The BARF: Disney Cuts Benefits and 34% Gen Z employees lie about their political beliefs to avoid workplace conflict

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

[00:00:11] avoided if you had Fama stop hiring dangerous people

[00:00:19] Fama.io

[00:00:21] What's going on everybody Ryan Leary from WRKdefined before we kick off today's episode

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[00:00:55] Hey, what is going on everybody Ryan Leary William Tink up here with the BARF? Thank you all for

[00:01:02] Joining this is a look back at the week that was so you could be prepared for the week that is

[00:01:07] Mr. William, how are you today? I am I am doing wonderful. It's a beautiful Sunday and all the texts

[00:01:15] Nothing is ever beautiful in Dallas

[00:01:21] People say Dallas I'm like, oh Dallas and then I look at it on a map and it's bigger than half the country

[00:01:28] Dallas is

[00:01:28] Dallas County is not that big Territ County, which is where four words are like this is massive

[00:01:34] Texas I think Dallas. I don't think Houston

[00:01:39] Takes you like 93 hours to get to oh yeah

[00:01:42] No, no, no you take Texas and put it on top of Europe and it's continental Europe. It's the size of continental Europe

[00:01:48] Well, there you go

[00:01:51] So we've got a I don't think it was a crazy week, but there's some good stories. There's some great stories

[00:01:58] Let me pitch you let me pitch you a first one ready kick it off San Francisco

[00:02:03] Seattle and New York City account for

[00:02:06] 44% of AI jobs a CBR

[00:02:12] Percent let's just round it up to 50% I thought you were gonna ask me what they have in common. Yeah, I was gonna say 30

[00:02:20] So this is according to staffing industry

[00:02:23] Com so you go check that out, but I actually thought when I read it

[00:02:26] I thought that Austin because if I thought a lot

[00:02:29] I mean know a lot of people left California during COVID and so I thought

[00:02:35] You know they went to Denver saw Lake in Austin

[00:02:38] Essentially, so I thought those would be higher

[00:02:40] But but then I started digging into it. They're not they're not I mean they're on the list

[00:02:44] but they're not they don't obviously account for 44% like the others do and

[00:02:50] It got me thinking about

[00:02:52] You know those three markets something happening in those three markets that you've just lost a lot of people that do AI

[00:03:00] And I it goes back to that thing of you never put all your eggs in one basket or you shouldn't put all your eggs one basket

[00:03:06] We've put

[00:03:07] 44% of our AI jobs in three baskets

[00:03:12] So it's you know, it's just one of those things to think of and I hope it could be comes dispersed

[00:03:16] Over time to where that's a little bit. There's LA. There's you know other Philadelphia

[00:03:21] There's other places where these jobs are right now. There's a concentration in San Francisco Seattle in New York City

[00:03:29] Good for them Bank of America. I like what Bank of America is doing here

[00:03:34] Okay, Bank of America boost the minimum hourly wage

[00:03:40] $24 so way back in

[00:03:42] 2017 they had a minimum wage of 17 a minimum salary of $17 per hour and they went on a mission to say by I think it was

[00:03:53] 2025 or something to that effect. They were going to be at

[00:03:57] $25 an hour. So this gets them really really close

[00:04:02] so from 2017 they originally raised it to 21 back in

[00:04:07] 2021 22 and 22 23 last October and now they're at 24

[00:04:13] So there just one pay raise away from hitting their goal

[00:04:17] And it'll be about a year early that they hit this which is fantastic for them

[00:04:21] They also are offering

[00:04:23] Restricted stock bonuses to anyone in the company earning less than five hundred thousand per year

[00:04:29] Which is in total an aggregate is worth about eight hundred million dollars. So that's fantastic

[00:04:35] Yeah, so good on these guys

[00:04:36] They are they're doing well the same jobs that were at $17 an hour are now going to be $25 an hour

[00:04:44] Fresh out of school, which is well Bank of America is is work to find a bank

[00:04:49] So we love that but more than that. Did you did you notice as you were saying it that the year matches the

[00:04:57] Yeah, I was saying and I'm not perfect one twenty one twenty two twenty two. Yeah

[00:05:01] Yeah, mm-hmm. Hey, who cares in twenty twenty five if it's twenty twenty if it's twenty five dollars good for them

[00:05:07] I think they're gonna go to twenty six and just say we're gonna we're gonna do one better

[00:05:13] Fantastic

[00:05:14] Love it. All right, Ryan

[00:05:17] Let me tell you a little bit about thousands of layoffs in the gaming industry and more are coming

[00:05:23] This is

[00:05:24] Algo

[00:05:26] AFM dot co. This is where I got the news story. It sucks

[00:05:31] Clearly I riffs and layoffs and all that stuff. I hear I just hate all that shit

[00:05:35] I'd rather not not not have it or even cover it. Yeah, this is this is legit

[00:05:41] But he got me as I was reading the article

[00:05:44] We got me to think about

[00:05:46] How much AI and geni has something to do with the layoffs?

[00:05:51] Yeah, so in gaming I would certainly think so, right? I mean people are still playing games

[00:05:57] So like what what gives like okay, so it's not like gaming fell off and like oh no kids aren't gonna play games

[00:06:04] Kids playing games or actually a lot of people play games, but it's what we're laying off people that are developing

[00:06:12] so I don't know

[00:06:14] I just seems to think it seems to me that geni

[00:06:17] probably especially is

[00:06:19] Might be might be impacting that industry

[00:06:23] I'd like to know more if anybody does know more about that. That's in that industry

[00:06:27] Let us know because I'd like to I'd like to hear if that's you know, that's that's that a fear of being obsolete Fobo, right?

[00:06:35] And it so it could be that it could be other things. So, you know, I don't I haven't game that over

[00:06:42] I was never a big gamer

[00:06:43] But we don't really game in the house the girls have the most advanced system

[00:06:47] We have is the switch like that's it and they play Mario and

[00:06:52] I usually say Mario. They're like, no

[00:06:55] I can't keep up with it too much going on like it's just not

[00:07:02] The Henry's a laptop he's a PC gamer and bands

[00:07:07] Xbox and they love it. I mean, you know

[00:07:12] It's it's one of those bits. They just grown up with it and so

[00:07:17] They love it. Yeah, well, let's see we can get some information and figure it out. All right, this one is um, I

[00:07:25] Don't think it's bad. I think it's it's okay, right? They're just coming back down to earth

[00:07:30] So Disney if you're familiar with the Disney inspire program

[00:07:35] So did Disney is going to limit college tuition benefit and they're cutting the master's degree program

[00:07:40] And they're cutting the what they call the pen fosters

[00:07:44] Program so a huge Disney fan here, but here's my take so the Disney aspire program is I mean, it's it's killer. It's amazing

[00:07:54] and

[00:07:56] It's administered by guild

[00:07:57] So yeah, if you're listening and your fans and you need some administrator to help you go check out guild shout out to those guys

[00:08:05] So they're the administrator of his fire

[00:08:07] But seven days ago up until seven days a day ago

[00:08:11] They covered a hundred percent tuition for in network in network tuition. I'm just saying cost books, etc

[00:08:18] Within their network. So the change is still expected to cover

[00:08:21] The majority if not all of tuition for the majority of the people that are accepted into the aspire program

[00:08:29] But they're gonna cap it at 50 to 50 which is the normal benefit

[00:08:34] Company so it's nothing crazy. It's just not a hundred percent

[00:08:38] But they're gonna pull that back and they cut off their masters and pen fosters program

[00:08:42] So those are no longer included curious as to why I mean it just kind of feels like it's a lot of money

[00:08:49] That's why it could well again. You only has a benefits manager

[00:08:53] You only have so much money to put towards benefits. Yeah becomes kind of a game of okay

[00:09:00] Consumption yeah, and you want people to consume so some of this could be that people weren't using the master's

[00:09:07] The way it will apply there's a limited number that are accepted at different levels and all of that

[00:09:12] But it's in a I mean that's a massive expense if you're paying 10,000 people to go to college

[00:09:17] That's my hope is is that they're spending that money somewhere else. I'm sure they are. Yeah, right

[00:09:23] Cut it as an expense that they did reallocate it to a pet insurance or exactly something else that people care about

[00:09:32] Yeah, pet insurance. There you go next next door now

[00:09:35] I'm getting in every episode. Yeah, you are Microsoft. I

[00:09:40] Want to take a break real quick just to let you know about a new show

[00:09:44] We've just added to the network up next at work

[00:09:48] Hosted by Jean and Kate a keel of the Devon group

[00:09:52] Fantastic show if you're looking for something that pushes the norm pushes the boundaries has some really spirited conversations

[00:10:01] Google up next at work

[00:10:03] Jean and Kate a keel from the Devon group is

[00:10:09] Increasing the diversity of its AI teams to reduce

[00:10:14] technologies potential

[00:10:16] For bias hmm

[00:10:18] Yeah, I know I said I did the exact same thing. So this is BBC.com. Yeah, so first of all is a huh

[00:10:26] We we will defund D. I in general Microsoft

[00:10:31] But we'll increase D. I in its and the AI teams

[00:10:37] Which makes me am I missing something like like the way that they phrase this it's like and they have their chief

[00:10:44] Diversity officer on record like hey, we want we want we want more diversity on our AI teams so that it reduces bias

[00:10:52] Okay

[00:10:54] Well, I don't you want that in the rest of the department. They said they were gonna invest more and

[00:10:59] In AI so they're right. Yeah

[00:11:02] But just like you you identify a team and say okay this team we need diversity

[00:11:07] Okay, what about all the other teams? It just seems counterintuitive

[00:11:11] Mm-hmm

[00:11:12] So then not I mean it's to say one is one important like I get the AI and reducing bias like all that tracks

[00:11:20] Okay, but why wouldn't you apply that to the marketing team or?

[00:11:25] To another team in the same way. No, cuz this is the one that makes headlines

[00:11:34] Alright, let me give you another one you ready for this. I'm ready. All right, New York

[00:11:39] Yep require large retail employers

[00:11:43] to install panic buttons in the workplace as retail workers face heightened violence post-pandemic

[00:11:53] I'm just gonna let that

[00:11:54] Yeah

[00:11:57] Oh, yeah

[00:12:00] Well like in the building or like outside the buildings. No no no in the building

[00:12:04] They're taking all kinds of abuse this happened back in I mean at the beginning of COVID like you could see the videos and stuff

[00:12:10] That were happening people would use they'd come in you don't have this, you know

[00:12:14] And it was be it was a thing but I remember okay. This is like 86

[00:12:19] In Grand Prairie, Texas. I had a woman

[00:12:24] Actually like put her hands on me

[00:12:27] About the price of broccoli is the funniest shit in the world now at the time. I was like really pissed

[00:12:33] But I got called to the service desk

[00:12:36] And so I go up there we have code so I was one of six so one of six come to service day

[00:12:40] So I went up to service desk. I'm like, hey, how you doing?

[00:12:43] How's everything going and she lit into me? She goes the price of broccoli it says one thing

[00:12:48] It scans another I'm like, okay. Well, let's let's get that take care of and she was you need to and she put her finger

[00:12:55] Into my chest

[00:12:57] Like you need to I'm like whoa. Whoa. Whoa. Whoa. There's no need

[00:13:01] There's no need for that

[00:13:04] We're just gonna get you some broccoli, man. The price of broccoli. I'm like, uh, it's pretty easy to fix like we don't have to

[00:13:10] You know, it's people have other things going on their minds, but yeah panic buttons

[00:13:14] So this is what's really fascinating to me is I think they'll be installed right next to the mood buttons

[00:13:20] You know the smiley faces

[00:13:24] Yeah

[00:13:26] Right there. It's what we're living in a in a world of fear

[00:13:31] right at the moment, right and

[00:13:35] Cashiers first person shooter. Yeah. Yeah. Yeah cashiers are gonna have them. We've always had them

[00:13:41] Right cashiers all bankers always had them gas stations had little button good point panic button

[00:13:46] So I don't think this is anything new. I think now

[00:13:49] It's just gonna say okay New York is gonna make a statement

[00:13:53] We have a lot of crime in New York and we're gonna we're gonna actually put this into law

[00:13:58] We're gonna require this for putting for large retailers, but if it works, I think especially an active shooter

[00:14:06] Yeah scenarios where somebody can actually see something happening. Yeah hit panic button that might get well

[00:14:12] It would get the police there faster. Yeah

[00:14:15] Like I like I like all that but how did then the problem becomes what is panic?

[00:14:21] What define panic define the situation where you push panic?

[00:14:24] You're gonna have a lot of false alarms and you're gonna stress the police and the emergency units and agreed

[00:14:29] There's gonna be a whole lot of stuff that comes with it. So gotta be some refinement. Yeah stick to the mood buttons a lot

[00:14:36] All right, so FedEx

[00:14:43] Enforced it so FedEx is in trouble again. They enforced a 100%

[00:14:49] Healed policy

[00:14:51] Against their ramp transport drivers. So

[00:14:54] Meal you get injured you hurt your toe whatever you get injured you have to leave work

[00:15:00] You can't come back until you're deemed 100%

[00:15:04] which is illegal that

[00:15:07] Violates the ADA act and so this is interesting. Yes, it's a clear-cut and dry case right so employees cannot have

[00:15:14] Employers cannot have a 100% healed policy. It's unlawful. It violates the ADA act is just not good, right?

[00:15:22] So the EOC has taken it to him. This is not the first time they've taken something like this toward to FedEx

[00:15:29] but FedEx placed employees on leave even when they could perform the essential job functions of the job or

[00:15:38] Without providing them reasonable accommodations. So, okay

[00:15:42] So I can't do this a hundred percent but with a railing I can hold on to I can do this a hundred percent

[00:15:51] Right, right like or with maybe different types of shoes

[00:15:54] I can that are how orthotic shoes or whatever I can stand for eight hours

[00:16:00] And so they weren't offering then so they're taking it to him and that's the claim

[00:16:04] But four years ago a little more than four years ago FedEx ground which is not FedEx

[00:16:09] It's Fed a subsidiary of FedEx which is obviously FedEx

[00:16:13] They paid three point three million the settled claims that have found to accommodate workers with hearing impairments

[00:16:20] For similar cases, right? So this this is you know one for me one

[00:16:26] Officer in risk in risk administration. It's jacked. Yeah, these are things are fixable

[00:16:33] This is now a pattern. This is just there's stupidity involved

[00:16:37] But this is just a pattern at this point. This is like the third or fourth time

[00:16:40] So I think they're gonna get them in at some point

[00:16:43] I think there I think there FedEx is is there, you know, it's a competitive space, right?

[00:16:48] So sure I think I think again if we if we dug into DHL if we dug into

[00:16:55] We'd find some of the same things. They're just cutting corners. Yeah, and these aren't corners

[00:16:59] We should cut I mean that's well, we shouldn't cut them because this is the space we live in

[00:17:05] It's the opposite side so and there are minds. Yeah, it's just a cost. It's a line item

[00:17:09] All right, and this one I think you'll love

[00:17:13] Pwc will soon use location data to track employees

[00:17:18] Love it

[00:17:20] This is audio entrepreneur com Pwc is modifying its work

[00:17:26] policies to ensure employees spend at least three days per week in office starting January 1st

[00:17:33] And privacy can go to hell

[00:17:36] Well, so of course as I'm reading this I'm like will they be monitoring me at night?

[00:17:42] Like you're you're at a bar you went to a strip club like you know, like where does this stop on the weekends?

[00:17:50] You're out fishing, you know, like whatever like what?

[00:17:54] So

[00:17:54] It also leads me to think about you know, Pwc great consulting company as we as we mock this this bid

[00:18:01] Yeah, what advice are they going to be giving their customers?

[00:18:05] Regarding RTO when they do something like this I'm tracking

[00:18:10] using location data track employees

[00:18:14] It's like live 360 for your employees like I get to know everything about where you're going and where you've been

[00:18:20] No, so I haven't read this story

[00:18:23] Yeah

[00:18:23] Are they are they tracking the employees in the office to see what part of the office?

[00:18:28] They're using where they are how they're communicating how efficiency

[00:18:32] Well, this is just location data, but yeah, well, they'd use other tools to do the other stuff

[00:18:38] But I mean on their computer they can actually track all that stuff, but this is their phones

[00:18:45] Hmm. This is the user use location data. I want to see the Gen Z and millennials react to this

[00:18:52] Anybody react to it?

[00:18:53] I

[00:18:57] Pedaling it out in September. It's like, oh, yeah, we're just gonna be using your location data

[00:19:01] Okay, you know see where you're at and all that stuff like yeah

[00:19:05] Wings was in the bathroom again another 45 minutes. Yeah, let's move breaks. Yeah, right there you go

[00:19:11] so alright

[00:19:13] This one has really no meaning other than to say it's in Dallas and I've got to include something in Dallas

[00:19:20] Just 100% jab it at you every week, but

[00:19:23] It is it is a serious

[00:19:26] Yeah story so EOC again

[00:19:29] I just want the photos in here Barber school in Dallas said having two pregnant workers wasn't in its best interest

[00:19:36] So we don't even need to go into details here, right?

[00:19:39] We all we all know the outcome of what's gonna happen here. Who's best interest?

[00:19:45] You got it not not in the best interest. Okay, not gonna touch it

[00:19:50] That said

[00:19:53] It's Dallas so I mean if it was if it was if they're using chemicals or if it was something to put them in harm

[00:19:59] Our harm's way or if the work was oh, that's where the accommodations act comes into play, right?

[00:20:06] Exactly exactly like that's just dumb. Yeah. Yeah, it's dumb people doing dumb stuff

[00:20:11] Yeah, they're gonna get hammered on it. They'll be as you should yeah, so so that's all that's all I got on that guy

[00:20:17] All right, let's do some acquisitions ready

[00:20:19] Do it you want to start off with the bulls horn story?

[00:20:23] Yeah, so Bullhorn makes the third its third acquisition this year by bringing on

[00:20:30] Kona search

[00:20:32] What if I told you that there's a solution to streamline your hiring process by matching quality candidates to your jobs?

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[00:20:53] Check out indeed smart sourcing at indeed.com or Google indeed smart sourcing

[00:20:59] Hey, Leute sorry, that's a sure-to-one place. I have a quick question

[00:21:04] Hurt your own podcasts

[00:21:05] Mostly stun when you're on the way site or the shout videos when you in the infes or in Park sits

[00:21:10] Mach ich jedenfalls so und da sind wir auch schon beim Thema immer wenn wir unterwegs nicht im WLAN sind verbrauchen wir unser

[00:21:17] kostbares Datenvolumen

[00:21:19] Bis jetzt denn jetzt gibt es die mobile happy hour von der telekom das öffnen oder stream wir jeden tag mindestens eine Stunde lang

[00:21:27] Zusätzlich mit unbegrenztem datenvolumen und zwar dann wenn wir es gerade brauchen kann man einfach über die app aktivieren

[00:21:33] The mobile happy hour ist ganz neu by magenta 1 für alle die sich jetzt mobil funk und internet für zu hause bei der telekom holen

[00:21:41] oder Bestands Kunden die zum neuen Kohlenvertrag wechseln ihr wisst schon

[00:21:45] Also los gehts gleich einsteigen und in der mein magenta app aktivieren

[00:21:52] Yeah, thanks. I love it. This was a hunt scan which is a wonderful website that tracks the staffing industry

[00:22:00] this

[00:22:01] By yes very well this enhances bullhorn's ability to support executive search firms

[00:22:09] um and so

[00:22:11] You know they help staffing firms. So, you know manpower uses them

[00:22:15] As their technology a lot of people use bullhorn anybody

[00:22:19] Everybody knows that internationally bullhorn is the player

[00:22:22] But i've not seen them ever play in executive search

[00:22:27] That they might they might have always been playing i just haven't seen it and then tracked it as well

[00:22:32] But this is a this is this is solid. This is them

[00:22:36] In my mind going and supporting a different type of staffing

[00:22:40] Right, so you know like rpo and executive search and staffing they all kind of get muddled together at some point

[00:22:46] but executive searches in his own world

[00:22:49] And there's technology that does serve the executive search market

[00:22:54] But i like that bullhorn is moving in this in this way. So

[00:22:59] Congratulations to them

[00:23:00] yeah

[00:23:01] Shekel neal also owns pizza places and entertainment companies and

[00:23:07] diversify

[00:23:08] your bonds

[00:23:11] Okay, executive pay acquires

[00:23:14] professional payroll

[00:23:16] Company was called professional payroll

[00:23:18] I can't I don't know what to do with that

[00:23:20] anyhow, thanks

[00:23:22] Like when you're naming the company professional payroll company. That's the name of the company. Wait a minute. What are we gonna call the company?

[00:23:30] Well, it's a payroll company. I'm a professional

[00:23:33] And we are definitely professional and we serve a professional

[00:23:37] Well, jimmy, why don't we just call it professional payroll?

[00:23:41] Oh anyhow executive pay acquires professional payroll expanding its

[00:23:48] uh executive pay hr software portfolio

[00:23:50] So this is on finance uh, dah yahoo. So you can read all about this. So so it's a payroll roll-up

[00:23:56] They do payroll right they're acquiring another payroll. So it's consolidation in the payroll market

[00:24:01] But the real thing that we should be looking at is executive pay is owned by a company called venture

[00:24:07] v and sure

[00:24:09] and venture

[00:24:11] Has completed over 75 acquisitions in the hr tech space

[00:24:17] So what we should be watching is venture they're doing. Yeah, uh executive pay buying uh, requiring professional payroll

[00:24:25] That's another one. Yeah, that's awesome

[00:24:28] But what we really should be tracking is venture. Yeah

[00:24:30] What they're doing

[00:24:32] Is uh, I mean they're putting all these things together, which is great. Yeah, they're making money is working

[00:24:39] Parole consolidation. They are professionally paying people now

[00:24:42] All right

[00:24:44] Impulse acquires zippari. I think I'm saying that correctly. So

[00:24:49] They this is a company that helps healthcare providers and ensures connect better with their patients. Okay, sounds boring

[00:24:57] Yeah, but yep, essentially this is taking away all the fuckery between

[00:25:03] communication so emails to make emails text all the different apps that are out there your work platforms your healthcare platforms

[00:25:10] Is taking all of that. This is an omni channel omni channel solution

[00:25:15] Uh two ways to allow them to receive and communicate get access to their healthcare records

[00:25:21] All of the above so I like it because this is actually a massive pain point

[00:25:26] For a lot of people not just companies that are administering this but just people

[00:25:31] It just sucks the the process. So right we'll see where we'll see where it goes

[00:25:35] I don't know much about any company, but hey, they're they're moving towards the right direction

[00:25:40] I like it. I like it. So so let me rattle through three acquisitions

[00:25:45] That there is a there is a theme

[00:25:48] um, if you take the uh professional payroll executive pay that's a payroll consolidation

[00:25:54] This next one is true. The sixth largest executive search firm in us

[00:26:00] Uh acquired paradigm search

[00:26:02] San Francisco based kind of a boutique firm

[00:26:07] This is this was on businesswire.com so you could take a look at that

[00:26:10] But this is executive search consolidation

[00:26:13] So this is an example of okay the executive search market. What do we got? We got a big fish got a smaller fish

[00:26:19] All right, so the second story is zealous

[00:26:23] To acquire employee benefits platform benefit

[00:26:26] And this was on pehub.com which by the way pehub.com

[00:26:31] Wonderful website keeps track of all the

[00:26:36] P action like all the all the things that they're doing which is really cool

[00:26:41] um, so zealous plans to combine benefit with its own benefits administration platform

[00:26:47] beneflex

[00:26:47] benefits

[00:26:48] Uh benefits management software consolidation

[00:26:52] So we have payroll consolidation executive search consolidation and in this story

[00:26:58] We have benefits management software consolidation

[00:27:01] And then the last one i'd say is a sessio

[00:27:04] A talent assessment provider acquired wisneo

[00:27:09] A fellow talent assessment provider and this was on wisneo. I looked at their press release

[00:27:15] To see kind of how they how they talked a little bit about it. And it's again, these are two people doing

[00:27:20] similar work

[00:27:22] and and and they're both in europe

[00:27:24] um

[00:27:26] Putting those things together as a talent assessment consolidation

[00:27:29] So it's something for us to track for the rest of the year is how many of these are

[00:27:33] Like i believe bullhorn's acquisition was a strategic

[00:27:38] And and all these others are just are are still great. I mean, you know

[00:27:43] When you're acquired there's a payday. Hopefully if done well

[00:27:47] Not all the time not all the time not all the time, but it's consolidation

[00:27:52] So the market is saying okay, there's too many of these

[00:27:55] Squish these together

[00:27:56] So yeah good stuff good good to look at

[00:28:01] Research ryan, what do we got you want me to kick off? Yeah, let's tell us a little bit about it. All right

[00:28:07] So the workforce readiness gap. This is by cornerstone and our friends over at lighthouse

[00:28:14] In new banks

[00:28:15] Yeah, venue banks, right it's called the workforce readiness gap. So

[00:28:19] this is um

[00:28:21] Do you feel like

[00:28:24] Training is working for your company. That's the question right? So let me let me read these stats

[00:28:29] Get your thoughts on this right? Yeah 89 of employers believe they are providing adequate training and development

[00:28:39] 38 of employers agreed with this sentiment

[00:28:45] 38 of employees sorry

[00:28:47] Yeah

[00:28:47] Yeah, so you asked two different groups of people at the company you ask them are we doing good at training?

[00:28:53] Are we providing enough training at the workplace?

[00:28:57] The employers

[00:28:59] Are saying 99% of them are saying oh hell yeah. Hell yeah, we're doing hell. Yeah program is amazing

[00:29:06] Oh my god, it's great. We only 11 percent

[00:29:09] They weren't which is insane

[00:29:12] And then then you ask the exact same question to the employees and 38 percent that's

[00:29:19] Of of uh of the people that basically said no, no, we don't have enough of this imagine

[00:29:27] Being the head of learning at your company

[00:29:31] I'm trusting the employees and then the employees like you you're like hell. Yeah, we're amazing

[00:29:36] We're doing all this stuff. You did seven launches this year. You did the whole the whole thing

[00:29:41] And then what was it? They're what I say 13 percent 38 of the employees actually think you did a good job

[00:29:48] Yeah, but that's a terrible job. Like that's a terrible number. Yeah

[00:29:53] Well because you and I went to cornerstone connect this uh the summer they're all about workforce

[00:29:59] Agility, yeah

[00:30:01] So we could have a problem in defining what is training

[00:30:05] And towards what end it could be it could be a terms discussion with the the delta between 89 38 percent is

[00:30:14] Yeah, that's too large

[00:30:17] Like yeah, we're just finding it differently 100 percent. No, it's definitely a racialization

[00:30:22] That that's that means you need to go get a new job and we need to bring somebody else in

[00:30:26] I'm just saying

[00:30:28] All right, let me let me picture one this one to you. All right the politics are dancing

[00:30:33] in hands v

[00:30:36] Uncovers the conflict

[00:30:39] Caused by discussing politics at work

[00:30:41] It's that it hands v so that's en

[00:30:45] h a n c v com you can take a look at their research

[00:30:50] So, you know a lot of people ask me

[00:30:53] You know, did you watch today and uh my answer is

[00:30:58] No

[00:31:00] Not only did I not watch it. I don't care

[00:31:02] um

[00:31:04] I

[00:31:05] It's one of those bits every presidential election. I kind of get to this place about this time in the year

[00:31:10] I'll care a little bit more about it late october, but at this point in the year. I'm like i'm beating

[00:31:15] I'm just beating with all the tv on all the ads and everything else and so i'm like

[00:31:19] I just don't care

[00:31:21] I do care. I just don't care at this particular moment. So this is uh

[00:31:25] This is what simultaneously the stats are going to be simultaneously funny and not funny. So let me give you three stats

[00:31:33] 34 of genzi employees lie

[00:31:37] About their political beliefs to avoid workplace conflict. That's much higher

[00:31:43] 100 i'm going

[00:31:44] 100 i'm not telling you

[00:31:47] So i'm just or i'll just go along. Oh, yeah, you like trump. Oh hell. Yeah, great. Yeah

[00:31:54] Why would I why am I gonna fight you on this?

[00:31:57] um

[00:31:57] Second sat genzi is 10 times more likely

[00:32:01] to have been disciplined by baby boomers

[00:32:05] Now that

[00:32:06] Let that let that just sink in for a second. So

[00:32:10] Discipline by baby boomers be about politics at work. Oh

[00:32:15] Oh, yeah

[00:32:17] Yeah, well, that's because your parents always said don't discuss politics at work

[00:32:22] Try and take it very different. Yeah

[00:32:26] So the most controversial third thing the most controversial topics to discuss

[00:32:31] At work overall are presidential

[00:32:34] candidates abortion

[00:32:36] And lgbtq rights. Okay, so fair. Okay, but for hispanic workers

[00:32:44] The top three are presidential candidates check gun control

[00:32:49] Okay

[00:32:50] And racial equality

[00:32:52] Like presidential candidates tracks racial equality tracks

[00:32:58] Gun control

[00:33:01] Doesn't track for me and not not not only that is where is immigration like for hispanic workers

[00:33:08] Well, what wouldn't that be something that they care about and evidently not according to everything listed there

[00:33:14] Those are all divisive

[00:33:16] The right or the cultural wars

[00:33:18] Yeah, and and there's not many of these topics where you you're kind of like middle of the road

[00:33:24] Right, right. You're either for lgbtq rights or you're not you kind of you can't be like no for some things

[00:33:31] I'm good abortion depends like these aren't these are divisive topics. So if the lgbt

[00:33:38] Yes, the q yeah, you lost me

[00:33:41] Yeah, you need you need to have a stance on this and we've told we've said this even to

[00:33:46] In the space with vendors like yeah have a stance like not on this stuff, but like

[00:33:51] Pick a lane

[00:33:52] Yeah pick have a stance on a topic and stay firm to it don't pander to the people

[00:33:58] These are those this is one of those things like you just have a stance. You either are or you're not and

[00:34:03] You know employers control gun control threw me off. I can I can see that in texas

[00:34:10] Like we did this just in texas

[00:34:13] Yeah, this would definitely it would be presidential candidates. Well actually gun control

[00:34:19] Presidential candidate and gun control and immigration. Yeah, that's it. That's that'd be the things that you know, there's

[00:34:25] That that would be discussed at work, but anyhow

[00:34:29] So the 34 of gen z employees lie about their political beliefs to avoid that number

[00:34:35] Way higher. Oh my god. It's almost like a hundred percent in my mind

[00:34:40] 100%

[00:34:42] All right, what else you got here? Let's see here layoffs

[00:34:46] Are stressful for employees particularly when they occur around the holiday season. No shit get your popcorn ready

[00:34:54] so resume templates dot com

[00:34:57] Wonderful stats. They're terrifying of course when I say wonderful. I mean terrifying

[00:35:02] Can we just discuss that title real quick

[00:35:06] Layoffs are stressful around the holidays. Yeah, hi, my name is basic. Yeah, I hope I didn't pay somebody for this

[00:35:16] They did somebody got paid to type we should just gather all the survey titles that are out there

[00:35:22] and just

[00:35:24] Not even read the research. Let's just give our thoughts on it and then our thoughts to her

[00:35:29] Just judge the title chat gp. Yeah, judge the title give our own stats

[00:35:33] Like seriously make up our own stats and then throw hours in the gpt

[00:35:38] And there's and see where the crossover is and how different they are

[00:35:42] We're gonna be relatively the same because

[00:35:45] All right, so let me give you a I wonder if the election

[00:35:49] Will change this for better for worse

[00:35:52] In terms of the layoffs the impending layoffs

[00:35:54] So let's look at the number 72 of companies plan to change

[00:36:00] Uh, excuse me 72 of companies have a plan to have a round of layoffs before the end of the year

[00:36:07] That's a pretty high number that is very high. That seems really high. It's just scary that that's scary high actually now

[00:36:14] It's september. We still have ish. We still have let's say three and a half months

[00:36:19] Can things change novembers and uh the elections in november?

[00:36:24] Okay, will things change after that? I don't know but

[00:36:28] Let's take it. Let's take a look at that

[00:36:31] Second point performance management is the top reason for layoffs

[00:36:38] Which again if you're reducing headcount, okay, that's one thing or you're reducing headcount

[00:36:43] Because you just overstaffed. Yeah. Is that is that the bit like I can that's almost you can almost understand

[00:36:50] We over hired we thought we would be in a different place. We over art

[00:36:53] But if it's performance management, uh, that's come

[00:36:56] That's different to me and then the last bit is the majority of companies will give retained

[00:37:04] employees year-end bonuses

[00:37:07] So let that sink in 72 of the companies plan to do a round of layoffs. Okay, fuck y'all

[00:37:15] We're gonna use the money we save and pay these people

[00:37:18] That's exactly what I thought that's exactly what I thought when I really looked if I'm one of those people getting paid

[00:37:25] Sorry, sorry sally

[00:37:28] Sucks to be you. Yeah, I got a bonus

[00:37:32] Yeah, I'm going to boss. I'm going to Bali

[00:37:37] Anyhow

[00:37:38] layoffs

[00:37:39] Kidding aside layoffs, uh, surely get it. Yeah, uh, but yeah, um

[00:37:44] I just reading those things together. It's like, okay performance management. Yeah, okay. That's scary

[00:37:50] 72 of the of the companies that's all hell of a lot and then they're going to keep that money

[00:37:58] And give it to the people that they can so so I want to go back real quick sure

[00:38:03] I don't I don't know if I agree fully with layoffs suck for everybody

[00:38:09] Oh, there's a lot of people on the brink of like I really don't want to be here

[00:38:14] Yeah, you say now they their decision has been made. They just can't make that decision

[00:38:18] Finding the new job

[00:38:20] Is what sucks 100 it's the layoff could be a smack in the face like whoa, okay

[00:38:26] I'm not as important as I thought got it get out when you get over that

[00:38:30] Finding the job the stress of finding the job and feeling lost

[00:38:34] Well, this would be 20 years at a company if it's performance management, it wouldn't be a riff

[00:38:39] Well, so that a reduction. No, it's yeah, it's it's you weren't doing your job

[00:38:43] You weren't good at your job. So that's even that's that's a hammer to the head. Yeah, which point you're gonna have trouble finding

[00:38:50] right

[00:38:51] Right job

[00:38:53] Turns out don't suck. Oh, that's a good one. So all right. We got some funding to do it to talk about money money money

[00:39:00] Butcher this name possibly just monday monday just monday just monday just monday. No, there we go

[00:39:07] It was monday. So they raised 22 million dollar series B

[00:39:13] So this is a german-based company

[00:39:15] To and you're using this to expand their ai driven legal platform

[00:39:19] Oh, yeah, so this is an ai driven platform our legal platform

[00:39:23] So this is you know, and I thought about like is it really important? Is it is it not

[00:39:29] And I kind of think it is right. So this is I think particularly

[00:39:33] relevant to hr and ta because

[00:39:37] Or for global companies that deal with international legal

[00:39:42] complexities

[00:39:44] Helps him obviously for the the obvious reason right streamline communications

[00:39:49] Being decisive making decisions

[00:39:52] Collaborations amongst different legal teams across different countries, right?

[00:39:57] US doesn't necessarily know what's going on in iraq. Like it's it's all very different

[00:40:01] Right. Um, so this is this gets us one step closer to working together

[00:40:07] in the organizations

[00:40:08] I wonder if this impacts legal fees. So my gut tells me

[00:40:13] If you're using ai to then draft to let's say, uh

[00:40:17] You know partnership agreement, right and and it drafts it. I mean you and I've done this bit in chat gpt

[00:40:24] dry

[00:40:25] And and all of a sudden there's you've got a partnership agreement and you made this minor editing that basically

[00:40:31] Pre-law person can can work through

[00:40:36] Are you still charging out at six hundred dollars an hour?

[00:40:40] Um, I think for now. Yes. I think for now that remains because

[00:40:44] It still takes

[00:40:46] Intelligence to work with this system

[00:40:49] Yeah

[00:40:49] To get what you need and then it does has to be reviewed right?

[00:40:53] You're still going to want that legal review and not the trust and maybe at some point

[00:40:57] It gets to the point of yeah, this doesn't need to be reviewed up until it does

[00:41:03] Well, we're not paying lawyers. We've and this has been going on for years

[00:41:06] We don't pay lawyers to start with a blank screen

[00:41:10] No, of course not right there's templates on everything that's out there

[00:41:15] So there's templates that they work with

[00:41:17] And that's been going on for now these templates are in chat gbt or in this case their own ai platform

[00:41:23] Everyone's a large language model platform and they're just going to have that there

[00:41:27] So they're gonna it's going to happen quicker

[00:41:30] Yeah, yeah, and I think I think there'll be you know if they're checking precedents or they're checking previous cases to ensure

[00:41:36] You know continuity all that stuff

[00:41:39] I think it's you know, I mean up until a point where it's wrong

[00:41:45] Right

[00:41:46] You're gonna want to pay that lawyer see I think that this is going to impact lawyers

[00:41:52] Like medical insurance impact doctors

[00:41:55] So I actually think the ai is horrible for lawyers

[00:41:59] And we'll see

[00:42:01] In time we'll see less people going into the legal profession

[00:42:05] Yeah, well because they're not gonna get paid. We only said the world can use less lawyers

[00:42:11] Now we found a way. Thanks ai

[00:42:15] Appreciate you

[00:42:17] So Glean

[00:42:19] Yeah raises over 260 million out of 4.6 billion valuation launches next generation

[00:42:27] Prompting to success to accelerate its vision work ai for all

[00:42:33] This is at glean.com. So you go take a look at it now

[00:42:36] for our regular listeners

[00:42:39] Glean might sound familiar. Yeah

[00:42:42] We reported

[00:42:44] That glean raised

[00:42:46] 200 million dollars at a 2.2 valuation in early march

[00:42:52] So six months later

[00:42:55] Six months later

[00:42:57] They've raised another 260 and they've doubled their valuation

[00:43:02] That's first of all, so it's just full stop. That's amazing good for them

[00:43:07] That's a lot of money and that's

[00:43:09] That's not all the money that they've raised. I mean, that's just

[00:43:12] 200 or 460 million of the money that they've raised they've raised other money

[00:43:17] But their their valuation is

[00:43:21] Huge so the funny part is they haven't sold a product. They haven't made it

[00:43:27] They've shipped no software, but they've got offices in 180 countries. What? Yeah. Yeah, but you know congratulations. Yeah, seriously

[00:43:35] Oh, absolutely. And we'll still stick with that because there's gonna be more. Oh, yeah

[00:43:40] Okay, finally

[00:43:42] That's actually the name of the company finally

[00:43:45] Finally, we're done. We're done. Please. Yeah an AI powered all in one finance and HR suite

[00:43:53] Raise 50 million series B funding and

[00:43:57] 150 million in credit facility

[00:44:01] So this is on tech crunch so you go there and take a look at that

[00:44:05] Finally is I think it's Miami base. I'm pretty sure it's Miami based they focus on the SMB market

[00:44:11] And I think they'll eventually get acquired by SAP Oracle workday somebody like that for a down market play

[00:44:20] So first of all, congrats on 50 million on a series B. That's a large

[00:44:26] That's a hefty series B. So congrats not easy 150 million in credit

[00:44:31] Congratulations on that as well. Yeah, but I think this is a play that eventually will get gobbled up

[00:44:38] As a down market as the SMB solution for for another company

[00:44:42] Very nice. There you go

[00:44:45] All right, we have a 25 million dollar series A with

[00:44:49] Ambit that is a yeah, uh found us on on uh, finse me's

[00:44:55] So they took 25 million to improve

[00:44:58] How businesses manages manage and protect their automated systems

[00:45:04] Mm-hmm. We I don't think we reported on these guys previously with there was another company. I just I can't think of it right now

[00:45:12] That does a very similar thing

[00:45:15] And so just to be clear on how does this affect?

[00:45:19] HR because it's not, you know, this is not just information and then security

[00:45:24] Right. So for HR departments, this matters because many HR tools they integrate with

[00:45:31] A ton of stuff, right? Right a lot of cloud services is yeah payroll sensitive data stuff payroll recruiting systems benefit systems

[00:45:39] Um, so these integrations all involve everything is automated automated scripts or bots exchanging the data back and forth

[00:45:47] This is where ambit comes in they help secure all of these what we call a non human identities

[00:45:53] I can't think of the name of that company. He'll come to me

[00:45:55] But these are all the non human identities that are going across all of these systems

[00:46:01] So specifically in HR

[00:46:04] And and uh, town acquisition these guys are baked into a lot of the process that we that we leverage that we just

[00:46:10] We'll never see them. We'll see more of these types of plays because security and privacy

[00:46:15] Is just with with all the ai hacks

[00:46:18] Yeah, you know that ai and gen ai is going to create more hacks more data breaches and all that stuff

[00:46:23] Yeah, we're gonna see more when we release the one of the upcoming episodes

[00:46:27] You're all gonna not going to go to sleep. Oh

[00:46:31] When I saw this story, this was the one I was just like

[00:46:35] Terrified

[00:46:36] Yeah, so but yeah more to come on that

[00:46:42] Uh payroll startup

[00:46:44] CIRCLE that's c-e-r-c-i-l

[00:46:47] Inks, what did you call them? CIRCLE? CIRCLE?

[00:46:51] CIRCLE?

[00:46:52] Notice it CIRCLE

[00:46:54] Okay, do CIRCLE. There you go. Either way. Yeah do that. So it is c-e-r-c-l-i. So yeah, CIRCLE

[00:47:04] Octopi octopus whatever

[00:47:07] So they they brought in four million dollars to build the rippling

[00:47:12] Of the middle for for the Middle East and north africa

[00:47:16] This is on tech crunch. I love I love this

[00:47:19] Now that we know their name uh CIRCLE

[00:47:21] I love this because there's a lot of action in africa

[00:47:25] And you know, you've got a couple up the last couple of weeks. Yeah. Yeah, there's just some cool action going on there

[00:47:32] Uh, I love to see that and Middle East is an underserved market as well

[00:47:36] So I love seeing you know because what we really want is payroll of h-r literacy

[00:47:42] To increase right but you gotta have h-r you gotta have technology you got policies and procedures and process and all that other stuff

[00:47:49] But you need you need software

[00:47:51] At some point to help you so

[00:47:54] Good for them good for for them

[00:47:56] It specifically but good for the areas. Yeah, no 100%

[00:48:01] All right final funding for the day

[00:48:04] ASAP

[00:48:06] Raises 22.5 a million in a series. I do like that name. It has a good name

[00:48:11] What I don't like about this. Okay

[00:48:15] Let me read you this tagline

[00:48:18] The AI powered human centric team transformation engine

[00:48:24] I mean, I'd love to talk to these guys and figure out like what all that means and not dogging anybody's work

[00:48:30] That's really hard to come up with. Yeah. Yeah, it feels it doesn't feel genuine to me

[00:48:35] It feels like it's this is worse than buzzword bingo for me. But anyway, they got it out of chat gpt

[00:48:42] Yeah, that's pretty funny the AI powered human centric team transformation

[00:48:46] Basically, they help companies provide leader personalized leadership and employee coaching team building change leadership growth

[00:48:53] So that's the important part of this. They're going to accelerate all of this

[00:48:57] That's cool. But I think if they skip that tagline and just get to the what they do

[00:49:02] It'd be much better because

[00:49:04] My gut's gonna say

[00:49:06] When their sales team talks to somebody and they say that line

[00:49:10] He lost me at the like it's gone. So yeah, the transformation engine is cool

[00:49:16] Like I got okay transformation engine like okay. Tell me more a little bit more about that

[00:49:20] But AI powered no one cares. Yeah human centric. Okay. Why is as you would be like what?

[00:49:26] numbers centric

[00:49:27] Yeah, okay, so

[00:49:29] That doesn't

[00:49:30] Yeah, but transformation engine. I think there's something there there's something there. Yeah

[00:49:34] But ace up you could tie back up to ace up. Yeah, what are we trying to do with ace up? Yeah, but you know

[00:49:41] Naming a company is not easy. So no, no, no and not dogging because somebody worked on that

[00:49:46] It's hard. It just was confusing to me. But what they're doing I think is very important. So congratulations on the funding

[00:49:53] And uh, maybe we're gonna talk with them and see see what's going on a payroll

[00:49:57] But you know it professional payroll, but you know what this means

[00:50:01] What does this mean? We're done

[00:50:04] We've done our job. We're done. It's time to go eat some chicken wings watch some football and do our thing

[00:50:11] so

[00:50:12] Thank you all for listening. Thank you all for watching like love subscribe all that jazzy stuff

[00:50:17] Anywhere you listen to and find your podcast if you see is an hr tech come by say hello

[00:50:24] And then we'll also be at indeed future works later in the week. So if you're there

[00:50:28] I saw connect a week later and I saw connect a week later

[00:50:32] So if you're there at any of those please stop on by, uh, say hello

[00:50:37] That's it. We're gone. Peace