763 Solving MSP Hiring Woes with Chris Keith

[Uncle Marv]
Hello friends, Uncle Marv here with another episode of the IT Business Podcast, the show for IT professionals and managed service providers, where we help you run your business better, smarter, and faster. Well, folks, I have a very interesting topic today. I know that there are many of us that have hiring issues from time to time, and people talk about not being able to find good help.

So I think I have someone here that is going to help us with that. He has been on the show before, but he was with another company. So he's back now to talk about where he is now.

And that is Chris Keith. Chris, how are you?

[Chris Keith]
Marv, I am fantastic. Happy, happy Monday to you. Hope you had a great weekend.

Thanks for having me on again here.

[Uncle Marv]
Well, thanks for coming back and let me do this publicly. And I did it privately, but I want to do it publicly and let people know that Chris reached out to me a year ago to be on the show.

[Chris Keith]
You're a busy man.

[Uncle Marv]
And I said, yeah, I'll get back to you right after this. And this turned out to be this year. So I want to apologize for taking so long to get you on.

Listen, the channel is busy, man. And you yourself had just gone through a change. For people that do remember when you were on the show, you were with another company, Zorus, the last time.

Yes, sir.

[Chris Keith]
Yes, sir, I was. So that was actually my introduction to the channel specifically was at Zorus. And had a ton of success over there.

They are continuing to scale extremely nicely. Like Brett and the team is doing a fantastic job. I came in with Ian.

We had a ton of fun, rebuilt a lot of things. We were able to grow the business pretty substantially. Raised like a bunch of venture capital funds, too.

And just were able to put the business in a great spot. I think what I'm really grateful for was the introduction, getting to know the ins and the outs of the channel specifically. My background, I had started a couple other businesses.

Ian and I actually knew each other from Denver. And I had worked with other small to medium-sized businesses. So I worked a lot with the channels, like their end customers.

But I hadn't worked specifically with IT people before. So great product. I was able to know a lot of the people.

I mean, you know, we'd spend a ton of time on the roads. Whether it was speaking engagements or hanging out at the bar where the real deals get done after the actual events. It's been awesome.

And I'm so happy to be back officially. And actually, this timing works out great. Because I've been down and operating in kind of growth and foundational expand mode.

So it's good to be back here with you now.

[Uncle Marv]
All right. So let's do this. Let's lay the groundwork for what we're going to talk about.

And then I want to circle back to some of your other gigs here. So this is a company that you actually founded. And Hire XE.

Did I say it right? Yes, sir. And specifically designed to address the access problem in talent acquisition.

So I want to ask this question and then we're going to double back. Dude, what made you think you could build a company from scratch to do this?

[Chris Keith]
Yeah. So great question. My background is entrepreneurial.

So I started my career in sales way back when, over a decade ago. And I built teams and we were doing some enterprise sales type stuff, too. So I ended up landing like AWS was a big client of mine.

But I realized pretty quickly, if you built teams and you brought the right people on to do the right roles, then you train them properly. You could do other things while the team continued to grow and expand and did everything there. So I started a couple other companies while I had that full-time job.

One of them was actually a digital advertising firm. If you don't keep in mind, this was like 2015. And this is when Google ads and Facebook ads, stuff like that, were new.

So I kind of saw really quickly, man, if you just show people what return on investment is and what specific creatives are doing well, that blew people's minds. So that was just an interesting time. But I've always had the entrepreneurial bug.

So when Ian and I transferred over to Zorus, it was always like, okay, let's rebuild this. But they knew, and the long-term plan was always me starting off and building from the ground up again because that's what I enjoy doing.

[Uncle Marv]
All right. So that was a good break there.

[Chris Keith]
Absolutely. Now, one thing, and frankly, a problem that I had at all of my prior companies was the hiring aspect. Now, we scaled Zorus from when we started, there was about four people.

And when I left, we were just shy of 40. And I was responsible for the majority of hiring those folks. And whether it was at Zorus or prior companies, I tell people a couple of things.

Number one, I mean, anyone who's had to hire, anyone who has their own business or has had to hire in the past, it very quickly becomes a full-time job because it's just unnecessarily clunky. We would put up at Zorus, it was a high-flying, we were a cybersecurity company. We had just raised money.

So when we put up jobs, I'd be drowned with applications. We'd get hundreds to thousands of applications within 72 hours. Then I'd have to go through all of those.

Then you'd have to actually host the interviews. And it very quickly became a full-time job. So I just, I had this idea.

I was like, there has to be a better way. I'm just, by nature, I'm really passionate about people. And I think that, you know, I'm a really big believer.

Like, I think fulfillment comes from solving hard problems with people that you care about, that has a net impact, like positive impact on society at large. So I was like, man, if we could figure out this hiring thing, I think that would be good. So that led us to where we are now.

[Uncle Marv]
All right. So here's my question, though. Dealing with the hiring and firing of people, that's usually an HR problem and usually not the founder's problem.

And some of these other companies, I mean, some of them aren't even tech-related. I mean, one company was, it was a hanger company.

[Chris Keith]
That's exactly right. So it's funny that you bring up the hanger company. So that one was actually called RedrO.

It was order spelled backwards because life can be chaotic, Marv, but your closet shouldn't be. That's where that one came from. So RedrO was actually a really interesting case study.

So I'm also a big believer in markets that are bigger than you think. And I, because I have the digital advertising background, I also, I don't know, I care about what my closet looks like. So I would always try to get hangers that matched.

And long story short, I couldn't find any on Amazon. I was like, I'm probably not the only person that thinks this way. I know that this sounds crazy, but let's give it a try.

[Uncle Marv]
Okay, but hang on, hang on. I mean, because here's the thing. My wife's going to laugh at me because I'm going to make her listen to this because I'm a matching hanger guy as well.

Actually, to the point, I had color codes. I'll just tell everybody how much of a geek I was. I did have color-coded hangers and we went through this thing where we actually purchased the Joy Mangano hangers from HSN.

[Chris Keith]
We have way more in common than I thought. This is incredible. I'll ship you a couple extra hangers here.

You'll have to let me know what you think. They're really nice. They're mahogany, black felt tips.

Nice.

[Uncle Marv]
All right. Sorry to take you down a hole there.

[Chris Keith]
No problem. I was like, hey, I don't think I'm the only person that has this preference. You just frankly proved that I was correct.

I put together this digital ad. Keep in mind, and this is what I always tell people too when they're, oh, I think I want to start a business or I want to give this a try. I always tell people, test.

Test things out. There are no rules. You can do anything.

I made this ad and I put together this really nice 3D model of what a beautiful hanger would look like. I created a website. I didn't have any sort of manufacturing.

The hanger didn't actually exist, but I had a little PayPal link and you could check out. I pushed some ads there. Marv, it was crazy.

I want to say I spent $100 on ads. I made almost $25,000 or $3,000 on selling these hangers that I didn't even have manufactured. Pretty quickly.

I've run a lot of these tests in the past and I've never seen something like that convert as quickly as it did. Relatively quickly, I was like, oh, wow, I'm on to something. Sure enough, went through, got manufacturing set up overseas, set up a distribution or a fulfillment center in Colorado.

I was living in Colorado at the time and we were off to the races. Now, timing really does matter. I got extremely lucky.

I did all this right before COVID hit. You know what happened during COVID. People were stuck at home.

They were organizing a bunch of things and they had extra money because the government had just sent the checks out. I sold a lot of hangers in the year 2020. Nice.

[Uncle Marv]
I mean, so you've got this entrepreneurial spirit and it's all great. You come over into the channel with Zorus and then you find this issue that, I mean, frankly, it's not just our issue in tech, but we seem to complain about it a lot. Yes, there has to be a better way, but you actually come at it from the standpoint of not only can you help people find talent faster, you can also help us find, I want to say cheaper talent.

That's not the right word, is it?

[Chris Keith]
It's extremely, extremely cost-effective talent, Marv. Okay. Yep.

But also back to the prior businesses, right? What I learned quickly, because those first two companies I bootstrapped, and working with MSPs, working with any small to medium-sized business, people pay attention to the P&L, right? Because there's not tons of funny money that's just floating around out there.

So if you can find really good quality people at a good price point, that's just going to be beneficial. So I had actually worked this into all the other businesses that I started in the past. So I tell people I was doing outsourcing.

I was working with overseas teams way before 2020.

[Uncle Marv]
Okay.

[Chris Keith]
It's been cool. So that's ranged in 10 different countries at nine different projects, ranging from the Philippines for virtual assistants, building software products in Eastern Europe, go-to-market teams down in South America. And what I've been able to find is the highest quality for the best price point in the world over in South Africa.

So we can talk a little bit more about that. I'm hoping you'll let me talk a little bit more about that.

[Uncle Marv]
Well, we can, but I just want to clarify a couple of things because I think most people listening to this are thinking, oh, it's just another outsourced help desk because that's what we've grown accustomed to. Now I do know a few MSPs actually tried to build their own team overseas, whether it was Thailand or whatever it is. There's a couple of places over there that people were looking.

We all know about India with their help desk had not heard of South Africa, but I know MSPs were trying to do this on their own because they heard, oh, we can have employees for a lot less. But as far as I know, most of them didn't last or didn't even get off the ground. So what made you think that, yeah, not only can I make this happen, but it's going to stick and it's going to be something that I can, you know, promote out in our community.

[Chris Keith]
Yeah, yeah, certainly. So it's, it's funny, Marv, the genesis of this business and frankly, I'm still working in this direction. It just like, like with anything else, it just takes a little bit longer or you have to listen to the market and pivot and adjust accordingly.

So the, my main, the main problem that I want to solve. And frankly, what, what I just like, I couldn't like, I really want to solve like figure out because it'll just have a huge net positive or net positive impact on society is what's so tough about the hiring process is there's a lot of what used to be completely unstructured data about people's personalities. What we can now capture like with AI machine learning and like these large models is take what used to be unstructured data, structure it, and then like do a little, like a smarter matching system on the backend at scale, which we, which we previously couldn't, couldn't do.

Like we were, we were good at saying, okay, like ATS is, for instance, could say, okay, this person they've been in the, they've been in the professional world for three years. They've worked with ConnectWise and Datto, but you couldn't actually see like, are they dynamic when they're presenting on a phone call? You know, are they engaging that sort of a thing?

We're working in that direction. So that is the Genesis or that's what we're building long-term. Now, short-term, you know, Marvin, over the past 18, 18 months or so, I'm explaining this, this big marketplace, this, this, this matching solution that I'm building for folks.

And if I had the conversation with one MSP owner, I had it with 250 of them and it all essentially came to, cause I'm excited. I get on these calls with these guys and gals and they're like, okay, Chris, yeah. If you can solve the hiring problem for everyone in the world, like no kidding, that would make us really happy, but here's what we need right now.

We need, we really need three things. We need number one, people who are familiar with the space cause you and I both know more like IT is different than the channel and the channel people, the software is different, the velocity at which you're getting tickets and stuff like that. It's just, it's faster pace.

So we need people that are familiar with the channel specifically. Number two, they got to have that it factor. And I say it, and you know, we're, we're, for the audio listeners, I'm chuckling over the, over video here, but it means not only do they have the IT chops, but you have to have that it quality too.

Cause oftentimes when you're getting on the phone with your customers, you have to be warm, you have to be inviting, and then you have to be knowledgeable too. So that, you know, you need that it quality. And then number three is man, if people check box number one and two, they're astronomically priced here in the U S because they're good.

They know it. And they, you know, oftentimes it's just, it's tough to afford. So again, like I mentioned, working with all those people all over the, all over the world and knowing the quality of people that existed in South Africa, eventually it got to the point where I have a solution.

Would you be interested in this? They took a look at some of the people they interviewed and I got a lot of wow moments and we started to pick up substantial steam after that.

[Uncle Marv]
All right. So the first thought is how many tech people are there really in South Africa?

[Chris Keith]
So I can, that's a really good question. And one that I can't, I can't specifically answer, but I can, I can tell you this. There are 60 million people in South Africa.

So it's bigger than you think. Take a guess at what unemployment rate is.

[Uncle Marv]
Well, I'm going to, I'm going to guess what Florida's is right now. 3.3%. 10 X that.

[Chris Keith]
What 30% South Africa is over 32% unemployment rate. Now, now what's interesting is there's, it's actually a relative, it's a sophisticated workforce that's over there. And they have a ton of people that are looking for high quality of jobs that are going to be consistent and are fully remote.

So I can tell you this, we in December, we build up these diamond, we, we call them our diamond lists of folks. And those are the people that essentially we get on average like 15 to 20,000 people that are applying for our roles on a monthly basis. And then we have a really, really strict vetting process in, in December, we added 20 people to that diamond list in January.

We actually, we added about 65 of them. So I know that there's, there's certainly thousands and we already have a couple hundred of them that are ready to go for the, for the right role at the right time with the right company right now.

[Uncle Marv]
All right. So let's now talk about specifically, what are the roles that we're talking about? Are we talking about VA type level?

Are we talking technician help desk level? Are we talking management level?

[Chris Keith]
So that, that again, depends on what folks are looking for. Generally where folks start is they start with just like an L1 or an L2 tech cause that's, that's the easiest. So people dip their toe in the water there.

I can just give you like a specific use case. We had like a warm lead come in. It was actually a referral for one of our current partners.

And they said, Hey, you know, I'm looking for an L1 tech. And I tell people just be as specific as possible as you can be. Then we'll give you the best data or like better data out.

So here's the amount of years of experience. Here's what our tech stack looks like. Again, you know, it was Datto, ConnectWise, like et cetera.

So we standardized on all that. And we actually, we gave them answers. The request came in on a Sunday, Monday morning by 9am Eastern time.

I had sent three people that fit the bill. They couldn't believe it responded by 11am. And they had the interviews on Tuesday.

They made an offer on Wednesday and the person started that following Thursday, actually. So happens pretty quickly. Now what's also interesting or what we've seen with a couple of our other partners, Marvis, they'll, they'll start off with just like one of these the help desk techs to start.

And then they'll add a couple more or they'll do other sorts of roles. So we just had one of my partners, they, you know, the, the help, the, the, the L1 tech is doing such a great job. This guy actually wanted a chief of staff because he wanted to work like on his business more than just in his business.

And this chief of staff is like, think of it as like a really high end VA. So she's working on the coordination there. We actually just had someone that is in the process of hiring like a, a service coordinator.

So this person is handling the coordination between like the texts that have to go out to the field, assigning, she's really sophisticated. She's assigning like which tickets need to go to which different texts, depending on their level of complexity and stuff like that. So we're able to, you know, depending on what people are looking for, there's a, there's a deep bench of, of what people can do both technically or non-technically.

[Uncle Marv]
And we should probably clarify that these are full-time people that work for you. This isn't something where you're, you know, subletting, you know, a person who's working part-time for somebody else, right?

[Chris Keith]
That's exactly right. So, so that's the model. Frankly, like we, we've tried, like, you know, business one-on-one, you try different things and you see what works and what doesn't the full-time employee or that model certainly works the best just because you're going to get people's full attention, right?

And again, like there's nuance, tech stacks are different. It just, it just makes sense. We have people standardized and work in East coast time as well.

So that's all there. And then, yes, I, I am actually the full-blown employer for all the employees over there. And they act just like as an extension of whatever organization is employing them.

So they're on the internal Microsoft Teams comms. They have like an internal email address, et cetera. But I am handling all of the actual, like, like the actual, the payment processing as well as being their EOR.

What I will also say, and we've learned this too is there's some tricky employment laws over in South Africa that are different than the U S. So I have labor lawyers on staff. We take care of all the contracts and everything, everything like that.

So that just, you know, you can worry about everything here and don't have to worry about that.

[Uncle Marv]
All right. So we, we, we work everything through you. So what happens if we, you know, six months down the road, man, this isn't working out.

Is that something where we call you and say, Hey, look, how do we do this? Or do we treat them like they're an employee and once from hire to fire, there are responsibility.

[Chris Keith]
Yep. So that's a huge part of the value add that we bring there too. So just because we are so familiar with MSPs you know, we, we help with the onboarding process, like the first, you know, six weeks or so is really, really crucial.

So we have best practices that, you know, I've implemented and that we've looked at all the different people that we've brought on board. So that onboarding is crucial. And then there's, we have, you know, check-ins and really that velocity is up to whatever the MSP partner is looking for.

It can be as frequent as a week. It could be quarterly. It could be monthly, whatever people want now on the other side.

Cause look, sometimes things don't work out businesses, you know, priority shift, et cetera, et cetera. Everything is month to month. I'm a big believer in, you know, solving real problems for businesses.

And then I also believe in like building a product that I would want to use for myself as a business too. So just like everything in the channel, month to month contracts are really, really nice. We're not locking anyone in for long-term, you know, deals or periods of time.

You do just have to give me a 30 day heads up because there's some, some, you know, T's that we have to cross and some I's that we have to dot on, on our side, but 30 day heads up. And then we can look at going in other directions, if that's what makes sense too.

[Uncle Marv]
All right. So that sounds pretty nice. Month to month something you don't hear much in our channel anymore.

[Chris Keith]
It's important though, isn't it?

[Uncle Marv]
It is. It's huge. But let me ask this.

There's got to be from the other person, you know, other side, these employees. So maybe we do hire them and you know, a year or two down the road, I'm sure that they've got some growth. They want to, you know, expand, they want to get promoted and stuff like that.

Is that still something that we need to take care of in house or do we work with you on that as well to the point where, yeah, we may have hired them for level one and a year later they feel like they've expanded beyond that. We still only need them for, you know, level one. Is that something where they go back to you and, you know, get promoted by going to another company or how does that work?

[Chris Keith]
Yeah. So we take these very much on a, on a case by case basis. Our initial thought is always going to be let's do everything that we can to put the person or put the resource in a position to be successful at your company for where you need them.

So, you know, if they're, if they are doing a great job and there's an opportunity for promotion, that's absolutely something that we want to do. And then we pass through all of those sorts of things. So we'll just be fully transparent on, okay, if you want to give them X amount of a raise, we push that right there.

I think that that's, that's really important for both sides. If there is a point where, you know, one person wants to, you know, move to a different sort of a role and it doesn't make sense at the company, you know, we just, we facilitate like open and honest transparent conversations there too. So generally, you know, like both sides kind of understand where the other's coming from.

But again, what's nice about this particular solution is we have an active bullpen of people that can, you know, fill a role that you need, whether it's a new role or an entry level or more experience. So rather than like you as a company, if you had to, you know, if the person, let's just say that you weren't working with someone like me and the person just up and left, then you're kind of scrambling, you're down one person. You have to, you know, make that hire as soon as possible.

We know that this, this, you know, transition is going to happen. We're going to have a handful of people ready for you to interview. And we're going to like make that handoff, that transition really, really smooth, which is also just nice for you to know as a business owner.

[Uncle Marv]
Well, yeah, definitely. Cause lots of us get stuck in that, that paranoia of, Oh, we're losing them. How do we replace them?

So knowing that there's a pool of people right behind that would be great. So let me ask this. I know that, you know, you're, I'm still going to say in the startup phase, right?

It's, it's still early on. Do you have a long-term vision yet for this?

[Chris Keith]
Yeah. Oh, great question. Thank you.

So I am. Yeah, I actually, I, I just had a full stack developer start today. I've been working with, with him on a, on a project basis.

But we're really leaning into building out the platform at large. So realistically right now, there's still like a lot of the, the matching that we're doing and a lot of the vetting that we're doing behind the scenes is still done relatively manually. So, you know, we have like really good processes in place, but it's still done by my team.

We're in the process of building out that software aspect, which is going to bring all that to life. There's really a couple of phases of this. The first phase is going to be making it extremely easy for overseas talent to put together.

We're almost calling it like a dynamic resume or a career highlight reel that has, you know, a couple of video interview questions and answers. It's going to have, you know, like the bullet point highlights of, Hey, these, this is, this is like the most impactful things that this person has done. And then calling out the different technologies, how long they've been in the industry, all that sort of stuff.

So we're going to package that up and make it really nice for, you know, hiring managers to see, but also just give, you know, overseas folks like a nice standard resume. Hey, this is what people are looking for. If you're applying for international jobs, if you want to do that through HIREXE, great.

If you want to, you know, just use that to apply for jobs or wherever that's fine too. So that's kind of phase one. And then phase two, of course, is actually starting to put together like a, like a smart matching type of system.

So rather than having to do everything manually, we're going to start to do some best fit matching type stuff behind the scenes. And that's when this starts to get extremely, extremely fun. And it just gives both sides a little bit more flexibility.

So rather than, you know, you having to work directly with one of my team members that will, you'll have access to the platform form and you'll be able to do everything that way.

[Uncle Marv]
All right. So it sounds like there's a ton of AI in there. So I understand it from the automation standpoint, but from the matching and selection standpoint, how much is, you know, how much AI is in there or how much of it still comes down to a human being able to, you know, have that gut feeling about this person is going to be a good match for this company.

[Chris Keith]
Yeah, I think, I think it's, it's going to be both for the foreseeable future, especially with something as, as like a deeply personal Marv is, is a hiring decision. So what we're going to continue to do is leverage technology to help people put themselves in a position to be successful. But at the end of the day, I'm always going to recommend that you interview people and make that call yourself before, before you, you make the full-time hire.

So I think like with all technological revolutions, right? At first people are, there's a, there's a little bit of a, it's a fear of the unknown and, Oh, is the job market going to look different? And, Oh, is this technology going to take our jobs?

I think with, with AI, at least for the next 10 years or so, whoever can collaborate and leverage tools the right way with, with people and technology, those are the folks that are going to be the most effective. So that's exactly what we're looking to do with, with our platform.

[Uncle Marv]
All right. So I also imagine that this, this can't stay just simply within our space forever. So thoughts about expanding this out to other industries?

I mean, 60 million people with a 30% unemployment rate, there's, not everyone wants to be in tech. So I'm assuming there's, there's other opportunities there.

[Chris Keith]
Certainly. Yeah. So, I mean, what's, what's nice about, you know, this particular like pro it's a big problem, right?

Like MSPs, the channel isn't the only people that have issues hiring. So the answer is, of course, at some point, yes, but I've also learned more of that. You have to focus, right?

Time is time is finite. And especially when you're in startup mode, you have to stay simple. You have to stay laser focused.

And what I found is when you stumble on something that works and you have a quality product, you have a, you have a strategy that is like truly, truly helping people. Before you try to be everything to everyone, just really iron out and focus and hone in, you know, being an expert in one area. So certainly for the foreseeable future you know, we're not, I'm not in the business of turning people away.

Right. But we are, we are laser focused and staying honed in on being the channel. And this will also say and rightfully so that the channel is full of like a bunch of super sharp people that are also business folks and like technologically savvy.

So if you can put together a business model that performs well here, you can perform in any market anywhere, right? Because it's, it's, it's a tough crowd. So if you do up here, you set yourself up, I think nicely for success.

[Uncle Marv]
That's definitely, definitely a tough space, a crowded industry and some platforms and stuff. So absolutely. Now, I didn't see you on the it nation pitch it a tour last year.

Is that possible in the future for this year?

[Chris Keith]
I think it most definitely is in the future. Anything is possible. Marv that's one of the words that I live by or the sayings that I live by.

So yep, absolutely. I'm, I'm actively going to be back on the, on the show circuit. I am very excited to see you again, the ones that make sense right on the road.

[Uncle Marv]
Absolutely. So let me ask a question as we, as we wrap up here that has nothing to do with higher XE you've got in your title that you have a role as a useful AI guy. Where did that come from?

[Chris Keith]
So here's the, here's the thing. I feel like you could watch, you could be in the depths of X in a really, you know, like niche area with like AI guys that have been working at Google, you know, deep mind since 2014, or you could be watching CNN news and Kramer's on there. And all that you hear is AI constantly from everyone at every place.

If you look at, you know, VC funding, there's AI startups that keep getting funded. One of the things that I enjoy and I think that everyone is looking for is, okay, I'm sick of just hearing the AI buzzwords. Like what is an actual AI system that is useful to me?

So one of the things that I really enjoy doing is just playing along with playing around with technology in my spare time. And one of the things that I want to start doing for folks is, you know, as well, number one, build in public. So as we find AI that, you know, is useful and we're leveraging internally sharing those solutions with folks, but then just personally to, you know, leveraging AI tools and just sharing that when I have them.

So like, for instance, I really enjoy listening to podcasts on the side, except, except ones that I do myself. Right. I think it's always strange when you hear yourself, but you do this a lot.

So I'm sure you, yeah, I don't listen to me either, but I found this, this, this tool it's called Snipd. Have you heard of SNIPD?

[Uncle Marv]
Yes, I have. Yeah.

[Chris Keith]
So, so SNIPD is fun number one, because I think when you listen to podcasts, oftentimes you hear stuff, but it's like, I don't have, I'm not like I'm walking around. I don't have a piece of pen and paper that I can write it down with. Well, SNIPD allows you to, you know, highlight an area and then it tells you the area that you highlighted and gives you a quick synopsis.

What it also then allows you to do is export those notes to notions. So what I'm in the process of being like, Hey, this is a really useful AI tool that helps you remember everything that you've listened to. So just stuff like that.

I think like, that's what people are looking for. Not the, not the buzzwords. AI is changing the world.

Like how do, how do we implement it into our day-to-day business or our lives?

[Uncle Marv]
Yeah. So I had looked at SNIPD a while back thinking that that would be my way to consume other content in kind of a cliff notes way. But it's, it's actually pretty targeted.

It's not, you know, it's not something where you can say, Hey, go check out that past that podcast and give me the top three points. That's, that's not what it's designed for.

[Chris Keith]
No, not yet anyway.

[Uncle Marv]
Yep. So, all right. So I want to make sure that we put the right links in the show notes here.

So the website is higher X E.com, but you actually have another site where our listeners should go to MSP channel jobs.com.

[Chris Keith]
Yes.

[Uncle Marv]
And when they go there, what should they expect to see?

[Chris Keith]
Yep. So as mentioned, like a targeted microsite that just explains exactly what it is that we do. It's really simple right now, but it just goes, you know, South African texts.

I actually give you a couple examples of folks that are there. You can click, you can look at resumes, you can watch their videos. So much of what I think like the wow moment for, for my product or like the killer talent that we have over in South Africa is like, see them, listen to them, hear them speak.

It's just really, really high quality, but don't, don't take my word for it. The proof is in the pudding and that's what we have there.

[Uncle Marv]
All right. So MSP channel jobs.com, go check them out. I'll of course have information for Keith in the show notes that you can follow him.

He said he's going to be out on the road. So we shall see. Do you have a place already set up of your first conference?

[Chris Keith]
The first one I'm going to is ASCII in New Jersey. I think, is it April? I want to say.

[Uncle Marv]
That sounds about right. Cause I'm going to be with them in March down here in Florida.

[Chris Keith]
I think it's April. Jesse's going to be so upset with me. I should be able to rattle that right off, but I think it's around that time.

[Uncle Marv]
It's all right. She listens. She'll, she'll send us an email and let us know.

So, all right, Chris. So thank you for being available. And again, sorry this took so long.

[Chris Keith]
No problem. Pleasure is always my friend. I'm looking forward to seeing you in person next time.

[Uncle Marv]
And we'll have you back soon. And if I see you out on the road, you'll have to come up and do something at the booth.

[Chris Keith]
Sounds good. Cheers.

[Uncle Marv]
All right, folks, that's going to do it for this episode of the IT Business Podcast. Make sure that you are subscribed at one of our pod catchers or on one of our social media platforms and go to the website, itbusinesspodcast.com, click follow and check out which one you want to follow. So look for Chris and on behalf of him, HIREXEC, I thank you all for listening.

We'll see you out there. Until next time. Holla!