The April Jobs Report, Chipotles' avocado-cutting Robots, Tesla's Head of HR goes Peace Out

[00:00:00] At Ever North Health Services, we believe costs shouldn't get in the way of life-changing

[00:00:05] care and we're doing everything in our power to make it possible.

[00:00:09] Behavioral health solutions that also keep your projections at their best, it's possible.

[00:00:14] Pharmacy benefits that benefit your bottom line, it's possible.

[00:00:18] Complex specialty care that cares about your ROI, it's possible because we're already

[00:00:23] doing it all while saving businesses billions.

[00:00:26] That's wonder made possible.

[00:00:28] Learn more at evernorth.com slash wonder.

[00:00:31] This episode is brought to you by Shopify.

[00:00:36] Do you have a point of sale system you can trust or is it a real POS?

[00:00:42] You need Shopify for retail.

[00:00:44] From accepting payments to managing inventory, Shopify POS has everything you need to sell

[00:00:49] in person.

[00:00:51] Go to Shopify.com slash system all lower case to take your retail business to the

[00:00:56] next level today.

[00:00:58] It's Shopify.com slash system.

[00:01:00] What is going on people?

[00:01:03] Ryan Leary Blame took up here with another episode of The BARF.

[00:01:09] A look at this week so you can, what do I say?

[00:01:15] I'll look at what there was so you can hear it.

[00:01:19] Let's start that over.

[00:01:20] We're not talking about it.

[00:01:21] No, no, no.

[00:01:22] No, no, no.

[00:01:23] It's good for the folks to kind of hear it like this.

[00:01:25] It's like this is the John Oliver show.

[00:01:28] It's the week.

[00:01:29] It's the look at the week that was you could prevent a week that is like a total.

[00:01:36] What's going on, man?

[00:01:38] How are you?

[00:01:39] It's a good Sunday.

[00:01:41] It's bright outside and I can't wait to get in.

[00:01:44] I think we have 20 stories or so.

[00:01:46] We're gonna pitch each other and so 22 if you're counting.

[00:01:50] There you go.

[00:01:52] Are you ready?

[00:01:53] Let's do it, man.

[00:01:54] You go first.

[00:01:55] Okay.

[00:01:56] Sounds good.

[00:01:57] So, we have a story on Reddit which is all kinds of exciting to find a story on Reddit.

[00:02:04] So Tesla's head of human resources exit after staff of Hebel spreads Ali Abarillo.

[00:02:10] Oh, I said that correctly has left the company joining a handful of other senior execs that

[00:02:16] have recently departed.

[00:02:17] And why I think this is interesting, Ryan, is okay.

[00:02:21] One as a leader of talent, when is chaos too much chaos?

[00:02:27] So for the folks that are out there that are practitioners, okay, you've lived in chaos,

[00:02:31] HR and talent acquisition.

[00:02:34] You're just gonna have some level of chaos.

[00:02:36] But when does it reach the threshold where you're just peace out?

[00:02:40] That's the first thing.

[00:02:41] The second thing is what will Ali do next after Tesla?

[00:02:45] I think it's when chaos becomes too much is when people can't be at their desk

[00:02:53] and work.

[00:02:54] When there's more water cooler chatter, the Indian population, right?

[00:02:59] There's more water cooler talk than there is actual productivity or in leadership when

[00:03:06] she's just not getting done.

[00:03:08] Yeah.

[00:03:09] Like people are distracted.

[00:03:10] They're not having meaningful conversations.

[00:03:13] There's backdoor talking.

[00:03:14] It's time to go.

[00:03:16] The other thing I think of when I hear something like this is she just had enough.

[00:03:20] She's like, you know what?

[00:03:21] Peace.

[00:03:22] I'm just, I need something new and I'm out.

[00:03:24] And this is the reason I don't know.

[00:03:25] I don't know the situation.

[00:03:26] Of course.

[00:03:27] No one knows.

[00:03:28] No one really knows.

[00:03:29] Yeah.

[00:03:30] This is just my thought.

[00:03:31] Good stuff.

[00:03:32] Yep.

[00:03:33] All right.

[00:03:34] So the jobs report came out for April.

[00:03:38] Have you taken a look at this thing yet?

[00:03:39] I have.

[00:03:40] I have.

[00:03:41] Yeah.

[00:03:42] Yeah.

[00:03:43] Nothing groundbreaking, right?

[00:03:44] It's definitely a slowdown in hiring.

[00:03:46] Definitely not an economist here but my take, right?

[00:03:49] There's a slowdown hiring last year this time.

[00:03:52] Oh, I'm sorry.

[00:03:54] In March, just past March, I apologize.

[00:03:58] 300,000 jobs this month, 175,000.

[00:04:03] So definitely a slowdown.

[00:04:06] About a tenth of percent in unemployment increase.

[00:04:10] Negligible.

[00:04:11] Nothing there.

[00:04:12] What stuck out for me was healthcare, which is always historically had issues on finding

[00:04:18] new talent and making hires.

[00:04:21] They're leading the way with just over 56,000 jobs.

[00:04:25] That's a lot.

[00:04:26] But what got me, and maybe you know this, I don't know why I didn't know it or I

[00:04:31] just never really thought into it.

[00:04:33] The average non-farm salary hourly wage, $34.75.

[00:04:42] Yeah.

[00:04:43] It's actually appropriate.

[00:04:46] Yeah.

[00:04:47] When I said hi, that's actually wrong.

[00:04:49] That's actually what they should be paying.

[00:04:50] Yeah, it could probably be higher for a living wage but for some reason I thought it was

[00:04:56] 20, 22, 23, something in that range.

[00:04:59] No, that's McDonald's.

[00:05:00] Yeah.

[00:05:01] It really is.

[00:05:02] Seriously.

[00:05:03] You can get a job at McDonald's for $19 an hour here.

[00:05:06] The 3.9%, the thing on that is that is a two-year record of under 40% unemployment

[00:05:17] We haven't had that or seen that since the 60s of two years of that type of low unemployment.

[00:05:24] So that's a trip.

[00:05:25] I love seeing the jobs report.

[00:05:27] I love seeing the ADP report, the BLL report.

[00:05:31] But the thing that I got out of that was the consistent.

[00:05:37] So in years past we'll have an up or down or down or quarter up, quarter down, year

[00:05:44] up, year down.

[00:05:45] This is two years where it's been under 4%.

[00:05:48] Yeah.

[00:05:49] Yeah, so far.

[00:05:50] So that's fantastic.

[00:05:51] Love it.

[00:05:52] Okay, let me pitch you this story which I got on Forbes.com so you can read the rest of

[00:05:59] the story if you like.

[00:06:00] Why hiring managers are widening your gaze, gaze.

[00:06:05] Gaze, not gaze, gaze.

[00:06:09] G-A-Z-E.

[00:06:10] G-A-Z away from the IVs.

[00:06:14] So COVID, technology, changing workforce, led to employees cast a wider net for collegiate

[00:06:20] talent even as they sour on Ivy League grass.

[00:06:25] Love this because it was coming from the hiring managers perspective.

[00:06:29] So one, I'll throw it at you in three ways.

[00:06:33] Is this a result of paying less and getting more?

[00:06:36] Meaning go to Texas A&M, actually I don't necessarily have to pay him a Harvard salary

[00:06:42] or a Harvard salary and I'm going to get a better student or a better skill set.

[00:06:47] Two is a skills-based hiring.

[00:06:50] Just simply, you know, doesn't matter what the name on the degree is, is do you have

[00:06:54] the skills?

[00:06:55] Or three, the impact of DEI programs.

[00:06:59] So those are all false choices.

[00:07:00] It could be completely something else.

[00:07:03] What do you think, why do you think if hiring managers are, if they're souring

[00:07:08] our Ivy Leagues, what do you think that is?

[00:07:12] I love all three of those.

[00:07:14] That might be three of the most intelligent things I've heard you say all week.

[00:07:18] Like does somebody write that AI right there for you?

[00:07:21] No, no, no.

[00:07:22] That was pretty good.

[00:07:23] I was like, dang, I was going to throw a joke and everybody would be like because

[00:07:26] they don't like protesters.

[00:07:27] I don't know.

[00:07:28] But hey, you know what?

[00:07:30] I've got nothing.

[00:07:32] All three of those are-

[00:07:33] It's going to be a combination of all three.

[00:07:35] Yes.

[00:07:36] So arguments for all three, maybe less on the diversity because I think the Ivy

[00:07:40] Leagues over the last probably dozen years or so had really put in effort into that.

[00:07:45] Right?

[00:07:46] Yeah.

[00:07:47] Or at least through their PR programs.

[00:07:48] After not doing something for 300 years, they've finally got around to-

[00:07:51] Yeah.

[00:07:52] At least through their PR programs.

[00:07:54] But everything from the skills and just overall just well rounded person, I think

[00:08:04] they get a better return.

[00:08:07] And it is less expensive.

[00:08:08] I think the notion and I think of the show suits here.

[00:08:12] Yeah.

[00:08:13] We're only going to hire lawyers from Harvard.

[00:08:15] You're also going to pay $150,000 for an associate that can do this same shit as

[00:08:19] a $60,000 associate because they haven't got expir-

[00:08:24] I get it.

[00:08:25] There's different education.

[00:08:26] There's different exposure and all of that stuff.

[00:08:27] What you've nibbled around the edges is entitlement.

[00:08:31] So the MBA from the University of Texas and an MBA from Harvard, they're the same MBAs.

[00:08:36] They're the same tech talks.

[00:08:37] Sure.

[00:08:38] It's a different network.

[00:08:39] But the entitlement that comes from having a Harvard MBA, that's completely different

[00:08:45] than it is from someone with the university.

[00:08:49] And it does create a different person but I love all three of those.

[00:08:53] I hate New York.

[00:08:54] I hate New York for a number of reasons.

[00:08:57] One, I just think that people are just overly smug.

[00:09:00] Yeah.

[00:09:01] They ended the Sixers in the first round this past Thursday, which was just hell of a series.

[00:09:08] Yeah, it was a little just done like whatever it is what it is.

[00:09:13] However, that said, although I love the people that I know in New York, we'll just put

[00:09:19] that out there so they don't hate me.

[00:09:21] Not every, not all of them.

[00:09:22] There's some that I can't, no.

[00:09:24] But they are now the first state to mandate pay time off for parental care.

[00:09:31] Pre-natal care.

[00:09:33] Not, or pre-natal, sorry.

[00:09:34] That's all right.

[00:09:35] Pre-natal care.

[00:09:36] No.

[00:09:37] This is why editing exists in our world.

[00:09:41] No, no, no.

[00:09:42] We're not allowed to edit.

[00:09:43] We don't edit.

[00:09:44] Those things are very similar.

[00:09:46] They are.

[00:09:47] They are.

[00:09:48] They just switched the letters around.

[00:09:49] It's like word all.

[00:09:50] All right.

[00:09:51] So starting January of 2025, workers in New York who are pregnant will also have additional

[00:09:59] paid time off available outside of the 12 weeks that they have.

[00:10:04] This is for things like doctor's appointments, procedures, prenatal care, visits, all of that

[00:10:11] stuff where you generally have to cut into your leave time or even your personal time.

[00:10:16] This is now added on.

[00:10:17] New York's the first one to do this.

[00:10:19] It should be in every state.

[00:10:21] It should be in every state.

[00:10:22] And I think it will, California, I think has something, but they're not the first or they

[00:10:26] have something similar.

[00:10:27] They just not kind of the law, right?

[00:10:31] So this is not part of, this is, sorry, this is part of New York's sick leave, which

[00:10:39] is different than the paid family leave.

[00:10:42] So that's important to know.

[00:10:44] Yeah.

[00:10:45] It's great.

[00:10:46] First of all, it should be just this is something that every state should adopt.

[00:10:49] Sure.

[00:10:50] I mean, just make it simple for people to have children.

[00:10:53] Let's have less unhealthy babies.

[00:10:55] You know, let's try that for a decade or two.

[00:10:58] Just see how that goes.

[00:11:00] I would wonder, I'll dig into it, but I wonder if it's for both the parents so that,

[00:11:07] you know, I'll take myself as, for example, I did take off for doctor's appointments

[00:11:14] and stuff like that.

[00:11:15] I went to something, I went, but I could cause I was an entrepreneur.

[00:11:19] But if you know me, yeah, I know it.

[00:11:23] It's an example.

[00:11:26] Cannexa never docked me at the time I was with Cannexa.

[00:11:29] They said go.

[00:11:31] They never said how long are you going to be?

[00:11:33] They just say, that's the way it should be.

[00:11:35] That's a good business right there.

[00:11:37] That's why you love Cannexa.

[00:11:38] That's why it's a cult.

[00:11:39] No, I'm kidding.

[00:11:40] We love you already.

[00:11:42] So, I'll just, this one to you.

[00:11:44] So the White House aims to transition nearly 100K federal IT jobs to skills-based hiring.

[00:11:54] The Biden administration sees skills-based hiring as opposed to relying on college degrees

[00:11:59] as a key to making up the cyber talent deficit.

[00:12:03] This was at federalnewsnetworks.com so you can go read the whole story.

[00:12:07] And this thing tracks for me.

[00:12:09] So when I read it, I'm like this is exactly what we should be doing.

[00:12:12] Just get rid of degree and especially in cyber work.

[00:12:15] Like what you say they define that as cyber work, which some would probably loosely translate

[00:12:20] into people that are in the security hacking business, etc.

[00:12:27] And so I think it's a great idea.

[00:12:29] I'm going to take the politics out of it for a moment.

[00:12:33] I don't really care.

[00:12:34] I just like the idea that the federal government and whatever form is saying, you know what?

[00:12:39] Do you have the skills?

[00:12:40] Great.

[00:12:41] Let's just talk about the skills that are required for this job.

[00:12:44] I don't care if you have a degree.

[00:12:46] And again, like if we are talking about hacking, I don't know too many people.

[00:12:50] 20 years ago it was a little bit different because it came out of CS degree or CS degree.

[00:12:55] But I don't know you people now that hack that actually have degrees.

[00:13:02] No, these are people that are in their closet playing games, doing whatever in

[00:13:06] dark all day.

[00:13:09] So my mom was a federal employee, always a federal employee.

[00:13:14] And even today you need a college degree to get in and start at a certain level and do

[00:13:21] all of this.

[00:13:22] And I think it's really just a bad practice.

[00:13:27] And look, the government has been hiring people without degrees forever.

[00:13:33] They hire hackers all the time.

[00:13:35] They have people in places like I could be one.

[00:13:38] You don't know.

[00:13:39] I mean, like I'm you never know.

[00:13:40] Like I can be talking to people think you're amazing.

[00:13:43] You really just a spy from Siberia.

[00:13:48] So what do you got?

[00:13:49] All right.

[00:13:50] So I laid off the EEOC.

[00:13:53] Okay.

[00:13:54] But I did go to the DOL.

[00:13:56] Yeah, it happens.

[00:13:57] It happens with all the things.

[00:14:00] Yeah, it happens.

[00:14:02] So DOL issues guidance, AI's interaction with FMLA and FLSA.

[00:14:08] So I feel like this is more about employee protections.

[00:14:14] So employer to kind of protect employees against retaliation on the from the employers.

[00:14:21] Anyhow, US Department of Labor issued guidance this past Monday making it clear that employers

[00:14:26] remain responsible for compliance with federal laws when adopting artificial intelligence or

[00:14:33] other automated systems in the workplace.

[00:14:36] Yeah, smart.

[00:14:38] It is.

[00:14:39] Yeah.

[00:14:40] Yeah.

[00:14:41] The thing is, is what they have to do is so that the employers, you know, employers

[00:14:44] are going to try to get out of everything if they can and as they should.

[00:14:48] And so what the DOL is actually saying is, no, you're responsible.

[00:14:51] If you're if you embrace any type of large language model or

[00:14:55] This is your decision.

[00:14:57] This is you.

[00:14:58] You've made a business decision and if it adversely impacts your employee, that's on you.

[00:15:04] So I like it because again, we all need guidance.

[00:15:07] And the DOL so that so that companies now know what the guardrails are.

[00:15:13] Yeah.

[00:15:14] They're legal.

[00:15:15] Their legal team now knows.

[00:15:16] Okay.

[00:15:17] Hey, we have some risk here.

[00:15:18] Yeah.

[00:15:19] This is what it is.

[00:15:20] This is the risk.

[00:15:21] This is what we need to do.

[00:15:22] I love it.

[00:15:23] All right.

[00:15:24] Let me give you this one.

[00:15:25] Are you a Chipotle guy?

[00:15:26] I hate Chipotle.

[00:15:28] I hate the lines.

[00:15:29] I hate to fucking mess in there.

[00:15:31] They've got food flying all over.

[00:15:34] Hey, this is something we can agree on.

[00:15:37] I don't like Chipotle either.

[00:15:39] I like the way until they were stealing the tips of the employees and you know, having

[00:15:45] sex with employers, but different.

[00:15:47] I can't support that.

[00:15:49] So, so Chipotle Chipotle says, yeah, whatever.

[00:15:55] Says avocado cutting robot coming soon.

[00:15:59] The fast food chain also said, so it's two stories in one.

[00:16:04] The fast food chain also said that it raised prices by 7% in California after the state's

[00:16:11] minimum wage law took effect.

[00:16:13] So let's we're focused on the robot, but it also they kind of buried that in there

[00:16:18] and kind of like, oh yeah, by the way, they raised, raised it 7% because the minimum

[00:16:22] wage went up.

[00:16:23] So this is at courts.

[00:16:24] So qz.com.

[00:16:25] If you can learn a little bit more, I think the guac, if you're a guac person will get

[00:16:31] even better because a robot will spit in your guac because his high school girlfriend

[00:16:39] broke up from before summer.

[00:16:41] That's just me.

[00:16:42] That's my fast food experience is that the robot's not going to do foul things.

[00:16:48] It doesn't have that type of, it just doesn't have that type of thing.

[00:16:52] So I think it's going to be cool.

[00:16:54] Again, not a bad thing.

[00:16:56] Robots, check out all that stuff.

[00:16:57] Good stuff.

[00:16:58] No, there's a couple of things here that's actually pretty interesting to me.

[00:17:02] One is I would be curious to know how where I went immediately when you said that was

[00:17:08] how many injuries do they have?

[00:17:11] Good point by 18 year old 16 17 year old kids rushing because there's 50 people

[00:17:17] in line.

[00:17:18] Right.

[00:17:19] And they've taken about 300 milligrams.

[00:17:23] Yeah.

[00:17:24] So one, I think it's just very rushing.

[00:17:30] It's a different type of rushing.

[00:17:32] Yeah.

[00:17:33] It's, I like it.

[00:17:34] I mean, look, we don't you don't mix milkshakes by hand.

[00:17:38] Use a machine.

[00:17:39] Yep.

[00:17:40] Same thing, right?

[00:17:42] I'm digging it when one comes my way.

[00:17:43] I'll let you know.

[00:17:44] Okay.

[00:17:45] Daily pay breaks into the SMB market.

[00:17:48] They offer for those who don't know daily pay, they offer earn wages access daily, get it

[00:17:54] daily pay.

[00:17:55] Makes sense.

[00:17:56] What's that?

[00:17:57] Tab out.

[00:17:58] Yeah.

[00:17:59] I thought you said time out.

[00:18:00] I'm not going to time out.

[00:18:02] So they break into the SMB market and they're offering their services now to employers

[00:18:07] with less than 400 employees.

[00:18:09] But I think SMB though, I think 50 or less.

[00:18:12] But we'll go with it.

[00:18:14] We'll go with it.

[00:18:15] Sure.

[00:18:17] What's interesting here is it's this isn't new.

[00:18:19] They're just now coming into SMB, which I think is really good for smaller employers and 400s

[00:18:25] of small employer bigger than small business but small employer.

[00:18:29] What I think is interesting here was some of the numbers that they put around their

[00:18:32] announcement that so 60 more than 60 million people are employed in companies that are

[00:18:39] less than 400 or less for total FTEs.

[00:18:42] Yeah.

[00:18:43] That makes sense.

[00:18:44] That's a lot.

[00:18:45] It's a pyramid, right?

[00:18:47] So the SMB makes up the largest part of that pyramid, then mid-market and then the top of

[00:18:52] the market, Fortune 1000 let's say.

[00:18:54] Right.

[00:18:55] They're the top of the market.

[00:18:56] So that tracks.

[00:18:57] Yeah.

[00:18:58] So here are the numbers that kind of got me.

[00:19:01] The amount of Americans living paycheck to paycheck.

[00:19:04] So in some cases week to week, in other cases every other week, 62% last year.

[00:19:13] I'm actually not shocked.

[00:19:15] 78%?

[00:19:16] Yeah.

[00:19:17] I'm not sure.

[00:19:20] Well, I think that number is actually higher.

[00:19:24] It probably is.

[00:19:25] Yeah.

[00:19:26] Because the not embarrassment or guilt or shame or any of those types of things but

[00:19:31] people not wanting other people to know their business.

[00:19:34] Right.

[00:19:35] I think I could see that people would say no, no, no it's or just being overly

[00:19:39] optimistic.

[00:19:40] Oh, no, no.

[00:19:41] We can always sell the car.

[00:19:43] Right.

[00:19:44] But I think that number is higher.

[00:19:46] I think it's more in the 70s maybe even 80s.

[00:19:49] I like to know that I really like that I'm sure there's research out there but I

[00:19:53] would like to see what is paycheck to paycheck.

[00:19:57] Is it okay?

[00:19:58] I need my paycheck to pay my water bill or is it like my expenses are covered.

[00:20:05] I just can't go make a $2,000 purchase.

[00:20:08] I got to save up over three paycheck.

[00:20:10] Like what is paycheck?

[00:20:12] Is it people that would know that is the people that are certified financial

[00:20:18] planners that network, right?

[00:20:20] They would know based on savings.

[00:20:22] Well, let's go find these people and bring them on a show.

[00:20:25] I think you could get there.

[00:20:26] I think you can get to the math by understanding how much is in savings or

[00:20:29] in assets.

[00:20:30] Yeah.

[00:20:31] So if you have the assets, okay, you're not living paycheck to paycheck.

[00:20:34] Right.

[00:20:35] So if you have a 401k, okay, you're not technically living paycheck to paycheck.

[00:20:39] If you own your house, you're not living paycheck to paycheck.

[00:20:42] Right.

[00:20:43] So I think it is a little bit of the, okay, listen, if they're going to

[00:20:46] turn off the electricity, if we don't pay it on Wednesday, you are living

[00:20:50] paycheck to paycheck.

[00:20:51] That's what I consider paycheck to paycheck.

[00:20:53] And I've been there many times so fair enough.

[00:20:57] Yep.

[00:20:58] All right, let me throw this one out here at the Wall Street Journal.

[00:21:03] And what's, Ryan, don't look at it.

[00:21:05] So what is the most dreaded word at work?

[00:21:10] If you were to guess, most dreaded.

[00:21:14] The most dreaded word like something I say and someone I call.

[00:21:17] Which sits you into a fit of rage.

[00:21:27] This episode is brought to you by Shopify.

[00:21:31] Do you have a point of sale system you can trust or is it a real POS?

[00:21:37] You need Shopify for retail.

[00:21:39] From accepting payments to managing inventory, Shopify POS has everything you need to sell

[00:21:45] in person.

[00:21:46] Go to Shopify.com slash system all lowercase to take your retail business to the next level

[00:21:52] today.

[00:21:53] That's Shopify.com slash system.

[00:21:57] Your brain needs support and new Oli brainy chews are a delightful way to take care

[00:22:02] of your cognitive health made with scientifically backed ingredients like Thai ginger, L-theanine

[00:22:07] and caffeine.

[00:22:08] Brainly chews support healthy brain function and help you find your focus, stay chill or

[00:22:12] get energized.

[00:22:14] Be kind to your mind and get these new tropic chews at Oli.com.

[00:22:17] That's O-L-L-Y.com.

[00:22:19] These statements have not been evaluated by the Food and Drug Administration.

[00:22:22] This product is not intended to diagnose, treat, cure or prevent any disease.

[00:22:26] I don't know.

[00:22:28] Is it a filler word?

[00:22:31] Like yo hey.

[00:22:32] Hey.

[00:22:33] That's me.

[00:22:34] Yeah, I said that.

[00:22:35] Hey.

[00:22:36] I say that when I don't remember somebody's name.

[00:22:39] Like every time someone walks, hey what's going on?

[00:22:44] It's like every day.

[00:22:45] Hey at work is to get your attention.

[00:22:48] So imagine it's Teams and Slack and Google chat and everything else.

[00:22:55] Hey is the word that people are like knocking on the door.

[00:22:58] Hey.

[00:22:59] And they're just trying to get your attention and then that's what's driving them crazy.

[00:23:04] It isn't necessarily the word.

[00:23:06] The word could be anywhere, you know whatever.

[00:23:09] But what it is, it's the tap on the shoulder.

[00:23:13] What it immediately got me to think of is hey, hey, hey, hey.

[00:23:17] It's the Phala Albert show.

[00:23:19] I used to be like hey, hey, hey.

[00:23:22] I used to be like hey, hey, hey.

[00:23:24] Oh god that's my stand up right there.

[00:23:28] Bill Cosby.

[00:23:29] Is it too soon?

[00:23:30] Probably not too soon.

[00:23:31] No.

[00:23:32] It's too soon.

[00:23:33] Just as you listen to this folks, hey is a word that sets your peers into a fit of rage.

[00:23:40] I'm just going to say hey.

[00:23:42] Hey.

[00:23:43] Hey, I have an idea.

[00:23:47] I've got a story to talk about.

[00:23:49] What do you got?

[00:23:50] All right so employee, we love the people over at employee.

[00:23:53] They announced a new chief product officer.

[00:23:58] So you will tell this story better than I will over their acquisitions and consolidations and

[00:24:05] kind of how they're going into the market.

[00:24:07] But long story short, over the last number of years they've really focused on every

[00:24:15] sector of the market.

[00:24:16] How do we work?

[00:24:17] Enterprise, mid-market, SMBs.

[00:24:21] And the work they've been doing over the last couple of years have really been

[00:24:24] tying that in.

[00:24:25] They've made a lot of moves and they've done really good things in the starting to come

[00:24:28] to fruition.

[00:24:30] That said, I think the next couple of years, they're in a position now to really kind

[00:24:37] of own the market.

[00:24:39] And I think the addition of their new CPO, Darra, is going to really help them with

[00:24:47] that.

[00:24:48] So her pedigree is top notch.

[00:24:50] It's there.

[00:24:51] And through ADP, Equifax Workforce Solutions, Ultimate UKG, she's led product there very

[00:24:59] similar to what she's going to be doing here.

[00:25:02] And yeah, so I'm excited to kind of see where that's at.

[00:25:05] Maybe we can get her on the call as well or on a show as well to learn more about what

[00:25:10] she's going to be doing.

[00:25:11] I think you need a new...

[00:25:12] I think they need K1 is the one to put all this stuff together through a series

[00:25:18] of acquisitions.

[00:25:19] Go ahead and say 14 as a guest.

[00:25:21] Lever, Jobbite, and JazzHR as an ATS.

[00:25:25] As ATS is.

[00:25:26] But they also made a ton of other acquisitions.

[00:25:29] And in all those acquisitions, you've got some really cool technology.

[00:25:32] You've got some of the people.

[00:25:34] But Pete, stepping down and bringing in a new CEO, the CMO, it's also stepped down

[00:25:42] or got a new job, whatever.

[00:25:44] And now you have a new CMO and now you have a new CPO.

[00:25:48] I think it's a good time for them to just have a fresh set of eyes to say, okay, what

[00:25:52] do we have here?

[00:25:54] And where do we want to go?

[00:25:56] And I think that's wise.

[00:25:57] I think it's wise for K1 and all the customers of employee are actually going to get something

[00:26:05] out of this because someone coming in with a fresh set of eyes are going to say, why

[00:26:10] are we doing this this way?

[00:26:13] And then they're going to say, no, we need to go in this direction, delete that, add this,

[00:26:18] you know, all that stuff.

[00:26:19] Which is going to help everybody.

[00:26:21] So I'm super excited.

[00:26:22] I think it's going to be great for everybody.

[00:26:24] All right.

[00:26:29] So we've got some acquisitions to talk about.

[00:26:32] We do.

[00:26:33] We do.

[00:26:34] All right.

[00:26:35] So PayStand, who I've never heard of before, they've acquired a play called TeamPay.

[00:26:44] So this is kind of like the Venmo for B2B payments.

[00:26:50] So this is a company that's taking, that really has taken note of consumer finance apps like

[00:26:57] Venmo and Zell and PayPal, even some of these others.

[00:27:02] B2B payments are complex.

[00:27:04] We know that.

[00:27:05] They're expensive.

[00:27:06] They're ridiculously slow in many cases.

[00:27:10] The goal here is to move B2B payments into 2024, we'll say.

[00:27:17] You have more of a consumer market.

[00:27:19] Yeah.

[00:27:20] And consumer market, kind of like marketing has done with a lot of town acquisition.

[00:27:26] Let payments be instant.

[00:27:27] Let them be free.

[00:27:28] It's a blockchain play.

[00:27:29] So anyhow, they can bring it both on the payable and a receivable side.

[00:27:34] I thought this was pretty interesting.

[00:27:36] I thought you would as well.

[00:27:37] So that's why I'm stuck in there.

[00:27:40] I love it because, again, anything you can make, because employees take on expenses.

[00:27:46] You fill out the expense report, which there's a lot of technology that makes it a little

[00:27:50] bit easier, but then you still got to get paid.

[00:27:53] So now getting payments to people, to employees in some cases, the easier you can make that,

[00:28:00] the faster you can make that.

[00:28:02] I think the less anxiety people have around putting stuff on their own card to then

[00:28:08] be expensed and then waiting for the expenses to come back.

[00:28:12] I've always been fascinated by what I call employee financing because it's not factored

[00:28:19] in generally into employee facts and so employee financing is you've got an America Express

[00:28:26] and you put all your expenses, you pay for the flight, all that stuff.

[00:28:29] You put all that stuff there and at the end of the month, you fill all that stuff

[00:28:33] out, you put it in, okay, whatever.

[00:28:36] So there's interest being charged on that credit card.

[00:28:39] Yeah, it sits for 30 days, 45 days.

[00:28:41] They don't pay the interest.

[00:28:43] They don't pay the interest.

[00:28:44] Next time if you're lucky.

[00:28:46] If I would assume that most employees don't charge back the interest back to their

[00:28:52] credit cards.

[00:28:53] So I've always been fascinated by that.

[00:28:55] So again, we can get out of that with something like this if you can get your money back

[00:29:00] really fast.

[00:29:02] So, NGPs, yep.

[00:29:05] Can't hate it.

[00:29:07] So, GNA Partners is a Houston based PEO and they acquired a Utah based PEO network called

[00:29:16] Teamwork Group and I found this on Business Wire.

[00:29:21] Why I like this story is I worked with the GNA President and CEO John Allen who has

[00:29:31] serious ties to Utah.

[00:29:33] So most of his childhood in Utah, went to the University of Utah and bring him beyond.

[00:29:38] I'll just assume he's Mormon but let's not make that assumption.

[00:29:42] But what I loved about John is like we people talk about integrity.

[00:29:48] Like if you know they talk about it a lot especially in business.

[00:29:51] John's one of those guys that actually has it.

[00:29:53] Like he doesn't have to talk about it.

[00:29:55] He lives it and I worked with him 15 years ago.

[00:30:00] It was like I worked with him yesterday.

[00:30:01] Like I can still remember things that he said and did and made me how he made me feel.

[00:30:07] Just a great guy.

[00:30:08] So, I love seeing things come across the wire where I know the people and in this case

[00:30:14] I'm just really happy for GNA Partners because they're just expanding their business, PEO

[00:30:18] business and they're expanding into his kind of his hometown or his home base.

[00:30:22] And so I like that as well for him.

[00:30:25] So, very nice.

[00:30:26] Good for them.

[00:30:27] I don't want to add anything to that because I'll mess it up.

[00:30:34] All right.

[00:30:36] So, I found this and you know I thought about like is it really interesting?

[00:30:41] Yeah.

[00:30:42] It was like a wonderful school.

[00:30:43] So it was interesting to me as I started to think more about it in my local area

[00:30:48] where I live.

[00:30:50] There are so where I used to live in the city there's daycare every block.

[00:30:56] Like it didn't matter.

[00:30:58] You may not be able to get in, but they were there.

[00:31:01] There was 80 of them in a neighborhood where I'm at now.

[00:31:05] There's not a lot.

[00:31:06] There's space and they're got awful expensive.

[00:31:09] Let me just tell you, right?

[00:31:11] So anyhow, so Wonder School acquires substitute teaching staffing platform.

[00:31:18] And another one last month is another one they acquired last month early that.

[00:31:24] So anyhow, this is an ed tech play.

[00:31:27] Okay.

[00:31:28] So outside of learning which there's a ton of learning plays in town acquisition and

[00:31:33] an HR all AI based, etc., etc.

[00:31:37] Just general ed tech has really kind of been overlooked.

[00:31:40] It's like it's education is boring.

[00:31:42] Right?

[00:31:43] Anyhow, this is more of a marketplace is still categorized on their ed tech, which

[00:31:47] is why I say that but this is more of a marketplace for care childcare services.

[00:31:54] Not just like care.com or babysitters or people like that.

[00:31:58] These are actual childcare providers and there's also they also work with local municipalities

[00:32:05] to help spin up childcare centers.

[00:32:08] So I may be a certified childcare person and I want to create my childcare center.

[00:32:17] Well, that's a lot of money.

[00:32:18] There's a lot of things I need to do.

[00:32:21] Our school is working with local municipalities to help build that infrastructure for people

[00:32:27] that want to do this.

[00:32:29] And what was interesting to me here is the amount of parents that I know personally who

[00:32:34] are affected by not having childcare.

[00:32:37] Oh, yeah.

[00:32:38] Parents, right?

[00:32:39] Yeah.

[00:32:40] Parents.

[00:32:41] I mean, like one can't go to work.

[00:32:42] The other can or, you know, vice versa because you're either paying $13 or $1400

[00:32:48] a month plus to put your child into a Goddard school or something like that.

[00:32:54] Right.

[00:32:55] But there's not a lot of small childcare.

[00:32:58] There are nannies.

[00:32:59] And so I like this because they're building that infrastructure for local and I see it

[00:33:04] here at that.

[00:33:05] I think that can be really effective.

[00:33:06] The way that I think that this impacts the listener is thinking about benefits and

[00:33:11] offering benefits differently to different employees.

[00:33:15] So like my children are a little bit older, your children a little bit older.

[00:33:20] This doesn't impact us.

[00:33:21] Yeah.

[00:33:22] So if this were a benefit in a benefits package, we wouldn't utilize it.

[00:33:27] But you know, it wasn't that long ago that we struggled with this or you struggled

[00:33:32] with this and we would love for an employer to have had some type of relationship with

[00:33:35] service providers, EAPs and et cetera, where they could actually help us with

[00:33:40] this.

[00:33:41] Yeah.

[00:33:42] So you're at the mix of your employee benefits and saying, okay, who needs this?

[00:33:47] Great.

[00:33:48] Y'all use that.

[00:33:49] Okay.

[00:33:50] Who needs this other thing?

[00:33:51] Okay.

[00:33:52] Y'all use this.

[00:33:53] And so I think this cookie cutter approach to benefits that we've used for forever.

[00:33:59] We talked last week about pre-minipause and minipause.

[00:34:03] Like there's actual things that can help folks that are going through that.

[00:34:07] This is one of those deals.

[00:34:09] That's a very specific 45.

[00:34:11] As they detailed it, 45 to 55.

[00:34:14] Okay.

[00:34:15] This is something that's a different age group or at a certain point in your life, let's

[00:34:20] just say.

[00:34:21] Yeah.

[00:34:22] A certain point in your life.

[00:34:23] So I like the story.

[00:34:24] I like the acquisition but I like the idea of how people think about will should

[00:34:28] think about benefits differently in the future and kind of personalizing them to

[00:34:33] the employee.

[00:34:34] Yeah.

[00:34:35] Yep.

[00:34:36] There's a lot out there.

[00:34:37] Okay.

[00:34:38] I've got another one.

[00:34:39] There's an outside our industry acquisition that I think will be inside our industry at

[00:34:48] some point.

[00:34:49] If not them, then somebody doing what they do.

[00:34:54] So Webflow acquires a company called IntelliMize.

[00:34:59] So essentially they've done this to add AI powered web page personalization.

[00:35:03] So think, I don't know, I'm browsing somewhere.

[00:35:08] I come to your website and it's just your standard website.

[00:35:13] Here's what we do.

[00:35:14] Here's about us.

[00:35:15] Here's how we do it.

[00:35:16] Here's how you buy.

[00:35:17] It's not personalized to me.

[00:35:19] Yeah.

[00:35:20] And where I came from, what I'm doing, all of that stuff.

[00:35:26] So here's where I think this is important in talent acquisition, career

[00:35:30] science, right?

[00:35:33] Benefits page.

[00:35:34] Just a company in general.

[00:35:35] So think of, you know, pre-application or even post-application, interviews, all of

[00:35:40] these people that are doing research on your company.

[00:35:44] If I, let's see, I'm identified in your system as I have an interview coming up

[00:35:51] in two weeks.

[00:35:53] I was just on, I was on Glassdoor.

[00:35:57] I was there for a reason.

[00:35:58] I'm on Glassdoor.

[00:35:59] Then I ended up on your website and you're able to see I came from Glassdoor reviews.

[00:36:04] Now I'm on your website and I'm searching for whatever I'm searching for.

[00:36:08] You can tie that back to me and personalize that experience and provide me with the

[00:36:11] proper information that I need rather than just your standard jargon, right?

[00:36:17] Now you can drive candidate flow.

[00:36:18] You can drive whatever you need.

[00:36:20] Drive them wherever you need what we do.

[00:36:22] I think this is going to be the next iteration of most of our sites.

[00:36:28] So we just talked about personalization and benefits.

[00:36:31] This is personalization in the, let's say for this particular case, the candidate

[00:36:37] experience.

[00:36:38] So having a personalize, so you and I both are looking at the same job yet we've

[00:36:43] come from and have different interests.

[00:36:46] And if someone knows that they can create content, Gen AI, and otherwise they can

[00:36:51] create a different experience that would be more tailored to me than you, which gets

[00:36:57] an uptick in that person then making the application.

[00:37:01] Even just imagery.

[00:37:02] Yeah.

[00:37:03] Yeah.

[00:37:04] Just I come from, I don't know my background or wherever I'm coming from.

[00:37:07] I'm a hockey player.

[00:37:08] Yeah.

[00:37:09] Guns and rattlesnakes.

[00:37:10] If you have, yeah, if you, if you have an outdoors program or a group that

[00:37:14] does outdoors, that's going to be for you.

[00:37:17] Maybe a hockey for me, right?

[00:37:18] And I'm seeing that engagement around.

[00:37:21] I love it.

[00:37:22] I think this, I know there's companies that are trying this.

[00:37:24] I do some of this, but they don't do what Webflow does.

[00:37:29] These guys are pretty good.

[00:37:30] All right.

[00:37:31] We got about seven stories left.

[00:37:33] Let's just jump into the research.

[00:37:35] How Americans feel about transparency?

[00:37:38] This is a USA Today article.

[00:37:41] So please go take a look at that.

[00:37:42] So it's a beautiful research actually.

[00:37:45] So if you're ever trying to make the business case for pay transparency, this

[00:37:50] has actually got some great stats for 83% of Americans believe employees would

[00:37:54] benefit from full trans, full salary transparency.

[00:37:57] I'm not going to get too much into it.

[00:38:00] Go look at the report, pick the things apart that you like, but I like the idea.

[00:38:04] First of all, it's a good study and all the numbers are really great.

[00:38:07] And again, if you're trying to make that business case internally, you're

[00:38:11] going to need studies and you're going to need graphics.

[00:38:13] You're going to need those things that you can then make the business case

[00:38:17] for why that's a good idea.

[00:38:20] All right.

[00:38:21] I've got one here.

[00:38:22] Love bombing.

[00:38:23] You ever hear of love bombing?

[00:38:26] I'm going to say, if I don't look at it in Urban Dictionary, probably no.

[00:38:30] Yeah.

[00:38:32] So Greenhouse released a survey or report on bait and switch and love bombing.

[00:38:38] And so bait and switch we get, right?

[00:38:39] So this is all about poor hiring practices.

[00:38:42] So what I found really interesting here, so it was across 1200,

[00:38:47] 1200 job seekers, 53% and 53% on both sides stated bait and switch, 53%, 53% said

[00:38:55] love bombing were cited as the biggest frustration.

[00:38:59] So why I like this or why I want to share it with you and everybody is love bombing.

[00:39:05] Love bombing is telling you how amazing you are.

[00:39:08] That is your background is tremendous.

[00:39:11] Everything you do is amazing.

[00:39:12] So this is the employer to the recruiter to the candidate.

[00:39:17] Saying how amazing they are and how great they are in the application process.

[00:39:21] How well they think they're going to be received is the bait and switch opposite?

[00:39:25] Is it the candidate or is it just this?

[00:39:28] I didn't go too far into that part.

[00:39:31] I'm assuming bait and switches just here's what the job is visually employer to candidate.

[00:39:36] Got it.

[00:39:36] Right.

[00:39:36] So but the love, but then they don't get the job.

[00:39:41] After being told how amazing they are, they've gotten their hopes up.

[00:39:44] They've really got on their side.

[00:39:46] There's context to amazing.

[00:39:48] You're amazing, but there's also 85 other people that also apply.

[00:39:51] Also are amazing.

[00:39:53] Yeah.

[00:39:53] Now is the word amazing amazing anymore?

[00:39:55] So we have we taken the meeting out of word amazing, which I think is probably

[00:40:00] something to think about.

[00:40:01] Yeah.

[00:40:01] Yeah.

[00:40:02] So well, we'll drop the links for all the research down there.

[00:40:04] But the bigger play, the bigger thing for me that I was thinking is

[00:40:08] recruiters need training.

[00:40:09] They're not able to have direct conversation kind of like a nurse or

[00:40:13] a doctor with bedside manner.

[00:40:14] Nobody wants to hear how amazing your cancer is.

[00:40:17] You got cancer at stage four.

[00:40:18] Look, you're in trouble.

[00:40:20] Yeah.

[00:40:20] Be direct.

[00:40:21] Right.

[00:40:22] I think maybe not the best analogy, but I think you get.

[00:40:26] You got two days.

[00:40:28] What?

[00:40:29] Let's get rid of it.

[00:40:30] I'm going to go dark real quick.

[00:40:32] All right.

[00:40:32] Yeah.

[00:40:32] That escalated quickly.

[00:40:33] Cypher survey 300 HR decision makers that revealed the biggest workforce

[00:40:38] challenges for UK organizations this year.

[00:40:40] So they're very specific.

[00:40:42] It had to be the chief few officers, CHRO, what they call HRDs or HR

[00:40:46] directors, et cetera.

[00:40:47] They can find this on ciphr.com.

[00:40:51] Great infographics.

[00:40:53] So what struck me out of all this stuff, so they're great stats.

[00:40:56] And they're talking about 300 liters and this is in the UK.

[00:41:00] So it's very specific in two ways.

[00:41:03] But what I found fascinating about this research is it goes through 50

[00:41:10] different things that are important.

[00:41:12] One, one reached over the 50% threshold.

[00:41:16] And that's retaining employees and keeping top talent.

[00:41:18] Everything else was below 46, 45, 45, 42, 41.

[00:41:24] Everything else was below that.

[00:41:25] So immediately I thought to myself, OK, well, why couldn't they agree

[00:41:31] on one level?

[00:41:32] Like why couldn't they get something that say, OK, 80% of the people said this,

[00:41:38] you got to go fix this one thing and it'll watershed to fix these other things.

[00:41:43] So it also highlights how rich the tapestry of HR is.

[00:41:47] The challenges aren't just one thing.

[00:41:49] The challenges are like 41% ensuring a positive workforce culture.

[00:41:56] OK, so is that related to retaining employees?

[00:42:01] Like if you were to take that one out, would that number have been

[00:42:05] more in retaining top employees or retaining employees in general?

[00:42:10] So when I read that thing, I'm always looking for the 92% believe, you know,

[00:42:16] do this and what I didn't get there was that, which also kind of like, OK,

[00:42:21] well, why is it so bifurcated?

[00:42:23] It isn't so bifurcated because people need that choice to then say, no,

[00:42:26] it's actually more about a positive workforce, workplace culture.

[00:42:31] That's actually what we should be.

[00:42:32] 41% of the 3300 people said that was important to them.

[00:42:36] Yeah, I think it illustrates that it's a healthy.

[00:42:39] There's healthy conversations in HR right now.

[00:42:42] And where I don't think four or five, six years ago there was it was

[00:42:48] here's what it is. Here's what we need.

[00:42:50] Now it's we're open.

[00:42:52] We're having conversations and we're seeing more fragmented outcomes.

[00:42:56] I think in this, this is what that what that does.

[00:42:59] All right. Last research piece we have for this week is the 23, 24.

[00:43:04] Affleck can't use can't say that that use that duck noise every time.

[00:43:08] I really just want to go.

[00:43:11] Seriously, it's a workforce report.

[00:43:13] This is their 13th year annual research examining benefits,

[00:43:18] trends and attitudes. So it's an affleck.com.

[00:43:21] You go take a look at it.

[00:43:22] So I'll only do one step if there's some great stats in there.

[00:43:27] 74% of American American workers grapple with stress

[00:43:32] and women are disproportionately affected.

[00:43:36] It is work stress or work stress, work stress.

[00:43:40] Yeah. So work stress.

[00:43:42] So go take a look at the study.

[00:43:43] It's I mean it's I think I told Ryan in pre show it's terrifying,

[00:43:48] horrifying, you know, fascinating when they do these things

[00:43:52] and they've got what's cool about it is they've got the last report.

[00:43:56] On the landing page.

[00:43:58] So you can go look at the last years and see what was heavy there

[00:44:01] just to kind of see longitudinally of 13 years.

[00:44:05] What's what's actually kind of been important?

[00:44:07] So go take a look at that.

[00:44:09] After.

[00:44:11] All right, we got some dollars being thrown around this week for.

[00:44:16] We have we got a couple to talk about.

[00:44:17] So company called Layer X landed a twenty six million dollar series.

[00:44:22] Eight.

[00:44:24] So companies are this this ties into more of a remote and in office

[00:44:32] workforce. OK, so we're we're hybrid now and companies are coming back.

[00:44:36] Some are staying out.

[00:44:38] So companies are not they're not heavily reliant on browser based

[00:44:42] and SAS based applications.

[00:44:44] OK, right.

[00:44:45] So this opens the organizations and the employees to just a ton of risk.

[00:44:50] Right. Data leaks.

[00:44:52] That is 30 extensions fishing all of the above.

[00:44:57] So what layer X does is this is a browser.

[00:45:00] I'm sorry, this is an extension that works with any browser of the

[00:45:04] organizations or the employees choice.

[00:45:06] It works regardless of where the employee base.

[00:45:09] So this is a risk mitigation extension.

[00:45:12] It's good that organizations are now you can use to

[00:45:16] as they get away from SAS based programs, etc.

[00:45:21] And I think it's smart.

[00:45:23] I think first of all, this is just mitigating risk.

[00:45:26] It's going to kind of feel a little big brotherish

[00:45:28] because people are going to know more about what you're doing

[00:45:30] and where you're doing it when you're doing it and all that stuff.

[00:45:33] But I think the business has to protect itself.

[00:45:36] Yeah. Oh, and it crosses over between business and personal devices.

[00:45:41] So yeah.

[00:45:43] All right. Let me give you one.

[00:45:44] The Fez does keep company raises one point four million

[00:45:49] and a fundraising round.

[00:45:50] So I love this because I got at the Daily Record and the Daily Record goes

[00:45:54] city by city, country by country, state by state, all that stuff.

[00:45:57] So keep company is an employer offered benefit

[00:46:01] that prevents burnout and attrition for working parents and caregivers.

[00:46:06] Hey, we've been this is a steady drumbeat here.

[00:46:09] Aging population, we're going to see more and more of these services

[00:46:12] being offered from employers to employees.

[00:46:15] Again, kind of like we've talked about these different benefits.

[00:46:18] Yeah. OK, for some people, their parents are aging.

[00:46:20] They don't know what to do.

[00:46:21] It's just like what you brought up earlier with childcare.

[00:46:25] Right. At a certain stage in your life, you need different things

[00:46:29] like a Swiss Army knife.

[00:46:30] You know, you don't you don't need the screwdriver.

[00:46:32] You need a pair of scissors.

[00:46:33] So let's keep an eye on key company.

[00:46:36] And that was at the Daily Record dot com.

[00:46:40] You are going to make me want to be an HR person.

[00:46:43] OK. So starting to get the feels of

[00:46:46] it just getting custom programs for people to make them happy.

[00:46:49] It happens.

[00:46:51] No, it happened to me.

[00:46:52] Never going to happen to me.

[00:46:54] No, no. I shouldn't say that if I ever need a job.

[00:46:58] Yeah, oh, my god.

[00:46:59] So OK, so wallet as a service startup, this is a company

[00:47:05] called Answer. They.

[00:47:06] Yeah, way as they raise 14 million.

[00:47:10] OK, so this is really interesting to me.

[00:47:13] I really like this and I kind of want to use it for something.

[00:47:17] I don't know what, but I want to use it for something.

[00:47:19] So this is a branded payment solution for merchants.

[00:47:23] So this is more for, you know, to get away from

[00:47:28] the credit cards, right?

[00:47:30] The credit card fees and all of this stuff.

[00:47:33] So they pitch it as just a way to build brand loyalty, reduce fees, so on and so forth.

[00:47:38] So I as a deli or whatever have a branded wallet,

[00:47:42] I can give my input, my employees, my patrons and they can purchase.

[00:47:48] I can put loyalty programs.

[00:47:49] I don't get fees. They don't get fees, etc., etc., right?

[00:47:53] Quick pay.

[00:47:54] I can put money in their wallet and just use it at my establishment.

[00:47:58] Love the idea.

[00:47:59] So I thought, how does recruiting you something like this

[00:48:04] and what would be most effective?

[00:48:06] And I kept going back to staffing.

[00:48:08] So staffing gets a, you know, they charge big fees.

[00:48:13] They get paid late.

[00:48:14] They get exorbitant fees, right?

[00:48:17] Merchant fees or ACH fees or withdrawal, whatever it is, right?

[00:48:21] So how do we change this?

[00:48:22] Right? So the three things come to my mind.

[00:48:25] We'll get you kind of take on.

[00:48:26] So for CX, recruiters can reimburse candidates.

[00:48:30] Think candidates coming in for interviews.

[00:48:33] Candidates can be recruiters to reimburse candidates

[00:48:37] for travel, for parking during the interview.

[00:48:40] Immediately. Right?

[00:48:42] They sign up to have a wallet for whatever company

[00:48:45] you're coming in for an interview.

[00:48:46] There's a $40 parking fee, a $20 train fee, whatever it is.

[00:48:50] Tolls. Tolls.

[00:48:52] You're reimbursed immediately right through a wallet.

[00:48:56] That was one thing.

[00:48:56] Second was so recruiters and agencies, I think,

[00:49:00] can use a brand of payment experience that is fast, reduces fees

[00:49:04] to a really tiny amount.

[00:49:07] And that means a lot to an agency of two or three recruiters

[00:49:11] that can have access to something like this.

[00:49:14] And the other thing is instant payout on referrals.

[00:49:16] So if candidates are referring, employees are referring,

[00:49:19] or people in my network are referring people to me,

[00:49:22] they can come through my branded experience

[00:49:24] and get paid out immediately under my moniker,

[00:49:29] my company as a recruiter, building loyalty programs, etc.

[00:49:33] So similar to like a daily pay or something like that,

[00:49:36] where you don't have to wait 90 days.

[00:49:39] You're getting paid and it's all in my brain.

[00:49:42] You have to submit paperwork and all that other stuff.

[00:49:43] I really like this idea, especially for recruiters.

[00:49:48] You know, we've historically done a very poor job

[00:49:52] with candidates in terms of paying them back.

[00:49:56] It's just on them, like whatever expense

[00:49:58] you had to pay to get here for the interviews.

[00:50:00] Yeah, that's on you homes.

[00:50:03] I like this is kind of treating the candidate better,

[00:50:06] treating him more here.

[00:50:07] And saying, hey, listen, how'd you get here?

[00:50:09] Okay, great. Done deal.

[00:50:10] Use this app, download this.

[00:50:12] You got your money back.

[00:50:13] Not a problem.

[00:50:14] I like that.

[00:50:15] Companies can do that today.

[00:50:17] There's just it is difficult for them to do.

[00:50:20] And it's not branded.

[00:50:21] No, they can do it through Venmo or do something like that.

[00:50:25] It's a branded experience as well.

[00:50:26] I like that.

[00:50:27] I like that.

[00:50:28] And for staffing firms, they could brand it as the as the client.

[00:50:32] So if they want to applying through them to another company,

[00:50:36] they could brand it as another company

[00:50:38] so that they actually have a really, really branded experience.

[00:50:40] Either way. Yeah.

[00:50:41] All right. Last story.

[00:50:42] Here we go.

[00:50:43] Amplifier security emerges from stealth

[00:50:47] to bridge the divide between the workforce and security with AI

[00:50:51] and human in the loop automation.

[00:50:55] I've not seen this human in the loop automation phrase before.

[00:50:58] I was going to say he gave me the he be.

[00:50:59] So he's so it's amplifier.

[00:51:03] Security dot com.

[00:51:04] Take a look at the press release three three point three million.

[00:51:07] So it's it's I think they even call a seed round.

[00:51:11] So it's not a huge amount of money.

[00:51:14] But what I go, which what I like one phrase is transformed

[00:51:19] how employees interact with corporate security tools.

[00:51:23] Enhancing security without hindering productivity.

[00:51:25] So what I thought about is the technology is actually helping

[00:51:29] humans interacting with the different security applications

[00:51:33] that they have access to.

[00:51:35] So it's a bridge tech.

[00:51:36] So as I understand it, it bridges the human experience

[00:51:41] with the technology experience.

[00:51:43] And so first of all, if true, will we see more of a trend with it?

[00:51:48] Like, because, you know, right now you have technology

[00:51:51] on one sense human on the other.

[00:51:52] And OK, how do we get them to talk?

[00:51:54] How do we get them to interact with?

[00:51:55] Right. And again, how do we get everything

[00:51:57] to be more productivity productive?

[00:52:00] And so keep an eye on this.

[00:52:02] I don't I don't know if people are going to use this human

[00:52:05] in the loop phrase.

[00:52:07] I wouldn't use it on a t-shirt.

[00:52:09] I'm not lying. I'm not lying.

[00:52:10] Human in the loop.

[00:52:11] Human in the loop.

[00:52:12] Like that's pretty cool.

[00:52:13] It kind of gave me a little.

[00:52:15] I'm in human in the loop.

[00:52:16] I'm the human. That's it.

[00:52:17] That's all I got, man.

[00:52:18] For this last week.

[00:52:20] That's all I got.

[00:52:21] Yeah, this is a busy week, but a lot of good stories out there.

[00:52:24] We got some travel coming up, so we will publish that at some point.

[00:52:28] And when we see you out there, please come say hello.

[00:52:32] I'm going to throw my shameless plug in there.

[00:52:35] Please send me some clothes.

[00:52:36] I'm out of clothes anymore.

[00:52:37] Close. I just want more t-shirts.

[00:52:39] Send me your t-shirts and hats, people, please.

[00:52:41] Especially if there's some shirts because it's summer time.

[00:52:43] Anyhow, love is like a subscribe everywhere.

[00:52:46] We will see you next time.