The BARF: Snapchat says "Women, you need to wait your turn!". The White House stands down on AI, Apple gets Unionized (maybe), and Gender Equality

[00:00:00] You know what I like about I-Solved? Everything. I-Solved is people-centric, and in a people-centric world you need a people-centric solution. I-Solved PeopleCloud is a comprehensive human capital management solution that helps you employ, enable, and empower your workforce throughout the entire employment life cycle.

[00:00:19] From tracking to recruiting to onboarding and clients from payroll to benefits to time and labor management, transform your employee experience for a better today and a better tomorrow with I-Solved. For more information, go to I-SolvedHCM.com What is going on everybody? Violeri William Tinkup here on the BARF.

[00:00:48] This is the look at the week that was so you could be prepared for the week that is. I stumbled there a bit, huh? It's all good though. We'll have to practice that more. What's going on, man? How are you?

[00:01:01] Good, man. It's a wonderful Sunday here in Arlington, Texas. And got Henry in the house for about 14 more days before we drop him off to college. And he is gone. And he will be in the Army. For nine years. Yeah, he's in the Army now son.

[00:01:18] Daddy can't help you anymore. No, no, he's got a new daddy. Oh, what a hot. That was good. You got a new daddy son. Yeah, it's Uncle Sam. How is he going to take the drill sergeants and all of that? Dude, I've talked about this a lot.

[00:01:40] If he has been living under my roof for 18 years and I can be relatively volatile. If he can live with me. He can live with them. I'm pretty sure he's going to be all right. Yeah, I'm not sure I'm not sure I could take the structure.

[00:01:57] However, the things that things that you've described, certain number of items, you only have this, you wear this every day. I could be down with that because finding clothes every day. Oh, that really sucks. No, they the the your general who's over the commandant.

[00:02:15] Sorry. So the commandant sent an email yesterday and basically said you're going to come at your assigned times. You're going to park in lock 40 and then you're going to leave your stuff in your car. Your son will come and check in, have all his forms ready

[00:02:30] and you'll go to a different room where the parents are. And he'll never see him again. It's working towards that, right? And then once he's checked in, he will come and find you. You will go to the car and then you will take his stuff to his room

[00:02:44] and then you will leave. I wish drop off is like that all the time. Drop off. They suck, man. Everybody wanted to stay out in this. Tell me a little bit about your room. It now there'll be none of that.

[00:02:59] It was emotional for the parents, but the kids were just like, that's out of here. Let's go. It's good for all parties involved. I mean, we'll, you know, it'll be with Dan and Michael and I driving home. I'm sure it will be emotional and stuff like that.

[00:03:13] However, there won't be any emotion during that process. The emotions have been squished out. There is no emotion. Son off and get out. Get out. Well, no, and explicitly say if it's not on the packing list, don't bring it. Oh, that's fantastic.

[00:03:31] If it's on the packing list, bring it. If it's not, do not bring it. There's no imprevision here. That's it. No, no, that's dude. That's the military again. Yeah, it's good for some kids. It's not good for others. This kid, I'd be good.

[00:03:45] Most of that would have been good for me except for boot camp, except for all of the hard work that comes after it. You're pretty competitive. You'd have done fine in boot camp. I would. I truly believe I could. I would do fun.

[00:03:58] But yeah, and I probably would have had a much different life. Better life. I don't know. I don't know. I just, I do for a while. Different kids. Yeah. My whole life would have been very different. Yeah. You know? All right.

[00:04:11] Now we're, we're fans of earned wage access, right? Yeah, we say that. We say that we are fans of earned wage access. I got a story for you. A consumer financial protection bureau proposed an interpretive rule on Thursday saying the programs offered by employers

[00:04:28] that directly or to and directly to users of FinTech apps are consumer loans. It's subject to the truth and lending act. So this is CNBC. So you go check it out. But it was this mean under the proposed rule users would see

[00:04:45] fees expressed as APR like credit card interest rates cost for fees incurred by consumers that access their paychecks early would need to be to express as an annual percentage rate or APR. So they'd be able to see that in the typical earned wage

[00:05:02] access user pays fees that amount to 109.5 APR. What? Despite the service offer being 10.9. 109. 109.5. Talk about credit or like a good summer day and so but they're marketing their market is free or low cost solutions and again the devil's in the details right.

[00:05:33] So we look at and not everybody we were at Siridian. I think it was last year they have a thing called wallet right. It's an earned wage to wage access thing but there are no fees. There's no fees to the company. There's no fees to the person.

[00:05:47] Majority of them don't have any fees. I don't know now that now that we're saying that now I don't know. I don't know that to be true. 109.5. That just seems like. It's predatory. You said it exactly right. That just doesn't seem like it's going to get an American

[00:06:03] Express have your 22.5 and pay your bills and you'll be better off. Yeah. 109.5. What's the purpose behind this? Well because you're earning your your access thing that fee early or your access thing your wages early and they're putting a fee on top of it.

[00:06:20] Yeah, I don't know that doesn't make sense to me. No, I didn't my money. I earned it. That's like these employers that take tits from employees. But see if they if they're using others float being different story the page. Yeah, they're using the charging a finance fee. Right.

[00:06:38] Again, I don't think you like yourself. I don't think every earned wage access. So we're going to be asking as we talk to some of the vendors, you know what the fees look like. I think, you know, we'll find out who's doing it and who's not.

[00:06:49] But yeah, you get it. It's a proposed rule. So it isn't done yet. But I mean the fact that they're onto it is something for us to pay attention to. You know, I could see. Okay, I could see a fee. Right. Use a fee for ATM. I understand.

[00:07:07] 109 is a big much like make a 10 point. It's all fair to me. Yeah. Anyway, it's again. There you go. Is what it is right. All right. ADP. This is this is actually so we love ADP. We love the people in ADP.

[00:07:22] We do a lot of talking all the time with these guys. We do a lot of stuff with them. ADP settles a lawsuit for a convicted murderer. Okay, or were they who knows? So ADP screening and selection services settled a lawsuit

[00:07:37] for incorrectly reporting a job candidate as a convicted murderer, not felon or a run. They ran rent like a mother of kids. Yeah. Yeah. Like they ate them up and put away. Anyway, so in November another lawsuit was filed for incorrectly reporting someone as a convicted drug dealer.

[00:07:58] Trends. So ADP they did settle, but this isn't an ADP thing per se. This is that they use ADP selection services background checks. You know this. They have a systemic issue of data right there. Systemic data issues that influence the results. And so inherently it's a flawed process.

[00:08:20] So I think I don't know the solution because I am not super smart in this area or many areas at that. But before we move on, I need to let you know about my friend Mark Pfeffer and his show, People Tech.

[00:08:36] If you're looking for the latest on product development, marketing, funding, big deals happening in talent acquisition, HR, HCM, that's the show you need to listen to. Go to the work to find network, search up People Tech. Mark Pfeffer, you can find them anywhere. Bad data, bad results.

[00:08:59] This is an example and this isn't just an ADP thing. This is just an ADP example, but there's, there's, there's a ton of them out there. So how do we interesting to see if that's a third party? Yes.

[00:09:11] Scra- you know, it's created like they're using a third party to do that or if that's their own, they are. Yeah, they are. And most, and most do, and this is the problem. They're, they're relying on specific data. However, ADP in this case was the screening and selection

[00:09:26] and didn't go back to verify and turns out that I can't remember if it was a drug dealer or the murderer situation, but Well, the good news here. In one of those situations, they didn't go back to a local

[00:09:37] municipality to confirm it was just taken as a source of truth. Now part of that is on the employer side as well, in my opinion, they saw it. They just said, oh, no, not going forward, but didn't do any additional verification. Horrible for candidates. Totally get it.

[00:09:57] But if there is a silver lining, at least they aired on the side of don't hire this person. Like, I'm at no, seriously, imagine if they would have imagined if there was a convicted murderer and they flagged it as, you know, dude's a solid citizen.

[00:10:15] So if there is a silver lining, I don't think there is. But if there is a silver lining, at least they aired on someone being horrible. Right? Because they could have passed someone through and said, oh yeah, yeah, great kid, hire them absolutely.

[00:10:33] And you know, now you've got risk. They would have still been sued and it would have still been a different thing. It would have been a different thing, but at least it would, yeah. I hear you saying, but this isn't just an ADP thing.

[00:10:45] This is, you know, I think this is industry wide. Oh, 100%. If they're leveraging third party data. That's why so many people are getting into identity, kind of identity and verification and monitoring and all that other stuff. The story goes deeper. Yeah. All right.

[00:11:02] So the last three shows, the last three bars we've talked about DEI being dropped from tractor supply. John Deere. It's past week, Microsoft. Yeah. So Microsoft fires DDI team and in the memo it says, no longer business critical. So I found this actually on campusreform.org,

[00:11:29] which I was looking, I was looking at it from the college recruiting perspective. So because we've had a lot of calls lately about talking about Gen Z and how they look at jobs differently. So this is the,

[00:11:42] I almost have the years in my mind like I could tell you when Gen Z is an X. I'm still, I still can't remember. You know what? You're generally close. Go ahead. So we've, as we've talked about in the last two episodes,

[00:11:57] I kind of get tractor supply and John Deere because they can hide behind the audience that they are or the people, consumers that they serve. Again, I still think it's a hide. I think it's an excuse to get rid of a program that

[00:12:09] they didn't really believe in in the beginning. But I don't get Microsoft. This one when it came across the wire, it really perplexed me like, I think I sent you a screenshot of it and I'm like, I don't, I don't get this.

[00:12:23] And so, you know, that is this, is this a situation though of not just not business critical, but with, because a lot, a lot of these, there's discussions on news about this on CNN as of the world where it's baked into the fabric.

[00:12:39] I'm using air quotes for those not watching fabric. That sounds good. The business sounds good, but what does that really mean? Here's, here's a rub and this is going to be the rub for anybody that cares about DEI.

[00:12:50] If there's no one in charge of it and you basically say, hey, it's everyone's responsibility, it sounds good. It's everybody's responsibility. But if no one's in charge of it, no one's actually monitoring success. That's true. So, you know, it's easy to hide behind that and say,

[00:13:04] wow, diversity, we're past the point of saying that we need a team that does the sexual and Z, you know, it's everyone's responsibility to care about diversity, blah, blah, blah. If everyone cares about it, no one cares about it. And then you also don't have the layer of

[00:13:21] responsibility, et cetera. So I'm thinking about Microsoft is a huge college recruiter. They do a ton of recruiting there and in general, right? They're in Seattle. Like this is like, you know, again, if this were Houston, Texas, she's my own state. Yeah.

[00:13:41] If this was Houston, Texas, I get it. Like, come on out. I get it. A bunch of energy guys. I totally understand. This is Seattle. Like one of the more progressive places in America. So like, I don't get this at all.

[00:13:59] And I think there's going to be more that comes out over this time. I think you're right. I think they are going to say, hey, listen, it's everybody's responsibility. That's why it's not business critical because it's it goes through everyone's responsibilities. Yeah. I think it's worse.

[00:14:13] Which doesn't, yeah, which doesn't get to success or you can't monitor success. I will say if Texas as a state had an uprising and said, we are going to, we are going to protest the United States and take on the United States. I wouldn't, I may.

[00:14:37] Dude every year, every year it happens. Yeah. It's called, it's called Texas Independence Day. Yes. Yeah. But I might actually put my money if I were a betting man on Texas to win that battle. We already have our own energy grid. We're good.

[00:14:52] And you have, I feel like you have an arsenal bigger than most countries. I'm just saying. I can validate that. I can validate that. We're ready. All right. Walmart. Walmart will pay 2.5 million dollars to settle a class action lawsuit for pre-shift COVID screening. Now, that's, that's actual money.

[00:15:18] Okay. Yes. That's its money. I'm just saying that because I fully, I fully agree with this and I agree with this because while a few shows back we talked about my daughter who is working at, well what? She quit more power to her.

[00:15:34] She said stick it and she did. She was a hostess at the, at the restaurant and they wanted to cross train her to be a runner for tables, right? Now she's 16. Okay. So while she was training to help the company, the

[00:15:50] restaurant do more work, they took her from 11 or $12 an hour down the $4 an hour for three and a half to four weeks during training when she's already an employee for like four or five months. That's shady. She stood up and she quit anyway.

[00:16:06] So this I actually, I'm glad this happened for Walmart. So this is happening. I'm sure it happened a lot of places. So they required during COVID pre-shift, COVID testing. Make sure you're not positive. 15 to 20 minutes. You should be, you should be clocked in for that. You're there.

[00:16:23] 15 to 20 minutes it takes you to get your test and weight and all that stuff. They were not paid for that. That was pre-shift. Now, right? So this is an Arizona, a fetch roughly 81,000 people or so. So they're going to be paying this out because

[00:16:39] when you're under the control of an employer, in this case, pre-shift COVID testing, you're under it. You have to get in line. You have to be quarantined. You have to take your test. You need to be compensated for that. Right? This is part of your work schedule.

[00:16:52] And do that now. That's what I feel. Yeah. 22 Apple paid out 30.4 million. So over 30 million to settle a very similar thing, the same thing in California for off, but not for COVID. This was for off the clock. Okay. Air quotes again for those not listening and just

[00:17:11] not watching, sorry. For security checks. So when they left for meal breaks, they came in and when your shift ended, they have to go through bag checks. Right. Sure. You're not stealing anything and things like that. They weren't compensated for that. That should be paid for that. Yeah.

[00:17:26] They got to be paid for that. That's going to be a part of you. You're in line 15-20 minutes to get screened by your employee. Yes. $30 million Apple paid out for that. Again, it's, and those are just two examples this week.

[00:17:36] God knows how many examples there are in the United States because that's just shitty to two of your employees like that. I mean, you know, again, it's their time. Pay them for their time. It's not a big deal. Yeah.

[00:17:47] So I think the, well, I know this is the biggest story, but for me, for parents that are out there, I doubt kids are listening to those. But for those that are listening that have kids that are working and the kids are

[00:17:57] complaining, wow, I have to do this and I'm not, I don't get paid. Like it's a real thing. Pay attention to that because if I add up all the hours that she trained over three to four weeks, it's a paycheck or two for her.

[00:18:11] Like in money, why not? Not going to change her life. But she had she had the Cajones to stand up and say, but it's also, it's also sending a signal to her as a future employee that you don't matter. Your time doesn't matter. Yeah.

[00:18:28] But unfortunate because now time matters. Absolutely it does. Anyway, I thought that was well worth the story. Let me read you a headline, Brian. Sixteen Chinese employers sued for requiring pregnancy tests from female job seekers. Wow. Next story. Like what else do you say about that? She's twitching.

[00:18:57] Could you imagine going into a job interview and they're like, okay, P on this. Yeah, just go P on this. Yeah. So, so walk on this on hcmag.com. You can read more about it, but HR in China is very much like the 1950s.

[00:19:17] Is there HR in China? Well, that's HR and screening. Yeah, I guess. Screening. So that's screening in a way that anyone here in the United States would accept is screening for a number of reasons. But that's, that's legit. And then so in one case, a woman

[00:19:38] so out of these 16 and one case, a woman was found expecting a baby was not hired. I'm sure there's a lot more cases than that. So the, not only did they give you there was a clear blue or whatever the whole the pregnancy test is.

[00:19:53] Not only did they give you those during the process like, all right, just go in the bathroom and bring back the stick. Not only did that happen in the case where they brought back the stick and it said that they were pregnant or expecting, they said,

[00:20:07] hey, thanks, but no thanks. Bye-bye. Wow. Dude, I mean, when I read it like twice so to make sure I was reading it right like now this is actually legit. This is happening in China right now. And this is what we know. God only knows of the HR

[00:20:23] in Russia or China, North Korea, etc. Exactly pretty funny, sad, but funny story. So that's sad, but funny. Yeah. All right. Hireview is back at it named in a lied and lie detector law suits with an S so so all right.

[00:20:46] So we all know like higher views had its issues in the past. All right. I want to talk to you for a moment about retaining and developing your workforce is hard. Recruiting is hard. Retaining top employees is hard. Then you've got onboarding, payroll, benefits, time and labor management.

[00:21:02] You need to take care of your workforce and you can only do this successfully if you commit to transforming your employee experience. This is where I solve comes in. They empower you to be successful. We've seen it with a number of companies that we've worked with.

[00:21:18] And this is why we partner with them here at work to find we trust them and you should too. Check them out at I solved the issue. I'm going to talk to you about the HCM dot com. And that's a real vision. Yeah, yeah.

[00:21:35] So biometric facial wreck lie detector suits. This is like it's almost like every year you expect higher of you to be named in something like this. So these lawsuits essentially are highlighting concerns over privacy, informed consent and the use of biometric data process. Right.

[00:21:55] So essentially what's happening is it's in one of the suits I guess in this suit that I'm talking about as out of Boston for well, I forget who it was. Milton residents, whatever it was. It was tracking smiles. Facial expressions, all of that stuff and then making recommendations

[00:22:19] based on that. Is he telling the truth? Is he being a little quirky? Oh, look, he did this. That means he's potentially doing this and then making recommendations based on that. And so again, they were named as there's multiple of them that are active and out there.

[00:22:37] So the more you dig, the more the more pops up. This is just the latest in that which, you know, it's I don't think it's going away. I think higher view has been in been at this for a very long time coming out on top and

[00:22:52] you know, I'm kind of my personal feelings on this. I don't know that I hate it. I don't love it, but I don't hate it either. The thing is, again, cultural issues are going to jam all this stuff up. When you bring in different races, different

[00:23:13] cultures, different ethnic backgrounds, religious background, et cetera. So someone that smiles let's just use kind of an extreme situation. Like you and I have worked with a lot of Indian people in the past, right? Smiling people. Keep smiling. When an Indian guy, when you're working

[00:23:33] with them and they're nodding like this. They're nodding like, hey, I got you. They're nodding this way. Well, wait a minute. If the software is set up in such a way to where it's, it can't recognize that as a cultural difference. Right. So it's like, you know,

[00:23:49] it's like, okay, everyone that smiles is like this. Everyone that uses their eyes like this. Like I was taught growing up not to look people in their eyes. My grandmother and grandfather actually taught me when someone speaking, you look, you listen, you put your ear

[00:24:04] up and you put your eyes down. So I put my ears up just because I'm not going to be talking about it. I'm not going to be talking about it. I'm not going to be talking about it. I'm not going to be talking about it.

[00:24:18] I'm not going to be talking about it. I'm just going to put my ears up just because I can't hear them. I'm getting to that point and like I start turning into the side, what are you doing? One of those cones.

[00:24:33] One of those cones is kind of leaning in. Yeah. But honestly, here's where I'm torn. They've been at this a long time. I mean, going through these lawsuits, 2008. Yeah. But if we're going to leverage technology in the process, this

[00:24:49] I kind of like this needs to be part of this. Yeah. Yeah, you're going to know the stuff. Yeah. So so in some ways again they one of the price three companies that were started off with video interviewing started I started the category

[00:25:05] And uh, they've always been on the innovative side And I think this is where as an innovator you run the risk of bright Right making mistakes. And so when your mistakes are kind of blown out of proportion

[00:25:19] We go forward two years and this might not be a thing Oh in two years companies are going to be buying this hand over foot and saying good point I mean, look people it's happening anyway, right in interviews. It's just happening by the human

[00:25:33] So the human is being biased and the human is making the errors Technology will go through the same issues and I think for the most part I shouldn't say this. I shouldn't say that Because I don't know but I would assume because I'm a believer in technology

[00:25:48] It's going to be better than humans at this Oh, yeah in time in time. Yeah, I just don't think it's a bad thing I think for now we'll go through the growing pains and that's okay Think about it when the calculator was first invented

[00:26:01] And everyone was using advocates and using different long division and all the type stuff That someone built the calculator put it in front of people and they're like, yeah, I don't trust that shit Yeah, I'm gonna use my advocates. I'm gonna use my own way of doing math

[00:26:13] Who's using an advocate now? Pretty much right? Yeah at one point they're like, you know what I trust this little machine Yeah, yeah, why I like the fact that we were not allowed to use calculators in school No now they have to use calculator

[00:26:30] They say no you just do use the calculator scientific calculators I can learn how to put a function into a calculator and that makes I get different times. I get it U. U. S union organizing and unions election rate is surging LRB

[00:26:49] Says so this is on Reuters. So you go take a look at back drop the board and release said it has received more than 2,600 Union election petitions during the physical year that ended that ended on 30 uh, September 30th surpassing the full previous fiscal year

[00:27:09] So my question is why is unionization so interesting now? Like now versus 2019, right? So why is it is it inflation? Is it politics? Is it like That's a lot. The fact that they already have their number from last year. Yeah, it's july 28th

[00:27:27] There's they've still got two full months of seeing what happens. That's insane. So I don't understand I don't know understand why unionization is is sexy now That's my struggle is when I read that first of all I was surprised second of all

[00:27:44] Why why is this now versus 2019 like during coven during that period of coven? Like I could see shit just come blowing up and doing different things like okay The outside of that 2019 was a relatively normal year ish

[00:28:00] So why uh, why is it different? Do you have any any idea why it's sexy or in vogue? Well, I think because Employees are feeling the pinch from employers now employers want to go back to certain things

[00:28:14] employers want to do certain things and employees don't have a voice non-union Employees don't have a voice and erica Is is in this situation now right? She is so for those that listen it Don't know everything about my family. Erica's my way. Yeah, um There we go

[00:28:33] So she's she's a teacher and for the last couple of years She has been an assistant teacher as she went back into the workforce Well, what do we talk about this the other day where somebody was with me? She's 35 hours not full time So at 35 hours

[00:28:50] That's full time. I mean come on right like that's full time. Let's be real right But they cut her off an hour from per day because that's the position However, she's not entitled to the 40 hour benefits of a teacher

[00:29:03] And she's in the classroom doing the job of the teacher so I've always had an issue with this now She just got a message that they want to unionize For the assistant teachers Not that'll give them the benefits

[00:29:19] That'll get to the benefits and her year should add up to a pension and all of this stuff, right? And so because in order for her to get her pension

[00:29:28] She's got what she would starting from zero because she just went back into the workforce after a long break from raising family and She's only part time Because she's 35 hours. That's so right. It's not part time, right

[00:29:44] So now hopefully a union comes in like they're doing and organizes them and she gets that credit because Without the assistant teachers. They can't teach the classroom It's not just an assistant teacher for the sake of having there's too many kids

[00:29:59] Right, they need to do certain things and so take her out of the room That classroom doesn't have a teacher now No, so she needs to be entitled and I think that's what's happening across the board What walker look over back in and employers are trying to

[00:30:15] Kind of snipe them and take advantage of that and we're gonna see more of this Okay Check my thoughts No, I like it so I put this in here because it's Your home tell what your home state Yeah, Tejas chocolate and Tejas dragon did I say that right?

[00:30:37] um so Used employee tips to buy condiments and packaging All right, so there's really not a story here. This is just like tips of the tip jar Goes to the manager the manager the credit card tips the tip jar the whole bit. Yeah

[00:30:58] They went to the restaurants and to the the chocolate company in the restaurant Whatever it is to buy condiments and packaging For the business and never gave it to the employees So anyhow, that's that's just terrible. Yeah, they're being sued

[00:31:16] I threw it in there because I saw it and you're in texas and I thought you would enjoy that and not support So there you go. Well yeah so Salesforce and workday Form strategic partnership and unveil a new AI employee service agent

[00:31:35] This is gonna be found in newsroom dot workday.com Uh, whatever you see to uh, probably the most successful sass players to ever be around Yeah, uh collaborating it's something to watch So the customers of both solutions must have overlap between sales force and workday probably 90%

[00:31:56] Whether it's worked either a sales force whether a sales force there's workday, etc This is an AI powered assistant for employee services Use cases being onboarding health benefits career development within sales force

[00:32:11] And workday. So if you're running workday, it does there if you're running sales force. It can do it there as well Right. So again for me, it's looking at Those two behemoths and successful sass companies coming together and do stuff

[00:32:28] It's it's worth watching and paying attention to yeah absolutely so Acquisition time you got some acquisitions if you want to talk about so How for this acquires net suite payments division of merchant e so, um

[00:32:48] This is this is a given example of how this plays in the hr. Uh, this is you know payment processing, etc So scaling the business You got to be fast, right? You got to be nimble accurate, especially when it comes to payments and reimbursements and essentially commerce

[00:33:06] in in general So this is I think this is a good acquisition for them and this is how it plays into hr. So let's just say Company is using an all-in-one HR platform right take your pick it handles recruitment onboarding employee records performance management

[00:33:24] So what it doesn't handle is payroll and expenses directly they've got to hr has got to manage a pay A payroll processor hr's got to manage Uh an expense reimbursement. They got another expense or all that stuff, right? This allows them to now embed the payment processing into

[00:33:45] their hr platform And so now it all comes in house and they're able to handle this all in one Literally all in one without logging in the other platforms So it's uh position. Yeah, good acquisition. We'll see where it goes and they I

[00:34:01] They've been around for long time 20 25 years something like that. So They're on the move and we'll see where it goes Good acquisition Talent blog job board doctor was acquired by catch 22 group a company founded by industry events

[00:34:17] Julie so wash and chat so the chat and cheese podcast, etc Found this on linkedin. So first of all congrats to uh, yes, Julie and chat Jeff has been doing great work. I've looked at that blog for years the job board doctor

[00:34:35] Uh, and he's just he's been matter, you know very matter of fact about the industry I've always it's a trusted source been doing great stuff and I can't wait to see where Julie and Chad kind of the catch 21

[00:34:47] 22 yeah, can't wait to see where they take it. So good for them. Yeah Yeah, yeah, congrats to everyone involved and it's good to see where we're going

[00:34:56] We'll get Chad up in uh, and Joel on or Chad and Julie on and we'll we'll talk. Yeah, man. You're it out All right active track Launches a new feature. It's just not an acquisition But I think it was breaking news

[00:35:11] So I kind of put it in here because they've acquired new thing but It it's very interesting in the fact that it goes along with a lot of what we've talked about over the last couple of months

[00:35:22] so active track launches new features time tracking alerting goal sent goal setting and exception reporter reporting sorry for for large organizations, so Couple I think was last week. We might have talked about a week before uh, Wells Fargo They fired about a dozen employees for simulating work. Yep

[00:35:44] Right mouse clicking moving key cards all that stuff. So active track solves this issue. This is what they do So offline meeting tracking, right? They they they track offline meetings through a talent integration That essentially provides a complete picture of what that employee's worth date is

[00:36:01] They capture online and offline activities Uh, oh interesting. Yeah, so they have preconfigured alarms and all of this stuff. So what it's able to do Is detect non-working activities like streaming browsing social

[00:36:17] Searching for jobs that'd be funny a map like mouse jiggler software, right? So your mouse just moves every 20 seconds, right? So essentially incorrect use of business tools where employees unintentionally expose PII personally identifiable information um

[00:36:39] But I like this. I didn't know what to put it. I think it was breaking news It's definitely not an acquisition. They've acquired new features and I think Let's just scare the hell out of most of people listen us because they're going deeper into monitoring

[00:36:55] and uh, and and more Different systems to find out are you actually working working? Yeah, which you know the struggle is is is uh and can be real depending on the job Like, you know, I listen to music all day long

[00:37:10] Right like my Spotify or YouTube. I have music playing. I literally during web webinars You're listening to music right now. You've got some little biscuit on in your ear

[00:37:19] I I know not like this good, but I do it's tribe call quests, but I mean I have music going Good to All can I kick it all the time?

[00:37:30] So if they're looking at my work or you know evaluating my calendar and looking at the systems that are that are going on Are you what's what what is it? What is it reporting back?

[00:37:41] To them or if I can like I can have a movie rolling if it's especially if it's a movie I've seen before Yeah, shushing the redemption or something like that something. I've seen a million times

[00:37:51] I can have that rolling while i'm working right right, especially doing kind of a task We're working in excel or something like that. Like I just have a movie rolling and nothing twice about it Yeah, it's a creative. I think it's a creative driver for many people

[00:38:06] Um, we talked about at some point. I'm gonna get the energy to redo the office here I want a big tv. It's not I'm not even gonna watch it Now see that won't show up that won't show up in their software because that'll be offline

[00:38:21] There'll be a tv right monitor. It'll be under screen. It's not gonna be here. Yeah, but having it in In the background which even if it was like on my top monitor or size like Like it's fine. Like I don't even look at it

[00:38:34] Because if I look at it, I do kind of get distracted. It's just on yeah, it's kind of like sleeping with tv on for me I need it on Doing a research paper at the last minute, you know, I'll good speak of the witch

[00:38:47] We've got some research to talk about One digital released the findings of its 2024 employee value perceptions study Is that launched one digital dot com evps employee value Perception study. So this is responses over 2000 over 2000 plus us based employees a few nuggets

[00:39:13] 42 percent of employees don't consider their medical plan to be competitive So that's roughly half 53 percent of employees feel recognized Feel recognized for their personal achievements. So when you read that 47 Yeah I'm not sure I struggle here. I don't know

[00:39:38] If it's me thinking this way or after all of these years being around you I think this way because that's exactly what how I read it 53 percent are happy. Oh 47 percent Said i'm out of here like they don't like your organization

[00:39:55] So let's you know, you recognize you could try to be positive about that but 47 percent There's no positivity in that. Sorry. It's like the presidential favorable, right? Yes polls like oh, he's 47 favorite 53 percent just said you suck his president like that's not good. That's a couple hundred million

[00:40:14] That's not whatever this this this here gets me excited. Go ahead. Sorry less No, 48 percent of employees fear accidents Could devastate their financial future Again, this is their employee value perception study. So it's there

[00:40:30] Perception is their reality. Yeah, so go take a look at the study. It's actually it's quite fascinating And again, it's a large sample size. So you you could now ish trust the data 2000 people Let me tell you a little bit about the 2024 disability Equality index report Comprehensive benchmarking

[00:40:52] Tool for disability inclusion in business At least it's from latest fundings. This is at disability IN.org So IN I guess stands for the index IN so The the numbers look good on the surface but lack kind of substance once you get into the details

[00:41:10] So let me give you a couple of nuggets 64 percent of us companies Use numerical data to track progress and hiring People with disabilities Again numerical data Meaning they're tracking Okay, they're tracking uh Disabled people with disabilities in the hiring process, so 30 30 percent of our workforces. Okay are not

[00:41:33] Yeah, 36 percent of our are not tracking Right, so 51 of companies require of us companies require all people managers to take at least one training On a disability inclusion So as you would read that 50% of the business Don't Now America doesn't give a shit

[00:41:55] It gets darker in the x2 37 percent of companies make all job interview candidates aware of the Option to request an accommodation or accommodations for the interview So a third Make aware the accommodations that the units could have if they if they need those

[00:42:15] So that's again, it's a little bit of awareness Yeah, it's also a little bit of like, um, they're just trying to treat everybody the same way Which doesn't work if we're trying to get to neurodiverse or if you're looking at disabilities now last one

[00:42:27] 6 of us companies have an employee retention and advancement program solely focused on employees with disabilities 6 percent So 6 of the u.s companies again, this was over 2000 Folks that responded to this it was actually 20 to 2500 six percent

[00:42:49] So they actually care enough to have a retention and advancement program solely focused on employees with disabilities Right. That should break your heart Yeah, it there you go It does so when you say that I felt like yeah like icky but

[00:43:08] As you were finishing that sentence do people that have disabilities Want to have a program Designed around that or did they just want to be considered workforce? Well again, they again solely focused on employees with disabilities can be read a number of different ways Yeah, right

[00:43:28] So it could be that they're they're just pushed into the regular category of employees and there are retention and advancement programs for employees however With employees with disabilities need different things from the organization Correct. Yes. Period in the story. They just need different things. You're blind

[00:43:44] You turns out you need something different from your organization. Correct. So uh I think having a program that actually retains folks. Let's say again, we're using folks that are blind

[00:43:56] Uh, having a program that actually cares enough says hey, listen, we care about retaining you and you know what? You're doing such a great job. Let's figure out like what's your next path right Uh, yeah, you can't throw that into the the general population

[00:44:11] No of of employees. You gotta go in my opinion You gotta have people that care about that enough to then push that forward. Right? All right, I've got one here. So public AI this is an article Uh for onboarding jobs now not

[00:44:31] Using software to onboard people but we'll walk you through so mit's uh, david outer Uh, cut he he wrote this at outer a utor right Um, so anyhow This is interesting. So 60 of jobs in 2018 were in types of employment that did not exist Before 1940

[00:44:57] Right, right. That's I think kind of obvious Um, and this is so this is this is worth talking about this article and you can get this at um This will I got this from global news wire, but I'll get you another link

[00:45:11] I think mit has it posted and it was somewhere else um forms or something like that so The article was about, um illustrating the human and AI relationship over the next 100 years. Okay

[00:45:27] So I want to have to read this because I just don't have the memory for all of this Um, but listen to these stages. I'm just kind of All right, you'll have a reaction but creation of intelligence by humans. So this was from 1986

[00:45:44] Through 2022 so during this period humans developed AI by experimenting with new algorithms and leveraging advanced equipment like GPUs From 2015 until 2035 He's calling this the weak intelligence assisting humans This is where AI assists humans in various tasks enhancing productivity efficient efficiency

[00:46:11] Um, we're in this stage currently right? So this is all of our bots and our cute softwares that you know You get on facebook and instagram they go do this and that Then we get to 2023 until 2050

[00:46:24] This is what he calls the and when I say he this is um, yeah, yeah Stephen Wong who is the doctor Stephen Wong sorry who found it public AI

[00:46:34] Um, so this is the strong intelligence corrected by humans in this stage humans primarily provide feedback and corrections to the AI systems So that work on uh, so it operates ethically societal norms, etc Then we get to the interesting part 2050 to 2100

[00:46:54] This is what he calls. This is I can't wait for this. This is this is like what we all Imagine general intelligence with minimal human tuning. This is where general AI systems will operate with minimal human intervention

[00:47:08] But humans will still be needed to ensure that AI aligns with the human values and ethics This is where we get this is where we start to see over the next 15 to 20 years He's saying we see the shift in the workforce

[00:47:22] In terms of learning and generating and really becoming one with it and then post that 2050 on to like our grandkids like we'll be dead But at that point Truly we'll be working with the robots and managing them as their employees and managing technology

[00:47:40] In everyday life. It's just part of the fabric of who we are It's a really interesting piece. It digs pretty deep, but you should check that out Do you enjoy it? I like it. It's very christopher Nolan. We'll see uh

[00:47:54] Again, I like that that at least there's an idea of a map of how these things play out the dates might be off Yeah, and some of the other things will not fit on this guy's

[00:48:05] Right, but the idea that he's laid out a map of how these things have He went back historically to 88 and we'll play out. I like it. Cool. Yeah, so it was a lot a lot of words But I just

[00:48:17] It was one of those articles. I actually read the whole thing and I was like And I never reads and I was good There you go the 2024 Edelman trust barometer Reveals a new paradox at the heart of society and that rapid innovation

[00:48:32] Offers a promise of a new era Prosperity, but instead risk exacerbating trust issues Leading to further societal societal instability and political polarization. This is at edelman Dot com and this is their trust barometer every year they put it out Fascinating report go download it. It's actually

[00:48:52] Really really really cool, but it gives you it gives organizations and leaders four ways to restore trust So those four reasons or those four ways of restoring trust or implementation is as important as invention so meaning

[00:49:10] In getting usage out of whatever you're doing is just as important as inventing something new To business must partner for change So it's not it's not Wild ecai odia or wild wild catting the business must actually partner with change Not be reactive to change Three so science

[00:49:34] Must integrate with society This is one that actually I think over the last couple years where there's been this Kind of demonization of science. You know, I think this is this is what they're saying and actually

[00:49:48] I read the report, but you know, we've got to respect science enough Oh, it's got to be integrated into society. So maybe science is so Far out there that people don't understand it. And so if they don't understand they fear it

[00:50:00] If they don't they fear that I'll trust it. Okay, right We gotta bring that stuff together and then the last is give me control over my future If you want you want trust Right. So instead of instead of

[00:50:15] The company enabling that the company needs to enable hey, listen, you've got control Here are the different ways that we can help you and here's different ways that you can help yourself Right. So you have control over your future Uh, the trust barometer

[00:50:29] Again, if you do it in a few years, it's really cool Uh, go take a look at edelman dot com Love it trust barometer Last one for me Aspect 43 our friends over at aspect 43 sarah white They released a new report Okay, so So it's insights at work

[00:50:52] report looks at trending topics top concerns for employers and companies and shares a deep dive into buyer behavior For hr tech work tech talent tech or everyone to label it Um, it's a report that should be read if you care about your workforce and employees

[00:51:11] Someone has to take that out there. But anyway, yeah two two things Stuck out at me. Um the detailed breakdown of emerging tech. They did a really good job stellar job of discussing

[00:51:24] Yeah, how ai automations analytics all of that impact talent. They did a really good job breaking that down and employee experience Was the other thing that stuck out so

[00:51:35] All the things that we've been talking about well being mental health retention productivity does a really good job of I think putting that putting those things front and center for Leadership to understand like these are important, but this is also how the technology will help you

[00:51:54] Um, and it gets into buying behavior and things like that. So fantastic report. So sarah. Thank you to you and team for putting that together Check it out Titching that has all those things together Experience well being mental health retention and productivity Because it's a chicken leg

[00:52:13] Can under room for me if the focus is on productivity Then do you do all these things in order to get productivity? If it's if it's about retaining talent Do you do these things?

[00:52:26] In order to get to retain that talent right and productivity is is not a part of the mix, right? Like like I think some of the some of the things we do in work are

[00:52:40] They're counter to each other or are we trying to retain employees? Okay. There's a mix. There's a recipe for that Are we trying to get more productivity out of employees? Okay, there's a recipe for that But i'm not sure that the same recipe

[00:52:52] Right, I'd love for someone smarter than the two of us combined to then come in and tell me the difference between the two And kind of how those recipes are the same But I don't think they are

[00:53:04] At least cursory overview. I don't think that the recipe for retention and productivity is I know Nope All right, do some money is this money? Do we talk about money? Okay, so uh, we we both looked at this one because it was very interesting vital

[00:53:21] Vitable health which goes by vital Really 16 million to make healthcare more affordable for small businesses hourly employees Which is fantastic Uh, the more we where we see stuff like this the more we have hope in the humanity and oh by the way They are They are from philadelphia

[00:53:42] I know that's why this is what came up with my radars. I was like our healthcare there or whatever Oh my god, it's from Philly. Right. Philly. I think I I yes, they're not on south side

[00:53:52] However, they are from our ability and they're used this round of funding So when you look at the usage of the funds where they are They're located in certain states and so this is uh

[00:54:05] For them just to expand 16 million dollars are going straight into expansion into other states and they've got the map kind of blue Light blue and gray and where they're gonna go. And so they've already kind of

[00:54:16] They've already done all the work to figure out what it's going to take to get them into those, uh states So I love this. I love it for uh hourly and for uh employees All of its based in Philly

[00:54:27] Lates good for competition. I hope that it drives healthcare prices down and and gives other people access to healthcare Good. Yeah, they've got access to like thousands of prescriptions or something like free, you know all this type of stuff So yeah, yeah good good for them

[00:54:43] All right, Juno raises 8.5 million to expand child disability insurance Um, so total raise to date is 12 and a half. Uh, this the 8.5 is their series a Yeah, um, so Juno allows parents to receive up to Um a million dollars 500 000 per qualifying child in tax free cash paid monthly

[00:55:10] In installments for up to 10 years Okay benefit covers children from birth to age 26 And can be used any way the family chooses so Uh supplement loss income hiring specialized caregivers Uh addressing medical costs that weren't covered by your primary

[00:55:30] Insurance, etc. So this is I I'm not you know, I'm not sure how they do and all that stuff, but I think this is this is good There's really not another at least that I could find Child specific disability insurance that is out there

[00:55:45] You're kind of left to the benefits of your provider and so this is this is that that I know that there's parents out there that have been through some type of accident or some type of thing And they need this type of thing

[00:55:59] But also though kids that have been born with like Severe cerebral palsy or something like that and they need constant care like yeah, I love that good for them Good for the world like good for people that that can do this. So good Do you know

[00:56:15] When I reported on Vitable, I want to make sure that if you want to go read more about them. It's at vital health.com And again, they go by vital so don't be thrown off by that All right, let's talk about an Egyptian headquarter dupe

[00:56:31] Raises 13.5 million for global payroll expansion This uh, I found I found this on the startup scene dot me and the funds will be Will be used to expand the core business in Egypt

[00:56:45] And create like pro you know create products for emerging markets most likely most likely in Africa and mulees I love this. We talked about a Kenyan payroll player last week

[00:56:56] See, you know people that are going narrow but deep like this is in Egypt. They've got their own, you know It's a payroll play for Egyptian companies, etc So they're going deep into Egypt But I like the fact that you know, we have enough players that go wide

[00:57:12] Uh, it's nice to see these things popping up in 13 and a half million. That's not uh, that's not a small change So congratulations to them. Let's keep an eye on what dupe Uh does and kind of where they go next

[00:57:26] Yeah, you know, I probably shouldn't say this publicly, but when I saw the name I know it's dupe But in my mind, I've read it is dope Dope hey, don't pay because it's the way it's done. Don't pay. Yeah, don't pay whatever

[00:57:44] Are you don't pay? Are you don't pay? All right, I'm not dope JFF jobs for the future announces a humongous 25 million dollar grants Uh, so these guys are based in boston. Uh, they are all about economic at being equitable economic advancement

[00:58:06] Uh, so they're a nonprofit. They work uh to make education and workforce systems equitable So education best practices a lot of lobbying to influence policies on work and education and things like that Uh, I've never had experience with them

[00:58:24] But I did read up on them after I saw this and they're doing some really interesting and and good things Um, obviously someone agrees because they awarded them a 25 million dollar grant. Uh, so congratulations

[00:58:37] Great work. God's work, man. It's just helping people again. They're helping people that need help They're helping to jump ahead or leap ahead to actually help them. Uh, Yeah, this this is about giving ways that yeah, and this is about giving people who

[00:58:53] Don't have the ability of the state that don't have to everybody has the ability But for people that are underserved on the represented access correct. Yeah, they're they're helping to make this a more level playing field, which is I mean

[00:59:08] We need this we need this and so this is a fantastic uh piece and congratulations on that massive grant I hope that helps a lot up a little bit Raises 11 million in funding led by sales force ventures

[00:59:25] To accelerate its momentum in becoming a premier ai enterprise learning company So up limit uh first of all you can find this on up limit.com Several ai learning products you and I because we went to horse on connect We got to kind of see how ai

[00:59:45] Can interact with learning. Yeah, but I really like they have several products But I really like their ai role play product So you role play with ai to learn Yeah So also Workday ventures came in on this round

[01:00:03] So again getting back to the work for sales force and work day kind of working together Yeah, you know This is another way where they're investing together Right So uh wouldn't be shocking if you know these two firms eventually at one point come together in some way

[01:00:19] Yeah, who who becomes who who becomes that daddy? Yeah, I have no idea I think sales force has a larger market cap But you never know it would be interesting, but I like the place so just up limit up limit.com

[01:00:33] Go take a look at them and when you scroll down they that's all they do is ai Uh learning products. I think they have four Distinct ones go ahead. I I will say Ai role play sounds weird. Oh no dude. It's fantastic. It sounds uncomfortable that said

[01:00:53] My experience completely changed that cornerstone like when I put that the VR on I didn't know about VR When I when I put that on It's like wow This is legit like this is actually legit and it's um

[01:01:08] Yeah, I could totally see it because if I'm doing it In front of people awkward but role playing is awkward. Anyway, I remember this was 20 some years ago when I was working at enterprise when I went through An interview to become manager and run

[01:01:24] Branches had a role play I'm like sitting in front of this person. Oh, yeah This is awkward like you're asking me to do and some people are better at than than others, but this is Yeah, this is private. This is private. Yeah again

[01:01:40] The role play product always one of several products that they have But it's the one I like the most because You're sitting there role playing with an ai Yeah, what person

[01:01:51] I'll tell you what if you can't ever find me it's probably because I have some ai type of role playing or training Yeah, because uh, I I could see me doing it in private and then using that in real life. Yeah, yeah, that's sure

[01:02:06] Absolutely, especially if it's around fishing Yeah, well No, I'd rather be on the water for that but I guess yeah if I'm on a plate or something that'd be cool um So rocks, uh, which is a they're based in tokyo japan

[01:02:21] Uh raised a series d terms are not disclosed But they offer a cloud-based Job database for recruitment agencies and for online reference checking service Interesting so yeah don't have much information because it's Not disclosed but Worth bringing up because you got some funding I like it

[01:02:46] Gen Z freelancer platform passion fruit Raises nine million to scale its platform for independent work workers So this was at use passion fruit dot com. You can read about their series a so I love the cat company name

[01:03:01] Uh shout out to Andy Garcia and eight million ways to die So he was a coke dealer With a snow cone machine it is limo And his favorite flavor was passion fruit So whenever he would roll up on somebody he'd have a

[01:03:17] And even say passion fruit, baby passion fruit So I love the name just for that one Anyhow kind of feel like this is going to be the clip that goes Oh

[01:03:30] Anyhow, it's a cool play. I like that they connect with the enterprise. So again, it's a freelancer platform Gen Z very specific gen Z freelancer platform and I like the way they connect with the enterprise so

[01:03:46] Now you know nine million dollars not a small chunk of change could be Nice passion Passion fruit, baby passion fruit. All right. So ogre raises a series b another one with terms not disclosed I sense a trend that i'm bringing to the show this week

[01:04:03] So they are the leader in flexible staffing in dubeye. So they're out in the ae They focus on staffing marketplace for hospitality logistics retail Essentially Enabling businesses to book And manage staff

[01:04:23] Which is hiring in that part of the world is jet jack. Yeah, exactly. Yeah. Yeah, yeah, exactly So anyway, the round was led by i'm gonna just pronounce oricia Which is their second investment in ogre

[01:04:39] So shows a lot of confidence that they'll accomplish whatever it is they are setting out to do And what their mission is? So there you go. Don't know how much because terms are not disclosed but I bring you some funding news Passion fruit

[01:04:59] Tim Tim staff flexible platform work staff Raises 1.16 million to help companies find schedule manage temporary and flexible staff. This is on staffing industry Dot com so you can learn a little bit more about that. I read it as an app

[01:05:18] And uh, I really like the I really like so first of all like the UI of the product and all that other stuff But you as a a temporary employer or flexible staff employee You can kind of pick the place that you want to go work at

[01:05:30] And then it's just like uh, it's just like any gig work Right So I think staffing firms in general need more tech that's focused on them. So, uh, Take go and take a look at the work staff

[01:05:45] Is the name of the company work staff and if you want to read the article you can read staffing industry dot com. Yep. So two two things here one

[01:05:53] Why not just make it 1.2? Why not round it out dude? I one are you so me struggle with that one one Make it one like come on. Yeah Give me 50 cents 50 cents. All I need CVS they're like do you want to round up like yeah, yeah

[01:06:12] Yeah, um put it in my bank account as you do it. Um The other thing is I think I think you're right staffing agencies need more tech Yeah, and I think I I think

[01:06:25] In the next we'll just call it a decade. I think a decade would be too long I don't think staffing obviously is never going to go away a decade might be too long But the the generations have shifted

[01:06:37] Right like the working force is shifting and if they don't have the right technology Staffing has staffing is hard today. It's going to be very hard In the next five to ten years if they're not moving faster and not just by

[01:06:53] Building your LinkedIn connections like it's time to move on and give them an actual tech play that can that is Especially with gig workers and flexible working and all of this stuff that's out in the world today um

[01:07:08] You need access and I think we're gonna start seeing a lot of this. I think you are 100 correct All right two more early bird ai raises 800k to enhance employee software Excuse me employee support software

[01:07:26] And of course as I read that I had no idea what the hell employee support software was so This is a uk tech dot news So you can read a little bit more about early bird ai So you might ask

[01:07:38] What is employee support software? I got you fam lower income workers support ai through voice recognition that understands dialects So that they can apply for the right jobs and are understood So it is a really cool piece of technology my lower income

[01:07:58] Well, because what they're doing is they're solving for people. This is uk based and they're solving for all the different dialects People that have come in from different countries and different, you know different dialects. They can't they're not understood

[01:08:11] Right like any interviews and things like that. And so this is a way to Both hear and then translate into a way so that they're heard. They're understood right they can understand That's why it supports software. It supports

[01:08:26] It supports the candidate and supports the employer employee to understand what's being said like again They might not understand the language And their language might not be understood not my we'll scratch that or not So this technology solves that through ai solves that particular problem okay

[01:08:47] So that's why it's called support software support software very cool tech 1 m So it's just tech The number one and has secured 750k to revolutionize hiring with its recruitment intelligence platform which leverages ai and data analytics to

[01:09:05] Similarly govaltale on acquisition human ai augmentation system. So oh first I read that I'm like All right, so that's a tech tapped out All right, that's tech funding news.com. See you go find out a lot of buzzwords Which is what we both fell asleep with

[01:09:24] But when you dig in I like to play it leverages human ai augmentation workflows to streamline the entire process So it's built with the intent So like if you take a like someone read a lot like say a greenhouse

[01:09:41] They would do they would they build it from the ground up with ai Right. This is built with the intent of humans and ai and augmentation From the ground up. So it's bolt-on versus built in something we've talked about in the past

[01:09:59] So in this case it was built From the ground up like they started this with the intent of recruiting in the future is about augmenting these things To one another like just like what you said up up in your in your research

[01:10:14] Where this is not one or the other or one comes in right? Notice the entire process is a balancing of who does what does ai do is does it does human do it etc Etc etc, so maybe I mean it's not

[01:10:28] At $750,000. I shouldn't say it's not a lot of money Uh, it's probably a friends and family round or same rounds But the fact that they built this system from the ground up with this in mind

[01:10:39] I think it's actually something to pay attention to it. It's a little bit together. We'll see where it's at That's it. That's it We're done man. This is all we got today. This is kind of a cool week

[01:10:49] Cool lot of cool stories out there. I think my favorite might be your your homeboys in texas Buying mustard and ketchup and Forks and we're gonna go ahead by napkins with your tips. Thanks Mine was the chinese prescreen Yeah, that's pretty cool too

[01:11:07] Are you trying to get the fuck out of here? I'm fucking sorry I'm sorry. You're gonna have to go pee on this We'll see let's check the results All right So dark it is but thank you all so much. Please uh subscribe and uh like us everywhere

[01:11:25] Also, if you have a moment reviews always help So find us on your most favoritist. Is that even a word favoritist? Which is kind of your favoriteist podcast app reviewers Give us a like give us a listen and uh, share with your friends

[01:11:40] We shall see you another lifetime I shall prove baby