Angelo Esposito [00:00:12]:

Welcome to another episode of WISKing it all. We're here today with Sam Fonseca, founder of Restaurant Leadership Academy. Sam, thanks for joining us.

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Sam Fonseca [00:00:23]:

Thank you very much for having us. Appreciate you and very humbled to be here.

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Angelo Esposito [00:00:26]:

Yeah, absolutely. I'm super excited to chat with you. And really, the best place I like to always kick off is just understanding what you do today. So obviously I did a background research, but I'd love to, for listeners to know, can you just give them the brief intro before we jump into it? More later, but brief intro. What is Restaurant Leadership Academy?

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Sam Fonseca [00:00:45]:

Yeah, definitely. Well, you know, what we do is we help out founders. We help out founders in scaling their business and looking at their operations and finding opportunities to increase the business. Our biggest focus is to go in there. We run the ops method, which is we come in, we observe the business, we take down all the notes to see how we can improve it. We plan to play, and then we strategically implement the play. And that has led to some great results. So that's what we do.

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Sam Fonseca [00:01:17]:

We go in there as a coach, not as a consultant. We get our hands dirty. We look at every part of the operation and help them grow.

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Angelo Esposito [00:01:23]:

I love that. And I'm always curious to understand how people into the restaurant space. I love this space, but I like to hear people's stories. So what got you interested in the restaurant space in the first place?

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Sam Fonseca [00:01:34]:

I was a third income in my family, so I had to get to work as soon as possible. Both my parents income was not enough to make sure that we took care of the home. I'm the oldest out of all my siblings, so I had to get to work. And my first job was working at a restaurant. And my first day at in N Out Burger was absolutely incredible. It was for myself. My mentality was to go into work to make sure that, you know, everything. The financial situation at home was better, but once I got in there on day one, it was so impactful that I fell in love on day one.

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Angelo Esposito [00:02:14]:

Wow, that's so cool. And out of curiosity, just to go a bit deeper, what do you remember? Like, what did you like about it? Because, you know, I love that you loved it, but I imagine people's first day working in a restaurant, they probably maybe are indifferent, but there was something that obviously stuck with you. What do you think it was that kind of made that impression on you?

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Sam Fonseca [00:02:33]:

This was back in 1994, January 24, 1994. Still remember this day. And the reason why it was so impactful is because I was working with and for a great general manager that worked for a great company. Right. It was this perfect sweet spot of working for a phenomenal company that's a hall of fame, been around for now, 75 years. They take pride in what they do. It's a beautiful company. But on top of that, I was very fortunate to work with Rick Pendleton, and Rick is the man.

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Sam Fonseca [00:03:12]:

On day one, he was ready for me. He was ready to go. Right. It wasn't like I came in and he was scrambling to look for a uniform. He was scrambling to find out who was going to train. No, he made sure that he was part of day one. He was part of my first entire week. So when you have the leader right next to you, shoulder to shoulder, working with you, it's impactful.

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Sam Fonseca [00:03:43]:

He took me through a head of lettuce, and this is how we hand. Leave a head of lettuce. And when it gets towards a core, it's a little bit more difficult. But he told me, sammy, make sure you do this correctly, because you don't want these bad, any bad parts to go on a customer's burger. We take pride in what we do. When I came into the orientation, he shook my hand, and he wouldn't let it go. And he told me, the handshake of the host is more important than the taste of the roast. He looked into my eyes, and he wouldn't let go of my hand.

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Sam Fonseca [00:04:17]:

The handshake of the host is more important than the taste of the roast. This time you say it, Sammy. The handshake of the host is more important than the taste of the roast. What does that mean? We have a great burger, but the way that we're going to be better than anybody else, better than any other, in and out, is by great customer service.

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Angelo Esposito [00:04:39]:

That's awesome.

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Sam Fonseca [00:04:40]:

That was day one. Okay. So when I growing up, my parents taught me about taking pride in what you do. Not being on time, being early, make sure you come in with great energy, make sure you leave the place better than how you found it. Then I go work with Rick, and he's reinforcing the same thing that my parents and the same values that my parents are talking about.

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Angelo Esposito [00:05:05]:

Awesome.

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Sam Fonseca [00:05:06]:

So when you talk about your first day, think about your first day at any job.

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Angelo Esposito [00:05:10]:

Yeah.

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Sam Fonseca [00:05:11]:

Right. Most of them are pretty shitty. Okay. And they're not ready for you. And they give you now an iPad, and they watch. Have you watch 6 hours of videos of the founder and how they started, and. But it's. It's not the general manager there that's passionate.

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Sam Fonseca [00:05:34]:

It's just another task. It's just another newbie coming in, right?

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Angelo Esposito [00:05:38]:

Yeah.

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Sam Fonseca [00:05:38]:

That's what was so different.

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Angelo Esposito [00:05:40]:

That's amazing.

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Sam Fonseca [00:05:41]:

We had, we had a vhs, we had a VCR. He could have showed me all the videos, right? And eventually we did get to some of those videos. But he's like, no, I want you. I want to personally train you. That way, you, if you do something and you take a shortcut, I can look straight into your eyes and say, I didn't train you that way. Where did you pick that up? So I could do a whole hour just on Rick Pendleton.

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Angelo Esposito [00:06:07]:

I love this. And to be honest, I think it's also a great lesson. You know, we have a lot of restaurant operators that obviously are tuned into the show. And I think there's a lesson there that managers listening, or just restaurant operators listening, that you can have a big impact on someone's life. And the proof is right here. It's 30 years ago, right? 1994. And you remember that day. And so I think there's a lesson for people listening, like, put that extra effort to training staff because it doesn't go unnoticed.

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Angelo Esposito [00:06:35]:

And here's a prime example. So thanks for sharing that story. And I love to know, like, what did that evolution look like? So this is, you know, obviously early days 94. You get your first taste. You're like, okay, this guy Rick inspired. You. Love his values. You know, you're working your way up.

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Angelo Esposito [00:06:50]:

What, you know, we kind of like fast forward. I know then you, you ended up at some point, and, you know, I'm probably missing pieces of the story, so feel free to, to jump in. But I know you ended up, I believe, at Dave's hot chicken. Well, even before that, I think you were at raising gains. Another. Yes, there you go. At raising gaines.

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Sam Fonseca [00:07:10]:

One of the things that really excites me is, and what I share with folks is that I've been really fortunate and blessed to have YFB eyes, young, fun brand eyes. So when I'm studying a business, whether they're coming into where I live or if I'm reading about them through restaurant publication, or I keep my eyes open and I'm always looking for a young, fun brand. What does that mean? A brand that has an energy to it. You can be a 75 year old brand at in n out burger and still be a young, fun brand. It's exciting. It feels great, right? But I'm always looking to see, and that's something that I really love. And as I'm now working with different clients, I'm looking for the next young, fun brand that is young. They have inexperience.

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Sam Fonseca [00:08:06]:

They have opportunities. Right? When I saw raisin canes coming into California, and even before they got to California, when I would go to Vegas and I would tell my friends, like, hey, I'm heading out to Vegas to go watch a game, what have you, they would tell me, hey, make sure you stop by raising canes. What is that? It's just chicken fingers, but you're gonna love it. I'm gonna go to Vegas and have chicken fingers. Vegas, you can have anything from around the world. Why am I gonna go do that? Right? But it stuck with me. It stuck with me. So the day that raising canes got out to California, and I saw the lines out the door and the energy, I knew I had to go.

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Sam Fonseca [00:08:48]:

And I went in there. As I'm driving up, the guy that's working security and controlling traffic, Victor, I know him. He's like, Sam, get in here. You've got to try this. Let me introduce you to Cheryl. She is now the regional vice president of operations in California. I want you to meet her. This is a guy that I used to.

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Sam Fonseca [00:09:13]:

He used to be our security guard somewhere else. What I think it's really important that I share also is every relationship is important. Every relationship is important. And you go into every relationship not trying to figure out what you can get out of that relationship. You go into the relationship of, I appreciate you. I value you. We have a great working environment. We have a great working relationship.

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Sam Fonseca [00:09:41]:

I worked with Victor years ago. Then here's this guy, and he's a gatekeeper to the parking lot. And he's like, come on in. Let me introduce you to somebody. Cheryl asked me if I was looking at the time. I said, you know, I'm not really looking at this time. Gave me her business card. I gave her my business card.

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Sam Fonseca [00:09:59]:

She called me up and said, hey, we would love to see if you would love to come on board at raising canes. And, you know, at this point, I said, okay, well, what kind of position do you have? Do you have a director of operations? Do you have a district manager? She said, no, at this time, we only have a general manager position. And I thought, why would I want to do that? Why would I want to go backwards in my career? You know, something that I realize is I started thinking about it and thought, you know what? Let me. Let me give this a shot. I really feel like there's something here with raising canes. And I trained for four months out in Texas to cook chicken fingers. Hilarious. But there's more to it.

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Sam Fonseca [00:10:37]:

It's such a great company. They have great systems. Come back. I opened up the downy location. We break records that have never been broken in 26 years. Right? We're doing $10 million a year at this location, but there's even more here. And I'm starting to notice, like, if we do things differently. For example, I can't get to the restaurant when my schedule says 08:00 in the morning because I'm way behind.

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Sam Fonseca [00:11:08]:

We're so busy that we're never going to get caught up. So I start getting to the restaurant myself and a team of five people at 03:00 in the morning.

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Angelo Esposito [00:11:18]:

What?

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Sam Fonseca [00:11:19]:

Get there at 03:00 in the morning, and we're opening up at 10:00 in the morning. We have 18 year olds showing up at 03:00 in the morning, getting to work, and it's an environment. We were pumping music, we're pumping cane sauce, we're doing lemonade juice. We're doing everything. It's 03:00 in the morning, and you would think it's a party. And it was just such high energy. We have a meeting, and I ask the staff, we have a staff of 100 people. I ask them, we have a storm meeting at 06:00 in the morning.

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Sam Fonseca [00:11:55]:

These are 16 year olds. These are 17 year olds, right? And they're getting there at 06:00 in the morning. And we have a meeting right before that. I go get donuts. As I'm getting donuts, it's 05:00 in the morning. There's a line out the door. I'm like, what's going on here? So I turned to one of the guys is down in California, very blue collar. And I asked the guy, hey, what do you guys, you guys eat this early? He's like, yeah, we start at five.

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Sam Fonseca [00:12:22]:

We got to get a bite to eat. So I asked him, what time are you eating lunch? He said, we eat lunch at 09:00 in the morning. Where do you go? He said, I can't find a place, right? So I get back to our meeting, and at our meeting, I tell everybody, hey, from now on, we're opening up at 09:00 in the morning. And they're like, all right, we're already here. So we start selling at 09:00 in the morning. Our sales go from $10 million a year to $12 million a year. The president of the company calls me up and he asked me, who told you you can open at 09:00 in the morning? And I said, hey, you told me to run the company like I own it, run my restaurant like I own it. And the sales at 09:00 in the morning, we're doing about $250 a day.

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Sam Fonseca [00:13:24]:

From 09:00 a.m. to 10:00 a.m. we are cranking on the sales. Okay. And now the whole company has gone to opening up at 09:00 in the morning. If you think about it, and you do the math, there's over 700 restaurants, and they're all opening up at 09:00 in the morning. If everybody's selling from 09:00 a.m. to 10:00 a.m.

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Sam Fonseca [00:13:46]:

$250. That's a $51 million idea that keeps growing every single time they open up a restaurant. So that's when I started really realizing, hey, I've been able to do it now, in n Out. I've been able to do it at raising Canes. And then somebody came knocking on my door and asked me, hey, we're looking for somebody to be our operator and our franchisee for Dave's hot chicken. Are you interested? At the time, they only had two locations, and I thought, there's no way we're doing so well at raising Canes. I got promoted. Now I'm running ten restaurants.

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Sam Fonseca [00:14:27]:

We have the busiest area in the entire company. As far as volume. We're doing about $65 million a year between eight to ten restaurants. We're just crushing it. And this is an average check of $8.53, right. We're doing $12 million from Downey, California, with an average check of $8.53. That means we're seeing 1.4 million customers a year. Dave's hot chicken came into the picture.

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Sam Fonseca [00:14:57]:

I thought about it a lot, talked to my parents, talked to my wife, prayed about it, and decided to make the move. We head over there, we open up our first location in Lakewood, California. Guess what happens. Busiest restaurant in the entire company.

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Angelo Esposito [00:15:14]:

Damn.

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Sam Fonseca [00:15:15]:

Okay, so now I'm thinking about my experience at in n Out. We let in sales, we let in profitability, we let in lowest turnover because we had a great environment. We went over to raising canes, did the same thing, went over to Dave's hot chicken, did the same thing. And then now I start thinking about, just, like, a great coach, a great coach figures out the formula, and now I've got a formula, and I feel very, very confident. Wherever we go, we apply the formula, and you get sometimes the same results. So it's been a very exciting career, and now I'm absolutely living my dream. I get to meet founders, right? And founders, a lot of them are cut from the same cloth. They're very, very creative.

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Sam Fonseca [00:16:13]:

They were able to create something special and their idea. And now that they can open up their restaurants. But one of the things that I've noticed now, working as a restaurant coach, is that when I meet founders, sometimes they'll look at me in the eye and say, Sam, I don't even want to go into my locations. It breaks my heart. And this is, you know, something that they love, that they started, that they rolled up their sleeves and, you know, built this beautiful thing about sweating tears. And now we coined that. And what I see is founders fatigue. It's a founders fatigue.

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Sam Fonseca [00:17:02]:

You could see them. They go, I've lost love for my baby, and it's so painful. And the reason why is because they need help in operations. And that's where I come in and sit down. We look at the business. We take a really good study of what we have going on. We look at the. The number one most important person in the business, which is Rick Pendleton, the general manager of the business, if you get that right, and you make sure that you are hiring and training and being, and have the ability to retain great people, watch your company grow, but they also need mentoring.

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Sam Fonseca [00:17:47]:

They need coaching, you know, so that's, for us, what we're doing.

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Angelo Esposito [00:17:53]:

I love that. And so that's a great story, by the way. And, yeah, I think a lot of restaurateurs get into their business for their love. Right. The founder love and building something out of nothing and, you know, just a passion. But then they kind of get, like you said, I like that term founders fatigue, because you get sucked into just day to day ops and you're not doing things right and they're not scaling. And then you start getting kind of tired, and like you said, it turns into resentment. And so I love.

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Angelo Esposito [00:18:20]:

I love what you're doing and your mission behind your company. And what would you say is a typical type of client you help these days? Because I'm assuming, with your experience, is it now? So do you focus on those type of places like QSR, multi unit chains, or where do you find you typically add the most value in terms of, like, ops?

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Sam Fonseca [00:18:41]:

It's such a wide range, because in the coaching, it's not like a, for example, in football, right, you have a quarterback coach or you might have a defensive coordinator, right? In this realm, you tailor make it to whoever the client is and whatever stage they're at. We have a client that has 25 locations. Right. But is looking to see how do we make this even better. We've kind of hit a place where now we're a little stale, and our sales have told us that. Right. Or you have somebody that has one location, but they're, unfortunately, they know they're not running as a top tier restaurant, or you have five locations, so it's all over the place. Right.

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Sam Fonseca [00:19:34]:

The founders fatigue part doesn't really come into place based on number of units you could have, you know, x amount. It's really like how much time you're putting in and noticing that what you felt was going to be something so easy is actually very difficult. One of the best compliments you can give somebody in the restaurant industry is this looks very easy. That's such a great compliment.

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Angelo Esposito [00:20:02]:

That's true.

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Sam Fonseca [00:20:03]:

Because there's so much that goes into making it look easy.

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Angelo Esposito [00:20:07]:

True. That's very true. Well said. And so what, you know, for our listeners tuning in, what are some typical, I guess, improvements they can make? And obviously, this is going to be a bit of a blanket statement, but let's say, you know, you're a restaurant, you're listening in, and you're just struggling from your experience. And I know it's not a one size fit all because it's tailored, but what are some low hanging fruit when it comes to, hey, these are some things you could do that will probably improve your operations at a high level. Anything you can share in terms of maybe mistakes most restaurants are making or things they can do to improve number.

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Sam Fonseca [00:20:44]:

One is just like anything else you want to get better at. You've got to have a coach. You have to have somebody that can see at a higher level most of the time, I would say they, you know, as a founder or as a franchisee, you spend thousands of dollars, I'm talking about hundreds of thousands of dollars, to open up a location.

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Angelo Esposito [00:21:08]:

Yeah.

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Sam Fonseca [00:21:09]:

And to buy the equipment package to get all that stuff. But you personally have to also grow yourself as a founder. You have to grow your people. If you don't have that, you're missing out. You might not be able to see what's wrong with you. It's like for myself in my golf game, which is horrible, okay, if I can go out to the range every week, five times a week, but if I don't know what I'm doing wrong and I don't have somebody to go, Sam, stop. Let's work on your grip. Let's work on your backswing.

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Sam Fonseca [00:21:44]:

Let's work on this. Let's work on your. Where your feet are located. I can't see that because I'm so busy performing the swing, I don't have anybody to see and give me that feedback. Same thing with the folks that are going, well, I just spent $30,000 on that fryer. And you go, okay, but you're standing in front of that fryer all day. You don't know what your customer is saying right now because you can't. You're not available.

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Sam Fonseca [00:22:17]:

As a matter of fact, the most important customer is a customer that's in your building and also the one that pulls on the door of the handle, looks in and walks away. But you are so damn busy in front of that fryer that you have no clue. Why did that potential customer walk away? You're not available. Right. So some of the things that I can see from, you know, different founders, different restaurants is a, they're not very passionate about interviewing.

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Angelo Esposito [00:22:51]:

They super important.

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Sam Fonseca [00:22:53]:

They delegate that responsibility to somebody else, or they go, let me have an interview. And at the same time, they're interviewing, their phones going off, they're looking at their, their watch. They're doing this or doing that. They're not even, like, they're not passionate presence interviewing. So how do you expect to have a kick ass team.

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Angelo Esposito [00:23:17]:

Yeah.

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Sam Fonseca [00:23:18]:

When you don't even know how to interview? You're not even passionate about interviewing. Right. You're not. So there's so many different layers to the question. I think it's a great question, but I think one of the major parts to it is I think people quit too early, and they think this should be very easy, when in actuality, you always need somebody to help you look at opportunities. Look at the opportunities that you're not observing. I had a potential client. I said, hey, how many things are you missing? He's like, you know what? I'm going to write a list of what I think we can get better at.

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Sam Fonseca [00:23:58]:

And I said, hey, how about if you don't even know how to even find what you're not good at?

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Angelo Esposito [00:24:06]:

Yeah.

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Sam Fonseca [00:24:07]:

Oh, shoot. I said, absolutely. You used to sell cars before, right? And now you have x amount of locations, which is fantastic. You have a great product. But how about if your biggest issue is a person that you look in the mirror? How about if that's the biggest issue you need to grow, right? So, yeah, those are some of the things that, that I look at.

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Angelo Esposito [00:24:28]:

And it's great feedback because it's, it's, it's that whole idea of, you don't know what you don't know. You know it's like, I know this. I don't know this. Like, I don't know about biochemistry, whatever. But then there's a whole pool of this. I don't know what. I don't know. Like, you know, I don't even know the things.

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Angelo Esposito [00:24:42]:

I don't, you know, that. That I don't know type of thing. So that's interesting on its own. And you're right. And then the idea that coach, I love that, too, because it's. It reminds me of a coach I used to have all indirectly because his company, and he was like the founder, but Dan Martell. And it was more coaching for SAS products. And WISK is a software company in the hospitality space.

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Angelo Esposito [00:25:02]:

But he used to always say, which I love, is like, can you imagine going to the Olympics without a coach? And he's like, you know, they're the best at what they do, but they still have a coach, right? And it's like, it made me just think of that accountability side, the learning side, the growing side, because it's like it's impossible to always kind of know what the next step is. And sometimes you just need someone who's been there to kind of just help guide you. And I think that's something that's, like, pretty undervalued. And a lot of people might not really think of it. So I'm glad you shouted that out because sometimes, like, that could be the biggest inflection. Point is you find a coach, you start seeing things differently. You start thinking of things you didn't even think or knew you were doing wrong and all of a sudden your. Your whole trajectory changes, right.

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Angelo Esposito [00:25:46]:

So it's a impactful way that I.

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Sam Fonseca [00:25:48]:

At least absolutely the way that I look at it as well, and I've always thought about it, is I'm not a big NASCAR guy, right. But I do watch NASCAR. And I found it interesting that you could be the Jeff Gordon, you could be the driver. Right, of that car. And you have to be very talented. You have to make decisions, like, coming at you, the rate of speed is just insane, right? But I never knew that Jeff Gordon had somebody sitting in the middle of the track where he's a lot higher as a crew chief. And then I started studying this. The crew chief is in Jeff Gordon's year telling him, go high, go low, do this, do that.

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Sam Fonseca [00:26:33]:

There's a tire flying or there's an accident. Watch out for this. And that's how I look at it. You're the driver of your business. You're in there every day you have to make decisions on labor, on food costs, on menu, on pricing, on who to hire, who to terminate. You're making all these, but you're in the car, right. But you need that crew chief to be a little bit higher and to go, hey, I think that person just needs training. Don't pull the trigger on letting that individual go.

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Sam Fonseca [00:27:05]:

This person is talented. They just need training. But you could see it at a different levels. So that's the way that I look at it is the coach is a crew chief that can tell you, and then you have a driver in the business, right? And you have a great driver, and you have a great crew chief. Watch that. Just a lot of championships come your way.

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Angelo Esposito [00:27:28]:

I love that. I love that. And so for people kind of listening in that, you know, are maybe looking for that coach, if they come to you, what is the typical process look like? Tell me a bit about. Yeah, the process, how they reach out to you, what the. Yeah, I guess what the process would be to see if they're a good fit and if you can help. And then, you know, what are your typical consultations like look like? Is it long term, short term? So anything you want to say, but really just want to give people a sense of, like, what does it look like to work with Sam?

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Sam Fonseca [00:28:00]:

Great question. So, within the first, we do onboarding. So the onboarding is going to 60 day process. Where we are going in there. We're evaluating. We run the ops method and what the ops method is. I talked about it earlier. The ops method is, you know, the O stands for we observe the business.

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Sam Fonseca [00:28:17]:

We observe the customers that are the leaders in the business. What are their routines, where are their opportunities. The P is really plan the play. Once we observe and we have a good amount of data that we observe, then we create a plan. And then the S is strategically play the plan. We put the system in place, and that's an ops method. We look at it, and within a short amount of time, we're seeing some great results. With the current client that I'm working with right now, very excited to see.

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Sam Fonseca [00:28:51]:

We've had to make some changes in their staffing, their overhead, also how they were running their commissary. Saved them a ton of money on that. Within the first 30 days, we were able to look at a location and figure out how to better run that business. We had to streamline the whole thing. So we went in there after closing. We did it all the way to 05:00 in the morning, change around equipment, moved around the business to make it a lot easier for people to perform. The very next day, we saw a 45% increase in sales. Okay.

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Sam Fonseca [00:29:29]:

So not only in a short amount of time are we observing the business, but we are creating positive change in a short amount of time. I just finished up the first 30 days with the current client that we're working with. In these 30 days, we signed another lease to increase the business. This is a business that he was not very happy about, happy about the results. And now we're actually signed on another location. We're interviewing, looking for great people, looking for great leaders. We have some people relocating to join him. Very excited about this.

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Sam Fonseca [00:30:03]:

People are a major part of how this works. You have to have the right people. So helping them through the interviewing process, through the recruiting process, really taking a look at how we're doing there. So that's how we're doing it. Looking at how we can increase sales. We've been very, very happy with the return on the sales that we're seeing already. As we go into our slower time of the year, we've been able to increase sales year over year. So you talk about it, anything that has to do with operations within the first 30 days, you should have an impactful coach, will have impactful results.

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Angelo Esposito [00:30:40]:

I love it. Well said. Well said. And so for people, as we wrap up, for people who want to find you, I know we did some quick shout outs before, but just to summarize, where can they find you? Feel free to plug everything and anything. Your LinkedIn, your insta, your website, everything. That way they can link up. And I'm sure, you know, we have a lot of restaurant listeners. I'm sure there's some that may definitely benefit from this type of coaching.

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Angelo Esposito [00:31:03]:

And so, yeah, feel free to plug away.

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Sam Fonseca [00:31:06]:

Definitely. My LinkedIn is a great one. So that's Sanfonseca 88. My LinkedIn is number one. You could see everything that I've been talking about for the last couple years. You can find it there, and I am. You can see that there is. It's the same Sam from years ago.

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Sam Fonseca [00:31:24]:

We talk about the same things or focus on the same things on people and systems. You can also go to our Instagram, which is, you'll see some of the things that we're already, we're putting out some content there because we are going to be starting a course for folks online. And again, these courses are, if you're a shift leader and you're looking to how do I get promoted to become an assistant manager? If you're an assistant manager. If you're a franchisee, if you're a founder, we are here to help you. So, restaurant leadership, you can also my Instagram, my personal Instagram. Isanfonseca 88 and excited to meet with you and to see how we can help your business grow.

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Angelo Esposito [00:32:07]:

I love it. Cool. So you heard it there, guys. Once again, Sam Fonseca, founder of Restaurant Leadership Academy. Tons of knowledge. So I hope you guys enjoyed the episode. And Sam, thanks for joining us.

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Sam Fonseca [00:32:19]:

Thank you very much. Appreciate you.

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Angelo Esposito [00:32:21]:

If you want to learn more about WISK, head to WISK.ai and book a demo.

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