Anders Recruiting Transforms the Landscape for Young Accountants

The Young CPA Success Show: Episode 33

Joey takes this one solo, and welcomes Trey Meier, Senior Recruiter at Anders, to discuss the firm's growth and recruiting strategies. They highlight the firm’s expansion beyond St. Louis, emphasizing the importance of firm culture, professional development, and personal attention to employees. Trey shares insights into the firm's adaptability to remote work and initiatives to create a welcoming environment for all employees. They also discuss the significance of networking, referrals, and the diverse opportunities available at Anders. The episode provides valuable advice for young accounting professionals navigating their early careers and seeking the right fit in the industry.

Intro 00:00:00 Welcome to the young CPA Success Show. If you're a young accounting professional, this podcast is your ultimate guide to navigating your early career. Join us as we share valuable insights, expert advice, and practical tips to help you kickstart your path to success and excel in the accounting industry. Let's embark on this exciting accounting journey together.

Joey 00:00:23 Hi everyone! Welcome back to the young CPA Success Show, a rare solo pod for your boy Joey. Today I'm talking with Trey Meyer with Andrews recruiting. Trey, how are you?

Trey 00:00:32 I'm good. Excited to be here, man.

Joey 00:00:34 Yeah. Thanks so much for joining us. We were joking off screen a little bit that, we've been working on getting this this done for a couple of months, and schedules just weren't aligning and stuff like that. And it's exciting to me because that tells us that we've got a lot of really good stuff going on at Anders recruiting right now. And I've been particularly excited to have this, this episode with you, because I think you can speak really well to what the firm is doing.

Joey 00:00:59 And also just the activity that we've had on the recruiting front, because it's an exciting time to, to be a young accountant.

Trey 00:01:06 Oh. So true. Yeah. I've been here myself for almost five years now, and it's just crazy to think where we've come as a firm just in my time here. So obviously the people I've been here longer, they probably speak even more to it. But even just from my experience, from the recruiting side of things and just the firm, the culture, a lot of change in a super positive way. So, to your point of us rescheduling a lot, it's all been because of good things just going on around the firm.

Joey 00:01:28 Yeah, exactly. So, let's start there. In terms of like the overall strategy from the firm and how we see ourselves in the marketplace. I tend to think we have a very attractive offer. What are you all seeing from the recruiting side?

Trey 00:01:43 Yeah, I mean, you you're definitely right. I mean, when I think of Anders, I mean, we win all these awards all the time.

Trey 00:01:48 We're one of the top accounting firms in the country, and there's all kinds of reasons for it between who we are, our culture, the work we do. So, when I think of our strategy for recruiting and just as a firm as a loan is just to get her name out there like I said before, I mean, we're a different firm than even when I started here a few years ago. Like we I would say we were probably more Saint Louis, Saint Louis, Saint Louis, where we're based out of. But now it's like we're just more than that. I mean, the staffing is helped with that. Technology has helped with that. So now we're expanding anywhere and everywhere. So, it's really taking everything that kind of thrown at you so far and more. I'm sure we'll talk about today and just getting it out there to let everybody know that Anders is here, and Anders is hiring, and it doesn't matter where you're at.

Joey 00:02:29 No, and I think that's such a great thing for our audience to hear.

Joey 00:02:32 And I also want to make sure I point out, too, that we're going to talk about some specifics of, you know, what you should be doing. We're recording this now on May 6th, graduations right around the corner. But people are graduating in the summertime when they're getting finished up. People graduate and fall winter all the time and want to make sure our audience hears from you exactly what they need to do to learn more about Anders. So, stick around for the end of the episode If you're wanting to hear a little bit more about some of the things that we're doing right now and things you can do today, but I'm so happy that you talked about all of the expansion that we've had. And when I look at the firm, I think the ability to expand geographically beyond Saint Louis has been a huge game changer for us. What are you seeing in terms of what you're looking at on the recruitment side? Are you seeing that you're going to colleges more? Are you expanding your reach? How are we physically getting to these other locations?

Trey 00:03:24 Yeah, for sure.

Trey 00:03:25 I mean, from the campus side. So, I mean, just I'll go ahead and throw it out there. Now. I definitely do more of the experience side of for the firm. But I'm there when I'm needed and I'm part of the same team. So, on the campus side, we're expanding that outreach, going to more universities, even expanding the level. I know we've even gone to a few, like high school and even middle school events recently, just to start getting people's ears a little bit earlier than what you're pretty much used to. So, we're that is expanding as 100% on the experience side as well. I mean, it's just more people. I mean, I always say like, Saint Louis is so big, like, why do we got to stick to that? So that's where when I think of we're doing email campaigns, LinkedIn outreach, social media content, we're basically getting it out there anywhere and everywhere. So, it's just a lot of, I'd say, a lot of passive outreach these days of just us as a recruiting team reaching out, let everybody know we're here.

Trey 00:04:13 But then it's a lot of partnering with marketing, getting all that content out there. Let them know. Again, you don't gotta be in Saint Louis to work here at Andrews anymore. So just let them know it's okay and that we're here and again that we're hiring. So, yeah, a lot of social media, a lot of, email campaigns, a lot of just getting that that outreach out there any way we can.

Joey 00:04:31 So, you mentioned two different things there that I wanted to touch base on just because I was like, oh, I'm not sure I'm entirely familiar with those terms. So, you've got the experiential side, which you're on. And there's the second side, which what's what's the name of like the other side of the, of the practice.

Trey 00:04:44 Yeah. So, we can call it canvas call university. essentially when you think of that side of things, that is more of our scout sounds, our university outreach, where we're going out to all the universities doing all their career fairs and events.

Trey 00:04:56 We do a lot of like even certain like trainings and just let everybody know who Anders is at these local university events and career fairs. so, we're also I mean, we're doing all such all different types of career fairs, actually, we're starting to get more on the Dei efforts lately, like going to the veteran career fairs and things like that as well. So back to the campus university, I think more university internship type of, an entry level outreach where then really then everything above that is where the kind of fluctuates to the next side of things with the experience side. So, it's really you've probably been a little bit in your career so far, and then that's when you're probably more talking to me than the other side.

Joey 00:05:31 Gotcha. So, somebody who's got maybe coming in not as an intern level or an entry level person, but someone who maybe, like me, arrived at the firm later in my career. I would be working with you. Exactly. Makes sense. What are the differences in terms of.

Joey 00:05:44 I would imagine you probably have to recruit for those two types of things differently. So, what are some what are some strategies or some things you're seeing and doing on the recruiting side to appeal to both the college kids, but also to some more experienced folks who want to come work for Anders?

Trey 00:06:01 Yeah. I mean, it's so different. I mean, that's kind of like every single person you talk to. They're going to be different. That's how you kind of I mean, recruiting sales, essentially, at the end of the day, we're selling the firm. We're selling the opportunities here. So, it's really kind of gauging who your audience is and kind of going about that when you go to sell in the firm. So, I mean, definitely on the entry level campus side, and we're selling all the different opportunities that someone's career path can turn into here. a lot of people just don't know. I mean, they don't know, like, I can take a job at Anders, but what does that really mean? In five years? Ten years, and we can walk them through that? I would also say to when I think of, like, our university side and even more on the entry level side, we do a lot of like just our young professionals, sales pitches, I guess you could say, a lot of networking.

Joey 00:06:44 I was hoping you were going to mention that because we had a great, a great episode with Acoustic Housing, where we talked a lot about the IP program and how important that is to like. As your experience changes at the firm, like your experience with the firm can change. Like that would have been very important to me at 24, maybe not at 34, but at 24. Hugely important.

Trey 00:07:03 Yeah, 100%. I mean, and it just it's so great with networking with people inside the firm. We do a lot of events with that group outside of the firm as well too. So you're bringing another just IPS anywhere and everywhere to really just do that networking. So that can help. I mean, your career, your the I mean the business side of things. I mean just you get to know anybody and everybody. So, it's really selling. I feel like just certain things at the firm and a lot of just knowledge based talk, I feel like with that more entry level, university side, because again, they just they just don't know what they don't know.

Trey 00:07:31 and then when I think on the experience side, it's still some of the same stuff, but definitely dig it more into like more again, career path thing. At this point, they probably already experienced some other firm or company out there. So, they kind of know they've tested the waters a little bit. So now like what's kind of compare what they're experiencing with what we can offer. from again from the career side of things. But then I also even think to the way I think of it in the recruiting side of things, the longer you're somewhere, you're growing and your career from a skillset standpoint. But even from a personal standpoint, you may have had a family at some point throughout your lifetime and all that stuff. So, your life is changing. So, when I think of Anders, it's like, let's talk about that. I mean, if you're going to explore an opportunity with us, let's look at like what work life balance looks like, our benefits and all that stuff. We also have a other another group here, with our working parents group.

Trey 00:08:17 So, I think that's a huge sell to the firm just because a lot of people come in here as a new parent, or maybe they are and they just don't understand, like, how do I go about the working world as well as the parenting world? And we're here to help. We got a lot of people within our firm that kind of walk people through with best practices and just, I mean, hand-holding a little bit with each other. I mean, I'm a parent of two at home, and I'm always talking to people like just sometimes it is just event a little bit. Everybody's got to have those sessions. When you think of your personal life is all too. So, we got that here. We got the groups designated for it. So that's where I think on the experience side, it's still obviously selling the opportunities and what that could look like. And a lot of we have an awesome working development team here. So, we're always talking about professional development. Get somebody from point A to point B in their career as well.

Trey 00:08:57 So, that's that can count for the university side or the experience side. But then definitely like I said, I know life changes in people the longer they're in their careers. And it's kind of figuring out what that change looks like for them in their life and how can leaders help with it.

Joey 00:09:11 So, here's a thought, and I wanted to see if maybe you had one that stuck out. Or maybe it's a combination of things. Whenever we think about recruiting, right. Like people are always like, well, I just want to know like 1 or 2 things, right? That people think about like benefits and compensation. Right. Those are kind of the two big levers. I don't want to talk too much about those. I want to talk about the things that we like. What's like the underrated thing that Anders provides that you're like, this is really the thing you should be paying attention to. Is there like something that you think of that like, could be super influential that people don't think about.

Trey 00:09:44 Yeah. I mean, being in my role, I get asked all the time like Trey, why Andrew's right. I mean, there's I mean, my answer probably does change every time I answer it, but I mean, at the end of the day, it comes down to the people. I mean, the people here just really make the firm. And that's why I even think of kind of to answer your question a little bit. And I'll still go down to more information as well too. But you really are just you're a person here and not just another number. And I think that's huge for this firm. And when it comes to like trying to sell somebody to come here and try out our firm versus where you're at now. And I'm not saying other places can't be the same, but it really is like is a huge selling point that I don't think you just you don't go to the Andrew's website and just see that. I mean, I hope you kind of get a feeling with our branding and all that stuff.

Trey 00:10:25 I obviously I hope that, but it's really talking to people here of like how you actually make you own your role here, you own how you do it. You mean, you own your career path in here. I mean, we'll talk to you from again from the first day you start here, like, where do you want to be? And then we'll map out how we can get you there. So I think a lot of it is that just professional development piece within the firm that sets us apart from a lot of others is how much we really treat you as an actual person, and not just another number. You're not going to start here and just get thrown on the job, and nobody's gonna know who you are. I mean, I think that's part of like, even like our size as well. Two as a firms that we're not huge. We're not small either, but we're that perfect size where we get the resources to make you successful. But then also you get to know everybody to really, like, own your role and talk about change in a good way.

Trey 00:11:06 So, between that I mean, even just the work life balance as well too. And like work environment, I think in my time in the change here, since I've started and I can tell you when I started here we were and in office every single day type of environment. And that's clearly you and I are in two different spots today. Right now it's changed. I mean, and it just shows like, I mean, the flexibility. And I think that helps with not just the experience, but even in the university campus side, because it really shows me like we're here for good talent. It doesn't matter where you're at. So, between we got people working for mode, people were doing hybrid schedules, telling people were anywhere and everywhere. And that to me is important because it shows where we're here for the skill set and the talent, not about the location of somebody anymore. So just that work life balance, work environment, professional development, I mean, even just keep talking benefits and perks.

Trey 00:11:52 We do a ton of wellness initiatives here. I could talk all day on the greatness of Anders and why we again, we want all these awards all the time each year of why I one of the best places to live, work.

Joey 00:12:03 Well, I want to talk a little bit to and just tell a personal story about like, yeah, managing the in-office hybrid remote team is probably like the biggest challenge that any firm is going to face. But I wanted to tell a success story about what it is we're doing. So, to kind of pull back the curtain a little bit, we had, I think it was it was an all and all office meeting last October where the entire virtual team came, the office team came, we had the whole company in one room. I think it was, what, 250 or 300 of us all in one room at the.

Trey 00:12:35 We probably were closer to 400 actually now.

Joey 00:12:37 Or 400 at that point. Yeah. So, we were all in the same room. But before then I you know it's pretty well known on the podcast.

Joey 00:12:45 Not a great flyer. I like I drive places that's kind of my, my thing that I'm working through right now. But the schedule worked a little bit better to where it made more sense for me to come out the weekend before work in the office on Monday, before we had our meetings on Tuesday, Wednesday, Thursday. And so, you know, going into it fully remote employee I live in New Mexico. That's not Saint Louis. My thought was, what sort of things am I going to get to do to make it to where I can work in the office? And I got to tell you, man, it was so slick. We have the I can't remember the name of the program right now, but we have a program that manages our hotels. I logged into that pick the day that I wanted to be there, selected the office that I wanted down from my my coworkers that are in office. I was right in their little quadrant of the office. I signed up for it when I arrived on Monday.

Joey 00:13:34 My name was on the door and it felt like y'all were rolling out the red carpet, when really it was just the automated system doing what the automated system does but plugged right into the computer. It was like I was working for my office at home, but I was in Saint Louis, and that level of attention to detail, to like bringing that hybridized team back into the office or allowing a remote team the ability to come in and work like that. That's the difference between somebody who's really invested in providing that benefit to their employees versus an organization that's just like, well, you're just remote. Yep. You know.

Trey 00:14:08 And we've done a lot, I'd say in my time here for sure. Just when it comes up, I think of like one of our core values is welcoming and kind of like you're hinting on it. I mean, whether you're I mean, how long you been here? I mean, who you are. It doesn't matter who you are. I mean, we want to make sure you feel welcome to the firm.

Trey 00:14:23 And so that's where we do whatever we can, whether it's perks and benefits, how you work. I mean, just, I mean, you name it, that's where the technology side is even getting involved with it. So, you mentioned like the hotel software. So yeah, it's same for me as well too. When I come to the office, I'm reserving a spot. Sometimes I'm doing an office, sometimes I'm doing a cube. Everything is different. That's why I also love that, to just get to mix it up all the time based on what's kind of going on for the day. But yeah, your name's going up there. It just makes you feel like no matter, no matter who you are, where you live or where you're at, you're another you're an a member of this firm. And it doesn't matter how you go about working.

Joey 00:14:56 One thing I want to make sure that that I touch on real quick, and here's some thoughts from you too, is as we're moving into more of that remote based, you know, primarily remote based employees and stuff like that and expanding our reach.

Joey 00:15:11 What sort of things are we doing to kind of weak or adapt our internal best practices to account for what we could now see of the firm as a global reach, more than just a hyperlocal reach in Saint Louis specifically, what are we doing to change that? Yeah.

Trey 00:15:27 I mean, I feel like we're trying to learn something with that every single day. from a recruiting standpoint, like, how do we go about just I mean, again, we used to have that net only here in Saint Louis. So how do we get everybody else around the United States knowing that we're here and all that stuff? So that's where we're partnering with marketing and just getting our brand out there to let everyone know we're here. We're hiring. Just so everything we're talking about today, others can hear it and see it as well too, even from an internal standpoint. Also thinking like it's new for the firm. we again, we were here every single day with everybody, and now we got people anywhere and everywhere.

Trey 00:15:59 So, how do we go about doing some of the stuff that we've historically done, always in person and, and made sure everybody's involved. And so that's where I think every time we're doing a certain event or like a lot of these groups now, like we mentioned, the Ypi group and I mentioned the working parents group, like, like we have a lot of leadership team within that, and chairs and vice chairs, like, wasn't anybody's involved. So then everybody's got to save what this firm is doing. You now have to be here in person to have a say and change and all that stuff with what's going on here. So, I think really we're still learning every day. I know when I was going to like have the answers, but I mean, we're always going to try new things. I feel like that's the other thing I love about this firm so much is that you've got the resources and the leadership to back you up when it comes to just trying, because, I mean, when you don't, you fail forward.

Trey 00:16:44 I guess the best way to say it. and so, like, we're always learning here, it's just there's so much new going on in this firm and even in just my time here that some things are going to work and stick. Some things are not. We're going to pivot. and I think that's from a recruiting standpoint, from an internal standpoint when I think of all of this as well, too.

Joey 00:17:00 Yeah. No. And that's, it's, that sums up my experience really well where it's like, yeah, we're going to we're going to figure out of the 15 ideas that get thrown into the middle, maybe five of them are good. Three of them stick and two of those five, like we've tweaked and now are their own new thing. And that's just the way that's the way I've seen Anders problem solve in a lot of different cases. Try to find the best idea, not the best idea, win culture.

Trey 00:17:25 And that's where I go back to like, it's okay to like to something, not to work.

Trey 00:17:30 We'll figure it out. We'll all figure it out together. That's where I always joke to during interview processes that I always tell people like, you know, I hate saying like that. We're a family field type of environment. And the reason I say that, because I feel like everybody probably says that about where they work. So, if I'm saying it, how does that mean anything to you? Because I'm sure you're hearing from other places too. I go, but it's it so is like, I'll do I'll do a lie detector test. I'll do whatever I need to do to like, show like it really is a big family feel here. And it's a lot of because what we're talking about, I mean, it's just if we're here together or problem solving, you're never on your own. If there is an issue, you're not. I mean, you have your department, but even people outside your department, from everything we do together, you get to know so many people around the firm, and you get to act or act with all these different departments that you just it does feel like one big team, one big family, even though we have all these sub teams and departments all around the firm, at the end of the day, we're all one.

Trey 00:18:18 And that's really how it feels like that here for anything.

Joey 00:18:21 And that that goes all the way up to the to the managing partner of the firm. I'll never forget the first time I met Robert Minkler. I guess I need to use Robert Minkler. Junior. I only know Robert Minkler junior, but that's Robert Minkler junior. The first time I met him was in Nashville at our all-team event, and I knew that he was in a Saint Louis guy. And I love sports as well established on the podcast. That's my thing. So anytime I think Saint Louis Sports, I think Joe Buck, which I didn't, I learned at the at the trip that that Robert and Joe have known each other for a while. So, I asked Robert a well-known joke about Joe Buck, and he just turned right around and said, oh, well, he hates all your teams, you know? Which was hilarious to me. But I was like, this guy gets the joke. Like he gets it. He's.

Joey 00:19:05 I've never felt more seen or acknowledged by a person of that level of influence and leadership in the firm where it's like, oh, we were having a conversation like we were just a couple of guys co working together. It did not feel like relatively brand new associate who had been at the firm for like a month, and the managing partner of the firm. I've never felt that anywhere else. The humanity from the firm was apparent from the beginning.

Trey 00:19:33 Yeah, I love it. And I think that goes back to me saying you're really a person, not just another number here. And that doesn't matter what level you come in at. And I would say, yeah, 100% to Robert, I would agree to you. He's definitely got that personality and feel for everybody here. But you know, just our all our leadership team here, all the partners around the firm I mean they're here to help. They've got your support like they're supporting you. They got your back and anything you want to do and try and learn.

Trey 00:19:57 So I mean, 100% I speak that to Robert as well. But even just the rest of the just the leadership of Anders is it's very unique.

Joey 00:20:04 Well, I want to talk a little bit here and speak specifically to obviously, I know you work with the more experienced folks. this is probably not as applicable to them, but maybe a little bit still too. but I wanted to speak specifically to our college students, our upcoming college graduates, folks who are going to going to graduate in the next couple of years. You've said the magic words multiple times on this podcast, and I think it bears repeating again, we're hiring the whole point of this podcast, and I've said this to to people from the beginning, is that we want to find people who want to work with us. That's the goal of this podcast. That's the goal of the firm. That's the goal of your position, is we want to find the best and brightest and have them come work with us. what are some things that you're seeing in the in the marketplace now? What are you if you had like, a piece of advice that you were going to give to, you know, someone who's getting ready to enter the workforce sometime in the next year or two? What do they need to be looking out for? What do they need to be doing? How do they need to be presenting themselves to firms, and what do they need to look for in their in their search as they get started?

Trey 00:21:10 Yeah, I mean, honestly, the best thing I think of is just they need to reach out.

Trey 00:21:15 I mean, yes, you can click on websites and learn and definitely do that. I mean that's definitely awesome as well to a lot of the marketing team, puts a lot of time and effort into those websites to get all that they do.

Joey 00:21:25 So.

Trey 00:21:25 So, 100% look into that. But even just reaching out directly, I mean, I can tell you here at Anders, anybody here would be happy to talk to somebody. I know other companies are like that as well too. So, but it's like they it goes back to I think what I said before, they don't know what they don't know. So, it's really kind of just digging in and learning more. I mean, I feel like there's just so much change in a good way going on in the industry and just the working world in general. I mean, between technology and AI and, and how people are going about working, like we were talking about the whole some people were remote hybrid. I mean, it's just it's so different these days.

Trey 00:21:58 And every firm and company probably does something a little bit differently. So, it's really reached out and learning and finding out. And I feel like that's where those conversations was going to find out. Is that a place for me? I mean, I like to think because I do joke about it a lot too. Like when I go to talk to somebody, I feel like it's as soon as I talk to them and start telling them about Anders. I would like to think I got him hooked. And that's because of the firm. Not because of me. Because of the firm. Of what I have to talk about with everything we're talking about today was just the culture and the people and what we have to offer here. Once I can tell people about that, I think they're hooked. And so that's where I think of somebody that's getting ready to graduate or just doesn't really know what to do next in their career. I mean, it's reaching out to talking to somebody like myself here at Anders or really anybody that can really just speak to what life's like.

Trey 00:22:44 I think that's why we do a lot of different programs here about what life's like. I think this podcast is a perfect example to, like, let people know what is actually going on in the inside, because that's how you're going to find out what works for you. And because that's the other thing I always tell people to like when we bring people into the firm, I want to make sure we got what you're looking for. And that's, again, it goes back to, I mean, making sure you're having those conversations to learn, like making sure your boxes are getting checked, essentially. Right. We're all about tenure here. Want people to stay for a long time and grow their way within their career here? I mean, I love getting to see all the partner, the new partner speeches every year and just seeing where they came from. And so I think a lot of that comes down to just like they I guarantee they did it too. They went through their checklist of like what I'm looking for in my career and made sure Anders had it.

Trey 00:23:30 I'd like to think we have pretty much most things for everybody, but I, I would perfect, perfect person to reach out to and talk that through. So, it's a lot of outreach, a lot of outreach and a lot of, I hate to say, learnings. I know they probably, especially if we're thinking the college side of things, he's got through all that learning. But it's the same thing. I mean, really, every company, every firm's going to have some type of different thing going on with the opportunities they offer, how they do those opportunities, how the what the work environment looks like, the culture and a website can give you a hint, but it's really those conversations that kind of get you that next level.

Joey 00:24:02  I think it's a great point too, because the I think the thing you forget or maybe not forget, but maybe it's the thing you have to learn that you haven't learned yet coming out of college is that it's okay and expected for you to advocate for yourself in terms of what you want.

Joey 00:24:16 And you know, if what we're offering is not exactly what you want, that that's not a value judgment on our end at all towards you. That's fantastic. And I'm happy that you figured that out. alternatively, if we are for you, we want you to lean into that. And I think that's the I think it has to be a two way street, like we have to be creating an environment that you can thrive in if you think you can. You know, if you want to thrive in that environment, it's going to be a great fit. If you don't, it's probably not. And that's okay.

Trey 00:24:47  I couldn't agree more. Yeah, I share a lot to hear that. Before my time at Andrews, I did a lot of the agency recruiting where you actually sent candidates to companies to hopefully get a job there, even though I didn't work there. and so, I did a lot of that before I joined here at Andrews. And now I do it every everything for here for Andrews.

Trey 00:25:03  But what I am getting at is I used to tell people all the time, like, if I were to send you to this company to go do an interview, yes, they're about to interview you as a candidate, but you need to interview them like you need to like make again. It goes back to making sure they have what you're looking for and what you're wanting to do. So, I still treat that here. I mean, whenever we're doing our interviews, obviously we're asking our questions. But then I no matter what conversation, like no matter what interview stage it is at the end of every single one, I'm like, quiz me, ask me whatever you want. I mean, I want to make sure we have what you're looking for and making sure you feel good, because that's what's going to sell the firm at the end of the day. And that's what's going to get people to stay here for a long time.

Joey 00:25:39  Well, and I and I know from my experience too, when I've kind of coached up younger, younger folks on those interviews, like if you do your homework and you do show up with those kinds of questions, that tends to, you know, shine you in a bit more of a positive light more often than not than the folks who don't have anything prepared.

Joey 00:25:57 So definitely good exercise.

Trey 00:26:00 Yeah, you can definitely tell the people that do their homework. Yeah for.

Joey 00:26:03 Sure. And like, you know, even if it's not something ultimately you end up not, you know, pursuing anything or it doesn't go anywhere like you. You will present well in that situation and that sticks around. I've told people this before. It took me like a year and a half to get to get hired, like in terms of it took us like honestly a year and a half to go through the cycle from the initial conversations until I finally ended up kind of pulling the trigger and moving forward with, you know, our the firm that obviously was summit, which was the, you know, part of Anders. But I mean that carryover was like two weeks. So, I basically been in the Anders employee my entire time. But yeah, like we definitely took our time with it and said, look, we want to make sure if we're going to go down this route that this is like exactly what we're looking for.

Joey 00:26:47  I know exactly what I'm getting into. You all know exactly what you're going to get from me. And it felt like a partnership the whole way. And I think that can stay true even, you know, throughout. And that's how it should be, you know, and I think that's the only partnership.

Trey 00:27:02 We do as a recruiting team is like, even if it's we're talking today and it's not the right time for you today, it doesn't mean it won't be next year, or even a lot of people reach out to me. Sometimes they're like, hey, I'm looking for this job, and we may not have it at the moment, but I, I always use that whole spiel. I told you earlier, like, we're growing so fast here that we may not have it today, but we may have it tomorrow. So that's where myself and all these connections out there is. It goes back to networking. Yeah, just staying in touch with everybody. And I always tell people like, reach out to me, I don't care if you work here or not.

Trey 00:27:31 Let's talk. Let's go get if we're local, let's go get coffee for now. Let's hop on a virtual thing like this. I'm like, because even if it's not today, doesn't mean it won't turn into something in the future.

Joey 00:27:40 100%. That's and that's a great point because it's all about the connections. It's all about getting to know people. I've told folks this before, my dad was in the insurance agency here, insurance business here in Albuquerque for a long time. And the thing he always told his new hires was like, hey, don't. For the first year, I'm not expecting you to sell anything. Yeah, go make friends. Go become friends with people. It will naturally come up that you're a talented insurance agent. I think the same thing comes true for candidates too. Even if it's not for right now. Go make a friend. Have a connection, read the content, interact with the content, do those types of things. It will become apparent very quickly if you're if you're a fit and it'll just happen naturally from that perspective.

Trey 00:28:21 Oh yeah, couldn't agree more.

Joey 00:28:22 Cool. Well, what you know, we wanted to kind of wrap up here with some thoughts on what you're working on currently. Are there any areas in the firm that you're really excited about from a hiring perspective that you wanted to shout out or plug any areas that you're working on specifically?

Trey 00:28:38  I mean, everything I mean, like I said, we're growing so fast, I could we're probably hiring every single department right now between tax audit, our internal size with HR and marketing and IT and the advisory side that CFO falls within, which is a lot just consulting with technology and healthcare and firms like litigation and talent, I mean, you name it, I feel like every single area we have at the firm is growing, and that's what we're just experiencing such exciting times right now. So that's where I go back to I mean, anybody's ever interested in Anders. I mean, there's so many different ways to get involved with reaching out to me directly. Anybody on a recruiting team directly, all of our confirmations on the website, the website has our careers page.

Trey 00:29:15 You can always scroll through what is open now. But like I was just saying, just because there's not something open now, does it mean we and like that you're not seeing I still reach out because like I said, doesn't mean we won't have it tomorrow or in the future. Or maybe there's a way we can leverage somebody's skill set in a different way that's not posted. So that's the other thing we think of, too, like just there's so much change going on that somebody may have a skill set that we weren't even thinking about yesterday, that maybe we need to consider something different. So, yeah, I mean, website careers page. We're all over LinkedIn and other social media. I mean, I always tell people to go out and like all the social media content and platforms that we have with, Instagram and LinkedIn and Facebook, all this stuff, just because we're always posting content of the firm. So, then it kind of goes back to of like get to know what life like. Is that like, sorry, life's like that, Anders.

Trey 00:30:00 But then also we're also posting to or highlighting jobs when there is that really hot need that we're wanting. We'll put it all over social media as well too. So, there are there's so many different ways I feel like to engage with the firm, and that goes to what I want people to do for us because we're hiring so, so much. But then also as a tip for just people out there, I mean, just engage with Anders, engage with other firms and companies out there, because that's just the best way you're going to learn. Like what's the best fit for you?

Joey 00:30:25 True. Well, I want to make we'll put the websites in the show notes. I wanted to make sure I mentioned that website. It's Andrew cpa.com/careers/current-openings is the best website to go to for that. Just to make sure that you can see where those are. And looking at it now like we're obviously like that, you can say there's a lot of different stuff on there. There's stuff for current positions, there's stuff for future positions that I can see on here, internships all the way up to more experienced people.

Joey 00:30:51 So the really there's anything you could want is available on the website. And I'm also glad you mentioned to the partner stories, those were something that I was new to when we heard them first in October. But the thing that I took away from that was a couple of the folks that we, you know, made partner last year were from areas that are not traditionally considered accounting. You know that technology department has grown from nothing to one of the biggest growing areas of the practice, and it didn't exist ten, 15 years ago. And now it's an incredible success story. So it's not just stuff that you need to do if you're an accountant, too, if you're, you know, running into this and you have a passion for health care, you're find this episode and you have a passion for technology, you have a passion for recruiting. I know we have some we have a practice in the in the on the advisory side that helps other businesses with recruiting. So, anything that you, you know, maybe not anything but a lot of the things that you might want to do related to running a business, we typically end up needing, needing people to do it.

Joey 00:31:53 So there's a ton of opportunity out there.

Trey 00:31:56 Yeah. Couldn't agree more opportunity for themselves. But then even if it's somebody like they know out there, we do a ton of referrals and even external referrals if you don't work here like we want to. I mean, if they're engaging with us, to me, there is there's a reason for it. They're probably a good skill set type of talent that we're looking for. So yeah, if for it, I'm sure they're connected with some other people like that are like minded individuals and we want to talk to them. So, like I said, they see all this stuff that we're highlighting out there. Share it to others because we'll  talk.

Joey 00:32:25 Well, we've talked a lot of business today. And one of the things we'd love to talk about with, with our guests is and you've mentioned this because you said you had a couple of youngsters at home. What are some things that you like to do outside of the office when you're not thinking about recruiting?

Trey 00:32:39 Yeah.

Trey 00:32:40 Well, you kind of hit it earlier too. Big sports guy. I am here as well. so, I mean, between it, if it's myself. I mean, I grew up a baseball player, so I'm still kind of sticking to those roots, doing some slow pitch softball every week, and. Okay, got a three year old that's starting up T-ball now, so kind of helping out with that on the side too. So yeah, I still love that I got a daughter that's doing the dance route, but that's so new to me. But it's entertaining and fun to watch. So, I'm just a huge supporter. And if I'm not doing it myself, I'm watching it, whether it's on TV or going to all the Saint Louis events around here. If I can travel, I will too. But Saint Louis is hurting a little bit on the sports side, I'd say these days. But, you know, we've had a lot of great years in the past, so I feel like we just got to stick through this right now.

Trey 00:33:25 And if anything, go battle hawks. I mean, call is the law right now.

Joey 00:33:30 Yeah. Yeah. Well, you've got I mean, and this is again a little bit of a plug for the Andrews office. Like the Andrews office in downtown Saint Louis is really cool. It's right next to Busch Stadium for those who enjoy baseball, when we stay and come in as the remote team, they have a say in the hotel that's right across the street, like it's right there. I've had rooms that overlook the left field, you know, kind of entrance into the stadium. So, like, you're right there. It's great. And then I know the firm also has a pretty big connection with the new soccer team in Saint Louis. And that stadium that was built not far from the offices downtown. So, it's a really there's some really interesting sports infrastructure in Saint Louis, despite, the terrible owner who took away the football team.

Trey 00:34:12 yeah. Yeah, we.

Joey 00:34:13 Want to know that.

Trey 00:34:14 But no, I love the location.

Trey 00:34:16 I love the office. I mean, it's a very updated, bright, modern office that just. I love being here. Don't have to be here to love the firm, obviously, like we've been talking about. But I will say, I mean, yeah, anybody in the area that just visits by that, like you do, I mean it's just it's a great atmosphere. as a firm in the, in the office. But then even just the location wise, like you're saying, I mean, what some people I know is tried to maybe even, like, avoid downtown on, like, opening day, around here, just because it's busy around here, I love it. I love coming here seeing the sea of fans and just. I mean, no matter how the season is going to go this year, opening day is always just. It should be another holiday for us here in Saint Louis. So, I love the sports and the atmosphere and all that good stuff.

Joey 00:34:59 Yeah, it's and you know, there's not just the downtown office in Saint Louis.

Joey 00:35:03 I happen to pop by the Chesterfield office a few. The last time I was in, which was in a really cool area for those who are local to Saint Louis, but maybe live out in the suburbs, or maybe you're coming in from Columbia or one of those other places and just need a place to hang out and do some stuff in the office on a hybrid schedule. I know we've had a couple of folks who were kind of in that hybrid role who are like, yeah, I'll go in and pop over to the Chesterfield office for a couple of days and do that and then spend the rest of my time, you know, at home working from the home office when I can. So, it's back.

Trey 00:35:33 To the flexibility and just be I mean, you do you kind of mindset. I feel like it is when you're working here. I mean, what is best for you. And that's where you're working, how you're working. So, 100%, I go out to the office quite often as well.

Trey 00:35:47 Just to me, I'm a kind of guy that likes to mix things up a lot. So, I'll do days from home, days in downtown days in Chesterfield. I know a lot of people around the firm are like that too, so I see a lot of different faces out in Chesterfield all the time just to try it out, get in a different atmosphere type of thing, but it just opens up the door for more opportunities for people to, like said that want a shorter commute, that live out that way, or a client base as well too. We have a lot of client meetings out there. Also, instead of making people drive all the way downtown. So just opens the door for more opportunity at the firm.

Joey 00:36:15 Yeah, absolutely. Well, Trey, thank you so much for joining us here real quick. I wanted to make sure because you mentioned I want everyone in the audience to do this. The engagement is huge. Engage with the recruiters. It's their role in the firm to help make those connections.

Joey 00:36:29 They can't make connections with you if you don't make it with them too. So, what's a great way, like the best way for folks to get in touch with you personally, whether it's LinkedIn or something else?

Trey 00:36:38 Yeah. I mean, any way possible. Honestly, I love it. I'm sure you can probably tell just from us chat. And so far I'm a talker. I love to talk to people any way possible. I'm happy to reach out. I mean, all of our contact information is on the website, even for like for myself, like my direct line, my email. So, I'm happy to always go that route. LinkedIn. I'm all over it between posting content of the firm and just keeps just checking it every single day. So, LinkedIn, email, phone call I mean I'm just I, I'm, I love to talk. So, I don't know there's no certain way of the is the right way. Just however someone feels comfortable in wanting to get engaged with the firm and learning a little bit more, I'm here to chat.

Joey 00:37:16 Cool. Well, thank you so much. This has been a pleasure and looking forward to seeing the continued growth of the firm and all of the recruitment efforts that you and your team are doing. It's not going unnoticed. And, as someone who relies pretty heavily on you finding our next great associate, I'm really I'm real appreciative that you're here and helping us out. Thank you so much.

Trey 00:37:34 Yeah. Thanks for having.

Outro 00:37:35 Me. If you're a young CPA looking to develop in their careers, we're always looking for great people. Visit our website for remote work opportunities with Summit Virtual CFO, or find all our open positions at Anders CPAs and advisors.