The BARF: OpenAI Robotics Revived, Chrono Working, ACLU vs. Aon, $200+ Million in HR Tech Funding

[00:00:00] What is going on people Ryan Leary, William Tinkup here with WRKdefined You are listening to and watching, hopefully, The BARF William, how are you today? Right, I want the audience to know something that we are in Orlando at Cornerstone Neck And we are in the hotel rooms

[00:00:25] I thought you were going somewhere else, I thought you were going to lie As you should Tell us a story No, no, I just want people to know that we are in our hotel rooms Separate hotel rooms Separate hotel rooms

[00:00:38] So anyhow it's going to get dark and all that other stuff So yeah, I'm doing well Good fly day Yeah, can't eat Good fly day, maybe for you Yeah, not for me because I missed my flight Hey, don't touch me We're in a judge-free zone

[00:00:56] No, no, we're not going to do that Alright, so breaking news This is the B of the BARF This is the breaking news part So let me pitch you a story Ryan that I saw that I thought was pretty interesting

[00:01:08] Zoom CEO wants to use AI to create digital clones that can attend meetings for you I found this on People.com, the magazine So... You would read people Dude, seriously Great stories can come from anywhere

[00:01:29] So Zoom wants to create an AI clone of Ryan Leary to attend meetings as Ryan Leary That would be amazing As long as he sounds better than me You want a smarter version? If he's talking about softwares, you know Then no bueno That's true

[00:01:55] So what I thought about as I read it You know, if an AI bot can match my darkness Sarcasm, cursing and raw intellect Then I'm down Because to get me out of a meeting, I'd be happy If I could never attend a meeting again in my life

[00:02:14] I'm so happy But it's got to be me There can't be a version of me that... Yeah I think at some point that's actually going to happen And I don't have a problem with that You can literally be in two places at one time Actually doing work Productivity

[00:02:30] Yeah, I'm down for that I think this is where employees would need to be trained on hallucinations Because they would see your bot and hear your bot And think there's no way in hell anybody thinks like this Think of it like a lot of the corporations

[00:02:47] Large corporations where you have to attend a meeting And it's just you're one of 400 people on the meeting Do you... You're never going to get a call on Do you need to be at that... Do you need to be at that meeting? No

[00:03:01] In that situation, they're actually putting presents at the meeting Because you normally just log in And they'll do anything And fake your... No, you're on Facebook Yeah Whatever So at that point, I mean shit Why not? What do you got? I love it Alright

[00:03:19] So I got some acronyms for you here The ACLU asked the FTC to probe Aeon AI Employment Assessment Tools for BIAS So this is actually a serious... Yeah, it's an interesting and potentially very serious story

[00:03:36] So the ACLU's complaint to the FTC alleges that Aeon's AEI-based job screening tools Are bias against people with autism, disabilities, non-white candidates, etc So... Wow We've seen this This has been in debate for a long time You have an ACLU, if they're not going to bring a case

[00:04:00] That doesn't happen, Mary That doesn't have something to it You know, smoke, fire, the whole bit Yeah And Aeon has a ton of assessments So this could be a potential... This could be a real thing I don't think we can see more of this type of stuff

[00:04:15] Yeah, this is going to be a real thing This particular case I think is going to get really messy Aeon's not a small company They've got a lot of clients So the ramifications for clients can be massive They've got to be concerned with legal, with compliance

[00:04:31] With all of this stuff now And so... Not that I'm a lawyer But my recommendation is just stop using them right now Pause And just hold because you're on the hook as well That's right I thought that was an interesting story Alright, let me give you this one

[00:04:49] Lego Yes, those Legos Lego announced, Saturday employees' bonuses Will depend on emission reduction performance So they're tying bonuses to greenhouse gases And carbon and all of that stuff Found us on HRGreepion.com Fascinating story I'm intrigued by the idea So tying COMP to other things I like

[00:05:17] However, I'm unsure on how it'll work And what about those that are not in a position That can truly impact emission reduction goals So I don't hate the tie I like that a company will say You know what? We're going to do bonuses

[00:05:34] We're going to do a part of your COMP That's based on the company reaching certain greenhouse goals And things like that I don't hate that idea But individual goals that work in marketing Or something like they have no impact I don't think that's very fair

[00:05:51] How do they measure this? If my bonuses tie to somebody who's saying This is how green or not green we're going to be And they're making decisions Not based off of COMP They're making decisions based on what's best for the business At that moment Right Again, idea, cool

[00:06:18] How it gets implemented How it gets measured to your point Not sure So let's just keep an eye on it Yeah Alright So I've got one here Which I thought was pretty cool So I feel like every time I talk about this stuff I've got a common theme

[00:06:39] I want the robots to take over the world I want the clone to be in the meetings But OpenAI revives, they're reviving a robotics project That they once had and shuttered in 2021 So the idea here is that the program is looking At teaching robots how to perform tasks

[00:06:59] Based off of observation Right So I like this idea I think there's endless use for this Maybe not endless But there's a lot of use in the workplace And so I really believe that in the next iteration Of everything as this evolves

[00:07:18] We're not going to be managing people At some point We're no longer managing people We're going to be managing I don't want to say the robot But we're going to be managing the AI, the robot To do the task

[00:07:32] And we're going to be the strategic person behind that And everyone's going to have their set of AI bots And their digital employees To manage to get their job done appropriately So that's what that counts as being a manager At that point we'll figure that out

[00:07:47] When we get there That'll be the next conversation But I'm glad they brought this back Something like this could be interesting Staying in the workplace I think they brought it back Not just for all the reasons that you say But because OpenAI has made so much

[00:08:02] Think about all the traction that they've made Since they shuttered that program Right? Oh, tremendous, yeah All the data that they have Everything, they've got investment All that stuff So it makes sense because Now they've got so much more data At the time they didn't have as much

[00:08:22] It wasn't as popular, etc So this is a great idea Of a company going back to a project And going, you know what? We went a little early with that Now let's come back to that Because that was a good idea We just went too early Yeah, there's...

[00:08:37] You've heard the term Fall fast, fall forward, right? Higher fast, fire faster type thing This is one of those situations where they said Hey guys, this is going to be Really something we should look at And it didn't work So they shut it down

[00:08:51] But they never forgot it They put it in the park And here we go Interesting to see Yeah, let's see where this thing goes Alright, I put this in news Because I just found this site fascinating So ADP, National Employment Report Private sector employment increases By 150,000 jobs plus

[00:09:11] In May, annual pay was up 5% Something like that But ADP, EmploymentReport.com Stop what you're doing And go and look at that website Because... What website do I go to? Yeah, ADP, EmploymentReport.com Is that stop what you're doing? I'm going to get it?

[00:09:32] That would actually be really funny If you did that So the site itself Takes all their data And when they release new data And then you can then look at it And then select the things that you care about So you get charts and graphs

[00:09:48] And increases and decreases Size of company, geography Industry Like you can see all that stuff So it's giving the data And then it announces its bit But then it goes in And lets the user Then select the things that they care about And look at that

[00:10:06] Like if I'm in the food and beverage industry Then I'm a small business And what's going on in my particular area of the world From an employment perspective So really cool ADP, EmploymentReport.com That sounded like a legit advertisement Do that again I know, right? No ADPReport.com

[00:10:31] It's like EA Sports It's in the name It sounded really good man I'm impressed Most of my ads suck Yeah they trust me people When he does an ad read Good lord Thank god I'm not there It's painful Alright DAXTRA In the news again

[00:10:53] So recently they acquired Pivot CX Right To them and everyone involved They just brought on Jane Seara I hope I'm getting your name right Jane She's VP of growth marketing So this is a good hire for me This is not the denny my approval Good job guys

[00:11:12] We just spoke with Terry Not too long ago We just podcast with Terry So I think hiring Jane is a strategic move here She comes from a long background Of really good B2B and SaaS plays She's been with companies like I think it's best, she's with HubSpot

[00:11:35] And some of the other ones there She's got a really strong background In B2B and SaaS and AI And I think she's going to do well Here with positioning these guys Because they're really positioned well I like it And the reason I like it is Terry

[00:11:51] Hires really well This is something he did in Pando Logic He brought in General Vali From all the marketing stuff And he brought in Jason Putman For all the sales stuff These are just two masterful executives by themselves But he builds executive teams Like you want to CEOs

[00:12:13] To build executive teams He brings in big hitters So I love it Good for them and can't wait to meet And talk to Jane If you haven't heard his podcast If you remind me I'll put the link down here somewhere For people to go check out

[00:12:30] Because it was a fantastic episode And really get inside into his journey Okay Let me pitch this story to you Ryan Hitting snooze This is going to hurt This big FU moment No, no, this is going to hurt a little bit Just tell the story Hitting snooze

[00:12:51] 50% of employees Want to try chrono working Without Chrono working Okay that's what I wanted you to say Chrono working is aligning workers hours And employees with their natural Deep rhythms Stop it, stop it I swear to God I swear I couldn't make this shit up

[00:13:09] The goal of chrono working Is to boost productivity To those who define themselves As early birds or night owls And I don't hate this And in a remote or hybrid Or flex environment It's out c- Or let's say it's outcomes base Did you get the job done?

[00:13:29] I don't care If you got it done at three in the morning 50% is a big number So 50% of your workforce Wants to try chrono working Of course they do I know right? Of course they want to try it Maybe the number sounds higher

[00:13:46] But like in person so RTO Return office right So if you have a man that return office That's going to be a little Discombobulating Because people are going to be coming And going at a lot of different times Night owls I go in at two

[00:14:02] Or I go in at like seven And then I work Which would be great But does it have to be I have a lot of questions here We work across different time zones Right? Plus seven, plus seven, minus three Whatever So I could see A version of this

[00:14:21] But I could also see my daughters thinking Shit I don't have to be to work To a one o'clock and I can stop working At six o'clock because If the job gets done Why do we care? To a point I think there still has to be

[00:14:36] And maybe this is the The wannabe boomer in me But this is the There still has to be a level of Does there Does there Yes, look when Windows Introduced the Foldering System Right? I was a happy man When Foldering went away and they brought

[00:14:57] Tags and this is thank you to Averture for really just giving me Anxiety for three years using Four years whatever it was I was using them They didn't have folders they had tags And so it was just Hundreds of thousands Millions of records we had

[00:15:13] And things that I had to Remember and think what do I need Yeah, and I had But I couldn't just call it my folder Adapt or die? I died, yeah I know I'm fine, but Chrono working Chrono working Yeah, I guess Maybe, well what are your hours?

[00:15:35] Okay so just take, let's do you and me And talk about when do you work best I'm up at 445 most days Unless I have files and I just Decide to get up You're the only one bringing that up Bringing that up Oh god, we'll tell that story

[00:15:53] We'll tell you about that So I'm usually up around that time And then if I go to the gym I'm good, if I don't go to the gym I feel a little off that day But those working hours from Say 5, 5.30 Till about 8 o'clock

[00:16:09] I can get the entire days worth of work Done in those Three, two and a half, three hours And then the rest of the day can be used For busy work or whatever it is Shocking, not shocking When the kids are in school Obviously we're getting up at

[00:16:25] Like 6, 7, something like that Getting, well now it'll be Van off to school So I'll get up for that I'll do a couple of hours of work I'm a napper If I see 30 minutes in my schedule Because I have a bed that's 10 feet from my desk

[00:16:41] If I see 30 minutes I'll go now I can go to sleep really quickly I know where you're at I don't put it on the calendar I don't put nap on the calendar But here's the deal I stay up till 2 every night Right You're a chrono worker

[00:17:01] I'm one of those people that So you'll get an email from me And it's like 1 in a minute Dude, seriously I kinda want to get your shirt now That says chrono worker Chrono worker I like the term I actually like the term Yeah So

[00:17:23] Now that we're not hitting snooze We've got some acquisitions to talk about Okay, well yeah Alright, so SAP takes on Walk Me to round out A few previous acquisitions So This is a pretty big success Story for these guys Another Israeli Startup taking the W I

[00:17:49] Used to call These guys a tooltip company So for those that don't know Tooltips, right? Question marks or whatever By the words, you hover over and boom It pops up And I remember when they started And things they were doing I could never remember Walk Me

[00:18:09] But it makes sense to me Anyway, I love plays like this I don't like This is going to be very You're going to be like, it fits you perfectly Like when I'm learning software I don't really want to talk to a human

[00:18:23] I want to go in and I want to tinker I want to self-guide Myself through the process And this is what they do So I like this play They took a hit during COVID They took in 300 million They were valued at more than $2 billion

[00:18:45] So that was a huge win at the time They got picked up for 1.5 So a little less But it's a pretty big win I think It's time for them to move on And look, SAP The real story here SAP is now going to be able to

[00:19:03] Guide people through This huge mess of crap And software that they have So it's going to create a lot of efficiency Within their current client base Obviously drawing them deeper Into the mix holding them Handcuffing them into wanting more So again for the audience WalkB is

[00:19:23] In application training So let's say you're doing a performance Management like success factors So you're doing a performance review And you haven't done one in a year It's normally You go in and it's like You know what's going on where the buttons It actually walks you through

[00:19:41] Exactly what you need to do So I like it And I like it for all software So a couple things WalkB had a huge booth at HR Tech last year At 40x40 I interviewed the CMO In December 100% I interviewed the CMO in December Good guy, great technology

[00:20:03] Here's what I think So the analysis part I assume SAP And success factors Will use this internally For all their products as you just mentioned However, I think they'll take it off The market for other players Because WalkB Is used in like a lot of different

[00:20:23] Software not just HR Tech But like all FinTech All kinds of different software But I think to compete With the oracles and the work days Of the world I think they're going to take this off of the They took it off the table

[00:20:39] So that customers can't use it In those applications If I think about that competitively That's 1.5 Sounds like a big number Not a big number With the contract sizes that they have At that level It makes their technology better Even better And it also disables their competition

[00:21:01] And by the way, if you want to read more about it TechCrunch.com has a great article on it And that's it I think it's a great acquisition Love it LumApps Sells the majority's stake to bridge Point $650 million Doesn't say exactly how much Majority, it just says majority

[00:21:21] So 51%, let's say That's on TechCrunch as well LumApps is a platform for Building and provisioning internal communications And apps, workforces Essentially they're the glue that holds Google Office Or Google Workspace 365 Workday ServiceNow All these types of things together So you go to use LumApps

[00:21:45] So that you can basically use all these apps together As a company And Now they have a ton of cash They sold off a part of their business But they have a ton of cash They're going to use that cash for acquisitions No LumApps

[00:22:03] LumApps is for the win Yeah Alright, so Cronus, let me say it in a right way Cronus, they inquire a company Called Imperative Yep So I like this man This is like a big cheese alert For me Like this is one of those ones where

[00:22:27] At first I didn't I didn't love what they did But I love what they do So They're solving for What they call the purpose gap The purpose Activation is what they Kind of labeled it So What we're talking about here is How do you empower Your employees

[00:22:53] By supporting their purpose How all that works I've got no clue What I can say is That this tells me that Cronus understands it's customer base They've listened And they understand That they want to evolve With their employees So employees as they get younger As the older

[00:23:17] Generation moves out Which Is opposite So we'll talk about that later But as the new generation Comes in The younger generation They want to work with purpose This is going to allow That to happen I like it It's a low cheese alert

[00:23:41] But I think catering to your employees Is a good thing And if you're going to be able to leverage Their potential By giving them something to work towards And a purpose Why not do it? It makes perfect sense to me Every time I hear the word

[00:23:57] Purpose, I think of purpose Purpose Something about dolphins all the time So Cronus, just for everyone There is another Cronus that used to be in the Markets, UKG This is not the same This is spelled with a CH But Cronus and Imperative Both serve the same market

[00:24:17] But what I like about this acquisition Is 1 plus 1 equals 5 They're really good For the customers of both firms Because they're going to cross sell into So it's a complimentary acquisition Terms weren't disclosed So that always kind of Wigs me out just a little bit, but that's okay

[00:24:35] I think it's great As you've already said, I think it's great for both customers Of both of the firms I think it will make a great acquisition So I'm going to say this Cypher C-I-P-A-H-R Sounds right Sounds right? Alright, bye We probably don't pronounce names very well

[00:24:56] Yeah, and again Your last name is Leary And mine's 10 cup So we probably don't have a whole lot of this personal stuff going on No, but you know who can't pronounce your name Who? AI Every damn time I say You know, they get it when I say

[00:25:14] When you say your name It comes up as 10 cup That's what it comes up I'm going to start leaving it that way Yeah, 10 cup I don't hate that Alright, so Cypher by Shape Payroll Yeah Enhanced is payroll business capability So this is on their website C-I-P-H-R.com

[00:25:36] So basically If you think of this as Euro I think it's UK based But we'll just use the Euro Euro payroll fish Eats another Euro payroll fish And Parallel companies are expensive, man I don't know if you ever looked at buying one But they, the multiplier

[00:25:56] On payroll companies is out of control Expensive So they must have a good reason to buy it But I think what they're going to do is At least as I'm reading through the lines In between the lines Is they're going to flip the customers So Shape Payrolls

[00:26:12] And it's just a more advanced tech And they're going to flip all of Cypher's To the new tech Or they're buying their customers They're going to flip all those customers to Cypher One of the other is basically Why one payroll company would buy another And so over time

[00:26:28] We'll be able to kind of see Which is which but it's Medium sized fish Gobbles down another medium sized fish So there you go That works So Our friends at Qualtrics Conducted a survey For the folks over at Slack Good title here Slack says workers are using AI

[00:26:52] Hmm When I say that what do you think How would Slack know So I I'll start with the jaded dark part How would Slack know Why is Slack monitoring this shit I'm looking on doing it online Yeah, alright so The survey was conducted by Qualtrics

[00:27:12] For them and included 10,045 Full time desk workers Across Six countries and this was between March 6th and March 22nd Of this year of 2024 Excluding Slack employees And excluding sales force employees Or their customers So they held roles Executive roles And to skilled office

[00:27:36] So it was kind of like through the gamut there But they had to be using Slack Is kind of the bit 10,000 people using Slack So key finding There is urgency To integrate AI into Into business operations Okay, Jack we all know that Anyway so that's increased seven fold

[00:27:58] Since the fall So it was 5% now it's Over 35% from I think it was like September, October of 23 But I'm going to read some Stats to here so I'm going to look down But over two thirds of desk workers Lack the AI experience Or company guidelines

[00:28:16] So that's important, company guidelines The training stuff that we talked about last week So only 7% Trust the AI outputs But many still spend time On the low value test With tactical versus strategic Here's why I took from the entire Survey and everything I read on it

[00:28:36] Because they believe that Leadership wants to see the output Of their doing So the lack of guidance around Lack of guidance around expectations From the company is what I think Is causing this But what's happening is The AI, the ringing AI Into the companies, they're pushing it

[00:28:56] Through the organization It's working, people are becoming More productive, things are becoming More efficient But then the employee, I'm left to say What do I do? How do I still make a name for myself So instead of being Ryan The strategic guide Of whatever I'm doing

[00:29:16] I'm going back in And I'm trying to disprove the AI Or work alongside the AI To show that I still have value When really leadership wants them To pull out And I haven't set those expectations properly And that's what this report is Talking about

[00:29:34] Do we refer to as the AI Or is it just AI? The AI I'm going to work with the AI Makes it sound like it's Ralph The AI Or I'm just going to work with the AI The AI I don't know, I just don't want to press it

[00:29:54] If you say AI, give it a name Jessica More work with Kevin Kevin and I are going to work together Anyhow, a couple of things That come to mind when I hear this story Is Salesforce Own Slack Check Slack, of course Paid Qualtrics for the survey

[00:30:14] Right? They didn't do it for free Is this a play To basically get more AI products Integrated into The Salesforce Marketplace So that basically And again, for good reason So that they can get some of the low Value tasks out of the way

[00:30:38] So they can get more productivity out of people I don't hate it Question the source As I always do But I don't hate it Because I think we all say the same thing It's like hey, if AI Can take care of this Fantastic

[00:30:56] I'd rather it take care of it than me But I'm also looking at a large SESC company that has another large SESC company basically trying to figure out Okay, how do we get more users Using our platform And does that include Either they build it in

[00:31:14] Something you and I talked with At Oracle a long time ago Is it bolt-on And so this could be Kind of for warning The Marketplace to say we're going to Start building a bunch of AI products In Salesforce And that will help

[00:31:34] You calendaring and all this other stuff That's already built in So cool study And again, seven fold from September, big number No matter what Let me pitch you this one Workplace Financial Wellness In America By financialfinance Financialfinance.com Stressed out employees are bad for Business News 11

[00:32:04] I wish I could get paid to do these Surveys I'll tell you what, whatever you're paying Give me a third And I'll tell you that your employees Stressed out is bad for business They don't like sleeping floors So great companies Find a way to lower stress check

[00:32:22] For employees so they can get the best Out of them, they get the best out of So I'll give you a couple nuggets The percentage of employees Reporting unmanageable That's a big word Unmanageable levels of financial stress Rows by 16% That's a big number, unmanageable Alright, financially stable employees

[00:32:44] With assets are pulling ahead The percentage of financial secure employees Increased by 70%, 69% Specifically So that Creates, I believe Some type of gap Because they're talking about financially stable Employees People that are not as financially Stable Are probably done increasing with the same number Last, at risk

[00:33:12] Employees are falling farther behind Precise of employees And financial crisis Increased by 24% This is year on year So 23 to 24 So it's year on year data So again It makes sense, like you said This is stuff like, yep I get it Totally understand

[00:33:34] But it's also stuff that we need to know So when we're making decisions Out of our employees What can we do With financial wellness What can we do to alleviate stress For employees Because they're clearly stressed out And to your point, maybe they're always

[00:33:52] Going to be stressed out But it doesn't mean we don't try To stem the tide Good research, financialfinance.com Go take a look at it Check them out Okay So, PaySkill Pay structures are changing To suit equity Transparency needs So, thank god

[00:34:16] This is interesting, I'm going to have to Read these because I Have mixed feelings about The output here But anyhow, so for me Anyway, the key takeaway of the article Is that organizations are Quickly And increasingly adopting Market based pay structures But, racing technology Transparency, etc

[00:34:40] But, let me just pull up some Stats here, I want to read these off So, in the PaySkill In the Survey Right So, 17% Target Above market rates 7% That's a low number 17% target below This number threw me off and I understand Why I fully understand why 41%

[00:35:16] Target the middle market That's just the economy That's just where we are right now That'll change So, if we looked at The jobs, Ryan The people that are above Market, those are all jobs you need So, you have to You're going to have to pay them more than

[00:35:36] Their market rate But what I keep Thinking about it even now as you're talking Like I understand that I get that But does this mean That 41% of the 5700 companies that were surveyed Are happy with Status quo? Like just give me a Mediocre performer and we're going to

[00:35:56] Offer mediocre pay Now it's not so much About the output It is I think scarcity and surplus Of talent If you're hiring Let's say, if you're hiring a prompt engineer And Topeka And they have To be in the office So there's only so many of those In Topeka

[00:36:20] If you can get them At the middle Of the market That's usually called at market So above market, at market, below market Right? So if you can get them At market, well then why wouldn't you get them At market? There's nothing wrong with Now

[00:36:38] If it's not a return to office Thing and you can get Somebody that's Clearly superior Then you go above market And again That's the benefit Of looking at Hybrid, remote, office Etc. Cause salary structure Is going to differ which is going to create more Inequity

[00:37:02] Over the long term because you're going to have People in different places making different money It's going to be male, female, black, white You know, the whole bit And again, not a good thing So it doesn't shut I get all that I guess that's my naivete of business

[00:37:18] It's like pay people Like pay them more and get better They have to have the skills for it Different jobs require different skills Fully understood When I read it and the more I read it It's like, it just seems Cause you're a sports guy

[00:37:34] So how much was the last contract For Bryce? I don't know, 350 million Or 300 million or something like that So is he worth it? I guess I mean y'all lost today He's thanks, I didn't see the game It was in London, don't worry Yeah

[00:37:56] It was a really good game actually So I mean, yeah You're going to be resounding Yes from everybody here in Philly 100% But when you look at it Like again Mahomes or any of our current players When they get a payday Like the receiver just got a payday

[00:38:16] Last week Killer contract That's going to be the most expensive Paid wide receiver in the market Initially everyone reacts the same way Like that's way too much money To pay a wide receiver or a running bag They're earning that money back For the company

[00:38:34] So now take that same mindset I get it It just seemed like a lot It just seemed like Let's just give middle of the road money But we want your top performance And we want you to not be a Crotal worker You're thinking about kings and fiefdoms

[00:38:52] And just people throwing peasants Just talk about the next story already God damn it Here's some bread Be happy little bastards All right, here's one for you The return on well-being Study Get the full ROI on your wellness program By optimizing employee Participation

[00:39:14] So this is brought to us by a company Called Well Hub So wellhub.com You can go look at the research But this is why I think this is important For practitioners in particular Is you always get asked these questions About ROI

[00:39:30] We want to buy this wellness software Or we want to buy this And we want to run these programs etc The first thing you're going to get hit with Is okay that sounds great Love it, what's the ROI on that And so this is actually

[00:39:44] Where you can come back and give them stats So 91% Of HR leaders reported Decreased health care costs Due to their wellness programs Up from 78% And 2023 That's a great stat, second great stat 95% Of companies measuring the ROI Of corporate wellness programs see positive returns Up from Up from 90%

[00:40:10] In 2023, so another 5% So here's the thing Both those stats Give you, so look at the whole report Because it actually has a lot of stats Than the ones I just gave you But go look at the whole report And again this is for people

[00:40:26] That are trying to pitch Either their CFO or their CHRO on why They should invest in wellness And wellbeing And wellbeing in particular So you got some stats That will help you with your ROI Invest because You care There you go, wellbeing Makes sense to me

[00:40:50] Okay so there is something I mentioned A little bit ago and I completely Can't remember what it was But I said I would talk about it In a little bit about, oh is it about Older workers Leaving the workforce Not so true Nice True true

[00:41:10] Turns out those 4Ks are not Not in a place where they can So the employee benefit research Interest from here on out We're just going to call it EBR Because that is just too long of a name So I may be confused It's Sunday, we're traveling Yeah

[00:41:28] Now I'm being told That we need to cater to older Workers And not the younger ones Everyone always says you got to recruit For the younger generation You've got to have employee experience And candidate experience for the younger Generation I think you have to have it for everybody

[00:41:48] But in reality 30% of the workforce Is 65 years old and over Yeah That was 23% Well Think about what they got hit with In 2008 Then Covid Got hit there I think some of this is financial Some of this People realizing I want to keep adding value To the company

[00:42:20] But I want to do it differently So instead of working 50 hours I want to work 20 hours I want to work 10 hours Put me as a part-time employee And let me do mentoring So 30% of the workforce Almost a third of the workforce Is over 60-65

[00:42:40] That's not a bad thing For me that's an institutional Knowledge And a lot of good things But again I think you cater to all Input You have to cater to all of them 100% But can we Move off the argument That it's all about The young bucks because

[00:43:04] You still have the 30 to 50 And 55 year olds That are in the marketplace So let me ask you a question Can you imagine a world Where if you're applying to a job Pick your favorite, let's say it's GM To put a face on it General Motors for those

[00:43:22] Not thinking about it If it asks you at the very beginning Your age You're at your final job And then it puts you on a path That's age appropriate I would be okay with that As long as I can be assured That I can still have access

[00:43:40] To all of the jobs Yeah, yeah, yeah But the way that it gets me there Is appropriate for me Yes, I would be okay with that We'll have to check the legality of that Because That might be completely illegal However It ain't gonna work But I wouldn't mind

[00:44:02] I wouldn't either I don't have patience for I'm getting better with chat bots Like that God, that's a chat bop I realize now, okay, you know what Just stop being bitchy about it Take the time to answer a few of the questions

[00:44:18] Well, but if you take time and answer the questions You actually get your answer faster Than looking it up and calling Right, so okay If I could In essence take I don't know A two minute survey Assessment Up front Apply for the job, here's your two minute assessment

[00:44:40] And then it goes out and I give it access Go out and review me Go get my social, go get my everything Go review me I know it could be bad But chat then Just create the journey for me Look at my internet history

[00:44:56] How deep do you want to go down the rabbit hole? That was a bad idea But I prefer I think you're onto something In the sense of Think about this You're onto something in the sense of We talked earlier about bots Clones, right? Attending meetings for us

[00:45:16] If the clone knows us well enough That can answer those questions We might be onto something Because then it personalizes that experience Based on your learning style And Learning differences if you have that And again like you said earlier about technology I want to get into the technology

[00:45:34] I want to tinker with it Well then if it knows, if your bot Or your clone knows that about you And it answers those questions Then you can have a really cool personalized experience So who's going to be the first company To open up? I know The clone

[00:45:52] What I would call it the interview bot Where it's a clone of me And my clone can go interview To talk to another guy I know a guy named Dallas This is back in the aughts But I know a guy named Dallas That built a company called JobSurf

[00:46:08] Who worked for IBM I think And he got a company called JobSurf And It was Indians In India They were applying to jobs on your behalf I shh shh shh shh shh So we have lunch one day No I believe you about the company

[00:46:26] It's the way he said it Not that feather Indians I can say that I'm Cherokee So dot on that finger Indians actually Applying for jobs So you would go in Take your resume and say Go apply for jobs And when you got to a point where you were

[00:46:46] In the interview phase Then it would connect you with the person Right I thought it was brilliant Yeah I mean why not So I don't have to hit the buttons And do the thing This is AI This is the AI before the easy Apply Exactly

[00:47:10] I've got some me Hitting buttons for me I'll pay for that I would definitely pay for that Check this out 2024 Hearing in the workplace Survey Employees more likely to stick around If offered hearing benefits What So this is brought to you by TrueTRU Hearing.com

[00:47:38] So you can kind of obviously Find their best interest Totally understand that But when I read this I didn't know that hearing was the thing But it makes sense For an aging workforce But it also makes sense For parents of kids Who want their kids tested

[00:47:58] Their hearing tested And they don't want to go out of pocket So when you look at it Like they just want the health plan to cover hearing That doesn't make sense But it does make sense So we're going to go back to

[00:48:12] The example stats that go along with this So 40% of the employees Report being more likely to stay With their current employer if offered Hearing benefits That's a relatively big number 49% of employees agree That employees should offer health Benefits as a part of their overall Employee benefits package

[00:48:32] That's a big number And I think that's the number Whatever Just making sure that hearing is brought into that We have vision Why wouldn't we have a great hearing program So that basically All parts of your workforce That have hearing That needs to be tested That need assistance

[00:48:54] Not too hard Yeah That was nice That was really good Did I throw you off? Oh yeah That's so great Don't cut that out So that's a bit Add hearing to your benefits package Now you have data Get some hearing aids in there So I've got one more

[00:49:21] What Okay I got one more Workers are staying Put This is kind of like a theme for me I find stuff to Be contrarian to what's out there So we always say everyone's leaving You got Two weeks with this person before they leave

[00:49:43] And go to a new company Turns out you're wrong Survey was conducted in the first quarter of the year So 72% Of employee respondents said They plan to stay put In their job Marking a major change From 2022 2022 53% people said Or 53% Of employees

[00:50:09] Said they were looking for a new job Times are Changing What is it when a bug Like Gets like a tick Digs into your skin I don't know where you're going with this But I'm here For me this is employees Hunkering down Waiting for everything to fly by

[00:50:35] Right So this is the great kind of reach Ranch And again people aren't leaving Because there's just too much Instability A year of political Election year Presidential election year People are apt And they should be And I think we've seen a lot of this Unfortunately In town acquisition

[00:51:03] A lot of friends that we have Who Thought I can go anywhere Right They've built up a persona Some skills I can go from company A to B To C to D And unfortunately it just doesn't work That way anymore And probably get paid more

[00:51:25] And that's changed now And so where recruiters Were once making 80, 90,000 In a corporate kick Were making 180 and 200 They're now back down Still going up I think it was a little bit of shell shock Unfortunately But I think that's what this is You know what

[00:51:49] I need to be safe I've got a family of five I know I'm going to make X amount every month I'm happy with this We're going to ride it out I think we're back in that mode And I think it'll change, of course But the final stat

[00:52:05] That I found to be interesting There's a lot in there Is that only 11% of the people Said they were open to hearing About new opportunities Oh hell no Listen I always take the interview I think people are genuinely afraid They're afraid to make a change

[00:52:25] They just don't know what's going to happen I always take the interview I always take the call I always take the interview Even if you have no intention of Moving forward Just to see what you're worth I think it's always a positive thing So last Research

[00:52:45] And this is bought to you by This is Visier Visier's report Managers know that AI tools make them more efficient Can HR deliver Surveyed 750 People managers globally That revealed the clear finding That Geno AI power tools Can empower them to become better Leaders Tracks, right? Makes sense

[00:53:09] Visier.com, go look in the research So it makes sense to me Managers know that AI and Geno AI Can help Managers know how to make it work For them Here are just a couple of sets So AI is seen as a net positive

[00:53:25] In addition for the flow of work Overwhelming 87% Of respondents Expressed Excitement Okay so that's a big number There's an excitement around AI Geno AI, great Managers express overarching desire To make better data informed people decision 96% Of respondents Agreed to that So that's fantastic AI adoption 64%

[00:53:57] Of respondents saying that they have already used Geno AI tools to support Their roles of people managers 49% said they already used Geno AI to write performance reviews So Put that on a Sticking note 60% basically They're using AI to write performance reviews I

[00:54:19] Really want to see how that plays out So 81% of the respondents overall say that they have Access to Geno AI And Time savings by AI Would flow back to them 36% saying they'd Direct their energies to Planning On coaching their team So

[00:54:43] We'll do a performance review in just a second But basically NetNet They believe that 750 different people leaders They believe that AI is a good thing And that it's going to give them their time back Now I question that From this perspective

[00:55:03] How much time are they going to have to use To learn the tech So that they can get their time back So I'm of course jaded A bit cynical about these things So I think they're going to have to use more time Initially

[00:55:19] To then get the time back So check this But here's the deal The technology is moving so fast I don't think it's just initially By the time you've mastered one There's another thing that's come out that's better So now you got to go master a new tool

[00:55:35] And then there's another tool Yeah I know But here's the thing A third of these people are thinking They're going to get their time back And they're going to use it on planning Or they're going to use it on coaching

[00:55:49] I don't think they're going to get their time back So all this hope and optimism Yeah I mean first of all I love it That people are optimistic That's fantastic I just don't think it's realistic I think that they're going to have to continue to learn new shit

[00:56:07] And as you have to continue to learn new shit They're not going to get that time for planning They're not going to get that time for coaching So there's that I think they will be happy So what do you think about it? Writing performance reviews

[00:56:23] So I mean look Performance, performance reviews I like I'm not going to lie You use chat GBT right So can you imagine Right Can you imagine using chat GBT to write William Tenkeps performance review Look if I could put all that stuff in there

[00:56:43] Copy paste and it comes out and says Yes Yes I can Yeah Let's go on the funding Alright we're going to blitz through the funding Let's go Alright here some dollars are spent This last week babies The number of careers Carve C.A.R.V. Secures 9.1 million

[00:57:07] In seed funding That's in euros so it's basically 10 million dollars In the U.S. That's silicon canals So they're Amsterdam based that's why So Merend Roth Is one of the co-founders and he's one of the co-founders Was one of the co-founders and CEO of Harbor And that's parent

[00:57:31] So that's kind of the bit there They launched in March Yep How she stick Yeah so they just got 10 million dollars in seed So that's a huge seed round A B Those only three months ago So these folks are coming They're coming to market and they're coming fast

[00:57:53] Rocket ship Let's get it This is a 200 million Dollar series E So this is led by soft bank And they're going to use this to enhance Global remote engineering Recruitment so This is important for HR Recruiting it supports scaling Remote work which is

[00:58:17] What we all been talking about the last couple of years So post funding Expect innovations In global hiring Broad talent services Things that they do not currently Do that I think that they will Do so I think that's going to expand A bit But your general services

[00:58:39] I think that you see in the hiring Process that they'll just start to Offer but that's a big number And that's a huge number And yeah I mean there you go I Typically look at things that soft bank gets Involved in They find a way

[00:58:59] I don't know how but they find a way To make their money back So because that's what they do Yeah, but I mean they take a lot of risk Man that's a series E There's a whole lot of investors That are in there by that time

[00:59:13] When you come in that At that stage and that's usually where they come in You know it's just the People is whacked out, it's crazy by then And so Okay how are they going to get their two It's not 200 million back

[00:59:29] They want to get a billion dollars back Because they want at least five Ex return on their money if not more So how are they going to get that back And soft bank has a way of doing it More Successful than not

[00:59:43] Good for them, good for the customers of Andela as well Our friends at Ashby Andela So there's a note from Benji, one of their co-founders On their website AshbyHQ.com And he kind of just lays it all out I really like the note from the

[01:00:05] The CEO or the co-founder That basically says here's why we took on money Here's what we're going to do with the money And then at the end of it He goes now we're going to get back to work And his authenticity Kind of comes out And his emails

[01:00:21] And stuff like that So I like that Killing it for a couple of years Now because they started analytics And then added an ATS to Analytics Whereas some ATSs Started as ATSs And then they add analytics to their ATS Not say the ones right or wrong

[01:00:41] Or anything else, they just did it a little bit different So I think they're going to continue To get pulled up market And compete more with The folks that we know And love at Greenhouse And Isams and JobVide And maybe even Workday

[01:00:57] They do have a Workday practice by the way And I do think they're going to do well People love these guys They do They're a clock so Yeah, they've built their following Quietly And I think we're going to hear a lot more of them Alrighty, congratulations Ashby

[01:01:15] Spectrum Life Closes 17 million Nuro To accelerate international growth So Spectrum Life Is Spectrum Life Is Spectrum Dot Life I didn't know that there was a dot life domain Anyhow, there is So Spectrum.life You can go there and read a little bit more about They deliver

[01:01:45] Delivers clinically back digital health Mental health, well-being solutions For organizations for their people So I love that mental health Is getting in Mental health software plays Is getting more funding So just in general As I look across the wire I love when firms like this get funding

[01:02:05] Because first of all it means that investors Are going to make sure that they get their money back And it puts the emphasis On well and it puts Rightly so it puts an emphasis on Employees' well-being and mental health Not a bad thing

[01:02:19] So you already hit the little dollar sign Can you hit it again real quick? Yeah I guess that was crazy going on I'm going to turn my phone off too Alright, what's happening? Vibe IQ raises 6.3 million For And it points to new CEO So Vibe IQ

[01:02:41] So go and take a look at VibeIQ.com So you can kind of Understand what they do, it's project collaboration software It's not sexy Never is, never will be But it's critical to teams They use it daily So when I first read this

[01:02:59] I'm like first of all they get funding So 6.3 million, great, fantastic And then they appointed new CEO I'm like sounds like a VC Once you dig into it You find out, okay well Brian was one of the co-founders So they just switched out One co-founder to another co-founder

[01:03:15] So that happens From time to time to time And sometimes it's just One person kind of ran it to a certain place Now it's time for another person to go run with it And so I like that Because this person has been there the whole time

[01:03:29] It's not some VC plant That comes in there and has got to kind of Get things right in shape It's just another co-founder So anyway, go take a look at them ViBikeU project collaboration Software PlanCraft Secures 12 million Euros funding to digitize European labor industry

[01:03:55] You got a lot of Europeans this week You know, why hate? Why hate? Money's money baby So PlanCraft.de So when you go and look at this This is first of all hit the English button So that you know, you can read it in English

[01:04:13] And it's not in German So this is actually really cool So The business case for funding is like this The trade industry, which they call the craft industry In Germany Includes construction And car roofing Carp injury, so all the jobs that

[01:04:31] Okay, you would think is a trade craft here In the United States It faces Significant changes Government bureaucracy Labor shortages, all this kind of stuff And so PlanCraft's going into that Very specific space And doing the digital transformation part Of that market

[01:04:51] So you know, you look at it You say to yourself like okay So you're in France Germany, what's this pick a country And you look at like workers that aren't Digitalized And then you say okay we're going to Digitize everything in their life And the impacts of that

[01:05:09] Is going to You know it's going to help everybody It's going to help employers It's going to help subcontracts It's going to help everybody So I love it Now the PlanCraft, again in Germany They call what we would say Trades, crafts So that's the name

[01:05:29] PlanCraft, that's what it is So you know, 12 million in euros That's probably 14 million In dollars Yeah, don't hate. Alright, Rising Team Raises 8 million, series A And introduces personal AI leadership Coach for building high performance Teams So this was on innovativehumancapital.com Go take a look at it

[01:05:55] So to me The rich get richer In the sense of This is actually something built For high performers So it's an AI coach For high performing teams And high performing individuals So Now we might hate that, however A lot of people In HR believe that

[01:06:19] 80% of the value comes from 20% of the workforce So then you look at your high Performers, your high potentials And you say to yourself, how can we make them Better? If you can make them 1% Better, that actually has impact Right. And so I think

[01:06:33] What they'll do, what my guess is What they'll do with Rising Team Is once they get that group of people Um Coached up if you will Then they'll start to bring it down to middle management Down the timeline So eventually everyone to your point

[01:06:49] Everyone will have a coach Everyone will be able to be In that place But they gotta start somewhere They're starting with the best talent Yeah, well and Making the Top Performers 1% better Warren Buffet did this famously With Coke or Pepsi, whichever it was

[01:07:13] It was Coke where he bought it And just raised it a penny Right? 100% Don't change the thing because it's working Fantastic, we're just gonna make it that much Better. That's it, that's it baby That's all I got. That's all we got So thank you all for watching

[01:07:31] For listening, we are Again if you got this far in And you're in Orlando, you should probably Come see us because you invest a lot of time We'll be at the, where are we at We're at Marriott right? Yeah, we're at the Marriott J.W. Marriott, Bonnet

[01:07:45] Bonnet, cause there's more in the one In Orlando for The next couple of days, so come see us We'll talk to you soon