Indeed FutureWorks Preview - What To Expect At FutureWorks This Year.

[00:00:10] Hey, this is William Tenke up in Ryan Leary and you are listening. Hopefully watching the You Should Know podcast. Today

[00:00:16] we have Jessica Jensen on from Indeed and we're gonna be talking about Indeed FutureWorks. So

[00:00:22] Ryan, how are you doing today?

[00:00:24] I am fantastic and I am super excited

[00:00:27] to get moving on this episode. We've got a big travel week coming up and

[00:00:32] excited to talk about it. Yeah, and we're gonna be at FutureWorks doing some podcasting. We are

[00:00:38] really trying to get some type of photo with Trevor and Sam is really the game, I believe.

[00:00:45] Jessica, would you do us a favor and introduce yourself?

[00:00:50] Happy to. Thanks so much William and Ryan for having me on.

[00:00:53] Jessica Jensen, I'm the Chief Marketing Officer of Indeed

[00:00:57] and we are the largest job site in the world and huge fans of your podcast

[00:01:04] and we bring about 350 million job seekers around the world together with over 3.5 million employers every month

[00:01:14] and it is a joy and delight to support the hiring and talent

[00:01:19] markets and the people who listen to your podcast.

[00:01:22] Right now, that was like kind of low-key 350 million.

[00:01:26] Yeah.

[00:01:27] Did you get that?

[00:01:28] Just thinking about it. Just slip it in.

[00:01:30] I'm pretty sure that's more of the population than it's in America.

[00:01:35] Jessica, we had another interview this week or last week.

[00:01:39] I forget what he said. He went to NYU school last turn.

[00:01:44] Yeah, well he's with this turn but he also was Dean of Students at Cornell.

[00:01:48] Cornell, yeah. And he just said, yeah.

[00:01:49] He stood off.

[00:01:50] Yeah, you know, while I was Dean of Students at Cornell and then he went into this other thing.

[00:01:54] I'm like, oh, stop. Back up.

[00:01:56] Back up.

[00:01:57] So we're going to be talking about FutureWorks.

[00:02:00] Great. Well, yeah. This is our marquee customer event every year and FutureWorks is a franchise

[00:02:07] that we run around the world. So our big US version is September 26 in Dallas.

[00:02:15] Thrilled that you'll be joining us there and we do this conference in Tokyo, Dublin,

[00:02:22] London, Germany all over the world. And this is where we bring our insights on the hiring

[00:02:29] landscape, hot, fresh, economic and labor market data from our hiring lab, the greatest in our

[00:02:36] product innovations and a lot of inspiring wonderful content from celebrity and business

[00:02:43] luminaries. So this year we have Trevor Noah on stage talking about comedic relief

[00:02:51] in an age of AI wackiness. That's my words, not his.

[00:02:58] In Green Newly, the famous former CEO of Pepsi in conversation with our Chief Revenue Officer,

[00:03:06] Maggie Hulse, sharing their insights on leadership and the world of work that we live in today.

[00:03:13] We have our CEO, Chris Himes, sharing a brief history. We are celebrating our 20th

[00:03:19] anniversary, indeed this fall. So talking about where we've come from and then our vision for

[00:03:25] the future for both job seekers and employers. So many, many wonderful speakers and sessions

[00:03:32] ranging from labor market trends to Gen AI impacts to the importance of work well-being

[00:03:39] in today's world. So the in-person event is VIP, right?

[00:03:47] It's sold out, yes.

[00:03:49] Is there, yeah, I've had people ask by the way, but there's an online component too, right?

[00:03:54] Absolutely, thank you. It's totally virtual as well.

[00:03:56] And if you go to indeedfutureworks.com please register. We have about 25,000 people signed

[00:04:04] up so far and we are really excited to beam this fantastic content all over the world.

[00:04:11] So if you're in the hiring and TA world or an HR leader, please, please, please join us.

[00:04:19] And Jessica, you have a session as well.

[00:04:22] I do, I do.

[00:04:23] Which you didn't mention as I went through that long list of speaker.

[00:04:27] Talk about Sam talking about Chris.

[00:04:29] Yeah, you did.

[00:04:29] We'll all be going to people.

[00:04:30] You're not yourself.

[00:04:31] What are we talking about?

[00:04:32] Yeah, well thank you. I am talking about real talk in the world of Gen AI.

[00:04:38] And I don't know if you experienced this, but I and many people I know are thrilled and excited by

[00:04:45] Gen AI and also completely overwhelmed and trying to sort out what is worth our time and our

[00:04:53] exploration. We have people in the media telling us to just play with Gen AI.

[00:05:00] Well, if only we all had time to just play.

[00:05:04] And so I'm trying to give some really practical advice.

[00:05:08] You have this issue, this need in your work use this tool in this way, chat GBT, indeed,

[00:05:16] Glean, Zoom. I cover a bunch of very, very specific use cases.

[00:05:22] I'm trying to kind of cut through the crap on Gen AI if you will.

[00:05:26] Excuse my French.

[00:05:27] Nope, you're good.

[00:05:27] And just make it very, very, acknowledge how anxiety provoking it all is.

[00:05:34] And then help people find some really, really clear solutions to go grab and use.

[00:05:40] Just for my edification when you talk about Gen AI, are you doing that from the employer's

[00:05:45] perspective or for the candidate's perspective?

[00:05:48] That is a great question. It's a little bit of both.

[00:05:51] I am more focused on how HR professionals can use AI to save themselves time and effort and make

[00:06:00] hiring more human. But I also cover some of the things that we are delivering that help job

[00:06:06] seekers as well.

[00:06:08] Yeah, I can see y'all being on the forefront of seeing how candidates use Gen AI themselves.

[00:06:17] That's going to be a great session.

[00:06:19] That's going to be an absolutely great session.

[00:06:21] Thank you.

[00:06:22] Thank you.

[00:06:22] So the pressure is gone.

[00:06:24] Yeah. Oh, you're up first?

[00:06:27] Great.

[00:06:27] I should also say what Sam Altman is covering with.

[00:06:32] Sam is doing a virtual session with our CEO and talking about, of course, he is

[00:06:40] sitting at the absolute fulcrum of Gen AI and what he sees as its impact on the world of work.

[00:06:47] But then Chris and Sam will also be covering our custom integration of GPT on the Indeed platform,

[00:06:56] which we're using to do personalized job recommendations.

[00:07:01] And we've been using AI at Indeed for a very long time.

[00:07:05] But this GPT model integration has really yielded some great early results.

[00:07:11] We're seeing a 20% lift in started applications by job seekers and a 13% lift in hiring success outcomes.

[00:07:21] So that customization of job recommendations, the matching with employers needs

[00:07:28] is where we are putting an incredible amount of investment attention and it's really driving

[00:07:33] better outcomes for employers and job seekers.

[00:07:36] And that's the important part, right?

[00:07:39] That's why we do it.

[00:07:39] You need to get to...

[00:07:40] To get them to a closed application, complete the application, get them into the players.

[00:07:45] I want to talk a little bit about well-being in the workplace.

[00:07:50] And I know this is a focus for Indeed and you'll be covering a lot of this throughout the entire

[00:07:55] event. Many speakers will be talking about this.

[00:07:58] Maybe walk us through a little bit.

[00:07:59] Why is this so important to Indeed?

[00:08:02] Yeah. So, you know, I think one of the two gifts of COVID, if I can be so bold,

[00:08:08] is that kids learn to wash their hands and people learned to be open about the mental struggles

[00:08:16] of work and life. And we've seen, as you know, an explosion in therapy use,

[00:08:22] people being open and honest about anxiety, depression, loneliness, etc.

[00:08:29] And so I think this great opening conversation about well-being is incredibly healthy

[00:08:37] for all of us as human beings, but as workers.

[00:08:40] And so we're investing in primary research on what are the drivers of work well-being for workers.

[00:08:48] And we have a corpus of ratings and information that we've put out on work well-being

[00:08:55] and we'll be sharing more of that research at FutureWorks.

[00:08:58] But very importantly, the companies that invest in and drive well-being at work

[00:09:05] perform better as stocks. That may not be so...

[00:09:10] Yeah, because they care.

[00:09:12] It may not be surprising to those of us who live in the world of work every day.

[00:09:16] But being able to prove empirically that companies with better well-being outperform

[00:09:22] other companies financially is incredibly powerful.

[00:09:27] And we're very excited about taking that research to market.

[00:09:31] So do you see a future where companies, employers would have a well-being score?

[00:09:39] Like do you see kind of new worlds in which that...

[00:09:41] Yes, absolutely.

[00:09:42] So candidates can kind of shop and see who cares about that?

[00:09:46] We are doing that and providing that and rating companies

[00:09:50] and looking at ways that we can integrate that more into the job seeker experience.

[00:09:56] But yes, definitely. We believe that not only rating CEOs or company culture,

[00:10:03] but actually rating the entirety of well-being for an organization is necessary, valuable,

[00:10:11] and super important to job seekers and very important for employers and companies to

[00:10:18] understand and drive that.

[00:10:20] So when you design a conference, one of the things that I'd like the highest form of praise

[00:10:26] that you can receive from an audience is that they couldn't get to see it all.

[00:10:31] Like there was so much good things, they couldn't take a break,

[00:10:34] they couldn't...

[00:10:34] They were just so much going on.

[00:10:36] That's a high praise.

[00:10:37] They're angry with you because they couldn't see it all.

[00:10:40] It's counterintuitive.

[00:10:42] You're being good content.

[00:10:43] That's exactly right, right?

[00:10:44] It's the firehose.

[00:10:46] I'm mad at you because I couldn't get all the content.

[00:10:49] So how do you navigate that?

[00:10:53] What's for the attendees especially, what should be under a radar?

[00:10:59] Like what are the...

[00:11:00] They have to go to this.

[00:11:01] They just have to go to this session.

[00:11:02] It's a different experience of course.

[00:11:03] I love this question.

[00:11:04] It's a different experience if you're on site versus if you're in the virtual realm.

[00:11:08] And most people will be in the virtual realm.

[00:11:11] In the virtual realm, it's really one day of jam-packed treasures and gems.

[00:11:19] Trevor Noah, Indrenui, our EVP of product Raj Mukherjee talking about our product innovation.

[00:11:26] Chris, our CEO on Indeed's history and vision forward.

[00:11:32] So I really...

[00:11:33] I think all of the goodie and me whether or not that's of interest is a different question.

[00:11:39] 100%.

[00:11:40] You should have started with you.

[00:11:42] All of that is in the virtual program.

[00:11:44] And so I think there's incredible value in all those sessions.

[00:11:49] If you're on site, there are some breakout events like product demos and some kind of

[00:11:55] subsector sales and client experiences.

[00:12:00] But I would really...

[00:12:01] Most people will join virtually.

[00:12:03] And if you're just look at the full agenda on our website, FutureWorks.

[00:12:07] And that one day I think is really robust and worth everyone's time

[00:12:12] if I may be so bold as to say that.

[00:12:14] Just a quick follow-up.

[00:12:16] Will it be recorded so that they can see it like the next day or something like that?

[00:12:20] Yes, yes.

[00:12:21] We have some restrictions on what celebrities can be viewed in what time frames.

[00:12:25] But any of the Indeed based content...

[00:12:28] It's in my rider.

[00:12:30] So I understand.

[00:12:31] I was going to just say you got our riders, right?

[00:12:33] Okay, good.

[00:12:33] Yes.

[00:12:34] We have your screen.

[00:12:35] Yellow, green, red.

[00:12:36] We have your snack.

[00:12:38] No.

[00:12:39] What the green separator from the red M&Ms?

[00:12:41] Yeah, exactly.

[00:12:42] They got to be live...

[00:12:43] They got to be not fake firms.

[00:12:45] They got to be live firms.

[00:12:45] Real live, transparent entrances.

[00:12:50] So many people these days want a Netflix content.

[00:12:53] And so they'll sign up for stuff.

[00:12:55] They will attend some of it but it works out the way.

[00:12:58] And wait, like some of these topics, maybe more people are more interested in work well-being

[00:13:02] versus labor market statistics.

[00:13:06] I'll go back to AI.

[00:13:07] Gen AI for just a second.

[00:13:10] If you don't mind.

[00:13:11] Oh please.

[00:13:11] So again, the discussion that you're going to have with people is going to get giving them an idea of

[00:13:18] okay let's just kind of get to how you can really use this today.

[00:13:21] More practical advice.

[00:13:24] And that said, do you see Gen AI being a part of the experience throughout the candidate

[00:13:30] experience, throughout the employer experience at a point in the future where it's always

[00:13:35] serving up kind of recommendations and things like that?

[00:13:38] Absolutely.

[00:13:39] I mean, I think we're only scratching the surface as an industry now and you've obviously

[00:13:45] covered this on your podcast.

[00:13:47] I mean, I think we are leveraging it and marinating in it and indeed in a number of

[00:13:53] ways that touch different parts of the hiring experience, right?

[00:13:57] So we have an AI guided job description generator which not only helps save huge

[00:14:04] amounts of time for TA teams and hiring managers but leads to 16% higher application

[00:14:10] rates because the jobs that we generate, the descriptions we generate are more accurate,

[00:14:16] more relevant and ingest all of the targeting goodness.

[00:14:20] So it's not just a time saver.

[00:14:22] These actually perform better for applicants and for hiring managers.

[00:14:29] And then we're using it.

[00:14:30] So we have a product called Smart Sourcing which is the unification of candidate and job matching

[00:14:37] with really robust tools that give you a summary of why certain candidates are qualified or not,

[00:14:44] which adds a whole other layer of value.

[00:14:47] With y'all building with open AI your own chat GPT model, it's learning with all the data

[00:14:54] that you're sitting on employee data, employer data, candidate data, etc.

[00:15:00] 350 million that you just basically tossed out there as a number.

[00:15:05] No big deal.

[00:15:06] It's 350 million size of the United States.

[00:15:07] New responsibility.

[00:15:09] Yeah.

[00:15:10] But again, as we've learned with a lot of other AI models, the more that's going

[00:15:16] through it, the faster it learns.

[00:15:19] And so tell us a little bit more about the partnership that you have with open AI.

[00:15:23] Sure, absolutely.

[00:15:24] So we have our own, of course, we are a matching platform at our core.

[00:15:29] And so we are using chat GPT and GPT models to enhance our own models.

[00:15:35] And just exactly to your point, all of the data that we are pumping through that combination

[00:15:43] of platform elements is what makes it better all the time.

[00:15:48] So the more data we have coming through those models, the better the matching becomes.

[00:15:52] And this is where our partnership with employers is so important because we need them to put in

[00:16:00] the most accurate and specific information into their job descriptions, for example, salary

[00:16:07] and specific location.

[00:16:09] Putting in Ohio is not helpful.

[00:16:13] Putting in a zip code or something much more specific.

[00:16:18] That data allows us to get them the best qualified candidates and makes the model more powerful

[00:16:25] every day.

[00:16:27] So it takes a village of us and all of our partners, including open AI and our customers,

[00:16:35] to make the model better all the time.

[00:16:37] And we are thrilled to be able to do that now.

[00:16:41] And that's a huge undertaking.

[00:16:43] So Jessica, I want to go back to the event a little bit because you have a tremendous audience

[00:16:49] that's going to be online.

[00:16:50] Over 25,000 people.

[00:16:52] You've got everybody that's going to be on site there.

[00:16:57] When somebody attends this event, when they leave the event, what are they going to walk

[00:17:02] away with and say, I didn't know that was indeed?

[00:17:06] That's a great question.

[00:17:08] Everyone knows indeed of yesteryear.

[00:17:10] But what are they going to walk away with here?

[00:17:12] Well, I'm hoping that they will really understand how we are leveraging generative AI to make the

[00:17:20] hiring matching process between job seekers and employers simpler, faster, more robust,

[00:17:28] and give people time back to actually connect with human beings.

[00:17:35] Everybody who got into recruiting did it because they love to connect with people

[00:17:40] and match them to amazing jobs.

[00:17:43] They did not do it to manage calendars and write job descriptions, etc.

[00:17:48] So we are bringing the value and the power of Gen AI to employers to give them time,

[00:17:55] access, and better results and the ability to connect with real people.

[00:17:59] We are also helping hundreds of millions of job seekers find jobs all the time.

[00:18:05] So that is a huge gift.

[00:18:06] Well, I think it's a key to your theme.

[00:18:08] Oh, sorry, go ahead.

[00:18:09] No, I finish your thought.

[00:18:12] Secondly, we have a front row seat to all labor trends around the world.

[00:18:18] And our hiring lab is a team of global economists who survey and track and report on every shade

[00:18:27] of labor fluctuation around the world.

[00:18:32] And we are going to give people the power to understand where work is heading in the future,

[00:18:38] how to think about workforce development, workforce planning, given our view on technology

[00:18:46] evolution and the working person's landscape around the world.

[00:18:51] You know, you're sitting on a large amount of data when Wall Street pays attention to your reports.

[00:18:56] Yes, we are actually consulted by governments around the world and private equity firms.

[00:19:04] And so we are very honored to be viewed as a source of extremely quality data and insights on labor.

[00:19:13] Right.

[00:19:14] Yeah, as you were saying that William, I was thinking back to just what Jessica was saying,

[00:19:19] as she was just as you were saying, all of the infrastructure that you have around the world

[00:19:23] and your research as economists, not a lot of people understand that.

[00:19:28] No, they don't.

[00:19:29] You're just a job board.

[00:19:30] Yeah.

[00:19:30] Right?

[00:19:30] You're just a job board.

[00:19:32] Where?

[00:19:32] Click, apply, move on.

[00:19:34] Right.

[00:19:35] Yeah, I think that's important and that's what I'll get out of this is,

[00:19:39] I mean, I followed indeed for years and years, obviously.

[00:19:41] I've used indeed 20 years ago when I was in a recruiting role.

[00:19:45] Yeah.

[00:19:46] Thank you.

[00:19:46] But what I'm hoping to get out of this personally is,

[00:19:49] what is different than what I actually know or just read about?

[00:19:53] Didn't even hear because we talk a lot with you all.

[00:19:55] But I want to see it.

[00:19:56] I want to see it now and I want to see the excitement on the customer's faces.

[00:20:00] I think the theme for me and indeed has always been innovation because I remember a world with

[00:20:10] Monster and Career Builder and some of the other players like that where Indeed came along and said,

[00:20:15] yeah, this is silly.

[00:20:16] We should aggregate jobs.

[00:20:18] We should get the jobs off Career World off of career sites, etc., make it a better

[00:20:23] experience for candidates to find jobs.

[00:20:25] Like this is insane.

[00:20:27] It's well, it's inefficient.

[00:20:28] It's inefficient.

[00:20:29] Right.

[00:20:29] It's inefficient.

[00:20:30] So let's make it more efficient.

[00:20:32] No one was aggregating.

[00:20:34] No were the first to aggregate jobs.

[00:20:36] Our main point of innovation back in the day.

[00:20:39] How simple does that feel right now though?

[00:20:42] Right.

[00:20:43] Hey, at the time.

[00:20:46] Does aggregate jobs and innovative, should they still be in the same set?

[00:20:51] It's like that's you guys have come so far.

[00:20:54] I mean, I think that and that's our migration from a search aggregator

[00:20:57] to a hiring and matching platform.

[00:21:00] And we go, we are part of the same holding company with Glassdoor.

[00:21:04] They are a sister company of ours.

[00:21:06] We go to market together.

[00:21:07] So we have employer branding, ratings and reviews, CEO ratings.

[00:21:13] We have all of the job matching and Gen AI integration of Indeed.

[00:21:19] So we are now hiring lab which not enough people know about.

[00:21:24] You're quite right to point that out Ryan.

[00:21:25] So we are a full meal deal hiring and insights platform.

[00:21:31] And so part of FutureWorks is trying to help people see the full picture of what we offer.

[00:21:37] So tell us a little bit more about the open AI relationship.

[00:21:41] Had that come about again, what you can talk about publicly, of course?

[00:21:45] Yeah.

[00:21:45] Well, I mean, we, you know, we are in the technology innovation world.

[00:21:49] And we are obviously as you've referred to, we have a rather impressive amount

[00:21:55] of data on both sides of the hiring marketplace.

[00:21:59] And so constantly talking to large and small companies across the landscape

[00:22:04] and saw very early on that Gen AI and particularly the GPT technology

[00:22:10] was going to open an incredible window of matching and simplification

[00:22:17] and personalization power that we could bring to the market.

[00:22:21] So, you know, we have friends in tech land and reach out and make some magic happen.

[00:22:28] Did you see that conversation with Chris and Sam going into just wonderful areas

[00:22:34] to the people that are watching and for the people in the room?

[00:22:38] It's just going to be mind blowing.

[00:22:39] It's pretty fun.

[00:22:41] Yeah.

[00:22:41] That's going to be a great session.

[00:22:43] They're all going to be great.

[00:22:44] Thank you.

[00:22:44] That's actually going to be really fantastic.

[00:22:46] You mentioned the history of the 20 year history.

[00:22:49] What's Chris going to highlight or some of the things that he'll highlight in that 20 year history?

[00:22:54] Because it was different back then.

[00:22:57] Yeah, absolutely.

[00:22:58] I mean, you know, we as you said, we started out as a search aggregator,

[00:23:03] a job listings aggregator.

[00:23:05] We basically took the newspaper and a bunch of other sources

[00:23:09] and turned them into a really, really effective and efficient way to find and post jobs.

[00:23:16] And then, you know, through our evolution, we have made many new,

[00:23:21] you know, added many bells and whistles to our sponsor job product and enhanced our matching.

[00:23:28] Then we were bought by recruit.

[00:23:30] Recruit also owned Glassdoor.

[00:23:32] So we are now part of a family of solutions and have many other businesses

[00:23:38] in the hiring landscape in Japan as well.

[00:23:41] So we've been on a journey to make our job listing into a proper hiring marketplace,

[00:23:51] which is wildly complex globally.

[00:23:55] When you think about the labor dynamics in Germany versus Japan versus Singapore versus Canada,

[00:24:03] it's an apple and a pear and a tennis racket and a golf cart.

[00:24:06] So we are, you know, the level of matching technology and sophistication globally

[00:24:12] is something we've invested a lot in and we're not remotely done.

[00:24:17] And, you know, we're also jobseeker first.

[00:24:19] This is one of our core values, which a lot of people,

[00:24:22] it makes them scratch their head a little bit.

[00:24:24] But what it means is we always try to do right by the jobseeker

[00:24:29] because we believe that's what's right for the jobseeker

[00:24:32] is eventually the best thing for the employer.

[00:24:35] 100%.

[00:24:35] And if we attract jobseekers first and the most and the best,

[00:24:41] we will be the most useful to employers.

[00:24:45] So constantly thinking about how is job search changing?

[00:24:49] How are young people thinking about jobs and works super differently than my generation?

[00:24:55] We are now incredibly active in YouTube and TikTok.

[00:24:59] And, you know, we have to take our message to where the people are

[00:25:02] and can't expect, you know, every 18-year-old to come to our website.

[00:25:09] Well, you can expect it.

[00:25:11] We can hope.

[00:25:12] We can hope.

[00:25:12] We can hope.

[00:25:13] See you in a minute.

[00:25:14] Hope is not a strategy.

[00:25:17] So we are really thinking and working very actively on,

[00:25:21] as I like to say, all of the octopus legs of jobseeker exploration,

[00:25:26] discovery, search, application, you know, and making that really robust.

[00:25:32] Well, being jobseeker-centric and being where they are,

[00:25:38] those, I mean, you've already solved two of the things that a lot of people don't solve for.

[00:25:44] This is the hardest thing.

[00:25:45] It is the hardest thing to, because it's easy to be client-centric

[00:25:49] because everyone's paying, right?

[00:25:51] Like I get that bit.

[00:25:52] That's right.

[00:25:52] But the fact is that you put that jobseeker up on a pedestal

[00:25:55] and say we're going to have everything centers around them,

[00:25:58] which begs the question of legacy and mission.

[00:26:02] So how does Chris and the board and all the executives,

[00:26:06] how do you all stay on mission?

[00:26:10] Oh my gosh.

[00:26:10] This is such a wonderful question.

[00:26:12] And has it changed?

[00:26:13] No, our mission has not changed.

[00:26:15] We help people get jobs.

[00:26:17] That is our mission.

[00:26:18] And we believe in equality of opportunity.

[00:26:22] We believe all people should have access to better jobs

[00:26:26] that leads to better lives.

[00:26:27] And so we invest very heavily in helping,

[00:26:31] we call them job seekers who face barriers.

[00:26:34] So that can be gender, economic background, incarceration history,

[00:26:39] veteran status, LGBTQ plus.

[00:26:42] We believe all people should have the access and the opportunity

[00:26:47] to get great jobs that help them.

[00:26:50] And so that's why we have been at the forefront of salary transparency, right?

[00:26:56] We have been pushing employers to disclose salaries for a very long time

[00:27:01] because that is a key unlock for women, people of color,

[00:27:07] people who have been traditionally marginalized in the workplace.

[00:27:10] This is how we lobby on behalf of job seekers

[00:27:15] with employers to get the best outcomes for job seekers,

[00:27:20] which also happened to be the best outcomes for employers.

[00:27:23] You don't get enough credit for helping narrow the pay equity gap because of that.

[00:27:30] Thank you.

[00:27:30] Thank you.

[00:27:31] You know what I'm saying?

[00:27:31] Like, again, you just kind of go all summer.

[00:27:36] 350 million users.

[00:27:37] No big deal.

[00:27:39] Because first of all, when you put salary, at least as an outsider,

[00:27:45] when you put salary into a job description,

[00:27:47] you're going to get more candidates that will look at it.

[00:27:50] They don't have to guess.

[00:27:51] It's like, oh, that's $85,000 job.

[00:27:53] Okay, got it.

[00:27:55] But you're also, because of that, you're also people have been preyed upon in the past

[00:28:03] because they just didn't know what the job was.

[00:28:06] They don't know.

[00:28:06] People don't know.

[00:28:07] They don't know what the right salary is,

[00:28:09] and women are not trained to negotiate.

[00:28:12] Men negotiate way more than women.

[00:28:15] And if that's changing, but these are the kinds of societal,

[00:28:19] tectonic plates that we're trying to drag along, right?

[00:28:24] Everybody should know what a job is worth.

[00:28:25] Right.

[00:28:26] And it shouldn't be mysterious.

[00:28:28] And therefore people will get what they should be paid,

[00:28:31] regardless of their background or color of skin or gender or whatever.

[00:28:36] Amen.

[00:28:37] Our final question from me, Jessica.

[00:28:41] How do your clients take to your work in the community with the job seekers?

[00:28:45] I mean, obviously the employers are bringing you on to accomplish a goal.

[00:28:52] But how important is it to them or not for your work,

[00:28:57] around what you're doing around labor,

[00:28:59] pay equity and inside the job market?

[00:29:01] That's a great question too.

[00:29:02] I would say some employers are looking for quality candidates fast at good price.

[00:29:08] Right.

[00:29:08] Great.

[00:29:09] Okay.

[00:29:10] We do that all day long.

[00:29:11] That is our main source of utility.

[00:29:14] Okay, great.

[00:29:14] It's also incumbent upon us to make sure that they have the most qualified job seekers

[00:29:20] available to them, regardless of university degree, previous incarceration,

[00:29:26] veteran status, etc.

[00:29:28] So we invest in those kinds of areas because it helps the job seeker pool for employers.

[00:29:35] Then there are many employers that are thrilled and elated

[00:29:38] that we lobby on behalf of marginalized groups and many employers join us in that.

[00:29:45] So we have a huge refugee hiring initiative in Europe,

[00:29:49] where we partner with national institutes of health

[00:29:52] and on the ground European hiring partners to attract refugees from Ukraine,

[00:30:00] Syria, etc., who have certain skills to bring to jobs in countries that they've never lived in before.

[00:30:07] And so what a win for the employers making the hires.

[00:30:11] It just opens up the aperture of what's available to them.

[00:30:14] It's a broader aperture of talent that often goes ignored,

[00:30:18] and we've had great employer partnerships and enthusiasm there.

[00:30:24] To be clear to the audience, sorry, you're not just posting jobs and saying,

[00:30:28] well, they need a job.

[00:30:29] They're going to come.

[00:30:30] You're actively out there and building these groups.

[00:30:33] We are hosting events.

[00:30:35] We're doing resume consultation.

[00:30:38] We are doing outreach with refugee groups or veterans groups or previously.

[00:30:43] We have all these partnerships all over the world.

[00:30:46] But yes, it's not just a matter of like, well, here's some people on the website.

[00:30:49] Go check them out.

[00:30:50] We're doing active outreach and nurture and training to job seekers to help them

[00:31:00] understand what their opportunities are and go get them.

[00:31:05] And again, you don't get enough credit for that as well, like the pay equity gap,

[00:31:11] because it's educating them as to because you go on the site and you think of what you can do or

[00:31:17] what you did.

[00:31:18] And you don't think about the opportunities that are available to you.

[00:31:23] And you'll serve those things up and give them a whole range of job seekers,

[00:31:27] a whole range of new things that would they would even connect to the dots.

[00:31:31] Yeah.

[00:31:31] Well, there's 70 million convicted people in the United States with criminal records.

[00:31:38] Felonies.

[00:31:39] Like you can't afford to block out that labor pool.

[00:31:42] No, not at all.

[00:31:43] No shit you know.

[00:31:44] So it's like opening people's minds like, do you really need a college degree for that job?

[00:31:49] No, you don't.

[00:31:50] No.

[00:31:51] No.

[00:31:52] No.

[00:31:52] There again, it kind of gets back to skills, right at some level.

[00:31:57] That skills and willingness to work and do good work.

[00:32:01] And that is irrespective of a lot of trappings.

[00:32:06] So two questions.

[00:32:07] One is you mentioned about the future works being a franchise,

[00:32:11] and it'd be going from country to country.

[00:32:14] Do y'all have this is the US one I would assume.

[00:32:17] Do you have others in this year or are you starting to play in 25?

[00:32:22] We sure do.

[00:32:22] We have Tokyo the second week of November.

[00:32:25] I will be there.

[00:32:25] We have Germany in I believe later November.

[00:32:31] So if you go to our website, we have every city and date heading into next year,

[00:32:36] but they are all over the world.

[00:32:38] And they'll be a little bit different.

[00:32:40] Oh yeah, they're customized to their country.

[00:32:43] Oh wow.

[00:32:43] So we have customer examples, country specific data points,

[00:32:48] speakers from local markets.

[00:32:50] It's not the same stuff.

[00:32:55] Sounds like we've got some travel in front of us is why we're headed to Tokyo.

[00:32:58] I think you need to look around the world ticket.

[00:32:59] Absolutely.

[00:33:00] Let's do it.

[00:33:01] So the last thing is just practical advice for the folks that are going to be in the room,

[00:33:06] because the folks that are watching from home, they're just going to consume.

[00:33:13] But in the room, people that are going to be in Dallas for this,

[00:33:16] what advice would you give for them?

[00:33:17] What's your parting advice?

[00:33:19] Always be charging.

[00:33:20] Charger devices, ABC always be charging.

[00:33:25] No, just come with an open mind and an open heart.

[00:33:29] We try to make it educational but also really fun.

[00:33:33] We have comedy sprinkled throughout, but then also like deep data dunking.

[00:33:39] So you can nerd out with us and have a great time.

[00:33:43] We're just thrilled to welcome anybody in Dallas or online.

[00:33:48] And we put a lot of heart and soul into this.

[00:33:52] So thank you for making the time to spend with us.

[00:33:56] Sure.

[00:33:57] And slide it into wear comfortable shoes.

[00:33:59] Oh, well, what wear matters?

[00:34:02] I carry a sack with my stage shoes and then I immediately change.

[00:34:07] Yeah, just like basics.

[00:34:09] But thank you so much for the future works.

[00:34:13] But also thank you for podcasting with us.

[00:34:16] And thanks for having me.

[00:34:17] This is a great conversation and thanks for helping us get the good word out about future works.

[00:34:22] But thanks to the audience again.

[00:34:24] We'll see you next time.

[00:34:25] Appreciate you.