The BARF: Jobless Rates Spike, CEOs prefer RTO (But they work remote), DEI Programs Vanish, and SmartRecruiters Gets a New CEO

[00:00:30] [SPEAKER_02]: This is why we partner with them here at WRKdefined.

[00:00:33] [SPEAKER_02]: We trust them and you should too.

[00:00:35] [SPEAKER_02]: Check them out at isolvedhcm.com.

[00:00:39] [SPEAKER_02]: Oh my goodness.

[00:00:41] [SPEAKER_02]: Bad touching, harassment, sex, violence, fraud, threats.

[00:00:47] [SPEAKER_02]: All things that could have been avoided.

[00:00:51] [SPEAKER_02]: If you had FAMA, stop hiring dangerous people.

[00:00:58] [SPEAKER_02]: FAMA.io

[00:01:10] [SPEAKER_02]: What is going on everybody?

[00:01:12] [SPEAKER_02]: Ryan Leary, William Tinkup here with The BARF.

[00:01:15] [SPEAKER_02]: This is the week, the look at the week that was so you can prepare for the week that

[00:01:19] [SPEAKER_02]: is.

[00:01:21] [SPEAKER_02]: I am coming to you live from Rikers Island.

[00:01:23] [SPEAKER_02]: It kind of feels that way.

[00:01:26] [SPEAKER_00]: William, what's going on brother?

[00:01:27] [SPEAKER_00]: Not much man.

[00:01:28] [SPEAKER_00]: It is September.

[00:01:29] [SPEAKER_00]: Can you believe that it is September?

[00:01:32] [SPEAKER_00]: I can because the kids are back in school and I'm damn happy about it.

[00:01:36] [SPEAKER_00]: Yeah, yeah, yeah.

[00:01:37] [SPEAKER_00]: Well, outside of that, it feels like this year has flown by.

[00:01:40] [SPEAKER_00]: It's crazy.

[00:01:41] [SPEAKER_02]: It has.

[00:01:42] [SPEAKER_02]: It has flown by.

[00:01:43] [SPEAKER_02]: You know what?

[00:01:44] [SPEAKER_02]: We've got conference season.

[00:01:47] [SPEAKER_02]: We've got elections.

[00:01:49] [SPEAKER_02]: Kids are back to school.

[00:01:51] [SPEAKER_02]: Two out of three ain't bad.

[00:01:52] [SPEAKER_00]: A lot of good things happening here.

[00:01:54] [SPEAKER_00]: Good, good, good, good.

[00:01:56] [SPEAKER_02]: Yeah and some of us need Botox.

[00:01:59] [SPEAKER_00]: We'll talk about that.

[00:02:03] [SPEAKER_00]: Let me pitch a story to you.

[00:02:04] [SPEAKER_01]: Yeah, kick us off.

[00:02:07] [SPEAKER_00]: All right and don't look, don't Google it or don't use chatgyv to you.

[00:02:11] [SPEAKER_00]: What area of the country has the lowest jobless rate in July?

[00:02:19] [SPEAKER_00]: Just pick a place.

[00:02:21] [SPEAKER_00]: What country?

[00:02:22] [SPEAKER_00]: No, a place in the United States.

[00:02:24] [SPEAKER_00]: In the United States.

[00:02:27] [SPEAKER_00]: City, not city, state, large regional area.

[00:02:32] [SPEAKER_02]: You're getting confusing for me now.

[00:02:33] [SPEAKER_02]: Pick state.

[00:02:35] [SPEAKER_00]: Pick state.

[00:02:36] [SPEAKER_00]: Let's go with Chicago.

[00:02:40] [SPEAKER_00]: That would be Illinois.

[00:02:43] [SPEAKER_00]: South Dakota.

[00:02:46] [SPEAKER_00]: In July, posted the lowest jobless rate at 2%.

[00:02:52] [SPEAKER_00]: So check that out.

[00:02:53] [SPEAKER_00]: 2% jobless.

[00:02:55] [SPEAKER_00]: Like, that means almost everybody is employed.

[00:02:57] [SPEAKER_00]: That's crazy.

[00:02:59] [SPEAKER_00]: Conversely, District of the Columbia, which is not a state, however it is a

[00:03:03] [SPEAKER_00]: district, had the highest unemployment rate at 5.5%.

[00:03:09] [SPEAKER_00]: That's a swing of 3.5%, right?

[00:03:12] [SPEAKER_00]: This is all according to the BLS.

[00:03:14] [SPEAKER_00]: You can find it on BLS.gov.

[00:03:17] [SPEAKER_00]: That's a delta is large.

[00:03:19] [SPEAKER_00]: So here's the thing.

[00:03:21] [SPEAKER_00]: What makes those areas so different from one another?

[00:03:24] [SPEAKER_00]: Is it population density?

[00:03:26] [SPEAKER_00]: Is it clusters of where people live?

[00:03:30] [SPEAKER_00]: Is it farmland?

[00:03:31] [SPEAKER_00]: What makes that different?

[00:03:33] [SPEAKER_00]: Eventually as I read that, I'm like, why don't the people in DC just move to South

[00:03:37] [SPEAKER_00]: Dakota?

[00:03:39] [SPEAKER_02]: I've always looked at DC as just a tourist spot.

[00:03:45] [SPEAKER_02]: I know it's not, but I've always felt that it was.

[00:03:51] [SPEAKER_00]: Yeah, it's going to be one of the top industries, but it's also government, right?

[00:03:56] [SPEAKER_00]: It's government, right, yeah.

[00:03:57] [SPEAKER_00]: A lot of people that are in government or that serve government.

[00:04:02] [SPEAKER_00]: So like the people on, I think it's K Street that are lobbyists.

[00:04:08] [SPEAKER_00]: It's a lot of those people.

[00:04:10] [SPEAKER_00]: I think a lot of people work in DC, but they live out.

[00:04:14] [SPEAKER_00]: So they live in Maryland, they live in Virginia, they live out.

[00:04:17] [SPEAKER_00]: They don't live in DC.

[00:04:18] [SPEAKER_00]: It's the people in DC that get screwed out of jobs.

[00:04:22] [SPEAKER_00]: 100%.

[00:04:22] [SPEAKER_02]: Can we just talk about Illinois for a second?

[00:04:25] [SPEAKER_00]: Yeah, go for it.

[00:04:27] [SPEAKER_00]: Chicago.

[00:04:29] [SPEAKER_01]: Chicago's the state, right?

[00:04:31] [SPEAKER_01]: I heard nothing you said after that because in my head I'm just thinking.

[00:04:35] [SPEAKER_01]: Third grade social studies.

[00:04:37] [SPEAKER_00]: No, no, no.

[00:04:39] [SPEAKER_00]: You skipped a day, we're the capitals and the state.

[00:04:41] [SPEAKER_00]: No, you're good.

[00:04:43] [SPEAKER_00]: Don't worry about it.

[00:04:44] [SPEAKER_00]: Anyhow, taking a look at BLS data, it's always interesting.

[00:04:48] [SPEAKER_02]: All right.

[00:04:48] [SPEAKER_02]: A while back, we talked about non-competes being tossed out.

[00:04:52] [SPEAKER_02]: Well, in a twist of fate, the judge tosses the FTC ban on non-compete agreements.

[00:05:01] [SPEAKER_02]: So, the reasoning behind this, which I guess it makes sense for me, the commission doesn't

[00:05:11] [SPEAKER_02]: have the authority to issue the ban the judge finds.

[00:05:14] [SPEAKER_02]: Right?

[00:05:14] [SPEAKER_02]: So what they said was the judge said that the role of the administrative agency

[00:05:19] [SPEAKER_02]: is to do as told by Congress, not do what the agency thinks it should do.

[00:05:26] [SPEAKER_02]: Okay, so it sounds like it's legit and sounds like, I don't know, but I'm sure

[00:05:33] [SPEAKER_02]: this is going to continue to go on and on.

[00:05:36] [SPEAKER_00]: It's also assumptive that Congress works.

[00:05:40] [SPEAKER_00]: Right?

[00:05:41] [SPEAKER_00]: Like Congress actually is a working Congress.

[00:05:44] [SPEAKER_00]: Again, not politicizing, it's just we haven't had a working Congress in quite

[00:05:48] [SPEAKER_00]: a while.

[00:05:48] [SPEAKER_00]: Right.

[00:05:49] [SPEAKER_00]: So like what are agencies supposed to do in that instance?

[00:05:53] [SPEAKER_02]: Well, I think Congress needs to just say, yeah, let's do it.

[00:05:58] [SPEAKER_02]: I mean, there's smarter people working on this than me.

[00:06:01] [SPEAKER_02]: Got it.

[00:06:03] [SPEAKER_02]: But it hurts people.

[00:06:05] [SPEAKER_02]: It legitimately hurts people.

[00:06:07] [SPEAKER_02]: There's a lot of people in our industry that are just coming back in and doing

[00:06:13] [SPEAKER_02]: work and announcing new jobs.

[00:06:14] [SPEAKER_02]: They've been under, you know, behind the radar, behind the scenes.

[00:06:17] [SPEAKER_02]: Because for the last eight months, 12 months, they couldn't work in the space that

[00:06:23] [SPEAKER_02]: they've worked in for 20 years.

[00:06:25] [SPEAKER_02]: And it hurts them financially.

[00:06:26] [SPEAKER_02]: It hurts their family.

[00:06:27] [SPEAKER_02]: It hurts their kids.

[00:06:28] [SPEAKER_02]: It hurts everything.

[00:06:29] [SPEAKER_03]: Yeah.

[00:06:29] [SPEAKER_02]: And so, you know, it's something that needs to be looked at.

[00:06:32] [SPEAKER_02]: So off the soapbox.

[00:06:34] [SPEAKER_02]: Nope, nope.

[00:06:34] [SPEAKER_02]: It's a good soapbox.

[00:06:37] [SPEAKER_00]: So yeah, you ready?

[00:06:39] [SPEAKER_00]: CEOs.

[00:06:40] [SPEAKER_00]: I'm ready as long as it's in Chicago.

[00:06:42] [SPEAKER_00]: Yeah, good.

[00:06:43] [SPEAKER_00]: So it's right outside of Chicago.

[00:06:44] [SPEAKER_00]: CEOs are running companies from afar.

[00:06:48] [SPEAKER_00]: Even as workers return to office, Starbucks and Victoria's Secret CEOs live in other

[00:06:54] [SPEAKER_00]: states.

[00:06:58] [SPEAKER_00]: So this is on Bloomberg.com.

[00:07:00] [SPEAKER_00]: So go check it out.

[00:07:02] [SPEAKER_00]: First of all, my commentary is really simple.

[00:07:04] [SPEAKER_00]: This is shitty.

[00:07:06] [SPEAKER_00]: And it highlights privilege in such a dark way that I can work from home.

[00:07:13] [SPEAKER_00]: I can do a hybrid schedule.

[00:07:15] [SPEAKER_00]: I can commute and do what I want to need to and you can't.

[00:07:19] [SPEAKER_02]: Well, I think this is really interesting.

[00:07:22] [SPEAKER_02]: So it's funny at the same time.

[00:07:25] [SPEAKER_02]: It's interesting though because I think...

[00:07:29] [SPEAKER_02]: Before we move on, I need to let you know about my friend Mark Pfeffer and his

[00:07:33] [SPEAKER_02]: show People Tech.

[00:07:35] [SPEAKER_02]: If you're looking for the latest on product development, marketing, funding, big deals

[00:07:41] [SPEAKER_02]: happening in talent acquisition, HR, HCM, that's the show you need to listen to.

[00:07:48] [SPEAKER_02]: Go to the Work Defined Network, search up People Tech, Mark Pfeffer.

[00:07:52] [SPEAKER_02]: You can find them anywhere.

[00:07:56] [SPEAKER_02]: If I'm thinking like the CEO of Starbucks, for example, I'm thinking two things.

[00:08:05] [SPEAKER_02]: One, OK, I don't trust my people to do their job at their house.

[00:08:09] [SPEAKER_02]: But I'm the CEO.

[00:08:10] [SPEAKER_02]: I know I'm going to do my shit at home.

[00:08:12] [SPEAKER_00]: I trust me.

[00:08:13] [SPEAKER_00]: So I'm going to do this.

[00:08:14] [SPEAKER_00]: He lives in Newport Beach, California.

[00:08:16] [SPEAKER_00]: So first of all, to add some spice to that.

[00:08:19] [SPEAKER_00]: Right.

[00:08:20] [SPEAKER_00]: And the CEO for Victoria's Secret moved from Columbus, Ohio,

[00:08:25] [SPEAKER_00]: shithole, to New York City.

[00:08:28] [SPEAKER_00]: Another shithole.

[00:08:29] [SPEAKER_00]: No, no, no, no, no, no, no, no, no, no, no, no, no.

[00:08:32] [SPEAKER_00]: For what they do, that's kind of like where she needs to be or where

[00:08:37] [SPEAKER_00]: the person needs to be.

[00:08:38] [SPEAKER_00]: I don't know if it's a he or she.

[00:08:39] [SPEAKER_00]: Shouldn't assume.

[00:08:41] [SPEAKER_00]: But I think I've said this before, I think RTO is about real estate,

[00:08:45] [SPEAKER_00]: not productivity.

[00:08:46] [SPEAKER_00]: I have a fucking sham.

[00:08:48] [SPEAKER_00]: This further makes me think that this is a fucking sham.

[00:08:52] [SPEAKER_00]: Because if you can if a CEO can live in another state,

[00:08:56] [SPEAKER_00]: I mean, we're not talking about another city within the state,

[00:09:01] [SPEAKER_00]: another state from Seattle to Newport, that's a well, he's probably fine.

[00:09:07] [SPEAKER_00]: He's finally in a little jet, so it's probably a quicker flight.

[00:09:10] [SPEAKER_00]: However, that's normally what would be probably a five hour flight.

[00:09:14] [SPEAKER_02]: Yeah. And my thought now are they?

[00:09:17] [SPEAKER_02]: And this is this is a legitimate question to think about.

[00:09:21] [SPEAKER_02]: Are they jetting from, you know, across 30 states every month?

[00:09:26] [SPEAKER_00]: He said the article said that he was he was going to spend

[00:09:30] [SPEAKER_00]: significant time in Seattle. Right.

[00:09:33] [SPEAKER_00]: So however, yeah, well, you know what?

[00:09:36] [SPEAKER_00]: He still lives in Newport Beach.

[00:09:38] [SPEAKER_02]: Yeah. Zero emissions by 2030.

[00:09:41] [SPEAKER_02]: Go for it, Starbucks. Right.

[00:09:45] [SPEAKER_02]: All right. Another shitty story.

[00:09:48] [SPEAKER_02]: We got we got three big ins as we call them out on the boat.

[00:09:51] [SPEAKER_02]: Joining the club, we got Lowe's, Harley-Davidson, Jack Daniels

[00:09:56] [SPEAKER_02]: ending their D.E.I. initiatives.

[00:09:59] [SPEAKER_02]: Yeah. I said that really weird initiatives.

[00:10:04] [SPEAKER_02]: So I'm confused on how do we talk about this?

[00:10:08] [SPEAKER_02]: I'm confused on how to talk about this.

[00:10:14] [SPEAKER_02]: I know how I feel about it,

[00:10:16] [SPEAKER_02]: but I don't know how to really talk about it because I can see both sides.

[00:10:22] [SPEAKER_00]: Of what the thoughts are.

[00:10:24] [SPEAKER_00]: That's a Trump. That's a Trump thing, man.

[00:10:26] [SPEAKER_00]: No, there's a good people.

[00:10:27] [SPEAKER_00]: There's good people on both sides like, no, no, no, no, no.

[00:10:30] [SPEAKER_00]: I can see a rally.

[00:10:33] [SPEAKER_02]: Walk that back though.

[00:10:35] [SPEAKER_02]: OK, so you might want to be a food D.E.I. programs, right?

[00:10:39] [SPEAKER_02]: They're designed to get rid of bias,

[00:10:42] [SPEAKER_02]: mitigate bias and hiring promotion culture.

[00:10:44] [SPEAKER_02]: All of that.

[00:10:46] [SPEAKER_02]: The goal is to make sure that opportunities are equitable for all employees,

[00:10:52] [SPEAKER_02]: regardless of who they are, what their backgrounds are, all of the above.

[00:10:58] [SPEAKER_02]: My thought is my feeling is when these programs

[00:11:01] [SPEAKER_02]: are eliminated.

[00:11:04] [SPEAKER_02]: The structure weakens.

[00:11:05] [SPEAKER_02]: When the structure weakens, it doesn't always get better.

[00:11:10] [SPEAKER_02]: So the argument that we're going to remove this for whatever reason,

[00:11:14] [SPEAKER_02]: most that I'm hearing is, well, we don't want to exclude other people

[00:11:19] [SPEAKER_02]: across the board, we're just going to hire for who we need.

[00:11:24] [SPEAKER_02]: OK, but you've made this comment.

[00:11:27] [SPEAKER_02]: If that worked, it would have worked for the last 200 years.

[00:11:31] It's correct.

[00:11:32] [SPEAKER_00]: If this was a game about hiring the best talent, we wouldn't be talking about D.E.I.

[00:11:37] [SPEAKER_02]: Exactly.

[00:11:39] [SPEAKER_02]: So I'm all for inclusion.

[00:11:40] [SPEAKER_02]: I'm all for it obviously, right?

[00:11:42] [SPEAKER_02]: I mean, and so I'm kind of I'm conflicted here because what I believe

[00:11:47] [SPEAKER_02]: is what I believe in, why we had these, why companies brought these programs on.

[00:11:54] [SPEAKER_02]: I believe in that initiative.

[00:11:56] [SPEAKER_02]: I'm conflicted as to why they're going away,

[00:11:58] [SPEAKER_02]: because I really think it's a business decision

[00:12:00] [SPEAKER_02]: and they really didn't want to be part of it.

[00:12:02] [SPEAKER_02]: I don't know that they wanted to hurt people.

[00:12:04] [SPEAKER_02]: I just don't think they're interested in it.

[00:12:08] [SPEAKER_00]: It's some of this is optics.

[00:12:11] [SPEAKER_00]: It's the perception that they were kind of forced

[00:12:15] [SPEAKER_00]: to do something that they didn't want to do.

[00:12:18] [SPEAKER_00]: It was kind of an unnatural act as a result of all the kind of the social

[00:12:25] [SPEAKER_00]: activity that from, you know,

[00:12:27] [SPEAKER_00]: they're going all the way back to occupy Wall Street and love is love and

[00:12:35] [SPEAKER_00]: me too.

[00:12:36] [SPEAKER_00]: And obviously with Black Lives Matter and George Floyd,

[00:12:39] [SPEAKER_00]: it just there was things going on socially that just no one could ignore.

[00:12:43] [SPEAKER_00]: There wasn't a person in the United States.

[00:12:45] [SPEAKER_00]: Oh, man, we should just keep doing things as we did before.

[00:12:48] [SPEAKER_02]: Yeah. So look, I mean, I hope it I hope we achieve

[00:12:52] [SPEAKER_02]: what they say they want to achieve.

[00:12:55] [SPEAKER_00]: I do. How do you achieve an unstated goal?

[00:13:00] [SPEAKER_00]: How do you if you don't measure it, you can't get to it.

[00:13:04] [SPEAKER_02]: Yeah, I mean, it's just that's what I'm really conflicted on.

[00:13:07] [SPEAKER_02]: It bothers me.

[00:13:07] [SPEAKER_02]: I think about this and I don't know how to express it.

[00:13:10] [SPEAKER_00]: So it should it should it should it should freak us all out.

[00:13:15] [SPEAKER_00]: Yeah. What they're hiding by what these large companies are hiding

[00:13:17] [SPEAKER_00]: behind are two things.

[00:13:19] [SPEAKER_00]: We were forced into it by the woke movement.

[00:13:22] [SPEAKER_00]: We didn't really want to do it.

[00:13:24] [SPEAKER_00]: It was that a gun was put to our head.

[00:13:26] [SPEAKER_00]: We had to do these things that we did.

[00:13:27] [SPEAKER_00]: It was an unnatural act.

[00:13:29] [SPEAKER_00]: Yeah. Two, they hide behind.

[00:13:32] [SPEAKER_00]: Our customers don't care.

[00:13:35] [SPEAKER_00]: And therefore we shouldn't care because customers are the ones

[00:13:39] [SPEAKER_00]: that fund everything that we do.

[00:13:40] [SPEAKER_00]: Take Jack Daniels. Who drinks Jack Daniels?

[00:13:44] [SPEAKER_00]: I mean, you know, they call it call it like it is.

[00:13:46] [SPEAKER_00]: Who drinks Jack?

[00:13:49] [SPEAKER_00]: I don't know a lot of drugs because I don't I don't like.

[00:13:52] [SPEAKER_00]: Do we do we think it's a widespread alcoholic drink

[00:13:57] [SPEAKER_00]: that's purchased by diverse people?

[00:14:03] [SPEAKER_00]: I'm assuming the answers no, they're hard to fucking know.

[00:14:07] [SPEAKER_00]: It is a poor white trash fucking drink.

[00:14:12] [SPEAKER_00]: Hard stop. Kid Rocks of the world.

[00:14:15] [SPEAKER_00]: Exactly.

[00:14:16] [SPEAKER_00]: If you're poor and you're white, you drink Jack or if you're in college,

[00:14:19] [SPEAKER_00]: you drink Jack. Other than that, you grow fuck up

[00:14:22] [SPEAKER_00]: and you drink real alcohol.

[00:14:24] [SPEAKER_02]: So college. Yeah.

[00:14:27] [SPEAKER_02]: UNC Charlotte.

[00:14:28] [SPEAKER_02]: And I'll just say this.

[00:14:30] [SPEAKER_02]: So you shutters its three offices this week.

[00:14:34] [SPEAKER_02]: And they have to.

[00:14:35] [SPEAKER_00]: They have they have to.

[00:14:37] [SPEAKER_00]: The law, the with the Supreme Court came down with.

[00:14:40] [SPEAKER_00]: They actually they have to.

[00:14:42] [SPEAKER_00]: Yeah. Right.

[00:14:44] [SPEAKER_00]: And University of Kentucky, they can't base it on admissions.

[00:14:48] [SPEAKER_00]: So they have to correct refocus those things.

[00:14:50] [SPEAKER_00]: I think what most universities are doing is they're moving it

[00:14:54] [SPEAKER_00]: from admissions to the actual college and talking about inclusion and belong.

[00:14:59] [SPEAKER_00]: Correct. Which is good.

[00:15:01] [SPEAKER_02]: Like I think it's easier in the university level to fix this

[00:15:05] [SPEAKER_02]: and not have it in the right place.

[00:15:07] [SPEAKER_00]: Yeah. Admissions is a tough place to have it in.

[00:15:10] [SPEAKER_00]: Right. Right. Yeah.

[00:15:12] [SPEAKER_00]: Right.

[00:15:14] [SPEAKER_00]: Ryan, millions of freelance workers across New York State

[00:15:18] [SPEAKER_00]: will come under new protections starting this month

[00:15:22] [SPEAKER_00]: with the freelance isn't free act passed last year.

[00:15:28] [SPEAKER_00]: Free goes into effect.

[00:15:29] [SPEAKER_00]: Freelance isn't free act.

[00:15:32] [SPEAKER_00]: Huh? I like that.

[00:15:33] [SPEAKER_02]: First of all, nobody in New York should be on the protection.

[00:15:36] [SPEAKER_02]: Get rid of them all.

[00:15:39] [SPEAKER_02]: So this is not so giant fan.

[00:15:40] [SPEAKER_00]: This is the act addressing workers longstanding

[00:15:44] [SPEAKER_00]: complaints of missing and late payments.

[00:15:48] [SPEAKER_00]: It requires employers to provide contracts for all for all freelance work

[00:15:52] [SPEAKER_00]: with for more than eight hundred dollars and over a four month period

[00:15:56] [SPEAKER_00]: and make payments by the due dates listed on the contract.

[00:16:01] [SPEAKER_00]: So basically, if a company that freelances something

[00:16:04] [SPEAKER_00]: that's over eight hundred dollars or over four months, they have to provide

[00:16:07] [SPEAKER_00]: they have to provide a contract that list the due date

[00:16:11] [SPEAKER_00]: and they have to pay you by that due date.

[00:16:13] [SPEAKER_00]: This is now law in New York.

[00:16:15] [SPEAKER_00]: I like that.

[00:16:16] [SPEAKER_00]: And I think it should be a federal law.

[00:16:19] [SPEAKER_03]: It should be 100 percent.

[00:16:21] [SPEAKER_00]: So I'm actually I put the New York stuff about the side

[00:16:23] [SPEAKER_00]: because I don't have as much of a bias.

[00:16:25] [SPEAKER_00]: So I think it's a federal law.

[00:16:27] [SPEAKER_00]: And I think you just fucking pay people and don't be an asshole.

[00:16:31] [SPEAKER_00]: So I love this.

[00:16:32] [SPEAKER_00]: And when I read it, I'm like, dude, this this is awesome.

[00:16:37] [SPEAKER_02]: If I was a freelancer

[00:16:40] [SPEAKER_02]: and I was single.

[00:16:42] [SPEAKER_02]: And my family didn't want me here, I would go to New York just for that.

[00:16:47] [SPEAKER_02]: Yeah. Because the point as a freelancer.

[00:16:50] [SPEAKER_00]: Yeah, you know, you're going to get paid.

[00:16:51] [SPEAKER_02]: Well, yeah. And elsewhere, you know, you're going to get screwed. Right.

[00:16:55] [SPEAKER_02]: Right. And so if, you know, as a freelancer,

[00:16:57] [SPEAKER_02]: you're getting paid in 30 days, 60 days, 40.

[00:17:00] [SPEAKER_02]: It helps you live. Right.

[00:17:02] [SPEAKER_02]: You can't get paid in 120 days and expect to pay your bills in 30 days.

[00:17:06] [SPEAKER_02]: But if you know this right, this is different.

[00:17:09] [SPEAKER_02]: I like that. Well, good job, New York.

[00:17:11] [SPEAKER_00]: So if you want to find out more about it, you can go to the New York

[00:17:15] [SPEAKER_00]: Senate dot gov and they'll give you all kinds of analysis

[00:17:18] [SPEAKER_00]: and why it happened.

[00:17:19] [SPEAKER_00]: I found it on cranes, but good for them.

[00:17:23] [SPEAKER_00]: Good for them. And let's let's make that a federal law.

[00:17:27] [SPEAKER_02]: Die Yankees die.

[00:17:30] [SPEAKER_02]: All right. I put this one.

[00:17:32] [SPEAKER_02]: This isn't like. Groundbreaking, amazing.

[00:17:36] [SPEAKER_02]: I put it in because you should know about it.

[00:17:38] [SPEAKER_02]: You hear near I think I keep forgetting Texas is like the size of like

[00:17:42] [SPEAKER_02]: half your state.

[00:17:43] [SPEAKER_02]: No, it's the size of Europe.

[00:17:45] [SPEAKER_00]: You can put taxes over Europe and go, ah, that's cute.

[00:17:49] [SPEAKER_02]: That's interesting. OK.

[00:17:50] [SPEAKER_02]: OSHA cites Texas daycare provider after a whistleblower reports

[00:17:54] [SPEAKER_02]: unsafe on sanitary kitchen.

[00:17:57] [SPEAKER_02]: Not shocked. Yeah.

[00:17:58] [SPEAKER_02]: So this is a retaliation case, but it's called the Little

[00:18:02] [SPEAKER_02]: Little Sunshine Playhouse.

[00:18:05] [SPEAKER_02]: So it has 35 facilities in nine states.

[00:18:09] [SPEAKER_02]: This one in Texas just happens to be really dirty, which I'm sure

[00:18:11] [SPEAKER_02]: the other ones are.

[00:18:12] [SPEAKER_02]: So it's a forty three thousand dollars settlement.

[00:18:15] [SPEAKER_02]: Nothing earth shattering.

[00:18:16] [SPEAKER_02]: But still the employee got some severe rashes and some diseases,

[00:18:21] [SPEAKER_02]: which I'm sure are transferred to the kids and all of that.

[00:18:25] [SPEAKER_02]: But anytime I can talk about sex,

[00:18:28] [SPEAKER_02]: I want to talk about sex is for you.

[00:18:29] [SPEAKER_00]: I percent as you should.

[00:18:32] [SPEAKER_00]: Nothing exciting. Let me picture this one.

[00:18:35] [SPEAKER_00]: Employee health care costs grow

[00:18:38] [SPEAKER_00]: could go crow grow nine percent next year.

[00:18:43] [SPEAKER_00]: Higher than the six point four increase in place all between 23 and 24.

[00:18:47] [SPEAKER_00]: This is on Becker's player dot com.

[00:18:50] [SPEAKER_00]: So they cover all the benefits world and prescriptions.

[00:18:53] [SPEAKER_00]: What they cite is prescriptions, especially JLP's,

[00:18:58] [SPEAKER_00]: are the excuse for the increase.

[00:19:00] [SPEAKER_00]: And I say excuse because that's indeed what it is.

[00:19:03] [SPEAKER_00]: An excuse to raise prices.

[00:19:05] [SPEAKER_00]: Yeah. So anything, anything.

[00:19:07] [SPEAKER_00]: If you follow insurance from year to year, there's always something

[00:19:11] [SPEAKER_00]: that that's basically the reason why prices are growing up.

[00:19:15] [SPEAKER_00]: In fact, if you look at history of the insurance cost

[00:19:18] [SPEAKER_00]: last 25 years, it's never gone down. Right.

[00:19:22] [SPEAKER_00]: It always increases.

[00:19:24] [SPEAKER_00]: And so the night night.

[00:19:26] [SPEAKER_00]: Yeah, no joke.

[00:19:27] [SPEAKER_00]: Night we're in the wrong business.

[00:19:29] [SPEAKER_00]: Nine percent.

[00:19:30] [SPEAKER_00]: So health care costs, let's just say 10 percent.

[00:19:32] [SPEAKER_00]: Route it up 10 percent higher.

[00:19:34] [SPEAKER_00]: And they put a figure in there in the article.

[00:19:37] [SPEAKER_00]: This again on Becker's player

[00:19:39] [SPEAKER_00]: as 15 and average $15,000 a family.

[00:19:44] [SPEAKER_00]: Like this isn't this is a little bit of money.

[00:19:46] [SPEAKER_00]: This is significant. A lot of money.

[00:19:48] [SPEAKER_00]: That's significant. So there you go.

[00:19:50] [SPEAKER_02]: Yeah, it's significant.

[00:19:51] [SPEAKER_02]: And look when when health care and prescription, all that stuff rises

[00:19:55] [SPEAKER_02]: faster or at a higher clip than your investments. Yep.

[00:20:01] [SPEAKER_00]: No, boy, no, no, boy, no, no.

[00:20:03] [SPEAKER_00]: Oh, boy.

[00:20:05] [SPEAKER_02]: Smart recruiters back on the scene.

[00:20:07] [SPEAKER_02]: Yeah. We even we haven't really heard from them.

[00:20:11] [SPEAKER_02]: They've been just they've been gone.

[00:20:12] [SPEAKER_02]: It's been a while. Yeah.

[00:20:13] [SPEAKER_02]: It's been a while. So quietly doing their job.

[00:20:16] [SPEAKER_02]: Yeah. Rebecca Carr, right?

[00:20:17] [SPEAKER_02]: She's been there for about a decade, maybe slightly more.

[00:20:20] [SPEAKER_02]: She's seen it all.

[00:20:22] [SPEAKER_02]: She's seen the good she's seen the opportunity that they have.

[00:20:26] [SPEAKER_02]: They've appointed Rebecca to CEO.

[00:20:28] [SPEAKER_02]: So congratulations first off to Rebecca.

[00:20:33] [SPEAKER_02]: This is they they've kind of disappeared without disappearing.

[00:20:37] [SPEAKER_02]: So I like this move.

[00:20:39] [SPEAKER_02]: She's got a fresh take and I think is a good step in the right

[00:20:42] [SPEAKER_02]: in the right direction.

[00:20:43] [SPEAKER_02]: She was their C.P.O. chief product officer.

[00:20:48] [SPEAKER_02]: But she's always really paid attention to innovation,

[00:20:53] [SPEAKER_02]: A.I. pushing automation, pushing smart recruiters to the limit.

[00:20:57] [SPEAKER_02]: I don't know this for sure.

[00:20:59] [SPEAKER_02]: I'm guessing there was a ceiling to what she could and couldn't do.

[00:21:04] [SPEAKER_00]: They hired they hired after Jerome left, they hired

[00:21:08] [SPEAKER_00]: a kind of professional CEO, you know, gray hair, speckled hair

[00:21:12] [SPEAKER_00]: to kind of come in. It's not somebody from the industry.

[00:21:15] [SPEAKER_00]: I first met Rebecca at an analyst event that Jerome put together.

[00:21:19] [SPEAKER_00]: It was when she was first hired

[00:21:21] [SPEAKER_00]: and there was probably 10 analysts in the room.

[00:21:24] [SPEAKER_00]: So there wasn't a large kind of analyst group.

[00:21:27] [SPEAKER_02]: Oh, my goodness.

[00:21:30] [SPEAKER_02]: Bad touching harassment, sex, violence, fraud, threats,

[00:21:36] [SPEAKER_02]: all things that could have been avoided.

[00:21:40] [SPEAKER_02]: If you had Thauma, stop hiring

[00:21:44] [SPEAKER_02]: dangerous people, Thauma.

[00:21:48] [SPEAKER_00]: I.O. But she was I mean, Jerome

[00:21:52] [SPEAKER_00]: Jerome's always kind of one of those evangelical people

[00:21:56] [SPEAKER_00]: that you just get her on to.

[00:21:59] [SPEAKER_00]: She took over the meeting like she was right new.

[00:22:02] [SPEAKER_00]: She came in and she said, this we're going to do with the product.

[00:22:05] [SPEAKER_00]: Boom, boom, boom, boom, boom.

[00:22:06] [SPEAKER_00]: And she's been running again and ever since.

[00:22:09] [SPEAKER_00]: I think I would because this is all about funding.

[00:22:12] [SPEAKER_00]: The investors have finally decided

[00:22:15] [SPEAKER_00]: we need somebody that knows the product, that knows the industry

[00:22:18] [SPEAKER_00]: and that can actually create a vision.

[00:22:20] [SPEAKER_00]: You and I talked to the the chief product officer

[00:22:23] [SPEAKER_00]: at employee the other day, and she's equally gifted

[00:22:27] [SPEAKER_00]: in a sense of having a vision of what needs to happen.

[00:22:33] [SPEAKER_00]: And so I love it.

[00:22:34] [SPEAKER_00]: First of all, I love it for smart recruiters.

[00:22:35] [SPEAKER_00]: They've done some good work since 2010 and before.

[00:22:39] [SPEAKER_00]: And I'd like to see them get I'd like to get

[00:22:42] [SPEAKER_00]: I'd like to see them get back out there.

[00:22:45] [SPEAKER_00]: Yeah. And be a part of the conversation, because since Jerome's departure,

[00:22:50] [SPEAKER_00]: they've as you mentioned, they fall off the map.

[00:22:52] [SPEAKER_00]: Yeah. But I think Rebecca is the right person.

[00:22:55] [SPEAKER_02]: I think she's full of energy. Good refresh.

[00:22:58] [SPEAKER_00]: Well, I can see them. Oh, good.

[00:23:00] [SPEAKER_00]: Yeah. Solid, solid, solid, solid.

[00:23:03] [SPEAKER_00]: All right. Job Grove, not as strong as first reported.

[00:23:08] [SPEAKER_00]: Newly released data from the BLS Bureau of Labor Statistics indicate

[00:23:14] [SPEAKER_00]: that U.S. job growth was significantly weaker

[00:23:17] [SPEAKER_00]: than previously recorded, believed with a downward revision of

[00:23:23] [SPEAKER_00]: eight hundred and eighteen thousand jobs.

[00:23:27] [SPEAKER_00]: That was pretty significant

[00:23:31] [SPEAKER_00]: in March of twenty twenty four.

[00:23:33] [SPEAKER_00]: That's a million people, many jobs.

[00:23:37] [SPEAKER_00]: Yeah. Yeah.

[00:23:38] [SPEAKER_00]: This marks the largest adjustment.

[00:23:40] [SPEAKER_00]: There's always an adjustment.

[00:23:42] [SPEAKER_00]: Like there's a projection.

[00:23:43] [SPEAKER_00]: There's always a adjustment.

[00:23:44] [SPEAKER_00]: OK, I get it. That's fair.

[00:23:46] [SPEAKER_00]: How many hundred eighteen thousand?

[00:23:49] [SPEAKER_00]: It's the largest adjustment since 2009.

[00:23:52] [SPEAKER_00]: Yeah. And lowers the average monthly job gains

[00:23:56] [SPEAKER_00]: from April to March of April, 23 to March 24

[00:24:00] [SPEAKER_00]: to one hundred and seventy three thousand down from two forty two.

[00:24:05] [SPEAKER_00]: So this is a first reported on CNN.

[00:24:08] [SPEAKER_00]: So take a look at that.

[00:24:09] [SPEAKER_00]: Almost a million jobs. That's insane.

[00:24:12] [SPEAKER_00]: How could they how could the gap how we could we have gotten it

[00:24:15] [SPEAKER_00]: that wrong? And in my opinion, yeah, it smells political.

[00:24:21] [SPEAKER_00]: It just it kind of reeks of like let's show a popular

[00:24:25] [SPEAKER_00]: let's show the jobs are growing and then make a big splash

[00:24:29] [SPEAKER_00]: and then, you know, retract it later.

[00:24:32] [SPEAKER_02]: Yeah. Retract it later.

[00:24:33] [SPEAKER_02]: Sweep it under.

[00:24:35] [SPEAKER_02]: You know, there's there's there's anyone notice.

[00:24:37] [SPEAKER_00]: Will anyone notice that the eight hundred eighteen thousand jobs

[00:24:40] [SPEAKER_00]: weren't there? Yeah.

[00:24:42] [SPEAKER_02]: You know what?

[00:24:43] [SPEAKER_02]: It's like there's a handful of recession proof jobs.

[00:24:46] [SPEAKER_02]: You've got the weather people. Right. Right.

[00:24:48] [SPEAKER_02]: Like they could just fuck up every day and like, oh, well,

[00:24:51] [SPEAKER_02]: the weather changed. The wind blew the wrong way.

[00:24:54] [SPEAKER_02]: Sports players, baseball players specifically

[00:24:57] [SPEAKER_02]: can go one for three for ten and make the Hall of Fame. Yep.

[00:25:01] [SPEAKER_02]: And government.

[00:25:02] [SPEAKER_02]: I feel like you can just screw up your job every day, all day

[00:25:08] [SPEAKER_02]: and still be considered one of the top innovators in the world.

[00:25:12] [SPEAKER_00]: And these are the some of this.

[00:25:13] [SPEAKER_00]: These are some of the most important jobs on the planet.

[00:25:16] [SPEAKER_00]: That's that's the sad part is again, if if you if you if we missed

[00:25:21] [SPEAKER_00]: by a million jobs, OK, why?

[00:25:24] [SPEAKER_00]: Like, why isn't there someone doing that?

[00:25:26] [SPEAKER_00]: It's almost not a miss.

[00:25:27] [SPEAKER_00]: That's almost sabotage.

[00:25:28] [SPEAKER_02]: Like somebody said, you know, moved a decimal point.

[00:25:31] [SPEAKER_02]: I don't like Kamala.

[00:25:33] [SPEAKER_02]: I don't like Biden.

[00:25:34] [SPEAKER_02]: I'm going to screw this.

[00:25:35] [SPEAKER_02]: No, actually, it's positive for them.

[00:25:38] [SPEAKER_02]: Well, right. Yes.

[00:25:39] [SPEAKER_00]: It would actually it would actually be good news. Right. Yeah.

[00:25:45] [SPEAKER_02]: So anyhow, bad. All right.

[00:25:51] [SPEAKER_02]: This is this is another one where not a ton of commentary

[00:25:53] [SPEAKER_02]: from me on this, but it's really interesting

[00:25:56] [SPEAKER_02]: and I think it's really interesting to everyone listening

[00:25:59] [SPEAKER_02]: leaked recordings from the AWS

[00:26:03] [SPEAKER_02]: Amazon Web Services CEO came out.

[00:26:07] [SPEAKER_02]: Why not?

[00:26:08] [SPEAKER_02]: So and this is what he said.

[00:26:09] [SPEAKER_02]: Software developers could stop coding soon as AI takes over.

[00:26:14] [SPEAKER_02]: So I want to I want to read a couple of things because it's

[00:26:19] [SPEAKER_02]: it's I think it's just it's it's you should know about it.

[00:26:24] [SPEAKER_02]: So I don't want them run.

[00:26:24] [SPEAKER_02]: I don't disagree with this, but it's gotten a ridiculous amount of coverage,

[00:26:28] [SPEAKER_02]: obviously on CNN, CNBC, Fox Business Insider, all ready.

[00:26:33] [SPEAKER_02]: Forget it. It's breaking.

[00:26:34] [SPEAKER_02]: Like people are going nuts here.

[00:26:36] [SPEAKER_02]: Three things that have been highlighted.

[00:26:38] [SPEAKER_02]: I'm going to read these two.

[00:26:40] [SPEAKER_02]: Coding is just kind of like the language that we talk to computers.

[00:26:46] [SPEAKER_02]: It's not necessarily the skill in and of itself.

[00:26:50] [SPEAKER_02]: Point one to the skill in and of itself is like now

[00:26:55] [SPEAKER_02]: I'm saying these words because this is his quotes directly.

[00:26:58] [SPEAKER_02]: Like, like, like the skill in and of itself is like

[00:27:03] [SPEAKER_02]: how do I innovate?

[00:27:04] [SPEAKER_02]: How do I go build something that's interesting for my end users to use?

[00:27:10] [SPEAKER_02]: Third, it just means that each of us has to get more in tune

[00:27:14] [SPEAKER_02]: with what our customers need and what the actual end thing is going.

[00:27:19] [SPEAKER_02]: That is that we're going to try to go build

[00:27:21] [SPEAKER_02]: because that's going to be more and more of what the work is

[00:27:25] [SPEAKER_02]: opposed is is as opposed to sitting down and actually writing code now.

[00:27:30] [SPEAKER_02]: Actually, I think this is positive, Brian.

[00:27:32] [SPEAKER_02]: I don't think it's very positive.

[00:27:34] [SPEAKER_02]: I don't disagree with any of this.

[00:27:36] [SPEAKER_02]: And it's going crazy about how Amazon's cutting all their developers.

[00:27:41] [SPEAKER_00]: No, no, no, no.

[00:27:42] [SPEAKER_00]: This is what we want.

[00:27:44] [SPEAKER_00]: It's changing the job of a developer to be an architect

[00:27:48] [SPEAKER_00]: and to be more customer facing rather than sitting down and coding

[00:27:52] [SPEAKER_00]: like the ones and zeros.

[00:27:54] [SPEAKER_00]: Yeah, we needed you three years ago to do that.

[00:27:57] [SPEAKER_02]: Yeah. We don't need to do building product for a customer.

[00:28:00] [SPEAKER_02]: Right. This is working with you.

[00:28:01] [SPEAKER_02]: This is sourcing versus recruiting. Right.

[00:28:05] [SPEAKER_02]: Do you need to source anymore?

[00:28:07] [SPEAKER_02]: Hate me all you want.

[00:28:08] [SPEAKER_02]: I don't think so.

[00:28:09] [SPEAKER_02]: I don't need to in a couple of years.

[00:28:11] [SPEAKER_02]: You're not going to want to.

[00:28:13] [SPEAKER_02]: It's you're now going to be a real recruiter, a real partner.

[00:28:18] [SPEAKER_00]: Yeah. Sourcing analytics.

[00:28:19] [SPEAKER_00]: That's cool. Sourcing intelligence.

[00:28:21] [SPEAKER_00]: That's cool. Recruiting operations.

[00:28:23] [SPEAKER_00]: Hell yeah.

[00:28:24] [SPEAKER_00]: But do you need to go into pick your favorite thing

[00:28:27] [SPEAKER_00]: and write a Boolean string?

[00:28:29] [SPEAKER_02]: Do I need to run a site search and try to hack LinkedIn

[00:28:33] [SPEAKER_02]: and because they're making millions and millions?

[00:28:35] [SPEAKER_02]: They should know it's a goddamn business.

[00:28:37] [SPEAKER_02]: They should make tens of millions of dollars.

[00:28:40] [SPEAKER_02]: Holy cow.

[00:28:41] [SPEAKER_00]: They put all those people in the box.

[00:28:43] [SPEAKER_02]: Yeah, yeah.

[00:28:45] [SPEAKER_02]: Just because you can write a site search doesn't make you fucking Houdini.

[00:28:49] [SPEAKER_02]: Like, all right, I'm off.

[00:28:51] [SPEAKER_02]: Forget it.

[00:28:52] [SPEAKER_02]: I'm already canceled. Go.

[00:28:54] [SPEAKER_00]: Well, Ryan, if you're not, your crow's feet makes you

[00:28:57] [SPEAKER_00]: definitely for being Krotox coming to a city near you.

[00:29:01] [SPEAKER_00]: Dude, I'm down. I'll do it with the city of Illinois.

[00:29:04] [SPEAKER_00]: How about I got this?

[00:29:04] [SPEAKER_00]: I got this little crinkle right here.

[00:29:06] [SPEAKER_00]: I'm down. We go do it together.

[00:29:08] [SPEAKER_00]: All right. So we got four acquisitions.

[00:29:12] [SPEAKER_00]: All right. All right.

[00:29:14] [SPEAKER_00]: Avante. The choir's Aiken cloud.

[00:29:17] [SPEAKER_00]: So in this particular situation, staffing software company,

[00:29:20] [SPEAKER_00]: large staffing software company in the form of Avante

[00:29:25] [SPEAKER_00]: acquires a smaller

[00:29:28] [SPEAKER_00]: Aiken cloud, smaller staffing software company.

[00:29:31] [SPEAKER_00]: This is a business wire.

[00:29:33] [SPEAKER_00]: So you can go read about their terms of the deal were not closed.

[00:29:36] [SPEAKER_00]: Larger staffing company again buys smaller big fish, small fish.

[00:29:41] [SPEAKER_00]: Consolidation like this is just a part of kind of where we are

[00:29:45] [SPEAKER_00]: with financing being harder to get and sales being slow.

[00:29:50] [SPEAKER_00]: So like if you look at the kind of the petri dish of why we

[00:29:53] [SPEAKER_00]: see why we're going to see this, we're going to see a lot of this stuff.

[00:29:56] [SPEAKER_00]: This stuff. So we're going to see a lot of acquisitions.

[00:29:58] [SPEAKER_00]: This was just one happens to be in the staffing software market.

[00:30:04] [SPEAKER_00]: Ding. Ding.

[00:30:08] [SPEAKER_00]: Ripple. Ripple acquires Adonis HR

[00:30:12] [SPEAKER_00]: to deliver global end to end.

[00:30:14] [SPEAKER_00]: Get ready. Maritime HR solution.

[00:30:18] [SPEAKER_00]: Yeah, I didn't even know there was such a thing.

[00:30:22] [SPEAKER_00]: I literally I probably should have.

[00:30:25] [SPEAKER_00]: After so many years of like staring at this stuff, I probably should have known

[00:30:29] [SPEAKER_00]: like, oh yeah, they got HR on boats.

[00:30:32] [SPEAKER_00]: Anywho, so if you go to the digital ship dot com, you can read more about this.

[00:30:36] [SPEAKER_00]: But Ripple is is now proud to serve with this acquisition

[00:30:41] [SPEAKER_00]: over three hundred eighty thousand mariners.

[00:30:46] [SPEAKER_00]: Wow. On more than two thousand vessels in nearly a hundred countries.

[00:30:52] [SPEAKER_00]: Right. That's a lot of semen.

[00:30:55] [SPEAKER_00]: Oh, boy. Maritime HR.

[00:31:00] [SPEAKER_00]: I mean, I, I, Lord, I would like to so seriously.

[00:31:03] [SPEAKER_00]: Oh, kidding aside, I would like to work that job one day.

[00:31:07] [SPEAKER_00]: I would just like to go and find out like what the hell is maritime

[00:31:11] [SPEAKER_00]: HR? Like, what is that?

[00:31:14] [SPEAKER_00]: And go do that bit for one day and not not more than that.

[00:31:18] [SPEAKER_00]: We'll be teleported in and teleported out.

[00:31:20] [SPEAKER_02]: I have no idea.

[00:31:21] [SPEAKER_02]: Let's get someone from Adonis on the call.

[00:31:23] [SPEAKER_02]: Yeah, Ripple. Yeah.

[00:31:25] [SPEAKER_02]: You know what? The only it's I'm assuming I know what it is, but.

[00:31:30] [SPEAKER_02]: Anything in the ocean.

[00:31:32] [SPEAKER_02]: Yeah, I don't care what happens.

[00:31:33] [SPEAKER_00]: I you know, the ocean is like space to me.

[00:31:36] [SPEAKER_00]: Deep ocean. It's like space.

[00:31:38] [SPEAKER_00]: It's the same stuff.

[00:31:39] [SPEAKER_00]: One's out up there.

[00:31:40] [SPEAKER_00]: One's down there. They're both equally awkward

[00:31:43] [SPEAKER_02]: for as much time as I spend on the water.

[00:31:46] [SPEAKER_02]: The moment I am on a boat in saltwater.

[00:31:50] [SPEAKER_02]: Right. Yeah, it's not.

[00:31:52] [SPEAKER_00]: No space.

[00:31:53] [SPEAKER_00]: Depends the atmosphere.

[00:31:55] [SPEAKER_00]: And all of a sudden you're going to feel the same way.

[00:31:56] [SPEAKER_00]: It's like, why are all these satellites out here?

[00:31:59] [SPEAKER_00]: I think it's the same thing.

[00:32:00] [SPEAKER_00]: I think it's the same thing in deep water.

[00:32:02] [SPEAKER_00]: You say, why are all these salads out here?

[00:32:04] [SPEAKER_00]: I'm like, oh, I see.

[00:32:06] [SPEAKER_01]: I'm like, sound to eat up there.

[00:32:08] [SPEAKER_00]: You know, same bit.

[00:32:10] [SPEAKER_00]: All right. Lightcast

[00:32:12] [SPEAKER_00]: acquires talent intelligence provider stretch strategists.

[00:32:16] [SPEAKER_00]: So this on lightcast.io

[00:32:20] [SPEAKER_00]: and you can read all about the acquisition.

[00:32:22] [SPEAKER_00]: Basically, the acquisition makes Lighthouse global.

[00:32:27] [SPEAKER_00]: So strategy strategists was one of the global town intelligence player.

[00:32:31] [SPEAKER_00]: And so they've just been a great data scientists and have.

[00:32:35] [SPEAKER_00]: So it's a they're acquiring

[00:32:39] [SPEAKER_00]: Lighthouse is acquiring that talent and they're acquiring those customers

[00:32:42] [SPEAKER_00]: is going to make them more global with talent intelligence.

[00:32:44] [SPEAKER_00]: I think keep an eye on Lightcast.

[00:32:47] [SPEAKER_00]: Town intelligence is just that ain't going away.

[00:32:50] [SPEAKER_01]: It's I'm soon and talent, everything all of that.

[00:32:53] [SPEAKER_00]: Well, like we learned during our interview of town neuron.

[00:32:57] [SPEAKER_00]: Like, oh, that blew my mind in what they can do.

[00:33:02] [SPEAKER_00]: So keep an eye on Lightcast.

[00:33:04] [SPEAKER_00]: Again, great stuff.

[00:33:05] [SPEAKER_00]: I think it's a great, great acquisition.

[00:33:08] [SPEAKER_00]: And it also it forces it at forces.

[00:33:10] [SPEAKER_00]: It makes them global by acquiring them.

[00:33:13] [SPEAKER_00]: So yes, good for everybody involved.

[00:33:16] [SPEAKER_02]: We should put intelligence behind our name.

[00:33:19] [SPEAKER_02]: OK, work to find intelligence, intelligence or work to find intelligence.

[00:33:23] [SPEAKER_02]: And I feel like, hmm,

[00:33:26] [SPEAKER_02]: you hockey stick all the way up.

[00:33:30] [SPEAKER_02]: It's just we're just one word away.

[00:33:31] [SPEAKER_02]: That's that no talent neuron really is not the talent neuron of yesteryear.

[00:33:36] [SPEAKER_00]: Oh, my God.

[00:33:37] [SPEAKER_02]: If you haven't seen it, guys, go check it out because

[00:33:41] [SPEAKER_02]: blow my mind. All right.

[00:33:42] [SPEAKER_00]: It was dope.

[00:33:44] [SPEAKER_00]: All right. Last acquisition talk about today.

[00:33:46] [SPEAKER_00]: Direct employers acquires equality magazines,

[00:33:50] [SPEAKER_00]: job boards to amplify job visibility and the solution.

[00:33:54] [SPEAKER_00]: So this on finance Yahoo.

[00:33:57] [SPEAKER_00]: So you can read a little bit more about there.

[00:33:58] [SPEAKER_00]: So I think this is a good pick up for direct employers.

[00:34:01] [SPEAKER_00]: And if people don't know them as well as maybe Ryan,

[00:34:04] [SPEAKER_00]: I this is the OFC CP compliance solution.

[00:34:08] [SPEAKER_00]: They do all kinds of cool shit around that.

[00:34:09] [SPEAKER_00]: And the sale, they got a network of diversity focused job boards.

[00:34:14] [SPEAKER_00]: So including when black perspective,

[00:34:17] [SPEAKER_00]: calm Hispanic today, calm veterans, enter press, calm

[00:34:23] [SPEAKER_00]: and wib1.com women in business.

[00:34:26] [SPEAKER_00]: Yeah. That said.

[00:34:29] [SPEAKER_00]: Why did equality magazine sell these properties?

[00:34:33] [SPEAKER_00]: So these are these are things that make you.

[00:34:35] [SPEAKER_02]: Yeah, probably not profitable for them.

[00:34:38] [SPEAKER_02]: They didn't know how to do it right.

[00:34:39] [SPEAKER_02]: They were at a point where maybe it hit a ceiling.

[00:34:42] [SPEAKER_02]: Who knows? Yeah, yeah.

[00:34:44] [SPEAKER_02]: But I'm just great rest that direct employers are still.

[00:34:47] [SPEAKER_00]: Quiet job boards in there.

[00:34:49] [SPEAKER_00]: I do. I think it's I think it's a great pick up for them.

[00:34:52] [SPEAKER_00]: So the direct employers people, I'm like, yep, that's when when

[00:34:56] [SPEAKER_02]: when we sound the track that just says winning when Charlie Sheen.

[00:35:01] [SPEAKER_00]: We just get the Charlie Sheen MP3 winning.

[00:35:05] [SPEAKER_00]: Winning. All right, right.

[00:35:06] [SPEAKER_00]: We are on to research. Are you ready?

[00:35:09] [SPEAKER_00]: Educate me, Omi.

[00:35:10] [SPEAKER_00]: All right. Let me give you one.

[00:35:12] [SPEAKER_00]: U.S. businesses lack quality temporary employers,

[00:35:16] [SPEAKER_00]: employee temporary workers.

[00:35:18] [SPEAKER_00]: 70% of hiring managers report a low fulfillment rate

[00:35:23] [SPEAKER_00]: due to not finding the right workers reports.

[00:35:27] [SPEAKER_00]: Indeed, flex.

[00:35:28] [SPEAKER_00]: You know, indeed flex because we interviewed their CEO.

[00:35:32] [SPEAKER_02]: Yes. And that was a really fun interview.

[00:35:34] [SPEAKER_00]: That was a really fun interview.

[00:35:36] [SPEAKER_00]: So this is on indeed flex dot com.

[00:35:38] [SPEAKER_00]: You go read about it.

[00:35:40] [SPEAKER_00]: So staffing agencies can't find the talent.

[00:35:43] [SPEAKER_00]: So a few nuggets that came from this report, 68% of U.S.

[00:35:47] [SPEAKER_00]: hiring managers report using staffing agencies to recruit new staff,

[00:35:51] [SPEAKER_00]: cover seasonal workload fluctuations and fill in absent permanent employees.

[00:35:54] [SPEAKER_00]: OK, 68. We're over the toothards.

[00:35:57] [SPEAKER_00]: OK, check. 61% of U.S.

[00:36:01] [SPEAKER_00]: businesses say that staffing agencies state they will work

[00:36:04] [SPEAKER_00]: two or more agencies. OK.

[00:36:07] [SPEAKER_00]: All right. So we're still close to the 66 mark, two thirds

[00:36:11] [SPEAKER_00]: and 70% back to the thing is managers report a low fulfillment rate.

[00:36:17] [SPEAKER_00]: So they're unhappy with their staffing agencies.

[00:36:21] [SPEAKER_00]: So these are these are things that at one point they come together.

[00:36:24] [SPEAKER_00]: OK, if you're using staffing

[00:36:26] [SPEAKER_00]: agencies, multiple agencies and it's not being done

[00:36:29] [SPEAKER_00]: and you're not doing it internally, at one point,

[00:36:32] [SPEAKER_00]: someone's going to knock on your door and say, what's going on here?

[00:36:36] [SPEAKER_02]: Now, did they break this down by size of agency?

[00:36:41] [SPEAKER_00]: Yeah, they did. They did.

[00:36:42] [SPEAKER_02]: Because I didn't see the report, but I I almost feel like.

[00:36:49] [SPEAKER_02]: Boutique staffing agencies would do a better job than larger agencies.

[00:36:56] [SPEAKER_02]: I could be very wrong.

[00:36:57] [SPEAKER_02]: I don't know. But from my experience,

[00:37:01] [SPEAKER_02]: boutique agencies are local.

[00:37:05] [SPEAKER_02]: Yeah, we have local to me.

[00:37:07] [SPEAKER_02]: Yeah, they've been there for 30 some years and I just want to walk in.

[00:37:11] [SPEAKER_02]: It's a storefront. Right.

[00:37:13] [SPEAKER_02]: It's almost like an illegal storefront, like their gambling ring or something.

[00:37:17] [SPEAKER_02]: And I want to walk in the massage parlor next door.

[00:37:19] [SPEAKER_02]: Yeah. Like I just want to like my question to me is, what will be?

[00:37:24] [SPEAKER_02]: How do you do here so long?

[00:37:26] [SPEAKER_02]: Like, what are you staffing in this in this location with 20,

[00:37:30] [SPEAKER_02]: 21000 people in this town?

[00:37:32] [SPEAKER_02]: What do you how are you here that long?

[00:37:35] [SPEAKER_02]: What are you doing?

[00:37:36] [SPEAKER_02]: And I feel like it's because they're a staple in the community. Right.

[00:37:41] [SPEAKER_02]: When you're in a pinch and you need a job, you go there

[00:37:44] [SPEAKER_02]: and they put you in a place that you normally would not have gone before

[00:37:48] [SPEAKER_02]: for a temporary job.

[00:37:49] [SPEAKER_02]: And I think larger staffing agencies are so

[00:37:53] [SPEAKER_02]: baked into the LinkedIn's of the world and all this other stuff

[00:37:57] [SPEAKER_02]: as opposed to just being local in the community.

[00:37:59] [SPEAKER_02]: Interesting.

[00:38:01] [SPEAKER_02]: I don't know. I've always thought, I think this, yeah,

[00:38:03] [SPEAKER_02]: I'd be interested to see the breakdown here. All right.

[00:38:06] [SPEAKER_02]: So what do you got?

[00:38:09] [SPEAKER_02]: All right.

[00:38:11] [SPEAKER_02]: I'm torn on this one. OK.

[00:38:14] [SPEAKER_02]: The research is really good.

[00:38:15] [SPEAKER_02]: It's conducted by Gallagher.

[00:38:17] [SPEAKER_02]: Five key benefits is well, there's a longer title,

[00:38:21] [SPEAKER_02]: but five key benefits of like why why employees are at companies

[00:38:26] [SPEAKER_02]: and things like that voluntary ban, I should say voluntary.

[00:38:29] [SPEAKER_02]: Benefits. So these are five key benefits to watch in 2025.

[00:38:35] [SPEAKER_02]: So voluntary benefits just kind of set the stage here is

[00:38:39] [SPEAKER_02]: it's a game changer now.

[00:38:41] [SPEAKER_02]: It's a game changer moving forward period.

[00:38:45] [SPEAKER_02]: So 63 percent of employees are willing to switch jobs.

[00:38:48] [SPEAKER_02]: This is from the research.

[00:38:50] [SPEAKER_02]: Sixty three percent of employees are willing to just up and out

[00:38:53] [SPEAKER_02]: because benefits are better.

[00:38:56] [SPEAKER_02]: Now that's including salary.

[00:38:58] [SPEAKER_02]: So salary, all things being equal, salary being less.

[00:39:04] [SPEAKER_02]: Who's got the better business?

[00:39:05] [SPEAKER_02]: Yeah. Better benefits that fit their lifestyle.

[00:39:08] [SPEAKER_02]: They're willing to have the conversation. OK. Yeah.

[00:39:10] [SPEAKER_02]: So employers offering integrated benefits obviously will do better.

[00:39:14] [SPEAKER_02]: These are things like supplemental health plan, legal services,

[00:39:18] [SPEAKER_02]: identity protection, things like that.

[00:39:21] [SPEAKER_02]: OK. So you skipped over.

[00:39:24] [SPEAKER_00]: I keep you skipped over pen insurance.

[00:39:26] [SPEAKER_02]: I didn't get there yet.

[00:39:28] [SPEAKER_02]: You ruined my surprise for you.

[00:39:30] [SPEAKER_02]: So all right.

[00:39:33] [SPEAKER_02]: Five key benefits, supplemental health benefits critical in this accident.

[00:39:37] [SPEAKER_02]: Right. Legal plan services, identity theft.

[00:39:40] [SPEAKER_02]: They did that permanent lifelong care plans.

[00:39:43] [SPEAKER_02]: That's going to die sometime.

[00:39:44] [SPEAKER_00]: That's actually cool.

[00:39:47] [SPEAKER_02]: And that is that is it is good because I was never offered in corporate

[00:39:51] [SPEAKER_00]: long term long term care is awesome.

[00:39:53] [SPEAKER_02]: That that is that really is, especially since you're going to be working

[00:39:56] [SPEAKER_02]: until you're 97. Right.

[00:39:58] [SPEAKER_02]: May as well. You might as well have it.

[00:40:00] [SPEAKER_02]: And then that infamous fucking pen shorts.

[00:40:04] [SPEAKER_02]: So maybe there is there for people that listening.

[00:40:07] [SPEAKER_02]: I love pets. I have pets.

[00:40:09] [SPEAKER_02]: I have multiple pets. Goldfish hamsters. Yep.

[00:40:12] [SPEAKER_02]: But pet insurance is one of these things that just follow me around.

[00:40:16] [SPEAKER_02]: Did it's a thing?

[00:40:17] [SPEAKER_00]: It's it's think of it.

[00:40:18] [SPEAKER_00]: Think of it is these are these are expenses that just come out of nowhere.

[00:40:22] [SPEAKER_01]: Yes. Yes.

[00:40:23] [SPEAKER_00]: If you just if you if you take pets out of it,

[00:40:26] [SPEAKER_00]: I mean, it could be engine block experience insurance.

[00:40:31] [SPEAKER_00]: It's just it's just insurance.

[00:40:32] [SPEAKER_00]: I mean, it's an expensive.

[00:40:34] [SPEAKER_00]: It's in out of nowhere. Yeah.

[00:40:36] [SPEAKER_00]: And all of a sudden, you're like, oh, my three thousand dollars

[00:40:38] [SPEAKER_00]: to get my dog to X, Y and Z. Right.

[00:40:42] [SPEAKER_00]: Yeah. Everyone. Absolutely.

[00:40:45] [SPEAKER_02]: It's a benefit, especially if you have multiple dogs or dogs

[00:40:49] [SPEAKER_02]: that would potentially right, you know, they're high risk.

[00:40:53] [SPEAKER_00]: We looked at we we looked at bulldogs.

[00:40:57] [SPEAKER_00]: Michael and Van and I, we looked at bulldog puppies.

[00:41:00] [SPEAKER_00]: The other day, we've had an English bulldog before.

[00:41:02] [SPEAKER_00]: We loved it.

[00:41:03] [SPEAKER_00]: And so we looked at them and there was two of the same litter.

[00:41:07] [SPEAKER_00]: Gorgeous dogs.

[00:41:10] [SPEAKER_00]: And and so we're playing with them.

[00:41:12] [SPEAKER_00]: They have us in a little pen and we're playing with them

[00:41:14] [SPEAKER_00]: and the whole bit hold them and they're like chewing on my shoes

[00:41:18] [SPEAKER_00]: and stuff like, you know, typical stuff with them.

[00:41:21] [SPEAKER_00]: And Michael, my wife asked the gal that was showing us the puppy.

[00:41:27] [SPEAKER_00]: She was like, OK, so what do we you know, like,

[00:41:29] [SPEAKER_00]: what are we talking price wise?

[00:41:30] [SPEAKER_00]: Well, you could get both of them and there's plans.

[00:41:33] [SPEAKER_00]: There's this.

[00:41:34] [SPEAKER_00]: I'm like, there's plans.

[00:41:36] [SPEAKER_00]: Just get it. Just get to the price.

[00:41:38] [SPEAKER_00]: Put it down. Eight thousand eight thousand for one.

[00:41:41] [SPEAKER_00]: Ten thousand for the other. Yeah.

[00:41:43] [SPEAKER_00]: Get the hell out of here.

[00:41:44] [SPEAKER_00]: They got their way. They got they got their.

[00:41:46] [SPEAKER_00]: No way.

[00:41:46] [SPEAKER_00]: Trust me, I could send you the the bit.

[00:41:50] [SPEAKER_00]: So they got their papers.

[00:41:51] [SPEAKER_00]: So it's a.k.a. the Jones, like they legit there.

[00:41:54] [SPEAKER_00]: I have both without papers.

[00:41:56] [SPEAKER_00]: I can care less about fucking papers.

[00:41:58] [SPEAKER_00]: I'm not paying eight thousand dollars for a dog. Ten thousand.

[00:42:01] [SPEAKER_00]: It was eight thousand for the boy.

[00:42:03] [SPEAKER_00]: Ten thousand for the girl.

[00:42:05] [SPEAKER_00]: Yeah. I'm like, where's the equity in that?

[00:42:07] [SPEAKER_00]: I understand.

[00:42:08] [SPEAKER_00]: Look on who's complaining about this.

[00:42:10] [SPEAKER_02]: We can breed them and we can have, you know,

[00:42:12] [SPEAKER_02]: and we can sell each one for eight thousand dollars.

[00:42:14] [SPEAKER_00]: I might be in the boy could be studded out.

[00:42:17] [SPEAKER_00]: She actually said that she said that she goes, listen,

[00:42:19] [SPEAKER_00]: you can study him out. He's got great color.

[00:42:21] [SPEAKER_00]: You can you can study him out like, you know,

[00:42:25] [SPEAKER_02]: it would be so if it ain't easy.

[00:42:27] [SPEAKER_02]: I used to joke about it, right?

[00:42:29] [SPEAKER_02]: Like we've done we've done.

[00:42:31] [SPEAKER_02]: Everyone probably knows by now.

[00:42:32] [SPEAKER_02]: We did the the sherm thing and they showed up.

[00:42:35] [SPEAKER_02]: And what are we going to talk about?

[00:42:37] [SPEAKER_02]: Now it's kind of like it's a thing like I can't.

[00:42:39] [SPEAKER_02]: I can't really joke about it because God forbid I need it.

[00:42:43] [SPEAKER_02]: Oh, yeah. It'll come out.

[00:42:44] [SPEAKER_02]: It's like a thing. I'm kind of sold on it.

[00:42:47] [SPEAKER_02]: Yeah, I'm told a lot.

[00:42:49] [SPEAKER_00]: All right. Let me give you this one.

[00:42:51] [SPEAKER_00]: New research of U.S.

[00:42:53] [SPEAKER_00]: labor force participation in employment finds

[00:42:56] [SPEAKER_00]: shrink ring prime age population being filled by older workers.

[00:43:02] [SPEAKER_00]: Reports the Employment Benefit Research Institute.

[00:43:06] [SPEAKER_00]: E.B.R.I. for those that care.

[00:43:09] [SPEAKER_00]: So E.B.R.I. dot org.

[00:43:11] [SPEAKER_00]: You go find the report.

[00:43:13] [SPEAKER_00]: So, OK, Boomer.

[00:43:15] [SPEAKER_00]: So legit stats from 2009 to 24 highlight

[00:43:18] [SPEAKER_00]: how boomers stand the workforce longer.

[00:43:21] [SPEAKER_00]: We knew that.

[00:43:23] [SPEAKER_00]: And and younger generations are gigging out.

[00:43:27] [SPEAKER_00]: And so they're taking those jobs.

[00:43:28] [SPEAKER_00]: OK, so some of that we kind of knew.

[00:43:31] [SPEAKER_00]: But the implications for workforce strategies

[00:43:34] [SPEAKER_00]: is something we need to talk about because, OK, for instance,

[00:43:37] [SPEAKER_00]: what happens when the boomers actually retire?

[00:43:40] [SPEAKER_00]: So basically what the report's saying is the moving demographic is

[00:43:45] [SPEAKER_00]: through 2009 to 24, 16 to 24 year olds.

[00:43:50] [SPEAKER_00]: Let's just say they've opted out of those jobs.

[00:43:54] [SPEAKER_00]: Boomers have taken those jobs because they had to.

[00:43:58] [SPEAKER_02]: If you look at where's the signal set going to come from?

[00:44:00] [SPEAKER_00]: That's exactly right.

[00:44:01] [SPEAKER_00]: That's the interesting thing is when all this

[00:44:04] [SPEAKER_00]: we just like musical chairs, right, when the music is off.

[00:44:07] [SPEAKER_00]: What what what happens then?

[00:44:09] [SPEAKER_00]: All right. And so because boomers, they can't work forever.

[00:44:12] [SPEAKER_02]: Well, I can tell you what's going to happen.

[00:44:14] [SPEAKER_00]: And you know, fucking chairs in are all going to fall.

[00:44:17] [SPEAKER_00]: This is this is this is what keeps Chipotle up at night

[00:44:21] [SPEAKER_00]: or a Home Depot or whatever that this is what keeps them up at night.

[00:44:25] [SPEAKER_02]: Well, this is, you know, so yesterday we had a really fantastic

[00:44:28] [SPEAKER_02]: conversation with or the other day and I say yesterday, the other day

[00:44:31] [SPEAKER_02]: with Greg at Southwest.

[00:44:33] [SPEAKER_02]: And they spend a lot of time inside of schools.

[00:44:37] [SPEAKER_02]: Not pitching jobs.

[00:44:39] [SPEAKER_02]: Nope, just talking about aviation.

[00:44:42] [SPEAKER_02]: Just talking about aviation.

[00:44:44] [SPEAKER_02]: Elementary, middle school, high school.

[00:44:47] [SPEAKER_02]: Yeah, they're going high school.

[00:44:49] [SPEAKER_02]: So it's interesting.

[00:44:49] [SPEAKER_02]: A lot of companies will go into high school.

[00:44:51] [SPEAKER_02]: So let's talk about STEM.

[00:44:52] [SPEAKER_02]: Let's talk about this. Right.

[00:44:54] [SPEAKER_00]: Fantastic. Right.

[00:44:55] [SPEAKER_00]: Now they're going into elementary school.

[00:44:57] [SPEAKER_02]: Elementary. And that's genius.

[00:44:59] [SPEAKER_02]: One, they're educating kids and it's exciting. Right.

[00:45:01] [SPEAKER_02]: They want to be a police officer, fireman or EMS or teacher.

[00:45:06] [SPEAKER_02]: These are these are professions that go into elementary schools

[00:45:09] [SPEAKER_02]: and kids look up to them.

[00:45:10] [SPEAKER_00]: Did he said something that blew my mind?

[00:45:12] [SPEAKER_00]: I'm still chewing on it.

[00:45:13] [SPEAKER_00]: He said seven out of ten.

[00:45:16] [SPEAKER_00]: He gives you give me you give me seven people.

[00:45:19] [SPEAKER_00]: Yeah, I have ten and I'm going to put them on the docks.

[00:45:22] [SPEAKER_00]: So they're going to be throwing bags. Right.

[00:45:24] [SPEAKER_00]: And after and you get the other folks go to college.

[00:45:30] [SPEAKER_00]: Seven of those people are going to be outpacing those people and pay.

[00:45:34] [SPEAKER_02]: Yeah. And they will all be 401K millionaires when they retire.

[00:45:38] [SPEAKER_00]: That is correct. That's everyone of them.

[00:45:41] [SPEAKER_00]: So mind blowing.

[00:45:42] [SPEAKER_00]: I mean, Southwest is always here locally in Dallas.

[00:45:46] [SPEAKER_00]: Southwest has always had a good reputation.

[00:45:48] [SPEAKER_00]: Always like I remember as a kid

[00:45:51] [SPEAKER_00]: hearing stories about how cool Southwest Airlines was.

[00:45:54] [SPEAKER_00]: But it was really cool to hear his story.

[00:45:56] [SPEAKER_02]: And when you're in the community and doing this, right.

[00:45:58] [SPEAKER_02]: So this is kind of where right back to some.

[00:46:00] [SPEAKER_02]: Now, I don't know how Chipotle goes in and talks about food or whatever.

[00:46:05] [SPEAKER_02]: I can go and talk about nutrition and things.

[00:46:06] [SPEAKER_02]: What are the malls? Right.

[00:46:08] [SPEAKER_02]: But these are things like Southwest isn't going to have these problems.

[00:46:12] [SPEAKER_02]: Ford is not going to have these problems

[00:46:14] [SPEAKER_02]: because they are in the elementary schools in, you know, primary education.

[00:46:19] [SPEAKER_02]: Not talking about them, talking about the industry.

[00:46:22] [SPEAKER_02]: Yeah. And making making their brand iconic and making their positions.

[00:46:27] [SPEAKER_02]: He said, you know, when people walk in, you're there a flight.

[00:46:30] [SPEAKER_02]: They either think flight attendant. Right. Or pilot. Right.

[00:46:34] [SPEAKER_02]: They don't think about all the other positions that logistics, math.

[00:46:38] [SPEAKER_00]: Yeah. All of this stuff.

[00:46:40] [SPEAKER_00]: Everything. They've got everything.

[00:46:42] [SPEAKER_00]: They get really cool story.

[00:46:44] [SPEAKER_00]: And again, yes, it's to your point earlier about staffing firm being local

[00:46:48] [SPEAKER_00]: and being president in the local Southwest is doing that everywhere they are.

[00:46:53] [SPEAKER_00]: So everywhere they are, they go.

[00:46:54] [SPEAKER_00]: That's not just Dallas thing.

[00:46:56] [SPEAKER_00]: They go. They do it everywhere they are.

[00:46:58] [SPEAKER_00]: It's everywhere. They have a hub. Right.

[00:47:01] [SPEAKER_02]: Is local for them. That's right.

[00:47:03] [SPEAKER_02]: Yeah. So good for them. Good for everyone.

[00:47:05] [SPEAKER_02]: We should bring back on. All right.

[00:47:07] [SPEAKER_02]: So this one, this was really fun for me.

[00:47:12] [SPEAKER_02]: Short read, super short read.

[00:47:13] [SPEAKER_02]: So I found this on benefits pro very short read.

[00:47:16] [SPEAKER_02]: If you guys want to go read it.

[00:47:18] [SPEAKER_02]: But it's what employees want in today's office space.

[00:47:23] [SPEAKER_02]: Oh, it was interesting.

[00:47:24] [SPEAKER_02]: So it caught my attention because I'm OK.

[00:47:26] [SPEAKER_02]: Well, what is office space?

[00:47:27] [SPEAKER_02]: And I'm going down that rabbit hole in my head.

[00:47:30] [SPEAKER_02]: What is office like?

[00:47:31] [SPEAKER_02]: Is my home office? Is it the studio?

[00:47:34] [SPEAKER_02]: Like what is so 20 percent of workers preferred

[00:47:38] [SPEAKER_02]: fully remote while more than half of the people surveyed,

[00:47:43] [SPEAKER_02]: I forget the number of people have to go back and look,

[00:47:45] [SPEAKER_02]: prefer to be in the office four to five days a week.

[00:47:50] [SPEAKER_02]: Really? That's what they're finding.

[00:47:52] [SPEAKER_02]: Right. So tides are starting to turn according to them.

[00:47:55] [SPEAKER_02]: And actually a couple of other surveys as well.

[00:47:56] [SPEAKER_02]: We're showing this and it's not based on generation,

[00:48:00] [SPEAKER_02]: not based on general is based on the loneliness.

[00:48:04] [SPEAKER_02]: Really? So feeling alone.

[00:48:06] [SPEAKER_02]: So the the honeymoon of work, get a pet, right?

[00:48:10] [SPEAKER_02]: Get a get a pet with some pet insurance.

[00:48:12] [SPEAKER_02]: You'll be you'll be fucking perfect.

[00:48:15] [SPEAKER_02]: But yeah, so the the the honeymoon of working at home

[00:48:18] [SPEAKER_02]: for a lot of people is getting old.

[00:48:21] [SPEAKER_02]: And that's totally fine.

[00:48:23] [SPEAKER_02]: Like however companies want to now companies

[00:48:25] [SPEAKER_02]: real estate might have some issues, right?

[00:48:27] [SPEAKER_02]: This is now we work to come back. Right. And all this.

[00:48:31] [SPEAKER_02]: Anyhow, so there are different needs for different generations.

[00:48:35] [SPEAKER_02]: But one thing generations agreed on

[00:48:39] [SPEAKER_02]: the value of dedicated seats and a private office.

[00:48:45] [SPEAKER_02]: Oh, that that was it.

[00:48:47] [SPEAKER_00]: I know that's some of the consulting firms that had the hoteling

[00:48:50] [SPEAKER_00]: like you could sit wherever you wanted to.

[00:48:52] [SPEAKER_02]: Yeah, just a farm of votes.

[00:48:54] [SPEAKER_00]: They just go. Yeah. Yeah.

[00:48:56] [SPEAKER_00]: This is I want I want a box.

[00:48:58] [SPEAKER_00]: If I'm going to go back, give me a box.

[00:49:00] [SPEAKER_02]: So basic. Huh?

[00:49:02] [SPEAKER_02]: So important because that kills that open floor pan.

[00:49:08] [SPEAKER_00]: All the floor plan was I hate that shit.

[00:49:12] [SPEAKER_00]: Cube farm.

[00:49:13] [SPEAKER_02]: That was the most unproductive situation I've ever been in.

[00:49:16] [SPEAKER_02]: Let me just hear the 10 other people talking all day.

[00:49:20] [SPEAKER_02]: And interrupt my conversation.

[00:49:21] [SPEAKER_02]: Now I saw him in a call center when I'm trying to recruit candidate

[00:49:25] [SPEAKER_02]: that I want to pay 400 fucking thousand dollars.

[00:49:27] [SPEAKER_02]: What's going on behind you?

[00:49:29] [SPEAKER_00]: Yeah, it doesn't work. Where are you?

[00:49:30] [SPEAKER_00]: Where are you calling from? Yeah.

[00:49:32] [SPEAKER_02]: Where are you?

[00:49:33] [SPEAKER_02]: So anyway, so the key signals here, right?

[00:49:36] [SPEAKER_02]: Productivity, loneliness at home and a sense of belonging.

[00:49:38] [SPEAKER_02]: Those are the three things that came out of this research.

[00:49:42] [SPEAKER_02]: I thought it was pretty cool.

[00:49:44] [SPEAKER_02]: Private offices was interesting to go deep on it.

[00:49:46] [SPEAKER_02]: My thought on private offices is two things.

[00:49:50] [SPEAKER_02]: You've worked at home now for the last five or six years.

[00:49:53] [SPEAKER_02]: Yeah.

[00:49:54] [SPEAKER_02]: If you have a private, dedicated space, you understand

[00:49:57] [SPEAKER_02]: and you appreciate right.

[00:49:59] [SPEAKER_02]: The private space.

[00:50:00] [SPEAKER_02]: Yeah, that's private space is no longer reserved for leadership.

[00:50:05] [SPEAKER_00]: For X, yeah, for executives, managers, stuff like that.

[00:50:08] [SPEAKER_02]: You need an office to be productive.

[00:50:10] [SPEAKER_02]: If I want to talk to you, I'll come out of my office.

[00:50:12] [SPEAKER_00]: Well, you know, it goes against some of the things

[00:50:15] [SPEAKER_00]: in soft skill development that they pitch as far as RTO.

[00:50:18] [SPEAKER_00]: I'm going to collaborate more.

[00:50:20] [SPEAKER_00]: Well, if everybody's in an office like we're on Zoom calls together

[00:50:24] [SPEAKER_00]: and we're three offices away from each other, why are we?

[00:50:28] [SPEAKER_00]: Why are we in an office?

[00:50:29] [SPEAKER_00]: But anyhow, I hear you.

[00:50:31] [SPEAKER_00]: And it dovetails nicely into this next door.

[00:50:33] [SPEAKER_02]: Yeah, I also think.

[00:50:35] [SPEAKER_02]: But there's something to be said to being in the same office

[00:50:38] [SPEAKER_02]: on a Zoom call with a bunch of people.

[00:50:40] [SPEAKER_02]: It cuts down on the water cooler talk.

[00:50:43] [SPEAKER_02]: So yeah, yeah, yeah, you're in an office.

[00:50:46] [SPEAKER_02]: You're being productive.

[00:50:47] [SPEAKER_02]: You're still seeing people.

[00:50:49] [SPEAKER_02]: But I don't need to I don't need to talk to you for 45 minutes

[00:50:51] [SPEAKER_02]: when you're three offices away.

[00:50:53] [SPEAKER_02]: I can do that at home.

[00:50:54] [SPEAKER_00]: Did I ever? I'd rather be in the office to be productive.

[00:50:56] [SPEAKER_00]: I always had a fridge in my office.

[00:50:59] [SPEAKER_00]: So I always had, you know, one of those medium sized fridges.

[00:51:03] [SPEAKER_00]: So I didn't that water cooler stuff that people talk about.

[00:51:05] [SPEAKER_01]: I'm like, yeah, it's in my office.

[00:51:08] [SPEAKER_02]: Come get it.

[00:51:09] [SPEAKER_02]: I'm going to say, for a bar is they are calling out with Jeremy

[00:51:13] [SPEAKER_02]: the other day has got a whole rack of bourbons.

[00:51:15] [SPEAKER_02]: I'm like, hmm.

[00:51:17] [SPEAKER_02]: Yeah, you guys, how you do it?

[00:51:18] [SPEAKER_00]: I don't need to go to the water cooler.

[00:51:20] [SPEAKER_00]: I'm good. It's I am the water cooler.

[00:51:22] [SPEAKER_00]: I am the water.

[00:51:23] [SPEAKER_00]: You're going to come to my office and drink.

[00:51:25] [SPEAKER_00]: All right. This stuff tells nicely. Nine of ten.

[00:51:29] [SPEAKER_00]: Nine in 10 companies will have returned to office by 2025,

[00:51:35] [SPEAKER_00]: according to a survey by resume builder.

[00:51:37] [SPEAKER_00]: Now, 2025 is just check your watches.

[00:51:39] [SPEAKER_00]: That's a week four months away. September, October.

[00:51:43] [SPEAKER_00]: That's crazy.

[00:51:45] [SPEAKER_00]: Yeah. So this is on resume builder dot com.

[00:51:47] [SPEAKER_00]: You go like that.

[00:51:48] [SPEAKER_00]: So I believe for RTO is a sham.

[00:51:51] [SPEAKER_00]: And the more people talk of its importance,

[00:51:55] [SPEAKER_00]: the more I'm convinced that it's a sham.

[00:51:57] [SPEAKER_00]: These are the key findings of the survey.

[00:51:59] [SPEAKER_00]: There's seven hundred and sixty four companies that were surveyed.

[00:52:02] [SPEAKER_00]: Eighty seven percent since where they got the nine in 10 of companies

[00:52:05] [SPEAKER_00]: will RTO by 2025 and 64 percent say that they already have.

[00:52:12] [SPEAKER_02]: Is this like full RTO or is this just like a portion?

[00:52:17] [SPEAKER_00]: Full many companies will have RTO,

[00:52:20] [SPEAKER_00]: will increase the required days in office.

[00:52:22] [SPEAKER_00]: So to your point, so maybe it's a three days a week.

[00:52:25] [SPEAKER_00]: Now it's going to be four days away.

[00:52:26] [SPEAKER_00]: OK, so you kind of see it's like an animal farm.

[00:52:29] [SPEAKER_00]: The rules just rules should keep changing.

[00:52:31] [SPEAKER_00]: So the last point is companies say RTO improves productivity,

[00:52:36] [SPEAKER_00]: culture, revenue and more.

[00:52:41] [SPEAKER_00]: I don't disagree with that.

[00:52:43] [SPEAKER_00]: I'm coming around to it.

[00:52:45] [SPEAKER_00]: No, dude.

[00:52:46] [SPEAKER_00]: OK, let's go back to the Starbucks Victoria Secret.

[00:52:50] [SPEAKER_00]: The CEO can live in first of all, if I could live in Newport Beach,

[00:52:54] [SPEAKER_00]: I couldn't afford a trash can in Newport Beach.

[00:52:56] [SPEAKER_02]: But I guess we just we just moved.

[00:52:58] [SPEAKER_02]: The coffee was too expensive out there.

[00:53:00] [SPEAKER_00]: Yeah. If I could live in Newport Beach, I would.

[00:53:03] [SPEAKER_00]: The CEO of Starbucks lives three states away. Yeah.

[00:53:09] [SPEAKER_00]: They live three states away.

[00:53:11] [SPEAKER_00]: And now we're talking about every private jet goes to work.

[00:53:14] [SPEAKER_00]: No, he doesn't. Not every day.

[00:53:17] [SPEAKER_00]: Ain't happening.

[00:53:18] [SPEAKER_00]: I mean, it sounds good.

[00:53:20] [SPEAKER_00]: Now he's going to be doing a lot of work from home. Right.

[00:53:22] [SPEAKER_00]: So again, what's good for the goose should be good for the gander.

[00:53:26] [SPEAKER_00]: Yeah. OK.

[00:53:27] [SPEAKER_00]: If we're going to make employees come back,

[00:53:29] [SPEAKER_00]: we should make executives come back.

[00:53:31] [SPEAKER_02]: Oh, 100 percent on that.

[00:53:33] [SPEAKER_02]: 100 percent on unless the executive is traveling 80 percent of the time.

[00:53:37] [SPEAKER_00]: Yeah. VP of sales or something like that.

[00:53:39] [SPEAKER_00]: Yeah, it's a different.

[00:53:40] [SPEAKER_02]: Yeah, that's that's different.

[00:53:41] [SPEAKER_02]: And they really should be. Yeah.

[00:53:44] [SPEAKER_02]: They're carrying about.

[00:53:45] [SPEAKER_02]: I have come around to the idea that RTO is not a bad thing.

[00:53:50] [SPEAKER_02]: I do believe it will improve productivity because I don't believe

[00:53:54] [SPEAKER_02]: after all of these years and I mean, just I mean,

[00:53:58] [SPEAKER_02]: just conversations that we've had and seeing people,

[00:54:01] [SPEAKER_02]: I mean, the amount of people that are not at work

[00:54:03] [SPEAKER_02]: and they're at the park walking and everything.

[00:54:06] [SPEAKER_00]: Well, that's because they're mental health.

[00:54:08] [SPEAKER_00]: They're actually living their life and they're going to extend their life

[00:54:11] [SPEAKER_00]: by not commuting and not doing this dumbass

[00:54:15] [SPEAKER_00]: thing where they go into an office and get in their office office,

[00:54:19] [SPEAKER_00]: as you say, they get in their office and then don't do the things

[00:54:22] [SPEAKER_00]: that say that that actually means something.

[00:54:26] [SPEAKER_02]: It won't. A couple of days in the office isn't a bad thing.

[00:54:29] [SPEAKER_02]: Yeah, I'm not promoting it one way or the other

[00:54:31] [SPEAKER_02]: because I would suck at it.

[00:54:33] [SPEAKER_02]: I think it's a shame.

[00:54:34] [SPEAKER_02]: I just think it's a shame.

[00:54:35] [SPEAKER_02]: I haven't been in an office since 2008 or 2009 or whatever.

[00:54:39] [SPEAKER_00]: I think it should be totally voluntary.

[00:54:41] [SPEAKER_00]: So I think there should my take is real simple.

[00:54:44] [SPEAKER_00]: Have an office.

[00:54:46] [SPEAKER_00]: If people want to go to it, great.

[00:54:47] [SPEAKER_00]: If they don't, great.

[00:54:49] [SPEAKER_00]: As long as the job is suffering, do you have to come to the office?

[00:54:52] [SPEAKER_00]: Again, if the job is not getting done.

[00:54:55] [SPEAKER_00]: Yeah, either you're not the right person for the job

[00:54:58] [SPEAKER_00]: or you need to figure out a different way to do the job.

[00:55:00] [SPEAKER_00]: I got no issues with that.

[00:55:02] [SPEAKER_00]: But the ultimate option should be the employees option

[00:55:07] [SPEAKER_00]: on whether or not they go to an office or not.

[00:55:10] [SPEAKER_00]: Not the employer.

[00:55:12] [SPEAKER_00]: OK, there you go.

[00:55:13] [SPEAKER_00]: Proletariat versus the bourgeois.

[00:55:16] [SPEAKER_00]: Let's talk some dollars and cents.

[00:55:18] [SPEAKER_00]: Tilt a human resources technology platform

[00:55:21] [SPEAKER_00]: that helps companies and employees navigate the leave process

[00:55:27] [SPEAKER_00]: raises 15 million dollars.

[00:55:29] [SPEAKER_00]: This is on bizwest.com.

[00:55:31] [SPEAKER_00]: Take a look at it.

[00:55:32] [SPEAKER_00]: I love this funding because anything that makes leave

[00:55:36] [SPEAKER_00]: easier for employees is a win for all employees.

[00:55:40] [SPEAKER_00]: Go to go tilt.

[00:55:42] [SPEAKER_02]: All right, nice.

[00:55:44] [SPEAKER_02]: All right. So this company, I'm going to mispronounce the name

[00:55:47] [SPEAKER_02]: Pangeum, maybe Pangeum, something like that.

[00:55:51] [SPEAKER_02]: They got four point two five million seed round now.

[00:55:55] [SPEAKER_00]: So that's a big seed.

[00:55:57] [SPEAKER_02]: It is. No.

[00:55:59] [SPEAKER_02]: Was it with you that I mispronounced the word spatial

[00:56:02] [SPEAKER_02]: or was it in a different?

[00:56:03] [SPEAKER_02]: OK, I said spadio the one time that I was talking fast

[00:56:06] [SPEAKER_02]: and I was like all day.

[00:56:09] [SPEAKER_02]: I'm like, don't say spadio.

[00:56:10] [SPEAKER_02]: Don't say spadio.

[00:56:11] [SPEAKER_02]: You're good. So spatial and social analytics.

[00:56:15] [SPEAKER_02]: Right. So they deliver spatial and social analytics

[00:56:17] [SPEAKER_02]: that help companies make informed decision about office layouts.

[00:56:21] [SPEAKER_02]: Now, I don't know if you've ever been through this

[00:56:24] [SPEAKER_02]: or if you're listening and you've been through this.

[00:56:28] [SPEAKER_02]: I've been through this with Kinexa.

[00:56:30] [SPEAKER_02]: They had a company come in and it was it blew my mind.

[00:56:36] [SPEAKER_02]: The science.

[00:56:37] [SPEAKER_02]: Yeah, yeah.

[00:56:38] [SPEAKER_02]: One that they brought a company in and paid them

[00:56:41] [SPEAKER_02]: the amount of money they did in order to track

[00:56:45] [SPEAKER_02]: the number of steps I took to the bathroom.

[00:56:47] [SPEAKER_02]: Yep.

[00:56:48] [SPEAKER_02]: To the copy room.

[00:56:49] [SPEAKER_02]: Remember copy rooms?

[00:56:51] [SPEAKER_02]: Yeah. To the facts, right?

[00:56:52] [SPEAKER_02]: Like to all of this stuff.

[00:56:54] [SPEAKER_02]: That's legit.

[00:56:55] [SPEAKER_02]: Yeah. Like it and how many, what I had to do,

[00:56:59] [SPEAKER_02]: how I got to my bosses versus my team.

[00:57:03] [SPEAKER_02]: It blew my mind.

[00:57:04] [SPEAKER_02]: Yeah, it blew my mind how much effort and money

[00:57:08] [SPEAKER_02]: they put into this and then redesign the entire office.

[00:57:13] Yep.

[00:57:14] [SPEAKER_02]: But in the end, it was awesome.

[00:57:17] [SPEAKER_02]: Like it was really cool.

[00:57:18] [SPEAKER_02]: I no longer had to go here to there to there.

[00:57:21] [SPEAKER_02]: Right.

[00:57:21] [SPEAKER_02]: I literally went right there.

[00:57:23] [SPEAKER_00]: Squeezing out all the inefficiency in work planning.

[00:57:26] [SPEAKER_02]: Yes, yes.

[00:57:27] [SPEAKER_02]: And it really is a thing.

[00:57:28] [SPEAKER_02]: So anyway, four and a quarter seed round.

[00:57:31] [SPEAKER_02]: Congrats.

[00:57:34] [SPEAKER_02]: I love companies like this

[00:57:36] [SPEAKER_02]: and I think that's pretty cool.

[00:57:41] [SPEAKER_00]: Jabilla.

[00:57:42] [SPEAKER_00]: Jobilla.

[00:57:43] [SPEAKER_00]: Like Godzilla.

[00:57:45] [SPEAKER_00]: Jabilla. Jobilla.

[00:57:46] [SPEAKER_00]: Raised 6.6 million, I translated it from yours,

[00:57:50] [SPEAKER_00]: to expand global multilingual AI recruitment platform.

[00:57:55] [SPEAKER_00]: So GPT.AI that I found this.

[00:57:59] [SPEAKER_00]: Cool name, large seed.

[00:58:01] [SPEAKER_00]: So that's 6.6 is a seed.

[00:58:03] [SPEAKER_00]: That's not playing around.

[00:58:05] [SPEAKER_00]: They're starting, what I like about this particular play

[00:58:08] [SPEAKER_00]: is they're starting with global AI.

[00:58:12] [SPEAKER_00]: So they're not, you know, a lot of people start with

[00:58:14] [SPEAKER_00]: like, okay, let's get it to work inside of

[00:58:16] [SPEAKER_00]: the United States or wherever you are.

[00:58:19] [SPEAKER_00]: No, they're starting with a platform that does global AI

[00:58:22] [SPEAKER_00]: in recruitment.

[00:58:24] [SPEAKER_00]: So good for them.

[00:58:25] [SPEAKER_00]: I want to keep an eye on them because it's a large seed.

[00:58:28] [SPEAKER_00]: So the next raise will be really interesting to see.

[00:58:31] [SPEAKER_00]: And that's it.

[00:58:33] [SPEAKER_02]: All right, nice.

[00:58:35] [SPEAKER_02]: So this is one of my favorites.

[00:58:36] [SPEAKER_02]: I say that about the spatial company,

[00:58:39] [SPEAKER_02]: but this is actually, I think something

[00:58:41] [SPEAKER_02]: that's really truly needed in our space.

[00:58:44] [SPEAKER_02]: So the RX save card raises 1.7 in a pre seed round.

[00:58:49] [SPEAKER_02]: So this is a card that you go to the store and you pay

[00:58:54] [SPEAKER_02]: for your healthcare, your prescriptions, et cetera.

[00:58:57] [SPEAKER_02]: And so this is funded by the employer.

[00:59:00] [SPEAKER_02]: So each month the employer funds a set amount

[00:59:02] [SPEAKER_02]: on the card per employee.

[00:59:06] [SPEAKER_02]: Unused funds will roll over.

[00:59:08] [SPEAKER_02]: So the employer only replenishes what has been spent

[00:59:15] [SPEAKER_02]: Okay, so you can't, you don't get $150 this month

[00:59:19] [SPEAKER_02]: and not use it for six months.

[00:59:20] [SPEAKER_02]: And you can go like, oh, I'm going grocery shopping.

[00:59:23] [SPEAKER_02]: No, they only replace, but you're always gonna have

[00:59:26] [SPEAKER_02]: that set amount in there.

[00:59:28] [SPEAKER_02]: And I think that's an incredible benefit

[00:59:30] [SPEAKER_02]: for people to have.

[00:59:31] [SPEAKER_02]: I know it's out there, but this is another one.

[00:59:34] [SPEAKER_02]: And I like the idea.

[00:59:35] [SPEAKER_02]: Go ahead and watch,

[00:59:35] [SPEAKER_00]: because we talked about healthcare costs going up

[00:59:37] [SPEAKER_00]: because of prescriptions.

[00:59:39] [SPEAKER_00]: It's going up what, 9% you said?

[00:59:42] [SPEAKER_00]: 9%, next year.

[00:59:42] [SPEAKER_02]: So maybe just lowers it for each individual employee.

[00:59:46] [SPEAKER_00]: Do you remember us talking about work pay

[00:59:49] [SPEAKER_00]: about six weeks ago?

[00:59:52] [SPEAKER_00]: Ish? Maybe.

[00:59:54] [SPEAKER_00]: So this is a Kenyan based payroll.

[00:59:56] [SPEAKER_00]: Oh yes, yes.

[00:59:57] [SPEAKER_00]: Remember this?

[00:59:58] [SPEAKER_00]: They raised back then they raised nine million.

[01:00:01] [SPEAKER_00]: Yes.

[01:00:01] [SPEAKER_00]: And we said, this is cool because it's a global payroll

[01:00:04] [SPEAKER_00]: instead of going wide, they're going deep.

[01:00:07] [SPEAKER_00]: Six weeks later, right?

[01:00:08] [SPEAKER_00]: I looked it up.

[01:00:09] [SPEAKER_00]: Six weeks later, they raised another $5 million

[01:00:13] [SPEAKER_00]: to expand payroll, HR and payroll platform across Africa.

[01:00:18] [SPEAKER_00]: So doing the math there at home, that's $14 million.

[01:00:22] [SPEAKER_00]: They got visa involved in the funding.

[01:00:26] [SPEAKER_00]: So legit funding.

[01:00:26] [SPEAKER_00]: That makes sense.

[01:00:28] [SPEAKER_00]: Yeah, everybody wins there.

[01:00:29] [SPEAKER_00]: So this is a lot of money,

[01:00:31] [SPEAKER_00]: they're short amount of period,

[01:00:32] [SPEAKER_00]: but you can see the opportunity,

[01:00:34] [SPEAKER_00]: the market opportunity.

[01:00:35] [SPEAKER_00]: It first started with Kenya.

[01:00:37] [SPEAKER_00]: Let's get this stuff down.

[01:00:38] [SPEAKER_00]: Boom, wait a minute.

[01:00:39] [SPEAKER_00]: We'd like for you to go across Africa.

[01:00:41] [SPEAKER_00]: Done.

[01:00:42] [SPEAKER_02]: So was this, do you think this was a planned raise

[01:00:45] [SPEAKER_02]: or it was like, oh, hey guys, we can do this.

[01:00:48] [SPEAKER_00]: 100%.

[01:00:48] [SPEAKER_00]: Let's get more.

[01:00:50] [SPEAKER_00]: 100%.

[01:00:50] [SPEAKER_00]: They realized right away.

[01:00:52] [SPEAKER_00]: Other people came in and said,

[01:00:54] [SPEAKER_00]: hey listen, you need some more money?

[01:00:56] [SPEAKER_00]: Nah, yeah.

[01:00:58] [SPEAKER_00]: We'll take over Africa.

[01:01:00] [SPEAKER_02]: We need to put work pay on the watch list

[01:01:02] [SPEAKER_02]: and find it.

[01:01:03] [SPEAKER_02]: Yeah, if they're getting money that quickly

[01:01:05] [SPEAKER_02]: then there's something else.

[01:01:07] [SPEAKER_00]: 14 million in six weeks, yo.

[01:01:09] [SPEAKER_00]: That's legit.

[01:01:10] [SPEAKER_00]: That's fair.

[01:01:11] [SPEAKER_00]: All right, anyhow, good for them.

[01:01:14] [SPEAKER_00]: Good for Africa.

[01:01:14] [SPEAKER_02]: Congrats to them.

[01:01:16] [SPEAKER_02]: Okay, so Cadence launches Fem.ai.

[01:01:21] [SPEAKER_02]: They pledged,

[01:01:22] [SPEAKER_02]: so this really isn't like a funding thing

[01:01:24] [SPEAKER_02]: but I don't know where I put it,

[01:01:25] [SPEAKER_02]: so I put it here.

[01:01:26] [SPEAKER_02]: Well they pledged $20 million,

[01:01:28] [SPEAKER_02]: I guess it is kind of funding,

[01:01:30] [SPEAKER_02]: to kickstart gender equality in the AI workforce.

[01:01:35] [SPEAKER_02]: So Cadence-

[01:01:35] [SPEAKER_00]: Oh that's interesting.

[01:01:36] [SPEAKER_02]: Yeah, so Cadence is a company that creates software

[01:01:39] [SPEAKER_02]: and tools to help design electronic gadgets.

[01:01:42] [SPEAKER_02]: So think like smartphones, computers,

[01:01:45] [SPEAKER_02]: car electronics, right?

[01:01:47] [SPEAKER_02]: So the goal here is to propel women in the industry

[01:01:51] [SPEAKER_02]: towards a more equitable tech sector.

[01:01:53] [SPEAKER_02]: That's where they're focusing.

[01:01:55] [SPEAKER_02]: With an emphasis on opportunities in AI.

[01:01:59] [SPEAKER_02]: So this is where it's at.

[01:02:00] [SPEAKER_02]: So the Cadence Giving Foundation,

[01:02:03] [SPEAKER_02]: which is what they're called,

[01:02:04] [SPEAKER_02]: committed $20 million towards Fem.ai,

[01:02:08] [SPEAKER_02]: which includes philanthropic and product donations

[01:02:13] [SPEAKER_02]: over the next decade to organizations

[01:02:15] [SPEAKER_02]: that align with their mission.

[01:02:17] [SPEAKER_00]: So-

[01:02:17] [SPEAKER_00]: I like it.

[01:02:18] [SPEAKER_00]: In fact, how could you be against it?

[01:02:21] [SPEAKER_00]: This is an extension of all the STEM programs

[01:02:22] [SPEAKER_00]: we've seen in the last 20 years

[01:02:24] [SPEAKER_00]: about getting girls interested in the hard sciences.

[01:02:29] [SPEAKER_00]: This is just a natural nice extension.

[01:02:31] [SPEAKER_00]: Great for everybody.

[01:02:32] [SPEAKER_00]: There's nothing,

[01:02:33] [SPEAKER_00]: there's just nothing to say bad about this.

[01:02:36] [SPEAKER_00]: Good for them.

[01:02:37] [SPEAKER_00]: Somebody didn't remove their DEI.

[01:02:39] [SPEAKER_00]: No, no.

[01:02:41] [SPEAKER_00]: Too soon.

[01:02:43] [SPEAKER_00]: Philanthropic.

[01:02:44] [SPEAKER_00]: Philanthropic.

[01:02:45] [SPEAKER_00]: No worries.

[01:02:47] [SPEAKER_00]: Your Moneyline, Ryan you know these people.

[01:02:50] [SPEAKER_00]: Raise this- I do know these people.

[01:02:51] [SPEAKER_00]: $4.5 million to improve employee financial health

[01:02:57] [SPEAKER_00]: with AI.

[01:02:59] [SPEAKER_00]: This is on yourmoneyline.com.

[01:03:03] [SPEAKER_00]: And Ryan, we're gonna have Peter on the show,

[01:03:08] [SPEAKER_00]: on the You Should Know podcast next week

[01:03:11] [SPEAKER_00]: to discuss financial wellness.

[01:03:12] [SPEAKER_00]: I didn't know anything about their funding

[01:03:14] [SPEAKER_00]: when we booked them.

[01:03:16] [SPEAKER_00]: So he's gonna be talking about the financial wellness

[01:03:19] [SPEAKER_00]: and the business cost of not doing it right

[01:03:21] [SPEAKER_00]: by your employees.

[01:03:23] [SPEAKER_00]: So the opportunity comes in.

[01:03:24] [SPEAKER_00]: So congrats on the raise.

[01:03:26] [SPEAKER_00]: He does a wonderful podcast.

[01:03:29] [SPEAKER_00]: So if you, I mean it's legit, he knows his stuff

[01:03:33] [SPEAKER_00]: and they just raised $4.5 million.

[01:03:35] [SPEAKER_00]: Congrats.

[01:03:36] [SPEAKER_00]: We'll learn more.

[01:03:38] [SPEAKER_02]: Congrats, yeah.

[01:03:39] [SPEAKER_00]: Yeah, that's gonna be a good conversation.

[01:03:40] [SPEAKER_00]: I got two more.

[01:03:41] [SPEAKER_00]: Let's go through them.

[01:03:42] [SPEAKER_00]: Impact Tool, an AI enabled career platform

[01:03:46] [SPEAKER_00]: raises $4 million.

[01:03:48] [SPEAKER_00]: This is on EUstartups.com.

[01:03:50] [SPEAKER_00]: Take a look at them.

[01:03:51] [SPEAKER_00]: A lot of language regarding matching

[01:03:54] [SPEAKER_00]: and intelligent matching.

[01:03:55] [SPEAKER_00]: What I like about this raise

[01:03:57] [SPEAKER_00]: is how they talk about intuitive,

[01:04:01] [SPEAKER_00]: the nature of how AI should help you manage your career.

[01:04:06] [SPEAKER_00]: So I like, cause it's a career platform.

[01:04:08] [SPEAKER_00]: I like that.

[01:04:09] [SPEAKER_00]: You know, that AI, like you've talked about pilots

[01:04:11] [SPEAKER_00]: and co-pilots being around you

[01:04:13] [SPEAKER_00]: and saying you should be doing this.

[01:04:15] [SPEAKER_00]: You should be thinking about that.

[01:04:16] [SPEAKER_00]: This is a job that you want,

[01:04:17] [SPEAKER_00]: you know, like that type stuff.

[01:04:19] [SPEAKER_00]: They're embedding that.

[01:04:20] [SPEAKER_00]: So I love that. Nice.

[01:04:25] [SPEAKER_00]: Yeah, yeah.

[01:04:26] [SPEAKER_00]: For real.

[01:04:28] [SPEAKER_00]: Last funding news of the week.

[01:04:30] [SPEAKER_00]: Thera, T-H-E-R-A.

[01:04:32] [SPEAKER_00]: Thera scores $4 million seed

[01:04:36] [SPEAKER_00]: to make it easier to hire and pay international employees.

[01:04:40] [SPEAKER_00]: So this is an international global payroll play.

[01:04:42] [SPEAKER_00]: This is on VentureBeat.

[01:04:43] [SPEAKER_00]: So you can go learn about Thera there.

[01:04:46] [SPEAKER_00]: Large seed.

[01:04:47] [SPEAKER_00]: So $4 million again.

[01:04:49] [SPEAKER_00]: It's a large seed, but it's a crowded market.

[01:04:52] [SPEAKER_00]: With all the players that are,

[01:04:52] [SPEAKER_00]: with all the players that have gotten money,

[01:04:55] [SPEAKER_00]: a lot of money in the last couple of months and years,

[01:04:59] [SPEAKER_00]: I'm really interested to see what's their differentiator.

[01:05:03] [SPEAKER_00]: But what is it gonna be like?

[01:05:05] [SPEAKER_00]: What's gonna be the bit that really makes them different

[01:05:08] [SPEAKER_00]: in a global payroll space?

[01:05:10] [SPEAKER_00]: They used to be there was only four players.

[01:05:13] [SPEAKER_00]: Then all of a sudden now there's a hundred players.

[01:05:15] [SPEAKER_00]: There's a hundred, right, right.

[01:05:16] [SPEAKER_00]: And legitimate players that can pay

[01:05:18] [SPEAKER_00]: across 160 countries, et cetera.

[01:05:21] [SPEAKER_00]: Multilingual and all that stuff.

[01:05:23] [SPEAKER_00]: Time will tell, like what we have here,

[01:05:26] [SPEAKER_00]: but that is a large seed

[01:05:27] [SPEAKER_00]: for something that is a crowded market.

[01:05:31] [SPEAKER_00]: So good luck to them.

[01:05:33] [SPEAKER_02]: Yeah, congrats to them.

[01:05:35] [SPEAKER_02]: And the question in my mind is,

[01:05:38] [SPEAKER_02]: do we need all these players?

[01:05:39] [SPEAKER_02]: I think we do.

[01:05:40] [SPEAKER_02]: I think we need innovation in this space.

[01:05:42] [SPEAKER_02]: It's been a space that has been highly innovative,

[01:05:46] [SPEAKER_02]: but not understood over the course of years.

[01:05:50] [SPEAKER_02]: And I think these smaller players are coming in and pushing

[01:05:53] [SPEAKER_02]: and a lot of them will get eaten up or they'll die.

[01:05:55] [SPEAKER_02]: One or the two.

[01:05:57] [SPEAKER_02]: But I think there's a lot more room

[01:05:59] [SPEAKER_02]: than just the four big guys.

[01:06:02] [SPEAKER_02]: 100%.

[01:06:03] [SPEAKER_02]: Yeah, awesome.

[01:06:05] [SPEAKER_02]: We're done.

[01:06:06] [SPEAKER_02]: That wraps us up for the week.

[01:06:07] [SPEAKER_02]: So thank you all for listening.

[01:06:09] [SPEAKER_02]: Thank you for watching.

[01:06:11] [SPEAKER_02]: Love us, like us, subscribe everywhere.

[01:06:12] [SPEAKER_02]: If you have a moment, please take a moment, review,

[01:06:16] [SPEAKER_02]: hit the stars and say some great things about us.

[01:06:19] [SPEAKER_02]: We would love you.

[01:06:20] [SPEAKER_02]: To do that helps us, helps you.

[01:06:22] [SPEAKER_02]: Then we're gonna be at HR Tech coming up.

[01:06:24] [SPEAKER_02]: We're gonna be at...

[01:06:27] [SPEAKER_02]: iSolve Connect.

[01:06:28] [SPEAKER_02]: iSolve Connect.

[01:06:29] [SPEAKER_02]: We're gonna be at Indeed Future Works.

[01:06:32] [SPEAKER_02]: So if you see us there, please don't be shy.

[01:06:34] [SPEAKER_02]: Come up, say hello.

[01:06:35] [SPEAKER_02]: And if you don't see us well,

[01:06:37] [SPEAKER_02]: then just watch a video.

[01:06:39] [SPEAKER_02]: We'll see you next time.