This episode of Home Care Heroes and Day Service Stars features Jen Waldron from Augusta Software, addressing the prevalent issue of caregiver job applicants ghosting employers. Jen identifies key challenges in the hiring process and offers insights into optimizing caregiver recruitment.

The episode begins with a discussion of a common question: "Where are the good caregivers?" Jen dispels the myth of hidden talent pools, emphasizing that 84% of caregiver hires originate from Indeed.com. This highlights the need for agencies to focus on optimizing Indeed as a recruitment platform. She notes that applicants coming directly from agency websites, though fewer in number, tend to be highly motivated and convert to hires at a higher rate.

Jen explains the reasons behind caregiver ghosting, including the ease of applying to multiple jobs with one click on platforms like Indeed, leading to applicant burnout and miscommunication. She encourages agency owners to experience the application process firsthand to understand the frustrations caregivers face.

To combat ghosting, Jen advises agencies to:

1. Evaluate the quality of information gathered during the application process.
2. Use clear qualifying standards to ensure only suitable candidates progress.
3. Offer flexible interview formats, especially for candidates applying from distant locations.
4. Respond to applicants quickly, ideally within four days, as delays significantly reduce interview attendance.

Jen highlights the importance of measuring recruitment metrics correctly, suggesting that agencies should assess no-show rates based on the total volume of applicants, rather than just scheduled interviews.

Augusta Software's platform offers solutions tailored to these challenges. It streamlines the hiring funnel by matching caregiver applicants to agencies using AI-driven processes. The platform ensures that candidates provide comprehensive, home care-specific information during the application, including previously overlooked experience like family caregiving. In return, applicants receive tailored job details, such as location, pay, and flexibility, enhancing their confidence and commitment.

A key innovation of Augusta is its caregiver-centric design, featuring simple interfaces optimized for older mobile devices. The platform gamifies the application process, encouraging engagement while reinforcing the job’s relevance to candidates. Augusta also addresses a common caregiver need—flexible hours—helping agencies identify and highlight benefits that align with caregiver priorities.

The episode concludes with Jen providing practical advice for agencies not yet using Augusta, such as using built-in messaging tools on job boards to engage applicants promptly and asking additional screening questions to gauge suitability. For those interested, she invites listeners to learn more about Augusta Software at its website, www.augusta.care.

This episode offers actionable strategies for home care agencies to improve caregiver recruitment, reduce ghosting, and ultimately strengthen their teams.

Home Care Heroes and Day Service Stars is produced and sponsored by Ankota - If you provide services that enable older or disabled people to continue living at home , Ankota can provide you the software to successfully run your agency. Visit us at https://www.ankota.com. .

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TRANSCRIPT:

If you're getting ghosted by caregiver job applicants or you call them and they don't even remember applying for your job, you're just like everybody else. Today's guest on the podcast knows exactly how to fix that problem. Enjoy. 

Welcome to the Home Care Heroes and Day Service Stars podcast. If you provide services to keep older or disabled people living at home, then this podcast is for you. Now, here's your host, Ken Accardi.

00:30

Hi and welcome to the next instalment of the Home Care Heroes and Day Service Stars podcast. My guest today is Jen Waldron, and Jen is with a company called Augusta Software. And they are experts on solving a problem that I know that everybody has here, which is getting ghosted by caregiver applicants and a number of things like that. So we're going to just jump in and, you know, Jen's going to teach us a lot about how we can make some progress there. So first of all, welcome, Jen, and welcome to the show.

01:00

Yeah, thanks so much for having me Ken. It's great to be here. We talked a little bit about before we got started and you said that one of the biggest questions that people ask you is where are the good caregivers? You know, like as if there's like some kind of there's this secret, you know, place where they can, you know, find caregivers that they've just never heard of because they're just not finding the good ones. So, so let's, let's start with that question because, you know, it's something that I guess is on a lot of people's minds. You know, how, how do you answer that question?

01:29

Yeah, it's so it's a it's a really interesting question when you break it down. So, and I don't want to say it's exactly it's not exactly the wrong question. It makes sense why people would think that like, where are the better caregivers, they have to be out there somewhere. And maybe I'm just not posting on the right website, or you know, maybe they're in a Facebook group that I'm not a part of or something like that. Like, it's a totally logical question to ask.

02:00

What our data shows though is that pretty much like, you know the 80-20 rule in business, right? Where like 80% of your business or 20% or 80% of your business comes from like 20% of like your partners or whatever, that's like a common principle. Am I making that up? No. Yeah, it's a real thing. Basically we're trying to optimize for the 80% here. And what we've seen in the data is that

02:30

it is 84% of hires that come from indeed.com. Wow. So there's not, I can't say that there is like a magic special secret pool of caregivers to tap into, but what we do know is that it is a numbers game and using a site like indeed.com is your absolute best bet.

02:55

And then really the next question that it kind of turns into is like, okay, how do I optimize Indeed if 84% of hires are coming from that site? Like, what do I need to do to like capitalize on that? And that's a different question. Um, after indeed.com, um, our customers websites are actually the best converting source of applicants. Um, which is also kind of interesting. It accounts for only about 4% of hires. Cause a lot of home care agencies don't have a ton of SEO.

03:24

like traffic to their websites, but so it's only 4% of applicants, but it's 12% of hires. So it means that applicants who are visiting your website are super motivated, they're super interested, they really want to work with you. So yeah, those are really probably like my answer to that tough question of where do I find better caregivers is that they're pretty much on indeed.

03:50

They might be on their website. They could be on social media. They might be on Google for jobs. That's another high, another like voluminous source of applicants, but they're not, there's not really like another site that's like bringing in huge amounts of traffic. So really probably better off.

04:13

asking the question, OK, how do I optimize the sources that are working and double down on them and really pay even more attention to what's to the hiring process through those sites? OK, so let me kind of recap here. So I bet like a lot of people are like, oh, my gosh, I came up to this podcast and all they're telling me is I should be posting on Indeed, right? Because that's where I'm already posting. And so, yeah, so we're going to talk about optimizing Indeed and that kind of thing. But I think you did make a very, very important point

04:42

even though 4% of your applicants are coming from your website and maybe by extension and maybe also by referrals from caregivers, that you're going to get a much higher yield there. So if they're coming to your website. So we've had, for example, on the show, we've had Nick Vonatotepis, and he talks about really kind of making your website focus on the caregivers and even get

05:08

clients that come to your agency if they see that you're a great agency and it's vibrant and caregivers are there and they're enjoying the experience working there. So I think that props to Nick and all that kind of thing. But wow, 84% of the applicants are coming through Indeed. So I guess that is the huge deal and we need to optimize that. But again, I mean, I think that the thought that I'd love to kind of nip in the bud here a little bit is that a lot of people are like, yeah, I'm using Indeed, but like everybody's ghosting me.

05:38

So how do I stop getting ghosted from Indeed? So let's maybe start there, and then we'll kind of go into a little bit more. Yeah, yeah, that is the second question that always comes up is, okay, if Indeed is my best bet, how do I make this thing work? Because I've got tons of applicants, and so few of them seem serious. So few show up to interviews. They send in their application, I call them as quickly as I can, and they don't pick up the phone. Or they literally say,

06:07

I don't know who this is. I don't remember applying to this agency. That's like very, very common. And I guess I have some questions back that I usually ask to agency owners when I'm talking with them about this. But the first thing to know and something that's probably worth doing if an agency owner out there hasn't tried to apply yourself.

06:33

as a caregiver on Indeed, it's totally worth the time to see what happens when you do that. Because the thing that basically is going on for pretty much all applicants out there today is you create a profile on Indeed, maybe you created it three years ago, and Indeed has, they are the absolute best job board out there. We know that. And at the same time, their business model is that they make money by sending you more applicants, not necessarily the right ones.

07:02

So applicants on Indeed get emails and emails and emails and emails like every single day, inviting them to keep applying to more jobs. And it is very easy for them to do the one click apply and apply to 15 or 20 jobs at one time without necessarily updating their job profile. So then the recruiter is swamped with all these applicants who you don't know if they're good basically, and you have to call all of them.

07:30

And the applicants think, I just applied to 20 jobs today. Why am I not hired yet? And the applicant is burnt out on the process too. Like it's not an easy feeling for them to, the sense that the applicant has is, I just applied to 20 jobs. Why don't I already have what I'm looking for, basically? And like, nobody's calling me back or whatever. So it's kind of on both sides that there's some, I guess, aggravation in the process.

07:59

So that's the important part to know about like what's going on for the applicant. The questions that I would ask the agency owner really instead of like kind of just generally why are you getting ghosted would be who are you inviting to an interview out of all of these applicants that you get from Indeed and what type of interview are you inviting them to? How quickly is it really, really happening and how do you measure it?

08:28

So that's a lot of questions, but they're all really important and they all feed directly back into solving this problem. So when we're talking about who we're inviting to an interview, part of what's going on on the job boards, and this isn't just Indeed, it's pretty much every job board, is you get information that the caregiver gives you, but it's not necessarily home care specific information. So you may find from one person that they put...

08:55

on their resume that they have worked for a care agency before. And another person says that they worked for Pizza Hut, but what you don't know is that they've also been a family caregiver for their grandmother for the last five years. Because people don't put family caregiving on their resume, you know, or and so few caregivers even have a resume. So when you are looking at the information that's given to you by the job board,

09:20

you need to look at it super, super carefully and kind of call everyone to make sure you're not missing any opportunities because you don't get the right information you need usually. So that's the first question is like, do you have the right information from the applicant to know whether or not they're actually qualified for your agency? So that means you need to have like a set of qualifying standards that actually help you like determine at a base level who meets your needs at your agency. And you need to focus on getting that information really early from them in the process.

09:51

The next question is what type of interview is it? And that is actually a very, very important one for caregivers because most caregivers aren't gonna travel very far for an interview unless they're super confident that they're gonna get the job. So what you need to do is if the applicant lives near your office, bring them in for an in-person interview, qualify them on the phone beforehand. If they don't live near your...

10:17

uh in a physical office make sure you offer them another interview type or make sure they're much better qualified and more excited about the job letting them know that they're only going to have to come to the office a few times but the clients that you have are actually near them. It is a really really common thing that's happening where caregivers don't actually understand the location of what they're applying to um and again it goes back to like they're applying to so many jobs at one time.

10:44

So those are two of the first questions I would ask when you have this ghosting problem. The next is how fast is it really happening? Everybody and I know and nobody is lying about this. If you ask anybody they like they would say oh yes I call all the caregivers same day.

11:04

The reality is that's not happening. It's not possible. Like you're not calling people at three in the morning on a Saturday night when they're applying. Like, and that's okay. We all should take breaks and we all deserve them. And that's wonderful. But it's, the reality is you really actually can't, technically with the time in the day, get back to everybody right away. But we know for sure that home care agencies that are interviewing caregivers in less than four days and call them right away.

11:34

are 100% more likely to hire those caregivers. So if it takes more than four days, that's where the biggest drop-off is in the hiring funnel by when you're talking about interviews that are scheduled. So it's super, super important to make sure that that is happening as fast as possible. And they really, you really are getting on the phone with them as quickly as you can. And then last but not least, this is a little bit of a pet peeve maybe. So, but.

12:02

One thing I've noticed is that when I ask a lot of agency owners what their no-show rate is today, like what those numbers are, they will tell me it's the number of scheduled interviews and the number of completed interviews. And I totally, I get why people would think of it in that way.

12:26

But if you think about that for a second, if you schedule one interview and one person shows up, that means your no-show rate or your show-up rate is 100%, right? So that's not the right way to measure it. The right way to measure it is out of all applicants. So your no-show rate is basically out of total applicants, how many people completed an interview or didn't complete an interview. And that will give you the real rate. But the thing is most people don't actually look at how many applicants they're really getting.

12:53

And that is technically the top of your hiring funnel and by volume, the highest, the largest drop off in the hiring funnel. So most people are looking at this no show part. They're seeing scheduled to show up. Um, but that's really just like the tiniest little slice of the hiring funnel when really like the biggest drop off is total applicants to total scheduled interviews. Like that is the biggest drop off by volume and like the best place to focus on in your hiring funnel.

13:24

Okay, incredible. Okay, so there's a few things that, first of all, I love the way you're doing the podcast because everything you're doing is exactly right. We're here to inform, we're not here to sell your product, even though we'll tell people about you and more about your product down the road. But I guess like one thing, you know, I've seen in your product is that, you know, first of all, you seem to have found a magic way of having people actually give you the information that you need.

13:54

And second, you seem to then, based on having that information, you seem to do some filtering to say, OK, great. We would love to learn more about you. So I guess the reason, so first of all, those sound like great things. So I'm kind of giving you a little pre-commercial to your chance to share a little commercial toward the end. But I guess if I look at all those people who came to me on Indeed, I think that's

14:22

as my denominator of how many people showed up. But I guess you don't really want the people who aren't gonna be a good fit for caregiving to show up. So how do you rationalize those two things? Because it sounds like if they're working with your best practice processes that are implemented with your software, that you're only offering interviews to a percentage of them. So you're kind of happy about the fact

14:51

You've kind of cut out the riff rap, let's say. So tell me a little bit more about that and how that ties with what you just shared a minute ago. Yeah, there are. It's either that. I mean, so by.

15:13

Uh, I guess really it's just that like the, there's a huge amount of time that goes into the part of the process where a recruiter or agency owner is looking at a resume or an application and trying to figure out whether or not this person is a good fit when that time would probably be better spent with.

15:42

people on the phone who are at least a decent fit. Got it, got it. Yeah, and again, I mean, I didn't mean to kind of ask you the hardball question here. I guess I'm just kind of thinking, like, if I, you know, because I guess, like, if I have 100 people come to my website and they're interested in seeing me, and then I offer an interview to 40% of them, because they've kind of met some criteria that looks like they might be a better fit, then.

16:11

you know, would I, you know, like, I mean, just in the question of your metric, if I offer interviews to those 40 people and then 32 of them show up, I mean, that seems like a pretty good metric. I wouldn't want to say, well, I only got 32 out of a hundred because I didn't want those other 60 anyway. I guess that's, that's the only little part that I'm confused about. Oh, okay. I think I understand your, what you're saying now. Yeah. So the thing about looking at total volume of applicants is that, I mean, you literally will,

16:40

be able to see your whole hiring funnel and know exactly how many people you need to put in at the top and thus how much ad spend you need to have and how regularly you need to do that basically. I mean, that's the real big advantage when you look at it, your total hiring funnel out of all applicants is you know, okay, I need a hundred applicants in to get 15 hires out basically. And not worry so much about like, yeah, some people might not show up sometimes.

17:10

But overall, big picture, if I put 100 or 200 applicants in, then I can get this many hires out, basically. OK, so I get that now. Now, I guess the other, I mean, magical thing, again, like talking about a cool thing about what you do with Augusta is you seem to have found a way to gather the information from a caregiver candidate in a structured way that actually gets you some answers to the question. So you gave an example earlier.

17:39

that the person says, oh, I worked at Pizza Hut and I worked at the kiosk at the mall, but they didn't put down that they've been taking care of their 82-year-old grandparents for the last two years because that just doesn't feel like it should be on the resume. So somehow you've kind of figured out a way to get them to answer that question along the way, which kind of sounds like you've also come up with a way to combat against the, oh, just like

18:09

you know, one click, one click apply for the job thing. So yeah, I guess, you know, like, is there, is there kind of a way that, you know, agencies can, you know, keep themselves off of the one click apply list and make them, you know, kind of force their candidates to actually answer some questions for them? Or, you know, how do you, how does that magic happen? Yeah, well, Augusta is one way. Okay, perfect. Yeah.

18:34

And there are probably other ways too. I can't speak to the effectiveness of too many of the other ones. One of the things that is missing for applicants is that since they get so many messages about jobs, they just emails and texts and all this stuff, they're getting like a huge volume of messages about jobs for them. They are ultimately not reading the job description. And so part of what you need to do is you can't,

19:03

it's not going to be super effective just to ask them screening questions in and of itself. I'm sure it'll help a little bit. But part of what needs to happen at the same time is you need to give them information back so they actually really understand why this is a good fit for them. But since we know they don't read the job description, finding a different way to do that is really important. Yeah, got it. OK. So even if I'm.

19:31

I guess if I'm an agency and I'm not cool enough to use Augusta yet, right? Or they haven't learned enough about Augusta. Like, I mean, and then I kind of get brazzed with these people who are maybe the one click applicants. Like it is, you know, again, we want to, on the one hand, call the person within three or four days, but like, is there any way they could, you know, kind of auto shoot back? You know, like, um, Hey, you know, thank you so much for applying. You know, here's, um, you know, here's, here's a couple of questions that don't get asked, asked, answered in resumes that.

20:00

we'd love to know about those kinds of things. Is that a technique people could use? Or? Yeah, totally. Yeah. I know Indeed has some built-in tools in their platform, too, where you can message with the applicants and stuff. It makes it a little bit challenging to take it out of the platform. But yeah, you could always do that, too, for sure. Yeah, I love it. OK, so going back to, let's see. So we've talked about.

20:30

the OK, so the no shows we walked talked about. Talked about the percentages and those kinds of things. All right, so let's I mean, you know, so I think you've provided a great amount of, you know, just kind of learning about, you know, what they're dealing with. And I love your idea of, you know, kind of be your own secret shopper, you know, apply for your own job and see what it's like. And, you know, apply as a candidate and see, you know, like, oh, how many emails you get? And that might even. Yeah, you might even.

20:58

be getting your emails, you might even be getting emails from your, you know, competitive agencies in your area and see what they're doing and maybe how their job descriptions are better. So that's a brilliant idea. But okay, but you know, I think you've, you've paid your dues, you've taught people a lot. So tell us a little bit more about, you know, like Augusta and, you know, like what have you guys done to, you know, try to make the experience better so that people are, are getting more candidates and they're getting more qualified candidates.

21:26

Yeah, so Augusta, basically our platform is, it's an AI powered, we call it HomeCare's first caregiver applicant matching platform. And really what it does is helps identify the caregivers at a base level who are going to be a good fit for your agency and automatically gets them to an interview basically while they apply to the job and at the same time we help educate the caregiver

21:56

So that way they really understand, oh, I'm in the right location. It's going to be easy for me to get to, like this agency has the right pay and benefits for me. All the stuff that if they had read the job description, they might get. But Augusta serves it up to them in a way that's entirely designed for caregivers. It's almost like we gamified the experience of finding the right job and applying to it and getting to an interview. Wow. And yeah, and I remember actually one of the other things that you mentioned

22:26

conversations was that the caregiver applicants are looking for certain benefits that aren't really matching with what the agencies are offering and that kind of thing. So what have you found in terms of what are the candidates looking for? For example, I think you mentioned flexible hours is the top kind of thing. So tell me a little bit more about...

22:53

that and kind of put maybe that in the context of how, you know, you're kind of not only gathering information from the caregiver applicant, but also, you know, sharing some information with them about the benefits that are available for them. Yeah, you're right. Flexible hours is the number one benefit that caregivers are asking for because out of

23:14

when our when caregivers get qualified by our software, we ask them the magic part, honestly, is that we get them to answer more than 20 questions in 60 seconds. And it's all home care specific information. And one of the questions that we ask them is what benefit is most important to them. So that way, when the recruiter is talking with that applicant, they have something very specific to sell them on and say, Hey, I know you want flexible hours. Here's how we do that.

23:43

The thing to know about that, just kind of a side note, is that when caregivers say that they're looking for flexible hours, it doesn't mean part-time or full-time. It means they have a kid at home, they're the primary caregiver to their kid or kids or a family member, and they need the flexibility to be able to call out last minute because they're the only person who can go get their kid who's sick at school, basically, which...

24:10

So that's just a note about what caregivers are asking for related flexible hours. And I'm not saying it's easy for a home care agency to do. In fact, it's very difficult for a home care agency to offer really, truly flexible schedules for caregivers just because of the nature of our work. But that is what they're asking for. What was the other part of your question? No, no, no, sorry. Well, I guess I wanted to jump in on that a little bit. So I guess, yeah, maybe when

24:39

I guess, you know, if we look at a spectrum, we say, well, the agency saying, you know, what is flexible hours mean? Oh, that means they either want part time or full time, or they want a certain number of hours per week. But with the candidate saying, I guess I totally get that, you know, it's like, I have to, I have to drop my kid off at school at this time, I have to pick them up at that time. And I'm looking to see if I could find a caregiver job in between or, you know, or maybe it's like I, I put my child to sleep at this time, and I'm looking for your night shift. So I definitely get that. I think that.

25:08

you know, it's it is probably reality, but the agency owners will be disappointed to hear that flexible flexible hours means I get to call out whenever I need to because of, you know, that kind of thing. But I guess there is some reality in that as well. Because you know, like when the when the kid goes to the school nurse, you know, like you're you're and, and you're it's your child, you know, that's the situation that you're in. But no, I guess I was just sort of back to this question of you know, kind of the matching

25:34

the benefits. I mean, it sounds like you've got this amazing structured interview where you're able to, and you were kind of saying you could ask them which benefit is most important to them. And that information comes to the recruiter. So then they can kind of share that information. And I think that's great. I mean, it does sound like you've come up with a very magical way of kind of teasing out things that wouldn't be in their general application like the fact that they are providing, like they're working as a family caregiver, which so many Americans are.

26:04

and they might have better experience than somebody who is a CNA or something like that and never really did it in practice. So that's kind of the one thing. And then at the same time, you're kind of feeding information to them, you know, hey, even though my office is in Wellesley, Massachusetts, and you're closer to Worcester or something like that, we're going to find you a client that's close to Worcester, right? So you're...

26:32

you're able to, I guess, in some ways share that we are looking for candidates who are close to where you live and that sort of thing. So it does sound like you've really kind of thought through a lot of those factors. What are they looking for? And then what are you looking for as well, and that you're able to do the matching in a special way. I mean, I guess the kind of the magical thing that I'm... It seems like maybe it's a trade secret or whatever, but like...

27:00

How do you get them down the path of actually answering those questions? And how do you combat that? Hey, you want to apply for this with one click? Because it sounds like if somebody has Augusta and they say apply with one click, you've somehow figured out a way where it's like, okay, well, applying means you've got to do this. You've got to spend a minute with me here and go through these 20 questions. So that sounds like something that you've magically done. Yeah, I mean, there's a few different things behind it.

27:30

I guess one, probably the simplest, most general way to say it is that it's designed for caregivers. So we know they don't read a lot, so there's a lot of pictures, very short text. It's specifically optimized for older mobile devices, which is what the vast majority of caregivers have, but it works on any device. And so there's that technical stuff about it, I guess the UI and UX, you could say, which

27:59

I mean, it's only for caregivers. It's just, it has stuff in it that other people wouldn't have thought of because they designed for a different audience, basically. Um, so there's that. And then there's also the fact that they're, the caregivers getting information back in a way that they can consume it. As they give more information. So it's very much an interactive process for them to, for us to get all this great.

28:25

information on who they are in their background and all the stuff that an agency owner usually wants to know. But the caregiver is also getting something as they go through it. They're getting reinforcement that they're in the right place. They found the right thing. Because a lot of times, I mean, like, I don't know, it may be a while since you applied for a job, but sure.

28:46

I mean, for any job seekers out there, as they're going through, oh my gosh, there's all these jobs, I have to do all these different things to apply for all of them, or one click and I think I applied to 20, but I'm not sure. People aren't always confident about what they're applying for, basically. They think like, I kind of meet like 50% of their criteria, I guess I'll click the apply button. But then their information kind of goes into cyberspace.

29:17

they did the right thing, kind of. So by giving them the right information back and positive reinforcement as they apply, they start to understand, oh yeah, it's in the right location for me and has the right pay and benefits and they have something for my schedule. Like that type of information that's gonna help them say, yeah, I do actually wanna talk to this agency. I do wanna show up. Yeah, for sure.

29:41

All right, so let's kind of like sum it up from there. I mean, it sounds like, you know, Augusto's really thought this through. I mean, first of all, you've made a caregiver optimized experience. You've thought about the kinds of phones they've had. You've talked about, you know, what they want to learn and that kind of thing. It sounds like you mentioned earlier that a lot of agencies say that when they call a candidate, they're like, I don't know who you are and I don't remember applying for your job. It sounds like you've you've a, you know, kind of figured out a way.

30:10

to make it so that they actually know that they applied for that job. Makes them do a little bit more work than one click, but it also informs them along the way. And so you're actually also kind of educating them along the way that, hey, this is a job that might actually work for me and that they're kind of speaking my language. So ultimately, and then you're doing some filtering, right? So then you're kind of saying, well, this person looks like they might've just,

30:40

tried the one click button and they're really looking for, they wanna move from a pizza hut to Taco Bell. And like, we're not that, right? And that sort of thing. So it sounds like Augusta has done something really special there and perfect. Right, so I guess with that, could you share with our listeners and people who might be watching the video, like how could folks get in touch with Augusta and learn a little bit more? Yeah, check out our website.

31:07

www.augusta.care instead of.com. OK, perfect. So augusta.care. And I'm sure if they go to augusta.care, so it's like the month August with an A on the end, Augusta, or like the city in Georgia. So augusta.care, then they can basically kind of learn about you guys. And there's got to be a little button there that they can kind of set up a demo. Yeah, perfect.

31:37

All right, fantastic. Well, with that, Jen Waldron, thank you so much for being on Home Care Heroes and Day Service Stars. I think we've learned a ton and it's going to help our recruiting get better. And happy New Year to you. Yeah, thanks so much, Ken. All right. Have a great day. Thanks for joining us today on the Home Care Heroes and Day Service Stars podcast, produced by Ankota. You can listen to back episodes by visiting 4HomeCareHeroes.com. That's the number four then the words Home Care Heroes dot com