Julian Placino [0:00]: Welcome to the Home Services Success Stories podcast powered by Peakzi, the number one AI platform for growing your home services business. And on the show today, we have Aaron Bond, who is the president at Blue Line Electric, and Kristin Bond, executive VP at Blue Line Electric. Erin and Kristin, welcome to the podcast. How are you?

Speaker [0:21]: Good. How are you? Thank you for having us.

Julian Placino [0:24]: I'm good. Thank you. Absolutely. This is the first time we've had a duo on the show before, so this will be a lot of fun.

Speaker [0:31]: We hope so.

Julian Placino [0:33]: So, Aaron, we'll start with you because you have a very interesting background. Both of you have interesting background that you've parlayed into home services. So, Aaron, you spent 14 years serving as a police officer and canine handler before transitioning full-time into electrical work. So, what inspired this career shift and how has your background in law enforcement influenced the way that you run Blue Line Electric?

Speaker 1 [0:59]: Yeah, so it's kind of a long, long story. Um, I actually started out my uh professional career as an electrician. So, fresh out of high school, I was doing electrical, um, but I came from a law enforcement background. Uh my mom, my dad, basically my whole family were police officers. Uh, so it was kind of something I always wanted to do. So uh back in 2011-ish is when I decided to just go ahead and pull the trigger and become a police officer and did that for a really long time, and then um ultimately blue line started growing, and I kind of had to make a decision.

Speaker 2 [1:37]: Yeah.

Speaker 1 [1:38]: Uh whether I could do both or not anymore, because it was a lot doing both.

Speaker [1:42]: Yes, it was. Lots of nights and days running together.

Speaker 1 [1:47]: Yeah, so finally uh it's been about eight months. I finally kind of retired to focus on blue line full-time.

Speaker [1:54]: Yeah, in February.

Speaker 1 [1:55]: Yeah. Um but anyway, I guess the biggest influence from law enforcement to uh the home services space, I guess, is we both kind of have that stigma, if you will, of people don't really trust police officers sometimes and people don't trust home service contractors. Um so I think that was kind of the biggest thing I took from law enforcement and brought over here is just really focus on establishing that trust with the community and just trying to keep that trust with our clients.

Julian Placino [2:29]: Yeah, because you know, homes are usually people's number one most prized asset, and you are going into people's homes and they're entrusting you with uh their their their dwelling place. So I can definitely see how that parlates. So so you started Blue Line kind of part-time while working full-time for the uh for the place, is that right?

Speaker [2:47]: Yeah, it was like four nights of uh working 13, what, 12 hour nights, and then Thursday and Friday we did Blue Line.

Speaker 1 [2:56]: Yeah, initially it was it was more of a kind of a side business is the way Blue Line started.

Speaker [3:01]: A backup plan.

Speaker 1 [3:02]: Yeah, just just kind of making some extra money here and there, and then it just kind of blossomed into an actual business and yeah, went from there.

Speaker [3:09]: Eric doesn't do anything small.

Julian Placino [3:12]: Well, what an exciting like side hustle turn full-time thing. So when did it make sense to go full-time? When was the decision clear to you that this was the right thing to do?

Speaker 1 [3:21]: Yeah, I would say around 2020 is when it yeah kind of morphed into an actual business where we started hiring employees and everything. And then after that, uh, it was really this past year when I I decided to dedicate 100% of my time to it.

Speaker [3:36]: Yeah. Our our dog retired first. So, you know, without your partner, um, it's kind of hard. So it's not as much fun without your furry companion. Um, Knox now comes to the office with us, and he's our uh chief morale officer.

Julian Placino [3:52]: So your chief morale officer.

Speaker [3:54]: Yeah, so he's still our partner. Just now he's both of our partners.

Julian Placino [3:58]: I love that. Well, well, Kristin, let's turn things over to you. You also have an interesting background. Your background is in real estate. So, yeah, um, how did your experience in this industry shape your approach to leadership, marketing, and customer experience at Blue Line?

Speaker [4:11]: I mean, I kind of wore a lot of hats. I wasn't an actual real estate agent, but I did. I basically helped a lot of agents in any way possible. So it then I had to kind of self-teach my things a lot of things, uh, like marketing, like using you know, certain certain programs. And I don't know, you kind of you learn how to take care of people. It's taking care of people is exactly what I love to do, and I'm somewhat decent at it. So um, I mean, it's kind of about building trust, adding value when I where I can, honestly. I kind of still wear a lot of hats if I you know I can. I kind of go wherever I wherever I can go, honestly. Um, and try to do whatever I can well.

Speaker 1 [4:51]: Yeah, it's when we first started out, she had a lot of real estate connections. Yeah, and uh that really helped us. She did a lot of work with realtors, so it kind of helped help form the foundation that we had.

Speaker [5:03]: We were really busy in the beginning with a lot of the agents I worked with because they knew me and they trusted Aaron and that, you know, like that having that police background too, it built a little bit of trust that you know more than you realize that that actually made people want to use him. So interesting.

Julian Placino [5:19]: Okay, so you leveraged your strengths in terms of your work and also dealing with people, and it sounds like they real estate persons were kind of your initial basis of time. Yeah, right.

Speaker [5:29]: Quite a few. I mean, we had some, you know, organic ones here and there, but yeah, for the most part, it was quite a few, and quite a few of them still use us. Yeah, so it's been nice.

Julian Placino [5:38]: Good, good. Well, I can kind of see it already, just watching your two dynamics here, but like how do y'all balance each other out? Like, what do you say? And strengths, how do you compliment it?

Speaker [5:47]: I think most people can tell pretty quick. He's the brains, I we want that talk too much and livens it up. I remind him to you know enjoy the small things or find like the good in every day. I mean, I kind of an inside joke, but still, yeah.

Speaker 1 [6:03]: We're like we're almost opposites in personality. I'm kind of a quiet reserve person, and she's the outgoing, fun, bubbly person.

Speaker [6:12]: So yeah, yeah, no, we do uh we've been married 21 years as of last week.

Julian Placino [6:17]: Uh well, happy anniversary.

Speaker [6:19]: Thank you. So, yeah, we uh we definitely work well together.

Julian Placino [6:26]: That's awesome. That's awesome. So so um so Blue Line's mission is to be the most trusted electricians in the community, right? So, how do you all live out that mission day to day in both of your roles and the way that you serve your customers?

Speaker [6:42]: I mean, I feel like we both, I mean, we try to be transparent, reliable. It's very important. We want our customers to always feel like taken care of, that we're not just there to fix something that's broken or to make something better. We want them to leave feeling like, wow, that was not a terrible experience. You know, I trust them and want to tell my friends about them and use this again. And I think it's kind of something that we care about in all aspects, you know, whether it be our team or our customers.

Speaker 1 [7:10]: Yeah, and uh just the way we kind of keep that going, like the day-to-day mission. Um do we work really hard with our culture and trying to instill that uh that mission to our team, keeping it kind of front and center. Um we make sure every team member kind of fits our core values, yeah, big time and those types of things.

Speaker [7:34]: Uh yeah, we had moments where it wasn't the qu you know, the culture wasn't our top priority, and I think we felt it. Both of us felt it. I'm sure the team felt it, honestly. And then we uh we decided to make it like probably one of the most top priorities on our list, and there's a huge shift, you know, and people getting a little bit more excited about training days or showing up or you know, learning the processes that we do. Um, because we're always trying to constantly improve better, make our company and our team, you know, feel like part of the team, but also, you know.

Speaker 1 [8:09]: Yeah, and all that what she's talking about, the training and everything that we do and making sure they fit our values, all that translate to a better customer experience and a better client experience.

Speaker [8:19]: Yeah.

Julian Placino [8:20]: But taking care of your people, take care of your clients, and all that kind of comes full circle. Correct.

Speaker [8:25]: Yes. I mean, true. Happy people, you know, lead happier lives, right?

Julian Placino [8:32]: And and how big is your team now?

Speaker [8:34]: Um what 12?

Julian Placino [8:36]: Yeah, including us, there's 12.

Speaker [8:38]: Yeah, our son is one of them.

Julian Placino [8:40]: Okay, all right. Well, well, I know that culture is like a really big thing, and then that seems to be a commonality of success in just business overall. So what are some specific things you have done to improve or grow your culture, would you say?

Speaker [8:52]: Um, we do a lot of contest, like little things where there's prizes they can win. Like the training's not only just two hours of just learning stuff. We try to incorporate games. Um, every once in a while we'll do, you know, breakfast. They love to eat. Um sometimes we'll do like we'll do what half a day. We did this not that long ago, but we shut the office down for half a day and did like a cookout. You know, little things that build us make us a better team, you know, not just some where, you know, we they clock in and out, we say bye. But I personally I want our team members to feel like they're part of our family in a sense, you know, that we do care about them, we care about their lives and what they have going on.

Speaker 1 [9:35]: And yeah, it's uh and with that, you know, all that's just stuff that we do. But the most important thing that we've kind of realized is you have to make sure that all of your team members fit those values. True. And the ones that don't, we try to weed out as quickly as we can. Yeah. And that kind of took us a a while to to figure out. Um, because we had some team members that didn't really quite fit that that mold that we wanted. And we kept trying to fix it and fix it and fix it. But at some point, yeah.

Speaker [10:06]: We just couldn't fit we just couldn't keep trying, you know. If it doesn't, it wasn't ever gonna get better unless we finally rip that band-aid off. And so that was very hard for us.

Speaker 1 [10:16]: Very that's the biggest thing in keeping our culture yeah where we need it to be.

Speaker [10:21]: So it sounds like our decisions.

Julian Placino [10:23]: It sounds like there's a s only a certain amount that you can train, but you really have to hire the right person to kind of like fit into the culture. So give us a bit of a tip like how do you hire? What are some processes? Like, how do you know you're you're finding and growing the right people?

Speaker 1 [10:36]: Uh I don't know if I'm the best person to give advice in that manner. Um, we we try really hard to uh to do that in the interview process and everything, but I mean, I think you just kind of have to get to know people on a better level, and sometimes it just doesn't work out.

Speaker [10:52]: Yeah. And we try to be transparent, honest with our guys as well. So, you know, and sometimes they don't appreciate that. You know, there's some that they don't appreciate knowing the they would take things that they learned and and you know, maybe spread it into a different situation. If I'm not saying that very eloquently, but um I don't know. I was afraid of it.

Speaker 1 [11:16]: I wouldn't, I wouldn't try to give anyone advice on that just because I don't think we've perfected that yet. No, we're doing the best we can.

Speaker 2 [11:23]: Yeah.

Julian Placino [11:24]: Yeah. Okay, got it. And and that's uh that's a that's a that's a super honest way to go about it because everyone talks about culture, everyone talks about hiring processes. But when it comes down to it, hiring is kind of a gamble. Like someone can wow you in the interview, but you might not know who that person is until maybe three or six months down the line at the it's like a guest. But the thing that you have identified is that like you gotta have great people, right? Because they they are your representative to your customers, they ultimately um, you know, you're they're your boots on the ground and and uh everything comes from that culture. So um, so in addition to culture, Aaron, this question is for you. Um, running a business is is it's hard. I'm sure there's multiple challenges, but what would you say was one of the biggest challenges you faced in growing Blue Line and and how did you go about um solving that?

Speaker 1 [12:11]: Yeah, um we kind of already touched on it. Uh what I wanted to bring up, because kind of the biggest challenge I think was finding the right people and getting rid of the wrong people. That was kind of the hardest, the biggest challenge for me.

Speaker [12:27]: Um, and we've grown too. Like we've done, you know, we're learning and growing as well. And you know, sometimes that would mean that the others had to kind of learn something new, and we threw a lot of challenges at them. And some of them either, you know, latched on and wanted to join that and you know be a team, and some didn't, you know. But at the end of the day, everything that we were trying to do was to better all of us because you know we did go from small, just a little shop like on our on our property. So, you know, we were small and there was less structure, and I think some of those had a hard time with growing, and you know, there'd be more rules and being more ways we wanted to do things because we had to. You know, if there's no process, there's no, you know, stability in a sense.

Speaker 1 [13:16]: Yeah, I would say besides, you know, finding the right people, the right fits, all that kind of stuff. Um, I guess the next it probably is one of the most challenging things for me was actually taking a step back. Oh yeah. Because I started when I started, I was doing pretty much everything besides answering the phone and even did that some of the time. But um so I've always had my hand in every little thing in the business. And once we grew, it was it was a challenge for me to let other people take control and um kind of let them do things their way.

Speaker [13:48]: So trusting the trusting the process in a sense.

Speaker 1 [13:52]: I will say that once I kind of got better at that, everything started to blossom. Yeah, and my people became better leaders, um, all of that. So if I had any advice to give uh small businesses starting out is when you start to grow, you've gotta like trust people to do those things.

Speaker [14:07]: Yeah. And that's hard, that's very hard, you know, because he did, he built this and he worked hard on it. And we're talking like non-stop working on it. And so, yeah, it's kind of hard to just one day go, oh well, I'm gonna trust these people to just, you know, do a great job. And I will give him a lot of credit for that because he really has, you know, stepped back and just trust, trust that that that they can do it, that they don't need him, you know, hanging over or making sure it's done the way he wants. That it'll be okay if it's if you know the schedule or everything doesn't go exactly as it's planned in his mind, but it's okay if you know they come up with their own way to do it. So any, I yeah, you he's done a pretty good job on that one, to be honest.

Julian Placino [14:50]: So it sounds like really being allowing yourself to sort of evolve, like planning the best that you can, but making room for flexibility, understanding what's happening within the business and making pivots along the way. Um and that seems to make a lot of sense. So um okay, great. So so, Kristen, this question is from you. So y'all gone from zero to 12 employees, becoming certainly a leader in in your space and in the community. So, what would you say were the keys to your success in your growth? What makes customers keep coming back to Blue Line?

Speaker [15:21]: See, sometimes I'm great at this and sometimes I'm not. Um, all right, well help me out.

Speaker 1 [15:30]: I would just say our number one goal obviously is trust. But with that, um making sure every customer has a great experience. Yeah. I mean that we focus on that, you know, from from the time you the calls answered. Um, we want whoever answers the phone to be happy and fun and just make everything a positive experience. Um, we give people text reminders and things like that. Send thank you cards.

Speaker [15:56]: Um, we each write, well, I write them, but we actually send a handwritten thank you card to you know a lot of our repeat customers. I just think it's more they're they're people and they're important to us, and we couldn't do it without them. And I think it's just really important for us to show a little care. Um, because yes, making money is important, but the people are what build our business and we appreciate them. And I do try to, you know, in whatever ways we can show that appreciation.

Julian Placino [16:25]: So it sounds like customer experience, customer service, the personal touch, making them feel like not just a number, but really developing that relationship.

Speaker 2 [16:33]: Yeah.

Julian Placino [16:34]: So okay. Well, Aaron, maybe you can speak a bit more, maybe from a from a technical perspective, I think, because you've been a master electrician since 2006. Is that right? So with so many other electricians in the market and so many choices for people to have, what do you think sets Blue Line apart in terms of like the discipline of being an electrician?

Speaker 1 [16:55]: Yeah, I mean, that's a tough one. We a lot of us do a lot of things kind of the same way these days. Um but I would say I I keep saying it over and over, but it's kind of like our motto. Uh, our trust, just commitment to trust, yeah, is kind of what uh makes us stand out. Um everyone makes mistakes. We make mistakes as business owners, but our customers know that if we make a mistake, we're gonna be there to fix it. We're gonna, you know, come back out, make sure it's done the right way, any of that kind of stuff.

Speaker [17:26]: And make sure when we're done, they're happy that they feel like that mistake was remedied and that it wasn't, you know, made into something bigger than it should be. Because you know, we like you said, we do all make mistakes. Unfortunately, stuff happens, but you know, I think it's how you remedy that stuff that makes a huge difference.

Speaker 1 [17:42]: Yeah. And then just, you know, little things that we do. I mean, other people do them too, but I mean, we background check all of our technicians. So we're sending people into the homes that are background checked. Uh we train constantly. Yeah.

Speaker 2 [17:56]: Uh weekly.

Speaker 1 [17:57]: We have a I think the best warranty in our yeah, in our market. Uh, we have a five-year standard warranty, 10-year for our members program.

Speaker [18:05]: Um we do band checks to make sure their vans are stocked and clean, and so that if someone was to, when that door is open, if someone was to see it, it's not a mess. Um, their uniforms are we do have a standard when it comes to their uniforms so that they show up looking good, that it's not, you know, I just rolled out of bed and threw a hat on. Uh so yeah, I mean he's makes up he makes that a priority for sure, making that stuff like, you know, a little bit more important than some other things.

Speaker 1 [18:34]: Oh, yeah. I mean, all the all that stuff rolled together is like super important to me. And um I'm probably a little over the top with it sometimes, but that's that's how important it is to me. Um but the other thing with all that, I mean, we have a really great group of people. Yeah. Um, our technicians, I think, are the best in the business. Um, we keep training them trying to make them better, but I think I agree.

Speaker [18:58]: We've been very lucky. Um, you know, we spoke a little about getting rid of some that weren't, but I think that Aaron and I have been extremely lucky when it comes to our technicians and our office staff. I mean, we did. We we've gotten incredibly lucky and we don't over try to over, ever overlook that. You know, we always try to make them feel like they matter, and I hope they feel that way, but that's just yeah, that's just one of our a huge priority for us.

Julian Placino [19:26]: Okay, yeah. So it sounds like it comes down to to quality, training, customer service, and trust again, and just you know, hiring the right people and and doing it right by your customers. So um, I think that's really great advice. So um, so you are customers of Peaksy. This podcast is brought to you by Peakzi. So tell us what has been your experience working with Peaksy.

Speaker 1 [19:46]: Uh I'll take part of this and she can answer whatever too. But I mean, for us, it's been amazing. Um Peakzi's been great. Uh they're actually based out of McKinney. Yeah, I think that's technically their their base of operation. Operations, but same same city as us. Um, we actually met them through Blue Collar Success Team, which is our uh coaching platform that we use. Um they just feel like a part of our team, not just a vendor. Oh, yeah. I mean, we deal with uh Sean as our rep and we meet with him on a consistent basis, and it just feels like we're talking to our one of our friends when we're talking to him. It's not like someone that's just trying to check the boxes and stuff. Yeah, I mean, they're doing they do a great job.

Speaker [20:31]: And on the other side of that, you know, AI can be a little overwhelming, and I think that's one thing. It's been nice to see how easy it transitions into our system. Like, if you can't beat them, join them. I mean, we just talked to him last week, and he's always coming up with new ways to make us a little bit better, like this, for instance. Uh as overwhelmed as we were by this, we know that it's important for us to, you know, have a good spotlight on AI and things that we're doing makes it easier for customers to find us, know about us, you know, learn more than just our name on the Google search engine or wherever they find us.

Speaker 1 [21:08]: So and just the amount of of data.

Speaker [21:10]: Oh, yeah.

Speaker 1 [21:11]: I mean, it's it's unbelievable all the stuff that Peakzi does with the data. Yeah. Um, so we can get insights into what our competitors are doing, and um everyone in our market is kind of doing and what they're facing as far as you know what type of jobs are hot right now, what kind what what are kind of in the valleys. Um, I mean, there's just I could go on and on about all the different data, uh, even data trying to hire the correct team members. Um it literally pulls in technicians from other companies and shows you their reviews and kind of their strengths and weaknesses and things like that. So it's uh it's pretty amazing.

Speaker [21:47]: Well, and it's also it's nice to see where we match up against some other companies, like you know, to because like all of us are doing a lot of the same things, but some of us are doing it better. And I think it's kind of nice to get a little idea of what what's out there, what our actual competition is, you know, because we're in a very saturated market. So it's nice to know where we stand, I guess.

Speaker 1 [22:09]: Yeah, we're we're just north of Dallas. So I mean, anybody that's familiar with that area knows it's a yeah, it's a very, very saturated market as far as home service companies. So there's a lot to contend with. So it's nice to have all that information from Peakzi.

Julian Placino [22:25]: It sounds like one of the biggest benefits you're getting is um kind of a sense of awareness, like a benchmark of where your business stacks up against the competition, where are the gaps, where can you improve? It sounds like there's a there's a hiring component as well, like in terms of talent. Um, so I think that's really really great. So, since working with Peakzi, what would you say have been the most noticeable improvements in the business?

Speaker 1 [22:48]: Um honestly, I mean, again, just just the knowledge of the data that we receive. Um, I mean, AI search is is kind of in its early stages. So that was kind of our goal with starting out with them, was uh getting ahead of that. Uh so I don't have a whole lot of data to say that that's changed a lot because people are just kind of starting to use it. Um, but you know, I think we're ahead of the game in that that regard. And I think, you know, in a couple year or two, we're gonna be way ahead because of starting with Peakzi.

Speaker [23:19]: Yeah, it was one of those things I don't think we realized we needed it until we had it. Like I was saying, it's kind of it was kind of fell into us because we are with Blue Collar Success Group and they happen to be at one of the um what one of the little meetings that we went to, and I heard him say McKinney, and I couldn't help but go, ooh, I that's where we live. And so after you know, a small conversation turned into something way bigger for us, honestly. You know, you don't know what you don't know. So that part's been really great.

Julian Placino [23:49]: Okay. How would you explain to another uh another business owner what PC Peakzi is?

Speaker 1 [23:56]: Ooh, yeah, uh that's kind of awkward.

Speaker [23:59]: Yeah, that's a tough one. Because it does so much, it does so much, yeah. Um it's like having an extra assistant or like uh extra office manager.

Speaker 1 [24:09]: Yeah, there's actually two sides of it. So the the data side, um, just getting an incredible amount of data. Yeah.

Speaker [24:16]: Um marketing.

Speaker 1 [24:18]: Yeah, the second second side is marketing. So trying to, you know, everybody started to use chat GT GPT and Gemini and all these things to search for home services. And kind of the the whole reason we started with Peak zi, the other stuff is a bonus, but the whole reason we started um was to get ahead of that. Uh where we feel the the it's going is everybody's gonna start searching that way versus like using Google. Yeah. Um so they're building, you know, all the framework for people to be able to find us that way rather than on Google.

Speaker [24:54]: And I'm not sure that we would have been able to get there. I mean, we probably would have gotten there eventually, but the fact that we can get there now, knowing things that you know, just from our monthly chats that just constantly improve us in that department just feels feels huge.

Speaker 1 [25:09]: Yeah, and they give us, I mean, Sean gives us all kinds of ideas marketing-wise that have nothing to do with even really their specific area. I mean, it's just like hey, you could do shoot these kind of videos, and you know, that could help your market. I mean, just all kinds of different things.

Speaker [25:24]: We probably wouldn't have thought of. I mean, Aaron researches the heck out of things, but even that research only goes so far without you know having someone that actually knows more than us. So, you know, we're really great at fake it till you make it, but Pixie helps us fake it a little better.

Julian Placino [25:41]: It sounds like there's a lot of use case there. There's of course the the insights and the data, the best for comparison, but it seems like also it's helping you adapt to kind of like the way that people are now seeking information, particularly through AI search. Um, and also it's it's kind of like your your your your secret weapon, your your cutting edge kind of thing to help you uh the crowd or so. It does.

Speaker [26:00]: It makes me feel like it makes me feel like we know more than we used to. So I mean that feels good.

Julian Placino [26:06]: So it definitely helps.

Speaker [26:08]: Oh yeah.

Julian Placino [26:08]: Love it, love it. So uh so we're close to landing the plane here. So so close us out with a bit of uh of inspiration because this is really cool to see uh husband and wife duo really killing it in the world of home services. So so what other advice would you have for other husband and wife teams, aspiring entrepreneurs in the home services space? Um, what would you share with them?

Speaker 1 [26:29]: Uh I'll start that way. You can close it out. Uh I would say communication uh for husband and wife teams is kind of the the biggest thing. Um making sure you're talking to each other, yeah, explaining reasonings behind things, all that kind of stuff. Um and I think finding a good business coach is a big thing. Um like I said, we use a company uh called Blue Collar, but uh they've been great. It's almost like our coach is kind of like our personal personal therapist.

Speaker [27:09]: Yeah, it's like therapy. He helps us talk through things that maybe at the office that you know maybe we don't want to touch on, but he helps us find better solutions for things, which also that you know, because we work well together, but there's always still things that could make us better, you know, handling certain certain situations better. So we kind of have like a little referee. Um, in a sense, you know, we sometimes do get busy and don't maybe communicate as much as we should, but uh we try and I think that helps. So yeah, communicate, communicate, communicate with mind. It's just very important, you know. We've got a lot of little things going on, and I think sometimes it's nice to like sit down and remember like, is there anything that either one of us forgot to mention? Or, you know, something they maybe needs to be talked about sooner than later. Um, stuff like that.

Speaker 1 [28:02]: And then just as a business perspective type, you know, advice, I would just say you got to focus on your culture and set processes for everything that you do. Um, that was kind of our we were a little slow in getting started with all that stuff. Um, so even when you're small, I would start yeah focusing on that.

Speaker [28:21]: Um when you don't think you need it.

Speaker 1 [28:23]: Yeah, cultures and processes.

Speaker [28:25]: Yeah, yeah.

unknown [28:26]: Okay.

Speaker [28:27]: At the end of the day, this is our family.

Julian Placino [28:29]: So and uh it's really, really great to see you guys in action working together. This is really cool. So um so I'll give you all the last words. So close us out with anything else that you'd like us to know about Blue Line, whether whether other other home services business owners are watching or even prospective customers. Um share anything else that you'd like to say about the business.

Speaker [28:55]: What's that? Um gosh, I don't know. I just hope they see that we care about the business and our customers as much as we truly do, to be honest. You know, because we can say it all day long, but I hope that our customers and people feel it. I do. I mean, because we can say all day long that we care about certain things, but I hope that we show it and that, you know, when people think of us, they think of that, you know, like we're part of their family in a sense, you know, like we'll be their electrician for years. Um I hope that we build that trust and yeah.

Speaker 1 [29:33]: I would say the same for our our team members as well. I hope they feel that as well. Because that's you know, we've got internal customers and external customers. Yeah, the clients we serve, and then our employees are like our internal customers. So um we're focused on, I mean, that's our biggest objective is creating that trust and and family atmosphere for everyone.

Speaker [29:57]: Yeah. Yeah, I want our cut, I want our customers, or I mean, and our employees, I want them to like want to come to work and I want our customers to call us and like not be like they're having a bad day because something horrible happened. And I hope that calling us or having one of our techs on their home makes them feel better, maybe makes what you know, whatever happened better.

Julian Placino [30:21]: All right. Well, yeah, I I think uh I think y'all just being who you are and just even capturing this on camera, I think it speaks volumes about the way that you run your business. You look like you're really fun to work with as well. So thank you so much for sharing your success story on the podcast today. Uh close us uh, tell us your website, your social handles. How do people get a hold of you? Learn more about Blue Line.

Speaker 2 [30:43]: Yeah.

Speaker 1 [30:44]: Yeah. Our uh easiest way to get to our website is just call blue line.com. Yeah. Like you're gonna make a call, call blue line.com.

Speaker [30:52]: Yeah.

Speaker 1 [30:52]: Um, or on Facebook.

Speaker [30:54]: Facebook and Blue Line Electric. Yeah. We're also we've got a YouTube. I also I believe Blue Line Electric. Um, I mean, I think we got it all.

Julian Placino [31:04]: Yeah, that's pretty much it. Awesome. Well, we'll make sure to plug all that in the show notes as well. So thank you again so much for sharing the story. It's been really fun to interview you on the podcast. Yeah, thank you so much for having me.

Speaker [31:15]: We appreciate it.

Julian Placino [31:16]: Absolutely. Absolutely, absolutely. It's been fun. So, uh everyone, that's it for today's episode. Thanks for tuning in, and we'll see you next time on the Home Services Success Stories podcast powered by Peakzi, the number one AI platform for growing your home services business.