Intro: Broadcasting live from the Business RadioX Studio in Atlanta, Georgia. It’s time for Atlanta Business Radio, brought to you by My Global Presence. The award winning Atlanta public relations agency that elevates brands and non-profits through authentic storytelling and national media campaigns. Find them at my global presence.com. Now, here’s your host.

Lee Kantor: Lee Kantor here, another episode of Atlanta Business Radio. And this is going to be a good one, but it’s important to recognize our sponsor, My Global Presence. If you want global visibility and meaningful impact, go to my global presence.com. Today on Atlanta Business Radio, we have the founder and chief recruiting officer with Wasserman Talent Solutions, Chris Wasserman, welcome.

Chris Wasserman: Hey. Good afternoon Lee. Thanks for having me. Pleasure to be here.

Lee Kantor: Well, I am excited to learn what you’re up to. Tell us about Wasserman Talent Solutions, how you serve folks.

Chris Wasserman: Well, Wasserman Talent Solutions is a national leader in talent acquisition and workforce development. Specifically, we help our customers and our talent in the areas of technology, finance and accounting, marketing and engineering, essentially mainly corporate functions. And that can range from very high growth businesses that have just gotten a series A, B, or C all the way to some of your most mature known entities and brands in the world that are publicly traded and in the fortune 1000. We help them with executive search, direct hire, which is kind of your individual contributor all the way over to more of what we call staff augmentation and project based initiatives with temporary or contract talent that help move the ball from A to B and complete an objective and then move on to the next assignment. So that’s that’s kind of our areas of expertise and where we specialize across the United States, headquartered right here in the metro Atlanta area.

Lee Kantor: So what’s your backstory? How’d you get involved in this line of work?

Chris Wasserman: You know, it’s an interesting story, kind of unique. I, um, you know, born and raised here in metro Atlanta and Cobb County, specifically graduate of Georgia Tech, studied computer engineering and business. So I come from a technical background out of school. I specialized in consultative types of engagements where we help build products for all different types of firms as a, as a consulting company. And a lot of those initiatives, some of them you’re very familiar with and use actually every single day. Um, from self check in kiosk in our, uh, airline systems at that are airports to some of the apps on your phone, to the way that we consume weather information, um, help to develop some of those, uh, emerging products. And as I was doing that, um, you know, quite simply, I got tapped to help scale those initiatives. So some of my principals or partners would say, hey, Chris, you know, you’re from the metro Atlanta area, you went to Georgia Tech, you, you must have some sort of network. So go help us. Um, copy and paste yourself. We need more folks like you that can help us build these initiatives and these products and move the ball forward. So I ended up, uh, just engaging in the local community user groups, uh, alumni network, etc. and that was just me doing that out of the, uh, you know, uh, being a good soldier, if you will, a good employee and not really, uh, realizing that this was an entire industry. And because of my technical acumen and background, I was fairly good at it. And so I was, uh, became aware of the fact that this is actually an industry that customers and talent, um, leverage to help make the match making connection between exceptional opportunity and extraordinary talent. And so that began my path in the talent acquisition business. Um, and now here we are 20 years later, uh, my second recruiting company, Wasserman Talent Solutions, is, uh, you know, the sequel, if you will. And, um, because of that experience, it’s been a huge contributor to our growth so far.

Lee Kantor: Now, what are some of the things that you wish organizations understood when it comes to the people side of their business? And, you know, especially, you know, aligning with what you do when it comes to recruiting. What are some of the, the kind of the, the things you’ve learned over the years that make it easier for companies to attract the talent that they want.

Chris Wasserman: Yeah. You know, that’s a great question. And I don’t want to paint broad strokes because I will tell you, I get the question every day how how is it going? How’s the economy? How’s the labor force? How’s the labor market? How what are, you know, the things that are, are really important to employers and also important to talent these days. And it definitely is a very diversified mix of, of requirements. And so I, there’s a lot of things that are working well for very specific type of industry. But I will say at the very end of the day, it’s actually not rocket science. It’s really some of the most basic core human being, human emotional, um, you know, characteristics that are really helping to lead to success on both the talent and the corporate side of the equation. And that is really, I hate to, you know, make it so simple. But I’ll tell you, at the end of the day, it’s operating by the golden rule. It’s treating people the way that you would want to be treated yourself. And again, on both sides of that equation, you want to make sure that people are treating you with respect, with clear and transparent communication that they are, uh, you know, emphasizing their critical thinking skills, that they have a sense of urgency, that they are responsive and that they’re trustworthy.

Chris Wasserman: And so it’s, it’s the core skills that we all want in our own relationships and our own friendships and partnerships that are still really the underlying things that companies are seeking for in individuals as well on the talent side. But equally, the talent is looking for those types of employers that will treat them with the right respect and the transparency in their communication. You know, we’ve seen a lot of movement over the last several years in the labor force. We’ve seen so many advances in technology and policy. We’ve been through a pandemic. And that pendulum has swung, um, from being very employer centric to very employee centric. And we’re trying right now to really balance in, in the middle to make sure that both sides are treating each other with the right respect, if you will. Um, you know, no matter if the ball was in their court or not. And so those are really a lot of the key underlying factors. It’s just what is your personal brand? What is your corporate brand and what is your reputation for treating people with those core human emotions and kind of Competencies.

Lee Kantor: So it sounds like what you’re saying is that kind of the human to human relationship part is still there and is an important component when it comes to building out kind of the culture of the organization and turning that culture into a place where people want to go rather than have to go. And then from the from the candidate side, you want to build your personal brand to the point where people are seeking you out.

Chris Wasserman: That’s absolutely right. It’s a very unique environment where we’ve got more technology than we’ve ever had in the time of humans. And yet at the same time, we’re still seeking the human connection. Now, it’s quite the conundrum because we want to have that human connection, but also with the ability to really leverage those technology, technological tools. Um, and, but not let them replace, if you will, the core components of what make us human. So yes, you’re absolutely right on both ends of the spectrum. That human connection, that ability for, uh, you know, someone’s authenticity who can still leverage technology but not let it replace them or depend on it too much. So it’s a very delicate balancing act that everyone needs to really, um, take note of these days because you need to be able to have, uh, be successful with, with both areas. You need to still be a very authentic, genuine human that is, uh, has empathy and can communicate and understand and, and work with others and collaborate, but also being able to do that in many different channels and formats and a lot of the time leveraging different technology or AI tools to even be more effective, um, and almost augment and emphasize who your core character is.

Lee Kantor: So what’s it like when you get a new engagement with an organization? How do you kind of explain to them how it’s going to work from your perspective, and how to kind of maximize the return on the investment that they’re they’re putting into you and your team.

Chris Wasserman: I really appreciate that question because it really is such a key part to our success. Um, when it comes to how we engage with customers, you know, there’s, it’s no secret, you know, talent acquisition, there’s, there’s, it’s a, it’s a fairly saturated, convoluted segment. There’s a lot of people out there that do this work. Um, and now there’s even more tools and technology. What we find is that people are usually coming to us because they’ve kind of gone down plan A, maybe even plan B sometimes. And you know, they ultimately have said this is not working. And so we really try to emphasize the why of why is it not working, and here’s how we’re going to be different. And a lot of that is, first and foremost, understanding and leaning into the work. We’re really trying to create a narrative. We’re really trying to understand why does the role exist? What are the problems you’re trying to solve? What are the types of personality and culture aspects that fit very well into your environment that ultimately create success? What are the opposites? What are the things that do not work well? We want to reach out to individuals, and at the end of the day, I don’t mind the terminology headhunter because that’s really where we come into play. We are a little bit different in the way that we approach talent acquisition, acquisition. We actually do not post any of our jobs. So many people out there have a philosophy of what I call post and pray. Um, they put a job out there and they’ve got their fingers crossed and they hope that the right talent is going to apply, be available, see their posting and that, you know, ultimately they’re getting the cream of the crop and the best candidate.

Chris Wasserman: And unfortunately for them, that’s just not the case, especially in today’s time. So we need to go out there and we need to attract the best talent, but not only the talent that has the right skills, the right experience, but also has solved a lot of the problems that they’re trying to solve, leveraged a lot of the experience of been there and done that to help hit the ground running. So it’s so important for us to really have a very consultative, uh, conversation up front. You know, everyone’s very busy. I really try to emphasize that spending 30 minutes with us up front. Could say 30 hours on the back end. Um, and that’s really why we’ve had so much success with our metrics and our sub to interview ratio and interview to offer ratio and ultimately our acceptance ratio. Because worst case scenario is you go down this path, you’re, you’re dating, you fall in love and you propose. And the answer is no. So it’s so important to lean into the process and really treat a third party talent acquisition partner as just a, an extension of your own internal recruiting efforts. And just be very candid, be very transparent on why these things exist, the problems you’re trying to solve, and really the types of key, uh, skills, both technical, um, you know, hard and soft skills that will help you move the ball forward and achieve your mission.

Lee Kantor: So now let’s look at the other side of the coin from that. Maybe the candidate, um, lens. Um, I have a family member that recently was um, let go. They had their company had a transition as the, as companies do their in a technology background, their customer success. Um, what advice can you give a person like that where they didn’t do anything wrong? They’ve been promoted recently. Everything is going good. All of a sudden the company has a shift and there’s a transition and they’re let go. And now they’re out there. There are free agents. So what are some of the do’s and don’ts, uh, from your perspective for from the lens of a candidate to find that next opportunity? That’s a good fit.

Chris Wasserman: Yeah. Lee, I really appreciate this conversation. Uh, this question rather, I actually have this conversation almost every week because, you know, as I mentioned, it’s kind of a, it’s kind of a weird market out there. It’s a mixed market. There are some industries that are thriving, um, and growing, and there’s others that are reducing or shifting or changing, um, as you alluded to. And there are, uh, probably too much of exceptional talent that are on the market these days. And a lot of the time, uh, it’s, it’s individuals that have been gainfully employed for decades and now they find themselves in a very unfamiliar position, a very unique position of being on the job search. And so many things have changed. And, um, it’s, it’s, um, it’s a unique market because, you know, as going back to the technology, technology can have its ups and downs, its good and bad. Unfortunately, from my perspective, the, the, the employers are leveraging technology a little bit too much. And so it really becomes imperative that the candidate, the talent has true relationships and those that human connection that they are really building their network, um, leveraging their community, leveraging external partners and recruiters like us, um, really strong with their LinkedIn profile. A lot of the way that companies are searching these days, it’s not just about your resume, but it’s also your online presence. It’s also making sure that your social media, both professional and personal.

Chris Wasserman: Because don’t think for one second that HR managers and talent acquisition professionals aren’t doing those searches to check out who you are online and what, what does your social media presence. So be very, um, be very cognizant of that. Make sure that your profiles are robust. Try to engage in the online community, whether it be LinkedIn or any other type of social networking platform where there’s collaboration and discussion to, to weigh in on things. Get yourself out there, get comfortable being uncomfortable. Go to networking events. Do anything you can to start engaging and really marketing yourself and branding yourself, but really leveraging those human connections. I will tell you, all too often we hear people saying, I’ve applied to, you know, 20 jobs this week. And I just I haven’t gotten any responses. And I hate to tell you, but that is normal. That is no indication of, of you, your skills, your experience. Please do not take it to heart. I have to do a lot of coaching to tell people that is not reflective of your value. You are tremendously valuable. Unfortunately, behind the other, on the side of the application, that online application, which by the way, has become so easy that our our customers and the client side are they’re inundated. So you may be wonderful, but they get inundated with thousands and thousands of applications in such a short amount of time that you kind of get lost.

Chris Wasserman: And so having that human connection where you’re maybe able to leverage somebody that, uh, is, uh, a part of that organization or has a connection, a third party connection that can make an introduction or even give you a reference. More than ever, it’s important to make sure you are networking and really leveraging your relationships and putting yourself out there, marketing yourself. If there’s any opportunity for you to meet people in person and shake a hand, there is no substitution for that first impression and that ability to build rapport in person. In today’s time, you know, again, the pendulum swinging, we, we, we’re so used to even text messaging, we don’t even pick up the phone as much as we used to and have a, have a conversation, even with our family members. You know, we see social media. So you feel like you have a connection with someone because you see posts and you see what they’re doing. So you feel you got this false sense of connection, but nothing will substitute for you getting out there and networking with people, leveraging those connections, building that, um, those skills, those interpersonal skills. And also again, of course, trying to chime in, um, to be heard and be seen, be on just, uh, hitting the apply button or submit button. It’s more important than ever that you differentiate yourself. And those are some of the ways that you can do that.

Lee Kantor: So what would you recommend a person’s week be? If you’re looking for a new opportunity and you don’t have one right now, like what should you be doing day to day throughout the week in order to maximize your chances of landing somewhere good?

Chris Wasserman: Yeah, I actually say this quite often. It’s sometimes today it’s a full time job to find a full time job, you need to be incredibly engaged. First of all, you need to be really identifying opportunities that are really a great fit for your experiences and skill sets. One of the other things that I’ll mention is I think it’s very important to have multiple versions of your resume. I know that maybe not a popular opinion, but listen, we’re not all professional resume writers. Sometimes if you have decades of experience, it’s very challenging to capture all of the experiences and successes and, and, you know, a couple sheets of paper. And so when you’re looking at those different job postings and you think that that’s a great fit for you, one, you really need to tailor your experience to those requirements. If they’re asking for very specific skills and technologies listed, they’re looking for very specific, specific types of experiences. Make sure you highlight them. Make sure you’re focusing on the things that you’ve done and what were the outcomes. We want to be results focused and say, hey, this was the problem and this is what I did, and this is the outcome. This is what we achieved. Um, these were the lessons learned. So a lot of times it’s almost impossible to capture all of that and, uh, a couple page document. And so sometimes you really need to tailor to each, uh, each position.

Chris Wasserman: So that’s one thing, you know, you need to make sure you’re also speaking to the type of industry per se. If you’re very niche in your area of expertise, then you want to speak to that type of understanding of that industry. It could be from a policy perspective. And so those are the some it could be from a customer’s perspective. Going back to your example about your family member with customer success, I mean, that’s very it can be very nuanced to the industry that they’re in. And so being able to Communicate that I know this customer, I’m going to be able to come in and hit the ground with a true understanding of the, the, their life cycle and their pain points and the nomenclature and the kind of the verbiage that people use and all the acronyms. So again, you want to be customizing to the types of opportunities. You also want to be again, out there trying to get in front of people. Uh, meetup is still a thing now post pandemic, you know, everything went virtual. We see that people are getting back to the user groups. They’re getting back to the meetups, they’re getting back to the people that are truly passionate about a certain subject matter, and they’re getting together to talk about it, and they’re trying to solve the problems and, and, and build that rapport and create that network and camaraderie.

Chris Wasserman: So get out there, get yourself out there again, get comfortable being uncomfortable and start researching what’s going on in my area. Are there any conferences that I need to go to? Are there anything where, you know, I could also be improving upon my knowledge in the area and networking with other people that are subject matter experts. So again, it takes a lot of time and energy today to make sure that you are doing all the things to convey your value proposition and all things in-person and digital. And that can mean a lot of research that can mean a lot of, uh, on site. That can mean a lot of networking. There’s just so many things that somebody can be doing. But again, I want to emphasize just hitting that apply button is not going to get it done. You really need to be leveraging all of your networks. And listen, um, I’m very proud of the firm that we’ve built here and we are one of the best, but there are some other great talent acquisition recruiting companies out there. Make sure you’re building partnerships with those individuals and those organizations, any type of third party organization. I just I really feel that our business is thriving because we have that human connection and our customers are leaning on us more than ever because they know that we’re doing the due diligence and putting people through a very thorough vetting process so that when we’re presenting talent, they have a lot of confidence that this is the real deal.

Chris Wasserman: This isn’t just some AI resume or this is a really true, authentic person that has been vetted, and they know that they’re going to be a good culture fit. They know they’re going to be in the right compensation range. They know that they’re going to be in the right location range, especially in our lovely metro Atlanta traffic. It’s very important to be talking about commutes, and we want to make sure that we’re checking all of those boxes. And a lot of the times it’s only a third party recruiting agency that is having such a thorough conversation about all of those things. So when they present a talent, a hiring manager has a lot of confidence that this is absolutely somebody I want to speak with. So make sure you’re paying attention and building that network and getting connected with all of the recruiting agencies, um, in your local area. And also, you know, there’s a recruiter for everything. Everybody has, uh, some sort of recruiting a niche. There’s, there’s law, there’s medical, there’s technology, there’s finance and there’s accounting. Make sure you’re talking to the right agencies that specialize in your experience. That way they’ll be able to focus on connecting you with the right opportunity.

Lee Kantor: Now, in your work with the organizations that you serve, what is kind of the pain that they’re having right before they call you? What is kind of the signal or a sign that, hey, maybe I should be calling Chris and his team.

Chris Wasserman: Yeah. Honestly, they’re exhausted because again, you know, we we’re, um, we, there’s a fee attached to us, right? Like we are, um, a professional service. So just like any other professional service doctor, lawyer, uh, mechanic, you name it, right? Like there’s, there’s a fee for that. So what do people traditionally try to do? They try to avoid that fee and they try to go down their own path and see if I can do it myself. Ddiy um, and so they typically have gone down that path and they realized, gosh, I, I’ve spent so much time and energy trying to do this and I’m just not having success. Um, and success is, goes back to the reason they’re not having that success goes back to a lot of the things that I talked about earlier. You know, a lot of times you just, you can post a job. There’s lots of different platforms out there that you can post a job and post. And prey is typically the methodology of trying to recruit internally 99% of the time. Um, and so they get all these applications and they’re just inundated. They have to turn it off within a couple hours because there’s so much that comes in. And then, you know, probably 90% of those applications are not meeting the qualifications, the criteria. So there’s a lot of vetting going through these profiles. Then they’ll finally, uh, you know, target, you know, a few profiles that they want to speak with and they start having those conversations, but then they find out, oh, they’re actually not even in my area or they’re not even in close into the compensation range, even though all of those things are clearly stated on that posting and on that job description.

Chris Wasserman: It’s so frustrating because there’s even qualification questions that say, are you, um, in this metro Atlanta area and are you willing to go on site three days a week? Are you, in this compensation range? And all these people will apply. And then what do you know? You start having a conversation and the answer to all those questions is no, no, no. And it’s a giant waste of time. So by the time they come to us, they’re just exhausted because they’ve really tried to do it themselves. And they put so much time and energy into this search. And so they’ve come to the, you know, realization. It’s worth paying a fee to get great talent and save my time and energy. And oh yeah, by the way, every day that this job is open and I haven’t filled it, I’m not moving towards achieving my goals because I need this individual. This is a core component of my team, or I need this subject matter expertise that I have a gap in my organization right now, and without it, I cannot move the ball forward. So now I’m behind on my initiatives.

Chris Wasserman: So I’ve spent all this time and energy trying to find this person, and I’m not being able to do the work that I’m responsible for. And now I’m being held accountable. And so by the time they come to us, they’re exhausted. And they just, they’re saying, hey, here’s my problem. And then we’re able to have that detailed conversation, that consultative conversation, and really help make sure that we only provide the best and brightest, most aligned talent. You know, typically we’ll provide, you know, three up to five, but no more than five resources. And most of the time, our customers are going to have a tough problem ahead of them where they’re going to say, wow, I don’t know which one to hire because they’re all so excellent, so well aligned. So they usually, again, you know, I understand there’s a cost associated. We all do it. And it’s our normal human, you know, instinct to see if you can do it yourself. But, um, in a, in a a very challenging job market, especially when you’re looking for a very specific, um, skill set or experience something that’s very niche, it can be very challenging to find that if you’re just posting a job and you don’t have the team, the skills, the resources, the technology to really go out into the market and find the right talent. And so that’s really where we thrive and why our customers lean on us so much.

Lee Kantor: And then, um, from your organizational standpoint, when you went from, you know, an idea and a startup to the explosive growth that you’ve attained thus far, how did you build your team? Like what were some of the things you’re looking for when it comes to building up kind of the, the Wasserman Talent Solutions team?

Chris Wasserman: Yeah, I love that question. Thank you for asking it. I I’m in a blessed position where, um, you know, I’ve, I’ve had to learn things the hard way. Um, by no means did I get it right the first time I’ve been doing this 20 years. Um, I, I’ve had to learn things the hard way. I’ve had to have some trial and error. I’ve had to fail and hopefully fail fast. I’m a very unique position that when I decided to launch Wasserman Talent Solutions in 2021, um, I’ve had some previous success. I’ve had some built some companies, I’ve had some acquisitions. I’ve worked for large corporate companies. I’ve seen way to do things the right way, and I’ve seen way to do things the wrong way. And so I had a lot of lessons in institutional knowledge. And I also had a network. And so when I decided to start Wasserman Talent Solutions, I was able to go to my network and cherry pick some of the best and brightest that I’ve worked with, um, throughout my career. And so I’m very blessed that those individuals, uh, believed in me to, um, come on this journey with me. And, um, believe it or not, I’ve also leveraged a recruiting agency. So as I mentioned earlier, there’s a recruiter for everything. There’s even a recruiter for recruiters. So there’s specialized talent acquisition professionals out there that help, uh, you know, staffing and recruiting companies find the best and brightest for me.

Chris Wasserman: I really was looking to, um, clone myself, if you will, not that I’m anything special, but I do have an incredible sense of urgency. I’m a very, very transparent communicator. What you see is what you get. Um, I’m a terrible poker player because you can read my body language and, um, I like to speak the truth, um, of course, with empathy and professionalism, but I’m not one to mince words. And so I need people in a business that’s so reliant on clear and transparent communication. Um, you know the other thing about our company, Lee, is that we are 100% remote, so we do not have a physical location. We’ve got teammates all over the United States. And so people that can really operate with that, um, sense of self accountability and integrity, people that take pride in the work that they do that have a passion for really connecting exceptional talent with extraordinary opportunity. Those are the types of people that I’m looking for. I’m looking for the people that, um, really communicate effectively. They have a sense of urgency. They take pride in what they do and they operate with integrity. And again, at the beginning of the conversation, I talked about operating by the Golden rule. Just treat people like you would want to be treated.

Chris Wasserman: I don’t want to oversimplify it, but believe it or not, it is that easy. So those are the types of things that I look for in individuals and I’ve been blessed to not only find those great soft skills, but also with very seasoned recruiting and talent acquisition professionals that really know the art of talent acquisition and have had tons of years of experience. And because of that, you know, we really, we, we have, we have the A team over here. I know I’m biased, but we are we’re not a massively large organization. We’re we’re tiny but mighty and we’re very effective in our output. And because of that, um, we’re able to have fairly low overhead. And then that enables us to pass those savings on to our customers, um, in the form of financial benefits. Um, because we don’t need to have a bloated, uh, organization, whether it comes to just, uh, human resources or infrastructure. So to answer your question again, I really am just looking for people that operate by the golden rule that have a strong, Strong sense of self accountability and operate with integrity. And I’ve been blessed over my career to interact with those people through different chapters. And in this story. And again, they were, they were, um, you know, willing to come and join us on this journey. It’s been fantastic.

Lee Kantor: So if there’s somebody out there that wants to learn more, have a more substantive conversation with you or somebody on the team, what’s the website? What’s the best way to connect?

Chris Wasserman: wassermantalent.com. Um, you can find us on LinkedIn. Um, you know, I’m always open to having a great conversation. Look for us out. We, we’re sponsoring many events, whether it’s in the industry, whether it’s in the community. Um, you know, one of the things, Lea, I’d be remiss if I didn’t really highlight, I think another attribute to our success. And I guess I should have mentioned this too, about the type of people on our team is, you know, when we started Wasserman Talent Solutions, we really did it very Intentionally with a goal to not only make some money and deliver great service, but also have an impact on our community. We really wanted to make sure that we paid it forward, and that we were focusing on initiatives and social missions that help not only do some good in the world, but make our community a better place and move our community forward. And so we’re out there quite a bit. Um, you know, supporting industry events and sponsoring, you know, conferences, but we’re also out there, um, you know, getting in some sweat equity and some good karma to help, um, to pay it forward. So whether there’s an opportunity for you to lean in into community initiatives through volunteering and, and seeing some, some of the things that we’re engaged in out there, come, come, say hello to us in person when we’re out in those events. Otherwise, you can reach us on our website or even give us a shout on LinkedIn and send us a message.

Lee Kantor: Good stuff. Well, congratulations on all the success. You’re doing such important work and we appreciate you.

Chris Wasserman: Well, I appreciate you. I appreciate the time of your listeners. And again, um, you know, one thing I’d like to leave with everybody is, um, if you’re on the market, um, you know, keep your head up. Um, you’re, the market is very unique these days, so make sure you’re doing everything in your power to leverage that human connection. You are very valuable. Never lose faith in that. Um, we appreciate, um, all of the, uh, support from our community and from our business partners and our talent over the last five years. And we’re very grateful. And hopefully you continue to see our rise and we continue to impact our community.

Lee Kantor: All right. This Lee Kantor, we’ll see you all next time on Atlanta Business Radio.