The Best Ideas Challenge Assumptions with Anna & Paul of TaskHer

Sometimes the best business ideas aren't born from complex technology or revolutionary inventions.

Sometimes they're born from a simple question.

Why?

Why do we accept things the way they are? Why do we continue doing something simply because "that's how it's always been done"? And what happens when somebody decides to challenge those assumptions?

In this milestone 50th episode of The Viking Chats, I'm joined by Anna and Paul Moynihan, founders of TaskHer, a business that started with a frustrating home renovation, a global pandemic and one very simple observation.

Why was it so difficult to find a female tradesperson?

At first glance, TaskHer appears to be a platform connecting customers with qualified tradeswomen. But spend an hour with Anna and Paul and you quickly realise that's only a small part of the story.

This is really a conversation about customer choice, trust and designing services around people rather than processes.

Anna shares the experience that sparked the idea for the business—organising work at home, communicating with contractors throughout, only for them to arrive and direct every conversation to Paul as though she wasn't there. It was a seemingly small moment, but one that highlighted a much broader assumption embedded within the industry.

That assumption became the foundation of a business now helping thousands of customers find trusted tradeswomen while creating new opportunities for women entering traditionally male-dominated professions.

What I particularly enjoyed about this conversation is that Anna and Paul never position TaskHer as being "anti-men". Quite the opposite. Their philosophy is refreshingly simple: people should have a choice.

And sometimes, that choice can have a profound impact.

One of the most moving parts of our discussion centres around TaskHer's work with Refuge, the UK's largest provider of specialist services supporting women and children experiencing domestic abuse. Anna and Paul explain how providing female tradespeople for refuge properties has transformed the experience for both residents and staff, reducing anxiety, improving safeguarding and, in some cases, even inspiring women to consider careers in the trades themselves.

It's one of those moments that reminds you business can be commercially successful whilst still making a genuine difference to people's lives.

Along the way we also explore the realities of building a startup from scratch during the pandemic, the challenges of creating a trusted marketplace in an industry where trust is often in short supply, raising investment, joining the prestigious REACH UK accelerator and resisting the temptation to chase growth before getting the fundamentals right.

We also discuss why customer service remains one of the biggest untapped opportunities in both the trades and property sectors, how hospitality often teaches skills estate agency desperately needs, and why understanding people's lived experiences should shape the way we design products and services.

One of the recurring themes throughout the conversation is that innovation rarely starts with technology.

It starts with empathy.

By taking the time to understand how customers actually feel—not just what they need—Anna and Paul have built something that solves a practical problem while quietly challenging decades of outdated assumptions.

As someone who has spent much of my own career questioning why our industry works the way it does, I found this conversation particularly refreshing. It reinforced something I've long believed: some of the biggest opportunities aren't found by inventing something entirely new.

They're found by noticing what everybody else has simply stopped questioning.

Whether you're an entrepreneur, a property professional, a leader or simply someone interested in how purpose and profit can work hand in hand, there's plenty to take away from this episode.

Because the best ideas rarely begin with all the answers.

They begin with the courage to ask a better question.

Transcript

Kristjan Byfield  0:00  
Hello, everybody, and welcome to the latest episode of the Viking Chats podcast. And I'm delighted to be joined today by Anna and Paul Moynihan of TaskHer. Hello, guys. Hi. Joining me today. Hi. So, for a little bit of context, and before today, we've never met in person. Paul, we met very, very briefly. We

Paul Moynihan  0:17  
did

Kristjan Byfield  0:18  
at the Reach UK cohort announcement.

Speaker 1  0:21  
Yes, we've just joined.

Kristjan Byfield  0:22  
Fantastic. So, for those listening who might not know what those last few words meant, so Reach UK is a prop tech accelerator out of America, I think originally, but they've got their UK branch. They're backed by, I think, it's Second Century Ventures, and they operate in partnership with the likes of Propertym ark and RICS and other organisations to identify exciting prop techs, but service delivery within the property sector. And your company Tasker got picked as one of the ones for them to kind of back over the next year and hopefully create some exciting growth.

Speaker 1  0:58  
That's the complaints. Yes. So

Kristjan Byfield  1:00  
look, obviously, like I said, we've never met before, and we I think our conversation was literally me going, "I love what TaskHer stands for. I really want to give you guys on the podcast. I think that was pretty much the entirety of our conversation. So, do you mind just sharing with the audience a little bit about you guys and your and a little bit of kind of your story before Tasker came about, and then we'll go on to kind of what what triggered the idea for TaskHer and what is it?

Anna Moynhihan  1:27  
Okay, shall I start? So we we both worked in events prior to TaskHer. We worked we met at an events agency in London. I was head of marketing Paul's company that he'd started. It was a startup called We Find Venues. Had been acquired by this events company as well, and we were both working there for a number of years and living a very different life to the one we live now in running a startup with a lot more champagne and free trips. And

Kristjan Byfield  2:01  
I mean, I know that space, those events. There's a lot of money thrown at events as well. Certainly, when

Anna Moynhihan  2:06  
you're venue finding, which is what Paul did predominantly, so like they just get taken to the nicest hotel in marketing, less so. But so yeah, that was kind of the the background that we immediately came from. We both we're also married with two children. We weren't at the time. That's where we met, and yeah, we were. We were working on the

Kristjan Byfield  2:24  
kids.

Anna Moynhihan  2:25  
We've got a daughter who's six and a son who's four.

Kristjan Byfield  2:28  
Awesome, similar to me. I've got a boy who's four and a girl who's eight. Oh, have you? Yeah, similar, similar journey. And I met my wife at drama college, where we both originally started our career path.

Speaker 2  2:38  
Oh yeah,

Kristjan Byfield  2:38  
not where we are.

Anna Moynhihan  2:41  
Quite the the detour. So for us, to be fair, yeah, no. So that sort of adds an extra bit of enjoyment into the mix. But we were we were working there, and I was on maternity leave with our daughter. So it was in 2020 and we both

Kristjan Byfield  2:56  
and nothing much happened. Nothing much happened. Knocking around really that impacted events at all?

Anna Moynhihan  3:02  
No, no, it didn't wipe out the entire agency. We like the agency. One of our bigger contracts was Wimbledon. We did a lot of corporate hospitality there. Wimbledon has like an insurance that if the Queen dies, you can buy an insurance if the Queen. Well, at the time the Queen, now the King. If basically if the monarch dies, Wimbledon is cancelled. You can get an insurance to cover yourself there, so all your bookings that you've sold for all your corporate hospitality are covered. Whereas for a pandemic, not the case.

Kristjan Byfield  3:30  
Not so much though. So it

Anna Moynhihan  3:30  
was a massive knock to the company, and there was a lot of redundancies. And we sort of we kind of took like you know we took redundancy, and we actually had quite a nice time. I was on mat leave. We had a little baby.

Kristjan Byfield  3:42  
Some people have some great stories around. Yeah, I mean, we, as an industry, we were very lucky in that we got to kind of keep operating under guidelines, and we were kind of let out of the restrictions much earlier than most other sectors.

Speaker 3  3:54  
Yeah,

Kristjan Byfield  3:54  
which had its pluses and minuses. It was less scary financially.

Speaker 4  3:57  
Yeah,

Kristjan Byfield  3:58  
but you know, I do have some friends with some amazing stores? Yeah, we've got to stop. And like our staff, most we furloughed our staff, but we paid the top up. So most of our staff stayed at home, and and we we set a criteria that the top up, the only condition of the top up was they had to do a course.

Anna Moynhihan  4:16  
Okay, that's nice.

Kristjan Byfield  4:17  
Couldn't be property related. Okay, because we were adamant they needed something, you know, like must be proper drink. No, we're not, we're not going to do that. So, but yeah, but no, this I think you know, as terrifying as it was back then, there's some really interesting stories and businesses that came out of that.

Anna Moynhihan  4:38  
I don't think we would have even come up with the concept, or even had a moment to think about what we were doing if we'd not been both at home, and also like I mean, I thank my lucky stars every day that Cleo was zero months old and not the same age they are now. Can you imagine having two kids at like stuck in a house? She was a small, tiny baby who just slept a lot, so we were very lucky. And we were very lucky because we had a you know redundancy payouts and furlough payouts and maternity pay, and we were actually you know we actually had a bit of thinking space, and that is the kind of time that you just don't really have that opportunity to stop. So yeah, that was one you know good thing that I suppose came out of a worldwide pandemic that killed those. So

Kristjan Byfield  5:18  
before we talk too much more , I'm aware that for the audience we haven't really talked about the business it is yet. So you're in the waffle voice. Yeah, you know, bit of context, bit of context. And I think it's always nice for people to have a bit of a journey before they get the taste of where we're going with it. So business, what is it called, and what is you know what's the kind of elevator pitch for an abert phrase? What what what is the business in a nutshell?

Speaker 1  5:42  
Thank you. It is

Kristjan Byfield  5:44  
your turn now.

Speaker 1  5:45  
Well, the business came out of COVID, so we were renovating a house. We just moved. Didn't know any contractors in the local area. Anna was up in Tottenham. I was out in Reading. We merged in Tooting, and it was born. It was your idea. It was a frustration at a the difficulty in finding tradespeople, you know, which was

Kristjan Byfield  6:06  
very challenging around then.

Speaker 1  6:08  
Very challenging, but also just the the the tech platforms that existed to to help you sort of help you kind of you really all

Kristjan Byfield  6:16  
you had was kind of the trust to trader stuff. Yes, didn't really help. It was just another kind of messy marketplace, very

Speaker 1  6:22  
messy, and it's sort of the onus is on the customer, and a lot of gamification

Kristjan Byfield  6:26  
of how they provided legitimate contractors as well.

Speaker 1  6:29  
Precisely. So that was one sort of frustration, and then Anna's frustration, if I dare talk on your behalf, was you know male contractors coming to the house who she's dealt with. She's emailed, WhatsApped, you know, called, dealt with them the whole journey, and then coming in and just pretending she doesn't exist and talking to me, which I think is probably a common frustration for for a lot of people. And on that, I'm going to let you talk because it's your story still.

Anna Moynhihan  6:57  
Well, no, that is kind of the story, really. Yeah, so we I hadn't even considered the fact that you could get a female tradesperson because every platform that I'd been on, image imagery, language, tradesman, handyman, all the photos. It is the

Kristjan Byfield  7:12  
default. Just

Anna Moynhihan  7:12  
hadn't even like so

Kristjan Byfield  7:13  
many images, but I think particularly trades is pretty

Anna Moynhihan  7:16  
outdated. So I and you know I feel like I'm yeah I'm a bit of a liberal lefty, I'm you know feminist. I kind of think that I I'm a bit shocked that I hadn't even clocked, and I think just the act of of all these tradesmen coming and talking to Paul, who I think also was a bit like I don't know, was like oh hang a second, like maybe I would have a better experience. Is there a woman? And looking online, sort of assuming that that Tasker existed already, like it was 2020 It's not like you know 1950 And going online and and seeing that actually there was no there was nothing like Tasker. There was no real representation for women in trades out there, and there were tradeswomen that I could find if I really looked for them, but there was nothing. And so like yeah, because of this headspace that we had, and we had the ability to kind of think about stuff. And you know, Paul's got a bit of an entrepreneurial journey anyway. Yeah, he'd done

Kristjan Byfield  8:07  
the business before.

Anna Moynhihan  8:08  
He'd done the business before. That's kind of how his mind works. He, you know, he's never worked for anyone other than Halford's.

Speaker 1  8:14  
When I was 60. Yeah,

Anna Moynhihan  8:15  
I was like, we were like, oh, let's let's give this let's have a look and see if we can flesh this out and is totally new, you know, vertical for us with no idea what we're doing when we first started. But we but I think it's something

Kristjan Byfield  8:29  
really exciting about that kind of consumer journey. I mean, our industry is kind of rife with poor solutions to issues from the consumer because I think particularly, well, lettings and sales. There's lots of of consumers, buyers, and tenants who have a bad. They they have a frustrating experience, and they think that that is the fault of the agentless list or whatever. But sometimes it's just the mechanics of the process. But I think within a within a professional setting, I think you have that added context. But I think when you're dealing with consumer products and services, if you feel or think a certain way, you can almost certainly guarantee that there is a bunch of people who similar mindset. And it's actually really interesting. How do I say? It's really interesting that it was it was kind of that default societal challenge that we have about how people interact with women at home and in the workplace, rather than I, I had suspected that there was maybe a a bigger event that had driven it because I I know about the work you guys do with Refuge, which to me like that, like that was the thing in the in the little talk you talked about it, and we'll we'll give more context to that later. But when you said that, like that for me was like a fuck yeah that God my God that makes so much sense. Yeah, you know, and in the context of having men come in to

Speaker 1  9:54  
yeah, there was a there was a study done by the Federation of Master Builders five or six years ago. Where they asked home, and they went out to I think 2000 homeowners and gave them the option. Said, "Would you rather have tradesmen? Tradeswomen don't care. And 33% So you know, one in three homeowners said, "I prefer to actively prefer to have tradeswomen in my home. And there was a whole list of reasons from sort of safety and security, perception of the quality of work, things like that. But ultimately, it was just it was which

Kristjan Byfield  10:18  
actually 33% is more like kind of 66 two thirds of women. If we're working on 50-one, if if it was an equal balanced

Speaker 1  10:24  
yes yeah

Kristjan Byfield  10:26  
view, we're working on the basis that 50-1% of the population is women. That you close to kind of two thirds of women would rather have a female actively

Speaker 1  10:34  
actively prefer, and that is just latent demand. There's there's no one that's meeting that. You know, it's a on a commercial side, it's a huge commercial proposition because there is this demand that is just not being met at the moment. So it's it's a really yeah

Kristjan Byfield  10:48  
exciting.

Speaker 1  10:49  
That I think that's what tipped us over to go. Actually, this is something that we want to explore. You know that and the kind of the the social purpose of Tasker, which is supporting women in in skilled trades. So yeah, and then obviously that has led to work with organisations like Refuge.

Kristjan Byfield  11:04  
So so how did you come up? Because I do love the name Tasker. It seems brilliant, catchy. You know, you kind of pretty much instantly get. You know, is it a run seal? Kind of does what it says on the tin. Like it's it's snappy enough, but at the same time, I don't don't think anyone going to the website is going to be particularly surprised about what what that delivers, which I think is always great in a brand name.

Speaker 1  11:27  
It was only ever a working name.

Anna Moynhihan  11:29  
Yeah, it's another disappointing story, really. Yeah, we didn't

Speaker 1  11:32  
like

Anna Moynhihan  11:32  
it initially. Well, no, we came, we came, we did we did a lot of work to try and work out what we wanted to be cool because, like, my background is marketing, so like it was really important. Like the very the first sort of pre pre seed investment we got when we we joined an accelerator called with Bethnal Green Ventures here in Impact. Yeah, yeah, I

Kristjan Byfield  11:50  
live in Bethel Green, so you know that I do. Yeah,

Anna Moynhihan  11:53  
and we had a little bit of a little bit of money from them the first time they invested in us, and you know half of that went on the brand and what we, you know, how we spoke, what we looked like, you know, encompassing everything, and obviously the name is a big part of that too. And we did sort of go through a lot of different things. I remember Womb was one of them. Do you remember that? Was it? Wom.

Speaker 1  12:17  
Wom.

Anna Moynhihan  12:17  
Yeah, I don't know because it sounds a bit like women. Nope. I mean, that's that's where we were initially.

Kristjan Byfield  12:22  
Worryingly close to womb, yeah. It's

Anna Moynhihan  12:25  
really rubbish names.

Kristjan Byfield  12:27  
I think the people visiting that website would be surprising. Absolutely.

Anna Moynhihan  12:30  
Well, so like we just didn't want to get caught. Actually, I'm going to offend someone if I say that, but like that. Basically, you know, like there's there was a big trend, and there still is of just just removing vowels from from yes from names, so obviously I kind of wanted to sidestep that, but yeah, like I think you know, ultimately also the word task because you know we didn't we knew we were I think you know at that time we hadn't actually built the platform because the money that we got from Beth Mill Green Ventures was helping us build that kind of MVP.

Speaker 5  12:56  
Yeah,

Anna Moynhihan  12:56  
we were so we were so early stage that like we didn't even know what trades we would be offering. We didn't know. You know, we wanted it to kind of like stand the test of time, and I suppose that actually it was another dining table kind of. Let's go with that, and it has. It's it's kind of stuck, and now I really like it. And

Kristjan Byfield  13:14  
I think I think a brand identity can evolve, but it's very difficult to change a company's name. Yeah, absolutely. Name you're kind of stuck with, and since you have a background in marketing, I grew up. My dad was an art director, like early doors at Sachi, and Saatchi, and worked on things like the Mulberman account and all this sort of stuff. So I grew up, and you were constantly, he would constantly pop out of his studio and be like, "This one or this one? How does this make you feel? You're watching a TV commercially, be like, "What did you think of that? Yeah, I'm not sure if I want one, Dad. Not what I'm asking. What did you think of the composition? So kind of grew up around that, and yeah, I think it's. But like you said, an identity, the actual branding of a business, you can always evolve that and kind of revisit that money, how society changes and trends and all this sort of stuff. But it's very difficult to change a company's name.

Anna Moynhihan  14:02  
Absolutely, it's it's something that yeah, it was just you know like we say like we weren't like massively married to it at the start, but we were like this is the best one we've got at this point in time with this you know this level of ability, this level of input, and we kind of went with it. Now I wouldn't change

Speaker 1  14:20  
it. I think one friends suggested chicks with bricks.

Anna Moynhihan  14:23  
Chicks with bricks. The trades industry are great with their punny, their punny name. Wild

Kristjan Byfield  14:28  
assumption that was a bloke. Yeah, shocker. Yeah, there's plenty of ones

Anna Moynhihan  14:32  
out there though. There's a there's a plumbing company. Well, they they they were plumbers and heating gas engineers called Stopcocks. There's loads of good ones out there, but they're all like the individual trades tradeswomen or trades people. Whereas obviously, we need to kind of again encompass that, but also like a punny name wasn't really going to work for the vibe that we were going for, or I was going for anyway. You probably would have loved a punny name. Yeah. So yeah, it kind of it kind of hopefully will grow with

Kristjan Byfield  14:59  
us. So. How long ago you went through that early phase of kind of figuring out the brand and an MVP, and so when when did the kind of when did you get the when would you get your kind of initial offering out there? When was that?

Speaker 1  15:12  
2021 you were contracting and I was childcaring for a lot of it, but in the background, we were sort of building the the platform. We got this early stage investment from Beth and Green Ventures, and so I think it was 2022 middle of 2022

Anna Moynhihan  15:32  
The bin fire year.

Speaker 1  15:33  
There was a absolute bin fire of a year. Our daughter ended up in hospital. You know, then you ended up in hospital. Then our son was born. He ended up in hospital. I lived for it was about three month period, but we were going to launch, and I think something like nine out of 12 weeks we were in St George's Hospital. Reception didn't even

Kristjan Byfield  15:48  
need to ask you. No, I'm true.

Speaker 1  15:51  
So we we kind of did a soft launch mid 2022 as we were raising a seed pre seed round during the bin fire pre seed round, which we finally closed at the end of that year. So, sort of 2023 we kind of was was the proper launch with some funding behind it. And and

Kristjan Byfield  16:10  
so, what was that first kind of 12 months like?

Speaker 1  16:13  
Interesting. Interesting. We'd come from a background of B 2b sales, working you know with five star hotels, luxury hospitality venues, very different from skilled men.

Kristjan Byfield  16:24  
Very different, but yeah,

Speaker 1  16:25  
yeah, and and some are awful. Most are lovely, but and just learning the world of skilled trades was you know tradespeople are really naturally suspicious. They always think they're going to be screwed over.

Speaker 5  16:43  
Yeah.

Speaker 1  16:44  
So you've got to go into a world where platforms are almost universally derided and distrusted by both consumer side and trade side. Because

Kristjan Byfield  16:52  
either they're trying to rip them off, or they build themselves to a position of influence and then go, "By the way, we're going to take that 20% of your booking fee. Yeah.

Speaker 1  16:58  
Yeah. Yeah.

Anna Moynhihan  16:59  
Understandable way. Yeah.

Speaker 1  17:01  
So they're very suspicious. So we had to do a real exercise in building trust with the community of tradeswomen because we're coming and going. We're not tradespeople. Like we have no trades background. Like there's no reason for you to trust us. So we had to build that trust. So it was a really interesting 12 months, you know, and and just kind of you know going into it with the mindset of it's simple. You know, you need a plumber. Plumber comes and fixes your tap. What happens if they can't fix a tap because there's some significant problem with the plumbing system? And actually, it's not a 40-minute job; it's a five-hour job. And learning all these, you know, things along the way. So it was. What happens

Kristjan Byfield  17:37  
if they turn up and literally just turn a tap? Yeah, I'm not

Speaker 1  17:41  
paying you for that. Yes, yeah, completely. What happens if they don't turn up? You know, dealing with dealing with things like that. So it was it was a very interesting 12 month learning curve.

Kristjan Byfield  17:52  
I feel like interesting is a euphemism for a multitude of. It was an absolute

Speaker 1  17:57  
fucking road. Yeah, there

Kristjan Byfield  17:59  
we go. So was so just kind of focusing on the business journey. Was that so? Because you were talking about an MVP and kind of like was that very much operating on that kind of structure of the business, and then you have kind of doubled down and kind of then expanded your technical offering and and and the building out the platform. Was that just happened organically as part of the part of the kind of journey.

Anna Moynhihan  18:23  
Um, I mean, it has happened organically because obviously, I mean, a lot of it's happened organically in that, like, we were, we still are learning as we go, right? Like, we we we started with we wanted a booking platform, which, you know, at the time there was nothing like that. Now, obviously, like with AI, and you know, there's more kind of bookable online trades platforms. But so we started with a booking platform where you could book a tradeswoman who was in your local area, and you could book three trades. You could book electrical, plumbing, or heating and gas. That's what we offered. And as the sort of year went on, we basically like grew our community of tradeswomen because you know we started off with what three tradeswomen when we first launched with three tradeswomen. Wow! So and they all covered all of London, but because like we were just like we, you know, what are you going to do? We've got to start small. I can't just board all these trades. It's a classic marketplace issue of you know you know before you launch you have zero customers, so you don't want to have 50 tradeswomen. Yeah. Um. And we that the first, you know, the first year was a lot about. I found we found the kind of marketing side of things fairly easy because of the USP and because people wanted it and customers wanted it.

Kristjan Byfield  19:32  
But matching capacity and demand. So

Anna Moynhihan  19:34  
then we focused on the on the trades on the women, trying to get them onboarded and just trying to understand how they work with us and try to understand how they work with the platform, and doing feedback calls, and you know, giving out Amazon vouchers left, right, and centre for half an hour of people's time to go. Like, can you just use the platform and just let us know what you're thinking? Give us your input. Be brutal. Understanding that you know, even just simple things that we hadn't considered because we were so desk based. You know, always been so desk. That you know these women are on the tools all the time. They're in the vans. They're not at a laptop. So no. So if we're creating a community of of tradeswomen that we can then tap into, that maybe I think we created it on Circle, which is a community platform. No one used it because, and we spent all this time creating it, and it looked great. And if it you know if it had been for you know some estate agents, for example, who sat behind their desk, then great, but no one used it. We moved it to WhatsApp. All of a sudden, it burst into life, and like there was just lots of like learning in that that first year, and lots of feedback from tradeswomen that you know around how the platform worked and like getting bookings sent to them and how many bookings they were taking. And some tradeswomen would like fill their days with us, and other tradeswomen would take one booking a month, and you know it was just it was just really trying to understand how everybody worked in that mix, and that which

Kristjan Byfield  20:47  
again must be really challenging because they will like they will all work differently. There will be ones that

Anna Moynhihan  20:51  
yeah

Kristjan Byfield  20:52  
will take every job God gives them and work every hour available to human because they're just smashing out the hours and building their little pot or whatever, and then there are the ones that kind of you know down to the ones who are like, oh, you know, I'll do a couple of jobs everywhere there just to just to keep the wolf from the door, kind of thing.

Speaker 1  21:09  
We we have a few different demographics, so we've got those who work full time. So let's say they work for I know housing association or maintenance company, but they're looking for you know top up income, you know holiday funds and and savings. But then you have those who are full time, you know, woman and van. But actually, like over that year, learning how the platform needed to evolve because the trouble with what we've built is it's great in many respects, but it has this it creates this sort of scarcity mentality where you know booking comes in, and for those who are full time, you know, they want they want the work, they start jumping on it, and all of a sudden they've don't without realising they've accepted six jobs in a day, and that's quite difficult. So is then adapting the platform to you know building all these algorithms in to make sure you know no one can accept more than three or four bookings a day, and then you know

Anna Moynhihan  21:52  
loyalty score

Speaker 1  21:52  
loyalty scores because it's you know if you've got someone who's reliant upon you for work, you know you kind of need to service them more than the person who's like it's a bit of extra pocket money.

Kristjan Byfield  22:02  
Yeah, exactly.

Speaker 1  22:02  
So you know, really adapting the system to deal with these different demographics that we're working with in the sort of trades community.

Kristjan Byfield  22:08  
So how did the refuge thing come around? So I mean, that really piqued our interest. So so we've been involved with an organisation within our industry called Women in Estate Agency. It's been going. I think started in the pandemic as a Facebook, like messenger group and WhatsApp group, which still exists today. I think it's about 5000 members, and that is exclusively women for obvious reasons. But out of that, it evolved into something further, and they've done this year was their fourth kind of major annual event that they put on, and men are welcome to attend because it is all part about going on that journey, but yeah, it's really interesting. We've we've sponsored that for the last three. We've been a sponsor. Single hand. We've been a sponsor for the last three years, and you mentioned refuge really piqued our interest because when we sponsored this year, we actually I'm I'm not a great fan of merch. I mean, you guys haven't worked in events. You would have seen many an event with all the merch there, and it all ends up tattered on the floor, or unravelled, or you know, or in a bin, or you know, taken home for the kids. I've never been a particular fan of that. So we made a decision this year, rather than do that, the budget we would have spent on that. We put we picked three women's charities, God, I've now put myself on the spot. Rosa, Refuge, and SmartWorks.

Speaker 1  23:29  
Okay,

Kristjan Byfield  23:30  
so because we felt like they were they were three, they were tackling three different challenges that women face. But obviously, Refuge is specifically helping vulnerable women or women in situations of domestic violence again away from that, and yeah, your your kind of collaborating. I mean, obviously, I'll get you to tell more about it. But when you mentioned that at the Reach event, I mean, that for me was kind of like, oh my god, you know, they must have been so relieved because thinking about the triggers with those women and with having had those experiences in homes with a perfectly friendly professional man wandering into their home, must for some of them been utterly fucking terrifying. So he tells a little bit more about. I mean, I'm giving the goose away there. He tells a little bit more about kind of how that came about, and and I'm quite intrigued to see to understand if that was something you had kind of fairly early on, kind of been like, oh, there are other things we can do within vulnerable or or effective segments, or if that was something that kind of just happened, you were like, fuck yeah, this of course.

Speaker 1  24:40  
Absolutely, I think early on it was very much they were a B 2c company. We're going to scale this as a B 2c business. You know, we'll grow city by city. We'll roll out that way. What we learn again, coming from a B 2b background to a B 2c background, is you know the the shift in consumer demand for you know for trades in in this case. You might need a plumber twice a year, maybe once every 18 months. So, so probably after that first year, we started looking at organisations and businesses that actually who has a consistent demand for what we offer, and where and where is our USP, which is Trades Women, really strong. So we reached out to Refuge, I think probably towards the end of 2024 and had a really good call with them, and then it took a few months their side to sort of onboard us. But yeah, absolutely. Their their big challenge was when a male contractor would go into a property, you know, the residents would have to sort of stay in their rooms. the The contractor would have to be escorted at all times. And if you're doing, you know, we've done work for them which has lasted two weeks, you know, having a member of your staff escorting,

Kristjan Byfield  25:44  
yeah,

Speaker 1  25:44  
you know, two or three contractors,

Kristjan Byfield  25:46  
and I would imagine for super vigilant like crime bureau checks and all these sort of DBS checks, yeah, DBS, that's

Speaker 1  25:52  
it, and and you know, finding contractors that were willing to put staff through DBS checks and and things like that was a real challenge for them. So we started working with them kind of at the start of last year, sort of April May time, and the work went from kind of zero to 100 pretty quickly once they realised that actually, well,

Kristjan Byfield  26:12  
it's a no brainer. This is

Speaker 1  26:14  
so much easier for

Kristjan Byfield  26:15  
us. Yeah. So and such a better experience for.

Speaker 1  26:19  
Well, I let you talk about that because we did for the for the women. Well, I was thinking, and with

Kristjan Byfield  26:23  
those safeguards in place, right? It's still

Anna Moynhihan  26:25  
oh, completely. And I think it was I actually had a call. So we had a piece in the Guardian around how we're supporting women's refuges with tradeswomen, and we had a call with Refuge, and a lot of the calls that had been like the previous calls would have been like operational that Paul was kind of leading. I had this kind of marketing call with them. I literally ended up in tears, which because it was just so touching to hear the impact that these tradesmen had had on going into on the. And I don't mean that to sound like in like a saviour way, but just the relief for nothing wrong with feeling. But like, as in like I personally didn't do that, but like refuge. Well, refuge was sort of saying you know like firstly yeah from an upside them not having to have another member of staff like joining the the engineer or whoever was in the properties at the time, but also so like we when we were when we were recruiting for jobs for refuge because we had to specifically DBS check them, which we don't do as a normal verification process for B to C. We just put a call out to trades women that we knew, but also in the community, and said this is the kind of work that we want doing. It is for women's refuges. Honestly, the amount of women that applied and women who we we already had on our books who were always like, "I'm always busy. I'm always busy. Well, like I don't care. I will disregard

Anna Moynhihan  27:43  
because I really want to support these women, and that is so touching. And then they go in, and like one of you know one of the rules is that you don't talk to the tenant if you're in there with them. You know, if if the tenant is in the property, you you say hello, but you don't ask questions. You don't say anything other than you need to because you're not digging. Prefer

Kristjan Byfield  28:04  
not to say something you shouldn't.

Anna Moynhihan  28:06  
Yeah, you shouldn't say. And also, you don't want. You have no idea what happened to them, but you know that it was bad. But some of the feedback we had from Refuge was that, like, obviously, the women that were in there who were happy to chat were literally just asking questions about the job that those traders were doing, and they were like really interested in these trades, and you know some were just like oh you know be really cool like maybe I could retrain in that and just even that which is like really special and it's just you know in the world of trades which is like not very sexy actually strike that I'm not using

Kristjan Byfield  28:37  
we're not going to edit it though edit that edit that

Anna Moynhihan  28:42  
that in in the world of the trades that it's not it ultimately like it's not necessarily emotive yeah this was a very emotional and it's something we're really really proud of to be able to supply this and it's also something that our tradesmen who work with us are incredibly proud of and also you know passionate about, and I think that that is something that you don't get in every job. Certainly not in the trades, I don't think. So yeah, like it's something that we will continue to do, and we want to work with more with more charities and more refuges. We do work with some other women's refuges as well who are small, who are smaller. I

Kristjan Byfield  29:18  
think I think you know I think for you guys, I think there is almost unlimited capacity for you guys because I think there is, you know, there is this broadening awareness of not only you know disadvantages that women sometimes face in the workplace and whatever, but horrendous experiences that women go through at some point, like the fact that most women go through some sort of very unpleasant experience at some point in their lives, whether it's as a young woman or whatever, I think you know more and more businesses are looking at how internally operationally they they support a better and more ethical business, but also in terms of service. Delivery and it's something, you know. When I heard you guys talking about it and refuge, that was kind of like amazing, cool. But what it instantly made me think was actually like great. You've got refuge looking after people who have been in horrendous circumstances, but there are lots of people, as we know, who don't go through official channels and have had horrendous things and never mention it. Even their their partners and family have no idea. But you've got these people carrying these trauma traumas. And I think the fascinating thing is, you know, we're not talking about someone coming into a workplace. We're not talking about mechanic fixing your car. You're talking about someone coming into your home, supposedly your safest, most sacrosanct space. You know, like you said, the default is that trades are perceived to be men. There, you know, wrongly we as we've established, but you know, commonly that is kind of the default mentality, and people kind of go along with that. And I think, you know, as a as a letting agent with base, like we've always our whole journey since we started in 2004 has kind of been asking why why things are done the way they are, and you know I was explaining to you guys before we don't we don't set our team financial targets or pay commission. It's not about that. It's about service and innovation and the experience our we like to call them residents and owners rather than tenants and landlords have with us, and so we're always looking at different ways to do that. And over the years, we've done things like so. We we have a couple of services we do. We one we call basic appliances. So we keep a stock of like hot plates, microwave ovens, plug-in rads, fridge freezer. So if a tenant calls us and goes, "My fridge is broken, the first thing we do is deliver a fridge freezer to their property instantly. There you go. Plug it in. Put all your food in the fridge, sorted. Then we sort out the issue, and then we collect the appliance. Don't charge anyone for it. Like those appliances cost us peanuts because they last years. Really easy for us to do. And another thing we do, we call it maintenance. And like for all of our tenants that move in, we give them a basic property life skills tutorial when they move in a property. So, how to bleed a radiator, how to balance a boiler, where your consumer unit is, where your stopcock valves are, where your metres are located, like how to identify condensation and mould, like how to maintain your drains, just basic, basic stuff. Because what we learn in the early days of the business, is there is no benchmark for knowledge. You know, we've had students call up saying, "My light bulb's blown. Can you come and replace it? But I've also equally had a 60-two-year-old CEO on 250 grand call up and be like, "The lights aren't working. Someone, someone sends someone. It's like, have you checked the fuse box? What's a fuse box? You know.

Kristjan Byfield  32:39  
So we quickly learn is this you know there is no benchmark for property knowledge and so we've addressed that and this felt like another bit of a moment for me because when you were talking about that and I was like great that you're addressing the most in need but I was like I wonder how many women only occupied properties we've got who never say anything, but when we say there's a contractor go round coming round, they're like, oh, you know, they won't ever say anything because they need the leak fixed, they need the whatever, but we will have no awareness of the fact that that could be making someone feel insanely uncomfortable.

Speaker 1  33:20  
It's a really discombobulating experience to have someone in your house that you don't know, a stranger.

Kristjan Byfield  33:24  
And I think as property managers and as landlords, I think it's that thing of like we're so busy trying to just get the job done and try and try and look after tenants and residents and get stuff fixed, at least the good ones anyway. Alongside meeting all the compliance and everything we have to do, sometimes we lose sight of the softer side of

Speaker 6  33:42  
things,

Kristjan Byfield  33:43  
and I think, like I said, we've always, you know, we take the view. We work in London. It's a it's a very competitive but very privileged market to work in. We work in good rents and good fees, so, you know, I don't expect some agent who gets paid literally like a fifth of what we do to necessarily make these endeavours or try these things because it's a lot more challenging for them. But we've always kind of felt a responsibility to be like, I wonder if

Speaker 5  34:07  
yeah.

Kristjan Byfield  34:08  
And so I'm really intrigued, and we'll like I said, we're going to have you have a chat with with Terence after this, and I want to start a bigger conversation about that. But I'm really intrigued to start potentially exploring giving, like I said, our women-only residents a choice. You know, like as you said with your survey, do you care? Like when they report an issue, we might actually. I'm just already thinking now, based on what you said. You know, if we do find a way to work together, we put something on our maintenance report forms because we can customise those to say, man, man only, woman only, don't care.

Speaker 5  34:43  
Yeah,

Kristjan Byfield  34:44  
and take the lead on that because even if it's only five, 10% of the jobs that we do in a year, knowing that we've taken that,

Anna Moynhihan  34:54  
giving someone the choice,

Kristjan Byfield  34:55  
that emotive reaction, and giving someone the choice is really important. Anyway, thanks a customer. That'd be really

Anna Moynhihan  35:01  
interesting for us just to like if you did do that to see what people are ticking. Be

Kristjan Byfield  35:06  
really, really interesting.

Anna Moynhihan  35:07  
We also find like we've also like another thing that we learned because obviously we went in just going women only, but also, I mean, the LGBTQ community uses a lot. Men also use us, you know, not all men. So

Kristjan Byfield  35:21  
here's an interesting question with with men coming up because obviously a side of this wasn't necessarily your primary objective. You said that, but the side of this is kind of safeguarding women in the home with people coming in. What have you guys done to kind of safeguard the women that you're sending out? Because obviously, I imagine that that must have kind of been quite a natural. Like, oh, hold on a minute, there are two sides to this. Oh yeah, absolutely.

Anna Moynhihan  35:47  
And I think you know, you speak to a lot of tradeswomen, and outside of the commercial jobs that they do, which I think every single tradeswoman that's worked on a commercial site had some sort of rubbish experience. You know, a lot of them have had, you know, strange experiences where they maybe felt uncomfortable in a customer's home. Not with us yet, thankfully. But I mean, again, as

Kristjan Byfield  36:06  
agents, is something we talk about as a lot, right? Because we, again, we will take someone's often most agents will take someone's name, number, and email at face value. Yeah, and they will often send a female member of staff to go and meet a client for evaluation. You know, we have the very famous case. 30 years, yeah, Susie Lampley. You know, which has kind of been a thankfully it's it's it is kind of a one-off thing. But you do hear, you know, we all have kind of safeguarding things. A message like in our company, we have safeguarding messages. So you know, everyone has to message when they're leaving a property, and we have a safe word. You know, can you bring me the keys or something, you know, that someone sends if they feel remotely uncomfortable.

Anna Moynhihan  36:44  
Yeah,

Kristjan Byfield  36:45  
but yeah, it's a really interesting.

Anna Moynhihan  36:48  
It's something that we similar to you, I suppose. Like we we've done everything practically we can do when we onboard tradesmen. We tell them literally, if you feel remotely uncomfortable, you leave. You just leave. There's no questions. Don't you worry about being paid.

Speaker 1  37:01  
Give my full refund.

Anna Moynhihan  37:03  
Absolutely. You know, when we when a customer books with us, we have the, you know, I suppose there's a way of slightly semi filtering people out. If you look back at to the the days of of Gumtree, where you could literally just book someone on Gumtree, like you know, we're taking people's credit card details through Stripe. We have their address. We have their name. We know exactly where the tradeswomen are and what jobs they're on. And if you're using

Kristjan Byfield  37:23  
like single sign-ons through like Google.com or the social media profiles, you've also got links to kind of other

Anna Moynhihan  37:29  
elements of who they are. We have like a full safeguarding policy for both tradeswomen and for customers as well. And we have you know the ability to flag customers on our platform so they can't book again if that's you know to that address and to that under that name to that address because if we had had an issue, we haven't yet had an issue. But that isn't you know we're not completely naive to that. So their their safety obviously they carry like power tools as well, which is super helpful. Not that we condone anyone attacking anyone, but you know you know needs

Speaker 7  37:59  
masks. I think that

Anna Moynhihan  38:00  
there is, you know, we are there and we offer that to the tradesman as well. There's that sort of element of like, like our customer service, sorry, our operations manager Claire speaks to both customers and tradesmen every single day. She has like great relationships with them, and we're always on WhatsApp. And so there is that kind of extra layer of dialogue where if you're just an independent sole trader going out there that you know maybe no one knows where you are because you're going to give diary

Kristjan Byfield  38:26  
for some of the some of the women you work with that must be quite nice because now they do they get to work you know they get to work and know you guys and once they kind of in it must be quite nice to have that support network because again it's like just a woman in a van working basically you know, out of your home.

Speaker 1  38:45  
I think just just to further to another's point, yeah, I think having that third party that knows where you are at all times. The closest we've come to having an incident was one of our electricians was basically out of contact, and her partner. So her her mobile, yeah, it turned out to be a mobile signal, but her partner was unable to get hold of her, so she could call us and say, "I'm really worried. Do you have any idea where she is? So we'd go in, we could call the customer and say, "Just want to check. Is you know, is she still there? He was like, "Yeah, she's she's she's come down in the basement fixing the fuse board. I was like, "Okay, could you ask her to give her partner a call because I think she's worried, and she was able to do that. But you know, if that if we're not involved in that transaction, then you know her girlfriend has no idea where she. Yes, you know she's gone to around a business, and

Kristjan Byfield  39:27  
she can be in that basement for

Speaker 1  39:28  
hours, right? Yeah, that's a big

Kristjan Byfield  39:30  
job. Like

Speaker 1  39:30  
exactly, and that's that's so many of them work. About

Kristjan Byfield  39:35  
one step, one step out of it as well. It's not just the people in the room,

Anna Moynhihan  39:38  
right? Yes, yeah, exactly.

Speaker 1  39:39  
You know, so many of them just get jobs through WhatsApp. You know, I got your number from so and so. Can you come and do this? That you know, was kind of what we were saying earlier. They have no idea who this customer is. Their their partners, their you know their family have no idea where they're going. Right. So yeah, we do offer that. But as you say, you know, it's kind of that community element. They're getting so much more than just working for themselves. You know, we don't charge them anything. You know, we have no, never. Charge tradesman for anything that's kind of big policy of ours, but they get all of their marketing done, all of their invoicing done, all their admin done. So they get that support from us, which means they just get to do the part of the job they like. You know, that's what they want to do, right? Just turn up and do the job. They want to be behind the tools.

Kristjan Byfield  40:13  
Hate the admin and

Speaker 1  40:15  
yeah, like you said,

Kristjan Byfield  40:15  
the admin, marketing, all that kind of stuff.

Speaker 5  40:17  
Yeah, it's

Kristjan Byfield  40:18  
not fundamentally why they became no a big person. If you're

Anna Moynhihan  40:21  
if you're yeah exactly if your your skill is with your hands and majority of people aren't and that's across the board in trades that's not you know agenda thing so yeah like we take that off our off their hands and it's something that we know we you know oh our system can do

Kristjan Byfield  40:36  
so look let's let's talk a little bit more about the business now so like you said you kind of the MVP. We said what was that 2021 ish? It feels like 2024 is kind of when you started to kind of where where are we at now? Because you were talking about rolling out in different cities. Is it is it just London or are you further afield at the moment? Or

Speaker 1  40:57  
we're still London, so we've we've just raised a seed round, which included participation from REITs, some of our existing investors, some new investors, some angel investors. So we've been London up until now. We launched painting decorating sort of 1218, months ago. So we added an additional trade with just about in the next couple of weeks to launch handiwork as a sort of general trade because a lot of demand for that. Yeah. So that general, you know, putting things on walls, assembling furniture, that sort of thing.

Kristjan Byfield  41:24  
We had a nightmare finding people for that as well. We ended up setting up our own maintenance team in house because it was actually the small stuff which is actually the most challenging. You know, getting someone to fit a new boy that farmers all over London that will do that, but getting someone who'll go in and put one shelf up and fix a door handle without charging you a an insane amount of money to do it, and b leaving the place as a pigsty,

Speaker 4  41:44  
yeah,

Kristjan Byfield  41:45  
was really challenging.

Anna Moynhihan  41:46  
I think also like one of the other things with handiwork, we found the reason why we've only just really had the confidence and the full understanding of launching handiwork is that all the other trades that we've launched are all like qualified trades. You have to have the qualification.

Speaker 8  41:59  
Yeah.

Anna Moynhihan  42:00  
Whereas with handy work, even painting and decorating,

Kristjan Byfield  42:02  
decorating, so

Anna Moynhihan  42:03  
painting and decorating, we verify in a different way. But our sort of thinking around that is they are verified. We look at all the work, we look at customer reviews. We start off with small jobs. There's like a bit of handholding at the start, just to make sure we're comfortable with sending tradeswomen out. But ultimately, you can almost do less damage when you're painting and decorating than maybe if you hang a TV on a wall and it falls on a child's head a week later. So there is a lot of there was a lot of thinking and a lot of research into how we we're going about that and giving us the kind of confidence to to tackle those kind of jobs because there is so much demand for it and we sort of see these emails coming in and this these messages saying when are you going to put it on your site and we're just like okay enough we'll do it but yeah we're doing it very carefully and I think that is another thing just finding a handy person you certainly you know again as an agent you don't want to have that on your head as well if you sent in a tricky to get

Kristjan Byfield  42:55  
it right like you see you know it's really clear you guys are trying to get this right like there's clearly huge opportunity there,

Speaker 9  43:02  
yeah.

Kristjan Byfield  43:02  
But it's it's it's really nice to see that kind of like you know you can. I think too many people lean into oh my god growth,

Speaker 5  43:09  
yeah.

Kristjan Byfield  43:09  
Oh my god, opportunity. Yeah, and then you know all of a sudden you you very quickly grow a business, but you end up with these systemic issues because there's you haven't thought about the implications of X, Y, and Z. Yeah,

Speaker 1  43:21  
it's really important to us when we're vetting and verifying trades. Women is that is our brand and reputation. You know, yeah, we're not check of trade. We're not just you know promoting your business and then it's between you and the customer. You know, the customer pays us. You know, we we take on a liability. So it's really important to us that the people we're sending out are a really great representation of you know Tasker Women in Trade, yeah, and and us. So, yeah, it's a lot of thought that goes into it. We we haven't gone for the growth at all costs model. Our model is very much like let's get to a point of financial stability, sustainability, and then we grow from there. Yeah. Very

Kristjan Byfield  43:56  
cool. So yeah, I mean, I I think there's a huge opportunity with within kind of our industry, estate and letting agents. I mean, just so you guys know, a third of all UK estate and letting agents are in London. 1/3 of the entire industry. Yeah, exactly. That is how madly competitive the industry is in London. But for you guys, huge opportunity potentially with the right businesses. Agents are not always great at the terms with their contractors, so it'd be interesting to see. But I think there's some really interesting crossovers. Interesting, also kind of on the commercial side with buildings, building management. management, and also commercial. Commercially, say actually, I think they'll probably you'll probably find more instant opportunities because assets are managed. But a the sector is different. You've got a lot of big commercial corporate entities that dominate the market, and then equally they have clients who own a building. Or buildings, like million square foot. Like here we go. Look after this me, please. And so I think actually, potentially the kind of that side of things is, yeah, a very interesting opportunity for you guys. But I, I can't really see a reason why this business won't just keep growing. Hope

Anna Moynhihan  45:20  
so.

Speaker 1  45:20  
Hopefully, you know, which obviously is important that we continue to grow the supply side and you know encouraging women into skilled trades. That's obviously a big part of what we want to do. You know, we started off you know four or five years ago. I think it was 2% Today, I think it's around 4% So you know, the numbers are growing. And you know, if you look at take the legal industry back in the 60s, I think 3% of solicitors were women, and today it's about 50-3% So you know, there's a there's a benchmark industry that trades could look at and go, actually, it is possible for equality in an industry that

Kristjan Byfield  45:48  
that's a really interesting stat. Yeah, that's crazy, isn't it?

Speaker 1  45:51  
Has it always been equal? And actually, just anecdotally, we're seeing like a really interesting demographic of women coming into trades now. A lot of women who've got degrees, they've been in perhaps what you might call like white collar jobs, and they've got to a point where they've sort of hit a glass ceiling, and they're going, "Why am I doing that? I was sold this dream of university, big career. I'm at 40k a year. I'm not loving the work. I'm not seeing a great future. I'm looking at AI and going, what's you know what's going to happen with that, and they're retraining. You know, last month we are.

Kristjan Byfield  46:24  
There's a huge growth in trade, isn't it? I think in America the fastest growing jobs is number one electrician and number two plumber.

Speaker 1  46:30  
Yeah, and I expect we'll see similar here if it's not already happening. You know, we we onboarded two trades last month who've got degrees from Oxford, and they're retrained. And I

Kristjan Byfield  46:40  
think also interestingly as well, I think with with the shift we're seeing within women, within businesses, within the roles they hold, and slowly it's not happening fast enough. But we're slowly seeing more women start businesses, lead businesses, and end up on executive boards. It brings a different mindset and a different approach to these things, right? And I think you know that in itself as well. That shift will also kind of drive again some companies' attitudes and shift towards things. So kind of you know in our industry, agents will pick a contractor for a myriad of reasons. There are some who are who is going to pay us the most amount of commission or kickbacks, which I've never been a fan of, but it is a part of our industry. Whereas, like for us, it was about value, reliability, you know, professionalism. Without trying to without trying to kick all the men that work in our industry and become even more popular than I sometimes am on this topic, I think with more and more women coming to leader roles, I think you you will see potentially a slightly different perspective on what are the driving criterias for key partners that deliver this kind of stuff, and is the most important thing squeezing an extra wedge out of it, or actually do our lives become infinitely easy if we've got a contractor that we can trust, and our residents, be they office workers or tenants or whoever, feel more comfortable? Yeah, yeah, it's it's it's fascinating. I'm I'm really intrigued to see where it goes for you guys.

Anna Moynhihan  48:19  
Yeah, me too. No, that's exciting, and I think what you were saying about the residents and what what letting agents need from their contractors, I genuinely think like if you look at the customers that we have at the B 2c admittedly, but ultimately, if the person on the receiving end, the person who's literally getting that final is going to be in the property when a job is being done, regardless of gender, regardless of what tradesperson is turning up. If they offer a good service and they're polite and they do the job and they turn up when they say they're going to do and they communicate and they don't talk down to you, you're going to end up with a happier tenant, regardless. And if your experience on the booking side is smoother, you're going to be happier. Surely that just does make everyone happier. Well, we've always kind of taken

Kristjan Byfield  49:06  
this perspective that a happy resident, a happy tenant,

Anna Moynhihan  49:09  
yeah,

Kristjan Byfield  49:10  
means everyone's happy.

Anna Moynhihan  49:11  
Yeah,

Kristjan Byfield  49:11  
you know, a happy, a happy resident looks after their home, pays their rent on time. It's typically rather nicer to deal with. Yeah, and that trickles down. You know, not just in it's a nicer working for our team and everything else, but typically for landlords, they get better rent, lower voids,

Speaker 5  49:27  
yeah, you know,

Kristjan Byfield  49:28  
longer terms, less friction, less hassle. Yeah,

Anna Moynhihan  49:30  
no, completely agree, and we do see that, like, just on a B 2c level, that like that, it's just such a simple thing of good service, but it it does, you know, it makes it makes such a massive difference. And again, like I'm always at pains to say that you know that's not necessarily because of the gender. That is also because of you know what we are passionate about. But ultimately, we are we're offering that choice, and I think that is important to be able to offer people the choice to have a man or a woman in their home.

Kristjan Byfield  49:55  
So, if people want to find out more about Tasker, is it Tasker.

Anna Moynhihan  50:00  
It's taskical.co.uk.co.uk.

Kristjan Byfield  50:02  
So T-A-S-K-H-E-R.co.uk. Yeah. Find out more, guys. It's been a joy.

Anna Moynhihan  50:09  
Thank you so much for having us. I've enjoyed it. No,

Kristjan Byfield  50:11  
you've trusting the random invitation of something about 90 seconds. Hey, come and show it. Still got the podcast, but it's been it's been an absolute joy, and yeah, off off camera, I think definitely some people I'd like to put you in contact with, and yeah, we'll get you upstairs and have a chat with Terence and see if we can do something at base. Thank you. It's been absolute pleasure. Thank you. We're

Anna Moynhihan  50:33  
okay,

Kristjan Byfield  50:33  
guys. Thanks for joining us. Yeah, go on, check out, find out more, and reach out to these guys if you want to find more about the business as well, and yeah, see you next time. Bye.

Transcribed by https://otter.ai