David Royce

He wrote a book called Delivering Happiness.

And in the book, you know, his first company, I think he built like 250 million and sold it.

Initially, the first, you know, 10, 20 employees, they were really tight and had a great company culture.

But as they were growing, they just kind of started hiring anybody and they weren't as focused on culture just because it was a new business and he was new to entrepreneurship.

And by the time he sold, he just really didn't enjoy going to work anymore.

He's around a bunch of people that didn't share the same values.

And so when he came up with Zappos, he's like, okay, we're going to be very strict about who we hire.

We're going to have this set of core values.

We're going to hire towards those core values.

And we'll even pay people to leave after their training if they're not totally on board.

So it's this really cool idea.

I just learned a ton from this book and implemented a lot at our company as well.

Yeah, so the Salesforce, you know, is very key.

When I got into it, the industry had been around, or not so much the industry, but this form of marketing, you know, the direct-to-home, door-to-door concept, they've been around for at least 10 years.

However, it wasn't really dialed in.

You know, it was more of this wet rag mentality where it's like, let's bring in whoever out, you know, throw the wet rag against the wall, see who sticks, and if the other guys go home, so what?

And the training just wasn't that great.

And so I really got excited about the training because I had such a bad experience initially where I knocked for a whole week and sold zero.

And I thought, gosh, there's no reason somebody else should have to go through this.

So let's develop sales training manuals.