Global Talent Management Strategies for International Recruiting in Today's Market w Jonathan Romley

[00:00:02] [SPEAKER_00]: I do talk a lot about hiring on the show because finding talent is important. What is the state

[00:00:08] [SPEAKER_00]: of play and how might international recruiting factor in? Jonathan Romley joins me on this bonus

[00:00:15] [SPEAKER_00]: episode of the Business of Tech. Thread has declared death to the ticket. Did you know tickets

[00:00:22] [SPEAKER_00]: date back to the 1800s and customers hate tickets? Thread uses an approach for connecting,

[00:00:29] [SPEAKER_00]: communicating, and ultimately collaborating. Thread allows people to come together around a topic.

[00:00:36] [SPEAKER_00]: They can discuss and make decisions. They can share and invite the right people.

[00:00:40] [SPEAKER_00]: The future of service is collaborative. Supercharge your service experience by

[00:00:45] [SPEAKER_00]: seamlessly integrating AI and automation to meet your customers where they are,

[00:00:50] [SPEAKER_00]: in teams, Slack, and desktops, not in tickets. With instant updates to and from ConnectWise,

[00:00:56] [SPEAKER_00]: AutoTask, and Halo PSA keep all communication in one place where it should be, with people.

[00:01:03] [SPEAKER_00]: Decrease time to resolution 30% with chat-based support by visiting getthread.com

[00:01:10] [SPEAKER_00]: slash MSP radio to declare death to the ticket. Well Jonathan, thanks for joining me today.

[00:01:19] [SPEAKER_00]: Hey Dave, great to be here. So I'm going to just start right at the top. Give me your sense

[00:01:25] [SPEAKER_00]: of the state of play as it relates to hiring right now.

[00:01:31] [SPEAKER_01]: State of play as it relates to hiring right now? Well we hear a lot of companies, big and small,

[00:01:36] [SPEAKER_01]: concerned about operational efficiency and your business may or not be growing right now.

[00:01:43] [SPEAKER_01]: You're in a good place if it's steady state. If you're doing the same numbers as last year,

[00:01:48] [SPEAKER_01]: happy days. So what we hear a lot of businesses thinking about is well how can I

[00:01:54] [SPEAKER_01]: deliver the same quality of service to my customers? How can I deliver the same

[00:02:01] [SPEAKER_01]: quality of an experience for their end users but at the same time deal with

[00:02:08] [SPEAKER_01]: rising salary costs and well frankly companies that want to pay the same or less money.

[00:02:15] [SPEAKER_00]: But I think that presents a big challenge. Help me reconcile something then. So the

[00:02:20] [SPEAKER_00]: employment rate in the US is down, there's a labor shortage, yet employers also get waves

[00:02:26] [SPEAKER_00]: of applications. What's the dynamic that's going on there that causes that tension?

[00:02:33] [SPEAKER_01]: There's an idea out there right now that we may be up for a second wave of resignations.

[00:02:41] [SPEAKER_01]: Right? So you've had this first wave and then people that were quite quitting and

[00:02:47] [SPEAKER_01]: that there may be a second great resignation that a lot of people are open to new opportunities

[00:02:53] [SPEAKER_01]: right now and that in an economy that, I mean we can have an economic discussion, not for me,

[00:03:00] [SPEAKER_01]: but in an economy that the sentiment, the consumer sentiment is frankly negative,

[00:03:08] [SPEAKER_01]: irrespective of what economists say about what's actually happening in the American economy.

[00:03:14] [SPEAKER_01]: I think that people had some fear like if I leave this job, what if I won't find another job and

[00:03:21] [SPEAKER_01]: so I'm going to stay here but I'll be open to new opportunities. So what companies are seeing,

[00:03:26] [SPEAKER_01]: unemployment pretty low, but a lot of people are open to consider new opportunities. But that

[00:03:34] [SPEAKER_01]: doesn't mean that all of those people are qualified. There are tools out there. I've just

[00:03:41] [SPEAKER_01]: seen a post about one the other day. I won't name it because it will wreak havoc on your HR

[00:03:49] [SPEAKER_01]: process, your recruitment processes but it uses like, I don't know if it's using OpenAI

[00:03:56] [SPEAKER_01]: or anyway another large language model to kind of ingest in your LinkedIn profile

[00:04:04] [SPEAKER_01]: and with a Chrome plugin, just auto apply to 750 jobs a day with custom cover letters and

[00:04:15] [SPEAKER_01]: kind of adjustments of your CV to match the job description, everything to get you past whatever

[00:04:21] [SPEAKER_01]: automated screening may or may not be going on within a business. So I think that it's

[00:04:27] [SPEAKER_01]: getting one, it's getting a lot easier for people to apply whether they're using a tool

[00:04:32] [SPEAKER_01]: to do it or not. Many more people are open to jobs but I think that the challenge in

[00:04:41] [SPEAKER_01]: any time like this is that doesn't mean that everyone who would like to have a job

[00:04:48] [SPEAKER_01]: is qualified for that job. So just because you have a thousand applicants,

[00:04:52] [SPEAKER_01]: I don't think anybody does but if you did let's say a hundred, you still have to sort

[00:04:59] [SPEAKER_01]: through who is qualified, who is not qualified and how many of those applications

[00:05:05] [SPEAKER_01]: were enhanced with AI. So you get there and it's a different person that's in the interview

[00:05:11] [SPEAKER_01]: on the extreme. I think that's many companies have just been in an event a couple of weeks

[00:05:16] [SPEAKER_01]: ago in London, the biggest event for recruitment in Europe and this was a really common theme

[00:05:25] [SPEAKER_01]: of talent acquisition, fancy word for recruitment, where recruitment leaders in companies big and

[00:05:32] [SPEAKER_01]: small are thinking about like how do we frankly defend ourselves against what are really not

[00:05:41] [SPEAKER_01]: fraudulent but embellished applications. It creates a lot more work for everybody

[00:05:47] [SPEAKER_01]: and in the end, well I think that you still have to find that needle in a haystack and

[00:05:54] [SPEAKER_01]: haystacks just getting bigger and bigger and bigger. Yeah so I mean I think if you're a

[00:05:59] [SPEAKER_01]: company putting jobs online for people to apply to, I feel like that is a way that may go away

[00:06:09] [SPEAKER_01]: just because it's becoming so easy to hack the system in a way. Well I mean and you brought

[00:06:13] [SPEAKER_00]: so you brought up the hacking, I'll go there first. We've actually found fraudulent actors

[00:06:18] [SPEAKER_00]: working directly. I just recently covered on the show, know before having a North Korean

[00:06:24] [SPEAKER_00]: apply through the system, get a remote job and take the job right? So there's, I mean

[00:06:30] [SPEAKER_00]: it goes all the way to fully fraudulent and what's interesting you know I kind of want to

[00:06:35] [SPEAKER_00]: ask you about this because you've leaned into international recruiting as a way of expanding the

[00:06:40] [SPEAKER_00]: talent pool. Talk to me about how you build a process that expands the talent pool yet also

[00:06:48] [SPEAKER_00]: to try and get to the right people that are actually people. How do you do that?

[00:06:55] [SPEAKER_01]: So the first step here for us and that I'd recommend to anybody is don't post a job

[00:07:03] [SPEAKER_01]: anywhere. Don't open that door that allows anybody to come in. This is kind of step one.

[00:07:14] [SPEAKER_01]: When we work with companies, my company Wondee which is a global staffing recruitment firm,

[00:07:21] [SPEAKER_01]: we help companies identify one where you can hire and we can explain how you can do it yourself

[00:07:27] [SPEAKER_01]: or we can do it for you but none of our strategies that we would share and none of

[00:07:33] [SPEAKER_01]: the strategies in my book involve posting jobs. So you know if you kind of lean back from the

[00:07:39] [SPEAKER_01]: say okay well how do we protect ourselves against people kind of trying to break in

[00:07:46] [SPEAKER_01]: in a way. Shut the door, close it, throw a lock on it, that's it, we don't accept

[00:07:51] [SPEAKER_01]: applications anymore. It sounds counterintuitive I understand because you know look there's an

[00:07:59] [SPEAKER_01]: old saying, I don't know how old it is but I mean like you know that the best people

[00:08:03] [SPEAKER_01]: aren't looking for jobs. That's not necessarily true. That's a pretty broad stroke but I think

[00:08:07] [SPEAKER_01]: as a company trying to hire, you'd better try to find like three or four people that exactly

[00:08:17] [SPEAKER_01]: fit your profile and do that through being proactive and going out and finding talent.

[00:08:24] [SPEAKER_01]: A lot of ways to find talent. Go out there and find them and engage and then you get

[00:08:29] [SPEAKER_01]: what you want and it ends up being a lot less work than trying to sort through a pile

[00:08:35] [SPEAKER_01]: of a thousand resumes even if it's a virtual one. So I mean I like the premise, I like zinging

[00:08:42] [SPEAKER_00]: where other people are zagging but you're right it's super counterintuitive so give me a sense

[00:08:48] [SPEAKER_00]: of like talk to me a little bit about the skills and what you're actually doing to go out

[00:08:54] [SPEAKER_00]: and find that talent that you're looking for proactively. Well the first thing that we do is

[00:09:02] [SPEAKER_01]: try to understand really well in a deeper way what are the characteristics that hiring managers

[00:09:14] [SPEAKER_01]: is looking for. Now you might be the hiring manager listening to this right so you might

[00:09:18] [SPEAKER_01]: be thinking well that's a little bit counterintuitive I'm not going to have that

[00:09:21] [SPEAKER_01]: conversation with myself but if there is in your business that separation between

[00:09:28] [SPEAKER_01]: people that do the hiring and the people that need the people to work for them well

[00:09:35] [SPEAKER_01]: this is an opportunity to really dig deep down into everything that's not in a job

[00:09:42] [SPEAKER_01]: description so one of the questions that we like to ask hiring managers or companies that are

[00:09:48] [SPEAKER_01]: hiring is a little bit provocative and it's why would anybody want to work for you.

[00:09:53] [SPEAKER_01]: Why would anybody want to work for you? Why would anybody want to work in your company?

[00:09:59] [SPEAKER_01]: And we're not saying it to be provocative we're not asking this question to be provocative.

[00:10:04] [SPEAKER_01]: This is a question that we need to have answered in order to be able to engage people who

[00:10:11] [SPEAKER_01]: you know may be a great fit for your company but someone whether it's you or a recruiter

[00:10:17] [SPEAKER_01]: are going to have to explain why would anybody want to work here and you might think

[00:10:21] [SPEAKER_01]: great and that's okay we're all snowflakes and butterflies we're all unique but I mean the

[00:10:26] [SPEAKER_01]: reality is right it's not yourself that you're trying to convince it's someone else and I think

[00:10:33] [SPEAKER_01]: that this is kind of a just a funny example of things that we include but we really try

[00:10:40] [SPEAKER_01]: to understand what are the characteristics of this person everything that's not in the job

[00:10:44] [SPEAKER_01]: description right what's the team like who are they going to work with what's the manager

[00:10:48] [SPEAKER_01]: like you know how do they approach the work as a team together because you know a lot of times

[00:10:54] [SPEAKER_01]: you get a team into the U.S. and they're trying to have like one person somewhere in Latin America

[00:10:59] [SPEAKER_01]: and you have to think about like well how is that going to work now okay Latin America is

[00:11:04] [SPEAKER_01]: pretty close to the U.S. in time zones but you know somebody the other side of the world

[00:11:08] [SPEAKER_01]: let's say that they're in Poland you know might not want to stay up if you're like

[00:11:14] [SPEAKER_01]: in Seattle they might not want to stay up so late to have meetings with you I mean just little

[00:11:19] [SPEAKER_01]: things like this we try to understand you know what is your team like and how how is someone from

[00:11:27] [SPEAKER_01]: another part of the world I mean of course we live in a global village and it's all kind

[00:11:31] [SPEAKER_01]: of melting together but how's it going to work with somebody on the other side of the world

[00:11:34] [SPEAKER_01]: how they're going to fit into the team and what is your well we call it an employer value

[00:11:39] [SPEAKER_01]: proposition and basically what that means just like a value proposition when you're trying to

[00:11:43] [SPEAKER_01]: sell something it's like you know really simply why would anybody want to work here and these are

[00:11:50] [SPEAKER_01]: the things that we try to extract you can write them down yourself when you're when you're when

[00:11:55] [SPEAKER_01]: you're thinking about doing this if you're hiring or you can get somebody to ask those questions

[00:11:59] [SPEAKER_01]: for you that's fine but you really want you really want to get down to that you know why

[00:12:05] [SPEAKER_01]: would why would anybody want to work here using this and then going out having conversations

[00:12:11] [SPEAKER_01]: with people that are really a close fit to what you're looking for how do you filter that down

[00:12:16] [SPEAKER_01]: just kind of answer the second part of your question well the answer is it depends if you

[00:12:22] [SPEAKER_01]: are you know linkedin is great as a place to start you can start on linkedin most recruiters

[00:12:28] [SPEAKER_01]: they start on linkedin doesn't matter if they work in your office or if you pay the money

[00:12:32] [SPEAKER_01]: they're starting on linkedin uh you know if they're focused on the us or western europe but

[00:12:37] [SPEAKER_01]: are still countries where when we look on linkedin we see really high representation of

[00:12:46] [SPEAKER_01]: technology talents or maybe an msp okay that's probably fine but if you are trying to hire for

[00:12:52] [SPEAKER_01]: other roles let's say you were trying to build uh you know your back office finance you're

[00:12:59] [SPEAKER_01]: trying to do finance billing accounting things like this you might not find those on on

[00:13:05] [SPEAKER_01]: linkedin and then you've got to dig a little bit deeper where does talent live online in those

[00:13:12] [SPEAKER_01]: countries and there's a there's a great resource it's a free resource uh it's called the

[00:13:18] [SPEAKER_01]: recruiting brain food big list of places to post jobs you can just look it up you can

[00:13:24] [SPEAKER_01]: probably also ask perplexity uh but you know the recruiting brain food big list of places to

[00:13:30] [SPEAKER_01]: post jobs seven eight hundred now don't post jobs there remember we had that rule don't post

[00:13:36] [SPEAKER_01]: jobs but you'll find the ability in most local job sites all over the world uh to have a database

[00:13:44] [SPEAKER_01]: of resumes or they're often called cvs outside of the united states and you can you can

[00:13:50] [SPEAKER_01]: usually get in there and search and it'll kind of be like linkedin but kind of not

[00:13:55] [SPEAKER_01]: uh you know and they're they all look a little bit different but you can get in there

[00:13:59] [SPEAKER_01]: and they all have some kind of paid access uh that you can get in and do that and just do

[00:14:05] [SPEAKER_01]: whatever your filtering is of course based on you know the typical bully and search criteria

[00:14:10] [SPEAKER_01]: right so if this not that end is uh but when you get there you can end up with a list

[00:14:16] [SPEAKER_01]: just like you would if you were trying to sell uh to a customer right we think about

[00:14:21] [SPEAKER_01]: you know what is who's our what's our buyer persona what's our icp you know who can we

[00:14:26] [SPEAKER_01]: sell stuff to who's the buyer within the organization so same kind of thing with

[00:14:31] [SPEAKER_01]: recruitment right so who who can we sell this job to uh you know where where are they what

[00:14:36] [SPEAKER_01]: do they care about and how are we going to uh how are we going to convince them uh to

[00:14:42] [SPEAKER_01]: to come on board to join us and well you know then then there's there's more that happens

[00:14:47] [SPEAKER_01]: if you start talking to somebody right then you have to think about i think i answered

[00:14:50] [SPEAKER_00]: your question today answer your question dave you did and i you brought something up that i'm

[00:14:54] [SPEAKER_00]: curious about particularly because i want to get listeners gears thinking on this you know

[00:14:59] [SPEAKER_00]: where are those regions or markets that you think have really interesting untapped talent

[00:15:05] [SPEAKER_00]: you know that is is sort of unique and different we oftentimes default to several thoughts on

[00:15:11] [SPEAKER_00]: this immediately people will go oh india or the philippines or they'll go you know maybe

[00:15:16] [SPEAKER_00]: we can go to europe but where do you identify kind of interesting markets that are potentially

[00:15:23] [SPEAKER_01]: less mined or thought of i think it's a really it's it happens really often this happens really

[00:15:33] [SPEAKER_01]: often uh there are preconceptions about where talent comes from so uh i i used to live in

[00:15:41] [SPEAKER_01]: ukraine in in kiev before the war started and i would have friends call me i'm from

[00:15:47] [SPEAKER_01]: california right so friends would call me from california and you know to say hey uh

[00:15:51] [SPEAKER_01]: help us find some engineers in in ukraine because you know engineers come from eastern europe which

[00:15:57] [SPEAKER_01]: is not exactly true but you know this is a perfect example or call centers come from

[00:16:02] [SPEAKER_01]: the philippines right or you know all other outsourcing is in india um which is okay you

[00:16:10] [SPEAKER_01]: can you can take that approach but there are other locations in the world where you may not

[00:16:18] [SPEAKER_01]: competing with some of the world's largest companies for talent right if you go to india

[00:16:24] [SPEAKER_01]: you're going to compete with the same companies that you do in the u.s. uh for the same talent

[00:16:30] [SPEAKER_01]: and you know that's why in india now uh people are having a 50 or 100 percent increase

[00:16:36] [SPEAKER_01]: when they change their job imagine if you know you were you're you're on 10 grand a month

[00:16:40] [SPEAKER_01]: in the u.s. and you go to your next job and you have the same job title and the same

[00:16:44] [SPEAKER_01]: is

[00:16:47] [SPEAKER_01]: it's a crazy talent market there don't recommend it for any small business that's for sure

[00:16:53] [SPEAKER_01]: uh so where where do we recommend well the answer is it depends we like to drill down into

[00:17:04] [SPEAKER_01]: the responsibilities of a role and understand you know what is the what is the tech stack

[00:17:10] [SPEAKER_01]: what are the core competencies what kind of communication style what kind of management

[00:17:15] [SPEAKER_01]: style um you know but that being said there are some places where companies are gravity

[00:17:20] [SPEAKER_01]: gravitating to now which are not um which are not which are not india and the philippines

[00:17:26] [SPEAKER_01]: you know latin america has been one but look uh latin america the prices are are

[00:17:33] [SPEAKER_01]: is less than the u.s if you're in the u.s it's still a deal if you're in spain it's

[00:17:38] [SPEAKER_01]: 20 discount it's like not compelling anymore when we talk to companies in spain and they think

[00:17:44] [SPEAKER_01]: about hiring in latin america because you know in many countries in latin america people speak

[00:17:49] [SPEAKER_01]: spanish uh they're surprised that the american companies have saturated the markets and have

[00:17:57] [SPEAKER_01]: driven up the cost so um you know argentina is still an opportunity as long as there is

[00:18:04] [SPEAKER_01]: kind of a currency risk right so if you don't know what's going on in argentina

[00:18:10] [SPEAKER_01]: look it up on the internet but in any case still an opportunity for hiring in argentina although

[00:18:17] [SPEAKER_01]: there is quite a bit of competition and you know fortune 500 companies are there

[00:18:24] [SPEAKER_01]: uh if you would ask me this this question and you were in in europe and if you're in the

[00:18:31] [SPEAKER_01]: rest you're willing to deal with time zone differences the answer is is is africa as a

[00:18:38] [SPEAKER_01]: continent the answer is in africa as a continent it's obviously africa is not a country just like

[00:18:43] [SPEAKER_01]: europe is not a country uh but the answer lies in africa the continent uh now depending on what

[00:18:50] [SPEAKER_01]: your needs are depending on what it is that you want to do what it is that you're looking

[00:18:56] [SPEAKER_01]: what kind of skill set that you're looking to bring into the company

[00:19:01] [SPEAKER_01]: would actually depend on you know where we might go in uh on the african continent to

[00:19:09] [SPEAKER_01]: source talent and you know not everywhere will be the not everywhere will be the answer right so

[00:19:17] [SPEAKER_01]: not everywhere will look depending on what you need you might need to look at another there's

[00:19:23] [SPEAKER_01]: another set of countries where people are going to now uh one of them is albania so they're

[00:19:28] [SPEAKER_01]: basically eastern europe well those are the balkan kind of by the way in this in this job

[00:19:33] [SPEAKER_01]: that i have you have to be really good at geography uh so if you if you kind of look

[00:19:39] [SPEAKER_01]: over to east and go down in in europe uh you know companies companies are uh are inquiring a

[00:19:46] [SPEAKER_01]: a lot about albanian uh that's a pretty small country so this is not a place where you could

[00:19:54] [SPEAKER_01]: go and and hire a thousand people uh i mean you could but at some point you're going to

[00:20:00] [SPEAKER_01]: you're going to feel some resistance in the market uh we also we also have some companies

[00:20:07] [SPEAKER_01]: that are asking quite a lot about georgia in terms of tech talent uh and these are all places

[00:20:14] [SPEAKER_01]: where you know there's there's kind of um a grain of political risk with your cost savings right so

[00:20:23] [SPEAKER_01]: you kind of have to figure out how strong of a cocktail that you want to make for yourself

[00:20:28] [SPEAKER_01]: when you do this um and results may vary results may vary uh but these are some of

[00:20:36] [SPEAKER_01]: of the places right so you know georgia was one that people were uh asking quite quite a

[00:20:41] [SPEAKER_01]: bit about again not a very big country albania is you know another alternative but if we talk

[00:20:47] [SPEAKER_01]: about uh population and scalability uh then then we then we always have to look uh you

[00:20:55] [SPEAKER_01]: know to africa right now many companies are building out of all the outsourcing companies

[00:21:03] [SPEAKER_01]: in at least in europe they've all started to build out uh operations in egypt a lot of

[00:21:10] [SPEAKER_01]: people in egypt's dollar is okay uh and and this is an area that is no longer a secret

[00:21:18] [SPEAKER_01]: if you're in the u.s it's you know it's a little bit tough it's not like in the philippines

[00:21:22] [SPEAKER_01]: people you know three million people in the philippines working overnight right three million

[00:21:27] [SPEAKER_01]: people doing the night shift uh you know for american companies in the philippines that is

[00:21:34] [SPEAKER_01]: not a thing in most other countries so if you go uh to poland you get egypt say hey stay up all

[00:21:42] [SPEAKER_01]: night for what no uh particularly when there's opportunities locally right if you come into a

[00:21:48] [SPEAKER_01]: market as a as an employer from abroad and you say we're going to do all the things we're

[00:21:53] [SPEAKER_01]: gonna you know we're going to meet the the the local expectations in terms of compensation

[00:21:59] [SPEAKER_01]: in terms of benefits we're going to open an entity or we're going to use a third party

[00:22:03] [SPEAKER_01]: to employ people so that everything is we basically have parity when an employee as a candidate for

[00:22:10] [SPEAKER_01]: your company is comparing a job offer from a local company and from your company there you

[00:22:15] [SPEAKER_01]: know if they're the same but yours they have to stay up overnight for you know this is this

[00:22:22] [SPEAKER_01]: is not it's not so compelling in other parts of world so just something to think about that's

[00:22:28] [SPEAKER_01]: the challenge for many companies that we talk to in in the u.s right if you're an american

[00:22:32] [SPEAKER_01]: company and you're thinking about how do i do this and the answer is well in particular if

[00:22:36] [SPEAKER_01]: you're trying to have this 24 7 coverage for your customers you know asking people to stay up

[00:22:43] [SPEAKER_01]: at night in another part of the world might not be great but if we look to uh if we look

[00:22:48] [SPEAKER_01]: abroad for what might be a second or a third shift if we talk about u.s time zones then

[00:22:56] [SPEAKER_01]: there starts to be an opportunity because then people can work during their regular business

[00:23:00] [SPEAKER_01]: which for the u.s happens to be in the middle of the night jonathan romney is one of the world's

[00:23:05] [SPEAKER_00]: foremost experts on global talent management and the future of work he's author of winning the

[00:23:10] [SPEAKER_00]: global talent war how to find the world's best employees and thrive in a competitive world

[00:23:15] [SPEAKER_00]: jonathan is the founder of londi a global talent firm specializing in innovative strategies

[00:23:20] [SPEAKER_00]: for attracting retaining and developing top talent across borders jonathan people are

[00:23:25] [SPEAKER_00]: interested in getting in touch what are the best way to get some resources or reach out

[00:23:29] [SPEAKER_01]: well the the first thing you can do right buy the book yeah that's on amazon so that's one

[00:23:34] [SPEAKER_01]: that's one option uh the least expensive way of engaging but uh rah if you want to reach out

[00:23:42] [SPEAKER_01]: we are on the web at hello londi.com that's hello just like hello and londi like the

[00:23:47] [SPEAKER_01]: french word for monday l-u-n-d-i dot com jonathan thanks for joining me today this

[00:23:53] [SPEAKER_00]: is gonna be great thanks dave

[00:23:57] [SPEAKER_00]: looking to reach an audience of thousands of msp's and it service providers put your ad right here

[00:24:04] [SPEAKER_00]: on the business of tech and be on the show that 64 percent of msp's report having listened

[00:24:09] [SPEAKER_00]: to a recurring top 50 tech news podcast there are affordable options for you to reach our

[00:24:16] [SPEAKER_00]: audience and we can support any budget podcast listeners are more engaged have a higher level

[00:24:22] [SPEAKER_00]: of brand retention and are more willing to listen to ads here than any other avenues

[00:24:29] [SPEAKER_00]: want to know more there's information at mspradio.com slash engage including a button

[00:24:36] [SPEAKER_00]: to book a time to talk i'm looking forward to that discussion

[00:24:42] [SPEAKER_00]: the business of tech is written and produced by me dave sobel under ethics guidelines

[00:24:47] [SPEAKER_00]: posted at business of dot tech if you like the content please make sure to hit that like button

[00:24:53] [SPEAKER_00]: and follow or subscribe it's free and easy and the best way to support the show

[00:24:58] [SPEAKER_00]: and help us grow you can also check out our patreon where you can join the business of

[00:25:03] [SPEAKER_00]: tech community at patreon.com slash msp radio or buy our why do we care merch at business of

[00:25:11] [SPEAKER_00]: tech finally if you're interested in advertising on the show visit msp radio.com slash engage

[00:25:19] [SPEAKER_00]: once again thanks for listening to me and i will talk to you again

[00:25:23] [SPEAKER_00]: on our next episode of the business of tech part of the msp radio network