Google Gemini for HR, The Talent Labor Index, Indeed's Agility, Eightfold's AI, and Workvivo bails out Meta

[00:00:00] a prior. Say it again. A prior. Oh, a prayer. A prior.

[00:00:07] Right. Prior. Prior. Just spell it for everybody.

[00:00:16] APRI or a raises 2.8 million to build the future of a future of

[00:00:27] interviewing. All right. So we're going to try that again.

[00:00:30] We're going to do this in English. I'm not going to say their name because I

[00:00:34] don't know the pronunciation APRI. So prior is in the middle of two A's.

[00:00:42] Hey, like that. And prior. Yeah. So prior.

[00:00:49] What is going on, everybody? Ryan Leary, William Tinker.

[00:00:52] Welcome. You are listening to the BARF.

[00:00:55] It is a look back at the week that was so you can be prepared for the week

[00:01:00] that is I see you waving, William. How are you?

[00:01:04] It is a wonderful Sunday. My son has graduated high school and he's moved

[00:01:09] the tassel in the whole bit. And congratulations to have one high

[00:01:15] school graduate that officially makes you old. I know 100%. Yeah.

[00:01:22] He's going to be in college soon. So that's even older.

[00:01:25] Well, you know, someone said, well, you know, you worried about them

[00:01:28] moving back in with you and because he signed up with the

[00:01:32] our nine years gone.

[00:01:37] Army ROT Salish, right? And then he goes in after he does the core

[00:01:42] cadets at A&M, after he does that he does four minutes, just four

[00:01:46] years, four years with the Army. So we got at least eight years.

[00:01:50] Oh, you still have Vann. Yeah, we still have Vann for four years.

[00:01:54] So Vann could live with us for 32 years. So it could all be

[00:01:58] nothing. But yeah, it's nice to have a graduate. Yeah, I don't

[00:02:04] know what that feels like. I got a couple years for that. But I

[00:02:07] noticed two things about you today. Yes, do tell the SpongeBob

[00:02:10] shirt looks fantastic on you. Thank you. I like it. I can

[00:02:14] never do a sponge. I just can't do that color. Well, a

[00:02:17] lot of parents don't like it. I remember early on when I

[00:02:21] would wear it to my soccer games and stuff. And parents would

[00:02:24] look at me like, we don't let our children watch SpongeBob.

[00:02:27] I'm like, that's your fault. It's to be you. Yeah, I watch it

[00:02:34] for myself. They watch it because they have no idea

[00:02:36] what's going on. But yeah, and I shaved. I did every once

[00:02:42] while doesn't happen often. Although you told me the other

[00:02:44] day you didn't shave, shave. You still have stubble. Oh,

[00:02:47] yeah. Oh, yeah. They don't have a razor. They can't.

[00:02:50] I mean, you can do at some places they could have a

[00:02:53] straight ranger and they can actually shave. But they have

[00:02:56] to have a specific license for it in Texas. But this is just

[00:02:59] they take just their your trimmer as they go as far down as

[00:03:02] they can. And it'll grow out by another two or three weeks.

[00:03:07] I like to do it just to just to actually see my face. Because

[00:03:11] I usually have a beard or thick beard for for a while.

[00:03:15] Like years down to your knees. It's all good. Exactly.

[00:03:19] It's not easy like Santa's easy top called. Yeah, they like

[00:03:22] their beard back. So but yeah, it's nice. I got my haircut. I'm

[00:03:28] not cut. Got my hair shampooed and shaved and got my under

[00:03:33] carriage shaved. Oh, yeah. You know what? We've learned

[00:03:37] enough about you today. Why don't we jump in? I think we

[00:03:40] there's a lot of good stuff this week. Well, we had some

[00:03:42] great stories. Let me pitch this first one to you go for

[00:03:45] or eightfold AI talent tracking brings AI native ATS to every

[00:03:52] organization. So this is a PR news wire. Eightfold think town

[00:03:56] intelligence. Now what's what's really interesting here is that

[00:04:01] because their talent intelligence that goes all the way

[00:04:03] through the organization, they've extended this further out

[00:04:07] to the ATS. And I'm assuming that they go further after

[00:04:10] this gets after this gets kind of implemented and integrated,

[00:04:15] you know, they do other bits. Then it goes even further out to

[00:04:18] source so that they can do the town intelligence work to then

[00:04:22] say okay, Janet super productive, we just promoted her three

[00:04:26] times. And it goes all the way back into source of hire. So

[00:04:31] they want to have that type of intelligence. I think it's

[00:04:33] good for their customers. Eightfold is one of those

[00:04:37] companies kind of like paradox where I kind of know them, but

[00:04:40] I don't know them. I feel like they market market really well.

[00:04:45] They've both brought a ton of money. But this is I think good

[00:04:49] for them. Now, I guess the folks that were ATS partners are

[00:04:53] there probably don't think it is. But I think it's good for

[00:04:55] their customers. Yeah,

[00:04:57] I you're right. Eightfold is the the one you see at the

[00:05:01] events that have, you know, an 80 by 80 area. And you're

[00:05:07] not quite sure what they do. I definitely like this play. I

[00:05:10] like, you know, get people out of the the old school ATS is this

[00:05:14] is this could be could be pretty good. I like it. I like it.

[00:05:20] All right. So recruitix launches the talent labor index. Have

[00:05:25] you seen this yet? I have not seen this. What is it? Okay.

[00:05:28] So this is I love this. This is a new product release that

[00:05:32] tracks the price of attracting talent across all industries

[00:05:37] through paid channels. So I like this because I like this play

[00:05:42] because it's more accurate, I think it's a more accurate

[00:05:46] signal of actual demand, right? So what are companies

[00:05:50] willing to pay not how many openings did they have? But how

[00:05:54] many how much are companies willing to pay to attract very

[00:05:58] specific talent for very specific roles? Where are they

[00:06:02] placing a higher priority? This is this is why I like this play.

[00:06:06] So curious to get your thoughts on this and know you've spent

[00:06:10] some time in that space. But I like it. I think this is a

[00:06:14] win and I'm curious to see where companies are using this

[00:06:16] like it for all the reasons that you're stating in and if

[00:06:19] anything can give you a better idea as a hiring manager,

[00:06:23] recruiter even HR as to what is the cost of recruiting.

[00:06:29] So for that particular position, if you can get some

[00:06:32] insight, any insight would be great. But just insight into

[00:06:36] the budget to like the actual budget because I don't think we

[00:06:40] know. So I love stuff like this. Anything that give you an

[00:06:43] idea like okay, you're gonna need your spend $25,000 to

[00:06:47] acquire enough candidates for you to go through to get to

[00:06:50] the person that you want, you're gonna spend $25,000 or

[00:06:53] whatever the specific to that role specific to that role.

[00:06:57] Yeah, I love that. Yeah, yeah. Absolutely. Alright, Ryan, let

[00:07:03] me pitch this one to you work Vivo who work Vivo was acquired

[00:07:07] by zoom about a year ago was named the preferred migration

[00:07:11] partner for workplace from meta. And this is on work Vivo

[00:07:17] comms website to have a whole thing about workplace. I think

[00:07:20] it's a smart play. So the why for me is I think it's a

[00:07:24] smart play for meta. This is just one of those things in

[00:07:27] life. You're not exceptional at something find someone who is

[00:07:31] good news for our friends that work Vivo. Yeah, because now

[00:07:34] they can they deal with a lot of large brands already through

[00:07:39] their own then through zoom and now through Facebook. And we had

[00:07:45] giddy their CMO from on a podcast just just a couple

[00:07:50] weeks ago, which was a great podcast. We had no idea

[00:07:54] this was going on. He kept it a secret. We need to talk to him

[00:07:58] about that. Yeah, a little bit. This had to have been in the

[00:08:01] works when we talked to him was like, dude, you could drop this

[00:08:04] news on us like we're gonna trust factor just went down a

[00:08:08] little bit giddy. Good for all of work Vivo zoom and meta. I

[00:08:13] think it's good for meta to prune. Yeah, good for companies

[00:08:16] like that to prune things that they're not exceptional at.

[00:08:18] They should have done it much quicker. I think I mean,

[00:08:22] you know, my thoughts on this. They were social network. Getting

[00:08:26] into this space was really stupid. I don't think they needed

[00:08:30] to be there. So I'm glad to see this. Like Microsoft. If you're

[00:08:34] gonna get into it, get into it. Like go build a bunch of

[00:08:38] stuff teams and and well go back to all the way to Yammer and

[00:08:43] Skype and all of these like LinkedIn. You're gonna get in

[00:08:48] get in two feet jump. Yeah. Alright, I've got one here. So

[00:08:55] indeed, recognizes that their business needed to needs to be

[00:09:00] more agile. So this is good for indeed. Indeed is a very

[00:09:05] complex organization over the years they've grown. They've

[00:09:10] bloated a lot for whatever reason. And I think this is good

[00:09:15] that they've realized that they need to become more agile in

[00:09:18] the marketplace. Times are evolving. Organizations are

[00:09:22] evolving. They're very complex. They solve a very simple

[00:09:26] issue. They solve a very simple problem within an

[00:09:29] organization, but it just became way too hard to buy from

[00:09:32] them way too hard to buy from them. People didn't know what

[00:09:35] they were buying. But I like their direction. I like where

[00:09:37] they're focusing. They've got the the sourcing platform

[00:09:41] now and some of the other options that are out there

[00:09:43] for employers. I think this can be a good move for them.

[00:09:47] curious to see where it goes. But hey, good luck to

[00:09:50] everybody there. See see what happens.

[00:09:54] Yeah, I think this is just one of those things as you build

[00:09:56] and build and build and build and build. I mean, indeed isn't

[00:10:00] a three year old company. They've been around for a

[00:10:02] long time. And they just been building and building

[00:10:04] building and, you know, you can wake up one day and

[00:10:07] be the 100 year old house and just kind of Hey, we need

[00:10:09] to make this needs to be easier. We need to be able to

[00:10:12] make decisions faster. So I think I'm in total agreement

[00:10:17] with you. I think it's a good thing to recognize that and

[00:10:21] then do something about it. It's never easy. But at the same

[00:10:24] time to recognize and do something like a lot of a

[00:10:27] lot of credit has to give it to him. Yeah, it's look

[00:10:29] it's it's tough to it's this space itself is tough.

[00:10:33] Right? When you're doing well, and you bring on a lot

[00:10:37] of people a lot of talent into the organization. Things

[00:10:41] get a little murky. You know, things go out fast and furious,

[00:10:46] but they've always been good at realizing put out put out the

[00:10:50] good stuff put out the product try try new things. They've

[00:10:53] been really good at realizing what works and what doesn't

[00:10:55] work. They're not afraid to fail. They cut stuff off and

[00:10:58] they move forward. So I think this is another iteration of

[00:11:02] that. All right, let me pitch this one to you, Ryan.

[00:11:07] Quarterstone redefines learning and talent management

[00:11:10] with launch of an AI powered workforce agility platform.

[00:11:15] Cornerstone Galaxy. That's on cornerstone on demand.com. You

[00:11:19] can go find out all about Galaxy. And you and I've been

[00:11:23] briefed on this so basically it's workforce agility and

[00:11:26] readiness meets skilling, re-skilling and upskilling. So

[00:11:31] think of like training 3.0 4.0 5.0 whatever you want to

[00:11:35] do. And it's like again, it's we talk about upskilling, like as

[00:11:40] if it just comes out of the thin air. They've actually now

[00:11:43] because they came up through the learning business, the

[00:11:46] e-learning business and learning business. They're actually

[00:11:49] coming at this head on and saying, Okay, we can talk

[00:11:51] about skilling or skills based hiring or space promoter

[00:11:56] whatever but you know, at one point, some things actually

[00:11:59] got to help that both what do we have? What do we need?

[00:12:02] How do we get people to a certain place? So I like it. I like

[00:12:07] the move. I think it's great stuff. You and I are going to be

[00:12:10] at Cornerstone Connect Live in Orlando in June. So if anybody

[00:12:15] listening is in the Orlando area or going to be at that

[00:12:18] particular show come and hang out with us because we'll be

[00:12:21] podcasting from there. So love what they've announced.

[00:12:24] It's a big announcement. It's a big move and will be at

[00:12:28] their show. And so come see us.

[00:12:31] We will be there and it's going to be hot in Orlando. We got a

[00:12:35] fan of heat so I will be on the inside while you're at the

[00:12:38] pool tanning.

[00:12:42] All right, another one here. So this is probably one of my

[00:12:46] favorite stories this week. I'm a huge fan of Google, Google

[00:12:51] Workspace and everything that they offer. Early adopter

[00:12:56] of Google Gemini. So I'm excited for this but Google

[00:13:01] Gemini is going enterprise. So let's face it, a lot of

[00:13:08] companies, a lot of organizations use Google

[00:13:11] Workspace as the foundation for all of their

[00:13:15] communication and for work in general. I think more

[00:13:18] than what people actually realized. What I like about

[00:13:23] this is this new release and some of the updates say

[00:13:26] they've actually, what I think people don't realize, a lot

[00:13:30] of people may not realize is that Google is inside of

[00:13:34] HR. Google is inside of talent acquisition. This is

[00:13:38] just another push into it and they're doing pretty

[00:13:42] well here. So users can ask Gemini. I'm sure you've

[00:13:45] probably seen Gemini come through all your stuff

[00:13:48] right? So users can ask Gemini to summarize

[00:13:52] emails. They can analyze attachments like resumes,

[00:13:56] they can create onboarding checklist based on the

[00:13:59] communications that you're having with candidates. So

[00:14:02] as you're in your email talking to candidates, you

[00:14:05] can prompt it to create a checklist of things to

[00:14:08] do for pre-onboarding etc whatever you're

[00:14:11] working on at the time. So anyhow, if you haven't

[00:14:15] paid close attention in meetings in different

[00:14:19] chats or emails on a very specific topic, which

[00:14:23] I am fully guilty of and you know this, I am very guilty

[00:14:27] of it. I can now call on Gemini to say, hey, pull

[00:14:30] everything in this thread, summarize it for me and

[00:14:33] give me the action items that I need to do. Then it

[00:14:36] looks like I actually did the work and I read

[00:14:39] and paid attention. What did William tell me to do?

[00:14:42] What did William tell me to do? Which I often miss.

[00:14:47] Just gonna own up to it. It's all right. But you know, I think

[00:14:51] what's cool about it is we use all of the Google products, right? We do, yeah.

[00:14:55] So like our organization, it's small but our organization runs

[00:14:59] completely on Google. So docs, you know, chats, everything.

[00:15:04] We moved out of Slack to chat because we just found it easier.

[00:15:09] Based on being a small company but also based on it's just the two of us.

[00:15:13] We don't need a big, we don't need it to be over engineered.

[00:15:16] And so Gemini actually will help us because of that, because we're kind of

[00:15:21] centered on one. I think this is the same thing,

[00:15:23] same is true for Microsoft. The folks that are on Microsoft shop, that they

[00:15:28] have everything in Outlook and they use Teams and

[00:15:31] they've got the AI products as well. So you know, I think it's good

[00:15:35] and it's good for us specifically but it's good for people to understand

[00:15:38] that this is making your life better, making it like your life easier.

[00:15:41] So yeah, and hopefully work easier.

[00:15:45] I think it for certain organizations, I think people, I think it will

[00:15:49] but you can check it out. It's on the Google site.

[00:15:52] It's like slash AI slash HR. So is there an actual specific

[00:15:56] HR page for this? This isn't just a use case that

[00:15:59] I'm dreaming of. They actually are within HR and pushing for it.

[00:16:05] All right, Ryan let's move to the A, the acquisitions part of

[00:16:09] the BARF. Let's do it. Kelly services to buy motion recruitment partners, that's MRP

[00:16:18] in a historic 425 million in cash. Nice. So this was on a lot of cash baby.

[00:16:27] Yeah. Greenbacks right there. So this was on staffingindustry.com so you can go

[00:16:33] read it all about it because they go a little bit deeper into what's important

[00:16:36] about it. But the acquisition, one of the things of note is it's the largest in

[00:16:41] Kelly's history. So that's saying because Kelly's been around

[00:16:46] for a long time, done a lot of good work and I think now that they've bought

[00:16:50] another partner like this, I'm interested to see if they

[00:16:53] started either doing funding with technology or

[00:16:57] buying technology like a lot of the other staffing

[00:17:00] and RPO players. They kind of have different strategies

[00:17:04] of how they kind of deal with tech. But just the fact that they bought,

[00:17:08] again in cash 425 million in cash. That's a big acquisition.

[00:17:16] So good for the folks at MRP. Congratulations for growing your company

[00:17:22] into a place where it is worth 425 million dollars and good for Kelly.

[00:17:27] Yeah, what I haven't told you is that I am a majority shareholder.

[00:17:33] So this will be my last episode. All right, Ronsted Digital acquires

[00:17:43] Torque which is an AI powered digital talent marketplace.

[00:17:48] This is I'm not sure what people are going to think about this.

[00:17:51] I love it. I think this is a great opportunity and I believe that we're

[00:17:56] going to see more of this over the coming year and years.

[00:18:00] Marketplaces are not easy to build but when they are built

[00:18:04] properly companies like Ronsted, Allegious and pick any RPO that's out there

[00:18:10] how leaving corporates they benefit from them.

[00:18:14] So Ronsted Digital because they focus on digital talent

[00:18:20] just makes sense. They have a marketplace and I think Torque has

[00:18:23] 25,000 or so people in this community which isn't just your basic talent

[00:18:29] pool. Throw them into a folder and this is a real community.

[00:18:34] So I think Ronsted wins here. I think obviously their clients win

[00:18:38] but I also think their recruiters win. As this continues to grow they have a

[00:18:43] foundation to continue to grow Torque and grow the marketplace.

[00:18:48] I think their recruiters are going to benefit immensely from this as they

[00:18:52] have just a massive another massive pool of engaged talent to work with.

[00:18:58] My only question first of all I think it's a great exhibition just for all

[00:19:01] the reasons you've said. It wasn't clear at any point when I was

[00:19:05] reading about it but whether or not they would keep Torque open

[00:19:09] or close it and I would assume they keep it open.

[00:19:14] Well see I assume the opposite. I assume they close it so that it's just their

[00:19:18] talent and it just becomes talent for their

[00:19:21] customers which will be better for their customers but then how do you grow

[00:19:24] that? So yeah I don't know the details

[00:19:28] to be sussed out and we'll kind of track it to kind of see what's going on but

[00:19:32] whether or not to keep it open or closed it's still a great acquisition for their

[00:19:35] customers. I think if they close it it stifles it

[00:19:39] and they don't do much more than where they're at otherwise they would have

[00:19:42] built this on their own so I think it remains open or should remain open.

[00:19:47] Let it be public who cares right or maybe they just have access to it but

[00:19:52] they keep Torque open and continue to grow it and operate it

[00:19:56] and grow it that way.

[00:19:58] Alright let me pitch another acquisition to Iris,

[00:20:01] Acquires Swipe Clock. So this is on irisglobal.com so think of Iris as

[00:20:09] global payroll and then think of swipe clock as workforce

[00:20:12] management and now this is a kind of a solid

[00:20:16] acquisition to bring those things together so

[00:20:20] global payroll, workforce management is an integrated solution

[00:20:24] and a global integrated solution at that. So

[00:20:27] kind of whenever you see these acquisitions where it's like okay they

[00:20:30] could have built it, yeah check or they could just acquire it. They

[00:20:35] started as partners like a lot of these things happen they started as

[00:20:38] partners they started having a lot of customers in

[00:20:41] common it's just like one's going to acquire the other

[00:20:44] and then basically make one unit out of it and swipe clock has two

[00:20:48] great products that are super well used and

[00:20:52] so I think it just makes sense to integrate those things together and then

[00:20:56] now have a kind of a look kind of like what UKG,

[00:21:00] the thought of Kronos and Ultimate Software coming together to form UKG

[00:21:05] it's just it's just better to have a solution that's

[00:21:09] fully integrated especially for global players.

[00:21:12] And I think there's you know a lesson that could be taken

[00:21:15] from this among others for a lot of the companies that we talk to and

[00:21:20] they're contemplating do I join the marketplace do I become a partner what

[00:21:24] do I do at an event like HR attack. This is what you do

[00:21:29] right you become a partner you get into these marketplaces you become

[00:21:33] integrated through your customers get so get a whole lot of mutual customers

[00:21:37] do great things and then you're rewarded with something

[00:21:40] like this. All right another acquisition Shepard

[00:21:46] is now somewhere.com I kind of like that domain

[00:21:50] somewhere yeah so it's a 29.7 million dollar acquisition and they

[00:21:57] also take on a new CEO. I'm conflicted on this one

[00:22:03] let me tell you why I'm sure you'll have some thoughts so first off

[00:22:06] congrats to the team and everyone involved right acquisitions require

[00:22:10] congratulations people get paid they work hard

[00:22:14] so kudos there congratulations so somewhere.com is focused on hiring

[00:22:21] remote overseas talent they have centers in the Philippines

[00:22:25] they have centers in LaTam on their site they pitched

[00:22:29] themselves as a head hunter agency for finding top overseas

[00:22:34] talent this is where I'm not sure kind of so I get what they do

[00:22:40] fantastic right yeah this is where I'm conflicted the opening line on their

[00:22:45] website and this is probably because I'm in the U.S.

[00:22:48] we find you amazing employees that cost 80% less than U.S. equivalents

[00:22:56] are they at 80% less productive or less competent or

[00:23:01] I don't know right I'm just talking about apples for apples

[00:23:06] I didn't even think about that I just I just read the words and I was kind of

[00:23:10] like oh that's offensive yeah I kind of took

[00:23:14] offense to that I was okay but you know what again

[00:23:19] congrats right but you're right are they 80% less productive

[00:23:22] what are the results and look other countries have fantastic talent

[00:23:27] I guess it was just a little offended but

[00:23:31] it's an easy first of all it's an easy way to to market

[00:23:34] kind of your value prop it's like look at their

[00:23:37] they cost more because they're arrogant or they cost more because the cost of

[00:23:41] living is higher they cost more because of they have student

[00:23:45] debt and so they have to pay people more like there's a lot of factors

[00:23:48] and this is an easy way to kind of tell the market hey right you can get the

[00:23:52] same thing now that would have been a probably a better way of phrasing

[00:23:55] you get the same quality talent for less for less right and and they're

[00:23:59] targeting companies in North America sorry

[00:24:02] North America so yeah I can see this somewhere.com

[00:24:06] becoming a Marx Brothers bit where or someone asks the question yeah well

[00:24:11] what's the URL somewhere.com

[00:24:15] somewhere

[00:24:16] no but what's the URL ah yeah somewhere.com

[00:24:20] yeah exactly it's a who's on first so I can do a whole

[00:24:26] bit on somewhere.com as a Marx Brothers bit but I do like the domain

[00:24:31] I do like the domain I'm just I'm just saying how I would look at that

[00:24:35] is I would I would full full on Marx Brothers

[00:24:39] somewhere you know it's somewhere.com

[00:24:43] somewhere Ryan we have met the R in BARF that is research for those research

[00:24:50] uh so we're going to go into a couple research Microsoft and LinkedIn release

[00:24:54] the 2024 work trend index on the state of AI at work

[00:25:00] who knew yeah you go to news.microsoft.com search for it find it so I brought one

[00:25:06] uh stat to you which I found fascinating 78 percent of AI users will bring

[00:25:13] their tools to work bring their own tools to work

[00:25:18] so what about you as a business have them or

[00:25:21] or block them got to do it this this concept of bring your own AI

[00:25:27] BYOAI um did you make the acronym up or is that no I just

[00:25:33] wanted to I wanted to someone had already done it though

[00:25:36] I was going like when I read bring your own AI I'm like all right what is

[00:25:39] that BY oh damn it it's already there in brackets

[00:25:43] anyhow what you and I learned I think uh this week

[00:25:47] was that a lot of the fortune 1000 they kind of go back and forth on this

[00:25:53] they love AI yeah they provide AI tools and in some block

[00:25:59] AI like all right gen AI AI to just block everything

[00:26:03] and of course that's not that's not uh tenable

[00:26:06] so uh there's probably this this idea that they're gonna bring their tools

[00:26:11] anyhow which made me think of the whole thing with the uh

[00:26:14] the borg of resistance is futile so I think I think this idea of the user

[00:26:20] 78% is a big number and again that's 78% of AI users so those are

[00:26:26] within those folks they're gonna bring their tools work I've learned how to

[00:26:29] use whatever tool dot AI I'm bringing that to work

[00:26:34] yeah so what do you think uh you know this is

[00:26:38] you know this is like the old sourcing conversation

[00:26:44] right for recruiters my company pays for this right I'm gonna bring these five

[00:26:52] things because these chrome extensions really kick ass I know how to I know

[00:26:56] how to use them right uh I mean it's just not gonna work

[00:27:01] it'll work for a little bit but it's just not there's too much security

[00:27:05] there's too much concern privacy privacy your company's going to provide you

[00:27:11] if they don't they're not going to be around so you'll need a new job

[00:27:14] anyway right let's just say what it is back to so

[00:27:17] yeah so so be happy with it you're going to get what you need it's

[00:27:21] it's not its infancy but it kind of isn't in its infancy

[00:27:24] companies are struggling bringing tech on they're struggling with the change all

[00:27:28] of that good stuff right just go with it be happy

[00:27:32] embrace that's my word embrace I've got a melon for you here

[00:27:40] up work how perk says so you gotta take this report this research with the

[00:27:47] grain assault right how much says gen z is abandoning conventional nine to five

[00:27:52] corporate jobs for freelance gigs it's the truth it actually

[00:27:59] but up is doing this isn't that in their best interest it's in their best

[00:28:03] interest yes so take it with the greatest

[00:28:05] however however okay gen z this this kind of made me so okay well it's their report

[00:28:15] they sponsored it they did it it benefits them but this line here

[00:28:20] kind of I went with it and I and I believe it gen z in their formative years

[00:28:26] experience 94 percent of all job growth coming from alternative workforce

[00:28:34] arrangements in the US so so 94 percent of everything job related

[00:28:42] job growth more money more anything came from alternative opportunities not

[00:28:49] staying in there in their career or in there with their employer

[00:28:52] not going up the working their way up the ladder

[00:28:57] and working three four five gig jobs to make that happen that is very telling to me so

[00:29:04] you got to read the rest of the whole report is actually pretty fascinating but that's that

[00:29:09] or that line stuck out to me and I think that is very very telling both for obviously

[00:29:16] corporate employers or enterprises to understand it's okay to treat people

[00:29:22] differently moving forward it's akin to us telling our kids you can't have a phone

[00:29:30] right you can't do this or you can't do your math on a computer computer or whatever it is

[00:29:38] right that's all they know let's they don't need to do the math on paper anymore we we think

[00:29:44] it's good for them they think it's old and useless and it probably is now I'll debate that and say

[00:29:53] it's not but it's that's how they're teaching today because that's what today is and this

[00:29:59] is the same thing so I just thought that was pretty telling for me I like it I like it I'd

[00:30:05] like for it to be validated by you know Gardner or somebody else Deloitte that says the similar

[00:30:12] the same thing I you know when it when some things are in your self-interest

[00:30:19] when a when a vendor puts something together that's in their self-interest is it it makes me think

[00:30:24] okay yeah well of course you're gonna say that and of course the audience is gonna say that because

[00:30:29] you want them to say that but I'll look at the report I haven't read that one right so I'll

[00:30:33] look at that report this week all right Ryan let me give you one here's research Zeddy's

[00:30:39] HR interactions report which I have not seen before nearly a thousand American respondents

[00:30:45] were surveyed to investigate what triggers employees to seek HR's assistance discover areas where HR's

[00:30:52] advice is most valuable and assess the resulting experience that said Zeddy.com and you can go find

[00:30:59] the HR interactions report and all the data and all that stuff but so a couple things 62%

[00:31:05] respondents would disclose being a victim of sexual harassment first of all there's a happy

[00:31:11] and sad to that right yeah that's that's a good number in terms of 62 that's right that's the part

[00:31:19] there's the darkness right so it's like 38% won't or would not 42% wouldn't report witnessing

[00:31:28] the sexual harassment of a codling that's that's soul crushing and 43% would report witnessing

[00:31:39] discrimination again soul crushing so those two numbers in and of themselves those should be

[00:31:45] in the 80s 90s you know they're always gonna have some that whoa sure sure but those showed

[00:31:49] numbers should be high but it's a cool study because it's basically looking at how employees

[00:31:54] view HR yeah what when they want to go and talk to HR about something and so I'd like for this

[00:32:01] study to be bigger of course uh so I could understand kind of enterprise versus SMB or

[00:32:07] international versus domestic but cool stats go look like I said it's at Zeddy.com

[00:32:16] these reports are interesting when we talk about employees hesitant to go to HR

[00:32:24] I know it's it's really interesting because it's you know in so I hesitate and I smile

[00:32:32] at the same time because there's one stat in there that I can remember 18% of the employees

[00:32:41] would go to HR for mentorship to find mentorship yeah yeah it's like that's a low

[00:32:49] very low yeah well really low number I forget who we were talking to was just recently I was on a

[00:32:54] rampage with HR that week and I asked like like I've always and I'll use myself as an example

[00:33:03] I've always you I've always viewed HR as bad yep it's just been bad no not bad people

[00:33:12] not no no they're bad people only went to HR nothing good happens in HR right if you go into

[00:33:18] that office and so sidetrack what it's an office JC penny you go into JC penny in the mall by me

[00:33:25] which is just completely fucking empty by the way when you go into JC penny and then you go down the

[00:33:30] corridor to go into the bathroom there's a there's an office and it's the HR personnel I'm going

[00:33:36] to think I'm going to go there I'm going to take a picture of it it says HR dash personnel office

[00:33:42] yeah if you're going to that office in the far end of the building in the basement that's a bad thing

[00:33:50] like that's how I felt and so I think people a lot of people still view HR that way which is completely

[00:34:00] wrong but I'm completely wrong so I know people are why are you it's wrong I get it HR does so

[00:34:06] much more a lot of people obviously we know a lot of people on HR anyhow yeah I did I those numbers are

[00:34:14] are troublesome yeah go take a look at our report all right so our friends at lighthouse

[00:34:24] lighthouse uh Ben you banks over there does fantastic research 2024 talent acquisition

[00:34:31] acquisition trends so what's new what's next fantastic report you got to go read it

[00:34:40] I'll give you the the three or four lines that I that I kind of my overview on my mind that

[00:34:45] I'm thinking so hiring is harder today than it's ever been the process is different

[00:34:53] tech is different people are different things just aren't predictable although an argument

[00:34:59] could be made that things are predictable or getting better at being predictable

[00:35:05] the people and this is kind of where I drew it back from reading through the report

[00:35:11] the people the hiring managers doing the hiring today are often of an older age

[00:35:18] they are looking for a different motivation and a different work ethic for the new hires

[00:35:25] that they're bringing on right for all the talent that's readily available in the market

[00:35:31] that's what I took from this so it's really a good report covers which is which is biased right

[00:35:36] which it is sure yeah yeah and but it's I can see it how it could be difficult like you've worked

[00:35:43] this way for 40 years and now you've got somebody coming in that has a different you know kind of the

[00:35:49] it's the the upwork report right like it's right it's if 94 percent of the Gen Z market

[00:35:57] only sold job growth through alternative working opportunities

[00:36:02] the motivations are different who your hiring is going to be different and that clashes with

[00:36:07] the people in the current role of hiring so the report covers a bunch of stuff AI usage

[00:36:13] goes through measurement the impact of AI something that I tend to gravitate towards

[00:36:19] to value in relationships which I really love that part so go ahead and check it out that's over

[00:36:26] at lighthouse research yeah I concur great research but also great research analyst firm

[00:36:34] so I'll take a look at it myself good job all right let me give you one from research

[00:36:42] new shirm research highlights urgent need for workplace civility with us workers facing millions

[00:36:51] of acts of incivility per day drawn from a shirm's civility index so they have a civility index

[00:37:00] you go shirm.org and find out all about that but this is the thing that I wanted to bring

[00:37:05] to your attention US workers will experience or witness so it's two things experience or witness

[00:37:13] over 24 billion acts or instances of incivility at work in total for 2020-24.

[00:37:25] 24 billion billion with a B acts or instances of incivility at work

[00:37:33] in total for 2024. Did it say what they were like an example? It did not it did I mean I'm sure it

[00:37:40] does as you dig into I'm sure that's a lot because it gives you the methodology so I'm sure

[00:37:44] it does give you examples I need to understand just because of my personality I need to understand

[00:37:52] the the the guardrails and definitions of civility and incivility yeah so for me it's

[00:37:59] a personal thing that I need to kind of take on kind of like to bring your own AI to work thing

[00:38:04] I need to actually think about this and go okay what is civility what is incivility and who defines

[00:38:10] what and who makes those definitions but 24 billion no matter what it's a lot

[00:38:17] 24 billion is a big number I don't care how you got there yeah it justifies people's feelings

[00:38:22] on why HR is mean because they're dealing with stupid shit again yeah you're right and it

[00:38:29] could be microaggressions it could be people cursing it could be people having a bad breath

[00:38:35] like I don't know what the guardrails are but yeah whatever the guardrails are it's too much

[00:38:40] it's a big damn number I think they need they need to they need to hone those guardrails in

[00:38:45] yeah yeah you know I of course I'm very red to me because I'm a suck man I'm trying to think of like

[00:38:52] where do where have I where are the acts of civility or incivility what have I perpetrated

[00:38:58] on people you know three months ago I had hair on my head it's all the incivility that's

[00:39:04] stolen out man it was making it rain with incivility all right I've got one more

[00:39:13] this is I had to go back to big blue I've got one more study here this is an IBM study six hard

[00:39:21] truths CEOs must face I thought you'd find this interesting so we we've had a number of conversations

[00:39:29] over the past couple of weeks specific to culture AI but more importantly how to drive adoption

[00:39:35] and the change that has to occur when all of this is is happening the study's pretty wild

[00:39:43] it did they interviewed more than 3000 CEOs and that was from December of 23 just through this April

[00:39:51] of 24 so 3000 CEOs globally so you have to read it to really go into the six things but I'll

[00:40:00] kind of I'll read them off for real quick to see if you if it sparks any any thoughts in your head so

[00:40:06] your team isn't as strong as you think and each one of these have these have a full

[00:40:12] research on there underneath right so your team isn't as strong as you think the customer

[00:40:17] isn't always right sentimentality is a weakness when expertise is in short supply

[00:40:24] sparring partners make the best leaders people hate progress and tech shortcuts are a dead end

[00:40:34] so that's the shiny new tool syndrome all six of these may resonate with me I like all of them

[00:40:42] yeah I like all of the last one's a little self-serving because of IBM being a consulting

[00:40:49] company and being you know helping people with tech too so I think that but other than that I think

[00:40:55] these are all good um and you know I think these CEOs already have these already on their radar

[00:41:03] absolutely right it's just how do you fix that so take number one your team is your team isn't as

[00:41:08] strong as you think yeah okay well now what do you do like how do you action that okay well

[00:41:15] there were so the the number behind that I might be off because I don't have this front of me at 43

[00:41:19] percent or something like that said that they were go it may have been a little bit lower um

[00:41:24] they were going to hire more people because of AI to run and manage the tech

[00:41:32] huh yeah and get rid of those that are no longer needed so the tech will replace

[00:41:40] functions of the job and it was like 35 percent I think they found of those people that they would

[00:41:47] potentially have to let go they need upskilling so they're not necessarily going to let them go

[00:41:52] they're going to work on upskilling them but that's 35 percent of the workforce in the

[00:41:57] organization that's a lot of people that's a lot that's a big organization right so they're

[00:42:01] investing a lot in that sector while bringing in the new people who already have the skills

[00:42:07] to run and prompt and do all that other stuff that's needed as they continue to you know down on

[00:42:13] number six there bring bring tech in right yeah it's a really it's a really interesting report I think

[00:42:20] you'll you'll enjoy um all right we are moving on to funding and you've got a lot of funding as

[00:42:29] you always do so well this was a big week so it's not just that I could find them in rocks and stuff

[00:42:36] like that it's just this there was a lot of money spent this week so anthropo and throw pose it's a

[00:42:43] greek word for human in case you're curious uh raised 2.7 to help what now as I wasn't

[00:42:51] but now you are but now you are super curious I I get more educated by listening to you oh that's

[00:43:01] scary my education is good this is 2.7 to help companies build the workforce of the future using

[00:43:09] ai so this is on finance.yahu.com go and read more about them and why the raises but basically

[00:43:16] um the platform allows employees to upskill themselves via AI while helping companies map

[00:43:22] out and verify critical employee skills so I really like this kind of approach

[00:43:30] and uh and and upskilling it kind of pushes upskilling into this is also up to you so now you know

[00:43:37] what's what you need to learn and at the same time here's where you're at so I like all of

[00:43:43] it I think it's great great name and uh good for them for getting 2.7 at a very difficult

[00:43:49] fundraising market good for them to get almost three million dollars in funding yeah well and they're

[00:43:54] they're in a good space 35 percent of that workforce sorry we'll need it all right

[00:44:00] all right Ryan let me give you another one artisan AI which I believe they just shortened

[00:44:05] to artisan by the way closes 7.3 million seed round to build AI employees at the inner for the

[00:44:15] enterprise so for first of all a 7.3 that's like a round that's good that's a big seed right there

[00:44:25] so we're keep so so imagine if that's their seed their a-round is going to be in the 20 millions

[00:44:31] right so that's kind of how that plays out the larger the seed like they're they're not going to

[00:44:36] have a an a-rounded format just won't make sense yeah so what's fascinating is I found this on

[00:44:43] bmm bm magazine dot co dot uk but if you put in artisan AI and funding you can find a

[00:44:52] bunch of different places where I found it so artisan is replaced so I think you'll I think

[00:44:57] you'll like this too artisan is replacing and automating the entire go-to-market sales stack

[00:45:05] starting with sales right so artisan AI launched their AI bdr Ava in February 2023 she automates

[00:45:14] 80 percent of a bdr's role yeah my take on that first of all just reading that I can see

[00:45:22] some people reading that or sharing that and going wait a minute I'm a bdr we know okay got it but what

[00:45:30] I thought what my take is is that this is actually going to make bdr's more productive because it's

[00:45:35] going to automate all that crap yeah they have to do just like what we see in recruiting just

[00:45:42] what we see in sourcing it's just gonna take all that stuff Ava thank god Ava's gonna take all

[00:45:48] that crap right and then they can then focus on the stuff the human they can focus on the stuff

[00:45:53] that's going to make them more productive so anyhow what's your what's your take on artisan I love

[00:45:59] this I love the idea of digital employees I do I don't know why I just it's just always struck me

[00:46:08] as fascinating that we can do this and now it's it's here what I'd like about this particular

[00:46:16] what I like about the article at least that I read on the interview that I read on it their CEO

[00:46:23] made a comment that I thought was interesting you said our competitors are building solutions

[00:46:28] that sit on top of existing stacks that's not the right way to go they're building the new

[00:46:35] stack and I think that's why their seat around was bigger I think I think they really have a good

[00:46:41] thing going here and they have a different vision of what it is is right that is unique to some of the

[00:46:48] others that are out there this isn't an add-on this is this is the the layer that you're going to need

[00:46:55] in their eyes to move forward in the workplace also genius is there starting with something

[00:47:02] revenue facing so if you're gonna if you're gonna make this okay yeah you can do something

[00:47:07] efficiency and make ops or something even HR you can make something that's more of a cost center

[00:47:13] more efficient which is great because it'd be more cost effective so it hits the bottom line just hits

[00:47:17] it in a different way these folks Ava uh I call Ava because I actually like to name Ava

[00:47:25] Ava's revenue face the fact that you're addressing the AI by name and you're comfortable with it

[00:47:31] this is a good idea people are if we would have had a baby girl her name would have been Ava

[00:47:35] I love the name I'm down I'll have Ava so go ahead and put plans closed so

[00:47:45] I like that they're focused on revenue so they go to market and you know BDRs and all that stuff like

[00:47:51] so how can we get more for less and have the technology do it in a way that you're

[00:47:55] talking about building the right stack but have this actually bring more revenue to the firm

[00:48:00] genius just genius level doing this all right I got another one for you

[00:48:07] Vita that's capital VEDA absurd sounds for something raises 17 million in euros

[00:48:16] payroll as a service so this was at tech.eu and so it's a German based company that'll

[00:48:24] basically they got it right this is how you kind of tell that this thing first of all 17 million

[00:48:29] is a big number there it's a German company payroll as a service company

[00:48:36] but the funding will be used to expand into the rest of Europe and the UK now what's

[00:48:42] interesting about this particular fundraise is they were recently acquired by Invest Corp

[00:48:49] and Invest Corp as you look that up is a 40 year old investment firm PE primarily

[00:48:57] which in the PE side of things they've deployed over six billion dollars so you know you look at

[00:49:04] you say oh they raised 17 million dollars okay yeah well wait there's more there's 17 million

[00:49:10] dollars and oh by the way they got it right in Germany which is one of the hardest places to

[00:49:16] get things right from an HR perspective especially something like payroll now they're going to

[00:49:22] expand it to all of Europe and they've got the backing so the 17 millions like a rounding error

[00:49:29] for Invest Corp. Invest Corp they've got more money so they can now go into Switzerland

[00:49:35] and they could have been allowed because they're going into any of the other places that they want

[00:49:39] to because they've already kind of got it right in Germany France would probably be difficult

[00:49:45] I'd probably be one that they'll be the last one or at least as they listed them off

[00:49:49] would be one of the last ones that kind of tackle but you know they listed Switzerland

[00:49:52] they listed you know a lot of companies by name the UK so like 17 million dollars isn't always just

[00:49:59] 17 million dollars that's why sometimes it's it's it's good to look at the story behind the story

[00:50:05] this isn't a company that just has 17 million dollars and any given point they need more money

[00:50:11] more money is not gonna be a problem that's not gonna be a problem

[00:50:14] Mexico City based workie

[00:50:20] worky

[00:50:22] W.R.K.Y a provider of HR and payroll services solutions for Mexican companies so Mexico

[00:50:29] was a Mexico City based for Mexican companies shock payroll payroll train today I know right

[00:50:37] has closed six million dollars in a series that not bad good good uh good series A for them

[00:50:43] but what I love is Mexico built something for Mexican companies I love seeing this type stuff say

[00:50:52] I found this on techtaffy.com so you can go and look at workie and see more of the press release

[00:50:59] etc now in in the press release some of the things you see the funding was led by a Brazilian

[00:51:04] fund Atlantico in participation with ADP ventures and when I thought when I read that I'm like

[00:51:12] we need to track ADP ventures more close you and I need to actually find out what they're doing

[00:51:17] but I do like country specific payroll companies I like so if we're in Chile I like a Chilean

[00:51:25] payroll company it would run more smoothly it just seems like they know more about that

[00:51:30] particular area now I could have that I could be off by that but that's kind of what I would

[00:51:34] think but I thought it was interesting that it was funded by companies outside of Mexico

[00:51:41] there's plenty of money in Mexico so like it's really interesting that these outside funds

[00:51:47] actually made this happen but anyhow go ahead take a look at workie and there's their six million

[00:51:52] dollar series A good luck to them and congratulations a prior a say it again a prior a prior a prior

[00:52:06] a prior just spell it for everybody

[00:52:14] aprior a raises 2.8 million to build the future of a AI future of interviewing

[00:52:26] all right so we're gonna try that again we're gonna do this in English and I'm not gonna say their

[00:52:30] name because I don't know the pronunciation ap r i o r a so prior is in the middle of two a's

[00:52:40] how you like that and prior yeah so prior just just think prior and throw an a on each

[00:52:47] god you got it build the future of AI interviewing so what's really this is on their websites you

[00:52:52] can go to the prior with a's on both sides dot ai and then you can read more about it so the

[00:53:00] the thing is is the value prop is this hire the best candidates faster

[00:53:07] and and then you start going scrolling through the site and it's there and it's already integrated

[00:53:11] into workflows and other tech so you don't have to change and everything happens really

[00:53:17] because it's AI it's it's it looks like everything happens really fast and in particular I could see

[00:53:23] candidates really liking this approach or they don't have to interact with people and do this bit

[00:53:29] like they can just do it on their phone and and an AI is driving all that stuff so the speeds

[00:53:35] really fast and they're being followed up with so I can I see I can see this being successful

[00:53:41] so prior a's on each side right Brian what do you think about all this

[00:53:47] you know I'm not sure that I disagree with this you know I'm I'm bought into AI running

[00:53:54] some if not all this process um after seeing tools like higher logic and some of the others

[00:54:01] that are out there I just this is where I get a lot of hate I just don't know a recruiter

[00:54:08] that can turn notes out or recommendations out as well as AI why are we fighting this why

[00:54:16] aren't we just embracing the technology and admitting now you're not even admitting you're

[00:54:22] not as good it's just not necessary but oh fuck it you're not as good like honestly you're not

[00:54:30] sorry if you like I would I would love to do this I would love to take

[00:54:36] candidate interview notes from a recruiter over the over the last go get your google docs take that

[00:54:42] over the last 12 months throw that into an AI run some comparisons I'm gonna guess

[00:54:51] the majority of it says the same thing this candidate's fantastic because yeah

[00:54:57] yeah it's gonna be the same thing levers the technology embrace it love it it's gonna make you

[00:55:03] better at what you're gonna close more it's like a bit of a fist fight with a calculator

[00:55:08] like stop calculators yeah I can care less about cosine and all that other crap honestly just

[00:55:16] tell me what buttons to hit all right Ryan let me give you another one Sona

[00:55:22] a front line a front line workforce management platform raised 27.5 million with eyes on us

[00:55:30] expansion so this is tech crush so you go techcrunch.com type in Sona S O N A

[00:55:37] with an S and an A on the end that's right it's on it's on with an S and an A I'm gonna look at

[00:55:45] every word today for this you didn't see prior it's mom it's O with an M on either side

[00:55:53] it's right oh it's your O face oh oh oh go ahead I'm sorry techcrunch.com go take a look at that Sona

[00:56:03] so two thirds some of the things that are really interesting in the article two thirds of the

[00:56:07] US workforce are in front line jobs so Sona's London base so it would be really interesting

[00:56:14] to see you know how they cross the pond you know some sometimes that's really easy sometimes

[00:56:21] there's a lot of learning involved in the SHL came to the US like five different times that's

[00:56:26] that's an overstated workforce but it wasn't as easy coming across the pond and that's true

[00:56:33] of us Americans going to Australia Americans going anywhere um front line tech has kind of

[00:56:41] been this you know the redheaded stepchild of work tech or HR tech for a long time a lot of

[00:56:47] enterprise focus and a lot of the people that work in high volume or hourly or front line

[00:56:53] haven't had great tools right so I'm kind of always I'm pulling for them in particular

[00:57:00] Sona but I'm also pulling through the way that their money is getting spent in that part of

[00:57:06] of the technology market so what do you think about Sona on with an s in a

[00:57:12] the all um you know I I love this space I absolutely love it and I've grown grown to love it more

[00:57:19] over the last probably year year and a half I actually want to study it now the so labor

[00:57:26] mismanagement is probably the single biggest cost to a multi-location company right so I'm

[00:57:33] thinking the gap or old Navy or McDonald's or subway any of these companies so it's but it's

[00:57:41] also one of the most controllable if you have the proper tech process so on and so forth

[00:57:50] so think shift scheduling location management forecasting all of this stuff affects the

[00:57:59] company the people the culture people love you they hate you your customers everything

[00:58:04] it affects it all and you're right it's been underserved but there's also a lot of inner

[00:58:08] workings there that's that's a challenge for town acquisition right just pure sheer volume

[00:58:19] and all the stories we hear the no shows or you know people not taking their role seriously

[00:58:24] they're just in and out they day job hop if I were to go into back in the town acquisition if I were

[00:58:29] to go back into HR as a practitioner I would probably choose a company that is similar or in

[00:58:37] this situation that has multi-location because I just think it's a challenge that is just exciting

[00:58:44] for me for some stupid reason anyhow I love it I think it's a buyer you're a buyer of uh

[00:58:51] on with uh S&A yeah I'm a buyer of the story and if I ever get a job in a multi-location company

[00:58:58] I'll bring them in for a demo don't get a job don't ever don't ever get a job don't ever change

[00:59:05] never change so right it's the last funding we have for this particular week sesame

[00:59:13] so same with an se on the front of it it closes new investment round of 23 million euros

[00:59:20] to continue its investment in AI and accelerate international expansion

[00:59:25] definitely meant sesame street so see it's close you have my attention at sesame same

[00:59:31] same with se on the front but uh this is actually you can go look it up on sesamehr.com

[00:59:38] and they've got the whole thing now they're valentine valentine valencia base excuse me

[00:59:44] um which is spain for those that need to know that it's an all-in-one hr department solution

[00:59:50] they'll expand the latin in a big way now of course i wonder if they're bringing the conquistadors

[00:59:56] with them um just kidding too soon a little too soon probably that for that anyhow i do like again

[01:00:05] spanish software company basically build something that works in spain check got it

[01:00:11] now they're going to go to other spanish speaking places right and roll out and they'll

[01:00:17] personalize as they need to in those different countries yeah but that's what this round is for

[01:00:22] is some innovation some product stuff but really it's about going and localizing the solution to

[01:00:28] the uh to the different countries in central and south america right yeah you know this is the

[01:00:34] this is a typical the typical conversation of hr and payroll is run differently in different

[01:00:42] companies or different countries sorry and in in a lot of countries they're using

[01:00:50] a lot of different softwares to run those very same uh did you say softwares plural

[01:00:57] i did you know this is my final take you know it's a text

[01:01:09] this is my final take and now you're gonna call me out on this i go i just said here's the other day

[01:01:14] i said here's the other day and i was like yeah that was wrong you know it's all the softwares

[01:01:18] okay my brain will let that shit go like what i hear is that it's like

[01:01:28] uh i say softwares is it horse or horses nice mouses horses horses dice dice i have i have 12 dices

[01:01:43] i think that's it i think that's it too we're done

[01:01:49] barfed we did it we did it we did we did thank you all for listening and listen watching and

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