Amy Mosher, Chief People Officer with isolved: Her thoughts, her journey, her story.

[00:00:00] . The first time we had a PEO this is 100 years ago and they called me one day and said,

[00:00:12] well, we need to come by and I'm like, why? They're like, we need to do a safety audit.

[00:00:18] I'm like, we're why? We're like, we're best white colors you can get. Like what? We're not

[00:00:26] driving around pork lifts. Like what the hell? What do you think they came and they found

[00:00:31] like 150 infractions. And they just, they would walk me around after the, after the

[00:00:37] audit, they walked me around and say, see that plug? You have a daisy chain to a charger

[00:00:42] and then you have another daisy chain. Yeah, that's a fire. That's a fire. All your people

[00:00:47] could burn up in a fire. I'm like, all right. I want to talk to you for a moment about

[00:00:52] retaining and developing your workforce. It's hard recruiting is hard retaining top employees

[00:00:58] is hard. Then you've got onboarding payroll benefits time and labor management. You need

[00:01:04] to take care of your workforce and you can only do this successfully if you commit to transforming

[00:01:09] your employee experience. This is where ice off comes in. They empower you to be successful.

[00:01:16] We've seen it with a number of companies that we've worked with and this is why we partner

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[00:01:25] I solved HCM dot com. Welcome to the next, I watch them to the practitioners corner another

[00:01:37] episode of the practitioners corner. Today we've got Amy Moser who is the chief people officer

[00:01:44] with ice off. Moser, Moser, Moser, did I say wrong? Yeah, you're good. No. Stop it. You're

[00:01:51] making me crazy. Stop this. So you're good. Yeah. I answer to a lot of things but we won't

[00:02:00] get it. Yeah. First statement. Welcome. Also, I've had three last names so I just go with it.

[00:02:07] Whatever. Fair statement. At this point, sounds like a blend. You're good. I always spell

[00:02:12] Amy correctly. You're good. Yeah. So welcome. Welcome in why don't you take a moment, introduce

[00:02:18] yourself. Let everyone know who you are and then we're going to learn all about you and your

[00:02:23] journey and what you're doing. Sounds awesome. My name is Amy Moser and I am the chief people

[00:02:32] officer. She did, she did emphasize the sure. I'm just saying. I picked it up. I picked

[00:02:41] it up. Colgate. She was super gracious to just, she just said, Ryan, that's great. It's

[00:02:50] so fun. It's so fun. It's happy to be here. You know, for me, I was really looking forward

[00:02:57] to this, this week. I have a lot of other things going on from a business and personal perspective

[00:03:04] and it was like, I get to talk to you while you're Ryan this week, everything's going

[00:03:07] to be fun. Glad we could be the comic relief of your weeks. So chief people officer, what

[00:03:15] are you doing with I solve? Because we know that we love I solved and have a long relationship

[00:03:23] but I can see the job being kind of too full before you do for the company, but also how

[00:03:30] you help customers. Yes. Because what you do and it helps a lot of people in your position

[00:03:37] helps people that are also C.H.R.O.s chief people officers, people that deal with the things

[00:03:43] that you they're company act problems that you all solve. So tell it take us into a kind

[00:03:47] day in the life because I'm curious to like how random your days are.

[00:03:56] Isn't a little bit random. Every day something completely random happens, I'll tell you what

[00:04:02] happened to me this morning when I woke up but for me, the role as the chief people officer at an

[00:04:08] H.D.M. business and then H.R. Solutions business is kind of like a dream job because they're not

[00:04:15] only doing amazing things from an internal H.R. perspective and engagement perspective.

[00:04:24] You are also helping your customers, you are also also entrepreneurial as well because it's a private

[00:04:32] business and we're growing it really from nothing. It's it's a lot of fun but I get to do a lot

[00:04:38] of different things. I'm going to be a part of the marketing team, a part of the sales team,

[00:04:41] I'm on sales calls all the time because we utilize our own software and gosh if you're going to

[00:04:50] work with 2,500 people that all know what great H.R. looks like and they tout it every single day,

[00:04:56] you better have great H.R. and great business practice and again because we're using our own

[00:05:02] our own solutions in our own software or drink it our own champagne. They're and we've grown our

[00:05:08] business so significantly 100% over the last two years from an employee footprint perspective

[00:05:15] and we've got 27% annual compound growth as a business year after year, last few years like it's

[00:05:23] it's a great case study I think for what a culture and engagement enable me can do it a

[00:05:29] greater business and the right tools. Is it shocking to you how many H.R. technical plays are

[00:05:37] horrible at H.R.? No, this is baffled me for 20 years this is something that I'm like you're selling

[00:05:50] to recruiters are you selling to benefits or you're selling payroll you're selling to H.R.

[00:05:55] and you're horrible at H.R. Yeah and you want people first business it's crazy. No, no,

[00:06:02] it is really crazy. It's also really crazy to see and we have the intel from our competitors

[00:06:08] but it's really crazy to see how many don't use their own tools tech market best practice true

[00:06:15] they're using to be honest competitor tool. They're using I saw this way.

[00:06:25] That's a success story on top of a success story. Right now I can tell you though because we

[00:06:36] did this right and I saw this in the right place we you know tired anybody that we want from

[00:06:40] many of our competitors we're doing a really great job of the track. Well, I can see you being on

[00:06:44] sales calls for a lot of reasons you got a great personality you've been in the business you

[00:06:50] understand people but you can also look at the other person on the other side of the desk and say

[00:06:54] okay here's how I use it. Yeah yeah and it's huge for them because they really look they're not

[00:06:59] looking for that salesperson to tell them how theoretically work no the authenticity that comes from

[00:07:05] look is this imperfect absolutely not no absolutely no none are so cool I can tell you how

[00:07:13] there's 11 right right but I can tell you how this thing can work we've used it to grow our

[00:07:19] business it can be used I'm the perfect example of this and you know guess what our team doesn't

[00:07:26] get paid to support me so I can do it with the resources that I have I know you can do it because

[00:07:35] we're backing you and here's your amazing team and and they know what they're doing and they've

[00:07:40] been with us for a long time because we don't have a lot of turnover and and they're going to treat

[00:07:44] you like a real person which is huge just culturally as well it's just a much it's a very different

[00:07:50] experience and that's really really fun and then the other piece that I got to do a lot is the networking

[00:07:57] because we've got the people here oh network got a running full horde it's huge for me it gets

[00:08:05] huge for just the HR community as well and then as a company that's owned by a private equity

[00:08:11] business that has 45 other companies we get to talk to all of their HR individuals and

[00:08:17] and share best practice and do a lot of networking as well so I feel very fortunate that my my bucket

[00:08:23] is full and all the different areas but it does make for a really interesting job and every day I

[00:08:32] wake up doing something different some days it's very strategic some days it's very internal HR

[00:08:37] this morning I got first call in the morning on my cell phone whenever I'm pleased I'm getting

[00:08:41] ahead by the shower head and their hotel room while they're work workplace injury great fantastic

[00:08:50] that is crazy yeah you can be the head of a department I was like they're just let me know

[00:08:54] that their hands are loose even don't take safety even don't think safety you but to all too often

[00:09:04] and these things like I remember the first time we a we had a PEO this is 100 years ago

[00:09:11] and they called me one day and they said well we need to come by and I'm like oh why

[00:09:16] they're like we need to do a safety audit I'm like we're why we're like we're best white

[00:09:24] colors you can get like what we're driving around pork lifts like what the hell video they came

[00:09:31] and they found like 150 infractions and they just they would walk me around after the

[00:09:37] bit after the audit they walked me around see see that plug you have a daisy chain to a charger

[00:09:43] and then you have another daisy chain yeah that's a fire that's a fire all your people could burn

[00:09:48] up in a fire I'm like the chance is something that happening come on come on let's do the odds here

[00:09:55] let's hold the dice well gentlemen if it can happen it's gonna happen

[00:10:00] I mean look get in hitting ahead with a shower ahead that yeah that's impressive although you

[00:10:09] have checked out off the list yeah yeah it's kind of like farmers insurance commercials we've seen

[00:10:15] it right yeah yeah yeah they walk around after HR people all day

[00:10:26] you caught that your zipper hmm you're just dipping the jacket up okay okay well I guess I

[00:10:33] guess technically that is a workplace injury okay we'll work on that Ryan you want to take

[00:10:38] you want to take us back you want to go back to childhood what do you want to yeah I mean how far

[00:10:42] back do you want to go you were born in 1977 on a farm in middle of Chicago I'm just kidding so

[00:10:49] was I was I was I right I was probably location and actually to be for us born Hawaii

[00:10:55] definitely not Chicago right what you leave why do you leave right I go back all the time okay okay that's

[00:11:04] there I dated a girl this one but when people tell me when they were born and why I'm like

[00:11:12] dude you made it you're there why go why don't you know I know industry and white but an incredible

[00:11:23] place to grow up and it's beautiful there but after I was only there because my dad was stationed

[00:11:29] in Okinawa yeah and that was the closest space he was in the Marines for 30 years and so I feel

[00:11:38] that I learned all my people skills from moving around a lot and how to make new friends and also my

[00:11:45] conflict resolution skills as well like just managing the family and I've been the matriarch of our

[00:11:51] family since I was little wow that's still around she knows it was like it's amazing but it's

[00:11:59] I'm the oldest daughter and and of you know one of my my dad's one of the oldest kids in a very

[00:12:05] large Mexican family and what you are you manage everything so I think I got a lot of

[00:12:13] leadership skills like inherently for my job but for me I fell into HR I actually started working

[00:12:20] retail just to make ends meet and ended up as a team relations coordinator at Mervyn's California

[00:12:29] I don't know if anybody remembers Mervyn's back it's now target by the way so everything got

[00:12:36] rolled into target after merger and that was a lot of fun we actually were implementing this was

[00:12:44] like the Stone Age you guys I mean and we were implementing time management for retail utilizing

[00:12:51] a homegrown system at that time and it was my job did you go from punch cards to time clocks yes wow

[00:12:59] I was it was my job to like figure it out and also then do the scheduling as well so

[00:13:06] as a team relations coordinator which is like a meeting.

[00:13:09] League in retail is what backed in was paper base and it was all paper and it was chaos like you

[00:13:14] couldn't write stuff in pen because I grew up in retail as well yes and you had to write

[00:13:19] in pencil run like you're sure everything was in pencil because Janet Janet was sick that day

[00:13:26] wrong was arrested you know like yeah really and I had a red pencil and a blue pencil

[00:13:33] and so I can make edits on pencil on the sheets but then we went electronic and so

[00:13:39] implemented that so that was my first kind of venture into technology and in retail you just

[00:13:45] learned to think on your feet you deal with a lot of turnover you're hiring a lot of people

[00:13:50] you're training a lot of people like it's a real training ground for and conflict resolution

[00:13:54] with customers. Absolutely and you're also running a store like yeah of the keys to this multi-million

[00:14:01] dollar beast and you're working all the time until midnight and then you're back there

[00:14:08] for three in the morning inventory inventory is on Tuesday great

[00:14:14] you're going to 20 hours of my life yeah I remember because I was working back then I was young

[00:14:19] I was working probably 120 hours a week and then my boss my at the time came to me sick

[00:14:27] and we can't pay overtime I said that's cool he goes yeah but um well we still need some of the

[00:14:34] work done I was just I'll just clock in for 40 I say they just remind me when the clock in I'll

[00:14:40] clock in for 40 huh? I'm giving the HR Hives right now yeah I wait literally go over the time

[00:14:46] of the time clock clock in and remind myself to clock out and I just go back to work like I

[00:14:52] know everything else going on I'm like oh care yeah so so uh

[00:14:58] one of those things once retails in your blood like if you go into a target today

[00:15:03] or even a Walmart or something like that you can't unsee it you can't I know I still know the

[00:15:08] department codes of Walmart yes I could take you through the store and turn you the margin on products

[00:15:14] yes it's saved yeah and anytime the merchandise like isn't like small

[00:15:19] always drives me crazy like you're like I would I constantly hold it back over like

[00:15:29] I pull I pull the bigger sizes out in the back that I'm like yeah I don't like it and it goes

[00:15:34] right in the front and it's real bad because usually the the person who's doing the work is like

[00:15:40] five feet from me and I'm like here's great here's the best thing you can do in that situation

[00:15:48] once you take it out just hang it over another rack okay it's okay they'll come through they'll

[00:15:56] grab it they'll put it over in the dressing room they'll put it in the right spot but trying to

[00:16:01] actually put it back don't do yeah I kind of see myself if I go and do that today and I just

[00:16:07] start dropping stuff yeah William told me it's okay I don't think that'll work oh no it'll work

[00:16:13] oh no maybe you know you know I'm right but you know what I know how it goes so I'm putting the

[00:16:21] back where it goes and if you guys set something like randomly in a non clothing area like

[00:16:28] yes somewhere and like hide it I'm like no that makes it either to put like you're

[00:16:33] talking someone someone look just I roll roll that basket up to the front end and leave it

[00:16:39] you're okay I'm putting it back in the right spot I did I'm not going to lie I'll I'll

[00:16:46] I'll admit it right now I left strawberries in the container aisle this morning

[00:16:53] that was completely by accident though because I got home it's my life's personal

[00:16:58] it's like a life's birthday and we I took the kids over get some food to make breakfast

[00:17:04] got home like where are the strawberries I'm like I left it on the shelf top of where yeah great

[00:17:12] but I didn't do that on purpose but I never worked retail I did work in I guess super market

[00:17:17] does that retail it's it is grocery yeah and then I used to face the aisles and so I still have

[00:17:22] an issue when I walk down the aisle and I see gaps or it's I face them up you know I put

[00:17:30] on that oh yeah I can't help but look at them and count like okay it's five deep is four high

[00:17:34] is 20 there and I count inventory in my head it's just a stupid thing that never leaves you

[00:17:39] no I had to build in caps I had to do all that stuff yes so like again at a young age when I see

[00:17:46] carts in a parking lot it drives me crazy like I can find myself just going into an anxiety attack

[00:17:52] like yeah who is running this thing there's cards out here

[00:18:03] so did you do HR at Merwin I did end up doing HR at Merwin that's how I grew up

[00:18:11] in a couple of years yeah it's a it's a crazy job and then I went I needed a little more

[00:18:18] flexibility away from the retail and I was really burnt out yeah I went into a florist business

[00:18:24] which is not what I would recommend you go to when you're looking to not be burnt out

[00:18:28] I'll explain it's crazy there's crazy times crazy times and flowers and I work for the largest

[00:18:35] single location florist in the bay area and we service the whole bay area in his family

[00:18:41] owned business and I had a ton of responsibility there as we should be running the business then

[00:18:45] um I just can remember even the smells and just being knee deep in rose petals on mother's day

[00:18:53] and like it's it and trying to figure out a 40 if this is before we you had had google maps so

[00:19:00] trying to figure out a 40 drop in downtown San Francisco like it's craziness total craziness

[00:19:08] um yeah it was tiring it was seasonal so we would usually go to like the local community

[00:19:17] college and say like you you you'll be really busy for this amount of time and then you'll have

[00:19:23] a super flexible schedule so we did a lot of phone sales there it was a lot of fun that's

[00:19:27] where I got a lot of my entrepreneurial experience though we're working really closely with the family

[00:19:31] because they they were involved in the business been out running the business so I had a lot of

[00:19:36] responsibility as far as running the day-to-day and then reported into the rest of the family so it's

[00:19:40] very much like you you own the business right like you're responsible for the top line bottom line

[00:19:46] making sure things happen a lot more like just risk in a retail business. You've got to have

[00:19:54] drivers you it's very busy that'll have shut things around like so I learned a lot about

[00:19:59] about that and then moved into recruiting because I you know it's gonna have my first baby and

[00:20:09] you know thought I'd need to not be working every holiday. So I started with a temp agency

[00:20:17] and just started as a recruiter for a biotech company and it just so happens that the biotech

[00:20:22] company was in a huge growth mode and I was so flexible because of my retail experience and

[00:20:29] just jumping in and and doing whatever needed to be done and I was part of the journey to take that

[00:20:35] business public so that was fantastic. And in the end I was an HR business partner so I took my

[00:20:42] education and put it to give you space there and so I really grew up there and had a very strong female

[00:20:49] um CPO in high-rise CPO and she was amazing but she was also not not amazing at a lot of things so

[00:20:58] yeah really great I really learned how to learn from things that maybe you don't agree with

[00:21:04] um well it's an incredible vast practice like she was an amazing leader as well so

[00:21:10] well those are some of the best experiences where you learn what not to do absolutely.

[00:21:15] I think that's everybody for the way that's everybody right

[00:21:21] so up until this point I mean you're busy you're moving you're doing a bunch of things

[00:21:27] was this all intentional or was it by happenstance like you're here you ended up there yeah I think

[00:21:34] it's back then especially super rare for somebody to be like I want to be an agent.

[00:21:38] I think that's really is good.

[00:21:42] Well actually I mean there's focus degrees on HR now which

[00:21:46] is online.

[00:21:47] Yeah, yeah, yeah, yeah, I'm saying.

[00:21:53] But they um I feel like back then if you were if you were there's a couple of skill sets

[00:22:00] I think you had to have I think you had to be willing to just pick up the dirt

[00:22:05] like yeah sure I was clean the corners like and you weren't afraid to have hard conversations

[00:22:12] but you also one of those people who would just figure it out because there wasn't a guide book

[00:22:19] there wasn't necessarily a best practice like you just were and before the internet you guys like

[00:22:24] you just figured it out and you made decisions based on your gut and your gut was good right

[00:22:31] like I think that that's like the barometer back then.

[00:22:34] For instance, people don't think the internet's actually made us better

[00:22:39] No

[00:22:40] In this regard because people have been lean on it too heavy and go well I found it on the internet

[00:22:45] let's try that it's like yeah first of all that's just some yeah or some that wrote some

[00:22:50] article that you know there's no experience

[00:22:55] Do you do you check do you reference check everything like if I look up a recipe

[00:23:00] I don't care it looks good the photos look good

[00:23:04] I'm game like that's how I judge my my searching now just in my revolver

[00:23:11] Then I check it looks good. I like the sauce and I make it but I kind of feel like that's how people do things

[00:23:16] They will help people do and I do run into a lot of interesting like policy documentation right

[00:23:24] When we're working on something new we'd be like is that really

[00:23:28] Yeah, where do we get that from?

[00:23:30] It's especially in handbooks employee handbook

[00:23:33] I would love to do a study around employee handbooks and find all the crazy stuff. Yes

[00:23:38] Added to a handbook because somebody found it on the internet. Oh yeah

[00:23:43] Just use the whole handbook they found

[00:23:47] Just like that's a name just search for a place to name and just change the corporate name

[00:23:52] I was like hey, we have an employee handbook

[00:23:55] Be a fun project. Let's just go grab like four dozen handbooks and throw them in the chat you be here some type of

[00:24:02] And it's the crazy and it's the crazy things

[00:24:05] It's like on page 29 it says that you can't bring pens to work or some you know like

[00:24:10] So you can't wear white

[00:24:15] You know

[00:24:19] Actually enterprise rena-car had that you cannot wear white socks. You had a black or blue which is the craziest thing ever

[00:24:26] I ran into a company that I actually

[00:24:29] Interested in employee satisfaction survey for where the landlord of the building

[00:24:36] Would you allow potted plants

[00:24:41] I cannot I could possibly make this up. I'm not making this up

[00:24:44] The landlord of the building

[00:24:48] So I did one-on-one interviews. I did a survey

[00:24:53] I did focus groups. I went around about 160 employees is an ad agency

[00:24:58] Lincoln's cash are and

[00:25:00] When I presented the data at the end

[00:25:03] They thought we was all the C suite so I'm standing in front of

[00:25:07] And they're like our will you've been spending the whole summer doing this bit

[00:25:11] What's uh, what's the you know they're thinking money? Yeah, we're thinking

[00:25:15] Yeah, what what what they just want more money right I'm like actually no

[00:25:21] They the number one thing that air universally

[00:25:25] That everyone of your employees wants is they want potted plants

[00:25:28] They want to be able to bring in their finest tree or cactus or whatever

[00:25:32] CEO looks at me and

[00:25:34] Like literally he's like I don't believe you. I'm like okay

[00:25:39] Because I was really air. I mean, you know, how's it business school? So if you know part of this was rubbing off on me

[00:25:44] But yeah, I looked at my said I think that's great that you don't believe me because I'm kind of stack of data

[00:25:50] That I can show you and improve to you person by person

[00:25:55] So I'm gay

[00:25:57] And so I'm literally looking at him like I'm standing up. I'm like hey dude

[00:26:01] I got the data you can say you don't believe me

[00:26:04] Don't care. Here's the data and I'm already paid. I don't really care

[00:26:07] So I laid it out with him and he goes so you're telling me

[00:26:13] William they want to get on their desk

[00:26:17] And if I get on it plants in here that everyone's happy I said that's the first thing second thing is vision insurance or some random

[00:26:26] In benefit deal and third would be recognition

[00:26:30] Recognition could be in the form of a praise or compensation

[00:26:33] But really if you just fix pot potting plants

[00:26:36] You got a year. Yeah keep your just gonna be flying high. Yeah

[00:26:39] It calls a team meeting the next day the entire

[00:26:43] Organization he's already talked to landlord said we're moving

[00:26:47] If you don't allow us to have

[00:26:50] I'm I'm canceling the lease. I own a law firm

[00:26:55] We're canceling the lease. We're moving if I can't have pot of landlords like oh hell

[00:26:59] Yeah, yeah, I've pot of plants

[00:27:01] He has this company

[00:27:03] That shows up that brings plants to the to the business and they come by every week in water

[00:27:09] You know what I would not what I love about that story is it is that they listen to you and they

[00:27:16] Next day

[00:27:18] Attention improved over that

[00:27:22] That was still there for like a couple months and everyone's just coming by will you thank you so much. I'm like

[00:27:28] You

[00:27:32] All I did was ask him like all right

[00:27:35] That's a secret sauce right there. Yeah, ask what they want to go figure oh

[00:27:41] He fun

[00:27:44] Because all the other executives were like look at me like who in the hell is this kid and I'm just like hey

[00:27:51] Listen, this is I've I did this. I did it methodically. I talked to every single person

[00:27:57] I did focus groups and it panels

[00:28:00] There's not a stone that I did not touch I asked everyone king for a day. What would you change?

[00:28:05] And then like they're just staring at me and I'm and he goes

[00:28:09] Okay

[00:28:10] And in the next day is so great because the next day he had already worked it out with the landlord

[00:28:14] I don't know how the hell he did it

[00:28:15] I probably should have figured that out but he did it with the landlord and he did it with the potted pants coming

[00:28:21] It was a plants delivery service and so is like plant says a surface so past

[00:28:27] And so

[00:28:29] They would come by you know this could be your four or six periods they would just come by on a big van

[00:28:34] Then we'd come by each person's work station. They go hey, what kind of plants do you want?

[00:28:38] If people are like

[00:28:41] I like I got cactus. Okay, cool

[00:28:44] Flip look you know show them different plants and every time they come out of water

[00:28:48] They'd say do you want a different plant? You like the plants that you have

[00:28:53] Yes

[00:28:53] Like a damn forest in this place

[00:28:56] I mean I need some plants in here

[00:29:00] And for like I mean it was great because everyone was riding this high

[00:29:04] Because it's like finally the executives listen to us

[00:29:07] Then he was something simple and it didn't take you know, didn't impact or even out right like

[00:29:14] Well, that's a rounding error. That's a part-tap

[00:29:17] Yeah

[00:29:18] I think he was more upset that he paid you to tell him the by plan

[00:29:23] Then he was turning the gals 100% real

[00:29:27] He's like we paid this kid $25,000. Tell us we plants

[00:29:33] You know

[00:29:35] It's not about it. It's about results

[00:29:37] Well, I mean this is a great HR lesson of just listen to your people

[00:29:41] I'll be asking people and listen to your people

[00:29:44] Generally speaking they'll tell you where their pains are

[00:29:48] Oh that you they'll tell you whether you are

[00:29:52] Want to listen or not? I think in a lot of situations like just open up your ears a little bit

[00:29:57] And take your own ego out of it

[00:30:00] Usually figure it out

[00:30:02] Me and a former business partner we would do this bit about every six months to me a year is usually after some alcohol

[00:30:11] Is we do this bit where we would say

[00:30:14] What am I doing? It's pissing you off

[00:30:16] I it's okay like we're in a safe zone. We're going to

[00:30:20] Safe zone safe space

[00:30:22] Usually at a bar

[00:30:23] So go ahead after a couple shots tequila it's like all right just it's okay just tell me

[00:30:28] And every single time I did that and every single time that was done with me

[00:30:32] There was always some little tiny thing

[00:30:36] That's like hey

[00:30:38] Like I have a business partner on one point named Brian and I was oh no short name to Brian

[00:30:43] For no reason and now it's no reason whatsoever

[00:30:46] Like I just did it it was a it was a bit

[00:30:49] And and at one point I asked him that question he said would you just call me Brian?

[00:30:54] Ha ha ha

[00:30:57] Oh my

[00:31:00] Well, Brian he's like yeah I just hate that

[00:31:04] You're gonna tell me that two years ago

[00:31:08] It's two other letters

[00:31:10] It's not that big a deal why don't you tell me

[00:31:13] So what I mean I think that's another thing of like actually listening to people

[00:31:18] Yeah, I'm curious

[00:31:20] Yeah, take that feedback be vulnerable

[00:31:23] Yes

[00:31:24] But then doing something about it. I think that's the key

[00:31:27] I talked to my team all the time about if you're gonna ask them the question be prepared to do something about it

[00:31:32] Otherwise just take that question right off there. There's no

[00:31:35] If you're asking me to just ask

[00:31:39] Don't ask don't ask no that's the that's the decision tree

[00:31:43] You can ask

[00:31:49] Don't just because you're wasting their time and your time

[00:31:52] I know nobody wants to time wasted you're actually damaging the integrity of what you're asking

[00:31:59] You know your survey or whatever it is like so where'd you go after this biotech success story? Oh

[00:32:05] So I went to another biotech that was that was

[00:32:08] Restructuring their business on a referral from the CFO

[00:32:11] So I could be closer to home because I've been commuting

[00:32:14] Not in the Bay Area back then was crazy. Oh, yeah

[00:32:18] And you say commuting like Ryan

[00:32:23] Guy Kassalki once told me that

[00:32:26] He lost almost two billion dollars no he lost two billion dollars

[00:32:30] Like because he didn't take the CEO job at Yahoo because there's a 15 miles

[00:32:36] But 15 miles in the Bay Area

[00:32:39] Could be two hours. Yeah, absolutely

[00:32:42] Absolutely

[00:32:43] So it really could and certainly certainly back then even worse

[00:32:47] and

[00:32:50] There's it was crazy and I was also pregnant again

[00:32:54] And I was about to have another baby and I was super super pregnant

[00:32:58] And I was also taking my toddler with me to work in the commute and it could be an hour could be two hours

[00:33:04] Like you didn't know there's times when I had a piece

[00:33:09] So I don't even tell you like I seriously consider my giant belly and my kid in the car jumping out on the side of the fridge

[00:33:18] That's legit we're Joe. We're no one you know

[00:33:21] And they would have been probably what it's not the same thing right like we were all of this together

[00:33:25] When you're sitting trapped with the same people on the right at the left for two hours

[00:33:29] They were in together people

[00:33:32] I'm actually sitting in campment over here. Somebody's put up a tent

[00:33:36] So he's got a keg of beer

[00:33:38] Have you have you guys seen this is well? Well not all top of because we're talking about having to go to the bathroom

[00:33:43] There's no I'll have to find the link it's an Instagram

[00:33:47] Shorter video whatever we're gonna talk about that little thing that they now have for women

[00:33:52] No, no, no, no, well, no not that

[00:33:55] I can't however

[00:33:57] It works the same way

[00:33:59] Reinforced his car

[00:34:02] He caught a hole in the bottom of his car

[00:34:04] Right and he put like suction like rings around it and like like rigged it up with a tube

[00:34:10] So he can go to the bathroom while driving

[00:34:13] And it just goes out the bottom of the car goes all the way down through the through the tailpipe it goes all the way

[00:34:20] Down runs out and goes through the tailpipe. It's amazing. It's okay

[00:34:23] That's amazing

[00:34:25] I'm gonna find the link and send it. That's why they make gatorade bottles. It's good

[00:34:30] Yeah

[00:34:32] Shoulders and trees and you know

[00:34:35] Yeah

[00:34:37] I taught them that early 100%

[00:34:40] The way he's stopping

[00:34:45] Now I made a mistake in we win work as a boy's as well

[00:34:51] and and

[00:34:53] Travel across the country. This would happen. We would call him piscred aids

[00:34:58] So then

[00:35:01] So after the kiss this door no after the kiss would be done to be like dad can we throw it at the window?

[00:35:12] So they would actually just kind of save up for the trip so they could create piscred aids

[00:35:17] I'm like I kind of started something that probably should

[00:35:21] Like

[00:35:24] Maybe we should just stop

[00:35:29] I always hated this kid

[00:35:33] To her credit she's like why did you start to spit?

[00:35:38] It kids have to put somehow

[00:35:41] Open up the window throughout the gatorade bottle bottle

[00:35:44] You know, hey here's my deal on littering

[00:35:47] We're creating employment for somebody somebody's got to pick that up. Oh boy here we go

[00:35:54] If you see someone is spending parts right it but somebody's kind of somebody's got to pick that up

[00:35:58] There's an adopt the highway

[00:36:04] Exx over this video casually is your HR head is it going?

[00:36:08] Don't take this advice

[00:36:11] It creates volunteer and service days right that's what it does

[00:36:17] Yeah, so we're so we're 40 minutes in

[00:36:21] We still haven't gotten passed her recruiting days. No, we got like 87 VP of HRs before she gets the eyes off

[00:36:27] As CPU

[00:36:29] So part one of part two

[00:36:33] Some companies I

[00:36:36] Helped about a little bit. I worked for the largest private lead

[00:36:41] Owned employees employer in China

[00:36:45] Oh, that's it. Just tell us more. That's right. I wasn't in China. I was managing their US business

[00:36:52] Wow, so they're spying on us through you. Yeah, 100% tire look yeah, you're a connoon

[00:36:58] This is tick tock

[00:36:59] And the team I was managing was selling the hardware for every single thing you probably have at your desk right now

[00:37:05] Which is why I thought you're gonna say balloons weather balloons

[00:37:11] You

[00:37:13] We are really on very on with the balloons

[00:37:17] These tens of billions of dollars in revenue. Oh, yeah. Oh, yeah, and they had

[00:37:23] Their head of global HR was the executive assistant to the president

[00:37:29] No, that's cool. I don't hate that. I don't I don't hate that the sense of there's a relationship

[00:37:33] There's a conduit definitely had one but H

[00:37:37] China's not HR in the US

[00:37:39] I know it was a really interesting process. I got along so quite well

[00:37:43] But it was a very interesting process to be employed

[00:37:47] by a company of that scale doing

[00:37:50] what you're doing and um, and they thought from an HR but also a personality perspective that I was straight crazy

[00:37:56] Like they is not a good culture bit match

[00:38:00] I was great with the sales people in the US. That's why

[00:38:03] It was successful for the time that it was but just from a

[00:38:07] Cultural I'm just too out going to yeah

[00:38:12] And also their HR is probably 25 years behind our HR

[00:38:16] Um, I'm gonna say 100 years but yes

[00:38:21] I mean we just define it differently. How about that? I don't think it's behind or ahead

[00:38:24] I think it's just to find differently there

[00:38:26] That's more and more

[00:38:28] Is better said but it's a um that was a really great thing

[00:38:33] To do and then I went to work for a public south software business

[00:38:37] Because I really loved the CEO who had who had been a CEO at

[00:38:42] People soft before the Oracle

[00:38:44] Purchase of people soft

[00:38:46] Right he worked with um another executive at people's off at the time

[00:38:50] Dave Duffield who as you know is the CEO and president at work day

[00:38:53] right

[00:38:55] And um, they were BFFs

[00:38:57] Uh, and so I went to work for

[00:38:59] Mike's south software business

[00:39:01] And it ended up as

[00:39:03] Client number one at work day

[00:39:06] Wow

[00:39:08] That's really fun

[00:39:10] That's like 2007

[00:39:11] Yeah, that was one time ago

[00:39:14] So we could just call the payroll there's no such thing

[00:39:16] Right right right. There's nothing else

[00:39:19] That was a lot of fun deploying a brand new baby product

[00:39:22] Oh yeah

[00:39:23] Because that was a fully organic build

[00:39:26] Oh yeah

[00:39:28] And uh and the collaboration was really outstanding

[00:39:30] So that's where I cut my teeth on payroll and htm and also just business

[00:39:37] Then unfortunately

[00:39:40] on a software um

[00:39:42] And then uh

[00:39:44] Connoes in the name of the founders dog by the way

[00:39:50] Yeah, Sam Sam Walton's uh Walmart's dog food called is called old Roy

[00:39:54] Right because it's a it's it was his dog

[00:39:58] Totally makes sense okay

[00:40:00] Um, so unfortunately might pass away

[00:40:03] Yeah, and that's where I met Mark Duffel who is our CEO of course at iosalt and

[00:40:07] um, and we were purchased then by private equity business and taken private

[00:40:12] Which is also a really unique HR experience

[00:40:15] um, and then restructure that business to grow and

[00:40:19] Mark Duffel James Northern iso relationship then and

[00:40:23] Mark and David are related or no no no

[00:40:27] uh

[00:40:28] Dave it's Duffield and Mark's also named Duffel

[00:40:31] but we're close

[00:40:34] If you've got a dog I knew there was a well I knew there was another Duffield

[00:40:37] I think you think he buddy I think he's with workday probably yeah

[00:40:42] But there's a so then it was just after the races right you work for private equity

[00:40:47] You get to grow companies for a living you just

[00:40:49] It was a different name at the time wasn't it what Conno

[00:40:53] Oh

[00:40:55] Yeah, um no they started out as a joint venture between excel and kkr

[00:41:01] And then but the but i salt did i solve ever have a different name

[00:41:05] Infinisource yeah, that's what I thought

[00:41:07] Infinisource was the original name and your cobra company

[00:41:11] uh in benefit services and then got a bit of technology

[00:41:16] And have built and it rebranded the whole thing

[00:41:18] I remember that was everything about four years ago and brought everything into the i salt name

[00:41:23] Um but we acquired

[00:41:25] 11 companies before then so genius

[00:41:28] I love the work

[00:41:29] I love the workday story of the particular because

[00:41:31] The lore is is that they had the idea at people's off about doing sss

[00:41:38] But they couldn't figure out how to get both working

[00:41:41] Which oracle and sap also struggled with

[00:41:45] Yes and at the time

[00:41:47] They were like oh that

[00:41:50] Yeah, it's right

[00:41:53] Well everyone was tracking uh

[00:41:56] Binny off at sales force because uh you know he was um but even early on

[00:42:02] It wasn't sased it was cd's and it was a sp

[00:42:05] He was done to the internet

[00:42:06] But it wasn't true sased

[00:42:08] He was the first one to make true sased or one of the first i should say

[00:42:12] But uh i love the fact that it was

[00:42:15] Like that take over take over

[00:42:18] The sale to

[00:42:20] Oracle was not a pleasant experience

[00:42:23] No

[00:42:23] For people of people

[00:42:24] No

[00:42:25] It was not and it was really interesting to be

[00:42:29] For all to all of those stories during that time

[00:42:32] Uh and just be able to talk to the people who are involved like

[00:42:36] Mike and Dave had such incredible

[00:42:39] Stories

[00:42:44] You operate as a business as well right and you try to walk into those pitfalls and try to do

[00:42:50] They all knew each other and wouldn't i mean back in the07 they had a

[00:42:54] They had a non-compete that they had to stick to

[00:42:57] And then but there was still a meal and and Dave there was still kind of

[00:43:01] Thinking and i said plotting and planning that's not really in not in a negative way

[00:43:06] There was just come figure out the next steps

[00:43:08] And when they first came to market

[00:43:10] They weren't going to compete with SAP in Oracle

[00:43:13] That wasn't the initial business model

[00:43:17] They were going mid-marriage they were gonna go below them

[00:43:19] And basically say there's this whole model

[00:43:22] There's this whole market that's untabbed

[00:43:24] There's just complicated for you small

[00:43:27] That's right

[00:43:27] That's right

[00:43:28] Yeah

[00:43:29] And all of a sudden their customers like no but we want you the former customers

[00:43:33] No but we want you up here it's like

[00:43:35] Yeah but we want to solve this problem

[00:43:38] They fought that for like two years

[00:43:40] For like oh nine

[00:43:41] Yeah

[00:43:41] And then I've said it's that i

[00:43:43] All right customers

[00:43:44] They want us to do this

[00:43:46] Yeah

[00:43:46] And then they started competing

[00:43:47] And really crushing Oracle and SAP at the time

[00:43:51] Yeah

[00:43:52] Yeah

[00:43:53] You were there for all that

[00:43:54] It was really fun

[00:43:55] It was a fun time to be in the Bay Area

[00:43:58] It was a fun time to be in this industry

[00:44:01] It's pretty uh pretty interesting as well

[00:44:03] All right

[00:44:04] Go ahead

[00:44:05] I only have one question but Ryan I know you have something to

[00:44:08] You want to ask yours first

[00:44:09] Go for it

[00:44:11] What advice would you give

[00:44:13] I'm gonna say the 21-year-old

[00:44:15] Maybe

[00:44:16] Today

[00:44:17] I'm blowing random

[00:44:19] It's a completely random number

[00:44:20] You could use any number you want

[00:44:21] But advice from you now

[00:44:24] If you're going to have this career in HR

[00:44:26] Fantastic

[00:44:27] Here's the things you should do

[00:44:28] You can see somebody wants to be in HR

[00:44:31] You

[00:44:31] One being HR

[00:44:32] Yes

[00:44:33] Right

[00:44:34] Uh uh and they're 21-years-old

[00:44:37] Me

[00:44:37] Born in the 2000s

[00:44:39] Um

[00:44:40] I

[00:44:42] First of all, I have two sons that follow to this guy

[00:44:44] Good

[00:44:46] I'm gonna say it's that

[00:44:47] Fantastic

[00:44:48] Um

[00:44:49] I

[00:44:50] And they want to be in HR

[00:44:52] Yeah

[00:44:53] I tend to start with asking questions

[00:44:54] Instead of giving them advice

[00:44:56] Because I feel like they can come to their own conclusion

[00:44:58] This is very important to me

[00:44:59] But I

[00:44:59] You know, they ask them a few questions about why

[00:45:02] Yeah

[00:45:03] Like

[00:45:05] Any industry is hard

[00:45:07] Because of the people industry

[00:45:08] Where it's never going to be a straightforward answer

[00:45:11] You're never going to be able

[00:45:12] To give the ABCs and 123s of this

[00:45:14] I can't tell you how to be successful

[00:45:15] Because

[00:45:16] I don't even know

[00:45:18] Uh

[00:45:18] You know

[00:45:18] You're

[00:45:19] The only

[00:45:20] Thing that's constant is change

[00:45:22] And you're helping

[00:45:23] The only demographic

[00:45:26] That impacts your business

[00:45:27] Randomly

[00:45:29] On the daily

[00:45:30] Right like everyone is their own selves

[00:45:32] And they bring their own

[00:45:34] Brand of crazy to the

[00:45:35] To work right and you

[00:45:37] Are navigating that

[00:45:38] Helping the business to navigate that

[00:45:40] So

[00:45:41] You know why do you want to do this

[00:45:42] One point you'll have an employee

[00:45:44] Right

[00:45:46] No worry

[00:45:47] At one point you have an employer

[00:45:49] And it's like you're talking about

[00:45:51] Discrits

[00:45:52] And you don't have to navigate

[00:45:53] Oh

[00:45:56] You have to navigate that

[00:45:57] Bring that back in order

[00:45:59] Bring it back

[00:45:59] Within the

[00:46:01] The guard rails of the handbook

[00:46:02] So uh yeah

[00:46:04] So I think I

[00:46:05] I tend to ask more questions in that scenario

[00:46:08] Especially when I get like a little

[00:46:09] A focus group together or something

[00:46:10] Again for

[00:46:11] Yeah

[00:46:11] And just talk

[00:46:12] Talk a little bit about

[00:46:13] What's their why

[00:46:15] Because once you realize what your why is

[00:46:17] You can

[00:46:19] Formulate almost any career around it

[00:46:21] Right

[00:46:21] We find that that's interesting

[00:46:23] So if people

[00:46:24] Really interesting to you if

[00:46:27] If the industry that you're in is really

[00:46:29] Interesting you and you feel

[00:46:31] Interesting to you feel like you can

[00:46:33] Impact that through people

[00:46:35] That's probably where you go

[00:46:37] With something like this instead of

[00:46:39] Like you're really great at talking to people

[00:46:40] Great your do make a great HR person

[00:46:43] Or

[00:46:43] You're really getting

[00:46:45] Great you be great HR person

[00:46:47] You're a people person

[00:46:49] Yes

[00:46:50] Given the HR

[00:46:52] Yeah

[00:46:54] You think that I've been sick

[00:46:55] That's more successful

[00:46:57] Because of my aptitude toward

[00:46:58] Business savvy

[00:47:00] Yeah

[00:47:01] My aptitude toward being able to communicate

[00:47:04] And I think that's true to most people

[00:47:06] That we've spoken with

[00:47:08] They've taken kind of a

[00:47:10] Crazy path

[00:47:11] They they didn't graduate and get in the

[00:47:13] Something going the recruiting

[00:47:15] They were investment bankers

[00:47:16] Or they were

[00:47:17] You know engineers or something

[00:47:19] And they've learned the business

[00:47:21] End of something

[00:47:22] Which then drove them into

[00:47:24] In the HR which is interesting

[00:47:26] All right, so for my last question

[00:47:27] I want to make you think a bit on this one

[00:47:29] So I'm going to go the opposite way

[00:47:32] Of William

[00:47:33] So William wants to know what your older self

[00:47:34] Would tell your younger self

[00:47:37] What does 10 year old Amy

[00:47:39] Tell the Amy of today

[00:47:41] To remember as she's going through her career

[00:47:44] 100% have confidence

[00:47:46] You're doing the right thing

[00:47:47] It doesn't matter what you're doing

[00:47:48] It's the right thing for you in that very moment

[00:47:50] Like I have a lot of anxiety about making around decisions

[00:47:54] Right

[00:47:55] It's paralyzing

[00:47:57] And I feel like it just

[00:47:59] Have if you're just fearless

[00:48:02] You'll get further faster

[00:48:04] Oh

[00:48:05] Keep that 10 year old dream alive

[00:48:07] Absolutely

[00:48:09] Absolutely

[00:48:10] I love that

[00:48:11] Today I feel like I could do anything

[00:48:13] Bring it

[00:48:13] All right

[00:48:14] Right

[00:48:15] Maybe

[00:48:16] Whatever it is

[00:48:18] I will handle it

[00:48:20] You know it doesn't it doesn't

[00:48:22] Spays me at all

[00:48:23] Bring the crazy

[00:48:24] The weird

[00:48:25] And workable work for effective personal

[00:48:27] Whatever it does not matter

[00:48:29] And I feel like if

[00:48:31] I would have known that then

[00:48:33] That I'm so capable

[00:48:35] That I would have moved further faster

[00:48:37] I'm taking on more

[00:48:38] And

[00:48:40] Not that that would have

[00:48:41] Change

[00:48:41] Like I love where I am today

[00:48:43] Yeah

[00:48:44] With it

[00:48:45] But

[00:48:47] Great advice

[00:48:48] And this is also great advice to

[00:48:51] You know, to

[00:48:52] Amulet

[00:48:53] For the rest of the folks that look up to you

[00:48:55] But also your kids

[00:48:57] And cousins and things like that

[00:48:59] It's like no

[00:48:59] This would just have confidence to go

[00:49:02] Yeah

[00:49:02] You figure it out a long way

[00:49:03] Yeah I try

[00:49:05] My my sons are not as motivated

[00:49:07] As I was at that age

[00:49:10] I've got to say

[00:49:12] All of our children

[00:49:13] Interesting

[00:49:14] It's easy for them

[00:49:15] It's a 100% my fault

[00:49:17] Oh no

[00:49:18] My wife

[00:49:19] My wife and I

[00:49:20] My wife and I talked about this last night

[00:49:23] Literally

[00:49:24] It's like

[00:49:25] Why?

[00:49:26] Why did we do that?

[00:49:27] We're

[00:49:27] We're going to spend the rest of our lives

[00:49:28] With all these regrets

[00:49:30] Grads

[00:49:30] Yeah

[00:49:31] So yeah

[00:49:32] So yeah

[00:49:33] I'm fully enabling this to happen

[00:49:35] And

[00:49:36] You know what right now

[00:49:37] I'm okay with it

[00:49:38] We'll see

[00:49:39] But here's the cool thing

[00:49:40] And here's how I

[00:49:41] Here's how I've reconciled this

[00:49:43] They're going to be the bounce back

[00:49:45] And then their kids are going to have to do everything

[00:49:49] Yes

[00:49:50] My kids gave me everything

[00:49:52] You're going to have to learn how to

[00:49:53] You're going to move the grass

[00:49:54] You're going to bleed

[00:49:55] Oh you're going to do that

[00:49:56] You're going to be up

[00:49:58] Exactly

[00:49:59] Yeah

[00:50:00] So what we've created

[00:50:01] Is then

[00:50:02] Going to then create something

[00:50:03] It's going to bounce back

[00:50:04] So

[00:50:05] Create a better separation

[00:50:06] And we'll be dead

[00:50:07] So it'll be okay

[00:50:09] Yeah

[00:50:09] I hope I get some grandkids to take care of me

[00:50:12] That's all I can

[00:50:13] Like

[00:50:14] bounce back

[00:50:15] With that

[00:50:16] Comeration

[00:50:17] I need somebody who's going to take care of me

[00:50:18] Because it's not going to be my kids

[00:50:20] I can hear it

[00:50:21] I'm already looking at homes

[00:50:23] At this point

[00:50:24] I'm just like

[00:50:24] You know what

[00:50:25] We all are the different

[00:50:26] Things that does just figure it out

[00:50:28] And like goes

[00:50:29] Like handles it

[00:50:30] Right

[00:50:31] Yeah

[00:50:32] Long-term care

[00:50:33] Go ahead and get you a home

[00:50:34] Go ahead and get things set up

[00:50:35] To where you just have transitions

[00:50:37] Like

[00:50:38] To do an address

[00:50:39] We're good

[00:50:39] Just people that are on

[00:50:41] I can play shuffleboard

[00:50:43] It's okay

[00:50:44] This is as well

[00:50:45] So there's hope

[00:50:46] Oh, there is hope there

[00:50:47] Big goal

[00:50:48] You nailed it there

[00:50:49] Wow

[00:50:50] That's right

[00:50:50] I'm just

[00:50:51] Just do something for me

[00:50:56] Ryan's got three girls

[00:50:57] He has a half a chance

[00:50:58] Oh

[00:50:59] He has half a chance

[00:51:01] No

[00:51:03] My boys

[00:51:04] They leave this

[00:51:05] There

[00:51:05] Go

[00:51:07] No, I think

[00:51:07] I think they'll love me again

[00:51:09] When they need help

[00:51:10] And they realize that the world isn't so nice

[00:51:12] To them

[00:51:13] Yeah, I think

[00:51:13] Right now

[00:51:14] I'm like you Amy

[00:51:15] I've enabled this whole thing

[00:51:16] My wife

[00:51:17] And we

[00:51:17] We were talking about it

[00:51:18] Because I'm like

[00:51:20] Is it disrespectful?

[00:51:22] What they're doing

[00:51:23] Or did we allow

[00:51:24] No, it's all of us

[00:51:25] It's like

[00:51:26] We've allowed

[00:51:27] For this

[00:51:28] See, you know

[00:51:29] Right

[00:51:29] It's true

[00:51:30] We have been allowed to tap in

[00:51:32] And my parents would have never allowed this to happen

[00:51:34] I know

[00:51:35] And

[00:51:36] Oh

[00:51:37] No

[00:51:38] No

[00:51:38] That's good about her and different

[00:51:40] It's just

[00:51:40] It's different

[00:51:41] But you know what, their kids

[00:51:42] Our grandkids are going to be fantastic

[00:51:45] Because they're going to have to learn

[00:51:46] To do all kinds of stuff

[00:51:48] That's incredible

[00:51:48] I'm going to raise my grandkids

[00:51:49] Because we're

[00:51:52] We're building a better generation

[00:51:54] Exactly

[00:51:55] Exactly

[00:51:56] I love our justifying this

[00:51:57] Like

[00:51:59] Why the heck

[00:52:01] It might be two generations away

[00:52:02] But it's coming

[00:52:04] It's coming

[00:52:05] We're doing

[00:52:06] This is what we've done

[00:52:08] We've done all the wrong things

[00:52:10] And

[00:52:11] Well, but and our kids are going to be completely horrible

[00:52:13] All right, but good news is

[00:52:15] Is they're going to have kids

[00:52:16] Not offspring

[00:52:17] Those kids are going to have to learn everything

[00:52:19] Funny

[00:52:19] Yeah

[00:52:20] So there you go

[00:52:22] Thank you so much

[00:52:23] We know you've got to get on to your next thing

[00:52:24] You got like a job

[00:52:25] And you can't deal with

[00:52:26] People that people that hit

[00:52:28] Get safety injuries and showers

[00:52:30] No

[00:52:33] That's a pretty good

[00:52:35] That's in the handbook

[00:52:37] It's not your

[00:52:37] Gentlemen

[00:52:40] I think it's just me

[00:52:42] Any morning

[00:52:42] I'll give you the new

[00:52:43] The music we update

[00:52:44] Nice

[00:52:45] I kind of feel like

[00:52:46] This is a LinkedIn series

[00:52:48] Just every day

[00:52:49] Updates for Amy

[00:52:50] Here's the thing

[00:52:51] Here's the thing

[00:52:52] Nice

[00:52:52] Thank you so much

[00:52:53] We appreciate you

[00:52:54] Thank you