The Createur Podcast
Welcome to The Createur Podcast, an energizing Christian entrepreneurship series inspiring young professionals and college students. Hosts Spencer James and Karli Byrd explore the intersection of faith and business, drawing from the expertise of successful entrepreneurs. Our program is proudly affiliated with the McGraw School of Business at Olivet Nazarene University, renowned for its groundbreaking Entrepreneurship degree program.
This student-produced podcast is a gateway to understanding the relationship between Christian faith and the entrepreneurial journey. Experience captivating stories, valuable insights, and strategies that unveil God's design for business. "The Createur Podcast" is your guide to the intersection of innovation, growth, and personal development within the context of faith and business.
Embark on a transformative journey with us—explore the annual Createur Conference and Pitch Competition. This Free Event is happening April 15-16, 2024. Participate in a Shark Tank style pitch competition with $15K in prizes, world-class keynotes, and networking. Open to high school and college students, as well as Olivet alumni. Learn more at Createur.Olivet.edu.
The Createur Podcast
Mastering Remote Work and Entrepreneurship: Insights with Cameron Mason
Ready to master the challenges of remote work and entrepreneurship? Join us in this episode as Cameron Mason, an entrepreneurial operator and podcast host, unveils his journey from the traditional office environment to leading a startup through the uncharted waters of remote work. Discover how Cameron successfully transitioned from enterprise sales to the innovative world of Remodel Health, and how he managed to adapt and thrive amidst the COVID-19 pandemic. Cameron shares his wealth of experience consulting with remote-first companies, emphasizing the power of adaptability and technology in the virtual workspace—essential listening for any entrepreneur navigating similar changes.
Communication is key, especially when your team is scattered across the globe. Cameron and our hosts discuss the critical importance of clear, explicit, and well-timed communication strategies to keep remote teams aligned and productive. From the role of video calls in capturing nonverbal cues to the need for regular syncs and fostering social interactions through in-person events, we cover it all. Gain insights into hiring senior-level talent remotely, leveraging co-working spaces, and the value of startup accelerators. Plus, enjoy a hilarious story about a virtual team mishap that Cameron shares, reminding us all that even in a remote world, a little humor can go a long way.
To learn more about other entrepreneurship opportunities and the McGraw School of Business’s very own Createur Conference and Pitch Competition, go to Createur.Olivet.edu.
Welcome to the Creator Podcast, the podcast that unlocks the secrets of entrepreneurship and fuels your path to success. Join us as we delve into the journeys of inspiring entrepreneurs, uncovering their triumphs and challenges, and share game-changing success strategies. We're bringing you exclusive interviews with industry experts and business leaders, providing you with actionable insights and practical tips to ignite your call to entrepreneurship. Get ready to unleash your potential and embark on an adventure of innovation and growth at the intersection of faith and entrepreneurship. This is the Creator Podcast. Hello everyone, this week, carly and I had the pleasure of being joined by someone who we actually have a lot in common. We're being all joined virtually, and he also has his own podcast Cameron Mason.
Speaker 2:That's right. Cameron is an entrepreneurial operator who thrives on bringing ideas from conception to reality and beyond. He played a pivotal role in the launch and growth of Remodel Health, an insure tech company based in Indianapolis. Currently, cameron consults with small to mid-sized businesses and startups on a fractional basis. During his time at Olivet, cameron double majored in marketing and management, and he can't help but envy a little bit this brand new entrepreneurship program we have at ONU. But don't worry, there's always room to bring people back for more fun. A member of the class of 2015, cameron resides with his wife Laura, the class of 2017, and their son Max and daughter May, just outside of Indianapolis. Cameron, thank you so much for joining us today. We are so excited not only to have you on the show, but you are actually a part of a huge milestone for us here at Creator. This is the launch of season two, so this is our very first episode. We're so happy to be back.
Speaker 3:Yeah, I'm happy, happy to be here and happy it worked out. I could do it and, yeah, I, as you mentioned, super jealous, uh, that there was no entrepreneurship, you know program and major when I was there. I feel like that would have been the perfect fit for me, um we hear that a lot, you know but I'm glad, glad it's going on, so excited too.
Speaker 2:And hey, on the bright side, we can bring back some of our entrepreneurial alumni now to be a part of the fun.
Speaker 3:Sure.
Speaker 2:So, cameron, like I said, we're super excited to have you today to discuss this topic because, as you know, today's world really relies rather heavily on remote teams and the ability to communicate virtually. And, with that being said, navigating the challenges and leveraging the opportunities of remote work is crucial for businesses aiming to thrive in our increasingly interconnected global landscape. So, to kick things off, I think it would be great and I'm sure Spencer would agree if you could just share a little bit more detail about your journey personally and how remote work has become part of the business model of some of the businesses that, whether you've launched and been a part of, or even consulted.
Speaker 3:Yeah, yeah for sure. So after graduating from Olivet I spent some time doing enterprise sales for Paycom, which is a human resource payroll software company. I did that for a little bit and then I bumped into Scott Lingle, who you know, you all know and everyone at Olivet knows, and Scott pitched me on the idea of joining his startup, remodel Health, which was nothing. So I joined kind of the founding team there as the first employee with him and his co-founder, justin, did that for like six and a half years and still an investor and partner of Remodel and, you know, somewhat involved on a, I'd say, like quarterly basis as things come up, but not on a day-to-day basis by any means. Uh, but when I stepped down at remodel health it was, uh, probably six months into, uh, covid and so we had went remote. So that is kind of like my history of going from 100% in office working environment, building a company, hiring employees, building teams, you know, just working together every single today, kind of every single day, locked in arm to everyone, working from home and not knowing when we were going to go back to the office, working from home and not knowing when we were going to go back to the office, and then during during COVID I guess that's what we say now right During COVID I transitioned out of my full time role at Remodel Health and started consulting full time with a company out of New York which was 100% remote.
Speaker 3:That company was built as a remote company from the ground up even prior to COVID. So it was just like an interesting but natural transition, I guess because of where the world had taken us. And since then I have worked 100% remote as a consultant for companies that are mostly remote, and I don't know if that's just the nature of companies that are mostly remote and I don't know if that's just the nature of, uh, the the companies that have needed my help, or that I've been drawn to, or a nature of just the world we live in. But I've spent a lot of time working with people you know all over the world, uh, and then also just you know, kind of like local or regional based remote companies as well, how has that difference been?
Speaker 2:How would you say, from going from somewhere like remodel health as well? How has that difference been? How would you say, from going from somewhere like remodel health, where you know COVID hits and things change and suddenly you're forced into that remote lifestyle. Um, as opposed to now where you're at and it's kind of just the norm, it's a hundred percent remote. What are those differences like in kind of managing that?
Speaker 3:It's, it was tough. I mean, going back to when we had to make that transition, I know as a leadership team we were trying to block and tackle every day, uh, just on a personnel basis, because we had built so much of our processes uh and just you know, daily working functions with our teams around in-person work and trying to figure out how to get, you know, zoom and different platforms to work. I would say, like the sales team, um, some of the marketing folks like were relatively they were able to kind of press on pretty easily because they were already selling in a remote capacity but like from an operations team and customer experience it was uh, it had its challenges. And then, you know, dealing with those who were comfortable coming back to the office, those who weren't so comfortable coming back to the office and trying to create policies and procedures and you know, be be good managers but also be empathetic, and dealing with that was was pretty tough.
Speaker 3:And I think the rest of you know Scott Scott would say the same and the CEO at remodel now, austin Lehman um, you know that was that was a tough time and kind of dealing with that transition uh for remodel. But I know now, I believe. Now they, they have a kind of a hybrid policy, I think it's like three or four days a week they're in office and a couple of days their employees are allowed to work remote, and that seems to work really well for them. And I know a lot of companies who have, relatively, I guess, employees that are based in close proximity have have went to that model and it seems to be seems to be kind of a path forward. That seems to be working well for them.
Speaker 1:I know like, especially during COVID it was, it was one of those things where like uh, uh, there was so much evolution that happened with remote work so quickly and so there were so many advancements of that. I mean it's crazy to seeing how quickly even just new features right came out for the way that we worked remote and that, I think, was probably for the better right for people who would continue to work remote. But what other strategies maybe do you feel like you were able to leverage during that time that you feel like have benefited you since then?
Speaker 3:Yeah, I mean technology, as you mentioned, uh, and you know features and enhancements have made not just not just being able to do a video call, but, you know, noise cancellation to make it easier for people who are working from home with, like me, I've got artwork, but like kids in the background who are screaming uh, you know a lot of these companies have developed features to make um, the tooling better for working from home.
Speaker 3:But I mean, from you mentioned strategies from a strategic perspective, it it's so much about the leadership and the management of the company of what kind of remote work model they want to employ at their organization, um, and it's it's it really requires if you want to be, you know, a remote first company and you want to, you want to build a culture around that like you yourself, as a leader, has to be good at working remote, um and checking in with people and, you know, over communicating and well-written communication, like there there's a, there's a lot that goes into it, and so you know you see a lot of companies that are forcing employees, if you want to say, or, you know, requiring employees to come back to the office, and it's creating a lot of cultural rifts and typically, if you look at their leadership team. I mean, those are the values that the you know the executives or leaders of that company care about are, you know, in-person work and butts in seats, if you want to call it that, and, and. So I think it just really requires good intentional leadership and, you know, understanding your personnel and then understanding what trade-offs are going to be created by either going fully remote or fully hybrid or bringing everybody back to the office. Yeah, that's. I mean, it's created a whole other dynamic of personnel management and I don't envy it because it's not easy, but there are a lot of leaders out there that are doing a really good job of you know handling it for sure.
Speaker 2:Absolutely. You know, cameron, I couldn't help but notice. I kind of want to go back. You mentioned in some of those strategies that you're describing the practice of effective communication and how important that is, and I'm sure that you would agree with me. As you know a fellow podcaster as well, you seem like the kind of person then that, like us, strongly values communication and being effective at communication, and I think that's obviously huge, especially when trying to navigate this new world of remote and virtual teams, and it's different. So, with that being said, I think it would be incredibly helpful to our listeners if you could share how you foster effective communication and maintain team cohesion in a remote work environment.
Speaker 3:Oh man, I'm thanks for the compliments, but I'm I'm probably not the greatest communicator. Uh, when it comes to, you know, working relationships like I'm, that's probably one of my greatest weaknesses.
Speaker 2:I I tend to yeah, I mean I don't know, I mean man yeah.
Speaker 3:I mean maybe I'm not just not as effective of communicator as I want to be, like in the workplace. I mean there are areas where it's a strength for me, but there's certainly areas where I mean it's probably natural camaraderie that happens and there's body language that can be read and there are social cues. You can walk by somebody's desk or office and with a simple head nod or gesture you can quickly pick up on whether or not they got your email and like they were, you know they're good with it versus like you need you're sitting there at home like waiting, and like they were, you know they're good with it versus like you need you're sitting there at home like waiting on them to reply, you know, and so. So so much can happen in that window of time between you know, between Slack messages or emails where you start creating doubt or questioning, like what they're thinking or why didn't they respond to me? Uh and so and so yeah, I just I think that's one of the most important pieces of effective remote work and teamwork is just really really productive.
Speaker 3:Uh, you know, explicit, uh well-written communication and um cadence is key. So for me and the, the remote teams that I've managed, like all around the world, from developers in Russia and Latin America to team members in California. You had the time zone challenge, but I think finding the right time to connect, even if it's for 15, 20 minutes, as a team on a daily basis, just to make sure everybody's rowing in the right direction, everybody's questions are answered, um, any information that needs to be passed on to team members is done so effectively. Uh, there there's. And doing that over video, too, I think is really helpful, so that you know people have the opportunity to uh pick up on uh, your uh nonverbal, you know cues, andbal cues and your expression and whatnot.
Speaker 1:That's really helpful in a remote setting, it's the little things that add up to the big thing. Yeah, for sure that's what sometimes I at least from my perspective and seeing kind of remote work go along is that's kind of maybe something that I would miss if I were in that situation. But there's things to mitigate that right.
Speaker 3:Yeah, there are, I mean there's. I saw this in I mean somewhat in my own life but among a lot of my friends, when COVID happened and everyone went remote at the same time, regardless of industry I mean, there were there were a few occupations that just couldn't healthcare workers, you know, so on and so forth but you saw pretty quickly who, what people were getting their their social cup filled at work and who was getting their social or at school right. Uh, for, for those of you that are students, like who was getting their social cup filled at school or at work and who was who was building community outside of the workplace? And you know, for, like, my wife and I, you know we were very involved, like in our church and our small group, and you know those things didn't stop like for us, I mean, we were getting dinner with people having cookouts and so going remote, or Laura was, you know, teaching like third graders remote. Uh, you know those things were like from a, from a social perspective, and like having, you know, our friendships and you know that cup being filled for us like just just continue on.
Speaker 3:But a lot of folks don't have that community outside of work or they work long hours and that is where their, you know, social life kind of blossoms and you know, takes root. And so when, when that's cut off, like it's really hard, especially for extroverts, or introverts too, that don't realize that that that's what fills their extrovert cup, I guess, for the day. So, yeah, it was. It was interesting to see that, like, just which friends thrived or continued, just press on and you know not, not miss a beat, like when when everyone went remote and those that suffered just because that's where they got their, I guess, social satisfaction from.
Speaker 2:Yeah, Just because that's where they got their, I guess social satisfaction from that.
Speaker 3:A leader can incorporate camaraderie and some ways to fill these social cups that sometimes are a little bit lower nowadays. When it comes to being remote, so much, yeah, a few of the companies I've worked with have done in-person whether it be quarterly or annual events um and have done those well. I think that that's important uh for anybody that's either wanting to go remote or start a company that will be remote. Um, you're going to look, it's going to be easy to look at the cost savings from not having a physical office uh, that you're paying rents on uh being able to maybe hire people in more affordable markets Uh, but I think it's wise to uh put some money towards bringing people together on a regular basis. Uh, there are some companies that do that.
Speaker 3:You know quarterly um is probably the most aggressive I've seen, but, you know, on a quarterly or annual basis and potentially even even bringing, allowing them to bring partners or spouses uh along. You know for that. To bring partners or spouses along, you know, for that I think is really good because you just you miss out on that ability to get to know each other on that level when you're in the office every day with with one another. So I think that's important. And then on a on a daily or weekly basis, I mean, I can't you can't underestimate the power of like video that I mentioned earlier and just connecting daily for for a standup or a quick sync, uh, and then you know an all hands or an all department meeting, you know on a weekly basis.
Speaker 3:Uh, I think is is powerful, um, because you miss out on, you know the water cooler, you know conversations that you get. Uh, you know being in office with folks, conversations that you get. Uh, you know being in office with folks. And so if you're, if you're thinking about starting a company or taking your company remote, um, I would strongly consider how you're going to create, like both, both formal but also informal, like visual connection for people to to look at each other face to face. You know, similar to how we're, how we're doing this now.
Speaker 1:What, uh, what do you see like in the future of remote work? So obviously in the last three, four years it's it's kind of gone a little bit outrageous. But what do you see like five, 10 years from now in remote work? You see it growing, you see it getting smaller.
Speaker 3:I, I think for the most part, you know there it's, it's going to be pretty industry specific. It's had the most impact on knowledge workers. You know tech companies, sales forces that are that can be remote. You know tech companies, um, sales forces that are that can be remote, anybody really working from a computer or on the road for their job. I think long-term you're mostly going to see uh, a a hybrid type approach where you know they like people and I think most people like that Actually, uh, I'm probably a little bit abnormal that I kind of just enjoy working, you know, from my home office.
Speaker 3:But you know most people that I've talked to enjoy going into the office a couple days a week and being remote, you know, three days a week, as long as they're near an office that their company has. So I think you'll see most companies and I think a lot of the larger companies, have transitioned to this model out, having come out of COVID, uh, your enterprise organizations, uh to to a hybrid approach. Uh, so that's where I, that's what I outside of the coast, right, you know, in the Midwest, here that's more, more affordable, uh, affordable cost of living so you can get, you know, lower wage talent. Um, yeah, so it. It's kind of an interesting question, but I think for the most part you're going to see a more hybrid approach. Uh, it'll be industry specific. And then I think I haven't seen, I don't know, how this could be pulled off from a like a I guess a legal or compliant perspective.
Speaker 3:But potentially seniority like based. You know, remote work would be interesting. Uh, I, I would. I think it would be really tough to leave college and go right into a remote work position, uh, where you don't see good and bad behaviors of senior employees modeled for you on a daily basis. And so, you know, probably, you know, earlier in your career. I would say it's probably better to be in the office later in career. Once you've kind of established a good working relationship and good habits, you can probably handle it a little better. So that would be my rule of thumb.
Speaker 1:I've seen this thing online and this is just totally like off the cuff here, but it's uh, it's like people. It's. It's. This is people are like not telling their bosses when they're if they do have a remote job. They're not telling their bosses when they're if they do have a remote job. They're not telling their bosses managers, whatever if they're like traveling and working somewhere else. What do you think about that? Right, like hey, I'm not going to tell you that I'm like in Europe for this week, but I mean I'm, I'm there, I'm working, I'm remote.
Speaker 3:Yeah. So I mean, it all comes down to trust and, you know, being able to build trust with one another. If, if you're an organization or an employer or a boss who is allowing your employee to work remote and that means they have to work from a specific chair in their house, I, I don't know that it's going to be the most healthy relationship on a on a long-term basis. I think it's. I think it's fine if people, if people want to go and travel and live in Mexico for two months and and work from there, um, as long as you know, in my opinion, as long as you know they're meeting the requirements of their job and you know their manager, what they're, what they expect of them, uh, and they, they have the ability to do so.
Speaker 3:I mean, if they, if they need to be in their territory, whether they're in a sales position or whatnot, I mean that's something different. But if they're able to do the job from wherever they have an internet connection, then I think I think, as long as there is um transparency around that, I mean I would, I would recommend letting your, your employer, know like, hey, I'm going to be for the next two months, I am going to be working from this time zone because I'm going to be doing like a short term. You know living situation, you know on the West coast. So, yeah, I uh I've not dealt with that personally, but I can see where that creates some rub. But it all comes down to trust.
Speaker 1:I just thought I'd bounce it off you right Like being in Paris working around, you know, watching sand volleyball Olympics right while I work.
Speaker 2:Yeah, I mean, there's also the time zone consideration, right.
Speaker 3:So you've got to. When I dealt with the company out of New York, I mean we had customers all over the world and we actually had a few support, customer support folks who lived like in the Philippines and like India, uh, but they worked. They were working while we were sleeping because they were supporting us based customers. So you know, there's there's opportunities there, right, like where you're, you're working through the night and some of these people have like two jobs. It's crazy. But yeah, I mean that's the other thing to consider, right, if you want to live in Paris, like you mentioned, spencer, for a couple months and work for a US company, I mean you're probably going to need to be available when their customers are working, and so that's something you need to consider.
Speaker 2:Good point. Yeah, you know, I think that brings up again to their man so many things actually. But when it comes to once again going back to that model of let's say that you're starting a company and you're just getting started I know that you mentioned a few times here Some companies are going to be more heavily based in the office and others it's going to be fully remote or that hybrid mix that you mentioned. And I know there's a lot of that hybrid going on right now. But how would you recommend some of our aspiring entrepreneurs go about discovering where they fall in that realm? So let's say they're getting started, they find the industry, that niche market that they're going after, but how do they know where they would fall on that spectrum?
Speaker 3:Oh, man, it's going to heavily depend on the type of workforce that you build early on. So there are, there are some startups that require, uh, more senior level, you know positions out of the gate, uh. So when I say senior, I'm saying more experienced uh folks. You know whether it be experienced software engineers, experienced salespeople, uh, out of the gate, that you know you may not be able to find in your backyard locally, and it's, it might be a little easier to you know. Go with a remote strategy, uh, out of the gate, just because the best person might be in Texas and you're based in Chicago, and it's, it's just how the cookie crumbles.
Speaker 3:Uh, there are certainly a lot of small to midsize businesses that start up that uh get their legs underneath them and get a lot of traction with.
Speaker 3:You know a lot of uh, you know green right out of school young talent that you might be easier to find kind of in your backyard people you went to college with, and so you can create a lot more kind of office camaraderie and in-person work. I would say the biggest thing for an entrepreneur or someone starting a business today is to not be shy of surrounding yourself with other entrepreneurs and other companies, and I I've seen a lot of folks who have started businesses rent small office space uh at like a coworking uh, or maybe a coworking space that is geared towards startups, uh. So we have a few of these in Indianapolis, uh, I know a lot of the big cities uh have these different kind of startup accelerator co-working places where you're surrounded by other entrepreneurs, uh, you're learning from them, you're seeing what they're doing, what works, what doesn't Uh, and you also create a place for anybody that you hire or work with locally to come to the office and hang out and work from there. So that that would be some advice that I would give someone that's trying to start a company that's going to be hiring employees and you know, building a team, uh, you know to not to not discredit, being able to go, have a physical place to go to, you know, even if it's just a few days a week.
Speaker 2:I know that I'm definitely one of those people that loves to be surrounded by like-minded individuals. Spencer's laughing at me already. I'm like. I am a huge communications person, love to be inspired by others and I completely agree.
Speaker 2:That's a great idea to go find like-minded people, find that space that you know incubator, almost to say. I say that we actually I'm not sure if you know about this, but we actually just got a space on campus in the Weber Center at Olivet that is going to be dedicated it's the Crawford Studio as an incubator for entrepreneur students to come together, share those ideas, find camaraderie, you know, join fellow individuals as you're getting started on your career path. So super exciting and I love that.
Speaker 1:Yeah, we're on the same page. The startup studio it's a startup.
Speaker 2:Super fun.
Speaker 3:Yeah, yeah, I mean there's a, there's a venture capital firm here in Indianapolis called high alpha and they, they have a studio model. They launch companies, um it's. It's certainly more sophisticated than just your uh, you know entrepreneur off the street, but uh, they, a lot of their studio companies do work out of their, their main office there and kind of get their roots there. And I mean you're walking down the hall with you know, a company that's two, three, four steps ahead of you and you're learning from them. And so I think, if you can find, you know, a good community to surround yourself with other entrepreneurs, I think you're going to learn pretty quickly like what works for some may not work for you, and share ideas off each other is certainly valuable.
Speaker 3:And there's, there are tons of even remote based I mean there's ocean programs out of Cincinnati. Uh, if you guys are familiar with them, um, you know there's, obviously, you know Y Combinator. There's company, there's an organization called on deck. I mean there are, and some are faith-based, some are not, but you know there are lots of you know startup accelerators and incubators that I think would be really valuable for, uh, entrepreneurs that are just coming out of college, that don't have a lot of working experience but, you know, have a great idea or really passionate about something to be able to, you know, learn from others that are in the trenches as well.
Speaker 2:Absolutely, that's a great recommendation for so many of our students that are looking for just that. Cameron, you know we have appreciated so many of your incredible insights that you've shared on this episode today, and you know, I'm sure, that Spencer and our listeners have too. So it seems that we are nearing the end here. You know we always say that time flies. I know I say that a lot, but here at Creator I'm not sure if you've seen our show before we do like to end with what we call the quirky question of the week. Man, it's been a minute.
Speaker 2:You know we were on a hiatus here for the summer and we're back for season two. So got to hit you with a quirky question today and this one it may not be the most quirky, but you could probably see this coming with our topic today. It kind of correlates to, you know, the concept of working remotely on, you know, some of those virtual platforms. So I'm not sure. But, cameron, do you have a funny or what is the funniest or most embarrassing virtual team mishap, or maybe a technology fail that you have had? I'm not sure.
Speaker 3:Oh, I've got a great one.
Speaker 3:We picked the right person for this my wife is going to kill me for this, but we're going to do it anyway because she's an Owen grad. Uh, I was on a video call I don't know a whole company video call, uh not with remodel health. So, uh, this was post remodel health. Uh, company out of New York called first base and uh, she was pregnant, very pregnant, with our first child, mac. Uh, who's now? Who's now three? Um, but I'm on a video call it's pretty serious call, like right in the middle of it, and she like waddles over in front of my office door and is like standing there and she's like my water just broke.
Speaker 3:Uh, and everybody on the call like heard it and they're just like, oh, the baby's coming, you know, uh. So I mean it was a really exciting moment, but it was. You know, when you're to transition from like immediately transition from being like in the zone on a video call to looking to the side and your wife standing there and her water broke, looking to the side and your wife standing there in her water broke, uh was quite, uh, quite a funny story that the, the, the team did not like, did not let you know. I didn't do anything embarrassing, but it was just, it was just a funny moment that I guess everybody got to be a part of uh, but was you know for our first kid?
Speaker 3:like you know, we didn't know too. I was like I gotta go, so I just hung up and we went to the hospital and had our son, but yeah, probably probably the craziest. Unfortunately I don't have anything where I didn't know the camera was on and was, you know, picking my nose or anything of that, that nature. But I can't, I know I'm like hey, that's pretty good.
Speaker 2:I don't know I couldn't beat that. It's pretty good. I don't know I couldn't beat that yeah.
Speaker 1:Well, hey, cameron, thank you so much for being on the podcast today and just sharing some really really good tips about navigating remote work, and I think it's something that we're all learning through and you have a good grasp on it, so it was exciting to hear from you for just a few minutes.
Speaker 3:Sure yeah, thanks for having me, guys.
Speaker 2:This was such a great way to kick off our brand new season and listeners. If you want to connect with Cameron, you can find him on LinkedIn or Twitter through the links in the description.
Speaker 1:Yeah, and if you want to learn more about the all of that entrepreneurship program, you can just go to all of thatedu. Slash entrepreneurship Easy as that.
Speaker 2:That's right, yep, and to learn more about the creator conference and pitch competition, you can email me, carly Bird at kabird at olivetedu, or you can visit our website, creatorolivetedu.
Speaker 1:Yep, that's right. Hey, that's all we got and we're faith in business me. Thanks for listening to the creator podcast. We'll see you later.