In this episode of #TBNE Rob chats with Nicos Marcou about his Tedx Talk “Resumes Don’t Work” that went viral and how this has impacted the talent space. Don't forget to subscribe and leave a review.
In this episode of #TBNE Rob chats with Nicos Marcou about his Tedx Talk “Resumes Don’t Work” that went viral and how this has impacted the talent space.
Don't forget to subscribe and leave a review.
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EPISODE 85 - Nicos Marcou
00:00:07:09 - 00:00:23:19
Rob Napoli
How're you doing, everybody? This is Rob Napoli and we are back for another episode of the Bare Necessities podcast. Today's an episode that's about a long time in the making. I have Nicos Marcou in the house. Your last name properly correct.
00:00:23:22 - 00:00:24:10
Nicos Marcou
Spot on.
00:00:24:12 - 00:00:45:06
Rob Napoli
I love it because welcome to the bare necessities. We were introduced through good friends of the show, Max and Carissa, who actually did an episode of The Bare Necessities. Back when they launched TEDx they owned, which is how you and I met. So first I'll do the quick bio, but I just want to say welcome to the show.
00:00:45:06 - 00:00:46:18
Rob Napoli
Nicos. Thank you for being here today.
00:00:48:05 - 00:00:51:00
Nicos Marcou
Thank you. Thank you for having me.
00:00:51:01 - 00:01:15:11
Rob Napoli
We're excited because the talent leader works and a Fortune 500 with over 15 years experience in talent and organizational design. So throughout his career, he's been involved in a number of different processes. Are things that involve owning a leading initiative on time acquisition, talent management, succession planning, diversity inclusion, inclusion at learning and development, employee relations, so on and so forth.
00:01:15:11 - 00:01:39:07
Rob Napoli
Which as you all, if you're a long time listener of the show and know my background as an agency recruiter and my consulting and organizational design, you know that Nicos and I had quite a long pre prep talk that had nothing to do with this show. It had everything to do with just talking shop. He's now a published author in Forbes and now as a thought leader.
00:01:39:07 - 00:01:55:20
Rob Napoli
But he did a TEDx talk for tax day on that. It was called Resumés Don't Work. Here's what we should do instead. That went absolutely bonkers. Viral on YouTube. I loved it. There is so much to pull apart from that which we'll get into in this episode, but Nicos before we kind of get into the tax thing.
00:01:57:00 - 00:02:15:18
Rob Napoli
How did you what made you want to get into this world of talent, leadership, talent acquisition, employee relations? Like, how do you fall into this, whether it's something that was by design or was it something you fell into to talk to me a lot about how you got into this side of the business?
00:02:15:18 - 00:02:45:21
Nicos Marcou
Yeah, no, absolutely. So, you know, I'm an older millennial. I was born in 1982, so I was fortunate enough to remember the before times and the after times and also blessed with, you know, going to college at a time where there was less pressure on less competition and less pressure on needing to know where you are and who you are and where your place in the world is.
00:02:45:21 - 00:03:08:02
Nicos Marcou
And so I kind of didn't have a lot of plan or a big plan. I kind of tried figuring it out as I was going. And like many people trying to figure it out, I just picked what to study what I thought was the most interesting thing. The same way that you would go into a restaurant and pick out the most interesting thing that you see on the menu.
00:03:08:02 - 00:03:36:12
Nicos Marcou
I studied forensic psychology and then I graduated in 2009 and suddenly the most interesting thing on the menu wasn't so interesting anymore because suddenly we're in this. At that time it was still, I would say, a American recession, a recession. So we didn't really realize the effects of globalization back then. So I said, Hey, I need to do something really creative.
00:03:36:19 - 00:04:00:22
Nicos Marcou
Up until that point, you know, I was kind of coasting through life. I was working as a waiter, bartender for New York City and kind of paying my way through college. And I love the psychology piece just because I loved working with people. Very cliche, but I also like the forensic side because I had a passion for criminal justice.
00:04:00:22 - 00:04:33:19
Nicos Marcou
I loved a lot of crime shows. So just kind of was a very interesting thing to study. But 2009 comes in and the harsh reality of, Oh my God, I have something that has very limited job prospects and I feel like a lot of people have been in that position. So I needed to be very creative. So I decided to on a whim, within a week, I decided to, all right, look, I need this vibe overall is not, you know, New York.
00:04:33:19 - 00:04:58:02
Nicos Marcou
The vibe in New York at the time kind of changed a bit. So I was like, you know what? Let me try something different. So on a whim I moved to the UK, applied to the, to one of the few universities that would accept me in like under a week. And I decided to study human resources management, which was something at the time I, I didn't know what it was.
00:04:58:02 - 00:05:28:14
Nicos Marcou
I have obviously had exposure to it because I managed restaurants. They were people, I had supervisory roles I had to manage up. So I understood a lot about it, but I didn't know exactly what it was. So I moved to the UK and then studied h.r. Management and got an opportunity working in sales and learning and development for a company in the UK then decided to move to Cyprus, where I'm originally from.
00:05:28:23 - 00:05:56:12
Nicos Marcou
I started working for Randstad if you're familiar with the recruitment agency. At that point the American recession started becoming the global recession and I, Randstad at the time decided to close its smallest, the smallest offices in Europe, and one of them was Randstad, Cyprus. So three months into me having the role there, I was left without a job.
00:05:57:02 - 00:06:25:20
Nicos Marcou
But I decided to kind of help the woman that was managing the branch because she gave me an opportunity. I decided to help her close out everything and she connected me to somebody in in Cyprus that had a massive one of the largest companies on the island. And I became i started his h.r. Department. I started it from scratch and i had an opportunity to work with people from all over.
00:06:25:20 - 00:06:54:09
Nicos Marcou
He had activities in different countries all over the world and it was just a great experience. And then eventually I took up an opportunity at a global firm, which I'm with right now in Y and that was a great experience. That was life changing. I had an opportunity to travel all over the world, travel to at least like 20 or so countries, work with people from all over and different talent programs.
00:06:54:09 - 00:07:11:07
Nicos Marcou
And now I am still at that company. It's I've changed over the years, but that firm has been able to offer incentives and opportunities for my growth and development throughout the years. And I'm very happy where I am.
00:07:11:22 - 00:07:31:16
Rob Napoli
And as I say, I love how you chose the most interesting on the menu in forensic psychology path to to human resources and not even human resource. I think there's two sides of it, right? There's like the administrative and there's talent. And I think there's like two clear delineation is and that's what I love is I love the talent side.
00:07:32:04 - 00:07:52:17
Rob Napoli
I'm obsessed with talent. I talk a lot about how you and I bonded over a lot of the topics that I talk about how to attract and retain Gen Z and millennial talent. Right. I met all the millennials as well. I'm the I graduated, came out of school in 2010. So I still feel the effects of, you know, I was in school through that recession and I saw those things.
00:07:52:17 - 00:08:14:07
Rob Napoli
My senior year. We were talking and studying about them. But now in college, especially for me, I was playing football, but I didn't fully grasp what that meant until I went into the working rather like you was kind of like, Oh shit, the market's not as good as you thought it was. And I fell into that recruitment similar, the same way I taught acquisition.
00:08:14:07 - 00:08:39:03
Rob Napoli
But you know, you've lived abroad in Cyprus and the UK being in New York, all these things you've, you know, working through, through a large consultancy, you've gotten to travel and sit into these different rooms with talent leaders all over the world. What can you say? I we look at Target because, you know, the biggest that I talked to and I talk about this all the time is, is the big cultural differences between the US market and the rest of the world and companies trying to come in.
00:08:39:14 - 00:08:57:23
Rob Napoli
But what have you realized? That's not things across cultures, no matter what. Obviously there's cultural differences, but about talent acquisition and talent strategy that you've got, is there any similarities are really key differences that you're like, this is a common misconception about talent acquisition strategies across the world.
00:08:57:23 - 00:09:31:17
Nicos Marcou
Yeah, so it's interesting, right, because I see a lot of the incentive programs that were kind of like baseline expectations, baseline benefits in Europe kind of catch on here. Like for something what I'll give you an example. When I started working, I never, ever thought that I would I never even thought of the concept of parental leave or what that actually meant or that I wanted it or needed it.
00:09:31:23 - 00:10:08:16
Nicos Marcou
But I, I did, you know, I was very, very fortunate to take a 16 week parental leave of parental leave. That kind of was to me, if I was going to put a value to it. 100,000, 200,000. It's time that I will never, ever that I will never, ever get back. And it is so valuable. Yet I never, ever thought that was something that I could pursue and achieve and get in corporate America, where yes, in Europe you see those programs.
00:10:08:16 - 00:10:40:22
Nicos Marcou
Maybe it's not 16 weeks and it's not, you know, subsidies are subsidized by your employer exclusively and maybe it's part of a government incentive, but we're seeing those type of programs kind of transfer over. But we're also seeing that a lot of the you know, in America, it's no secret people get paid more than they do. And in Europe, like the salaries are significantly higher in the U.S. than they are in Europe.
00:10:40:22 - 00:11:20:11
Nicos Marcou
And we're seeing those things kind of like balance out. And I see I think that's just part of globalization. I think that's part of us being in a a world that's much more interconnected. I also do see that, you know, entrepreneurship and I know that's like a big topic, you know, passion of yours. I do see that there is much more of a propensity across all of them for now, younger people to take be more entrepreneurial, not just in their jobs, but also through side hustles, through trying to do something else on the side.
00:11:20:11 - 00:11:45:13
Nicos Marcou
And that's normal. But I do think it's an exciting time and an exciting time for entrepreneurship, just because we could be chit chatting right now, share an idea about a company and we can have it. We can set up, we can register the company today, we can create like a website, we can create a tik tok, we can get that company up and running by the end of this discussion.
00:11:45:13 - 00:12:16:17
Nicos Marcou
So I do see those things kind of trend and those are impacting the workplace, how we're working and what people are expecting from their employer. I also do see that we are in an age of transparency that it that you can't hide what's behind the curtain. Right. There's too many websites, whether it's Fishbowl or Glassdoor, kind of giving an insight into how your company runs and what your company culture is.
00:12:16:24 - 00:12:28:13
Nicos Marcou
And I see that not just young people, people of all ages are now tapping into that as a resource to be like, well, is this the right move? So I do think that's a game changer.
00:12:28:19 - 00:13:06:15
Rob Napoli
I love that. And what can I come back to? Kind of how we met in this viral video. That's how talk and it resonates. Don't work and here's what we should do instead, I'm going to link the full talk and these episodes, you know, for anyone listening that's interested, go check it out. It's awesome. But when you are thinking about this concept, as you're thinking about putting this thought together, you know, maybe kind of give us the high level of what was, you know, what was the what was it like putting that together?
00:13:07:22 - 00:13:34:18
Nicos Marcou
Yeah, no, absolutely. So, you know, the reason why I landed on that idea was I knew that I wanted to do something within the talent space. I knew that I wanted to I knew that I wanted to focus on an area that would create dialog and, you know, Ted, the whole spirit of TEDx is because I'm not just that TED Act speaker.
00:13:34:18 - 00:14:01:07
Nicos Marcou
I've also organized and produced my own TED talks in the past. The whole concept of TED is ideas worth sharing, worth spreading, right? And I did want to create something where people didn't watch and said, Oh, this guy's this guy super cool. Or This guy is like, I didn't want to have everyone 100% convinced. I wanted to start a dialog because I have some solutions.
00:14:01:15 - 00:14:30:18
Nicos Marcou
I think there are there might be better solutions than what I'm offering out there. I wanted to start a dialog because the reality is right where we talk about authenticity and we talk about diversity and inclusion, but we're really like if we don't make changes about, about, you know, the whole employee experience from start to finish, we're missing the mark on a lot of this.
00:14:30:18 - 00:15:09:14
Nicos Marcou
And if you think about resumes, right, resumes have been around for so long and people don't understand for how long they've been around, but over 500 years. Right. You know, if you watched the talk, the first person without giving too much away, the first person that that started resumes to have the first resume was Leonardo da Vinci. And if you you know, if we know what we know about Leonardo da Vinci, this has got him the Mona Lisa, the guy that first imagined helicopter, the tank flight, like he was amazing.
00:15:09:14 - 00:15:35:01
Nicos Marcou
Right. But if you take a look at his resume, you would never guess that this person was capable of achieving all of this. Right. And if resumes failed to capture this person's genius, this one of the most talented people on the planet, their genius, their potential, you know, what chance do you and I have? Right. It's kind of makes you it makes you think.
00:15:35:01 - 00:15:58:23
Nicos Marcou
Right. And then, you know, you look back at the history and like modern society, like they've become a mainstay since the fifties. But we've made so many changes as a society since then. We've innovated so many things. Yet resumes pretty much look almost the same after all these years, and it just makes you wonder is like, why not innovate?
00:15:58:23 - 00:16:24:24
Nicos Marcou
Why not? And there's always going to be someone out there that's going to say more than one person, right? And that's why we're kind of stuck in the status quo, say, well, they work. That's why we shouldn't change it. But do they work? Right. Because if you look in the statistics of resumes and talent acquisition, people, people with that have non non occasion names, they kind of get disadvantaged, right.
00:16:24:24 - 00:16:56:09
Nicos Marcou
If you're a woman and you're applying for a role that has been traditionally, you know, dominated by men, you're you're clearly at a disadvantage. So and there's tons of studies that to prove this. So it kind of makes you wonder why not innovate? Why not have a conversation about, hey, let's mix things up and, you know, why not look at the onboarding experience, not just from like the moment somebody joins your your company, but from way before.
00:16:57:01 - 00:17:22:07
Nicos Marcou
So you can attract people that offer something different and have diverse perspectives and you're not competing with your competitors for the same small group of talent. Right. So we're not at the point where we're just, okay, we're saying we can't hire people yet. We're only competing with five other companies or six other companies or or ten other companies.
00:17:22:13 - 00:17:43:13
Nicos Marcou
You really want to expand that pool and resumes kind of restrict you because and also the technology that we rely on leveraging to kind of allow us to sort through, it is nowhere near to predicting. Yeah, exactly. Exactly.
00:17:43:13 - 00:18:03:14
Rob Napoli
I mean, although that's out there like h.r. Technology, h.r. Tech fluff, even all the new ones still continue to suck because they're still inherent biases. They're still inherent issues that come up. And you hit on a point that I want to stop and bring up because this is something that I love. And it's this idea of what I call recruitment marketing, right?
00:18:03:22 - 00:18:32:22
Rob Napoli
That the onboarding experience is not start the day they get hired. It starts the day they apply to your role. It's the day they find that you have a job opening that is brand connection, right? How many days it takes for you to follow up? But as that job expands and the way you even write a job description, the way you even put jobs out their limits, it literally attracts a certain vein of what you want it to be about places with a certain words and keeping it in a certain way.
00:18:32:22 - 00:18:50:04
Rob Napoli
And so the way that we write job descriptions, the way that we, you know, push out job applications needs to change as well. And so I know you mentioned that it was like a small piece of your puzzle, and I know that I'm like getting a little bit into giving some of the talk the way we want to drive people to touch that.
00:18:50:15 - 00:18:59:02
Rob Napoli
But there's so much that goes into, you know, recruitment marketing. So I wanted to just like highlight that for a quick second now.
00:18:59:02 - 00:19:24:12
Nicos Marcou
Absolutely. And you know, you know, if you look at, you know, the generate the next generation of like who we're trying to recruit, you know, and if you look at millennials and Gen Z, they're looking for much more transparency as far as like what they're going to be doing at work. And if you look at like job descriptions, it's kind of like very, very vague.
00:19:25:11 - 00:19:52:17
Nicos Marcou
There's all these like, you know, keywords that, you know, they're just just dressing it up. And it's not really about the meat of the matter, like, what are you going to be doing right? And it doesn't really give a good glimpse into what type of work you're going to be doing. And that's where I feel like a lot of companies are falling behind because you have to be transparent from the get go.
00:19:52:24 - 00:20:21:14
Nicos Marcou
And I feel like generationally, both millennials and Gen Z, who are now, you know, taking over the, you know, the workforce, they will hold their employer accountable to their word, more so than Gen X and the boomers did in the past. That's why we want transparency. And I think you're you're you're dealing with a workforce that is very, very smart.
00:20:21:14 - 00:20:51:10
Nicos Marcou
And there's been there's been so much said about Gen Z. And there's there's been even more said about millennials. And, you know, if you remember, like, they've spent so much about millennials, but we should not be underestimated were we've formed our years like during the most interconnected part of the world. Right? Although we remember the before times where you needed to prove your you need to research your argument and prove it.
00:20:51:10 - 00:21:20:21
Nicos Marcou
And now we're fact checking you in real time, right? So you really need to be very careful. I think you need to. And I think, you know, whatever you say about this generation, they they they want to know what they're getting into and they want to and they are realistic. They know that their first, their second, their third, even their 10th employer may not be the perfect employer, but they're expecting certain values.
00:21:20:21 - 00:21:32:14
Nicos Marcou
And one of the biggest values is being honest. They're not always expecting, you know, the answer that's going to make them feel good, but they want the truth and it matters.
00:21:34:02 - 00:21:55:03
Rob Napoli
I love that. I love that. Such a key point and set earning wants transparency from the role they're walking into, the opportunities that they have, the employer that they're working with, the team that they're working on, and also the flip side, the employers want their the truth on like why are you looking to make a move? What is your job, history, all these different things.
00:21:55:03 - 00:22:15:02
Rob Napoli
And when we get to the point that we start having real transparent conversations, we change the game with hiring and how we bring about great talent. That was when we think about the future, right? We look at this as, you know, this episode will be coming out at the end of the year. In December. We're going to be walking into 2023.
00:22:15:02 - 00:22:29:12
Rob Napoli
What should if somebody is looking for a job right now, what are a couple key things, key takeaways that a key piece of advice you would give them to go about their job search going into next year?
00:22:30:02 - 00:23:06:04
Nicos Marcou
Yeah, absolutely. And you know, again, my viewpoint has been formed and shaped here from my life experiences, but also major events that have happened. Right. Like the one we spoke about earlier about like the recession in 209, 2010, but also, you know, the pandemic, the different the job markets and how they've of how it's evolved and changed over the last like 12, 13, 14 years and how dynamic the job market is now.
00:23:06:04 - 00:23:35:16
Nicos Marcou
Right. The last two years or so, we've been going through, you know, right after the heels of the pandemic, we went through the great resignation where it allowed employees to kind of reshape the dialog and the discussion about where they can take their careers. And I know there's been a dry up of capital and with, you know, obviously with the moves the Fed is making.
00:23:35:16 - 00:24:13:18
Nicos Marcou
And that's kind of impacted the markets. It's impacted how companies are being you know, are investing. It's kind of like triggered certain certain layoffs. So the market has shifted up, has shifted a bit and actually cooled off a little bit. But I don't think that, you know, whatever we gained as employees has been completely lost. I think part of the contrary, a lot of employees should learn from that experience that, hey, you know what?
00:24:13:18 - 00:24:40:12
Nicos Marcou
Now, like, one of the biggest things for me is we shook off the stigma of being able to bounce from job to job, right. I when I started working, I knew like I was told there were certain principles. Like even if you go to your first job and you hate it from day one, suck it up and stay there until like at least you close two years, not even one year.
00:24:40:17 - 00:25:05:06
Nicos Marcou
Two years. So even if you hate it, you know, you have the worst toxic boss. Toxic environments like terrible suck it up, wait two years and then two years. Make a move. You don't want to create this this perception of yourself that you're a job hopper and now suddenly were the great resignation happens and we're seeing people jump from opportunity to opportunity.
00:25:05:06 - 00:25:39:19
Nicos Marcou
And now even before that, right. We're seeing resumes now where people stay stay on for like six months or a year. And they can use that as an advantage in a in a in a in an interview. And I think that's great. And I think it's not about whether one is better than the other. Right? Like you have two candidates and one of them has ten years in one company and then you have another candidate and they have like five experi experiences in five different companies over a decade.
00:25:39:19 - 00:26:00:13
Nicos Marcou
And you should go for this one, or you should go for that one. It's not one or the other. I think what plays and comes into play here is how you're going to sell it. In an interview. And it really is. The skill that you need to derive from there is how you're going to sell yourself. That is like that is number one.
00:26:00:13 - 00:26:27:18
Nicos Marcou
Like how are you going to sell yourself if you have work, that one job and this goes not just, okay, well you get into the interview and how you're going to sell yourself. It's even before the interview, what you're putting in the resume. Right. What are you are you dressing it down? Are you really kind of looking at the job description for the job that you're applying and kind of aligning it to the language and tone and the expectations that they're looking for?
00:26:27:24 - 00:26:53:07
Nicos Marcou
Are you putting in the job description just things that you did or you're showing key milestones that have not only helped your development but also have helped your company move ahead? Right. So it's those things that you need to be thoughtful about and be able to sell them, right? Because there is no right answer. We you know, it's just completely different.
00:26:53:07 - 00:27:16:11
Nicos Marcou
So that's so that's like one of them, right? You know, you know, being able to sell sell yourself. The other thing is, you know since a ted talk went viral like i've always had because you're in h.r. You always get people to ask you for career advice and they always like, you know, they're like, oh, tell me about my resumé.
00:27:16:15 - 00:27:39:06
Nicos Marcou
You know, i have an issue with my boss. How do I manage that? Oh, I have an issue with my one of my team members. How do I manage that? But they always ask for career advice. And I think when it comes to like a long term aspect of your career, I always say forget about your resume, forget about the experiences at work, upskilling, all of that stuff that does matter, right?
00:27:39:14 - 00:28:04:21
Nicos Marcou
The number one key thing is whether you're financially in a good position, it's not even about your resume, it's not even about your job. It's about what is going on with your finances. Right. And are you able to withstand. Right jumping into a job that you do not like, that you you are not growing? And how quickly can you move?
00:28:04:21 - 00:28:32:21
Nicos Marcou
And are you going to be in the position to risk moving? Right. So I do feel like we're you know, because I read a lot and I watch a lot of podcasts and I feel like a lot of people missed the opportunity about talking about financial literacy and, you know, financial independence because that will kind of be a key differentiator in how you're going to move or move about in your career.
00:28:33:06 - 00:28:59:20
Nicos Marcou
And the thing about millennials and Gen Z is we are going to have probably longer careers than the boomers than Gen X because we're going to live longer. Right? Life expectancy is going is increasing. Right. Social Security is probably going to be moved up. Right. We're seeing those trends already happened in Europe in Japan, we're seeing those things happen.
00:29:00:00 - 00:29:24:15
Nicos Marcou
So it's only a matter of time before it happens here. So if we're going to move the retirement age from from your mid-sixties to higher up, right, and you're going to have a longer career, you need to be more prepared for it. And if you're in your forties, you have 30, 25 to 30 years ahead of you still work and grow and develop.
00:29:24:22 - 00:29:52:05
Nicos Marcou
You definitely want to be in a position where your finances are in order and you are able to jump at an opportunity and not feel confined and hostage at a job that kind of like the writing's on the wall, that you're not growing, you're not developing. But also, you know what we've seen from this, you know, the great resignation now and like how things are changing, right?
00:29:52:11 - 00:30:21:19
Nicos Marcou
A lot of people jumped at great opportunities from a career standpoint and also to increase their renumeration. But a lot of companies proceeded to do layoffs once capital dried up. And now, you know, they adopted that. Well, you know, lot last person in first person out approach or they kind of just let go of entire departments where that were relying on innovation and research and development.
00:30:22:02 - 00:30:47:08
Nicos Marcou
So you're seeing people that kind of walked into something and they got something else and you really need to be prepared financially to withstand them. Unfortunately, there's a lot of research about this, you know, about Henry's like high income earners that lift from paycheck to paycheck. And I think that a lot of people, if you want career long activity, you need to sort out your finances.
00:30:47:10 - 00:30:58:16
Nicos Marcou
And unfortunately for a lot of people, because of the student debt crisis in the U.S., you know, that's not possible. They don't have that flexibility because they're confined by that.
00:30:59:06 - 00:31:18:24
Rob Napoli
Absolutely. I mean, there's like tons of gyms in there from you. Now, I jump at the right opportunity, but also not taken opportunity because you feel confined or need money. And if the fact that we are going to have longer careers. So whether you're 20, 30, 40 or 50, you can always take a step back, take a step forward.
00:31:18:24 - 00:31:42:21
Rob Napoli
You could do career transitions, you could change careers, you could start a completely new career because the opportunities are endless and opportunities are there for you to grow. I feel like we're going to have to bring you back to go down to the other side, the employer side on a deeper level. Also be looking out for our NICUs and 2023 for a follow up episode.
00:31:43:16 - 00:31:54:00
Rob Napoli
But as I'm sure, where can they find you? I've obviously got a link. The TED Talk on your TED Talk on YouTube, but where can they find you if they want to learn more about you and get in touch with you personally?
00:31:54:11 - 00:32:25:15
Nicos Marcou
Yeah, absolutely. I monitor my own LinkedIn and if you message me Nicos Marcou on LinkedIn, I promise you that I will personally get back to you. I don't have a virtual assistant responding, so please reach out to me. I do my best to respond back to everyone. As I said, you know, I since the TED Talk came out, I've been getting messages from all over the world and it's been I, I welcome that.
00:32:25:15 - 00:32:44:17
Nicos Marcou
I enjoy that. I did this to be exposed to other people and learn. And I feel like I'll learn from them. So and you know, I am where I am today because of people that have helped me. And I anything that I can do to help others would be great.
00:32:45:14 - 00:33:04:03
Rob Napoli
Awesome. Well, I'll make sure to link that in the show notes as well. I'll have the YouTube video of the TED Talk. Check it out. There's so many great takeaways because thank you for taking the time and energy and effort to be a part of Bear Nation. We appreciate you Bear Nation as always. Until next time, stay well and rise up.
00:33:04:06 - 00:33:16:21
Rob Napoli
Thank you, you guys. The Bear Nation. Thanks for listening to the bare necessities of entrepreneurship. We enjoyed this episode. Please subscribe and leave us a review.