Episode Transcript
[00:00:02] Speaker A: Well, good day, everyone, and welcome to the Cutting Edge Install Podcast brought to you by Omni Cubed, where innovation meets installation. And today, it's quite literally everything kind of melling together because we're talking about people.
But I'm your host, Merv Campbell, and it's an absolute privilege to have you here.
Hopefully you're listening or maybe you're watching. Hello.
It's a pleasure.
What's this podcast all about? Well, it's about celebrating pro.
Those who are, you would say movers and shakers in different industries.
And our guest today is definitely a mover and a shaker. Everyone knows her, she's very popular around the glazing industry, and it's an absolute pleasure to have her on. So we're going to dive into stories, we're going to learn about her, we're going to learn about the industry as a whole and trying to attract people, keep them there and make them good workers and everything else in between. So whether you're on the job site, whether you're just listening at the side of the road or wherever you may be, you have come to the right place to stay sharp and to learn. And so let's get cracking. Ashley, it's so good to have you on. For those of you who don't know you, maybe don't know your story or about your journey, why don't you just tell us roughly how you got to where you're sitting right now?
[00:01:25] Speaker B: So I started in recruiting in 2003 when I was 21, and I worked actually for this company at the time. Worked in a different industry, but worked there for a little bit and then left and had kids, raised kids. Came back to recruitment 2016 and worked in fire protection for a couple of years, and then 2020, join the glazing industry.
So I'm back full circle.
[00:01:58] Speaker A: Yeah. Literally, you're closing the lip, so to speak.
Absolutely. But what draw you to, like, what drew you or had you focused specifically on recruiting in this sector? Was there a moment in life that you went, that's what I'd like to do. And that pulled you into this sort of niche job that you're in?
[00:02:18] Speaker B: Well, actually, when I started here, they were already in this industry. They've been in the industry for two decades now.
So.
[00:02:24] Speaker A: Nice.
[00:02:25] Speaker B: I got to join a established company that's been in the industry for.
So I like it.
And it's. Yeah, it's been fun.
[00:02:39] Speaker A: That's awesome. That's so cool. Yeah. Sometimes when you join a company, it's like, okay, I'm part of the furniture. Let's keep this ball rolling. Let's keep it moving.
So that's so cool.
So you're in the company, you're there. It's been established for 20 years.
You're coming up now on what, six years with them? If it was 20. 20, if my math is right, which sometimes it is. And when I'm recording this, it's a Friday afternoon, so it may not be right, but anyways, we'll get it. It's six years. We're just going to call it six and done.
Tell us a bit about the company.
Tell us a bit about the role that it plays in the broader construction and glass industry and how do you fit into that ecosystem and then what makes your company different than, say, the other one down the street?
[00:03:31] Speaker B: So I work with Mr. Davidson and like I said, we've been in the glazing industry for 20 years and we've also done construction. Construction. We've done a little bit less time in the industry, but we've got an established clientele and job seekers. You know, we've had those relationships and that's really how we stand out. We're a lot different because we do establish relationships with not only companies, but people.
So anytime reaches out, we've always got somebody in the back of our head. We can be like, oh, let me call this person.
So I think that's a big way that we've made a difference in recruiting. A lot of people don't want to answer our recruiter's call, but we've been a little bit different in our approach. I don't reach out about a job. Most of the time I'll reach out just to introduce myself and have a conversation. I'm sure a bunch of people watching have had a conversation with.
[00:04:27] Speaker A: Yeah.
[00:04:29] Speaker B: So I just reach out and establish those connections ahead of time. And then if there is something that I need help with, then I know who to call.
[00:04:39] Speaker A: Awesome. It's good. Yeah. Sometimes when you're on LinkedIn, you get a lot of these calls and it's like, who are these people? And you know what? Sometimes they are just genuine people trying to help. So you know what, pick up the phone and listen anyways. You have worked with a probably a wide variety of people.
Glazing, construction, everything else between. Between the both. Are there, like, common challenges that you see when it comes to, like, hiring people?
[00:05:11] Speaker B: Definitely.
I think that the industries pretty much mirror each other.
You know, they're on the same job sites, obviously, and then there's a lot of people that are in the older crowd. There's not that many young people in the industry right now. So I think that's a Big industries is getting more people getting in front of people.
Construction's a little more known.
So but, but I think that glazing, if we can get more people into the industry and, and get at least let them know what the industry is then that was a big push. We've brought a lot of people, different industries into glazing as well because you know, they kind of, like I said, they do marry each other.
[00:05:59] Speaker A: Yeah, it's so true.
It's a real common theme and people are going to be like Merv, can you stop sounding the same every podcast. But it's literally the same thing that keeps coming up. Sorry. Where there's a real dearth of talent and workers coming up.
Which takes me into my next question. Because Covid changed the world in a lot of different ways and one of them was that everyone went home to work.
And trying to get people out of their homes to work can be very difficult. Well, you can't fit glass, cut glass, make glass from your bedroom. Even though AI is wonderful and robots are out there, you still gotta get yourself, you know, sweaty and dirty. But how has that changed like your guys philosophy, like I know you're there since 2020 so you know, pre your time, even till now, how has the approach changed? How has the landscape changed?
How has even you know, Gen Z people coming into the work scene, how has that horizon for in your opinion changed since pre Covid, so to speak?
[00:07:21] Speaker B: There are a lot of, a lot more companies that are open to taking people and doing remote positions. Like you said, you can't cut glass from bedroom but you can estimate.
Yep, we do a lot more companies who reached out and you know they're, they're open to remote for estimating or project management.
But I think there's been a lot more companies come to us who are a little more open minded about things. They're a little more flexible schedules and things like that.
So especially you know, I tried and my approach is a lot different too because you know, people are at work now, they're back at work.
So you have to make sure to work outside of those hours too. And I like to. I don't know if you saw my post on LinkedIn yesterday, but I'll multitask, I'll make dinner and talk on the phone. So I'm like totally, give me a call.
[00:08:18] Speaker A: You have to. Yeah, yep, give me a call. And even this Vast country that we live in. The time change can make a heck of a lot of difference.
And sometimes, you know, people on the west coast are wrapping up work. Well, the east coast are getting ready to go to bed and there's gotta be some sort of jiving between the two. So yeah, multitasking is putting kids to bed while on the phone.
Daddy's going to read your story in a second, but I got to talk to this guy on the phone for five minutes, so just chill. So yeah, we got to be able to adapt, but kind of moving on then.
Are there any sort of misconceptions that companies would have about working with a recruiter in this industry?
Any barriers you've come up against, any push back, so to speak?
[00:09:11] Speaker B: I think the biggest thing is people think that we're just like getting people off job boards, but we actually people who are in jobs right now, so we're making connections. That's why we do those after work calls, because they are working.
So we're making the calls and making connections that they wouldn't otherwise know about.
So a lot of companies think that, oh, we can find them, but there's not, there's a lot of people that are, yeah, it's working people, you can find people, but it's like low hanging fruit. So.
[00:09:44] Speaker A: Yeah, but, yeah, so.
So we are looking for a person to, hypothetically, I'm speaking here, we're looking for a person, we're looking to fill a position.
Can you kind of walk us through the approach? How do you start when you're like helping a company like ours, say to find, you know, let's say a glazer or an installer, so to speak.
[00:10:08] Speaker B: So we, we don't do glazers or installers, but we do superintendents and above. But when get a job description, what we'll do is we'll ask a lot of questions because we want to know how does your company work? What's the culture like? You know, we want to be able to fit the right person.
So we ask why the position's open. How long has it been open? There are questions that need answered. So we do a lot of conversations that, that really make a difference when it comes down to finding somebody. And then we go, yeah, and we make calls, we do referrals, a lot of referrals.
And as people, not everybody's on LinkedIn.
So, you know, you make those calls and who do you know? Do you know of anybody I should reach out to? And I think that big difference, you can't just Try to take, hey, that guy looks good.
They might look good, but they're not looking for jobs. We do a lot, a lot of calls and referrals and just making those connections.
[00:11:10] Speaker A: Yeah, no, that's, that's helpful. And yeah, and it's, it's encouraging to hear. Like, we know there's a lot of work out there and we know that there's a shortage of talent.
And so getting a company wants to make the right decision and sometimes having the like of yourself and your colleagues, like do sort of that sort of heavy lifting at the beginning, like asking all the questions, because there's some questions that you'll ask that we'll be like, I didn't even know that. We even as a company had to ask ourselves that. And it's really helpful from a company standpoint that the right person, it's not always guaranteed, but 99.9% of the time it is going to be that right person for the right company, for the right job.
And that can give even people who are listening to that and perhaps you're going, man, I need help to find a person. Well, this fine lady here should be able to help you out in any way. So, you know, find her on LinkedIn and shoot her a text and see what happens. You never know.
But kind of moving on then to culture, because east coast, mid west coast, the country's like kind of even in, within that, the demographics all over the place. But how does it, how does culture fit? Or how does culture matter? Sorry. Compared to technical skills and the roles that like you kind of help to fill.
[00:12:48] Speaker B: I think culture has become one of the most important things for a lot of companies and people because they want that fit. Like, you can know your industry, but if you're not a fit at the company or you don't think the company's a fit, you're not gonna want to stay.
[00:13:04] Speaker A: Yeah.
[00:13:06] Speaker B: You know, there's a lot of companies that are family oriented, so some people don't like that.
Some people do. Some people want a smaller company, some people want a larger company.
And I think it's just those questions that we ask, we find out ahead of time exactly what they're looking for. So sometimes I'll be like, I don't think this is a good fit for you and I'll be upfront about that and then always ask for somebody else, like, who do you know that might be a good fit for this? But you have to what kind of culture the company has and what kind of culture the candidate wants to be in. So I think that's one of the most important things right now. A lot of people really want that culture.
So, yeah, you can.
[00:13:51] Speaker A: It's skills.
[00:13:52] Speaker B: But.
[00:13:56] Speaker A: Yeah, I, I also can attest to, you know, moving from one country to another and the difficulties that that can bring.
Like how things are done over here in the States, how even you guys talk is like different how I talk.
Even sayings that you have and sayings that I have are like, way different. And sometimes they mean the complete opposite.
And so, like, culture does play a part to the fact of, you know, you've got to fit in, you've got to be part of a family. And that's one thing that's like pretty darn awesome in the trade industry is it is family oriented like most companies, I'm not saying all because there are some anomalies, but most companies, it's family.
And it's pretty awesome when like, for me, like, I'm with omnicube now 10 years and right from the very beginning just felt a peace and felt at home.
And I can't ever imagine working anywhere else because this is my family.
And so having that, having that in your company is so important, but you have to fight for it.
And recruiting is actually a very, very important part of that.
It only takes one bad apple to rot the whole barrel.
It only takes one guy moaning at the water cooler and then suddenly two are annoyed, three are annoyed. And then you've got anarchy and you're like, what the, where the heck did this start?
And so having someone like yourself who's an expert and who can kind of sniff out who's right for this, who's not right for this, can just be, again, another layer of comfort to accompany when they're looking for someone. So, yeah, it's of utmost importance in the days that we live in to find that right person. Because our facilities, our jobs are so intertwangled with each other that you've got to find that sort of perfect piece for the jigsaw and then push it in and then stand back and be like, yep, that was a good fit. That worked well.
[00:16:24] Speaker B: Yeah, that's what I talk about a lot with some, like, you know, some recruiters. That's why we get a bad rap, because, well, it's like throwing darts at a dartboard. They'll just throw darts and try to see what sticks. But we want the right fit for the position. And like you said, you've got to have that. I, I love my job, I love my company people I work with. And if I didn't, we wouldn't be here.
So.
[00:16:53] Speaker A: Yeah, exactly.
[00:16:54] Speaker B: Yeah. So that's, that's a lot of the reason why people leave jobs is because they don't have that culture that they want to be in. So.
[00:17:02] Speaker A: Correct.
Which is important for any sort of high level people that are listening to this, that it starts at the top and it funnels down. So like CEOs, COOs, like all those sort of C suite people.
It's important that it begins at the very top and trickles down to the people to inspire them to maintain the family.
Sort of the family moving along, so to speak, and everything going smoothly. They.
There's days in here where you're pulling your hair out, you're like, what are we doing?
But 99.9% of the time it's like, okay, we have a problem as a unit together. Let's figure it out. It's like, no man is an island. Which is really important too.
So there's gotta be humility.
You kinda gotta leave your pride at the door.
One person in a few podcasts ago said, you know, be the stupidest person in the room, even though you may be the smartest, but ask questions, figure it out, learn.
Those are some key traits to having a pretty awesome workforce and then sort of moving on.
It ties in nicely to the fact of when you're thinking of hiring and then you think of potential versus experience.
In your opinion, what's the most important potential?
[00:18:40] Speaker B: You can teach. Like I said, you can teach the industry, but you can't teach personality.
That's a big thing that you want to have. You don't want to have somebody who's got the knowledge but doesn't want to work.
I think potential is probably a really big thing.
There's a lot of people with experience, but you can teach. You can teach people too.
[00:19:10] Speaker A: Yeah.
[00:19:11] Speaker B: And I think.
[00:19:11] Speaker A: And sometimes that experience makes them.
It's like a. You can't teach an old dog new tricks.
And this industry is like constantly evolving. It's crazy. It's like every time you go to Glassbuild, it's like, okay, what's new this year? And you're like, dang, I didn't know we could do that. That's awesome. And it's just sometimes it blows your mind to the fact of how the heck do we keep up with this? But we have to. But it's the same with employees. Like, they have to keep up with things. And every day is a learning day. It should be a school day. And you Know, we have to tap into that older generation who has the sort of tips and tricks. But you know, to your point, you know, some people don't just want to work. They just want to sit on their phone.
They want to shit the breeze with people. And you're like, we need work done. Can you help us?
[00:20:07] Speaker B: But we've also got learned glazing. They do a lot of training too. So I think a lot of companies, because like you said, we're evolving and everything's always changing.
And learn glazing is evolving too. They add stuff all the time. So companies are starting 100% and I think that's awesome to be able to do the training.
[00:20:31] Speaker A: Yeah, yeah, that's a good bunch of people over there. We know them well.
They're a fun bunch, a rambunctious bunch too. But we will edit that, but. So they don't see that part. But no, they're real. A really good bunch of people. And what's cool is their passion is teaching.
Your passion is finding the people to fill the role. They're teaching the people. And then our passion is providing them the tools to do that work as effectively and efficiently as could be.
It's almost like we all like to work together on these things. Funny. Funny how that is.
[00:21:09] Speaker B: I told them one time, I'm like, listen, every time somebody's like, what can I do to be a better candidate? I'm like, go to learn.
Look at the, you know, look at the training. Get into some of the trainings, you know, put it on your resume. Have more on there. And then they, they work with us too.
I've got, got this person who, who was doing this. They're looking for a job. Okay. So we work back and forth too.
[00:21:35] Speaker A: So that's awesome.
That's so cool.
Yeah, we're all, we're all there to help one another for sure.
So today it's January. It's to the tail end of January.
What are the most demanding skills or jobs that are out there at the minute?
[00:21:56] Speaker B: We just actually talked about this yesterday.
We are part of a bigger network and a lot of them have more job seekers than jobs right now. But we have more jobs.
There's a hand on project managers and estimators right now. Huge demand.
Okay, so we've got a lot of openings.
There's. We've got some manufacturing and things like that, but project management and estimating. There's always openings.
[00:22:28] Speaker A: Cool.
So there you go.
If you're interested in those two, you know who to speak to.
You hear it Here first.
Good stuff. Do you think. Do you think companies like today are doing enough?
You know, there is that dearth. There is the void between the older generation and sadly, what's, you know, petering out. But do you feel like companies are doing enough to attract new people, to keep them?
What could they do better? Where could we improve any of that?
[00:23:03] Speaker B: I think there's some companies that are doing things like that. Like I said, we've had companies that have reached out to us that will have more of an open mind and they're taking people from. From plumbing and industries that will do like a carryover so you can learn the skills. But as long as you just have the. A little bit of the same background and they're willing to learn, there's companies out there who are more open to teaching now and training, and I think that's a big thing that everybody needs today.
[00:23:35] Speaker A: Yeah, that's cool. That's awesome.
Kind of going off topic from recruiting and everything else. You know, you're a.
You're a hard worker. We always see you at the shows. You're always the, you know, the encourager, the one coming along and taking the pictures and it's. It's really awesome to see. I encourage you to do more of that. You're very good at that.
There was a Glass Build where things were a little slower.
You know, there maybe wasn't as many attendees. And we were over there kind of, you know, flat. And there comes Ashley and she's like, hello, welcome.
[00:24:17] Speaker B: Hi.
[00:24:18] Speaker A: And it's like, it's just that spark that encourages people. So kudos to you. Keep it up. But what keeps you going? Like, what keeps Ashley's seal full of air? Moving the boat moving in the right direction?
What gets you out of bed in the morning?
[00:24:34] Speaker B: Yeah, my kids.
[00:24:37] Speaker A: There you go.
[00:24:38] Speaker B: Got three.
The nice majors, all three of them. But also, I just love this.
I love helping people and conversations. I'm a big talker, so I love out to people and learning about people. Even if it's like I said, I'll reach out to people and be like, hey, I don't have anything for you right now. But then I'll get to them and. And then they're like, well, what can you look out for this? I just love making those connections and being able to help people find the right fit. And, you know, Glass Build was one of my favorite things because I see everybody on LinkedIn every day. But then you see them, we see them at Glass Build, and all of a sudden you're like, oh, My God. Hey.
[00:25:20] Speaker A: So you're actually a real person.
[00:25:21] Speaker B: Yeah. I love that.
[00:25:24] Speaker A: Yeah.
[00:25:24] Speaker B: So I've had actually before I started going to Glass Building things, people would be like, are you a robot?
Because I do reach out and say hey to people. I'm like, no. And so I have a conversation with them. I'm like, real conversation.
[00:25:39] Speaker A: Yeah, I'm a real person.
[00:25:41] Speaker B: Yeah, I am real.
Yeah, that's me, a Pinocchio.
I'm real.
But yeah, I have conversations all the time. And. And I just love what I do.
[00:25:54] Speaker A: Good. That's awesome.
Yeah. If you ever see her at Last build, go up to her, encourage her. She does a good job with everyone else.
You've never been to the last. If you've never been to Glass Build, get there. It's a wonderful show.
[00:26:09] Speaker B: Yes.
[00:26:10] Speaker A: You meet tons of people who, like, you said you're like, oh, you were 2D on my screen and you're actually a real person. This is legit.
[00:26:18] Speaker B: I really think they should start doing our LinkedIn picture on our badge. Because sometimes I'm like, I know your face.
[00:26:25] Speaker A: Yep. Oh, yeah, you've changed. Or AI has made you look incredibly good looking on your LinkedIn. No offense, but you don't look like that real life. You're like, okay.
Or it goes the opposite way. People go, wow, you've gotten old. And you're like, oh, yeah, I have an update of a LinkedIn picture. Like, six years.
[00:26:45] Speaker B: Dope.
[00:26:46] Speaker A: Oh, man.
[00:26:47] Speaker B: I met. I met with a company last year at Glassbill, and I was like. I said, yeah, I switched my picture before I came here so that you guys could see my gray roots.
[00:26:58] Speaker A: Oh, stop.
Well, that's hilarious.
[00:27:01] Speaker B: Forties. They'll get you.
[00:27:04] Speaker A: Yep. Oh, yeah, I know all about it.
Anyways, moving along, getting back to topic.
If a company was listening to this and perhaps were looking to fill a role, what advice would you give them? How would you help them? And then kind of, you know, talk about your company, like, how you can find you guys, like, what's a good website? Yada, yada, yada.
[00:27:29] Speaker B: Okay.
So I think before you, like, if you think, if you have an opening, you need to be prepared and know what you're looking for.
A lot of companies, sometimes they'll reach out and they don't know exactly what they're looking for. We'll bring somebody to them, like, and they'll add something else. Know what you're looking for. Be prepared with those questions and know exactly what you want.
Give us a call anytime.
If I have my cell phone on Me all the time. That's what I tell everybody. I'm like, I'm always there.
I'm always.
[00:28:04] Speaker A: Pick up the phone.
[00:28:05] Speaker B: Yeah, just give me a call, shoot me a text, anything.
But yeah, reach out because we'll be able to ask you the questions too. Even if you're not prepared. We have the questions to ask you and so we can get those questions answered to make sure that we get you the right fit.
So I just think that making that phone call and making the connection with us is the first step.
And, you know, that's why I try to get my face out there so much because so that people know who we are.
[00:28:36] Speaker A: That's cool. So what is your website address?
[00:28:40] Speaker B: Mr.
Davidson.com.
there you go, Davidson.
[00:28:48] Speaker A: Yeah, there you go.
So go look them up if you're needing a role filled or maybe. Hey, one thing I love about the glass industry and just trades in general is like, people are willing to help, even if it's not even for like a job. If they're like, hey, I have this scenario, what do you think about it? You know, could you help? And you're going, sure, let's grab half an hour over a cup of coffee and have at it.
And so, yeah, perhaps you're not looking to recruit right now, but you know, hopefully 2026 is the year that the handbrake gets released and we're all get back to being like super busy again and you need to follow rules. Well, you've listened to the right podcast to be able to do that. So yeah, we all love success stories.
We all love an underdog.
I'm Irish and I am a sucker for Rocky Balboa. And you know, he gets knocked down, he gets up again and he always wins. It's like, seriously, dude, maybe one of the films you should actually lose in general. But we all love success.
Have you got a success story of someone who you've helped to get into a role, to get into a job?
And then you see the fruit of that, you hear them growing and it's just a success story.
[00:30:13] Speaker B: I think a lot of our placements have been success stories. So we've made a lot of connections.
I just help somebody get back home.
That's one of my big things. I love helping people, like find that fit. And yeah, I called somebody about one job and they're like, well, actually I'm trying to get back home. I'm like, okay, let me help you get back home.
So, you know, we made that connection and got him back home, be closer to his family.
[00:30:43] Speaker A: That's cool.
[00:30:44] Speaker B: Yeah. There's a lot of different scenarios. My brother's in the industry. I don't know if you knew that, but I got my brother in the industry and he loves his job, loves his company, and I love the company, too, so.
[00:30:59] Speaker A: Good, good.
[00:31:00] Speaker B: There's just so many different.
I think there's a lot of history that we've had over the years and, and made those connections that, that people will come back to you whenever they do want to make a move. They'll come back to you because you did in a company that, that they loved, give them that raise that they were looking for. So.
[00:31:25] Speaker A: Yeah, and it's like, you know, you make an interaction at, you know, LinkedIn or Glassbuild or some of the other conferences, and it might not be for a year, 18 months before that ever flourishes, but at least, at least the seed's been sown, it's been planted, and in due course it'll flourish and grow. And that's where, like, having meaningful conversations is so important.
So important. Communication is key. And it's not always, you know, it doesn't always have to be about this, but just, you know, we've had people on who are encouragers, those who are the experts, those who are the listeners to people who are struggling with, say, mental health issues. And it takes everybody in a big family to make it work. And so that's where it's like, you know, this part of the jigsaw is very, very important.
And I think sometimes, sadly, it gets a bad rap when really it shouldn't, when it's genuine help that's being offered and it's a willingness to do the legwork to help. And so, yeah, anyways, enough of the me ranting and raving. We've got the last question. This is it. This is the last grilling question of today.
What role do you see companies like NCAN and people like you play in helping reshape the narrative in the likes of what's coming in the future and even getting people back to work.
[00:33:01] Speaker B: I'm not really sure.
You know, I think that we do reach out to people that, that are starting out in their, in the careers and they've just left college and, or they're, they're leaving military or they're leaving another industry. And, you know, we, we make those connections. But a lot of times, you know, companies aren't really wanting somebody that's, that doesn't have the experience.
We can open up those doors and, and have companies think outside the box, like hey, you know, there's trainings that you can put people through. You don't, they don't have to have the experience. They can learn.
I think that's a thing that we could do. We could make those connections and, and bring people like college or bring people from other industries or from military and introduce them to companies.
[00:33:56] Speaker A: Yeah, no, that's, that's awesome. Yeah. And it's, there are people who are willing to work and sometimes they just don't know where they need to work. And that's where it's like, hey, let me help you and show you. I have a 14 year old son who's very gifted with his hands, to my detriment with RC cars and tinkering at stuff and clocks are taking apart in our house and try to put back together again, so to speak. But it's cool. I don't mind it.
And so it's like he's not going to go to college. He doesn't have that desire. He wants to go work with his hands. And so as a father, I'm like, okay, what trait are you going into?
Which one excites you the most? That'll get you like to yourself. That'll get you out of bed.
[00:34:49] Speaker B: I think there's always ways to help people develop.
So, you know, maybe it's not.
You can, you can encourage people and be there for people, have those conversations.
[00:35:03] Speaker A: Totally. Absolutely. Well, Ashley, thank you so much for coming on.
I hope when this get airs everything's fine. It is the tail end of January and there's a really bad weather storm coming her way and so I just hope everything's fine. Stay warm, stay healthy.
But it's been a pleasure to have you on here.
She's an encourager.
She is the smiley, bubbly personality that she's been on here today in real life. I can attest to that.
And so if you see her, encourage her. She's doing a phenomenal job. She's helping people and kudos to her and her company and so thank you.
[00:35:46] Speaker B: Thank you. I appreciate it.
[00:35:48] Speaker A: Yeah.
Well, that's a wrap on this episode of the Cutting Edge install podcast. If you've enjoyed it, subscribe. Like make a comment, share it with your friends.
If you want to be a guest, maybe you want to be on the other side of the camera. Hey, shoot us a note and we'll get you on here.
It gets aired every other Thursday at 8am Pacific State Time, so be on the lookout for new episodes.
For more about Omni Cubed, go on our website omnicubed.com to see all our tools, whether that be in stone, glass or tile, they're there to help. They're here to help installers. They're there to keep you safe, to do your job well, efficiently. And they're kind of shiny and cool looking. So you know, who doesn't want an Omni Cube tool? But until the next time I see you, stay safe. All the best. And cheerio.
