- CEO Story: Jacob was born a recruiter. At the age of 15, he was already displaying the skill. Years went on and realized he was really good at matching dream jobs with dream talents. After 20 years of working for the corporation, he opened his own recruiting firm and coaching business, with the vision to impact thousands of recruiters, hr managers, and CHROs and run thousands of companies under his program.
- Business Service: Recruitment. Coaching. Matching the right candidate for the job, with the right talent.
- Secret Sauce: The way to approach and attract the right talent for the job. Having a blueprint.
- CEO Hack: Mentions: Gary Brick – nutrition empowerment specialist. A healthy leader helps you conquer the day.
- CEO Nugget: Leaders need to rewire their brains. Your largest job is to find the right talent for the job. CEO must have the ability to coach his team.
- CEO Defined: Responsible for the Employee and his family (including the rent and mortgage). Responsible for the profit of the company and to do that, you must have happy people and care a lot for their family
Website: www.talentacquisitionblueprint.com
Linkedin: jacobdarr
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Transcription
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00:24 – Intro
Do you want to learn effective ways to build relationships, generate sales, and grow your business from successful entrepreneurs, startups, and CEOs without listening to a long, long, long interview? If so, you've come to the right place. Gresham Harkless values your time and is ready to share with you precisely the information you're in search of. This is the I AM CEO Podcast.
00:52 – Gresham Harkless
Hello. Hello. Hello. This is Gresh from the I AM CEO podcast. I have a very special guest on the show today. I have Jacob Darr of Talent Acquisition Blueprint. Jacob, super excited to have you on the show.
01:02 – Jacob Darr
Gresh, what's going on, brother? Good to see you.
01:05 – Gresham Harkless
Yes, I'm excited to have you on and hear about all the awesome things that you're doing. You're doing so many phenomenal things. But of course, before we jumped into the interview, I wanted to read a little bit more about Jacob so you can hear about some of those awesome things. For over 2 decades, Jacob has been a leading figure in the recruitment industry. After years spent working for private equity, buying companies, assessing talent, and replacing talent with the best talent available, he opened his own outside recruiting firm.
Jacob Dar Associates, as well as a corporate coaching business, Talent Acquisition Blueprint. Today, Jacob specializes in helping companies create efficiency and effectiveness in recruiting processes, succession planning, and human capital planning. He's passionate about making sure that companies have the resources they need to attract and retain top talent. And he is also a passionate advocate for succession planning practices, which he sees as essential for any organization looking to build a sustainable future. Jacob, excited again to have you on the show. Are you ready to speak to the I AM CEO Community?
[restrict paid=”true”]
02:04 – Jacob Darr
Heck of an introduction, let's do it.
02:05 – Gresham Harkless
Yeah, heck of introduction, heck of a man. So before we get into that, why you're a heck of a man, I want to rewind the clock here a little bit more on how you guys started, what I call your CEO story.
02:14 – Jacob Darr
Well, that's a great question. So I'll take you back. So I just hired employee number 200. Nice. It's only month 4 of operations. So I was asked years ago, I was asked by a CEO of a 10, 000 global company who was not in the USA yet, that they wanted me to become employee no.1, massively scale people operations, 200 critical hires, serve as the CHRO. So I decided to accept that. So what did I do? I ran the numbers. I hired a bunch of softball and baseball players, turned them into marketers, and launched multi-platform marketing campaigns with automation, which really recruiting never had.
So let's break that down. I believe in today's world, we have to look at recruiting as a research, sales, and people attraction strategy combined with setting up our internal recruiting marketing agency. People don't do that. So what does this mean? Just like we attract clients with research, a playbook, and marketing systems, We need to attract the right talent that solves the business problem. Keyword, the right talent that solves the business problem in the same way. The same way as sales, no different. I've been placing people in their dream jobs since I was 15 years old.
Actually, I even forgot about that. When I was preparing for your talk today, my dad mentioned I started when I was 15 years old and I'm like, oh yeah, I forgot about that. I had a summer job at a large Lake Marina and my boss was short-handed. And he said, look, I'll give you a hundred bucks for every person. You can bring me to work here. I said, okay, I think I can do that. So, then I was not a recruiter. It's just something I did. My childhood dream actually was to become a police officer. Actually, I did become one in Key West, only to find out that I spent a lot of my free time recruiting other officers to the force. I couldn't help it. So after 3 years of being in the force and having recruited almost all of my friends, and everyone I knew into the local department. I realized that I loved recruiting.
Well, not actually recruiting more like matching dream jobs with dream talent to do the job. Well, that's what I call it. So I left and went right into HR specifically recruiting where I belong fast forward to 20 years of working for very large companies, fortunes, and private equity. So you kind of see the path, right? At every company I worked for, I was able, I outperform other recruiters on the team, 10x, 10 times faster with better results, and better quality candidates, which is really what set me apart from other colleagues. I'm not just filling jobs. I'm finding the best person for the job. And I was recruited out. Well, sometimes I did my own self-recruiting.
But it was really where the magic began, it was on a trip back home from Shenzhen, China, that I filled 475 positions for an electronic cigarette manufacturer. I met a CEO of a global company in an airline club room, you know, those places you hang out when you're going overseas to come back to the U S lots of conversations have always been struck up there for me, and this was a lucky one. So, this gentleman was the CEO of a 10,000-person global worldwide company. And he overheard a phone conversation that I was having with a board of directors. I was explaining my talent acquisition blueprint how I had systematized recruiting and what the blueprint looks like to attract the right talent.
And it caught his attention. He told me that they have a significant issue attracting the right talent and their recruiting firm investment was unsustainable. Most recruiting firms, in general, we always need recruiting firms. I own one. I have a team on the other side, but the problem is it's very expensive. And the culture is never driven the same as if it is internally. So that's why the talent acquisition blueprint was born we do all this. We train teach and coach so teams can do this internally and greatly reduce their spend. Anyway, so 4 weeks later from that conversation, I was employee no.1. You know how that story went. Within 24 months, we had a full-functioning manufacturing facility in the USA.
We had 416 employees, excellent talent, and the best people we could find. And after I did that, I moved on. Why did I do that? Because I'm committed to disrupting the HR space and mindset, mindset, huge strategy, and the way they operate. I believe in dream jobs for dream talent, not stagnant people, warm bodies, and filling jobs. There are people out there that are perfect matches, kind of like, maybe I'm like a dating match matchmaker. And all they have to do is execute something similar to what we've done, which is the talent acquisition blueprint and its predictable results. So my vision is to impact thousands of recruiters, HR managers, and CHROs by 2025 and thousands of companies to run under our talent acquisition blueprint by 2030. That's why I started the talent acquisition blueprint. So that's a little bit about us and what I'm doing.
07:40 – Gresham Harkless
Nice. I absolutely love that. Matching dream jobs with dream talent to do the job right and to do the job well. And I think that's so powerful. I don't know if I like that more or if I like the, maybe the tender for HR, for hiring or whatever, that those 2 things go hand in hand. So I don't know which one we could put on a bumper sticker but I think we need to have at least 1 or 2 bumper stickers, you know, with that. I believe it’s incredibly powerful. When we first connected, we had an offline conversation about the significant number of people leaving their jobs.
It seems to me that many are experiencing a kind of epiphany. People are searching for their dream jobs, but I also sense that you have understood this since you were 15. There’s a realization that organizations need to have as well regarding how to address this issue. So it kind of sounds like that's, you know, obviously what you do, but it also seems like that's a strong part of your, your secret sauce, your superpower, the thing you feel kind of such a part of, make sure you need.
08:38 – Jacob Darr
For sure. And the problem, lots of companies, especially in the fortunes, is there's a huge disconnect between leadership and talent. And we're not going to bring anything personal into the business. It's not a family. I can't tell you how many times I've heard that. That's fundamentally a problem in recruiting, attracting, and retaining talent, because the person that works for you, it's their life. Finding someone, the right person in the right role, and tweaking the leader, making significant tweaks in leaders' minds to humbly lead is a big deal. Yeah, absolutely. And that's why I love everything that you're doing.
And of course, being able to kind of track that that that talent. But I also love the blueprint just because it sounds like it speaks directly to that culture, that mindset, all those things that you spoke about. But I also, you know, really wrote down the word empowerment because it also feels like you're empowering the people that are in those leadership positions to think differently, look differently, but also act differently so that they can have that really great culture. Yeah, for sure. I mean, a bad hire costs the business 2 and a half times the salary minimum. It's very expensive.
09:49 – Gresham Harkless
Yeah, absolutely. And I imagine too that that hire can, you know, manifest itself in so many different ways, whether somebody leaving or, you know, just creating, you know, maybe sometimes even poisoning for lack of a better term, the coach, There's just so many things that can happen that it could be at least that costly when you don't kind of do the due diligence, you won't have the leadership in the culture to make sure that it's sustainable. Percent. Awesome. Awesome. Awesome. Absolutely love that. So I wanted to switch gears a little bit, and I want to ask you for what I call a CEO hack. So this could be like an Apple book or a habit that you have, but what's something that you feel makes you more effective and efficient?
10:22 – Jacob Darr
So it's actually not related to business at all. So through my corporate career and, you know, I mean, I've read a lot of books and did all the normal things they said. It was actually a guy that I found online and he motivates, not motivates, empowers you to change your health. So, you know, not necessarily an unhealthy guy, but As far as learning the raw materials that my body's missing through certain supplements, his name's Gary Brekka, by the way, awesome guy. I found him on Instagram and started to subscribe to his stuff. I feel like a million bucks. I mean, I feel like I'm a six-year-old and that helps me to be a better leader to my team. It helps me to conquer the day and to be honest, that's probably one of the most game-changing attributes or hacks that I've ever found.
11:16 – Gresham Harkless
Absolutely. And so what would you consider to be what I like to call a CEO nugget? So this is a little bit more word of wisdom or a piece of advice. I like to say it might be something you would tell your favorite client or if you happen to be a time machine, you might tell your younger business self.
11:31 – Jacob Darr
So for most leaders, rewire your brain for leadership. So you're not there to give orders. I mean, in reality, the CEO leads the company, but the largest disconnect of the CEOs that I had coached and tried to change and successfully did change was you're there to help your team get to the finish line. So starting your largest job is what a lot of them hate and it's recruiting. If you own a company if you're a CEO or if you're a leader, I would argue that your no.1 job is to be a recruiter. So you need to learn how to quickly identify good talent.
Do you have a signature talk, meaning can you effectively communicate what you do when you find that person? And then do you have the mindset and do you have the skills, which skills play a big part in it, that you can lead by helping your folks? What do they need? Help them help you by getting what they need. So really, in my opinion, a CEO's greatest quality is the ability to coach their team.
12:33 – Gresham Harkless
Absolutely. And let me ask you this, do you feel like by rewiring your brand, is that something that you've found and seen is it's kind of like an instant process or is this something that takes over time or is just very dependent on the person.
12:47 – Jacob Darr
It's not an instant process and it definitely varies, by person. But, the mountains are moved whenever the person humbly accepts that I failed. I have failed a lot of times and you have to get to the mindset that I want to be better. What can I do? And you're open to coaching and you want to move forward to the point when you start feening for it. I think about it every day, I think about it. I want to be a better leader. That's when the mountains are moved.
13:19 – Gresham Harkless
Absolutely. I love that word fiend and you become obsessed with the success to want to see that happen.
13:26 – Jacob Darr
At Talent Acquisition Blueprint, a portion of, we do coaching. So for folks that we try, job no.1 is to get them to the point that the theme for coaching and to better themself, right? And if they don't get there, we fire them. We, it is so critically important that if you can't get yourself to that point, and really that's accepting failures and agreeing to move forward, you'll never move forward.
13:55 – Gresham Harkless
Awesome. Awesome. Awesome. So I wanted to ask you now my absolute favorite question, which is the definition of what it means to be a CEO. And we're hoping to have different quotable CEOs on the show. So Jacob, what does being a CEO mean to you?
14:06 – Jacob Darr
So being a CEO means to me, people, and families. So I'm responsible for the family's rent, for the family's mortgage, for the family's groceries, not just the employee, the family. So I'm also responsible for the profit of the company. So to do that, I have to have very happy people and care a lot about their families. That's what a CEO means to me.
14:33 – Gresham Harkless
Awesome. Awesome. Awesome. Well, Jacob truly appreciates that definition and of course, appreciates your time even more. So what I want to do now is pass you the mic, so to speak, just to see if there's anything additional that you can let our readers and listeners know. And of course, how best people can get out of you about all the awesome things you understand we're working on.
14:49 – Jacob Darr
The right person in the business is game-changing. So my advice is to take a look and evaluate your business and what talent you have against what talent is out there and available and what it could look like. I've actually written a book. So this is the Talon Acquisition Blueprint. I didn't hold anything back in this book. There are no secrets here. All of the processes we use teach coach and implement in companies are here. You can buy this book on Amazon. Basically, it's the cost of shipping. It's like 9 bucks.
It'll ship out to you. If you want to change your company, if you want to learn how to put good people in your seats, all you have to do is pick this book up and read it. So if you want to get in touch with us for more questions, you want to chat, the best way to reach us. My line is 3367, 04:09, 635. Shoot me an email, Jacob at talent acquisition, blueprint.com. There you go.
15:46 – Gresham Harkless
Awesome. Awesome. Awesome. I truly appreciate that, Jacob, to make it even easier. We're going to have the links and information in the show notes too, so that everybody can give you a phone call, reach out to you, and of course get a copy of your book and find out about all the awesome things that you and your team are working on. And I hope you have a phenomenal rest of the day.
16:00 – Jacob Darr
Yeah, Gresh, thank you. And I'll leave your group with one more thing. If anybody's struggling to grow your business, if anybody's struggling with things in your business, profitability, it is very simple. Look at your people. It is your people. Have a good day. Thank you, Gresh.
16:13 – Outro
Thank you for listening to the I AM CEO Podcast powered by Blue 16 Media. Tune in next time and visit us at iamceo.co I AM CEO is not just a phrase, it's a community. Be sure to follow us on social media and subscribe to our podcast on iTunes Google Play and everywhere you listen to podcasts, SUBSCRIBE, and leave us a five-star rating grab CEO gear at www.ceogear.co. This has been the I AM CEO Podcast with Gresham Harkless. Thank you for listening.
00:24 - Intro
Do you want to learn effective ways to build relationships, generate sales, and grow your business from successful entrepreneurs, startups, and CEOs without listening to a long, long, long interview? If so, you've come to the right place. Gresham Harkless values your time and is ready to share with you precisely the information you're in search of. This is the I AM CEO Podcast.
00:52 - Gresham Harkless
Hello. Hello. Hello. This is Gresh from the I AM CEO podcast. I have a very special guest on the show today. I have Jacob Darr of Talent Acquisition Blueprint. Jacob, super excited to have you on the show.
01:02 - Jacob Darr
Gresh, what's going on, brother? Good to see you.
01:05 - Gresham Harkless
Yes, I'm excited to have you on and hear about all the awesome things that you're doing. You're doing so many phenomenal things. But of course, before we jumped into the interview, I wanted to read a little bit more about Jacob so you can hear about some of those awesome things. For over 2 decades, Jacob has been a leading figure in the recruitment industry. After years spent working for private equity, buying companies, assessing talent, and replacing talent with the best talent available, he opened his own outside recruiting firm.
Jacob Dar Associates, as well as a corporate coaching business, Talent Acquisition Blueprint. Today, Jacob specializes in helping companies create efficiency and effectiveness in recruiting processes, succession planning, and human capital planning. He's passionate about making sure that companies have the resources they need to attract and retain top talent. And he is also a passionate advocate for succession planning practices, which he sees as essential for any organization looking to build a sustainable future. Jacob, excited again to have you on the show. Are you ready to speak to the I AM CEO Community?
02:04 - Jacob Darr
Heck of an introduction, let's do it.
02:05 - Gresham Harkless
Yeah, heck of introduction, heck of a man. So before we get into that, why you're a heck of a man, I want to rewind the clock here a little bit more on how you guys started, what I call your CEO story.
02:14 - Jacob Darr
Well, that's a great question. So I'll take you back. So I just hired employee number 200. Nice. It's only month 4 of operations. So I was asked years ago, I was asked by a CEO of a 10, 000 global company who was not in the USA yet, that they wanted me to become employee no.1, massively scale people operations, 200 critical hires, serve as the CHRO. So I decided to accept that. So what did I do? I ran the numbers. I hired a bunch of softball and baseball players, turned them into marketers, and launched multi-platform marketing campaigns with automation, which really recruiting never had.
So let's break that down. I believe in today's world, we have to look at recruiting as a research, sales, and people attraction strategy combined with setting up our internal recruiting marketing agency. People don't do that. So what does this mean? Just like we attract clients with research, a playbook, and marketing systems, We need to attract the right talent that solves the business problem. Keyword, the right talent that solves the business problem in the same way. The same way as sales, no different. I've been placing people in their dream jobs since I was 15 years old.
Actually, I even forgot about that. When I was preparing for your talk today, my dad mentioned I started when I was 15 years old and I'm like, oh yeah, I forgot about that. I had a summer job at a large Lake Marina and my boss was short-handed. And he said, look, I'll give you a hundred bucks for every person. You can bring me to work here. I said, okay, I think I can do that. So, then I was not a recruiter. It's just something I did. My childhood dream actually was to become a police officer. Actually, I did become one in Key West, only to find out that I spent a lot of my free time recruiting other officers to the force. I couldn't help it. So after 3 years of being in the force and having recruited almost all of my friends, and everyone I knew into the local department. I realized that I loved recruiting.
Well, not actually recruiting more like matching dream jobs with dream talent to do the job. Well, that's what I call it. So I left, and went right into HR specifically recruiting where I belong fast forward to 20 years of working for very large companies, fortunes, and private equity. So you kind of see the path, right? At every company I worked for, I was able, I outperform other recruiters on the team, 10x, 10 times faster with better results, and better quality candidates, which is really what set me apart from other colleagues. I'm not just filling jobs. I'm finding the best person for the job. And I was recruited out. Well, sometimes I did my own self-recruiting.
But it was really where the magic began, it was on a trip back home from Shenzhen, China, that I filled 475 positions for an electronic cigarette manufacturer. I met a CEO of a global company in an airline club room, you know, those places you hang out when you're going overseas to come back to the U S lots of conversations have always been struck up there for me, and this was a lucky one. So, this gentleman was the CEO of a 10,000-person global worldwide company. And he overheard a phone conversation that I was having with a board of directors. I was explaining my talent acquisition blueprint how I had systematized recruiting and what the blueprint looks like to attract the right talent.
And it caught his attention. He told me that they have a significant issue attracting the right talent and their recruiting firm investment was unsustainable. Most recruiting firms, in general, we always need recruiting firms. I own one. I have a team on the other side, but the problem is it's very expensive. And the culture is never driven the same as if it is internally. So that's why the talent acquisition blueprint was born we do all this. We train teach and coach so teams can do this internally and greatly reduce their spend. Anyway, so 4 weeks later from that conversation, I was employee no.1. You know how that story went. Within 24 months, we had a full-functioning manufacturing facility in the USA.
We had 416 employees, excellent talent, and the best people we could find. And after I did that, I moved on. Why did I do that? Because I'm committed to disrupting the HR space and mindset, mindset, huge strategy, and the way they operate. I believe in dream jobs for dream talent, not stagnant people, warm bodies, and filling jobs. There are people out there that are perfect matches, kind of like, maybe I'm like a dating match matchmaker. And all they have to do is execute something similar to what we've done, which is the talent acquisition blueprint and its predictable results. So my vision is to impact thousands of recruiters, HR managers, and CHROs by 2025 and thousands of companies to run under our talent acquisition blueprint by 2030. That's why I started the talent acquisition blueprint. So that's a little bit about us and what I'm doing.
07:40 - Gresham Harkless
Nice. I absolutely love that. Matching dream jobs with dream talent to do the job right and to do the job well. And I think that's so powerful. I don't know if I like that more or if I like the, maybe the tender for HR, for hiring or whatever, that those 2 things go hand in hand. So I don't know which one we could put on a bumper sticker but I think we need to have at least 1 or 2 bumper stickers, you know, with that. I believe it’s incredibly powerful. When we first connected, we had an offline conversation about the significant number of people leaving their jobs.
It seems to me that many are experiencing a kind of epiphany. People are searching for their dream jobs, but I also sense that you have understood this since you were 15. There’s a realization that organizations need to have as well regarding how to address this issue. So it kind of sounds like that's, you know, obviously what you do, but it also seems like that's a strong part of your, your secret sauce, your superpower, the thing you feel kind of such a part of, make sure you need.
08:38 - Jacob Darr
For sure. And the problem, lots of companies, especially in the fortunes, is there's a huge disconnect between leadership and talent. And we're not going to bring anything personal into the business. It's not a family. I can't tell you how many times I've heard that. That's fundamentally a problem in recruiting, attracting, and retaining talent, because the person that works for you, it's their life. Finding someone, the right person in the right role, and tweaking the leader, making significant tweaks in leaders' minds to humbly lead is a big deal. Yeah, absolutely. And that's why I love everything that you're doing.
And of course, being able to kind of track that that that talent. But I also love the blueprint just because it sounds like it speaks directly to that culture, that mindset, all those things that you spoke about. But I also, you know, really wrote down the word empowerment because it also feels like you're empowering the people that are in those leadership positions to think differently, look differently, but also act differently so that they can have that really great culture. Yeah, for sure. I mean, a bad hire costs the business 2 and a half times the salary minimum. It's very expensive.
09:49 - Gresham Harkless
Yeah, absolutely. And I imagine too that that hire can, you know, manifest itself in so many different ways, whether somebody leaving or, you know, just creating, you know, maybe sometimes even poisoning for lack of a better term, the coach, There's just so many things that can happen that it could be at least that costly when you don't kind of do the due diligence, you won't have the leadership in the culture to make sure that it's sustainable. Percent. Awesome. Awesome. Awesome. Absolutely love that. So I wanted to switch gears a little bit, and I want to ask you for what I call a CEO hack. So this could be like an Apple book or a habit that you have, but what's something that you feel makes you more effective and efficient?
10:22 - Jacob Darr
So it's actually not related to business at all. So through my corporate career and, you know, I mean, I've read a lot of books and did all the normal things they said. It was actually a guy that I found online and he motivates, not motivates, empowers you to change your health. So, you know, not necessarily an unhealthy guy, but As far as learning the raw materials that my body's missing through certain supplements, his name's Gary Brekka, by the way, awesome guy. I found him on Instagram and started to subscribe to his stuff. I feel like a million bucks. I mean, I feel like I'm a six-year-old and that helps me to be a better leader to my team. It helps me to conquer the day and to be honest, that's probably one of the most game-changing attributes or hacks that I've ever found.
11:16 - Gresham Harkless
Absolutely. And so what would you consider to be what I like to call a CEO nugget? So this is a little bit more word of wisdom or a piece of advice. I like to say it might be something you would tell your favorite client or if you happen to be a time machine, you might tell your younger business self.
11:31 - Jacob Darr
So for most leaders, rewire your brain for leadership. So you're not there to give orders. I mean, in reality, the CEO leads the company, but the largest disconnect of the CEOs that I had coached and tried to change and successfully did change was you're there to help your team get to the finish line. So starting your largest job is what a lot of them hate and it's recruiting. If you own a company if you're a CEO or if you're a leader, I would argue that your no.1 job is to be a recruiter. So you need to learn how to quickly identify good talent.
Do you have a signature talk, meaning can you effectively communicate what you do when you find that person? And then do you have the mindset and do you have the skills, which skills play a big part in it, that you can lead by helping your folks? What do they need? Help them help you by getting what they need. So really, in my opinion, a CEO's greatest quality is the ability to coach their team.
12:33 - Gresham Harkless
Absolutely. And let me ask you this, do you feel like by rewiring your brand, is that something that you've found and seen is it's kind of like an instant process or is this something that takes over time or is just very dependent on the person.
12:47 - Jacob Darr
It's not an instant process and it definitely varies, by person. But, the mountains are moved whenever the person humbly accepts that I failed. I have failed a lot of times and you have to get to the mindset that I want to be better. What can I do? And you're open to coaching and you want to move forward to the point when you start feening for it. I think about it every day, I think about it. I want to be a better leader. That's when the mountains are moved.
13:19 - Gresham Harkless
Absolutely. I love that word fiend and you become obsessed with the success to want to see that happen.
13:26 - Jacob Darr
At Talent Acquisition Blueprint, a portion of, we do coaching. So for folks that we try, job no.1 is to get them to the point that the theme for coaching and to better themself, right? And if they don't get there, we fire them. We, it is so critically important that if you can't get yourself to that point, and really that's accepting failures and agreeing to move forward, you'll never move forward.
13:55 - Gresham Harkless
Awesome. Awesome. Awesome. So I wanted to ask you now my absolute favorite question, which is the definition of what it means to be a CEO. And we're hoping to have different quotable CEOs on the show. So Jacob, what does being a CEO mean to you?
14:06 - Jacob Darr
So being a CEO means to me, people, and families. So I'm responsible for the family's rent, for the family's mortgage, for the family's groceries, not just the employee, the family. So I'm also responsible for the profit of the company. So to do that, I have to have very happy people and care a lot about their families. That's what a CEO means to me.
14:33 - Gresham Harkless
Awesome. Awesome. Awesome. Well, Jacob truly appreciates that definition and of course, appreciates your time even more. So what I want to do now is pass you the mic, so to speak, just to see if there's anything additional that you can let our readers and listeners know. And of course, how best people can get out of you about all the awesome things you understand we're working on.
14:49 - Jacob Darr
The right person in the business is game-changing. So my advice is to take a look and evaluate your business and what talent you have against what talent is out there and available and what it could look like. I've actually written a book. So this is the Talon Acquisition Blueprint. I didn't hold anything back in this book. There are no secrets here. All of the processes we use teach coach and implement in companies are here. You can buy this book on Amazon. Basically, it's the cost of shipping. It's like 9 bucks.
It'll ship out to you. If you want to change your company, if you want to learn how to put good people in your seats, all you have to do is pick this book up and read it. So if you want to get in touch with us for more questions, you want to chat, the best way to reach us. My line is 3367, 04:09, 635. Shoot me an email, Jacob at talent acquisition, blueprint.com. There you go.
15:46 - Gresham Harkless
Awesome. Awesome. Awesome. I truly appreciate that, Jacob, to make it even easier. We're going to have the links and information in the show notes too, so that everybody can give you a phone call, reach out to you, and of course get a copy of your book and find out about all the awesome things that you and your team are working on. And I hope you have a phenomenal rest of the day.
16:00 - Jacob Darr
Yeah, Gresh, thank you. And I'll leave your group with one more thing. If anybody's struggling to grow your business, if anybody's struggling with things in your business, profitability, it is very simple. Look at your people. It is your people. Have a good day. Thank you, Gresh.
16:13 - Outro
Thank you for listening to the I AM CEO Podcast powered by Blue 16 Media. Tune in next time and visit us at iamceo.co I AM CEO is not just a phrase, it's a community. Be sure to follow us on social media and subscribe to our podcast on iTunes Google Play and everywhere you listen to podcasts, SUBSCRIBE, and leave us a five-star rating grab CEO gear at www.ceogear.co. This has been the I AM CEO Podcast with Gresham Harkless. Thank you for listening.
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