Takeover Unfiltered

Brianna Rooney: Welcome to the talent

Taylor Bradley: Takeover. Unfiltered.

Brianna Rooney: Make sure you listen to the very end to get that broke to boss tip of the day. From today, it's from Hudson bra. Welcome

Brianna Rooney: To talent takeover

Taylor Bradley: Unfiltered.

Brianna Rooney: When it comes to working hard and keeping it real. We know our. Self-care happiness, inner peace and time. I'm Brianna Rooney. And this is Taylor Bradley. Hey y'all and we have thrived in chaos and turned it into in art form. So, Taylor, what are we doing here today?

Taylor Bradley: We're here to give you a raw under the hood view of all things recruiting and finally give credit where credit is due to a long underrated industry. That's full of quote unquote experts.

Brianna Rooney: All right, well then let's take this show to the road.

Brianna Rooney: Thank you so much. So welcome Hudson to our podcast.

Hudson Brock: Thanks for having me. It's sorry to

Brianna Rooney: Be here. Nice. Okay. So Hudson Brock have known each other. And if you are, you know, you tube subscribers of the millionaire recruiter. Thank you very much because you have seen Hudson on a few episodes. Uh, he's been great. He is a fellow feller fellow. I am a fell from T you're fellow from Tennessee.

Taylor Bradley: Hey feller.

Brianna Rooney: Thank you.

Hudson Brock: And a

Brianna Rooney: Fellow recruiter. Hey, you are a tech recruiter. Thank you very much. And you had just started your own agency. Is that

Hudson Brock: Right? I have yep. One year on March 31st. So woo, woo.

Taylor Bradley: Congratulations.

Hudson Brock: It's literally like a baby learning to walk. That that's what it feels like. I'm like watching it.

Brianna Rooney: You're watching speaking. If you also have a baby, right? Who spilled on your shirt earlier today? You can

Hudson Brock: See this. This was on the way. So drop them off to come here. Got coffee.

Brianna Rooney: No, just hit

Taylor Bradley: All that just makes them more relatable in 2022. It does.

Brianna Rooney: We're like we got two moms who were like, thank you, dad, for coming with them. Nasty shirt.

Taylor Bradley: Well, we're like over here talking about two moms, high wasted jeans. Like thank you. And then it's like, that's acceptable in the world. It is now

Hudson Brock: That I appreciate that.

Brianna Rooney: So talk doesn't about at that. All right. So talk to us about, first of all, what is the name of your agency?

Hudson Brock: Yes. So Ahire, I wanted to have something that would, uh, inspire that question. Okay. I'm glad you're asking. Allo is root word for other or different. Okay. And so there's a word allocentric, which is the opposite of egocentric.

Brianna Rooney: Get ego smart on me.

Hudson Brock: Go on. Ego-centric means self-centered acentric means other centered. And to me that's the heart of good hiring is being able to actually be other centered, understand the pain points of the candidate and the hiring manager recruiters kind of sit in that space.

Brianna Rooney: Oh, got it. How'd you come up with that? Nice

Hudson Brock: Running and listening to a podcast. I think it was called starting greatness. I don't really remember. Okay. And I heard that word and I was like, you know, you're going through company names, like literally what URL's available, how can I get a.com? Yeah. And that was available. So I was like, sweet. Let's run it.

Taylor Bradley: Did you have to Google what it meant? Oh yeah. okay. Did I feel better now? Cause I'm like syndrome. Okay. I

Hudson Brock: Did not come up with that. Yeah. That's

Taylor Bradley: The podcast.

Brianna Rooney: Hello? Higher. Love it. And you have been in business for how long?

Hudson Brock: A year and a week.

Brianna Rooney: Yeah. Woo. Cheers to you.

Taylor Bradley: Congratulations.

Brianna Rooney: Nice. So what we're here to talk about and I, I mean, I've been on podcasts just as, as you have as well. And they always go, so what could you have done differently? Mm-hmm you know, and I don't wanna hear that. We wanna hear the stuff that actually like, how hard is it? Because as you see, as everyone's like, oh, I'm a great recruiter. I'm gonna start a recruiting agency. Mm-hmm , that's that's easy. Hmm. How hard

Taylor Bradley: Is it? I wanna just add to, I think out of all of the jobs, you know, we all recruit for a lot of roles. Nobody goes out and it's like, I'm gonna start my own engineering firm. It's like, people go, they think recruiting's so easy. And that goes back to what we were talking about. I people can know how hard it is that they think, oh, I could just go out and start my own thing. And then they're like, oh, that's not what I thought it was. Yeah. So we wanna hear that. Like, what are the things that you anticipated and that it was the opposite or what are the things you didn't anticipate? And it was the opposite. Just give us the, the real, the real. Real spit. I

Hudson Brock: Like it. Okay. So I was lucky cause I was in a, a network Mary's group that you've heard of mm-hmm um, that was intended to help incubate and accelerate recruiters. So we had this theory that a lot of the best recruiters wanted to be independent either at a boutique agency or to start their own thing. Mm-hmm so like, how do we empower people to do that? Take away all the stuff recruiters don't like doing invoicing, admin, accounting, admin.

Taylor Bradley: Yep.

Hudson Brock: Yep. We want to be talking to people. Let's let people do that more. And so that allowed me to be very entrepreneurial for about three and a half years before really starting my own thing. Mm-hmm so I was commission only contractor trying to do full cycle almost from day one. So I had that, those reps of like the ups and downs, like yeah. Big

Brianna Rooney: Commission, highs, lows,

Hudson Brock: Roller, close, big commission week and then like nothing for a month. And it, that just trained the like, I think grit to be like, I'm gonna stay in the game. Yeah. No matter what, that's probably the biggest thing that I see other people miss is just stay, they have the win and then learning to be consistent. Not always in your billing, but up here. Yeah. And just controlling who you

Brianna Rooney: Can control

Hudson Brock: Syndrome. Yes.

Brianna Rooney: did you come up with that? I, I mean, I feel like I did, but I don't know, fat cat syndrome. It's called fat cat

Taylor Bradley: Syndrome. It's really a thing.

Brianna Rooney: Yeah. Sort of thing.

Hudson Brock: So yeah. I mean, for me, I think I had like a lot of the, the DNA coming in. Um, but then it's learning all the business stuff. Yeah. That's there still isn't Uber hard, like we've talked about it. And I think I had some good mentors that kind of helped people that were ahead of me coach me through it. But even so there's no like playbook just to look at here, the 10 steps. Yeah. Just to start it. So that's the thing that I've been like trying to put together to give to other people because, um, I haven't found it out there yet. Yeah. I haven't seen any resource that tells you how to start something.

Brianna Rooney: That's really hard because I know I get asked that a lot as well. So as I put out like the moon recruiter, boot camp, it's like, you know, we can have all the training in the world, but no one wants to legally put their out there because it is a legal thing. Like legal manner, like, you know, where did I get my food agreement from? Well, I might have massaged it from something else. Right. That I put together. And it sounded really great to me. You know, where did you get your fee agreement from?

Hudson Brock: Uh, friends that I asked. Yeah. I said, Hey, check this

Brianna Rooney: Out. Start with you. No lawyers. Right? You never had a lawyer help me put it together. So that actually just gimme the chills. I had never used one. Not say that. No, no, no. That's good. I had never, I've been in business now for 14 years. I have never used a lawyer until I'm not joking like six months ago. And now it's like, I got the lawyer on like, what do you think about this? What do you think about this? I'm like, lawyers,

Hudson Brock: Wait, you set it out. Should I have a lawyer on

Brianna Rooney: Speed? Uh, yeah. Yes.

Hudson Brock: Well, I'm getting too different.

Brianna Rooney: Uh, I DNCE.

Taylor Bradley: Well, I mean, okay. Whether I think we should have them or not, that doesn't change the fact they're expensive. They're yeah. I mean, that is what it is, but I would say I, so whenever I came to work with Brianna, I was really surprised that our contracts, like, I feel like your contracts, especially in any kind of embedded, have to be really dialed in. Hmm. Cuz of co-employment situations. And then you'll have the craziest happen. Like we'll tell you offline, but we've had some crazy happen in the last few months where it's like, thank God we had certain things covered contractually after it was like, Hey, I'm trying to my way through this. But I always joke with her. I'm like, they didn't cover this. When I went to Harvard law, like I don't

Brianna Rooney: know.

Taylor Bradley: I'm like Googling and I'm getting on the phone with other companies, attorneys. And I'm like, oh my God, I'm have to Google everything they say, you know, but

Brianna Rooney: Which was your broke to boss tip. Yeah. Google it

Taylor Bradley: Goo it. Yes. And so I was Googling it before I was asking, but yeah. Um, we had to get our contracts really dialed in and now I feel like, thank God, like the most recent situation. Like thank God

Brianna Rooney: I will say. But I also will say that I learned a lot being my own lawyer because I feel like, I don't know. I was made to be a TV lawyer for many years now.

Hudson Brock: I could see it.

Brianna Rooney: I don't wanna be a real lawyer. Cause school that's too much, but uh, yeah, TV, lawyer, I'm on that. Um, but

Hudson Brock: A millionaire, Joe.

Brianna Rooney: Uh, but I will say there, there's a lot of things that if you could handle that conversation, it takes you higher. So it's like, you know, the more uncomfortable you make yourself, the better off you are.

Taylor Bradley: I would agree. I just think when it comes to contracts, that's where you need legal. Yeah. And then I would say otherwise, like we have the uncomfortable conversations all the time, but if you have, um, an MSA and sow that an attorney has reviewed, then you're good.

Hudson Brock: So my thing too has been with some companies I've just gotten, get it, flipping it. I mean like, oh you have lawyers. Why don't you put together what you can make sense based on these three basic terms that we've agreed on and then I'll review it. And most of the time I can read a contract and it's gonna be good or not.

Brianna Rooney: I don't need a lawyer for that.

Taylor Bradley: Well, yeah. So a lot of our clients will redline it too. And they'll send it back to me. Yeah. Designated attorney. I'm like, I'll accept these red lines, you know, but it's nothing outrageous. Mm-hmm the one that the conversion fee is the only one that we ever say no to. Hmm. They always try to get around converting one of our people

Brianna Rooney: For

Hudson Brock: Model.

Brianna Rooney: Well, just in general, we talked about that. Yeah. We have talked about that. So it's like, you spend all your like blood, sweat and tears, training someone to be like this amazing superstar. You don't want your clients or anyone involved to take your people. Now at the same time, you don't want your, your, uh, employees to feel like, how dare you? Like not let me go to a certain person if I'm happy. Mm-hmm so like, you know, there's always kind of wiggle room. And I think that just in recruiting in general, there's, there's, you know, wiggle room. There's like the, the fact and there's like, well, what goes behind the scenes? But yeah. You wanna make sure that you're, you're protected. Mm-hmm and then it's like, if they're gonna take your blood, sweat and tears, they pay for it. Right. Right. And they always will. If they know what's right. Because to find a really good recruiter, whether it's Renaissance or tech. Yeah. They know, they know what's going on by the way. Renaissance. Why is Renaissance? Yeah. Thank you. Thank you. Renaissance is cuz you know how there's tech, which is the cool mm-hmm and then we got the non-tech we decided it's Renaissance, Renaissance.

Taylor Bradley: I can't handle the non-tech you know, insulting. Well, it is. It's like we've got tech recruiters and then y'all not, you know, there's

Hudson Brock: Y'all wait, slow down. Where are you from?

Taylor Bradley: I'm from Texas. You

Hudson Brock: Said y'all what sort of Texas?

Taylor Bradley: Um, so I'm originally from Odessa and I live in Dallas right now. Nice.

Hudson Brock: Have you picked up y'all yet? It's our greatest dimension. I love it.

Brianna Rooney: Yeah.

Hudson Brock: Yeah.

Brianna Rooney: It's

Hudson Brock: The best. So efficient.

Taylor Bradley: I feel like everyone says y'all like people that I don't even like Becca says y'all people that are not even from Texas.

Hudson Brock: Well, there's a while on tech where like I would say this, I would say y'all I'd like, yeah, I heard y'all have a cool product and they'd be like, what'd you say? I was like, all right, let me educate you.

Taylor Bradley: Yeah. I mean the dictionary at this point,

Brianna Rooney: Is it in the Scrabble dictionary though?

Taylor Bradley: Oh, that's where it matters. that's one with all the cloud Scrabble.

Brianna Rooney: Um, I'm just trying to win.

Hudson Brock: So I think one thing that, uh, I was thinking about with your question is how do you actually start a business? Like literally, literally I had to Google, you said you could

Brianna Rooney: Be an legal zoom. Thank you.

Hudson Brock: I add to Google, how to start a business. And it literally brings up 12 different vendors and you're like, all right, this is the whole thing. Yeah. Do I go with legal zoom? Do I go with ink file? Mm-hmm I went with a friend, rocket lawyer started this little one rocket lawyer. I went with this little one called whizz form and then it pivoted like two months later. So then I had to go transfer it.

Brianna Rooney: Shannon. Some our plants interrupt

Hudson Brock: That. Um, that's a

Taylor Bradley: Good middle notice that it was undisrupted at all because gooder

Hudson Brock: Criers, you have to talk with your hands if you're a

Taylor Bradley: Recruiter. Oh yeah, no, we've been knocking over in this room. I'm like, I don't know why we put more in the room, you know, to fill up the background when y'all are very expressive.

Hudson Brock: But yeah. So anyways, that's, that's one thing I was like, all right, how do you actually start a business? Then you are actually legit and you can start putting together more things on top of that. Mm-hmm but what I found is for so many recruiters and you've done an amazing job of this. We were just talking off, uh, record about this, but which

Brianna Rooney: We should have been online.

Hudson Brock: We should have been online, but how do you go from being the technician, the person that can bill and be the recruiter to then taking that level up to replicating yourself and then doing it again and again to keep growing. Um, that's kind of the stage I'm at where it's like, yeah, it's hard. It's kind of fun. This is the only analogy that's coming to mind, but it's not this gonna

Brianna Rooney: Go down. I'm nervous now

Hudson Brock: I'm nervous to, it's not that hard to make a baby meaning become a parent. It is really hard to be a great parent.

Brianna Rooney: Oh, true. And so that you

Hudson Brock: Can take the laser around you take of business. Yeah. You never, it's not that hard to become a parent. I should say it that way. Not make a baby. It's not that hard to become a parent

Brianna Rooney: Shake a bow. Well, right, good.

Hudson Brock: We're all here, but it's really hard to be a great parent. Just like, it's not that hard to start a business. It's really hard to be a great business owner and it takes constantly learning. And it's funny for me with my son, that's 18 months, my business that's 12 months. That's crazy. Kind of seeing those similarities every day,

Brianna Rooney: Seeing it growing. Yeah. So what we were talking about offline is that finding that number two mm-hmm , uh, to make sure that one's like operates similar to you, but isn't your clone because one we're not egocentric, obviously we're centric we're Allo allocentric thank you. Say now. Yeah. We're Allo higher. Uh, but also that they have like a business mind because a business mind and a, like I said, technician mind is very different and to switch minds and to have the creativity as well. On top of that is really hard. Mm-hmm, , it's really

Taylor Bradley: Hard. And to add like another level of complexity to that, to be an effective manager, I feel like because you may not have had the experience ever managing people before. And mm-hmm that, you know, for people that like myself that go to school for it, study it and have been doing it for over 10 years. Like it's, it's like very much like recruiting people think it's just easy to manage people. It's not you, there is a strategy, a tactic, a science being your ability to read people. We all have that in general because we're recruiters. Right. But to know what each person needs from you, and then also make sure you show up for your leaders. Like you, you

Brianna Rooney: Forget whole, that is a whole other can of worms. It

Taylor Bradley: Really,

Brianna Rooney: You don't have leaders yet. Right? Mm-hmm

Hudson Brock: Yeah, no, I have, I have people that I think have the capacity, like naturally our leaders, but giving them that responsibility on paper in the organization on paper I'm in that, yeah. That funny stage right now of creating that.

Brianna Rooney: And it's not easy. Everyone's like, I'm gonna climb this ladder. It's like one also in recruiting that there is no real ladder mm-hmm , you know, so that's its own separate can of worms, but then it's also like, do you understand what you're getting yourself into? Like I remember being in, like I was in the sales pit for a really long time and I literally balled my eyes out in privacy and privacy when I had to like put myself into an office and like separate myself because it's like, you can't be in it and manage and run a business and then lead and then point, you know, be the bad guy and then become an Ooh. And here's, you know, Oprah with all these prizes. Cause you guys been so great and it's, that's literal

Taylor Bradley: Hard. What we do. I

Brianna Rooney: Know every day really hard,

Taylor Bradley: Literally that that's our job description. You just rattled off the job description.

Brianna Rooney: Yeah.

Taylor Bradley: Yeah. Well, but it's like, you know, you're we spend so much time making sure our teams get what they need mm-hmm and that they feel the culture and the morale is up, but it's like, what about your leaders?

Brianna Rooney: Oh man. That's

Taylor Bradley: All. And I think, I know at least from observing you, I'm like, she knows that there's certain people that just got it and you can trust in that. And I feel like there has to be a sense of comfort in that, that I don't have to give them all the pats on the back. You know, there's others that need a little bit more of that. It's like learning again, what each person needs from you. Right. But,

Brianna Rooney: But the hard part is I'm gonna go back to business owner is once you trust those people and you're like, you got this, it's almost like you are ignoring them. Yeah. And so very often have I had people that I trust with all of my being who are amazing at doing their job and who's got it. And literally I can go on vacation for three months and then you realize, wait, they need me to yep. That's the hard part. And that's at the part, I think, feel like you're just that cusp of having like a business first a year and a week mm-hmm of just being right there where you're like, I gotta switch gears right now. I have to be a business owner, a CEO. And um, we also just talked about offline as CEO being this like huge position and where we just see ourselves as like, and I see an individual contributor and that's hard too, cuz like, man, I'll get, I'll get in the grind with you. Like I'll do all these things, but they expect you to be a CEO which its own separate beast.

Hudson Brock: Yeah. Yeah. There's this two things on that I've been re trying to read more, not always a recruiter's greatest skill set it slowing down to physically read. So I'll do audible on like two X while

Brianna Rooney: I do some I'd. Yeah.

Hudson Brock: But, but the book eith uh, you brought up this E made this quick, come to mind. He said, if your business depends on you, you don't own a business, you have a job. And it's the worst job in the world. And I actually believe thats, you can get that like the high and the hype off of the first year or two of being an entrepreneur. And that's so praised on LinkedIn in our culture. And then all of a sudden you're like, it's 11 I'm in bed. I'm on LinkedIn. Like my brain is frazzled and I'm just like trying to hold everything together. Yeah. That's the worst job. It's so stressful. Yeah. People relying on you at every aspect of the business. And so yeah. How do you switch into them being full-fledge owner and your business? Not depending on you. I think the number two hire is so big and I, we were just talking like, how do you find that person truly?

Brianna Rooney: Yeah. I feel like you breed them. okay. Not really, but you know what I mean?

Hudson Brock: so amended.

Brianna Rooney: I'm like

Taylor Bradley: Mother, mother. Is that, what is that? What they're like all time about

Brianna Rooney: Having a baby? I dunno, but no, it's like, you want them to like grow within the organization because I feel like to bring in an outsider, uh, is bad for the organization in general. And then it's also kind of fills you. Like it's just too much pressure. I don't know. And honestly, I haven't, I'm not saying like I've done it, right? Like, yeah. There's a couple missteps I've had for sure. But it's hard. Like, I don't know. I don't know what the

Taylor Bradley: Go with your gut. I feel like with you every time you've hired with your gut, it's like your gut was spot on how you felt about a person. It was spot on. It really has been, there's been like a couple that I'm like,

Brianna Rooney: I've been a little missteps.

Taylor Bradley: Well, I mean, those people also could have been serial killers. I don't really know that's how up they were. So it's like give yourself a break on some of those cuz I'm pretty sure they've got multiple identities, but um, I definitely think that you're really good at hiring, like going with your gut and knowing even what the red flags are like with somebody, regardless of role. I feel like, you know what, you, you don't give yourself enough credit.

Brianna Rooney: Well, thank you. Thank you for that. You're welcome. Um, I was just talking to a client of ours that was like, you know, there was a lot of yellow flags. I'm like, we're even gonna pull the red flag. Like all those things, like, you know, add up. It's like, could we have pulled that sooner? But anyways, I'm kind going off on tangents because I feel like we are way over time at this moment because Hudson Brock is bringing some really good to this yeah. Yeah. Okay, cool. We're not too terribly over, but um, I really wanna highlight, you know, your firm and all the work that it has taken in this first year. So I saw your, um, celebratory video on LinkedIn. You're really good at that, by the way, all recruiters need to be good at putting their on, on LinkedIn, right on the, on the real, on the, on the feed, all that stuff. But um, you know, what advice do you really have for anyone that's like, oh, I'm just gonna start my own recruiting company. That makes sense. Hmm. Um, cuz not all high end high end individual contributors can start that. Mm-hmm

Hudson Brock: That's not how it works. Um, that's such a good question. So I think you have to know yourself first. I think good leaders. Aren't always right. They're real. And that's something I think you've done well, um, trusting your gut, but also just sharing your perspective and, and documenting the story. Like I think on LinkedIn people really value it's the Gary V thing. Tell me your story. Don't make it scripted. Don't make it perfect. If you throw out the analogy of making a baby on a podcast, roll with it, like there are those things that people really appreciate authenticity and there's a ton of fake authenticity on social media. Oh yeah. And LinkedIn, I love it. It's generally very positive. There's a lot of humble bragging. And so I think it's finding that balance of like, how do I tell my story, celebrate the wins, but also probably talk about some of the shortcomings. Yeah. Talk about some of the stuff I'm struggling with. Welcome other people into that that I think is the biggest thing for anyone starting anything, welcome other people into your story. That's cool. And be humble enough to ask for their expertise. I love that. So that's, I would say that's the one thing I've done. Right. I think a lot of times I wake up and I'm like, I'm so unqualified like this, the business

Brianna Rooney: Syndrome.

Hudson Brock: It's so real. Yeah.

Brianna Rooney: It's very

Hudson Brock: Real. It's so real. And I think, um, even sharing that with the team has been good. Yeah. Saying, Hey guys, yeah. I don't have all the answers. There's a lot of times where I don't even know if I can come up with the answers I need y'all's input. Yeah. And I need to keep seeking wise counsel and, and so that, I think that's the core thing that any good founder has to do.

Brianna Rooney: Yeah. I, I love that. I love them. Like you said, bringing to the story. So back in, I think it was December, maybe, I don't know January, but we had an all hands meeting and I was like, I got knocked with what I felt was mourning. So as anyone that's followed, like they know that I, um, sold techies and like I had that business when I was 24 years old and most of those people gives me the chills. I had worked with 7, 8, 10, 9 years, 10, 10 years. Got. And so it went from like, we're all working together. I gone. And I realized like I was just rolling with the punches and I was like, I actually mourned them. And I didn't realize like I wasn't on my game, but I didn't realize why. So I shared that in the all hands and say I was mourning.

Brianna Rooney: And then all of a sudden I got other people saying like, I've been mourning my company too, but I was feeling weird about it because I felt like it was disrespectful to talent perch at the time to be like I'm mourning my old company because I'm supposed to be really happy at talent perch. And I don't think that that's a false feeling. And so I love that as a leader and as an owner and CEO that you're sharing, like what you feel because it makes people be like, oh my God, thank God. You're a real person. Human. Yeah.

Taylor Bradley: Human. Well, and you being self-aware I feel like that's how you find your number two is to balance out, like knowing what I always say this to Brianna and to the TA team of like part of being smart is knowing what you're dumb about, you know, and finding somebody that can balance you out in that regard, I think is critical.

Hudson Brock: That's a great quote. I've never heard it quite like that. That's good.

Brianna Rooney: That's thanks for

Taylor Bradley: That. Put it the text

Brianna Rooney: Way. Yeah.

Hudson Brock: The, the one other thing I'd say to welcome people, and I think you've done this really well with YouTube is you have to give value for free. You have to be willing to give value. And there's so many old school recruiters still that are so guarded with all their systems.

Brianna Rooney: They're taught to do that

Hudson Brock: For, and they're taught to do that. And I think we, we have to keep breaking it, that trend, but it's still swimming upstream to say, Hey, you might be a competitor. I'm almost positive. We, my AHI and techies have competed on contract. Yeah. And there's plenty of business for both. And I think there's plenty of, uh, if we both share our expertise in what we're learning, there's plenty of business for us both to grow. So I think that's just a mentality shift that hopefully is one of the things millennials have done. Well, I don't know. We've done a lot of things

Brianna Rooney: That are just kind of crazy. I'm gonna cus some millennials, but yeah, I got you. 37. 30.

Hudson Brock: Oh yeah. You're still

Brianna Rooney: it for sure. Nice. Um, awesome. Thank you so much, Taylor. Always thank you so much. Um, so as you know, that we're every Tuesday, but we're gonna do broke to boss tip from Hudson today. I know Taylor normally takes it away here, but go ahead, Hudson. What do you got?

Hudson Brock: Mine's really simple. Wake up early morning. Hours are more productive than night hours. Coffee is more productive than alcohol. Most of the time, most of the time, I'm not gonna say always for me. If it's 10:00 PM and I have a drink, I'm not gonna get much done. If it's 6:00 AM and I have a coffee, I'm gonna get a lot done. So just that simple for me, it's really helped. Once you have kids, multiple responsibilities, more people want your time. You have to have the time that is your calendar's blocked off. No one's bothering you. No notifications. And the morning is really special for that.

Brianna Rooney: Yeah. Nice alone time. We all need that for sure. Thank you so much. You've been amazing. Thank you. Yeah. So we'll definitely put, you know how you can contact Hudson. Wanna do a quick plug on, on you real

Hudson Brock: Quick. Yeah. Uh, Hudson rock on. LinkedIn's what I'm most active on? aloha.com is our agency and, uh, Instagram. I'm not that entertaining. So

Brianna Rooney: Don't worry about, Hey, I don't blame you. We're gonna T TikTok.

Hudson Brock: I do not

Brianna Rooney: TikTok. Oh my gosh. We see it.

Hudson Brock: The relevant dad

Brianna Rooney: Find it. I love. All right. We'll see you every Tuesday. Thank you so much. Talent takeover. Unfilter nice. You see all next week. Bye.