The world of employment took a break from crowning unicorns this week, and that's just fine with Chad & Cheese, who have gotten a little tired of taking the crazy pills on such a regular basis.
In its place, Hiretual has a new brand and new money in the bank,
Woven took a Series A,
Bullhorn created an investment arm,
the NFL has a race problem (still), Home Depot is hiring too fast or not fast enough? ...and finally.
OnlyFans has another termination (allegedly) to add to its portfolio. This time, a cop. You have the right to remain sexy unless it steps on our Puritan sensibilities.
Take some crazy pills and enjoy!
PODCAST TRANSCRIPTION sponsored by:
Hide your kids! Lock the doors! You're listening to HR’s most dangerous podcast. Chad Sowash and Joel Cheeseman are here to punch the recruiting industry, right where it hurts! Complete with breaking news, brash opinion and loads of snark, buckle up boys and girls, it's time for the Chad and Cheese podcast.
Oh yeah. Tom Brady's retiring, Punxsutawney Phil says six more weeks of winter and thousands of American troops are headed to Europe as Russia stares down Ukraine. Hi kids. It's the Chad and Cheese podcast. The feel good podcast of 2022. This is your co-host Joel "the wrong Ohio team is in the super bowl" Cheeseman
And I'm Chad "I'm going commando" Sowash.
And on this week, show HireTool is now easy like Sunday morning, Bullhorn has 20 million reasons to be their friend and stop or I'll launch an OnlyFans account. Let's do this.
Chad (1m 2s):
Ah, yeah. So
Joel (1m 3s):
Is it snowing where you are by the way? We're dealing with some snowpocalypse up here in Indiana.
Chad (1m 8s):
Nah, we, yeah, we, I do have ice and the bush, like the, well, the tree that's next to the house. It's kind of like a bush-like tree. It's all iced up and I can hear it just scraping against the side of the house, but yeah, we have like nothing when it comes to snow. Yeah.
Joel (1m 24s):
News alert everybody Chad has an icy bush. News at 11.
Chad (1m 28s):
Gonna warm it up. Can't wait.
Joel (1m 33s):
Chad (1m 33s):
How much snow?
Joel (1m 35s):
No, we're probably up here. I mean, it's, it's continuing, coming down pretty hard right now. I'm going to say we'll get like eight to 10 inches. Okay. The good news is we're going to Phoenix soon and there will be no snow there whatsoever.
Chad (1m 47s):
Amen. And also the good news and this is definitely good news for Chris Russell because he wasn't happy with the Washington football team and he got the Commanders. Now he's not incredibly happy about the Commanders. He's certain to warm up to it.
Joel (2m 3s):
Chris, at a minimum should be happy they're not the Washington Guardians.
Chad (2m 6s):
I was hoping they would stay the Washington Football Team.
Joel (2m 10s):
Yeah, that's a tough one from an IP perspective. It's hard to trademark the football team. It is a lot of merchandise that is unlicensed when you're called the football team. Well, let's get to some shout outs. Shall we?
Chad (2m 21s):
Joel (2m 21s):
A lot of news to cover this week. Stop me if you've heard this one before Chad, LinkedIn is back in court. So they have filed a federal lawsuit against Singapore-based Mantheos and its founders for the alleged unauthorized scraping of millions of LinkedIn member profiles using a network of hundreds of fake LinkedIn member accounts.
Chad (2m 41s):
Joel (2m 42s):
And virtual debit cards under fake names. Mantheos fraudulently obtained, LinkedIn sales navigator subscriptions, they then use these to scrape member profiles allegedly I'm shocked as you are as well. I'm sure.
Chad (2m 57s):
So we talked about fake LinkedIn accounts last week. So it's interesting that this is actually coming into the news and the courts. These are the dark arts of getting into a database and stealing shit. Right? This still goes back to the question of whether LinkedIn is it's their data or is it our data being the users. And I still think that we have a conversation to be had around that, but the way that these guys went after profiles, it's malicious. There's no question.
Joel (3m 27s):
You know, the challenge becomes profiles are commodity, and LinkedIn's going to try really hard to keep people those fake accounts and policing that and it's just, it's a constant whack-a-mole for them. And now it's on a global scale. So have fun with that.
Chad (3m 41s):
We saw companies doing this back in the early two thousands where they would get into Monster's database and they would send spiders iinto the database to go and extract. I mean, this is nothing new, right? So it's interesting. And that being said, leading into the next story, the FBI warns that cyber criminals are using fake job postings to gain access to personal data.
sfx (4m 5s):
Oh hell no!
Chad (4m 5s):
So we've always had to warn and protect against this type of activity although scammers are getting more sophisticated. Last week, Mick Griffin, the Chief Growth Officer over at Traffic in Poland said that they are seeing scammers use their 14 day free trial as a way to post free jobs into a system. And then those scam jobs are being distributed to hundreds, sometimes thousands of different job sites. So Mick and his team now are trying to manually validate all companies who requests quests the 14 day free demo. So here you have a guy in a team who's created a great lead gen system that now is turning into a chore to ensure scammers aren't scamming, right?
Chad (4m 52s):
And it's fucked up.
Joel (4m 54s):
It is fucked up and it's a problem as old as the internet and job postings. And when you get, you know, Google for jobs, I know this has been something that they're dealing with as Google's been dealing with spam of all kinds forever. I wouldn't be shocked if the Facebook issue was a lot of these fake things, scams that were going on, that they said, this just isn't worth the trouble, particularly overseas, where we don't have any jurisdiction or sort of legal system to fight it. It's a shame. You know, interestingly Craig's Craigslist revenue was largely built on these scams and saying, well, if we just charge a little bit, yeah, it's going to keep the spammers away because they're not gonna, they're only gonna spend 25 bucks to a hundred bucks to then, you know, not get what they want.
Joel (5m 37s):
So yeah, we have scammers to thank for Craigslist billion dollars that they made at least two years ago, because it was a way to fight all the spam that was going into Craigslist. So
Chad (5m 48s):
Yeah, well, if Google would just pick winners and losers and what I mean by that is actual trusted organizations to take data from, they wouldn't have this issue, but we have this, just this cesspool of job's data that's out there and they feel like they have to take all of it. And so did Facebook. They're fucking themselves. So at the end of the day, you can clean this up. There's no question you could easily clean this up. Now you're not going to have hundreds of billions of jobs or whatever the fuck is out there. Right? But you're gonna have clean data
Joel (6m 18s):
Yeah. And this is a win, it's a win for Indeed and ZipRecruiter and others that have sort of legitimate postings or at least the perception is all the listings are legitimate. Yeah.
Chad (6m 29s):
Unless, unless these different applicant tracking systems that are getting spammed are also pushing jobs into those ecosystems too. Right? So it's a virus, man. It could have infect, a lot just off of one posting.
Joel (6m 41s):
It's a virus with many variants that keep popping up and everyone's trying to find.
Chad (6m 47s):
And the motherfuckers won't get vaccinated. That being said T mobile shout out to T-Mobile. They are requiring their employees to show proof of vaccination by February 21st or face unpaid leave those employees on unpaid leave will then have until April 2nd to get vaccinated or you're gone, bye-bye go away. You're fired.
Joel (7m 10s):
And by the way, T-Mobile just reported some really good earnings. I know we've talked about them in the past with how well they treat their employees. And some of that shit pays off in a lot of different ways. So a congrats to T-Mobile.
Chad (7m 24s):
So I got to say though, continuing to push on this mandatory vaccine piece, this is interesting because we've received vacs mandate research from our friends over at Textkernel which shows that 8.1% of all us job listings have COVID-19 vaccination as a condition of employment. Some employers and specific industries are still hesitant to roll out these types of mandates since obviously it's already hard enough to find people to fill those positions. And that number would be much higher if the Supreme Court would have supported the mandate. Some of the industries that Textkernel actually reported on in breaking down the data, public administration was the highest with 14.6% of jobs saying, you know, there's mandatory vaccination.
Chad (8m 21s):
And then the lowest surprising yet not surprising, hospitality in food service at 2.6%. The people who are on the front lines, right?
Joel (8m 29s):
Yeah. Yeah. That's the catch 22.
Chad (8m 34s):
YEah, cause you can't fill the position.
Joel (8m 35s):
Wow. Great information for our friends at Textkernel. That's right, I got an air horn baby. All right. A shout out to Miller Light. I don't know if you knew this or not, but there's a big football game coming up Chad. Miller Light is on the bandwagon of the metaverse. So they're partnering with Decentraland. I haven't visited Decentraland, but it's apparently a place where you can buy real estate and hang out. And it's basically Second Life 2.0, for my understanding. Anyway, they're bringing a virtual bar to patrons during Super Bowl 56, which is in a week or two. The digital bar will be the only place where people can view Miller Light's ad. So they're getting around the whole, like, you know, placing an ad at the Super Bowl.
Joel (9m 18s):
There's going to do it their own little Decentraland location. Yes. Chad, why go to a real bar when you can just hang out in Decentraland? Are you in?
Chad (9m 28s):
This is the stupidest shit I've ever heard. If I want a beer, I want a beer. Right? And I don't, for the most part, I don't want their shitty beer.
sfx (9m 37s):
Doesn't anyone notice this? I feel like I'm taking crazy pills!
Chad (9m 37s):
That's how I feel. I feel like I'm taking crazy pills! I read this and I was like, this is the stupidest fucking thing in the world. First off, nobody wants a virtual beer. Second. What do you think the odds are? At least the audience will be for this and the viewing of this ad in the metaverse drinking fake beer versus on the fucking Super Bowl?
Joel (9m 59s):
They will get more play out of this from saying, they're going to run an ad in the metaverse than actually people that are there watching the ad in the metaverse. If I had to make a bet, I think the PR that they're getting out of this, the fact that we're talking about it, this is like the new canceled ad or the ads that are too naughty to run. Like those tend to get more play than the actual ads, because they're too scandalous for the Super Bowl and the key masters won't let them into the game. So I think this is just brilliant PR I don't think they're going to get millions and millions of people in their bar watching the game and watching their Super Bowl ad.
Chad (10m 33s):
It's just makes me not want to drink their beer even more.
Joel (10m 37s):
As if you needed any excuse, not to drink Miller Light.
Chad (10m 41s):
Joel (10m 42s):
Bougie beer drinker that you are.
Chad (10m 44s):
Thank you. Thank you very much. So big shout out to SHRM. What fucking idiots these guys are. Okay. So listen, it's black history month and SHRM drops a tweet pitching why you should be a member. And it's really wrapped around all of this black history month, right? So they're using this as kind of like a facade for black history month come join SHRM. That's not that that's not the big problem, right? Not one fucking person in this ad was black. It was, it was white women and men. And this tweet is just one of the many reasons why you should not be a member of SHRM.
sfx (11m 29s):
Doesn't anyone notice this? I feel like I'm taking crazy pills!
Joel (11m 30s):
Oh, wow. All right. Shout out to Gupy or Gupy. I'm not sure if I'm pronouncing that right.
Chad (11m 34s):
Let's go with Gupy.
Joel (11m 36s):
Anyway, the Brazilian startup, we're going to be talking more about south American companies.
Chad (11m 39s):
<inaudible> Got a Brazilian?
Joel (11m 40s):
That's part of my joke. Hold on.
Chad (11m 42s):
Joel (11m 43s):
So a good be set on Monday. It has raised $93 million in a funding round led by our friends at SoftBank out of Japan founded in 2015. Gupy. Are we going with Gupy?
Chad (11m 56s):
I like Gupy.
Joel (11m 56s):
Gupy. Alright. Gupy, with one P sure, uses AI to select, hire and train employees. Brazilian isn't just my favorite form of manscaping Chad it's also a place that pumps out HR tech. See you ruined the joke. You ruined the joke chat. Nice.
Chad (12m 16s):
My bad. Yeah. My bad also a friends of the show. Rocket Matt, or Rocket Match who are, are of the Brazilian as well.
Joel (12m 27s):
This show's going south fast. Shout out to our friend, Jeanette Leeds. She was our beer drop winner from last month. She's doing a zoom tonight with our friends at Pillar and breaking news! Jeanette is now the managing director at Hourly by AMS. So big applause, Jeanette way to go.
Chad (12m 50s):
For all those who don't remember. Jeanette was at Oleo for a number of years. And guess what? Now she's at AMS. So that's a that's pretty big news!
Joel (12m 59s):
Was the interview we did with her on our show or her show?
Chad (13m 2s):
It was our show. And we did it at HR Tech like 2018 I think it was.
Joel (13m 7s):
She's in the archives somewhere.
Chad (13m 8s):
Joel (13m 9s):
All right. So if you want to learn, learn Jeanette some more, get to know Jeanette, check out that interview we did with her. And with that.
Chad (13m 18s):
Joel (13m 18s):
We're done with the shout outs. So podcasts from last week, make sure you guys check out Cult Brand Revolution with our friend, Chris Kneeland also our interview with one of the Wolf of Wall Street guys from this past week. All right, let's get to birthdays. Celebrating a birthday this coming week. Nick Fishman.
Chad (13m 37s):
Joel (13m 37s):
He's my old boss. He's a background check icon. A lot of people don't know him, but Nick celebrates a birthday. Bad-ass Jess <inaudible> celebrates a birthday. Yes. Jason <inaudible> Dave Ralph, one of my favorite Irish Irishman. Dave Mendoza, old timer. Jennifer <inaudible>.
Chad (14m 1s):
Joel (14m 2s):
One of your favorites. Elizabeth <inaudible>, Jacob Elizabeth Dunlap Martin. Don't call him Rodney Dangerfield, all celebrate birthdays in the coming week. Thanks for listening guys.
Chad (14m 13s):
And while you're at it, thinking about these birthdays, you might as well. If you haven't go and register for free shit at Chadcheese.com/free, you could win free beer delivered to your doorstep by Pillar.HR, you can win free whiskey. That's two bottles of whiskey. One from Joel. One from me. That is sponsored by our friends at Sovern/Textkernel. And last but not least, you could get a t-shirt good-looking threads, baby sponsored by Emissary.ai. Go to Chadcheese.com/free register. Win some stuff.
Joel (14m 53s):
Chad it's a combed cotton t-shirt it doesn't get any more comfortable than that. You know what I'm saying?
Chad (14m 57s):
sfx (14m 57s):
Easy peasy lemon squeezy.
Joel (14m 59s):
All right. Our friends at <inaudible> or in the news, is
Chad (15m 3s):
It <inaudible>? I thought it was hired.
Joel (15m 4s):
We'll get to that. We'll get to that. All right. They announced the closing of 26 million in funding, bringing the total raise to about $45 million. With the new funding, the company plans to invest further in product innovation, expand operations and scale the team globally. But wait, Chad.
Chad (15m 27s):
What? There's more?
Joel (15m 28s):
That's not all the company is also rebranding as Hire Easy.
sfx (15m 32s):
That was easy.
Joel (15m 35s):
Which the company says reflects its mission to make outbound recruiting well, easy.
sfx (15m 38s):
Easy peasy, lemon, squeezy.
Joel (15m 40s):
New money, new name, Chad, what are your thoughts?
Chad (15m 43s):
First off you weren't impressed with the $26 million. Why?
Joel (15m 47s):
It wasn't an impressed thing. It was like, well, in the shadow of Seek Out raising $115 million and being a unicorn, it seems sort of anticlimactic. However, talking to the company, the money was there to be had. It was a matter of sort of doing it strategically. And I think how these companies are evolving, sort of reflects that. So I backed down a little bit on it, not being impressive. I think it's a little bit more strategic.
Chad (16m 12s):
I think it's important for us to be able to take a look at, you know, the numbers and the tech and understand that, you know, there's more than one path and Seek Out, obviously going into unicorn land with all that fucking cash, they've also gone through a shit ton of dilution, right? Not to mention when you get that money, that much money, you do lose some control, especially over roadmap, go to market, a lot of things, right? So you're pushing a lot of different directions. So I think personally, it was smart not to take a lot of cash. And this also, I believe cements that they're going to be more focused on being a point solution rather than trying to be, you know, that one platform that suits them all.
Chad (16m 57s):
So I, I like their focus and the idea of not taking a shit load of cash, because obviously there aren't many organizations that can afford to buy, Seek Out after this, but Hire Easy. They're still in the target range. Right? So new name, I think it was necessary because I didn't know what their fucking name was in the first place. Some people said high hired tool. Some people said Hire Tool. Yeah. And, and I understand it was kind of like this play on words of hiring and being virtual and whatnot, but it just never worked for me. So this rebrand, even though some people are like Hire Easy, I don't get it. It's like it.
Joel (17m 33s):
Chad (17m 34s):
Yeah. Hurries. It made sense. And if you take a look at the logo, it's easy to understand it's Hire and then it's got the big, easy. So I think they're doing a good job there.
Joel (17m 46s):
Yeah. Yeah. You're cool with it.
sfx (17m 47s):
Easy peasy, lemon, squeezy.
Joel (17m 48s):
The people, find your business as quickly becoming a commodity. And it's kind of precious that the Joe Rogan story that we talked about, I think last week kind of comes into this play. So music is a commodity as well. Right? You sign the right licenses. Everyone can have this music. So in Spotify case, the pivot was let's get into podcasting. Let's get some of these personalities on board. It's apparently pissing off some hippies from the seventies. But ultimately I think that choice was something that they did to differentiate themselves. And our space is not much different. Everyone has these profiles. They're clearing houses where you can get access to them, their <inaudible>, where you can have access. Obviously some is fresher than others.
Joel (18m 29s):
And when you talk to recruiters, there is some difference there. But as we look at what I would say would be like the OGs of the sourcing technology business, Hiring Solved, Seek Out and now Hire Easy. They're all pivoting into different areas. So with Hiring Solved, the pivot was more like we're going to do internal search for you better than anybody else. And for Seek Out, it's like rule the world, cradle to grave platform, kind of kind of strategy. And with Hire Easy. From my perspective, it's sort of like a HubSpot for recruiting. Like we want to be the outbound marketing arm slash recruiting arm for a business. So which Pivot's going to work. Maybe all of them may be none of them, but I think that they're all forced to look at their businesses and say, we can't just survive on people search and people finder.
Joel (19m 14s):
We have to do more than that. And we're going to take our current crop of customers and our market share and try to grow that into new and interesting ways. So I think it's exciting that they're all sort of doing this or not stuck in their business as is. And obviously the investors believe in the vision. We'll have fun talking about it on the podcast, for sure. Yeah.
Chad (19m 39s):
So I think the, this new launch of brand and story and focus is good. There's no question. It helps. They're going to have to evolve the tech though. For example, making it easier for recruiters to email spam is nice, but it's not new it's table stakes today, right? It doesn't move the bar. Now, if the system could help a company nurture candidates versus spam, right? That's awesome. That's moving. And when you're talking about candidate enrichment, which they do talk about, I'd like to know how, because this is really what employers need to leverage. Better. Employers have spent hundreds of millions of dollars on tech and recruitment marketing over the years to attract candidates into their system, then allow them to wither a way.
Chad (20m 29s):
So how can tech like Hire Easy help teams stop committing HR malpractice? I also believe that they are going to have to pick a side of the street to work. Currently Hire Easy has pricing for single recruiters. So a transactional model along with an enterprise model. And if I were an investor and to be clear, I am not, I would push hard for them to choose a side of the street. These types of models lend themselves to a big corporation, buying a cheap seat for a single recruiter as a test. And then for a myriad of reasons, the system doesn't get used like it should. And it's called a failed test, meaning you just lost an opportunity for an enterprise client. So I think they have to pick a side of the street.
Chad (21m 9s):
They can't have both.
Joel (21m 11s):
The side note left-field from that, they've done a really good job of the warm and fuzzies.
Chad (21m 14s):
Joel (21m 14s):
They were originally sort of a, you know, a tech heavy sort of cold organization.
Chad (21m 20s):
I blamed Shannon for that.
Joel (21m 23s):
Yeah. I mean, so, so Shannon Patrick York, a few of the other folks that they brought on, they've done a really good job at reaching out to the community. You've probably saw posts if you're connected to recruiters in this space about sharing pictures and videos and stories from the recent rebrand announcement and that's all Shannon and that team that they brought in. So one, if you're a company doing a rebrand, it's a really good idea to get the thought leaders out there. You and I were invited, but had other things we had to do, but it's a really good idea to bring the community into that process. Obviously it's good PR, but also they can speak intelligently about it.
Joel (22m 5s):
They've done a good job of that in addition to the money in the rebrand. So, yep. Keep on keeping on.
sfx (22m 13s):
Easy, peasy, lemon squeezy.
Joel (22m 15s):
All right. Let's talk about Woven.
Chad (22m 17s):
Joel (22m 18s):
Indianapolis based and Firing Squad survivor who uses a combination of human and machine powered evaluators to uncover tech talent has secured $8 million in series A funding on the heels of its recently launched WovenMatch, which pairs hiring managers with experienced developers based on their Woven assessment results. Woven has more than doubled its revenue and head count over the past eight months. Woven plans to use the investment to expand Woven Match. Chad is Woven the real deal or just a lot of dream weaving?
Chad (22m 49s):
We talk a lot about this space all the time and it's necessary and it's booming. Five to 10 years ago we thought scale mats, educating recruiters on better ways to interview, but in today's world, that's not scaling at all. When they talk about some, you know, human interaction and then some machine interaction. Well that's humans really being able to provide behavior to train the machines. That's learning better ways to scale. So I believe Woven it's probably one of the most customized for employer platforms today. Although they will continue to grow through these customizations and build standard templates.
Chad (23m 28s):
And they'll continue to learn from engineer behavior, hiring manager behavior, and they'll, this will be more of a scalable platform so I can dig it. I think within 18 months, these guys will be, they should be acquired.
Joel (23m 40s):
That's a vote of confidence from Chad Sowash. I'll echo all that And also say Indy continues to be a hub for workforce tech doesn't it, baby? And Woven is just another success story. The site was built by a local kid who went to Rose Holman. He has some Indiana investors, Wes, who again, faced our Firing Squad. So if you want to know more about the company or him check that out, he's a smart, humble dude, which frankly we probably need more of in our industry.
Chad (24m 9s):
Joel (24m 9s):
You know, looking at the likes of, you know, touring getting 156 million clovers, getting 15 million, I predict this is just the start for Woven and they're either going to intelligently get scooped up by an Inquirer, or they're going to get a series B and they're going to grow organically with a lot of the others that are out there. So it's a fun, local story to watch. Shout out, to Woven and their $8 million investment. Well, someone who doesn't need money in fact, they're giving money out, let's talk about Bullhorn. They announced the launch of Bullhorn Ventures, a dedicated corporate venture capital resource that will invest in and partner with early stage companies focused on helping staffing and recruiting firms, improve operational efficiency and boost top line growth.
Joel (24m 57s):
Bullhorn Ventures will launch initially with $20 million allocated for investments. The company joins other vendors such as Workday Randstad and Recruiting Ventures, which is tied to Paradox, to invest in industry startups. Chad, is this a good move or is it wasted capital?
Chad (25m 17s):
<inaudible> genius. So first and foremost, you have a marketplace where you can monitor new tech engagement with your customers. Now, before this was really just a good way to monitor for possible deeper revenue partnerships and or possible acquisition. Now Bullhorn can identify new tech, do everything I just said and invest in those startups. And then when you're investing in those startups, that means you have influence and possibly some control over roadmap, go to market and also the big one Bullhorn doesn't have to build as much tech in house as they have all these different controlled incubator environments happening. So it's pretty genius if they manage it, right?
Joel (25m 55s):
Yeah. You know, I'll echo some of that and dig in a little bit. So according to the census bureau, you may have heard this stat more than 4.4 million new businesses were created in the US in 2020. People had some time on their hands to start new ventures. But anyway, that this is the highest total on record in terms of businesses created, well, guess what? Somewhere in there might be the next Indeed or the next Greenhouse or the next paradox. So yeah, setting up an investment arm, that places bets that are relatively small, if we're talking only $20 million for someone like Bullhorn, eventually you're going to hit on a few of these and you're going to get your next acquisition, your next batch of executives, or top talent, maybe even your next market opportunity.
Joel (26m 37s):
Listeners will remember Bullhorn buying Cleveland based Able a few weeks ago. And I'm sure they want to get in on the next Able at the seed stage instead of after the, A round or B round, I think more companies need to do this good ideas come to light quicker than ever before you have AWS. I mean, servers or AWS, you've got developers over the place to help you build your vision. I mean, these companies are going to be popping up and to be able to act quickly and place bets on multiple companies, I think is really smart and more companies should follow suit.
Chad (27m 14s):
Yeah. And you also forgot that our friend Lievin in House of HR, they have like 400 million.
Joel (27m 25s):
Yes! $20 million hold our beer. Hold our beer. I think that's I hear Lieven, saying that right now. Hold our beer.
Chad (27m 31s):
Joel (27m 31s):
Yep. Good point. Let's take a quick break and get into some racism. That sounds entertaining.
Chad (27m 37s):
Joel (27m 37s):
Oh Chad, the NFL is at it again. All right. I'll read the news here and then I'm sure we'll both have comments. All right. So Brian Flores, former coach of the Miami Dolphins has sued the NFL and three teams, including the Dolphins, Broncos and Giants alleging discrimination regarding his interview process with Denver and New York and his firing last month at Miami. Flores was fired January 10th, despite recording the Dolphins first back-to-back winning seasons since 2003 has also alleged that the Giants interviewed him last month for their head coaching vacancy for no other reason than compliance with the NFL's Rooney Rule, which requires teams to interview minority candidates for their open positions.
Joel (28m 20s):
The law firm representing Flores said they hope to quote "shine a light on the racial injustices that take place inside the NFL." A little bit more on the Giants issue for my understanding Bill Bellacheck, future Hall-of-Famer coach of the New England Patriots texted Flores Congratulations on the Giants job when he hadn't even interviewed for it yet. And Bellacheck said, sorry, it was for somebody else. So basically.
Chad (28m 45s):
Joel (28m 46s):
Yeah, the wrong Brian. So the Giants allegedly hired a guy and then we're bringing in Flores only to fulfill the Rooney Rule.
Chad (28m 53s):
Joel (28m 54s):
That's the new story, Chad. I know you have some opinions.
Chad (28m 58s):
Yeah, I mean the Rooney Rules started off, I think was well-intended, but it's turned into the definition of performative, which means it's all for show. It's really what it is. And when you take a look at Bellacheck's text, even before Flores had a chance to interview, they had already made the decision. And then we take a look at, okay. So the Rooney Rule we have to at least have one black perspective head coach interviewing, right? Well, let's take a look at the demographics of the NFL, real quick. So Statistica numbers from 2020 shows that the NFL in itself, the players have 25% white players, 58% black players.
Chad (29m 45s):
There is one count them one black head coach in the NFL. There has never, I repeat, there has never been a 50/50, let alone, you know, 60% of NFL head coaches are black, that just, that has never happened. So we're, we're talking about the actual makeup, the composition of the NFL community. So this means over half again, half of the NFL coaches today should be black.
Joel (30m 12s):
You mentioned one head coach, how many black owners are there?
Chad (30m 16s):
I think zero.
Joel (30m 16s):
Chad (30m 17s):
Joel (30m 17s):
You know, this is an organization steeped in, I don't know, rich white people controlling the game. They have no government oversight. They're not a public company. You know, their stock can't crash when something like this happens. The status quo is the goal. You have an organization that is just built to do shit like this. And I, I think that the Rooney Rule was put in there to like pacify the press, pacify the, you know, the union. But it has become a veil to be racist because now you can say, well, we have the Rooney Rule. Like we were making progress, right? It's like when Facebook fucks up elections, they go, oh, we're getting better. We're trying to better ourselves. We're always learning. You have an organization with no oversight. So this shit happens.
Joel (30m 57s):
People aren't going to stop going to games. They realize that, you know, if a player like Colin Kaepernick gets out of line, he gets blackballed from the organization. Probably poor choice of words on this but I can't think of another one. So there's a system of like, don't talk out, take your money, shut up, play the game and let the people in the ivory tower deal with this. Yeah. If you file a lawsuit against the NFL, like why do you think Brian Flores is going to coach again in the NFL? No, no, no chance in hell.
Chad (31m 31s):
Well, look at where Kaepernick's at.
Joel (31m 34s):
Totally. So, so huge, huge kahunas on Flores to realize like I'm throwing away my career, at least in the NFL for this bigger mission. But again, people aren't gonna stop going to games. The local governments want football teams in their city. So they're not going to do anything. That's gonna, you know, upset the apple cart. What I'm going to find really interesting is the pop culture or the cultural kickback on this. And probably more than in the last, since probably Prince performed, I'm more excited about the halftime show this year than I have been a long time. So for those that don't know, we've got Dr. Dre, we have Snoop Dog, we have M & M, we have Mary J Blige and someone else who's probably too young.
Chad (32m 15s):
Joel (32m 15s):
Kendrick Lamar. Yeah. Too young for me to know. So you have a group of people that are icons in the black community. They've built their careers on being like of the streets, of the people in that, in that, you know, in those neighborhoods. So those folks have to be talking about what are we going to do to raise awareness about this issue? My wife thinks they're going to tank the whole thing. I'll be shocked if they just say, we're not going to perform, but there's gotta be a, you know, Olympic black glove moment, or there's gotta be, you know, I can't breathe t-shirt or there's gotta be something that these performers do to raise awareness because it's just come to a head. And I think the halftime show is going to be huge because the world's going to want to know what are these performers going to do?
Joel (32m 60s):
Because they have more money than God. All of them.
Chad (33m 3s):
Joel (33m 4s):
They have nothing to lose. They probably have everything to gain by, by going against the man, which they've done their whole career. So I'm really interested to see how that goes, because I like you see this as a major problem. I just don't know how you solve it. Halftime show tune in. It'll be interesting. I promise not since Janet Jackson's nipple made an appearance, will the halftime show be this entertaining? All right, let's talk about home. Actually. I'm gonna, I'm gonna chime in here because we got some news on Home Depot and how they hire. But I mentioned my son Cole, who's 15 being on the job search. So I have an update.
Joel (33m 45s):
If you missed last week, he's applied, really I've applied, which has been eyeopening for me. He's applied through me to Subway sandwiches. Chick-fil-A. Culver's, which is kind of a regional burger burger joint. And McDonald's who everyone knows. So I talked about those application processes. Now I can talk about the interview process, which has been interesting. So Subway, we didn't hear shit. So the usual the black hole was in effect on Subway. Chick-fil-A I applied, got a text message back scheduled, a Zoom call. Cole went on the Zoom call. They had a nice branded Chick-fil-A image before the call and a kid came on, but he probably does a hundred of these a day, had about a four minute interview thanked Cole for his time.
Joel (34m 27s):
And then peaced out. I got an email a few days later saying thanks. But no thanks. Which was fine. So Chick-fil-A sort of dot all the I's and cross the T's. Yeah. Culver's so we apply, got a text with a phone number that says call us. So I had Cole, call them. They scheduled an interview for 4:30 on Monday or whatever. So we went down to Culver's. The person at the cash register says, Hey, Margie, there's an interview here. Margie says, I have an interview today?
Chad (34m 50s):
Joel (34m 51s):
Like, oh shit. I didn't know. And then like, give him a Coke, have him sit down and I'll get with them as soon as possible.
Chad (34m 57s):
Tell him to have a Coke and a smile and shut the fuck up.
Joel (34m 59s):
Have a Coke and a smile and shut the fuck up. He sits there for 20 minutes and he texted me cause I'm waiting for him outside. And he says, should, should I just bounce? And I said, well, no, go to the front desk and ask for the manager, say how much longer is it going to be? Anyway, the manager clearly did not have time for Cole. So we left. I being who I am and what I do. I called the number and who, which was HR. Yeah, they were apologetic. They said, we're going to make this right. They said, we'd love to have you come back. If we want to reschedule, which we might still do. So Culver's is disparate, probably unlike many regional restaurants.
Joel (35m 41s):
Now McDonald's, you know, home and here and we love Paradox. But the chat experience like that whole thing was, was a plus compared to the other competitors.
Chad (35m 53s):
Joel (35m 53s):
Being what we talk about regularly. It's good to get out there and actually apply to these jobs and see how these companies do it. Cause many are falling on their face.
Chad (36m 7s):
Yes. At the very least.
Joel (36m 8s):
Okay. Onto home Depot. And this is from CNN. Home Depot has a plan to combat the worker shortage. Speedy job offers. We're talking frequent Jimmy John's fast.
Chad (36m 17s):
No we're not.
Joel (36m 18s):
Chad, the world's largest home improvement retailer said Tuesday, "that job applicants could receive an offer within one day of applying" end quote. Home Depot said the quick hiring strategy as part of its plan to hire more than 100,000 new associates ahead of its busy spring season. In addition to speeding employment, the company also offers up-skilling programs, tuition, reimbursement, a cash bonus program and discounted stock purchases. We've heard strike while the iron's hot Chad, but is this taking it too far,
Chad (36m 49s):
Too far? It's not far enough. So it quote from the article, "the move by Home Depot underscores, the difficulty businesses are facing as they try to fill open positions," end quote. So then why, oh, why is Home Depot making people wait a whole damn day? This is, to me, mind fucking blowing. These positions are not high risk positions. And this could literally be the offer can be provided at the interview. Give them the offer contingent on background, check if it's necessary, then start the onboarding phase. Right? So many hourly platforms today can engage candidates, screen, schedule the interview and even host the interview on the platform.
Chad (37m 37s):
All right there. Then, you can make the damned offer, pending and contingent on whether you have a background check. What the fuck ever. Right. So why is a Global VP of Talent Acquisition puffing up his chest in a CNN article? This is substandard at best dude. I expected better from Home Depot. I hope Lowe's and Menards are listening because to be quite Frank, if you are not providing an offer and putting it in front of the person's face that day, that second, you fucking lost them.
Joel (38m 5s):
Well, you're feisty on this one. So one thing America does better than anyone else is fire people.
Chad (38m 9s):
Joel (38m 9s):
We're efficient at it. We're good at it. Hell we do it on Zoom now. Like we know how to fire people. So why can't we hire people at a similar rate, right? Like why can't we hire people on the day that they come in and interview? Why can't we turn that around quickly? And I get their issues with, well, we want the best candidate, but in service industries and things that need people now.
Chad (38m 33s):
A hundred thousand people.
Joel (38m 34s):
Right? Like yes. A hundred thousand people. Yeah. I mean, you know, dot your I's and cross your T's. Make sure you're protected the background. Check shit. Like make sure all that happens. But look, you know, my dad used to say, win fast, lose fast. And this strategy is great because you're getting people in the door look, most people when they're looking for job of this level, like they just want the job. And if you're the first one to offer it to them, guess what? They're not even going to talk to the other companies that they apply to who are waiting.
Chad (39m 3s):
You're gonna wait 24 Hours. They're not going to be the company though.
Joel (39m 8s):
Exactly. So, so speed kills. This plays right into that. It's the American way. Home Depot is blazing a trail that I think a lot of other retailers are going to have to follow or lose out to Home Depot.
Chad (39m 25s):
Yyou miss the whole point. They are waiting 24 hours. They should not have to. They should actually offer right there.
Joel (39m 33s):
That's lightspeed compared to everyone else though. I'm applying to restaurants that are begging for people under my son's name. And it's taking days.
Chad (39m 42s):
You're talking about local franchises versus corporations is, are entirely different. Go to go to Lowe's and Home Depot. Those are all corporate owns. They're not franchises, right? So that's that's onions and apples, entirely different.
Joel (39m 54s):
What you're saying is Home Depot is too slow. Like they're fast, it's a comparative issue, right?
Chad (39m 60s):
And they need a hundred thousand fucking people. What they should be doing and if they want to blaze a trail. they should be presenting offers to that individual on the interview. They have a hundred thousand fucking positions to fill! Waiting 24 hours is dumb. Do it now.
Joel (40m 18s):
Here's a new strategy for companies go to the maternity ward of all your local hospitals. And as soon as babies are born, give them a job.
Chad (40m 26s):
Now you're just being stupid.
Joel (40m 28s):
Now I'm just being an asshole. Let's take a break and talk about OnlyFans. That'll cheer us up. All right, Chad, it's another OnlyFans firing story.
Chad (40m 39s):
Joel (40m 40s):
Get excited, get excited baby.
Chad (40m 42s):
Joel (40m 42s):
Listeners will remember a nurse that got fired for raising blood pressures on the popular fan site. And now you can add a cop from Colorado 48 year old, Melissa Williams, a now former Sheriff's deputy retired with a $30,000 separation agreement instead of facing an internal investigation over her OnlyFans page, which was discovered as always by a coworker after about 18 months of being on the platform where she got naked and banged her husband for cash. How much cash you ask? the New York post reports, a monthly take of $4,000 a month. It could be a case of, he said, she said, however, the Sheriff's office said in a statement, quote, "Ms. Williams was not fired, nor was she forced to leave.
Joel (41m 22s):
Ms. Williams allegations appear to be nothing more than an effort to manufacture a newsworthy story to drive traffic to her website." Chad is Ms. Williams, a victim of jealous coworkers, or just your regular everyday marketing genius?
Chad (41m 36s):
Probably a little bit of both. First we get first we get a nurse. You forgot about the teacher. There was also a teacher and now a cop. Nurse, teacher, cop, are you fucking kidding me? Side hustles are becoming a bigger thing first and foremost. So we need to start thinking about that. And we have to remember that those individuals are there to do one of two things. There is an hourly quotient that they are there to work for you and, or there's a project timeline in which they need to provide deliverables right? Beyond that Fuck you that's my time. Would the police department had an issue if she were selling art on Etsy, right?
Chad (42m 19s):
Joel (42m 20s):
<inaudible> I guess.
Chad (42m 21s):
I doubt that they would. Actually reached out to one of my friends who's a police officer and I said, Hey, look, is it okay for you to actually do security? And he's like, well, we have to go through the department. And for the most part, no we can't. But in Indianapolis, Metro, you can. You can pretty much do whatever you want. So it depends from department to department, but, I said, okay, so what about other side jobs? He's like, oh yeah one of my friends actually owns a bike shop. So this is all about moral standards. I think that the police department is actually going after, because if Joe has a bike shop, they're like, oh yeah, Joe's got a bike shop.
Chad (43m 3s):
And I bought my last bike there, but she has an OnlyFans account and that's not fitting with our morals and standards and so on and so forth. So there has to be some type of regs that are put in place for them locally so that they can actually manage this shit, you know? And she only got $30,000 severance after 28 years.
Joel (43m 22s):
Yeah. But she's making four grand a month screwing her husband on camera. Anyway, besides the point.
Chad (43m 28s):
That doesn't have anything to do with what she got from the cops.
Joel (43m 33s):
Beside the point, I couldn't, I couldn't resist. I was a little surprised this happened in Colorado, which is such a progressive weed smoking state. I wonder how many companies are changing their sort of employment policies, because there was a time where like your social media, you know, activities were sort of monitored or like, Hey companies had, we gotta have a policy around social media. I wonder how many companies are creating social or like policies around OnlyFans type sites or OnlyFans in particular because my guess is a lot more will be doing that. Cause there's going to be lawsuits. There should be lawsuits.
Chad (44m 6s):
There should be.
Joel (44m 7s):
I'm sure part of her $30,000 separation agreement was you can't sue the city or the police department or whatever.
Chad (44m 14s):
We got off cheap, they got off, they got off very cheap. And it was a matter of fact, I actually sent this news article to my, my police officer, buddy. And he's like, damn, you know, she only got $30,000 from this after 28 years. I'm like, yeah, no shit. Right. We have to start thinking about work differently. Yes, we were talking about OnlyFans, but this has to do with any side hustle that's out there, and I'll throw out there. There's a very good friend of mine who used to be a VP in a fortune 50 organization.
Chad (44m 59s):
She's not doing that anymore. She's happier doing different side hustles where she's making more money and she's getting more time to herself.
Joel (45m 7s):
Is it an OnlyFans page?
Chad (45m 8s):
It's none of your business.
Joel (45m 11s):
Oh, so we have teacher, nurse and cop what's the next profession to get pinched lawyer?
Chad (45m 20s):
Joel (45m 21s):
sfx (22m 13s):
Easy, peasy, lemon squeezy.
Joel and Chad (45m 23s):
OUTRO (45m 47s):
Thank you for listening to, what's it called? The podcast with Chad, the Cheese. Brilliant. They talk about recruiting. They talk about technology, but most of all, they talk about nothing. Just a lot of Shout Outs of people, you don't even know and yet you're listening. It's incredible. And not one word about cheese, not one cheddar, blue, nacho, pepper jack, Swiss. So many cheeses and not one word. So weird. Any hoo be sure to subscribe today on iTunes, Spotify, Google play, or wherever you listen to your podcasts, that way you won't miss an episode. And while you're at it, visit www.chadcheese.com just don't expect to find any recipes for grilled cheese. Is so weird. We out