Finding the Best Fit for Your Firm

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Have you ever been frustrated with the traditional hiring process? Where gut feelings and limited information resulted in a measly 50% accuracy hire rate? What if we walked you step-by-step through a better way – that is not our own – But it’s based on the book called “Topgrading” by Bradford D. Smart, which dives even deeper into this topic.

In this podcast episode, Jim Hacking and Tyson Mutrux invite Kristen Weiss (from Tyson’s team) to discuss hiring practices and the top grading principles. Kristen shares her experience as a recruiter and the frustrations she faced before implementing the top grading process. 

A few key takeaways are:

the importance of involving multiple people in the hiring process

the importance of not rushing the process as hiring in haste can lead to wasted time, money, and resources 

automated emails that outline the steps and expectations

recruiting mentally tough individuals who were fully committed to the firm

the hiring process. And the best part? It works!

So, if you’re tired of making hiring mistakes and want to find the perfect fit for your team, we highly recommend giving this episode a listen and “see” the Topgrading hiring principles in action. Don’t forget to grab the book here! 

Book:

Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People, Revised and Updated Edition by Bradford D. Smart Ph.D.

Episode Highlights:

1:06 Kristen’s past experience as a recruiter and the frustrations she faced with hiring practices before implementing the top grading process

05:18 The importance of getting multiple perspectives in the hiring process and not relying solely on one person’s judgment

10:19 How to address potential employees’ questions about the slower hiring process

18:47 The hiring process, step-by-step, including the use of applications and telephone interviews to filter candidates

19:23 The detailed assessment that candidates receive after a 15-minute conversation, which tests their competency, attention to detail, and ability to follow instructions

20:27 After the video interview, candidates who move on to the next round undergo a mental toughness screening, which assesses their reactions in different situations

21:22 The unique approach of setting up appointments with past employers for reference checks to ensure they only speak about A-player candidates Watch the full video on YouTube here.

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Transcript: Finding the Best Fit for Your Firm

Jim Hacking:
And welcome back to the Maximo, no. Am I doing that right? Okay, all right, sorry. Ha ha. And welcome back to the Maximo Moore Podcast. I’m Jim Hacking.

Tyson Mutrux:
And I’m Tyson Mutrix. What’s up, Jimmy?

Jim Hacking:
I had to do that twice. It’s been a while since we’ve recorded an episode and I have different shows and I got to keep my intros straight.

Tyson Mutrux:
I can’t remember the last time you had to re-record an intro. That was fun to watch because I hadn’t seen you done it in a long time.

Jim Hacking:
Maybe we should just leave that in there, that was sort of funny.

Tyson Mutrux:
That was funny. I think today’s a fun one. It was something you wanted to do. I think part of it’s because of what you’re going through in your firm. So you want to, I guess, introduce the topic. We can jump right in.

Jim Hacking:Yeah, I’m sort of excited about today’s topic. I get to be the interviewer, and you and Kristen are gonna be the interviewees. Kristen Weiss, welcome to the show.

Kristen Weese:
Hey, Jim, thank you for having me today.

Jim Hacking:
Of course, we’re very glad to have you. So the reason that we’re having both of you on is to talk about your hiring practices. Tyson wants to do a little series on hiring and onboarding and all that good stuff. And specifically, we wanted to talk about the top grading principles, sort of the approach that you guys work with in screening candidates for hire, hiring candidates and all that good stuff. So really excited to have you on the show.

Kristen Weese:
Yeah, I’m excited too. This is something I’m definitely passionate about because I’ve been a recruiter in the past and not used the top grading process and then seen the difference. So it is something I’m excited about.

Jim Hacking:
nWell that’s great, so why don’t you introduce everybody, introduce yourself to everybody, maybe tell us a little bit about your background and then what your role is with Tyson’s firm.

Kristen Weese:
nYeah, absolutely. So before I joined Mutrix firm, I was in office management for a chiropractic office system. We had four offices. I did all the hiring, training, onboarding, all that good stuff for them. And it was very frustrating because you would spend so much time investing into these candidates or new hires just to have them either just never show back up or flop or come in 30 every morning and it was very frustrating. So when I joined the firm with Tyson, he said, hey, you should read this book. And then we began kind of fine tuning some of the things and concepts in there.

Jim Hacking:
Great. So why don’t you tell us a little bit about what life was before you had read that book and sort of the hiring at the chiropractic process. Like how did you do it? I mean, if it’s the way we do things around here, it’s like, oh crap, we need someone. Let’s hire someone as fast as we can. And then you’ve got a pulse. You’ve got a little experience. Hell, yes. Sign up. So talk to us a little bit about maybe going beyond that or what it was like before. So then we can figure out what it’s like now with Tyson.

Kristen Weese:
Yeah, absolutely. So it was very similar to that. And even still, I felt like I was really good at picking up on little nuances in candidates on that first conversation or only conversation because that’s how you in the past, you do one interview, you like them, you don’t like them, you think they can do it, move them through. So I felt like I was good at being able to tell, can they deliver? Are they genuine? All those things, but was still, still failing because that’s all I was going of was a gut feeling. Maybe a little bit of resume, maybe a couple of cold calls to their past employers, but that’s all it was, right? And then we were plugging them in because you need somebody when somebody, you know, leaves your office. You need somebody in a pinch, so get a few interviews scheduled and pick the best one was kind of the process before. And it was maybe 50% accurate.

Jim Hacking:
Tyson, tell everybody a little bit about what life was like for you before you came into contact with top grading and read the book.

Tyson Mutrux:
There we go. I had lost all visual of you all, so I’m going to do that. So I had to join in with another link, so give me a second.

Jim Hacking:
And then

Tyson Mutrux:
So

Jim Hacking:
clap again when you’re ready. That clap’s no good.

Tyson Mutrux:
it was, I feel like we had a process. It was a… Decent process I’ll let Kristen give the critique as to how good she thought the actual process was. I thought it was an okay process It was we did have some assessments that we had people go through at one point We even we had like you had a you know phone interview And then we had thrown in like a coffee or a lunch interview that we used to sort of see how people reacted with other people, but I know that we had made We’d made a couple bad hires because we did rush the process and we sort of forced things. It was not nearly as structured as we have it now. There’s things like this job scorecard, which we did not have in place that we’re using now that I think is very effective because we can compare sort of what we’re needing versus what the person’s attributes are. We can also use it in the hiring process, which is pretty nice. We can say, hey, here’s what your expectations are. which I think is a very handy thing. But it was not nearly as structured, I would say, as it is now. And we also have a lot of automation built in too, which we didn’t have either, which helps, I think, reduce some of Kristen’s, her workload on the hiring process.

Jim Hacking:
Kristen, before we hop into top grading itself, talk to us a little bit about your experience as a recruiter and the kinds of things you’ve noticed with employers if it’s sort of similar to the way that I described we’ve been doing it or the way that you described it at the chiropractic. What are some lessons or tips that you might have from that part of your experience?

Kristen Weese:
Yeah, I think the biggest thing is… First of all, your set of eyes, no matter how good, is never enough. You need to bring more people in on this process, whether that’s in the middle or at least by the end before you offer this candidate a job. You need to get more eyes in on it. You cannot be the sole recruiter because you are not gonna see everything. You’re bringing your experiences, your ways of thinking into the interview, into any conversation. That’s what we all do. So you have to bring someone else in. and I think is a huge thing for employers.

Jim Hacking:
All right, so I’m laughing to myself because, Tyson, you made a great hire with Kristen, right? So I mean, it’s interesting because I can tell right now she knows her stuff and just bringing her into your team was a great decision. Talk to us a little bit about what jumped out at you when you were hiring her and then maybe Kristen, you could talk a little bit about what the hiring or the interviewing process was from your perspective with Tyson.

Tyson Mutrux:
That’s an interesting question. I’m not sure I’ve ever asked Kristen about this, but what I mean What jumped out to us is what you’re seeing now and what you’re hearing now. That’s what jumped out to us. She clearly got it. She had a passion for what we were doing. We had told her what our plans were, and I think that that excited her. She demonstrated that excitement. And I’m pretty sure that our visions align for what we want for the firm, and that was very evident. And so it was really her presence where we talk about looking for energy. We’re looking for people with energy. that she can energize other people, she comes with energy and that’s really what we saw. But I’m more interested in what Kristen’s about to say about what the hiring process was for her to be honest with you.

Kristen Weese:
I actually have to jump off now, guys.

Tyson Mutrux:
Yeah

Kristen Weese:
Just kidding. No, from… the hiring I had done and then jumping into interviews and I had been where I was for four years so I hadn’t done the interview process in a long time. It actually struck out to me as a very long process and our process now is even longer so that’s kind of funny. But all good things, it was almost solely Tyson doing the hiring. I did a team interview there at the end where the senior attorney and COO jumped in too. maybe a couple others. But for the most part, it was me and Tyson and honestly, same thing with Tyson. It was just like having a conversation with a friend. I felt like we connected, he understood me, I understood him. And I mean, he kind of sold it for me, so.

Tyson Mutrux:
I do want to jump in there because that hiring process was different from what we had been doing for a few years because I had taken it over. The reason why is, and I had explained this to Kristin, I think I had explained it in the hiring process that we were looking for people that were mentally tough. We had gone a little too heavy on the emotional side. Right? And we were, we were looking for people that brought less emotion to the table and more just mental toughness that is, is, I think can be really hard to find. And, and so the reason why I was so involved at that stage when it comes to hiring Kristen is because we were looking for a very specific person and we were trying to shift things quite a bit. And so Kristen, will you talk about that part of it too? Because that was part of the plan.

Kristen Weese:
Yes, if I understand what you’re asking. I think that’s you had just begun to implement the top grading processes there because I did go through most of these steps and it was the top grading process is very much geared towards mental toughness making sure that you are a problem solver that you are going to come through at the end of the day that your feathers are not going to be ruffled over every change or every comment someone makes that doesn’t sit So that was very evident that that’s what you guys were looking for and I felt like I could deliver.

Jim Hacking:
All right, now we’re just about to dive in to top grading. And oh, I had a really good question, and now I forgot it. Damn it. Oh, I know. There we go. Haven’t had so much clapping on a show in a while. You mentioned, Kristen, the fact that you thought as a potential hire that going through Tyson’s process was rather slow. And with unemployment at record lows right now, at least one of the things I hear in my ear all the time is we can’t afford to wait for really good candidates because they’re just jumping ship to other places and we had someone who were just about ready to make an offer to the other day in about four days time. And. and even they had gone somewhere else. So what do you say to people who say that?

Kristen Weese:
You need to fight that urge with everything inside you to rush the process. I think that’s the biggest misconception in hiring and that’s what top grading has taught me. That you are costing yourself so much anguish, time and money and resources. to hire quickly. You can you cannot do that because you’re throwing all this energy, all this money into this person and then like you said they’re gonna the day before they’re gonna accept a different offer or they might be there for a couple weeks and find something better because they’re in this interview process right so they’re potentially speaking with other employers too. So if a better offer comes out they’re going to jump ship so do not do that.

Jim Hacking:
Do both of you have any words of wisdom or things for people to say? I mean, do you have to explain to potential employees why your process is sort of slower than others?

Kristen Weese:
Sometimes, every now and then, people will ask or kind of make a joke about it. Typically, those are not the people that you want, the people that are willing to go through the process and excited about it. So they have that first conversation with me, kind of like I did with Tyson. And then typically, they’re pumped about the opportunity to join the firm, right? So if you get someone that’s kind of complaining already about all the steps, do they really want to be here? Or are they resilient? You know?

Tyson Mutrux:
Yeah, and so something else is we explain the process in our emails. So we have an automated process where we actually explain to them what the next steps are, which I think is pretty helpful so that they know what’s coming up and they know what to expect and that they’re not just left in the dark. I think that’s pretty helpful.

Kristen Weese:
Absolutely.

Jim Hacking:
You’re listening to the Maximum Warrior podcast. Our guest today is Tyson Mutrix and Kristen Weiss. It’s an interesting show, a little bit of a mix up. We’re talking about top grading and onboarding and hiring people. So Tyson, why don’t you tell us a little bit about what you were looking for when you picked up top grading and sort of how it changed your perspective.

Tyson Mutrux:
It is funny, I mean, the reason why I picked up top grading, and I don’t remember how I found out about it. I wish I could give credit to the person or the place that I heard it from. I might’ve just been searching, but really what I was looking for is I was looking for that, a way to find people that were more mentally tough, to be completely honest with you, that’s what it came down to, because we were very emotion heavy in the firm, very emotion heavy. and I really wanted to solve that problem. And that’s what I was looking for was, okay. And I knew that our process was already long. I did know that. And I was wanting to find ways to tweak it, to make it better. But the main thing I was looking for was to add that mental toughness element. And top grading does provide that. And it also provides a way of filtering out people that… We had had a couple hires. that were okay. Like they were okay, I would say, they were probably like a B, B minus player. And they were just okay. But then clearly they were not like, they weren’t in it for the long haul with us. And I wanted to reduce the amount of hires going forward that were like that. And I really wanted to hire those A players, which I feel like we have got a stable full of A players now, which is fantastic. It was a painful process to… to get through all that, to get to where we are now, but really what the genesis of it was, was to shift really the mental toughness of the firm as a whole.

Jim Hacking:
Well, that’s great because given the departures that we’ve had, I don’t know. It would be that painful for us here just because we’ve had a significant number of team members leave in the last month or so. So I think this might be a perfect time for us to start, you know, sort of diving into the principles and everything. So Kristen, tell us a little bit about top grading, sort of how you interpreted it. When you read it, how you interpreted it as you went through it as a hire, maybe Tyson’s first top hire, top grading hire. And then. sort of how you use it now in your role at the firm.

Kristen Weese:
Yeah, I think when I was first introduced to top grading, I’m gonna be honest, I looked at the book, I filmed through it and was like, this is gonna be a tough read. And for me, it was a tough read. It was not something that I just leisurely enjoyed reading. And the process in the book is very rigid. And he says, if you follow it, the more closely you can follow it, the better your rate will be, your success rate will be in hiring those A players that Tyson was talking about. We have fine-tuned his process to what fits our firm’s needs and I would encourage that because every company or firm is a different amount of employees, different needs, you know, all those factors I think come into play. So first reading it was a little intimidating because in my mind as a fairly new hire at the firm, I was thinking how strictly does Tyson want to follow this? principles and having that long process and making sure these people are that are coming into our firm are resilient are tough are they have a good head on their shoulders along with that emotional intelligence. I don’t think top grading throws that out the window completely but it is a much more balanced system in going through the process and actually getting to know your candidate as a person in all their strengths weaknesses all of them.

Jim Hacking:
Kyson.

Tyson Mutrux:
Yeah. So we were, I’d say we follow it mostly. I feel like top grading, we follow it for the most part. There is maybe the one we don’t do, we don’t do a, we have the interview where it’s basically the top grading interview, but that’s done more by Kristin. I think it’s done, it’s funny. They just hired someone and the only thing I ever did with it was I did a quick 30 minute team interview with them. And so I don’t know what all other steps that Kristin took, but I do know that we do most of them. I think the only one that we don’t fully do is I don’t think we do fully their top grading interview to a T like they do it. I know that there’s, I think can be several hours. We don’t do that. But for the most part, we follow everything else pretty darn closely and it does a really good job. It’s really effective at really filtering out the people we don’t. I think one of the most important parts is, or the most valuable parts, is filtering through all the job

Kristen Weese:
Thank

Tyson Mutrux:
applicants.

Kristen Weese:
you.

Tyson Mutrux:
You have them fill out the application, and many people just rely on the Indeed application. We actually have them fill out an application. It sends them a link. It’s all automated where they apply. We get all the details in Zoho Recruit. And then they’re sent to a new… page to fill out an application and that application allows us to go through several applicants fairly easily and rule them out and then pick the ones that Kristen wants to actually interview.

Jim Hacking:
So it’s not one of these things where it’s like, send us a FedEx with an insert in yellow paper with Greek letters every third paragraph. It’s nothing like that. You’re just talking about actually having them answer the questions that you need in order to run top grading effectively.

Tyson Mutrux:
Absolutely. And it’s just a web form, right? It just sends them to a form to fill out and it’s, it’s really easy to fill out. Cause we’re like, there’s additional information that we just don’t get from, from indeed. Like for example, I get like, this is a really basic one, but we’ll, we’ll list something with a salary range. And then what was happening early on is they didn’t, they would apply and then we’d get into the process and they’d be like, well, I want like a salary that’s like double what you’re listing it for. Like, well, what’d you apply for the job for? So now we make them put in like what their salary requirements are. And that’s like, we can go through very quickly now, okay, these people are, yes, we’re within our range, these people are not, and that’s just one thing, we’re looking for other things too, but you formulate this application, that way whenever they apply, you can see all the information you need, quickly go through it on our dashboard, and boom, if they fit, great, if they don’t, they don’t.

Jim Hacking:
I’m struck by how similar this is to the work that we did in figuring out what kind of clients we want to have In our firm and it seems like there’s some analogies there that I’m gonna want to play around with I’m if you see me looking at my phone It’s because I’m downloading the audible version and the Kindle version of the book right now So we’ve got a long way to go, but let’s let’s pretend that you have a posting for a senior personal injury lawyer and And I’m someone who’s, let’s say, three or four years out, I’ve been working in an insurance defense firm, and walk me through your whole process from the moment you post the position until the moment that I get hired, if you’re willing.

Kristen Weese:
can give it a shot. Let’s see if I can do it from memory. So you would get that application that Tyson was talking about and that actually helps weed through candidates really good. If they don’t complete one of the steps then you’re out right? You can’t follow directions. You’re not detail oriented. You don’t want it bad enough. So you get that application. It is very brief. So I mean three minutes I think it takes to submit. Very easy. Once I receive that, I’m like fit. So at that point I’m going to send you a request for a telephone interview and that telephone interview is only about 15 minutes. Occasionally they have gone shorter and or a couple minutes longer depending. So I’m always I think I think I’m very tactful and getting off the phone if it’s kind of a no-go from the get-go but I know for you Jim it would it would be a nail nail in the After that, you would receive an assessment from us, automated, I would push you through to the next round. And if I’m a sure thing about you, Jim, I’m gonna probably tell you on the phone, look out for this assessment from you. I do wanna move you on to the next round. And that assessment is quite long on purpose. I think it took me, I did it in two different days because I was like sleepy and falling asleep, but it took me at least an hour, I wanna say. It is a detailed assessment, and it asks you things like alphabetical order, you put things in numeric order and all those things are to see obviously are you competent but also are you detail-oriented are you paying attention and do you care are you just rushing through so you get that assessment and then at that point you will get a video interview and that would be with me and Amy who’s the COO and then if I move you on to the next round you’re gonna get a mental toughness screening and that’s more questions about how do you And then from there, we’re going to do our reference round. And so the thing that’s a little bit different about top grading references is that you’re not cold calling people off of a resume. You are setting up appointments with these past employers. And ideally, you want the candidate to set up that employee because the candidate is only going to or that past employer is only going to speak on behalf of an eight player candidate. Right. to meet with you, it’s because they probably have really great things to say about this person. So it’s not a waste of your time. You’re not cold calling, you’re actually reaching someone and you’re speaking to a quality employer that can actually give you insight about who this person is, right? So now you know how to lead this person if they were to join your firm. So the reference stage and then after that is that team interview that we talked about. So that, and then we consult and move along, send an offer letter if we want them.

Jim Hacking:
And then that’s awesome. Thank you, Kristen. Tyson,

Kristen Weese:
Yeah.

Jim Hacking:
what’s your level of involvement in those things that Kristen just walked us through?

Tyson Mutrux:
I do the 30 minute team interview and that’s it. I didn’t even, it’s funny, the last hire, I did that. So Kristen, Anthony and Amy were all yes votes. I hadn’t even put any input in because I don’t remember why I was doing something. Offer letter was already out the door. It was, and I said, I said, Kristen in Texas, like, you know what? That makes me so happy. It just makes me so happy. Cause like, I didn’t, I didn’t do, I didn’t do anything, but showed up for 30 minutes. She was a good candidate. Um, and so that was it. It was, it was it. So it was fantastic. Um, so that was it. It was, she’s made it very, very streamlined for me.

Jim Hacking:
This episode is brought to you by Bradford D. Smart, PhD. He’s the author of Top Grading. We should definitely get a kickback for this. If not, he should have at least given me that book for free that I just ordered, but maybe we’ll have to have him on the show.

Tyson Mutrux:
I agree. I think that Becca has reached out to him, so it would be great to have him on. I think it would be important to get his input. I think there are a lot of people that have questions about—because it’s very rigid, and I’ve heard a lot of people say, well, those don’t work these days, because the book’s 10 years old, and that doesn’t work these days. That’s BS. That’s total BS. People are just making more excuses. But I think to have him on would be great.

Jim Hacking:
Has the system let you down yet?

Kristen Weese:
I think full being candid, I’ve been here right about a year and we have made one probably poor hire. But I think if I was being honest, we probably jumped the gun and we hired somebody that we knew was not going to be an A player. I mean, I feel like we thought this person’s a solid B and she ended up not having that resilience to push through. First day we put her on the phone, she didn’t come back after that. So she stayed through training about a month and then left. than that I think we we have really excelled like Tyson said we have a great team.

Tyson Mutrux:
Yeah, I

Jim Hacking:
I

Tyson Mutrux:
do

Jim Hacking:
blame

Tyson Mutrux:
think,

Jim Hacking:
Tyson for that.

Tyson Mutrux:
yeah. You know, it’s funny, I don’t know where the breakdown was on that one. I think we were just, we were a little anxious to get someone in. And with, it goes back to really what you asked Kristen before, it’s like, don’t force it, like wait. You just need to wait, right? If you don’t have a candidate that’s an A player, just wait, it doesn’t matter. It’s worth waiting on because yeah, I mean, we spent a lot of time, a lot of effort. like money, you know, like getting the computer equipment, all of that out to her. It’s not a cheap process, and so waiting is the right way. And I think that that is the only one that we’ve had that’s been a, I wouldn’t say a failure. It was misguided maybe just a little bit.

Kristen Weese:
I think that the training too, the training time spent on her, our staff trained her. So that was pulling away from our legal teams, our clients essentially to get this person trained. So.

Jim Hacking:
Well, I think this was a great episode. I think people are going to find it very, very helpful. So thank you both for being on and for sharing your wisdom and the things that you’ve learned. And Kristen, I think Tyson, he’s always telling me what a great job you’re doing. So I’m grateful for that, for the support you’re giving my friend.

Kristen Weese:
Well, thank you, Jim. I appreciate you having me today.

Tyson Mutrux:
I just want to add two more things really quick. I just want to touch, you touched on the reference calls, which I think are very, very powerful. Don’t skip those. But I think, because we didn’t really talk about this much, Kristen, and I know we’re about at time, but job scorecards, I think that those are absolute crucial. Those are the baseline. Do you have any feedback you can give on that real quick?

Kristen Weese:
Yeah, really quick, I think it’s very important to have those job scorecards because when a candidate asks me, what are you looking for, I can clearly go and say these are the things we have to have or tell me a little bit about why you are, I don’t know, why you have this skill that we’ve got on our job scorecard because we’re looking for a very specific role and it helps keep me and the other leaders that help me higher focused on what we’re looking for for each role. So it’s important.

Jim Hacking:
Nice.

Tyson Mutrux:
All right, now I guess I got to go back to co-host mode and I almost dropped the ball, but we are going to wrap things up, Kristen. We want to be respectful of your time. Our huddle starts right now, so we do need to wrap things up. Before I do, I want to remind everyone to join us in the big Facebook group. Just search Maximum Lawyer on Facebook. Join us there. If you’re interested in a more high-level conversation, join us in the Guild. Go to maxlawguild.com. It’s maxlawguild.com. meetings, we’ve got quarterly masterminds and other things that we do like the Zapathon that we just got done in Austin, and then we’ve got Denver and Miami coming up later this year which is gonna be great. Alright Jimmy, it is your time to give your Hack of the Week. What you got for us?

Jim Hacking:
Have you done Fireflies yet, Tyson?

n

Tyson Mutrux:
I have not done Fireflies.

Jim Hacking:My hack of the week is fireflies.ai. So this is a pretty cool little add-on that you can do to any of your meetings. I know a lot of people use Otter. I have not used Otter, but Fireflies is really sweet. It just adds itself to every Google Meet or Zoom call that you have. It transcribes it, but more importantly, it summarizes it. It covers the topics that are addressed in the meeting. We had a… We had one yesterday and I was surprised at how the AI was able to figure out exactly what we were talking about and and talked about the issues and everything. It was really sort of mind-blowing. So just started playing around with it, but I think it’s here to stay. It’s a lot of fun.

Tyson Mutrux:
I don’t think Kristen’s a fan of those, but she was kicking them all off yesterday on our, we use Otter, a bunch of people use Otter, so. But yeah, I’ve heard really, really good things. Everyone that I’ve heard talk about Firefly specifically recommends it, so very cool. All right, Kristen, I did give you a heads up this morning that we’re gonna ask for a tip or a hack from you, so what you got for us?

Kristen Weese:
Yeah, I think my biggest hack with hiring is go slow, slow down, and then my life hack is you have to take those few minutes to be quiet and still in the morning no matter what that means. If you’re doing yoga or just taking a few minutes to breathe, you have to do it, don’t run out the door. You’ll hate it later.

Tyson Mutrux:
Love it. I know Jim loves that. Jim’s a big, big fan of that quiet time, so very good. All right, so my tip of the week is a book that I’ve been talking about in the Guild for a few weeks. I can talk about it now on the podcast, A World Without Email by Cal Newport. It is one of the best books I’ve read in a long time. It is fantastic. If you want, it’s not just about emails, so don’t worry about that, but it’s really about organizing your tasks in a way. that’s really effective and efficient for you and then also for, it would be for your firm as well. We’re changing many, many things in the firm based upon that. So I recommend that you check it out. Kristen, thank you for coming on. I really appreciate your willingness to do

Jim Hacking:
for

Tyson Mutrux:
this.

Jim Hacking:
sure.

Tyson Mutrux:
You were excited about doing this, which was great. So thank you so much.

Kristen Weese:
Absolutely. Thank you, Tyson. Thank you,

Jim Hacking:
Thanks

Kristen Weese:
Jim.

Jim Hacking:
guys. Nice to meet you, Kristen. Take care.

Kristen Weese:
Nice to meet you.

Jim Hacking:
nBye guys.

Tyson Mutrux:
see you both. Bye.

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