THE BARF: Work Tech Soars: $2.6 Billion Invested in Q3 2024, Trends and Insights

[00:00:00] Hey, what's going on everyone? Ryan Leary here from Work Defined. You know, if there was one thing that I could change about recruiting, it would probably be the amazingly awful candidate experience that job seekers have to endure at one of the most stressful times in their life. Hiring teams, it is time to step up. You've got to create an experience that is memorable, fast and efficient. And you can do that with indeed

[00:00:30] smart sourcing. Check them out online at indeed.com or just Google Indeed smart sourcing.

[00:00:37] All right. I want to talk to you for a moment about retaining and developing your workforce. It's hard. Recruiting is hard. Retaining top employees is hard. Then you've got onboarding, payroll, benefits, time and labor management. You need to take care of your workforce and you can only do this successfully if you commit to transforming your employee experience.

[00:00:58] 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. And this is why we partner with them here at work defined. We trust them and you should to check them out at I solved HCM.com.

[00:01:26] What is going on everybody? Ryan Leary, William Tinkup here with the BARF. William, what's going on?

[00:01:33] Well, I had a wonderful day today. Glad we're doing this. We're doing a little bit late later than we normally do on Sundays, but that's okay.

[00:01:40] It is dark. It is dark. It is dark. But the Eagles won. Convincingly won. So congratulations.

[00:01:49] Go Giants. What can I say? It's a good game, I guess. But I didn't even do the intros as week back.

[00:01:57] Look at the week that was so you can prepare for a week that is. And I feel better. Anyhow, you had a busy weekend.

[00:02:04] I did. I did. But a good weekend. Yeah. We had a court of honor for Van Hollis today.

[00:02:10] So he got a bunch of merit badges and stuff like that. His troop is pretty prolific.

[00:02:16] So the courts of honors, they're pretty long. But that's okay.

[00:02:20] I mean, it's where all the kids, they're only twice a year. So it's where all the kids get recognized. It's pretty cool.

[00:02:27] Nice, nice. All right, man, you want to kick us off?

[00:02:29] Let's do it. Let me pitch you this story first.

[00:02:33] Workday and Spring Hill produced a documentary called Untapped.

[00:02:39] It is now available on Netflix.

[00:02:42] So I found this on investor.workday.com and you can type in Untapped and you'll find it.

[00:02:48] So I think this is really cool. Really, really cool.

[00:02:51] So Untapped charts the emotional and inspiring journey of six adults as they navigate a rigorous skills training program through Europe Unlimited,

[00:03:01] which is kind of a program that they have.

[00:03:03] And first shot for Fortune 500 internships.

[00:03:07] Nice.

[00:03:08] Basically in hopes of changing the trajectory of their lives, right?

[00:03:12] So it's the thing I found fascinating is a software company, Workday, producing something that will actually, you know, help people get into the kind of the skills game.

[00:03:25] Maybe people that wouldn't normally, but they in the I haven't seen it yet.

[00:03:31] It's actually I'm going to watch it.

[00:03:33] But they interview, you know, JP Morgan CEO, you know, GM CEO, Walmart CEO, like just like a lot of Mark Cuban.

[00:03:45] So they interview a lot of power players basically talking about skills.

[00:03:49] Okay.

[00:03:50] And so I think it's really cool.

[00:03:52] First of all, I just I thought it was just a cool idea.

[00:03:54] It's unique and cool.

[00:03:55] Yeah, it's fun to think of a software company going, you know what?

[00:03:58] Let's make a movie.

[00:03:59] Why not?

[00:04:00] We got nothing else to do.

[00:04:02] All right.

[00:04:02] Yeah.

[00:04:03] I just think it's fascinating.

[00:04:04] And again, I can't wait to see it.

[00:04:06] And so, yeah, untapped.

[00:04:08] That's a fun story to kick us off with.

[00:04:11] All right.

[00:04:11] Yeah.

[00:04:11] So I've got one here.

[00:04:13] You know, I wanted to start the week off on a good note.

[00:04:18] I wanted to be happy as I went to bed.

[00:04:21] I knew we were doing this later, so I wanted to kick off good.

[00:04:23] But anyhow, Walgreens is doing something really cool.

[00:04:29] Okay.

[00:04:30] So Walgreens is going to match 401k contributions to the student loan payment starting in 2025.

[00:04:39] So this is my feel good story for the week.

[00:04:43] I think this is genius.

[00:04:44] It's the right thing to do.

[00:04:46] So first off, good on Walgreens.

[00:04:48] If you need a job, go work there because that's just a cool employer.

[00:04:53] So basically under the new benefit, which will be available to eligible employees.

[00:05:00] I don't know what eligible means, but eligible employees starting in January 2025, Walgreens

[00:05:05] will contribute up to 4% of the workers eligible compensation to their 401k account as long as

[00:05:14] they're making payments to their student loans.

[00:05:17] And so what I love about this is that not everybody who is paying on student loans can

[00:05:24] afford to contribute to the 401k.

[00:05:27] It's just not possible for them.

[00:05:29] Right.

[00:05:29] And so Walgreens is saying, you contribute to your student loans.

[00:05:33] You do what you need to do.

[00:05:35] We're still going to contribute our 4% to your 401k for retirement to help you as you go through

[00:05:42] this.

[00:05:44] So this is a great program.

[00:05:46] I think it's amazing.

[00:05:47] I just wanted to bring it up because I think it's a good start the week for me.

[00:05:50] I love it.

[00:05:51] And it helps people with their student loans.

[00:05:55] So yeah, I could see that young people saying, no, I can't take money out of my check because

[00:06:00] I need to take that money and do this.

[00:06:03] That's right.

[00:06:03] Yeah.

[00:06:04] Yeah.

[00:06:04] That's cool.

[00:06:05] All right.

[00:06:06] 2.6 billion invested in work tech during Q3 amidst slow revenue growth.

[00:06:15] This is on Venero, V-E-N-E-R-O, capitaladvisors.com.

[00:06:22] Take a look at that.

[00:06:23] So I got a couple of numbers for you.

[00:06:25] So this is more from the report.

[00:06:27] Work tech investment activity picked up around 20% from 181 deals that were disclosed to

[00:06:39] 150 deals in Q2.

[00:06:42] So we went up another 31 deals in one quarter, which makes sense.

[00:06:47] Growth came primarily from early stage and the average investment was about $17 million,

[00:06:54] which is a pretty sizable investment.

[00:06:57] And M&A activity was very robust and has been robust all year.

[00:07:01] We're 336 acquisitions in total during the first three quarters.

[00:07:08] So it's about 100, you know, 110.

[00:07:12] So we should cross over 400 this year.

[00:07:14] Oh, yeah.

[00:07:15] A hundred percent.

[00:07:16] A hundred percent.

[00:07:17] So just some numbers out there.

[00:07:18] And again, as we do with all of our kind of fundings and things like that, it's just follow

[00:07:23] the money.

[00:07:24] Follow the money.

[00:07:25] So a lot of deals.

[00:07:26] Yeah.

[00:07:27] So there you go.

[00:07:28] I will follow the money everywhere.

[00:07:31] I'm cool.

[00:07:32] I'm going with that.

[00:07:33] I'm still trying to follow the money.

[00:07:35] Where's the point?

[00:07:36] So, okay.

[00:07:37] So this is a story.

[00:07:39] I found this on HR Dive, actually.

[00:07:42] This is a story about an HR generalist who was laid off during her medical leave and filed

[00:07:50] a claim.

[00:07:51] However, the court found that she does not have an ADA claim here.

[00:07:57] Really?

[00:07:58] So this is an interesting one.

[00:08:00] And it kind of, I mean, that's how kind of, it does make sense.

[00:08:02] Getting laid off sucks.

[00:08:04] So first off, you know, sorry for that.

[00:08:07] And, you know, for anyone that's in that situation, it's a tough, tough spot.

[00:08:10] We all, we, we, we understand that, but not everyone that gets laid off is entitled to

[00:08:17] a claim for a reason, right?

[00:08:20] For, for a reason that they feel that they're entitled to.

[00:08:22] And this is one of those situations where she was, she was out on disability.

[00:08:27] Right.

[00:08:28] She was recovering from surgery.

[00:08:30] She came back and she ended up, or before she came back, she ended up losing her job.

[00:08:35] Now, here's, here's why the court ruled not in favor of the, of her.

[00:08:42] One is the, the company was going, it was going through an ongoing restructuring throughout

[00:08:49] the entire process prior to her going out onto disability.

[00:08:54] So this isn't a new thing for the, for, this is, it was, this is with Citi.

[00:08:57] Not a new thing.

[00:08:59] They were going through restructuring, they were doing layoffs and riffs and stuff like

[00:09:02] that.

[00:09:03] Secondly, they, they did not replace her position.

[00:09:09] So when she left, they didn't replace her position with someone else for the time period

[00:09:15] that she was out.

[00:09:16] They took her work and they distributed amongst her team.

[00:09:20] Right.

[00:09:20] And then ended up doing additional layoffs at that time of which her group was then let

[00:09:27] go.

[00:09:28] Wow.

[00:09:29] Yeah.

[00:09:29] So I thought that was interesting because a lot of people are probably in this situation

[00:09:34] and would assume I'm out on disability.

[00:09:37] I'm okay.

[00:09:38] Right.

[00:09:39] Not always the case.

[00:09:39] No, you're not.

[00:09:40] And this is one of those cases.

[00:09:41] Yeah.

[00:09:41] That's a unique, that's a, that's a unique case.

[00:09:45] Yeah.

[00:09:45] Because normally you're right.

[00:09:47] When you go out on leave, it's not a protected class, of course, but it's just taboo.

[00:09:51] Right.

[00:09:52] Or it has been taboo, but this is this ongoing restructuring layoffs.

[00:09:56] Layoffs, her department layoffs.

[00:09:58] Like, why would, why would they bring her back?

[00:10:01] Right.

[00:10:02] Right.

[00:10:02] To a department that's not there or a team that's not there.

[00:10:05] Right.

[00:10:06] Yeah, exactly.

[00:10:07] So there you go.

[00:10:08] Wow.

[00:10:10] Happy, happy, happy.

[00:10:11] Yeah.

[00:10:12] Okay.

[00:10:12] Happy to say.

[00:10:13] So let me just read this to you.

[00:10:15] Just kind of close your eyes and listen.

[00:10:17] No, last time he said that, I'm pretty sure there was a snore coming in.

[00:10:22] No, no, you're good.

[00:10:23] To the microphone.

[00:10:23] All right.

[00:10:24] Immigrant workers have spurred 88% of U.S. workforce growth since 2019.

[00:10:34] So in five years.

[00:10:36] According to Forbes.com.

[00:10:38] So you can go there, look at this.

[00:10:39] I'm not going to talk politics.

[00:10:41] I have zero interest in talking politics.

[00:10:44] We're, what, three weeks away from an election.

[00:10:48] Less than 20 days.

[00:10:49] Zero interest in talking about, but 88% is a big number.

[00:10:56] Wherever you fall.

[00:10:57] Great.

[00:10:59] So it got me to think as I read it.

[00:11:03] Hi there.

[00:11:03] I'm Peter Zollman.

[00:11:05] I'm a co-host of the Inside Job Boards and Recruitment Marketplaces podcast.

[00:11:10] And I'm Steven Rothberg.

[00:11:11] And I guess that makes me the other co-host.

[00:11:13] Every other week, we're joined by guests from the world's leading job sites.

[00:11:16] Together, we analyze news about general niche and aggregator job board and recruitment marketplaces sites.

[00:11:23] Make sure you sign up and subscribe today.

[00:11:27] Were those jobs that U.S. citizens would apply for and do?

[00:11:33] So if immigrants, okay, not if.

[00:11:35] Immigrants, 88% of the growth.

[00:11:37] The growth over those five years?

[00:11:40] Immigrants doing those jobs.

[00:11:41] Check.

[00:11:42] Okay.

[00:11:43] If they weren't here, for whatever reason, it doesn't make a difference.

[00:11:47] If they weren't here, would those jobs just not be done?

[00:11:50] They would just have higher unemployment?

[00:11:52] Or would U.S. citizens do those jobs?

[00:11:56] I guess it depends on the job, obviously.

[00:12:01] That's what I got.

[00:12:02] That's always been the question.

[00:12:04] That's always been the question.

[00:12:05] And I know a lot of people come back and say, that's a stupid argument.

[00:12:08] Yeah.

[00:12:09] But it is, but it's not.

[00:12:11] It's really not because.

[00:12:12] 88% is a big number, brother.

[00:12:13] Sorry.

[00:12:14] That's a really big number.

[00:12:15] Yeah.

[00:12:15] Any way you look at it.

[00:12:17] So my personal take is, I don't think so.

[00:12:21] And I'm looking historically at the Italians and the Irish and the different waves of immigrants

[00:12:27] that we've had over the last 300 years.

[00:12:31] Immigrants historically have done the shit no one else wants to do.

[00:12:35] You know, you and I have talked about it before.

[00:12:37] Like, who the fuck's out there painting lines on the highway?

[00:12:40] It's not me.

[00:12:42] Fuck that shit.

[00:12:43] I wouldn't even do that as a summer job.

[00:12:45] I mean, my brothers worked.

[00:12:49] They did welding.

[00:12:51] And in the summer in Texas, inside of a hole.

[00:12:55] Doesn't sound interesting to me.

[00:12:57] They only did it because they were putting it double time.

[00:13:00] That's the only reason they did it is because it's double time.

[00:13:02] I'm like, man, you couldn't pay me enough to do that job.

[00:13:05] So I don't think so.

[00:13:07] However, we're going to have to look at how that changes.

[00:13:12] Because if our growth, our job growth is coming from immigrants, then there's something there.

[00:13:20] I'm not sure what it is.

[00:13:22] And we're not going to talk politics.

[00:13:24] But there you go.

[00:13:25] We will in like 17 days.

[00:13:27] Oh, 100%.

[00:13:29] Wednesday.

[00:13:30] Wednesday.

[00:13:31] There we go.

[00:13:32] All right.

[00:13:34] So, Toptal.

[00:13:35] You know Toptal?

[00:13:36] Yeah, I do.

[00:13:37] So they laid off 70% of their engineering team.

[00:13:42] So, same as...

[00:13:44] It's a big number.

[00:13:46] That's a big number.

[00:13:47] Massive number, right?

[00:13:48] Let's just start there.

[00:13:50] 10 millennials, 7 of them are dead.

[00:13:52] Got it.

[00:13:53] So we'll say...

[00:13:54] So, okay.

[00:13:55] That's a lot.

[00:13:57] Okay.

[00:13:57] We'll start there.

[00:13:58] Okay.

[00:13:59] This is following two acquisitions earlier this year.

[00:14:02] So I'm not quite sure what's going on.

[00:14:04] Redundancy.

[00:14:04] Redundancy, you would think.

[00:14:06] But I'm not sure that that's it.

[00:14:07] So first, good luck to everyone involved.

[00:14:10] Yeah.

[00:14:10] Shitty position to be in.

[00:14:12] We get that.

[00:14:14] It's never easy to deal with.

[00:14:15] But the irony here isn't lost on me.

[00:14:19] That these were all full-time positions.

[00:14:22] Now, for those that don't know, okay?

[00:14:26] This is Toptal.

[00:14:27] They are working to bring freelancers to organizations.

[00:14:33] So they match freelancers and gig workers with corporates, right?

[00:14:38] So these were all full-time employees that were salaried working for a company that connects

[00:14:45] freelancers with companies in place of FTEs, full-time employees.

[00:14:50] So the question is, will they replace those with FTEs or freelancers?

[00:14:56] I don't know.

[00:14:57] I mean, you know.

[00:14:58] They should replace them with freelancers.

[00:15:00] You would think so, right?

[00:15:01] Because.

[00:15:02] I don't want to make light of the situation.

[00:15:04] 100%.

[00:15:05] No, people's lives were impacted.

[00:15:06] But definitely not lost all media irony here that a freelance company had salaried all

[00:15:13] salaried workers, and now they're letting them go.

[00:15:17] More to that story.

[00:15:18] We love to everyone involved, but yeah.

[00:15:20] Back to you.

[00:15:22] All right.

[00:15:23] Let me read this title to you.

[00:15:24] U.S. employees who have worked from home at some point since 2020 equate the value of

[00:15:32] hybrid work to a 7.6% pay raise.

[00:15:38] So basically, they view that time that they got less than 10%, let's just say, a 10% pay

[00:15:48] raise by working remotely, by working in a hybrid environment.

[00:15:52] This is from WFH Research.

[00:15:58] Work from home.

[00:15:59] Research.com.

[00:16:01] So take a look at that.

[00:16:02] Interesting.

[00:16:03] So here's the question I have for you.

[00:16:06] Would employees take less money to work remotely or the opposite?

[00:16:14] Get paid more for a return to office.

[00:16:17] You know.

[00:16:17] Where are you at with this?

[00:16:19] I don't know.

[00:16:20] My view on this is going to change.

[00:16:22] So I know this is the spoken recorded word, and it's going to change tomorrow.

[00:16:29] Yeah, 100%.

[00:16:30] Maybe later on tonight.

[00:16:32] Yeah.

[00:16:32] Probably by the time we're done talking about it.

[00:16:34] But, you know, I don't equate working at home a pay raise.

[00:16:40] I don't.

[00:16:41] A pay raise is a pay raise.

[00:16:43] Yeah, yeah, yeah.

[00:16:44] If you're not putting more cash in my pocket, it's not a raise.

[00:16:48] Like, this is a benefit.

[00:16:50] This is evolution of times.

[00:16:52] Yeah.

[00:16:52] Right?

[00:16:53] So this isn't you giving me more money.

[00:16:56] Right.

[00:16:56] This is me working still 8 to 10 hours a day for a corporate organization.

[00:17:02] And, you know, it doesn't matter if you're at home.

[00:17:06] Do I have flexibility?

[00:17:07] But isn't it interesting that people can think of it that way?

[00:17:11] Well, I think for those that – I don't know how this research was broken down.

[00:17:20] Yeah.

[00:17:21] I would say for those people who were thrust into working at home during the pandemic, they've grown to love it, like it.

[00:17:30] Right?

[00:17:30] And this is their way to justify it, to say, well, you know what?

[00:17:33] If I take a pay cut, I'm cool.

[00:17:35] I'm at home.

[00:17:36] I'm doing this.

[00:17:37] I'm doing that.

[00:17:38] And that's totally fine to each their own.

[00:17:40] Right.

[00:17:41] But I haven't been to an office since 2009, 2010.

[00:17:45] Yeah.

[00:17:46] You're right.

[00:17:46] This isn't – I mean, yeah.

[00:17:48] Is it flexible?

[00:17:49] Sure.

[00:17:50] All of the above.

[00:17:51] But I'm still working my ass off.

[00:17:54] So anybody who would say, yeah, it's – no, I don't buy it.

[00:17:58] I don't buy it.

[00:18:00] Yeah, I don't buy it.

[00:18:00] But I could change – I could be swayed on that.

[00:18:04] And you probably will be.

[00:18:05] But going back into the office, you would have to pay me more.

[00:18:11] I'll never work.

[00:18:11] I'll never work in an office.

[00:18:13] Yeah.

[00:18:13] It'll never happen.

[00:18:14] I can do a hybrid thing, I think, for now.

[00:18:18] Nah.

[00:18:19] Yeah.

[00:18:19] Hybrid, like, as in, like, every couple weeks.

[00:18:21] Not every week.

[00:18:23] Hybrid is in office better be in the Caymans.

[00:18:28] But you would have to pay me more.

[00:18:30] Oh, 100%.

[00:18:31] I would look at it as more because commute, time out, all that stuff.

[00:18:35] Oh, yeah.

[00:18:36] Yeah.

[00:18:36] But I don't equate that the opposite way.

[00:18:38] I don't think that's in reverse.

[00:18:40] Just because I'm working at home, I should get less.

[00:18:42] No.

[00:18:43] Got it.

[00:18:44] Okay.

[00:18:45] So.

[00:18:45] Duly noted.

[00:18:46] Yeah.

[00:18:46] So, that's –

[00:18:48] My take on that.

[00:18:51] All right.

[00:18:51] You know smart recruiters, right?

[00:18:52] You've heard of these guys.

[00:18:53] I am indeed familiar.

[00:18:55] Yes.

[00:18:55] Yeah.

[00:18:55] We had a story on them, was it, last week or the week before with Rebecca taking over

[00:19:00] as CEO.

[00:19:01] Yep.

[00:19:01] And we said, you know, we haven't heard from smart recruiters in a while.

[00:19:06] Like, where have these –

[00:19:07] They've been flying under the radar.

[00:19:08] Yeah.

[00:19:08] Where have they been?

[00:19:10] So, if you haven't heard, you got to look these guys.

[00:19:13] I know you've heard.

[00:19:14] But if you're listening and you haven't heard, you need to go look up smart recruiters.

[00:19:18] You've got to see what they've done.

[00:19:20] I don't know what your thoughts are.

[00:19:21] You have a much better background in branding than I do.

[00:19:25] But, I don't know.

[00:19:26] There's something about Winston that they launched.

[00:19:29] Yeah.

[00:19:30] That I love.

[00:19:31] They launched it at HR Tech.

[00:19:33] Yeah.

[00:19:33] It's fun.

[00:19:34] It's playful.

[00:19:35] I love every – I love what it is, number one.

[00:19:38] So, I want to go through that.

[00:19:39] But just congrats to the team there because it's a really good launch for me.

[00:19:44] I think they hit the mark and they came out and they're doing something right now.

[00:19:48] So, one, it's about time.

[00:19:49] Two, I noticed something on the website this weekend.

[00:19:54] As you go down the site on the main page now, it says the first wave of functionalities.

[00:20:01] I think that's genius.

[00:20:03] The first wave of functionalities, right?

[00:20:05] They get it out, make a seismic wave, which they have over the – since they've launched.

[00:20:10] And make some noise.

[00:20:12] And then continue to roll it out.

[00:20:14] They're doing a really good job on this.

[00:20:16] Yeah.

[00:20:17] It's never done.

[00:20:18] Which is true.

[00:20:20] Yeah.

[00:20:21] Yeah, it is.

[00:20:21] I think they stole the show at HR Tech with that launch, that product launch.

[00:20:26] Yeah.

[00:20:27] Yeah.

[00:20:27] Yeah.

[00:20:28] And it's a very cool character.

[00:20:29] So, if you haven't seen it, guys, go check it out.

[00:20:31] But the first wave, just so you know, is intelligence scheduling.

[00:20:33] So, shift interviews.

[00:20:35] They're replacing no-shows, screening, conversational engagement.

[00:20:39] All the stuff we know that's there.

[00:20:42] But it's now Winston, right?

[00:20:44] And so, I went on to their site.

[00:20:45] Now, I know Winston is not the support.

[00:20:49] But I tried to pretend it was.

[00:20:51] And I started talking to it like Winston.

[00:20:53] And it told me – and I recorded it.

[00:20:55] So, I took a screenshot so you could actually see it.

[00:20:58] I didn't ask if it was Winston.

[00:21:00] I kept doing the things that Winston would do.

[00:21:02] Right.

[00:21:03] And it said to me, I'm sorry.

[00:21:05] I am not Winston.

[00:21:07] I am just your frontline support.

[00:21:08] I can get you in touch with.

[00:21:10] I think that was pretty cool.

[00:21:12] That was pretty cool.

[00:21:13] So, I was excited for that.

[00:21:14] So, anywho, that's my smart recruiter story for the day.

[00:21:19] Ryan, how polite should you be to the chatbot working alongside you?

[00:21:28] You must have been at my table last night while we were taking those shots because –

[00:21:32] No, no.

[00:21:33] No, no.

[00:21:33] My chatbot name is Kevin.

[00:21:35] I didn't name my chatbot.

[00:21:38] Really?

[00:21:39] No.

[00:21:39] Maybe I talked to him at some point.

[00:21:42] And Kevin came out.

[00:21:44] But Kevin is his name.

[00:21:46] I don't know why.

[00:21:47] But it's Kevin.

[00:21:48] Kevin, and I do say please and thank you.

[00:21:51] So, this is a Wall Street Journal article.

[00:21:54] So, definitely go look this up because it is funny because it gets at the heart of the matter of is the chatbot a slave, a servant, an almost human?

[00:22:05] Kevin.

[00:22:06] And as we know, chatbots and AI in general, they learn from us.

[00:22:10] Yeah.

[00:22:11] So, it begs the question, where do they learn civility?

[00:22:15] So, if you don't say please and thank you and all of those other types of things, does it get rude?

[00:22:24] Like, if we just treat it like, hey, motherfucker.

[00:22:27] Yeah.

[00:22:28] Hey, dickface, can you –

[00:22:29] Exactly.

[00:22:31] Like, I can see it being a little like, hey, hi.

[00:22:34] You treat me like that way?

[00:22:35] I treat you like this way.

[00:22:36] Yeah.

[00:22:38] So, anyhow, it's a fantastic article.

[00:22:41] And again, it's dealing with civility and it's dealing with how you interact with chatbots.

[00:22:46] Oh, that's interesting.

[00:22:47] I'm going to have to read that.

[00:22:48] You learn.

[00:22:48] Yeah, it's worth it.

[00:22:50] I'll have to read that.

[00:22:50] It actually is – I don't know if you do it, but I do.

[00:22:54] I do.

[00:22:55] I say, hey, thanks a lot.

[00:22:56] Appreciate it.

[00:22:57] Like, for no reason.

[00:22:58] Oh, I know.

[00:22:59] I know.

[00:23:00] Sometimes I feel dumb.

[00:23:01] I'm like, hey, thank you.

[00:23:02] That was great.

[00:23:03] Yeah.

[00:23:04] Like, there's ones and zeros on the other end of that.

[00:23:08] Yeah.

[00:23:08] They're not – yeah.

[00:23:09] But still.

[00:23:10] But there might not be, right?

[00:23:11] I mean, like, I'll tell you.

[00:23:13] When digital assistants become cost-effective for a two-person company, I want one.

[00:23:21] Like, I want a digital assistant right there looking at me all day and talking to me back

[00:23:26] and forth.

[00:23:27] Stop doing that.

[00:23:27] What are you doing?

[00:23:28] Who was it that we were talking with that had an assistant like that?

[00:23:32] Oh, it was a guy in Utah.

[00:23:35] Yeah.

[00:23:36] He's just right there.

[00:23:37] Oh, she was right there.

[00:23:38] But she was real.

[00:23:39] She was real.

[00:23:40] She was real.

[00:23:40] Yeah.

[00:23:41] Yeah.

[00:23:41] She took notes, all that type of stuff.

[00:23:43] Yeah.

[00:23:43] But I want a digital assistant like that that's actually humanoid.

[00:23:48] Yeah.

[00:23:48] Yeah.

[00:23:49] Yeah.

[00:23:49] Keeps you in line is what you need.

[00:23:51] Yeah.

[00:23:51] Yeah.

[00:23:52] Get back to work, homie.

[00:23:53] You're going to eat that?

[00:23:54] Are you sure you're going to eat that?

[00:23:55] Yes, I'm definitely going to eat it.

[00:23:58] All right.

[00:23:58] So this story here might be my last story for the day.

[00:24:03] All right.

[00:24:04] This is pretty stupid.

[00:24:07] Oh, my goodness.

[00:24:10] Bad touching, harassment, sex, violence, fraud, threats, all things that could have been avoided

[00:24:20] if you had Fama.

[00:24:24] Stop hiring dangerous people.

[00:24:27] Fama.io

[00:24:30] Dieser komplexe Finanzierungstalk ist ganz schön anstrengend.

[00:24:33] Ob ich mein Depot jemals angelegt kriege?

[00:24:35] Aber du hast doch schon ein Depot.

[00:24:37] Äh, nee.

[00:24:38] Doch, du hast das Vodafone Gigadepot.

[00:24:40] Ach, stimmt.

[00:24:41] Und da habe ich ja selbst in der Hand, wie groß mein Depot ist.

[00:24:44] Jetzt mit dem Vodafone Gigadepot und verbrauchtes Datenvolumen in den nächsten Monat mitnehmen.

[00:24:49] Go on im zuverlässigen 5G-Netz von Vodafone.

[00:24:52] Vodafone.

[00:24:53] Together we can.

[00:24:56] How do I say this?

[00:24:57] I like that when we set that up.

[00:24:58] We set that up with the expectation.

[00:24:59] This is the dumbest shit you ever hear.

[00:25:02] Literally.

[00:25:02] You should stop listening to the podcast right now.

[00:25:06] Literally, this is dumb shit.

[00:25:08] The Swiss court rules that employers do not have to pay employees for bathroom breaks, calls, or meals.

[00:25:19] I get it.

[00:25:19] Don't pay for lunch.

[00:25:22] Got it.

[00:25:22] What?

[00:25:23] Stepping out for 20 minutes at a time for a personal call.

[00:25:26] Pay for it on your own time.

[00:25:28] Going to the bathroom?

[00:25:29] Come on.

[00:25:30] Dude, the Swiss.

[00:25:31] Seriously.

[00:25:32] That's harsh.

[00:25:33] I'm not really sure how to talk.

[00:25:35] Like, don't eat and you won't have to take a shit.

[00:25:38] You get paid for not eating at work.

[00:25:40] So don't eat and don't go to the bathroom.

[00:25:42] So anyway, this decision came down three years after labor inspectors learned about the company's policy and expressed concern that it could be harmful to workers because they don't want to go to the bathroom for whatever amount of time.

[00:25:58] So they hold it in and then they get sick and they get blah, blah, blah, and all this stuff.

[00:26:03] Anyway, the court rules, that's cool.

[00:26:05] You don't have to pay them.

[00:26:06] However, they do need to make accommodations for women for certain situations and times of months and stuff like that.

[00:26:14] Yeah.

[00:26:15] Yeah.

[00:26:15] So they have to make accommodations for women.

[00:26:18] But that's it.

[00:26:19] Outside of that.

[00:26:21] So menstrual cycle.

[00:26:22] Okay.

[00:26:23] Someone having to take a big growler.

[00:26:27] No.

[00:26:27] Not okay.

[00:26:31] But here's my take on all that.

[00:26:33] First of all, it's a funny story.

[00:26:34] I'm glad you brought it up.

[00:26:35] But the thing is, here's what employees are doing.

[00:26:38] Here's what humans do.

[00:26:39] So you're not going to pay me.

[00:26:41] I need to use the restroom.

[00:26:42] Whatever that's going to take.

[00:26:43] Five, ten minutes.

[00:26:44] Whatever it is.

[00:26:46] You're not going to pay me for that?

[00:26:47] Totally get it.

[00:26:48] I'm going to slow down work.

[00:26:50] Mm-hmm.

[00:26:51] Okay.

[00:26:52] And yeah, that task that you gave me, it's an hour task.

[00:26:56] Not a problem.

[00:26:57] I'm going to take an hour and 15 minutes on that task.

[00:26:59] Yeah.

[00:26:59] I'm going to get my 15 minutes back.

[00:27:00] Because I'm going to get that 15 minutes back.

[00:27:02] That's how humans think.

[00:27:05] Taking that out of the system, it's like, you should just pay them.

[00:27:09] Because they're going to get that time.

[00:27:12] Yeah.

[00:27:12] One way or another.

[00:27:14] Yeah.

[00:27:14] I can tell you.

[00:27:15] So if they're going to the bathroom with their phone, they're in there for 40 minutes at a shot.

[00:27:19] All right.

[00:27:20] Well, then you put a restriction.

[00:27:21] Like, hey, guys.

[00:27:22] We can't be doing this.

[00:27:24] But I can tell you, this human wouldn't be working there.

[00:27:27] No.

[00:27:27] Hell no.

[00:27:28] No.

[00:27:29] No.

[00:27:30] No.

[00:27:31] All right.

[00:27:32] There's one for you.

[00:27:33] That's really funny for the week.

[00:27:34] Meta.

[00:27:35] Hmm.

[00:27:36] Fires employees for spending food allowances on personal items like acne pads and wine glasses.

[00:27:46] It's CNN.com.

[00:27:48] Definitely go read this story because it's just funny.

[00:27:51] Well, they got to put the liquid in something.

[00:27:53] Well, the thing is, is that, you know, of course, that begs a question like, define food.

[00:27:59] All right.

[00:28:00] I think it's just an excuse to lay off people.

[00:28:03] That's drastic.

[00:28:04] And maybe rein in some of the spending.

[00:28:07] Because, but like, a food allowance is a food allowance.

[00:28:10] Like, you know, we've all had food allowances before.

[00:28:13] So spending money on other stuff, like, probably, I'd love to know the process in which people went through.

[00:28:21] Yeah.

[00:28:21] Were they warned?

[00:28:22] Were they warned twice?

[00:28:23] Were they warned three times?

[00:28:24] And then they just kept doing it?

[00:28:27] Or not?

[00:28:28] Like, maybe, maybe it was just a policy.

[00:28:30] It's like, it's a food allowance.

[00:28:32] Like, food.

[00:28:33] If you had the allowance, you have the allowance.

[00:28:35] That's where I would get that.

[00:28:36] See, that's, that's how, that's how, that's how I read it, too.

[00:28:39] It's like, take the word food off.

[00:28:41] And you're giving employees an allowance.

[00:28:43] Okay.

[00:28:43] You have a per diem.

[00:28:44] Yeah.

[00:28:44] You have a per diem.

[00:28:44] Yeah, you have a per diem.

[00:28:45] Great.

[00:28:46] Spend it on whatever you want.

[00:28:47] It's a way for them to control the spend, but still offer the benefit.

[00:28:50] I get that.

[00:28:51] But I mean, you're not going to eat acne pads.

[00:28:53] I mean, that's kind of.

[00:28:56] That was the funniest part for me.

[00:28:57] It's like, they listed acne pads.

[00:28:59] I'm like, oh, well, that's definitely a younger person's game.

[00:29:05] I guess so.

[00:29:06] You get past 30 something and you're like, ah, acne.

[00:29:10] Fuck it.

[00:29:10] Who cares?

[00:29:11] Stop caring a long time ago.

[00:29:12] All right.

[00:29:13] There you go.

[00:29:14] Good story.

[00:29:14] Now, acquisitions?

[00:29:15] Acquisitions.

[00:29:16] Yeah.

[00:29:16] So I'm going to kick off with SHRM.

[00:29:18] So SHRM has assumed full ownership of something called CEO Action for Diversity and Inclusion from PwC.

[00:29:30] So this is interesting because it positions SHRM as a leader in shaping corporate D&I practices.

[00:29:39] I thought they got rid of diversity.

[00:29:41] Well.

[00:29:43] Wasn't that their bit?

[00:29:43] Point number.

[00:29:44] Yeah.

[00:29:45] Yeah.

[00:29:46] Yeah.

[00:29:46] Yeah.

[00:29:47] Like it's.

[00:29:47] So, yes.

[00:29:49] That's what we need to talk about.

[00:29:50] So it positions them as a leader in this space, leveraging the platform.

[00:29:55] Now, here, the platform's got 2,500 plus CEOs.

[00:30:00] So it's an established platform.

[00:30:02] Oh, that's cool.

[00:30:03] Yeah.

[00:30:03] So they'll have influence.

[00:30:05] They'll do their thing, et cetera, et cetera.

[00:30:07] But you're right.

[00:30:08] We need to talk about that.

[00:30:10] So if they're getting rid of D&I or diversity or however.

[00:30:15] Yeah.

[00:30:15] No, they got rid of the word diversity.

[00:30:16] Diversity.

[00:30:17] You're right.

[00:30:17] How do they take over a platform that is diversity?

[00:30:22] Well, first of all, I mean, we'd have to read it and find out.

[00:30:26] Yeah.

[00:30:27] I think it's inclusion.

[00:30:31] So they take the word diversity out.

[00:30:33] And they basically just make it inclusion.

[00:30:36] So now, PwC still might refer to it as D&I.

[00:30:41] Right.

[00:30:42] Or DEI or DEIV, whatever they want to do.

[00:30:45] Matt would refer to it as.

[00:30:46] But SHRM proper got rid of diversity to focus on inclusion.

[00:30:52] Right.

[00:30:52] I like, first of all, I like the idea that they're partnering with PwC and bridging that gap.

[00:30:57] And also putting stuff in front of CEOs about inclusion.

[00:31:01] Let's just take diversity off the table for a moment.

[00:31:03] That's the good part about this.

[00:31:05] Yeah.

[00:31:05] I mean, there's nothing wrong with belonging or inclusion at all.

[00:31:09] There's no counterargument to it.

[00:31:11] So, good for them.

[00:31:13] There you go.

[00:31:14] All right.

[00:31:14] Another acquisition.

[00:31:17] Retirement Plan Solutions Incorporated.

[00:31:20] That's R-P-S-I for those that follow this type of stuff.

[00:31:24] It was acquired by DFINITY, which also does retirement plans.

[00:31:29] This is on HarborviewAdvisors.com.

[00:31:32] They announced it.

[00:31:33] So this is a consolidation acquisition.

[00:31:35] Both firms, both products did roughly the same thing.

[00:31:40] Bigger fish.

[00:31:41] DFINITY, buy smaller fish.

[00:31:44] RPSI.

[00:31:45] And great acquisition.

[00:31:46] And it seems like they've been working to, as it reads, it seems like the teams have been working together for a while to make the acquisition work.

[00:31:54] So it's just another step in the gap.

[00:31:57] Yeah.

[00:31:57] Good for them.

[00:31:59] Are we on to research?

[00:32:00] Would you like some research?

[00:32:02] Yeah.

[00:32:02] I don't want to do research, but I'll listen to it.

[00:32:05] No, not at all.

[00:32:05] All right.

[00:32:06] Let me read this one to you.

[00:32:07] Ready?

[00:32:08] This is the R in BARF, by the way.

[00:32:11] So employees have noted that new hires who recently graduated from college are struggling with professionalism in areas like communication, receiving feedback, appropriate workplace conversation.

[00:32:24] So there's a recent intelligent.com survey.

[00:32:27] Of course, that's at intelligent.com.

[00:32:29] Eight in ten business leaders say recent college grads need workforce etiquette training.

[00:32:41] So, of course, this is fascinating to me.

[00:32:44] This is just the aftershocks of different definitions of what is etiquette and RTO.

[00:32:50] So now have you asked all these people to come back to the office, especially the younger generations?

[00:32:55] Fantastic.

[00:32:58] So let me give you three stats that kind of come from the report.

[00:33:02] First of all, it's a good survey and it's a good report.

[00:33:04] You should go look at it.

[00:33:04] But like I said, 81% of the business leaders say recent graduates need etiquette training.

[00:33:10] So that's just 81%.

[00:33:11] That's not a small number.

[00:33:15] Taking constructive criticism and understanding cell phone etiquette are the most significant.

[00:33:20] They have a bunch of bar graphs.

[00:33:22] And it just shows like all the things that all these young people do wrong.

[00:33:27] I'm feeling really fucking stupid right now.

[00:33:30] This is so great.

[00:33:30] Like I'm reading it.

[00:33:32] It's like it's just going and then like engagement was one, but it was the last one on the list.

[00:33:39] Like it's like it's you know, you start with, you know, like dress, the style of dress and things like that.

[00:33:46] So on one level, you think, OK, is this just one generation judging another generation with their social norms?

[00:33:53] I was just going to ask you that.

[00:33:56] Yeah.

[00:33:56] Like if we went back and looked for research that took place during our time graduating.

[00:34:03] Would there be similar research out there that says the same thing?

[00:34:08] These idiots are coming in the workforce and.

[00:34:11] 100%.

[00:34:11] Yeah.

[00:34:12] They don't know how bad we at it.

[00:34:14] So basically they're painting all recent graduates kind of the same brush.

[00:34:20] They need to understand what it is to work in a professional environment, which to your point could be said of every single graduating class ever.

[00:34:29] Right.

[00:34:30] Because that's you're not taught that in your undergraduate.

[00:34:33] Yeah.

[00:34:33] Well, I was actually taught business etiquette in my MBA.

[00:34:37] We had in all four semesters.

[00:34:39] We had an etiquette class.

[00:34:42] It's just our time to pitch.

[00:34:43] I didn't pay attention to most of it.

[00:34:45] Clearly.

[00:34:47] Clearly.

[00:34:48] I've seen you act.

[00:34:49] Don't talk about politics, sex, drugs, or religion.

[00:34:53] Stripper litter.

[00:34:54] I'm like, hmm.

[00:34:55] Stripper litter.

[00:34:56] Yeah.

[00:34:56] Let's talk a little bit more about that.

[00:34:58] So.

[00:34:59] So, yeah.

[00:35:00] But.

[00:35:00] Man.

[00:35:00] I didn't in my undergrad.

[00:35:02] I didn't.

[00:35:02] There was no etiquette training for art history majors.

[00:35:08] There should have been.

[00:35:09] All right.

[00:35:10] But the last thing on that is a majority of employers currently plan or currently or plan

[00:35:15] to offer etiquette training.

[00:35:19] So now.

[00:35:20] You just got out of college.

[00:35:22] You just graduated from Brown.

[00:35:24] Yeah.

[00:35:25] Yeah.

[00:35:25] Santa Clara, some great university.

[00:35:27] And all of a sudden.

[00:35:27] Now.

[00:35:28] You get on a job at JP Morgan.

[00:35:30] It's like.

[00:35:31] All right.

[00:35:31] You need to.

[00:35:33] This is how you shake a hand.

[00:35:37] You should.

[00:35:38] You should look somebody in the eye when you shake their hand.

[00:35:41] Okay.

[00:35:41] Strong grip.

[00:35:43] Good.

[00:35:43] Do that.

[00:35:43] Come to think of it.

[00:35:44] I.

[00:35:46] I didn't have etiquette training.

[00:35:48] I don't think you've ever had etiquette training.

[00:35:50] No.

[00:35:50] I don't have.

[00:35:51] Not.

[00:35:52] But I mean like as I.

[00:35:53] As I went into the workforce.

[00:35:54] I never had it.

[00:35:56] However.

[00:35:57] We kind of did.

[00:35:58] Yeah.

[00:35:59] You learned it through observation.

[00:36:00] We.

[00:36:00] Yeah.

[00:36:01] Yeah.

[00:36:01] They were very.

[00:36:02] I can look back now and there was a very specific.

[00:36:05] Things that were done.

[00:36:07] That were like.

[00:36:08] Gotcha.

[00:36:09] Picking it up.

[00:36:10] Frowned upon.

[00:36:11] Frowned upon.

[00:36:11] Yes.

[00:36:12] They never sat us down and said.

[00:36:14] Here's how you handle this.

[00:36:16] Yes.

[00:36:16] That they did for the customer portion.

[00:36:18] Right.

[00:36:18] Here's how you work with our clients.

[00:36:19] Oh yeah.

[00:36:20] Here's how you work with our customers.

[00:36:21] But internally.

[00:36:22] It was just.

[00:36:22] I mean.

[00:36:23] Common sense.

[00:36:24] Like.

[00:36:24] Don't hit people.

[00:36:25] Don't talk bad about people.

[00:36:27] Before college for me.

[00:36:28] Because I.

[00:36:28] I didn't go to college for four.

[00:36:30] Almost five years.

[00:36:30] First.

[00:36:32] After high school.

[00:36:33] And I worked for Walmart.

[00:36:34] And.

[00:36:35] And we wore dress shirts.

[00:36:37] So by the way it ties.

[00:36:38] We wore dress shirts and all that stuff.

[00:36:40] And I didn't know how to iron.

[00:36:42] For the first.

[00:36:43] I don't know.

[00:36:43] Two.

[00:36:44] Three years.

[00:36:45] So I.

[00:36:45] My.

[00:36:46] My version of.

[00:36:46] Of ironing.

[00:36:47] Was to throw a wet towel.

[00:36:50] Into the dryer.

[00:36:52] With the.

[00:36:53] With the.

[00:36:54] But down shirt.

[00:36:54] Not going to work.

[00:36:55] No.

[00:36:56] Yeah.

[00:36:57] Of course it didn't work.

[00:36:58] But you know.

[00:37:00] So like.

[00:37:01] I.

[00:37:02] Eventually.

[00:37:03] I had a peer.

[00:37:04] Actually.

[00:37:05] Talk to me about it.

[00:37:06] And just go.

[00:37:07] Yeah.

[00:37:07] You need to stop doing that.

[00:37:09] Yeah.

[00:37:09] We need to talk about deodorant.

[00:37:11] Yeah.

[00:37:12] No.

[00:37:12] No.

[00:37:13] I do have a story about that.

[00:37:14] In grad school in Arizona.

[00:37:16] We had a person that took that to a different level.

[00:37:19] We all had mailboxes.

[00:37:20] Mm.

[00:37:21] And people.

[00:37:22] It was a bit.

[00:37:23] Every week.

[00:37:24] People would put deodorant.

[00:37:25] In his mailbox.

[00:37:27] Oh.

[00:37:27] Jeez.

[00:37:29] So he came.

[00:37:30] I mean.

[00:37:30] It was a Native American studies.

[00:37:33] Mm-hmm.

[00:37:33] Master's degree.

[00:37:34] But it was really kind of funny.

[00:37:35] Because.

[00:37:36] Yeah.

[00:37:36] Like.

[00:37:36] It's open.

[00:37:37] It was those old cardboard mailboxes.

[00:37:39] You know.

[00:37:40] Yeah.

[00:37:40] Where it's kind of.

[00:37:40] Yeah.

[00:37:40] You get them at like.

[00:37:41] Office Depot or whatever.

[00:37:42] Mm-hmm.

[00:37:43] Mm-hmm.

[00:37:43] And so it had his name.

[00:37:45] Clearly.

[00:37:46] Written.

[00:37:47] And everyone would stick.

[00:37:49] You know.

[00:37:49] A bar.

[00:37:50] A secret.

[00:37:52] Something.

[00:37:53] Yeah.

[00:37:53] Just stick it in.

[00:37:54] Every week.

[00:37:55] Every week.

[00:37:56] Because you'd go get your mail.

[00:37:58] And all of a sudden.

[00:37:58] You'd look over at his.

[00:38:01] Yeah.

[00:38:01] And there's.

[00:38:02] There's some soap in there.

[00:38:03] It's like.

[00:38:04] Hey.

[00:38:04] They're sending you a message.

[00:38:05] Yeah.

[00:38:06] I'll tell you.

[00:38:06] Yeah.

[00:38:07] That's.

[00:38:08] It's actually a good story.

[00:38:09] Where are you on?

[00:38:10] To.

[00:38:11] You know.

[00:38:11] With etiquette.

[00:38:12] We.

[00:38:12] I mean.

[00:38:13] I have an irony.

[00:38:14] So when I worked with enterprise.

[00:38:15] A long time ago.

[00:38:16] I was late for work.

[00:38:18] Maybe less than five minutes.

[00:38:20] Right.

[00:38:20] Definitely less than five minutes.

[00:38:22] But I legitimately was ironing my shirt.

[00:38:24] Like.

[00:38:24] That's why I was late.

[00:38:25] I was ironing my shirt.

[00:38:26] It was wrinkled.

[00:38:28] And I.

[00:38:29] And I had to iron it.

[00:38:30] When I got in there.

[00:38:30] They were doing the morning meeting.

[00:38:31] And the guy asked me.

[00:38:33] He said.

[00:38:34] His name was John.

[00:38:34] And he asked me.

[00:38:35] Why are you late?

[00:38:36] And I.

[00:38:37] Said.

[00:38:38] I was ironing my shirt.

[00:38:39] And.

[00:38:39] He took that as I was being sarcastic.

[00:38:42] I was.

[00:38:42] No.

[00:38:42] I was telling the truth.

[00:38:43] I legitimately was ironing my shirt.

[00:38:45] He said.

[00:38:46] Don't be late again.

[00:38:47] I was like.

[00:38:48] Yeah.

[00:38:48] Point taken.

[00:38:49] Okay.

[00:38:49] Got it.

[00:38:49] Like that was my first intro into like.

[00:38:52] Yeah.

[00:38:52] Don't.

[00:38:53] Don't mess around.

[00:38:54] Iron the night before.

[00:38:55] Yeah.

[00:38:56] But I was telling the truth.

[00:38:58] 100% was telling the truth there.

[00:38:59] So.

[00:39:00] So.

[00:39:01] Anyhow.

[00:39:02] Have you.

[00:39:03] Do you have a digital twin?

[00:39:06] Or have you heard of a digital twin?

[00:39:08] I have not heard of a digital twin.

[00:39:09] Well you will now.

[00:39:11] Digital twins.

[00:39:13] Digital employees and agents everywhere.

[00:39:15] This is an article that I found on Josh Burson.

[00:39:19] Of all places.

[00:39:20] So this is actually a really very well written and interesting article.

[00:39:27] So it looks at the.

[00:39:29] The article looks at the growing role of AI in modern work.

[00:39:35] So not just schedulers and crap like that.

[00:39:38] Like this is.

[00:39:38] You know.

[00:39:39] AI.

[00:39:39] Real AI.

[00:39:40] Real things in the.

[00:39:42] You know.

[00:39:42] Modern work environment.

[00:39:43] Looks at how digital twins.

[00:39:45] Which.

[00:39:46] Just define it.

[00:39:47] Virtual.

[00:39:47] These are virtual models of the physical being.

[00:39:51] So.

[00:39:52] A replica of me.

[00:39:53] For whatever godly reason.

[00:39:55] You want to create an AI like me.

[00:39:57] Or you.

[00:39:58] Or a process.

[00:40:00] So the replica will be doing your work while you're fishing.

[00:40:03] No.

[00:40:03] But I wish.

[00:40:04] That would be amazing.

[00:40:06] I was about to say.

[00:40:07] I could see this working out.

[00:40:09] Hold up.

[00:40:10] This could work out.

[00:40:11] But it could be a process.

[00:40:13] It could be.

[00:40:14] Software.

[00:40:15] Anything.

[00:40:16] But it's a.

[00:40:17] It's a.

[00:40:17] It's a copy.

[00:40:18] A virtual.

[00:40:19] Model.

[00:40:20] Of the physical being.

[00:40:22] And.

[00:40:23] So the concept is why.

[00:40:24] This concept is widely used across.

[00:40:26] A lot of industries.

[00:40:27] But specifically.

[00:40:28] You know.

[00:40:28] Like healthcare.

[00:40:29] For example.

[00:40:30] To monitor equipment.

[00:40:31] Predict failures.

[00:40:32] And things like that.

[00:40:33] So if you watch.

[00:40:34] I think at Chicago Med.

[00:40:35] They have.

[00:40:36] The OR 2.0.

[00:40:37] Or whatever it's called.

[00:40:38] It's.

[00:40:38] It's an AI based.

[00:40:40] Operating room.

[00:40:41] Right.

[00:40:42] So these.

[00:40:42] These are the types of.

[00:40:43] Of things that.

[00:40:44] That are happening.

[00:40:45] Um.

[00:40:46] So.

[00:40:46] Anyhow.

[00:40:48] This is.

[00:40:48] Uh.

[00:40:49] So in HR and TA.

[00:40:50] This is kind of where.

[00:40:51] Where it comes back to us.

[00:40:52] A digital twin can.

[00:40:55] Refer to.

[00:40:56] A virtual representation.

[00:40:58] Of an employee.

[00:40:58] Or a business.

[00:40:59] Process.

[00:41:00] Okay.

[00:41:01] So this is.

[00:41:01] This then allows.

[00:41:02] Obviously HR teams.

[00:41:03] To simulate workforce.

[00:41:04] And predict future needs.

[00:41:05] And adjust recruitment strategies.

[00:41:07] On the fly.

[00:41:08] Which is actually pretty cool.

[00:41:09] But he's.

[00:41:09] He got some metrics here.

[00:41:10] That I wanted to throw out there.

[00:41:12] Okay.

[00:41:14] Efficiency gains.

[00:41:15] Up to 80%.

[00:41:16] By duplicating.

[00:41:17] Your person.

[00:41:18] Right.

[00:41:19] So this would be.

[00:41:19] You know.

[00:41:19] Having your.

[00:41:20] Your.

[00:41:20] Your twin.

[00:41:22] The adoption rate.

[00:41:23] Currently.

[00:41:24] This is.

[00:41:25] Oh.

[00:41:25] And I should.

[00:41:25] I should have said.

[00:41:26] This isn't like a.

[00:41:28] 30 year.

[00:41:29] This is now.

[00:41:29] This isn't like a 30 year thing.

[00:41:31] This is half.

[00:41:31] Flying cars.

[00:41:32] Yeah.

[00:41:32] So this is.

[00:41:34] 60% of large organizations.

[00:41:37] Are now.

[00:41:38] Integrating.

[00:41:39] Some form of this.

[00:41:41] Digital twin theory.

[00:41:43] Into their process.

[00:41:44] And by 2030.

[00:41:46] It's predicted that.

[00:41:47] 50% of large companies.

[00:41:48] Will rely on.

[00:41:50] AI driven.

[00:41:51] Digital employees.

[00:41:52] To handle.

[00:41:53] All the stuff.

[00:41:54] We know of today.

[00:41:55] Administrative tasks.

[00:41:56] Improving productivity.

[00:41:57] Etc.

[00:41:57] Yada yada.

[00:41:57] Stuff that we should have never been doing.

[00:42:00] Exactly.

[00:42:00] Getting it off our desk.

[00:42:01] Exactly.

[00:42:02] But digital twins.

[00:42:04] Keep it in the back.

[00:42:05] Keep it in the front of your head.

[00:42:06] Because it's here.

[00:42:06] It's happening.

[00:42:07] It's isn't like.

[00:42:08] Pie in the sky stuff.

[00:42:10] But I want one.

[00:42:12] Yeah.

[00:42:12] Totally understand.

[00:42:13] Christmas is around the corner.

[00:42:15] Yeah.

[00:42:15] Give me a digital twin.

[00:42:18] I get you a digital something else.

[00:42:20] Yeah.

[00:42:20] All right.

[00:42:21] So.

[00:42:22] Headline goes.

[00:42:23] Tapping into today's.

[00:42:25] Tech talent.

[00:42:26] Annual report by.

[00:42:27] Indeed.

[00:42:28] Indeed does.

[00:42:29] Indeed.com.

[00:42:31] Forward slash lead.

[00:42:31] You can see it.

[00:42:33] This is a report that they do.

[00:42:34] Annual.

[00:42:35] So.

[00:42:36] I'm fascinated.

[00:42:38] With historical.

[00:42:40] Tech talent.

[00:42:41] And how they define.

[00:42:43] Tech talent then.

[00:42:44] And now.

[00:42:45] You know.

[00:42:46] It's really easy.

[00:42:46] When someone's.

[00:42:47] You know.

[00:42:47] Coding and writing in Java.

[00:42:49] Have a.

[00:42:50] And they kind of come up through a CS degree.

[00:42:53] And learn C++.

[00:42:54] And SQL.

[00:42:55] And all those things.

[00:42:56] Like it.

[00:42:56] You can see the path.

[00:42:58] Now all of a sudden.

[00:42:59] You have all this disruption with AI.

[00:43:00] And gen AI.

[00:43:01] Where.

[00:43:01] You don't have to actually take that path.

[00:43:04] To code.

[00:43:05] To do some.

[00:43:06] Some of these things.

[00:43:07] So.

[00:43:08] I think it's going to be really interesting.

[00:43:09] For Indeed.

[00:43:09] To track these things in the future.

[00:43:11] As to.

[00:43:12] What is tech talent.

[00:43:14] But yeah.

[00:43:14] Let me give you three things.

[00:43:15] So first of all.

[00:43:16] Go look at the study.

[00:43:17] Because they do it every year.

[00:43:18] And they also compare it to previous years.

[00:43:20] So it's got a.

[00:43:22] Lot of cool numbers in it.

[00:43:25] 75%.

[00:43:25] I'll give you three.

[00:43:27] 75% of tech talent.

[00:43:29] Who add.

[00:43:30] Or update their resume.

[00:43:31] On Indeed.

[00:43:32] Are actively searched for jobs.

[00:43:34] Okay.

[00:43:35] Makes sense right.

[00:43:36] That tracks.

[00:43:36] If you don't take the time to do it.

[00:43:38] You should be.

[00:43:39] I want to take a break.

[00:43:40] Real quick.

[00:43:41] Just to let you know.

[00:43:42] About a new show.

[00:43:43] We've just added.

[00:43:44] To the network.

[00:43:45] Up next at work.

[00:43:47] Hosted by Gene and Kate Akil.

[00:43:49] Of the Devin Group.

[00:43:51] Fantastic show.

[00:43:52] If you're looking for something.

[00:43:54] That pushes the norm.

[00:43:55] Pushes the boundaries.

[00:43:56] Has some really spirited conversations.

[00:43:59] Google.

[00:44:00] Up next at work.

[00:44:02] Gene and Kate Akil.

[00:44:04] From the Devin Group.

[00:44:07] Right.

[00:44:09] 96% of tech job seekers.

[00:44:12] Apply to multiple companies.

[00:44:15] Jax.

[00:44:15] Yeah.

[00:44:16] Yeah.

[00:44:16] If I'm applying to one.

[00:44:18] Then I'm applying to 18.

[00:44:19] Yeah.

[00:44:20] Done.

[00:44:20] Done.

[00:44:21] There's got to be some type of thing.

[00:44:23] That's basically.

[00:44:23] I'm unhappy with.

[00:44:24] At work.

[00:44:25] Right.

[00:44:26] I'm now going to go.

[00:44:27] And update my resume.

[00:44:29] On Indeed.

[00:44:29] You know.

[00:44:30] Whatever.

[00:44:30] And now I'm going to apply jobs.

[00:44:32] Right.

[00:44:32] Well if I'm applying to one.

[00:44:33] Yeah.

[00:44:34] Let's apply to a couple.

[00:44:35] 76% of respondents reported researching companies before applying.

[00:44:41] So if you're applying to multiple jobs as 96% are.

[00:44:45] You're also.

[00:44:46] You're researching that company.

[00:44:49] So.

[00:44:50] I don't.

[00:44:50] That number seems very high to me.

[00:44:52] See.

[00:44:53] I had a reaction too.

[00:44:55] First of all.

[00:44:56] If you're applying to a company.

[00:44:58] You're going to go low.

[00:44:59] Which I think is.

[00:45:01] Which.

[00:45:01] I want to hear what you.

[00:45:03] What you have to say that.

[00:45:04] I wouldn't apply to a job that I haven't researched.

[00:45:09] So again.

[00:45:09] I'm not the audience.

[00:45:11] So I'm not in tech talent.

[00:45:13] And all that stuff.

[00:45:13] So I'm not.

[00:45:14] Say this stat again.

[00:45:15] Say that maybe I misunderstood it.

[00:45:16] Okay.

[00:45:17] So.

[00:45:17] 75% of tech talent.

[00:45:19] Who update their LinkedIn profile.

[00:45:23] Are active job seekers.

[00:45:25] Right.

[00:45:25] To 96% of tech jobs.

[00:45:28] Job seekers apply to multiple companies.

[00:45:31] 76% of respondents.

[00:45:34] Reported.

[00:45:35] Researching companies.

[00:45:36] Before applying.

[00:45:38] I would think that number.

[00:45:39] Would be half of that.

[00:45:41] And I'll tell you why.

[00:45:43] Because.

[00:45:43] When you apply to a job.

[00:45:45] Okay.

[00:45:46] It's kind of like the Amazon effect.

[00:45:48] Right.

[00:45:48] You're playing the numbers game.

[00:45:50] Well.

[00:45:50] Well.

[00:45:51] That.

[00:45:51] And.

[00:45:52] It's like.

[00:45:52] Okay.

[00:45:53] Other.

[00:45:53] Other customers also bought this.

[00:45:56] Yeah.

[00:45:56] Right.

[00:45:57] So you apply to a job.

[00:45:59] Here's five more jobs.

[00:46:00] Just like this.

[00:46:00] I didn't research this shit.

[00:46:02] I'm like.

[00:46:03] Oh.

[00:46:03] It's just like this.

[00:46:05] Click.

[00:46:05] Click.

[00:46:05] Click.

[00:46:06] So I think.

[00:46:07] I think that's a.

[00:46:08] I don't think people are being truthful there.

[00:46:11] I think.

[00:46:11] Wow.

[00:46:12] I don't think they're being truthful there.

[00:46:13] Because they're.

[00:46:14] They're.

[00:46:14] If they're applying for 18 jobs.

[00:46:16] Let's just say 18 jobs.

[00:46:17] Yeah.

[00:46:17] You've got to go.

[00:46:18] I would go research 18 companies.

[00:46:21] That's a lot of time.

[00:46:23] I.

[00:46:23] Well.

[00:46:24] Begs the question.

[00:46:25] Where's that time coming from?

[00:46:28] That's why they're not.

[00:46:28] They're not researching.

[00:46:30] If true.

[00:46:31] First of all.

[00:46:31] You could be right.

[00:46:33] Of course.

[00:46:33] But if true.

[00:46:34] I think they're doing it at work.

[00:46:37] No.

[00:46:38] They're going to the bathroom at work.

[00:46:41] Researching on the toilet.

[00:46:42] And they come home on their day off.

[00:46:44] On their hybrid day.

[00:46:45] And if they're in Switzerland.

[00:46:47] They're not getting paid for baby.

[00:46:49] Yeah.

[00:46:50] No.

[00:46:50] I think they're lying about that.

[00:46:52] Not indeed.

[00:46:53] I think the people are lying.

[00:46:54] Yeah.

[00:46:54] No.

[00:46:55] It's just stats.

[00:46:56] But still.

[00:46:57] Go take a look at that report.

[00:46:58] They do it annually.

[00:46:59] You can also see.

[00:47:00] Kind of the bars and drafts of.

[00:47:02] Yesterday.

[00:47:03] Or last year.

[00:47:03] And all that stuff.

[00:47:04] So it's very cool.

[00:47:05] They always do a great job.

[00:47:06] I will try to check that one out.

[00:47:08] This one.

[00:47:10] It's not really research.

[00:47:11] But it's a case study.

[00:47:13] Okay.

[00:47:14] But I won't necessarily mention the software.

[00:47:16] Behind this.

[00:47:17] But the numbers floored me.

[00:47:19] I was reading an article on 7-Eleven.

[00:47:23] About their hiring challenges.

[00:47:25] And so.

[00:47:26] They get a whole lot of employee.

[00:47:29] Applications come through.

[00:47:30] But they couldn't make the hires.

[00:47:32] Right.

[00:47:32] They just.

[00:47:33] They couldn't make the hires.

[00:47:34] They hire 112,000 people annually.

[00:47:38] That's a lot of people.

[00:47:40] And when you're losing.

[00:47:43] 7 out of 10.

[00:47:44] 8 out of 10 applications.

[00:47:46] At that volume.

[00:47:47] That's churn.

[00:47:48] That's churn.

[00:47:49] Yeah.

[00:47:49] Like.

[00:47:49] How do you make.

[00:47:50] You need.

[00:47:51] A million applications.

[00:47:53] Yeah.

[00:47:54] Just to funnel.

[00:47:55] Just to get there.

[00:47:56] Right.

[00:47:56] So how do you do that?

[00:47:58] And so.

[00:47:58] What they found is that.

[00:48:00] Their.

[00:48:01] Their process was just crap.

[00:48:03] It took them.

[00:48:04] Roughly.

[00:48:05] 10 days.

[00:48:07] To get back.

[00:48:08] These are all mobile.

[00:48:10] Yes.

[00:48:11] Mobile first.

[00:48:12] Younger-ish people.

[00:48:13] Yeah.

[00:48:13] Yeah.

[00:48:14] They want to know right then.

[00:48:14] Yeah.

[00:48:15] Do I have a job?

[00:48:15] So.

[00:48:16] So.

[00:48:16] So.

[00:48:17] So apply to.

[00:48:18] Apply to a job.

[00:48:19] A 7-Eleven.

[00:48:20] And around 10 days.

[00:48:22] You're going to get a response back.

[00:48:24] 10 days later.

[00:48:25] I'm on to something else.

[00:48:26] Sorry.

[00:48:26] You must be.

[00:48:27] Well forget something else.

[00:48:28] Here's what they found.

[00:48:29] So.

[00:48:30] People that apply to 7-Eleven.

[00:48:33] On average.

[00:48:34] Apply to roughly 14 other jobs.

[00:48:37] In the local area.

[00:48:39] Yeah.

[00:48:39] Similar jobs in that area.

[00:48:41] Right.

[00:48:41] A lot of people that work at the convenience store.

[00:48:44] Don't necessarily drive.

[00:48:45] They're either taking public transportation or walking.

[00:48:48] So.

[00:48:48] Yeah.

[00:48:49] So they're applying in that radius.

[00:48:51] Their average time to hire was three to four days.

[00:48:56] The.

[00:48:56] The other companies.

[00:48:57] Not 7-Eleven.

[00:48:59] Right.

[00:48:59] Yeah.

[00:49:00] Right.

[00:49:00] Right.

[00:49:00] Right.

[00:49:00] So that's crazy.

[00:49:01] The comparison is they could make a decision that fast.

[00:49:04] Right.

[00:49:04] And.

[00:49:05] 7-Eleven.

[00:49:06] They're stalled in the.

[00:49:08] Yeah.

[00:49:09] So.

[00:49:10] So now.

[00:49:10] So now what they've.

[00:49:12] They've.

[00:49:12] They've brought in some AI tech and chat bots.

[00:49:15] And automated scheduling.

[00:49:16] And all that stuff.

[00:49:17] So now they've automated.

[00:49:19] 95 percent.

[00:49:20] Of their hiring process.

[00:49:22] There is not a human involved.

[00:49:24] Oh.

[00:49:25] That's cool.

[00:49:25] Up until the point of.

[00:49:27] Physically interviewing.

[00:49:28] Interviewing them.

[00:49:29] Prior to that.

[00:49:30] All the scheduling.

[00:49:31] The pre-screening.

[00:49:32] The pre-interview.

[00:49:33] All done through chat bots.

[00:49:35] Etc.

[00:49:36] Etc.

[00:49:36] Etc.

[00:49:38] So 85 percent of the applicants though.

[00:49:40] Are confirmed within the first hour.

[00:49:43] After applying now.

[00:49:44] That's cool.

[00:49:45] For an interview.

[00:49:47] Tell us the tech.

[00:49:48] Well why are you keeping it secret?

[00:49:49] It's Rita.

[00:49:51] Paradox.

[00:49:52] So.

[00:49:52] Oh that's cool.

[00:49:53] Yeah.

[00:49:54] I thought that was Olivia.

[00:49:55] But.

[00:49:56] But.

[00:49:56] Yeah.

[00:49:56] They're calling it Rita.

[00:49:58] So I don't know.

[00:49:58] Well actually.

[00:49:59] For hourly.

[00:50:00] Yeah.

[00:50:00] Yeah.

[00:50:00] Yeah.

[00:50:01] And I could be.

[00:50:02] It's just.

[00:50:03] It's just.

[00:50:03] It uses Rita.

[00:50:04] Yeah.

[00:50:04] Okay.

[00:50:05] But it's Paradox.

[00:50:06] And so.

[00:50:06] That's cool.

[00:50:07] Good for Paradox.

[00:50:07] I mean that's.

[00:50:08] That's an amazing case study.

[00:50:10] And I was reading the article.

[00:50:12] And the more I got in.

[00:50:12] I'm like.

[00:50:13] Yeah.

[00:50:13] This is kind of research.

[00:50:14] Dude that's significant.

[00:50:15] Yeah.

[00:50:16] That's.

[00:50:16] That is.

[00:50:16] That's not a little bit.

[00:50:18] That's fascinating.

[00:50:19] Yeah.

[00:50:20] First of all.

[00:50:20] I'm going to.

[00:50:21] Congratulations 7-Eleven too.

[00:50:22] Yeah.

[00:50:23] Yeah.

[00:50:23] Yeah.

[00:50:23] So I'm going to reach out to their.

[00:50:24] To their.

[00:50:25] Talent.

[00:50:26] Talent woman there.

[00:50:27] Because.

[00:50:27] She's done a phenomenal job.

[00:50:28] And I think we need to.

[00:50:29] We need to.

[00:50:30] Have her on practitioner quarter.

[00:50:31] Mm-hmm.

[00:50:32] All right.

[00:50:32] Good call.

[00:50:33] All right.

[00:50:34] Let me.

[00:50:34] Last research.

[00:50:35] Which 89.4% of women say.

[00:50:39] That benefits.

[00:50:40] Work benefits.

[00:50:41] Don't cover what they need.

[00:50:42] For paramenopause.

[00:50:44] This is.

[00:50:46] Hellobonafide.com.

[00:50:48] So you can go read.

[00:50:49] The study.

[00:50:50] It's the state of menopause.

[00:50:51] 2024.

[00:50:52] Is the study.

[00:50:54] We.

[00:50:55] Men.

[00:50:56] Don't talk enough about menopause.

[00:50:58] Some of it's.

[00:50:59] Because we're men.

[00:51:00] And we just don't go through it.

[00:51:01] So we don't know.

[00:51:02] How.

[00:51:03] Life-changing it is.

[00:51:04] Secondly.

[00:51:06] There still seems to be a hint of.

[00:51:09] Taboo.

[00:51:10] I don't think there should be.

[00:51:11] But.

[00:51:12] Let me give you two stats.

[00:51:14] I mean.

[00:51:15] We'll.

[00:51:16] We'll talk a little bit about it.

[00:51:17] 44% of women said their careers were impacted by.

[00:51:20] Perimenopause.

[00:51:22] Symptoms.

[00:51:23] Half.

[00:51:23] Let's just.

[00:51:24] I like to round up.

[00:51:25] Like on that one.

[00:51:26] If.

[00:51:27] Half.

[00:51:27] Women.

[00:51:28] That went through this.

[00:51:29] That go through this.

[00:51:30] They feel like their careers have been impacted.

[00:51:33] Like.

[00:51:34] It doesn't matter if that's true or not.

[00:51:36] Just the perception.

[00:51:37] That that would be true.

[00:51:39] Is horrendous.

[00:51:40] The others.

[00:51:41] On the opposite side.

[00:51:42] 2.2% of women are very satisfied.

[00:51:45] With the resources their employer.

[00:51:47] Provides.

[00:51:48] Addressing.

[00:51:49] Perimenopause.

[00:51:50] That's.

[00:51:50] So that's.

[00:51:51] Yeah.

[00:51:51] That's a fail.

[00:51:52] That's a fail.

[00:51:53] Like.

[00:51:53] The opposite.

[00:51:55] Right.

[00:51:55] 97.

[00:51:55] There's nothing else to talk about there.

[00:51:56] I mean it's.

[00:51:57] Yeah.

[00:51:58] So.

[00:51:59] You know.

[00:52:00] The thing that.

[00:52:00] You know.

[00:52:01] Michael's.

[00:52:02] Ben is going through menopause.

[00:52:04] Whatever the bit is.

[00:52:05] And.

[00:52:06] Man.

[00:52:07] It's.

[00:52:07] It's.

[00:52:07] You know.

[00:52:08] Heat sweats.

[00:52:09] And cold.

[00:52:10] Just all kinds of.

[00:52:11] Your body is just going through all kinds of crazy shit.

[00:52:14] And women are suffering silently.

[00:52:17] And.

[00:52:18] You know.

[00:52:19] Benefits.

[00:52:20] Benefit providers.

[00:52:21] Like.

[00:52:22] Look.

[00:52:22] If you.

[00:52:22] Especially if your workforce.

[00:52:24] As of that demographic.

[00:52:27] It should absolutely be a benefit.

[00:52:28] Right.

[00:52:29] There's.

[00:52:29] There's too many things out there.

[00:52:31] That.

[00:52:32] That you could do to help.

[00:52:33] So.

[00:52:34] Anyhow.

[00:52:35] Yeah.

[00:52:35] When I see.

[00:52:36] When I see stats.

[00:52:37] When I see stats.

[00:52:37] Usually in studies.

[00:52:38] That are really large.

[00:52:39] Or really low.

[00:52:40] It gets me to look deeper.

[00:52:41] What the hell is going on here?

[00:52:43] First of all.

[00:52:43] Like.

[00:52:44] What.

[00:52:44] Why is this high or low.

[00:52:45] Or whatever.

[00:52:46] Why is it that way?

[00:52:47] So.

[00:52:47] There you.

[00:52:48] Check it out.

[00:52:49] Oh yes.

[00:52:50] Time for some.

[00:52:50] Funding.

[00:52:52] This is the F.

[00:52:53] For those listening and watching.

[00:52:54] This is the F in the barf.

[00:52:56] Irish HR tech.

[00:52:58] Startup.

[00:52:59] Work Sense.

[00:53:00] Ryan.

[00:53:01] That is spelt.

[00:53:02] W.

[00:53:02] R.

[00:53:03] K.

[00:53:03] They copied us.

[00:53:05] Sense.

[00:53:06] Secures.

[00:53:08] 825 K.

[00:53:10] And euros.

[00:53:11] In funding.

[00:53:12] So.

[00:53:13] I got this on.

[00:53:13] Staffing.

[00:53:14] Staffing.

[00:53:15] Dot com.

[00:53:16] Work.

[00:53:17] W.

[00:53:17] R.

[00:53:17] K.

[00:53:17] Hella cool.

[00:53:19] More about Work Sense.

[00:53:20] Okay.

[00:53:20] So what their goal is to empower recruitment agencies to enhance client relationships by

[00:53:26] automating administrative tasks so that they can focus on delivering more personalization

[00:53:31] and a high touch.

[00:53:34] So it's just like what you just talked about with the bots.

[00:53:37] Right.

[00:53:38] Taking some of this stuff up.

[00:53:39] Work Sense.

[00:53:40] Yeah.

[00:53:40] Is doing that for the staffing industry in particular.

[00:53:44] Staffing agencies.

[00:53:45] So welcome to the Work Family.

[00:53:48] Work Sense.

[00:53:48] There we go.

[00:53:49] We're cousins.

[00:53:50] That's right.

[00:53:51] That's right.

[00:53:52] All right.

[00:53:53] Beam Benefits.

[00:53:54] They took in 40 million growth capital for expansion.

[00:54:00] So funding here is for three things.

[00:54:03] One, modernizing their platform.

[00:54:06] Two, product development.

[00:54:07] And three, scaling.

[00:54:09] Right?

[00:54:09] Obvious stuff.

[00:54:10] So they are currently in 44 states.

[00:54:16] They are not global.

[00:54:18] They are U.S.-based only.

[00:54:21] Right.

[00:54:22] It's on the four walls.

[00:54:23] Yeah.

[00:54:23] And they essentially, they focus on the ancillary benefits.

[00:54:27] So think dental, vision, life, disability, things like that.

[00:54:32] They didn't mention any plans to expand globally at this time.

[00:54:36] I looked and I looked in a number of places.

[00:54:38] They're just focusing on getting to-

[00:54:41] What are the six states that they're not in?

[00:54:42] What's your guess?

[00:54:43] Good.

[00:54:45] My guess?

[00:54:47] I don't know.

[00:54:48] Let's go with North Dakota.

[00:54:51] I think it's population-based.

[00:54:53] Yeah.

[00:54:53] Two point.

[00:54:54] It seems, it's not just Alaska and Hawaii.

[00:54:57] Okay.

[00:54:57] Cut those two.

[00:54:58] Yeah.

[00:54:59] Now you're down to 48.

[00:54:59] They're in the big ones.

[00:55:00] Yeah.

[00:55:01] So, but they made that decision.

[00:55:05] Yeah.

[00:55:05] Someone made that decision over time.

[00:55:07] Look, if you're only missing a couple of states, I mean, come on.

[00:55:13] Get there.

[00:55:13] Do it.

[00:55:14] You got the major ones.

[00:55:15] Now you got the money to do it.

[00:55:16] Go to North Dakota.

[00:55:18] I don't know if North Dakota is already covered, but I'm just saying.

[00:55:20] There you go.

[00:55:22] Fully Ramped raises $2.3 million to train sales reps faster with AI.

[00:55:29] This was fantastic reading.

[00:55:31] So this is sleepsavvymagazine.com.

[00:55:34] Goes into a whole bit on how they're using AI to do two things.

[00:55:41] One, AI and training.

[00:55:43] So salespeople training.

[00:55:44] So instead of kind of the old sales training kind of modules and things like that, they're going to have AI train you to do sales.

[00:55:54] Okay.

[00:55:54] Second is they provide sales role play.

[00:56:00] So the kind of one of the best trainings that I've ever had on the sales side was actually role play.

[00:56:06] You know, you get the phone, you're the customer, you're the prospect.

[00:56:09] I'm selling you and we flip it.

[00:56:11] And, and just like being in a room and going through that actually was great training.

[00:56:15] Yeah.

[00:56:16] AI is now going to do that.

[00:56:17] Yeah.

[00:56:18] I would prefer AI in a heartbeat.

[00:56:20] I hated role playing when I, I can, like I, I'm, I'm feeling my heart's pounding right now.

[00:56:27] I just remember going to Boise.

[00:56:29] We were in Boise, Idaho for two weeks and it's all we did was sales training for Boise Cascade.

[00:56:36] And we literally for two weeks, it was role playing after role play after role play.

[00:56:41] And I just, I couldn't do it.

[00:56:44] Dude, I loved it.

[00:56:44] Like I did it, but like I, I was chocked full of anxiety.

[00:56:47] Like I'm like, oh my God, what am I going to do?

[00:56:50] Every time I've ever done it, I've just treated it as improv, just comedy.

[00:56:54] Yeah.

[00:56:54] I wasn't good with that.

[00:56:55] I was not.

[00:56:56] I mean, I could sell my ass off and I was doing good.

[00:56:59] Yeah.

[00:56:59] But I just, I just couldn't do it.

[00:57:01] Like it's just, it's not real.

[00:57:02] So you're telling me that you don't have any budget.

[00:57:04] That's, you know, first of all, congratulations.

[00:57:06] It's not a big deal.

[00:57:07] All right.

[00:57:07] So I just.

[00:57:09] I guess.

[00:57:09] I'm listening to what you say and then I'm just like, ah, fuck it.

[00:57:13] No, it's not, not for real.

[00:57:14] Nope.

[00:57:15] So great.

[00:57:16] All right.

[00:57:16] What do you got?

[00:57:16] Anyhow.

[00:57:17] All right.

[00:57:17] Gladia secures $16 million to advance their AI transcription and analytics service.

[00:57:26] So this is a company that is focusing on real time transcription and multilingual voice text to recognition abilities.

[00:57:38] So.

[00:57:38] That's cool.

[00:57:38] Yeah.

[00:57:39] And that's the reason why this company was founded.

[00:57:41] They were having issues with their accents and coming, you know, English, not as a first language, which I guess I never really.

[00:57:50] Maybe this is just short said on my, on my side.

[00:57:52] Yeah.

[00:57:53] I just assumed if you're in Germany and you're speaking German.

[00:57:57] Well, you would use a transcription that would pick up German accents.

[00:58:04] Right.

[00:58:04] It never really dawned on me that it, you know, there was an issue with that.

[00:58:08] I just figured it worked.

[00:58:10] But apparently it doesn't.

[00:58:12] And so this is what they're doing.

[00:58:14] They're, they're using that money to scale that and get really deep in the product and, and make it better.

[00:58:19] Yeah.

[00:58:20] Yeah.

[00:58:20] That's cool.

[00:58:21] Yeah.

[00:58:21] I've got another one down that's going to be similar to that.

[00:58:24] So.

[00:58:25] Okay.

[00:58:26] Very cool.

[00:58:27] All right.

[00:58:28] Fable.

[00:58:29] If you're not been following Fable, the company, it, it raised 25 million, but basically it adds cognitive and hearing impairments to its accessibility tools.

[00:58:40] So they're all about what Fable's all about is about accessibility, you know, and, and getting, getting tools out to people.

[00:58:47] So I found this on techcrunch.com.

[00:58:50] So you can go into techcrunch, type in Fable, and they'll have multiple stories because this is a series B for them.

[00:58:56] But this is inclusion.

[00:58:58] Like these people are actually working on tools using AI and engineering and things like that to then help people with disabilities and accessibility be workers.

[00:59:11] So it's absolutely fantastic.

[00:59:13] I've read about them before, uh, a while back just kind of caught them some randomly, random bit.

[00:59:19] And I'm like, Oh, that's cool.

[00:59:20] That's dope.

[00:59:21] Company cares about, you know, blind and hearing.

[00:59:23] All right.

[00:59:24] Yeah, that's cool.

[00:59:24] We'll keep doing that.

[00:59:25] Uh, but they, this is, this is, they're going to go deeper into cognitive, which is learning differences and things like that.

[00:59:33] Some of the things like dyslexia, dysgraphia and stuff like that.

[00:59:36] So congratulations to Fable.

[00:59:38] It's a fantastic read.

[00:59:40] Uh, go take a look at the company, but also kind of what they're doing.

[00:59:43] All right.

[00:59:44] So this one gets back to what you just said.

[00:59:46] This is London based neurophonic.

[00:59:49] That's N-E-U, phonic.

[00:59:52] Neuphonic.

[00:59:52] Yeah.

[00:59:53] Yeah.

[00:59:53] Raises, uh, 3.5 million in euros.

[00:59:57] That's probably almost 4 million is to transform voice AI with text to speech solution.

[01:00:07] So this is fantastic.

[01:00:09] This is on EU startups.com and it's EU dash startups.com.

[01:00:14] So what they've said, and I'm fascinated by this.

[01:00:19] It's the world's fastest text to speech technology.

[01:00:25] That sold it to me.

[01:00:26] Right.

[01:00:27] I hate the delay, the latency.

[01:00:28] I hate it.

[01:00:29] I absolutely.

[01:00:30] I know.

[01:00:31] I know.

[01:00:31] I knew you would love this when I, when I read it.

[01:00:33] I'm like, cause I hate that too.

[01:00:35] I'm like, I just said something or I just did something and it's like dot, dot, dot, dot,

[01:00:40] dot, dot, dot, dot.

[01:00:41] I'm like, ah, well, the world's fastest text to speech technology.

[01:00:47] Uh, neurophonic, take a look at them, reduces rate, uh, latency.

[01:00:53] That's its whole bit.

[01:00:55] So congratulations to that.

[01:00:57] There you go.

[01:00:58] No latency.

[01:00:59] So, okay.

[01:01:00] Last one for me is zeal.

[01:01:02] Uh, they took a series B 15 million in funding.

[01:01:06] Uh, so this is a platform that focuses on, uh, staffing gig work, uh, ERO PEO stuff.

[01:01:14] Um, this isn't, this isn't an entirely unique concept, right?

[01:01:19] There's other companies that, that offer payroll solutions, but zeal's positioning themselves

[01:01:26] as obviously doing it better, but specifically with their ability for customization.

[01:01:32] It's native mobile and their verification process.

[01:01:36] So I don't know much about these guys, but they did take in 15 million in a series B.

[01:01:41] So congratulations to you.

[01:01:42] So they, they call it modern payroll.

[01:01:45] Modern payroll.

[01:01:46] What I found fascinating about that is like, well, what's, what's the definition of modern

[01:01:49] payroll?

[01:01:50] Right.

[01:01:51] So the definition according to zeal is being able to pay every type of worker.

[01:01:57] Right.

[01:01:57] So if it's gig work, great.

[01:01:59] Got you.

[01:01:59] If it's offshore, near shore, agency, full-time, part-time.

[01:02:03] Cool.

[01:02:04] Got it.

[01:02:04] Got you.

[01:02:05] We can pay you any way you want to be W2, W9.

[01:02:08] Got it.

[01:02:08] Whatever.

[01:02:09] And it's global.

[01:02:10] And it's also a white label.

[01:02:13] So you can get it white label.

[01:02:14] The white label PM.

[01:02:15] And put it into another solution.

[01:02:17] So I'm still not sure of the modern, because they did position themselves against ADP and

[01:02:22] all the pay loss.

[01:02:23] And all the, all the folks is like, yeah, they're your father's payroll solution.

[01:02:28] Yeah.

[01:02:28] It's like, ah, not really.

[01:02:30] Yeah.

[01:02:31] Um, so yeah.

[01:02:32] Congratulations to them.

[01:02:33] $50 million.

[01:02:35] Go do it.

[01:02:36] Beautiful.

[01:02:37] And that's it for us.

[01:02:38] We're done.

[01:02:39] What?

[01:02:39] That's it.

[01:02:40] We are.

[01:02:41] We barfed.

[01:02:41] We're done.

[01:02:42] We're done.

[01:02:42] We hit, we hit, we hit good time.

[01:02:44] We're like an hour on the button today.

[01:02:46] Awesome.

[01:02:47] Awesome.

[01:02:48] Well, thank you all for listening.

[01:02:50] Please subscribe.

[01:02:52] Rate us if you can.

[01:02:52] We love to get ratings.

[01:02:54] Tell us how great we are or how bad we are.

[01:02:56] One or the other.

[01:02:57] It don't matter.

[01:02:57] I mean, like we're big boys.

[01:02:59] We could take it.

[01:02:59] Um, yeah.

[01:03:01] All right.

[01:03:02] We'll see y'all next time.