Trucking Risk and Insurance Podcast

How Can Virtual Assistance Revolutionize Your Logistics?

• John Farquhar & Chris Harris • Season 2 • Episode 110

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The Benefits and Challenges of Outsourcing in the Trucking Industry: An In-Depth Discussion

In this enlightening episode of the Trucking Risk and Insurance Podcast, hosts Chris and Johnny explore the concept of outsourcing, particularly in the trucking industry. Joined by Andrew Jacoby, CEO of Good Shepherd Staffing, the episode delves into the advantages and potential drawbacks of offshoring tasks. 

Andrew provides a comprehensive overview of how his company connects businesses with skilled Filipino VAs through vocational schools in the Philippines. They analyze which tasks can be effectively outsourced, such as dispatching, scheduling, and customer service, while discussing real-world examples. 

The conversation addresses the skepticism and trust issues often faced by traditional business owners and emphasizes the importance of trial and verification in successful outsourcing. 

Practical advice, strategies, and personal anecdotes make this episode a valuable resource for those considering incorporating remote work solutions to optimize their operations.

Good Sheppard Staffing
Andrew Jocoby
goodshepherdstaffing.com
andrew@goodshepherdstaffing.com

John Farquhar
National Risk Services Specialist, Transportation, Gallager GGB
https://www.ajg.com/ca/
M: 437-341-0932
John_Farquhar@ajg.com

Chris Harris
CEO, Safety Dawg Inc.
905 973 7056
Chris@SafetyDawg.com
https://safetydawg.com/

00:00 Introduction to Outsourcing in Trucking
00:33 Meet Andrew Jacoby: CEO of Good Shepherd Staffing
01:36 How Trucking Companies Can Utilize Offshore Staffing
03:09 Case Study: Offshoring Safety Alerts
04:31 The Benefits of Overseas Staffing
10:05 Addressing Concerns About Remote Work
11:31 Real-World Examples of Successful Outsourcing
17:41 Training and Vetting Offshore Staff
24:54 The Future of Remote Work in Trucking
29:49 Final Thoughts and Contact Information


Keeping it Safety Dawg Simple!
#trucksafety #truckinsurance #truckpodcast

Do you need a "Truck Driver Safety Policy?" Get it today! https://safetydawg.com/policy

Chris Harris, Safety Dawg 1:

This week we are talking about outsourcing. Should you send some of your business, some of your staffing needs, off site and perhaps even offshore? That's next on the Trucking Risk and Insurance Podcast. Come on, Andrew! Welcome to the Trekking Risk and Insurance Podcast.

Andrew Jacoby:

You brought it up. He

Chris Harris, Safety Dawg 1:

did. He did. And we started with laughter today. All right. Andrew, can you take a minute and introduce yourself and your company to our viewers and listeners?

Andrew Jacoby:

Sure. My name is Andrew Jacoby and I'm the CEO of Good Shepherd Staffing, um, which is a staffing firm based. It's based, well, I'm in Philadelphia, so it's based in the US, but our resources are typically overseas. We work with, uh, vocational schools in the Philippines to, um, and part of, as part of their education, these people have to do an unpaid internship. And so what we do is we find them, um, potential clients to be interns, and then those clients can then hire them through our agency. So we work with Filipinos, uh, Filipino VAs to try to find work for them as well as, um, you know, for people like yourself to try to find people that can work for them as well. Um.

Chris Harris, Safety Dawg 1:

So you're a temporary staffing agency that's offshore. I mean, sorry, the helper or my, uh, virtual assistant would be offshore. How could trucking use that?

Andrew Jacoby:

Well, that's a great question. The, the answer is, is there, there's a subset of tasks that have to be done in any business that have to be done physically locally. Driving a truck, for example, would be a great example of that. You can't drive a truck remotely. Currently, maybe someday, whatever Elon Musk has his way. Maybe you can right now. You can't. So that has to be done locally. You can't sweep the floor. You can't clean up the garbage in the in the office. None of that can be done remotely. However, anything that can be delivered over a wire. Over the computer over the ether can be done overseas. So, for example, any kind of paperwork that is all not being printed out, but it's on is on a, um, it's on a computer that can all be done overseas. Scheduling can be done overseas. Dispatching can be done and is done overseas. Um, taxes, bookkeeping, sales and marketing, social media management, um, customer service, nighttime customer service, daytime customer service, anything that can be done remotely, like we're doing, having a conversation, podcast editing, as your example, Chris. So all of that can be done overseas or anywhere else, not in the local office. So it doesn't have to be done overseas. Could be done in Philadelphia if you're in Iowa or whatever. So that's really how you break down the tasks in your business, is you say what has to be done locally. Meaning physically here and what doesn't

Chris Harris, Safety Dawg 1:

when we were talking, um, prior to the show, I had mentioned to you that I've got a client and our listeners, most of our listeners have to use what's called an E. L. D. Electronic logging device, and most of those nowadays also come with dash cameras and these dash cameras have a I built into them. And they create all a great number of alerts. And so the safety department quite often is flooded with these alerts. And I've got one of my clients that have offshored those alerts for the first pass. I want to make that clear. It's just the first scrubbing of this information. And they've been trained to know, okay, this one doesn't need to be dealt with. Oh, this one's questionable. Oh, and this one. Absolutely. The driver needs to be dealt with. And so what happens in this case is, um, all that is done during off hours here in North America. But when the safety manager comes in in the morning, All of a sudden, they've got a report about what happened yesterday and a list of items, a much shorter list of what they must deal with and handle that driver interaction.

Andrew Jacoby:

100%. Yes, that's a great example. To give you some context, in my past company, this company I just started, um, is the result of a previous company that I founded in 2018. I lived abroad. I was in, uh, this business is built in, called growthera. com. And it's a appointment setting agency. Basically, it's a sales development outsourcing company business process outsource. We started with one overseas assistant and we ended up with over 84 in that business all over. So, and when you ask what can be done in a business, okay, it's not trucking, but it's an agency. And everything is done. Everything from finance. The only role that is based in the United States is our CEO who's in Jacksonville. Everything else is done by remote overseas assistance. So, but the goal of the new company, Good Shepherd Staffing. Was to teach other businesses local businesses here in the states the power of doing that the reason I started hiring overseas Number one. I lived over there number two. I was just starting my business. I didn't have any money So either I was going to do the work or it wasn't going to get done Or I needed somebody who wasn't going to charge me a lot to get it done And then I started hiring them, and I just kept going because it was like, why would I pay more when I could get it done for less? That was really the, that was really the reason. Um, it was by, uh, by necessity. And so it's really powerful, especially if your cost, if your, if your costs are constrained, we're all going through difficult times. It's a difficult economic environment, and so there's a lot of pressure on the bottom line. So we, as, as company owners, As operators have to find the most efficient financial way for a task to get done. Hopefully, you know, the first thing you do is you try to eliminate that which doesn't need to be done. So you're doing a bunch of stuff that you don't need to do. Stop doing that. Nobody should do it, including you. Um, the next would be what of the stuff that remains, what can you automate? What can a robot be doing for you? Because if a robot can do it, that's what should be done because robots, they don't, you know, there's no sick days. There's no, there's no difficulties there. It's like, it's much cheaper to have a robot doing the work at that point. Um, and then that which remains. Okay. Well, what is the proper, um, Resource human resource that needs to be done for this particular task. And that's kind of the art form. It's like, okay, well, how this is this kind of task. How much will it cost me to get it done here to get it done effectively there. And then you've got to sort of figure that out and experiment like you're experimenting a little bit, Chris, right with your with Bella from your intern. She does. Okay. Can she can she help you. You have some hypotheses about how she might be able to help you and if she can you'll save some money Maybe she can't though. You're trying you're you're testing a hypothesis and that's what it is It's like a muscle you just keep trying different ideas that you have. Okay, I'll try this person for this I'll try this person for that and then you come to a kind of like a baseline understanding of okay Like I can hire somebody for about six seven dollars an hour to do that. Maybe not here locally, but somewhere And they'd be happy to do it. So that's really the, that's really the model,

Chris Harris, Safety Dawg 1:

you know, you brought up the example of Bella. I haven't started working with her yet, but the potential is from my bottom line is huge because it'll be about 50 percent of what I'm currently paying. But the tasks that she will be doing will be many more than what I'm paying,

Andrew Jacoby:

right? The

Chris Harris, Safety Dawg 1:

actual revenue will be like half but she's gonna do a lot more for me. So

Andrew Jacoby:

that's the goal That's yeah, I have only I have my new company. We've been going for about a year internally We have maybe four or five staff members and I'm constantly amazed By actually in my first business, I found a remote virtual assistant, similar price to Bella. Believe it or not, Chris, he ended up becoming my co founder in that business. And he's my he's my partner in that company. So a base level entry level virtual assistant. Ended up being good enough that he's now my partner. He managed all of the operations in that business. I could just keep giving him work and he was just one of these people that was never given an opportunity before because he lived in a poor country. He lived in Yugoslavia, ex Yugoslavia. So there's not a lot of opportunity for him locally. But that doesn't mean he's a bad person. It just means that he doesn't have a lot of opportunity locally. I just gave him opportunity and he was just one of those people who could keep absorbing work from me. And higher and higher levels of work. So he just kept increasing his value to the point that now he's a 50 50 owner in a multi million dollar agency. Pretty cool from being a now there's every there's every virtues. Does Bella have that capacity? Maybe, maybe not, but it's just I'm constantly surprised by the talent that's available in the world. And some people just grow up in poor countries and they don't have opportunity.

Chris Harris, Safety Dawg 1:

Well, and I was going to ask Johnny, Johnny, do you have. Any thoughts about getting back to trucking again, how we could offshore, and I keep looking down here because that's where John's face is, but what opportunities are there to offshore a task and trucking?

John Farquhar:

Well, interesting enough, I

Chris Harris, Safety Dawg 1:

know. No, you haven't.

John Farquhar:

I've stuck on something else before I get there. Okay. And I want to ask Andrew first. So you've got the old crotchety owner. That's been around since the 1960s started this company and he's of the mindset that says. I need to see the whites of the eyes of my people. They got to be here in the office, even though it's a menial task or it's an easy task that, as you say, can be done remotely. How do you address the, that guy or those folks that are still in that old archaic way?

Andrew Jacoby:

Well, I don't, I don't know that they're necessarily wrong. I mean, I think it's just, there's no, I don't know that there's a right way or a wrong way. I mean, if you just. There was just a big leaked, uh, memo from Jamie Dimon, the CEO of JPMorgan Chase, and he was saying he hates this remote work thing. He's like, everybody should come back to the office because it's lack of fo there's problems with it. So that crotchety guy, you know, he's, you know, might, might be right. Um, you know, you really have to, uh, um, you have to find the right people and you have to learn the skill of working effectively remotely, and that's a skill. And maybe it's not worth it for you to do that. Like, if you're happy with what you've got going on, don't make any changes. Again, I did this because I had to. I had no, I didn't have the, I couldn't afford somebody locally where I was. So I had to go to places where I could afford it. And so I built the skill set and now I'm very happy that I did that. Is it perfect? Is it like Utopia? No, it's not Utopia. So is that crotchety guy wrong? Maybe not.

John Farquhar:

Well, one of the bonuses we can say is We've had a lot of remote workers in the transportation industry for years, and that main remote worker is a driver. We give him the keys to the truck, we send him on his way, and he's gone. Could be gone for days, if not weeks at a time before he comes back, right? So, there's a lot of trust factor in that fashion there. So, I've kind of, you know, my thought process is. When talking to that old crotchety bugger, it's like, dude, you're already doing remote work with a lot of your people already. So I think it's a matter of looking within your organization and go, well, what can I utilize better because I might have some great folks. And I think we've seen this, whether it be here or in another country. We've got some great folks and the commute is just horrendous or their family has expanded and they need to spend more time with their family. So it's like, if I could work from home, I could be more productive. Because now I could cut out my commute time. I could be there for my kids at the same time. Maybe I'll work later Hey, give me the afternoon shift. I'll take care of doing the afternoon stuff because it works better for me Um, I think there's huge bonuses in it by all means so so to come back to what chris was asking about You know, what could be so I'm actually hearing of folks within the safety realm of transportation companies that are getting more to a remote outsourcing offshoring and whatnot aspect. You know, like you'd said, Chris with the and the and the dash cameras, but even the documentation handling, um, we're seeing software where the driver can take and use their phone to snapshot documentation pictures. Loaded up into the system, and now I need somebody to verify that that is the correct documentation, maybe run some reference checks and whatnot, which again, I don't have to be in front of the person to do a lot of these things.

Andrew Jacoby:

100%. Yeah. And also, I think as a business owner, I mean, it depends what your goals are as a business owner. My goal as a business owner is not to operate a business. My goal is to own a business. So, for example, with growth era, I built that business always with the goal of not running it. You know, it's like, uh, Sam Zell, who's the famous, uh, founder of, I think, waste, waste management, amongst other things. He says, I want to be the chairman of everything and the ceo of nothing. And so that was my goal as a business owner was to create a system that operated independent of my labor. Mostly. I mean, obviously it's not 100%. I oversee the CEO. I'm on the board. We have board meetings. I have to, you know, manage the CEO's compensation, his performance, things like that. So. I still have a job but I don't have an operational role in that company. I have an operational role in the new company and my role is my goal is the same because I'm more of a creative, um, beginner of, you know, zero to one kind of person. Once it becomes about operations and spreadsheets and can I get this paid time off and like, I don't, I can't, I can't do that. So I'm, I'm the guy we're spitballing ideas in the coffee shop and we try, we wait for some stuff and we try it. You know, let's see if we can get something operational. That's my role. And so it depends on what your goals are as an entrepreneur, as a business owner, as an operator. Um, do you want to? And then if the other piece of that is, you also have to look at what are your income goals. So, Chris, if your income goal, let's say you want to make 300, 000 next year. Well, that breaks down to an hourly wage, and if it breaks down to an hourly wage and there's a more or less free market for labor, you have to evaluate what you're doing and put a dollar amount to it. Like if you're doing 6 an hour work that Bella could do, then are you really going to be able to make a few hundred bucks an hour? Like you need to make, like maybe in the short term you can get away with it, but in the longterm, you know, it's not really a casino. It's more of a, like a scale. It's a weighing thing. So if you're doing 6 an hour labor, eventually that's where you're going to get. So really you have to determine as a business owner, what's the real value, like that I'm adding to the company that only I can add that I like to do. That's really high value. And then you start to say, okay, if I am doing something right now that is not worth that dollar amount, then either I'm not serious about making that dollar amount, or I don't know, like, how to, I don't have the skill set to delegate and to determine what I should be doing and what I shouldn't be doing. Because, like, the magic of entrepreneurship is that you can delegate the whole thing. Like, I delegated the whole company. I don't do anything in that company. The clients don't know me, they don't call me. I have no idea who they are. They don't even know who I am. It's great. That's, that was for me. That was like, that's the magic. Like to me, entrepreneurship is just delegation by another name, essentially,

Chris Harris, Safety Dawg 1:

one of the, I got two things to say. One of the things, um, some transportation companies have put, uh, dispatch offshore, but not the, um, sorry, when I say dispatch, not, uh, the, uh, The here now dispatch, sorry, the after hours dispatch, is what I'm trying to say. Um, I've got a customer, and it's funny that you mentioned Yugoslavia, because in one of their former, or one of the current countries over there, I've got a customer, he's got his nighttime dispatch located right there. So, I 7pm, uh, that fellow, it happens to be a fellow, takes over the dispatch calls and works till 7am. Uh, here in Canada time, you know, um, I've got other companies that are doing the exact same thing in Eastern or in India, they've got dispatch offices and everything. And any call that comes in after a certain hour gets forwarded to that local. Is that something Good Shepherd could, um, help facilitate?

Andrew Jacoby:

Sure. We provide the labor, and then you can mold that labor in any way that you want. Like, for example, uh, Chris, you're, you're now teaching, or Bella's learning, you're allowing Bella to learn. The skills, and you, you and I had this conversation before, how complicated is the software necessary to do some of these dispatch tasks or some of these safety tasks, and you said it would probably take you about 40 hours to learn, and we start out our relationships with our clients with a free 30 to 60 hour internship, so there you go, for 40 hours, I need you to go learn this software, my dispatch software, I need you to be able to produce these outputs. So I'm gonna give you, I'll give you some case, you know, some fake cases or whatever within the dispatch. I need you to be able to perform these tasks in this software. Because this is what the software does. It's a tool that produces this result. I need you to be able to manage that, okay? So you have X number of hours to figure out how to do that. Because today, what people don't realize, because we're older all here, I can imagine, we all have white hair, and no hair, and whatever, like, when we went to learn stuff, you had to like, it was like painful to learn things. Now on YouTube, you can learn anything that you want to know. So my strategy, given this new reality of learning, okay, maybe there's some advanced calculus or some things, or there's like a certain amount of brain power that I don't have that I'm not going to be able to learn and everybody else also. But how to manage a software, how to do a particular process in a pretty simple business, that's all learnable. So what I do is I try to find people like Bella, hopefully, Chris, They're smart, they're young, they're hungry, they have integrity, and they work hard. And then I let them loose on YouTube, and say, learn how to do, learn how to edit my podcast. Just go figure it out. Like, take five hours, and take ten hours. And if they, because if they, if she can figure, because one second, if she can figure that out, she owns that skill for the rest of your life. And it took her five hours, and it cost you, five or six bucks an hour, it cost you twenty bucks. For her to learn a skill that she's going to operate in your business every single day for the rest of time. Great. Great. Great. Great. Great.

Chris Harris, Safety Dawg 1:

Johnny. Doesn't every dispatch software come with training modules.

John Farquhar:

Yes, most of them, and if not the provider that, uh, that training training program will will provide that.

Andrew Jacoby:

100%. They all do.

Chris Harris, Safety Dawg 1:

The software that I want Bella to learn, they've got an immense library of training programs. And yes, YouTube's the second one. And by

Andrew Jacoby:

the way, they're customer service. Like, my team knows software that I don't know how to use. And they just deal with the customer service on the software. Most of these, if it's a real software company, they've got great customer service. And again, I don't want to learn how to use the software. I wasn't, I'm what does what the software can do. I don't care about the software. I want the output. I want the whole, I don't care about the shovel. I want the whole, the shovel is just a means to get there. So I let my staff deal with the shovels. I just want the holes.

Chris Harris, Safety Dawg 1:

Well, yeah, we just want the output. Exactly. One of my questions for you, how do you vet these, this offshore, like you've introduced me now to Bella. How did you find her? How do you know that she, um, hopefully has the skills, at least the ambition, uh, to help me out?

Andrew Jacoby:

It's a great, it's a great question. The simple answer is there's no way to vet them, really. That's the truth. You just can't. You have to, like, for example, in my first company, I have a girl, Mimi. She runs our finances. She has access to our bank account. She could wire you all of our money today if you Sorry, what

Chris Harris, Safety Dawg 1:

was her name again? Mimi

Andrew Jacoby:

Mimi She's great, Mimi And I just met her in Yugoslavia Like she came and was a worker for me And now she has that capability Did she have that capability in the beginning? No, she didn't have that access in the beginning How did she gain it? The same way anybody gains trust over time. So that said, how do you vet them? What you have to do is you have to use prudence. You have to use your, your instincts. And you don't give people 100 percent access to everything on day one. They have to gain that over time with you. Just as right now, you're thinking about Bella. Can she be helpful to me? Can she not? Either over time, she's going to prove useful to you. And honest with you or she's not and if she does she will gain more and more of your trust over time as she completes Because you know as she has integrity integrity means i'm going to say something and then i'm going to do what I say Rinse and repeat that's what it means to have integrity. So either she'll have integrity And you'll continue to grow your relationship with her or she won't and you'll stop the relationship with her and probably us as well. So to answer your question about the filter, the filter for us is number one. These are poor people and they're spending money out of their own pocket to learn how to be helpful to you. Number one, that's a decent filter that shows some motivation level. Number two, they're investing in their own education with that money. So that's also says something about somebody in my view if you're going to take money and not go blow it on the local hooch and you're going to go buy some training so you can better your life and your career. I think that's kind of, I think that says something. Does it necessarily mean that they're like amazing? No, but it says something. Number two filter is that they graduated from the schools that we've already used before so we know that the people that graduate from these Schools have the basic skills. Does there mean there aren't exceptions and there's variance in quality? That's that exists But and the third thing we do is our relationships with our clients like with you Chris is very low risk So they have a 30 or 60 hour free window So you basically say to Bella, hey Bella, here's, I don't know, CapCut Pro, or here's video editing software. Take 10 hours, which I'm not paying for, and go take this video that I have in my, down in my drive folder, and go edit it so it looks like this other one on my site. Come back to me in 20 hours if you can, if you can do it, right? And like either she's able to do that and great God bless and she has a job and it's great or not. And what did you lose? Five minutes of your time. So it's like we've tried to set up the game so that you can win as somebody who's never done this before and is so It's nervous about it and has all of these questions which are totally natural and normal. We've done everything that we can To try to make the game such that you'll, you'll win it, and you'll, you'll, you'll succeed at this. But that said, you know, nothing's perfect, and there are criminals in the world, and people do nefarious things, and, you know, you just have to use your prudence. There's no way around that. There's no way to vet people online. They can be taking, if they're even in a call center, they can be taking pictures with their phones, they can be, I mean, who knows? Like whatever, whatever kind of stuff you just have to use. You have to give them little bits of trust and let them earn more over time.

Chris Harris, Safety Dawg 1:

As a person who's done a lot of hiring in the past, uh, when I worked for a corporation, did I ever make mistakes? And I was sitting there right across from the person and. I sometimes bought a bill of goods that was totally false.

Andrew Jacoby:

In other

Chris Harris, Safety Dawg 1:

words, I made a bad hire. So, I'm not sure. It's just different. And I think COVID, if it didn't teach, if it taught us one thing, is that the world is different and we can work remotely now. And We can continue to do that at least in some forms,

Andrew Jacoby:

right? I you know, here's the I have is a controversial take. I've hired hundreds of people overseas probably over a thousand since 2018 I've never read a resume. I don't I don't read them. I created a process By which I could talk to somebody, get a sense for them as a human being, judge them as a human being, not, like, I'm not God, I'm not judging their moral character, but I'm getting a sense of them. And then from that sense of them, and I would do this in groups, because we're hiring in the other company, we're hiring cold callers, so SDRs. That's a really hard job and it's kind of like Navy Seals. Like if you go to the Navy Seals, like they still don't know really who's gonna make it through the Navy Seals like the training and they would like to find out. They spent like millions of dollars like trying to figure it out because it would be great if they could filter up front. Turns out they can't. You have to go through hell week. Either you make it and you or you or you tap out and it's really hard. They're all studs. So, you know, who's tapping out like it's hard to predict anyway, same thing. So what I did was I created a system where I could get a sense of somebody to see if they were like what I felt in my heart. They had the intent, like the sort of they're a decent gamble. And then I created a system where I could bring them in in groups and have them try projects out and and I would purposely give them not that much training. And the reason I would do that is because my theory was that the cream always rises to the top. In any group, you're going to find that person that just is going to figure it out. And they're gonna, they're gonna, and I wanted to know who that was. And so you're not going to read that on a resume. Because resumes can be faked. And I, and especially overseas. What am I going to do? Call up some like, You know philippine they work with some filipino Agency, i'm going to call them up and like it's just not going to happen or some macedonian trucking company i'm going to like call up some guy and In like some small town in yugoslavia and try to vet somebody impossible forget it The way you do it is you try to set up a game whereby you don't have to put a lot in But you you have a system by where where they can prove themselves to you In real world tasks, do they show up on time? Does their English good? Are they doing the work with serious effort? Are they showing intelligence in the way they're thinking through it? Are they communicating well? Are they hungry to learn and to contribute? A players make themselves known in any environment and you can't like, that's, it's just, it's just, they're just obvious. So that's the way I've done it personally. Again, that's a controversial take, you know, your mileage may vary.

John Farquhar:

Well, I, you know what, it's funny you say that because I've heard many times before, you know, we hire the wrong people because we're busy looking at the resume and, and not realizing that what they did previously. Was not what they're really good at.

Andrew Jacoby:

Yeah.

John Farquhar:

So now all of a sudden you give them that opportunity to try something different and like you say, they become that A person who rises to the top and they surprise themselves even because they go, I enjoy this and I like this. I just didn't realize I was that good at it.

Andrew Jacoby:

Yep. That's a great, that's a great point, Johnny. I actually have a friend of mine here locally who's like trying to get a job and she's like. It's really hard to get a job doing this or that and I'm like, well, what is your process? She's like, I'm just sending resumes. It's like I'm like, yeah, that's not that's not really the way to do it You got to meet somebody and you got to offer to be valuable for them and make it really easy for them to say Yes, do some free work for them do a project together on a charity group do something Where they can prove your labor. Because today, the educations don't mean anything. Here in the States, education is overpriced. And they don't teach very much anymore. Except like, all this weird new stuff that the kids learn, whatever. They don't teach very much anymore. So seeing what school you went to doesn't matter to me. You know, it's like, the receipts are what, how you act, the receipts are what you do when I give you a project, do you, do you do what you say you're going to do, are you doing it in an intelligent way, like, can I teach you, are you, are you coachable, and these are all obvious within a 10 hour work project, so I get a sense of you as a human being from a, and I have them all send loom videos, and I can watch a three minute So Screencast video and I can get a sense of if I think somebody's like, you know, like kind of there and with it or a little like, I don't know, they're just not, you know, they're not a nobody's home a little bit, you know, you can get a sense of that pretty quickly and that's my resume because if I think you're all there and I, you know, I can't really tell your character. I can't really tell that stuff. But if I think you've got the intelligence, I'll give you a chance to show if you have an engine. Great. If you're honest and if you have a work, if you have, if you have an engine, if you have an engine in the chest, right?

Chris Harris, Safety Dawg 1:

That's awesome. I think that's a great place to wrap the show up. I will ask 1 final question. Did we cover all of the important items? If I was a trucking company or logistics company, and I thought about this outsourcing thing, what would be? What would you say to me as to what would might convince me to give it a try?

Andrew Jacoby:

I would just say there's the the problem with it is is that It's kind of like swimming. You can't be in the water unless you know how to swim. But you can't learn how to swim unless you're in the water. You just have to do it. I can't, we can sit here and talk about it all day. It's kind of like, kind of like talking about what does a mango taste like. Hey, Johnny, what's a mango taste like? Well, Andrew, it's kind of sour, but it has this weird kind of salty thing going on. It's kind of, you know, it's like, do I really know what a mango tastes like? You got to try it, right? You just have to take a bite and try it. And by the way, that's why we set up what we set up that we have a 30 or 60 hour free internship. So we'll put somebody like Bella with you, go to good shepherd staffing. com, reach out to us. It costs you nothing. So if you, if you come up with a simple task and you give them that task to do abandon the internship, if you don't like it, I mean, there's not a lot of downside. And so if it's, if you have this idea, a hypothesis that it might be helpful to you, because it's being helpful to other people like you. Maybe your competitors are using it and you're kind of like, well, if I, I better not lose to them and give it a shot. That's all. I can't say if it's going to, you know, maybe you, you, you tried it and it didn't work, but that's also, look, that's also important to know. It's like when I think when the, um, when the, when the Americans found the Titanic, they thanked the French team who was also looking for the Titanic because the French team found out where it wasn't. That was helpful to know where not to look anymore. So if you try outsourcing and it doesn't work and you're like, well, I tried that and it didn't work. Okay. Now, you know

John Farquhar:

Well, I think you got to be you got to be open to if I need to make a change to my bottom line I got to be open and open minded to all kinds of different ideas to make something work.

Andrew Jacoby:

Amen That's a great great place to end john

Chris Harris, Safety Dawg 1:

and with that i'll say andrew's Contact info is in the show notes down below so you can reach out to andrew and once again andrew The name of the company is

Andrew Jacoby:

Good shepherd staffing

Chris Harris, Safety Dawg 1:

dot com

Andrew Jacoby:

dot com.

Chris Harris, Safety Dawg 1:

Okay, cool

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Chris Harris

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John Farquhar

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