Mr. Beast Training and Analytics Documents Leaked, OpenAI hits 11 Million Paid Users and Boeing Shits the Bed

[00:00:00] [SPEAKER_02]: What's going on everybody Ryan Leary from WRKdefined

[00:00:03] [SPEAKER_02]: Before we kick off today's episode I want to let you know about one of our newest partners,

[00:00:08] [SPEAKER_02]: DEAL. DEAL has helped over 35,000 businesses simplify global hiring, onboarding, payroll and

[00:00:16] [SPEAKER_02]: compliance. Visit DEAL.com to learn more that's D E E L dot com

[00:00:24] [SPEAKER_02]: Oh my goodness, bad touching, harassment, sex, violence, fraud, threats, all things that could

[00:00:34] [SPEAKER_02]: have been avoided. If you had FAMA, stop hiring dangerous people. FAMA dot I O

[00:00:55] [SPEAKER_02]: What is going on everybody Ryan Leary, William Tink up here with the BARF. This is the

[00:01:01] [SPEAKER_02]: look back at the week that was so you could be prepared for the week that is. Mr. William,

[00:01:06] [SPEAKER_01]: it's another Sunday. How are you my man? Brother I'm doing well, wife's out of town,

[00:01:11] [SPEAKER_01]: having a lot of fun with my son and all good stuff man. Good to be here. Can't complain. We have

[00:01:18] [SPEAKER_02]: a busy week about to happen in about 24 hours from me. I think you head out a little later.

[00:01:23] [SPEAKER_01]: To HR tech. So if you're there, please come say hello to us. We'll be at booth 4926.

[00:01:32] [SPEAKER_02]: Yep. FAMA's booth 4926. We are taking over their podcast, which is awesome.

[00:01:40] [SPEAKER_02]: Nine to five nightmares. So come by, jump on the podcast and we're going to talk about some

[00:01:45] [SPEAKER_01]: horrible scary nightmares. People behaving badly is how I like to think about it is like

[00:01:51] [SPEAKER_01]: we've all got the stories is you know this one person that did this thing like you know we've

[00:01:57] [SPEAKER_01]: heard those stories from our parents or friends. Like that's what's going to be really interesting

[00:02:03] [SPEAKER_01]: to unpack is the stories and potentially how do you solve for that? So you don't have that in

[00:02:09] [SPEAKER_02]: your workplace. How many people are going to be truthful and not say a friend of mine? Oh 100%.

[00:02:16] [SPEAKER_01]: I'll probably be honest, but I'm not going to. I mean just because I've got a bunch of crazy stories

[00:02:22] [SPEAKER_02]: that I don't care. But you don't need to walk into a courtroom office on Monday.

[00:02:28] [SPEAKER_02]: That is correct. That is correct. So anyway it's going to be fun. I'm totally looking forward

[00:02:33] [SPEAKER_02]: to this. A lot of good things happening out there and then from there we'll be at

[00:02:37] [SPEAKER_02]: Indeed Futureworks. So it'll be a so what you did there? It'll be a nice week of travel

[00:02:45] [SPEAKER_02]: and then we are off to a special retreat. That's right. The local retreat. Now that we get everybody

[00:02:50] [SPEAKER_02]: our travel itinerary, I feel like they're going to come take my house from me. As they should.

[00:02:58] [SPEAKER_02]: As they should. The kids will be here. The wife will be here. So hey listen,

[00:03:02] [SPEAKER_01]: do you want to take over the wife and kids? Godspeed. Godspeed little baneu. All right,

[00:03:08] [SPEAKER_01]: kick us off today. What do we got? Let me pitch you a story here

[00:03:12] [SPEAKER_01]: and it's not something that you haven't necessarily heard.

[00:03:15] [SPEAKER_01]: And Amazon wants staff back in the office five days a week. Nice. And the article goes on to say

[00:03:26] [SPEAKER_01]: your boss isn't likely to follow suit. Like your boss isn't coming in for five days a week? Correct.

[00:03:34] [SPEAKER_01]: They still have a flex schedule. Nice. So they should. It's hard work. It's hard work.

[00:03:39] [SPEAKER_01]: Well, I mean, let's be honest. So what's what drew me to this article is on marketwatch.com.

[00:03:45] [SPEAKER_01]: So you can look it up there is is just the juxtaposition. They actually kind of state it this

[00:03:51] [SPEAKER_01]: way. It's like they want you in the office. They don't necessarily want themselves in the office.

[00:03:56] [SPEAKER_01]: They can come in and pop in and do flex work or three days a week or whatever the bid is but

[00:04:01] [SPEAKER_01]: you worker bee, you've got to go in. So I think on some level when I read it, I'm thinking is this

[00:04:09] [SPEAKER_01]: just a bid to get people to quit? Like is this just a we're going to do RTO because a lot of

[00:04:16] [SPEAKER_01]: people hate it and so thus they'll just quit and you know. So we'll see but you know I think

[00:04:23] [SPEAKER_01]: it's I think I think Amazon is going to have a pushback on this because it's Seattle

[00:04:28] [SPEAKER_01]: and by and large. I mean it's all over the world but their headquarters is in Seattle and I think

[00:04:33] [SPEAKER_01]: I think it's actually going to hurt them with retention and recruiting and ultimately is going

[00:04:39] [SPEAKER_01]: to have a hard time hiring people and I think you know RTO without equality again if everyone's

[00:04:47] [SPEAKER_01]: in the office, CEOs in the office, everybody's in the office, receptionists, everybody's in the

[00:04:52] [SPEAKER_03]: office. Okay, I don't necessarily. Why not the boss? What's the reason behind this?

[00:04:58] [SPEAKER_03]: Because they like because they like working for both. Yeah, so do I. Good luck.

[00:05:07] [SPEAKER_02]: All right, OpenAI, this is actually pretty significant. So OpenAI hits 11 million

[00:05:16] [SPEAKER_02]: paid subscribers. That's a lot of paid subscribers. So this raises their evaluation to a whopping $150

[00:05:26] [SPEAKER_02]: billion. Now I will admit I am a paid user, right? Yes, you are. You're not paying me for the story

[00:05:33] [SPEAKER_02]: but I wish they were. But I am a paid user and it's significantly better than the unpaid

[00:05:38] [SPEAKER_02]: version. But anyhow, so here's the breakdown of paying subscribers. So GPT plus 7.7 million users

[00:05:52] [SPEAKER_02]: at $20 per month. Enterprise has 1.2 that's at $50 a month and Teams has $980,000 at 25 per month.

[00:06:03] [SPEAKER_01]: All of those numbers are going to go up. Oh, God, Enterprise at 1.2 right now.

[00:06:10] [SPEAKER_02]: We're a blink and that's going to be 10 million. Oh, absolutely. Yeah. So I mean, hey, they're

[00:06:17] [SPEAKER_02]: crushing it and they should, right? And then they are the driving force and all of this.

[00:06:21] [SPEAKER_02]: Okay. We should probably consider it. I mean, I'm paying for you. Might as well just get

[00:06:23] [SPEAKER_02]: Teams and you can join me. But you might mess up my. I use the free version and I'm

[00:06:30] [SPEAKER_01]: totally comfortable with it. I know that at one point I'm going to move to the paid version.

[00:06:36] [SPEAKER_02]: I'm going to try Jim and I. Let me know when you do. I'll add you to my team. Okay. But you

[00:06:41] [SPEAKER_02]: have to promise not to mess up my voice because I'm working hard on this. I think you have separate

[00:06:46] [SPEAKER_01]: accounts. Maybe. Yeah, I would hope so. We'll see. All right. Boeing furlough's executives

[00:06:55] [SPEAKER_01]: amid ongoing strike with 33,000 union workers. Found this on KITV.com. So Boeing, God love them,

[00:07:08] [SPEAKER_02]: is Timberl- In my head I literally just heard crashing sound effects. But I was just like,

[00:07:14] [SPEAKER_01]: yeah, we shouldn't put that in there. They can't catch a break. This poor company.

[00:07:19] [SPEAKER_01]: Anyhow, it's their temporary furloughing. So why I was drawn to this particular story

[00:07:24] [SPEAKER_01]: is it wasn't just about striking workers. They're striking workers. They rejected a deal.

[00:07:29] [SPEAKER_01]: They've been and they're back at the table. Right. So they're trying to work it out,

[00:07:33] [SPEAKER_01]: which is great. But to mitigate some of the costs while this is happening,

[00:07:40] [SPEAKER_01]: they furloughed executives, which you rarely hear about. You hear you hear about the

[00:07:45] [SPEAKER_01]: striking workers. It's all about the workers. You don't hear about what they have to do.

[00:07:50] [SPEAKER_01]: The company has to do to mitigate the cost of that. So I hope they get back to the, no,

[00:07:56] [SPEAKER_01]: I hope they are back at the table. I hope they get a deal done. I hope they can get kind of

[00:08:01] [SPEAKER_01]: get back to work and if any executives can get back in. But it seems Boeing just can't

[00:08:08] [SPEAKER_02]: catch a break. Yeah. So something we'll give. I mean, these guys are too big to fall, right?

[00:08:13] [SPEAKER_02]: Like this is one of those situations where that would be a massive hit to everybody.

[00:08:19] [SPEAKER_02]: Everybody, not just in the States, but everywhere. There's only so many people that make big

[00:08:24] [SPEAKER_02]: planes. Exactly. Yeah. So this is not going to be a problem. It will be a cluster,

[00:08:29] [SPEAKER_02]: but it's not going to be an issue. All right. Paycheck introduces an AI-assisted recruiting

[00:08:37] [SPEAKER_02]: feature to help small businesses. So I want to talk about this because

[00:08:41] [SPEAKER_02]: I saw this. This was cool. Yeah, I really like this. One mainly because for two reasons. One,

[00:08:48] [SPEAKER_02]: it's completely focused on ESMBs who are completely underpowered in all things recruiting,

[00:08:55] [SPEAKER_02]: all things hiring, depending on the size, right? Like I'm not talking small business of 500,

[00:09:00] [SPEAKER_02]: like small business. 20 people, whatever. Yeah. They're hurting, right? They're

[00:09:06] [SPEAKER_02]: just they're very underpowered and everything they do. And the second reason is they're

[00:09:10] [SPEAKER_02]: powered by Findem. So they partnered with Findem, which we've done a lot of work with them in the past.

[00:09:16] [SPEAKER_02]: We'll see them this upcoming week. They're solid player in this space. They're the power behind

[00:09:22] [SPEAKER_02]: their recruiting co-pilot. I mean, look, it just gives access to enterprise features that

[00:09:27] [SPEAKER_02]: generally they would not have access to because they just can't afford it. So

[00:09:30] [SPEAKER_02]: I like this play all around. Paycheck was my first appearance.

[00:09:35] [SPEAKER_02]: I want to take a break real quick just to let you know about a new show.

[00:09:39] [SPEAKER_02]: We've just added to the network up next at work, hosted by Gene and Kate A'Keele of the Devin Group.

[00:09:47] [SPEAKER_02]: Fantastic show. If you're looking for something that pushes the norm, pushes the boundaries,

[00:09:53] [SPEAKER_02]: has some really spirited conversations, Google up next at work, Gene and Kate A'Keele from the

[00:10:00] [SPEAKER_01]: Devin Group. That I used as an entrepreneur. They're based in Rochester, New York, upstate

[00:10:09] [SPEAKER_01]: good. So good firm, good for them. We love Findem. Just a good play, good news. So, Ryan,

[00:10:15] [SPEAKER_01]: have I ever told you about a story about when I was out in Midland, Texas, 1988?

[00:10:22] [SPEAKER_02]: Oh man. You used to walk up, did you walk up the hill both ways one mile to school?

[00:10:27] [SPEAKER_01]: Is that where you're going? No, no. So I get out to the store. We had done this at a store that I

[00:10:32] [SPEAKER_01]: was previously at but they were having trouble to store 608 Midland, Texas. They were having trouble

[00:10:39] [SPEAKER_01]: with people passing bad checks. Okay. And it was like a real problem. And so I pitched this idea

[00:10:49] [SPEAKER_01]: to the store manager. I said, listen, I can fix that if you want me to fix that. He goes,

[00:10:54] [SPEAKER_01]: how are you going to fix it? I said, just let me fix it. Like don't ask questions.

[00:11:00] [SPEAKER_01]: Don't ask questions. Just let me do it. And he goes, all right, go. You know, I'm like there

[00:11:05] [SPEAKER_01]: on a job like a week, two weeks. And so what we did is we took the bad check and blew it up

[00:11:14] [SPEAKER_01]: with a like a Blueprints company that they could blow it up and we made them like those

[00:11:19] [SPEAKER_01]: corporate checks. I mean, the golf checks. Nice. Right. And then we put them on the front wall,

[00:11:25] [SPEAKER_01]: on the front wall, where all the registers are. And so you can see the names of people. Midland

[00:11:30] [SPEAKER_01]: is not that big. Everyone knows everyone. So, you know, Janet Rossi right there, $285,

[00:11:38] [SPEAKER_02]: not sufficient funds. It's because of Janet. We're no longer using checks in stores. It is

[00:11:43] [SPEAKER_01]: so great. So people would come in and go, hey, pull that down. I'm like, hey, write a check. No,

[00:11:49] [SPEAKER_01]: write a check. Give us cash. Give us cash. Cash, baby. And all those checks came down. Nice.

[00:11:55] [SPEAKER_01]: Because people would come in, they'd hear about it from friends and blah, blah, blah. They'd hear

[00:11:59] [SPEAKER_01]: about it and they'd come in like, I need to, hell, I didn't know I was out of town. Anyhow,

[00:12:03] [SPEAKER_01]: let me just give you the cash. Great. And the store manager. Where is the story going?

[00:12:08] [SPEAKER_01]: No, no. The store manager was, he was so impressed. He gave me like two weeks off.

[00:12:15] [SPEAKER_01]: He's just like, dude, that's been haunting me forever. And you just came in and like,

[00:12:21] [SPEAKER_01]: in a week there, we got all those funds back. I'm like, dude, it is what it is. Here's the

[00:12:26] [SPEAKER_01]: story I want you to hear. I thought that was the story. Chipulti, Amazon and Uber all land

[00:12:32] [SPEAKER_01]: on New York City's employer, Wall of Shame. New York City's comptroller released an interactive

[00:12:41] [SPEAKER_01]: dashboard that compiles a list of some of the big, some of the big Apple's worst labor offenders.

[00:12:50] [SPEAKER_01]: I love this. I know, right? I want it. This is on Inc.com, INC.com. So first of all,

[00:13:02] [SPEAKER_01]: pull the dashboard up and talk. Let's see where we're at. Let's see where we're at.

[00:13:07] [SPEAKER_01]: I mean, again, the story about Midland, that was in the 80s. This is modern. So now they can actually

[00:13:15] [SPEAKER_01]: show you exactly what they've done and all that stuff. So I think it's great for candidates.

[00:13:21] [SPEAKER_01]: That's really at the end of the day. It empowers candidates to then make good decisions.

[00:13:25] [SPEAKER_02]: Oh, is this a public dashboard? Oh yeah. Oh, well hell yeah. This is going to be,

[00:13:31] [SPEAKER_02]: this is going to be the next show like that. I like that. So awesome. All right,

[00:13:38] [SPEAKER_02]: we're gonna pull this up. All right. Well, Salesforce rolls out $50 million in AI training.

[00:13:46] [SPEAKER_02]: I love this. I love this for a couple of reasons. One, they recognize as they should,

[00:13:54] [SPEAKER_02]: there's a skills gap and obviously it is benefits that let's not get it wrong, right?

[00:13:59] [SPEAKER_02]: This isn't just come off the street and learn, right? They're educating their workforce,

[00:14:04] [SPEAKER_02]: but they're doing this because they are releasing AI agents for customer service and all that stuff,

[00:14:12] [SPEAKER_02]: right? And they're replacing all of that. So they need people who are skilled to take on

[00:14:17] [SPEAKER_02]: the new job. So rather than just throwing them to the street, they're gonna train them over

[00:14:21] [SPEAKER_02]: the next year. So this is a $50 million push. It's through their trailhead platform it's

[00:14:28] [SPEAKER_02]: called. It's gonna run through the end of 2025. So I love it. I think this is a great thing.

[00:14:34] [SPEAKER_02]: What was really interesting though, the hub is what's in their building obviously. The hub is

[00:14:39] [SPEAKER_02]: dedicated, they've dedicated, I'll get it out, the entire floor to training. So I go

[00:14:47] [SPEAKER_02]: to the ticket, I'm like, that's really cool. You're gonna take an entire floor of your building

[00:14:51] [SPEAKER_02]: and dedicate it to AI training. Then I'm like, why the hell do you have an entire floor

[00:14:56] [SPEAKER_02]: that you can dedicate to AI training? They have a whole building. Because they have a whole building,

[00:15:02] [SPEAKER_02]: number one. But there ain't nobody in the building. I know. You gotta go to the RTO. Yeah,

[00:15:06] [SPEAKER_02]: this is how they're gonna get them back in the office. This is how they're doing it. But anyway,

[00:15:10] [SPEAKER_02]: $50 million, I like it. You can't go wrong with it. It's a first of many, dude. We'll see

[00:15:14] [SPEAKER_01]: another investment for them in another nine months. Oh yeah, absolutely. I love hearing

[00:15:20] [SPEAKER_01]: stuff like that. All right, Ryan, do you know who the character on YouTube,

[00:15:25] [SPEAKER_01]: the person on YouTube called MrBeast is? I do and I follow him across every channel and I want

[00:15:31] [SPEAKER_01]: to know how I get that amount of money just to give away. $700 million, baby. So MrBeast,

[00:15:38] [SPEAKER_01]: training and analytics documents leaked. That's the story. All right. Explain. Basically,

[00:15:45] [SPEAKER_01]: it's an HR manifesto. This was on news.ycombinator.com. Fascinating. First of all,

[00:15:52] [SPEAKER_01]: a lot of places, but this one actually does a lot. I found it on Reddit. So anyhow, the leaks,

[00:15:58] [SPEAKER_01]: the leaked manifesto, I believe it was leaked purposely. So I'm putting air quotes around that.

[00:16:04] [SPEAKER_01]: I think it's a guide on how to manage or leverage Gen Z. It reads like,

[00:16:12] [SPEAKER_01]: okay, I'll give you two examples of what I fell in love with, but you need to go read

[00:16:17] [SPEAKER_01]: the whole thing. It's worth reading the whole thing. Two things I love. One, hiring only A players.

[00:16:24] [SPEAKER_01]: Okay, everyone says something like that, but what then went further to say is bloated teams kill

[00:16:30] [SPEAKER_01]: startups. That's true. I'm like, someone actually said that. Good. Two, the amount of hours you

[00:16:39] [SPEAKER_01]: work is irrelevant. So think about a boomer hearing that ship and going, what? Yeah,

[00:16:47] [SPEAKER_01]: they don't know. It's all value. What did you produce? In fact, he wants you.

[00:16:54] [SPEAKER_01]: He actually says this in the document. I don't care how many hours you work. I just care about

[00:16:59] [SPEAKER_01]: the output. Again, the best of videos. What's the value? Actually, what's the value? And if

[00:17:07] [SPEAKER_01]: you created that in three hours, then you went to the museum for six and I don't care. But look at

[00:17:15] [SPEAKER_01]: this as a Gen Z employee manual. I'm going to pull that up. And it's interesting because obviously

[00:17:22] [SPEAKER_02]: my girls are just all of it, right? So, but they look at him as a YouTuber. Yes. That's it.

[00:17:31] [SPEAKER_02]: That's right. He's got another like candy bars. He's got a billion dollars. It is.

[00:17:37] [SPEAKER_02]: Oh yeah. Right. So, I mean this is, it's a legit maybe YouTuber turned businessman, right? Like he's

[00:17:45] [SPEAKER_01]: got the thing moving. So it's like, it's like Jay-Z started selling correct. Now,

[00:17:52] [SPEAKER_01]: not selling correct. Right. Yes. I thought you're going to go PD references, but yeah.

[00:18:00] [SPEAKER_01]: 784 dildos? What? I missed that. Oh no. No. That's one of the things that was disclosed

[00:18:10] [SPEAKER_01]: in the documentation. 784 dildos. Like, well, there you go. Right. I mean do I need? We have to

[00:18:17] [SPEAKER_02]: clip that one and that's going to be the viral clip. That's the title of the show. 784 dildos.

[00:18:24] [SPEAKER_02]: Well, not that. What would that show? Is related to this in any way. Maybe I should skip this one

[00:18:32] [SPEAKER_02]: till the next one. No, no you're good. You're good. You're good. Importer announces the import

[00:18:36] [SPEAKER_02]: import, appointment of our friend Dan Finnegan as a CEO of Importer. So that's,

[00:18:44] [SPEAKER_02]: that's a, I think that's a really strong move. Right. I think that's a strong move. I mean he's

[00:18:50] [SPEAKER_02]: yeah. I mean Dan's got to grow. He does. He's got a tremendous background, right? So for those who

[00:18:59] [SPEAKER_02]: haven't met Dan or know of Dan, CEO of Jobvite, previous CEO of Filter coming from Filter,

[00:19:06] [SPEAKER_02]: SVP at Yahoo, remember Yahoo, you're still around. They're still doing it. So anyway Brent

[00:19:10] [SPEAKER_02]: Pearson, who's the founder of Importer will drive strategy partnerships, customer engagements.

[00:19:15] [SPEAKER_02]: This is a good play. Distributor workforces is not easy. It's a significant challenge for a lot

[00:19:21] [SPEAKER_02]: of organizations and he'll be able to handle that. I think he's going to take them to the next level.

[00:19:25] [SPEAKER_01]: I think it's great when he left, when K1 bought Jobvite, he took some time off and did some investing

[00:19:31] [SPEAKER_01]: and kind of did like what you know, a lot of these folks have done. Adam Miller and Calenday.

[00:19:37] [SPEAKER_01]: They take some time off, do some of that stuff that they needed to do, wanted to do,

[00:19:41] [SPEAKER_01]: wishlist, bucket list stuff. And then they get back in the game. And he got back in a game with

[00:19:47] [SPEAKER_01]: Filtered and we talked to him several times just doing a really cool thing with Filtered because

[00:19:52] [SPEAKER_01]: Filtered was evaluating your tech skills in a virtual environment for company,

[00:20:00] [SPEAKER_01]: which I mean you basically watch the person develop right in front of you in your environment

[00:20:07] [SPEAKER_01]: which was genius on so many levels. So I'm glad, I mean I'm glad for Brent because he had been running

[00:20:14] [SPEAKER_01]: it, running it, running it and I'm sure it just got to a certain point where it's like you need new

[00:20:19] [SPEAKER_01]: eyes. Great. He's got a great set of eyes and so I think it's good for everybody. Congrats to

[00:20:26] [SPEAKER_01]: everybody. On to acquisitions, the A of BARF. Are you ready? I'm ready. EZmetrics acquires

[00:20:34] [SPEAKER_01]: TZA, TZA. To grow visibility, the RZA, the GZA, the GZMase killer. So they acquire TZA to grow

[00:20:46] [SPEAKER_01]: visibility in warehouse ops. So basically it's a strategic acquisition. EZmetrics is a labor

[00:20:55] [SPEAKER_01]: analytics platform. TZA is a labor management system. So basically you're putting these two

[00:21:02] [SPEAKER_01]: things together. Good for what's typically called a strategic acquisition. You do a little

[00:21:08] [SPEAKER_01]: of this, we do a little of this. There might be a little overlap. We serve the same industry.

[00:21:14] [SPEAKER_01]: I found this story on sdcexec.com. You can read a little bit more about it but solid acquisition.

[00:21:22] [SPEAKER_02]: What if I told you that there's a solution to streamline your hiring process by matching

[00:21:27] [SPEAKER_02]: quality candidates to your jobs? Allows you to customize your messaging,

[00:21:32] [SPEAKER_02]: provides you with AI powered candidate summaries. Oh and wait a minute, it's sitting on more than

[00:21:38] [SPEAKER_02]: 300 million candidate profiles. You're welcome. Check out Indeed Smart Sourcing at Indeed.com

[00:21:46] [SPEAKER_02]: or Google Indeed Smart Sourcing. Nice. All right, Progress acquires share file for a measly $875

[00:21:57] [SPEAKER_02]: million. So congrats to those two. So this was financed through cash and credit

[00:22:05] [SPEAKER_02]: and this will move their revenue to about $240 million. So that's pretty good.

[00:22:14] [SPEAKER_02]: This is a file management system. Right, so they document sharing, collaboration type system.

[00:22:25] [SPEAKER_02]: We've talked about a number of these types of plays where everything looks good. It's nice.

[00:22:29] [SPEAKER_02]: It makes sense, all that stuff. But I think there'll be some challenges here. They have a lot of

[00:22:34] [SPEAKER_02]: overlap in products. So what are they going to do with them? Are they going to sunset them,

[00:22:38] [SPEAKER_02]: integrate them, which causes more challenges? So I think those are a couple things that I'm

[00:22:43] [SPEAKER_02]: looking at there. Obviously smarter people than me are working on this and they know what

[00:22:48] [SPEAKER_02]: they're doing. So congrats everyone. Everybody wins here. So let me make sure I understand

[00:22:55] [SPEAKER_01]: they acquired them for cash and stock, etc., for let's say 900 million. It's going to add

[00:23:02] [SPEAKER_01]: almost 300 million in revenue. Correct. Okay, that's cool. All right, I got it. That's congrats to them.

[00:23:10] [SPEAKER_01]: Yeah. Ryan, I got some weed stories here. You ready? This is an acquisition.

[00:23:16] [SPEAKER_01]: Mowing your lawn? Yeah, no. Thanks. A cannabis industry hiring platform acquires Greenforce,

[00:23:25] [SPEAKER_01]: a cannabis temporary staffing agency. So who was the last time you heard of a

[00:23:30] [SPEAKER_01]: hiring platform, ATS, CRM, whatever, hiring or acquiring a staffing firm? I haven't.

[00:23:37] [SPEAKER_02]: I don't either. So is there a need for very specific firms that are very specific to cannabis?

[00:23:46] [SPEAKER_02]: I don't know. I mean, I don't know about it, but it just feels like that's really specific.

[00:23:52] [SPEAKER_01]: Well, it's like, okay, think about it like bourbon to story. Okay, the people that work in

[00:23:58] [SPEAKER_02]: bourbon, so are they. Yeah, makes sense. Everywhere in bourbon. There's sales, distribution,

[00:24:03] [SPEAKER_01]: warehousing, manufacturing, all that stuff. I'm easily convinced. Yeah. It's cannabis is like that.

[00:24:09] [SPEAKER_01]: If you're working on the production side, you need employees that understand that side of

[00:24:15] [SPEAKER_01]: the business. So it isn't, there are some transferable skills and some people don't

[00:24:19] [SPEAKER_01]: want to work in a cannabis industry. So you have to go out and find people first cut is

[00:24:24] [SPEAKER_01]: are you willing and able to work in a cannabis industry? Yes, no, maybe. So vanxed and I found

[00:24:29] [SPEAKER_01]: this actually on vanxvangst.com. I love it. It's a vertical integration. So when you think of these

[00:24:36] [SPEAKER_01]: things, one's buying the other now they're buying a talent pool. Right. So that will help them with

[00:24:43] [SPEAKER_01]: their clients. Good for them. All good stuff. All right. So got some research or talk some

[00:24:49] [SPEAKER_02]: research. So when I ask you this, well, I'm not going to ask because I got to tell you the story

[00:24:55] [SPEAKER_02]: first. Which persona are you? That's what I called it, right? But I got to tell you what

[00:25:02] [SPEAKER_02]: it's about before I can actually ask you the question. Anywho, Salesforce wanted they want to

[00:25:09] [SPEAKER_02]: understand how workers interact with AI in their jobs. So this is, you know, how much you're using it,

[00:25:20] [SPEAKER_02]: how often what are you doing with it? All of that stuff, right? So anyway, the study found

[00:25:25] [SPEAKER_02]: that workers engagement with AI varies. We all kind of knew that. Yeah. But here's a three

[00:25:32] [SPEAKER_02]: quick metrics, three quick breakdowns. Okay, 30% of workers are maximalists.

[00:25:39] [SPEAKER_02]: That's using AI multiple times a week. Okay. 66% are rebels. They never use AI.

[00:25:46] [SPEAKER_02]: And they see it as a societal threat. Those are the 66 that will be unemployed next month.

[00:25:55] [SPEAKER_02]: 20%. This is funny. I think this is actually pretty, I think this is higher. 20%

[00:26:01] [SPEAKER_02]: are underground users. They leverage AI, but they keep it hidden from their colleagues.

[00:26:08] [SPEAKER_02]: They're an underground closet user of AI. Closet user? Yeah. I think that's kind of stupid.

[00:26:17] [SPEAKER_02]: That's like me using TikTok and playing my kids, you shouldn't use TikTok. I don't

[00:26:21] [SPEAKER_02]: ever use TikTok. When you just go upstairs and use TikTok, like them. It's okay to use

[00:26:26] [SPEAKER_02]: AI. It's okay to use an assistant. It's okay to do this stuff.

[00:26:32] [SPEAKER_01]: It's not a sign of weakness. This is really kind of what you're...

[00:26:38] [SPEAKER_02]: But I think you're right though. People view it as a weakness. And if I'm using AI at work,

[00:26:45] [SPEAKER_02]: am I really valuable? The answer is yes, you are. You know that. I know that.

[00:26:50] [SPEAKER_02]: And so anyway, this is on Salesforce.com. Just go under their stories and it's under

[00:26:56] [SPEAKER_02]: AI personas at work. It's actually really cool. And they have a lot of cool infographics there.

[00:27:01] [SPEAKER_01]: And they're deploying $50 million in AI training. So they're going to get more data

[00:27:06] [SPEAKER_01]: that they will figure out these personas. They'll start breaking the personas down into

[00:27:12] [SPEAKER_01]: subpersonas. All right, Ryan, let me pitch you this story here. Meetings are overused,

[00:27:19] [SPEAKER_01]: leaving workers overloaded, says Atlassian. News over. All right, this is on at Atlassian.com.

[00:27:29] [SPEAKER_01]: Meetings suck, right? Check. So some meetings suck. This is some cool data from Atlassian.

[00:27:36] [SPEAKER_01]: So definitely go look at this. This is on Atlassian.com. It's on their blog. It's called

[00:27:43] [SPEAKER_01]: WorkforceWowsMeetings. So you can go find out the, you can go find a date yourself. So

[00:27:47] [SPEAKER_01]: here are your three metrics or three data points that came from this research.

[00:27:52] [SPEAKER_01]: 78% of people we surveyed said they expected to attend so many meetings it's hard to get their

[00:27:59] [SPEAKER_01]: work done. That number of times. That's about right. Okay. 51% have to work

[00:28:07] [SPEAKER_01]: overtime at least a few days a week due to meeting overload. And for those director level

[00:28:13] [SPEAKER_02]: and up that number rises to 67%. I think 67 sounds about right, my scientific approach.

[00:28:25] [SPEAKER_02]: I think the 51%, I think that could be high. It depends on the job. I think if it's a white

[00:28:31] [SPEAKER_01]: collar job, I think that's a little higher. Yeah. I'm right there with you. And the last stat,

[00:28:38] [SPEAKER_01]: 76% agree they feel drained on days when they have a lot of meetings. Nobody is having fun here.

[00:28:47] [SPEAKER_01]: So that's their quotes, by the way, that's all their stats and their quotes there,

[00:28:50] [SPEAKER_02]: which nobody has had. So they agree that they're drained, which means they had to use

[00:28:55] [SPEAKER_02]: your mind and think about work. They're emotionally drained. Nice. Okay. Well,

[00:29:00] [SPEAKER_01]: when I read that, I thought when you and I do six podcasts a day or we have a bunch of calls

[00:29:07] [SPEAKER_01]: in one day. I'm whooped. I'm beat. I'm intellectually or whatever. I'm just beat. I need to go to a

[00:29:14] [SPEAKER_02]: quiet space. Yeah. So I start the first episode ends at 40 minutes and then the sixth episode

[00:29:20] [SPEAKER_01]: ends at 22 minutes. Yeah. No, you're good. No, everything's good. You sounded great.

[00:29:26] [SPEAKER_01]: It's a wrap. No. But I could see that 76% feel drained. I could see that number being

[00:29:33] [SPEAKER_02]: much higher. So anyhow. But this is actually a real problem. So we laugh about it,

[00:29:39] [SPEAKER_02]: but it's actually a real problem. Too many meetings. We're so ingrained in our meetings

[00:29:45] [SPEAKER_02]: and we're conditioned to have meetings upon meetings upon meetings upon meetings.

[00:29:49] [SPEAKER_02]: When you don't have the meetings, you feel like something is wrong. That's right. You're on the

[00:29:55] [SPEAKER_01]: outs. Yeah. Don't understand why am I not at the meeting? Well, we're not communicating. The

[00:30:00] [SPEAKER_01]: leadership's not communicating. The team's not communicating. It's like, what do you want?

[00:30:05] [SPEAKER_02]: Dude, it's actually a real problem. And I do like the idea. I struggle with this because

[00:30:12] [SPEAKER_02]: and this is interesting. We could probably do a whole fucking episode on this.

[00:30:15] [SPEAKER_02]: Meetings without an agenda. Do I attend? Do I not attend? Or 31?

[00:30:20] [SPEAKER_01]: You would like this particular research because it gives solutions.

[00:30:26] [SPEAKER_02]: Well, yeah. So I probably won't. I probably won't look at it, but I'll see how I look at it.

[00:30:32] [SPEAKER_02]: I got you. But I hear people say that when I see a 30 minute meeting, I'm like,

[00:30:39] [SPEAKER_02]: all right, that's gone 45. Even if I want to get off the call, 15 minutes is too short.

[00:30:46] [SPEAKER_02]: Maybe not happened. Yeah, like 60. I don't even want to go.

[00:30:52] [SPEAKER_02]: Anyhow, I what do you got? I soft. So we do a lot of work with I saw we love the people

[00:30:57] [SPEAKER_02]: and I saw going to be there in a couple of weeks. They're sponsor of work defined. So

[00:31:01] [SPEAKER_02]: thank you all very much. They have released for the fourth year in a row the Champions

[00:31:07] [SPEAKER_02]: of Change. So it's a Champions of Change report where they surveyed over a thousand HR leaders

[00:31:15] [SPEAKER_02]: to understand how they're creating meaningful employee experience. So this is a great report.

[00:31:22] [SPEAKER_02]: I actually did read it. So I can say it's great. I can put my not that it matters, but I'll put

[00:31:27] [SPEAKER_02]: my my seal on it. Three things. Top threats. Identified main challenges and talent acquisition

[00:31:35] [SPEAKER_02]: for 24. Okay. So retention strategies and tech investment. Those are the three things that they're

[00:31:42] [SPEAKER_02]: really focused on here. So yeah, take a look at it. They'll love it. When you say you read it,

[00:31:48] [SPEAKER_01]: you put it in a chat GPT and said summarize. No, I actually did. I actually did. I did read

[00:31:53] [SPEAKER_02]: it. I did read it. It's not it's not a huge report. It's not one. You can actually really

[00:31:57] [SPEAKER_01]: read it. That's how I read reports now. Although it gives me the five things I

[00:32:03] [SPEAKER_01]: need to know about this. It is really good to do that. Yeah, it is. Yeah, I actually did. I did.

[00:32:09] [SPEAKER_02]: I went and downloaded it and I looked at it and all that stuff. But I should throw it in. Yeah,

[00:32:13] [SPEAKER_01]: I know. I probably overdid it there. Nope. It's good. We love I solve. Okay. Let me uh

[00:32:21] [SPEAKER_01]: the 20 best states to be a teacher is uh this is this is surveyed. I'm going to give you

[00:32:26] [SPEAKER_01]: the 20 but really this is a story about recruiting retention compensation and the state funds

[00:32:35] [SPEAKER_01]: like people actually prioritizing education. Right. So uh we both made the list. I mean

[00:32:43] [SPEAKER_02]: filled up Pennsylvania and Texas now I get the district up here sucks to work at. I shouldn't

[00:32:49] [SPEAKER_02]: say that they're a great I just have a little bit of issues with the home. Yeah, seems like

[00:32:54] [SPEAKER_01]: so what's interesting is the first four are in the northeast mass to just New Jersey, Connecticut,

[00:33:00] [SPEAKER_01]: New York. They need it to five north Dakota, Maryland, Illinois, Georgia, which the south

[00:33:07] [SPEAKER_01]: always gets pinged for being shitty on education. So there's that Colorado Vermont,

[00:33:13] [SPEAKER_01]: back to the northeast Virginia at 12 is Pennsylvania. Okay. New Hampshire,

[00:33:21] [SPEAKER_01]: Washington. That's an outlier for me. Wyoming outlier, Texas at 16. Yay. Minnesota, Nebraska,

[00:33:28] [SPEAKER_01]: Rhode Island and this is to work. This is the best. This is the list of the best states

[00:33:34] [SPEAKER_01]: to be a teacher. So it has when you do the first you do the 20 right? It has almost the

[00:33:41] [SPEAKER_01]: entire northeast in the top 20. Yeah. Which again like if you look at like if you look at

[00:33:47] [SPEAKER_01]: college so we're this is all K through 12 stuff. But if you look at college, like a lot of colleges

[00:33:53] [SPEAKER_01]: are in the northeast. It's like there is no that northeast is older. We are educated over here.

[00:34:00] [SPEAKER_01]: Yep. Yep. There is it. There is an east coast bias. But this one's not like that. This one's

[00:34:06] [SPEAKER_01]: just basically you've got to recruit a teacher. You gotta find them recruit them. You gotta

[00:34:11] [SPEAKER_01]: you know, you've got to keep them. You gotta pay them and then the environment has to be one in

[00:34:17] [SPEAKER_01]: which they thrive. No. There you go. So you're 12. I'll never be a teacher. We're number 12.

[00:34:24] [SPEAKER_01]: You're 12 12 out of 50s, whatever if they add the territories. That's pretty dang good actually.

[00:34:30] [SPEAKER_01]: So there you go. Solid build time on the funding. Yeah. What do you got?

[00:34:34] [SPEAKER_01]: So we both caught this one with safety culture just because it's a big number

[00:34:39] [SPEAKER_01]: raises 110 million. This is I found this on Coverageer, Cov, E, R, A, G, R. So the funding will

[00:34:49] [SPEAKER_01]: help safety culture grow into bigger enterprise markets speed up its use of AI and provide benefits

[00:34:56] [SPEAKER_01]: to its long term employees. I've never seen that before. I've not I've seen it. I've never

[00:35:06] [SPEAKER_01]: know if they were working without benefits. We're just going to cut a check. We're going to

[00:35:11] [SPEAKER_01]: back me everybody. Hey, now we have benefits. I don't know if it's that which I don't think.

[00:35:17] [SPEAKER_01]: I think it's additional benefits like that maybe bonuses. But so safety culture is exactly

[00:35:23] [SPEAKER_01]: what you think it is. It's workforce productivity quality, improved quality,

[00:35:28] [SPEAKER_01]: employee engagement, culture safety. Culture safety. So it is all things it's based in

[00:35:35] [SPEAKER_02]: in Australia. So yeah, this is an all what I what I found interesting about this. I know we

[00:35:41] [SPEAKER_02]: both found that the valuation, the valuation is lower this time around. That's right.

[00:35:47] [SPEAKER_02]: Then their first round of funding not by a tremendous amount, but it's down. And so,

[00:35:53] [SPEAKER_02]: you know, I know it's a shitty market. But that is something, you know,

[00:35:57] [SPEAKER_01]: that means they had to raise. I mean, ultimately, what that means is that 110 million

[00:36:02] [SPEAKER_01]: wasn't enough. They had to raise that money. Now, there's still a unicorn in Australia.

[00:36:08] [SPEAKER_01]: They're still considered a unicorn and rightfully so. But the valuation went significantly down.

[00:36:16] [SPEAKER_02]: So look, two and a half billions, two and a half billion. So, you know, no, hey,

[00:36:19] [SPEAKER_02]: investors may not love it. But whatever. It's all good. Okay. So HR one. This is a small

[00:36:27] [SPEAKER_02]: one. This is not a huge one. Yeah, 110 to four. So one billion, right? In a pre series,

[00:36:36] [SPEAKER_02]: pre series B. So pre series B. So this this is an India based company. It focuses on HR automation.

[00:36:44] [SPEAKER_02]: So pre series B. So they're going to use the fund to scale here, right? This is let's get us to a

[00:36:50] [SPEAKER_02]: place of goodness. Was that a four million in cash USD?

[00:36:55] [SPEAKER_01]: That is four million USD. Yes, it goes a long way in India. Oh, just saying. Yeah. But it's a bridge,

[00:37:02] [SPEAKER_02]: right? It's a bridge to get to be and let's scale and get our stuff where we need to be. The

[00:37:09] [SPEAKER_02]: challenge I think, you know, I think here's what we see a lot companies, a lot of companies in

[00:37:16] [SPEAKER_02]: India are fantastic, but they have trouble scaling beyond the borders there, right? And so I'm curious

[00:37:23] [SPEAKER_02]: to see kind of where this goes. Are they going to use some of this money not just to build

[00:37:27] [SPEAKER_02]: capabilities, but are they going to build more of a global leadership? It's a tough India is a

[00:37:32] [SPEAKER_01]: tough market for that reason that you state but also for companies to go to India. Because we

[00:37:38] [SPEAKER_01]: think of like I like the United States. We think of the United States is like, okay, the

[00:37:41] [SPEAKER_01]: United States consumes a lot of software. Yep, but the United States is like 12 different places.

[00:37:48] [SPEAKER_01]: So India in India is same, like in each of those areas. So it's not like it's a huge country

[00:37:54] [SPEAKER_01]: check, but it isn't just one country. It's a bunch of different territories if you know.

[00:38:03] [SPEAKER_01]: So, good for them. Yeah, good for them. All right, let me give you this one. Peter Thiel

[00:38:08] [SPEAKER_01]: backed Mercor, M-E-R-C-O-R raises 30 million to revolutionize hiring with AI. This is on

[00:38:18] [SPEAKER_01]: techfundingnews.com you can go read about it. Basically, can we predict a great hire? When

[00:38:27] [SPEAKER_01]: you get right down to it, how do we do that? People have been trying to solve this riddle

[00:38:33] [SPEAKER_01]: for 2000 years. So this is what they're solving for. This is what Mercor is solving for. It uses AI

[00:38:40] [SPEAKER_01]: models to better assess a candidate's skill set and predict their ability to perform well in a given

[00:38:48] [SPEAKER_01]: role. So again, they're not the only ones trying to do this. There's a lot of companies that are

[00:38:55] [SPEAKER_01]: trying to do this. It is it's a holy grail because if we could predict that, right, then

[00:39:02] [SPEAKER_01]: we could go down to that one candidate and go, yeah, this person's 98% done, hired,

[00:39:09] [SPEAKER_01]: then move on. So I don't bet against Peter Thiel. So good for them and we'll kind of keep on

[00:39:16] [SPEAKER_02]: on their growth. All right. All right. These guys, I'm gonna look into the camera. I'm gonna

[00:39:24] [SPEAKER_02]: look into the camera for this one. Willow raises 2.4 in a series A. So congratulations

[00:39:30] [SPEAKER_02]: first off to these guys. Start up in Glasgow. They are fantastic people. So we've had a

[00:39:38] [SPEAKER_02]: pleasure of interviewing these guys a number of times, worked with them a number of times in

[00:39:42] [SPEAKER_02]: the past. Woody and Ewan, congratulations on the funding and on the growth number one. The team

[00:39:49] [SPEAKER_02]: has grown. The product has grown. They're starting to become a household name in video,

[00:39:56] [SPEAKER_02]: in interviewing and screening and all of that stuff. But here's what we're looking to

[00:40:00] [SPEAKER_02]: look into the camera deep into their soul. I still have your sticker on my kayak. It's pimped out

[00:40:05] [SPEAKER_02]: right there, little nudge. I need a tournament sponsor. There you go. Is that a Ergo Wink?

[00:40:13] [SPEAKER_02]: If you don't ask, they don't know. Right. I need a fully wrapped vessel for these

[00:40:22] [SPEAKER_02]: toys. Not just big stickers. Finally. Yeah. So anyhow, all kidding aside, congratulations guys.

[00:40:29] [SPEAKER_02]: Love the work that you're doing. But you have my number if you definitely want to sponsor a

[00:40:35] [SPEAKER_01]: Ryan team bridge founded by Uber former Uber execs raises $28 million to build HR software for

[00:40:46] [SPEAKER_01]: hourly workers. So there's a lot in the hourly space there. I know. I know it's

[00:40:52] [SPEAKER_01]: like this. The market has always been there, but we've ignored it. Now it's like

[00:40:57] [SPEAKER_02]: over indexing. Oh, I probably should say there's a lot and now it always has been

[00:41:04] [SPEAKER_01]: but not compared to corporate. Yeah. Not a non compared to corporate. So this is again,

[00:41:11] [SPEAKER_01]: it's on tech crunch. So you go read the story yourself. This is their own language. So I

[00:41:21] [SPEAKER_01]: app which companies can customize, let's employees view and claim shifts, sign any

[00:41:29] [SPEAKER_01]: necessary legal documentation and text with managers. Basically you got Uber execs

[00:41:36] [SPEAKER_01]: applying that model, that real time model to talent. Yeah. Yeah. I think they've got it.

[00:41:44] [SPEAKER_01]: It's there's things that are non app like workflows and stuff like that. So they got

[00:41:48] [SPEAKER_01]: some other stuff that the team bridge does, but they've also got an app. So they've got kind of a

[00:41:55] [SPEAKER_01]: B play and then a B to C play with the app talent. Good for them. Yeah. All right.

[00:42:03] [SPEAKER_02]: Cencia partners with Joe. So I put this into funding. I don't know what the dollar amounts

[00:42:11] [SPEAKER_02]: all that stuff. Yeah, they didn't disclose. Right. So for those of you don't know,

[00:42:15] [SPEAKER_02]: Cencia is all about internal mobility. Right. So retaining talent, etc. Developing talent, etc.

[00:42:22] [SPEAKER_02]: So I love Cencia and everything that they do. And this isn't a dog. Congrats on that because

[00:42:28] [SPEAKER_02]: it'll be a huge partnership for them. Of course. Oh yeah. If you go to cencia.com,

[00:42:34] [SPEAKER_02]: c e n s i a dot com slash workday. That site is significantly nicer, better functional

[00:42:43] [SPEAKER_02]: than the Cencia.com website. It's almost as if they're put the entire basket right into that

[00:42:49] [SPEAKER_02]: partnership there. Right during workday rising or right. I know they did. You need to make a big

[00:42:56] [SPEAKER_02]: splash. Totally get it. But that was the one thing that stuck out to me. But the good part is

[00:43:01] [SPEAKER_02]: there's a lot of workday customers and they need this help. And so there's no need to go rebuild

[00:43:06] [SPEAKER_02]: and bring on 30 different platform like you have this in the system. Yeah, there's going to

[00:43:12] [SPEAKER_01]: you're going to see more and more of this workday building and ecosystem stuff. Yeah. So now what's

[00:43:18] [SPEAKER_01]: really fascinating is workday ventures put the money into them. So the money that was not disclosed,

[00:43:25] [SPEAKER_01]: they actually worked a venture was involved in that and they're building out more. They've

[00:43:32] [SPEAKER_01]: finally kind of come to the grips that where Oracle and SAP have done the same thing in years past

[00:43:38] [SPEAKER_01]: that we can't build it all. We're not going to build it all. And there's no need to build it all.

[00:43:42] [SPEAKER_01]: And there's no need to build it all. Thank you. We're going to put an ecosystem around all the

[00:43:46] [SPEAKER_01]: stuff that we do. So this is one like Beemory or like Paradox or any of these folks, they either

[00:43:55] [SPEAKER_01]: acquire and bring in or they partner with them and put them in the ecosystem and they become a

[00:44:00] [SPEAKER_01]: preferred vendor, etc. Good for her. I love Joe. She's just a good hearted person and I'm glad that

[00:44:09] [SPEAKER_01]: she has this partnership because they won't have to go outside the ecosystem for that,

[00:44:13] [SPEAKER_02]: for SINSEE to be super successful. No, they can live there for many, many, many years and scale

[00:44:19] [SPEAKER_01]: at that. I must say this name slowly, Black Cloak because boy that could go sideways really fast.

[00:44:28] [SPEAKER_01]: Never a dull moment. That raises 17 million to protect executives, high-profile individuals.

[00:44:37] [SPEAKER_01]: This was on blackcloak.io. So just in your thought we are all equal. Black Cloak provides

[00:44:50] [SPEAKER_01]: corporate executives with cyber protection to mitigate risk against sophisticated cyber attacks

[00:44:56] [SPEAKER_01]: and while providing personal protection for them and their families. So this is a bit that basically

[00:45:01] [SPEAKER_01]: that those executives that don't want to go into the office, my bad. This is actually a product

[00:45:09] [SPEAKER_01]: that's built for them so to keep them safe. So is this for like high value executives like CEO

[00:45:17] [SPEAKER_02]: of PepsiCo? Didn't say. Because 17 million doesn't seem like, I don't know if they have

[00:45:23] [SPEAKER_02]: doesn't seem like a lot of money to protect, you know, a $40 billion CEO of a major fortune

[00:45:31] [SPEAKER_01]: tent. I'm assuming that this is a hacker company that basically it's just a group of people that

[00:45:38] [SPEAKER_01]: put in place protections. Again, we'll start with the C-suite. Let's just do that. But I could

[00:45:46] [SPEAKER_01]: see them going down further into the enterprise with a product that basically helps all the

[00:45:52] [SPEAKER_01]: employees. Maybe even offering it as a benefit. But right now they're starting black cloak with

[00:46:00] [SPEAKER_01]: executives. I need to get you off this one. I swear God, it's going to come out at one point.

[00:46:07] [SPEAKER_01]: It's like 10. Yeah, just type in Google. Goodness. Everywhere you go. All right. I've got one more

[00:46:13] [SPEAKER_02]: funding and I saved this one for last for me anyhow because I love what they're doing.

[00:46:20] [SPEAKER_02]: So this is a company called 11XNA just took in $24 million for its digital workforce.

[00:46:27] [SPEAKER_02]: Just by the what I said, you can probably figure out what they're doing, right? But think SDRs,

[00:46:33] [SPEAKER_02]: all this stuff, salespeople, they're not just the employee. They're building the process, right?

[00:46:40] [SPEAKER_02]: So as they're working for you, they're actually building this process of prospecting,

[00:46:46] [SPEAKER_02]: reaching out, connecting on LinkedIn, doing all this stuff. And it's not just through automation,

[00:46:50] [SPEAKER_02]: they're actually doing the stuff, right? And so you're building relationships with Alice,

[00:46:56] [SPEAKER_02]: I think her name is and whoever. There's a whole cast of characters you can hire. So what really

[00:47:03] [SPEAKER_02]: blew my mind here, I don't know why it did but it just for some reason it kind of hit differently.

[00:47:09] [SPEAKER_02]: In the release on their site, they said we don't target Sass spend, we target hiring budgets.

[00:47:17] [SPEAKER_02]: This is a direct right out of the and I just thought it was genius that they're saying this,

[00:47:21] [SPEAKER_02]: we're in the business of selling work. The key is to unbundle specific tasks traditionally

[00:47:27] [SPEAKER_02]: performed by employees and to resell them. I haven't really heard a company recently

[00:47:33] [SPEAKER_02]: anyway. I mean, I can't really think of a good example that says we're going to unseat your employees.

[00:47:40] [SPEAKER_02]: Here's what we're doing and I'm going to actually say it in the press like there's no BS here.

[00:47:45] [SPEAKER_02]: Like we're a digital workforce, we're going to unbundle all of this stuff your employees

[00:47:48] [SPEAKER_02]: are doing that they don't need to be doing. And we're going to go sell you that and we're

[00:47:53] [SPEAKER_02]: selling it to hiring an HR. We're not selling into in the tech or anywhere. Right?

[00:48:01] [SPEAKER_01]: Literally going right at the heart. This is, this is a replacement. So a couple of things.

[00:48:06] [SPEAKER_01]: They're building with the money. They're building similar personas. But let me read you something.

[00:48:12] [SPEAKER_01]: This was on TechCrunch by the way for people that are listening. You can go read about 11x.

[00:48:17] [SPEAKER_01]: So let me just read you this. This is a direct quote from Hassan Sikhar,

[00:48:23] [SPEAKER_01]: the founder and CEO of 11x. All right. Instead of traditional software which is tools

[00:48:29] [SPEAKER_01]: and workflows that make people slightly more productive or efficient,

[00:48:34] [SPEAKER_01]: agents enable us to automate activities in a way that operates on autopilot. In a way

[00:48:41] [SPEAKER_01]: that requires no humanity in a way that is extremely high skill. He says he says of his vision

[00:48:51] [SPEAKER_01]: of a highly proficient, no human required workforce.

[00:48:58] [SPEAKER_02]: I know it's unpopular. I don't. Someone actually said it. Yeah. Just I'm telling

[00:49:05] [SPEAKER_02]: everything they said in this room. It's almost as if it was like an onion, like the

[00:49:09] [SPEAKER_02]: onion without the press release. We're getting rid of all the humans. Yeah. They're just like,

[00:49:13] [SPEAKER_02]: we don't need your shit. Like get out of here. Like fire your 85 people. My SDR is never

[00:49:18] [SPEAKER_01]: going to talk to you and they're going to kill it. That is the first time. You got to go read this

[00:49:23] [SPEAKER_01]: because that's a direct quote by the way as I read it. That is a direct quote from Hassan,

[00:49:29] [SPEAKER_02]: but no human required workforce. Sadly we are not a fit for the company. I did put a request in

[00:49:36] [SPEAKER_02]: for example and he said, doesn't look like you're a fit for the, they want money. We go away.

[00:49:41] [SPEAKER_02]: We're not going away. But I did reach out to them because I want to see this in action. I want

[00:49:46] [SPEAKER_02]: to see what they're doing and I think the audience would really enjoy this. They get a kick out of that.

[00:49:51] [SPEAKER_01]: Yeah, for sure. Last and funding the F of BARF. Become.one secures 3.3 million euros in seed

[00:50:03] [SPEAKER_01]: funding to make employee benefits simple, flexible and compliant. This is on veer1.com.

[00:50:10] [SPEAKER_01]: So this is a go Heidelberg, Germany go and I'm sure that the Germany has a different kind of

[00:50:18] [SPEAKER_01]: benefits spectrum and landscape than in the States. Totally you'd be in this. It'll be really

[00:50:23] [SPEAKER_01]: interesting to see them grow and if they're going to stay in Germany or if they're going to go

[00:50:26] [SPEAKER_01]: around continental Europe, et cetera. But it's become.one. Is the name of the company

[00:50:32] [SPEAKER_01]: and they're just trying to make benefits better. Can't hate. We all need benefits.

[00:50:36] [SPEAKER_02]: Sorry man. Can't hate. Well that wraps us up for today. That's crazy. So we are we're solid. It's

[00:50:44] [SPEAKER_02]: time to get out there, get ready for this plane ride. We're headed out to HR Tech. We'll be at

[00:50:49] [SPEAKER_02]: indeed Futurewarsh. We'll be at Isov Connect. If you see us there, please hit us up. Take a

[00:50:54] [SPEAKER_02]: moment, review if you could right wherever you're listening just hit the little five star. Don't

[00:50:59] [SPEAKER_02]: go anything less than that. It always helps us. We love y'all so much.