J.J. Levenske

And that's been a big, big deal for me because human capital is the last frontier for all of us. You can have systems, AI, all the things. We can talk about marketing. All of it's important, Tommy. But right now...

And that's been a big, big deal for me because human capital is the last frontier for all of us. You can have systems, AI, all the things. We can talk about marketing. All of it's important, Tommy. But right now...

When I look at the companies that are going from good to great, to have Jim Collins quote, is those that are focusing on human capital and understanding how to leverage that, they're going to be the winner standing. And I think when you were on my podcast, we talked about is those that don't have that coupled with AI are going to be left in the dust.

When I look at the companies that are going from good to great, to have Jim Collins quote, is those that are focusing on human capital and understanding how to leverage that, they're going to be the winner standing. And I think when you were on my podcast, we talked about is those that don't have that coupled with AI are going to be left in the dust.

And it's going to be a lot of roll-ups and a lot of M&A happening. Okay. Yeah. I mean, a lot. If you thought it was a lot in the past five years, it's going to even be, I think, exponentially more going forward.

And it's going to be a lot of roll-ups and a lot of M&A happening. Okay. Yeah. I mean, a lot. If you thought it was a lot in the past five years, it's going to even be, I think, exponentially more going forward.

But let me finish your question about the org chart. The thing it's even been in the last few months since we talked is that as I've done the deep dive in AI, is looking at how AI can augment every role in the organization so that the org chart starts to look different. I'm not trying to eliminate fluff, but I'm trying to eliminate fluff. And it's like, hold it.

But let me finish your question about the org chart. The thing it's even been in the last few months since we talked is that as I've done the deep dive in AI, is looking at how AI can augment every role in the organization so that the org chart starts to look different. I'm not trying to eliminate fluff, but I'm trying to eliminate fluff. And it's like, hold it.

I would much rather have someone that can succeed going this way or even horizontally. I don't care. It can be a mishmash. But use AI for what it's worth to eliminate jobs that aren't going to exist anymore. And I think that is where are we on the forefront of that? Hell no.

I would much rather have someone that can succeed going this way or even horizontally. I don't care. It can be a mishmash. But use AI for what it's worth to eliminate jobs that aren't going to exist anymore. And I think that is where are we on the forefront of that? Hell no.

But I know that we're not at the tail end of it like a lot of my competitors are where they're just going, yeah, we're doing it. I got this and this, and I'm not going to demean any roles or jobs on the podcast, but there's going to be jobs that are eliminated. Okay. But that's fine. Guess what? Because of it, there's going to be new jobs over here that are created that are doing those.

But I know that we're not at the tail end of it like a lot of my competitors are where they're just going, yeah, we're doing it. I got this and this, and I'm not going to demean any roles or jobs on the podcast, but there's going to be jobs that are eliminated. Okay. But that's fine. Guess what? Because of it, there's going to be new jobs over here that are created that are doing those.

So to answer your question, I think it's a dynamic org chart that we're looking at right now and how we build that out so that we understand the dynamic and the influence of change so we can embrace it instead of being fearful of it. Hopefully that answers your question on the org chart.

So to answer your question, I think it's a dynamic org chart that we're looking at right now and how we build that out so that we understand the dynamic and the influence of change so we can embrace it instead of being fearful of it. Hopefully that answers your question on the org chart.

For me, I saw my glass ceiling though. And I said, I'm not the CEO at 500 million. I just don't have it in me because there's too many things that I have to have connection to. Primarily, I love the teammates, right? I'm still a builder at heart. So I want to be in the trenches with our people, knowing that I can help effectuate change to the marketplace.

For me, I saw my glass ceiling though. And I said, I'm not the CEO at 500 million. I just don't have it in me because there's too many things that I have to have connection to. Primarily, I love the teammates, right? I'm still a builder at heart. So I want to be in the trenches with our people, knowing that I can help effectuate change to the marketplace.

So by looking in the mirror and saying that, yeah, I need that. I'm not arguing with you, Tommy. I'm just saying for me, it was very easy to give that up. Because now in the last six to eight weeks, I've had a lot more fun. Like I'm engaged again. Yeah.

So by looking in the mirror and saying that, yeah, I need that. I'm not arguing with you, Tommy. I'm just saying for me, it was very easy to give that up. Because now in the last six to eight weeks, I've had a lot more fun. Like I'm engaged again. Yeah.

Whereas I was getting disengaged as CEO because when you're going through hyper growth, you're pulled in directions that were not befitting of my talents. And so I looked at it going, oh, now I can get back. And I'm seeing a better interaction with the employees where like even today before coming here, it was watching them going, JJ, can you help with this?

Whereas I was getting disengaged as CEO because when you're going through hyper growth, you're pulled in directions that were not befitting of my talents. And so I looked at it going, oh, now I can get back. And I'm seeing a better interaction with the employees where like even today before coming here, it was watching them going, JJ, can you help with this?