From Garage Startup To Trusted HVAC And Electrical Brand

Peakzi Podcast: Your AC dies in the Clearwater, Florida heat and you don’t have time for guesswork, sales scripts, or a tech who’s learning on your dime. We wanted to know what it takes to build a home services company that treats that moment like a real emergency while still doing the work the right way, so we sat down with Ari Abramson, founder of Three Guys AC and Electrical, now expanding and rebranding as Three Guys Master Tradesmen.

Ari shares the real origin story: starting from scratch out of a garage, learning marketing, phone systems, and dispatch operations on the fly, then scaling to a 20+ person team by choosing long-term trust over short-term wins. We dig into the shift from “swap the part and leave” to a more complete diagnostic approach where technicians build rapport, ask better questions, and educate homeowners with clear options. If you run an HVAC business, electrical contracting company, or plumbing service, you’ll recognize how much customer experience depends on communication and technical accuracy, not pressure.

We also get tactical about hiring during a labor shortage: how Ari keeps standards high, uses referrals and reputation to attract elite technicians, and builds a culture where great people want to stay. Then we unpack the rebrand logic, the SEO reality of name changes, and how AI marketing and local SEO are changing discovery. Ari explains how Peakzi helps with visibility across AI search platforms, demand insights, competitive signals, and even identifying technician talent through review data.

If you care about building a durable home services brand with strong systems, better reviews, and a team you’re proud of, hit play. Subscribe, share this with a contractor friend, and leave us a review with your biggest takeaway.

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More info at: https://ai.3gmt.com/

Peakzi Podcast: Home Services Success Stories

Transcript

Welcome And Guest Introduction

Julian Placino 0:00

Welcome to the Home Services Success Stories Podcast, powered by Peakzi, the number one AI platform for growing your home services business. I'm Julian Placino, your host, and we have another exciting show in store for you today. Because today we have Ari Abramson, who is the founder and owner of Three Guys AC and Electrical. Ari, welcome to the show. How are you? Fantastic. How are you? We're doing really good and excited to get to know your story and how you became a home services leader. So let's jump in. So, Ari, take us to the beginning. How did Three Guys get started? What's the origin story of the business?

Ari Abramson 0:39

So originally we started Three Friends. Um, we were working out of the house, uh, working out of the garage. Uh, we really started the company. We saw there was a huge demand for a professional organization that in a moment of stress and the moment of emergency, when your AC breaks down in Florida in the middle of the summer, you need someone right now. You want someone that is reliable, trustworthy, professional. Um, and we kind of saw that you kind of had the two extremes. You had either like a big private equity company that does $100 million a year, and you know, they can get to you 24-7, but they might lack certain morals or ethics. They just have a different type of priority in what drives them. And then on the other hand, you had your mom and pop shops, which tend to be booked out two, three weeks when you need them. So we really wanted to try and find uh that silver lining of a company that could be professional and care at the same time. And uh we saw a huge demand for that. So we decided to start our own business. And uh over time we ended up growing. Uh, I actually ended up buying out the two other partners, and uh now I'm basically the only person driving the boat here. So I'm uh yeah, it's very exciting. It's a lot of fun for me.

Julian Placino 2:07

What a story! How long ago was that when you founded uh the business?

Ari Abramson 2:10

We founded the business in January of 2019. So as of right now, it's our seven-year anniversary.

Julian Placino 2:17

Seven-year anniversary. Well, congratulations. And and again, the genesis was was it were y'all starting it from scratch? Was there an acquisition involved, or how did that no?

Ari Abramson 2:26

It was from scratch, it was everything from the bottom up. Um, I didn't know how marketing worked, I had no idea how phone systems worked, I didn't know how the software for dispatching worked. It was all really new and exciting to me. I love learning. Um, and I can tell you that today we're way past that point. We're you know pretty advanced when it comes to systems and processes. Um, but it was a beautiful experience to kind of really from seed to to fruit, you know.

Julian Placino 2:58

Fascinating. So, what was your background before? What were you doing before you founded Three Guys?

Ari Abramson 3:03

I was in logistics, so I'm all about strategy and and coordination and communication. So that's kind of where my strengths are. Is I'm I try and apply like, okay, we got X amount of jobs that need to get done, different timelines. How do we make it make the most sense? How do we move things around? How do we uh really manage to take care of everybody at the same time?

Julian Placino 3:26

Interesting. So so how did you settle in in home services and specifically electrical coming from logistics?

Ari Abramson 3:33

So HVAC and electrical, we originally started with HVAC. Um basically I fell in love with Florida and I wanted to kind of start over. Um I wanted it's kind of funny because it's it's not the most accurate decision to make, but basically I wanted to position myself in a place where I can have something consistent and reliable and have more life work balance so I could potentially start a family. And uh it definitely takes up just as much time as the logistics. So um, but we're getting there. Um and uh one of the partners he had a bunch of experience in HVAC, and he was like, why don't we start a uh HVAC company down in Florida, you know, air conditioning, they need it all the time. And I was like, Yeah, you know, I'm not against the idea, let's run it.

Julian Placino 4:21

Makes sense. So you partnered with someone who had the technical skill in the trades, and you kind of brought sort of that business mind logistical aspect. So I am curious about your background of logistics. How do you think that's influenced the way that you have run and grown the business?

Ari Abramson 4:36

So I can tell you that um my strengths in logistics, that was more of like a proving ground. Um, I served in the military and um it was uh in the Israeli Special Forces, and I can tell you that that's really what molded me and built me on a professional level, right? It's like, listen, accountability is everything, communication is A1. Like you, you know, you got a problem, you gotta communicate. You don't understand something, you gotta ask again. You gotta make it clear that you know you need to make sure you're doing things. There's doing something and doing something properly is not the same, right? So um that's something that really uh really built me. And uh I try and bring the same lessons and skills from there and apply it here because I mean, if you want to or not, you know, when again someone's AC goes out or their power goes out in their house, this is to them, it's a crisis. And if we can get there as soon as possible and solve the problem as soon as possible, you know, that's how we want to treat it. We want to treat it with the same urgency that the customer has.

Julian Placino 5:46

Interesting. So the background logistics, also like the military and also leadership experience as well, bringing all that into the trades. I love it. What a story! So um started in 2019, how many employees today? Today we're about 22-23. 22-23. What were those first early years like getting your first couple of customers and kind of trying to build a base?

Early Customer Wins And Hard Lessons

Repair Fast Versus Diagnose Right

Ari Abramson 6:08

Oh my god, it was uh roller coaster. Um, a lot of learning, which, like I said, good thing I like doing that. Um for us, we just kind of um, you know, we jumped into the deep end, uh, especially for me coming from another industry, and it was a lot of trial and error, a lot of RD, right? Research and development. You try something new, it doesn't work, you try something else, it does, you keep it, you adjust. Um, and I can tell you that you know, specifically understanding the different nuances of the industry um really was the biggest thing. Um, figuring out how to work with the different building departments, how to figure out, you know, what's new code, old code, what's acceptable, what's not acceptable, how to find the information. You know, a lot of different cities they don't really post too much, you know, uh data or information for you and building the relationships, um, understanding customers' pain points. Um, you know, when we first started, our main thing was get you up and running as soon as possible, right? So we'd run into your house, immediately diagnose the issue, the find the failed part, replace it, put our hand to the vent. Hey, cool, it's cool then, we're good to go, and we bounce. You know, we probably spent on average like 30, 40 minutes in a customer's house. And uh, we've come to learn that's not the best approach. Uh, the best approach is actually to really come in, talk with a customer, build rapport, find their pain points, ask qualifying questions, right? Like, have you had any repairs done in on this unit in the past? You know, maybe there's an underlying issue that keeps causing different types of failures, and that's just the symptoms. Uh, in the end of the day, you know, you might decide to go with the minimal repair, but that's your decision, and you should be able to make the decision based off an educated uh decision, right? Knowing this is what we found, this is what you have going on with the different issues with the unit, or different ways you can upgrade or do preventative uh stuff. And um yeah, and then our job is just to educate you on what those options are, and then it's your decision to figure out you know what makes the most sense for you.

Julian Placino 8:27

Yeah, so kind of from just a break fix to a more comprehensive, what's the underlying issue, comprehensive solution for the customer. So go into that a bit more because I know that's part of your secret sauce that you have prioritized technical excellence and customer satisfaction over high pressure sales. That's not this that's on the way for some home services businesses, right? But why has that been the bedrock of your approach?

Ari Abramson 8:51

We are huge on long-term. Um, so we will sacrifice short-term gain over long-term gain all day. All day. We're here for the long run. We're here for a long time, we're not going anywhere. Um, you know, my you know, as a company, our goal is not to just run up the revenue and get the IBITA up and then sell to private equity. Our goal is really to create a stable, long-term, career-focused uh place for employees and for customers. Um, and uh, you know, to do that, you really have to invest in the technicians, and the technicians have to invest in the customers, and then we have to do what's right. And what's right is to figure out the whole picture, present it to you, educate you, let you know what you have going on, what the different solutions may look like. Um, and then our job is to find that common ground between you and us, right? What makes sense for you, what makes sense for us? If it doesn't make sense for you, it's we're not doing our job right. And if it's not, it doesn't make sense for us, then we won't last long, right? So we got to find that common ground. Um, and the main thing is when we're at a customer's house, it's not us versus the customer. We're working hand in hand with the customer to find their different solutions. I mean, if you have any type of restriction, we're here to try and find a solution for you still. Like if you have a financial restriction or a time restriction or anything, you know, code restriction, we're here, we're holding your hand, we're not gonna drop you, we're not gonna drop the ball. Um, and we're here to really support you and guide you throughout this whole process from A to Z.

Hiring For Quality During Labor Shortage

Julian Placino 10:29

So it kind of sounds like you make them a very collaborative partner in the whole problem-solving process, educating them from start to finish and also giving them options so they're not being forced upon, but they're, you know, giving you their consent as far as how they want to go the approach. I think that's great. You of course talked about your team. And as you know in home services, you're really only as good as your team, right? So tell us a bit about your team and what makes them great.

Ari Abramson 10:52

So we are very picky. Um, there is a huge labor shortage in this industry, and what happens is most companies they can't get enough technicians. So they started lowering the standard so that they can get someone in that van and get to the customers. So it's a catch 22 because come the summer, customer wants you there right now. They want you there yesterday, right? But there's just not enough technicians to really satisfy that need. So a lot of people start just kind of lowering their standards from you know who they put in the van and let them wear the uniform and represent the company. We rather be uh short on labor and have quality than, you know, so you know, hey, if we can get to you today or tomorrow, but when we come, we're sending the right person, we're sending someone that is qualified, that's going to really take care of you. Um, and we just do not let go of that at all. Like there, we do not sacrifice the quality of the people at any point. That are by far our biggest asset is the company culture that is created by the employees. You know, we come in to do it properly, do it right, take care of the customer, take care of the company, um, and mainly really focus on long-term approaches. So that's our huge advantage, is we do not, you know, and sometimes people change, you know, maybe I hire somebody and two years down the line they got some personal stuff going on and it kind of is starting to affect the quality of their work. You know, I tell them straight up, hey man, why don't you just kind of take some time off, go get that handled, and when you're ready to come and operate at our standard and level, talk to me. But I can't be, it's not fair to the customer that I'm sending you and your head is somewhere else, you know.

Julian Placino 12:37

I think that's great. So not sacrificing quality for growth or revenue. Like you're willing to sort of not be able to meet the total market demand if that means sacrificing quality. So go into that a bit. What is your hiring process like? How do you recruit, hire, train to ensure that you have the best technicians possible?

Ari Abramson 12:57

So number one is to try and get as many applications through the funnel as possible, right? You want to kind of have you don't want to pick between 10, you want to pick between 100, 200, 300 applications. So, I mean, we're all over indeed. We've ran ads on Facebook for recruiting. We use a lot of referrals. A lot of our guys, they were the top guys in different companies they worked at and they know a lot of people from the industry. And just through that, we have a lot of top talent that are trying to come and knock on our door due to the fact that we've actually already attracted some of the top people from their previous companies. So I can tell you that once you really get a couple high-caliber people in the company, all the people who have worked with them in the past, they're like, wait, hold on. You're telling me three guys have this guy, this guy, and this guy? Like, that's a winning team. That's the A-team right there. Like, I want to be a part of that. So we have right now a huge advantage that we already possess top talent. Um, and I can tell you that those original people that we brought on there were you know, high caliber top talent, top performers to attract that initial person, that was not easy. Um, we had to build an existing reputation. We were a 5.0 on Google with multiple hundred reviews. Um, and they bought into the vision. They understood that we're trying to build something long-term, we're not trying to sell to private equity. Some people might not be aware, but a lot of companies, when they sell to private equity, and there's I'm not saying there's anything wrong with it, but every time that whole ownership and management changes, it really shakes things up for the rest of the employees in that company in that organization. And sometimes it just changes just enough to the point where they're not aligned anymore with those same employees, or certain employees aren't aligned anymore with that organization. And they try to find something that's more aligned. And that's where we try and come in. We try and really align ourselves to attract the best uh type of person that is trying to be the best version of themselves professionally and personally.

Expanding Into Plumbing With Systems

Julian Placino 15:05

So a few things I heard. Number one, just opening up that aperture really wide, getting as many applications as possible. You also started with a great kind of a critical mass of really top-level talent. And that in itself is a great recruiting tool. It shows a level of credibility of, hey, this company can retain great talent. What would it be like if I if I worked there, right? So I think those are really great points. Um, so when it comes to that, you've also expanded your offering. You've gone from just straight HVAC and electrical and now into plumbing. So why did you make the decision to do this?

Ari Abramson 15:38

So what we've found actually is that um even though it's the hardest thing to find is someone who's experienced and is skilled in the trades, on an organizational level, the hardest thing is actually to find the to build out the systems and processes. If it's how to find the customer, how to you know uh acquire the customer, how to set up uh the whole process from once we, you know, from when they call us to us showing up, diagnosing, presenting options, doing the actual work, collecting payment, follow-ups, um, retaining the customer long term. That's the hardest part as an organization. And when you set a certain standard of expectations, right, that's where it's like you can that's easy to to uh duplicate across the trades. So for example, our hiring process is gonna be very similar for HVAC electrical or plumbing, right? The first thing is we want to make sure that you actually are not someone that just bounces around between jobs every three months. It's someone that actually goes to a company, is there for a while, tries, does everything he can to make it work, you know, so they get you know, two, three, four, five years in a company, you know, um, that they had good results. And the reason that they're changing isn't because they're not good at their job, um, but maybe because the company's just stagnant, is not investing in the employees, maybe is becoming a little less ethical, and that the employee wants somewhere where he can feel good working there. Um, so we try and attract all those different characteristics. Um and uh yeah.

Rebrand To Master Tradesmen

Julian Placino 17:25

Okay. So the evolution it continues, right? So zero to 22 team members uh in business now for six, seven years, becoming certainly a leader in the space. So now the next step is you're currently going through a rebrand and you're rebranding under three guys master tradesmen. Is that correct? Yeah, yeah. Tell us the reasoning for this.

Ari Abramson 17:47

All right. So there's two reasons. The first one is actually very practical. Uh, we don't want to have to keep changing the name every time we add a trade. We started off three guys AC, then we became three guys AC and electrical, and then it's gonna be three guys AC and plumbing and et cetera. And it's just like the name's getting too long, and you know, having to change it every time is just it's starting to a point where it doesn't really make sense because, for a marketing point of view, uh your name over time builds authority online, and that helps you with the algorithm if it's on Google or Omni Marketing. Omni Marketing is like all the AI search engines, right? Um, so every time you change your name, it actually drops your ranking for a little while, and it takes you a while to bounce back. So we want to stay on top on every aspect, and uh, so yeah, that's the reason number one. Reason number two is we want to make it very clear on our intent and our standard. We do not just send sales guys to your house. A lot of companies do this, they'll hire some guy that was doing selling uh life insurance last week, have has never touched an AC, and now he's selling you units at your house. They are very skilled salesmen. Can't take that away from them. That is a skill, good for them. But if you're not familiar with ACs or how that works, how do you how can you offer a homeowner that knows just as much or less than you what's their best options, right? And how do you how can you guarantee that's actually going to solve their problem? A lot of people misdiagnose the issue. You know, their AC might be fine, but their ductwork might might be undersized. And here comes the insurance agent and sells you a new AC, same issue, but now you just spent 15 grand on it. No problem has been solved. So we really send out there top of the top talent, people who really know what they're talking about. Uh, we do we're huge on trainings and certifications. Our guys are like the top guys in the industry in our area. Um, and that's kind of our goal. We want that if you call multiple companies, that by far we are the best thing that's happening to you today.

Using Peakzi For AI Marketing

Julian Placino 19:59

I love it. So the practical aspect, and now really just leading first with the talent and really kind of trying to break the mold of these people coming to your house and trying to sell you a bunch of services, but focusing on the technical excellence, which was very core early on. I think that's a great, it makes total sense. So you mentioned marketing a few times, and we're here now. You're a customer of Peakzi. Peakzi has great application when it comes to that. So if you would share with our viewers, in your experience, what is Peakzi?

Ari Abramson 20:27

Peakzi is an omni-marketing um uh platform. Uh, but what's really interesting with them is that they try and leverage the AI stuff beyond just marketing. They've tried to identify the different pain points that contractors like our company experience, which is labor shortages, uh, getting customers through the door to call or reach out, book an appointment, and then also keeping our you know, our finger on the pulse. Um sometimes there's the the the industry, the market, Google, marketing, AI, it's constantly evolving and changing. So, you know, sometimes your phones are blowing up, and then sometimes your phones are crickets, you know, and um it gives you peace of mind that Peakzi has this amazing feature where you can actually compare yourself to your competition and see kind of like the call volume or how busy they are versus how busy you are. Because sometimes, you know, it's easy to blame the seasonality, elections, the holidays, you know. But then you get to, you know, you get a little doubtful. You can go to Pixie, you look it up, and like, oh, we're actually doing pretty good, you know, in comparison. Or no, we're not, something's wrong. We need to identify what just happened, you know. Maybe um something happened, you know. We've had in the past someone hacked our website, and because of that, it was like, oh, it's redirecting customers to uh, you know, uh dangerous sites or something, and that like just Make us invisible to the customer online. So Pixie gives us the ability to kind of pick up on that very fast because I have to wait like two weeks. I'm like, okay, something's definitely wrong at this point. You know, two weeks of like no phone calls. So Pixie helps us with that. It also helps us identify uh top talent locally, which is great. It also shows the different demand for different services. Um, and it gives you kind of like an analytics to it for when it's the peak, when it's the uh you know the lowest demand, so you can shift and focus your marketing dollars accordingly. Um and yeah, I mean their main thing other than that is showing, you know, giving you visibility online um versus uh on AI platforms, if it's Gemini or ChatGPT, etc. So huge, huge boosts.

Julian Placino 22:50

Love it. So I heard a few things. Number one, of course, visibility and AI search. That's just kind of what Peakzi is known for doing, right? So paper click is really kind of beginning to phase out and everyone's doing AI search. So what are you doing to be searchable by how people are consuming information nowadays? That's one. The second thing that I heard is it helps you measure demand empirically to see what exactly are customers buying locally in your area. And are you receiving that kind of the same volume to see if there's anything that you need to tweak the levers? Now, here's the interesting thing about talent. I'm curious because you're so talent-focused. What have you found most useful about Pixie when it comes to helping you identify talent?

Ari Abramson 23:30

So Peakzi typically will show you, it will give you like scores per technician based off of basically like the reviews they're getting online. Um, and so sometimes we'll identify certain people that maybe worked in uh companies that some of my guys in the past have worked in, or they know people that work in there. And so for me, it's very fun. I get to kind of like, oh, who's this guy? Interesting, you know, and I kind of start asking around, like, hey, anyone know anything about this guy? And like, yeah, he's actually pretty good, you know. I was like, okay, cool. Give me his number, you know? I'm like, hey, what's up, buddy? How you doing? So even if it's like not right now, you sometimes you just kind of give people a little nudge, you know, plant that seed, and then you know, who knows, down the line they have they get bought out by private equity or something, and they're like, okay, let me try and find something else. They go on Indeed, they see us, like, oh, I remember this guy actually uh reached out to me. Let me find his number real quick, and then he texts me back months later or a year later, you know, and that's kind of I like planting seeds. Like I said, I'm all about the long term, you know, there's no rush.

Julian Placino 24:41

Love it. So it gives you kind of a draft or recruiting list, and again, it's also empirical because you know, we all know in heart and trades like Google Reviews are king, but also they rank technicians, and and Peaksy like aggregates all of that stuff and points you based on data, who are the top guys in your in your area, and I think that's awesome. Yeah, um cool. So anything else about Peakzi before we start to kind of close things out here, Ari.

Ari Abramson 25:07

Yeah, I've identified that a lot of the top performers that Peakzi has uh kind of found are actually my own technicians. So to all the competition out there, good luck.

Pitch To Top Technicians

Julian Placino 25:19

I love it. Oh, that's great. Okay. Well, well, a couple questions here for you. Since this is so talent-heavy, let's say that there is a technician here listening to you right now. What's your pitch to them? Why should they come work for for you?

Ari Abramson 25:34

Well, I always try and put myself in the other person's shoes. If it's the customer, if it's the employee, um, I can tell you that I've always been someone that try to be the best version of myself. I always try to be like the top performer. I'm very competitive as well. And in past jobs of my own, when I, you know, worked under somebody, sometimes I just felt like, man, if I had someone that actually really supported me and and worked with me and not just bark orders at me and like leave, you know, I feel like I would grow so much more. Um my original goal going into um kind of the workplace or or in general, uh, was my goal was always to be someone's right hand man. Like I was like, I am this is when I was like 22 years old, I was so hyped to go get a job. I'm like, man, I'm gonna be the best right hand man. I mean, absolutely like the my boss is gonna love me. And then I come and find out that a lot of bosses that just don't care. You know, they just they're not, they're not trying to be the best they can be. They're not, they don't have that ambition. You know, they pays the bills, they make money, you know, they're they're kind of satisfied and taken care of, and they really just focus on retirement. Like that's kind of their goal. They just can't wait to hit retirement, or they just can't wait till five o'clock and go home. That's not how I am. Um if you want to crank and you want to hustle, I'm down to crank and I'm down to hustle too. Um, I'm all about it. I love this stuff. Uh, this stuff, like, I don't need vacations. You know what I mean? Like, this is basically my hobby. Um, so um, I'm fueled up. And if someone is fueled up and they're like, hey, this is my go time, let's get it. I'm here for you. You tell me what you need, and we're gonna make it happen. I'm here to create the environment for you to grow the most. That means if it's developing yourself as a leader, as an individual, as a professional, we try and create an environment where you can make the most amount of money you've ever made in our in our organization. I'm all about incentivizing, I'm all about sharing. Um, I'm not greedy, I don't have to get rich off every job. Um, but I'm here to give you every tool you need. I mean, you tell me anything. You need say you need a new van, I get you a new van. You say you need more tools, we'll get you new tools. You want a different uniform, I'll get you a better uniform. Whatever you think you need to be at your 100%, I'm here for it all the way, no exceptions.

Legacy Vision And How To Connect

Julian Placino 28:12

Love it. I think that's a great clip and uh something that you should use for recruiting for sure. So that kind of message will attract the type of person that you are, someone who's really passionate, who wants to make a real impact and build a real meaningful career in the trade. So uh I appreciate that message, Ari. So um, looking into the future, so what's the long-term vision? A lot of a lot of changes, including the rebrand, but you have no signs of slowing down. So, what kind of legacy do you want to leave behind for your community, your family, your team? Tell us all that.

Ari Abramson 28:42

We want to be the go-to company, number one in the area. Like, we we want to be to the point where if you're talking to your neighbor and he's like, Man, you know, do you know a good anything, electrical, plumbing, HVAC, anyone? And he's like, dude, if you don't go with three guys, you're doing something wrong. Like, you are just missing the mark. We're really trying to be that company, we're trying to be that guy. Um we want to be where if someone shows up to a job interview and on their resume it says three guys, you know they're good. You know they're really good. You know what I mean? That's like they graduated Harvard, you know what I mean, on their resume. Um we just want to be where someone can feel very confident and know that calling us is the best decision they can make. Um and uh I mean, yeah, I mean, on the other hand, you know, competition-wise, like I said, I love competition. If someone's calling, you know, around for multiple quotes and you're given a quote for you know at a customer's house and you see our van pull up, just pack up your stuff and leave. You're wasting your time.

Julian Placino 29:56

Oh, I love it. I love it. I I love the inspiration, I love the vision, the confidence, the the welcoming of the healthy competition. So uh I think that's all uh really awesome. So Ari, this has been really fun getting to know you, man. Um, share with our viewers and our listeners how to connect with you on the website, follow you on social, connect with you. Tell us all that.

Ari Abramson 30:16

Perfect. So with the rebranding, our new website is uh the number three gmt.com. So three guysmastertradesman. Um on that we have tick tock, Instagram, Facebook. Right now it's still under Ace uh Three Guys AC in Electrical. Um, so you can find us there. I'm sure if you look up Three Guys AC in Electrical, you'll find us uh on Google, uh potentially also on uh Omni, right? So on AI with Pixie, we should be showing up there as well. Um yeah, it's not hard to find us, honestly. That's kind of like one of the big things we try and do is be very visible online. So you should be able to find us pretty easy.

Julian Placino 31:01

Awesome. And we'll make sure to have all that contact information in the show notes. So Ari, this is a lot of fun wishing you continued success in all that it is that you do. Thank you, Julian. You too. And everyone else, thanks for tuning in for today's episode. And we'll see you next time on the next episode of the Home Services Success Stories podcast, powered by Peakzi, the number one AI platform for growing your home services business.