Mary Pillow Thompson/ Halle Hayes

00:00Welcome to Nashville Restaurant Radio, a podcast for and about the people of the Nashville restaurant scene. Now here's your host, the CEO of New Light Hospitality Solutions, Brandon Styll. Hello Music City and welcome to Nashville Restaurant Radio. Happy Monday to you and yours. We have got a great show today. We are meeting with Mary Pillow in Halley of FOH and BLH.com. They are called Faux and Beau and we're going to be talking to them today about their story. Two entrepreneurs who are from Nashville and they're going to be telling you all about their platform. I am super excited to do this while they are an advertiser on our show on Fridays. This is not a paid advertisement. This is me wanting to learn more about their story, more about their product and hopefully you can take advantage of it. But first I want to talk to you real quick about Spring Mountain Farms Chicken. These guys are amazing. I keep talking about the fact they have the best chicken in the world and I'm sure you're out there thinking, how do I get this chicken? That's a great question. You can go to Kroger or Publix. Both of these stores have them. You'll need to go online. Go to SpringMountainFarms.com and check the Find Us button and you can find out which Kroger's. Pretty much every Publix carries Spring Mountain Farms Chicken. I think there's a bunch of Kroger's, just not all of them. Then your favorite restaurants, the best restaurants in town use Spring Mountain Farms like Josephine, Cinema, the Capital Grill at the Hermitage Hotel, the Black Rabbit, the Farmhouse, Etch, Jeff Ruby's.

01:50Really the best restaurants in Nashville are using the best quality products. We heard Khalil Arnold talk about how important it was to him on our show a couple weeks ago. We've had a lot of fun things come out here. We did our Chef's Reading Bad Reviews. That is out and available on our YouTube page. The Roundup with Delia, Joe Ramsey and I which came out Friday was a smashing success. I feel like we did a different style. We just kind of talked and let it flow. It was a long episode, like an hour and a half, but a lot of fun. Great. What's the Delia segment about tipping? If you haven't heard that, please go back and check it out. But for now, let's jump in with Mary Pillow Thompson and Hallie Hayes of Faux & Beaux. So it is with much excitement that we welcome in today to Nashville Restaurant Radio, Mary Pillow Thompson and Hallie Hayes, the owners of fauxandbeaux.com. Welcome ladies. Hi. Good morning. Good morning. So it is motivation Monday today and we are talking. I like to do something. Today's going to be what I like to call inside baseball. So inside baseball is what my dad calls it. When I have people on the show that are industry people or we talk about real specific industry stuff, but I love your story and I love what you guys are doing and I'm so excited to have you on the show because I just want to learn more. You guys are sponsors of our Friday show, The Roundup. While this is not a sponsored segment, I like to get that out there that this is not a paid interview. I want to have you guys on the show because I am genuinely interested and I want to introduce my restaurateurs that listen to the show to really cool technology. So happy to have you guys here. I want to get started with each one of your individual stories. So who wants to go first? Hallie, take it away.

03:47Hallie Hayes. If you could see your face right here, you're like, okay, go with me first. Fine. Yeah, I'm good. So Hallie, tell me, you guys both live in Nashville, but like, are you originally from Nashville? Yep. I am born and raised. I grew up here. One of the, what are we, unicorns? One of the unicorns, you and my wife. Yeah, yeah. So born and raised here, lived away, moved away for about 15 years in New York and Chicago and moved back, have two young kids and moved back about five years ago. So it's really happy to be back. I say it often, it's like Nashville. Someone put a city in our city. I moved away and came back and I mean, it's just amazing all of the growth and opportunity that is now here. What do you think about that? I mean, a lot of people who are unicorns, who've seen Nashville grow up are angry, like don't like the trans-pertainment kind of industry where the people in the pedal taverns and the tractors pull in all the bachelorettes and just everything that's happening kind of to the perception of what Nashville is. Are you okay with all that? You know, I have mixed emotions. I love old Nashville, but I also am a big proponent of growth and love the sort of big city aspect that, you know, the restaurants obviously that, and the restaurant tours that we've been able to attract and the types of experiences and entertainment. So absolutely. I mean, I'm a Titans fan. I'm a Preds fan all the way.

05:33I really feel like Nashville hasn't changed all that much. I think the traffic is, I'm originally from LA, you know, so I always feel like Nashville is a small town, but just the idea, I could still go to Preds games since I've lived here for over 30 years. I still feel like we get to have world class like sports, like the Predators and the Titans and like world-class restaurants, yet I can still go to a Preds game and see like 30 people that I know and I'm like, oh my God, hey man, what's up? And it's like, I still feel like it's a small town. I could not agree more. It still feels like a small town. And I love that. I love that about Nashville. Where'd you go to school? I went to Harpeth Hall with Mary Pillow. Yeah. So is that where you guys met? That is where we met. Yeah. And what did you do? Like, what is your background in the workforce when you finally got into like your professional life? What did you do? So I started, I worked in actual restaurants when I was in high school and college, worked my way up from a busser to a host to a finally a server and was able to work in a few restaurants throughout my, you know, I'll call it my youth. Your career. Yeah, exactly. And then started post college, started in the hospitality industry, working in sales and marketing for a hotel.

07:03That eventually led me into sales and marketing and healthcare. And when I moved back to Nashville, um, Mary Pillow and I sort of reconvened and I, we formed a company at that time together, uh, a startup called Verser. And it, um, really was, uh, about gender diversity and promoting gender diversity at the executive level in, uh, in Nashville with Nashville businesses. And that was sort of it. How did you guys get back together? Like you said, you guys reconvened. Was there a moment that you had you guys kept in touch? Was this something that you guys were both passionate about? We had, we kept in touch through the years. Um, and, you know, she still came to my holiday parties when I would come back, uh, in my thirties and crash at my dad's house and feel his beer. Um, always, always, always drinks my beer. Um, I'm sure, I'm sure a lot of people's parents out there have no idea what that's like.

08:13No, no, no. You're never too old to drink your parents' liquor or beer or what. So you guys get back together and tell me more about this, what you guys started doing. So essentially when I moved back, um, it was, it was really, you know, it's very difficult to move two careers. Um, and over the years, my husband and I, we have two small kids. I would have the opportunity to move with my company or he would have the opportunity to move with his, and it really never aligned. So, um, we took the opportunity to move with his company back to Nashville. And, um, and so I left, I stepped out of, you know, out of my role in Chicago, obviously. And when we moved back, I, you know, Mary Pillow and I really just started brainstorming about opportunities and what Nashville was missing. And at the time I, you know, my two kids were, I was intending to acclimate them while, um, wanting to get back into health care in the fall. Um, it was over that summer and wanted to park my brain somewhere, right? And make use of my skill sets during the hours of, let's call it nine and two while my kids were in camp. There was really no company that offered that, right? For women who are at an executive level or have climbed to a certain level in their career, have worked, you know, for the past 20 years, but they want to kind of take a step back and work fewer hours. So, and recognizing the value that someone who has, you know, a tremendous amount of skills and a specific vertical versus hiring someone out of college. The performance that you can get out of the former is just much higher.

10:09So, and so there was no one offering that to women in Nashville. And so we, we created it. That is so, that is so cool. Mary Pillow, I know we're talking to Hallie, but like, what was your experience throughout all of that? Like she just described kind of creating that company. Where's your passion behind, um, doing that? Were you in a similar situation? Exact same. I mean, before Hallie had moved back to Nashville, I had been independently looking for that exact type of role of where can I, where can I work that I will be valued? And, you know, maybe it's full-time, maybe it's not, but I, I bring a certain level of experience. And as Hallie described, there's not a, there was not a company that could almost promote us is what we were looking. We were looking for somebody to say, Hey, I know exactly the, your worth and what you can bring to a company. Let me place you here.

11:14So, so that's just such a, an awesome thing. And I think that what you guys are doing, that's fantastic. And tell me how, how did that work out? Like what was this, was it successful? It is successful. Yeah. It's, it's still currently working. Yeah. Still going. Yep. Yep. Okay. So, so Fowenbow is something you do in addition to that. No, no. Fowenbow is our full-time, uh, you know, 68 at 80 hour a week gig. Um, we are completely devoted to it. So Verser is still running just under different leadership. Okay. Excellent. Excellent. So that's good. So let's talk about that. Yeah. Yeah. Let's talk about that. So Verser, you guys, so let's, let's, Mary Pillow, I'm going to transfer to Mary Pillow here for just a minute, Hallie. That's kind of your story. You, you met, you met Hallie at Harpeth Hall and then that's right. Update us from there. That's right. We, I met Hallie at Harpeth Hall and from there, it's just been, we've just been running companies together. So no, um, I, um, lived away from Nashville as well after college, um, went to college in Ohio, uh, spent some time in Europe, spent some time in Canada before I moved back to Nashville. And, um, I was in the shoe business, um, selling shoes. So it was an interesting industry. It is an interesting industry.

12:46But, um, I have always enjoyed, I've always enjoyed sales. And I think from the, the people connecting aspect of it, the solving problems aspect of it, I am an incredibly efficient person. And so I like solving people's problems when it comes to efficiency. And I think that that's part of the reason why Fo and Bo came, we, we came to realize that there is a much more efficient way to help restaurants hire. Like this is insane. This is the way it goes and has been going. Um, when we just felt like there's a better, faster, more efficient way to, to do this. And especially for an industry who does more hiring than anyone else. Let's, uh, I want to get into Fo and Bo exactly what you do. We're going to do that next, but I want to know about the shoe business. What's, I've never been in the shoe business. I don't really think about the shoe business. What is the most interesting thing about the shoe business that you could share with our listeners right now? The most interesting thing is, um, everyone is probably getting their shoes from the same factories and they're also probably getting the actual same pattern. So while you think it's exclusive to Nike or to, I don't know, another brand or whatever, it's like the paper patterns like clothes are, are largely the same. They're just going through the factory and they're using different colors, different materials, uh, different outsoles. And then they're selling them to other, other companies like a Walmart or a target. Interesting. Okay. That's exactly the question.

14:44That's the answer I was looking for. Perfect. So Fo and Bo came together out of necessity because like you just mentioned, there was this huge segment of the market that is trying to hire like everybody else, but is completely different. You found a need for that. Yes. Talk about how that came to fruition. Are there any better, whoever wants to take it? Essentially, um, during our time at Versa, we, we had restaurants reaching out to us, willing to pay our professional services fee in order to help them find, um, you know, hourly and salary, um, professionals. And so essentially it, it sort of opened our eyes to the problem. We started researching that and, and really trying to uncover what resources are out there for hiring restaurants. And, and we, um, we researched it coast to coast. Is this a Nashville problem? Is it a national problem? Um, recognize it's a national problem and what, what opportunities are, you know, what is out there for the restaurant industry to hire. And it's just really, there's no efficient to Miracle's earlier point. There's no efficient and effective way right now. Um, so it's really just what we like to call a post and pray method, right? You post a job on a website, whether it's, um, a giant, like an Indeed or Monster or Zip Recruiter or a, um, a Facebook, Facebook, Facebook, and you wait to see who applies, um, versus what we're doing, which is flipping the script, right? And creating a marketplace for both the, um,

16:44the restaurant professionals and the restaurants themselves. That's so cool. Who had the, like the idea for doing this, like the actual, Hey, let's change this. Was it your idea? Was it your idea? Was it a group of people? It was just both of you together. Just the two of us. Yeah, just the two of us. I mean, we were like, this is crazy that this exists. What can we do? And I mean, we, we were just like, why, why isn't there a platform out there that just connects where they can just like a dating site, right? Where they can just using filters, pull up what they want. And it populates with matches. Like, why doesn't, why isn't that out there? So I've heard that, that it's like the match of, you know, or the, I would dare say tender. Let's walk through how it works. How, like, you say that and the differentiator, I want to walk through the process and kind of some of the different characteristics from both sides. So I'd like to talk about if I am an employee looking for a job, what, why would I want to, what are the differentiators? So if I have a, if I'm looking for a job and I have a resume and I'm going to go to Monster or Indeed, and I'm going to put my resume out there, why is it different when I go to Faux and Vaux? And let's walk through that process for the people that might be looking to upgrade or change their position or their profession. So a candidate creates a profile similar to what you would do on a dating website. When you answer questions about the roles you're looking for, where you want to work, right? Recognizing travel times, commute times, how far you're willing to commute, what you need, do you need benefit? Are you okay with a strict dress code? Recognizing that some restaurants, you know, you have to wear a uniform, some you don't. And so we really work to serve up

18:49the best jobs and the best matches for the candidate so that they don't have to waste their time applying to positions and not knowing, you know, what's behind the door, what's behind, you know, the curtain. Will this meet my needs? You're literally creating filters like a dating site. Like I don't want to have kids. I don't love dogs or I love cats or whatever it is. Like I want to work in a place that's okay with face tattoos and I want to be in a kitchen. I don't like interacting with people and you can kind of take all of these individual personalities that people have and find the place that matches all of the things that are perfect for them. Exactly. Additionally, that's brilliant. Yeah. And additionally, once they complete their profile, they can then go and using a map feature that is similar to a real estate site, they can search by neighborhood, by cuisine type, or for a specific restaurant that they know. And they are able to follow that those restaurants, which indicates that those are places where they would like to possibly work one day, or at least just keep in touch from an employment perspective, what's happening at that restaurant. So they it's almost like they can wave their hand and say, Hey, cafe 123, I really am interested in like your your establishment, and I might want to work there one day. And so is there a like if I go in and I'm an employee, and I have all of these different things that are unique to me, you know, I'm six foot six, right? So I don't want to work in a play. I want to work in a place with high ceilings.

20:30I know that's not one of the filters. But I'm just saying, if I identify all of these add that is my own personal filter. I'm a giant. I don't want small doors that make me feel weird, which is a thing in old houses, by the way. So if I if I have all these different filters, and I want to go in, will it populate for me different places that match my criteria? Eventually, so yeah, I mean, okay, so what what we've been what we're working on, I mean, the list of, you know, our backlog for engineering is incredibly lengthy. So that is coming. Okay. Yes. But that everything that you've described so far is so much farther beyond. I mean, if you go to Indeed, and I put a resume, and they're gonna ask me 10 questions, then they have personality profile type things I can answer. Right. But you never really know what that's going to spit out what that's going to tell the employer. And then you're you're just kind of waiting for somebody to send you a message saying we're possibly interested in you.

21:39Right. Indeed is their job postings. And so you apply, you have to check it as as a candidate, you have to check it every day and then apply to the specific response. So let's put full circle, if I'm a restaurant owner, and I want to so I see on the hospitality pages all day, every day, it seems to be because I'm not on Indeed or any other sites. I'm not looking I'm not hiring people right now. So I'm not really I'm not active there. But I am active on Facebook, you know, on Instagram, and I'm watching all these boards and people put, Hey, I need a barista for you know, full time worker, I need somebody to do, I need a server, we need bartenders, we need line cooks, we need chefs, whatever it might be, I would need a sommelier. I need these people and I need three people by this day. That's not really an effective way to do it because you're going to get it's like fishing that you're just throwing out a worm and you don't know what you're going to catch. Tell me how the employer walks through this process almost like you just did with the employee. So it's it is the same process, essentially for the employer. So they come in right now, we have uploaded the majority of the businesses to Mary pillows earlier point with the map feature in our system. So Cafe 123 will log in, they will claim their business, and we've uploaded their logos of profile summary. And then they're walked through an onboarding process that's that's brief yet effective right for the employee. And they answer questions about, do you do back warm checks, do you offer health care, is there parking, family meals, they answer, you know, a brief set of questions that helps really create their profile and what they offer. They're also able to to update or change their summary. And then they are taken into our system, really just to a feed of candidates, right.

23:45And what they'll then do is create a new position. And so they'll say I need a barista Monday, Wednesday, Friday, every afternoon, input those parameters, and then immediately a list of candidates who match that populate. And so they're able to look at the candidates profile. And if the candidates, you know, the candidates will only match the restaurants that they're interested in working in. So you know, Steve is interested in working at Cafe 123, you know, based on the location, based on the restaurant type, and based on the position type, etc. And so essentially the restaurant then just goes and requests an interview and the candidate can accept or not accept the interview request from there. So it's that easy. You just, you mentioned a couple times when you were describing this that the process is brief. You said there's a few questions they have to answer. Is it like a spectrum of you can answer as little as five questions or as many as 50?

24:49Is there some way that because if I'm doing my due diligence and I'm going to hire somebody and I do have a bunch of specifications, I want people that are going to be having this winsome attitude who are friendly, who have these different traits about them. Like can I enter all of that stuff in and make filter it out to where like I'm getting 1% of the people? Not yet based on personality traits. Yeah, the way we are, a candidate is able to upload a video and showcase, you know, who they are. And that's cool. Yeah, yeah. And so they can show whether it's their latest mini creation or, you know, a cocktail they developed or just anything they want to share about their personality or, you know, career ambitions. So that is how the candidates sort of show who they are right now. But in terms of being able to match, so the minimum number of questions a restaurant has to answer is two. Yeah. And then the maximum number, you know, is roughly 10.

26:01We plan to, you know, strengthen both sides of the coin, right, by adding additional, the candidates answer questions on what they value right now. So whether the top three things they value, whether it's management transparency, upward mobility, diversity and inclusion, compensation. And so we'll be able to put that on the employer side as well. So that employers, you know, will really be able to match more specifically to candidates based on value sets as well. Yeah. Or what they value. Yeah. I mean, Brandon, you've got, you've got hard, you've got hard lines in the sand of like, do you offer healthcare or not? Right? That's not about personality. That's just about, it's a yes or no. It's a fact. Yeah. That's right. So that's the first layer of matching because when you get those out of the way, you've already weeded out a large number of people. And then as Hallie said, is our technology improves. We can go deeper and deeper into matching on the softer skills. So you guys are a relatively new company.

27:20Where are you guys at right now? Where does, how many people are on your platform? And how, what's it going to take for this thing to be just wildly successful? And what does real success look like to you? How do we get there? Yeah. We have about 2,500 candidates on our platform and about 160, 65 restaurants right now. We launched in November. Well, let me rewind. We received a small amount of seed funding in November, which enabled us to hire a tech team. And we launched actually end of February, beginning of March. So about three weeks before everything shut down. So we've made up what we feel is a, is a great, you know, amount of traction and impact and in a short period of time. And in order, you know, how do we, how do we measure success? Yeah. That's it. Placing, placing people in the jobs of their dreams. That's right. I mean, the more people that get hired through using Faux and Beaux, I mean, that's, that's what we want. That's success.

28:41I mean, it seems to me like it's, it's really a no brainer. Like, I mean, it, it honestly to me seems like if I owned a restaurant right now, why the heck would I not go create a profile instead of going on Facebook and clicking, Hey, I need somebody. Why would I not go to that site and then click on, put the stuff in there and say, I need a server and then get 30 qualified applicants who want to work where I want to work. And then just click a button that says, would you like to apply for this job? Like, why would I not do that? Can you, I know that you work for the, this is your company, but tell me why somebody wouldn't do that. Cause it just seems to me like, uh, that's exactly what I would do from this point going forward. Have you heard about why people haven't done that? I think it's just, it's, it's change of habit. I mean, their habit has been to be passively putting feelers out there and then just hoping that just it'll fall from the sky. And so we are changing behavior, which is difficult, right?

29:51I mean, change, it just doesn't happen overnight. Um, but we asked the same question. Why would you not want to just get on and you can, you can get it done. I mean, I talked about my, um, my desire for efficiency. And so I don't understand why people wouldn't cause you can get on, log on, request interviews all in one sitting versus posting a job, waiting for responses, replying to those responses. Maybe they're valid. Maybe they're not, maybe it's a friend of a friend. It just is. It's, I feel like it's almost a too good to be true type scenario. Like there's a catch. Every restaurant that I know right now is standing at the top of their, like they're standing up arms in the air saying, buy local support local. We've got to be local. Everybody here local. And on top of all the great things you're doing, you're a locally owned and operated business. This isn't in, you don't have faux and beau Wisconsin, faux and beau LA, faux and beau Chicago, DC, New York. Like this is a Nashville based business, right?

31:03Right. I mean, maybe in the future you get to where you're doing all of those things, but right now this is, this is Nashville only. Correct. Nashville. And we, during the pandemic, when so much of the workforce in the restaurant industry was sitting at home for those quarantined weeks, we got on the phone and we got to know the candidates and we got to know what they care about, what they would like in their next job or their job when they go back. I mean, we just really dug deep and got to know who it is that we are that we're serving. And I dare say, I don't think Indeed is doing that. I don't think anybody else is doing that. So that's amazing. And then, okay, so through the pandemic, restaurants close, obviously people aren't hiring people when they're not open. So we've kind of partnered together and we've done a three month free for restaurants, but you can't, you can't do that forever. So you've, you've got to make money, right? We're people in business. It's not just the charity case as to where you're doing great things and you've offered it free for three months to anybody who wants to sign up as an employer.

32:20It's free to sign up if you're somebody looking for a job, right? Always. Always. Correct. But if you are somebody who owns a restaurant and right now there's all these people posting, it is free right now for them, right? When is that going to end? It is. So we offered 90 days free through August. Okay. So if I sign up, if I hear this, it's Monday and I hear this and I need to hire somebody and it's July 12th. I have a month and a half to go in there, sign up. I have a month and a half left to sign up and hire people for free. And then after, so if I go in right now, do I have to put in credit card information and do all of that stuff? And then like in the end of August, it starts charging me? Nope. No credit card required. Nothing. So I can just go in, no strings attached. I can just log in to fauxandbow.com, create an account and start hiring people and it costs me nothing. Correct. You got it, Brandon. What's the catch? Again, like this sounds too good to be true. Tell me what the catch is. Your firstborn child.

33:38You cannot have him. He is an angel. You can have the secondborn. I'm just kidding, Matthew. I love you. And seriously, he's for sale. Or do you pay me to take him? Yeah. Oh my God. At least just for a weekend. Come on, mommy and daddy need it. Exactly. We don't know what you're talking about. Seriously, we'll just trade. So it is free right now to the end of August. And then after August, how does that work? You're just going to, people would then get, how does that transition work? Because I'm going to ask you the tough questions here. I mean, there's got to be some kind of catch still, right? What is it? Well, we'll notify, we will notify everyone that's on the platform and using the platform that, hey, you know, you got five days left or whatever. And to that, if they want to continue to be able to interact with candidates and request interviews, they will have to enter in payment. So is it a monthly subscription at that point or is it daily or hourly or how does the subscription work? Yep. It's a rolling 30 days. So if they sign up on the 5th, it goes till the 5th of the next month. Okay. So they can sign up for 30 days at a time?

35:07Correct. Perfect. Well, that's good. I mean, because I think indeed like you have to sign up for something like that too. You can hire one job and then you have to pay X amount of dollars. And you probably, I would imagine have a scale for if I'm a food truck and I need two people, do I have to pay the same as like a restaurant with 150 employees? No, no, no. So you have some sort of a scale. And from that point, if I want to talk to you about what that costs, is there going to be a, can I call one of you or is there some kind of a, I put in how many employees I have and it tells me how much it costs. Like how does that work in that time? Yeah. We are incredibly high touch. I mean, one of our founding principles is high tech, high touch. So we will definitely have those conversations and if it is a food truck, sometimes when they come through, we may or may not be aware of how big they are. So we will have those conversations with them and they'll be priced accordingly. So one of the things that I, because I work with a lot of restaurants and there's a lot of technology out there and there's a lot of things that are happening, just there's so much and I like to go to the technology conferences and if you're utilizing the right technology, you can advance yourself really quickly. So one of the reasons for this podcast is to talk to people like you because there's always something, there's an inherent distrust that people have with people that are selling stuff, right? So you're selling something, what's the catch? And I'm always trying to identify that thing that's the, oh, you're stealing my data. Oh, you're doing this. Oh, you're doing that.

36:52And I'm trying to figure it out with you guys. That's why I keep asking these questions because I want my listeners to know what they're learning. I'm not saying that there is a catch. I'm not finding something here. I don't want you to feel like I'm beaten yet, but I want to answer all the questions that if I'm a restaurant owner, I might have. So what does it cost? What am I in for? What is there like? And that I can't find that there's anything. I mean, it sounds to me like this is just a platform that's connecting. There was a need to do it differently for this specific industry. You guys had experience in this realm. You had a bunch of people that are coming to you saying, Hey, we work in restaurants and this system is flawed. You created a system that was not flawed. That's tailor-made for this industry. You're rolling it out. Your goal right now is to get people on the platform to start using it so that they can start connecting really well. You're offering it for free and at some point you're going to have to charge for it.

37:53But if I'm a restaurant, this is the time to go in and check it out. Yeah, absolutely. Capsulate it right there. Yeah, 100%. And we also want, we also learned Brandon from our conversations with executive chefs, servers, bartenders, prep chefs, that they want a place to connect and keep tabs or just keep up with the industry when they're not even actively looking for a new job. And they want to keep up with what's going on, not from a consumer standpoint of what's on the new menu or what's happening from a consumer standpoint. They want to keep up with the restaurants from an industry standpoint. And so we also want to make it known that people are on our platform even though they are happily employed. They're just on there following their favorite restaurants and keeping up with their industry. There, I think you just brought up a big question that I had. Thank you for doing that. Two things now that just came to my brain that if I'm a restaurateur, I want to know. Number one, is there a social media side to this?

39:15Is there going to be posts? Can people go in there and post, hey, I noticed this is going on. Is there some kind of social aspect to this? It's like there's the big Facebook pages. Right. Is this a community of people that can chat? Not yet. We don't have that component from a technological standpoint. And I'm not, I can't speak to exactly how it's going to roll out, but to your point of yes, we do want there to be that aspect. Similar to LinkedIn, how people have profiles on LinkedIn, not because they are unhappy or looking to actively switch jobs. They're on there because the other professionals in their industry are on there. Okay. So that's more along the lines. That was my next question. And I have to ask it, right? Because this is, we're completely, we're pulling Band-Aids off here. If I'm a restaurant, let's just say I own Cafe 123 and I have some amazing staff that I value and I value Steve, who's the hypothetical person you mentioned earlier. And so I sign up the phone book because I'm looking for a new host, but that damn it, Steve is on your site. And I see Steve, can I see Steve on your site? And can I see that Steve is looking for a job at a restaurant with management potential?

40:37So when Steve signs up, just as, as we discussed earlier, he can follow the restaurants that he'd be interested in, you know, knowing when there's opportunity or growth opportunity or learning about, you know, new jobs there. He can also hide from restaurants. So if he currently works at Cafe 123 and doesn't want them to know that he's on the site, then he can hide from them and they will never see his profile. But to Mary Pillow's point, a candidate in the near future will be able to set their status. I am actively looking, or I am happily employed, but open to hearing about a potential unicorn opportunity to, I'm not looking, I'm not actively looking. So those are two ways that Steve could theoretically hide from Cafe 123. A, hide me from, so the restaurant will never see Steve. Or B, set his status to, you know, I'm either happily employed, but might be open to a new possible, you know, possibly open to a new opportunity or I'm not actually looking. Yeah. And I do want to say there's another, another little status in there because it's important mentioning this to this industry that they're happily employed, but looking to pick up an extra shift. So, which is very common in the industry. So they're not necessarily, Steve may not want to leave Cafe 123, but he would like to pick up a week, a weekend shift. So you can't get overtime at Cafe 123, but he wants to work 70 hours a week. This is common in the hospitality industry, but I can't get it at this current restaurant. Don't want to leave there, but I'd like to get 20 hours moonlighting at Cafe four, five and six. That's right. That's right. And so we're putting those in just as how he said, so you can, he can mark his status like that. And then it's, I mean, is what it is. So. Okay. Awesome. So what's next for you guys?

42:46What do you see? What's next? What's next? What's your five-year plan for this company? Well, we, we want to, we want to nail Nashville. I mean, we want to do the city right and the industry, right in the community, right here and not, and not overlook it and not go to another city before we really have, have served Nashville well. And that's very important to us, but certainly we want to take foe and bow to other cities, other markets. We feel like it's, it's still broken in other cities and we can help the, the industry in any town USA. I mean, our five-year plan, Hallie, is it 50, 60 cities? Yeah. I mean, why not? Yeah. I mean, to Mary pillow's point, thoughtful progression. We, I mean, we, we want to grow, but we want to grow thoughtfully and, and not be a master of none, right? I mean, not, not be developing relationships in the community, being high touch and any city that we serve is very important to us and, and eventually being able to give back to those communities. And so not, not just coming in and creating, you know, a tech platform and, and going to as many cities as quickly as possible. That's not, you know, our intention. Our intention is to be thoughtful about our growth and, and develop those relationships. And so speaking of that, I love that. And speaking of these relationships, if people want to get ahold of either of you, they have questions. You guys are available for that, right? 24 seven. She's like all the time. And I, every time I've talked to you guys,

44:52you're in the middle of it. You guys are working, you're hustling. I love that about you. You're entrepreneurs too, like the absolute core. And I love that. If you want to get ahold of Mary pillow Thompson, it's Mary, M-A-R-Y P-I-L-L-O-W at F-O-H and B-O-H.com. You got it. Right. So Mary pillow at F-O-H and B-O-H.com. And then Hallie, your H-A-L-L-E at fo and bo F-O-H and B-O-H.com. Right. That's your email addresses. You got it. So if you're a restaurant out there and you have questions about this, or you want to get involved and somehow be part of what they're doing, give an email. They're happy to talk to you. You have any questions again, support local. That's what we're here to do. This is a, we're in the middle of something. It's a global pandemic that everything in this, this world is dealing with. They've launched their, their, their dream website, their, their dream that they're wanting to grow, but they've launched it at the beginning of this thing. They need help just like you, just like anybody else out there. They're a company, they're a small business that are trying to grow. They need your support. So jump on there, help, just check it out. Just go log in, create a profile, look at it, see if it's something you like, create a profile and say, you're not looking. It's fine. But if you're a restaurant, go on there too. It's free for another month and a half. This is your shot.

46:15Yeah. And you've got a visitor behind you, Mary Pillow. I love these things. This is the best. Yeah. The eight year old behind you. Yeah. All right. Well, ladies, thank you so much for joining, uh, Nashville restaurant radio today. And, um, hopefully you get lots of people that are calling you and, uh, we appreciate all that you're doing for us. We appreciate your support Nashville restaurant radio and, uh, thanks for everything you do.