$467MM in HR Tech funding, $100+MM in disability lawsuit payouts, and Dana White's $336MM fighter pay correction.

[00:00:00] ,

[00:00:24] I think we have brownies.

[00:00:26] It's all good.

[00:00:28] So the Department of Labor took a million recovered at $1.5 million in

[00:00:35] backed wages from contract or four.

[00:00:38] You know what I like about I solved everything.

[00:00:41] I solved these people's centric and in a people's centric world you need

[00:00:46] a people's centric solution.

[00:00:48] I saw people cloud is comprehensive human capital management solution that helps

[00:00:52] you employ, enable and empower your workforce throughout the entire employment

[00:00:57] life cycle.

[00:00:58] From tracking to recruiting to onboarding clients from barrel to benefits time

[00:01:02] and labor management, transform your employee experience for a better

[00:01:06] today and a better tomorrow with I solved.

[00:01:08] For more information go to I solved HCM.com

[00:01:11] What's up people Ryan Laird here from Work Defined?

[00:01:21] I'm going with it.

[00:01:24] I'm going with it.

[00:01:26] This is the bar.

[00:01:27] It is Sunday 31st of March.

[00:01:30] It is Easter.

[00:01:31] Happy Easter for some.

[00:01:34] Yeah, correct.

[00:01:35] For some.

[00:01:36] For some not so much.

[00:01:39] It's okay.

[00:01:40] I know I know I married Christmas to everybody right?

[00:01:46] So it's been a week man.

[00:01:50] I'll tell you there's a lot of stuff that's happened.

[00:01:52] We have a lot of good stuff to talk about today.

[00:01:55] We had a lot of good conversations as we, which was fun lot of different conversations.

[00:02:01] We were just talking about which is why we're laughing but hey you know we're here for the

[00:02:06] news.

[00:02:07] They're not here for our stories so let's get to it.

[00:02:11] What do you got?

[00:02:12] All right let me pitch you on a couple things here.

[00:02:15] Let's start off with Adam Newman.

[00:02:19] Makes a big.

[00:02:20] I just want to thought of what I first read the article.

[00:02:25] It was not a drop though.

[00:02:30] He makes a bid his former co-founder of WeWork and he was ousted from WeWork in the 18th.

[00:02:37] You kind of had Jesus complex and all that other stuff so any you he made, he's made it's

[00:02:43] going through bankruptcy right now.

[00:02:46] And so he is making a bid.

[00:02:49] I think you put a bid of 500 million dollars.

[00:02:52] 500 million?

[00:02:53] Could go up.

[00:02:54] What's the new due diligence and all the other stuff.

[00:02:56] So why, first of all it's just crazy to me because in 18 pre pandemic who's going to the

[00:03:05] office shared space all that stuff made sense.

[00:03:09] Once you were through the pandemic going back to work or having shared space, I'm not sure

[00:03:14] that I mean again again I think he can get the corporate the corporate lease so I think

[00:03:20] he gets not think.

[00:03:21] I know you can get space cheaper so that makes sense because it's just we have an overbundance

[00:03:25] of inventory so he can get so that part of the model that's going to be good.

[00:03:31] So if he's paying $25 square foot before he's going to be paying like seven.

[00:03:37] Or can he recruit the companies and the people to that model.

[00:03:43] That's the thing that like is this a good bet or is he just crazy and trying to get back

[00:03:50] to the things that he did before?

[00:03:53] Yeah, well I think there's so I think there's a couple things here.

[00:03:56] I think they're there is a path.

[00:03:59] I think it's got to look different.

[00:04:01] I don't see even myself who once had an office at co-working.

[00:04:08] I don't have the want to actually do it anymore.

[00:04:12] I think I did it because I felt like it was hip is hip but I'm like, hey let's go do

[00:04:17] it.

[00:04:18] I'll talk to people.

[00:04:19] I'll watch your house hold you got a lot of it's a grand sigil at some points where

[00:04:25] they're coming and going.

[00:04:26] But I don't have that feeling anymore.

[00:04:28] I don't want to do it.

[00:04:30] There's nothing stopping me.

[00:04:32] I just don't want to do it anymore.

[00:04:33] I don't want to get out and go ahead right.

[00:04:35] If I'm leaving the house at work, I want to do something for me not to go to the office.

[00:04:41] They're not going to let me podcast my boxers.

[00:04:44] That's the thing.

[00:04:45] Yeah, so if I mean of us to that we might be in trouble.

[00:04:50] But see the thing is is so is that a good bet?

[00:04:52] That's the thing we need to kind of keep track of over time is yeah.

[00:04:55] Is that a good bet because of this return to office or RTO or is it just he wants to go

[00:05:02] back to the heyday of what he made a lot of money with this idea?

[00:05:05] The exception.

[00:05:06] Yeah, I think where I think what we're going to find out is it's a little of I want to

[00:05:10] go back and finish what I started.

[00:05:14] But but I don't know whatever is what he is.

[00:05:20] Okay.

[00:05:21] This one is an investment.

[00:05:23] I guess this could be funding really with Amazon.

[00:05:26] So Amazon not sure if you followed this they put another two eight five two point eight

[00:05:32] five billion into anthropics and that raises their total.

[00:05:36] Yeah, it raises their total to about four billion which is a whole lot of money.

[00:05:41] And so why why I like this not so much for the investment all that all that is obvious

[00:05:47] stuff.

[00:05:48] I think at this at this at this juncture we've recently been talking about degrees and

[00:05:56] degrees that make sense versus degrees that have always made sense but degrees that once

[00:06:02] have not made sense that are now kind of coming to the forefront and we use you I think

[00:06:08] as a example with one of your many of philosophy or political science or whatever you know

[00:06:13] how you got where at one point you get that like what am I going to do with this.

[00:06:18] So now what's happening is in this announcement and some of the other announcements around

[00:06:25] this is that philosophy degrees is kind of what I'm pointing it philosophy degrees or the

[00:06:29] new stem degrees.

[00:06:30] So the humanities anything in the humanities exactly.

[00:06:34] The teachers you critical thought and criticism.

[00:06:38] It's well exactly.

[00:06:39] Basically they teach you how to think.

[00:06:41] Yes, and that's the top skill right now is what is what anthropic is looking for which

[00:06:47] are top thinkers that can solve problems.

[00:06:50] So a couple of things with this and I don't know if it's in this story or another one.

[00:06:55] No, it isn't so let me ask you this is crazy.

[00:06:58] This is what's going to blow people's mind.

[00:07:00] It blew my mind.

[00:07:01] Bay and Bay blow yours.

[00:07:03] The average meat now there's different tiers of talent right.

[00:07:06] So in Silicon Valley withinthropic and some of these other companies that are running

[00:07:11] that are battling with AI tier one the average median median salary 925 K.

[00:07:21] That's the median salary right that it can include bonuses that include equity.

[00:07:27] The majority of tier one is between a million and a half in two million total package.

[00:07:32] Most of them are fully guaranteed.

[00:07:36] Just to sign on, but the allure for all of this is just not salary so this isn't where salary

[00:07:42] is not the driver so what companies are doing now to win the war for talent.

[00:07:48] So the candidates are also negotiating the ability to do their own thing.

[00:07:54] Run their own project create the right product fully supported by the company fully funded

[00:07:59] by the company.

[00:08:01] And it's their own project and they own it.

[00:08:03] They run it and that's part of these employment contracts.

[00:08:06] And so what the inside of some of these contracts or at least with being reported is yes,

[00:08:12] that is true that is happening and that's how they're funding innovation within the company.

[00:08:18] But they probably have the first initial task.

[00:08:21] Yeah, probably the first one refusal.

[00:08:24] So career builder years ago used to do a deal every year where they, who's the best idea

[00:08:31] competition.

[00:08:32] I can't remember his name right and they went through his field and there's like a startup

[00:08:35] competition.

[00:08:36] Yep.

[00:08:37] And people that funded they spun that spun that out and they gave them, I don't know, a

[00:08:41] million or five million whatever the bit was is to go build up but they had equity in

[00:08:45] it and they had the first ride on the future rounds of funding.

[00:08:49] It's just smart.

[00:08:50] I mean again, this is just interacting with talent in a different way.

[00:08:53] You're basically saying, Hey, listen, we understand that you've got other interests than this

[00:08:57] interest.

[00:08:58] Right.

[00:08:59] Do this thing to help us and we'll help you do this other thing that you care about.

[00:09:02] I think you're going to see with Jinz, Jinz and Alpha.

[00:09:06] I just think you're going to see more of that though.

[00:09:09] Yeah.

[00:09:10] If you want the talent, the talent.

[00:09:12] You adapt for it.

[00:09:14] It gets me this story about crunch base.

[00:09:16] By the way, that Newman story if you want to look up with the we work stuff.

[00:09:20] It's on a lot of websites that I found it on CNBC.

[00:09:24] So you can go there and Google Google it or search for it there.

[00:09:28] So this one is not a new issue story but it gets it's a really good add on to what

[00:09:32] you just said.

[00:09:33] It is called it's VTO, it paid VTO volunteer time off.

[00:09:39] So there's a lot of companies have been doing this.

[00:09:41] I found this via a job ad for greenhouse.

[00:09:45] That was on greenhouse for crunch base.

[00:09:48] And it is one of the benefits listed in the job ad.

[00:09:52] It's not a way you're paid time off and all that other stuff but they pay you to volunteer.

[00:09:59] Like it doesn't take away from your sick days or from your other days holidays and whatnot.

[00:10:06] It doesn't take away from anything else but if you want to volunteer, go to Habitat for

[00:10:09] Humanity or whatever the bit is, they'll pay you for that.

[00:10:13] Right.

[00:10:14] You get paid which again, I think with talent.

[00:10:18] I think this is across all generations if they want because you used to have to volunteer

[00:10:23] on the weekends or at night or whatever.

[00:10:26] But if you could take off Thursday a month and go do something with a charity that

[00:10:31] you care about, I see that as being very cool in a nice way to retain time.

[00:10:37] Yeah, when I was with Connection we did that.

[00:10:39] So we would do it sometimes they do it as a group.

[00:10:42] Which was whatever, like it was fine.

[00:10:45] Like it was fun.

[00:10:46] It was a day out and you got to deal with your group but I think individually if you

[00:10:51] could just take your day off and what they did allow that was more meaningful for me

[00:10:56] because it was something you know it or was did they pay for it?

[00:11:00] No, no, you just took your day.

[00:11:01] Yeah, you just yeah, yeah, you just took your day and you went.

[00:11:05] Yeah, you do it monthly.

[00:11:06] And so you paid did you did it?

[00:11:08] I'm.

[00:11:09] Oh, yeah, you paid.

[00:11:10] Yeah, you did it didn't count against you.

[00:11:13] But it was when I did what I found the difference for me anyhow was when I did it with

[00:11:17] a group.

[00:11:18] I felt like okay, it was good.

[00:11:20] It was a company thing but it was more.

[00:11:22] It felt like working.

[00:11:23] It was.

[00:11:24] Yeah, I was with them people work.

[00:11:25] It was more the company.

[00:11:26] I'm trying to shed these people.

[00:11:29] The company had the banner.

[00:11:31] It was a promotion.

[00:11:32] You know, I see you at work every day.

[00:11:34] Yeah, yeah, yeah.

[00:11:35] You got a chemical next to me do you know I want to see you at it?

[00:11:37] Yeah, yeah, we went to a zoo and local zoo and we did some work and cleaning up in an

[00:11:45] area and stuff like that.

[00:11:46] But of course we had the big banner, you know, all that crap but when you go on your own

[00:11:51] yeah, I stole my own if I want to do a food bank or if I just want to go wherever like

[00:11:56] I could do whatever I want.

[00:11:57] I don't need to tell anybody I got it approved.

[00:11:59] I go and it's my own thing and it just felt like better to do it on my own.

[00:12:03] So yeah, no, I'm definitely 100% with that.

[00:12:08] All right.

[00:12:09] So the Department of Labor on a mission recovered another one and a half million dollars last

[00:12:16] week.

[00:12:17] I think we I figured what the number was last week.

[00:12:19] We were talking about but this week I found they so one and a half.

[00:12:23] No, let me shut that off.

[00:12:26] Let's Skype.

[00:12:30] We're going to shut that down.

[00:12:34] No, that's that's that's that's messenger.

[00:12:41] That's messenger.

[00:12:42] You have mail when you tell the kids don't come downstairs because you're because you're

[00:12:46] recording.

[00:12:47] They just call you.

[00:12:49] Yeah.

[00:12:50] Can we have brownies?

[00:12:54] It's all good.

[00:12:56] So the Department of Labor took a million recovered at $1.5 million and backed wages from

[00:13:05] contract or for contractors, from contracts on California projects.

[00:13:11] So 35 companies were named in this lawsuit.

[00:13:15] They've been ordered to pay back 35 and a half million dollars and backed wages for construction

[00:13:20] workers across 2134 cases, which is the highest amount so far in any industry.

[00:13:29] So these are people that have taken these are companies that have taken projects from

[00:13:33] the state of California.

[00:13:35] They've gone through they've done their work.

[00:13:37] They haven't paid whether it's overtime or they haven't paid the talent.

[00:13:41] They haven't paid the talent exactly appropriately.

[00:13:45] And so or maybe the job they pulled to Trump on them right now the job's done but it's

[00:13:49] like yeah, not amazing.

[00:13:52] Yeah.

[00:13:53] So they got banged on that and so they're paying out.

[00:13:55] Getting money back from people is very difficult.

[00:14:02] I mean the federal government with the IRS they can get money back because they could do

[00:14:07] all they could put a lien on anything you own.

[00:14:10] They can get your financial wages like to the best.

[00:14:13] They're the best debt collector in the world but I don't think the state of California

[00:14:17] has had to be really interesting to find out if they have that power.

[00:14:20] But like getting money back from people once it goes, they've already spent it.

[00:14:26] So now paying back.

[00:14:27] They want more contracts I'm pretty sure.

[00:14:30] Yeah, you got some leverage there.

[00:14:32] I'm pretty sure they're going to do this.

[00:14:34] Yeah.

[00:14:35] All right.

[00:14:36] So let me pitch this deal on the end of foreign language education.

[00:14:40] So the end of the foreign language.

[00:14:45] So I actually talked to a friend about this last night who just told me she wants her

[00:14:50] daughter to take Spanish and I'm like yeah, that's a waste of time.

[00:14:54] She's like what are you talking about?

[00:14:55] I'm like there's an app for that.

[00:14:57] Like you just turn on Google translate.

[00:14:59] You don't have to learn languages.

[00:15:01] That's a horrible idea.

[00:15:03] You know, just have her learn how to prompt or ask questions or do other things but learning

[00:15:09] of foreign languages dumb.

[00:15:11] So anyhow, the article is in the Atlantic.

[00:15:13] So go there and just search for end of foreign language.

[00:15:18] And for me it's I took eight years to Spanish so four in high school and four in college.

[00:15:24] And I know Dundae Estal Abanio where's the bathroom?

[00:15:29] Those surveys this two beers and oh la maybe a couple of the terms.

[00:15:34] That's it.

[00:15:35] Yeah.

[00:15:36] The work related story here is looking at the low value test and how different applications

[00:15:44] are going to take over low value tests.

[00:15:47] We used to value foreign language.

[00:15:49] Oh, you know Russian or you know Mandarin or whatever this you know what?

[00:15:53] You don't need to learn Mandarin.

[00:15:55] You just need to be able to download an app that had that that you can then talk to and

[00:15:59] listen to in your own language.

[00:16:01] So I think the translation to work is looking at things that you know we value to one point

[00:16:11] but we don't value it as much because there's an app for it.

[00:16:15] Right.

[00:16:16] So I'm not good at languages.

[00:16:21] So often I have often thought let's let's get the app right let's do it and learn

[00:16:29] and I think I might I think I might I think your story convinced me to give it a shot.

[00:16:33] Not that your story was trying to convince me.

[00:16:36] You don't have to get the thing is you don't have to learn like all the things in the past

[00:16:41] where people would download things, listen to tapes and all that stuff.

[00:16:46] You don't have to do any of that anymore.

[00:16:48] No.

[00:16:49] So waste.

[00:16:50] We're going to Italy make sure you have Google translate.

[00:16:53] No.

[00:16:54] As people are talking in Italian it translates it and you hear it in English.

[00:16:58] And you say it in English and it comes out in Italian like.

[00:17:02] Yeah.

[00:17:03] Now if I'm going to go sit and sit at a table with leadership from around the world and

[00:17:06] I need to know Mandarin different story I'm not breaking out Google translate.

[00:17:10] I know.

[00:17:11] I mean, it's made of wearables for this now where you can you can hear it and it plays

[00:17:16] you in your ear.

[00:17:17] It's like you hear it in England or you hear it in whatever language.

[00:17:21] You hear it in whatever language right?

[00:17:22] All right.

[00:17:23] Dillard.

[00:17:24] You know, Dillard's right.

[00:17:25] I do.

[00:17:26] So they paid $70,000 not very much money to a worker who claimed retaliation for reporting

[00:17:33] race and pregnancy bias.

[00:17:35] Right?

[00:17:36] So again, I feel like week after week, I'm kind of I started a trend from myself here at

[00:17:43] PWFA to pregnancies worker, Fender sack.

[00:17:46] It's actually working.

[00:17:47] It gets it's actually working in the more I read on it, the more I search on it, the

[00:17:51] more Google serves it up to me.

[00:17:53] Of course.

[00:17:54] Right.

[00:17:55] But I'm getting.

[00:17:56] Yeah, well and so now I'm looking at all of these cases that are actually going through

[00:18:04] the PWFA and winning.

[00:18:06] Well, and winners in this is one.

[00:18:09] Here's a if you want to be depressed about that.

[00:18:12] Here's how to be depressed about that for everyone that reported that there's that have

[00:18:17] not.

[00:18:18] That's right.

[00:18:19] So and whenever you do it and just remember, so it was race based and pregnancy based.

[00:18:25] It could have been or or so it could have been race based or could have been pregnancy

[00:18:31] based, but it could have been a combination of.

[00:18:33] Yeah.

[00:18:34] You're never going to really know.

[00:18:35] No one's going to really know, but we're just remember whenever you hear a hand that's

[00:18:39] both a variable analysis.

[00:18:40] Yeah, multiple variable.

[00:18:42] Yeah.

[00:18:43] So this is one of those cases of the workers are assembling right?

[00:18:46] And they're raising their voices.

[00:18:50] Should.

[00:18:51] Treat pregnant women well.

[00:18:53] Yeah, so here's the story on this.

[00:18:56] So in 2020, the employee informed the who's a new storm.

[00:19:00] There was a new store manager manager.

[00:19:02] And so in 2020, this this employee informed the new store manager about an existing pregnancy

[00:19:09] that she had and that they have they had pregnancy related accommodations for her.

[00:19:16] Which is fine.

[00:19:17] So the store so dealers actually did accommodate the manager rescinded those accommodations.

[00:19:24] Oh, that's horrible.

[00:19:26] And transfer the employee.

[00:19:28] Horrible.

[00:19:29] Right.

[00:19:30] So this isn't necessarily what is dealers on it is dealer just it's everywhere.

[00:19:33] But but this is what they but they but they did make accommodations.

[00:19:38] They had well, they actually figured federally what they have right.

[00:19:42] Right.

[00:19:43] So they had a credit for doing so.

[00:19:45] Well, no, but it's not that no, but I want to be clear that they didn't just say no,

[00:19:48] like they've had this.

[00:19:49] It was in right.

[00:19:50] It was in the manager.

[00:19:51] The manager came in and said, no, this is ridiculous.

[00:19:57] And they got rid of it.

[00:19:59] So what I'm thinking myself, but do the dealers did ignore her complaints?

[00:20:03] Oh, and that's where they they wound up losing the case.

[00:20:08] Well, what it what it screams to me is that's a person that's never had kids.

[00:20:11] The manager.

[00:20:12] They've never have kids.

[00:20:13] They just want the person to go back to work.

[00:20:15] It's you know, like hey, we go back to work.

[00:20:17] Yeah, you don't need to feed.

[00:20:18] You don't need to pop.

[00:20:19] You don't need to do all that stuff.

[00:20:20] Whatever you're doing, or you just, you know, if you're or just an engineer,

[00:20:23] I'd be.

[00:20:24] Yeah, great point could have been something that could have been just let's fix this in

[00:20:29] training, but the fact that they did their accommodations.

[00:20:32] Good.

[00:20:33] They didn't follow the accommodations.

[00:20:34] That's a lot of that they had to pay out.

[00:20:37] Yeah.

[00:20:39] Today is World Backup Day March 31st.

[00:20:43] Do not be a cautionary tale about data loss.

[00:20:46] All right, so this is a spiceworks.com.

[00:20:49] Go and take a look at the kids is all these horror stories I helped out of people that

[00:20:52] lost their data.

[00:20:54] And again, sometimes this week just stop down for an hour or two and make sure you

[00:20:59] have everything back up.

[00:21:01] And why this is coming up for me is it's through a lot of remote work or hybrid

[00:21:06] work, bring your own device, bring your own cloud, et cetera.

[00:21:10] It's never easy even if you have it set up on a system door.

[00:21:12] It's doing itself how often do you actually go and check to make sure it's backing up?

[00:21:18] So just sometimes this week, do me a favor and just go do that.

[00:21:22] And that's it World Backup Day.

[00:21:26] How about world pizza day world, parogi day.

[00:21:32] I'll need world backup day.

[00:21:33] I need a better world day than that.

[00:21:35] I mean, I want to put you world.

[00:21:38] World, don't hold it.

[00:21:40] Yeah.

[00:21:41] So big retail battling it out with bonuses.

[00:21:46] This is I found this one interesting so it was funny because the whole thing was about

[00:21:51] target with their bonuses and you know this and that and blah blah blah.

[00:21:57] And then it that wasn't the interesting part to me was what got me to read.

[00:22:02] But then I got in there and it seems as though Walmart pays a lot of money to their to

[00:22:10] their managers.

[00:22:11] I'd be retired right now.

[00:22:13] Yeah, so for those so basically they're so the battle bonuses is what it's called.

[00:22:19] Right?

[00:22:20] So essentially they're doubling down on the bonuses which which pull this up because

[00:22:25] I don't I need to read this to you so you can tell me if I'm reading it wrong.

[00:22:32] Okay, target is doubling bonuses for salary employees the company confirmed.

[00:22:38] The retailer said it will pay 100% of the employees eligible bonus eligible 2023 bonuses

[00:22:47] for the prior year.

[00:22:48] The company paid 50% of eligible bonus.

[00:22:53] So I understand what they're saying.

[00:22:56] We're going to they're not doubling the bonus right there just giving you your bonus they're

[00:23:03] doubling what they actually paid out on the bonus right.

[00:23:08] But it's what I used to say about software.

[00:23:13] It's not a feature if people don't use the feature right so it's not a benefit of people

[00:23:18] who use the benefit in this case it's not a bonus if people don't actually get to hit

[00:23:22] the bonus and capitalize on the bonus.

[00:23:25] I think some of this is a mixture of it's really hard to find retail talent especially at

[00:23:30] the management executive level yeah and store level and like a good store manager can drive

[00:23:36] sales.

[00:23:37] Yeah, well impact sales so yeah and that's and that's where I'm going with this so Walmart.

[00:23:44] So Walmart in there in their quest to to not get stuck anymore with not enough people

[00:23:52] and especially at the manager level so they've boosted their bonus incentives of course

[00:23:59] right because that's what everyone's doing.

[00:24:01] So they've also raised the average the salaries of everybody the average store manager now

[00:24:07] earns $128,000 annually and plus bonuses.

[00:24:15] Yeah, plus bonuses and they also get $20,000 up to $20,000 in stock grants.

[00:24:23] Oh yeah.

[00:24:24] Package right so with that with all those changes right that Walmart has added the potential

[00:24:32] for a store manager at Walmart with the $20,000 in stock grants and the new pay scale of

[00:24:41] at least the average of $128,000.

[00:24:45] Their largest Walmart store managers are expected to earn over $400,000 annually.

[00:24:53] Easy easy so when I worked at Walmart Walmart they as a store manager you got a percent

[00:25:02] of sales so not only did you get a good salary and back then in the 80s and early 90s you

[00:25:09] got stock.

[00:25:11] So you could buy it wasn't kept so you could buy as much Walmart stock as you wanted to

[00:25:16] and they split back then Walmart stocks split every two years.

[00:25:22] So like I still have a portfolio of Walmart stock that I haven't looked at in years but

[00:25:27] the key back then was if you got to a big store and you could get a bonus was you could

[00:25:33] get a percentage and it was still a small percentage like half a person but if you're pulling

[00:25:39] you know five million dollars a week through the store that stuff adds up in that way really

[00:25:46] fast but I've done the math and I would have retired at 40.

[00:25:52] Yeah.

[00:25:53] How to stay which means it basically I would have worked there for yeah 20 something years

[00:26:02] yeah and I'd be done but yeah.

[00:26:05] You know I think they're doing it for all the right reasons because there are all these

[00:26:09] guys who all these guys are competing target Walmart.

[00:26:13] Absolutely.

[00:26:14] They're competing with Amazon so you know that's what their real competition is Amazon

[00:26:19] and other things like that so they've got to get the best talent at the highest level

[00:26:26] to make the best sales or the people that come into the store.

[00:26:30] Yeah so as you're walking through Walmart don't laugh at these guys are laughing at you

[00:26:35] just yeah they know what they're doing 100% all right we got Congress fans staff use of

[00:26:44] Microsoft AI Copilot so this is at axios.com and if you watch the Super Bowl they did an

[00:26:53] ad the Microsoft did I think that's where they launched Copilot and what's interesting

[00:26:59] about this particular thing is the Office of Cybersecurity has deemed Microsoft Copilot application

[00:27:05] to be a risk to users due to the threat of leaking house data to non house approved

[00:27:11] called services so first of all this is the signaling Microsoft into Copilot out and the

[00:27:18] question for for me and for you and the audience is corporations follow this model and ban

[00:27:24] AI Copilets for the same or similar reasons meaning okay if you're pick a hell

[00:27:30] Raytheon now it's a defense contractor you're going to want everything to say in your

[00:27:35] cloud so if you're using Copilot in this case Microsoft Copilot and that's going that's

[00:27:41] that data is going into their cloud going into their large language model etc so I think

[00:27:48] it's fascinating again the government they might be leading actually on this particular

[00:27:53] issue and this is Congress so the Congress banned staff use and the irony is I didn't I

[00:28:02] didn't read the article that they banned Congress women from it they just banned the staffers

[00:28:08] so which are the people I mean if you've ever been on the hill those are people who do all

[00:28:14] the work anyhow so it's probably pointless to actually ban Congress but I'm really interested

[00:28:24] to see how corporations look at this and say wait a minute we haven't really thought about

[00:28:29] that in terms of where this data goes and whether or not there's secrets in that etc so

[00:28:35] yeah the government this might be a case where the government is actually leading not following

[00:28:41] so I will say hmm I like the leading and not following

[00:28:46] yeah we'll see all right I'm going to miss pronounced maybe tyranny you know tyranny they do

[00:28:53] the tyrann... they do the flavored like pineapple hazelnut all that stuff would know any of those

[00:29:01] things yeah you don't know you don't know the flavored syrup and stuff no oh yeah yeah so they've gone

[00:29:11] they're coming up on a century age wise company wise without any layoffs at all and so yeah that means

[00:29:22] they have a lot of people that suck they had well no that's a four that's a force that's never had

[00:29:29] a fire yeah that's not so that's horrible so so here's here's the store so there's a long article

[00:29:38] and I'll post a link it I think I think it where it got this from it was at HR borough I think

[00:29:42] it was they wrote on it it was interesting I don't know okay so how are they accomplishing this

[00:29:49] and what are they doing so I can't obviously can't speak to their people and all that stuff

[00:29:54] that'll be just you know of course you can but here's so they of course they've been faced with

[00:30:04] you know financial issues that every company yeah yeah go go every 10 years we go through a recession

[00:30:09] for cattle right so so how did they how did they get through it and here's what they're saying

[00:30:12] not rocket science they hire on the curve as opposed to they they hire on the curve essentially

[00:30:23] just in time hiring is how I kind of related it so you need to roll you bring it in right but how

[00:30:29] did they so when they do that they're looking at very specific things when they hire they just don't

[00:30:35] hire people because they have good talent so they've kind of gone the opposite way of a lot of

[00:30:40] the companies that you and I both know hey that's their amazing talent let's get them in let's find

[00:30:46] a spot for them so they've they've had a hard and fast rule against that where they hire for what

[00:30:53] they need not what they potentially need and then they hire backwards to see where they where

[00:31:01] they need fixing so when they so again that all that makes sense in an upmarket in a down market

[00:31:07] you don't need those people so here's right so what they do then is that what they do is they

[00:31:12] they've trained their people the from top down they've trained their people to focus on the bottom

[00:31:17] line with under so non-financials to focus on non-financials and so they've been successful at

[00:31:28] training their people to when they're not selling or markets down or not shipping all the product

[00:31:34] working on conversion rate retention rates customer sat renewals things like that is where

[00:31:40] they put their their effort into and they've been able to save their people. Is this a publicly

[00:31:46] charity company? I believe so what I could make wrong it can't be. I'll have to look that up

[00:31:52] for you and get back to you. Yeah I can't I just can't I think shareholders if they knew that

[00:31:58] they would they would actually downgrade the stock because that's just a horrible use of talent

[00:32:05] if you're I mean I get the theory it's like a communism if you've ever had the communist

[00:32:11] manifesto or or call marks on paper it's beautiful in theory it's beautiful when it's in practice

[00:32:19] not beautiful at all and so like this is one of those things oh we're never gonna fire you're never

[00:32:25] fire did you need to fire there's some people like think about the toxic people that are there

[00:32:32] that you there's no way that you can hire a person. Now this is not right it's a private company

[00:32:36] it has to be a private company yeah because they can't go public because if they go public that

[00:32:41] Wall Street would basically they'll break them but hey right in my opinion rightfully so

[00:32:47] you should find that they're keeping their people though they're happy. Yeah they're keeping

[00:32:51] their people they're keeping their people run they're keeping the they're also keeping this people

[00:32:56] that do sexual harassment the thieves the people that do all kinds of heinous shit at work

[00:33:02] I was not saying they're not they're keeping those people. No no well no I'm not talking about the

[00:33:06] cause they're not going through layoffs right well but there's people in that mix

[00:33:11] that didn't do things for cause that are still horrible people like like if you study first

[00:33:17] if you study any force in the world prior to contact there would be fires lightning strikes and

[00:33:23] there would be fires and it just burned an entire place down right that's actually good

[00:33:28] you don't want a force that's never had a fire I mean that's actually a horrible one so

[00:33:34] well agreed to disagree I don't think it's a good thing I think it's a horrible thing you want

[00:33:38] to you want to regret you wanted to lessen the regrettable turnover but turnover in and of itself

[00:33:45] is actually good. No no no I'm not arguing that turnover I agree with that I agree with everything

[00:33:51] you're saying I don't think they're saying the opposite because they have turnover of course

[00:33:56] they have they don't do riffs they have it they haven't had this but they haven't done a rift

[00:34:04] yeah that means if in my opinion that means they've got a bunch of not a bunch they've got

[00:34:11] some people in and that mix that made it through that are still there that are horrible people

[00:34:17] I mean not everyone of course well every company has horrible people yeah so

[00:34:23] I mean the goal in recruiting is that less than the number of horrible people that you are

[00:34:28] yeah well they're still letting people go yeah but that's for that's for for cause yeah

[00:34:36] right yeah perform and stuff yeah yeah I'm talking about the people that fly under the radar

[00:34:41] of that stuff I mean if you're really savvy you fly under the radar you don't get fired for

[00:34:45] cause it's like it's like getting caught I can't tell my kids this all the time like I'm not saying

[00:34:50] dot not do shit yeah but that that happens I'm telling them no don't get caught

[00:34:56] just don't get caught you know yeah yeah yeah this is a bunch of idiots and jail the they got caught

[00:35:02] just don't get caught anyhow Boston University suggests replacing striking grad students with AI

[00:35:09] and we're staying in response to a grad student worker strike school equipment let the staff

[00:35:16] get caught fire so genius the student recommends that the staff utilize generative AI's to give feedback or

[00:35:25] facilitate discussions on reading or assignments this is from the daily beast hell yeah okay so

[00:35:33] uh definitely look this up so the whole time I'm reading this and they're talking about I'm thinking

[00:35:38] about Alan Irverson and playoff practice so I do this bit like we're talking about practice

[00:35:44] we're talking about practice not the game not the game no work practice but um I think it's I think

[00:35:51] it's interesting to think about when employers seize this idea uh is this a good idea again when

[00:35:59] people strike can they be replaced with some form of robot form form of technology some form of AI

[00:36:07] generative AI whatever so that's what got me to think about it so if you if you want to dig into

[00:36:11] that story daily beast.com I love that story I love that story well we're gonna strike all right

[00:36:22] yeah we got AI for that I know a guy I know yeah yeah all right so Jake Paul you know

[00:36:33] nice ball good friends with Jake Paul you uh I get her with him a couple weeks ago wait

[00:36:39] you're not talking about the internet guy no I am that's huge I'm talking about

[00:36:46] this box Mike Tyson and Jolani who do you think I was talking about so there's a guy in our

[00:36:53] industry named Jake Paul oh and you guys I have had dinner with him and he's come

[00:37:03] to his pot by a greenhouse yeah no no this is uh Jake Paul the boxer the

[00:37:09] internet dude and all that yeah so you know he's been all over the UFC for not paying their

[00:37:16] people yeah and he's you know that's kind of maybe the one commendable thing whatever blah blah blah

[00:37:22] anyway so check this out the UFC was ordered to pay the fighters three hundred and thirty five

[00:37:32] million dollars for allegedly suppressing their pay so with all that yes with all this crap Jake

[00:37:42] Paul's been doing it and all it's I mean out the the lawsuit was filed a very long time ago

[00:37:49] right very long time ago make its way it had to make it yeah it had to make it when we see if I

[00:37:55] get to see when this is I forget when it was filed but it was filed a long long time ago and it had

[00:38:01] to make its way through but with all the light and all the publicity that Jake Paul's given it

[00:38:06] it's kind of oh it started in 2014 2015 decadentish yeah so that money is going to be shared across

[00:38:16] roughly twelve hundred current and former fighters yeah yeah yeah so so we'll be a huge payday

[00:38:23] but the fact that they're getting their money back and and going forward they're grumped

[00:38:28] the UFC's been put on notice David yeah exactly well and it's for it's for fixing wages

[00:38:34] price fixing and wage fixing right so this it sets the guard rails on competition etc so tie it

[00:38:40] back in the work last last September a federal grand jury in Vegas returned an indictment against

[00:38:49] the healthcare staffing executive for allegedly conspiring to fix nurses wages oh

[00:38:56] with so which obviously yeah and violated the DOJ's anti-trust laws etc anyway they had to pay he

[00:39:06] had well I guess they the exact who saw recruitment hiring retention staffing yeah they

[00:39:12] hold it was across three home health agencies they had to they had to repay ten million dollars

[00:39:18] it's a big number yeah well first of all I hope he gets his ass beat by Tyson and

[00:39:26] so it's a real fight eat absolutely will and he's not wearing like a padded helmet or some

[00:39:32] stupid shit I hope Tyson but I always go I always go back to just takes one one lucky shot

[00:39:39] to catch him off guard and I was 100% 100% I like Tyson has as a new brand of edibles

[00:39:46] it's called dice Tyson bites and they're in the form of I swear I got in there in a form

[00:39:53] of of of of of Evander Holyfield's ear no really really swear I got swear I got so okay

[00:40:01] so if you're an edible area it's just some Tyson bites and I love Tyson I don't give a shit

[00:40:07] whatever people there's anything or whatever if you if you guys haven't he's will watch this yet like

[00:40:14] go look at some of the interviews he's given like he's wheels off in a lot of spots but

[00:40:20] he actually has like there was one on a hot this I have to send it to you maybe I'll find them

[00:40:26] post a link I told him Instagram is probably everywhere where he's talking to a guy I figured who

[00:40:31] what oh was a shatner William Shatner yeah yeah yeah and he was talking about how he doesn't like

[00:40:37] that guy not shatter he doesn't like the fighter he said do you still get do get nervous

[00:40:43] this and that you know when you go to fight and he says I cry before fights

[00:40:46] no charge because he doesn't like that person that person hurts people

[00:40:51] and he has to transform into this person go get into the ring and it's like there's like

[00:40:57] there's there's probably a half a dozen or so of these interviews that I've watched

[00:41:01] their small snippets of the interview but it's like man this this guy is deep like he's he's had a

[00:41:06] life that we just don't always have 15 lots of experience no no no the hostess would be

[00:41:12] Lawrence Taylor being dominant in a sport like redefining a position and being wheels off

[00:41:20] so the fact that both of them are in New York at the same time and they got together a lot

[00:41:26] God only knows how if I'm crazy that was but if you haven't watched Mike Tyson did this

[00:41:30] probably five years ago he did a one-man show and it was kind of a comedy bit but he would tell

[00:41:36] his stories of his life yeah and to talk about you know all the cocaine he was doing all this crazy

[00:41:41] shit like yeah he's just an interesting character life yeah we might not have those types of

[00:41:46] characters going forward because it's so transparent yeah everybody has a camera so

[00:41:52] we should probably revel in the fact that they did live and again did he do some

[00:41:57] bed shit along the way yeah of course everybody I ask yeah if anyway if anybody's without sin

[00:42:04] yeah call me because I love to talk to you so stability AI CEO quits via slack

[00:42:15] okay well I first read it this guy's wheels off anyhow he's been at a couple different places

[00:42:21] and he's just wheels off until he wants to go do another AI gig because he doesn't believe in

[00:42:27] a way that they're doing AI except for this tech crunch so you can go and kind of see his he wants

[00:42:36] to he's the he thinks this centralized AI is a bad idea and it's a more centralized AI he wants

[00:42:43] to decentralize AI waiting out all that aside like those things are above my pay grade

[00:42:49] quitting overslack just just stop stop there like it's like getting breaking up with somebody

[00:42:55] on a overtext like at least have the you know at least I have the respect that's how I would

[00:43:02] probably phrase I'd say it differently if we were at a bar but at least have the the respect to

[00:43:09] have a town meeting you know town hall I have a zoom call like just let people know hey this is a

[00:43:15] hard decision for me this is why I hate leaving the team but you know can't reconcile this with the

[00:43:21] new owners etc and this is why I'm and this is what I'm going to do y'all have a good time be

[00:43:27] good etc I'm out let's slack message just seems like it should seem to me it's him shitty so

[00:43:33] what do you think so if you it's kind of like is this CEO this is you know this is Bobby that works

[00:43:40] the call center desk like you expect that should happen yeah but this is kind of like people walk

[00:43:46] it into a Wendy's or McDonald to their boss and you know singing a song the quid or bringing in a

[00:43:52] you know a band with them a boom box yeah whatever it's childish it's high school come on man yeah good

[00:44:02] all right acquisition news culture amp right so culture amp is set to acquire a people in a

[00:44:08] lettuce company that is called or Gnostic we did yeah did we man I thought I had some break

[00:44:19] it up seriously yeah we talked about that and I talk about that are you talked about that well

[00:44:26] you and I are both the same so yes but if you brought it up that just might as I did listen

[00:44:31] why we do this why don't we why don't we do this what's interesting about

[00:44:35] or Gnostic from a culture and perspective that's not where we did talk about it last week

[00:44:42] however that's not the way that might not have been that last week let me talk yeah well

[00:44:46] it was last week but that's not the interesting thing now that you've looked at it yeah and you've

[00:44:51] read about it what do you think it's interesting about it let's just keep it so what I what I what I

[00:44:55] don't like what I historically have not liked about any of these companies that were running

[00:45:03] through data large data sets and providing analytics or metrics to people and serving up you know

[00:45:10] static dashboards and things like this what I never liked about that is it never had the ability to say

[00:45:18] mr. leader misses leader here's what you can do right here's what you need to do right here are

[00:45:25] the recommendations here's a dashboard a lot of that stuff just dashboards and dashboards will tell

[00:45:30] you shit yeah it's just a dashboard and the other thing is that it doesn't help with I'm not sure

[00:45:35] that this will but it it also gets you so far away from real time what's happening on your floor in

[00:45:43] real time that it just almost seems counterintuitive to run yourself at dashboard I get that's all we

[00:45:49] have right got it but now we have more and I think this is this is what's interesting to me because now

[00:45:56] this is going to take a tool that has a solution that has a lot of legs and makes it better

[00:46:05] and more actionable for for their clients right so this is what I said last week about it

[00:46:12] is our our diagnostic is an age newer technology and it's multi source so it's a listening tool

[00:46:18] whereas culture app pulse surveys surveys they're they're more on that side of things and again

[00:46:25] trying to fix the world of engagement and getting in a sense of who's engaged or who's not

[00:46:32] engaged flight risk etc like that culture app makes it for a lot of reasons what what they bought

[00:46:38] in ordnastic in my opinion is that a multi source analysis platform to bring into what they already

[00:46:46] have but you're right on any of these things until it can predict so now they actually layer

[00:46:54] of okay here's what's happening now it's also okay right around the corner here is what's going to

[00:47:00] happen so it's all right I think it's a great acquisition I think it's it's smart of culture

[00:47:06] out to buy new technology but also and they could have built it but why build it when you're

[00:47:11] doing by brand new technology yeah good good call yeah it's already there you should listen or

[00:47:17] shows right yeah that's it I don't want to be out there I can no no it's actually here's here's

[00:47:26] where in the in the one last week it says you'll have to make you feel better I'm trying to

[00:47:31] it says it says it plans to and I will with it as plans to as is because why would you ever

[00:47:36] announce it if you're not going to do it so so and you read it as is so that's fine all right so

[00:47:41] getting hired transitions to career circle getting hired equals the company called getting hired I know

[00:47:50] it's hard to track some of this is basically underrepresented David talent so thank veterans thank the

[00:47:58] LGBT community think whatever your definition of underrepresented that's what that's what they were

[00:48:03] there for getting hired career circle is also that and so what this is but career circle is owned

[00:48:11] by the religious group which is a you know roughly a I think a $15 billion dollar

[00:48:18] RPO staffing company so I think it's you know the this is like minded people

[00:48:25] and buying like-minded kind of folks that they're trying to help so I think this is a solid

[00:48:29] acquisition terms are not disclosed it's it's always a kind of a bit but but a leegis it's

[00:48:35] going to help all the allegiance customers so if you're an allegiance customer customer you love

[00:48:39] this deal because it brings some talent pulls together of underrepresented people to bear for you

[00:48:45] first and then probably to other people after that right good call ampeed it all right so what do you

[00:48:54] want to talk about organizing culture and acquire the company yeah that was uh you got pay more

[00:49:06] much better attention anyhow back to the issue at hand do you have research or do you have

[00:49:12] the word acquisitions yeah no I've got I'm going to go through a research piece here so I think

[00:49:16] it's okay so we're on the arts folks yeah you pay the attention at home the B the A and now we're

[00:49:22] going in order I'm just flip flop always go order I always put order um all right so

[00:49:31] you hire me because I'm a great worker post hire I disclose that I have a disability

[00:49:40] okay then the job role changes the job description changes what happens from there I call

[00:49:51] a lawyer that's what I do I know this is what yeah I mean yeah my best advice at this point yeah

[00:50:00] employment lawyer this is why you have them this is why they're there that's it well that's exactly

[00:50:04] what happened um so I'm not touching all of the two foot pole yes so employee employee was hired

[00:50:10] disclosed a disability later did the job role change etc etc so all of that is good they they did

[00:50:17] not refuse to make accommodations they went through the interactive process of discussing accommodations

[00:50:24] they did everything they needed to do they documented everything so on and so forth the legal team felt

[00:50:31] that it wasn't enough right so which means it wasn't enough which means it probably wasn't enough

[00:50:38] for them but today they continue to go back and forth back and forth back and forth why don't you

[00:50:42] help ppd which is um you know whatever company whatever pppppd sorry development they lost the

[00:50:51] judgment for 24 million dollars whoa so the case went to try was this a fast one the case went

[00:50:57] to try on 23 and the jury found the verdict uh for the uh for her name was meninger uh awarding

[00:51:08] her 24 million dollars here here's the here's how the payout breaks down because it seemed like a lot

[00:51:16] of money like all right they were like that's a lot of money for something that the that the company

[00:51:22] wasn't really fully at fault with for yeah right I mean higher the person based on skill then it was

[00:51:30] this and it was um it was disclosed now we're talking when I say it was mental health and health

[00:51:35] and it was anxiety I'm sure there were some other things but this is what the what they were talking

[00:51:40] about anyway 1.56 million in back pay 5.4 65 million in front pay 5 million for past emotional

[00:51:50] distress 2 million per future emotional distress and 10 million dollars in punitive damages

[00:51:57] so what they were saying here is that yeah that's a reach for me out of people right so the so

[00:52:04] and they have and this is where it's at now it's in a pion I think they're gonna win this um

[00:52:08] they that that's just a jury punishing an employer uh just cause it's easy to punish and that was

[00:52:16] the point here I think this is a bit over a bit over the top now where in and you guys can click

[00:52:22] through all you know we'll have the link down there for you um but what was interesting here

[00:52:27] is that the employer didn't change the job description to affect the employee her role the

[00:52:33] her role required her to present at sales meetings to talk with people to present in person

[00:52:41] and they offer her the ability to pre-record presentations uh but she didn't they the the employee

[00:52:49] did not want to take questions live she wanted them email to her like at what point

[00:52:54] is this now impeding the ability of the employer to actually close business because you can't

[00:53:00] answer real time questions you have to have them email there's a 48 hour delay it's a recorded

[00:53:04] video this is where again as a capitalist this is real simple you're there to help the business make

[00:53:11] money yeah period that's your value this is an nonprofit if it was a nonprofit maybe I'd feel

[00:53:17] different way or if it was a government job I don't know I feel differently but this is a corporation

[00:53:21] corporations you only exist to make the company money or you cease to be relevant so I mean

[00:53:29] a that's just a lot of money the emotional duress all that yeah yeah that's where I'm automatically

[00:53:35] don't believe any of that stuff however if if there's something that the company did and then

[00:53:40] that's absolutely wrong yeah they should pay like I don't I don't believe in companies gonna

[00:53:44] all stop free also don't agree and just penalizing companies because you don't agree with them so

[00:53:50] no yeah all right the state of workforce skills gap 2024 report skills gaps aren't widening

[00:54:00] they're worsening this is that springboard dot com idea uh thousand respondents always like

[00:54:07] looking at the uh the methodology that of these reports to kind of see how they get baked so it

[00:54:13] validates a whole lot of things that we already kind of know about skills but if you need to be make

[00:54:18] a business case for tech or for hires or whatever 70% there's four day deployments 70% of leaders say

[00:54:26] there's a skills gap skills gaps we're getting worse data analysis skills are our sets are high in

[00:54:34] demand companies are severely lacking in strategic strategic thinking skills so the report itself

[00:54:44] really cool if you're into skills gaps like again skills gaps have always been around so like

[00:54:49] if you think this is something new like oh my god there's a twenty twenty four skills gap they've

[00:54:54] always had skills gaps the skills gaps when we were you know when when when in the 1880s there's

[00:55:01] skills gaps so there was things that were happening we had certain skills and then some of the new

[00:55:06] technology or otherwise change happened but we didn't have skills for that this isn't new but if

[00:55:12] you I really what I care about is if you're trying to make a case for as a practitioner you're trying

[00:55:18] to make a case for hire we're trying to make a case for technology to help you hire they these

[00:55:24] reports are all they're super useful to pull data from and then say okay here's why this

[00:55:29] purchase is important it'll help us narrow never erase narrow the skills gap so springboard.com

[00:55:39] okay so I've got one more piece on for research okay we got so EY's work place report is out

[00:55:53] I want to get your thoughts on on this so our employers doing enough to communicate their interest

[00:55:58] in supporting lgbtq plus workers. Hmm are they doing enough? It depends on who you talk to

[00:56:10] so again if you talk to executives or comms internally they're going to say yes or maybe they'd say

[00:56:17] something politically correct like you can always do more if you talk to the audience or the

[00:56:22] underrepresented groups it's it's night and day there's so much more to learn and there's so

[00:56:31] many different ways to communicate and again I think some of that comes down to being genuine and

[00:56:36] authentic you know and actually caring about those groups the there's different groups of people

[00:56:41] so no I don't think you though we'd ever get to a point where those the audience would say check

[00:56:47] we made it I think is the more we feel that onion the more we're going to find out of other things

[00:56:54] that we didn't know and then we'll have to create communication strategies around those things so yeah

[00:57:00] yeah it's to be I don't think you ever get there but it's it's worth it's a journey worth taking

[00:57:06] I just don't think you'll reach that you'll ever reach the destination yeah I agree no it's one of the

[00:57:11] eight you take on that so you can find that over at EY they've got it listed there probably anywhere

[00:57:15] you google it you'll find it there as well so similar but different 2024 women's workplace

[00:57:23] experience for this was put on by the muse muse calm is conducted in February again

[00:57:29] again thousand respondents and one of the stats okay so here I give you three stats more than two

[00:57:36] thirds of respondents six seven percent let's see read it so get it right

[00:57:48] well I'm playing a jeopardy theme

[00:57:53] all right one of two thirds of respondents think that women in their industry have a hard time

[00:57:58] getting promoted it's a big number yeah eighty seven percent of respondents do not believe

[00:58:03] men and women receive the same reaction from managers when negotiating a salary in question yeah I

[00:58:08] want to dig into that one in a second approximately 50 percent of female employees

[00:58:17] of female employees are unsure if they're being compensated equally to their male counterparts

[00:58:23] so it's 50 percent the tough part about that one is that's a transparency thing that's a

[00:58:28] compensation transparency thing but going back to the middle one 87% of respondents don't believe

[00:58:34] that she is women received saying what I want to know about that in the future is was that female

[00:58:40] to female was that female to male was it in person was it zoom like how did how did that

[00:58:47] negotiation happen before some of the pieces of that it sucks no matter what if 87 percent

[00:58:54] don't don't if if 87 percent of a population feels that something's that's that's that's not

[00:58:59] a perception reality at that point right and so it sucks with some way you need to fix but I

[00:59:04] want to know more about the dynamics that kind of led to that outcome so it's a great study

[00:59:10] and again if you're really into this type stuff the muse.com and this is their

[00:59:15] 2024 women's workplace experiential point yeah I think I think so on on and when I when I ran

[00:59:22] through that one the that's the that's the key point that kind of stuck out to me out to me was

[00:59:28] a negotiation piece there and what the question that came to my mind and I'd be curious really to

[00:59:34] get to get to you know to learn more about this is is it is it hard on the negotiation because

[00:59:44] the male if it's a male boss is it intimidating is the stature of that person intimidating right that

[00:59:53] demands behind the desk and and the females they're trying to negotiate you know I'm curious

[00:59:58] to see really what's driving that on top of yeah that's saying I want to know that does

[01:00:04] how about yeah because this could be a completely different bit if it's women negotiating with women

[01:00:11] right right so or are basically men and women let's say the in this case the female is the leader

[01:00:19] and men are negotiating negotiating sour increase and women are negotiating and they're being

[01:00:24] punished or they think that the man man again that's kind of also a transparency issue as well

[01:00:30] yeah I think a lot of this stuff you shine light on a lot of this stuff it gets fixed yeah absolutely

[01:00:36] take a look at it that's a great report give you some good data and consider interested in that stuff

[01:00:40] I got one more on the R yeah ready the state of misconduct at work in 2023 so pharma.io they did a research

[01:00:52] report for last year so look back at all of 2023 and a pharma is a supporter of work to find

[01:01:00] but I actually found this on my own so there's nothing that they said to me I found it and it dug

[01:01:05] into it and I'm fascinated with the intersection of misconduct and candidates because it really

[01:01:12] delved into the things that happen from a misconduct perspective in the recruiting process

[01:01:19] and like harassment sexual sexual misconduct tolerance all kinds of ages of racism all the

[01:01:26] isms all thrown in there and one of the stats is one in ten candidates had misconduct issues

[01:01:35] again that's just crazy to be you're trying to recruit talent and then this stuff creeps up so

[01:01:43] I mean it had great other great statistics go and take a look at the report pharma.io

[01:01:49] misconduct at work 2023

[01:01:54] I've got some ready ready for the s yeah I've got some money things to talk about here to tease

[01:02:00] yeah so all right so I'm gonna I'll kick this one off um so I've got I know you got a bunch

[01:02:08] so I will cycle through these yeah to get them through but HR tech in the month of February

[01:02:16] if you haven't already looked into raised 400 well out of these specific subset of companies

[01:02:24] raised 467 million dollars in February half a billion half a billion dollars I feel like that's

[01:02:33] a that's a good number well do the math I mean just play that out right so that's six billion

[01:02:38] dollars a year yeah so six billion went into work tech and that's probably not using the entire

[01:02:44] category of work tech so that's probably a uh that's probably a uh a lot much larger number than

[01:02:51] six billion yeah so but just in February and it's hard to raise money right now like it's almost

[01:02:58] impossible to raise money right now so the fact that you know 500 billion or 500 million was raised

[01:03:05] in February is insane I mean if this is 2018 uh it's probably a low number for me but it is in 2018

[01:03:15] yeah no exactly so so let me go through some of these companies one company got the the line share here

[01:03:23] rain they took 300 million dollars of debt financing yeah it's a big number right so so

[01:03:31] rain which is similar to a lot of the companies that we know so much for for name yeah

[01:03:38] it could yeah it does actually rain looks like it's funny because there's rain and money

[01:03:44] that's what they do uh rain enables employees to to access to access their earned wages instantly

[01:03:53] right by improving with you know obviously we're attention yada yada yada all the stuff we know

[01:03:57] right like the alley pays of the world that do this uh 300 million uh that's followed up by in

[01:04:04] in tensi uh 64 million which is real-time video analysis so it's but it not people to to analyze

[01:04:16] environments so to empower to to analyze the environment to help in safety awareness and oh that's

[01:04:24] cool yeah yeah all that stuff and there's a bunch of scribes in here bright plan upwards

[01:04:32] so upwards is a care company um there's another one here that hello high people forced

[01:04:39] we made it in this one um so there's a bunch covered on the barf yeah interview i a

[01:04:46] not a i a um which is yeah so they they got the lowest and the to stick here they've got

[01:04:54] 1.2 out of that i guarantee they did that that that number they didn't capture everything

[01:04:59] because if 300 million went to one power play and it's 440 uh otherwise they didn't capture

[01:05:06] everything i mean in the sense of there was other money they just didn't capture all the categories

[01:05:13] right oh yeah well yeah now i'm sure yeah absolutely all right so are you got a bunch so i know we

[01:05:20] were well i got through that i'll i'll i'll stay with the um the theme zezoum which uh which

[01:05:28] lends money uh for fee for for employees this is a kind of an earned earned wage access play and i

[01:05:38] think what we're learning with all of the funding that happens in that space is that's table stakes

[01:05:43] that jenzy and alpha and basically all generations now think once you've worked something you deserve

[01:05:50] to have that money that float that employers used to count on uh of of basically we're going

[01:05:58] to hold your money until payroll which is two you know two weeks later or month or a week later

[01:06:04] whatever the floats that float is no longer there and i like that because it's it float if you think

[01:06:12] about it float is a way for uh finance the business and so it's it's kind of your employer financing

[01:06:21] your employees are financing you doing business not the other way around until i like earned wex

[01:06:27] earned uh wage access plays so i think it's basically if you if you don't play that game you're not

[01:06:32] gonna get the best talent you're gonna be able to keep the best talent so zezoum zezoum

[01:06:38] i z oh oh n raise 34.5 okay that's good all right so

[01:06:49] you have any more you want me to run through these all run through because i i put all my 14

[01:06:53] in the one bucket as you should plan a tier that's spelled pa pa l and t i talked about them too

[01:07:02] may they were met of you uh so these are alums ex u oba and plan to alums the company's called

[01:07:09] met of you which is uh no it's it's an a i and hiring play they raised seven million

[01:07:16] and uh what what was interesting when i read this and i got this on on techfunding news.com

[01:07:22] so if you want to look at that is is one of the statements in that in press releases it's saved

[01:07:29] per the company it saves teams at least 20 hours per hire and when i read that i thought it said

[01:07:37] 20 hours a week i do my brain i thought well you know here's a technology it's got streamlined

[01:07:42] shit and it's gonna save you 20 hours a week i'm down i'm down with that but if you're carrying

[01:07:49] 30 rex and it's helping you 20 hours per wreck i gotta know how many hours are putting in every wreck

[01:07:55] to see if that's actually really super helpful i mean 20 hours is 20 hours i got that but uh i'm

[01:08:03] not sure that's i don't know i don't know if i'll find a lead with that is i guess what i'm struggling

[01:08:08] with unless it was a more significant number so there's that but good good for them glad they

[01:08:15] raised money it's hard to raise money right now seven million to met of you all right next one clover

[01:08:23] leaf which Ryan they have been on the use case podcast they have talked to Darren uh and that's

[01:08:30] actually published uh we talked to Darren two months ago yeah he did not mention that he was doing a

[01:08:36] series a so this is probably that's right seven point three series a extension so there's a lot

[01:08:45] a lot of money and uh and one of the one of the the things in the press release this is on alpha

[01:08:51] maven.com it does all kinds of funding news and only five percent of employees have access to coaching

[01:09:00] platforms so clover leaf is and is a coaching platform a lot of AI it's very cool go and listen

[01:09:07] to the it seriously it's a really good interview and listen to Darren talk about kind of the bit

[01:09:13] of clover leaf and again it's just interesting to see that they raised money and he'd never he never

[01:09:18] mentioned that that that was even something that they were doing so good for them band we're

[01:09:22] taking his episode down no lie sweetest startup buddy wise not bud wiser buddy wise they raised

[01:09:34] uh 3.5 million euros and it's a AI power AI power workplace safety

[01:09:43] um and a platform so basically what they're what they're what they're doing is they're helping you

[01:09:50] with safety and understanding kind of what's going on so one of the things i love so go to buddy wise

[01:09:55] dot com by co CEO so be you dd y w i c dot c oh any go there because this is actually really cool on

[01:10:05] your website you're gonna see an iceberg scroll down on the right hand side you'll see this iceberg

[01:10:11] and it's above the waterline of the iceberg is 20 serious incidents per year here and below

[01:10:19] the waterline is 180 thousand unseen unseen unsafe situations so so think that's an iceberg right

[01:10:30] so this is the tip of the icebergs above that you know 20 20 serious incidents per year and

[01:10:36] underneath that is a massive amount so anything you can do to make that number lower with software

[01:10:43] otherwise uh is is huge i mean all the it whatever you have a safety accident

[01:10:49] soft productivity a morale the other stuff you lose money it goes straight to the bottom line

[01:10:56] you just lost money can't get it back so you know that's a huge number and it's a great graphic so

[01:11:02] check it out next all right the last one on funding let me double check so the last one

[01:11:08] funding that i thought we should talk about is borderless AI came out of stealth i always love

[01:11:16] when people come out of stealth so they come out of stealth um and borderless AI raised

[01:11:22] seventy uh twenty seven million dollars came out of an a an it's an an AI powered employer of record

[01:11:33] so the so think of the things that do uh and EOR type of relate things so when you read this

[01:11:40] this is on huntscaneland.com the platform automates the complexities of global HR

[01:11:47] stack such as payroll setup timeoff requests employing agreement generation all kinds of things

[01:11:55] in onboarding like it the list goes through essentially a lot of HR and so the way that i looked at

[01:12:04] that and whatever I read it is okay look at your low value task as a as a human in in HR and in

[01:12:11] recruiting look at the low value task and get as far away from them as possible

[01:12:17] to just just think through think strategically if you're doing something this low value style

[01:12:22] do it but understand that your right that technology is going to take that so get away from that

[01:12:28] and also consider where the humanity or where the humanness needs to be and plant yourself there

[01:12:35] right in recruiting an nhr because i mean twenty seven million dollars that's that's basically

[01:12:40] i'm sure they're calling it a cda but they're coming out of stealth and again go to you can

[01:12:46] you can take a look at them their website also did a good project job on the press release but

[01:12:51] it's a borderless AI 27 million dollars all right that's all i got man that's the F's all right we're good

[01:13:00] and that's the uh that's the bar's node we were done the bar we've got we got it all so now you

[01:13:06] can go finish up your history of cunts and enjoy and and love your family and eat chocolate and

[01:13:12] whatever else you have them for dinner how about it if you're still listening please subscribe

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