From Service to Scale: Mastering Digital Growth with Shannon Teague
Shannon Teague is an entrepreneur and expert in the world of remote hiring and online business.
With extensive experience in both service-based and product-based businesses, Shannon’s journey began in the luxury hospitality sector, where she specialized in recruiting spa therapists for five-star hotels.
Over time, she transitioned into digital entrepreneurship, founding her current business that offers comprehensive remote hiring solutions.
Shannon is also passionate about helping businesses streamline their hiring processes and build effective remote teams. Through her work, including online boot camps, webinars, and digital resources, Shannon equips business owners with the tools and strategies to succeed in today’s virtual workplace.
Her personal journey of adapting from traditional service-based business models to digital product-based strategies has been a massive learning curve, and she now shares this knowledge to empower other entrepreneurs.
Shannon’s expertise is highlighted in her latest venture, Scaling Up Simplified, where she offers valuable guidance on scaling businesses through remote work and digital marketing strategies.
Key takeaways
- Transition from Service to Product-Based Business: Shannon highlights the stark differences between service-based and product-based businesses, especially in terms of marketing strategies.
- Challenges of Digital Marketing: How running a product-based business involves building a strong digital presence, utilizing content marketing, and developing sales funnels, which was a learning curve for Shannon
- Importance of Free Content: Shannon emphasizes offering valuable free content as a key strategy for attracting potential customers, particularly in the digital product space.
- Adaptation and Resilience: Shannon’s journey involved overcoming challenges, including shifting her business model during tough times like the COVID-19 pandemic.
- Focus on Remote Hiring: Shannon dives into her current expertise which lies in helping businesses build successful remote teams; which she supports through various online platforms like boot camps and webinars.
Connect with Shannon
Website – https://www.scalingupsimplified.com/
Linkedin – https://www.linkedin.com/in/shannon-teague/
Here is the full transcript:
Paul Urwin 0:01
Welcome remote business growth. Your go to source for all things remote work and business growth. Join us as we delve deep into the strategies, insights and success stories that will help you thrive in the remote work landscape. Whether you’re an entrepreneur, a remote team leader, or simply curious about how to grow your business, this podcast is your gateway to unlocking your full potential. So get ready to embark on a journey of innovation and success. Hey there, Paul, here. Welcome to episode 12 of the remote Business Growth podcast. Well, we’ve been off on a little bit of a break, so this is the first episode that has been released in a while, and we’re now absolutely back at it. So I hope you enjoy this one, and I hope you enjoy all the future episodes that we’ve got in the pipeline, because we’ve got some great ones coming up in the next few weeks and months ahead. So keep listening, and please let me have any feedback I’d love to hear from you. If you are thinking of building a remote team or you’d like to hire a virtual assistant or remote specialist for your organization, then head on over to https://thereistalent.com/, that’s https://thereistalent.com/ and we can analyze your specific situation and help you to get that set up right. Today, I am talking with Shannon Teague, an amazing guest. I just love her story. Shannon started with Xero and built a temping recruitment company, providing spa staff to Blue Chip hotels across the UK. Initially a one woman show, she grew her team to 70 contractors and a remote support team. Within five years, she also invested in a startup selling popcorn flavorings to view cinemas to run her business remotely. Shannon hired a tech expert and created a 24 hour online booking system, automating most processes despite facing challenges and failures, her positive mindset and determination led her to success. Shannon’s journey inspired her to teach small business owners how to grow their businesses remotely, achieve their potential and live their dream. Lives. Her first book, scaling up, simplified, brings her vision closer to reality, guiding readers worldwide to achieve their dreams. Shannon, welcome to the show.
Shannon Teague 2:14
Hi Paul, thank you so much for having me. I’m really excited to be here today. Thank you for the opportunity.
Paul Urwin 2:20
Now, really looking forward to this one you’ve got, well, an amazing story, really. So please take us back a few years to the start of your entrepreneurial journey. Where did it all start for you? Shannon,
Shannon Teague 2:32
Thank you, Paul, that’s a great question. So I’m sure you and all the listeners are familiar with an author called Tim Ferriss, the four hour workweek is one of his famous books, absolutely, yep. So my journey started at that point, back in about 2013 I was traveling Thailand. I’d met a friend there, and he was fully living the remote lifestyle, and that was the first time I ever heard about it, and during that time, I was also reading the Tim Ferriss Four Hour Work Week. Met this friend of mine and realized that that’s kind of a lifestyle that I wanted to achieve for myself. So I went back to the UK. I was based in the UK at the time. I’m originally from South Africa, but I was living in the UK at the time in London, went back to South Africa, and quit my job and started preparing for starting my first business, which was a recruitment temping agency to the five star hotel sector in the UK. So I was a spa therapist myself, and I started to outsource myself as my first contractor. We cater to the five star, sparse sector within the UK, so super niche, and I slowly started to grow my contracting team and remove myself from that element of the business to prepare myself to be able to start traveling and living remotely and enjoying a remote business lifestyle. And I slowly grew my team to by the time I left the UK, we were around 40 contractors. I had a small support team at that stage, and I slowly started to grow my business over the years to about 100 contractors and a support team of 10. And we’re all based around the world. The support team and I met up in various parts of the world while my business ran in the UK, and this provided me the opportunity to live in India, to live in Thailand and Bali. I spent most of my time in Southeast Asia, and that first business gave me the knowledge and the foundations to be able to do what I’m doing now. So because my business catered to the hospitality sector. When covid happened, it was a massive hit for us, unfortunately, but in my opinion, everything happens the way it’s supposed to, and it gave me the foundation and the knowledge to be able to do what I’m doing now, which is teaching small businesses through digital programs and. I’ve also authored two books since then, how to develop hiring and operational systems in your business to hire remote and online teams, starting with your very first hire, and then building your team from that point. And had I had not gone through this journey of being fully remote and starting my first business, and all the knowledge that I learned from that and also running a recruitment agency, then I wouldn’t be where I am right now, which I think is the perfect place for me, because it aligns in every way. I’m teaching businesses how to hire on a remote level, how to be remote. That’s my target audience, and that’s the lifestyle that I live and every decision I make is around complete location independence. So that’s kind of my story in a nutshell of how I got to where I am right now.
Paul Urwin 5:52
Excellent. There’s so much good stuff in there. Tell us a little bit more about the London mobile spa. So I’m really interested in how exactly you got started, so you were obviously working in that industry, how you had the idea and how it looked at the beginning. I’m really interested in how businesses look right at the beginning. That’s
Shannon Teague 6:12
a great question. Thank you. So I wanted to start a business to be remote. So I was a spa therapist, as I mentioned. I worked within the five star hotel sector myself, and I first started to outsource my own services as a mobile therapist to spars and to people, and then I was very close to the managers, and I grew quite a reputation as a spa therapist myself. And they started asking me whether I knew therapists and whether I had a network of therapists myself, and I kind of saw an opportunity there and then started building a temping agency from that point. So that’s kind of how it all started. But yeah, at first it was, as you can probably appreciate and understand. At first it was intense, working crazy hours, like 16 hours a day being my own therapist, and then working on the business in the evening, and then doing interviews here and there, and trying to, like, start to finally remove myself from that point. But I had a breaking point where I realized that if I didn’t actually start taking serious action towards removing myself from being a contractor in my business, then I was never going to achieve the lifestyle that I wanted to achieve. And this breaking point happened when I actually had a panic attack, which is not normal for me. I was overworking myself. And that was the point where I made a due date, where, by this date, irrelevance of where I am financially, what is happening. I have to stop being a contractor in my business, and that goal really made me push myself and work towards making that happen. And by that time, I was actually able to remove myself from being a contractor. I had already replaced what I was making by hiring contractors as my own contractor. And from that point, when you remove yourself from the day to day stuff, and you start focusing on more growth related stuff, your business really expands from that point, and that’s kind of how it all fell into play. So when I quit my job, initially, I hadn’t thought of actually starting a temping agency, specifically. I just thought this is a good place to start. I have these skills, which I think is quite common with business owners new to business. I don’t know if you read the book, the E Myth, the technician, you outsource yourself, you own services, you start a business based on that. But I think a lot of business owners actually get stuck at that, and they don’t expand past that. And I think it’s really important to take a step back and realize that you could have multiple of you if you train people in the right way and you onboard them the right way, you hire people properly, you have the right strategies, you can kind of like, scale your business from that point. So that’s how it all fell into play. If that answers your question.
Paul Urwin 9:03
I love the idea of scaling and achieving that growth by training people in the right way, but you’re absolutely spot on Shannon when you say that it’s something that’s very difficult for people to do. I think a lot of people, a lot of CEOs or founders, are experts in that particular area, and therefore it’s so easy for them to step in and be a contractor in their own business, as you put it. So it does take effort to get out of that. And that was a big achievement on your part. I like the way that you actually sat down and created a set date. I mean, that’s brilliant to have something so clear to aim towards. So Well, congratulations on that. Because I think whatever you achieve after that in your business career, that in itself, is a massive achievement, getting to that point of that freedom, which is the whole reason that you did it in the first place, absolutely fantastic. So then we’re talking about covid, and that obviously hit you hard, but as you said, it’s led you on to. The other thing. So, I mean, did that business just stop at that point? What happened with the first business?
Shannon Teague 10:06
So I was actually in the process of selling that business, and it kind of all just fell through because covid happened. So there was a larger hospitality sector company that didn’t have this sector in their establishment, I had a full support team, of course, but I’d also removed a lot of the human interaction, because we had developed our own internal 24/7 booking system, kind of like an Uber for spa therapists, and they hadn’t had anything like that in their temping agency, so they were interested in buying our contracts, because we had contracts with really big companies, like four seasons and all those really big hotels and then kind of all just fell through because covid happened. We hadn’t had bookings for nearly two years. And although I had a support team and I had a full operational team and everything, it was the first time I could actually take a step back and acknowledge where I was and where I was going and what I wanted to do. So I kind of used that as an opportunity to see what my next step would be. I used it as an opportunity to author my first book, and had to make the hard decision to close that business, because just wasn’t operating anymore after covid. But it was hard. It wasn’t an easy thing to go through. It was hard because it was my blood, sweat and tears, my baby, essentially. But when I look back, I kind of needed to happen. It was, like, the next step. Even though it was hard, sometimes things don’t work for you anymore. I think it was also more because, like, I was in the process of selling it, and that would have been something I would have been really proud of. I had reached a point where I wanted to explore other opportunities, but then covid happened, everything kind of fell through, and just decided to use this as an opportunity to explore what was next. And that’s how I led on to my current business.
Paul Urwin 11:59
Brilliant. Okay, well, obviously a very tough time at that point. But as you said, it gave you the opportunity to think, to plan, to really design, I think is a nice word, your next step. So what happened next?
Shannon Teague 12:14
I was in Morocco, actually for a lockdown. I got stuck there. Well, I mean, I was stuck there, so I decided to stay there. Like I mentioned, I wrote a book at that time. The book led me on to creating digital products. So now we run programs. Sorry,
Paul Urwin 12:29
The book is called Scaling up simplified. Is that right? Yes,
Shannon Teague 12:32
That’s correct. Sorry, I’ve authored scaling up simplified and hiring method simplified, where I kind of dive into all the operational stuff and how to develop hiring systems and everything. And then I saw a demand for creating this on a digital level and creating programs around it, and that led me on to creating a digital product where I now teach businesses how to do this, along with handheld support and providing everything they need in terms of all the operational stuff to set up all of these elements in their business. I think it’s something that small businesses are really scared of, is taking that hiring leap, the whole trust thing, and also the mindset of no one can kind of run my business better than me, but if you have all the foundational stuff set and you have someone that can support you through it. I think that’s really helpful, and that helps you get over that mindset and fear. Excellent.
Paul Urwin 13:27
So we’re talking about small companies, and you’re basically helping them to set up a remote team starting with their first hire. So
Shannon Teague 13:38
first hire, our target customer base is first hire, or you’ve tried to hire before and kind of failed for whatever reason. And when you dive deeper into that, it’s usually a lack of the operational side, the onboarding side. And to me, like hiring is an ecosystem. That’s how I see it. It’s like a three way. You don’t just hire the right person, you have to introduce them correctly, and then you have to have your processes and operational stuff set up. Otherwise you’re just going from one problem of working all the hours because you don’t have a team, to working all the hours because you have a team, but you don’t have the operations to replace you. So we kind of work as an ecosystem and develop all of these things and map out the role before you hire, and then you hire, so that you can kind of start removing yourself as the business owner from the day to day stuff. Wonderful. Can
Paul Urwin 14:29
we just delve a little bit more into those components, so the onboarding and the integration and then perhaps the operations as well? If you could just tell us a little bit more about how that might actually work. Please.
Shannon Teague 14:41
To me, it’s all just about developing systems that actually work, so you don’t really need to overthink the onboarding too much. So if I can give you a briefing of how we start company culture, to me, it is everything, so that is the foundation of everything that we do. So we first develop your company culture. Yeah, and then everything that we do after that’s kind of set around that, the hiring system, the onboarding system, the processes and everything that we create. So the onboarding system is simply, you just create these systems, and you kind of reuse them all the time. The advantage of having a system is that once it’s done and once it’s created, you don’t really have to do that work again. The foundations are set, and it’s kind of just a case of obviously making it individual to every person that you’re hiring, every role that you’re hiring, making sure that when you onboard them, they have everything they need to be comfortable from the first day in your business. Because one of the biggest mistakes I think, that small business owners make is that they think because they’re hiring the skill set, and hiring is kind of new to them, and understandably, of course, this is a very easy mistake to make, and because you’re hiring the skill set, you think that that person should just come into your business and crack on with things from day one, which is obviously every business functions differently, and you need your team to be introduced into how your business operates. Because even if they have the skill set, how you do things is different, how your business does things is different. And you need them to come in and understand that from day one through training, and then we go through formal training, induction training, where we introduce the candidates to the company culture and what the company stands for, because in the hiring process, they would have applied to the company based on that company culture, and because it kind of speaks to them fundamentally on a deeper level. So if you’re hiring people based on that, you’re onboarding and how you introduce them to your company kind of needs to match why they’ve applied to your company in the first place. So to give you a briefing, that’s kind of how we organize the whole structure of it, in a very simplified way. It’s fascinating.
Paul Urwin 16:54
I think there definitely are a lot of cases out there where you say you’re hiring the skill set, and it’s a case of just come in and we’ll quickly introduce you to everyone quickly, I mean, in five minutes, and just get on with things. So what you’re saying is that it’s going to be a lot more successful when there is both a sort of formal training program and just take the time to really get someone integrated and comfortable with the company, with the culture before you’re saying, Now get on with it. So to take a bit more time on that initial phase. Is that right?
Shannon Teague 17:28
That’s also part of the program that we do is we teach how to do process mapping and role mapping, so for individual roles. So part of the onboarding would be introducing them to these systems that you create, like where to find things, who to contact, to avoid as many bottlenecks and issues coming up as possible. So once you’ve given them the formal training, they then can flourish in the skill set that you’ve hired them for, because they have all of the basics that they need from you, but in processes and systems, so that you as the business owner don’t have to be there 24/7, as the process and system, if that makes sense. So it’s also about not just making them comfortable with the company culture, because that’s really, really important, of course, but also training them on where to find everything that they need, like digital assets, logins, what CRM systems you use, if you do what spreadsheets you use, how to utilize everything in the business, so that after the training, you can kind of step away and they can kind of continue with their role, and anything that they need from that point would all be available for them in these processing systems, like in loom videos as an example, or on the CRM system and in the training manuals and all those things. So it’s a bit of groundwork, but in the long run, it’s going to save you years of frustration. And once the role is developed, you can kind of improve from that point, of course, and processes and systems will always improve. But this is, in my opinion, the key to a business owner being able to actually truly achieve time freedom and to really focus on growth and move away from the day to day reactive mode. If that makes sense,
Paul Urwin 19:12
completely makes sense. I can really relate with a lot of that. Shannon, so do you find that many small businesses don’t have enough or the correct systems and processes. Would that be a general observation or not?
Shannon Teague 19:25
We’ve all been there. It’s normal, like, how do you know this until you know it? So you have to go through this and the pain to realize that something’s wrong, but the point of the program that we have created is to avoid that pain and to just have this all set up from the start. If I’m on a Facebook group or a job board, I can kind of tell what the entire organization’s operations will be or lack of just from their job description. So a lot of business owners new to hiring, they create a job description and they want. Hire a virtual assistant, for example, and they have about 30 or 40 different expectations in one job description. And I’m reading this, and I’m just like this, firstly, tells me that you don’t have all the things set up that are important. And secondly, new staff members are going to be so overwhelmed because you’re just throwing everything on them, rather than defining the role and having specific tasks and goals associated with that. What I find a lot in a lot of members that join our community, this is something that’s happened where they’ve failed at hiring before, is because they’ve made this mistake where they are wearing 500 hats as the business owner, they then hire someone and put all those 500 hats on that person. It doesn’t happen straight away, but it gradually starts to happen as they start to get more and more comfortable. And I know, in like, the grand scheme of things, it sounds great to like just kind of put everything on everyone, but you need to be hiring people with a specific purpose, and they need to be focusing on a specific area of your business in order for that area of your business to be fully looked after. If you have one person doing everything, nothing is getting done effectively, and that’s essentially how you get to the point of realizing that you need to hire as a business owner, because you are that person, you’re doing 500 things, and the growth of your business has reached a standstill because of that. And then I find a lot of business owners new to hiring kind of put that on their new team member. And it’s quite a common mistake. I can kind of tell just from the job description where the business is in terms of operational, setup, onboarding, and company culture. There’s a very specific way of showing the first introduction, because that’s what a job description is. It’s the first introduction to candidates of your business and companies that have all these things in place, that have been around for a while, been hiring for a while. You can tell that their job descriptions are very specific, and they’re very focused on who they are as a company, because they’re trying to attract those kinds of people to their business. If that makes sense, and if that answers your question, it
Paul Urwin 22:06
definitely answers my question, and makes a lot of sense, absolutely. I mean, you’ve obviously spent a lot of time thinking about this and writing about it and talking to people and talking to clients, so yeah, I think your experience in this area really shines through. It’s amazing to hear about the mistakes that people make, and perhaps how they can be avoided. So Shannon, please tell us about the boot camp.
Shannon Teague 22:28
We just ran a boot camp, which is a nice introduction to basically everything we’ve spoken about now. And we provide four steps on how you can get started with developing your hiring process, our ecosystem that we talk about, that I’ve spoken about throughout this podcast, just a really nice hour and a half introduction into the four elements that we cover within our entire program. Excellent.
Paul Urwin 22:51
And people can find that from your LinkedIn profile, is there a direct link to that boot camp? Yes,
Shannon Teague 22:57
my profile on our website, social media, it’s basically everywhere that can be found, on Instagram, on YouTube, on Facebook, LinkedIn, all of these platforms,
Paul Urwin 23:10
and it’s all under scaling up simplified.
Shannon Teague 23:13
That’s correct, scaling up simplified, and the boot camp is scaling up simplified, your first higher bootcamp,
Paul Urwin 23:18
perfect for people who want to find out more that then leads into a digital product or a community. Tell me a little bit more about how that’s structured. Do you have a sort of membership site? Is it one off digital products? How does that work? Shannon,
Shannon Teague 23:33
so, at the moment, we’re running a four week Fast Track program where it’s a four week program with one to one sessions, Zoom call sessions with our community group, where we have 24/7, kind of instance support in our community group with whatever questions or technical advice you need or anything like that. And then we have weekly zoom calls, where we help you through each week that we’ve gone through. So one big problem also that has come up a lot, and how we have structured our program this way is that usually small business owners know that they need to hire, but they don’t actually know what role they need to hire. And this is quite a common problem. It’s like, you know you need help, you’re overwhelmed, you want to start the hiring process, but you don’t know what role you need to hire. So the first week of our program dives deep into this by establishing where your time is going, how to utilize your time properly. And we kind of use four formulas to get to the bottom of, establishing what the current biggest bottleneck is in your business, and then hiring accordingly, or what your biggest goal is. We kind of do a deep dive in that first week of how to establish that so getting to the bottom of your first role and as a formula that can be used every time you need to make a hire, and you’re kind of confused about what that is and what that looks like. And then the second week, we dive into the foundations of hiring, which is developing your company culture, your mission. And we have. A secret filtering system that we use within the job description. So we also dive into developing your job description and it’s aligned with your company culture, and then a filtering system that makes sure that you’re only attracting the people that align with that company culture. And then the third week, we dive into developing your hiring system and your process, and we provide all the templates and everything that you need for this. So it’s kind of a copy and paste mission. Walk you through all the steps involved, because a lot of it is virtual, and there’s a lot of filtering systems involved to make sure that you are actually hiring the best people for your business. And then the fourth week, we dive into the operational stuff, the onboarding stuff, developing this aspect of your business. And then, of course, there’s bonuses on setting up Facebook ads for remote hiring and utilizing social media and job boards and remote job boards, and then going global after that point by being tax compliant, and when you’re ready to start expanding in that way. So that’s what the program covers. It’s a lot of information, but it’s all kind of step by step, handheld support, and we have provided everything that you need. It won’t be a case of like, having to step away and create that system yourself. Whatever we teach you to do, we have created for you. We’re just explaining how to implement it in your business.
Paul Urwin 26:22
Amazing. Shannon sounds super comprehensive, and obviously helps people to get over that barrier where, especially if they’ve had an issue before, with hiring remotely, or if they’re just getting started from scratch, to help people get up and running and make sure it’s a success.
Shannon Teague 26:39
Thank you,
Paul Urwin 26:40
Shannon. I have one final question. I think most people listening to this podcast are always interested in attracting new clients for their business. And obviously, people have a huge range of different businesses, but most of them have that in common, where they’re looking for new clients, they’re looking to bring new customers on board. How do you go about attracting the right people for your business? Shannon,
Shannon Teague 27:04
so this is a very complicated question. In my experience, a product based business is very different to a service based business, very different. They don’t relate at all. So in all honesty, my first business, it was kind of a case of just having meetings, emailing people, word of mouth, Google ads, quite straightforward to get to the point of a meeting, especially like in the five star hotel sector. When you already have five star hotels on your name, it’s kind of easy to like to throw from that point, because they really have that trust in you. So it was just a case of setting up meetings, contacting people by email, all those kinds of things, whereas a product based company, when I started this business that I’m running now, I thought, Great, I have all this experience in running a business. I really had no idea what I was doing. If I’m totally honest with you, the marketing there cannot be further apart. So it’s been a massive learning curve for me. When it comes to selling digital products, it’s all about creating digital presence, about sales funnels, about getting people into your sales funnels, about loads of free content, content all the time. It’s a very different business model. So it depends on, like, whether you are a product based business or your service based business, whereas in a service based business, I found, as I mentioned, it was kind of just a case of setting up sales meetings and having as many sales meetings as possible and having a team to help you get those sales meetings and then getting a team of salespeople. Whereas product based. Is all based on, like, giving a lot of free content, becoming available digitally, showing yourself digitally, having whatever platform it is that works for you. Like, we use a lot of YouTube. We have a YouTube channel doing boot camps, like we’re doing at the moment, doing live launches, giving a lot of free valuable information, where people can walk away with that and feel like they’ve learned something and can help them in their journey, or they want to take it further, a learning curve of understanding what a sales funnel actually is, because in a service based business, we didn’t really have a sales funnel where people funneled into the sales funnel was More just a case of setting up meetings, as I’ve mentioned, and going to those meetings and networking and in person networking, whereas with our current business model, there’s a lot of digital marketing, sales funnels, webinars, all those things. So if that answers your question, they’re both very different from each other. That’s
Paul Urwin 29:41
A very nice explanation. I’ve never heard it expressed that way before, with that clear differentiation between the two, but yeah, it certainly makes a lot of sense. Excellent. All right. Well, thank you so much for your time today. It’s been just a little bit over half an hour. You’ve packed everything into this call. You really are an expert in this area of. Online hiring. And I’m fascinated by your story, because I think it’s just brilliant how you started in one area. You learned a lot about, obviously, that recruitment for the spa therapist you’ve built on that you’ve now created a completely new business. You’ve got to that first level of success, then obviously the tough times through covid, you started again. You’ve shifted from service based to product based. It’s just absolutely fascinating. And obviously now you’re helping lots of people with their businesses, which is brilliant. So thank you for coming on and sharing all of that with us. Shannon,
Shannon Teague 30:33
Thank you, Paul. It’s very kind of you to say thank you so much for your time. It’s been great to talk with you today.
Paul Urwin 30:39
Excellent. Well, I will leave you with the last word, Shannon. So if you’d like to add anything else, then please go ahead and do just that. Don’t forget to give us the names of your books again, and also remind everyone of your website. And just a big thank you from me, Shannon, awesome. Thank
Shannon Teague 30:57
you, Paul. So if anyone’s interested in joining our boot camp, I would love to have you part of our boot camp. So https://www.scalingupsimplified.com/ you can find us on our website, and yeah, if you’re ever going through a hard time, just keep pushing through. That’s what I have to say. Everything works out in the end. Paul, thank you so much for having me, and it’s been great.
Paul Urwin 31:22
Good. Stuff. Well, I hope you enjoyed that one with Shannon, and don’t forget to head on over to https://thereistalent.com/ to find out how to build a remote team for your organization. That’s https://thereistalent.com/. Thank you to Shannon, a big. Thank you to you for being here all the very best, and until next time bye, bye, bye.
