Why do qualified people get filtered out of jobs they could do?
The problem in the job market is not too few jobs. It is the signal-to-noise ratio of too many applicants per role, which means the most qualified person can be screened out before a human ever opens the file. That is the case Dante Crowther makes on The Artificial Intelligence Podcast, and his answer is that AI has increased the speed of hiring without improving its quality.
Crowther, an executive job-search expert and Army veteran, describes recruiting as transactional and credits AI with being phenomenal at helping people sift through a tremendous amount of information. What it has not done is place better talent faster with longer retention. He says he has seen the opposite across a large area. His summary of the trade is blunt: "you're taking the human out of human capital management."
The host's point is that a tier-one user of these tools gets maybe 20 percent faster, and that any promise beyond that is a lie. The deeper danger is that the output arrives with no tell. Most people have tells when they lie. A model does not, which makes it easy to assume the first five answers were fine and stop checking the sixth.
Why does AI screening miss the best candidate?
Because it reads keywords and phrases, not people. Crowther's description of what happens to a submitted application is that the software is completely analytical and reduces the candidate to nothing but keywords and phrases. The nonverbals, judgment and relationship skills that actually land a role are exactly what the technology cannot replicate.
That cuts both ways. People who are horribly unqualified apply anyway, hoping to reach the first paycheck. People who are genuinely strong often refuse to game the resume, so they never look like a perfect match. The result is noise: overqualified, underqualified, all of it in the same pile.
How do you get noticed when everyone applies the same way?
Through referrals, not applications. Crowther's figure is that over 80 percent of executive roles are filled through relationship-based introductions and referrals, against less than 20 percent return when you click apply or submit. "The world runs on referrals," he says.
The default move now, feeding a job description and a resume into a chatbot and asking it to make you sound like you share the company's values, is the wrong instinct. It also means you never find out whether you actually do share them. Networking, by Crowther's definition, "is the transfer of knowledge and information for mutual benefit," and it only works when you bring something to it.
How much AI skill do you need for a senior role?
There is no single answer, because it varies by industry. Crowther calls it a gray area: some fields require fluency, others barely touch it. His illustration is a CEO of an eight-figure company who, in October 2025, did not know what ChatGPT was. The world is bigger than the room you work in.
For people below the executive suite, the host's advice is to be the first expert in the office. The person the boss keeps asking the bad AI questions to holds a second area of expertise, the way knowing how to fix the fax machine once made you hard to fire.
What to do when AI screening keeps filtering you out
1. Start three to six months before you need to. The most common mistake Crowther sees is starting a transition too late. Once you are out of work, the pressure pushes you into high-risk, hope-based actions like blasting resumes everywhere. Starting early lets you build relationships without an ulterior motive leaking through.
2. Do the due diligence before you reach out. A cold LinkedIn message got through to Crowther because the sender had run a world surf organization and Crowther is an adrenaline junkie. The sender had scoped him out, found the hook and kept it concise. Read the profile. Find what the person actually cares about.
3. Open with what you can offer, not what you want. Crowther's instruction is to ask how you can help and what the other person is struggling with, then share what you know. People reciprocate. If you can get the opportunity to sit down and prove you are worth what you claim, that is the interview.
4. Build a skill that is not a credential. Certifications, titles and endorsements are available to anyone with the time and money to acquire them, which makes them less valuable. What sets you apart is what you know that the other person does not, and your ability to articulate it.
Crowther's warning about overselling is that a job won with a story you cannot back up will break you once the real responsibilities land, and everyone who bet on you will see it. The alternative is to spend the effort becoming someone whose time is worth asking for. "If you believe what you have to offer is that valuable, you should bet on yourself."
Original show notes
Is AI making the job market better or worse? Jonathan Green talks with executive job-search expert and Army veteran Dante Crowther about breaking through a market where hundreds apply for every role — why AI screening can filter out the best candidate, why human connection still wins, and how to bet on yourself when the algorithms are stacked against you.
Key Takeaways: • The problem isn't too few jobs — it's the signal-to-noise of too many applicants per role • AI hiring filters can screen out the most qualified person because they read keywords, not people • The nonverbals and judgment that land jobs are exactly what AI can't replicate • Networking is the edge — most real opportunities come from human connection, not applications • Bet on yourself: your time and what you offer are more valuable than you think
Notable Quotes: "Good luck insulting me — I'm a salesman, I'll sit down and talk with anyone." — Dante Crowther "If you believe what you have to offer is that valuable, you should bet on yourself." — Dante Crowther
Connect with Dante Crowther: LinkedIn: https://www.linkedin.com/in/dante-crowther Website: https://executivejobsearch.net/
Enjoyed this? Follow The Artificial Intelligence Podcast and share it with someone navigating the job market.
Auto-generated transcript, 11,475 words. Timestamps link to the moment in the episode.
Is AI making the job market better or worse? We're going to find out with today's amazing special guest, Dante Crowther. Now Dante, I'm excited to have you here because you have two areas of expertise that are very interesting to me. You have experience with the military in that transition and you're right in the middle of what I think is one of the toughest job markets, not because there are no jobs, but because there are so many people applying for every single position that
hard to get noticed even if you are the most qualified person. for job. It's so hard to break through that signal to noise ratio, right? Well, thank you, Jonathan. I'm much appreciated. And yes, actually, I would concur. I would concur in that it is a challenging time to be in search. is difficult to stand out. it doesn't have to be the most challenging time in the world, right? Everything's the most challenging thing in the world when you lack enough information on what it is
you're trying to accomplish. All is accomplishable with time, effort, and energy. The job market current times 2025 going in the Q4 here, the AI has been phenomenal in so many ways, but I think there's a large misnomer or ~ high expectations, shall we say, within human capital management that AI is going to make the world a better place, right? And it has its place. I was excited to sit down this morning and frankly learn from you, Jonathan, more about AI itself.
I've worked with plenty of executives who are specialists in that, but ultimately I'm not that guy. And so where I have in the last two, three years, seen a very active utilization of artificial intelligence recruiting, headhunting, placement, outplacement, both employer side and employee side, job seeker, so on. It's just increasing the speed, the rate of change, but it's not increasing the quality of, well, I'll use recruitment, right? Because that's a very broad area that most people utilize know of. Recruitment, it's transactional,
right? The employee themselves that's fitting into the role, that's stepping into that role, they are the widget, if you will, right? It's a B2B business model. Most people don't understand that. Everybody says, oh, a recruiter works for me. They work for you. Why didn't they cost you anything? Last I checked, handshakes and pressing flesh means something still. And so in that capacity, AI has done phenomenal at helping people who are inundated in their jobs, say recruiters directly, the agents,
for them being able to sift through a tremendous amount of information, data, phenomenal. But when it comes to, well, how has it actually made it better? How have recruiters overall, how has the recruiting industry say, or human capital management, how have we been able to place better talent in a more efficient time with longer retention rates? I haven't seen that yet. I've actually seen the opposite of that in a large area, right? And the reason for that is because you have recruiters who will say this,
you have firms and companies that are willingly outsourcing a lot of outsourcing and automating a lot of the human factor within their companies of human capital management in supplement with AI. The problem with that is you're taking the human out of human capital management. Shout out to Joe Carbone, founder of Eastward Partners. I know that's his tagline, but I've been saying it for years. Met him for years back. That is a major challenge that I am currently seeing, still seeing in human capital management.
It's just not increasing the quality of the outcome. It's increasing the quantity of product per se that is moving, right? You're inbound outbound, but it's not, you're not getting a larger ROI on it. You're not able to increase the quality of the placement. You're not able to increase the retention rate of the placement. It's simply a tool to increase the speed at which recruiters and individual humans are moving and processing information. It's nothing to do with the quality of it. That's still the human focus.
Yeah, I think that it's the same in a lot of places. There's this promise that AI will make everything better, make everything faster. You don't need any employees. And the promise is always around the corner. It's about to. And I'm, someone who's in the middle of it and uses it, I can say, if you're a tier one user, it will make you 20 % faster. Anything more than that is a lie. That means If you're really good, can do four days of work.
Work four days a week and get five days worth of work done. That's really the best. Any idea that you could really orchestrate and think that's reasonable. do twice as much work, right? So you're getting 10 days of work done in five. Well, how much time do you spend reviewing? And what happens is, and I think this is the idea we were talking about, there's this... Danger when something is easy like when cheating is easy people do it, Yeah. Yes. Yes.
right? The and that's that's the temptation and I'll give a specific I had this roommate once when I was struggling started my business in 2010. He used my computer to log into his PayPal account He had a balance of a hundred thousand dollars. He left the room with me logged in and I was like I Couldn't I logged out so I I thought about it like everyone would and I logged out so fast I was like don't do that. That's not fair
It's I was making like maybe $2,000 a month at the time like living on his I was like, you can use my computer whenever you want, but log out like you've massively overestimated me and it's when you make it too easy when the temptation is too big and that's what we're seeing. That's what we're seeing like judges write decisions. We're seeing lawyers write Kate like even at the highest levels. There's some suspicions that even at the highest court in the land,
some decisions have been written by AI already. That's too much corner cutting. And the danger, it's like, well, you have this discussion with yourself. go, well, the first five were fine, the next one will probably be fine. I don't need to check it as closely. And that's when the something slips through the crack and it's not at the point where you can take your eyes off of it. And the same way with any employee. If employee knows you're not gonna check their work,
it starts to, they start to shave the quality and it just, it's human nature. So I think, Yes. That's exactly what's happening when you go, you know what? The AI is pretty good at analyzing these resumes. It can it's pretty good at transcribing everything it's probably and you're getting an okay result faster. And that's, it sounds like exactly what you're talking about. And that happened. I see that happen in a lot of places where there's this temptation to create something that looks
as good as the real thing but isn't. And it's very easy with AI to generate illusions, the illusion of quality, illusion of research. And we've seen that where then you check the links and they're all 404s and they're not real cases that happen, but they're convincing the danger. The biggest danger with AI, in my opinion, is that it lies with complete confidence. It has. That's actually a fantastic take. How about that? I like how you said that. That's what worries me more than anything else.
And when you say, are you lying to me? I'll go, no. And it'll go, no, how dare you? I'm an AI. So it's so good at this one thing, which is as humans, most of us when we lie, we have tells. Like when my kids lie, Yes. they do something different. There's something about it that's like a little obvious. Like I'll walk in the. idiosyncrasies, nonverbals, yeah, ticks. not with my kids, I'll walk in the room and they'll go, we're not doing anything. And I'm like,
that's a guilty start. Like it's right at the gate. I didn't ask. Yeah. So that's the biggest challenge. when you, you cannot tell with any, there's no clue that it's wrong or right based on its answer. And so the temptation we have, and I this is a huge problem across every industry is to go, it's probably fine. And you get away with it a certain number of times, but then it's that one time when it's like really important and it makes up that really critical thing
that you get caught. And that's when it's really devastating. And so I think that we have oversold how good AI is in order to get sales and it's not able to deliver on that promise of you can replace your entire staff. AI is capable of mimicking empathy. Right. It's capable of Looking kind of at a picture, but I don't even think you can actually look at a picture, right? It's just scanning the code It doesn't have a true
eye and that's what I think about is that it's such a useful tool But when we treat it like more than a tool It's like a good emailing tool or a good helper But as soon as you move it past that that's when you start to enter a danger zone and I see this challenge right now for a lot of people which is I need to apply for a new job. There's so many people applying for every job.
So the only way I can repeat is I have to apply for more. And so here's what everybody does. And I'm sure you see everyone says chat, chibit. Here's the, here's the job I'm applying for. Yeah. Yeah. Here's my resume. Match them up. And even better is make it sound. I love this when people say things like make it sound like I have the same values as this company. Like that's the next level. And it's like, God forbid you actually have the same
values as that company or you take the time to read what their values are. Well, you don't have time to look because you have to apply for 600 jobs. Right, right. And it's not. And the thing is, non malicious and malicious people use it the same way. That's the problem. So I have had people who apply for jobs, they're horribly unqualified for it. They're just hoping to make it to the first paycheck before you figure out you shouldn't have hired them.
And that's one problem. And then at the other end, That's terrible. you have the problem, people who are amazing are probably the ones who are not. cheesing their resumes the most and so they don't have that perfect match. And it just kind of creates this scenario where there's so much noise because there's so many resumes because people are applying for jobs they're not quite qualified for. Overqualified, underqualified, all of those things. It's very challenging and I have, I totally understand when you're out of work,
that's tough. And I feel like the same thing, like I now would rather have a lower qualified person via a referral than a person who sounds better on paper through traditional hiring practice there's the value of the certainty and the pre vetting element. And like you said, that's what people think when they hire a recruiting agency. That's what they're expecting. Like do that. So if they're not doing that and it sounds like that's and it's not a surprise, it's like it's just rolling downhill,
unfortunately. So I do wonder what the right solution is in this scenario. Like how do we get to a place where it's not so crowded applying for jobs again. And I know you're more in the recruitment space, but you have great knowledge of this area. Yeah, now I'm more in, how best to say this? So formally I'm a strategic career development partner with Browning Associates. Browning is a privately held faith-based firm out of Rhode Island. It's founded by John Serecek.
John has over 35 years consecutively in human capital management, owning firms. Long story short, it's a B2C business model. So it's not recruiting, right? You don't pay a recruiter upfront to help you get a job. But recruiter, typically you submit your information, they give you a call, They push you through to some interviews and then at the end of it, you all sing hurrah if it works and you keep the phone number. Little do you find out that they were negotiating the comp package
and literally say the job pays up to $40 an hour. For every dollar they get you under it, welcome to how recruiters make money. It's business. There's nothing to be mad about. People shouldn't get upset by that. It's just life the same way everybody has to make a paycheck, make an earnings, right? Thus create value for people. way Browning works, it's a paid service where it's career advancement and career management. is formally a senior executive career management firm.
So what we do is, and I'll talk on everything that you touched, Thank because frankly, I'm really surprised. You're tracking phenomenally. We just talked about this last week on a team call with leadership. Similar feedback. AI has made phenomenal gains in human capital management with producing volume and quantity. It has not changed quality. And I think to your point, it is still software. is still, can't, it can't generate emotions based on looking at a piece of artwork or a photo, right? But it can
scan it and scan the code. Same concept where people I think could benefit the best from, Hey, how do we learn? from this, how can I change my quality outcome? Instead of, don't want to keep applying to 500 jobs a week, and Jonathan. How can I change that? To your point, Browning Associates has a phenomenal track record being able to work with, frankly, the top 10 % of the US economy nationwide in helping them go from A to B, employer to employer.
And it is predicated heavily on strategic. networking. The world runs on referral. Right. I'll say that again for everyone. The world runs on referrals. See these two hands. They're made of flesh and bone. You have to touch them together. Being able to do that is what gives you a competitive edge in life. That is where you will always find the highest quality product, services, offerings, information, the highest quality thing of which you desire. will always be. gate-kept or protected, you will,
safeguarded by humans. And that is where the information that we all possess, the confidential information rattling around in our heads that we have to sit there and process and think about, can I, can I not, as far as sharing? That's where, how do you sit down and get referred as an internal candidate? You have to work, I mean, we structure everything in a four-phase methodology. takes three to six months where, you know, we'll go through and do a full overhaul. on a client's executive branding,
their entire executive portfolio. We've got a team of in-house writers, they're all nationally accredited. And then we go through a second phase of discovery, right? Informally. Formally, we refer to it as marketing. It's, I always tell people, it's the equivalent of handing you a blank job description and a headhunter with on average 20 years experience doing this with a couple thousand executives. want you to sit down and talk with them real life. What do you want to do? We need to unpack
what their career trajectory is. And that gives you the edge to the network. So let's break that into pieces because there's a couple of key things there that I did want to get into that are so important, Sure. Yeah. which is the first most common mistake I see people make is that they start about a transition too late, as in. Yes. I always, I can tell you if someone's lost their job because their LinkedIn profile God yeah. starts blasting out updates and there are
certain behaviors that are giveaways and there's something about like when I was younger, if I was in a relationship, suddenly I'm a track. If I'm single, I'm untouchable. Like it's the same thing. You get this stink about you of the unhired. It's like, my gosh, it might be contagious. And I don't know why, but it just, it is what it is. And the made that parallel before. That's the first thing, which is exactly what you said. Three to six months of planning because,
and I learned this from the movie, The Towel of Steve, which is to be without intent. If you friendship me because you're hoping I can get you a job, it's going to leak through. But if you friendship me six months in advance, you're not, you don't have that ulterior motive, that subconscious motive and allows you to act with more purity or more integrity of intent. And it also means that you're, there's not as much pressure. And the longer you wait, the more you have
to take high risk actions, which is blasting out resumes anywhere that's very much hope related. One of the... And just thinking it'll never happen to you. Yep, procrastination. One of the most important things you can do is to work on your soft skills, Yeah. which are your relationship skills, your networking skills, building out your network. And this is something I've been talking about for like 15 years. I've always talked about this even before the advent of AI. Now, you can do some cool networking
things with LinkedIn and you can do some cool networking online, but there's still such an advantage to an in-person meeting and forming relationships and kind of spreading out your network because you never know. That's the first thing. And the second thing I love that you dialed into is like, when you don't know exactly what you want to do, you end up in a job that you aren't quite the right fit for. It's not what you're expecting and it doesn't last that long because you're Mm-hmm.
not the right fit, they're not the right fit. and then you have to restart the cycle. Like there's nothing, when I hire a person, Correct. it's usually a six week cycle between posting the job and they start. And if it doesn't work, I'm so annoyed to have to restart. That's why I got really into AI. I was like, I'm so tired of these six week cycles. Yeah. That's what drives me crazy. for people, the other worry a lot of people have is
that they have to demonstrate, they're like, how much AI knowledge do I need to have? to get an executive placement or just I'm a CTO here, can I be a CTO there or anything like director and above like at these leadership levels, that's a common question I get asked, which is like, what level of AI expertise do I need to have? And I often, when someone's lower level, my advice is always to be the first expert in the office.
So in the 1980s and 90s, if you knew how to fix the fax machine, they pretty much couldn't fire you because you only wanted to do it, right? You were the first one to figure it out. And then it was email and websites and then it was social media. And it's like, we can't fire John. He knows all the power. He's the only one who knows how to fix the printer. He's the only one. And you can become the office AI person,
which I think for someone outside the executive suite is a very strong position to be in. Just to be first mover, you want to be the person your boss keeps asking the bad AI questions to. Like that's a really strong position to be in because you have a secondary expertise. That's what I kind of recommend. But for someone at a higher level, There's such a broad spectrum of expectations. I'm very interested in your experience of how much do people actually need to know?
What level of skill do they need to have? Because as another example, at first it was like, I remember when I saw jobs in the 90s, was like email skills a plus. If you know how to send an email, that was a plus, right? And then it was word skills a plus. And then it was Microsoft Suite. And then it became a requirement. now you would never see a job posting saying, we expect you to how to send email. It's such an expectation that it's no
longer listed. Where on that spectrum do you kind of think we are with AI, with having the ability to use chat GPT or something more advanced? we in the, it's a plus, it's optional, or it's starting to push towards mandatory or expected. Yeah. it's such a gray area there's no easy answer to this one. The reason for that is because each industry is different, For example, think of your older industries. use, I know a gentleman who is a fantastic talented individual,
I'll say that a bit confidential, I can't show his name, but the precious metals, the recycling industry, it's an industry that people don't often think about. What if I told you you could go and become a millionaire tomorrow? simply by being, I don't know, 20 years younger than everybody that you're competing against. When we are able to, I want to help the audience on this one, think about where the best opportunities are. Jonathan, you're completely correct on, where are the challenges, where are the difficulties?
AI and the level of comprehension that we have with it, it's only going to benefit you. the more skills you have that are unique, right? Not standardized. If you are chasing certifications, titles, credentials, endorsements, those are credentialing formats that everyone has equal access to, so long as they have the time and money to acquire them, which makes them less valuable. Whereas someone who is a younger executive and can go into an industry that is predominantly dominated by say executives in their 40s and older,
right? Those executives grew up in a different time. They remember when phones didn't exist. They had pagers even before then, right? And so they're the way that they look at life and have Rolodex's hard copy that they still flip through because they're mentally programmed that way, right? That's where you have an edge because now you can with the right mindset and to your to your point Jonathan with the soft skills, the communication skills that are required to build relationships. That makes a drastic difference.
There are industries that, yep, it's absolutely required. And there are industries that people laugh and go, I don't know what it is. Right. I mean, my fiance was flying back on a flight yesterday from Alabama after a conference. Brokered a deal. She does strategic partnerships, brokered a deal with a gentleman she was sitting next to on the plane. She asked him if he'd do a chat GBT was he said no, this is the CEO of a pretty, pretty large right seven multimillion dollar company,
right? Put it that way. No idea what chat GBT was. This is the US this was what's the date today. Today is the 20th of October 2025. So on the 19th of October 2025, you have a CEO of a eight figure company operating in the US that doesn't even know what chat GPT means. Right. That is direct proof that for everything that everyone thinks they know and how the world works, it is amazing when you sit down and actually start taking inventory of the
hundreds of millions of human beings. Right. I am just one each individual listeners, just one person. When you take into account that the world's pretty big. place. Not everyone has access to information like we do. And so that's where just taking the time to first identify where would I have the best competitive edge? If what skills would set me apart for this job that I want to go after and then take the next take the week ahead of you and do nothing but focus on that,
learn it, practice it. And ideally surround yourself with people that you can talk with and spar with and say mock interviewing, right? If you've got a job description and you want to share information and knowledge at the end of it, you want to see, well, how much did I educate you? The end of the day, companies are looking for top talent. Top talent comes in the form of what do you know that I do not? And how do you have, what ideas do you
have to implement that and monetize it for a positive ROI on the company? Right. They don't need another human body to come in and punch a keyboard, frankly. That's where AI will have a continuation and growth within the market. But beyond that point, again, AI, so far, it's only as good as the end user that it's supplied to. And so we need to invest in ourselves and our skills and how to utilize it. And really, this is a topic that I'd love to expand on,
but critical thinking, right? It seems like the smarter technology gets, the dumber human beings get. And that's it. That scares the heck out of me, frankly, because I love doing business with humans and people in general. and it's watering down people's capabilities. So that's something I think about a lot which is I When I was in college, first of all, I did have a pager and I did have a Rolodex. Yeah, there you go. There you go.
So Right at me and I used to have when I was young in my 20s like a little black book I kept in my pocket with all of my numbers and I had Got ya. Yup. a giant map in my car or whenever I go to a new state I'd get a map date. Mmm. You had to. So like learning how to get a map now to people like, what about a GPS? I'm like, yeah, but the GPS is sometimes wrong,
which people can't imagine. knowing how to get un-lost is pretty important. And it's so interesting that we start to lose these skills and we replace them with different skills, but it is dangerous that we start to outsource our decision-making, which I think is the danger of AI. But I want to dial into something you talked about in the middle, which I think is the most important, which is that idea of developing unique skills. So there's way ways of standing out with your resume,
which is, sometimes see people have like a lot of letters after their name, like they have 17 qualifications, and nobody knows what they mean unless they have the same qualifications. And I always have to look up what all the letters mean. And the problem with qualifications is exactly that they're kind of universal. So it is important to think what I love you were saying this, like, what will make me stand out? What would be unique in the industry I want to work in?
What is the thing that matters? And we think so differently when we're hiring than when we're applying. Like, when I hire, I have several employees. have no, I couldn't tell you if any of my employees went to college. So I don't care. give them, they have a specific job that they do and they do it very well. I actually think the top lady who works for, think she's massively undereducated technically, but she is so good at her job that she's the, Yes.
I haven't, she requires so minimal oversight. We talk once or twice a week. She just does everything she's supposed to do. The job is always delivered. She's... does a lot of programming. think she may have done a six week programming bootcamp and that's it. And she's running massive programming projects. So talented, does require oversight. And if I had looked at her traditional resume or whatever, I would have completely missed that. But she, I was like, this is the job. Can you do this type of programming?
It's very specific to my type of work we do. And it was a great fit. She's amazing and such a great employee, been with me a long time. But the standing out part is very challenging because people think Like when you're in high school, think how do I get into college? Well, I need to be I need to have a black belt in karate. I need to be in the democracy club. You chase the credential list. Yep. I need the 4.0. need to, I need to
And you have to have all these different things. found something. I need to go out and really make a name. How do I sound different? Yeah. Yeah. Yep. And it's, we're kind of taught that way from a young age that the more extracurriculars, like, I can't imagine that anyone makes a hiring decision based on which potential candidate has the better hobbies. But we think that that matters because we're told that that matters or those maybe they matter in other industries, like politics or movies or something,
but they don't matter in most places. And That's really the challenge. How do you know what will make your resume more interesting? What are the type of things that someone can do to actually be more interesting in their resume? What is the skill they should develop? I can tell you some things that I did and maybe this will... Can I interject? Yes, please. So controversial statement to be made here. I'm going to preface this. So for the last three and half,
going on four years now, I have interviewed roughly 2,100, a little over 2,000 human beings on an annual basis. I interview about 25 to 30 people a week for candidacy to Browning Associates. A lot of people are in need in search of help within that 150, 200k plus job search, all the way to seven, eight figures. And Everyone has that question, Jonathan. Hey, how can I, how can I have paid someone a couple thousand dollars? They've worked on my resume. Hey,
I've got a social media person that I hired. They're, running my LinkedIn reels. They're now AI is automating that. but I'm still, I'm doing all of this production, all this volume, but I'm not getting to where I want to be. How can I change that? And it really comes back to, okay, well, we know that over 80 % of executive roles are filled through. relationship-based introductions, referrals, things of the nature, right? We'll say it that way. Let's pause.
I want that to sink in. Over 80 % of the time, if you are in the top 10 % of earners in this country, I don't care if it's a privately held, publicly traded, for-profit, nonprofit, government, ba-ba-ba. Known fact, over 80 % ROI when you network. less than 20 % ROI when you click apply or you submit. Which is, that's the first thing that we need to address. Hey Dante, how can I spice up my resume to stand out?
For what? Less than a 20 % ROI? Why don't we crumple the entire resume, throw it away, not even have one, and let's go out into the world. Let's go walk into your local stop and shop. Let's go take your kids. to their extracurricular that we all crave and say, I need a better work-life balance, right? So that I can go in and be a better present father or mother. Okay, well, why don't we go do that, right? And then God forbid we sit down
with someone and talk with them on the bleachers or in the room or at the checkout, right? Because that is where so many executives, I Browning Associates, man, my project managers, they're amazing human beings, really. The stories they could tell of executives who are quarter million plus earners who have landed jobs by, you know, I've got two guys out of the Midwest who last year both landed roles because their daughters happened to play volleyball. One of them talked with, I know one of the
stories fairly well, the gentleman, he ended up networking with the competing teams. He was in that exact situation. He was sitting on the bleachers, competing team. father sitting next to him also had a daughter so two daughters are sitting you know they're they're running around play volleyball in front of the their fathers their fathers opposite opposing teams their chair and so on automatic moment for conflict but instead you have two emotionally competent insane people who are capable of sitting next
to each other and having you know potential disagreements all the while they end up striking up conversation because hey that's what we do we network And he lands a job at the guy's company. You know why? Because that guy had a lot of problems that he was willing to share in the heat of the moment on the bleacher as their daughters play volleyball against each other. Come to find out the guy sitting next to had all the answers and was able
to blow the guy's mind with, this is how you solve XYZ problems. ~ I handled ABC and this employer that you're dealing with in the story you just told me. And the guy goes, my God, we need someone like you. And he goes, well, I'm happy to sit down and bring me in. right. Are you interviewing? So on. What are the next steps? Who would be the next best person? talk with about this. Welcome to the 80 % ROI.
So that's where for all the benefit of resumes, you're lucky if you get a skim at best and a direct example, a gentleman I'm going to be talking with this week, you know, good luck getting a hold of me, right? It's not personal for everyone who sends me a LinkedIn outreach or request an email and I don't get back to you. There's only 24 hours in a day. And again, I interview over 2000 people a year professionally, not to mention I have a personal life that
I try to maintain along with family and my career aspirations. We all only have so much time. So you have to be compelling in your, in your outreach. I had a gentleman who coldly outreached me through LinkedIn messages. And normally I don't give it the time of day, just cause I don't have the time and I'm not going to, if I can't give you the quality, I'm not going to. What I feel like is lie to you, right? I'm not going to just generate AI
and have it automatically do an auto responder Right to gain as many leads as I can. No, it's I'm here for quality not quantity this guy reached out and in his message said something about Co-founding or running for the last seven to ten years a world surf organization I know I'm probably a ~ bit tweaking on that right but paraphrasing I responded to the guy I said, you had me at World Surfing Organization. I'll be happy to meet with you.
Why? You want to stand out, right? As much as the hobbies, I chuckled at that one because it really is the truth. How do I choose who I talk with? There's a tremendous amount, and I'm not going to unpack it all, as to how I discern that. But I will say a fair bit of how I choose to spend my time with who I talk with and interview with, it really has to do with how much interest, how interesting are you to me.
If I have to sit here for eight to 10 hours a day and interview human beings all day long, I'm going to have fun with it because I'm a human. I want to have fun. I'm not a computer. I'm not a software. And so that's where this gentleman, I happen to be an adrenaline junkie. did seven years in the army. I have 25 % hearing loss because I shot triple sevens. And I did 11 years in the boating industry.
I built a speed boat from that I... Really pulled on mothballs from Charlie McCarthy, the founder of Panetta Boat Racing Company out of New England. And then took him on a ride and he signed it for me before I sold it. That's where this gentleman took the time to do the due diligence, I imagine, and said, all right, this guy Dante looks like someone that could benefit me to talk with, have a conversation with given I'm, you know, the guy's probably a,
probably a 300 K plus earner, right. And he's in search, which means he's just kicking tires pastively, getting a lay of well, it's probably we're talking about someone who is effectively at the epicenter of that right as close as you can get to head hunting and He took his time he did his due diligence and he probably scoped me out on LinkedIn to find out ~ this guy he likes to live life Vicariously or shall we say I'm an adrenaline junkie in so many ways
That's where he knew what his hook was going to be and he knew how to execute and he kept it concise. The other point to make and you know, we all practice this every day, myself included, my president, Mike Merrigan, he gets on me sometimes with a net-net. Less is more, quality over quantity. Resumes aren't going to get you a job. A human being likely will get you the opportunity. A human being is not going to give you a job.
If you get a handout, be worried because that means they own you, right? But if you can get the opportunity to sit down and prove to other human beings that you are worth what you claim, welcome to the real world, right? That's interviewing. And a resume doesn't get you there. Relationships and reputations do. the challenge that most people have is there's this, we've created a culture where we're afraid to go outside of our comfort zone. This is why now you can order like no content.
You could bring me my food, but you can't look me in the eyes and do not talk to me or you won't get a tip. Like we have, that's so wild to me, like that we create this and It's alarming. we develop this inability to call and order a pizza. Like now it's like, my call. What if the person judges me? I'm like, I, My sister is like that. I don't get it. I never worked at it. Yeah.
I love her to bits. She's afraid to pick up the phone. I'm like, Tia, pick up the phone. where And here's the secret, because everyone's so afraid of that, just doing that and the bar to stand out. is something that's so important because I've done, I've worked with like some insanely wealthy people, so successful, super famous people. Like how did you meet that person? And I'm like, well, talk to them. Like I walked up to them and I talked to
them like a person and it's not, right? here's a couple of secrets that I'll share with you. Number one, men almost never get compliments. Mm-hmm. Yeah. Right? When is the last time, just be honest, when is the last time someone said, hey, your beard looks really nice? Yep, it's never man, never. will s- More than a year? Exactly. Think about it's. And they never say it to us, right? I'll say this, I get compliments all the time,
but I wanna be very clear. I network for a living. I know so many people. My job professionally is to network. I know a lot of people. Most people, I meet more people in a month than most human beings meet in a year. And so I take this with a grain of salt, but my fiance, she was again, just traveling back to Alabama, a conference, on, someone she was sitting with. had given me a compliment and I said to him, like, thanks for sharing that.
But the guy won't give it to me, right? Every time I see it, he teases me, pokes fun, jabs me in the ribs metaphorically. It's like, that's, that's, you're right on track, Jonathan. Compliment each other, And it's, that's how easy it is, acknowledge people's value. right? To break through the noise. If, and the second secret, here's my second secret is I always talk about an area where they're not stronger than me. So if someone's really, I don't want to talk business,
right? I'm going to talk about anything else. I'm going to talk about family stuff or whatever matters to them more, right? Like I always want to talk about it because I don't want to talk where it's like this. They're high and I'm low. So you want, there's no matter what the area is, Right? You and I could have a hundred conversations, a hundred topics, 50, you're better than me, and 50, I'm better than you. Like, I want to choose one where we have parity, idea.
being a dad, like anyone can talk about. Yeah. Like, every dad will talk about that, right? Or talk about, I got woodworking, I could talk about lockpicking, because every guy I watches lockpicking videos, right? It's like, so you choose these things, Yeah. and it's like, that's really the big secret, because there's this idea of shoot your shot, which is you see me for the first time, you see someone you want to work with, and you overdo it, and it's like,
because you think you have one chance. just keeping these things in mind, people never get, men never get complimented. No one ever buys us a drink, right? And the other thing is to be aware, like, I don't drink anymore and I've done business with people that Likewise. I know they don't drink. And so I'm like, hey, can I buy you a piece of cake or something else, right? And it's the gesture, even though they're massively more wealthy than me or whatever, it's just like,
oh, no one ever does anything nice for me because I'm successful. And so it's nice to get, and it's like, You can buy 30 minutes to an hour with almost anybody for under $10 because it's God, Yeah. If you know where to do and that's what's wild. So. it. Right. And some examples of that would be, you I want to share something with with, frankly, the world on this one. I was getting out of the military and the boating industry,
and between those two, right, you have a lot of alcohol, you have an unlimited amount of scars and a healthy amount of not great habits. Right. Let's just say how it needs to be said. Not great habits. When I first started working in Browning associates, it's a faith based company. have a prayer call internal to the company and I'm coming off of uniforms, smoking and joking, lighten rounds off. mean, blowing stuff up, but very different environment. And I knew I wanted a change in my life
and I didn't even know really how that was going to manifest, but I knew founder of Browning Associates, John, I told him, said, listen, just give me a shot. I worked free for six months just to prove to myself that I was qualified and capable, God forbid even competent enough to work in a company that works with such talented human beings. For the first two years, it really bothered me internally, intrinsically, that I was aggravated by the fact that I was noticing
and recognizing these patterns and trends where some of the most humble, loving, successful, successful in my mind is, you happy? Minimum, 51 % of the year, right? Do you like more days than not of your life? Ideally, You want to go from 51 % to like 100%, right? But let's just say mandatory men, life to be satisfied. 51 % of the year are better. If you're not happy, something's off. So most people that are high performers in life and have stable marriages,
happy kids, they're able to provide for their family and provide for their direct reports and help other human beings lift themselves up, accomplish their goals. Most of them don't drink. Most of them are religious in some way, shape or form of faith based. And they are extremely open-minded. They are some of the least judgmental human beings you will come across. That is not most of society. That is not most of social media. That is not most of media in general on all platforms.
And so it really raised some hairs on the back of my neck as to say, why is this so different? And it made me upset with myself to be candid and to be vulnerable really. Because I was coming from an entire life experience with a lot of it. Frankly, I did about 11 years in the voting industry and seven years in the overlapped a healthy portion, but there's over a decade there. And that wasn't that, right? I didn't recognize that this was new.
And I was like, why? And I was upset because I didn't understand internally I started to just lean into it and accept it and say, okay, I might not understand this, but I'm going to follow it. God forbid even we say follow it blindly. Right? You have to take risks in life. No risk, no reward. More risk, more reward. And it was life changing. I've been sober for the last year. I'm going on a year and a half now.
And I tried for three years and I couldn't get sober. And, you know, the military has it's a fun time. It takes a toll on you. And it's a superpower. Everyone being sober is a superpower. And for everyone who doesn't like that statement, I will break this down. in a very objective way. If you walk into a room full of people who are impaired, right, and under the influence of something that is altering and changing the way that their chemical synopsis works in their brain,
which is their computer, it slows them down, right? It makes them not as sharp. And you You don't have to be anything exceptional. You just have to be normal. But you're sober. You will have an edge. You will have a competitive edge because your brain is not impaired. Your supercomputer, your AI in your skull is operating at 110 % performance because you got the rest. You got the sleep. You're eating clean. You're taking care of your body. Whereas majority of the people in the room
are not, right? They're at a deficit. They are at a disadvantage. you That is black and white. You can take a blood test and prove it. And so that's where, you know, there are sacrifices to be made in life. If you want to be in the top 10 % of anything, Steph Curry, and I'm not a sports guy, but sports, everybody knows sports. If you want to be the best in whatever sport you competed, go ask any of the highest performing athletes,
top performing athletes, Hey, how much, how many practice throws or how many attempts did you have to make? And they say an infinite amount. have to keep doing it. You know why? Because there are so many other people who are coming up every single year entering my competitive workforce and they're willing to put the work in. Right. So there is an infinite tax, if I may, that we have to pay in life every day of our lives if we want
to exceed the standard. And, I was was networking yesterday with someone who this is something I don't we really need to focus on networking because that's where, again, over 80 % of the time, you want a job, everyone listening to this, go and press the flesh, go and network. At Browning Associates, we take that predominant approach. And so in the last seven years, I've gotten some very common feedback. And one of the points that everyone shares with us as clients is, have imposter syndrome, blah, blah,
blah, so many things. I'm afraid to reach out to people. And especially when there's a latency, a gap. between the last time they spoke. Yesterday, I went and grabbed coffees and breakfast with a gentleman, Dylan Menard, who I have not seen in 21 years. His father dated my mother when we were young, very young. I remembered his, I remembered him and I remembered his father. He ended up going through college with my best friend, Jacob Franklin, and he... That's where we reconnected and then we
reconnected through LinkedIn and work. And I'm like, my God. I, I, I'm, you know, I'm a, I'm a salesman, so I'm going to sit down and talk with anyone. And that's where I just, good luck insulting me. It's going to be tough. And Dylan reached out to LinkedIn was like, Hey, I'd love to catch up with you. And I was like, absolutely. Let's go. We jumped in. I walk in and he was so, shall I say normal, right? He was a tad uncomfortable.
Didn't know. And like starting off the conversation. I can't believe we're here. Ha ha ha. And I'm like, yeah, man, absolutely. Like. Why wouldn't I? It's just I'm here for any, the very minimum, it's worth it for me to show up just to ask you how you've been in life. Because what a unique experience and opportunity for me as a human being to reconnect with another human being with a 21 year gap and say, okay, so I knew this person 21 years ago.
I knew what they were doing. And then 21 years passes. That's equivalent to Jesus, a third of a human being's lifespan. to then parachute back into his life and say, hey, tell me, tell me what it's, what's it been like? I've missed a third of your life. How have you changed? What have you learned? Like it must be, I guarantee there is something I can learn from him. And I guarantee that there is something I can share with him of value.
And to your point of, how do you, how do you, how do you really benefit from all this? How can you make that impact within people? How can you offer value instead of going into a conversation with someone and trying to figure out how you can leverage them, right? That's not networking. Networking at its core by definition is the transfer of knowledge and information for mutual benefit. The transfer of knowledge and information for mutual benefit. Ask them. You don't need to sit down and
write a dissertation in every networking call. We're all human. Just ask them, how can I help you? What are you struggling with? Let me tell you a little bit about what I know, how I do it, where I'm best knowledgeable. Ask me anything you want. And then once you have that transfer of information and you give them something of value that they sincerely appreciate, again, this is human nature, we want to reciprocate. And so they will naturally lead in and say,
okay, thank you so much for sharing that and teaching me that thing. I've been struggling with it for XYZ amount of time. How can I help you? ~ What's going on in your life? Tell me about this. And that's where you will find natural benefit within networking versus applying to jobs because you never get that opportunity. And humans aren't even looking at your job submissions anymore in AI software is or software in general is, which means it's completely analytical and they're deducing you to nothing but
keywords and phrases. Again, you want to press the flesh because someone who has real problems, who's managing direct reports in a team and a company will have opportunities for you to present solutions. The more valuable your solution. thus your communication skills with poor building and storytelling at large, the more you refine your communication skills, the higher the ROI, the shorter of amount of time it will take for you to find something that's the best fit for you. Yeah, there's this thing we do when we're outreaching,
which is we overcomplicate it. And I always say, what, here's the secret. Yeah. I think what would work on me? The number of people who are surprised that I've read one article they've written on LinkedIn. It's like 99%. They're like, it's like, I own 99 % of the guests on the show are people I pursued, people I outreach to. Every once in while someone slips through who it reaches. Sure. So rare. And every single time people are, how did you find me? Why did you choose
me? It's like, well, I read your profile. I read the things you write about. I looked at your perspective and I thought, will ask me that too. Why me? I want some perspective. And it's so common and they're like so surprised because there's the assumption now that everyone uses the mass approach. And there's an element of that to everything, right? But there's always intention and there's like, no, I'm looking for people Maybe I message 20 people that fit a certain thing I'm looking for,
a certain perspective I'm looking for, but that's it. And it's like the bar to be, to get through is so low. And I'll tell you how someone got on this show, okay? She sent me a picture of her holding five copies of my book. Sure, sure. That's it. You're like. Yeah, are you kidding me? Yeah. So long as you believe she can offer your crowd, your followers value. Why not? Why not? She bought, oh, she bought, I was like, she goes, I bought,
I think she bought 10 copies. She goes, I loved your book. I bought 10 copies to give away to my friends. And I was like, what? And think about that. It's like, it's like $7, right? She could have, I've actually never held a physical copy of any of my books. The one time I ordered them, because I live so far away, they were destroyed in a sea storm. Yeah. ~ man. So I've never held a physical copy of my book.
So was that, it was very exciting for me. It's like, that's all you have to do. The number of, How about this? The number of executives who have a book with like six reviews. You can use this on so many people. This will work on almost everybody. I know so many really, really well known people this would work on. Almost everyone, right? And if their book has like blown the doors off, most people like are, especially if you've actually read it,
that's even more shocking because most people pretend they've read my book or pretend they've listened to the show. If you actually can mention things, You could tell. You should be able to tell. like everyone's a while. Exactly. Everyone mentions episode from like ~ 200 episodes ago and they ask a specific question. I was like, wait, you actually listen to the show? Most people just say they do, which is fine, but that's really powerful. I think that's a powerful note to end on
is that it doesn't take that much to demonstrate. You don't have to read 20 books by me. You can read, I was going to buy one and take a picture it turns out, but you don't have, you can just take a little bit of. What does this person care about? Like when I was younger and single, different things interested me. I don't, I literally don't do anything other than work and dad stuff. My life is so boring compared to what it used to be because
the things that interested me before now, like when I look at all of the things, I used to free climb, which is insane. Yeah, it's pretty crazy, Like, yeah, I used to free climb the cliffs and what else. honestly. Like as an unathletic fat guy, I would climb like a 200 meter cliff. I'm like, yeah, I can probably do it. like no over like and the tides coming in and then you climb to the That's insane. top and there's a goat at the top and
you're like, well, I've seen how this movie ends. Like, not winning that and it's like all these things and I've surfed Yeah, right. ~ a lot of places. So we could talk about that all day long. Yeah. But what interests me now has really changed. And I found that if you just say to someone something as simple as like other work, what do you what matters to you? What do you love to do? What's your favorite thing to do? Yes.
people will tell you, it's not a secret. Now my answer changes all the time because I go in and out of different hobbies. But you can find out the things that matter to someone and then you can have a really normal conversation. And we'll end on this note, I met this really, really, really famous person. I didn't know, I didn't recognize him. And I was in a bar, I walked up next to him and I said something to him like really flippant,
like something really silly, like hey, what are you doing in this line? just like randomly, I didn't know it was actually a famous person. And we start talking, buys me a drink, this is when I was drinking like 20 years ago or whatever. We're hanging out for like 20 minutes and I go back to my friends and they're all looking at me like this. How did you, how do you know him? I go, what do mean he's next to me in line?
And they go, he was like captain or one of the top players on England's football team at the time. So like, you're talking about as good as it gets, Wow. Yeah. like really, really, not bad, like I would have recognized, but like one step away. And I was like, they were like, what did you do? And I was like, I think I just talk to them like a person. I don't, I'm notorious for meeting celebrities and not realizing it or,
and kind of like that's how, and most of my deals have come in the way you've talked about it. It's like if you just treat everyone normal, so many opportunities come away. The mistake most people make is that they act different. They act weird because they want something from you. If you just don't do that, it becomes so much easier. This is a phenomenal point. So I want to just full circle this statement for you. You have to be yourself. You have to be
yourself because no matter what you do in the short term to acquire the job, I don't care how you get to it, say you acquire the job, fantastic. I promise you, if you were not authentic, if you were not honest, if you were not truthful within the interviews and the acquisition, the minute you sit into that role, And they start to put the screws to you and all of a sudden the real responsibilities of that job start to weigh on your shoulders.
You will crack, will, you will fail in some way, or form. And everyone around you in that company who bet on you, who trusted you and took your word is going to see that and be disappointed. And ultimately then you're going to be out in search again. And these patterns and trends of people overselling, over promising under delivering so on, there are a multitude of ways that it manifests and shows nonverbally within not only the work history documents people call resumes,
but also within people's track records and their word tracks, in fact. that's where, you know, tough love, but I promise you, if you follow The Civil Work, if you're not getting the feedback that you desire within your interviews or within your networking, You have to ask yourself the tough question of, okay, is it me? Because, you know, I, to your point, Jonathan, I interviewed a lot of people and I love talking with interesting people, someone like yourself. And my God, we could keep going.
If someone's not interested in you or if you put it this way, if you have value, if what you know has value to the audience that you are entertaining in that moment, they will naturally lean in. They don't care about titles. They don't care if you're the captain of the football team. They care about, hey, this guy, Jonathan, I just met at the bar. He happens to know a crap ton about AI and my kids been talking about AI and I'm trying to learn it.
Hey, Jonathan, can I take 30 minutes to an hour with you? Sit down, share a couple of beers and we can talk. All the while you have no idea you're talking to the equivalent of a social You're just having a human relationship. Right. And that's where, you're not able for the audience, for the listeners here, if you are struggling to captivate an audience, ask yourself, okay, well, what is it that I could offer them that, what is it that they need? Right.
What is it that would help them? And if I don't currently possess that, how can I possess that? What steps can I take to possess that, to improve myself? And thus my takeaway for all of you is invest in yourselves. Take that trip, get that life experience, go out and if you want to acquire a credential, acquire a credential, but understand how it applies. You should spend every minute of your life chasing your dreams and improving your value, increasing your value,
which comes in the form of what can I What knowledge information can I absorb and then practice and share with others? The more knowledge and information you acquire, the more valuable you become. Thus, the more people will lean into you and find you valuable and want to leverage your time. And as soon as that switches where you become so valuable that everybody wants your time, you will then realize why some things don't make sense on paper. Right. Why is it?
Someone charges $50 an hour for their time and another person charges $5,000 an hour or $50,000 an hour to go out and give keynote speeches. Therein lies how valuable is your time, which is nothing more than saying how valuable is the information you know and your ability to articulate it. Therein lies investing in yourself. Yeah, I think this is an important lesson, which is that it's when you put out your resume or when you kind of enter where everyone else is,
the odds are always against you, right? You enter this tournament. And I always say to people that I've never... ~ Like I've done a lot of ghost writing. Whenever someone says they're talking to other ghost writers, I'm like, all right, I'm not doing this. Like if you're like, we're interviewing 10. I'm like, I don't, I'm not good at winning those. In fact, I've never been hired from those. Yeah. I'm good at one-on-one. You meet me, I show you my work, you like it,
we work together. That's it. Once you start entering competitions, it starts to become, whether they go, ~ it's like a pricing game. This person said this much, this person I'm like, yeah, that's fine. You have to know what they're looking for. You need to know the audience's motivators. And I'm just. And when you're doing that with resumes, you're just the deck is against you because you're even if you are the best, you're still having to win a tournament every single time.
And there's an element of luck. So I think that's been a really good lesson for people to remind you that like there's so many ways AI can help you, which is to help you to scan. There's a really good trick I learned. This was someone had on the show last week. due diligence in a statement due diligence. You can scan their profile and see what about their profile is interesting. What charities do they donate to? What do they talk about that's unique? What
So I would say like, what does Dante talk about other than his industry, right? And then the other things, Yeah. then you, it's like, that's where it can help you to start to feel like, you don't wanna call up and say, hey, did you see the game last night? Which one? I don't know. You don't wanna do that. Yeah. So you don't, but you can say, ~ this person cares about a charity. That's one that I care about. We can talk about that.
You have a rapport there. it could be that simple. I think this is really helpful for people, cause it is. easy to get distracted by technology in the wrong places for people who are thinking about, wow, this guy's the best. I would love to kind of advance my career, kind of maybe even find someone to hire that Dante knows. What's the best place for people to find you, connect you, kind of see the cool things you're doing online, the things that caught my attention.
Yeah, mean, two primary forms, right? I would say you're welcome to reach out to me on LinkedIn, right? Dante Crowther. And likewise, you can send me an email, dante at executivejobsearch.net. Those would be the two best forms. If you're in New England and you're local, I'd be happy to grab coffees with you. So long as you're an interesting person, I think there's mutual benefit. I'll be honest with you right up front, right? But that's where it's, you know, I want to... offer that positive encouragement,
that positive challenge to people. If you believe your time is that valuable, if you believe what you have to offer to the world is that valuable, you should bet on yourself. You should take me up on that. Because you'd be amazed at what you can accomplish when you put two people in a room who have a shared passion and vision for accomplishing a shared goal. But yeah, Dante at executivechops.net. happy to help anyone. Amazing. I'll put the notes in the show notes and of course all
the links on LinkedIn and below the video for everyone watching on YouTube. Thank you so much for being here Dante for an amazing episode of the Artificial Intelligence Podcast. Thank you, Jonathan. You've been fantasticoes.
