Is Your Business Ready for Help from HR Experts?

Navigating HR Management and Compliance with Exodus HR

In this episode, the hosts dive into the complexities of being an employer and the intricacies of HR management with Mike Robinson, co-founder of Exodus HR Group. They discuss common pitfalls employers face in compliance, the distinction between Professional Employer Organizations (PEO) and Administrative Services Organizations (ASO), and the importance of maintaining relationships in HR services. Mike shares the backstory of Exodus HR Group's founding, their approach for transparent and relationship-focused HR management, and how they've helped various clients navigate through HR challenges. The conversation also covers the technological tools Exodus HR leverages like UKG Ready, and the wider influence of government regulations and safety protocols in the business landscape. This episode provides valuable insights for small business owners looking to streamline their HR processes and stay compliant.

 00:00 Introduction to Employer Challenges

01:03 Introducing the Special Guest: Mike Robinson

01:23 Background and Formation of Exodus HR Group

02:24 Understanding PEO and ASO Models

05:46 Geographical Reach and Client Base

08:18 The Origin of Exodus HR Group's Name

12:06 Navigating Government Regulations

15:27 The Importance of Relationships in Business

20:55 Client Success Stories

29:45 Technology and Services Offered by Exodus HR

34:41 How to Get Started with Exodus HR

35:14 Conclusion and Contact Information

https://exodushrgroup.com/ 

Transcript

Mike Robinson: 0:00

Well, there's so much in the being an employer. There's so much in that realm that you don't know what you don't know. And we had, we see it all the time with clients that are running great businesses and they're great employers. They love their employees, but when they come on with us, they find out, I had no idea that I've been doing this wrong all this time. And so, you know, we take them, lead them down the path to get compliant on that stuff. And they don't have to worry about that anymore. They didn't know they needed to worry about it. And then like, Oh my gosh. What that could have looked like and then now they don't have to worry about it anymore because we take care of it.

1:03

Scott, we've got another great topic this week that centers around the pain point that everybody has, which is employees, HR management. Uh, everything that goes along with that. Who's our special guest? Today we have Mike Robinson, one of the founding owners of Exodus HR Group with us. Thank you, Mike, for joining us. Thank you for having me. So, Mike, tell us a little bit about your background, where you're from, where's home. Home is actually Caddo, Oklahoma, which is about 15 miles north of Durant, which is, we call North Dallas now, straight up Central Expressway, and I've been there pretty much all my life. Okay. and tell us a little bit about how the business got started. Well, Mike and I, my business partner, Mike Edmonds and I, were both working for a professional employer organization, which does the same thing as we do now. Uh, they were purchased by a, a venture capitalist firm. We both lasted about 20 months and decided that it's not the type of business we wanted And it was basically because They had turned the new company that they bought from a relationship business to what we call a point and click business. They wanted everything to be done online. No kind of relationship. It's just like transactional and it just didn't that's not the way we had learned to do the business. There's different type of HR companies out there. You mentioned PEO. Yeah. Which stands for? Professional Employer Organization. Okay. And typically, PEOs have a specific way they do things in, in terms of, I guess, employee ownership. Yeah. There's other companies that Do some of the same services, but they've got a different strategy when it comes to owning quote unquote the employees Yeah And it's we simplify it by saying that in a PEO The employees are the employees of the organization the PEO for tax purposes It's called co employment because the client actually manages the employees, but from a tax purpose, they're all paid under the PEO's tax ID. In our, which we call ASO, Administrative Services Organization, we actually do the exact same thing, except it's all under the client's. F E I N. So it's all their records and, and we just manage things for them. Why do you do it that way? Our main reason for doing it was transparency. I could get into all of the details, but from a taxing perspective, with a P E O, the client does not have a state tax unemployment rate. It's all under the P E Os. So when, when they want to know what they're paying for and you try to break it down, it's hard to break it down because they don't really have that. You know, say with our clients in the ASO space, they have their own numbers. So if somebody says, what am I paying for? Well, they know that part of it is, you know, federal taxes and part of it is state taxes. And then there's the part that's broken out that's our administrative fee. So it's a lot, it's just very much more transparent. And that's one of the issues that we really struggled with. Mike was in the finance side, I was in the IT side, and that's what we really struggled with was trying to explain to clients why we can't tell them your state unemployment tax rate is this, because they really didn't have one. So, if I'm a small business owner, I need to decide which direction I want to go when I start working with a HR outsource company, whether I want to go the PEO route or the non PEO route. Is that correct? Yeah, and most businesses really don't. There are a few businesses that know. which one they want to be in. And it may be from a workers compensation perspective that they need to be in a PEO relationship that might work out better for them. But in most cases, it's not. Apples to apples comparison, one's not going to be that much better than the other. But if they need protection from historical things, That they've had trouble with the PEO might be a better option for them. Okay, I think I've heard that before like if it just has an example of its construction company They've got a history of workman comp claims that's going to negatively affect their their rates from their insurance carrier So that might be one example where they would benefit from going the PEO route Absolutely, and and and that same token if they have a real bad experience with workers compensation claims, they might not be a fit for the PEO. The PEO, their workers comp carrier may not take that particular client, so they have to be on their own, so then their option would be to either do it themselves or more likely do it with an administrative services organization like ourselves. You mentioned the headquarters is in Oklahoma. Yes. I believe you also have locations outside of Oklahoma. Yes. Where are your other locations? Brentwood, Tennessee. And then we also have a team in Oklahoma City that works remotely and takes care of our Oklahoma City metro area. But, you guys cover what geographic territory? Right now, I'm not sure how many states we're in. We have, I think we have clients in 16 states, but we have payrolls in many more states. We can do basically any state in the continental United States. We don't do any international payroll at this time. Not yet. Global domination is coming. Hawaii would be a good place to visit. That is the United States. Wait, and that's, that's been a joke in this industry for a long time is that if you'll get a Hawaii client, you can get any of your employees to go out there and sign them up. That's great. I would volunteer. So Mike, you've mentioned that clients reached out to you to get started. What made you and Mike Edmonds decide to go ahead and go forward? Well, I'll give you the 50 cent tour. When I left, I left to start an IT business for basically doing IT services like we do HR services for small to medium sized businesses in the Durant area. And I opened a little shop, hung my shingle, so to speak, in Durant. And then Mike was selling insurance and he would come by and visit me. Two or three times a week he'd just pull up at my front door and there was a steak restaurant right beside me so it was kind of nice and we'd go in and have lunch and he'd say well Jack Sawyer's called me again. Well, what's Jack up to? And he said, he's wondering if we're going to do payroll. And I said, I don't have any capability to do payroll. Although I did put it on my network services sign. It was, you know, all this computer stuff that I do and then payroll services. So finally, one day he said, Jack, Jesse's keeps bugging me about this. Can we do payroll? And I said, we'll figure it out. So we figured it out and started processing payroll and we just got more and more of those former. Clients, actually they were, they were still clients with our former business, but they kept calling us because that business had actually moved out of Durant and into the Dallas area and said, we'll still do your payroll, but we're going to mail you checks. We don't want to talk to you. You're going to have to fill everything out online, the point and click thing. And they wanted personal service. So they had, their relationship was with us. They came to us. So we took their phone calls. Did, did that answer your question? It sort of did. Yeah. I'm curious to know, how did you come up with the name Exodus HR Group? Well, the, the first two, Jack Sawyers was our first client and he, he's, every time he comes in and there's a new employee at the front desk, he tells them the story about I was their first client and, uh, he brought his daughter's pharmacy over too. So that I think total there was 18 employees. So that's a thriving business there. Two clients, 18 employees, and we got a call from another former client and he was, his parents were aging and he was going to get some home health nurses to take care of them. And our former business wouldn't take them on as a client. So he called us and he said, Hey, what are my options? And, uh, you know, so we can put them on. Payroll and work that out. So we started that with him and he told us at that time and this guy's Tom Williams Out of Tyler, Texas. He's a just a wonderful Christian man. He told us he said if you do a good job on these two employees He said I might bring my whole company to you. And so Because he's got 85 employees, and so that would make us a real business, right? So we, we started concentrating on that. We took care of his two employees. And when we finally got him, and it's a whole other story about how that meeting, those meetings went with him. But when we finally got him to agree to become our newest client, he told us, he said, Yeah, I'm going to sign on with you. He said, but you've got to do something with that name. Because I'm not a creative, artistic guy, so the name of my IT company was Infinite Technology Solutions. You put that on a business card. Okay. He said, none of my employees will know what Infinite Technology Solutions is. You got to come up with another name. And Mike said, well, what would you suggest? And he goes, well, you all left that other company in a mass exodus, why don't you call yourself Mass Exodus HR. So we shortened that down to Exodus HR Group and, and then the rest is history. And how long has Exodus been in business? In February, it'll be 14 years since we've processed our first payroll. That's fantastic. So great story. Great origination. So relationships really drove that. Yep. And you talked about how versus the former company that ended up being a point and click kind of a solution. How does that work for Exodus today? It still works great. We we have a great sales team. Wonderful. You know, number one sales guy, best guy I've ever met in my life. And they, they bring a lot of them on. And it's interesting because we don't deal with a lot of clients that are non relationship people because Scott is a relationship guy. So he's already building that relationship. And so it's almost kind of like calling out those people who. aren't interested in relationship because they don't get past the sales process cause they don't develop a relationship. So, but we do have some that come on through referrals or whatever that just, you can just tell that it's just business to them and those typically don't go as well. Because we, we dig down deep, we get to know the client, we get to know their business. We show them that we're in this for the long haul. We're, you know, we don't want to sign up 100 clients a year and turn over 45 of them. We don't want to do that. We want to, we'd rather sign up 30 a year and end up with 28. Just because it is a relationship business and it doesn't always work out, but most of the time it does. Is it safe to say you've seen a lot of changes? in this industry, in HR in particular, over the years? Yeah, it just, the regulations just keep growing. Every time you turn around, there's some new constraints put on people, new reports required, and it does get tougher all the time, so. Yeah, I know the business owners that I talk to, and I'm sure Scott's the same way, that's one thing we hear a lot is, we are good at our craft, and we're not good at trying to keep up with the latest government regulations, right? Which is good for you guys. Where do you see this going when you look into your crystal ball and, you know, maybe the next 12, 24 months, obviously we've got some changes at the governmental level. Is that a word? Governmental? Yep. So what do you see that small business owners should be aware of, should be looking out for or should be preparing for? Well, the government is always going to exist because, so there's going to be some things that, that change constantly. Fortunately, with, you know, what has happened in this past election, I think it's going to be, the regulatory environment's going to improve, but as with taxes, typically nothing gets reversed. So, what's there is probably going to stay there, at least for a while. Some of those, I think, may be rolled back, but there's always going to be stuff that needs to be monitored. And even if this new administration rolled back everything the previous administration had put in, there's still a, just oodles and gobs of regulations out there that have to be taken care of and, and followed. And it's not just in one area. There's HR, there's payroll, there's safety, there's workers compensation and all of that. And And for one person who started a business to build widgets, to have to, you know, not only build their widgets, but now they have to have somebody to take care of their HR, make sure they're compliant there, take care of their payroll, make sure they're compliant there, take care of their safety and compliance. It's just way too much. When you can hire a company like Exodus HR, and you've got experts in each one of those fields, and it's typically for The cost of a full time employee or less and you get all of that expertise. Yeah. Not only is it hard to keep up with, but if you don't do it correctly, there's penalties involved. Yeah. So that I think is probably the scariest thing is I want to try to do it myself, or I want my spouse to try to handle it to save money and we miss something, right? Well, there's so much in the being an employer. There's so much in that realm that you don't know what you don't know. And we had, we see it all the time with clients that are running great businesses and they're great employers. They love their employees, but when they come on with us, they find out I had no idea that I've been doing this wrong all this time. We take them, lead them down the path to get compliant on that stuff and they don't have to worry about that anymore. They didn't know they needed to worry about it and then like, oh my gosh, what that could have looked like. And then now they don't have to worry about it anymore because we take care of it. Yeah, from a government, uh, regulation standpoint, it's going to be interesting to see what Elon and, and Vivek can accomplish. I guess I'm just thinking that these entities have been entrenched for so long. They're not going to just quietly kind of fade away into the background. So it's going to be, it's going to be really interesting to see what that fight looks like. Yeah, I'm kind of excited because at least if they're fighting, they can't be sitting around thinking about what else they can make us do, you know, to try to keep compliance. So, well, we already talked a little bit about what these government regulations may or may not look like in the next few years. So, in HR especially, there's a lot of buzzwords that come out, and I know that DEI is often considered a four letter word in a lot of circles. So that's probably not going to be as prevalent, but there's going to be something else that takes its place. As a new buzzword in HR, where do you see that going in your experience? You know, I haven't really thought about it. You know, I know when DEI kind of started creeping into our space, Mike Edmonds said it best. We don't need a policy saying we're going to do the right thing. We show that we're doing the right thing. You can look at our people, you can look at our hiring practices and that's, you know, we, the proof is in the pudding. You know, you can see it. We don't need to, we don't need to write it down. We're not going to, we're not going to go down that road. And it's kind of encouraging now to see a lot of that stuff roll back. And really I've just been so excited about that pressure being off a little bit that I haven't really thought about the HR. I hope whatever takes its place is not as nefarious as DEI because DEI is not what it pretends to be, in my opinion. What have you seen? I wish I could think of, you know, it's diversity, equity and inclusion, but it sounds great on the surface. Sounds great. We had one of our employees do a DEI seminar and she did a great job because it wasn't what everybody else was pushing. It was basically, you need to get to know your co workers, you need to get to know your team, so you know what their background is, because we don't all have the same background. You know, I was, I was raised on a farm in a small town in Oklahoma, and the stuff that's ingrained in me from my youth is not the same as somebody who grew up in Brentwood, Tennessee, or Nashville, Tennessee, or one of the, you know, other towns around here, or somebody that even grew up in the city of Durant. You can't come at everybody like they have the same exact background as you and the reality is Everybody should be treated exactly the same Regardless of their background regardless of their race their gender or even their sexual orientation They they need to be treated with respect that that they deserve now. Do you sometimes have to fire somebody? Yeah But that shouldn't have anything to do with any of those qualities. It's basically you're hired to do a job and if you can't do that job then you need to move on to something else that suits you better. That's the way we look at it. We give everybody the opportunity to succeed and we want people to succeed. We've never hired somebody and thought Hope they don't make it. Yeah. Cause it's like, it's sad when, you know, we've been through, we've got 26 employees now and in the time we've, we've probably been through 70 or 80 and still remember every one of them. And you think about them and that there are a few that you're like, we, we, we made a mistake there. But then there's others, most of them, it's like, ah, man, I really miss them. I wish they were still here. They were good, good employees and it just didn't work out. So fortunately. I don't, I think most people that have left here have left on their own for better opportunities that are, well, actually there's no better opportunity than Exodus HR, but they thought they had one. So we haven't had to let very many go. What's the typical size company that you, you guys work with? Well, Sweet Spot, I would say is around 25 employees. The sales team likes the 400 man group. But, you know, we'll take, the sweet spot I'm going to say is 25 to 50. There's a lot more of those 25 man companies than there are the 400 man companies. Yeah, you get into the larger groups and they feel like they don't really need you, you know, and a lot of times they may not. They've got enough cash flow to hire an HR person and hire a payroll person and all of that, so. They think they don't need us, but you know, we still add value to whatever we're doing. Is there any particular industries that you all work better with or target? Not really. Scott may have a different opinion on this, but I mean, we've got medical offices, we've got blue collar, we've got white collar, we've got banking customers and all over the board, and we don't really target any specific industry. Now we, if we find something that, that fits well, you know, we ask for referrals and you know, it's funny, a lot of people that seem like they'd be in competition are, they know each other and are not really in competition because they just work well together. So they'll be glad to refer somebody else that does the same thing they do. So what are you, what's your sweet spot, Scott? All of those, like you said, I like those big groups. However, I will say that those people, less than 50 main groups, 25 main groups, the impact you make in those space, it's invaluable. That's a long term relationship because you know, every single member of their team, they know us. And so it's easy to make an impact with them. So any space construction is great because we do have an amazing safety program. The safety team does a great job. Putting themselves into those positions to bring value to an organization that saves them money, helps reduce their workers comp costs, as well as their insurance costs on the other side. So, or gets them out of a job shutdown situation, which we had last week. One of our clients was shut down on a job. Yeah, so they get, get safety team back on there and make sure that they stay safe and get reopened. So, so who would shut them down? OSHA? OSHA or maybe a general contractor if they're a subcontractor on a job and they're not doing something correct. I don't remember. I don't know that I ever got told why this one got shut down, but our Safety manager came in. He said, Hey, I've got a, I've got to run to the next town. So and so was shut down and they need somebody over there to get them back running again. So there we were and we saved the day for them because they would have lost an entire day. And I think it was on a Friday. So they would have lost Friday and Saturday working had they not had our safety guy to come over there and get their feet out of the fire. I like stories and you have worked with a lot of clients over the years. Thinking back to some of the companies that you've worked with, Exodus has worked with, share a story of where you guys came in and were really able to help a company and maybe take them from where they were to a higher level. We went to Appalachian Poplines Christmas. Dinner or Christmas luncheon yesterday, and I've told this story so many times I've almost got it memorized, but when they first came on with us or actually they were investigating They were seeing if we were going to be a good fit for them They actually sent their main payroll person to our Durant office from Nashville to sit down with me In a conference area for four days. Now, what type of company was this? They're a pipeline company Okay, the oil and gas pipeline Okay, so they're the ones putting pipes in the ground, burying them. They have all of the heavy equipment that, you know, digs the trenches and does all of that stuff. Sure. It's a big union shop. So there's a lot of extra payroll stuff that goes around and goes along with our union shop. And I remember now, Sherry is, is our payroll contact there. We met with her yesterday. She's a wonderful, wonderful woman. And just, uh, joy to work with. And the whole time we were there, she's like, I know you guys aren't gonna be able to do this, but we want to give you a shot and we're gonna try it. And she just kept saying, I know, I know it's not gonna work. The word I got from her was that they were down to the wire of processing the first payroll with another large, one of these mega payroll companies. And they pulled the plug and said, we can't do it. It's just too much. And so Sherry and I hashed this out over four full days back in our office. And, uh, processed a test payroll for them, and it was good. And for probably the first three years, she would come up with something new that the union had put on them, or that we hadn't experienced of the union payroll. And she'd say, oh, you're probably not going to be able to do this, but, you know, we need to give it a shot. And I think that was 12 years ago, 11 or 12 years ago, that we brought them on as a client. So what were they doing, how were they handling payroll before? QuickBooks. Okay, so just in house. Yeah, in house and it wasn't working well for them. They were having to do a lot of manual reports for their union dues and things like that. So we were able to, to get that client on and take a lot of the manual processes out of what they were having to do. And they're a loyal customer now. We go to their Christmas party every year. It's, they're just, it's, we've developed a relationship with them and, you know, they, they call us when they, you know, somebody's, matter of fact, we got a prayer request the other day from somebody who's sick and from that client said, Hey, would you guys be praying with us on this? And so that's the kind of relationships it's, it's deeper than just business. I mean, you can do business with anybody, but you can't develop a relationship with just anybody. Boy, that's good advice. That's a good one. And the fun thing about Sherry, she worked for that large company and now she's a huge advocate for us. And when we get a client that needs a reference, she's the person we send them to. And she told us the other day, she told us yesterday, one of the other companies, they come in every month to try to woo them. And she just looks at them and says, Hey, you can come in and say, hi, all you want. But we're never leaving who we're with. So, um, great, great. partner to work with. So yeah, it's fun. Yeah. And there, uh, you know, we meet a lot of their other vendors when we go to this Christmas lunch with them. And, uh, we've developed a relationship with a lot of those guys. And, uh, some of them, uh, are, you know, things that we're in the same space. You know, we can provide some of the stuff that these other vendors are, but we know that they're loyal to the core and they're not going to leave that vendor. We're their payroll company and, and, you know, we're not going to do their benefits. We're not going to do their retirement plan because they have other people that they're loyal to in those spaces. And it's good. I mean, if they weren't loyal to them, then they wouldn't be loyal to us. That's exactly right. We, we don't, we don't push any things like it. It almost gives us an extra comfort to know that they have that loyalty to those vendors. Sure. I've seen that. I've seen that in business over the years is typically the accounts that are the hardest for you to win. Are going to be the most loyal because before you came along, they were loyal to somebody else and just have to keep trying, right? Yeah. Wait for the right opportunity. And it sounds like you guys were there when that opportunity presented itself. Yeah, absolutely. And now you're not letting go of them. No. And they're not letting go of Exodus. So it's perfect. That's a great story. Okay, so I'm a small business owner, and I'm struggling with payroll, that's probably the entry point, I'm guessing, right? So typically, when you start working with a new business, is payroll the entry point that gets your foot in the door? Typically, although we are starting to see some safety entry points, and uh, cause we've got, we've got a new safety manager who is more. involved than we've had in the past. We've, mostly what we've had in the past is reactive, and uh, Josh that is our safety manager now, safety director I think is the actual title, I don't want to mess that up, but he actually pursues businesses in the safety realm. He's, he's probably done five or ten recently. He will meet somebody at a turkey shoot or, you know, a deer hunt or something like that. And they start talking about safety and they're like, we need somebody to do our CPR training. We need somebody. So he'll do those one offs and it always comes with, hey, you need somebody to do your payroll too. And safety is cheaper if you're doing payroll with us, so. So I guess I always thought safety would pertain obviously to construction, but it sounds like safety also applies to other industries. You mentioned the CPR. That could apply to any business that has a gathering of employees. Yeah, safety, CPR training basically applies to every. business, because whether you're just, I mean, we've, we've had safe CPR training at our offices because everybody needs to know how to do it. It could be the difference of, you know, losing a friend and a coworker versus not, and then active shooter training is a big thing now, and that's more likely to happen in an office setting than in a construction site. So, no, is that something you guys handle? Yeah, really? Yeah. It's all part of safety. Interesting. I never would have thought of that. So, we've got payroll, we've got safety, what are some of the other services that typically the businesses add on as your relationship continues with them? Well, human resources is big, HR, because that is the one that will get you sued. I mean, you can forget to pay an employee. And you, you have to fix it. You do something that violates Department of Labor and HR law, then you could find yourself in a court, you know, being sued for something. And it's, you can win a lawsuit and still spend a lot of money. Right. I've seen that too. Yeah. And it seems like the bigger the company, the more that kind of thing goes on. Yeah. And it almost feels like there's people out there that understand how that works, right? There are. You run into situations and if you've ever, we had a company that went bankrupt and in the bankruptcy recovery, they go look, I didn't realize this, you learn something every day and some, a lot of stuff you don't want to know, but when a company goes bankrupt and I don't know if it's chapter seven or chapter 11, but they go back and look at all of the payments that were made. from that company in the past so many months or years before they file bankruptcy. And what they're looking for is to find out if this company just offloaded assets to keep them away from the bankruptcy court. And we had a client go bankrupt and it was a very good company. They just had money problems and they went bankrupt. So we get a notice from the bankruptcy court that the payroll fees that they paid us, they wanted to recover because it looked like they were offloading. Assets. So we had to get an attorney and, um, it's like, this is all payroll taxes that we collected from the client and sent to the federal government. Out of 12, 000 or something like that, there were 246 that were our fees, which is still not offloading assets. So none of it was subject to this, this lawsuit. We get an attorney and he said, well, you need to settle. Just, just send them 5, 000. We'll, we'll agree to send them 5, 000. And I'm like, you know, it's the principle of the thing. I just, I want to fight this. And he goes, if you fight, stand on principle, you can win and you'll still spend more than what they're asking for. And so you're either going to spend it with the attorneys or you're going to spend it with just paying the deal. So I said, well, offer them. 2, 500. And so he did that and they took it. So there we were, we had nothing, we had done nothing wrong. We didn't know anything, but it ended up costing us 2, 500 to that client. And then what we had to pay the lawyer. So it's, it's a racket. Part of doing business. Part of doing business. Yeah. Right. Yeah. The one thing we haven't really talked about is technology. Yeah. So Mike, what is the technology that you guys have that you leverage that helps small businesses? Well, we use UKG Ready. Which is, was originally Kronos and then Ultimate Software and Kronos kind of merged and it's now UKG and uh, I've, I've been doing this, uh, industry for 30 years, uh, as of October and it's the best software I've ever seen and, and I've had. Five probably that I worked with directly that we actually used either at my previous employer or at uh, Exodus HR. And then I've dealt with a lot when clients come on with us, you know, we, we work with their software a lot. So I've worked with ADP, I've worked with Paychex, Paycom, Paycor, all of those. And mostly what I do is reporting and that's mostly what the clients need. Nearly every software package will do your paycheck right. Nearly every software package will do your taxes right, and I'll handle all of that. But the reporting is the big thing. Reporting needs to be easy, it needs to be customizable, and it needs to be quick. And UKG is the best I've ever seen. You pull up a screen that's got the data you want, you click on a button and go add these fields, and then you export it to Excel or PDF, however you want it. And it's just, it's, it's pretty awesome, and that takes a lot for me to say that. Because reporting has been the bane of my existence in this 30 years of doing this business. But, you know, we pride ourselves on providing what we consider the best technology, but also somebody on the other end of the phone if you need it and have questions. So you're onboarding a new client and you're getting them on this platform and they're using that platform to essentially run their business from, at least from a people's standpoint. And then the reports that you mentioned, those are reports maybe that would go to their accounting company, their, their bookkeeper? Yeah. They may, uh, it may even be a QuickBooks import that comes out of our system and goes into their payroll, their, their accounting system. It, it may be for their, uh, workers' compensation. It may be something that they use for management to evaluate cost in the. In this case of Appalachian Pipeline, it may be their union dues reports that are all customized, created, and sent out. We do some certified payrolls in UKG. When you put the information in, it prints out the certified payroll report that will be required to be submitted to the federal government or whoever is requiring that on the certified payroll. So, it's not just one area that they're used for. It's pretty much all encompassing for what you would need for business. Very user friendly, it sounds like. Is there any other technology that you guys use other than that? The UKG, does that cover it all? UKG does 99 percent of everything that we do. However, safety team does have a separate application that they use for on site inspections and it's, it's a very robust system as well. I don't know the name of that system, but I use it for audits. They use it for audits. So basically they go on site and they can do a full OSHA inspection sans OSHA. So meaning that it's not an OSHA. generated report. But then anytime that something happens with an OSHA violation or there is an incident, we, our team, goes on site, does the investigation, provides that reporting directly to OSHA in response to what they're going to need. Every incident that takes place on a job site has to be reported to OSHA. Most fines that come out of or from OSHA is due to lack of reporting or a whistleblower on the job site. So that's why that was, that, that technology is so important on that safety side. Yeah, and they also use that software to keep track of their training. When you're on most job sites in construction, you have to have weekly safety training, weekly toolbox, talks, things like that. And they keep track of that because that's one of the things if there's an injury, OSHA is going to come in and say, we need to see your training list to make sure that they're doing what they're supposed to be doing there. So, and that's the ultimate in value to our clients. Because if they don't have somebody watching that, then you're counting on a supervisor on the job who's got so many other things to take care of. to make sure that happens. So, with the, with the tools that they provide, it, it keeps track of all of that. And it's just, you know, if there's, this supervisor, he's got the training that we've laid out for him, he does it, and then he clicks a picture of every employee that is there, and it logs down who is there, so they can look at it and say, this guy got injured on Thursday, and he's been at every training. Or he's missed every training and, uh, can kind of keep up with that. It doesn't determine fault, but it does determine that the client is doing what they're supposed to be doing to make sure everybody stays safe. Our human resources department also has software to keep track of the things that they do and to create policies and procedures. So there are other softwares that we use that create the handbooks and the documents that they need. But as he said, 99 percent of what we do goes through UKG. Do you guys have any kind of an introductory offer? We do one thing on the safety side that's a little different. If you sign up for services with Exodus HR group full services, meaning payroll and HR, if they sign up for HR and payroll services and they're in that space that needs some security or on the safety side. We will introduce them to Josh and Josh will do a free evaluation to see what level of service they, they would need. And then we can kind of work that into that price. So that's the one thing we do a free evaluation on the safety services. So if there's a business owner out there that wants to learn more about Exodus HR, learn more about. What's the best route for them to go to get in touch with you all? Phone call, I would say. I mean, they can look at our website, ExodusHRGroup. com, and get basic information. A lot of people like to learn as much as they can before they talk to somebody. And viewing a website and scrolling through the pages can help you determine what questions you need to ask. But, uh, a phone call. We'll be the best thing because you'll get somebody to talk to and somebody can lay out for you, set up a meeting, send you some information that you're interested in, uh, and get you started on that path. Sounds great. Thanks for coming by, Mike. Yeah, thanks for having me. Appreciate being here.