That's why we're learning about history. Hi. Welcome to this month's Our Community Stories. This series is a part of learning about the communities that make up our great city of Durham and learning about the stories and history behind each of those communities. Durham is a place of diverse cultures, experiences, and perspectives. In our rich history, some stories have been inaccurate, hidden, or forgotten. And the series is a dedicated space for sharing histories from Durham's marginalized and underrepresented communities. These stories help us build a fuller understanding of how the Bull City came to be what it is today. They help us understand more about the diverse cultures and communities that we still have with us. And they inspire us to imagine a future where everyone feels safe, supported, and valued. This month, we're learning about McDougal Terrace. This is still a very active and large part of Durham presently. And so I'm so excited to have had the opportunity to learn about the history and be able to share this time with you all. This series is brought to you by the City of Durham, our Neighborhood Improvement Services Department. And this is a part of the community engagement team and our work around equitable community engagement. You can learn more about our team and the work that we're doing and access to our past, our community stories, and so many other things on our website DurhamCommunityEngagement.org. And also on our Facebook page, Durham Community Engagement. And now for the reason why we're all here, I will turn over to today's speakers, starting with Ms. Constance Wright. Hello, everybody. And thank you for coming to hear our community story about McDougal Terrace. The story of McDougal Terrace, I wanted to tell, because when we started with the community stories, I actually live in Braggtown now. And we started with the story. Well, we didn't start with the story, but we did the story on Braggtown. But as I was talking to Laura and other people, I was always telling them how we grew up in McDougal Terrace back in the 50s and 60s. And how then it was a great community to live in, neighbors, new neighbors. People looked out for each other. Teachers looked out for you. The community business leaders, they looked out for you. And it was just a good place to be. Although, a lot of times, I was asking Alton a little bit earlier, did you think he would pull? I was asking, Vonn, did he think he was pulled? They were always saying, we will pull, but we didn't. I didn't feel it. They didn't feel it. So, and I'm sure a lot of other people that live there did not feel it. McDougal Terrace was a place to live, but have a come up, to come up and come out. Not to stay there forever. So on our panel, my name at that time was Constance Gerald. My brother was Marvin Gerald. My mom and dad, Vanda and Bella Gerald. And we stayed at first in the 24 building, 24E. And that's our picture that you see on the front of the announcement. And we moved from there to what they called the new project, because that was the second phase of McDougal that was built to 59G Wabash. But during my entire time, we moved out when I was 12. But I always came back because that's where my friends were. And that's just where I felt at home. So given that, the introduction will be for Alton Joyner and for Von Brunson. And they will, we will all start, you know, just talking, just conversating. People that are in the chat, if you have things that you want to say, you know, or have memories of McDougal or your experience with McDougal or anything, just chime in in the chat. And there will be Q&A questions and answers at the end of the program. So now I will tell you a little bit about the history of McDougal Terrace. McDougal Terrace is named after Richard L. McDougal, who was a businessman and landowner. And he also was a part of the, not mutual savings alone, but he started a savings alone company here in Durham. But his plight was always to have something better as far as living conditions for African-Americans. And although he died in 1949 and the McDougal Terrace was built in 1954, he had a lot to do with us getting McDougal Terrace and better living conditions. My brother always used to say, you know, in McDougal Terrace, you had three hots in a cot, which meant you had three hot meals, warm living conditions.  And what he did, he fought for us to have better living conditions. Although he passed early, they passed the housing bill in 1949, and that allowed for McDougal Terrace, which was the Black community, and few gardens, which was the white public housing to be built here. So that's the picture that you see on the screen of Mr. McDougal. And the other picture that you see is the proximity of McDougal Terrace from North Carolina, then it was North Carolina College. You see how small the campus was at that time. But that's the proximity, the buildings that you see in the background, that's McDougal Terrace.  There was bus service, but you could also walk and go to different places downtown. You know, Hattie, all of these different places, Central, North Carolina College, Pearson Town, anywhere you wanted to go, West End, everything was like in a nice proximity where you could walk, get your exercise, and everything. So that's a little bit of the history. This part Alton can tell you about because this is the part that, this is the area that he stayed. Good morning. I'd have the holidays to everybody out there. I'm honored to be a member of this panel when Constance gave me a shout out. She didn't have to twist my arm in order for me to accept the invitation. I consider it a real pleasure. I'm a lifetime advocate for MacDougal and residence established more than 60 years now of relationships, friendships, et cetera, et cetera. And when I set some goals for myself, at the end of this presentation, I'd like for a few things to happen. One is that we remain friends and neighbors and support each other for the remainder of our lives. And two, I want to dispel some of the myths about MacDougal Terrace. Okay. Three, I'd like for the current residence of MacDougal Terrace to benefit from this exchange. What you're looking at is Apartment 1A, which was actually the third unit that I would occupy in MacDougal. We arrived in MacDougal Terrace along with people from all over the city in 1954. We lived at 8E Wabash. People came from West End, North Durham, the bottom, Hattie, and all over the place. And we all got together there and we became a community. And I'll extend that community to the peripheral streets, such as Bacon Street, Rosewood, Ridgeway, Plum Street. All of those people were part of the MacDougal experience. And so I consider them a part of the MacDougal community. Okay. And as we go forward, the first myth was that MacDougal Terrace was all about housing. And while housing was a major component, as Constance shared with you, the vision of R.L. MacDougal, housing was not the only component. The aspects of life from the executive branch of government would have every executive department contribute to, in some way, to the project of moving people up in economic status. So you had every branch of the executive department including Department of Interior. That's why we have parks. We had parks in the MacDougal Terrace community and across the street. If you look down below in that picture, that was a recreation area and behind that was the spray pool. All of that was compliments of the Department of Interior. You had a hospital or medical facility, some place near any housing project was a medical facility. And of course, for us that was Lincoln Hospital, you had great schools, Department of Education. The transportation department had a lot to do with the traffic configuration in MacDougal, even down to the point that our handicapped residents were all situated near the bus line where they had a short stint to catch the bus. And most of those handicapped people, I know on Simon Street, there were three blind residents, the Washington's, the Barrett's, and the Barrett's. And they were all on Simon Street near the bus transportation. And so every department, because the idea was that if you were going to escalate economically, then you would have to have more than a shelter over your head. And I think the myth is that the project was for people who couldn't afford to do any better and who would stay there the rest of their lives untrue. The Veterans Department, veterans had first preference for entry into MacDougal. If the veteran was deceased, obviously his wife would have a preference. And so again, every department, you name it from commerce to housing and urban development. Was represented in what was called a project. A project has a goal. And the goal was that we would move upward because we're gonna have lower rent, which gave you an opportunity to save, invest, et cetera, et cetera. I think a better experiment, and that's what most people consider the projects an experiment. And an experiment would have been to leave people as they were because we had a self-sustaining community in Durham that I think would have been more interesting than what we have here. Now, MacDougal was an advocate for better housing and Truman as well. But in a lot of years I would talk to contemporaries around the country who lived in public housing. In Atlanta, for example, where I am now, the first housing project was in 1942. And in discussion with another colleague from Montgomery, Alabama, we were discussing the floor plan of MacDougal Terrence. And they said this is the exact floor plan they had in Atlanta and in Montgomery. You know, I found that interesting. At any rate, at the conclusion of this, I would like for people to understand that MacDougal was a very successful project because from there came so many successful people whose mindset was steered on by the mindset of management in 1954. And after we're gonna kind of move on a little bit in the pictures that you all are seeing now are some of the people that I grew up with. You see my brother Marvin Vaughn and that's Sonny Harris right there. And that's Sonny, Frank, my brother Marvin again and Leroy Johnson. And that's myself again and my brother. But all of these people, we still stay in touch with. And that's the beauty of what we were doing when we were growing up in MacDougal Terrence. There were many, many more. But, and I was talking to one of my real good friends, Rita Rogers, and we were going through some of her pictures. And what was so ironic is we had pictures of, you know, family members and everything, but we didn't have any pictures of the landmark. So, but you will see some of the pictures of the landmarks of MacDougal Terrence as we go on. But these are just some of the things that we did. You know, you see our wagons, tri-circles, and this is our Sunday best with Vaughn, Marvin and Sonny. And then I guess this was a Sunday afternoon or whatever. But yeah, MacDougal, I have real farm members of MacDougal and I'm sure a lot of people do. I saw somebody put it in the arm chat that, you know, they took the office, the library away from MacDougal Terrence. But they took a lot of things away from MacDougal Terrence since we were going because when we were living over there, we had three parks. We had the library, we also had TA grade and we'll go on, you know, to talk more about that too.  So yeah, so that's some of the things that we did over there and a lot more that you will hear about. So the next slide, Laura. Vaughn, do you have anything you want to talk about? Yeah, I'm glad to. Hello, everybody. My name is Vaughn Brunson. I first decided at 24D Ridgeway and then we laid a move to 27D. And I don't remember exact year that we moved into MacDougal Terrence, but we moved there from Fairwood Street Project and I entered the first grade. So I went to the first grade when I was five. So I will say in 1953-54, we moved to MacDougal Terrence. And what you're looking at now is a TA grade, which was an integral part of my upbringing. There I learned from Mr. Miseroof Knox, who were also, they lived in the area and they were instrumental in developing a lot of us. And also you see the spray pool there. A spray pool was a cooling off center in the summertime. We also use it as a skating rink too. We skate there on Christmas, during Christmas day. It was my family stressed education as most all families during that time. We also participated in marches and protests. Our neighbor, who was my godmother, Ms. Roo Jones, she worked at the Carolina Theater, which was segregated at the time. We sit at the top and the other people, they sit at the Caucasian sit at the bottom. I had such a rich upbringing in the MacDougal Terrence. Henry Smith was, he had a grocery store, a black guy had a, other than Malone, Henry had a truck, he would come and sell vegetable fruit, fresh vegetable fruits and wild melons. He allowed us to work for him, knocking on doors. Also, Henry Bakes had a service station up on Austin Avenue and Glen Street. And he allowed us to come up there and do certain things. And he was a very, very, very good guy. And R. Kelly Bryant, then we had a baseball coach, Mr. Paul Koenigge, who took vast amount of interest in our community and helped us in so many ways that I can't, I mean, he was like a father to those who didn't have a father. R. Kelly Bryant, he took us on, he took us up to Virginia to count trips and the amount of support that we had in that community. And I wanted to think about Alison's mother. Alison's mother was an activist. She was instrumental in the voting, Ms. Fisher, Ms. Reno Fisher. She was very instrumental in registration. I can see her now with that clipboard in her hand. This is over 50 years ago. She had that clipboard in her hand. And I also remember Vivily, Ms. Jackie Parker. She's not on here, Jackie Williams, but her mother was also very instrumental in making sure that people voted. And they got people out to register. I'm gonna stop right here, but I'm not finished because I want, I'd like to move on because we, we, in McDougal Tures, we, we excelled. We excelled in, in sports. We excelled in education. Matter of fact, we had a, I'm sorry, I got a lot going on. Sorry about that. We excelled in sports education. And Johnny, Johnny Williams, he was a city council member for us. He represented, so what McDougal Tures has now is not our experience. The community was very, very instrumental in supporting all of our wants and our needs. I'm saying in the past, Reverend Douglas Moore, who later became a city council member here in Washington, DC. That's where I reside now. He had Asbury Temple Methodist Church. He laid out a spiritual path for many of us. And I can talk, how can you go on? Cause I, Hillside High School, I'm looking in there. Our roots are deep. And Constance asked me about being poor. Now that was a state of mind. That wasn't a state of, to me, that's never been a state of comfort. I was always rich in spirit. So what McDougal Tures gave me, I could always feed myself. So I'm gonna stop right there for a minute. Well, that was probably the best it could be stated. It was a state of mind. And I shared with Constance that my answer to her question about being poor, that I never thought I was poor because we were actually trained at home to delay gratification. Meanwhile, you had a lot of hard work to do. And so we were rich as well. And we never compared ourselves to anybody. So we knew that generations later, the hard work would pay off, or at least we bet our quarter on that. Couple stories about you mentioned Smith's store. And Malone's. And Constance mentioned earlier about Mr. Malone teaching her a few things. But Mr. Malone taught me a good lesson. And that is not to steal. I had my eyes set on an apple in Mr. Malone's store. And I must have been around seven. And I must have broadcast my intentions in my eyes because I kept looking at the apples. Finally, I built up enough courage to go over, grab the apple, put it underneath my shirt. And I walked out of the store and Mr. Malone stopped me. He says, give me my apple or pay for it. I was speechless, I was frozen. I couldn't move, I couldn't speak. He took the apple away and he says, don't come in my store anymore. So I go home and as soon as I get home, my mother sends me to the store to pick up a few things. I can't go in the store. So I ended up going to Smith's, which was about a five minute walk up the hill. But when I didn't return home in time, I got a whipping for being late. And every time she sent me to the store, I'd have to go to Smith's. And sometimes Smith didn't have what Malone had. Smith had more produce and I couldn't get a canned good from Smith's. So I got a whipping every time I went to the store. Finally, I decided I'll apologize to Mr. Malone so he would allow me access back to his store. So he taught me not to steal that the pillage could be severe. That's my Malone and Smith story. On the screen now you have a picture of the no book store. Well, the no book store didn't start on Fever Street. No book store started on Diller Street and Bruce Bridges, who later became Dr. Bruce Bridges and taught at many institutions in the area. He started right beside Jackie Parker who had a consignment store and a thrift store right next to him. And this was in the early 80s. This was in the early 80s that they had. I didn't know that you could get a business license until when I went to see their stores and they were in business. So we produced not only educators, we produced a lot of business people from that magnitude with tears. My brother, Ron, Bruce, he was in business for over 50 years with, he had different auto shops and he's still now still in business as we speak today. And I can't begin to tell you about the affolings who came out of, out of Mac-Dude, they're just too vast. So why don't you name a few of them? We had like five quarterbacks who all courted back from North Carolina Central University. We had Bud Lyons, the Lyons family. We had Earl Burnett, we had Johnny Williams. Oh, I can't think, so many of those guys played really good sport guys. Yeah, Charles Roames, yeah, Charles Roames. They're the pictures, they call him T-Tot, but there's Rodney Rogers. Yeah, it was a lot. He came out of Mac-Dude with tears and he played for the, he played in the game. He came out of Mac-Dude with tears and he played in the National Basketball Association for 14 years. He's played 14 years there. So we have June Hearns, Albert Daniels, so many other people that came out of, the Rogers brothers, they played football. There were so many athletes, so many educators. I remember Shirley Ward, she was a, what's the academic award you get when you're young in high school? And who's who, they were in who's who of America? So I've been keeping up with Mac-Dude with tears for a long time. And what you have there now is now what was the seed planted in us. I'm looking at Ms. Fielder's Joyner, very successful in her arena. And I want to say this, I want to say this right quick, I want to, I want to thank each, it's 101 participants including us on here. I really want to thank you guys for showing a great interest in this, because you can be doing so many other things now. And if you have any questions, could you put them in the chat, if I can answer them, I'd serve a will. Absolutely. And Von, you know, it's funny you mentioned Jackie Williams, Parker and Bruce operating next door to each other they were right across the street from each other in Mac-Dude. Bruce was in two building and I think Jackie was over in three on the other side of Ridgeway. That's right. And I forgot, I forgot to mention this, Al. We, Mac-Dude with tears produced the first African-American police chief in Durham, North Carolina. Jackie Mac-Dude. Absolutely. He was the first, he started off as a firefighter and an EMS. And then he became the police chief and had a very successful tenure there. Hey, Von, you mentioned Earl Burnett. Earl Burnett was probably the first guy I would say was an entrepreneur. I remember Earl Burnett, most of you who are listening would probably agree with me. The ice cream truck, Earl Burnett drove the ice cream truck through Mac-Dude and you could hear the music playing blocks away which gave you time to try to get some money out of your parents so as you get some ice cream and Earl operated that truck for quite some time. In fact, a guy by the name of Sonny, was a firefighter. He was a firefighter.  It was abandoned. I ended up living next door to that fire station years later. And that's where he housed his ice cream truck. He was a firefighter. He lived with anybody other than himself in his life. He may have, but I don't remember. But many entrepreneurs that we looked up to, in the older days, you talk about Tinson McCoy with McCoy and I think who made his mark in New York during the same. All kinds of entrepreneurs, people around the community, Tom Wilkins, who was a tinkerer and an engineering mindset went on to build a multimillion-dollar telecom company that still exists today after 30-something years in business. And that's, that's the way it is. Arthur Johnson from Rosewood. Arthur is a executive vice president for Boeing cooperation and has done very well. In fact, I may see Arthur later on this evening. Who else? Oh, my God. Thank you. From around MacDougall and in MacDougall. And I thought it worth mentioning that. I know one of the, one Sidney James, y'all remember him? Sidney James truck. A lot of the people around there, Mr. Mr. Smith, you know, they used to come over there and sell their goods from the trucks. You know, people to have where you call it, yeah, trucks that you could go and you can buy candy from, you know, or produce. I remember one time somebody, I don't know who it was, but they came around selling chickens and just rang the chickens, had to pull the chickens flying all around, but people would actually buy the chickens from the truck. And I remember one of the types of things that we did, I want to go back to Ms. McKessick. She, for me, they started the first, you know, pre-school in MacDougall Terries at TA Grady and I was one of their first students to go there. It was Ms. McKessick and Ms. Knox that were our teachers. And then, you know, at that recreation center, we had like dances and different things that we could go and do at the recreation center. People hung out there. And so, yeah, we had a lot of people sold candy from their houses to make ends meet, you know, to have, we called it a side hustle. I guess that's what we call it now, but then it was a way to make a way out of no way. Who was selling candy at Constance? One of the lady, and I didn't know her name, but she stayed on Salma Street. One of the blind lady, she stayed right there on Salma Street. Ms. Washington. They sold, she sold. No, that was Mr. Barrett. I think that's what she did. They stayed on that corner house. Mr.  Yeah. I know he sold candy. I went to, because I bought some. Yeah. But I'm trying to figure who was selling candy out of their house. That was where it was. It was in there. I'm not doubting your word, but I never knew. Yeah. I remember that because the lady, it was actually a lady and she was, and I don't, because it was like you say several people on that road, but I know she was blind and she knew what kind of money we were giving her and everything. So she stayed right there on that corner of, and if I'm not mistaken, it was in the same building that Bruce stayed in.  You were just outside playing, having fun at somebody's house. So those are the types of things that we did. I know Malone's grocery store, I was telling them with Malone's Miss Malone taught me how to make a dollar out of a quarter. I'll just say it like that because I could take a quarter and just go buy snacks that will last, you know, at least almost two weeks. That's how slow I ate, but anyway, so those are the types of things that we grew up with.  Some people said they got hooked by their neighbors. I never did get hooked by my neighbor, but I, my mama knew what was going on by the time I got home. But it was just a, it was just a big family atmosphere. If you didn't know the person directly, you either went to school with them. We had safety patrol, we had the band. We had all kinds of activities when we got to middle school, junior high school, white teens for the girls and boys had different things, but when we got to hillside, that was when they had all the trades, you know, carpentry, brick mason, you learn to trade in school. So that helped with a lot of success too. Because when you came out of high school, you could come out of high school making money. But I don't know. Hey, Constance, if you look at that picture there, Miss Rogers talk about community pride. Now, take a look at that picture in the background, you'll see landscaping. Right. And everybody. Talk about that. And grew flowers, cut grass. And of course you could go down to the mason shop and sign out and lawnmower, push more, push more and some edgers. And you took them back. You took care of your, of your, of your line. And so there was so much pride in the neighborhood. Now, some people objected to the fact that there were periodic inspections of the units in MacDougal. I personally thought that was a good thing because it kept people on their toes and you know, I just thought that was a part of the part of management. Some people took offense to that. That's okay. But still, we took care of it. The guys, and you mentioned safety, you could go out and play. That don't get me wrong. There were some tough guys in MacDougal. But they were respectful. They drank their wine, but they made sure that if respectable people came by, they hit such. And, and they looked out for us. You mentioned the bodies. It was a pokey Bible. That told me, and he, and he said it this way, he says book become a jitterbug, right? Book, you don't need to be out here in the streets. Get too smart for that. I never forgot that. And that's advice from guys who, who were older and who saw what was down the road. And they took care of us. Okay. What you're seeing now is a slide of a protest. Now, my family. We had moved by the time this beginning to happen. But I can see that. That these protesters were. We're vigilant about having fair housing. Because the first thing it says unfair. So we always had. We always had a community of activists. And as Alison said, we are highlighting a lot of successes. We also had a lot of failures. And, and those people were not looked down upon. They were always treated fairly in a community. And we love them as we love those who had gone on because make do with chairs produced to doctors. When I was growing up. And a host of other. There's a question in the chat was, well, how can, how can all this stuff be improved now? I'm going to have to get off because my granddaughter is making too much noise. No, no, no, she's fine. So there's, there's, there's a question of how can, how can the conditions improve in Mac do with tears? And I don't know, I don't know. I mean that, that there's been a lot. I know I read a story about the carbon monoxide. You know, and I know there's a, there's a movement in America to knock down carbon monoxide. And I know there's a movement in America to, to, to, to, to get rid of all housing projects. And I've heard that. I've heard over the years that central was interested in buying, buying and leveling the grounds over there. So displacement has always been the first thing because urban, urban renewal tried to do it. Displacement has always been the first answer. But, but, but for us, I think it was education. The activists activism in MacDougal. When I look at that picture there, I try to date things sometimes based on music and, and fashion. And looking at that brother's shirt, I would say that happened prior to 1970. I see a pork pie hat on that gentleman's head back there. So, and I don't know whether I was around then, but I do remember Ms. Ann Atwater, which, which starred in the recent movie documentary about Durham. I remember my mother. I remember Mrs. Rogers. I remember those Howard Fuller and Ben Ruffin and all those guys. Who, who started what was called United Durham Incorporated. And what they were trying to do was to invest in the food chain. And by selling stock to neighbors for a dollar per share. And so the answer to one of your questions about improvement. We have to go into some economic arenas. And one of them that I've been studying recently and advocating more of is insurance. And that when people have children, the first gift you might want to give those children is an insurance policy. And for the price of one little outfit, one little cute outfit, you could pay a monthly premium. Where there's a company called Gerber life insurance. Gerber have a program where you could buy $50,000 policy at birth. And at age 18, it turns into $100,000 and building up cash value. So that's one way of improving because the project as we knew it is over. It hasn't been managed in in decades. It has been just a place to live. A shelter over one's head there was no we had management. CC Cobb managed. The first inhabitant of Magduga Terrace. And you either loved him or you hated him. But he did. I think what was his job. As a matter of fact, I want to cut back and walk back. The first inhabitants. And I was talking to Mr. Cobb's daughter, junior. The first inhabitant. Of Magduga Terrace was the Roberts family. They were the first residents of Magduga Terrace. And Mr. Cobb gave them a chance to select any unit they wanted. To live in. And they did. They did very well. Thank you so much, Mr. Joyner. We really appreciate. You. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you very much. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you. Thank you.  And I really liked the answer to that question. We're concerning economics. But I wanted to ask a question. Since you talked about. Mr Cobb and. And how he managed. So what kind of relationship did you have with the management? You said some people didn't like him. Well, the truth of the matter is Mr. Cobb was a lifetime resident of Darrell. So he'd grown up with these gentlemen and ladies who were the first residents. And so he knew where they were coming from. They were coming from some poor conditions, et cetera, et cetera. The federal government had stipulations on people living in public housing. And some of those stipulations were rather severe. Many people don't even realize that at the age of 18, unless a child went on to higher education, they really had to get a job and leave the house or they were there illegally. That was enforced through Mr. Cobb. People came from backgrounds where there was a lot of domestic issues. Mr. Cobb didn't tolerate that. If there were a fight on Friday night, it made it back to Mr. Cobb's desk by Monday morning. And he would call them in for a conference. You won't find that today. Today, I haven't seen it. I've heard of shootings and all kinds of nonsense in MacDougatteries. And in fact, the day I took those pictures there of my apartment, that tree there was a little small tree when we moved in. You can see now the roots have burst through the ground. But when I took those pictures, I also spoke with the law enforcement officer who was patrolling the area. And he saw me parked in front of the office building there. Now, I was driving the Mercedes Benz. That's not the point. But he saw me as maybe an outside negative resource. What was I doing there in MacDougatteries when I was minding my own business. But what I did, I struck up a conversation with the officer about enforcement in MacDougal. And I suggested to him that he build relationships with these people. They are people. They are humans. Another misconception was that MacDougal was a tough place to live. It first occurred to me when I enrolled at North Carolina Central in 1969. And in 69, as a freshman, I've been going to that campus all my life. But I went to freshman orientation, where we were told places not to go. One of them was MacDougatteries for fear that you may get robbed. But that was not the case. No one in MacDougatteries would rob a student. But that was the attitude pervaded to the outside.  But that was the message that we sent to other people. Of course, we did mischief. I mean, none of us ever paid to go into a football game at O'Kelly. And to my knowledge, I never paid to get into a concert in the MacDougal gymnasium. But we call that mischief. Yes, thank you for that. If I came back to MacDougal, came back to Durham for a North Carolina Central University football game, I can find all of the homeboys sitting in the top of the stadium on the visitor's side at the 50-yard line. I know they're going to be there. Because that's where we sat when we were kids. Awesome. Thank you. We have another question. Yes, sir. You answered that question very good. I have another one for you. I have several. But the next question is, I know that you have a really tight-knit group. Do you or any of the residents that are formerly from MacDougal Terrace, do you have a reunion or do you meet and gather together annually or at any time since you've left North Carolina? I'll answer that. Reunion, we've had one. I think we had one that was organized and planned by the Daniels family. Not Bernice, yeah, Albert and Alberta organized the reunion at the Civic Center about 20 years ago or more, which was very nice. But I am in constant contact with Vaughn, with Tom Wilkins, his brother Roddy. But normally these days, we meet on the golf course. Awesome. OK. Well, we all used to caddy back in the day. And so that's where we meet today. And we couldn't play golf back then legally. So I had one last question before we wrap up. You talked about how the word project was being misused.  There was a barbershop there. There was a hospital nearby. I noticed that somehow that concept has, what's the word I'm going to use? It is active. And it's actually popping up in so many communities around the country where they have a school. Do any of you have any thoughts on that? Because it seems to me that that concept that was so long ago is now coming up again. Well, it starts in the home. Cheryl. And if it's not being mentioned at home, then you're at the mercy of the streets. And our day, we had discussions. I'm one of eight siblings. And we had discussions. Matter of fact, when dinner was served, we were all eating together. And if you missed your meal, you may miss your leftover. But we talked about things. There was constant learning and reinforcement of reality in the house. We weren't just left to the devices of the village. So I think today that component is missing not only in public housing, but in most households today. People don't talk enough about the things that matter. These are crucial conversations that people have to have. If you're parenting, if you're mentoring, if you're thinking of getting married and starting a family, there are things that you have to discuss. And if you don't, you're taking a chance. Vanya, you may want to add something to that. Actually, I'm so sorry, but we have run out of time. Some questions that we could maybe answer later. But thank you so much. We really appreciate it. I'll turn it back over to Laura. Hi, Cheryl. Thanks. Yeah, I can wrap up really quickly for the recording. And we can stop and maybe still take a few more questions after the recording if people have a few minutes to stay. So thank you, as always, to today's speakers. Constance Wright is still living in Durham and I talk with her regularly. And she was so instrumental in helping to bring on Alton and Vaughn and also connect us with some other people who weren't able to join us today's speakers. And I have it listed as youth speakers, because you're always youth, I guess. That was left over from the last slide. Sorry, I haven't edited that. But today's speakers, I say this every time. But every time, it's just a great wealth of knowledge and an hour is not nearly enough. So hopefully we'll find ways if you're watching this recording on YouTube or on Facebook or even on the Durham television network, if you'll contact us or leave a comment to hear from this community and you want to connect with people that we've spoken about today, please let us know. Because I think this is a great space to continue connecting the communities that we're featuring. Just to promote, we do record all of these. You may be watching a recording now. At the bottom of the slide, you'll see all of the other communities that we featured so far. And I just wanted to spotlight one this time. In July, we had the Algonquin Club on a story about the Algonquin Club, which was where the WD Hill Recreation Center is now. But that's a great history and story to watch if you haven't had a chance to see it. And then coming up next month, we will be featuring the Wheels Fun Park. And that will be Friday, January 28. If you have stories from this community that you want to share or photos, please let us know. You can sign up for the event as always at DurhamCommunityEngagement.org and learn more about our events there. And you should also be able to see this on our Facebook page Durham Community Engagement. Thank you.


Hi, good afternoon everybody time steward here a smart business moves. I'm with Liz. Hey Liz. How are you? And we've got a really awesome special guest a friend of ours for a long long time mr. Bill Gelderman. Hey, Bill How are you? I'm just great time. How are you guys doing? awesome awesome Bill is a principal of the company called the steering group and they help Small businesses and some businesses not so small hard your business as well with Personnel assessments. So when you're hiring people and you're trying to figure out who's gonna be a good fit in your company He's got a program called Orion that helps you. He'll tell you all the details which really helpful really awesome and If you want to have a great workforce, you need to start off by hiring great people and Bill's got some tools That'll help us do that and he's gonna tell us Some some tricks and tips that's gonna help us do a better job of hiring and getting the right people in our organization Liz is there anything going on in your world today that we want to talk about I Feel like I have been just running from thing to thing today But luckily I have not been putting out fires just busy working. So I can't think of anything Big that's going on today for me Tom. How about how about for you anything over there? You do kind of have some kind of something don't you? Does he look at the keepers? Oh, should we talk about that? I had a castle keepers experience today they cleaned my house I Have to admit that when I get that email that says please rate us. I automatically delete it. So I apologize I know I'm looking I'm sorry I hate those things I don't do them for anybody it's I'm not picking on you. I don't do them for anybody You give you you give everybody the same treatment, right? Exactly. I'm consistent Well, you've been around a long time so and I'm still here we Had a business transaction in Atlanta today a good friend of mine I've known for a long time Richard Wilson has has been a CEO of a house cleaning business called drinking maids and in Atlanta and They've been in business for I think 34 years. They've been in at it for a long long time and Richard got to the point where he decided it was time for him to Move on to things other than than just cleaning home. So we worked on an arrangement and castle keepers Basically bought that business and we closed on that today we have a whole lot of new customers and New everything that we need to figure out what to do with so Yeah, that that was an exciting piece of news that kept us busy today or just got to start a busy I'm we're gonna be busy for a long time, but That's that's that's big news in our world today Yeah Hey, come on we're gonna try so we had talked you and I had talked yesterday about Maybe updating everybody maybe at the end of the of the Facebook live or the beginning We I don't know that we talked about when About where the numbers are because the numbers are kind of going up again Just so that we can be a little bit more prepared last time when everything happened We're all like, you know chasing our tails But we kind of wanted to make some smarter business moves this time and be paying attention what's going on So we can be prepared. Yeah, we we can definitely do that We probably need to do it sooner rather than later We're thinking that Tuesday definitely we would do a deeper dive on that But if we want to chat about that a little bit, I can pull some stuff together and tomorrow we can get into that Sounds good because another going out, but I don't have You know different parts of the country different things going on and Where I am and Bill where you are it's it's Not getting any better is it Now ours is really slow and so we put out a special and I was trying to figure out how to do it to Have it reach the most people at the right time Because my motive was we wanted to give people who were using the Orion a discount But not just for the sake of giving them a discount But to help them as they're starting to have to reopen and and bring their workforce back to strength That they wouldn't forego Best practices just to save a few bucks and money's tight So by giving them a week would ended up giving them a choice and they could pick June for 30 You know for four weeks of June four weeks of July or four weeks of August and We would give them five dollars off of every report They ran during whichever period they selected that they thought would be the most beneficial for them So if they knew they weren't going to start hiring until August They picked August right in fact we sent out a reminder I think yesterday And we had a whole bunch of responses come back people picking either July or August is when they they wanted to use that discount Well, we should probably come circle around at the end here and remind everybody about this and and send them over to your website After we explain what Orion is for some of the people that might not know Because I know a lot of people don't even know right do you Well you talk about disc a lot and that's my foundation That's what started the steering group but at a conference in Phoenix in 1996, you know, this sounds like yeah, it all started a little radio station And I was the sportscaster on the weekends, but the Orion made a presentation at this TTI disc conference and I thought well, that's really cool because I got disc that I'm using for Manager level and up But I if those same companies have other people that they're looking at for different reasons and this would be a good fit So to make a long story short, I signed on as a distributor for Orion back in 96 And I was having a meeting where with one of the largest made franchise Organizations that happens to be headquartered in Atlanta. So you probably know who I'm talking about and They had done disc reports on the entire management team So we were having an all-day meeting in their corporate headquarters going over the results and talking about these different reports and one of the vice presidents and I during a break went out and We're having a cup of coffee and he said gee, you know, it's too bad We don't have something like this for our franchisees to use on the maids And I went oh wait a second So I reached into my little bag of tricks and I showed him the Orion and he was gone. Oh my god. This is amazing So they started touting this throughout their franchises One of their franchisees in New York belong to the fledgling ARCP The predecessor of ARCSI and so This gal in New York who was a franchisee Wrote an article that went into the ARCP monthly magazine right Yeah, and in the article just as she just made a very brief reference about how this Orion report was Making her life so much better and making her hiring experiences so much, you know improved it so much and reduced her turnover and blah blah blah and Suddenly I'm getting calls from all over the country Right because it wasn't just that franchise now that opened it up to the world through the ARCP Connection so then I started going to Perry Phillips at the time was over in Mississippi, I think Then he moved the offices for ARCP to Atlanta Good good call, right? So suddenly I'm doing ARCP meetings and writing articles for the ARCP magazine and then of course it evolved to ARCSI and ISSA and so on But the point is we go back a long way With aid services and the one of the funny things that's happened I got referrals from aid services to other types of businesses and They would be at a networking thing and you know made service owners talking to a pet sitting company They're Commiserating about their Hiring problems So the maid service owner says to the pet service owner You really should call Bill Gelderman at the steering group and talk to him about the Orion Let me give you his name and number So we would get hookups like that. Well now we have almost as many pets sitting companies Pet service companies around the country as we do maid services We've got one pet service that has over a hundred and fifty dog walkers They've got about ten people in the office and it's a multi-million dollar business walking dogs There's seven thousand Where is it Bill? It's on the east coast York and the higher It's above Charleston and below New York Yeah, and we've got others in Chicago, we've got a couple of really big ones in Chicago We've got a couple big ones here in Atlanta So they've all they've pretty much caught up volume wise with the residential cleaning industry for us and That really surprised me. We do you know aside from residential cleaning pet services We also do home health agencies Because It's all about home services you're sending employees into other people's homes and you have you have a If not a legal responsibility certainly a moral responsibility to do the best you can To ensure that you're not sending drug addicts and thieves into those people's homes, right and In the past and I say the past, you know, if you look back 15 20 years Most all hiring decisions were made very Subjectively, you know, the person walks in and they look good and they answered your questions the way you thought they should and you go Oh, yeah, no problem.  They turn into the rock star So tell us though, how does the Orion help us because a lot of people that have never heard of it So they don't even know what it is the Orion. Yeah, it's an 80 question Survey that the applicant completes and there's a number of ways you can use it So we work with individual owners to come up with the best way to use it But you can do it on paper you can do it on you if you have a kiosk type Arrangement where you can let them do it on a computer in your office You can set them down at a computer and they can do it that way Or you can you know now with the social distancing you can email it to them and have them do it at home And there's no problem with that either So it all depends on your particular circumstance and every Every business runs just a little bit differently. So that it's not a one-size-fits-all We can kind of tweak the way you use it But why would anybody use the Orion? Why can't I just make up my own test in my own quiz? Well, number one, it wouldn't be valid and you you have no way of knowing You have no way of knowing whether the results are getting back or accurate or not And the Orion has been validated to death. It's it's rated at 90% overall And it's in it For providing you accurate information that it's meaning the outcomes are Statistically valid and meaningful outcomes So we're not one of the things we have to make sure people understand about the Orion is it's not there to help you pick out great employees it's really Mostly focused on avoiding risk So I want to if somebody is high risk for drug use or high risk for theft you don't want to hire those people and a Time if you'd pull that that sure I Could pull that up, but I want to ask you a question before we get too deep into it because I know a number of business owners are really proud of Like these successments and things that they kind of build themselves to figure out how to hire good employees Are there any legal risks that we might be taking if we're coming up with criteria that's not Statistically validated and normalized. Is there anything that we need to be worried about is clean? you could be you you could be Accused of this of a discriminatory practice Right, right and it's some type of EEOC claim. Yeah, you would be you would be right for an EEOC claim Right, so you just can't make up. I mean, well No risk if you're just making up something or you're just using something that you found on the internet Yeah, it would actually be illegal, but you know It's It's only illegal if you get caught That's a joke but Yeah, it's just not valid you don't have any found you can't you can't acquire a sufficient amount of data and testing to Validate that the responses you're getting back in that process are Legally informative, I think that's it's important for us to at least Orion Orion it well, let me give it to you from the other point of view Orion has never bold underline never been successfully sued Because of the outcome of an Orion report All right, I'm not saying they've never been sued. I'm just saying they've never been successfully sued So what happens now is nobody even waste their time filing suit against you know If you use the Orion and somehow that person figures out that you didn't hire them Because they had a bad Orion outcome Which you should never tell anybody that anyway, but if you did and they decide to go see Joe lawyer on the corner one of the first things he's gonna do is Do some research on prior cases and what he'll find out is that the administrative Law judges don't even let it go to court because Orion has such a wealth of data to support the outcomes of the report that You don't have any grounds to sue on We've got a question here from Brian O'Neill he wants to know do you have the Orion test in Spanish? We have it in Spanish and we have it in Canadian English and Canadian French Okay And that's both in paper and online The paper version It's not really exotic it's but it's 80 questions and it takes the typical applicant About 20 minutes to complete it So I would have thought it was going to take longer Yeah, they're answering on a 10-point like it like or scale from You know, they totally agree to they totally disagree or some Variance on that 10-point scale So it goes pretty quick. It doesn't it doesn't take much time There's you know the questions one of the questions that cracks me up all the time There's one that says I've had four or more jobs in the last two years And people will say they slightly agree or slightly disagree It's like, you know, you either did or you didn't do you not remember how much you work? Where do you work the last four years? but Yeah, when people answer with slightly agree or slightly disagree generally what they're saying is I just don't want to tell you That's what that really means Well, they thought it was a job at the time that they signed up for it and was they really weren't sure Yeah, you know along those lines one of the scales that one of the scales on the Assessment the second one down is work attitudes and that's about how or I'm sorry prospects for long-term employment and That's looking at what your attitude about building a relationship with an employer versus You know, I'll take this job today, but if I can make 10 cents more someplace else tomorrow, I'm gone, right? so this Somebody was One of my well you I can say her name. You all know Stephanie Nesseth One of the things I always tell people if you have a prospect if you have a candidate that comes up Below average on prospects for long-term employment That doesn't mean you shouldn't hire them. What it means is that when you check the references you have to say specifically Mary's or in this case Jane Jane's application says that she worked for you from April of 2013 to March of 2017. Is that correct? And you have to say it just like that and What'll happen is you get one of two responses. They'll say yeah, that sounds about right or they'll start laughing like hell Because what people do who have had 25 jobs in the last five years? They know they can't list all of those So they pick a couple and they stretch the dates out to make it look like they were Continuously employed at these three or four companies when in fact, they've they've had 25 jobs so I was talking I was talking with Stephanie one day and And this was the number of years ago, but we were talking about something totally unrelated and we Got to the topic of prospects for long-term employment and she says oh my god Let me tell you about this experience. So somebody who had worked for her Was applying someplace else for a job and the part the people were calling Stephanie for a reference and they said well her application shows that she worked for you for three years and Stephanie started laughing and she says really She worked for me for three months That's a big difference right there. Yeah, but people do that all the time. I mean, it's a it's an every single day Happens constantly You know, I would love it bill if you would go like right down this list starting at the very very top with like Experiments with drugs and just tell us like well the very first thing you see at the top of the report is the validity index Right under the name and this by the way, this is actually a real report on a real person and she was a mess So the only thing I changed in all of this was the name for the obvious reasons in the phone number but The validity index comes up either low risk Marginal risk or high risk about 70% of the reports come back low risk and what that doesn't mean the candidates low risk It means that you can believe what you're about to read that it's accurate, right? Marginal risk means it's not come You know, they may have answered some questions the way they thought you wanted them to answer So it's not a hundred percent accurate, but don't throw the baby out with the bath water yet and Then level three high risk is don't believe anything you're about to read because it's useless It's all and about Yeah, exactly and about 10% of the reports come back high risk so over the years one of the things that happens all the time and I'm sure you guys can relate to this because everybody has done it you get all the signals in the world that you Should not hire this person, but there's something about him. You like and you go ahead and hire him anyway, right? And you almost You almost always live to regret it, right? Oh, I can tell you I have had Dozens and dozens of dozens of people say to me well, they were high risk on the validity index But I just thought maybe they were stupid and didn't know how to answer the questions or something like that And oh my god, I wish I had listened to the report. They're just awful And that happened all the time and you know, we all want to have a an open heart and we want to have a Concern for people But we also have to realize we're running a business and a bad hire hurts the business Which also hurts all the other people in the business because when you get somebody who's a bad employee They're not just impacting you and your bottom line They're impacting the morale of the whole organization That's such a good point bell. I mean, it's really expensive obviously, but it can cost you and loss of your other employees as well That's such a great point. I think that's forgotten a lot of time Companies that use this consistently their employees actually like it because what it's sending a message to their employees is We're not going to just let any Joe Schmo that comes in off the street be one of your co-workers we value you and we don't want those people having to be in your elite pool of Residential cleaners so the fact that We do talk a lot about matter meaning and measure, you know making sure that your your people feel like they matter and That this is such a great way of showing that not only do you know, do we like you as a person? But you actually matter and there is some real meaning in this job this 80-question quiz that we weed you out by actually makes a huge difference not everybody's good enough. You are Exactly It's supervisory attitude is Can this person accept the fact that somebody else is going to be telling them what to do and will they follow policy and procedure? So and this is particularly important I know I didn't get to watch yesterday and you were talking about teams versus solos Right. So if you do solos, this you know, this really becomes hyper critical because people who are below average on supervisory attitude you can train them for three weeks and You can shadow with them for three weeks and do all that the minute you turn them loose on their own They're going to do is they please when they please how they please And they just don't care and they tend to be troublemakers They tend to be that employee who tries to stir up trouble with the other people, you know Cause little insurrections and things like that, you know, and again, that's we've all had that person too Well, you know and you say that though I'm wondering now that you say that I'm remembering back to what Chris said yesterday and He said that he has a lot of problems with his people when he went solo one of the big problems He had is like they just overrun his phone call I mean his phone they just keep calling and calling they asked about every single thing and that's Probably tying into this because they they are not Meant for a supervisory position. They don't know how to make decisions. They This is how do you accept supervision, you know Part of that is training. Do you when somebody's training you are you paying attention and Are you prepared to follow policy and procedure? So people that are and people that are that this one scores below average average and above average So people that are below average, they just kind of blow it all away.  They do their job. They don't stir up, you know a lot of mess and they go home What are the odds of somebody? It seems like it this person did as bad as bad as they could do on just every attribute that you measure What are the odds of that? Oh? I don't see a lot of them But that's why I picked this one as the example that we use on the website because it illustrates the fact that it's level one validity And the person is a train wreck This this is like if you were to hire this person You would be the stupidest Claude on the planet and you deserve what you get if you hire her Well, if you had this report if you didn't have the report, well, you know, I guess What would the odds be if you didn't have this report of actually hiring this person? Well, look at it this way In the days of using the paper instruments Before we were able to do it online and all that and the days of paper only The employer has a choice The only you can have them complete the survey on paper But if they haven't passed your smell test You don't have to score it right Yeah, all right So you wouldn't even run they wouldn't even run that the test on a lot of people you only run the you only Run the report and the people you're interested in So you're not gonna be interested in everybody that comes in to apply And if they don't if they don't give them the test then they don't pay for it. That's They don't they don't they don't have to pay for it if they can go ahead and fill it out. That doesn't cost anything So it's only the only ones you pay for the ones you score It's okay to explain if you're using the paper test you Log into a website and enter the results in order to get the You enter what they read how they responded and we have a real easy cheat sheet You use to do that. So it only takes about four minutes to actually for the owner or the managers To score the actual report, but they see the results instantly when you click grade You know, it just pops up right there in front of you. So you see Instantly what we're looking at in that screen What portion of your your users of this assessment used the paper version versus While sending them to a website right now, it's about 50 50 for years. It was all paper for for all the made services in particular They always used paper And that's starting to change a little but when we started doing business with the pet service industry They almost all worked out of their homes. They didn't want people coming in if they could avoid it And they wanted the way to screen people before they actually set up meetings with them and all that So they almost exclusively do it online where they email it to their candidates And they have other screening tools they use before they make a decision to email it but They they're almost exclusively online So currently our business is about 50 50 Okay, but more and more people are moving toward doing it online Which saves a lot of yeah, it saves a whole lot of time. Uh, it's just a whole lot easier And especially right now right with the social distancing Right I'm looking at some of the the attributes you measure and we just talked about supervisory attitude Some of these I think are a pretty clear clear cut in terms of drug use theft Prospect for long-term employment, but going up a little bit work attitudes. What is that? Hey, we we can't feel a lot of this. I'm sorry. What do you mean? What what is it? Oh work attitude. Yeah, that's kind of misleading that one is all about tardiness and attendance It's you know, is the person going to show up or are they going to call out sick when they're not really sick? That sort of thing. All right. Well, that's a really important one. Yeah, yes, but also That one is um You know, I said the report overall is 90 accurate The drug and theft scales are both way over 90 accurate But the work attitude scale is around 65 or 70 accurate. It's the least accurate of all the scales It's still good But it's not as good as the others So if if somebody's report came back and the only thing bad on it was below average on work attitude I would the way I would treat that would be kind of like I did with the prospects for long-term employment When you if you see that when you're checking the reference You just say to the person, you know, can you tell me anything about? The Jane's history regarding tardiness and attendance You know and Most people will say, you know, if they didn't have a problem. They'll probably just respond and say I don't recall any issues If they start dancing around it like I don't know that I want to talk about that, you know, because they're fearful You know of saying anything Uh, then you might want to think twice So I just wanted to point something out to everybody that's on the facebook live today So this can sound like oh gosh, is this just a big pitch fest for you know Why are we like trying to push the steering group and the orion? That's not what's going on here today. What we're trying to do is trying to get you guys ready and prepped it's not We're a lot of people are struggling to hire right so what we're looking for for you guys Are better tools more tools better tools so that you can make better hires more consistently And not be in this perpetual cycle of losing somebody hiring losing hiring And this is just one more really excellent tool that has a long history of success So brian, I'm glad as soon as you said i'm sold. I'm like Oh I didn't see that either. Hey brian. Nice to meet you buddy and To follow up to follow up on that We were trying to think of what are the timely things that that that we could be doing and We're really having a hard time hiring people right now and a lot of it has to do with All the unemployment, you know funds that are floating around out there but July 31st is coming and it's going to be here fairly fast and We all know based on the laws as they're written now that the 600 dollars a week from federal funding goes away at the end of july Stand to figure that you're going to have a lot of opportunity to pit for some really talented people who We're working in hospitality and transportation and restaurants and businesses that Haven't opened or haven't fully opened And you want to make sure if you've got a lot of people choose from you want to choose the best you can and Just being able to to think about, you know work attitudes and being thinking about Supervisory attitudes and propensity for for drug use I don't even sure if that's top of mind for all of us when we're interviewing So if you're using the orion, that's great. This is an awesome tool But if you learn you still need to be thinking about, you know, what am I learning from this person that gives me some insight on on these attributes because you want to At least use this and in an orange part to make your decisions as to who you're going to be bringing into your workforce Yeah, I want to make a comment about about the drug use scale A lot of states, uh, you know now it's legal To smoke marijuana and there are marijuana questions in the report So the first thing that happens every time a new state says, okay, go out and smoke dope They, uh, I get a call from the owners in that state saying, well, how can you have a drug Thing on here. So it the it Trust me. Well, I shouldn't say try. I hate it when people say trust me but the uh The the ranking has nothing to do with social Use of marijuana the ranking is based on what is the likelihood of that person using drugs while they're at work Okay, all right. So it would be no different than Saying is this person going to get drunk at work, right? It might be legal to get drunk But it's an unsafe. It's an unsafe work practice to do it while you're at work Right. Yeah, absolutely. I love that you compare it to alcohol. That makes it really really clear My state is a is a marijuana friendly state and and it's very And you know and everybody can is entitled to go out and smoke a little weed here and there doing gummy I don't care, you know, but don't do it at work, right? The theft attitude scale is again over 90 accurate and I You know the old expression. I wish I had a dime for every time and I'd be rich But I can't begin to tell you how many times people said to me Oh, I just we just didn't think that that was right because they were so nice And they had a great work history and all that So we just didn't believe that the report was correct when it said they were high risk for theft Every single time that I that I'm aware of and I'm aware of a lot of them when Somebody is high risk and they somebody makes a hiring decision to go ahead and put them on board anyway It's never more than two weeks Oh, wow Within two weeks of their hire date The owner or the manager gets a phone call from married customer that says My iphone's missing or my Necklace is missing or this this and that are missing and all that and they always tie it back to that person All right, and it happens all the time because people get Subjectively drawn to somebody and I always talk about Ted Bundy You know Ted Bundy came and applied for a job with you. You'd love him. You'd think he was the greatest guy on the planet All right, you know that list right He was about operating in your turf All right, and here he is out killing women all over the country But men wanted to introduce him to their daughters because he was so charming and nice You know don't ever trust that That's the that's the worst thing in the world to trust is how you how you feel about somebody Yeah, totally totally true customer service is a we already talked about prospects for a long-term employment The customer service is an interesting one and I don't is Leslie on here Oh, she's always on I know I'm kind of sorry. She's not on here because she She gave me one of the best lessons. I think I ever got She and I were I think it was in Orlando And we were at the hot the a the arcp or the arc si hospitality room And we were having some adult beverage having a cup of coffee right but we she and I were sitting out on the balcony by ourselves talking And she we got talking about the different scales and all that and customer service came up And she said let me tell you a quick story and i'll give you the brief version. She held a meeting and in the meeting she described that she Wanted our her clients to come home at the end of the day walk in their house and feel like they had just walked into a five-star hotel And she noticed one of the one of her employees got this kind of deer in the headlights look When she said that so she didn't say anything about it at the moment But she looked you know after she was over after the meeting was over she You know pulled the girl aside and said I saw you looked a little puzzled when I made the reference to the five-star hotel And the girl said I've never stayed in a hotel in my life of any kind I don't know a one-star from a five-star to any star.  They say oh hi bill. How you doing today? right And if I have a question I can ask it and they'll give me an answer or they'll come find something for me, right So I don't know what that customer service looks like but a lot of people don't And it really changed the way I looked at how customer service needs to be approached You can train customer service, but I think collectively as a group You have to change the language Because the way you and I Talk or think about customer service Isn't really in sync with maybe what our employees think about customer service Does that make it even different business owners, you know, we have different ideas I talk with people all the time. Actually, I just had somebody call me yesterday And um, he owns a very large business and he's like I need some coaching lists I got this customer and I just want to You know Fire her in a really hard way And and his thing is at the end of the call. He's like, yeah, I'm gonna fire her even though my coaching was like Oh, we don't really need to you could keep, you know, whatever But his thing is nope. She's out of here. Thanks. That's what I needed. Bye So you know totally different customer service styles even with owners So absolutely how can we not with our employees as well The reason I point that out too is because made service applicants nationwide, you know, and everything is local, right? So What happens in charleston's different than what happens in los angeles or atlanta or whatever But nationwide Made service applicants Are below average 33 of the time We're trying to change that though You don't want to wait but what I'm saying is you don't want to wipe out a third of your applicant pool because they're Because the report says they're below average Service so you have to take the report in kind of in total and and Use it as part of your decision-making process, but certainly not all of it, right? Yeah, and it strikes me that some of these attributes are more value-based Yeah, propensity to steal Really isn't a much of a training thing as it is a value thing, but customer service is Almost you could argue it's just a part of your skill in some ways that that could be could be taught right No, I agree The last one on here is maybe the biggest one Safety and risk avoidance that comes up low risk marginal risk or high risk if you hire somebody that's High risk on the safety and risk avoidance scale You might as well contact your insurance company that day And just say hey, I got a workers comp claim coming your way Might be a week it might be a month I don't know but it's coming and if you're in a northern state that experiences a lot of snow and ice You can you won't make it past november And it's extraordinarily accurate, so I got to tell you another quick story client in in a suburb a distant suburb of illinois, I mean of chicago And he stopped using the reports he just cold turkey quit using our irons And we don't I don't make a practice of chasing people down if they stop using their you know They're making a decision a business decision for whatever their reason is So I don't even call and ask, you know, it's like, okay, you're a big guy a big girl do what you got to do And so this guy stopped and he was a pretty Major user and it kind of broke my heart to see him go but After about a year and a half went by And he sent me an email about something And I said well, I'm really surprised to hear from you now that it's been 18 months That prompted a phone call And he calls me and he says and I said to him, why did you stop? And he says, you know to be honest with you, I I don't remember But I I do know why I'm about to start He said When I was using the orion, I had the lowest workers Comparate you can get in the state of illinois And the state of illinois is a tough place when it comes to it's like california When it comes to workers comp rates, right? And he said I haven't used it for a year or a year and a half whatever it was He said I'm now at the highest Comparate I've had so many claims And I'm paying a huge amount of money And he said I was sitting around thinking about what the hell am I doing differently? And it dawned on he said I'm not running the orion anymore So he started running the orion again about a year ago And now he's back to where he's not having any workers comp claims and his Comparate is going down Well, you know, I wonder if it's like when we you know We've been cleaning for somebody for a while and about a year and a half in or something They start getting this idea that they're cleaner now. They're they're cleaner people They don't need help anymore And they might cancel cleaning for like a month and a half and be like Okay, apparently we're not clean Yeah But this lady here safety and risk is about the only thing that she's got going for her is the only thing that she didn't Right She did the flatline That's a strong point Exactly And even that's medium risk. So I was saying don't throw the baby out with the bath water. But if everything else is left Well, what else do you have down here on this form? Yeah, down at the bottom. It's got questions for the post survey interview And what we're looking at is the short version of the report And when you are using it, there's a button you can click on for the long version And what the long version does is it spells out for you all the questions That you can ask during an interview that are that relate back to How they responded when they were answering the the survey questions. So for example There's a question And I should have written it down because I'm getting as I get older. My memory doesn't serve me as well There's a question that goes something like a person who takes five dollars from his or her employer is a thief And you're answering, you know on a Likert scale from I totally agree to I totally disagree Yeah, so a person who takes five dollars from his or her employer is a thief totally disagree Is the person's answer, right? It's going to pop up on there As one of the post survey interview questions and when you you can read right off the paper It's going to say this Why did you respond totally disagree to the statement? And then it you repeat the question a person who takes five dollars from his or her employer is a thief And I wish to god I could be a fly on the wall in the room while people try to tap dance an answer out of that Right because you're saying okay. You're saying it's okay to take my five dollars You won't be a thief if you take five dollars from me, right? Yeah, right So, you know people and in that one about I've had four or more jobs in the last Two years and they go slightly disagree You know, I kind of I kind of like that that person would be fun to talk to Yeah, well some of the questions are hysterical I mean when you ask them why they answered the way they did You know, that can be really comical. Is that an important part of the process though? I mean it is because what it's actually doing is You know, it's not important It's not so much in as important how they answered the question As it is why they answered it that way So it's giving you a tool to get a little deeper dive In that this person's thought process is and how they make The how did you make it? You're not saying it this way, but in essence what you're saying is How did you make the choice to answer that question that way? Yeah, and I like that Here is a great opportunity to do that because I know that with our regular application process If you ask One person a question you have to ask everybody the same question But it looks like after they give you an answer Then you're allowed to come back and ask them again as long as you do the same thing with everybody That equal opportunity But also gives you a chance to do a little bit of a deep dive on people Which we don't really get to our application process as well. Yeah, exactly Yeah And I think that's a really valuable part of that is going through the questions You know after after they've completed it and hearing why Taking that five dollars, you know, a lot of times they'll say oh, I misunderstood. I meant the opposite And that's fine. Yeah, but not you know in this case you got uh, you know 12 15 questions whatever it is You can't say oh, I meant the opposite 12 times, you know And come across as being anywhere near legitimate and you're In the way If you really did misunderstand that many times our training is not going to land well You're not going to understand anything Yeah, we're we're getting close uh up to the hour here So we've got just a couple more minutes bill. Is there any I mean you've been doing this for for a long time and you've made a lot of observations and Have learned a tremendous amount about the finer points of of hiring Um, not specifically related to the orion, but just in a general sense. Is there any uh parting words you can share with our folks in terms of Things they need to be be mindful of or focusing on I guess especially Knowing that there's going to be a a lot of really great hiring opportunities popping up here and just a little over a month Well, the one thing I always tell people is don't fall in love with an applicant All right.  You have to look at the objective data, right? Do they really have a reasonable work history? Is it verifiable? Uh, you know, whatever else tools you use Uh, and I by the way, I strongly recommend doing a background check But I recommend doing it after you do the orion But you know if you do the orion first it can save you some money and not having to run the background check but I I recommend doing both because what the orion doesn't catch maybe the background check will or vice versa All right, because there's a lot of people out there that have stolen and been fired And I imagine of all the made owners that are on here right now I could probably get a hand from everybody that says who have you fired for you know Have you ever fired anybody for stealing? But there were never any charges pressed And if there were never any charges pressed their background check is going to come up clean But the orion is designed to catch those right So so we did have a question here from Farnaz And she wanted to know about pricing bill. Is pricing answer easy or do we need to send her to the website? dollars and 75 cents a report and we've got a special going on right now five dollars off For either july or august your choice when you think you're going to use it the most there's a hundred There's a one-time setup fee of 180 495 to create your account And train you and we do that pretty thoroughly But we also want to do a review with you over the phone Before you even make a commitment to sign up with us because we want to make sure you know what you're getting Before you make that decision because we don't want people coming back after the fact and saying oh I didn't think it did you know, I didn't understand this or that or the other thing And I can really attest to personally I can tell you that bill does not scrimp or skimp on customer service You will get all the help you could possibly need or want From bill. He never never ever skimps on anything. I know right farnaz. It is it is a great price That's why especially right now 995 Right for you pick them up Yeah, either at 975 for august or july And and uh, I'll just Piggy back on what liz is saying. You're not just getting an assessment. You're getting uh, the assistance and expertise from somebody who knows More than anybody else. I know about this topic of of using assessments to figure out Who are the best employees to hire? And using data you guys You know, there isn't a whole lot of data outside of bill gilderman. So So I put the steering group website there. That's uh, how you can get to hold a bill if you uh Want more information and he'll be right on getting back to you Just quickly cleaning business today if you haven't subscribed right here on the right email first name last name Easiest thing in the world. You'll be getting our newsletter. We had a newsletter went out today with some really good information in it And I'll post the link to our download page, which includes Many of the topics and resources that we've shared through smart business moves um Paul august faq Scripps which are really awesome or one of the more recent things and uh, some of the uh racism resources that we uh, we shared on tuesday What are we doing tomorrow les? all right, so tomorrow is on the spot And I have our last clue if you guys can't figure out who she is from this clue. You don't know her So this business owner Fired 11 people on one day I know Famously known as oceans 11 So if you don't know that clue, you don't know her, but if you do We're gonna want to see you tomorrow We're gonna have a lot of fun tomorrow rapid fire Uh q&a session for for an entire hour um Be here tomorrow at five o'clock eastern with all your your important questions all your best questions and and we're gonna knock them out So, uh, you guys have a good rest of your day And we'll see you tomorrow at uh five o'clock eastern. Thank you Thanks


What's going on everybody? Got Kyle and Sprinkles here with Layton Sports Cards and we are ripping! This is 2023 of Donra's Elite Football and this is Six Box, Half Case and Number 4. Had Alvin S with the Falcons. I've got Blake W. Bengels. Bobby B has the Colts. Brian R has Steelers. Chris D has the Bills. Got Chris H with the Niners. David F has the Chiefs. David J has Texans. Don G has the Eagles. Esuke M Raiders who got Gabriel B with the Cowboys. John L Lions. John K has the Commanders. John R has the Panthers. We got Josh I. Seahawks. Josh W with the Giants Broncos. And Justin C has the Dolphins. Carl has the Patriots. Matthew G Titans. Miku K has the Browns. Paul L Jets. Robert R or Bobby with the Bears. Ryan E has Packers. Ryan B has Ravens. Starbuck has the Rams. We got Stefan P with the Saints. Taco K has Bucks. Taolin has the Chargers. Timothy M has Jags. Todd C has the Vikings and the Cardinals. All righty guys, last half case of the day time here. Let's do it. Elite Number 4. Good luck, good luck. See some more nice pin pouts. All righty guys, and here's a link for Sam's first first break with spots to fill tonight guys. He's got 7 to go. Mosaic, 6 bucks. Random team style. Let's get that one filled up for Sam. Got his first few breaks filled. So 149 is Jalen Hertz to start us off. The Burtz. The Holmes on the title weights. Hey, I want to see it too. I want to see it too, Carl. Let's do it. Let's do a little one-on-one here. Second half of this case. So, Jaron Hall Number 299. That's status for the Vikings rookie. Green to 99. We got Aaron Donnell on the status. Status Green. Baker. Go Bucks. Ventrell Millard in 99. Jags rookie. And pin pouts. Start us off with Sam LaPorte. Lions rookie tight end on the pin pouts on Card Auto. 399. We got Drake London. Base Vets. Grab up some spots in Sam's breaks tonight. Brian Branch to 999. That'll get started pretty much right after I finish here. We got Kenny McIntosh. Seahawks Auto to 99. Turn of the Century. Down for a 1-0-1, Carl. I'm down. Zay Flowers elite deck. What's that guy doing on there? See that. Guys eating McDonald's. Ken Walker to 25. Seahawks. I actually did that this morning. Yeah, I actually got here a little earlier than I was expecting, so I went there. Ricky Jackson Smith. I was just going to suffer otherwise. Yeah, I was expecting more traffic, but I guess Friday mornings aren't too bad. Like on I4 and everything. I feel like you live so much farther than I do. Yeah, I live 40 minutes away. Yeah, it took about 40 months today. It's almost an hour before. Spellbound Jay Jetta to 99 Vikings. I live on the other side of downtown. It would be late every day. I mean, I'm already like 15 years away. There's a rich rookie elitist Richardson. Jalen Hurds elite deck. Phillip Tyree Wilson in 999 Raiders. Throwback Threads.  Where's Sean? Marino to 15. Marino. For the Eats. Eats. My dolphin noise. Say Mike Myrick. There's a little better. Bill's got pretty good dolphin noise. He must have been in Discovery Cove a few times. Definitely been there. Seen them boys live. Baker Mayfield 399 Orange. The swim of the dolphin, man. Pretty cool. Pretty cool. Dolphins are chill. This one with Tula. Dolphins are chill. I don't think I'd keep up with Tyree. No. Alrighty guys, box two. Laces how Marino is out. Laces out. Finkel is Einhorn. Einhorn is Finkel. My buddy's Xbox Gamer tag is Ray Finkel. There's Ash Shane. Rookie Blue on the elite deck. Why these are upside down? Interesting. To 10. Nice one there. Dolphins. 9 to 10. Missed that numbering. Nice one there to 10. The elite deck. Blue. Kunya got married yesterday and then hit a Grand Slam. That's insane. He literally got married in the morning and hit a Grand Slam in the afternoon. There's Juju to 149. Yeah Kunya got married in the morning and then hit a Grand Slam and went like 30 home runs and 60 stolen bases on the season the same day. It's a good day for Ronnie. I think Bladdy was there too. That's beautiful. Good day for Ronnie. Yeah. Playmakers of Trav. Trav. 99 Charlie Jones. We got a Moxie Jersey. 375 Mahomi. A few of those Moxies Mahomes. Jackson Smith. Rookie Elitist. Orange to 399. Christian Kirk. The deck Parsons. Is Peter Skowanski. Skoronski. 399. Titans. Wasn't that a part? Was it? No. No. It's probably in Atlanta. That's probably not like at the stadium. No. Spellbound to 349. Kittle. Boutte. Rookie on deck. We got nothing, man. Spectrum to 999. Quinton Johnston. And this one is Etchton Time Auto. It's going to be Carl Mecklenburg. Etchton Time Auto to 149 Broncos. I don't think I've ever seen that name before. Carl Mecklenburg. Hey, what's up, Brock? Um, no. We just sell breaks. Just breaks. We're not selling any of these cards. These are not for us. We're hitting these for customers here. Um, just selling breaks for today. Got some more breaks with Sam starting at five tonight. Some random team styles and stuff. Yeah, not selling any individual cards here. Okay, Orange. Dorian Thompson. Robinson, 399 Browns. I can't believe he chased the other backups out of town. So it's good. Oh, VTR? Yeah, no. He's definitely really good. A-Rob. High-flight. High life. He's good at UCL, but... Yeah, for sure. He's good at UCL. 299. We got Spellbound. Kittle. I want to say he was either a junior or...  This one is MVP bound Mahomes. Haven't seen one of these. Nice one there, Mahomes. It's the A from his middle name, LaVon. I didn't even know that was his middle name. Patrick. LaVon Mahomes. Yeah. I was like, how did you know it was LaVon? I don't know. It says LaVon. I was like, you're pretty good with nicknames and middle names and random stuff, but I didn't think you would know Mahomes is a little homie. Now I do. Now I'll never forget that. Never forget that. It's a 99. We got a rookie, Ventrell Miller. There's Mahomi. So if you have any stuff. Yeah. That's all this time. That's all. You out? Yeah. Later. It's a 999. We got Jay Warden. Yeah. And Pin Pals. Jameer Gibbs. Nice one there, Lyons. I'll show you one. Jameer Gibbs on the Pin Pals on Carton. Look at that, man. That's a case hit, Mahomes, really. I didn't know that. Yeah. I was legit about to check this. I'll say I hadn't seen one. We saw another one similar to it. Let's take that. Which is all a joint. 4-3-99. Garrett? MVP, man. Yeah. I don't know. It doesn't say. Oh, it's all Mahomes. I guess it's just the different letters of his name. His whole name, I guess, yeah. And his middle name. And his middle name. That's, yeah. Playmakers Herbie. Sick one here. Got TJ Watt to 99 on the field vision.  Another one of these. He's Roshan Johnson, rookie for the Bears. Yeah, I see Mahomes. There's a Manning of the Montana as well. I think we hit the Manning. We hit the Manning earlier. That's it. Blue Tijay to 99. Aspirations Titans, rookie. We hit Manning earlier? Yeah. It was a MVP set or something like that. Like the same one as the Mahomes. 3-99, Schoonmaker to Marcus Ware. Dude can sing. Singing the national anthem at the Hall of Fame game. Who knew? There's a Orange to 25. Nice one there, Elite Deck Tyreek. The Cheetah. Orange to 25. Yeah, I think they might be a number to set. I think to 99. To 99. Jake Hainer to 86 there. Aspirations rookie Saints. Base, space, space. Got Tyler Lacey to 999. Rookie Jax. Otto, this one is a passing the torch to 49 of Ken Walker. Nice one there, Seahawks. 45 to 49 passing the torch to Walker. Need to pass in the torch. Doolado is here. Yeah. I guess maybe Sean Alexander passing the torch to him. Rookie, Quinn Johnson. Who else? I'm trying to think who else would it be for the Seahawks. All I can think of is right there. Oh yeah, Marshawn too. That would be pretty cool. Yeah, that would be cool. Down for any Marshawn. A little Skittles Relic. Yeah, that's it. Any more Skittles? Joey Porter Jr to 99. Stilets, Moxie Jersey of Seyquan to 375. And Purdy, number to 10. Nice one there, Niners. There we go. 7 to 10 on the gold. Purdy. That's a Purdy card. Where's Sam? Where are you Purdy? You like that one. 7 to 10. Rookie Elidas, CJ Straub. Sick one of one. We've got Seyquan Barclay. There it is, Carl. Looks like a Nebula there. That is disgusting looking. Nice one there, Giants. The one of one Seyquan. That is sick.  Very nice one there. We'll mag that. Giants. We hit the 101. There we go, Carl. I knew we could do it. Carl is a wizard. Seyquan. Yeah, he is. Stroud in 999. Yeah, Carl's calling them out today. Ooh, nice one there. It's going to be Bijan. Number to 25 on the turn of the century, Otto Falcons. The Falcons. Is that Alvin with them this time? Yes, sir, Alvin. There we go. Nice hit there, Bijan. One of the most popular rookies to 25. We'll mag that for you, sir. All right, turning up. We're heating up. Good time for it. Zay Flowers, rookie elitist. Bass. It's a 399 Vaughn Miller. Gee, Willie. Freakin' Bijan. It's so popular, man. It's crazy. Star status of McCaffrey. It's a 349. I understand. Texas has a big following, but... I've never seen him running back. Yeah, right. Running back all that high in her business. Box four. How high do you say he went? He was just losing fifth pick in the first round. Fifth pick. That's crazy. He won McCaffrey over at every... Box four. Aiden O'Connell, Raiders rookie running. Quarterback to 999. And this one is going to be Justin Shorter at a 49 rookie Otto Biltz. And that's a good one there, Alvin. Will Leviss, rookie on deck. Nice Hinden Hooker at a 49 for the Lions there. Purple rookie. Nice one, Lions. This half case is heating up. Here's Kiante Turpin to 349. And this one is Jackson Smith on the throwback rookies. Richardson, elitist. Damn, guys. First break of Sam's tonight with spots to fill is Mosaic number seven. Random team style. It had seven to go, just a minute ago. Washington 999, 375, Olave Moxie. Let's get that one filled up for Sam. Got his first couple breaks filled. Yeah, right. 399 Tucker, I forgot about those already that they were in this. Yeah. That's crazy. Not bad. Say elitist of Joe Thomas. Base, base, base. Say Pacheco Highlife. 399 is Garrett Williams, rookie Cardinals. Trevor Lawrence, playmakers. There's a Giante Banks in 999, rookie Giants. And Otto. It's going to be the 99 Zay Flowers on the Ravens. Turn of the Century, Otto. Nice hit there. Ravens on the Zay. It's Ryan B with the Zay there to 99. Jackson Smith, rookie elitist. Ken Walker to 399 Orange. Half case keeps getting better, too, Chris. Not bad. Boutte, rookie. There's Aaron Rodgers. Blue, star status to 25. Nice one there, Jets. There you go, Paul. Your new QB star status, Rodges. Bichon Robinson to 25. Turn of the Century, Otto. Probably one of the more popular rookies that aren't a QB. Very nice one there, sir. 25 at 25 on the Dijon. There you go, Alder. He's supposed to be a beast. Nice Baker here to 25 for the Bucks. Might be one of the better hits so far, actually, Alvin. Dijon's a very popular player of Texas. Alrighty, guys. Box five. Two more. Sir, yes, sir. Gosh you, my friend. Appreciate you. 2-399. We got a Blackman. Roshan Johnson to 99. And Sean Clifford. Penn Powell's Otto for the Packers. Sean Clifford on card Penn Powell. Jamar Chase, got a filler. There's a Broder Jones to 49. Rookie Steelers, highlight DK. Red to 25. Spellbound Kittle. Niners doing well with some low numbers. Red to 149 is Dakota Rain. Cowboys.  First random team style with Sam tonight. First break of his with spots to fill. Still had seven to go. Just a minute ago on that one. Jamir Gibson, 999, Rookie. Otto, this one is going to be Isaiah Foskey for the Saints. 2-49, Rookie Otto. Turn of the Century. Rookie elitist of Will Leviss. Golf to 399, Orange. Patty Mahomes. Our resource is going to hate me because I keep randomly putting hip reporters in the Jordan Addison, Rookie elitist. The base pile. Sorry. Sorry, Moe. Got Sam LaPorte to 999. Lions. Moxie, 375, DK. Jaylen Carter, elite on deck. Spellbound to 349. We got a Jamar Chase, the A. Charbonne on the throwback elite. Base, base, base. Say Josh Jacobs, elitist. Base Vets. They're green. Number 2 is Jersey. Number 1 of 7. Nice one there. Seabirds, 1 of 7 on the Geno. We'll take that. Geno should have a good year. He's got some weapons. He's got plenty of weapons. There's ACJ Straub, Rookie on deck. And one more box. Box number 6. Playmakers, Josh Allen. Base, base, base. It's a Field Vision to 5. Jaylen Hertz. Nice one there, Eagles. That is sick looking for sure. 3 of 5 on the Hertz. Gold to 5. Field Vision. Very nice one there, Eagles. I really like those Field Visions set.  Jordan Addison, Rhett. That's Vikings, Rookie to 99. Die cut. Quinn Johnson to 99. Nice one there, Chargers. Exactly, Chris.  Yeah, this is quite a case here, man. Quite a case. Jamar Chase Highlife. Dalton Kincaid to 99. Beals Rookie. And Sam LaPorte's going to be our Penpal's Auto. Lions. Encard Penpal's Auto. Chad Rylan to 399. Orange Rookie. Bijan, Rookie Elitist. Rashid Rice to 999. And this one is Keaton Mitchell. Raven's there, Rookie to 49. Turn to the Century Auto, Keaton Mitchell. So 99, we got DK Blue. Some base vets. Last half here. It's a 399, Joe Mixon, Orange. Ju Ju. Okay, Elitist, Will Anderson. Amun Ra to 349. Full throttle. Lions. There's a Julius Brintz to 999 Colts. Elitist Hurts. Send that Hurts to Donnie. I love that one. Sydney Brown to 999. Eagles. And we got a Maxi. It's a 49 CD Lamb. Cowboys. Three packs left. There's a Richardson. Rookie on deck. Sean Clifford is Orange to 399. Rookie Packers. Trop Kelsey. And base on the back. Alrighty, guys. Do a quick heat recap. Then we will get out of here. We'll let Sam get in here. Had Rogers to 25. We had Baker to 25. Kim Walker to 10. We had Rookie on deck. Devon at Shane. We had a Brock Purdy to 10. To 7. Geno Smith. We had Field Vision to 5. Of Hurts. Had Moxie, Jersey, DK. Moxie, Jersey to 49. Of CD. Seyquan. Olave. Mahomi. And a 15. Dan Marino. Had Penn Powell. Sean Clifford. LaPorte. LaPorte. Jameer Gibbs. Eschen Time to 149. It's Carl Mecklenburg. To 99. We got Rookie. Zay Flowers. Got Kenny McIntosh. It's a 49. Isaiah Foskey. Mitchell. Justin Shorter. We've got to 49. Kim Walker. And our Max. We had a NDP bound. Case hit. Mahomes. We had to 25. Turn of the Century. Bijan Blue. And we had one of one. Seyquan Barclay. One of one for the Giants there. Alrighty guys. That will do it for me and Dylan today. Appreciate you guys helping fill this up. Check out Sam's Breaks. Coming up here soon. Very soon. Sam will be with you guys. We'll keep on ripping. He's got some group breaks and personals tonight. Alrighty guys. Have a good one. And we will see you later. Have a good one out.