524: Hire the Heart, Train the Skill
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Have you ever struggled to find the perfect hire for your pet care business? In this episode, we dive into the importance of hiring for soft skills like empathy, communication, and adaptability, while training the technical aspects later. We discuss the value of a multi-stage hiring process to thoroughly vet candidates and ensure they fit your company culture. While the technical skills are trainable, finding someone with the right heart is key to long-term success. We share our own experiences in building a team that truly connects with both pets and clients.
Main topics:
Hiring for Empathy and Humility
Importance of Soft Skills
Multi-stage Hiring Process
Training Technical Pet Care Skills
Adapting to Client Expectations
Main takeaway: Soft skills are the foundation that technical skills build upon..
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A VERY ROUGH TRANSCRIPT OF THE EPISODE
Provided by otter.ai
SUMMARY KEYWORDS
pet, people, soft skills, client, hire, skills, dog, situation, care, employee, person, company, question, pet sitter, interview, trainable, handle, responding, talking, important
SPEAKERS
Meghan, Collin
Meghan 00:02
Hi, I'm Megan. I'm Collin, and we are the host of pet sitter confessional, an open and honest discussion about life as a pet sitter. We appreciate you listening today and joining us on today's show. We also want to thank our sponsor, pet sitters Associates, and our Patreon people, for supporting today's show. Our Patreons are a cool group of listeners who have found value in the show, who enjoy listening to the episodes week after week, and want to continue to keep it going and to support it. If that sounds like you, you can go to pet sitter confessional.com/support, to see all of the ways that you can help us out. When we started hiring several years ago, we thought we wanted somebody who knew exactly how to be a pet sitter. They really didn't need a whole lot of training. They knew exactly how to scoop the litter and walk a dog and put on different leashes and harnesses, but we realized over time that those skills are trainable. And
Collin 00:50
one of the problems with trying to hire somebody with a very specific set of skills like that is you do run into the issues of they'll never do it exactly like you, and it can lead to a lot of frustrations of thinking somebody understands what you do, because you're hiring based off of their skill set. And then you get them in the field, doing dog walks, doing pet sits, and you realize, oh, this person doesn't do anything the way that I would do it. And you can have some clashes there, not confrontations. And you can be disillusioned in what people are doing or how they're doing things, and it can also lead to issues where people aren't that trainable, because they do come in with a full suite of skills that they think are necessary or that they think are appropriate,
Meghan 01:32
and they believe that the way that they scoop the litter box or the way they wash the dog's bowl is the appropriate way. But coming into your company, you may have different processes and policies,
Collin 01:43
and you end up going, Oh, well, this person actually doesn't work for me, and they don't like working for you, because you keep telling them you're doing it wrong when they don't think they are,
Meghan 01:52
or it's just inconsistent in your company, they're doing it one way, and your other employees and you are doing it a different way.
Collin 01:58
So you end up frustrated. The more that we've hired people, the more that we've realized that we really do need to hire for the heart and train the skills. The problem with this is that this is very nebulous. This is very kind of fluffy language when we say hire for the heart. But what on earth does that actually mean, especially when we're hiring for a dog walking or pet sitting position in our companies. It's
Meghan 02:22
what we've just been talking about, about being trainable, being receptive to criticism, being able to take that well, but then also being able to implement that, and being open and adaptable to new ways of operating well
Collin 02:36
in the corporate world and the more traditional kind of jobby jobs, they would call these soft skills. These are skills that people should come with, come prepared with, that are going to assist and aid in the implementation of the hard skills of the actual tactical things that we're going to be training them on the technical aspects of our job. Those are made easier and better by the soft skills that people bring into this. So when we talk about hiring the heart. What we're talking about is a skill set, this suite of attitudes, mindsets and positions that people bring into our company that we need to be screening for before we can overlay on that the technical aspect of how we execute our jobs. A lot
Meghan 03:15
of it is personality as well. We talk about being trainable. Well, that is an aspect of their personality that you need to look for, obviously, also somebody that is kind and isn't going to come in with like a bull in a china shop, being able to be malleable and ultimately be confident in their abilities, but humble enough to ask questions,
Collin 03:34
that is a big thing that we look for now in people that we hire. Are they confident in themselves as an individual, but not cocky exactly, because we have run into that where people think, oh, I need to come in here and show off and feel like that. You know that these people are going to really trust me, because I know everything. But you run into because they think they know everything, they're completely untrainable. And then that humble attitude of an individual. Is this somebody who is going to come to us with questions, or are they going to feel like that they have to go this alone, that they do have to know everything, that they have to carry the burden on their shoulders,
Meghan 04:10
because this job is unique in that they have to be independent and think on their feet and make decisions in the moment, sometimes without consulting us at the same time, when the rubber meets the road and they hit a wall, they need to be humble enough to ask us questions well, and
Collin 04:25
that just gets to the core of part of what our culture is for our business. And again, this is different for for everybody, and that's why understanding what soft skills you are looking for is going to really be the differentiating factor between you and the next business. All of the skill, skills, the technical aspects of scooping litter and dog walks and stuff, those are pretty standard across every business. It's the cultural aspects, it's the attitudes, it's the mindsets, it's positionally, where do we come from on this? And we have a heart for really team based approach, a lot of collaboration and so that. Leads into the kind of attitudes of people that we need. When we talk about being humble, it's not just coming to us for help, it's Is this person going to be humble enough to go ask their teammates for help, or ask their teammates for questions, or be humble enough to admit whenever they didn't get something done, or they're going to try to hide something and pretend like it didn't happen, these attitudes really reach into how we want to operate. And so as you think through, how do I want to people to interact in my company? How do I want to be perceived as my company, in my in my in my local area, to my clients and to my other team members, the soft skills that you bring in, that you screen for, are really going to play a major role in that.
Meghan 05:41
Before we do talk about the soft skills, I want to mention that we are specifically talking about employees here. If you are using independent contractors, you really do need to make sure that the standards of their own business match yours, because you aren't training them here at all. You aren't hiring for the heart training, the skills type of thing that is specific for an employee, because with an employee, you can train them, you cannot train an independent contractor.
Collin 06:05
And we talked about training again for these soft skills. These are really hard to train as an employer. Just just straight up, here is these are where most people get exceptionally frustrated with people that they bring into their company. Because this is where coaching, life, history, lifestyle, current mindsets all take into place, where you as the employer, you can't be a life coach, you can't be a psychologist or a psychiatric help. You can't be that for people all of the time. You can be encouraging to them. You can give tips and tricks and stuff. But it is these skills, while we call them soft skills, they are actually core and foundational. And if you don't have these, it's really, really hard to develop these as an individual. Also
Meghan 06:50
with the hiring process. If you don't have a multi stage hiring process, you really need to implement one. Our first stage is them writing questions back to us so we can see their writing skills. Then we do a phone interview to see how they're going to do orally, and then we do an in person to see how they do face to face. And each one of these, we ask different questions to get at the soft skills that we are looking for in this hire. So if you don't have those multi stages, we would highly suggest you get them so that you can ask all of these questions that we're going to go over and get a full picture of how this person writes, Acts, and is going to be in your company well
Collin 07:27
and is consistent, you can ask two or three different questions that get at each one of these aspects and see, is this person telling the truth, or are they just trying to tell me what I want to hear because they want the job? Yeah, because it's easy to lie one time, right? It's really easy to lie one time. It's hard to be consistent, 234, times over the course of a week or more, as you draw out your process here. So that's another reason why a well thought out, well planned, multi stage hiring process is important so that you are vetting and you are seeing consistency and actually getting the truth from people.
Meghan 07:59
A lot of employers also do personality tests. But this does get tricky because it can be seen as discriminatory if you do it during the interview process before you've hired them, because if you don't end up hiring them, they can say, Oh, it was because I scored this way and they didn't like that. So be careful with that. Maybe do that on the back end instead of after you've hired them. Then that's a way to get to know them better, to see how you can help them, how you can manage them, where you need to take them on the journey in your company.
Collin 08:28
So we wanted to walk through 10 soft skills that we think are really valuable. And again, this isn't across the board. Everybody must check box on every single one of these, or they must be equally you know each one of these aspects, but we do look for a good mix of these. And whatever you need for your company, for your culture, for how you operate, you need to take these and run with them and develop your own and how you look for them as well. And one of the first soft skills that we look for as a business is empathy. So we believe that we are a people company. We serve people, so we need to have people on our team that understand and share feelings of both pets and their owners. It's crucial to how we operate. Empathy helps in recognizing a pet's emotional needs and making sure that we are responding appropriately, whether it's providing comfort during a thunderstorm or recognizing when a pet is anxious, or being able to read an individual and how they are responding to us, or the words that they're using back to us. When we are empathetic, we're able to serve people better. A
Meghan 09:29
possible question you could ask on the interview is little Bentley is the cutest puppy. He is only 10 weeks old and started potty training. You arrive and find him in his crate, and he has pooped and peed all over the pee pads and gotten it all over himself as well. What would you do? This allows you to see how the person responds. Are they empathetic to Bentley? Are they going to properly care for him? Are they going to take the time to do that? Are
Collin 09:52
they going to respond emotionally? A lot of times, when we ask this question during an interview, the respondent will go, Oh, poor guy. Or. Oh, that's so sad. I can't believe that they're gonna have this, this visceral response in the interview to this kind of scenario. This is a good cue. Okay, this person is empathetic to the situation. They have an emotional response and they are feeling bad in this moment. Then, yes, the next step is, can they pull themselves together enough to get a coherent process in order to make sure everything is cared for and cleaned up appropriately. Another
Meghan 10:24
soft skill to look for is patience. Working with animals requires a lot of patience, especially when dealing with nervous or aggressive or energetic pets or geriatric needing medicine, all of these things needs. They need patience. It ensures that the pets are handled gently and with care fostering trust and positive experiences, we want our people to be patient, because that ultimately respects the pet and it respects the client. So we ask the question of how they would handle a visit taking longer than expected. Maybe it was the employee's first time at a particular client, or the dog is skittish or refuses to get leashed up. You can ask these scenario questions and then say, what would you do, or how would you handle that? You're
Collin 11:06
looking for a response here. Does somebody immediately jump to, well, I've got to do what I can to get the dog outside so they can go pee, or I've got to get them harnessed up. Do they immediately jump to the tasks, or do they pay attention to the dog's behavior and go, well, well, I would make sure I'd sit down calmly and take the time needed to get this dog to start trusting Me, so that I wouldn't force myself on that that kind of behavior, that kind of response, does take time building trust. Working with animals takes a lot more time than just forcing ourselves into a situation. So it also communicates how this person's going to handle those situations with those kind of pets.
Meghan 11:46
Now, with a lot of these soft skills, you do have to couch this in balance of there are definitely two sides where somebody can be way too patient and take too much time, where, if you have them on a 30 minute visit, and they go an hour and a half because they're sitting on the floor, trying many methods of getting the dog to come to them, but the dog is just in the corner, not, not being receptive at all. There's definitely a balance here, of somebody can lean the complete opposite way. So during the interview, you have to be cognizant of when you write your notes down, of is this person going the complete opposite way of maybe they won't be a good fit for my company because they have too much of a particular soft skill.
Collin 12:26
Yeah, and then go do at the end, do I think that they are trainable or workable or adaptable in a particular way? Can I train somebody who is overly cautious or overly patient to be more time conscientious to be more considerate of that clock ticking. Does this person have the suite of skills that would allow me to do that? If not, you need to move on. If that's really important to
Meghan 12:51
you, I think the biggest soft skill, at least within our company, is communication. Because we are not there with them during the visit. They are independent. They're doing things alone. They're making decisions they have to clearly communicate to us. It is vital for explaining care routines and understanding owner instructions. It ensures that the pets feel secure. This includes nonverbal communication, like body language, which is important because we are going to be interacting with these animals. Does this employee come in very tense, tense shoulders, scrunched up, face, hunched over, just kind of ready to attack. Or are they walking in broad shoulders, standing up straight, ready to approach the animal in a calm manner?
Collin 13:35
What's their first reaction to is their first gut instinct to reach out for help. Is their first instinct to let other people know, or is their first instinct? Well, I just need to you know, grin and bear it and work through this and how people communicate, that's another thing that we really work through on this of verbal communication skills are one thing, but we deal in almost exclusively text communication. This is text client updates text instructions from clients. We text through slack to our team members, letting them know how things are going. Do they communicate well in that format, and so asking a question like, how do you make a peanut butter and jelly sandwich, especially in the written format, this is one of our written questions. How do you make a peanut butter and jelly sandwich. Is the person able to put together a cohesive instructions of step by step by step that makes logical sense, that is well thought out, that is well structured, that is all spelling correct, that has correct punctuation and capitalization? Is it all there? Because Megan and I know we're going to be dealing with text with this person from day one, back and forth, non stop, and they're going to be communicating in text to the client. Are they able to do that, or do
Meghan 14:50
they just respond with LOL, like we have gotten many times, because people think this is a joke, or it's a trick question, or we don't actually want them to answer it.
Collin 14:59
Yes. Yes, those are always fun. But again, that tells us a lot. Oh, this person is not, you know, they're not going to take weird requests. Well, they're not going to take this seriously. And so we can move on from that person. So
Meghan 15:13
the next soft skill is adaptability, which is kind of what we were just talking about. Pet Care professionals must be flexible and adaptable. If I add another visit to your route within three hours, are you going to freak out? Are you going to panic? Or are you going to be like, Oh, okay, I know that pet. I've done that before, or bring it on. I love challenges. I love new things. You need to see how the employee is going to be in different pets in different situations, and that is hard when you're just having a phone call with them, or you're just sitting across the table from them, but whether it's adjusting to a pet's mood or a changing care plan, adaptability really is key to providing that consistent and effective care. So something we like to ask is, how do you handle new situations? And this question can really stump some people of what do you mean new situations, or they want a little bit of clarification, but we try as much as possible to not give them a lead in to this. We just just make it as broad as possible and see what their answer is.
Collin 16:08
Are they going to pull a time from? You know, I like answers that come from. Well, you know, I had training, but I was at my previous job, and I ran into a situation that wasn't covered, and I needed to figure out how to do it. So I, you know, maybe I reached out to somebody, or I relied on my past experience, or I just dove straight in to figure it out, and then I let my supervisor know afterwards how it went, whenever they got back to me again. Whatever your company culture is, you have to think through all of the all of these questions, all of these scenarios and go, What would be? What do I want to hear? What do I actually want to know from somebody before
Meghan 16:47
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Collin 17:26
and while we're talking about new situations here, another soft skill that we think you should be looking for here is observational skills. Keen these skills are necessary for noticing subtle changes in pet behavior, pet health, noticing changes to the layout of a client's home, or differences between what the notes say versus what they're actually seeing laid out before them. Or, you know, again, early signs of illness, stress, discomfort, which allows them to take prompt and appropriate action. Again, if they notice, oh, the client's notes say that the trash bin will be to the left of the pantry, but it's not there today? Well, are they going to actually notice that or just breeze past it? Our
Meghan 18:04
favorite question for this one is describe a scenario where your attention to detail stopped a mistake from happening. This question trips up a lot of people, because they think we are asking about how amazing they are at attention to detail and observation. What
Collin 18:20
we're actually asking here is tell me a time where you were paying attention enough to recognize you didn't do something the right way and you were able to fix it. This gets at again, part of our culture of humility. Is this person going to be able to tell us of a time where they legitimately made a mistake, but they caught themselves so that it didn't have an impact and it didn't progress any further. So when people are able to say, You know what, actually, I was making a sandwich because I was working at Subway, and the person said they wanted Turkey, and I started to make it with steak, and I got to the part where they were putting on the lettuce, and I realized, oh, this person actually said Turkey. And I went ahead and made them a whole new sandwich and I gave it to them for free. That actually tells us a lot of what this person is willing to do, and that they are paying, that they actually are trying their best to pay attention and do what's right for the client, and what the client actually wants,
Meghan 19:14
which leads right into the next soft skill of problem solving. It helps to manage unexpected situations, like a pet escaping, we never want that, but sometimes it does happen or or a pet that exhibits unusual behavior, are they again going to be paying attention to this? Are they going to be able to think clearly and say, Hey, this is what I need to do. Here are the next logical steps, really being able to assess the situation quickly and come up with a solution to ensure the safety and the well being of the pets. We don't want somebody who is making irrational decisions that they spilled water on the floor and the pet slipped and now they're going to call the vet to take them in. We don't want somebody who does that, but somebody who is logically thinking through a problem that they need to solve, but in a quick manner, but not in an irrational manner. The. So we ask, what would you do if you found the client naked in the kitchen? This is a very terrifying question to a lot of people. A lot of people nervous laugh. They don't like the question. It makes them uncomfortable, but it is a situation where we have found ourselves in before. Yeah, we
Collin 20:15
and a lot of times they will ask the question of you mean, like the dog without a collar, or like a human, it's like, No, I'm talking about the human here. What do you do? Because this, this is a great way to say this is a situation where nobody who's come and sat in front of us during the in person interview, they've never thought of this. This is completely off the radar for them as far as possibilities of things happening. So I can immediately take them and pluck them and place them down in a situation that is uncomfortable, unexpected, and they've never experienced before,
Meghan 20:47
and they have to think through what they would do in an unusual, new, potentially stressful situation, and
Collin 20:54
we get to go, okay, yeah, absolutely. Or, you know, the fact that you immediately called the cops or drew your concealed carry, that's a little unex, that's a little unsure about this, or, again, you have to decide what's a good or appropriate answer for you and what you're comfortable moving forward with. But really, at the core of this, we want to go, does this person have a decision tree that makes sense and that they're able to do under stress? And again, just by doing this in a kind of we do all of our in person interviews at coffee shop, so it's a public setting. They get a little bit nervous because there are people around talking and watching them, and I'm asking them to describe what they do if there was a naked person in the home. That's stressful enough for people, so you can really see how they're processing and what they're able to do in that situation, and you can pretty much extrapolate how we would do if this was actually taking place in front of
Meghan 21:42
them. Another big soft skill that you may consider is time management with timed visits that we do in our own company and you may do as well. This is incredibly important, efficiently and effectively managing that time is essential when handling multiple clients and multiple pets, you can easily run late if you've got five visits back to back, and you take extra five minutes at every every visit, you don't ever get that time back. So you need to assess if somebody is going to be able to budget their time wisely within the allotted time. If it is 30 minutes, are they going to know? Okay, I need five minutes for feeding and 15 minutes for walking and five minutes for cooldown, cuddle time, or whatever the ratio is that you have set for your company. Is this potential employee going to be able to manage that time? Well, a question that we ask to get at this is, how do you work alone and still stay on task? Or another way is, if you have 12 tasks to get done in a day, how do you prioritize them? Or how do you get them all done?
Collin 22:42
Again, intentionally broad and vague, because again, we are trying to hire people who don't have or might not have all of the extensive pet care skills and knowledge. So we do tend to stay away from pet care specific scenarios and direct questions, because all that's going to come later. But here we're just saying, Okay, you're working alone, and you've got a lot of tasks to do. What do you do personally to stay on task? And if somebody goes well, I just kind of keep it in my head and kind of work through it. It's like, that's that's actually not a good answer, right? I want to hear somebody who goes, well, I make a lot of lists, or I'm going to write down or they may know that in a previous discussion earlier in the interview where I mentioned something about software. So if they can pull that in here and go, Well, I would look to the software to see what I'm supposed to do, and make sure that I check those off as I work along, going, okay, this person is paying attention during the conversation. They're looping it in, and they're implementing it now this new information into this scenario and able to put it all together. One
Meghan 23:41
of the biggest frustrations of hiring employees is, are they going to show up or not? So one of the soft skills of reliability is important. Pet owners need to trust that their their pet care professional is going to be dependable and consistent and going to show up when they say they will. You want that as the boss and the manager as well. Reliability really builds that trust with the clients, knowing that their pets are in safe and capable hands, we ask the question, we know that things happen, but how would you handle being late to a visit? And nine times out of 10 people say, Oh, I would never be late. I can't even fathom being late. I've never been late in my life if I'm late, if I'm if I'm on time, that I am late, and then, and I always try to arrive 10 minutes early. Well, every single person virtually has answered that way, and almost every employee we've ever hired has been late at least once. Because again, if you go over five minutes at a visit, you can't ever get that time back. Yeah,
Collin 24:35
and so going, will they actually answer this question? And this, this humility aspect comes back in here this honesty aspect. We're not saying, will you ever be late? I'm not asking that question because nobody can, nobody can truthfully answer that question. But what I am asking is, okay, you're late. How do you handle that? Well,
Meghan 24:54
and this also gets back to the communication part of this, because sometimes people don't even think of you and I of the. Looping us into the fact that they're late.
Collin 25:01
Yep, the first time somebody said, Oh, well, I would let management know I wrote that down. I was like, oh, yeah, oh, wait, I'm management. Oh, right. They need to tell me. They need to tell me. Or, even better, if somebody goes, You know what? I would make sure to follow your communication policy for how to handle lateness like this. But what we want to hear is somebody who goes well. What I typically do is, here's how it handled being late, but just so that you are aware, you know possible future employer, here's how I set my alarms. Here's how I prepare for the day. So I make sure that I try and have everything ahead of time so I'm not showing up late, and if I do, I'm going to let you know. But as soon as I know a lot of people come into this industry thinking it's all puppy cuddles and Kitty kisses. You're listening to this podcast, so you know it's not, but a lot of new people that we're hiring don't understand that, and so having some modicum of emotional resilience as a soft skill is critical to the longevity of employees and our companies. Pet Care, as we all know, is emotionally demanding, especially when dealing with the loss of a pet, or handling animals in distress, or feeling rushed, or now all of a sudden, we are late to a visit because we were stuck at the light and we haven't eaten yet, and we're still worked up because the previous day we had a family member, you know, whatever, whatever that is, emotional resilience helps us manage our emotions while providing calm and steady care to the particular animals. And so what we are looking for is somebody who can recognize how they are responding and then adjust accordingly or ask for help. And so one way we ask this is, hey, you walk Sadie four times a week. After a couple months, we get a brand new client inquiry, and because of where they live and your existing schedule, we give the new client to you, and we move Sadie to another team member and employee. How would that make you feel? I'm not going to ask, what do they do about it? I'm gonna say, how does that make you feel? And what we want to hear is somebody who goes, well, you know, I'm going to miss I'm going to miss Sadie, but I know that change happens, and that's really important. And I'd be excited to make a new friend and the best answers here that people will say, and I'd make sure who was ever walking Sadie, I'd give them some notes and tips to make sure that they bond and that they have a great time, just like I did with her. This allows us to see this is a well regulated person who can work through these situations and embrace them and know that they're going to have to manage their emotions, they're going to have to work through these but at the end of the day, it's about serving people and taking care of their pets, and
Meghan 27:36
they're not going to freak out just because the schedule has changed, or it's a new route that they're they're again malleable and adaptable. As we all know, this job is very independent, so we need people who ethically can make judgments that are in the best interest of ultimately, the company. When we make ethical decisions about the pet care, such as when to intervene in a pet's health or how to respect the wishes of a pet's owner that really is crucial. If we think that the cat should get fed an entire can of food, but the owner has requested only half a can of food, well it's not ethical to then feed the whole can just because we think so. So we don't want to hire people that go against the owner's wishes, even if we disagree with them. Now obviously there are pet welfare and standards that we need to take into account here. But on the whole, if we just disagree with a feeding regimen or the way that they have their couch positioned in their house, we need to not make those judgment calls for them. Well,
Collin 28:36
it's also, you know, we as company, we have policies about things we will and will not do one ethical thing for us, personally as a company, is we're not going to use prong collars when we're out walking dogs. Again, you make your own decisions for your company. It's just what we have found has worked best with us and our clients. We need to know that if we have an employee who walks into a client's house and the only thing there is a prong collar. Are they going to move forward with that, or are they going to notify us and look for ways to modify that walk or do something different? This all ensures the welfare of the pet, because it's always top priority. It's also about respecting the client's wishes and making sure that we are doing right by both of them. So a question we can ask to get at this is, how would you handle a dog with a broken toenail? What we want to see here is somebody who's going to first, they're going to ask some details. They're gonna say, how broken is this? You know, do I have supplies on me? And then they're going to say, well, I'm going to assess the situation, and then I'm going to notify you so that I can take this dog to the vet. Because I think that's really important. Again, this is, this is an ethical decision. Do we take the dog to the vet immediately? Do we contact the client and see what their wishes are, or do we leave them by themselves and go on in about our day? How that person responds is going to tell you a lot about how they perceive and how much they value the client. Decision and the client's input, as well as your oversight in the situation. And the best part about this is that you, as the company owner and founder and director, you get to decide what's a good answer to you, across all of these questions, across all of these soft skills, what's going to be the best fit for how you're operating, who you're serving and what you want to be known for. That's what we mean when we say, hire the heart, train the skills, hire the people that are going to be able to be trainable to the degree that you need for your business. Make sure that it all fits together.
Meghan 30:34
We think that these are the most important soft skills that you need to hire for, but if you have others that you think are important, you can let us know by email at Pet Sitter confessional@gmail.com or give us a phone call at 636-364-8260, thank you very much for taking your most valuable asset, your time and listening to this today. We appreciate you. We also want to thank pet sitters Associates, and we will talk with you next time bye. We
