligation to fix that and or or or develop something to address a weakness that we had, which was creating another platform that offers the exact same uh type of benefits and offerings and services of a leased employee arrangement, but where a client can stay on their own tax ID, keep maintain their own identity, and still take advantage of having a human resource uh one-stop shop firm that handles everything as their back office, which is called an ASO model, which stands for administrative administrative service organization. So we have two platforms, and based on the client, their you know what they're resort, what they're looking to do or accomplish, we'll will put them in the respective uh platform.
SPEAKER_03Do people still do employee leasing? Or is that still that's still a thing, right? Yep. And and what why would that be a good idea?
SPEAKER_00Well, for example, you have a company that has um, if quite frankly, you have a company that has uh the type of workforce that just says, no, I don't want insurance. Now the executives and or the administrative office is gone is is behind the eight ball because if it happens to be, and I'll give you the one classic example, it's a warehouse. You've got 55 people in the warehouse, and none of them want insurance because either they get it for free through the government, or they just don't want it because they're young and they're in they're they're invincible. And so therefore, it puts the puts management andor any other type of person that's part of the the company uh in a bad position because healthcare providers want 75% participation with valid waivers. And sometimes if you go to a PEO where we have a large group contract and our guidelines are based on national guidelines, not necessarily regional or on a small group, a lot of times we're able to offer um that type of company health care, and we get waivers. So we're still the client is still comp uh compliant, and um, but that's the type of model that would lend itself to becoming a least employee that you know we're able to give them a solution that otherwise they they couldn't get. And then the other idea would be is if you know if the medical wasn't an issue that the client really just wanted us to be a full-fledged AHR department and really have nothing to touch at all, even uh you know, like an unemployment claim. If you use the leasing company or a PEO, if you have uh like for now, when we just went through COVID downturn, um, if you weren't on a PEO, you were dealing with unemployment claims like like non-stop, non-stop unemployment claims and the ongoing uh practice of having to go through that. But if you were on your own tax ID, uh or if you were on ours, excuse me, we took care of all that. You didn't s the the client didn't see one UI claim at whatsoever. So there are it's it still has its place in the in the market, just a matter of the client what their needs are and their goals. That is very interesting.
SPEAKER_03I send you all the UI claims when I have one.
SPEAKER_00Yep. Well, that's part of that's because with my ASO model, we are able to mirror the PEO model, and it's kind of one of those models where the the client can scale up or scale down or use me for the whole menu or just a fraction of the menu. It it's all relationship-based and it's tailor-made. That's what highlights.
SPEAKER_01So how how have things changed in the last 10 years? Payroll.
SPEAKER_00Well, I guess the biggest change is uh let's we'll say technology was the biggest um evolution or uh the add-on to the industry because he historically, um up until three years ago, before we actually turned the corner and revamped our operating system, I never, as a salesperson, as a marketer, uh business development, I never ever ever had to use or touch our payroll software. It's just it I never had to do a demo. I never was walking around with a laptop. But now with today's um operating software that it's a complete comprehensive human resource information system, we have employee portals, we have um applicant tracking, we've got automatic, it's all automated, benefits enrollment, um, to where everything is electronic now. So today, when I go to see a prospect, I have a laptop in my hand instead of uh you know a folder. Because right now I'm doing I do demos to show the client from an end-to-end perspective how our company, which we meet, which humans meet technology, um, because we're not all technology and we're not all human like we once were. We're we've married the two, and now I'm showing clients how I can optimize their operation by showing them our our our platform, which we call Connect, CHR Connect, which is again it it can do so many things, it all depends on what the client's needs are, but it's pretty pretty impressive, it really is.
SPEAKER_03It actually was pretty cool because when I needed um for the the PPP thing to apply for the PPP, I mean, theoretically, had I applied for the PPP, then it was really easy to go in there and grab all the documents.
SPEAKER_00Yeah, we we we've left it up to um, and you know, I got to give my staff, my team a lot of credit because I kind of gave them an opportunity to change how we operate as a service company, and we were about to start publishing and creating uh how-to videos on how to use our software so that in today's day and age, you we have a lot more people who want to do it themselves because technology is now part of everybody, everyone's daily you know activity or daily lifestyle. And I gotta tell you, the team basically said, Brian, we would rather have our clients still call us than us send them a uh a how-to video or or instructions on how to retrieve a W-2. So, you know, with our system, you you can drive it, you can take over and manhandle it as much as you want, or you can call us up and you can get what you want with a uh a phone call or an email. But it it's it's really it lends itself to be very, very accommodating and very transparent and user-friendly.
SPEAKER_01That's so cool. Um what would you so so we're obviously insurance agents. What are what's some tips and advice that you've seen through the years that would lend some uh you know to help some agents out there?
SPEAKER_00Well, it's funny you say that because uh we do a lot of work with uh agents, uh whether you're life and health or PNC, doesn't matter. And let's say uh you have a client and you happen to be their, you're the broker for their BOP or medical. We believe that you never bite the hand that feeds you, and we believe in growing. Um one one real way to grow is through word of mouth and relationships. So if you had a client that could use my services and let me be their back office, what I do is I work with agents to help their clients gain the benefits of my service while I actually help do some of the administration for your for pretty much for you on behalf on behalf of you for your client. So, in other words, if you have a medical client that or you handle their medical benefits, they can come to me. I would do their payroll, I would do their pretext deductions. I would also implement the plan, the summary plan description, the enrollment forms, and every piece of of documentation that goes along with that contract, and allow your client to have uh our automated or automated benefits enrollment feature, which allows them to go onto their portal, see all the benefits that you're the broker on that you brokered, and come open enrollment. They get the chance to pick and choose, mix and match the different benefits that would meet their whole household budget. And so what I'm what I'm really trying to say is our technology, we allows relationships like yours and other professionals to come in and you know, by giving us the payroll lead, well, guess what? In turn, we'll let you and your client have access to some of our technology that you would otherwise have to go out and pay for to try to compete against what we have. But it's yours, and we would always welcome a relationship like that.
SPEAKER_01Love it. Cool. Um, what what are some of the the problems that you've seen that agents have run into um to kind of avoid?
SPEAKER_00Let me think about that. Um well I can't say it's really it really falls on them, but like that's a good question. What are some of the problems agents run into?
SPEAKER_01Or just I mean, I guess anybody that has a small business, um like an agent.
SPEAKER_03Like you got people that want to do it themselves because they're like, hey, I have QuickBooks, I can do this myself, it's easy. I don't want to pay somebody to do it. And like that's what uh I think people told me when I first got into business. I didn't know what to do. And and then like I'm talking to you, you're like, dude, it's like 20 bucks a person per month, who cares, right?
SPEAKER_00I'm like, oh I got the answer for you. Basically, what as soon as um and we actually picked up a lot of market share due to this because it was it seems to be that we be we we prosper most when there's confusion, chaos, and stuff like regulations. And so when the ACA was being drafted, the broker community was was losing their minds because they didn't know what it was all about, they had to understand it, it was not easy, it was complex, and typically uh typical by the government, making it very confusing. So, what we did was we helped the broker community again, uh a relationship came over, they knew we had the resources in the back office to rip apart the ACA and and know how and what know how it was to be treated and/or how the or what rules or regulations we had to adhere to, the timelines in which the implementation of those of those regulations were to be in place. And you know, if you're uh a broker and you don't have and let's say you know you have a staff of two or three people, which is a decent size for a nice producer, you don't have the resources to stay on top of things like that. And when government gets involved and they start tweaking and changing things, if you miss a beat, it could cost you a client, it can cost you an EO claim. So we were there to help the broker community understand what the AC was all about, and basically we kept them uh growing their business because as they showed their clients their value through by bringing in me and my and our firm, well, guess what? The agent took all the credit for it, not me. He, if it wasn't for the agent that put us two together, there would be some serious issues. So when it comes to things like regulations and changes within the industry, that's some of the challenges that a smaller shop or a broker would hand would be faced with. But when you work with someone like CHR or you know, PCI as we're known, um we really are uh your relationship that helps you navigate. And again, we don't look to take credit. It's it's you know, without you, we wouldn't have had the opportunity.
SPEAKER_01That's awesome. Um cool. Well, what um so the there's obviously so many payroll options out there, and I know that um you know the the problem that I've ran into with some of the the bigger companies is that it's so hard to deal with getting somebody on the phone or I don't know, working out some of those problems that I've dealt with in the past. Uh so it sounds like you guys are a lot more hands-on. You get you have the option of both, right? You can do it yourself, but you can you guys are also hands-on with that.
SPEAKER_00We are uh high touch white glove at the at its best. And the way our system is designed, when I bring in a client, let's call it ABC, um IT services, that client gets a list of dedicated individuals, professionals that are there for them. And so if there's a payroll question, obviously you can get to them through an email or you can pick up the phone and you dial someone who handles your payroll each and every single week. The same thing goes for uh our administrator in our workers' comp department, the 401k department, the benefits department, the unemployment. So there is a man, there's a list of contacts that becomes your personalized team so that at any given point you're not getting lost in uh voicemail, you know, uh in the voicemail circuit, or you're not calling, you're not calling another state per se to get an answer that you needed from somebody that should have been you know within your state. So when someone has a question or comment or concern, they call their dedicated service rep, and that service rep is constantly working on their payroll. We don't have a ticket system, which I'm not saying that's a bad thing, but when you deal with payroll, when you're dealing with uh an employee's insurance um as an admin, as an administrator, you know, time is time is of the essence. And so we've always prided ourselves on being able to have that. direct connection and be there for when the person calls and we do develop some some solid relationships that way so that you know when it comes around the holidays you know we're getting cards from the clients or the payroll tech gets a card from the client because they've developed a nice rapport and a relationship over the years so um we're not a we're not we don't have a call center and um you really are a name and a person you're not a number cool well so what's what's Brian what's one like the biggest thing you think that people that are that miss when they are trying to do like go in and do this themselves well they miss payroll taxes or like I mean I guess there's so many moving parts. Well that's that's just it they what they the the first thing that they miss is the comprehension of exactly what they're getting involved in. They don't understand they think you know and again I'm not I'm not you know uh trying to belittle the person that that does try this but you know they think oh it's so simple I got uh QuickBooks for this and I've got my insurance broker for that and my my my wife you know she comes in twice a week and I got my cousin who comes in uh who's here they underestimate is what is is the first problem they underestimate the what it's all about and you know the payroll taxes if they're not filed on time if someone forgets if they if in if they're doing multiple jobs and the one thing we see a lot of is the smaller client the smaller employer you've got a lot of people wearing multiple hats and especially when you have a situation where like for example when the ACA was uh going live it's been in my experience a lot of times I've dealt with the controller when it came to medical benefits and or I dealt with the office manager with the medical benefits but when the ACA landed they didn't know what to do the there you got the controller who's supposed to be taking care of the company finances and and the you know they're the general ledger and and and and that part the office manager is trying to make sure that the coffee doesn't run out and you know everybody's being able to come to work and not miss a beat. So they bite off more than they can chew because you know coincidentally it might have been a time when it was a very quiet period and they figured you know what we can handle this. But when the storm comes rolling in and you don't have those resources or the expertise or even the exposure to to historical you know situations it does it does create uh a lot of chaos because and and panic because they're just not built for it and it's not their fault. They did really good they did they they they did a good job when the waters were calm and placid and and and there was not a wake to be seen but as soon as as soon as this you know as soon as things start to hit the fan they're googling this they're calling people so with our back office which it could be it could be on demand you know it's we are a real value added um proposition when it comes to uh making sure that people in times of crisis and or even most recently with the COVID pandemic a lot of my clients did not know which way they they didn't know where they were which way to turn and we were there for them even out of our come even out of our bit uh our wheelhouse we were there for them to try to help them navigate through the application process because we did it and we understood what needed to be done.
SPEAKER_03So you know what that's an interesting thing because I think that's top of mind people don't know if it's going to last forever or or for you know a couple of years or a month or whatever right like we we don't know. It's starting to look like this is some kind of long-term thing what kind of adjustments have have you guys had to make and um and and have you seen that is important maybe that small agencies don't know or or aren't ready for well what I've recently was able to witness firsthand and again I saw I I'll use a 10 the this 10 year this the most recent 10 year window.
SPEAKER_00So 10 years ago when with the when after the the economic recovery of the great uh recession and the financial crisis um we started to see people come back together and start to grow one of the the the beauty uh the beautiful things about our model is as business was businesses were starting to ramp up they didn't need to go through the expenses of such ramp ups they didn't need to worry about um adding additional resources to handle as they were hiring and so as clients grew over the past 10 years they grew most efficiently and it was it was an under an optimized uh situation now to the flip side with what just happened in the last three months where people were downsizing more more as I could never see I never saw businesses downsize as fast as I did and I'm sure no one has as they as they did the last three months. And so with our model we were able to keep them somewhat intact as they were going issuing furloughs and and or going through the layoffs and you know I may bring up the analogy of like a balloon we're like a balloon if if a client is starting to ramp up well they just keep blowing up blowing us up and and until they've reached their capacity and then they don't really feel the growing pains. And on this on the flip side when they were downsizing we were there helping them make sure that it was as least disruptive and um you know as little distraction as possible while they were trying to figure out how to reduce their their their headcount. Now they're gonna be coming back because if they've got the PPP they've got to now figure out how they got to get that money to their staff and what what are the um the requirements and and the regulations on the forgivable part of the loan. So we're there to help them both grow and downsize unfortunately if if and when that happens again and the and the premises least distraction and least um chaos as possible.
SPEAKER_03Right because you want to just you you need to navigate the business not this stuff. Right. What what what percent and I don't know if you have this this um data or not but but what percent of the businesses that that you've had would you say um downsized like had like decided to go on the defense?
SPEAKER_00Well a lot of my um hospitality and and um right dining the my restaurants in my hotels which we do a lot of just whacked yeah like shut down and you know the hotels aren't the hotel at least the restaurants were starting to come around with curbside um but my restaurant my hotels which they they have not been able to really recover at this point.
SPEAKER_03But what about business like sales organizations? Is it the same type of thing?
SPEAKER_00Yeah I mean they've they've felt it they've had the downsides because myself being in sales right now and as a matter of fact I was just having this conversation moments ago about how I have to adjust and shift my my thinking because right now as much as I would love to go door to door there's no I can't go door to door to talk to anybody.
SPEAKER_03Oh yeah you're in New Jersey huh?
SPEAKER_00Well just in yeah just in general then there's you know first of all people aren't even back at their offices just yet and then when they do open up I don't think they're gonna want outsiders coming knocking on the door and again that's not I can't say that was really a practice of mine but I would some from time to time you know happen to stop by people who I knew. But now I feel a little bit awkward if I did because they may want to respect their the the the the the traffic and have minimal traffic coming in. You know another thing is who who right now is really looking to buy something andor change something when they don't even know if they're gonna have the same payroll uh amount of heads on payroll that they're putting back on now but when after eight and a half weeks runs out and you know not everybody's open or or or the the traffic isn't what it used to be because people are still very concerned about going out it's gonna be it's gonna be very challenging for those that are in sales I got to say that unless unless they're selling uh Clorox bleach and or disinfectants or insurance.
SPEAKER_03So we experienced so we experienced um I think in our in our world we've seen the people that have scaled back right the that went on defense and then there's like Jason and I have gone on offense because it's if everybody's scaling back then it seems like a huge opportunity.
SPEAKER_00And listen I I agree I agree a hundred percent I said to my brothers I said you know I I don't want to I don't want this to sound like we're gonna capitalize on a pandemic or we're gonna take advantage of a pandemic I said but what we can do is assist or offer our services during the this time which is very unusual and offer or explain how we can help our help people get back on their feet and help them start to ramp back up because we're going to things are going to slowly come back and why not I I said to I said to some people in a conversation not too long ago that you know for the last 10 years we were intoxicated on growth. Nobody was really paying attention to the real details because we were the economy was growing and people were making money. Well now I know as a business owner I've reflected back on the last 10 years and I've been able to identify some things that I want to do differently when we come back to full size and we want to optimize how we operate and that's what I want to be able to bring to the to the employer out the small to midsized employer out there or the insurance agency out there or whomever is that as they look to get back on their feet, well let me help you get back on your feet with you know the most economic and efficient way possible. And by using our services I think I think they can see that value.
SPEAKER_03Yeah I mean in any given marketing conditions and and you could argue that this may be the worst market conditions we've seen ever still opportunity. Absolutely and that's where you you have to find it you know I mean there's still people that need in our world there's people still need to buy insurance. No matter what you say they have to have their insurance. You know there may be some challenges with paying that but luckily there's a magic printing press that keeps printing money and handing it out to everybody so they can pay their insurance bills. And you know we'll we'll see how this this all shakes and rattles out um down the road or maybe for our grandkids but it is interesting.
SPEAKER_01It's an interesting time nonetheless I think marketing as long as it's ethical and you're and you're serving people then I I think that um taking opportunities is what the the name of the game is um to to serve those people. So if it is a pandemic that we're going through how does our service and stuff fit this how can we help people and let's go hard on that because those people need to hear it. And it's kind of like what we were talking about earlier in the day with even just selling insurance it's like I like to I I like to hammer people with calls. You know what I mean? Just those people that are even quoted over and over again. I know a lot of sales agents feel like oh I I don't want to bug them and stuff but it's like dude tell them it's either you if you want this I'm gonna keep calling you because I know it's one of those things that nobody wants to deal with and they're kind of pushing it off. Everybody's fighting for a piece of their attention and the only one that's gonna get through is the person who's the loudest. You either gonna serve like you either they either want you to help serve them or they don't. So just tell me you don't and I'm gonna go I'm gonna for the people that do I'm gonna be there and I'm gonna continue to hound them yeah no I mean I remember back when uh the financial crisis happened in 2008 um I'm also a licensed financial advisor.
SPEAKER_00I I picked up probably more business during that time period because unfortunately a lot of people ran for the hills and they left their client they they they didn't look back to take care of their clients and I have a feeling that with what's going on or has gone on in the past three months there's going to be a lot of people out there that are being ignored or just left just be left out to feel vulnerable and I think that's where a lot of market share can get picked up is showing that hey listen you care you're there for them because they're other per you know there are other professionals that that were there they're just they're there they're maybe they're hand they're taking care of their their big fish or they're just you know maybe they didn't make it back but I just think this is an opportunity to you know provide a service or provide some help or so just be helpful and or resourceful and um you know you can you can I mean there's there's taking advantage and then there's finding opportunity.
SPEAKER_03Buying up all the rubbing alcohol and then sitting on the corner and selling it for 50 bucks a bottle that's taking advantage. Exactly right and you know but but looking for the opportunities and and winning in this environment sure you know what people are going to be pissed at you because they didn't but um if you want to stay in business you got to fight for it. So uh Brian Bafa this is awesome if anybody wants to uh check out the site what's the website www dotchrusa com. Crusa yes yes yes I've been there a couple times so that is awesome and I will uh uh as a testament I I've used them forever and uh they're awesome and it's true like if I have an issue I can pick up the phone call Steve and and just be like hey Steve what the heck or you know I have access to Brian which is helpful I can just text him all easy if you really want to get Steve's air just start talking about the Yankees and before you know you'll have whatever you need like Yankees in well cool thanks for coming on Brian good to see you um and I'll hopefully see you at a U of A game here soon.
SPEAKER_00Thanks guys and I appreciate the opportunity to be part of your uh your show it's uh we love it here.
SPEAKER_01Awesome awesome thanks Brian take care guys good meeting you man all right hey you've got to check out the insurance dudes inner circle coming soon where you get extended interviews as well as live coffee talks in our private Facebook group join the mailing list today at the insurance dudes podcast dot com. Hey thanks for checking out the insurance dudes hey please subscribe we got some really great stuff coming out