Burned on the Grill: The Hire That Almost Didn’t Survive [The Bad Hire Ep. 4]

00:00:00 Ever made a bad hire? Had an interview spiral into chaos? You're not alone. These stories can be hilarious, shocking, and sometimes downright painful. Welcome to The Bad Hire, the podcast that pulls back the curtain on hiring going wrong. I'm your host, Ken Monroe, and I work with companies every day to help them hire smarter and avoid costly mistakes. Each week, we'll dive into real stories from HR leaders and talent pros who've lived through the worst of the worst, from nightmare interviews to first-day disasters. You'll hear it all, because behind every bad hire,

00:00:41 there's a lesson worth learning. Hey there, welcome to The Bad Hire, the show with hiring red flags and firing fiascos. I'm Ken Monroe, joined by Emma, Morgan, and Nathan. Welcome, everybody. How you doing? Hey. Very good, very good. Every episode, we dig into the most unbelievable, cringeworthy, and baffling hiring fails from workplaces all over the map. Some of them will make you laugh. Some will probably make you cry. Some make you gasp. And you'll definitely be side-eyeing your own office real hard, probably. Definitely. These stories today are just from Reddit. Is that correct? We just picked these up from Reddit? Yeah. Yeah. I think so.

00:01:21 Yeah. But listen, here's the thing. We want stories from listeners and from recruiters and talent acquisition pros who hire folks from CEOs. Send them in. Yeah. We're giving away $10,000 this season for the best bad hire story. So send your stories in. You can go to our website, thebadhire.com. Find a place to submit the stories and submit your best bad hire story. We'll read them, kind of rank them, and then decide which ones to put on the show, right? And then you guys will read them. And then whatever's the, we'll just say the best. Maybe not always the funniest. Could actually be a sad story. So, but whatever's the best, most compelling story of the season, you guys will vote on it and we'll give away $10,000.

00:02:02 So that should be fun. Have fun. So, you know, think about the teammate you hired that looked perfect on paper, but turned out to be a walking disaster. You know, the missed background check that blew up in your face or the cuddling, was it nestling cat? Yeah. I talk about it every episode until we finish. Until we find more memorable. Until we find somebody who the shirtless nestling cat teams call. The person who slipped past the background check with a surprise history or that hire who costs the company way too much money happens too often. And yes, we'll change the names of the folks. You can surely change the names of who you're talking about. The company. We'll keep it anonymous. Yeah. If you want to. That's cool. Yeah. Unless you want to really call somebody out.

00:02:43 Yeah. Drop the name. Yeah. But surely give us the juicy details. Spill the tea. Yeah. All right. Well, plus we're having people on. Like if you're, if you want to come on the podcast, tell your story. Yeah. Great story. Yeah. If you submit a story and it's awesome, we'll reach out to you. Producer, reach out to you and see if you want to come on the, come on the show and tell your story. And then, you know, maybe read some other ones. That'd be cool too. We'd love to have some great guests that have had some bad hire fails and, you know, really folks who are having huge successes too. You know, we, we've talked about this last episode. We talk about bad hires because we spend all of our time trying to prevent them. Right. And so do all these folks in recruiting and CEOs and people who care about talent trying to find really great people. But bad hires happen.

00:03:24 And, you know, we literally go to work every day, giving people the tools to make great hires, but they do happen. And, and so oftentimes it leads to tough consequences. And so we just tell stories about them and remind people that the next time you make a bad hire, it's not the end of the world, but there's things you can do to prevent it. So it's, it's funny when it's not your company. That's what we tell them. Yeah. We get, we get to laugh. If it was all about, it's funny afterwards, maybe, you know, depending on how bad it is. Yeah. Yeah. I mean, I talk to recruiters all the time. Sometimes it's, you know, it's just learning. So I'll start here. I haven't read these. So these are, this is my first time you guys select the story. So I worked with special needs kids.

00:04:04 We heard someone said to one of the kids, if you don't shut up, I'll cut your tongue off. And okay, this is really bad. Holy cow. It was apparently the guy's first day on the job. He said that to the kid? Apparently so. On the first day? You're done. Oh my gosh. That's awful. It is awful. There are really bad. Is that the end of the story? Yeah. That's it. It was the guy's first day. Short. Oh my gosh. I'm assuming first and last day. But in all these companies with vulnerable populations, there's like people who serve kids and patients. You know, just super, super sharp, really tough vetting has to happen.

00:04:46 You got to run, you know, super in-depth background checks. It's just not worth it. Like we'll come across companies who just don't have any kind of screening process at all. Like we'll learn like, oh yeah, we hire hundreds of people a year, whatever, how many people in there. No vetting at all. Just like whoever in, especially when it's working with kids, working with people like that. That's insane. You know, a lot of times the folks who are responsible for hiring, especially some of the smaller organizations that do daycare and things like that, even home health care for elderly, is they become smaller companies and they're less sophisticated. And how they think and know about background checks. And it's really, really tough because then, you know, they don't know that they're not screening well. You know, somebody sold them something, told them it was great and they don't have any idea.

00:05:29 And so certainly encourage folks to, it's one of the reasons I started that course. Our masterclass was to, a masterclass on it was to just make people smarter because you got to be, you got to be smart when it comes to background screening. All right, here's another one. I hope this one doesn't hurt my heart as much as the last one. I worked in a university library. They hired a new librarian to manage the cataloging department. Apparently he sat in his office for his 90-day probation period and did nothing. Not one thing. He played on his computer all day. There were piles of books all around his desk that had never been touched. He was a brand new grad with a fresh master's degree. He refused to leave the building when he was fired and campus police had to escort him out.

00:06:14 He torched his entire career in 90 days. So he spent 90 days doing nothing and they're like, it's time to leave. He's like, I'm not leaving. I got my games to play. So that's my whole story. He's like, it's day 91. It's too late. Yeah, that's right. I passed my 90 days. I'm in. Yeah. So lazy. I know. The 90 days is where you're supposed to impress your employer, not just screw it all up. Yeah. I'm always, I'm just shocked that you would get out of grad school and you just should be super eager to go crush it. He's been working hard, worked hard in college, worked hard for his master's and gets into his job, it's like time to relax. And also if you're doing nothing, did nobody notice? Like, was nobody like, well, while he's still in his 90 days, you're done.

00:07:00 That's a long time. I mean, you'd think by day 45, somebody would have said something. Yeah. Yeah, for sure. Wow. Maybe they didn't do an education verification. Barely had it. Barely had it. How did he get that degree? Yeah. He made the whole thing up. Again, it's not, sometimes it's not about skills or the degree. You know, a lot of times it's about, you know, the soft skills or the type of person you are that makes, that decides whether or not you're going to be a great employee. You know, I love talking to recruiters and how they, how they ask questions and interview folks to try to tease that out of people and get that information from them so they can try to make a, an assessment, you know, because it's easy to assess skills. That's super easy.

00:07:41 It's harder to find the hard stuff that really creates a lot of the problems that we read about in these bad hours. All right, another here. I had a candidate running late for an interview parked in the employee of the month parking space. Give it to himself. He certainly thought high was himself. As the employee was returning to lunch, she ended up in a fist fight in the parking lot. That's my spot. Wow. Wow. Which one's the bad hire? Yeah, for real. Yeah. Is it the current best employee of the month or is it the new one? Right? I should be employee of the month. I don't know if I, if I had an employee of the month who ran into a potential new hire and they were like, I just couldn't find a parking space.

00:08:21 I was running late. I would hope that like my employee of the month would be like, rock on. It's okay. It's totally good. Let's get you in here. Not, that's my spot. Let's scrap. Like, yeah. Fight to the death. Like, hey bro, that's my spot. Yeah. You know, I'm just kind of like the opposite reaction. Crazy. A fist fight? How old are we? Yeah. He just thought it was first come, first serve. Like, oh, whoever gets this spot first, they're the employee of the month. Yeah. Musical chairs. Yeah. Yeah. I win. Speaking of fist fights. Another one? Oh. Okay. I worked in retail. I watched someone get hired for back room, come to orientation, go outside on a smoke break and immediately threaten someone with their new box cutter. What?

00:09:02 Oh my. Well, that's worse than a fist fight. What could happen on a smoke break that makes you want to? Yeah. All right. They got taken out of the store in cuffs and didn't even make it to lunch on their first day. They didn't share their life. It's always first days. Yeah. First day. Why is it always the first day? At least they found the problems early on. That's the way. He was mad he couldn't get. Maybe this is the ones that people write about more, you know. Yeah. Others are like slow, slow burn bad hires. He was mad he couldn't smoke two cigarettes on his break. Yeah. Yeah. I'm going to cut somebody. That's crazy. Let me use your lighter. Nah. Okay. Nah. Not even fist fight. Yeah. Box cutter fight. Let's put this bad boy out.

00:09:43 Yeah. That's kind of worse. Maybe my employee of the month out there in the fist fight in the parking lot over someone that I don't know. Yeah. Yeah. Box cutter. Last one here. We hired and fired a manager in under two weeks. It made a little bit longer than the first day. Yeah. Okay. New record. Yeah. Because his LinkedIn profile was public. And he was actively commenting on multiple posts about how he was still looking for a job. Oh. Oh. Yeah. And it only taking this one for temporary benefits to hold him over until he found a better one. So he was seeing that much detail in his comments? Wow. So it's not just like, hey, I'm looking for the job. Yeah. But also. I'm going to start actively monitoring the LinkedIn of everyone we hire. Yeah.

00:10:23 At least for two weeks afterwards. I don't understand that because I'll see on LinkedIn, people will be in a job and they have like their open to work thing. Like, yeah. Yeah. I'm actively looking to get out of this job right now. And it's like, yeah, your boss can see. I'm working, but I'm also open to work. Yeah. Well, it's every company's responsibility to make, to create an environment where people want to work there. Okay. Beware. I'm close to quitting. You know. I might be quitting in the next little bit. Oh, you're saying that. If you're open to work. Are you saying that to me? No. No. No. That was not the time. Seriously. I was like, why are you saying that? No. Everyone just got quiet. I am not.

00:11:04 My LinkedIn profile does not say open to work. Okay. Open to quit. I'm just assuming that if someone did say that, that they're like, I might be quitting soon. Well, I mean. Not me. I just want to have a place where people don't do that, right? That's a responsibility. Have a good culture. You know, where people want to stay there. I got a couple quick ones today. You guys ready? Yeah. Let's go. I got to check each time. I had a coworker get mad at a resident and he punched him several times in the face. He was escorted out in handcuffs and I think he'd been working for about three months. Another fist fight. The word resident, like. I think this person worked at like an apartment complex. Okay. And so imagine you're at the front desk. Because when I heard resident, I immediately thought like a doctor.

00:11:46 Like a doctor. Like elder care. Yeah. I was like, oh my God. Yeah. Either way is bad. Well, either way. Either way is bad. All face punching is kind of going south. Yeah. But no, I think this person literally worked at the apartment complex and it's like one of the people who live there. Yeah. It's like, oh, I'm mad at you. Let me punch you in the face. There's a lot of people who just resort to violence right away. Yeah. Which as we know, it's never the answer. Yeah. Right. Okay. Next one. A little bit less violent, but probably even worse. I worked with a lady who clipped her fingernails at her desk with scissors. She was a temp and she did not last two days. How long were her nails to use scissors? Long enough for scissors, I guess. Oh my gosh. At least she's a temp. Yeah. So that's a bad temp.

00:12:27 We got to put together like a class for workplace etiquette or something. Yeah. That is like people should. Well, these are things that you think you don't have to put in the handbook. No. Don't. Yeah. No scissor cutting. Yeah. Yeah. We can also start several podcasts. Don't leave your nail trimmings on your desk. We can start the bad hire, the bad temp, the sad hire. We got like a lot of different brands when we start. Yeah. Yeah. Thank you guys for inspiring us. Yeah. Exactly. That's all I got. Anyway. Who's up? My turn. You want me to go? Yeah. Go in. What's up? Okay. I'll start with a couple of... What did you find this week that you loved? I'll start with a couple of short ones and then I'll end on like a longer one. I once had an employee who is seemingly a reformed convict but ended up later robbing a bank and tried to take the money north into Canada.

00:13:11 I'm in Colorado. He took two of our employees with them and they were caught about halfway through Wyoming. In honesty, it ended up being funny because he signed his real name on the bank's welcome booklet before he proceeded to rob them. Here's my autograph. Show's a good time to be honest. Remember me when I get arrested here in a little bit. Oh my God. Wow. Well, I believe in second chances. Yeah. Big believer in second chances. Why Canada? I feel like most people like, you know... I don't know. ...get out of the country but like not always to Canada. I don't know. It's kind of random. I don't know. It's like something in movies. Like we're headed to Canada. Yeah. Canada's going to harbor you. I would go to Mexico or something. Canada harbors. Canada. Argentina. Bank robbers. Yeah. I don't know.

00:13:52 I guess... He says he took two employees with him. So not only was this a bad hire but he actually recruited people to his gang. Yeah. It looks like it's three bad hires. Right. That's right. It turns out the one bad hire was... Yeah. I wish he would have given a little bit more detail. I would have liked to know more about this but... I need more tea. That's all I got. That's true story. That's crazy. I wonder how many of these are made up. Also like for the contest, don't just make up a story. Yeah. Yeah. Seriously. We didn't invent these stories somehow. Real life is like tough enough. Yeah. You know? Yeah. Real life is full of... Definitely. ...firing disasters. Maybe for the winning story we'll have to like go in and ask their coworkers to verify.

00:14:33 Yeah. Just to make sure they weren't just making up all the... Gotta dig in. Yeah. Yeah. You guys think about that. Yeah. Yeah. Submit it. Submit it. The story's gotta be real. Yeah. You know? Because it's gotta... If we're gonna write a $10,000 check, it's gotta fix a little scrutiny. Yeah. Definitely. Otherwise we'll get a bunch of made up chat GPT stories from people. Yeah. Oh yeah. It's gotta be real. I don't want that. Yeah. Real and bad and real bad. Yeah. Yeah. This one's really, really short, but it's kind of funny. I had an employee quit because he was afraid of the dark, but what's funny is that his job was... He was a security guard on the night shift. No. This job's not made for you. Quit halfway through his shift. I thought I was taking the day shift for the security job.

00:15:17 I applied for the day shift. They're gonna make me go at night? In the dark? I thought that was... How old was he? That's pretty funny. It does not say. That's what was... That's all it said. I'm just in awe because I'm like, well, he's an adult, right? He's... Yeah. He's afraid of the dark. I don't know. I don't know. Like the only thing you have to do to get past the security system is just turn the lights off and then you're good to go. Right? Like, I'm good. Yeah. Robert says, turn the lights off. You know? The dude leaves. He's scared. Oh my gosh. All right. You ready for the next one? You find funny ones, Emma. I like the funny ones. This one is a little bit longer. Here we go. I was a supervisor for a high-end, quote-unquote, high-end retail store that we were preparing

00:16:00 for grand opening. We had hired one guy. We'll call him Tom. Okay, Tom. Tom. That was in his early... I assume Tom's not his real name. That was in his early to mid-20s. Over the course of a couple weeks, I noticed that I barely ever saw Tom during his shifts after I sent him off to do something. One day, I sent him onto the sales floor with a cart of merchandise to stock and realized that it had been over 20 minutes and all the other employees had already been back two to three times. I was the only manager on, so I knew he didn't get sent to another task. So I asked if anyone had seen him. One girl turned to me and said, he's probably in his cubby, and then proceeded to show me where it was. Cubby? Apparently, Tom had created a cubby for himself about three to four feet wide behind some old

00:16:44 shelving units. He had stolen a heated blanket, pillow, and various food items off of the sales floor, and that's where he had been hanging out for the majority of his shifts for over a month, checking in with various managers at 30 to 45 minute intervals so as to be seen by somebody. This was his third or fourth offense, so he fired him. He proceeded to rip his shirt in half and start crying while screaming, why, over and over again at the top of his lungs. We then escorted him out of the building where he continued screaming and crying while beating his chest and spitting on the windows.

00:17:25 Oh my gosh. Just keeps going. Yeah. Dang, Tom. Yeah, for real. Tom, what's going on? That's one of my favorites so far. That's pretty good. I like that one. I love how the girl was like, he's probably in his cubby. No biggie. She knew. Right. He's just in his cubby. Just co-workers find bad hires so much faster than managers, don't they? I guess they would never know. It's like, this guy is terrible. Yeah. And they just, no one says anything. It just keeps on going. So funny. It's like, okay, we're just going to let him sleep over there. And spitting on the window. That's crazy. It just kept going. I don't know. The whole Hulk move of ripping his shirt in half. Yeah. And then beating on his chest. Yeah.

00:18:07 I have one more that I would like to read. This one's also kind of long. It's a little bit longer than the last one, but not too long. This one's actually local. Happened in Charlotte. No way. It doesn't have to say the place or anything. I won't disclose that. It doesn't say it anyways. But a few years ago, I was a kitchen manager at a place in Charlotte, North Carolina. I don't know if it is common knowledge or not, but drug use in kitchens is very common. And most of the time accepted. Thanks for clarifying. Accepted. That being said, I had a line cook who came in who was on drugs. He came to me, explained the situation, apologized, asked if he could run somewhere and come in a little later in, quote unquote, better shape.

00:18:50 It was slow and most of the prep was done. So I said he could have an extra hour. He comes back 45 minutes later and has calmed down, stopped shaking and had a grin on his face. He was one of my better line cooks, so I was glad to see that I didn't have to reprimand him. We begin the dinner service and everything is running smoothly. When I look across the line and he begins to look as if he's falling asleep while working the grill. He assured me that he was fine. 15 minutes goes by and I see him collapse, landing with his face and arm on the grill. He did not wake up. I run across the kitchen and push him off. Skin literally melted to the grill. Skin melted to the grill?

00:19:32 As he hits the ground, he wakes up and simply says, oh shoot, chef, may I go to the hospital? Hello, I've been cooked. Yeah, for real. May I please go to the hospital? That's not all. Okay, gosh. The smell was horrific. At 7 p.m. on a Friday night, we closed the restaurant, opened all the doors and windows and cleaned up the mess. As I'm doing my order for the next day around 10 p.m., he comes back in, bandaged up and says, chef, can I help with anything? Oh man. Astonished. Go home. I couldn't reply. And he continued to explain that he went to his dealer's house and got a lot of said drug, snorted it so he could calm down and just nod it out.

00:20:15 And then he says, but it's okay. They gave me morphine so I can still work. And I'm dumb, so don't worry about workers' comp. I just want to still have a job. At least he's persistent. Yeah. I'll give him that. At least he wants a job. Well, I thought he was, you know how they, in the kitchens they call, you know, chef, they use the whole chef. Yeah. So, you know, I thought it was stunning that after he woke up from being cooked on the grill, he wakes up and says, chef. Chef. Yeah, chef. Here's the end. Yeah. Two weeks later, he returned to work, sober and hasn't touched a drug or had a drink since. I arranged so that his hospital bills were paid, but he had no paid time off. Oh, that's a happy story. And then at the bottom, it says, after he like stopped working there or whatever, it's been about three years, he contacted him years later, this guy.

00:21:01 He met his now fiance at an NA meeting. Tell me it's a good story. Oh, yeah. Okay. And they're now expecting a daughter in a few months and was just called about becoming the sous chef at a restaurant opening in Atlanta. Wow. And he said that he moved there because Charlotte was too dangerous for him. Wow. And he thought Atlanta was safer. What a story. The end. It actually, you know, that's actually heartwarming. Yeah. I like the story. Well, it's almost literally heartwarming. It's like a bad hire turns. Oh, hire to risky hire to good hire to. Yeah. Married with a child on the way. I love that. Yeah. I love that. There's a light at the end of the tunnel sometimes. I love that.

00:21:42 Good for the chef for hanging on to the dude realizing. Yeah. And then checking in with him later. Yeah. I wonder how he's doing. That chef, the guy who runs that, was like really a good dude. Yeah. You should have him on the podcast. Right? Yeah. He's local. I mean, so the guy had a bad day. It was local too. Maybe I could find him. Yeah. Just figure out where he's working now. Yeah. Man, that's crazy. I love that story. That's all I got. Yeah. That actually had a full circle. You're welcome. Yeah. Most of mine are just sad. Yeah. I love the fact that it came around. Yeah. For sure. Yeah. So I have a couple. All right. The first one actually is about a background check. So we're going to get into this one. Love to hear it. Love to hear it. This is from Reddit. All right. I worked with a guy who got an awkward call from HR about six months after he'd started

00:22:26 working because the results of his background check had finally come back. Okay. So six months to get a background check. Wow. Wow. I've heard complaints about long background checks. Not six months. Weeks. People complaining about days. Should have used B checks. Days and weeks. Not six months. Yeah. Wow. And it showed that he had an outstanding warrant from another state that he did not know about. So HR wanted to fire him on the spot as a matter of process, but he was really good at his job, so the boss lobbied for him. He was able to clear up his situation. Of course, the way he told it, the whole thing had been a misunderstanding, but his version of the story seemed to be a lot of plot holes, in my honest opinion. They never would have hired him in the first place if the check had come back quickly.

00:23:10 Wow. Wow. Yeah. So. I don't know. It's kind of like a double-edged sword because he ended up being a good hire, like he was a good employee, but if they had screened him and saw that he had a warrant, they never would have hired him. Yeah. And they never would have known. Yeah. But also it's warrants, right? Yeah. That's just arrest. Yeah. So that's like a dicey subject, actually. I mean, when someone's got a warrant, it doesn't mean they're guilty. It just means they're just going to get arrested. How do you get a warrant out for your arrest without knowing about it? I don't know. Yeah. I was about to ask, like, what do you mean he didn't know? Yeah. I think it's probably possible. I mean, someone could allege something you did and you didn't know about it. Right. Sleepwalking. I guess. No, it's just because you didn't do it. Yeah. Right. Someone just names you and calls you out and the next thing they make a warrant for your

00:23:53 arrest and then, you know, there you go. Or the important thing in those types of situations is to recognize that warrants aren't convictions and they are arrests and they ask the question you just asked, like, how did that happen? And listen to them tell their story. And then you got to make a judgment call as an HR pro recruiter. You got to make a judgment call on whether or not, you know, you can live with that with the uncertainty. And a lot of times you can. Yeah. The big part of that story, Nathan, is six months to get a background check. I guess I kept him on. So, I mean. Didn't it say they fired him after they got the results back? Oh, it didn't? Oh, no, no. He said, no, it says like he was doing good work. So, the boss lobbied for him. Oh, for some reason I thought it said that they fired him after they got it back.

00:24:33 No. Just kidding. All right. This next one is really short and sweet. It is literally one sentence. A current employee added urine to their ramen in the break room at lunch. To their own ramen? Yes. Okay. Why? I don't know. I don't understand. I don't either. That's it. That's all they said. That's all they had. We're going to be slightly next. Yeah. I would like to know the end of that story, the beginning. Is it a new employee? Yeah. No context. It is just one sentence. Yeah. Just one sentence. We always count on Morgan for the shock value. Yeah. That was no short and sweet. For sure. Yeah. No detail. No. That was it. No context. All right. This one is years ago. I was doing a rehire.

00:25:14 The guy stated he had left the company to take care of his dad who had terminal cancer. He was gone about 18 months. He refused to fill out an application and a background check paperwork. He told me he didn't have to contest. He just wanted to use his previous paperwork. This was for an aircraft mechanic position. So once you're gone for over 30 days, you have to reapply and get a fresh background check, a drug screen, et cetera. Absolutely. Yep. He went to my boss who he was friends with. And previously, my boss had stated that for the rehiring process, HR would take care of it. So he didn't need to worry about it. So I get him started. Background check came back because he was forced to do it. He was in jail for that period of time. And his father had passed away years ago.

00:25:55 Needless to say, he didn't finish the rehire process. I was about to say, first red flag should have been him refusing to fill out the paperwork. Yeah, exactly. Hey, it's just easier if he'd use my stuff from a couple years ago. It's too much work to do a whole nother one. Yeah. Just use this one. It's fine. So this is my last story of this episode. But this kind of relates to our first or I guess second episode when we said that there was a second person who showed up for the interview. Do y'all remember that story? Oh, yeah, yeah, yeah. This one's similar, but this one's a little bit more, I guess, kind of wholesome maybe. Okay, good. Maybe. Nice to see you doing something wholesome. So this applicant filled out his application with his name, but after a rather pleasant

00:26:35 interview, divulged that he was actually for his girlfriend or his boo that had got out of jail the following week. Wait, he was applying for her? Yes. He interviewed for her and used his information for her. Do people do that? Apply on other people's behalf? I saw some stuff the other day of some survey work where interviewees were having their parents come to the interview with him. Oh, no. Like people, kids out of college were having their parents attend an interview. Like, can I bring my parents? Can I bring my mom? No. That's crazy. True story. Think about it. I love how it says, it literally says his boo. Some recruiter needs to post under this episode where they've ever had a request for a parent

00:27:16 to come. Yeah. I'm sure there has. Or their boo. Yeah. Or their boo. He said that all of her answers would be the same as his, so I should know she's legit. So he was just trying to do his boo thing a favor. That's real love right there. That's true. He said, don't worry, I got you. It was like, aww. She's my information. I like him. She went to jail. She's a good girl. You know, don't worry about it. You know, I got you. She would be, oh, yeah. Aw, the boo hire. Yeah. The boo hire. Yeah, the boo hire. That's our Halloween theme. Yeah. Next episode, Halloween season. Yeah. Wow. I still, I think today's favorite for me is the full circle.

00:27:59 Yeah. That's beautiful. You know, ended beautifully. I wanted to be a movie. The chef, you know, the drug using Coke ends up. Chef that melted his face to the grill. Yeah. I love that. Yeah. Good stuff. I love that he got burned. Not that part. I love that he got burned. No, I don't love that part. I love the, I love the redemption part of this story. I know. I know what you mean. Yeah. He's cooked. That was a good one. That was a good one. That was so bad. I really do like that he checked up on him three years later. Yeah. So you find more, find some more stories that make me leave here all inspired. Sorry. These were, we lost that one. Yeah. Emma brought us up. Yeah. Sorry guys. I had to bring y'all right back down. You should go last. Yeah. Do you want me to read another one?

00:28:39 No. Another long one? I got to end on that one. We'll save it for next time. Okay. I think that was really, really good. So you guys did great. I just want to say thanks to everyone for being here and thanks for listening. Make sure you check us out on thebadhire.com. You can find a way to submit your story and potentially win $10,000 a season. We're looking forward to that. Comment on our stuff. Share our stuff. Find us on social media. I know that we're, you guys are launching some of the social media stuff for, for the show. So we're looking forward to that. Yep. And I'll see you guys next time. Thank you. Thanks. Bye guys. Bye. Bye. This podcast is sponsored by BeachX. Ever hire someone who looked great on, but turned out to be a walking HR nightmare? That's where BeachX come in.

00:29:20 With incredible accuracy, lightning fast results, and under 20 hours and fraud catching tech other screeners miss. BeachX helps schools, cities, ministries, and businesses hire the right people to get to the people the first time. Switch now and get up to $2,000 in account credit. Don't let the next bad hire be your problem. Visit BeachX.io and protect your team, your reputation, and your sanity. Thanks for tuning in to the bad hire. Don't forget to follow, rate, and share the show. It really helps us grow the podcast. Got a story of your own? We'd love to hear it. Visit us at thebadhire.com to submit your story or connect with me on LinkedIn at Ken Monroe. Until next time, remember, don't make your next hire the bad hire.