THE BARF: Google's $2.7 Billion Rehire, Udemy's AI Training Controversy, Burner Jobs, and Menless-Pause

[00:00:00] Alright, I want to talk to you for a moment about retaining and developing your workforce.

[00:00:05] It's hard.

[00:00:06] Recruiting is hard.

[00:00:07] Retaining top employees is hard.

[00:00:09] Then you've got onboarding, payroll, benefits, time, and labor management.

[00:00:13] You need to take care of your workforce and you can only do this successfully if you

[00:00:18] commit to transforming your employee experience.

[00:00:21] This is where iSoft comes in.

[00:00:23] They empower you to be successful.

[00:00:26] We've seen it with a number of companies that we've worked with and this is why we

[00:00:30] partner with them here at WRKdefined.

[00:00:32] We trust them and you should too.

[00:00:35] Check them out at isofthcm.com.

[00:00:49] What is going on everybody?

[00:00:51] Ryan Leary, William Tingkup here with The BARF.

[00:00:54] This is the look at the week that was so you could prepare for the week that is.

[00:00:59] Cool.

[00:01:00] We've come off a long week, haven't we?

[00:01:03] Yes, we have.

[00:01:04] We have.

[00:01:05] Great week though.

[00:01:06] A good week.

[00:01:07] Yes, very good week.

[00:01:08] We did HR Tech which was fantastic with the folks over at Fama had us at their booth and

[00:01:16] for everyone that interviewed with us and podcasted it.

[00:01:19] Then we went over to Futureworks.

[00:01:22] So lovely event.

[00:01:23] Thank you all there as well.

[00:01:25] And then.

[00:01:26] Indeed.

[00:01:26] Yeah, that was Futureworks.

[00:01:29] Yep, indeed Futureworks.

[00:01:30] Yeah, just to make sure that we get the company name and they're with the conference name.

[00:01:35] But no worries though.

[00:01:36] We're tracking.

[00:01:37] I got you.

[00:01:38] I got you.

[00:01:39] And then we went to the lake house.

[00:01:41] We went to the lake house and we buried our heads for days.

[00:01:45] We ate a shit ton of food like a ridiculous amount of food.

[00:01:49] In fact, they needed to get me an extender in the sea.

[00:01:54] I felt like they did.

[00:01:55] I felt like they did.

[00:01:56] Although I don't think much damage was done but we'll see what happens in two weeks.

[00:02:02] We'll see what happens.

[00:02:03] A lot of harvest and text mechs here in Texas turns out.

[00:02:06] I had my very first all you can eat Mexican buffet.

[00:02:11] I never thought I'd say that especially on a recorded podcast.

[00:02:15] Oh, it's my ending after you do it.

[00:02:19] It was amazing.

[00:02:21] And I believe you shot guns.

[00:02:23] You got to shoot some 38s.

[00:02:26] I shot my first ever gun.

[00:02:29] It took me 46 years but I shot my first ever gun.

[00:02:32] We should get it right.

[00:02:34] A 38 special snub though.

[00:02:36] I get it right.

[00:02:37] Snubbies.

[00:02:37] All right.

[00:02:38] And we got yelled at most for one guy.

[00:02:42] We'll shoot him next time.

[00:02:45] And I got the fish all in one weekend.

[00:02:48] You got the fish all in one weekend.

[00:02:51] 43 catch and release.

[00:02:53] Yeah.

[00:02:54] 43 hybrid.

[00:02:55] He had a good time.

[00:02:57] I've never caught 43 fish so you did it in the morning.

[00:03:02] So there you go.

[00:03:04] It was definitely a good week but we got a lot.

[00:03:08] And you introduced me to a plethora of bourbons.

[00:03:13] Like I became a man this weekend.

[00:03:17] Like I literally became a man.

[00:03:20] Well here's the thing.

[00:03:21] We did not drink and shoot although that has happened.

[00:03:26] We separated the two.

[00:03:28] I want to make sure the audience understands that there was shooting, drinking, eating.

[00:03:35] So there's that.

[00:03:36] But I'll tell you one thing about shooting pistols like that is the next time you listen

[00:03:41] to a rap song that's got gunfire in it.

[00:03:45] You'll think about those shots.

[00:03:48] It was loud.

[00:03:49] It was loud.

[00:03:50] Maybe next time get me some earplugs because it was like people are like yeah dude you never

[00:03:56] shot a gun.

[00:03:57] I've never shot a gun before.

[00:03:58] I haven't even held a gun.

[00:03:59] BB gun, pink gun that was it.

[00:04:02] Yeah I had a great time but we have a lot of stuff to talk about.

[00:04:06] We're going to blitz through it.

[00:04:07] We do.

[00:04:07] Because we just got a lot of stuff.

[00:04:10] So kick us off.

[00:04:10] What do you got?

[00:04:10] Let's get into it.

[00:04:11] Former Google CEO Eric Schmidt, Stanford Talk was awkwardly live streamed and there's some

[00:04:21] interesting takeaways from this.

[00:04:22] So you can find this.

[00:04:23] The best place to find this is on Reddit basically and all you have to do is type in Eric Schmidt,

[00:04:29] Stanford Talk and you'll see the video because YouTube here's an interesting thing.

[00:04:35] YouTube keeps editing the video.

[00:04:38] So every time someone uploads it, they edit it because in one of his riffs he says Google

[00:04:45] failed because they did blah blah blah blah blah blah.

[00:04:50] So YouTube's owned by Google and so that keeps happening.

[00:04:54] But it's an everyday talk at Stanford.

[00:04:57] This was like he was on a stage.

[00:04:59] They were sitting in the chair right?

[00:05:03] Yeah yeah yeah.

[00:05:04] He went completely off the rails.

[00:05:06] He was definitely not wanting to looking at the talking notes.

[00:05:09] You got to watch the video, not on YouTube.

[00:05:13] You got to go through the Reddit thread but here are three nuggets.

[00:05:16] Google's losing in AI because it cares too much about work-life balance.

[00:05:22] That's the part I heard yeah that is the part I heard.

[00:05:24] Schmidt's basically saying if your team's only showing up one day to work a week how

[00:05:29] are you going to beat open AI and some of these other types of plays?

[00:05:34] Mm-hmm.

[00:05:36] So there's that.

[00:05:37] Second, Schmidt threw out a comment about TikTok.

[00:05:41] It really was about all startups saying if you're starting a business go ahead and steal

[00:05:46] whatever you can like music and make it big and then you can afford lawyer.

[00:05:54] I mean there's a truth to that.

[00:05:57] Just actually get the fuck of course there's a truth to it.

[00:06:00] There's a truth to that.

[00:06:01] Just go ahead and steal everything on the internet.

[00:06:04] Go ahead and steal it and then make a lot of money and then the lawyers will clean it up after.

[00:06:10] Yes.

[00:06:11] The last one is AI according to Schmidt will make the rich richer and the poor poorer as

[00:06:19] it's a game for strong countries and those without resources will be left behind.

[00:06:24] So that was actually kind of a kick in the balls but I can see what he's I mean if

[00:06:29] you're not developing all of this AI let's say Spain does pick on a random country.

[00:06:36] If you're not building it, you're going to have to buy it or lease it from someone else

[00:06:40] or not have it at all which means that you're definitely going to be left in the dust.

[00:06:45] So anyhow Eric Schmidt CEO is a CEO at Google for 10 years and just wheels off behavior.

[00:06:54] I mean maybe this is just him being honest and this isn't anything unusual but it was

[00:07:00] just some of the things he said.

[00:07:01] And that was just three there's a whole list of things they said so definitely go check

[00:07:06] out.

[00:07:06] I did see snippets in a video that was pretty funny.

[00:07:10] All right here's another Google story, another Google story.

[00:07:13] Let's go Google.

[00:07:14] So Google paid 2.7 billion dollars to rehire I'm going to get his name wrong Noam Shazir.

[00:07:23] Right 2.7 Noam Shazir, 2.7 billion dollars to rehire this guy which technically isn't

[00:07:31] rehired it's more of a licensing deal but here's the story.

[00:07:36] They messed up big clearly they messed up big time they let this guy walk so he built

[00:07:41] a chat bot called Mina along with another Google engineer and put it forward as this

[00:07:48] is going to be the next iteration of Google.

[00:07:50] This is going to potentially be larger than Google ever was.

[00:07:53] This is going to interact with humans it's going to have real conversations so on and

[00:07:58] so forth.

[00:08:01] You know what you should know?

[00:08:03] You should know that you should know podcasts.

[00:08:06] That's what you should know because then you'd be in the know on all things that

[00:08:10] are timely and topical.

[00:08:12] Subscribe to the you should know podcast.

[00:08:15] Thanks.

[00:08:16] They didn't believe it.

[00:08:18] It built it and they didn't believe it and they they had issues with the safety concerns

[00:08:23] they had issues with it being fair you know all of the all of the compliance issues that

[00:08:28] we know and talk about today.

[00:08:31] Anyway he left he built character.ai which just blew up in his kicking ass and now they're

[00:08:37] bringing it back they're bringing him back and they're paying 2.7 billion dollars to

[00:08:41] do so mostly through a licensing deal.

[00:08:44] This is actually a this is Google saying we fucked up.

[00:08:49] Yeah this is Google saying you know what I hate that actually no I mean first of all they

[00:08:53] had them this is what you do with top talent top talent you know if you don't encourage

[00:08:59] them and you don't support them then they leave and they go build cool shit yeah and

[00:09:05] which is not always a bad thing it's a big price tag.

[00:09:07] No it's not a bad thing it's just 2.7 million dollars that could have been I don't know

[00:09:13] if I made that if I made that mistake I'd be fired I'm just saying.

[00:09:17] I was like what are you familiar with Udemy?

[00:09:20] Udemy.

[00:09:21] I always say Udemy I say Udemy yeah it's probably Udemy because it's probably U not to be confused

[00:09:27] with the U so but you're familiar with basically the model alright okay so Udemy recently announced

[00:09:36] that it would train generative AI on all the classes that its users contribute to the site

[00:09:44] not only were the class teachers automatically opted in to having their classes used as

[00:09:51] training Udemy said teachers would have only a three week window to opt out of training

[00:09:59] and that window has passed so this is on 404media.co it's kind of an independent media site so go take

[00:10:07] a look at that my analysis is it kind of seems shitty or at least they could have communicated

[00:10:13] it differently or better some some teachers depend on Udemy for income so essentially

[00:10:20] their content could be used to replace them so that's there's that which again probably

[00:10:29] can is going to happen a lot but just the optics of this just again if you're going to do that

[00:10:35] first of all generate AI train that yeah yeah that makes sense all that stuff makes sense but

[00:10:40] let the people know and let them know give them enough time in advance right now there was

[00:10:45] just bringing on by the way I love 404 media just the name itself is that's a good cool yeah

[00:10:52] it's it's good site I do like I have you ever heard of a burner job no I have not do tell not

[00:11:01] not confused with a burner phone come on you know maybe maybe kind of those yes yeah you probably

[00:11:08] have had those I have it's probably related right so 42% of the of US workers have either held a burner

[00:11:19] job or considered taking one so what is a burner job you ask that's a great question William

[00:11:24] burner jobs are temporary or short term jobs held only for the paycheck with no intention of staying

[00:11:34] the distance never never staying along for long term but I mean I kind of feel like I know where

[00:11:43] you're gonna go with this yeah isn't every job a burner job unless it's like your own thing right

[00:11:49] like if I'm making $20 and you're gonna offer me $25 hmm it's part of job I'm gonna go if

[00:11:56] you're offering me a hundred thousand then you're giving me 150 I'm gonna go hmm yeah until

[00:12:03] proven otherwise I think this gets back to your points on loyalty you know right several times

[00:12:08] we've talked about loyalty and you've been like we've lost loyalty on both sides yeah we've lost

[00:12:13] loyalty and again okay so this is just a quiet quitting or you know one of these terms that

[00:12:20] basically says it's kind of coming up for a new way of thinking but really burner jobs

[00:12:26] all jobs are burner jobs I need to pay my job this is this is what that is yeah yeah yeah whatever

[00:12:35] play with it to go along with your burner phone and burner family and any other burner things that

[00:12:41] you might ask yeah all right make it you make jokes about burner families but I I know somebody

[00:12:48] who has one now which I was not aware of that's pretty cool well for all right 75%

[00:12:56] of millennial women are concerned about managing menopause symptoms at work

[00:13:03] believing they will be moderate to severe challenge according to a recent care report

[00:13:09] menopause and the workplace 2024 you can get that at www.get-caratwithac.com

[00:13:19] so stats like this for me are staggering and my hope is is that with more female leaders

[00:13:27] will have more benefits that are tailored to things like this and so you know as I was reading

[00:13:32] this article of course I'm looking at it going if men had menopause so if we suffered through that

[00:13:39] hell how fast do you think that we would have menopause benefits like that's what we had

[00:13:46] 20 years ago right yeah so again yet another kind of an equity issue is how we look at benefits and

[00:13:56] and how we tailor benefits to men and women and you know everything else so I would jump to 75

[00:14:04] men don't even know that they don't exist oh no 100% yeah especially millennial women

[00:14:10] so that's what that's what that's what's interesting to me is they're thinking about

[00:14:14] the future of work and how menopause will jack up their life and how it jack up their work

[00:14:22] and so they're thinking about it and this isn't 50 year old the 60 year olds thinking about

[00:14:27] menopause these are these are younger women so uh hey you uh 75 big numbers go take a look at

[00:14:34] the report because they also had other stats in it that were pretty fast right you got one more

[00:14:39] go for it okay let's do AI assistants right AI assistants you're gonna love this are blabbering

[00:14:48] and embarrassing work secrets workplace AI tools can do the task by themselves

[00:14:55] giving them to stop is the problem so this was on the washingtonpost.com

[00:15:01] so you're saying like it's telling things about me yeah do you tell me right right it

[00:15:08] hates country music what so so they they're learning all this stuff about you do the task great

[00:15:16] and then they're telling other employees about you what is it telling about me though if I don't

[00:15:21] tell them anything everything it knows well again it's listening when you're not thinking it's

[00:15:26] listening so it knows more about you than you think right that's just natural that's oh yeah

[00:15:31] so I forget so this is this is this is about risk and so you know hello my name is risk have we

[00:15:39] have we ever met and I think what it comes down to is guardrails we and bots need guardrails

[00:15:46] we've got a lot of guardrails for employees and for leaders good we don't have as many guardrails

[00:15:52] for what bots can do other than the task so I think that we will see in the future a lot

[00:15:59] of this type of stuff says just do this task that's it and if people ask questions that's it

[00:16:05] that's you have one job go do this job which it is fascinating to think about conversational bots

[00:16:11] and them just having a conversation you asked about William well yeah he his favorite color

[00:16:17] is turquoise I mean you know I tell you what William did yesterday exactly yeah exactly I

[00:16:23] think you went to the bathroom like 19 times like whoa he took that so you know

[00:16:29] he took that nap and self-help that's that's wellness that is self-care wellness that's

[00:16:35] self-care self-care but you know keep an eye on this because it's bots doing the job

[00:16:42] of what we want the but the unintended consequence is where I think some of this is

[00:16:48] interesting you know how much of that is hallucinations that's you know I would be like

[00:16:51] I was lying definitely not true anyway acquisition time we'll talk some acquisitions

[00:16:56] yeah so general Atlantic 1.6 bit 1.06 sorry a billion dollar takeover of

[00:17:07] LTG learning technologies group so I found this one on Reuters and I think you'll like this one

[00:17:13] because we do a lot of work with in in this space with cornerstone etc but so I think

[00:17:18] this this acquisition proves that corporate training is actually important right I think it's always

[00:17:26] yeah I should say always been thrown to the wayside but I don't think unless you're in learning if

[00:17:32] you're if you're in that group like you're in that area it's important right outside of that you

[00:17:37] just bitch about it and complain about it but it's actually important so we saw this a couple

[00:17:42] years ago cornerstone with cornerstone acquisition of some total so that expanded cornerstone

[00:17:48] into more into deeper into learning but two things to note here in this acquisition I kind of looked at

[00:17:53] it from your point of view because I I know you just have an amazing point of view on this stuff

[00:17:59] just stroke the ego but I don't want to get shot I just don't want to get shot I saw you shoot now

[00:18:05] private equity is is fascinated with HR tech especially in learning platforms and to

[00:18:14] re-skilling upskilling is driving all of this so if you go back and look at where a lot of money

[00:18:20] is actually being spent and where innovation is happening it's in learning it's in upskilling

[00:18:25] and that's a lot of the conversation that we're hearing today as well so I thought this was

[00:18:30] an interesting one and one to follow big number good for them big number again every all the

[00:18:36] analysis is spot on skilling learning for a compliance sake is boring as fuck but

[00:18:42] once you get learning over the hump to skilling and upskilling and re-skilling

[00:18:47] learning is actually really cool I can do a lot of transformational things so spot on good

[00:18:53] acquisition team front strengthens its commitment to field services providers software founders

[00:19:01] for with its acquisition of accelerate to restoration job management software so basically

[00:19:10] what this is on prweb.com so you go take a look at it it's the strategic acquisition like we've seen

[00:19:15] a lot in the last couple weeks team front a strategic partner for founder own field services

[00:19:21] software companies check acquired accelerate a provider of job management software for the

[00:19:28] restoration industry help me help you so this is just a bit that again this is a great

[00:19:35] acquisition because they're actually going to be able to help their customers even more by providing

[00:19:41] talent the right access to talent should say so great acquisition awesome do you know I know you

[00:19:49] know the company smart yeah of course yep okay so as a dramatic pause there but I did not know this

[00:19:55] I know I know smart but did you know that they are currently used by over 90 percent of fortune

[00:20:01] 500 companies I did not know now that's shocking I that's shocking yeah that is some serious

[00:20:08] penetration right that is like it's in there I didn't realize that anyhow so smart sheet is

[00:20:14] being taken private so this means more innovation faster right so you you've actually we've

[00:20:21] talked about this and you've kind of led me more down this path than than than I was prior but

[00:20:28] we're seeing this more and more where companies are being taken private again

[00:20:33] and that's to help drive the innovation I think that's that's really what the focus is here is

[00:20:38] they want to innovate they're already in the world's largest companies they need to innovate faster

[00:20:44] and they need to do it better and they feel that this is going to be a way to deal with debt

[00:20:49] technical debt and financial debt yeah it's hard to do that in wall with wild street you know

[00:20:56] straighten down your time yeah breathing down your neck is a way that you can you could phrase

[00:21:01] that I mean Kronos did it Seridian did it there's a bunch of companies in our particular space

[00:21:07] that took their were public that took their companies private to basically clean them up

[00:21:12] with innovation and right so this was a point this was a point four billion dollars I forgot to

[00:21:19] say that I noticed that that's a combination of Blackstone and Vista which I don't see

[00:21:25] I haven't seen them do a lot of work together but that's cool that's actually I mean it is a

[00:21:30] huge number and makes sense that you'd have two partners grow in on where you have you got another

[00:21:35] one let's go what do you do what do I have let's see oh Salesforce Salesforce acquires zoom yeah

[00:21:42] yeah so so this is a cool one um so this is this this one's kind of like a

[00:21:48] so a little while back Salesforce acquired a company called own which is an AI based data

[00:21:53] management play right so this I think this is more of a continuation of that they align really

[00:21:58] really well together this is so from their website they say that they're an AI driven

[00:22:03] knowledge platform that organizes and centralizes our unstructured company documentation so think

[00:22:10] self-service chat self-service employee chat technical support all of the above take all

[00:22:15] of your guides all of your documentation internal memo everything structure it put it together

[00:22:21] and create that right so not new but they do it really really well

[00:22:26] a la Salesforce acquisition don't bet against sales force don't don't don't bet against sales

[00:22:32] force no and they're dumping money and rightfully so they're dumping a ton of money into a are

[00:22:38] they are yes they are so there you go so all right Ryan let's let's do a little r

[00:22:44] little research you ready research 46% of workers hey this is William Tinker work defined

[00:22:51] hey listen I'd like to talk to you a little bit about it inside the c-suite the podcast

[00:22:56] it's a look into the journey of how one goes from high school college whatever all the way to the

[00:23:02] c-suite all the ups and downs failure successes all that stuff get a listen subscribe wherever

[00:23:08] you get your podcast hey it's Bob pulver host to you podcast human centric ai ai driven transformation

[00:23:15] hiring for skills of potential dynamic workforce ecosystems responsible innovation these are some

[00:23:22] of the themes my expert guests and i chat about and we certainly geek out on the details

[00:23:26] nothing too technical i hope you check it out ready 46% of workers fear skill ups

[00:23:36] being obsolete within five years as ai reshapes the workforce according to the

[00:23:44] hoot 2024 workplace culture report that's at koo.com with a k uh that's a considerable

[00:23:53] fear of being obsolete number 46 almost half if you're not in my opinion if you're not

[00:24:00] thinking about re-skilling your workforce you're already behind yeah so yeah if your employees are

[00:24:07] feeling that way that they're going to be obsolete hey and you're not re-skilling well it's going to

[00:24:13] be kind of self-fulfilling yeah you're gonna be obsolete yeah so yeah you're gonna lose so

[00:24:20] go ahead take a look at that report ahead some other cool uh factoids and

[00:24:24] yeah we we interviewed i can't remember the name um who do we interview from koo do you remember

[00:24:30] this is a while back yeah i remember i can't they don't come to me but well maybe we'll

[00:24:35] tag it down below anyhow check them out so okay this one i thought was i had a throat

[00:24:40] us in here because i thought this one was worthy of laughing 79% of CEOs say remote work will be

[00:24:49] dead in three years or less this is a reason to say these are the musicians on the uh titanic

[00:24:57] right i love it so so these are those those guys had the shittiest job in the world you can call

[00:25:04] that self-fulfilling or whatever but you're going down yeah like what else are you gonna do why not

[00:25:08] i get it right anyway this is a k p m g serving this will play these come on as well right so

[00:25:14] so 79% yeah it's a 79% of corporate CEOs believe remote work will largely disappear within three

[00:25:23] years so many CEOs they also found many CEOs plan to incentivize office workers with promotions

[00:25:31] raises and benefits for encouraging employees to come back into the office now it's a it's a

[00:25:38] different class of citizenry like this is the it's the constitution of three fifths human

[00:25:45] so you all all we're doing i mean that's a little dark i get it however a little different but yeah

[00:25:52] no really it isn't you're you're human if you're in the office you're less than human if you're

[00:25:58] not in the office no it's not different yeah so it's dark yeah well so here here's here's

[00:26:04] here's my take on the situation all right only take that matters rto mandates are layoff notices in

[00:26:11] disguise that's it it's cheaper it's a lot less messy it's easier to get rid of people you're not

[00:26:17] following the mandate you can't come into the office this is what we're doing peace out homie

[00:26:22] like that's just that's just what it is um instead of doing i don't think so create a policy

[00:26:28] no instead of creating instead of doing a riff you create a policy that's just really unpopular

[00:26:33] and people eat that's right hey yeah check it out kpn kpm g survey uh i'm following your lead here

[00:26:41] with this one 20 of workers admit to ignoring return to office rules well i guess you're

[00:26:48] going to be going out of job resumebuilder.com this is surveyed over this is what i like about

[00:26:55] this particular survey is they surveyed over a thousand us based full-time employees working for

[00:27:02] companies that implemented an rto policy since 2020 requiring employees to go back in the

[00:27:09] least in the office at least once weekly the number is low 20 but i believe it will grow

[00:27:18] and three other nuggets from the report let me do those real quick the majority of workers

[00:27:23] want it to be in the office three days or less per week two many workers many workers will quit

[00:27:33] if their company forces compliance to your point three 68 uh percent say productivity would improve

[00:27:42] if they could choose their own schedule man it's what's what's fascinating about these two things is

[00:27:47] the forces are so opposed to one another CEOs again everyone's got to be back in the office

[00:27:55] you've got employees saying yeah you know what our productivity would be if we could just

[00:27:59] design our own schedule our productivity would go up right there's got to be this is

[00:28:04] going to come to a head i mean in every company so anyhow let me tell you the report it's

[00:28:09] actually really well put together let me let me ask you this can you this is this is this is

[00:28:15] divisive i get it it's polarizing topic but CEOs that make the million dollars a year

[00:28:22] CEOs that make 10 million dollars a year and get ragged on for making more money than a

[00:28:29] frontline worker who makes the company go etc etc right this is kind of the parallel argument for me so

[00:28:35] a ceo of a fortune 500 company is extremely different than a frontline worker at a company

[00:28:44] they are doing things that you can't even fathom like that we don't even know they do

[00:28:49] in order to get the 50 000 people paid every day they make the company go now there are arguments pro

[00:28:56] and conic or foreign against that this is kind of that same argument for me i always feel this

[00:29:03] way where it's like executives want the people to be in the office that's all we ever knew

[00:29:08] that's all we ever knew so making that change that quickly shocked at a system right i get it right

[00:29:14] now i'm all for remote got it but i can also see the other side of this saying look we're you know

[00:29:22] one of the largest retailers or whatever in in the world i can't have 50 000 people working at home

[00:29:29] i don't know what they're doing i don't know how to run the company the job the job the job

[00:29:35] dictates some of the jobs in some industries it's not it's a non-starter if you're made at a

[00:29:40] hotel at a hotel then you're going to be at the office like that's okay done i think the interesting

[00:29:46] thing that you're bringing up is the the separate the pay disparity argument that's been around for

[00:29:53] a long time is justified in some ways children and those that have more important tasks or more

[00:30:01] important jobs they can work however the hell they want to work those that don't well this is a good

[00:30:07] time to reskill exactly our start your own business look we're doing something different we could be

[00:30:12] worth 2.7 billion dollars just like gnome can as well right we could have went and did that

[00:30:18] all right there's nothing special about gnome all righty 90 of the workers over 40

[00:30:25] experience ageism in the workplace it's at resume now dot com that's a dash between resume and now

[00:30:34] that's a fucking huge number 90 percent is huge and 40 is old which of course i'm thinking like

[00:30:44] really age so for everyone listening age age is a manifest in hiring practices pay disparities

[00:30:51] the workplace dynamics we probably need to check in with our teams to ensure that we're not part of

[00:30:57] the 90 percent it's a it's a big number and it scares me because it's such a big number and

[00:31:04] people over 40 feel like this is a thing thing for them uh so i think that it's good for hr

[00:31:11] check in and make sure especially on those three fronts make sure that they're not paying

[00:31:17] younger workers more than they're paying older workers you know stuff like that so there you go

[00:31:23] yeah i think this is this is this is going to be a problem this is actually gonna be a

[00:31:28] harder problem to solve than it feels like anyhow okay 2025 seagull health plan cost trend survey

[00:31:37] found that the highest projected rate of increase for all health benefit plan cost

[00:31:43] across the board is for outpatient drug uh prescription drugs 11.4 percent uh that's the

[00:31:51] number so oh yeah it's a lot all right yeah so think specialty drugs like glp ones right these are

[00:31:59] the largest right um but i don't think this is a new thing this is like kind of an all the time

[00:32:05] thing so we're it's a big number though it is a big number but it's not 11.4 percent it's a big

[00:32:11] number no going up is not shocking it just doesn't go down check no it's 11 uh but but 11.4 percent

[00:32:21] is that's that's significant yeah usually it's up by 3 percent or up by you know two and a half

[00:32:27] percent stuff like that yeah uh that's a big number and i think it's consumption there's so many people

[00:32:33] that are using specialty uh prescriptions that they're they're trying to recoup uh

[00:32:39] there for those costs so yeah i get it that's it's scary but you know what would come january

[00:32:45] health uh our our health insurance is going to go out don't say that news at 11 don't say that

[00:32:51] all right you want to talk some funding before we move on i need to let you know about my friend

[00:32:57] mark feffer and his show people tech if you're looking for the latest on product development

[00:33:03] marketing funding big deals happening in talent acquisition hr hcm that's the show you need to

[00:33:12] listen to go to the work to find network search up people tech mark feffer you can find them anywhere

[00:33:20] you want me to go further all right i'll take i'll take the first one here so open ai open ai

[00:33:28] takes another 6.6 billion dollars in funding that is a massive number that that that blows up their

[00:33:38] valuation 157 billion dollars now uh so this is the largest funding round of all time unseating

[00:33:47] one of its former co-founders and your personal friend elon musk so he's now in texas right so he's

[00:33:55] he's now your friend um how do you say yeah so he is no longer the record holder of the most funding

[00:34:02] for for around there you go anyhow second uh the round was led by thrive capital and also

[00:34:09] include a microsoft and invidia so yeah what do we know right we're a little guy but my super

[00:34:17] secret sources because i just have amazing sources tell me that this is a lot of money

[00:34:22] and it's going to lead to good things so i'm a believer i like i like open i like chat gpt i would

[00:34:29] advise everyone that's a netflix customer to watch the four-part series with bill gates

[00:34:36] the first one is on ai and uh oh it's fucking terrifying this is the one that has my won't let

[00:34:45] you sleep open ai oh no it's fucking it it'll wreck you this is Blair witch mostly because the open ai

[00:34:55] founders he's talking about how ai will learn from itself so it's going to learn from you and

[00:35:00] that's going to learn from itself let's go keep learning from itself and keep learning from

[00:35:03] self keep keep and at one point we're not going to know how it's learning or what it's learning

[00:35:09] yeah when it's never going to teach you back like there's a graphic where he's

[00:35:12] no where it's just like yeah it's doing its own thing good luck yeah so that there is a part

[00:35:17] that's unsettling however i don't think we can stop that it's just a kind of a part of where we are

[00:35:23] i did i did see someone refer to uh this might have been schmidt that referred to ai as the

[00:35:32] advent of electricity and i really like that because i've always thought of it as the advent

[00:35:37] of the internet but he kind of i think i'm pretty sure i can attribute it to schmidt eric schmidt

[00:35:42] and he's and it's like yeah we're here we can now turn on light bulbs but

[00:35:47] there's a bunch of stuff coming in the future that we don't even we're not even conceiving

[00:35:53] which was just like electricity so yeah if you like metaphors there you go and you use the

[00:36:00] internet or electricity all right yeah and look at another another thing on this real quick

[00:36:05] you ready another thing on this real real quick um so google bring in no man spending 2.7 billion

[00:36:12] so they're not falling behind these guys right that's how that's how much open ai is pushing

[00:36:20] sales force you mentioned sales force dumping money as well i'm meta is dumping everyone's

[00:36:25] dumping money in ai yeah because they don't want to get outflanked which well sales force um i

[00:36:31] believe it was sales force said they would they they pledged 500 million dollars to their ai startups

[00:36:37] over the next certain number of years yeah i mean these companies see it and open ai is

[00:36:42] is the leader right now so there you go all right let's do uh let's do another one here e g y m

[00:36:48] e gem if you want to just go with that connected fitness start up conceived after the founder

[00:36:54] hit the wall at the gem lands 200 million at a 1.2 billion dollar valuation explain this on tech crunch

[00:37:03] dot com oh yeah so it's you know the so the connected gem is basically you're not just

[00:37:11] in the gem it follows you wherever you are so it connects if you're doing some stuff at home

[00:37:16] connects that so it connects everything you do it so think fit bit plus the things you do in the

[00:37:22] gem plus the things that you do at work if you're doing pushups or you're doing stuff at work it connects

[00:37:27] all that shit okay everything that you do in the gem not in the gem it connects all that but

[00:37:33] what's fascinating to me is they have an enterprise solution a solution for wellness

[00:37:39] and that's what we should be looking at because of the connectivity between health rising health

[00:37:45] insurance or health costs and wellness programs is legit so i can't i like this play i like this

[00:37:52] play because i think it's going to help people not just personal you know which is cool but it's

[00:37:57] actually going to help people at work yeah though i want to know he started the company after hitting

[00:38:04] a wall at the gym like hitting a wall like per like plateauing or like really hitting a wall

[00:38:09] plateauing okay okay that i just want to make sure it was did he hit the wall and like ding

[00:38:15] yeah his head yeah fair fair fair adp is this so this has not happened yet it's coming down the

[00:38:24] pike so i want to put it in here because i'm gonna probably forget about it until the news line

[00:38:28] sits but adp is nearing a 1.2 billion dollar deal for uh workforce software so i first saw this

[00:38:37] on linkedin i was curious to pick my interest so i clicked through i want to i know this isn't

[00:38:43] why they're acquiring the company but first off their website is phenomenal so if you're into

[00:38:49] websites you're into design and all their website is just beautiful it looks good it plays well

[00:38:55] the calculators on there and this is part of what i what i like about it calculators on the site

[00:39:01] they use kind of the fear around compliance which is their business

[00:39:06] 100 which i have zero reason to purchase or care about other than you know what we do for a living

[00:39:13] but it may not want to click off the site i felt like i needed to be there because

[00:39:17] when you use the calculators it's actually showing here's here's not just what you're saving

[00:39:23] here's what that means right and it was around compliance and risk and benefits and all that

[00:39:28] stuff and so workforce software for those it's a cool play it is a work workforce software for

[00:39:33] who those who don't know covers all things like time and attendance payroll compliance labor tracking

[00:39:38] forecasting so deal's not done yet but it is big and uh it's looking kind of juicy so excited to

[00:39:44] see see if this won't come down it's a great acquisition adp does really spark acquisitions

[00:39:50] to round out things like they don't really care about the payroll that workforce software

[00:39:55] does that's not there on that's not the bit workforce software was and i believe it still

[00:40:01] is headquartered in detroit yep and it was the nearest competitor chronos and time and attendance

[00:40:08] and so they built other types of things in there and just rolled on along one of my buddies

[00:40:14] harrick harvard uh harvard turnoff who also where it worked at seridian day force etc he was

[00:40:22] the chief revenue officer at one point i i like to play first of all i think it's just great for adp

[00:40:28] because they're gonna look at whatever they're doing in payroll and convert that to adp payroll

[00:40:32] like whatever yeah but all of these other things that they don't have great great applications

[00:40:38] with it just got them into a bunch of markets so right it's right great that's great that's

[00:40:44] technically an acquisition yeah right mm-hmm now it will be an acquisition yet just hasn't closed

[00:40:52] yet hasn't happened once it gets done so hollywood payroll startup wrap book raises 20 million

[00:41:00] dollars to compete with and come in trench for rivals i found this on the hollywoodreporter.com

[00:41:07] which uh is an actually really very fun site to go to if you like movies tv shows and all

[00:41:13] the things that happen in hollywood it's like variety uh i didn't know that hollywood payroll

[00:41:19] was a thing so so my first learn was they don't use adp or page x or like all the other things no

[00:41:28] they don't they have their own specialized because they've got different types of workers

[00:41:35] so they've got producers and they've got people that are doing boom mics so they've

[00:41:39] actors they've got a different kind of a way to look at payroll and it's based on the the the time

[00:41:47] period of when that person's working on a tv show so it's like it is legit different i would love to

[00:41:53] buy you know as a thing i would love to be in the office and see those paychecks i would too

[00:41:59] i would too i just want to know i would like to run those run those here's brad pits oh wow that's

[00:42:04] 30 million dollars in royalties not even a paycheck i'll just guess uh i'm sure a lot that's on eft now

[00:42:11] but it's i'm sure keep track of it but the money is from uh best summer uh venture partners which

[00:42:17] like indresa and like general atlantic yeah they usually make smart plays like that's it's smart

[00:42:24] money they usually bet smart so uh take a look at rap book and now you know that hollywood

[00:42:31] operates with payroll differently they do their own thing all right fathom if you know fathom is

[00:42:37] the note taker uh raises 17 million dollars to transform ai driven media or meeting intelligent so

[00:42:46] i i use fathom in the past i didn't think it was amazing uh they've gotten better yeah i i've stopped

[00:42:53] using them before they got better just because we're on g-suite and it does its own thing so anyhow

[00:42:57] fathom is the what i did not know they are the most installed and widely used note taker in both

[00:43:04] zoom and in hub spot so therein lies why really in the wind uh so anyhow so they did have a seed round

[00:43:14] this is their a-round 17 million a-round uh they did have a seed round in terms of not

[00:43:19] fantastic around yeah yeah in terms weren't disclosed on um on uh on their seed round

[00:43:25] however the company's young they started in 2021 so like you know they're young they're

[00:43:33] they're doing really well and they've done most of it on zero dollars and boost wrapping as much as

[00:43:38] they can so good for them interested to see where they go cool all right i'm gonna burn through a

[00:43:43] couple of these right go for it jump raises 12 million to help freelancers get benefits just

[00:43:50] like employees it's on techcrunch.com long time coming and i fucking love this it's good for everyone

[00:43:59] involved go jump that's 12 million dollars for freelancers and benefits that's awesome number

[00:44:05] which is spelt n m b r secures 7.6 million to bring modern payroll products to canada helping

[00:44:16] companies launch payroll offerings to increase revenue and customer retention this is on business wire

[00:44:23] i love first of all i love the company name so i'll just say that uh and payroll in canada is

[00:44:30] different i remember when seridian was to have they've set up um basically a canadian branch of

[00:44:38] of uh in in toronto for just all of canada because it's completely different than the united

[00:44:43] states so you know these they're either going uh numbers either going to get dominant or get acquired

[00:44:48] right that's just kind of the way that's gonna play out in front of us so but good for canada

[00:44:54] to our friends up north that we have an annex yet joya joya everyone hates that

[00:45:01] launches from stuff like that go yeah yeah not go yeah or the artist go yeah uh joya joy a

[00:45:11] launches from self mode with five million for the first skin cancer prevention an anti aging

[00:45:19] employee benefit platform wow nice so let that sink in that's pretty cool that's a business wire

[00:45:27] if you want to learn a little bit more about that or you go to joya's website i think that sounds

[00:45:31] like a cool benefit and that a benefit that might actually get usage so i love it i like niche

[00:45:37] benefits i like giving employees a whole array and letting them pick the shit that makes sense for

[00:45:42] their life yeah and if you if that's a thing for you i i think it's great so good for them more and

[00:45:49] more i become a fan of niche benefits and even when companies do kind of a pay as you go model

[00:45:56] so they it's not part of their plan per se where they're buying and volume but it's

[00:46:01] we're gonna have this right if 50 people out of 200 use it we pay for 50 seats

[00:46:06] that's right big fan of that big fan of that last funding aria health that's arya

[00:46:14] secures four million to transform healthcare human capital management with a this is on

[00:46:21] bakersfield.com they cover the space i'm i'm down personally i'm down if ai can help

[00:46:28] drive down healthcare costs and increase usage of benefits so if ai can help do that totally down

[00:46:37] i think we need to keep an eye on not just this startup but this category yeah so i

[00:46:42] like the idea that that i can help increase usage yeah that's that's key because there's a lot

[00:46:48] that goes unused anyhow yeah you're right we're done right that's it so this has been a wonderful

[00:46:54] week thank you all for listening thank you all for watching we shall see you next time