Hyundai Child Labor Accusations, Fake job postings and Miscalculated overtime pay

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[00:00:29] Ryan Reynolds here from Mint Mobile.

[00:00:31] With the price of just about everything going up during inflation, we thought we'd bring our prices down.

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[00:01:00] Are we ready to do this?

[00:01:02] Let's do it.

[00:01:03] What's going on people?

[00:01:05] Ryan Leary from Work Defined.

[00:01:09] It's the barf.

[00:01:09] We've got so much that we are covering today.

[00:01:13] So hang in there, check it out.

[00:01:15] We cover Hyundai's child labor accusations, fake job postings, big penalties for miscalculated overtime pay.

[00:01:25] We cover Averture.

[00:01:28] We cover day four, Salesforce $419 million acquisition of Spiff Cornerstone Acquire Skyhive,

[00:01:40] $185,401K millionaires.

[00:01:47] It's all up next on the barf.

[00:01:54] He's a gentleman to William Tynk up in Ryan Leary.

[00:01:59] It is June 2nd.

[00:02:00] We're going to look back at the week of the 27th through the 31st and talk about breaking news,

[00:02:06] acquisitions, research and funding.

[00:02:08] This is a show where Ryan and I pitch each other ideas of things that we've seen during the week.

[00:02:14] It often ends up in kind of eighth grade humor.

[00:02:18] So hopefully we won't bore the hell out of you but it is a fun show.

[00:02:24] So, Ryan how are you doing?

[00:02:27] I'm still waiting for my introduction.

[00:02:29] I said Ryan Leary.

[00:02:31] Yeah, but what's it?

[00:02:33] We like an intro.

[00:02:35] You need some walkout?

[00:02:37] I need a walkout music.

[00:02:38] I need a walkout song.

[00:02:40] Some DMX?

[00:02:42] Actually that's funny.

[00:02:43] I was going to say X go to give it to you.

[00:02:45] X go to give it to you.

[00:02:46] Why wouldn't you do that?

[00:02:48] Let me pitch this story.

[00:02:51] Kick us off.

[00:02:53] Should governments crack down on fake job postings?

[00:02:57] They should crack down on fake news.

[00:03:00] Yeah, but that's yes and fake job postings.

[00:03:05] Should they crack down?

[00:03:06] This is on abovethelaw.com and my take is yes, they should.

[00:03:12] I'm not sure how they can do it but I like the idea of real people applying for real jobs.

[00:03:19] What do you think?

[00:03:22] What's your take on this?

[00:03:24] Real people, real jobs.

[00:03:26] Does the government need to be involved?

[00:03:29] I hope not.

[00:03:31] I don't know.

[00:03:32] I don't think so.

[00:03:33] I think that's a little overkill.

[00:03:35] I think there's a line.

[00:03:37] Private industry is in their best interest to have more job openings.

[00:03:43] So any of the job boards or any of those folks.

[00:03:47] If you ask them to regulate it, that's counter to their interest.

[00:03:51] They want the most job postings period.

[00:03:54] They don't really care if they're fake or not.

[00:03:56] I guess they do in some cases but I don't know.

[00:03:59] It was a cool story.

[00:04:01] Go take a look at it abovethelaw.com.

[00:04:04] You can easily search for fake job postings and read more about it.

[00:04:08] And then come up with your own analysis.

[00:04:10] All right, Ryan.

[00:04:12] All right, Rocket Mortgage is paying out some cash money.

[00:04:17] $3.5 million because they miscalculated over time.

[00:04:23] Hey, I feel like Rocket Mortgage...

[00:04:27] So, let me see if I get this.

[00:04:29] A mortgage company...

[00:04:31] Yeah.

[00:04:32] They incorrectly calculate...

[00:04:34] Do you believe for a moment that they incorrectly calculated it?

[00:04:37] I feel like they should add another 3.5 for an asshole tax or something.

[00:04:41] I mean, seriously.

[00:04:43] Right?

[00:04:45] This is...

[00:04:47] If this was two dudes in a warehouse, okay, fair enough.

[00:04:52] They probably don't know math.

[00:04:54] A mortgage company?

[00:04:55] A lot of companies are in this situation.

[00:04:57] Jimmy John's paid out another $2 million.

[00:05:00] Google was a little over $8 million in miscalculations.

[00:05:06] Wow.

[00:05:07] But the interesting thing is just about a month,

[00:05:11] well, I guess a couple of weeks at this point.

[00:05:14] So from today, the DOL's final rule,

[00:05:17] increasing the minimum annual salary threshold for overtime takes effect.

[00:05:23] So get some new calculators people.

[00:05:26] Because...

[00:05:27] Oh, gosh, you some more money.

[00:05:29] Yeah.

[00:05:30] And use them.

[00:05:31] Great story.

[00:05:32] Yeah.

[00:05:33] Great story.

[00:05:34] All right, let me give you this one.

[00:05:35] I'm going to use Hyundai and two suppliers of using child labor.

[00:05:39] Child labor.

[00:05:40] Go ahead and read that.

[00:05:42] 14 year old.

[00:05:44] Okay, so this gets really interesting really fast in our space.

[00:05:48] So best practice service, a staffing agency placed the talent.

[00:05:54] Hyundai makes the news because it's a big name, right?

[00:05:57] We'll leave you with that.

[00:05:58] But the staffing firm placed an underage girl.

[00:06:04] How underage?

[00:06:06] 14.

[00:06:07] Oh, like 14 for real?

[00:06:09] 14 working 60 hours.

[00:06:11] We'll deal with that in a second.

[00:06:13] So 14 at Smart Alabama, an auto parts company that serves Hyundai.

[00:06:19] So Hyundai makes the news but really it's a staffing agency that placed this person

[00:06:24] at a supplier for Hyundai.

[00:06:28] And so all of them kind of obviously all of them are great or great.

[00:06:32] You can't get drug into the suit.

[00:06:34] Yeah, it'll be interesting to see for me as I read the story, who's liable?

[00:06:40] Because I'm assuming Hyundai's procurement has don't break the fucking law contracts

[00:06:46] with all their supplies.

[00:06:48] Yeah.

[00:06:49] Well, so if Smart Alabama, the auto parts company broke the law or if the staffing

[00:06:54] company broke the law of a hiring an underage person, then it seems to me that

[00:06:58] the liability would be on them.

[00:07:00] But what do you what's your take?

[00:07:02] Well, so this goes back to we've covered this in joint employer.

[00:07:05] And so there's no final rule on this and you know, it's going to be forever

[00:07:10] until they actually figure it out.

[00:07:12] But the this potentially yes, some of those examples, these all three of them

[00:07:19] could be held liable for this in previous claims that they've had

[00:07:23] for this was for payroll for miscalculated payroll, of course, the who was responsible

[00:07:30] and for benefits who was responsible.

[00:07:32] Sorry, I think this is just an extension of that.

[00:07:35] Yeah, we'll see.

[00:07:37] 60 hours.

[00:07:38] Good work ethic.

[00:07:39] Done.

[00:07:40] Yeah.

[00:07:41] Seriously.

[00:07:42] All right.

[00:07:43] Averture.

[00:07:44] I miss the average.

[00:07:45] I haven't talked about Averture in a while.

[00:07:47] So this this was a this is a couple weeks back, but they released a native

[00:07:51] chat bot.

[00:07:52] Not sure that's breaking news.

[00:07:54] Okay.

[00:07:55] But you know, I don't want to be mean, but 2013 called they kind of want their

[00:08:00] tech back, right?

[00:08:01] But seriously jokes aside, I love Averture and everything they dive as a user

[00:08:06] of Averture for many, many years.

[00:08:09] So I'm trying to find the interesting part here.

[00:08:12] But maybe you can kind of talk me back off the ledge, but chat bots

[00:08:19] aren't new.

[00:08:21] Check got it.

[00:08:23] But what Averture is pitching here is that they've built it native because

[00:08:29] right on chat bots aren't fantastic and create, you know, a dilemma with data

[00:08:34] and all this other stuff.

[00:08:36] I kind of feel like this is seven years too late for their customers and

[00:08:40] that's always been an Averture for me.

[00:08:42] Not at all.

[00:08:43] This is this is one of those deals where other companies are touting AI.

[00:08:49] Automation, augmentation and all this other stuff.

[00:08:52] It's all kind of flying car stuff for most practitioners.

[00:08:55] Averture to your point, Averture is either with or right behind their

[00:09:00] clients.

[00:09:01] So they're adoption levels.

[00:09:04] So they have an ATS and CRM.

[00:09:07] They're one of the first to have both of those together.

[00:09:10] The fact that they've been built it natively means they can go probably

[00:09:13] across both.

[00:09:15] So it travails both.

[00:09:19] So if they're chatting with a candidate and then they're chatting with a

[00:09:23] candidate or an applicant, they're chatting with a candidate.

[00:09:27] I think it's for me, I think it's spot on for their customers.

[00:09:31] Yeah, for their customers.

[00:09:33] What I've always said about Averture and I'll leave it here is that

[00:09:36] Averture was like infusion soft for me and some of these other tools

[00:09:40] where it is an incredibly powerful system.

[00:09:44] Right.

[00:09:45] But you have to know how to use it.

[00:09:47] Oh, 100%.

[00:09:48] It's not simple to just know and it could have changed since I've

[00:09:51] used it but.

[00:09:53] Now you got a chat button.

[00:09:55] All right, here's the story for your own.

[00:09:57] Air Canada had the right to test flight attendant's hair for

[00:10:03] pot use says federal Canadian arbiter worker reportedly

[00:10:09] smoking marijuana joked about hijacking a plane.

[00:10:14] This is at the HR reporter.com.

[00:10:19] You can go read that but it automatically made me think of dude

[00:10:23] where's my car?

[00:10:25] So dude, where's my plane?

[00:10:27] Where's that from?

[00:10:28] I know you know I don't watch movies.

[00:10:30] So it's okay dude.

[00:10:32] Where's my car's name in the movie?

[00:10:34] So.

[00:10:35] So but the thing is like first of all this got into okay.

[00:10:40] You can test someone's hair.

[00:10:42] I mean that that's pretty specific because obviously their

[00:10:46] blood wouldn't be useful, etc.

[00:10:48] P or something like that.

[00:10:50] Something that your own that would be useful.

[00:10:52] But joking about hijacking a plane if you work in that

[00:10:55] industry.

[00:10:56] I don't care if you're high or not.

[00:10:58] Not a good.

[00:10:59] Not a good look.

[00:11:00] No boy.

[00:11:01] No boy.

[00:11:02] No.

[00:11:03] Where's my plane?

[00:11:05] Alright.

[00:11:06] Day Force introduces flex work.

[00:11:09] Day Force Flexwork.

[00:11:11] I love this.

[00:11:13] I love it a lot.

[00:11:15] This is all about flexibility.

[00:11:18] Hence the name flex work.

[00:11:21] But what I like about this here is that so flex work

[00:11:26] handles everything from vetting the workers background

[00:11:30] checks onboarding payroll all of the above right.

[00:11:34] So the organizations that are using flex work which

[00:11:37] obviously your day force customers have a direct link

[00:11:40] to gig workers alumni and retired workers and seasoned

[00:11:46] workers but I like the retired workers part of this.

[00:11:49] Yeah because it's alumni right and and they're just

[00:11:53] retired like legit retired and there's hours.

[00:11:57] Yeah there's a local group to me not for day force but a

[00:12:01] local group that the retired workers and so they have a

[00:12:05] Facebook group they do a meet up and all they want to do is

[00:12:09] work five six seven hours a week.

[00:12:12] Not all for money just really to just go do things and

[00:12:16] lot of them one of driving school buses or shuttle

[00:12:19] shuttle bands and things like that but I when I saw

[00:12:22] that that's kind of what come I like that.

[00:12:25] I love it.

[00:12:26] I mean first of all I love it.

[00:12:28] It's a it's interacting with talent in the way the talent

[00:12:31] wants to interact with you as a company.

[00:12:33] Yeah so they want to be flex or gig or full time or part

[00:12:37] time or seasonal or whatever like having the ability

[00:12:41] and I like that day force formerly Seridian is got

[00:12:45] an application that says hey listen you can have any

[00:12:48] talent anyway you want it and we've got ways to

[00:12:51] organize that talent get those people paid you know

[00:12:54] everything so I love it good good for them.

[00:12:57] All right let me pitch this one to you ready.

[00:13:00] Hit me.

[00:13:01] All right the number of 401k millionaires has hit a

[00:13:05] record 485,000 retirement accounts with at least one

[00:13:10] million dollars.

[00:13:12] Wow.

[00:13:13] That's still for a fall short of the 1.46 million

[00:13:17] adults believe that they need to retire so check

[00:13:20] this out.

[00:13:21] So 1.4 million US adults believe they'll need to retire

[00:13:26] they've only got basically a third of that and this is

[00:13:31] on CPApracticeadvisor.com so you go check that out

[00:13:35] there so you know take this take this for the

[00:13:38] greatest all right so 485,000 people so let's

[00:13:43] say half a million rounded up half a million people

[00:13:46] have a million dollars or more in their retirement

[00:13:49] accounts in a 401k's good for the I mean fantastic

[00:13:53] news right.

[00:13:54] US population in 2022 was 333 million point three so

[00:14:03] that made me think get comfortable with working

[00:14:06] until you die or play the lotto.

[00:14:10] Which one are you doing?

[00:14:14] You know I'm going to die in the fields I've

[00:14:17] said it for years I think unless you're super super busy

[00:14:21] when you retire yeah like a lot of people get they

[00:14:24] get more sedentary as they retire and it just speeds

[00:14:27] up aging.

[00:14:28] You know either die before you retire great get

[00:14:33] comfortable with working until you die great or

[00:14:36] gamble and see if you can work your way out of

[00:14:39] it that way that way.

[00:14:41] I'm picking the I'm very comfortable working

[00:14:45] until I die.

[00:14:47] Yeah I think that's yeah that's probably my choice

[00:14:51] but but you know first of all we had a little bit

[00:14:54] of free time little bit of free time.

[00:14:56] But we hit a high number I mean first of all the

[00:14:58] good news is there's 500,000 you know Americans

[00:15:02] that have over a million dollars in their 401k's

[00:15:05] they should that's a seller.

[00:15:06] There's still a million short.

[00:15:08] Oh shit.

[00:15:10] That's a shot to the nuts right there yes.

[00:15:15] So there you go.

[00:15:17] Hey so you know Josh Burson you ever hear him?

[00:15:20] I do.

[00:15:21] So Josh Burson company introduces Galileo.

[00:15:25] Galileo trusted partner program so again a couple

[00:15:31] weeks old here but this this guy so Galileo

[00:15:36] was one thing the partner program my program

[00:15:39] I kind of I really like here right so it kind

[00:15:42] of thought to me like we're Sherman all this right why

[00:15:45] I sure am not doing what with this guy is doing so

[00:15:48] there's no shortage of HR content out there on

[00:15:52] the interwebs most of its opinion in my opinion

[00:15:56] it is.

[00:15:58] So not to say that his content Burson's content

[00:16:02] isn't rooted in opinion but it's it's it's

[00:16:06] research right yeah and so I like this

[00:16:10] but you know love him or hate him he's most trusted

[00:16:13] in this space right so number one influencer yeah

[00:16:17] number one influencer in this space anyway this goes

[00:16:21] back to my co-pilot infatuation right I think

[00:16:25] everyone's going to have everyone will need

[00:16:28] a co-pilot at some point whether you're recruiting

[00:16:31] HR etc obviously this is for HR so I think this

[00:16:36] is really really good and I like that partner

[00:16:39] program because obviously it's bringing in other

[00:16:42] partners and not just person to become or to use

[00:16:46] this content in as a co-pilot.

[00:16:50] Don't bet against Josh Burson that's all I can say

[00:16:53] to that is the just don't bet against them

[00:16:57] and don't bet against co-pilots in 40 work weeks

[00:17:00] 100% definitely I will convince 40 work week

[00:17:05] yeah okay so author grand technologies

[00:17:09] to pay nearly 40k after DOJ finds its

[00:17:13] job ad requested white

[00:17:16] good thing I swallowed that water before you said that

[00:17:21] it's funny not funny it's job ad requested

[00:17:26] white candidates this is on MSN.com so you can

[00:17:30] go and put in author grand technologies

[00:17:33] you'll be able to find them so the job ad

[00:17:36] here's the quote unquote unquote only US born

[00:17:40] citizens in bold and in brackets

[00:17:44] white no they actually put that 100%

[00:17:48] who are local within 60 miles of Dallas Texas

[00:17:52] in brackets in bold don't share with candidates

[00:17:56] oh no

[00:17:59] this was internal only

[00:18:03] no no this got posted on indeed no I know but this

[00:18:07] was supposed to be internal only yeah but even if it's internal

[00:18:10] it's horrible no it doesn't make you alright but at least it explains

[00:18:14] so here's what the CEO says

[00:18:18] CEO says that the ad was played on indeed by this chronic old

[00:18:21] employee from their Gmail account that's pretty easy to check

[00:18:24] we can look that up right but the outcomes

[00:18:28] is outrageous right white only

[00:18:32] so one of the questions I as a

[00:18:36] reading this and yes and this my coffee how does the

[00:18:40] I help protect us from this type stuff happens but what type of checks and balances

[00:18:44] can we see in the future where it says stupid shit like this

[00:18:48] so I mean if this really was a disgruntled employee and it really did it from their

[00:18:52] private account because he said each that person it didn't say her or she

[00:18:56] that person just came off a pit a performer performance improvement plan

[00:18:59] and so they basically will go in home and said okay yep I got you

[00:19:03] whoop and and then posted this to indeed

[00:19:06] now that's the CEO saying it I still got they still got hammered for

[00:19:10] $40,000 whether or not that was true or not

[00:19:13] doesn't really make a difference but it did make me think okay

[00:19:16] this type shit shouldn't be happening regardless

[00:19:19] so how does technology

[00:19:22] specifically AI has it helped us

[00:19:25] like to put a flare up

[00:19:28] have an understanding of like hey this can't be you can't post this

[00:19:31] there's no shortage of technologies out there and tools and solutions that already do this

[00:19:35] so maybe just maybe whoever's

[00:19:38] listening to this call these guys for a demo

[00:19:42] because they will take your phone call right now

[00:19:46] only US born citizens white

[00:19:50] that is so so bad but

[00:19:53] it's horrible good

[00:19:56] in the same way this will not happen at JPMorgan

[00:19:59] because moving forward JPMorgan

[00:20:02] is going to train all of their

[00:20:05] new hires in AI to prepare them

[00:20:08] for future needs

[00:20:11] so this is when this will not happen

[00:20:14] at JPMorgan so you'll be happy

[00:20:17] to know that so

[00:20:20] the

[00:20:23] interesting thing here

[00:20:26] is they're using it obviously for growth

[00:20:29] right so there in the will drop the link

[00:20:32] and I forgot where I got this from but

[00:20:35] this whole this whole bit here's around internal mobility

[00:20:38] for them and so their current employee base

[00:20:41] is going to be trained as well and they already are

[00:20:44] going through training but all new hires

[00:20:47] yes part of onboarding will be

[00:20:50] trained both in AI proper

[00:20:53] I've seen a lot of consulting firms do this

[00:20:56] and their own clinicians and clients yeah

[00:20:59] well because in both JPMorgan's case

[00:21:02] and in the consulting cases you're helping clients

[00:21:05] so it also for people that are

[00:21:08] you know on the technology adoption curve they're a little bit laggards

[00:21:11] I feel like oh my god this stuff's moving so fast

[00:21:14] I can't keep up etc so teaching them

[00:21:17] you know what it is how to use it

[00:21:20] I think it's just genius because it extends that lifetime of that employee

[00:21:23] and also gets them to do other things

[00:21:26] to help their customers good for them

[00:21:29] I like it more training than better

[00:21:32] time for some acquisitions let's do some A's

[00:21:35] are you ready so sales force

[00:21:38] we made 419 million dollars

[00:21:41] to buy spiff spiff

[00:21:44] would you call it spiff? well it was last called spiff

[00:21:47] which is different

[00:21:50] it's when I smoked before I got here

[00:21:53] this is different no it's spiff

[00:21:56] so it's a

[00:21:59] spiff is like a what's on top

[00:22:02] what's an extra you know thing so it's old lingo

[00:22:05] the company helps companies develop

[00:22:08] and manage incentive based compensation

[00:22:11] compensation schemes so this is on tech crunch

[00:22:14] now the interesting part of this is the deal was announced

[00:22:17] in December so sales force is going to buy

[00:22:20] spiff done

[00:22:23] then for the first time in 18 years

[00:22:26] sales force missed its analyst projections

[00:22:29] the deal was finished in February

[00:22:32] but it was just now listed last week

[00:22:35] and it's 10Q

[00:22:38] where they finally detailed what they paid for spiff

[00:22:41] so deal announced in December

[00:22:44] everybody is going into Christmas

[00:22:47] yeah yeah yeah February

[00:22:50] it gets finalized okay cool but they never disclose the terms

[00:22:53] and they're publicly trading companies

[00:22:56] so they don't have to but they have to disclose it in their documentation

[00:22:59] so 419

[00:23:02] I wonder how they get to 19

[00:23:05] and not like ran that up to 20

[00:23:08] but anyhow so yeah so compensation

[00:23:11] programs for sales people turns out

[00:23:14] very important 420

[00:23:17] 19 million dollars worth for sales force so good for them

[00:23:20] without acquisition loves it

[00:23:23] alright that's kind of like my softwares

[00:23:26] we should probably discuss that software

[00:23:29] not softwares

[00:23:32] alright so cornerstone acquired a

[00:23:35] workforce intelligence platform skyhive

[00:23:38] skyhive technologies

[00:23:41] which or who helps customers

[00:23:44] build skills based organizations which I know

[00:23:47] you love that term

[00:23:50] so anyhow when I hear cornerstone

[00:23:53] I think skills development

[00:23:56] learning yeah of course it started as an LMS

[00:23:59] right so where they've lacked

[00:24:02] is helping organizations predict or

[00:24:05] anticipate the future for workforce

[00:24:08] with any type of certain right and that's

[00:24:11] what this does so by adding skyhive

[00:24:14] it now allows cornerstone clients

[00:24:17] to assess employees capabilities against market

[00:24:20] requirements so on and so forth so

[00:24:23] this is a this is a good play for them

[00:24:26] yeah it's a great acquisition I mean again

[00:24:29] you can train the people that you have

[00:24:32] on your LMS and ad content all that other stuff

[00:24:35] this gets them into deeper they're already there

[00:24:38] but deeper into the skills development space

[00:24:41] and any insight into what is workforce

[00:24:44] planning what do we have what do we need

[00:24:47] what are the things we need for the

[00:24:50] little bit of space where we're upscaling

[00:24:53] re-skilling all that stuff good for them

[00:24:56] and yeah you know we're going to be with them

[00:24:59] next week we will yeah it is next week

[00:25:02] I can't believe I mean

[00:25:05] we're gonna hear about this more yeah we're

[00:25:08] going to hear more about it so we might have to report back

[00:25:11] yeah hear about some of the things we heard

[00:25:14] point of skill. This is real time and so you can make quick decisive calls and decisions

[00:25:20] on what you need and when you need it. Which makes quarterstone more sticky, right? So if

[00:25:26] it's just an LMS, I go to it when I need it. But if it's actually giving me that type

[00:25:32] of intelligence, skills intelligence, if it's giving me that type of intelligence,

[00:25:36] I'm probably going to it every day. Yep. All right, let me give you another acquisition

[00:25:42] humanly whom we know acquires timable whom we know introducing an AI first, the AI first

[00:25:50] into an recruiting powerhouse. So this was on humanly.io and you can just it's all over

[00:25:57] there. It's all over their main page but you can go into pressure releases. So terms

[00:26:01] were not disclosed, which you know my bid on that is I always I don't trust things

[00:26:05] that weren't disclosed. However, I did read that offers customers a complete suite of AI

[00:26:12] powered tools to source a track screen schedule and convert candidates at scale

[00:26:19] pre applicant and post applicant question mark. So it's humanly like I have

[00:26:25] aperture in that it's a CRM and ATS. Yes. That's you and I need to dig into that

[00:26:31] to figure out. Okay, no, what are they now? Because we had an idea before this but

[00:26:37] yeah, because of timable that was doing a lot of the sourcing stuff. Now, now they're

[00:26:42] a little bit different. So I don't know how they interact with any other players in

[00:26:46] space, but it's a good acquisition for them. Do they have a native chatbot?

[00:26:53] Kidding.

[00:26:54] Wow.

[00:26:55] No kidding. I'm kidding. We're back in 2024.

[00:26:59] I got another one for you. I got one for you. Power to fly requires upskilling platform

[00:27:04] skill crush. This was on PR newswire.com. So you can go and search for their power

[00:27:10] to fly. It's a basically professional skill development offerings 20 million plus

[00:27:16] diverse candidate profiles, smart acquisition for the candidates because they both

[00:27:22] they both serve the same audience. Yeah, it's a diverse and marginalized folks. And

[00:27:29] so it's doing skills development. And so this is a great acquisition. Again, I

[00:27:35] couldn't find out what the terms of the acquisition were. But but that great

[00:27:41] acquisition for them because they're going after the same audience you may

[00:27:43] as well combine forces and just go deeper.

[00:27:47] All right.

[00:27:49] Are

[00:27:51] I'm not a comedian. Well, much more of a comedian than me. I'm gonna make you laugh

[00:27:56] on this one. Okay, give it. This is research by the way for the audience. Yeah.

[00:28:01] Are the B a r f. This is our employees spend on average

[00:28:07] 16 minutes a day reading the company intranet. Yeah. And news

[00:28:19] just stopped there. Oh my God, that hurts. Yeah. They still have those. Yeah.

[00:28:24] Yeah. So in my mind, I'm saying a lot of things. I'm just gonna say

[00:28:32] stop please stop stop with this.

[00:28:35] Making your brain rod shut it down, baby. Moving to 2003. You'll thank me later.

[00:28:41] It's really good tech out there. No, but seriously, share, share point aside.

[00:28:47] Share point aside. The report shows that employees actually care

[00:28:53] about work information. Yeah, that's fair. Okay. So when we talk about

[00:29:00] we have tons of conversations around how do I get my employees to care?

[00:29:04] How do I get them to care about work information? How do I get them to consume

[00:29:10] work in from well they are. There's got to be a better way. There's got to be

[00:29:14] a better way. I'm sure there is. Sure, there is. Send up like smoke signals.

[00:29:19] There's got to be a better way than this. Yeah. But 16 minutes. That's a

[00:29:23] long time. Yeah, fair enough. Yeah. That's a long time break. Yeah.

[00:29:28] If you smoke, yeah, I guess. Cigarettes are really expensive. I saw prices

[00:29:32] today when I was in the store. Let me just tell you. Yeah, it's like a second

[00:29:36] habit. It's like a part time job to get a carton of cigarettes today.

[00:29:41] So 16 minutes, minutes. I was blown away by that. That's a lot to

[00:29:46] we're not talking flipping through like Instagram here. Do you remember

[00:29:50] where you got this study? I always know where I got the studies is

[00:29:54] from a the Tech or series. T E C H R series. Yeah. So 16 minutes. That's

[00:30:03] a long time. And I think there's there's a lot there. There's a lot

[00:30:08] there that can be done. There's got to be there's got to be I you

[00:30:10] know, I've never I've never used SharePoint. I mean, I've had to

[00:30:14] use it. Oh, I have but never use SharePoint. No, now

[00:30:20] the other part of me says, well, they're spending 16 minutes in

[00:30:23] there. At least they care. Or is it just taking them that long to

[00:30:28] figure out what to do? All right, move on.

[00:30:33] Sorry, move on.

[00:30:37] I'm gonna go forever here. Fair enough. Alright, let me pitch

[00:30:40] this one to you. So this is this is research from Gallup.

[00:30:44] gallup.com workplace and

[00:30:48] worldwide the cost of poor management, lost productivity from not

[00:30:52] engaged or actively disengaged employees is 8.8 trillion, or 9%

[00:31:00] of global GDP. So this comes from a survey that they did with

[00:31:06] 2700 managers, 12,000 independent contributors rating kind of each

[00:31:12] manager or behavior for four separate category strengths, known

[00:31:17] weaknesses, blind spots and unrecognized strengths. One stat

[00:31:21] 20% this is this is all right. So listen to the math on this.

[00:31:26] 20% of employees say they receive feedback weekly compared to 50%

[00:31:31] of managers say they deliver feedback weekly. So one in five

[00:31:39] of employees say they receive it. Half of the managers say they

[00:31:44] deliver it. Okay, Houston we have a problem. Any great, great

[00:31:48] graphics on this deal. So go look at the gallup. Just gallup.com

[00:31:54] and then you can put in workplace and it's the name of the

[00:31:59] study of strengths weaknesses blind spots managers. So or lack

[00:32:04] of communication.

[00:32:06] 8.8 trillion.

[00:32:09] That's a lot.

[00:32:11] I mean, I'm just a lot.

[00:32:14] Robert Haft making news in the world of research. So they have

[00:32:19] a research report building future forward tech teams. This is

[00:32:24] pretty fun report. So I just picked out one small thing but

[00:32:27] go ahead and check it out. You can find that on Robert Haft.

[00:32:30] Two thirds of technology leaders say there is a skill gap on

[00:32:35] their team.

[00:32:36] Two thirds of 66% is good math.

[00:32:40] Yeah, it should be a math teacher. So more the same right?

[00:32:43] There's a million of these reports but critical skills

[00:32:46] gap in the tech industry exacerbated by as rise.

[00:32:52] Good we got that. So in the report 65% of tech leaders

[00:32:56] report skill gaps with 90% planning AI initiatives but facing

[00:33:02] staffing challenges. Okay, got it. Make sense to me. This part's

[00:33:07] not from Robert Haft but it was attached to it. Somehow I got

[00:33:10] to it 70% or more 75 70% plus said they are not sure how

[00:33:15] they plan to achieve this.

[00:33:19] Not sure how they plan to achieve this.

[00:33:25] Kind of feel like you shouldn't be the CEO if you can't figure

[00:33:30] this out. I get it not easy, not easy but there's a whole bunch

[00:33:35] of stuff that would stuck out to me but there's a deficit in

[00:33:40] tech on future forward tech teams is how they label it.

[00:33:46] Yeah, I think that two thirds of technology leaders say

[00:33:49] that there's a skill gap on their team. That number is

[00:33:52] probably higher. Probably talks people offline. Yeah, that

[00:33:56] number is probably almost 100% but there's some type of skill

[00:34:00] gap because of AI the way the speed in which it's being

[00:34:04] delivered and the new things that are coming online. Who's up

[00:34:07] to date? Like people that study AI can't keep up with

[00:34:12] what right? Right and I'm not sure that I blame the

[00:34:16] employees for not being up to date. This is we're not

[00:34:21] talking about small. Okay, mom and pop shops get it. You're

[00:34:25] going to get blindsided. Yeah, these big companies aren't

[00:34:29] getting blindsided. They they're just not prepared and I

[00:34:32] get it is not get back to your JP Morgan thing and what

[00:34:35] we're consulting for teaching people AI. Yeah, that this

[00:34:39] becomes kind of like okay you know we need to do this as

[00:34:42] a matter of practice right through the entire process

[00:34:46] you come on board. We're going to continue to teach

[00:34:48] you about AI as we learn about AI. This is we talked about

[00:34:52] this before. This is STEM reimagined, right? Yeah, this

[00:34:55] is the same the same thing we got high school students

[00:34:59] going through STEM middle school going through STEM. This

[00:35:03] is now the new stem right? This is what's gonna happen

[00:35:05] right? You know whatever caught behind so be

[00:35:09] alright. So this is from Gardner and so it's a

[00:35:14] report by Gardner. So it's return to office return to

[00:35:18] office mandates aren't worth the talent risk and you

[00:35:22] can find this report on Gardner.com and so three

[00:35:26] things I want to kind of I think we all knew these

[00:35:30] things but it's nice to have data and Gardner is a

[00:35:33] good person to have this data from so 70% 74% of HR

[00:35:38] executives consider RTO mandates problematic as

[00:35:41] employees especially millennials women and top

[00:35:43] performers are less inclined to stay at the employer

[00:35:46] for it requires people to work in the office so

[00:35:49] that's a big number three fourths big number so 70%

[00:35:54] second thing second 70% of execs executives say

[00:35:58] return office mandates are a source of leadership

[00:36:01] conflict. I've not seen this step before so the

[00:36:06] leadership team doesn't see RTO the same way.

[00:36:10] Right now I kind of felt like I knew that but I

[00:36:13] hadn't seen data around that now the last one is

[00:36:16] lack of work life balance ranks among the top

[00:36:19] five reasons for employees quits for the reasons

[00:36:22] they quit so one in five of the reasons people

[00:36:26] quit you know money can't advance you know blah

[00:36:30] blah blah I hate my boss work life balance and

[00:36:34] what I think the work life for flexibility.

[00:36:37] Yeah I think the work life balance is going to be

[00:36:40] the same at every company no matter what it is.

[00:36:43] Yeah I mean that's just that that's just yeah I

[00:36:47] mean I don't like that one but the 70% of

[00:36:51] executives saying that that RTO mandates are

[00:36:54] source of leadership conflict. That's a thing.

[00:36:58] Yeah yeah they need they need to get that get

[00:37:02] that straight. They all need to be on the same page

[00:37:05] right. So what are the other 30% like okay like

[00:37:09] because again if the leadership team isn't all

[00:37:13] working in concert employees get their

[00:37:16] takes they get their cues from leadership

[00:37:20] so anyhow gardener.com let's take a look at

[00:37:23] the report it's cool. Alright I'm going to

[00:37:26] end research on a fun one I found this

[00:37:29] and I thought I just thought it was amusing

[00:37:32] although it's a serious research report

[00:37:35] obviously to for the people that put this together

[00:37:38] over at Pearson. I'm not knocking it I think

[00:37:41] it's great I actually enjoy it. So top

[00:37:45] task of social and the title research shows

[00:37:48] Jen and Jen AI could save US workers

[00:37:52] 78 million hours a week by 2026.

[00:37:57] That's a lot of hours.

[00:38:00] So a lot of hours so top tasks to be enhanced

[00:38:03] so the base actually the report went through a whole

[00:38:06] bunch of tasks like here's all the tasks and

[00:38:09] here's what we think is going to be saved

[00:38:12] based on hours in 2026 by the time we get

[00:38:15] to 2026 so top tasks to be enhanced

[00:38:18] maintain health or medical records

[00:38:21] 3,568,000 hours a week

[00:38:25] maintaining current knowledge in areas

[00:38:28] of expertise whatever that means

[00:38:31] little more than 3 million hours develop

[00:38:34] educational programs plans or procedures

[00:38:37] so teachers professors curriculum things like

[00:38:40] that actually just under 3 million

[00:38:43] which I thought there's a whole

[00:38:46] list here there's a list of safety standards

[00:38:49] accessing assessed student capabilities

[00:38:52] prepare legal documents legal documents

[00:38:55] almost 1.7 million hours a week

[00:38:58] is recommended to be saved

[00:39:01] I could see I just contracts

[00:39:04] because it just like if I need to develop something

[00:39:07] and Jen AI will help me develop it faster

[00:39:10] it's gonna save me time again

[00:39:13] now what are you going to do with that time

[00:39:15] is kind of another question right now so

[00:39:18] it saved you let's say for the individual it saved you

[00:39:21] 2,000 hours a week

[00:39:24] are you just gonna be on tiktok for 4 hours

[00:39:27] well as it will say the company that hour

[00:39:30] probably not or are you going to reinvest that

[00:39:33] in your own skills like what I

[00:39:36] what I think is going to happen is it's going to save

[00:39:39] the time people are going to people are going to start to get

[00:39:42] crafting understand truly how to use and prompt it

[00:39:45] and all that stuff yeah in the beginning I think

[00:39:48] I'm gonna go play afterwards

[00:39:51] oh I got my stuff done good boom

[00:39:54] at some point it will come back

[00:39:57] to work and they will start

[00:40:00] working properly again just leveraging

[00:40:03] and I think it'll take a little bit of time

[00:40:06] but meh meh

[00:40:09] I like the hour saved and even if you

[00:40:12] choose to reinvest in your career and your knowledge

[00:40:15] it's great if you choose to be on Instagram reels

[00:40:18] great like do you

[00:40:21] if that makes you happy great

[00:40:24] as long as those hours

[00:40:27] are making a happier human being

[00:40:30] i.e. a happier employee

[00:40:33] that's really all that matters alright last one

[00:40:36] in the NERs

[00:40:39] unleashing performance how adaptive

[00:40:42] cultures drive sustainable results

[00:40:45] this is on Arbinger

[00:40:48] so arbinger.com

[00:40:51] this is the workplace culture report

[00:40:54] so this is something that's people have tried to connect

[00:40:57] for a long time it's a connective tissue between culture

[00:41:00] and performance it's beautiful

[00:41:03] first of all the interface

[00:41:06] is beautiful the data is great too download report

[00:41:09] a few stats

[00:41:12] a thousand percent no excuse me a hundred percent

[00:41:15] of challenges reported were people

[00:41:18] and culture related yet only 27%

[00:41:21] agree that their company's culture impacts

[00:41:24] their ability to meet or exceed goals

[00:41:27] so everyone says

[00:41:30] that the challenge is related to people and culture but only

[00:41:33] a fourth of those believe that their culture

[00:41:36] impacts whether or not they exceed meet or exceed

[00:41:39] the goals okay so there's

[00:41:42] kind of a miss there only 15%

[00:41:45] say that their leaders coach

[00:41:48] or mentor them through change

[00:41:51] I found that fascinating so this is 15%

[00:41:54] of employees say

[00:41:57] that they're not getting people to help them through change

[00:42:00] changes are inevitable changes happening

[00:42:03] and they're not getting people to help them

[00:42:06] and if you ask the management team

[00:42:09] 80% of them are going to say

[00:42:12] we absolutely didn't hear the programs we put together

[00:42:15] that's right and the last stat on that is

[00:42:18] 77% of professionals say they've experienced

[00:42:21] burnout due to work

[00:42:24] again kind of like work life

[00:42:27] so go check out the report

[00:42:30] again it's trying to bring those things together

[00:42:33] culture and performance good report good stats

[00:42:36] go take a look at it and we're done with the Rs

[00:42:39] so we're going to talk

[00:42:42] about some dollars being thrown around

[00:42:45] what you got

[00:42:50] we've got four let's go through these mental health

[00:42:53] insurance platform I feel

[00:42:56] raises $20 million

[00:42:59] that's on ifielonline.com

[00:43:02] you can go look at the press release there

[00:43:05] I'm not laughing at the rate I think it's fantastic

[00:43:08] this was a classic case of

[00:43:11] where do you put the comma

[00:43:14] I feel they raised $20 million

[00:43:17] I feel like it's $20 million

[00:43:20] so mental health programs

[00:43:23] and platforms help

[00:43:26] employers recruit and retain talent

[00:43:29] especially younger talent

[00:43:32] in my humble opinion if you don't have a strong

[00:43:35] mental health strategy

[00:43:38] you're hamstringing your HR and TA pros

[00:43:41] so it's no longer mental health is no longer

[00:43:44] a nice taboo or way past that

[00:43:47] it's kind of like we had wellness

[00:43:50] from a health perspective financial wellness

[00:43:53] now we're dealing with mental health

[00:43:56] wellness and so this is your company

[00:43:59] they got $20 million I feel

[00:44:02] I still think it's no longer a nice tab

[00:44:05] I think you've got to have a strategy

[00:44:08] I was going to throw some rapid fire questions

[00:44:11] in there try to catch you off guard

[00:44:14] but one of them was the future of employee

[00:44:17] benefits and so I had traditional benefits like

[00:44:20] health insurance retirement plans

[00:44:23] they've been staples for a year

[00:44:26] but what new types of benefits

[00:44:29] would you see

[00:44:32] essential to attracting talent

[00:44:35] that was one of the questions so I'm just going to say

[00:44:38] I feel answered that question

[00:44:41] I feel like I already went through that

[00:44:44] but younger talent wants to see

[00:44:47] things that are debt

[00:44:50] student debt payment

[00:44:53] summer they want programs

[00:44:56] that are geared towards what they're going through right now

[00:44:59] and it's different

[00:45:02] easy metrics

[00:45:05] lands $31 million for private equity firm to boost

[00:45:08] labor analytics platform

[00:45:11] this was on geekwire.com

[00:45:14] labor analytics

[00:45:17] we're just seeing it everywhere

[00:45:20] and I think it's gone on the days

[00:45:23] where we had the excuse to say we didn't know

[00:45:26] now we know in fact if you don't know

[00:45:29] you either don't care or you're incompetent or both

[00:45:32] or lazy that's good

[00:45:35] so the thing is these companies are getting this funding

[00:45:38] and the companies you see at HR tech

[00:45:41] they've got town intelligence, labor intelligence etc

[00:45:44] like you have to know

[00:45:47] wherever you stand in the organization

[00:45:50] you've got to know what's going on in the labor market

[00:45:53] so I think years ago

[00:45:56] we could kind of hide and say I have no idea

[00:45:59] I'm waiting for the labor department to push out

[00:46:02] I googled it but I didn't find it

[00:46:05] now they're getting all the firms

[00:46:08] that are in this town intelligence

[00:46:11] they're all getting funding

[00:46:14] let me give you another one

[00:46:17] Nori, that's N-O-R-Y

[00:46:20] raises $16 million to spearhead

[00:46:23] AI and hospitality

[00:46:26] so this is just on nori.ai

[00:46:29] that's their website so you can go in and look at the press release

[00:46:32] and read more about it

[00:46:35] this was fascinating to me

[00:46:38] so think of us as your AI restaurant manager

[00:46:41] coaching frontline workers on how to run their venues

[00:46:44] efficiently and profitably

[00:46:47] from optimizing staffing levels to minimizing labor costs

[00:46:50] to predicting demand and ensuring shelves

[00:46:53] are stocked with the right inventory

[00:46:56] every decision is backed by data

[00:46:59] so that's

[00:47:02] what I told you when you read that you're like

[00:47:05] this is your co-pilot

[00:47:08] sorry, this is your co-pilot

[00:47:11] that's managing all of those things

[00:47:14] from helping you to staff

[00:47:17] optimizing your staffing

[00:47:20] to optimizing the products

[00:47:23] everything

[00:47:26] your hours, everything can be optimized back to my data

[00:47:29] I think this is

[00:47:32] when we talk about co-pilots this starts off as a co-pilot

[00:47:35] and it might not end as a co-pilot

[00:47:38] it might end as that's what runs the facility

[00:47:41] so just kind of there you go

[00:47:44] alright, Merit

[00:47:47] Merit Incendums is the name of the company but Merit is what goes by

[00:47:50] close $12 million

[00:47:53] I found this on WEMDA, W-A-M-D-A dot com

[00:47:56] and I found this interesting

[00:47:59] because it's incentives software

[00:48:02] so like, okay, rewards recognition

[00:48:05] total rewards incentives

[00:48:08] we talked about Salesforce buying

[00:48:11] an incentives company

[00:48:14] so nothing new there however

[00:48:17] this is interesting because it's at the intersection of Saudi Arabia

[00:48:20] and work tech, the Saudi government

[00:48:23] and the Saudi funds and a Saudi bank

[00:48:26] are invested in Merit's success

[00:48:29] I can't help but think that this company is set up for success

[00:48:32] because they're just going to throw money at it

[00:48:35] until it works

[00:48:38] so $12 million

[00:48:41] and it's just in the Middle East

[00:48:44] I think it's actually just in Saudi Arabia

[00:48:47] so good luck for congratulations

[00:48:50] $12 million, not easy, I don't care where or how

[00:48:53] you raised it but it's interesting to find out

[00:48:56] as we look at these things where the funding is coming from

[00:48:59] and so this is the first time I had seen

[00:49:02] a wall that I had seen something

[00:49:05] I mean, a Saudi fund

[00:49:08] backed them for their first raise

[00:49:11] and then the Saudi government obviously gave them their blessing

[00:49:14] and now one of their biggest customers is the Saudi bank

[00:49:17] and cash money

[00:49:20] so I think it's going to be okay

[00:49:23] one rapid fire question because

[00:49:26] what are you got?

[00:49:29] who provides, and you've got 30 seconds

[00:49:32] and I'm going to cut the mic off

[00:49:35] who provides better career advice?

[00:49:38] managers or chat GPT

[00:49:41] managers, now

[00:49:44] chat GPT in the future

[00:49:47] so chat GPT just doesn't know enough yet

[00:49:50] it's in its nascent form

[00:49:53] so not yet, it doesn't know enough about you

[00:49:56] so it wouldn't, even if you loaded it

[00:49:59] with your data it still wouldn't know enough to give you great advice

[00:50:02] but so yeah, managers and peers

[00:50:05] that's where

[00:50:08] history tells us that people get advice from

[00:50:11] but in the future I think you're asking your co-pilot

[00:50:14] oh absolutely, yeah

[00:50:17] which is all AI driven where you're just like hey you know me

[00:50:20] what do I need to do to get here, what should I do tomorrow

[00:50:23] what should I do next?

[00:50:26] there was a movie on Netflix just came out like this last week

[00:50:29] with Jennifer Lopez and it's about AI

[00:50:32] a part of it's about AI

[00:50:35] and she doesn't want to sync with AI

[00:50:38] and she syncs with her where the AI and her brain are synced together

[00:50:41] and she doesn't want to do it

[00:50:44] who is Jennifer Lopez? Jennifer Lopez

[00:50:47] so on Netflix it was actually really cool

[00:50:50] what was it called? I don't know

[00:50:53] so I don't memorize, I'm actually watching the last

[00:50:56] the last kingdom so it's kind of an extension of the Vikings

[00:50:59] but it's seen from the other side so it's seen from the English side

[00:51:02] so I'm not really, I just took a break

[00:51:05] I watched it because it was new, it was Jennifer Lopez

[00:51:08] but that conflict

[00:51:11] of fully giving yourself into AI

[00:51:14] and becoming coupled

[00:51:17] so like when we're thinking about AI now

[00:51:20] we're thinking about it off to the side, I put some stuff in

[00:51:23] it helps me with whatever

[00:51:26] this was years in advance where the two are together

[00:51:29] it's actually synced with your brain

[00:51:32] it knows your thoughts, it knows your experiences, it knows all that stuff

[00:51:35] and then asking it a question

[00:51:38] it already knows all that and it can go out externally

[00:51:41] and find data so I mean if we're talking about

[00:51:44] that in the future, oh shit you just

[00:51:47] ask Chris

[00:51:50] Chris what should I do next? Chris is going to say

[00:51:53] I mean you can tell you're consciousness

[00:51:56] it's like Chris is going to tell you wake up dude

[00:51:59] time to get up, no more hitting the snooze button

[00:52:02] that would be the one thing

[00:52:05] I was reading a thing and I'll find it and send it to you

[00:52:08] I'll post it because I thought it was interesting where

[00:52:11] it's an implantable AI

[00:52:14] this is not real yet, well I guess it's working on it

[00:52:17] it's an implantable AI that is your alarm clock

[00:52:20] and among other things but it's your alarm clock

[00:52:23] but it doesn't allow you to snooze

[00:52:26] give you a little shock

[00:52:29] how it doesn't allow you to snooze, I don't know

[00:52:32] I never had problems with the snooze

[00:52:35] when my alarm goes off

[00:52:38] you just hit snooze and say fuck it I'm going to sleep

[00:52:41] no, it says

[00:52:44] my alarm clock

[00:52:47] so I've got mine personalized

[00:52:50] so it says yo fuck it wake the fuck up

[00:52:53] but it says when it's yelling at me in the morning

[00:52:56] so it says that I got no one

[00:52:59] seriously wake the fuck up, no really wake up

[00:53:02] that's when you hit the snooze button, no seriously

[00:53:05] no because I purposely have it on the ringtone

[00:53:08] as the most insidious ringtone ever

[00:53:11] so when I hear it I gotta turn it

[00:53:14] and I always leave my phone way away from me

[00:53:17] it's never next to me

[00:53:20] I gotta twist it, turn it off

[00:53:23] I'm pretty sure this is the point at which we say

[00:53:26] goodbye

[00:53:29] but seriously thank you all for watching

[00:53:32] if you're watching or if you're still listening

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