Driving Change: Tackling Military Spouse Unemployment Through Innovation | The Pair Program Ep40

Join us in this illuminating episode as we explore the groundbreaking partnership between Instant Teams, a mission-driven startup, and Squadra Ventures, a venture capital fund. Liza Rodewald, CEO and Founder of Instant Teams, shares her journey and how her personal experience as a military spouse ignited her passion to tackle the alarming issue of military spouse unemployment. Margaret Falzon, COO at Squadra Ventures, delves into why their team chose to invest in Instant Teams and the transformative impact they foresee.

Discover the profound implications of military spouse unemployment on national security and how Instant Teams’ innovative customer experience marketplace is revolutionizing remote work opportunities for this remarkable and diverse workforce. Whether you're connected to the military or passionate about mission-driven startups, this episode offers invaluable insights into a pressing issue and the pioneering solutions driving change.Join us as we explore the intersection of purpose, innovation, and social impact.

About Margaret Falzon: Margaret is the COO at Squadra Ventures, a national security-focused venture capital fund founded on the belief that exceptional teams are the key to outsized success. Prior to this, Margaret was a co-founder and product leader at a dual-use data analytics company that operated in the learning and training technology space, built grassroots community networks that supported the development of women leaders, and served as a board member and advisor for multiple entrepreneur support organizations. In her work, she finds joy when she is increasing the leadership capacity of teams and individuals, working in dynamic environments on projects that tell and sell the stories of innovative products in service to the needs of customers, and helping early-stage entrepreneurs design the culture of their companies with intention.

About Liza Rodewald: Liza is a 4x entrepreneur and software engineer. She is currently the CEO and Founder of Instant Teams and Twelve Million Plus. She has scaled the company to over 500 employees, raised more than $16M in venture capital and landed at #13 on the Inc. 5000 list for Human Resources across the nation.

Sign-Up for the Weekly hatchpad Newsletter: https://www.myhatchpad.com/newsletter/

Welcome to The Pair Program from hatchpad, the podcast that gives you

2

a front row seat to candid conversations

with tech leaders from the startup world.

3

I'm your host, Tim Winkler, the

creator of hatchpad, and I'm

4

your other host, Mike Gruen.

5

Join us each episode as we bring

together two guests to dissect topics

6

at the intersection of technology,

startups, and career growth.

7

Hey everyone, welcome

back to The Pair Program.

8

Uh, Tim Winkler here with Mike

Gruen joining me as usual, Mike.

9

So big week, uh, for DC

sports and generally curious

10

on your thoughts on this.

11

I was listening to like one of six, seven.

12

The fan, like our local radio station

here and, um, just kind of interviewing

13

folks on like their thoughts on, on

the, the, the move of the, the caps

14

wizard, uh, arena going to Alexandria.

15

What, where do you stand on it?

16

What are your thoughts?

17

Uh,

18

Mike Gruen: so as you know, not a

caps fan, uh, but, uh, I don't know.

19

It's, it's a bummer to see.

20

I don't know.

21

I think that it's, it's a bummer to see

them move even further out of the city.

22

Like, especially for the wizards

who started in Baltimore.

23

It was the Baltimore bullets.

24

There's the Baltimore Washington

bullets, then the Washington

25

bullets and the Washington wizards.

26

It's like, they're just moving

further and further away.

27

Um, so I don't know.

28

It's, it's, I would like

to see them stay in DC.

29

It's, um, It's a lot easier for me and

games like, do you go to games, you know,

30

occasionally, I mean, I've gotten to, yes,

I've gotten to, uh, mostly Rangers caps

31

games, uh, at cap one and it's not in, I

mean, it's, it's a little inconvenient,

32

but not nearly as bad as like Alexandria,

once you're talking Virginia, now

33

it's like super inconvenient, I'm much

more, you know, I do feel more tied to

34

Baltimore sports than DC sports, but,

um, it's just makes it that much less

35

likely that I'll go to a caps game.

36

Yeah.

37

Tim Winkler: Yeah, I'm,

I'm bummed about it too.

38

I think it's a, you know, I don't go

into DC too, too often, but usually

39

for sporting events, um, when I do.

40

And for me, just my, my quick two cents

on this for folks that aren't from

41

like this area, like the DMV area.

42

I always pick up on a little

bit of this underlying, I

43

want to call it like a hatred.

44

That's a, that's an aggressive word,

but between Maryland and Virginia,

45

there's always been a little bit of this.

46

I see it as one more little added

fuel to the fire of, of Maryland,

47

you know, not really, uh, uh,

being too eye to eye on Virginia.

48

And one more reason why you're not

going to cross that state line.

49

Yes.

50

I don't know.

51

I, I

52

Mike Gruen: D C sports, it's

already not inside of Maryland.

53

Yeah, it's, it's going

to be a hike for you now,

54

Tim Winkler: Margaret,

you're in Baltimore.

55

Do you, do you make it into DC for like,

uh, any sports games at Capitol one?

56

Liza Rodewald: So I have gone, I

haven't gone to a sporting event.

57

I've gone to several concerts there.

58

So that's probably when

I make my way into DC.

59

Margaret Falzon: Yeah,

60

Liza Rodewald: I do.

61

I'm a big fan of the 8 mark train

which only takes 47 minutes.

62

So I try to get down there at least

once a month for a day or two.

63

Tim Winkler: Yeah, I mean,

we'll see what happens.

64

I know it's, um, it's not solidified yet

as of today, but, um, I know that it's

65

a big blueprint plans that Ted Leonsis

has in the, in the Virginia governor.

66

But, um, I, uh, let's, let's jump

into, uh, uh, we're going to talk

67

about today, today's episode.

68

So as, Somebody who has had, you know,

several close family members and friends,

69

uh, that serve serving the military.

70

Um, I'm, I'm pretty excited to

tackle today's topic on the pod.

71

Uh, we're going to be discussing

military spouse unemployment.

72

Um, a topic that I know, um, personally,

I'm, I'm not very well educated on, uh,

73

so I'm looking forward to learning more

and, you know, I'm confident this will be

74

something that will resonate for many of

our listeners who, uh, served or active

75

duty, uh, maybe have a spouse that's.

76

military or folks that just value our

military and our national security.

77

So, uh, the episode, what we're

going to talk about, we'll break

78

down how military spouse unemployment

affects national security.

79

Uh, we'll hear some, some stats

on military spouse unemployment,

80

learn how one of our guests, uh,

is building the tech company to

81

help solve these issues and the

role that investors and communities

82

are taking for future solutions

for military spouse unemployment.

83

Uh, so on that note, I'd like

to welcome our two guests today.

84

We have Liza Rodwald.

85

We'll Uh, military spouse herself, uh,

Liza is the founder and CEO of instant

86

teams, a remote team marketplace,

connecting companies to military spouse

87

talent, uh, and market foul zone, uh,

COO at squadra ventures, uh, VC that

88

works with startups in the cyber and

national security space, uh, and squadra

89

is an investor in an instant team.

90

So.

91

Uh, thank you both for joining us today.

92

Liza Rodewald: Glad to be here.

93

Yes.

94

Tim Winkler: Awesome.

95

So before we, uh, dive into the, the

heavy material, we're going to kick

96

it off with our favorite segment,

pair me up, uh, Mike, you kick us off,

97

uh, go ahead and, uh, lead us off.

98

Was

99

Mike Gruen: so, yeah, so, um, Uh, my

pairing, uh, yesterday I did a round

100

trip, uh, to New York city on the train.

101

Uh, so it's three hours

up, three hours back.

102

Um, so it gives me plenty of time to,

uh, sit and listen to a good book.

103

And so that's my pairing this time.

104

It's, it's just a long

train ride and a good book.

105

Um, it was a very, uh, the book itself

is just, um, It's very captivating.

106

Uh, interesting.

107

It's about, uh, Russia and trolls.

108

And, uh, actually, uh, someone

who I, the, the author is someone

109

who I had met a long time ago.

110

Um, Jessica Aro, who is

a Finnish journalist.

111

And so it was just kind of cool to hear

her story again about what's happening.

112

And especially with the elections coming

up, it's just a very timely how Russia

113

influences, uh, voting in all parts of the

world and other things, how they influence

114

Influence politics around the world.

115

So what's the name of the book?

116

Uh, the name of the book

is, uh, Putin's trolls.

117

Uh, interesting.

118

You can get it on Amazon.

119

Strongly recommend it.

120

Really good read.

121

Um, so yeah,

122

Tim Winkler: I thought you were going to

go with, um, I was on a long train ride.

123

I had a lot of time to think about

my pairing and that's not what

124

Mike Gruen: I thought of this

pairing this morning when I woke up.

125

So,

126

Tim Winkler: Uh, you, you just kind of,

you know, drop the, you, you ride the

127

train, uh, you, you get down, what do

you do on your train ride in take, take a

128

nap, uh, read a book, anything specific.

129

Liza Rodewald: I catch up on email if

I'm being really honest, I love the

130

uninterrupted train or airplane work time.

131

So, I, I'm a, I'm a laptop out as

soon as I get in there, type, type.

132

Tim Winkler: Yeah.

133

Yeah, love a good train ride too.

134

We're actually in the holidays

exploring uh like doing something

135

with the family as like a little

uh like a Polar Express style uh

136

experience with uh with the family but.

137

Um, very different

experience for you, Mike.

138

That was sounds like a

little bit more work related.

139

Uh, cool.

140

All right.

141

I'm gonna jump in.

142

Um, so for me, I'm gonna once

again, kind of bring a pairing back

143

to what's going on in my current

family life, uh, with my dad.

144

My daughter, Alice, is officially

turning one year old, uh, this week.

145

And she actually did two days ago.

146

Um, but, uh, we're going to be

celebrating it this weekend.

147

Um, and so I'm going to go with a

one year birthdays and smash cakes.

148

Um, so we're hosting a party for her.

149

Uh, we're going with an Alice

in Wonderland, uh, theme.

150

Uh, my wife is, is pulling out

all the stops for this party with.

151

Everything from, you know, decorations

to different games for the kids, um, and

152

to, of course, the, the highlight for

any first birthday for those that are

153

listening, that her parents can probably

agree at the time where you get to witness

154

your child smash their face into a very

delicious oversized portion of cake.

155

Um, for the very first time

and I'm looking forward to it.

156

My wife is, uh, she's a dietitian

and therefore like always kind of

157

has like a watchful eye on me anytime

I'm trying to sneak sweets to, to

158

Alice, uh, when she's not looking.

159

But, uh, so this'll, this'll

be a true, like, you know, her

160

opportunity to get full face

plant into this and funfetti cake.

161

Um, so I'm looking forward to it.

162

So that'll be it.

163

I'll go with a one year

birthdays and smash cakes.

164

Um, Liza, Margaret, you all have children.

165

Have, has this been a part

of your experience with,

166

with the one year birthday?

167

Liza Rodewald: Yeah.

168

So smash cakes for sure.

169

Usually there's, they go one of two ways.

170

They love it.

171

They eat it.

172

They inhale it.

173

They're scared of it or it gets all

in their eyes and they start crying.

174

So just be prepared for, you know,

a little bit of chaos or a non event

175

and they don't want to touch it.

176

Yeah.

177

Yeah.

178

Like a very

179

Tim Winkler: disappointing, uh,

build up and then, oh, that's,

180

it's not, not their style.

181

Margaret Falzon: Yeah,

182

Tim Winkler: we're excited.

183

Um, I'll, I'll circle back with

pictures, uh, after the fact.

184

Um, all right, let's, uh, let's pass it

over to our guest, uh, Liza, how about a

185

quick intro from yourself and your parent?

186

Liza Rodewald: Sure.

187

So I'm Liza Renewald, like you mentioned

the CEO co founder of instant teams.

188

And, um, I've really been focusing

on relationships lately and making

189

sure that I have solid things outside

of just being an entrepreneur, which

190

seems all consuming most times.

191

And so my pairing.

192

That I picked was, um,

close friends and coffee.

193

I love a good cup of coffee and

having really deep, meaningful

194

relationships is really important to me.

195

So there's nothing better

than a good conversation and a

196

good cup of coffee in my book.

197

Tim Winkler: Well said.

198

So when you get together with your

friends, do you talk about work

199

or do you not talk about work?

200

Do you, do you intentionally like

try to not talk about work when

201

you're hanging with your friends?

202

Liza Rodewald: I intentionally try not to

talk about work, but usually everyone's

203

super curious, like what's going on.

204

So I try to divert conversation

back to just like normal life

205

stuff so that I can have, you know,

just those kind of connections.

206

So, but most of my close friends

know that know me well, know that.

207

And so.

208

Don't have a problem with talking about

just random things, anything else.

209

Tim Winkler: Good stuff.

210

And what's your go to kind

of order from the barista?

211

Liza Rodewald: So I'm a cold brew fan.

212

So I drink cold brew with heavy cream,

two pumps of sugar free vanilla.

213

That that's my, that's my

214

Tim Winkler: rocket fuel.

215

Cold brew is so potent.

216

Liza Rodewald: It is.

217

It is.

218

It's I, I didn't realize that when

I started drinking it, uh, that it

219

had a higher content of caffeine and

efficient caffeine consumption wise.

220

Yeah, it's good for you.

221

You know,

222

Mike Gruen: the entrepreneurs

drink of choice, cold brew.

223

We had to tap at the

last company I was at.

224

It was pretty good.

225

We had a nitro cold brew in

the office that, uh, smart was

226

Liza Rodewald: many people were.

227

Going to it all the time.

228

Yeah.

229

. Yeah.

230

Yeah, yeah.

231

Mike Gruen: I made sure to only get one in

the morning and like, I didn't want to get

232

com, but yeah, it was, I was amazed at the

people that were going at four o'clock.

233

I was like, are really, this

is what you're getting at

234

four o'clock in the afternoon.

235

Well,

236

exactly.

237

Tim Winkler: Yeah.

238

Alright.

239

Great Pairing.

240

Yeah.

241

Coffee and getting together with friends.

242

I, I, I dig that.

243

Margaret, how about yourself?

244

Quick intro and, and your pairing.

245

Liza Rodewald: Yeah, I'm Margaret Falzon.

246

I'm the COO at Squadron Ventures.

247

So we invest in early stage

dual use technologies that are

248

advancing America's critical edge.

249

Um, I am, I guess, amongst a great

group of well read friends here, since

250

all of us have talked about a book so

far into the first few minutes of this.

251

So, which goes along with my pairing.

252

So my pairing is physical books,

and my AirPods, because yeah.

253

I really enjoy listening to the music

that's associated with a book at

254

the same time that I'm reading it.

255

So this year I took on reading

rock and roll biographies.

256

Um, and so all of these books, not

surprisingly, I guess, many people

257

were then referencing other bands or

things that they went on tour with.

258

So then I sort of stumbled into

a whole new set of music that I

259

really enjoy, sort of by way of the

stories of artists that I appreciate.

260

That's awesome.

261

Tim Winkler: That's cool.

262

It kind of reminds me of, uh, On the

last episode we just recorded, we were

263

just thinking through, um, you know,

movies or series that have like maybe

264

taken place in like the eighties or

seventies that then bring to light a

265

song or an artist that then goes viral

because it was like, I, I think through,

266

um, it was Linda, Linda Ronstadt.

267

Um, and, uh, Oh, no, no, last of

us, Linda Ronstadt and last of us

268

from HBO and, you know, just been

hooked on Linda Ronstadt ever since.

269

But thinking about how the connection

between like a book on tape or,

270

or a series brings to light a

271

Liza Rodewald: lot of people

have made playlists that go along

272

with books that are popular.

273

So they aren't even necessarily

related to the, the, to the.

274

To the store or they're like

associated with the story.

275

Yeah.

276

So I'm reading visit from the goon

squad right now also, which has a great

277

Spotify playlist associated with it.

278

That's cool.

279

Tim Winkler: Taking some

notes and checking it out.

280

Awesome.

281

Good stuff.

282

All right.

283

Um, good, good round of, uh, of pairings.

284

We're going to transition and,

uh, jump into the, the heart of

285

the discussion at this point.

286

So kind of how I envisioned

the conversation flowing.

287

I'd like to maybe just begin

with, with Liza and having you

288

introduce the significance of

military spouse unemployment.

289

You know, some of the, some of the

strain that it can have on families,

290

its impact on national security.

291

And then from there, we can expand

a little bit more on instant teams

292

and, um, the part that squadron

is playing in all of this as well.

293

So, um, why don't we, why

don't we kick it off with that?

294

And, um, you know, Liza, just

educating us a little bit more

295

about, you know, this importance

of, of military spouse unemployment.

296

Liza Rodewald: I know you mentioned at

the beginning that I'm a military spouse,

297

so that is how I ended up in this world.

298

And I was much like everyone else

on the call that did not, or on

299

the podcast today, that did not

really understand anything about the

300

military spouse face or experience.

301

I was already a professional,

um, software background and

302

running a software company when I

personally became a military spouse.

303

And, uh, when I first moved into our

first neighborhood, every spouse would

304

say, How are you working from home?

305

Like, how are you maintaining career?

306

And I'm just thinking, you

know, what is this problem?

307

Like, what, what is going on here?

308

There's all these really

highly educated people.

309

So just for, um, that's purposes.

310

So everyone can kind of

understand there are 1.

311

1 million active duty spouses.

312

And over 12 million active duty and

veteran spouses in the ecosystem,

313

so large population, um, 37 percent

of them hold bachelor's degrees, 38

314

percent of them hold master's degrees

and above, and they sit at 21 percent

315

unemployment, which is an astounding

number compared to, um, even at the

316

height of COVID wasn't even touching.

317

21%.

318

And that's due to the lifestyle of the

frequent moves that they are doing.

319

So getting established in a career,

climbing a corporate ladder, doing all

320

of those things is very hard whenever

they're having to move so often.

321

When I personally became a military

spouse, I moved six times in seven years.

322

So had I not had, you know, the remote

ability that I already had and, or my

323

entrepreneur mindset to create things.

324

Like climbing a corporate ladder or even

getting a job six times in seven years

325

would have been virtually impossible.

326

Tim Winkler: What's the average

kind of uh tenure I guess between

327

moves for Uh, most military members,

328

Liza Rodewald: the average

is every two to three years.

329

So it's faster for some longer

for others, but the overall

330

average is two to three years.

331

Tim Winkler: And so, you know, this

was obviously pre pandemic when, you

332

know, the, maybe the remote working

philosophy was, was really not, uh,

333

you know, as, as a parent or, you know,

it's a, it's a very different time now.

334

But, you know, pre pandemic, I'd imagine,

you know, the idea of opportunities

335

fully remote seemed just very,

very, you know, not, not realistic.

336

Is that been, you know, your

experience for the most part?

337

Liza Rodewald: Yeah, I think I've

been in tech my whole career.

338

So obviously they're very early adopters

of the remote work You know, they were

339

calling telework a long time ago was

happening in that space But I do think

340

other industries that have been more

traditional are catching on to speeding

341

up to that health care government those

types of Financial services where it's

342

been mostly in person are now kind of

embracing that remote work But what

343

we're seeing in stats from post COVID,

it's still not having an effect on the

344

military spouse unemployment numbers.

345

They're still staying at the same levels,

if not higher than they were before.

346

Tim Winkler: So you, you ended

up building instant teams.

347

Um, was this a scratching your own

itch kind of a scenario or tell

348

me a little bit about that story.

349

And then we'll expand on, on what

you, you guys are doing to kind of

350

help solve some of these problems.

351

Thanks.

352

Liza Rodewald: Sure.

353

So like I mentioned before, when we

moved into our first area that was

354

mostly military, every single spouse was

asking me because I ran a remote software

355

company, like how I was making it.

356

Margaret Falzon: And

357

Liza Rodewald: so after hearing it so

many times, I was mentoring other spouses.

358

I was having coffee with them and teaching

them maybe how to consult or create their

359

own company and do different things.

360

And I had had this idea for the hiring

platform from a technology side when

361

I was running my software company.

362

And then when I came over to the

military spouse side and after my

363

husband and I got married and I saw

this community, I thought, I think

364

I can put these two things together.

365

I can solve a real business problem.

366

Problem, but I can give those

opportunities and plug in an entire

367

untapped community into this application

and really create something special.

368

And so that's how the idea was born

and how we started to iterate on, you

369

know, how do we solve a real business

problem, but with the military spouse

370

community and create some synergy

there, um, to two people groups that

371

really don't know each other exist.

372

Tim Winkler: And just some

quick hits on, on instant teams.

373

And then we'll kind of talk

about how this partnership kind

374

of came to be with Squadra.

375

Um, what year was the company founded?

376

And I guess, um, you know,

where, where is it sit currently

377

from a headcount perspective?

378

I always love to hear a little

bit more about, you know, from

379

the tech side of things, you know,

um, how you, you invested into

380

like getting the teams built.

381

Is it, uh, you know, large engineering

infrastructure, product teams, um,

382

a little bit, a little bit more of

expanding on that would be great.

383

Liza Rodewald: Sure.

384

So we founded instant teams in 2016.

385

So that's when we started iterating.

386

Um, we've been through several iterations

of technology, but what we built on

387

that side to really amplify what we're

doing is a skills based hiring platform.

388

So you can imagine if you see a

military spouse resume and it goes

389

to, uh, corporate America and an

applicant tracking system, their

390

resume will automatically get

kicked out because they've had,

391

they'll be labeled inconsistent.

392

Um,

393

Tim Winkler: Job happy or something.

394

Liza Rodewald: Yeah, exactly.

395

100%.

396

And so we engineered our platform

to do skills based 1st, so to build

397

in the assessment so that they have,

uh, democratizes access to the job

398

opportunities that we're plugging them

in to the companies that they work with.

399

So that's from the tech side kind of

what we've spent the years engineering

400

and iterating on and also being able

to reach the community in a unique way.

401

So military spouse community

is very tight knit.

402

It's very word of mouth.

403

There's a lot of trust.

404

So we've spent a lot of time, um, building

trust in the community as military spouses

405

ourselves, and building technology that

reaches the community and gives them

406

resources for upskilling, finding job

opportunities, connecting with each

407

other, um, doing things like that in

order to foster the community in that

408

way, but also to lead them to, you know,

successful careers and path to careers.

409

Both remote and some in person,

410

Mike Gruen: I was gonna say on

the in person side by having the

411

platform that's obviously targeting

people who move around a lot.

412

I imagine that also gives you the

that sort of lets you focus on

413

that side as well for companies.

414

They're like, yeah, no, we

can totally like for us.

415

It's not a problem if you're

going to move around or for it's

416

either remote work or whatever.

417

I imagine that there's also

some benefit on that side of it.

418

Is that the case?

419

Liza Rodewald: Yes, absolutely.

420

So we work with companies in in both ways.

421

We work with companies in a pure

outsourced environment, so we take

422

away the hassle of the military

spouse having to move around and being

423

in different states and locations.

424

So we can put them on our payroll.

425

We can worry about the logistics

and the company and just worry about

426

having them perform the tasks and.

427

Functions needed.

428

And then we have the

direct hire capacity too.

429

So if they want to hire the spouse on

and we encourage that, which is really

430

different from a talent marketplace form.

431

We don't hold them on our side.

432

If a company wants to hire them, we let

them go because that's just a career

433

progression for a spouse and a win.

434

A win win for everybody on that side.

435

That's

436

Mike Gruen: awesome.

437

Tim Winkler: So I see this is like

a, a, a two sided marketplace, right?

438

So you have the, uh, the talent,

the military spouses, um, that

439

are creating profiles and, um, you

know, updating their, their skills.

440

How are you going about, um, attracting

employers to create profiles on there?

441

And, um, I'm always intrigued, you know,

We run a community site hatchpad, right?

442

So we, we, we do a lot of community

building, uh, for technologists

443

looking for a career growth

within a startup ecosystem.

444

Um, uh, as far as adding value for, uh,

the startups that are showcasing who they

445

are, like we're a little bit more of a

deeper dive into who their culture is.

446

But a lot of that was pure like

outreach from us letting them know,

447

Hey, this is what we're building.

448

How are you, um, driving, uh,

awareness to employers that,

449

Hey, look, this is a problem.

450

Uh, we're trying to solve it.

451

Here's a group of, you know,

skilled, talented individuals,

452

uh, you know, tap into the pool.

453

How are you, how are you engaging them

and getting more companies to sign up?

454

Liza Rodewald: So traditionally we've done

a lot of just outbound, so our outbound

455

is pretty effective because it's mission

oriented, um, but you do have to lead

456

with the business problem you're solving.

457

Right.

458

So one of the things that we have

doubled down on is customer experience.

459

Right.

460

And so, uh, when we do our outbound, we

talk about the unique lived experiences

461

of military spouses and how they make

excellent customer support for your

462

company to support your customers, right?

463

They can create those connections, those

relationships really fast because that's

464

what they do on a day to day basis.

465

And so taking that messaging,

putting that in outbound.

466

Obviously networking and relationships.

467

So I do a lot of selling as the founder.

468

Um, so, and, and I built an investment

network like Quadra and other investors

469

that are around that leverage their

relationships to give us intros

470

to companies, and there's a lot of

just support overall in the mission.

471

So, you know, a lot of veterans are

in leadership positions at these

472

companies, so where we can reach out

to the veteran and say, Hey, this is

473

what we're doing, this is our mission.

474

Can you make an intro, uh, across

the, uh, Board to the buyer of, you

475

know, our products and services.

476

And so we get a lot of buy

in from that side as well.

477

Tim Winkler: Just, I've got a lot of

questions about the platform, but I

478

still want to get to Margaret as well.

479

But the, um, I

480

Liza Rodewald: love hearing about it.

481

This is, this is why we invested.

482

Well, it's

483

Tim Winkler: also like recruiting

is something that, you know,

484

Mike knows a lot about as an

engineering leader, building teams.

485

And, you know, we, you

know, help a lot of.

486

Teams scale out as well in early

stages, particularly, but, um, you

487

know, within the military, right, the

different branches of the military, is

488

there, um, do you have like almost like

filters where folks can, you know, Hey,

489

like I'm an army that, and I'd love to

engage with somebody who's, you know,

490

a military spouse of a, an army, uh,

member, or is it, is it not that granular?

491

Or I just know like from a

recruiting perspective, right.

492

You always think about what's our

common ground, what might really.

493

Get me to connect with this individual

that might lead to a better opportunity

494

of me working alongside them.

495

Is that something that you dial into

the platform or how granular does it get

496

from skills and then overarching profile?

497

Liza Rodewald: So you can

see military affiliation.

498

So we do capture that.

499

Of course, it's voluntarily

given by the military member.

500

Um, I have not seen anyone hire

someone though, specifically like

501

army to army, army to Navy, right?

502

They're just kind of, uh, all in the

family approaches, um, to most of that.

503

But we do have like badges and

designations for each of the military

504

affiliations in the system that our

customers can, can see and know exactly.

505

And then we have, um, our e interviews

where they'll do an introduction and

506

say, you know, I'm Liza Rodewald.

507

I'm a, Army spouse, I've been, you

know, moved six times in seven years.

508

And these are my skill sets and

how I can help you as a company.

509

Mike Gruen: Fascinating.

510

So I do want to hear from, I want to

hear how Squadra got involved and from

511

Margaret and stuff, but I also probably

can guess because I used to work for Guy

512

Filippelli, who, uh, is behind Squadra.

513

So, um, so I know, uh, this is probably

very close to him, but yeah, I would love

514

to hear like, How Squadro got involved

and what your role is and, um, yeah, sure.

515

And, uh, what's your time?

516

Let's let's focus on your

517

Liza Rodewald: coffee.

518

Um, so I, so just to give a

little like a slide in here of.

519

How did, how did I get involved?

520

How did Squadron get involved?

521

So, um, prior to working with Guy,

I was a co founder of a venture

522

backed data analytics company.

523

I sort of had, as a co founder,

had went through every job in

524

the book, sales, marketing, BD.

525

In my last role, I was, uh, I managed

our engineering team and did a lot

526

of work leading our product roadmap.

527

Um, through our sort of journey

as a company, we actually got into

528

the government and dual use space.

529

And began, we were one of the

early challenge winners of

530

the app works program in 2018.

531

And so that's how I got sort of insight

into the, the government side, the dual

532

use technology side, and got really

interested in how to technologies, if, if,

533

if the opportunity with technologies to

make this like really meaningful impact

534

on deciding on how you want to see the

future that you want to live in unfold.

535

Um, that became really personal and

interesting to me, getting on, getting

536

involved with, um, I never thought I

would be in the venture capital space.

537

I am so glad that I am because I get

to work with amazing entrepreneur,

538

continue working with amazing

entrepreneurs like Liza and Erica.

539

Um, but the other thing is you

get to put your time and efforts

540

behind things that you believe are

going to make a really huge change.

541

Um, and I think with the, with

Squadra, that's really been the

542

thing that set, um, set everything

that we've done to date in motion.

543

So the first Um, guy, you know, sort of

544

Um, many of the companies that we

invested in from our first fund,

545

including Instant Teams, are, have, um,

military spouses or military, former

546

military or intelligence community

connected people in leadership positions.

547

Um, at the companies or as most,

most of our founding team members

548

actually have a military connection.

549

Um, and we really have this sort

of philosophy around, uh, squadron

550

is the Italian word for team.

551

Um, and so we're, we make investment

decisions based on the team and the

552

leadership capacity that we see in

these entrepreneurs and the, and the

553

early, you know, sort of those one

to five first people that they've.

554

Brought around them to start the company.

555

And so to jump back to coffee and

conversations with Liza, my fourth

556

day on the job as squadra was the day

that squadra invested in instant team.

557

So we had around coffee sat down to

say, okay, we're making this investment.

558

What are the big things that we want

to achieve over the next, um, the

559

next 24 to 36 months and really map

that out into kind of what eventually

560

would become something that we

now call our joint strategic plan.

561

Um, and I think just to say a couple

things on that and Liza, I, uh,

562

it's always fun to remember this

because it's this, uh, we're in

563

this, the four year moment, right?

564

It's almost coming to be our

fourth anniversary together here.

565

Wow.

566

But the, uh, sort of this idea

behind when we, you know, with, I

567

know you shared earlier, sort of

your connection to military spouses.

568

Well, my family is military.

569

My dad was in the military.

570

My older brother was in, um,

Afghanistan for many years.

571

So sort of have that connection, but

not the personal experience of it.

572

But I, but being able to see the

tremendous opportunity that military

573

spouses, um, as Um, sort of all

the values that are embedded within

574

being, um, uh, loyal, resilient,

impossibly hardworking, uh, totally

575

impervious to dealing with change.

576

They can handle it.

577

Anything that comes with them.

578

Um, it was really the seeing this as

lies in Erica's ability to see this,

579

the military spouse, unemployment

or underemployment, not as a

580

problem to solve, but as a huge,

uh, really as a resource to deploy.

581

And how do we do that?

582

And so we took a very much a crawl,

walk, run approach to developing

583

sort of how the business would

evolve and and get from, you know.

584

One to one or two remote team

members deployed in a company to

585

how do we get from get that to 10?

586

How do we get to that

to be 100 team members?

587

Um, supporting, supporting different

initiatives at a larger company,

588

a huge at a fortune 1000 company.

589

Um, and so that's, there's so much,

there's so much more to say about the

590

team and the business, but that's, that's

sort of the origin story from here.

591

Tim Winkler: What, what's really

fascinating about this, um, call it

592

an industry is, uh, you know, so,

you know, in recruiting too, we see

593

a lot of this with kind of stay at

home moms, um, would that have so

594

much drive and hunger to, to tackle

some work, but, you know, oftentimes

595

aren't given the opportunity because.

596

They're, they're, you know, also stay

at home taking care of a, a child.

597

Um, but the reality is there's a lot of

time available for them to really press

598

towards, you know, uh, some sort of work.

599

Um, and so I, I've employed, um,

number of stay at home moms and

600

virtual basis that have been extreme

top performers, um, have shown just,

601

just this level of like ambition and.

602

And really wanting to attack something.

603

Uh, when you talk about the key skills

that, uh, you would say like highlight,

604

I think Margaret, you mentioned a couple

of them, but Liza, what are, what are

605

some of these skills and attributes

that you kind of see as some, some

606

themes, uh, across military spouses?

607

Liza Rodewald: Sure.

608

Well, I think I mentioned one of them

earlier on that unique lived experiences.

609

So when I built sales team

internal to instant teams, I

610

had obviously military spouses.

611

And every time I'd get on a sales call

with them, they were able to connect

612

to the customer in ways that you just

wouldn't believe, like they've either

613

lived somewhere, they've known somebody

there, they have some connection with

614

just about everyone you can put them

in front of, just because they have

615

these unique, you know, lifestyles

that are more transient, and so they

616

just have all these experiences.

617

The other thing that's really unique

about the military spouse experience

618

is when we get moved to a new place.

619

The service member immediately

has a built in network.

620

They have what they're supposed

to do, who they're supposed

621

to show up, they have support.

622

But the spouse is just thrown into it.

623

There's no point of contact for you.

624

So you figure out the schools,

you figure out the doctors,

625

you figure out the housing.

626

Um, the military spouses, um, make most

of the financial decisions in the family.

627

There's data that supports that.

628

And so they're really the ones doing all

the research, doing all the logistics.

629

That's it.

630

Um, making the plans, making

sure the family is taken care of.

631

And so all of that multitasking, um,

all of that makes just really great.

632

Like they don't need a

lot of instruction, right?

633

You can just dump them in and

say, okay, figure this out.

634

And most companies moving fast,

especially, you know, startups and.

635

Middle market companies that are

growing quickly, like those are

636

the types of people they need.

637

They need people who then don't need a

lot of handholding, are highly empathetic,

638

um, to other customers and other team

members experiences and can just bring

639

that, um, hard, hard work ethic, but

the, the ability to figure things out.

640

And get stuff done, um, is

really what makes them stand out

641

and high levels of retention.

642

So this is one thing that, you

know, we realize as a company,

643

once a military spouse gets the job

opportunity, they want to keep it.

644

It's the one point of stability in

a very unstable lifestyle, right?

645

So if they can keep that job with

them as they're moving, they're

646

going to stay in that position.

647

They're going to grow with

that company because they don't

648

want to have to start over.

649

You have to start everything else

in your life over when you move,

650

like if I can just keep something

consistent, they gravitate towards that.

651

And so our retention levels are really

high, which is one of our big value

652

props for working with our customers.

653

So they're operations professionals,

they're project managers, they already

654

have all of this expertise just from

the everyday life that they're already.

655

That they're already going through a lot

656

Tim Winkler: of consult consultants,

you know, like it's like a

657

McKenzie Deloitte mold, right?

658

Where you have to bounce from one project

to the next and be able to quickly

659

plug and play in and adapt to this

new environment or this new problem.

660

And, and, you know, that's a very

unique skill set to, to, to have.

661

And make an action plan like

662

Liza Rodewald: high initiative is another

thing that I would add to that list too.

663

Mike Gruen: And that's what I was going

to ask about was like, so I imagine

664

that a lot of the people, a lot of the

spouses don't recognize the skill sets

665

that they actually have, that they,

I have my master's in whatever, and

666

they don't necessarily see how they

can take what they've been doing and

667

apply it and really translate that

into something that's going to stand

668

out on a resume and the rest of that.

669

Is that, is that kind of the case?

670

Is that what you're seeing?

671

Liza Rodewald: Yeah, and it's

one of the major reasons we

672

focused on the skills, right?

673

I can assess project management skills,

multitasking, high levels of empathy.

674

I can assess all that and present it

in a data form to an employer, whereas

675

they may not think of that naturally.

676

They may think, oh, well,

I've just volunteered for, you

677

know, the family FRG, right?

678

And what that actually means is

they manage 300 families in the

679

communication for that, right?

680

Those are high level project management

communication type skills, so we can

681

help kind of translate that so that when

employers look at it, they understand

682

the skill sets that they bring.

683

And also just to point out,

like military spouses are just

684

civilians, and so they've had jobs.

685

Most of them have, have worked in a

corporate or an office environment.

686

So just because they have all these

soft skills doesn't mean they also

687

don't have hard skills, right?

688

So they have those as well

to pair along with them.

689

Um, so we just kind of pull those

things together to really help

690

them understand how to market

themselves too and, and stand out

691

because a lot of military spouses

are looking for ways of empowerment.

692

And so that's how we come, come about

it at Instant Teams, really focused

693

on empowering the military spouse

to have their own identity, because

694

that's really what they're craving.

695

Because as a dependent, is what they call

us in the military, to a service member,

696

like it's, it's very, your identity is

very related to your service member.

697

Like I have to have my husband go

with me on post to do certain things,

698

which is like Annoying as a very high

functioning professional, you know, but

699

it's part of that positioning, right?

700

And so spouses are looking for a way

that they can have their own thing,

701

their own identity, and that's what

instant teams and our app 12 million

702

plus, because we have two things that

we do for military spouses, the 12

703

million plus app really exists for that

empowerment piece of their identity.

704

Tim Winkler: Fascinating.

705

Yeah.

706

The other thing that jumps out to me,

just, you know, as somebody that's worked

707

with startups and this, uh, this podcast

is, is truly about, you know, talking

708

to a lot of folks that are in tech and

startups, um, you know, when you talk

709

about instability and, and, you know, this

is like their, their most stable thing

710

that they're, that they're kind of holding

onto, but, um, Um, being comfortable and,

711

and stable, unstable environments is, is

seems like folks that would adapt well and

712

startup environments, uh, where things are

very volatile or just a little up and down

713

here, there, um, you know, kind of comes

down to like being comfortable with being

714

uncomfortable in situations like that.

715

So.

716

Um, I'd imagine that your platform you

can adjust on, you know, when they're

717

searching for small business startups, you

know, company size, things of that nature.

718

Liza Rodewald: Yeah.

719

So we do, our company profiles are

very extensive, um, so that the

720

military spouses can really get

to know the companies that they're

721

applying for and working for.

722

So we put in like.

723

Their D, E, and I initiatives, their

mission statements, like we do a lot more

724

than just like the average, like here's

the company name and description so that,

725

because it's a two way street, right?

726

Spouses need to want to work

for that company and believe

727

in what they're doing as well.

728

And so they both have to both sides

kind of have to sell to each other.

729

So I think pulling out those things.

730

Um, and describing, you know,

this is a large corporation you're

731

going to work for, or this is a.

732

It's a startup that's going to be,

you know, growing and I actually

733

started my career in a startup.

734

I didn't know that's what it was called

at the time because I took my first

735

job out of my computer science degree.

736

And uh, now, now looking back, I

was like, Oh, that was a startup.

737

There's only 15 people there.

738

So definitely.

739

A new one.

740

But as a developer, I got

to touch every single thing.

741

I was the front end.

742

I was the backend.

743

I was the project manager.

744

I was the business analyst, you

know, and so I learned so much more.

745

So I encourage spouses to like, if you

have an opportunity, take it because you

746

can touch so many things and get so much

good experience working with startup.

747

Tim Winkler: That's great.

748

And, and coming back to

Squadra for a minute.

749

Um, yeah, guy, Philip Ellie, um, you

know, he, he, he, he started, uh, Squadra.

750

Is that, is that accurate, Margaret?

751

Yes.

752

Yeah.

753

And, and so, you know, we recently,

um, celebrated Veterans Day and,

754

you know, he put up a social post on

LinkedIn that I thought was pretty

755

touching, but, um, you know, he's,

he also started a foundation with the

756

purpose of helping Vets transition

into the professional civilian world.

757

It's actually an episode that

we're looking to craft, um,

758

very soon, early in, in 2024.

759

Um, but you know, again, that,

in my opinion, you know, these

760

all kind of come back to these.

761

You know, uh, Mitchell mission driven,

um, you know, uh, contribute, contributing

762

to a cause, um, socially driven, like,

uh, uh, uh, investment thesis is this

763

kind of the theme of the types of

companies that you all back or just

764

a little bit, maybe have an overview

on, you know, The stages that you all

765

get involved in, um, and you know,

you can get as specific as check size.

766

If you'd like, you don't have to, but I'd

love to hear a little bit more as well.

767

Like, you know, some other

examples of some of these mission

768

driven types of companies.

769

Liza Rodewald: Yeah.

770

So I think one comment, I appreciate

your comment and I'll share that guy

771

would certainly appreciate your comment

on the video he did for veterans day.

772

Um, with his work in the commit

foundation, with our work at squadron,

773

with military affiliated founders.

774

Um, and even our work with sort of

all of these things are interrelated.

775

We actually have, um, you know, we have

more than one company where a early team

776

member or a co founder's spouse has now

been part of a commit foundation program

777

or where they have been, um, involved.

778

Or we've had people who, if you're

familiar with the skill bridge

779

program, which is a DOD program for.

780

Um, people who are, uh, soon to

end their military career to get

781

into, um, you know, the, the private

sector and have experience there.

782

So really in that all of these things

are connected a lot and that we have a

783

big belief in the power of community and

everything that we do at Squadra, um,

784

that's a huge part of why we resource

all of these different initiatives and

785

sort of all how this ties together.

786

So just to like bring that back to our

investment thesis, while we have a,

787

uh, our focus for our, for our funding

is around, um, dual use technology

788

companies that are in the national and

cyber security space, um, with, You

789

know, with instant teams, we invested in

them four years ago while we were still

790

narrowing in on exactly what that thesis

was going to be, knowing that it was

791

around originally around, uh, software

as a service businesses that have a big

792

impact on the enterprise, um, with instant

teams that also became a big impact on

793

national security because having, um,

You know, one of the big reasons why

794

people leave the military is because

of the lack of satisfaction, stability

795

and fulfillment of their families.

796

And so by provide, by being an

organization that provides really

797

amazing careers to military spouses

that, um, and as well that a lot of

798

the different types of roles that.

799

Lizas, Lizas extended teams are

instant teams actually work on those.

800

That is a security issue itself.

801

Um, and having great, wonderful

jobs for American citizens.

802

Um, so just to get like to the nitty

gritty of squadron for a second.

803

So, uh, most of our companies we

invest in precede to series a.

804

Um, that doesn't mean that

you need to have revenue.

805

Some of our companies are formation where

there's no revenue and it's two people

806

with a great idea, leaving, uh, leaving

a fortune 500 company ready to get at it.

807

Um, we, we always lead most of our

investments are in first time founders.

808

Um, we're very involved in a highly

collaborative, supportive way.

809

Um, we spend a lot of time resourcing

sort of a couple different initiatives

810

around, um, one, how are we helping our

companies put pipeline in their pipeline?

811

So we do a lot of efforts as

a team, both on the government

812

side and on the corporate side

to help connect our companies.

813

Uh, with opportunities that lead to

revenue, we say there's two things that

814

we're helping them do where we are making

100 introductions and we are helping

815

them make their first 100 decisions.

816

Um, and so those are our 2 sort

of big stats that we think about

817

for each company that we have the

great opportunity to work with.

818

Um, and then the other thing is,

we're really focused on investing

819

in in teams, but then also amazing

leaders who we can see the capacity

820

to build a great team around them.

821

Both and how they activate the people

that work directly for them as well

822

as the network community resources,

larger, larger ecosystem that they can

823

build around themselves and activate

into their sort of this massive team to

824

get to do all the hard things they're

going to have to do as a startup.

825

Tim Winkler: Wow.

826

That's great.

827

Is there any geography, like

restrictions or across the country?

828

Um,

829

Liza Rodewald: we, we invest coast to

coast River, Oregon, Connecticut, LA,

830

Texas, all over with instant teams.

831

We get to say almost every state.

832

I think we have a team member

from a company in every state.

833

Thanks to teams.

834

That's awesome.

835

For sure.

836

I'll just put a little bit of data to

what she said over 40 percent of active

837

duty service members consider leaving

the military specifically due to military

838

spouse, unemployment, and the ability

for their family to not have dual income.

839

So that's a pretty large number.

840

Um, that's why

841

Tim Winkler: it's a

national security issue.

842

Yeah.

843

Liza Rodewald: Yes.

844

And if that's the number who

leave, that means every single

845

family is having that conversation.

846

Tim Winkler: Wow.

847

Yeah.

848

Yeah.

849

That's, that's wild.

850

You know, before we put a bow on

this and transition to the final

851

segment, I, you know, Liza just,

um, I was curious to hear like any.

852

It doesn't have to be like a robust

success story, but maybe like just some

853

quick hits on, you know, some of the,

the data that you've seen as success,

854

you know, so what are some of the, you

know, some, some of those, uh, feel good

855

stories that instant teams has provided if

it's, if it's, you know, hires a month, if

856

it's, you know, one specific scenario, I'd

love to hear just a little bit on that.

857

Liza Rodewald: Sure.

858

Um, well, I think you asked

me like growth size earlier.

859

So Instateams has over 500 employees now,

92 percent of them military affiliated.

860

Um, so, you know, definitely have grown

exponentially since the investment

861

with the squadron when we had a very

small team at, at that point in time.

862

And from an impact perspective, like we've

given over 40 million of payroll directly

863

to military families since we started.

864

Um, Which is really proud for me, um, as

a founder to be able to say that we've

865

been able to contribute that and we've

given thousands and thousands of military

866

spouses jobs, um, throughout our time.

867

And we're just so Getting started.

868

We're still going, you know, still

expanding that, um, that mission

869

and everything on that side.

870

So, um, from a feel good story, like

there's, there are so many, um, there

871

is a great video that we did, um,

that highlights an employee area.

872

Who started off with us at a very

entry level position with a customer

873

and now has worked her way up as

our one of our data analysts on

874

our team that is cross functional

across the tech and the finance team.

875

And 1 of the things that she says in

the video that really was touching to

876

me was, um, you know, having the job and

instant teams and the stability she's

877

moved several times since she's had the

position enabled her family to put it down

878

payment and purchase their very 1st house.

879

You know, having that dual income

really enabled, enabled that action.

880

And so we hear those stories constantly,

um, through the military families.

881

Like most families in modern day age

need two incomes to be able to survive.

882

And so if you're trying to just survive

on one income, it's very hard to do

883

any of the extras for your families,

extracurricular activities for the kids,

884

you know, groceries, all of those things.

885

Get profoundly affected when the

military spouse is able to be employed.

886

And then one other point I want to

make, the transition, we talked about

887

transitioning service, you said you

were going to do a podcast on that.

888

There is no better way to support

a veteran in transition than

889

for the spouse to be employed

and to be able to keep that job.

890

Because instead of jumping straight

to whatever opportunity that they

891

have because they need to have income

for their family, they have more time

892

to make the decision and to choose.

893

Because veterans that transition tend

to take a job and then move quickly to

894

other jobs because they just kind of

took the first thing that came available

895

because they're scared, that fear factor.

896

But if we can get the spouse employed

before that transition happens, it's a

897

game changer for the rest of that plan.

898

Tim Winkler: That's awesome.

899

I didn't even think about that side of

the coin, but such a, such a true point

900

gives them a little cushion to, you

know, feel comfortable with taking their

901

Liza Rodewald: time.

902

And they're going through the same

challenge themselves of how do I translate

903

the work that I've done in service to

someone who's going to read my resume?

904

Tim Winkler: Yeah.

905

We'll probably pick your brain,

Margaret, on a good guest to join

906

us for that next upcoming episode.

907

I bet

908

Liza Rodewald: you I can, I

bet you I can tell you who's

909

Tim Winkler: in.

910

Um, awesome.

911

Well, I, this was a, a really great, uh,

highlight on a topic that I think, you

912

know, isn't really talked about much.

913

Um, so, I do appreciate

you all expanding on it.

914

And I'd love to transition

us to this final fun segment.

915

It's called the five second scramble.

916

So it's going to be a quick

hit Q and a some business, some

917

personal, not too personal.

918

Don't worry about that.

919

Um, on, uh, uh, on both of your all sides.

920

So we'll have a little

bit of fun with this.

921

Um, I'm going to go ahead

and, uh, kick things off.

922

with Liza.

923

Um, actually, no, I'm

gonna go with Margaret.

924

I'm gonna go with Margaret.

925

I'll start with you, Margaret.

926

Are you, are you ready?

927

Liza Rodewald: I'm ready.

928

Let's go.

929

Tim Winkler: You said you

listened to a few other episodes.

930

So maybe you, maybe you're dialed in,

uh, on some of these questions, but,

931

um, What, um, what is your favorite

stage of startup to invest in?

932

Liza Rodewald: Formation,

early stage, less than five

933

Margaret Falzon: people.

934

Tim Winkler: What is the biggest

935

Liza Rodewald: There's a lot of bad

advice out there and knowing how

936

to, how to filter through the noise

to get to the people who really are

937

going to help you and be there is.

938

Uh, an endless puzzle and a very hard

challenge for them to face because

939

everyone says they want to help, but a

lot of people aren't going to be there.

940

Tim Winkler: How would you

describe the culture at Squadra?

941

Liza Rodewald: We have a ton of fun.

942

I was trying to think about a better

way to say that, but we have a lot

943

of fun and we get to do work and

stand behind people and beside them

944

in a way that they're Doing extremely

meaningful things and there's nothing

945

that's more rewarding than that.

946

So every day, every day is fun.

947

Every day is chaotic and I love it.

948

Tim Winkler: Sounds like my days.

949

Um, what, what, uh, what is the first

thing that you do when you wake up?

950

Like what's your morning routine?

951

Margaret Falzon: Uh, I have

952

Liza Rodewald: a lovely cup of

coffee before I do anything and I

953

have that in bed so that I can get

it caffeinated before I am before I

954

face anything so I can think clearly

955

Tim Winkler: a cup of coffee in

bed is a special cup of coffee.

956

It doesn't happen too often.

957

So it's nice.

958

It's nice to get that.

959

Aside from your iPhone, what's one tech

gadget that you can't live without?

960

Liza Rodewald: Oh, I'm

unprepared for this one.

961

A tech gadget I can't live without.

962

Um, I, I should have brought it to show

you, but I have a tiny analog clock.

963

That only does five minutes, 10 minutes,

20 minutes and 60 minutes and you turn it

964

and that is my task time manager because

I can get really sucked into something

965

that shouldn't take as long as it should.

966

And that helps me regulate my level

of effort and attention on things.

967

Tim Winkler: That's fascinating.

968

You know, I was actually, that makes me

think about, you know, a lot of folks

969

say that they don't use their Alexa.

970

Very often the number one thing I

think they use it for is like, Hey,

971

Alexa, set a timer for 10 minutes while

they're cooking or something like that.

972

This is

973

Liza Rodewald: a little cube.

974

I actually products this for a great

stocking stuffer for Christmas, but it's

975

a little cube and it just has these.

976

And I give it, I actually

gifted it many times to people.

977

So many of our entrepreneurs, actually.

978

So Liza, it might be coming your way.

979

Tim Winkler: I'll be looking.

980

What would you say that you prefer

to work at home or in office?

981

Yes.

982

Liza Rodewald: I work in the office.

983

I am a child of entrepreneurs and

went to the office every day as a

984

kid, so I am made for the office.

985

I am in our office right now,

and I'm here five days a week.

986

Tim Winkler: I feel like that's

something that a lot of 20 something

987

year olds would agree with.

988

They love, they're craving

an in office experience.

989

I'm

990

Liza Rodewald: an expert if

you haven't been able to tell,

991

so I need to be around people.

992

Tim Winkler: What's a charity or corporate

philanthropy that's near and dear to you?

993

Liza Rodewald: So I have been a

member of the Junior League of

994

Baltimore for over 10 years now.

995

And so that's a women's leadership

development, um, and professional

996

community based organization that

does a lot of work, um, connecting

997

many different parts of the city.

998

I'm a Baltimore city resident.

999

Uh, so that's, that's been

a big thing for, for me.

00:52:53,435 --> 00:52:53,725

Tim Winkler: Awesome.

00:52:53,795 --> 00:52:53,945

Yeah.

00:52:53,945 --> 00:52:55,915

We'll promote that in the show notes.

00:52:57,075 --> 00:52:58,385

What is your go to dessert?

00:52:59,475 --> 00:53:02,645

Liza Rodewald: I love vanilla,

actually anything vanilla.

00:53:02,675 --> 00:53:03,924

I want the vanilla cream.

00:53:03,925 --> 00:53:06,814

I went the, uh, the creme brulee.

00:53:07,550 --> 00:53:08,700

I can't, can't help it.

00:53:08,790 --> 00:53:10,650

Love a classic vanilla dessert.

00:53:11,160 --> 00:53:14,940

Tim Winkler: What's your favorite,

uh, quick stress relief activity?

00:53:16,030 --> 00:53:20,129

Liza Rodewald: I was once upon a

time an outdoors instructor, so

00:53:20,129 --> 00:53:22,090

I have to go outside every day.

00:53:22,180 --> 00:53:26,569

I go for a walk in the middle of the

day for about 15 minutes and that can

00:53:26,570 --> 00:53:30,680

change my whole outlook, uh, my whole

energy level and what's going on.

00:53:32,230 --> 00:53:33,370

Tim Winkler: Uh, we'll end with this one.

00:53:33,370 --> 00:53:36,480

So what is one thing

that's on your bucket list?

00:53:38,750 --> 00:53:39,170

Margaret Falzon: Bucket list.

00:53:39,510 --> 00:53:40,250

Um.

00:53:41,905 --> 00:53:42,965

Bucket list item.

00:53:43,025 --> 00:53:48,585

I, oh, uh,

00:53:48,625 --> 00:53:52,964

Liza Rodewald: I want to write a book, so

I'm not sure exactly what the topic is.

00:53:52,964 --> 00:53:58,434

I have a few science fiction short stories

that are half done, but, so I guess it

00:53:58,435 --> 00:54:03,425

should be, I should finish, finish a

long form writing item at some point.

00:54:03,435 --> 00:54:04,545

So I'd like to write a book.

00:54:04,595 --> 00:54:05,175

Very cool.

00:54:06,015 --> 00:54:06,405

Tim Winkler: All right.

00:54:06,435 --> 00:54:07,145

Good stuff.

00:54:07,185 --> 00:54:10,105

Uh, that was a good rapid fire.

00:54:10,105 --> 00:54:11,205

Liza, are you ready?

00:54:12,115 --> 00:54:12,785

Liza Rodewald: I'm ready.

00:54:13,135 --> 00:54:18,290

Tim Winkler: All right, let's kick

it off with explain Instant teams

00:54:18,290 --> 00:54:20,110

to me as if I were a five year old.

00:54:21,580 --> 00:54:21,950

Margaret Falzon: Okay.

00:54:22,210 --> 00:54:25,750

Liza Rodewald: Well, if you're a five

year old, then instant teams can help

00:54:25,830 --> 00:54:30,740

give you some money so that you can

go buy whatever toy that you want.

00:54:30,870 --> 00:54:32,130

So you have a job with us.

00:54:32,170 --> 00:54:35,000

We will pay you money and we

will connect you to the company

00:54:35,000 --> 00:54:35,990

that will pay you that money.

00:54:39,940 --> 00:54:41,030

Tim Winkler: To go buy candy.

00:54:43,730 --> 00:54:46,750

What is your favorite part about

the culture at instant teams?

00:54:47,680 --> 00:54:49,490

Liza Rodewald: I think

it's the opportunity.

00:54:49,680 --> 00:54:53,420

So we've given a lot of spouses

opportunities to grow within the company

00:54:53,420 --> 00:54:55,130

and the organization and to leaderships.

00:54:55,650 --> 00:54:59,730

And so I think giving those opportunities

for growth, if someone's ready to

00:54:59,730 --> 00:55:03,850

step in, we foster that as a company

and I'm really proud of that.

00:55:04,470 --> 00:55:05,079

Tim Winkler: Very cool.

00:55:05,740 --> 00:55:10,310

What can folks be most excited

00:55:11,800 --> 00:55:16,540

Liza Rodewald: So we have a in person

location here in North Carolina,

00:55:16,560 --> 00:55:20,150

which is a coworking space, um, that

military spouses can come to for free,

00:55:20,359 --> 00:55:22,349

which is a new initiative of ours.

00:55:22,380 --> 00:55:25,309

And we're looking to expand

those and other areas.

00:55:25,339 --> 00:55:29,070

So hopefully we will have

00:55:29,460 --> 00:55:31,360

Tim Winkler: Oh, what

part of North Carolina?

00:55:32,285 --> 00:55:35,835

Liza Rodewald: We are south of Raleigh,

uh, in the Pinehurst Southern Pines area,

00:55:35,865 --> 00:55:39,115

right outside Fort Liberty, which is one

of the largest military installation.

00:55:39,935 --> 00:55:42,255

Tim Winkler: And one of the largest

golf capitals in the country,

00:55:42,255 --> 00:55:44,395

so for those golfers out there.

00:55:44,960 --> 00:55:49,290

Uh, what, uh, what would you say

yes or no to pineapple on pizza?

00:55:50,320 --> 00:55:50,700

Liza Rodewald: Yes.

00:55:51,170 --> 00:55:51,380

Tim Winkler: Yes.

00:55:51,640 --> 00:55:52,920

Liza Rodewald: I lived in

Hawaii for three years.

00:55:53,080 --> 00:55:53,780

I like pineapple.

00:55:53,780 --> 00:55:54,600

I'm just about anything.

00:55:56,670 --> 00:56:00,279

Tim Winkler: What's the, um, last

series that you binge watched?

00:56:01,570 --> 00:56:06,900

Liza Rodewald: Oh, I don't know if

I'm, uh, want to tell you guys that I

00:56:06,900 --> 00:56:08,290

watched that might give you what kind of

00:56:09,020 --> 00:56:09,980

Tim Winkler: junk TV are you watching?

00:56:09,980 --> 00:56:12,700

Just let us know.

00:56:14,010 --> 00:56:16,270

Liza Rodewald: Um, I like, if

I'm going to watch a show, I

00:56:16,270 --> 00:56:19,010

actually really like mindless TV.

00:56:19,590 --> 00:56:23,220

Um, so I've watched a married at

first sight, not that long ago.

00:56:23,870 --> 00:56:28,130

So just things that take absolutely

zero brain power to process.

00:56:28,745 --> 00:56:30,455

Those are the things I

binge watch normally.

00:56:30,685 --> 00:56:33,375

Otherwise, it's very like,

uh, bloody things with my

00:56:33,375 --> 00:56:34,385

husband that he likes to watch.

00:56:35,865 --> 00:56:38,655

Tim Winkler: I have to, a guilty

pleasure of like, Love is Blind.

00:56:38,715 --> 00:56:40,025

My wife and I watched that.

00:56:40,224 --> 00:56:42,255

I don't know if like the,

the Nick Lachey thing.

00:56:42,255 --> 00:56:43,294

Yeah, very similar.

00:56:43,865 --> 00:56:48,395

Um, what's a charity or corporate

philanthropy that's near and dear to you?

00:56:49,520 --> 00:56:52,520

Liza Rodewald: So I really

love Reese across America.

00:56:52,930 --> 00:56:55,560

Uh, we lay the reset

fallen soldiers graves.

00:56:55,560 --> 00:56:58,070

I'm actually going there

Saturday to volunteer and taking

00:56:58,070 --> 00:56:59,600

my whole family to do that.

00:56:59,629 --> 00:57:02,190

So that's one organization

that I like to support.

00:57:02,659 --> 00:57:02,980

Tim Winkler: Great one.

00:57:02,980 --> 00:57:03,880

Yeah, we've done that one year.

00:57:03,880 --> 00:57:05,679

It's super gratifying.

00:57:06,809 --> 00:57:09,939

Um, what's your favorite

productivity hack?

00:57:11,950 --> 00:57:12,820

Liza Rodewald: Productivity hack.

00:57:15,450 --> 00:57:15,770

I don't know.

00:57:15,770 --> 00:57:17,200

I don't have a cube like Margaret.

00:57:17,820 --> 00:57:19,640

I've never had one of those.

00:57:20,390 --> 00:57:21,120

You're getting one for me.

00:57:21,120 --> 00:57:27,230

Time management as a

productivity hack for me.

00:57:28,220 --> 00:57:30,100

I think for me, just focus time.

00:57:30,120 --> 00:57:35,430

I really set intentions for my day and

my calendar and I try to block those

00:57:35,430 --> 00:57:37,210

in advance on things that I need to do.

00:57:37,210 --> 00:57:39,509

So I put everything in my calendar.

00:57:39,800 --> 00:57:44,350

So, even if it's not a meeting that way,

I make sure like, I have finance Friday.

00:57:44,725 --> 00:57:47,915

This is the hour block that I'm

dedicating to this specific task so

00:57:47,915 --> 00:57:49,625

that I don't, it doesn't lose track.

00:57:49,625 --> 00:57:51,625

There's so many things that

come at you as an entrepreneur.

00:57:51,625 --> 00:57:55,714

So the calendar pretty much

rules my life, um, in all areas.

00:57:56,015 --> 00:58:01,044

And then for those that are married

to and have families, I also put

00:58:01,064 --> 00:58:04,925

everything that's child related

on my husband's calendar as well.

00:58:05,215 --> 00:58:08,325

So that I never hear the words

you didn't tell me about that.

00:58:09,675 --> 00:58:11,635

So it's a shared family calendar.

00:58:11,645 --> 00:58:15,204

Everything's on there so that we

can dual pick up, drop off, do

00:58:15,204 --> 00:58:16,494

all that stuff and coordinate it.

00:58:16,675 --> 00:58:16,995

Tim Winkler: Okay.

00:58:17,045 --> 00:58:19,195

I'm still in that hack

because I think that's genius.

00:58:20,740 --> 00:58:23,010

What's the worst fashion trend

that you've ever followed?

00:58:23,950 --> 00:58:24,430

Liza Rodewald: Oh, gosh.

00:58:25,110 --> 00:58:32,890

Uh, I was in, uh, high school in the

nineties, but probably the, uh, white

00:58:32,980 --> 00:58:38,659

t shirt with the spaghetti strap top on

top of it with the chunky dot Martins.

00:58:38,910 --> 00:58:39,660

And the.

00:58:40,455 --> 00:58:44,665

Baby doll skirts, probably,

probably was not a great look.

00:58:44,875 --> 00:58:46,595

Margaret Falzon: Oh,

all in one look, Liza.

00:58:46,875 --> 00:58:47,065

Yeah.

00:58:49,205 --> 00:58:50,255

Tim Winkler: We're gonna need pictures.

00:58:50,255 --> 00:58:52,634

Liza Rodewald: Yeah.

00:58:52,634 --> 00:58:53,105

Tim Winkler: Proof of life.

00:58:53,105 --> 00:58:55,935

Liza Rodewald: They went somewhere to die.

00:58:59,024 --> 00:59:00,895

Tim Winkler: Uh, 90s fashion is so good.

00:59:01,135 --> 00:59:02,605

Um, so, so bad.

00:59:02,875 --> 00:59:03,265

So good.

00:59:03,655 --> 00:59:04,965

Liza Rodewald: Well, now

I watch it on my daughter.

00:59:04,965 --> 00:59:06,605

I'm like, I wore something very similar.

00:59:06,605 --> 00:59:06,995

Yeah,

00:59:06,995 --> 00:59:07,275

Tim Winkler: right.

00:59:07,275 --> 00:59:08,725

It all comes back.

00:59:09,005 --> 00:59:09,435

Um.

00:59:09,950 --> 00:59:10,910

All right, last question.

00:59:10,920 --> 00:59:13,070

So what was your dream job as a kid?

00:59:14,530 --> 00:59:19,140

Liza Rodewald: Um, so I love to sing.

00:59:19,370 --> 00:59:21,910

So I went to college actually

on a vocal scholarship.

00:59:22,040 --> 00:59:27,319

So I would probably, I, I didn't

want to be like Taylor Swift, but

00:59:27,319 --> 00:59:28,499

I'd love to be her background singer.

00:59:28,989 --> 00:59:29,009

Tim Winkler: So

00:59:29,010 --> 00:59:31,502

Liza Rodewald: if I could ever

do that, that's what I'd do.

00:59:32,090 --> 00:59:33,080

Tim Winkler: Taylor's a listener.

00:59:33,150 --> 00:59:34,660

We'll, we'll make sure that she's aware.

00:59:35,260 --> 00:59:36,480

See if we can find something.

00:59:37,510 --> 00:59:38,540

Liza Rodewald: Don't make me dance.

00:59:38,540 --> 00:59:39,030

Cause I don't know.

00:59:39,030 --> 00:59:41,550

I can stand back on the mic.

00:59:42,260 --> 00:59:43,000

Tim Winkler: Very cool.

00:59:43,190 --> 00:59:43,640

I love it.

00:59:43,690 --> 00:59:43,860

Yeah.

00:59:43,860 --> 00:59:44,510

Musician.

00:59:45,110 --> 00:59:45,520

Awesome.

00:59:45,600 --> 00:59:47,840

Uh, that is a wrap.

00:59:47,969 --> 00:59:51,729

Uh, thank you again, both of you so

much for just being fantastic guests

00:59:51,809 --> 00:59:53,159

and, and building awareness on this.

00:59:53,625 --> 00:59:56,065

very pressing issue in

our, in our country.

00:59:56,065 --> 00:59:59,385

And so appreciate all the work that

both of you all are putting in to

00:59:59,385 --> 01:00:03,175

help us move forward with a, uh, a

better solution to, to the problem.

01:00:03,175 --> 01:00:05,875

And, uh, thanks for

joining us on the podcast.

01:00:06,465 --> 01:00:07,395

Liza Rodewald: Yeah, thanks for having us.

01:00:07,395 --> 01:00:09,104

It was a lot

01:00:09,104 --> 01:00:09,959

of fun.