He Got Fired After Delivering ONE Pizza [The Bad Hire Ep. 32]

00:00:00 He had been employed for us for a duration of one pizza delivery. One pizza, yeah. Stop lying on your resume. Thank goodness for background checks. Are there this many bad hire stories? I can't do this. I gotta, like, as horrible as it is, I cannot go in like this. This is the bad hire, the show with the best stories about the worst employees. We fired him, of course. People are crazy. It's like an HR nightmare. Right? One bad hire stole all of it. Crazy stuff. She got what she deserved. Oh. I'm your host, Ken Monroe, and every week we dive into real-life stories from the wild world of work and what can happen when the wrong person gets the job.

00:00:42 These stories aren't just crazy. They're cautionary tales about lessons learned the hard way. Let's get started. All right, hey, everyone, and welcome back to the bad hire, the show where the best stories about the worst employees happens. We love to tell the stories about OG burnouts, first day flameouts, all that kind of fun stuff. So if you're a recruiter, HR pro, hiring manager, you just hire people, maybe you own a business, and you just have some funny stories. Send in your stories. Send them in. We'd love to hear. I'm joined today by Nathan and Emma. Welcome back, guys. Welcome. Hi. Speak on the thing. Pretty regular for you, Marcus. Thank you, Marcus. Marcus, what's happening? Marcus produces the show or direct.

00:01:23 I don't know. What do you, what do we say you do, Marcus? Technically, I'm the video producer for the podcast. Does it also? Technically, you're the video producer for the podcast. All right. Did you put that on your resume? Technically, I'm the producer. When you cheered over at that other job? We don't talk about it. I hold a grudge, bro. Yeah, two million views. No, you got a favorite cable for me. No, you do get that. The show does them, but the clips do. That's... Yeah. We wrote the strategy for the show. We said it's a show. Yeah. That's what we're on. We're on video. Yeah. Yeah. And we vexed you. That's why Marcus is here. If it was Audioli, we'd be just in a corner somewhere with an iPhone. Yeah.

00:02:04 So... Anybody can do that. I never forget when we were looking at shows in the space, and there was this one show that had like 150 shows. She was 150 shows in, and on the first episode, it was like, your microphone's not working. It's really low, and you need to turn your mic or get a new microphone up. Yeah. And it was consistently through like the 150 shows. People can't hear you on your microphone. I mean, that's kind of... We never looked at the comments. That's how we were for the first couple episodes, but we like trying to get a little bit better each time. I never... I was like, wow. I just... After that, I was like, read the comments. Yeah. Yeah. Maybe she like just vows not to.

00:02:45 She's like, I'm just gonna stay out of the comments section. All right. Anyway. Hey, listen. You know the drill. Send us... We dive into some jaw-dropping stories. Some of these things are really funny. Some not so much. And there's actually some good redemption stories, too. So if you've got a story and it's about hiring, and it's the type of story you'd tell if you're sitting around with a bunch of friends after hours joking about what it's like, the tough life of being a recruiter. Yeah. And talent acquisition. Building teams. Hiring manager. Building teams. Yeah, for sure. Share it with us. We'd love to hear it. And don't forget, we're running that $10,000 contest. So if you submit it to us at thebadhire.com, and you've got the best story of the year,

00:03:25 you're gonna win $10,000. We'll select the best one, send it out for $10,000. And then finally... What do we got? Visitors? Yeah, Morgan, say that. And so... Yeah, so submit us and win $10,000. And then also, you know, we're reaching out to a lot of folks, trying to get as many stories told as we can. We have these segments that we do, which is really great. Yeah. We'll share a couple today. But it's where, you know, you don't have to come on the show and try to organize that whole thing. It's not live. It's not live. There's not a lot of pressure. Yeah. We'll connect you with Nathan or another producer, and then they will just fire up, you know,

00:04:10 almost like a Zoom meeting or Teams meeting with better technology than that. And chat with these a little bit. And then you can tell your story and share. And, you know, people enjoy it. They do a good job telling their stories. And, you know, we were thinking the other day, it'd be fun to have one where everyone's all blurred out the whole time. You would change their voice. Yeah. That'd be funny. That was Randall's idea. They read that stories. We had Randall do that. He probably would. Yeah. He's like, you're going to be positive to blur my face out. I was like, yeah, we'll just put a black box over your face with a question mark. We can do that. Randall probably has some stories he could tell like that. Oh, my God. You share the story in Southern accent. That'd be great. Anyway.

00:04:51 That'd be awesome. But, yeah, do that. We'd love for you to submit. And then we'd love for you to do a segment on the show, so do it. Yeah. All right. Listen. So, jump right in here. This is a story. It says, I manage a pizza place. It's a pretty standard operation. You take your deliveries and nothing's going out. You help around the kitchen. You know, that means dishes, wiping things down. You know, that's just how it works. We hired a new delivery dryer. On his first day, he goes out on his very first run. It's always the first day. It is. If I'm out fast. He then comes back and everything seems fine. There's no deliveries waiting. So, I walk over and say, hey, while it's slow, we do dishes and help clean up in between runs.

00:05:37 Okay. He looks at me and says, completely straight face. Hey, that's a woman's work. I don't do women's work. Yikes. Immediately, no. Oh, my gosh. We've had a couple of those stories, too. Immediately, no. You're a girl, man. You can wash your dishes. Emma's face was just straight, like. I can't even. She did her language. You're trying to say that to me. How dare you. You're going to wash your dishes. That's great. I fired him right then. Good. That was good on the spot. Good. That conversation, the one I just described, that was the whole interaction. Yeah. Start to finish. Nothing before it. Nothing after it.

00:06:18 Good. It's women's work. Get out. You're out. I don't do women's work. You're done. You're fired. That's crazy. He had been employed for us for a duration of one pizza delivery. One pizza. Yeah. People always ask what I said after that. Honestly, not much. What else was there to say? One delivery. That was his whole pizza career. Wow. Put it on his resume. How many pizzas delivered? One. Yeah. It was a... I was a... I was... You can't actually say I deliver pizzas. Yeah. I deliver... I deliver a pizza. He did not deliver the pizza. Yeah. There you go. He did not deliver the pizza. Emma did not like that. That was not good.

00:06:59 That was a little... That's rough. I was not a big fan. That was one of our first early stories where, like, a guy started some computer coding job and, like, his supervisor was a woman and he was like, no to that. Yeah. It's, like, insane. Yeah. Like, that level of misogyny just, like, slipped through the interview process, I guess. Before we dive back into the chaos on the bad hire, this episode is brought to you by B-Checks. Hiring shouldn't feel like rolling the dice. Background checks should come with great tech, seamless integration, and customer service that delivers. That's B-Checks. Lightning-fast results, unmatched accuracy, built-in fraud prevention. We help you hire the right people.

00:07:41 Now, B-Checks plugs into over 100 HRIS and ATS systems. So your background checks run smooth, fast, and backed by top-level service. Protect your team. Protect your reputation. Protect your sanity. Go to B-Checks.io. That's B-C-H-E-X.io. All right, here we go. I think we got Jeremy. Yeah, we got another clue. Jeremy. He met with you, didn't he? Yeah, he was on the last episode, too. We got a couple of clips with him. So this is his second story. All right, let's hear it. I tell clients that we work with all the time, you know, about how the importance of conducting background checks and really verifying all the information.

00:08:23 You know, I came from old school kind of teaching that anything that a candidate put on an application or on their resume, we need to vet. Because it's the only thing we know to be able to see, are they telling the truth to us, right? Even if there were, you know, a degree wasn't required for a job, but yet they had a degree, we should verify that to make sure that it's actually true. Because they could be thinking that we're not going to verify it and hiding something or trying to pass off that they have it. So we should verify everything they tell us because that just really builds up their credibility and our trust in how we determine if they're a good fit for the organization and a good hire. Yeah, so I think that's him kind of bouncing off of last story pretty much.

00:09:05 So like last episode, Jeremy told a story where essentially he's interviewing somebody and then they're like, oh yeah, here's my college experience. And then they like just pretty much made up the whole thing. And then he called the school and realized that they lied about the whole thing. So that's kind of just him. Oh yeah, that's the guy who, yeah. Yeah, who just kind of tightly did the whole fake transcript bit. And so I think he just kind of had a friend call and say, you know, hey, I'll have someone from the college call you, which I thought was funny. So I think it was like a common thing that we run into a lot where people just make up stuff, whether it's experience or education. We have one social clip we recorded with Ken where like the CEO of Yahoo years ago made up the fact that he like had a certain degree.

00:09:45 Yeah, Yahoo, there was a big executive here. When he already had an accounting degree. I can't remember his name exactly. I don't want to say his name because I won't get it right. Yeah, but it was on Reddit somewhere. He was an executive here. Same exact thing. Lydon said he had a master's degree. He didn't, you know, and the reality is he wouldn't have gotten the path he did had he not. Yeah. You know, because he didn't do it in the problem, you know, because he said it was from a prestigious school. That happens all the time. Well, it's crazy. It's like he's saying, it's crazy that people just don't think that they're going to follow up on stuff. You can just put whatever on your resume. Yeah. You know, he had something interesting. His point was, even if it wasn't required, and I had a client, a very large client, and this became a contention between my business and theirs.

00:10:27 And, you know, we, the recruiters began to, if someone, I'm going to make sure I tell a story around for anybody on the bus. But, you know, the recruiters had a lot of pressure to place, and they would verify, like, an education, right? And say they had a degree, and then find out. We'd say, well, they don't. Mm-hmm. And then they would go, well, it's okay, just take it off, because it's not required for the role. And I would be like, but they lied to you.

00:11:09 Mm-hmm. You know, I mean, they just straight lied to you. They made, they didn't just, like. Yeah. You know, like, slip out while they were talking. Yeah, no, when I, you know, as they're saying I attended, they say I graduated. I mean, they put it on a resume. Yeah. Right. And I don't know. And it became a regular thing that if they, if we, you know, we were doing a lot of verification work, that if they caught people lying, they would figure out what they could do to, like, just remove that search, act like it didn't happen. Mm-hmm. You know? Yeah. And so they could get them placed because of the amount of sheer pressure. Yeah. They were under to place. You know, it, it, it became an issue for us because we were like, sooner or later, this is going to, someone's going to, this is going to come up and everyone's going to look at the background check company.

00:11:59 Yeah. Like. Yeah. You guys missed this. And we're. It always goes back to you. Yeah. And maybe, maybe things have changed over the last 20, 30, 40 years where, like, maybe you used to be able to just throw whatever on a resume and nobody would know any better. But now it's like, there's so much technology with the background checks and you can just, you can find everything. Yeah. And so I'm always looking for different, like, social media clips for us to react to for our content. And a lot of times I'll, I'll find TikToks where there's recruiters and their best piece of advice to people who are looking for jobs. Like, stop lying on your resume. Yeah. It's not going to work. Like, people keep trying it even in 2026 and we're always going to find something. Yeah. You see the Reddit themes on that where people are saying, lie, lie, lie, lie, lie, lie.

00:12:40 They don't check. Like, I would say that the overwhelming majority do, or it eventually catches you. It doesn't always catch you. Yeah. Yeah. But, man, imagine the amount of time and energy you could get. Who knows? Somewhere in the future. Somewhere in the future. Like, you know. Or even the guy at, at Yahoo, I mean, it's on, it's on Reddit, it's public information. Like, I guess he got through somewhere and then eventually got found. Yeah, he had been lying about it for years and then it finally, it finally comes up. Got up to him. The truth always comes out. That's always what happens. Yeah. Yeah. Well, I always, I always believe in just, I'm a huge believer in telling the truth, right? Yeah. You know, give your context, give your story. Don't try to lie your way into a job. Yeah. Learn how to talk about your journey and, and learn to, you know, learn to skills to go get

00:13:28 a job. Yeah, exactly. How to talk to people. Yeah. All right. Who's up? What's next? All right. I got two stories. These are both not submitted to us. They're just like on Reddit. So I got two of them. So here's the first one. Our fire department brought on a new hire. Here's a young guy who just great graduated from fire school, which I guess, I don't know if I knew that fire school was a thing. Um, and the night before it is fire school. Yeah. I don't know. You have to take a class. I don't know what, is it called fire school? Fire school? She knows that because she lives in a small town. She has a volunteer fire department. I don't know if it's called fire school. Maybe I've just never heard of being called fire school before. Whoa. Right? Wait, say that again. You're from a small town. Do you have a volunteer fire department? Um.

00:14:09 They went to fire school. I mean, I tried. Yes, they go to fire school. Am I right at all? Yes, there is a fire school. It's not specifically called fire school. Yeah. Like, you know, you have to take a couple of classes. Who do you know that went to fire school? You know somebody because you know this information. People from high school, yeah. Went to fire school? Yeah. Do you know what it's called? Like, officially? Not officially, no. Yeah, it's fire fighting school. I would imagine it's not just fire school. Yeah, it's not like it's police school. Fire school could be how to start a fire. I think it's just fire. That's a different school. Fire team's school at the least. That's different, yeah. Because there's like police school, but that's what? Like police academy? It's a fire academy, maybe? Whatever. Fire fighting academy. All right. Anyways, our fire department, they run a new hire.

00:14:49 The young guy just graduated from the fire academy. And the night before his first official day, the crew takes him out to celebrate. There's a graduation. There's a new job. This whole thing that they're celebrating. So they drink. And they drink a lot. On his first official day, the next morning, he shows up an hour late and he's still drunk. It's not a good way to start. Now, you might think that that's the bad part. But that day, that specific day, he wasn't just showing up to the fire department. He was actually scheduled to work alongside the police department that day. So he showed up drunk on his first day to his co-working job with the police. And he was fired. And also that morning, side note, he got arrested for a DUI on his way to work.

00:15:31 So in the span of one morning, he lost three hours. An hour late. Yeah, I guess so. Yeah, it was all rough. Wait, that makes no sense. You don't get arrested on the way to get a DUI. Hey, I got my DUI. They sent me on my way. Sent me to work. I don't know. Come on. You're going to spin a story. There's a DUI in there. I don't know what happened. And this may be in the span of one morning, he lost a job. He's just been hired for it and picked up a criminal record. Maybe, I don't know where the DUI came in there. I know this. Because when someone's drunk, you don't send them home. Yeah. All right. Here's a ticket. Here's a ticket. Go get to your car and get out of here. It'll work your way. You'll get fired. Maybe he was still drunk.

00:16:13 Maybe he was like, I'll go get coffee for everybody. And that's when he got the DUI. I'm kind of baffled of how many stories we've read of people that show up drunk on their first day. Yeah. Yeah. That's very crazy. People are struggling. That was always a problem. Yes, I know that. Yeah. Especially when you're fighting fires. You can't talk about it until you read like 10 stories. Yeah. You just see it over and over again. You're like, dang. Well, that's like the whole thing with old thought guys. How are there this many bad art stories? I can't do this. I got it. I like, as horrible as it is, I cannot go in like this. Yeah. He's like, no, it's my first day. I got power for it. Did the firefighting buddies take him? Did he go with them to go drinking? Is that what it was? The guys from the class went? So it sounded like.

00:16:53 I think he just maybe. He said it was a graduation. Maybe he went home and he just kept on drinking all night. He was like, maybe he drank, you know, way more than everybody else did. I don't know. All bad. So it did not work out. Yeah. So. All right. What's up? All right. We're quick. It's called, to join the fire department. It's called a fire department, a high school cadet program or junior firefighter program for the fire. See, this is why we have a producer. Well, I mean, I think that's. Yeah. That's one path in. I think Charlotte. Like for Charlotte. There's a firefighting academy you go to. I know guys have gone to the firefighting. It's hard work, bro, to become a fire department. Yeah. I can't, bro. I can't imagine putting all that work in. Yeah. To do that. And then blowing it up on the first time.

00:17:33 As you can imagine, in Virginia, I'm new, grown up, maybe one firefighter and I moved to California and like every other guy you meet is a firefighter because there's so many wildfires out there. So they like every, every dude between the age of, not everyone, but like almost every other guy is like between 20 and 35 is a firefighter because they just need somebody out there. Wow. So, and it's seasonal too, cause it's like in the dry season and it's like all blows up. Mess up. Yeah. All right. Second story. Uh, we hired this kid fresh out of culinary school and he was all fired up. He was ready to go. He walks in on day one, another day one story. He launches into a full assessment of the whole operation. He's talking to people. He's preaching at them about how their systems are inefficient.

00:18:15 I think we've told this. Their processes are outdated. I think this is another one. I don't know. Cause I, I'm, this does sound familiar and how leadership does not understand how the kitchen is supposed to run. I think the other one we ran, we told was not about the kitchen. It wasn't the kitchen, but it was the same, same bravado. Yeah. Uh, he apparently seen better setups at places with a lot less going on. So I listened, I let it go. It's a new guy energy, whatever. Later that afternoon, I catch him vaping in the prep area, which is not allowed. I pull him aside. I told him that's not going to work here. He says, okay, sorry. That's just on day one. Right. Just like, Hey, listen in top notch organizations. I was allowed to vape in the prep. I guess. Into the match potatoes.

00:18:56 On day two, he comes in, he finds me and he says, Hey, can I step out for about 30 minutes? I say, for what? And he says, and these are his exact words as told to me. There's no way this is real. He says, I need to go make a drug deal. So, you know, we did have the one story where the guy admitted to selling drugs to get people skills. He said to help. Oh, yeah. That was my negotiator. I was selling them for a friend. I was selling them for a friend. And it helped me because it built people skills. Yeah. Built my confidence. Yeah. So I got good at it, actually. Would you like some? So after he says, I need to go make a drug deal, I just looked at him.

00:19:36 It's one of those moments where, like, did I just hear that, I guess? He said, yeah, I just need to run out real quick. It'll just take a few minutes. Like, he was about to go grab lunch. Like, it was a totally normal thing. And so he did not return from that drug deal. I just told him to never come back, pretty much. I don't know if I believe that one. I don't know. It started off kind of believable. It did because we had read people like that before. But I don't know. You had me in the first half. Vaping with the vegetables. You did have me in the first half. But then we got me in, and I was like, nah. Let me step out for this drug deal real fast. Is that okay? I have no doubt that the bravado of somebody trying to be, you know, maybe he thought that was... They're trying to help him. Yeah. Yeah.

00:20:18 I got to run into this thing. I got to run into this thing. It got real bad real fast. So it was on Reddit, so it has to be real. Right. Right. All right, Emma. All right. You got a story. Save the day here. Please save. Please save episode 31. I'm going down in flames. I think we'll end on a clip, but first, I'm going to read this story I was going to read last time. I was like, we'll just push it. Okay. I manage quality control at a company that supplies merchandise to big box retailers, Walmart, Target, that kind of thing. This job felt high stakes sometimes because if you messed up an inspection, it becomes a very expensive problem very fast.

00:21:00 We bring on a new hire. On the first day, he comes in, does orientation, sits through the morning training session with a few other people in the room. And then during a break, he starts making conversation. At first, it's just small talk, getting comfortable. And then he starts telling everyone about his last job. Hold on. He goes, yeah, honestly, the last place I worked, I used to just help myself with stuff, take things home. They never really noticed. Whatever. Whatever. That'd be good. He laughed like it was a fun little story. And then he says, I mean, they paid better than you guys do. Like that was the punchline that he was making a joke about the salary.

00:21:41 And the stealing was just like the setup or whatever. Well, they paid better than you, so I just took everything home. Whatever. Nobody laughed. No one's laughing. In case you were wondering. You think it was the opposite where if they paid worse, he'd be like, oh, they don't pay very well. Let me just take stuff. Oh, they paid more, so they must have extra money. They must have a lot. Maybe that was his rationale. The trainer looked at him, then looked up the wall, then looked back at him. Then there was a long pause. And we had some very large men walk him out. Oh, really? The whole thing from him sitting down to him being escorted off the property was approximately 35 minutes. Okay.

00:22:23 So, you know. The whole time for the time what? He got there? The time he got there. Tell the story. On his first day. Tell the story. On his orientation. Got there. So many people blow it up on the first day. Yeah. That's how like all the stories were today. Like every single story would be read. Easier. That's probably. I mean, it's got to be easier to find a bad hire right away. It's. I mean, does somebody break bad 10 years into their job? Just like all of a sudden they're like so much pressure to play or whatever. That's right. Oh, yeah. I totally get it. Wow. Okay. And for my last. And for my last trick. No, I'm just kidding. For the last story, we're going to do. We're going to watch a clip. General story. This is Sandra. Yeah. This is Sandra. Team will tell me about a candidate that we were trying to hire here at the Boys and

00:23:08 Girls Club. Now, obviously, we work with kids. The majority of our staff are kid facing at one of our sites. And so our standards for safety and what we will allow on the background checks is a lot more strange. And this person had a lot of bad things pop up on their background check. And so we obviously alert them adverse letter that we cannot proceed. Right. Mostly go either, you know, fight it because they feel it's an error or they're working to clear it off or they just go radio sound like because they agree and they know that I probably shouldn't be working with kids if I have said felonies, misdemeanors, whatever it is. And this candidate had both felonies and misdemeanors, including things like domestic battery, you know, involving children, which would like this is a hard pass.

00:23:56 There's no way. And she actually called us to ask why we couldn't focus on her personality and hire her anyway. Thank you. And when my team told me this, I just had to like pause for a moment. And I'm like, on the one hand, I commend her courage to fight for what she believes is the right thing to do. But like I said before, there's no way we can bring this person into work around markets. Well, yeah. I thank goodness for background checks. Right. Because like imagine if they hadn't done one. Yeah. You know, and I don't know. It's crazy to have a record like that and think you'll be able to work with your friends.

00:24:37 When you work over in operations at BeachX and you see the stuff and you see the role, right? Yeah. And you realize who's getting screened. And you think about, gosh, this is what happens when they know there's a background check. What would happen if they knew there wasn't one? Right. Yeah. I mean. That's crazy. You can get to what you like. You're like, what? Why would they think this would be the right role? You know, there's a role for everyone, man. There just is a role. I really believe that in my heart. There's a role for everyone. No matter what your background is, the context of who you are and your story, you can find you somewhere and allowed you to go.

00:25:18 It's up to you what you do with it when you get it. Right. Yeah. But there are some places you just can't be. Right. And you just, you know, you've, I don't know. And so, but when you, when you're behind the scenes and, you know, I, I've sat with employees who've, for example, did sex offender screening every day, you know? And when you look at 500 sex offender screens a day and the stuff that comes across and you're verifying if this person is that person, you know, it's, it's a dark, dark, dark place, man. Yeah. It's a dark place. It's, you had to be careful of the mental health of the people who do that in this, in this office.

00:26:01 You know, it was like. Yeah. I have a question. I guess I haven't thought about it, but like, okay, on the back end of operations and stuff, when somebody on any team or even, even let's say somebody was ever doing a background check by hand and somebody, the background check they're doing of, of person ABC, wherever they're at is, uh, they're going through their background check. Can they see what job that that person's trying to apply to? Like, can they see John Smith trying to apply to be a teacher? Yeah. Well, they can, a lot of times they can see, uh, it depends on the system and I'll speak for all of the industry. Right. I think it, um, in some instances you don't do that and some you do. Um, and I think different companies handle it different ways.

00:26:44 Yeah. You know, we can see certain types of like request types and certain things that tell us what things are. Cause that's actually wild about this story is this person was with the context of the job, they're applying to work around kids. And then they have like step like bad stuff with, with kids in their background check. It's like, wow, this is intense. Yeah. You know, I wonder how often that happens. But yeah, like you said, that's why. I think sometimes when, you know, there are, there are things in the, the, you know, the edge cases in the background screening. Right. And, and, and our shop so much is done electronically to, to, to, you know, to kind of put barriers around quality and ensure everything's done at a really high quality thing. But there are edge cases where you gotta, you gotta get somebody there to take a look at it.

00:27:26 Yeah. And, um, you know, I think there's probably times when they think about the customer and go, you know, this is for this case. I'm, I'm going to err on the side of caution here, not in the caution of will we get sued, but in the caution of safety, you know, a lot of times I think, you know, team members will make that type of call. Yeah. Call. Um, but it, you know, in our organization habits kind of, uh, you know, it's kind of rare because the amount of automation that's occurring where we've just kind of built those decisions. Yeah. But that's, um. That was a good story. For home alone. Yeah. Yeah. I like those stories too. Like not just hiring and, and first day stuff, but like, just, I like the interview stories too, where they can catch stuff during the interview process.

00:28:13 Yeah. Which is super important too. Yeah. So. Well, that's it for us today. Thanks for listening to The Bad Hire and please subscribe, rate, review, share, do everything you can. Uh, to help us get the word out on, uh, uh, on The Bad Hire. Don't forget the, uh, your story could win $10,000. So submit your story at thebadhire.com. Best story of the year wins 10,000 bucks. We're happy to give it to you. Um, and if you want to be a guest on the show, you know, you can contact us at producers, producers at thebadhire.com and say, Hey, I'm going to do one of those segments. I got to get story to tell. She was a damn. And that qualifies as submitting a story. So all of those that you see all have a chance to win $10,000. So thanks for listening. Nice. We'll see you next time, guys. Bye. Bye.

00:28:53 Bye. Thank you.