Taylor Swift & Beyonce at Work, Firing Fake Workers, McDonalds Fires it's AI, John Deere Pays Up on Racism.

[00:00:00] Oh my goodness, bad touching, harassment, sex, violence, fraud, threats, all things that could have been avoided. If you had Fama, stop hiring dangerous people. Fama.io You know what I like about I Solved? Everything. I Solved is People-Centric, and in a People-Centric world you need a People-Centric solution.

[00:00:31] I Solved People Cloud is a comprehensive human capital management solution that helps you employ, enable, and empower your workforce throughout the entire employment life cycle. From tracking to recruiting to onboarding and clients from payroll to benefits to time

[00:00:45] and labor management, transform your employee experience for a better today and a better tomorrow with I Solved. For more information go to isolvedhcm.com What is going on everybody? Ryan Leary, William Tinkup here. Welcome to the BARF.

[00:01:06] It's a look back at the week that was so you can prepare for the week that is Mr. William Tinkup. How you doing my man? Man I'm doing good. Sunday, sunny, it's beautiful outside and no hail today, no rain. Nah man, you know it's Texas summer.

[00:01:24] Rain is bitching about the rain and all of a sudden, well there's no more bitching about the rain. Rain's gone now. It's 112 and uh. Rain won't be back until about September. We'll see you. Uh yeah.

[00:01:34] We have actually I was doing my healthy little walk the other day because I like to have good cardiovascular systems and I want to live long and all the creek beds were dust, dried up dust and we don't really see that a lot around here.

[00:01:55] So I'm thinking the world is going to burn up. Climate change is real. Yeah. And uh yeah so I mean I wasn't going to get into the debate last week but I mean. You're just excited right? I mean you just watch that and you're like oh my god.

[00:02:14] I don't know. Yeah. This is going to be great. Oh my god. Cage match. It's going to be fantastic. We shall see. I did uh I did force in the beat well so here this is the interesting part.

[00:02:28] In the beginning I did force I say I we my wife her idea I went along with it because I thought it was good. Forced the two younger kids to watch the debate because the older ones out partying down in the outer banks.

[00:02:41] So we had the 13 year old and the 10 year old watch the debate with us. They were pissed. They did not want to watch it. As soon as Biden walked in I can't even make this up. They died. They were laughing on the ground. No it's a bit.

[00:02:59] The entire time it was 60 minutes or 100 minutes whatever it was they were awake the whole time. They watched the entire debate and they just laughed like they can't they couldn't stop. I was like well at least they watched the debate huh and they are educated now.

[00:03:17] This will be their first memory of politics. Great. Yeah I guess so. I don't know but whatever we got more important things to talk about. Yes we do. Like the news. So I'm going to kick off I'm going to kick off here this week I'm going to jump

[00:03:32] ahead of you. So this is a funny one for me. So we all know about fake employees right. And faking work fake interviews Wells Fargo fired 12 maybe a little more more than a dozen employees for simulating keyboard activity.

[00:03:58] So I get it nothing new here right this has been done before. I already like these people. I was not expecting this this week like I just wasn't expecting it. They simulated a group of people at Wells Fargo simulate it keyboard typing and activity.

[00:04:14] Just kind of move that mouse baby. That's all you got to do. And I know people that do this. I know they do this. They put their little key card in and if you're watching because I know you like to watch and stalk me.

[00:04:25] Yes I'm talking about you and I'll say his first name John Michael say his second name his last name. But I know he does it. This is real thing so they fired 12 people a dozen people for simulating keyboard activity.

[00:04:39] They had to have the technology behind it to prove that is actually quite fascinating. It is. So do I hate the people for doing it now man. That's a part of life. I mean I had people clock me in.

[00:04:53] I clocked other people in like yeah it's just kind of the way it is. We joke around and say we're no longer employable but this is why we're straight up because we're going to go find these people. We're going to interview them next week.

[00:05:08] Oh 100% No I want no more. Can you know how to hack that? Give me some more. We're going to find these people. Ryan 260 nuggets McDonald's nuggets. What do you think about 260? If I were to give you 260 McDonald's nuggets. What would you think?

[00:05:30] I would say I'd have to buy 26 10 piece meals. There you go. There you go. So McDonald's ends artificial intelligence drive through test amid errors. It thought that a 10 piece nugget meal was 260 nuggets. So I'll take it. I mean as long as they're not.

[00:05:55] Oh they fired their AI drive throughs right? That's correct. Yes. Correct. So this is at UKNews.yahu. Go take a look at it and read the whole story because it's funny as shit to me. So this is AI. It's going to fuck up like a petulant child. Yeah.

[00:06:13] Kind of a part of it. Don't fret it will grow up at one point be responsible eventually. My favorite sauce is hot mustard. So I will mustard. Yeah. In Texas I don't know if it's. I don't think we have hot mustard. Well we have hot mustard.

[00:06:30] I don't think McDonald's has at least. No. McDonald's has a specific sauce for it's called hot mustard and it is a hot mustard. I'm not sure. Just what it's labeled. So yeah. But 260 nuggets dude that's a yeah. I hate going into these restaurants now and getting the machine.

[00:06:51] And it's like it's hard. It's really hard to order. It's self check out. Yeah. Did you see the meme? It's self check. It's where we get all fucking tracked now. But the meme where it was somebody has a Walmart whatever he was like in the break room taking

[00:07:08] a break and he didn't work there and the guy is like who are you why are you here and secure. He's like one more on break. Because he was done self checking out and now he's taking a break. He was checking off. I thought that was pretty funny.

[00:07:23] That was pretty funny. All right so here's I want to get you take on this. So meta analysis that it's going to be reducing its VP positions from 300 ish to about 250. So the and then there's obviously a lot of layoffs and things like that right.

[00:07:45] Ten thousand here ten thousand there twelve thousand there. And so not to dismiss the layoffs but here's my take on this because we study this these a lot of these layoffs aren't because companies are doing bad especially meta let's use meta as example.

[00:08:02] These aren't layoffs because the company is doing bad. These are these are layoffs because they have 150 projects going on 200 projects going on in their labs right. So these are innovative laboratory type products that may or may not ever see the day of light

[00:08:22] and these people are hired to work on these projects and they know this coming in so when they're laid off after it could be five years doesn't matter after they're laid off it looks bad but a lot of these are downsizing or laying off because the projects

[00:08:41] end right. Yeah I think the thing when you go from 350 to 250 in a mid management position it's the positive is you get you get flatter so you become more agile. The downside is when you when you're hiring people they want to see a pathway to success

[00:09:04] and obviously upward pathway right. So the upside agility the downside is mobility so the thing is balancing those two things out and thinking about mobility a little bit differently like you don't have to have

[00:09:22] a title you can get just give more money or you can take international positions etc. But you've got to communicate all that stuff right right so yeah so not necessarily breaking news no but it's good to it's good to talk about but yeah they're they're they're

[00:09:36] downsizing in these positions and I just thought it was worth bringing up because a lot of these projects are just ending they didn't work out so. And because of the debate last week I found this on the hill.com most young voters say

[00:09:53] it's harder to buy a house raise a family and get a good job so yeah yeah but thinking about that now of course there's data and stuff like that so please go read this because

[00:10:07] it's a poll and and it's a poll based on house housing and family and jobs and it's kind of tells you a lot of different things yeah but it made me think that it's you know back to

[00:10:22] my parents so my parents were married in 58 in in temple but they spent their time in Austin and it was fucking it was hard for them I remember my mom telling me stories about

[00:10:36] you know they barely could you know barely could get food and and they had to have family you know like come over and take care of the kids and getting a good job that was a joke

[00:10:48] you know like like so like it made me really think it's always been hard it'll always be hard yeah it's a part of life you know but you're growing up sucks getting older sucks turns out

[00:11:02] that I think it's just life and you know sucks well no I think there's some fun parts in there I just think that that that transitional part where didn't have any responsibility now you have a bunch of responsibility yeah that sucks yeah and then obviously on the other

[00:11:19] end of that is the point where your mind tells you you can do something your body says no you can't do that right right you're not 25 anymore it turns out alright so John Deere which I do not have anything John Deere at the house not because I don't

[00:11:41] support them just because I don't cut my own lawn because I'm just lazy I want to take a break real quick just to let you know about a new show we've just added to the network up next at work

[00:11:53] hosted by Jean and Kate A'Keele of the Devin group fantastic show if you're looking for something that pushes the norm pushes the boundaries has some really spirited conversations Google up next at work Jean and Kate A'Keele from the Devin group

[00:12:15] so they are paying more than a million dollars 1.1 million dollars over racial discrimination allegations so this this is an interesting one because I I'm not sure where I fall so discrimination discrimination bad got it right so it was

[00:12:36] 277 people both black and Hispanic job applicants at the facilities in Illinois and Iowa right so we're two 265 black applicants 12 Hispanic so dear I don't know if they if they're taking responsibility for it or whatever but they agreed to pay get out of the the deal

[00:12:57] so million little over a million bucks they're also they've also agreed to extend 53 job offers to eligible class members in that mix or part of not necessarily those particular people but in that mix and so what I started to think about here is do they really care

[00:13:18] right and yeah and this is like they're settling this is this is kind of like okay we're going to settle we're going to keep this as low as we can on the radar we're going to take our list

[00:13:28] we're going to pay a million bucks we're going to offer 53 people that aren't white jobs and see where it goes from there but these are the things and it again this is I know

[00:13:38] you'll have a take on this these are the things that kind of bother me it's if you don't care you don't care they just pay the fine they pay the fine right and I can't make

[00:13:49] a difference in there you can't make a difference we can talk about making they gotta want to make a difference they gotta want to make a difference it's really frustrating the only thing I could do

[00:13:56] is not have a John Deere mower which I don't anyway because I don't cut the lawn so I think uh would I ever tell you my t-shirt idea on John Deere no but I'm sure I'd like to wear it

[00:14:08] all right so check this out it's just your regular green yellow John Deere logo right but instead it says John dope John dope yeah anyway I'd probably get a cease and desist on that thing I think I think you're right

[00:14:25] I think inherently this is either bad managers bad recruiters bad hiring managers people that are just fucking racist and they just want it to be the status quo or whatever right and they'll just deal with the fine yeah and uh you're not gonna change that or

[00:14:43] if you want to change that then society has to say no more John Deere yeah and I'm not I don't know that this is John Deere's stance right no no of course this to be the recruiters just in Iowa

[00:14:57] and Illinois yeah right it's untrained recruiters it's untrained people in the hiring process untrained interviewers or trained in the wrong way or trained in the wrong way I could I could see

[00:15:09] I could see very easily I could see a manager saying this isn't our audience these are these are not people we don't quote people that will get along inside of this environment blah blah blah it'd be too disruptive all the traditional excuses I can see all that playing

[00:15:25] out and for recruiters going okay totally get it and so forget John Deere for today let me go ahead and give you a a story around Netflix so this was uh found on thestreet.com always has

[00:15:42] some funny stories Netflix tells managers to fire employees if they fail unusual test that's the headline what is the test all right so Netflix views uh its company as a dream team

[00:15:59] it's veering away from what it used to identify itself as a family so first of all whatever a business says it's a family they're fucking lying check there yeah Netflix now culturally positioned itself as a family now they're distancing the and they're to a dream team

[00:16:19] in an effort to strengthen the dream team it encourages managers to use a keeper test to determine whether or not to fire an employee so would you keep your test would you keep this employee if they were if they were getting another job so those simple tests they're

[00:16:41] about to march into your office virtually that's the actual it's not like a test like oh oh i thought i okay i was waiting for the test like no like some ridiculous interview question

[00:16:53] type thing would you keep this person are they are they a member of your dream team and i just watched the uh the last dance for the third time so there's a bit in there about the

[00:17:02] 92 dream team and you know christian leightner was the only one that was really like questionable on whether or not he was supposed to be there really um never panned out great great college player did translate to the price was he a great college player oh have a couple

[00:17:17] i mean i i know i saw a diamond one three championships i know but i just didn't feel did you not see a turnaround game-winning shot to win the national championship i what do you

[00:17:31] need the kind of do i mean everybody emulated it on the courts i get it like you know like still today they're like oh later but i don't know i just don't remember watching him and feeling

[00:17:43] no no no of course not yeah no he didn't have the same pizzazz is like a jordan at north carolina yeah but you know i don't hate this so i'll tell you why this is uh stay interviews and uh exit

[00:17:56] interviews and things like that but thinking about your team and thinking about regrettable turnover in a way of saying i need to get ahead of this before it hits me so before susan

[00:18:09] comes into my office or on a zoom call or whatever schedules a meeting it says hey i have this wonderful opportunity if it make if this forces me to think about that and like i don't want susan lee i don't

[00:18:20] ever want i mean if susan's going to go somewhere i want her to go within the company right if i get her promoted and get her to a different place that's a different that's an all together different

[00:18:30] deal keeper in the way that they're thinking about is like not you keeping the person it's really the netflix not losing that talent right yeah i i don't i don't hate that i mean when you

[00:18:42] read it when you read it you're like oh man this is harsh yeah no i i like that um you know and it's it's it's interesting i i can remember specifically very vividly uh a number right three or four people

[00:18:58] that i never wanted to lose to lose right and i didn't care where they want i don't care where they want to stay within you yeah and you've worked with one hubert like he was one

[00:19:08] i didn't care where he went like he just he was a good person right he was good at what he did he was always there regardless to help me or anybody really yeah um and i just think he would

[00:19:21] be an asset anywhere within within those companies within the company um yeah i that i there's a couple very vivid memories of people like that that i would just want it to keep if it forces you

[00:19:33] as a team member as a manager as a leader to think about how do we retain talent yeah i got no hate my heart for now on the flip side to that and this might be getting off topic what i didn't like

[00:19:45] is rating the team one through five and you had to have so many ones so many five so many oh no you can't give you can't give a yeah it can't be it can't be uh you have so many minimal

[00:19:58] men's and and max right you can't do that in the theory about you need so many consistent like yeah i get that but i want to give this guy a five or a one but i have to give him a three because i have

[00:20:09] too many now that i i like the idea of would you do you want to keep this person it's either yes or no yeah and if you don't work on getting them to their next greatest opportunity exactly outside the company yes that could be outside the company

[00:20:27] love it that's actually a good story i am for that one um not your day your day is complete i'm proud of you yeah no i'm good all right so target uh stepping in the target stepping in

[00:20:43] the 2020 foe uh rolling out genai chatbot to the store employees uh wal-mart does this a couple of other stores already do this i like this a lot for help you find shit they exactly yeah they help

[00:20:58] you find it they and they don't have to you don't have to ask an employee and it sounds basic and it is they kind of is i'm sure the tech behind it is fairly complex right but this is pretty

[00:21:10] basic right i ask i asked mark or jennifer hey where can i find shampoo well i think it's an aisle four and they got to go ask somebody or they try to walk you over just ask ask your your little

[00:21:24] co-pilot here and it'll tell me where to go and i don't even need to walk across the store because it'll tell me it'll tell the employer or the employee there's no stock right so a lot

[00:21:35] of stores do this to an extent um pump you right but the faqs they benefits questions the employee question all of that stuff they can shift schedule shift change they can swap shifts with people

[00:21:48] real time which is pretty cool now i'd be very curious to see and i and i don't think this is to the extent what's the gin a part of that i don't know that's how they labeled it yeah you

[00:22:03] know i'm saying like what's being generated i mean um i don't know schedules but i don't think that's jenna i don't know um what i'm curious though is how will this work and i think we're going to see

[00:22:16] this with other scheduling now this is native they built this in internally right right but when some of these scheduling tools that are out here and this is kind of where i got the fist start thinking about for tools that are managing multi-location franchises right all

[00:22:30] navy gap etc that all share employees right if they're real time shift scheduling and shift swapping how do you handle that as a manager if i have william on my floor right now but the store over

[00:22:45] here needs a william and you swap with jennifer and you can be coverage it's coverage really yeah but it's coverage yeah but i mean first of all it would allow you to do that if someone

[00:22:58] else could do that for you kidding you have a saying like it would have its rules base so you can't just for right i'm a manager i don't like the other employee coming from the other store that's

[00:23:10] why i hired you it's coverage it's coverage plus of all its flexibility you want to keep these you want to keep these folks no this way to do it ryan what is a neat any et without looking

[00:23:24] i feel like i know this don't look don't you look don't you i'm not looking my hands are up but the pause is going to cause a problem because as we edit the ai is going to take that pause out

[00:23:41] i feel like i know neat i don't look didn't we just talked about this nope not an employment comma education or training that's neat not an employment education education or training now that's meaning the a person is not an employment employed they're not in school and

[00:24:03] they're not in training okay now let me explain jen z are increasingly becoming needs by choice not an employment education or training and creating record levels of youth unemployment around the world wait okay backup back so these are people that are just saying

[00:24:24] i'm not playing i'm not playing i'm not i'm not i see what this is as bad as your fucking chrono working like jesus no no no dude seriously i i'm not working check by the way

[00:24:41] you you know yeah you've got you've got we both got kids about this age i'm not i'm not working i'm not going to school oh my goodness bad touching harassment sex violence fraud threats all things that could have been avoided if you had pharma stop hiring dangerous people

[00:25:09] pharma.io all right i want to talk to you for a moment about retaining and developing your workforce it's hard recruiting is hard retaining top employees is hard then you've got onboarding

[00:25:21] payroll benefits time and labor management you need to take care of your workforce and you can only do this successfully if you commit to transforming your employee experience this is where isof comes

[00:25:34] in they empower you to be successful we've seen it with a number of companies that we've worked with and this is why we partner with them here at work define we trust them and you should too

[00:25:46] check them out at isolvedhcm.com and i'm not going to be a training so i'm just not doing any of those things what am i missing like they're just they're choosing now this is here's again

[00:26:01] so record record levels of unemployment around the world i'll give you an example so no hate for me when i first read that it's like hey don't rush to work or take on responsibility as a child

[00:26:15] because it'll be there it ain't gonna go anywhere so you're not gonna you're out running from it at one point you'll have to do all those things you have to grow up you'll have to do those things

[00:26:25] but so according to the international labor organization about a fifth 25 percent of the people between 15 hours 15 and 24 worldwide so 15 24 a fifth of those people in 2023 are needs so that means like a fifth is actually 20 percent just for the folks that are out there

[00:26:53] there's a chunk of people sizable just graduated from college and or high school yeah yeah and they're just like i'm just playing sega today say get even a thing that's exactly what they're doing they're just basically saying you know what

[00:27:15] i choose not to play your game i love it this game of life i choose neat can you imagine are your parents allowing you to be a neat

[00:27:31] at any point in your life i guess so no there'll be no needs for you all right who's making money this week who got acquired ah we got two acquisitions freelance dot ca reinforces market leadership with

[00:27:46] work hoppers acquisition so this is at uh ca that finance that y'all i like that domain work hoppers work hoppers isn't that kind of cool so two canadian freelance marketplaces come together in other news if a tree falls in the forest just kidding

[00:28:06] congratulations to both congratulations marketplaces and their car customers but it's basically one acquires the other and now they're much larger although i i would freelance dot ca cool work hoppers is a better name yeah i hope they keep that name yeah all right second acquisition

[00:28:25] top tell we talked about we have top tell about two months ago yeah and when they acquired viron it okay so as an acquisition that they did now they announced the launch of top tell marketing and acquires growth collective so this is a press release from them

[00:28:46] top tell to ptl.com go and take a look at their their news section and so this is the second acquisition in two months uh that we report on and they're the world's largest fully remote workforce

[00:29:01] so check that out fully remote workforce and so uh those that's i mean a cool acquisition i mean they're they're acquiring other players and building out stuff and doing it all fully remote

[00:29:15] which i think is great yeah we'll have to we'll have to maybe follow top tell a little more two and two months is uh yeah they're in a row they are in a row research make me smarter baby see our

[00:29:30] all right you're very good today you've got one in five is 20 percent right yeah and the research starts with an R it's like Zorro but what's the word so regulating the future responsible AI legislation trends

[00:29:49] and predictions this is from vero vro.ai.com we've uh interviewed their CEO and I was gonna say they sound familiar so here's here's the deal keeping up today with the intersection of AI

[00:30:05] and regulation is now part of your job yeah so you've got to understand what's going on in those worlds and so AI uh vero AI reviewed 70 state and federal regulations on AI and data privacy

[00:30:19] and identified common themes so the report's all about those themes that you need to know go take a look at it again it's up there website vero.ai.com go take a look at it in the

[00:30:30] resource section and I found it fascinating because again it's one of those deals you need folks like this company yeah looking at that legislation and then distilling it in such a way of going okay

[00:30:43] that's an outlier you know 18 states are saying this okay right very you know that's something we should probably pair it's actually pretty meaningful and important and vero is doing some cool things so you'll check them out too 100 all right not as interesting as oh come on

[00:31:03] or fascinating as come on being a swifty yeah at work so Taylor Swift and Beyonce is helping life at work they're making life better for burnt out employees do you know how they're doing this it's gotta be bracelets yeah don't look you cheated no I got these people

[00:31:32] I got pitched by a PR firm that had uh Taylor Swift bracelet kits yeah they want to send me a bunch of bracelet kits I'm like I have two sons like they would they would burn them I don't know

[00:31:49] I really don't know I had to put this in here because it's actually this is interesting but I kind of feel like grow up people like you're so burnt out of work that you have to

[00:32:02] trade Taylor Swift bracelets and bond over Beyonce lyrics to have meaningful work yeah yeah yeah I think that's what it's come to I think it's not a come to it's like no somebody actually

[00:32:18] researched this oh yeah 100% like that's the thing like I get it I sound like a negative Nancy or no everyone call me it's an extension of six special interest groups so instead of drone racing

[00:32:30] it's your love or hate uh of Taylor Swift I think this is different you think it's different yeah I don't know it feels maybe because I'm not a Swiftie although she does have some good songs

[00:32:45] Beyonce's got some good songs the I feel like this is an extension of the Neats so the Neats come into this and this is their entry into the workbook this is it this is it I want to

[00:32:56] exchange I want to exchange bracelets at work oh god what so it's it's it's interesting so check it out it's on CNBC.com just Google Taylor Swift and Beyonce how it's helping life at work

[00:33:10] because this is a real thing there's meet-up groups there's employee groups all around Taylor Swift they get together to do happy hour they trade bracelets at work I just got a dumber I didn't

[00:33:23] write the story man I just found no no fair enough fair enough fair enough all right so let me picture this one the states that complain the most Dallas Dallas is in the state cowboy fans for sure

[00:33:39] sometimes complaints are warranted of course but for some people complaining as a hobby even a lifestyle in this study they discovered where Americans complained the most this is preply

[00:33:50] prep Lee.com they should have done just the prep dot l why I don't know why they did that bit any lie right so preferably so you can slice and dice this data a lot of different ways which is

[00:34:08] actually really cool so you can go into it and go what do they do what are they complaining about blah blah blah all right so three takeaways that I thought were really really interesting Mississippi Alabama Nevada residents were found to be the biggest complainers of the country

[00:34:24] Georgia Oregon and Connecticut residents were the least likely to complain about things when it comes to relationships one in three Americans say they have to cut ties with people who complain I might be in that bottom group there I am definitely in that bottom group yeah

[00:34:44] people that complain whip my ass toxicity toxic people like I it's not it's for some it's easy some people just get over to you like goodbye others it's not but it helps it really affects you

[00:35:01] this this happened yesterday so my wife has a bunch of people over for a wife no okay she it's already happened she would give her me yeah yeah so my wife has a pool party yesterday

[00:35:14] bunch of people over blah blah blah I of course before you even go any further your wife had a pool party yeah no I was where are you invited this is in the office working doing stuff watching the blue mountain state of starting

[00:35:31] the series you're taking a yeah pretty much so anyhow she has a bunch of people over blah blah blah I come out at the end of it kiss hands shake babies whatever and then I noticed that there's a

[00:35:45] a band-aid bag sitting on our table and I'm like so what's up with the band-aids she goes yeah one of the one of the kids they they they they scraped her whatever and one of the

[00:35:58] parents asked for a band-aid and she goes I realized that we we didn't give our kids band-aids and I'm like yeah because uh I didn't grow up with band-aids yeah my dad would literally tell

[00:36:13] me to go rub dirt in it if it's if the cuts big enough that you don't need a band-aid you're gonna get stitches dude seriously my my my father got rest of soul my father

[00:36:25] if you know we did a bunch of manual labor so we did a bunch of shit so you I've got all these scars and shit and it I would it would have to be you're right it would have to be stitches

[00:36:36] for my dad to even look at it and if it wasn't stitches he'd just go yeah it's a scratch yeah and our kids scraped their toes on the bottom of the pool right right and so they want I'm

[00:36:48] like you're gonna be in the water the damn thing's gonna fall off sorry get back in I I do like some chlorine will help that yeah I yeah chlorine's gonna help clean it I like putting the new skin

[00:37:00] on there that just seals it up but I only do that when I get it on my fingers because I got a cast and my my sons will have grown up with my father in their ear about yeah and and

[00:37:14] because because they'll come in and occasionally show me stuff like I've got this uh I've got this bump or the scratch like and how did we get on the band-aids from toxic relationships it

[00:37:24] could it's people that complain oh the complaining got it got it got it people with my ass oh you've got a bump I am definitely in the just go away from me all right so for how did so for achieve 14

[00:37:41] percent lgbtq plus representation so did you know the average company representation for lgbtq plus roughly 7% wow okay so for has eclips 14% damn double it yeah so they had some impressive yeah they did some research and interviews and all this stuff on because yeah celebrate this right it's a

[00:38:06] really good thing um and the the article is I'll tell you where it's from in a second it's from oh I found it on uh hr bru there you go hr bru thank you for the article um so what's interesting is

[00:38:20] you dig deeper you go in this before they have a whole bunch of stuff on how they've achieved this and it's actually pretty interesting um but the way they explain it and this is and I say this

[00:38:32] facetiously and I'm you know get him not make a joke of it but it's kind of silly to me so they attribute the success to their erg's and all their partnerships external internal

[00:38:42] partnership but this is the part that's going below your mind okay their main reason is what what they're saying is they've in they've woven inclusion into all aspects of their business from messaging on his website diversity depicted in their social media which they actually have a really good

[00:39:01] social media presence um and that's what this whole thing was built upon just weaving it into the fabric of of the company um and that was the big reveal so I know there's a lot more behind that

[00:39:15] and if you go on this before you can actually read that uh on on some of the things they did from partnerships and the erg's they formed inside the company and how they support them

[00:39:26] but in the end honestly it's being good humans and using common sense and just well think about like being good their headquartered in in san francisco jr right who do they serve

[00:39:42] who who who's their customer base oh uh woman okay am i wrong I think I know my daughter's buy their shit every week right so so it's like okay who do they serve who cares about the company

[00:39:58] it's not mac tools okay they would be cool if it was mac tools right I expect this from a Sephora I expect this from a Sephora because of who they serve right now serve where that doesn't

[00:40:12] that doesn't that doesn't I mean first of all i'm just fantastic it's fantastic yeah I think I've 14 percent representation it's closer to 15 it's like 14 eight or something like that give it

[00:40:21] round up it's 15 percent good good for them and I think it's good as a brand it's a good as extension of who they are serving the people that they're serving the audience that they serve

[00:40:32] yeah and it's it's it's I think it's no it's not and we have a couple of Sephora's near us and so when I when I found this earlier in the week we do a habitual amazon returner

[00:40:46] and so one of those two words colds which by the way I saw an article that they're gonna stop that and they're gonna yeah there's like things are putting in the place around habitual return or

[00:40:57] returners uh yeah like over a certain threshold this anatomical shit I'm I gotta stop this you just gotta get your wife and your kids involved done deal yeah there's there's multiple addresses here people um but Sephora is inside of cold I don't have colds by you

[00:41:15] but it's inside of colds where we are anyhow and you can see it from their employee population their signage in the way that they have it all set up yeah it is it is it is it's visible and

[00:41:29] you can see it we'll know that we've really and I say will society we'll know that we'll really have achieved when you take a really really really hardcore masculine brand whatever that may be with that and they're at 15 percent right that's when we'll feel like okay

[00:41:47] we're really actually making some progress here all right right 85 percent of people work with annoying colleagues so let's just stop telling me something or stop there for a moment who's the annoying one me or you we're a two-person company

[00:42:10] so uh we're gonna need to get some colleagues to blame is uh what I what I learned here anyhow a new study by kick resume surveyed 3000 employees to better understand how people

[00:42:21] manage grading colleague behaviors in the workplace so on Forbes uh dot com so you go take a look at that um so first thing that I thought of is okay define annoying because like what you would define

[00:42:33] is annoying what I define is annoying two different things or can be could be two different things but they did they actually defined the top five grading types of co-workers okay credit credit stealer 33 micromanager 32 chronic complainer we've talked about complaining 30 personal space intruder

[00:43:01] I just there's a there's a naughtiness factor to that is that like a close talker yeah that's exactly what I thought yeah this is a close talker just somebody in your space yeah we have we have

[00:43:12] one or two in our little group yeah not us but like a group at home where they lean into you and body parts are laying on you no don't touch me don't touch me son you get shot

[00:43:24] yeah I'm I'm strapped don't touch me and then the lunch thief is 27% I hated those and at war when I was in an office that we were taught like yeah oh my god taking my food my drinks

[00:43:38] dude okay so I was a lunch thief I could actually I'm not gonna lie I probably have if somebody if somebody had a snapple in there that I wanted that sample was mine

[00:43:52] I don't give a shit if it had their name on it or whatever I'm like you know you put it in a fridge yeah you were the person that I was just like that motherfucker I knew I knew I knew I really

[00:44:02] steal people's food like unless it was closed like somebody had like jello or you know like something like that's you want to take leftover Chinese food no man you're good I don't even like leftovers period not and somebody else's leftovers nah it's like yeah no I got no

[00:44:20] no no no but like if I opened up a fridge at work and I saw some shit that I wanted I was like a viking I would just fucking take it I wouldn't think it wouldn't even cross my mind oh you know that's

[00:44:35] Jen is like so how many people are listening now that are like I knew it I knew it was him dude I would drink that right at the fridge oh my god she hit it thank you for the snapple

[00:44:51] oh I thought this was the Jin Singh sorry this must be yours oh my god this Arizona tea I'm so sorry I'll get you on never yeah so the lunch thief that's 27% but the credit stealer

[00:45:06] I that's fair somebody you do hard work and you put it for us and some some douchebag fuck it takes your but I think in most employer like in most work environments especially when we were in office

[00:45:22] people knew the credit stealer yeah but I think remote is has made that remote has changed that yeah that's actually that's a good topic to talk about we can riffle that sometimes we should

[00:45:32] figure that we should figure that out all right yeah we should we got some dollars and pennies to talk about so we do we're just dust raises 16 million dollars to help companies deploy AI assistant so

[00:45:48] this was led by Sequoia which because dust is not an HR tech specific firm I think lends a lot of good credibility to them don't bet against Sequoia don't bet against Sequoia they do have one that I could

[00:46:03] find HR use case which is a I think called Kanto Konto QO no Q you QO NTO UK based financial services firm they use dust for to power their performance management to automate employee evaluations real-time feedback productivity generate personalized employment development plans things like that so

[00:46:31] they do have a use case I'm sure they have more I just couldn't find it but I this is the one that I was able to find publicly so I think the fact that they are already inside of a

[00:46:42] decent sized firm we potentially see more you're laughing what did I miss wait when you said Kanto I'm like man I know that I know that motherfucker what do I know why do I know that why do I know that and it was squanto the

[00:46:58] what it's a it's a it's a it's a it's a it's a it's an Indian term it's an Indian name oh okay I didn't mess the name of the company up right no okay okay I was like oh shoot want to is

[00:47:12] is the pronunciation of Q on to that's what I said but yeah well I say I'm on the fourth time that you got but yeah but I was thinking squanto so when you first said it I'm like

[00:47:24] I thought you're gonna come back and say you talked about this last week no no no no although I would I always appreciate that yeah all right so as a as I like let's see what happens

[00:47:35] go ahead feather raises six million euros to go pan European with its insurance platform for expats so I found this on tech crunch dot com so go ahead and take a look at it you can obviously put

[00:47:50] their name in and figure it out but expo expats in remote work so one of the things is if you can't get them insurance for whatever reason maybe feather is an option for those living abroad

[00:48:00] so or if they're working multiple jobs or whatever they can get insurance through feather so I thought it was cool play and again seven million euros is you know about nine million

[00:48:14] dollars yeah so so it just depends on how it trades but yeah good for them good on them nice all right norm AI raises 27 million dollars for AI powered regulatory compliance platform so this is all about compliance management does three things for our favorite friends that are

[00:48:41] chr-os compliance risk mitigation making sure employees are safe they feel safe and are safe using all of this new technology that's getting pushed into the employee population so we're seeing we're seeing a lot of this obviously we've had tons of conversations with

[00:49:01] companies that are in this in this space and doing things I think what's in some of the trends that we've seen where some of these leaders are having issues is getting technology I don't even know if you call it adoption adoption is probably the right term but

[00:49:19] getting it into the organization appropriately so I guess adoption is is the term I'm looking for but I think what we're seeing is that a lot of these executives don't understand really how to get

[00:49:32] it into the organization 100% and some of them are just worried because they just don't know the technology themselves they just have a fear of not being able to of not using it and not

[00:49:44] getting it in there so anyhow I got a friend of mine that's why he's not buying technologies because his people aren't using it so yeah that doesn't I mean that's gonna hurt him

[00:49:57] you know depends on what they're doing and what company is of course it's a great question I'm not sure it will if because again if you buy technology and no one uses it

[00:50:06] does it hurt you yeah if you know I'm saying like okay well if it's if it's if it's a technology that would progress the business 100% no he's not even put it in yeah no you bought it for a reason

[00:50:19] but people your people aren't going aren't using it for whatever reason yeah um tree falls in the forest yeah yeah let me tell you about tech wolf tech wolf accelerates corporate skills tech

[00:50:32] market with 43 million dollar a round this is uh Josh our friend josh person joshperson.com so you go learn a little bit more about tech wolf he does a great analysis as he always does with this type

[00:50:44] stuff because he knows this the space of learning and skills really really well so I look to him uh with with stuff like this so yeah where they're different where tech wolf is different

[00:50:57] where they've approached it differently is like or all the big all the ones SAP Oracle Workday they've all created their own taxonomies everyone else has created their own taxonomy um what the what tech wolf does is it's middleware powered by AI skills middleware powered by AI to take

[00:51:18] your taxonomy whatever you've got going on and normalize it and get people to understand what you're saying so if you're saying this then this can then interpret that right now here's here's

[00:51:33] why this this company is going to do well SAP Workday and Acadian to name a few our investors so when it worked a and SAP invest in your company you're going to exit yeah so they're not

[00:51:50] getting in just to get in because it's cool kids well they're hedging their bets because they built their own skills taxonomies so it's Oracle they've built their own skills platform they've built you know they've built their own and they're investing in this play right so uh tech

[00:52:06] wolf anyhow I think it's a we just got back with cornerstone and we're talking all about skills agility workforce agility and uh skillspace hiring skills skills skills skills drinking I you know this this is just a different approach because they're not saying there's

[00:52:21] a one way or another they're saying you know we can accept all of and we'll normalize it to where everyone in the organization can understand what the hell you're saying tech wolf tech wolf

[00:52:37] all right recruitment smarts secure is 2 million to expand in the middle east and enhance its AI driven talent acquisition solutions for diverse and inclusive training I had to read that because I couldn't remember that um yeah so this is going to this is this is not what

[00:52:57] we're supposed to say but I don't know anything about really what they do I don't know the company I saw that they got some funding and learn trying to learn a little bit about it so maybe

[00:53:07] we can get them on the use case right learn a little bit more about what they're doing it but look 2 million is 2 million uh and it looks more of the same of what we already know in

[00:53:17] the market around diversity and things like that yeah but dude to expand into the middle east and talk about diversity and inclusion that's I mean right that's that's a that's a that's a pull pushing a boulder uphill yeah which they're having trouble recruiting white collar talent

[00:53:35] a lot of those folks they've got scarcity and that might be one of the reasons they have scarcity is because they're not they're not amping up their diversity and de i etc they're

[00:53:46] so it could be it could be a cool play from that perspective it's like you've got a you've got area let's just say the middle east in general struggling to get talent scarcity

[00:53:58] and why are they struggling but it is money i got plenty of money out there but sorry money ain't it uh playoffs so money money's not the problem but it could be well why would

[00:54:12] I work with a company that doesn't believe let's just say uh part of the lgbtq uh community doesn't believe right that i exist or that i that i should write so i can see that being a cool play actually

[00:54:26] yeah yeah don't need a lot more money just market educate but that but let's maybe we'll get a mom we'll see see what they're up karma check raises 45 million in series b to monitor modernize background checks and credentialing this is a karma check so karma like credit karma

[00:54:50] close karma check chec.com so they would be in our in our world the background screening the identity you know that would be in that world so what's you can just go to their website and read understand

[00:55:10] the series b kind of what they want to do with the money and all that stuff but credentialing and identity verification are the new black that's that's what people are caring about is are you

[00:55:21] you who we say you are etc and uh so good for them i didn't you know again another firm that we probably need to get on the use case talk a little bit more about how they're different than

[00:55:32] first advantage or sterling or you know whatever like what are they doing that's different um and so but you know that's a big raise this i mean it's a series b but it but it's a big race yeah 45 is 45 45

[00:55:51] colt 45 okay so i haven't had that in a long time oh baby one of my favorites so will ya um secures four million dollars the seed funding to rebrand as an hr sass platform

[00:56:06] supplied for supply chain found us on venture capital.com and uh they rebranding their name so they used to be called something different and uh and they they changed they used some of the money

[00:56:21] to change or they're using some of the money to change to will ya w il a y a so i actually i like i like it i like the new name yeah what's your what's your technical will you well you know

[00:56:37] the they they solved the problem of labor shortages and skills right so frontline manufacturing digitizing uh the supply chain sector and all that stuff um i like it i don't get you know from

[00:56:51] what i was able to find they're going to be using this to um to fund or find fun better ways to target uh their skills operation real time scheduling flex shifts all of the issues

[00:57:06] that we hear every single day in these in these organizations which there's a lot of tech in this space that does this why is this still a problem like i i always think this in my mind

[00:57:18] why is this still a problem if there's so much tech that's out there is it a sales issue these people like the companies can't sell into these companies or is it a buying issue they don't

[00:57:27] trust that they are going to that they're going to fix these issues what's the deal with that that's what keeps coming in my mind now i think that's fair i think that's uh first of all i don't i think

[00:57:39] there's well is it too much tech i think i think people are looking for an answer to solve a lot of different things and if they're getting these little slices death by a thousand cuts death

[00:57:52] by a thousand tech cuts and so i think that's one of the things i think is good we're just going to fuel second part of the year and all of next year maybe the year after that is just acquisitions

[00:58:02] we're just going to we won't be talking as much about funding as we will be the 15 different acquisitions that happened in a given week right um well let me give you the last one are you right on the car ours secures 1.7 million pounds in funding to advance

[00:58:20] AI driven agency staffing in the social care sector so first of all this is workforce management platform in the agency in the agency world for social care so that's a lot of things it's

[00:58:35] talking about really niche so this is tech for the agencies that work in an industry called social care so go to go to care hires dot com and you can read about both the funding

[00:58:50] round and what they're going to do with it etc looks like a cool company quite frankly uh and the nitchy nitchy nitchy this is what i tell startups pretty much every day it's like it

[00:58:59] isn't a game of being dominant at everything or being all things to all people it's finding some little tiny little world thing and be the best at it that that you can be yeah and 1.7 great mate but sounds a little sounds a little low compared to that 45 million

[00:59:18] well just but congrats on that for sure 100% you'll take 100% that's not it's not easy to get so congratulations but that brings us what to the end of the barf which means if you're watching you

[00:59:34] could see maybe if it's not reversed i get to go fishing and william i don't know what are you doing today anything fun you're not going to the pool party because you weren't invited

[00:59:44] no i was invited i uh my wife is a social person and uh i am not and nor have i ever been so showcase you love going to dinner oh yeah and not showing up yeah that's that's uh no that's

[01:00:02] i'll tell people i'll go that's a very very rare very rare well i anyhow it was fun we had a lot of good stories so thank you all for listening subscribe like us love us all that stuff and we

[01:00:16] do have no travel for the summer which is amazing that's awesome not yet we will soon but in the fall we'll be out there so if you're listening to this and it happens to be september ish come find this