From Hands-On to High-Tech: How Innovation Is Transforming the Next Generation of Trades Talent

This is straight straight straight out of Crumpton with your host, Greg Crumpton. Good afternoon, everybody. Welcome to another episode of Straight Out of Crumpton. I'm Greg Crumpton. Proud to be coming to you today from a beautiful day in Greenville, South Carolina. Proud to be here, proud to be living in the south on days like this because it sure is nice. Just reminds me of why I live here. Guys, today I have a guest joining us who I've come to know really the last few months, And it was a weird way that I met this character, but I met him nonetheless. And he's doing some really cool things for the treats for his family and for America. And I'll let him tell a little bit about the story, but really active in the trades and making sure people get exposure to the trades. And then once exposed, providing a tool for tracking your progress through the trades and something that travels with you. Really, really cool. And, you know, I've been thinking about it and like I've come up with a dozen different uses for his piece of software, his product that I haven't even told him about. Maybe I'll I'll tell him about it, I can get a cut on the commission of that. So we'll see. That seems to be my theme today for some reason. But without further ado, joining us today is Mr. Austin Bass And Austin is he is a dual president. He has two companies that he's running right now. One is OJT Logbook and the other is a nonprofit called Join the Trade. So Austin, welcome to the show, my man. Hey. Thanks, Craig. Thanks for having me. So you have quite a interesting path of how you got to be a part of our wonderful skilled trades world. And you started out in absolutely nowhere near a skilled trade. So why don't you walk us through a little bit of the Austin Bass timeline of life? And how in the world did you wind up here? Yeah, thanks Greg. Good question. Daily. Right? I'll I'll try and make it brief. I grew up in Texas. I went to school there and then started in the army. I was an infantry officer. Served at the one hundred and first Airborne at Fort Campbell. And after my first deployment is when I met the girl who would eventually become my wife, Nicole. After being in the one hundred and first, I then took a different assignment as an instructor at US Army Ranger School. And from there, I left the army. I got hired by and started as a special agent with the United States Secret Service in New York City at the New York field office. And then after a couple of years there, I kind of made a lateral move over to the Federal Bureau of Investigation, where I was a special agent at the Washington DC field office. And I worked counterterrorism cases and served on the SWAT team. I was a firearms and attacks instructor. And the whole time, like I say, way back in twenty ten, I met my wife, Nicole. She has been part of the Skilled Trades community since about twenty twelve when she started working for a mechanical contracting company. And from there, she she started off in a sales role as an MSR. And then she became a pattern of seeing issues in the industry and then developing software to solve those issues. And she did that a couple different times. One of the most recent one was one that we collaborated on together. So, in around twenty twenty one, twenty twenty two, she came to me and she said, Hey, I've got an idea. I want to start another software. And I said, Of course you do. She said For those of us that know her, of course, you is the answer. Exactly. So I said, tell me about it. And she described the problem she was trying to solve, And that was that a lot of the mechanical contractors that she was working with were having a hard time getting a handle on their training, both how to implement it, how to verify it, how to document it, and then how to sort and kind of keep track of who was trained on how to do what, how to work on what pieces of equipment. And I told her that that sounded a lot like a logbook, a digital logbook that we had at the FBI. And so based on my experience with that particular tool and then her experience with the trades industry, we collaborated and built what became OJT Longboat. And here recently I've left the government and I do this full time now. So you're out zeroing in a fifty caliber sniper rifle, and she's Trying to get people to buy maintenance contracts on air conditioning. That's quite a combo. It was. And most people can't say that, Austin. I mean, that's a gift. So, you know, it is weird when you can take something from the government that's actually useful, like the logbook, and convert it over into the real world. But you know, like everything I hate using absolutes. Like most things, a need was solved. Nicole, having the need you have and the experience, I mean, seemed like that made perfect sense to pull it together. And you know, not just mechanical contractors, electrical, you name it contractor has to keep score on who does what, when their certifications are expired, what's next. I mean, just the whole litany of, maintaining your training record. And you and I were discussing not long ago when When the FBI or whoever, whatever three letter acronym you want to use, has a shooting occur. There is an investigation And you have to have your documentation really buttoned up. And that to me is like having OSHA come and look at your stuff or like a customer we're dealing with a customer right now who has set a pretty, I won't even call it rigorous because it's not that difficult in what they're asking for, but it's something different than what we have historically done for record keeping and being able to prove stuff in the training way and in a safety way. We just have to have a way to to quickly and systematically not only upload but access what Bob Smith or what Cheryl Jones has in their file of what they're qualified, certified and current to do. Is that accurate? Yeah. A hundred percent. Like you said, all federal law enforcement, but my experience is mostly with the bureau. Yeah, there's a very regimented, very structured system that gets enacted whenever there's either a workplace accident or an agent involved shooting. And it revolves mostly around documentation of their training. And so, yeah, and it's been interesting that the companies and customers that we've been talking to, and and you're right. Across across industries, not just mechanical, but electrical construction. We've even talked to some aviation companies. They're good people doing good work. And But getting a handle on their documentation can be quite a chore, particularly as they grow. Where, you know, when you're a small shop, you can kind of maintain everything in an Excel spreadsheet and Manila folder. Then one day you turn around and you've got a hundred employees and trying to find where all that stuff is stored and managed becomes quite the headache. When I think about where we are as human race in the technology world and with things changing at a record pace, you can't be irresponsible any longer with a good conscience about keeping records. I mean, it's just it's germane to the job. It's table stage for being a professional. And our industry, mechanical industry, and I'm sure every industry says that their industry is different, you know, because we all think we're special. We're special in not a good way, in that we do not like anything associated with doing anything differently than we did in nineteen whatever. I mean, if you just say nineteen nowadays, you get the point. But that's not adequate anymore. We have to It's like plausible deniability. If you know stuff is available and you're choosing not to do it, that's not a good look to me on what you're doing for your company. And I don't mean that in a personal way. I mean, your company has to represent well. And I think understanding tools, I even hate to say the word AI because I say every other freaking sentence you hear anybody utter anymore. But just the onset of digital everything requires us to be at a certain level. And not doing it just not adequate. I mean, don't know. I'm sure that might not set well with some people that are maybe they're running a five person shop and it's okay to keep a spreadsheet. But when your customer says you're going to upload this to a portal and you're going to show me this, show me that, you have to do something in a digital format that's shareable, that has multi point access, that has oversight, that has dashboards, all that good stuff that we've come to love. So I'm personally thrilled that you have this platform because I'm trying to figure out how many different ways we could use it at my day job at ServiceLogic, but other contractors that I talked to that are not part of ServiceLogic also are going, yeah, wow, I never thought about that. But to your point, they've got the extra thick manila folder with the wide expanse at the bottom because they got to one hundred and fifty people. And here's Jerry Jones welding certification in there from two thousand and three. Well, Jerry retired in eleven. I don't think we need to keep that document, but you get my point. What are I'm curious, like when you're talking to people, what some points there or what are those light bulb moments where they go, I see now how this could really help? What are some of those little nuggets people are gang, you know, what's the flash for them of like, okay, I get it? There's a couple different things that I've seen consistently. One is they've had a problem in the past. Maybe they, like you mentioned, they ran up against a customer that required a level of documentation that they didn't have. Or one that one that I probably see the most is their They're, again, good people trying to do good things. They want to build their own internal training program, whether it's an apprenticeship or more advanced training. And just being able to have a repository for all that stuff is something that as they go down the road of building that program kind of quickly, learned that if they don't get something in place soon, then people will begin to kind of develop their own proprietary reporting systems through WhatsApp or email or word-of-mouth or whatever. And so getting it being able to show how we aggregate that training information between the stuff that happens on the job, the stuff that happens like you mentioned, the certificates that they all need to maintain and manage, and being able to see where all that is stored and managed in one place is usually kind of where the light bulb turns on. I had a consultation call this morning with a friend of mine. We're working on a design for a pretty cool application for a data center. And the comment was made by an engineer on the call about certification on this piece of equipment. And I said, well, do you have to be certified on that, or do you have to be trained on that? Or What you know, and he's like, you know, I don't know that question. I don't know the answer to that question. And he said, I'll have to try to dig that up through the guy's folder. He's talking about one of his own field technicians. Just having that kind of stuff handy would be really nice to know, especially and you know our industry well enough to know that an air conditioner is not an air conditioner, it's not an air conditioner. Jesus knows how many different names, makes, models, varieties. So I was in a training class I went to last winter down in Charleston. I'd never seen this guy present before. I'd heard nothing but good stuff about it and about his course. So I went down there, freaking snowed in Charleston the day I was there. It's the weirdest thing. The guy's name, his name is Jordan Steiner. And I was sitting up there listening to Jordan present, and it was on this one particular Johnson Controls chiller, a magnetic compressor without bearings or without oil. And that dude could rattle off all these model numbers. And I was sitting there thinking then, even before you and I started talking, how in the world would a service manager or a dispatcher or a customer service or whoever know who to send on what job Because a YMC squared machine is not that much different than a YMC unsquared machine, which is not a real thing. But my point is they're so similar, but the nuances that you are trained to are so different that they're not interchangeable And I was just sitting there thinking in Charleston. I probably should have been paying more attention to class, but I was paying attention to the fact that if I was a dispatcher, how would I access who was trained on that machine? Because it's so freaking important that we send as a company, back, I got my service logic hat on, that we send the right technician to the right job at the right time, and that's not good enough anymore. Now it's qualified to work on a certain piece of equipment because everything is so nuanced. And that's not easy to do with many methods that we as contractors keep score on right now of who's trained on what. So this is just spot on to me for really dialing in your customer service, being able to offer the right solution at the right time. Yeah, I agree. To your point, it's been interesting to me coming from the government and now working with private industry, there's there's some sometimes it seems like there's there's no rules. You know? And so helping companies establish what those rules or what those standards should be, that's exactly what we do. And to your example, building up a workable, repeatable, reliable list of what it takes to work on chiller YMC squared versus what it takes to piece of equipment YMC cubed and being able to have a repository where all that information one, verify that the person's actually received the training and and work on the unit two standard. And then having a repository for all that to be in one place where a manager or dispatcher can say, Okay, this piece of equipment went down. Who is qualified to work on it? At least to our standard. So being able to set those standards and then, like I say, in a reliable, repeatable way that you can then have your senior people train your younger people to make your workforce more what's the word I'm looking for? To increase readiness is what we would say. Increase workforce pettiness. Let's see, we can call that efficacy of your technicians. So you know that skilled trades are in high demand and we have fewer people to do the work with. You're recording everything that we're doing. The other side of your coin is attracting people into the trades with your nonprofit sector join the trades. So tell and and what I'm trying to understand or trying to communicate to the public here is how one feeds the other and vice versa. So tell us about Join the Trades and the nonprofit mission there and then how that rolls into our overall scheme. Sure. I do want to just highlight that Join the Trade is actually not a nonprofit. We're a for profit company. So Yeah. So join the trades dot com is another brain stop right there. Go ahead. All right. I'm on my back up. All right. Austin, a while ago, I said that joined the trades was non profit, but it's not. It is a for profit business but it is for the benefit of the trades I think is what my brain was saying that my mouth couldn't keep up with. But tell us about the Join the Trades effort and how that parlays into the overall scheme of what we're doing. Yeah. So join the trades dot com is a think of it like a permanent online job fair. So and It functions What found is there's really no good hiring platform for entry level into the trades industry. You've got your Indeeds dot com and ZipRecruiters, and then you've got, you know, individual hiring efforts by by different companies. And when they're looking for new talent, when they're looking for someone young, someone hungry to get into the organization, whether it's through an apprenticeship or something else, a lot of them go to job fairs. They go to local high schools, local community college job fairs. And that's where they find a lot of their talent pool. And so, we wanted to build an online repository could be open twenty fourseven so that you didn't have to rely on things like job fair. So it functions a lot like Apartments dot com. And when you said it's a nonprofit, it's free to a job seeker. So if you're a young person or new to the trades and you're looking for a new career, it's free to you. Get online, search through all the different employers, different industries that we have on the platform. And then there's there's an assessment that that we've built using AI to kinda help, you know, with your likes and dislikes and things like, are you afraid of heights? And trying to help you narrow down what trade industries or hands on industries might be a good fit for you. And then let's say you work, you find one in your area that you like and you would like to apply for it, then there's a resume wizard. I answer a couple of questions, give a little information about yourself, and then the program kicks that resume off of the employer. Then the employer has the option to set an appointment for an interview if they're hiring. And And for the job seeker, it's totally free. We charge a hosting fee for the employer. So very much like an Apartments dot com. You can get online and you can look at any apartment you want, and then you have to submit the application. Right? So it functions a lot like that, but for trades and hands on careers. You know, I I I spend a fair amount of time, all the time that I can find to do it, talking to young people about what their life can look like, whether they choose traditional education post post high school or whether they're more attuned to trades work and having people involved in your life is critical. I was just I had a bite of lunch a while ago and I was watching the news and they were talking about the loneliness factor and the inclusiveness of a lot of young people this day and age. And and some of the negative things that come out of being so inner looking and not outward looking, But you know, it The young guys and and and and ladies that I am involved with, I find that if you spend time and allow them to come out of their little cocoon at their own particular or in their own particular way at their own particular speed, man, when you show them the possibilities and all the cool stuff that they can do, it really makes me, Austin, so it reminds me every time that we've got to create awareness of what is out there because a lot of kids are growing up differently than any generation ever has before, where they're not doing things with their parents like somebody your age or my age used to do, and we're not the same age for you listening audience. But just tinkering around the house or working with dad, doing something in the garage, We don't have as much of that this day and age. So there's not as much exposure and awareness to what jobs are or what careers can be. And I've told this story several times. I won't repeat it, but just using the iPhone as an example to a group of youth of what happens when you press the icon. It's not magic. There's a lot of stuff that happens electrically, telecommunications, mechanically. And the kids are like, wow, I had no idea all that happened just when I pressed to their friend, You're a moron message. A lot of stuff happened to send that moron that message. And I think the more we can help people see that, the easier it is to get them interested in joining the trade so that they can really utilize the platform you guys have built Because, I mean, you can have a great tool, but if nobody knows that that's an option for them. It's just a great tool sitting in a vacuum. But I think I don't I can't prove this statistically, what my gut and my conversations are that we are turning the corner where people are beginning to see that we're in a pickle because you wait a month for a plumber or you waited three weeks on air conditioner or whatever, people are beginning to feel the impact of taking trades out of high school. And, I use the dog bone analogy. It's got two big ends and a skinny part in the middle, and we're in the skinny part. So we've got to move two ends being retirement and newcomers. We got to move on through quicker And it just pre we we've gotta talk it. We've gotta show young folks when if you if you become aware, here's a way. And then if there's a way we have to get employers to say, come on, we're willing to invest in you. Even though we don't need you today, we are going to need you tomorrow. And tomorrow being figuratively or literally. So it's a big juggernaut, but I love the fact that you guys are kind of addressing it from both end. Yeah. No, thanks. And that both ends is exactly what join the trades is is meant to do, Like you said, you've got a generation that's very tech savvy. Most of their lives exist online. And then for so how do we get but they're also very interested in trades careers. Yeah. They're maybe the most interested generation that we've had in quite a long time. And then you've got the employers who need people. And so getting employers, some of which are maybe a little older, to connect with younger people, it's gonna happen, especially if it's gonna happen at scale, it needs to happen in a virtual platform. And that's that's exactly what Join the Trades is. So your interactions with employers, have you noticed them being more open these days compared to not these days of we're willing to invest in our future? Are you still seeing because I'm still seeing hesitancy to bring on people before they need them because we're so driven by profit and I know we have to be to a degree, but can you sacrifice a pointer to a prophet to bring on young people so that you're profitable in ten years and not irrelevant in ten years. That's my worry. From what I'm seeing, that tide is turning. There's, I think for a lot of trades industries, they obviously love to be able to hire a fully qualified journeyman that that you can trust to perform at a certain level. However, The gap is so large in most places that there's not enough journeymen to go around. A lot from what I've seen, A lot of companies are turning the corner where they can't afford to wait. And it's cheaper, more efficient. And in my opinion, and what they're finding is they get a better quality technician on the back end if they're willing to bring in someone who's green, someone who maybe not has any experience in the industry, and then train them the way they want to train them in house. And so think, yes, I think that's absolutely changing in a lot of places. We still do run up on it every now and then that I only want to hire a qualified journeyman. But in my experience, it seems like most employers are kind of seeing the writing on the wall and that if they stick to that playbook, they're just not going be any journeymen to hire. Yeah. You get really good journeymen and your revenue continues to go down every year. Right. Right. Because you don't have enough returns or one retires, you're not replacing them. I I I don't know what it takes for some of these folks to realize that we're retiring three and we're hiring one. That that's just not sustainable math. I don't care where you went to school. You have to invest. I get it. I run a business, a mechanical business. I know how important it is to ensure profitability. But you have to be able to think beyond next week's payroll. You have to be able to look ahead and say, okay. Half of my workforce is fifty years old or older. And you have to replenish that because even if they don't retire on your watch, they're not going to want to do the type of work you're doing until they're sixty seven. They physically can't do it in a lot of cases. So in order to maintain, you have to bring in and introduce new people. And then I hear this, I call it an excuse. Well, we hire people and we train them and then they leave. Why are they leaving? Why do you have turnover? And okay, so now you've decided you need young people and you're willing to train them to a degree. That's not enough anymore. You have to show them a road map. This is what this looks like. These are your milestones to hit to get there. I still see resistance in that. Like, the people that are my age are going, okay, I'm giving you a good job and a truck and uniforms and tools and yada yada yada. And now you want me to give you an extra week off because you want to go do whatever it is you wanna do instead of working overtime? And the answer to that is yes. Now I don't care if it's right or wrong. It is what it is right now, and that's the environment that we're working within. You know, my wife and I were talking the other night, we're actually laughing about the fact that when I was a young guy coming into the industry, we didn't have any paid days off. If you didn't work, you didn't get paid. That meant you saved up for Christmas. Any holiday you didn't get paid for, so you had to save up for it in order not to affect your weekly money. We didn't have air conditioned trucks. That's fine for nineteen eighty two. But in twenty twenty six, there are certain requirements that we have to have in order to attract people and more so to keep people long term so that the training that you make and the investment in training you make with them when their first year, you get the benefit of for the next twenty years when they don't want to leave you because they have a good job. And I think we're, like, a third of the way there with a lot of people. But the other caveat, Austin, is that there's a lot of guys my age and ladies my age that are ready to retire, and they're starting to sell their companies And the younger generation that are coming in to run these companies realize everything that I just said for the last ninety seconds. So I think we're at that process point of chain on the training understanding, on the recruitment and or retention, because I think you really have to do all three to have long term success. And both of these things of yours that we're talking about with the OJT Logbook and Join the Trades both fulfill that mission. Yeah. Thank you for saying it. It's like we said earlier, we exist in an age of documentation and transparency. And one of the things that we're finding as we talk to more and more companies is our OJT Logbook, when you're a user and you log into the app, you can see your training curriculum or training plan soup to nuts. And as a career progression tool and being able to manage your own advancement your own, like I said, advancement within a company and with your own skills and qualifications, that's huge for a lot of young people. Employers have to understand that that new person is taking a risk on your company just as much as your company is taking a risk on that new person. And so being able to show them that this is a place that you can have a full career and you can advance if you work hard and do what you're supposed to do. That's that's a big deal. You know? Like I say, we live in an age of one, documentation and two, transparency. And I think everything being digital just that's just where we are now. And that's just kind of the new reality that people have to adjust to. Yeah. And it's only right that we do so. We have to keep up with the world. We can't have this weird air conditioning trades world that operates independently from the rest of the world. I mean, you can buy a house now with a digital signature. Why would I not want to keep my training records digital instead of in a manila folder over here in this big ugly file cabinet? It just doesn't This has been really good. My my goal is to get people exposed to these two platforms, I'll call them, for lack of a better word, of OJT Logbook and Join the Trades. Where can people find out more about both? One thing I want to flip back to before I forget is accountability. Everything that you just said to me a while ago, my squirrel brain ran off in the woods over here, But everything you said was about accountability, knowing that the employee is taking a risk on joining your company brings such a moment of humbleness to an employer because for years, the employer thought that their poop didn't stink. And now we have people that are not afraid to say, No, it does. And I'm not going to stick around for it anymore. I don't have to have this job. This has to be a partnership. And that's weird coming from the sixty one year old air conditioning guy, but I get that. I really do. Because the world has shifted and we can say what used to be, should be, would be, was, It doesn't matter. This His freaking the latter part of twenty twenty five, this is what we got. Doesn't matter that my dad didn't think we needed air conditioning. He's irrelevant to the conversation. Because if I'm talking to a twenty year old kid who I'm mentoring right now and the thought of him joining the company and their trucks did not have air conditioning is barbaric, for lack of a better term. So gotta get on board and have accountability for ourselves as a company, as an industry and meet our new generation head on and have real discussions about their long term career. So alright. I had to get that out, I'd probably be laying in bed at night twitching. But I'd have like restless leg syndrome, but I have it all over the body. All right. So OJT Logbook and Join the Trades, Where can we get more info and how should people dig into this and buy you a coffee if they want to. Yeah. I appreciate it. No. It's it's in the name. Join the Trades dot com is is at join the Trades dot com. OJT Logbook is at OJT Logbook dot com. Both websites are available. The jointhetrades dot com. There's an app. It's on iPhone and Android. It's free to download in the App Store if you'd rather look at it on your phone. And then OJT Logbook also has an app, but it's really for the users. So if you're if you're interested in OJT LawBug, visit the website. Nice. Well, man, I really appreciate you. I know that our conversations tend to ramble and I think that's because of me having the I'm so excited about our freaking industry Still, this is my forty third year, and I feel more energized now because of what is going on. And when I look at to do list that I've had this week, and it's about of the way checked off, which is I guess as good as Thursday. There's some exciting stuff going on in our industry. And the young folks and next week I'm doing a safety summit where I'm gonna have fifty people gathered around and we're talking about safety. Yes. But we're also talking about careers on the trade. Like, what we do to help our people go home safely after giving it their all. I'm juiced about that. These young guys that I'm mentoring right now, such a blast. You know? But it's about embracing what is in front of us. It's about being accepting of everything digital and making the digital tools that were built for us serve us well. We don't have to do everything manually anymore. Let's automate what you can so that you get your time back so that you can go have one on one conversations with people. Because in my opinion only, I think we're making a resurgence in human to human contact as we continue to get more and more digitized, which is absolutely polar opposite. But I really believe it's true because now if you can sit and have a conversation with somebody, it's like a gift. Or having a phone call, a real phone call with somebody. I think I think we're seeing a resurgence of people wanting to connect one on one and having in-depth conversations about things that matter, not who won the freaking the voice competition or dancing with starbursts as I like to call it, but real stuff that matters. And I love to see it. I think it's so awesome. Yeah, I appreciate it. And like you said, we're digital tools, digital platforms, but at the end of the day, what we do is actually increase the human connection and communication for, again, for new people or then even within an organization. We're not taking away the human interaction. We're trying to create more of it. Well, I I think I'm excited for you guys. I thank the world of you and your family. Y'all are doing some really cool stuff in the industry and for mankind in general. And thank you for your service, man. Know that I hope it's not cliche, but I really do appreciate the fact of what you did for our country. I'm a patriot. I'm one of the few with actual American fluent to me too, But it means a lot to me, so thank you. Well, thank you, man. I got a lot of love for my country. And It's funny to me that I feel like I may be doing more for America and for Americans now in my current role than I might have ever done for the government. I think we're at a time in American history where the trades are probably more important than ever as things change and as world economies shift and our economy changes and grows and continues to grow. And I'm excited to be a part of Well, Austin, I've said more than one time on this show that the lack of skilled trades is the new national security threat because if we can't take care of our own country with our own infrastructure, We're on a pickle. So well, no pressure, but it's all up to you. We're working on it. Well, Folks, I hope y'all enjoy getting to know Austin a little bit and what he is doing with the ojtlogbook dot com and jointhetrays dot com. Check them out, read about them. It's just a good time to be involved. In the development of the next generation of skilled trades worker And for you folks that are more than twenty two years old and know how to do stuff, grab a young person and show them how to do stuff with you. Don't. Don't walk around and do stuff in your backyard by yourself. Grab the neighbor's kid and let them come over there and do it with you. It's all about that exposure. Get them get get kids out and about. You you probably go to church with somebody, but it needs that or a kid that doesn't have two parents or whatever, you know, getting engaged with people, bring along for the ride. Well, Austin, thank you again, folks. If y'all wanna hear more of Straight Out of Crompton, I know it's, it's riveting podcasting at its finest. I think about Rush Limbaugh and the golden microphone, the EIB network right now for some reason. I'm in a subtle rush a little bit, but check it out. We would love to continue the relationship of of building people up, building trades, and then the connection between the two. Straight out of Crompton is available on Apple, Spotify, and all the cool places. You get your podcast as well as greg crompton dot com. There's a tab on there for that as well as a tab for the book. Don't forget to buy your book, deep knowledge. If you wanna check that out, go to deepknowledge. Me. Me. And that's the first book. And the second book is just about to come out. So we're I haven't decided when to do that, Austin. I may need a little help from you on the timing. I don't know about the Christmas gift, a New Year's gift, or possibly for the romantics, a Valentine's Day gift. We'll have to to weigh the options on that. But folks, it's been a blast. Thank you for tuning in, and we will see you next time on straight out of Crumpton. Take care.