Chick-fil-A Transgender sexual harassment, Indeed Smart Sourcing, $1bn in HR Tech Funding, and more than 95 million to be skilled in AI before 2030

[00:00:00] ,

[00:00:25] You know what I like about I-solved?

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[00:00:55] For more information, go to iSolvedhcm.com.

[00:00:59] Hey, this is William, 10Cup and Ryan Lary.

[00:01:02] This is the bar, it's April 7th, Sunday.

[00:01:05] Hopefully we can prepare you for next week by looking back at this previous week on news and acquisitions

[00:01:12] and research and funding and all kinds of fun stuff.

[00:01:15] We've got a lot of great stories to pitch each other.

[00:01:17] If you're not familiar with the show, basically Ryan and I pitch each other kind of things that we saw this week.

[00:01:23] So during the week, we kind of keep track of stuff that we see is things pretty cool

[00:01:28] and all work related or we'll tie it back to what we think is work related.

[00:01:33] We do a little bit of editorial and I also try to give you the links to where these things are

[00:01:40] so that you can go and do your own research and come to your own conclusions as well.

[00:01:44] So translation is we find things that we feel are interesting.

[00:01:48] That's right.

[00:01:49] And try to make it useful for work.

[00:01:52] 100%.

[00:01:53] 100%.

[00:01:54] I think that's, yeah.

[00:01:55] We should just drop that in chat GPT and see if they can shorten that down like four words.

[00:02:00] See what it says.

[00:02:01] So a funny story real quick.

[00:02:04] I know you always mentioned John Oliver with this, right?

[00:02:07] It's her John Oliver show.

[00:02:09] I've never re-

[00:02:10] I've seen him a few times here and there.

[00:02:12] But I saw.

[00:02:14] I guess he did a show on gig workers part of his thing was on gig workers and somebody had broad arms.

[00:02:22] If you need to listen to this because they were arguing that door dash is bad, you know, all this stuff.

[00:02:29] He uses a laugh track.

[00:02:32] Yeah, yeah.

[00:02:33] I think it does that.

[00:02:35] I believe that's out of sarcasm.

[00:02:39] It annoyed the hell out of me.

[00:02:42] If you go back to any of the shows from the 80s, they all have laugh track.

[00:02:46] 2023.

[00:02:48] I know.

[00:02:49] I think it's ironic.

[00:02:50] Maybe that's a bit.

[00:02:51] It's not maybe not sarcasm.

[00:02:53] Maybe it's a horror.

[00:02:54] I couldn't get.

[00:02:55] I couldn't get this.

[00:02:57] All I can hear is.

[00:02:58] Ha ha ha.

[00:02:59] Actually, I think we have one here.

[00:03:04] It's basically what it sounded like.

[00:03:07] Anyway, he was talking about.

[00:03:10] He was talking about door dash and how it's bad.

[00:03:14] For restaurants and I fully disagree with this.

[00:03:19] Right.

[00:03:20] You know, yeah, because they have to pay a fee where everyone has to pay a fee.

[00:03:23] It's a software.

[00:03:24] You got to support them pay for all that.

[00:03:27] If you don't want to leave your house, but you want that food.

[00:03:31] You know, that's not hurting anybody.

[00:03:33] I've been to.

[00:03:35] I said, I've been.

[00:03:36] I have ordered from the number of restaurants that I would never have gone to.

[00:03:40] Right.

[00:03:41] Ever so if they're getting 75% of my order value to the restaurant,

[00:03:45] that's 75% more than they would have ever got.

[00:03:48] Yeah.

[00:03:49] Because I would one have never heard of them.

[00:03:51] If they're not show up in the app and two, I'm probably not driving 10 miles to go get it.

[00:03:56] Yeah.

[00:03:57] Yeah.

[00:03:58] This is like specialty restaurants.

[00:04:01] It's like there's a great Lebanese restaurant close to us.

[00:04:05] And I would have, I always it was there when I was in high school.

[00:04:09] It's called the Prince and it's.

[00:04:12] It's Lebanese food.

[00:04:14] I've driven past this place.

[00:04:16] Thousands of times.

[00:04:18] And Michael, my wife ordered from it and she loves it.

[00:04:23] So you know, it's like again to your point.

[00:04:27] I think that some of the, I think the specialty restaurants in particular,

[00:04:31] they get an uptick in business from people that would have never cared or found anything gotten those customers.

[00:04:38] So yeah, I think it's just a dump ticket.

[00:04:40] But that's okay.

[00:04:41] That's great.

[00:04:42] All right.

[00:04:43] What do you got?

[00:04:44] Story.

[00:04:45] I want to kick off here.

[00:04:46] Do it.

[00:04:47] So I don't really have a thought here.

[00:04:50] So I'll leave it to you to give a thought.

[00:04:53] Sure.

[00:04:54] I've got some thoughts.

[00:04:56] But I'll leave it to you.

[00:04:58] Transgender Chick-fil-A workers sexual harassment case may go to trial.

[00:05:05] I got two of this and he is once again accused of racial discrimination and anti-semitism.

[00:05:12] So this, this whole thing with Chick-fil-A.

[00:05:15] So we've done subway.

[00:05:17] We've done.

[00:05:18] Who are the other ones?

[00:05:20] We've the last couple of a lot of a lot of our stealing tips and yeah,

[00:05:23] stealing tips and sexual harassment and all of this, all of this stuff.

[00:05:28] Anyway, the so the franchise owner has unsuccessfully argued that the worker couldn't be subjected to sexual harassment by her co-workers because she is heterosexual.

[00:05:44] Yeah, that's a weak argument.

[00:05:47] Yeah, so I need to leave this to you because I just think it's ass and I number one.

[00:05:51] The fact that it may go to trial because of this.

[00:05:54] It should go to trial.

[00:05:55] I mean again, if there's something trial worthy, let's make sure we say that.

[00:06:01] If you go to McDonald's and coffee spills on you, coffee's hot turns out.

[00:06:07] So like don't something not everything should end up in that case actually did go.

[00:06:12] I know a long memory.

[00:06:14] A long time ago.

[00:06:15] Then they had to put on lids.

[00:06:17] Coffee is hot.

[00:06:18] I'm like, it's just a fucking dummy of America.

[00:06:23] If you don't know that coffee's hot, you probably shouldn't live.

[00:06:27] I'm just going to get a girl.

[00:06:29] I want to.

[00:06:31] Yeah, I think with the with the change gender in particular, I think first of all, harassment, harassment.

[00:06:38] And you should we should have zero tolerance for that in the workplace.

[00:06:43] And if this was sexual harassment, even more egregious, if you will.

[00:06:49] And it doesn't matter what her gender is or his or whatever the gender is.

[00:06:54] Harassment harassment.

[00:06:55] Yeah, they then so no matter.

[00:06:57] So the definition of workplace harassment.

[00:07:00] I'm going to read this because it's pretty clear.

[00:07:03] Workplace harassment occurs when there is unwelcome conduct based on race color religion sex, including sexual orientation gender identity or pregnancy national origin older age disability or genetic information according to the US equal employment opportunity commission.

[00:07:23] EOC straight up.

[00:07:25] Been that way for I mean they've added some things to it, but it's been that way for as long as I can remember.

[00:07:32] Is what it is and you I don't know what's going on with Diddy, but he's back in the news.

[00:07:37] So those guys taken over the news again.

[00:07:40] Yeah, I'm not going to do with work.

[00:07:42] Well, I guess technically.

[00:07:43] Yeah, it's technically work.

[00:07:45] Sex work.

[00:07:47] That's true.

[00:07:49] That is true.

[00:07:51] That is true.

[00:07:52] Bad.

[00:07:53] Yeah, so long story and hopefully didn't end up being the you know.

[00:07:59] More like Jeffrey Epstein did not so.

[00:08:02] Employee which the audience would know as a lot of different companies.

[00:08:07] So job by lever jazz HR.

[00:08:11] They have it in a brand new CEO Steve Cox is just brought in and brought in 25 years of experience.

[00:08:18] Not only new CEO, but once you dig into it about it they have a board new board chairman.

[00:08:25] So what I think this is K one is which is the key firm that's behind employee is cleaning up all the the acquisitions right and it might

[00:08:37] take a year or two for them to kind of get things together.

[00:08:40] But I think this is a really good sign.

[00:08:43] I think they're going to have a great time.

[00:08:46] I'm bringing in new CEO, they don't have any of the baggage of like he was the CEO of jazz HR.

[00:08:52] Right.

[00:08:53] So, you know, and he great guy.

[00:08:56] I mean, you and I talked to him in January just just a wonderful person.

[00:09:00] But now you take somebody from the outside who's got seasoned experience.

[00:09:04] Maybe that doesn't know the market as much.

[00:09:06] Who cares?

[00:09:07] Yeah.

[00:09:08] Now they can look at things in an objective way and go prune that add this.

[00:09:12] I think it's going to be a good thing.

[00:09:14] I don't know if we're going to see it right away.

[00:09:17] But I think it's a good thing.

[00:09:19] Yeah, absolutely.

[00:09:20] They did they did.

[00:09:21] I was a couple years now.

[00:09:23] Yeah, couple years and yeah, they've been running and time cleaned it up.

[00:09:26] So I've got an OSHA story.

[00:09:29] Okay.

[00:09:30] So I'm not sure if you saw this.

[00:09:32] But OSHA.

[00:09:34] So the Walker.

[00:09:35] It's called the walk around rule.

[00:09:37] So this is the essentially is the classic case of workplace retaliation is what this is helping to prevent right.

[00:09:44] So, right.

[00:09:45] This sucks at work.

[00:09:47] Okay, you're not getting promoted, right?

[00:09:49] Right.

[00:09:50] You give a tip.

[00:09:51] You blow the whistle.

[00:09:52] You get smacked somehow some way or at least the fear of retaliation.

[00:09:56] So I think this is this with this is this is a classic case of workplace retaliation and helping to prevent that on job sites.

[00:10:03] And so we just spoke with which is name.

[00:10:09] We haven't released the episode yet your story.

[00:10:12] Yeah, yeah, well, I can't remember.

[00:10:17] So anyway, we spoke to him.

[00:10:19] We definitely be headed it out.

[00:10:21] I'll leave it.

[00:10:22] I'll leave it.

[00:10:23] I'll leave it.

[00:10:24] Okay.

[00:10:25] We were speaking about workplace safety right?

[00:10:27] So so anyhow, this is third.

[00:10:30] They're now employees.

[00:10:32] You make it you make it be crazy here.

[00:10:35] Where so employees are allowed to bring third party have a third party present during walk around for safety walks safety walk around.

[00:10:44] Okay, right.

[00:10:45] And so now they have a way one to have a third party present third party third party.

[00:10:50] A safety person presents to see what's going on in the workplace and we're and this is any workplace.

[00:10:56] But my example is and I see this a lot in instruction.

[00:11:02] But also a way to anonymously leave that tip, which exists in a lot of companies today but this now formalized that process to help prevent.

[00:11:12] I like that.

[00:11:13] Yeah, to help to help prevent the retaliation.

[00:11:16] Anything that prevents retaliation could stuff.

[00:11:19] Yeah, absolutely.

[00:11:21] Okay, indeed launches AI powered product called smart sourcing designed to make hiring faster.

[00:11:28] This can be found on CXO today.com or.

[00:11:33] They can be found in many places so think of candidates as perishable goods.

[00:11:38] Smart sourcing is kind of what it does is it actually helps both the candidates and the recruiters.

[00:11:47] And their frustration levels to be quite honest with these are slow, etc. matches aren't great.

[00:11:53] Anyhow, we've tested it out.

[00:11:56] It's fast, it's accurate.

[00:11:58] Great move for indeed and great move for those two groups of people.

[00:12:03] Yeah, what I like about this play here is a lot of people lump indeed as like the old guy.

[00:12:10] Right?

[00:12:11] They've been around forever.

[00:12:13] And they do a lot of innovative stuff that they don't necessarily come out and say, hey, look at what we're doing.

[00:12:23] And this is one of those things where it's this gets us out of keyword matching right?

[00:12:29] Right.

[00:12:30] So we talked about this previously where there's a subset of a large subset of recruiting that enters keyword once.

[00:12:40] Now there are other tools out here that do things like this.

[00:12:44] This just happens to be smart sourcing through indeed, which I think it was fantastic.

[00:12:50] Just sitting on 300 million.

[00:12:54] Millions profiles.

[00:12:56] That's a lot of data.

[00:12:58] That's a lot of data.

[00:12:59] So you can get a bit of it.

[00:13:00] It's matching and pulling and learning all of that.

[00:13:02] Absolutely.

[00:13:03] Yes.

[00:13:04] I think it's a win.

[00:13:05] I think it's something to certainly look out.

[00:13:07] Look out for.

[00:13:08] I'm going to go ahead.

[00:13:10] You got another one.

[00:13:11] You want to go for another go for a couple of.

[00:13:14] All right.

[00:13:15] So this is a person.

[00:13:18] I don't know.

[00:13:20] Let me just go for a couple.

[00:13:22] Yeah, how just every moment.

[00:13:24] So this is a word that I hadn't been.

[00:13:27] I wasn't familiar with a Fim tech.

[00:13:30] Not Finn.

[00:13:31] Fim tech.

[00:13:32] So the article is on crunch base.

[00:13:34] And it's the next frontier of Fim tech, which focuses on women's health and wellness.

[00:13:41] And then I started to kind of like what's the population of women in America?

[00:13:45] It's 50.51.

[00:13:47] So let's just say 50 right?

[00:13:49] Are you going around it up to 51 if you want.

[00:13:52] So what I think this is why I think this is important for us to think about is we're going to start seeing more wellness programs.

[00:14:01] And I think that's why I think this is a really good thing.

[00:14:04] I think it's really, really cool.

[00:14:06] And so so Fim tech get familiar with the term.

[00:14:11] And also start to look for those plays that are going to be coming to you in the form of wellness.

[00:14:19] Yeah, this is interesting.

[00:14:21] I like.

[00:14:22] So younger Ryan would say.

[00:14:25] Why can't it just be wellness?

[00:14:28] Right.

[00:14:29] Yeah.

[00:14:30] Older experience to Ryan says, I'm okay with different groups of people.

[00:14:36] 100% now that I think it's okay.

[00:14:38] It's okay.

[00:14:39] Like I get that right.

[00:14:40] It's accepted now.

[00:14:41] Different groups.

[00:14:42] It's okay for different groups of people to have different programs to help better that particular class or group of people.

[00:14:50] 100%.

[00:14:51] And it's something that.

[00:14:54] I mean, younger me like I said.

[00:14:56] I mean, I was kind of like, why?

[00:14:58] Why do women need this or why do Jews need this or why do whites need this or black people to give you two examples that we both.

[00:15:07] This is probably at 18, what never even consent considered.

[00:15:11] Women are disproportionately impacted by insurance.

[00:15:15] Like they're, they're, their insurance cost more, which again is arguable as to why.

[00:15:22] But also the female biology is more complex than the male biology.

[00:15:29] Right.

[00:15:30] So, I mean, these are just facts.

[00:15:32] So like I think when you think of FIM tech that again, female founders creating technology for female customers.

[00:15:42] I just think it's a good thing.

[00:15:43] I think it helps everybody in the workforce.

[00:15:45] No, absolutely.

[00:15:47] All right.

[00:15:48] Yeah.

[00:15:49] Chat GPT.

[00:15:50] Yeah, I know it's overplayed at this point, but chat GPT so uses up.

[00:15:56] Okay.

[00:15:57] Yeah.

[00:15:58] And essentially for those that are under the age of 30.

[00:16:05] So this is part of this is some of my AI assistant.

[00:16:10] Everyone's going to have an AI assistant theory that I bring up kind of my four year work week that we're never going to.

[00:16:15] I think this supports that.

[00:16:18] And so I like the story.

[00:16:20] So on the surface, okay, this is just another.

[00:16:23] Goofy cheesy chat GPT buzzword, word, word, the story, right?

[00:16:27] Like we're using chat GPT but what's happening here is that so the and I'll drop the link again.

[00:16:34] I forgot where I found this.

[00:16:35] It's one of these stories HR dive maybe.

[00:16:39] Anyhow, 31% of those that are between 18 and 29 years old said that they've used chat GPT last month.

[00:16:51] In the last month.

[00:16:53] Yeah, let's start it is for work related tasks to help them complete a work related task.

[00:17:00] So I think we talk about this all the time.

[00:17:05] And I know sometimes story stories can be stretched to fit certain things, but I think this is really starting to show.

[00:17:15] And we know this, but I think it's starting to show that the workplaces fundamentally change because as the age of the employee gets higher.

[00:17:26] The use of technology and the use of AI assistant technology drops significantly into the teens.

[00:17:34] And so I think with this is with this is showing us is that the workplaces changing the technology to workplaces changing.

[00:17:43] And you're going to have to jump on this wagon here to support your employees, especially your younger employees that are now growing up in your and your company.

[00:17:53] I'll say something relatively bold.

[00:17:57] If you're not using it.

[00:18:00] For work, no, no, if you're not using it for work right now, you should probably be fired.

[00:18:08] Or a form of gen AI.

[00:18:11] Again, if you're not using already, you're already you're already dated.

[00:18:18] So you're already used. There's an inefficiency to your time.

[00:18:22] Like when you're boss, ask you, hey, that meeting was great. Can you summarize that for me?

[00:18:27] If you're not throwing that into chat GPT kicking it out, sending it to them, then you should be fired.

[00:18:36] Period in the story like not all salmon make it up the river.

[00:18:40] Yeah, how far in the way we're about 20 minutes in. Okay.

[00:18:43] So I can tell this story because I know my wife won't listen this far if she listened at all.

[00:18:50] That's a great start.

[00:18:53] Swim team board. We sit on the swim team board, right? Right.

[00:18:58] We have board meetings.

[00:19:00] She's the secretary and has the notes. Right.

[00:19:03] She sits there and reads the notes.

[00:19:07] And summarizes the notes and does the notes and then types them in.

[00:19:12] Like, will you give me the goddamn notes?

[00:19:15] Stick them in. Like we zoom.

[00:19:18] We're on zoom for the call, right? So use a zoom.

[00:19:21] I use fathom or fireplace something.

[00:19:24] Stop spending three hours literally three hours going through the notes and trying to remember this and just used the system.

[00:19:33] Use attack.

[00:19:36] I don't know. All right.

[00:19:39] I got a jump in ahead, but I've got an acquisition to run through.

[00:19:44] So you can go through it.

[00:19:46] I've got a few of the assignments.

[00:19:48] So I'll take a look at the video platform.

[00:19:50] Yeah.

[00:19:52] So not to be confused with lumina, my webcam technology.

[00:19:55] Right.

[00:19:57] The lumina the video company.

[00:19:59] So

[00:20:01] I love the people or career arc.

[00:20:04] I love when companies acquire other companies or integrate other companies and tech into their current tech to make it better.

[00:20:12] I think it's going to be good for them. Let me just say it's going to be good. Yes, okay said stated done all that good stuff

[00:20:21] but

[00:20:22] Why just now

[00:20:24] Video I don't think video and I know get hate for this. I don't think video is the now

[00:20:31] Like it was in 2015

[00:20:34] Yeah, I'm going to say through hey the acquisition gets you customers of aluminum

[00:20:39] They they're bringing over the CEO from limited to run career are correcting no so talent be or subparts say is

[00:20:52] career arc is known pretty well known is social recruiting

[00:20:57] But they're not known for video recruiting

[00:21:00] And what this does is it opens them up and their customers up to do recruiting via video

[00:21:07] YouTube shorts

[00:21:09] You know

[00:21:10] Instagram reels

[00:21:12] TikTok etc so just as it adds a couple more arrows to the quiver

[00:21:17] Great acquisition. So yes to all of that and I agree

[00:21:22] But what's next why I feel like videos is just hey they're not thinking about what's next

[00:21:28] They're thinking about what can they do to expand the footprint in their in their customer base right now

[00:21:34] Right and they're they didn't grow up through the lens of video they grew up with twitter and facebook linked down

[00:21:41] The usual stuff. Yeah, yeah, yeah, no

[00:21:45] All right two news stories

[00:21:47] Let me pitch on

[00:21:49] economic cost of the Baltimore bridge collapse how many jobs do you think were

[00:21:55] impacted by that bridge

[00:21:58] impacted how like

[00:22:00] Not being able to get the work and things like that. Yep. Yep. Yep. All those things. I'm gonna say

[00:22:07] 30,000

[00:22:10] That'd be 140,000 jobs

[00:22:14] 140,000 jobs so 140,000 jobs it impacted those things you can find this on Brookings.edu

[00:22:22] And you can kind of get into the entire entire thing and how they justify their math

[00:22:27] But it really made me think about when disasters happen

[00:22:31] How often do we think of the impacts of jobs lost

[00:22:36] Like we think about yeah, you know the houses and the buildings and stuff like that

[00:22:40] But I don't know if I've ever thought about when a hurricane hits like hurricane harby hit Galveston and Houston

[00:22:47] I don't think at any point during that that I think of I wonder how many jobs is great

[00:22:52] So I think what I want for the audience. I want you to think about

[00:22:57] It's a known it's an El Nino year we're about to start hurricane season

[00:23:01] Yeah

[00:23:03] Start thinking about those things and just add that to how you think about them

[00:23:08] And

[00:23:10] So that's the bit just think about how the I mean they did it with Baltimore bridge great fantastic

[00:23:15] I was in a natural disaster as we because we all know right but

[00:23:19] Disasters happen

[00:23:21] Now let's start thinking about not just the economic impact but the jobs impact

[00:23:26] So yeah, that's that's interesting 140,000 140k

[00:23:30] That's a lot of people a lot. Yeah, it's a lot of travel a lot of people moving on that bridge

[00:23:37] Yeah, no absolutely

[00:23:39] The

[00:23:41] different

[00:23:42] story but similar

[00:23:44] Sort of the on a on a on a economy the direct path of the

[00:23:51] Eclipse

[00:23:52] Did you saw the economic

[00:23:56] Yes, I didn't see the numbers but it goes over us it goes over to us. Okay, okay

[00:24:01] Yes, so it's close. Well, I think we're gonna get like 90% so we don't have to travel to see it

[00:24:06] No, it's like it's a little over a billion

[00:24:09] In economic value between

[00:24:11] um, you know all those in that area thing, you know restaurants selling rentals all of that stuff airbnb is completely sold out the entire stretch

[00:24:22] Yeah, so all I'll

[00:24:25] Whoo. I'll get a little hit me on this. I don't really care about Eclipse

[00:24:32] Yeah, my my sons are going to go to school they're gonna go outside

[00:24:37] Yeah, yeah, yes speakers talking about this shit

[00:24:40] I don't know

[00:24:43] Every year and a half to two years somewhere in the world

[00:24:48] Right not necessarily in Dallas, Texas or all that path whatever right so like I get that bit

[00:24:54] I don't give a shit like I just don't care about the eclipse like okay. It happens. Yeah, doesn't excite side me

[00:25:02] It doesn't make you paint dry. I mean I've done this bit before I remember when I did it when I was a young girl

[00:25:07] I'm like okay the moon and yeah

[00:25:10] Well the last one was a couple years ago. We're out there with the glasses and we're like it's almost there

[00:25:15] Yes, it's one and a half minutes so that I'd rather have back in my life

[00:25:21] All right, let me get another news story

[00:25:25] So um

[00:25:27] Over 500,000 fast food workers in California just got a huge raise

[00:25:34] Thanks to a new law that went into effect April 1st

[00:25:37] And that is

[00:25:39] $20 minimum wage what?

[00:25:42] $20 minimum. Sorry baby. Where's this at hey, California so they're still homeless

[00:25:50] Pretty much

[00:25:52] Unless you're living inward like Sacramento that might work

[00:25:55] But

[00:25:58] Like like when I thought when I read the story first of all you can find out on yahu

[00:26:02] Finance or finance dot yahu.com and what I thought about is I'm like okay

[00:26:08] How soon does this hit pricing

[00:26:11] So this is a cost cost just went up right great check we all get that but how soon does the price of the burger goes up

[00:26:19] Or the ice cream or whatever you're getting they're they're gonna have to recoup their costs

[00:26:23] It's not like they're gonna keep their costs the same so and how willing is somebody to pay

[00:26:30] 100% 50 cents more for a burger. I'm not which which made me think of that

[00:26:35] Pulp fiction bit

[00:26:37] Where John Travolta is a $5 shake was today doesn't seem like anything but a 94

[00:26:44] So and it's like it's a $5 shake and he's like $5 shake, you know, that's crazy

[00:26:50] And he tastes it and he's like it's a pretty good shake

[00:26:53] Oh, we're gonna get like $20 hamburgers in California

[00:26:57] So

[00:27:00] The prices food changes how good it is. I'm just gonna I gotta say that yeah, like I could have

[00:27:07] A $30 steak somewhere and it's delicious

[00:27:11] Then I go somewhere and it's $80. I'm like hey

[00:27:14] Not so good

[00:27:17] I'll care how good I mean it changes my thought

[00:27:21] Yeah, I don't I don't look at prices. So I'm on the other end of the spectrum

[00:27:26] I order what I want and I just don't think about the price then the bill comes in your wash and dishes

[00:27:32] No

[00:27:35] And I don't pay for all that stuff so maybe that's

[00:27:40] All right, I got I got two acquisitions. I'll go through very quickly. All right, is it you already did the career?

[00:27:45] when

[00:27:47] This is a ESOP

[00:27:52] Remote

[00:27:55] So basically think of compensation set for ESOP

[00:27:59] And remote think of them as what this is going to do is facilitate equity

[00:28:06] Management for international employees. So we've talked about remote before talked about it in funding

[00:28:11] And the things that they do they and they help people all over the world be able to get paid

[00:28:17] So there's that now they can actually with compensation software. They can they can do more than just

[00:28:23] Hey, they can actually facilitate stock options things like that. So great

[00:28:30] I mean, I look at that and I'm like you know what they could have built it

[00:28:34] Why build it just go buy it and so good good for them and their customers

[00:28:39] Mm-hmm second acquisition

[00:28:42] ITA group acquires cool leaf

[00:28:46] To form industry leading employment engagement solution. So you can find this at ita group. It's on their site

[00:28:53] So it's press police it

[00:28:56] So when you think of ita group think employee and engagement

[00:29:01] So when you think cool leaf think rewards and recognition

[00:29:05] So these things usually are separated and what they've done with this acquisition is brought those things together

[00:29:12] together

[00:29:13] And I think that this is going to be really good for their customers

[00:29:17] Because what they're trying to do is reduce turnover and improve productivity

[00:29:22] Now you've got it one one place. So you remember last year we talked about how practitioners want less tech

[00:29:29] Yeah, yeah, this is a great example of that bit

[00:29:32] Okay, now if they're already an ITA group a customer

[00:29:36] Now they can do their rewards and recognition inside the same interface

[00:29:41] So great acquisition

[00:29:43] Love it love it

[00:29:45] All right, so

[00:29:48] You got any other acquisitions or are we under the R?

[00:29:50] No, no, I've got another I want to talk about UPS real quick. Okay tell me about the ups the ups company

[00:29:57] Yeah

[00:29:58] The UPS company all right, so they are having their largest layoff in their entire

[00:30:06] 16 year

[00:30:08] Existence

[00:30:09] Okay

[00:30:10] So this is interesting to me because it's we're not just talking layoffs here. So over the last

[00:30:18] I guess it was 30 whatever it was 4000 people lost their jobs directly related to the adoption of AI in the in the workplace really

[00:30:28] Use them dying here and eat some water

[00:30:31] um, so UPS is

[00:30:33] Going through a laugh and they are

[00:30:36] Stating directly. It's directly because of their adoption of new technology AI in the workforce now

[00:30:45] Sound the alarms it's a bad looks yeah bad look all that stuff

[00:30:49] Okay, you can get into the argument I've seen debates our arguments in

[00:30:54] On Ford brought in the machines and they still have I get it right like innovate you need to scale up. I get it

[00:31:02] Okay, so what I really liked about this in the same article uh

[00:31:08] It gave examples of of companies like IBM

[00:31:13] and Intel

[00:31:14] Uh who together different numbers of course but together they pledged about 30 million people

[00:31:22] Before 2030 to

[00:31:25] skill the people right in AI how to work with AI how to

[00:31:31] Uh, how to use AI in the job so not there obviously their employees but not just their employees

[00:31:37] Actually in the workforce just upskilling people or how to work and leverage with AI

[00:31:45] Um, so anyhow, so it's estimated that over the next 10 years roughly 95 million people

[00:31:51] We'll go through some form of AI upskilling in the workforce. If you don't do it on your own

[00:31:56] And you're expecting the business to do it for you right um, it's all about literacy

[00:32:01] It's all about yeah

[00:32:03] Having some form of literacy and again being back to the story you brought up earlier about strategy

[00:32:08] If you're not using it you should be fired

[00:32:11] If you're not increasing your literacy

[00:32:14] Uh about AI and AI that's that's how me that's on you

[00:32:19] Yeah, no absolutely is and I

[00:32:21] I'm glad that companies are tackling yeah

[00:32:23] Yeah, I love that these larger companies are stepping in and saying like hey look

[00:32:27] We're basically what they're saying and it's a smart move

[00:32:31] What they're saying is okay, we're building this crap

[00:32:34] All right, yeah, we're gonna be power like our companies run work were the ones behind this right

[00:32:40] We also need you to work for us. So we're just going to go and get you skilled up

[00:32:43] Yeah, I like that all right

[00:32:45] I got three

[00:32:48] Research three hours for you. I'm gonna go through them really quickly

[00:32:52] Worktech which is our friend George Lerak

[00:32:55] Um, just did a Q1

[00:32:58] Q1 report on the amount of funding that was in just those three months and it was over a billion

[00:33:06] Oh now, I guess so you can go to

[00:33:08] 1-1

[00:33:10] Worktech.com and then you can

[00:33:12] Sign in and get the report and all that stuff nobody gave us money

[00:33:16] No, the key is for for as you listen to this

[00:33:21] The key is it's follow the money

[00:33:23] That's why investments that's why we talk so much about funding and acquisitions and things like that because

[00:33:29] As a practitioner you might not be you might not care

[00:33:32] But it you should care because where people are making investments it'll end up impacting you

[00:33:40] Maybe months maybe years but it's a leading indicator

[00:33:44] So that's that

[00:33:46] You got any commentary on that? Are we good?

[00:33:49] No, that's a lot of money. I'm gonna have to go look at it and

[00:33:52] Follow you baby see where it's I am so second thing this is from live career.com

[00:34:00] This is the report fears and remote work at first when I read it

[00:34:05] I thought fear of remote work now it's it's fears

[00:34:10] And remote work

[00:34:12] Thousand respondents so pretty good pretty good size of

[00:34:17] Let me read you two points from 43% of workers say that they're more afraid of working in an office

[00:34:25] Full-time than losing their romantic relationship or getting divorced

[00:34:31] I don't

[00:34:33] We want that so

[00:34:35] 43% yeah working in an office

[00:34:39] Yes

[00:34:44] 43% of workers say they are more afraid of working in an office full-time than

[00:34:50] losing a romantic relationship or getting divorced

[00:34:54] So either they have shitty relationships and they just don't care

[00:34:58] They don't care or there this is a real legit

[00:35:02] 43% and that's a big number out of 4,000

[00:35:04] How do you fear working in an office?

[00:35:07] Yes

[00:35:10] Dude either

[00:35:13] I swear to God I said I had to go back and read it like five times because yes

[00:35:17] It's at live career.com fantastic go look at because they have other ones too

[00:35:21] I'll read the next one because I think it's I just think it's fun

[00:35:26] 53% fear the prospect of full-time office work more than climate change

[00:35:34] This is a separate report no, this is back to a live career. This is like it was going to give to data points

[00:35:40] So people care about climate change check

[00:35:44] The 53% for fear more of full-time office work than they do climate change

[00:35:52] Huh right

[00:35:54] Again go and download the report the reason we do this is

[00:35:58] Is to find these things so that you can go and do your own analysis

[00:36:02] We we want you to go and do this. They're right if I write this is the next story next story so hit them up

[00:36:09] I'm still trying my head still hurts the last one

[00:36:12] So if I were to say cyberloafing what would you say

[00:36:19] Yeah, that's what I've problem you got nothing

[00:36:23] So science direct.com

[00:36:26] Has has a report. It's actually a study is academic study the effects and of sanctions and stichmas on cyber

[00:36:37] So this is basically

[00:36:39] Hybrid remote or at work so they the no-no bifurcate

[00:36:43] But they do bifurcate in in terms of

[00:36:47] The things you do online doing pornography managing finances and shopping at work are were rated as abusive

[00:36:56] emailing and social network a work were were rated as

[00:37:02] non-abusive

[00:37:04] So again like like the what you do when it's work again whether or not you're wrong hybrid or jat office great

[00:37:11] The study you're not doing work so you're doing something else on your phone on on your device whatever

[00:37:18] You're cyberloafing

[00:37:20] I got to say that word

[00:37:22] More times it was

[00:37:25] I feel like this is the section where we build t-shirts. We create

[00:37:30] So are you a cyberloafer great so so the thing is is the study itself then bifurcates all the different things that you could do

[00:37:39] To cyberloaf and then makes the determination of which ones are more egregious than the others

[00:37:46] Which I find fascinating but go look at the the study

[00:37:50] And I think we're I think we're great here cyberloafing more often

[00:37:54] Well, we will now

[00:37:57] I just want to get into your browser search bar

[00:38:01] And i want to see how you're finding this stuff

[00:38:05] I don't know that I actually want to

[00:38:08] Oh, don't ask

[00:38:10] You don't want to scale the sausages man. That's about so

[00:38:14] I was reading this thing the other day on employment law which is certainly not my favorite thing to read

[00:38:20] Becoming yeah, you're starting to become an expert here

[00:38:23] It's it's becoming interesting

[00:38:25] Yeah, the more I read the more i'm like oh what am I missing all my life?

[00:38:29] It's like reading Harry Potter, which I never read

[00:38:32] so

[00:38:34] Did you know this?

[00:38:36] Well, you're going to say yes, so i'll just say yes you do

[00:38:40] 88% of disputes are considered settled before a trial is needed in the workplace

[00:38:48] Oh 100%

[00:38:49] chill i'm i'm shocked that that number's not higher

[00:38:52] Yeah, so companies don't want that chip to see this light a day

[00:38:57] Right, so this is kind of like this is kind of like companies saying you know what

[00:39:02] Mm-hmm, we know you're full of shit, but yeah, we'll write to me in our check. We're just going to get rid of this right as exactly what I think of it

[00:39:10] Think of the math that's you're being being done behind that

[00:39:14] So two million dollars in customer

[00:39:18] retention

[00:39:20] Or the lack of acquisition etc. Right now like all of that stuff or

[00:39:26] You know billy gets a two million dollar check and it gets an NBA

[00:39:30] And uh, yeah, so i think the 12% on that 88 is the ones where they think hey

[00:39:38] It's like a damage us be we can win the case

[00:39:41] Right and it's just let's go and get it done

[00:39:43] So so in this report there are 10 am i going to go through all 10 but there are 10 trends that came out on top in this in the survey to

[00:39:53] To watch the top four

[00:39:56] But okay, I think are pretty common sense to us discrimination harassment

[00:40:00] Yeah, uh pay issues. Okay, so pay equity twins trends wage

[00:40:07] hourly disputes wage for hourly wage

[00:40:10] Employee classifications that was interesting for me

[00:40:14] Uh, so 37% said that employee classic

[00:40:17] Classifications were likely to

[00:40:21] Bring litigation risk and so this is specifically tied to gig workers

[00:40:26] Yep, and freelancers how do we classify them in the employee population

[00:40:31] Uh, and then disability accommodations which i thought would be higher um, well

[00:40:37] I thought that would be a little hot. We haven't even tackled neurodivergent

[00:40:42] Uh, can you specifically call that out in there?

[00:40:45] Uh, yeah, that probably hit the list

[00:40:48] Yeah, and they might throw it under disability, but

[00:40:51] You know that's that's incorrectly placed, but yeah, that trucks for me. Yeah

[00:40:57] I got seven funding this has been a heavy week in funding

[00:41:01] Seven funding short date. Do you have some in funding? I do I have I have um

[00:41:06] I have a couple funding. Yeah. Okay. You'll be running rattle rattle through a couple

[00:41:11] Yeah, why don't you just rattle through because you probably got the same and i'll uh give you my love on them

[00:41:17] All right home base

[00:41:18] raises 60 million

[00:41:20] Series D to fuel innovation you can find out on piro newswire

[00:41:24] So they all they already currently have over a hundred thousand small businesses

[00:41:31] And meant that the software helps them manage their hourly team and you and i don't see a lot of tech

[00:41:37] That's targeted directly at the SMB level. So I love that. I think it's good for them and their customers

[00:41:43] Super home base. It's hard to raise money, but um

[00:41:48] Um, yeah, that's the bit

[00:41:51] All right, cesco s e s o cesco

[00:41:56] Inks 20 million dollars to address us farm labor shortages

[00:42:03] This was at impact alpha.com

[00:42:06] So you can go find it there and when i read that

[00:42:10] I thought to myself when was the last time i thought about farm labor

[00:42:16] Or farm talent. Hmm right

[00:42:19] So what was last time or i did when i started to view my taxes because it asked about non farm

[00:42:25] Ways

[00:42:27] Other than that right

[00:42:30] Like right now we're in kind of a anti-immigration kind of decline. Yeah, what you do?

[00:42:35] I don't care about your politics, but it's it's one of those deals

[00:42:39] Yeah, okay, someone's got to pick the fucking tomatoes

[00:42:43] Yeah, right? So i this is one why i think that this is so fascinating

[00:42:49] This is a company that's actually trying to fix that

[00:42:52] And help bring talent to that particular market. So good for them

[00:42:59] All right, all right, this one goes modal

[00:43:02] M-o-d-a-l

[00:43:03] Right, it's 25 million to train corporate workers on data and a-i

[00:43:08] This is the story that you talked about

[00:43:11] Yep of like literacy

[00:43:13] And this is a tech crunch so you could just go look up modal on tech crunch

[00:43:17] But what what's fascinating is it's

[00:43:20] Learning plus data or learning about data it equals literacy

[00:43:26] What i found the most fascinating about this

[00:43:29] Is the two co-founders were ex you to me

[00:43:33] Executives the president and the CEO

[00:43:36] So the president and the CEO

[00:43:38] Went off and now they created modal

[00:43:41] To train people on data and a-i

[00:43:45] And so they know how to do learning

[00:43:47] Okay, that's done now. It's just a matter of field

[00:43:50] That's a field there says that's what they're good at

[00:43:52] So keep an eye on that because as a as a company you might want to look at some of the content

[00:43:59] For your own you know for your own you might want to look at that for your own

[00:44:03] You know, alamaster whatever to then start pushing that into like we said earlier in the program

[00:44:09] Increased literacy. Yeah, it increased literacy and particular so why don't you won't you go and give us a couple yourself?

[00:44:17] Well modal was one of them

[00:44:20] Dammit yep

[00:44:22] Did you have any different takes on it though?

[00:44:25] No, you know it's it's um

[00:44:27] So I didn't go too far into it. I mean everything that you said yes and

[00:44:34] I

[00:44:35] I couldn't help but think money follows money

[00:44:39] That was kind of like

[00:44:42] Yeah, I'm like well, you know, and it's yeah double done. That's that's all I got

[00:44:46] I mean everything you said is there but I'll let you keep going and I'm gonna hit hit buttons all right

[00:44:50] So it's good

[00:44:52] Team building platform

[00:44:55] You

[00:44:57] Million trusted by apple google Microsoft large company glow where I found this was global village space.com

[00:45:05] And think of confetti as a platform that enables companies to do

[00:45:10] Virtual team building experiences virtual games interactive games activities like

[00:45:16] Baking cocktail making like you can go back to the

[00:45:19] The pandemic and think of all that stuff that people did

[00:45:22] confetti does it all like soup to nuts

[00:45:26] And so they manage the entire process all the way supplies the whole bit

[00:45:31] So they get some money and you know, I thought of Julie the cruise cruise director from loveboat on steroids

[00:45:38] So so again large companies. I mean they pretty much say that in the in the in the release apple google Microsoft

[00:45:46] These aren't small companies, right? But they need to engage their workers in a different way

[00:45:52] They need to engage the talent. They hire confetti and then a big basically

[00:45:57] Through the different things that they'd like to do for their employees or do they let the employees drive it

[00:46:03] I think it's great. I didn't even know the company existed

[00:46:07] So I think it's great. It's it's classified as a team building platform. Right

[00:46:14] I didn't even know confetti existed and so I'm happy for them and their customers

[00:46:21] Uh, and I think it's just a cool plan

[00:46:26] I got three I think I got three more to go do you have any? No, no. I'm out. We're funding you

[00:46:31] You're all funding today you take a lot of funding this week a lot of funding this week pigment

[00:46:36] And you read that right pigment

[00:46:39] raise

[00:46:41] 45 million dollars

[00:46:43] Million dollars million

[00:46:46] I'm just assuming

[00:46:48] 145 million to help businesses build strategic plans. I found this on bulletin ssf. That's the uh made in San Francisco

[00:46:59] Uh, sorry, so if you ever go there that's they all that do is talk about San Francisco but pigment

[00:47:06] Here's what they here's what their game is is to basically

[00:47:10] Use AI to intuitively and intelligent build and adapt strategic plans

[00:47:17] So strategic plans

[00:47:20] I usually have very well not archaic but they're static

[00:47:25] So you build it to google dot yeah, it's kids at google dot right this is going to be with the use of AI real-time

[00:47:33] strategic planning

[00:47:35] So as you as one thing over here changes this thing over here changes

[00:47:39] So interesting

[00:47:41] That's just fascinating now

[00:47:43] What I thought about it as I read the article and like how soon before that tackles workforce planning

[00:47:49] Right work for planning has never been done well

[00:47:53] And so if you've now got AI in your strategic plan

[00:47:58] It's now it goes to think that you're going to have it in your talent plan or workforce plan

[00:48:03] At some point I would assume yeah, maybe I don't know if this platform does that right right at some point something will

[00:48:10] Yeah, you you have this change here. This is what happens here in that cold

[00:48:15] Yeah, it's really $145 million somebody that's

[00:48:18] Somebody check maybe

[00:48:22] Somebody thought it was worth it money. Somebody got a maza rotti

[00:48:26] That's what I read so uh Italian startup steps connect

[00:48:32] picks up a million in euros to

[00:48:37] Find candidates quickly so you can find this on

[00:48:41] www.eu-startup.com

[00:48:44] um

[00:48:45] And so what I liked about this particular slide because you and I could go build a recruiting application like over the weekend

[00:48:52] And so that's not that that's that's that's on newsworthy for me

[00:48:56] But if this one specifically does two things that are interesting to make

[00:49:00] Gen Z millennial

[00:49:03] They focus just just on that talent they don't care about any of the other talented out there. They're for going

[00:49:09] and

[00:49:10] Vertical fields of hourly so retail

[00:49:13] hospitality etc

[00:49:15] So they're looking at okay this talent these verticals and uh they got a million in a million in

[00:49:24] euros, which is probably

[00:49:26] 14

[00:49:28] No, it's probably 700 000

[00:49:31] But I like I like the play because they're looking at they're looking at talent in a way that instead of

[00:49:38] Generalizing talent and saying okay come here and do this

[00:49:41] Right. We don't really care about your age or or any of this other stuff or what industries they're nichi

[00:49:48] Like you and I talked about like old job boards like

[00:49:51] I've accounting jobs and Vermont right right the only people that you're gonna care about that are accounts and

[00:49:57] Yeah, so this is different though because this is looking at the generational

[00:50:02] Uh parts of things so anyhow take a look at them

[00:50:05] Uh, so what you think steps connect

[00:50:09] Okay, the last one I have on funding. That's our f for the uh, folks listening to the show

[00:50:14] Home from college is the name of the comic by the way home from college

[00:50:19] raises

[00:50:22] 5.4 million in funding to build gen Z

[00:50:26] focused job site and hiring platform

[00:50:29] This is on PR newswire.com so go to PR newswire

[00:50:34] And at first glance first of all five yeah

[00:50:38] 5 million to

[00:50:40] basically build a job you know job site and a hiring platform

[00:50:45] So something for both the candidates and for corporate

[00:50:49] And again, it's it's there's a theme in today where it's like meet the talent where they are

[00:50:55] Gen Z searches for jobs differently

[00:50:58] They think about jobs differently. So the models will you we used to say the containers of yesterday or not the containers of today will be the containers of tomorrow

[00:51:07] so

[00:51:08] It's fascinating to me that's 5.4 million dollars. Okay, that's a check

[00:51:12] That's a that's a mazerotti. Yeah, I just I get this interesting when I hear the word job board

[00:51:22] How do we have this?

[00:51:24] Are we over this? Yeah, I mean, don't knock on on the I mean congrats on the funding and I and I love to see actually what they're doing because it's interesting

[00:51:33] But when I think inherently in my mind I hear job board

[00:51:38] I go to

[00:51:40] Monster yeah, so for me the title that drew me in was home from college

[00:51:50] So wait, why why are you home from

[00:51:53] I want you leave

[00:51:57] I'm a channel father

[00:51:59] Yeah, in fact, the atomic earthquake

[00:52:03] Um

[00:52:04] Has a bit on this where he says once you turn 18 I go from being

[00:52:10] Your father to your advisor

[00:52:13] I like it. I like that. Yeah, right? So it's a great comedic bit because you basically says

[00:52:19] When your son or daughter says something you say well what I would advise you to do

[00:52:24] I'm easy to do to get the hell out of my house

[00:52:27] So home from college that freaked me out just there I read that and I'm like home from college

[00:52:33] What we doing here? Hey, yeah, I agree with you a job board's but

[00:52:38] For 30 years we predicted the death of the job board. It's still there. I don't think it's going away

[00:52:44] Right, I may leave it as a job board. I leave it like it's fundamental right to the job

[00:52:48] I get it'll be it'll be done in a different way. I don't know what that different way is it hasn't come around yet

[00:52:56] I don't think it's a big deal to even talk about honestly like they're there. They're there post your job

[00:53:01] Pay your 300 bucks post your job and get some candidates. I think I think they're gonna do more video

[00:53:06] I haven't dug into it. We'll look go look at the platform

[00:53:09] But I think they're gonna do more video like TikTok job ads

[00:53:12] Yeah, like that type of stuff that makes sense to me

[00:53:16] But it's meeting the talent where they are however you do that

[00:53:19] How do you leverage that yeah, that's that's the key and make it simple please for the love of God

[00:53:24] Make it simple to apply

[00:53:27] I just just make it simple

[00:53:30] All right, I think we barf I think we've done man. Yeah, I think we went through it

[00:53:34] We got everything in in on time this time crazy with three and a half hours look at that so we could have we could have

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[00:53:54] I am please

[00:53:56] NPR does this bit like what's uh, I don't know how often and it's there right they raise money

[00:54:02] So it's the day it's for a week and then stop down and every commercial is like all right on the campaign

[00:54:08] Yeah, PBS doesn't hold yeah, dude. I can't listen. I that week. I don't listen to the NPR

[00:54:14] I'm just like yeah, I don't care. Yeah, if I want to write you money

[00:54:17] Ah, give you money. Yeah, I don't need a check to get a mug

[00:54:21] Yeah, I don't need a mug. I'm good. Yeah for

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[00:54:47] You