Latest news with #JasonLeverant
Yahoo
24-07-2025
- Business
- Yahoo
AtWork Group Reports a Strong First Half of 2025
Staffing Franchise Expands with New Locations and Earns Top Industry Honors KNOXVILLE, Tenn., July 24, 2025 /PRNewswire/ -- AtWork®, an award-winning leader in the staffing industry, is proud to announce significant growth and recognition in the first half of 2025. Amid a cautiously optimistic outlook for the staffing industry, AtWork continues to outpace expectations with new office openings, strong franchise development, and multiple national awards. "Despite the headwinds facing the staffing industry, the first two quarters of 2025 have proven to be a period of strength for AtWork," said Jason Leverant, president and COO of AtWork. "Our ability to adapt to evolving workforce needs while maintaining our commitment to client and candidate satisfaction continues to set us apart." New Locations AtWork continues to grow its national footprint in 2025. Arkansas became the latest state to join AtWork's growing list of markets, further expanding the brand's national presence. AtWork opened eight new offices across the country so far in 2025: Virginia: Richmond South Georgia: Cartersville Georgia: West Gwinnett South Carolina: Greenville Washington: Seattle Southwest Arkansas: Bentonville Texas: Austin Northeast Indiana: Indianapolis NW Awards & Recognition AtWork earned several prestigious industry honors in 2025, including: Forbes' List of America's Best Recruiting and Temporary Staffing Firms (2025) – Recognized among the top 200 U.S. firms in the temporary staffing category. Staffing Industry Analysts' (SIA) 2025 Largest Staffing Firms in the US-Recognizing AtWork's impact and scale in the staffing industry. ClearlyRated Best of Staffing® Client and Talent Awards (2025) – Awarded to fewer than 1% of staffing firms in the U.S. and Canada. Franchise Business Review's 2025 Top Franchises Satisfaction Award – Based on independent surveys of franchisee satisfaction. FranServe Fran-tastic brand-Honored for exceptional commitment in helping individuals realize their dream of owning a business by providing strong franchise opportunities. A stand-out franchisee, Josephine Suryono, who owns and operates AtWork locations in Sacramento and Roseville, California, has received several accolades for her success this year. Josephine was named the International Franchise Association's Franchisee of the Year as well as a 2025 Franchise Rockstar by Franchise Business Review in the Women's category. Her Roseville office led the AtWork system in revenue and gross profit in 2024 and continues to set a high standard in 2025. Additional Achievements In the first half of 2025, AtWork's leadership remained actively involved in national workforce conversations: COO Jason Leverant published a practical employment AI Guide designed to help job seekers navigate the evolving job market with new technology. Leverant's expertise has been featured in Newsweek, Yahoo! News, The Washington Examiner and other major outlets, covering topics such as Gen Z's fear of layoffs, the transition of federal workers into private sector roles, and the shifting landscape for white-collar employment. With over 30 years in business, AtWork remains committed to supporting entrepreneurs, connecting businesses with high-quality talent, and delivering exceptional staffing solutions nationwide. To learn more about AtWork's franchise opportunities, visit About AtWork Headquartered in Knoxville, Tennessee, AtWork is an award-winning staffing franchise with nearly 100 locations. For more than 30 years, leading companies from across the nation have trusted AtWork to recruit the best talent. Recognized by Staffing Industry Analysts as one of the Largest and Best Staffing Firms to work for in the U.S. and as an Entrepreneur Verified Franchise, AtWork can staff an entire production facility or provide temporary support that keeps businesses thriving. AtWork's dedication and unparalleled service earned them a spot on Forbes America's Best Recruiting and Temporary Staffing Firms and ClearlyRated's Best of Staffing® award for client and talent satisfaction. Additionally, the franchise's growth and support for its franchisees have secured them a place on Franchise Business Review's (FBR) Top 200 Franchise ranking for seven years in a row and is in the FBR Hall of Fame for 10+ years of stellar performance. AtWork is also ranked in Entrepreneur's Franchise 500, Franchise Times Top 400, and Entrepreneur's Top Franchises for Diversity, Equity, and Inclusion. To learn more about AtWork's services, visit Media Contact: Lu Dumas919.459.8168ldumas@ View original content to download multimedia: SOURCE AtWork Sign in to access your portfolio
Malaysian Reserve
24-07-2025
- Business
- Malaysian Reserve
AtWork Group Reports a Strong First Half of 2025
Staffing Franchise Expands with New Locations and Earns Top Industry Honors KNOXVILLE, Tenn., July 24, 2025 /PRNewswire/ — AtWork®, an award-winning leader in the staffing industry, is proud to announce significant growth and recognition in the first half of 2025. Amid a cautiously optimistic outlook for the staffing industry, AtWork continues to outpace expectations with new office openings, strong franchise development, and multiple national awards. 'Despite the headwinds facing the staffing industry, the first two quarters of 2025 have proven to be a period of strength for AtWork,' said Jason Leverant, president and COO of AtWork. 'Our ability to adapt to evolving workforce needs while maintaining our commitment to client and candidate satisfaction continues to set us apart.' New Locations AtWork continues to grow its national footprint in 2025. Arkansas became the latest state to join AtWork's growing list of markets, further expanding the brand's national presence. AtWork opened eight new offices across the country so far in 2025: Virginia: Richmond South Georgia: Cartersville Georgia: West Gwinnett South Carolina: Greenville Washington: Seattle Southwest Arkansas: Bentonville Texas: Austin Northeast Indiana: Indianapolis NW Awards & Recognition AtWork earned several prestigious industry honors in 2025, including: Forbes' List of America's Best Recruiting and Temporary Staffing Firms (2025) – Recognized among the top 200 U.S. firms in the temporary staffing category. Staffing Industry Analysts' (SIA) 2025 Largest Staffing Firms in the US-Recognizing AtWork's impact and scale in the staffing industry. ClearlyRated Best of Staffing® Client and Talent Awards (2025) – Awarded to fewer than 1% of staffing firms in the U.S. and Canada. Franchise Business Review's 2025 Top Franchises Satisfaction Award – Based on independent surveys of franchisee satisfaction. FranServe Fran-tastic brand-Honored for exceptional commitment in helping individuals realize their dream of owning a business by providing strong franchise opportunities. A stand-out franchisee, Josephine Suryono, who owns and operates AtWork locations in Sacramento and Roseville, California, has received several accolades for her success this year. Josephine was named the International Franchise Association's Franchisee of the Year as well as a 2025 Franchise Rockstar by Franchise Business Review in the Women's category. Her Roseville office led the AtWork system in revenue and gross profit in 2024 and continues to set a high standard in 2025. Additional Achievements In the first half of 2025, AtWork's leadership remained actively involved in national workforce conversations: COO Jason Leverant published a practical employment AI Guide designed to help job seekers navigate the evolving job market with new technology. Leverant's expertise has been featured in Newsweek, Yahoo! News, The Washington Examiner and other major outlets, covering topics such as Gen Z's fear of layoffs, the transition of federal workers into private sector roles, and the shifting landscape for white-collar employment. With over 30 years in business, AtWork remains committed to supporting entrepreneurs, connecting businesses with high-quality talent, and delivering exceptional staffing solutions nationwide. To learn more about AtWork's franchise opportunities, visit About AtWork Headquartered in Knoxville, Tennessee, AtWork is an award-winning staffing franchise with nearly 100 locations. For more than 30 years, leading companies from across the nation have trusted AtWork to recruit the best talent. Recognized by Staffing Industry Analysts as one of the Largest and Best Staffing Firms to work for in the U.S. and as an Entrepreneur Verified Franchise, AtWork can staff an entire production facility or provide temporary support that keeps businesses thriving. AtWork's dedication and unparalleled service earned them a spot on Forbes America's Best Recruiting and Temporary Staffing Firms and ClearlyRated's Best of Staffing® award for client and talent satisfaction. Additionally, the franchise's growth and support for its franchisees have secured them a place on Franchise Business Review's (FBR) Top 200 Franchise ranking for seven years in a row and is in the FBR Hall of Fame for 10+ years of stellar performance. AtWork is also ranked in Entrepreneur's Franchise 500, Franchise Times Top 400, and Entrepreneur's Top Franchises for Diversity, Equity, and Inclusion. To learn more about AtWork's services, visit Media Contact: Lu Dumas919.459.8168ldumas@
Forbes
10-06-2025
- Business
- Forbes
How To Avoid Employee Detachment In Uncertain Times
Jason Leverant serves as the President and Chief Operating Officer of the AtWork Group , an award-winning national staffing firm. getty Employers need to focus on increasing employee satisfaction and productivity within their companies. Political upheaval, economic uncertainty and a cooling job market are denting workplace morale—Gallup reports that 51% of workers are 'watching for or actively seeking a new job,' marking the highest level since 2015. Workplace dissatisfaction is leading to a phenomenon dubbed the 'Great Detachment,' where employees feel disconnected from their companies and roles due to both external and work-related stress. There are a number of factors contributing to the rise in employee detachment, although I believe much of the cause can be attributed to reverberations from the Great Resignation in 2021 and 2022 when workers quit their jobs in droves to pursue new and better opportunities. This movement required businesses to undergo rapid restructuring as they lost employees. Many workers were forced to take on additional job duties to pick up the slack, causing discontent and increased stress levels. Job market frustrations are also fueling this feeling of detachment. The overall economy added 151,000 jobs in February, but although hiring is up, the labor market is tightening. For many years, employers had to compete to retain top talent, but as business spending slows, I've found that the job market is becoming less employee-centric, which can make it more challenging for employees to find new roles. At least 22% of professionals who were job hunting last year are still looking for a job in 2025. This lack of forward momentum can keep workers in roles they've outgrown, leading to detachment and frustration. Many businesses also turned to layoffs in 2024 to trim their bottom lines, sparking concern among the workforce. Businesses cut 761,358 jobs in 2024, the highest number since the pandemic outbreak in 2020. This lack of job security is also dampening morale for many employees. Finally, the rising importance of work-life balance and the growing pains of remote work are also prompting employee detachment. Unless a company takes proper steps, remote work can hamper employee connection to a workplace's mission. I've observed that some remote employees will remain in their current roles, even if they're unhappy, because of the flexibility these positions offer, demonstrating how remote work has the potential to become the new "handcuffs" in the business world. Stop detachment in its tracks. In my experience, being proactive can improve workplace morale and reduce detachment from becoming the norm at your workplace. Here are a few strategies to consider: One of the most effective ways I've found to reduce detachment is through communication. Whether working in-person or remotely, a whopping 80% of surveyed employees who received 'meaningful feedback' in the previous week were 'fully engaged.' Make it a priority for your company's management team to schedule regular one-on-one sessions with employees and strive to maintain an open-door policy. Scheduling time in your calendar for lunch-and-learning sessions or informal gatherings can help you build connections. You can also use town halls to keep employees informed about the business. I meet every Monday morning with my remote and in-person teams to discuss key performance indicators; it's a time when everyone gives general updates on their work and what's happening in their department. This has helped create a team atmosphere and prevent people from feeling siloed. • Foster purpose. Focus on providing opportunities for your employees to shine. Provide resources for professional development, and make a point of telling your employees how their work supports the company's purpose. For example, my employees have access to training and other resources from various staffing industry associations to stay up-to-date on new developments. • Start early. Employee engagement starts during the hiring process. Take the time needed to find employees who align with your organization's mission and values. You can also use staffing firms for temporary-to-permanent workers to test-drive talent and determine if they're a good fit. • Solicit feedback. Regularly take the pulse of your organization. It's important to get employee feedback to identify areas for improvement. Your employees are in the trenches doing valuable work each day, so soliciting their advice can help you identify gaps and develop strategies to prevent detachment. I regularly rely on feedback from managers during 1:1 sessions to make changes and improve morale. Keep a clear perspective. It's hard for business leaders to compete with the 24/7 news cycle and social media onslaught. At a time when doomscrolling is commonplace and outside noise is reaching a fever pitch, keeping employees happy can be challenging. It's also natural to have some employees who are highly motivated and others who put in the minimum effort necessary to complete the job, but staying focused on your mission and goals can help you keep your employees engaged. Don't let the Great Detachment take root in your business. By creating a workplace where employees feel valued and appreciated, you can increase productivity and ultimately improve your bottom line. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Yahoo
13-04-2025
- Yahoo
Undocumented workers vital to Fresno restaurants. How much will deportations hurt?
A farmworker picking oranges or grapes is often the image that comes to mind when talking about undocumented immigrants working in Fresno. An estimated 75% of California's farm workers are undocumented — but what about restaurant workers? How much do Fresno restaurants rely on the labor of undocumented immigrants? And what could happen to Fresno's restaurant scene if those workers were suddenly deported? We went right to the source to ask: restaurant owners. 'Restaurants hire undocumented workers every day,' said one owner of three restaurants in the area. 'The backbone of our restaurants are undocumented workers.' It's a topic Fresnans likely don't think deeply about when ordering their ceviche or tri-tip sandwich with garlic aioli. But it's one that could soon affect not just the lives of immigrants, but the dining out experience of the average Fresnan. Restaurant owners aren't comfortable speaking publicly about employing undocumented workers. They don't want ICE busting through their doors and hauling off cooks and dishwashers in handcuffs in the middle of dinner service. So The Bee agreed to talk to six restaurateurs without identifying them or their restaurants so they could speak freely. Some employ undocumented workers. Some don't. But all have worked at restaurants that employed undocumented people. 'That's what makes this issue so challenging: Everyone's so afraid because of the fear of what might happen,' said Jason Leverant, president and chief operating officer at AtWork Group, a national staffing agency that has a location in Visalia. The company does not hire undocumented workers, but competes with companies that do. Several organizations representing local businesses did not return messages seeking comment, including the Fresno and Central California Hispanic chambers of commerce and the Fresno Area Hispanic Foundation. The state and national chambers declined to comment as well, along with the California Restaurant Association. So The Bee talked to the employers themselves. Undocumented workers are most commonly in behind-the-scenes roles in the kitchen: cooks, dishwashers and bussers cleaning up tables. It used to be much more common decades ago, but today just how many undocumented workers restaurants employ many varies by location. One owner said 12 of 14 cooks at the company's multiple restaurants are undocumented. Another said chains and franchised restaurants employ mostly undocumented kitchen workers as a way to meet strict budget limits. Yet another said 10% of his staff are undocumented. Some restaurants don't employ any. Workers without proper documentation are often from Mexico because it's so close, but restaurateurs say they have also worked with people from Thailand, Vietnam and the Philippines. The workers are at restaurants ranging from the most popular high-end places in town to casual mom-and-pop eateries. The restaurants include Italian, Mexican, American and family-oriented chain spots. The owner of the north Fresno Italian restaurant Bella Pasta does not employ undocumented immigrants. He doesn't want the stress of worrying about getting busted by authorities, he said. At age 22, Fabian Rodriguez worked at the Italian restaurant he would eventually own. 'Everyone in that kitchen was an illegal immigrant. We knew it,' he said. Customers had to walk through the kitchen to get to the restroom and the staff was instructed to stop speaking Spanish when they did, he said. About 11 million unauthorized immigrants were living in the United States in 2022, the most recent figures available, according to the Pew Research Center. That's about 3.3% of the overall population. Of that 11 million undocumented number, 8.3 million people are working — an increase from 7.4 million in 2019, but essentially the same as previous highs in 2008 and 2011. Most entered the U.S. without legal permission or arrived on a temporary visa and stayed after it expired according to the center. The majority of immigrants overall — 77% — are in the country legally, according to the research center. Restaurant owners cited the same three reasons for hiring workers without the proper papers: difficulty finding workers, an ability to pay them less than legal workers and a work ethic they say they can't find elsewhere. All this is happening against the backdrop of a labor shortage, noted Leverant, from the AtWork staffing agency. About 7.6 million jobs were unfilled nationally in February, according to the Bureau of Labor Statistics. 'The role the undocumented workers are filling are those that are very challenging to staff with documented employees,' Leverant said. One restaurant owner, said that young people ages 16 to 20 who might be expected to fill some entry-level restaurant jobs often struggle, especially in their first job. In restaurants, workers are expected to pivot quickly. A dishwasher can be asked to clean toilets, fetch silverware or wipe tables at a moment's notice, he said. People who grew up here, in a culture where parents try to protect their children from hardship, don't always last very long washing dishes, he said. 'Their work ethic is not really there,' he said. 'I feel like immigrants fill that void so easily because they're so willing to just work. They put their head down. 'OK, I'll clean tables.'' The work is also hard. It is fast-paced and sweaty, with kitchens sometimes reaching well over 100 degrees, and cooks are always on their feet, restaurateurs note. Several restaurateurs said undocumented workers were some of the hardest working employees they ever had. Often, they have families back home, and are sending a good percentage of their paycheck to them. Some cooks work multiple jobs, said the owner of one central Fresno restaurant. 'Those guys are working 80 hours a week and they don't seem to be complaining about it,' he said. 'You send half your paycheck back home, and your family is building a home for you. And you do 10 years here, and you move back home.' The owner of Bella Pasta said he's struggled to find good workers who aren't undocumented. 'We've not hired people on purpose and it kills you because, you are what I need, you are what I want, you are what is going to help me achieve my goals,' Rodriguez said. 'The frustration (is) ... finding people with the experience that are willing to work hard. … It will take a long time.' Despite being the son of an immigrant himself, Rodriguez said he believes in giving high school kids and people who have the right papers a chance, even if it means he has to work a little harder. He fondly recalls a group of Clovis North High School kids he said were the best workers he's had in 30 years. Undocumented cooks at one popular restaurant in town make about $20 an hour. Cooks who went to culinary school, even starting out, typically want $30 or more, the restaurateur said. 'I'm not going to find an American cook that's going to do what I need them to do for $20 an hour,' the owner said. 'They're going to want $40 an hour, but I can't do that because I can't charge $80 a plate.' Several restaurateurs also said undocumented immigrants are more likely to follow orders, where recent culinary grads often want to put their own spin on dishes — something you can't do in longtime restaurants where customers expect the same classic dish every time. Restaurant owners cite concerns over pay in an industry where eateries are struggling to keep their doors open. Last year, 37 restaurants in the Fresno area closed, most citing rising food and labor costs — including a minimum wage that rose to $16.50 an hour Jan. 1 — and astronomical energy bills, climbing rent and other expenses. Still, at least two restaurateurs said they have worked alongside colleagues over the years who they knew were making less than minimum wage. One owner of a downtown restaurant said he once worked with a woman who got one legitimate paycheck paying her minimum wage for some of her hours. Then a second paycheck that didn't play by the rules, including not having any of the taxes, insurance or other expenses employers are supposed to pay taken out. In all, she was making less than minimum wage, he said. 'I'm sure there's a lot that are not getting paid minimum wage,' the restaurateur said. Another longtime chef and former restaurant owner confirmed he's seen workers making $14 or $15, but they often don't stay at the job long. It all depends on the owner, he said. On the other end of the spectrum, some of the best chefs in town are undocumented and making excellent money, he said. If someone is really good, he or she is going to be taken care of so they stay, he said. 'I know a couple people in this industry who don't have papers and they're making bank,' he said. Some restaurant owners told The Bee they knowingly hire undocumented workers. Others said they don't know when they hire someone, and only find out later that their workers are undocumented. As long as an employee has a Social Security number or an ITIN (Individual Taxpayer Identification Number), they can be hired. Some restaurants run their employees' Social Security numbers through an I-9 employment eligibility system (though if a number and name match and are valid, it will check out). Some don't, and there's very little enforcement of using the system, they say. Sometimes the Social Security number is stolen. Sometimes it belongs to somebody's uncle. Sometimes the job applicant has a different name on the application than he does on his Social Security card, restaurateurs said. But as long as the worker has a name, birth date and a Social Security or ITIN, the person can get hired. It's especially easy to hire undocumented people in chain restaurants, said one restaurant owner, where there's several levels of management involved in hiring. Locations are also often saddled with strict budgets from corporate that are most easily met by cutting back on pay. The restaurateurs said workers are usually getting paychecks with the appropriate taxes, workers' compensation and Social Security removed — though workers may never get some of that money back. Deportations are already happening around the country, though few have happened in the Fresno area so far. Although Trump first promised to deport criminals, ICE's own statistics shows about a quarter of the 33,242 people swept up by ICE so far this year did not have convictions or criminal accusations. As time goes on, losing workers from local restaurants could have a big affect on the local restaurant scene and the national economy, said Hannah Archambault, an assistant professor at Fresno State with a doctorate in labor economics. 'Even eliminating a small portion of them is still going to have a significant negative recessionary impact,' she said. 'It's going to slow our economy down.' It would mean less spending at local businesses by those workers, less tax revenue paid to the government, and jobs left vacant, Archambault said. One study she cited shows that prices would rise as fewer workers means less output of goods — from farms or factories — and the gross domestic product shrinks. Specifically in Fresno, several restaurateurs said the situation would be similar to COVID-19 times, when restaurants suddenly wouldn't have enough staff to run a restaurant. They would have to close temporarily, at least — and some permanently. One restaurateur said losing staff on top of all the other challenges the business is facing would be devastating: 'I would probably have to shut down half of my restaurants if I did not have undocumented workers because I would not have the staff.' Replacing those workers with higher-paid employees here legally would cost more. And those costs would be passed on to customers, restaurateurs said. Think $5 for a taco is expensive now? 'Get ready for $10 tacos. Get ready for $20 burritos,' said one restaurant owner. 'It doesn't take much to trigger that.'
Forbes
11-04-2025
- Business
- Forbes
Why Smart Hiring Is Key To Future-Proofing Your Workforce
Jason Leverant serves as the President and Chief Operating Officer of the AtWork Group, an award-winning national staffing firm. The Great Resignation in 2021 rocked the business world and left many employers struggling to find skilled workers. That year, 47.8 million people (subscription required) quit their jobs to pursue new opportunities, forcing business owners to reevaluate their hiring strategies. Workers being unhappy with low pay and a lack of career advancement led to the nation's quit rate reaching a 20-year high in November 2021. Eventually, a cooling labor market and a tightening economy by the end of 2023 helped stem the mass exodus. But although layoffs increased in 2024, finding reliable, skilled candidates is still challenging. The skills gap as Baby Boomers retire is hampering employers' ability to find qualified candidates. Employee burnout and the transient nature of today's workforce also make it difficult to retain workers. About 50% of the U.S. workforce is quiet-quitting, while a Monster survey revealed that 96% of workers were looking for a new job in 2023. Business owners are responsible for improving workplace morale and creating an environment where employees thrive. Low-cost initiatives, such as giving workers Friday off in the summer, can have a big impact. But in my experience, both as a COO and from helping a variety of companies meet their staffing needs, it is not all about adding extra perks, improving benefits or emphasizing professional development. Many of your efforts can start during the hiring process. Future-proofing your workforce takes time and energy, but it can also save you money in the long run. Here are five strategies you can implement to improve employee retention from the beginning: 1. Understand your future needs. Anticipate future market trends and technological implementations to ensure you hire a forward-thinking candidate with the skills you may need over time. For example, many companies are testing the waters of AI. Having a new hire with skills in this area can help you take advantage as the technology continues to evolve. 2. Recruit for skills over experience. Emphasizing skills in the job description can enable you to reach a wider range of candidates, helping foster employee diversity. Consider also giving potential candidates a skills test to measure their soft skills, such as problem-solving and communication. 3. Streamline your hiring process. In many cases, top candidates are unwilling to endure a lengthy application and interview process. Nearly half of workers believe the job application process is 'too long and complicated,' according to Indeed, and about a third of applicants said they would abandon an application if it had 'clumsy application functionality' (33%) or grammatical errors (30%). To prevent a qualified candidate from slipping through your fingers, consider how you can streamline your hiring process to be as user-friendly as possible. Most managers know within the first five minutes if a candidate is the right fit, so it might just take a slight adjustment to make a real impact on these processes. 4. Assess cultural fit. Hiring a candidate who is a good cultural fit requires more than assessing their skills and experience. Look for candidates who share your company's values, goals and workstyle, as they are more likely to stay engaged and have a positive impact on the rest of the team. According to a Gallup study, employees who feel connected to their organization's culture tend to be more engaged at work and less likely to suffer from burnout. 5. Consider third-party recruitment. Finding the right candidates can be challenging. What's more, businesses can expect to pay between $2,000 and $20,000 to hire a new employee, not including salary and benefits. Working with a qualified professional recruiter can simplify hiring, cut costs and provide quality assurance. If you decide to work with a third-party staffing partner, look for one with a solid reputation for finding qualified candidates quickly, as well as the tools and expertise to handle any issues that may come up during a potential recruit's trial period. While offering professional development, mentoring and a robust benefits package are effective ways to improve retention in a tight labor market, I believe future-proofing your workforce starts during the hiring process. By implementing innovative hiring strategies and maximizing your resources, you can build a solid workplace culture and increase employee loyalty. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
