#211 Innovation and Real Estate: A Chat with Rokrbox's Josh Cunningham

0:00:02 - Mehmet
Hello and welcome back to a new episode of the CTO show with Mehmet. Today I'm very pleased to have with me Josh. Josh is dialing from Texas, the US. Josh, thank you very much for being on the show. The way I like to do is I keep it to the guest to introduce themselves, because no one can introduce anyone better than themselves, in my opinion. So the floor is yours, josh. 

0:00:21 - Josh
Well, thank you so much. I appreciate you having me on the show, excited to be here and be another international guest on an international podcast, so super thrilled about that. But yeah, as you said, my name is Josh Cunningham. I'm the founder and CEO of Rocker Box. That's spelled a little strange, it's R-O-K-R-B-O-X and we are a done for you inside sales assistant solution in the real estate space. We just celebrated our 10 year anniversary, so we've been doing this for just over a decade. But essentially what we do is help real estate agents all across the United States and Canada follow up with internet leads. 

So I kind of came across this problem in the real estate space just over a decade ago, where a bunch of real estate agents and real estate teams would invest a lot in PPC to drive traffic to their website and then, of course, their website would give them the opportunity to browse and search for homes. And after clicking around on a couple of pictures, the squeeze would pop up and, of course, force that person who's browsing on their site to create a free profile so that they could look at those homes. And what was happening I saw this a long time ago is all these real estate agents and teams were busy with their day to day functions and working with their hot buyers and sellers and showing properties and negotiating contracts, and it left a big void in their business for someone to follow up with all these people that were on their website. And I was actually working for a marketing firm in the real estate space, traveling the country going to all these different real estate seminars and events and masterminds, and every room that I was in I heard this exact same frustration. And so, like any good entrepreneur, when you hear of a problem, you know you think, hey, let me come up with a solution to that and I'll have a very thirsty audience for this solution. And so that's exactly what I set out to do. Like I said, I started the business back in 2013. 

And essentially, the goal was to figure out how to follow up with these internet leads in a systematic way, using a course technology to create efficiencies in the work that we do, but it was still very much a human element to it. You know lots of phone calls, lots of text messages, lots of emails to talk to these leads and figure out where they were in the buying process. You know some of them were just nosy neighbors and Scooby-Doo's and people kicking tires, but about 10% of the traffic that was landing on their website and registering actually had an interest in buying or selling real estate. And so, you know, we figured out ways to call them systematically, text them an, email them and highlight those. You know, those few people that were actually motivated and needed the expertise of a real estate agent. So that's where the name Rocker Box comes from. 

It's an old gold mining tool that they used to use to separate sand and gravel from gold, and so we use that analogy when we think of people's internet leads. You know, because there's a lot of sand and gravel and dust and dirt. If you're familiar with any type of sales funnel, where you're, you know, casting a wide net online and driving traffic to your website. There's a lot of people that aren't interested, but those few people that are are essentially flakes of gold. You know. Those are where the sales are made, those are where the commission checks get paid, and that's what we do is we follow up with these internet leads and pass off the warm golden nuggets to our clients, and then, of course, they're able to spend their time focused on working with highly motivated buyers and sellers and help them realize the real estate dreams and get those offers made and those deals signed and those you know, those homes sold. 

0:04:11 - Mehmet
Love that and I love the anatomy that you made about. You know the gold. Now let me ask you, josh, out of curiosity and just the question popped up in my head now yeah, does this something? You know this methodology, you know it worked with real estate, but do you think it can work with something else, like anything that requires a sales funnel? 

0:04:29 - Josh
Absolutely. You know we're actually working with teams in the mortgage industry as well, and you know there's a lot of other ancillary businesses that align really well with real estate. You know insurance title, you know home services like when someone moves from home to home getting someone to transfer all their services over. So we've kind of niched down in the real estate space because it made it really easily scalable for us. We learned a couple different technology platforms or CRMs that are specific to real estate, and so that's what made our business so easy to grow and scale is we focused on making a really good quality phone conversation, and then we just learned the back end technology that all these real estate professionals are using. So whether someone's selling real estate in South Carolina or South Dakota, you know, or Nebraska or North Carolina, the technology is the same, the conversation is the same, and so literally the way our office is set up is we just have terminals logged into our client's CRM and we're going from station to station, working those leads and having that exact same conversation. So, yes, we have, you know, worked with some other industries and seen some, some need for this and other spaces. 

Over the last ten years, though, we've really just focused on just the real estate space, and so it's been a very lucrative business. But, like any good business, you always got to be, you know, have some foresight into what's going on in the future and you know looking for ways to pivot and, you know, deliver those services to other people. But absolutely, whether you're selling Homes or whether you're selling flowers or an online course, you know a sales funnel is something that's very important to understand, and you know the first step is obviously to drive the traffic to the website. The next step is to capture that lead, but then the the sort of our specialty is nurturing those prospects until they're actually ready to convert the sale, and so that's where a lot of people drop the ball in a lot of industries car sales, industries, again, insurance, you name it you know anybody who's generating leads. 

It doesn't matter who I'm talking to. In fact, I was just talking with our, our university, a local university. We're located here in College Station, which is home to Texas A&M University, and I was just talking with the gentleman from their, their, their fundraising Department, and he was saying the same thing hey, we've got all these leads and nobody's falling up with. You know is, and so that's the name of the game is just Getting in front of people, having good conversations, assessing what their needs and motivation is and then figuring out how you can prescribe a solution based upon the expertise that you have. So it, it, it Trans, you know, transcends every single industry that's out there 100%. 

0:07:19 - Mehmet
And to your point, josh, like yeah, if you have hot leads man people, they pay money to get them. So if you have them, you have to act on them very fast and as quick as possible. Now, one of the things you, when you you start to you know, tell the story and you said like you find a problem. So you knew that you are Onto something. 

0:07:38 - Josh
Yeah. 

0:07:38 - Mehmet
I'm sure, like also, the road was not that easy right. So I'm sure, like you have faced some challenges and you know, like, okay, we know that there's a problem, we need to find a solution, but there were challenges, I'm sure, down the road. So what were these challenges and how you overcame them? 

0:07:57 - Josh
Yeah, absolutely. That's a really great question. It's funny because nowadays, when you look at where we've come over the last 10 years, when you stop and take a look backwards at where you came from, it looks like all the dots connect right. It makes it hindsight is 2020 right. It looks like this nice gradual flow from beginning to where you're at now, with the growth up into the right on on your on your graph. You know trajectory, but the reality is there's lots of ups and downs, there's lots of failures, and you know, as a Successful business and entrepreneur, you have to. You'll learn from not only your mistakes, but learn from other people's mistakes. You have to, you know, find people that are doing what you want to do at a high level and invest in proximity to get around them. And so you know we've had lots of learning lessons along the way and you know our our At our core. We're really a human capital organization. 

Yes, we use technology to make our work more efficient and more streamlined, but, at the end of the day, what we're really selling is a high quality phone conversation, and so when I first started the business, I had the foresight to To start the business here in College Station, which I, like I said, is home to Texas St University, and you know there's a lot of different people doing this type of work in the space, but nobody had yet really packaged a complete done for you solution In the states right. A lot of the calls and stuff were coming from overseas. And so, you know, I went to school at Texas A&M and it's a very prestigious university and I thought to myself, you know, I could probably find some sharp and enthusiastic college students that have a degree of interest in whether it be sales or marketing or economics or industrial distribution, something that's related to Learning these fundamental skills, and I could borrow their talents for the couple years that they're at school and Train them on how to make phone calls, on how to manage CRMs, on how to overcome objections, and that would make it a winning formula, because our clients would get really good quality phone calls and our callers would get real-world Experience that would accelerate their young professional development, because you know they're not just going to class and studying the book and, you know, taking the test, but they're actually, day in and day out, talking to people all across the country, working with real estate teams all across the country and building real, tangible skills that set them up for success once they graduate and walk the stage. And most of our employees Walk the stage with multiple job offers, or they skip entry level positions or they get whatever internship program that they want. And so you know I brag that over the last 10 years we've hired and trained over 400 inside sales assistants, and, and, and they're all from Texas A&M and, you know, in a world where a college degree may not mean as much as it used to be, we're very proud that the experiences that they're developing while they're at Rocker Box are setting them up for success, because they're actually learning these important skills. And so, you know, one of the first challenges we had early on was, you know, our biggest growth spur. You know, from from conception to you know, really kind of taking the. 

The solution to the market was in the summer of 2015 and you know, we had hired up a bunch of employees, bunch of staff from the, from the university, and we trained up all these callers and we started getting them to learn the Scripts and the objection handlers and learn the technology, and we were really building an amazing culture, highly competitive culture, where people were learning from each other and, you know, having some friendly competition with one another. And you know, something happened that September. You know it happens every September here in college station Texas and for some reason it caught me by surprise. But here in college station Texas, in September of that year, guess what happened? Classes started over again, right, and you know, a lot of these students had other obligations. They had, you know, extracurricular activities. You know, here in Texas football is practically a religion, so all the students want to go to the football games. 

And so overnight, 40%, 40% of my staff just poof, disappeared and they all decided, hey, I've got other priorities, I got to get back to school, I've got these other classes going on. And so I was absolutely crushed and just Devastated that you know we had trained up all these people, we built this fun, competitive environment, and now they were gone. And and how was it gonna replace them? And so, you know, immediately you start looking for, you know, fingers to point or someone to blame. And then, finally, you know, one day I saw him right there in the mirror. 

You know, I took a good hard look in the mirror and realized that this was a failure on our behalf as organization To really demonstrate to these to our team members that this was the first step in their young professional career and that the experiences and the expertise that they were going to develop in this position Was going to set them up for future success. And so, from that point on, we really took a hard focus on Making sure that we communicated that to our team members. And so we implemented a daily huddle, and so every shift, when our, when our team would come in, we would have a daily huddle and we would, you know, talk about the the accomplishments of the previous day. We would, you know, sharpen our skills and actually work on some of the scripts and hone our craft, and then and then we would have a moment where we would connect with each other and just just have kind of a fun icebreaker Personal conversation about things that are interesting to us. And then the last piece of that huddle was the motivation factor, was setting the goals and making it known to our peers so that they could help us hold us accountable and then also celebrate those victories. 

And so that was one of the most important tools that we implemented to our culture To really set the stage and let it be known that this work is important, that it's meaningful and that if you put a lot into it You're gonna get a lot out of it. 

And that was one of the big turning points in our business was Really just that that big turnover that we had and realizing that that was a failure on our behalf as an organization, that we we weren't communicating well enough. That that, this work, you know, although it's not the most desirable work people don't, you know, wake up every day and dream of going into a call center and make a Bunch of, you know, cold calls all day. But we found a way to make that work fun and meaningful and fruitful and rewarding for everybody, and that's really been. You know, the key to our success over the last ten years is having a really strong company culture when we celebrate people's success and we make sure that by the time someone leaves at the end of a shift, but they're a better version of themselves as well. 

0:14:21 - Mehmet
That's great and actually you answered the question that I have prepared about the culture. So you know and I love when I see someone like you, josh, who gives importance to the culture, and you know because you did it on a large scale also as well. So we're not talking about just like ten people or twenty people, like it's a large number of stuff. And you know, we discuss this with a lot of guests and we figured out or like it's like there's a trend, but it seems like you broke this trend. 

When company start to grow Above certain number of Employee, you know things start to change and politics comes in. So it's really you know, like what? Okay, you mentioned some of the things that you were doing, but there anything also again Highlight on how Business owners, founders, you know, entrepreneurs if they are planning to have like large teams in the future, what they can do to keep this culture, because you know when they are small, yeah, like you know, we say they are family and you know, but at some stage it's not like family anymore, like you have maybe one thousand, two thousand people. What's the secret? 

0:15:29 - Josh
so see, yeah, you know it's a great question. It's actually one of my my new one out new passions. I've always been passionate about it, but it's a new project of mine. I'm launching a New mastermind group called five-star company culture because, you know, looking back on the success that we've had, you know you got to obviously have systems in place right when you document your processes and you're able to duplicate the efforts and the results. You've got to have really good quality talent, you know, to actually implement those systems and and help improve them as well. But the foundation of it all you know the the, the base layer of building a huge business empire on, is having a strong company culture. And you know the analogy that I use. 

I used to live in downtown San Diego and I'd look out my high-rise apartment building and see them building skyscrapers on a daily basis, and the number one sign Of how tall the building was going to be was how deep the hole they dug. Because that's step one and to me that's company culture. You know you can't build a huge skyscraper on shaky ground, you know. And so before I ever even made my first hire, I had very clearly defined what my company core values were. And you know we say at rocker box, our purpose is to move people forward, and you know it's obvious that we move people forward through the sales pipeline by calling the cold leads and warming them up, but the the effect that that work has on the teams that we work with. It helps the real estate professionals all across the country Accelerate their careers, because now they're working with warm leads instead of cold leads and the team leaders that invest in our solution they're able to leverage out this problem and to a team of experts so that they can focus on the things that help them grow and scale their business. And then again, our team members, on a day-to-day basis, are getting to sharpen their skills and build real-world experiences, and so it's moving their life forward as well. 

And so everything that we do, you know it serves that purpose of moving people forward, and we have five core values that, like I said, I defined before I ever even made my first hire. You know they were derived from all the professional experiences that I had had, the good ones and the bad ones, right, what was it that? If I'm gonna show up to work every day and be around this group of people, what did I want those people to be like, and a company culture and your values should magnetically attract the right people and should magnetically repel the wrong people. You know there's no compromise and so when it comes to making decisions about hiring, firing, rewarding, you know, disciplining people, it always comes back to those core values. You know. Is someone living in alignment of the values or they are they incongruent with those values? And so it makes it something that's bigger than each and every one of us. And you know I can, I'm proud to say that. 

You know, the last 400 hires that we've made, we've selected the people that that align with those values and we've never had to terminate an employee because we have a really great interview process where we walk people through not only the work that we do but who we are as an organization and and we give them a chance to actually come in and observe what we do before we make that that job offer to them, and so we kind of flip the tables on them. 

So the last step in our interview process is to say, you know, we'll do a phone interview, we'll do an in-person interview, but then we have them come in and be a part of what the work looks like for an hour and then we send them home and we say, hey, send us an email, let us know what you think. 

You know, this is your interview of us, because we don't want to be tricking someone into joining the team and we don't want someone to be, you know, forcing that square peg in the round hole. 

We want someone to feel like we're cut from the same cloth, that they believe in what we believe and that's how we can manage and grow and scale a business without having to just micromanage every detail. 

You know, if you, if you can attract people to your organization that believe in what you believe in as a leader, then those people are gonna do the right thing when you're not looking and when you're not around and when there isn't necessarily a, you know, a step-by-step process that's already been ironed out, and so that's really the key to it all is having a five-star company culture. 

And you know it's been great because, like I said, I lived in San Diego for the last five years while the business remained in Texas, and I was only able to do that because, you know, our culture gave me the freedom, as an entrepreneur, to go and enjoy life, you know, with my wife and my kids and my family out on the west coast and, you know, check in on Zoom meetings and in fact a couple years ago, when the whole world shut down, my wife and my daughter and I hopped in an RV and traveled the country and basically checked in with the business, you know, a couple times a week through a phone call or a Zoom meeting, because we had established that winning company culture and then, of course, that culture helped build the systems and attract the right talent to the organization. 

0:20:13 - Mehmet
Nice, fantastic. You know like. This triggered in me a question, because you talk a lot about culture and you know, when I see organization, they see, for example, they say we hire A players right Now. I want to see how this A-player mentality fits or maybe it doesn't fit with the five-star that you just talked about. What's your take? 

0:20:41 - Josh
Yeah, no, I believe that it should be every business's goal out there to hire A-players. And you ask yourself, well, how is that possible? Because not everybody is an A-player. But you know what? Your organization doesn't have to be everybody. We've all seen those mediocre businesses. We've all done business with a company that we immediately had buyers remorse. We've all been in a situation where maybe the customer experience was not handled up to our standards and that's because you're dealing with the business. That is okay with hiring B and C players, but it's just a commitment that you make as a leader and as an entrepreneur to determine that these are the things that we want to have happen in our organization and these are the things that we are not going to put up with. And again, a-players are going to be attracted to an environment like that. 

I always say that accountability is love and that champions crave accountability. You think about the best of the best athletes in the world. Imagine if they were out to go and play a football game and there was no stripes painted on the field and there was no scoreboard up in the end zone keeping score and there was no clock keeping the time. They would have a really hard time dealing with that, because they're a true champion and they want to be measured and they want to be accountable and they want to put forth a good effort and they want to improve on that effort. So you're right, not everybody is an A-type player, but let the other organizations hire the Bs and the Cs. There's no need to just settle for B and C players. You want to have the right type of people in your organization and that's exactly what we've done at RockerBox. Like I said, our talent pool is students from Texas A&M, whereas a lot of people, a lot of call centers, a lot of competitors in our space just look for the cheapest employee who's willing to do this work for the lowest hourly rate. And that's not what we're looking for. We're proud to pay our employees a very competitive market rate because we know that their talents are what help drive the success of the business. 

And again, the whole observation step in our hiring process, we probably eliminate 60% of the applicants that, on a resume, look good. On a phone interview, look good. In person, look good. But then when we actually show them, hey, this is the level of productivity that we're performing at, these are our standards, these are our expectations, and these are the values that we live by. 60% of them decide, hey, maybe that's too much, maybe I was looking for something that didn't require so much, didn't demand so much. And that's great, because they make that decision before we ever make the mistake of bringing them into our organization. And that's how we've been able to have such great employee retention and deliver such exceptional customer experiences because we're bringing the right people in the organization. 

So that's another tool that I highly recommend it's been incredibly successful for us is have an observation in your hiring stage so that you're not just going off of the interview or the resume, because I mean, who's ever going to fill out a resume and put negative stuff on there? Nobody, right. You're going to embellish and make yourself look as good as possible. Who's ever going to show up to an in-person interview and be like, well, I mean, I don't really know if I want this job or not. No, everybody's always going to show you the best version of themselves, and so that's why we give people an observation to interview us and ask all the questions about what the expectations are, what the standards are, what the values are. Then they self-select themselves and it's great because one of two things will happen at the end of that observation. 

One we'll never hear from them, ever again. 

Some of them will send an email and say, hey, thanks for the opportunity, I appreciate it, but most of them just lose contact from us. 

They're like, wow, these people are a bunch of highly productive weirdos. I don't want anything to do with that. But the other thing that will happen is we'll get an email reply and it's like a persuasive essay. I mean, it's paragraphs long of the things that they observe, the things that they're attracted to, the things that they see are going to fit and align with what they're looking for in a job, in a career, and they're basically convincing us that this is meant for them, that they've been waiting for this opportunity to arrive in their life, and so that's just another thought to have is think about the opportunity, hopefully, that you're providing for people to grow as a professional. There's someone out there right now, today, that's either at some other job that they don't like or they're in the market searching for something, and they think, man, I just wish there was something like this for me, and hopefully that can be you, to provide that to that A player, that opportunity for them to really grow and shine. 

0:25:26 - Mehmet
Why not? This is why this show exists and I have a lot of you know, majority of the audience are based in the US, so I hope that someone is listening to this episode or they are watching us Now shifting a little bit. Josh kind of you have the mix of real estate and tech right, so you use tech a lot. So how do you? You know, what are you seeing? Let's say, you know the trends in technology regarding real estate because you know everyone talks about nowadays real estate tech or prop tech you know and do you think there will be any groundbreaking technologies that will disrupt the industry in the coming years? 

0:26:09 - Josh
Yeah, I mean what we've seen over the last 10 years. You know a lot of its fundamentals, right, like having a website, having a capture form and, on the back end, having a CRM and a lot of people invest, you know, a really pretty penny into some of the most elaborate and expensive CRMs out there. And Really, the problem that we solve is is not just using the CRM, like. You have to understand that the technology is meant to make your work more efficient, but there's still work involved, right? And so in the world of real estate, you know the biggest myth is that real estate agents sell homes. They don't sell homes. What they sell is professional services, right, you're interrupting somebody's search for a property and offering services to help facilitate that transaction, and so there's a lot of, you know, communication that has to come from the real estate agent about why they're the best choice For someone to trust their largest financial investment with you of all the other thousands or millions of realtors, and so you know it comes down to utilizing the technology to make your work efficient. 

You know I always tell our clients all the time you're not a robot, right, so use the technology to track your conversations, to record your notes to to. You know have a history of your emails and your text messages, and a lot of these CRMs have been doing that for a very long period of time. You know some of the the evolution of the technology that we've seen is Some. There's some AI now that's involved on the texting side. So that's another way to sort of leverage your time to lean on some technology so that you're not having to get stuck in the nitty-gritty of you know sending back and forth a bunch of text messages. The same thing with emails. I mean drip campaigns have been out for a really long time but you know people are using email campaigns to again communicate. The number one complaint that a Customer ever has with the real estate agent is communication. They didn't communicate enough right. So there's lots of ways again that you can lean on technology to make your job more efficient by having you know AI, you know texting and having conversations with people, having some email campaigns built out that stay in communication and not just in the Lead attraction and conversion state but in the delivery right. Once you get someone to be your client as a real estate agent. Well, now you have to deliver everything that you promised, and a lot of that is communicating and staying in touch, right About what's happening with the listing or what's happening with the offer, what's happening with the negotiation, and so using technology to stay in constant communication with your clients is just, it's really a Fundamental element of good business. But yeah, we've seen a nice evolution of you know people in this space that have that have leaned on some of the heavy CRMs to do that. 

In addition to that, obviously there's, you know, all sorts of virtual calling solutions. 

So one of the you know milestones in our business was when we were able to implement a live transfer. 

So you know, we're making phone calls all day long to these cold prospects. But there's actually technology now to when we get someone on the phone and they say, hey, I'm ready and motivated to buy, we can click a button and then the call will ring out to a group of agents. And so now you have all these agents that are out in the field or in the office or doing whatever, and their phone rings and the first one who picks up the phone gets to connect to that that lead and then we pass it off to the agent. So it's just another shortcut that we've built into the shortcut business that we are Using technology, and it's been absolutely revolutionary. Our clients are just a huge fan of it because you know it makes their job even easier, because now, instead of Building this giant pile of leads that you have to follow up with, now All you have to do is answer your phone, and so that's been a huge, huge technology upgrade in our space that we've seen over the last couple of years is the live transfer. 

0:30:07 - Mehmet
That's good to know and you know, like, I hope like even Dubai is also like very active in real estate, so hopefully, if someone is listening or watching, they would get some ideas from From this conversation also as well. Josh, like we almost, you know, coming to the end, so I Like to focus a lot on entrepreneurship, right? Whatever you know doesn't matter which vertical you are in. So entrepreneur for me is an entrepreneur is someone like has special traits. So in your opinion, what is Let me ask it this way so so what is, you know, the Traits? What are the trades of a successful entrepreneurs in your opinion? 

0:30:53 - Josh
What makes it or break it, if I want to ask it like any different way. 

Yeah, so there's, you know, a lot of different models for running a successful business, but most of them all agree that at the top whether you call it the CEO, whether you call it the visionary, the founder there has to be someone who has a vision For the company, and it has to be something more meaningful than just, you know, solving a problem. Now, that's a really great way to make sure you have a sustainable product. Is you got to ask yourself, what problem am I solving? Right? And then what makes you unique in doing it? But having a vision for where the company is going, because once you step into the world and you start solving a problem, the world changes. Right, we keep, we keep moving, we keep rotating, we keep going around the sun, technology keeps advancing, you know, cut the consumer expectations keep changing, and so it's the ability to always stay a couple steps ahead of what's going on and have a vision for the future and then be able to communicate that vision to your people. And so you know, a lot of people again ask me you know some of our existing team members right now, talk, talk to me and what insights about what it was like, you know, for rocker box ten years ago. 

And it's funny because, looking back on it, you're like, well, you know, and in a way I had to be a little crazy, you know, a little a little insane. To think of what was possible and what was capable is literally a hallucination Now that the 400 employees that I have are living in. It was a hallucination of mine. It was this vision, it was this idea for what could be possible, and so the company now looks way different than when it did when it first started. 

But it's that, that that drive and that determination and, like I said, being a little crazy, right, I mean, what is the definition of that is just thinking outside the box and thinking that something's possible that hasn't yet been proven, having that faith and that belief in and what you can do to make the world a better place, and so I think that's. You know, I'm a part of a lot of entrepreneurial mastermind groups and, you know, share a lot in common with you know Many different people and many different industries, and I would say that's one of the most common denominator Elements of a successful entrepreneur is they have the confidence to change the world as they see fit. 

0:33:10 - Mehmet
I think you know like it's challenging the status quo. It's I look at it. You know like, don't accept the world as you saw it the first time. Like try to see if you can push it to Be a better place. This is the at least the way I see, and I see like we share also the same thing, and a lot of my guests you know like and it's like very famous. You know the people who are crazy enough to believe they can change the world. I actually know people who do right. So exactly. 

Yeah, so. So I'm a big believer in this and I have a famous question, which I am usually with that anything, josh, you wished I had asked you, and how you'd answer that. 

0:33:50 - Josh
You know, I guess the only thing I really didn't touch on is just you know my drive, my purpose. You know I said my purpose is to move people forward, but you know really what excites me. 

Yeah, what excites me and gets me to, you know, get out of bed in the morning and work those extra hours is really just, you know, the, the legacy. You know, and I met the love of my life six years ago. We're actually gonna be celebrating our five-year wedding anniversary this year and actually just dropped off our daughter at first day of school, literally an hour ago, so it's just super fun and exciting to get to see how, you know, the things that I've learned in my life, the, the hard lessons, the failures, the perspectives that I've gained to have the opportunity to pass that on to the next generation Just really tickles me to death, and so that's what I'm really excited and passionate about is, you know, creating, creating a world of opportunity for the next generation of my family, and, you know, that's just something that I get very excited about. 

0:34:50 - Mehmet
That's awesome, fantastic, josh, like I love you know the. I can feel even remotely. You know the passion and you know what you're trying to do, and congratulations for like Ten years in business and keeping you know this company culture. Really it's fantastic, amazing and this is why I love what I do also on the show, talking to people like yourself, josh, who can inspire other people to achieve their dreams, go after their purpose and leave the legacy and, you know, leave the world better than you know how they find it when they came to this earth. So really appreciate, like I can see in there I'm gonna write it in the description of the episode like rocker boxcom. So this is the website and I think people can connect with you on LinkedIn, right, josh? 

0:35:35 - Josh
Yes, certainly, yep, yeah, LinkedIn. 

0:35:38 - Mehmet
I will put that link also as well. 

0:35:39 - Josh
Yeah certainly yeah. And then our New site for our company culture mastermind that we're creating is five star company culture comm, so feel free to check that out as well. 

0:35:52 - Mehmet
Okay, sure, I would put all this in the description of the episode. You know, as I do as well in all the episodes. Well, you know like this was really nice a conversation, josh. I really enjoyed it and you know the way I and my episodes is going to the audience and telling them. Thank you very much for all your feedbacks, your reviews. You know the show is going really in a global way that I didn't even expect it. 

So thank you very much for you know, tuning in and you know I gotta keep and always say Thank you very much, because I promised myself if I make one audience a day, someone you know, I don't know where, in Japan, in the US, in the UK Even one guy will listen to the show, I gonna keep doing it. But thank you very much. The show is now exploding more than I expected. So thank you very much for your loyalty. I really appreciate it and if you have any questions and if you back, you know where to find me can send me a message on LinkedIn, where I must active, and if you are interested to be a guest, like Josh, you have an inspiring story. And, by the way, guys, cto it's not only about technology, it's entrepreneurship, it's startup, it's Anything that can inspire other people. So please reach out to me, we can discuss it, we can arrange for it. Thank you very much for tuning in and we will meet again next episode. Thank you, bye. 

0:37:09 - Josh
Thank you. 

Transcribed by https://hello.podium.page/?via=mehmet