Best and Worst States for Working Dads, Workplace Harassment, Corporate Espionage, and 1.5 Million TikTok Followers Can't Be Wrong

[00:00:00] What is going on every here? William Tinkup here today with The BARF. This is our look back at the week that was so you could prepare for the week that is. Did I steal that from

[00:00:15] somebody or is that actually probably yeah, but it sounds like I know what I'm talking about. So I'm gonna go with it. I'm gonna go with it. So this has been a yes, this

[00:00:26] been an interesting week man. It's been it's been fun and long and feels really long this weekend awkward but yeah. What's you know, I'm looking at you. So if you're watching, he's wearing obviously

[00:00:44] because you can see if you're not watching, he's wearing a what do you call that fuchsia? No pink. Oh no, it's hot pink. Hot pink California Barbie pink shirt from I saw which is a sponsor

[00:00:56] by the way. So thank you all. However, I need a new shirt if you're listening. If you're listening because I put mine on it looked fantastic. I watched it and then I dried it. No, you don't dry. You don't dry. And now it's a life lesson right?

[00:01:13] Yeah. Now it's almost like I gained a bunch of weight. You just gave it to one of your daughters. Yeah. Yeah. And they dig it too. They do. I'll take a picture and I'll yeah. They wear it. It's a nightgown for them, but you know, Yeah. 100%

[00:01:29] Anywho we've got the bar for the 23rd. Today is 23rd. That's correct. Sunday. Yeah. It is Sunday the 23rd. So why don't you kick us off? Get us kicked off on the news man. What do you got?

[00:01:40] I will. I will. So far for everyone that hasn't listened before breaking news, acquisitions, research and funding. We're going to blow through it really fast. Give you some fun stories to consume. We're just assuming that people don't listen to us.

[00:01:56] You know what? I'm hopeful and optimistic that people know, but if they don't. Yeah. All right. So first story I want to pitch you is Inside the Revolt at the Wall Street Journal. This was at nationalreview.com. So you can go there and kind of look up

[00:02:12] the story. Basically a new leader, a woman from the UK wants the paper to be reader first and sustain the white wealthy male base, but increase the online presence. Turns out the establishment within the Wall Street Journal hates her. So this is shocking, not

[00:02:37] shocking. By the way, I think she's making all the right moves because this is kind of what went on at the New York Times. You know, someone had to come in and go, yeah, you're doing it all wrong. Let's stop doing that. And it's happening at the

[00:02:50] Wall Street Journal, which is fantastic, but she is most most most hated because of the change and what it represents. No, well, good luck to her. So drink pack. You ever hear a drink pack? I have not heard of drink pack.

[00:03:12] Neither until I read the story. So drink packs sued the cloud based payroll software company that we know as Paylocity June 11th. So this is fairly new alleging that it committed errors that led to it twice being sued for alleged wage in our

[00:03:32] violations. So we've reported on so many of these employers just not paying people miscalculating payroll, miscalculating overtime, miscalculating travel expenses, all of the above. So these guys are standing up and they're just saying, dude, this wasn't our fault. So what I what I took from this story is

[00:03:57] that company and this is this is just as tricky because you you purchase a software you pay a lot of money for a software it goes down. Yeah, yeah, yeah, technically it goes down. And that's what you rely on. And so when it goes down,

[00:04:12] what do you do? Right? It's not like a house you have an emergency generator. So did it go did it go down like there was the system down or was it just miscalculated? No, there was an issue with the system. So outage. There is an

[00:04:27] outage. Yeah. So in 2021, Paylocity fell to accurately program the employees regular rate of pay for determining overtime. Right? So as well as meal premiums and all that type of stuff. So the question really is who's at fault? Right? So historically, the authorities, the enforcement authorities say that

[00:04:49] the employer is responsible for the ongoing management. So regardless of what happens, it's a suit that defiles another suit. So the government can't go after Paylocity. They have to go up to the employer. That's that's right has to

[00:05:05] be that way. Now what the employer will turn around and do is again, in that case, whether or not it was an outage or whether or not it was a calculation error, then the company will sue Paylocity or they'll work it out in some

[00:05:20] type of deal. Some type of joint settlement of some sort. Right? But we've reported on and so I just how many of these companies are just like, I guess we made a mistake as opposed to no, we really didn't make a mistake.

[00:05:32] It's actually the tech baking the mistake. So we'll see. All right. So are you familiar with GLP dash one drugs? No, can't say that I am. Oh, Zepik. Yeah, there you go. So there's a bunch of these, by the way, not just those epic, but there's a there's

[00:05:57] literally a ton of these types of things. Some of them treat just diabetes, some of them diabetes and also it helps your heart. Sometimes it helps your kidney. Sometimes it also helps your weight loss. So first it's diabetes. And so it

[00:06:13] has other things that that help and people are most familiar with those epic. I think it is a rage. A lot of people are taking these types of shots, these types of drugs. Now, what this story that I want to put you on

[00:06:28] is employee coverage for diabetes slash weight loss drugs GLP dash one rises sharply and will be a for me will employers continue to fund these drugs. Now I found a fantastic spulser today on this on I F E B P dot or it stands

[00:06:50] for International Federation and something employee benefits. But the thing what what is cool is it goes through and it tells all about the drugs and and and the rising cost in the drugs. So the rising cost is

[00:07:06] what keeping your eyes on. OK, that if the cost of drug is rising, your employee benefits and you have a pharmaceuticals, you have a you have a lot of how much will the will the employer pay of that particular drug?

[00:07:21] Will it pay half will pay all you know, well, you know, that's just a part of kind of your insurance or health insurance plan. So I also found one conjunction of this a great comparison article that explains all the GLP

[00:07:35] ones, the benefits and it also has a graphic that is fantastic for comparison. Like you can look at one graphic and see all the GOP's and then look at exactly what it does. How often you have to take it shot once a week,

[00:07:52] once once a day, blah, blah, blah. But but what it got me to think about why to want it, why I wanted to bring it up to you is with obesity being such a thing in the United States, 120 million or at least obese, not

[00:08:08] grossly obese and all the other different derivatives of that, or at least overweight. Let's just say that make it simple for folks. GoodRx.com if you go to goodRx.com and you put in GLP one comparison, it will

[00:08:25] give you a fantastic graphic to actually see exactly what these things do. And so with knowing what you know now, Ryan, you were you were not learned on GLP ones before this. Now you are. Will will accompanies stance on

[00:08:45] GLP ones will help them retain or recruit talent? Yes. Yeah, that's what I came to to. Did you want more of an analysis? Yes, it will because I mean, look, for obvious reasons, right? Like I don't

[00:09:02] want to pay for something. If you're going to pay for it, right? People go to companies because they pay their internet bill, their phone bill, their car bill, right? This is just another extension of that. I don't know if I

[00:09:17] love the medications and all that. I don't know much about it. However, yes, I do think that will go. I mean, people go for pet insurance. It's almost a lead with it. If you're if you're recruiting, putting in your

[00:09:29] job description, put it in your you know, put it in your job ad. And I notice you need to lose a little bit of weight. Let me just tell you about this family. Hey, you're fat and talented.

[00:09:42] We got you, baby. Oh, man. All right. I'm moving on because I loves me some co pilots. And you know, I always got to talk about a co pilot. So EY is going to roll out for 100,000 workers, the Microsoft co pilot, essentially making them their largest,

[00:10:04] obviously customer. So then there's a whole bunch of things, obvious things that it's going to do, right? But my stance on co pilots is that I want one every day of my life. I just think I

[00:10:18] can't wait until it is ready to be ready. PWC is doing this as well. They're using obviously not Microsoft, they're going to go with open AI for the same for the same thing. Yeah, so helps them helps them with their employees, helps their customers,

[00:10:34] employees, customers, everything. And so I'm curious is actually to really see where this goes because I joke about it a lot. And so co pilots going to be fantastic for all the obvious reasons at work. But I think as these things mature,

[00:10:50] yeah, that's when we're in and as a co pilots mature and the companies are upskilling their employees because we know that's happening. And there's actually a survey. I don't I don't know if I'm talking about I don't know if I have it and I can't

[00:11:02] remember. But 50 more than 50% of employees are ready and willing to be upskilled in AI. They've already come to the conclusion that if I don't do this, I'm going away. Right? And so I like consulting firms making bets here. That's yeah,

[00:11:21] like about it. Yeah. Yeah. So anyway, I like it. Thought you would Alright, let me pitch you this story tech firms tightened staff security over China's spike concerns. This was at payments pymnts.com. We get ready to talk. Hey, here's the

[00:11:43] deal. It sounds like a movie. But turns out business espionage is a real thing. Yeah, it's a good time to invest in identity verification products. So like ID me and some of the ones that you and I have demoed. This is a really good time to make sure

[00:12:00] that person is really that person. But you know, it's again, with especially with more and more, it bets that these big tech firms may, you know, this is this. This is just one of these things that they're going to have to be

[00:12:15] concerned about. They've been concerned. It's not like Google doesn't have a strategy or right, right? They have a strategy for this. However, the fact that they're actually saying we're going to get tightened, we're gonna get tighter about hiring people and making sure that they don't

[00:12:30] leave the office with your IP, etc. I found fast. Yep. All right. Just because I can and I want to talk about another co pilot. So I'm not going to waste too much time here, but Cepal launches co pilot for staffing recruiting recruiting

[00:12:50] candidate engagement. That's nothing fascinating or brand new. However, much needed. And obviously this just goes from the from the recruiters into clients into the whole bit, right? Like all the way down the line. So we're talking things here like what so the obvious things, right? Summarizing

[00:13:13] candidate profiles, bullying searches, personalized communication, all of that stuff. What I what I think often goes overlooked in the recruiter space, not HR or business or sales or any of that. But in specifically in recruiters is the ability for AI generated answers, both to

[00:13:34] candidates and to the recruiters. So in HR, there's plenty of models out there now and and platforms out there now, where they where the HR leader or somebody even legal can go in and get a really put it propose a complex question and get a

[00:13:53] real complex answer. Break it down. I'll take the opposite instead of logging into a system. All the people that are involved whether or not it's the hiring manager, the recruiter, the candidate, etc. They can then ask the question, hey, where

[00:14:10] are we at with so and so? Right. And so instead of going into a system and they just ask, they just ask. Yeah. Yeah. I love it. I love it. I love that recruit is coming. And I know this has been around for recruiters. But I think

[00:14:24] began as these things mature recruiters become significantly better and smarter at their jobs. So please don't be afraid, recruiters. We love you. All right, this story is nearly half of Dell's full time workforce in the United States has rejected return to office.

[00:14:47] They'd rather rather work they'd rather work from home than get promoted. But that's like it. So that's at fortune.com. So you go into Fortune and type in Dell employee work from home, and then you'll get all the bit. So

[00:15:03] here's what I think is going to happen. I think this sounds good. But there's gonna be some buyer remorse here. And it's going to also increase pay equity gaps. And it's so basically it's gonna be something that we're going to

[00:15:15] have to solve for in the future. So it sounds like, oh, yeah, hey, I want to work home. I don't care if I get promoted. Well, until you don't get paid until you know until some all these other people start flanking you and they start

[00:15:28] getting promoted, you don't you be like, wait a minute, hold on, what about me? I'm doing the same job. I'm better than so and so it's like, yeah. So I think it's kicking the can down the road. A lot of this is just like, Yeah, you want to

[00:15:39] work from home. And you think that that's a trade off for getting promoted. I think at one point, you're going to regret that. Yeah, I no doubt no doubt about it. I think it's it's it's going to be sooner than later. I think once you know a couple

[00:15:58] paycheck settle in and I've got some stuff later I want to talk about which is very similar to this. So some of my thoughts for that. Do you have white markets down there in Texas? Nothing. No, okay. Well, if you do, you can now know

[00:16:15] that they are $75,000 poorer. Not that that's a like, not that that's a major blow to the market, right? It's a big chain sales. Yeah, no, it's like an hour. Maybe not even. So anyhow, so they settled in EEOC lawsuit, alleging that it

[00:16:35] failed to stop sexual harassment. So I want to read some of this because I want to get it right because we're talking about sexual harassment. So in Mifflin town PA and I should probably Google that because I have no

[00:16:47] clue where that is. But I wonder if that's near Dundee Mifflin. I'm gonna say it's Northwestern. Maybe. I've never been out that way. It's by Dunder Mifflin and not even real. So anyway, supervisor at the Mifflin town PA location created a sexually hostile work

[00:17:07] environment for an employee through inappropriate comments and unwanted physical contact. So I'm just shocked that this shit still exists. That's yeah, well, yeah, I mean, a lot of a lot of hornballs out there. A witnessing supervisor failed to report the conduct and a general manager also

[00:17:29] failed to stop it upon being informed. Weiss markets required the her this is this is this is the part I'm kind of confused on. So it's almost like they were trying to say, No, this really, really didn't happen. You're just

[00:17:43] there's something wrong with you. So Weiss markets required the harassed employee to participate in counseling through an employee assistance program, even though management had no reason to believe she couldn't perform her job or was in danger to herself or others refusal to she refused. So

[00:18:02] refusal to participate in this program led to management firing her. So much bigger settlement. Absolutely, it should have been number one, the two this way is probably a small town up in PA somewhere, you know, probably looks

[00:18:18] probably like an hour from me. But I couldn't help but think these are like three or four men doing their thing. Yeah. And trying to brainwash or convince this employee, it's victim shaming. Yeah, like it didn't happen. Like no, no, no,

[00:18:37] no, we're very concerned for your health. That's how that's a mansplaining. That's not what we meant when we said yeah, yeah, it was it was kind of like I felt dirty reading it. It was weird. But I mean, hey, bad job, Weiss. You should be

[00:18:49] shamed and you know, no bueno. Alright, here's the story. California finds Amazon $6 million for alleged violations of warehouse quota law to warehouse. Okay, so this is at Fox business.com you go look at basically just Google Amazon $6 million you'll figure out. So California Labor's Commissioner's office has

[00:19:14] find Amazon a total of basically 5.9 million for the allegations that the company violated the state law, the warehouse quota law enacted in 2022 by working warehouse employees so hard that their safety has put a risk. Now, this will be controversial ish. Shit like this is how Fobo happens.

[00:19:43] Yeah, so Amazon's push for speed leads to high rates of injuries. It's robotics. Because robotics, they don't have to adhere here to quota laws. So you know, if you're if you're Amazon, you'll take the $6 million bite. Okay, fine. Got it.

[00:20:06] And at one point you're gonna say, you know what, if we invest all those fines into completely completely automating our entire warehouse process, which most of it is I've been in thought of a distribution center. A lot of it is. But

[00:20:22] if they do it even further, then they're just gonna get out of these types of cases. So no, it was enacted. Like when you go into that warehouse quota law, it was enacted in all in good spirit. Like let's not work people to death and make a

[00:20:40] creative safe an unsafe environment. Fair. However, at one point, these big businesses are going to look at it and say, you know what, make a decision? Yeah, I think we'll just get rid of the humans. Yeah, yeah. And probably give

[00:20:56] better service and less return rates and wrong products and all kinds of injuries and all that stuff. Alright, so borderless AI and co here team up to build a custom trained AI model for HR professionals taken on our friends over at deal

[00:21:14] and remote. So if you remember back in March timeframe, we talked about borderless AI, they announced a $27 million seed round. Since then, deal and remote, they've made news for big funding rounds, acquisitions, etc. I think you'll have like two

[00:21:33] and two weeks. Now borderless AI is announcing that they are teaming up with co here to essentially build a proprietary HR knowledge base across all of Canada. So it's a co pilot, or chat bot, sorry, that will work all across Canada for best

[00:21:53] practices and employment law. So the use case here, yeah, it is in it's it's obviously more complex than I'm talking how I'm than how I'm presenting it here. But the use case here is that it's going to help with task requiring complex reasoning

[00:22:09] and they go into what complex reasoning is critical thinking for their employees. Obviously with domain knowledge and capabilities. Anyhow, the interesting part for me here is employment law and in contracts as well. And so I think we're

[00:22:28] going to see a lot more of this across the globe, we've seen it a lot. And there's a lot of there's a lot of there's a lot of platforms out there that will do this for small business. And now I think it's becoming more accepted in

[00:22:42] enterprise. And that's where this is gonna gonna take place. Even if it's just a bot where you're asking is this legal? And it tells you know what I mean, it cites the case the case. Yeah, they're not it actually writes contracts and do all

[00:22:56] that other stuff. I think they're a legal AI start that will handle that that stuff. But just yeah, I think I think the challenge is going to be how do I trust that the AI is going to be correct right without me fact checking and

[00:23:13] doing all of that. I believe I just believe like me personally, if my employers saying yes, we trust it. Yes, this is good enough for our organization. Well, then I'm gonna trust it. And I and so I wonder at what at what level are errors going to be

[00:23:33] overlooked? But I think it makes the I think it makes employment law accessible to everyone. Absolutely. Thinking about trust or trusted verify or anything like that. I'm thinking about if I'm a hiring manager or hell, but just a

[00:23:46] manager of employees. Can I do this is this legal? Right now I can ask something a can give me the kind of the range of what is and isn't legal in Canada. Shit, I don't I don't

[00:23:59] have to know the law. I just have to be able to ask the question to be able to ask you give me the site the cases Yes, well I I'm not that I'm waiting for because I want to

[00:24:11] see it but I kind of do want to I want to see what happens when a company installs something like this they implement something like this and someone asked that question and the AI comes back and says yes you're good. And then there's a $50

[00:24:25] million lawsuit because they did something they shouldn't have. So I'd be curious to see how often that's going to Absolutely. Well, money time. It's acquisition time baby. It's a it is money time. Is this me? Am I going? Am I going first? Yes. Indeed you are right.

[00:24:50] Alright so I feel like I want to go do that was really cheesy bullhorn acquires text kernel to accelerate its AI strategy. Yeah man, text kernels been around for a minute. They've they've been around and you know it's almost like they've been forgotten in this one. Obviously they're

[00:25:13] they're significant but I think in the grand scheme there's not talked about all the time because they're doing things behind the scenes and curious to get your take on on this one because I think this is pretty significant for bullhorn.

[00:25:26] I've got over 2000 customers. The thing that text kernel or sovereign or tax tray or any of those they're the the Intel inside. Yeah, it's not a name that you know that you're going to know even if you're an HR tech, you know, they're

[00:25:42] just baked in everybody's stuff whether or not to CRM or an ATS or something like that. So bullhorn taking them off the market to me to me. It's an important acquisition. And even though they came up through resume parsing like

[00:25:57] those other players, they've really gotten good at smart matching. Yeah, matching insights. Right. Not just be able to parse like that. Yep. That's table stakes. So I wonder how it's going to impact the other historical parsing engines. That's what I first of all, I think

[00:26:15] it's a great acquisition. So I'll just say that's a great one for bullhorn to be able now to just kind of take it off the market. I mean, they'll probably still sell text kernel to people, but they're going to have it

[00:26:27] baked into their system. Right. And so that just you know, they say the rich get richer, right? Bullhorn owns what 65% of the international staffing CRM market. You know, now this just gives them their party partners for a long time. And then they just said, you know what,

[00:26:43] let's become more than part right. Yep. Speaking of partners, Keystone keystone partners, Keystone has acquired the Ayers group. It's a leader and executive coaching leadership development outplacement services from Kelly services. So Kelly services spun out the Ayers group and and had it as a standalone. I knew them

[00:27:08] mostly on the outplacement side. So I know that they did other things than that, but I knew more on the outplacement side. So you go there, Keystonepartners.com and read more about the acquisition. But this is one of these acquisitions where both people win. It helps

[00:27:23] Keystone's ability to deliver career management, leadership, transformation solutions, but it's a solid match of what they do. So they can sell to each other's customers just solid. I love these acquisitions because it's a piece of a puzzle with another piece of a puzzle

[00:27:42] will perfectly fit might have a little bit, but not that much. Or yes. So all right. I don't know if this is necessarily research. I like starting out that way. Yeah. Oh, yeah. So Hannah Williams, who I don't know, but maybe we

[00:28:06] will know. Maybe maybe we'll get her on the show. She's a Gen Z TikToker, who became an outspoken advocate for pay transparency. So this is this is actually kind of interesting, which is why I want to bring it up. So she graduated from

[00:28:23] Georgetown in 2019. She picked up her first job at 90k a year. Not sure what it was in. But after working there for a little bit, she is just a little backstores so people know who she is. She found out that others were making 130k for

[00:28:39] the same role doing the same job. Now I don't know what their experience level was if they were male or female, I'm assuming they were male versus female. But if they have 10 years, five years, I don't know what that is. Okay. So that I

[00:28:54] don't know. But she quickly became outspoken around pay transparency and pay gap. And has since just become a full time content creator. So she's actually built in pretty large following. She's got million and a half followers on TikTok. She's got 35 million likes or something like that

[00:29:15] 870,000 ish Instagram followers. And so she's partnered up with Capital One. So she's making some money there. But all around the topic of pay transparency. And so I wanted to bring this up because it actually she's actually making some inroads at organizations to have real

[00:29:37] intelligent conversations, it's not just swiping quick little video. She's actually made some inroads there. But in 2022, as is the with what they quoted, women earned 82 cents for every dollar that men earn I think that number has even broken down

[00:29:55] by race. So yeah, once you dig into the 82 cents, then you find that actually it's not 82 cents Asian women make right African American women may make right, right, right. So let's pick up the pace. Yeah. Yeah. So you did note that it

[00:30:15] takes 169 years to close the gender pay gap by the World Economic Forum. I don't think we'll ever close it. No, I don't think it will ever be closed, especially with stories like Dell, where people are going to get promoted that

[00:30:29] are working in the office. How is that ever going to that's going to worsen the gender pay equity gap? Not make it better. Anyhow, let me pitch this story to you best and worst states for working dads in 2024 by

[00:30:43] wallet hub. That's wallet hub hub dot hub dot com. You can go look at the study. Ryan, happy Father's Day. It was last Sunday. All right. So Pennsylvania is ranked 18. Texas is Texas ranked 37. New Mexico is ranked 51. Hmm. Wait, so I'm that way. Pennsylvania is the 18th worst

[00:31:11] state or 18th best. Yeah, it's it's it's yeah, well, it depends. 25 would be on the on the down slope, right? One to 25 would or one to 24 would be on the up slope. So you're on the up slope. So you're on the good side. I am not on the

[00:31:25] on the good side. I'm on the 37 side and New Mexico. Dad's last. So this is the best and worst states for working dads in 2024. So damn show. Oh, man. All right. One in five and five employees would take a

[00:31:46] pay cut for a four day work week. I say F that I am not taking a pay cut for a four day work week. I will work extra hours each day and take a four day work week but I'm not

[00:32:00] taking less money for a four day work week. The so you'd increase the hours. So you do. Yeah, yeah. Look if you're working eight hours do yeah, like add up a little bit or change the job or maybe we don't need to work 40 hours.

[00:32:15] I don't know but I'm not going to take a pay cut. I'll just work the extra day. Look, 78% of Americans are living paycheck to paycheck. They can't have less money. They can't have less money. 30 34% whatever that number is don't

[00:32:31] even think they can retire because they don't have enough money to retire. Right? How are you going to say, look, we're gonna let you work four days a week but we're gonna cut you 20%. No, I'm first of all it's one in five so I've so it is

[00:32:45] something to think about but the fact that they would take a pay cut just that one of five that would take a pay cut. That's insane. Yeah, you're gonna do them. You're gonna do the work. You're gonna cram the work

[00:32:55] and you gotta get at least paid and in a perfect world, you'd get paid more. Yeah. To do it in four days. I think you would get it. I think you would probably be more productive or have at least the same productivity in four days in

[00:33:11] less hours because you wouldn't BS the rest of the time. You get your stuff done. Yeah. Yeah, your motive. Yeah. Yeah. So, Ron Stads latest survey sheds light on the LGBTQIA plus community workplace challenges and path to inclusion. That's at Ronstead USA. You can go and take a

[00:33:29] look at their full report and I'm not gonna read all the statistics but the one that actually threw me a little bit was 50% of the of the survey respondents commend their in their employed pride initiatives. Now, what that means is another 50% did this is the colorization for

[00:33:52] Pride Month and stuff like that. The rainbowization of logos and stuff like that. So, whatever pride initiatives that that company has 50% of the people think, yep, we're doing a good job. 50% of the people think, nope, hate it. So, go read the study. I'm just quoting one stat.

[00:34:12] There's a bunch of really, really cool stats in it. Ronstead USA.com. Go tell your guy. Alright, I've got one more. I'll be quick on this one. Gartner. So, not much here. Well, for me, there wasn't much here. 35% of HR teams are not

[00:34:30] I'm sorry. 35% of HR teams are confident in their HR business current approach to HR tech. 65% aren't. Right. Huh. Okay. Yeah. So, there's a lot to be said there. They went on with how you can implement and how to

[00:34:50] incrementally implement technology and how to address AI concerns and all of that. But I mean look, if only 35% are confident, yeah, there's probably more work that needs to be done. So, 100%. Check it out at Gartner. Do you want to see that reversed?

[00:35:08] Yeah. Because the teams you want them to be confident about what they're doing. Yeah, nothing I tell you here is going to make you better at that. Go read the report. It's over at Gartner. New Deloitte Research reveals 80% of CEOs feel pressured by employees, customers and boards to

[00:35:26] improve human sustainability. Good. Do your job. At www.Dialoitte.com and go read the research report. My fear is they're being pressured but at the end of the day they're going to pick profit over planet. Yeah. So, that's the cynic in me is like,

[00:35:45] okay, I feel this pressure to do this. However, we have to make money and I think that that's going to be the eventual, the math that gets played out. So, yeah, I don't know that it's. Deloitte.com. Yeah, I don't think it's a popular opinion. I

[00:36:02] look, businesses are there to make money not save the earth. There are businesses that are there to save the earth. Cost of living ranking 2024 by Mercer, Hong Kong, Singapore and Zurich are currently the costliest city for international workers.

[00:36:21] That's at Mercer.com. You can go and take a look at their talent mobility. And so global, how do we, how do we, how will the costliest city impact garnering talent from those areas?

[00:36:34] So, if you live in Zurich, how does that impact your ability to get a job globally? Because you live in an expensive city. So, it's again, kind of the question age old question of how

[00:36:47] do you reconcile pay equity issues based on where people live? So, something to think about? Go take a look at the full study at Mercer.com. It's a good study. And now we're on to funding, Ryan. Dollar time. Oh, yes. Funding, funding, funding. There's

[00:37:04] actually a good amount of money. I didn't see too much in HR tech, but we can tie it back. So, AIM Security closes 18 million in a series A just four months out of stealth. So, this is obviously security company around AI essentially allows companies to use

[00:37:25] Gen I or enables companies to use Gen I in a safe responsible manner. When you tie this back into talent organizations. So, this is going to allow talent leaders and security and etc. To understand really where all Gen AI apps are enabled across the enterprise,

[00:37:45] which could be like I'm just putting something on because I want to put something in there. Right. The company will now be able to tell whether I put it in the company put it in,

[00:37:55] is it approved? How is it being used? Why is it being used? What am I doing with it? What's good, what's bad? They can turn it off. They can do whatever they need to do,

[00:38:03] but it allows them to see really what applications can store and learn your data important and understand what data is connected to which LLM, which is smart. And you can track back to the where.

[00:38:17] You can track back to the where. And there's obviously a lot of security and all this stuff for that's the main purpose of this. But 18 million congrats to them. We'll see a lot more Israeli based company showed me raises three million for expansion and costs

[00:38:35] cutting edge training solutions. This is at money leads dot co co what I like about this particular training kind of solution is they link training and engagement. So they got three million showed me.

[00:38:49] And you can take a look at the money leads dot com so you can read the story yourself. Ding. That's fancy. Nomad health, a provider of travel nurses and allied healthcare professionals raised 22 million. So this is actually found on staffingindustry.com.

[00:39:08] And so it's job. It's a job board that's focused on a scarcity based markets. Nurses, traveling, nervous, etc. I think it's a proposition to can lose. This is in my opinion. This is an example of smart money. Yeah. Yeah. Anything anything in that area.

[00:39:30] Not bad. All right. I'm going to mispronounce this maybe Kadana. Yeah, you got it. All right. Well, they just pulled in 7.4 so I apologize if I got your name wrong for compliant payroll services in emerging markets. And this was the key for me. I think talent

[00:39:48] in emerging markets is incredibly strong much stronger than you'll find locally. Actually, we've had some conversations just this week around that. But paying these people is not easy. There are governance laws, rules, taxes, all this other stuff you need to be aware of

[00:40:06] and be able to do some company. You can't just go in the countries and pay people. You've got to be set up and it takes time. So I think this is going to help that process.

[00:40:18] Yeah. I read this. I read the same story and it's getting employees paid and hard to get paid places. Yeah. Opens up the global talent market. So there's a lot of others more global payroll providers. But what I like about their particular focus is the emerging market emerging.

[00:40:36] emerging. Yeah. Yeah. emerging markets. Yeah. Well played. Stitch. PEO software focus, software company focused on human resources for independent medical practices launched with an eight almost nine million dollar in seed funding. This is at modern healthcare.com.

[00:40:56] So you can go read a little bit more. And so this is a PEO. It's a focused PEO, a very specific market. And historically with PEOs, the more focused you are, the crazier the exit. So they're focused on a very specific for independent medical practices.

[00:41:16] I think they're going to do really, really well there. I think it's just well positioned good for them. Learn to win provider of personalized predictive and secure enterprise training software raised an over subscribed 30 million dollar series a so so so this is at learned to win.com

[00:41:40] company's name.com. So 30 million dollar series a so let that's not small. No, no. Historically high. Yeah. That's a big number. And turns out skills training is important, like now 30 million dollars important. So for them, I like how they're focused. I like the money.

[00:42:03] And good for them for getting it over subscribed. Not easy. Last funding or we have story box raised 5.5 million euros in a series a this is video creation for employee communications. So this is the SAS news.com is where I found the

[00:42:26] story so you can read a little bit more about it. What I like about it is now comms has a new probably more effective way of way to communicate with employees video. Think tick tock for internal communication. So now you can now they can create videos

[00:42:44] about whatever the whatever they're trying to communicate and you can just scroll through it rather than going to the internet and meeting the policy or something, you know, shit. So I like it. I like the play and and I think that market the employees communication internal

[00:43:02] communication folks. I think they're gonna love it as well. Yeah, definitely. You know, I'm glad to talk didn't get into this itself. Like Facebook is tried to do Facebook at work

[00:43:15] and this and that and all this. I'm glad they just stay there late, right? Let let the people play let them enjoy do what you do. And that's who you are. I'm glad this is coming from someone else.

[00:43:26] But I do agree. I love this idea. And I think it's going to go. If I was an employee at a company, this would be the way to get me 100% percent. We're done. We barfed. We are done.

[00:43:43] So thank you all for listening. We have we have some stuff for Cornerstone coming out. So you guys will take it take a listen to that as it comes out. Subscribe, like and say everywhere.

[00:43:54] And if you see us out there this summer, maybe say hello. All right. Until next time.