The BARF: DHS's $45M Lawsuit, NTI Denies the Visually Impaired work, Massachusetts Enacts Salary Transparency Law, and Colorado Squashes Algorithmic Discrimination

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

[00:00:13] [SPEAKER_02]: If you had FAMA, stop hiring dangerous people. FAMA.io

[00:00:31] [SPEAKER_02]: What is going on everybody? Ryan Leary, William Tinkoff here with the BARF.

[00:00:37] [SPEAKER_02]: It is a look back at the week that was so you can prepare for the week that is.

[00:00:43] [SPEAKER_02]: You know, I'm going to be honest, I kind of forgot what I was saying there.

[00:00:47] [SPEAKER_00]: There you go. Yeah, but you did well.

[00:00:49] [SPEAKER_00]: I was not sure what I was going to say, but I said it. I got it out.

[00:00:54] [SPEAKER_04]: I think you did fine.

[00:00:55] [SPEAKER_02]: How's your weekend been?

[00:00:57] [SPEAKER_04]: It's been good. We went down to College Station and they did a fish review.

[00:01:01] [SPEAKER_04]: It was after Hell Week. So kind of a big deal.

[00:01:06] [SPEAKER_04]: Now Henry started classes and it's all good. Yeah, first day of college.

[00:01:12] [SPEAKER_04]: You officially have a kid in college.

[00:01:17] [SPEAKER_04]: Officially. It is interesting because we spent a lot of time on campus.

[00:01:22] [SPEAKER_04]: So I think it was eye opening on a lot of levels.

[00:01:27] [SPEAKER_04]: Because he comes from a small private school.

[00:01:30] [SPEAKER_04]: He has 83 kids in his senior class, so okay. This is different.

[00:01:36] [SPEAKER_02]: So the question is how scared are you about how he's going to be?

[00:01:46] [SPEAKER_02]: Because you know how you were.

[00:01:47] [SPEAKER_04]: Well, the 80s were a promiscuous era.

[00:01:52] [SPEAKER_04]: So he can, I don't even if you try.

[00:01:55] [SPEAKER_04]: Is that your justification?

[00:01:56] [SPEAKER_04]: Yeah, well no. It's just dude. I mean it was what it was.

[00:02:01] [SPEAKER_01]: But the 80s. It was the 80s.

[00:02:02] [SPEAKER_04]: Dude, cocaine and free love.

[00:02:05] [SPEAKER_04]: So I think the thing is like he can never do more damage than I did in that era.

[00:02:13] [SPEAKER_04]: Like that can't happen because that's not his generation I guess is the point.

[00:02:18] [SPEAKER_04]: Your kids, my kids. They're not growing up that way which is good.

[00:02:23] [SPEAKER_04]: They're going to say the earth we destroyed the earth.

[00:02:26] [SPEAKER_04]: 100%. Thank God for him. Let him save it.

[00:02:30] [SPEAKER_04]: But it's different. I mean he's now I think coming from a small school going to a much larger school.

[00:02:37] [SPEAKER_04]: Why I'm not scared, not just about the 80s stuff, is because of the core.

[00:02:42] [SPEAKER_04]: He's in an all-male company, all-male unit with about 80s.

[00:02:52] [SPEAKER_02]: They're going to keep him in line.

[00:02:56] [SPEAKER_04]: Sorry, yes sir. Yes they will.

[00:02:59] [SPEAKER_02]: I think that's how I'm going to address you from now on, sir.

[00:03:02] [SPEAKER_04]: Oh man, it's intense.

[00:03:04] [SPEAKER_02]: So next time I come down is he going to say call me sir? Is that how he's going to address me?

[00:03:09] [SPEAKER_04]: 100%. Oh he might. He already had all that stuff.

[00:03:16] [SPEAKER_04]: Him and Ben were taught all that stuff.

[00:03:19] [SPEAKER_04]: But it's like he can stand at attention now.

[00:03:23] [SPEAKER_04]: It's a different bit when he stands at attention.

[00:03:27] [SPEAKER_04]: And when he's at ease, he's learning how to do all of that stuff.

[00:03:33] [SPEAKER_04]: He's signing his army contract on the 30th.

[00:03:39] [SPEAKER_04]: So it's a ceremony, it's a big thing.

[00:03:41] [SPEAKER_04]: So yeah, we're going to go down.

[00:03:42] [SPEAKER_02]: He's still got a couple days.

[00:03:44] [SPEAKER_04]: Oh no, he's in.

[00:03:46] [SPEAKER_04]: They've had two, they call them punch out.

[00:03:49] [SPEAKER_04]: We used to call them washout.

[00:03:52] [SPEAKER_04]: They've had two kids punch out and stay at A&M.

[00:03:56] [SPEAKER_04]: Which is insane because you see people walking around in uniforms all the time.

[00:04:02] [SPEAKER_04]: I mean there's like 5,000 people in the corps.

[00:04:07] [SPEAKER_04]: So you're going to be in a class with somebody in a uniform.

[00:04:11] [SPEAKER_02]: You can't leave.

[00:04:11] [SPEAKER_02]: You will be reminded that you bail every single day.

[00:04:16] [SPEAKER_04]: No matter what you do, you'll be reminded of your failure.

[00:04:22] [SPEAKER_04]: That's the moment.

[00:04:23] [SPEAKER_04]: If you didn't know what you were getting into, that's insane.

[00:04:28] [SPEAKER_04]: He grew up with me, so I'm not worried about cursing.

[00:04:32] [SPEAKER_04]: Like his in-curse.

[00:04:33] [SPEAKER_04]: Not shocking, not shocking.

[00:04:34] [SPEAKER_04]: They were all men.

[00:04:38] [SPEAKER_04]: And they're just yelling at each other and cursing at each other.

[00:04:41] [SPEAKER_04]: So like that because he's had that training from me.

[00:04:46] [SPEAKER_02]: I like how you present.

[00:04:48] [SPEAKER_02]: He's had that training from me.

[00:04:50] [SPEAKER_04]: Dude, I never stopped cursing.

[00:04:53] [SPEAKER_04]: When they were babies, I've never stopped cursing.

[00:04:56] [SPEAKER_04]: I'm just like, am I going to try it at one point?

[00:04:58] [SPEAKER_04]: She's like, will you just curse less?

[00:05:00] [SPEAKER_04]: I'm like, yeah, fuck no.

[00:05:03] [SPEAKER_04]: I'm just going to be me.

[00:05:06] [SPEAKER_04]: And the yelling when I get upset and I speak very directly to Henry and Van,

[00:05:13] [SPEAKER_04]: I'm in their face.

[00:05:16] [SPEAKER_04]: I'm not like across the hallway or some shit like that.

[00:05:20] [SPEAKER_04]: So he's not going to like that stuff.

[00:05:23] [SPEAKER_04]: He's good.

[00:05:24] [SPEAKER_04]: He's normalized.

[00:05:25] [SPEAKER_04]: It's like none of that shit is going to phase him.

[00:05:29] [SPEAKER_04]: They have to greet when they go out of their room,

[00:05:34] [SPEAKER_04]: their room's got a hole,

[00:05:35] [SPEAKER_04]: when they go out in the room and they're in the hallway,

[00:05:38] [SPEAKER_04]: they have to greet every upperclassman.

[00:05:41] [SPEAKER_04]: So and when they walk on the quad,

[00:05:43] [SPEAKER_04]: the course area, they have to greet every upperclassman.

[00:05:49] [SPEAKER_04]: So that becomes a bit so they get to know each other.

[00:05:52] [SPEAKER_04]: But it's, you know, it's a it's an interesting bit.

[00:05:57] [SPEAKER_04]: So it is a journey we will follow in uniform, in uniform every day.

[00:06:04] [SPEAKER_04]: So hey, God bless them.

[00:06:08] [SPEAKER_02]: All right. So what do we got this week?

[00:06:10] [SPEAKER_02]: We have we have some good stuff to talk about.

[00:06:13] [SPEAKER_04]: Well, you had some great stuff to start talk about.

[00:06:15] [SPEAKER_04]: Let me throw this first one at you.

[00:06:16] [SPEAKER_04]: Eric Schmidt, the former Google CEO and chairman,

[00:06:19] [SPEAKER_04]: thinks the search and AI giant is falling behind due to work from home policies.

[00:06:28] [SPEAKER_04]: So this is on this is reported everywhere, actually.

[00:06:31] [SPEAKER_04]: You can't go anywhere where this wasn't reported.

[00:06:34] [SPEAKER_04]: So the New York Post, I read it there and it's laughable.

[00:06:38] [SPEAKER_04]: OK. And so of course, now Google's not a new company.

[00:06:42] [SPEAKER_04]: Right. They've been around for 20 plus years.

[00:06:46] [SPEAKER_04]: So can we kind of say, OK, boomer to Google?

[00:06:50] [SPEAKER_04]: It's kind of a kind of a boomerish thing to say.

[00:06:54] [SPEAKER_04]: It feels weird.

[00:06:55] [SPEAKER_04]: And through the week, he tried to walk back his comments.

[00:07:00] [SPEAKER_04]: So he said it. And I believe that's his true.

[00:07:03] [SPEAKER_04]: It was his true feelings.

[00:07:05] [SPEAKER_04]: But I believe he didn't right now.

[00:07:07] [SPEAKER_04]: Someone got to him and said, oh, immediately.

[00:07:10] [SPEAKER_04]: Hey, don't don't do this.

[00:07:12] [SPEAKER_02]: Don't make it about work from home or it just sounds funny that Google's falling behind and work from home.

[00:07:18] [SPEAKER_04]: It's like either that it's a marriage or not.

[00:07:20] [SPEAKER_02]: You can't kind of fall behind.

[00:07:22] [SPEAKER_04]: It just again, it's not this isn't a startup.

[00:07:26] [SPEAKER_04]: No, so no longer a startup, no longer a startup.

[00:07:30] [SPEAKER_04]: So anyhow, it's getting caught as well.

[00:07:32] [SPEAKER_04]: But think about think about all the stuff that's going on peripherally about how Amazon's building a search engine.

[00:07:38] [SPEAKER_04]: Yeah, how everyone else is building an AI search, you know, an open AI building a search.

[00:07:44] [SPEAKER_04]: Everybody's building a search engine, which no one was building a search engine for the last 15, 20 years because of Google's dominance.

[00:07:52] [SPEAKER_02]: Yeah, well, it's interesting you say that there's there's been a number of articles and commentary on obviously them being Monopoly.

[00:08:00] [SPEAKER_02]: Yeah. So all my break them up.

[00:08:03] [SPEAKER_03]: Yeah, right.

[00:08:04] [SPEAKER_02]: So it's but the way you say that, where you say, OK, all these companies, they weren't developing search engines, but now they are.

[00:08:12] [SPEAKER_02]: What they have done over the last 20 years has built they've built a loyal fan base.

[00:08:18] [SPEAKER_02]: Agreed.

[00:08:19] [SPEAKER_02]: Right. So Amazon doesn't need Google to do shit.

[00:08:23] [SPEAKER_02]: They have their fan base.

[00:08:24] [SPEAKER_02]: They have their loyal customers.

[00:08:26] [SPEAKER_04]: Agreed.

[00:08:27] [SPEAKER_02]: If Amazon creates something, I'm at least going to give it enough time to try it.

[00:08:33] [SPEAKER_02]: I may not love it, but I'm going to try it.

[00:08:36] [SPEAKER_02]: And then eventually it's going to it's going to grow on me like look at like Duck Duck Go.

[00:08:42] [SPEAKER_02]: They've been in this game for a long time.

[00:08:44] [SPEAKER_02]: Yep.

[00:08:45] [SPEAKER_02]: Now look at them.

[00:08:45] [SPEAKER_02]: Right. It's not a matter of Google is not the only player.

[00:08:48] [SPEAKER_02]: And I think all these other companies built their fan bases and now they can with AI and all that.

[00:08:55] [SPEAKER_02]: Well, they can now grow.

[00:08:56] [SPEAKER_04]: I mean, nobody feels sorry for Google or Alphabet.

[00:08:59] [SPEAKER_04]: I think it's the for me, I think it's the contextualizing and using AI.

[00:09:07] [SPEAKER_04]: Yeah.

[00:09:08] [SPEAKER_04]: OK. So the search that we grew up with was link based.

[00:09:13] [SPEAKER_04]: You'd create something on a website.

[00:09:15] [SPEAKER_04]: It would then index it.

[00:09:16] [SPEAKER_04]: OK. Well, if you're in chat GPT and in time, maybe not right now, but in time, you can just search there.

[00:09:24] [SPEAKER_04]: So instead of going out of application to find the results that you want to find in application, whether or not that's in Microsoft Copilot or any of the models that are out there.

[00:09:39] [SPEAKER_04]: That's that's what's really interesting.

[00:09:42] [SPEAKER_04]: I think what will become really interesting for Google is how do they reclaim those folks?

[00:09:49] [SPEAKER_02]: And it is a game of reclaiming them though.

[00:09:51] [SPEAKER_02]: It could be a game of just.

[00:09:52] [SPEAKER_02]: Yeah, something different.

[00:09:55] [SPEAKER_02]: They don't know what they necessarily need to reclaim them.

[00:09:58] [SPEAKER_04]: They just I think it'd be a link.

[00:09:59] [SPEAKER_04]: It isn't going to be a link based search.

[00:10:01] [SPEAKER_04]: No, they're 100 percent.

[00:10:03] [SPEAKER_04]: No, it's not.

[00:10:03] [SPEAKER_04]: So either they build their own, which I'm sure they are.

[00:10:07] [SPEAKER_04]: Of course.

[00:10:08] [SPEAKER_04]: Yeah. OK.

[00:10:09] [SPEAKER_04]: So there's that or they aggregate everyone's and index it that way.

[00:10:14] [SPEAKER_02]: I want to take a break real quick just to let you know about a new show we've just added to the network.

[00:10:20] [SPEAKER_02]: Up next at work, hosted by Jean and Kate Akil of the Devin Group.

[00:10:26] [SPEAKER_02]: Fantastic show.

[00:10:28] [SPEAKER_02]: If you're looking for something that pushes the norm, pushes the boundaries, has some really spirited conversations.

[00:10:35] [SPEAKER_02]: Google up next to work.

[00:10:37] [SPEAKER_02]: Jean and Kate Akil from the Devin Group.

[00:10:42] [SPEAKER_02]: I've got a story later I want to share.

[00:10:44] [SPEAKER_02]: I'm going to play by the rules and not jump ahead.

[00:10:47] [SPEAKER_01]: No worries about Gemini.

[00:10:50] [SPEAKER_01]: Eric Schmidt.

[00:10:52] [SPEAKER_02]: Yeah, anyhow.

[00:10:53] [SPEAKER_02]: All right.

[00:10:54] [SPEAKER_02]: So Massachusetts enacts a new law where salary ranges are now required on in most job postings, we'll say, throughout Massachusetts.

[00:11:05] [SPEAKER_02]: So any company with more than 25 employees has to disclose the salary range in the job posting.

[00:11:13] [SPEAKER_04]: That's great.

[00:11:15] [SPEAKER_02]: Fantastic. Right.

[00:11:16] [SPEAKER_02]: So someone who's listening, who doesn't follow this stuff for fun like we do, would potentially say, what's the big deal?

[00:11:29] [SPEAKER_02]: Like it's just the salary range.

[00:11:31] [SPEAKER_02]: Okay. So now you know what the salary range is.

[00:11:33] [SPEAKER_02]: But what that's doing is it's promoting equitable workplaces.

[00:11:37] [SPEAKER_02]: It's reducing the pay gap, it's preventing people from being here, being paid $5 an hour as opposed to $50 an hour for the same job.

[00:11:46] [SPEAKER_00]: Right.

[00:11:48] [SPEAKER_02]: Everything is transparency.

[00:11:50] [SPEAKER_02]: And so this is actually a pretty big deal.

[00:11:52] [SPEAKER_02]: And I forget how many states have it now, 15 or something like that.

[00:11:56] [SPEAKER_04]: I believe indeed if you don't have a salary range, it will put one in it for you.

[00:12:04] [SPEAKER_04]: Based on what it's finding from us.

[00:12:07] [SPEAKER_04]: Well, indeed no salary data like nobody's business.

[00:12:11] [SPEAKER_04]: So I think again, it's going to be like, you know, there is, as you said, it's enacted in law in several states.

[00:12:18] [SPEAKER_04]: Massachusetts is wonderful.

[00:12:20] [SPEAKER_04]: New York's law is wonderful as well.

[00:12:22] [SPEAKER_04]: So it's kind of like saying, hey, you need to do this.

[00:12:24] [SPEAKER_04]: You can't just leave it open and let the person guess.

[00:12:30] [SPEAKER_04]: Is it a $20 job or an $18 job or whatever?

[00:12:33] [SPEAKER_04]: But indeed is doing it for them whether or not they like it or not.

[00:12:38] [SPEAKER_02]: Regardless, right?

[00:12:40] [SPEAKER_02]: Now, it's not even the purpose here is to is to prevent huge pay gaps and have equal pay.

[00:12:49] [SPEAKER_04]: But it makes the entire process, comma, in theory, but go ahead.

[00:12:53] [SPEAKER_02]: In theory, right.

[00:12:55] [SPEAKER_02]: In theory.

[00:12:55] [SPEAKER_02]: But it makes the entire process so much easier as a recruiter.

[00:12:59] [SPEAKER_02]: When I was recruiting on a desk.

[00:13:01] [SPEAKER_03]: Oh, yeah.

[00:13:02] [SPEAKER_02]: One of the biggest pains with somebody saying, what's the salary range?

[00:13:09] [SPEAKER_02]: Ah, you played a game.

[00:13:11] [SPEAKER_02]: You're like, how much can I get this guy for 20 bucks as opposed to 19 bucks?

[00:13:16] [SPEAKER_02]: And now the recruiters put in that position and it's a really awkward position regardless of how well you are with words to navigate out of that.

[00:13:26] [SPEAKER_02]: It's just not something that a recruiter should be doing.

[00:13:28] [SPEAKER_02]: They should be discussing the opportunity.

[00:13:30] [SPEAKER_02]: And so this this is getting us more along those lines.

[00:13:33] [SPEAKER_02]: Anyhow, congrats to Massachusetts for doing what they do.

[00:13:38] [SPEAKER_04]: All right. So this is news ish.

[00:13:42] [SPEAKER_04]: But something I want to make sure that we talk about scale the way that you work with freelance workforce with Fiverr Enterprise.

[00:13:48] [SPEAKER_04]: So Fiverr has if we haven't paid attention, I know we've talked about Upwork at one point having an enterprise solution.

[00:13:54] [SPEAKER_04]: I don't think we've talked about Fiverr.

[00:13:56] [SPEAKER_04]: So, you know, if you're struggling with return office, you could look at these freelance historically freelance websites as a way to augment your staff.

[00:14:11] [SPEAKER_04]: It's not these aren't just logo designers and stuff like that.

[00:14:14] [SPEAKER_04]: Like this, everybody now.

[00:14:17] [SPEAKER_04]: And so and they handle all the end in employment like a like a staffing agency.

[00:14:23] [SPEAKER_04]: So it's a kind of a different way to look at your workforce and your kind of a portfolio of talent.

[00:14:31] [SPEAKER_04]: If you're if you're having difficulty bringing them back to the office, and that's a thing.

[00:14:36] [SPEAKER_04]: Well, maybe you don't need to.

[00:14:37] [SPEAKER_04]: You just work with them differently.

[00:14:40] [SPEAKER_04]: So is that enterprise dot Fiverr dot com?

[00:14:44] [SPEAKER_04]: Take a look at it again.

[00:14:46] [SPEAKER_04]: Not new news.

[00:14:48] [SPEAKER_04]: It's just something to think about, like these freelance, these historically freelance marketplaces and now interacting with the business with HR and town acquisition.

[00:15:00] [SPEAKER_02]: Yeah, I've I've enjoyed their journey.

[00:15:02] [SPEAKER_02]: I really have them in Upwork both.

[00:15:05] [SPEAKER_02]: I know there's others, but those are the two that we all grew up with.

[00:15:11] [SPEAKER_02]: Just following from getting literally something for five dollars and now saying, yeah, it's OK to pay five hundred dollars on there.

[00:15:18] [SPEAKER_02]: Right. Right. They've grown.

[00:15:19] [SPEAKER_02]: I don't know if they changed their name, but they've grown from just the small little freelance gig worker to actually getting into the enterprise, which is a really cool, cool thing.

[00:15:29] [SPEAKER_02]: Good move.

[00:15:31] [SPEAKER_02]: All right. This is a cool one.

[00:15:32] [SPEAKER_02]: I say this is a good one.

[00:15:34] [SPEAKER_02]: It's bad.

[00:15:35] [SPEAKER_02]: It's actually pretty bad.

[00:15:38] [SPEAKER_02]: But DHS Department of Homeland Security agrees to pay forty five million dollars to settle allegations it forced pregnant workers into pay limited positions now.

[00:15:49] [SPEAKER_02]: I know we always say, oh, they just agreed to settle.

[00:15:55] [SPEAKER_04]: This is wrong.

[00:15:57] [SPEAKER_04]: Like they were there.

[00:15:58] [SPEAKER_02]: You don't pay forty five million dollars to settle something that you didn't really do.

[00:16:04] [SPEAKER_02]: But you know what? Let's just swipe it on the rug anyway.

[00:16:06] [SPEAKER_02]: This is on Bloomberg Law.

[00:16:09] [SPEAKER_02]: So this is really this is really interesting.

[00:16:12] [SPEAKER_02]: So what they did was they violated Pregnancy Discrimination Act, the Pregnancy Discrimination Act by placing pregnant officers and agricultural specialists on light duty without allowing them to choose to remain in regular roles, which prevented them from working overtime, working on Sundays, getting double time pay, things like that.

[00:16:38] [SPEAKER_02]: So this case is a long time coming.

[00:16:40] [SPEAKER_02]: This is from 2016 that the EEOC filed this case.

[00:16:45] [SPEAKER_02]: But I think this is a big one.

[00:16:47] [SPEAKER_02]: It covers about a thousand people.

[00:16:48] [SPEAKER_02]: Forty five million dollars.

[00:16:50] [SPEAKER_02]: That originally were part of this.

[00:16:52] [SPEAKER_02]: But you know, it's wrong, right?

[00:16:55] [SPEAKER_02]: 100 percent wrong.

[00:16:57] [SPEAKER_04]: It's it's the right.

[00:16:58] [SPEAKER_04]: It comes down to consent.

[00:16:59] [SPEAKER_04]: If you if you have a pregnant worker and you kind of put them, you relegate them into a route without their consent, then that's just shitty.

[00:17:13] [SPEAKER_04]: But if you work with it, if you work with a pregnant worker and you say, hey, listen, do you want to stay in your current job and do these other things like you tell us?

[00:17:25] [SPEAKER_02]: The environment they created was you're pregnant.

[00:17:29] [SPEAKER_02]: You're going to come over here.

[00:17:30] [SPEAKER_02]: You're still going to work.

[00:17:31] [SPEAKER_02]: We're going to and I and I were not justifying this, but I was talking to my neighbor about this actually the other day when I when I saw this because she pregnant.

[00:17:44] [SPEAKER_02]: And I was like, what are your thoughts on this?

[00:17:45] [SPEAKER_02]: And you know what?

[00:17:47] [SPEAKER_02]: Some people think that they're doing good by offering or saying, hey, don't worry about this.

[00:17:53] [SPEAKER_02]: Right.

[00:17:54] [SPEAKER_02]: You can do this.

[00:17:55] [SPEAKER_02]: Relax and all that.

[00:17:57] [SPEAKER_02]: Intentions.

[00:17:58] [SPEAKER_02]: Best intentions.

[00:17:59] [SPEAKER_02]: I don't know that this is it or not.

[00:18:01] [SPEAKER_02]: We're not part of this.

[00:18:03] [SPEAKER_02]: But ultimately what happened was they lost a lot of money because they weren't working overtime.

[00:18:08] [SPEAKER_04]: These people, they think about the morale.

[00:18:10] [SPEAKER_04]: Not just the money.

[00:18:12] [SPEAKER_04]: I mean, the money is the money.

[00:18:13] [SPEAKER_04]: But if you were that person and you got relegated to the bench or you got relegated to whatever it was without your consent.

[00:18:23] [SPEAKER_04]: And again, easily all the stuff with this particular case, this could all be avoided.

[00:18:30] [SPEAKER_02]: It'll be it'll be avoided next time because.

[00:18:34] [SPEAKER_04]: Oh, yeah.

[00:18:34] [SPEAKER_04]: Good point.

[00:18:35] [SPEAKER_04]: Good point.

[00:18:35] [SPEAKER_04]: It's an unfair and in tennis, they call it unforced error.

[00:18:38] [SPEAKER_04]: Yeah.

[00:18:39] [SPEAKER_04]: You did this yourself and and and you paid.

[00:18:43] [SPEAKER_02]: So or it was forced by stupidity.

[00:18:46] [SPEAKER_04]: Well, all right, let me give you a one how Bank of America ignores its own rules meant to prevent dangerous workloads.

[00:18:57] [SPEAKER_04]: A death sparks outcry about all nighters and 100 hour work weeks that grind down young investment bankers.

[00:19:07] [SPEAKER_04]: This was in the Wall Street Journal.

[00:19:08] [SPEAKER_04]: So like legit.

[00:19:11] [SPEAKER_04]: So, you know, it turns out work's going to kill you too soon.

[00:19:15] [SPEAKER_04]: It feels too soon.

[00:19:16] [SPEAKER_04]: Anyhow, this is an old work model.

[00:19:19] [SPEAKER_04]: When I went to business school 100 years ago, probably a third of my class went into investment banking and it wasn't 100 hour work weeks.

[00:19:27] [SPEAKER_04]: It was 120 hour work weeks and all nighters were normal.

[00:19:32] [SPEAKER_04]: Like that was the gig.

[00:19:33] [SPEAKER_04]: That's what you signed.

[00:19:33] [SPEAKER_04]: You went to Wall Street.

[00:19:34] [SPEAKER_04]: That was your deal.

[00:19:35] [SPEAKER_04]: Seven, eight years get to a certain level.

[00:19:38] [SPEAKER_04]: Maybe there's less hours, but that's the game.

[00:19:41] [SPEAKER_04]: And but these people also let's not feel sorry for investment bankers.

[00:19:44] [SPEAKER_04]: These are the people getting 20, 30, 50 million dollar bonuses in December.

[00:19:50] [SPEAKER_02]: There is one I saw the other day that's not cross.

[00:19:53] [SPEAKER_02]: I was like 200.

[00:19:54] [SPEAKER_02]: There's like 200 for the salary.

[00:19:56] [SPEAKER_02]: But the sign on bonus was nine nine.

[00:19:58] [SPEAKER_02]: It's like, yeah, well, oh, you know, I'm sure they've earned it.

[00:20:02] [SPEAKER_04]: Side note, the the gentleman that just took the CEO and chairman job at Starbucks got a hundred and seventy one million dollars signing bonus.

[00:20:12] [SPEAKER_04]: Geez, we're in the wrong.

[00:20:15] [SPEAKER_04]: We're in the wrong.

[00:20:15] [SPEAKER_04]: A lot of work.

[00:20:17] [SPEAKER_04]: Anyhow, B of A on the investment bank side.

[00:20:21] [SPEAKER_04]: I'm sorry.

[00:20:21] [SPEAKER_04]: What were you saying?

[00:20:22] [SPEAKER_02]: I'm still on the hundred.

[00:20:23] [SPEAKER_04]: Hey, dude, I'm telling you, I looked at his career.

[00:20:27] [SPEAKER_04]: Guy has the mightest touch.

[00:20:29] [SPEAKER_04]: Everything he's touched has been fantastic.

[00:20:33] [SPEAKER_04]: So they had another CEO, Sorok said another CEO year and a half didn't make it to bring it in this guy might as touch to turn around Starbucks.

[00:20:44] [SPEAKER_02]: If you look like like what do you do?

[00:20:46] [SPEAKER_02]: You just wake up on a Friday morning.

[00:20:48] [SPEAKER_02]: Oh, honey, we got paid.

[00:20:50] [SPEAKER_04]: My wife would just take it from me.

[00:20:53] [SPEAKER_00]: Seven hundred seventy one.

[00:20:55] [SPEAKER_04]: Let me let me tell you how it happened in the 10 cup house.

[00:20:58] [SPEAKER_04]: My wife, my wife would see that check and she go, OK, all righty.

[00:21:02] [SPEAKER_04]: Anywho, get back to work.

[00:21:04] [SPEAKER_04]: Yeah, I think it's young.

[00:21:07] [SPEAKER_04]: They're taking advantage of in this particular instance, they're taking advantage of interns and new employees younger in their career.

[00:21:15] [SPEAKER_04]: And there's just saying work.

[00:21:17] [SPEAKER_04]: Right.

[00:21:17] [SPEAKER_04]: And I don't think no matter how much bad pressure you're going to throw at them, even a death.

[00:21:23] [SPEAKER_04]: Sorry.

[00:21:24] [SPEAKER_04]: Rest in peace to that person.

[00:21:25] [SPEAKER_04]: I don't think it's going to stop because that's the that's how they came up.

[00:21:31] [SPEAKER_04]: Now, I believe with AI and all the investments are being sunk into AI investments and managing portfolios and all this all this crazy tech that's being invested in.

[00:21:44] [SPEAKER_04]: We might not have investment bankers for much longer.

[00:21:48] [SPEAKER_04]: It might be all managed by AI.

[00:21:51] [SPEAKER_04]: So we might not have it.

[00:21:53] [SPEAKER_04]: My point is, is this is very much a construct of how Wall Street has always operated.

[00:22:00] [SPEAKER_04]: And with AI, they might not have a death sentence, but soon they'll be out.

[00:22:07] [SPEAKER_04]: Yeah, you and I are going to live long enough to hear about people complaining in the banking industry about how they wish they could work 100 hours a week.

[00:22:18] [SPEAKER_02]: Yeah, well, oh my goodness.

[00:22:22] [SPEAKER_02]: Bad touching harassment, sex, violence, fraud, threats, all things that could have been avoided.

[00:22:32] [SPEAKER_02]: If you had Fama, stop hiring dangerous people.

[00:22:39] [SPEAKER_02]: Fama.io.

[00:22:41] [SPEAKER_02]: Not me.

[00:22:43] [SPEAKER_04]: Because AI is not going to get a 20 million dollar bonus in December.

[00:22:48] [SPEAKER_02]: No, that'd be pretty awesome though.

[00:22:52] [SPEAKER_02]: So this is a story.

[00:22:54] [SPEAKER_02]: It could be in research, but I'm going to pump it up here because I wanted to talk about it while I still had some energy.

[00:23:01] [SPEAKER_02]: Women rise to five year high in CFO appointments.

[00:23:07] [SPEAKER_02]: So I found this on HRDive.

[00:23:11] [SPEAKER_02]: And so I'll just read some of the stats here.

[00:23:13] [SPEAKER_02]: So of 163 CFOs that were appointed in the first six months of the year, 44 are women.

[00:23:21] [SPEAKER_02]: So that's a 33% increase over last year, the same amount, you know, the first six months last year.

[00:23:27] [SPEAKER_02]: The tech industry in particular has made large strides in gender diversity with 38% of incoming tech CFOs being women.

[00:23:39] [SPEAKER_02]: Which is really good to hear.

[00:23:41] [SPEAKER_02]: So CFO turnover, however, has spiked 8.9%, just about 9% in the first half of the year.

[00:23:49] [SPEAKER_04]: I'd like to know what's driving that.

[00:23:51] [SPEAKER_04]: That's interesting.

[00:23:52] [SPEAKER_02]: Yeah. Well, so the article talks about this is interesting.

[00:23:58] [SPEAKER_02]: If you guys want to read it, it'll be in the link somewhere.

[00:24:02] [SPEAKER_02]: So the article talks about the fact that tech companies aren't doing so well right now.

[00:24:10] [SPEAKER_02]: And it has to do a lot with AI and a lot to do with return to office and things like that where it's just not producing.

[00:24:21] [SPEAKER_02]: And so the CFOs are taking the brunt of that, you know, bad performance.

[00:24:30] [SPEAKER_02]: And yeah, and they're turning over and they're being reappointed with people.

[00:24:34] [SPEAKER_04]: So this is where the, you know, those what stats, damn stats, whatever that quote is.

[00:24:40] [SPEAKER_04]: So when you do the math, 163 were appointed of that 44 were female.

[00:24:49] [SPEAKER_04]: That's a la-ish.

[00:24:50] [SPEAKER_04]: We're going around it.

[00:24:51] [SPEAKER_04]: That's a fourth.

[00:24:53] [SPEAKER_04]: No? Yeah.

[00:24:54] [SPEAKER_04]: It's about a fourth.

[00:24:56] [SPEAKER_04]: 40 on 16, right?

[00:24:56] [SPEAKER_04]: Okay.

[00:24:57] [SPEAKER_04]: So and that's a 33% gain from the previous year, which means 30 would have been only out of 163.

[00:25:06] [SPEAKER_04]: So when, will this be 80 of the 163?

[00:25:14] [SPEAKER_02]: I think a lot sooner than we think.

[00:25:17] [SPEAKER_02]: Okay.

[00:25:17] [SPEAKER_02]: I think the next two to three years, we're going to see something very close to being 50-50.

[00:25:22] [SPEAKER_04]: I hope you're right.

[00:25:24] [SPEAKER_02]: And I think if Kamala wins the election, I think it's going to be much quicker than that.

[00:25:30] [SPEAKER_04]: Have you noticed how Trump calls her Kamala?

[00:25:33] Yeah.

[00:25:35] [SPEAKER_04]: She's very beautiful.

[00:25:38] [SPEAKER_04]: She's very beautiful.

[00:25:38] [SPEAKER_04]: Fucking idiots.

[00:25:41] [SPEAKER_04]: She's very beautiful, Kamala.

[00:25:42] [SPEAKER_04]: Very beautiful, but I'm better than her.

[00:25:44] [SPEAKER_04]: Could you just pronounce the person's name?

[00:25:47] [SPEAKER_04]: Anyhow, let me pitch you this one.

[00:25:49] [SPEAKER_04]: Walmart adds employee bonuses for hourly US workers.

[00:25:58] [SPEAKER_04]: Ha ha!

[00:25:59] [SPEAKER_04]: This is on MSN.com.

[00:26:03] [SPEAKER_04]: And bonuses rewards for great work, customer service, and also celebrates long-term associates who build a career.

[00:26:12] [SPEAKER_04]: I think it's genius.

[00:26:14] [SPEAKER_04]: First of all, I think it's just genius on so many levels with the idea that okay, now we're not just competing with Target and all these other brick and mortar retailers.

[00:26:25] [SPEAKER_04]: We're going to bonus you.

[00:26:27] [SPEAKER_04]: Yeah, you got an hourly wage, but we're going to treat you like a salary employee.

[00:26:30] [SPEAKER_04]: The more people that fill out the little cards and say you're a good employee, the more performance, the stuff that you do, adding value, the longer you stay where they give you bonuses.

[00:26:44] [SPEAKER_04]: That's just retention.

[00:26:46] [SPEAKER_04]: I think it's genius and good for them for acknowledging that and then putting these things into practice.

[00:26:55] [SPEAKER_04]: I think you and I are going to see more of these stories.

[00:27:00] [SPEAKER_02]: 100%.

[00:27:00] [SPEAKER_04]: I think we're going to see it across all the big apps.

[00:27:04] [SPEAKER_02]: And I like this for all the reasons you said, but I also like it for the morale of the actual employee.

[00:27:13] [SPEAKER_02]: And when you look at if I worked at Walmart and it was in a corporate position, and I just worked in a store, and there's nothing wrong with that.

[00:27:29] [SPEAKER_02]: Of course, it's a job and this is what you do.

[00:27:32] [SPEAKER_02]: But if somebody were to say to me, hey, where do you work?

[00:27:34] [SPEAKER_02]: I'd say Walmart because I do.

[00:27:38] [SPEAKER_02]: But I probably, because of how I grew up and jobs that I've had and where I wouldn't be like, oh, I work at Walmart and produce actually.

[00:27:47] [SPEAKER_02]: It wouldn't be exciting for me.

[00:27:49] [SPEAKER_02]: Right.

[00:27:49] [SPEAKER_02]: It wouldn't be.

[00:27:51] [SPEAKER_02]: But if the company is putting an emphasis on employees and bonusing employees and treating them as if they are the accountants or engineer behind the scenes, that's a different game.

[00:28:04] [SPEAKER_02]: And I think we will see 100%, probably more, 300, whatever change in the way employees treat people.

[00:28:13] [SPEAKER_02]: I look at Disney like this.

[00:28:16] [SPEAKER_02]: Good point.

[00:28:16] [SPEAKER_02]: You know, you can't walk in the Disney world anywhere or even a Disney store at the mall.

[00:28:21] [SPEAKER_02]: Right.

[00:28:22] [SPEAKER_02]: And although I know they're different companies, but you can't walk into a Disney world or Disney Cruise or Land or anything.

[00:28:30] [SPEAKER_02]: They're on you.

[00:28:31] [SPEAKER_02]: And get a bad attitude.

[00:28:33] [SPEAKER_02]: No, they're on you.

[00:28:33] [SPEAKER_02]: Like it's very hard to find an employee with a bad attitude.

[00:28:37] [SPEAKER_02]: Was it crew member?

[00:28:40] [SPEAKER_04]: What do they call them?

[00:28:41] [SPEAKER_04]: Cast members.

[00:28:41] [SPEAKER_04]: Cast member.

[00:28:42] [SPEAKER_02]: Yeah.

[00:28:42] [SPEAKER_02]: They're proud to be a cast member.

[00:28:44] [SPEAKER_02]: And I think this is what's going to happen with companies doing this.

[00:28:48] [SPEAKER_02]: So, oh boy.

[00:28:51] [SPEAKER_02]: So I always try to find that one.

[00:28:54] [SPEAKER_04]: You like bringing up the discrimination suits, man.

[00:28:56] [SPEAKER_04]: There's something.

[00:28:57] [SPEAKER_02]: I always try to find that one that's like, why?

[00:29:02] [SPEAKER_02]: Well, here it is, right?

[00:29:03] [SPEAKER_02]: So if anything's going to go viral from this episode, if anybody wants to, this is the one.

[00:29:09] [SPEAKER_02]: Not saying your stuff is important.

[00:29:10] [SPEAKER_02]: I'm just saying this one takes the cake for fucking stupidity.

[00:29:16] [SPEAKER_02]: So stupid national 101.

[00:29:18] [SPEAKER_02]: I'm going to read some of this because I want to get it right.

[00:29:22] [SPEAKER_02]: National Telecommuting Institute settles discrimination suit for 1.25 million.

[00:29:27] [SPEAKER_02]: So not a massive 45 million dollars.

[00:29:31] [SPEAKER_04]: Got it.

[00:29:32] [SPEAKER_04]: Well, to them an institute probably isn't.

[00:29:35] [SPEAKER_04]: Yeah, it probably is a lot of money.

[00:29:37] [SPEAKER_02]: It should have been like 45 million because they're fucking idiots.

[00:29:39] [SPEAKER_02]: So, all right.

[00:29:41] [SPEAKER_02]: In 2023, the EEOC brought a suit against NTI.

[00:29:46] [SPEAKER_02]: Let me start by explaining what NTI is.

[00:29:49] [SPEAKER_02]: Okay. You ready, Sim?

[00:29:51] [SPEAKER_02]: I'm ready.

[00:29:52] [SPEAKER_02]: A nonprofit disability organization dedicated to advocating and supporting the employment goals of the disability community and their family caregivers.

[00:30:03] [SPEAKER_02]: Now, I read that direct.

[00:30:04] [SPEAKER_02]: That's a direct line from there who they are on their website.

[00:30:08] [SPEAKER_02]: Right.

[00:30:09] [SPEAKER_02]: Okay.

[00:30:10] [SPEAKER_02]: The lawsuit.

[00:30:12] [SPEAKER_02]: Federal agency charges staffing firm refused to refer blind and low vision applicants and denied disability accommodations.

[00:30:26] [SPEAKER_02]: So, let me get this.

[00:30:30] [SPEAKER_02]: You're a nonprofit for those with disabilities.

[00:30:34] [SPEAKER_02]: Right.

[00:30:34] [SPEAKER_02]: But you refuse to refer applicants through your agency that have a disability.

[00:30:42] [SPEAKER_02]: It makes no sense.

[00:30:44] [SPEAKER_02]: So, when NTI became aware that applicants for placement used accessibility technology such as like screen readers.

[00:30:50] [SPEAKER_02]: We have experience with this stuff.

[00:30:51] [SPEAKER_02]: Right.

[00:30:53] [SPEAKER_02]: Screen readers that convert computer text to speech.

[00:30:56] [SPEAKER_02]: NTI told those applicants that no positions were available that could accommodate the software.

[00:31:04] [SPEAKER_04]: In their or place of business?

[00:31:07] [SPEAKER_02]: No, for their clients where they're placing people.

[00:31:12] [SPEAKER_02]: That's insane.

[00:31:13] [SPEAKER_02]: So, this is all you do.

[00:31:15] [SPEAKER_02]: Like, this is literally all they do is placements like this.

[00:31:18] [SPEAKER_02]: So, anyhow, the EEOC alleges that as a general practice, NTI then failed or refused to place or refer the applicants for employment.

[00:31:29] [SPEAKER_02]: The EEOC's complaint also alleges that NTI denied blind and low vision applicants access to placement services by failing to provide reasonable accommodations for two participants in the pre-employment application process.

[00:31:44] [SPEAKER_02]: So, I wanted to read that so I got it right.

[00:31:45] [SPEAKER_02]: Absolutely shameful.

[00:31:48] [SPEAKER_02]: Makes no sense to me.

[00:31:49] [SPEAKER_02]: So, this takes if we had an award for stupidity news of the week, this is it right here.

[00:31:56] [SPEAKER_04]: I love the stupid criminals of the week bits that shows do.

[00:32:00] [SPEAKER_02]: We should do that and get some audio.

[00:32:01] [SPEAKER_02]: But like asshole something like it just like whatever.

[00:32:07] [SPEAKER_04]: It reminds me of this guy in Florida bringing in an alligator into a liquor store.

[00:32:13] [SPEAKER_04]: It's kind of like this is my video.

[00:32:15] [SPEAKER_04]: It's not big alligators like five foot alligator, but it's an alligator.

[00:32:19] [SPEAKER_04]: It's a live alligator.

[00:32:20] [SPEAKER_04]: He's carrying it to get a case of beer.

[00:32:23] [SPEAKER_04]: And so he gets caught, gets jammed up and he's talking on camera.

[00:32:27] [SPEAKER_04]: He's like, well, you know, I just brought it to the liquor store.

[00:32:32] [SPEAKER_02]: I was taking it for a walk.

[00:32:34] [SPEAKER_02]: So, we booked an excursion for the upcoming.

[00:32:40] [SPEAKER_02]: And it's a fan boat ride or airboat ride through the Everglades.

[00:32:44] [SPEAKER_04]: I love those.

[00:32:45] [SPEAKER_02]: The girls are just not having it.

[00:32:47] [SPEAKER_02]: They're watching videos of tipped over air boats and air boats that are sinking in the Everglades, which happens a little more often than I expected.

[00:33:00] [SPEAKER_04]: It's not the alligators.

[00:33:01] [SPEAKER_04]: It's the anacondas and the pythons that you really let's let's just switch topics.

[00:33:07] [SPEAKER_02]: I mean, like anyhow, NT I don't know, man.

[00:33:13] [SPEAKER_04]: Hey, by the way, those are things that loud.

[00:33:15] [SPEAKER_04]: Make sure you have all kinds of your gear.

[00:33:17] [SPEAKER_04]: They're loud, loud, like like decibel level like you're sitting in front of a big giant fan.

[00:33:24] [SPEAKER_04]: Not shocking.

[00:33:25] [SPEAKER_04]: So, Colorado became the first state to pass legislation governing the use of AI protecting consumers against algorithmic discrimination.

[00:33:38] [SPEAKER_04]: This is on a legislature like Colorado.

[00:33:42] [SPEAKER_04]: So, L.E.G. Colorado.

[00:33:46] [SPEAKER_04]: Or or.

[00:33:47] [SPEAKER_04]: So that's their legislator.

[00:33:49] [SPEAKER_04]: It's passed.

[00:33:50] [SPEAKER_04]: So it passed in May goes into effect.

[00:33:52] [SPEAKER_04]: But basically any employer doing business in the state of California or Colorado with more than 50 employees will have specific obligations when AI is a factor in the decision making processes that affect personnel, which is basically everything.

[00:34:10] [SPEAKER_04]: Yeah.

[00:34:10] [SPEAKER_04]: It's pretty higher.

[00:34:12] [SPEAKER_04]: And by the way, notice the phraseology.

[00:34:15] [SPEAKER_04]: Doing business in the state of Colorado.

[00:34:18] [SPEAKER_04]: Right.

[00:34:18] [SPEAKER_04]: You know, I'd be headquartered in Colorado doing business.

[00:34:22] [SPEAKER_04]: So it goes.

[00:34:23] [SPEAKER_02]: Pretty much any company that's online.

[00:34:26] [SPEAKER_02]: Right.

[00:34:27] [SPEAKER_04]: Yeah.

[00:34:27] [SPEAKER_04]: So it will take effect February 1st, 2026.

[00:34:30] [SPEAKER_04]: So it gives people enough time to kind of undo things that are there.

[00:34:34] [SPEAKER_04]: And I believe that we're going to see other states follow this and also think the federal government is going to follow us.

[00:34:39] [SPEAKER_04]: Yeah.

[00:34:40] [SPEAKER_04]: So coming to a theater near you.

[00:34:44] [SPEAKER_04]: Yeah.

[00:34:45] [SPEAKER_04]: But the way that they phrase that, I actually went back and looked at the bill and it's not just consumers.

[00:34:51] [SPEAKER_04]: It talks about consumers and it talks about employees being consumers of work in a way.

[00:34:59] [SPEAKER_04]: And so that algorithmic discrimination, we're going to see a bunch of that type of legislation.

[00:35:10] [SPEAKER_02]: Your shows are here.

[00:35:12] [SPEAKER_02]: Shows your stories are slightly more positive than mine this week.

[00:35:19] [SPEAKER_02]: I don't know whatever it is, but it's time to talk money.

[00:35:25] [SPEAKER_02]: So let's talk some acquisitions.

[00:35:29] [SPEAKER_02]: Payoneer buying global payroll startup squad for sixty one million dollars.

[00:35:37] [SPEAKER_02]: I'm saying that right. Right.

[00:35:39] [SPEAKER_02]: Squad. That's a cool way to spell it.

[00:35:41] [SPEAKER_02]: S-K-U-A-D.

[00:35:42] [SPEAKER_02]: So this is a quick swift exit for these guys.

[00:35:46] [SPEAKER_02]: They launched in 2019.

[00:35:49] [SPEAKER_02]: They're SMB focused.

[00:35:51] [SPEAKER_02]: They operate Internet that they help SMBs that operate internationally with payroll remote onboarding.

[00:35:58] [SPEAKER_02]: So all in all, this is just the initial buy is sixty one million.

[00:36:04] [SPEAKER_02]: They could end up paying eighty one million based on performance goals and continued employment of key personnel.

[00:36:11] [SPEAKER_02]: So ten dollars for ten dollars, ten million dollars for each.

[00:36:14] [SPEAKER_02]: So total could get up to about eighty one million.

[00:36:17] [SPEAKER_02]: That's not a bad that's not a bad take from a company I just found in 2019.

[00:36:23] [SPEAKER_04]: What I read is it's cash.

[00:36:25] [SPEAKER_02]: It is cash. You're right.

[00:36:27] [SPEAKER_04]: It is cash.

[00:36:28] [SPEAKER_04]: So I like that the people are all moving over.

[00:36:31] [SPEAKER_04]: So Payoneer has about twenty one hundred employees.

[00:36:35] [SPEAKER_04]: Squad has about two hundred employees.

[00:36:37] [SPEAKER_04]: So they're all moving over as part of the acquisitions.

[00:36:40] [SPEAKER_04]: Right. And good for them.

[00:36:42] [SPEAKER_04]: And it was a successful exit.

[00:36:45] [SPEAKER_04]: I mean five years into the bit, they got up to two hundred employees and again cash exit.

[00:36:52] [SPEAKER_04]: Yeah. Yeah.

[00:36:53] [SPEAKER_04]: Can't beat that.

[00:36:54] [SPEAKER_04]: I like all that.

[00:36:55] [SPEAKER_04]: So good for them.

[00:36:56] [SPEAKER_04]: All right.

[00:36:57] [SPEAKER_04]: Let me give you one.

[00:36:59] [SPEAKER_04]: Corbett acquires NFS technology to strengthen companies position as the leading global workforce experience platform.

[00:37:09] [SPEAKER_04]: Some business wire go put in Corbett.

[00:37:12] [SPEAKER_04]: That's K.O.R. B.Y.T.

[00:37:17] [SPEAKER_04]: I've been following Corbett for a while and they're killing it.

[00:37:19] [SPEAKER_04]: It's not a household name yet, but it will be if they keep doing acquisitions like this.

[00:37:26] [SPEAKER_04]: And E.X. that workforce experience, employee experience is critical to everything in H.R.

[00:37:33] [SPEAKER_04]: from candidates to employees to alumni.

[00:37:38] [SPEAKER_04]: So good for them.

[00:37:40] [SPEAKER_04]: Solid acquisition.

[00:37:44] [SPEAKER_04]: The standard, right?

[00:37:46] [SPEAKER_04]: To acquire.

[00:37:47] [SPEAKER_02]: I love that name.

[00:37:48] [SPEAKER_04]: I do too.

[00:37:49] [SPEAKER_04]: I've always loved that name.

[00:37:51] [SPEAKER_04]: It's just the standard.

[00:37:53] [SPEAKER_04]: How can that suck?

[00:37:54] [SPEAKER_04]: It's very, very authoritative.

[00:37:57] [SPEAKER_04]: Like the standard.

[00:37:59] [SPEAKER_04]: Awesome.

[00:38:00] [SPEAKER_04]: This is awesome.

[00:38:01] [SPEAKER_04]: Oh, OK.

[00:38:02] [SPEAKER_04]: Well, I guess it can suck.

[00:38:03] [SPEAKER_04]: So the standard to acquire all states employer voluntary benefits business for two billion dollars.

[00:38:14] [SPEAKER_04]: That's a jump change.

[00:38:16] [SPEAKER_04]: That's a B.

[00:38:16] [SPEAKER_04]: Yeah, it is to them.

[00:38:17] [SPEAKER_04]: Good point.

[00:38:19] [SPEAKER_04]: Good.

[00:38:19] [SPEAKER_04]: Good for both in my opinion.

[00:38:20] [SPEAKER_04]: I found on the standard.

[00:38:22] [SPEAKER_04]: So they have a press release about all of it.

[00:38:24] [SPEAKER_04]: I think it's good for both businesses because it gets all state to focus on what they're really great at.

[00:38:29] [SPEAKER_04]: And it's a solid pick up for the standard.

[00:38:32] [SPEAKER_04]: And so it also shows their intent of going deeper into that area.

[00:38:37] [SPEAKER_04]: So this is one of those deals where you kind of trade.

[00:38:40] [SPEAKER_04]: We've gotten to a point where we're not good with this, but you're really good with that.

[00:38:45] [SPEAKER_03]: Great.

[00:38:46] [SPEAKER_04]: Everybody wins.

[00:38:47] [SPEAKER_03]: Yeah.

[00:38:47] [SPEAKER_04]: So I don't assume that a lot of these people know each other, you know, probably especially in the end.

[00:38:54] [SPEAKER_04]: That's a small world.

[00:38:56] [SPEAKER_04]: Yeah, I just can't help but think that at one point someone looked at the business unit and said, you know what?

[00:39:00] [SPEAKER_04]: Yeah, we can't grow this.

[00:39:02] [SPEAKER_02]: This happened around dinner.

[00:39:03] [SPEAKER_02]: You know, we were at this.

[00:39:08] [SPEAKER_02]: What's it going to cost to buy you bring you in and get this thing done?

[00:39:11] [SPEAKER_04]: How works to being give me another round.

[00:39:15] [SPEAKER_02]: Maybe cut me a check.

[00:39:16] [SPEAKER_04]: Yeah, I think the same way, by the way.

[00:39:18] [SPEAKER_02]: Yeah, I walk away just come to each other.

[00:39:22] [SPEAKER_02]: Yes, works by Italian H.R. and payroll F2A found this on Unleash.

[00:39:33] [SPEAKER_02]: So terms were I know you had this one as well.

[00:39:35] [SPEAKER_02]: Terms were undisclosed.

[00:39:37] [SPEAKER_02]: What's interesting here is that F2A was previously acquired by Ardium.

[00:39:45] [SPEAKER_02]: 166 billion in assets.

[00:39:49] [SPEAKER_02]: So SDS works is for those that don't know is an end to end H.R. payroll partner.

[00:39:55] [SPEAKER_02]: I feel like we're heavy on payroll and this week for some reason.

[00:39:59] [SPEAKER_02]: So anyway, this is a European company which is using the acquisition as a way to expand.

[00:40:05] [SPEAKER_02]: This is an expansion, expanding their footprint.

[00:40:08] [SPEAKER_02]: It's Italian based F2A is prompt saying that is Italian based with more money.

[00:40:14] [SPEAKER_02]: More than 6000 customers.

[00:40:19] [SPEAKER_04]: They're the ADP of Italy.

[00:40:23] [SPEAKER_04]: So SD works, by the way, works is with an X.

[00:40:26] [SPEAKER_04]: With an X.

[00:40:28] [SPEAKER_04]: They've been doing some killer work for a long time.

[00:40:31] [SPEAKER_04]: That's good for them and it shows their intent because they really have been UK based and a little continental Europe.

[00:40:38] [SPEAKER_04]: But it shows their intent of going deeper into all of that area.

[00:40:42] [SPEAKER_04]: So I like it. I like the pickup.

[00:40:46] [SPEAKER_04]: And again, good for everybody.

[00:40:48] [SPEAKER_04]: Good for F2A to have that type of exit.

[00:40:52] [SPEAKER_04]: We don't know what the terms were but it wasn't cheap.

[00:40:56] [SPEAKER_04]: I can tell you that.

[00:40:58] [SPEAKER_04]: So good for them. Good for them.

[00:41:01] [SPEAKER_04]: Yeah, solid.

[00:41:02] [SPEAKER_04]: Ryan, do you remember Summer?

[00:41:04] [SPEAKER_04]: I do remember Summer.

[00:41:06] [SPEAKER_02]: I fell in love with him and we spoke with Will.

[00:41:08] [SPEAKER_04]: So, Summer, student loan benefit provider, accelerates its growth with the asset acquisition of Vault, a financial wellness innovator.

[00:41:22] [SPEAKER_04]: And you can find this on meetsummer.com.

[00:41:24] [SPEAKER_04]: That's their website.

[00:41:26] [SPEAKER_04]: So they raised nine million in April and now we know where some of it went.

[00:41:40] [SPEAKER_02]: It says it was all cash.

[00:41:43] [SPEAKER_02]: It does say it was all cash?

[00:41:45] [SPEAKER_02]: All cash deal but terms not disclosed.

[00:41:47] [SPEAKER_04]: Okay, okay.

[00:41:49] [SPEAKER_04]: So we definitely know where some of the money went.

[00:41:52] [SPEAKER_04]: But we podcasted with Will and loved him.

[00:41:56] [SPEAKER_04]: Good company. Cool company.

[00:41:58] [SPEAKER_04]: So good for them.

[00:41:59] [SPEAKER_02]: Yeah, this is one I really like, Summer.

[00:42:02] [SPEAKER_02]: I mean, we liked everything. We liked Will.

[00:42:04] [SPEAKER_02]: We liked everything that he showed us.

[00:42:09] [SPEAKER_02]: But employers consider educational assistance as like a key benefit right now for recruiting and retaining talent.

[00:42:20] [SPEAKER_02]: So anyhow, this is fantastic.

[00:42:23] [SPEAKER_02]: The thing they mentioned there is that the acquisition tripled its customer base.

[00:42:29] [SPEAKER_02]: Oh, wow.

[00:42:29] [SPEAKER_02]: That's pretty good.

[00:42:32] [SPEAKER_02]: And they're Austin based.

[00:42:33] [SPEAKER_02]: That's not too far from you, right?

[00:42:35] [SPEAKER_02]: Nope, not at all.

[00:42:37] [SPEAKER_02]: Keeping it weird down there is what I hear.

[00:42:39] [SPEAKER_04]: As they shall.

[00:42:41] [SPEAKER_04]: Are we on to research the R?

[00:42:43] [SPEAKER_04]: We are.

[00:42:44] [SPEAKER_04]: Let's do it.

[00:42:44] [SPEAKER_04]: Ron Stead's 2024 Talent Insights Report.

[00:42:49] [SPEAKER_04]: What do workers really want?

[00:42:51] [SPEAKER_04]: Good God, if you can answer that.

[00:42:53] [SPEAKER_04]: Yeah, if you can answer that.

[00:42:57] [SPEAKER_04]: So EVP talk a lot about because it's a branding report or EVP.

[00:43:02] [SPEAKER_04]: And here are some of the numbers.

[00:43:04] [SPEAKER_04]: Attractive salary, number one most desirable trait in the EVP.

[00:43:12] [SPEAKER_04]: Equity enters the top five preferences for the first time.

[00:43:16] [SPEAKER_04]: So that's interesting.

[00:43:18] [SPEAKER_04]: Two percent increase in job changes over the latter half of 2023.

[00:43:24] [SPEAKER_04]: Almost 50 percent of the workers now work remotely, at least part time up from 42 percent in 2023.

[00:43:34] [SPEAKER_04]: So it kind of reaffirms what we know.

[00:43:38] [SPEAKER_04]: People want to get paid.

[00:43:40] [SPEAKER_04]: Shocking.

[00:43:41] [SPEAKER_04]: And they want to work how they want to work.

[00:43:45] [SPEAKER_04]: So cool report.

[00:43:47] [SPEAKER_04]: It's behind a paywall, not a paywall, a form.

[00:43:50] [SPEAKER_04]: So go fill out the form, get the report, take a look at it.

[00:43:54] [SPEAKER_04]: It's cool.

[00:43:55] [SPEAKER_02]: My question here is do we consider or at some point soon do we consider work from home versus work from anywhere a different thing?

[00:44:10] [SPEAKER_02]: Is that different?

[00:44:12] [SPEAKER_04]: I think companies are already laying down that foundation.

[00:44:17] [SPEAKER_04]: But yes, there's office and then there's work from anywhere.

[00:44:22] [SPEAKER_04]: Home is a part of anywhere.

[00:44:24] [SPEAKER_04]: So you can work from the beach, you can work from whatever.

[00:44:28] [SPEAKER_04]: But you're either working in the office or from not the office, I guess.

[00:44:33] [SPEAKER_02]: Yeah, yeah, yeah.

[00:44:34] [SPEAKER_02]: I mean, it seems more simple, but I kind of feel like do you need a do you need a base?

[00:44:41] [SPEAKER_02]: Right.

[00:44:41] [SPEAKER_02]: Now you work from home.

[00:44:42] [SPEAKER_02]: OK, so I'm in the home office and I can go work from a kayak.

[00:44:45] [SPEAKER_02]: It's totally fine.

[00:44:46] [SPEAKER_02]: Like I can figure it out.

[00:44:47] [SPEAKER_02]: I can work from a park bench.

[00:44:49] [SPEAKER_04]: Right.

[00:44:51] [SPEAKER_02]: But yeah, I don't know.

[00:44:52] [SPEAKER_02]: I don't know where I stand on that.

[00:44:54] [SPEAKER_04]: It's a debate in my own head.

[00:44:55] [SPEAKER_04]: Yeah, no, but it questions the value of working in an office.

[00:45:05] [SPEAKER_04]: That's what it's questioning.

[00:45:07] [SPEAKER_04]: Again, had we not had the pandemic, we wouldn't have any of these questions or at least the really, really tiny conversations.

[00:45:15] [SPEAKER_04]: Now it's a part of every conversation.

[00:45:19] [SPEAKER_04]: Executives are trying to figure out, OK, is this a critical?

[00:45:22] [SPEAKER_04]: Is this a critical part of what we do and how we do it?

[00:45:26] [SPEAKER_04]: It doesn't mean that you have to be in the box.

[00:45:29] [SPEAKER_04]: And if the answer to that is yes, then you do everything you can to get people to the office.

[00:45:36] [SPEAKER_04]: If the answer is no, people work wherever the hell they want to work again, including the office.

[00:45:42] [SPEAKER_04]: Right.

[00:45:43] [SPEAKER_04]: So I think people, again, I don't think there's an easy answer.

[00:45:48] [SPEAKER_04]: I think company by company, looking at your values, looking at who you serve and how you serve them, it's multidimensional and it's complex.

[00:45:58] [SPEAKER_04]: There's no easy answers.

[00:46:01] [SPEAKER_04]: So God love you.

[00:46:02] [SPEAKER_02]: We shall figure it out.

[00:46:07] [SPEAKER_02]: Millennials and Gen Z workers communicate differently.

[00:46:12] [SPEAKER_02]: Newsflash.

[00:46:14] [SPEAKER_02]: Did you not know that?

[00:46:15] [SPEAKER_02]: Like I do that, right?

[00:46:16] [SPEAKER_02]: Duh, right?

[00:46:17] [SPEAKER_02]: Yep.

[00:46:18] [SPEAKER_02]: So anyway, this is actually a really good read.

[00:46:22] [SPEAKER_02]: I read this a couple of weeks ago.

[00:46:23] [SPEAKER_02]: I bookmarked it, never did anything with it, forgot to talk about it last week, so I wanted to bring it up.

[00:46:30] [SPEAKER_02]: But it's true.

[00:46:32] [SPEAKER_02]: Millennials and Gen Z, they do communicate differently.

[00:46:36] [SPEAKER_02]: So this is a small bit of resource that was posted on Fast Company.

[00:46:40] [SPEAKER_02]: It talks about the different communication styles and the breakdown in the office that can happen if it's not addressed properly.

[00:46:49] [SPEAKER_02]: So most of this is common sense, but I did take a couple of notes.

[00:46:54] [SPEAKER_02]: And so I want to kind of throw this out.

[00:46:56] [SPEAKER_02]: You get your reaction.

[00:47:00] [SPEAKER_02]: So a couple things.

[00:47:02] [SPEAKER_02]: There is there is common ground.

[00:47:04] [SPEAKER_02]: Transparency and honesty is the mutual ground between both generations.

[00:47:09] [SPEAKER_02]: Full stop.

[00:47:09] [SPEAKER_02]: Yeah, kind of makes sense, right?

[00:47:11] [SPEAKER_04]: Full stop.

[00:47:13] [SPEAKER_04]: Does Gen X and Boomers not care about transparency and honesty?

[00:47:18] [SPEAKER_04]: Probably not.

[00:47:20] [SPEAKER_04]: You don't think they do?

[00:47:21] [SPEAKER_02]: Seriously?

[00:47:22] [SPEAKER_02]: No, of course they do.

[00:47:24] [SPEAKER_02]: I think it's in every generation.

[00:47:26] [SPEAKER_02]: This is why I think a lot of these surveys are stupid.

[00:47:30] [SPEAKER_02]: But I thought it was it was an interesting read when you read the full article.

[00:47:36] [SPEAKER_04]: I'm just starting with transparency and honesty.

[00:47:39] [SPEAKER_04]: I'm trying to figure out the people, especially the generation that said, nah, I don't really care about that.

[00:47:46] [SPEAKER_02]: I'd rather be lied to and I don't want to hear it.

[00:47:49] [SPEAKER_02]: All right. So here's the big takeaway.

[00:47:52] [SPEAKER_02]: I think part of me included this in the research because I feel like some surveys that are done where they spend money and pay someone to do this stuff just kind of blows my mind that someone's getting paid to actually do this.

[00:48:08] [SPEAKER_02]: Millennials prefer, drum roll please, meaningful, purposeful conversations while Gen Z values feeling included and respected.

[00:48:19] [SPEAKER_02]: Gen Z favors instant messaging over phone calls, while Millennials prefer more traditional communication methods like phone calls and conversation.

[00:48:31] [SPEAKER_02]: That's the big finding.

[00:48:33] [SPEAKER_04]: You feel smarter now?

[00:48:36] [SPEAKER_04]: It sounds like Gen Zs are becoming Gen X.

[00:48:40] [SPEAKER_04]: Like it just seemed you know what I'm saying?

[00:48:42] [SPEAKER_04]: And like when we first started talking about Millennials, it was their attention span was smaller.

[00:48:48] [SPEAKER_04]: And you know you're gonna have to get there faster and you know emails a little bit boomerish and stuff like that.

[00:48:53] [SPEAKER_04]: Like when we now come back and say well Millennials want to they want to talk on the phone, they want to get on Zoom, they want to do things.

[00:49:00] [SPEAKER_04]: They want the emails.

[00:49:02] [SPEAKER_03]: Yeah.

[00:49:02] [SPEAKER_04]: It kind of sounds like they're becoming their parents.

[00:49:08] [SPEAKER_04]: I love that.

[00:49:08] [SPEAKER_04]: I love it. Is that Geico?

[00:49:11] [SPEAKER_04]: Whoever's commercial that is about you becoming your parents?

[00:49:14] [SPEAKER_02]: Becoming your parents, yeah.

[00:49:16] [SPEAKER_04]: It just, I think the thing with Gen Z that's particularly interesting as it relates to this is the way they've changed language.

[00:49:26] [SPEAKER_04]: Like Van and Henry were explaining all the different words and what they mean and how they use them.

[00:49:34] [SPEAKER_04]: And it is like it is a different language.

[00:49:37] [SPEAKER_02]: Oh I totally got the, I don't know, where's the 13 year olds at? What's their?

[00:49:44] [SPEAKER_04]: Oh no they're still Gen Z.

[00:49:45] [SPEAKER_04]: Gen Z?

[00:49:46] [SPEAKER_04]: They're right there at the breaking point.

[00:49:48] [SPEAKER_02]: Okay so yeah it's just funny.

[00:49:51] [SPEAKER_02]: So she was totally just like mortified.

[00:49:53] [SPEAKER_02]: So the other day she had one of her friends over and they're listening on.

[00:49:57] [SPEAKER_02]: They had some music whatever playing.

[00:49:59] [SPEAKER_02]: I walked in and I was like oh man that's the vibe right there.

[00:50:03] [SPEAKER_01]: They're like no! Don't say that!

[00:50:06] [SPEAKER_02]: That's fire.

[00:50:07] [SPEAKER_01]: Why? Like it is. They're like you're not allowed to say that.

[00:50:11] [SPEAKER_04]: No, no. It's as if you cursed.

[00:50:15] [SPEAKER_04]: They just changed it like you just showed your age by saying fire.

[00:50:19] [SPEAKER_00]: Yeah, yeah. Well vibe is what they're using.

[00:50:22] [SPEAKER_00]: She's like oh that's the vibe.

[00:50:23] [SPEAKER_00]: You know like what? Like your dad's hip. What can I say?

[00:50:26] [SPEAKER_00]: Yeah but I like to read up on it and then just use it in random conversations.

[00:50:31] [SPEAKER_02]: Like when Sigma was the thing I was like oh that's so Sigma.

[00:50:35] [SPEAKER_04]: Oh yeah.

[00:50:36] [SPEAKER_02]: They're just like what? Don't ever say that.

[00:50:38] [SPEAKER_04]: And it changes.

[00:50:41] [SPEAKER_04]: So what I thought was interesting when Millennials first kind of came about is it was shorter communications but it was also they still use the words that we used.

[00:50:53] [SPEAKER_04]: Yeah.

[00:50:53] [SPEAKER_02]: Why they're getting older.

[00:50:54] [SPEAKER_04]: They're getting older but when Millennials first came on they used the words that we do.

[00:50:58] [SPEAKER_04]: They just shortened them and they used emojis.

[00:51:02] [SPEAKER_04]: Right.

[00:51:02] [SPEAKER_04]: Whereas Junzee then took it to a different level in that they just changed the fucking words.

[00:51:10] [SPEAKER_04]: Like sus. Okay. All right.

[00:51:14] [SPEAKER_04]: I got to learn a new language is basically what I learned there.

[00:51:17] [SPEAKER_02]: Anyway useless resource that I found in my book.

[00:51:20] [SPEAKER_02]: No, no, no.

[00:51:21] [SPEAKER_02]: I wanted to use it because I spent my time on it.

[00:51:23] [SPEAKER_04]: It's all about work man.

[00:51:24] [SPEAKER_04]: These people are going to be leading companies if they're not already.

[00:51:29] [SPEAKER_04]: So let me tell you a little bit about Glassdoor's employee confidence index.

[00:51:36] [SPEAKER_04]: Unsteady improvements.

[00:51:37] [SPEAKER_04]: This was on Glassdoor.com.

[00:51:40] [SPEAKER_04]: Burnout.

[00:51:41] [SPEAKER_04]: Right.

[00:51:41] [SPEAKER_04]: It's all about burnout.

[00:51:43] [SPEAKER_04]: When we say do more with less at one point the rooster comes home to roost and that's what's happening right now in their reporting.

[00:51:52] [SPEAKER_04]: It's fascinating.

[00:51:55] [SPEAKER_04]: Employees are talking to each other about burnout is way up.

[00:51:59] [SPEAKER_04]: That's one of the things that came out of the report is it's not you're suffering in silence.

[00:52:05] [SPEAKER_04]: You know I have burnout.

[00:52:06] [SPEAKER_04]: I feel stressed and anxiety.

[00:52:09] [SPEAKER_04]: You know not getting paid doing more work but I'm not but normally that's almost an individual Odyssey.

[00:52:16] [SPEAKER_04]: What they found in this research is yeah now they're talking.

[00:52:23] [SPEAKER_04]: Now they're talking to each other about being burned out and oh not good.

[00:52:28] [SPEAKER_04]: Not good for companies.

[00:52:30] [SPEAKER_04]: So we're going to see there's going to be a breaking point here where they either reconcile this and get more employees figure out ways to displace the work or they're going to have to figure out how to deal with conversations around burnout at work.

[00:52:47] [SPEAKER_04]: Like executives this is a new flash.

[00:52:49] [SPEAKER_04]: If you're leading a company you better have a burnout communication strategy.

[00:52:56] [SPEAKER_04]: You know that's coming down the pike for you.

[00:52:58] [SPEAKER_04]: So great research always love this stuff that Glassdoor does go take a look at.

[00:53:02] [SPEAKER_02]: All right.

[00:53:04] [SPEAKER_02]: Okay I like this one too.

[00:53:06] [SPEAKER_02]: I kind of like all my stores.

[00:53:07] [SPEAKER_02]: You know as you buy us here right.

[00:53:10] [SPEAKER_02]: So the chat bot wars get personal that's what I'm calling it.

[00:53:14] [SPEAKER_02]: That's my my fancy line.

[00:53:15] [SPEAKER_02]: So I found this one on workforce news.

[00:53:18] [SPEAKER_02]: So Mark Pepper had it on one of his his newsletters that I came across on his Wednesday Bulletin.

[00:53:27] [SPEAKER_02]: So this is actually a it's not research but it's a really deep article like it goes into detail detail and it's really good.

[00:53:36] [SPEAKER_02]: This is more Google versus Apple versus Samsung or Android right.

[00:53:41] [SPEAKER_02]: It's about how the new release of Pixel 9 is more like a personal chat bot in your watch.

[00:53:49] [SPEAKER_02]: Yeah yeah yeah.

[00:53:50] [SPEAKER_02]: And so how does this tie into work.

[00:53:53] [SPEAKER_02]: Good question.

[00:53:55] [SPEAKER_02]: This is about contextually aware communication.

[00:54:01] [SPEAKER_02]: So that is kind of the marketing thing right like right message right time right place right.

[00:54:06] [SPEAKER_02]: So how does it know because it's in your pocket and here's your chat bot at your it's your friend.

[00:54:11] [SPEAKER_02]: It's your companion.

[00:54:12] [SPEAKER_02]: So anyhow your buddy I'm trying to tie this in into work as I'm reading through this article is not about this is about your phone right about production efficiency having your phone now be like schedule on your calendars make your phone call things you can still do today.

[00:54:28] [SPEAKER_02]: But now it's like all tied into your stuff and so it's it's not just about contextually you know aware ads.

[00:54:37] [SPEAKER_02]: It's actually going through your emails summing it up for you or go into your calendar and I can say you know Gemini for example.

[00:54:46] [SPEAKER_02]: Hey Gemini tell me you know the five things I got to do in the next week that I need to prioritize things like that.

[00:54:52] [SPEAKER_04]: What have I promised people.

[00:54:54] [SPEAKER_02]: Right yeah so based on my emails based on my notes based on the calendar now if you can trust it as a different thing but it will go and say OK here's what you're talking about.

[00:55:05] [SPEAKER_02]: Here's your meetings.

[00:55:05] [SPEAKER_02]: Here's what you need pretty cool right.

[00:55:08] [SPEAKER_02]: So I thought OK how do we tie this back into into work because candidates have phones recruiters have phones and a lot of the tools that we're using are on phones right in their in their apps anyway personalized candidate experience is kind of.

[00:55:24] [SPEAKER_02]: Where I'm landing on here.

[00:55:27] [SPEAKER_02]: So I'm thinking like interview prep and onboarding are two things that I can tie everything into that they're doing on this new release which is pretty bad ass to the phone.

[00:55:41] [SPEAKER_04]: If you if you haven't I actually think about switching over to a pixel nine which is I promised myself that I wouldn't move to Google until the 20th iteration.

[00:55:52] [SPEAKER_04]: By then they'll have worked out by then no by then they'll have it all worked out.

[00:55:59] [SPEAKER_04]: But it's again I'm going to wait because yeah I think what you think what you've unearthed here is can you have a best in class app that's away from where people work like you and I have work in Gmail right.

[00:56:18] [SPEAKER_04]: And you can turn on Gemini and it will do all kind of like you turn on a pain and it'll do all kinds of crazy shit for you.

[00:56:25] [SPEAKER_04]: But you got to turn it on and you got to work in it now if you're working in chat GPT for doing stuff so that's a separate app.

[00:56:34] [SPEAKER_04]: That's a separate bit.

[00:56:35] [SPEAKER_04]: It's not right to where you're working.

[00:56:37] [SPEAKER_04]: So this is going to be a game.

[00:56:40] [SPEAKER_04]: It is a war no doubt of where do you work the most and using the tools in which where you work like this is actually this is work tech one on one type shit.

[00:56:54] [SPEAKER_04]: You can have the best best in class.

[00:56:59] [SPEAKER_04]: AI but if it's off by itself now you're driving users to go use it off by themselves.

[00:57:06] [SPEAKER_01]: Right.

[00:57:07] [SPEAKER_04]: And if if you're with if it's if it's integrated with work meaning it's where you already work we work in one a couple different apps Monday HubSpot Hoop Suite whatever it is right.

[00:57:21] [SPEAKER_04]: Whatever the stack is the more that we use the AI products that are embedded in those tools the more we'll use them.

[00:57:30] [SPEAKER_02]: Yeah well what I liked about the pixel nine bit is that it's the new release and I have haven't used I've just seen the videos of it.

[00:57:42] [SPEAKER_02]: It's it's reading your screenshots it's reading your emails when you take a screenshot for example benefits.

[00:57:51] [SPEAKER_02]: Right. Take a screenshot of your benefits email or your benefit like you're reading benefits like oh I need that screenshot.

[00:57:57] [SPEAKER_02]: It goes away. So it has the ability to now recall that based on what you're doing so if I'm in an email.

[00:58:05] [SPEAKER_02]: Yeah.

[00:58:06] [SPEAKER_02]: I'm talking about benefits because you as my boss email me or my HR partner emailed me and says hey we need to get your benefits squared away.

[00:58:15] [SPEAKER_02]: It's going to go back and say hey here's what you were thinking when you did this.

[00:58:20] [SPEAKER_02]: It's going to pull that information back up for the employee to be able to do that.

[00:58:26] [SPEAKER_02]: An interview prep I mean I take your I mean it literally does all this stuff today on the phone on the new release.

[00:58:33] [SPEAKER_04]: I'm a huge fan of Google lens I use Google lens all the time.

[00:58:38] [SPEAKER_04]: So because when you take a picture of it of any you to bug bird fish whatever a consumer product it's it's integrated into search.

[00:58:49] [SPEAKER_04]: Yeah. So the images that recognize and then it then pulls up the articles or whatever is related to it or where you can buy it.

[00:58:57] [SPEAKER_04]: So I think this is that that thing that Google has on people as they've got 20 years of search history.

[00:59:05] [SPEAKER_02]: That's all I do like going back to that original conversation we had earlier.

[00:59:09] [SPEAKER_02]: I do when I use voice to text or voice search now on Google.

[00:59:14] [SPEAKER_02]: I do like I didn't like in the beginning Gemini throwing his thing up front.

[00:59:19] [SPEAKER_02]: Now I like it because it's actually been relevant and and really I've stopped fact checking it which I don't know if it's a good thing but I stopped fact checking it I did in the beginning.

[00:59:29] [SPEAKER_02]: Yes.

[00:59:31] [SPEAKER_02]: Anyhow let's do this.

[00:59:33] [SPEAKER_02]: Let's talk about some more money.

[00:59:36] [SPEAKER_04]: Bandana empowers workers and gives them the tools and resources to take control of their work and their lives raised eight point five million dollars just on tech crunch.

[00:59:49] [SPEAKER_04]: The mission of this platform is to rejuvenate the working class of America by making it really easy for them to find better jobs.

[00:59:57] [SPEAKER_04]: And then in the long term better livelihoods great mission.

[01:00:03] [SPEAKER_04]: God bless them like good luck to bandana because this is what they're trying to do and eight point five million dollars to them.

[01:00:11] [SPEAKER_02]: So it'll help them get there.

[01:00:13] [SPEAKER_02]: I don't know how they're doing all that.

[01:00:15] [SPEAKER_02]: I did I did go to their site and I did run through some job search kind of like see if they say a lot.

[01:00:22] [SPEAKER_02]: Yeah.

[01:00:22] [SPEAKER_02]: But it's it's actually if I were to look for a job.

[01:00:27] [SPEAKER_02]: Yeah I would go to bandana.

[01:00:30] [SPEAKER_02]: I definitely would.

[01:00:31] [SPEAKER_02]: It's the pace front and center the benefits are front and center like all of the important things are required.

[01:00:37] [SPEAKER_02]: They're there and it's so easy to search.

[01:00:40] [SPEAKER_02]: I can search based off of minimum maximum salary per hour benefits like it's all right there and it just pulls the job.

[01:00:48] [SPEAKER_02]: So if if something's very important to me I don't have to look for a job based on title.

[01:00:53] [SPEAKER_02]: I can say maybe I'm a frontline worker.

[01:00:55] [SPEAKER_02]: I don't care if I work at Walmart Target or a manufacturing facility.

[01:00:58] [SPEAKER_02]: Right. Doesn't matter.

[01:01:00] [SPEAKER_02]: I need a salary.

[01:01:01] [SPEAKER_04]: I need these benefits and it gives you all trying to balance both those things is every every job board in the history of job boards will say we can help find a better job.

[01:01:13] [SPEAKER_01]: Yeah.

[01:01:14] [SPEAKER_04]: Faster you know we can we could do that.

[01:01:16] [SPEAKER_04]: They're actually saying yes we can do that.

[01:01:18] [SPEAKER_04]: And through this process a better life.

[01:01:24] [SPEAKER_04]: First of all, that's an aspirational goal.

[01:01:27] [SPEAKER_04]: And it's fantastic to hear someone actually try to help with that.

[01:01:32] [SPEAKER_04]: So good luck to them.

[01:01:35] [SPEAKER_02]: Okay.

[01:01:35] [SPEAKER_02]: The voice line raises two point six million in a seed round.

[01:01:41] [SPEAKER_02]: So this is a Munich company in Germany startup offers smart voice messaging.

[01:01:46] [SPEAKER_02]: It's a smart voice messaging platform for remote and hybrid teams.

[01:01:51] [SPEAKER_02]: So they're I think it's their tagline.

[01:01:54] [SPEAKER_02]: I saw it somewhere on their tap speak done like that's what they say.

[01:01:57] [SPEAKER_02]: So it's actually pretty slick.

[01:01:59] [SPEAKER_02]: I saw I was looking at it and went and did some research on and saw like a video demo of kind of what they're doing.

[01:02:08] [SPEAKER_02]: So this is a work by voice platform that lets you talk to your calendar take your notes all through voice and it integrates into your CRM.

[01:02:19] [SPEAKER_02]: It parses it all out.

[01:02:20] [SPEAKER_02]: It does it's it does its deal.

[01:02:22] [SPEAKER_02]: That's cool.

[01:02:23] [SPEAKER_02]: Email through it as well.

[01:02:25] [SPEAKER_02]: Basically all of your essentials.

[01:02:27] [SPEAKER_02]: So this is a sales tool.

[01:02:29] [SPEAKER_02]: There's a lot of sales companies are using this.

[01:02:31] [SPEAKER_02]: This is kind of where their focus is.

[01:02:34] [SPEAKER_02]: But I think it I think this crosses over into the world of recruiting.

[01:02:38] [SPEAKER_02]: So you heard it here and when they come into recruiting with my idea just Ryan I think you're going to like this one a lot.

[01:02:51] [SPEAKER_04]: Companion protect national pet insurance.

[01:02:55] [SPEAKER_02]: How do I get to the next one.

[01:03:01] [SPEAKER_04]: Companion protect national pet insurance and wellness administrator.

[01:03:08] [SPEAKER_02]: I'm not I have pets.

[01:03:10] [SPEAKER_02]: I love my dog.

[01:03:11] [SPEAKER_02]: I love my fish.

[01:03:13] [SPEAKER_02]: We have a little beta.

[01:03:14] [SPEAKER_02]: And it's big.

[01:03:16] [SPEAKER_02]: It's protests.

[01:03:19] [SPEAKER_02]: Yes.

[01:03:20] [SPEAKER_04]: So thought of.

[01:03:23] [SPEAKER_04]: Let me let me let me see if I can switch.

[01:03:27] [SPEAKER_04]: First of all they raised twenty point two five million.

[01:03:30] [SPEAKER_04]: That's what this important.

[01:03:33] [SPEAKER_04]: That's exactly right.

[01:03:34] [SPEAKER_04]: So here's the thing that I think I've finally it's because we've left about pet insurance for years.

[01:03:40] [SPEAKER_04]: However it's finally clicked for me that this is emergency things that come up for families.

[01:03:49] [SPEAKER_04]: Right.

[01:03:49] [SPEAKER_04]: And so this is this is not something you plan for.

[01:03:52] [SPEAKER_04]: And so pet insurance is a way to mitigate like like you have car insurance.

[01:03:57] [SPEAKER_04]: You get into a fender bender and you're not out sixty five hundred dollars.

[01:04:03] [SPEAKER_04]: You pay your you pay whatever you need to pay and it gets taken care of.

[01:04:08] [SPEAKER_04]: No not a lot of families are thinking about the emergency fund as it relates to their pet.

[01:04:15] [SPEAKER_04]: So I think this that's why it's a real benefit to employees because it's an emergency cost driver.

[01:04:23] Right.

[01:04:23] [SPEAKER_04]: And so it makes sense like if we could just get away from the pet insurance part and just go it's an emergency expense.

[01:04:30] [SPEAKER_04]: Right.

[01:04:31] [SPEAKER_04]: Related to pets.

[01:04:32] [SPEAKER_04]: And it's an emergency.

[01:04:33] [SPEAKER_04]: Yes but I definitely did caveat it with Ryan Rolls-Royce at the point.

[01:04:39] [SPEAKER_02]: I don't hate pet insurance.

[01:04:41] [SPEAKER_02]: We don't have pet insurance.

[01:04:43] [SPEAKER_02]: We could have used it in the past.

[01:04:45] [SPEAKER_02]: Yeah.

[01:04:45] [SPEAKER_02]: 100 percent.

[01:04:45] [SPEAKER_02]: 100 percent.

[01:04:47] [SPEAKER_02]: This goes back is more of an inside.

[01:04:50] [SPEAKER_02]: Yes it is.

[01:04:50] [SPEAKER_02]: Between us where our first episode at a live event one time was Nationwide Pet Insurance.

[01:04:58] [SPEAKER_01]: Yeah.

[01:04:58] [SPEAKER_02]: And it was just it just took me by surprise that that was.

[01:05:02] [SPEAKER_02]: You're like we're going to talk about this.

[01:05:04] [SPEAKER_02]: This is what we're going to talk about.

[01:05:04] [SPEAKER_00]: How do we talk about this for an hour and gosh darn it you did it.

[01:05:10] [SPEAKER_02]: You did it.

[01:05:12] [SPEAKER_02]: So anyway.

[01:05:13] [SPEAKER_02]: Pet insurance.

[01:05:14] [SPEAKER_02]: I've got an interesting one here.

[01:05:17] [SPEAKER_02]: This is a human reasoning company.

[01:05:19] [SPEAKER_02]: It's called Cosine.

[01:05:20] [SPEAKER_02]: They landed 2.5 million.

[01:05:22] [SPEAKER_02]: So they're based in London and San Francisco and they're developing human like autonomous AI software developers.

[01:05:31] [SPEAKER_02]: So yes this is happening everywhere.

[01:05:36] [SPEAKER_02]: Like right tools are doing this.

[01:05:39] [SPEAKER_02]: What's different here is they're specifically working on human reasoning.

[01:05:44] [SPEAKER_02]: So the ability for the AI to reason as a human and understand what's true what's not true and do things based off of what's happening.

[01:05:57] [SPEAKER_02]: Right.

[01:05:58] [SPEAKER_02]: So anyhow this is a London I said that London London San Francisco startup interested to see where this goes.

[01:06:07] [SPEAKER_02]: That's this whole category just fascinates me.

[01:06:10] [SPEAKER_04]: Are we are we sure that the pronunciation of their name is cosine.

[01:06:15] [SPEAKER_02]: That's how I say it.

[01:06:17] [SPEAKER_04]: Well it looks well it's C.O.S. I.N.E.

[01:06:20] [SPEAKER_04]: I cosine.

[01:06:23] [SPEAKER_04]: I don't know.

[01:06:25] [SPEAKER_04]: Cosine.

[01:06:25] [SPEAKER_04]: It could be.

[01:06:26] [SPEAKER_04]: It sounds.

[01:06:27] [SPEAKER_04]: Well there's a yeah somebody's going to figure out Texas email us let us know like how the pronunciation goes on that.

[01:06:36] [SPEAKER_04]: I love that.

[01:06:36] [SPEAKER_04]: I love the bit though.

[01:06:38] [SPEAKER_04]: It's all right.

[01:06:38] [SPEAKER_04]: I like the reasoning.

[01:06:40] [SPEAKER_02]: All the whole.

[01:06:40] [SPEAKER_02]: Yeah just it.

[01:06:42] [SPEAKER_02]: There's a there's a.

[01:06:51] [SPEAKER_02]: There's one with a football player and then another word a soccer player.

[01:06:56] [SPEAKER_02]: And I thought it was fake but it's not it's actually legit I went and checked it out where they're playing.

[01:07:01] [SPEAKER_02]: Yeah they're playing football and it's actually really interesting to watch them like if you just put.

[01:07:09] [SPEAKER_02]: Human skin the next so skeleton around the robot.

[01:07:13] [SPEAKER_02]: You would know.

[01:07:14] [SPEAKER_02]: You would not know the movements are so realistic.

[01:07:18] [SPEAKER_04]: Megatron Megatron was before his time.

[01:07:20] [SPEAKER_04]: Yeah turns out percent.

[01:07:23] [SPEAKER_00]: Go for it.

[01:07:25] [SPEAKER_04]: All right last but not least R.X.

[01:07:27] [SPEAKER_04]: Save card allows employers and their employees to integrate an array of cost containment strategies into one integrated navigation and payment experience raises one point seven million dollars.

[01:07:41] [SPEAKER_04]: Found us on Galveston News.

[01:07:42] [SPEAKER_04]: But of course it's everywhere that you would find these types of stories so R.X.

[01:07:50] [SPEAKER_04]: Save card.

[01:07:52] [SPEAKER_04]: So anything to me anything that makes getting scripts easier and potentially cheaper is a great idea.

[01:07:58] [SPEAKER_04]: Like I'm down and this is a seed round for them.

[01:08:01] [SPEAKER_04]: That's why the money is small money one point seven.

[01:08:06] [SPEAKER_04]: So keep going.

[01:08:08] [SPEAKER_04]: This is one for us to watch because again the prescription industry is one to be definitely to be fixed both cost wise as well as access accessibility.

[01:08:23] [SPEAKER_04]: So good for them.

[01:08:24] [SPEAKER_04]: Congratulations.

[01:08:27] [SPEAKER_04]: Love it.

[01:08:28] [SPEAKER_02]: All right.

[01:08:28] [SPEAKER_04]: That's it.

[01:08:29] [SPEAKER_04]: We're good.

[01:08:30] [SPEAKER_04]: Have we barfed.

[01:08:31] [SPEAKER_02]: That's that's it.

[01:08:32] [SPEAKER_02]: We've got it all.

[01:08:33] [SPEAKER_02]: So thank you all for watching for listening.

[01:08:35] [SPEAKER_02]: If you are watching us wherever you're listening like subscribe give us a rating follow that'd be fantastic.

[01:08:43] [SPEAKER_02]: Until next time.