Brianna Rooney is the owner of Techees, a successful recruiting firm where highly sought-after software engineers are her specialty. She is also the creator of “The Millionaire Recruiter” online course where she trains recruiters how to get started in the industry and earn significant income quickly. Her training system is the culmination of over a decade of experience as a “matchmaker” – helping candidates and companies make their dreams a reality.
In This Episode, You Will Learn:
- How to position yourself if you’ve been out of the workforce for awhile.
- How a recruiter goes about filling a job vacancy.
- The importance of LinkedIn in the job search process.
- Where to start if I want to find an even better job.
- How Brianna ran a marathon without any training at all.
Create beautiful, engaging social media in 5 minutes a day – www.RiseUpCreatives.com
Connect with Brianna:
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Brianna, thank you so much for taking time to hang with us today.
Thank you. It sounds fun.
Let’s say I’m a mom who hasn’t worked for a while and I’m trying to get back into the workforce but I’ve got that gap in my resume. What would you suggest that I do?
That is actually a hard one because people are always going to say, “What have you been up to?” We even see it with men that put “sabbatical” on a resume. That word, although it shouldn’t, has a very negative manner on a resume. A lot of times people won’t keep looking or won’t even read the reason for the sabbatical, and it could be something really interesting like, “I’ve been travelling,” “I had a baby,” “I did this,” or “I did that.” Whatever it is, companies don’t love it because it’s basically and alarm that says, “Rusty, rusty, rusty.” What I suggest is going with a passion driven title; maybe including the title of the exact job that you’re applying for. That way it grabs people and they don’t immediately think, “Wait, this person hasn’t been working.” Even though it’s not fair, it’s hard for a lot of employers to get over.
It’s also important to have a lot of different buzzwords included in your resume so that it comes up in searches when certain keywords are being used. I would suggest going on a site like Indeed for example, and typing in what you want to apply for. Then I would grab some of those buzzwords and put them into your resume to make sure that you’re coming up in the search. I would also try to reach out to a recruiter in whatever field your looking in and have them send your resume out instead of you just sending it into a black hole. Recruiters can be super powerful tools in a job search.
So, to put a previous job as “Sustainer of Life”, would not work? “I have sustained life for 15 years.”
I know. I know. I have two little kids and run a business. I’ve got to tell you, running a business is a lot easier. It’s really not fair. Although, I have seen a really awesome resume that I thought was interesting. She didn’t just say, “Stay-at-home mom” as most people do, but instead she wrote the funniest thing under it, “Change diapers in 30 seconds or less.” She got really fun with it because that is real life and I think people do still interview based off of personality. I work in engineering, so those are really hard interviews and they’ll get to the end and they’ll say, “Sorry, not a culture fit.” And I’ve actually had people say the opposite, “Great culture fit, not a great tech fit, but I think we can work on it.” No one is going to hire someone that’s not a culture fit. I think that her personality really stood out and she had no problem finding a job. I love that.
For somebody who may be saying, “Okay, I know we’re not in a paper resume world anymore,” but you’re talking about search terms. You’re talking about making sure that I’m integrating these terms from Indeed to get to a resume. Break that down for us, how is a recruiter looking to fill a job? How does that process actually work?
I would say most recruiters don’t even understand what they’re recruiting for. Most industries that are using recruiters, have a struggle and right now with the employment rate the way it is, recruiters are being used even more. I’m not a software engineer, but the company will come up with either the job description or just tell you, “I need XYZ. And if XYZ isn’t on their resume, I don’t want to talk to them.” So, that’s why it’s very powerful to have all of those keywords included in your resume. What’s super interesting now is that the recruiting industry has grown so much that resumes are not going to the hiring manager right away, they’re going to the recruiter first. So, if the recruiter has been told, “I need to see XYZ,” and they don’t see that, you’re resume is not even going to get to the hiring manager.
So, keywords are super important and a lot of people just need to sign up on LinkedIn. As a recruiter, that’s where we go. All industries are different, but that is really where the professional world is going. As a side note, my husband has a restaurant and he has a LinkedIn account and he still gets hit up by recruiters. I think nearly every industry is on LinkedIn these days and I think that’s super powerful. I mean, how else is anyone going to find you?
So, LinkedIn is the first step. When looking to get that job, go get your LinkedIn account up and running. Now, I’ve got some experience at some point in time and I’m looking for a job, whether I’ve been at home with kids or not. What do I need to know about LinkedIn? What are the key points that are no-brainers? What are some of the things that you must do?
You have to have some kind of substance on there. Again, I think personality plays into that as well. There is a space for a headline and I’ve seen people be pretty obvious and say, “I’m looking for a job.” I do not suggest that whatsoever. You can be very much desperate there, but you don’t want to come across that way on the surface. You want to come across like you have options and play it cool.
LinkedIn also has a really cool feature that a lot of people don’t actually know about, but they have this beautiful button called “Open to Opportunities”. What this button does, is it alerts people like myself or companies, by saying, “Hey, I’m interested.” You can put exactly what you’re looking for. You can put where you’re looking for . And you can include any more little details about what you’re looking for. No one can see it unless you have a LinkedIn Recruiter account, which is very expensive but very worth it. So, you can’t see it and your own company can’t see it. People who are employed but don’t want their employer to know they might be looking to make a change can use this button.
Okay, so only somebody who purchases LinkedIn Recruiter can see that “Open to Opportunities” alert? It’s safe to do?
Alright so what about a headshot, schools and testimonials? What about all of those other details that I see on there? If I’m looking for a job, are all those things important? What do I need to focus on there?
They are important. However, I think the whole professional headshot thing is no longer. Just like cover letters, no longer. You do need a picture though and I’ve seen lots of people who say, “Oh, I like fishing,” and they have a picture of them fishing. So, people do put their personality forward in that way. Although I love my kids, I don’t suggest putting a photo of kids up. I think it’s real and everything, but I think it needs to be a little bit more about you. It’s about you at that point and what you can give to them. I think that’s important. Also, remember that you need substance. So, let’s say you’ve been at a job for five years and you only have one sentence. Someone looking at that might think, “Okay so, you can sum up your five years in one sentence?” That’s probably not a good thing.
As far as schools go, yes, include those. Schools are really great if you have it. I don’t suggest high school unless you’re 18. Nobody cares about where you went to high school unless you went somewhere specialized. I had someone who went to an engineering high school and wanted to just show, “Look, I’ve loved engineering forever,” and that’s fine. Schools are great because there’s a connection. If someone at the company went to your school, LinkedIn spells that out pretty nicely for you.
Okay, so I get my LinkedIn account set up. Now, I’ve got all these job sites and all these places that are options for me. How do I choose which one to put my resume on? Are there upgrades that I need to take advantage of? What do I need to be thinking about?
I don’t suggest posting your resume, ever. First of all, I haven’t paid to have access to job boards in over eight years because I don’t want the people that are on the job boards. To me that means you are desperate and you know absolutely no other way to find a job. Now, that’s kind of a double edged sword, because you’re thinking, “How else am I supposed to find a job?” I would always use a recruiter. Yes, I’m a recruiter, but here’s why I say that. I have quite a few examples but I’ll just give you one. I have companies that don’t even write their own job descriptions; they take it from other companies or they ask me to write them or they just don’t even tell me. So, a lot of times you can’t even tell what an updated job page is.
Let’s say you’re thinking, “Oh, I really want to work for Coca Cola,” and you go onto Coca Cola’s website. You apply to their position but no one gets back to you. Well, that could mean lots of different things. First, no one probably even saw your resume. Second, the page is probably not updated. So, there’s no job even available anymore. So, you’re wasting your time on so many things that just don’t make sense. That’s why I suggest finding a recruiter in your industry. My resumes get to the top and the reason why is because the company doesn’t want to look at the hundreds of resumes that come their way. They would rather pay a fee to me and have me say, “Here’s who’s great for you.”
Some people say, “What do you mean? Why would they rather pay you than go through who’s actually applied to their site? That’s free leads.” No, not technically. It takes so much time to go through resumes and there’s so many other things you could be doing. It’s just like a black hole. I’ve even had people who say, “Oh, I applied to so and so company before, but I never heard back.” And I say, “You’re perfect for them, I bet you they never saw your resume. Do you give me permission to send it to them?” They’ll say, “Okay fine, but I’m just telling you, I already applied.” Sure, enough they get hired because I was the one who sent the person’s resume.
Alright, so you’re saying find a recruiter in the industry that I’m interested in. I’m assuming that there are recruiters for every single industry? What are the big categories of recruiters?
Tech is a big one, of course. It’s probably the biggest. Then there’s nursing. That’s another really big one. There is the financial industry, which includes accountants, CPA’s and stuff like that. One that I had never thought in a trillion years would be as big as it is, is construction. Also, restaurants. I was shocked to see how many messages my husband gets. I was like, “Really?” Admin is another area that I’ve had all sorts of people reach out to me about.
Here’s a funny story; I was actually looking for an executive assistant for a long time and I’m thinking, “What is the deal? Why can’t I find the assistant? I’m a recruiter, it’s what I do for a living.” But it was becoming so painful because I don’t make money by looking for an assistant. Now, once I find this person, they can help me make money when they’re here, but during the process and through the interviews and sifting through all this stuff, it was a disaster. It became really clear to me why people in administration use recruiters. I ended up reaching out to one and yippity skipitty, I got it. They found me one.
There are a ton of industries that use recruiters. Lawyers is another big one. And of course, executives. Any kind of C level employment, really. Some people specialize in C level, but some people specialize in C level in a particular industry. I do C level too, but only in Tech. I don’t do any other.
What about the massive area of sales and pharmaceuticals and all of that? There are recruiters for those areas of course.
There are, and you know what’s always interesting? I have sales people here and I have been reached out to by recruiters saying, “I can find you great sales people,” but for the most part, my people work on commission. So, I don’t even really understand how they calculate the fee. Because they’re not getting a base and it’s kind of silly to say, “Okay, I’m going to give you percentage off of their percentage.” I don’t like it, but there are a lot of people who do recruiting in the sales industry as well. For me, sales is very much a personality thing and it’s not always based off of real results, because you can make them up. You can make up results, right? And sales people are probably the best at doing that. So, yeah, I don’t touch anything in sales.
For people that are not aware of it, recruiters get paid based on a percentage of the base salary of the person.
Yes, of the first year’s salary. Not off of any bonuses or equity. I wish. Just on the base salary.
Okay, I’m not putting my resume out on job boards unless I’m really desperate, but if I’m trying to find a recruiter in my industry, how do I go about that? That feels like a job in and of itself, trying to find a recruiter.
Kind of, yes. Just start by going on LinkedIn and searching “Recruiter” followed by whatever industry you’re in. Now, if it’s a good recruiter, they already have their location included in the search. For me, even though I’m Southern California, I only work in the Bay Area. So, my LinkedIn says I’m in the Bay Area and that’s how all recruiters should do it, but that’s not always the case. So, I would just search for whatever industry you’re looking and also include your area.
Most recruiters are recruiting for a specific geographical area?
Are some people nationwide?
Some are nationwide but for the most part, if you want to be specialized, you’re definitely doing it in a particular location. I couldn’t even wrap my head around working in another location. We have clients that have an office in New York and in L.A., and even in Austin. But although I’m in L.A., I don’t want to do L.A. They’re totally different people. Completely different companies. It’s a completely different ball game. Same with New York. Then you have to learn the locations and it’s just a mess.
You want someone who specializes in your location and in your industry. At that point you want to reach out to a few and you can have a pretty much canned response. Just reach out and say, “Hey, this is what I’m looking for; XYZ. Can you help me? I’m not in a rush.” You always want to include, “I’m just pondering. No big deal.” But I’m telling you, once you put on “Open to Opps” and you have the right keywords in there, recruiters will reach out to you. It’s almost impossible for them not to.
Is it bad form to be working with multiple recruiters?
The only bad form is to not know where your resume has been. The problem is there are still a lot of spammy recruiters out there. So, a recruiter will get your resume and send it out to all of their clients that they deem worthy or that you’re a fit for on paper. Now, in theory that sounds like a great idea because you’re doing zero work, but it’s not because you don’t know where your resume is. And secondly, you don’t even know if you’re interested in those things that they’re applying you for. So as far as the company thinks, “Oh, Brianna is interested and now she’s not getting back. How rude. That’s a ‘No’.” So, it’s not your fault, it’s the recruiter’s fault because the recruiter pitched you for no reason. You do have to be careful. When you are interviewing a recruiter or talking to them, make sure to say, “Hey, can you please make sure that you never send my resume without my permission?” That’s definitely an important thing to remember.
You need to essentially have a spreadsheet or a list of some sort, so you know where your resume is getting sent. Is that correct?
Yes, you have to. There’s some crazy stuff happening lately where people are being extremely dishonest about it and it just looks really poorly on everybody. For example, I’ll say, “Hey, are you interested in Google?” And they say, “Oh, yeah. I’m really interested.” I ask, “Have you applied in the last year?” “Oh, no. I have not.” “Great, I’m going to send you over to Google.” Then, Google gets back to me and says, “This person we rejected a month ago.” So now I’m thinking, “Great. I don’t want to work with that person. He straight up lied to me.” And that actually happens.
Another thing that is crazy is, I’ve heard from companies where people are so interested in a job, that they will change their name. They will flipflop their name and change their email, just to get an interview again. I had this happen and the person got another interview because no one knew them by the new name. They go in for the interview and it’s a totally different position. So, he’s not seeing the same people and it’s actually for a higher position than the one he got passed on originally. The company decides they want to make him an offer for this higher position and when they do the reference checks, they realize it’s the same person they passed on before. So, even though they want him, they can’t hire him because he was lying.
If I go into a 7/11, sometimes you see a picture of a person up on the wall of someone who passed them fake money. Do you have a posted picture up on the wall of people that have lied to you?
We wouldn’t have room on the wall.
Really? It’s that intense?
Yeah, it’s that bad.
I mean, I guess they’re not coming back to you. They’re not working with you again.
Oh, no. No, no, we have a database that we’ve had forever to help keep track of people. And there is definitely notes in there about those people.
It’s actually really sad. It’s easy to laugh and look down on it, but people are desperate. Obviously, being desperate does not warrant inappropriate behavior but it points to their desperateness.
Yeah, definitely. It’s quite interesting.
Wow. Okay, so let’s talk about interviews here for a second. You’re dealing with engineers, which is a really specific field. But interviews in general; if I’m getting called in for an interview, what are the basic things that I need to be thinking about?
It’s so important to always have questions. I would say have three to five questions prepared, always. Really, the worst thing is when someone says after the interview, “Do you have any questions,” and the response is, “No, you guys covered it. You guys did a great job.” That is flattering but only so much. It just shows that you couldn’t think of anything or did they really not cover it all? Who knows? You just want to have something to come back with.
Give me some examples.
So, just with someone I had in the other day, we go back and forth and there’s like five different people interviewing this person and we don’t always talk about the same thing, but then maybe sometimes we do because that’s the direction of the thing. I was on the fence about the person and I was thinking, “You know what? If this person asks me the right questions and gets there, then I think we could move forward.” So, I ask them, “Do you have anything?” “Nope, totally covered it.”
Let me interrupt here, because you’re interviewing that person before you’re going to recommend them to your client? You have two clients essentially, right?
But you don’t really consider them your client though, because you’re not getting paid?
Right, they’re not paying. Here though, I was actually talking about my own company interviews, but I could totally flip that for you.
Okay, you were interviewing somebody to work for your company?
Right and I was just thinking that this person was on the cusp and this person can save themselves. And if they don’t have questions, then at least have a closing argument to share as to why you should work there. Because maybe the company does have the best interview process in the universe and there’s no question left.
So, you’re saying at least come up with something.
Yes, say something. You have to close. It’s kind of like when you have a really good date, but then that kiss doesn’t happen. And even though you both wanted it, it didn’t happen, so there’s that weird awkward silence. It’s kind of the same situation. You could ask about, “Where’s the company going?” “Where’s my job?” “Who do I report to?” “What are your hours?” “Do you guys have bonding that you guys go on any kind of field trips or whatever?” You could ask, “What’s the culture like?” There’s just so many different directions you could go that aren’t normally talked about in an interview that really make you stand out as a candidate and you can just have them readily available.
Or maybe it’s something about the company like “Hey, I was on your guys Instagram and I saw this really cool post. What do you guys think about that?” Just come up with something. Or, actually one question I really, really, really love when people ask during a job interview is, “What’s your favorite part about working here?” You’re putting it on them and it’s super conversational and it also gives you really good insight as to, should you accept this job if they give it to you?
That’s a great question. It feels very natural and very relational. Like you said, it feels connecting and you’re going to learn something at the same time.
Yeah, and there’s no way that they could have already answered it, right? No one just goes, “So, I love working here because…” So, that’s a really great go-to that’s pretty simple and really engaging, because I think that’s important too. The worst questions are, “What’s your vacation policy?” “What kind of insurance do you guys offer?” So, even though those are valid questions, you can ask about those things after they offer you the job. Before then, it’s actually relevant. It’s not relevant during the interview. It’s going to leave a bad taste in their mouth and they’re going to think, “You’re already thinking about vacation? You haven’t even gotten this job yet.”
Okay, I’ve been interviewed. How quickly do I follow up? How should I follow up if I was placed there in contact with them through a recruiter? Is that a different way to follow up?
It all depends on the company. Gosh, maybe it’s 50/50 now but most companies like to deal directly with the recruiter and we handle that whole process. However, they’re shifting and they’re starting to say, “You know what? If this person is going to come and work for us, we need to be involved in this process too and we want to develop a relationship and we’ll just use you as our second person.” Which I really enjoy. Although it’s funny because the power is taken away from me, at first, I was like, “Wait, wait, wait. What’s this?” But it’s really great, because there’s a connection with both, it’s just important that you stay close.
So, the follow-up has to be within 24 hours. I’m assuming you’re also talking with the recruiter at the company, the person who’s handling that position. Whoever’s scheduled your on-site or your phone interview is the person you should follow up with and you should say, “Hey, it was so great meeting so and so. I don’t have their email address. If you can either give that to me or pass this message on, I would really like it.” That goes for both the company and myself, because we pass that along as well. But it’s nothing like this grand thank you letter of any kind, it’s just acknowledging, “I’m interested. This is why. I hope to hear back from you.” I think that that’s really important.
If a person doesn’t do that, I will have the company calling me the next day saying, “Okay, so what did they say? We really like this person.” And I’m thinking, “Ooh, I don’t know yet.” But that’s also my job. I basically have to make the company look great and make the candidate look great at the same time and fill in that in-between.
You’re a matchmaker.
Yes, matchmaker, that’s exactly it.
That is amazing. Also, one of the things that I know that you have been offering to people as a job opportunity is teaching people how to become a recruiter.
Who would that be a good job for? Who should be looking into that?
This is a super interesting question because we had a little bit of a pivot about this. This was originally a course that was built for current recruiters. I was basically saying, “Let me make you a better recruiter,” because I have so many different recruiters come from different agencies and I am thinking, “How were you a recruiter? What is going on?” There is no training. I wasn’t trained. Anyone else that has come into here has not trained. It’s like this three-day crash course kind of thing, where you’re sitting in front of a computer or a whiteboard. There’s not a lot of information, and when you’re recruiting, it is very much about how to deal with certain situations and there is tons of different situations. So, I was noticing that in our industry, there was just such a need for us. Everyone was flocking to it and then I was having to deal with the in-house recruiters messing everything up. So, that’s what it came from.
What’s interesting is, now we’re getting fresh grads. I was really young when I did it and same with a lot of the people that work here. You graduate. You have this degree. I went to fashion school, but let’s say you go to college because you’re told to go to college. Then all of a sudden, “Oh, I’m supposed to go college and get a really good, high paying job. I’m going to work my way up this corporate ladder that’s kind of insane. I’m going to pull all these hours.” And then you get out and you’re like, “I don’t want to do that, but I need to pay back my loan and I need to make all this money that I was promised I was going to make.” There’s this really interesting transitional period for a lot of people. Where they’re like, “Oh, shoot. I really have to do something.”
So, if anyone has the hunger and the drive to do more, that’s a really great reason to look into this course. I have also seen a lot of people from a psychology background go through it because they love the way people interact and think and that is exactly what you’re doing as a recruiter. You’re dealing with it at such a high level. You’re basically a career coach but in different ways. And then I would say probably the most people that I see are in sales, but in different industries because they know the job. They know the gig. They know the commission thing. They understand the highs and the lows. And those are probably the people that really understand it the most and are probably the best at it from the beginning.
It’s been really interesting and what’s cool about the course is that I was finally able to use it this year with my own employees. We doubled in size and although I’ve seen people do the course and I’m pretty involved in it to a certain extent. I got to do it in my own office with six people at once and it went really well. I was like, “It works. It’s amazing.” If only I would have had this fix or six years ago, I can only imagine how big my company would be at this point because it was so easy. It was really nice. I also had recruiting companies reach out to me recently and I was on the fence about whether or not I was going to make it available to them but I started thinking, “Yeah, why wouldn’t I? What’s the big deal? Everyone should be trained. Everyone should have the same opportunities. I’m fine. Not a big deal.”
That’s great and that’s available at www.themillionairerecruiter.com, is that correct?
Yes, it is.
Great, we’ll have all of that in the show notes as well, but as a side note, you’re a mom of two and you like to work out. Is that correct?
I Love it. I’m actually wearing my Nike shirt right now.
What are some of your goals in terms of working out? I think I might have seen on Instagram that you have some pretty crazy things going on.
Oh, yeah. I’m kind of crazy. I never had anxiety in my life until I was six months pregnant with my first child. All of a sudden, I was like, “OH, what is this?!” It’s very common for people to have anxiety and all sorts of stress related things, and I’ve always been active but once I heard that the endorphins of working out can even stress levels out, I was like, “Okay, I must workout at least four days a week.” I do Orange Theory now, which is a really cool class at 5:30 in the morning. It just gets me going. People always ask, “How do you do 5:30 in the morning?” Well it’s like, “First of all, I have kids, so they’re awake, right?” or pretty soon. But really it just starts my day out really nicely.
Then last year I decided I was getting really complacent and something just hit me where I started thinking, “I need a really big challenge. I have no idea what it’s going to be, but it needs to be something to really get me going.” I had racked my brain and I’m thinking, “What is the last thing I ever want to do in my entire life?” And that was, run a marathon. I don’t run. I’m very, very active, but I do not run. I do not like to run. I had never ran more than a mile. And so, I started telling people, “Hey, I’m going to do the L.A. marathon next year,” and they’re like, “Yeah, I’m sure. You hate running. No way.” That actually fueled my fire a little bit because people were telling me I couldn’t do it. They’re saying, “You have to train for it. You need to do XYZ,” and all these things. I said, “You know what? I’m doing it.” So, I signed myself up and signed my husband up, because he has to do this with me. I didn’t train and we completed it last year. It was the most amazing, powerful, emotional thing I’ve probably ever done.
You didn’t train? You showed up and just started running? Did you walk?
It’s funny, I was emotionally prepared but I was not physically prepared. I’m in good shape but I don’t run. So, I just Googled, “How to do a marathon,” and they have this one method where you’re running thirty seconds on, thirty seconds off. So, thirty seconds fast walk followed by thirty seconds running. I’m like, “I can do a thirty second run.” So, I did that the entire way and I completed it. I’m telling you, my husband and I both sobbed like babies. It was crazy.
That’s amazing. Did he do the same thing? Thirty and thirty?
No, he could not wrap his brain around that, so he just jogged like a snail the entire way but he finished. All we wanted to do was finish and I just wanted to prove that it was just mind over matter and I wanted to prove that I could do it. I did and it was awesome. The crazier thing is my husband signed us up for one again this last March and I did another one.
Wow. Have you done a Tough Mudder as well?
Oh, yeah. Those are awesome. It was funny, my colleague signed me up for one and they totally bailed on me and didn’t do it. So, of course, I dragged my husband again and we both did it. That was super fun. I will do those once or twice a year, however they come up. They’re so fun. At first, I was looking at the videos and I’m thinking, “I don’t know if I can do that. That’s insane.” There’s this part where you jump in freezing cold ice water and I’m like, “No, that’s not me.” You get shocked. I had to swim under barbed wire and I’m like, “I’m not doing this. I’m not looking forward to it.” I was actually really negative and I’m not a negative person. So, I was just super scared, I think. I got there and people are dressed in tutus and really funny outfits and I’m thinking, “What are you guys doing? This is serious.” But it’s not. It’s really fun. It is challenging but it’s so much fun. Have you done one? Do you do things like that?
I have not done that, no. I ran in high school and I ran as punishment in basketball. Basically, all through high school, running was just punishment. Running is punishment.
I know! I know.
Yeah, I don’t ever want to run again. I hate running. I recently lost 65 pounds in the last year.
My wife is super fit. She works out every day at 4:45 but no, Tough Mudder looks interesting. Fun.
It is really fun. I did the ten mile one but they have ones that I think are like three miles and five miles. I mean three miles is really not that far. I justify it because I’m a big Disneyland goer. I’ve always been a Disney kid and I always wear my Fitbit and sometimes I’ll do like fifteen miles at Disney. So, I’m thinking “Okay, I can do that.” And plus, there’s so much positive energy around you and everyone is like, “Yeah!” and you’re like, “Yeah!” It’s so fun.
Yeah, “Get shocked! It’s going to be awesome!”
Oh my gosh, I have the funniest video. So, I did it first. My husband is like, “No.” He went through all the other obstacles and he gets to the last one and he stops and says, “I’m not interested in this.” I say, “Come on, you’ve done everything. You can’t wimp out right now. You’ve done it all.” And he’s just like, “I don’t think so.” So, I told him, “I’m going to go first.” Yeah, it hurts. It’s not super fun but it’s funny because everyone is like, “Ah! Ah!” So, I went through and then my husband goes through…
And what is it? Things hanging down or something?
Yes. It’s like little jellyfish. There are little wires hanging down and you have to go through the mud and there’s the hay that you have to go over. It’s crazy. It’s not that far but it’s still crazy. So, it’s my husband’s turn to go and I’m videoing him and he gets shocked once. He’s a bigger guy and it’s always the big guys that are like, “Ow!” and they are all whining. So, there’s three big guys all going at once and they all get shocked at the same time and the video is hilarious. They all get out because you can get out on the side. They all get out on the side and they’re like, “No, not getting back in.” You can hear me screaming in the video, “You’re going to hate yourself. You’ve got to keep going.” And he says back, “No, I won’t. No, I won’t.” He kept going but he was not happy.
That is awesome. So funny. Alright, you are wild and crazy. Your vibe is just so effervescent and passionate. Oh, my gosh.
I’m a lot, yes.
Your kids must be super mellow.
Oh, no. They’re not.
How old are your kids?
Diego is five. My husband swears he’s a little Brianna. He’s terrified. Lima just turned two and she’s already a diva. I don’t even know. I’m terrified. They’re a blast.
So fun. Brianna, thank you so much for your wisdom on this. I’m going to point people to reach out to you if they’re interested in being trained as a recruiter. They can go to www.themillionairerecruiter.com. And then of course if they are in the Tech industry and specifically engineers, I’ll point them towards your website as well; www.techees.com.
Thank you. I appreciate it.
We will not be pointing admins to you.
Yeah, I already have one.
Great, thanks so much for sharing your wisdom today.
That is perfect. Thank you, so fun. Have a great day.