ChatGPT, Stack Overflow, Child Labor, AI Generated Survey Responses, VCs and PEs Criticizing Employee Bloat

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[00:01:00] What is going on people?

[00:01:03] Ryan Larry, William Tink up here and you are listening to The BARF

[00:01:07] A look at the week that was so you can be prepared for the week that is

[00:01:12] Mr. William, what is going on today?

[00:01:15] You know we've had some, you know a lot of rain

[00:01:18] A lot of rain here in Texas

[00:01:20] The lake, our lake house down in Belting

[00:01:23] Was down 12 and a half feet

[00:01:25] Your house went down 12 and a half feet

[00:01:28] No the lake, the lake water

[00:01:30] The lake went down because we, it's usually a considerable lake

[00:01:34] But for Hurricane Harvey for whatever reason

[00:01:37] We let out the lake and it went down

[00:01:40] And then we went through a drought for a couple of years

[00:01:43] It is now above what it's normally supposed to be

[00:01:47] Nice

[00:01:49] So it looks gorgeous but it's the rain as, I mean everything's green

[00:01:53] Which usually you know in May

[00:01:55] Everything's brown

[00:01:57] Brown?

[00:01:58] But to look how it's like all the trees are flourishing

[00:02:02] The grass is really green

[00:02:04] Yeah I don't know where this is coming from

[00:02:06] We get like a week

[00:02:08] It's usually like the first cut on the grass

[00:02:12] Looks nice and flushing green, flushing green

[00:02:16] After that it looks like ass

[00:02:18] Yeah that's pretty much just too

[00:02:20] Not good, not good

[00:02:22] During the summer it's horrible

[00:02:24] So on good news, good note

[00:02:25] Fillies have the top record in the major leagues

[00:02:31] Go Fills

[00:02:33] Yeah it's too early, it's too early

[00:02:35] Well I think we'll be able to say that next week

[00:02:37] But the thing is

[00:02:39] This is the Rangers for 70 years or whatever it has been

[00:02:43] Always great up until the all star break

[00:02:46] And then at the all star break

[00:02:48] When they had open air stadiums

[00:02:50] They'd get to the all star break and it would be 118 on the field

[00:02:55] Yeah

[00:02:57] When they moved to a closed stadium

[00:03:00] Or a retractable roof stadium

[00:03:02] A dome

[00:03:04] Two years into it a dome

[00:03:06] Well it's a retractable roof so is that still a dome?

[00:03:08] I guess so

[00:03:10] Two years after they did that

[00:03:12] They won a World Series

[00:03:14] Shocking not shocking

[00:03:16] At this point last year

[00:03:18] I think we were like 20 games back off the Braves

[00:03:21] Because we won like three games

[00:03:23] So when we can be five or six up

[00:03:25] No no keep up

[00:03:27] I'd rather be up

[00:03:29] We just went through a road series

[00:03:31] We're five and two on a road series

[00:03:33] Which again if you can beat teams on the road

[00:03:36] You have a pretty good chance of making a playoffs

[00:03:39] That's very true

[00:03:41] Alright let's kick this thing off

[00:03:44] I'm gonna let you go first

[00:03:46] I spun the dice, I rolled the dice

[00:03:48] I guess you could technically spin dice

[00:03:50] What's road dice?

[00:03:52] Alright let me picture this one here

[00:03:55] Department of Labor, DOL

[00:03:58] Finds children employed illegally in dangerous jobs

[00:04:01] Tains almost 5 million

[00:04:03] 4.8 million in wages damages in the poultry industry

[00:04:06] Workers in California investigation finds

[00:04:11] 14 year old children using razor sharp

[00:04:15] Boning knives

[00:04:17] Okay so if you want to look more at this story

[00:04:20] DOL.gov

[00:04:22] And you just put in the

[00:04:23] D boning knives

[00:04:25] I'm pretty sure you'll find it out

[00:04:27] But for people that are

[00:04:29] At study employment law

[00:04:31] Or maybe they've forgotten a little bit about child labor law

[00:04:34] In 1938

[00:04:36] We passed the Fair Labor Standards Act

[00:04:39] F L S A

[00:04:41] Set the minimum wage for employment

[00:04:43] 14 years old for non-agricultural jobs

[00:04:45] Restricted youth hours

[00:04:47] Under the age of 16 they were

[00:04:49] And prohibited the

[00:04:51] Youth under the age of 18

[00:04:53] From being employed in hazardous occupations

[00:04:57] So why this kind of hit

[00:04:59] Is 14 year old

[00:05:02] He was saying it was very bad

[00:05:04] I rather than D boned

[00:05:06] I'd rather him D boned chicken

[00:05:08] Then D boned their friend

[00:05:10] I mean level

[00:05:12] That's fair

[00:05:14] I think we both have

[00:05:16] I have a 14 year old Jewish and 13

[00:05:18] Can you imagine them

[00:05:20] D boned

[00:05:21] She cooks spaghetti

[00:05:23] And I worry

[00:05:25] Let's just

[00:05:27] Man use the microwave and I worry

[00:05:29] Pretty sure one time you put tinfoil in there

[00:05:32] We've done the fork

[00:05:34] She's done the fork

[00:05:36] She left it

[00:05:38] I told her cook the pasta sauce

[00:05:40] The gravy

[00:05:42] Put it on to

[00:05:44] So let it just sit for a little bit

[00:05:47] We eat dinner

[00:05:49] All that stuff

[00:05:51] We leave

[00:05:53] We left for a school concert last night

[00:05:55] We come back just five hours later

[00:05:57] It's still on the two

[00:05:59] And there's like four tablespoons of sauce

[00:06:02] Left in the family

[00:06:04] Jesus Christ

[00:06:06] This is it

[00:06:08] Fourteen meals using D boning eyes

[00:06:10] Okay, no bueno

[00:06:12] Not good

[00:06:14] I've got one here

[00:06:16] So I'm sure you've realized

[00:06:18] In this space this week

[00:06:19] I've been working for the last week or so

[00:06:21] There's been a lot of hires

[00:06:24] A lot of big

[00:06:26] Executive hires

[00:06:28] Leadership hires

[00:06:30] People being moved around

[00:06:32] People going from company to company

[00:06:34] But what's going on here

[00:06:36] I'll read off a couple

[00:06:38] There's more than this that are out there

[00:06:40] But here's a couple

[00:06:42] That I picked out

[00:06:44] Work human

[00:06:46] New CMO

[00:06:47] And VP of product management

[00:06:49] And recognition solutions

[00:06:51] That's also changed right there

[00:06:53] Five executives

[00:06:55] That's huge

[00:06:57] That's big, ICIMS

[00:06:59] New CTO

[00:07:01] And new chief product officer

[00:07:03] Summer

[00:07:05] We've spoken with

[00:07:07] Chief innovation officer

[00:07:09] A light

[00:07:11] Two leadership promotions

[00:07:13] That they pushed up

[00:07:15] And then

[00:07:17] This miss on that is

[00:07:19] I've got one later on

[00:07:21] But we'll get to

[00:07:23] But Al Smith

[00:07:25] And ICIMS has been

[00:07:27] Kind of an industry stalwart

[00:07:29] Just a wonderful man

[00:07:31] Super super smart

[00:07:33] And big shoes to fill

[00:07:35] So shout out to Al

[00:07:37] New CTO

[00:07:39] And product officers

[00:07:41] I'm sure they all do well

[00:07:43] But good luck to him

[00:07:45] I think he's retiring

[00:07:47] So the one last piece

[00:07:49] Which isn't

[00:07:51] It's not related to our industry

[00:07:53] But law firms

[00:07:55] Are moving on what they refer to

[00:07:57] As deal makers

[00:07:59] These are heavy hitters in the M&A space

[00:08:01] And there's been three or four

[00:08:04] In the last week or so

[00:08:06] That have been announced

[00:08:08] That are significant in that category

[00:08:11] Which got me to think

[00:08:13] And I don't know

[00:08:15] It's not going to matter now

[00:08:17] Like not much yet

[00:08:19] But the non complete cost

[00:08:21] Right

[00:08:23] And this is what they're referencing

[00:08:25] And all of these things

[00:08:26] Which is really

[00:08:28] It's really interesting

[00:08:30] The law firm one to me

[00:08:32] I'm curious how that pans out

[00:08:35] Clearly they know what they're doing

[00:08:37] One of the M&A transactions

[00:08:39] That we're not going to talk about today

[00:08:41] But I was looking at

[00:08:43] It actually names the deal maker

[00:08:45] By name

[00:08:47] her him I was gonna look him up just to see like what's the bid and where they

[00:08:52] where they work but there's the first time I'd seen that I really read into

[00:08:56] that they list this person yeah they're focusing on there's three of them out

[00:09:01] there that just made moves and all three are like top tier like top one two and

[00:09:06] three in the country is kind of how they how they place it anyhow let me

[00:09:12] picture this one EOC finalizes harassment guidelines they haven't finalized

[00:09:18] or they haven't redone harassment guidelines in a long time but they opened

[00:09:22] it up last year 38,000 comments they went through all the comments and then they

[00:09:28] released guide guidelines or guidance for businesses and they've got two docs

[00:09:34] that are really really things that you should look at yeah so let me give you

[00:09:38] the title EOC finalize harassment guidelines addressing remote work

[00:09:43] gender identity a summary of key provisions it's got an EOC enforcement

[00:09:49] guideline or harassment workplace EOC.gov I'm sure you're gonna be able to

[00:09:54] find it super easy but the two documents is they do a summary of key

[00:09:58] provisions it's probably a two-minute read super easy and it goes through to

[00:10:03] break down exactly what is and what isn't harassment and then they have a fact

[00:10:08] sheet another document that's just for small business again if you've got 12

[00:10:14] employees maybe you don't maybe you're not tracking these things you here is

[00:10:18] what is and isn't exactly what to do it's different it's different between

[00:10:25] enterprise versus small yeah under 25 and pulling well federally under 25 under

[00:10:31] 100 there's different things that kind of come to play but but harassment's

[00:10:36] harassment whether or not you have one employee or 100,000 employees the

[00:10:41] definition of harassment what I like about this document is you know what

[00:10:49] is and isn't harassment yeah both the good news and the bad news yeah go take a

[00:10:54] look at it it's actually cuz you have to read the whole bit but definitely

[00:10:58] download those two documents so that you can you know the key provisions document

[00:11:04] and the fact sheet so that you could just kind of read it and go okay yeah I

[00:11:08] get it I understand that yeah I harassment so I mean it's a weird thing

[00:11:14] for me cuz I feel harassed I mean I'm harassing you all the time I was

[00:11:20] saying like I mean yeah I like if you if I'm if I'm sensitive and soft and I

[00:11:25] can't take it I'm gonna be a little upset yeah not sure right like is that

[00:11:30] harassment or is that joking right then there's yeah I get it but they they

[00:11:35] take all of that gray matter make it make it black and white yeah they do yeah

[00:11:40] they do so alright so a while back we covered a story where Google

[00:11:47] workers got asked for sitting in and doing whatever because they were against

[00:11:54] the project called project Nimbus to contract with Israel's a billion dollar

[00:11:59] contract well now they brought suit so they did for wrongful wrongful

[00:12:06] termination alleging that their termination violated violated the

[00:12:11] labor law so the I'm not I don't know the the full details here however I

[00:12:20] kind of agree with Google on this where and they they said this is a very clear

[00:12:24] I'm gonna read it says this is a very clear case of employees disrupting and

[00:12:29] occupying workspaces and making other employees feel threatened and unsafe

[00:12:32] right I'm all about free speech and protests and all that other stuff but

[00:12:36] the same thing that happened with these at the universities recently yeah when

[00:12:41] you take over a location and you sit in and you cause chaos this is a

[00:12:47] place of work this isn't yeah this isn't something that you got permits for

[00:12:53] and you can hold a protest somewhere or rally like you literally just sat in the

[00:13:00] office and said that's it no one's working today and that says that's not

[00:13:05] how life works so I think it'll be interesting to see how the NLRB rules

[00:13:10] on this they're not a rule in favor of the employees

[00:13:15] no I don't think they will I really don't think they will even know it's a more

[00:13:19] liberal NLRB than when you have a Republican president it's it's still a

[00:13:26] clear you know their contracts their employee contracts yeah are pretty

[00:13:32] bulletproof and so it's gonna stay in there it's gonna say language in a

[00:13:37] Google's not stupid they're good to say language in there yeah you just

[00:13:40] know whatever your political news yeah can't interrupt work sorry no you

[00:13:46] can't know so it's like these people that go in the middle of a highway and then

[00:13:51] they get hit by a car and they're suing because they got hit by a car and they

[00:13:55] actually bring charges against the driver stay the fuck out of the highway

[00:13:59] yeah all the signs you want on the side if they would have done if there

[00:14:08] what I don't mind protesting at all if that's your bid go I've never held a sign

[00:14:15] or been at a protest so I don't really first-hand know what that's about

[00:14:19] however I respect the right for people to protest right but sitting in is at the

[00:14:25] you know again if you're doing if you're out in the parking lot and your

[00:14:28] protest yeah good fair do you do you I'm gonna sit in in my office and I'm

[00:14:34] stop work here yeah exactly that's called a nap right now what do you know

[00:14:41] about the crown act crown royal yeah I wish nothing all right so so crown is

[00:14:50] this is actually really fascinating and it's important creating a respectful

[00:14:54] and open world for natural hair the C the R the O the W in the N so creating

[00:15:02] respectful open world natural hair this this is a bit that that's come up in

[00:15:08] Congress it got killed in the Senate but states adopted so the crown act was

[00:15:15] created in 2019 by Dove and the crown coalition you can go to crown act the

[00:15:21] crown act calm and learn more about it in partnership with a senator Holly

[00:15:27] Mitchell from California to ensure protection against discrimination based

[00:15:34] on race-based hairstyles and by extending statutory protection to hair

[00:15:39] texture protective styles such as braids locks twist knots and workplace and

[00:15:44] schools so here's the deal I've had I've had almost every hairstyle one can

[00:15:51] have with my hair and color I've done everything frostings you've had name it

[00:15:57] name it so I'm good seriously there's like no two pictures of me the same got it

[00:16:02] to for me it's it's you know I you wear your hair the way you want to wear your

[00:16:09] hair like I'm totally I am totally comfortable why is a thing I that's

[00:16:15] it is a thing because especially for people of color specifically African

[00:16:21] Americans within that the they the hairstyles with like if you do

[00:16:28] corn rolls or if you got dreads whatever for they've they've they've dealt with

[00:16:33] they're dealing with and have dealt with bias right hiring bias promotion

[00:16:39] bias all kinds of bias and so they basically said you know what hair

[00:16:43] should be hair should be a thing no and so 24 states so remember the Senate

[00:16:50] killed this twice they've killed this thing this the Congress has passed it

[00:16:56] twice Senate has killed it twice but what I found great about it is 24

[00:17:01] states have enacted the Crown Act right there yeah just wear your hair the way

[00:17:07] you want to just get the work done that's I think most people yeah most

[00:17:11] people but again man people are I was watching cat Williams special last night

[00:17:17] on Netflix problem number one yeah dude he is so off the way I mean I love exhaust

[00:17:24] it when you just said that no but he said this thing he said you know if in

[00:17:29] 2024 you're a racist cavemen are making fun of you because you're so

[00:17:36] stupid yeah this is one of those things like when I brought up the Crown Act

[00:17:40] you're like why is this a thing because there's still people out there it's that

[00:17:45] are racist yeah yeah none of that I mean it yeah none of that makes any sense to

[00:17:50] me it's just the stupid that's like tattoos like yeah like if you had a tattoo

[00:17:54] where you had to be a tattoo artist or a restaurant worker or like I mean like

[00:18:01] come on it's a tattoo I don't even care about tattoos on faces I used to

[00:18:05] I used to count like well you know in that kind of rule some of your like

[00:18:09] job opportunities out in the future I did not find like that over it went you know

[00:18:12] what no I don't care the face is not for me however I will say this when I see

[00:18:19] people especially so there's a few older people at the gym older as in like in

[00:18:24] their 70s like right you can tell half sleeves on their neck I'm just like

[00:18:31] that is awesome like it does not wrinkle maybe at some point if it

[00:18:35] were me I'd have like it'd be sagging like at some point I know it right

[00:18:39] right that's why I don't get them although I get one I'd have an entire body

[00:18:43] for 100% over anyway whatever man I got crap so Crown Act will have to keep up

[00:18:51] on it I guess no for the stupid people in the world alright so the final rule

[00:18:58] on the non-compete ban goes into play September 4th unless this federal judge

[00:19:08] gets their way they feel that the FTC is overreaching and they do not have the

[00:19:15] authority to remove this ban across the board that's the chamber of

[00:19:22] commerce is the ones that are correct fighting it which is weird yes on some

[00:19:27] level yeah yeah yeah they are again this goes back to you need to put a non-compete

[00:19:33] on a pizza maker right like conversation and that's what this is

[00:19:38] it's like I mean I mean obviously larger businesses can be part of the

[00:19:41] chamber you know local communities but yeah yeah it's just if I know it's

[00:19:48] more difficult than this but following up on the stupidity of the Crown Act why

[00:19:54] can't you just treat employees good and trust that they're gonna like you back

[00:19:59] yeah right I mean I don't really see it any more difficult than that unless of

[00:20:03] course you know you're at a fortune 100 fortune 500 your senior VP and you know

[00:20:09] that you have the recipe to coke to coke something different right you don't

[00:20:16] need to share the 11 ingredients of KFC got it everything else herbs and spices

[00:20:23] ingredients sorry that's probably no worries so andreason Horowitz investor

[00:20:30] says half of Google's white collar staff probably do no real work

[00:20:37] okay

[00:20:41] well read this his article is so genius so andreason Horowitz great investor andreason

[00:20:47] Mark andreason helped build the internet helped at least built one of the first browsers

[00:20:55] and he's been an investor for 110 years since one of the investors not not him but another

[00:21:02] and one of the investors says that half of Google's white collar staff probably do no real work

[00:21:09] and gotta read this article I hate saying this because I hate when people

[00:21:14] ask me to read books and shit but it's on businessinsider.com go there they recently

[00:21:21] did a story on workday that is also relatively funny because it starts off with I hate workday

[00:21:27] or everyone hates workday which is a funny bit I don't think everyone hates workday but the

[00:21:33] article goes and does a lot of things this is an gathering article it was pretty harsh so

[00:21:40] this is the one of the quotes from this article if you want to work from home like four days of

[00:21:46] work in your pajamas go to work for Facebook that's a quote that's a correct quote and what

[00:21:55] they're doing is actually really savvy this episode is brought to you by Shopify

[00:22:03] do you have a point of sale system you can trust or is it a real POS you need Shopify for retail

[00:22:12] from accepting payments to managing inventory Shopify POS has everything you need to sell in

[00:22:18] person go to Shopify.com slash system all lowercase to take your retail business to the next

[00:22:24] level today that's Shopify.com slash system this article is there attacking employee bloat

[00:22:33] like these tech firings that you're seeing they're not refiring these people aren't doing anything

[00:22:38] they're not doing work they yet they hired on a bunch of extra people they don't need them they

[00:22:43] can't they can't actually they're not doing work is the claim right from from vcs and it's

[00:22:49] not just in recent Horowitz by the way it's a lot of these things are saying the same thing

[00:22:53] they're kind of the beat from the same drum is they didn't need to over hire they're not really doing

[00:22:59] work so these layoffs are false layoffs yes people are being laid off but they weren't working

[00:23:04] they shouldn't have been hired in the first place yeah do you think they were hiring this way

[00:23:10] to eat up the talent so competitors wouldn't get them in 100 let's put them on payroll

[00:23:15] 100% it's the office space store I'm in a basement with staplers that's right well I'm

[00:23:19] going to draft I'm going to draft I'm Dallas Dallas has a draft right before Philly and we

[00:23:25] know that you want let's say a defensive back I don't think you're I think your defense section

[00:23:29] pretty good but let's say you would know you want we're gonna we're gonna we're gonna draft

[00:23:34] defensive the best defensive back on the board just so you can't have them

[00:23:39] problem is that Jerry Jones and Dallas wouldn't be able to discern who the best back is

[00:23:45] let's just I don't disagree I don't disagree it's just call what it is follow follow this trend of

[00:23:52] vcs and p's yeah actually attacking uh attacking employee bloke because I actually think it's a fun

[00:23:59] I think it's a good store yeah we should do a show just on employee bloke I think there's

[00:24:04] there's a lot there all right title seven so for those of you who do not know what title seven is

[00:24:11] it protects you the employee and applicants from discrimination around you know from obviously

[00:24:18] basics of race color sex religion national origin all of the above anyway so title seven is

[00:24:27] back in the news again I feel like it's in the news a lot maybe just because we're we're

[00:24:33] looking at this a lot but so there was a former ticket agent uh at an aviation company based in

[00:24:41] Maine uh was given the approval to move forward with her discrimination claim against the company

[00:24:48] which she claimed that she was fired for allegedly fired because the company's stereotype

[00:24:56] because of the company's stereotype belief that she would leave the company if her partner

[00:25:05] quit or was let go so they didn't want to lose two for one so that's what she's claiming now

[00:25:15] there's another example of this recently where walmart now not a huge sum of money

[00:25:21] but walmart paid out 60 000 to settle an eoc claim uh alleging that it refused to promote a female

[00:25:30] employee because she had a young family at home and didn't feel she could dedicate the time to

[00:25:37] the role yeah so there's a lot of examples of this a lot of examples of this that are out

[00:25:44] there in the market right now yeah and I can see uh retailers walmart in this case for retailers

[00:25:50] especially at a certain level um let's say the assistant manager level or maybe even department

[00:25:56] manager level yeah they work a lot a lot yeah it doesn't matter that they work a lot if you have

[00:26:02] a young family or your family or you have no family should matter it should be even something

[00:26:07] in the equation um so again that's that's silly that they wouldn't promote someone if they're good

[00:26:15] again getting back to if you're a great associate or employee and uh you can do the job

[00:26:22] well or not you have a young family you'll adjust yeah I don't I don't look at the walmart one as

[00:26:28] actually happening or not I shouldn't say that no it definitely happens it definitely oh I know it

[00:26:33] happens but 60 000 is them just saying just take the money go away we don't want to deal with this

[00:26:40] now if it came back and and the person was the woman was paid 750 000 no that'd be a little different

[00:26:48] but 60 000 just means they didn't even pay attention to this usually for retailers it's usually the

[00:26:53] lower uh assistant manager department manager make code director roles where you put in the hours

[00:27:00] right right all right so uh tag tabing the thing that we you brought up earlier about

[00:27:07] companies hiring new people and new executives volk which is kind of the multi posting programmatic

[00:27:14] space uh appoints retube mohanka uh former executive at IBM and linkedin as CEO as at volk

[00:27:24] v o in q dot com uh go take a look at it but what I found what I loved about this particular

[00:27:31] press release is okay career highlights senior vice president of europe ibeam smarter workforce

[00:27:40] vp and strategy business development eba linkedin learning and engagement senior roles at konexa

[00:27:46] and glint so she's bringing a bunch of experience to volk as their CEO i don't know if you criss-crossed

[00:27:55] her when you were at konexa does her name i wasn't i wasn't that important yeah well just

[00:28:02] just her name if it seems familiar she might have been in europe so you might not have ever

[00:28:06] seen her yeah but yeah just piggybacking some of the things that you already listed

[00:28:11] these companies are making different different bets with executives which is uh which is fascinating

[00:28:17] right yes all right so chat gpt partners with stack overflow um this was really interesting to me

[00:28:28] this one i like where this is going i know people look at chat gpt as a novelty right at least today

[00:28:36] but it actually is a business and there actually is it is being used across enterprises

[00:28:42] not just to type in silly things uh online so anyhow chat gpt is now learning how to code

[00:28:50] and they're leveraging the open api with stack overflow to to do this right so i think this is

[00:28:57] where recruiting is getting smarter right so chat gpt will in theory be able to assess a candidate's

[00:29:07] ability to code or to solve a specific set of coding challenges so think whiteboarding a problem

[00:29:14] right in an interview right now now chat gpt is going to be able to go in and recruiting or hr

[00:29:21] or whoever's doing the interviewing will be able to go in and assess what the coding is

[00:29:27] and pick out specific things that it's doing or didn't do what i like about the examples that i've

[00:29:35] kind of been thinking about in my head i like them probably because i came up with the idea

[00:29:40] but i still think they're novel uh is that recruiters aren't always recruiters don't need

[00:29:48] to be tech recruiters to be a tech recruiter okay i'm going to get hate there right however i i

[00:29:54] fully believe that i don't need to be a tech professional or a tech expert to be a tech

[00:29:59] recruiter especially now if i'm able to take your coding right your your your assessment

[00:30:08] and throw that into a chat gpt or any other tool there's a lot of tools that do this

[00:30:11] um and it doesn't just say yes this is verified it's good it says this is really good however

[00:30:21] look at this and this is what this means here are the questions to follow up with not only that

[00:30:27] here's because it's working off of it can also work off of your company data projects you're

[00:30:33] working uh tech that you're using um other you know top coders in your company can put stuff

[00:30:40] you can have them put stuff in etc etc it can now say well william he's you know we'll call mid-tier

[00:30:48] developer however he will work very well with this group over here because these three are doing

[00:30:57] this and he can help do this so now it can help with the placement and help the recruiter and the

[00:31:03] hiring manager see maybe not so fantastic for this role i don't like his coding skills

[00:31:09] but he's going to fit in over here and now they can start to assess and look

[00:31:13] in different directions that way so two things come to mind for the audience stack overflow like

[00:31:19] it uh on the back end of both those uh communities uh technical communities is a recruiting solution

[00:31:27] so if you didn't know uh now you know that basically you can run job ads and you can

[00:31:32] you can hire talent in those uh communities uh the other thing that i'd augment of what you've said is

[00:31:41] it's it is about their coding and approving their coding it's also the prompting that they're

[00:31:47] going to learn right so in chapter gpt to prompt code to do something that you want you're

[00:31:53] going to actually learn and they'll learn who's good at prompt engineering right and so you could be

[00:32:00] you you don't have to be a i'll say something that people won't like i don't think you have to be a

[00:32:05] good coder i think you have to be an excellent prompt engineer no code so it'll it'll get there

[00:32:14] 100 it'll get it'll get there so but but the thing is is they're learning both they'll be

[00:32:20] learning both sides of who's doing the radio coding from fresh or from the jump and then people

[00:32:26] that are also augmenting that with chat gpt right coding that comes from there they're going to be able

[00:32:31] to see all that which i think is great for recruiters i think your your point is awesome as always

[00:32:41] so let's do the a the acquisitions we got a couple of these three of these to to run through real

[00:32:46] quick echo 360 acquires inkling and the reason this came up on my radar inkling is jeff car who's been

[00:32:55] in our industry for 100 years he was a president ceo of inkling and just a great guy and basically

[00:33:04] learning engagement which is the echo 360 buys digital training because so so these things kind

[00:33:12] of make sense for everyone it's a win-win but i don't in general i don't trust m&a which doesn't

[00:33:20] disclose terms so whenever sorry whenever you see something terms weren't disclosed personally i don't

[00:33:28] i've never trusted that and i don't trust it now but i'm glad inkling had an exit

[00:33:33] and it looks like it's going to be good something good for the customers

[00:33:37] of echo 360 so good for them great acquisition right

[00:33:43] docuSign acquires ai power contract management firm lexion that how you say lexion i think this is

[00:33:54] this is a natural evolution for docuSign makes sense to bring a company in that was killing it

[00:34:01] already in the space instead of going down the path of every ats in the world and building

[00:34:06] their own solution so kudos to them for recognizing that so everyone knows docuSign a lot of companies

[00:34:14] big companies a lot of companies use docuSign okay we we use yeah so they've expanded into sales

[00:34:23] in hr docuSign has obviously they do employment contracts a lot of legal contracts all of the

[00:34:30] stuff that you could imagine docuSign doing is what they do now with lexion they are going to be able

[00:34:39] to go into those documents and help you not have to read the fine print which you're not going to

[00:34:46] read anyway right let's just be honest and so now lexion or docuSign with the acquisition

[00:34:52] will be attached to all of your documents and you will be able to summarize the documents

[00:34:58] pull out information in a document search very specific things in a document ask it questions

[00:35:05] so think um you know i don't know about certain things i don't even know what it's called

[00:35:11] in the in the legal document i can just say what is my responsibility for this right based on

[00:35:19] what it's reading it will then say or give you you know things to be concerned about what

[00:35:24] risk you potentially might have right um which i think is fantastic because nobody signs these

[00:35:29] things and if a company's sending out an employment agreement to a to an individual they just want a

[00:35:35] job and maybe they read the first couple things but let's be real they go down the salary they

[00:35:40] go down to their benefits they sign send it yeah honey look i got a new job we're we're good to

[00:35:47] go now this is going to be able to come back to them and say this is potential risk

[00:35:54] here's docuSign for 15 years yeah yeah watch yourself right i like it i think i think we're

[00:36:01] going to see this across a lot of these these companies and i think this goes to our conversations

[00:36:05] around transparencies organizations are not going to start sending employment contracts and offer

[00:36:12] letters and saying look at these five potential risks look at these really good things look at

[00:36:16] these bad things no right so a third party's gotta do that exactly and whether that comes from

[00:36:22] the company which i would hope that it would but it's not no this allows them to even if if the

[00:36:28] company is not using docuSign people who are applying for jobs candidates or people getting

[00:36:34] ready to accept employment offers should have access to a third party tool like this to run

[00:36:39] through it love it so yep all right fiscal soft acquired by black mountain software black

[00:36:48] mountain software is software for small to medium-sized local governments and fiscal soft

[00:36:55] is payroll and hr management for small to medium-sized local governments we don't talk about

[00:37:02] government hr tech for some reason um look we but it's an industry just like retail

[00:37:09] manufacturing financial service etc so this is a win-win for both fiscal soft now they get to

[00:37:18] kind of take their products and put them inside black mountain good for everybody they probably

[00:37:25] have different local governments that they serve so they can cross sell i think it's a great acquisition

[00:37:32] in looking at both websites black mountain and fiscal soft they look like websites that were

[00:37:39] built in 1998 so that's kind of a weird side note but uh like they were actually built

[00:37:46] in 1998 or they're just shitty websites again in fact i found this on fiscal soft

[00:37:53] fis kcalsoft go go and look at their website right now just go and look at fiscal soft

[00:38:02] calm and i swear you're gonna go is it 1990 holy shit page this is literally built on front page

[00:38:11] you gotta be kidding me this is like their site that's your site

[00:38:17] not making fun of fiscal soft nor black mountain software it's a great acquisition

[00:38:21] and they're probably catering to their to their audience they don't need a new fancy

[00:38:26] website with videos and ai and bot asking them questions they need something that looks like

[00:38:35] he was built on front page or i friend literally it literally does and they even have they even have

[00:38:42] a they even have a weather app i'm looking at now i wasn't joking i wasn't joking you're like

[00:38:49] ah surely it's a modern nope yeah nope yeah yeah now give me a great app position yeah congratulations

[00:38:56] all right i've got some really i don't know i'll put it out there it's research i you're gonna

[00:39:04] i don't know what you're gonna say about it i'm gonna put it out there because i think it's

[00:39:07] i'm gonna love it i think it's all right let me just stop talking i'm gonna put it out yeah

[00:39:13] yeah do that i don't like surveys right i hate taking surveys i hate them um and i don't like

[00:39:22] companies that sell survey data that's not real right okay that's my purpose to hold

[00:39:30] thing there so fair gen uh came across this fair gen boosts in air quotes survey results using synthetic

[00:39:39] data and ai generated responses so yeah so they okay that's that's just that's just fraud is what

[00:39:50] yeah right so not according to them um uh so not according to them so so synthetic data

[00:39:59] has been around like big user right okay so they've recently raised uh five and a half million so

[00:40:06] it could be we could talk about this later too um they total eight million in total funding so

[00:40:12] someone believes in them a little bit um the challenge is that people don't like taking surveys

[00:40:18] right they run away from these things fair gen what they do is they train an ai model they don't use

[00:40:26] llms they train an ai model exclusively on your survey data so let's say we're running a survey

[00:40:35] we want to we want to we say business case is 500 people we can only get 100 people

[00:40:43] but we need to move forward and we need to publish and we need to get some stuff going

[00:40:47] we take that we give those 100 responses to fair gen they model this right they they they model this

[00:40:55] survey data and they extrapolate from that what potential larger group would say how they would

[00:41:05] answer answer your survey they feel that this is mathematically guaranteed to be accurate

[00:41:12] because of their ai behind it i don't doubt that it would be accurate let me just start there

[00:41:19] i believe i i definitely be i'm gonna go the other side it's absolutely inaccurate

[00:41:25] yeah why and i'll tell you why it's absolutely inaccurate because there's only a subsection

[00:41:30] of the population that will that will actually uh perform a survey that will conduct a

[00:41:37] complete a survey so of the people that do conduct you've now taken data from just that

[00:41:45] small subset right and then extrapolated out which means that you haven't covered everybody

[00:41:50] you just but that's what you're just promising they're just saying based on your data how can

[00:41:57] they do that how can they do that this is kind of like the exit polls right and and it's exactly

[00:42:03] and it's like you know so-and-so is this and i'm like man you you enter you you literally

[00:42:09] asked three questions to five people right like how are you doing this this is what this is with

[00:42:14] they i can extrapolate with somebody doesn't answer if they haven't if people like i have never

[00:42:20] filled out a survey right so how the hell would they get to what i believe or feel about something

[00:42:27] wouldn't i don't understand what they say because i can't well look at okay let's say we did a survey

[00:42:33] when we had five we business gets us 500 we hit 500 well business statistically valid

[00:42:40] they're called business statistically valid is 100 completed surveys so the bar is well whatever

[00:42:48] yeah let's just say we did 500 okay and we got the 500 the research and survey that we put out

[00:42:54] is based on those 500 but those are people that answered that's right right the question who has

[00:43:03] had to answer a certain it's it's groucho marks yeah so what they're saying is 100 people do this

[00:43:10] we can predict what the other 400 would say based off of these 100

[00:43:17] but who are the people who are the other four i don't whatever maybe i'm not smart enough

[00:43:22] whatever i don't know that's i click through the link read it we'll drop it in the notes

[00:43:30] they're going to be a 90 billion dollar acquisition at some point and i'm 100 percent

[00:43:34] i ever said groucho marks 101 i refuse to join any club that would have me as a member

[00:43:41] same thing with surveys yeah i refuse i would probably refuse that club as well if you were

[00:43:47] joining the club no that's not true that's not true that's not true all right so the state of

[00:43:53] generous ai and the enterprise by deloitte fantastic survey so go to deloitte.com we get surveys

[00:44:03] yeah well these actually have like 5000 respondents so they're a little bit different

[00:44:08] and they're not extrapolating and using it they extrapolated it for 50 000 so it's all yeah

[00:44:13] sure so the survey itself so one of the things i think is important for practitioners for all of us

[00:44:22] is to figure out how people are actually using ai and specifically generative ai in the enterprise

[00:44:30] and best quote ever it's like on the second page of the survey the report we're in the first

[00:44:37] inning of a thousand inning game and there's much to be figured out as a chief analytics officer

[00:44:42] for financial services firm so just that idea that hey listen if anybody's you know if anyone's

[00:44:49] carving stuff in in in in marvel they probably should uh this stuff is so fluid uh what we're

[00:44:57] talking about today we're not going to be talking about next year at all so uh deloitte

[00:45:03] conducts excellent research go check it out we need to understand where ai and generative ai kind of

[00:45:08] hits the enterprise so anything that can give us any kind of guidance there is important research

[00:45:15] to keep up with go next now was at deloitte.com all right and the annual HR practices in ireland

[00:45:25] survey helps you keep a finger on the pulse of what's happening in the profession in ireland

[00:45:31] why is this research important so this is at cipd.org now cipd ryan if i said cipd what

[00:45:41] is that to you oh i i went to copd or whatever that's called what was that movie

[00:45:50] i was still thinking of the title on the annual hr practices in ireland survey helps you keep

[00:45:56] your finger on the pulse did you almost did it did you almost do it did you almost do an irish

[00:46:01] accent when you did that i didn't yeah not a good but it's kind of a weird title yeah but so don't

[00:46:08] worry about the title cipd is uh essentially like shirm it's an organization for the uk

[00:46:18] they have conferences and research and all that type stuff and so cipd would you know i hate to

[00:46:26] pair them to shirm because they're a little bit different but think of them as an association for

[00:46:31] hrds hr folks recruiters etc now what i like about this particular report is it outlines the problems

[00:46:40] like what they you know they surveyed a bunch of people and they said okay what's keeping up at

[00:46:43] night list of of things great that happens in a lot of research but what's different about

[00:46:50] this one is it offers up recommendations so here's you know talent retention so that's a problem

[00:46:59] that's keeping you up at night in ireland okay here's the four or five ten things that you should do

[00:47:06] to fix that problem and so if you do nothing but just go and download the report to review

[00:47:12] the recommendations it's worth it because this is actually one of those surveys where they outline

[00:47:19] what's wrong or what's keeping people up at night that's stuff but it also then

[00:47:24] lays heavy into the recommendations and i love research that does so go take a look at

[00:47:29] well there you go enjoy the reading okay here guess what time it is it's time to talk about

[00:47:38] berson it's time to reinvent town acquisition that is so berson and ams put out a report

[00:47:47] it's a good report so they they interviewed more than 130 hr executives and i'll give you some stats

[00:47:55] you know just to kind of kind of wet the whistle here so 32 percent are so this was this was where

[00:48:01] they add in your organization what is their role what are they doing how they included etc

[00:48:07] excuse me 32 percent of these executives said that they were involved in strategic

[00:48:15] workforce planning 42 percent believe that their company has no workforce plan at all that's

[00:48:22] that's a low number good yeah i think that's probably higher that's low yeah they use fairgen

[00:48:28] they'd be at 74 percent just to be honest nice fairgen i'm just gonna get a tattoo this is

[00:48:36] all right with us we'll give a shirt i don't want to be permanent not unless you're gonna give us

[00:48:40] some money on that massive acquisition about to have fairgid results whatever so 46 percent said

[00:48:47] they're running around without a head and when the layoffs hit they lose their recruiters first

[00:48:53] so nothing we didn't know i think this is just you know solid research to give you some

[00:48:59] comfort or discomfort in where we are in town acquisition but the outcome here is that

[00:49:05] urgency often trumps strategic planning so they're leading to rushed hires which is we know this but

[00:49:15] it's always helpful to kind of see it in writing that we're really focused on what is important

[00:49:21] right at this moment and not so much on strategy but that's leading to a lot of hires without the

[00:49:28] proper skill set or consideration for you know the specialty there the role so i think it's

[00:49:34] for me first of all love berson and ams i think it's when you say reinventing talent acquisition

[00:49:42] it's reinventing where the human is in talent acquisition and in this particular case matching

[00:49:49] up the where the human is is where the strategy is and workforce planning it's been one of those

[00:49:57] deals for years that companies talk about workforce planning but do a really poor job

[00:50:03] and that's going to change now it it's got it it's you've got to change it and with technology

[00:50:11] it there's no reason for it not to with all these platforms and solutions that are on the market now

[00:50:17] leveraging ai etc there's not there was an understanding you could justify hey we don't

[00:50:24] have a fucking plan right yeah because you've got a million fires to put out and you're

[00:50:28] down 50 people get it in that same situation there is solutions now on the market that can

[00:50:35] handle that for you and take that off your plate so now there's no excuse love it

[00:50:42] workers who jump ship during cobit are now regretting it conference board job satisfaction

[00:50:48] survey says so conference board you'd know the conference board by consumer

[00:50:58] consumer price index you'd know them because they've been studying it for 580 years

[00:51:03] they're really really good at it and so if you go to conference dashboard.org they've got all

[00:51:09] kinds of cool shit they've been studying hr for a long time strategic hr and they do a job

[00:51:15] satisfaction survey every year they're they're probably one of the best at doing research like this

[00:51:21] so so when they when they let out research dig into it because it's cool so essentially

[00:51:29] go read the report for yourself but one of the things with this one is it's it's

[00:51:35] emphasizes culture eats wages for breakfast so wages are important to employees and to

[00:51:43] candidates but it's not as much as culture and and and I think for me I think this is a combination

[00:51:52] of younger generations that work different priorities maybe even a little cobit hangover

[00:51:58] but you know it's worth watching it's worth watching they do this particular survey every

[00:52:03] year so it's worth watch worth watching the trends to see where this goes next year

[00:52:10] and so look at conference board in fact I've got a good food and that's a research there

[00:52:16] so if you reach out to me I can come plug you into her because she's wonderful

[00:52:21] and they just do great research so there you are all right the gig is up in a good way

[00:52:30] the share of Bank of America customers who received income from gig platforms through direct

[00:52:36] deposits or debit cards was above 3.8 percent in March 2024 surpassing the previous mark

[00:52:44] of early 2022 now we had worked to find our Bank of America customers we love it

[00:52:53] the the thing is the account number two oh hell yeah i'll give you i'll give you a

[00:52:59] routing number so i could just go deposit some shit we're good no but the the institute

[00:53:07] so institute bank of america dot com they have they have a bid for it's called consumer

[00:53:13] morsel hey it's really really cool uh and so they they put out these things these little

[00:53:19] these little nuggets so in this particular one what I found fascinating is banks have

[00:53:25] insight into gig platforms paying them paying who they're how much they're paying and who they're

[00:53:31] paying so like we've been talking about gig platforms for a couple years now right now these guys banks

[00:53:39] this in this case Bank of America they have access to the other side so like we could say our favorite

[00:53:47] you know we use fiver we've used fiver before uh somebody gets paid they're on an EFT or

[00:53:53] they're on a transaction that goes to a bank they know how much money is being transferred

[00:53:58] to those people from those platforms which blew my mind I don't know why it did because I just

[00:54:06] didn't think about it I just didn't think like okay where the money goes you know like I could see

[00:54:12] you know and so-and-so has five stars they've you know quarter million dollars you know all

[00:54:17] that stuff but I didn't think about where the quarter of a million dollars went and who keeps

[00:54:21] track of that so I think banks if we track it we can follow the money we can banks can help us

[00:54:28] understand gig work so we can reverse engineer gig work and the platforms of gig work and find out

[00:54:35] what gig platforms are actually making an impact based on how much money is being transferred

[00:54:42] from those platforms to banks so uh check this out at Institute Bank of America

[00:54:49] dot com and again this was under they have different categories but this was under consumer

[00:54:54] morsel gig economy and I think you'll find it fascinating uh or hope you find it fascinating

[00:55:00] fascinating because uh I think it just gave me a different lens of which to look at gig work

[00:55:11] Ryan?

[00:55:13] Oh I was on mute sorry I was saying was if they want to drop that 250k in the my account

[00:55:21] and now all right I'm all good all right so let's talk some funding there's a couple of

[00:55:27] fundings we should talk about this week we do we're far so Legion secures 50 million

[00:55:34] for growth investment so yeah it is that's a it's a good number so Legion's an hourly play they

[00:55:41] they do uh they're they're they will use the funding to drive workforce management accelerate

[00:55:48] their global expansion um so we're we're seeing it now and I think we're going to continue to see

[00:55:56] this a number of our hourly workers are skyrocketing right it's just I mean it's just what it is um

[00:56:03] but the experience that they go through during the hiring process

[00:56:09] is the same sometimes it just gets worse because there's less people running the

[00:56:14] process and they haven't done anything to to evolve it so anyhow lots of lack of communication

[00:56:21] poor selection process all of that results in ultimately which comes out to be just a really

[00:56:27] crappy subpar onboarding experience making an unhappy employee who then leaves for

[00:56:34] you know an additional 50 cents to the next guy um and I think this is an important play I

[00:56:40] think this is something that we could talk about for a long time um you know it's there's a lot going

[00:56:46] on here yeah Legion's a sleeping giant 50 million dollars growth growth capital this is this is

[00:56:54] basically the P or VC I think in this particular firm uh case basically said you know what you've

[00:57:02] got it right now you just need some capital to go and expand you know and and you know but

[00:57:08] it's validation on a lot of levels when somebody gives you 50 million dollars for growth capital

[00:57:14] that you've got your model right you just need more money to get it to more places right um

[00:57:19] I love it I think it's good we've talked to Legion before and love what they do and so uh

[00:57:26] they've got some great customers too yep so good for them change engine have you ever heard

[00:57:33] a change engine do you have yes okay so change engine for the audience that is both watching

[00:57:39] and listening meant to correct you at the beginning of that is uh what would I say watching

[00:57:44] listening listen Sianva meets HubSpot for their employee experience so they closed a 10 million

[00:57:52] dollar series act that's a that's a hefty series that's a good series act now this is on prweb.com

[00:58:01] it's a press release so you can go read more about that but I love anything that makes the

[00:58:08] employee experience better so whatever they're doing change engine whatever they're doing to make EX

[00:58:14] better is is good for everyone because great employee experience equals retention so

[00:58:23] I like that they were validated with a I think a really nice series A and uh and again anything

[00:58:30] that makes the EX better employee experience better I think it's a win for everybody so good for them

[00:58:36] good for them proud of these guys all right Altera they take in nine million dollars and this is

[00:58:47] I like this because it just it justifies it it lends credibility to my thought about co-pilots

[00:58:54] right hmm I really believe we're all gonna have co-pilots we're all gonna have assistants

[00:58:58] etc etc and we've talked about this right but this is where so Altera Altera is looking into the future

[00:59:07] here they're moving past co-pilots and getting people to assistance so human like workers we

[00:59:14] talked about a story like this previously where we say robot but it's literally just like a cute

[00:59:21] little toy that acts as a robot to help you do things or digital employee that's on a screen

[00:59:29] and you see their face but you can interact with and they help you with booking and calendaring answering

[00:59:34] calls etc etc this is getting as closer to that so the goal here is to have human like workers

[00:59:43] in the workplace with you as your assistant uh so maybe there's one of these

[00:59:50] robots or whatever they want to call them for a group of people and they're they're doing

[00:59:55] whatever they want them to do at that point whatever they're going to wind up doing but this is um

[01:00:00] we all you know the name Eric Schmidt right so he led the round he believes in this um and I

[01:00:06] I do too I think this is this is interesting you can you can find this really anywhere just

[01:00:10] Google terror and it'll it'll pop up it's getting a lot of play right now so first of all

[01:00:18] Eric Schmidt's involved it's going to win right hard stop I thought you had more

[01:00:29] I thought you had some thoughts on this one sorry no that's what hard stop means yeah hard stop

[01:00:34] okay um trio metrics trio mix so tr i o m i c s raises 15 million to automate oncology workflows

[01:00:48] with gnai power plant this was at news ramp dot com so go ahead and take a look at there if you

[01:00:54] want more on the story but it really got me I don't really care about oncology I don't really

[01:00:59] care about money they raise or any of that shit but it got me to think about two things words that we

[01:01:05] should start to um key in on automate and workflows so what that means is when you for me I think this

[01:01:16] is why it's important note when you see or hear optimize augment automate workflows that means to me

[01:01:27] less humans in those roles yep humans can be moved somewhere else to humanize that process

[01:01:34] or they can be eliminated so when when we talk and we talk historically about fobo if we were

[01:01:40] being obsolete uh it's real and these are the types of you know that whilst not in our industry

[01:01:47] per se this funding raised the question for me whenever you see outside of our industry

[01:01:54] you see technology that's automating workflows that you should go ahead and kind of make that

[01:02:02] do the math in your head they're they're creating first of all the sufficiency which is not a bad thing

[01:02:09] but they're eliminating humans and humans don't necessarily have to be fired they can just be

[01:02:14] moved somewhere else but my gut tells me that they won't do that that you're just going to

[01:02:20] eliminate the humans from the process so I don't hate the funding I don't hate the industry I don't

[01:02:26] hate any of that stuff I just want us to kind of think about okay the little hairs on the back

[01:02:31] of your neck should go up when you see optimize augment it automate workflows yeah yeah I don't

[01:02:38] I don't blame the companies for for this I think not at all a lot of these companies are doing

[01:02:44] their part in doing what they're supposed to do with this is a business they need to grow the

[01:02:48] company and as they grow these roles will evolve so I think in the beginning like in any change in

[01:02:55] time there'll be a drop off right people are going to be affected but then they're going to be back

[01:03:03] they're going to come back into those different roles so I think this is what we're seeing

[01:03:07] so I don't I don't hate the country no I'm done in order for this so all right so I got one

[01:03:13] final funding so class is the brainchild of the previous founder of a company called Blackboard

[01:03:22] which was an online organizational tool so this time this time he has a zoom add-on called class

[01:03:31] so total funding to date 164 million lots of money so class helps it's an it's an ed tech play

[01:03:40] they help teachers with assignments with notes attendance quizzes taking tests communicating

[01:03:46] with students virtually etc they've moved into business sales and business so here's here's the

[01:03:57] the relevant story for remote workers for hybrid workers in hr they have what they're calling

[01:04:04] now pro features so pro features lets everyone edit now this is this is when I want you to kind of

[01:04:11] listen to this because when I read it I originally thought why like I can do this on my own I don't

[01:04:20] need then I thought well yeah okay you have a solution it's all in one it's much easier it's

[01:04:24] compliant etc so so the pro features lets everyone edit a document in say Microsoft Office or

[01:04:31] Google Doc right you're on the zoom call everybody gets access it's collaborate you get this collaboration

[01:04:37] right so you can brainstorm on the whiteboard you can edit code together in visual studio

[01:04:44] the new so the new expansion that they've just done now transcribes the meeting as well as

[01:04:51] catcher captures all of the documents and files that you were editing oh cool yeah this is what I

[01:04:59] in the actual meeting so if I pulled up three different websites if I screen shared and I did a

[01:05:05] demo it's snapshotting that along the way and that becomes part of the notes after the meeting it can

[01:05:13] then go back and answer questions on everything that was discussed in the meeting including

[01:05:18] the documents and the web pages that were shared right so this is getting closer to true

[01:05:23] collaboration that actually makes it kind of fun because remote workers right you no longer like

[01:05:30] Williams gonna share his screen and show the Google Doc all right everyone jump in the Google

[01:05:35] Doc on your own machine do your thing it's now just up on the screen it's on the whiteboard

[01:05:39] everyone's doing their thing collaborating but I'd like the post meeting I like being able to go

[01:05:46] back and not just search the notes and have my action items my to-do is now you know

[01:05:51] Barney it's got to be accurate I like that it's actually able to then answer my questions

[01:05:57] hey William I know I have to do this how is this relevant or what can I do when I in my whatever

[01:06:03] to say to call to action was it reach out to somebody when I reach out to William what should

[01:06:09] I ask about concerning this specific topic it's now going to go back into the notes and say

[01:06:14] in your call with William here are four things that were mentioned during your call that you

[01:06:19] need to talk about it's going to go back and remind me it's going to make you stupider at some point

[01:06:23] because you're not going to have to remember to do any of this but I like it it got a lot

[01:06:28] of money behind it and he's got a track record of making people happy here don't bet against the

[01:06:34] founder of Blackboard this no period just like Eric Smith you kind of look at and this is a

[01:06:40] true of the movie industry as well a lot of actors look at who gets signed on right and

[01:06:47] that's how they determine whether or not they'll do some guys and gals don't even read the script

[01:06:52] they're like who you got who signed on right the caprio and denaro yeah okay sure right right I can

[01:06:58] be talking about hot dogs I don't care I want to be in a movie with those guys yeah gals you know

[01:07:04] like say and I think this is one of those bits previous founder of Blackboard yep yep took

[01:07:10] something from zero to nothing or nothing to and that was a long time ago yep that was a

[01:07:16] long time ago so he's you know he he does he's back yeah all right last last uh there you go

[01:07:24] last funding that we have is op med dot ai I'm gonna follow the the trend that I set just a second

[01:07:32] ago which uses ai to optimize staffing for operating rooms raises 15 million dollars this

[01:07:39] said siliconangle.com so you can go read a little bit more about that so here's one of the bits

[01:07:46] the healthcare industry faces a projected shortage of 3.2 million workers like 2026 by the way that's

[01:07:54] only two years away or maybe a year and a half away this this tech optimizes operating rooms

[01:08:02] so when staffing happens for an operating room we we have a surgery that's going to happen

[01:08:08] they're going to get a hip replacement so that operating room needs x number of people to be

[01:08:13] staffed this this technology oppa optimizes the staffing for that operating room so think of it

[01:08:23] like this it's scheduling on steroids and so if you need eight people in the room you need a

[01:08:30] anesthesis a nurse anesthesiast you need this you need that this is one of those deals the

[01:08:37] healthcare industry still they have both a labor shortage on one end and on the other end they have

[01:08:44] efficiency and staff inefficiency and staffing so this particular top technology op med dot ai

[01:08:54] is just optimizing staffing for operating rooms so imagine the opp opportunity of all the facets

[01:09:03] of things to be optimized staffing wise for healthcare if there if this company raised $15

[01:09:08] million just to optimize staffing for operating rooms there's clearly a market opportunity

[01:09:15] yeah so i think it's a good i mean you know again anything you can do to you know if we

[01:09:22] can lower healthcare costs which i don't think we will but if this does make us more efficient

[01:09:28] in operating rooms then maybe that that shortage in talent we can you know we can at least understand

[01:09:37] that maybe it isn't as much of a shortage as we thought if we're optimized so right there you go

[01:09:43] all right it's all i think i think we're good for today have we barfed we we have we have

[01:09:49] and some of these stories kind of make me feel like i did like i feel i got want to go take

[01:09:56] surveys now i just want to answer all the surveys and then extrapolate my brain anyway i did an s

[01:10:04] was an sat yeah uh no it's a psat i did a psat one time i think it was in seventh grade might have been

[01:10:12] an eighth where all i did was do a design on the scantron thing so i didn't i didn't look at

[01:10:20] any people listening to this don't even know what a scantron is this all right so what i did was go

[01:10:26] abcd dcba abcd i just drew a design on the scantron turned it in i don't know what score i got i didn't care

[01:10:38] i would call ps on most people but i kind of feel i got it no i didn't all right i think uh i think

[01:10:47] we're good for today i'm going to get on with my with my day thank you all for listening subscribe

[01:10:54] like us see us we will be traveling coming up soon we'll be back out on the road so that's awesome

[01:11:00] if you see us out there please yeah it's awesome come on it's good to get out of that house

[01:11:05] get away from that virtual background all right on that note we'll see y'all later