In today’s dynamic and competitive job market, it’s easy to feel overwhelmed or invisible, especially when navigating challenges like ageism and financial stress. But Trevor Houston, founder of ClearPath Wealth Strategies, is changing the game for job seekers everywhere. Recently featured in Forbes and LinkedIn News, Trevor is not just a financial strategist but also a career advocate whose mission is to empower individuals to land meaningful opportunities.
Trevor’s journey is as inspiring as his strategies. He began his career as a top-performing automotive producer, thriving in a high-pressure sales environment. But after experiencing a pivotal moment of clarity, Trevor transitioned into financial strategy, realizing his true passion lay in helping people overcome obstacles and achieve their goals. This led him to found ClearPath Wealth Strategies, a firm dedicated to guiding clients through both financial and career transitions.
One of Trevor’s most impactful contributions to the job-seeking community is his innovative Career Transition Summit. This program isn’t your typical job search workshop. It’s a hands-on, interactive experience designed to equip participants with tools to navigate their search with confidence. The summit focuses on actionable strategies to stand out, whether you’re a seasoned professional battling ageism or someone feeling stuck in today’s fast-paced hiring landscape.
A standout strategy Trevor shares is the “Job Search Trojan Horse.” This creative approach flips the traditional job search model on its head by teaching seekers how to bypass automated applicant tracking systems and connect directly with hiring managers. By using personalized, value-driven messaging, job seekers can demonstrate their unique strengths and build relationships that often lead to interviews.
One of Trevor’s core principles is addressing the financial stress many experience during a career transition. Job searching can be emotionally and financially draining, especially for those who’ve been out of work for extended periods. Trevor’s expertise in wealth management enables him to provide practical solutions, helping job seekers stabilize their finances while focusing on their career goals.
Ageism in the workplace is another challenge Trevor tackles head-on. For older professionals who often feel overlooked, he offers insights on reframing their experience as a competitive advantage. By highlighting transferable skills and demonstrating adaptability, mature job seekers can position themselves as invaluable assets to modern companies.
The key to Trevor’s success lies in his empathy and authenticity. He understands the frustration and rejection that many job seekers face because he’s walked a similar path. His actionable advice, coupled with his ability to connect on a personal level, resonates with people across all industries and career stages.
For anyone feeling stuck or invisible in their job search, Trevor emphasizes the importance of personal branding. It’s not enough to have a polished résumé; job seekers must also curate a LinkedIn profile that tells a compelling story and actively engage with their network. Trevor’s approach encourages job seekers to shift their mindset from reactive to proactive, turning every interaction into an opportunity to make an impact.
Trevor’s work proves that a strategic and human-centered approach can make all the difference in a job search. By combining his financial acumen with creative career strategies, he has helped countless individuals move past barriers and land opportunities that align with their goals and passions.
If you’re ready to take control of your career journey, Trevor’s strategies are a game-changer. Whether it’s through his Career Transition Summit or the innovative Job Search Trojan Horse technique, his actionable insights provide a clear path forward. Don’t let challenges hold you back—start implementing these strategies today, and watch as your career prospects transform.
Watch and listen here. Don’t forget to subscribe, rate, and review!! ⭐ ⭐ ⭐ ⭐ ⭐
Mary (00:01.294)
We’re back at it for another episode of Recruiting Insider. And today I have a very special guest here to talk about a topic that everyone cares about, which is actionable job searching tips. And from a finance guy, nonetheless, Trevor Houston. Welcome to Recruiting Insider.
Trevor Houston (00:24.327)
Hey, I appreciate you having me. Thank you so much for the invite.
Mary (00:29.818)
Trevor is a super sought after career strategist and financial expert who’s been recognized by major publications like Forbes, Yahoo Finance, Market Watch, ABC, CBS, and LinkedIn News. He’s also the founder and CEO of ClearPath Wealth Strategies and has a fascinating career helping job seekers overcome ageism, recover income,
and achieve financial freedom for retirement. That’s awesome. So Trevor, tell me just a little bit more about your background. I mean, you’ve done so many amazing things. How do you merge your financial services background with empowering others in their career journey?
Trevor Houston (01:14.111)
Yeah, appreciate you asking me. And thanks again for having me on. So years ago, this was back in 2017. I had just recently got into the financial services industry. honestly, I was struggling kind of hard when I first got here. It was whole new business for me. I came from the auto industry previously. And in the auto industry, I was very good at sales.
I had a top producer every year I was there. I was actually the top producer six years in a row when I was in automotive. And then I get into financial services and nobody’s coming to me. There was no commercials and things like that. I had to go, it was outside sales opposed to inside sales where at the automotive people came to me.
Mary (01:58.34)
Mm -hmm.
Mary (02:06.81)
Yeah.
Trevor Houston (02:09.565)
the dealership paid for commercials and advertisements and billboards and all that stuff to drive people to me. in financial services, I didn’t have that. So it’s just me. I got to go out there, build a business, and I got to go approach people who, you know, aren’t interested.
Mary (02:27.866)
I’m sure you heard no a lot.
Trevor Houston (02:31.377)
Yeah, yeah. Yeah, exactly. You know, because people don’t want to, people want to buy, but they don’t want to be sold. Right. And so if I’m approaching you, you feel like you’re being sold automatically, your guard goes up. So anyways, I get into financial services, it’s hard. like, my gosh, I’m struggling to build a business. I’m, I’m, you know, kind of struggling real bad and kind of hit a low point. I remember
feeling broken, feeling like did I make a huge mistake? Because again, I was at the top where I was. So I’m like, man, felt like a failure. I remember picking up the phone one day and calling my dad and just saying, like, I just broke down crying. Like, I felt like everything was crashing in around me because I was going broke too. I was watching my bank account go backwards. So I had this,
Mary (03:24.29)
Mm -hmm.
Trevor Houston (03:30.269)
what I call, it’s like being paralyzed, like with fear. Like I felt frozen. It’s like being in quicksand. And the harder you struggle, the quicker you start sinking, right? And so anyways, fast forward, I remember walking into this group. It was a church job networking group. And honestly, I didn’t know what to expect.
it’s my first time there, walk in the building and I see a group of job seekers there. They’re all like senior level executives, baby boomer generation. And they moved their way up that corporate ladder, got to the top. And then when companies have financial issues, right? When the
Mary (04:25.337)
Mm -hmm.
Trevor Houston (04:26.207)
A lot of these are stock owned companies. when the stock owned companies, like when the market’s down, they’re having layoffs. And who are they laying off? They’re laying off the top salaries. They’re just balancing the books. And so I saw that, and I’m like, man, a lot of these people, put in 20 years, 25, 30 years with a company just to get the ax at the very end.
And then they’re dealing with ageism, age discrimination, and that it’s having a hard time to get back to work. so the feeling that they were having was the same feeling I had went through. They were in that quicksand. They’re watching their bank account go backwards. They’re feeling rejected. They’re getting nos. They’re getting ghosted by employers.
I just identified when I walked in there, I was like, man, like we’re in, I feel like I’m in the same shoes. Every day I wake up in financial services, I’m unemployed and I got to convince somebody to hire me. I was, all right, you know what I mean? Like I just, I just felt like one of them. I remember learning at that time. I remember learning my elevator pitch, you know, I remember.
Mary (05:28.75)
Mm -hmm.
Mary (05:33.05)
Yeah, yep.
yeah, for sure.
Trevor Houston (05:50.835)
having to network and hand out business cards and that’s what they were doing. And at least I was getting some professional training in how to do these things. And that’s what they were in lack of. They weren’t getting any professional training in this. So I thought, you know what? I can help these
And every time they would, at this group, when somebody would land a job, they would raise their hand and they’d stand up and they’d tell their story. And they’d tell how they got the job. And I swear, nine times out of 10, they would tell a story about how this dot connected to that dot connected to this dot. And there was this journey of it’s not what you know, it’s who you know, right? It’s networking connections, people, relationships. It was always that way.
Trevor Houston (06:47.149)
it kicked us off. that’s okay. You may need to it’ll it should still capture the recording. You’re frozen on my end you’re frozen but it should. Does it give you an alert that says you may need to refresh.
Trevor Houston (07:23.751)
All right, well, let’s do
I on Riverside sometimes, I swear, it’s a great tool, but every once in a while, little things.
Mary (08:50.763)
Okay, I’m not frozen anymore, but I didn’t change, I didn’t even see settings, so I didn’t, okay, so there’s settings.
standard.
Mary (09:10.013)
It is in standard resolution.
Trevor Houston (09:18.835)
due to changes in your devices. Huh.
Trevor Houston (09:29.329)
Well, do you want to just pick up where we left off?
Mary (09:32.465)
I so, yeah. I should be able to just merge the two.
Trevor Houston (09:37.509)
I think it all goes into one file. Like it all, like, you know how it puts it together at the end? Yeah. I think it puts it together at the end. I had something similar to this happen and I was kind of like crap too. I was like, man. And then it wasn’t near as bad as I thought it was going to be. Like I thought it was going to create two different deals. It was all in one.
Mary (09:40.397)
will it?
Mary (09:58.959)
Right. And it didn’t? Okay. Okay. Yeah. Let’s just keep going and hope for the best. Yeah, I’ll edit this out. Yeah.
Trevor Houston (10:07.399)
Yeah, you’ll probably have to edit whatever this conversation out of the middle of it, but whatever. Okay. So where was I at? Yeah. Yeah. I saw this group and saw they were struggling with all this stuff. They were struggling to get back to work. And so every time they would get up and tell their story about how they actually landed work, it was always through a connection or a relationship. It
You know, networking, it was all about who you know. And so I thought, man, I could help these people network. I could help them connect some dots. over the years, I’ve put together a lot of different programs. And I have this thing called the Career Transition Summit. And I’ve been teaching them and really training them over the years on different strategies on how to get back to work. And in the very beginning, you
To be transparent, I didn’t know how to help them. I just knew that I felt led to, like I needed to help these people. And so in financial services, you’ve got all kinds of different people and they help doctors, lawyers, high net worth individuals. I just was like, you know what? I want to help people. And these people were hurting. They actually needed the help.
Mary (11:33.973)
Mm -hmm.
Trevor Houston (11:36.529)
It’s a challenge though. There’s a lot of challenge, you know, helping them on the financial side of what we do because of the mindset that they have. A lot of them, again, they’re in a scarcity mindset. It’s, and they, a lot of them are like, I can’t even think about this right now. I’m like, I just got to get back to work. Got to get back to work. Got to get back to work. And I’m like, that panic you’re in.
Mary (11:50.825)
Mm -hmm.
Trevor Houston (12:04.945)
that panic you’re feeling right now, the root cause of that feeling and emotion is financial. It’s because you’re running out of money. The whole reason why we go to work in the first place. So anyway, that’s a little bit of the backstory. Like I said, I got into the industry, was struggling real bad, found this group, identified with them, and
Mary (12:12.487)
Mm -hmm. Mm.
Trevor Houston (12:32.601)
started giving back and volunteering on figuring out how to get them back to
Mary (12:36.851)
Wow, that’s an amazing story. And I love how you just kind of stumbled into this group and really just related to them on a whole different level. Because like you said, when you moved from automotive into the financial services space, it probably felt like you were almost completely starting over from nothing.
And you were coming from just absolutely crushing it, it sounds like, as a top performer in the automotive space, you had all of these leads coming in for you, they were coming to you. Now you’re building your own book of business from scratch and just watching your own savings dwindle at the same time. And that can be so scary. And I think that there are a lot of people that are on the job market today that this story probably will
Trevor Houston (13:05.992)
Mm
Mary (13:30.896)
really resonate with them because I’ve spoken with countless people over the last, I would say three months to even a year who have been job searching for months and months and months and they’re getting discouraged and they’re frustrated and they’re watching their savings dwindle and it’s really, really scary. And I wanna talk a little bit more shortly about the career transition summit that you mentioned, but.
You also piqued my curiosity because you said that you have created a lot of other programs as well that are, you know, very much focused on not only landing a job quicker, you know, individual’s career journey, but how that kind of intersects with finances. Can you talk about some other, some of your other programs that are focused on, you know, career and finances
and also a little bit more about what inspired you to empower others in their career and their finances.
Trevor Houston (14:32.123)
Yeah, absolutely. So over the years, we’ve done a lot of different things. I remember in the very beginning, it started out sitting down with a job seeker and just asking them questions. That was the very, very start of this whole thing. I would sit down and I would just say, hey, what’s going on? What’s your challenge? What’s your biggest struggle? What’s holding you back in the job search? I would just ask a ton of questions.
Mary (14:51.18)
Mm -hmm.
Trevor Houston (15:01.487)
And I started to find some patterns. And you hear this all the time, like, it’s my resume. And I go in the black hole. And I’m getting ghosted by employers. And I apply online. And it’s scanning for the keywords. And if my keywords aren’t just right, all these different things. And at the bottom of it, they just weren’t being seen.
Right? And I was like, okay, shoot. So if that’s the issue, you’re not being seen, let’s figure out how to solve that problem. Okay? And so that was when the very beginning was just sitting down one -on -one. And then over time I was like, okay, you know what’s better than one -on -one? Let’s get groups of people together. That’s just better use of my time. Right?
Mary (15:54.408)
Yep.
Trevor Houston (15:59.225)
So I started to do group trainings, right? And that’s where the summit came into play. And we used to do this event at the Cowboys Club. And it was so cool. This was before the pandemic shut everything down. But we would literally take them, train them, coach them up, and then take them upstairs afterwards and do a big celebration. We would celebrate in advance.
right? Like, hey, because you’re all gonna land. It’s just a matter of time. And I would celebrate in advance and we’d do a toast and we’re up there in the Cowboys Club where you see the owner Jerry Jones and you see he would fly his helicopter in and like this place that’s like super luxurious, right? And so it was cool because these people oftentimes are like not going out. They’re cutting back on things because
Mary (16:41.878)
cool. Wow. Yeah.
Trevor Houston (16:55.731)
because of money issue, right? we got to like, know, spoil them a little bit, take them someplace nice, do a little happy hour for them. you know, they got to have an experience. And it was a true experience. And so we love doing that. And I did that for many years until the pandemic shut things down. We also used to do these career events. Like I would, I’ve built my
of thousands and thousands of recruiters. And especially with the show, the podcast that I have, it’s really built a very, very strong network of hiring managers, recruiters, talent acquisition, all of that. So what we did was we, I was like, let’s do a career event. Let’s like, see if we can get the two groups in same room. And next thing you know, we’re doing like job fairs. I’d have like 60 employers out there.
And I had this, this, place called city works. It’s a restaurant actually, but I rented out the entire upstairs of the restaurant and they had this amazing balcony that looked out over the Cowboys club and the, like Jerry’s world fricking awesome. And, so we rented that out and did a career event there and, it was just, it was really cool. So I used to do a lot of that stuff pre pandemic and
Mary (18:22.121)
Mm -hmm.
Trevor Houston (18:24.721)
You know, the world shut down and I went online and what was cool about that is that if you remember during the pandemic, everybody was getting furloughed and let go because companies didn’t know what was happening. They just were like, we just got to let everybody go and furlough everybody. so pretty much
Mary (18:39.189)
Mm -hmm. Mm -hmm.
Mary (18:47.242)
Yeah.
Trevor Houston (18:51.619)
most people got let go from their companies during the pandemic. And so there was a huge need. I mean, the need was bigger than it’s ever been. And so all of a sudden our business just explodes all across the country overnight. mean, yeah, it was insane. I mean, virtually, yeah. I mean, when the world shut down,
Mary (19:03.594)
Yeah. Yeah.
Mary (19:09.316)
Mmm. Wow.
Overnight. Right, but that it was quick that quick. Yeah. Wow.
Trevor Houston (19:19.963)
absolutely. And because I was quick to adapt online, you know, and it just boom. Whereas pre -pandemic, there were resources available for job seekers, but not that many. And you had to be, it was all depending on where you lived. Like Dallas was a hub. There was actually a lot of churches would put on a lot of resources here for job seekers. But other areas of the country, didn’t exist. It just didn’t.
until the pandemic, now all of a sudden everybody’s online. every, career coach is doing something. Every, you know, recruiters are doing stuff. Everybody’s doing stuff online. So all of a sudden there’s an abundance of resources online. And we were just one of the, one of the first ones to, to get in gear and to get there. And so, we’ve done our career transition summit online for since then, still is it’s a webinar that they go through.
Mary (19:52.466)
Mm -hmm.
Mary (19:58.182)
Yep. Mm -hmm.
Trevor Houston (20:19.099)
And basically what I’m teaching them there, it’s really like if visibility is the issue and nobody’s seeing you, you’re applying online, your resume’s not going anywhere. If nobody knows you, nobody flows you. Okay? You need to get seen, discovered. We need to put the human element back in the job search. We need people to see you, to know, like, and trust you. This is like sales. And
Mary (20:35.15)
Mm -hmm.
Trevor Houston (20:49.255)
Before sales, you need marketing. This is one of the things I identified when I came into financial services was like, before I ever sold a car in the dealership, right, if you think about it, before someone ever walked in the door, what had to happen? We had to have commercials and advertisements and billboards and all of these things. Think about this. Before you pull over and go get a Big Mac,
Mary (21:09.837)
Mm -hmm.
Trevor Houston (21:18.205)
and go through the drive -through, what has to happen? You got to see the golden arches, right? That’s advertising. That’s marketing. So marketing comes before sales. And if you’ve got to sell yourself, that’s what a job search is. You got to sell yourself, right? Well, if you got to sell yourself, before sales comes marketing. What do you think your resume is in the first place? Resume is a marketing piece. It’s a piece of marketing, right?
Mary (21:23.528)
Yep. Yep.
Mary (21:41.451)
Mm -hmm.
Mary (21:45.282)
100%. Yep.
Trevor Houston (21:48.569)
So that’s what I started teaching job seekers was marketing. Like, hey, how do we bring you to market? How do we market yourself? How do we build your personal brand, your LinkedIn profile? How do we create content? I have this thing called the seven C’s to cash flow, careers and cash flow. It’s consistent content creates conversations that convert into careers and cash flow.
Mary (22:05.086)
Mm -hmm.
Mary (22:13.594)
Mmm, I love that. Yeah, that’s great.
Trevor Houston (22:17.095)
Right? So the content machine creates conversations. That’s ultimately what it does. It drives people to you. It is like when you put out a piece of content, that’s like your commercial. That’s your advertisement. That’s your marketing and building of your personal brand and building trust and authority and telling people what you do and how you’re the one that can solve the problem for that organization or that company. Right?
And so a lot of these job seekers, they just get a LinkedIn profile and they think that’s all they got to
Mary (22:46.825)
Yep. yeah.
Scratching the surface there, yeah.
Trevor Houston (22:52.699)
Right. I actually teach them to do a podcast like this and to chop it up in a billion pieces and to put it out there. And, you know, there’s a lot more to it than that, but I mean, it’s, yeah, marketing huge. You need marketing. And if you don’t have that, well, then no one’s going to come to you. Let’s put it that way. You’re going to have to go to them. You’re going to have
Mary (22:57.286)
Yeah, there you
You got it. Yup.
Trevor Houston (23:22.341)
Essentially like when I was just started in financial services, like I was going to people and they were running from me. And that’s the same thing that happens for these job seekers. They go approach a recruiter and recruiters like ghosting them. Right. But what big difference it is when the recruiter comes to them. It’s, it’s completely, changes the game if they do it that way.
Mary (23:35.365)
Yeah.
Trevor Houston (23:49.297)
And so I teach the job seekers how to create inbound leads for their job search
Mary (23:56.175)
Yep. Yep.
Yeah. And I was speaking with a client earlier today and she was actually on the phone crying with me because she’s been applying for six years, six years and hasn’t landed a job yet. Now in her circumstance, you know, she has sold a couple of companies, so she doesn’t really need a job.
the money but she’s searching for a job that she’s really passionate about and I think she was crying and upset because like you said Trevor she isn’t feeling seen she feels like she’s just throwing out her resume to you know all of these positions that she feels qualified for feels like she should be getting an interview for and she hasn’t pivoted that strategy in the last six years.
she’s been doing the same thing over and over and over again. And I think that it’s, it is, you know, and I think she’s feeling the effects of that too. And I think that it’s so incredible that in 2020, you know, prior to it being kind of a popular thing, you know, jumping on LinkedIn and creating content and doing all of these things where it seems
Trevor Houston (24:59.421)
That’s the definition of insanity right there.
Mm -hmm.
Mary (25:23.379)
Everybody’s doing it. Like you said, every career coach out there is creating content. Every recruiter is creating content. You were able to help job seekers in a very similar situation to my client jump in and kind of be early adopters of this content creation machine that we’re kind of seeing happening today on LinkedIn. And so I think that, you know, for a lot of people that are, listening today, it’s not too late.
Trevor Houston (25:45.821)
Mm -hmm.
Mary (25:52.979)
to start marketing yourself. It’s not too late to start learning some of these skills that Trevor’s teaching and that he’s helping so many people overcome spending six years hitting their head against a wall, applying to all these positions and not getting any feedback. There are alternative strategies and alternative ways that you can get your foot in the door and you can start
attracting employers instead of, you know, going out and applying online through LinkedIn, through the company website, which is still a great strategy. Don’t stop doing that. But, you know, there are other things that you can be doing in addition to that, like networking, like creating content, building connections, building actual relationships with recruiters and hiring managers within the company or with, you know, employees that are currently at the company or, you know, even searching
the specific job title that you want to get at that company and making connections on LinkedIn that way and starting to provide value to that person and building genuine relationships that way. There are just so many different opportunities to, you know, start building that network and putting yourself out
Trevor Houston (27:14.003)
100%, I agree with you and like what you said is it’s never too late, okay? You when’s the best time to plant a tree? Well, that would be 20 years ago. But the second best time is right now. Like you just gotta get started. I think Zig Ziglar said that you don’t have to be great to start, but you have to start to be great.
Mary (27:19.472)
Mm -hmm.
Mary (27:27.34)
Yeah.
Mary (27:33.604)
Yeah, for sure.
Mary (27:42.219)
Mm. Yep.
Trevor Houston (27:43.255)
You’ve got to get started is the bottom line. You just have to start. And I have a gentleman that I worked with. Actually, this is his third job search. And I want to say four, maybe five years. I’ve been working with him for four to five years. And he’ll land. He’ll get a contract. Maybe it’ll land a year, something like that. This is his third time. But every time that I work with him,
He always lands through inbound every single time. I mean, it’s all inbound. They’re discovering him. They’re finding him. It’s not because he’s applying to something online. So if you’re tired of applying online and not getting anywhere, if that’s you now, hear me on this, the audience right now, hear me on this. If you’re applying online and it’s working, keep doing what you’re Right? If you’re getting results, then forget what I’m
Mary (28:37.271)
For sure. Don’t break it if it ain’t broken. Yeah.
Trevor Houston (28:43.911)
Yeah, exactly. So, but if you are like this lady who’s spending six years, my gosh, I feel so awful. You spend six years or whatever, or maybe six months, and you’re going beating your head against the wall, and you’re thinking it’s your resume, and you’re thinking it’s this. No, it’s just the way the system is. The system’s broken. The job search is broken. And I have a unique idea to fix it.
I actually, know I would fix this problem. The job search, I could genuinely fix this problem. people aren’t going to like it. And it’s a pretty big thing. I don’t know how exactly I would even go about getting it done. But I just want you to imagine this. I want you to imagine for a reason. For a second, the reason why it’s broken is because there used to be a day and age where you could walk in with your resume and you could fill out an application in person, right? Maybe even get an interview.
on the spot, right? Those days are over because online, right? You apply online. Well, when that happened, now your pool just got bigger because now you’re competing with somebody that lives across the country or even across the world. And especially now that we have remote work, that pool got even bigger. You’re literally competing with somebody. Like the office is right across the street from you, but you’re competing with somebody in Japan or India.
Mary (30:10.235)
Yup. Mm -hmm. Yup.
Trevor Houston (30:12.633)
or Kansas and you’re like, my gosh, like it’s right here. It’s right across the street. The pool just got, it went global, right? So people are applying, applying, applying, and people are applying for stuff that they have no business even doing. And so what did the companies do? They got the, the ATS systems put in place to basically weed people out. We got to weed through this. Okay. We got too much. We can’t handle all this, you know, application. So we got
Mary (30:19.91)
Yep.
Trevor Houston (30:41.459)
put some systems in place to weed people out. So that’s the problem. Right? Well, I have a solution to that problem. Here’s the solution.
On both sides we need to put a barrier in place. Job seekers, they’re not gonna like this, but hear me on this. Job seekers would need to pay to apply. You’re thinking, my gosh, well they’re out of income, blah, blah. that’s tough, right? Yeah, I get it. Well, you’ve got to pay.
I don’t know what the amount needs to be or whatever. Maybe there’s some kind of unemployment when you’re on unemployment. Maybe there’s some kind of unemployment credits. the point is you’ve got to pay to play. Okay. Now, what is that going to do? If you’re not qualified and you had to pay, let’s say it’s $10 to apply. Okay. Are you going to apply if you’re not qualified? Nope. Okay. So what did that do? That pool just went, got a lot smaller.
Mary (31:38.913)
Mm -hmm.
Mary (31:42.59)
Absolutely not. I would not be.
Trevor Houston (31:49.299)
Okay, which solved that problem. But on the flip side of this, these companies, they’re playing games too. I’m sorry to tell you, the companies play games. They’ll advertise jobs that are not, they’re not really hiring for, we’ve seen that. They’ll take forever to hire. They will make people jump through a million hoops. they’ll, I had this one guy, had 12 rounds of interviews.
12. That’s fricking insanity. It’s insane. Yeah, could you imagine being the guy that did 12 rounds and didn’t get the job?
Mary (32:21.728)
That’s absolutely insane. 12.
Mary (32:29.662)
I think I’d be out after like four to six rounds. I’d be like, okay, are you going to hire me or not? Yeah.
Trevor Houston (32:34.119)
Well, here’s what they need to do. Here’s what they need to do. Here’s the back end incentive. So they need to pay you for your time. Job seekers will get paid for their time, whether they land the job or not. If I have to pay to apply, they got to pay to interview. So if I’m spending, like think about that. How much time?
When somebody interviews with this company, do they take to do research and da da da da da? And then you’re to make me jump through all these hoops and take these assessments and do all of this stuff. And then I’m going to go through 12 rounds of interviews and then you’re going to say, or maybe ghost me completely. No, that’s wrong. It’s absolutely wrong. They should pay you for that time. Okay. You’re working for them. You’re, you are literally working for them. They’re making you jump through all these hoops. No, no, they should pay you for your
OK? And that money should come from the pool of the applications, right? I’m $10 or whatever the number is. I don’t have those answers. if there’s money in the front and money in the back, OK, it’s going to make the employer on the back end act a little bit more serious. Maybe I’m not going to do 12 rounds of interviews because I’m going to have pay this person and everyone else, right? I’m have to pay them. And it should be on the application itself. Like, you should see.
this application pays $100 or whatever, $100 per interview. Cost $10 to apply, pays $10 an interview, something like that.
Mary (34:07.666)
Mm -hmm. Mm -hmm. Yep.
Trevor Houston (34:11.495)
What do you think about that idea? think that would solve the
Mary (34:14.106)
You know, I’ve actually made a post about this before. I’ve definitely thought about that. At least the piece on, you know, it’d be really cool if employers paid people to interview. And I actually got a lot of pushback from, you know, lot of recruiters specifically. Like that’s absolutely that that would never happen. That’s not even an option. But I’ve never really thought about the concept of.
Trevor Houston (34:32.383)
of course.
Trevor Houston (34:42.15)
Mm -hmm.
Trevor Houston (34:57.039)
You are frozen. Now, are you just frozen or did you get an
Trevor Houston (35:10.803)
It’s okay, do whatever you did last time, we’ll just do it again. And then you tell me if, once we’re done with this, tell me if it all comes into the same place.
Mary (37:04.2)
still.
Yeah, there I am. Yeah, I’m back. And it shows that it’s recording. So we’re going
Trevor Houston (37:07.719)
I mean, you’re back.
Trevor Houston (37:13.839)
It, yeah, it never stopped recording on my end. I mean, this would have showed me anyway. Are you, are you ethernet by chance or wifi?
Mary (37:18.73)
Okay.
Mary (37:22.361)
No, no, I’m not. Wi -Fi.
Trevor Houston (37:27.357)
Can you be, you know, could you be Ethernet?
Mary (37:27.484)
Do do.
Mary (37:30.927)
I probably, yeah, I could be.
Trevor Houston (37:34.041)
You should. You definitely should.
Mary (37:35.56)
I should switch to that. I’ve never had this issue before. I record using my iPhone camera and for some reason it keeps disconnecting because the iPhone camera is better than my MacBook Pro. Built -in. Yeah.
Trevor Houston (37:43.155)
Mmm…
Trevor Houston (37:48.103)
Yeah, you’re using that feature. I tried to do that. That was, I thought it was, was like, that’s a cool feature. I thought that was gonna be really cool. I was gonna set up a multi -camera using phone, It just was not, it did not work well. No, I like, they got a good idea if it just works, but I mean, you’ve done a few episodes,
Mary (37:59.056)
Yeah, that’d be awesome.
Mary (38:07.802)
Didn’t work for you? Okay.
Mary (38:13.049)
I know. I’ve done lots of episodes and I have not had this issue yet, so it’s odd.
So let me, I’ll kind of wrap things up here soon. I’ll try to finish my thought and then kind of wrap it up. I do want to talk about your career transition summit and then we’ll wrap it up.
Trevor Houston (38:34.909)
Yeah, no
Mary (38:38.786)
Yeah, think that, so I’ve never really thought about the pay to play feature or aspect before. And I think that it’s a really interesting concept, but I guess the thing that pops up in my head immediately when I think about actually paying to apply to a position is just kind of that it helps people that are in more of a position of privilege or those people that maybe have
larger nest egg would probably be more likely able and willing to apply to a position, even if it is only $10. know, when you’re, when you have a family to feed and you know, your savings is dwindling, it would be really hard to pull the trigger even on, you know, applying to it, spending $10 to apply to a position. Um, but I mean, the concept there makes a lot of sense to me though.
Trevor Houston (39:19.751)
Mm -hmm.
Trevor Houston (39:34.429)
Yeah, the concept makes sense and I don’t know, again, I don’t have the answer on that. Like I said, job seekers are not gonna like that. And to your point, know, the people that already have money, right, it’s not gonna be a big deal, but the person that’s going broke or is broke, it’s gonna be an issue. So how do you solve that problem? It would create a unique problem that, like I said, if there was some kind
you know, maybe they get some unemployment credits or something. I don’t know. Like, if there was funding in place, which we do have funding in place for unemployment benefits and things like that, if there was some kind of benefit, you know, I don’t know. I don’t know. Maybe it’s like, maybe it’s like a part of a LinkedIn premium subscription, you get X amount of like
Mary (40:04.799)
Yeah. Yeah.
Mary (40:29.105)
Yeah, there you go. There you go. Yeah. I think we’re onto something though.
Trevor Houston (40:29.267)
applications. I don’t know. I don’t know what the answer is. But you only get so many like you like imagine Yeah, like imagine you get like you pay $50 a month for LinkedIn premium subscription job secret edition and it comes with 100 credits. Okay.
Mary (40:46.206)
Mm -hmm.
Trevor Houston (40:53.647)
Like, and maybe some jobs cost more credits than other jobs cost credits. hey, this, job’s only one credit. Like if it’s a, a job at Burger King, you know what I’m saying? Maybe zero credit.
Mary (41:05.251)
Yeah. But then people would be like, screw this. I’m just going to go apply on the company website instead of through LinkedIn. Yeah. Yeah, for sure.
Trevor Houston (41:12.613)
Right. Yeah, exactly. Like, but, you hear I’m saying maybe if it’s a lower end type of a role, it’s like, Hey, it’s zero credits. don’t, we don’t charge, but we also don’t pay on the back end. Why? Cause we’re, not messing around. It’s, it’s hamburgers like, come on, let’s go. But some of these jobs that take forever and all that kind of stuff, they need it. There’s, there’s just something needs to change. I don’t know if that’s the answer or not, but something needs to change.
Mary (41:26.564)
Yeah.
Mary (41:36.633)
I agree. Yeah. Yeah, I mean, especially if, you know, somebody is going through eight rounds of interviews, that’s far too many. my goodness.
Trevor Houston (41:46.651)
I’ve seen all kinds of stuff these these employers these employers I feel so bad for the job seekers like I I really do I feel really really bad for them I have so much empathy for them because I see what they have to go through all the hoops personality assessments and all that’s garbage it’s just garbage I’m sorry the way they hire people is garbage
Mary (42:08.612)
Tough. Yeah. And I do want to talk a little bit more about your career transition summit. Can you tell us a little bit more about that and why you created
Trevor Houston (42:21.073)
Yeah, so again, when we went, I’ve been doing it for many years now. It started in person at the Cowboys Club, and then we went to the webinar version after the pandemic. But really, started, or what we’re teaching in there is, again, strategies on how to get seen, marketing, how to close the deal. closing techniques.
And I mean, it’s really jam -packed. Like, when you come in, you’re going to feel empowered in your job search because you’re going to see a whole bunch of stuff that you can do. Like, you’re going to be like, wow, my gosh, I can do this, I can do this, I can do this, I can do this, I can do this. Right now, you feel like stuck.
So you’re gonna get blown away, but you’re gonna get all these like light bulb moments going off. People always tell me when they leave, they feel encouraged, lifted up, inspired, they feel hope, right? I give them hope and all of that, which is great because we gotta get your mindset up, okay? Because if you already feel defeated, mindset is everything. my gosh, like it literally is everything. It literally is everything, like.
Mary (43:35.839)
Yeah. It’s everything. Mm -hmm.
Trevor Houston (43:43.155)
If you’ve ever seen somebody that, like, OK, I don’t know if you like sports or not, but if you’ve ever seen, OK, so like football, for instance, you ever see, like, in a game that team that’s just defeated already, you know, and you can just see it? if there’s a momentum shift and, like, the ball gets intercepted or something and you see them just like, right?
Mary (43:51.173)
Love sports.
Mary (43:59.841)
Mm -hmm, absolutely. Yup.
Trevor Houston (44:11.779)
And like it’s mindset. And then you get a guy like Tom Brady who can just freaking flip his mindset, right? And go get the win, you know? so these job seekers, come through this summit and I’m able to lift them up and encourage them, motivate them. And so it’s a lot of motivation. That was another thing I witnessed that was missing. I would go to all these job networking groups and there would be people
teaching job search strategy and tips that were a lot older than me, let’s put it that way. And they had a lot less energy, let’s put it that way. They were a lot slower and just the way they were teaching things and a lot of the stuff that they were teaching was outdated too. I was like, my gosh, this is so outdated. Can we get some new energy and new blood in this thing? And I noticed that they needed motivation and so,
Mary (44:51.395)
Sure.
Trevor Houston (45:11.047)
That’s even with my podcast, I started bringing on motivational speakers. I started bringing some of the world’s best motivational speakers to speak life into the job search. And man, it’s so cool. I always thought about like, you think about for business owners and entrepreneurs and things like that, they have all these conferences and they bring in the greatest speakers around like to get you all pumped
Mary (45:13.27)
Mm. Yeah?
Mary (45:40.385)
Yep.
Trevor Houston (45:41.105)
I’m like, job search needs that. We need that. But guess what? The problem is, is they’re not going to pay for tickets. Right? So it’s got to be, it’s got to be a free event. And that creates another problem. If it’s free, okay. Like you, the more you pay, the more you pay attention. Let’s put it that way. Right? So anyways, but yeah, inside the summit.
Mary (45:44.216)
for sure.
Trevor Houston (46:09.861)
lot of motivation, a lot of hope, a lot of strategy, lot of light bulb moments. You’re going to learn a ton. But I designed it that way because a lot of people are like, my gosh, there’s so much. And then after that, they get access to join a weekly mastermind. So I do live weekly coaching with them to really break down all of those concepts one by one. And it’s like a six week boot camp
rotates. And, you know, that way I can go deeper with them because they go to the summit and they’re like, my god, there’s all this stuff. I can do all these. they get fired up and they’re like, Yeah, I can do it. But then they then they leave. And if I didn’t have that weekly mastermind going deeper with them, they would be like, Yeah, and do nothing.
Mary (46:48.766)
They get fired up too, probably. Yeah.
Mary (47:01.735)
Yeah. Yep.
Trevor Houston (47:02.855)
It’s like when you go, if you’ve ever been to a business conference, you get all jacked up and you take all these notes and you’re like, yeah, this is amazing. Now what? You go home and the notes collect dust. So anyway, so that’s why I designed the mastermind to go behind it. And that’s free by the way. All the stuff that I talk about is free to the community of job seekers. Like I don’t charge them anything for this.
Mary (47:06.63)
Mm -hmm, yeah.
Mary (47:15.037)
Yeah, yeah, absolutely.
Mary (47:28.732)
Yeah. No, I was doing some research on it and you know, it’s rehumanize your search, rebrand your presence, regenerate your network, recover your cashflow and reclaim your life. And it just seems like there are so many amazing strategies and tips that can be taken away from that summit. So I think that thank you for doing the work that you do, know, especially
Trevor Houston (47:38.393)
Mm -hmm.
Mary (47:57.531)
doing it for free and just helping those frustrated job seekers that are out there that just they don’t know where to turn. And so I guess, know, to kind of wrap things up today, you know, talk to us, tell us, you know, what are your top two or three tips that we can take away? And especially as the, you know, for those job seekers out there that are just, you know, frustrated and feel like they’re hitting a wall.
Trevor Houston (48:23.633)
Yeah, great. OK, so tips. Let’s talk about it. one of the ones that makes the biggest impact was one I was featured on Forbes for called the Job Search Trojan Horse. And the reason why this one makes such an impact is because there’s a very small percentage of people that will do it because it’s uncomfortable. but if you want to stand out,
The definition of a standout is being willing to do what other people aren’t willing to do. Okay? So if let’s say, yeah, exactly. You gotta be willing to do what other people aren’t to get the results that other people aren’t. So if you, if you think about it, if, if the strategy I’m about to tell you, if everyone did it, then it would just be another thing. But the fact that only a small percentage does
Mary (49:01.633)
Means it ain’t easy.
Trevor Houston (49:21.373)
Well, those people get results. So I love that about this strategy. It’s called the job search Trojan horse. And what you essentially are going to do is you got to get the human element back in the job search. You got to get people involved. You got to get recruiters, hiring managers, decision makers. You got to get these people involved. And so a lot of times you go online, you go on LinkedIn, they ghost you. They’re not talking to you. So how do you get their attention? How do you get the attention of busy people?
Well, one of the strategies that I was doing was I would get one of these little whiteboards, okay, and I’d write the person’s name on it. And I used this tool called BomBom, B -O -B -B -O -B, and it’s a video communication tool that essentially you make these little small videos. of a voicemail. You’re gonna leave a voicemail, but you’re just gonna do it on video. so if I was…
sending you a video, what I would do is again, I’d write your name on the whiteboard and curiosity killed the cat, right? You want to know why your name is on this video. You’re going to be like, what is this all about? Yeah. And what you do is you’re going to, you’re going to flash it at the camera like this. So you go like that, boom, to the camera, to your face and you make sure you smile, right? Like that. And what happens is
Mary (50:26.248)
Yep. I would. What does this guy want?
Mary (50:44.753)
Yeah.
Trevor Houston (50:47.143)
The video, the tool actually has a GIF. So what they see is like an animated GIF. So they see this, boom, like that, boom. They see the name, then your face. So it’s like grabbing their attention. And what you’re gonna do is you’re gonna leave this video in their comment section of a post. You’re gonna comment on a post.
Mary (50:55.224)
cool. Yeah.
Mary (51:02.022)
Mm -hmm.
Mary (51:11.644)
Hmm,
Trevor Houston (51:14.675)
Everybody else is going to comment black and white text, black and white text, black and white text. You’re going be the only one standing out of the comments with a freaking video with their name on it. Okay? And what you’re going to do is you’re going to, in this video, you’re going to do it under 60 seconds. It’s got to be short. Again, think of a voicemail. If you can do a voicemail, you can do this too. Okay? So think like a voicemail. We want three things inside of this voicemail or this video message. We
to compliment them. Okay. It’s three C’s. Compliment. We want commonality. Okay. What do you have in common with this person? And then compliment. I’m sorry. I already said that. We want to compliment them. We want commonality and then call to action. That’s the third one. Call to action. Okay. Three C’s. So something like this. There was
Mary (52:03.982)
yes.
Trevor Houston (52:13.053)
There was a post on LinkedIn that somebody put out there and it was about an event. It was a concert in California, some concert in California. And they posted it and how amazing it was and all of that. Okay, great. So that’s the post. Well, I reached out and I said, hey, Mary.
I absolutely love that post. It got me thinking about my family that lives in California. By the way, do you live in California? I need to go see my grandma. That’s what this post has got me reminding you. I need to go see my grandma. Anyways, appreciate you sharing this. I thought it was awesome. And I’d love to have a quick conversation with you sometime. If you would, my link to my calendar is up above. You can just click the time that works best for
Mary (52:42.602)
Yeah.
Trevor Houston (53:03.975)
But thanks again for the post. I hope you have a blessed day and we’ll talk
Mary (53:09.622)
Boom. That’s genius.
Trevor Houston (53:09.755)
Right. And you hit it, you hit it, you hit the three things. So I hit the compliment. Great post. It can literally be as simple as that. Great post. what did we have in common? Well, my family’s from California. The post is about California, some event in California, right? love to talk with you soon. Here’s a link to my calendar. And what happens is you’re putting so much energy through the screen. Right. And they’ve never gotten anything like that before. Right. They are going to feel.
Mary (53:13.344)
Yep. Yep.
Mary (53:34.105)
Mm. Yep.
Trevor Houston (53:39.377)
guilty if they don’t engage with you. If they don’t even like, maybe they don’t schedule a time and a lot of times they will. There’s a high, high, high chance that they will actually schedule and get on your calendar. But even if they don’t, they’re gonna engage back. They’re gonna reply back. They’re gonna feel guilty if they
And so this is a strategy on how do we get the hiring managers, the recruiters, now notice in that video did I say anything about hey I’m looking for a job and I’m doing this that and the other, no. The whole goal is to get them onto a conversation. Get them on the phone. And so in the video, Bomb Bomb allows you to add a link inside of your video. So in the video.
Mary (54:12.476)
Nope.
Trevor Houston (54:25.743)
I would add my Calendly link so they could just click on it and pulls up my calendar and they can schedule a time with me. And they’re going to be like, wow, this guy. And so that’s how we get a pipeline of interviews started, informational interviews. This will be informational interviews that if you do it correctly, they turn into real interviews. So once they start that process, they get a pipeline of informational interviews going from LinkedIn. Then I teach them.
the strategy on how to follow up and close the deal, which is very similar. We’re still gonna use that bomb -bomb tool, but now we’re just gonna do it in different place. We’re not gonna do it in comments. We are actually gonna do it in an email, right? Because now we’ve had the informational interview. I just talked with you. I had the great conversation with you. Now I’m gonna follow up, but I’m gonna send you a video email.
And that video email is going to be like, hey, thank you so much for your time. I really appreciate learning about Toyota and the company culture and what you guys are all about. And I’m actually really excited about the opportunity. Can’t wait to learn more. Contact information is down below if you need anything. Don’t hesitate to reach out. Have a blessed day. Talk to you soon. Bye. And you’re just simply saying thank you in a video. And you follow up with that. And Bomb Bomb gives you tracking, gives you analytics.
So now you know when they’re watching the video, you know when they’re playing the video. And what we find is those videos actually get paid played on average about 15 times. And it’s because what happens is you send that email into the recruiter. The recruiter’s blown away by that. They’re like, oh my gosh, I’ve never seen this before. They then forward that to the other decision makers.
Mary (56:11.601)
Mm -hmm.
Trevor Houston (56:20.029)
their other coworkers, the other recruiters, maybe the CEO, maybe the hiring manager, they forward your email around. So now you’re going viral within the company, okay? All because of a simple video email that just grabs their attention and wows them. And so what you’ve turned is an informational interview, and now you’re following, you’ve turned it into this like wave of support from all these other people and this virality inside of the company.
And I’ve literally interviewed CEOs, hiring managers and people that have hired people that are doing this that I’ve taught. And they’re like, man, I totally fell for the Trojan horse. Like I fell for it. It’s awesome. So impactful.
Mary (57:02.695)
It works. You know what? I brought on an individual who specializes in job searching and AI and she brought up a story about somebody who must have used a tool that was similar to this with her. And it wasn’t for landing a job, but they were selling a product. So it sounds like kind of a sales tool where
This individual landed in her, basically into her messages on LinkedIn, just like a normal message. And she was like, who is this person? away. She ignored him. And then they come back at her with a video, just a quick video like that. And she was like, okay, I’ll watch the video. Okay, I’ll set up a call. She felt obligated. Okay, I need to set up a call with this person. Have a phone call or a Zoom call, a video call. It went really well.
She wasn’t overly interested in the product. And then this person I think showed up in a video and her text messages. And it was just really, really persistent, you know, and it caught her attention and it kept persuading her. And eventually she ended up purchasing the product that this person was selling. And so I love that you’re using this strategy with job seekers because it is, it’s like, you’re going above and beyond people. Not many people are using this. You know, if, if you’re popping into
recruiter and a hiring manager specifically into a post. I love that you said go into their post. You’re not even saying going into their LinkedIn messages because I’m here to tell you that their LinkedIn messages are buried within an hour. So jump on their post because that’s where they’re engaging. That’s what they’ll notice. And then go from there. That’s genius. I love it. Yeah.
Trevor Houston (58:47.155)
Absolutely. That’s one of my favorite ones. so I learned it because I was using it in my business, right? To humanize my business practice, right? And it worked. I saw the difference. And I thought, well, if I was a job seeker, I’d do the same thing. Why wouldn’t I do this? And so I started teaching it as purely concept in the beginning. And I was like telling some job seekers, I’m like, hey, just trust me on this. Like, just like…
Mary (58:55.901)
Mm -hmm, and it worked. Yeah, Wow.
Yeah.
Trevor Houston (59:16.293)
I mean, this isn’t proven yet, but just hang with me, right? And I had a few that were like, I got you, I’m gonna try it. And I’m telling you, the results started coming back. And we started seeing the analytics and then all of sudden they’re landing and they’re like, my gosh, I can’t believe this went you know, like it was just amazing. And then Forbes, you know, did the article on me and stuff like that. And I mean, it was just crazy. it is the people that do it get results. So I’m just gonna put it to you that
Mary (59:26.495)
I bet.
Mary (59:33.563)
Wow.
Mary (59:43.903)
Yeah.
Trevor Houston (59:45.011)
The people that do it get results. So I’ll teach 100 people, but only 10 people will do it. So 10 % will actually take action and do it. The other 90 are all inspired. They’re like, oh, this is so cool. I can’t believe it. But they get in their own head, and they’re all about, what’s the other person going to think on the other side of the screen? It’s the fear of judgment. Yeah.
Mary (59:58.288)
Yeah. I’m not gonna do it though. Yeah. Yup.
Mary (01:00:08.978)
Yeah. But you have to think about yourself as a product. Right? So if you’re thinking of yourself as a product, you know, kind of disassociate, maybe compartmentalize that a little bit, you know, get out of your head and, you know, find the courage to do it. It sounds like it’s worth it. It’s… Yeah.
Trevor Houston (01:00:14.909)
Mm -hmm.
Trevor Houston (01:00:28.595)
Courage, it takes courage. But I try to tell them, I try to bring it down. say, if you can leave a voicemail, you can do this too. I’m serious. Like, have you ever, how many, I always say that, how many of you have ever left a voicemail? Anybody have an issue leaving a voicemail here? Raise your hand if you have an issue leaving a voicemail. Like, no one raises their hand. I’m like, okay, cool, good.
Mary (01:00:54.438)
me.
Trevor Houston (01:00:58.227)
Because if you can do a voicemail, right, then you can do this strategy I’m about to share with you right here. It is literally a voicemail. The only difference is I have a camera in front of me. That’s it. And I’m smiling in front of the camera saying, hey, like they’re standing in front of me, right? But it’s a message. Instead of a voice message, it’s a video message. It’s the same
Mary (01:01:13.116)
Yeah.
Trevor Houston (01:01:23.571)
They have messages on, you know, like you’ve probably done the little voice memos from your phone where you can like leave a little voice memo, right? Which is also good too. I encourage people to do the voice memo. If you’re not gonna do the video message, the voice message is great too. So it’s kind of like this. Video is number one, video is king, okay? Voice is queen, all right? And text is like the little peasant, okay? Like everybody got text.
Mary (01:01:28.216)
Mm -hmm. Yep.
Mary (01:01:43.981)
Mm -hmm.
Mary (01:01:49.401)
Yeah.
Trevor Houston (01:01:52.357)
Okay, everybody’s doing text, so you’re not standing out at all. At all, you’re not. You’re just black and white text. It doesn’t make you human, right? That’s one of the reasons why they created emojis and stuff like that is to try to put like the human element in. We’re trying to like put emotion into it, right?
Mary (01:01:57.923)
Amazing. Yeah.
Mary (01:02:10.024)
To humanize the text, Yep, Yeah.
Trevor Houston (01:02:16.987)
So in a world where the job search has been dehumanized and they’ve removed the human element, we need to put it back in. So anyway, it works really well. It’s very effective. I’ve been teaching it for years, and that’s part of the summit.
Mary (01:02:30.603)
Love it. Well, awesome. It’s been a pleasure, Trevor. Where can we find you on social media?
Trevor Houston (01:02:37.4)
Just connect with me on LinkedIn. That’s my jam. Come connect with me over there.
Mary (01:02:41.686)
Yeah. Yes. Well, thank you so much for coming on today.
Trevor Houston (01:02:46.297)
Absolutely. Appreciate you. Thanks for having