The Day One List
The Day One List is the podcast about the people you call first.
Every successful career, business, and life is built on relationships. Behind every opportunity is someone who believed in you, challenged you, opened a door, or showed up when it mattered most.
Hosted by Hunter Schwenke with co-host Andru Morgan, each episode features honest conversations with business leaders, entrepreneurs, and community builders as they share the people, decisions, and moments that shaped their journey.
Through recurring segments like The Day One Decision, Hired or Fired, Who’s On Your Day One List?, and The Day One Challenge, every episode delivers practical leadership insights and relationship lessons listeners can apply immediately.
Because a Day One List isn’t built when you need people it’s built long before you do.
Who’s on your Day One List?
The Day One List
Trust, Hustle & The Day One List: Julie Tate on 30 Years of Building Teams That Last
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What does it take to build a healthcare staffing company from a tiny closet office to 16 locations across three countries? Julie Tate, Senior Vice President of Express Healthcare Staffing, joins Hunter and Andru to share her 30+ year journey in healthcare staffing from covering a maternity leave at 21 to opening the first Express Healthcare franchise and expanding into Canada and Australia.
In this episode, Julie breaks down what she looks for in a Day One team member (trust, hustle, no laziness), why culture fit beats a degree every time, and the one piece of advice she'd give her younger self: trust your gut faster. Whether you're building a business, leading a team, or trying to earn a spot on someone's Day One list this episode is for you.
The Day One List is proudly brought to you by Express Employment Professionals, Specialized Recruiting Group, and Express Healthcare Staffing.
The Day One List is proudly brought to you by Express Employment Professionals, Specialized Recruiting Group, and Express Healthcare Staffing.
The people you call first.
It's not just about placing a temporary worker like this is lives that we're impacting here. And the ability for me to do that is everything.
SPEAKER_01Welcome to the day one list, the podcast about who you call first and how you earn that position. This show is for anyone who wants to become that person people trust enough to call first. This is the day one list.
SPEAKER_02Hello, and welcome to the day one list, the podcast about who you can call first and how you earn that position. I'm your host, Hunter Twinkie. Of course, I'm my co-host, Andrew Morgan.
SPEAKER_00Hey, how you doing today? Good. How are you? Oh man, I it's that it's that time of the year where it's just beautiful. People graduate and things are just it's just that beautiful time of the year. So I'm excited to be here and I'm excited about today's guests, especially.
SPEAKER_02Awesome. And then we got Julie Tate. Julie, welcome to the podcast. Thank you. Thanks for having me. A little bit something about Julie is she's actually a senior vice president of Express Healthcare staffing and a leader with more than 30 years of experience in healthcare staffing, workforce solutions, and business growth. From helping build the first Express Healthcare franchise to expanding the brand across North America, Julia has spent her career connecting with great people with great opportunities and building teams that thrive. Today we'll talk about leadership, trust, growth, and what it really takes to become someone's first call. Julie, welcome.
SPEAKER_04Thank you.
SPEAKER_02Let's kind of get into this year. Um tell us a little bit about yourself.
SPEAKER_04Yeah. So born and raised in Oregon and started my healthcare career when I was 21 in healthcare staffing and uh married my husband that same year. We had a daughter a couple years later. So husband and daughter, and um my family's all here in Oregon. So um, yeah, this is also where we opened our very first Express Healthcare location.
SPEAKER_02Okay. Husband is from Oregon too.
SPEAKER_04Husband's from Oregon.
SPEAKER_02All right, right on. Uh I would say most people kind of see the title as just the vice president. Um, what does typically like a week actually look like for you?
SPEAKER_04You know, I spent a lot of time really uh doing what I can to help support our franchisees in growth. So for me, it's a lot of uh building, breaking down barriers, um, building opportunities, um, identifying problems. I feel like I'm, you know, problem solving all day long sometimes, but I love that. I love the strategy part and really just looking for opportunities for growth for our existing franchisees and then for our brand in general and our future owners that will be future owners of Express Healthcare staffing locations.
SPEAKER_02Right. So I want to, so the Express just is different from the Express Healthcare. Could you talk about a little bit of kind of what you guys do then in your kids' division?
SPEAKER_04Yeah. So uh Express Core uh would be more of the light industrial warehouse office services type of positions. And what we do with Express Healthcare, the types of placements that we have are all clinical. So nurses, CNAs, caregivers, even allied positions, uh phlebotomy, dental therapists, like physical therapists and occupational therapists. So our world is very focused in that clinical space.
SPEAKER_02Okay. Uh tell me, what does Julie Tate do, just maybe if she's not working? What do you like to do for you?
SPEAKER_04Julie Tate loves to travel.
SPEAKER_02Okay.
SPEAKER_04Which is interesting because I'm afraid to fly. But I love to travel. So I gotta get myself on that plane and then I'm I'm okay once I'm past about 10,000 feet in the air, and I have to listen to System of a Down. There's a specific song I have to listen, listen to to get me through that first 10,000 feet. But once I'm there, I'm good.
SPEAKER_03Okay.
SPEAKER_04So Julie Tate loves to travel. Um, that's what I'm passionate about and love to do. And I love when my family's with me. Uh my husband doesn't love to travel as much, so usually it's my daughter that gets to to go everywhere with me.
SPEAKER_02Do you have that favorite place that you've gone to that you just won't forget about?
SPEAKER_04Yeah. I love London.
SPEAKER_02Okay.
SPEAKER_04London's a great, a great place to go.
SPEAKER_02Okay.
SPEAKER_04I've been blessed with going to some pretty cool places, and I'd say London, London's a my number one spot.
SPEAKER_02Maybe an express healthcare in London then in the future?
SPEAKER_04We're, you know, definitely not against it.
SPEAKER_02Okay.
SPEAKER_04Yeah. We've got one in Australia, so we're getting we're in the Commonwealth at that point.
SPEAKER_02Okay, right. Do you like flying Andrew too? Or are you scared?
SPEAKER_00Or no, well, I fly I've had to fly a lot for business, and and just like you, I have uh I listened to this song Agape, um, which was like from the score of uh of a s of a movie, but it mentally locks me in to just it's really just the takeoff.
SPEAKER_03It totally is. Yeah, yeah.
SPEAKER_00And after that, it's just like, yeah, it's just business as usual, but I need to focus beyond the hey, we shouldn't be doing this as people. Like, why are we in the sky?
SPEAKER_04That's exactly it for me too. So just one song, the song is over, I'm past 10,000 feet, and I'm good.
SPEAKER_02Okay. Awesome.
unknownYeah.
SPEAKER_02Well, let's just go into our first segment. I mean, I know that you didn't maybe start your career as the senior vice president of Express Healthcare. Um, was there kind of the steps or like lessons or decisions that you got here? And um, maybe let's talk about the moment, how it all started for you.
SPEAKER_04Yeah, you know, it started. I worked in a nursing home and someone asked me to cover for maternity leave their staffing department. So that's really how I started. And I was at that point 20, 21, right around there. And um, I didn't know what I was doing at all. In fact, my office was a the tiniest little closet. It was literally a closet, but I was so excited to learn something new. So um I worked with the staffing agency at that point, and I really loved the temporary option and the solution that I could use a temporary service to help me just kind of fill in the gaps where I needed it. And I thought that's a brilliant concept. And uh the maternity leave I was covering ended up being a permanent spot for me to work in. So I was there for probably six to eight months, and the um director of that staffing agency said, Hey, we've got an opening and we'd love for you to come over and join our team. And that was really where it began for me. And that was my first move into healthcare or yeah, really healthcare staffing and staffing in general, temporary staffing in general. And I from that point on was hooked. I love the feeling of finding people jobs, the excitement of like it was a puzzle, who could I get here? And then I'm gonna move them over here. Right. And, you know, and and getting what I call a two for one. If I had two clients and two people, how could I get everybody like in the right spots? I loved it.
SPEAKER_02I never had a two for one like that.
SPEAKER_04Yeah. So that yeah, so that really that hooked me in. And then just from there, I had opportunities that I I really took advantage of that allowed me to show um additional growth and skills and um trying new things and sales, learning every part of the the office position so that I could become better at what I did and just grew from there.
SPEAKER_02Okay. Well, is that I mean, my next question is what kind of gave you that confidence to build the first express healthcare location then?
SPEAKER_04You know, at that point, when I opened our first expel express healthcare office in 2013, um, I'd been doing it for quite some time at that point. And I I knew that I could just do it. I just I knew every aspect of it. And I think part of that came from doing every position in an office and you know, wearing that hat constantly and not just sitting behind a desk in an office and closing the door and letting the team do all the work. Right. That was not what drove me and not what I loved. And so because of that, I would had that confidence to say, hey, if I have to start this on my own or with one other person, which I did, you know, I feel comfortable in doing payroll and recruiting and sales and contract negotiation. And, you know, so because I'd lived it and had experience it and I'd skinned my knees along the way and I'd I'd learned what not to do, I felt confident in what I was going to do moving forward.
SPEAKER_02Right. Okay. Um, what's kind of the risk that maybe you took or that scared you at the time that kind of changed everything for you?
SPEAKER_04The risk was really starting the business and partnering with Bill Stoller and Jenny McCallum. And that was, you know, a financial risk, obviously, but it didn't scare me. Right. Um again, I just felt like it was right. I knew it, I believed in the product, what we were building. And I knew that I could build a team because of the experience I'd had in working with other individuals in this space. I knew I could find a team of talent that if I didn't know how to do it, I could find the right people that could help me do it. And so for me, I I wasn't scared. There was really no fear at all. I'm pretty kind of fearless anyway, but except for fear of flying.
SPEAKER_02Right.
SPEAKER_04But um, aside from that, I just was ready to do it.
SPEAKER_02I mean, yeah, you're young and hungry and exactly.
SPEAKER_04Yeah. What I have to lose.
SPEAKER_02Right, exactly. Okay. Um, now I mean, kind of if you if you could go back to the beginning, what advice would you give yourself? Kind of that younger Julie Tate.
SPEAKER_04Yeah, I think that's a great question. And I think one thing I've learned along the way, and I revisit it frequently, is not to, and and I I've done this myself, is not to wait so long to make a decision. Let's say you have a a a per uh underperforming employee, and I'm kind of a Pollyanna. I want to see the best in everything. I want to give everybody every opportunity, but sometimes it becomes too much, too long. Right. And so I think what I've learned is go with my gut faster instead of just letting things play out a little too long. And as I've progressed in my career, I've I've tightened up that timeline a little bit. But there have been times along the way that I've just given probably way too much leeway. Okay. Um, and not not even just with individuals and also markets that I've looked at that I, you know, if my gut's like, gosh, that doesn't seem right about that market, I don't know that that's a strong market. Right. But maybe let's try it anyway. I I think what I've learned is go with your gut faster and your intuition because 30 years that I'm at and I just aged myself, but 30 years of doing this gives you that experience that if your gut's saying something, you gotta be like, you gotta listen to that faster. So okay.
SPEAKER_02Well, the last question I have for this segment is can you share a story about maybe a placement that reminded you uh why this work matters?
SPEAKER_04That's so easy. And I think about this a lot. Um, when I hired my first nurse, and I'm still connected with her today. So this was, you know, 13 years ago. When in my first nurse in my own company, and she came in and said, I would not have been able to make my mortgage if I wouldn't have had this job this month. Like you guys are paying, I'm working tomorrow, you're gonna pay me Friday, I'm gonna get paid right away, and I can pay my mortgage. And in that moment, and I had worked obviously in the temporary world space for quite some time, but in that moment, I thought, wow, this is mine, and I have the ability personally now to make that sort of a financial impact on anyone, anyone that needs a job that meets the criteria that is the right placement for what we're looking for in skill set that I can personally make an impact. And then I think along the way, we've also had so many family members of patients in facilities that have reached out to us and said, you know, I had a caregiver, I had a CNA that took care of my mom, and and this was our experience, and it was a life-changing experience for my mom on her end of days and things like that that have happened along the way that have really personally touched me. It's not just about placing a temporary worker, like this is lives that we're impacting here. And the ability for me to do that is everything.
SPEAKER_02So I I mean, after just working with Express for three years now, experiencing the how much we can change people's lives really kind of inspires me to do better to have my job, um helping people, and you don't even know what they're kind of going through, and it's just exciting to see that. Yeah.
SPEAKER_04So I I I agree. Yeah, I love it. I love it. It is it's life-changing.
SPEAKER_02Right. Well, okay. Going into our next segment, which is my favorite, it's a hired or fired. Um, I'm gonna be asking you just questions, either you would hire this person or fired. Oh, four or five questions. Okay. Um, if you could explain a little bit why you would do that, please do. But if not, we can just keep it simple. Please go for it. So, first one, culture fit over skill set or sorry, culture fit over skill set, hired or fired.
SPEAKER_04So I would take a culture fit every day because I can teach the skills. Okay. But if you're not a good fit with a team and you don't interact and you're not positive in the culture that we're trying to grow and develop, it won't work.
SPEAKER_02Okay. Uh second question degrees still matter, hired or fired?
SPEAKER_04No, and it does if you're a nurse and you need that degree to do the job. So in that case, it does matter.
SPEAKER_03Yeah.
SPEAKER_04Um, and we, you know, obviously um provide jobs in in the nursing space. But as I think about my internal team, I that is not something that is important to me. I a hundred percent of the time will go with experience, skill set, drive, hustle, uh, those components of an individual's makeup um versus a degree any day.
SPEAKER_02Which I hear that a lot now. People, I mean, just I mean, they like the degrees, yes, but they would rather take the experience over anything, which is kind of cool to see.
SPEAKER_03Yeah.
SPEAKER_02Um, next question. The fit the phrase, nobody wants to work anymore.
SPEAKER_04Is it true? Is that what you're asking me? Because I I see it out there. I think that, you know, going through COVID and the changes that happened with us as a society changed a lot of mentality for for a lot of workers. Um, I don't have time for it. And so if I start to see that with individuals, I will give them a gift of letting them move on to another organization and find the right individual for my for my company.
SPEAKER_00That is the nicest way I've ever heard that someone say they're gonna transition you out of your job. Give you a gift. Give you a gift of unemployment or possible just next employment. Yes.
SPEAKER_03Well, you gotta be miserable if you don't want to work at your job. I'm giving you a gift of saying go ahead and leave.
SPEAKER_00Yeah, with some people.
SPEAKER_02Yeah. Uh four-day work week.
SPEAKER_03No way.
SPEAKER_02Fine.
SPEAKER_04In my space, we, you know, hospitals don't close, nursing homes don't close, facilities don't close at five o'clock. We're 24-7. And that's probably the hardest component of what our franchisees and what our teams have to support is we don't ever end. We don't ever stop. And so um, four days, three days, five days, seven days, we're doing it all the time. So four days doesn't work for me.
SPEAKER_02Last question employee referrals.
SPEAKER_04Love them. I really value a reference for so many reasons. I think that if it's a genuine reference with a solid skill set, you can learn a lot about and you respect the individual that gave you the referral and their work ethic and they understand the culture and what you need. Right. You can get a lot of great team members by using employee referrals.
SPEAKER_02Did I miss any that maybe you want to add on?
SPEAKER_00Or no, I I I love I love all of those questions. We were talking off air about culture fit and how sometimes, you know, you've got to assess whether uh this person's good for the client or whether this person's good for even the environment you're gonna uh to place them in. Can we talk just can you just I want you to help us uh you know make it more a little bit more plain of the amount of care that you actually put into uh assessing culture when it comes to uh placing personnel in different places?
SPEAKER_04Yeah, I think that um it's important for a lot of reasons. Obviously, if you don't have the right culture fit, you'll have a placement that may not be happy. You may have a client that's not happy if it's not the right fit. And so it's really important to understand your client, your clients overall, and what's important to them. Obviously, skill sets are critical in the placements that we do, they have to have the right skill sets to do the job. But that's only part of it. And so we do spend a lot of time asking our clients, like, what's the ideal candidate for you? Right. And what is the um culture of your team and what's important and what sort of retention opportunities do you have? And are you interested in hiring our staff, or is this just a not just a temp, but a temporary employee for just a short period of time? And so we want to understand those things because it's important that we're communicating that information as well to the candidates we're placing on the job. We want to make sure up front they have a clear understanding of what they're walking into on day one. So that's a really important component of what we do every day, all day. And we will have misfires. We we've had that where, you know what, we think we know it all and we get the right, we feel the right person in there, and then they aren't they aren't uh working out, and but we want feedback on why so we can fix it for the next one.
SPEAKER_00Yeah, that's perfect. Yeah, yeah. That that's good to know because a lot of times it's not just about a warm body. Right. You know, it's really about making sure it's the right fit. That's right. Yeah, I'd love to hear that because so much attention needs to be paid to culture.
SPEAKER_02Yeah. Okay. Well, let's get on to the segment three, who's on your day one list. Okay. I like this one just because that's our motto is kind of just who's on your day one. Um, I know we kind of spent a little bit of time just talking about your career and the businesses you've helped build, but nobody gets where they are alone. That kind of brings on who's on your day one list. Um, you have anyone on your mind that kind of you can speak to about that's gonna all your day one right now?
SPEAKER_04Well, I have a whole group of day ones.
SPEAKER_02Okay.
SPEAKER_04So I got a day one for skincare, a day one for car service, a day one for, you know, every everything that you need in life. And you need that, right? You need to know who you've worked with, you can trust. But when I when it comes to thinking about where we're building our Express Healthcare brand internationally at this point, um what I've done over the last 12 to 18 months is really curate an entire group of individuals that I'm gonna say I've hand selected in my previous careers, previous um experience in working with them. Um, you know, 50% of the team, we've worked together in another organization and have helped develop and build there as well. And so I know they know what they're doing. Yeah. Um, the person that I uh individual that I opened up my first franchise with was the very first individual I knew to call when I was ready to do this because I knew she would hustle and she would work right alongside me in the trenches and, you know, just do whatever it took to get the business up and running. And and I'm so excited that she's um, you know, moving forward and taking that business um to the next level as I exit out of that personally. So um I've got a whole team of people on my healthcare leadership team that work for our headquarters that are part of this as we continue to grow and build our franchise model.
SPEAKER_02Right. So I want to backtrack. You said international. Do you have offices that are gonna be international right now then? Or we do.
SPEAKER_04We have 16 locations currently. One is in Canada and one is in Sydney, Australia. And we are looking at other countries as well as expanding in the existing countries that we're currently in.
SPEAKER_02Is it is there like different like rules that you have to follow if they're like international? Okay.
SPEAKER_04That has been really fun to learn. But again, you go to an expert in that area, in those countries, and you find individuals that have the right experience. And those are my day ones in Sydney and my day one in Red Deer, Canada, and you know, in in Alberta. And so um you learn to develop um relationships and find those individuals that have that high level of experience and quality of care as uh the forefront of what they're focused on, and then finding the right individuals to help run their offices. Right.
SPEAKER_02Okay. Yeah. Um what does someone or what does someone have to do to earn a spa on your day one list?
SPEAKER_04You know, I had mentioned that before that I'm a little bit of a Pollyanna. So I'm I got a little bit of that in there too. So I really just love building a fun relationship with some. I think that that is you've got to have a good friendship and a good relationship with with the people that you interact with and that you go to. But what's most importantly is that you've got to have somebody that you can trust. For me, what's important is I know that they're gonna be there if I pick up the phone and say, hey, we have an audit at eight o'clock tomorrow morning and I need X, Y, and Z handled. Can you help me get through this? And so individuals that I've gone through that with, um, that I've, you know, opened offices with, that I know they're not gonna be out the door at five o'clock if something's going on and we need them there. Um, that's really what's important to me and really what I'm looking for. Um, that's how you make that list for me. But trust is a big piece of that. Hustle is a big piece of that. Um, I'd say if I have a pet peeve, it's just laziness. And so, you know, I I that will just exit you from the day one list. And so uh, you know, I'm really looking for people that'll look be right there in, you know, toe-to-toe with me along the way.
SPEAKER_02Okay. Andrew, I don't think I've ever asked you, but who would kind of be on your spot on your day one list if you had?
SPEAKER_00You know, um, I would have to say that I have a variety of different people, but there's a characteristic that I guess I could speak to, to the commonality of the different people who are on it. Right. Uh, and that is uh along the lines of some of the things that she just share people who are consistent, uh, were have a really strong work ethics. As a person who's kind of traveled throughout my life, um, there are people who are in your life for seasons and different times, but I'm always looking for that prototype. Uh the type of person who's always consistently working hard. Um and matches my energy and understands that like I'm an idea person. And the culture of working with me is that I'm gonna deliver an idea. Right. And I need you to be able to execute. And those are usually my day one list individuals all the time. Like those are the ones that you know I find individuals who are doing someone that can show me proof of concept. Right. And those are, yeah, then you get on that list for that category and that thing. I do have a question for you in relationship to uh you've been on your own a lot of individuals' day one list. What are the characteristics and traits that you possess that you believe got you on those lists?
SPEAKER_03That's a tough question.
SPEAKER_00Yeah, no, it's intentional. Because I know you can handle being on the spot. Yeah.
SPEAKER_04You know, I I really believe that showing up and I don't know how to do it all, but I will figure it out and I will find someone that will help me figure it out if I can't figure it out. And I think that that goes a long way. You had mentioned matching and energy, and I'm really looking for anyone I'm working with with where are they at? And how how can I be where they're at to help them achieve what they're trying to achieve? And I think that that's that's so critical. Um, so I think, you know, also I've had some great luck and some great success. And that helps too.
SPEAKER_03Yeah.
SPEAKER_04So uh, but you don't get that without doing the work. And so I think that, you know, having the experience and the work and the hustle, but also matching the energy is is part of that.
SPEAKER_00Yeah. No, no, no, definitely. I feel like um as you journey in life and you look, you're able to look back and you're like, you know, it's all it always makes you smile a little bit when you've gotten a call from someone and they they say, I got this problem.
SPEAKER_03Yeah.
SPEAKER_00And I thought of you first. It's nothing like that feeling, and you know, and so it's always good to be on someone's day one list.
SPEAKER_04Absolutely. Yeah. I think people like to feel needed, yeah. And I like to help people. So I get that.
SPEAKER_00That is that's the bottom line, and one of the best traits that I think you have to possess is that you like to like someone. You know, you don't have that, you don't take a deep breath when someone calls and says, We need this. Right. You actually get a little excited because it's like, oh, here's today's challenge.
SPEAKER_04Yeah. And I want to win that challenge. So for me, that's I don't know, I'm a little competitive, but that's important to me.
SPEAKER_03I'm gonna be like, yeah, I want I want to be that one that's doing that.
SPEAKER_00That's the running theme for this podcast is that there is gonna be we're always interviewing someone who's competitive. We're always going to sit down with champions, people who are succeeding in what they do, not just because that's how you get on a day one list. You know, you're on the B list if it's like, eh, maybe, you know, but you know, the the individuals we know that are coming in here, they are that everyone's competitive. So that's good. Yeah, that's good that you said that because it just goes right in line with you know how we've talked about things. And it's no, I I know who Hunter is as a former athlete as well. Yeah.
SPEAKER_02Okay. Well, as we kind of wrap up, this is last summer, it's just the day one challenge that I give all the guests and everybody. Um before we wrap up, we ask every guest to leave with our listeners with the challenge. Um, what's one challenge you give someone who wants to earn a spot on another person's day one list?
SPEAKER_04Reaching out in an uncomfortable opportunity or task or environment, I think is a great opportunity to grow in your skill set, grow in your confidence, build relationships, and potentially take that next step and level up to start to understand how you could become a better performer in other with other people, if that makes sense.
SPEAKER_02No, it does does that make yeah. Makes perfect sense.
SPEAKER_00Yeah, make yeah. I I love the idea of being a little uncomfortable for growth. Yeah.
SPEAKER_02I mean, yeah, I think everyone kind of feels uncomfortable at first and they're going to be. It's good to have that confidence and make sure, like, hey, I can actually do this and kind of see where that growth goes too. Cause if you see someone that is kind of shy here or maybe doesn't have that kind of building the confidence, it's nice to see that growth in them too.
SPEAKER_04Absolutely. And I think building a relationship with someone and just, you know, leaning and and putting your hand out to say, let's do this together. I think there's value in that. I feel uncomfortable all the time.
SPEAKER_03Right.
SPEAKER_04But you have to get comfortable with being uncomfortable if that makes sense. And just know that that's the only way that you're going to learn. I would never have learned how to open up offices or start a business or, you know, be involved in writing franchise agreements or open up a company in another country or continent if I wouldn't have been uncomfortable with that process. So I think just taking a leap and just saying, just get uncomfortable. And um, but also reach out to people and lean in on them and ask a lot of questions and ask for help.
SPEAKER_02Okay. Um, what's one action they can take this week to become a better friend, teammate, or leader?
SPEAKER_04Same almost the same answer as, you know, reaching out. I uh there's another franchisee that's in Oregon that owns an express employment office. And she randomly will reach out to me and just say, Hey, just thinking of you, how are you doing? And and I just I love that. It makes me feel like I need to do more of that to check in on other people as well. And so, you know, that's just a great reminder that I get myself. And then I think, how can I move that forward and help other people feel like they're supported, even if I don't do the same exact type of business that they do? People need a network and to feel supported and understand that they don't have to figure it all out themselves. They can get their day one list by finding experts in the area that can support them as well.
SPEAKER_02I don't know. This might be a little bit sidetracked, but is there a lot of other like healthcare businesses that do like temp to hire then too?
SPEAKER_04Or is it like competitors of ours? Yeah. A ton.
SPEAKER_02Okay.
SPEAKER_04Hundreds of them. Yes.
SPEAKER_00So why express?
SPEAKER_04Great question. Because we're locally owned, that's a big piece of this. This allows us to have and build those local relationships with our long-term care facilities, with the hospitals, behavioral health facilities that we work with. We uh do an incredible amount of credentialing, which our competitors do as well, but we'll work hand in hand with those nurses to get them through the credentialing process. We don't just send them a link and say, fill this out, and then you'll become our employee. It's not like that. We really spend a lot of time building a relationship with them. For us, it's about relationships. As an example, a nurse, they could see a job online and they could from 20 different companies that are posting the exact same job and they can just pick the one that looks the best or maybe pays 50 50 cents more an hour than the other ones. It's not about that. It's about building that relationship. And if there's anything that we really try to help support our franchisees with, it's how do you separate yourself from your competitors and doing that? What's important to nurses? Continuing education, understanding the culture of the facility that they're going to work in, feeling like if something happens, we've got their back and that we've got a team of people in place that will support them if there's an incident or an issue that occurs. And those are the core things that we really focus on and continue to develop. We're always growing in that and um speak to when we're talking to candidates. So it helps us separate ourselves from our competition. They're not just, I think you had mentioned a warm body. It's not just a warm body, it's it's um the opportunity to build a relationship. And we've got people that work for us for over 10 years as temporary employees. And I think that that speaks volumes. And, you know, they'll go from one assignment to another for maybe, you know, six to eight months at a time and take a break and then come back and, you know, go have a uh, you know, spend time with their grandchildren, come back. But, you know, to us, there's no bigger compliment because we know that we're doing our job and taking care of them. That's so important.
SPEAKER_02Yeah.
unknownYeah.
SPEAKER_00That's beautiful.
SPEAKER_02You know, I'm starting to get some sense here that maybe relationships is definitely a huge part. Yeah. I don't know if you're feeling that too, Andrew.
SPEAKER_00Yeah, no, definitely. And that's important because I think a lot of times what people just think corporate doesn't mean that there's a soul involved. And you're showing us that Express has a soul.
SPEAKER_03Yeah.
SPEAKER_00And and people matter and relationships matter.
SPEAKER_02Well, as we close, Julie, I just want to say thank you for coming down. I know travel can be a little tight just with your title and everything, but appreciate you stopping down. Um as I we're just wrapping up here, uh, one of the challenges I maybe have for the viewers is maybe think of someone you haven't talked to in the six months, but you should have. Um maybe kind of send them a text message, make that phone call, or even grab a coffee with them. Because I mean, strong relationships are built through just consistency and not um like convenience. Um and I mean, as we wrap up, Andrew, you got anything else to say?
SPEAKER_00Or once again, thank you for joining us. This has been an excellent show and to everyone. Uh, thank you for listening to the day one list. If this conversation uh has made you think about who's in your corner or who you want uh to be in their corner, make sure you share this with someone. Make sure you get, like we mentioned earlier, get a little bit uncomfortable and share this podcast and let them know like, hey, this is a good resource for you. And uh also let uh let individuals know to like, share, and you know, subscribe to this podcast so they can get notifications of when the next episode is coming out. And please always remember who's on your day one list.
SPEAKER_01Thanks for listening to the day one list. It's all about the people you can count on and the people who can count on you. Until next time, who's on your day one list? And more importantly, whose day one list are you on? The day one list is proudly brought to you by Express Employment Professionals, Express Healthcare Staffing, and the Specialized Recruiting Group. The people you call first.