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I was not found. I was developed. I was put into a position where I could grow into that role and become that person. Tristan, you ran the content behind one of the biggest personal brands in the whole space itself. You know, I think business owners nowadays want to outsource everything and just want to hire somebody that's gonna fix all their problems and not have to talk to them about it. Back then, Iman stayed very tapped into content. Iman famously said that I was the least ROI positive team member of the company. I think he said one, he saw it as, like, the least important thing, and then it became the most important thing for all business. Yeah. What makes someone a really good head of content? There is such a problem in this space right now of, like, business owners looking for head of contents. Right? A head of content should have a balance between a creative mindset and an operational mindset. The people that make the most amount of money is from YouTube. Instagram and TikTok can feel like quick dopamine hits Yeah. But the real audiences

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still buy from YouTube.

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Somewhere out there, someone has watched every single piece of content Iman posted. Every short, every webinar, probably also every single YouTube video.

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But they don't know that you were actually behind it.

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And today, we're fixing that. Tristan, you ran the content behind one of the biggest personal brands in the whole space itself,

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But still no one knows that it's actually you. Now, my first question to you is,

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how does it feel to have generated billions of views,

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impacted so many people?

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You guys actually changed so many lives, but

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I guess no one ever knew that you were the person behind it. I guess, I've just never thought about it that way. Okay. I think

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I

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looking back at it now, it's pretty impressive. But during, I just didn't really care. Like,

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I saw myself as a cog in

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a wheel with multiple other wheels. And so,

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like, yeah, it's cool to look back at it now, but

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I never thought at any time, like, how how the videos were impacting anybody or, like, how this was changing lives. I was literally just

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so ingrained with, like, the doing

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Okay. And the running of the content system that that never really, like, clicked until I left. Yeah. And so it's, like, it's fun to look back at it now, but Yeah. During,

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like, I wasn't even paying attention. Funny you say that because, like, for me,

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that's how I found out about the online money space. Person

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behind the camera is how you found out about the online space. Pretty much everyone that I know. Yeah. And for you, it's like I mean, it's probably because you were working so hard at it that you never even had time to actually think about it that way. But

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I think it's gonna be interesting. I don't think he gave himself enough credit. We had a lot of conversations. Yeah. I think today we're gonna really get in the weeds

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of it all. For sure. And I think people are gonna really get to understand that you actually know a lot more than even, you know, you gave yourself credit for.

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But where I wanna start is

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where everything kinda started, you know?

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Bermuda.

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Right? I I did some of the research. I saw some of the very old pictures, know, where Yep. There you even have a quote in a really old magazine where you say, like, that Instagram is like the future and it's allowed you to like grow your photography business. Yeah. Yeah. Yeah. And so like, I guess bring us back to like

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day zero.

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Know, who was Tristan before all this? Wow.

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I mean, that's a great question. I think

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looking back at it, like, I was in university

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studying a product design degree Okay. Doing all of the normal things. I think,

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you know, for me at least, what my parents wanted me to do is, like, go get further education, go get a university degree, get a job, stable income, all that Yeah. Bullshit.

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And,

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like, during that time,

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it was sort of as Instagram,

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like Yeah. Instagram had come out at that point, but it was sort of like the golden era of, like, content creation. People going out and becoming travel content creators. I was like, fuck. Yeah. This is what I wanna do. And

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from, like, with my mother's background in, like, insurance

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Mhmm.

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Has Her son going from, like, two years in a into a university degree, you know, money put into it.

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Like, I'm almost there. Yeah. And I was like, I think I wanna do this. Yeah. She was like, oh god. No. Like,

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that was sort of the first challenge was sort of explaining to her what this was, what this opportunity was. And

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I think she says it now, like, credit to myself, that I was able to kind of, like, pull it through, but it's had so many different

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evolutions

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Yeah. Of a career. You know, back in, what was it, sort of 2017,

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2018, 2019 Mhmm. I was travel content creator. Okay. Yeah. I saw that Iceland Iceland clips and everything. Yeah. So I would I heard that miss you all. Yeah. Come back. Love Iceland. Yeah.

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I saw all of it. Yeah. I'm getting used to sort of the cringe of, like, going back and looking at all that old stuff. But,

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you know, working for tourism boards, working for brands, agencies Mhmm. And just going on and, like,

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doing shoots, creative shoots for those people just to create, like, Instagram content before,

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like, it was really the thing that it is now. Yeah. The understanding of how, like, brands can utilize it. Mhmm. So I think I was, like, I was ahead of it, but I wasn't, like, making the most of that opportunity, if that makes sense. It's like luck, but not luck. Yeah. Because I remember, like, you said you had your friend write an article about you, like the journalist with all the pictures he used to take, like, in Bermuda under the water and, like, everything. Yeah.

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But I like I said, there's a part where you basically say, like, oh, Instagram is, like, the new way for people to get, like, to get business or to get recognized or, you know, I get people, clients through Instagram. Yeah. And so it's like, some people will be like, oh yeah, well, you work with them on. But it's like,

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you kind of were also really ahead of the curve. Like you saw a bit of this trend and the way that I see is, like, because of that, you know, the rest happened. So it's like Yeah. I guess going from that,

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how did the transition even happen? Like, guess first things first, like, did you even meet Aman?

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Yeah. So, like, to your point of, like, kinda being ahead of it, I think I was so engrossed with, like, being a creative because I have like, I was in a product design degree. Yeah. Like, I would consider myself, like, quite creatively minded. Yeah.

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And so I was always looking at it from that lens. And I think the transition happened where I was like, okay. Now I need to turn this into a business. Mhmm. What can I do? What sort of process can I take, program by, whatever,

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to kind of give me that level up? Mhmm. End of twenty nineteen, I had sort of finished my last contract with this this travel agency.

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I was like, okay. Like, can try and figure it out the business side of things whilst also looking for a job. Mhmm. And this was

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January, February, March 2020. Mhmm. And I think we all know what happened in March 2020. Yeah. And so found myself

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at home isolated,

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shaved my head, scrubbing banana bread. Okay. Yeah. Because I used to have, like, long hair. Yeah. All that sort of lore during that time that time period. Monk mode, essentially. Yeah. Monk mode. Yeah. Also ahead of my time there. Yeah. But,

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you know, I saw this guy, Iman Gazzi Mhmm. And

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I had the connection I had with him was three years prior,

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I DM'd him. And I was like, hey. Look. I can

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do your content for you. I can help you shoot. He was living in London at the time Constant agency before he was doing that thing up. But, like, not even that sense. I wasn't even pitching it like that. It was like yeah. I knew he was running the operation by himself Okay. Yeah. Just from watching his content. And I was like, there's a 17 year old kid who's done really well in business. It was at the time where he just bought it, like, You he's rented

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know that apartment where it's like that whole downstairs area with the outside area? He's got his desk against the wall. Like, it's a very iconic apartment for him.

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Met him there just from the DM,

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and we kind of just struck the agreement that it wasn't really the right timing Mhmm. Because he was the question was, like, what can you do that I can't can't already do myself? Okay. Yeah. Alright. And when you are what was he? Yeah. So 2017,

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I was,

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fuck, like, 21 at that time. Yeah.

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Oh, no. '23.

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Yes. I did. Yeah. Something like that. And

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I was like, fair enough. Holy shit. It's been it's been, like, nine years. Yeah. Yeah. That's yeah. Yeah. Coming up on 10 next year since I've met him. Yeah. And then, you know, obviously, nothing happened from that. And then you kinda fast forward three years later,

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his brand just kind of continued to grow and continued to blow up. Mhmm. And that's why I said in my application application when when he he put put it it out out on on a a story story in 2020 Mhmm. When he's looking for a video editor. Was like, hey. Look.

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We've met before.

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I'm still I'm now more unemployed than I was before,

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and you've just kind of blown up. Your business is going crazy. Like, I think I can really help you now. Mhmm. And

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it came down to it. I genuinely believe the reason I got that job was because I was based in London. Yeah. The proximity to him being able to film with him. And so during

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that time as well, the other thing to mention was, like, March 2020.

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Between March and June when I got the job, I had enrolled in, I think it was agency

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navigator.

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Okay. And I was doing the course. Yeah. And I paid him a thousand bucks. Okay. And so for the entire first year that I worked for him, he was like, you have to have some skin in the game. And then after the year of working with him, he then refunded me the money for Agency Navigator. But, like, I was

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totally dedicated to trying to start a social media marketing agency. Okay. Yeah. And then I was like, fuck it. Like, I could start my own agency or I can learn from the guy for a year and then go start something else. Yeah. Which look how that is. Yeah. That never happened. Right? So it's funny to look back at it, but it's kinda like those stages of where, you know, timing around

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what I was thinking of doing with myself and the business Mhmm. But then also, like, timing around, you know, things that happened in my life where,

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you know, obviously, the thing in 2020 happened, and then I was kind of like The thing? Yeah. That's like Let's just say travel content creator Yeah. In 2020, there was not a lot of games flying around. So Not a lot of traveling. Yeah. So I was like, I need to scramble and find something, and this just came about Right. Quite naturally. And so it was it was literally just kind of like luck and timing for it to And

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then, yeah, it obviously turned into what it did. So it's fun to look back at it, for sure. Okay. That's that's very interesting. So in terms of, like,

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when you guys started,

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it's so different to how it looks today. Yeah. So I guess let's go back to, like, when you first joined,

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like, what did that look like at the start? And then

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like, I I'm curious on what it looked like at the start, and then when did you feel like it started shifting? Yeah. Something more serious. So that I mean,

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June 2020, I started working with Iman, and, you know, I think it was a bit of a mix. Like, I would be spending half of my time with him filming in person, filming vlogs at his house,

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or, like, fucking helping him build his office setups. Like, I was quite like, I love an IKEA set. So I was like, he saw that, and he was like, perfect. Tristan, you're gonna design my offices. Right? You're gonna build all the desks. You're gonna put in all the lighting and do all the the framing for the shots. And then the other side of it was obviously the editing. And back then,

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like, our content strategy was

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what video did we post last time this year like, last year, this time of year? Mhmm. Okay. Let's do that. Or

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how to do Facebook ads 2019.

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Or let's run how to do Facebook ads 2020.

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And that was our content strategy. And it was working?

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Define working. I mean, it was yeah. We were I joined sort of sub I think it was sub a 150 k sub subscribers. Mhmm. And in a year, we grew 19,000 subscribers, which by Okay. So the first year was like okay. It was yeah. It wasn't like I came in and changed everything, and then it was like we all all of a sudden had this meteoric rise by no means. So what changed in the first year, do you think? Did did it get, like, easier to be consistent? Was it I think we we just kind of learned the formats of videos that we needed to lean in on. Like, we sat down and we said, okay, this strategy of just basically rinsing or repeat videos from the last year isn't working. Mhmm. Let's go. Iman wanted to go a bit broader and kind of do the vlogs to show a little bit more about his lifestyle. Mhmm. And I think from those, we were able to kind of, like, decipher what elements people were really interested in, like monk mode. Mhmm. Came out of that just by us vlogging

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Iman's day to day routine

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and then, like, his millionaire habits. Is because, like, the agency stuff kinda capped?

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Like, you guys kind of really like, you kinda took over that space, and it was, like, onto the next. Right? Yes

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and no. Okay. Like,

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I can't say anything to, like, the sort of

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the timing if it was exact like, the two It just felt right for him. It just felt like right for him. Yeah. It was just we need to do something a bit different that is not

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YouTube video sit down about talking about SMMA. Yeah. Like, we can document Iman's life of him running the SMMA, but also running the the

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program in the community. Which no one had really done before. No. And for him, he was a young guy doing it. So I think everybody, like, that kind of tapped into human psychology. People are always like, fuck. Like, I just kinda wanna see what it looks like to be in, like, the inner workings of it. And so everything was just, like, snowballing quite nicely where

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we were introducing these newer formats whilst also kind of, like, doubling down on ones that we knew were, you know, historic performers. Mhmm. And

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we changed the perspective where we were always just trying to make sure that somebody was getting something out of the video.

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You know, they it wasn't just a video for bit like, value's sake. It was like there was a transformation or there's a problem to be fixed

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or there is some, like, insight to be had in terms of, like, Iman's life. I think up until that point, he'd gone from, like,

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vlogging his life as a, you know, personal trainer Mhmm. Then into his SMMA journey.

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And then we really went hard on, like, the sort of value side videos where he's talking about how to start an SMMA.

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So we like, he became a figure in the space. He had that cult like following, and that cult like following wanted to know more about him as personality. Mhmm. And I think when we did that, like I said, we would find things in Iman's

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lifestyle that people were, like, tapped into.

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And, you know, if we're trying to create content where there's sort of, like, a tangible outcome,

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what was best for, you know, aspiring entrepreneurs to follow this young guy who's made a lot of money? Yeah. He said, if you lock in for six months, you don't take drugs, you don't smoke weed, you don't, you know, drink alcohol, you meditate,

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You get, you know, a 90 sleep score in your aura. And Yeah. Like, all these guys go, holy shit. Like, that's Yeah. Yeah. Yeah. That's gonna help me break through. And, ultimately, like, it distills good habits, but it doesn't make you a millionaire. Right? Yeah. So I think all of those things were,

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like, all, like, happened quite naturally in terms of timing. Mhmm. But, like, the strategy in that first year was literally just rinse and repeat. And then into that second year was where we really were, like,

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doubling down on formats. That second year is, like, what year? 2021.

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Okay. So 2021. Like half of 2020, and then in 2021 was where we

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like, Iman said to me, look. We're we need to build this out. Like, we wanna scale this. So once you, like, guys started taking it seriously, like, 2021 everything Mhmm. I'm sure at that point, you had, like, a routine. Like, what was it what was your day to day like? What was your week to week like, like, working? I

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think it's

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it was a lot simpler back then to what it was just before Yeah. I left, obviously, like, as the the

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mechanism or the Machine grew. The machine grew, like, the systems needed to make sure it ran properly was was changed a lot. Mhmm. At the beginning, like, when I first joined, I was it was like a team of seven, and the content calls were me and Iman. Okay. Yeah. That was it.

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And it was like Yeah. Have you edited the video? Yeah. Yeah. Yeah. Have you seen it? Yeah. Yeah. It looks good.

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What are we gonna do thumbnail? And we'd sit on the call, we'd make the thumbnail live. Yeah. That that looks good. Thank god we we introduced, like, a rehashing strategy Mhmm. So that we got rid of all the thumbnails that I made because they were just fucking dog shit. Yeah.

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But I was editing a lot, and, you know, we had a lot of outputs. Like, for me, it was I think, we had one main channel upload a week and then,

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like, a student interview on the second channel as well as, like, another value based video on the second channel. So was, like, three, sometimes four Mhmm. Edits per week. Okay. And at that time,

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with it being such a small team, it would just be me and Iman catching up for an hour a day.

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And An hour a day? An hour a day. Every day? Yeah. Like, the whole company is built around touchpoints.

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Okay. Like,

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the like, for us or as department heads, you'd have to have at least one touchpoint with each of your departments a day, one hour call.

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And then there'd be a wider

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content call where it's, the whole department then syncs together.

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And yeah. So people only meet with their content team, like, twice twice a week. Yeah. Exactly. And so, like And that was how you guys met, like, four years ago, like, five years ago. So I can't even imagine how today it is. Today, it's it's it's similar,

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it's just it's just kind of, like, scaled. Yeah. And then the teams have grown, so then the calls become

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less like, they have to become more efficient. Right? At the beginning, Iman and I could talk about content for, like, twenty minutes, get everything done, and then just kind of, like, shoot the shit for forty minutes. Right? Just chat about nothing.

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Whereas now, it was a lot it's, you know, we'll obviously, we'll get into it, but, like, now it's just a well oiled machine where

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in a one hour call,

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can get you like, you can only just get through, like, the key things. There are still things that need to be discussed after the fact. Okay. So so let's say, like, back then when you guys had your, like, 2021,

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2022.

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Mhmm. So as like, what did that because what what I'm trying to understand, I think one I wanna get through today is, like, what does the actual relationship look like between, like, a creator, a personal brand owner, and then his head of content?

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So what did, like, what did you guys' relationship look like? Who was it, like, you know, he would have a direction he wants to go down, then you find how to execute it? I think that's why people are really interested to know how did that flow between both of you guys. Yeah. And then how did that grow and, like, change over time? What I will say, and I think it's probably like, there are some people that talk or talk about, like, the opposite to this and say that this is the wrong way of doing it, then there are other people that say, no. That's the right way of doing it. Yeah. You know, I think business owners nowadays

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want to outsource everything and just want to hire somebody that's gonna fix all their problems and not have to talk to them about it. Mhmm. I think back then, Iman and and to this day, Iman stayed very tapped into content. Mhmm. Like, he comes from a content background. The guy was posting for years on YouTube Yeah. By himself. And so, like, he understood

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the fundamentals.

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And I me coming in from, like, a travel content creator background, I didn't understand the fundamentals. Yeah. So

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very early on, it was it was very much Iman had the vision Mhmm. And it was up to me to make sure that I could execute on that. What is okay. So what does executing mean? That's like the real question. Because someone sees it, right? We used to watch the videos.

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There's a thumbnail here, a YouTube video here, a student video here, then there's a vlog being posted at the same time, there's like a webinar coming up. So like like Well, that's that's you looking at it now. Right? Like, back then, executing would just be, we need to film this video. What time do you can you come to my house? Okay. Film the video, take the footage back, edit it up, produce the a cut, you know, make the changes that he wants to change, and then make the thumbnail. Yeah. That was as much that's as far as, you know Yeah. You know, executing goes. And I think there are lot of business owners that are in that stage today Mhmm. Where it's just it's very much that back and forth. Okay. Like, jump ahead to what we were doing when I left was,

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you know, we would have

00:19:27.805 --> 00:19:46.650
inputs from what we needed to do for the YouTube channel. Like, what exactly do we have coming up? What do we need to post on the YouTube channel? We would have videos that we would need to post on the business channel. We'd have videos that we would need to post on, you know, the the unscripted channel, the vlog channel. And then there's all the other, like, miscellaneous videos that go into launches,

00:19:46.650 --> 00:19:48.170
you know, welcome videos,

00:19:48.490 --> 00:19:51.245
upsell videos, thank you page videos, ads,

00:19:51.645 --> 00:19:53.405
all that stuff would come across

00:19:53.725 --> 00:20:03.005
my table, and it'd be like, okay. How can we one, how can we prioritize everything? Two, who needs to do these because who's best suited to work on what kind of project?

00:20:03.610 --> 00:20:26.685
And it would just be my job would just basically be managing expectations of when things can be delivered. Okay. So this is interesting because it means you weren't just, on the YouTube side or Instagram side. It was, like, any content. Because we talk about VSL, thank you pages, all these different video. That's, like, that's not just the personal brand side. It's like the business itself. And so you were just, like, heading all of that. Yeah. So essentially, it's like, we have to get these things done, figure it out.

00:20:27.085 --> 00:20:29.565
Essentially. Yeah. Yeah. And I think depending

00:20:29.565 --> 00:20:30.365
on what was the

00:20:31.170 --> 00:20:34.450
content type Mhmm. There'd be a lot of people that

00:20:34.770 --> 00:20:48.575
I would need to be tapped into or speak to about what exactly was, like, their vision. Because the marketing team would have a different vision for the ads. Right? They know exactly they want this kind of visual hook. They want it in this kind of setting or this kind of environment.

00:20:48.895 --> 00:21:12.775
And so, generally speaking, when we're doing kind of like ads before an event, we're like like, most of the time, we'd be traveling somewhere. Mhmm. And it'd be to me and Alex to be like, okay, we need to film this ad. We need to get these scripts. It's like Mhmm. You just know like, it got to a point in the company where everybody knew who was responsible for what. Mhmm. And so I would be able to go, you go get the scripts from, you know, the head of marketing.

00:21:13.015 --> 00:21:20.375
I'll get the cameras set up. We'll get them, you know, put in front of Iman, and we'll get these all filmed and delivered and make sure that we get them to the editing team.

00:21:20.775 --> 00:21:23.230
And, like, it's simple

00:21:23.550 --> 00:21:39.645
Mhmm. When you think about it. It's just, you know, there is a task that needs to be done. The task gets done, and then you notify the next person. It wasn't like I was taking the videos. I was then uploading them. I was then Mhmm. You know, overseeing the editors. It got to a point where everything was so streamlined that Okay. When

00:21:39.805 --> 00:21:57.680
footage was dropped off to editors for YouTube videos, Thank You page videos Mhmm. If they didn't know what to do, they'd know who to talk to. So they weren't coming back to me and be like, oh, what does it need to be edited? It was like everything was everything synced really, really well. Okay. And so it meant that, you know, within the team, everybody was like a problem solver.

00:21:57.760 --> 00:22:06.320
It wasn't just you send them something and then, you know, they were like, oh, I don't know what to do. Like, they would go out and figure it out. You know what I'm really curious about? You went from, like

00:22:07.185 --> 00:22:08.465
like, photography

00:22:08.705 --> 00:22:16.225
Yeah. Like, underwater photography of someone swimming Yeah. Talking about, like, all these systems and operations. So my question is, like,

00:22:16.945 --> 00:22:36.825
like, how did you manage learning all that? Like, what what was the learning curve for you? Because I'm sure, like, a lot of people watch right now and it's like Yeah. Damn, that sounds like a really complex system to put together. But you worked on it for years and years and, like, how did you manage your growth? Because I'm sure you might have probably, like, pretty high expectations of, like, just figure shit out. Yeah. How did you manage, like, your growth yourself, like, growing your skill set?

00:22:37.705 --> 00:23:06.045
I mean, you you like, you know, you pretty much, like, ran all the operations, and you built everything you're talking about right now. Yeah. So how did that look like for you growth wise? Like, did you have any other people that mentored you? Is it just figuring it out by yourself? Is it you and them on together? What is that like? I was talking to somebody about this the other day. It was like they asked me, like, what was the biggest challenges you faced when you were, like, changing operationally within a within the company? And I don't think, like, looking back at it, you can kinda, like, pinpoint moments which you change. But, like Mhmm. The rate in which we were doing things,

00:23:06.845 --> 00:23:18.150
it didn't feel like a massive challenge. Mhmm. It just felt like it was, like, the next step to get to the desired outcome. It was like, okay. We've got a team now. Like, we need to grow the editing team because,

00:23:18.550 --> 00:23:26.935
you know, our scope or the amount of videos that we wanna create would do this, and our amount of team was sort of flatlining. Mhmm. We'd always have to hire more to to reach the

00:23:27.495 --> 00:23:47.460
or be able to handle the amount of work that we were doing. And so I think when we hired our first editor, Alex Mhmm. Back in 2021, that was, like, the first sort of relief for me Yeah. To not have to edit three to four videos per week. And, like, obviously, my edit skills were nothing Not as same. That we have now, like,

00:23:48.260 --> 00:23:51.060
miles, miles better than me or better than I ever was.

00:23:51.780 --> 00:24:04.245
And so when we brought Alex in, it was, you know, the first kind of, like, taste of what it's like to manage somebody and make sure that they're staying on task. And, you know, it was still very friendly, and I think Alex and I, like, our friendship reflects that.

00:24:04.565 --> 00:24:11.120
But then as soon as it was like, okay. We need to introduce another one, and then another one, and then another one, It was like, how do you go

00:24:11.360 --> 00:24:15.040
from managing one person where it's quite friendly, it's quite casual,

00:24:15.120 --> 00:24:21.680
to then a team of people who, at the end of the day, are better than you at what you were doing Yeah.

00:24:22.160 --> 00:24:27.275
But they need to respect you so that you they get the work done for you. And I think

00:24:27.755 --> 00:24:46.430
I would always say that I kind of towed the line of a little bit more not a harsh critic. I would always sort of give criticism, but then also try to motivate. Mhmm. And I think that was, like, a key moment or where things changed for me. It was, like, going from one person where it was just super casual Mhmm. To then going to, like, a bigger team.

00:24:46.830 --> 00:24:56.375
I had to make sure that everything that I was doing, I was doing it from the mindset of, like, you can be better at this. It's not like this was shit. Do better. That works in some departments.

00:24:56.775 --> 00:24:59.575
But for the creative space, I think it's always

00:24:59.975 --> 00:25:02.855
this wasn't your best. How can we get to

00:25:03.255 --> 00:25:13.740
a better outcome Okay. And do it together? Yeah. And so I'm kind of, like, sidetracking here. Yeah. No. It's good. I think for me, like, when we were building the teams out Mhmm. Like, I've

00:25:13.740 --> 00:25:15.420
quickly learned that, like, operational

00:25:15.820 --> 00:25:16.700
operations

00:25:16.700 --> 00:25:19.975
for me was kind of, like, where I found my stride. Interesting.

00:25:19.975 --> 00:25:21.815
Because it like, I think content

00:25:22.135 --> 00:25:26.215
or head of contents these days Yeah. Need to be creative. Yes.

00:25:26.535 --> 00:25:29.335
But they need to have an operational mindset

00:25:29.495 --> 00:25:36.340
because you can have somebody who is steering the ship who's creative, but if the objective is to grow and scale

00:25:36.980 --> 00:25:42.900
and you don't have the systems, you don't have the operations for it, like, it's just you're just gonna end up with fucking chaos. It's it's

00:25:42.900 --> 00:26:09.990
kind of like a I I think, like, I I name it, like, one person, like, a operational creative person Yeah. And the other other person like a psycho creative. Mhmm. Right? So it's like I would say like Alex, I don't know how operationally like he is but he He wouldn't mind me saying that he's not. Yeah. Exactly. So he's like, I would say he's more of like a psycho creative which is like hyper creativity. Like their mind is just in this other world and they just see things all the time that like A 100%. At the end the day, like, can't see. Yeah. You know, they'll see angles that you just don't see.

00:26:10.310 --> 00:26:32.660
But then you have the other person who's creative enough to understand where you're going. And I'm sure that that's I think where the balance that you had was perfect. Yeah. Because you were creative enough to understand Aman, but at the same time, operationally good enough people to manage that whole system. Yeah. Exactly. And I'll I'll say that, like, learning those things was very much like Iman, to his credit, wouldn't micromanage.

00:26:32.740 --> 00:26:42.900
He would sort of be like, okay. You've got three editors now. Like, you're gonna have to manage this. You're gonna have to lead to content goals. I'm not gonna be able to be on every single one. Like, you're gonna need to kind of distill what I

00:26:43.300 --> 00:26:51.835
have done with you to these people. Mhmm. And he would it was a very hands off approach, and I think that was probably, like, trial by fire

00:26:51.995 --> 00:27:01.590
looking back at it. Yeah. And I'm sure there are things that I did that he wouldn't have done. Yeah. But that's just like leadership styles are different Yeah. In departments.

00:27:01.830 --> 00:27:02.790
And I think that

00:27:03.350 --> 00:27:06.950
by him doing that and stepping away, it, like, made me

00:27:07.270 --> 00:27:08.070
learn

00:27:08.150 --> 00:27:16.815
so much faster Yeah. And fail so much faster. Yeah. Like, fail in terms of how to manage team, how to talk to them, how to motivate them,

00:27:17.375 --> 00:27:20.335
like all the interpersonal things that you don't really think about.

00:27:21.695 --> 00:27:34.040
It was just, you know, you kind of learn those things along the way, and then you you can kind of sit back after a year and have a team of sort of four or five editors and go Yeah. Okay, I had to do this, I had to do this, I had to do this. But was when you're doing it, you're not aware of those changes.

00:27:34.440 --> 00:27:36.120
Okay. Interesting. It's

00:27:36.120 --> 00:27:50.225
funny there's a there's like a theme that went around of, you know, you guys don't you only hire people who are gonna work a 100% with you guys and Yeah. You know, can't have their own thing. Yeah. Like, why I'm obviously, it's it might be obvious to some people, but, like, why, like, was that?

00:27:50.625 --> 00:27:55.345
That you guys have just said, okay, if you're gonna work with us, you're a 100% with us. It was just it was always the

00:27:56.670 --> 00:28:18.715
directive from Iman. Like, whenever I joined, it was like, are you working with anybody? Are you freelancing right now? I was like, no. Like, he's like, you need to understand that this is a full time role. I think in a in an organization when you have the vision that you know it's going somewhere, I think you should always be looking at hiring team with the perspective that eventually you would wanna bring them on full time. Yeah. Because you don't wanna become

00:28:18.955 --> 00:28:20.475
dependent on somebody

00:28:21.195 --> 00:28:21.915
who

00:28:22.395 --> 00:28:35.930
quite easily could get snapped up by an opportunity that they actually enjoy more. I agree. It's shit. Right? Like No one working for me is And it's worse now than it was five years ago. Yeah. Because, like, it's like, if we're talking, like, the creative space, like,

00:28:36.585 --> 00:28:37.225
editing,

00:28:37.625 --> 00:28:47.145
designers, thumbnail designers, like, copywriters, all those people are, like, fucking hot commodities now. Yeah. Like, business owners need them. The cost now is so different.

00:28:47.385 --> 00:29:11.055
Yeah. The cost now is so different. I mean, it's obviously why I built, like, Trikeo around it, but it's, like, dude, a YouTube strategist used to cost nothing. And now that I heard from a friend of mine, there's a YouTube strategist in this big company getting paid half $1,000,000 a year. It's crazy. More than an engineer, right? Yeah. It's like thumbnails were used to be way cheaper. Now to get a good video edited is like 2 to $500. Sometimes it's like $800 for a good video. So it's like everything's

00:29:11.055 --> 00:29:13.535
changed so much. And honestly what I'm curious about is

00:29:14.335 --> 00:29:15.135
we've

00:29:15.135 --> 00:29:25.440
spoken a lot about like content teams and everything. Yeah. How do you do you retain people? How did you manage to retain people? Obviously, they were working with them on, so it's like cool. Yeah. But

00:29:25.840 --> 00:29:35.200
you guys paid decent, but it's not like you guys went out of your way to pay them like crazy. Like from from my understanding, what I understand is like you paid them what they were worth it to you and it's not like you overpaid.

00:29:36.345 --> 00:29:50.745
And so how did you like, how do you get people to stay on your team? How do you get them to not just leave and fluke and just work with you for three months and say, oh, yeah. Work with them on. I'm gone now. You know? So, like Yeah. How did you manage that? So I think we all we had something that was always

00:29:51.830 --> 00:29:55.030
it was just like our kind of, like, hidden secret or, like,

00:29:55.350 --> 00:29:57.030
when we would approach interviews,

00:29:57.110 --> 00:29:58.950
we didn't have to pitch

00:29:59.270 --> 00:30:27.810
Yeah. Very hard. Like, the editors or the creatives wanted to work with us because it was like, I've like, there's there's so many people who have gone off and said I was among Etsy's We all see those DMed deals. Yeah. And, like, credit to them. Like, if they were in the organization and they did work on the the videos, then they are who they say they are. But I think everybody sees what Iman has done and sees what we did in the content space. I was like, I wanna be a part of that. I wanna be a part of the team. So we have, like, a good foundation of people wanting to come to us, first and foremost.

00:30:28.050 --> 00:30:35.065
But then second to that, like, if you have that foundation of everybody's full time and we're looking to, like, build

00:30:35.305 --> 00:30:44.425
a proper company Mhmm. And make sure everybody is aligned with the culture, everyone's aligned with the values and the vision of what we're doing Mhmm. Then generally speaking, once they're in the organization,

00:30:45.360 --> 00:30:47.120
it's up to their manager

00:30:47.280 --> 00:30:59.775
to make sure that they're having the best time possible. Not the best like, when I say the best time possible, it's like they are fulfilling their requirements as a team member, but they're also growing

00:30:59.775 --> 00:31:06.415
into that role. They're they feel like they're learning something. They're not just doing Mhmm. The thing, doing the thing over and over and over again. Like,

00:31:07.375 --> 00:31:08.975
Iman and I sat down,

00:31:09.295 --> 00:31:13.850
and we realized that, you know, especially for video editors, there is a ceiling.

00:31:14.010 --> 00:31:17.210
Yeah. There's a point in which if you're paying them full time,

00:31:17.690 --> 00:31:20.330
there's a point in which the amount that you pay them

00:31:20.570 --> 00:31:25.770
does doesn't make sense for you as the business owner because they're not doing anything more

00:31:25.930 --> 00:31:33.685
than that, you know, so called ceiling. And so when we approach that, we'd be able to say, okay. This person is starting off on x.

00:31:33.925 --> 00:31:41.765
What's their runway? Mhmm. And what does their ceiling look like? Mhmm. And once we figured that out, it was sort of like a eighteen month period

00:31:42.270 --> 00:31:48.350
between the person joining and then the person leaving. Like, that was sort of like the consistency. Yeah. And

00:31:49.070 --> 00:31:53.950
for us, like, with all the culture stuff aside with, you know, people wanting to come work with us,

00:31:54.615 --> 00:31:58.775
it's a really interesting thing to be in the online space as a creative.

00:31:59.175 --> 00:32:00.855
Because if you think about it,

00:32:01.975 --> 00:32:05.975
we hired these video editors. Some of them are, like, you know, 17, 18, 19,

00:32:06.135 --> 00:32:24.585
maybe fresh out of school or had one job before coming to work with us, and they're doing well, and we start to pay them a little bit more, start to pay them a little bit more. The only content that they're ever editing is about how to make a 100 k a month, 200 k a month, or this 16 year old made 50 k this month. Like, all the content is just encouraging them to make more

00:32:24.745 --> 00:32:27.065
and to go off and do something on their own. Like,

00:32:27.225 --> 00:32:43.670
it like, when you think about that, you're like, okay. Shit. Like, I I understand it. Like, I Yeah. It it breeds a certain amount of learning while editing too. Yeah. Like, oh, shit. It's actually how it works. Yeah. And so we would always know in, like, the interview process, like, if somebody had desire to do that. Yeah. I have the desire to be an entrepreneur.

00:32:44.070 --> 00:32:49.685
And if we knew that going into it and we still hired them, we would know, like, okay, eighteen months, give or take Yeah. Is probably

00:32:50.325 --> 00:32:58.565
what it's going to like, that's the timeline that we'll have them. Yeah. But generally speaking, I would say, like, how we would retain them is

00:32:59.045 --> 00:33:03.525
making sure that their ceiling is managed well, making sure that they're not making,

00:33:04.220 --> 00:33:04.940
you know,

00:33:06.220 --> 00:33:07.020
ridiculous

00:33:07.020 --> 00:33:17.900
increases in terms of compensation, like Yeah. Rewarding when good work is done Yeah. And doing it on a consistent basis so that they feel like they're growing. And with each compensation change, there is more responsibility given. And

00:33:18.425 --> 00:33:21.625
mix that with an environment which is not, like,

00:33:22.345 --> 00:33:23.145
cutthroat.

00:33:23.145 --> 00:33:29.305
Yeah. It's not like you miss a deadline and you're gone. Yeah. There are other departments in which if you missed your

00:33:29.545 --> 00:34:20.495
you know, what you had to deliver on, that you would be taken out very quickly. Yeah. But I was I would always kind of push against that. I wouldn't want to lead creatives with fear. Caleb Robson says it a lot. Like Yeah. You can't lead a creative team. You can't. Creatively, it's hard to do it that way. Like A 100%. Even even right now, some of our videos that we do, like, because I I talked to mean, Abdulrahman. Right? So we talk all the time and, like, he worked with some people and he was like, bro, these business guys, they just don't get it. Mhmm. Because people, something doesn't happen exactly or one edit is wrong or it's the wrong background music, like, they just go crazy. Yeah. But if you sit behind the scenes of a creative aspect, you understand, like, number one, it takes time. Yeah. And when you're, like from my perspective, I mean, I've never been an editor, but when you're editing, you're trying to be more creative, and you're trying to stack everything the right you're like, trying to build this puzzle. Yeah. Dude, no one gets the puzzle right on day one, you know? Exactly. And it's like, I think it's one of the only places where like,

00:34:20.735 --> 00:34:23.855
you have to give some room. Yeah. You know, especially if you want people to improve.

00:34:24.255 --> 00:34:36.750
For sure. And I think like, I think you've done that really well when we've spoken before. It's like, you give them the room to improve, but it's also like, hey, we need to find your ceiling and we need to, like, get to whatever goal you wanna get to. The ceiling is,

00:34:37.070 --> 00:34:42.735
I would say, is always good for the manager to know. It's not something that I would have necessarily, like, told

00:34:42.975 --> 00:34:55.535
Yeah. The candidate. Because, like, I don't want them to say, like, look, you've once you hit this number, you're Yeah. You're you're done. Like, that would have just been bad practice. Yeah. But what I would always say is, like, coming from a creative background,

00:34:56.270 --> 00:34:58.670
I was always, I would understand

00:34:59.310 --> 00:35:19.085
what made me feel fulfilled as a creative. Like, when I started working with Iman and I produced an edit and delivered it, he watched it, and he would send me a message like, holy fuck. That was great. Yeah. That's the dopamine hit. Yeah. Dopamine hit is real, man. Yeah. You are you strive to impress this person. Yeah. And as the team grows, you know,

00:35:19.405 --> 00:35:31.080
less and less is Iman involved with the sort of direct Mhmm. Reviewing. So he's not there to kind of give credit where credit is due, so then I have to step into that role. And make sure that guys, when they bust their ass Full time.

00:35:31.720 --> 00:35:39.315
Full circle full circle moment. Yeah. And, like, once if you realize somebody's, like, put in a good shift and worked hard on something,

00:35:39.555 --> 00:35:49.395
it's not it's one thing for them to be acknowledged for it. It's another thing for that person to also be acknowledged within the team. I think I think that's where a lot of people go wrong these days. Like, no one really gives

00:35:50.360 --> 00:36:16.655
credit to their team enough. Because it takes time to make a video good and to, like, go over it. Like, I think if most of these guys had to sit down and edit a video for once Yeah. They would completely, like Yeah. Tried to start editing once, you know, and I was like, alright, I'm a edit. And then thirty minutes in, was like, alright, bro. I think Yeah. There there is an art to it. Yeah. There is a whole art to it. Yeah. And it takes a long time to learn. Yeah. And I think that's also why, like sorry for cutting you off. That's also why, like, it's starting to cost more. Because a lot of these creatives now are like,

00:36:17.330 --> 00:36:28.050
you know, pay up. You know? Like, I'm not gonna be your little your little kid anymore. That's that's what's happening. Right? It's like A 100%. Obviously. Yeah. Like and all credit to them. Right? A 100%. Editors

00:36:28.130 --> 00:36:30.690
now know their worth in the online space.

00:36:31.090 --> 00:36:31.890
And I think

00:36:32.365 --> 00:36:37.405
for business owners, like, if we're talking about, like, things that where they go wrong Yeah. I think it's like you

00:36:37.885 --> 00:36:39.485
can hire an editor

00:36:39.885 --> 00:36:48.930
who is, like, on paper and with their, you know, references Yeah. Portfolio work like a fucking 10 out of 10. Yeah. But as soon as they get into the organization,

00:36:49.250 --> 00:36:58.815
they actually cause more problems than they actually are worth. That's interesting. So you wouldn't go with the best guy. I think there's a time and a place for the best guy for sure. But I think paying

00:36:58.815 --> 00:37:01.855
the best paying for the best guy as a business owner,

00:37:02.255 --> 00:37:14.440
you cut you approach that working relationship with the lens of, this person's gonna solve everything for me. Mhmm. Or I don't need to do that much. I just need to send them the footage, and they'll get it. Mhmm. And I think our approach was,

00:37:15.560 --> 00:37:21.080
you know and I think people are starting to catch on to it now. It's like our approach was, you know, whenever anybody joined

00:37:21.560 --> 00:37:22.360
the team,

00:37:22.680 --> 00:37:33.915
whether their, you know, their track record was stellar and they had all these examples and all this portfolio work, they would always join the team at a b player level. Okay. And so with that comes responsibility

00:37:34.155 --> 00:37:35.675
Sorry. One one question.

00:37:35.915 --> 00:37:37.915
When you mean b player is

00:37:38.395 --> 00:37:42.910
what does b player mean to you? Is it like they're good enough at editing? Yeah. Because

00:37:43.630 --> 00:38:13.370
we also wanna, like what we're trying to maybe separate for anyone who's watching is, like, they're still, like, consistent people. Yeah. They're, like, operationally driven in a sense, like, they're not gonna miss deadlines, but their editing is maybe, like, not all the way. Like, which part like, what makes them like a b player? Yeah. So I think the best way to split it up is, like, a b player is somebody who has the aptitude to do the thing. Okay. So if they're a video editor or they're a thumbnail designer, they can edit and create great thumbnails. Mhmm. They can deliver it on time. It's to a high quality. Right? Becoming

00:38:13.370 --> 00:38:15.370
an a player is about your

00:38:15.610 --> 00:38:16.410
attitude.

00:38:16.570 --> 00:38:17.530
Like Communication.

00:38:17.930 --> 00:38:19.450
Not just communication,

00:38:19.450 --> 00:38:22.305
but, like, taking it upon yourself to

00:38:22.465 --> 00:38:23.585
solve problems,

00:38:23.745 --> 00:38:37.440
be proactive within our organization, and find out newer ways or better ways of doing things. Because, like, me as a manager, I'll be the first one to put my hand up and say that I don't know the best ways to do everything. Mhmm. But sometimes, it takes a conversation with somebody who is doing

00:38:37.760 --> 00:38:50.240
the day to day work and say, I think there's a better way of doing this. So you would, like, give the room for your editors to also, like, speak up and give their own thing and make changes and everything. Yeah. A 100%. Not only just to, like, find maybe operational bottlenecks, but, like,

00:38:51.095 --> 00:38:53.735
more importantly, to, like, develop a

00:38:54.135 --> 00:38:56.135
sense of, like, collaboration.

00:38:56.375 --> 00:38:59.015
Like, create I think our editors

00:38:59.175 --> 00:39:00.935
felt most fulfilled

00:39:00.935 --> 00:39:03.095
and would create the best work

00:39:03.415 --> 00:39:22.155
when everybody became involved. It wasn't just I'm reviewing the video and I'll give you the feedback. It was like, you know, our lead editor would make a review. Our, you know, our short form editor would make a review, or our vlog editor would say, have you looked at this? Have you looked at this? And, like, I would try and introduce, like,

00:39:22.315 --> 00:39:28.075
creative sessions where the editors would then sit together without me and basically, like, shoot the shit.

00:39:28.475 --> 00:39:33.275
And so That's interesting, actually. Yeah. That part is interesting. Yeah. I think it's really interesting how

00:39:33.840 --> 00:39:43.760
people don't realize the extent to which you have to humanize your content team. Yeah. And I think a lot of people just see them as like this cog and like I mean, you said it about yourself, is obviously not true.

00:39:44.160 --> 00:39:52.105
Now that we're actually talking, but like, they just put them in this box and it's like, yeah, just here's the drive and just figure it out, and they just treat them like,

00:39:52.425 --> 00:40:15.290
you know, like they're not Separate. Exactly a separate part of the business and it's like, it is the business. Yeah. And I think it's interesting that you were saying like, you put them together, you have them have creative sessions and like, I think a lot of people, and I think that they just don't humanize their content team enough. Yeah. You know? They don't realize these guys have opinions, they have a style they think that could be interesting, they have their shots. Like, I have, like, my team be like, oh, this shot could be interesting, and try to film it this way, and,

00:40:16.155 --> 00:40:23.755
film a Luma at same time when you're doing this and I just take all of it. It's it's bonus. But I think some people, they don't approach it that way. And I think it's really interesting how

00:40:23.995 --> 00:40:30.635
the way you built up the whole system is by taking these guys that people might see as an editor or just a thumbnail guy or just

00:40:31.670 --> 00:40:45.190
creative strategist and, like, essentially turn them into, like, leaders and their own, like, brains of their own business under you. For sure. And I think that's, like, really cool. Yeah. And I think for any business owner who is looking to

00:40:45.750 --> 00:40:46.470
start

00:40:46.665 --> 00:40:54.905
or at least, like, keep it going in the long form of the content game Mhmm. Like, you want to have a team that is along

00:40:55.065 --> 00:40:58.505
for the ride. Mhmm. Right? And I think, like you said, humanizing.

00:40:59.200 --> 00:41:01.520
I think that's what Iman did. Like,

00:41:02.000 --> 00:41:03.840
Iman would basically

00:41:04.640 --> 00:41:06.400
give me the space

00:41:06.560 --> 00:41:16.175
to grow this thing and to, like, learn all those lessons to build out this content team. And that just meant that what he taught me then permeated throughout the rest of the team.

00:41:16.495 --> 00:41:18.655
And so it's like that element

00:41:19.135 --> 00:41:26.095
came about because we understood that content is gonna be a big part of what we do Mhmm. In the long term version of the business.

00:41:26.810 --> 00:41:29.050
Obviously, when I first joined, it was not.

00:41:29.290 --> 00:42:05.170
So it was funny to kinda see that change. Like, Iman famously said that I was the least ROI positive team member of the company. This is back before we were really doubling down on you. I think he's made content about that once. Right? I think so. Or he's like, I tried to mention it. Well, I I think he's I think he said once, he saw it as, like, the least important thing, and then it became the most important thing in the whole business. Yeah. And I think now, business owners, like, this is the most important thing I need to get on this. And I think if you if you start out with the mindset of, like, I'm just gonna hire a team, I'm not really gonna, like, interact with them that much, or I'm not gonna try and, like, you know, pour into them as much as I need to and just pay them a per edit basis, like, you'll get

00:42:05.730 --> 00:42:16.185
results as a reflection of the amount of effort that you put in. So it's just it's just a matter of, like, making sure that you are pouring into the creative team, humanizing them, as you say. Yeah. And

00:42:17.065 --> 00:42:27.180
over time, you'll see that everybody gets, like, brought along on this journey and on this kind of, like, the overall vision for where you wanna go with the content. And then that

00:42:27.580 --> 00:42:29.500
just means that, like, eventually,

00:42:29.580 --> 00:42:40.135
the results will be a reflection of that. Yeah. You know what think I just thought about? I remember I think I was talking to a friend of mine. Someone was gonna do this interview. Yeah. And he was like, dude, you should ask him, like, what

00:42:40.375 --> 00:42:42.455
like, who created the emojis

00:42:42.455 --> 00:42:43.175
style?

00:42:43.895 --> 00:43:02.700
Right? Like, who like, where did that where did that even, like, come from? Is it natural? Like, where did that come from? The quickest way to, like, debunk it was like, didn't sit in a room and go, how do we create the email? Yeah. There's a lot of that. Right? Obviously. You know what I mean? Like yeah. Yeah. I would say that it probably came around. There was two editors that worked for us. Mhmm.

00:43:03.100 --> 00:43:05.740
A gentleman called Tom and another guy called Nikola. Okay.

00:43:06.635 --> 00:43:08.555
Tom was, like, our first

00:43:08.955 --> 00:43:12.875
editor hire where we were specifically screening for

00:43:13.115 --> 00:43:14.555
animation style

00:43:14.715 --> 00:43:15.435
editors.

00:43:15.995 --> 00:43:17.515
And he came in.

00:43:17.755 --> 00:43:41.745
It was around the time that we were launching Digital Renaissance, the event. Mhmm. He came in and just, like, took our production quality in terms of the, like, the the edits to a different level in terms of, like, the expectation of what people wanna see. Everything before that was, like, fucking plug ins and, like, know Yeah. Slideshows that we would just, like, animate onto the screen. Like, you know, not proud of it, man enough to say, oh, that shit. You know? Like

00:43:44.865 --> 00:43:46.465
Holy brain

00:43:46.465 --> 00:43:49.425
rock. That's yeah. Look. I'm tapped in. Tapped

00:43:50.940 --> 00:44:00.460
That's why I like, that was the reality. So we knew going into it, we want somebody that's gonna kinda, like, level things up. What made you guys wanna even do animations? We were just, like like,

00:44:01.180 --> 00:44:06.715
how can we make our videos better at the end of the day? We we were looking at the stuff that we were doing and we're, how can we

00:44:07.355 --> 00:44:17.515
it wasn't like we were looking at somebody and saying, this is fucking great. Like, we need to do something like this. It was just like, we need to be leveling up. What are the skill sets that we're lacking right now on the team? Mhmm.

00:44:17.675 --> 00:44:17.915
And

00:44:18.830 --> 00:44:28.990
whenever we did hiring, we were lucky to get, like, such an influx of candidates, like, thousands upon thousands of candidates. So it's like, if you just screen for, like, specific things,

00:44:29.230 --> 00:44:32.590
then people would come to us and be like, okay. I need a a very special, like,

00:44:33.305 --> 00:44:38.185
special effects editor. Okay. Yeah. And, like, with that, we would get a fucking mix. We get people who are like,

00:44:38.585 --> 00:44:57.690
you know, I can do all of these, like, blender animations that I've done for feature films. Mhmm. I'm like, oh, can you do, like, you know, infographic animations on YouTube videos? Like, yeah. But it's kinda, like, below my pay grade a little bit. Yeah. So we were lucky. We were we were lucky. And when we when we screened for it, we got a guy called Tom.

00:44:58.410 --> 00:44:59.290
And then

00:45:00.665 --> 00:45:01.465
Nikola

00:45:01.465 --> 00:45:03.225
is actually, like, quite a funny

00:45:03.465 --> 00:45:07.625
not funny, but it was, like, for me, it's something that I look back on. I'm I'm quite proud of that I did.

00:45:07.945 --> 00:45:17.020
It was we were looking for another editor. And at that time, the short form team had, you know, was, you know, probably, like, 50 plus people deep. So what's that? '23?

00:45:17.660 --> 00:45:28.860
End of twenty twenty two, beginning of twenty twenty three. Because I was post to Andrew Tate and then okay. Yeah. And, like, we had this team built out. Yeah. And it was, we can do another hiring round. I was, why don't we just, like,

00:45:29.765 --> 00:45:37.925
screen the short form team? Like, let's see if there's somebody there worth our time. Mhmm. And it was one challenge, and it wasn't like anything

00:45:38.405 --> 00:45:40.965
like, they had to edit YouTube videos specifically.

00:45:41.510 --> 00:45:47.110
But it was just like, keep doing what you're doing, but, like, I came into a meeting. I was like, guys, there's this position open.

00:45:47.590 --> 00:46:01.985
We want somebody who has experience in After Effects. We don't want you to edit YouTube video. I just want you to, like, fucking go crazy on your next short form video. Like, I want you to create something that is gonna be like, wow. Yeah. And Nicola created something, and it was a short form reel.

00:46:02.385 --> 00:46:09.620
And I was like, holy shit. This is great. Yeah. And so we very quickly took him, placed him into the long form team,

00:46:10.020 --> 00:46:13.220
and then he just ran with it. Like, he just kind of

00:46:14.180 --> 00:46:15.940
he just caught his stride.

00:46:16.100 --> 00:46:19.860
Long form videos was his format. Mhmm. And then he very quickly became

00:46:20.495 --> 00:46:23.615
our editor that we leaned on for everything,

00:46:23.935 --> 00:46:25.695
you know, prerecorded events,

00:46:25.855 --> 00:46:26.655
trailers,

00:46:26.655 --> 00:46:32.255
YouTube videos. Like, he was the guy that when we talk about b player versus a player,

00:46:32.415 --> 00:46:44.510
he had the aptitude so he could do the thing, but he had the attitude of, like, always trying to make the next video better. He's gonna clip this up so hard. That's fine. Like, I have so much respect it. I

00:46:45.150 --> 00:46:50.725
I'm not here to gatekeep, but I'm not here to like Honestly, like, we were talking. That's one thing I I think is

00:46:51.045 --> 00:47:02.645
is probably key to why you guys grew like that. Yeah. Is, like, your openness and the amount of, like, respect you gave them and the amount of, like, how seriously you took it. Yeah. But how you treated it is,

00:47:03.365 --> 00:47:10.870
like, I think obviously, Iman was a vision and like, he probably pushed a lot of stuff, but Yeah. I think that's like so important. And I think a lot of people don't

00:47:11.190 --> 00:47:55.015
like, you have to give them the chance. You know what I Like, you have to try something new and people nowadays, they don't wanna try anything new. Yeah. You know, they just want to get a portfolio, they wanna send a video out, and it's perfect. And I think it's interesting how like, you're actively looking, actively trying, actively testing, you know, trying new people out, getting all this volume out, and then per maybe a 100 people you speak to, you'd find the next person. Yeah. So it would look like, from the outside, it's like, oh, Emon keeps on doing these next big things and his content is always getting to next level, but behind it, it's like hundreds of people are getting screened, hundreds of people are getting tested and given chances and everything, and then boom, one person comes out. Yeah. But that's all because like And out of a place that you least expect. Right? Exactly. And I think it's all because you guys were, number one, willing to lose money, willing to test,

00:47:55.495 --> 00:48:10.870
but you also understood that, like, what you get today is never the end all be all Yeah. Of the product, and I think that's, like, really sick. I look at, you know, a client that I'm working with right now. You know, we're trying to build out the team. Mhmm. And the baseline of the team is everybody's on sort of some form of, like, incentivized pay.

00:48:11.555 --> 00:48:12.755
And for editors,

00:48:12.915 --> 00:48:26.755
you know, if you have somebody who's kind of, like, the editor that everybody leans on inside of an organization who's on, like, a baseline salary plus an incentive, if he's getting paid per video that he edits and I come in and tell him, we're hiring another editor, he goes, woah. Woah. Woah. Yeah.

00:48:27.290 --> 00:48:31.130
How is that gonna affect my baseline? Like, can be paid less?

00:48:31.290 --> 00:48:33.290
Yeah. And so I think that's where

00:48:33.610 --> 00:48:38.890
I think the beauty of, one, obviously, going back to, you know, full time versus freelance. But two,

00:48:39.610 --> 00:48:53.615
I would always go into like, the end goal was for me to not be editing anymore because, like, my skill set was not there. It was always just finding the next best editor to add to our add to our team add to our team. Who's the guy that can come in and kind of keep, like,

00:48:54.060 --> 00:49:02.380
changing things up or keep suggesting new things or, you know, being somebody that we need to kind of, like, fill a very specific role within the editing team?

00:49:02.860 --> 00:49:06.940
Would you say that it worked because you had good taste?

00:49:07.500 --> 00:49:08.620
Like, good enough taste?

00:49:09.165 --> 00:49:13.885
Yeah. Like, I I could just like, I can look at a portfolio of editors and know when somebody

00:49:14.045 --> 00:49:14.685
can

00:49:15.085 --> 00:49:15.885
edit

00:49:15.885 --> 00:49:20.525
to some form of, like, emotion. They can take a clip that has,

00:49:20.925 --> 00:49:21.245
you know,

00:49:22.830 --> 00:49:27.790
no perceived value and then turn it into something that is, like, fun to watch or has entertainment value.

00:49:28.270 --> 00:49:46.665
And I can kind I can pretty much tell when an editor has, like, you know, the basics in After Effects. Mhmm. But it's like, okay. They have the basics, but then do they have the attention to detail? So it's like, you look at it on this top level of, like, they can do animations, but then the bottom level is, like, what are the small things that they do to make sure that their output is perfect?

00:49:46.905 --> 00:49:48.105
Okay. And

00:49:48.585 --> 00:50:02.280
I think now I wanna get into, like, a bit of the juicy stuff, which is what makes someone a really good head of content? This one is it's an interesting one because I think there is such a problem in this space right now of, like, business owners looking for head of contents. Right? Mhmm.

00:50:03.400 --> 00:50:07.395
And we were talking before this. It's like, you know, I have a client right now who

00:50:07.795 --> 00:50:10.195
wants me to mentor his

00:50:10.355 --> 00:50:13.395
creative director or his head of content, whatever you wanna call it.

00:50:13.875 --> 00:50:14.515
And

00:50:14.755 --> 00:50:22.550
I came into it with my understanding that, you know, a head of content should have a balance between a creative mindset and an operational mindset.

00:50:23.590 --> 00:50:26.470
And he wants this person to just focus on the creative.

00:50:26.950 --> 00:50:30.790
And I think that's fine, but I do think that at a certain point,

00:50:31.845 --> 00:50:33.525
when you're wanting to scale

00:50:33.605 --> 00:50:34.645
an operation,

00:50:34.645 --> 00:50:50.950
you need somebody that is going to take ownership and responsibility of, like, the operational side of things. But they have to have taste. The yeah. Right? For sure. Yeah. But, like, the space is so flooded now with incredibly talented people. Mhmm. That it's quite easy to to, like, decipher good good content versus not. Right?

00:50:51.990 --> 00:50:55.430
But, like, if we're really boiling it down to, like, the key elements

00:50:55.670 --> 00:51:05.255
that I would say that make up a good head of content is somebody who is creative, yes, but not that psycho creative Yeah. We spoke about it. Yeah. But is that person who has a balance

00:51:05.415 --> 00:51:06.695
between creativity

00:51:06.855 --> 00:51:09.015
Mhmm. But also operations.

00:51:09.015 --> 00:51:11.575
Like, has the ability to see something,

00:51:11.895 --> 00:51:12.455
notice

00:51:12.730 --> 00:51:13.850
inefficiencies,

00:51:14.330 --> 00:51:19.930
and be able to kind of create a system that solves that. So okay. Now, like, speaking of operations,

00:51:20.170 --> 00:51:20.810
what

00:51:21.370 --> 00:51:27.770
does an operation, like, look like for, like, a really good, like, content team? Say say for someone who's watching. Right? Like,

00:51:28.275 --> 00:51:39.235
I wouldn't say someone, like, completely brand new to content, but they're someone making content Yeah. Which is most people that you work with up until now. It's like someone that's like, they're doing okay Yeah. But they're not doing crazy. Yeah. So from your perspective,

00:51:39.555 --> 00:51:51.290
what's the diff like, what does that team look like? So the different layers or just like the team members involved? Well, if I'm watching, I'm probably thinking like, okay, like, I'm gonna try to get a video out every single week.

00:51:51.610 --> 00:51:52.090
Yeah.

00:51:52.730 --> 00:52:11.060
So that's like this is what people are thinking. Right? It's like, have like hell of thumbnails I have to film. Yeah. And then I have this YouTube video that I film, and then I don't even know I'm gonna get the YouTube video out. Yeah. And then frame is the IO is being sent every in every single group chat, I can't keep up with that. Then it's like, okay. We wanna clip this video up. So the video now is now is getting clipped,

00:52:11.220 --> 00:52:25.935
but then it's like, how does that process even work? Then it's like, the clips are getting out, and then I have to tell the next YouTube video, and then it's like, oh, I also have to do a student interview that might go on this other channel. And then it's like, oh, about to run a story sequence and we need to have this creative thing done. And then, oh, wait. I'm also gonna run ads. Right? So it's like,

00:52:26.735 --> 00:52:32.255
anyone who's watching is like like That's a lot. You know, like, they just watch Iman, Charlie, and these guys and it's like,

00:52:32.930 --> 00:52:47.995
how do they get all that volume out? So for me, it's like, what does that machine look like? Yeah. So the best way to, like, split it up is you have three levels. You have your c suite. You can have the people at the very top of the organization. Mhmm. Then you have your managers, and you have your makers. Mhmm.

00:52:48.555 --> 00:52:54.555
Managers are people who have their foot in the making. So it's a video editor who has

00:52:55.435 --> 00:52:59.915
leadership abilities Mhmm. Or thumbnail designer who has leadership abilities.

00:52:59.995 --> 00:53:07.410
And then at the maker level, you just have the people doing the thing. You have the video editors, you have the short form editors, you have the the thumbnail designers. Okay.

00:53:07.810 --> 00:53:09.730
What you want is

00:53:10.050 --> 00:53:14.210
clear distinctions between those levels. So the c suite managers,

00:53:14.210 --> 00:53:17.010
makers Mhmm. You have one person assigned to each

00:53:17.415 --> 00:53:19.255
discipline, whether it's video,

00:53:19.415 --> 00:53:21.575
whether it's short form, whether it's thumbnails.

00:53:21.815 --> 00:53:55.875
That's what how operation works. So a manager per section? A manager per, like Right. Department. And some people try to get one guy to just Yeah. Like, if you are if you are a business owner and you're like, I only have one thumbnail guy, I have one video editor, and I have a short form. You can have one guy manager. Yeah. Those guys can be the owners. They can be the managers. They don't have to be at the maker level because, like, they can just take on the responsibilities I see. Of the manager level. You don't need to hire somebody specific for those roles. Yeah. If you have a couple of people already in the organization, say you have, like, two or three editors, you have two, like, two thumbnail designers, and you have, like, two short form editors. Okay.

00:53:56.195 --> 00:54:02.400
If you're a business owner, you generally know what kind of, like, good leadership traits look like. So you can probably identify somebody

00:54:02.560 --> 00:54:05.280
who is willing to take on more responsibility

00:54:05.520 --> 00:54:15.695
Mhmm. And has the aptitude to be able to do it and be able to, you know, meet your expectations of the additional responsibilities you wanna give them. So just sit down, have a conversation with them, and delegate tasks to them. Okay.

00:54:16.015 --> 00:54:16.655
And

00:54:16.895 --> 00:54:40.710
once you have those kind of clear lines in the sound of, like, manager and maker, then it means that the makers are left to do the thing. Okay. And the managers are the ones who are connecting the dots. Right? So it's like, I'm being told that there's a YouTube video being filmed. Okay. The manager for the long form knows about it. Mhmm. Once the manager of the long form has cut down the video or the makers cut down the editors cut down the video,

00:54:41.765 --> 00:54:49.925
he knows to inform whoever's in charge of the short form department. So then they that footage gets sent to the short form department. The short form department start clipping up the footage.

00:54:50.325 --> 00:55:05.260
Same thing goes once the video is edited on the long form. Okay. It goes to the thumbnail team. Yeah. And it's like, it went from me being the guy connecting all of the dots before I had that management team. Mhmm. You take that management team away, head of content is responsible for delegating and connecting everything.

00:55:05.980 --> 00:55:16.775
If you have that management level and everybody knows what is required of them, like, once there is an action, so a new video being filmed Mhmm. What are the sort of subtasks that permeate off of that task?

00:55:17.015 --> 00:55:31.860
So it's, okay, video is being filmed. It needs to be edited. It needs to get a thumbnail needs to be made. Mhmm. Okay. It needs to be sent to the short form team. Okay. Ads have come in. How do we manage which editor is working on what so we can get the ads out quicker Mhmm. And make sure that the YouTube video doesn't get affected.

00:55:32.020 --> 00:55:34.580
And so it's like that management level was really like

00:55:35.035 --> 00:55:42.395
a breakthrough for me where I went from doing so much of, like, the admin or, like, the connecting of the dots within the department.

00:55:42.635 --> 00:56:08.555
And all it took was for me to have that management level and for me to sit down with them three times a week. Yeah. And whenever there was a question of, like, I need this, I'm like, go talk to this person. And if you need it again, talk to them again. And it's like, after that, like, everybody knew in that management level Who to speak to? Who to speak to. That sucks. So it was never hatred saying we're waiting on this. If it was, like, for example, like, the only thing where I would necessarily, like, have to get involved was it was, like,

00:56:09.355 --> 00:56:14.155
short form guys were waiting on Iman to shoot podcast clips with Alex.

00:56:14.555 --> 00:56:19.195
And, like, our head of short form has messaged Iman multiple times,

00:56:19.595 --> 00:56:25.890
and he hasn't got back to him. I know I have a meeting scheduled with Iman later that day. So I'm like, Iman, get back to Hassan.

00:56:25.970 --> 00:56:27.090
Like, he needs

00:56:27.810 --> 00:56:38.875
he needs the podcast clips Yeah. For the short form. We're short on content. Alright. So it's like, was able to, like, get answers quicker just by my proximity to maybe the key decision makers within the organization.

00:56:39.035 --> 00:56:40.555
But that management level,

00:56:41.275 --> 00:56:45.755
if you are delegating tasks and you're delegating the responsibilities according to the departments Mhmm.

00:56:46.600 --> 00:56:53.160
The amount of shit you can take off of your plate as a head of content is pretty incredible. And what that freed me up to do was just

00:56:53.560 --> 00:56:54.440
monitor

00:56:54.520 --> 00:57:18.120
the teams, monitor the interpersonal relationships within the teams, make sure everyone's happy, make sure everyone's getting paid enough. Yeah. And then also work on the projects like the events, work on the projects like Which we're gonna get to. Yeah. We'll sure we'll get we'll unpack that. Everyone still cares about that. Yeah. And, like, just make sure that the team is progressing and, like, freed me up to do the higher ROI things Yeah. In the business. But before we go into the events Yeah.

00:57:19.720 --> 00:57:37.775
So obviously, now, everyone's talking about, like, creative director and everything. It's so funny because no one talks about a head of content. Mhmm. Right? Like, when people when tell people, like, oh, like, was Tristan like his creative director? I'm like, no, that's probably the creative stuff, it was more so Alex. And then people are like, how does that make sense? And then I'm like, is this like structure

00:57:37.855 --> 00:57:38.735
behind the

00:57:39.455 --> 00:57:50.740
the madness? And is it the madness? Know? A 100%. Yeah. What's the like for someone watching right now, everyone is always putting job posts, know. And Hassan's behind the camera smiling because he spoke about this the other day. But like,

00:57:51.220 --> 00:58:01.445
everyone is looking for like a creative director, which is basically which basically means like, give me this one person and they will just figure everything out. Yeah. Yeah. What's the actual difference between a creative director

00:58:01.685 --> 00:58:10.085
and a head of content? I mean, you answered it. Like, it's it's the craziness and the chaos of a creative director having all of these incredible ideas

00:58:10.325 --> 00:58:21.660
and, like, taking the content and maybe taking it down a road that is different to what is on the sort of current content plan. Mhmm. And a head of content is somebody who is coming in, maybe has

00:58:22.060 --> 00:58:25.340
half of the creativity of that creative director Mhmm. But

00:58:25.725 --> 00:58:39.485
is so operationally minded that knows how to build out all of the systems and build the foundation within a team. That means that once the content starts taking off and the business owner wants to then scale their output, everything is there,

00:58:39.725 --> 00:58:39.965
like,

00:58:40.590 --> 00:58:42.030
already built out.

00:58:42.350 --> 00:58:42.990
And so

00:58:43.310 --> 00:58:46.750
a head of content can be equally as creative, but I think creative directors,

00:58:47.230 --> 00:58:48.110
I would say,

00:58:48.670 --> 00:58:58.675
are so hyper fixated on the creative. So hyper like, they're so tapped into the culture. They're so tapped into niches and the types of content that are being filmed that they can easily identify,

00:58:58.835 --> 00:59:11.140
this is a great video. This is a great format. We need to take it to this niche. A head of content is somebody that can do that. Mhmm. But, you know, 50% of the time is also split up by looking at how teams are structured, how teams are paid,

00:59:11.380 --> 00:59:16.180
like, what do like, what are the workflows between, you know, managers and makers

00:59:16.340 --> 00:59:22.180
and building out that structure so that one when the business owner wakes up one day and he goes, I wanna post fucking

00:59:22.545 --> 00:59:23.745
five times a day

00:59:24.305 --> 00:59:46.500
with that team, it's like that head of content goes, you're not gonna be able to do that with the team that you currently have. You need to build out you need to have these people come in. These are the people that are gonna be responsible for Yes. You're not gonna have like, you, the business owner, are not gonna have to hire these people because the manager in the short form team is trained up, knows how to interview people, knows how to screen and and find good candidates. That's so interesting. And then it's like everywhere

00:59:47.060 --> 00:59:53.525
that like, I did I never had to onboard Yeah. Any team members. Like, as soon as the decision was made,

00:59:53.845 --> 01:00:02.485
the manager of the team or the department would know who to then speak to so then get this person onboarded, get their email set up, get the matter to everything. It's like, that level of delegation

01:00:02.645 --> 01:00:15.890
is not laziness. It's just complete efficiency. Wow. Because it just means that I don't have to sit there and fucking add this person to Slack or Mhmm. Add the like, create this person's email. It's like everybody had kind of their roster of responsibilities.

01:00:15.890 --> 01:00:25.065
Mhmm. And if it if it meant that they had to then go notify somebody else, they would know what to do. Okay. And so having a head of content means that systems like that get built out. Mhmm. I would say that

01:00:25.625 --> 01:00:27.145
creative directors are,

01:00:27.465 --> 01:00:35.820
like we said, so hyper fixated on the content side of things and, like, the creative side of things that they can take your content to a next level.

01:00:36.060 --> 01:00:40.540
A head of content can take your content to the next level, but at a slower pace. Mhmm.

01:00:40.860 --> 01:00:46.140
But the systems that they build out will create a content engine or content machine

01:00:46.460 --> 01:00:50.765
that has the ability to scale Mhmm. And has the structure where

01:00:51.405 --> 01:00:55.805
the business owner or the head of content can kind of take a step out of the the operations

01:00:55.805 --> 01:00:59.805
and just focus on their highest ROI things. Okay. Interesting. And

01:01:00.525 --> 01:01:14.600
when it comes to, like, YouTube, you guys are obviously really known for that. Yeah. I know we spoke the other day, and you were really big on, like, you know, I did my stuff. We did our things, but there was also drawing up narratives Yeah. Which you mentioned, like, Iman and Luis also had a lot to do with.

01:01:16.035 --> 01:01:21.555
Mhmm. I think that's a component that even the first time you mentioned it to me, was like, it's more interesting than what I thought because people

01:01:21.795 --> 01:01:30.675
would assume that it's like, okay. Oh, so it was like, you know, just Tristan and Alex, you know? But then it's like, there's another part to the puzzle. And so what did that look like

01:01:31.310 --> 01:01:49.645
between, you know, someone like Luis who is like, if I if I hear right, like, he's, like, kinda drawing the narrative of, like So he was our CMO. So he was the driving factor behind all of our launches. Okay. Sense of, like, he was the one crafting together all of, like, the concept with Iman. Okay. He would just go away and script

01:01:49.805 --> 01:01:59.325
all of the VSLs. He would script all of the event videos, whether they were prerecorded or the live webinars. Mhmm. And he's spending weeks and weeks and weeks just creating these

01:01:59.960 --> 01:02:01.880
pieces of copy that are, like,

01:02:02.280 --> 01:02:05.000
perfect. Right? Yeah. And so he

01:02:05.560 --> 01:02:29.820
at certain times, like, when we're doing the prerecorded stuff, you know, the things where it's like, you know, whale season, digital renaissance, time's up, all those things that we're pretty well known for. Like, they would come up with the the marketing team would come up with the overall narrative and kind of, like, the time period or the, I guess, the the angle which we're approaching this event. And then it would be up to me, Alex, and Iman

01:02:29.980 --> 01:02:31.980
to curate visuals,

01:02:31.980 --> 01:02:33.500
to curate a narrative

01:02:33.820 --> 01:02:34.540
that

01:02:34.780 --> 01:02:36.060
basically accompanies

01:02:36.140 --> 01:02:36.780
and

01:02:39.215 --> 01:02:40.175
emphasizes

01:02:40.175 --> 01:02:43.535
all the points that we're trying to make. It kind of brings it it all together.

01:02:43.775 --> 01:02:44.815
And so Luis

01:02:45.055 --> 01:03:12.215
like like I said, I was just cog in a in a much bigger machine. Like, I will be the one to sit here and say that I took no credit for any of the events. Like, Luis is the mastermind behind that a 100%, and him and Iman worked so closely during these speeches. I can I imagine? Yeah. And it's, like, crazy. Like, Luis would spend weeks and weeks and weeks working on these these scripts. Yeah. And then we would go into, like, a period like, if we're talking the prerecorded stuff Yeah. We will go into a period of, like, maybe two weeks

01:03:12.295 --> 01:03:20.455
where we're filming or maybe, like, ten days where we sit down and we film everything, the first episode, the second episode, the trailers, all of it in, like, that time period.

01:03:20.855 --> 01:03:28.760
And during that, Alex and I are sitting down with other people that we bring in, like, Kriya Tyler. I'm sure maybe you know him, maybe you don't.

01:03:30.200 --> 01:03:32.280
He came in and, like, helped us

01:03:33.400 --> 01:03:39.385
curate the narrative as well, create the treatments. He was very much the director. We were probably more on the producing side.

01:03:39.945 --> 01:03:41.945
And so Luis creates

01:03:42.105 --> 01:03:53.250
the sort of script he creates the overall angle and the overall kind of message. Mhmm. And then we're tasked with creating it and turning it into a vision. Okay. And for the webinars, it's a bit different. It's

01:03:53.570 --> 01:03:55.250
the scripts are done by Luis,

01:03:55.490 --> 01:04:01.730
again. Yeah. And So it's like Luis and Aman kinda figuring out the messaging, the narrative, what they agree on, first draft.

01:04:02.405 --> 01:04:11.125
Then it's like, you guys get the thing. It's like, okay. Now we need to pick, like, the venue of where it's gonna be. Like, who who picks actually? Like, I'm actually I think everyone's curious, like, who picks

01:04:11.445 --> 01:04:14.725
where the events, like, happen? Because they're always at, like, different locations.

01:04:14.885 --> 01:04:16.165
So I think it

01:04:16.830 --> 01:04:28.030
really comes down to Anand's opinion. Okay. Yeah. Anand was go like, we we we filmed one in, a studio on a stage for 8 figure personal brand launch Yep. Which was remember. More of the higher ticket offer.

01:04:28.845 --> 01:04:39.085
And that was, like, we needed to film feel like a sort of in person seminar or in person summit, you know, kind of like one of the big ones that, you know, the Tony Robbins do, the do.

01:04:39.805 --> 01:04:44.050
And so it's like, okay. We'll find a stage. So I have to have to find a sound stage that had a

01:04:44.770 --> 01:04:48.370
some form of, like, LED screen, had the ability to do live streaming,

01:04:48.530 --> 01:04:52.370
figure out what exactly were their capabilities or bandwidth for Internet,

01:04:52.530 --> 01:04:55.410
and then figure out how we're gonna set up all of the cameras.

01:04:56.205 --> 01:04:56.765
And

01:04:57.005 --> 01:05:03.805
it would just be a lot of back and forth meetings, me, Alex, with that company, with that production company in the the venue.

01:05:04.285 --> 01:05:07.485
And then the times where it's, like, it's in Iman's house.

01:05:07.805 --> 01:05:11.470
Like, we would do that just based off of, like, one convenience,

01:05:11.550 --> 01:05:19.230
but two, we knew that, like, we were gonna be starting these livestreams at 09:00 at night. These could go on until, like, one, two, 03:00 in the morning.

01:05:19.550 --> 01:05:21.630
It's free to shoot at Iman's Yeah. House

01:05:22.190 --> 01:05:26.915
versus shooting in a studio, there's cost. And not that that that's, like, the main reason,

01:05:27.315 --> 01:05:29.475
but we did feel that, like, the experience

01:05:29.795 --> 01:05:35.555
wasn't elevated from being on a stage and having multiple cameras. It was, I think people just wanna learn

01:05:35.955 --> 01:06:08.455
from Iman as if they're sat down in in an office with him. So if someone's, like, watching and thinking, oh, we need to do this crazy thing, it's like, it doesn't really matter. It's it's It doesn't really matter. Yeah. It's just a feeling, like Yeah. For us, we knew that we wanted to kind of control the variables. We knew these things were gonna run on. We don't wanna feel any sort of pressure to stop it because there is a hard cutoff time from the studio. Mhmm. We knew that we could build an environment where it was very, you know, comfortable and the Wi Fi connection was incredible, and we would have what this the exact same setup. Mhmm. And it would you know, the streams would go off without a hitch.

01:06:09.220 --> 01:06:09.780
And

01:06:10.580 --> 01:06:14.820
when we approached it like that, it was like, okay. Great. We just like, the most we're gonna do is probably, like,

01:06:15.300 --> 01:06:18.260
improve the backgrounds or shoot them in different places in the house.

01:06:18.820 --> 01:06:21.300
And at that point, like, it's just logistics,

01:06:21.300 --> 01:06:31.425
figuring out, okay. If we're gonna shoot in the living room, how do we get a wired Internet connection into the computer that is running the livestream in the living room versus the office? Mhmm. But that's just

01:06:31.745 --> 01:06:38.225
Pretty straightforward. Yeah. Just hire a WiFi specialist. Yeah. And they they come out and they fucking fix it in an afternoon. Yeah.

01:06:39.370 --> 01:06:40.010
But

01:06:40.170 --> 01:06:41.850
kind of like the other studios

01:06:42.170 --> 01:06:42.970
were

01:06:43.290 --> 01:06:49.610
just dependent on where Iman was. Right? We had another launch that we did, and we had to shoot it in a studio in London.

01:06:49.930 --> 01:06:58.695
And a lot of these places are pretty well suited to live streaming now. And so it's just finding one that fits within the budget that is has a decent

01:06:59.415 --> 01:07:01.175
travel time to get to

01:07:01.495 --> 01:07:07.815
and basically just meets our expectations. And so in that scenario, we would say, okay. We have a three day live event.

01:07:08.450 --> 01:07:13.410
We would book four days. And that day before is just a day testing Mhmm. Myself

01:07:13.410 --> 01:07:25.255
and the team that's running the studio. So we have everything set up so that the day that we do the launch, Iman just walks in, everything's set up, maybe he runs a test for about thirty minutes Mhmm. And everything's good to go. Because Iman hates

01:07:25.575 --> 01:07:26.455
to sit

01:07:26.775 --> 01:07:47.310
and just wait for shit to happen. He's like, I wanna sit down, and I wanna record, and then I wanna go do something else. It's like he can't, like, he can't just sit here and not do something. Yeah. So if he's waiting around, he'll be on his phone and be texting. So we we knew that his time was precious. Yeah. So we we knew going into all of these shoots that we would have to, like, optimize or at least go into it where everything is planned out, everything is set and ready to go.

01:07:48.350 --> 01:07:49.070
So it

01:07:49.550 --> 01:07:52.990
just varied based off of what was the event type

01:07:53.325 --> 01:07:58.605
and then where exactly was Iman in the world. Okay. That's so interesting. Yeah. Okay.

01:07:59.885 --> 01:08:04.365
Well, I guess now we get to the juicy part. Okay. Right? Yeah.

01:08:05.405 --> 01:08:07.645
Obviously, the main question everyone's gonna have is, you know,

01:08:08.520 --> 01:08:10.120
did you did you leave?

01:08:10.440 --> 01:08:13.800
Was it a split? Mhmm. Did you put out a video

01:08:14.120 --> 01:08:17.720
that was, like, bad? Yeah. Obviously, you didn't. Like,

01:08:18.120 --> 01:08:29.295
people are gonna have all sorts of ideas. What's the gossip? Right? Yeah. Exactly. Because, I mean, nowadays, right, if someone's leaving, it's like, you know, who who just leaves because they want to? But I guess in your case, I mean, I know now it's pretty different.

01:08:30.415 --> 01:08:33.775
What, like, you know, what made you wanna switch? Like, I guess, how how what was the situation?

01:08:34.895 --> 01:08:35.455
So

01:08:36.895 --> 01:08:40.095
the funny thing is is, like, everybody that I speak to

01:08:40.280 --> 01:08:42.040
that knows myself or Iman

01:08:42.120 --> 01:08:43.400
is like, what happened?

01:08:44.520 --> 01:08:46.280
Is everything okay? Yeah.

01:08:46.840 --> 01:08:53.960
I'm like like, they want more gossip than I can give them because it it like, honestly, it couldn't have

01:08:54.435 --> 01:09:00.274
happened in a more amicable way. Yeah. I think if we look back at it, like,

01:09:00.835 --> 01:09:05.635
when I joined Iman, I was doing agency navigator. Like, I bought this program.

01:09:05.875 --> 01:09:14.290
And I think, like, we were talking about when you hire people, if somebody has, like, an inkling to become an entrepreneur, you take note of that because at some point, they may wanna leave.

01:09:14.930 --> 01:09:26.435
I knew that at some point, was gonna wanna do something for myself. Mhmm. But I think I put it off so many years because I was along on the journey. I knew what we were building, and I thought it was so impactful.

01:09:26.515 --> 01:09:30.195
Mhmm. And not that any of that changed, but I think I just saw an opportunity

01:09:30.435 --> 01:09:35.300
Mhmm. To step away and Yeah. And do it, having built such a reputation

01:09:35.540 --> 01:09:38.100
by working with Yeah. The man himself.

01:09:38.740 --> 01:09:48.260
And I think Iman being so clued in and him and I having such a close relationship over the years, he also knew. Yeah. Yeah. So it wasn't like a massive shock to him. I mean, the one thing I'll say is, like,

01:09:49.255 --> 01:10:08.640
you also like, mean, the way you explained it to me is you built such good systems that it's like Yeah. Yeah. It just became uninteresting at that point. I I don't think maybe not uninteresting, but it's like you kinda did what you had to do Yeah. And you built the system for the machine to run For sure. Without you. And so it's like, what's next? Yeah. You know? That's what it sounded like for me, which is like, that's probably the best compliment

01:10:08.880 --> 01:10:25.675
Yeah. You could get to A 100%. I did what I had to do and, like, you know, I delivered, which I think Yeah. At the end, yes, you guys it was a working relationship, but it's like, you know, he came in, he gave you a chance, and you literally came and, like, transformed it, and you did what you had to do, and it's, like, next chapter kind of. Right? For sure. I think the

01:10:25.995 --> 01:10:32.630
the kind of, like, defining moment was, I think, it was sort of towards the end of last year, I had to go away for, like, a friend's wedding.

01:10:33.430 --> 01:10:36.150
And it was, like, in the run up period Yeah. For an event.

01:10:36.630 --> 01:10:48.455
And usually, I go off on these trips, and it's like, you know, you get one or two days, and then messages are flying in. Hey. We need you to do this, or hey. What where is this? Blah blah blah. And on on these, like, four days, I didn't get a single message.

01:10:48.855 --> 01:10:50.855
I was like, shit. Okay. Like,

01:10:51.575 --> 01:10:56.775
mhmm. Yeah. In my mind, I'm like, fuck. Maybe something really bad has happened that somebody hasn't told me or

01:10:57.255 --> 01:11:06.550
everything's going fine. Yeah. And obviously, everything was going fine. And I think, like like you said, yeah, I had almost served my purpose. Mhmm. Like, the teams had gotten so good

01:11:06.870 --> 01:11:07.590
that

01:11:08.070 --> 01:11:09.830
I didn't need to

01:11:10.550 --> 01:11:11.430
oversee

01:11:11.430 --> 01:11:19.495
nearly as much as I thought I would need to. Mhmm. And so to your point, I don't think the work ever got boring Yeah. Because there was always something to be Always happening.

01:11:19.735 --> 01:11:25.575
Yeah. Yeah. The pace in which we would do things was just remarkable. Mhmm. But I think it was, like, for me, it was the

01:11:27.690 --> 01:11:36.410
it was the sign that it might be the right time to go do something else. It's not like I'm leaving them in a worse off position. Mhmm. I'm leaving them where

01:11:36.570 --> 01:11:37.850
everything is working.

01:11:38.410 --> 01:11:53.235
And so why not take the opportunity now to go see what it's like doing something for myself? Mhmm. And, yeah, I was so worried about it, having been the second longest standing team member at the company. Mhmm. But Iman,

01:11:53.570 --> 01:12:02.770
yeah, couldn't have been more gracious about it and, like, left on such good terms that we're still very good friends today. And I think there were so many people that I saw leave the company where,

01:12:03.010 --> 01:12:05.570
you know, it was just, like, complete

01:12:06.075 --> 01:12:08.955
communication cut off because they left on bad terms. Mhmm.

01:12:09.195 --> 01:12:15.515
But in this regard, it was, like, my mission was to not do that and make sure that I stay close with all of those guys because,

01:12:15.755 --> 01:12:27.640
you know, I wasn't I'm not the personnel the personality that I am today or have the experience that I am today without that opportunity. Yeah. So I can't negate that. And all the people that I worked with over the years was, like, incredible.

01:12:27.720 --> 01:12:42.715
So it's just I think everybody goes through chapters of their life where it's like, this is what I need to be focusing on. And Yeah. That chapter ended, and I was ready to to move on to the next. I I think everyone's wondering now, like, you know, it's like, what are you up to? Like, what's what's the

01:12:43.355 --> 01:12:45.275
Yeah. You know, what what like, what is your up to today?

01:12:46.430 --> 01:12:50.830
What's the move right now? What do you I I think the main thing I would ask you is, like,

01:12:51.310 --> 01:12:54.350
when did you get that, like, feeling of, like,

01:12:55.230 --> 01:13:00.775
I could maybe help other people with something? What was that something? Where did you get that itch? For

01:13:00.775 --> 01:13:02.774
me, it was just always wanting

01:13:03.095 --> 01:13:15.959
if I'd like, looking back at it, wanting to join and work with Iman, I was like, I'm gonna work with this guy for a year. Mhmm. Learn all of his kind of, like, behind the fucking curtain secrets. Yeah. And then just go off and do that. Like, I was so naive.

01:13:17.160 --> 01:13:28.760
But I felt that I had learned so much over these last five years. Mhmm. One, as, like, a person with a skill set, but two, also as somebody that is more business minded than I was five years ago.

01:13:29.455 --> 01:13:30.335
And so

01:13:30.735 --> 01:13:42.735
I felt like I had really learned a lot from Iman of what what it takes to run a business. I'm still learning those lessons because he was keeping a lot of them secret in terms of, like, the real shit. It was more about just kind of seeing what

01:13:43.850 --> 01:13:46.890
how I could turn what I learned with Iman into

01:13:47.050 --> 01:13:53.370
a service or skill set. Yeah. And for me, it's like, it's changing every day. You know, we spoke about it

01:13:54.330 --> 01:14:07.825
very soon after I left, and it was sort of one idea. Now very much it's sort of shifting to another thing of, like, how I'm best positioned to help business owners. Mhmm. And I think for me, I had originally gone into it saying that it's creative oversight and, you know, watching

01:14:09.110 --> 01:14:10.149
and seeing

01:14:10.630 --> 01:14:23.445
the creative process or content system within a business owner's operations of, like, ideation through to the delivery, through to the packaging, all of that. And it's, like, covering all of that. And it is that. Mhmm. What I'm finding is is

01:14:23.685 --> 01:14:24.645
yielding

01:14:24.805 --> 01:14:31.445
the best results or is is kinda like building the best foundations for business owners is all of, like, the system side.

01:14:31.685 --> 01:14:44.640
Like, really looking at a business owner's operations and saying that you're losing time here or this is just fucking inefficiency. Like, you shouldn't be focusing on that. You're pouring too much time and energy into the wrong thing. Mhmm. Focus it here.

01:14:44.960 --> 01:14:53.825
And so that's, I think, is kind of the new or not new direction. Would say it's just it's the direction that I'm learning that business owners find the most valuable. Mhmm. Because

01:14:54.145 --> 01:15:03.745
the problem, like we spoke about, is business owners want somebody to come in and solve all their fucking problems. Yeah. Which is not how it works. Yeah. And so for me, it's like

01:15:04.065 --> 01:15:05.345
finding what I'm good at,

01:15:06.220 --> 01:15:17.500
doing that, and then having the conviction to then be able to do that for other people. Mhmm. And right now, that's kinda where I'm at is having left is very much finding my footing Mhmm. Of how I can best help business owners.

01:15:17.660 --> 01:15:27.735
And once I've done that, then I know exactly with conviction what exactly is the biggest ROI for business owners, and then just replicating that. Yeah. And then in, like, in today's world, what do you think is,

01:15:28.455 --> 01:15:38.150
like, the main place someone to start? Is it YouTube? Is it Instagram? Like, what what do you feel like is the biggest lever that someone can pull to really, like, focus on? I think

01:15:39.110 --> 01:15:41.350
the best way to look at it is that

01:15:41.990 --> 01:15:42.870
short form

01:15:43.350 --> 01:15:47.030
is a platform or Instagram. You know, anything that is,

01:15:47.590 --> 01:15:49.430
you know, short form TikTok, Instagram Reels.

01:15:50.085 --> 01:15:52.565
Those things are great for

01:15:53.045 --> 01:15:55.925
developing a personal brand that is

01:15:56.725 --> 01:16:02.885
maybe here one day and gone the next. Mhmm. Right? You can it's all about volume. Mhmm. And it's all about

01:16:03.365 --> 01:16:07.290
what staying up to date and people seeing the next new thing from you.

01:16:07.610 --> 01:16:11.050
I think YouTube is an asset that can long

01:16:11.530 --> 01:16:18.490
live after you stop posting. It's like, you know, you look at what Iman's done and documented his journey, and that that has formed

01:16:18.970 --> 01:16:23.175
the foundation for everything that we talk about in terms of, like,

01:16:23.495 --> 01:16:37.590
I was doing this, then I did this, then I did this. You can see my journey, and you can see how I changed as an individual on my channel. Mhmm. And not just, like, from the documenting side of things, but, like, actually delivering value to people who

01:16:37.910 --> 01:16:39.510
then become

01:16:39.670 --> 01:16:42.470
indoctrinated into you, the personality,

01:16:42.870 --> 01:16:53.615
and, like, basically following you because they really like what you can provide them in terms of value, but also you as personality. And so YouTube is something that is just going to be your legacy,

01:16:54.015 --> 01:16:56.255
whereas short form is something that is maybe,

01:16:57.055 --> 01:17:10.330
you know, is always gonna be, like, focusing on the next hot trend or or, like That's interesting. Stay on top of the versus, like, new trends. Yeah. And I think if you look at it that way, then it's like you know what you're putting into it. You know, like, Sam Gaudet

01:17:10.410 --> 01:17:15.130
spoke about, you know, Dan talking to him and saying, like, I'm just gonna do

01:17:15.690 --> 01:17:18.250
go crazy with content for the next ten years.

01:17:19.025 --> 01:17:23.425
And if nothing comes from it, then great. But we are doing it for the next ten years.

01:17:23.825 --> 01:17:46.395
And I think business owners now are like, I need to go in short form, and, like, I need to get hundreds of thousands of views and generate leads. It's like, generally, it's it's a sick and cruel world in the sense that people who go into it with that mindset generally don't see the success. It's the people who go into it and go, I just wanna see what happens. Yeah. Those are the people that actually catch on, like, can really develop audiences, and that that's not something that you can kind of, like, teach per se, but it's a it's

01:17:46.955 --> 01:17:54.874
a mindset. Exactly. So it's always like, for me, I think YouTube is is the biggest because you can always pull back on you can always, like,

01:17:55.355 --> 01:18:10.110
focus and double down on short form Mhmm. At any time. Right? But YouTube is something that you'd be really proud of in ten years' time if you started making videos to be able to look back and see how far you've come in terms of skill set of filming yourself on video Yeah.

01:18:10.830 --> 01:18:12.110
Or the value that you're

01:18:12.670 --> 01:18:14.935
you're giving and, like, showing

01:18:15.095 --> 01:18:35.410
the steps of how you developed as an educator or business owner and be and having that proof. Mhmm. And I think if if there's anything that people should take away from today, it's like start a YouTube channel and start posting now. Mhmm. Because then if you don't, like, you'll just you'll be behind everybody else. I think even, like obviously, I get to see the behind the scenes of everything. The

01:18:36.850 --> 01:18:38.530
people that make the most amount of money

01:18:38.770 --> 01:18:42.770
is from YouTube. Like, you know, we see all the data every single day, and it's like

01:18:43.375 --> 01:18:49.135
Instagram and TikTok can feel like quick dopamine hits. Yeah. But the real audiences

01:18:49.135 --> 01:18:53.455
still buy from YouTube. Like, we'll see a lot of people come from TikTok to Instagram.

01:18:53.855 --> 01:19:00.750
I think that could, like I mean, obviously, it's a shameless plug, but that's people don't really understand it. Yeah. But now that I get to the actual correlation

01:19:01.070 --> 01:19:13.725
Yeah. If you just have Instagram and TikTok, you're not gonna make that much money. And actually, funny enough, you're not really gonna build, like you're 're gonna gonna build an audience, but that's just gonna disappear super fast. Yeah. But if you build that YouTube with it,

01:19:14.045 --> 01:19:22.205
that's where the conversions really happen. That's where the nurturing really happens. And that's where everything like actually happens. Yeah. And we track you like rigorously.

01:19:22.205 --> 01:19:27.090
Mhmm. And what we realized is like the offers that do the best, for example, per follower, per subscriber,

01:19:27.410 --> 01:19:32.450
50% of their traffic source or their audience is on YouTube Yeah. Which is, like,

01:19:32.930 --> 01:19:41.175
it's substantially high. Even, like, Sweetheart, we're talking about it, 10 x the business just from just from that platform itself. Yeah. And I think that that people should have that as a foundation

01:19:41.575 --> 01:19:44.215
and everything else should pretty much, like, lead into it. Yeah.

01:19:45.015 --> 01:19:47.495
And, obviously, we were talking about the other day.

01:19:47.735 --> 01:19:50.455
That's a true operation. I think if you're just doing short form, it's

01:19:50.980 --> 01:20:08.705
the short form people love to, like, you know, sit on it and say, oh, this is the best way to do it and everything, but it's, like, very Yeah. Like this all the time. A 100%. And I think, like, if you just think about it, like, I think it was Linden you guys had your conversation. It was like, who are you most likely to buy from? Is it the guy that

01:20:09.105 --> 01:20:22.560
is watching, you know, five or six reels Yeah. Of you a day at thirty seconds a pop? Or is it the guy that sits down and watches 28 out of thirty minute video and then goes on and watches the next one? Yeah. Obviously, it's the second guy. Yeah. Right? And I think that people

01:20:23.360 --> 01:20:26.080
who create content on YouTube and

01:20:26.320 --> 01:20:29.600
build out these audiences, those audiences are just cult like.

01:20:29.840 --> 01:20:34.955
They are following you because they love what you provide in terms of value and also the way that you present it.

01:20:35.355 --> 01:20:36.235
And they will

01:20:36.635 --> 01:20:41.195
like, the people who are binging your videos are the people that will end up buying from you Yeah. Without hesitation

01:20:41.275 --> 01:20:55.540
Yeah. Versus short form content where if if you're thinking about just, like, the amount of time it takes to sort of indoctrinate somebody or, like, build enough trust for them to go, I think I'm gonna buy from this person. Mhmm. Especially if it's, like, a higher price point item or

01:20:55.860 --> 01:20:59.380
offer. Like, if they're sitting down and they're watching maybe

01:20:59.625 --> 01:21:10.905
one or two fifteen minute videos, like, how many short form videos do they have to watch in succession Mhmm. To match the same amount of time after watching a fifteen minute YouTube video? Mhmm. How many is it? Right? Like,

01:21:11.950 --> 01:21:24.669
it's it's a lot of fucking short form reels. It needs a lot of scrolling, you know. We did we did the math. It's like 480 times. 480 reels to match one YouTube video. Depending on the length, but, like, typically, that's what it is. So then, like, that in itself,

01:21:24.750 --> 01:21:28.545
just based off of, like, how, you know, you and I consume short form content,

01:21:28.705 --> 01:21:30.785
no one's going to an account and just going

01:21:31.185 --> 01:21:35.345
Yeah. And watching every single one out of succession. Whereas, I think nowadays,

01:21:35.585 --> 01:21:42.010
this online space, everybody is like, YouTube is a tool for growth. Yeah. People see it as that.

01:21:42.330 --> 01:21:54.170
And so it's just, like, the perfect tool to pour out pour in all this energy. Yeah. And if you're just doing short form, like you say, it's like you've you've done something. Mhmm. But I think having, a content system

01:21:54.330 --> 01:21:55.610
is being able to say,

01:21:56.185 --> 01:22:09.705
we're doing short form, but we're gonna introduce YouTube. Mhmm. And we're gonna introduce a new channel. And then we're gonna take the content from that channel. We're gonna repost it on this on the other short form channels. And I think that's why you like, what you're doing now is so interesting. Right? I think the first time we spoke, obviously, Meredith put us in touch. Yeah.

01:22:10.400 --> 01:22:13.200
He was like, Tristan, you need to find out about Tracchio.

01:22:13.520 --> 01:22:15.280
I was like I was like, oh, shit.

01:22:16.000 --> 01:22:20.080
But the first time we got put in touch, we had our first call. I was like, this is super interesting because

01:22:20.320 --> 01:22:34.775
the reason why the YouTube guy doesn't do IG and the IG guy doesn't wanna do YouTube is because it's all a cope Yeah. And they're all coping because they don't have a Tristan. Mhmm. Right? They don't have that system to, like, be able to do both when it's just you know, it's like if you wanna

01:22:35.255 --> 01:23:00.265
I don't It's like for fulfillment. Right? You have three, four parts of your fulfillment, and then you have a couple people handle it. With content, it's the same, but no one's been able to teach it properly to anyone because no one I think no one yet has done it at a high scale. Sure. You know? And I think that's why what you're doing next is, like, super interesting because it's the world is going that way now. Every company's becoming a content company. Every creator needs someone. Yeah. There's no more excuse to do it, and, like, you have to have both. Even, like,

01:23:00.745 --> 01:23:34.650
we tried to look at it. Like, right now with Tracker, we thought, okay. We're gonna stay on YouTube only. And then I was like, it's actually impossible because everyone who's really good at YouTube is like multi channeled. Yeah. Right? And so everyone who's on YouTube is also on on Instagram, everyone who's on YouTube is also on Twitter because they're all different forms of communicating. A 100%. Right? And I mean, even Iman, he's he's everywhere. And I think now we're gonna go into this world of, I don't just follow this person on one place, I follow them everywhere. Mhmm. And it's like, if you wanna be followed everywhere and if you wanna be able to communicate in four different ways through email, Twitter, YouTube, Instagram, TikTok, and then all these different platforms,

01:23:35.290 --> 01:23:54.305
you need to have a Tristan. And so I think that's gonna be the next couple of years for content are gonna be really interesting. I think so. I think so too. If someone right now today is has a business or, you know, they wanna create content for themselves or they wanna grow, what's the number one thing you've learned in the past five years, advice you would give them? That's that's a good question.

01:23:55.345 --> 01:23:59.505
How do you distill five years into one piece of advice? I

01:23:59.665 --> 01:24:00.465
would say

01:24:02.225 --> 01:24:04.240
two things. Content

01:24:04.800 --> 01:24:09.440
is a long game. We know that. Mhmm. But it's also not a calculated game.

01:24:09.760 --> 01:24:12.880
It is a game of trying a lot of shit

01:24:13.040 --> 01:24:23.205
and seeing what works. You can't just approach content as like, hey. What is the next video that we need to go viral? What is the next video that need to go viral? I think YouTube as a platform

01:24:23.685 --> 01:24:25.605
is it goes through seasons,

01:24:25.685 --> 01:24:26.965
algorithms change,

01:24:27.365 --> 01:24:32.485
you know, your audience's attention span changes Mhmm. Your what your audience like changes.

01:24:32.990 --> 01:24:33.870
And so

01:24:34.190 --> 01:24:41.630
I think the creators who have this approach of, like, I wanna try this type of video. I wanna try this type of video. I wanna try this type of video. Do well

01:24:41.870 --> 01:24:43.230
because when

01:24:44.030 --> 01:24:48.590
things change and the market changes within the the audience space on

01:24:49.055 --> 01:24:49.855
YouTube,

01:24:50.415 --> 01:25:02.815
they're better positioned to capitalize on moments like that versus the guy who's just sat behind his desk, done Loom videos for the last however many days, and he's just doing that form of content. Mhmm. I think, like, that form of content will always do well.

01:25:03.780 --> 01:25:15.380
Yes. But I think if we're talking about having the ability to do this long term and always being able to do this and, like, not being drained by content, but actually being kind of, you know, having it give you energy,

01:25:15.620 --> 01:25:40.760
I think if you approach it with the mindset of, like, always trying things and not hyper fixating on just Mhmm. What is the next viral video, what is the video that needs to get a 100 k views, or how this video needs to get, you know, a set amount of leads coming in through the door. It's like, come at it with the approach of, like, we need to try a lot of things and fail at a lot of things and then learn what works and what doesn't. It's the same thing you would do in a business, but why does everything need to be calculated in content? That's yeah. Right? That's a good point. Some the people who do that well

01:25:41.160 --> 01:25:46.925
get ahead of trends, and they can capitalize that, and they see the success from that. Mhmm. People who maybe

01:25:48.045 --> 01:25:53.725
get too hyper fixated on the outcome or hyper fixated on just, one format don't

01:25:55.020 --> 01:26:00.300
branch out far enough in terms of, like, just mixing things up for their audience. So their audience will eventually

01:26:01.020 --> 01:26:01.899
either,

01:26:02.780 --> 01:26:07.020
like, surpass them in terms of success Mhmm. Grow up,

01:26:07.340 --> 01:26:07.900
or

01:26:08.205 --> 01:26:13.405
lose interest. Okay. That's actually a better answer than what I thought. Yeah. And then the second thing is

01:26:15.325 --> 01:26:24.650
I think everybody is looking to find their next head of content or creative director. Mhmm. I was not found. I was developed.

01:26:25.210 --> 01:26:27.690
I was put into a position where I could

01:26:28.010 --> 01:26:30.650
grow into that role and become that person.

01:26:31.210 --> 01:26:39.705
And I think a lot of business owners don't think like that. They haven't thought to do that because they haven't humanized their team. Mhmm. And so

01:26:40.345 --> 01:26:44.025
instead of trying to find the next guy that's gonna solve all your problems,

01:26:44.505 --> 01:26:49.145
look at it from a long term lens and say, this guy on my team, I think he has

01:26:49.780 --> 01:26:55.459
the aptitude to do the job. Mhmm. But he's also got that attitude to want to get better at it every single day.

01:26:55.780 --> 01:27:07.055
Who is that person? Let's identify them. Let's sit down and have a conversation with them. See if we can build a road map that in the next six months, the next year, they become that head of content.

01:27:07.455 --> 01:27:11.855
So then you're not finding the next guy, you're creating him inside of your business.

01:27:12.735 --> 01:27:16.815
So that that would be Wow. That's like what we leave on. Those, like, two solid bangers.

01:27:18.390 --> 01:27:20.790
I have one more. I think it's a bit more meaningful.

01:27:21.270 --> 01:27:28.710
If you have to if you have to give advice to the 20 old version of you back in Bermuda Oh, yeah. Photography.

01:27:29.270 --> 01:27:33.590
But let's say, like, the, you know, the version of you flying nine years ago Yeah. What would you tell that person?

01:27:36.625 --> 01:27:41.985
Like, just what would I tell them about what I'm doing now or just, like What would you tell that person? Words of advice.

01:27:42.225 --> 01:27:48.065
All of the decisions that you're making right now that you think are the wrong ones lead you

01:27:48.385 --> 01:27:49.920
to this place.

01:27:50.960 --> 01:27:53.680
And I wouldn't change anything that I ever did

01:27:54.080 --> 01:27:54.800
because

01:27:55.280 --> 01:28:06.445
where I'm at now and all the things that I've been able to do and all the things that I've been able to achieve and be a part of is incredible. And I think, like, at that time, when that thing happened in 2020,

01:28:06.845 --> 01:28:22.580
I was like, fuck. I just don't know what I'm gonna be doing. I don't know. And then it was, should I buy this thousand dollar course? Is it Yeah. Not gonna be worth it? And, you know, am I gonna dedicate enough time? And, you know, at that time, I think that in my mind, I was like, this is a lot of money. I'm just like

01:28:23.380 --> 01:28:27.220
it's like, it may not be worth it. And I think, like, having that

01:28:27.780 --> 01:28:37.205
insight to be tapped into what Iman is doing to them following him, to them getting that job application, and then, you know, making the mistakes and, you know, failing within Iman's organization

01:28:37.685 --> 01:28:40.005
gave me all of the lessons

01:28:40.405 --> 01:28:42.645
that then led me here today.

01:28:43.045 --> 01:28:45.205
And I think that is something where

01:28:45.880 --> 01:29:05.165
back then, I would have loved the encouragement to know what this was gonna turn into. Mhmm. But I think I was so naive by coming into it by thinking, like, I'm just gonna do this for a year. I'm gonna do this for a year. Mhmm. But my intuition kept me here. And so all of the decisions, whether they were right or wrong, led me to where I am today, and I wouldn't change anything about that. Okay.

01:29:05.725 --> 01:29:07.565
I think we have it there. Thank

01:29:08.365 --> 01:29:15.590
you for everything. Honestly, I think this is, like, really viable. Good. I think anyone who's watching will have an insane amount of value to get from this. And

01:29:16.550 --> 01:29:21.830
I think the next couple of years for you are gonna be a lot more interesting than you even realize. And I think there's a lot of value for you to provide.

01:29:22.230 --> 01:29:38.484
I think you're gonna have some like really cool stuff. I mean, I guess anyone who's watching now is probably thinking, like, this guy's a fucking genius. Right? Like, what like, you know, how can they, like, reach out to you? You don't even have a website. Yeah. That's the irony. Right? It's like a head of content doesn't even post content himself. But I'm working on that. Yeah. I'm working on that.

01:29:39.125 --> 01:29:41.169
Yeah. My Instagram, Tristan Kerr mode,

01:29:41.650 --> 01:29:44.530
and then YouTube as well. That should be coming very, very soon.

01:29:45.330 --> 01:29:48.530
So, yeah. That's So we'll just, like, send you what what what should they DM you like?

01:29:50.327 --> 01:29:55.846
Oh god. I need you? I need you. Right? Yeah. Yeah. Yeah. Yeah. Help. Help.

01:29:56.886 --> 01:30:00.966
Alright. Sure. That's it. It's good having you, man. My pleasure, man. Thank you for having me on. Alright. Alright.