LinkedIn Recruiter verification, the EEOC vs. Workday, ADA violations at Drexel University and disproportionate candidate rejections at Sheetz

[00:00:00] Alright, I want to talk to you for a moment about retaining and developing your workforce.

[00:00:05] It's hard.

[00:00:06] Recruiting is hard.

[00:00:07] Retaining top employees is hard.

[00:00:09] Then you've got onboarding, payroll, benefits, time and labor management.

[00:00:13] You need to take care of your workforce and you can only do this successfully if you

[00:00:18] commit to transforming your employee experience.

[00:00:22] This is where ISoft comes in.

[00:00:24] They empower you to be successful.

[00:00:26] We've seen it with a number of companies that we've worked with and this is why we partner

[00:00:30] with them here at WorkDefine.

[00:00:33] We trust them and you should too.

[00:00:35] Check them out at isolvedhcm.com

[00:00:38] What is going on people?

[00:00:44] Welcome to the BARF, WRKdefined's acquisition research and funding that was my announcer

[00:00:50] voice.

[00:00:51] William, how are you doing today?

[00:00:55] I'm doing great.

[00:00:56] Sunday 21st, feeling good?

[00:00:59] We've got a lot of cool stories to go through.

[00:01:01] A lot of stories.

[00:01:02] A lot of stories.

[00:01:03] I love their cool.

[00:01:05] Your hair is looking mighty flowy today.

[00:01:11] This is what happens when I condition my hair.

[00:01:15] Seriously this is what happens.

[00:01:16] On the off chance that I condition my hair, this is what happens.

[00:01:21] I don't even know what that word means.

[00:01:22] Condition to me means conditional logic.

[00:01:25] That's the only condition that I know.

[00:01:27] I've never been a person that put, I wash my hair every once in a while and I don't

[00:01:32] condition it all that often because I've never put a lot of products in it so it's

[00:01:36] just kind of a bit for my whole life.

[00:01:39] When I condition my hair is usually when I get my beard trimmed because I don't own

[00:01:45] an eraser so I'll go to great clips so they trim my beard but they also wash

[00:01:50] your hair.

[00:01:50] They wash your hair.

[00:01:52] So they wash your hair and they also condition it's like I don't do this shit at home but

[00:01:56] I let's go.

[00:01:58] So you think if I went in to get my beard trimmed and washed my head?

[00:02:03] Oh they could.

[00:02:04] They probably would.

[00:02:05] They give me like a scalp massage right?

[00:02:07] Oh yeah, oh yeah.

[00:02:08] I'm down for that.

[00:02:09] But how much is it?

[00:02:10] It hurts.

[00:02:11] Oh it's not that much.

[00:02:12] It's like eight dollars.

[00:02:13] No, eight dollars isn't bad.

[00:02:15] No, it's worth it.

[00:02:17] Talk about hair.

[00:02:18] All right.

[00:02:19] We're going to have you hair talk?

[00:02:22] Hair talk.

[00:02:24] So you've got two boys so they're not if they're getting hair salon and appointments that's

[00:02:30] their thing.

[00:02:32] So my oldest six team her last time she got her hair done whatever she got the three

[00:02:38] hundred and some dollars right?

[00:02:40] Oh snap!

[00:02:42] Right, right.

[00:02:43] Okay.

[00:02:44] She just went this week and she had a friend's cousin or something or other did her hair.

[00:02:50] A hundred and eighty dollars and that was a discount.

[00:02:53] Is she getting colored?

[00:02:55] She got highlights and trimmed and whatever.

[00:02:59] She's sixteen.

[00:03:00] Yeah color cost money.

[00:03:02] That's true.

[00:03:03] Color nothing.

[00:03:04] Get out of here.

[00:03:05] My boys go to great clips.

[00:03:07] It's a twenty four dollar trip plus tax.

[00:03:10] It's all good.

[00:03:11] It's all good.

[00:03:13] All right.

[00:03:14] What do we got?

[00:03:17] All right.

[00:03:18] Have you heard of ozimpic like you've seen the commercials?

[00:03:21] Oh, oh, oh, no, that's a that's a right auto part.

[00:03:25] Oh, that's it.

[00:03:26] Okay.

[00:03:27] Oh, ozimpic.

[00:03:28] Yeah.

[00:03:29] So here's what's happening and you can see it in North Carolina, but you kind

[00:03:34] of see it across the United States to the weight loss drugs.

[00:03:38] There's another one.

[00:03:40] W E G O V Y.

[00:03:42] I don't know it as well as ozimpic.

[00:03:43] We go.

[00:03:44] We'll go.

[00:03:45] Yeah, we'll go.

[00:03:46] They got a lot of commercials.

[00:03:48] Okay.

[00:03:49] So their drug costs are really, really high mostly because they don't produce

[00:03:54] a lot and so the cost through the roof, right?

[00:03:57] So these are things that actually help people lose weight.

[00:04:02] So these are these.

[00:04:03] This isn't a this is a scam.

[00:04:05] These are actually drugs that actually help people lose weight.

[00:04:09] So the insurance companies are now they're jacked up their prices

[00:04:17] because farm and direct their prices and employers are now kind of having

[00:04:22] to either make the decision to either pay for those things or to not pay

[00:04:28] for it.

[00:04:29] And this is what's going on.

[00:04:30] You can look at the story.

[00:04:31] It's in politico.com.

[00:04:33] So you go and look at the story, but they're talking about North

[00:04:36] Carolina because this is happening with large, large employers in North

[00:04:39] Carolina where they're basically cutting out that cost and saying

[00:04:44] that's an out of pocket expense, which is crazy to me.

[00:04:47] And the reason I wanted to come pitch it to you is like, you know, first

[00:04:51] of all, if this were a cancer drug and it was again, and it was high

[00:04:57] and all that stuff, would we would we be outraged?

[00:05:01] Yeah, of course we would.

[00:05:03] Right.

[00:05:04] So it would also be part of what is offered and weight loss.

[00:05:11] I don't know that that should be any different, right?

[00:05:15] I mean, I'm not a doctor, but weight being overweight leads to a lot of

[00:05:20] problems, right?

[00:05:22] Yeah.

[00:05:23] So if you could be preventative, then why wouldn't you cover ozympic?

[00:05:27] Well, just use that as an example.

[00:05:29] Why wouldn't you cover ozympic for your employees?

[00:05:32] We're going to look at what's happening in North Carolina.

[00:05:35] Definitely go check out the article on Politico, but I think we're going

[00:05:39] to see this more and more because the drug cost is so high.

[00:05:43] It's not going to go down because the demand is just going to go up.

[00:05:46] So it's going to go up higher, which means that insurance companies

[00:05:50] they got to recover their costs.

[00:05:51] Employers are going to cut it out because it costs too much.

[00:05:55] And I think it's sad because again, this is something that could prevent

[00:06:02] a lot of things down the line.

[00:06:03] Mm hmm.

[00:06:04] And it could actually, you know, people are always to us, they're always

[00:06:08] talking about like, how do I retain my top and he's higher?

[00:06:13] Yeah.

[00:06:15] You know, weight loss drugs.

[00:06:18] Hey, during recruiting event, during recruiting event, if somebody

[00:06:22] were obese, I would actually I'd lead with that.

[00:06:26] It's like, hey, you're familiar with ozympic, right?

[00:06:28] This is why you're not in recruitment.

[00:06:30] So we come by your own this side of the microphone.

[00:06:34] We cover that shit.

[00:06:35] Come on in.

[00:06:36] We got it.

[00:06:36] We got you.

[00:06:37] All right.

[00:06:38] Do you have sheets down there in our LinkedIn?

[00:06:41] We do.

[00:06:41] Okay.

[00:06:42] So sheets is making some head some headlines this week for

[00:06:46] rejecting indigenous and black candidates due to criminal records.

[00:06:52] So this is it.

[00:06:54] This is actually pretty interesting what's going on here.

[00:06:58] So, so they this disproportionately screened out American Indian,

[00:07:07] Alaskan natives, black and multiracial applicants during the

[00:07:11] hiring process.

[00:07:13] So interesting.

[00:07:14] Yeah.

[00:07:14] So, so the claim here states that they have a longstanding practice

[00:07:18] of screening candidates out due to prior run-ins with the law and

[00:07:23] convictions.

[00:07:24] And so, of course, we got some numbers behind this, but so

[00:07:28] black applicants 14%, 14 and a half percent more likely indigenous 13,

[00:07:34] multiracial 13 and a half.

[00:07:37] And then of course whites are the highest at 8%.

[00:07:41] Right.

[00:07:41] No, I'm kidding.

[00:07:42] Whites are way down the list or just getting accepted.

[00:07:47] So I thought this is interesting because sheets is not a small organization.

[00:07:50] We don't have.

[00:07:51] I think we may have a few up here.

[00:07:53] We don't have that.

[00:07:54] Is it is it that they're screening out brown people or is it that they're

[00:07:59] screening out people with criminal records or the thing that the thing

[00:08:03] that we probably would have to dig in to find out is are the brown

[00:08:08] people almost say that because I can actually say that our brown

[00:08:11] peoples, the criminal record is the criminal record more harsh like

[00:08:18] the art of those murder and ground theft auto and like harsher

[00:08:22] felonies.

[00:08:23] So it's one thing to kind of run a headline and say, oh, we're

[00:08:27] screening out brown people.

[00:08:28] Okay, got it.

[00:08:30] However, if it's if it's apples to apples and the felonies are

[00:08:35] the same, okay, murder, murder, got it.

[00:08:38] You know, rape, rape, got it.

[00:08:40] And then you did that by demographic data, then they should do

[00:08:45] they should be held liable like that.

[00:08:46] That's just crap.

[00:08:48] Now, if you dig into that, you find out actually the felonies

[00:08:53] weren't all the same.

[00:08:55] You know, but not all felonies are not only not all felonies

[00:08:59] should be treated the same.

[00:09:01] No, they shouldn't and that's where that's what the claim is.

[00:09:04] So the EOC obviously is is alleging this and putting

[00:09:09] this forward.

[00:09:11] However, the with what this gets into is that people within

[00:09:16] certain categories are predisposed to certain environments,

[00:09:21] right, which is creating that that wide gap there and it just

[00:09:26] so happened.

[00:09:27] I'm sure this happens with a lot of employers.

[00:09:29] It just so happens that she is leading that that race right

[00:09:32] now.

[00:09:33] It'd be interesting to dig in there maybe down the road

[00:09:36] and see if technology is involved here.

[00:09:38] If they're just doing it human to human, you know what

[00:09:40] I'm saying?

[00:09:41] Like if Bob and recruiting hates brown people are.

[00:09:47] Let's see if that's it or if it's actually tech that they're

[00:09:50] using.

[00:09:51] I'm sure they're using so they're a large company.

[00:09:53] I'm sure they're using tech for background.

[00:09:56] I'm not sure the rest, but right nonetheless interesting

[00:09:59] and people should know about that 100% Google fires 28

[00:10:05] employees after sitting protest over controversial project

[00:10:10] Nimbus contract with Israel.

[00:10:14] So on tech crunch.

[00:10:15] So you go find out about there.

[00:10:17] So we've talked a little bit about this type of stuff before

[00:10:21] it was more of the CEO with pro Israel and a bunch of employees

[00:10:25] didn't like that left or whatever.

[00:10:28] This is actually they fired people.

[00:10:31] So so you know it begs the question.

[00:10:36] For me in terms of like leadership has to be more

[00:10:38] active in defining what is and then isn't accepted what

[00:10:41] work.

[00:10:42] This isn't new people have had sit ins you know like this is

[00:10:45] this is a new bit that seems like this is going to be more

[00:10:49] vocal with the younger generation.

[00:10:51] It's going to be something that companies are going to have

[00:10:53] to come contend with one way or another.

[00:10:56] I mean if you lay down a strategy or lay down kind of

[00:10:59] your guidelines say yeah we don't talk about politics

[00:11:01] at work period in the story.

[00:11:03] You bring politics in the workplace.

[00:11:05] You've decided to quit.

[00:11:07] Yeah, we might fire you or you might quit but you've

[00:11:10] just make that decision.

[00:11:12] I think the guardrails are going to have to clear around

[00:11:14] stuff like this.

[00:11:15] Yeah, it's this I believe we just had a show about this

[00:11:19] somewhere on the learn something came up where I've

[00:11:22] always been confused.

[00:11:24] Can you or can an employer prevent you from talking

[00:11:29] about politics at work at work or is it more of a

[00:11:34] guideline or suggestion like hey you shouldn't be talking

[00:11:38] about things like this at work and I've always been

[00:11:42] confused on that and what I can and can't say in a

[00:11:45] corporate environment.

[00:11:47] Right, right.

[00:11:48] It's you know they're polarizing topics that it's

[00:11:53] you know when they say they want your whole you at

[00:11:55] work this is the shit that drives me crazy.

[00:11:57] Right.

[00:11:58] Yeah, you want my real authentic self you want

[00:12:01] my real authentic self.

[00:12:02] Okay, you know what I'm going to have a sit in well

[00:12:04] okay that's my authentic self so like no sit in I

[00:12:08] okay if you're disrupting the work day with things that's

[00:12:11] a bit that's a different that's very good but if you're

[00:12:15] just voicing an opinion or talking to people we're in

[00:12:18] a teacher where I think that's different as well.

[00:12:23] Anyhow, alright let's move on the work day so I'm

[00:12:26] I'm an EEOC fan today I'm following their thing.

[00:12:31] I'm following their news their line.

[00:12:34] EEOC expert good.

[00:12:36] I'm telling you so the question is should work they face a

[00:12:41] lawsuit right so EEOC says hell yes work they should face

[00:12:46] a lawsuit alleging that it's a I screening tool is biased

[00:12:51] right so check this out.

[00:12:55] Is that is that is that native or is the is are

[00:12:59] they using a partner for that?

[00:13:00] I beat me up.

[00:13:02] It sounds like it sounds like it sounds native based on

[00:13:05] the art. Yeah, I don't know.

[00:13:07] Yeah, it would matter because it's still under their brand

[00:13:09] it's still under their brand right so the allegation is

[00:13:10] that work day is allowing employers to pre-select

[00:13:15] applicants outside of protected categories which violates

[00:13:20] Title 7 in the Civil Rights Act 1964 so obviously work

[00:13:26] they says this case has no merit that they're arguing

[00:13:29] that they are not the employer they're not the staffing

[00:13:33] firm they're not the employer they're not the employment

[00:13:35] agency or labor they're just the tech and these are features

[00:13:38] within the tech.

[00:13:41] I've always been I've always been fascinated with this

[00:13:43] not worth work day in this particular regard but like

[00:13:46] in the sourcing tools where you can turn on like women

[00:13:52] okay so you're searching for a Java developer and you

[00:13:54] know there are differences and you can click the button

[00:13:57] and say I want female candidates I want African

[00:14:00] American candidates or you can turn that off right like

[00:14:05] yeah I'm not I really want to track this to find out actually

[00:14:11] how this plays out on the tech side.

[00:14:13] I don't think they're liable.

[00:14:15] I don't I don't think work day I think our work day will

[00:14:17] actually win this because they're not technology they're

[00:14:20] technology and they're not making the decisions this is

[00:14:23] a this is an issue of the employer and the hiring

[00:14:25] teams and what they're doing unless they customized it

[00:14:28] you know I'm saying like unless they're unless they're the

[00:14:30] ones that not just the implementation but unless they've

[00:14:33] actually created it.

[00:14:36] But if they just basically gave them a tool and said hey

[00:14:38] you can do there's several different ways this can be

[00:14:40] configured figured right and the employer configured it in

[00:14:44] a way that should be configured that's on them.

[00:14:47] Yeah but you bring up a good point on and we'll keep

[00:14:51] moving forward here but so and really any software but

[00:14:54] sourcing tools in in particular that's always been it when

[00:14:59] we've talked about this all the question you're saying you're

[00:15:02] there was debates around oh my gosh you're looking at LinkedIn

[00:15:05] profile photos now you know the person's Chinese.

[00:15:08] Yeah or photogenic yeah or I'm using a sourcing tool and

[00:15:13] I'm specifically saying give me Asian women or black women

[00:15:17] or not black women is what is the difference right and so

[00:15:21] I and this is I think these are people have these answers.

[00:15:26] I don't have these and I don't think it's an ethical and moral

[00:15:31] dilemma that no one has the answers to right now we'll have

[00:15:34] to find somebody that has them and bring them on the show.

[00:15:38] Good luck.

[00:15:39] I will find a person person.

[00:15:43] Jenner just comes from a fast company dot com generative

[00:15:48] ai's refusal to produce controversial content can create

[00:15:54] echo chambers.

[00:15:56] This is fascinating to me because okay so when you're using

[00:16:00] jna jai and you say hey I want black Jesus.

[00:16:05] You know because a lot of these different models got in trouble

[00:16:09] because they the images that they created right historically

[00:16:15] incorrect right yeah you know like black KKK members you know

[00:16:19] okay you can run down the list you know you know Hispanic

[00:16:23] Hitler you know all that kind of shit so you can create all

[00:16:27] that stuff and then those and they pulled back from that these

[00:16:30] models did said yeah we're not going to do that shit.

[00:16:33] So now what's interesting about that is the intersection

[00:16:36] between jen ai and friend free speech.

[00:16:41] So if someone wants to create a black Jesus or Hispanic Hitler

[00:16:46] why can't they're horrible examples I get it but if they want

[00:16:51] to why can't they so when I when I read it it's like what it

[00:16:56] made me think about was how do we navigate free speech in

[00:16:59] the future as it relates to jen ai and who gets to decide

[00:17:04] what is and isn't protected at work.

[00:17:08] So I'm really thinking on the work side it's like things are

[00:17:11] going to happen with jen ai and again who decides what's

[00:17:17] controversial.

[00:17:19] It's a controversial you know me saying like the

[00:17:21] conventional you know for me you could use an image and

[00:17:27] it could be stripper glitter.

[00:17:28] I'd be I with that but for other businesses they would

[00:17:33] not be all right with that right and the right now

[00:17:36] what's happening is the jen ai tools are making that decision.

[00:17:41] Instead of the human being instead of the boss instead of

[00:17:44] the employee so that no those applications are making the

[00:17:48] decision for you so just think about think about free

[00:17:53] speech think about content that's going to be created

[00:17:57] for you and and how it intersects with work and free

[00:18:01] speech.

[00:18:03] That works for me.

[00:18:06] All right I'm going to go to local story Drexel University.

[00:18:09] I did not go to Drexel I went to temple I could what anywhere.

[00:18:13] Yeah yeah and I chose temple 100% definitely not.

[00:18:20] All right so there's a Drexel it did this one is actually

[00:18:25] I think very relevant to anybody in the audience and

[00:18:29] one I think that's going to get a lot of a lot of

[00:18:32] conversation debate around it so Drexel executive Drexel

[00:18:36] University executive executive who is diagnosed with PTSD

[00:18:42] alleges that a mandatory zoom meeting violated ADA.

[00:18:48] Okay so they were forced to be on a and I don't have all

[00:18:54] the details clearly but they were forced to be on a zoom

[00:18:57] call on video to speak with a number of people and they said

[00:19:03] they weren't comfortable they didn't want to be on this call

[00:19:07] it might be on the call they didn't want to be on video

[00:19:10] for this particular call because it was causing them

[00:19:13] stress and anxiety.

[00:19:16] And so things happen bad things happen not bad things but

[00:19:20] it didn't go the way that Drexel or whoever was on the

[00:19:25] call would really wanted the call to go so.

[00:19:29] And I think it there's more to the story I'm sure and I know

[00:19:34] every organization has different thoughts on this and this

[00:19:37] and we've spoken a lot about accommodations in the workplace

[00:19:40] being super critical.

[00:19:42] We've also talked about interactive process a lot of

[00:19:46] but we've kind of brushed over it a lot too.

[00:19:50] And I think I don't know that a lot of organizations

[00:19:53] actually have an interactive process and I'm not sure many

[00:19:57] people know what an interactive process is.

[00:20:00] It's you know it's not just two people taking part in a

[00:20:03] discussion right this is where the employees actually part

[00:20:06] of the conversation.

[00:20:09] Discussing their own accommodations helping to build

[00:20:12] their own accommodations.

[00:20:15] They don't have that there.

[00:20:17] And that's some of the thing that throws me is mandatory

[00:20:22] Zoom so mandatory Zoom is like any type of mandatory meeting.

[00:20:28] You and I do a ton of podcasts and so there's a lot of people

[00:20:31] that join our podcast that aren't on video.

[00:20:35] In fact some of our friends we get on on calls with them

[00:20:38] aren't on video and they never turn on video.

[00:20:41] I'm so tempted to just close the camera right now just

[00:20:44] for the hell of it.

[00:20:45] You know I'm saying like I don't care.

[00:20:48] Yeah if that I don't say like if this isn't this

[00:20:52] is executive one would assume that they're adding value to the

[00:20:55] company etc.

[00:20:57] And if they don't want to be on video.

[00:21:00] They don't need to be on video like again Zoom and all of

[00:21:04] the technologies that we use prior to covid we weren't

[00:21:09] on video by and large.

[00:21:11] Right.

[00:21:11] We just use them as a way you calls conference calls

[00:21:15] does get conference call technology.

[00:21:17] So the join in's or join me's and all of the

[00:21:19] river conference all those things which use them to call

[00:21:22] people.

[00:21:24] And then I went back to school there.

[00:21:26] Kobe I know right.

[00:21:27] Three years ago.

[00:21:29] Covid made us all get on video because we wanted to you

[00:21:33] know see people and see what's going on.

[00:21:36] We want to kind of attach.

[00:21:37] Yeah all kinds of stuff there.

[00:21:40] This is one of those deals is super easy to resolve.

[00:21:42] It's like hey you don't want to be on video for this

[00:21:44] call or for any calls.

[00:21:46] Great.

[00:21:46] Yeah.

[00:21:47] Yeah don't be on the call.

[00:21:48] I mean don't be on video.

[00:21:50] Yeah okay still add that to you and now the second part of

[00:21:54] this about a cat accommodations is sometimes people

[00:21:58] can't advocate or don't feel like they can do a proper job

[00:22:02] of advocating for own accommodations.

[00:22:05] That's a separate issue.

[00:22:06] So I think it's now you need an ombudsman or you need

[00:22:09] a charter step in right and help be an advocate for

[00:22:13] accommodations for everybody.

[00:22:15] Correct.

[00:22:16] Correct.

[00:22:16] Good fun.

[00:22:18] Good fun.

[00:22:18] I like it.

[00:22:20] So you're a big snap chatter right.

[00:22:22] I do not have snap chat on your phone.

[00:22:26] You're on Tinder right.

[00:22:27] But I Tinder yes now I'm kidding.

[00:22:31] Just kidding honey I love you.

[00:22:34] Don't even know which ones I can't even tell you which

[00:22:36] one the swipe is.

[00:22:38] Yeah that's how I could tell you my kids are on there

[00:22:41] because all they do all I can tell you yes.

[00:22:45] I don't know.

[00:22:46] I don't want to know.

[00:22:47] I'm in that I'm in that phase.

[00:22:50] That's what they take pictures like that.

[00:22:52] Let me two seconds or swipe picture.

[00:22:55] That's right.

[00:22:56] Yeah whatever that ends badly.

[00:22:59] So snap the company they sort of rebranded obviously snap

[00:23:03] chat to snap plans to add watermarks to images created

[00:23:07] with AI powered tools.

[00:23:10] So here's what I like about this.

[00:23:12] This is in TechCrunch.

[00:23:14] So you could just go and Google snap and watermarks you'll

[00:23:18] find the article.

[00:23:19] But what I love about this is as we move to using more

[00:23:24] generative AI at work and trust we've already talked

[00:23:28] about that several times it'd be nice to be aided

[00:23:31] in understanding what we can trust or what we know

[00:23:35] is gen gen AI and what is it.

[00:23:38] What's simulated and I think it's OK if it's simulated

[00:23:41] if something's made and and it's made with gen gen AI like

[00:23:46] I'm OK with that.

[00:23:47] I just think the user needs to know.

[00:23:50] That's all I think you have to you have to you have to

[00:23:54] let people know if it's a sponsored posting or if it's

[00:23:57] an ad why not.

[00:23:59] Right.

[00:24:00] Just put it on there.

[00:24:01] Yeah they've got so what they're going to do is

[00:24:03] they're actually going to put this little little stamp

[00:24:05] touch sparkly little thing watermark on the image.

[00:24:09] So when you see that you'll be able to say OK that was maybe

[00:24:13] gen AI.

[00:24:14] And the article it has like a cat that turns into a panda bear

[00:24:18] or some shit but it's got like the little gen AI sticker on

[00:24:23] it.

[00:24:23] Oh my we need to see more of that from Facebook.

[00:24:27] Yeah everybody.

[00:24:28] Yeah I don't mind.

[00:24:29] Honestly I don't on the social feeds I don't mind.

[00:24:33] Because I don't care what I'm looking at like if it's

[00:24:36] interesting it's it's it's interesting.

[00:24:39] I don't care who made it or what made it.

[00:24:41] Now if I'm getting an email or something from a recruiter

[00:24:47] where he says this email was generated with AI and then I

[00:24:50] I'm probably not going to read the email.

[00:24:52] I probably put it at the bottom just like that people put

[00:24:55] the claim of already subscribe or anything like that.

[00:24:58] Yeah I would just letting people know it would lose its

[00:25:02] impact or because I assist it with or something I don't

[00:25:04] know like that.

[00:25:05] That would be weird for me.

[00:25:07] I don't want to know that.

[00:25:08] I would and I would think I would think more of the person

[00:25:13] if they told me that you know I'm saying like like if someone

[00:25:17] told me that I had a person one time a CEO of a very a real

[00:25:23] popular company actually emailed me one time after I had

[00:25:28] emailed a bunch of CEOs and said do you make these emails

[00:25:32] up yourself or do you like you have like a comedy

[00:25:36] club or you like do you like cuz you know my writing and

[00:25:40] I'm like no I actually type that out.

[00:25:44] I'm just I don't know if it was just about it or I'm still

[00:25:50] trying to figure out how to help people read the entire

[00:25:54] email like I mean they're actually really good when

[00:25:58] you read them.

[00:26:00] They're very good but I get like halfway down and I'm

[00:26:03] like I can't go any further just get there.

[00:26:06] Just say the tell me how much money do you want from me?

[00:26:11] What do you want?

[00:26:12] Oh God.

[00:26:14] More more more more things like snap or those types of

[00:26:19] things just like I like it.

[00:26:21] I like it.

[00:26:21] All right.

[00:26:22] So more Kato Libre is on a hiring spree 18,000 hires

[00:26:28] about to hit the hit the company.

[00:26:31] So these are so if you're all not familiar with

[00:26:34] Bercato they're Argentine Argentine based e-confirm.

[00:26:38] So think like Amazon.

[00:26:42] Yeah, yeah, someone right.

[00:26:44] So all of this is in Latin America though.

[00:26:46] So I think you're the e-com tech the e-com tech

[00:26:49] correct it so the there are this is all Latin American

[00:26:54] hiring so from Mexico, Latin from Mexico to Brazil,

[00:26:59] Argentina that's where they're all going to be but

[00:27:02] 18,000 levels a lot.

[00:27:04] Yeah, that's a lot of people and first of all,

[00:27:07] it's great.

[00:27:08] Yeah, majority is going to be in logistics.

[00:27:09] So not sure and 2,500 is tax but the remainder will

[00:27:13] be in tech.

[00:27:14] I should say I'm not sure what it'll be doing but a lot

[00:27:17] of fantastic.

[00:27:18] That's fantastic.

[00:27:18] That's just great to hear hiring great.

[00:27:21] I don't care where it is just more hiring more better.

[00:27:24] Yeah, definitely.

[00:27:26] So we talked about pregnant workers a couple times

[00:27:30] on the show and they finally they've got a due date

[00:27:35] on the the final rule of the implementation of the

[00:27:38] Pregnant Workers Fairness Act.

[00:27:40] I think that's P W F A during the acronyms.

[00:27:45] This is at a federal register dot gov so you can

[00:27:48] go and look at the implementation of the pregnant

[00:27:51] workers Fairness Act.

[00:27:54] So final rule is effective on June 18th,

[00:27:58] which is about two months away.

[00:28:01] So it's been a long time coming.

[00:28:03] It's been reviewed.

[00:28:04] It's been going but no, okay, just make sure your

[00:28:06] company's comply because I think you've covered one

[00:28:09] or two stories about companies that have not been

[00:28:12] compliant.

[00:28:13] I was gonna say we talked about this last week,

[00:28:15] but no, no, no, well, they the final rule just came

[00:28:19] down.

[00:28:19] No, the fun.

[00:28:20] Yes, yes, yes.

[00:28:21] And I'm surprised I missed it because I have been

[00:28:25] doing all of this.

[00:28:26] Yeah, all of us.

[00:28:27] I feel the lesser the federal register site is actually

[00:28:31] fascinating because they publish stuff, all kinds of cool

[00:28:34] stuff there.

[00:28:35] But you know, no one reads.

[00:28:37] No, yeah, no one reads a lot.

[00:28:39] It goes there.

[00:28:40] Next, next, I didn't get any love.

[00:28:42] It's like if you go there, they actually like on

[00:28:45] the actual final rule, you can click into it and

[00:28:49] it'll show you all the different implementations.

[00:28:52] Right.

[00:28:52] Like it's, it's fascinating and I'm sure no one uses it.

[00:28:56] So probably just make sure you're compliant folks.

[00:28:59] Yep.

[00:28:59] Yep.

[00:29:01] All right.

[00:29:01] You know compliance.

[00:29:02] Come speak of compliance.

[00:29:04] You like Chipotle?

[00:29:06] Hi.

[00:29:07] I don't actually I don't understand the fascination

[00:29:12] with going to a restaurant standing in line for 20

[00:29:16] minutes at a getting buffet line to just get to the

[00:29:21] line.

[00:29:22] I mean, I love buffets.

[00:29:24] Trust me.

[00:29:25] Look at me.

[00:29:25] I love.

[00:29:25] Yeah, I know.

[00:29:27] There's not a buff.

[00:29:27] I love like lying food and all that stuff.

[00:29:30] But you get there and there's chicken everywhere and

[00:29:33] beans and dirt and then there's people in the back

[00:29:36] and there's food on the floor and I just don't get

[00:29:39] and get it like I can whatever.

[00:29:42] And it's like on the like on 30 minutes in a

[00:29:44] Chick-fil-A line like Jesus Christ.

[00:29:47] It's good.

[00:29:48] It's not that good.

[00:29:49] It's a chicken fucking nugget.

[00:29:50] Like, come on.

[00:29:52] Anyway, so Chipotle is settled.

[00:29:56] It's the title of the show.

[00:29:58] Yeah.

[00:29:59] It's a fucking chicken nugget.

[00:30:01] So Chipotle settling for three million dollars.

[00:30:05] What they do?

[00:30:06] They're not paying people and they're scheduling bad.

[00:30:10] So they're there for paid leave issues and for

[00:30:14] scheduling and so there's 1853 people that are

[00:30:18] going to get this.

[00:30:19] I did the math earlier.

[00:30:19] It's like 1600 bucks a piece.

[00:30:21] Right?

[00:30:21] So they're not retiring.

[00:30:23] Yeah, no, no, but they're going to get a payday.

[00:30:25] Right.

[00:30:26] And so what's happening here is that they're scheduling

[00:30:30] though.

[00:30:31] They're scheduling employees for shifts.

[00:30:35] Outside of the fort there's a 14 day rule.

[00:30:40] Right.

[00:30:40] And so they're scheduling within the week to say

[00:30:43] you need to work this specific shift and then

[00:30:46] if an employee says, oh, hey, I can't do that.

[00:30:50] Then they're being retaliated against and pay and then

[00:30:53] when they're actually working additional hours, they're

[00:30:56] also not getting compensated appropriately for that.

[00:31:02] So this is more in the lines of like Subway and Jersey

[00:31:05] Mikes and all the other ones that we found recently

[00:31:08] where they're just paying their people.

[00:31:11] Yeah, this is not paying again.

[00:31:13] We don't know if it's Chipotle proper or if

[00:31:15] it's franchise or any of those types of things.

[00:31:17] But yeah, it's if you're if you're struggling to find

[00:31:20] employees, if you're struggling to retain employees,

[00:31:23] this is the type of shit that gets that we don't talk

[00:31:27] enough about.

[00:31:28] Yeah, it's like we talk about talk about, you know,

[00:31:31] it's a lot of the headier stuff like, oh, okay, just do

[00:31:34] these things like, well, you know, you just pay people

[00:31:37] pay your treatment like human beings.

[00:31:39] Let me let me let me throw this at you because

[00:31:42] this is this is really getting on my case and I

[00:31:46] hope they hear this.

[00:31:48] They're local, so they're not going to hear it because

[00:31:50] they have nothing to do with what we would do.

[00:31:51] But maybe I'll send them a link through their little

[00:31:54] contact form or some shit like that and I'll time stamp

[00:31:57] it for them.

[00:31:57] So my daughter works at a place called Stove and Tap.

[00:32:00] Okay, cool.

[00:32:01] She she works at a place called Stove and Tap.

[00:32:03] She's a hostess there.

[00:32:05] She gets paid X amount of money for being a hostess.

[00:32:08] They also said when you do running for the tables,

[00:32:14] you'll get this money, but you'll also receive tips

[00:32:19] for the running.

[00:32:20] Right?

[00:32:20] Okay, she's been there now for a month, maybe a little

[00:32:23] month and a half, a little more.

[00:32:24] Right.

[00:32:24] It's a second job for her.

[00:32:25] She likes to work.

[00:32:26] So she's been doing the hosting job.

[00:32:29] Right.

[00:32:29] Yesterday they said, okay, we're going to put you

[00:32:32] on running now.

[00:32:33] Fantastic.

[00:32:34] They gave her a t-shirt.

[00:32:35] She went and did that.

[00:32:36] She had she had a clock out as a hostess.

[00:32:39] Right.

[00:32:40] Clock in as a runner.

[00:32:42] Yeah.

[00:32:43] So they got the time right?

[00:32:45] Not just the time.

[00:32:48] Now they're paying her a training rate of $4 an hour

[00:32:54] and no tips and no tips.

[00:32:58] So I'm fucking I'm livid.

[00:33:00] She's like, well, what are you talking about?

[00:33:02] Like I'm training.

[00:33:03] They're paying me a try like, yeah.

[00:33:05] If anybody told me I'm going to cross train you

[00:33:08] for another job in the company so you can make

[00:33:10] us more money but I'm going to pay you $9 less

[00:33:14] an hour and not that should be criminal.

[00:33:16] If that's not criminal, that should be criminal.

[00:33:18] Yeah, I have a problem with this.

[00:33:19] No, they told me it's a training rate because I'm training.

[00:33:22] No, no, you're already here.

[00:33:24] The training take this there.

[00:33:27] All right, training over like you're an employee.

[00:33:30] You're not like, no, I'm blown away by this and I would

[00:33:35] I would basically at least I'll keep my hosting jig.

[00:33:37] I'm good.

[00:33:38] Yeah.

[00:33:38] Yeah.

[00:33:39] Maybe she'll make more with tips.

[00:33:41] I don't know, but the fact that they're taking an employee

[00:33:44] who's there moving them into a second role and docking

[00:33:48] their pay.

[00:33:49] Are we shocked that people have a trouble attracting talent?

[00:33:54] Oh, God, it just can't.

[00:33:56] We can't be shocked.

[00:33:57] It took it literally took every fiber in my body around

[00:34:03] and go see your manager like are you kidding me?

[00:34:06] Like, do you know who you're talking to?

[00:34:07] You know, you're like, come on.

[00:34:09] You know, like I was whatever.

[00:34:11] All right, I'm off my soul box.

[00:34:13] Take it.

[00:34:13] Well done.

[00:34:14] All right.

[00:34:15] Let me pitch you this one.

[00:34:16] LinkedIn announces verification for recruiters to help

[00:34:21] address scam pitches.

[00:34:22] Oh, I like it.

[00:34:24] So this is going to be like a blue mark or some type of

[00:34:26] star or unicorn or some shit.

[00:34:29] I'm just on social media today.com.

[00:34:31] You can go put in LinkedIn and verification.

[00:34:34] You'll find it.

[00:34:35] So, you know, first of all, I'm not sure this is a good.

[00:34:40] I got to really think about this.

[00:34:41] I don't know if this is a good thing or not, especially if

[00:34:44] candidates already don't like recruiters because now they're

[00:34:49] going to have this scarlet letter on their profile, which

[00:34:55] again could let I mean it could be a good thing for candidates

[00:34:58] because okay.

[00:34:59] Yeah.

[00:34:59] Obviously, recruiters were reaching out to me and they're

[00:35:01] a verified recruiter.

[00:35:02] Okay.

[00:35:03] I can trust that this is a something real or because

[00:35:08] recruiters, if you go to Reddit and read anything and read

[00:35:12] it about recruiters, you know, turns out they don't have

[00:35:14] a great reputation.

[00:35:16] So I don't know if it necessarily helps recruiters and

[00:35:20] it makes them less likable or more likable.

[00:35:23] Like what's your what's your bid?

[00:35:25] When I first told you that, what do you think?

[00:35:27] I like it.

[00:35:28] I'm opposite.

[00:35:29] So I like it.

[00:35:30] I think so I whether you have a blue checkmark or not, right?

[00:35:36] Whether you're verified or not, they're going to know you're

[00:35:40] a recruiter.

[00:35:40] It's in your job title.

[00:35:42] Like it doesn't matter right now if the verification isn't

[00:35:47] just oh yes, Ryan is a recruiter.

[00:35:50] Yeah.

[00:35:51] Right.

[00:35:51] No, Ryan's a verified recruiter because Ryan did this

[00:35:55] help.

[00:35:56] Yeah.

[00:35:56] Right.

[00:35:57] Ryan has a number of recommendations.

[00:35:59] Ryan has a number of maybe, you know, as a recruiter, I'm

[00:36:04] held to a different standard.

[00:36:06] Right.

[00:36:06] So LinkedIn essentially was built by workers right like

[00:36:11] let's be real.

[00:36:12] And so if I would have no problem as a recruiter, if I

[00:36:16] was still recruiting for LinkedIn to say, Hey, if you

[00:36:18] want to be verified, we need to monitor your in mouth.

[00:36:22] We need to monitor your messaging, not your what

[00:36:25] you're saying, but your acceptance rate, your

[00:36:28] interaction rate, your recommendations.

[00:36:32] Right.

[00:36:33] Yeah.

[00:36:33] Yeah.

[00:36:34] So not every recruiter gets it, but a job seeker knows that

[00:36:37] if I have a blue check, well, 40% at least 40% of my

[00:36:42] messages are being not open, but replied to my jobs are

[00:36:47] being placed.

[00:36:48] I'm confirmed that they're being placed my recommendations

[00:36:51] on the recruiter to actually be a week ago called

[00:36:54] be a recruiter because we talk all the time about in males

[00:36:57] and how horrible they are.

[00:36:59] Yeah.

[00:36:59] Look, if you want to go sell on Amazon, you want to buy

[00:37:03] on Amazon, what's the vibe?

[00:37:05] I go right to the reviews like I'll see the same product

[00:37:07] four times.

[00:37:09] It could be sold by the same company.

[00:37:12] I'm going to the one that has 700 reviews over 50.

[00:37:15] 100%.

[00:37:16] That's their check mark.

[00:37:18] We should have one too.

[00:37:19] I fully love that one.

[00:37:21] All right.

[00:37:23] Turn me around.

[00:37:24] I love it.

[00:37:24] I love it.

[00:37:25] Hold on.

[00:37:26] Let me record that.

[00:37:27] Are we recording still?

[00:37:28] Because I want to make sure everyone knows that I turned you

[00:37:31] and convinced you otherwise.

[00:37:33] All right.

[00:37:34] So William flip flops.

[00:37:38] There's the title.

[00:37:40] It's the chicken fucking nugget and William flip flops.

[00:37:44] So when people over in the UK, they'll say, that's brilliant.

[00:37:49] That's an awful accent.

[00:37:50] I know.

[00:37:52] I used to record that a couple of times.

[00:37:55] I said, look, honey, I'm brilliant.

[00:37:57] She's like, that just means like knowledge.

[00:37:59] It's horrible.

[00:38:01] Like bless your heart child.

[00:38:03] God, I'll never forget when Jackie Clayton said that to me.

[00:38:08] She's like, you know, that's not a good thing.

[00:38:10] Like, mm-hmm.

[00:38:12] I thought I was being blessed anyhow.

[00:38:16] I'm excited for this one because sort of excited.

[00:38:21] I really like this idea, but I was excited.

[00:38:26] More excited when I read it first, a headline, because I saw four days a week.

[00:38:32] And I thought that's it.

[00:38:35] It's over.

[00:38:36] The debate is over.

[00:38:37] We're doing four days a week and it turns out that it's just four days a week in the office.

[00:38:43] Yes.

[00:38:44] But I still actually do like this.

[00:38:47] So Truist is tightening up the in-office attendance policy.

[00:38:52] Right?

[00:38:53] So they're pushed behind us.

[00:38:54] They want to reinvigorate the connected culture field that they once had.

[00:38:58] Get it?

[00:38:59] Okay.

[00:39:00] So four days a week in the office starting in the fall for everybody and then for their investment bankers,

[00:39:07] they're in the office every day starting June 1st.

[00:39:12] So this is, and I'll get your take on this of course, but this isn't new in financial.

[00:39:19] Right?

[00:39:20] This isn't new on Wall Street.

[00:39:21] They've been doing this for a while.

[00:39:22] A lot of dev companies want to do this as well.

[00:39:26] But for some reason probably because I'm not actually going into the office.

[00:39:32] I'm not there.

[00:39:33] I like the idea.

[00:39:34] I think it would be nice to get back into an office and get back to life as it was in some respect.

[00:39:42] That said, this is my office right here.

[00:39:45] So I had to get dressed every day and go to an office.

[00:39:48] I'd probably quit.

[00:39:49] So I'm just saying that said Wall Street pays people enough money to get to the office.

[00:39:56] To get to the office.

[00:39:57] And if you don't want to be an invested banker, you don't want to work on Wall Street.

[00:40:00] Don't do the job.

[00:40:01] Don't do the job.

[00:40:02] You don't want to look at a screen all day.

[00:40:03] Don't be a fucking developer.

[00:40:05] 100% same thing.

[00:40:06] Yeah.

[00:40:07] And JP Morgan, all of them, they all kind of, they want you to be in the office.

[00:40:13] It's not just the, it's not just that they want to see you work type stuff because it

[00:40:17] is outcomes based.

[00:40:18] A lot of that stuff that what they do is based.

[00:40:21] You either make money for the company or you don't.

[00:40:24] But you know, it's again, this is not an industry that's cheap.

[00:40:31] They pay people really well and bonus people.

[00:40:36] So again, I mean, I went to business school with a bunch of guys that just they went investment

[00:40:41] banking either consulting or investment banking.

[00:40:45] And that was their bit.

[00:40:46] It's like, I'm going to invest in bank.

[00:40:47] I'm going to work 10 hours.

[00:40:48] I'm going to work 10 years, put it 120 hours a week and then I'll go do something else.

[00:40:54] But they knew the bit like they knew what they were getting themselves into.

[00:40:58] Right.

[00:40:59] But this is, this is what's interesting is this in the conflict of Gen Z and

[00:41:06] generations after that, that just they didn't see Wall Street.

[00:41:10] They didn't grow up with the movie or they didn't grow up all that stuff and they're going

[00:41:14] to be like that.

[00:41:15] Yeah.

[00:41:16] No, I'm not going to do that.

[00:41:17] I can do that shit for my house.

[00:41:19] That'll be interesting to see if they become flexible or if they just keep recruiting

[00:41:24] the same type of people.

[00:41:26] Yeah.

[00:41:27] I've never been on the floor, right?

[00:41:28] Right.

[00:41:29] So I don't know what it's like on the trading floor and all of that.

[00:41:33] But I do know what it's like on a sales floor in a bullpen type environment.

[00:41:39] I don't think I've ever had the energy that I had there.

[00:41:43] Oh, I'm not sure.

[00:41:44] That I do here, right?

[00:41:46] In a sales environment.

[00:41:48] You can't slack.

[00:41:49] You don't want to slack.

[00:41:51] No, no.

[00:41:52] It's like you want to earn.

[00:41:54] You want to earn.

[00:41:56] But everything's weighted that way too.

[00:41:59] Like your bonus is weighted that way.

[00:42:01] Your pay is weighted that way.

[00:42:02] It's like, you're not sitting there playing Candy Crush on your phone.

[00:42:07] No.

[00:42:08] And those types of environments.

[00:42:10] It's like I want to outwork, out hustle, out shine.

[00:42:14] And there is a different.

[00:42:15] I get it.

[00:42:16] All different.

[00:42:17] Sales are all different no matter where you are.

[00:42:19] The conversations are different.

[00:42:20] The cadence is different.

[00:42:22] All of that stuff.

[00:42:23] But when I was on a floor, when I was in a bullpen style environment,

[00:42:29] you have a headset on.

[00:42:30] There's 90 people talking around you and you're talking and you're talking with

[00:42:35] more energy than them because you need to close a deal.

[00:42:38] You need to talk over them because everyone else can hear what they're saying

[00:42:42] because the headphones just weren't fantastic back then.

[00:42:46] Same idea here, but the energy is not the energy is not the same.

[00:42:51] Now that could be hard to get.

[00:42:52] It's hard to get that energy that bullpen energy.

[00:42:57] It's hard to get that at home by yourself.

[00:43:00] Yeah, I mean, I could play the ambient noise.

[00:43:03] I could play the Wall Street in the background.

[00:43:06] But it's not going to be the same.

[00:43:08] We are on to the A's the acquisitions.

[00:43:10] We got a couple here real quick.

[00:43:12] We'll run through these job cannon acquired ads me.

[00:43:16] That's ADS M E to transform AI driven job.

[00:43:22] This is found on tech EU.

[00:43:25] You can just look at job cannon.

[00:43:28] Basically, it's a Ukrainian startup that acquires another Ukrainian startup.

[00:43:33] How often do we get to say that?

[00:43:35] Basically, job cannon uses AI to simplify the job search and adds me.

[00:43:43] It provides ad recommendations.

[00:43:46] More of what we see with Appcast and some of those types of layers.

[00:43:53] These are two firms that basically didn't do what the other one did.

[00:43:57] The feature set kind of comes together.

[00:44:01] We would say it's a merge.

[00:44:04] It was in a straight up acquisition terms were disclosed,

[00:44:07] but I think the customers went.

[00:44:10] I think it's a good thing.

[00:44:12] Good for them? Good for their customers.

[00:44:14] Everybody wins.

[00:44:17] Top tell.

[00:44:19] Top tell.

[00:44:20] Expands leadership and custom software development with the acquisition of

[00:44:25] Viren IT.com.

[00:44:27] So if we're not top towel or you can say top talent,

[00:44:33] I always say top tall.

[00:44:35] Topple.

[00:44:36] Topple?

[00:44:37] No, short for top talent.

[00:44:39] Any.

[00:44:40] It's a good.

[00:44:42] I say it.

[00:44:44] I say water.

[00:44:45] You say water.

[00:44:46] Yeah, no, you get a potato.

[00:44:48] So top towel is the exclusive network of top freelance talent.

[00:44:54] They could say the top 3%.

[00:44:56] So it's actually kind of fascinating.

[00:44:58] So like on Fiverr, they'll accept people with a pulse.

[00:45:02] Right?

[00:45:03] And in some of these other ones that they don't really care.

[00:45:06] I mean your rankings will kind of sort out whether you're good or

[00:45:09] all that other stuff, but these folks actually vet their talent

[00:45:13] and you've got to be great at what you do.

[00:45:16] You've got to be in the top 3%.

[00:45:18] And then they'll let you into the town, into the network.

[00:45:21] So what they did with this acquisition, so they acquired a

[00:45:24] software development development company.

[00:45:26] Right.

[00:45:27] And the reason for that is so they can speed up.

[00:45:29] It wasn't a small company.

[00:45:30] 120, 130 employees.

[00:45:32] No, no, no.

[00:45:34] And again, they could have worked with this company forever

[00:45:36] like, but they brought development in and the reason they brought

[00:45:39] development in is to speed up innovation.

[00:45:42] Sure.

[00:45:43] Just so we now have these folks, everybody's remote.

[00:45:45] In fact, I believe they're 100% remote.

[00:45:48] I will have to fact check that, but I remember on their website,

[00:45:52] this is on toptow.com and their press center.

[00:45:55] So you can go find, read about it.

[00:45:57] But I believe they're the world's largest remote work company.

[00:46:01] So anyhow, cool acquisition because it's like, okay,

[00:46:06] they can see development needing to happen faster and

[00:46:09] iterating, iterating faster.

[00:46:11] And they went out and probably already working with this firm

[00:46:14] to begin with.

[00:46:15] Yeah.

[00:46:16] And bought them.

[00:46:17] Yeah.

[00:46:18] All right.

[00:46:19] Nice.

[00:46:20] Excited for this one.

[00:46:21] Go for it.

[00:46:22] Quantum work advisory.

[00:46:23] Visory.

[00:46:24] It's an religious company, acquires talent tech labs.

[00:46:28] Friends of ours and I've been putting together really cool

[00:46:32] ecosystem maps.

[00:46:33] They've done a lot of work in the startup community

[00:46:36] and recruiting in particular.

[00:46:38] So they've, they've hosted events.

[00:46:41] They've brought in investors and help people get investing.

[00:46:45] All kinds of research.

[00:46:47] Yeah.

[00:46:48] A lot of great research.

[00:46:49] Now, a legious owns that.

[00:46:51] Well, they own it through their advisory firm, Quantum Work.

[00:46:55] But what's great about this for a legious is they're going

[00:46:59] to take all that stuff that's public and now be able

[00:47:02] to make it four or maybe have a deeper level of,

[00:47:07] of customization or analysis for their customers.

[00:47:12] So customers are struggling with which behavioral assessment

[00:47:16] to look at talent tech labs, keep track of all that stuff.

[00:47:21] And I think they'll probably still have a publicly facing

[00:47:25] thing and so do the reports and probably still do

[00:47:28] ecosystems and stuff like that.

[00:47:31] But I think the clients of a legious are going to win.

[00:47:34] Absolutely.

[00:47:35] That's great acquisition.

[00:47:36] This is on prweb.com.

[00:47:38] So you can go and kind of read the rest of the press release,

[00:47:43] but also kind of come to your own analysis as well.

[00:47:46] Yeah.

[00:47:47] Lots of smart people there.

[00:47:48] And our office was pretty cool.

[00:47:50] Yeah.

[00:47:51] Little thing all the way up in the top of the building

[00:47:54] somewhere up in New York.

[00:47:55] It was nice.

[00:47:56] Always, always good stuff.

[00:47:58] All right.

[00:47:59] I've got one here from Robert Haft.

[00:48:02] We're going to get into a couple research.

[00:48:05] So Robert Haft ran a report, a research, a survey.

[00:48:10] Sorry, I took people out to get that out.

[00:48:12] Anyway, women say that the ultimate crux here is that women

[00:48:20] say they are less likely than men to look for a new job in

[00:48:25] 2024.

[00:48:26] Huh.

[00:48:27] Yeah.

[00:48:28] So pretty basic.

[00:48:30] There's a lot of stuff that's going to be done.

[00:48:33] Pretty basic.

[00:48:34] There's a lot of stuff in here and we'll just drop the link in

[00:48:37] there.

[00:48:38] I forgot where I got this.

[00:48:39] This was at probably on Man Bar, sorry, Robert Haft.

[00:48:44] Anyhow, pay gap still exists.

[00:48:47] No surprise there, right?

[00:48:49] But 60% of the women survey believe that there are ample

[00:48:53] opportunities for growth compared to the men.

[00:48:56] So that's good, right?

[00:48:58] 45% say they wouldn't leave their job anyway because of

[00:49:02] the level of flexibility that they're not willing to

[00:49:06] lose.

[00:49:07] Right.

[00:49:08] I could see that.

[00:49:10] So now that makes sense to me.

[00:49:12] They're less likely than men to look for a job because the

[00:49:16] jobs that are being attracted to probably have more of a

[00:49:21] return to office or less flexibility.

[00:49:24] We'll just call it less flexibility.

[00:49:26] Right.

[00:49:27] So this would be true in my household too.

[00:49:31] I mean, we're pretty flexible here.

[00:49:33] Right?

[00:49:34] You let me leave a little bit and I get to do things.

[00:49:39] But that's true here too.

[00:49:41] We're pretty even on driving the kids places.

[00:49:47] My wife's a teacher.

[00:49:49] And so if she were to go into a corporate role, that

[00:49:56] would really affect what we can and cannot do here.

[00:50:00] Because even though I'm at home and we all know here at

[00:50:03] home, that means you're working.

[00:50:05] Like you're not like, hey, I can go take you for a ride at

[00:50:08] two o'clock.

[00:50:09] It's not the case.

[00:50:10] So I could see that.

[00:50:12] I could see that.

[00:50:13] But I can see that for men too.

[00:50:15] But I think what really kind of in the back of my mind,

[00:50:19] my mind, I think I was thinking about reading this

[00:50:22] and looking at the images that they have.

[00:50:26] Men are not ready to admit or to reverse the role yet.

[00:50:33] I know a couple that have become stay at home dads and

[00:50:36] I know a couple of dads that rejoin the workforce and they

[00:50:40] need the flexibility because they have to go pick up three

[00:50:43] or four kids and take them to softball or baseball or

[00:50:46] whatever it is.

[00:50:47] But I don't think the majority of men are there.

[00:50:52] I don't think and I think that's what I was thinking about

[00:50:56] reading this until you have parody there.

[00:51:00] Will you ever have parody and pay?

[00:51:03] You know what I'm saying?

[00:51:04] No, I think that's a driving factor of this.

[00:51:06] Absolutely.

[00:51:07] Yeah, very good.

[00:51:09] Good find.

[00:51:10] Yep.

[00:51:12] All right.

[00:51:13] So this is the this comes to you from the Linux Linux

[00:51:19] foundation.org.

[00:51:21] So this is the 2024 state of tech talent report by the

[00:51:26] Linux foundation.

[00:51:28] Turns out the sky isn't falling.

[00:51:30] This by all the headlines and all that other stuff.

[00:51:33] Only a mind you buy only a minority of companies reduced

[00:51:37] their technical headcount in 2023.

[00:51:40] So what we've talked about in the past, they've they've

[00:51:44] reduced tech in one place and added tech in another place.

[00:51:48] Right.

[00:51:49] When they're looking at it, they're like a total headcount.

[00:51:52] You had so many people in tech before you have so many

[00:51:54] people in tech now they might be doing different jobs.

[00:51:57] So the two points that I want to kind of bring out is is

[00:52:01] the domains prioritized for staffing cloud DevOps

[00:52:06] security cybersecurity.

[00:52:08] AI ML the AI ML is what 43% which I kind of shocked me.

[00:52:12] I thought that would be higher.

[00:52:15] So I think that I want to look at a look at that number next

[00:52:18] year and see that probably more in the 80s.

[00:52:21] But they also talk about cross-skilling and upskilling are

[00:52:25] the key strategies for technical talent management.

[00:52:28] Yeah, so here you've got someone that's been trained

[00:52:31] classically trained in Java.

[00:52:33] Okay.

[00:52:34] How do we get them to understand AI?

[00:52:36] And right now.

[00:52:38] So yeah, we can let them go and then go try and find

[00:52:41] that person.

[00:52:42] Good luck.

[00:52:43] We can upskill and re-skill them into that position

[00:52:48] and cross-skill them.

[00:52:49] All you have to do is pay them a training rate and take

[00:52:52] away their incentives and they'll be perfect.

[00:52:54] Nice.

[00:52:55] Sorry.

[00:52:56] The circle is completed.

[00:53:00] Yeah.

[00:53:01] So anyhow, so yeah, this guy's not following.

[00:53:04] No, it's not.

[00:53:05] I think it's important for people to understand it.

[00:53:10] I think people in our circle, the industry, right?

[00:53:14] Right.

[00:53:15] They get it.

[00:53:16] They're like, yeah, we're good.

[00:53:18] I'm thinking like friends, family, neighbors.

[00:53:22] There's like, oh my God.

[00:53:24] Don't go in the tech.

[00:53:26] Did you say, yeah.

[00:53:27] Don't go in the tech.

[00:53:28] Oh, that's horrible.

[00:53:29] Yeah, you're not losing your job.

[00:53:31] You're just going to move over here.

[00:53:33] That's right.

[00:53:34] Go get this.

[00:53:36] They're companies paying for certifications.

[00:53:38] They're paying for the training.

[00:53:40] By the way, you're still getting your entire salary to be trained,

[00:53:44] right?

[00:53:45] Which clearly is not the case everywhere.

[00:53:47] Move over and get the new skills and you'll be relevant

[00:53:50] for the next 30 years.

[00:53:51] It'll take you into retirement, right?

[00:53:53] This is kind of like your veteran contract goal for it.

[00:53:56] Enjoy it.

[00:53:57] All right.

[00:53:58] Let me throw another one at you.

[00:54:01] This comes from ScienceDirect.com.

[00:54:04] Robots, meaning and self-determination.

[00:54:07] Robots can make jobs less meaningful for human colleagues.

[00:54:14] So read this report.

[00:54:17] Fascinating.

[00:54:18] So because it's talking about the meaning of work,

[00:54:22] which we don't talk about all that often.

[00:54:24] So what is the meaning of work at its core?

[00:54:28] Is it better with automation or is it less meaningful?

[00:54:31] As we think about the future of work,

[00:54:35] we should probably be considering the future of meaningfulness.

[00:54:40] So this is just one of these reports that kind of gets you to think.

[00:54:44] Again, it's sciencedirect.com.

[00:54:47] And it's just kind of like, I don't think we think about

[00:54:52] meaning and work.

[00:54:53] I don't think we have a shared idea of what that means.

[00:54:57] Maybe it changes.

[00:54:58] Maybe we'll never have something like that.

[00:55:00] But they were talking about as automation, as robots, as AI takes over

[00:55:05] different parts of this that human beings then feel like their jobs are less meaningful.

[00:55:13] So what do we do in nature?

[00:55:15] What do we do in recruiting?

[00:55:16] What do we do in leadership to change that?

[00:55:19] How do we create meaning and work while these other technological changes are happening?

[00:55:26] So cool report.

[00:55:28] Go check it out.

[00:55:30] I think I'm going to read this one, but I'm already annoyed by it.

[00:55:36] I just won't be honest.

[00:55:37] I'm kind of like, you know, this is like Jesus, you want to roll with an extra dollar.

[00:55:46] Speaking of which, again, I know what I'm going to cut the the stove and tap out,

[00:55:51] put it on their page.

[00:55:53] Then there's another.

[00:55:54] I love the East End.

[00:55:55] We are the trivia spot every Wednesday.

[00:55:57] They sponsor the swim teams.

[00:55:59] Fantastic.

[00:56:00] Love you all.

[00:56:01] But if you want lettuce and tomato and onion on your sandwich, on your burger, it's a dollar

[00:56:07] per dollar for a dollar.

[00:56:09] Don't give you the burger like you'll get the burger.

[00:56:13] You say, oh, you say, oh, can I have lettuce tomato onions with that?

[00:56:16] It's a dollar for each.

[00:56:18] I get it.

[00:56:19] Just raise the price at a fucking burger.

[00:56:21] My wife, I don't want to pay for that.

[00:56:23] My wife, 100 years ago, she toured a lettuce factory in Monterey.

[00:56:29] I didn't even know that.

[00:56:31] So it's a processing part.

[00:56:35] So so it's so many picks and they grow outside.

[00:56:38] Yes, that's true.

[00:56:39] But they get processed.

[00:56:41] Yeah.

[00:56:42] Inside and it's, I mean, it's chemical like it's super clean.

[00:56:47] You know, one of those bits.

[00:56:49] And I had a little assistance years ago ahead of the lettuce was less than a cent.

[00:56:56] So think about they're charging a dollar and you're getting one, maybe two pieces of

[00:57:04] lettuce.

[00:57:05] Yeah, that's not even a fraction of a penny.

[00:57:08] That's that's insane.

[00:57:10] And I brought my own.

[00:57:11] I'm not lying.

[00:57:12] I had it in a Ziploc bag.

[00:57:15] I caught the burger.

[00:57:17] I took out my lettuce tomato and onion.

[00:57:19] And I was solid.

[00:57:21] You shouldn't have told people that.

[00:57:24] Oh, no.

[00:57:25] Oh, no.

[00:57:26] I went there.

[00:57:28] I did.

[00:57:29] It was hilarious too.

[00:57:30] What's trying to be funny?

[00:57:32] I was actually like, yeah, not people bring stuff into the theater.

[00:57:36] It's just like, it's gonna be $13.

[00:57:39] Yeah.

[00:57:40] You want a $9 box of M&Ms that dollars are as them for $1 25.

[00:57:45] No, I'm good.

[00:57:46] I'd love to actually go to Costco and buy a bunch of stuff and then just like be in a

[00:57:51] theater, sell it inside the theater.

[00:57:54] It's a dollar.

[00:57:56] You guys are here.

[00:57:58] Great.

[00:57:59] I guess.

[00:58:00] But I'm going to I want to look into this report.

[00:58:04] It's interesting because I actually think the opposite of this again, my I'm the

[00:58:09] opposite view here.

[00:58:10] I think I feel that the automation and machines, all that stuff will allow me to get to my impact

[00:58:19] quicker, especially in a mission driven company.

[00:58:23] If I can produce more, if I can produce it better, if I can, if I can preserve the

[00:58:29] quality myself by reviewing that.

[00:58:32] And I know that more people can get whatever it is that my mission's behind.

[00:58:37] I think a lot of this comes down to communication and being architected in a certain way.

[00:58:45] So if you're architected in a certain way, people feel that it's like, Hey, listen, you're

[00:58:51] going to have more meaning at work because of this.

[00:58:55] Right?

[00:58:56] Right?

[00:58:57] It's not architected that way.

[00:59:00] Some people are going to feel left out and they're going to feel like, Yeah, what

[00:59:03] matters?

[00:59:04] Yeah.

[00:59:05] Yeah.

[00:59:06] Yeah.

[00:59:07] Look, there's companies out there.

[00:59:09] They do socks by one.

[00:59:10] They give one away to chat to chat.

[00:59:12] Right?

[00:59:13] Yeah.

[00:59:14] Same thing.

[00:59:15] All right.

[00:59:16] So I've got one about this is interesting and I kind of, I understand both sides here.

[00:59:23] Okay.

[00:59:24] So this is about Hispanic, Latino, Latina employees reporting that the pressure to

[00:59:32] relate to work is basically breaking them and it's just ridiculous.

[00:59:39] And so there's a whole bunch of numbers.

[00:59:42] They did it.

[00:59:43] The sample size is only 2,400 people.

[00:59:45] That's enough.

[00:59:47] Yeah.

[00:59:48] It's plenty to go through.

[00:59:50] And essentially it's, and I'm not going to, I don't want to read the actual

[00:59:55] numbers here because this is one of those things where I can see both sides,

[01:00:00] somebody saying, look, you're in America, speak English.

[01:00:04] Right?

[01:00:05] Yeah.

[01:00:06] What are they defined as a similar?

[01:00:08] What's the definition of a similar?

[01:00:10] So culturally language, the way that they talk, the presentation, clothing, like all

[01:00:17] of that in the workplace.

[01:00:19] Right?

[01:00:20] And so it kind of, I got a little bit triggered here.

[01:00:22] I'm not going to lie.

[01:00:23] Not going to lie.

[01:00:24] I don't like calling customer service and not having someone that I can communicate

[01:00:31] with easily.

[01:00:32] Yeah, yeah, fair.

[01:00:34] But that doesn't mean they have to learn our language.

[01:00:38] Well, I think technology changes all this stuff in the future where you talk in their

[01:00:43] language.

[01:00:44] The other person here is an air language.

[01:00:46] So I think some of this is just the moment in time.

[01:00:49] Why should you not be able to wear your traditional garb?

[01:00:53] Again, it's not mine.

[01:00:55] I don't.

[01:00:56] I think when you deal with cultural identity issues, if you want the whole person to

[01:01:01] be at work, you accept the whole person at work, whatever that may be.

[01:01:06] If we're just talking about language, there's an easy fix now and on the

[01:01:13] horizon.

[01:01:14] If it's deeper than that, you get into more cultural identity issues.

[01:01:19] Then that's harder.

[01:01:20] And I don't think anybody should be forced to assimilate.

[01:01:23] No, I think and again with English as a language being an American.

[01:01:29] Yeah, fair.

[01:01:30] Other than that, it makes it easier to operate in the organization.

[01:01:35] I get it.

[01:01:36] But that doesn't mean I can't work with you because you're wearing traditional

[01:01:41] garb or a turbine or something.

[01:01:43] It doesn't make any sense to me.

[01:01:44] Like, I don't know.

[01:01:45] It was one of those ones that I know exists.

[01:01:48] Those things that exist.

[01:01:49] Oh, yeah.

[01:01:50] It kind of got on to me because there was a conversation.

[01:01:53] It was a comment and it was one of those.

[01:01:55] I wrote it, deleted, wrote it, deleted, wrote it, deleted.

[01:01:58] I just fucking deleted it.

[01:02:00] It was about sports.

[01:02:02] Facebook keeps track of all that.

[01:02:04] Probably does.

[01:02:06] No, they do.

[01:02:07] Somebody had made a comment that so and so should learn the language.

[01:02:13] It was about it was all.

[01:02:15] It was about the film and I'm like, why does he need to learn the

[01:02:18] language or paying him $20 million a year?

[01:02:20] He should learn English.

[01:02:21] Why?

[01:02:22] They should probably not be gambling.

[01:02:24] My response.

[01:02:25] I was trying to come up with a response like, you know what?

[01:02:30] I don't need to be that guy.

[01:02:31] But how many American ball players basketball, baseball, et cetera,

[01:02:36] soccer go to other countries and play because they couldn't

[01:02:40] make it in the in the national leagues here.

[01:02:42] Right.

[01:02:43] They don't learn.

[01:02:44] They don't learn Mandarin.

[01:02:46] They don't learn Russian.

[01:02:47] No, they have a translator.

[01:02:49] They have a translator.

[01:02:50] Yeah, I whatever.

[01:02:52] All right.

[01:02:53] I'm done.

[01:02:54] Go ahead.

[01:02:55] All right.

[01:02:56] The 2024 workplace trends on the minds of HR leaders

[01:03:00] everywhere.

[01:03:01] So this is peoplemanagingpeople.com.

[01:03:04] What I love about this report is it highlights specific HR

[01:03:10] leaders and their thoughts.

[01:03:12] So a lot of these reports sometimes are generalized.

[01:03:15] It's like 32% of so-and-so believe this is actually Sally

[01:03:20] at General Mortars, the chief people officer thinks this.

[01:03:25] So it's actually, it's really worth downloading to see

[01:03:29] what they think the trends are.

[01:03:31] I don't think the trends are going to be super shocking.

[01:03:34] I think it's stuff that we probably already know.

[01:03:36] However, what I love about this type of report is it's just

[01:03:41] you can identify the person.

[01:03:42] And then if you agree with them, then that's great.

[01:03:45] If you don't, that's great as well.

[01:03:46] But they're not hidden.

[01:03:48] They're not hidden.

[01:03:49] Go look them up on LinkedIn and tell them you love them or hate them.

[01:03:52] I like that.

[01:03:53] Are we ready to talk money?

[01:03:55] Let's talk money.

[01:03:56] See, we got some money.

[01:03:58] Ripley is just tearing it up.

[01:04:04] So the company is F.

[01:04:06] They take another $870 million at a 13 and a half billion

[01:04:14] valuation.

[01:04:15] Right.

[01:04:16] So for those that aren't familiar with Ripley,

[01:04:18] it's onboarding, payroll benefits, vacation tracking,

[01:04:22] solution, fantastic company, a ton of customers.

[01:04:26] Last year they had 500, they took $500 million, 11 billion,

[01:04:32] 11 and a quarter.

[01:04:33] So anyway, the fund, they're looking to expand internationally.

[01:04:37] And so in the small, medium-sized business area,

[01:04:40] that's what they're planning to use to fund.

[01:04:42] They also, which is really interesting for me on this,

[01:04:46] they secured an office space 125,000 square foot.

[01:04:51] So this isn't, you know, 25, yeah, this isn't 25,

[01:04:56] you know, cubes in an office or a rework somewhere.

[01:04:59] Ten floors.

[01:05:00] This is, yeah, this is a big, this is a big,

[01:05:04] a big commitment here.

[01:05:06] So I'm excited to see where it goes.

[01:05:08] These guys have grown and their customer base is massive

[01:05:11] and they're going to do good things.

[01:05:13] So let's just make sure this is not a done deal.

[01:05:16] This is there in talks, which means...

[01:05:18] Yes, sorry.

[01:05:19] Yeah.

[01:05:20] So we just don't want people to think, oh shit,

[01:05:25] it's done.

[01:05:26] I didn't get in on that thing.

[01:05:28] No, they're really what they're doing is this is the roll-up.

[01:05:31] This is not a roll-up.

[01:05:32] This is the lead up to IPO.

[01:05:35] And that's what's next for them.

[01:05:38] I wish Rippling, the only thing I could say about Rippling

[01:05:41] is I wish they did more stuff in our industry.

[01:05:43] They don't really do a lot in our industry.

[01:05:46] They're kind of like a zip recruiter in that sense.

[01:05:50] They're more of a business to consumer play

[01:05:52] and they don't do a lot of stuff in HR tech

[01:05:54] or work tech or whatever.

[01:05:56] So I just wish they did more stuff with us.

[01:05:58] Other than that, great company like said and good for them.

[01:06:01] Yeah.

[01:06:02] Getting 10 floors and 130,000 square feet.

[01:06:05] Fantastic.

[01:06:06] I mean, happy for people.

[01:06:08] And that the...

[01:06:10] I believe the leader of Rippling used to be the leader

[01:06:14] at another company.

[01:06:16] I can't remember his name, but like Xenophis,

[01:06:19] I think he started Xenophis.

[01:06:21] But again, in fact, I've got it for the folks.

[01:06:25] All right.

[01:06:26] We're going to burn through these.

[01:06:28] Upstage, Rage is $72 million.

[01:06:32] Upstage offers document processing solutions

[01:06:35] to help businesses enhance their work efficiency.

[01:06:38] This was built in San Francisco.com.

[01:06:41] So you can just put upstage.

[01:06:43] It's a big round.

[01:06:44] So a B round, $72 million and a B round,

[01:06:47] that's a commitment.

[01:06:49] So think of what they're doing is AI

[01:06:52] and document management.

[01:06:54] The whole idea is to create efficiency for employees.

[01:06:57] Good for them.

[01:06:59] A big round.

[01:07:01] So go take a look at that.

[01:07:06] All right.

[01:07:07] Next one is Nectar announces 40 million in a Series B.

[01:07:11] And it's kind of a commitment to expand their culture platform.

[01:07:17] So you can find this out at NectarHR.com.

[01:07:21] I like the name Nectar.

[01:07:23] So first of all, I actually like the brand and the name.

[01:07:26] Kind of make me thirsty when you said it.

[01:07:29] It's the nectar of the gods.

[01:07:31] So cultural foundation is built on recognition.

[01:07:34] So think of culture and recognition coming together.

[01:07:38] And so because it's new, it's going to be newer technology.

[01:07:43] But it's also, I think it's going to be aimed at younger generation.

[01:07:47] They don't say that explicitly in their press release.

[01:07:50] But that's kind of what I'm thinking, what they're going to do.

[01:07:54] I think they're in Oregon, Utah.

[01:07:56] That's I think that's where they're based.

[01:07:58] So anyway, take a look at their press release.

[01:08:01] NectarHR.com.

[01:08:03] All right.

[01:08:04] Carloop, Carloop, Carloop, Carloop.

[01:08:07] Carloop.

[01:08:08] I'm going to say Carloop because it's caregiver stuff.

[01:08:11] So Carloop secures 20 million in Series C.

[01:08:14] That's a smaller round to accelerate growth and expand.

[01:08:18] Caregiving support solutions for businesses as well as others.

[01:08:22] So you can find out on Carloop that's Carloop.com.

[01:08:27] It's in our press section.

[01:08:29] So the thing that is important to note about this other than just following the money.

[01:08:35] Is that aging population, employers need to add more benefits.

[01:08:40] Caregiver benefits, specifically caregiver benefits.

[01:08:43] So, you know, this is just one of those deals like these types of companies that are coming in and adding more of these types of benefits.

[01:08:52] They're on their own arise.

[01:08:53] They're going to get more money and we're going to see more of them.

[01:08:55] So good luck.

[01:08:56] Good for them.

[01:08:57] Carloop.

[01:08:58] All right.

[01:08:59] Three more.

[01:09:00] Paraform.

[01:09:01] Balance and throne.

[01:09:02] Dude, just roll them.

[01:09:04] That's what we do.

[01:09:05] So Paraform, P-A-R-A-F-O-R-M.

[01:09:09] Secures 3.6 million in seed funding, which by the way, that is a large seed round,

[01:09:16] especially in today's climate to revolutionize recruitment for startups.

[01:09:22] Found this on DHRmap.com.

[01:09:26] And so you go there and you're going to search for Paraform and you'll find it super easy.

[01:09:32] However, this is what's fun for me is this is the first time I've seen a rec tech play exclusively focused on startups.

[01:09:43] And like startups have a different way to hire if they're under different stress, they need something different like that.

[01:09:50] It's all different.

[01:09:51] Yeah.

[01:09:52] The whole theory behind it, the thesis behind it is fascinating to me.

[01:09:56] So I think it's just going to be fun to kind of watch again.

[01:09:59] 3.6 in a seed at some people's A round.

[01:10:05] So that's good for the good luck to them.

[01:10:08] And I want us to watch them just to kind of see how they develop their ecosystem and develop their technology around startups.

[01:10:16] So cool.

[01:10:17] Good for them.

[01:10:20] Take 2 AI.

[01:10:22] You are going to love this sales recruiting platform raises $3 million.

[01:10:28] So this was at a pulse to number 2.

[01:10:32] So pulse to calm.

[01:10:34] So you go find out more about that.

[01:10:36] I love this play because what it does is it does AI job simulation for sales recruiting.

[01:10:43] Right.

[01:10:44] So, so now we feel like you want to hire you.

[01:10:48] Yeah.

[01:10:49] But AI based.

[01:10:51] Yeah.

[01:10:52] But for sales people, it's great because it's an objection response.

[01:10:55] Right.

[01:10:56] Well, I have the budget.

[01:10:57] Well, you know, you've got to be able to AI is just generating those things, things and you've got to overcome it.

[01:11:02] Now we put that on the front end like an assessment.

[01:11:06] So you go through we're going to hire as BDR.

[01:11:10] Take can you can you handle this rejection management, but they didn't say this in their press release.

[01:11:16] But I could see this actually being used for recruiters.

[01:11:21] In the same much the same way because recruiter assessment.

[01:11:25] Right.

[01:11:26] Yeah, right.

[01:11:27] So yeah, so it's job simulation.

[01:11:29] Like I love I love job simulations because again, it lets the applicant and the company know is this a good idea?

[01:11:36] Yeah, there there's a lot of there.

[01:11:39] There's a lot of jobs that could benefit from a simulation.

[01:11:45] There was one.

[01:11:46] This is a long time ago.

[01:11:47] I forget.

[01:11:48] I forget the company.

[01:11:50] They were using Oculus to do mining.

[01:11:54] It is a long time ago.

[01:11:55] Yeah, yeah.

[01:11:56] The problem is they hard people to find find they find them.

[01:12:01] They get into the little mining cart and go right into the mine and they freak out.

[01:12:07] Oh, yeah.

[01:12:08] It's not it is like, you know, like, yeah, turns out it's dark.

[01:12:12] Turned out as dark.

[01:12:14] You're in a two foot thing.

[01:12:15] You're like in a MRI shell going all the way to.

[01:12:18] Yeah.

[01:12:19] And so, so they started to use Oculus back at this time to simulate that and it cut out all

[01:12:27] of the people coming in and leaving the same day.

[01:12:32] So yeah, I could totally see this as a recruiter thing.

[01:12:35] You know, I don't know how realistic it could get today, but speaking of MRIs when I was

[01:12:42] in my undergrad, I was broke.

[01:12:44] I totally thought you were when you were in your underwear, but it's all good.

[01:12:47] Well, true.

[01:12:48] So when I was in my undergrad and underwear, so I did a bunch of medical studies for money.

[01:12:55] And one of them is a longitudinal study is I did it almost the entire time I was in

[01:13:01] school.

[01:13:02] And it was basically how long can you stay in an MRI machine?

[01:13:06] So what I would do is go out and get hammered.

[01:13:14] It's just where the pill addiction happened.

[01:13:20] So great because after so much time in the MRI machine, you start to lose that.

[01:13:29] Like you start to see stuff and I can't even get in.

[01:13:33] I try great.

[01:13:35] Man is so awesome.

[01:13:37] They paid like $40 an hour.

[01:13:39] Like I'm like, I'm gonna say this bitch for like hours.

[01:13:42] Yeah, no, there's nothing I can do cash money.

[01:13:45] All right, we got one last funding.

[01:13:47] All right, take it home for us wage stream raises 17.5 million pounds.

[01:13:56] I have to say that is pounds heavy sterling to enhance financial services for frontline

[01:14:02] workers.

[01:14:03] So really what you need to do is this is at FinTech global and you go find out more

[01:14:08] about it.

[01:14:09] But think we're earned wage access in the United States and other types of benefits for

[01:14:15] hourly employees.

[01:14:16] So all kinds of financial wellness types of benefits.

[01:14:19] This right now they're mostly in the UK and the investment came came from in UK

[01:14:26] investors, British investors in particular.

[01:14:28] But you can see this coming to I think they have a little small presence in Spain

[01:14:33] and small presence in the US.

[01:14:35] But you can see that this is what they're going to do is just they're gonna focus on

[01:14:39] the frontline worker and build more and more, you know, financial wellness,

[01:14:44] wellness and financial services around them.

[01:14:46] So good for them 17 and a half million pounds, which I think is about 21

[01:14:52] million.

[01:14:53] Yeah, I don't know.

[01:14:54] So I'm on there.

[01:14:55] I have no clue on the conversion.

[01:14:57] I'm guessing.

[01:14:59] Yes, it could be 12 right?

[01:15:02] It could be 12.

[01:15:03] You never know.

[01:15:04] So a lot of funding this week.

[01:15:06] I came with one, you came with 97 so we let you know.

[01:15:10] We'll keep track.

[01:15:12] That's all we do.

[01:15:14] We're keeping track.

[01:15:15] I know you didn't mention a previous episode though.

[01:15:19] So I think this is success.

[01:15:21] This is a good Sunday for I will take a win when I get it and I did a

[01:15:26] little bit of research to make sure none of my stuff was in the

[01:15:30] documents from previous weeks.

[01:15:32] Yeah, it worked out.

[01:15:34] So thank you all for listening, for watching.

[01:15:39] If you see us out there say hello, otherwise have a wonderful

[01:15:43] start to your week.

[01:15:45] We'll see you next time.