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It’s Thanksgiving week, which can only mean one thing: Chad & Cheese are doing everything in their power not  to work… and unleashing the annual Jive Turkey Episode. From ZipRecruiter’s ghost-town podcast and SHRM’s ivory-tower cosplay to dystopian AI layoffs, PE-fueled corpse-stripping, MLS Messi magic, fantasy-football carnage, Boston Market trauma, Google Gemini’s Netscape moment, and a €6K bargain-bin spy who torched his entire career — it’s the feast you didn’t know you needed. Plus, special guest turkeys from JT, Mo, Julie, Allyn, Michelle, and the rest of the industry’s finest fowl. Grab your Bob Evans dinner, pour the bourbon, and get ready for the jive, the gobble, and the glory. PODCAST TRANSCRIPTION Joel Cheesman (00:39.054) Yeah, those aren't pillows, Chad. It's the Chad and Cheese Podcast. I'm your co-host, Joel Doge's Dead Cheeseman. Chad Sowash (00:47.951) This is Chad sales pending, so watch. Joel Cheesman (00:51.878) episode of HR's most dangerous podcast Jive Turkeys with all the fixins baby let's do this Chad Sowash (00:58.785) yeah. Joel Cheesman (01:06.26) yeah, Chad, you've waited all year. You waited all year for the gobble baby all year for the gobble. So Thanksgiving week. It's officially the, the, it's the holiday season, which means you and I try to do as little work as possible. which leads us to, our jive Turkey episode. What, what do you have friends and family? Again, we have other people do the work for us. We ask some of our friends of the podcast to give us their. Chad Sowash (01:06.403) It's back. It's back. It's back. Jesus. shit. Chad Sowash (01:20.795) you Chad Sowash (01:25.371) Friends and family episode. Let's just call it the friends and family. Ha Joel Cheesman (01:33.954) their favorite jive turkeys in the industry of the year. But Thanksgiving, Chad, what, you've got a lot going on. You got a lot going on. What do you want to be thankful for? Share with the, with the fans, anything? Chad Sowash (01:45.101) Yeah, no, thankful for all of the time that, you know, me and the family had to live in this beautiful, big ass, beautiful house. And it's for sale. And it was been on the market less than two weeks. Got a sale pending. Moving fast, moving fast, moving fast. Moving fast, yep. Joel Cheesman (02:03.422) Awesome. Awesome. Congrats. That was fast. Columbus, Indiana is a hot market everybody Columbus, Indiana. is this one of these like pending upon and checking out the house? Fanta financing? Like what are the hurdles that are in the way? Chad Sowash (02:12.558) yeah. Chad Sowash (02:22.113) Yeah, I don't think this will have many hurdles other than time because we've got to make sure that we've got all the logistics taken care of so that we can get everybody safely over to Portugal, including the two dogs. So it's more logistics focused than anything else. So next thing we could be over there before the end of the year or just in early 2026. Joel Cheesman (02:45.048) Yeah. Thanksgiving, guess empty house, going to what? Boston market chicken. Do they still have Boston market chicken? Okay. Chad Sowash (02:51.515) Close. Very close. Very close. We're both Ohio boys. So Julie is spending Thanksgiving in San Diego with Tristan. I came back to spend it with Emma, our middle kid. And yeah, I ordered the Bob Evans Thanksgiving. That's yeah, Bob Evans. Big Ohio. Big Ohio company. That's right. That's right. you don't know Bob Evans. Joel Cheesman (02:58.318) I know. Joel Cheesman (03:03.927) Joel Cheesman (03:12.654) OHHHH Joel Cheesman (03:21.454) I love the restaurant made Thanksgiving dinner. Love it. Love it. We did it. Christine, a couple of years ago went to New York for the Macy's day parade. And I think I just got barbecue. It was great. Like, it was awesome. Love it. I love my wife's food, but you know, there's nothing wrong with switching up and getting something different. Yeah. we, Chad Sowash (03:24.795) Mmm. Chad Sowash (03:31.962) yeah. Chad Sowash (03:42.757) So what about you guys? Joel Cheesman (03:47.074) We're blessed with a divorced family. So we are going to do like a double Thursday. we don't have the big kids. so we're doing my 86 year old dad and my hundred year old dog, and then Jeremy and us, and it'll be kind of a little bit, unconventional, maybe a steak or, you know, something off the, off the, the menu. then Friday we're celebrating with everybody. So that'll be the more Turkey dressing, mashed potatoes, all that good stuff. And then Friday also we do, we do our Christmas tree cutting. So we reserve a spot, we go cut a tree down. So we'll have a new Christmas tree. We'll have Thanksgiving dinner. It'll be lovely. It'll be lovely. It'll be lovely. All the traditions, all the cheap, all the American traditions are great. Speaking of, speaking of non-American, my, my European slash Chad Sowash (04:14.852) Okay. Chad Sowash (04:18.683) Yeah, traditional. Chad Sowash (04:31.363) all the traditions, all the Cheeseman traditions. Ha ha ha! Yes. Joel Cheesman (04:43.33) World football stock went up this weekend, took the kids to Cincinnati for an MLS playoff game featuring the goat, the MJ of the sport, Lionel Messi, who just spanked Cincinnati 4-0. was during the regular season, if you watch him, he kind of phones it in, he kind of bounces around, has a few sparks of genius. Chad Sowash (04:46.094) how so? Chad Sowash (04:51.323) yeah. Chad Sowash (04:55.739) Mmm. Chad Sowash (05:05.093) very sad. Chad Sowash (05:11.355) Yeah, saves it saves it further. Yeah postseason. Joel Cheesman (05:13.74) Yeah, the playoffs, he ain't fucking around. it was a damn. Okay. But, it was cool. was singing flags, smoke and all that stuff. It was as close to European as I guess Ohio can get, but we had a, we had a good time. Chad Sowash (05:19.547) Ha Chad Sowash (05:32.091) That's awesome. mean, it's interesting because you see guys like Messi come to the US and literally he's a man playing with boys. I mean, you look at that and then you go see Ronaldo playing in the Saudi league. It's the same fucking thing. It's it's amazing watching these guys get to where they're at now. I think they're both around 40 if they're not 40 yet. Getting to where they're at and literally just having fun and making a shit ton of money. Good for them. Joel Cheesman (05:53.624) Yeah. Joel Cheesman (06:01.218) Totally. I, yeah. Good. Good on them. Good on them. and good on Google. I know it's not our regular show, but man, Google is cooking and I, I don't know if they had a Netscape moment this, this week, but on a few, Mark Banyoff, CEO of Salesforce tech basically texts or tweeted out said, I've used open AI since it came to being and I'm out because the new Gemini is that good. Chad Sowash (06:09.563) Mm-hmm. Chad Sowash (06:16.635) Mm. Joel Cheesman (06:29.962) I think you pay for it. So maybe you have some insight on how good it is, but, you know, for those that remember Netscape, Netscape was the shit. when it came out, it was like, wow, this browser is great. You can search and it was awesome. And then, and then Explorer said, hold my beer. we're going to make it part of every Microsoft computer. The difference is Explorer was never better than Netscape. It just happened to be, you know, part of the, part of the, ecosystem. Chad Sowash (06:39.695) Yes. Yep. Chad Sowash (06:56.773) package. Joel Cheesman (06:57.92) It sounds like Gemini is better than OpenAI. Chad Sowash (07:02.011) Well, and it's the same scenario. mean, it's the exact same scenario. Look at OpenAI. OpenAI is not connected to any real ecosystem like a Microsoft or Gemini or Google or Amazon or what have you, right? So Gemini, and we talked about this, you can infuse that into your browser. You can infuse it to your, you know, droid operating system, all the stuff. I mean, they have... Joel Cheesman (07:13.006) Mm-hmm. Chad Sowash (07:30.519) the vehicles through sheer behavior of how we've already used our mobile phones, how we've already used browsers, we've used everything. All they do is now sync all of that AI into our everyday lives automatically, which is exactly the exact fucking thing I've been talking about for recruiters. The operating systems that they use, whether they're applicant tracking systems or what have you, all you have to do is start baking that stuff in. And the next thing you know, I don't have to Joel Cheesman (07:36.77) Yeah. Joel Cheesman (07:57.656) Mm-hmm. Chad Sowash (08:00.257) Schedule interviews anymore. wait, I don't have to even do pre-screens anymore I don't have to do a lot of this shit because guess what AI is doing it in the background Google Gemini those guys are showing it showing you how this is a masterclass and how to actually infuse AI into your stack Joel Cheesman (08:09.336) Yeah. Joel Cheesman (08:17.826) Yeah, it's a, it's pretty awesome. And we were at, last week we were in Dallas for the, the RL 100 and Johnny Campbell presented all the conferences, showed off, Atlas, which is open AI's browser. And you can't help, but just imagine that Google's going to have the same sort of agentic technology. And by the way, they have Google for jobs. Chad Sowash (08:38.362) easily. Joel Cheesman (08:40.686) So it's not real hard to think about an easy agent to say like, Hey, do want us to search Google for jobs on a regular basis and then apply to positions that you're interested in? Like that's not a real, a real stretch of the imagination. So, 20, 20, 20, 20, is going to be pretty interesting for our friends at Google. And, the AI story, continues. Chad Sowash (08:49.142) Yeah. Chad Sowash (09:03.611) The competitive landscape is what I love. The thing is that we're dumping so much money into a bunch of these brands that are going to be losers. That's going to be the interesting thing to watch. Which company or companies take billions of dollars and take a fucking nosedive? That's going to be the interesting thing to watch. Joel Cheesman (09:23.874) Yep. Yep. And speaking of winners and losers, Chad. Chad Sowash (09:27.963) There we go. shit. Joel Cheesman (09:33.551) We'll get to free shit after the other football. was just too good of a segue for me not to take advantage of it. All right, gang. is a week 12 is in the books. I think of fantasy football sponsored by our friends at factory fix, clear winners and losers up to this point in fantasy. but here's your leaderboard heading into a new week. got Courtney Nappo and Mackenzie Maitland. They just go back and forth with that top spot. I'm, I'm holding onto that number three. Chad Sowash (09:37.103) Good call. Good call. Chad Sowash (09:56.869) feeling it. Joel Cheesman (10:01.326) kicked your ass this week, which felt pretty good. David, David, David Stiefel last year's winner is in the four spot. Steven McGrath slips out slips out of the playoff spot. Yeah. I know he's, he's not real. He's not real happy about that at all. then we got Jada Weiler, William Carrington, you're in the eighth spot followed by Megan Radigan, Jason Putnam, ginger Dodds, and take a wild guess at who's last Chad. That's right. Chad Sowash (10:04.219) God damn it. Chad Sowash (10:12.037) What? What? Chad Sowash (10:17.933) Chad Sowash (10:30.187) the big O, the big O. I want to show my O face. O, O, O. Joel Cheesman (10:32.044) Jeremy Roberts, he's the big bagel. Bagel Boy is 0 and 12 going into a new week. Joel Cheesman (10:47.718) and that is, is a factory fixes fantasy football sponsored by our friends at factory fix. Let's get to free shit. Shall we Chad? Because Steven's losing on the grid iron. Maybe he's, he's making up for it with, with free stuff. Chad Sowash (10:47.8) You Chad Sowash (10:51.386) Yes! Chad Sowash (10:55.611) Beautiful. That's right. Chad Sowash (11:04.826) He might, he might. Chad Sowash (11:18.416) Yes. Chad Sowash (11:46.698) no. Chad Sowash (12:17.883) And such the perfectionist that Stephen messaged me and he's like, hey, I was trying to speak very slowly because my Scottish accent, a lot of Americans can't understand what I'm saying and they need to understand where to go get free stuff. So he came back with the same version, but he actually sped it up a little bit to make it a little tighter because it seemed like it was going way too long. So again, the perfectionist being that Stephen McGrath. Joel Cheesman (12:21.304) Mm-hmm. Joel Cheesman (12:46.35) Sure, sure. Chad Sowash (12:51.991) Alright. Joel Cheesman (12:52.302) By the way, can we start a GoFundMe to get him over here for the World Cup in 26? Can we do chicken cock sponsor or something? I don't know. Chad Sowash (12:57.083) Ha Chad Sowash (13:00.673) Oooooh! Turkeys! Joel Cheesman (13:05.974) All right, Chad, just like any good concert has a warm up band. I'm going to warm us up here with with Jive turkeys. Call this my honorable mention, if you will. Zip Recruiters podcast. I don't know if you've heard about this, Chad. It's called it's creatively called Talent All Stars. Anyway, they launched this thing in August of twenty twenty four over a year ago, year and a half, roughly. Chad Sowash (13:11.041) excellent. Sure. Chad Sowash (13:24.987) doing it again. Chad Sowash (13:31.899) Okay, yep, yeah, yeah, yeah. Joel Cheesman (13:35.257) They have a whopping 10 reviews on Spotify. 10 reviews on Spotify and 20 reviews on Apple to this point, Chad. Chad, I don't know if you know this, they're a public company with almost 1500 employees. They have 106,000 followers on LinkedIn. 30 reviews on the two most popular podcast platforms in the world. Chad Sowash (13:54.287) Yes. Joel Cheesman (14:05.324) Meanwhile, Chad, year to date, their stock is down 35%. If this isn't a jive turkey, I don't know what is. My first and Arnaud Bormentian Turkey of the Year goes to Zip Recruiter's podcast, Talent All-Stars. Boo! Chad Sowash (14:26.435) I mean, if you want to look at how to do anything half-assed, let's take a look at ZipRecruiter. Fill this, I mean, they've pretty much fallen apart since IPO. So yes, ZipRecruiter is literally the epitome of half-assetness. Joel Cheesman (14:43.436) I should have looked up the stock price since they launched this shitty podcast. By the way, if you're on this podcast and they have some good people like head of TA, good like you're talking into the abyss. If you have been a guest on zipper critters podcast, you need to call Chad and cheese. So when you spend time talking into a mic, people are actually listening to it. So give us a call. If you've been on zipper critters, shitty podcast, gobble gobble motherfuckers. Chad Sowash (14:46.395) Ha! Chad Sowash (14:59.439) No! Chad Sowash (15:05.667) It's worth it. It's worth it. Yes. Chad Sowash (15:10.811) beautiful, beautiful. Joel Cheesman (15:14.572) All right. Time for a friend of Chad and cheese. We call them the Fockers, if you will friend of Chad and cheese. Let's hear from JT on her Jive turkey of 2025. Chad Sowash (15:26.191) There we go. Joel Cheesman (15:34.094) It's like Johnny's mugshot. Joel Cheesman (16:17.135) Ugh. Chad Sowash (16:18.011) Ooh. Joel Cheesman (16:20.558) JT's coming in hot, coming in hot. Chad Sowash (16:22.395) That's why we love Lil JT, because she does come in hot. So I I agree the Society of Human Resource Management should be the North Star for HR professionals, but it's not. Why? mean, leadership or lack of maybe, and in my honest opinion, never look for Sherm's president, Johnny C. Taylor, to set a standard for anything other than looking polished. He's got some beautiful suits. And then sounding like an elite Joel Cheesman (16:34.678) It used to be. Joel Cheesman (16:48.759) Mm-hmm. Chad Sowash (16:50.731) ivory tower asshole every time he opens up his fucking mouth. I'm just surprised that Marilyn Monroe impersonator wasn't a fucking stripper. Joel Cheesman (17:01.368) That would have been good. That would have been good. Look, I'm glad I don't have to look at these commercials anymore. Remember the Johnny Taylor commercials that were on all the fucking time? Which were like, I don't know who they were pandering to. More like just, was an ego play for Johnny, if anything else. He was the star of all these things. I'm just glad I don't have to look at those fucking commercials anymore. But speaking of commercials, Chad, we're rolling along. We got commercials on the show, but we have real advertisers. Chad Sowash (17:03.193) I'm surprised. Yes. Yes. Chad Sowash (17:14.031) So self-important. Yes. Chad Sowash (17:26.073) Yes. Let's do it. Joel Cheesman (17:30.38) real sponsors, real pertinent products for our listeners. Guys, listen to the ads, otherwise there's no show. And if you haven't given us a follow on your favorite social media platform or podcasting platform of choice, what the hell, dude? What the hell? Let's go. Chad Sowash (17:43.835) Do it. Do it. Joel Cheesman (17:54.991) All right, Chad, we're rolling straight from JT to Mo. I don't know if the audience can handle it. I don't know if the audience, we got two from Mo. One kind of leads into the other. It's not real. Let's get some Mo on this docket here. Chad Sowash (18:00.045) I don't know. Chad Sowash (18:04.667) Give me some mo. Chad Sowash (19:27.387) This is very dystopian, right? But it's true. And we have people like Tim Gerner. Remember that CEO founder who said the quiet part out loud? Remember that guy? Go ahead and play it, Joel. case the kids forget. Joel Cheesman (19:42.786) Yeah, that was a CEO's behaving badly moment. Let's go down memory lane for that one. Chad Sowash (20:26.111) You combine what that piece of shit said in that video with the AI aspect Moe just talked about. So it's not just a vehicle to perform layoffs through the guise of AI. It's a way to beat down the peasants and get them to bend to your will. So it is dystopian, yes, but unfortunately, this is what we're seeing happening and we're seeing CEOs and founders saying they want to do this shit out loud. Joel Cheesman (20:30.766) Mm-hmm. Joel Cheesman (20:55.468) Yeah. the, AI phenomenon, the AI trend has given a lot of smoke and cloud cover, to CEOs to lay people off. Maybe they over hired during the, the pandemic juice, their stock price. life is good for CEOs. Life is good for CEOs. Let's see if it turns around in 2026, but next up on the jive turkey commentary is someone close to your heart. Miss Julie, the job board Dr. Sowash. Chad Sowash (22:21.339) You can see Tristan was Tristan was recorded. Joel Cheesman (22:23.694) I was gonna say was Tristan the videographer on that one? Is there some posh posh posh bar? nice. LA. Yeah. Yeah. Chad Sowash (22:29.359) but In LA, yes, in LA. Yeah, I mean, she's not wrong. I corporate welfare at its worst. That's what Ronstadt showed us. Hundreds of employees all throughout Europe who worked for Monster suddenly were left without a job, without severance benefits. because Ronstadt was clever with the financial engineering, i.e. paying their executives millions of dollars and artificially bleeding the company dry through Apollo's P.E. Playbook. Joel Cheesman (22:53.454) Mm-hmm. Chad Sowash (23:00.411) They combine efforts with Apollo and Apollo helped them bleed it fucking dry. The only thing I can say is if you're a global player, go to a Deco, Manpower, Hayes, Robert Half, Kelly, Allegious. There are plenty of other options out there, but don't choose a company that's a people company that treats their people like utter shit. That's not who you want to do business with. yeah, just don't pick this turkey. Joel Cheesman (23:31.599) You know, Chad, I'm wearing my, uh, my boom band, uh, swag today. Um, and if you haven't been keeping up with, uh, Jeff Taylor's many interviews, he's also putting on monster reunion, uh, events around the country. And it's, it's just sad to see historically such a employee focused organization. know a lot of career builder folks, a lot of monster folks, like they still love the brand. They'll still show up to some reunion party. Chad Sowash (23:39.631) Ha ha ha! Chad Sowash (23:44.559) Yes. Yeah. Chad Sowash (23:59.848) yeah. Joel Cheesman (24:00.951) And then to just totally shit on them like Ron start did, is just, it's just bad, bad etiquette, bad etiquette all around. Good, good commentary from, from Julie, which leads us to you, I guess with your Turkey. Chad Sowash (24:17.167) Yeah, so I want to go after Julie because she actually wrote up an amazing article about Indeed Connect last week on the job board doctor. And it was so damn good that I used it as a guide for her remarks today. So I told her, I'm like, hey, I'm stealing your shit. So big thanks to her for doing this and distilling it down so idiots like us can actually understand it. So no surprise, my... Turkey of the week or my Turkey of the year goes to Indeed Connect. Indeed Connect is a new product that's launching in January that companies can use if they use the Indeed apply integration. And here are the three sales points that they're trying to use to push people into it. Number one, point number one, AI innovation. So you'll get basic candidate summaries, which literally standard fare for just about every fucking thing that you use out there today. So it's nothing really special. Or you can purchase advanced screening or you can purchase advanced sourcing. So back to a little history lesson. You don't charge for basic bitch upgrades. Monster did this with Sixth Sense Semantic Search and that product died because it should have been a platform advancement, not a wallet opening event. Right? So again, a basic bitch move by indeed. Joel Cheesman (25:21.102) Mm-hmm. Joel Cheesman (25:35.202) Mm-hmm. Chad Sowash (25:38.747) Point number two, marketplace. So your brand, your logo can actually show up in the search results. Like it's 19 fucking 99 for God's sakes, which is something that we did at online career center. And I think a monster board and Kerr mosaic and all these old, old, old job boards did back in the day. And you didn't have to pay for it. But they're doing this because they want your data again for another basic bitch. Joel Cheesman (25:45.911) huh. Joel Cheesman (25:54.936) Mm-hmm. Chad Sowash (26:08.045) upgrade. Indeed will also disable competitor ads on your page. So let me go ahead and set this up for you kids. If a job seeker was researching your company on Indeed and they've got your little company page that's there, they will put your competitors jobs on your company page. Unless, unless you pay to knock them off, right? It feels like a protection racket to some extent. Joel Cheesman (26:09.026) Mm-hmm. Chad Sowash (26:37.947) Then there's ongoing matching using your disposition data. So Let me get this straight. This is fucking kills me We're in an environment where the large language models are literally commoditized and data is the gold and Indeed wants your data. They want your gold for free Plus if you want indeed advanced sourcing and screening and all that other fun stuff Joel Cheesman (26:45.197) Uh-huh. Chad Sowash (27:03.589) You're have to pay for it, not just with your data, just so you have access, but also more money from a budget standpoint. And then last but not least there, you get preferential terms, which means I guess that you feel special by receiving discounts on products you should not be paying for in the first place. In short, Indeed Connect is just a slick way to coerce employers, staff and companies in recruitment marketing agencies into handing over hiring data, the actual gold. Joel Cheesman (27:22.254) You Joel Cheesman (27:32.811) Mm-hmm. Chad Sowash (27:32.965) for free while charging you more for quote unquote better matching advanced screening in discounts on the most basic bitch features imaginable. We've heard this song and dance before. Indeed will always give you the best, but indeed's own numbers admit that 97 to 98 % of applicants coming from indeed aren't qualified. Say it again. 97 to 98 % of applicants coming from Indeed aren't qualified. The Indeed model is broken and their way to fix it is not improving the product. It's not fixing the funnel. No, it's pressuring you to cough up your data and your cash for the privilege of it. I don't fucking get it. Anyway, that's my turkey, my long rant. Joel Cheesman (28:23.586) Mm-hmm. Chad Sowash (28:30.977) Indeed, Connect is a turkey. Joel Cheesman (28:35.736) Chad, we have some secret hidden footage from the last board meeting where Deco spoke to the team. You ready for this? Joel Cheesman (28:49.582) Let's take a quick break. Joel Cheesman (28:54.574) All right, guys, it's the Jive Turkey episode. If you're just joining us, I sounded like a radio guy just then. Let's go, let's go right, we're back for a live turkey. Okay, let's go to keeping it hot gang. We're gonna go to Allyn from Smart Recruiters. Let's go. Chad Sowash (29:00.601) I hope that is... Yeah, I'm turkey. Yeah Chad Sowash (29:09.979) Who? Chad Sowash (30:36.949) Ooh, that was hot. Joel Cheesman (30:38.399) New muscles, Chad, I'm still trying to build my old muscles. Like what's this new muscle shit? man, I am in trouble, dude. Chad Sowash (30:41.284) Hahaha Chad Sowash (30:45.499) She totally hits it though. mean, we hear old rich guys all the time like Scott Galloway who we listen to and we like, but they talk about how AI isn't going to take your job, but someone using AI is going to take your job, which is totally bullshit. Yes, someone who knows how to use AI will definitely have advantages, but those individuals are training their replacements. So for example, and we've seen this, we thought prompt engineers. Joel Cheesman (30:48.622) Yeah. Chad Sowash (31:15.033) would be a job about a year ago, right? What happened? The AI watched and learned from millions of people prompting and now the AI prompts better than humans do. So we taught the AI how to prompt better. We trained our replacements. The same shit's going to happen. Where did the new jobs come from? Do we do more and do better with the staff that we actually have? Remember guys, we sent millions of candidates Joel Cheesman (31:26.744) Mm-hmm. Chad Sowash (31:44.909) into the black hole every year. If we have the same workload with better tech, just imagine those people not going into the black hole, but you still have a fucking job. But to think that it's not going to take jobs like we've seen with interview schedulers, it's going to, it already has. Joel Cheesman (32:11.368) I didn't think I would do this, but I'm going to give you a little history lesson on the Jive Turkey episode. when I worked for a job board that will be left unnamed, we made a pivot from sort of standard job postings to a more sort of tech suite of products, call it SEO, mobile, social stuff. And the salespeople who Chad Sowash (32:14.701) here we go. Here we go. Joel Cheesman (32:38.744) did job postings really well, which is a pretty simple sell, right? Like you're already doing it, just do it over here. To try to transfer those salespeople to then start talking about search marketing or mobile like development and like it just very few of the salespeople made the trans the transmission, the transgression, transmission, transition. Thank you. It's this, it's this, it's this Turkey. This Turkey on my head is sucking the, Chad Sowash (33:00.667) transition. Hey, it was your transgression. Joel Cheesman (33:08.632) blood out of my head. the transition, I don't know, call it one in four could make it effectively. We had to get all new salespeople that sort of had the competency to sell this new product. To me, that's kind of what we're seeing, but the recruiters that can transition into new jobs, new titles, new competencies, they're going to be fine. The ones that can't, they're going to go do something else. There will still be recruiting jobs. They just won't be the kind of recruiting jobs that you think of when you think of them today. Chad Sowash (33:41.243) Yeah, it's gonna look different. It's gonna look different. Doesn't mean that we're not gonna have recruiting. It's just gonna look a hell of a lot different. Joel Cheesman (33:46.892) And speaking of looking different, she's looking great. She's looking great. Let's go to Michelle at Vetti. Chad Sowash (33:49.605) Yeah? Huh? yeah. Chad Sowash (35:06.935) instincts. I love that. She said one word in there that is the most powerful, it's trust. Demand gen marketing in our space specifically pisses me off because for the most part, vendors in our space aren't selling transactional products and services. Seriously, we're not selling Tommy John underwear or blue apron milk kits, right? You're selling products that cost thousands, hundreds of thousands or millions of dollars, and that's not demand gen. You don't land big deals with coupon codes. You land big deals with consistent marketing and being top of mind when it's time for an RFP. You build it through trust. Joel Cheesman (35:50.415) You know, Chad, uh, uh, ran Fishkin, uh, our new marketing, uh, best BFF. and if you haven't listened to that interview, please go back to the archives and check that out. Um, he has a new post out, uh, today on a spark Toro, his, uh, his startup. he talks about how traditionally marketing is thought of as a funnel, right? You throw them in, you move them down, you know, eventually get to a point where there's interest and decision and action, et cetera, like pretty, pretty, pretty standard stuff. Chad Sowash (35:53.722) Yeah. Chad Sowash (35:58.959) Great interview. Chad Sowash (36:09.849) Hmm. Joel Cheesman (36:18.558) He says today it's more like a pinball machine. There are multiple points, touch points with a brand, different platforms, and eventually you get them down to the center. So marketing is, it's just interesting how all of that is changing so much. And I think Michelle kind of frames that in a cool way and also leads into what Rand's doing over there in marketing land. But yeah, great stuff as always. Chad Sowash (36:22.011) What? Chad Sowash (36:27.419) Yeah Joel Cheesman (36:46.318) from Michelle. wonder if she's cooking this week. I wonder if she's cooking some good stuff this week. I'll be right over Michelle. Chad Sowash (36:50.235) bet she is. I bet she is. You Joel Cheesman (36:58.08) All right, Chad, let's go into my turkey of the year. Closing out after my intro. That's right. Chad, can I interest you in, I don't know, honey pots, moles, crypto payments, and Rico claims as a jive turkey? Can I interest you in that? Yeah. Like if you're a regular listener, you know I'm talking about the ongoing bitch slap fest between deal and rippling. Let me set the table. Chad Sowash (37:01.071) Here we go. Best for last. Best for last. Chad Sowash (37:11.86) Ooh, that sounds amazing. Joel Cheesman (37:25.23) before I get to my Jive Turkey award winner. So before 2025 deal was apparently a rippling customer that got divorced thanks to being too much like each other and being coming, becoming too competitive. So fast forward to 2025, January of this year, a deal gets sued for alleged payments to Russian entities, dodging us sanctions. That's fun. Apparently this was all linked to a Ponzi scheme. A deal said it was quote, rippling aligned because the plaintiff's lawyer was a rippling investor. Yeah, you can't make this shit up. Hollywood should be calling soon in March. Rippling Sue's deal for orchestrating espionage by enlisting a spy. Seriously, in Rippling's Dublin, Ireland office claims include Rico violations, trade secret theft and unfair competition. Chad Sowash (38:12.175) Yes. I Joel Cheesman (38:20.834) The spy allegedly searched the keyword deal 23 times a day in Slack. Way to cover your tracks, genius. He stole sales pipeline data on 728 prospects and customer switchers. How'd this James Bond wannabe get caught? Well, Chad, after some suspicious behavior, Rippling created a fake Slack channel. which the spy searched hours after deal execs got warned of said channel as the wall started closing in. He did what any any good spy would do. He ran to the bathroom to cover to cover his tracks. Didn't really work out so well, so so who is this brainiac spy expert? His name is Keith O'Brien of Dublin, Ireland. They may have. They may have disavowed him at this point, but as far as I know, he's still a Dublin resident. Chad Sowash (39:09.659) You Joel Cheesman (39:14.318) And he's my jive turkey for 2025. But he's not only a winner because of his Tom Cruise mission impossible like cat like quickness. It's even more for the amount of money he took in exchange for destroying his personal life and his and his I don't know his his brand if he had one most people like you and me might ask for six figures and a Swiss bank account, maybe a duffel bag full of gold bars, Chad, but no. Chad Sowash (39:44.603) Crew Grant. Joel Cheesman (39:44.812) Mr. O'Brien, allegedly profited a huge sum totaling $6,000. $6,000 roughly 5,000 euros if my math is right on that for playing for playing a really dumb game of spy versus by when caught in questioned surprisingly he sang like a bird Chad he sang like a bird no more good fellas you know keep your mouth shut and you know keep you know don't tell him anything so fast forward to today chat fast forward to today how is how is mr. O'Brien doing well he dodged a bullet yes by flipping sides early Chad Sowash (39:56.827) my god. So stupid. Chad Sowash (40:05.947) Woof. Chad Sowash (40:17.531) for 6,000 euros. Joel Cheesman (40:26.388) singing like a canary and providing smoking gun evidence, including WhatsApp logs and payment records. O'Brien avoided jail time, his charges and financial ruin emerging as Rippling's protected insider. That's right. He's Rippling's protected inside. By the way, he alleged that deal was following him around the streets of Dublin and, called the cops on that as well. He's apparently, that's, that's, that's here and over there, but his career in HR tech. Is now proper fucked as they would say in Britain or Ireland. However, Chad Sowash (40:58.939) His, well he's on the finance side, right? Joel Cheesman (41:04.718) I don't know. Chad Sowash (41:05.928) Think he was I think is on the finance side, which is one of the reasons why I had all the access to this so I mean He's in the finance. He's on the financial side of any any industry. He's fucked period Joel Cheesman (41:18.53) Yeah, yeah, he's proper fucked. I'm sure the dramas left him with lasting paranoia and an Irish whiskey habit to dull the pain. Meanwhile, Chad, the main US case against deal rolls on with O'Brien's testimony central to the case. My jive turkey for 2025 goes to Keith O'Brien. Slainte Keith, you're my winner. You're my winner. Chad Sowash (41:21.147) Woof. Chad Sowash (41:24.837) Woof. Chad Sowash (41:44.037) What? Wasn't sure if it would be Keith or would be Bozo. Joel Cheesman (41:49.536) we, we still have naughty and nice coming in December chat. Don't worry. I am, I am locked and loaded. I am locked and loaded for, December, just like I am locked and loaded as always for a dad joke. Chad Sowash (41:52.563) good call. There you go. You Joel Cheesman (42:09.826) And we're going with Thanksgiving theme Chad. Why did the cranberries turn red? Why did the cranberries turn red? Chad Sowash (42:18.906) I don't know. Joel Cheesman (42:19.98) They saw the turkey dressing. Chad Sowash (42:23.301) Good one. Yes. Damn it. Damn it. Joel Cheesman (42:26.318) Should have gotten that one, yeah. Should have gotten that one. Happy Thanksgiving, everybody. Happy Thanksgiving, Chad. Go Bucks. We out. Chad Sowash (42:29.42) Ha Chad Sowash (42:36.975) We out.

This week on The Chad & Cheese Podcast, we welcome back the unstoppable Julia Levy, TA leader, author, HR tech whisperer, and all-around friend of the show. From AutoZone to Comscope to MetLife, Julia’s career spans industries, ATS graveyards, and enough tech chaos to make even Euro-Chad reach for a Super Bock. Julia breaks down: Why today’s tech landscape is more confusing than a job board dressed up as “AI-powered magic” How TA pros should actually evaluate vendors (hint: it’s not by the size of their booth) What students really  need to land internships in a volatile market Why AI-to-AI job applications mean the robots are now rejecting each other And her new book “From Hi to Hired” — a love letter to the next generation trying to claw their way into the workforce It’s candid. It’s tactical. It’s funny. And yes, Joel goes straight for the shrinkage jokes. Don’t miss this one. PODCAST TRANSCRIPT Joel Cheesman (00:43.141) Yeah, it's the podcast your mother warned you about. Welcome to the Chad and Cheese podcast, everybody. I'm your co-host, Joel Cheeseman. Joined as always, Chad Sewash is riding shotgun as we welcome Julia Levy to the podcast. Julie is a TA leader, a job search strategist, HR tech advisor, and author. And can I add friend of the show to your portfolio? My portfolio, yeah, that's right. Chad (00:51.566) Hello. Chad (01:05.401) gotta hope so. Well, not just that, she's also a Portugal visitor. Yeah. Julia Levy (01:11.308) Yes. I've had the ginja with you. Joel Cheesman (01:11.333) so Euro Chad. Is there a Euro Julia like there's a Euro Chad? Julia Levy (01:19.702) Eventually. Chad (01:19.737) Soon to be, hopefully, huh? Huh? Eventually. Joel Cheesman (01:20.965) Eventually, eventually you got to ease into that. can't just dive in and become Euro, Euro Chad. That's right. And. Chad (01:24.463) You can't just, you can't go full Euro. You just can't, don't, gotta ease, ease into it. Julia Levy (01:31.128) Soon enough Chad will be wearing cropped pants, slim pants, cropped slim pants. Chad (01:35.247) You Joel Cheesman (01:36.237) Are crops the same as Capri pants? those, those fans that are like at the knee. Yeah, that's very European. That's very, so prior to the current gig, which we'll talk about, you're working over time in the bone zone. Is that right? I mean, auto zone. Sorry, not the bone zone. I get those mixed up all the time. Yeah. Totally different job on that one. Chad (01:53.155) That's an entirely different company. Entirely different company. Julia Levy (01:53.3) I was. Yes. Yes. Left there in June. Joel Cheesman (02:00.297) Okay. So for all listeners that don't know you, you're our prior guest on the show. So feel free to search the archives. What else do we need to know about you? Julia Levy (02:09.3) I'm a recovering talent acquisition executive. So left AutoZone in June have been decompressing, enjoying a couple of the conferences, wrote the book, but have a real passion for sharing my 25 plus years of knowledge with others. So job seekers and TA professionals helping people find jobs and helping people be better at their jobs. Chad (02:28.175) Mm-hmm. Chad (02:37.263) So you've been through a ton of different types of businesses, not just going from one industry and staying in the same industry. So give me a kind of like a top down, because that almost has to feel almost like a civil multiple personalities kind of scenario. give the listeners a little bit about you and the types of organizations you've actually been in TA at. Julia Levy (03:02.358) Yeah, I started my career doing tech recruiting and for like a tech consulting company finding people to work on their projects. Worked in staffing, had a couple years at Robert Half. So I know how to sell most placeable candidates. They were good training ground for court recruiting skills. Worked at a company that did telemarketing services inbound and outbound. Chad (03:22.735) Yeah. Yeah, I bet. Julia Levy (03:30.574) So learned the volume side there, but also was working on a lot of project work. And that's where I got the taste for talent acquisition operations and then got a job at MetLife. And so did a lot of recruiting for them in their strategic staffing groups. So that was my first big ATS implementation. went from... Chad (03:40.559) Mm-hmm. Chad (03:54.509) Which one was it? Julia Levy (03:58.498) PeopleSoft, before PeopleSoft had like some sort of ATS and we implemented, my gosh, who did we implement there? It is. We also centralized staffing. So I worked with an RPO there. I feel like whoever it was got eaten up. I used Resimix previously. Yes. Yes, that's agent. Chad (04:08.623) It's forgettable. Good? huh. Chad (04:19.914) Jesus Christ. Yeah, that's way, that's way back. That's way back. That's in the way back machine. Joel Cheesman (04:25.315) The that she doesn't remember speaks volumes, doesn't it? The fact that says more about the ATS industry than anything I've ever heard. I don't even remember. I don't remember. Chad (04:28.001) I know, it does. Julia Levy (04:28.142) You Julia Levy (04:32.053) Yeah, it's all the same, right? But worked at some other like financial services companies, worked for a company. I think when we first met, I may have been working at Fiserv, the financial technology company. Because I think Chad, when I first met you, you thought I was selling blue pills. Chad (04:50.959) That's because Joel's always talking about him. Julia Levy (04:53.102) I worked for a company, Comscope. So I've worked for several companies that were not brand names, but large employers. Joel Cheesman (04:58.169) Not Bluetooth though, right? Not Bluetooth, okay. Chad (04:59.652) Go. Chad (05:07.149) Yeah. How many, how many people did the Fiserv have? Cause that was a big, and also ComSkip, those are two big companies, right? Julia Levy (05:13.004) Yeah, Fiserv had around 30,000, I think, when I was there and Comscope was closer to 40,000. Comscope was really interesting because we operated in about 120 different countries. So talk about complexity of that. And it was manufacturing, hiring, and also high tech. Chad (05:34.733) Yeah. So which heads into what we're going to talk about today. Somebody with your experience. Has it ever been so fucking confusing in your life? The technology landscape that we have today. And I don't mean the names because we've always had a lot of names. Don't get me wrong, right? It's just what they do and what they say they do. And are they a point solution? Are they a platform? It's just so when you have to deal with this kind of stuff. Julia Levy (05:35.959) So. Chad (06:03.919) Where do you start? Because there's a lot of noise. Julia Levy (06:08.018) I always start with identifying what my problem is because if you go to any conference, you could see some really kind of cool technology. And I think a lot of practitioners see the technology, think it's really cool and interesting, and then try and make it fit into their organization and their tech stack. Chad (06:14.159) Mm-hmm. Chad (06:27.599) Square peg, whole square peg scenario. Julia Levy (06:30.934) And I really try and start to identify the problem. Where are we today? What's the problem? And then where do we need to be? And then I'll try and look for what technology might solve that specific problem. Chad (06:34.212) Mm-hmm. Joel Cheesman (06:44.933) So you just got back from Wreckfest, which had a myriad of booths. How much of success is based on sort of doing your homework before you go, right? Like they say, never go to the grocery store hungry because you'll end up with more food than you need. You should have a list. Like how much of your, of your tips involve like knowing what to ask when you go there or like the battle is always won before it's fought. versus, man, these all look exciting. We want to buy all this stuff. Talk about preparation and then sort of what you found at rec fest and who's doing it right from a vendor vendor perspective. Chad (07:20.673) Leave it to Cheeseman to pull together a great food analogy, by the way. That was a very good one. That's a good one. Yeah. Joel Cheesman (07:24.035) And I've had lunch, so I'm feeling pretty good. I'm not even like lunchtime podcast guy. Julia Levy (07:26.062) you Julia Levy (07:30.798) I will always try if I'm if I am trying to solve a problem currently where I am, I will do the research on who's going to be exhibiting and or who those customers are to try and reach out to those companies that work with them currently to see if their leaders are going to be at the same conference, spend time with them to find out the real deal on what's going on, not just what the vendors putting up there. And I will be Chad (07:37.667) Mm-hmm. Chad (07:46.681) Mm-hmm. Julia Levy (07:59.424) make sure that I'm going to those vendors. If it's something that I have an interest in, I'll look and see what vendors play in that space, just to start to get to know them and see what they're selling. But I am very intentional if I have a problem that I'm currently solving with technology. This RECFEST, I did not walk around the vendor booths as much as I normally do, partly because I was having too much fun catching up with Chad (08:04.697) Mm-hmm. Julia Levy (08:26.198) my industry friends, and then also I was hosting one of the stages a full day. So I didn't have as much time. There's a couple that I'm looping back with after RecFest to have conversations with, but a lot of the times the people that the vendor send to the conferences can't answer some of the questions I might have, especially right now, all the vendors have AI on them. That stamp is just up there. Joel Cheesman (08:48.293) Hmm. Chad (08:52.303) Mm-hmm. Right. Julia Levy (08:55.726) The question is, did they just kind of add a shiny new UX and a chatbot, and it's the same tech that we've been using since 2015? Maybe. I've seen a couple new iterations of what Hiring Solved and Intelli were doing with just an AI overlay. Chad (09:13.967) Yes, Joel's favorite. Joel Cheesman (09:15.365) Don't bring juice box into this. Don't bring juice box into this conversation. Julia Levy (09:22.016) I didn't call out any of the new vendors. Chad (09:22.467) Hey, they had some great... Joel Cheesman (09:24.365) I'm not getting a big seal of approval on any of the vendors that stood out at the show, even though you didn't have sort of time to see everyone. No one really sort of stood out. And I would agree with that. think for the most part, would you, any advice to you and what did they do? The one that stuck out, what did they do to get your attention? Julia Levy (09:36.726) I think there's a couple. Julia Levy (09:42.88) I still have more to dig in, I do, I like how hack a job and Mark is positioning their three AI personalities, but I haven't dug in enough yet on what they're doing. I haven't played around in the sandbox to see, you know, how, how it really is going to help practitioners. Chad (10:06.127) Yeah, think that's the big key because you take a look at, and I'm definitely biased because I'm an advisor for Hack a Job. What they're actually pulling together, you've got a couple of different things and Joel's always talking about the death of job boards and whatnot. And I agree if the job boards, unless they're like ultra niche, if they stay where they are today, they're going to blockbuster themselves, right? So you need to evolve, which is, think, you what you're saying from platforms like HackJob. You have to see that evolution. The hard part though is what's real, right? And you've got to literally have a couple of different things. You've got to have a hell of a network to be able to lean on to see what other people are using, References from those companies, which they probably use over and over over over and over. I'm sure you've been one of those at one time. And then just being able to go do your own non-bias due diligence yourself. What else? Is there anything else or is there literally that's just kind of like the mixture and then you just have to do a lot of work. And have you ever had anybody on your staff who was literally that this was their focus systems, TA systems. Julia Levy (11:24.726) I sat in that role as a TA operations person at Fiserv and at Assurance, two of my earlier roles. And so I was that person on the team. Moving into ComScope and moving into AutoZone, the people in those roles were not people that were skilled at identifying and really understanding. Chad (11:29.017) Mm-hmm. Chad (11:38.009) Gotcha. Julia Levy (11:54.722) the tech. And so I think that there's opportunities. A lot of companies don't have that operational expertise or people that are really digging into the software. Joel Cheesman (12:08.793) How differently are you treated when you're now Julia Levy, author, expert, a consultant versus Julia with AutoZone? Are you treated a little differently? Julia Levy (12:19.934) No, because most people aren't looking at LinkedIn and seeing that I'm no longer there. And so I'm still getting all the sales calls. Yeah. Joel Cheesman (12:25.903) But when you used to go up to a booth with your little badge that said AutoZone, I'm assuming that you were treated differently than you are now. Julia Levy (12:32.47) Yeah, I think that I'll tell people in between gigs, although I'm still deciding if I want to go back to another corporate gig. I do think I want to make a run of the consulting. And I don't know that I have the BS thermometer set at the right point to go back to corporate. Joel Cheesman (12:54.573) It's pronounced barometer, I think. Julia Levy (12:56.399) Thank you. could not get the word out of my head, so I appreciate it. Chad (12:56.811) Hehehehehe Joel Cheesman (12:59.194) Yeah In between. So you're not, you're not done with big co necessarily. which is, this is a big change for you. Like to go from big co and what you've done to now talk about the change pros and cons. Julia Levy (13:13.14) It's my whole identity, right? Like I've been a talent acquisition leader and exec for all these years. And now that switch, think even with like writing my book, I started writing the book in corporate tone. I'm writing for college students. My love letter to students and I was writing in my corporate tone and had given a couple chapters to my sister-in-law who kind of called it out and said, Joel Cheesman (13:33.551) huh. Julia Levy (13:43.744) My kids are never gonna read this and that's what I was writing it for. Joel Cheesman (13:48.293) Keep her around. You want people like that in your corner for sure. Yeah, too many people tell you it's great when it needs help. Chad (13:50.189) Yes, yes you do. Julia Levy (13:50.892) You need it. Chad (13:55.842) Yeah. Julia Levy (13:55.989) I mean, it's I'm setting up the meetings I want to have instead of having things dictated to me and I can decide. It's nice. if I could. I mean, income aside, right, this is stuff that fills my cup. And so I have to figure out how to make a little bit of a living from it. But I I'm really happy. mean, I saw someone at HR Tech that said my like disposition and energy was 180 degree. Joel Cheesman (14:10.405) Mm-hmm. Julia Levy (14:24.642) difference from when they spoke to me while I was working at a big company versus when they saw me a couple months later. That says something. Chad (14:33.454) Mm-hmm. Joel Cheesman (14:34.369) I have found all my interactions with you to be pleasant, Julia, by the way. I think you're always pleasant and sunny, for sure. I can only imagine. That's why I don't do it. So you mentioned the book. Do we want to jump into the book and why you wrote it and what it's about? Julia Levy (14:37.579) I appreciate that. Chad (14:41.315) Sometimes corporate can be soul sucking. Yes. No question. Yes. It's one reason. Julia Levy (14:52.95) Yeah, it's my love letter to this next generation. So the news has been unemployment for recent grads is at an all time high, I believe. And I forget how many percentage points ahead of every other unemployment number, although we haven't gotten any lately. but as I'm talking to college students, they're struggling. They're struggling after graduation. Chad (15:12.271) Yes. Julia Levy (15:21.974) moving back in with mom and dad. I know you guys talked about this with JT a couple of weeks back, right? They're moving in with mom and dad, still on that payroll while they're job hunting. I've had many conversations with students that are talking about those struggles and some of it is information that I can help with. A lot of it is, right? So... Chad (15:27.331) Mm. Julia Levy (15:47.222) I wrote the book, it's From High to Hired, your insider guide to internships. Joel Cheesman (15:53.281) And that's not H-I-G-H for everybody that's listening. It's just H-I. Yeah. Julia Levy (15:56.49) No, no, that would be high to fired. Yeah. Actually, I credit Julie and JCK, Jenny, as they were speaking at Unleash about candidate experience. And one of them said something about the candidate journey from hello to hired. And I grabbed that URL almost after, because I was like, this is a really cool way to talk about it that people understand instead of the Chad (15:59.831) Hello. Julia Levy (16:25.112) tell an attraction funnel from getting their attention to, I liked that kind of journey. so I put my heart into the book to give students, I wanted to start with internships because I knew if I could get this out in time, it would be right in internship season. But the skills and the things that I teach in the book are things that can carry you throughout your career. I may flip this into a first job book over the next couple months and help students learn some of the skills. like companies are using AI to filter out candidates and candidates are now using AI to apply to hundreds of jobs at once. So now we've got AI talking with AI. So that'll be an interesting lens to put on it in the future. Chad (16:56.025) Mm-hmm. Chad (17:17.209) Well, yeah, and with the job market the way it is right now, because obviously there are a ton of individuals that are out on the market, but the internships aren't at the level that they used to be. And with a lot of these companies who are looking to push AI into entry level to do some of these, or at least they're playing with the game here, what do you say to, I mean, these kids that are coming out today and what... What do say to them? mean, this is a rough economy and it feels like it's going to get rougher. Joel Cheesman (17:45.358) you Julia Levy (17:51.83) It's tough, think for so many years we were just told and pushed into college. And I think that some students might be better served in the trades. And I think there's a lot of opportunities there and you can build a really good career and make some really good money from that perspective. And then I think that working at companies like AutoZone, like Chick-fil-A, Chad (18:10.435) Mm-hmm. Julia Levy (18:19.938) Companies that are in growth mode where you could even start in college with a part-time job doesn't even have to be an internship and work your way up through an organization. Beyond that, I don't think that students in this generation see that there are career paths within some of the hospitality and retail and all of that. So those are some opportunities for students that not everyone's taking advantage of. Internships companies are. Chad (18:25.241) Mm-hmm. Julia Levy (18:46.998) reducing right now with so much economic uncertainty, the numbers of interns might shrink, which then makes it even more competitive. Joel Cheesman (18:55.425) Do you have any sense of the numbers on the shrinkage? we talking 10 %? Are we talking 50? Chad (18:56.601) So how... Julia Levy (18:59.95) My head just went to like... Chad (19:03.375) It's a, we know it's cold. It's cold in Joel's office. There's some shrinkage. Joel Cheesman (19:03.585) I know you're on the chat and cheese podcast. I know where you're, I know where your head went. you naughty, you naughty, naughty, naughty. So, so naughty. But yeah, I mean, I'm just curious as someone with one in college and one there soon, I'd love to know the lay of the land. Like what are they going to be facing soon? How, like, are they slashing internships? Is it a small percentage? How are companies looking at internships now? Julia Levy (19:09.996) Chad (19:24.791) the ball. Julia Levy (19:26.766) I think it's like 10 to 15%, maybe 20 % at most. I'm not seeing programs being slashed 50, 60, 70%. So I do think that there's still some robust programs out there. Now, the consulting world, some of those companies got a little decimated by some of the government. Chad (19:49.967) Mm-hmm. Julia Levy (19:50.446) shutdowns and contracts going away. So some of those companies in certain areas might have slashed a little deeper than others. But I do still think that there's a lot of opportunities out there when I'm talking with students. One of them applied to like 53 different internships. So there's still a lot because you still have smaller and mid-sized companies hiring interns as well, not just the large employers. And that's part of the perspective. I mentioned I worked for some brands. Chad (19:57.347) Mm-hmm. Julia Levy (20:18.88) No one ever heard of, we had internship programs. Now, when we went to campuses, students were lining up for the fang or whatever, man, they're called now. But, you know, they wanted to work at Apple and Facebook and et cetera. And they weren't coming over to com scope necessarily, because they didn't know who we were. And there's a lot of those opportunities, kind of like, Julie, you were asking me, did I prepare to come to a conference looking at what Chad (20:20.355) Yeah. Big companies too. Chad (20:29.294) Yeah. Chad (20:40.778) Don't don't Julia Levy (20:47.372) specific technology, students need to be doing that as well. Chad (20:51.695) It feels like it feels like that in itself is literally a failure of corporate America. Number one, because we're not getting into the community and letting them know who coms, Kupa is number one, right? And if they're going, if you're going to be hiring out of the community, shit, they should know who the hell you are. Right? Marketing for product is one thing. Marketing to be able to get somebody to spend 40 hours plus a week at your organization, doing good work is, is also something, something that's important. And that being said, I also think that we were starting too late. We should be talking to kids in high school, right? Because by the time they're in college, they've already made the guy they're already in debt, right? They're already in debt. and what's the percentage of those who don't make it. So I think like your book and your knowledge is so important, not just for those kids in college, which I do think it's incredibly important for, but also before they get there so that they are making the decisions. that, that they, or at least they, they, they have the information to make the decisions versus, well, mom and dad says I got to go to college. Joel Cheesman (21:58.991) That's a great point, Chad. mean, I don't think we ever think of high school as an internship opportunity. Was that part of the book and where you you landed or no? Was it all college? Julia Levy (21:59.416) Yeah. Chad (22:02.992) got ya. Mm-hmm. Julia Levy (22:09.506) The book is mostly college focused, but because a lot of the bigger companies don't do high school internship programs, although I will say AutoZone in certain locations had summer intern programs with high school students because they also hired high school students. And so that was, you know, part of the playbook for the field organization. Chad (22:18.799) Mm-hmm. Chad (22:29.166) Mm-hmm. Joel Cheesman (22:35.663) Yeah. How aggressive are companies now with like onsite job events? Is that a thing of the past or is that something companies are still aggressively pursuing? Julia Levy (22:45.964) I think not as much as they used to, but they are still doing them. Yeah. Joel Cheesman (22:50.501) Okay. And in the, in the book you talk about, you have three specific tips on how to help students land an internship. And the first one is be a connector, not a concierge. What did you mean by that? Julia Levy (23:07.214) I've seen a lot of students go through LinkedIn and they start just, you know, connecting with people, but they're not adding value to the conversation. And so it's not just connecting, but adding to the conversation, getting to know the people, helping connect those people to other people. And so there's, Chad (23:18.287) Mm-hmm. Julia Levy (23:32.234) more than just doing the basics. think you have to step up and really that relationship piece of things is more critically important now than ever, especially with AI, prolificating everything. Joel Cheesman (23:43.045) So, so tactically, I'm a 21 year old, I don't know shit from Shinola. and you're asking me now to like reach out to people and engage on LinkedIn. Give me some like easy tips for someone young who has no connections to like outreach to people. What should they say? What should they do? Should it be making content? What kind of content? Give me some tactical information. Julia Levy (23:48.578) you Julia Levy (24:04.726) Yeah, I think that you can connect things to what a company is doing. So you can read some news that just came out about the company, ask the person that you're connecting with. If I'm an engineering student and the person's a mechanical engineer, I could ask about what types of projects they work on. I could mention something that I learned in school that might relate to something that they're doing. So I think there's ways that you can draw some connections between things that you're learning in school, in the classroom, to how a company might be applying those things in their products and services. News and people publish books or write articles. People, think, are more active in putting some of their thought leadership out there. So commenting on the thought leadership or having a news alert on Google for something that's coming in about that person, that industry, that company, if it's a target of theirs. Joel Cheesman (25:11.119) So number two, have target problems, not just postings. Talk about that. Julia Levy (25:16.386) Boy, you're like laying it in Joel. Yep. Sorry. yeah, target the problem. this, mean, goes back to a little bit of what we were talking about, even in my TA role, like understand the problem that this company is having and come up with ideas on how you can solve those problems. So not just if I was a social media person that Joel Cheesman (25:20.697) There's still another one coming, Julia. So let's go. We're just only two in. Chad (25:36.793) Mm-hmm. Julia Levy (25:44.75) I increased engagement, but I targeted the personas that this company was looking for and increased engagement of the target audience for that company. So there's ways that you can reposition things that you're doing that show how you solved a similar problem to what that company might be encountering based on what's in the job description. So you might be able to, some job descriptions are better than others as we all know. Chad (26:14.243) Yeah. Julia Levy (26:14.498) but you can try and find out from the job description about what problems they need solved by what's in it, or that might be a good question to ask the recruiter if you become connected with the recruiter or on some of the research that you're doing with the, about the company. You could also use AI to say, hey, this is the company, this is the job and what are some of the problems that they're trying to solve and how can I better position myself or my conversations around that to be more impactful. Chad (26:44.975) So there, we've had for years now skills gaps. Now we have all this tech that these kids need to learn. And we also have a lot of tech that could prospectively be taking tasks and or jobs. So we talk about this transition period of this new kind of like AI landscape that we're in today. It's gonna take jobs. There's no question it's gonna take. It's already taken jobs, okay? For all those people that say you haven't, it has. How long do you think it's gonna take us to get through that transition period? Because these kids right here, the ones that we're talking about that are in school, that are coming out of school, they're the ones who are going to be collateral damage for this if we don't figure this out soon. How long do you think it's gonna take and what will it take? Is it gonna have to be government intervention? What's gonna have to happen here? Julia Levy (27:35.564) I don't know the time because I feel like AI is moving so quickly. The pace of innovation. Chad (27:40.589) Yeah. And we're not. Julia Levy (27:45.292) Yeah, I mean I walked away from the HR tech conference like I don't know crap. And I feel like I'm educated and I'm like, okay, now I'm scrambling to try and figure out what are the best places for me to get some information and, you know, better teach myself some of this, like creating my own AI agents and some, I'm playing around with it quite a bit to try and learn more so that as I'm having conversations with some of the tech vendors and practitioners, I'm speaking eloquently, not, you know, six months ago. Joel Cheesman (28:19.545) Yep. All right, Julie, you ready for the third point in your book that you talk about? have have mine the no for gold. Talk about that. Julia Levy (28:23.03) Yes. Chad (28:23.853) Remember, please. Chad (28:31.311) Excuse me. Julia Levy (28:32.43) So it's almost how do you turn? Yeah. Joel Cheesman (28:35.713) And that's N-O. Mine, like mining, the N-O, no, for gold. Just for everyone who's confused by what I just asked. Right. Chad (28:40.733) the note. Julia Levy (28:44.512) Not the K-N-O-W. I think that any rejection, we all live in a world of rejection and every rejection is an opportunity for you to grow and learn from it. And so whether it's a salary negotiation and you get a no, I'm not going to give you $5,000 more on your salary. it could be leaning then into, most companies don't have a lot of wiggle room in that base salary, but they do have wiggle room in other areas. Or if you can find out from the recruiter, if you got rejected for a role that you interviewed with, they can provide you some information. And then what are you going to do with that information? How are you going to apply it to what you're going to do next? So think there's a couple different applications in how you take rejection or no. I always, if my mom said no, wouldn't ask my dad, right? But I think that there's always opportunities for people to learn from their mistakes, learn from rejection, and continue to improve yourself. And you'll be that better at negotiating for salary at the next offer. Chad (30:05.391) Yeah, I think any company who literally wants to wants to get, I don't know, a more polished brand, let's say more polished narrative around hiring and not sending candidates into the black hole and helping out the community should buy a bunch of these books and then start distributing them to the individuals on campus, going into local high schools, those types of things, and literally just trying to help the people around us get better. And if they want to do that, Julia, they want to find this book, they want to connect with you, where would you send them? Julia Levy (30:41.326) So I am at Recruiting Julia and also I have a website. It's Hi2Hired.com. Hi2Hired.com. And then the book is available on Amazon, Barnes & Noble, pretty much wherever books are sold. And then for like universities or school systems, there's a company called Ingram that they're all familiar with that they can order the book. there as well. And then I've got on LinkedIn, Julia Levy. Chad (31:17.592) Excellent. Joel Cheesman (31:17.761) I dig it and I can tell you Chad there's going to be two stockings this Christmas with Julie's book for a couple of Cheesement kids that need some learning. That is another one. Julia Levy (31:26.945) And I'm happy to talk and coach them anytime. Joel Cheesman (31:30.583) hello. Hello. Pro Bono, right? Pro Bono, friend of, all right, here we go. Here we go. Now we're talking. Now we're talking. Go buy that book, everybody. That's another one in the can, Chad. We out. Chad (31:30.959) Ooh, personal. You a little private lessons. Julia Levy (31:32.79) Yep. Friends and family. Thank Chad (31:42.123) We out!

Heat waves, robots, Rottweilers, and rock bands with zero  original members — just another week on HR’s Most Dangerous Podcast. Chad & Cheese are back on the road in Dallas, breaking down everything from kung-fu Chinese robots and their drunk Russian counterparts… to why Zoom gobbling up BrightHire actually makes sense… to Meta grading employees on their AI usage… to Verizon axing 15,000 people while pretending everything’s fine. Plus: Scotland stuns Denmark, fantasy football humiliation resumes, dating apps become job boards (yes, really), and Joel tells the most dad-joke dad joke of all time. Buckle up. This episode swerves harder than a tripod Rottweiler in an Oceanside bar. PODCAST TRANSCRIPTION Joel (00:34.172) Yeah, we can barely see the road from the heat coming on. It's the Chad and cheese podcast. I'm your cohost Joel quiet piggy cheese. Chad Sowash (00:44.622) This is Chad. Give me some of those robots. So long. Joel (00:47.986) And on this episode of HR's Most Dangerous Podcast, who's zooming who? Can you fire me now? And swiping right just might lead to a new job. Let's do this! Chad Sowash (01:02.808) quick check your mic to make sure that you're on the right mic. Joel (01:08.925) Do Joel (01:12.198) Yep, I am. I will check system settings as well. Does it sound muted or? Chad Sowash (01:19.296) No, I was just making sure, because it's a new mic. All good. Joel (01:20.806) Yeah, I I did make sure before. Chad Sowash (01:25.858) do the same myself. Joel (01:26.726) Yeah, USB, USB, yeah, everything says mic. Okay. Texas baby, what's up? We are in the state of McConaughey. Chad Sowash (01:30.222) Okay, cool. Cut that out, kids. And hit it. Chad Sowash (01:36.813) Who? Chad Sowash (01:40.962) And that's not a backdrop kids. That's not a back, well, it's, mean, it's the background. It's not a backdrop. Joel (01:46.952) downtown Dallas Dallas Dallas feels like the road warrior without the apocalypse or like the apocalypse hasn't happened yet. It's just such a it's like a church as big as Madison Square Garden next to a water burger next to a shooting range, you know next to like an abandoned building. Gotta gotta love, Texas. Chad Sowash (01:49.666) Damn it. Chad Sowash (02:08.462) Well, dude, it's a shock to the system after going to San Francisco, San Diego, and then you come to Dallas. It's a fucking shock to the system. Yeah. Joel (02:13.458) Yep. Joel (02:18.022) Yeah, California and Texas, very, very, very, very different, very different. Yeah. so we're on our last leg of 20, 25 travel. we're at the RL 100, any takeaways? It's just, it's just good to talk AI all day. see old friends, make some new ones. Chad Sowash (02:22.227) Oil and water, literally oil and water. Chad Sowash (02:40.814) Yeah, to some extent. I yeah, I mean, some amazing speakers, especially love, love to hear practitioners get up and and obviously, you know, give us kind of like their thoughts on different things in the industry, but then also the ones in the crowd. And we've gotten tons of like crowd interaction, which is exactly what these shows are supposed to be. So yeah, no, I just fucking love it, dude. It is it's awesome. Let's see. our buddy Tyler Weeks from Marriott. He actually went to San Francisco and San Diego with us. Heavy hit for that guy, heavy hitter. Joel (03:12.029) Yep. Joel (03:18.65) huh. You know what I love is you're, mean, obviously you remember the old direct employer meetings in the basement of treasure Island, that the people were like honest, open, transparent about what works, what doesn't asking quite like thoughtful questions. And, no one really, no one that I know does that anymore. this is one of the few, conferences where you can really not worry about getting the hard sell. Chad Sowash (03:25.939) yeah. huh. Yeah. Chad Sowash (03:36.12) Yep. Yeah. Joel (03:48.156) getting recorded, getting called out. It's a really cool environment. Shout out to Jamie and the gang for getting it done. Chad Sowash (03:55.438) and you don't have to be a member, right? So you don't have to pay like a membership fee to be associated to it. It's like, literally it shows up, you know, in your town and you signed up and you just, you just go. Joel (04:04.337) Mm-hmm. Joel (04:08.379) The only price to pay is David Ralph's stories. You have to listen to David Ralph's endless Irish stories. Chad Sowash (04:14.07) my God, my God. So we gotta put this out there because this is the funniest story ever. So we're in Oceanside and we're playing pool. We're at this bar and I went to the bathroom. Apparently Dave went to a Rottweiler. This Rottweiler was a foster and it had three legs. Beautiful, beautiful baby dog. no, nope, nope, that's real, that's real. Joel (04:23.623) Mm-hmm. Joel (04:35.399) thought you made up the three legs thing. That's real. So it goes to up to a tripod Rottweiler. Okay. Chad Sowash (04:40.494) He starts petting it, giving a little, ooh baby doggy, that kind of thing. And must've rubbed it kind of weird because the dog kind of like snapped at him and it freaked him the fuck out. So he and a myriad of the women that were with us were in the bathroom fixing this, cause he got bit, right? So about 15 minutes later, Joel (04:51.665) huh. Joel (05:04.153) huh. Chad Sowash (05:06.766) I expect him to come out and it looked like he's been mauled, like hamburger on the side of his face or something like that. You couldn't even tell he, it wasn't even a graze for God's sakes. I'm like Dave Ralph. Joel (05:19.173) It was but a flesh wound. It was but a flesh wound. Dave Ralph, Dave Ralph. All right, let's get the shout out, shall we? Chad Sowash (05:25.372) I Dave Ralph. Love Dave Ralph. Joel (05:32.22) I'll go ahead and go first. My shout out goes out to Leonard Skinnerd and Foreigner. This may not be what you think, Chad. You know I like a good live show. You know like a good rock show. Travel far and wide to hear the music. This is the first ever like tour where there are no original members of the bands. Like zero. None of the original members. So. Chad Sowash (05:42.754) Mm-hmm. Yeah. Mm-hmm. Joel (05:59.432) I, it's kind of an open discussion. Is this okay? Is this the future? Like you got to at least have the bass player or somebody that's, you know, 90 years old. Yeah. It's basically a cover band. So I, I don't like this. I, I don't like it. I don't like it. Go, go see, you know, uh, Leonard Fakert or whatever, like go see no Asus. can, you can enjoy band, but, the bait and switch of you're going to see at least somebody. Chad Sowash (06:03.022) No, no, no. It's a cover band. It's a cover band. Now. Chad Sowash (06:20.332) Yeah. Joel (06:27.783) that was, you know, in the 1974 rendition of Skinnerd on stage is gone. And I fear that this is, this is the future. And I don't like it. I don't like it. I don't know if it's a get off my lawn thing. I don't know if this is, you know, the future or what, but. Chad Sowash (06:33.969) That's ridiculous. Chad Sowash (06:40.99) No, I don't think so. This is... Chad Sowash (06:45.688) This is truth in advertising. mean, they're playing Lynyrd Skynyrd songs, but I can go down to a bar and see that anytime. I mean, it's a fucking cover band. If they aren't real band members, for God sakes, then it's not Lynyrd Skynyrd or Ario Speedway. Joel (07:02.151) The free bird is not very free if no one from the original Scandered is on stage. That hurts. Chad Sowash (07:05.71) Mmm. That hurts. That hurts. That hurts. Okay. My shout out goes to robots and a Chinese company literally just showcased one of their newest, it looks like, Kung Fu robots. Go ahead and show this. Check it out. It's fucking awesome. Joel (07:25.879) Yeah, it does. God. Chad Sowash (07:32.674) Look at him. Boom. Joel (07:35.237) There's a flip. There's some sort of flippy thing, dance move. Chad Sowash (07:39.149) Jesus. Joel (07:42.715) God, Kevin Bacon would be proud. Chad Sowash (07:44.91) Watch him get up. He gets up faster than I do. Shit. Joel (07:47.079) Yeah. He gets up faster than I do. Yeah, 54. I hope it's faster. Chad Sowash (07:51.874) Hahaha Hey, I get it pretty fast. but the Russians, they come back and they are not going to take, you know, second string with their robots. So go ahead and show their robot. They're that's right. That's right. Joel (07:58.375) Mm-hmm. Joel (08:04.997) No, no, they're a world power baby. First class power Russia, Russia robot. Here we go. Yeah. Joel (08:20.135) It's like my 86 year old dad going to breakfast in the morning. Chad Sowash (08:22.094) Point to somebody in the crowd, point to them, there you go. That's you, you. Joel (08:27.559) That also looked like my dad going to breakfast. Holy shit. Chad Sowash (08:33.358) So if you're not watching on YouTube kids, yeah the Russian Robot looked like it was from the 1970s and literally took a took a face dot Joel (08:44.099) The thing is, the Russians aren't dumb, just all the smart ones got the hell out of town when the war started. So like this is what you're going to get. And when you keep out the immigrants and the smart people, H1B is like, I don't know. I fear for the American robots at some point. It could get bad. Yeah, that Russian robot should be free. think that, what was its name? Was it Chad? Chad Sowash (08:45.526) Nose dive. Yeah. Chad Sowash (08:57.422) It's gonna say, careful, careful. Chad Sowash (09:09.934) No, because it could have done something. But I guarantee you those robot developers probably fell out of a window in Moscow somewhere. Joel (09:22.757) Yeah, they were probably disciplined for their efforts. They were not recipients of free stuff, unlike some of our listeners. Chad, let's hear from our friend, Steven, about free stuff. Chad Sowash (09:30.872) hello. Chad Sowash (09:43.256) Anything to take a shirt off. Chad Sowash (09:47.49) I am. Joel (10:11.471) Mm-hmm. Chad Sowash (10:40.352) Yeah. Chad Sowash (10:55.768) Today, today, we've got to talk about Scotland though, because it's a big thing. Joel (11:01.755) Scotland's having a moment for sure. Chad Sowash (11:04.59) They took out Denmark in the qualifier, 4-2. 4-2. Now, the coolest part was they leveled it out at 2-all. Denmark had a double yellow card, so the guy got sent off. Next thing you know, Scotland breaks the tie, 3-2. And in the last pretty much minutes of the match, Oldboy is from midfield. Joel (11:25.351) Mm-hmm. Chad Sowash (11:32.672) The keeper gets sucked out of goal and boy throws a shot in from fucking midfield to win four to fucking awesome. Loved it. Joel (11:48.466) So every Scott we know is going to be incorrigible and just painful to live with for the next what two years till they get eliminated, which you know is going to happen. Denmark's a real team though. That was good. That wasn't some Joey bag of donuts football team that they were listening. And speaking of football, Chad. Joel (12:13.425) That's right. Let's talk, talk a little fantasy football sponsored by our friends at factory fix the rankings aren't changing much. Here we go from first to worst. got Courtney Nappo, Mackenzie, mad dog, Maitland, your boy Joel right here. Number three, three spot David Stiefel. He's what he's making that case for a back to back champion. five, Jada Weiler, Steven McGrath slips a little bit in the rankings, to number six, followed by William Carrington. Chad Sowash (12:28.654) Ooh, oogda. Chad Sowash (12:33.262) He's trying. Joel (12:41.755) You're at number eight Chad. You're moving up from nine to eight. Good for you. Megan Radigan, Jason Putnam, Ginger Dodds and guess who's in last place again? That's right. Jeremy Roberts who almost beat you. that what you told me? Chad Sowash (12:47.096) Take that, Megan Radegan. Chad Sowash (12:56.302) Oh, and 11. Oh my God, dude. I was supposed to like just kill him, right? was like the, you know, they take a look at the prediction of the score prior. I was supposed to beat him like by 50 points. I think I bought it. I beat him by maybe 10. I don't know. It was fucking horrible. Bad week. Joel (13:02.343) huh. Joel (13:13.499) Yeah, I shouldn't have won. Jamar Chase, dumb ass, spitting on somebody, got suspended. Anyway, it's a marathon. It's a marathon, fantasy football. Thanks again to our friends at Factory Fix for supporting our unhealthy addiction. We appreciate you so very much. And with that, should we talk a little topics? Chad Sowash (13:21.88) Kids these days. Chad Sowash (13:36.675) Yes. Joel (13:48.201) So Zoom has acquired BrightHire, the AI-powered interview intelligence platform founded back in 2019 and firing squad alum, by the way. Here's our friend, BrightHire CEO, Ben Sesser, to tell us more about the acquisition. Chad Sowash (16:07.768) Okay, okay, Jesus Christ, he's gonna take up the entire fucking segment, come on. Jesus Christ, Ben. Joel (16:15.112) Typical Ben, said send me a minute video and he gave me two and a half. So what are gonna do? you get definitely get the gist. What are your thoughts on this acquisition Chad? Chad Sowash (16:20.664) Jesus Christ. Chad Sowash (16:25.774) I mean, it makes a hell of a lot of sense. mean, Zoom bought Workvivo about two years ago. They were starting to move toward this side of the business. And they really have to look for more sticky products. And I think BrightHire just makes them a hell of a lot more sticky from a business suite standpoint, right? And if you take a look at the actual market itself, Zoom owns the... the different market shares from the standpoint of estimated market share of anywhere from 45 to 55 % where the next closest is Microsoft Teams at 25%. So what does Zoom have to do to continually try to fend off Microsoft and their business suite, right? They've got to build their own. So this is, yeah, this is very interesting. It just makes sense. It's, they're a video company already. So it should flow. very nicely. think it's funny that Ben's like, we're still going to work with other vendors. They probably won't work with you. But yeah, yeah, yeah, yeah, yeah. So I mean, it just makes a hell of a lot of sense. It's incredibly simple. Will it be sold separately? That's the big question. Or will this be something that, again, they add as a new added feature? Joel (17:27.784) So did Canvas, right, when Jobite bought them. Yeah, for a while, for a while. Chad Sowash (17:48.578) to Zoom to literally try to make that business suite more sticky and then try to fend off the Microsofts and the Google Meets and those types of things. So we'll see about this, but I think this is a hell of a smart move from Zoom. Joel (17:53.181) Yeah. Joel (18:02.364) Yeah, it is a hollow move and it's always hard when to analyze these because it's a big company like zoom. It's not an ATS buying paradox or like to to similar. So it's, it's a little bit hard to analyze what's going to happen in terms of the brand or they got to keep it or not. certainly I'd say for a year or so we'll still have bright hire. It'll still be a standalone product, but a lot of those, those, I assume features will be built in to zoom. I have three main thoughts on the Zoom bright hire deal. Number one is like, if you're a startup and you're going to sell the company, like get in bed as quickly as possible with the potential buyer of your service as possible. we knew from our relationship with Paradox that they were deep into workday. they were personally like technology, like they were in there, like, yeah, they knew that that was a potential marriage that was going to happen. Chad Sowash (18:40.002) Yeah. yeah. Chad Sowash (18:51.468) Mark. Joel (18:55.048) They were also integrated into others pretty deeply, but they knew work day was, was probably a good, a good, acquired the, uh, the future. And this one, zoom was a, was a investor in bright higher, I think in their series B. So really early on that marriage was, was there, they were, they'd been dating for awhile. So if you're a startup, like figure out who could buy you and like get in bed with them as soon as possible. Um, the second thing is, you know, I was, I was trying to think back to Chad Sowash (19:19.054) Traitor, traitor damnedist. Joel (19:23.932) when zoom became cool, the whole COVID period and zoom was cool because you could have a cool background. You could either like, like pixelate the background, blur it, or you could like, like in Ben's video. That's not cool anymore. Like it's, I don't want to say it's a commodity, but every like tons of competitors around video, there's not, you know, just cause you have a background blur doesn't mean that you stand out. So zoom has to evolve. This is a commodity and apparently a ton of resume or ton of interviews are happening on zoom already. They said it was millions in the, in the press release. So this is a really good sort of just plug and play with, with what people are doing on zoom already. The stock at the height of COVID was in the 500s. It's now below a hundred, think. So they need to juice the stock. It's been sideways for a long time. Wall Street didn't do much. Chad Sowash (20:02.958) Mm-hmm. Joel (20:22.076) The stock didn't do much on the news of this acquisition, but it does make them stickier as a solution. It makes sure that if you're using Zoom, you're not going to go somewhere else like a HireVue or some other standalone solution. And number three, it's getting beyond transcripts. It's getting beyond, we talked to Hone it over like eight years ago or so, and it's moving so far beyond just transcribing. Zoom already does transcription. Chad Sowash (20:24.302) Mm-hmm. Joel (20:50.66) It's about the AI, it's about feeding the LLM and from that you can start doing some really cool things around the AI space, which is where think Zoom is ultimately going. So to me, the three thoughts I have on the Zoom BrightHire is like get in bed early with someone that's going to acquire you. Zoom has to get out of this sort of funk that they have from a stock price perspective and a tech perspective. And number three, this is about AI. This is about LLMs feeding the beast. feeding the content and then creating features and cool stickiness around that. Chad Sowash (21:24.014) Yeah, I agree. I whenever you're a startup, you're looking to try to get into as many portfolios as you can as quick as you can through partnership. And in this case, I mean, whether it's like working with a recruitment ad agency or something of that nature where they're looking for solutions for the clients, but then you also, like you're talking about, you have to take a look at other larger competitors, even outside of your space, to prospectively partner with them. And as you said, great, great example. They did the whole background blurring or you could have some funky background. You could have your own background. You could do all these different things. Then everybody did it right. Well, they better get their shit in order quick because they are doing interviews, but they don't really have an interview platform per se. Bright Hire is an interview platform. So again, that is a market differentiator from all the other ones that are out there. And again, it is just incredibly smart, I think, for Zoom. And again, their market share, they are the leader from a market share standpoint to be able to not just hold that market share, but to be able to gain and steal possibly from others is the biggest key. Joel (22:37.072) Yeah, the only the example I thought it was Veritone buying Pando and then buying broadband and then creating Veritone higher. or yeah, so I wonder if zoom higher is coming or something, something similar. And you look at workday go, which is that sort of lower SMB level. So this SMB space is going to be really interesting. A lot of really cool tech and advanced tech is going to be coming into the space and, it'll be fun to talk about, but congrats to Ben and Teddy. Chad Sowash (22:41.294) Yeah. Yep. Chad Sowash (22:48.952) Yeah. Joel (23:05.597) We knew those guys when they first started and it's always nice to see good things happen to good people. Chad Sowash (23:10.542) Teddy Chestnut, our favorite country singer. Joel (23:14.578) Teddy Chesn... I missed the beard, Teddy. Bring the beard back, my man. For the holidays. For the holidays. Do it for the kids. Do it for the kids. We'll be right back, everybody. Joel (23:29.392) All right, Chad, starting in 2026, that's next year, META will make AI-driven impact a core part of employee performance reviews, evaluating how workers use AI to boost productivity and results. In 2025, standout AI contributions will still be rewarded, though not formally scored. The move aligns META with Microsoft, Google, and Amazon in pushing mandatory AI adoption across big tech. Your thoughts. Chad Sowash (23:59.31) I this is incredibly smart for all of these companies because they are AI companies you have to eat your own dog food not to mention you also have to have that that that R &D kind of like mindset within your organization so you're always trying to take a look at different process methodologies or sales processes or recruiting process or what it whatever it is that you think you might be able to shortcut with better processes with AI, right? Using chat bots, using agents, those types of things. So I think that is incredibly, incredibly smart. It's definitely the way that these companies need to move forward and all the other companies that are out there should be moving this way too. Whether you're an AI company or not, your competition is. That's why they're doing this. They're doing this because they know, first and foremost, it's optics. It just makes sense. Second, you have to be able to get everybody involved, everybody involved, right? And that's exactly what they're doing. Every company that's out there, whether you're an AI company or not, should be doing this as well. It's incredibly smart. Now this is from an optimistic standpoint. I think this might be the way that we actually have guys in the trenches, girls in the trenches, finding different ways to prospectively create new roles within the organization, right? Instead of just killing roles, which is exactly what we're talking about. Joel (25:19.785) Yeah. Chad Sowash (25:22.36) about with AI. Now on the pessimist side of the house, people start jumping in, start creating these wonderful shortcuts within their actual departments. We see headcount go down, right? Possibly. We're going to have to do something. The government's going to have to do something to be able to, as we talk about, know, layoffs every fucking week, to be able to get a tax base. Joel (25:46.984) Yep. Chad Sowash (25:50.222) to ensure that we have infrastructure and support nets and those types of things. Because if we don't, all of those individuals, again, this is on the pessimist side, if we aren't creating jobs at the same rate or greater than what we're losing jobs, we are going to be in fucking trouble. So yeah, think again, corporate side, you just do what you do. The government should be the watchdog on this. And unfortunately with this administration, they're not looking to watchdog. They're not looking to watch anything, unfortunately, which fucking sucks. Joel (26:24.273) No, no, Chad, Chad, the pessimist and the optimist. I like that. I like that little two-face two-face guy. Six, seven, six, seven. sorry. my, my kids travel, Chad travels, driving me crazy. This, this reminds me, you and I are old enough to remember when, when the.com thing, companies had to like, you know, nail it into your head. Like everything we do has to be.com internet related. Chad Sowash (26:27.694) Jesus Christ. Chad Sowash (26:38.094) Oh. It'll do it. It'll do it to you. Joel (26:53.417) No more paper, no more, you know, mail and shit and like everything, everything had to be focused on that. This is similar. Like companies, particularly ones that are AI driven have to be focused on that from every aspect of the employee experience. Like it or not, this is the future. Um, and, and by the way, this is no, this is no longer just a big tech thing. This is coming for everybody. Um, I think some, I forget who said it in, uh, the, RL 100 yesterday. is every job is becoming a tech job. Well, amen. So if you're not on the right head space to think that way, you're going to be left behind in the workforce of the future. It also underscores that AI is going to watch everything that you do and grade everything that you do. The days of hiding out and putting your head down and escaping. Chad Sowash (27:42.645) in train. Joel (27:49.79) lay out rounds of layoffs and not knowing what you do. Like companies are going to know how productive you are, what you're doing, are you making an impact, how much money you cost the company. Like all these analytics are going to, are going to flood into the workforce. And this is just the tip of the iceberg. so just like layoffs, watch what big tech does and it's coming down. You're going to see like Walmart and Home Depot and all those companies will start this and it's going to go down to all the others. if you're not ready for this, you're going to get run over. might as well get on board now, because that train is, is a bullet train. Chad Sowash (28:27.901) It's really interesting how diverse the thought process is around AI automation in our space, right? Because we've talked to many companies who are like, oh yeah, we've got to be in it. We've got to be full in it. We've got a mandate from the top, et cetera, et cetera, et cetera. And then we have others that are like, we're going to sit around and wait until this becomes fully baked, right? that we've been able to do that in HR for a very, very long time. I think this is going to be the time in our life when we can't. We're going to have to adapt quickly. And if we don't adapt quickly, then I fear that many leaders that are out there are gonna get the chop. And they're gonna get the chop because everybody in the organization, first and foremost, is going to have that responsibility, that accountability to actually focus on new tech and driving better processes and systems. And it's not just because it's cool and it's best for the bottom line, it's gonna be because your competitors are gonna beat the living shit out of you if you don't. And if you don't, then you're not gonna be hiring. And if you're not gonna be hiring and you're not adopting AI, then you're gone. Joel (29:33.085) Yeah. Joel (29:44.969) Mm-hmm. Joel (29:49.992) Yeah, the question I have is how many workers think I'm gone anyway because I'm just training my replacement by overseeing all this AI technology. Well, the good news is it's not common for podcasters as far as I know. Chad Sowash (29:57.454) It's a truth. It's a truth. Chad Sowash (30:07.758) Ugh. Joel (30:07.849) All right, Chad, let's go from Facebook to Verizon. Can you hear me now? Can you hear me now? Remember those commercials? Verizon plans to cut roughly 15,000 jobs of the 100,000 employees in the coming week. It's largest ever round of layoffs. Source is familiar with the matter told the Wall Street Journal. The telecommunications company also intends to shift about 200 retail stores to franchise operations, moving these employees off Chad Sowash (30:10.988) Okay, I can hear you now. Yes. Yes bring it that was sprint Joel (30:37.437) Verizon's payroll. Chad, can you hear me now? What are your thoughts? Chad Sowash (30:43.566) pretty amazing. I we watch these Goliath organizations like the Ma Bell of old, right? That just they don't move and they don't innovate. And I really feel like, especially when we're talking about these are infrastructure companies. That's what they are. The telecommunications all about infrastructure, all about next laying that 6G line. Joel (30:51.527) Mm-hmm. Chad Sowash (31:13.548) right, or being able to put satellites in space, right? I mean, there's just so much that's happening right now. And my fear with Verizon is that they're going to be doing these cuts. They're focusing heavily on the stock price, right? But they're not focusing on infrastructure. They're not focusing on the future. And again, that's what happens when you get into this Uber capitalistic mindset of quarter by quarter. definitely think of the EBITDA and the margins and those types of things. But the problem is, if we're not thinking years ahead and what our products are going to be then, or at least trying to plan for that and create the infrastructure, because infrastructure doesn't go in in a day, right? How do we actually get there? So I think, again, if that doesn't happen, we're going to see more than just 15,000 jobs gone for Verizon. Joel (31:58.483) Yep. Yep. Chad Sowash (32:10.402) they have to get on the innovation train, whatever that is, they've got to find it. Joel (32:20.105) So they have a new CEO. The guy was at PayPal before that. So it makes sense that there would be sort of these efficiencies kicking in and he would make some of these big changes. lot of the punnets on the street are talking about that the competition is stronger than it's ever been. Whether it's Met Mobile, your boy, Ryan Reynolds. I mean, that's the real thing. They can't juice the prices. It used to just be like increased prices. Chad Sowash (32:22.882) Mm-hmm. Joel (32:49.833) These are essentially the Marlboro's of today, right? Just like juice the price up. Where are you going to go? You're going to, you're not going to get rid of your phone. Um, what I'm not hearing about, and I think it might be unique to this show is the, the, the, aspect of this is who, who buys new phones, Chad. Chad Sowash (33:02.583) Mm-hmm. Chad Sowash (33:12.174) boomers and Xers. Oh, that's a good call. They do too. Yeah. That's a good call. That's a good call. Yeah. Joel (33:13.081) immigrants immigrants immigrants come to this country and they better get a phone pretty damn fast if they're gonna if they're gonna be part of the system they need to have a phone and we're we're talking about 30 million immigrants typically that come into this country that all become Verizon AT &T etc. clients if there are no immigrants there's no buying phones there's no new contracts because people like you and me have had the same contract probably for 10 plus years Chad Sowash (33:29.454) now. Yeah. Chad Sowash (33:41.218) Yeah. Yeah. It's just hardware. Yeah. Joel (33:42.824) We're not growth. We're not a growth market. The growth market is people coming into the country and no one's talking about the impact of immigration on cell phone companies and mobile companies. I say that we should be talking more about immigrants and their impact on growth in products like cell phones. Immigrants buy cell phones and they're not coming to the country. So that's definitely got to be impacting Verizon. Chad Sowash (33:54.104) done. Chad Sowash (34:06.786) Yes. Chad Sowash (34:11.306) Well, we also have to take a look at the longer, I mean, the impacts of wages, right? We've talked about how people aren't buying fucking Big Macs anymore. They can't afford to buy Big Macs anymore, right? They've got a meal plan because our wages are not keeping up with inflation while the top half, these motherfuckers are, I mean, they're like 1500 times that of what the people that are actually doing the work are getting paid. Joel (34:24.317) Yeah. Chad Sowash (34:40.172) So I agree 100%. So you take a look at like this multi-layer fucked up in this that's actually happening. Immigrants, need phones, but so do everyday people. And when I'm on Verizon and I see Mitmobile is only $15 or $25 a month or whatever the fuck it is, and I can cut my bill in half or maybe even more, then that's another one. Joel (35:03.625) Uh-huh. Chad Sowash (35:08.652) Right? it's, yeah. yeah. Joel (35:09.033) Sure, sure. The growth that is happening is in the mint mobiles and, what's, what's the one for old people that we should be on? consumer cellular. Yeah. The Ted, the Ted Danson. Yeah. If you're over 50, yeah. Or two more soluble. Yes. Chad Sowash (35:14.851) Yeah. Chad Sowash (35:20.064) yeah, yeah. It's like, it's like, it's like three buttons. Yeah. The Ted dancing plan. Yeah. Joel (35:35.049) All right, Chad, let's take a quick break. Guys, if you're not following us on YouTube or if you like what you're hearing, please give us a follow at your podcast platform of choice or check us out at youtube.com backslash at Chad Cheese. We'll be right back. Chad Sowash (35:56.482) I'm gonna slip on in real quick. Just real quick, this whole Workday pipe dream acquisition that literally just came out so we didn't get a chance to do too much research on it. mean, again, and I said this in another podcast, we've given Workday so much shit about not innovating, right? And literally just building things that are gift with purchase. look, we've got an applicant tracking system. Well, it's shit, but. Joel (36:04.679) Lay in pipe, yeah. Joel (36:25.214) Yeah. Chad Sowash (36:25.974) We have it, right? Well, they, I mean, it feels like they are literally ripping the plumbing out and they're, they're, they're buying new things to plug in. and pipe dream being one of them and AI, creator, is w which has tons of integrations, those types of things. mean, for me, watching these big companies, zoom workday, make some big fucking moves. I love it. I just love it. Joel (36:54.675) I love it too. mean, it's, time to shop. mean, workday has stock. has, they have money. If you have money, it's TJ Maxx for a lot of these companies and yeah. How'd off to, how'd off to work day. I don't know how much of it'll work, but you can't, know, you always miss a hundred percent of the shots you never take. Right. And if you're SAP, if I mean, SAP took a big swing with smart recruiters, but workday is, is showing, showing people how it's done and they are, they're headed to the mall and they are shopping. Chad Sowash (37:13.048) Yeah. Joel (37:24.674) And I'd like to see more companies do it. Shout out to zoom as well. But I think you'll see more of that in the future just because the deals are there to be made. Period. Chad Sowash (37:33.708) Yeah, it's, we'll see more of this. I want to see where UKG goes next. I mean, there's obviously the Oracles. mean, so there are some big moves that have already been made in our space. The question is, what are the next big moves? Workday just keeps making these moves and keeps gobbling things up while some of the competitors are sitting and watching. This is going to be interesting to watch. Joel (37:40.157) Yeah. Joel (37:58.25) Workday is hungry, baby. Workday is hungry. It's hungry hippos at workday. It's hungry hippos at LinkedIn. With LinkedIn flooded and the job market tough, Chad, job seekers are using dating apps. That's right, I said dating apps like Tinder and Bumble to do their networking and job search for them. A resume builder survey shows 22 % have tried it and 80 % of them landed interviews or meetings. Chad Sowash (38:00.398) I dig it. Joel (38:28.527) Experts call it, quote, weird but effective. What do you call it, Chad? Chad Sowash (38:36.494) call it not trying to put everybody in the same fucking silo. And it was funny, I was actually talking to an employer yesterday about not this specifically, but it was something like this, where they were like, look, we need to go to community colleges and we need to go to, you know, we need to train the kids on LinkedIn and how to use LinkedIn. And I'm like, no, they have their own way. Joel (39:00.179) Sure. Chad Sowash (39:05.28) of doing things. They have their own social media. have their, mean, so what you need to do is you need to adapt to the market. The thing that really fucking pisses me off is all these motherfuckers are like, well, the market has to adapt to us. Apparently not. If you want to get these motherfuckers, then you have to adapt to the market. And TA, town acquisition and HR has always been, always been a set it and forget it kind of industry, right? So we set Joel (39:32.904) Mm-hmm. Chad Sowash (39:34.986) Indeed, we set LinkedIn in there and we're like, that's all we're going to use. That's not how you win. You can't win that way. Do I think that being a quote unquote professional network, that's what we call it, right? That's what we grew up with. Do I think they should be on it? I think it would be helpful, but I'm not going to move a fucking market and neither any of these companies. Joel (39:41.928) Uh-huh. Joel (39:52.144) huh. Joel (40:06.131) Hi there, I'm Joel. I enjoy poetry readings, long walks on the beach, piña coladas in Cabo, and I'm looking for marketing job with a six-figure salary. Look, Chad, desperate times lead to desperate measures, and we've gotten our share of stories about people calling companies and saying, yeah, I'm calling to schedule my interview. What? And it works. People are trying. Chad Sowash (40:06.168) But a dating app? That's another one. Joel (40:32.413) They're getting out of the box, right? They're getting out of the traditional stuff and apparently the traditional stuff isn't working very well. So they're going to Tinder. I don't know how that chat goes, yeah, job interviews are apparently happening, connections are being made, and maybe there's a love connection or two in the offing as well. Chad Sowash (40:32.792) Yeah. Yeah. Yeah. Chad Sowash (40:43.406) would be weird. Chad Sowash (40:51.086) Do you roll over after a hookup and say, any positions? let's talk about that marketing director position that I saw open on your site. Joel (41:00.457) Speaking as we're in this position, I'd like to talk to you about a different kind of position. You know what I'm saying? Maybe that's the conversation that's going on. Chad Sowash (41:09.359) Ooh, yeah, that would take all the fire out of that night, let me tell you. What? Okay. Joel (41:14.355) Yeah, let's get to a dad joke. Joel (41:21.693) What do you call a singing computer? What do you call a singing computer? Chad Sowash (41:30.03) I don't know. Joel (41:31.205) Adele. Joel (41:35.273) You Chad Sowash (41:36.654) That was good. That was very good. Joel (41:39.293) I knew you'd like that. We out! Chad Sowash (41:41.912) We out.

In this episode, behavioral scientist and NYT bestselling author Jon Levy joins Chad & Cheese to torch outdated leadership myths and unveil the real engine of high-performing organizations: team intelligence — the science of building groups that actually pass the damn ball instead of trying to be LeBron on every play. Levy brings the receipts: Why rewarding individual “A-players” creates corporate Thunderdomes. Why groups outperform superstars (spoiler: most of the superstars end up metaphorically dead) Why teams with more emotional intelligence, and yes, often more women, consistently outperform. How companies completely mis-measure talent, overvalue the wrong stats, and overlook the “Shane Battiers” who quietly win championships. Why remote culture fails, what actually fixes it, and why your Slack happy hour sucks. AND how AI agents will reshape team dynamics faster than your CEO can say “reorg”. If you lead people, build teams, manage humans, or just enjoy watching corporate BS get torn to shreds, this is your episode. Jon’s book Team Intelligence: How Brilliant Leaders Unlock Collective Genius  is out now — and unlike your MBA, this one actually makes you better at working with people. Chad. Cheese. Levy. A super-team that won’t peck each other to death. PODCAST TRANSCRIPTION Joel Cheesman (00:30.336) Yeah, it's the podcast your mom warned you about aka the Chad and cheese podcast. I'm your co-host Joel Cheeseman joined as always. Chad. So wash is writing shotgun as we welcome John Levy to the show. He's a behavioral scientist in New York times, bestselling author known for his work and trust human connection, belonging and influence. So why the hell is he on a show like this? Well, his latest book entitled team intelligence, how brilliant leaders unlock. Chad Sowash (00:38.33) Hello. Mmm. Chad Sowash (00:45.648) There he is. There he is. Joel Cheesman (00:59.232) collective genius. He's going to talk about that. a book that debunks myths about leadership and introduces team intelligence as the true driver of success. John, welcome to HR's most dangerous podcast. Chad Sowash (01:13.264) Thank God you said that. Jon Levy (01:13.418) I am beyond excited to be here. It's so nice to be on a podcast or talk that I don't actually have to watch what I'm saying. Joel Cheesman (01:22.772) Yeah, there's no ivory tower here. There's no Google. Like this is the real people. This is, this is where you want to be, John, if you want to get your message across to the masses. Chad Sowash (01:23.355) Yes. Chad Sowash (01:29.904) I'm just happy that you had that intro because I thought this was an intervention to be quite frank. So behavior scientist. Yeah. I thought the same. Jon Levy (01:38.574) Don't worry, I'm judging and evaluating you moment by moment. Joel Cheesman (01:41.704) I'm raising the bar really high for you, John. hope that you can clear it. Well, John, we've read a little bit about your professional career. A lot of our listeners, watchers won't know you from Adam. Give us who John Levy is and why we should care. Chad Sowash (01:43.054) You sound like my wife, John. Chad Sowash (01:54.724) Or they might. Jon Levy (01:58.51) So I'm a behavioral scientist and I spend a lot of my time asking possibly the weirdest questions you could find. Probably the most famous study I ever did was the largest in history on dating. So we looked at 421 million potential matches between people. dating app Hinge, we got all their data. we ended up, because I care about connection, trust, like all these kinds of factors that are very human, whether it's personal and professional. Chad Sowash (02:11.929) Chad Sowash (02:17.23) What? Joel Cheesman (02:25.877) Mm-hmm. Jon Levy (02:28.684) And we found that, and this was so funny, we found that across every factor you could imagine, the more similar you are to somebody, the more likely you are to date. You basically want to date a slightly different version of yourself. And so if you have the same initials, you're 11.3 % more likely to date. I'm completely serious. If you went to like the same NCAA conference, even though you're not in school anymore and now you're back in like some major city or something, you are more likely to date. Chad Sowash (02:39.6) Mm. Chad Sowash (02:45.136) No stop. Jon Levy (02:57.73) The one exception, and I thought this was just hilarious, was introverts and extroverts. I thought introverts would date introverts and extroverts would date extroverts. Two introverts almost never date because no one starts a conversation. Isn't that awesome? Yeah So I then took my understanding of human behavior and company started coming to me and saying, what do we actually do with this? And then I started applying it to the workplace. And that's kind of what brings us here today. Joel Cheesman (03:33.672) Any personal stuff you want to share? Family? sports family? What you got? We want to know John Levy, god damn it. Jon Levy (03:35.598) Oh, sure. Oh, yeah. I've. I I'm a girl, dad. have to expecting a third soon, so I'm going to have three under three and then. Yeah, we believe in productivity in this house. Chad Sowash (03:44.24) Ciao! Chad Sowash (03:49.668) Three under three? Joel Cheesman (03:50.775) my god. Chad Sowash (03:54.638) Ooh, I guess. Oof. Jon Levy (03:57.263) What else can I share? She's been over here was asking about an absolutely ridiculous thing I did when I was 28 and broke. I wanted to see if somebody will give me free food. And so I was underemployed and overweight and I managed to sign up to be a before and after fitness model for a late night video infomercial. And so... Chad Sowash (04:02.96) Building a team, I see. Joel Cheesman (04:15.658) I'm listening. Jon Levy (04:26.659) They give you your food for three months and they train you five, six days a week. And my God, I got shredded. I lost 20 pounds. Jon Levy (04:39.321) my god, what was that from? Joel Cheesman (04:40.416) Welcome to the chat and cheese podcast, John. All right. Jon Levy (04:43.924) Yeah, clearly. So that was possibly the weirdest thing. You know, but is it will work out for food? Yeah, my god. No, no, no, they don't pay you for integrity reasons. Yeah. But if you if you still look on the internet, it was like a follow up program to P90X called revabs. And I was like their token white looking guy. Chad Sowash (04:44.432) Jesus. Chad Sowash (04:49.712) It got shredded though. Did you get paid to get shredded? Joel Cheesman (04:51.264) shredded. Joel Cheesman (05:07.402) Is that when you met your wife, Judy Lawson? JL, get it? I was listening. I was listening. Yeah, sorry. Jon Levy (05:11.694) Yeah, yeah, no, no, I that I met my wife at an airport but Yeah Chad Sowash (05:13.505) okay, none of it. Okay, okay. So kids, in the airport, okay, were you going to the same place? Was she hitching a ride? What's going on? Okay. Jon Levy (05:23.66) No, I basically struck up a conversation with her at the gate and we were going on the same flight initially, but then we each had layovers. And she would later describe me as that guy who wasn't nearly as charming as he thought he was. It was really, really funny. But on the air bridge, know, so I asked, do you want to cut the line? Because, you know, I travel a lot. had status. She's like, sure. So we... Chad Sowash (05:28.72) Mm-hmm. Chad Sowash (05:45.008) Which is, I think. Chad Sowash (05:51.792) Uh-huh. Jon Levy (05:53.549) end up on the air bridge together and I said, hey, you you can either take your pre-assigned seat and sit next to some 300 pound man muffin topping over the armrest with terrible BO, or you can switch your seat and sit next to me and have the most interesting flight of your life. And she's. Joel Cheesman (06:06.09) Hello. Hello. Jon Levy (06:09.966) And she said, yeah, let's do it. And then we ended up talking for the next eight hours. And I asked her to join me for a drink on the layover. And I disappeared for a second. I said, I'll be right back. I brought, this is so cheesy, I brought a gold bottle of champagne from Duty Free, those ultra cheesy ones. And we ended up drinking it and just kind of hitting it off at the airport. And we met up again. Joel Cheesman (06:15.284) is smooth, That is smooth. Chad Sowash (06:26.82) yes. Chad Sowash (06:33.188) Okay, kids. Okay, kids. This is not a dating show. Okay. We're going to get into the actual topic right now. cause I know, I know we got to get to you. You are an important guy, John. We're going to talk about team in team intelligence today. John, you've garnered tons of attention. You've been on CBS, NBC, and now you've hit the pinnacle of your career. My friend, the Chad and cheese HR's most dangerous podcast one day. Jon Levy (06:39.508) You wanted to know about my life, yeah. Joel Cheesman (06:45.93) Yeah, he's got a call with Bill Gates after talking to us. Jon Levy (06:46.155) I am. Joel Cheesman (06:58.218) rock bottom. Jon Levy (06:59.852) I knew one day if I tried hard enough. Chad Sowash (07:04.24) Be careful. We still haven't published yet. We still haven't published yet. Anyway, in reading through all your chat GPT notes and everything that you sent to us and all the videos I can actually pull together, I've got to ask because talk about team intelligence and when we talk about teams, one of the things that really kills a team a lot of times is decision by committee because it sucks. Joel Cheesman (07:04.938) You would be on our show and now today is the day, my friend. Chad Sowash (07:33.976) Right. And the rise, the rise of rugged individualism has been pounded into our heads. Yes. The whole greed is good. Yay. Capitalism. how do we short circuit a narrative that's been happening since the union busting Reagan years over 40 years ago? I mean, it's still happening today. It feels like it's literally hardwired into society. How do we, how do we focus on team as opposed to rugged individualism? Jon Levy (07:34.608) it's awful. Jon Levy (08:03.0) So I think we need to understand what we're actually trying to accomplish, right? What we suffer from is what's called a super chicken problem. no, I'm going to be serious. In the 1970s, a chicken producer called DeKalb produced a chicken called the DeKalb XL. It's like the Ferrari of chickens. This thing could literally, yeah, it could literally outlay any other chicken out there. The problem is that when you keep breeding for individual productivity at a certain, Chad Sowash (08:06.96) Mm. Chad Sowash (08:21.584) Xl that is awesome Jon Levy (08:32.77) point, the only way to get more resources to become more productive is to peck the other chickens to death. And so they became very violent and they would literally kill each other. And so they started doing this awful thing, which is clipping their beaks. and so a researcher by the name of William Yor said there has to be a better way. What we need to do is we need to actually take a crossbread chicken and then instead of Chad Sowash (08:45.104) Oof. Chad Sowash (08:51.002) Mm-hmm. Jon Levy (08:59.284) only re-breeding the top performers, we're gonna put them in groups and we're gonna weigh the total output of the group. And the top groups, generation after generation, will be re-bred. And the idea was that if we reward through mating, both productivity and pro-social behavior, then we'll get really great groups that know how to be around each other. Isn't it great? Chad Sowash (09:19.322) Mm-hmm. Chad Sowash (09:23.716) You're comparing us to chickens, John. You're comparing us to chickens. Jon Levy (09:28.98) other things I could compare us to is way worse. Joel Cheesman (09:32.352) Well, we just got back from Nashville and the hot Nashville chicken, can tell you is a winner in my book. Chad Sowash (09:36.976) That does an entirely different thing to your body, but go ahead, John, sorry. Jon Levy (09:37.975) A winner. Yes. So what ends up happening is that Muir runs a test. Can the super chickens beat out the teams? And what ended up happening after a year was that the teams far out produced the super chickens by a long shot, mostly because most of the super chickens were dead. And so in corporate America, you hit it on the nail, Chad, the nail on the head. The problem is that if we keep rewarding people for individualistic top performance, we're going to get highly competitive behavior, where at a certain point, the only way I can do better than the people next to me is in making sure they do poorly. I'm incentivized to make sure that my colleagues fail so I could be in the top 10 % so I can get bonuses. So the first thing we need to look at is how do we foster pro-social behavior? And then the second thing is Chad Sowash (10:24.282) Mm-hmm. Jon Levy (10:36.546) we have to understand how do we reward and give status. Whatever we give status to and give money to, that's what people will reproduce. If I give bonuses for the top performance of an individual, then that individual will, or then people think individually. If I start actually giving rewards for groups, then, and giving status for the people who support each other, then people will. It's much like breeding will want to repeat whatever gets them that reward. We are status driven. Joel Cheesman (11:13.608) I assume you hope that CEOs and business owners read this, but who else do you hope reads this book and what was sort of the inspiration around it? know you do a lot of interesting things aside from writing. Jon Levy (11:24.11) So the answer is that when you're a Jewish kid with a brother who's a doctor, it's really hard to impress your mother. And so I'd really love it if my mother read the book. Now, aside from that, I think that the important thing to understand is that if you are in a team at any point or responsible for building teams, this book is for you. The reason is that what we ended up really Chad Sowash (11:47.952) Mm-hmm. Jon Levy (11:53.251) coming to the conclusion was that the role of a leader is very limited in terms of its impact. Most of the work happens between team members. The single most important thing to realize is that it's not an employee's job to be productive. Individual productivity comes at the cost of the team. I'll give you a simple example. In basketball, there's only one stat that predicts a player's It's the, exactly, 100%. So every player is incentivized to shoot regardless of if it's a good shot. They've maximized individual productivity. There's only one stat that predicts an effective coach. It's the increase in the rate of passing under that coach. If I can increase how much a player passes, it means the ball is more likely to get to the person who has the best chance of scoring. My job isn't to be productive. My job is to make my team smart. Sometimes that means shooting, but usually it means passing. Chad Sowash (12:53.712) What about because we hear all the time and you stick with the sports analogy real quick, but we hear all the time that, you know, companies are just looking for a players. Give me the players, find me the purple squirrel, whatever they want to call it. But yeah, that's what they call it. It's it's stupid shit. but can there be too much talent on a team? Can there be just too many a players, too much talent? That's what it sounds like to talk a little bit about that. Joel Cheesman (13:04.576) Thank Jon Levy (13:06.626) The purple squirrel, that's so funny. Jon Levy (13:22.19) So what you're actually talking about is specifically called the too much talent problem. A group of researchers did a funny thing. They wanted to understand how do teams get affected when we add more and more talent? And it turns out that in sports like basketball and football, European football, so soccer, when you cross about the 50 to 60 % mark of top talent, the team is massively underperforming. Chad Sowash (13:34.032) Mm-hmm. Chad Sowash (13:47.216) Mm-hmm. Jon Levy (13:50.671) Now, the question is why? And I was just talking to the owners of one of the big basketball teams and they said, you know, when you have people who are used to controlling the ball and shooting, then they're not really mentally in the state of passing the ball or working with other people, right? Sometimes called like a heliocentric model where everybody works around them because they're the star. Chad Sowash (14:12.41) Mm-hmm. Joel Cheesman (14:18.634) Mm-hmm. Jon Levy (14:20.312) No. The problem actually exists in a very specific way. Because if you look at baseball, there is no maximum level of talent. And that's because baseball is a sport that is basically individualistic that you happen to be playing as a group. There's no way to be selfish in baseball. If you hit a home run, it doesn't mean that I'm at a disadvantage on your team. Right? And so... Joel Cheesman (14:37.546) Mm-hmm. Chad Sowash (14:37.808) Mm-hmm. Jon Levy (14:49.858) What it's actually called in the workplace is task interdependence, meaning that if our roles are intertwined, yeah, then you're going to have a problem. But if we're completely individualistic and never interact, it really doesn't matter. Now I do want to add one thing, which is there too much talent problem exists, not because of top talent. It exists because we are really bad at Chad Sowash (15:06.437) Mm-hmm. Jon Levy (15:19.456) measuring what's useful. We're great at measuring what's easy to see. It is easy to see when somebody scores. But in basketball, there's a player called Shane Battier, who was on the Miami Heat, he's retired now. Chad Sowash (15:21.04) Mm-hmm. Joel Cheesman (15:33.002) Mm-hmm. Jon Levy (15:36.483) There's this funny thing that it would happen with Shane Battier. The top five players in the NBA, if you add them to your team, the team scores about an additional eight to 12 points per game. It's called a plus minus. Battier was known for having no meaningful stats whatsoever, and the team would get a plus six, which is insane. He wouldn't shoot, he wouldn't steal, he wouldn't do any of these things. Why? Here's one example of why. Joel Cheesman (15:58.112) Mm-hmm. Jon Levy (16:04.94) because he would memorize every player's stats and he would know, okay, that player over there, he's their rebound guy. If I push him back, then it creates space for my people to actually get the ball. Shane Batier is a no stats all-star because the current statistic system doesn't understand how to measure his behavior. It's not that he's not a star. It's just we're measuring stars wrong. Chad Sowash (16:14.576) Mm-hmm. Jon Levy (16:35.392) And so I believe, yeah, get top talent, but complimentary talent that actually fulfills a bunch of skill sets that we need rather than what we traditionally call top performers that all have the same skills that don't necessarily add up well. Joel Cheesman (16:48.608) And I don't think that's the mindset. I think the mindset is let's get the best people work for our company. And ultimately they're going to do the best work. What you're arguing is higher, higher, the best talent, but surrounded by the, you call glue glue players, I believe are the glue of a, a, of an organization. I don't think that exists today. I think if you go to med, it's like, we want to hire the best developers. They don't think about who would be compliment or who would be the guy. Chad Sowash (17:16.558) for $100 million. Joel Cheesman (17:17.554) or gal that sees what other people don't see, how should employers sort of rethink hiring and the worldview that you hold? Jon Levy (17:31.289) So I think what we need to ask is what actually predicts the intelligence of a team, right? And when a researcher by the name of Anita Williams Woolley actually looked at this, she found that it was none of the things that we traditionally believed predicted it. So I'll give you an example. We traditionally think it's like talent, like highest IQ. we've got the best person, right? Not a predictor that the team was able to solve problems. We looked at, or she looked at average IQ. Not a predictor. How much people liked each other. Not a predictor. The actual predictor, you're gonna love this. The number of women on the team. Chad Sowash (18:08.506) Talk to me. Yeah, why? Jon Levy (18:10.146) Why? Because women, it's not because they're women, it's because women index higher on emotional intelligence tests. And when you look at what causes a team to be effective, it's different than an individual sport. In an individual sport, it's pure talent. It's like the equivalent of IQ, right? Serena Williams can go on the court and dominate for 25 years on pure talent and hardware. Once you put somebody in a team setting, they've gone from taking their shots to having to coordinate and pass and shoot less. And so if what happens is that we end up in a situation that all we have are shooters, nobody's passing and then the team won't do well. And so when we're recruiting, what we need to look at is resource diversity. I'm not talking like. We've gotten stuck on these ideas of gender, race, all that kind of stuff. I'm talking resource diversity. Resource diversity is mental models, skills, experience, languages, spoken context, you name it, right? It is inevitable that if you have a diversity of resources, that it's gonna look more diverse, but we need to focus on the resources the team needs, not the simple, easy to see stuff. Chad Sowash (19:31.62) So how do we, how do we get into this emotional intelligence kind of mindset with, with once again, for 40 plus, which probably longer than that years easily that, you know, it's always been male dominated, tough, hard, rub some dirt on it kind of shit. That's not emotional intelligence at all. How do we start to train toward that? to be able to create more productive teams, not just females. Obviously females, I mean, it's something that is innate within them. Jon Levy (20:02.338) Yeah. There are plenty of men who have high emotional intelligence and plenty of women who don't. I think that it's once again, we have to focus on what's useful, not what's easy to see. Let's not categorize people by gender so much as skill set that they can bring to the team, right? Chad Sowash (20:18.03) But you just did. said females are better in teams. So they must bring. Jon Levy (20:22.294) I know saying that the teams that that have more women do better because of their emotional intelligence. You could find a group of guys that have I just wouldn't want to reduce something to something that simple like saying, we can't have another man on this team. We have to hire or right because that creates a negative interaction between genders rather than saying, hey, who has really high emotional intelligence? If you focus on that question. Chad Sowash (20:35.492) Gotcha. Joel Cheesman (20:39.466) Mm-hmm. Jon Levy (20:51.342) You'll probably end up with more women anyway, but it begins with something that's of value. I could develop more emotional intelligence. A person can't be any more of a woman, right? It's not like a skill set. It's a immutable factor. So I think then the question is, what do we do about it? First of all, we have to realize that not everybody needs it. Let's say you're a leader who doesn't have high emotional intelligence. Figure out who on your team does and partner with them. Let's say Chad. You're the person and I go, wow, Chad, listen, I don't have high emotional intelligence, but, or, and it takes a little bit of self-awareness. Hey, it's really clear that people trust you and that you're like a go-to person or a glue player on the team. It's not my skillset. I'm really good at whatever it is, sales, marketing, whatever it is, right? I'm going to ask for your help. If you hear me talking too much in a meeting or you see that there's somebody who's staying silent, but they should really be speaking. Will you let me know or call him? Chad Sowash (21:51.984) throw out a safe word. Yeah. Jon Levy (21:53.527) Yeah, exactly. the point here is that suddenly the team becomes smarter and I didn't actually have to develop a skill. I just had to be willing to let you shine or listen to you. And herein lies the truth that the smallest unit of effectiveness is team, not individual. And we keep putting everything on the leader rather than looking at the skills a team needs to be effective. Joel Cheesman (22:18.624) Yeah. John, going back to your, your sports analogy, sometimes Shane Baddie, is magic Johnson or it's Tom Brady or it's LeBron James. How should companies think about a super high level talent empowering everyone under him or her, whether it's a top person or a glue worker, like aren't there. situations, sometimes it's the CEO, would say Steve Jobs might be in that transcendent category. Should companies think about that or does it just accidentally happen? Jon Levy (22:54.158) Should they think about how do they? Joel Cheesman (22:56.51) Like we're gonna bring in the best of the best and they're gonna make everybody else better. Jon Levy (23:01.784) So I will argue that that's not necessarily something that most companies really think about. They're too stuck on the model of the super chickens, hoping that the super chickens will solve the problem. this person's incredible. Now what you'll notice is that when you bring in a turnaround CEO, they've been through this before at two, three companies sometimes. Chad Sowash (23:17.978) Mm-hmm. Jon Levy (23:29.238) And so their entire team will actually just relocate and they'll bring them from project to project because they've already created an intelligent team. And then they augment it with the current employees. Right? So they face people out and that's the thing. You'll notice it's not just the leader. It's not that they come in and get everybody on board. They have the people and the habits and the systems that they already work well with for those turnarounds and they bring them all with them. Maybe not all, but often. And that's what makes the magic happen. A CEO without the rest of that team is going to have an uphill battle. Chad Sowash (24:04.612) So is that because they all have Harvard MBAs? Is that what I'm hearing? We all have to go to Jon Levy (24:09.644) I mean, that's the true defining characteristic of any decent human being, which is why I'm an indecent human being. Chad Sowash (24:14.704) Is it really just cracked up? Is it all just cracked up to having an Harvard MBA? Tell me the truth, John. Jon Levy (24:22.988) I'm going to tell you the truth, and it's both delightful and terrible. If you want to succeed, having a Harvard MBA definitely won't hurt. It's often been referred to as the golden passport, meaning people will take you seriously if you have one. Yeah, and connections and all that. The problem with it is that the commitment of Harvard, if you look on their website, is that they say they're going to create the leaders of tomorrow. And when you compare Harvard MBA or MBA graduates Chad Sowash (24:36.336) connections. Jon Levy (24:52.31) in terms of performance versus those people who have the same jobs who do not have MBAs. There is no meaningful difference whatsoever. And it is in many categories they underperforming. And the reason I'll give is I think pretty simple. Have you ever played Mario Kart? All right. The video game for the listeners, your Mario or another character from the Mario universe, and you're driving a car and you're go kart fighting and all that. Chad Sowash (25:11.185) yeah. Chad Sowash (25:17.156) And a go kart. Yeah. Jon Levy (25:21.334) Imagine I said, Joel, I'm going to teach you how to drive, but instead of actually driving a real car, I'm going have you play Mario Kart. That's what an MBA is. You're sending people to learn to be leaders by going into a sterile environment, taking you out of the workforce where you'd actually get experience for two years managing people, and then saying, hey, I've slapped a certification on you. Will you learn a bunch of stuff? Sure. Will any of it make you a better leader? Joel Cheesman (25:30.24) Mm-hmm. Chad Sowash (25:41.572) Yes. Chad Sowash (25:46.288) Mm-hmm. Jon Levy (25:51.151) Probably not. What Harvard is really good at, and I give them full credit for this, is saying, hey, you're an impressive individual. You're already going to be successful. And I approve of your success. And so it gives people a marker that you get to say, OK, they're impressive. It's not because of the NBA. It's because Harvard had already pre-qualified them. But for every person that makes it into Harvard, there's probably 100 others that Joel Cheesman (26:03.615) Yeah. Jon Levy (26:20.886) are just as effective, if not better, that didn't make the cut or didn't even bother applying because they're already great leaders. Joel Cheesman (26:29.312) Yeah, we like the shorthand answers to everything. There are some things in the world, I guess, that are contradictory or challenges, I guess, for employers. The work from home phenomenon. have disparate employees working together through Zoom calls and Slack messages. Where do you fall in terms of the importance of this, the talent and teams? Jon Levy (26:32.824) Yeah. Joel Cheesman (26:56.83) When you're working virtually, the, are the rules different? Is there advice that would help with that? Talk about the remote world and how it plays into your vision. Jon Levy (27:07.31) So this is a really frustrating issue. The first thing is that when... The pandemic came, which really is what accelerated this whole thing. Culture is something that happened at the office. When we went remote, it's something that happened at the manager level. But no manager was hired because they're a good camp counselor and know how to bring culture to life. It's an unfair expectation. So companies said, hey, we're going to tell people to come back in because that's going to solve this. Chad Sowash (27:19.098) Mm-hmm. Jon Levy (27:43.276) Have you ever been to an airport? Joel Cheesman (27:46.314) Yeah. Chad Sowash (27:47.48) Yeah, few times. Jon Levy (27:47.553) Okay, do you talk to the people sitting next to you all the time? You do? You two are weirdos. Chad, you're a weirdo that freaks people out then. Nobody wants to talk to the person next to them at the airport. Listen, it's how I met my wife, I know. No, like, but in general, you'll notice that nobody talks to each other, right? I think it's great that you actually do. talk to strangers constantly. Now, here's the problem. Chad Sowash (27:51.319) yeah, not all the time at the bar. It depends on Joel Cheesman (27:52.256) Not all the time. Chad likes people more than I do. Yeah. Chad Sowash (28:01.55) they do at the bar of course Jon Levy (28:16.866) You have the same leader, right? The captain and the crew are leaders. You're going to the same place, same goal and same destination. And and the issue is that you don't want to communicate or talk to anybody. And that's the same problem. I am so sorry. My daughter just walked in. So do you want me to start that over? And or do you want my daughter on? OK, so. Joel Cheesman (28:35.434) That's okay. This is what we do. Chad Sowash (28:35.683) you're good. You're good. Chad Sowash (28:42.084) Yeah, just keep keep rolling. Joel Cheesman (28:42.324) Hi. She's a cutie. Jon Levy (28:46.838) I actually don't want my kids on the internet. if it's okay, I'm gonna... Can we start that over? Yeah. you're gonna pixelate my child? No, it's okay. Chad Sowash (28:49.84) Okay. Joel Cheesman (28:52.151) Pixelation. Or we'll edit it, yeah. Chad Sowash (28:52.388) Yeah, yeah, yeah, let me start over. yeah, yeah, no, pixelate my child. Them's fighting words. Joel Cheesman (29:01.092) pixelate the face. Chad Sowash (29:03.678) fighting. She's beautiful. Joel Cheesman (29:06.368) Is Trish editing this? Whoever's editing this, this will be their point of editing. Jon Levy (29:11.926) Okay, so should I just start all the way at the beginning or should I just go into it and we'll cut stuff together? Chad Sowash (29:19.226) Yeah, we'll cut wherever. mean, just go ahead and start from the beginning. You're fine. Jon Levy (29:21.036) Yeah, okay. Okay, when the pandemic happened, culture used to happen at the office. And then what we found was that everybody went home and culture happened at the level of your manager. The problem is that they were never hired or trained to do that. So was like a pretty awful experience. Companies thought that we can solve it by telling everybody to come back in. Right, would reduce the anxiety, the depression, the feeling of disconnection, the desire for a Chad Sowash (29:34.064) Mm-hmm. Jon Levy (29:49.071) sense of belonging to the organization, all that kind of stuff. The problem is, is it actually created something called the airport problem, or I call it the airport problem, which is when you go to the airport, even if you have the same captain and crew, you're going to the same place, we generally do not talk to the people around us. If you take a bunch of people who don't know each other and shove them into a building, they're basically at an airport waiting for their turn to go home. And yeah, and then they complain that they're on Zoom teams, meet calls, whatever it is, and nobody's around them. And it's a very fair complaint. The problem is that what's good for us and what's easy to do are often opposing. It's easy for me to stay home, eat Cheetos and play video games. What's good for me is taking a walk. Chad Sowash (30:16.282) Watching the clock, yes. Chad Sowash (30:23.056) Mm-hmm. Right. Jon Levy (30:45.494) and exercising and being uncomfortable at the gym. What's easy is staying at home in my pajamas, but that leads to higher rates of depression, isolation, loneliness, mental health issues. It prevents young talent from being able to absorb and understand managers and being mentored and developing kind of skills or lessons through the environment. It leads to a disconnection in a slew of ways. Some companies that are Chad Sowash (30:48.368) Mm-hmm. Jon Levy (31:14.944) smaller, I've never seen it at a company of greater than 2,000 people, have really been able to create fantastic culture remotely, but they were built for it. I have never seen a company that has 50,000 or more people have an amazing remote work culture. Can you do it? Yeah. Can you do it? Yeah. But it requires a fundamental rethinking of work. And I can tell you a lot of the steps to do, but they're not going to do it because it's just not their priority. It's easier to just tell people. Chad Sowash (31:32.922) they weren't built. Yeah. Joel Cheesman (31:45.344) Is that a human issue or a technological issue? Are humans just wired to not, when it's that big, to function correctly? I've seen in the army, which Chad served, a platoon, I think, is only 150 people. Once you get past 150 people, it's hard to know. Sure. Jon Levy (32:04.79) You're talking about Dunbar's number. So yeah, Dunbar's number is this theoretical number of how many social ties we can, it's completely theoretical. There's no evidence that it's actually like there's at best mild evidence that we keep pointing to that it's true. It has to do with some specific brain scans of a region of the brain and different mammals and how big that area is in each mammal. Joel Cheesman (32:13.405) Okay. Joel Cheesman (32:24.618) But is there a point where you're too big to function in a remote environment? I guess is the question. Jon Levy (32:30.028) So I think we're functioning, right? The question is, isn't, if we're functioning, is this the way that we want to work? Is this good for us? And is it what's going to allow us to succeed moving forward? So I'll give you a few quick examples of why this is important. If everybody's remote and you haven't created solid remote work culture, then people are just going to jump the next time they're offered a little bit more money because What's difference working in my basement for you or for somebody else, right? I have no allegiance to anything. If I'm not there in person, how am going to be mentored in any meaningful way? The other issue is that as distance increases, intentionality has to increase. There's something called the Allen curve, which is across every communication type, the closer two people's desks are, there's an exponential growth in how often they communicate. Chad Sowash (33:05.264) Mm. Jon Levy (33:31.064) By the time you get to like 50 meters away from each other, you might as well be on different planets. You're just not talking to each other. When everybody's far away from each other, there is no sense of familiarity in the same way. And so what ends up happening is that we have to be intentional in the way that we create it. But nobody's providing those tools to managers, and you can't expect that from managers. So what you end up with is like these Chad Sowash (33:38.416) Mm. Jon Levy (34:00.819) awful happy hours where the extroverts talk over everyone and You're like, why am I doing this? I don't want to be drinking alone at home with people I don't even want to be drinking with in person Chad Sowash (34:05.391) huh. Chad Sowash (34:12.826) You Jon Levy (34:16.418) like Chad Sowash (34:16.442) So as we start to, don't know, we talk about pushing people out of the whole workforce, to be quite frank. And as AI becomes more prevalent in our work days, we start unlocking efficiencies and inevitably the staff starts to shrink. mean, could AI be the final ingredient to defusing teams where everybody's talking about humans can have their own team of agents? Jon Levy (34:27.959) huh. Chad Sowash (34:45.55) Right? Not even humans, team of agents. this is, mean, this seems like a, a huge change, obviously, from, yeah, they could, well, it could be, and because they might be smarter and we, we might be just working for them either way. Joel Cheesman (34:46.026) Yeah. Jon Levy (34:55.266) Maybe it's the other way around. Maybe it's that the agents have teams of humans. So here's, yes, I think that, I think let's start off with the basics, right? Every time that there's a technological breakthrough of any kind, people try to solve every problem with it. And it just doesn't work that way, right? So like the internet, it's gonna democratize everything and politics is gonna be different and voting is gonna be different. And like the internet changed everything, but not in the ways we thought. Chad Sowash (35:11.194) Mm-hmm. Chad Sowash (35:31.93) Mm-hmm. Jon Levy (35:32.825) thought that it would be encyclopedias online, we didn't imagine Wikipedia. We thought it would be television over the internet. We didn't imagine YouTube. Right? And so we don't know yet, but here's a few hints that I think are very reasonable. Once we get through like the efficiency stuff, right? Which is the early phase of everything, whether it's when we had, when Telephone technology changed and we didn't need women to route, I say women because it was, I think, almost exclusively women, routing calls back then. Those people ended up working often secretarial jobs in other companies, but there was like a downsizing of like half a million people or something like that that were around the US, kind of rerouting calls. Now. Chad Sowash (36:08.528) Yes. Joel Cheesman (36:19.914) Mm-hmm. Jon Levy (36:26.878) Once we get past that phase, then we can get to the interesting phases. The phases that are now we can do something that we've never been able to do before and we didn't even think of. So if I want to make a team smarter, right? One of the three pillars is diversity of resources. If I'm on a sales team and I'm on a call like this one, I want an agent there that as we're talking about, I want to sell to Simmons, the German company, right? I want it to cross reference every salesperson's LinkedIn, every conversation we've ever had for reference of it and see every potential contact. And then now that that's all been surfaced as a team, we can say who we feel comfortable actually reaching out to. Jon Levy (37:14.7) Right now it's made the team smarter because it is revealed resources that we've completely forgotten. Joel Cheesman (37:21.141) Yeah. Jon Levy (37:22.732) Now we as a team can actually come up with a strategy of who should approach because if you want a 10 million, 20 million, $30 million deal as Google Cloud to sell a product, that's going to be human to human. But we are going to use that intelligence to make better decisions or accelerate the process. Now we've made the team smarter. It's not that we have less salespeople, we have more productive sales teams. Chad Sowash (37:48.494) How long do you think that's going to take? Because the hard part is that gap, that gap. So three years though, could decimate an economy. If we start, if we... Jon Levy (37:52.29) three years. Five years? Yeah, three. Listen, I'm not disagreeing with you on anything. There's going to be a fundamental reckoning and we are going to discover very quickly what the limits of this version of technology is. If history tells us anything, I'm not saying it's going to repeat, but it often rhymes, right? That there's going to be a plateau at a certain point until the next innovation occurs. Sorry, go ahead, Joe. Chad Sowash (38:06.704) Mm-hmm. Chad Sowash (38:12.901) Mm-hmm. Joel Cheesman (38:27.493) It's the end of the world as we know it kids and I feel fine. That's John Levy kids. That's the reckoning. John, thanks for spending a few good moments with us today. For our listeners and viewers. Chad Sowash (38:29.856) It's a fundamental reckoning. A fundamental reckoning. Jon Levy (38:37.486) All right. And even more bad moments, was your number. Chad Sowash (38:45.68) That's part of our show. Joel Cheesman (38:46.066) Hey, that's life, baby life. Life happens on this show for our listeners and viewers that want to know more about you, maybe pick up the book. Where should they go? Jon Levy (38:54.188) Mm-hmm. So my website is johnlevy.com , J-O-N-L-E-V-Y. And then I'm johnlevyt, like Thomas L. Ikebine, be like boy on all the socials. Johnlevy-T-L-B, J-O-N-L-E-V-Y-T-L-B. And the book is sold literally everywhere that books are sold. That sounds so much like an ad, but yeah. So Amazon Barnes and Noble. Joel Cheesman (39:17.824) What's like when we say, we tell people, listen to whatever your plat, your podcast platform of choice is, right? It's kind of the same thing. And again, guys, the book is team intelligence, how brilliant leaders unlock collective genius Chad. is another one in the can we out. Jon Levy (39:23.522) Yeah. Chad Sowash (39:33.296) We out!

Strap in, kids—because Indeed just tightened the screws, slapped on the velvet handcuffs, and called it “innovation.” In this episode, Chad and Cheese break down how Indeed’s Connect program is less “next-gen hiring” and more “1997 job board with a cover band and a shakedown fee.” We get into: Why Connect is looking more like a jail cell than a product suite How Indeed is setting you up with the carrot… then hitting you with the stick The desperate new metric they’ve cooked up to spin their model into relevance Why disposition-data grabs are a nonstarter for anyone with a brain and legal counsel It’s snarky. It’s spicy. It’s brutally honest. And it’s exactly what HR’s Most Dangerous Podcast was built for. Indeed wants control. Chad & Cheese want answers. And this episode brings the heat. PODCAST TRANSCRIPTION Joel Cheesman (00:33.838) We ain't no Senator, son. It's the Chat and Cheese Podcast. I'm your co-host, Joel, 50-year mortgage Cheesman. Chad Sowash (00:41.417) This is Chad, Velvet Handcuff Sowash. Joel Cheesman (00:45.006) And on this episode of HR's most dangerous podcast, Personio packs it in, indeed hopes to cash in, and everyone is apparently dining in, as in dining at home, not at Chipotle. Joel Cheesman (01:04.309) Let's do this! Chad Sowash (01:09.247) It's fucking cold outside, dude. This is ridiculous. Joel Cheesman (01:11.694) It's called out. It's called out. we're recording this on veterans day. Um, and I know you, you, you're kind of, you're kind of, you don't love it. Like you don't love the happy veterans day. You'd rather have someone buy you a beer. We've had that conversation. Maybe you, maybe you forgot, but at Jeremy's school today, they had a big veterans day presentation. And, uh, this morning I said, you gotta go wear something red, white, and blue. It's veterans day. And Jeremy's. Chad Sowash (01:29.225) Mm-hmm. Chad Sowash (01:37.124) cool. Joel Cheesman (01:39.82) Jeremy's idea of red, white and blue is a man's city Jersey that just happens to be red, white and blue, moderately red and white, but a lot of blue in it. and then, and then he asked me, if we had any veterans in our family. And I mentioned the ones that I knew of. And I mentioned you because your uncle Chad told my kids and he said, tell Chad happy veterans day. So hopefully an eight year old can wish you happy veterans day. If not, you know, grown adults. Chad Sowash (01:47.807) There you go. Kill it. Yeah. Chad Sowash (01:58.897) mm-hmm, yeah. Chad Sowash (02:06.398) Of Well, well, well, well thought out little guy. Well thought out. Happy Veterans Day. Yeah. I mean, Veterans Day, we've talked about this before. I hate where, you know, we get celebrated on one day and it's not we, I mean, I don't generally wear it on my sleeve too much. I do have flags and stuff in the background, but I, when I'm out of the house, I mean, it's most people don't even know that I've ever even served unless, unless I bring it up. Joel Cheesman (02:14.51) Hahaha Joel Cheesman (02:29.974) Yeah. Yeah. Chad Sowash (02:37.871) which is, which is cool. Some people wear it on their sleeve, which I totally appreciate. And it's part of their identity. whether they were in two, four, 20 years, doesn't matter. And some just kind of reservedly. So, you know, they talk about it. They don't talk about it. It's all good. Yes. Yeah. Joel Cheesman (02:43.885) Yeah. Joel Cheesman (02:54.478) and families too. mean, that's kind of been broken, but when we grew up, was like, know, grandpappy served in World War I, pappy in like Vietnam, and it sort of went on. feel like that's Desert Storm a little bit, but I feel like the generational thing isn't what it used to be back in the day. But in the presentation, they had everyone stand up and they were like, all the Marines stand up, all the Coast Guard, which I don't think it was anybody, but in the got to the army, Chad Sowash (03:04.211) Yes. Joel Cheesman (03:23.714) And there was an old like, would love this old, like the guy looked like he had eight packs of cigarettes before he came to the presentation, grizzled old guy, Vietnam vet and had what I thought looked like to be like an old Rangers army Rangers, fatigue on, and he was one of those in it. You know, that dude wears that thing probably every day, and shows off his veteran pride with bells with bells on. So you missed me last week. I was out. Chad Sowash (03:39.188) Mm. Chad Sowash (03:47.145) Love it. freaking freaking love it. Yeah, no, we missed you. Had a good time. Don't get me wrong. Had a really good time. Talked a little bit about the Amazonification of the hiring process, the possibility of that. Got into a couple of discussions on LinkedIn around that. I mean, it was really a big topic and it's something that we're going to talk about in the coming weeks as we get into our road show, our road trip too. Joel Cheesman (03:54.892) Yeah, I know. Joel Cheesman (04:05.474) Yep. Joel Cheesman (04:09.816) Mm-hmm. Joel Cheesman (04:19.406) Yeah, our roadshow, which we'll get into, think, in a shout out. But anything else? mean, lots going on. don't know if you covered, mean, tariffs, 50 year mortgages, new STEMI checks, gay marriage. Chad Sowash (04:28.667) Yeah, mean, 50-year mortgages, yeah, 50-year mortgages just came out, the whole gay marriage thing. I'm so glad that the Supreme Court just cut that off. Decision's been made. I mean, let that shit go. But 50-year mortgages, mean, Jesus Christ. mean, people aren't buying homes until they're 40 now. Now, they're... argument's going to be, well, that can push it down. Well, I mean, you push it down to 35, right? 50, 85 before you, I mean, or 80, let's say, before you pay it off. And then you take a look at the interest in the actual interest payment and how much you will be paying over 50 years is going to be four times that. I mean, it's just, is, this is nothing but good for banks. This is great for banks. This is not good for people. This is not good for citizens. Joel Cheesman (04:53.526) huh. Joel Cheesman (05:06.141) huh. Joel Cheesman (05:10.285) Yeah. Joel Cheesman (05:16.344) no, banks would take a dollar a month for the rest of your life and your children's lives if they, if they could. But yeah, it's, I think it's like 10 years. It's like $2,000 equity in your house because you've been paying interest on it for so long. And did you see, did you see Trump's truth post? had FDR 30 year mortgage. Then he had Trump 50 year mortgage as if to somehow, you know, connect him to FDR in some form or fashion. Chad Sowash (05:20.003) yeah, easily. Chad Sowash (05:29.439) Yeah, ridiculous. Chad Sowash (05:44.223) Well, and it's interesting too, because FDR, one of the biggest socialists of our time. mean, yeah, I mean, so to be able, and this this literally just demonstrates how much Trump doesn't know and or understand history is one aspect, 30 year mortgage versus 50 versus, I mean, the actual comparison between an FDR and a Trump. Now he would love, Joel Cheesman (05:50.36) huge. I mean, the Great Depression led to FDR. Joel Cheesman (06:03.918) Mm-hmm. Chad Sowash (06:14.185) to get that 12 years, mean, 12 years elected into office, FDR didn't get all 12 years, but he would love that. That's another comparison that he would love too, I'm sure. Joel Cheesman (06:14.286) Mm-hmm. Joel Cheesman (06:21.059) Yep. Yeah. Any, any, what do think about the tariffs? You talked about the Supreme Court and gay marriage. What do think Supreme Court's going to land on tariffs? Chad Sowash (06:33.183) I think that the opening arguments are kind of like a way to get us all excited about the process of them going away and then they don't. It is way too much power for one branch, the executive branch to have, something that they definitely brought up. The thing is, SCOTUS. Joel Cheesman (06:44.064) A premonition. Chad Sowash (07:02.001) in this case, could literally save the economy by killing those tariffs. SCOTUS would save the economy. Not Trump with these stupid fucking tariffs, which are killing us right now, and they're going to kill us for years. So SCOTUS could actually save us. Will they? No fucking clue. And good God, man, that's... My brain's going to hurt thinking about if a very heavily Republican conservative Joel Cheesman (07:12.899) Yeah. Joel Cheesman (07:31.746) Yeah, conservative. Chad Sowash (07:31.775) court actually does that or not. We'll see. Joel Cheesman (07:35.278) Yeah, I don't, think they're toast. to the open remarks, like the first argument by the Trump team was sort of squashed by the Supreme court and they had to shift to like a different argument. so like, I don't see how you get out of this. This is a tax that constitutionally is a Congress thing. Um, I mean, the president should not be allowed to say, Canada, nice commercial. I'm going to add 10 % to your tariff. Like that's not how this works. Chad Sowash (07:52.583) yeah. Joel Cheesman (08:05.066) And I, I have this discussion with my wife all the time who's like super liberal Canadian and, and America's like, it's dead, it's crumbling. And I keep saying like, the institutions are going to hold, trust me, like they're going to hold. And in my defense, the Supreme court kind of holding, holding firm on some of this stuff. And I do think that, Trump's hold on Congress as we go into an election cycle is going to like start weakening and he's going to. Chad Sowash (08:06.783) It's a crime family. Yeah. Yeah. Joel Cheesman (08:34.638) He's going to be lame duck before you know it. He's not going to run for a third term. I don't see that happening. So I, I'm kind of optimistic on a veteran's day that the third branch of the government is kind of holding, holding firm on some of these issues. Chad Sowash (08:42.495) I hope so. Yeah. Chad Sowash (08:48.849) I hope so. They've blown through so many of the backstops already. We need to have one of them catch. I mean, that's, we have to have one of them catch. So let's, let's hope it's this one. Let's hope it's this one. Ooh. Yeah. They, who are turning in their graves right now saying, what are these fuckers doing? Joel Cheesman (08:59.128) Yay. Yay founding fathers. Yay. Dead, dead white people. Yay. Dead white people. Joel Cheesman (09:08.684) Yeah. Yay, dead presidents. Yay, dead presidents. Chad Sowash (09:14.303) okay, shout out. Joel Cheesman (09:20.43) All right, Chad, I got one for O'Dally's Lounge and Restaurant. What the hell is O'Dally's Lounge and Restaurant? Well, you saw the UPS plane go down last week. I don't know if you guys talked about it on the show or not. So anyway, this plane crash, although being a disaster and sad moment for a lot of families and people, the crash happened very close to a restaurant called Stooge's Bar and Grill in Louisville. Well, as can imagine, no one's working at Stooges Bar and Grill anymore, at least for the time being. So, O'Dally's Lounge, which is nearby and still open, is now offering the workers from Stooges Bar and Grill to come work for them as a backstop for their revenue and their, salaries that they're, missing out on. The owner of Stooges, or O'Dally, sorry, Debbie Self. started to go fund me. If you guys are interested in supporting that cause, you can go to go fund me, search a Stooges Bar and Grill, and you can find out more about that. Some of these families, according to the owner, have been there for 20 years. It's a family institution. Now I went and looked up dollies and Stooges. Stooges is a little bit like Hooters, a little bit twin peaksy. So, you know, a feel good story. Sure. And if you go to Chad Sowash (10:37.599) Okay. Okay. Joel Cheesman (10:44.686) If you go to Odali's, this is like South side Louisville. Uh, if you don't know Louisville very well, the East side is nice downtown's okay, but like South is, you know, redneck and it's of course light and PBRs. And so if you go to Odali's, uh, there's a, the menu, there's a, there's a item called the spicy double D's. I'll leave, I'll leave it up to you to decide what that is, or you can just go Google it. But yeah, between spicy double D's and some Hooters workers, like people are joining forces. to help this cause. shout out to Odali's lounge and restaurant to be the support for the, for the ladies and other workers from Stooges bar and grill. We love you down there. Chad Sowash (11:22.985) Double D's the support. That's a lot of support for Double D's. Joel Cheesman (11:26.626) I want to know if our man, Matt Lavery ever ventured into a Stooges Bar and Grill or O'Dollie's and his time at UPS. Unfortunately, we can't, you know, we can't ask him, but I, yeah, I kind of, I kind of had this vision of, of Mr. Lavery enjoying some double D's down at a Stooges and some. Chad Sowash (11:37.042) I'd have to imagine, I would have to imagine that he did. Yes. yeah. Chad Sowash (11:46.655) I mean, it's on the menu, why not? I'm gonna go ahead and I'm gonna pull two together. We've got a shout out and we're gonna talk about travel. That's right. Travel, of course, sponsored by Shaker Recruitment Marketing. Whenever we travel, we take a little Shaker with us. And you can too, just check them out at shaker.com. So my shout out this week is to this week's road trip. Dude, I'm pretty damn excited. Joel Cheesman (11:48.11) We're in the Jersey, baby. We're in the Jersey. Joel Cheesman (11:55.31) Speaking of double D's. Chad Sowash (12:15.305) for the next two RL 100 events in San Diego and Dallas. If you're an HR practitioner in or around San Diego or Dallas, you might be able to, there might be some seats left. I'm not 100 % sure, might have to ask Jamie, but you can go to ChadCheese.com and register, actually have a register link on the header. I'm a big fan of closed door sessions with directors, VPs and heads of talent where we can have no bullshit discussions about. Joel Cheesman (12:18.339) Mm-hmm. Joel Cheesman (12:36.611) Mm-hmm. Chad Sowash (12:44.191) As I had said earlier, the Amazonification of hiring, browser wars, the economy, and how all those things might and are already impacting the world of work. So really excited about that. Can't wait for a little cheese time, a little time with cheese. Joel Cheesman (12:59.606) Love events. Joel Cheesman (13:03.886) Love, love events. Almost as much as free stuff, Chad. Almost as much as free stuff. Let's hear about free stuff from our, from our kilted wearing barrel chested friend, Stephen McGrath. Chad Sowash (13:07.039) I love some free stuff. Chad Sowash (13:24.479) Is he wearing a kilt? Chad Sowash (14:37.951) He always comes through, always comes through. Joel Cheesman (14:41.09) Yeah, yeah, if you need a reason to watch the show, might be it. That might be the reason. Chad Sowash (14:50.025) Possibly, possibly. Joel Cheesman (14:52.951) thank you, Steven, for that. was, that made my day. I hadn't seen that. That was, that was a surprise for me. So that was, that was nice. Yeah. Thank you. Thank you very much. Chad Sowash (14:58.879) That's new. You're welcome. Joel Cheesman (15:05.244) that sound must mean it's time for our fantasy football update sponsored by our friends at factory fix Chad. And speaking of Steven, he's, he's moving up the ranks and he's now he's now lobbying the lower level teams to trade him their best players so that he can be a winner in the game. But here's our leaderboard from first to worst. got Courtney Nappo, Mackenzie, mad dog, Maitland and Jada Weiler in the top three. The women are crushing it. Chad Sowash (15:24.575) That's wrong. Chad Sowash (15:31.615) Killing it. Killing it. Love it. Love it. Joel Cheesman (15:32.845) This season, women are crushing it. I'm at, I'm at number four, hanging onto that, that last, playoff spot. Steven McGrath coming up strong, coming up strong, followed by David Stiefel, Megan Radigan, William Carrington. You're at the number nine spot. Ginger Dodds, Jason Putnam. And what a surprise. Jeremy Roberts, not so proud Texan, coming up. Chad Sowash (15:55.103) Kill me, Jeremy. Joel Cheesman (15:58.515) at the 12th spot. is winless by the way, winless. I'm gonna start lobbying for somebody to just phone it in for Jeremy so he can have at least one, at least one win this year. Chad Sowash (16:12.287) We could do LinkedIn polls. Who should Jeremy start this week? Anyway. Joel Cheesman (16:16.79) Yeah. Okay. Yeah, we could speak. Speaking of losing, let's talk. God. Layoffs. Okay. All right. First off, Munich based personio has announced another major round of layoffs and the closure of its us operations, marking its third significant work workforce reduction in less than two years. The company confirmed that 165 employees or about 10 % of its global workforce were laid off as part of its effort to reach profitability. By next year, not to be outdone indeed has quote made the difficult decision to eliminate a very small number of roles in quote, but an exact number has not been disclosed per an it business insider story, but wait, Chad, there's more you drop Steven on me. I'm going to drop this one on you. A handful of disgruntled Conde Nast employees, confronted HR chiefs, Stan Duncan about the company's recent decision to shutter teen Vogue. One of your favorite publications, Chad teen Vogue. Chad Sowash (17:02.876) no. Chad Sowash (17:10.921) Mm-hmm. yeah. Joel Cheesman (17:14.798) Check out the video from this altercation. Joel Cheesman (18:03.512) Dan is hating life right about now. Chad Sowash (18:06.269) What a ball this fuck. Chad Sowash (18:21.147) I've directed. Joel Cheesman (18:40.654) What are you going to do to stand up to the Trump administration at the end? So, so these teen Vogue workers, it could be called, I don't know, sandbagged, Stan just wanted to show up, talk about the, the closing down where their jobs, and that was his sort of caught off guard reaction, but this is what HR corporate America is dealing with. Chad Sowash (18:48.511) Mm. Chad Sowash (18:59.359) Mm. Joel Cheesman (19:05.858) these sort of video social media shares, episodes anyway, layoffs, teen Vogue, any thoughts on, on the news of, of some layoffs in our industry and abroad. Chad Sowash (19:20.285) Yeah, Personia is interesting because obviously, you know, they've been trying to, you know, come to America, trying to be able to penetrate this market. And it's odd that they would go ahead and retract. I know that, you know, it's not a great market right now, but to be able to really, I mean, they're signaling defeat in the U.S. and it's going to be interesting to see how they try to come back because they're going to have to. I mean, they're too big. not to be able to try to come to a market this size. On the content asset of the house, if you're CEO and you can't talk to your people, then you're worthless. well, then the worse, then worse, then worse. you were head of HR and you can't talk to your people, human resources, Joel Cheesman (19:59.683) No, he's H he's head of HR. He's not CEO, but still. Yeah. Yeah. That's even worse. Yeah. Joel Cheesman (20:11.64) Mm-hmm. Chad Sowash (20:13.363) I fire yourself. I mean, there's no reason for that piece of shit to be around. I'm directing you back to where you work. Fuck you, Stan. Go ahead and fire me and tell me what my severance is, asshole. It's weird. Joel Cheesman (20:18.798) Mm-hmm. Joel Cheesman (20:27.192) Yeah. Yeah. It's weird. It's weird. It's a tough to be in the media business. by the way, this, this time, time of year, person personio is huge. Like this, to me, this is really like, this is a big story. We're talking about a company that's raised just short of a billion dollars of $8.5 billion valuation. made, made big waves not that long ago about we're coming to America. This is a thing. You this is a, I think, you know, German company, which, know, should have their shit together and know what. Chad Sowash (20:34.055) Hahaha Joel Cheesman (20:57.048) know what they're doing, not to be, not to be nationalistic, but, for that, to me, it's like deal and rippling have own it. Like everyone that has sort of come in as as a wannabe deal, rippling, solution and, Personia was one of them. think them leaving the U S is a big vote of confidence for deal and rippling. all the others that have come along, same thing. Chad Sowash (21:00.093) and it's kind of hard. Joel Cheesman (21:26.39) So to me that's really big news because if you depart the biggest economy on the planet after having the kind of money that they've had invested, that's like a big, big thing. Indeed, I think it's fewer developers. know the job board doctor close to your heart talked about the mentorship programs and that sort of falling through, which says they need fewer. Chad Sowash (21:51.059) Yeah, with Indeed. Joel Cheesman (21:53.657) people to do the development stuff that's going on there. know that they've launched or that they've really gone in on Salesforce agent agents at the company. that's that's that. Kanye Nash. thought I I think it's, it's, it's a symbol of the times. if you, if you employ young younger people, like they expect this expect to be on camera, expect to be sort of. Chad Sowash (22:03.807) Mm-hmm. Joel Cheesman (22:18.606) Where's the transparency? Where's the truth? Like just tell. And I love the comment about like, you know, you told us to come in four days a week. We were working from home, probably whatever. And then now it's like, and now we're done. you, you brought us in, we made, you know, we made life changes probably, and now this has happened. So, um, yeah, not a good look for, Conde Nast or Teen Vogue. One of my favorite publications as well. Chat has you, as you know. Chad Sowash (22:27.081) Yeah, this is where we work. Joel Cheesman (22:52.226) Alright, if you wanted, okay. Chad Sowash (22:52.445) Pause for a second. Pause for a second. Chad Sowash (23:14.685) and hit it. Joel Cheesman (23:16.182) All right, kids, you want indeed. We got the mates today, baby. Let's start with some indeed connect conversation. we got our, we got our grubby little hands on a presentation Chad being shown to indeed customers and prospects touting all the shit. They're hoping to ram down your throats in 2026, also known as indeed connect deck was received, that we received was entitled innovating for the future. That's an original title. It outlines indeed strategic pivot. Chad Sowash (23:20.946) Yes. Okay? Joel Cheesman (23:45.27) a new set of solutions for 2026 and how they plan to optimize their customer relations in the coming year. Chad, what were some of your takeaways from the presentation? Chad Sowash (23:56.841) So it's interesting just to be clear, I received five different decks from a bunch of different sources. Because, and they were all different. Which is one of the reasons why we're not showing this, because we don't want to actually, yes, yeah, yeah, yeah. No, they were different and they were put together specifically for the individual who was receiving said, Joel Cheesman (24:08.739) Mm-hmm. drastically different or vaguely different. Chad Sowash (24:25.427) presentation and it's interesting on what was not there versus what was there, right? Versus, you know, some others. So anyway, so indeed is talking about this new product called connect, right? And it's something that's really supposed to be focused on innovation and unlocking innovation. Joel Cheesman (24:29.518) Mm-hmm. Chad Sowash (24:51.579) And all these wonderful things that Indeed's been talking about for years, but Indeed Connect isn't innovation. It's more like velvet handcuffs for an Indeed Connect jail cell. Indeed will try and sell it as the next generation of hiring AI powered insights, smarter matching, seamless ATS integrations, but beneath the gloss. It's nothing more than a clunky 1997 job board experience with a new name and a new paint job all polished up for the investor deck. And here's where they're tightening the cuffs kids. AI exclusivity. You don't get innovation. You buy it. Exclusive access to basic tools like candidate summary and knockout questions are available in a, and only in a pay to play kind of scenario. And Get the history lesson ready, kids. Yep. Because there's a history lesson here, and I want to set it up. Joel Cheesman (25:47.835) okay. Chad Sowash (26:00.361) So Monster.com rolled out its patented Sixth Sense Search technology, which was developed through its acquisition of Trovix Inc. on February 1st, 2010. It was semantic search, really the first of its kind in the job board space, and a huge upgrade from their normal search experience that everyone else had already caught up to. But instead of making this new tech a default part of the experience, and really upping monsters game. Guess what they did? They charged for it instead. So you couldn't actually gain that premium experience. That's big differentiator, market differentiator, unless you paid for it. Nobody used it and it died. Indeed is trying to do the same thing, taking basic upgrades and charging as a premium. So let's move on to the marketplace side of the house. There are benefits, which is more of like a glass door move. Joel Cheesman (26:49.806) Mm-hmm. Chad Sowash (26:56.999) You can brand your jobs right before your competitors start running ads on your company page hosted on indeed. So indeed go figure they've got these, these company pages, which everybody has had for decades, right? Now you can pay. Yes, you have to pay to ensure that your competitors jobs are not listed on your page. It's not innovation. It's a fucking shakedown, right? and then there's a data grab. Joel Cheesman (27:03.362) Mm-hmm. Joel Cheesman (27:14.958) Mm-hmm. Joel Cheesman (27:21.718) Mm-hmm. Yeah. Chad Sowash (27:27.259) Indeed wants your hiring signals, your disposition code, your private performance data, all defined to their algorithms and their revenue metrics, not your success. Then there's the average revenue per job post posting smoke show that we'll talk about in the next segment. But all the preferred terms, exclusive tools and smart matching are nothing but a Farrah Fawcett poster for your Indeed Connect jail cell. Joel Cheesman (27:45.646) Mm-hmm. Chad Sowash (27:55.537) a glossy illustration why they tighten control over their very ecosystem. They fucking broke indeed connect as a pair of velvet handcuffs, locked jail cell. And the only thing that is free is your data in their system. It's a fucking mess. Joel Cheesman (27:55.671) Hello. Joel Cheesman (28:19.8) So as you were saying, this is sort of a sideshow. I thought of jazz hands, as you were saying it. didn't, I didn't interrupt you cause you're on a, you're on a roll there. I'll, I'll, I'll preface my comments with a recent interview that Deco did with Fortune. Deco won't come on our show, but he'll go to Fortune. hat, hat tip to the, to the reporter at Fortune. Chad Sowash (28:24.479) Ha! Chad Sowash (28:45.023) Mmm. Joel Cheesman (28:46.786) who asked him if he sees a world in which agents operating on behalf of both employers and job seekers will eventually be able to negotiate salaries and job titles without human interaction, which is what I had basically my comment on, their, their work, whatever annual event, Deco laughed according to the report and said, quote, that would be fantastic. Chad Sowash (28:59.113) Mm-hmm. Joel Cheesman (29:12.92) There's more, there's nuance, but the reality is I really believe there are things human can do way better. Now. We love it when the CEOs say the quiet part out loud. Deco could have said, that's ridiculous. No way are we ever going to replace human beings recruiters. And like he could have, he could have spun it as we're not even thinking about agents talking to agents, but he said that would be fantastic, which means he's at least thinking about it. And he's publicly willing to say that he's thinking about it. So, so to me, this whole connect talent, scowl, whatever. Chad Sowash (29:24.915) Mm-hmm. Chad Sowash (29:42.911) He wishes. Yes, yes. Joel Cheesman (29:51.095) scout thing that they have. This is all laying the groundwork for an eventual future that they see of job seeker agents and employment agents doing the whole heavy lifting of the interviewing and all that process until they can hand you off on a silver platter staffing agency style to the company and then get the disposition data from the ATS to then charge you for a higher a la staffing firm. So this was Like part carrot, part stick. The carrot part was the integrate with us, join us, right? It was the Yoda, Darth Vader. this is like, get the platinum AMEX card. This is what this is. You're going to get shit that nobody else gets if you do this stuff. And here's your benefits. Here's yeah, like, but, but you pay for the platinum, right? But, but it's worth it. Cause you're getting all this shit. So. Chad Sowash (30:42.939) if you pay for it. Joel Cheesman (30:50.904) Part of it was like, we're going to make, you're going to be special. Right. And then, and then they threw in the stick and the stick was you mentioned, you know, pay for this market shit or your competition's jobs are going to show up when people search for jobs at your company. That will make them disappear if you pay the money. But if not, you're going to have to compete with all the other people that are trying to get those jobs when they search for shit at your, your company. the advanced sourcing stuff felt like it should be ran rebranded, like pink slip screening, because all the recruiters, that's what you're going to get when you use this product is your pink slip, because they won't need you anymore. When this shit gets automated and they can source all the candidates from your ATS and from indeed. so to me, that was maybe even a little bit of Trojan horse with the carrots and the sticks. the other thing I've heard about, vaguely is that the contract thing. is relatively new at Indeed, if not totally new. Like people aren't used to signing contracts from what I understand in this fashion with Indeed. So they're throwing in the whole like LinkedIn now contract 12 month commitment thing, which I've heard a few people say that that's not generally their style. So they're kind of slipping that in under with all the jazz hands and what they're doing. So make no mistake. This is part of a worldview by Indeed and recruit holdings. that eventually the people part is going to be, is going to be gone. my opinion, I don't have proof of that, but that's just my take after 25 years of being in this business. They want to replace everybody. Chad Sowash (32:32.371) Yeah. So to your carrot and the stick, what they're doing is they're showing you a carrot and then they're hitting you with the stick. You're not getting the carrot. You're getting hit with the stick. That's, that's all there is to it. Now, last week we actually talked about, Scott Galloway says it all the time that, know, your job's not going to be taken from, you know, by a person or by AI, it's going to be taken by a person who knows how do you use AI? And my response was bullshit. That's step number one. Step number one. Joel Cheesman (32:56.173) Mm-hmm. Chad Sowash (33:02.451) Step number one is that your job could be taken by someone who knows how to use AI. Step number two, that person using the AI is training their replacement. That's step number two. It's very simple. So all of these rich guys who are saying that AI is not going to take, no, they're trying to stay away from the pitchforks. That's what they're doing. It's all bullshit. They want you to train the AI. Everybody's saying the AI, AI is not ready for this shit. Joel Cheesman (33:08.067) Mm-hmm. Joel Cheesman (33:15.384) Mm-hmm. Chad Sowash (33:31.559) No, it's not ready for this yet. You're right. Have we seen how fast this, how fast this shit has gotten good? It's gotten great, it's gotten better. It's just, it's just gonna happen that way, right? So yeah, I think from the carrot stick standpoint, they're showing you the carrot, they're hitting you with the stick, they're not gonna get the carrot motherfuckers. You're not. Whether you're an agency, whether you're a direct employer in agencies, come on guys. You know what they're doing. They're cutting your commissions. They're putting new... Joel Cheesman (33:38.554) huh. Chad Sowash (34:00.475) new sales plans in front of you to hit certain goals. And then if you do that, then you can keep your commissions. If you don't, then you lose commissions and is different from agency to agency. And that's how instead of trying to standardize this, they're doing this different from agency to agency, because first and foremost, they don't want to piss the big ones off. The little ones they don't give two fucks about secondarily. Yeah, Secondarily, they don't want guys like us to know that there's a standard, because if there's a standard, then wow. Joel Cheesman (34:03.95) Hmm. Joel Cheesman (34:21.878) Yeah, big sticks, big sticks for those guys. They're getting big sticks. Yeah. Chad Sowash (34:30.387) That's going to be something entirely different too, right? So that, and then they're already going directly after your clients. You think that's going to stop? No. So yes, all of this is happening and companies left and right. And we're talking to big enterprise companies who literally are saying, Hey, you know, we're trying to cut indeed spend. And one of the things that Matt and I talked about behind closed doors, was his ability to cut indeed spend last year and how he was going to continue to do that this year and the year after, unfortunately, he left this, this, this earth, not because of that, but just because he left, we miss a friend, but there are many companies that are doing that right now. And the disposition data piece is going to be a nonstarter for many companies. Joel Cheesman (35:16.748) Mm-hmm. Joel Cheesman (35:25.006) Mm-hmm. Chad Sowash (35:27.645) Especially that have to go to attorneys and ask their legal internal legal if it's okay. Yeah. Good luck with that shit Joel Cheesman (35:34.06) Yeah. Yeah. It's, it's a race between how fast can I get off the indeed teat and how fast can indeed, boil the frog. If you will, if you will, I quote Deco, it would be a fantastic if we own the whole thing, but, it's, it's not going to happen. Guys, if you like what you've listened to, please give us a follow or view, like whatever. we'll come back with some more indeed goodness. Chad Sowash (35:43.529) Yeah. Fucking ridiculous. Chad Sowash (35:49.629) Hahaha! They do in Japan. Chad Sowash (36:02.789) I if indeed and goodness go together. Joel Cheesman (36:08.526) depends on who's watching. guess who's got a new KPI, Chad? That's right. Indeed. Indeed introduced ARPJ, a new KPI tracking revenue per job posting revenue per job posting. I'll say it again, up 15 % in Q2 and 13 % in the first half of the year. It signals aggressive pricing ahead as paid ads remain under 25 % of us postings. Chad. Chad Sowash (36:11.946) If you're a deck or not. Oh, who tell me? Joel Cheesman (36:38.412) We know you're down with OPP and we know we're both old enough for AARP, but what are your thoughts about Indeed's new AARPJ? Chad Sowash (36:48.639) Stop saying that. Okay, so I think it's amazing out of nowhere indeed suddenly wants to talk about their new magic metric ARPJ. I mean, the average revenue per job posting thing. It's not a metric. It's a fucking magic trick. They get on these investor calls in brag, even with fewer job postings, our revenue per posting is going up. And Wall Street applauds while Indeed pulls a rabbit out of their fucking ass. But here's the number of jobs they're dividing by. The denominator. Indeed controls all of that. If you want the average revenue to go up, they just stop the free flow of jobs, the free jobs that are actually coming into the system. Smaller denominator, boom, ARPJ looks great. It's soaring. Now, if they want to cool it off a little bit so they don't look like they're, you know, price gouging, well, then you just allow a few more jobs into the feed, right? It's not a signal of value. It's a lever they can pull to raise rates. and drive quarterly earnings. That's why Wall Street loves it, right? Employers won't see this metric on their invoice. They won't see it at all. But what they will see is higher costs, less organic reach and more pay to play pressure, which we just talked about. They're making people pay for everything and it's basic shit. we, I mean, again, we just talked about on the Indeed Connect segment. So this is what I would like to call thermostat monetization. They just set the temperature, they control the flow and you're sweating, looking at that monthly invoice on the other end of it. So, it's a wall street metric that will hammer main streets. So yeah, when you hear ARPJ is up double digits, what you should really hear is worth, we've throttled the free stuff again, get ready for higher prices. This is. Joel Cheesman (38:40.334) Yeah, no shit. Chad Sowash (38:59.823) market manipulation at its indeedest. Joel Cheesman (39:09.932) Whenever you hear a company, so there are two things either they stop reporting on things that like maybe iPhone sales or whatever. And then they sort of, they spin it as something else. If after they stop reporting on it, that's when some red flags should be lifted. And to me, this is like a big flag in an Indeed's model, not necessarily their profitability. But in their model and what it says is the model of job postings is breaking down. I think you and I have talked about the commoditization of job postings for a very long time. and these guys are going to be the last ones to kind of enjoy, any kind of premium that was ever on job postings. You know, I was on stage with Jeff Taylor. Uh, at ERE this week and we went down a little, memory lane shit and, talking about how much that they thought they would be getting per job posting, you know, back in the nineties and early two thousands when they thought they were going to own the whole, whole industry, you know, $5,000 a job like those days never came to fruition and they never will. So indeed, and really, I don't know, everyone in this space is, is trying to figure out we're going away from a. Chad Sowash (40:04.223) Mm-hmm. Chad Sowash (40:09.577) Yeah. Yeah. Joel Cheesman (40:27.598) like a volume dependency to a quality focus. So the spin is, you know, no one's posting jobs like they used to, and they're not paying for the jobs if they are posting them like they used to. people like, so we can't, we're not making the money that we used to on job postings and the volume and getting tons of people there to apply. Cause now there are bots applying and everyone's like, Holy shit, all these applications. can't, that model doesn't work anymore. So now it's a, like a quality value focus. So let's change the narrative instead of applies or clicks or views. It becomes this shit. becomes average revenue per posted job. The fuck does that mean? it means a lot of gray area where I can spin shit and like give you some, give you some mumbo jumbo voodoo economics. And you're going to go, okay, because you think we're smarter than you. Chad Sowash (41:19.519) Mm-hmm. Joel Cheesman (41:26.958) because we're indeed and, and, and you're going to go like, go along with it. And unfortunately, 80 % of probably everyone who buys this shit is going to go along with it and feel comfortable with it. But make no mistake. The traditional model of job postings is breaking down and they're spinning a new model, a value model in this case, the connect stuff, the scout stuff. and we've talked in the past about per. Was it cost per interested job seeker or act active job application interested? Yeah. Start apply. Like they've thrown these kinds of weird, uh, metrics and titles and definitions around forever. This is just the latest one. Um, you know, whatever it'll be something else next year and we'll make fun of it then. Um, but look, this is, this is a little bit of desperation. I'd love to be in the strategy meeting. Like what the fuck do we call the thing now? Uh, to get people confused and, and, uh, Chad Sowash (41:57.631) started apply. Chad Sowash (42:03.039) bullshit. Yeah. Joel Cheesman (42:22.818) you know, office gate and, you know, whatever. So this is what they've come up with. this is either going to be a huge hit for indeed. They're going to like get into X amount of ATSs and, disposition data is going to take off or their, business is going to be really, really challenged in the years to come. Chad Sowash (42:37.449) Mm-hmm. Chad Sowash (42:43.219) Yeah, I think obviously I've said before, I think any company gives them disposition data, they're idiots. I mean, there's no reason to have that down funnel, those signals down funnel when what they're talking about is matching at the top of the funnel. All you need is requirements for that. That's what you need. So you need to be better at matching. And they're talking about how their matching is going to be so much better. That's total bullshit. Not to mention if you think about it. Applicant tracking systems. Let's just take a look at one applicant tracking system by itself isims for instance, right? So isims has thousands of customers. They have to do this Integration with every single one of these customers and they think that one API is going to be the answer to that which is total bullshit We all know API's break. We all know that applicant tracking systems break shit when they when they do maintenance We also know that every single one of those those isims Joel Cheesman (43:15.822) Mm-hmm. Chad Sowash (43:39.311) customers or that applicant tracking system customers, they have different apply paths a lot of times. I mean, so it's just it's entirely different. Not to mention how many fucking recruiters actually hit the disposition code or put in the information to be able to provide the signals in the first place. So this just demonstrates to me these motherfuckers don't even know the problems that happen down funnel, right? This is fucking stupid. Joel Cheesman (43:40.376) Mm-hmm. Joel Cheesman (44:04.098) Mm-hmm. Chad Sowash (44:07.345) Now, back to the average job posting, Andy McKelvey and Jeff, I think back then, they actually had a number for this. But the thing is, this was a real view, right? Because every job that was on Monster was paid for. So therefore, you could actually see through the big contracts and what they were paying versus the small guy and what they were paying per posting, that kind of thing. You could get a really good idea on an average, like a mean, right? That was true. That was real. That was something that Joel Cheesman (44:22.35) Mm-hmm. Chad Sowash (44:36.679) You can literally give the Wall Street and it's not bullshit. This is total complete utter bullshit because there's so many free jobs that are in the system. That's a manipulation. You can go ahead and say, damn, a few thousand companies didn't get their stream in today. Or let's say, for instance, some of the bigger companies, 10,000 jobs didn't make it today. How does that actually manipulate the actual average? It does, right? So if we want to talk about Joel Cheesman (44:46.616) Mm-hmm. Joel Cheesman (45:01.218) Mm-hmm. Chad Sowash (45:04.828) This is again, just Wall Street bullshit. This is magic. This is pulling a rabbit out of their ass. This is not real. Andy McKelvey wanted to get to $1,000 a job. He always talked about that in meetings. I remember that. I remember that so vividly, right? But they had a true and real metric. This is not a true and real metric. This is total bullshit. And this is a great way to be able to manipulate driving prices up whenever the fuck you want to. Joel Cheesman (45:18.028) Mm-hmm. Yeah. Joel Cheesman (45:34.499) Yeah. And if, if Google had never become Google, monster may have been a thousand plus per posting, at some point, because they were hoping to be a monolithic brand. wanted to be Coke for all jobs. And, you know, it didn't work out that way, but, that was, that was at least the idea. And it made sense. We're having a hard time making sense of this shit. I really wonder if I think, I think wall street has bought into this because they do think that companies are going to get away from. recruiters and like this whole process. And they believe that this agent to agent thing is going to be huge. They also think AI is going to be huge. that thing that could, that could turn out to be false, but I think they're betting on, and people are to use indeed to like, whoop without people bring people into the company. Chad Sowash (46:25.299) Yeah, but this this whole metric doesn't fucking matter at that point. I mean if it's all agent focused, it's not Yeah, what? Joel Cheesman (46:29.258) It's all bullshit right now. It's all bullshit until the worldview of DECO comes to play when it's all bots interviewing bots, robots interviewing... Chad Sowash (46:39.101) Yeah, but if it is bots interviewing bots, job postings don't fucking matter because what you do is you hit, you hit literally, you don't hit a job posting, you hit a goddamn agent and the agent goes out. Well, yeah, it's just, it will, I mean, it's recruitment. It's just a process, right? And the process changes, which means what they're actually doing in this entire segment of the connect piece and this new metric is literally, it's old and it's not even built for today. Joel Cheesman (46:46.09) Recruitment doesn't matter. Recruitment doesn't matter. Not necessarily people. Yeah. Chad Sowash (47:08.317) It's not even built for today. They want to build for tomorrow and innovate. That doesn't even work for today. This is dumb. Joel Cheesman (47:15.734) It's jazz hands. It's Trump. It's like, what's the fire to put out today? What's the new product today? What's the thing today? And it's just like, just keep people's attention somewhere else and what's new and what's going on. And I don't have time to keep up with this stuff. And I got 80 vendors I got to deal with. And I got a hundred calls, a hundred calls from new vendors. I got to talk to like, fine. Indeed. We'll call it whatever you want. What's what do you, what do I owe? What am I like? Chad Sowash (47:17.853) Yeah. Chad Sowash (47:33.223) Why why you need a good agency? Yeah. Joel Cheesman (47:39.331) They rely on people being too busy to deal with this shit. And as companies get leaner, like fewer people can focus on this stuff and they can be more manila manipulative and, and I'm skeefed anyway. guys, if you're not watching us on YouTube, what the hell? don't get it. We're so good looking. check us out on youtube at youtube.com slash at Chad cheese. And we'll be right back with more sun filled, silver lining news. Chad Sowash (47:42.571) yeah, yeah. Joel Cheesman (48:09.464) but on your rose colored glasses. Joel Cheesman (48:16.142) Well, Chad, in case you missed it, times are tough out there for a pimp. some recent headlines include quote, it's Trump's economy now and Americans don't seem to love it. Nearly all us workers say their wages haven't kept up with the cost of living. And one of my favorites job cuts in October hit highest level for the month in 22 years. But things may have finally gone too far Chad as restaurants are feeling the effects of a challenged economy. Check out this recent story. by ABC News on all the badness. Chad Sowash (49:27.409) Yeah. Joel Cheesman (49:54.179) Chad, I've been driving by Sweet Green two times a week at least, and I don't know why I'm not drawing more attention and profits for them. What are your thoughts on restaurants going to hell? Chad Sowash (49:54.291) Duh. Chad Sowash (50:01.447) surprise. Chad Sowash (50:06.639) I mean, look at it. First and foremost, inflation's up, tariffs are shit, health insurance is getting ready to either triple or quadruple. People who have assistance because they don't have jobs through SNAP, they're having problems getting that as well. Talking about 50-year mortgages, which means we're just going to be paying money on fucking interest. We can't afford food. I mean, it... Joel Cheesman (50:31.491) Yeah. Chad Sowash (50:32.583) It's the very basic and simple understanding that you have to pay your people enough where they can pay for their shit and they can go buy stuff. That's how an economy works. They don't work when they're in the fucking dirt. They're homeless and they don't have any money to spend. mean, that's the biggest issue that we have right now. The disparity in the top versus the bottom and where the money's actually going. The entire economy is being held up. I buy about, I don't know what fucking, at least the market is being held up by 10 companies. And then the actual economy is being quote unquote held up by just rich people who are buying shit. That is not sustainable, right? That's not sustainable. Joel Cheesman (51:14.584) Yeah. Joel Cheesman (51:20.13) percent of the population is doing 50 % of the consuming. That's a bad recipe. Like I've said before, once the stock market cracks, if this AI story falls apart and rich people feel less rich than they did before and stop spending, shit's really going to hit the fan. I know you guys talked a little bit about the election in New York. and some of the other elections around Virginia and whatnot. Like that was an affordability election. That was a young people pissed off that I can't afford shit anymore, whether it's fuel, healthcare, housing, food, like all of it. And it's real and it's in the numbers. Like these restaurants aren't getting the traction that they used to. Wendy's was not mentioned and Chad Sowash (51:46.887) Mm-hmm. Chad Sowash (51:57.951) Yeah, and they should be. Joel Cheesman (52:13.966) They're closing 300 stores nationally, which breaks my heart in a few areas. no, little story about me, Chad. Little, not necessarily history lesson, but we'll call it a history lesson. Chad Sowash (52:24.287) Okay. Yeah. Joel Cheesman (52:30.094) So my father, who's going to be 86 next month and totally cuckoo for Cocoa Puffs. but that's a different podcast. He used to take me, he used to take me to play basketball and we'd play one-on-one and he would never block my shot because he knew like, he didn't want to take away my spirit or like, screw this. He could have like rejected everything that I threw up there, but he didn't. And then we'd play basketball. And then after we were done, he would take me to Wendy's and get me a frosty. Chad Sowash (52:59.145) Frosty, yeah. Joel Cheesman (52:59.214) So like I have, I have really warm, uh, feelings about fra or about, uh, Wendy's. Um, and maybe my weight problems go back to back then, uh, with my dad. The other story is my grandmother who passed a few years ago, loved Wendy's and her, her, her go-to was, I don't know you remember this, they used to have the 99 cent value, uh, menu. And on this menu, they, what they had a Caesar salad, like a side Caesar. Chad Sowash (53:23.007) Mm-hmm. Joel Cheesman (53:27.81) They had a baked potato and they had the chili and my grandma would always order those three things and a iced tea and her meal was $4 or maybe less than that. Cause I doubt the tea was a dollar. anyway, so I've, I've, I have fond memories of Wendy's. So it's always sad to see them decline because they are nowhere near what they used to be. think five guys and Shake Shack have just totally destroyed what Wendy's used to be. But, but did you hear Trump talk about the Walmart? Uh, that a Thanksgiving dinner now costs 25 % less than it did last year or the year before. And they did a report on that saying, yeah, it's like, it's like less items, no brand names. Um, and, and, and a reporter, a reporter pressed him on, he's like, I didn't, that's fake news. Who are you with NBC? Like that's, that's fake news. So like Trump is trying to grasp, embrace this, uh, this affordability message, but it's like, people are hurting man. Chad Sowash (54:02.035) and it has like five less items. Chad Sowash (54:08.723) Yeah, all generic. Chad Sowash (54:22.729) Mm-hmm. Joel Cheesman (54:25.134) And, uh, the, we've talked about used cars. We've talked about like building new home builds. We've, and now we're talking about fast food. If this bleeds up into the higher echelon, that 10 % that's holding together 50 % of the consumption. Shit's going to get bad. Shit's going to get bad. Chad Sowash (54:40.657) It's not sustainable. That's the thing is that you can have that kind of arc in spend for 10 % of the population. But you think about it, one billionaire, how many pairs of jeans is he gonna buy? He's not gonna buy enough pairs of jeans to be able to subsidize the entire fucking blue gene industry, right? That's again, you've got to be able to scale it with an economy of all of your citizens, not 10 % of your fucking citizens. Joel Cheesman (54:53.037) Mm-hmm. Joel Cheesman (54:59.693) No. Joel Cheesman (55:06.99) Mm-hmm. By the way, I I talked about farmers in a recent episode in 60 minutes did a special on sort of the farmers, the family farm and what and how they're hurting. incredibly sad. we do not want a world. We do not want a world, with factory farms and a few companies owning all the land, in the country, but we do want more dad jokes. Chad Sowash (55:17.097) Yeah. Fucking sad. Chad Sowash (55:22.441) Give me a joke. Jesus Christ. Chad Sowash (55:32.445) Yes, we need it. Need it! Joel Cheesman (55:34.958) And I'm here to give you a restaurant themed dad joke this week. Did you hear about the new restaurant on the moon Chad? Great food, but no atmosphere. Chad Sowash (55:44.135) I have not. Joel Cheesman (55:52.674) See you in California. We out. Chad Sowash (55:55.583) Way out.

Recorded LIVE onstage at Recfest US in Nashville! David Weinstock is a Talent Acquisition leader who isn’t just talking about the “future of work” — he’s actually building it. Think less “post another LinkedIn thinkpiece about AI” and more “deploy AI agents that actually eliminate half the nonsense recruiters deal with daily.” As VP of Talent Acquisition at New Story, David runs talent across 16 wildly different companies — which basically means he lives in 16 different realities of chaos simultaneously. Before that, he scaled TA at Hopebridge, supporting 7,500 hires a year across 125 locations… which is the kind of volume that makes most TA leaders want to fake a Wi-Fi outage and disappear. David’s specialty is taking fragmented, duct-taped, “we swear this spreadsheet is fine” recruiting operations and turning them into high-performance, data-fueled, AI-agent-enhanced machines that don’t require midnight dashboard crying sessions, incense burning, or last-minute Indeed panic spends to function. ATS + CRM buildouts. TA org redesigns. Real analytics. Real ROI. No buzzword cosplay. Enjoy! SPONSORED BY JOVEO, High-Performance Recruitment Marketing Powered by Agentic AI PODCAST TRANSCRIPTION 0:00:00.1 David Weinstock: Occam's razor is a theory, right? Where simple is better. Right. Make it simple and digestible and learn from my mistakes. When I was early in my career, I had a mentor sit down and he was like, Why are you spending 90% of your time on this PowerPoint trying to tell people how smart you are. They don't care. He's like, You sound like a, a jerk. And he said, you just need to tell people about the 10%. He's like, simple is smart. 0:00:28.1 Joel Cheesman: David, welcome. 0:00:29.3 David Weinstock: Appreciate it. Good morning. 0:00:29.9 Joel Cheesman: You're the, you're the first interview, which means we have... 0:00:32.9 David Weinstock: You can only go on from here. 0:00:33.3 Joel Cheesman: Carte blanch to fuck it up. 0:00:34.4 David Weinstock: Yeah. 0:00:35.0 Joel Cheesman: Way we can screw it up, basically, big time. So five must have AI agents. Before we get to the, the meat of everything, let's learn a little bit about you, uh, professionally, maybe a little personal stuff. 0:00:47.6 David Weinstock: Yeah. 0:00:48.4 Joel Cheesman: Uh, your past, etcetera. 0:00:49.4 David Weinstock: Appreciate it. So how many of you start, went to school for recruiting? Show of hands. 0:00:55.7 Chad Sowash: Anyone? Anyone? 0:00:56.7 David Weinstock: Anyone? All right. Same. So I went to school... 0:00:58.4 Chad Sowash: Little kid. 0:00:59.3 David Weinstock: I went to school for hospitality management so whoever talked me into that, Grade A salesperson. Uh, so I started my career here in Nashville with Marriott, opened a hotel, did a multi million dollar renovation. Uh, so I checked off all the milestones in a hotelier's career pretty early on. But through that experience, I was able to learn that I like the recruiting aspect of it. At the time, I was unhappy in my career and I had an older friend and a mentor sit me down and said, All of your jobs, pick the things that you liked of each and then go find your new job. I thought that was pretty profound and it was pretty simple. Uh, and so I ended up in recruiting. So part of opening a hotel, I was doing a, a staffing model that was a proof of concept for the folks from Bethesda and Marriott corporate. We were doing a blended role. And your company said, Hey, we used to hire three of these people, let's hire one of them and then cross train them. Anybody have had that in the, in your companies? And that's what we were doing. 0:01:58.1 David Weinstock: And so we were able to hire an opening staff of 23 within about 10 cents to budget, which was great. And then I went into agency recruiting, cut my teeth there and, uh, went in house. So currently, uh, I had a great opportunity to work for News Story Management. We're a leader in alternative and special education, predominantly in the Northeast. So think about autism, think about emotional regulation and behavior challenges. We service those children. And so we have, uh, over 80 brick and mortar schools that we own and operate and then we are also, uh, tasked with supporting school districts across the, the Northeast as well to support the public schools. And so with that, um, we have the pleasure of hiring a lot of in demand talent, right? 0:02:40.9 Joel Cheesman: Yep. 0:02:41.1 David Weinstock: Special education teachers. You guys have seen teacher enrollment is down. Board certified behavior analyst, things are down. SLPs, these are folks guys that they don't have to go to a job board because the recruiters are in their back pockets. Or I could post my resume today and have a job by night. And so my career has just been, uh, typically mission driven, mission aligned. I've worked at Vanderbilt, the TA there for all 22 schools. Worked at a company called Hope Ridge, 125 clinics across the country, eight... 9000 hires a year. Uh, and we've broken records at all the places because of our great team. Some of them are represented here at News Story. So I know I'm bouncing around a little bit, but, uh, yeah, that's me. I'm a father too, a husband, um, and I love my boys. And I'm getting... I missed the good luck video today because I don't know about you, public speaking is like, Oh, uh, and that four year old... 0:03:35.1 Joel Cheesman: You're doing great. You're doing great. 0:03:35.9 David Weinstock: That four year old saying, Hey, good luck, Dad. Um, which was awesome. So., um... 0:03:40.4 Joel Cheesman: And, and you're a Florida State grad. 0:03:42.1 David Weinstock: Yeah, I'm a Florida State grad School. 0:03:43.6 Joel Cheesman: How's football season? How's football... 0:03:44.9 David Weinstock: Woo. Go Noles. 0:03:45.4 Joel Cheesman: How's football season going? 0:03:46.7 David Weinstock: Listen. Much, much better than last year, right? So similar to, uh, today's presentation, right? Uh, the next time, uh, next week we're getting better and better. So yeah, FSU, phenomenal. We thought we were on top of the world when we beat Alabama. We were riding high and then reality, just, just like life. How many of you, you always have pride before the fall, right? So we're like, Go, yeah, we're kicking Alabama, right? And I live here in Nashville and so if you don't know that in southern culture, man, college football is a religion around here and, uh, I'm one. I'm a black sheep of my family. Everyone else is a Tennessee Vol. Anybody Vol fans? Thank you. So I'm a black sheep. But yeah, FSU, wow. 0:04:29.2 Joel Cheesman: They're not as noisy as the Florida State fans. They're just kind of like... If it were 1998, they'd be really excited but, uh. Yeah. 0:04:34.1 Chad Sowash: After, after that smashing Ohio State gave them last year, they should be quiet. 0:04:37.6 Joel Cheesman: Yeah, yeah, the Peyton Manning. The Peyton Manning jersey's, uh, ironed in the closet still from 1998. I'm curious, just, uh, general sense for, not just recruiting in your world, but recruiting at large from a macro perspective. What's your take? 0:04:53.9 David Weinstock: Yeah, at large there's a lot of candidate demands. Our candidates are demanding more of us, right? I was talking about this yesterday. AI, I know we're at nauseam right now with the word AI or the acronym, it's all company centric. Right? And so if I'm a candidate, I'm like, what else are you going to do to help me? Right? So all this time savings, where are you going to redeploy that time? Are you gonna be able to give me actual candidate or solid feedback? Right? If we're using AI to assess candidates, we should also... So for all the vendors and partners out there, find and build me a tool, and the larger practitioners here, that can deliver personalized feedback at scale. Right? So if we can interview at scale, we can use AI for interviewing, why can't we give candidates feedback? And so that to me is going to be what gets us to the next level. Right now there's a lot of apprehension to doing AI interview. Like if, anybody go on recruiting hell on Reddit? 0:05:58.3 Chad Sowash: If you haven't, you should. 0:05:59.5 David Weinstock: You should definitely. It's one... Yes. 0:06:01.3 Chad Sowash: Also Indeed, the Indeed, uh, one on Reddit. That one's fun. Like... 0:06:04.8 Joel Cheesman: Recruiting hell on Reddit. Okay. 0:06:06.0 David Weinstock: First of all, go on recruiting hell and make sure you research your own company. Uh, number one, uh... 0:06:11.9 Chad Sowash: It's better than a Glassdoor. 0:06:12.1 David Weinstock: You can go to the Glassdoor and search your company. But two, you can see like the real raw candidate dialogue and perceptions. Right? So we need to be able to give our candidates something if we're asking them to do AI interviews. Right? Because that's the big thing of this year is AI screening, AI interview, top of funnel. Like, make the jobs easier for the recruiters. Right? But what are we going to give candidates in return? 0:06:34.0 Joel Cheesman: Yep. Well, it's good that you have human beings. We'll get to, uh, we'll get to that but this is him? 0:06:37.8 Chad Sowash: He, he has, he has, he has slides, I think. 0:06:39.6 Joel Cheesman: Is he scrolling too? 0:06:40.4 Chad Sowash: I think he has a slide. 0:06:41.6 Joel Cheesman: Yeah, well we'll get to, uh... 0:06:42.5 Chad Sowash: Hit the green one. 0:06:43.3 David Weinstock: Boom. Boom. Bam. 0:06:44.4 Joel Cheesman: Let's get to our first. Let's get to our first. You mentioned these are people who aren't on job boards. 0:06:48.1 David Weinstock: Yeah. 0:06:49.1 Joel Cheesman: Let's cover job postings first. How is that changing? 0:06:51.7 David Weinstock: Yeah, so job postings, getting much smaller. Right? Our attention spans... 0:06:58.0 Chad Sowash: Fewer? Or what do you mean, smaller? 0:06:59.8 David Weinstock: Condensed. 0:07:00.0 Chad Sowash: Okay. 0:07:00.9 David Weinstock: Right, so... 0:07:01.4 Chad Sowash: So the actual content on the job? 0:07:02.2 David Weinstock: Content. 0:07:02.7 Chad Sowash: Okay. 0:07:03.1 David Weinstock: Yeah. 0:07:04.5 Chad Sowash: Thank God, because they suck as it is. Right? 0:07:06.8 Joel Cheesman: Well, do we, do we need the five line ads again? 0:07:08.6 David Weinstock: What are you guys doing writing this book? I mean, this is freaking crazy. 0:07:11.8 Joel Cheesman: We're going back, we're going back to newspaper ads. We're going back to five lines. 0:07:14.6 David Weinstock: Yeah. Well, look, guys, for all, the majority of our roles, and I want to shout out Susanna, our recruitment marketing manager, who's... It's not just me. Yeah. Raise your hand. Right? Like... 0:07:25.8 Joel Cheesman: Very humble. 0:07:26.1 David Weinstock: She's helped me because I was like, Susanna, I don't think we should do that. And she's like, Trust me, David. And I was like, Okay. Uh, and so at the end of the day, a special education teacher knows what a special education teacher does. And a BCBA has a master's degree, they've been supervised for 2,000 hours. I think by the time they apply for a job, they know what they're doing. Right? And so, um, when I first got to News Story, it was in a disarray, just candidly speaking. And so we were brought in to clean up. And one of those, we were using job descriptions. It's okay to laugh. Okay? We were using the archaic legalese, HR, boring, put you to sleep by the time you were finished. 0:08:13.1 Joel Cheesman: Yeah. 0:08:13.2 David Weinstock: And then we went into job posting. So we used Joveo's optimizer to start and it started to help us with our CTA and we started getting better results. And so, uh, we condensed our postings to make sure we had the right content and we were writing it for our candidates and not for ourselves because too often, uh, depending on most organizations you work at, like, we do these projects, and I'm gonna steal a Jeff Bezos thing, right? Like, we forget the empty chair. Right? He always had an empty chair, which was a physical prompt, use an ABA term, Applied Behavior Analysis, it was a visual prompt to tell us that's who our customer is. And we need to do that with our candidates. Right? So. 0:08:55.8 Joel Cheesman: So you mentioned boring. Jovia helped you condense it. Did you put a little sauce on the, on the job posting? 0:09:02.0 David Weinstock: Yeah. 0:09:02.8 Joel Cheesman: And how, how did that work? 0:09:03.9 David Weinstock: So we did an opener, uh, which is great. So we have a two line opener. Thank you, Susanna. Because I tend to ramble, if you haven't figured that out by now. 0:09:11.8 Chad Sowash: Just so you know, Susanna's, you can't see her face, but she's got this I told you so, look. 0:09:16.1 Joel Cheesman: She wants to die. And she wants to die a little bit. 0:09:18.5 Chad Sowash: So very I told you so. 0:09:20.1 David Weinstock: So, we, uh... 0:09:20.3 Chad Sowash: But that's good. I like that. 0:09:22.2 David Weinstock: We have these two, just a, a quick opener, nice little hook. And then we have put the qualifications right up to the top. And that's where I was like, Hold up. 0:09:30.6 Chad Sowash: Hello. 0:09:31.3 David Weinstock: Hold up. This is con, this is contrarian. Like, why, like. And I had, we had, went back and forth and so we put qualifications up. And then we did work with, uh, an external consultant named Jason Pastelka. He's around here somewhere. We got rid of preferred requirements because what, what is preferred? 0:09:46.7 Joel Cheesman: Might be new. 0:09:47.7 David Weinstock: Yeah, it might as well be required because that's what our hiring leaders are going to hold us accountable to. 0:09:52.2 Joel Cheesman: Yep. 0:09:52.8 David Weinstock: And so we condensed our requirements. We got rid of over, over, uh, complication. Like, we started questioning and, and Lindsay helped me out with this one on my team. Like, why do we, why are we requiring a bachelor's for this job? Like, why? It's not 1990, it's not 2000. Like, yeah, tell me how a bachelor's makes this person, that, like, makes it for this role. And it just... So we started to really challenge the status quo because how many times have you guys come into new companies and they're like, Oh, we've just always done that. No one's really asked why. Well, my company. I always ask why about everything. And so we just started to disrupt. So we want to make sure that we have the right content. We didn't even have zip codes on there, which is how all the job boards start indexing. And so it was just a nice reset and refresh for us. 0:10:41.1 Joel Cheesman: And plenty of stock photos, I'm sure, in the job posting. Yeah. Yeah. Were you using any interactive stuff? Video, imagery, culture stuff? 0:10:48.7 David Weinstock: So with our new ATS, uh, we will, 10/17 we go live with phase one and phase two is 11/27. Uh, so if I look like I'm tired, it is because I am. But we will go live in Ashby, uh, by the end of next month across our entire footprint. 0:11:04.8 Chad Sowash: Nice. 0:11:05.7 David Weinstock: And then we will use our day in the life videos to have on the job postings, right? To make them more visually stimulating. You talk about overall state of recruiting, we're all visual people now. We don't read, we don't have a lot of time to read. We're used to micro learnings, we're used to micro bits. And so how do we meet the candidates where they are? And it's... 0:11:25.4 Joel Cheesman: You were doing TikToks earlier, I think out in the, out in the field there. Uh, yeah. So everyone is seeing. 0:11:30.2 Chad Sowash: So are you, are you using like a, a standard platform for your videos to be able to, like, house all the videos? Manage the videos? 0:11:38.4 David Weinstock: Yes. 0:11:39.2 Chad Sowash: Make it easier for your, your employees to give you more videos? 0:11:40.1 David Weinstock: So there's... Yeah, so that's the, that's the long term goal. Right? So we want to drive employee generated content or EGC. Right? Because our candidates, and again, going back to your first question of like, what is going on in the world of recruiting? What I'm stoked for, do you guys remember when everything had to be perfect online? Thank you. For anybody else, we just have one person? Come on. 0:12:05.4 Joel Cheesman: Define perfect. 0:12:05.8 David Weinstock: Thank you. Appreciate it. Right? Everything had to be curated. Oh my gosh, you have a typo. Isn't it crazy with the invention of AI, a typo is now a good indicator that a human actually did it? So if you're like me I can't send a single text without a typo. My team will tell you that. My wife will. Uh, and look, now I'm getting credit for it for being real. 0:12:27.2 Joel Cheesman: So with improved job postings, what does that meant to your job postings? Have you eliminated job boards? You mentioned Joveo . Like, what does that strategy look like now? 0:12:36.6 David Weinstock: Yeah, so we went through, we started going to Programmatic. So we were actually paying a third party recruitment marketing firm to do both Programmatic and PPC and it was costing an arm and a leg. And how many of you have an unlimited budget? 0:12:52.9 Joel Cheesman: One person. 0:12:53.7 David Weinstock: Unlimited. One person. 0:12:55.2 Joel Cheesman: She'll be on stage after. 0:12:56.4 David Weinstock: Limited budget. All right. And so our dollars, we have to fight for. Right? We, in recruiting, are seen from the finance folks as a cost center. Now, all of you are incredibly intelligent, and I'm sure you're doing a wonderful job of translating hires into revenue. And you can cost a vacancy and all that, where you can start to prove that you are a profit center. Um, but that takes time and so... 0:13:20.7 Chad Sowash: Say that again, because I don't know that everybody's focusing on that aspect. 0:13:25.4 David Weinstock: Yeah. 0:13:26.2 Chad Sowash: Because we've been seen as a cost center for far too damn long. Company doesn't run without us. We are the profit center. 0:13:34.3 David Weinstock: Yeah. 0:13:35.2 Chad Sowash: If you don't have somebody there to create the product, to sell the product, to service the product, to be able to drive revenue, to be able to retain revenue, to be able to open wallet share. How in the hell are you going to have a business? You know, I'm sorry. 0:13:51.1 David Weinstock: Yeah, so. 0:13:51.4 Chad Sowash: I'm sorry. I had to have my rants. My, my bad. 0:13:54.4 David Weinstock: Yeah. So that's, that's been my bread and butter. Right? So you talked about my career. I've been able to translate like, recruiting math. Like, we're all really good at conversion and we're good at, like, recruiting math and insert metrics here. There's like 10, 20, 30 of them now, right? But how do you translate that to talk to a CEO in a finance, A CFO? 0:14:12.5 Chad Sowash: Amen. 0:14:13.5 David Weinstock: So in my roles, I've actually, there was a period of time in my career I didn't even have a boss for about six months, which was cool. But, uh, I've reported to the CEO, the CFO, the chief marketing officer. I've had every boss under the sun, and it's been a great experience. Looking back, now during the time I was like, cool, like, all right, you only care about numbers or marketing guys, all metrics. Right? But it was great experience. So challenge your companies, y'all. When they're like, Hey, this role is so important. Uh, and you're like, I don't want to spend more money on advertising. Well, I'll let you in on an industry fact. For a board certified behavior analyst that works in an autism therapy clinic. Okay? They can bill about a million to $1.2 million a year in insurance revenue. So do you think spending 10 grand to get a quality hire, doing something out of the box, like sending them, like, Silicon Valley swag bags and just doing stuff out of the ordinary? I think I would spend 10k to make 1.2. Right? So that's how we've been able to buy these fun tools, and, but we have to paint that story and we have to be able to articulate the why into their terms. My CFO does not care about recruiting metrics. 0:15:29.0 Chad Sowash: No. And they never have. 0:15:30.9 Joel Cheesman: Mm-mm. 0:15:31.5 Chad Sowash: Like, and they never have. 0:15:33.3 David Weinstock: My CEO doesn't care. And that's okay. 0:15:35.5 Chad Sowash: And they never have. 0:15:36.9 David Weinstock: So it's my job to manage up and translate it from recruiting math to finance math. And that's been really helpful. 0:15:44.2 Joel Cheesman: Yeah. 0:15:44.6 Chad Sowash: So on the, on the agent side of the house, if you got one, obviously that is... How does, how does that actually work? You have a job description, feeds into the system. It automatically goes through what process? When we're talking about job advertising and then into the career site. 0:16:00.8 David Weinstock: Yeah. So this is how you know this is not a sales pitch. Um, I took Joveo's methodology and then I rebuilt it myself in chat GPT. And so I built an agent by myself. Uh, and so what we did is we scraped all... We also own and operate 16 companies, so your volume likely exceeds ours. Right? Like HCA, the head leader there, she was yesterday speaking. I think she did 467,000 hires in five years. Like, incredible, right? And that's a challenge in and of itself. But where we struggle with is we have 16 unique companies and they rightfully so want to tell their brand story because they have 20 years, some cases, 25 years of brand identity. And if we just roll them up into our management company, we lose all of that social capital and reputation. So what we did is we built a custom GPT, sent an agent out and it scraped all 16 websites. I loaded it into AI. I used Joveo's optimizer. I built the thing myself. And so this is not against Joveo, but Joveo is in our business. Right. So we were able to rewrite our postings in our brand voice for 16 different companies. 0:17:18.2 David Weinstock: Because, guess what? Anybody surprised that I'm not allowed to have 16 recruitment marketing leaders? Right? No, we don't get that. It's not a one for one cardinality. It's a do more with less. And so AI has been helpful. So we started with Joveo, Joveo is like the tip of the spear where we're like, Hey, we, you know, we need to do some work here. So we used that as level one and then we continue to refine. And with Ashby, I'm so thankful for this, we will have a job posting library that has templates and it's one to one cardinality. And so that means I don't have recruiters. Any companies out there, please tell me, we're copying and pasting from old regs. Anybody got like rogue word documents that you're copying and pasting? Thank you for your honesty. I won't call you out. Like, my goodness, we can't wait to get into that. 0:18:02.7 Chad Sowash: Copying and pasting off of Google searches. 0:18:05.4 David Weinstock: It's wild. 0:18:06.4 Chad Sowash: Yeah. 0:18:07.5 Joel Cheesman: What else about career sites? And you mentioned doing more with less, which I think is a nice segue into chat bots and how you utilize those to do more with less. 0:18:14.8 David Weinstock: Woah, that was not me, y'all. Uh, so anyway, we are going in process with Joveo to get conversational bots. Uh, I think it's not a chatbot. So anybody who's been an early adopter, remember a few years ago where you had to, like, wireframe it on the back end in Excel, like, if candidate says A reply with B. 0:18:35.1 Chad Sowash: Decision tree. Yeah. 0:18:36.3 David Weinstock: Right? Like, that's a much better. Sorry. Not articulate. A decision tree. 0:18:40.6 Chad Sowash: I do this for a living, it's okay. 0:18:42.1 David Weinstock: Um, and so we do that. Right? And so now we're gonna have a conversational chat bot and a conversational bot to capture those candidates before they drop off. Right? Because we want to educate. And, what we're really stoked about is, how many of you have had candidates apply for one job, get rejected from one recruiting team and they're a perfect fit over here. And you're like, Guys, why did we not share that candidate? We could have filled this role, like, 30 days ago. And we're having that issue. Like, we have folks apply for a teacher support role and they're actually qualified to be a teacher. So they can actually take a higher level role, higher paying role that impacts them positively and their families to make more money, and do that. And so because of the way we're structured, I have three verticals, three recruiting verticals, support, license, and our in district services team. 0:19:34.7 David Weinstock: They're not always communicating because guess what, recruiters? They're busy. They're getting tasked with their KPIs. I can't hold them accountable for, Hey, did you make sure you scratched someone else's back by pushing that candidate forward. No, because I'm gonna make sure that they're hitting their own KPIs. And so the conversational chat, the career site will be able to educate our candidates to say, Hey, you, you applied for this, but we think you're better over here. 0:19:58.7 Joel Cheesman: Yeah. 0:19:59.0 David Weinstock: And guess what? Our candidates are gonna be happier because they take the person, they take it so personal. And look, some of y'all, your company's gotta get better. And one of them was mine. We were posting jobs and I'm like, who the heck knows what this title is outside of these four walls? Like, that is an act of, like, that is some mental gymnastics. Right? Like, that is not what it worked... Like, for us, it was an academic and behavior support specialist. Like, I can't even count how many characters that is. And at the end of the day, it's a special education paraprofessional. Right? One of those is going to perform much better and relate to a broader audience, and the other one isn't going to perform well at all. And so, good segue, Joveo helps us with AB testing, y'all. 0:20:42.6 David Weinstock: We had recruiters and hiring leaders asking us to post three, four, five different jobs because they read an article one time and they knew that job title performed better. Literally. Right? And now we don't have to do that. Like, we use AI's, Joveo's AI agent. I looked at it this morning because I typically over prepare when I, when I get nervous. And in case you didn't know, I was nervous. And we have done three million jobs since, uh, April 1st. 0:21:15.8 Chad Sowash: Wow. So when it goes through, take me through this real quick. 0:21:19.7 David Weinstock: Yeah. 0:21:20.9 Chad Sowash: Um, so I'm into the chatbots. Your system, your system does some type of matching in the background to be able to say, Hey, look. Oh, yeah, no, you're applying for this job, but you're really, you're qualified for this job over here. 0:21:33.4 David Weinstock: Correct. 0:21:33.7 Chad Sowash: And, or, if you're a silver medalist, didn't get the job, you can get kicked over into another job. 0:21:38.5 David Weinstock: Yeah. So that's the end goal. So our linchpin right now is getting into Ashby. 0:21:43.4 Chad Sowash: Gotcha. 0:21:44.8 David Weinstock: My team is probably rolling their eyes. I bet they can quote me. "It will get better when we're in Ashby." I won't name who we are currently with, but I'm telling you, we're operating at about 2000. 0:21:53.0 Chad Sowash: Heads are nodding. Heads are nodding, yes. 0:21:54.9 David Weinstock: Uh, but we're gonna level up pretty soon. And so it uses keywords, it also uses generative AI, so it gets smarter over time. 0:22:02.1 Joel Cheesman: Yep. 0:22:02.9 David Weinstock: So it's not gonna be perfect. 0:22:03.8 Chad Sowash: Right. 0:22:04.8 David Weinstock: Don't... Hear me out. It's not gonna be perfect, but it'll be a, a much better experience. 0:22:07.4 Chad Sowash: So question, so question. So, obviously, humans have never been perfect. 0:22:12.6 David Weinstock: Really? 0:22:13.3 Joel Cheesman: Speak for yourself. 0:22:13.7 Chad Sowash: Yeah. Except for Cheesman. He's, he can, he's perfect at eating a cheeseburger. But when it comes, when it comes down to AI, we expect perfection right out of the gate. Knowing that, I mean, AI is like a puppy. It's gonna piss on the carpet. You gotta train it to be able to get to where we need it to be. Right? 0:22:32.0 David Weinstock: Yeah. 0:22:33.2 Chad Sowash: So, I mean, when you're going through this process, are you setting expectations not just for the team, but also for the leadership team that, Hey, look, we're getting into this new age... 0:22:42.6 David Weinstock: Absolutely. 0:22:43.4 Chad Sowash: Okay, so talk a little bit about that, because this is. I mean, this is change management, which is a bitch. 0:22:49.1 David Weinstock: Yes. So I work in 16 different schools. I know y'all are not surprised that each of them thinks they're more important than the other one. I know you aren't surprised where each one of them wants to do their own thing, right? And that's their rights. They've built these companies, and so that's not a dig. That's just reality. And guess what? We service them. So it's our goal to meet their needs. A reminder, uh, you all in shared services, like, you don't exist if your company doesn't exist. So we're here to support the company. Okay? I think sometimes we forget that. We get a little cocky, a little confident. Well, if they don't have me, we're not gonna be anything because we do all the hiring. At the end of the day, like, guys, we're here to support the business, right? Servant leadership. So, um, there's a lot of change management. And I learned in my career, I had an opportunity where I came in. I was hired through an acquisition. They had already selected an ATS, and my C-Suite executive already went through the entire business and told everyone it's going to solve everything. And I had to go back through behind all that. 0:23:51.4 David Weinstock: So with this ATS implementation, we have been framing it of, it will solve a lot of our problems, but it won't solve all of them. Right? And also, if we don't change behaviors, right? We're just gonna have a very expensive, nice ATS, and the same problems. Okay? And so I've had to challenge them, because how often do we confuse behaviors with tool efficacy? Well, I don't like this tool. This isn't working. This sucks. Why'd you do this? And it's like, well, if you used it like the SLA and how we trained you on it, it probably would work really well. Right? So change management is tough because it's not just like the technology, the vernacular, the nomenclature, the systems. Your behaviors have to change with that technology. And so that's been a really big primer because it's also intimidating, y'all. My first and last name is literally like almost a signature for this system. Like, it's a pretty nerve wracking position to be in when you're like, all the hiring and how smart you are and how you designed it, it's, it's you. 0:25:05.2 David Weinstock: And that's a lot of pressure, right? And so I've been nervous and I have framed it to say, Guys, I've done the best that I can. I've done pilots. I got an ATS advisory council from different functions. Right? Which has been super helpful. They're like the guardrails, right? Because some of us recruiters, we can, we can be renegades, right? Like we're gonna push that... That's why I can't work in HR. I stay in the gray, y'all. So we, uh, we have some of this stuff in place. But, man, change management's tough. And I think with AI, people think perfection or they think a new tool is gonna solve all the problems, and that's just not it. 0:25:36.8 Joel Cheesman: Yeah. Solving problems. A growing problem with a lot of employers is the tsunami of fake applicants. 0:25:44.8 Chad Sowash: Yeah. 0:25:46.2 Joel Cheesman: Between conversational AI, your interviewing technology, let's segue into that. How are you guys combating the flood of fake applicants? 0:25:54.4 David Weinstock: It is a battle and I, I feel for a lot of the folks here in tech. We're a little bit insulated because of our sector. It hasn't hit our sector yet. Typically, education lags private sector by quite a few years. But for those of you who are tasked with hiring, like, software engineers and just technical talent, that's tough. Uh, Ashby just rolled out a feature that, uh, has fraud detection. Uh, and so they're looking at, uh, a myriad of things. I, I don't know enough to speak on it just candidly, um, but if that's something of interest, they do have a token system where you can vet their resume. Uh, we've also rolled out BrightHire, which has been super helpful for us because it's all recorded and it uses AI notes. And so we can really start digging in deeper and making sure and equipping our recruiters to ask higher level questions. Because again, where we were before, anybody have recruiters that were like the four basic recruiter phone screen? And I need your honesty. 0:26:50.6 David Weinstock: It's not a reflection of you. Uh, can you fog a mirror? Uh, how much do you want to make, or why did you apply? Uh, how much do you want to make and how quickly can you start? Right? That's a pretty basic phone screen. And so with BrightHire, we've been able to educate our recruiters to sound clinic, like clinicians. 0:27:08.3 Joel Cheesman: Yeah. 0:27:08.6 David Weinstock: And sound like educators and not like every other recruiter under the sun. And so BrightHire has equipped us to go digger, deeper, uh, to dig deeper. 0:27:17.5 Joel Cheesman: So it sounds like you're confident that we'll find a solution. How many of you are dealing with fake applicants as an issue? Pretty good number of people. And that's only gonna get worse, I would suspect. It's good to know that we're looking at, uh, solutions there. So let's talk about tracking this stuff, analytics. Do you take... Is that your seat at the table? You take a numbers to the, to the C-Suite? Talk about that. 0:27:38.8 David Weinstock: Yeah. Uh, again, my team, love them to death. Uh, they'll tell you. They're like, Dude, like, you can't just come talk to my team and just, like, pull up and start spitting out numbers. Like, Lindsey called me out at dinner last night. She's like, dude, like, you came in hot last Wednesday. You're like, looking at the numbers. Blowing me up at 8:00 in the morning. She's like, I already know what kind of day it is. They have a group chat, y'all, without me. And they're like, Looks like David's on one. 0:28:05.4 Joel Cheesman: That's great. 0:28:05.6 David Weinstock: Right? So, uh... 0:28:07.7 Joel Cheesman: It's great that you know about it too. 0:28:08.6 David Weinstock: Yeah. They should do that. They should challenge me, guys, like, I want them to push me out of my job, right? So my seat at the table is analytics, right? Um, we've been operating in a black box historically with our current ATS that will, that will go away. Uh, In my previous life, I was able to predict within like, 10 to 15 cents how much my applications would cost in about six months. Uh, I could tell the C-Suite, Hey, if you're gonna scale, you're going to need, based on your funnel math, this is how much it's going to cost you, right? So I started understanding and being able to tell it. And guess what the beautiful thing is with numbers, it's no longer just my opinion, right? And so when they get, they don't like the numbers? Okay? That's reality, Right? So it removes the emotion from it. And so we look at analytics, um, we look at how our CPA is doing, how our CPH is doing. What we're really stoked for is we used to do CPA was the whole... First it was CPC, right? Uh, then it was CPA, then it went to CPH. Right? We're going deeper in the funnel where we're starting to say and holding Joveo accountable. 0:29:15.6 David Weinstock: And they can tell you, I'm a fun client. I'll put it in that, in those terms. But we hold them accountable for phone screen onward. Like, we don't care how many apps you got, how many of them were qualified and we measure qualified as phone screen. So I don't care that you promised me and you got me a bunch of junk resumes. That's not what I'm paying for. I'm paying for quality applications, which means a recruiter decided to pick up the phone and call. We are eventually going to get smarter and help Joveo with our new ATS because we're gonna have our hiring manager spilling out quality of survey surveys at day 30. And so we'll then backtrack up the funnel and say, Oh, I'm okay to pay 2-X, 3-X on source A because candidates that come from source A stay 50% longer, which obvious is less... There's no background check. There's, like, it's more revenue. So you start to get smarter around where you're getting your people from. 0:30:13.2 Chad Sowash: Do you also start to challenge the hiring managers because hiring manager A has turnover X, hiring manager Y has turnover, you know, two has turnover Y, right? 0:30:25.2 David Weinstock: Yo, I'm about to nerd out and I apologize in advance. Okay? 0:30:28.2 Chad Sowash: Bring it. 0:30:29.2 David Weinstock: We are going to get to, uh, and I owe it to Jason Pastelka, w are going to give our hiring managers baseball scorecards with batting averages, right? So what we're gonna do is say, Hey, when you interviewed, you said all 10 of your candidates, everything's great. And then day 30, you rank everybody terrible, right? So that's a discrepancy. 0:30:49.2 Chad Sowash: That's on you. 0:30:50.4 David Weinstock: That's a, so that's a discrepancy, right? Like, or someone's a super hard interviewer, but they love their candidates at day 30, they should be an interview trainer. Right? So we are going... Because how many times, you guys, our practitioners, are creating a world class experience from talent attraction and awareness all the way to offer accepted. And maybe some of you even have onboarding, right? That's a pretty common, uh, pairing, right? And then you get blamed for everything else. And you're like, you still interviewed them, but they're like, Oh, application quality is terrible. That candidate, I don't know why recruiting put him in front of him. I interviewed him twice and gave him an offer. But that's your fault. 0:31:31.9 Joel Cheesman: Yeah. 0:31:32.8 David Weinstock: Right? 0:31:32.7 Joel Cheesman: Yeah. 0:31:33.7 David Weinstock: So it's not about blaming. It's not an us versus them. It's about context and it's about education. So this isn't a gotcha for our hiring leaders. This isn't a gotcha for the recruiters. It's about creating a scalable recruiting engine. We can't have a world class experience from talent attraction to offer, accept or even first day. Or recruiter screen, phone interview and then they get to the on site and it's like... Or the hiring manager and you're like, Wow, we, recruiting can't fill that role. And it's like, No, we can. We had 10 of 10 candidates drop out at your hiring manager interview. It's probably you, right? Uh, so we'll have data. Because if I don't have data, y'all, it's just my opinion. And then opinions become subjective and then they get riled up with emotions and then some people can't handle, uh, constructive feedback, right? And it can be politically charged depending on the department. So we're gonna bring data to help educate and make sure that we're having a fluid process. 0:32:30.3 Joel Cheesman: So sticking with data and seat at the table and at risk of all the vendors bum rushing you at the end of this, how has the numbers impacted maybe getting more budget or, or fighting for more dollars? 0:32:44.0 David Weinstock: Yeah, for the vendors, like please, I have ignored some of y'all, the 16 LinkedIn messages. Yes, I live in Nashville. So, like if you're asking if I'm in Nashville, yes, I am in Nashville for RecFest. Um, I'm just kidding. You guys are doing a great job for what you do. Um, but I do get a lot of sales solicitations. Uh, but anyway, so yeah, I have an incredibly supportive executive leadership team. Uh, my CHRO is, she understands it. She is not Pennywise, pound foolish, right? She understands sometimes we need to make the hard decision and spend more to get what we need. Like, she understands. And I've worked for the opposite, right? Where it was like tooth and nail, a six month process, business case ad nauseam. So my CHR is great, my CFO, my CEO are great. By the way, my CEO is an ex CFO. So we have the joy of two CFOs, uh, in our C-Suite. And then our board has been incredibly supportive. 0:33:42.2 Chad Sowash: Yeah. 0:33:43.1 David Weinstock: So we paint a business case, y'all, like, it's one or two pages, right? Simple, right? Occam's Razor is a theory, right, where simple is better, right? Make it simple and digestible and learn from my mistakes. When I was earlier in my career, I had a mentor sit down, and he was like, Why are you spending 90% of your time on this PowerPoint trying to tell people how smart you are? They don't care. He's like, You sound like a jerk. Uh, he used different language. And he said, You just need to tell people about the 10%. He's like, Simple is smart. And he was a VP of IT and now a CIO, and he was really impactful. So we just put together a simple two pager. Like, this is X, how much it costs, here's Y, where's the cost savings? Here's the impact. And get granular, y'all. If you don't... I'm gonna show y'all, just to bring you down, my C-Suite thought I was crazy. I did a time audit of my recruiters on each of their tasks, and then I multiplied that across an entire year. And I said, So you think clicking a button to download a resume to view it in a second tab isn't a big deal, but when you do it 200,000 times a year, this is how much it costs you in labor. And they were like, Okay, we don't want to see, like, the productivity math. Like, let's just look at hard cost. But I was like, Bam, I got 'em. 0:35:00.8 Chad Sowash: So what, so what does the perfect system look like for you and the team? And is, is anybody on the team kind of afraid that agents are going to take their jobs? Because that's what we're hearing. AI is coming for your jobs. Talk a little bit about that, because you've talked a lot about your team, so it's obviously a tight team, but talk a little about that. 0:35:22.7 David Weinstock: It is a... Look. Uh, well, first, I, I couldn't be up here without them. Right? Like, I, you know, I got my team that's not here. We've got a team that is here. Uh, I'm only one person. I can put in a lot of hours, but I got two kids at home. I'm a dad. Like, I don't want to work 24/7. Uh, and so I have a team that I can count on. But as far as a perfect system, it's reducing the administrative minutiae. So I know this talking theme is probably not new for you all, but I've shared this with my team and our recruiters, and I can be a very direct individual if you haven't picked up on that by now. Uh, and I sat them down and I said, Guys, if you're worried about Ashby and Joveo and BrightHire and Juicebox, like, doing all these things, like, this isn't the job for you, and that's okay, right? I think sometimes we forget that you... My mom always told me this when I was struggling with friends coming out of college and moving to Nashville. And she said, David, it's okay. Like, you're going to have some friends that you're blessed with that can come stick with you through season, through season, through season. 0:36:23.4 David Weinstock: And then you're also gonna have friends that are just sticking with you through one season, and that's okay. Recruiters sometimes don't evolve at the pace that we need them as, at organizations. Because of the, the last probably 10 years, every company's got recruiters. It wasn't always that way back in the day. 0:36:41.7 Chad Sowash: Yeah. 0:36:42.5 David Weinstock: Only the big companies, like, big companies, like you guys were like, it was like phone book, it was sourcing, it was like true bullying, like X-ray searches. And then, like, because the labor market tightened up, everybody needed recruiters. And now we have this like, talent pool of recruiters that's absolutely, incredibly hard to evaluate hire because you got recruiters on all types of the spectrum, right? How many of you got recruiters that you're like, all they want is inbound and you want, they want to work 8:00 to 5:00 and they want to, they just want to process applications. Anybody? 0:37:16.9 Joel Cheesman: Quite a few. 0:37:17.7 David Weinstock: Thank you for, I appreciate your vulnerability. Right? And that's okay. There's companies that are okay with that. I'm not. And we're not. Doesn't mean they're bad. Let's attack the problem, not the person, right? So as we think through that, perfect system is reducing the administrative minutiae like automate, like, hey, phone screen, boom. In Ashby, I click one button, uh, and it sends a phone screen link. Uh, once they sign their offer letter automatically sends their background check. Um, everything's timestamped. So if you're a recruiter on my team and I've shared this, guys, if you're worried about the visibility, I would encourage you to look for a new job. Right? I'll help you. I'll help you write your resume. Right? I'm literally just like one step short of the Zappos guy that does, like, pays them four grand to leave. And that's nothing against the folks who, they're not ready for it. But I want recruiters who are gonna be, go out and source and add value. And so if you can't bring and showcase how you're adding value. And a reminder, recruiting is the act of influencing a person's employment decision. I think sometimes recruiters forget that. 0:38:23.6 Joel Cheesman: Yeah. 0:38:23.7 David Weinstock: Right. You're not ready for my, you're not ready... 0:38:25.9 Joel Cheesman: All right, we're gonna, we're gonna see if you're ready to give us some value. Can you go to the last slide? 0:38:30.3 David Weinstock: Thank you. I think I can. Oh, okay. Got it. 0:38:35.4 Joel Cheesman: All right, if you guys want more information, you want some numbers, data, uh, get out your smartphones, flip phones, whatever, and Sidekicks. Take a screenshot and get some more information. Um, let's hear it for David. 0:38:48.7 Chad Sowash: Q and A. 0:38:49.9 Joel Cheesman: I know, we'll get to Q and A. Thank you, David. Do you have, do you have time for some questions? Um, some questions. 0:38:55.0 David Weinstock: Not, not hard questions. 0:38:56.6 Joel Cheesman: No hard questions? 0:38:57.7 Chad Sowash: Sexy, sexy, sexy Scott's been over here, the man in the kilt. 0:38:59.1 Joel Cheesman: They're like, should we raise our hands? No, we shouldn't. 0:39:01.4 Chad Sowash: He'll, he'll hook you up. Hands, anyone? Questions? 0:39:04.7 Joel Cheesman: Bueller? 0:39:05.9 Chad Sowash: Questions? 0:39:06.4 Joel Cheesman: Bueller? 0:39:07.2 Chad Sowash: We've been asking, we've been doing all the work here. Come on, guys. 0:39:08.5 Joel Cheesman: Come on, guys. Agents. Conversational AI. Career site. Oh, there we go. 0:39:14.6 David Weinstock: Mistakes I've made. 0:39:16.2 Joel Cheesman: Just be robust and I'll... Oh, we gotta, okay, we have a mic. Good job, Steven. 0:39:20.0 Speaker 4: Sir, question. Regarding the last piece where you mentioned that when you are approaching to your team, especially with like empowering with AI tools and they are probably reluctant to it, how do you feel about explaining first, like the benefits and like, when do you like, you know, say, Gosh, this is that lost cause. You might be better in a other team or company where like, we cannot train you for this. How do you tackle that? 0:39:46.9 David Weinstock: Yeah, great question. So I always start with why. And so my team's now rolling their eyes because they, they know that I literally, I say explain the why, like tell people the why. So I tell them I'm very transparent. I do start with the benefits for them, right? Sales 101. Hey guys, BrightHire, recording your interview notes. Cool. Right? Because they first thought like, Hey, this is a gotcha. And I told them, I said, Guys, I don't have enough time to watch all your interviews. I said, Surprise, I do have a life outside of this job. Uh, I'm not gonna be sitting at home at 8:00 at night watching football and your interviews, right? So I give them explain the why. And I'm very transparent. I share with my team all the metrics that I can see. Because my opinion is if you're gonna hold someone accountable for what you're holding them to, they should be just as smart and then they can start to self lead and self manage. Right? It's called lowering the decision threshold. Right? I don't need to be there for my team to run like not in ideal state. 0:40:44.0 David Weinstock: So I do, I explain the why, then we go live. I share in that why, I say what's important for them and then I say, why is the business doing it? Right? So there's two audiences. This is what, the benefit for you, and then this is the business reason. Right? Because you gotta be transparent. And then we go live and then we monitor. And I do it like a 30 to 45, 60 day, like 30 to 60 day period. And oftentimes that fear is because change, it's not the actual tool itself. I don't like change. Okay. I'm very routine driven. Like staying in a hotel throws me off. Okay. So I now have people who come to me and say, Oh, thank you for doing this. Like, I get it now. This is great. Some of those people were doubters, those people were doubters in the beginning. So you do have to just stay to your, you have to stay to your mission and your conviction to know that this is the best decision. Most of the time, people pull through and for those that don't, it's okay. 0:41:41.7 Joel Cheesman: Maybe one more? 0:41:42.9 David Weinstock: Yep. 0:41:43.4 Speaker 5: Hi, David. 0:41:44.2 David Weinstock: Good morning. 0:41:45.2 Speaker 5: Um, you talked about the value of outbound sourcing. Can you help me understand how you're doing that today? 0:41:50.7 David Weinstock: Yes. So last year we weren't doing it at all, uh, but this year we're using, uh, Indeed, uh, smart sourcing. So Indeed, uh, at $4 a credit, my goodness gracious. But we also use LinkedIn, uh, but not LinkedIn recruiter. So we actually found better success with adding, waiting two days and then connecting. Uh, and then we're also using Juicebox, who's got a, a table up here, where we were early adopters of Juicebox. And so it's an automated outreach so you can create projects and it starts putting your candidates on sequences and trips. Uh, and then we also are fortunate that we have a few licensure registries. So for board certified behavior analyst, uh, this is recorded, but if you look there, you get first and last names and where they live and how long they've been certified. And so there's your nugget. Now go find the information. And so, uh, it is multi channel. Uh, we use a lot of resume databases. And with Ashby, what we're gonna do is start building out our own CRM. And so we look internally. My goal is to adopt the Robert Half model, which is, build a killer database and then just go inward versus always going to the expensive market. 0:43:03.9 Joel Cheesman: One more time for David. 0:43:05.1 Chad Sowash: There it is. 0:43:05.7 Joel Cheesman: Thank you, David. 0:43:06.5 David Weinstock: Thank you. 0:43:07.3 Joel Cheesman: Appreciate you. 0:43:11.3 Chad Sowash: Thanks so much. 0:43:12.4 David Weinstock: Appreciate it, guys. 0:43:13.5 Chad Sowash: Dave, and uh... 0:43:14.0 Joel Cheesman: For your next thing, or just get comfortable here for our next presentation. 0:43:15.9 Chad Sowash: Yeah, you can get comfortable here, and. 0:43:18.1 Speaker 6: Thank you for listening to what's it called? The podcast, the 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. Anywho, 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. It's so weird. We out.

AI isn’t a buzzword anymore — it’s a knife fight with Amazon in the middle of it all with a Tommy Gun. In this episode, Chad, JT & Emi break down how Workday + Paradox and/or SAP + SmartRecruiters could go FULL Amazon by collapsing hiring friction the same way Amazon's Rufus collapses e-commerce browsing into instant buying. Plus, Handshake is taking their $434m in funding, or what's left of it, and suddenly pivoting like Mercor into AI trainer temp labor at $100/hr while LinkedIn & Indeed battle for chatbot superiority inside a recruiting arms race. This is where candidate journey, recruiter workflow, platform power, and the business model of recruiting itself goes from “tools” to AI commerce — real money, real scale, real danger. Buckle in. This is the future of hiring becoming the future of automated conversion. PODCAST TRANSCRITION Chad Sowash (00:35.916) Welcome back to the Chad and cheese podcast. I'm your host Chad. Don't mess with his o-ron. So wash Emi B (00:43.258) And I'm Emi. For God's sake, please don't take my job, Beredigo. Chad Sowash (00:52.982) No, we're not doing that this episode, JT, not this one. Anyway, on this week's show, we're asking the questions. Questions like, could Paradox and Smart Recruiters convince their new sugar mama to go full Amazon? Indeed, or LinkedIn? Who's gonna win the JobSeeker Bot Wars? And why is Handshake copying Mercor? Hold on kids, it's gonna be one hell of a bumpy ride. JT ODonnell (00:56.471) Please. Chad Sowash (01:21.398) All right, don't mess with Azoron. For all those out there who aren't American or you've been holed up in a bunker for a while, on Tuesday, Tuesday night, the Dems got big election wins. Everybody on the show knows this, right? Okay, good. Emi B (01:38.81) Yep, 100%. I've been following. Good. JT ODonnell (01:43.285) New York in particular. That was a big one, Chad Sowash (01:45.974) Yeah. So Mondami, Zoran Mondami wins big with over 50 % as New Yorkers vote him in as the next mayor of New York City. They had the biggest turnout. I think it was like in over 50 years. California Prop 50, the proposition that negates Texas gerrymandering bullshit passed almost immediately with nearly 64 % of the votes. Abigail Spanberger. who, she won over 57% of votes for Virginia's governor race and Mikey Sherrill wins New Jersey's governor race with over 56% of the vote. So JT, what does this mean to you and Emi, does this mean anything to you? JT ODonnell (02:33.485) Yeah, I think the turnout says a lot. I was saying before the show, I saw a stat recently that said depression is going to be the number one illness that we're going to be dealing with within four years. That doesn't surprise me based on everything that I'm seeing. And I think this was people's opportunity to voice and just feel like they had some kind of control over what was happening. So it'll be interesting to see the results of it, right? Like these individuals putting it into action, but definitely the people have spoken. Chad Sowash (02:37.934) Mmm. Emi B (03:04.292) They did, they're 100 % spoken. You asked me the question, does it mean anything to me? It does because my cousin is from New York and I was there recently, we're having a conversation about this issue. And that's when I first heard the name Zahra Mandani. I was like, I don't know who that is. Let me Google him. And I was like, this guy's young. Is he ready for this job? Is he ready to take on the likes of Trump? And so I started following him on TikTok and YouTube and I just thought he was great. So I think I'm... Chad Sowash (03:11.534) Uh-huh. OK. Chad Sowash (03:23.593) Mm-hmm. Yeah. Emi B (03:33.758) what does it mean to me? It means positivity, it means the beginning of change, it means the start of the Democrats pushing back. And so much so that he was actually my shout out for this particular week. Really because of his acceptance speech. Did you hear the acceptance speech when he said to Trump, turn the barley mark? Yeah. I like, I haven't heard someone speak like this since Obama days. He was like, yeah. He was like, I loved him. He was a scholar. Chad Sowash (03:53.912) Yeah. Yeah. Yeah. Emi B (04:02.811) Yeah, absolutely loved it. It does mean a lot to me. Chad Sowash (04:06.286) That is pretty amazing. I mean, what it says to me is that the Democrats are finally fucking paying attention for decades, for decades. They've been talking to the American people like they are fucking Rhodes Scholars. And some of them are, okay, some of them are, but their constituents are not, right? So they're talking to them about big things strategically using, you know, JT ODonnell (04:30.935) Yeah. Chad Sowash (04:35.886) quarter sized words and all this bullshit. They're not talking down at the people's level about what they really give a shit about, right? And this time, all of these, all of these candidates, they won so big because they started talking like human fucking beings. And Jesus, thank you so much. The question is, what are the Republicans going to do? moving forward because this has always been their game plan. They've always literally just focused on one thing. and they literally beat it to death. but they do it in a very, very plain old fashioned way. Right. What are they going to do now? How are they going to, because especially when they're matched. JT ODonnell (05:17.216) It won't. Let's study. Yeah. No, it's funny you say that because the studies really show that people that use monosyllabic words are more trusted, you know, and the fact that people just don't recognize that and lean into it, you're absolutely right. Chad Sowash (05:33.314) monosyllabic. That's five syllables, JT. think that was about as irony. Emi B (05:35.283) Hahaha! JT ODonnell (05:38.349) I I was gonna... What else do wanna call it? One syllable words, okay. Emi B (05:44.756) words. Chad Sowash (05:47.148) Yes. So they're, they're definitely we're seeing change. We don't know if this is going to spill over. We hope it spills over. because again, you know, the, the cool thing was, you know, Mondami really focused on one thing. You might not like all the different ideas that he has, like, you know, you know, grocery stores, the grocery stores and whatnot. Okay, fine. But his focus was three things, affordability, affordability, affordability. He just nailed that. Right. And then you also saw Spanberger and Mikey Sherrill and pretty much everybody was, lining up right behind that. So, that, that's, that's to me, that's really fucking cool. any, anything else or JT what's that? Emi B (06:30.266) It's talking about what people care about. He's talking about what people actually care about. Yeah, it's like that people are struggling. Even me going on holiday last couple of weeks ago, I was like, how expensive is this country now? It was not this expensive the last time I came to the States. And I'm thinking, how are people surviving? And these are the conversations I'm having with my cousin who lives in Manhattan. How do you live here? She's on a good salary. I'm like, and she's struggling. Chad Sowash (06:36.822) Yeah, which is what politicians should do. Chad Sowash (06:43.96) jobs. Chad Sowash (06:50.254) Mm-hmm. Emi B (06:59.588) So I don't know how other people are. no, he was right. Affordability, that is what people care about. Chad Sowash (07:05.036) Yeah, well, JT, you're talking about job numbers. How many jobs have we lost? JT ODonnell (07:08.257) So we've lost over a million jobs this year. It's now surpassing the losses of 2020 during the pandemic. And the problem is, and we've been saying all along, the numbers were never properly presented. So this problem has been going on for a while, but the fake numbers for a really long time hid the reality. Now you add the inflation, the cost of things, and the sheer volume of people that have been unemployed for an exceptionally long period of time, and talk about it really hurting, right? Like really, really hurting. And so... Chad Sowash (07:19.81) Mm-hmm. JT ODonnell (07:37.089) You know, I don't think I've ever seen it this stressful social media is such a great pulse for that. The way people talk and what they react to and it's, bad. And unfortunately we're in layoff season, right? Like we're not done. We've got two more months here and they're coming. Chad Sowash (07:45.336) sentiments. Chad Sowash (07:50.584) Breathe, breathe and. It's, it's, it, it, Emi's already given her. She's, she's, she's just blown right past it. That's fine. So go ahead, JT. What, what's, what's up? Emi B (07:57.828) have. JT ODonnell (08:01.602) Yeah, so I'm going to give a shout out to my two new buddies, Mike Pettito and Brandon Jeffs. I was at LinkedIn Talent Connect a couple of weeks ago. They were there and everybody knows I hate going to events like that alone. Both of them found me and we connected and just had a lot of good laughs and it just felt good to meet other people in the industry that are doing that kind of influencer content thing. So I told the guys I'd be shouting on them out today and I'm really excited to talk about it. will tell you. Chad Sowash (08:04.771) Nice! Okay. JT ODonnell (08:26.943) That conference was insane. I left with my brain just fried with information and I know we're going to get into a lot of it today, but man, there's a lot going on. There's a lot going on. Chad Sowash (08:35.8) It really is. There is a ton happening. I think the hardest part for us in many cases, because everybody's saying AI and everything, it's kind of like, it's like all melding together and you don't know what is fucking what, right? So that's the hard part. And yeah, we'll definitely get into that. My shout out is to Indeed. Yeah, that's right. Recruits Indeed's parent company, their quarter, Their quarterly results came out this morning and just a teaser. next week we're going to dig into a new term. Indeed, as recruiters come up with average revenue per job posting and indeed's bid to continue squeezing the life out of customers with growth through sync or I'm sorry, double digit price increases. So, so stay tuned. and we've got to, we've got a special thing for free stuff today. Neither one of you have to actually. deal with free stuff because we have a special, special. JT ODonnell (09:37.271) Good. Chad Sowash (10:18.422) if you're creepy. Chad Sowash (10:59.854) And if you're not watching on YouTube, just missed, first and foremost, Stephen was shirtless. Second, all the different costume changes. That was pretty amazing. So yes, that's the big surprise, guys. I know it probably wasn't that big of a surprise, although it was a load off of your free stuff shoulders. Emi B (11:16.474) Thank JT ODonnell (11:17.111) which is great, and he got the URL right, like the fact that he got it right. I've never done it. Chad Sowash (11:22.421) I don't know that he did that on his first try. So you never know. You never know. Okay, so we've got events coming out sponsored by Shaker Recruitment Marketing. Whenever we travel, we always take a little Shaker with us. And if you're looking for experts in the recruitment, marketing, advertising, or even need tech experts to help you answer your questions on the regular, just visit shaker.com. Love those guys. Okay, so JT ODonnell (11:27.981) Well done. Emi B (11:28.57) You Chad Sowash (11:50.838) You've probably heard that the Chad and Cheese Roadshow is happening at three different locations. They're all RL100 events, San Francisco, San Diego, and Dallas. The RL100, for those who don't know, are small group sessions with high level practitioners who are looking for answers and sharing best practices, all behind closed doors. So if you're director or VP of talent acquisition or chief people officer, you've got to be in the room where it happens. And yes, go fucking figure. We're going to talk about AI. that's in San Francisco on November 13th, San Diego, November 18th, Dallas on November 20th. Just go to Chadcheese.com and click register right there in the hero image. Check out the speakers, the topics, all that other fun stuff. We're pretty stoked. Pretty stoked. JT ODonnell (12:40.429) Nice. Chad Sowash (12:42.286) And god, Joel loves doing this portion. I hate doing this portion, but I'm gonna do it anyway. Yes, that's right. Let's get a quick fantasy football rundown brought to you by our friends over at Factory Fix. I do love Factory Fix. Number one this week, Mackenzie Maitland. She is holding onto that. Courtney Nappo. Those two are just killing it. Joel Cheeseman. He's holding bronze right now. Jada Weiler. Steven McGrath. He's a little bit better than half the pack. David Stifle. Megan Ratigan. William Paragon at number eight, Chad Sowash sucking badly at number nine. Number 10, Ginger Dodds, Jason Putnam almost at the rear and Jeremy Roberts still at number 12 at the rear. That's this week's fantasy leaderboard and... JT ODonnell (13:40.225) Way to go ladies though, can we talk about one, two and four out of top five? Let's go, girlies. Chad Sowash (13:43.748) they're killing it. They are killing it. No, they are killing it. Megan is at seven. think Ginger, Ginger, Ginger's right on my tail. they're I mean, they're kicking ass and taking names. But guess what time it is? JT ODonnell (13:50.487) You're up there. Let's go. Chad Sowash (14:03.523) thank God. I love me some topics. Okay. Who's going full Amazon? That's the question. Could Paradox and Workday or Smart Recruiters plus SAP go full Amazon? What the hell am I talking about? So Amazon doesn't want you browsing anymore. That's right. They want you chatting. Their new AI shopping assistant, Rufus, Rufus really, is already pushing customers into faster decisions. And Amazon claims it could drive 10, buh buh buh billion in incremental annual sales. This is AI commerce in real revenue terms, not hype, not future someday. We're talking about right now, kids. Amazon is automating discovery, collapsing the buyer journey and turning conversation into conversion at massive scale. The big question is can Workday leverage paradox or maybe... SAP leveraged smart recruiter to do the same thing on the hiring side of the house. Heightened quality and candidate conversion with better engagement through chat. JT, what do you think? Can we pull it off here? We've got the tools, but the question is, do you think Workday and SAP have the resources and also vision to pull something off like Amazon? JT ODonnell (15:25.165) Okay, well, I can't speak to whether or not I feel worked, whether they specifically can pull it off, but the overall concept of Kevin this being done is a big fat yes. mean, it's amazing what we're already doing conversationally. And it's so obvious too, right? What do we do in traditional old school recruiting? We screen a bunch of resumes and then what we do, we get on a call and screen and have a conversation with someone to decide if they should move on to a hiring manager. You're talking about creating that and being able to do it in with Chad Sowash (15:33.774) yeah. Chad Sowash (15:50.392) Mm-hmm. JT ODonnell (15:55.084) thousands, tens of thousands, millions of people, and then taking that and sorting it. Whereas a human recruiter just could have never done that. So yeah, it has to happen. It's already happening. You know, I, you know, talked about LinkedIn hiring assistant, I was given access to it full disclosure, four months in advance, to really play with it. And the fact that you have your own assistant that has a conversation is insane. And at any point in time, the person could be like, no, can you put me with human JT instead of assistant JT, but Chad Sowash (16:13.454) That's a flex. JT ODonnell (16:22.399) It's brilliant. just, it clears out so much. mean, it's giving back hours and hours of time, you know? If that one tool is like that, our whole industry should be leaning into this. Give us options, right? Chad Sowash (16:28.59) Mm-hmm. Chad Sowash (16:36.173) What do you think, Emi? Emi B (16:37.818) I like the idea of it. you know, because I heard about Rufus a little while ago, haven't used Rufus myself, wanted to know a little bit more about it. And on YouTube, they're going, yeah, the concept is great, but it's not fantastic. It's not finalized yet. But I agree when it is finalized, because I think it's still in beta stage, it will be great. And it should be something that the REC tech industry should be leaning into as well. Because like you both said, people want to have conversations. Chad Sowash (16:43.085) No. Chad Sowash (16:52.322) Mm-hmm. Emi B (17:05.518) but they want to have a conversation within one same ecosystem. So let's say, for example, I'm a candidate, brilliant, I've applied for a job. I know nothing about the culture. I know nothing about the career prospects. I know nothing about the growth path for a particular job because it's not on the job description. If I can find that out on one platform rather than leaving to go to Glassdoor or Reddit, for example, that's going to make my whole Chad Sowash (17:10.392) Mm-hmm. Chad Sowash (17:31.662) Mm-hmm. Emi B (17:33.754) job hunting experience, just a little bit more frictionless. And I'm going to go to multiple platforms just to find the same, you know, find the same answers. And yes, in an ideal world, it'll be better to speak to a human, but in the absence of a human in the first instance, or if we're short for time, I can just type in my question and you give me the answer anyway. And like JT said, when I want to speak to a human, if I feel the need to speak to a human, I can say, hey, switch me over. You haven't quite answered this question. So I think it's brilliant. Chad Sowash (18:00.942) So I'd like to first address the elephant in the room. Rufus. That's the name. Is this a bot from West Virginia? Was Rufus illegally selling moonshine from a still in Webster County holler? I Rufus? JT ODonnell (18:10.349) you Emi B (18:18.202) Chad, are you being snobby? There's nothing wrong with the name Rufus. Some people love that name. Yes! Chad Sowash (18:21.782) Rufus? I think it's a much more European name or at least English name than it is an American name. But anyway, all good, all good. Yeah, there are a lot of Rufus, yeah, Rufus puppies, yes. Before we get into Paradox Smart Recruiters, I'd like to say that I was totally fucking gobsmacked by Compass Group, who was on stage with us at RecFest. JT ODonnell (18:22.733) All the Rufus fans are gonna come at you now. JT ODonnell (18:33.27) A of dogs get named Rufus in the US. Chad Sowash (18:48.526) Shay and the team over at Compass Group saved $1.5 million in six months just by focusing on candidate conversion on their career site and taking it from 1 % to 12%. And this was using Paradox and Dahlia. If you missed that episode, it's called How Compass Group Reduced Job Board Spend, give it a listen. So Paradox are smart recruiters right out of the gate. I think... JT ODonnell (18:54.573) Mm-hmm. Chad Sowash (19:17.718) A shortcut, an easy button just to get to conversion faster. Go buy Dalia. That's a good start, right? And then a quick LinkedIn comment, because I actually asked the CEO, friends of the show, CEO Adam Godson and also Rebecca Carr, their thoughts on this. And Adam, he's the CEO of Paradox. The idea here is that conversational AI is UI that gives better results and that customer slash candidates like. I think the results are in and just like it has driven more results in shopping, it has also with candidates. We definitely look forward to continuing to scale at Paradox. But then we asked Rebecca, what do you have to say? So Rebecca is the CEO of Smart Recruiters. Her quote, Amazon's Rufus shows what happens when intelligence becomes invisible. This is, I love this. The biggest, Business shift here, not in retail, it is in behavior. Once AI starts handling context and intent, humans stop navigating systems and they start just simply making decisions, right? In talent and hiring, that means moving from searching and filtering to simply asking and acting. That is the real impact in a no ego UI. Work that feels faster, smarter, and more human, end quote. Emi B (20:31.054) Bye. Chad Sowash (20:47.054) I agree 100 % and I also, if you take a look at what's going on, Google has infused Chrome with Gemini, their browser, right? What's OpenAI doing? What's perplexity? They're all building browsers, right? But these are browsers that are fed and fused with this AI. So much like Amazon is doing, we're seeing all companies do these in their respective areas. To me, Emi B (21:14.522) Mm. Chad Sowash (21:16.214) and I've been saying this for years now and it drives me crazy. Everybody's like, well, how's the recruiter gonna use it? They're not, it's gonna be happening behind the scenes. A recruiter shouldn't have to touch all these points. That's why it takes so goddamn long. That's why we can't scale, right? So much like Rebecca said and Adam said, we've already proven this works. I'm just excited to see him get there. How about you guys? JT ODonnell (21:42.86) Yeah, I agree. I think recruiters are going to figure out fast that they're going to do the parts of their job that love the most. They're going to have more time to do that. Right. Build those relationships. Find those honestly purple squirrels. Right. Like it's just you have to be leveraging that technology to be able to spend your hours doing the quality work that's going to fuel your brain and your creativity. So you think about the possibilities once you get over that. And it's amazing to me how many recruiters are still hanging on like Chad Sowash (21:48.824) Yeah. Agreed. Yep. Chad Sowash (22:02.424) Yeah. JT ODonnell (22:11.273) You know, I have my spreadsheet of Boolean searches that took me two decades to build. And if somebody comes in right now and I, you know, I'm sorry that I know that was like an, a massive asset for you, but overnight that became, you know, irrelevant. so people have just got to recognize it and lean in and find their way. Emi B (22:28.888) Yeah, and I think the new recruiters coming in, they're the ones who recognise it because they don't know any different. For them, it's just easy to adopt. Old school recruiters, well, if you don't adopt, you don't have a job very soon. Chad Sowash (22:40.92) Well, in this case, there's no adoption because it's happening behind the scenes. And I think everybody who is saying, you know, AI isn't going to take your job. A human using AI is going to take your job. That's step one. Step two is guess what? The bots are going to take your job. You're training. You're training the AI to do your job. Right. So all those people that are literally you literally you have to take a look at what they're invested in. Emi B (22:43.652) Well, exactly. Emi B (22:56.346) Mm-hmm. Chad Sowash (23:06.638) because I almost fucking guarantee you they have a lot of investment in Nvidia and a lot of the other AI companies that are out there. So they don't want you to think that your job's gonna be taken. We have to take a look at transformation, what this is actually going to do, how quick we can get through that kind of like that transition portal. That's the biggest key. As JT had said, we have already lost a million jobs this year, right? We cannot afford to lose more jobs due to AI. So how do we actually get through that transition period in a very quick fashion instead of years, which it usually takes, how do we do it in weeks and or months? That's the big key. But for me, what Rebecca said, this is something that's happening behind the scenes. You don't even have to touch it. It's not just for the candidate and their journey. It's for the recruiter and their journey. They don't even have to know what's happening there. Adam said, it's already working kids. It's been working for years. So yes, this is going to happen. JT. JT ODonnell (24:07.465) I just want to mention a stat that I heard. Lee Hecht Harrison had it in a presentation at the conference. 61 % of employees in the US, I think it was 69 in Europe, by the way, I even higher, said that they are just waiting for their employers to tell them what skills they should learn next. They're like, yeah, you want me to learn AI? want just, just tell me what to do. They're just sitting there. That apathy, that mindset. Chad Sowash (24:30.958) Yeah. JT ODonnell (24:32.269) that my employer who pays me is supposed to figure that out. That is one of the biggest problems we have. And if you don't believe me, there is a book everyone should read. It's called Punished by Rewards. The problems with, listen to this, the problems with praise, incentive plans, A's and other bribes. And this guy, Alfie Cohn, in 1993 predicted that this extrinsic model motivator that we're building in our society was going to ruin us. He's not wrong. People are just sitting around. They can't think for themselves. They don't see it. They're not trying. Chad Sowash (24:45.006) Yeah. Uh huh. JT ODonnell (25:00.237) they just want to be told what to do. So, I this is going be really interesting time as we see people fumble to be curious, right, to be proactive. So, as a warning bell for everybody out there. Chad Sowash (25:10.84) Yeah, I think from a societal standpoint, we used to, companies used to care about developing their employees. Not many do now. Not many do, right? So those individuals that are sitting back and waiting, yeah, that's a problem because there's no real financial incentive. Like there used to be to develop your employees, to retain your employees, right? There used to be incentives, tax incentives for that. Those went away, right? JT ODonnell (25:20.237) Mm-mm. Chad Sowash (25:40.524) So now the company focuses on one thing, right? Shareholder value. Shareholder value. That has nothing to do with you as the employee, right? Other than, you know, taking the bad end of the whip. That's pretty much it. So I agree. I mean, it's the apathy piece. And unless we actually start to get politicians in place that start to focus on getting us nudged back over to... having a shared responsibility between the company and the employee, because it's not right now, right? It's not a shared responsibility. Your career, your path, your life at this organization. Right now, it's like we're all fucking disposable, which I think we should go back to ASMR, I'm sorry. Emi B (26:32.154) Thank you. Chad Sowash (26:32.79) All right, kids, we've got LinkedIn versus Indeed on this next segment. So listen, and if you haven't, if you haven't liked and subscribed, go ahead and do that, do that now. As a matter of fact, why don't you share, like and subscribe, because our favorite Sunday morning character always used to say, sharing is caring. Chad Sowash (27:01.068) All right, LinkedIn versus Indeed. AI isn't just about a buzzword anymore. It's about an arms race. From Indeed FutureWorks to HR Tech, LinkedIn Talent Summit, RecFest, and Unleash Paris, every major stage hammered the same message. AI is now the primary driver of the recruiting transformation that's happening. The platforms, the workflows, the roles and the business models are shifting fast. The only question left, who weaponizes AI better, faster, and actually wins? So let's talk about the bigger platforms. LinkedIn just unveiled their hiring assistant, which JT's been playing with for a while now, and indeed has been pushing its talent scout for weeks now. So I guess the big question... JT ODonnell (27:46.604) Mm-hmm. Chad Sowash (27:55.896) Who's gonna win, JT? Your thoughts. JT ODonnell (27:58.966) Yeah. So right now, based on what I know, I would say LinkedIn is going to win. And the reason for that is that the hiring assistant is excellent. I've worked with it, but it's only as good as its data set. Right. So when you think about 1.1 billion profiles on LinkedIn, all of which have not been optimized for AI for hiring assistant, that then becomes their challenge. Now, the upside I believe is they have profiles. LinkedIn hasn't been training people to be on their life. They've got people uploading resumes, whereas LinkedIn is really, you know, for better or for worse, called itself a social platform so that people have had this platform engagement. But here's where it gets the breakaway moment, in my opinion. Last week, they announced 360 Brew. And this is the biggest algorithm update they've had in a very long time. 360 Brew, you're drinking the brew. I'm not kidding. You're drinking the brew. And the reason... Chad Sowash (28:34.702) Mm-hmm. Chad Sowash (28:45.71) 360 brew as in Okay, gotcha, gotcha, the Kool-Aid in this case. JT ODonnell (28:55.243) And the reason for that is they are they have figured out how they want to reward behavior so that you will show up in the search results for recruiters. And so what they are trying to take down and I'm here for it are all those cringy posts like, well, I was walking through the woods today. Here are seven things I thought about when it comes to project management or well, I was baking my four year old's cake. I realized this about finance. Like, stop. This is not TikTok. This is not Facebook or Instagram. OK, so Tom, share your knowledge. This is your Emi B (29:14.35) You don't like those? Chad Sowash (29:21.112) Mm-hmm. Yeah. JT ODonnell (29:23.533) career asset library and the algorithm is going to reward you when you talk about your industry and your skill sets and the three key areas that you are strongest at solving problems for. They've made it so clear in this blueprint. And if you just start doing this and if you do and you know a little hint to everybody, I teach everybody something called a document streak. If you know about streaks in social, it's where you don't skip a day. It is so easy to build a document streak on LinkedIn right now to game that algorithm that it's a sin if you don't do this. Like you're just going to. rise to the top of search results. And I've been teaching people this and it literally they're like, you're not gonna believe this. You're not gonna believe what job I just got offered. It's not posted anywhere. I'm like, yeah, because nobody wants job boards anymore. It's like broken. doesn't work. So we're have to build a way where candidates, you know, document themselves on an ongoing basis, what they're learning, what they're doing so that we can find them. And to me, that is super exciting because I'm seeing it work already. So, you know, that's why I see them as the breakout. curious to hear what you think about when it comes to Indeed and if they're doing the same things. But the fact that they dropped this algorithm that's going to literally get 1.1 billion people to do this is fantastic. Chad Sowash (30:28.972) Dig it, dig it, Emi. Emi B (30:30.66) Yeah, so I don't know, I don't, be honest, I don't know too much about the 360 algorithm. Is it 360 brute algorithm for 360 brute? Okay. But I'm listening to what you're saying and it does sound fantastic because there is a lot of crap that people are posting on their LinkedIn. And it's true LinkedIn, you know, it is turning into X, it is turning into Instagram and Facebook. And I'm fed up with people like writing rubbish. Like you said, you know, this is what I've learned about, you know, recruiting or JT ODonnell (30:36.237) 360brew. Yep. Emi B (30:59.936) leading people from walking down the street or a fight that happened. It's like, no, that's rubbish. Chad Sowash (31:06.616) So beyond the rubbish, what about the chat bots? mean, they're both leaning heavy into the chat bots. Thoughts around that? Because I mean, that's really where I think they're looking for even more engagement. Emi B (31:14.275) Yes! JT ODonnell (31:20.845) I wonder, I would just say that I don't know a job seeker that is like, I don't want to talk to the chat bot. If it means if they can get an answer right now, like you were referring to earlier, I mean, if I can have a conversation with the bot and it's programmed to give me all the answers I want, yeah, I'll do it. No problem. Nobody has an issue with that, especially if they can say, okay, I'm not getting the answer I want. Can you send me to a human? You know, and I think that's built into that very nicely. People are sick of being ghosted. Chad Sowash (31:47.022) Mm-hmm. JT ODonnell (31:48.92) People are like, if you don't know how to play the rules of engagement, you break them. And we see that this year with people creating fake AI resumes and then using AI tools to spam ATS systems, like they literally crashed because they didn't know how to do it correctly. I think these companies are putting guardrails in place for both sides to bring them together. And that's exciting to me. Emi B (31:57.967) Hmm. Emi B (32:07.63) Yeah, what I would say just going back to the LinkedIn hiring assistant, I've had a play around with it. I do really like the tool as well. I think it's fantastic. So I think it's going to be a little bit of a game changer. So if we're talking about who's going to win between LinkedIn and Indeed from my point of view, I still back, I was still back LinkedIn in this situation. Chad Sowash (32:27.202) Hmm, so... Chad Sowash (32:31.436) Yes. Everybody knows I fucking hate LinkedIn or not LinkedIn. Indeed. I hate them both. It's it's so hard. mean, LinkedIn, first and foremost, has better data. Period. Better engagement, the type of engagements, those types of things. LinkedIn is what you would call a lifestyle platform. Not for everybody, for many people though. They get on LinkedIn, they share, it's social media, right? Indeed's not. Indeed's not a lifestyle platform. Indeed is around for one purpose and one purpose only, shit, I need a job, right? Which means LinkedIn has huge advantage there because not only do they have all of your profile information and Indeed will have literally your like one or two pager resume, right? Big fucking deal. LinkedIn has Emi B (33:09.924) Mm. Chad Sowash (33:22.306) this verbose, in most cases, profile about you. Not only that, about what you post, what you care about, your thoughts, all those things. So being able to contextualize and use that into a conversational AI, I think is the biggest key and LinkedIn wins that. But if you're an enterprise company, you should be focusing on the Amazonification, I just came up with that, of your entire ecosystem. Emi B (33:49.615) Love it. Chad Sowash (33:51.5) better candidate journeys through conversational AI. just talked about, again, applicant tracking systems like Paradox and Smart Recruiters, and the list goes on, right? You should be able to build better candidate journeys through conversational AI, better conversion rates. I mean, again, we talked about Compass Group with Dahlia. $1.5 million in six months, right? And all you're doing, literally, is converting the people that are already coming to your website. Your high bounce rates are killing you today kids not to mention not using your resume database that you've already spent millions Depending on how big you are could be billions on Creating your company should be building a Rufus not that name find a different name but for for lack of better names of course and get to it yet yesterday because that is I believe the future of where companies win You don't want to be on these external walled gardens like Indeed and LinkedIn, right? Not primarily. Primarily you want to have your own walled garden and you want to be able to have conversational AI in it. You want to be able to have matching in it. And you want to be able to also provide that to the talent that already works for you for upward mobility, for the prospect of promotion and training and development and all those different things. So I think Emi B (35:00.282) Mm-hmm. Chad Sowash (35:19.4) Of the two, LinkedIn definitely gets the win because they've got better data, they've got more data, they've got more interaction, they are a lifestyle platform. But overall, candidates care about the brand. They care about the source of truth. LinkedIn is not the source of truth. Indeed is not the source of truth. Your website, your company is the source of truth. So hopefully... Hopefully companies will start really focusing on getting that put together and doing more of that. We've seen big companies do it, save a shit ton of cash, get better conversion, get to talent faster, and that's what everybody wants. JT ODonnell (35:58.827) Mm-hmm. Mm-hmm. Mop it. Emi B (35:58.906) Absolutely. Chad Sowash (36:01.342) All right, so gonna move on. Last week we talked about Mercor. And this week we're going to ask why is Handshake going to pivot like Mercor did? So they're two totally different companies and they're having the exact same holy shit AI is eating everything moment. Handshake, the former college career fair mall kiosk of the internet, suddenly realized that entry level job market was basically a ghost town and said screw Goldman Sachs rotational programs, kids, you're going to train AI models. Now they spin up handshake AI, uh, slap a up to $100 an hour on a landing page. And overnight they become a temp agency for LLMs. Maricor on the other hand, again, we talked about them last week. Um, they went from AI recruiting platform to we supply the humans that make Skynet smarter. in record time. It's, I'm not sure you can call what Mercor did a pivot. I mean, they went smoky in the bandit on this thing, full throttle trans am Burt Reynolds mustache in the wind, Corse banquet in the backseat. And suddenly they're at a 10 buh buh buh billion dollar valuation because they are supplying the humans that make Skynet smarter. and for me that is give me one second I've I've gotta play this Emi B (37:31.866) you Chad Sowash (37:36.14) You gotta have some of that. That's a little Maracor. And Handshake just wants a little piece of that. They just want a little piece of that. What do you guys think? Emi? Emi B (37:49.818) Okay, so question for you, because I heard you say that they've done a complete pivot. Is that true? Is that they're no longer doing what they were doing before and then totally investing in handshake AI? Chad Sowash (37:58.988) Well, what had happened about a month or so ago, they laid off a hundred people and the CEO, I think actually made a comment or a post on LinkedIn that they were going to pivot hard into AI. Okay. So will they abandon their, their current revenue model and clients? I don't think so, but I think what they're going to do, what they're looking to do is they're trying to get some of that, that Maracor juice, that Maracor cheese, because Maracor got 35, I think it was $35 million on top of what they already had just because they made this pivot. Emi B (38:42.426) Okay, well, okay. So what's my opinion? I see nothing wrong with pivoting and it looks like Handshake has, you know, noticed they're taking advantage of something and they are rolling with it. And what they're taking advantage of is the fact that, like you said, the early careers job market is rubbish. We've got so many people graduating, even people who are graduating from computer science, you know, degrees, whereas in the past that was a sure footing to a job. They're finding... Chad Sowash (38:48.898) No. Chad Sowash (38:54.126) Mm-hmm. Emi B (39:11.886) that they're having a tough time getting jobs at the moment. And I don't think that's really changing anytime soon. And particularly when more more companies are adopting technology, adopting AI, those lower level entry jobs will start to disappear more more. So if you've got a pool of sitting there, entry level candidates sitting there, why not use them to train up models? Why not do that? And for the grads, especially those who don't come from a technical background, because to train up these models, you don't need to be a computer science or tech graduate. You can come from music or pharmacology or chemistry. You can still use your domain expertise to train up the AI models. So I think it's a great opportunity for employers like Handshake. I think it's great for graduates who are looking to get into a job. who maybe felt that a pathway into AI is actually not there for them. And they're getting paid well. Some of these, not all of these jobs are paying that well, but some of them are going up to like $160 per hour, depending on the role. So I see lots of positives from that point of view. What I'm not too sure is whether long-term there is a viable career path. You know, what happens next? Once you've done an AI trainer role, what happens next? Chad Sowash (40:11.918) Mm. JT ODonnell (40:19.021) Thank Chad Sowash (40:20.366) Mm-hmm. Emi B (40:36.376) Now it could be that they learn AI skills, which is actually going to open up AI adjacent roles like, know, AI ethicist, for example, or a product manager. Maybe that will come down the line, but that's where my, I suppose, worry about where this type of role can actually lead to for graduates. JT ODonnell (40:55.277) Yeah. You know, if you go back and listen to some of the probably four or six months ago, we were talking about take some of your money right now before things get bad and invest in other things. And I think Handshake just made these extremists and yeah, this model isn't going to work anymore. So let's not sink into it. Let's cut our losses and let's pivot. I'm proud of them. I think more companies in our space need to own that right now. There's a lot of companies that I've talked to in our space don't know where they're going next. No. Chad Sowash (40:56.078) JT. Chad Sowash (41:03.246) Mm-hmm. JT ODonnell (41:23.115) that they are in something that's dead or dying and you need to cut and pivot. Like it's unfortunate and I don't like saying this because it means people lose their jobs. However, this pivot gave people jobs and to Emi's point, is it likely something that'll be there forever? No, but you know what it's giving them? Context, initial work experience and a way to understand where AI is going so that they can then start to think for themselves as I mentioned earlier, which. Chad Sowash (41:42.754) Mm-hmm. Yeah. JT ODonnell (41:49.678) people have not been doing and start to think about, what would I really want to do with my time and energy? What's really interesting to me is the two generations that are suffering the most, in my opinion, in this whole A.I. are millennials and then to some extent Gen Z, these college educated individuals who were just trained on this idea that I'm going to go out there and I'm going to get all these great jobs. Gen Alpha, they're already entrepreneurs. They like they're already so leaned in to figuring out how to make money on their own and be independent. that I think the harder will thing will be is as things shift at back, trying to get them to take full time jobs will not be an option. They are truly going to be like, no, no, no, we can partner, but I'm not going to be going to be your bitch. You know, like just how it's going to go with that generation. The middle generations are looking for still hanging on for the full time job with salary and benefits. So that group is at least getting something and it gives that company time to make a little money and figure out what it can do next. And I think to me, that is beautiful example of survival. Right? And they'll thrive. I, I, fingers crossed for Handshake. Chad Sowash (42:50.488) think both are basically saying the quiet part out loud. They're not building candidate pipelines anymore. They're training the robots that will eventually replace many candidate pipelines. The thing for me is between Mercor and Handshake is Mercor is going after the more experienced and talented segment, right? And the big question is, you want that segment training your AI or do you want college kids training your AI, right? I don't think there's really a choice to be quite frank. I don't want a college kid doing it. Yeah. Just got out, just did a lot of learning and that's awesome. But to be quite frank, I want somebody who's been, you know, had the feet on the street. So, I mean, my prediction for these two companies, Mercor, first and foremost, um, they've taken 133.6 million. Handshake, Handshake has taken 434 million. So here's the thing that we're seeing. from many, many companies that are out there, is you slap AI on it, you do something like this, you're starting to run out of runway, you need to do something quickly, right? So the big question is will VC look at this, a real PE look at this and say, oh yeah, we'll give you more money. You threw AI on top of this and you got a pivot. Personally, I don't think so. I think it's gonna turn out to be something like... Emi B (44:26.532) full. Chad Sowash (44:26.59) Okay, so we're gonna enjoy a quick break after that and we're gonna allow the unicorn to die in peace. But on the other side of this, we have a little bit of Disneyland with Stephen Bartlett coming up. go ahead, take a listen to this next quick ad from our lovely, lovely sponsors and we'll be right back. Chad Sowash (44:54.454) Steven Bartlett, man, if you haven't heard of this guy's name, you have not been being, you haven't paid attention. Yeah, yeah, he just raised Disney level money to turn creators into pretty much an IP amusement park. Mickey better start doing reps. The influencer industry complex just unlocked by boss fight mode, Bartlett says, Steven.com, believe he got Steven.com. JT ODonnell (44:58.743) You're under a rock. Yep. Chad Sowash (45:22.502) is the creator holding company built to help high potential creators grow their audience, build IP, commercialize after their work, launch ventures and provide the technology to power it all. If you're an aspiring creator, please do get in touch. That's for, and he also said, my ultimate ambition is to build the Disney of the creator economy. JT. Disney of the creator economy. Does that mean influencer theme parks? I'm so confused. I'm so confused right now. JT ODonnell (45:56.814) No, but I think it goes back to the thing I've been harping on in this every time I'm on here about the ecosystem that's being built. Like, we're so busy watching everything burn and people get laid off that we don't understand there's a massive economy that everybody's making money in. And he sees it. I certainly see it. I see it as the hope and the future. And you think about it, it truly is a second Renaissance. It's just a digital Renaissance. You're talking about a time where people could nerd out and learn anything they want to learn, document the journey, make money doing it. And that is real. Chad Sowash (46:10.446) Mm-hmm. JT ODonnell (46:25.963) And so, you know, him leaning into this is great. I was a big fan when I heard this come out. I immediately, I got beta and signed up for Flightcast, which is one of the multiple properties under this. What Flightcast did is we launched a podcast from zero followers. It has automated the distribution. It's video, so it has to be a video podcast, but then it takes the podcast and automatically clips it. Chad Sowash (46:36.334) Mm-hmm. JT ODonnell (46:52.011) distributes it onto YouTube shorts and then allows me to distribute it across platforms. I love being part of it. Steven, you're amazing. Rox, who runs Flightcast, you're amazing. But I will be honest, it's not without its flaws. We've certainly from the beginning working with them, there's been tech glitch after tech glitch, which I am happy to patiently work through with them because I see the potential as they fix these things that we're running into as someone who makes their living running a company that does this as well. you know, it's exciting what he's doing. I think you have to go in and go like it was brilliant of him to say, I'm going to do the Disney of like, of course, like that kind of immediate mental like he's a genius to say that, right? Because we get talking about it. If he'd used monosyllabic words, you know, if he'd talked over everybody's head, wouldn't work. But instead, he he's really got it down to earth. And it's what makes him really great at what he does. So I have a lot of faith in it. I think it's going to be super interesting and honest where people should be looking. Chad Sowash (47:37.166) Ha ha! Emi B (47:37.786) What's he saying? JT ODonnell (47:50.635) because there's going to be a lot of really cool jobs that come out of that space. Chad Sowash (47:56.5) Emi, are you ready to join Steven? Emi B (47:57.54) Definitely. Yeah, I love Stephen Bartlett. I've been watching him since the Dragon Den days when he just joined us. I was look at this little young pup. Now look at him taking over the world. And so I do, I know he's kind of fucked up sometimes, you know, in the last year with that kind of health stories that he's been promoting. But if I put that aside, I think what he's doing is actually great. And I think what he's doing is actually smart. And I can see how I I can see how this kind of relates to the kind of employment of the future, because it sounds just like a media story. And when I first read it, I was like, oh, it's a media story. I didn't really think too deeply about it. But when I took a step back and came back to it, was like, actually, this is more than a media story. This is a talent story. This is actually going to change hiring in the future. Because when you think about the new startups in the future, They are actually going to be individuals. They're going to be creators. are the ones building teams. They're the ones hiring producers, example, editors, marketers, data analysts, product people. They are the employers of the future and they're going to be now running small teams, doing all these individual jobs that used to just be a one person show in the past. So with steven.com coming on board, they're scaling this whole kind of enterprise up. this Disney-like enterprise that's trying to build. So yeah, is it a business in a traditional sense in what we're seeing at the moment? Not necessarily, but is it going to be the type of business, a new kind of employer that we're going to see in the future that creates a led enterprise that's tied to your personal IP? Yeah, 100%. Chad Sowash (49:41.602) So we've been podcasting since 2017, right? Chad and Cheese. And have a radio background, so was lucky I kind of had some shortcuts to get in, understood format, a lot of different things, right? Production, very lucky just to have the kind of background and friends and connections that I have. The thing that gets me is we, and I have had conversations, we did have conversations about starting a network, right? And then we started to work with different networks and we saw that it was hard as hell. mean, it was literally like herding cats. I mean, it is, it's not easy. And so we focused on us, right? Bringing other people in, having different voices as a part of the show, but being able to literally start up something like this is a huge. huge initiative. And that's why he needs the money, right? You have a lot of these networks who they don't have the cash. Their whole business model is on future revenues, right? Which many, many are built that way. The hard part is being able to do that when you're hurting cats the entire time. It's so, so, so hard. A name like Stephen Bartlett. probably the vetting process as well is, is also something that's probably good for him. But I also have to say for all those kids that, that are out there who want to do this, Bartlett put, purchased a mic back in 2017, back when we started, right? And the diary of the CEO has more than 13 million subscribers, 70 million monthly views and over 1 billion views on YouTube. According to this news release. 2017 kids, it takes work. Back in the day when Hillary Clinton says it takes a village, I just kind of like, what the hell does that mean? Now, being a little bit older, a little bit more mature, I fucking get it, right? It does. You can't do this by yourself. You need help, you need a network, you need experts to be able to get you where you need to be, which is one of the reasons why I love having JT on the show, because she does this as well. Chad Sowash (52:06.092) Your thoughts, JT. JT ODonnell (52:07.149) Yeah, no, you know, I guarantee you he's building the thing he wished he had in 2017. If you think about it, and I know how he feels, it just once you do this for a living and you see the rewards, not just financially, but honestly, professionally, the way it challenges your brain, the people you get to talk to, the opportunities that you have, look at the one I'm on right now, you know. And so that to me is exciting. He feels that same way. And he is really just trying to build something that will enable way more people to do this. Chad Sowash (52:12.77) Yeah, yeah, yeah. Chad Sowash (52:25.71) Mm-hmm. JT ODonnell (52:35.841) And I actually think that's important because we've stopped networking, right? Like when you have remote work and all of this, how are we going to get people collaborating and thinking and doing together? again, I think it's what he's building that will give people that opportunity. so, I mean, I'm really here for it. I want to see it succeed. I do. Chad Sowash (52:57.0) I during going remote, I've been remote since 2012. that actually made me want to network even more, especially, you know, on LinkedIn and whatnot. and the connections that I had making those stronger because I wasn't in an office. so, you know, I think it really depends on kind of like the mindset that you, that, that, that you're working with and a lot of, let's say millennials and even Z's. they, they didn't have to do the, you know, full time office, you know, five or eight to five or nine to five or whatever the hell it was. so yeah, it's, it's interesting to watch this metamorphosis, not just with, know, obviously from boomers to Xs to millennials to Zs, and then next alphas, but we're obviously going to continue to see change. And I think. we're going to see at least more and more and more people try to do this podcasting thing, this content thing, but they're gonna need help to be able to get there because I mean, most of them die, most podcasts die within six to 10 episodes. It's not easy. It's not easy. Well, I think it's time, believe it or not. JT ODonnell (54:14.669) It's true. It's true. Yeah. JT ODonnell (54:22.893) Are you gonna do it? Are you gonna? Chad Sowash (54:23.17) Maybe? What was that? JT ODonnell (54:27.149) I don't know. Are you about to do a dad joke? Chad Sowash (54:30.124) Yeah, but I did my my drum rolls not playing anyway. Okay. So this week's dad joke. That's right. Joel's not around still doing the dad joke. this one's going to be more Thanksgiving style. What do you get when you cross a Turkey with a centipede? What do you get when you cross a Turkey with a centipede? Anyone? Anyone? Emi B (54:52.346) No, no idea. Chad Sowash (54:55.96) Drumsticks for everyone! JT ODonnell (54:58.125) You Emi B (55:00.706) I don't get it. Chad Sowash (55:05.08) You totally have to get it. centipede, a centipede has all the legs. Legs are drumsticks, All right, so that's another one in the can. Thanks, Emi, for, thanks for waking up on this one, JT. That's another one in the can. We out. Later, guys. Emi B (55:06.714) Do it! JT ODonnell (55:07.373) You snakes? You have Emi B (55:09.634) Yeah. good. Emi B (55:17.245) damn. Emi B (55:24.675) We out! JT ODonnell (55:24.685) You

High-volume hiring used to be “hard.” Now it’s a knife fight. Applicant fraud is out of control. Screening has become a full-time job no one asked for. And trying to scale sourcing at volume without burning your TA team into ash is practically impossible with legacy workflows. So, we brought in the operators who actually had to survive this mess. Rippling. Phantom. Foley. DoorDash. Lyft. Instacart.Real leaders breaking down what actually happened inside their funnels — the pain, the missteps, the “oh crap” moments — and the eventual breakthrough. This is where Covey enters the story. AI-native, fraud-aware, screening-crushing, capacity-releasing — giving recruiters their time back so outbound sourcing can actually happen again.ch ad Speakers: Jay Patel — Sr Director Talent, Rippling (ex DoorDash) Laura Stapleton — VP People, Foley (ex Engine) Derrick Gellidon — Head of Talent, Phantom (ex Lyft, Instacart) Vijay Mani — Co-Founder & CEO, Covey Featuring Chad & Cheese and a bourbon fueled discussion If you care about volume hiring reality — not fantasy decks — this is the episode you don’t skip. PODCAST TRANSCRIPTION (cometh) 0:00:00.2 Joel Cheesman: Is this a passing fad or is this here to stay, this AI fraud uh, phenomenon? 0:00:06.6 Derrick Gellidon: It... It's here to stay. 0:00:08.0 Laura Stapleton: Here to stay. 0:00:09.2 Jay Patel: Here to stay here. 0:00:10.7 Joel Cheesman: Here to... I know you say here to stay. Yeah. Like Chad and I do as well. 0:00:12.9 Derrick Gellidon: I have a slight vested interest. [laughter] 0:00:19.2 Joel Cheesman: All right, guys, let's do this. Uh, we are the Chad and Cheese Podcast. Let's give it up for our panel here. I will introduce them quickly because we have a lot to cover. Uh, Derrick, the Don Gellidon. 0:00:30.6 Derrick Gellidon: Hello, everybody. Good to meet you all. 0:00:32.2 Joel Cheesman: He's head of talent at Phantom. He's formerly at Lyft and Instacart. We had to throw those name brands in there. Laura Stapleton, VP of People at Foley. She's also the ex-VP of People at Engine. Jay Patel. Little company called Rippling. Maybe you've heard of them. Uh, he's the senior talent director there. He was also at Doordash before that. My co-host, Chad Sowash is in the house. Feel free... 0:00:57.1 Chad Sowash: Give it up. Come on. [laughter] 0:00:55.7 Joel Cheesman: Feel free to not... 0:00:56.8 Derrick Gellidon: Thank you. Thank you. 0:01:00.0 Joel Cheesman: You don't need to applaud him. Don't applaud him. No one needs to applaud him. And finally, finally, co founder and CEO of... Of Covey, that is Vijay. 0:01:05.5 Vijay Mani: Pleasure to be here. 0:01:06.4 Joel Cheesman: Man, you're welcome to the podcast. Who wants to sort of give us a lay of the land of the fraud? What type of fraud? The amount of fraud, the daily pain that you're facing. Right now. 0:01:18.3 Chad Sowash: Quick question. Who else is seeing this out there? Okay, so you're all saying. Okay, good, good, good, good. Hit it. Sorry. 0:01:26.3 Joel Cheesman: By the way, the joke in the video was no one was real, right? [laughter] 0:01:29.3 Joel Cheesman: Did I get that right? Okay, just want to make sure everybody's [0:01:33.5] ____ 0:01:32.7 Chad Sowash: The recruiters were real. The recruiters were real. 0:01:34.3 Joel Cheesman: The recruiters... Okay. The recruiters were real. [laughter] 0:01:35.7 Joel Cheesman: All right. See, I don't even know anymore. All right, the current state of the pain and the problem. Laura, go ahead. 0:01:43.3 Laura Stapleton: Yeah, the pain and the problem is very real. Across every organization, different size and umm, scale. So I'm newer to my role at Foley and... And two months in, but the first week that was brought up to me by recruiting of like, hey, we accidentally hired a person that was not who they said they were, and they had no way of solving this. And this is like a business where umm, at Engine, we had seen this problem and we had come up with some solutions. So we had started to get our arms around it, and it was really eye opening to, like, shoot. This is more widespread than just what we were seeing at Engine. This is attacking Foley, which is a company with Engine. I thought, you know, is this tied to. To brand recognition, right? The brand was getting bigger. We were getting more direct applicants. Umm, but going into Foley, which has zero brand recognition. Like, this was a major problem and it was in a very specific set of roles umm, that was different than what I had seen. So a massive problem that we are currently trying to solve today. 0:02:36.0 Joel Cheesman: Give us a sense of what AI is doing. Are... Are they automating applications with custom resumes based on the job? Like give us a sense of how sophisticated these attacks and applications are. 0:02:46.6 Laura Stapleton: Yeah, so it's like the perfect application, like it talks about, but then also the perfect LinkedIn profile. But then once you're digging that layer deeper, seeing that, like, wait a second, this person is saying that they have worked at Google for six years and their LinkedIn profile was created three months ago, like, that doesn't check out, right? And the part that I think is disturbing is when you get into the interview and then you're trying to figure out, like, okay, who is this person? Is it the person that was on the last screen? Something funky is happening with the video. Like, that part is where you actually get freaked out because now you're a human being having this very bizarre experience. And so I think that it feels super unsettling for the team. And with some of the tools now, like, you'll have the recordings, I think, like most of us, of the interviews, that you can access them or playing them back and really trying to distill, like, what is happening. How can we catch earlier so that we're not like, wasting our time. Like, the time and energy and resources that that's what kills me. Like, this is costing my business real money. It quite frankly pisses me off because I want the team engaged with the right level of talent, and now they're... We're wasting all this time on this problem. 0:03:49.9 Joel Cheesman: You're really pissed. You're really pissed. 0:03:50.5 Laura Stapleton: I really am. But, yeah. 0:03:50.9 Joel Cheesman: This isn't just your regular youth. You look a little pissed. 0:03:54.0 Chad Sowash: And I see Jay over here, he's shaking his head a lot. So. 0:03:56.2 Jay Patel: Yeah, I mean, I think the... The fraud is definitely more active, right? And it's across all levels. Those that are just trying to get a job because they might not actually have the qualifications and trying to put something together. And then some people that are actually hackers and trying to get into your company, and because they haven't been able to hack, they're trying to get in from the inside by getting a job uh, within your functions. And so to a lot of what Laura said, it's a lot of the perfect resumes, the perfect conversations. And then, you know, it's the odd things that you start to hear in conversation that start to trigger like, something's off here umm, and then there's also, you know, with your internal security teams, you start to learn about, hey, these are people we should watch for. And it's like, oh, shit, we... We are seeing some of this come through, right? So fraud is a real thing. To Laura's point, it's a huge waste of time. And so it's really important to figure out how do we prevent that waste of time? When you even start thinking about on the tech side, average interview hours of 200, 300 bucks an hour, that's just wasted money real quickly because we missed some sort of thing that we could have tried to detect up front, right? 0:04:58.4 Jay Patel: Like even a small thing like six years at Google, LinkedIn created three months ago, right? Like, could have just saved 1200 bucks right there, right? And then when you're doing that at scale, when you're doing thousands of interviews, uh, you start rolling into the millions that you could start to save. So uh, while it might seem like a small problem up front, when you start to scale it with the volume and it's just going to pick. The volume is just going to pick up more and more and more. Uh, you're going to be out millions of dollars before you know it, just trying to find the one right person. 0:05:22.6 Joel Cheesman: I see. 0:05:23.6 Jay Patel: Um, so definitely a big problem. 0:05:25.9 Joel Cheesman: How about you, Derrick? 0:05:26.8 Derrick Gellidon: Yeah, I... I would definitely add to that. It even has a greater impact when your team is super small. For example, at Phantom, our recruiting team is six people, right? And we're trying to push out a global product that serves over 16 million users. And so every half hour that we're spending on a fraudulent candidate is... Is time that we're not... It's time that we're reducing our shipping velocity by getting the right candidate in. And, you know, when you're tired after looking at thousands of resumes, some of those AI profiles start to look pretty good on... On LinkedIn, you know. [laughter] 0:05:59.6 Derrick Gellidon: So I don't know if it's just, you know, hours and hours of... Of seeing these...These resumes, but, you know, they're... They're getting better, you know, and so we really, really rely on tools to help us streamline that up front. 0:06:07.7 Chad Sowash: So how do you detect, though? I mean, that's the big question. This is going to come to you because all of us are trying to get our profiles to look perfect, right? Everybody's using ChatGPT now, and it's like everybody's doing that now. Maybe they didn't create it three months ago, but still trying to understand what's real and what's not. I mean, how... How are you guys helping them with this? 0:06:31.8 Vijay Mani: Yeah, it's tricky. I mean, I think... I think legitimate candidates are using to make it look good. So the illegitimate ones. And... And at this point, you know, I think, you know Derrick 's company, Phantom, 40% of his inbound application for remote engineering roles, probably spam, right? So we detected across a multitude of signals, right? It's social, it's contact based, it's a broader Internet sort of like behavior, things like that. So we have to look at a whole variety of signals because every time you plug a hole and this we started with Laura at Engine where it's like, hey, these profiles seem like spam. Their LinkedIn was created three months back. Great. You plug that hole, they now hack LinkedIn profiles, steal it from someone else who's had it for seven years. So now it looks more legit, you plug in another hole. Now it's a contact based thing, now it's email based. So it's looking at a whole bunch of data at this point, you know, billions of signals really across all of the different sort of candidates that we have. And... And... And being able to kind of say, hey, these are profiles that are bad across these signals, we start to build our own information. We look at fraud databases, things like that. So it's a variety of different things. And as Jay said, like, you know companies like Doordash, where they get millions of applications, it's not just fraud, it's also the same person applying to 700 jobs. So it's understanding all of that. So it's a whole variety of different things that we do. 0:07:51.1 Joel Cheesman: Yeah. Laura, what... What percentage is just an... An average person with buying some software like a lazy apply and going to town and how much is like North Korean malicious, like real dangerous stuff. Can you give us a sense of the breakdown of the types? 0:08:08.1 Laura Stapleton: I would say, umm, it depends. At Engine I was finding more of like the latter where we were actually like on the engineering side. 0:08:18.7 Joel Cheesman: Yeah. 0:08:19.7 Laura Stapleton: It wasn't like lazy apply. It felt like, oh, this is like hacked, I'm concerned. 0:08:20.9 Joel Cheesman: Wow. 0:08:24.4 Laura Stapleton: And that's when we were really getting into it and to the point of like people were getting through to like actually being hired. And that is was just like frighteningly. And... 0:08:27.0 Joel Cheesman: Take it whenever you want. 0:08:33.5 Laura Stapleton: At Foley, we're seeing a lot more on the customer service side, which I would say is that blanketed lazy apply. Umm, So I say it depends on the role. But in engineering I definitely saw more of like... 0:08:41.8 Joel Cheesman: Like over 50% was like political malicious... 0:08:43.4 Laura Stapleton: Yeah. 0:08:47.9 Joel Cheesman: Government hacking. That's serious. 0:08:48.0 Chad Sowash: Well, you think... Is that because once they get onboarded they have, I mean, intimate access to your... Your infrastructure? 0:08:55.3 Laura Stapleton: Yes. 0:08:56.1 Chad Sowash: Okay. 0:08:56.7 Laura Stapleton: Yeah. And it would be like we would catch it, but we're catching it at the background screening or like something that is happening with like an IP address or where we're at being asked to send the laptop. And so like that's where it would start to flush out. But we're getting all the way to that finish line where like we have had the offer accepted and thankfully like those parameters prevent them from getting through the door, umm, but they just shouldn't be getting that far to begin with. 0:09:17.8 Chad Sowash: Yeah. 0:09:18.1 Jay Patel: And we... We've seen a little bit of that where we've been able to flush it out ahead of time. So to that point we're like we're asking a little earlier in the process, like uh, you know if this process moves forward, like where are you going to want your equipment shipped? Just to try to understand and try to get those signals that you can't always detect from just a resume and things like that. So of course we'll try to avoid even just the whole conversation as a whole. But... 0:09:38.7 Joel Cheesman: And... And you're at the enterprise level with a lot of your clients. 0:09:40.0 Jay Patel: Yeah. 0:09:44.3 Joel Cheesman: So talk about the scale at which you have to do this. Can you actually pull it off? 0:09:46.2 Jay Patel: Yeah, so I mean, I think it's tough to pull off, right? Like I think as we're getting into this phases, we're also still trying to learn what are the best ways to do this at scale and execute this. Like at this point I don't think we have a perfect method, but it's about taking every precautionary step. Even if it adds a little bit more time in the early stages of the you know, let's say just more expense because you're moving slower, uh, it's a big risk to kind of de risk up front, right? 0:10:09.5 Joel Cheesman: Mm-hmm. 0:10:09.7 Jay Patel: Like yeah. Is it... Is it normal to ask where you want your equipment sent before you even pass the on site? No, but we're going to try to figure that out. [laughter] 0:10:20.8 Jay Patel: Because if you want that sent to a country we're not even operating in, like there's our signal, right? There... There's our signal, right? Of like, hey, this isn't going to work even if we are hiring remote folks. Umm, and I think that starts to tell us and I think we start to see this a lot because of course like at Doordash we hold a lot of uh, individual consumer information and so hackers really want to get into that. Like when you can get into a database of millions and be able to infiltrate it from the inside because now you might have accesses. Uh, that's also really telling. Umm, some of the things that even internal security teams are doing is monitoring what employees are doing to like if we do let somebody in, right? How do we ensure that we can follow and trigger something before something bad happens from the in... Inside, right? It's just so early and so new that I don't think we have all the guardrails up, umm, as an industry to prevent this from happening. But it's more about taking the steps. Like what are the guardrails to monitor to make sure we're not uh, damaged largely because we let something slip through. 0:11:15.1 Joel Cheesman: Okay, Derrick? 0:11:16.1 Derrick Gellidon: Yeah, I would go as far to say working in blockchain and crypto, almost 75% or more of those fraudulent applicants are actually trying to get our IP or umm, you know, get very detailed product info that can lead to, you know, a backdoor to any of our consumer, consumer wallets. And so everything that we do is about, you know, uh, customer safety. Right. And so to the point now where we actually have our security team working with, recruiting to figure out what our protocols are going to be and processes to make sure, you know, we can prevent as much of this at the top of the funnel as possible. 0:11:49.7 Chad Sowash: So what I'm hearing is Captcha is not going to help. [laughter] 0:11:53.7 Derrick Gellidon: Not that much. We... We're past that now. 0:11:55.7 Jay Patel: Yeah. 0:11:56.3 Joel Cheesman: Click on the bike. Umm, Derrick, wanna stay with you. Typically, when we talk to TA folks it is a pain in the ass arm twisting to get any initiative approved, budgeted for. I'm gonna guess that when you go to your heads about fraud and mass applications, it's an easy sell. Am I right or wrong on that? How did you sell it to the higher ups? 0:12:20.3 Derrick Gellidon: For... For Phantom, we're all about user safety and an amazing u... Product experience. 0:12:26.7 Joel Cheesman: Yeah. 0:12:30.1 Derrick Gellidon: And so it was not a difficult sell but it was a rigorous process in making sure that the tool and the platform met our security standards. And so before... Even during the testing phase of Covey, we had to have our security team you know, check out all uh, the MSA agreements, everything to make sure that our umm, customers data, our data wasn't compromised in any sort of fashion. Umm, and so you know Covey having everything airtight, we were able to get on board and get the umm, get the product launched for our team. 0:12:55.0 Joel Cheesman: How about you Laura? Was it a tough sell? 0:12:57.2 Laura Stapleton: No, I think you just have a lot of conviction as to where it helps in the process and I think going in with that is super important. So in joining Foley, we had had the success at Engine with some of the tools that we used. So I was crystal clear of like, here's what I want to use it for. Umm, the more data that you can have, right? Of like where it's going to save, whether that's resourcing and cost obviously. So just being equipped with the data and what you're solving for. And I... You know, that made the... The buy in pretty easy to get. 0:13:23.3 Joel Cheesman: Easy sell. 0:13:24.0 Laura Stapleton: Yeah. 0:13:24.6 Joel Cheesman: Easy sell. 0:13:24.4 Jay Patel: So I would say it doesn't matter how... How well a company does. You could be... You could have billions in the bank and every company is still going to push you on this. Like, you know, even if the procurement is, you know, six figures, they're still going to push you on. Like, why do we need to spend. It's like, do we have $1 billion in the bank is going to save us time. But you still have to go through the process. You know. 0:13:42.6 Joel Cheesman: A billion in the bank and a billion candidates every day that we have to deal with. 0:13:46.4 Jay Patel: Umm, but so I mean the real... The reality of that is like two, like one, like Derrick mentioned, like security process is like the biggest thing, right? Like I think. Umm, in the places that I have procured, even cover other tools like legal compliance, all of that is like the first and foremost thing that companies care about. Then the numbers automatically pencil out, right? Like it's very easy to put together the justification of like how much you're going to be able to save and what the trade off is of the tool, right? And then you can also further extend that dollar savings in terms of how it makes people more efficient, right? I think one of the biggest things that I've learned over my time is just, you know, on the tech side mostly, you know, 90 plus percent of the profiles that come through your door are probably not relevant for you as it is. So if you have people reviewing that manually, you're already wasting 90% of that individual's time. And then on, let's say the non tech roles, let's call it like 80%, like it's still a lot of wasted time going through applicants. And now with this added layer of the fraud profiles, there's just so much savings that can be produced. 0:14:35.1 Joel Cheesman: Yeah. 0:14:43.7 Jay Patel: Umm, utilizing technology. And so I think it's really just leading with like, hey, can we get the security protocols passed? And to like just present the... Present the numbers, right? Like any CFO is going to look at the numbers and the numbers really open... Open the doors. So I think going in with the plan on what this is going to lead us and what dollars it's going to save us, I think just does the trick. 0:15:01.0 Joel Cheesman: Yeah, Vijay, this sounds like a big game of whack a mole. Give it... Give us some perspective from where you sit. 0:15:06.5 Vijay Mani: What makes you say that? [laughter] 0:15:07.8 Joel Cheesman: Yeah. 0:15:10.9 Vijay Mani: No, I... I think because we see it across thousands of customers, right? 0:15:14.1 Joel Cheesman: Mm-hmm. 0:15:15.1 Vijay Mani: And I think the reason we believe this is state sponsored is it's kind of insane how many companies, how many roles have 40 plus percent of their applications be spam? Like that's not a single person sitting in a room doing something that's something far more organized than that, right? 0:15:30.8 Joel Cheesman: Mm-hmm. 0:15:30.0 Vijay Mani: And that's what makes it crazy. But to sort of like the points that Jay and Laura made, it's, you know, I think whenever you think about all of this, it's a more holistic thing. You're not sure the spammers make you waste time, but it's the applicants don't quite match. 90% of your funnels are perhaps not the... The right candidates. So it's how do you think holistically about it? How do you make your team more effective so that they can now find the right people for you and things like that. 0:15:55.0 Chad Sowash: Where... Where are you generally catching them? I guess because at first I would assume that it's they... They're not as sophisticated. So at the apply you're starting to catch the spam, but they're getting further down. I mean they're getting equipment sent to them. So just really quick, kind of like aggregate. And then I want to hear from you guys personally, where are you guys... 0:16:09.0 Vijay Mani: Yeah. 0:16:16.9 Chad Sowash: Aggregate finding them generally. 0:16:15.6 Vijay Mani: Yeah, so we... We typically catch the vast majority of them in top of Funnel. Umm, I think there's sophisticated techniques that you can do to kind of find them, catch them and uh, there's leverage that you have with sort of shameless plug. With a platform like Hubby you have a lot of leverage across because we see it across so many different companies... 0:16:27.2 Chad Sowash: Oh, no. 0:16:35.8 Vijay Mani: So many sort of like, you know, millions of applications on a weekly basis. So... So... So we try to catch as much of it as top of funnel because I think from a cost perspective that's when it's cheapest, right? And then you know, anything further down the funnel folks do get through. Every time someone gets through, we have a pretty rigorous sort of postmortem try to figure out how they got through and what avenues we can use to sort of block them. Umm, but to the extent you can catch it top of funnel, but it... It's a two phase thing, you want to... You want to do as many things top of funnel, weed out the vast majority of it and then have a strong background check, have sort of like more practices as far as the interview practice goes, things like that, there will be a few that get through, but I think you know given the volume, like we're talking about millions of applications across all these companies. 0:17:17.6 Joel Cheesman: Yeah. 0:17:20.9 Vijay Mani: You said somewhere between 10 and 40% of those are spam. You're talking about tens of millions on a weekly basis that are fraudulent. So the vast majority should be able to read out top of Funnel and... And then have some security beyond that. 0:17:29.5 Joel Cheesman: Laura, you mentioned the human element of actually looking at a LinkedIn uh, pro... Profile. How much of yours is human versus your relying on the tech to weed people out? 0:17:40.0 Laura Stapleton: So right now umm, it's a combination, I would say. We had Covey at Engine and again, I'm two weeks into my new role, so I don't have that inbound functionality. 0:17:50.0 Joel Cheesman: Okay. 0:17:51.0 Laura Stapleton: Today because we started with outbound. And so now I'm feeling the real pain of like, oh God. I felt like I had solved this problem problem because we were catching so much through Covey at that top of funnel, which was amazing. We were still relying like the team then had the sophistication to know like something feels off about this interview, so they're going to go just double check on it and then we relay that information back to our... Our partners so that that umm, tool gets stronger. But now not having it, it's like 100% of the team is doing it. So it's a problem that like we essentially need to implement that tool as soon as possible because it's like we're, you know... A 100% of it is relying on the recruiters who don't have the sophistication. When I got through the front door, they were actually telling me that they were asking candidates to show them their ID in the interview. 0:18:23.9 Joel Cheesman: Wow. 0:18:34.6 Laura Stapleton: And so I was like, please stop doing that immediately. Umm, but like it's... Was... They didn't know what else to do, right? I don't fault them for that. They felt like they were putting the business at risk. Sort of similarly to what you were saying. Like, we... We're a compliance organization, so we have access to all these motor vehicle records, all of these compliance forms, background checks, drug screening, the whole shebangs. 0:18:52.9 Joel Cheesman: Yeah. 0:18:54.9 Laura Stapleton: Like, we have very sensitive data in our platform and the recruiters, I think just like they're well intentioned with trying to be the gatekeeper, uh, but it's just really difficult to do. And when we ran into it at Engine, we called the team at Covey and basically said like, we need your partnership to help us solve this problem. 0:18:08.9 Joel Cheesman: Yeah. 0:19:08.9 Laura Stapleton: And we were really effective in that. And so that's where you can easily go to an organization and see the value of like, I know this works, I've seen it work. And you can really feel being back at sort of square one. The pain is super real. Umm, and I'm sure people here have their own examples of teams are just scrambling to try to figure out like, what do you do to counter it, you know? 0:19:23.6 Joel Cheesman: Yeah, Jay. 0:19:25.8 Jay Patel: Yeah. 0:19:25.0 Joel Cheesman: How much human element goes into the process for you? 0:19:26.7 Jay Patel: Yeah. So umm, I think we started to operate with a linear inbound team, so I had fewer folks doing that. So for me, like, one of the big questions that came up from the team is like, well, what if... What if we miss somebody? Like, what if the technology weeds somebody out? And I think the answer to me is quite simple. It's like, I'd rather miss somebody because if you have a good sourcing team, your team will just go find that person anyways, right? So, like, of course, like, somebody's coming knocking on your door, wanting a job, like, you want to capitalize on that, but with the... With the risk so great, like, you're okay with technology having a miss and you might lose a candidate, because if you have a good sourcing team, again, like, your sourcing team will just find that candidate regardless. 0:20:01.6 Joel Cheesman: Yeah. 0:20:09.3 Jay Patel: It might be a month later, but we'll still go find the good talent that exists. And when you're finding the talent, it's less likely you're going to run into that fraudulent bits, but at the application levels, you're definitely more likely to... To run into those. So to me, it's just a safer risk to let technology pass up on somebody for whatever signals they got. 0:20:21.0 Jay Patel: And the nice thing about platform like Covey is, like, it tells you why somebody was rejected. So uh, one of the things that I did have my team do is do a lot of AB testing, go look at, you know, candidates that were rejected, spot check every five, 10 candidates and really validate. Like, would that... Would that be somebody you would reject? Umm, and so with a lot of that AB testing, we got more and more confidence that, like, look, even at this point, if there's a few percentage of the applicants that we do miss because technology got it wrong, like, that's a margin of error we're okay living with. 0:20:43.4 Laura Stapleton: Mm-hmm. 0:20:47.8 Joel Cheesman: Hey, Derrick. 0:20:50.2 Derrick Gellidon: I think for us especially because working in blockchain and crypto being such a nascent field, not all of the engineering resumes are going to... You know, are going to kind of mirror what a successful resume may have looked like 10, 15 years ago, right? Especially if they're working in... In certain languages like Rust, uh, new things like that. And so we were often seeing less than a tenth of a percent actually make it through. But that tenth of a percent I was making it through are superstars in... In the industry. And they're not floating on a LinkedIn. They may be on like uh, Twitter X or like a Clubhouse, right? And so they're finding their way into our... Into our applicant pool. So we have to... We have to find them. And by the time our team is... Is full cycle, where... We're six people. And so when I started noticing we're spending probably four to six hours a week on inbound just to make sure we're not losing those people, right? That's when we're like, all right, we need... We need a tool that we can train, cross collaborated on, umm, and can kind of compound our learnings. And for us, that was Covey. 0:21:49.4 Derrick Gellidon: And so I think probably within the first three weeks, we trimmed down our inbound close to 80%, right? So, and then especially, like, once we added... And that... That was over, you know, so to give an example, like, we're getting about 8000 applicants a week with just five job slots now that we have like 20 job slots as we're... We're getting over 20,000 plus a month. And a lot of our... We don't have a lot of evergreen roles or very niche, niche openings. And so we really want to get to those as much as we can. Of course we're going to do the sourcing end of it, but now it's actually giving us back the time to source more properly and honestly. Just, we want to spend as much time in person with the candidates as possible. And so I think that's the biggest win for us is getting the time back with candidates. 0:22:31.9 Chad Sowash: I didn't know Clubhouse was still around. 0:22:34.5 Jay Patel: Yeah. 0:22:37.9 Chad Sowash: So, quick question, raise of hands. How many of you have countermeasures in place with a company, a third party, actually helping you with this fraud issue today? So most of your hands rose because there was a... There was a fear, right? Umm, do we feel like this is going to be something that much like AI auditing, right? Because everybody's worried about AI and... And discrimination and those types of things. And there's... I mean, auditing is starting to be embedded in a lot of these. Do you think that this type of fraud detection is literally just going to be embedded as a layer in every single system that's out there? 0:23:17.5 Laura Stapleton: I think it has to be. 0:23:18.3 Chad Sowash: Yeah. 0:23:21.1 Laura Stapleton: Like, I... I don't see a way in which it isn't. It's just too hard to try to tackle it manually. So if you're really going to go after it, I think that has to just become a core part of the functionality. 0:23:29.2 Jay Patel: Yeah, I... I would agree with, like, similar to any place. Like, even if you try to go get a loan, right? Like, there's so many measures in place. 0:23:36.5 Chad Sowash: Yeah. 0:23:35.5 Jay Patel: To just kind of make sure, like, is this the person that's actually getting the loan. 0:23:35.9 Chad Sowash: Yeah. 0:23:43.9 Jay Patel: And I think that's going to be the same concept that translates into the talent space. Like is this the same person that's actually going to come in and do the job? Umm, so just as rigorous as a loan process is, I think the future of how rigorous TA will get umm, bringing folks into their companies. 0:23:53.5 Chad Sowash: Yeah. 0:23:54.1 Joel Cheesman: Vijay, I'm curious. From your... From your perspective, the North Korean applications obviously got the government's attention. From where you sit, do you... Do you envision or predict any sort of government intervention with the hiring process? And is something AI or not? Could somebody get in trouble and do... You know the perp walk if they apply to a bunch of... Of companies via AI? 0:24:16.6 Vijay Mani: That's an interesting thing. Umm, so the DOJ put out a post, I want to say earlier this summer about this specific... Specific thing and... And I think kind of what they said was, hey, we're seeing increased activity, we suspect it's North. You can go to the DOJ website and see this and we think you should be cautious about it. So to what extent will they provide more measures? Unclear. But I think like... I think the thing that's becoming true is with more AI, like you're going to just like this... This world of high volume is going to happen. Things are going to start like all the perfect resumes that the recruiters on the... On the video talked about is a reality. So how do you deal with that at scale to find the folks that, you know, embody your values, have the skills that you care about? I think that is the challenge, whether it's screening, whether it's sourcing, you know, how do you do that in a way that you can trust so that your humans, the recruiters on your team, can build the right relationships. I think that's what it's all about. And that's going to be in the forefront of all of this for a. 0:25:22.1 Joel Cheesman: Lot of people in the audience. You know, they... They're small or mid sized business, they might be looking up here and saying yeah, they have a lot of money, the enterprise, but I don't have that. I... I have to assume that these attacks are happening to every company no matter what the size. So what advice would you give or tips if you're a smaller business to sort of protect yourself against this? 0:25:41.1 Vijay Mani: Yeah, I mean I think maybe Jay might give or the panelists might give the best advice. 0:25:42.5 Joel Cheesman: Sure. 0:25:47.4 Vijay Mani: But you know, Derrick has, you know, six recruiters, Jay@doordash had, I don't know, like millions of applications and a massive team. 0:25:47.7 Joel Cheesman: Sure. 0:25:53.1 Vijay Mani: So and now he's over at Rippling where they have an equally large team and Laura went from a large team at Engine to, to fully. So it doesn't really matter. It's indiscriminate. You know, when you ask the question of who's facing kind of fraud and increase in volume of applications, it was basically all of them. Like every one of our guests said that, right? So... So you know, I think without tooling it's going to be hard. Obviously we work extremely hard to, you know, bring down the cost and do a variety of different things that we are now able to do with... With better models and the kind of training that we do. But I think this is now our reality. Really? 0:26:24.5 Joel Cheesman: Yeah, Jay. 0:26:23.0 Jay Patel: I would say like the simplest way to explain it to your businesses is like it's an insurance policy, right? Like everybody has car insurance. You're not anticipating a car accident every day, but you still pay the premium on a monthly annual basis. Like it's just a way to protect yourself. And so I think the way companies should be looking at this is just as an insurance policy. 0:26:40.9 Laura Stapleton: Yeah. Just to add to that, as Vijay mentioned, I went from a recruiting team where we had 40 individuals to now I have a recruiting team of two. So like made that swing from a larger organization to a smaller company and was able to see sort of again tailor it so that it made sense for the business financially and for my team. But it... Presenting it as this non negotiable because I had seen the issue and as soon as I saw that we were having that same problem just at a different scale, like it's still a problem, the recruiters still have to deal with it and it's still putting the business at risk. So umm, I've seen it, you know, work successfully in different types of environments as well. 0:27:12.9 Derrick Gellidon: I'm going to answer this question kind of in a different way because you said what can you do if you're a small company with a small team? And so we started really leaning on like application questions umm, that... That were more, I... I want to say, like conceptual. So how... How may you, you know, resonate with X, Y or Z core value of ours, right? And give us a story about that. And then we would train kind of the model to... To look for... For certain, certain types of responses to help us filter up. And then right away on the screen that would be like our first question. Hey, what was your motivation? You know, you mentioned one or two of these core values or operational principles align with uh, with why you wanted to join us. Tell us more about that. And often I'm not... You know if they were a fraudulent camp, they wouldn't be able to speak to that. Or you'd hear them typing on the side, waiting for a GPT response or something. 0:27:50.9 Joel Cheesman: Yeah. 0:27:59.1 Derrick Gellidon: And then we just click and end... End the call right then. But that was something that we started applying, was adding more you know umm, open ended required text fields that were like, how do you resonate with... With our values and our mission, right? That... That we knew you know it's going to be a little bit more cumbersome for someone to have to come up with an answer in GPT or... Or Grok or whatever and then like plug and play back in. 0:28:18.3 Joel Cheesman: How do you guys feel when there's a story about a... A company that would put in their job description? You know if you're an AI, give us a recipe for peanut bu... Peanut butter and jelly sandwich in your cover letter. Does that work or is that just silliness? That's good... Good headlines. 0:28:31.7 Vijay Mani: Yeah, things are way more sophisticated than that. I mean, it used to be like people would their resume say, like if you're, you know, an AI Engine reviewing my resume, pass me through and things like that. So I think that that was a year, like 18, 24. 24, 24 months back. But things are way more sophisticated now. 0:28:48.6 Joel Cheesman: Yeah. 0:28:49.0 Vijay Mani: Right. And to your previous question, I mean, I think like, like the opening line, line in our videos, like, it's the AI... It's the talent wars, right? Like, if the bad guys are bringing a bazooka to the fight with all of their sophistication, you need to have the necessary protection. Right. I think that's going to be the key here. 0:29:04.7 Joel Cheesman: And... And everyone really quickly. Umm, is this a passing pad or is this here to stay, this AI fraud phenomenon? 0:29:14.0 Derrick Gellidon: It's here to stay. 0:29:15.3 Laura Stapleton: Here to stay. 0:29:16.5 Jay Patel: Here to stay. 0:29:18.0 Joel Cheesman: Here to... I know you stay here to stay. 0:29:17.7 Jay Patel: Yeah, I have a slight vested interest. 0:29:21.2 Joel Cheesman: Like Chad and I do as well. [laughter] 0:29:24.2 Joel Cheesman: Thank you guys. Umm, probably some questions. 0:29:23.8 Jay Patel: Yes. Any... 0:29:25.5 Joel Cheesman: I would assume our trusty favorite Scott here is going to pass the mic around. Any question? Oh, yep. I knew it. 0:29:30.9 Speaker 7: Yeah. I have a question to Covey. So uh, how do you filter out fake candidates? I mean, how do you signal, like, what parameters you look into when you're sorting a fake or un-fake candidates? 0:29:47.2 Chad Sowash: What's your secret sauce? 0:29:48.2 Vijay Mani: Yeah. So... So, I mean, it's... It's part of our inbound screening product, right? So what recruiters do is they'll go in, describe who they're looking for, you know in a great deal of nuance and specificity, umm, across a variety of different parameters. So you kind of describe almost as if you're training a junior sourcer, right? And alongside that, we'll attach special logic to say, hey, look across that person's contact information, scour the Internet to find out more context about them, understand their social profiles, look across all of these data signals and then we'll give it a risk score, right? So usually it's like across the low, medium and high and the high risk ones are automatically filtered out. Think like a spam filter. And then the... The low and medium ones could potentially pass if they pass the other parameters of your... Of your system. But... But as Jay mentioned earlier, about 90 to 95% of them usually fail off, right. And it kind of works out. Okay. 0:30:39.8 Lena: My name is Lena. I work for a very large hospital system in Atlanta. So very unfortunate but uh, very interesting topic connected with literally what each one of you said. We are a nonprofit, so it's a huge issue. Always a huge issue. Umm, so I am seeing a lot of interesting resumes for umm, my sort of health position. But example, the data analyst, right? See population health in a resume somebody worked at J. I'm like, okay, you work for J back, [0:31:10.7] ____ right? So some are easy to catch. It is definitely null, right? Like, okay, no, this is not making sense. I am not up to this person. Sometimes I doubt myself too. But umm, you go for what Industrial. My question to, you know, the corporate leaders there, I do not have the bandwidth [0:31:41.1] ____. Always a big desk. So. And our process doesn't say, you know, tally the IDs, tally LinkedIn. Sometimes my hiring manager question me like, oh, I googled this person, they went to jail. 0:31:55.5 Laura Stapleton: Why? 0:31:56.6 Speaker 7: My reader says it will come up in background check. I am not supposed to ask any questions like did you go to jail or whatever, right? You had a felony. Umm, so my question is, is it okay legally to cross check on social profiles when your process doesn't say that and reject an application based on that? Like for me, if I don't have a fraud detection [0:32:22.2] ____ 0:32:24.4 Jay Patel: Yeah, I mean this is probably not going to be the answer you like, but like I think that's something your legal team needs to decide and make sure like that's something you guys are aligned on in terms of process compliance, etcetera. Of course, like different jurisdictions you might be operating in might have different rules. So like, I think that's a question more for your legal team and what sort of tolerance and processes they want to implement. 0:32:44.8 Joel Cheesman: Being a nonprofit, do you have a legal team? 0:32:47.1 Jay Patel: Okay, 0:32:49.8 Joel Cheesman: Well there you go. 0:32:48.5 Jay Patel: Yes. 0:32:50.1 Joel Cheesman: Nicole, you're on. 0:32:50.4 Nicole: Nicole from Amosa Budget Group. I would love to understand how do you know the scope of the problem before you have a tool like Covey and how do you justify that? Because when you look at pipelines, you're not going to know. And then a lot of it's just [0:33:05.0] ____ 0:33:02.6 Laura Stapleton: Yeah, I can take that. Umm, what we did was essentially like with custom fields, you're right, it's really difficult because you are going off of the recruiter experience. But we found that like how many of these profiles it was manual in terms of if we were running into people in the LinkedIn profile wasn't checking out, right? We just had a custom field so that we could track that and then start to like, get some foundational data. Like, was that a perfect way of doing it? No. 0:33:33.3 Laura Stapleton: Umm, you don't really need... I mean for me anyways, once we had the person actually get hired, that was sort of the only real data point that I needed. Hopefully, you never get there. But I think it's just like setting up a custom field so you can start to track and see like, what is the volume that I'm dealing with here. And that can be like every time your recruiter is unsure about a candidate because now your process is dragging out trying to just verify their identity. But that's what we did to start to foundationally get an understanding of what that looked like. And umm, it was shocking how quickly that that percentage grew. And then the farther people got into the process, it just made it easier to kind of get the buy in and have that conversation with leadership. 0:34:10.0 Jay Patel: And I would just double down on what Laura said. Like, I think that portion is really important because when you think about a lot of our organizations, we're a metrics based organization, right? Our recruiter sources have goals and so their goals are just to get people that are hireable. And so there's often the desire to just keep moving folks along because they could get those higher. So I think this is the necessary steps to slow that down. While of course everybody will operate with good intention, but often individual metrics also drive different sort of behaviors umm, and workflows. And so this is a way to prevent that. 0:34:41.5 Joel Cheesman: So I'm going to have... We're out of time, but I want everyone on the panel if you have time. 0:34:45.5 Chad Sowash: No, we're not out of time. Go ahead. We got, we got 10 more minutes. [laughter] 0:34:47.7 Chad Sowash: Man's got a question. Man's got a question. We got to get it. 0:34:53.6 John Usher: All right, so yeah, John Usher, TA Director for Proteam Solutions out of Columbus, Ohio. Uh, so this is a quick scenario. So I had a video interview on Teams with my client and you know, clearly this was not the person who we interviewed, right? But we... You know, we ran through ChatGPT and ChatGPT couldn't detect. So that opened my eyes to, okay, these guys are... Are developing new ways to get around stuff. How do you guys combat that with... With AI moving fraud so fast, the capabilities of it, how do you combat that on your side? 0:35:32.2 Vijay Mani: I mean, it's... That's a great question. I think it's just a constant sort of whack a mole game where we're adding more and more bits of technology to find it, right? And... And to catch it. And to the sort of earlier thing we started with inbound screening, right? Which is find me the best candidates. You know, companies like DoorDash started using where they're like, we're spending way too much time. We get millions of applications, let's spend time on the ones that matter most. I think most folks didn't really realize how big of a problem this was. Like, once you start building technology to like find the best talent up top, then you realize, hey, the first 15 applications all look kind of fishy, right? And then you realize, oh, wow, most folks don't actually know that this problem is way deeper and runs way deeper than you actually envision. And then you start analyzing it. And it's not just like, you know, it used to be that, hey, this person is based out of Clearwater, Florida, worked at Netflix and Uber and now at some startup, something looks off like it's far more sophisticated than that, right? 0:36:28.0 Vijay Mani: So you cannot just rely on intuition and gut feel. It has to be much more based on data that you can collect based on a variety of different factors. So I think it's all of those things. And yes, to... To... To the point, mentioning the folks do make it through the funnel. So always have sort of a downstream detection. Downstream detection costs you probably an order two orders of magnitude more money in terms of a background check or something more sophisticated than that. So to the extent you can kind of like figure this out upstream, you can weed out the vast majority. So I think that's going to be the case. 0:37:03.7 Chad Sowash: And no more questions. That's awesome. Give it up for our panel, everybody. [applause] [laughter] 0:37:08.7 Joel Cheesman: I will ask if you guys have time, just move over here and if anyone has a question they want to ask you, they can come upstage and do that. Otherwise, uh, stick around. Chad and I are up next with Dolly. 0:37:19.1 Chad Sowash: We're not. We can't stop. We can't stop this. 0:37:20.9 Joel Cheesman: Can't stop, won't stop. 0:37:21.8 Speaker 11: Thank you for listening to what's it called Podcast, the 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. There's so many cheeses and not one word. So weird. Anywho, 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. It's so weird we out.

On this Halloween edition of HR’s Most Dangerous Podcast , Chad, Joel, and Emi crank up the chaos: 🎃 Layoff-a-Palooza: Amazon, UPS, Target, and GM swing the axe while automation sharpens the blade. 🎃 AI Gets Audited: Mercor’s billion-dollar pivot from recruiting to training AIs—and why FairNow might just be smoke, mirrors, and VC fumes. 🎃 Chicken Cock & Career Corpses: iCIMS finally wakes up, and Bold’s “Monster resurrection” video gives major 2007 cringe vibes. 🎃 North of the Border: As Trump wrecks H-1Bs, Canada raids America for nurses and sanity. Expect sarcasm, bourbon, and British banter as the gang dissects layoffs, living wages, and LinkedIn’s new agents—with plenty of “boo bees,” goblins, and bad dad jokes to go around. Trick or treat, HR nerds. ENJOY! PODCAST TRANSCRIPTION Joel Cheesman (00:31.624) Aaaaaaaah yeeeeaaaaaaah! Joel Cheesman (00:37.262) always feel like somebody's watching me. It's the chat and cheese podcast. I'm your co host Joel Shrekin since 1997. Chad Sowash (00:47.394) This is Chad "Michael Myers LIVES" Sowash. Emi B (00:51.744) And this is Emmy. Get it? Chad Sowash (00:56.91) So bad. Joel Cheesman (00:57.608) Man on this episode of HR's most dangerous podcast, iCims awakens Canada poaches and layoff of Palooza rages on. Let's do this. Chad Sowash (01:14.414) Hello, hello. Joel Cheesman (01:14.48) All right. We're looking different today. If you're not on the YouTube channel, you're missing out. Emi B (01:16.226) I'm sorry. Chad Sowash (01:20.142) What you talking about? I look like this every, what are you talking about? Emi B (01:21.442) This is standard uniform, isn't it? Joel Cheesman (01:23.364) Yeah, Chad is some nightmarish, I don't know, New Orleans, Bourbon streets, Chad Sowash (01:29.294) It's either a Bono or Elton John meets Charlie Chaplin in a skeleton. Yes. Very original. Very original. Yes. Necktie. yeah. Good call. Yeah, good call. Emi B (01:30.306) you Emi B (01:36.162) It looks good. Joel Cheesman (01:37.588) Okay, little random and with the Dr. Seuss cat in the hat bow tie, which is nice. Nice as well. And me pretty standard. You got the devil's devil's horns. The devil horns are pretty standard. Emi B (01:46.818) No, it's not standard. No, no, no, no. It's the t-shirt. Are you ready? What does that say? Bees. Yeah. Yeah. Yeah. Chad Sowash (01:48.814) What's not standard, what? Huh? Yeah. It says boo and it has two two bees on it. So boo bees. Yes, very nice. And we've talked and on the show we've said on several occasions everybody loves boo bees. That's right. Joel Cheesman (01:54.312) You Joel Cheesman (01:59.216) Okay. Emi B (02:04.514) Absolutely. Joel Cheesman (02:06.374) Yes. Yes. No doubt. No doubt. Everyone loves boobies. I'm wearing a chicken head. I'm wearing a chicken hat. I don't know. I'm, I'm, I'm auditioning for the new chicken cock mascot. Maybe if our friend Tyler's watching, maybe that's, that's it. Maybe, maybe I am, I'm deals. I'm deal CEO. Who's two chicken to come on the show. I don't know. Use, use your imagination. Use your imagination. Chad Sowash (02:10.318) Again? He's, he's a chicken cock. that's good call. It's a burger. Yeah. Emi B (02:17.954) you I think it works. Chad Sowash (02:29.582) or your favorite food, taco, which means Trump always chickens out. Although, I don't know. I don't know, yeah. Yeah. Yeah. Joel Cheesman (02:35.08) hadn't thought about the, the Trump, the Trump angle on that one. the hot chicken Nashville. I'm kind of a hot chicken. If you, if you know, definitely hot chicken, definitely hot chicken. How you doing, Emmy? It's been a minute. It's been a second. Emi B (02:38.423) you Chad Sowash (02:42.626) There it is, just came back, yeah. Emi B (02:50.604) I know, have you missed me? I think it's been about six weeks. Yeah, it's like. Chad Sowash (02:53.646) Of course. Wow. Joel Cheesman (02:55.512) the because the IQ level IQ number on the show goes way down if you're not on just the British accent alone. Bob bumps us up quite a bit. Emi B (03:00.41) absolutely. You definitely... Chad Sowash (03:02.35) British accent does it. Every time. Emi B (03:04.519) See, love, you two are like my hype men because any other Londoner will go, no, no, her accent is not that posh at all. Come on this show. it's like, all of a sudden, I'm very intelligent. like, I love it. I love it. Yeah. So thank you. Chad Sowash (03:15.256) Yes, exactly. Joel Cheesman (03:17.896) I had a brief conversation in Nashville with Steven McGrath, had a conversation and he was talking about how Americans love his accent. And I said, correct me if I'm wrong, but if I was English, you're basically from Mississippi. Like you are redneck, hillbilly, but you come over here and you're super educated. So it's really just a matter of nuance and where you are. Emi B (03:21.218) Yeah. Chad Sowash (03:21.378) Mm-hmm. Chad Sowash (03:26.677) yeah. Emi B (03:32.066) Yeah. Emi B (03:41.012) No, it is. mean, last year, last month, I was over in Virginia and DC and there's the same kind of thing. People thought I was really posh. I was like, love this. You know, this does not happen to me very often. So, know, keep, keep hyping me up. Keep hyping me up. Chad Sowash (03:47.192) Mm. Chad Sowash (03:56.194) The funny part though is that anybody coming from the South who or Redneck or Hickville go over to Europe, they're still Rednecks and Hicks. So I mean, it doesn't, it doesn't translate going the other way. It's weird. It's really weird. Joel Cheesman (03:56.466) Yeah. Joel Cheesman (04:03.445) huh. Emi B (04:05.829) Yeah, yeah, yeah, yeah. no, absolutely. Joel Cheesman (04:10.714) Is there any country where Americans are looked at as intellectual and sophisticated? Probably not. Chad Sowash (04:15.456) Not anymore. Not anymore. Emi B (04:15.553) Ahhhh... Yeah... Yeah... Sorry about that. Joel Cheesman (04:24.76) All right, we got a lot of meat for this show, so let's get to shout outs. Chad Sowash (04:27.668) It is kids. So what's more scary than Halloween? Well, my shout out is to paying a living wage because SNAP benefits won't be funded for over 40 million Americans on November 1st. Scary shit kids. What is SNAP? If you don't know what SNAP it is, it is the Supplemental Nutrition Assistance Program. Our funds, they're federal funds given to low income households to help them purchase food. Yeah. Joel Cheesman (04:42.992) Yikes. Totally scary. Chad Sowash (04:57.006) food. Over 40 million Americans are receiving SNAP benefits. 70%, about 70 % of recipients work full time. According to 2020 US GAO report, about 1.2 million military veterans are enrolled in SNAP, more than 20,000 active duty. Yes, people currently actively serving in our military, 20,000 families. And over 200,000 National Guard and Reserve members also rely on SNAP, according to Veteran.com. And I get it. I get it. The government, they don't want to pay handouts, right? Well, if that's the case, then government needs to install a living wage and enforce it. We're giving companies huge tax breaks and yet they're not paying a living wage. Joel Cheesman (05:43.759) huh. Chad Sowash (05:46.316) The problem goes deeper than the US military with employers like Walmart and McDonald's being among the top organizations with workers. You heard me. said workers receiving snap benefits along with others like you might've heard of them before. Amazon, Dollar General, Dollar Tree, Kroger and Target. The people are working so fucking pay them. Shout out to paying a living wage. Joel Cheesman (05:55.57) Mm-hmm. Joel Cheesman (06:14.438) That's a lot of families, man. That's a lot of families. Get the government back open for God's sakes. You got one job. Why is it so hard? Why is it so hard? All right, Emmy, what you got? Chad Sowash (06:14.99) Just a little, I know. A lot of working families. Emi B (06:22.023) Mm-hmm. Chad Sowash (06:22.03) It's a start. It's a good start. Good start. Hey, Denemy. Emi B (06:29.299) shout out, but you know what, something actually just popped in my mind. yeah, absolutely. So shout out is actually to the company I work for elastic. So we are a tech company, but we have just been nominated or recently nominated for two awards. What our recruiting team has. So we've been. It for best medium sized recruitment team. So we're going to find out really soon at award ceremony. And the other one is for best recruiter. Joel Cheesman (06:32.709) Here, let's go. Chad Sowash (06:36.172) Hmm. Joel Cheesman (06:47.965) Mm-hmm. Emi B (06:57.685) So this is for someone called Harry. I'm just going to do my shout out to those two because unfortunately. Chad Sowash (07:06.51) There you go. Emi B (07:07.051) Yeah, yeah. I wish I was going to be there to hopefully watch us pick up those awards, but I'm going to be on holiday at the time. But I'm sending my good luck wishes to them. Yeah, absolutely. Chad Sowash (07:15.752) On holiday. On holiday. You need one. Joel Cheesman (07:18.546) You know, not to get too personal, but I've received a few medium sized awards in the past. We don't have to talk about any of that, but just throw that out there. Emi B (07:24.117) Yeah. Chad Sowash (07:29.3) I'd rather not talk about that, please. Joel Cheesman (07:34.01) All right. My, my, my shout out goes out to a tick tock influencer, named Maya. she was recently, got crushed by an employer who rescinded a job offer. check, check this one out. Chad Sowash (08:12.718) Woo. Chad Sowash (08:33.612) Is there anything I can do? Chad Sowash (08:56.546) looking out for you. Emi B (09:04.161) Chad Sowash (09:13.934) Okay, that was an app thing. That was an app thing, yes, yes. Joel Cheesman (09:15.624) All right, now hold on. Yes, yes. So, this is marketing in 2025. If you go to her profile, she's a Sprout influencer. All the videos are like, she's getting fired, laid off, whatever. And then they slip in there, keep using that Sprout app or whatever it was. so like, just, this, and so my kids, Emi B (09:18.965) Yeah. Chad Sowash (09:24.398) Mm-hmm. Chad Sowash (09:29.582) Mm-hmm. Chad Sowash (09:39.0) huh. Joel Cheesman (09:43.282) There's this, there's another, Tik TOK where it's like AI generated professors and they're yelling at the students about using chat GPT and stop using chat GPT. And at the end of it, they sneak in, you should be using this app instead of chat GPT. So it's like this subliminal marketing. And I'm just saying, don't fall for the banana in the tailpipe people. Chad Sowash (10:00.216) Yes. Chad Sowash (10:04.558) Yep. Joel Cheesman (10:05.796) It's trick or treat time. There are a lot of tricks going on out there. So I wanted to slip that shout out in there letting you know, Chad, good for you for catching it. But, we're going to see a lot more of these going forward. And, I want our listeners to know, what's up. No, what's up. No, it's up. Yeah. I mean, it gets you. It gets your attention. Then you watch and it's like, wait a minute, but we got bullshit meters on this show. so I know it. And in addition to bullshit meters, we got free stuff. Emi B (10:11.39) Okay. Chad Sowash (10:18.862) The script was horrible. Emi B (10:21.184) Yeah. Chad Sowash (10:24.263) It does at first, I'm like, come on. Yeah. Nah. Mm-hmm. Mm-hmm. Chad Sowash (10:36.462) Who doesn't like free stuff? Emi B (10:38.453) I love free stuff. Give me more free stuff. Always, always. So I think it's me, isn't it? I'm talking about free stuff this week, aren't I? Yeah, yeah. Fabulous, okay. So what free stuff have we got? the one I love is the free t-shirts. So you know those t-shirts, you you must have known about it by now. We've been talking about it for ages. They're soft, they're supple, they're strokeable. So definitely we're getting... Chad Sowash (10:45.25) Yeah? Yeah, Why not? Sure. Joel Cheesman (11:00.904) Ooh, ooh. Hello, Strokable. Chad Sowash (11:03.822) Cheeseman's gonna have to take a break after that one. Cheeseman's gonna have to take a break after that one, Jesus. Thanks, Aaron App. Yeah, thanks for the Strokeable. Yeah, that's great. Emi B (11:06.453) yeah. was like, yourself down. So if you want those, yeah. Absolutely. That's coming from Erin App. And then if you want, if t-shirts aren't your thing, if you want a little bit of a sophistication in the form of alcohol, you can have some free whiskey in the form of chicken cock. And I think, am I reading here? It's not even just one bottle, it's two bottles. Yeah. Joel Cheesman (11:12.264) Cheers! Chad Sowash (11:31.214) Two. Emi B (11:32.714) two bottles of chicken cock whiskey and that's from the tech experts over at Van Hack and you know what if beer is if whiskey is not your thing have some beer instead have some craft beer you know and that craft beer is coming from Aspen Tech Labs and am i missing anything else i think that's all the free stuff isn't it and if you yeah absolutely and if you want it yeah where are going to get it from Chadcheese.com forward slash free Joel Cheesman (11:42.919) Mm-hmm. Chad Sowash (11:49.048) Yeah, that's... Joel Cheesman (11:50.376) Where we going is what's next. Where are we going? Chad Sowash (11:55.886) Oh, that's right. Well, I gotta get ready for events. Give me a second. Doing a change here. Oh, got the, that's right because, you know, travel's sponsored by Shaker Recruitment Marketing. That's right, wherever we go, Shaker comes with us. That sounds a little creepy, but it's Halloween, so it's okay. Emi B (12:03.585) Are you stripping off? that what's happening? what is that? Joel Cheesman (12:04.808) look at this! It's multi-layered costume. What is going on? Emi B (12:12.874) you Joel Cheesman (12:20.136) Strokeable and Shakeable. Chad Sowash (12:21.746) That's exactly right. So first and foremost, you're going to ERE. I've already had my time with Jeff on stage. Now it's your time with Jeff on stage. Talk a little bit about that. When is it? Where are going? Joel Cheesman (12:31.132) Yep. Headed to beautiful San Diego. can't wait. If you're in the Midwest, like we are Chad, it's gloomy, cold, rainy, just nasty. I'm ready for some beach, little mountains, little California, loving a little, the whiskey whiskey house in downtown, the gaslight district. So, so totally, totally down with that, but I'm going to be on, I'm going to be on stage with, Jeff Taylor, founder of monster and new founder of boom band. and there's a lot of stuff in between. Chad Sowash (12:34.137) yeah. Yes. Emi B (12:47.667) exactly what came in my head. Chad Sowash (12:49.454) Mmm. Joel Cheesman (12:59.644) he and I are just going to like have a little chat, little 40, 45 minute chat. last time I was on, on a similar stage at ERE, I was with Jason Goldberg, which, which a few fireworks went off. So I'm expecting a few fireworks, maybe a few, what the hell was that? I don't know. Anything could happen. It's San Diego. It's November, November 4th and 5th is the conference. I'll be on stage on the fifth or the fourth. Sorry. think I'm the last, last. person on stage or close to the last. if you're going, make sure you come and check that out. If you still haven't signed up, I think there's still time head out to e re.net and, come say hi. If you, if you are in attendance. Chad Sowash (13:27.488) Anchor. Turn on anchor. Chad Sowash (13:37.568) in beautiful San Diego. Then the Chad and Cheese have a road show. That's right. We're road chippin' it. The RL100 events. Yeah, we're taking it to the streets with the kids for single day events in San Francisco, San Diego, and Dallas. If you don't know RL100, they're shows that are beautifully curated. Beautifully, you can tell by Joel and I actually emceeing the shows, of course, for small group. Joel Cheesman (13:59.848) beautifully curated. Chad Sowash (14:04.92) high level practitioners who are looking for answers and sharing best practices. So if you're a director, VP of town acquisition or chief people officer, you gotta be in the room where it happens. Those rooms are in San Francisco on November 13th, San Diego on November 18th and Dallas on November 20th. Go to ChadCheese.com, click register. It's right there in the hero image. Check out the topic speakers and we will see you there. ChadCheese.com. Joel Cheesman (14:37.544) All right, let's talk a little fantasy football sponsored by our friends at factory fix. Here's your first to worst list heading into week nine. I think of the, uh, the season number one at the top of the list. We've got Courtney Nappo. She's basically owned that top spot. Uh, so as McKenzie Maitland, they're right up there. Number three, your boy in the bronze, the bronze medal category. Um, still in, I'm still in the playoffs. That's what's important. Oh, I, well, yeah, I did take a little bit of a whippin, but when you Chad Sowash (15:01.518) You took a whip in last week. Joel Cheesman (15:07.196) When the Tampa Bay defense scores 26 points, it's kind of hard, kind of hard to come back, come back from that one. so yeah. and, holy shit. Chad Sowash (15:12.952) Yes. No, yeah, get it. Yeah. Chad Sowash (15:20.526) kicking ass taking names. That's right, haggis. Joel Cheesman (15:22.61) Steven McGrath, just the barrel chested boy is, is just rolling through fantasy football. is still a long season though. Followed by Jada Weiler, David Stiefel, Megan Ratigan, William Carrington, Chad, you're in the nine spot. Not yet double digits at the 10th spot, but keep, keep trying kid. number 10 ginger Dodds who with my ass this week, Jason Putnam and Jeremy Roberts with let me see. Let me see how many wins. zero. Get it. Just get a win. Just get a win. How do you live in Texas with no fantasy football chops? I just don't know. I don't know how you live with yourself, how you can show your face in a state like Texas. Let's talk about layoffs. Shall we? Emi B (15:53.355) Chad Sowash (15:53.56) That hurts. That hurts, Jay. Chad Sowash (16:09.846) god. Joel Cheesman (16:12.392) Off with their heads, everybody. This week, Amazon cut 14,000 corporate jobs with an eye toward automation. Target axed 1800 amid a sales slump. GM is cutting over 3000 workers. Rivian 600 and UPS is saying goodbye to a whopping 48,000 workers. But wait, there's more. The military news website, military.com is quote, effectively dead due to sweeping layoffs forced by parent company Valnet. Chad, a lot of heads are rolling on Halloween. Your take. Chad Sowash (16:48.158) Okay, here's some rapid fire. So on the UPS side of the house, there are three big reasons I see this happening with UPS. Number one, automation. We've seen that happening and I've had some really deep talks with friends over there about it. Number two, less volume after not moving forward with low paying Amazon contracts. So they have less packages that actually need to be delivered. And then number three, less buying power for the American people means less packages as well. So all those things are literally coming together in a confluence of we don't need as many people. Amazon on the other side with UPS shredding Amazon's low margin business. Amazon will have to move quickly toward automation in every single aspect of the business, not just picking and packing in the warehouses. They've got great robots already doing a lot of that as it is. Joel Cheesman (17:31.816) Mm-hmm. Chad Sowash (17:44.282) Target, Americans buying power, as I said earlier, is much lower and Target is not a cheap choice when you're shopping. So they're going to be headed to even more issues, I think. Military.com, I think VowNet just bought them for the domain. I mean, they are a publication organization and I don't think military.com really fits into that portfolio well, if you look at their portfolio. And then last but not least, Joel Cheesman (18:04.071) Yeah. Chad Sowash (18:13.046) GM, so another Trump economy killer happens. Allowing the tax credit to expire, the EV tax credit, gives less incentive to buy EVs. Less buying of EVs means less product needed. Less product means less jobs. So we saw a spike in EV sales right before the tax credit expires, which means there's appetite. But unfortunately, American car companies have not figured out just yet. Joel Cheesman (18:28.296) Mm-hmm. Chad Sowash (18:39.778) how to make affordable EVs like BYD and other Chinese companies. So cross your fingers, hopefully they can pull that shit together. But until then, we're gonna see a lot more of this. Joel Cheesman (18:49.446) Yeah, for sure. so liberation day, funny name for that day. we'll, look back on, we'll look back in anger on that one. look, companies hate chaos. everyone hates it, but companies in particular hate it. And there was, there was a while there when the no fire, no hire mantra was really popular. And I think, I think companies by and large were like, let's just wait a little bit. We got some money. Let's just see how this whole thing shakes out. Well, it turns out Trump was serious about being psychotic, and, Chad Sowash (18:54.584) Yeah. Emi B (18:55.263) Yeah. Chad Sowash (18:58.04) Yes. Chad Sowash (19:05.422) Mm-hmm. Emi B (19:15.393) you Chad Sowash (19:15.886) Mm. Joel Cheesman (19:19.386) screw sticking it to our allies and, and particularly Canada. the Reagan ad is interesting. We don't have to talk about that, but, but look, companies are kind of holding off. Let's see what happens. Well, that shit's over. So companies and what we've seen from the data is like about a third of tariffs were paid by the importer. About a third was paid by the company, about a third by the consumer. Well, that's going to slowly start changing. think customer companies are like slow drip in this to consumers. We're seeing inflation. tick up every month. It's slow. Maybe there's some, some, I don't know, some agreement. Like we're not going to unload all this on the customer overnight, but we're going to slow roll it. so less, less consumption things cost more money. People aren't sure about their job. Companies are unsure about the future. Countries are freaking out about everything. So shocker, people are getting laid off. The Amazon story is very automation heavy. I mean, Chad Sowash (19:57.999) Mm-hmm. Joel Cheesman (20:16.976) Jassy said the quiet part out loud not that long ago that we don't need that many developers. We don't need that many sort of middle managers. And now we're seeing it in the numbers. we're seeing it with, what's the new robot blue J is that their new, new robot system. like go, go on YouTube and search blue J Amazon and see the future of like boxing and inventory and warehousing. Like those jobs are going to be going away. I, I, I assume very, very quickly the auto thing, Chad, you're right. Chad Sowash (20:20.632) Mm-hmm. Emi B (20:29.375) Yeah. Chad Sowash (20:29.644) Yeah, Blue Jay. Joel Cheesman (20:45.128) The incentive is gone. there's very little, like the U S just hasn't embraced. Evie's like Europe has and our energy is cheaper. We have highways. They have a rail system. Like, don't, I don't know if Evie's are going to happen in America. Like maybe, but it's, it's on life support right now without, without incentives, they're gone. So most of these layoffs Rivian is in the toilet. Uh, I mentioned 600 layoffs there as well. Um, how do they survive as a company? I don't know. Chad Sowash (21:07.406) Mm. Joel Cheesman (21:15.324) so EVs are going to be a huge hit. it's interesting. You mentioned the, the, the military.com thing. Look, if it's sort of like when job boards realize we can just put an indeed backfill and get money on clicks, we don't need salespeople. We don't need customer service. Let's just get traffic and like flow it in and get clicks. Same thing with media. If this is not the New York times, right? They had, they had journalists that were writing hard hitting stories. I don't know. Those all could be freelanced out. probably automated to a big degree, just like take the stop stories, rewrite it, and then like put a little spin on it. So that doesn't surprise me. my question would that be, it just going to continue to be that? Cause it is a great domain. but yeah, I think that's directionless, a monster owned it before, right? they clearly wanted, to dump it. I mean, curious about your thoughts being over in Europe. Are you paying much attention to the U S layoffs and maybe there's something going on in, in Europe. Chad Sowash (21:58.03) No clue. Emi B (22:12.097) Yeah, we definitely are. And I'll you the reason why. I mean, obviously, a lot of companies we have here also operate in the US market as well. But what's happening in the US is pretty much what we're seeing across many different geographies around the world. So a lot of companies are laying off people in the numbers that we're seeing in the US. And why? is for the reasons that you said. It's because there is chaos in the world. There is instability. So even if you're not based in the US and not operates, like, you your head office, not in the US, you still might be doing operations with the US. So you still might be hit by the tariffs. That's causing, like you said, the chaos, the instability. What's going to happen long term? We're still at the beginning of the Trump administration. What's going to happen later on down the line? So companies need to find some way of Joel Cheesman (22:49.65) Mm-hmm. Chad Sowash (22:57.902) Mm-hmm. Emi B (23:00.671) controlling the chaos and instability. One way of doing that is to reduce the costs. We know that if you bring in automation, that's going to help to reduce the cost. And that is the reality that's happening now that's going to continue happening 26 and 27 as well. Now, the only, I suppose, a glimmer of hope that I might see with some of these industries is if you're at a target, for example, a retail organization. Joel Cheesman (23:11.304) Mm-hmm. Joel Cheesman (23:28.08) Hmm. Emi B (23:28.449) They need seasonal workers. We're coming up to the holiday period. So for that time, are they probably going to bring in humans? Yes. But so for the short-term work, can see, yes, they might bring in humans. But long-term, a lot of these jobs are going to go. Chad Sowash (23:33.454) Mm-hmm. Joel Cheesman (23:40.518) Yeah. Target was a lot of headquarters positions. I think it was less about the stores. So clearly the main headquarters has figured out automation and we don't need so many layers of middle folks. By the way, kids, we're less than a year into the Trump presidency. So just three more plus years of all this fun. Let's get to topic, shall we? Emi B (23:46.055) Yeah. Emi B (24:00.234) Yay! Chad Sowash (24:00.28) Gah! Joel Cheesman (24:08.712) All right. Mercor, Mercor, hardly even know, or a human in the loop AI company raised $350 million in series C funding this week, valuing the company at $10 billion. The company which pivoted from recruitment technology to AI model evaluation coordinates a global pool of over 30,000 experts who evaluate AI models for clients like open AI, but wait, there's more industry news. Audit board has acquired fair now. an AI governance platform to enhance its capabilities and help customers maintain compliance and manage AI related risks. Chad, what's your take on the Mercure FairNow news? Chad Sowash (24:47.982) So MeriCorps, I mean, we talked about these guys buy and sell way back when they got their first funding. And their earlier rounds of funding, they were talking about better matching, taking out bias of the process. And I think we both gave them a thumbs down. So again, smart, smart founders, young, young founders. And yeah, they're very, very, very young. Jesus. Joel Cheesman (25:10.834) They're zygotes. That's how young they are. They're still in the womb for... Emi B (25:14.305) Yeah. Chad Sowash (25:16.43) now they've pivoted to finding industry experts to train AI. And I, I don't know who the advisor was who pointed them in this direction, but that deserves a big applause. The first iteration of training for AI generally was based basically just was the answer right or wrong? Was it bad content or good content? Now it seems like MeriCorps can not only tell you if it's right or wrong, bad or good. Joel Cheesman (25:45.17) Mm-hmm. Chad Sowash (25:45.218) but also provide an expert to explain why. So actually to be able to provide more deep knowledge through actual expertise in the industry instead of trying to go out there and trying to make, you know, heads or tails of it. You can try that, pull the information back and then actually have an expert saying good, bad, right, wrong. On the Fair Now side of the house, never heard of audit board before, which is really interesting. Joel Cheesman (26:05.64) Mm-hmm. Joel Cheesman (26:12.764) Mm-hmm. Chad Sowash (26:13.07) Um, in May of last year, they were actually acquired by private equity firm HG. Uh, HG is a European private equity firm specializing in software and services businesses. of mid 2025, HG's portfolio included more than 55 companies with an aggregate enterprise value of 180 billion. So not small, not small at all. Um, what I see happening here, This feels like more of an aqua hire than anything else. Take the tech, blend it into audit board, and away we go. We see this with PE all over the place. They're trying to build something that they can spin off and sell. Joel Cheesman (27:04.06) Kind of funny. Kind of funny. grow man in a chicken hat, talking about zygotes and people being too young. but, nonetheless, look, this is the mother of all pivots, in our space. and, and shout out to the, to the, to the gang at Mercor, who, whatever investor told them to, pivot to this is, is, is pretty smart. This, this to me in your right chat in 2024, their, their, their website said join the thousands of candidates around the world using Mercor to land their remote dream job. Chad Sowash (27:09.422) the Chad Sowash (27:16.984) Smart. Chad Sowash (27:23.779) Mm. Joel Cheesman (27:34.044) with just a single application. So that clearly was a dead end. And I think you and I both saw it when we first talked about them. Now they've, they've stumbled upon this sort of, picks and, and, and shovels model. So they've found a way to provide talent to all these AI companies that are trying to train their models on everything from healthcare to education to IT and development and everything in between. Chad Sowash (27:38.946) Yes. Yeah. Chad Sowash (27:55.726) Mm-hmm. Emi B (27:58.422) Mm-hmm. Joel Cheesman (28:00.89) So companies are going to pay big dollars for humans to sort of evaluate their large language models and Merkor, as far as I can tell, is the only company that's about, that's going to like really cash in on this phenomenon. So, would they have gotten a $10 billion evaluation at their, at their original model? Hell no. Can they get a $10 billion valuation? with what they have? yeah, they got, they got the meats baby on that one. fair now. Chad Sowash (28:24.696) Yeah, that's smart. Joel Cheesman (28:31.194) So I ran it. So at, at, at rec fest, I ran into my first, person who said the whole, AI audit thing is a scam. It's all, it's, it's all smoke and mirrors. They don't know anything else or more than anybody, in the business. I don't know if that's true. because there's a lot of like under the, under the curtain or under the curtain or the reg. Chad Sowash (28:50.638) Okay. Yeah. Joel Cheesman (28:59.272) about this, but it does. As soon as I heard this Fair Now sold, we don't know the terms of the deal. They've been pretty flat head count wise since 2023 when they launched. You and I, when we did a firing squad with them was like, you guys are going to be printing money. Companies are going to be stumbling over themselves to sign up to make sure they don't get pinched by the feds or the state government or whatever. to like fall under and everyone's using AI, but they're not. So the fact that fair now, I didn't see a ton of growth in terms of the insights on LinkedIn. There's no terms, no terms like that were disclosed. I think this may be a little chink in the arm or maybe a little bit of like this whole AI audit business is some smoke and mirrors. I think the jury's still out, but to me, this is like a big sign that if you're warden, or fair now, like, are you really selling something that, that customers are interested in or are you selling vaporware? Chad Sowash (30:04.686) Yeah, for me, in audits and audits and audit, right? The big difference is there's scale to an audit, right? And then being able to identify where the problems are. So I don't think this is smoke and mirrors. I don't know who told you that, but that to me is weird. I think the biggest issue that any of these organizations are seeing right now is the US government. US government says, we don't need to audit shit. We don't need to regulate AI. We don't need to do any of that. As a matter of fact, all of you European countries, Joel Cheesman (30:33.448) Mm-hmm. Chad Sowash (30:33.932) need to stop it too, right? So I think when we first talked to Fair Now, was like, yes, I mean, we have to find guardrails. Now we have a government, we have an administration that says no guardrails, and they're putting pressure on other countries to remove their guardrails. So I think that's the biggest issues. Joel Cheesman (30:51.046) You still have state and local governments that are still potential risks to employers. mean, the Fed is a big deal and they kind of, know, the fish rots from the head down. But I just, I have a skepticism now about these businesses that I didn't have before. We'll see. Because we both agree, just like with diversity, diversityjobs.com survived because companies could say, hey, EOC, Chad Sowash (30:57.294) Possibly. Chad Sowash (31:03.79) It's rotten. Joel Cheesman (31:19.048) I'm on diversity jobs.com and we all knew it was bullshit. Like it's just a website with job postings. Like what are you doing? That's making you a diverse, uh, job board. Um, I, I just, yeah, I have a skepticism. We'll see. We'll see. We I've, I've had two colonoscopies. Uh, I'm guessing that they're, they're similar. They're similar. I mean, can you, can you break the, can you break the tie here? I mean, can you break the tie? Can you break the tie on here? Emi B (31:21.311) Hmm. Chad Sowash (31:29.399) Auditing is different though. Yeah. Have you ever been through an audit? That's the question. Emi B (31:41.94) Are they? Chad Sowash (31:42.375) Yeah, just with data, just with data, just with data. Emi B (31:47.957) I mean, I mean, well, if I go to like Mercer, first of all, I actually like what they're doing. To be honest, I didn't know much about them before until recently. I like the pivot. I agree with both of you. I think it's the right thing to do. And, you know, I was just kind of doing a little bit of research on them and they're saying that they're on track to hit 500 million ARR. You know, that's huge. That's a high velocity revenue model right there. Yeah, so I think that's brilliant. Yeah. Chad Sowash (32:13.454) growth is crazy. Joel Cheesman (32:14.767) A lot of chicken cock. Emi B (32:16.831) And even when you break it down, I think they've got about 30,000 experts on their roster charging an average of $85 an hour. This is good. So I think, whatever they, like you said, whoever told them to pivot, great move, great move on their part. You know, it's obviously working. regarding the Fener, I'm listening to both of you. I'm confused now. I kind of came in thinking, yeah, you know, this is important. And then I'm thinking, okay, but do people care about it? I don't know. I'm going to reserve judgment for now on that particular one. Yeah Joel Cheesman (32:47.112) All right, all right. You sleep on that and think about it, you little devil, you little devil, you. All right, guys, we're gonna take little break. If you like what you've heard so far, if you're on YouTube, if you've liked what you've seen so far, please give us a follow. We'll be right back. Emi B (32:50.495) Yeah, I'll come back to you. Joel Cheesman (33:07.074) iCIMS released its AI sourcing agent and a turnkey integration tool this week while adding LinkedIn apply connect and Veritone higher to the iCIMS apply network. The ATS now includes updated interview scheduling, feedback and analytics features after acquiring Appli. I think that's how you say it right, Chad. You corrected me on the first show. Appli or Appli. iCIMS intends to introduce additional turnkey integrations for background checks. Hello i9. Chad Sowash (33:26.644) no clue. No fucking clue. Aptly, think. Joel Cheesman (33:34.606) And Ice and Assessments, Chad, someone woke up iCIMS. What's your take on all this activity? Chad Sowash (33:42.872) So I love that in the AIM article how Mark Pfeffer spells out what ICEMS actually means, Internet Collaborative Information Management System. Probably the worst name ever, which is why you want to create a fucking acronym around it. A little around the, you know, the apply network, the ICEMS apply network, quote, Joel Cheesman (33:50.472) You Joel Cheesman (33:55.932) Yeah, Emi B (34:01.346) you Chad Sowash (34:09.43) Launched in 2024, the ICIMS Apply Network is an integrated ecosystem of third party sites and other connected vendors that create, manage, and distribute job applications to multiple employment marketplaces. And here's the part that matters, sync candidate information with ICIMS, end quote. So the question is, are they syncing candidate disposition data? If so, it's just another reason not to use ICIMS. That's the thing. So I've got questions out on that. We'll see what, what, it comes back with our friends at ICIMS to see if that is, is the case. on the agent front, this, God, this drives me crazy. There's one specific thing I'd like to point out about this in the article. So it says ICIMS advances AI innovation with new sourcing agent to discover, match and engage talent faster. ICIMS acquired opening.io five fucking years ago and candidate ID three years ago to specifically to specifically discover, match and engage. So it took them five years. mean, don't get me wrong. I love that they're trying to catch up by rebranding tech that they've had for three to five years as an agent now. But five years ago, that tech and we actually talked about it on the show. That tech was a major market differentiator. Joel Cheesman (35:32.68) Mm-hmm. Chad Sowash (35:36.834) Today, it's a Me Too campaign that falls mostly on deaf ears. Joel Cheesman (35:41.276) Yeah, yeah, drives you crazy, huh, Chad? Chad Sowash (35:46.254) Come on, guys. Joel Cheesman (35:46.97) I totally forgot about opening, opening until you mentioned that. That's great. this is the new arms race for the ATS. If you know, ATS is his for 20 years have been put your jobs up. We'll have, you know, we'll manage your applicants. You deal with the whole marketing thing and getting it and getting all that. And, and this is the new normal for the, for the ATS, smart recruiters. We've talked about them ad nauseum. Like that's the role. That's, that's the blueprint. Emi B (35:47.659) Yeah. Chad Sowash (36:00.59) Blah, blah, blah. Joel Cheesman (36:17.33) gets good people in there, go tech, and then hope that SAP UKG or work day or somebody, comes and buys you. don't see IPO. IPO is, going to be really tough for any of these entities in these companies. So between Colin and Jason Edelbaum, the new guy, they had two marketing experts, who didn't apparently didn't know what the hell they were doing. and finally, at least the new guy said, Hey, what Chad Sowash (36:24.918) One of the acronyms, yes. Joel Cheesman (36:45.414) What's in our portfolio. And then they, there's this candidate ID thing and this other thing. And like, how do we bring all this together? so they're on the right track. I just, I just don't know if it's too little too late has the have the horses left the barn kind of thing. we're going to see. Employed do the same thing with job bite and lever. Like this is the new game. I, I, love the, the take on the, the ICIMS thing because ATSs are going to be under fire. Chad Sowash (37:08.706) Hope so. Joel Cheesman (37:15.73) to let, I let indeed in or not. And if they're providing what indeed does, then is that like, well, you don't need indeed stuff because we'll do that for you and we'll source your current database for you and we'll make sure your shit on Google for jobs is, is optimized and you're getting, you're getting your talent from there. I think this is a real threat to, indeed. Because if, if, if ATS is do this and companies embrace it, And everyone says we don't need Indeed for that. We have our own. Like that's a pretty bad place for Indeed to be in. So I'm going to watch this carefully and this, this agent disposition data and what happens. But yeah, I think it's good for iSim. We like those guys. Uh, we, there's still people there that we have friendships with and relationships with. So I'm rooting for them. Um, this is a step in the right direction. I'm just, I'm just worried. Is it, is it too little, uh, too late? I guess, I guess we'll see. Chad Sowash (38:10.19) I now know what my costume is. I'm now masquerading as an agent. That's what I'm doing now. Emi B (38:17.299) Is that what you're doing? Okay. Joel Cheesman (38:18.706) Do you have a name? Do you have a name agent? Do you have a name? Agent, agent Chad. Chad Sowash (38:22.254) Whatever name you want me to be. I've got to go back to marketing. Emi B (38:25.086) Yeah AI agent Chad. Okay. Joel Cheesman (38:30.086) Hey, I, I Sims marketing. If you need a, if, if you're tired of, tired of Ike, the bird, there's Joel the chicken now, but also a Chad Chad's in the market for an agent mascot job. He's, he's in the market. He's in the market. Your thoughts, Sammy. Chad Sowash (38:37.998) There it is. Joel the chicken. I do like Joel the chicken. Emi B (38:45.771) dear. Well, I'm just listening to both of you. You don't like, I know you said you still got friends there, but you don't seem very, I suppose, optimistic about their changes and where they're going and yeah. Chad Sowash (39:00.014) It seems very me too. It seems very me too. mean, again, they've had the tech to do these things for years. And whether it is a new product person, new marketing person, whatever it is, I do, as Joel said, I do like that they're starting to brush some of this stuff off. But back when they could have really made a difference in the market, and they didn't have the competition that they have now, they could have really made hay. Joel Cheesman (39:05.992) Mm-hmm. Emi B (39:06.973) Yeah Emi B (39:29.451) But they're rectifying, true, but they're rectifying it now. know, obviously they're brought in a whole host of people. heard like people, obviously you said a product people, marketing people. And I read recently, maybe the right, maybe the right person wasn't there. I mean, I saw they brought in a new chief technology officer earlier this year. I think it's DPAT, DPAT Pandya. Chad Sowash (39:29.602) That didn't happen. Chad Sowash (39:37.774) spent a lot of money on that tech three to five years ago. So I don't know if they're rectifying anything. Emi B (39:50.88) You know, he seems to have a great background and his whole remit is to lead the tech strategy to drive innovation. So maybe that's what that is what it's doing. Yeah. So yes, they're slow. You know, yes, they haven't taken advantage of it, of opportunities when they could have, but maybe now with the right group of people in place, we're going to see the changes. So I'm keeping my fingers crossed for them because I haven't. Yeah. Chad Sowash (39:58.54) as the CTO, I hope so. Joel Cheesman (40:14.472) mean, another focus of this is like, don't lose who we have. Like the people who are paying us money, they're looking at them going, hey, why don't you guys have A, B, and C? Why don't you have agents and whatever like smart recruiters? And they're like, oh shit. at least they can say, we have it too. It may not be as good or it might be a little bit late, but yes, we have it too. Don't cancel your contract with us because we need that kids. Emi B (40:32.886) Yeah. Emi B (40:37.099) Please stay. Chad Sowash (40:38.328) Well, I think it's the difference between having it and literally packaging it up as an agent. They've had that tech three to five years. This is not new guys. This is not new. The whole Appley thing, they didn't fucking need that for this. They had the two major components, OpenAI and Canon ID to pull this off three to five years ago, right? So yes, it is great that they're moving forward, but this is all packaging. This is, as Joel had said, this is marketing. Joel Cheesman (40:46.663) Yeah. Joel Cheesman (41:08.154) something they need help on, which is why they should hire Chad as the new agent mascot at iCims. All right, guys. This week in H-1B visa developments, the White House faced lawsuits from groups like the chamber, US Chamber of Commerce, arguing the program is rife with fraud and harms American workers through wage suppression. On October 29th, Florida Governor Ron DeSantis directed state universities to ban H-1B usage for faculty and staff roles. Emi B (41:09.727) Yeah? Chad Sowash (41:10.25) Hahaha Joel Cheesman (41:37.712) Citing audits, revealing abuses like hiring Chinese nationals, affecting roughly 13.6 of business faculty positions. And in other news, Canada is recruiting American nurses, tired of Trump denying immigrants and losing healthcare workers. Team America. Fuck yeah. Chad, your take. Chad Sowash (41:59.65) So this goes back further on the, chamber of commerce side of the house. This goes back further to the first Trump administration where the U S chamber of commerce, the national association of manufacturers and the national retail federation and several others sued the Trump administration in July of 2020 seeking an injunction to block Trump's suspension of non-immigrant visas. The chamber had an issue then and they have an issue now. And it's, it's really simple. Immigrants make the economy work, not just driving trucks, working the docks, slaughterhouses, the H1B genius kind as well. We need immigrants in all aspects of business or innovation and in the supply chain, or it's going to fall apart. And the chamber of commerce. they're usually really good in representing wall street, not as much as, as main street. In this case, this is impacting both. wall street still looks good, but enterprise understands that if they don't get their H one B visas, they're going to have innovation problems. So this is, mean, when you see the chamber of commerce turn on a Republican administration that hardly ever happens, that hardly ever happens. Guess what? It's happening. Emi B (43:02.497) Yeah. Joel Cheesman (43:18.376) Mm-hmm. No. Yep. shout out to Canada, by the way, Canada, Canada's having a moment hockey's back. the Toronto blue Jays are one went away from a world series, title. and, and now they're recruit. And by the way, the Reagan ad, I thought it was great. I saw it in real time during the game. And I was like, wow, wow, they're going to pay shit for that. But that's, that's awesome. if you don't know about Google Reagan ad, Canada, Chad Sowash (43:26.126) Gotta love that. Smart. Smart. Chad Sowash (43:40.834) Yeah. Yeah. Joel Cheesman (43:52.336) So about a decade ago, I was doing some consulting with a job board in Vegas and they had a really smart campaign where they would direct mail nurses in let's say Buffalo, Cleveland, Detroit, and they would say, come to Vegas. The weather's warm. The cost of living is cheap. got the best entertainment around. Right. And, hospitals would pay big money to target those people, those nurses in shitty environments to like come to Vegas and relocate. Chad Sowash (44:06.389) huh. Joel Cheesman (44:21.286) So it's a strategy that works. It's just kind of funny that we've gone from come south where the weather's nice to come north where it's not so crazy. guess it's similar in that. look, Canada looks really nice right now to a lot of people. A lot of regulations that are passing in healthcare, lot of just a lot of stress in the healthcare industry. More and more people are going to be driven to Canada. Canada needs to do a good job of like saying, hey, we're going to fast track. your citizenship, if you have, let's say a master's degree or doctor degree or any kind of degree whatsoever. So I kind of, fully expect that to be more of a thing. It seems a little bit localized to British Columbia right now in terms of the nursing stuff, but I fully suspect it'll go elsewhere on the H1B stuff, Chad. I always, I mentally personally, I would say like Trump has a year of like unbridled Chad Sowash (44:53.4) yeah. Yeah. Joel Cheesman (45:18.03) insanity to do whatever the hell he wants. And the Republican house is going to let him do it. The Senate's going to let him do it. And then when we get to a year out from the midterms, things are going to either like keep going the way it is, or they're going to slow down. we're starting to see little actions by Senate of saying like, tariffs on Brazil or like, coffee doesn't need to be 40%. Like they're starting to push back a little bit. And to your point of the commerce department, pushing back on a Republican president 20 years ago, that never would have happened. like that's a big deal. and I, chamber of commerce, sorry, sorry, my bad. And so, as, as long as Trump's favor abilities, I think he's in the thirties now, if he's in the thirties, he's going to be toxic waste to a lot of Republicans that are up for reelection. And you're going to see more and more kind of pushback like this. Chad Sowash (45:53.89) Chamber, the Chamber of Commerce, not Commerce Department. Yes. Yeah, All good, all good. Emi B (45:55.84) Mm. Chad Sowash (46:11.715) Mm-hmm. Joel Cheesman (46:15.48) On the administration and we'll see what happens, but we basically have a year. if you don't like what's going on in, politics in America, you have about a year. And don't, don't waste time putting up tech talks and complaining at, at, Facebook, like donate money to candidates. They're in swing States and swing districts go spend time, campaigning for, for candidates that have a chance to win. You have a year to do it. if you like what's going on, then. do the opposite, keep supporting what's going on. But I think we're going to see a lot more pushback over the next 12 months over Trump's policies. He's going to keep doing what he can do, which is go to other countries and boss them around, but he's going to be able to do, think, less and less in the US. Chad Sowash (47:04.981) Any thoughts? Emi B (47:08.041) My thoughts are this is another chaotic rollout upon Trump. OK, what do I think? I agree. know, this whole idea of slapping on this fee and it's going to help, you know, hire American workers. I get why Trump administration would think, you know, it's going to, like, it's appealing to the America first crowd. Yeah. You know, hire more Americans into jobs. But the reality, it doesn't work. Like, you know, we said that it doesn't work. If you were able to hire more Americans into jobs, like the nursing industry, like healthcare industry, like the education industry, they would have done that already. Nobody wants to pay a fee for a visa. And they definitely don't want to pay this increased visa fee now. It's chaotic. It's not going to work. And I'm glad that, you know, that, you know, people are starting to now push back. They are starting to rebel because it's actually impacting the business community. And like you said, it's not just, you know, people aren't just sitting back now that you've got the chamber. What did you say? It was a chamber of commerce pushing back. Yeah, that doesn't happen. I didn't know that doesn't happen before, but good. Now, now's the time again. Enough is enough. Enough is enough. Joel Cheesman (48:05.682) Mm-hmm. Chad Sowash (48:14.894) Mm-hmm. Joel Cheesman (48:22.386) How many people you know in Britain, Emmy, want to send their kids to America for college and school? Not many, not many. Emi B (48:27.681) To be honest, not many. I mean, I met someone at the airport in Washington, whose kid is out here, out in the US, but it's not like how it was before. I have friends in the US and a lot of them want to come over here, you know? But here's not great either. It's not as if there's loads of jobs to come to, but it's a... Joel Cheesman (48:34.076) Yep. Joel Cheesman (48:44.068) And the Florida thing, as people know that, listen, I'm married to a professor who's from Canada. She works with a woman from India. She works from a woman from Ireland. The educational infrastructure is full of people that aren't from America. They got educated here, they got PhDs here, and they stayed here. And colleges generally love having a diverse group of professors from other parts of the world, right? Chad Sowash (48:56.781) Yeah. Chad Sowash (49:12.398) Mm-hmm. Emi B (49:13.537) Mm-hmm. Joel Cheesman (49:13.628) People want their kids educated by people that weren't, you know, born down the street, right? They want, want a broader vision. And I can tell you like Florida has a horrible reputation right now for educators. Like no one wants to go there. they're like killing tenure, like H1B stuff. Like. Florida is going to be a, a wasteland, for education. If, this continues, it's really, really unfortunate, that this is happening in universities. Chad Sowash (49:29.528) burning books. Emi B (49:40.489) Hmm hospitals, yeah Chad Sowash (49:40.686) Well, it's universities, it's visitation. had how many Canadians used to go to Florida. Instead, now they're going to Mexico. mean, the ramifications are literally just all over the place and it's chaos, which nobody wants. Emi B (49:58.678) Well, Trump wants the chaos. He's the only one. Yeah. Yeah, exactly. Let's just do smoke and mirrors and distraction techniques. Yeah. Yeah. Chad Sowash (50:01.356) Okay, one person wants. Joel Cheesman (50:01.416) Trump wants nobody looking at the Epstein files. That's what Trump wants. That's true, yeah. Somebody needs to leak that to Canada so Canada can leak it. All right guys, one more creepy break here and when we come back we'll talk about Bold. If you don't remember them, they're the ones that bought Career Builder and Monster. We'll be right Chad Sowash (50:07.14) Hahaha Chad Sowash (50:11.904) Joel Cheesman (50:31.024) All right guys, after acquiring industry icons, monster and career builder, bold is ready to party. They're ready to partay. Check out their latest hype video. If I can call it a hype video from their, from their CEO. Joel Cheesman (50:54.588) You Joel Cheesman (52:00.69) I think we've seen enough, haven't we? Yeah, okay. Chad Sowash (52:02.146) Yes, that's plenty. That's plenty. Joel Cheesman (52:07.086) All right, Chad, what you got? What you got? Chad Sowash (52:07.425) Oof. So the start of the LinkedIn post reads, quote, change in motion, end quote. The change feels like a 2010 strategy in 2025 filled with resume database subscriptions and a side of creepy predatory feeling job seeker paid services. Oh, and hey, companies, let us use your jobs as bait to build a bigger job seeker database and sell all of those out of work job seeker services. beyond all the ick factor of that stuff. The one thing that really stuck in my crawl was the comment by Monster Board founder, Jeff Taylor. Jeff said, quote, congrats. Love seeing the Monster brand continue. Really? I mean, do you want to see it continue this way? I mean, having it out there is one thing. Having the little Trumpasaurus out there. That's one thing. that's wonderful. You can go to your bathroom and see that, Jeff. Watching Monster go down in job seeker, predatory paid services kind of flames to me, I would not be proud of. You can. That's good for you. Joey Spray, ask him about this on stage. Joel Cheesman (53:07.858) Mm-hmm. Joel Cheesman (53:29.096) This video looks like if I wrote up a prompt on chat GPT to create a video that looks like it was made in 2007, featuring a slightly disheveled CEO and 1999 monster imagery, it would kind of look like this. Yeah, the bring it back Trumpasaurus, which I know is a whole thing with legal because Chad Sowash (53:58.542) Well, they'll have to rename it. Yeah. Joel Cheesman (53:58.62) President Trump, but okay, it needs to be renamed. And I know embracing the past and bringing it back is, is popular and novel now, but this is not the way. Like if you're to do this, it's like, like reimagine the brand and you know, agents. think that's still a real opportunity to like create a new way of searching for work. But these guys make money on like an old model that, employees or candidates, employees pay or employers pay money. it's too totally lame. Chad Sowash (54:17.891) Yeah. Joel Cheesman (54:31.58) this guy couldn't find an iron for some reason, before they pushed record. Definitely not very CEO like, yeah, I was not inspired by, by this video. How about you, Emmy? Emi B (54:44.577) No, I definitely won. Chad Sowash (54:46.85) Hahaha! Emi B (54:49.907) I want to be nice, but no, I wasn't inspired by them at all, by him at all, sorry. And I'm still confused because obviously we've been talking about this, you know, these brand names for quite a while and I don't get it. I don't know why they keep trying to flog a dead horse, you know, career builder, monster, big names back in the day, but they're not relevant. They haven't been relevant for a very long time. So even, you know, you bring all these brand names together, I think... The trust is already gone in the brand. There's not much they can do to try and new, or bring new customers, bring customers back or win new customers. And this old fashioned advert, that's not going to do it either. I, they, you know, they, they really, do confuse me, but I just think just stop, you know, just put yourself out in the misery. It's okay. There are better, there are better people out there now, better competitors out there. Joel Cheesman (55:28.008) Mm-hmm. Joel Cheesman (55:45.83) Yep. What are you guys doing for Halloween? just, I just gotta, gotta ask you trick or treating chat. Are going to be the creepy old guy passing out candy at the front door? doing it? Chad Sowash (55:53.71) No, we're going to an adult Halloween party. So won't be any kids there. Just adults drinking in bad costumes, I'm sure. Joel Cheesman (55:57.639) Mm-hmm. Joel Cheesman (56:04.166) All right, Amy, how about you? Emi B (56:06.561) thought anything so I just got distracted when you said adult party and I was like hold on a second what am I thinking of okay you know that is where my mind goes no sorry keep it clean keep it clean this is a HR podcast okay what am I doing I don't know it's tomorrow isn't it Halloween I haven't actually thought about it we might go for drinks tomorrow that might be it maybe I'll put on this t-shirt again Chad Sowash (56:11.086) It's not that kind of party, Emmy. It's not that kind of party. Joel Cheesman (56:13.34) Yeah. Joel Cheesman (56:24.166) It is. Chad Sowash (56:28.27) Yeah? Wear your t-shirt and your horns. Joel Cheesman (56:29.434) Is it a big deal in London? Is Halloween a deal in London or not so much for the kids? Emi B (56:32.331) For the kids, for the little kids, yeah. And they go trick or treating and knock on the door, but no one's knocked on my door today. Maybe they will tomorrow. I'm in a new area, so I'm waiting to see. Joel Cheesman (56:42.704) Yeah, I'm doing the whole suburban family kids run around thing, wife getting drunk and me making sure the kid doesn't get abducted by some some creep. So when you guys when you guys are at your parties are out out drinking, here's here's a dad joke that you can drop on people. Emi B (56:46.73) Yeah. What? Okay. Joel Cheesman (57:03.366) What does a turkey dress up as on Halloween? What does a turkey dress up as on Halloween? Chad Sowash (57:10.798) interesting. Emi B (57:13.46) Now I did. Joel Cheesman (57:13.848) A goblin. Gobble, gobble, goblin. Emi B (57:17.153) Oh no, that is bad. Look at his expression. No. Is it funny? No. Chad Sowash (57:17.902) That one was bad. That one was bad. Yeah. Huh? Chad Sowash (57:26.19) On my table, it's dressing. That's what they show up as. Joel Cheesman (57:29.148) There's no funny on Halloween. That's scary, baby. All right, gang. It's another one in the can. Happy Halloween, everybody. And with that, we out! Emi B (57:36.545) Woo! Chad Sowash (57:40.226) We out! Emi B (57:40.245) We out.

Live from RecFest, Chad & Cheese sit down with Shay Johnson of Compass Group USA, who explains how his team cut $1.5M in Indeed waste in six months, boosted apply conversion from 2% to 12% using Dalia, while turning chaos into a hiring machine—using automation, smart re-engagement, and in-house programmatic control. If you’re sick of burning budget and begging Indeed for scraps, you need this playbook. Enjoy! PODCAST TRANSCRIPTION 0:00:00.2 Shay Johnson: Over the first six months of having kind of those combined solutions that we talked about being deployed, we spent $1.5 million less in the first six months, and we just continue to optimize... 0:00:10.9 Chad Sowash: We spent one point what? 0:00:12.2 Shay Johnson: $1.5 million less. 0:00:13.6 Chad Sowash: Less. 0:00:16.0 Shay Johnson: On Indeed. 0:00:16.1 Chad Sowash: On Indeed. 0:00:16.1 Shay Johnson: Now I will say... 0:00:17.6 Joel Cheesman: Did he say $1.5 million less? 0:00:19.7 Chad Sowash: In six months. 0:00:20.8 Joel Cheesman: Just making sure I got that. Yeah, okay. 0:00:21.6 Shay Johnson: Now I will say what's good about that because I'm partner guy. 0:00:25.1 Joel Cheesman: All right, let's do this. We are the Chad & Cheese Podcast. We are here today with Shay Johnson, VP of Strategic HR Partnerships at Compass. 0:00:33.4 Shay Johnson: Hello, hello. 0:00:35.0 Joel Cheesman: Shay, give us the elevator pitch on you and the company before we dig in. 0:00:38.4 Shay Johnson: All right. Well, for those of you that don't know, I'm not with the real estate Compass, so if you're here for them, not representing them. We're the largest contract food service and facilities company in the world. So specifically at Compass Group USA, I spent the first 10 years of my career in talent acquisition, pretty much in every facet that you can imagine. Five years of that was overseeing all of our high volume and entry level hiring. And a big part of my role was all of the technology partnerships, the automation, you know, what we wanted to pursue as far as how we made that as easy as possible for recruiters and managers. And so about a year ago, I went into a role where I now kind of do the same thing, but across all areas of HR. But I would say TA still eats up about 80% of my time. 0:01:20.2 Joel Cheesman: Why do we always schedule the food people late into lunch? We always do that for some reason. 0:01:24.8 Chad Sowash: Yes. He's always hungry, so it doesn't matter. Anyway. 0:01:27.4 Joel Cheesman: That's true. That's true. 0:01:27.4 Chad Sowash: Yes. So, okay, let's get to the meat of the problem here. We all know what it is. It's Indeed. Anyway. We all know what it is. So what was the problem that you started with? Because it's not like... You weren't just going out looking for technology. You knew you had a problem. What was the problem you started with? And how did... Kind of give us a little bit of the journey on the way down. 0:01:50.2 Shay Johnson: Yeah, I mean, if I go back probably three years ago and forever before that, just so everybody has some awareness when I'm talking about our technology as we go through. We're a global SAP shop, so SAP success factor is kind of underlying a lot of what we'll talk about. And if any of you are on SAP or a large HCM, you understand the challenge and the friction that exists with anything in the market. So the biggest problem that we had was Indeed, especially post Covid. Big ramp up. Everybody competing for talent was the necessary evil at the time. And we had a huge problem in two main areas. One is that Indeed was in no way integrated with our ATS. So even though we could feed jobs to Indeed, you know, it defaulted to that career site redirect. So, you know, candidates would see our jobs if they saw our jobs and they would land on our career site, you'd have a huge drop off issue. So very, very little conversion for the amount of money and effort we were putting into Indeed. 0:02:44.6 Joel Cheesman: Put that into numbers for us. What was the drop off rate before the solution? 0:02:48.6 Shay Johnson: Oh, we were only converting about 2% of candidates from Indeed specifically that would ever even see our jobs overall. 0:02:55.4 Joel Cheesman: And these are clicks you're paying for, this is traffic you're paying for. 0:02:58.2 Shay Johnson: Yeah. And just for reference, I didn't mention it at scale, but we do between 150 and 180,000 hires a year. So 5 million candidates a year just in the US. 0:03:05.1 Chad Sowash: Shit. 2%. 0:03:06.2 Shay Johnson: Yeah. And the other big problem that we had was all of our hiring... Every hiring manager thinks they know best. You know, they undercut and undermine recruiters. So they think, I looked in the ATS, I only have like five applicants. I'm going to go post the job myself on Indeed. So then we had duplicate job postings competing against each other. We were spending as a TA team, the manager was swiping their company card. And so you had duplicative spend competing against duplicative performance and it all went to shit. So we had compliance nightmares. We had spend nightmares. We couldn't rein it in with anything. So we knew that was what we needed to solve for and that was kind of the beginning of our journey about three years ago. 0:03:41.8 Joel Cheesman: Do you want to share what kind of dollars we're talking about? No? 0:03:45.6 Shay Johnson: Well, I will say this. The market helped stabilize things a little bit, not just the tech. But I would say at the peak of the return for the pandemic, we were spending 250 to $500,000 a month on Indeed. 0:03:59.5 Chad Sowash: So you were spending 100% of the money on clicks and only getting a 2% conversion rate? 0:04:06.6 Shay Johnson: That's apply start. That wasn't even apply complete. 0:04:09.3 Chad Sowash: Yeah, that's what I mean. Apply start, which is literally just looking at your damn job. 0:04:14.0 Shay Johnson: Yeah. We've come a long way in how we now measure what conversion means. It's kind of like in the social media world, you used to fish for impressions and now it's way more about where does it really convert as a lead to a customer. 0:04:26.1 Joel Cheesman: Gotcha. Assuming a lot of people can relate to that, I'm sure they're wondering what the solution was. Talk about the journey of finding a solution, what you were hoping to achieve, what kind of changes in those numbers happened in the process. 0:04:39.1 Shay Johnson: Yeah. We actually have a few different partners in this space. So again, current state SAP success factors as a recruiting and onboarding solution. But on top of that, we added a few players that together, you know, made their own differences in different ways. One was, you know, allowing our jobs to create... You know, all be fed to Indeed and have that easy apply experience, but go directly into our ATS. That was where a partner called JobSync came into play. We had Paradox. They were already a big part of what we do, but Paradox actually took over our career site ownership and we made Paradox the default apply option on our career site. So instead of letting people kind of choose whether they were going to go through a chat to apply option or success factors, it was Paradox only. But then things really kicked up when we partnered with a company called Dalia, who... We actually didn't seek them out. They came to us in 2021, maybe during the pandemic, and said, hey, we can give you a little bit of code, put it on your career site. And the pitch at the time was like, hey, you know, when you go shopping, you know, the thing pops up that says, hey, don't go just yet, you know, sign up, just give us your information for 15% off. It kind of felt like that. And we thought, what a gimmick, you know, we'll try it... 0:05:45.0 Chad Sowash: This will never work. 0:05:46.9 Shay Johnson: And it kind of changed everything. 0:05:48.1 Chad Sowash: That little bit of code. 0:05:51.0 Shay Johnson: In two parts... I mean, yes. So from a career site perspective, yes, JobSync played a big role in helping us actually convert all that indie traffic and kind of tamp down the manager duplication effort that was happening in the field. That was a big part of it. But then from our career site perspective, we're like, we've got 30,000 people visiting our career site a day and we're hardly getting anything out of it. Even if people do apply, they rarely are the people that are converting down line because they're kind of applying and going into the ether. We weren't doing a good job with automation at that time. So when we brought Dalia into the picture, it was more like, hey, don't force a candidate to search around, you know, go through a chat experience first, try and find the job they're looking for. Just immediately ask them, hey, who are you and what are you looking for? We will present the jobs to you that match you immediately. So then it's like, oh, you're getting me right to what I'm looking for. 0:06:37.8 Shay Johnson: And even if you don't do that right then, I'm going to re engage you within these first 24 to 72 hours and significantly take your career site conversion from 1% where we started to then Paradox actually helped us get it up to more like three plus percent. And then when you add Dalia on top of it, 12%. 0:06:54.0 Joel Cheesman: Wow. 0:06:54.5 Shay Johnson: So at our volume, that's thousands of applicants. 0:06:58.2 Joel Cheesman: Huge. Help me visualize this. So I'm a job seeker. I go to your career site, do I get the pop up, for lack of a better word? Does that start my process? Or is it, hey, I'm looking around, there's nothing really that fits. I'm going to take my cursor to the exit and then like, wait a minute, before you leave, we want to keep in touch with you. Like, help me understand the visual of that. 0:07:18.3 Shay Johnson: Like all of the above. So one of the great things that we love about Dalia is that they allow us to pretty much A/B test any combination of things that you would want to say. So if we're like, hey, for the next week, yeah, let's have that modal pop up as soon as you hit the page. Like, let's see what would happen if, before the candidate has the chance to look around and produce content, what if we hit them with that sign up? What if we made it so that it doesn't come up until they've been static on the page for 10 seconds? Or if they hit X, you know, or they start to X out of the browser, let's try not doing it at all. Let's run it this way in this market. You know, so we've tested it in all different ways. But what we found is, as annoying as it may seem to some candidates or to you from your perspective, having it pop up as soon as the candidate lands on the page is the most effective way to actually capture not only the lead and get them into your talent marketplace for any remarketing that you want to do, but then a third of the candidates that sign up for that modal immediately are applying on the spot. 0:08:13.8 Shay Johnson: So the conversion is happening instantaneously. And another third of them are applying on the first re-engagement via text. And the final third is that camp that's like, hey, you know, I'm coming back and I'm looking around. 0:08:25.4 Chad Sowash: So they're helping you obviously raise conversion dramatically, which means those individuals are now in your database where they weren't before. But first and foremost, you have more options to be able to hire from, number one. And number two, you can go back to that well, because you've paid for those candidates. Right? And especially from any of the job boards out there, Indeed or what have you, ZipRecruiter. Right? Any of them. So now you can start to even more... Tell me if I'm wrong. Rely on the internal database that you've built first before spending money. 0:09:01.2 Shay Johnson: Yes. But the even better part is... 0:09:03.4 Chad Sowash: There's better? 0:09:04.8 Shay Johnson: Yeah. There is better. 0:09:05.1 Joel Cheesman: But wait, there's more. 0:09:06.8 Shay Johnson: Yeah. Wait, there's more. It's not only are they in the internal database, so yeah, any retargeting that we're going to do like event campaigns, which we do through Paradox. So you've got hireEZ where you're going to do some proactive, you know, professional sourcing and things like that. But when it's a recruiter driven proactive outreach, they're usually targeting any candidate that's been active with us in the last six months or even a year, two years. What Dalia does is making sure that they are prioritizing re-engaging candidates all within that most recent 24, 48, 72 hours. So like 80% of that conversion is from candidates that just applied. They are making sure like this person just connected, let's do everything we can to get them to convert at least one, if not multiple applications in the next three days. Whereas once someone's in your database for days, weeks, months, the opportunity to actually convert them or reconvert them into an applicant drops so significant. 0:09:56.6 Joel Cheesman: Very similar to e-commerce. Right? Like your chances of buying those shoes are better in the first 90 days of looking for them. 0:10:00.4 Shay Johnson: Yeah. You need to do all that retargeting. Don't give them time to think about it. 0:10:03.9 Joel Cheesman: Yeah. I think that's interesting because I think that's a bit of a myth that people think we can just, you know, dig up candidates from two, three years ago and put them in the system. Your experience is that's not the case. 0:10:14.7 Shay Johnson: Fresh. 0:10:15.9 Joel Cheesman: You have to keep it fresh. 0:10:15.5 Shay Johnson: I mean they happen. You're going to have success with that for one offs but not as... In the high volume space, I would say that works for us 1% of the time compared to 80% rate in the first 72 hours. 0:10:27.3 Joel Cheesman: So you mentioned the percentage rate of conversion which is 12% for Dalia... 0:10:32.0 Shay Johnson: 11.7. 0:10:32.8 Joel Cheesman: 1 and 2. Sorry. 0:10:34.8 Shay Johnson: We round up. 12%. 0:10:37.4 Joel Cheesman: What did you see with interaction with those other solutions, the chatbot or the conversational AI or the straight ATS? Were people just doing Dalia and that's good enough? Were they using all the services equally or did the usage of those go up or down or stay the same? I guess is my question. 0:10:54.2 Shay Johnson: Oh, that's a good question. It's a little bit of a mix. I mean, from an application standpoint, it's like if they engage with Dalia, they're mostly... Their application track, the conversion from application or from visitor to application is happening through Dalia. But like I said, about a third of those candidates that were not either immediate conversion or a Dalia re-engagement conversion, about a third of those were kind of coming back, perusing the career site and either coming through Dalia or maybe Paradox apply, things like that. But yeah, it's just like we still have a ton of volume come through Paradox. But it was just so interesting to me that it was like if we did a test where Paradox sat there by itself versus Dalia also being an option on the career side, it raised the conversion for both of them. 0:11:35.8 Joel Cheesman: Interesting. 0:11:36.4 Shay Johnson: Like if Dalia was there, it actually raised the conversion because of returning candidates for Paradox. Whereas if they weren't there, it was like Paradox by themselves, it was still good. It was a still strong baseline. But somehow having Dalia there as a second option, it didn't affect Paradox negatively. It actually helped. 0:11:51.2 Joel Cheesman: Wow. 0:11:54.7 Chad Sowash: It feels like if you are going to... And again, instead of going out and just spending money on postings whenever a requisition happens, right? But you have the tech to be able to literally nurture, much like customers do on... Just product websites, nurture those individuals, then you can obviously have a better NPS score, which is exactly what your CMO wants, right? Your business has a better brand. So this isn't... I don't know how much Compass Group cares about that, but there are a bunch of companies out there that really care about brand, not just for the prospective employees or the candidates, but also the buyers that are out there. Was that something that you guys really cared about, something you focused on or was it just let's get better conversion? 0:12:45.0 Shay Johnson: It's probably less about brand and more about candidate experience. You just want it to be where someone applies and they don't go into the black hole. Like, hey, we're re-engaging you, we're keeping you updated. We're trying to get you to a job versus just being like, hey, thanks for your apply. That number looks good for us and we don't care. It's like, no, we want you to convert not because it's a metric, but because that means it's a hire. Like we're trying to deliver hires to the business. But for us, you know, Compass Group, we already have a consumer brand challenge because we're a parent company to 30 plus different brands. And even those brands are not really consumer brands. They are sitting behind a client. So for example, if you work at Google and you're eating the food there, everybody thinks of like the food at Google, but that is either Bon Appetit or Restaurant Associates depending on what city you're in, which is Compass Group. So a lot of the times even our own employees do not know they work for Compass Group. That's how hard it is with brand recognition. So yeah, we're not really... It's not really all about the brand, but it is more about like we want people, if they do connect the dots and say oh, this brand is Compass Group, we want them to keep coming back to the Compass Group experience because they realize like, oh, this is consistent across all these brands. 0:13:52.6 Shay Johnson: That they take this approach. And I know I'm going to have a better chance of getting a job because it's not like a broken process for every single one of these. They're all disparate and disconnected. 0:14:01.8 Chad Sowash: This is huge for consumer brands though, right? Because if they do have a brand, you are negatively impacting them because you're throwing them into a black hole. And now they hate that brand now, you're going to... 0:14:13.5 Shay Johnson: Yeah. If you're a consumer brand, you want a positive experience to be a good consumer experience too. You want to keep the loyalty. 0:14:19.3 Joel Cheesman: What has it done for ghosting? We're hearing a lot of companies talk about candidates that ghost them all the time. Has this improved those rates for you? Got it down? 0:14:28.1 Shay Johnson: Yeah. Because when we have candidate re-engagement, the conversion not only to offer, but the offer to hire is better too. So you just... I mean in principle, if you think about it, it's just like if you have an engaged candidate, someone that has had multiple touch points and it's like you're continuously reaching out to me, I'm continuing through the process, they're more likely to come all the way through than to just say no, I'm not going to continue showing up. So when you think about a candidate that just originates organically or paid on Indeed versus one that you've re-engaged through these processes, you just have a better likelihood of them following all the way through to hire. 0:15:01.0 Chad Sowash: And you can't re engage them if you don't convert them. 0:15:04.4 Shay Johnson: Exactly. Yes. 0:15:05.6 Joel Cheesman: What types of communications platforms or tactics work best? We hear email is a waste of time, obviously. SMS, WhatsApp. How did you guys re-engage or keep that conversation going most effectively? 0:15:20.3 Shay Johnson: Yeah. Text is our priority. Again, that's something we tested with Dalia and we do it with Paradox too, where it's kind of like usually the candidates have the choice to opt in for their preferred messaging too. You know, so they can say, I'm okay with receiving text or email or both. And so you kind of start there. And then when we're running our campaigns, you'll see that the response rate though to text is insane. So much higher. So it's not that people are necessarily just opting out of emails, but they're far, far more likely to receive it, respond. Gmail does a great job of filtering out spam if it's coming from a third party software. We're not spamming people. We may be really reaching out with a real need that they ask for, but you're far more likely to be filtered out via email than you are via text. And the response rate to text is just better because we're not just texting them and saying, go visit this page. The text that they received from Dalia, for example, is like, hey, Joel, you know, you just applied to this job yesterday. Here's two more jobs that were just posted today that are close to you and seem like a great fit. Are you interested? 0:16:17.5 Shay Johnson: And if you say yes, it's like, great. Well, I already have all the information that you used to apply for that other job. So here are like the three delta questions that are different for this job. That's all I need to ask you. And now your app has been submitted. Is there anything else you'd like to do today? 0:16:31.3 Chad Sowash: And that's all via text. So literally it could be async. I mean, it doesn't have to happen right now. It could happen over there, oh, yeah, no, you know, tomorrow I get it, I apply. I mean, that's the thing, is that we're so used to... Where we've become so used to just asynchronous conversations. Right? Or at least the mail and whatnot. And this makes it so much easier to hit them and they have an opportunity really to respond when they have a chance to respond. And they don't miss the opportunity per se unless they wait too long. 0:17:01.8 Shay Johnson: Yeah. No, and I mean, like I said, the re-engagement strategy drops. Like if a candidate isn't responsive within those first 72 hours, their prioritization in the campaigns that we're running are going to drop... I mean really that Dalia is running for us. Because I don't know if I mentioned this, but this is fully autonomous from our perspective. A recruiter didn't touch anything. Most of our recruiters don't know that Dalia exists or is in the mix. 0:17:23.4 Chad Sowash: The best way to do it. 0:17:24.8 Shay Johnson: So it required no implementation, no recruiter programming, nothing. It's just like they're learning from us like, hey, what are the most effective ways to... You know, we're even adding in, like, hey, are there additional questions we could ask? So if you re-engage a candidate, even if it's not a part of the job description, be like, hey, do you have time to answer a few more questions? It will help us continuously improve how you're matched and qualified for jobs so that we can, you know, pre fill that on your application. So they're doing everything. I mean, all that we do with Dalia, the productivity that we do with them is just sitting down and looking over their results and being like, hey, you guys tried something. It's working really well. Like, let's continue to scale that. This other thing that we tried, you know, we can pull back on that. Hey, we're hitting a big hiring season. The next two weeks are a huge push for all of our, you know, campus hiring on college campuses as everybody returns to school, let's really target those top 50 accounts for the next two weeks. 0:18:13.3 Shay Johnson: That's where we want the candidate, you know, targeting to go. Don't just canvas, you know, all candidates. So we can really just turn the dials where we need them to go based off of not only what we need, but what we know works. 0:18:24.7 Joel Cheesman: Yeah. So fraud and lazy apply, fake accounts are a big problem. Does Dalia help at all with that? Are you... Because I would assume most are, like, go through the application process is what's automated, but maybe not the window that says I want to stay connected or I didn't find what I'm looking for. What did Dalia do for you in regards to fighting fraud? 0:18:46.5 Shay Johnson: That's a good question. And then I don't know the exact answer of what they've done, but it doesn't seem to be a problem. I'm going to ask them after this. Because I would just be curious to know, it's like, hey, do you just not see very much engagement or response via text from a bot candidate, or are you doing a better job of identifying that they're a bot and not retargeting them? I don't know the answer to that. 0:19:06.7 Joel Cheesman: Because you're asking for a phone number if you're texting them. But it's probably a lot less because I'm assuming fraud doesn't come up with a bunch of phone numbers. 0:19:14.0 Shay Johnson: Probably not. 0:19:14.5 Joel Cheesman: And you can't duplicate a phone number. 0:19:15.6 Shay Johnson: And like I said, when... 0:19:16.8 Chad Sowash: North Korean from Ohio. 0:19:17.9 Shay Johnson: And if... I mean, it's not been as much of a problem because like I said, your conversion downline to higher is good. So it's like, well, it's not like we're seeing a huge drop off. And yeah, you're giving us really good conversion because it's all bots, but they're never turning into hires. It's like, no, you're doing a better job of delivering hires than, you know, another source with huge volume. 0:19:36.6 Chad Sowash: It's a great point, because they literally, I would assume, especially if they're domestic, have to have a domestic phone number to be able to actually... And then that phone number in many cases has to align with the actual location in which they're applying for in many cases, I wouldn't say that's... But that's... I mean, that's a good way to at least... 0:19:53.5 Shay Johnson: It's beyond my expertise what their validation details are, but I bet they're doing it. 0:19:56.7 Chad Sowash: Yeah. Okay. Sorry, I'm just going through all this in my head. Okay, so let's go to the big number. How much did we take away from Indeed and ZipRecruiter and all those bad, bad players? 0:20:06.3 Shay Johnson: I'll phrase it this way, is that over the first six months of having kind of those combined solutions that we talked about being deployed, we spent $1.5 million less in the first six months, and we just continue to optimize from there. 0:20:22.9 Chad Sowash: You spent one point what? 0:20:23.4 Shay Johnson: $1.5 million less. 0:20:25.2 Chad Sowash: Less. 0:20:27.2 Shay Johnson: On Indeed. Now I will say... 0:20:28.2 Chad Sowash: On Indeed. 0:20:28.4 Joel Cheesman: Did he say $1.5 million less? 0:20:29.5 Chad Sowash: In six months. 0:20:32.0 Joel Cheesman: Just making sure I got that. 0:20:32.8 Shay Johnson: Now I will say what's good about that because I'm partner guy... What this has really allowed us to do is make better use of Indeed too. It's not like, hey, we're spending $0. Our goal is to be like, we want to spend $0 on Indeed. We're like, hey, here is where Indeed is now delivering the most value. So we were able to get smart too, and say, all of this spend before was on sponsorship, you guys... You know, they'll come to us all the time. Like, we were in the beta when they first launched, like, smart sourcing and other things like that. So we were able to say like, okay, let's take a little bit from those line items and try some of these new features that you all are offering. Let's use them more directly and more strategically because now we're not just throwing money at the problem. We're going to put dollars in places where we can actually control and measure and have oversight of everything. So I would say, like, even though we say, hey, there's $1.5 million less that we're spending on pure partnership, we might be like, here's a chunk of money to throw at other things that Indeed is doing that we think are valuable or events or some of their things that they come to us, we're like, this is going to be really useful in this market at this point in time and it's all going to help with conversion downline because we have these other tools in place. 0:21:33.4 Shay Johnson: So yeah, it's like that 1.5 million for the most part still gets redistributed in other things that we wanted to invest in and explore. Instead of us being like, oh, that's $1.5 million that gets removed from our budget by finance, we're like, no, no, no, let us keep that money and start to put it in places where we couldn't explore or invest before. 0:21:50.2 Joel Cheesman: Tell me about quality because I could hear people saying, oh well, yeah, a bunch of, you know, Joey bag o' donuts candidates apply because it's so easy in this pop up. Talk about the quality. Did it stay the same, improve or get worse? 0:22:02.7 Shay Johnson: No, that's what I mean by the conversion to hire has improved from both sources because of not only the re-engagement that you're getting from someone like Dalia, but where we're able to now sit down and really see what's happening inside of Indeed and kind of put the pressure on them to be like, if you want our money, the matching has to continuously get better. How you're working through us with... You know, how we actually structure our jobs and how you're receiving them and how they're being... You know, the visibility that you're giving to them. If you want to keep getting money for sponsorship like that, we need to see candidate quality improve because we no longer have a volume challenge. Three years ago it was like, volume is the problem. Now we're in the complete opposite end where we're focused on volume optimization, quality, all those things. So the quality has gotten better not only from the re-engagement strategy, but it's forced Indeed to be like, we've got to get better with quality too. They can't just look at us and be like, well, we already are getting your money, so what do we care? 0:22:53.5 Chad Sowash: Yeah, yeah, yeah. If they want their money, they gotta work for it. 0:22:56.0 Joel Cheesman: Absolutely they're returning your calls if you're spending a million and a half dollars less on their product. 0:23:01.3 Chad Sowash: No, I would say that they would be calling you. 0:23:03.1 Shay Johnson: They're very motivated. 0:23:04.1 Chad Sowash: Yes, yes, yes. So let's turn on Dalia real quick. What would you like to see more? I mean, obviously they've raised conversion rates. Obviously higher conversion rates are great. But as you take a look at your tech stack and you look at the next problem, what's the next thing you want a company like a Dalia to be able to provide so that you have even more leverage over the Indeeds and ZipRecruiters moving forward? 0:23:27.2 Shay Johnson: Yeah. Well, I would say one of the things kind of goes back to the matching conversation. And this isn't so much like a skills, you know, or an attribute conversation, but it's like I said, more of like, hey, if you already got the candidate engaging with you and if they're willing to opt in to giving us a little bit more information other than just those kind of base level requirements or those screening questions, if you want to get into a little bit more of like utilizing AI to say like, well, I see you have this experience. I see you're applying for these jobs. You're probably going to be a candidate that's strongly considered for these food service roles in the healthcare environment, because you've been in a healthcare environment for... Tell me a little bit more about that. So you start building stronger profiles for the candidates that allows you to better match them proactively to jobs. Instead of just trying to react, engage and convert them to what they applied for, you're doing a better job of re recommending to them. And this is important too, because we have a lot of people that we do hire. 0:24:19.5 Shay Johnson: They convert as an applicant and a hire, but it's just for a seasonal role or maybe it was just for two weeks working the US Open or the Super Bowl or something like that. And now we're going to have to re-engage them to try and convert them into another hire a month from now. So all of this is important to say, you know, we've moved on from the world of Indeed, where it's like, hey, it's all about buy, buy, buy. We got to get bodies in the system and through the door. And now it's like, how many times can we re-nurture that candidate and keep them coming back to us and staying within our talent pool and our system instead of being like, we always have to go out and keep acquiring new talent. 0:24:51.1 Chad Sowash: Well, and you're reinvesting in your own database to make just more robust profiles so that you can... I mean, so you can actually see, where before you couldn't, because everything was in Indeed. 0:25:02.7 Shay Johnson: That's a good point. To this point, I've talked a lot about how, like, Dalia is doing everything autonomously. We're not having to, you know, really dig into... We're not looking into a database of Dalia candidates and using them. But, like, that might be, you know, a good thing, too. It's like, hey, how can we do a better job of getting the data that you're getting from these candidates through your Dalia re-engagement and making sure that's available to us through hireEZ or through Paradox. So when we are proactively searching or running campaigns, we have access to all of that beyond just the automated re-engagement. 0:25:31.0 Joel Cheesman: Yeah. If you listen to our show, you know we beat up on Indeed a lot, and we did a good job of that today. And I think for a lot of companies, leaving Indeed is not really an option. I'd say between LinkedIn and Indeed, it's maybe 80% of what we do. There's that 20% that I think a lot of companies rely on programmatic to fill in those gaps. Were you guys using programmatic and how did it impact your usage, budget, et cetera on using programmatic once you switched? 0:25:55.2 Shay Johnson: Yeah, we piloted a couple of different programmatic solutions, especially during the peak of that pandemic, where we just wanted to drill down into, like, what are the most effective sources, where should we be spending our money? We're spending a lot of money. Where should it go? We've gone away from it both with Dalia and with JobSync when we kind of took control of here's everything that we're sending to Indeed, here's the data that they're sending back to us, and we now have full control. We stop doing campaigns. Like, every single job on Indeed is its own campaign with more data than we've ever had before. So we basically worked with JobSync and built a product that we run our own programmatic in house. We've gotten to that point where we have that level of control that we don't need to outsource, that we have two people that run the programmatic strategy for 15,000 jobs. 0:26:41.0 Joel Cheesman: Two people. 0:26:41.8 Shay Johnson: Yep. 0:26:42.3 Joel Cheesman: That's efficiency, Chad. Almost as impressive as you and I doing a podcast. Well, maybe a little bit more impressive than that. 0:26:47.6 Chad Sowash: For real. Almost nine years, yes. 0:26:48.5 Joel Cheesman: Almost more impressive than that. Do you have time for some questions, Shay? 0:26:51.4 Shay Johnson: Yeah. 0:26:54.0 Chad Sowash: Question over here. 0:26:55.5 Joel Cheesman: Chop chop. I know it does. 0:27:03.7 Amanda Wright: My name is Amanda Wright. I'm with recruitment and staffing. So it's kind of a niche question. I'm curious about the difference in how much you guys are working with staffing companies. How much you've moved away from using staffing companies? Because I've worked with you guys in previous roles that I've been in. So how has this helped you guys kind of step away from that a little bit? 0:27:25.8 Shay Johnson: Yeah. This and just market shift, especially from 2022 to now, I'd say we've reduced our dependency on staffing a lot when it comes to like those day to day roles, you know, I need two cooks in an account, you know, like a cafeteria at a corporate environment. We don't need to rely on staffing as much for that anymore. This has helped significantly. We get to just use staffing strategically now. So for a lot of our seasonal events. So for example, the US Open that just happened in New York, we've got one of our businesses, RA that does all of the kind of high end management, does all the celebrity chef partnerships, but Levy, that does all of our sports entertainment, they 100% just staffed that event using agencies. They're not going to like bring on and W2 everybody for just a week and a half, you know. So I think that's just the difference is this has made it so we're like, hey, now we just use agencies where it makes financial and business sense to use agencies and staffing and we don't need to use them because we're panicked and behind the eight ball. 0:28:19.2 Chad Sowash: So do you know percentage wise how much less you're spending or are you spending... It's more surgical. But are you spending less? 0:28:27.8 Shay Johnson: Yeah. On staffing and yeah, overall, yes we are. And we also just... This is going to sound crazy for a company of our size, but we never had a contingent workforce program, a VMS, anything period before this year. We just implemented it for the first time. So that's making a difference to just putting more structure and accountability around the managers. Because before this year it was literally just, I'm a manager, I need to hire 10 cooks for this event. I just call up the approved agencies in my area and it's all phone orders and things like that. And so we've got a lot better data now and control and parameters around it. But like I said, this all with market has helped just kind of reduce the pressure there. So again it's like we've got a great need and a dependency for staffing but we get to do it where it makes sense and how we want to instead of it being reactive. 0:29:11.6 Chad Sowash: Were there any other areas within the business where you actually saw a decrease in spend that surprised you? You're just that good? 0:29:23.1 Shay Johnson: No, I mean I would say I was just surprised. I thought the Indeed challenge, you know, with connecting that was going to take a lot more change management than it did. But it was like one week. It was like... We were like, hey, you no longer need to do any of these things. And it's not just because we're trying to convince you we as a TA team could do it better for you. It's just already being done for you. It is all automated and like it took one week. We didn't have to prove it to them. They were just like, what did you guys do? There used to only be four applicants in my inbox and now there's 150. And you know, granted, that's where we then had to turn into like how do we fine tune for optimization, quality, things like that. And then we have, we've done a lot of effort in that. They're like, okay, great, now it's settled in around 40 and 20 of those are actually really good people that I want to talk to and move forward. 0:30:11.1 Chad Sowash: Anybody else? 0:30:11.9 Joel Cheesman: Anyone else? Up here. 0:30:15.0 Chad Sowash: Chad & Cheese fan. Chad & Cheese fan. 0:30:16.4 Joel Cheesman: Slow down. Slow down, Steven. 0:30:18.8 April Williams: April Williams, I work for [0:30:26.1] ____. I would like to ask you about Indeed. You said that instead of using campaigns for like 10 jobs or 8 jobs, you individually... Every job has its own campaign? 0:30:40.4 Shay Johnson: Yep. 0:30:41.1 April Williams: Okay. So with that you're seeing how does that make any difference doing it that way? Let's say I created a system being a school, I'll have a program for registered nurse and I'll have eight jobs and then have the budget for you know, how much to pay for that Indeed. How is that differently doing that than Indeed? 0:31:01.5 Shay Johnson: Because within that campaign and those dollars that you've assigned Indeed gets to decide where the applicants are going to be targeted and which jobs they're going to get. For us, everyone is different. I might be like this is one job posting but I need eight dietitians or food service workers over here. And in this job it's still the same job, you know, job family perspective, it could fall in the same campaign, it's in the same location, but it has a different need and a different number. And we want to, for every single job, be like, this is the dollar amount that we or the hiring manager is assigning to this job. This is exactly how many people we need to hire. This is how many people we want to target and have interviews scheduled for. And this is exactly the price that we expect that to come in at. And we are going to turn it to that exact mode. If you do a campaign with a bunch of jobs in it, you're basically just putting money in a pot and being like, hey, Indeed, kind of help us out here. And you just look in postmortem and see what happened. 0:31:53.4 Shay Johnson: But you don't get to control it. We want 100... And that's the main reason we moved away from programmatic. It was partially ROI. We just want the control. We, we just, we love to be able to test. We dig into the data and we're like, we want to push the button. We want to say what we want. We're going to get it. Otherwise we're not going to give you the money. 0:32:09.3 Chad Sowash: Which is why you have a programmatic team, because you kind of lose that control in programmatic networks. 0:32:18.1 Shay Johnson: Yeah. We built what we thought was going to be a sourcing team for frontline, and It had like 20 people on it. And then through all the different automation, we're like, we don't really need a sourcing team. We just need a team to push the buttons and look at the data and make sure the machine is running smoothly. And that could just be two people. And those others got to be redeployed to fun stuff that they wanted to be doing instead of just pushing a button. 0:32:36.4 Chad Sowash: Hey, man. 0:32:36.7 Joel Cheesman: If you have any further questions, Shay, I think you're going to be in the Dalia booth, which is in that direction. 0:32:41.4 Shay Johnson: Yeah, I'm staying in the shade. 0:32:42.5 Joel Cheesman: Okay. So if you have questions, follow up. Otherwise, let's give it up for Shay Johnson, everybody. 0:32:51.5 Chad Sowash: Best hair in the tent. 0:32:54.9 Speaker 6: Thank you for listening to, what's it called? A podcast. The 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. Anywho, 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. So weird. We out.

Facebook Jobs is back from the dead (again), Appcast is trimming fat, Handshake is circling the drain, and Zuck thinks he can out-LinkedIn LinkedIn. Meanwhile, Sam Altman at OpenAI skipped straight past AGI and gave the world what it really wanted—AI-powered porn and a Chrome-killing browser. Add in MetaView’s billboard disaster, Adzuna’s half-baked search “innovation,” and Deal buying anything that moves, and the bullshit meter is shaking off the table. Welcome to the talent industry—where ideas are recycled, VC checks get burned, and nobody builds what recruiters actually need. PODCAST TRANSCRIPTION Joel Cheesman (00:17.494) Bustin' makes me feel good. Hey boys and girls, it's the Chad and Cheese Podcast. I'm your co-host, Joel No Kings Cheeseman. Joel Cheesman (00:28.726) And on this episode of HR's most dangerous podcast, Meta comes back, AppCast says farewell, and OpenAI gets naughty. Ooh, what could that be about? We'll be right Chad (00:41.784) This is Chad, forest for the trees, so watch. Joel Cheesman (00:49.246) and AI gets naughty. Joel Cheesman (00:56.318) I don't know how you, I don't know how you did it, man. You went from Friday to what Friday basically. it sounds like you took a little break on Thursday night, but still, that is, that is a, for a 54 year old, that's a worthy week of partying that you did. Chad (01:02.334) And we're back. Chad (01:06.68) You've had some time back at home. So you've been able to chill and kind of detox. How are you feeling after Wreckfest? Joel Cheesman (01:22.037) Mm-hmm. Chad (01:24.974) Yeah. Joel Cheesman (01:25.45) How that guy's dead is shocking. How some of these guys aren't dead blows my mind. It really does. There's something in the water in Ireland and Scotland that I don't know. I don't know what it is. So, so Wreckfest, your takeaways? Chad (01:29.758) dude, it's, it's a marathon, not a sprint. keep telling Dave Ralph, we've had this discussion before. know you're Irish. I know you can hang with anybody, but Jesus Christ, man, it's a marathon. It's not a sprint, buddy. It's not a sprint. So yeah, especially at all week. What's up? Hahaha! Joel Cheesman (01:50.848) Mm-hmm. Chad (01:54.862) It's crazy. Yeah, I mean, it was wonderful. It bigger, better. felt like there were like, it's bigger, obviously. We changed locations a third year. So still new in the US, only the third year, but the location was bigger. It looked like there are at least twice as many vendors. And I had a lot of people say that. and more people, but the footprint was much larger. And it was interesting because I actually had somebody say that came from the UK and said, it's funny because at one o'clock in the UK, people are out drinking beer and they're bullshitting with their friends talking about business stuff, right? But I said, here in the US, you guys are all about business. The tents are full. I mean, the tents are full. And I'm like, yeah, I mean, you're Joel Cheesman (02:38.206) Yeah. Yeah. It is a bit shocking for all the Europeans, that come over. I thought it was great. think that the, the ascendancy of, of rec fest is, is awesome. it's a, it's a, it's a conference that is unlike any others, that we attend and good for them that they've been able to bring this. It's no easy feat to pull these events off. I mean, we had, we had a small event in Louisville, that I basically Chad (02:47.106) Kind of here for that. And then, you know, after the day, then you go party your ass off. So yes, you got to remember we are a work first culture. Joel Cheesman (03:05.216) tried to pump up and get people to, and we had free bourbon and that thing was a headache to get to people into. So, I can't even imagine, having something that people actually have to pay to go to and fly somewhere and take time off and do all that. head hats off to the gang at rec fest for doing that. It's a, it's awesome. Chad (03:09.87) Mm-hmm. Joel Cheesman (03:28.286) Yeah, clearly. It's not. I'm so glad I'm in I'm in an age where the career change is not in the cards for me. I am pretty much sitting on my ass talking on a mic for the rest of my life. Chad (03:29.166) We're not event organizers. Chad (03:40.494) which is why we allow the pros to do what they do, because that's not our job. Joel Cheesman (03:48.425) I was. Joel Cheesman (03:55.72) All for Jeff? Yeah, it's a he's he's such a such a splash of cold water, I guess. Not in a bad way. He's so energetic, so passionate about what he's doing that you get so many founders today that are sort of Chad (03:56.952) Yeah. Yeah. So it's, so I had my interview with, with Jeff Taylor. You were in the, you were in the, in the, in the stands, let's say you're, you're in the audience. So what did you glean from that one? Are you ready? Are you, you locked and loaded for, for your interview at Eerie? Yeah. Joel Cheesman (04:16.714) just thoughtful and like, hushed tones and want to be very intelligent with what they say. And Jeff just like, no filter. Here's what you get. you asked him one question. He's like, so you're asking me to like answer for a company I wasn't at. Like he's even, he doesn't even try to give you the no answer, non answer thing. He just, he just tells you like, what's what. so it's, it's great. I feel like he's getting a little bit tired of talking about monster. Chad (04:23.383) Wake up. Joel Cheesman (04:45.018) that's sort of the, the unfortunate anchor that, he has to, has to, to carry for the rest of his life. that's just, it's like, it's like Johnny rotten getting mad about still talking about, you know, the sex pistols debut album. Like it's just what you're known for, dude. Sorry. Until you make the next, nevermind the bullocks. this is, this is what we're going to be talking about. So I'll try to, I'll try to branch out a little bit. the boom band thing he definitely wants to talk about. Chad (05:01.774) Too bad. Too bad. Joel Cheesman (05:13.354) But, it was great. think from what you talked about before the show looks like we'll probably publish that at some point. Maybe we'll have the Jeff Taylor week. we'll start with yours on Tuesday and maybe end with mine on Thanksgiving week or Christmas week or some week where no one's listening to the show. maybe we'll, we'll drop some Jeff Taylor stuff. Yeah, I did like, we had some great content on the disrupt stage. I mean, some great data that came out. It was fantastic. And some of those shows. that we recorded on stage with them will be coming out. So be on the lookout. That was some really great, great stuff. yeah, Wreckfest was awesome. And as you'll find out in the travel here after shout outs, we're going to keep on the Wreckfest train and we'll see them in Nebworth before you know it. We'll see them in Nebworth. Chad (05:47.136) Never. That never happens. They're always listening. They're always listening. God, it was great content. Yep. Chad (06:04.43) Agreed. Joel Cheesman (06:06.198) Yeah, it's a it's a meaty show to Yeah, two weeks off. We got some shit to talk about. But I, I as a Gen X or Chad, it's my right, I've earned this one. I got I'm going to give a shout out to MTV. I don't know if you heard this week, but they're finally saying goodbye to music. And a lot of their a lot of their other countries, they're gone. They've been doing music for a little bit. Now it's all like reality TV, but they've officially said no more music and and it's Chad (06:10.542) We got more. Chad (06:15.362) Mo Mo Mo with a rebel yell. I'm good, I'm good. It's too meaty this week. It's too meaty this week. Yes. Chad (06:31.01) Mm-hmm. Joel Cheesman (06:34.728) It's sad to me because MTV was such an integral part. I think of all of our lives. If you were a kid in the seventies came, you know, like a teen in the eighties, the, and with Halloween coming around, I mean, the thriller video, you know, the world premiere videos, seeing Madonna for the first time, seeing, seeing Nirvana for the first time guns and roses. Like you, there's something about. Chad (06:58.158) Yeah. Mm-hmm. Joel Cheesman (07:04.521) we would sit around with sit watching TV and we would be introduced to stuff we never thought we would listen to before. So maybe it's in living color, a bunch of black guys playing metal. Like what the hell is that? I don't get that on my local radio radio station. And they had shows like Yoem TV raps, a headbangers ball, 120 minutes, like all these shows that were curated with music that none of us knew, but we were all open to and introduced. And I feel like that's gone. I feel like Chad (07:27.969) Mm-hmm. Joel Cheesman (07:33.846) All the content we get today is curated based on what you like. So you just get more of the same thing that you like and you're not introduced to new stuff. So I'm sad as a Gen Xer to see MTV go, but I think in a bigger perspective, what MTV brought people is gone. And I think that's a sad thing. Do you have a, I know no shout outs, but do you have an MTV moment when you were a kid or teenager that stood out? Chad (07:36.302) Mm-hmm. Joel Cheesman (08:06.356) Mm-hmm. Chad (08:15.278) Oh, just being able to, okay, so as a kid with Gen X or growing up, we had radio, right? I mean, that was really our exposure to new music. And in Mansfield, Ohio, where I grew up, we had some really lame fucking radio stations. So we didn't get like the new stuff. MTV came, I saw Motley Crue, I'm like, holy fuck. There's no way I would have heard them on local radio, right? There are so many different bands. Joel Cheesman (08:28.726) Mm-hmm. Joel Cheesman (08:35.477) Yeah. Chad (08:43.244) that we were exposed to in MTV really created a bridge to that new music that we would have never heard, right? New artists and really blew up new artists that we would have never heard from before. But then the internet came and the proliferation of being able to go and download music, right? Napster and those types of things that, I mean, that literally was the slow death for MTV. because they literally, they were bridging a gap. That gap didn't exist anymore. Joel Cheesman (08:47.915) Yeah. Joel Cheesman (09:01.152) Mm-hmm. Chad (09:12.95) That gap does not exist. Spotify, YouTube, anywhere on the internet, right? Yeah, some of it's curated, but some of it you actually go out and seek out because you really like those like playlists on Spotify. So love MTV. It's an integral part of our growing up, just like HBO was. But it's time has come and gone. Yeah, it's come and gone. Yeah. Joel Cheesman (09:15.702) Skinamax, Skinamax. Yeah, flipping the channels between Skinamax and MTV late at night on Saturday. mean, NWA, Billy Ray Cyrus, like stuff that you never would have listened to ever. Well, what my point is, with radio, you listen to your radio station, did like, NWA was not on the pop station and vice versa. And MTV was the first time that all stuff cut across. Chad (09:39.982) Yeah. Yes, we've never gotten. I would have gotten, I would have gotten Billy Ray in Mansfield, but not not fucking NWA. Yeah. Yeah. Joel Cheesman (09:43.99) Remember the MTV music awards? Like that was like the Super Bowl for us. Like that was a huge thing and all that's dead. And it's just sad. It's just sad. It's just sad. It's sad. makes me want free stuff. It makes me want free booze. Chad (09:55.246) I don't know. Or the country. Yeah. Yep. yeah. For music, Who was? It's just sad. All right, no, it's not sad. That's exactly right. Yes, because if you go to ChadCheese.com slash free and register, you could prospectively win a free t-shirt. Our new design as an homage to Motley Crue's Dr. Feelgood. These t-shirts are soft, supple. Joel Cheesman (10:08.63) Mm-hmm. Joel Cheesman (10:21.686) Clearly still recuperating for breakfast, Chad. It's okay. We're going to give you some grace on, on this one. Chad (10:27.998) And much like hiring Mike or hugging Mike, should say, not hiring, hiring, hugging or doing whatever you want with Mike over at Aaron app, because he'll allow it. If anybody will allow or it'd be Mike from Aaron app. Free whiskey, two bottles of chicken cock whiskey from our Canadian tech experts over at Van Hack. This is a good time for them. Joel Cheesman (10:36.244) Yes it is. Chad (10:52.578) I mean, they are getting amazing talent up north because we're shedding it here in the US. So take a look at Van Hack, free beer a box delivered to your doorstep, the craft beer from the job data geeks over at Aspen Tech Labs. Once again, go to ChadCheese.com slash free. Register, if you don't register, you don't play, you can't win. Joel Cheesman (10:58.122) You gotta be in it to win it, Chad. Joel Cheesman (11:07.702) freestyle. Well, you were on the rec fest stage without me. So I mean, you kind of broke the seal you you drew your first blood. So here we go. Yeah, I'm going to be at I'm going to be at Erie in San Diego. November 4th and fifth is that conference learn more at er.net. So you got you got you got Jeff warmed up and I'm the I'm the main event. Thanks for warming them up. I'll finish the job and do what I'm supposed to do. But doing that in San Diego. Chad (11:16.782) You're doing a solo. You're doing a free solo event without me. I don't know if I should cry or not. that's a point. That's a good point. My fault. My fault. Joel Cheesman (11:35.38) And then guess I'm going back to San Diego quickly thereafter. What the hell's going on there? Chad (11:42.957) Yeah. Chad (11:54.466) Yeah, but before that, mean, the road show, the Chad Cheese Road Show at RL100, where do we start? We start in the streets of San Francisco. Then we go to San Diego. Then we go to Dallas. So if you don't know kids, the RL100 shows are curated for small group, high level practitioners who are looking for answers and sharing best practices. So if you're a director, VP of talent acquisition or chief people officer, Joel Cheesman (12:10.144) Mm-hmm. Chad (12:20.908) You've got to be in the room where it happens. That's in San Francisco on November 13th, San Diego on November 18th and Dallas on November 20th. to ChadCheese.com and click the register right in the hero image. Click on topics and speakers. See who's going to be there. See what we're talking about. And this, this event is always a blast. So looking forward to seeing you there. Joel Cheesman (12:28.758) Yeah. I love these say we're going to be in the streets because that's where we're from baby. Sesame street more like it, but here we go. Haven't been to San Francisco in a while. I'm excited to get to go back. I mean, it's been years. It's been years pre COVID probably. All right guys. Fantasy football, week six is in the books as we go into week seven. thanks to our friends at factory fix for sponsoring this. Here's your, here's your work first to worst, list. got Courtney Nappo, Mackenzie Maitland, your boy right here is the bronze medal at number three. Chad (12:54.698) All right, Joel Cheesman (12:58.742) followed by Jada Weiler, Stephen McGrath talking shit and kicking our asses. He beat you by like two tenths of a point or something last week. Yeah. mean, mean, yeah. I'm playing Yahoo. yeah. Speaking of MTV, Yahoo. all right. So Chad (12:59.63) Mmm. Chad (13:15.246) Mmm. Chad (13:23.566) Point one six point what what fucking football? Scoring system has fractional points Yahoo. That's who it is fucking Yahoo Joel Cheesman (13:25.91) Uh, David Stiefel last year's winner at number is in sixth place. William Carrick Carrington, uh, Megan Ratigan, Jason Putnam. You're at the 10th spot. Number 10, uh, ginger Dodds. speaking of the streets, uh, look who's in the gutter again. Uh, that would be one Jeremy Roberts. How the hell Texas still lets them live. There is beyond me, but yeah. Chad (13:50.977) sucking. Joel Cheesman (13:52.25) He is. He's looking good. Didn't he make a comment about you should cover your head with a hat? Was that him? Cause he wears that flat that like that Irish whatever hat. Yeah. Yeah. Jeremy's like, Jeremy's looking good. raises chickens and shit. He's a, he's a, he's a new Renaissance kind of guy, man. I don't know. Eating his own eggs. I don't know what the fuck is going on. If he, if he gets laid off, it's not a problem, but for the, for some other people's Chad. Chad (14:02.114) He's looking good though. saw him at Wreckfest. He's looking good. So that's half the battle. Now just take some time and get your team pulled together. And I shouldn't be talking shit. I'm at fucking number 10. Chad (14:15.608) yeah. Hey, yeah, yeah. Cause, cause we, yeah, we both have the same hairstyle. Yeah. So he's awesome. Joel Cheesman (14:20.086) Oh shit. We got some layoffs to talk about, both industry wide and not so here. So just when he thought it was safe to go back in the water, Nestle layoffs 16,000, largely automation based our friends at Metta are laying off 600, mostly in the super intelligence initiative. Even though a new story says they're paying up to 290,000 for entry level roles in AI and VR in our space, Paycom 500 people laid off handshake. Chad (14:35.342) jeez. God. Jesus. Here we go. Chad (14:43.598) Mmm. Joel Cheesman (14:48.278) A hundred folks, uh, and even app cast is saying goodbye to 32 of their employees. And that's after layoffs at zip recruiter and fiber last month, Chad, a lot of pink slips, your thoughts. Chad (14:58.434) Mm-hmm. Joel Cheesman (15:13.29) Mm-hmm. Chad (15:15.224) Mm-hmm. Well, I'll dig into more of this when we get into the economy block that we're doing, but I do have a good idea. And I talked to the guys over at JobGet about this. Handshake is falling on hard times. Okay. They're getting rid of people. Their CEO is saying that they are adjusting or they're pivoting into more AI centric technology. And I think because JobGets been acquiring, right? I think JobGets should acquire Handshake and then Joel Cheesman (15:38.548) All right. I'm going to give you an applause on that one. That's not too bad. Handjob. Yep. Well done. So wash well done. And are you dropping the mic? Is that all your comments about layoffs are good. Thank you very much everybody. Yeah. it's, automation baby. I mean, Facebook looks like a lot of people that were doing the Oculus stuff. Chad (15:47.672) Flip the brand, pivot the brand, handjob.com. Huh? Huh? Huh? Okay. Okay. Joel Cheesman (16:01.558) are gone. Um, they're doing more with less. They're pitching. is like, need fewer teams. need fewer developers. Like that's just kind of the case. They, they seem to be getting like, if you're really high level, you're good. But if you're that sort of middle tier developer, like you're, you're shut out of luck. Um, the Nestle stuff, I thought it all going to be people like wrapping KitKats and stirring chocolate or like what Chad (16:02.606) You're welcome. You're welcome. I'm done. I'm out. Chad (16:21.646) Imagine that. Joel Cheesman (16:26.888) It was mostly white collar jobs at Nestle. I was kind of surprised by that, but they are, you know, quote unquote, you know, evolving to a new reality and that's affecting a ton of white collar positions. Paycom as well. Yeah. do what? Chad (16:33.486) could be fucked. Chad (16:57.656) I think they've already automated that other stuff out. Joel Cheesman (16:59.988) I agree. Clearly we're seeing that, but I was just surprised because most of their people, like they have a ton of people working those jobs, a lot fewer white collar jobs. So was just surprised to see that the majority was there. Paycom is mostly engineering positions. If you look at their data on LinkedIn, they need fewer developers as well. Just like Facebook handshake is fucked. mean, how many of you are like internships or they're not dead, but they're down. Chad (17:03.64) I think they've already automated all that other stuff out. Like the production side of the house, I think that's already been automated. So now they're turning their eyesight to the white color side of the house because they've already automated on the manufacturing side. Chad (17:24.142) Mm, yeah. 16,000, ooh, ooh. Joel Cheesman (17:28.758) 10, 25 % internships are hurting entry level jobs are hurting companies are doing less sort of events for entry level jobs. That's obviously going to kick them in the nuts. Their whole like LinkedIn killer initiative from a year or so ago, I'm sure has died like everyone else's LinkedIn killer has has died. Abcast was interesting because there's they're usually put on a pedestal in terms of like the gold standard for programmatic. But as we learned at rec fest, if you can Chad (17:31.566) Mm. Chad (17:50.338) Hmm. Joel Cheesman (17:57.63) If you can loosely say LinkedIn and Indeed are like 80 % of your recruiting ad spend, that 20 % lays in the programmatic realm for a lot of people. And we heard a lot of talk about cutting budgets for Indeed and LinkedIn. So if they're getting cut, imagine what that 20 % of programmatic is going through. So I think they're facing a lot of challenges as well in the programmatic market. Chad (18:00.332) Bleh. Joel Cheesman (18:28.416) Mm-hmm. Chad (18:38.796) Well, we talked about Dalia. We're actually on stage with Shay, who was talking about the tech stack that they put together and how they've been able to increase their conversions dramatically by using Dalia. But the big key to that is, and I think this is where a lot of these companies really need to start driving and focusing on candidate rediscovery. Because a lot of these companies understand, shit, I've got hundreds of thousands or millions of candidates in the database. I'm going to go there first. I've already paid for these people. We're going to keep them warm. We're going to engage them. We're going to give them content. We're going to do all this stuff. But I don't need to spend that kind of cash on LinkedIn and Indeed. I think it was over a million dollars, $1.5 million that was saved in six months. So that's a lot of cash. Joel Cheesman (19:10.4) Mm-hmm. Joel Cheesman (19:14.282) Buys a lot of beer. Chad (19:32.066) That's a lot of cash for one company to save in six months. So I'm pretty excited to see what happens because this should be a pivot for most organizations conversion to be able to get more of those individuals coming to your site because they care about you and then being able to engage them, keep them warm, and then get them hired when you're ready for Joel Cheesman (19:34.122) Yeah. Dare I say that companies aren't falling for the banana in the tailpipe anymore. we're hearing more and more. I mean, Megan Radigan talking about optimizing for Google for jobs. mean, companies are just getting wise, wise to other ways to get candidates. And it's very refreshing. Let's get to topics. Chad (19:55.286) They have been for like 20 years. Yeah. Joel Cheesman (19:57.046) So much meat this week. All right. A few stories set off the bullshit meter recently. Facebook jobs are back again after launching jobs in 2017 and phasing it out in 2023. Not to be outdone, X is getting rid of its jobs tab after launching its quote unquote LinkedIn killer, Dub X hiring back in 23. A Metaview billboard. Chad (20:01.25) Yep, love that, love that. Chad (20:07.032) Mm-hmm. Chad (20:17.271) Everywhere, everywhere. Chad (20:24.511) Mm, okay. Joel Cheesman (20:24.586) that reads quote, says hiring has to be fair? Meta view unfairly effective AI built for recruiting end quote caught Chad's eye as well. and this video of ad Zuna explaining their new search caught our attention as well. Check it out. Joel Cheesman (21:06.326) Because every search is exactly what you're looking for. No filler at all in your job searches. Joel Cheesman (21:19.574) All right, the bullshit meter is about to explode for Chad, but so much meat this week. What stood out to you, Chad, with all that insanity? Chad (21:26.85) Biggest upgrade. Biggest upgrade. my God. Stop it, my brain's hurting. Look at God. Jesus. Joel Cheesman (21:40.479) Hahaha That's the open AI porn segment at the end of the show, Chad. Don't jump ahead to the bukkake yet. Chad (21:45.494) Fairly simple. mean roll down through real quick X jobs told you so wasn't gonna happen couldn't happen. They bought Lasky the CEO Chris Bukaki, whatever his name was he left the He left left the company earlier this year. Okay, my bad my bad my bad Yeah, the Facebook thing. I mean This is this is really hard Facebook marketplace is a very Craigslist kind of platform But like we've seen with Facebook's first try, several attempts by Google, Twitter's utter failure on the job site. Why are all these mega successful brands with loads of cash failing over and over over and over? Well, it's pretty simple. Lack of focus. The job market is, it's a big ticket item for vendors dedicated to this space, but it's a minuscule to companies like Facebook, Google, and Twitter. So they allocate resources thinking it's easy money. Joel Cheesman (22:23.968) Mm-hmm. Chad (22:44.406) make big proclamations and then shut it down because the business is hard. This is hard business and it won't generate the revenue like cloud computing or broad based advertising. So this attempt fades away like Google base does. mean, so, you know, X and X and Facebook, they're going to have bigger fish to fry and they're just not going to have enough resources to be able to apply to this. I'll get to add to in a minute. Go ahead. Yeah. Joel Cheesman (22:51.062) Elon's got bigger problems than job postings for sure that he has to focus on. Joel Cheesman (23:07.264) Hit me. Chad (23:15.014) Adzuna? my God. So before getting into Adzuna, I'd like to talk about two big problems I see from founders and or CEOs. Number one, they can't see the forest for the trees, which means they're way too embedded in their own ecosystem to solve a certain problem. Number two, while in that forest, they're overindulging on their own Kool-Aid, which means they've fallen in love with the product they've created instead of falling in love with the problem they're trying to solve. I see both things here happening with the ZUNA. This new solution, quote unquote solution, is half-baked at best. In this day and age, why would you work on a job search without matching on the employer side where the actual revenue happens? These things should be happening together. At ZUNA, should be focused on delivering cost per qualified candidate or candidate qualified slates. It's simple. You extract the requirements from the start the actual job posting itself, match those requirements against your database and start delivering qualified candidates instead of meaningless CPC and CPA. This feels like ZipRecruiter's fill without a dumb white guy name attached to it. but last but not least for those founders and CEO, when someone with tons of experience from this industry gives you feedback, shut up and take notes. Joel Cheesman (24:25.152) That's the best advice you've ever given. Joel Cheesman (24:30.088) In short, listen to old guys everybody. We know a thing or two. Okay, I'll give you a break. You're clearly a little of a clipped from that from that topic. Totally agree with X wasn't gonna happen was not going to get Ilan's attention. He had a little bit of he had a little bump of we're gonna kill LinkedIn and what we're what we're coming up with is gonna destroy like they all get into this and get out. Now, Facebook is interesting. Like why? Zuckerberg loves like killing stuff. Chad (24:43.768) Fuck, it's crazy, it's crazy. then, go ahead. Jesus Christ. Chad (24:53.058) Yeah, I'll get to Metaview. You talk now. I'll get to Metaview later because this is a lesson. This is a lesson, yes. Joel Cheesman (25:05.622) throwing it away and not coming back to come back to jobs is really interesting to me. So, so I have three, I have three ideas of why Facebook or Metta brought back jobs. Okay. No, number one, appeal to young people. They're spinning. This is like young people having a hard time getting a job entry level jobs. Now, if we start seeing ads like, kids, come to Facebook, we have jobs for you. Then I'll kind of believe that. Chad (25:26.924) It is. Joel Cheesman (25:34.398) that idea better. Number two is the PR is good. It's a, it's a layup, right? Like if anyone like Facebook, we're trying to help kids get jobs. The young people need support. We're here to help the third, which I think is the most interesting or likely, and maybe I'm reaching here and I know that you'll tell me if I am or not. I think Zuckerberg hates Apple and hates Google and hates the iPhone and hates the properties that Google has. Remember when Facebook had the Facebook phone and it was all Facebook and they had like the F logo as the button that failed obviously. But I think in the back of Zuck's mind, he wants to like have a device that will appeal to a lot of people. So I know you guys are poo poo in the glasses. Chad (26:21.742) Mm. Joel Cheesman (26:23.956) And that's okay. As the one as the lone glass wearer on the show, the display stuff is interesting. You could, have a wristband, you control it, basically control the screen with your hand. We've talked about jobs and we've seen apps before where you're walking down the street, augmented reality, Starbucks is hiring, click here, apply now. I think that the job data helps in that glasses idea of saying like, Hey, meta. Chad (26:25.414) yeah. Chad (26:40.566) You Joel Cheesman (26:54.146) is, this business hiring and better will know where you are and they'll say, yes, here's a job. Do you want to apply now? Like, yes. And it will apply. Like, so I think it's a little layer of data for AI and the glasses that Facebook can sort of easily add into its product, glass display. That's my, my three theories on Facebook, bringing jobs back for the kids. Just like, just like Wu Tang number two, good PR. And number three, the display glasses. I think that's why jobs are back. Your take, am I off? Okay. Joel Cheesman (27:39.091) Here we go. Chad (27:44.226) I think there's going to, I think there's, I'm I'm going come in on one of those and that's the goal and that's the glasses. I think there's going to be what they're going to be used more for than jobs. I don't think jobs are going to be, there's going to be an app where you can pretty much see everybody naked. And, that's, that's going to be the app that everybody uses. mean, you know, the jobs app, they're, they're going to find different ways. Yes. The x-ray glasses. Yeah. Yeah. Joel Cheesman (27:50.056) It's like, it's like the car. Remember the comic books when we were growing up, it would have like the X-ray glasses and the guy like. Joel Cheesman (28:00.163) my god, my god. Chad (28:14.52) They're real. They're now real. Okay. Yeah. So. Chad (28:22.466) So the meta view thing, and this is literally a lesson to CEOs with regard to advertising, right? Because most CEOs, founders, they have no fucking clue about advertising. They use these ad groups in some cases that are not steeped in our space and they do stupid shit like this. So I was in broadcast media. Joel Cheesman (28:24.564) Yep. Yep. Chad (28:45.538) before coming into this industry and I sold against billboards and even integrated billboards into client campaigns. So when I saw this, had two major issues. Number one, you have to know your medium. The average time spent viewing a billboard in the US is about four to six seconds. In four to six seconds, you need to, the reader to read the ad, duh, make sure the, or actually make sense of the ad and then associate that ad with your brand. And size matters. And the logo is about as big as Trump's dick on the most recent South Park episodes. Okay. It's very, it's, very small, very small, which means the tagline, which is just as small, unfairly, effective AI built for recruiting is totally lost. Number two, know your audience. The main segment of, for this ad says, who says hiring has to be fair? Okay. So. Dei has been assaulted and your target market is mainly female Do you really want your target audience who works within a crazy unfair system to associate that message? With MetaView your brand no you don't so that's my critique. Here's what I do I would do differently so I don't want to just shit on it I want to be able to give them here's what I would do differently and actually Doing that's exactly right and I have Joel Cheesman (29:43.38) Yeah. Okay. good. Not just criticism on the show, actionable items to help you solve the problem. All right, here we go. Chad (30:10.946) basic knowledge, practical knowledge about this, because I've done it before. So that's my critique. Here's my redesign. The main and only message that should read on this billboard, effective AI built for recruiting with a big ass Metaview logo and a URL underneath the logo, right? Why? Everyone currently is enamored with AI. So make AI the star instead of your douchebag anti-fairness messaging, right? Joel Cheesman (30:21.707) Mm-hmm. Chad (30:38.892) Associate AI with your big ass brand and name. This uses the keep it simple stupid methodology, especially when you only have four to six seconds to effectively communicate a message and tie your brand to it. So hopefully the Metafu executives and other executives that are out there who might be using different types of media, they won't waste, I don't know, $35 million in funding on garbage like this. Joel Cheesman (30:49.012) marketing vice on Chad and cheese. Everybody come on. What, what, else can you get? yeah. So I'll chime in here real quick. I agree with your, your analysis of billboards should be quick. Like it shouldn't, it should be, keep it simple. Like don't make me think. the only time I've seen these really work in our space is when it's at like a big sherm show or HR tech where it's combined with Chad (31:08.952) And you're welcome. Joel Cheesman (31:15.476) the imaging at the booth or maybe you're having an event and it's all sort of, it's all sort of consistent. Yeah. Maybe it's at the airport when you're checking in, you see an ad, then you see a billboard, then you see the booth. all helps solidify the message. didn't, you said that you thought this was Chicago, that you saw the, the, billboard. Yeah. So the, the only way this even comes close is if it's like near the Nashville airport, where people would see it going into, into rec fast, but even then it's a stretch. Chad (31:20.517) yeah. Has to be. Chad (31:35.16) or at the airport. Joel Cheesman (31:45.526) Billboards are expensive. Uh, I mean, they were expensive back when you were slinging it and they're expensive now. So why would you do it? Are you, is it a big sales initiative? If this is Chicago, like Chicago is our big market. Is it we're really well known in the UK. We know that like bright hire, for example, is a little more entrenched in the U S so this is our statement to say that we're here. Um, we really don't know. And the, the, there's been no PR about here's our Chad (31:49.708) I think it might have been. was in the US, but I think it was in Chicago, I think. Joel Cheesman (32:12.8) campaign and we're rolling this out and here's what it's about and here's the cities that we're doing it in. This just seems like a random, let's just put a billboard up in Chicago. So unless there's any other insight, it seems like an ego play or I just want our brand in Chicago or wherever it is. So I agree that I don't, I don't see how it works with the way that we saw it how it was presented on the ad Zuna front. How like Tell me how good your search is, but let me like make me put in my email address eight times before I can actually apply to one of the jobs that I see in my search results. And then and then like trick me into thinking something's a result, but it's actually an ad for zip recruiter that takes me over there. And then I got to give them my email address before I can apply to that job. Like the user the user experience is so bad on so many of these sites that it doesn't matter if your shit is better. I hate being on it. I'm only on it because I'm unemployed and I feel like I have to be on it. Like if it was a joy to be on these sites, great. Take away the ads, take away the friction. Let me see the new search. Let me be awed by that. And it's great. like until these businesses figure out like we're not just a funnel for email addresses so we can spam you for the rest of your life. Like I'm not interested. I don't. I don't really care. don't really care. I won't even get into the whole like agents are going to be agents and people aren't even going to search anymore. This is it's just the experience is so bad on these sites and it's sad. It's sad. Joel Cheesman (33:52.596) But when it's delivered with an English accent, it's that much better. Everybody, it goes down that much better. Let's take a. Chad (34:04.782) This one just half baked that in my personal opinion, it's half baked. Chad (34:13.998) Well, not only that, it wasn't even rolled out initially in the US. It's like, what, okay, okay, whatever, yeah. Why don't you get ready first? Why don't you get your fucking product ready and roll it out? As opposed to this bullshit, kind of like, and this is, I see why Google rolls shit out because they have, obviously, governments that are looking at them constantly. Nobody even knows who the fuck Ed Zuna is. Roll that, get it ready. Joel Cheesman (34:22.23) Mm-hmm. Joel Cheesman (34:25.845) Right. Joel Cheesman (34:35.946) Red, white and blue chat is in the house and in full effect and I'm here for it everybody. Let's take a quick break and we'll get more. Chad (34:43.82) and roll it out, right? Again, very half-baked. Not just from a tech side, but from a plan side. Go to Market Sucks, you guys really need help. Joel Cheesman (34:47.67) Yern for Euro Chad. All right, Chad, a whole lot of money going on up in here. Robotics company Armstrong has raised 12 million to develop AI powered robots for restaurant kitchens, starting with the dish washing. Jack and Jill, a new platform using conversational AI for the job seeker side has raised 20 million in funding. Find them. I don't even know them. Raise 51 million in funding, bringing its total to $105 million. Chad (34:54.764) Hahaha! Chad (35:02.37) I yearn for Euro, Chad. Joel Cheesman (35:16.362) The funds will be used to develop AI and support global growth. raised 300 million in a series E funding round totaling 1.3 billion and valuing the company at $17.3 billion. Way to go, DEEL. Way to go. The company plans to use the funds to recruit AI talent, develop a priority systems. and expand its global reach through strategic acquisitions. Interesting. And speaking of acquisitions, Chad, Deel bought Omnipresent, while our friends at Humanly have gobbled up Qualify, Sprockets, and Our Work. The cash register is definitely ringing on this one, Chad. What are your thoughts on all the money getting thrown around in our industry? Chad (36:19.778) Yeah, I'm to try to consolidate around all of them in one fell swoop. Companies receiving funding today remind me of when chat bots were gaining steam and receiving cash. Remember, Maya Systems, Allyo, and Paradox. Maya raised $65 million, Allyo raised $64 million, and both sold on the clearance rack to StepSone and HireVue. On the other hand, Paradox, friend of the show, went on to win big deals, receive over $250 million in funding, and sell to Workday for well over a billion dollars. Other than the sale price, what was the difference between Maya, Allyo, and Paradox? Well, it was focus and discipline. Both Maya and Allyo were all over the board, opening up TAM too fast, chasing revenues from everyone, everywhere, while Paradox smartly honed their product for a specific market segment high volume hiring. I see the same happening today with many of these companies like Findem, like all of the names that you mentioned. Many of these startups will receive great amounts of funding, but it's the same as it ever was. The ones who identify specific problems and slowly increase total addressable market will dominate those who open the TAM too fast and chase all the business. So the question is, will these companies, again, one by one, which ones are gonna win, which ones are gonna lose, it's gonna take time. I mean, through the acquisitions or through actually getting money, acquisition's an entirely different kind of conversation because you have all these different technologies. Do they fit within the actual total addressable market that you're already serving? That's one question, or does it actually bump it out and increase it? And do you have the resources and funds to be able to support that versus, Did I just get a ton of money and am I gonna go spend on stupid billboards in Chicago or opening the TAM too fast, right? So these are the things that we really should be looking at, not just as analysts in the space ourselves, but also as companies, they're looking to do some type of due diligence. On the Deel side, these guys are looking to IPO. They've taken way too much fucking money. They've got an IPO. Who's gonna do it first, Rippling or Deel? Joel Cheesman (38:27.158) Yeah. Joel Cheesman (38:33.45) So much money and now food, I love it. Um, by the way, on the meta view, sorry to go back to that. Uh, and some of my, my homework, they're not buying keywords on Google. Like if you search interview intelligence or AI source, some of the things they do, like that seems like a much smarter way to spend money. But anyway, let's get to, uh, get to the, the, the, rounds here. Uh, Veritone also raised 25 million recently. Like let's throw in another friend of the show that's raised money. Uh, yeah, a lot of, a lot of money being raised. So, uh, is Jack and I'm surprised. Chad (38:43.692) And then Armstrong will leave that for the Taco Bell discussion that we're going to have. I will at least. Ugh. Chad (39:04.428) Really? Okay. Joel Cheesman (39:07.414) This was a meatball, Wade and Wendy and Jack and Jill. Like that shit just writes itself. I mean, this is like, let's just repackage it for another company that'll be acquired at some point down the road from the TJ Maxx clearance rack. This Jack and Jill is so ridiculous. So you, you, talk to your computer about what you kind of what you want. Like, Hey, I want to stay in Toledo. I'm a sales guy, whatever it is. Right. And then it says, Chad (39:08.972) You think. Yeah, you think. Chad (39:15.99) shit, I didn't even know that. Chad (39:21.976) stock went up like 70%. Joel Cheesman (39:37.16) Okay, great. I'll search the web for jobs and then get this. It'll email you when, when jobs that you want are available and then you can go apply to those jobs. So how is that different than using my fingers to search like sales jobs in Toledo and then, and then signing up for email alerts on whatever job board that I'm on. It's just a new interface that I talked to. Chad (39:45.824) huh. Joel Cheesman (40:04.669) It's how from 2001 as opposed to like typing. So I don't know how the hell they got $20 million for that. I guess for recruiters, go, I'm looking for salespeople in Toledo. Great. We'll search candidates, da da da. And then we'll email you whatever there's new ones that come up. So I, don't get that at all. Again, it's delivered with an English accent. So you feel a little better about it when you, when you waste money. but, but that's, that's what that is. by the way, Chad (40:11.726) It's the Save Job Search. It's not. night. Chad (40:24.76) So bad. So bad. Joel Cheesman (40:29.854) Zipper Cruder hasn't really hit a home run with Phil, which is their kind of like face to job search. maybe, I don't know if Jill is that much better or Jack, the whole find them thing that blows me away that they've raised that much money. and they've been around since 19. So, I mean, the clock's ticking, but, but the whole, like, I call it the Intello 2.0 trend. Yeah. All these companies like Chad (40:36.526) Mm. Chad (40:45.39) Mm-hmm. Joel Cheesman (40:55.38) The sourcing is there, but then we'll have agents or we'll automate the outreach and getting your ATS. Like that's the part that's new, but whether it's find them perfect juice box, like what it's all it's in Tello and hiring solved and a higher tool. Like it's just a new generation. don't know. I don't know why people are these new people in recruiting that don't know about those companies and they go, yeah, let's source people in. Chad (41:01.293) a lot of cash. Chad (41:09.486) Mm. Joel Cheesman (41:24.564) And then we can have agents contact like the money these guys are getting. don't, I don't, I don't think it's justified. I don't know where that's coming from. So anyway, the, the, think that's going to end badly for most of those, Deel an omnipresent. What a throw away fucking, like that's just nothing. omnipresent, two years ago. employed 315 people. They turned that into half as many people two years later. Uh, so this was just like a sinking ship. If you go to the URL for omnipresent, it just redirects to Deel. So it wasn't even like, Hey, we're now acquired by Deel or like, or omnipresent by Deel. Like, fuck it. Let's just redirect it to Deel. We don't need to muscle all the other shit. Um, I do, I do wonder, you mentioned the IPO thing with Deel. Chad (41:58.126) Yeah. Joel Cheesman (42:17.186) And I thought about this after the Ashby raise. Ashby got a ton of money and we were like, they got to go public. There's no way that they can raise more money. And more and more when you look at Stripe, when you look at, at some of the companies on Silicon Valley AI, right. Open AI that have raised so much money and they don't go public. I understand why they don't go public because it's a pain in the ass, but the new model seems to be. Let's let's give our previous. Chad (42:19.64) Simple. Yeah. Yeah. Joel Cheesman (42:44.296) investors, a liquidation event, let's pay them. And instead of going public, like let's have another round of like this huge raise. So I would argue almost that this means that Deel is less likely to IPO because it looks like they got a chunk of money. Let's pay off our old investors. Let's get our employees some money and then let's hold off on the IPO a little bit longer. I would say rippling has a better chance of, of doing the IPO thing in the next 12 months than Deel. But I think Chad (42:48.536) Hmm, yeah. Joel Cheesman (43:14.708) The whole trend of don't go public, just raise another big round of money is filtering down into our space. I think this, think Ashby was one. I think this is probably another example. Joel Cheesman (43:28.981) now. Chad (43:42.466) Yeah, Ashby hasn't taken close to the amount of money these guys have. I gotta say though, we've talked about it before. If you're first to the battlefield, you're most likely to die, right? And I think the Intello is the talent band and I can't remember what they were all talent rediscovery, right? We had a bunch of talent rediscovery platforms that were happening, you know, close to five, 10 years ago. It's now starting to be in fashion and people are building and they're starting to, Joel Cheesman (43:45.963) Yeah. Chad (44:12.364) building it into their stack. So I think the likelihood of the Intello's, unfortunately, Intello was probably about five years too early. Those things are moving forward and I think they're, literally going to start and they have already started being embedded into platforms. So what's the likelihood? The likelihood is much higher than what it was five years ago. So hopefully we're ready because you got to remember HR adopts slowly and is it time? Who knows? We'll see. Joel Cheesman (44:23.434) Yeah. Good point. somewhat one of these companies needs to come to me and say, here's how we're getting our data. And that data has to not include LinkedIn because LinkedIn does not like that. I don't know how Seek Out has survived this long. Where are they getting this data? How did they get their data? And so on and so on. Because LinkedIn, LinkedIn is the directory of record. And until somebody tells me there's something different that's better or not pulling from LinkedIn, it's hard to imagine. Like I get the, we'll go into your ATS. Like I think that was a, a model that was tried. didn't work, but, yeah, somebody needs to convince me the agent thing I can buy, but the whole like sourcing where are you getting the data? Is the data clean? Is it not going to be, killed two years later because high Q and all the other companies at LinkedIn. Chad (45:02.434) They only need it once. Joel Cheesman (45:15.638) killed who I can't say that this is going to just be a new batch of companies that are going to get killed by LinkedIn two to three years from Joel Cheesman (45:27.862) So how do you keep it fresh? keep, I... Mm-hmm. Chad (45:40.002) Yeah, these data warehouses, they've already scraped LinkedIn and that was years ago, right? So maybe some of the new data, not so much. Well, if you have the information, number one, and you're a company and they have applied to your company, there's some kind of connection that's there. That's where rediscovery comes in, right? So yeah, I mean, I don't like when a lot of these companies say, well, yeah, I mean, we've got a database of, you know, over 300 million people. It's like, where the fuck did you get that? It was a data warehouse, right? Joel Cheesman (46:02.294) and are they all pulling from the same place? Is somebody different? Like no one comes out and says we're different because of X. It's just like we have all this people in our database. Chad (46:09.122) That's much different than something that's already in somebody's database where somebody has like a connection to them where they've applied once or they've gone through the process. But yeah, yeah, it's a... Chad (46:23.811) probably. Joel Cheesman (46:24.522) Chad, do remember when we talked about Taco Bell getting trolled by people ordering 18,000 waters? Well, they've apparently solved some of that problem. This was their leadership on CNBC recently. Check out this update. Chad (46:27.32) I have to ask Jeff Taylor when he's on stage with you because he pulled data from six, seven different sources. Hahaha Chad (46:44.162) Yes. Chad (46:49.635) water. Mm-hmm. Joel Cheesman (47:28.406) It's a fun outlier. It's a fun outlier. And we also have White Castle, not one of your favorites, but one of mine. They've, they've launched a totally, almost totally autonomous, autonomous version in Ohio. So I guess so long drive through jobs and other jobs in the fast food restaurant. But what else is cracking in the economy? I hear you asking Chad. Well, hamburger helper, a staple of the seventies. I have my own stories that I'll share. Sales are up 14%. Chad (47:43.756) It's an outlier. It's an outlier. Yeah. Joel Cheesman (47:55.798) Shipping freight rates are up 20 % within CNBC highlighting one carrier being hit with a $34 million tariff bill. And subprime car loans that are 60 days or more late is currently worse than during the past three recessions. I'm talking COVID, I'm talking the Great Recession, and I'm talking the dot com bus. Chad, what's your take on the economy? Chad (48:30.19) Mm-hmm. Chad (48:36.494) So fast food, this is moving toward fully automated and it's gonna be take away. There's not gonna be a scenario where you sit down with the family in the restaurant and have a meal. It's not gonna happen anymore kids, especially with fast food. And this is the way to actually get there. On the freight side of the house, I mean, you mentioned it, tariffs, tariffs, tariffs. mean, the Logistic Management Index has key indicators of which ocean freight, warehousing, inventory and trucking are the most key of those indicators and they are all at record lows from September. A month where we should see rise but tariffs are rising prices, wages are down, people can't afford as much so less products are obviously needed and if all of that is happening it's going to create less jobs. I mean that's how it's going to impact us, period, right? And we know all of this especially from Joel Cheesman (49:21.6) Mm-hmm. Joel Cheesman (49:28.594) my god. Chad (49:32.844) the standpoint of inflation and rising prices and lower wages because hamburger helper is on the rise, as you had said. Something that we both probably had a lot of in the 70s and 80s. But the average price of meat has inflated 13 % over the last year. During times of high inflation, like the 70s when we grew up, families turned to cheaper ways to feed their families. Joel Cheesman (49:59.998) Yeah, I hate hamburger helper and I hated it back then. when mom, when I saw that box, the hamburger helper, remember the ads that had little hand and it would talk to mom and be like, Hey, I'm here to fuck that guy. Fuck that guy. I hamburger helper was, was a metaphor for shit's bad and it's, it was awful then and I would cry and my dad, true story, my dad would put salt. Chad (50:00.364) Like hamburger helper, which stretches a smaller amount of meat into more of a meal. and this is just more proof of the K shaped economy where Americans are struggling to put meat on the fucking table. Chad (50:19.746) I do too. I do too. I do too. Chad (50:27.682) Yeah. I'm like, fuck off. Joel Cheesman (50:29.286) on the hamburger helper to like make it taste better. But the salt would just like burn my like inside of my mouth. So I would cry more because it was like dad feeding me toxic waste on my shitty hamburger helper. Sorry, sorry. how did we get here? Okay. I'll make it easy. Gold does not increase over 50 % in a year when things are okay. things are not good. Chad (50:35.372) Ugh. Joel Cheesman (50:57.302) And in the back of, in the backdrop of all this, we have, we have King, uh, King diarrhea in the F 15, um, like building a new ballroom, tearing down the East wing of the white house to do it. Is that good optics? Like, I don't think so. Uh, the New York mayoral race mom, the mom, mom, Donnie phenomenon is because young people in particular are sick of this shit. Um, Chad (51:02.595) so bad. Chad (51:11.106) Yes, exactly. Joel Cheesman (51:26.734) And 26 is going to be loco, dude. The midterm elections, this ballroom won't be finished yet. It's going to be like a visual bookmark of how fucked up the administration has been. Unless something really changes drastically, Trump's numbers are in the toilet. Like even stuff he was decent on, he's underwater. Buckle up, kids. The economy, the politics, the geopolitical shit, it's only going to get Chad (51:30.669) He doesn't care. Chad (51:42.434) Yeah, they should be. Joel Cheesman (51:55.959) uglier, 26 is going to be, entertaining to say the least, to say the least. Yeah, you do. Yeah, I do. Cause all the boomers are dying and then all the house. That's another thing today was the house prices of the realtor Google realtor survey kids. If you want some more great news on the economy, but why are we talking Chad, when there are experts on television to kind of break that, break that down. Uh, here's, here's our friend, uh, Steve Ratner to talk about the economy. Chad (52:19.714) I gotta sell my house fast. I know. Yes. Chad (52:34.37) Yes. Yes. Joel Cheesman (53:11.454) if you put AI or A1 before it. Chad (53:23.192) Can you say bubble? Hoo. Joel Cheesman (53:36.618) Wait, the top is doing better than the bottom? That's weird. Joel Cheesman (53:46.388) I bet the billionaires at the front of the inauguration are doing okay. Chad (53:56.206) Rising wages again. Again. Joel Cheesman (53:56.938) Ugh. Joel Cheesman (54:03.322) Unsustainable, unsustainable. By the way, did you see the list of, uh, I guess sponsors or donors for the, uh, the new ballroom? It's basically big tech and crypto. That's basic. It's the, the grift keeps grifting, man. It's, it's insane. By the way, there's so much meat on this show. didn't even comment about the humanly, uh, acquisition. Do we want to say anything about, about we, we read it in the summary, but no comment. My comment is simply. Chad (54:18.594) Alright, kill it. Kill it. I can't take it. I can't take it. Chad (54:34.281) God, was it? Joel Cheesman (54:41.488) Okay. Okay. I mean, look, the humanly, we like those guys, but this is not, it's not workday buying, you know, sauna paradox and flow wise. It's more like, it's more like buying low, low, low, Larry and curly. like these are not successful startups. these are, these are clinch and this is going to be more and more, we're to see more of this consolidation companies just that are out of gas selling for on the cheap, hopefully getting some acquisitions. But yeah, I was just. Chad (54:51.572) Yeah, no, I did comment. I commented on not sure if that actually fits within their current TAM, if they're gonna have to expand the TAM. It's just things that we're gonna have to watch, Chad (55:04.385) yeah. Chad (55:07.589) God no, they're all clearance racks. Joel Cheesman (55:10.528) There's so much meat on this show. it's, can't keep up with it, but there's more meat to come. Everybody. When we come back, we'll talk about, porn and browsers to taste the tastes great together. Joel Cheesman (55:27.446) All right, chat open AI recently announced that starting December of 25 verified adult users can generate erotic content on chat GPT with enhanced age gating measures to ensure safety. also launched chat GPT Atlas, an AI powered web browser for Mac OS featuring a conversational chat GPT sidebar for summaries and task automation. Chad (55:39.63) I think they go together, yeah. Joel Cheesman (55:53.012) with plans to expand to Windows, iOS and Android in the future. Chad, porn and browsers, what you got? Chad (55:56.504) Hmm. Joel Cheesman (56:12.352) Mm-hmm. Chad (56:18.294) I was wondering how long it would take them to get to porn. The whole, I mean, because if you take a look at the internet, if you take a look at the internet, one of the biggest revenue drivers is porn. And these companies are struggling. They're making a lot of money. Don't get me wrong, but they're struggling to get themselves above water. They can't, I mean, with all the funding that they've actually taken. So they're going to do everything they possibly can, especially with this administration with low to no regulations on AI. Joel Cheesman (56:32.982) Mm-hmm. Chad (56:47.746) They're open to do whatever the hell they want. So this is going to happen on the browser side of the house. I said this back when you were questioning perplexity, when they were creating the comment browser. it only makes sense. Google has dominated by injecting the Chrome browser into our daily behavior. All the other AI companies want some of that juice. Right? So, here's some, here's some stats. for Chrome, session duration. The median session duration for a single Chrome tab is approximately two minutes and 38 seconds. Average tabs open. Chrome users have about 11.4 tabs open at once. Recruiters, probably double that. Daily app usage. A typical smartphone user spends about three hours daily on various apps. For many, a significant portion of this time involves browsing Joel Cheesman (57:40.32) Mm-hmm. Chad (57:41.996) with Chrome. It's about adoption and fitting into the behaviors of users. This is the key. You can get them to use chat GPT, but they're still using Chrome. Chrome now has Gemini infused in it. So they've got to fight back. This is their way to fight back. Joel Cheesman (57:44.79) It's time for a history lesson chat. Joel Cheesman (57:49.91) All right. I want to talk about my first interaction with the internet. I was in college and we had been using email, which I guess was technically the internet and a guy in my fraternity said, you can get porn on the internet. I said, what? And to put this in perspective, porn back then was playboys and penthouses, and maybe the occasional skin of max, lady, lady, lady chatterleys lover. Chad (58:02.967) I'm Chad (58:16.011) Mm. Yeah. Joel Cheesman (58:20.07) late night. So, so the, the prospect of being 20, whatever, and seeing like naked chicks on this computer screen was pretty interesting. So I can remember going down to the computer lab. Remember that? Well, computer labs don't exist anymore kids. that's why this is a history lesson. So you would go to the computer lab and you would go to like the corner where no one could see you and you would go to like playboy.com and it was a dial up connection. Chad (58:27.854) Bye! Chad (58:31.79) magazines. Chad (58:41.56) Red shoe diaries. Joel Cheesman (58:49.0) So literally the lines would go like, like, like a printer. You would see little lines and like, that's her eyeball and her eyeballs coming in. And then it would get down to like, but it would get to cleavage and you're like, yeah. And then you'd finally see a nipple. Yes. That was porn without porn. There is no internet without the prospect of seeing titties. There's no internet. So it's. Chad (59:11.052) The pixels. Yeah. Yeah. That's not an eyeball. Joel Cheesman (59:17.504) This is an easy bridge for open ed to be like, all right, you freaky motherfuckers, we're opening the floodgates, make your most erotic shit come true and see what happens. The age gating, I guess we'll see how effective that is. me a kid and I'll show you a 10 foot wall with an 11 foot ladder, but we'll see how that plays out. On the Chrome side, or the browser thing, you did call the browser wars. Chad (59:27.502) Yeah. Chad (59:42.488) so bad. Yeah. Joel Cheesman (59:46.934) Chrome not having to break up or Google not having to break up Chrome told me like it's over. Like they won. don't see how come up with something totally new. Apple and Safari are probably the only ones that could combat that, but they're basically getting payola from Google not to compete with them. I mentioned Facebook and the display glasses. I do. That's an interesting way to interact with the web and the internet and the real world. Chad (01:00:07.244) big, big. Joel Cheesman (01:00:14.528) But unless Johnny Ive and Sam are coming up with some crazy shit device thing that, that opens up the browser to something else or the kids are really into open AI. don't see that necessarily. The cool factor I'm not sure is there, but I don't see the, I don't see any rabbit coming out of any hat by Sam Altman that says Google should be shaking in their, in their boots about the open AI browser. Chad (01:00:22.478) Yes, yes. Chad (01:00:26.734) Mm. Joel Cheesman (01:00:42.548) And that has been your history lesson kids with a healthy dose of Get Off My Lawn. Joel Cheesman (01:00:52.5) And what better way to end this misery than to drop a dad joke on everybody. You ready, Chad? Joel Cheesman (01:01:03.39) What did the judge say when the skunk ran into the courtroom? Chad (01:01:14.424) call. Good call. Yep. Joel Cheesman (01:01:14.47) Odor in the court. Odor in the court. Joel Cheesman (01:01:22.314) That's a dad joke. So much meat. We out! Chad (01:01:29.07) I don't know. OK, there you go. That's a dad joke. Chad (01:01:42.754) We out.

Get ready—this episode swings a sledgehammer at HR mythology. Joel and Chad sit down with Barry Wolfe, former Fortune 500 HR exec and author of It’s All In Your Head , who torches what he calls “the bullshit psychology industrial complex.” Myers-Briggs? DISC? Barry says they’re corporate astrology—and AI is about to automate even more nonsense. Instead, he drops his Value-Centric Leadership model—no vibes, no jargon, just measurable deliverables and results. Forget performance reviews—Barry wants success maps and clarity: 3–5 value outcomes per role or kill the role. It’s sharp, it’s funny, it’s anti-bullshit—and it might be the rehab HR desperately needs. Tap play. 🔥 PODCAST TRANSCRIPTION 00:07.24 Joel Cheesman Oh yeah, it's the podcast that might still be legal in most states. 00:11.53 Chad Doubtful. 00:11.57 Joel Cheesman It is the Chad and Cheese podcast. 00:12.45 Chad Doubtful. 00:13.57 Joel Cheesman I'm your co-host, Joel Cheeseman. Joined as always, Chad Soash is riding shotgun as we welcome Barry Wolf, consulting HR guy, best-selling author, speaker, guitar player, and singer, and author of the new book, It's All in Your Head, Why Psychology Doesn't Help Your Employees Deliver Value, 00:16.75 Chad What is up? 00:21.08 Chad Barry. Oh. 00:28.95 Chad oh 00:31.89 Joel Cheesman And what can Barry welcome to HR's most dangerous podcast? 00:36.25 Barry Wolfe Thanks, Joel. It's great here to be with you and Chad today. 00:39.48 Joel Cheesman Well, good to have you. Good to have you. A lot of our listeners won't know know you. What makes Barry tick? Give us the give us the elevator pitch. 00:47.70 Barry Wolfe Well, after about 25 plus years as a senior HR guy in public and private corporations, I was ah bored out of my mind. And about eight years ago, I had an opportunity to take a jump. And so I've been doing consulting for about eight years. 01:03.29 Barry Wolfe Had another book out called The Little Black Book of Human Resources Management, which was a bestseller. And along the way, dealing with some lousy managers, ah employees that are generally fine, and spending lots of money on various management trainings and techniques and not really seeing anything happen. I seriously started to think about what's going wrong and did a lot of research into, in particular, the whole world of applied psychology. 01:32.53 Barry Wolfe um Just really to understand, like, what? 01:33.18 Chad let's get into that. but 01:33.97 Joel Cheesman Yeah, yeah, yeah, yeah, yeah. 01:34.72 Barry Wolfe Oh, let's get into that. 01:34.82 Chad but Let's get into that. 01:34.97 Joel Cheesman we got I got, I got a question. 01:35.41 Barry Wolfe Okay. Oh, was this all about me? 01:35.92 Chad Yeah. 01:37.12 Barry Wolfe Oh, that stuff. 01:37.17 Joel Cheesman I got a question. and I got a question. Our listeners will, will hate this, but there's like a, a revolutionary jacket in the background. 01:41.99 Chad yeah 01:45.87 Joel Cheesman What, what is, what is that jacket, uh, that's on like a mannequin in the background? What is that Barry? 01:51.05 Barry Wolfe Okay. so That is a yeah it was a costume from a ah movie called Desiree. we um What's his name? Marlon Brando played Napoleon. 02:03.44 Barry Wolfe And it was a, my wife got that. 02:03.44 Chad ah 02:03.68 Joel Cheesman Oh. 02:04.27 Chad Ah, okay. 02:05.48 Barry Wolfe I'm a bit of a Napoleon nerd. 02:05.44 Chad Okay. 02:06.96 Barry Wolfe And my wife found that for me. It was a, it's a French infantryman's uniform. 02:13.67 Joel Cheesman Like an original, not a costume. 02:16.33 Barry Wolfe No, it's a costume. It's just costume. 02:17.57 Joel Cheesman Okay, but did did did Marlon Brando wear it? 02:17.93 Chad It's got you. 02:18.68 Barry Wolfe Well, let's, 02:21.03 Barry Wolfe He didn't wear it. Now, some some really short guy did, though. 02:22.07 Joel Cheesman Okay, all right. 02:24.19 Barry Wolfe It doesn't fit me, and I'm not that tall. 02:25.77 Joel Cheesman I was trying to make you look really cool there, Barry. 02:26.11 Barry Wolfe But I appreciate that, Joel. 02:28.09 Joel Cheesman Like I've got Marlon Brando's movie-worn jacket. 02:28.18 Chad i But, but, 02:31.65 Joel Cheesman Oh, well, okay. 02:31.83 Chad It was in the presence. 02:32.22 Barry Wolfe Yeah, i I will so take all the help I can get, Joel. 02:33.38 Chad It was in the presence of Brando. 02:35.69 Barry Wolfe What's that? 02:35.66 Chad It was in the presence. 02:36.39 Joel Cheesman It was in the room. 02:36.54 Chad It was in in the presence of Brando, right? So it's all good. 02:39.35 Barry Wolfe Yeah, it was he was probably around it. He may have brushed up against it, for all we know. So, you know, that's all cool. 02:43.17 Chad and So Barry, so Barry, let me get this straight, man. You're the guy who is calling bullshit on all this entire bullshit psychology industrial complex that's been going on. 02:54.47 Joel Cheesman Whole industry. 02:55.01 Chad And you believe, and you believe pretty firmly that business psychology is less about science and more about storytelling, marketing, and and wishful thinking. So what brought you to this place? 03:08.09 Barry Wolfe when I was in the fortune 500 world, I was required to use some of those tools. 03:12.83 Chad Yeah. 03:13.27 Barry Wolfe And I just, um, the idea that people that barely know me and I check a few boxes and some guy who I didn't think was really all that smart. 03:15.04 Joel Cheesman Thank you. 03:24.60 Barry Wolfe Uh, I mean, God bless him, but just saying, you know, uh, he, he looks into my soul and tells me, you know, all these things. And I, I just kind of thought, you know, you're this and you're that. Well, I guess maybe, but I think a lot of people are more this or that than me. 03:41.07 Chad yeah 03:41.14 Barry Wolfe And I think I'm a lot of other things. And I don't think your little, you know, 10 page check the box thing iss is really telling me anything. And, and I, you know, that's where it started. 03:53.75 Chad Yeah. 03:53.87 Barry Wolfe And at the same time, it was a combination of listening to, know, I've always reported to the president and the president, you you sit there one-on-one and after a while, the boss really starts going off on everything that's wrong with the company. 03:53.87 Chad So. 04:06.55 Barry Wolfe And why can't we get people to this? 04:06.72 Chad yeah 04:07.91 Barry Wolfe And why can't we that? And I've really spent a lot of time trying to think hard about what, what really is the, are the issues here and how can we address these concerns? 04:17.32 Chad so 04:20.32 Chad So it's not about it's not about clicking on a button until a balloon pops is what you're telling me. 04:20.68 Barry Wolfe And, uh, 04:25.40 Barry Wolfe Yeah. 04:25.60 Chad That's not what it is. 04:26.05 Barry Wolfe Well, yeah. 04:26.64 Chad Yeah. 04:27.25 Barry Wolfe i just, yeah. Yeah. Good. Well put. 04:30.30 Joel Cheesman which Which is an actual test, everyone, in case you didn't know. 04:30.52 Barry Wolfe Yeah. Yeah, I know. 04:32.79 Chad It's an actual fucking test people. 04:33.30 Barry Wolfe Yeah. 04:36.09 Chad I'm not kidding. So, so, okay. So, so let's back up a minute. Let you get a little bit more macro. So more than psychology, this is, I mean, this is literally how we live our lives now. Elon tells stories most, not even close to reality, but yet the Tesla stock goes up, right? 04:50.56 Chad People use filters on Instagram. 04:50.62 Barry Wolfe yeah 04:52.87 Chad Bitch, that's not how you look. Marketing is calling AI ah or tech AI when it's not. So it seems like in every aspect of our lives, we're lying to ourselves and others. 05:04.83 Chad So why would this surprise anyone and or make us want to change our behavior? 05:05.23 Barry Wolfe Oh, yeah. 05:06.13 Joel Cheesman Thank you. 05:09.31 Chad This is who we fucking are, Barry. 05:11.90 Barry Wolfe Yeah, youre and you're you're absolutely right about that, Chad. And I'll tell you that the thing that kills me about this and the research I did for this book, you know, I had started off figuring that that this all got in here by so psychologists, you know, weaseling their way past HR people who aren't necessarily maybe the most, I don't know, business savvy, shall we say. 05:27.49 Chad Mm-hmm. 05:33.60 Barry Wolfe I mean, we're all frustrated English majors on some level or something like that. 05:36.12 Joel Cheesman You're way too HR polite, Barry. You're way too HR polite. 05:38.22 Barry Wolfe You know, ah yeah I can take it. 05:40.30 Joel Cheesman We name names on the show. 05:42.32 Barry Wolfe Yeah, good. i yeah These are my peeps. So I can, you know, I can say this stuff. But anyway, but when I did the research, I found that, you know going back to where all this stuff really got rolling back just after World War I, it was really the business presidents that were bringing this stuff in that really believed in this stuff. 06:01.57 Barry Wolfe even and and And it's persisted that way to this day. After the book got published, I've heard from people in my network who shared some incredible stories about, you know, the boss would make me go through test after test after test. 06:15.07 Barry Wolfe And we're looking for that one test that, oh, that's the one that looks into somebody's soul there again and and makes all these predictions. 06:19.25 Chad Yeah. 06:22.47 Barry Wolfe And it just, it's not there. it doesn't it It doesn't do all that stuff. And the other scary thing, 06:28.30 Chad So you're telling me that I'm not an INFP or ENFP or whatever the fuck Myers-Briggs. 06:28.38 Joel Cheesman Thank you. 06:33.11 Barry Wolfe Yeah. 06:35.86 Barry Wolfe Yeah. 06:36.72 Chad Yeah. 06:36.95 Barry Wolfe Yes. Yes. and And honestly, you know, what when we talk about, you know, on the one it's funny how... and ah HR, you know, will talk out of both sides of its mouth in some of these things where we have to understand each person and we've got to listen to who they are and figure out what that unique person is about. 06:47.52 Chad Mm-hmm. 06:55.88 Barry Wolfe However, they all fit into these nice, tidy four quadrant boxes. And so we're going to just, you know, stick them into that. And it's just, you know, again, like which side of your mouth you want to talk about in talk out of today. 07:07.24 Barry Wolfe So. 07:07.25 Joel Cheesman This is very refreshing for me, Barry, because I've thought for a long time that assessments have a little angle of witchcraft about them. And they make people like me feel dumb, which isn't necessarily hard, but they they throw a lot of science at you and like witchcraft and magic and tell you that this is the perfect person for this opportunity. 07:25.16 Chad Yeah. 07:25.63 Barry Wolfe Yeah. 07:26.03 Chad Yeah. 07:26.24 Joel Cheesman and And I love, i love, in the book title, it's all in your head. Explain that to me exactly what you meant by that. And and who is this book for? 07:34.40 Barry Wolfe Sure. 07:35.78 Joel Cheesman Because I'm in agreement. So who are you trying to change? 07:39.82 Barry Wolfe I really hope above all, it's for business leaders. that are just, you know, you're on your second mortgage and you're struggling with wondering, are our parts going to ship on Friday? And, you know, are these jackasses out on the floor really going to get it together for me, please, this month? 07:56.21 Barry Wolfe You know, those kinds of things. And so it's really for those folks, but it's for HR people. um and And quite honestly, I've had so many people who aren't in and either of those and just, you know, decided they're really interested interested in the book that have been... 08:13.20 Barry Wolfe ah coming out and reading it and thinking about these things. So the the the title, though, to go to your point, is it's a play on words. And the one thing you could kind of say, if you think this stuff is working, it's all in your head. 08:24.92 Barry Wolfe But the other side is, if you want to know what can, what's really the alternative? 08:29.44 Chad yeah 08:31.65 Barry Wolfe It's got to come back to starting with seriously, what is your business all about? you know and And the way I approach it in the business or in the book, what are the what are the key drivers of value in your business? 08:38.13 Chad yeah 08:45.90 Barry Wolfe What are the results you produce that tell you whether or not you're delivering that value? Now, those are two very simple questions, but they require they require a lot of very hard thinking. it's It's shut the door and think. 08:55.69 Chad Mm-hmm. 08:59.22 Barry Wolfe And you know look, God bless business executives, but therere they're not into that kind of thing. they They're busy. They like checking boxes. And I have my own little maxim about, you know, these people because of firsthand experience. Given the choice between thinking hard and spending money, most business executives would rather spend money. 09:19.54 Barry Wolfe It's not that they're stupid. It's just that these questions, you know, really take a level of concentration that they just don't want to. I don't know if it's there by nature high hardwired for that, or they just don't want to. 09:30.10 Chad Mm-hmm. 09:33.68 Barry Wolfe They don't put that kind of time into it. And it's, so um they'd rather, you know, pay some, yeah, witch doctor to come out there and give them an answer. Yeah. 09:41.06 Joel Cheesman Yeah, the easy button is always the easier option, right? 09:43.40 Barry Wolfe Yeah. 09:44.25 Chad so Throw cash on it ah cash on it. 09:44.37 Barry Wolfe yeah 09:46.10 Chad So as we're talking about how this is, you know, great and proven science, Barry, let's run some parallels, which you do with phrenology. And if you can explain the craziness, I mean, the the science of of phrenology first for our listeners so that they can get a good laugh out of this, please please help us out because I love the parallel. 09:56.87 Barry Wolfe Yeah. 10:00.39 Barry Wolfe Yeah. Yeah. 10:03.90 Barry Wolfe Sure. Yeah. Oh, thanks. Cause I love that part of the book, quite honestly. um So phrenology was a pseudoscience. 10:13.69 Joel Cheesman Thank you. 10:13.92 Barry Wolfe It started in the late and the very early 19th century. And it was a belief that you could um understand a person's intellect and their character by measuring bumps on their foreheads, basically, or and on their skulls. 10:17.46 Chad Hmm. 10:27.99 Barry Wolfe And what I knew there was a ah cool way to introduce this topic when I started the research, but I had no idea. I was stunned at how and c incredibly popular this was in the United States, especially in the early part of the 19th century. Like I call it, like I say in the book, it was the early 19th century equivalent of Star Wars. It really was. I mean, this was everybody was into this stuff. 10:50.19 Barry Wolfe And, um, and, and employers right in there, you know, they would say you'd see a job ad and it would say, bring two references and a phrenological reading, you know, um, and they really did. 10:50.16 Chad That's crazy. Uh-huh. 11:04.42 Barry Wolfe And, uh, And it was, you know, gradually, you know, kind of the world shifted and it was kind of, it it it lost its ah ah appeal, although it did persist, you know, really up into the 20th century. 11:18.82 Barry Wolfe But, you know, psychology came to prominence. But I use that as kind of just a, it's a fascinating kind of touchstone. It's like a filter. You can look at psychology and recognize that, you know, so much of it is the same thing. One of the really stunning, 11:35.21 Barry Wolfe ah in particular, things I discovered. And I dug this stuff up myself, by the way. 11:37.94 Chad Yeah. 11:39.09 Barry Wolfe I mean, I didn't, i you ah so anyway, but we look at like people sell ah personality tests. they Like people like me, HR consultants, they get certified in somebody's black magic and they go out and they sell this stuff and they don't have to know anything about how it works, but they just pass the certification. 11:54.64 Chad yeah 11:56.18 Barry Wolfe Well, the certification course idea actually originated with America's two most ah prominent phrenologists in the 1840s. 12:07.79 Barry Wolfe And they they they were they got incredibly rich off of this stuff. So it's exactly the same. ah Psychology is not a direct descendant of phrenology, but the business model actually absolutely i came from that. 12:18.81 Chad Mm-hmm. 12:23.58 Joel Cheesman Does AI make this better, worse? If we're staying on the black magic and black box theme, we're trying to AI everything. 12:31.51 Barry Wolfe Yeah. 12:34.82 Joel Cheesman and And let's be honest, people are spending a lot of money on this stuff and no one likes to spend a lot of money and be told they're wrong. 12:35.31 Barry Wolfe Yeah. 12:41.17 Barry Wolfe Yeah. 12:41.17 Joel Cheesman Sometimes they just go spend more money on something new. So does AI make this whole thing worse or can it help solve solve the issue? 12:49.47 Barry Wolfe Well, I would say to the extent that what we're doing today with AI as large language models that only predict statistically, what the next word is. 13:00.26 Chad Mm-hmm. 13:00.31 Barry Wolfe So that prediction is going to be based on what's out there in the internet and what's what it's all full of is, you know like you said, you know the Q-W-R-E-T-Y personality types and and so on. So it's just going to stuff the world with more gibberish. 13:15.52 Barry Wolfe and the And the key thing is that all that none of that can substitute. What I come back to is just... And what it all has to be predicated upon, which is just simply the business leaders understanding what the hell is your business really all about? 13:32.95 Barry Wolfe What do you actually, the way I like to think about it, you know, we pay people for activities, but we should want to buy results. So it's like, look, what when you pay this person, what do you want to buy from them? What do you want them to put in your hand? 13:46.79 Barry Wolfe What do you want them to leave on the desk when they go home at night? 13:47.11 Joel Cheesman Mm-hmm. 13:49.17 Barry Wolfe What do you want them to leave out in the wider world? Those are the kinds of things we have to think about. and yeah Sorry, AI just isn't going to tell you that because ah a lot of that goes back to why did you you know quit your job and take a second mortgage to start a business before you told your wife? And ah 14:06.15 Chad yeah 14:07.44 Barry Wolfe but and sorry, AI can't answer that for you. So... 14:12.24 Chad So it's, it feels, it feels, 14:14.79 Joel Cheesman Don't sugarcoat it, Barry. Tell us how you really feel. 14:18.59 Chad it feels It feels very like, you know, we've gotten into this whole elixir salesperson kind of scenario where you talked about like, you know, this is more about really narrative and, and marketing and sales and it is really science. 14:31.17 Barry Wolfe Yeah. 14:33.58 Chad So, you know, and and you get into this, why do you smart executives and and you've said this, but, but people who grill vendors, over like five cent invoice errors, right? 14:43.67 Barry Wolfe Yeah. 14:45.97 Barry Wolfe Yes. 14:45.99 Chad Why do they buy into this bullshit people science thing with zero proof that it works? 14:50.35 Barry Wolfe Yeah. 14:52.45 Chad I mean, there are PhDs and I guess I can just point and say, well, this PhD told me, so we bought it. So it just makes good sense. 14:58.20 Barry Wolfe Yeah. 14:58.24 Joel Cheesman Mm-hmm. 14:59.69 Barry Wolfe yeah 14:59.66 Chad But I mean, ah why do smart executives actually, i mean, they they fall for this bullshit. 15:05.36 Barry Wolfe Yeah. Because above all, i can only, they want it to be true. that That's, it's that above all. they they They want very easy answers to very hard questions. They got to deal with a lot of hard issues and they just want somebody to tell them, you know, here, it's it's the person in in the upper left box that you want. 15:28.17 Barry Wolfe and And the other side of that, 15:28.42 Chad But they care about performance. They care about performance the most. So why aren't they doing performance assessments and actual tests against the actual jobs and tasks that the the individual is going to be performing? That seems hell of a lot more practical and it would align with better performance, better revenues, et cetera. None of this fucking makes sense, dude. I don't get it. 15:51.63 Barry Wolfe you, you, you just hit on the the key problem. You know, we, and I tried to put this in the book. I can't really figure out, I think it's like as cool as you guys could say it. I'm sure. But it's like, we think, we think if you have, no, really, I mean, yeah you guys are all, but, uh, 16:09.00 Barry Wolfe but 16:09.15 Joel Cheesman Oh. 16:10.68 Barry Wolfe If you have these things, these these traits, and you've got these skill sets, we'll get these results. So it's like if A plus B, then we get C. But the problem is all we ever focus, I mean, all we ever talk about, think about, write about, pay money for is A and B. Well, what the hell is You know, I mean, really, what what do you want to buy? 16:38.83 Chad The result. 16:38.82 Joel Cheesman Okay. 16:40.04 Barry Wolfe Yeah. And yeah I had a client once who asked me to help work work with her leadership team. She could go around the room to every single person, about every person, and and they were big into a particular type of personality test. 16:48.58 Chad Mm-hmm. 16:54.68 Barry Wolfe And they could say, she she could say, well, this person has this about them. This person you know has this person. dave This one fits in that box. She went around, I think there must've been eight people. 17:05.06 Barry Wolfe She could describe them all. and i And then i asked her, So what are the three to five value-added deliverables you want each one of these persons to produce for you in the next 12 months? And silence. 17:18.41 Barry Wolfe And that's the issue. That's what the hell we focus on all day. 17:20.03 Joel Cheesman Yeah. 17:22.26 Chad Uh huh. 17:22.66 Barry Wolfe is and and and Well, all right, great. To what end? i mean, really? Yeah. 17:29.64 Chad So as Joel had said earlier, this to to to me and we're always looking like because we're humans and yes, we're smart. We have PhDs, a lot of other fun stuff, but to our base level, we're really dumb. 17:42.27 Chad We're really looking for the silver bullet so that we can point at something. 17:44.79 Joel Cheesman and we're so And we're scared and lazy too. 17:45.12 Barry Wolfe Yeah. 17:47.27 Joel Cheesman So if we can say them the machine told me this is what to do, then it's the machine's fault. 17:47.51 Chad Yes. 17:47.87 Barry Wolfe Yeah. 17:48.42 Chad Yeah. 17:50.87 Chad Yeah. 17:51.63 Barry Wolfe Yeah. 17:52.59 Chad so 17:53.75 Joel Cheesman We need to go spend more money or get a new a new thing. 17:56.24 Chad Yeah. 17:56.58 Barry Wolfe yeah 17:57.03 Joel Cheesman It takes culpability away from you. 17:57.06 Chad So now... So now we've got AI being able to get pushed into this, which again, i really believe we are literally just going to lean hard into because first and foremost, we have CEOs telling us is going to be more efficient, et cetera, et cetera, et cetera. 17:59.21 Barry Wolfe yes 18:09.00 Barry Wolfe yeah 18:13.26 Chad So we're going to lean into this even harder, Barry. This is not going away. 18:16.56 Barry Wolfe Yeah. 18:17.52 Chad So this is going to be, we're going to lean into this even harder. How the fuck do we get out of this swamp? ah The pseudoscience bullshit. 18:23.20 Barry Wolfe Yeah. 18:25.00 Chad How do we get out of this? 18:26.12 Joel Cheesman Pull us out. Pull us out, Barry. 18:28.24 Barry Wolfe I think, well, you know, especially for your audience, you know, to the extent we're talking here, you know, I guess mostly to HR people, I sincerely believe 18:32.60 Chad Yeah. 18:37.10 Barry Wolfe You know, ah that, I mean, look, let's face it, I say this against the backdrop of HR is still not the the business partner it's just been aspiring to since somebody or other, you know, rechristened it back in the 70s, I think, or something. 18:50.56 Joel Cheesman Mm-hmm. 18:50.77 Barry Wolfe I really believe that this is a vehicle where HR could be that respected partner that it's always wanted to be by leading the change in the conversation seriously. 18:58.57 Chad yeah 19:01.43 Barry Wolfe ah ah of you know when when the When the manager comes busting in my you know into the the the office and saying, you know i've got to get I need a new replacement engineer and I need five years experience and you know a bachelor's degree. 19:12.94 Barry Wolfe It's like, okay, no, before we get there, again, like what are the three to five value added deliverables you want this person to put on your desk in 12 months? 19:21.41 Chad Yeah. 19:22.14 Barry Wolfe Let's start there. You know, and and and then and then we'll work into, you know, that's all the way down at the bottom end of this discussion. But it's it's the first thing for most people. 19:32.55 Chad yeah 19:35.39 Barry Wolfe So it it just has to come back to leading the way to what really do you want from these people? 19:35.87 Joel Cheesman Barrett. 19:42.48 Barry Wolfe Right. 19:43.32 Chad yeah. 19:43.38 Joel Cheesman yeah I want to i want talk about the journey. So the recruiting, interviewing, the hiring, the onboarding, the upskilling is huge now. 19:54.05 Joel Cheesman are is Is this a problem on the and the entire lifespan of an employee? Is there anywhere that we're getting it right I mean, I feel upscaling is such a big thing right now. I feel like we're just going to put more more slop in this machine and make that worse. 20:10.81 Chad oh yeah 20:10.80 Joel Cheesman But talk about the journey. 20:11.71 Barry Wolfe yeah 20:11.84 Joel Cheesman Do we get it right anywhere? Is it bad the whole way? 20:16.64 Barry Wolfe We take some, I think, um in my humble opinion, you know we we we take a lot of very promising steps when you think about things like, you know say KPIs, where we're trying to drill into things that we can look at. we're We're not trying to measure what's in the soul, those sorts of things. 20:35.33 Barry Wolfe But when we try to get at, what do I see? you know what what do i What can I measure? 20:44.18 Barry Wolfe and And use that as the point of departure. Look, that's that's what we have to do. But the problem is that it's step two, if you will, because the real point of departure is, again, what is it you want from these people? Which, you know look at job description. 20:58.77 Barry Wolfe look at a job description you know When you go back to my idea about the A plus B equals C, you know look at what a job description is. 21:00.83 Chad Yeah. Mm-hmm. Uh-huh. 21:04.04 Joel Cheesman Mm-hmm. 21:05.14 Barry Wolfe And we talk about what people do all day. But no one wants to buy do. Value is not a verb. It's a noun. So you have that. And the other side of it is you look at performance appraisals, pull out any of them, and you'll see things like commitment to quality and initiative. 21:24.75 Barry Wolfe It's like, this isn't performance. This is a psychological profile, for God's sake. I mean, seriously. 21:30.02 Chad ah 21:31.25 Barry Wolfe So, you know, the idea that we're going to try to come up with, you know, real milestones and we're going to, you know, quantify or or or put better descriptions around our rating system, whatever it is. 21:36.22 Joel Cheesman Thank you. 21:44.26 Barry Wolfe Well, that's a real step in the right direction. But to describe what? Again, like my, I possess some quality or the, what the hell do you know? you know i mean? I can't even figure that out about my wife, you know, or the children i raise, you know, 22:00.09 Chad Yeah. 22:00.42 Barry Wolfe And yeah I mean, seriously, and and at what point do we just say, there's just got to be a start over here, you know, going back to really just what we're missing. 22:00.86 Chad Yeah. Yeah. 22:08.11 Chad yeah 22:10.62 Barry Wolfe And I think it just comes down to what a lot of business leaders don't really want to have to sit and do the hard thinking around, which is just really what's missing is what seriously do you want from this business? 22:22.32 Barry Wolfe What do you want to deliver for this business? 22:24.58 Chad yeah 22:25.23 Barry Wolfe The nouns, not the verse, not the aspirational feel good. We're all gonna, you know, i mean I mean, just look, we are drowning in that garbage. 22:31.48 Chad Fluffy. 22:33.37 Barry Wolfe I'm sorry. 22:33.71 Chad Oh, I know. 22:33.89 Barry Wolfe We are, we are flooded with that. 22:34.59 Chad Yeah. 22:37.66 Barry Wolfe And, and all the, all the, the, oh damn, starts with a P. the I can't think of the word. I'll think of it like this morning at midnight, but yeah, but that, that's, that was not one of them. 22:45.65 Joel Cheesman we We have a few P words, but they're probably not applicable well to this conversation. 22:49.95 Barry Wolfe You know, but platitude, platitude, that's the word. 22:50.60 Chad There you go. 22:52.33 Joel Cheesman Mm-hmm. 22:52.93 Barry Wolfe You know, that that's the word. So yeah we we have all of those things everywhere. And that's what we talk and think about. and And it's all, leadership has become all this stuff about feel good and so forth. You know, ah like i I talk about the book, like the ice cream on Fridays thing, you know? 23:09.48 Barry Wolfe Well, you know, the average college student's graduating at $26,000 in debt and ain't doing that for your fricking ice cream on Fridays. You know? i mean, really, how are you going to help these people afford a house? And and that's that goes back to the hard thinking things. 23:23.53 Barry Wolfe what what and And I love to point out, um you know, when people start day one, everybody wants to know day one, how do I get a raise around here? 23:35.67 Barry Wolfe And If you ask, and I've done this with groups of business leaders, and I've asked them, what do you think is the one question everybody has on their mind? None of them got it. 23:44.31 Chad Yeah. 23:44.82 Barry Wolfe There's a kid named Zach. He's the only kid that ever got it. And I point out to them, I promise you, when you hear the answer, all of you are going to agree with me. And I give them that answer. What everybody wants to know day one is, what do I got to do to get a raise around here? 23:56.26 Barry Wolfe And everybody laughs and ha-ha. 23:56.40 Joel Cheesman Mm-hmm. Mm-hmm. 23:57.54 Barry Wolfe But it's true, isn't it? Yes, you do all agree with me. 23:59.25 Chad yeah 24:00.04 Barry Wolfe and And I point out to them, if if you've got a yeah if you have ah a guy coming into a bargaining unit, what's the answer? Well, it's easy. Walk in and out of door enough times until the until the contract says you get you get a raise. Yep. 24:12.13 Barry Wolfe What if it's a sales guy? Without hesitation, everybody goes, get more sales. Yep. Why is the sales guy the only person in your company who can give you who can get an answer to that question? Why? 24:23.97 Barry Wolfe And it goes back to the question of value. 24:24.06 Chad Well, because the company doesn't want to pay you more in the first place. I mean, that's the, that's the real answer. The company doesn't want to pay you more in the first place. They'd rather go ahead and pad profit and look at stock buybacks. 24:31.48 Barry Wolfe Well, yeah. Yeah. 24:34.68 Chad So now, now as, we're as you're tearing all of this down, what do we build it back up with? 24:35.04 Barry Wolfe Yep. 24:39.12 Chad You talk about value centric leadership. What the hell does that even mean? 24:42.21 Barry Wolfe Yeah. Yeah. 24:43.49 Chad What, what do you, how, how do you, how do you, how do you implode? 24:43.76 Barry Wolfe Yeah. 24:44.62 Joel Cheesman Walk us off the ledge, Barry. 24:46.53 Chad How do you implode all of this bullshit and build it on something that is actually a stable foundation? 24:46.71 Barry Wolfe Yep. Sure. yeah 24:52.23 Joel Cheesman And there are a lot of people listening. 24:52.36 Barry Wolfe yeah but 24:53.75 Joel Cheesman they're They're picking up what you're dropping, but maybe they don't know what that first step is. So in the solutions, what's that first step for that person listening? 24:58.22 Barry Wolfe yep sure 25:01.85 Barry Wolfe Well, you will find it in my book, by the way. Have I mentioned my book? and Anyway, we've got at least 10 minutes. But ah yeah, the book's called... 25:05.67 Chad What's your book? What's this? You have a book. 25:06.49 Joel Cheesman Not enough. You must be in HR. More sales, Barry. 25:08.97 Barry Wolfe Yeah, yeah. 25:12.01 Barry Wolfe ah So the first step is is a document that is a very simple thing, as I mentioned. It's just simply listing in noun phrases. what are What are the key drivers of value in your business? 25:23.54 Joel Cheesman you 25:26.58 Barry Wolfe And then for each one of those, what are the key results in the business that that you produce that are going to tell you whether or not you're creating that value. And ah that's that's the that's the first step of it. 25:40.08 Barry Wolfe um There's actually nine, so I don't know if we got time to go through all nine, but um there's that. But based off of that, we create something that I believe could replace should replace a yeah ah performance appraisal. 25:52.44 Barry Wolfe And it's I call it a success map for lack of a better term. But basically, it's looking at 25:58.70 Joel Cheesman Thank you. 25:59.24 Barry Wolfe drilling down through from those key drivers of value, those key business results, what do different positions deliver that contribute to the business being able to deliver those results? 26:13.92 Barry Wolfe And there's there are those gradations. We can talk about what's successful, what's you know really, you could say, exceed expectations. And what's the top 2%? Like you want to get the boss's attention, deliver this to this level. 26:27.67 Barry Wolfe and And then, you know, what might get you fired if you don't deliver it, those kinds of things. So it's working through that. 26:31.70 Joel Cheesman Mm-hmm. 26:33.00 Barry Wolfe It's getting leaders to kind of create what I call kind of the value mind shift to stop thinking about people and jobs in terms primarily of their duties and focusing on their deliverables. 26:47.44 Barry Wolfe There is a language change thing. i I didn't put this in the book, but um instead of the, you know, everybody's looking for the, the, the substitute word for employees, right? 26:57.95 Barry Wolfe um Minds contributors. 26:58.47 Chad Hmm. Hmm. 27:00.32 Barry Wolfe and And so like like in my clients, we rewrite the handbook and we call it the contributor manual. And we take out the word employee. And because really, I mean, isn't that what you want from people? You want people to be contributors, right? 27:11.93 Barry Wolfe And so we do those kinds of things to help, you know not least of which to help leaders think about how do I approach you know a yeah a coaching challenge with people? How do I approach thinking about what they're here to, if I want to help them develop? 27:28.12 Barry Wolfe um You know, it's not just simply, i don't know, join Toastmasters and deliver a couple of speeches. 27:29.68 Joel Cheesman Thank you. 27:33.46 Barry Wolfe Look, what's what's the what's the value that this exercise is supposed to deliver? And that's what we got to focus on and and tell us whether or not we're, whether or not this is a success point. 27:43.74 Joel Cheesman Barry, you're making my head hurt, man. This sounds like a lot of work to me. um Are you saying that there's no SaaS business I should look? 27:49.92 Chad It is. 27:53.70 Joel Cheesman there's no easy There is no easy button. like There's no vendor that you can recommend that does this. People have to put in the hard work. Is that what I'm hearing? 28:02.35 Barry Wolfe Well, gosh, Joel. ah Why? Yes. Although they certainly could call me, you know, just saying, because this is, you know, kind of part of my book. 28:07.10 Chad Oh. 28:07.71 Joel Cheesman There it is. There's the sales guy. 28:10.43 Barry Wolfe There's the pitch. 28:10.46 Chad Read the book. Yeah. 28:11.64 Barry Wolfe Yeah. Otherwise, no 28:17.17 Barry Wolfe No, but that's just it. 28:17.44 Joel Cheesman There it is. 28:18.05 Barry Wolfe It's a slog. i mean, I have clients, we you know, these these developing that first document, um which I call the same page, by the way. And the reason is because every boss I ever had, when they're complaining about whatever's going wrong, they all got to say, we just got to get everybody on the same page. And I've thought like, we've got a strategic plan. We've got core values. We've got a mission statement. 28:36.77 Barry Wolfe Aren't these supposed to do that? And so they don't. It's this document. And that's why I call it, this is the same page. 28:43.71 Joel Cheesman Clever. 28:44.05 Barry Wolfe Um, but, uh, thank you. Um, but, you know, but to develop, but in creating that, I mean, I've had, you know, 90 minute to two hour discussions, like six to eight of them with the president of the company. 28:58.16 Chad Mm-hmm. 28:59.21 Barry Wolfe And it's, it's almost honestly like kind of a psychotherapy session, you know, I mean, it's a lot of notes and then just distilling that and, know, how we doing with this? Are we getting closer with that? And, and, uh, wordsmithing this, but we get it down to a 300 word document, no MBA speak, no aspirational, you know, heart thumping cue, the music stuff. 29:16.11 Chad Bullshit. 29:18.91 Barry Wolfe It's stuff. You can put this on the wall and your CFO can understand this, everybody in the C-suite and your 20 year old machine operator. 29:19.23 Chad Mm-hmm. 29:25.87 Barry Wolfe And, and every doc, everything you think about, everything you talk about, everything you spend money on lives in this document or it's a waste of time. And, 29:34.32 Chad And that is Barry Wolf kids in the book is it's all in your head. 29:36.37 Joel Cheesman Barry Wolf, everybody. 29:41.04 Chad Isn't it anti HR? 29:42.36 Barry Wolfe it 29:42.42 Chad Man, it's, it's, it's, it's anti, anti bullshit. That's what it is. 29:46.24 Barry Wolfe Thank you. 29:46.82 Chad Uh, if you're, if you're tired of buying science, baked snake oil, grab a copy, pour a drink and start delivering some damn value kids. 29:55.64 Barry Wolfe yeah thank you. And could I put it on a little plug in? 29:58.89 Chad Sure. 29:59.05 Joel Cheesman It's 29:59.83 Barry Wolfe if If anybody's curious, they can come to my website. ah If you go to argoshr.com slash book, you can get a free chapter three. 30:10.77 Barry Wolfe ah You can get a PDF and download it. 30:10.78 Chad Oh, 30:12.93 Barry Wolfe And um that's got a lot of the punch in the stomach stuff. So, yeah, if you're not sure you want to buy it just start off with chapter three and then. 30:18.82 Chad my favorite. 30:21.75 Joel Cheesman It's like I'm watching Pulp Fiction. If you want to fix it, you got to call the wolf. Barry Wolf, everybody. Chad, that's another one in the can. 30:28.01 Barry Wolfe love that. Oh! 30:30.23 Joel Cheesman We out. 30:30.66 Chad Way out.

A Scotsman, two clowns, and a crowd of bourbon-loving TA pros walk into a speakeasy — and yes, the mics are hot. Recorded live from Louisville, Chad & Cheese pour up a raucous session with Dan Heverin of Humana and Jacqueline Carow of Havas People. Expect laughter, bourbon, and bold talk about automation, employer branding, tech stacks, and the wild future of recruiting. It’s unfiltered. It’s loud. It’s dangerously fun. Grab a glass and join the mayhem — we’ll be back to our regularly scheduled chaos next week. PODCAST TRANSCRIPTION (coming)

Skynet jokes aside — AI’s here, and it’s not just rewriting code, it’s rewriting work itself. Joel and Chad sit down with Malcolm Frank, former Cognizant Digital President and current CEO of Talent Genius, to unpack how AI is shaking up business, recruiting, and the very definition of “human talent.” From CEOs “POC-ing themselves to death,” to Accenture’s secret weapon, to why blue-collar workers might actually win this AI war — Malcolm dishes insight, sarcasm, and a little philosophy. What happens when recruiters train their AI replacements? Why most companies are jamming in AI instead of re-engineering work itself AND what it means to be “agent powered” in the new talent economy Buckle up it’s HR’s most dangerous conversation about the future of humans, machines, and everything in between. PODCAST TRANDCRIPTION Joel Cheesman (00:28.568) It's the podcast your mother warned you about. What's up everybody. It is the Chad and cheese podcast. I'm your cohost Joel Cheeseman joined as always. Chad. So washes writing shotgun as we welcome Malcolm Frank to the show. He's former president of cognizant digital. He's an author, a thought leader and current CEO of talent genius Malcolm. Welcome to HR's most dangerous podcast. Chad (00:50.286) sexy. Malcolm Frank (00:54.254) Thank you, I've hidden the children and I'm thrilled to be here. Joel Cheesman (00:58.732) Good to have you, good to have you. So what did we miss in the bio that we should know about you? Malcolm Frank (01:03.594) not much, other than I think we all share Ohio roots. grew up in the Cleveland area, but, have been in, technology and technology services for far too long, but, that's, that's what I'm all about. Chad (01:20.068) Good to be a Buckeyes fan, my friend. It is good to be a Buckeyes fan. Malcolm Frank (01:24.343) yeah, at least... Joel Cheesman (01:24.396) Now, did you speak at Davos? Okay, so is this rock bottom for your career now that you, no? Okay. They don't invite me. I put in for it every year. Malcolm Frank (01:27.437) Yes. Chad (01:28.628) Malcolm Frank (01:31.614) no, no, it's, it's, you, you have not spent time at Davos. So no, this is, this, this is, well, I know this is, this is a true joy relative to that. So. Chad (01:35.684) No, we have not. Thanks for rubbing that in Malcolm. Thanks for rubbing that in. Joel Cheesman (01:45.854) I think they gave me a bad address or something. I don't know. I don't know what's going on. Chad (01:48.548) It's not Davos, Iowa, jeez-men. No, it's not that one. Joel Cheesman (01:54.008) Davos with an I. Davos. Chad (01:59.36) Malcolm, right out of the gate. Let's just dig back into your, you've got some sexy titles out there, man. I mean, Cognizant, not a small company, right? Yeah. Advisor, I mean, but let's go back to Cognizant and we're going to be talking about Skynet today, AI, all that other fun stuff. Back in the Cognizant days, very focused on consulting, technology. When did those three letters really start popping up? Joel Cheesman (02:08.554) Advisor, board member. Chad (02:28.404) in conversation and when did you think it was real as opposed to just total bullshit? Malcolm Frank (02:34.062) Yeah, well, real versus BS was obviously when chat hit the market, you know, just about three years ago, but we've seen this coming for a long time. It's been, you know, a slow, slow, all of a sudden phenomenon with AI. And back at Cognizant, it was a wonderful experience. You know, it's when I got involved with the firm and then joined, we were at 10,000 employees and grew it to north of 300,000 and a Fortune 500 company. Chad (02:40.653) Mm. Yeah. Joel Cheesman (02:40.877) Mm-hmm. Chad (02:49.431) Mm-hmm. Malcolm Frank (03:03.454) And what was exciting about not just the growth, was fabulous. At one year, we were hiring 20 people an hour for the full year. That was the rate at which we were going. So it was tremendous demand, but it was also a wonderful position for me personally, because when you're in a consulting firm like that, we had as clients, the majority of the top. Banks around the world, money center banks, majority of healthcare platforms in the US, the largest retailers, largest airlines. And so you start to see the patterns across all of these businesses and how they're getting transformed with technology. about a decade plus ago, we created the Center for the Future of Work that we thought technology is now transforming work at its fundamental level. And so What skills do people need? What does HR need to look for? What are the workflows? And then how do companies really get outperformance with new technologies? So we were on the scent of this for a long time. A couple of colleagues and I wrote this book, What to Do When Machines Do Everything, which was a great title, but we were early because it was five years ahead of, exactly, exactly. we saw, it's. Chad (04:08.461) Mm-hmm. Joel Cheesman (04:13.943) 2017, 2017, right? Yeah. Where do you keep the crystal ball, Malcolm? Where do you keep the crystal ball? And what does 2030 look like? Chad (04:14.135) Yeah. Yeah. Malcolm Frank (04:22.878) It's not a crystal ball. just what your parents told you. You're born with two ears in one mouth and use them in that ratio. when you pay attention, you start to see the patterns that are pretty clear. so it's finally come to the fore. And I think, you know, in the next five, 10 years, we're going to see radical transformation of just industries, how companies are structured and what individuals personally need to do. So it's going to be wild times. Chad (04:51.725) So here's the thing, and we just saw this MIT survey that came out that pretty much said that CEOs aren't getting the ROI and what it feels like. And when you dig into the survey itself, it seems like CEOs are trying to literally force AI, which literally is creating layers instead of shortcuts. And it sounds like they're literally just fucking everything up as opposed to. having the people that actually are in those different departments go through process methodologies, what the current process methodologies are, and then the tasks that could be taken. doesn't seem like, and correct me if I'm wrong, it doesn't seem like we're going into this very thoughtfully, right? It's just like jam it in there and we'll make it work, because it's AI. And so some of the reports are... AI is a bust. It's not working. CEOs really want to do it, but it's not working. What are your thoughts behind that? Malcolm Frank (05:52.046) Yeah, well, let's say the old expression, you first we define our structures and then they define us. um, but that is what most fortune 500 companies are today. And so people get caught in these workflows, the business structure, and then something like AI comes along, which, uh, they don't employ first principles thinking. So if you look at all of these failures, every company has been POC to death. Um, you get, I, you know, I sit on several boards and we. Chad (05:56.676) Yeah, I like that. Write that down. Joel Cheesman (05:58.002) that's good. Chad (06:11.895) Mm-hmm. Malcolm Frank (06:21.675) sit there and ask, just talk to me like I'm 12. What metrics that matter have changed as a result of AI initiatives? Are we driving more revenue growth, more gross margin expansion? Have our products been transformed? What about EBITDA? Are we finding efficiency in our different functions? And right now the answer to all of those is pretty much no. And that's universal. And it's because, Chad, just to your point, folks are layering a new technology onto traditional structures and they're just hoping that good shit's gonna happen and it's not. And also if you look at the executive team, the executive team is not structured for this. And so pick on HR. That's, know, HR is all about talent management and humans and managing the people supply chain. So for the promotion cycles. Joel Cheesman (07:05.741) Mm-hmm. Chad (07:08.525) Mm-hmm. head count. Malcolm Frank (07:13.101) And then you got the CIO who's responsible for technology, but they often turn into the SAP guy or the email gal. But just to pick on those two, when it comes to AI, it has to be the fusion of those because with agents, when you look at work and how work needs to be delivered, it's going to be delivered both through agents as well as humans in combination. But when one group understands the technology, the other understands the work, they can't come together. in thinking that first principles thinking that if AI existed and we started this process, we never, never, never would have defined it the way it currently is. It would be structured very differently. Joel Cheesman (07:55.192) So Malcolm, when we see, you know, Klarna, Duolingo, very publicly say, we don't need people, the CEO saying I'll be an AI, you know, before too long, and then start backtracking on that saying like, well, maybe not, maybe we need some people. even saw Elon lay off everybody and then like beg people to come back and kind of develop, over at X. Is that kind of what you're talking about? businesses, businesses have thought. Chad (08:18.307) And the US government, by the way. Joel Cheesman (08:23.498) we can do it all in AI. wait a minute. We can't let's bring some people back. So your reality is people are going to come back. It's not like AI didn't work, but it's got to work now with a more human touch. Is that what I'm hearing? Okay. Malcolm Frank (08:35.425) Yes. Yes, correct. Correct. And it's, know, how do you build the processes that are based on that? But then how do you amplify the workers and how do you bring people in with the right skillset that matches the skillset and capability set of AI? right now that's all a mess. And another reason that these are all failing, 20 years ago, 25 years ago, we had the business process re-engineering. Joel Cheesman (08:52.546) Mm-hmm. Malcolm Frank (09:01.975) phenomenon. So this was Michael Hammer and don't automate, obliterate, all that stuff. And most of those failed as well. And the reason, and it's fascinating in hindsight, was that management teams would give those initiatives to folks on their teams and then they would scurry off. And at some point late at night over pizza, the teammates would all look at each other and go, we're, we're re-engineering ourselves out of a job. And then the wall of passive aggressiveness started to take over and you're starting to see that with a lot of these AI initiatives as well. Joel Cheesman (09:36.248) And we're seeing that I think in recruiting as well. I think there's a lot of fear, a lot of uncertainty, doubt. Talk to me about the current state of recruiting, the future of recruiting. assume agents are a major part of that. We're not going to get rid of all of our recruiters, but I want to hear from you what that looks like. Malcolm Frank (09:53.794) Yeah, it's a I'm very optimistic about AI with recruiting, but it will be completely transformed. So recruiters will always be around because at the end of the day to switch jobs, switch careers, it's very emotional. And how do you carry somebody through that process? A bot's never going to do that. However, we're seeing through the whole cycle to start with sourcing. We have our own platform that does this where you can cut about four weeks off just the sourcing alone. So instead of having teams doing the death march through LinkedIn and looking for people that fit, you can find them instantly. We go through seven and a half million profiles in tech and we're able to see exactly what are you looking for? What are the skill sets? And we're able to match those folks and then grade them. And so on the sourcing side, that frees up a lot of cycles for a recruiter. So that's number one. Number two, we're able then to match all of the agents in the market. So to say, well, if I were to consider what role would AI play in this job, you can pull in the agents as well. And then that creates a different list of humans. That's, if the agents are gonna be doing this much of the work, then what is the profile that I need with other people? So it's not just though the skills piece of it. The second, which is fascinating is, what's the old adage? You hire for skills, but you fire for personality. That somebody's just a bad cultural fits. Chad (10:56.099) Mm-hmm. Joel Cheesman (11:17.368) Mm-hmm. Chad (11:17.603) Mm-hmm. Malcolm Frank (11:17.677) You know, the team doesn't like them so forth and so on. AI is also extraordinarily good at determining cultural fit. And whether you're an advocate of Myers-Briggs or Hogan or disc or any of these, particularly for senior people, the more you blab on, on platforms, the more you've written or have you spoken on YouTube, you just put that into an AI and the AI will then really quickly determine. Hey, what that person's personality profile is and are they going to then fit with this team? you can also remove a lot of the risk out of that cultural fit by understanding the career trajectory somebody has had, what is their velocity and specifically where have they worked? And I lived in New York for a long time and it was well known back in the day that GE and IBM remember when they were both great companies, but, Joel Cheesman (11:49.09) Mm-hmm. Chad (12:11.297) Yes. Malcolm Frank (12:12.662) They were headquartered not that far apart from one other, maybe 10 or 15 miles. And, it was very well understood that you could not get an executive out of GE who would be successful at IBM or vice versa. They just had different managements, philosophies, cultures, systems. And so that happens all the time with recruiting and AI can mitigate that dramatically. Joel Cheesman (12:15.608) Hmm. Malcolm Frank (12:37.27) where once you understand what your company is all about or the division that you're hiring somebody into and what role you can say, hey, what are the fishing ponds where somebody is gonna be really successful to bring them over? Because consciously or unconsciously, they've grown up in a similar system, have a similar cultural norm, and they're gonna work in this group. Chad (12:57.859) So, kind of feels like on the hiring and development side of the house that here in the US over the past 40 years, we've just gotten it wrong. We, for a great example, you just brought up IBM. IBM fired thousands of people and now they're hiring back thousands of people because they have quote unquote different roles, right? Those individuals obviously were already culture fits. And if we would have focused on employee developments, then there's the prospect of not having to go through that onerous and expensive process of firing and hiring. So when are we going to get to the point when we are actually investing back into our employees as opposed to just throwing them away like, you know, recyclables, throwing them in the bin and looking for somebody else to actually take their position? Because this has changed. I remember Joel Cheesman (13:54.296) Like my Johnny Manziel jersey, right in the trash. Johnny Manziel jersey. Chad (13:59.828) But I mean, when we were going through high school, we literally had, you know, there were vocational programs that were embedded in the schools and in the community programs where the companies work directly with academia per se, right? That's just not happening anymore. So what's it going to take? Malcolm Frank (14:19.244) Boy, that's a super rich question. There's so many aspects of it. So let me try to pick on a few. The first is the economic incentive that for most companies, it's cheaper and far more efficient to do the IBM thing, to let certain people go and hire others off the street than it is to go through the process of training those folks up. So it's just better, faster, cheaper. And that's a reality that we all have to deal with. And that's been compounded post-COVID with virtual work. Chad (14:36.129) Mm. Malcolm Frank (14:48.944) you remember back in the day, if you change jobs, it was a big deal because you had to move from Columbus with your family and moved to Pittsburgh and selling the house, taking the kids out of school, so forth and so on. That was a big, big ordeal and you had to be right. today, what do you do? You leave employee a on a Friday and on Monday, you know, you have a different laptop and you got zoom going and boom, you know, it's, it's, so there's no life friction with that change of employers. So. Supply and demand, that's something that's really happening. That efficiency runs counter to what you're describing. Second, if you look at HR, most HR has lost its muscle. It's, there's been, I've seen this a lot with HR, with finance, with IT, that in the last 20 years, they've been hollowed out. It's just this every year in budget cycles, hey, give me 5 % more, give me 5 % more. And at some point, you know, you really get down to the bone. So, Chad (15:30.071) Mm-hmm. Malcolm Frank (15:47.435) The Crotonville model doesn't exist at most organizations, but let me pick on a company that's done it really, really well. And that's a firm that I competed against forever, which is Accenture. And you look in IT services, most companies are a one trick pony, meaning that we have these big technology cycles and a hot vendor will nail client server, but then they won't be able to transition to internet. And then that firm, the internet firms won't be able to transition to cloud. and the big question now is who's going to transition to the AI model. But the point is Accenture has been able to navigate through all of those and specifically because they do what you describe. But here's the thing. It's well known. If you work inside Accenture, sometimes it can be difficult because you're trucking along and you develop a certain skillset. And then the HR or your boss shows up and says, thanks, lumpy. That was great for the last four years, but now you've got to transition. You got to do these new things and we're going to mandate that. And if you don't, you can leave, but we do want to reinvest in you. So they're able to move faster internally than the market does externally, but it's because they're great with strategy. They understand where things are going and then they invest in their people. But I raised that because that case is that that's rare. Most firms do what you're describing. Chad (17:01.251) Mm-hmm. Chad (17:14.785) Malcolm, how did you know Joel's code name? Code name, Mompe. Joel Cheesman (17:15.084) No one's named Lumpy anymore. Malcolm Frank (17:19.478) Hahaha! Joel Cheesman (17:19.852) Lumpy. That's good. That's good. That's good. So watch. So. Malcolm Frank (17:22.977) It's remarkable what you find in AI. Joel Cheesman (17:25.912) So, Malcolm, yeah, AI has gotten me pegged. Malcolm, I want to pull on the thread there of recruiting. And by the way, there's a lot of sorcerers that are really happy that they're going to have a job in the future. I assume you don't think that all recruiters will survive this new future. So curious what percentage sort of come out of it? Do new job titles get created? Are we re-skilled? Do they just go become salespeople? Like what? Chad (17:49.923) What do they do? Yeah. Malcolm Frank (17:51.585) WELLY Joel Cheesman (17:54.176) What in terms of the profession do you see shaking out? Malcolm Frank (17:57.152) Well, let me start with a general statement that AI, as it sweeps across all professions, is this catalyst. If you're great at what you do, you're going to get become greater. If you stink and mail it in, you're going to get worse. And so it's just creating that dividing line. So those sources and recruiters who are just doing rote things that are pushing paper, they're in trouble because those capabilities. You know, are going to get continually eaten by AI. It's those that are great is what I was referring to earlier. it's how do you really have that human touch? How do you reach out to the person and say, Hey, I know that you've been doing this for the last seven years, but man, you know, let me talk to you about this team. Let me talk to you about this opportunity. This company is really going places. And I know it's scary right now, but take the leap. Let me, let me, who do you need to talk to? it's. That is going above and beyond. That's having a very high EQ. So the people that do that well are going to get turbocharged. So it's going to turn into this barbell market. The ones that get left behind, that's a tough, tough question. Chad (19:14.211) So the ones that are turbocharged, it almost feels like that they're going to be training the AI. It just seems like a never ending loop, right? So it's like, first, you're going to get rid of the C players. Then the A and B players are going to train the algorithm and then you can get rid of the B players. And then at that point, you get to the point where you can prospectively get rid of the A players. Have a little human touch ever here, ever now and again. do you think that is, that's pretty much the process or at least the goal for most of these LLMs? Malcolm Frank (19:50.576) is it the goal? Yes. and we're going through this Cambrian explosion of agents. And so you get all of these. You know, agent firms that have either gone after vertical or horizontal processes and they're trying to automate as much as they can. But I'm really have mixed, mixed mind on this. It's I remember, remember we all had the Pete or at least those of us of a certain age can remember our first PDA experience. You remember the Palm pilot or the app that. Chad (20:05.176) Mm-hmm. Chad (20:17.283) Oh yeah, Paul and Pilot, yeah. I had a Sony Clia. I don't remember that one. Yeah, that's off. Malcolm Frank (20:18.859) the Apple Newton and you Whoa, whoa. That's pretty cool. it's, it's, you know, transitioning from Blackberry to Apple was super hard for me. But the point is, is had someone, a little angel come to you and I don't know, 1996, 97 said, let me explain what the iPhone is going to be and what a Mac book is and what zoom is. And when the internet really flourishes, you would pause and go crap. Chad (20:43.107) Mm-hmm. Malcolm Frank (20:52.159) Those, you know, that four hour work week is going to be marvelous. I mean, what, what am I going to do with the rest of my time? And instead, you know, what are we all doing? You know, we're, here. We are, we don't have any time. Chad (21:01.121) Here we are. Returning to the office? Yes, all that stuff. Joel Cheesman (21:04.002) Yeah. Malcolm Frank (21:06.631) Exactly. I think there is a line of argument where AI is going to eat all of the work, but there's another that we always find new things to do. We always get those new layers of productivity. And so I believe that that's what's going to occur with folks who adapt. Joel Cheesman (21:23.224) Yeah. We have a lot of vendors, uh, listen to the show and you're a vendor as well. was at a luncheon recently talking to a recruiter who basically said the tools that they use most are, you know, Microsoft based open AI based Google base. was not a lot of sort of HR tech specific, um, technologies. And you see on a regular basis, you know, uh, open AI releases a chat sort of open source chat bot. And so just curious your thoughts on. Is the future a mix of big tech and, and, and niche vendors and HR does, is it a one, you one winner, one big loser? I assume you're a fan of the HR tech space because you're CEO of a company, but defend the HR tech against some of the big boys. How are they going to differentiate? How are they going to thrive? Malcolm Frank (22:11.947) Well, there's an internal fight going on in large companies, and it's the end user versus procurement. And so what you have is the end user, that HR professional, is saying, I need something that does XYZ. And then procurement says, no, you don't, because we have too many vendors in here. And so we've got to go through vendor consolidation. And what's also happening with AI is that the lawyers show up. Chad (22:36.237) Mm-hmm. Malcolm Frank (22:39.667) And the lawyers are like, what about hallucinations? What about security? What about this? What about that? And what has occurred is that the market leaders better known as Microsoft and Google and AWS have made that sale with those folks, whereas smaller, more nimble firms just can't. And so we're seeing this incredible bifurcation that in large companies, you are stuck with the usual suspects, but independent recruiters. HR professionals are leveraging this new tech at an incredible rate. And so it's interesting, you know, it's in other cycles, big companies who move faster with tech, but with AI, it's just the opposite we're seeing because it's so cheap and so powerful and you don't get with the stasi of procurement holding things up. that's, you know, those folks can move a lot faster. Chad (23:27.576) Mm-hmm. Joel Cheesman (23:32.642) Yeah. So see a lot of the bigger companies in our space, the work days, the SAP's gobbling up a lot of these sort of smaller tech players to, think, take on the Microsoft's and the bigger companies. that your take as well? Chad (23:32.663) So it's. Malcolm Frank (23:39.467) 100%. Malcolm Frank (23:44.233) That's correct. And they're also trying to protect their moat. And there's a whole question of what's going to happen with the SaaS business model. So watch the birdie, buy more SaaS, watch the birdie, buy more SaaS. And that's going on in that sector. Chad (23:55.619) You Chad (24:01.315) I think we've seen acquisitions with Workday. Obviously, they've been gobbling up a bunch of AI players, and then obviously SAP as well with smart recruiters. It seems like because we've seen over the years, we're talking about AI being this, let's say for instance, Microsoft Co-Pilot, the CIO saying, we're using that. I don't care what you say, HR. It's been the same thing with the ATS. Malcolm Frank (24:24.234) That's right. Chad (24:27.095) The ATS, they were like, no, no, we we've bought a HCM, it's called Workday. And there's a gift with purchase, they call an applicant tracking system. And that's what you're going to use. Yes, it's shit. We totally get it. But it feels like I could be wrong, but it feels like that there's a cycle that's happening. Workday bought success factors jobs to web years ago, that is tech dead is pretty much died. Now you've got paradox coming in there, you got sauna coming in there. It feels like for work day, as I think you guys were actually alluding to, is like they're really getting it because they understand that to be able to fend off Salesforce and some of these, and ServiceNow and some of these very, very big platforms away from their moat, they really have to get their shit together so that the CIO gets not just some gift with purchase, but they get a really good piece of tech. it almost feels like we're starting to learn maybe. I don't know. Or maybe it's just a cycle and shit's going to go downhill. Malcolm Frank (25:26.932) Yep. No, it's no, no, That's what you're describing is absolutely occurring. So no question about it. And I think that Workday has been very smart about that. But they're taking a page from history. During the cloud movement, we saw the same cycle. It's interesting when you bring up IBM. Had somebody asked 15 years ago, who's this thing cloud is going to be dominant, is going to create trillion dollar vendors, who's going to win? Would it be the bookstore? Would it be the search company? You know, would it be the Xbox company or would it be the dominance, you know, enterprise technology firm is, but the same thing occurred where big blue tried to create those blockers. And what happened is there was renegade it. And so you had the person in the Tacoma office just said, you know what? I need this compute. I'm just good. I can't wait. I'm just going to slap down my Amex card and get it instantly through AWS. And the rest was history. Chad (26:01.965) Yeah, big blue, yeah. Malcolm Frank (26:25.866) I bring that up because the same thing's starting to occur again. And let me give a cognizant example that we had centralized HR. in my group, there were years where we would have to hire about 42,000 people a year, both with our growth and with our turnover. And it would make your hair hurt. But in order to do that, I'm sorry. I'm sorry. Joel Cheesman (26:47.276) That was a free chat, by the way. Chad (26:48.483) Thank you. Thanks, Lumpy. Joel Cheesman (26:52.866) Malcolm is an equal opportunity offender. That's nice. Lumpy and curly over here. Chad (26:54.634) Malcolm Frank (26:57.354) Well, it's a, I'll give you a decide. was, I was trying to find, this is total non sequitur, now that you brought that up, but prepping for the show, I found the limitations of AI. So for those of us that are worried about Skynet and the rest, I just asked Grok and Deep Research, how many times has Chad dropped an F-bomb on this podcast? And neither could answer the question. Joel Cheesman (27:00.043) You Malcolm Frank (27:27.304) But Grok was pretty good. Deep research just said, I don't have the transcripts, don't know. Grok said, well, they've done 1,300 hours, and he does this many per episode. And he does use that word, and therefore, this is a guess. But anyhow, so I found the limitations of AI. Joel Cheesman (27:41.474) Our best guests. Joel Cheesman (27:47.32) It's good to know that humans have to still listen to the show. If they really want the deep insights, they actually have to listen. They can't just ask Grok what it is. Chad (27:47.509) And it's Chad Chad is the limitations Malcolm Frank (27:54.215) Exactly. You're the bulwark, but getting back to renegade AI procurement versus centralized, we ran into this problem that our internal recruiting teams, our centralized recruiting teams would try to hire folks. And then we would bring in the business units and say, Hey, I found these great candidates for you. And the business unit would go, you're killing me. These folks, they're all wrong, wrong, wrong, wrong for these reasons. And so they would want to go out and start to do it on their own. We're starting to see the same thing happen because when you look at these sourcing tools, they're so powerful that those end users are just saying, you know what? I can just spend the 500 bucks. I can spend a thousand bucks, use one of these, source my candidates, and I could actually grade those candidates vis-a-vis what HR is providing and make the best decisions. So Renegade AI spend is something that I think is, it could start to challenge the workday model the same way that Renegade Cloud Procurement was hitting the IBM model. Joel Cheesman (29:00.056) And speaking of renegade spend, biased recruiting seems to have tempered down a little bit, but it's still a thing. Give us your take on, this a net positive? Is it a net positive for diversity, equity and inclusion? Is it a net negative? What do you see politically happening? It feels like we've seen a slowdown in regulations on the local and state level around this. What are your thoughts? Chad (29:26.701) Feels like. Malcolm Frank (29:29.45) Yeah. I saw two polls that blew my doors the last month. One was asking employees, would you prefer a human manager or an AI manager? And 38 % said I would prefer the AI. And then when you double clicked, they're like, well, why? It was trust. It was, I think it would be objective. It would treat all of us fairly. And they're saying, you know, I see my human manager being full of bias. Chad (29:45.667) That's huh. Malcolm Frank (29:59.178) pretty capricious, likes people and others, or just as a human being is not consistent, or as a human being is just a suit. They're not that talented. Why should I take their advice? And on the flip side, I saw this morning, this is in the UK, you could Google both of these, a poll, which was the opposite of that, that managers were saying, yeah, I'd rather manage agents than young employees. So it's... Joel Cheesman (30:24.824) You Chad (30:26.145) Well, I mean... Malcolm Frank (30:28.677) It's it's, yeah, it's, you know, we've all been there, at least I've been there, you know, it's a minute of feedback and then 59 minutes of therapy. But it's, it gets Joel to your question that those are people saying, I trust the AI more than I trust the human in that dynamic. So, you know, it gets back to recruiting. Are we worried about bias in AI based sourcing and recruiting? Of course. Chad (30:35.436) Mm-hmm. Malcolm Frank (30:57.427) but you're presuming that bias never occurred in human-based sourcing or recruiting, and it was rampant, completely rampant. The difference though is that you can manage or mitigate the human-based bias much more easily than the AI-based bias. That's the big, big question. it's, you know, if the AI, I'll give an example, a very early AI implementation, this was with Chad (31:06.851) Yeah. Chad (31:14.812) yeah. Malcolm Frank (31:27.465) two big banks, I won't name who they are, but this is at the dawn of AI, using it to figure out credit worthiness. And they were seeing FICA scores and the rest are a bit misleading and clumsy. And so can we look at individual by individual and understand, are they going to pay back their car loan? And it was based on what their educational background was, what their major was, what classes they took and what sequence, what were their grades when they moved to the big city. Did they live large, meaning they got an apartment that was 50 % of their salary or did they skimp and, you know, live in a worse neighborhood, but it was 20 % so forth and so on. They took in all of those variables. And what happened was the systems became predatory lenders within 24 hours. In fact, one of the clients, his, the customer, he said, pull that thing out of the wall, just like shut it off. Um, and so. Joel Cheesman (32:04.312) Mm-hmm. Malcolm Frank (32:24.935) That's where the AI started to work on a different set of ethics, shall we will say, than we have negotiated as an American society. So when that starts to occur within recruiting, and you don't have good governance or legislation against that, you think we have conspiracy theories today, what is it gonna be in three years time when people say, I know why that person didn't get the job? And it's going to be because some code was auto-generated somewhere in the cloud that powers this AI. It's a big concern. Joel Cheesman (33:00.012) Mm-hmm. Chad (33:04.085) Yeah, we definitely need guardrails, but the thing is we need to know the definition of what the guardrails are, which means we have to be monitoring constantly, right? And I do disagree to some extent because, yes, there was definitely rampant bias that happened just with humans. Big difference though, it couldn't scale, right? Because humans don't scale well, but you put that into an algorithm, boom, bias explodes, which could be actually a good thing because if you are monitoring, Malcolm Frank (33:09.257) That's right. Chad (33:33.077) you have the indicators where before it was a very small sample size. Now you've got a huge sample size to work off of and you can start to create guardrails around that if you're managing it, right? Malcolm Frank (33:42.759) Yep. If you are, but Chet, you're onto something really important that a lot of these firms that are global companies. So what works in society A is a real violation of something in society B. And so Chad (33:53.827) yeah. yeah, Europe versus the US in many cases. Yeah. Malcolm Frank (34:00.356) Exactly. So let's just say the company's headquartered in, let's say, San Francisco. And it's got operations, I won't name places, but let's just say very conservative places around the world. that's going to, those policies and those rulemaking frameworks are going to just run into the gears of that local society and be very counterproductive. And I'll just give a simple anecdote. We created a social platform internally once. Chad (34:05.442) Mm-hmm. Chad (34:17.027) Mm-hmm. Malcolm Frank (34:28.883) just thought, let's do Facebook internally, same capabilities, and it'll create community and real bonding of employee experience. And so we had some Americans putting up photos of gay marriages. And as an American, you're like, wow, that's awesome. What a beautiful ceremony. It's good for them. And we had employees elsewhere around the globe that were very offended by this. And it blew our doors as American managers. Joel Cheesman (34:53.356) Yeah. Malcolm Frank (34:58.729) you know, those types of sensitivities where you just think in your mind, like, this is just like a law of thermodynamics. It's like, you know, can't be argued. You're like, crap, we really stepped in it. And so trying to centralize those policies through AI and the phoom, throwing them across a global platform is pretty dangerous. Whereas it's been hundreds and hundreds of micro decisions human to human to manage those on a global platform. Chad (35:30.209) Yeah, so you're gonna have to silo that. Joel Cheesman (35:31.564) Are you keeping on the Mobley versus Workday court case? Any predictions or thoughts if it goes one way how it will impact our space? No. Malcolm Frank (35:37.758) Yes. Malcolm Frank (35:42.983) No, it's, I've learned a long time ago, don't predict politics, don't predict court cases. So I really don't know. Joel Cheesman (35:51.714) Fair enough. I'll let you out on this. We've talked a lot about white collar, knowledge-based jobs. Just what's your take on AI's impact on blue collar folks? Malcolm Frank (35:59.913) Um, look, it's blue collar folks. That was the transition a hundred years ago and we should really pay attention to it. So I think from a blue collar perspective, if you're an HVAC, if you're, you know, I can go through the whole list. They are not, they're going to be amplified, but not automated. So that's a great, great place to be. But you look a hundred years ago, I actually go 125 in 1900, the story of the ice man versus the farmer versus, um, versus the Teamster. Joel Cheesman (36:29.944) versus Maverick and Goose. different. Chad (36:32.488) Yeah Malcolm Frank (36:32.529) Yeah, exactly. No, is. You're like, see, but that's exactly it. No, Joel, you're see, but it's your quip is exactly the point that in the year this blows people's minds, at least blue mind. It's it's in nineteen hundred that there were over one hundred thousand icemen in the United States. These were people who would harvest ice in New England and in upstate New York, stick them on boats and then they would float them down so people could keep their food. Chad (36:37.773) saying volleyball, yeah, beach volleyball. Malcolm Frank (37:01.129) You know, in major cities up and down the East coast. And then there was industrial automation and that job went to zero because there was this box that you plugged in the wall and that job went away. Farmers were, it took 40 % of the U S workforce to feed ourselves in 1900. And today now that's 1%. So that job just, but then you look at Teamsters, there were, I don't know, like 3000 Teamsters and now there's 1.4 million. So. It's that's what's going to happen with jobs is that some are going to get automated away. You know, some will be a fraction of what they were previously, but then others are going to boom. and so to think that's not going to happen again, just shows a really limited imagination. But if those that are safe to answer your question briefly, you go through the trades and it's, I, it's going to be a very good place to be for the next 20 years. Chad (37:56.708) So Malcolm, last one for me, my friend. You're a really smart dude. What the hell are you doing in the talent acquisition, the talent segment for God's sake? mean, what the hell? And tell us a little bit about Talent Genius because you've got a reason for it, right? You've thought this through. So tell us a little bit about this. Malcolm Frank (38:16.848) Yeah. You know, I always wanted a job I could never explain to my mother, I guess. But I have a real passion for this because I think that if you look at the history of good societies, now it depends on how you define those, but it's where there's economic prosperity, it's the societies that have gotten this right, that technology is going to do what technology is going to do. But how do you transform and get the models right? against that. And so I get bored with all the stages of economic history where that's happened. But right now, what we are going through for the next 10 years is going to be the most violent shift that we have ever experienced. when I was talking about like farm to factory, society, took a good two generations to manage that. We're going to have to manage this one in a very abbreviated window of time. So Chad (38:47.457) Mm-hmm. Chad (39:08.611) Mm-hmm. Malcolm Frank (39:13.636) That's the passion. And I couldn't think of anything more important to do, at least personally. And that's why we created Talent Genius. We are trying to put AI on the side of the people. And so to help them understand what are my skills, what are the agents that are coming after me, what are the agents that I could partner with, and then how can I move forward to really prosper. And we've created a platform within that called Agent Powered that every job... is anybody who's going to be successful white collar moving forward is going to be agent powered. You're going to figure out what are the agents that I work with where I can become 5x, 10x what I was previously. People who do that are going to do really, really well. And we came up in the industrial era with this notion of horsepower. How do you explain the power of a machine? So we still use it. Today, if you drive a big pickup truck like a Ram 1500 with a Hemi, Chad (39:43.811) Mm. Malcolm Frank (40:07.9) that has whatever it is, 395 horsepower. But we're now seeing that if you're a designer, a developer, a marketer, a sourcer, that if you're using agents, you now have the full-time equivalent power of three, four, five. And so we're trying to help people become agent powered where they can turbocharge their capabilities. And instead of worrying about AI, get really enthused about the new doors that it opens for them. Joel Cheesman (40:35.158) It's not about the nookie. He's doing it all for the people, everybody. That's Malcolm Frank. He's CEO at Talent Genius. Malcolm, for our listeners and viewers who want to learn more, where would you send them? Chad (40:38.691) Hahaha Malcolm Frank (40:39.848) you Malcolm Frank (40:47.474) just go talentgenius.io. Chad (40:50.785) easy. Joel Cheesman (40:51.928) That's another one in the can. Go Bucks. We out. Chad (40:54.21) We out.

It’s sweater weather in New England, bourbon season in Kentucky, and full-on chaos in the economy. This week on The Chad & Cheese Podcast  with special guest J.T. O’Donnell, we’re talking: LinkedIn lawyering up (again) and suing the bots Moody’s, farmers, and the “cataclysmic” economy AI clones, fractional work, and Gen X’s looming UBI nightmare 😬 And yes, chili, bourbon, and a few f-bombs — because that’s how HR’s Most Dangerous rolls. From Portland protests to Netflix’s $700K AI job, this episode’s got more spice than Joel’s chili and more heat than Chad’s take on Ronald Reagan. 👉 Powered by FactoryFix, fueled by Chicken Cock Bourbon, and (barely) held together by caffeine and existential dread. PODCAST TRANSCRIPTION Joel Cheesman (00:28.368) Ohhhh yeeeeaaaaaaaah! We ain't afraid of no ghosts. Hey kids, it's the Chad and Cheese Podcast. I'm your co-host, Joel Dirty Sanchez Cheeseman. Chad (00:42.489) This is Chad, Hellscape Sowash. JT ODonnell (00:45.838) And this is JT, it's finally Fall O'Donnell. Joel Cheesman (00:49.616) And on this episode of HR's Most Dangerous Podcast, LinkedIn Lawyers Up, again, Moody's Reports Down and Gen X wants out. Let's do this. Joel Cheesman (01:03.654) Fall in New England, how awesome is that? JT ODonnell (01:06.262) It is, we had a really warm season, but now it's here. Look at me, sweater weather, sweater weather, sweater weather. You know it, you know it. Chad (01:07.98) She has a sweater on. Joel Cheesman (01:10.512) For the one month of the year that New England can make fun of the rest of the country and everyone is envious. Yeah. JT ODonnell (01:17.44) Not gonna lie, it's awesome. It's pretty, it's awesome. Apple picking, pumpkins, it's good. Joel Cheesman (01:23.728) Pumpkicker, do you do the whole Halloween thing or is that a passe? Chad (01:23.948) I've got my. JT ODonnell (01:28.096) No, no, it's a big deal here. I live in a cute little city and it's like the streets are decorated. It's awesome. Like just this time of year makes it worth living here, except for the construction, which you can hear, which is now like everywhere, but good times. Yep. It's construction. It's construction. Joel Cheesman (01:29.797) Okay. Joel Cheesman (01:33.51) Yeah, Portsmouth. Portsmouth. Chad (01:39.446) Yeah, that's a- Joel Cheesman (01:39.792) That's okay. There's a whole lot of shaking going on at the O'Donnell house. So don't, don't come knocking. Don't come knocking. You know the rules. Everybody don't come a knocking. Chad (01:47.158) Cause they're, cause they're already knocking. Yes. So I got to give love to the factory fix boys. got this, obviously when I got home and they actually, added a little, Matt Lavery, patch on there. So everybody remembers little, yeah. Little Matt Lavery. Yeah. Yeah. Love it. Love it. Love it. Yeah. I mean, the guys at factory fix are from Chicago. Matt Lavery was from Chicago. Definitely kindred spirits. JT ODonnell (02:01.71) is that what that is? love that. Joel Cheesman (02:09.296) Yep. Joel Cheesman (02:14.628) Mm-hmm. Chad (02:15.994) yeah, miss our boy. Miss our boy, that's for sure. Joel Cheesman (02:18.278) Love Chicago. Yeah. He, uh, he won a bet that he'll never cash in with me. His, uh, his Cubs got 90 wins. They're on the doorstep of being eliminated. We don't need to talk about that. And the bears are a hot mess, but, uh, definitely miss miss our homeboy, Matt Lavery, Matt Lavery. JT ODonnell (02:18.456) Yeah. Chad (02:34.422) Bears have been a hot mess for a very long time. JT ODonnell (02:35.32) Mm-hmm. Joel Cheesman (02:37.988) Matt, Mark Sanchez is lucky he didn't pick a fight with Matt Lowry. That might have been that crazy. Chad (02:41.292) Jesus. JT ODonnell (02:41.74) What? I mean, that story, what the heck? Joel Cheesman (02:48.934) It's reached new England. That's cool. Yeah. Yeah. I got the headline, Mark Sanchez stabbed in downtown Indy. And I was like, great. Like nice job, Indy. And then this then then facts came out and it was like, Holy shit. I mean, props to a 69 year old that can hold his own and like his care is carrying a knife and like some buoy knife comes out and man. Chad (02:49.324) Stabbed. Stabbed. Yeah. JT ODonnell (02:51.296) you know, stab. JT ODonnell (02:57.378) in the dangerous streets. JT ODonnell (03:06.454) Agreed. Chad (03:11.98) The guy that Mark Sanchez was starting a fight with was almost 70? Holy shit. JT ODonnell (03:18.144) Mm-hmm. Mm-hmm. And if you saw pictures, little guy, like little guy. Yeah, not cool. Joel Cheesman (03:18.18) He's 69. And that's not a joke. Chad (03:24.852) Yeah, yeah. Fucking bully. Joel Cheesman (03:25.476) Yeah. Now he was, was, he was a truck driver used to late night deliveries. So the dude was sort of ready for, I'm sure he's seen a lot of shit at midnight, you know, and every, so he had pepper spray, which didn't like, didn't work. you know, it, it didn't phase him much. And then, and then he had to, took out a knife and stabbed him. Like it's, that's crazy, dude. Crazy story, man. It's like Europe getting stabbed. But anyway, I think Mark is fired. And I think that, we won't be seeing him on TV. Chad (03:29.665) Okay. Yeah. yeah. Chad (03:38.944) Didn't phase him, yeah. JT ODonnell (03:46.85) Yep. Yep. Chad (03:51.244) Thank Joel Cheesman (03:55.118) Anytime soon. He might be doing some time in the pokey. Yeah. He may be the most famous, inmates since Mike Tyson did some time here in Indiana back in the nineties. Chad (03:55.37) Yeah, we're used to mass shootings, not stabbings. JT ODonnell (03:59.663) in. Crazy. Joel Cheesman (04:08.944) We'll see if Delta lets him on the, on the airlines, Chad. That's something you wanted to have in banter. Chad (04:09.08) Not a good look. JT ODonnell (04:09.24) There's a little fact. Chad (04:11.998) Not a good look. Not a good look, not a good look. Yeah, no. Let's go ahead and move on. This is a long show. This is a smorgasbord of stuff. So I'm literally cutting something out we were going to talk about because fuck it. Let's dig into shout outs because we got a meaty show coming. JT ODonnell (04:22.094) It is. There was prep. Joel Cheesman (04:23.014) Mm-hmm. JT ODonnell (04:31.544) We do. Joel Cheesman (04:33.286) So much red meat. Well, I'm going to not be red meatish on this one, but my shout out goes out to John Lennon. Assuming all the kids even know who John Lennon is. He was one of the Beatles. Anyway, today we were recording on October 9th. Today would have been his 85th birthday. Chad mentioned Marvin Gaye last week and 1971's classic. Also a classic from 1971 in addition to Chad and I. JT ODonnell (04:34.071) It is. Chad (04:43.308) Come on. Of course. Joel Cheesman (05:02.37) is imagine, from John Lennon, my favorite song of all time. not only the song, but also the album, is one of his best. I can only imagine. I can only imagine Chad. Yeah. The dad jokes are coming out a little, a little early on this one. I can only imagine what John Lennon might have to say in his, political bents on what 2025, has to hold. Remember this kid. If you don't know John Lennon, all you need is love. Shout out. Chad (05:02.668) Yes. Chad (05:14.972) Mm. Very bad. Joel Cheesman (05:30.534) to my favorite Beatle and happy heavenly birthday to John Lennon. JT ODonnell (05:36.27) That sweet. That was really sweet of you. I do. I didn't know that was your favorite song. Yeah, yeah. We got, yeah, that's cool. Chad (05:36.62) Love me some Lennon, love me some Lennon and... It's a great, great song. Joel Cheesman (05:40.41) You like that? He was he was he was a cat lover, a little known fact about John Lennon. He had a cat. had many cats, pepper, salt and pepper. And he had minor and major, which was which are musical terms, if you know major and minor notes. JT ODonnell (05:58.381) my god. Chad (05:59.796) Everybody has their flaws, Cheeseman. That's okay. We won't. It's not a big deal. Joel Cheesman (06:01.4) Yeah, Chad's over. Chad is over over the cat talk. Chad's over the cat talk. JT ODonnell (06:01.953) Yeah. Gosh, love it. So I'm going to switch gears though. So my shout out, like, you know how, how many times we say AI in this show, we should be drinking. We'd be like hammered. Okay. I'm going to kick it off because I'm going to give a shout out. No affiliation whatsoever to Delphi AI because, um, I just completed making an AI tool that literally talks to anyone and gives them whatever free resource they want from me. So when you've been doing the stuff I've been doing for 10 years, Chad (06:13.152) Yes. Good call. JT ODonnell (06:29.26) Your DMs, your messages are always filled with, where's this thing that you did? Do you remember when you did this? You know, like I'm the personal, you know, assistant to that. And I feel so bad. Yeah. It makes you crazy. So I build this AI tool that literally talks to you and says, you want this one and gives it to them. And I am so excited. I feel like relieved that I don't have to do this anymore. It's it's text and voice. So you can, you can type and it'll give you text or if you voice, you have a conversation with me. It's insane. Chad (06:33.164) Alright. Joel Cheesman (06:47.416) Is it you visually? it a text based thing? It's okay. JT ODonnell (06:58.862) And it just, like the amount of hours it's going to save me. And I don't know why I didn't think of it sooner, maybe because I wanted to make sure it was there. But for the amount of time it took it to program it and how accurate it is, I just, feel lighter. Like there might be more time. It's my voice. Yeah. People have said they freak out. They're like, it is like, I'm talking to you, JT. I'm like, good, awesome. Cause I can't work with 10,000 people one-on-one. Joel Cheesman (07:03.536) Mm-hmm. Chad (07:11.018) Is it your voice? Is it your voice? Okay. Joel Cheesman (07:11.078) And does it sound like you or is it, yeah, is it kind of like a, it's, it's not a body, it's not a body, body snatchers kind of thing, or it's you, but not quite you. It's you. Yeah. Okay. Chad (07:18.11) Okay, I dig that. JT ODonnell (07:24.846) Exactly. mean, I'll take it though, because you know those people that say, can I just pick your brain? You can pick this brain. Let's go like talk to this thing, you know. So I'm very excited about it. So thank you Delphi AI. Saving my life. Give me some hours back. Joel Cheesman (07:32.622) Never happens to us. Never happens to us. Chad (07:32.736) But it. Chad (07:38.728) Now with AI, it's interesting because Joel and I actually had our voices cloned with AI through Veritone a few years ago, right? It took us three hours of training data to actually get it locked in. I actually had to do an additional three. Joel didn't because he's got this monotone approach. So now it is incredible that literally they can get a 30 second clip, probably even less than that now, but 30 second clip and they are like, Joel Cheesman (07:56.942) I'm, my monotone voice is easy. Joel Cheesman (08:06.427) Mm-hmm. JT ODonnell (08:07.48) Yeah. Chad (08:07.996) spot on almost. So if they would be able to train on all of the data, not just the text data, but also the voice data that you have out there, we have out there, it's scary how close this shit's getting. JT ODonnell (08:20.878) It is, it is, but I'll take it. Joel Cheesman (08:22.342) If I mentioned how excited I am to, to when we get to a point where we don't even have to work anymore, we just load the news into the, the machine and we come out and that's it. Yeah. Always, always about the money with JT. tell you, I was about. Chad (08:26.292) You You have, you have. You have. You have. JT ODonnell (08:32.526) That'll be you printing money, Joel. Printing money. Chad (08:39.306) Yes. Well, I would like to give my shout out to, and get the, get the tape ready there, Cheeseman, to Supreme Leader President Trump for cleaning up the hellscape that is Portland, Oregon. And we have footage of said hellscape. Go ahead and play that footage, Cheeseman. Go ahead and roll the tape. Thank you. Thank you. JT ODonnell (08:40.046) Shut your... Joel Cheesman (08:48.102) tape. Joel Cheesman (08:56.442) Yeah, let me roll the tape, Chad. Let me load the tape in for you. Hold on, here we go. Chad (09:13.29) All right. So for, for, for those of you just listening on audio on the tape, there was an assortment of people wearing inflatable animal costumes, dancing in the Portland streets and protest. No, they weren't armed. No, they weren't throwing rocks. No, they weren't doing anything fucking crazy other than literally just being people and showing how fucking ridiculous this is. Now my son used to live in Portland. He was there for a few years and I wasn't really into the vibe because I don't want, don't like the whole, you know, wannabe hippie vibe. If I want to real hippie, I'm going to go to fucking Seattle or, or, or the West coast or the West. mean, really anyway, I, I love Portland. Don't get me wrong. but just wasn't my vibe. Joel Cheesman (09:50.987) Ouch. Don't message me, Portland. Don't message me. Chad (10:00.936) And I get the whole, you know, issue with, you know, calling homeless unhoused and not focusing on like issues and stuff like that. But there's no reason to call this place fucking hellscape. I mean, these are great people. yes, they have issues, but we do all over the world, every city in the United States. So get the fuck out of our cities, people shout out to the stupid, the stupidity. Let's stop it. Let's stop it. Joel Cheesman (10:26.438) If you're in a red city, Chad, there's no problem. That's not about the hippies. It's about how they vote. Chad (10:30.218) Yeah, we don't have to worry about Indianapolis. We got fucking Mark Sanchez getting stabbed and you don't have to worry about. Joel Cheesman (10:35.558) Self defense, self defense, self defense. Yeah, we are walking the streets with guns and knives people, but hey, it's self defense. Self defense, Jesus. Let's get the free stuff. Chad (10:41.804) You Yes. Yes. JT ODonnell (10:46.924) Yeah. My gosh, I always feel like the pressure is on in this moment, people. So let's just start with free stuff. I'm serious. We're going to begin with Van Hack. We love you for your whiskey. So on my whiskey boozers, you could win some serious Van Hack. Chad (10:48.811) Joel Cheesman (10:52.614) You Chad (10:59.19) We do. Joel Cheesman (11:01.264) country you're from. Chad (11:02.582) Chicken cock maybe. Chicken cock. Mmm. JT ODonnell (11:05.958) seriously, I can vouch the t-shirts from Erin app are insane. Like you, you can sleep in them. They're really, really comfy and cozy. That's not normal with like free t-shirts. You know what mean? craft beer, like Aspen tech. Love you all. The craft beer is always a crowd favorite. ask them tech labs. And then you're going to get all this stuff before I say Chad and cheese.com slash free is where you get all this stuff, but I cannot miss out on the rum from plum. Chad (11:16.684) Yeah, it's not. Joel Cheesman (11:16.687) I concur. Chad (11:34.964) No, you, you, you, yeah, yeah. Anyway, it's Chadcheese.com slash free, but the Chadandcheese.com does redirect. Yes, because we had, we had to make sure that anybody listening to JT, which everybody should be, goes to the right place. So Chadandcheese.com does go to Chadcheese.com, but it's Chadcheese.com slash free. That's where you get your whiskey, two bottles, chicken cock, one person. JT ODonnell (11:34.99) Take it away, guys. Joel Cheesman (11:37.422) Edit that out Trish. JT ODonnell (11:40.142) Did I say it wrong again? does work because I messed that up in the beginning of the season. Chad (12:02.732) Everybody's gonna be getting t-shirts. mean, come on. Let's just let's face it and craft beer on your doorstep, baby We've got Van hack Aaron and Aspen tech labs. I'm waiting for Aspen tech labs To come out with some fucking BLS BLS data, you know I'm saying Joel Cheesman (12:18.47) Yep, I know. JT ODonnell (12:18.495) Mm. Yeah, take it over. Chad (12:22.06) Okay, Stephen, chill the fuck out. So I'm picking Stephen McGrath up tomorrow at the airport and we're heading to the Cheeseman residence for a sleepover. That's right. Get ready. Social media is going to explode. Social media is going to explode. Yeah, yeah, yeah. So that first night we're going to, you know, set the tone for the week and the rest of the week and who the fuck knows. But then, yeah, God, that's going to be JT ODonnell (12:25.23) You Joel Cheesman (12:27.142) Good luck with that, Tricia. JT ODonnell (12:35.608) There's so much that's going to go wrong with that. So much going to go wrong there. JT ODonnell (12:47.31) And they're having chili people. They're having chili. Joel made chili. Mm-hmm, mm-hmm. Joel Cheesman (12:50.79) Chili's on the menu, baby. Chili with lots of cheese. You know what saying? Chili with lots of cheese. Chad (12:52.0) bad for Saturday and Sunday. Then Monday we're driving down to Louisville, meeting up with our friends from Havas people. we are, what are we doing in Louisville Joel? This is your baby. Talk about it. Joel Cheesman (13:09.456) Well, Chad, we'll be starting off with a luxurious lunch at the Brown Hotel in downtown Louisville, where we will feast on what's called a hot Brown. If you don't know what that is kids, just Google it. Then we will walk down to the Evan Williams distillery where we will get a private tour of the distillery, how they make that Brown Brown goodness. And then we will do tastings of the fine bourbon that they make at Evan Williams. From there, we have a little bit of time to do our own thing. Chad (13:14.021) Ooh! A hot brown? yes. Chad (13:30.507) Mmm. Joel Cheesman (13:35.93) Might go to midsters might go to bar, maybe a shot of Pappy's for everybody who knows. And then around then around five o'clock, we have to be down at chicken cock. That's right. The unofficial official bourbon of the chat and cheese podcast. That is chicken cock everybody. We will be at their circa 1856 lounge, which the public doesn't even really know about yet. So if you're there, you're going to be able to enjoy that fine location with some bourbon of your choice. Chad (13:39.2) Who knows? Who knows? Chad (13:55.274) Nice. Speak easy, baby. Joel Cheesman (14:03.406) a myriad of selections will be on the menu. Then we will have some discussion. We'll talk a little shop, might have some surprise guests. Who knows? Who knows? From then we will probably stumble to the nearest taco joint or a burrito place. And then I think you're heading on to Nashville and I'm going to go pass out at my sister's across the river. Chad (14:07.222) Mm-hmm. Chad (14:12.971) Nice. Chad (14:19.084) You Chad (14:26.156) Thank God, thank God Julie is going to be there because she's going to be the designated driver taking Steven and I down to Nashville. It's only about two hours and change of way. So, and then it's time for rec rec fest, baby. That's right on Wednesday, day one, we are emceeing the disrupt stage all damn day. And here's some, some of the interviews we are showcasing starting early at nine 45, five must have AI agents. at 1245 fraud detection screening sourcing at scale at 130 breaking the job board cycle and at 430 join our good friend Alex for less for plug in or fall behind. So big love to our showcase sponsors. Jovio, Covey, Dahlia and Veratone. Then, then we go to red neck. Riviera for the after party day one after party from eight to 11 courtesy again of Havas people. They're going to be everywhere job pixel. Did I say John pixel Havas people are they're starting to plant some seeds in the US and partying with the Chad and cheese is not a bad way to start. Then last but not least kids on day two, I'll be on stage with Jeff Taylor. I'm going to be I know I'm going to be on stage talking about JT ODonnell (15:39.042) Mmm. Joel Cheesman (15:46.244) my god, there's two days of this? JT ODonnell (15:47.756) I know. Chad (15:51.808) talent disruption through the ages. And then Ethan Bloomfield, friend of ours, who's running an AI clinic at RecFest, took less than 30 minutes to put this little hype video together. Ted, go ahead and play it. That's not it. That's not it. Joel Cheesman (16:04.473) hope it took him less than 30 minutes. wrong. Uh-huh. JT ODonnell (16:07.863) Yeah Chad (16:21.772) Watch the, watch the bourbon glass. Watch the bourbon glass. It's there. It's there. And it's gone. Good one, guys. Good one. Apparently AI puts on 20 pounds of muscle. So I appreciate that. JT ODonnell (16:21.934) You JT ODonnell (16:29.08) can't even. JT ODonnell (16:33.55) You Joel Cheesman (16:33.894) 20 pounds somewhere else on me, but we don't need to talk about that now, do we? We don't need to talk about that. JT ODonnell (16:40.558) I don't even know where to go with that. No, no you don't, not yet. You can't leave me hanging. No, only because I can't be lonely. So folks, if you're going to Talent Connect, which is the week after RecFest, if you are gonna be there, please hit me up. Hit me up in the messages on LinkedIn. I'm going there solo, I hate going to events solo. I'll be there the 20th through the 23rd. Joel Cheesman (16:42.776) God, I think we go to fantasy football after that, right? No, no, no, sorry, sorry. We got more travels than that. Chad (16:46.25) Hahaha! Chad (16:51.744) Yes. Joel Cheesman (17:04.517) Where is it? How can I learn more? Like, give me the deets. okay. JT ODonnell (17:06.472) San Diego, the Marriott Marquis. Yeah, 2,800 talent executives from around the world coming in, listening to some of the hot topics. I just hate going to these things alone. you know, message me, let's have coffee, let's have cocktails. Let's, let's, if you want the real dirt about Chad and cheese, you know, I'll go unfiltered. Yeah. Off the record and unfiltered if you message me. Chad (17:14.123) Nice. Joel Cheesman (17:23.91) What? Chad (17:27.564) All you have to do is listen every week. think you're going to get it. JT ODonnell (17:30.35) no, there's a few things I can share. There's something. Thank you. Joel Cheesman (17:30.97) Yeah, don't, don't tease me with a good time. I'll, I'll be in San Diego as well. November 4th and 5th will be at the ERE show. I too will be on stage slapping around Jeff Taylor, for, for all to see. he, he had tattoos in that AI rendition of him. We're going to find out if he really has some tattoos and where they might be, where they might be folks. Who knows where, who knows where that'll go? might also be on a boat at some point. Who knows? Chad (17:39.882) Nice. Chad (17:43.444) LAME LAME JT ODonnell (17:51.213) Nice. Joel Cheesman (18:01.082) San Diego gets kind of crazy sometimes. You know what I'm saying? They let you play fantasy football in San Diego as well, but not like fantasy football with Chad and she's sponsored by our friends at factory fix. Chad's already talked about them. Here is your leaderboard for week four in the books heading into week five of fantasy football. Number one, again, McKenzie mad dog. Maitland is just killing it. Followed by Courtney Nappo, David Stifle. Chad (18:03.914) It does. It does. JT ODonnell (18:25.653) Ooh, ew. Chad (18:25.834) Killin' Killin' it! Joel Cheesman (18:29.318) Last year's winner. He's, uh, he's, he's headed for number one with a bullet followed by me who took a black eye, uh, from mr. Steven McGrath, uh, international black eye, uh, to boot, uh, William William Carrington follows me. Steven McGrath moves up to number six. Uh, he felt so empowered by that, that he, he left us a little video, Chad. I don't know if you've seen this or not, but let's check out what, uh, what Steven had to say. Chad (18:33.292) He's getting there. JT ODonnell (19:02.798) You JT ODonnell (19:41.87) That's a new clip right there. Buckle up baby. Yeah. Joel Cheesman (19:45.904) Let me, I also, didn't, I don't, I don't want to reveal this because I don't usually kiss and tell, but Steven told me in confidence that, he's now an American football fan and that English football is shit or shite. I think is what he called it. so for whatever that's worth, by the way, I, if you remember Adam Gordon, last season, I think was in the top three, at least after like three or four weeks and made a comment like, this is so easy. JT ODonnell (20:01.25) Big words. Chad (20:01.512) I he said that, but go ahead. JT ODonnell (20:13.326) Right. Joel Cheesman (20:13.946) Where did Adam end up? So don't get too cocky. Fantasy football has a way of, of smacking you around and humbling you for sure. So anyway, Steven McGrath followed by Jason Putnam, Megan Rattigan, Jada Weiler, Chad Sowash and double digits at number 10 followed by Ginger Dodds and good God, Jeremy Roberts. How do you live in Texas? JT ODonnell (20:16.426) Mm-hmm. Mm-hmm. Massa moe via. Chad (20:29.622) Finally, get a win. Joel Cheesman (20:37.506) And come up short like this in fantasy football. I don't know how he lives with himself, but anyway, kids that is fantasy football with Chad and cheese sponsored by our friends at factory fix. Shall we get to some topics everybody? JT ODonnell (20:39.886) Love it. Chad (20:51.372) Let's do it! Meet! Meet! JT ODonnell (20:52.046) Yes. Chad (20:58.376) even again. Joel Cheesman (21:00.484) What all right guys, what do you want first the good news or the bad news? Okay, we'll do the bad news first. So the government the government shutdown marches on reports from ADP and Moody's suggest essentially no job growth in September with the few jobs added concentrated in healthcare and at large employers American farmers are on the brink of bankruptcy officials at the Bank of England highlighted the growing risk of that Chad (21:04.342) Bad news, of course, yeah. JT ODonnell (21:05.262) Let's go with it. Joel Cheesman (21:24.55) Tech stocks prices pumped up by the AI boom could burst soon. US recession odds rose to 40 % for the economy by year end says JP Morgan. But hey, Chad, your gold bars are crushing it. What stood out most in this no good, totally awful week in the economy? Chad (21:43.82) so much. I'm going to take a little time on the Moody stuff real quick. This is also an underestimate as tens of thousands of government workers are prepping for the prospect of layoff with the shutdown. And were we in day eight or some shit like that? Moody's analytics chief economist, Mark Zandi wrote on Twitter, this data shows the job market is weak and getting weaker. Joel Cheesman (21:59.75) Mm-hmm. Chad (22:13.29) Why? I don't know. Tariffs setting higher prices. That's strike one. Pissing off Europe because of Ukraine. And now Europe isn't buying hundreds of billions of dollars of defense from us anymore. That's strike two. ICE raids pushing talent out of the market. Strike three. Laying off hundreds of thousands of government workers strike for a hundred K per year for an H1B visa. What are they going to do? They're going to take that off. Or guess what? Instead of bringing it onshore and getting geniuses onshore, guess what? We're pushing them away. I'm going to stop at strike five. I mean, I haven't even mentioned inflation, but we have to understand that markets do not thrive in chaos. And this environment that we're living in today, it isn't chaotic. It's cataclysmic. That's the biggest problem. The rest of it I'll get into later, but your thoughts on what was the biggest for you. Joel Cheesman (23:07.323) You can tell that Chad's been in Europe for too long when he's saying strike five. It's only three, Chad. You only get three in American baseball. Chad (23:11.66) I know I was trying to demonstrate that there were so many fucking strikes happening and I stopped at five. JT ODonnell (23:21.71) Yeah, mean, the silent rage for me is always going to be the jobs report because it's still wrong. It's so much worse than they're even predicting. It's so much worse. We're just not accounting. We need somebody to get this data right so people can understand. It's not weak. It's not maybe we're in it. We're deep. We're deep into people that used to make six figures and have an average income, have not had jobs seven months, nine months. Chad (23:31.948) Mm. Chad (23:47.52) Yeah. Yeah. JT ODonnell (23:49.411) and are hanging onto 3 % mortgages and using everything else they can to do that. And are probably going to lose those too. it's, you know, sitting there every day and just seeing it, it infuriates me. Like I can't believe, and it's not going to get better sooner. You know, companies are sitting here on the restructuring side of things still. I mean, we're coming into layoff season. Who are we kidding? It's Q4, you know? And so to me, like that it's rough to watch that and that we're not doing something more proactive about it, but here we are. Joel Cheesman (24:16.934) It's not even that the numbers are not there. If they are there, are they correct? Because we've politicized those numbers and I don't know how as a business you make decisions on numbers that you can't even trust. mean, it's bad. Chad (24:29.718) cataclysmic. Joel Cheesman (24:37.36) So my grandfather was not allowed in the military during World War II. He was not allowed in the military because he was a farmer. And the United States made a decision that it's pretty important to be able to feed the troops as well as the people back in country when you're in a war type situation. I have an uncle who served in Vietnam. Chad (24:44.588) Mm-hmm. Chad (24:50.779) okay. Chad (25:05.196) Mm-hmm. Joel Cheesman (25:05.958) Went to Purdue, went to work at Purina after the military and became a farmer because of the lifestyle. wanted to, he was a farmer growing up. He wanted to pass that lifestyle to down to his kids, et cetera. The farmers and what's going on is not only mind blogging, mind blowing and boggling, but it's incredibly harmful to the country. Look, you don't want to live in a country. Chad (25:20.972) Mm-hmm. Joel Cheesman (25:35.878) where everything is a factory farm. Just trust me on that. and I, I feel like Trump in particular who goes, who goes between New York and Mar-a-Lago has no sense of sort of what the Midwest and what the people, um, here are dealing with. just has no concept because, um, I was going to sort of encapsulate this, but there was a tick tock that I think we both reshare Chad. And I'm going to play that because this guy says what I want to say so much better than I could take a listen. Chad (25:48.551) god no. No. Chad (27:13.584) Meanwhile, real quick, they're also giving $20 billion to Argentina whose competition. sorry. My bad. My bad. He, he, missed it. So I wanted to go ahead and hit it. Joel Cheesman (27:19.628) steal my thunder. So wash. was. Yeah. Yes. so yes. So we're giving money to our number two competitor in soybeans, Argentina, who just did a deal with China as well. And it's not just soybeans, Australia, like China's moving all their meat purchasing over to Australia. this is really awful. And, and he touched on it, but, tariffs being a regressive tax. Chad (27:33.238) Yes, and Brazil did. Beef. Yep. Joel Cheesman (27:47.78) means that it's the poorest among us who are most hurt by these tariffs. So poor people who need food are now paying more for food and their taxes are going to pay Argentina who's selling their soy. I mean, it's like so ass backwards that it's just very frustrating for me. the farmers was what I wanted to have a second to talk about. It looks like you have some thoughts, Chad, but I think we do not want to live in a world where our farmers are gone or everything sold to big Chad (28:12.15) Great. Joel Cheesman (28:17.722) big farm or big, big farm. Chad (28:18.784) When people can't afford a Big Mac, we've seen that McDonald's is having problems, right? Because people can't afford to buy fast food now. I mean, this goes to exactly what JT was saying. We are much further down this fucking rabbit hole than everybody is letting on. We are much further down. And that is why we have so much division. we are pushing all the money into Joel Cheesman (28:30.064) Mm-hmm. Chad (28:48.14) greedy CEO shares and salaries and bonuses and shareholders and stock buybacks. And that's not going to the people who actually buy your fucking product. I don't understand how this doesn't implode. I mean, it feels like it is. JT ODonnell (28:49.39) you Joel Cheesman (29:08.262) And it goes back to what I said. The richest 10 % of us is doing 50 % of the consuming and the next, the next thing, the next leg to go is the stock market. God help us if AI, if, if Nvidia falls, if something bad happens and the stock market falls and the rich people don't feel like they're rich anymore and they don't spend anymore, then the shit really hits the fan. think that's the next. Chad (29:12.459) Yeah. Chad (29:29.472) What? Chad (29:36.928) They still can't spend at that rate. It's unsustainable. They cannot spend at that rate because you have few people spending a shit ton of cash. That's not sustainable. You have to have the mass population spending little bits of money, which actually equal that big part, that big bubble of cash, right? That's not going to happen. So even what you're talking about Cheeseman is not sustainable. Joel Cheesman (30:03.576) It's sustainable if things keep going the way that they are. Historically, never happens. So unless it's different this time, no, something is going to break. And I fear that when the dam breaks, it's going to be really bad for everybody. Jamie Dimon warned this week of a stock market correction. Jamie Dimon, no matter how you feel about him, pretty smart guy that kind of knows what's going on in the economy. So when the rich stop propping up that economy. Chad (30:06.624) they won't, they can't. No! JT ODonnell (30:08.91) Right. Chad (30:13.803) Nope. Joel Cheesman (30:33.338) The pain is coming. The pain is coming in a big way. I fear, time for a break. Let's catch our breath kids. And when we come back, we'll talk about some, some good news. If we can pull some silver lining out of this asshole. JT ODonnell (30:34.678) Mm-hmm. Agreed. JT ODonnell (30:42.35) Woo. Chad (30:49.196) you Joel Cheesman (30:53.382) All right. I already mentioned Chad's gold bullion stash hitting all time highs, but that's not the only good news. Upwork CEO Hayden Brown says, quote, there will be plenty of work for humans. End quote, as her firm sees growing demand for AI talent with searches for skills like prompt engineering up over 50%. Brown highlights the rise of adaptable AI generalists and notes high Gen Z will benefit most of all from AI. Chad (30:57.44) Mmm. Thank God. Joel Cheesman (31:21.126) Also a Yale university study found that chat GPT has not, not significantly disrupted the U S labor market since its launch in 2022 workday is upgrading its commercial real estate footprint by three X and Netflix. God is paying $700,000 a year for an AI product manager, JT, put your rose colored glasses on and give us that silver lining. JT ODonnell (31:46.72) No, I need to go because I got to get my application into Netflix. So just hang on while I go apply for that job. OK, I do like Upwork because I am seeing that same synergy, which gets me excited. So the people at the more executive or higher level, professional level inside work at Daly are moving towards fractional. And the reason for that is that we're coaching everybody. There isn't headcount, but there is budget. And those of us that come from the staffing industry know and Chad, I know you were raised on this too. Chad (31:49.76) Yes. JT ODonnell (32:13.112) We always started to see the uptick in staffing requests because companies are like, look, I don't have headcount, but I've got budget. I can hire those temporary workers. Right. So I remember that coming out of 2009 and we would see that trend. We are already seeing it with C-suite going, Hey, there's a lot of work slop that's come out of AI, but we don't have headcount. So let's go hire some higher level people to come in fractional. I got budget. got a fund here, fix this, figure out. you know, what works, create this. So we are seeing an uptick there. That gets me excited. And that helps a higher level professional, you know, somebody who's more seasoned, 15, 20 years, those folks are starting to see those opportunities. The one thing I will say is this to everybody that's listening, they are not on job boards. So it's exciting what they were saying at Upwork that they're seeing traction there. Because most of the companies I'm talking to are saying, I'm not going to put that kind of role on a job board. You know, I'm going to have somebody back channel their way to me. who presents the concept or, you know, it's definitely going to be one of those types of networking and connecting things. So if you were out there looking for work right now, fractional is the way to go. Backchanneling to the companies where you could provide those services through a tool like LinkedIn is by far ideal and it's working. And, you know, that's, I've seen people who've been out of work at the executive level, literally nine months to a year, who are now redeployed in a fractional role, making some decent cash. Joel Cheesman (33:18.064) Mm-hmm. Joel Cheesman (33:33.304) Okay, that's sexy. That's Chad. You feeling better now? No. Chad (33:37.254) No. Yeah. Yeah. So, of course, the economy is great for upwork because you've got all these people that are laid off who are used to full-time gigs and they're looking for anything and they're finding themselves on these platforms, which is great. But then let's jump down to the CNN article we're talking about how, you know, AI is not taking over jobs. Well, Skynet... Skynet didn't take the world overnight. Okay. So we're training AI on specific tasks. For example, interview scheduling where Gerald Motors and we've go take a look at this interview with Eileen Kavosky when she was at WGM. They were able to use technology for scheduling instead of people. Over 100 jobs were used just for scheduling. Shitty jobs, but they were jobs. Those individuals were quote unquote redistributed out to the business, right? But those are over a hundred jobs that are gone, right? That technology did take. Now you have to understand that it's only the beginning as models are being trained every single day on new tasks. So to say AI hasn't taken any jobs is bullshit. Plus any white collar job that deals in several routine tasks, it's going to be automated. and it may already have been. So at the end of the day, yes, Upwork's gonna get some of this work, but as these models start to train through and they get better, we just talked earlier about how it took us three fucking hours, Cheeseman, to get our voice modeled by AI a few years ago, right? It takes like 30 seconds now, right? If we extrapolate that, okay, we have to understand that... Joel Cheesman (35:19.198) huh. Chad (35:27.198) Everybody who's saying AI is not going to take jobs, they're full of shit or they're just dumb. Okay. They're full of shit because they don't want to scare people. And I totally get that. You don't want to scare people into buying your product and whatnot. But at the end of the day, it is going to. The big question is there's going to be a transition from these new jobs that people are talking about and the jobs that we have currently. That usually takes a couple of decades. We're not going to have a couple of decades. If we do, we're going to have much more than a recession. It's going to be a deep depression. Joel Cheesman (36:09.946) Are you guys hearing the sounds? Okay. I'm not. Okay. I'll just pretend that they're they're playing. sorry. I, so I needed a bridge there for angry, grumpy old men, cause I'm going to be grumpy on this one too. I will say that the U S economy is ridiculously resilient. The fact that it hasn't just fallen by now is pretty, as a miracle, to me and I guess, I guess a hat tip to, capitalism. Yay. good job. So, JT ODonnell (36:11.895) I do. Chad (36:15.052) Bye. Chad (36:22.124) You JT ODonnell (36:32.354) Mm-hmm. JT ODonnell (36:38.286) Creator Economy. Joel Cheesman (36:39.266) long, long term though, just, we're counting on, on lower fed rates, which will hopefully spur investment. We'll, we'll spur cheaper money. problem with cheaper money is inflation. And we just talked about farm prices and everything else becoming more expensive tariffs for making everything expensive. So like we are, we are royally screwing, the bottom 50 % of this country. And if the stock market goes with it, the rest of America is, going to be in a world of hurt as well. Chad (36:53.452) which we already have. Yeah, do it. Chad (37:03.692) Mm-hmm. Joel Cheesman (37:08.676) All the Upwork stuff. If you throw AI generalist at me as an opportunity, I go back to the nineties when webmaster was like an awesome position because we needed, we needed someone that could spell HTML to get us to get our website, you know, page up. And, and that didn't last very long because we created tools like WordPress and whatnot to do that. I don't think prompt engineer is a long-term, career choice for anybody. So these. JT ODonnell (37:19.394) hahahaha Chad (37:23.084) success. Chad (37:35.21) No. No. Joel Cheesman (37:38.106) These things on Upwork are stop gaps. And if you, if you step back and look at the bigger picture, those jobs are going to be gone. Like those prompt engineer, those are old people that know they need AI and they're going to hire somebody to figure out what's this prompt thing until the AI figures it out and they can just buy, buy something to do that for them. I also have a hard time thinking that those jobs in AI are going to thrive within a environment of AI. To me, it's just training AI to eventually take those jobs, which leads me to the Netflix position. This guy's making 700K, Gyro Gal, is making 700K great. You know what the job is? You know what the job is? Basically training the company to be more efficient with AI. It's essentially a hatchet person. Chad (38:17.792) short term. JT ODonnell (38:19.384) My job. Joel Cheesman (38:25.68) to like get rid of jobs. How do we cut corners? How do we get more efficient? And eventually you know whose job is going to go away? The $700,000 a year guy who created all the efficiencies around AI. So none of this stuff rings long-term prosperity to me. So as much as we want to bring some good news to the people, well, God damn it. This is grumpy old man and JT who does bring some sunshine to this thing. Chad (38:30.412) Mm-hmm. JT ODonnell (38:48.14) Wait, it's too grumpy old men and an optimistic gal because I told you last time I was on the show, the second Renaissance is here and this is going to force so many people to go look outside of themselves, get creative and stop looking for traditional one job, one paycheck, golden handcuff types opportunity. Right. We didn't have this type of work until the 1850s. It's coming full circle, whether you like it or not. And we already have Gen Z who's doing it already. Chad (38:51.425) yeah. JT ODonnell (39:15.458) They are, they are not looking for those full-time traditional jobs. They're already doing the freelance model, which means they're more comfortable with it. get that they're living off of mom and dad's insurances and cell phone bills and other things, but they're also building up a tolerance level to that kind of. It is, but you know, if, you're, if you've got seven years. right. Fair. But if you've got seven years to figure it out, Joel, if you've got seven years to figure it out, Joel, you might get there. Chad (39:28.278) That's pretty important. That's pretty important. That's pretty important. You're downplaying something that's important. You're downplaying something that's incredibly important. I don't want my kid in my goddamn basement. I want my life, okay? I don't want my kid in my fucking basement. Number one, okay? I want independent kids. And what we're doing is we're training our kids not to be fucking independent. They're having to keep their cell phone. Joel Cheesman (39:29.19) Just slid that one in there. JT ODonnell (39:50.722) You Chad (39:57.93) their insurance, all of the insurances, everything, buying cars, all that other bullshit. I get what you're saying and it is wonderful, but stop blowing sunshine up my ass when we all know this economy is really getting fucked right now. And healthcare at the end of the day, because of if we had universal healthcare, I'd be a little bit more bright about this, but we don't. And how many Americans per year go into bankruptcy because of Medical. Hundreds of thousands. JT ODonnell (40:30.766) I hear you, somebody's gotta be here saying there are opportunities. You're making it sound like there's no future and everyone's dead. Joel Cheesman (40:34.278) JT, real question. I'll be objective here for a second. Chad (40:38.56) There are opportunities, but I'm saying they're not in my fucking basement. Joel Cheesman (40:41.638) What percentage of Americans can make a living off being an influencer? JT ODonnell (40:48.696) But you're, just calling it an influencer, right? Like you're really overgeneralizing when they're talking about this economy off of what they know. It's monetizing your knowledge. So whether it's fractional work, right, or you're creating your own thing, like you're being too general and saying not everyone wants to shake a booty on TikTok. It's not what I'm talking about, right? That that's the first thing that came along, but there are so many people making money off of what they know, whether it's creating AI apps, automation, fractional work. We're just there. Joel Cheesman (40:52.004) make money off of what so. Joel Cheesman (40:58.64) Fractional work. Joel Cheesman (41:10.832) the... okay. JT ODonnell (41:14.518) it's there, I get that it's not there for everyone. And as we've talked about, yes, the doom and gloom is a large amount of people do not even understand how to make that shift. And that is what is going to suck, right? Because there's not gonna be enough jobs for those people. They're gonna suffer. I'm with you. I'm not like underplaying that at all. But to think that there is an opportunity here as well. And if we don't start telling people that and showing them the way, then they are gonna continue down that path. So we have to do more around that. And that's, know. Who does that? I mean, it's going to end up being us, right? It's not going to be government. It's not going to be corporations. And that sucks. I agree. But there are possibilities and, you know, we will see those and I want people to know about those. Chad (41:54.708) It has to be more than fractional because we do have, as Jim Farley said, they need 6,000 mechanics. We need plumbers. need, I mean, we need all of these individuals to get back into the trade. this can't just be a one trick fractional pony here. We have to focus on, we have to focus on getting the companies who used to be responsible. JT ODonnell (42:11.672) That's fine. Chad (42:17.75) for investing in their communities and in their workforce who don't do it anymore. They need to start fucking doing that shit again. We wouldn't be in this huge ass mess where literally employees are disposable if we focused on developments. Not to mention we've got countries like fucking China who are actually outdoing us in technology, in cars. I mean, it's fucking crazy. Who thought? we would be in this fucking position. Joel Cheesman (42:50.114) Chad, Ford's going to spend $5 million to solve the problem. Chad (42:52.628) Hahaha JT ODonnell (42:56.466) god. Joel Cheesman (42:56.72) We're good. We're good, man. We're good. Chad (42:57.26) Here's a nickel. Here's a nickel, young man. Yes. Jesus Christ. Joel Cheesman (43:04.262) JT, remember when you said you liked debate? You got it, baby. You got it, baby. You got it. JT ODonnell (43:08.374) I love debate with the show and I love you guys finally took the kid gloves off, right? I can own my own. Chad (43:08.554) Hahaha! Chad (43:13.676) You can, you can. Joel Cheesman (43:18.346) All right, what would a show be without a little LinkedIn? Lawfare alert, everybody. LinkedIn is suing pro APIs, alleging the company uses millions of fake accounts to scrape data from LinkedIn profiles and sell it to third parties. With the rise of artificial intelligence, companies which can scrape LinkedIn at scale are proliferating and are increasingly becoming a pain in their ass. What's more, a new LinkedIn killer. Chad (43:21.205) Joel Cheesman (43:44.708) Stop me if you've heard this one before has raised 10.7 million to launch filament, an invite only professional platform, hoping to make business networking more private and exclusive. Chad, your thoughts on all things LinkedIn this week. Chad (43:59.636) Yeah, I think for companies who aren't looking into their internal databases on, on individuals that they've already paid for and they are heavily, you know, focused and leaning on and indeed are linked in, you're the problem. You are the problem. You've spent millions of dollars building databases with qualified candidates that many of them have already been through a lot of the screening and hoops and bullshit that you've already sent them through. That's where you're first. That's where you should be at first, right? From a LinkedIn standpoint, yeah, you need to squash these fucking bugs and they're going to come up left and right. The problem is this is not going to stop. Every company that we talk to that's looking at external instead of the internal databases, they all say that they have hundreds of millions of candidates. Where do you think they got them from? They got them from scraping the Indeed databases, the LinkedIn databases, et cetera, et cetera, et The shit's already out there, kids, okay? On the filament side of the house, this is a quote from their CEO, the future of professional platforms is not feeds, it's group chats. The invite only model preserves trust, end quote. So you're already losing the battle with WhatsApp and Slack. I can't tell you how many fucking WhatsApp groups I'm already in. Okay? I don't need another fucking app to have groups. They're already there. So this to me is a non-starter. But again, at the end of the day, employers need to focus on what they've already, already spent a shit ton of cash on and not worry about what's in LinkedIn right now. Anyway. JT ODonnell (45:46.415) Yeah, I'm happy to, I'm glad they're going after them from the bot standpoint. mean, you know, they claimed to have 1.1 billion users on the platform that seriously messes with that. Right. And like how many fake profiles are we talking about here? It, it infects the effectiveness of LinkedIn's hiring assistant. You know, people pay good money for that. So I understand. And I'm, I back them 100 % go after them because it helps everybody job seeker, you know, everyone to have real on there and to get rid of that. It's filament. Is that what they're called? Chad (45:58.46) yeah. Chad (46:12.556) Mm-hmm. JT ODonnell (46:16.472) the filament. you, you literally stole my words, Chad. Like nobody wants to spend, right? Yeah. I'm, sorry. Nobody wants to spend more time in group chats. Nope. Nobody, nobody. If I'm going to spend time in group chat, it's with my 19 friends and my party people chat that goes on my, my, my phone. Like it just, I don't know where that came from. And, I think it's like an idea in theory, but I don't see it being super successful on that sent. So yeah, I'm, I'm. Joel Cheesman (46:17.094) Filament, yes. Just rolls off the tongue, doesn't it? Have you joined filament yet? Got to get on filament. Chad (46:22.38) You Chad (46:28.192) No! No! Chad (46:33.505) Yeah. JT ODonnell (46:45.442) I hope LinkedIn cleans it up and gets rid of the bots. Chad (46:47.884) You know how many group chats I've muted? Because I'm already in so many fucking group chats. JT ODonnell (46:50.38) Yeah. Thank you. Like exactly. Joel Cheesman (46:52.966) That's why you're not answering my messages. That's why you're not answering my messages. By the way, I have my crystal ball out. I want to see how the court case goes against a pro API. Chad (46:56.042) My bad. Joel Cheesman (47:10.414) So we've been covering lawsuits with LinkedIn pretty much since we started this podcast. They never end well for the firm that LinkedIn goes after. I don't know why companies still make businesses like this. mean, eventually you're going to get pinched. You're going to get destroyed because you can't outspend LinkedIn and Microsoft's lawyers. They live for this shit. So the AI component is interesting to me because before AI became what AI is today. JT ODonnell (47:15.704) from the beginning. Chad (47:19.98) Mm-hmm. Joel Cheesman (47:40.186) It was probably very intensive to scrape LinkedIn, probably to hide yourself to, to get them off the scent was probably much harder. This is a real war of attrition that LinkedIn is going to have to deal with. I mean, these guys were creating, millions of profiles. They were creating a premium accounts, which typically sort of gives you a little bit more leverage with being on the side a lot with fake credit cards. So they were, they were gaming the system with like fake profiles with fake credit cards, had a 30 day free trial or whatever it is to totally rape the system. And then here we are today. So these scams and, are going to only get worse with AI. what happens when there's a bunch of AI profiles and for like 60, 90 days, these fake profiles are on LinkedIn. They're creating content. They're commenting. look like human beings. JT ODonnell (48:21.944) sophisticated. Joel Cheesman (48:35.846) And then bam, oh shit, they just stole 80 million profiles and we didn't even notice it. So this is going to be a big problem for, uh, for LinkedIn. And to Chad's point, as long as you suckers are willing to write checks to these companies, they're going to keep doing this shit. mean, these guys are getting tens of thousands of dollars a month, uh, many requests per second. Like I can't imagine it's worth it to get that kind of money knowing that you're going to get shut down at some point. The site is still up. So if you want to use this service, uh, have at it. Good luck. Chad (48:51.168) Mm-hmm. Joel Cheesman (49:05.573) On the filament thing, these names are always so great. I think for me, this is a great opportunity for a history lesson. JT ODonnell (49:17.408) I thought we were going to get away with one episode without a history lesson. We're there. Joel Cheesman (49:19.11) No, no grumpy old man, grumpy old man, uh, uh, crazy pills and this one. um, you guys, do you guys remember signing up for Gmail when it first came out? You remember you needed an invite. Do you remember that? So, so you were like on the prowl for who has invites. And I think you only got six when they, when it first came out and, and I remember when someone had it and was like, was willing to give it to me. I was so excited to be a Gmail member. Chad (49:23.433) in a history lesson. Chad (49:29.418) Yes. yeah. Yep. Yep. JT ODonnell (49:30.275) Yeah. Yeah. Joel Cheesman (49:47.864) And to send that first Gmail out to somebody and be like, ha ha, I got a Gmail account. they were selling it on eBay for, for big money. so the invite thing, the exclusiveness, the, how do I get that is powerful historically. And there's, go more meta on you guys. There was a site called notch up back in the day that doesn't exist anymore, but this thing was a, was a brush fire of, of like buzz. when it first came out. And the idea was essentially that you would, it was an invite only, and then you would get invited and then you had to get certain people to join and then you could be a member and then you would get paid for interviews. So, so it became like a viral thing. And then when you joined a company, like it was mostly for tech people, right? Tech people who you couldn't find, like, Hey, we'll give you a thousand dollars if you interview with us or $500. So it was a huge deal. So this sort of like exclusivity. invite only, does work historically. You know, it doesn't work historically though. LinkedIn competition. Google plus has been there LinkedIn or Twitter. Remember Elon was going to kill LinkedIn. That hasn't really come to fruition. Like so many of these things want to kill LinkedIn at this point. It ain't happening folks. It ain't happening. This thing needs to pivot to something else because going after, going after LinkedIn and thinking that you're going to take the, that mantle is just. JT ODonnell (50:53.614) You JT ODonnell (51:05.891) Mm-hmm. Joel Cheesman (51:14.15) silly because you know what they ain't leaving they ain't leaving but we're leaving for a little bit to take a break and when we come back we're going to talk about gen x which is something the three of us know a little bit about JT ODonnell (51:17.038) Hmm. Agreed. Chad (51:27.925) little bit about. JT ODonnell (51:29.068) Yes, we do. Joel Cheesman (51:36.846) All right guys, reality bites. We've talked about how screwed Gen Z is in the world of work. Goodbye entry level jobs, but Gen X now faces a higher risk of financial hardship from job loss and debt burdens compared to their baby boomer brethren. Quick fact, only one in four Gen Xers have a retirement account at all. A new book, a new book entitled retirement bites. Pretty clever, huh? Retirement bites. Chad (51:41.889) Mm-hmm. JT ODonnell (51:57.816) Yeah. Chad (51:59.596) Fuck. Chad (52:04.17) Yeah, very nice, very nice. Joel Cheesman (52:05.41) argues a universal basic income program could be necessary to provide a safety net for Xers, especially as AI advancements march on and threaten white collar jobs. JT, you're an Xer. Tell us your thoughts on UBI. JT ODonnell (52:18.902) Yeah, I am an Xer. Yeah, I mean, can, you know, I can vouch that that's a group that's sitting on unemployment right now. And doesn't have the savings like you're talking about. And if they are, draining them in other ways. It's interesting to me. So when I first heard about universal basic income, I thought we'll never get it until Social Security is gone. Like once like once that plays out and it's not there anymore, then they might move to that model. But then when you think about what would happen if we started giving Gen X that money to put back into the economy and everything that we've been talking about on the show here today, you start to think about the fact that that could actually help keep things going, especially if it gave them the opportunity to transition, you know, and find the second act career, whatever it is that they want to do. You know, I think, you know, most of the Gen Xers I know, they don't envision a world where they retire, you know, like they need, they need to do something. Chad (53:09.374) Mm-hmm. JT ODonnell (53:18.318) It's not going to be what they've been doing, but they sure as heck aren't going to sit around because they just feel like they're going to drop dead of a heart attack if they're not doing something. And I would agree. And so if there was a way to do that and afford them the ability to go pursue passions or do things that they wanted to do and not be so hung up on it had to make a certain amount of money, then there's a real opportunity there. I can see it for the first time. I just don't think we're going to see anybody move on that until Social Security is gone. Chad (53:18.528) Mm-hmm. JT ODonnell (53:48.13) It could be a cool idea, but will it happen? Chad (53:52.236) The transition that we talked about moving from different positions to new positions, mean, there's going to be that gap. Who knows how long it's going to take? It's not just social security, it's also unemployment, right? The entire system could fold underneath the pressure. And it's not just Gen Xers, right? It's everybody. I think the biggest problem with Gen Xers at this point is that we've been waiting for these fucking baby boomers to get the god their asses out of the fucking workforce so that we can actually progress right and to get into those those positions. It's taken longer. They're literally having to die out. They're not retiring in many cases. They're dying out of positions. So yeah, I mean when it comes to UBI, we've been talking about UBI for years on the show. How do we how do we get a population that can actually afford Big Macs again. They have to have money in their pockets, right? So when we're looking at like stimulus checks versus during COVID, that actually boosted the economy. Did we give too much? Did we not give enough? Who the fuck knows? All I do know, all I do know is that we actually had Americans with money in their bank account, which we don't today. And if we don't, then guess what? Even the Big Mac, which doesn't cost a lot. is going to be in trouble and it's in trouble right now. So we've got to figure out something. Joel Cheesman (55:24.294) Like, you know what a big Mac costs. So wash you haven't had a big Mac since 1994. Speaking of gen X guys, I don't, I don't know, man. Like, I don't know how the latch key generation, the, the, the kid that grew up, the kids that grew up on water, you know, like water hose water, uh, was kicked out of the house in the morning and like, come back when the lights are on. JT ODonnell (55:27.246) When's the last one you had one? 1989. Chad (55:29.287) Let me ask. Let me ask. Let me ask. Chad (55:43.36) yeah. JT ODonnell (55:46.658) Ring the Joel Cheesman (55:49.498) the thought of us being the poster children for the beginning of UBI just makes me want to puke because we have lived our whole lives independently. Fuck authority. yeah. I mean, and part of that is cause that we had no other choice, generationally and our parents were stuck in the middle and like everything else, we're, we're screwed. you know, when we grew up, drugs are going to kill us, sex was going to kill us and now retirement's going to kill us. Chad (56:00.97) Rebels, yeah. JT ODonnell (56:02.542) It's snarky. Yeah. Yeah. Chad (56:06.154) Yeah. We had boomers as fucking parents. Joel Cheesman (56:19.16) It's pretty depressing, but I like to think that we have, some, some chutzpah left, some, some spirit left to get through it. am shocked that one in four, the numbers that don't have any retirement account at all is incredibly frightening. but look, we. Chad (56:32.652) 25 % JT ODonnell (56:33.134) scary. No, one in four do or don't. Say that again. Chad (56:38.954) Do not. Joel Cheesman (56:39.28) Sorry, let me, let me get it right. one in four don't have a retirement account. So 25 % of us don't even have any kind of retirement account, which is scary. So look, we had parents that had, you know, retirement. we had also parents who got divorced and lost all their money. parents about RVs and you know, the great me generation. So I'm taking care of one parent. so that's a drain on me. so I'm burning the candle at both ends. Chad (56:41.568) Do not. Yeah. JT ODonnell (56:48.814) crazy. Chad (57:04.012) Hmm. Joel Cheesman (57:06.822) I know it's tough. just can't stomach us being the poster children for UBI. We have made such a fuss over being the independent, uh, get out of my, you get out of my house, uh, get the fuck out of the house generation. It's very hard for me to stomach that we would be a UBI. And I don't think that social security is going to be what it is today when we're retiring. Take a 20 % cut. Chad (57:15.766) Mm-hmm. Chad (57:20.436) It's not us. It's not us. Chad (57:28.832) Well, I think the biggest issue. Another Reagan issue is when he, uh, he signed in pretty much the anti-pension law, which moved everybody over to 401ks. And that allowed companies to go ahead and just raid the fucking pension funds. Right? So they were setting up decades ago, over 40 years ago for this shit to happen today. They didn't give a fuck. Ronald Reagan's fucking dead. Okay. He didn't give two fucks what was going to happen after he died. This is what's happening. Pensions are gone. 401ks are not everybody's into them obviously 25 % of of Gen Xers. I'd love to see that that number on Millennials I'd love to see that that for all the different demographics because I guarantee you They don't they don't have money Joel Cheesman (58:08.326) A lot of companies don't offer them. Joel Cheesman (58:18.214) What shocked me from the, as you read in the book and whatnot, like student debt has killed us. I mean, I took debt, it was manageable, but apparently a lot of us took loans that are just crushing. Got MBAs, got doctorates, et cetera. I didn't expect that from the book, that that would be, that is the thing now. mean, people, are paying ridiculous amounts of money to go to school. I don't think we had that. So the fact that it's killing us, what is it going to do to millennials in Gen. JT ODonnell (58:28.152) facts. Chad (58:42.731) Yes. Joel Cheesman (58:47.864) and Z's because they're taking out a lot more money than we did. That's scary. That's scary. The feel good show of the year everybody. Time for a dad joke, don't you think? Chad (58:49.419) Yeah. JT ODonnell (58:51.05) Agreed. Agreed. Chad (58:52.456) Agreed. Agreed. God damn it! Chad (58:58.476) You JT ODonnell (59:04.3) Always, always time for a dad joke. Joel Cheesman (59:07.748) Alright guys, what do you call it when Batman skips church? What do you call it when Batman skips church? Chad (59:16.812) I don't know. Joel Cheesman (59:18.086) Christian Bale. Christian Bale. I need a drink. We out! Chad (59:20.108) Oh, that's good. That's good. JT ODonnell (59:23.822) Good! Chad (59:26.794) We out! JT ODonnell (59:26.85) We out.

Get ready, kids — this week, Joel finally got his fanboy dream come true. Yep, that  Rand Fishkin — SEO wizard, SparkToro boss, and all-around data whisperer — stopped by HR’s Most Dangerous Podcast to talk about why “AI will replace all jobs” is just the same old tech bro marketing BS. From fawning media clickbait to Sam Altman’s hype circus, Rand breaks down how fear sells, why Excel killed more jobs than ChatGPT ever will, and how the real danger isn’t AI — it’s stupidity, ego, and journalists chasing clicks. Plus, we go deep on zero-click internet, influencer overload, and why every young marketer should start something, anything , before they ever beg for a job. It’s snark, substance, and spaghetti carbonara.🍝 Buckle up, kids — Rand Fishkin is in the house. PODCAST TRANSCRIPTION Joel Cheesman (00:28.893) Yeah, what's up boys and girls? It is the Chad and Cheese podcast. I'm your cohost Joel Cheeseman. Joined as always, Chad Sowash is writing shotgun as we welcome Rand Fishkin, SEO marketing icon, co-founder of SEO Moz, co-founder and CEO of SparkToro and Snack Bar Studio, author, speaker, thought leader. Rand, welcome to HR's Most Dangerous Podcast. Rand Fishkin (00:48.334) you Rand Fishkin (00:55.532) Yeah, great to be here. Thanks for having me, guys. The Chad (00:57.42) I never thought we would get on because Joel was fanboying so long for God's sakes before we even started recording. Jesus. Joel Cheesman (00:57.575) Thanks for making the, stop, stop, stop. I am a long time listener, Rand. we talked in the green room. I've been a fan since 2005 SEO Maas days and what you, what you've done. Real pleasure to have you on the show. aside from the business stuff, what should our listeners know about you? Rand Fishkin (01:01.304) Hahaha Rand Fishkin (01:09.934) you Rand Fishkin (01:22.562) gosh. Well, I mean, I have these like three jobs, so it doesn't leave a ton of time for other stuff, but I'm a moderately competent and passionate home chef. I, yeah, I do a lot of ingredient buying and cooking. I have an incredible marriage. I don't know if I recommend marriage to everyone, but I definitely recommend marriage to Geraldine. She is awesome. I do a lot of Used to be historically for speaking. Now, a lot of it is to visit friends and enjoy life. yeah, that's pretty much me. Pretty much me. Joel Cheesman (02:06.001) That's pretty much it. for the old school listeners, Rand is in Seattle and remembers Jobster in that whole drama, which is not what this show is about, maybe on another episode. The Chad (02:06.412) One of the things that we... Rand Fishkin (02:14.495) sure. The Chad (02:17.144) which most of our listeners never heard of. Rand Fishkin (02:18.631) I, Joel Cheesman (02:20.879) Yeah. Rand Fishkin (02:22.379) I have a semi-regular Dungeons and Dragons game that I play with a couple of guys who were early Jobster employees. So there you go. Yeah. I will do, I will do. The Chad (02:29.112) Why does this not surprise me? Why does this not surprise me? Joel Cheesman (02:29.847) stop, stop. Well, tell them, chat, tell them we said hi, Rand, next time you see him. We are here because of an article that you wrote this summer for your SparkTero podcast. And the title of it was, AI Will Replace All Jobs is Just Tech Execs Doing Marketing. So a lot of nonsense in your mind. talk about the genesis of the article. some of the data, just summarize it for us and we'll get in a little bit deeper. Rand Fishkin (02:57.964) Sure. Rand Fishkin (03:01.737) Yeah, I think, you guys probably have heard the old adage that, a man with a hammer sees every problem as a nail. And the reality in my opinion is that a lot of these AI leaders, know, the folks that are from Claude to co-pilot to chat GPT in particular, right? Sam Altman and open AI every single time. Those guys. Saw that their media coverage was getting a little light or they wanted to like bump their new. Oh, you know, chat, GPT four Oh came out and now, now we have the thinking model. Every time they wanted the media to intensely cover one of those and just, you know, uh, get widespread attention. They would say this new model is going to replace 10 % of all jobs or 50 % of HR jobs or. 30 % of all legal profession jobs or 90 % of all marketing jobs. Yeah, and they could do it over and over and over again with slight variations, right? So every time a new, they wanted to talk about a new industry or focus on some new wild number or make some prediction about a year. By 2025, there will be zero jobs left on the planet earth. And they would get... Joel Cheesman (03:58.493) Klarna. Klarna. Rand Fishkin (04:25.217) fawning coverage for this, right? The media would not question these assertions and assessments and almost every outlet that they wanted to would write fawning coverage of them. So, in essence, I sort of blame the world of journalism, which in fairness, I'm sure you guys understand this, right? journalists exist in this world where they're very unable to get traffic because Google is shrinking the amount of traffic that they send. The Chad (04:29.666) Mm-hmm. The Chad (04:52.839) game. Yeah. Rand Fishkin (04:53.165) LinkedIn, Reddit, YouTube, Facebook, Instagram, TikTok, you know, all of these places have dramatically reduced by like 80, 90 % the amount of clicks that they send out. And so anytime journalists publish an article and they see that it gets lots of actual traffic, they just triple down on that stuff. And an article that says that everyone's going to lose their job or everyone in, you know, the legal profession is going to lose their job or whatever it is. Aunt Sally reads that headline. she's gonna click on it and she's gonna send it to all her nieces and nephews because it's scary, it's fear-mongering, it's attacking this core of this thing that we worry about. It uses the same sort of fear that artificial intelligence has in the movies and television. So effective. this is my belief about why they keep saying these things even though their predictions fail to come true quarter after quarter, year after year. And even though, you know, the studies that have been done, I think the most recent one I want to say was a Stanford study. they, they said basically, so far about 10 % of, information jobs have been affected and something like 2 % adversely affected by AI. So we're talking about 2 % of the 20 % of sort of information and tech jobs in the U S. The Chad (06:17.688) Mm-hmm. Rand Fishkin (06:19.681) That would not sell a lot of papers, Like that doesn't, it doesn't get a lot of clicks to say 0.2 % of jobs are going to be adversely affected by AI. Nope. The Chad (06:31.064) No, no Eddie we're not Rand Fishkin (06:32.895) And guys like, I bet you didn't even see that study. That study, which I think was actually quite well done. Nobody covered that. Cause Aunt Sally's not gonna forward it to the family. The Chad (06:43.404) I did see the MIT study though. And I mean, what happened with that one, I mean, you took a look at humans or it felt like at least the study was showing that it felt like humans are trying to force AI into systems without understanding processes, without understanding workflows. So it's creating additional layers of work. It's not actually helping. So it's not the fault of AI. It's not actually stupid human errors happening. And not to mention, Joel's talked about this too, CTOs have God complexes. They feel like they can create anything, right? They can build anything for anybody. And they don't even understand generally what the problem is. They don't understand the workflows. They don't understand a lot of that stuff for different departments. And literally it just hampers progress. But we have seen, for instance, a company like GM, not a small company, a company like GM, they were able to take over 100. interview schedulers and redistribute them, or at least that's what they say, redistribute them throughout the organization because now tech is doing that. AI is now doing that instead, right? So there are instances. The thing that I think that we're getting, I think, overshadowed by Rand is all the stupidity from the builder.AIs, the clarinas who are trying to go public, the companies who want to try to get more, the startups who want to get more funding. That's the thing that is really getting all the attention, as you say, in the media and the companies who are slowly taking jobs away. That's bad for optics. GM's not going to say that. They don't want anybody to write about that, right? So I think it is happening and there's no black or white on this, but there is many different areas of gray where jobs are being not lost. Let's say tasks are being redistributed, people are being redistributed, tasks are being taken away, right? So what do you think about that? Rand Fishkin (08:45.153) I mean, the history, yeah, the history of software, you're absolutely right, Chad, that the history of software overall is that it takes tasks either away or reduces the time complexity, you know, challenge required of those jobs. And that is true of all software. You know, I, I ran software companies for 20 plus years now and, every single one of them and every feature we ever added. was designed to make the job of a person easier or remove part of the job so that they didn't have to do it anymore. And AI is software. It just does that same thing. I think this doom and gloom accelerationist sort of universe that a lot of these tech bros play in, it is entirely false. The Chad (09:25.08) Mm. Rand Fishkin (09:38.766) Sorry, it's not entirely false. is simply the same iterative nature of software that we've seen over the past 50 years. know, Microsoft Excel took away God knows how many tasks like I can't, you know, there were 10, 10s of thousands, hundreds of thousands of guys sitting, you know, and women sitting in drafting room tables, right? With slide rules. The Chad (09:52.598) Okay, pivot tables did, yes. Rand Fishkin (10:05.791) And, and, know, accountants and financial analysts who had to do it all by hand, all this, all the spreadsheet stuff by hand and Excel didn't put any of them out of work. That field grew. Joel Cheesman (10:17.041) Yeah. Rand, when you see, when you see headlines, I mean, we talked about the year of efficiency that sort of took off after the pandemic and you saw Elon get rid of 80 % of Twitter. saw Mark Zuckerberg get rid of tons of people. know, Mark Benny off at Salesforce, talked about how many developer jobs are done by AI and Amazon and your neck of the woods talks about this regularly. When you hear that, what do you think is it? Did they over hire and now they're just sort of rebalancing? Like what goes through your head when you see those, those headlines and those, those bullet points. Rand Fishkin (10:53.197) Yeah. I mean, it's always skepticism. And then I just, I just go and look at back at, Hey, let's take a look at Salesforce's hiring and you know, total workforce, uh, workforce as a percent of revenue over the last 10 years or 15 years or whatever it is. Boy, it sure looks like exactly as you said, right? The pandemic period, right? Like 2021 and 22 tech, you know, grew the number of jobs and jobs postings by massive numbers. And then in 23, 24, you see them sort of going back to a level that looks like a historical average growth rate. To me, that doesn't say, you know, it doesn't say much about what's happening. Twitter is an outlier on this. You know, I think that, Elon really did want to get rid of almost everyone at Twitter and sort of have that small group of loyal lackeys there. as a result, you know, I, I think You can look at Twitter's growth. have shrunk by 30 % in terms of user and usage. They've shrunk by more than 80 % on their revenue, right? The advertisers don't want to touch it with a 10-foot pole. Yeah, that place is, I think he mostly bought it to try and buy an election for himself. And you could argue he succeeded, right? So that might've been a good ROI. But whether, that is not a... The Chad (11:58.584) Mm-hmm. The Chad (12:16.098) Mm-hmm. Rand Fishkin (12:20.801) It's not a company that's being run to make money or to grow. So it's, pretty weird. Amazon I think is, you know, they, when you look at Amazon's growth rate to their hiring and sort of those kinds of things, again, it looks really similar to historical averages. I think the weirdest thing Amazon does is back to return to office. is deeply strange, hard to figure out. It looks like productivity. The Chad (12:26.823) It just, yeah. Rand Fishkin (12:48.897) was higher when people were remote. I'm surprised, you know, the Amazon team historically has been very data driven. And so to see that they're more interested in people being at an office physically than they are in productivity, that surprises me. I don't really understand the dynamics. The Chad (13:06.392) Well, it feels like we're trying to paint too broad a brush in all of these different areas, right? Because Facebook does not act like Twitter, does not act like Amazon. I mean, from a hiring standpoint, from a leadership standpoint, from a culture standpoint, everything's different. But yet, but yet again, back to your point, Rand, we hear and we see people writing in broad strokes that, you know, everybody's going back to the office. Rand Fishkin (13:10.764) Yeah. The Chad (13:33.82) or everybody's losing their job to AI, so on and so forth. And culture's changing for everybody, and that's just not the case. So I guess as we start to look at this, and after reading your piece, which was really good, we'll definitely share it in the show notes. For me, was more what's happening behind the scenes with the real world versus this bullshit that we're hearing from fucking reporters. mean, that's the... Rand Fishkin (14:01.645) Yeah, and I, I struggle. I wish that I could blame the individual journalists like that. That is something I would like to do because I get very frustrated when I read these pieces. I think they're Yeah, but it's the click economy. Yeah, they're they are merely cogs in the wheel, right? If they write a well balanced, thoughtful, you know, 20th century style journalism piece, The Chad (14:02.914) That's the question, right? The Chad (14:15.84) It's a click economy, right? The Chad (14:30.71) Mm hmm. Yeah. Yeah. Rand Fishkin (14:31.391) It's going to get nothing, you know, like it's not, it's not going to, you have to in a world where, especially social algorithms and sort of human, human brains have been conditioned by social algorithms to only respond to the most outrageous content, right? So things that trigger fear response, that trigger hatred and anger, maybe humor that it's very tough to say, you know, the statistical analysis on this piece was very thoughtful. That doesn't trigger anyone's clicks, except maybe yours and mine. Like, no, no one gets two craps about those, but. You know, this, this, optimizing for engagement thing, that's the game that all these folks are playing. And that's why you keep seeing bad, worse and worse and worse takes from media who's desperate to just try and stay alive in a world where a lot of people are going to Google, going to chat, GPT. And getting, getting, and social networks and getting news via sort of headline and paragraph descriptors that are taken from the aggregate of these pieces and essentially, you know, disintermediating the, the creators from their work. I think that is taking a lot of jobs. think the, concentration of wealth broadly, right? That is absolutely taking not just jobs, but like entrepreneurial opportunity and opportunity to. build a field, I don't care how creative you are, how smart you are, how much money you have, no one's trying to build a new media company these days. it's, that's a brutal field. And then of course, like there's lots of, I think the other thing that AI is doing is there's a lot of incentive for politicians and those in, you know, sort of political commentary and leadership to say, Joel Cheesman (16:09.403) Yeah, ran. The Chad (16:24.258) Mm. Rand Fishkin (16:25.389) our jobs going away. that's AI that has nothing to do with tariffs. It has nothing to do with like our regulations has nothing to do with these executive orders has nothing to do with pulling us aid has nothing to do with firing half a million government workers. It's AI. And that you know, that is a very politically convenient narrative. And as you know, you know, the the current sort of White House administration is very active in terms of Joel Cheesman (16:34.17) immigration. Rand Fishkin (16:53.549) prohibiting or preventing access to organizations that don't toe the line, which they did, you know, whatever it was six years ago as well. But yeah, I think that's a somewhat new policy in US government, A little more Eastern European, Russian style relationship between journalists and administration. The Chad (17:18.604) Autocratic, yeah. Joel Cheesman (17:20.411) Yeah. Rand, you live, you live kind of on the cutting edge of marketing and I, I'm sure you talked to lot of young people just getting into marketing or figuring out what my marketing career will be. And we're seeing a lot of stories around entry level jobs suffering more so than a lot of other jobs. What are you hearing? Okay. So if, if are you hearing that personally as well as reading about it? And if you are. Rand Fishkin (17:34.955) Yeah. I think the Stanford study confirmed that actually. Yeah. Yeah. Joel Cheesman (17:45.189) What sort of advice are you giving young marketers and how they should look at a career in marketing versus what you maybe said 20 years ago? Rand Fishkin (17:53.418) yeah, interesting. You know what the weird thing is, Joel? I think my advice is really similar. Actually, maybe it's just that my advice was weirder 20 years ago, which was that if you want to break into marketing, my strongest recommendation is to do something yourself. Right? So sort of build a website, a social media presence, a, an e-commerce business, consulting, but you know, like any, any kind of thing, and then try to market. It and yourself and figure out which channels and tactics you're great at, what you enjoy doing, learn software, learn tactics, learn techniques. You can, all of this information is now open source on the internet, right? My big frustration back in my Mars days was that it wasn't sorry. The Chad (18:43.96) Well, and it's influencers. Yeah, it's influencers, right? I mean, we're really seeing a lot of that as it is. people are becoming quote unquote influencers are trying to become influencers. Joel Cheesman (18:56.925) or they're becoming fractional workers and saying, I'm the best screwdriver in the tool chest, I'm gonna work with multiple companies to provide that screwdriver, that tool. Rand Fishkin (18:57.003) Yeah, I think. Rand Fishkin (19:06.625) Yeah, man, think, I love the idea of specialization, but I do think if you can get a... By forcing yourself to create something, even if it doesn't make you very much money, even if it's something you're only putting a few hours into every week, you know, on the side or whatever, but by forcing yourself to build something and attempt to market it, you have to think holistically. You're like, oh yeah, should have some analytics around this. Oh yeah, I'm gonna need to set up some email marketing. Oh, I'm gonna need to do content. I'm gonna need to do social. Even a little bit of all these things. And therefore, you know, in an interview or a job setting, when someone says, well, have you done this? Have you done this? Have you done this? You can say, yeah, I had to do that to figure out this and I had to figure out that to do this. And here's how I. Satisficed to, you know, solve this problem. But my specialization is on XYZ and specialization is awesome, but it's, that classic T shaped, you know, marketer that I think still is very effective, which is I have a broad understanding of almost every part of the marketing infrastructure. And then I'm really, really good at this one. The Chad (20:14.23) And then the gig side of the house. I mean, because you're you're looking at being more specialized, which means you don't and again, maybe fractional, you don't have to work for one company, right? You can work for yourself and you can actually contract out to other companies and companies obviously love that because they don't have to pay you benefits and whatnot. But and you also have control of it. So do you see the growth happening there as well? Because you have a side hustle, you're an influencer, and then you're also doing fractional. Is that, does it look like we're going to start creating portfolios at that? Rand Fishkin (20:51.085) I, one of the things I would recommend to young folks, even if that is not the broad direction, I can't say, you if I fast forward 20 years and we look at percent of people who are employed by gig economy or have multiple jobs or those kinds of things, I don't know whether that's going to accelerate or decelerate. Like maybe we'll be in a world where big companies continue to employ the same person in the world that they do today. But I would say you massively increase your, The Chad (21:14.424) Mm. Rand Fishkin (21:19.935) ability to survive risk and problems and, you really prevent employers from being able to take advantage of you. If you are also building up your credibility and your presence in the broader industry, and you have multiple things going on, right? If you're, if your main gig, whatever that is, treats you absolutely terribly, you can walk away from it and focus on your. side hustle, your creator gig, your personal project, your side e-commerce business. That's a great thing. I can't recommend that enough. The Chad (21:59.222) Well, we don't have loyalty anymore. So, I mean, it's not like you're looking to try to work for a company for 40 years like, you know, like maybe my dad or grandpa did. So therefore, I mean, again, that loyalty is going away dramatically. Joel Cheesman (22:11.997) Yeah. Ran, we touched on influencer marketing and I want to sort of wrap that into, talk about no click search a lot. And it seems to me like companies are trying to figure out how do I get my message out to the, audience that I want to attract. And it feels like from your, your commentary that that's becoming less about creating articles on our website and then hopefully getting found in search and getting clicked on and people find us. Talk to me about. how you see the influencer economy, how companies are embracing that, how it will unfold, what you're seeing. And feel free to go into no-click search and kind of what a lot of our audience won't know what that even is, explaining that and how it impacts, particularly the job board space, which our industry relies on so heavily and is, I think, challenged with or struggling with. Rand Fishkin (22:55.757) Okay. You guys have like two hours for me to explain that, right? Okay. I'll try and, I'll try and go briefly. So first off this thing, Joel, that you're talking about of zero click search, that is part of a broader trend of zero click internet. So go back in time 10 years, you know, and Google was answering 25 % of all searches without sending a click. Right. So you, you know, you type in. Joel Cheesman (23:03.047) Sure. Sure. The Chad (23:03.464) Hahaha! Rand Fishkin (23:24.993) whatever, weather Seattle and they give a little weather, you know, applet or, or, thing up at the top. Yeah. Yeah. Yeah. Right. Exactly. So, you know, now they do it for events. They do it for movies and television shows. They do it for how old is Paul Rudd? Unbelievably, he's much older than me. That's very embarrassing since I look like this and he looks like him. and, then they do, you know, they, they're doing it so much that I think, just about two thirds of all searches today end without a The Chad (23:29.08) Banner, yeah. Joel Cheesman (23:30.205) Seattle jobs, Seattle jobs. Rand Fishkin (23:54.126) So we've gone from 25, 30 % to 65 % in a decade. Google is only one of the culprits here. Facebook, Instagram, LinkedIn, Reddit, YouTube, these all used to send considerable traffic. Twitter used to send a ton of traffic out. There was a time when media was competing for, is Facebook and Twitter going to be bigger than Google in our referral bucket? And of course, all the social media platforms realized that they could make a ton more money by keeping people on their platform. And so they designed algorithms that suppressed posts that contain links and encouraged people to post the content directly to, to the platform. Twitter now, you know, since the only took over, they have like this long form text thing. So people don't even link out to their blog posts. They just put the blog post on Twitter. Which is great for Twitter and sucks for every other person. Right? Like it's, it really is terrible. It's very tough to remember who posted the thing on Twitter. And if you can't capture a cookie and you know, you're not allowed to do retargeting and remarketing to them. Like they've just, they've taken away a ton of the value of the creator economy. That's the zero click internet, right? Essentially traffic to everyone significantly down referral traffic way down. The other part of that. The Chad (24:52.194) Mm-hmm. Rand Fishkin (25:18.931) is that the, of course, incentives for creation have diminished, right? The value, when you and I were coming up in SEO, Joel, like the value of creating stuff on your site and then building an audience from that was absolutely massive. And the difficulty was, even though it seemed high at the time, incredibly low compared to where it is today. And that is just, know, nowadays you are seeing fewer and fewer people be able to build their brands and companies and books and personalities through that. I think this is one of the reasons we see stagnation in the, you if you look at the digital marketing world and you see who's on stages and who's, you know, blogs and websites are successful and who has a big email list. It's the same people as it was 12 years ago. It bothered, that bothers me a lot. Like where's the new fresh talent? What, where are they? And the answer is they exist. They're probably better than me at a hundred things. The Chad (26:18.647) Mm-hmm. Rand Fishkin (26:19.085) but they don't have the brand name from back in the day when it was easy to build a brand name. And that breaks my heart. So that's kind of the overlying world that we're in. As far as job seeking goes and job boards go, here's the relatively good news for job boards is to a, if you're a company that's posting jobs, I post a bunch of jobs for Snap Bar Studio, right? So we've done hiring. The Chad (26:32.472) Mm-hmm. Rand Fishkin (26:46.409) I get a lot of applicants for those roles. And what's great is I don't care if they ever come to our website. Like they never need to visit snackbarstudio.com. don't have to see the job posting on the site. If they just see it on LinkedIn and they apply there, it's fine, right? Like the whole transaction can happen on platform. The only thing that really matters is that good candidates are seeing the post and applying. The Chad (26:59.138) Mm-hmm. Rand Fishkin (27:14.293) And so you're just playing a kind of different game where you are essentially attempting to create. Joel Cheesman (27:18.033) How many applicants know who you are and you are a driver of applicants? Rand Fishkin (27:23.693) Well, in video game world, am not. Not at all. No, because nobody knows me in video game world and I have no presence there. But thankfully, the good news about video game world, well, if you're a creator is that supply and demand are the complete inverse of tech world, right? Like in tech world, oh, it's really tough to hire, you know, software engineers and great marketers and that kind of stuff. In video game world, you can hire. My co-founder at Snackbar Studio is the lead game designer from Assassin's Creed. Joel Cheesman (27:26.353) None, okay. The Chad (27:31.298) Mm-hmm. Joel Cheesman (27:34.691) It's cool. The Chad (27:36.534) you Rand Fishkin (27:52.878) and Just Dance and his last one was the Warhammer game that did a billion dollars in revenue. Like Nicholas is insanely incredible and he was getting so underpaid. You guys, can't explain to you how bad video game world is because people want to work in it desperately. There's this, know, everyone underpays and overworks and it's just kind of terrible. Yeah. Yeah. Yeah. The Chad (27:54.163) damn. The Chad (28:12.044) Mm-hmm. Yeah. The Chad (28:16.952) especially the big studios. Yeah, especially the big studios. Now back to the... Rand Fishkin (28:21.119) Especially the big studios. I mean, even indie game world kind of takes advantage of this to a certain extent. But, you know, back on topic, the create the great thing, the great analogy about job boards is like Joel Chad, when you put up a job post and you don't care about the traffic to your website, you only care about the applicants. That is exactly what I tell people they have to do in zero click Internet world. You can't. You can't keep caring about getting traffic to your website. You have to instead figure out how to create influence in the platforms themselves. So rather than thinking of LinkedIn as a place to drive traffic to your site, think of LinkedIn as a place to build your brand and build brand affinity. It's your, it's a new kind of website. It is a home on the web where you create influence and drive people to be interested in your product and services. the same way you drive job applicants to the LinkedIn job board and your job post and get them to apply right there. I think we have to break out of the mindset we held for a quarter century that traffic is the ultimate goal. The Chad (29:34.636) I agree to some extent, but you have to remember that when you start to work within somebody else's walled garden, they have you by the short and curlews, right? Period. Period. I mean, you could be fucked. Rand Fishkin (29:46.741) Well, OK, my my response to that would be not if there's lots of them. Right. So if LinkedIn is. Yeah. The Chad (29:55.094) Yeah, well, that's the problem. We have LinkedIn and Indeed. I mean, those are really the two big, massive, which are both turning into walled gardens, right? And they are starting to push, push, push more and more and more of their prices up. I mean, and they're trying to get more data from you. So they're asking for, they're demanding more. Rand Fishkin (30:13.773) Well... Rand Fishkin (30:18.221) I mean, I would argue that Google is also competing in this field, like very. The Chad (30:22.412) Yeah, but Google's actually pushing more traffic to corporate career sites, directly to corporate career sites. Rand Fishkin (30:28.321) Well, I'm just saying, right? Like Google is competing directly in this field. And then all of the small niche job boards, right? If you're hiring in any very particular industry, for example, I'm hiring in indie gaming. All my, of the five people, four people we've hired for the team in the last year work with Indy sent three of them. Work with Indies.com, right? It's this tiny little job board is very specific to exactly what we do. There's a marketing job board that, I think. The Chad (30:31.533) Mm-hmm. Joel Cheesman (30:51.165) Hmm. The Chad (30:52.438) Nice. Yes. Yeah. Rand Fishkin (30:57.899) a latest solace runs that, that like, is where a bunch of people in my network find their particular, you know, digital marketers for their agency roles. So I just, I would just say it's a really good thing to have competition. I agree with you that the, LinkedIn indeed problem exists, but there are big players. The Chad (31:04.704) niche. Joel Cheesman (31:17.265) What's your take on social media in building a brand as an employer? you seeing anything or have advice on that? Rand Fishkin (31:26.901) yes, but gosh, that's another like, my God, that's such a huge, huge question. Okay. Yeah. All right. All right. I'll try and I'll try and give like my lightning round answer to that, which is, if social media is a priority for your company and you think it's a great way to reach your audience, you should find a. The Chad (31:29.624) Yeah. The Chad (31:34.614) the episode should we do? Rand Fishkin (31:56.618) a hook for your social presence that you can consistently invest in. is, you know, something like first Mark Toro, right? Our, our hook is research and data and like, you know, really interesting on, on like topical stuff, things that people are thinking about with AI, things that people are thinking about with like, where do they find their audiences on the web? You know, blah, blah, blah, of charts and graphs for Miriam Webster. It's The Chad (32:08.918) Mm-hmm. Rand Fishkin (32:23.477) Let's be funny and pithy and our word of the day will always be relevant to sort of what's going on in the American politosphere. For, you know, plenty of brands, it is visual content that is just, you know, hard to look away from, whether that's, you know, individual humans or it's, locations and travel or that kind of stuff. Find your hook. You, you've got to find that hook and then you're going to play it, over and over. Consistency really matters, right? If you invest sporadically or poorly, you will do sporadic and poor results, right? The platforms do really reward consistency in terms of visibility. You can see algorithmic streaks are a very big part of social visibility. So that's my advice. The Chad (33:00.523) Hmm. The Chad (33:03.842) Yeah. Yeah. Joel Cheesman (33:18.437) Rand Fishkin, everybody. Rand, thank you again for your time. For our listeners that want to know more about you, maybe plug in, find out more about Spark Tour or your other businesses, where do you send them? Rand Fishkin (33:29.387) Yeah, sparktoro.com. Anyone can create a free account for forever. No credit card needed and play around with the product. If you want to check out the blog there, that's where I do most of my writing and including the one, the topic that we covered today, which I appreciate you sending folks to. And if you want to play a chef in 1960s Italy, who has to fight magical boars and then bring your guanciale and your pancetta back to your restaurant so you can make your spaghetti al carbonara, you can check out snackbarstudio.com. The Chad (34:03.096) I love that. Joel Cheesman (34:05.885) That is Rand Fishkin, everybody. Chad, that's another one in the can. We out. The Chad (34:10.136) out

Work-life balance? Please. Most of us are juggling Zoom calls, kids’ swim lessons, “urgent” Slack pings, and the soul-crushing guilt of not answering emails at midnight . Enter Elizabeth Grace Saunders — time management coach, bestselling author, and professional sanity-saver. She joined Chad & Cheese to talk about why “flexible schedules” are making us more fried than a State Fair Twinkie, how to put your damn phone in a basket, and why Europe is out there sipping sangria while Americans brag about not taking vacation. Spoiler: Joel’s still bitter about being the family errand boy, Chad admits Euro Chad is way happier than U.S. Chad, and Elizabeth somehow manages all this with a newborn and a toddler. 🤯 Listen in before you burn out harder than your laptop at 1% battery. PODCAST TRANSCRIPTION Joel Cheesman (00:29.102) What's up boys and girls, you're listening to the Chad and cheese podcast. I'm your cohost Joel Cheeseman joined as always. Chad. So wash is in the house as we welcome Elizabeth Grace Saunders to the show. She's a time management coach, speaker and bestselling author who recently published a Harvard business review article entitled is your flexible schedule burning you out? Elizabeth, welcome to HR's most dangerous podcast. Elizabeth Grace Saunders (00:57.729) Thank you. It's a pleasure to be here. Joel Cheesman (01:00.066) All right, so a lot of our listeners won't know you may have probably not written or read the article. What should we know about Elizabeth going into this? Elizabeth Grace Saunders (01:08.049) Yeah, so first off, I've been a time management coach since 2009. So I was one of the first people in my field in this area. I absolutely love it. And I love working with people one on one. So I do things like this podcast, I do do some speaking. But most of the time I'm getting into the nitty gritties day to day of what's going on in people's lives. Second of all, I am a new mom for the second time. So I've got a two year old that I've got us. Soon to be, thank you, thank you very much, soon to be five week old tomorrow. So lots of activity going on in our house and lots of poopy diapers. Joel Cheesman (01:40.558) Wow. The Chad (01:42.253) Hello. Wow. Joel Cheesman (01:46.562) Yeah, yeah. The Chad (01:46.563) It's kind of like hanging around with Joel Cheeseman. Yeah, no, I know. I know how that feels. Joel Cheesman (01:52.015) All right. Well, congratulations. I know we've, we've jumped through some hoops to get you on the show and, you're probably on your eighth cup of coffee by now. So the article is your flexible schedule burning you out, obviously draw some clicks, but it really, fascinated me. What was the Genesis behind the article? Tell us about what the summary is and what you, what you wrote. Elizabeth Grace Saunders (01:55.963) Thank you. Elizabeth Grace Saunders (02:12.249) Yeah, exactly. So when I was working with Harvard Business Review on that article, they were wanting something that would be really relevant for senior leaders. And one of the things that we've noticed, and I've noticed working with people at all stages of their career, including people who have gotten towards the top, is that you can end up having a lot more autonomy than you might have had when you were starting out in your career. And I think especially with all that's happened in the last years since 2020, there's been a huge increase in flexibility. And what I had noticed is sometimes that flexibility actually made people way more crazy. And so that was the genesis of how this came about. And in terms of some of the high level points there, I cover some different areas. The first one is deciding what's enough. So a lot of times people have this inner conflict between am I working enough? Am I spending enough time with my family? If they have a family? And if they haven't clearly defined what those boundaries are, again, they're making themselves crazy. I talk in the article about someone saying, okay, I want to stop working at 4pm to spend time with my kids. But then he's trying to work till midnight and get up at 430 to work out. And it's just creating a lot of turmoil there. Then the next point that I cover in the article is around clarifying where you add the most value because for anyone, but particularly for people that are in senior roles, there will always be more to do than you can get done. And so to be in a place where you feel good about when you're working or not working, you need to figure out what's the highest impact. How do I spend my time there? And then how do I stop? And then the final two points I had made in the article were about making people unhappy in the short term. to overall make people happy in the long term. So that means not accepting like spontaneous phone calls, whether that's personally or professionally. And also just some of those that creep that can happen where maybe you're working from home. And so a neighbor assumes they can stop by to chat with you or things like that. And then the final point being, being really on and really off. And the example I gave in regards to that was with one of my clients, although it happens with many, just, Elizabeth Grace Saunders (04:29.861) told the story of one, he would do things like stop working at a certain time. Technically, he would be with his family, with his wife and his kids, but he would be attached to his phone and constantly checking. And so by deciding that he was going to put his phone in a basket on silent by the door, it helped him actually be with the people he was with instead of being in a situation where he's like, yeah, yeah, yeah, yeah. on his phone. And so those were some of the points I'm happy to expand on them. But the long story short, I know some people are super all about the work life blend. And I know sometimes that's needed. But in the end, think particularly for people with a lot of responsibility, it can lead to like a sense of guilt and uncertainty a lot of the time. The Chad (05:10.915) huh. The Chad (05:21.805) Well, this seems like you would go in tandem almost with a therapist, a psychologist to some extent. I mean, because you're talking about being present versus being just physically present, right? I mean, actually being there in totality versus having your phone and literally just physically being there. So as you start to see these types of things, I mean, this is a much larger problem than time management, right? So how do you, because it's hard, not as a therapist, I would assume. Elizabeth Grace Saunders (05:33.647) right. Elizabeth Grace Saunders (05:39.6) Right. Elizabeth Grace Saunders (05:47.973) Right. The Chad (05:51.457) I'm not a therapist, to actually tell somebody, you hey, look, you need a little bit more help than just time management. I can help you on the time management side, but you also need this other kind of this more therapy, let's say, for instance, couples, family, whatever it might be. Do you see this being a much larger ball of wax that you have to try to help them navigate themselves through? Joel Cheesman (05:53.496) Thank God. Elizabeth Grace Saunders (06:04.921) Right. Elizabeth Grace Saunders (06:14.541) absolutely. And I'm sure I know there's all different kinds of flavors of time management coaches, but my particular flavor of my my my particular secret sauce is I do look at this holistically. So I would say in terms of the therapy side of it, we don't tend to go into like, tell me everything about what happened in your childhood and let's investigate it. But what we do do is say, well, what mindsets what behaviors what emotional drive do you have right now that's creating these issues and how are we going to shift those mindsets or there's ways of behaving going forward? And I think something that was really different about me, more and more people have embraced it, but for example when I wrote The Three Secrets to Effective Time Investment, which came out in 2012, the whole first third of that book was about the emotional and mental parts of time management change. So guilt and overwhelm and perfectionism and optimism and all these things that at the time people really weren't talking about. They were mostly talking about like, let's have this perfect list with getting things done or let's like make our calendar in this way or be faster in outlook. And so from the beginning of my particular path as a time management coach, I have focused on both the emotional and mental And also I'm a person of faith, the spiritual side of time management, in addition to just like the practical nuts and bolts, because if you don't have the mental game in order, it's really hard to change your behavior. The Chad (07:49.503) Yeah, entirely. as you talk about that, and Joe, you're not one, we know it, we can see that you're probably a very young millennial. Joel and I are both Gen Xers, right? I was a latchkey kid. And I remember maybe a handful of times where my parents who were also divorced, they could come to end of my games, my matches or anything like that. But that was just a part of the process because they were working hard, right? And it didn't feel like back then. there was as much pressure. Obviously there was pressure, don't get me wrong. But we all turned out okay. I mean, except for Joel, mean, but seriously, yeah, yeah, yeah. Why are we trying to be all things to everyone? That seems to be the biggest issue. Yes, I wanna go see my kids' games, matches, tournaments, whatever. But if I miss a few, it doesn't make me a bad dad, much like when I'm working. Joel Cheesman (08:26.338) Hahaha Elizabeth Grace Saunders (08:27.579) You That's your secret. That's your secret. Elizabeth Grace Saunders (08:45.819) Right. The Chad (08:46.763) if I'm a few minutes late because I had to drop the kids off at school, big fucking deal, right? I mean, so when do we start to give ourselves some grace all around as opposed to, as you had said, really try to embody perfectionism, which just isn't gonna work. Elizabeth Grace Saunders (09:03.633) Right, yeah, no, I totally hear what you're saying. And that goes back to that first point I had made in the article about what's enough. Because the example I had given was one of my clients, he's a partner in a firm, extremely high amount of responsibility. And at the same time telling himself, like, I'm a bad dad if I don't show up to my kids swim lessons on Tuesday mornings. And then that means I have to start work, you know, at 930 instead of 730. So. The Chad (09:09.955) Mm-hmm. Elizabeth Grace Saunders (09:30.82) I completely hear what you're saying. And what I find tends to help people with that shift in terms of not having that, what I would call false guilt is when I start working with people one-on-one, I do both one-on-one and group, but I would say the majority is one-on-one. We go through a complete schedule assessment. So I have them tell me everything that's going on in their schedule from what recurring meetings they have, to what commitments they have with their family, to when they want to work out, when they want to sleep, when they're going to eat, like anything that's going on. And then I take that and I lay it out into an initial schedule so they can visually see represented where their time is and what's going on. Often that's a huge eye opener because you can see just on a very tangible physical level, this is how many hours you have in a day or a week. And sometimes it just doesn't all fit. Like they have these like crushing expectations of like you said, every single game or every single practice or whatever it is I'm going to go. And then at the same time, you need to work 60 hours a week. And it's like, this is physically impossible. So we need to start making choices around like what's most important professionally, what's most important personally, and get that balance. And what I would say is what's right. really can vary from person to person. So for some people, like working 50 or even 60 hours a week is okay with them depending on their life situation. And for other people, it may literally be like 30 or 35 or 40 like that they can do and feel good about what's going on in their life. And so I think that having a very objective clear view of this is what it looks like if you say you're going to have what you want. Are you okay with this? Joel Cheesman (11:00.814) Mm-hmm. Elizabeth Grace Saunders (11:21.711) And then from there making those adjustments like maybe in some areas we take away some family time, but then that makes you not be completely sleep deprived. So you're not a zombie the next day and you're more productive. And in the end of the balance, like you're less stressed, more present person who can be there as much as you can for whatever you believe is most important. And so I hear what you're saying. And I think The Chad (11:34.136) Yes. Elizabeth Grace Saunders (11:47.448) it just I'll say one more thing and I'll stop talking because I get really passionate about this stuff. I think also that there's been a huge shift in expectations. I'm not going to call this right or wrong, bad or good. It just is what it is, particularly in terms of the pressure I would say on parents where many parents, the both parents are working full time. And so it's The Chad (12:00.131) Mm-hmm. Elizabeth Grace Saunders (12:14.231) it's just hard to maybe do what you might have seen people do in the past when maybe one parent was working full-time and one was at home or part-time. And so if you have still those expectations of like how much you're going to volunteer or be involved in your kids lives or show up at games and at the same time are trying to do a full-time job it can be again really really difficult. So you have to acknowledge the changes that have happened with your time and what is or is impossible based on that. Joel Cheesman (12:43.39) We have a lot of employers listen to the show. What should they take away from sort of some of your lessons? mean, most employers want you to be on 24 seven answer emails all the time. but I've also heard of companies who will shut out the lights at five saying go home. Like this is our policy. What, what should companies be thinking about in this, in this work life balance? And are there any success stories that you have of companies that you think are doing it right? Elizabeth Grace Saunders (13:13.041) Great question. So in terms of what they should be thinking about, I feel like there's a couple different things. So one is I do think it is nice to have flexibility. So having some flexibility on start time to end time I think is very helpful in a lot of situations. Sometimes it's just people's chronotype and chronotype meaning like, are you an early bird? Are you someone that's more productive midday? Are you more of a night owl? And even like family or balance aside, If you just let people have a little flex at the beginning and end of your day, you might end up with more productive hours because they're fully awake or fully alert when they are working. So I think having some flexibility, like maybe it's people start seven to nine or seven to 10 and then need to wrap up like within a, again, a two or three hour window is, is helpful just as a general rule. beyond that, in terms of looking at flexibility, my personal opinion and what I've seen based on over 16 years of coaching people in this area is that expecting people to be always on is extremely counterproductive, extremely counterproductive. And there's a few reasons for that. One is they don't actually have a chance to recharge and to really relax and to really feel like they can. watch a show or be with their family or go to the gym or whatever they want to do without being plugged in. And the problem with that is that over time, that's going to drain your productivity. Short term, you know, there's a major deadline or, you know, a big deal, you're closing in sales, totally fine. But if every single day it's like that, you're going to end up with people that are probably functioning at about like 70 % capacity because they haven't gotten their batteries fully recharged and able to be 100 % productive when they are working. So I don't think as a general rule that's a good idea, although there may be short periods of time when it's okay. Then secondly, what I would say in regards to that is what I've noticed in my clients, and this isn't a cultural thing, I think the cultural always on can create the lower productivity, but I would say with my clients is that when they tell themselves, I have a flexible schedule, I'll just work. Joel Cheesman (15:18.414) Mm-hmm. Elizabeth Grace Saunders (15:36.43) on this project I have to do tonight and I won't take the time during the day to get this done, that it causes them to be less strategic with their time during the day and to procrastinate more. Because if you know it's like at five o'clock, I need to be done and like I need to wrap up, then you find a way to get your project done during the day and you're not putting it off. But when you're like, well, I'll just get this done tonight after the kids are in bed, then you're like, Joel Cheesman (15:48.556) Mm-hmm. Elizabeth Grace Saunders (16:06.309) I'll just check this email. Let's see what's like the latest sports score, you know, like, you know, just go to this. Yeah, go to this extra meeting. It's not a big deal. And the next thing you know, your kid decided they aren't going to go to bed tonight for whatever reason. And you don't get them down till 10 o'clock. You're totally exhausted. And then now you're staying up till two in the morning trying to get things done when your productivity is completely suboptimal. So I think some flex is okay. And again, does this mean you're never going to work at night? No. The Chad (16:10.901) After a couple glasses of wine, yeah. Joel Cheesman (16:20.504) Mm-hmm. Elizabeth Grace Saunders (16:35.803) But making it a general rule that you're always on or making it a general rule that like you're always flexible and no matter what time I get work done, it doesn't matter is really setting you up for like lazy productivity and not like having your highest and best energy levels. And then in terms of companies doing this right, they're there. What I would say is there are definitely companies that Joel Cheesman (16:41.667) Yeah. Joel Cheesman (16:48.568) Mm-hmm. Elizabeth Grace Saunders (17:03.601) work life balanced and encourage people to like leave at certain times versus that culture of being always on. Like this is an old study but I know Boston Consulting Group did a study and another expert wrote a book called Sleeping with Your Cell Phone on and what they found was that with Boston Consulting Group and consultants are known for like crazy all the time hours that by giving them some predictable time off meaning like there was like certain nights or certain times on the weekend when they knew they weren't didn't need to be available at all that actually increased their productivity. So does that mean people at BCG probably aren't working crazy hours a lot of time? I'm sure sure they are. But just that like even a few times throughout the week when you knew you could be off could really help. And then I know that there are other companies again that encourage the stopping at five. But what I can tell you from my experience as a coach, is that even if the company's encouraging it, which does help, the person also has to have the mindset and skills to make it happen. Because I can tell you based on people that came to come to me to work with me, that if they don't have their time in order, what they end up doing is not being as effective during the day, even though they know they're supposed to shut off at five, than trying to like Joel Cheesman (18:22.414) Mm-hmm. Elizabeth Grace Saunders (18:24.069) get things done at night and do like delayed send an email to that kind of thing so people don't know that they're working at night. So you have to personally own it, not just have a company that encourages you to stop working. Joel Cheesman (18:36.558) curious there. There's a lot of data around remote work is good. People feel like they do have some flexible flexibility to do stuff outside of work, but it's, it almost sounds like you're arguing that going back to the office where there's a set time that you're at work is actually better because once you're done with work, then you're done with work. Help me understand. Are you arguing that back to back to the office is better? The Chad (18:36.781) So Joel. Joel Cheesman (19:02.966) Or should we just rethink about what we think in terms of remote work? Cause let's be honest, we're all kind of still trying to figure out what remote work means. Elizabeth Grace Saunders (19:09.681) Right, right. So I actually, I would say I'm a bit like agnostic in regards to that, like whether it's remote work or it's in person with productivity. What I do think though is that you have to have sorted out the schedule. So for example, I've been a business owner for almost 20 years. So you're very kind to say I'm like super young, but not as young as I look. So I started my first business in 2005. And so When I started out in 2005 and I went from working in a corporate office to being on my own, I had no work-life balance because I had no schedule. Like I would end up doing personal errands during the day, but then I would end up like working until nine, ten o'clock at night or come home from a networking event and think I should be working. Saturday and Sunday I worked like I literally had never a time. when I didn't feel guilty if I wasn't working or like with people are sleeping. Like it was, it was total chaos. but I have worked from home since that time over the last like almost 20 years that I've been a business owner. And what I had to do for myself is to have the discipline to say, like you have a start time, you have a stop time. You're not working past that time. You're out working on the weekend and to create that structure for myself as a business owner. And that's what got me to a place of balance. The Chad (20:07.651) Mm-hmm. Elizabeth Grace Saunders (20:35.163) And then my other entrepreneur friends are like, that's amazing, you should help other people. And I took it from there. So I think people can work remotely and have very good balance. If they have a clear start and stop time, I think people can work from the office and have good balance. And in terms of whether people are more productive in the office or remotely, there's a lot of different factors to that. So one is honestly the level of self-discipline. Like some people, it's extremely hard for them to set that schedule when they're home, to stay off of Netflix, to not like get distracted with doing the dishes or something else at home. And so if you're one of those people, you will be more productive going into the office. But if you're someone that is able to set those boundaries with yourself, I think you can be just as productive, if not more productive working from home. So I think it depends on the person, but I think regardless where you are, having that schedule is helpful for most people is a general rule. The Chad (21:33.439) Know thyself, Joel, know thyself. So in a. It's so great. In a peer reviewed paper published by the 11th one, Joel, the Canadian Medical Association, a review summarizing data from over 40,000 resident practitioners across 47 countries show that in North America, go figure, burnout rates were about 51 percent compared to Europe at 31 percent on HR Drive. I found a survey. Joel Cheesman (21:36.632) So crates. The Chad (22:02.091) of more than 1,200 workers in the US and Europe. 40 % of Americans said they work 40 to 50 hours per week as compared to 26 % of Europeans. Mid-level professionals in both regions are most likely to say that they work overtime daily. In terms of vacation, 60 % of Americans said they never took holidays of two weeks or more. While Europeans, I'm sitting in Portugal right now, they take the entire month of August off. Elizabeth Grace Saunders (22:31.729) Yes. The Chad (22:31.811) I know, because they're here. 30 % of Europeans said they take more than 25 days of vacation. This to me is not just a US problem, but it's a US problem. So how do we, from a society standpoint, because we've been taught greed is good, Gordon Gekko, all that bullshit that's been fed into our brains for years, how do we deprogram ourselves? How do we deprogram ourselves? Joel Cheesman (22:56.878) You can sleep when you're dead. The Chad (23:00.737) because that is exactly what has happened. We want to compete with the Joneses, right? Got to get a bigger car, got to get a bigger house, all these different things. We've got to take care of the kids. We got to make sure that they're going to swim practice all day. This is a societal problem, it seems like, in the US because burnout is 20 % less likely in Europe. What do you think? Joel Cheesman (23:24.492) God, we have universal healthcare to take care of all those stress problems that show up later. Elizabeth Grace Saunders (23:28.209) Yeah, got it. Yeah, yeah. No, and I actually, in high school, I spent two summers living in Spain. So doing like an exchange program. So I understand what you're saying. Yeah, they just like kick off for all of August. And you're like, what do mean? Like even people that own stores, it's like the store is closed. You're like, you just shut down your store for a month. Okay. But that's just how it is. And they also, I don't know if they still do. But when I was in high school, they did siesta. So like the The Chad (23:29.344) and more vacation. Elizabeth Grace Saunders (23:54.448) In Spain, they were closed for a couple hours in the afternoon and the business would just shut and you just deal with it. You come back when they come back. So yeah. Yeah, yeah. Yeah, exactly. Yeah. No, I totally hear what you're saying. So I do. I actually have read a lot of articles on vacation and taking vacation. And I do think it's an issue in the United States, not only people not taking enough vacation, but also the feeling of guilt that they have to be totally on when they're on vacation. I think it's The Chad (23:56.803) Yep. huh. Yeah. And then I'll open until dinner until eight. Yeah. Joel Cheesman (24:22.83) Mm-hmm. Elizabeth Grace Saunders (24:23.729) very fascinating that for some of my clients, when I suggest like, hey, you should be putting up your out of office when you're on vacation. This is like revolutionary concept. It's like, no, this is normal. You're not supposed to be in the office when you're on vacation. So I think again, it's a two-part thing. It's partly the company and it's partly the person. So in terms of the person, take your vacation. And what I find is that planning it out in advance is critical. If you just Joel Cheesman (24:37.4) Mm-hmm. Elizabeth Grace Saunders (24:53.099) wait until your I'm so sorry if you're in my daughter in the background. I've got a two year old. Apparently they're in from the from the stroller walk. so anyway, I am so sorry. Do you need me to stop her? Are you okay? You're good? Okay. Okay. So I apologize. So anyway, the let me catch my my thoughts. The Chad (24:58.167) No, that's awesome. I love it. Joel Cheesman (24:59.064) Perfectly appropriate for our show. Don't worry about it. Dogs, kids are welcome. The Chad (25:07.521) You're good. Joel Cheesman (25:09.538) Nope. Keep going. The Chad (25:10.786) Not at all. Elizabeth Grace Saunders (25:22.609) I am so... What? The Chad (25:24.035) This just showed you, I mean, this actually just, this is perfect because she's at work. She's at work. And, you know, it's just like trying to be disciplined, but then there are distractions, right? And then trying to be there as a mom. And again, five weeks old, not so much you've got a two year old. So, I mean, this is the perfect application of what you're talking about. Joel Cheesman (25:27.49) How appropriate for our topic. Doing an interview. Yep. Elizabeth Grace Saunders (25:36.306) Yes, yes. Yeah, this is life. is. Yes. Thank you for your grace with me. We're doing our best. So, okay, great. So, it sounds like daddy's got it taken care of. we'll thank God for amazing husband. Super, super a blessing. Joel Cheesman (25:49.656) Do you want another question or do you want to try to fill the void with what you're going on? The Chad (25:49.825) Hahaha Forget. Elizabeth Grace Saunders (26:06.193) So anyway, going back to vacation time, getting re-centered here. there's again, the company part of it, and then there's the personal part of it. So like I said, if you're going on vacation, it is okay to go on vacation. Like it's okay to put up your out of office and not be checking email constantly. I encourage people to have up there out of office. I encourage them to not feel compelled like they need to answer emails right away or at all, depending on the situation. And then on the flip side, you do want a company that's supportive of that where you won't be like penalized for the fact that you weren't available at all hours of the day or night while you're on vacation. And so what I've seen in terms of how people can take vacation to help fight this burnout and all of that is a couple of different angles. So one angle is that some people just go cold turkey and they are not on their email, not available. other than if it's like an absolute emergency and they have a point person who will contact them and they just completely unplug it and that's totally awesome. If for some reason you feel like you can't do that, like you're in a situation where there's a major deadline or major decisions to be made, what I found is that you really need to contain it. So even while you're on vacation, if you're going to work to say like, okay, I know I get up earlier than all of my kids. So I'm going to work from 7 to 9 a.m. If anything is most important or most critical, like emails I need to answer or things I need to do, then I'm going to do those. And then if it's outside of those times, like I'm not doing anything unless it's an absolute emergency. And I find that helps a lot because otherwise, again, you end up with this dissonance where you're like, okay, I'm with my family and I'm trying to relax, but should I be answering emails? Should I be? accepting this meeting, should I be responding to this text? And so by having those clear boundaries around when you are or are not available, it can help you get a sense of relaxation, really enjoy your vacation, and be able to move things forward. So I think vacation is important for not having burnout. I think also the culture, at least as far as I've seen in Europe, of when you're off, you're really off. There's less of an expectation of working at night or working on the weekends. I think that really helps. Elizabeth Grace Saunders (28:28.101) And then also it seems like there's just, I don't know, little bit more humane pace in terms of expectations. In some ways we love that in the United States, not always, but often like things move along more rapidly. But my impression from working with people in different parts of the world is that people are just more chill about deadlines and how quickly things get done. And so there's less of that pressure of like, this needs to get done right away today or this week. to move things forward. And I think those different factors. Joel Cheesman (28:57.216) Elizabeth, it's funny. We joke on the show. Chad has a place in Portugal and he has a home here still in the States and we have Euro Chad and we have generally angry Chad. And when he's in America, he's generally angry Chad. So we live this on the show all the time. I'm curious because your husband is there. I want to talk about relationships for a second. There are so many different dynamics. Elizabeth Grace Saunders (29:03.249) Yeah. Elizabeth Grace Saunders (29:07.993) Elizabeth Grace Saunders (29:12.539) Yeah. Joel Cheesman (29:23.596) Maybe both parents go to an office. Maybe one stays at home and works from home. The other one goes in the office. Maybe in your case, both get to be from home. There's a whole set of, of dynamics with relationships when that happens. And I'll speak a little bit for myself. My wife goes to an office and I work here from home. And sometimes I feel like a little bit like an employee, right? If something needs to get picked up at the grocery store, she doesn't think twice about, can you go get this for me today? Or like getting the kid is just me. Elizabeth Grace Saunders (29:50.149) Right, right. Joel Cheesman (29:52.345) taking kid to practice is me. So how should couples think about that dynamic in relationships when they're looking at flexible times, remote work and all the things that are going on right now? Elizabeth Grace Saunders (29:52.954) Right. Elizabeth Grace Saunders (30:05.251) Yeah, yeah, that is a great question. So with me and my husband, so I again, have owned a business for almost 20 years and as a coach, I work from home. So I do work from home, but I actually don't have an enormously flexible schedule because almost all my work is client facing. So that means that like I'm in meetings with clients almost all day long. So I don't have tons of flexibility. My husband, works for a corporation and he's hybrid. So he's three days a week in the office, two days a week at home. And that's he's still on paternity leave right now with but this is having our little peanuts. So that's why, that's why I get to have him here. But I think that it's extremely important to have discussions around this and what works because each, each couple is different in terms of what the dynamic is, but there can be resentment that builds when one person in the relationship feels like they're doing a lot more than feels okay for them for whatever reason. so first and foremost have communication because there's not a one size fits all solution. What I have seen though is that even if there's like a spouse that's in the office and one that's home that they usually try to coordinate things like one doing one part and maybe one doing the other. So perhaps the person going to the office will do drop off for the kids and the person working from home will do pick up because maybe the person coming from the office can't get back in time to not get like charged crazy amounts of money for being late or something like that. In terms of things like tours or errands or the flexibility there, if you're working from home by default there will be some things that you're just more accessible for like somebody's come to fix your AC and you're the ones that's there. And so you're going to have to deal with it. But things like tours, I find that you can coordinate for being on like the weekends that we maybe work on things together or we have certain nights designated to get certain things done. And that you can also work out things like it may be even having help like saying like, yeah, I'm home, but I don't want to feel like Elizabeth Grace Saunders (32:22.337) the person that has to do all the errands so we use Instacart or I don't want to feel like I'm doing all the cleaning so we have someone coming like clean once a month and so it's okay to do that too but I think the biggest thing is communication and it's not fair to assume that just because someone's home they're always going to be available for whatever needs to get done and so I think making sure like if someone that's at home is feeling overextended that they can get the support they need for that. Joel Cheesman (32:49.122) I'll also add, Chad, that a good bath does a body good. Calgon, take me away. You know what saying? Calgon, take me away. The Chad (32:53.859) Take me away. Well, and Joel, you might not know, but Sleeping With Your Cell Phone is actually the new sequel to Sleeping With The Enemy. It's a Julia Roberts comeback. That is Elizabeth Grace Saunders, and the article is, your flexible schedule burning you out? And that's on Harvard Business Review. So Grace, Elizabeth Grace, I bet your mom calls you that all the time. Elizabeth Grace. Elizabeth Grace Saunders (33:05.585) Nice. The Chad (33:22.723) If people want to find you, where would you send? Elizabeth Grace Saunders (33:25.147) Yes, absolutely. So my website is real life e.com and I'll spell that for you because I know that's confusing. R-E-A-L-L-I-F-E and then another E as in Elizabeth.com. So that's the best way to find out about me, my coaching and my books. And you can also read a ridiculous amount of articles if you want to underpre... Joel Cheesman (33:48.91) Elizabeth get back to those kids, appreciate your time. Chad, that is another one in the can. We out. Elizabeth Grace Saunders (33:51.243) Okay, thank you. The Chad (33:56.021) We out.

When Coldplay fan cams meet office affairs, humiliation meets HR policy. 🥴 This week, Chad & Cheese welcome sex therapist Tiffany Anton (TEDx speaker, MSNBC/Fox alum, and host of Tiffany Turned On ) to talk: Why CEOs think they’re “above the law” (spoiler: they’re not). HR hookups gone wild. Can affairs actually save  a marriage? (yeah, she went there). Why workplace romance is both inevitable and  a retention nightmare. Oh, and VR porn, OnlyFans, and dating in your 50s. Coldplay may have exposed the affair, but Tiffany exposes the truth. 👉 Stream it now—HR’s most dangerous podcast just got spicier. PODCAST TRANSCRIPTION Joel Cheesman (00:25.663) Uhhhh Joel Cheesman (00:30.345) Yeah, you know what's up kids. It is the Chad and cheese podcast. I'm your cohost Joel Cheeseman joined as always Chad. So wash is riding shotgun as we welcome Tiffany Anton, sex therapist, a masters of social work from loyal Chicago appearances on MSNBC Fox news. She's done a Ted X. She has a podcast sometimes, but most importantly, Chad, Tiffany and I partied. The Chad (00:57.188) She's here. okay. What? Joel Cheesman (00:58.185) partied in Muncie, Indiana at Ball State University at the same time. I've been trying to get an excuse to get a sex therapist on our show for about five years. Tiffany, welcome to HR's most dangerous podcast. Tiffany (01:12.361) Ooh, danger! I like that! The Chad (01:14.419) Yeah, you can thank Coldplay for this one, Tiffany. Joel Cheesman (01:14.459) I know you do. know you do. I know it. We went to college. We partied together, Tiffany. know what you like. By the way, we never hooked up as far as I know, just in case the listeners are wondering. She has better taste than that. Tiffany (01:19.192) Right this way. The Chad (01:24.57) Hahaha Tiffany (01:26.188) We did not, even with my beer goggles, I was appropriate with you. Joel Cheesman (01:29.427) There, there, wasn't enough Zima in the world in the nineties, to make, to make that happen. Tiff and that good. Yeah. Yeah. Yeah. Tiff, Tiffany, our, our listeners should know you, but a lot of them don't. What did I miss in the intro? What, what sort of, what, what holes do you want to fill? that's a bad metaphor. what, what, what, what did we miss? What did we miss? and, and anything about you that we should know before we dig into it. The Chad (01:32.762) You Tiffany (01:35.51) I did Mickey's Malt. That was one of my favorites. The Chad (01:48.888) Yeah, he's been waiting for that one. Tiffany (01:48.93) Alex Tiffany (01:58.06) I was just going to say that I've been practicing for 25 years and I have New Orleans sex therapy and what I do is I provide remote psychotherapy to clients residing in Louisiana. Joel Cheesman (02:10.847) Spicy, spicy, spicy. The Chad (02:12.324) Because is that a licensing thing? Is that a licensing thing just because you can do... Okay, okay. Tiffany (02:13.366) Agent. Yes. Yeah, you can only practice in a state of which you're licensed. And I'm in Indiana, so that's what the difference is there. I came back to the Ball State area. The Chad (02:21.73) Hmm. So can can Hahaha Joel Cheesman (02:30.207) She won't get license in any, cause she know I'll be calling her about all my issues. So she's going to like say. The Chad (02:33.796) Yeah, yeah, well. Tiffany (02:34.03) We can't see peers, we can't see peers, colleagues or friends. Joel Cheesman (02:38.749) Yeah, yeah. The Chad (02:39.162) So the podcast the podcast again and you put out 22 episodes last year What's the name of the podcast? Tiffany (02:46.094) Tiffany turned on. The Chad (02:50.234) that's, that's, that's sassy. Joel Cheesman (02:51.261) And it's great. It's great. It's great. It's good. It's good. I'm mad that she's not doing it as frequently as I wish that she would. So Tiffany, the, the, the catalyst for this conversation, and we'll start here because everyone is not talking about as much, but like the cold play, fan cam CEO of a company romance with the HR person. is huge news in our space. When you saw that as a sex therapist, what went through your mind? Tiffany (03:24.852) I had two first thoughts. One is that sucks. You know, like what a way to get caught. Right. And so, and within that, that's full humiliation. mean, unbelievable. But it also is you've got some balls, you know, usually when we're cheating, we do it underground. So you've got some balls to show up in a public venue. Yeah. The Chad (03:48.217) Mm-hmm. The Chad (03:54.328) And it looked like they were in a suite kind of right because they were up there were standing. I don't know but Chris Martin obviously called it out that you know that those two are probably having an affair. So I'm sure you've dealt with this on several occasions. There was an affair. It was in office. Somebody got caught. What's that? What do I do other than to come see Tiffany or listen to Tiffany turned on the podcast? What? What do you do? Tiffany (04:26.582) Okay, what do you do as if you're the Coldplay Couple? Okay. The Chad (04:30.202) Yes, if you're like, let's say for instance, I'm the CEO, okay. And I got caught, she got caught too, but I personally am leading this organization and I get caught doing something like this. Do I just automatically eject because there's no way of fixing this or do I, what do you do? mean, cause that's a hell of a predicament. Tiffany (04:34.646) Tiffany (04:54.126) Oh yeah. mean, like I said, in regards to the humiliation, it's too much of a cost to the company to stay. But if you came to me and said, Hey, I'm having this affair. I've really got caught. The first thing I would want to know is what's your goal from here? Like, do you want to reunite with or, or heal the relationship with your wife? Do you want to explore what was behind you choosing to have an affair? Do you want to look at how do I cope with all the backlash? The Chad (04:58.914) Yeah. Yeah. The Chad (05:13.078) huh. Yeah. The Chad (05:20.217) Yeah. Tiffany (05:24.288) and societal response. So it'd be important to figure out what Coldplay dude, where he would want to go in therapy. And when that MSNBC Fox News, when my article got in there years ago, so I don't know, maybe 2012, 2013, is I wrote an article saying, can affairs save your marriage? Which, you know, is pretty damn taboo. The Chad (05:32.367) Mm. Joel Cheesman (05:39.391) Mm-hmm. The Chad (05:44.954) Mm-hmm. Tiffany (05:54.008) but I received tons of negative comments. And what I thought was you did not read all the way down to the end. You you checked out the title, you looked at some of my initial comments, but you didn't scroll down to see what I was saying is I would not recommend this. But what we do know Joel Cheesman (06:03.999) Mm-hmm. The Chad (06:08.311) huh. Hahaha Joel Cheesman (06:11.731) Wait a minute, Fox readers didn't read the whole article? I'm shocked by that. Totally shocked by that. man. Tiffany (06:17.186) They didn't. huh. Yes. And so again, you would never want to recommend an affair, but there is a potential to really reconnect in your marriage and strengthen it and looking at, you know, there are multiple reasons that we have affairs. I was just taking a training from Tammy Nelson and she said, we have affairs for two reasons and I have a disagreement. one was to, The Chad (06:21.196) and or research it further. Sorry, go ahead. Tiffany (06:46.796) wake up the marriage or break up the marriage. And I like the language and how I would like to shift it is it's about waking up the self and then potentially shaking up the marriage or breaking up the marriage. Part of the backing of why we have affairs is to feel alive again, to feel wanted. The Chad (07:05.251) Mm-hmm. Tiffany (07:14.136) to feel like I still have some of these skills to make some sort of emotional connection. Women tend to have, even though it's stereotype, it tend to have, wanna meet that emotional need. And then we tend to have on the male end, we're talking only about heterosexual relationships here because that's the cold play. Men are looking at the sexual desire piece. So as a female, if I'm getting some positive attention from a person that I find emotionally safe, and I'm disconnected from my spouse at home, and I start disclosing things about my life that I typically wouldn't with a coworker, and start complaining about the marriage, and then building more of that relationship, and then taking it to the next sexual level. Now, some people have kind of one night flings at work, it's just less than. We have one-night flings outside of work. The Chad (08:13.465) Mm-hmm. Joel Cheesman (08:15.359) So there's a paradigm, there's a paradigm, but so to me, a CEO, there's power there, right? It may not just be, and to hook up with the HR person, which in one way is genius, because no one's gonna report you if you're hooking up with the HR person, but there's a special kind of fucked up about that, right? You agree, disagree, CEO, talk about that. Tiffany (08:15.576) Did that answer your question or? Tiffany (08:23.371) Uh-huh. Tiffany (08:37.486) completely. So when we're in coupleship, our two main power players are sex and money. Right? And we cannot look at this without the hierarchy. And so you didn't fuck an equal. You did that to someone under you. And so even if you're saying, this isn't about power, it's unavoidable. It is there. The Chad (08:46.136) Yeah. The Chad (08:59.738) Mm-hmm. Tiffany (09:06.592) And then with the HR person. I mean, that's like one of the worst, but for him, maybe one of the best because this is my HR person that isn't going to tattle on me. But if he was really interested in being on the down low, well, that has a whole other meaning behind it, but being secretive, being discretionary or having discretion. Joel Cheesman (09:13.193) Mm-hmm. Tiffany (09:35.22) He wouldn't have been doing this in public. So maybe it really was to wake up and to prove The Chad (09:37.316) Mm-hmm. Joel Cheesman (09:38.463) Do you feel like he had gotten it away with it a lot before that and he felt sort of cocky or was it I'm CEO, I can get away with it? Because I assume people knew him locally. This was a local concert. He's a startup, kind of a sexy startup. There's risks that people would know him. Are you guess, would your guess be that he's done this before or just the CEO mentality is like, I am above the law. What are your thoughts on that? Tiffany (09:55.212) Mm-hmm. Tiffany (10:07.402) I would doubt, again, this is just a clinical hypothesis. I would doubt that this is his first affair because he would not be as ballsy in regards of just in your face. So likely when you have your first affair, like I said, it's very discreet and you try to hide it and then you gain some skills to hide it. Like you, you get on one of the websites, like kick. The Chad (10:13.544) Mm-hmm. Tiffany (10:35.948) you would get on kick so you have the secret dialogue. And then when you get home, you... Joel Cheesman (10:39.569) What's kick? Sorry. Look, I don't know what it is. Tiffany (10:42.392) kick, it's well, and maybe I'm old, maybe I'm thinking about the clients that I've worked with that tried kick in the past, like a telegram. The Chad (10:52.186) messaging app. So it's a messaging app. Joel Cheesman (10:52.287) messaging. Okay. Okay. Gotcha. Tiffany (10:53.91) Yeah, messaging app. Yeah. So then, you know, there are all kinds of different things that we can do to hide our affairs. And what kind of effort did he put in to hide this? It was really an in your face. How are you not going to get caught? The Chad (11:10.522) And then you take a look at, again, the hierarchy. I don't know what the actual SOP, Standard Operating Procedures, were for astronomer with regard to staff and dating and all these wonderful things that you could prospectively do. But in some cases, as Joel had said, it's kind of like I'm above the law. I can do whatever I want. And this almost felt like for the rest of the staff, They were really just, we're going to do what we want. The CEO, I mean, we're talking about two executive staff holders. Yeah, but unequal, but still two executives. And they're important people in the organization. you take a look at it, now you've got two less executives in that organization. They've got a scramble and then you've got their teams that are underneath them. just, it seems... Tiffany (11:45.07) But I'm equal. The Chad (12:07.788) It seems like they're not, they weren't thinking about anybody but themselves. Is that generally what the case is when you're taking a look at these types of situations, especially when we're talking about in-office cheating? Tiffany (12:21.208) How can we look at affairs without saying the word selfish? Yeah, it's selfish. And if we pay attention to the work environment, I'm guessing that that company really felt betrayed by them. So it was a betrayal in their marriages and a betrayal at work. Like, look at what your choices did to the business. Not only your choices did to your marriages. The Chad (12:24.206) Yeah. Good point. The Chad (12:32.346) Mm-hmm. The Chad (12:47.962) Mm-hmm. Tiffany (12:48.866) So that level of risk, and I use the word cockiness and I get kind of roll my eye with everybody discussing narcissism, right? Like that's left and right. I tell you what, how do we look at this without thinking there is some level of that sense of superiority. Maybe they even thought, I can't get caught or I don't make mistakes. So don't tell me that I made this mistake or that mistake and then I'll gaslight you. Joel Cheesman (13:14.205) Mm-hmm. Tiffany (13:18.734) and minimize. If you came with this one, it was right on the screen. The Chad (13:23.13) Yeah. So, I mean, let's take a look at that now in saying we're in 2025. This is not, you know, 1975. We have progressed, you know, whether, you know, it's LGBTQ plus trans pronouns, all those different things, poly open by all those things. Right. You think that we have gone to the point where we could start to hopefully try to engage in understanding some of these things. But unfortunately, it seems like Heterosexual white men are still in power. that to me that feels like that's why we haven't seen change. We see a Jamie Dimon who's still in power. I know. Tiffany (14:05.07) You are a white man acknowledging white male privilege. I might be crushing on you. The Chad (14:09.358) Yeah. So, so, so the, mean, the question is, though, when, when, when a dude, a dude that is in that type of position starts to get all these different things that they're, they're just not, they're not sensitive to, they don't understand. It really freaks them the fuck out. Right. But how do we get past this and start to help people understand that people are going to love who they love. They could be in the office. They could be outside. It doesn't matter. Joel Cheesman (14:11.64) The Chad (14:38.582) Or does it, I don't know, maybe this is just an office culture thing, maybe this is just a company culture thing. Maybe you've got a culture where it's like, we don't care who you're with, where you're with, just as long as you get your shit done. I don't know, are we going to progress out of this 1960s kind of feeling? Not even the 60s, I think the 60s were even more liberal than we are today. It feels like we're in puritanical 1800s in the US. Tiffany (15:04.226) Well, that's a whole other dialogue about our political environment right now. In regards to white male privilege, there doesn't tend to be a response from them unless it personally affects their life. So unless they have a sibling that's in the LGBTQ kind of community and, you know, happens to be gay, I don't like the statement of, they're gay. They chose to be gay. No, I just... happen to be straight, which right now is kind of unfortunate in the dating field. I wish sexuality was a choice because I would not be looking at the males for my choice. Again, there's a high connection between that white male privilege and not responding in a compassionate way unless it hits home. Again, I just took this Tammy Nelson training. So that's why I'm bringing it back here. She mentioned that the 1960s were a sexual revolution. The Chad (15:43.546) you Tiffany (16:01.984) And now in the 2010s, 2020s, it's a marital revolution. And I would add a gender revolution. And so we have to have things that are kind of in your face or up there for us then to start to normalize it. And that's why maybe it would feel like, there's so much of this, know, them, they, z, zen, you know, the... Everybody has a different sexuality, you know, so they're demie, they're sapiosexual. So it's right now we're having a gender revolution and we're having a marital revolution. And we're looking at marriages from the 1800s, from the 1950s, aren't really fitting anymore. Cause we don't need a breadwinner, a male breadwinner. We don't need even a male to give us babies. We just need the sperm of the male to give us babies. The Chad (16:36.634) Mm. Joel Cheesman (16:56.511) Mm-hmm. The Chad (16:56.516) Science. Tiffany (16:57.868) Yeah. And we also realize that one human for the rest of our life and partnership can't meet all of the needs. And so how do we meet needs in a way that's respectful, ethical, open with our partners to provide some of the alternatives? So if Coldplay Food had explored an open relationship and it was consensual between the two of them, The Chad (17:21.668) Mm-hmm. Tiffany (17:27.68) I would hope he would come out and say, hey, you know what? This is part of my marriage. We have an alternative marriage. And this isn't a betrayal. So I don't know if I answered your total question. Joel Cheesman (17:38.429) It's just really dumb because it was with the HR. Tiffany (17:43.422) Yes. The thing is he didn't put that on the table, that he had a consensual, ethical, non-monogamous relationship. Joel Cheesman (17:49.535) I think that wasn't the case. want to, you, you lit up when you said dating sucks. And I want to, I want to dig into that because we talk about on the show headlines all over the place. Men are lonely. Uh, you know, the top 20 % are getting their, their choice of the litter and not committing, um, loneliness throughout what you talk to people on a daily basis about what's going on in relationships. What are some of the highlights for you in terms of how it reflects the greater Tiffany (17:55.159) Hahaha! Joel Cheesman (18:19.241) conversation outside about lonely men, unhappy women, et cetera. Tiffany (18:25.826) Well, you kind of threw a couple things out there at me. So one, all right, so one was about dating and online dating. And then on top of that, you know, I'm dating in my almost mid fifties. So that's, that's like a different ball game. I was joking around, with. Joel Cheesman (18:29.183) Spitball it, man. Pick your favorites. I don't care. Joel Cheesman (18:35.582) Okay. Joel Cheesman (18:42.815) So that's an age issue. Tiffany (18:47.534) with a doctor friend of mine and he's like, you know, you're going to find someone to connect with and that's actually a low priority for me, an interest, but a low priority. And I said, well, what's out there tends to be talking about, say a lot of fish in the sea. Okay, no, right now it feels a little toxic carp ish. And you know what? A lot of my friends in New Orleans will say the same thing that I am. The Chad (19:02.008) Yeah. Joel Cheesman (19:02.367) Mm-hmm. The Chad (19:07.502) especially in Indiana. Tiffany (19:15.456) is that what's out there and then the frequency of getting ghosted or getting kind of love bombed and you get excited and then they leave. In My Tiffany Turned On, I have a couple of my episodes are on online dating in your 50s. So if you want to know a little bit more of that in regards of just my experience, our opinion of I have fun sharing screenshots. of some of the profile pictures that the men put out there. I share it with my BFF. I share it with my mother, because my mother thinks there's all these men out there that are in line for me that are amazing pics. So that's the part of online dating. There's another thing is I joined an alternative dating website. And it ties into, so there's people on there that are poly, ethical, non-monogamous. And then we get some men on there that talk about discretion and the importance of discretion. And I'm like, you are not ethically non-monogamous. You're on here to have an affair. You need to get over on Ashley Madison. Okay. And then you ask about male loneliness. and I don't know where it's from so I can't give any statistics, but I heard something recently, I heard something recently about VR porn, and I haven't tried it yet, I want to try it, the VR porn, and that one of the things that men were reporting is that they really enjoyed the eye contact that there, again this was in heterosexual porn, Joel Cheesman (20:58.079) Mm-hmm. The Chad (21:01.658) Mm. Tiffany (21:02.476) the eye contact that they were receiving from their imaginary porn partners, that it gave them a sense of intimacy. And allegedly, again, I have yet to have the experience, which I would try the experience with two genders just to see what I think. But I've checked out all kinds of things just to see what I think, you know? Joel Cheesman (21:18.131) Hmm. Joel Cheesman (21:22.911) Isn't that part of the appeal of, guess, only fans? mean, so anyone can go to porn any second and watch sex, but only fans, there's a sense of a relationship. Isn't there like I'm paying her money. She's putting out whatever content is, is that the secret to success of only fans? It's not just naked women. Is it? I feel like there's some connection. Tiffany (21:30.818) Mm-hmm. Tiffany (21:38.19) Mm. Hmm. Tiffany (21:47.853) Well, I want to say that I'm a fan of OnlyFans because, yeah, because of the level of safety. So this is sex work safely. Now we have some manipulation that occurs within kind of the business of it. Joel Cheesman (21:51.44) okay. The Chad (21:56.225) yes. The Chad (22:00.196) Yes. Yeah. It's scalable, though, too, which is nice. Tiffany (22:08.396) You know, so I think that what about the guy that murdered his whole family because he fell in love with an online sex worker that it was one sided and she was over in Eastern Europe. Have you heard about that one? Because he was so in love and was spending the family money and the family was getting mad at him. So I do believe the personalization that we get from OnlyFans is important. I don't know if you want more from that. Joel Cheesman (22:41.343) Do you think OnlyFans helps the loneliness epidemic because people do feel some engagement or some connection to a person? Is that? The Chad (22:49.274) connection. Tiffany (22:51.734) It could help a hinder. Right? So that it can help, but it can also hinder because I can stay in my non-vulnerable bubble. I can be vulnerable with a person that isn't right here. So it can, again, it can kind of help that sense of loneliness, but it can hinder it because it can actually get in the way, depending upon how much we're using it, with real life relationships. Joel Cheesman (22:54.131) Pardon? Okay. Joel Cheesman (23:17.865) Mm-hmm. The Chad (23:18.628) which goes back to the office because again, you start to have these connections with individuals. And at that point again, if you're lonely, it maybe could turn out to be more than just friendship or being a peer. And that's what's happened. I mean, as long as we've ever worked together, I would assume, you you've got people who actually make those connections, whether they're married or not. And then we have a Coldplay incident. So, Tiffany (23:24.877) Mm-hmm. Tiffany (23:45.677) Mm-hmm. The Chad (23:48.366) You know, I guess the big question I want to go back to is this construct of what we've been told is right. One man, one woman, right? That is what, you know, the puritanical sense of what, you know, we've been told is right. Do you think we need to break out of that framework to actually start to... not give two shits about this and actually just get work done? Because at the end of the day, these companies just want to get work done, right? Is it breaking down that framework? Or what do think it is? Tiffany (24:22.102) Yeah. Tiffany (24:25.614) Well, just as I mentioned before, we're having a marital revolution right now. And we have to be able to be open to alternatives. And if we have, let me see, I wrote down here some statistics because I wanted to get some valid information here. If we look at the statistics that 23 % of men, this is Kenzie Institute, valid, 23 % of men and 19 % of women are having affairs. And you can have, an open marriage and still cheat because it's all about the secretiveness. Okay, so if we look at the seemingly commonality of a level of affairs, how can we shift it up in understanding that one human cannot meet all of our emotional and sexual needs? Some people monogamy is so easy, they don't even look left or right. Other people choosing monogamy is a daily choice. So I completely agree that we need to shake up, again, the puritanical view of what marriage was. And so that monogamy becomes a choice versus the cultural pressure view of what is normal. And that's one of the most common questions that I get as a sex therapist is, am I normal? And so it's about shifting up norms as we shift up what the world is like. And, but you know what? It's like, yeah, you got it. His company has to move on, but there's still that betrayal of the humiliation because you have a social response. The Chad (26:01.178) But there has to be, we're all looking for acceptance, right? And those are things that are not accepted. You make that choice, it might be a choice, but again, the framework, it's not an acceptable framework for most companies, for most groups. So again, as we take a look at outcomes, productivity, those types of things, keeping our people happy, low turnover, all that fun stuff, right? Yeah. Tiffany (26:26.559) you look pretty happy. Keeping the people happy. The Chad (26:30.562) Because you're keeping the people happy. They're getting shit done. It's fine, right? So, mean, because I have never seen and as we're having this conversation, I've never seen because I probably haven't done enough research and you have any articles or any research that has been performed around this conversation would blowing up that construct and just allowing people to be people, giving them their outcomes. This is when they need to be done. I don't care what else you do. Tiffany (26:59.372) Mm-hmm. The Chad (26:59.546) I've not seen any of that happen. Have you seen that before because it to me that blows my mind Tiffany (27:05.902) Well, I don't have much of a connection between what's going on with my client and what's happening at work. You know, I have had people in the same business and there was one individual who was having affairs with lots of different individuals within that same company. And I ended up having three different couples come in to talk about the women that had had affairs with this particular men. So there was a social fallout. The Chad (27:11.833) Gotcha. The Chad (27:21.178) That's not good. Tiffany (27:35.375) But you have to look at that Coldplay dude did embarrass the company. So even though we do need to shift societal norms, that's not where we are right now. And so it then taints the view of that company and they got to go into reparation mode. Even if, so let's say the guy is ethically non-monogamous, the couple, the... Joel Cheesman (27:51.199) Yeah. Tiffany (27:59.213) Company can come out and say, hey, you guys are judging him as a cheat and he's actually not a cheat. This is your shit because you're inflexible and you're thinking. And that can help the image of the company. But his personal image challenged the image of the company. Now they have to step up to the plate and recreate. You know, one thing is they got a lot of exposure from this, right? Like I'd never heard that company before. Joel Cheesman (28:11.337) So you. Joel Cheesman (28:25.225) Yeah. No. The Chad (28:25.508) Yeah, most people have it, yeah. Tiffany (28:27.224) What is it, like, negative attention is better than no attention? Joel Cheesman (28:29.597) Yeah, we talked about it on the show. Like they had an increase in job applicants that we sort of researched on on LinkedIn. Yeah. mean, no, there's no bad PR, right? Tiffany. so embarrassed the company. My sense is companies have never really thought about their role in relationships aside from like, don't, know, don't dip your ink where, you know, don't whatever, don't have affairs or don't have relationships in the company, but we do, but we. Tiffany (28:33.944) good boy! Good boy! The Chad (28:34.414) Hahaha The Chad (28:53.146) dip your pen in the company again. Tiffany (28:54.798) What is it? Don't piss in your own pond. Is that one of it? Joel Cheesman (28:56.901) Sure. That's good. Don't pee in your own pool or something. Yeah. So, the last data I saw was one in three relationships start at work. That's a lot of relationships. You're telling me that women cheat on a pretty similar number percentage basis as men do. That surprises me. I don't know if that surprises anyone else, but that's kind of surprising. Companies are now at risk because with social media, with things that can happen, companies are at risk. Tiffany (28:59.566) yeah, there we go, pee in your own pool. Joel Cheesman (29:26.483) But I don't think they've ever thought about how do we make stronger relationships? How do we make stronger? How do we keep us out of this situation? How should companies or should they start looking at relationships at work, cheating at work? How do we educate? How do we offer support or therapy? Like, could the CEO talk to somebody that the company sponsored to not be in this position? I just feel like company feels like We're not a part of this whole relationship thing and maybe they should for a variety of reasons. Your thoughts. Tiffany (29:58.339) Well, can I throw out some stats? As you like that stat, and you were surprised by it, about 19 % Joel Cheesman (30:00.243) Of course. The Chad (30:00.986) Please. Joel Cheesman (30:03.711) Are you surprised by, well you do this. Chad, were you surprised by 19 % women, 23 % men cheat? No? Okay. The Chad (30:08.994) No, uh-uh. I mean, women want sex just as much as men do. They just go about it much differently than we do. We're idiots, right? And yeah, we go about it differently. Let's go that way. Joel Cheesman (30:23.135) Well, sex isn't cheating, right? Tiffany (30:23.214) Yeah, so we want to, we're wanting emotional connection, hot sex, validation and affirmation, thrill. Okay. So what I did is I got this Forbes advisor. I got this survey that seems, you know, fairly legitimate in regards of some of the polls that are out there. And they checked out 2000 employed Americans. So we got just 2000, but it's still a decent poll. And 50%. So this isn't about affairs. This is about, you know, relationships of single people. 50 % say that workplace, or sorry, workplace romance, I just got the one, the wrong stat. Hold on. 60 % okay sorry about that, 60 % reported having some level of a workplace romance. So even if that was very very short. And then we're looking at 30 to 40 % were in a romance relationship at work. And the driving forces behind it according to this research is comfort, the three top, there's more. Comfort, lack of time of meeting other people, desire for shared work. Joel Cheesman (31:19.337) Mm-hmm. The Chad (31:33.658) Mm-hmm. Tiffany (31:39.887) workplace, some sense of convenience, but that workplace relationships do have a negative impact. And the example here is that, because I jumped to this one instead of telling you the stats of, know, who's screw and who, 50 % say workplace romance impacted their sense of identity. It impacted their Joel Cheesman (31:44.063) Mm-hmm. Tiffany (32:02.924) work-life balance in a negative way that 52 percent reported co-workers treated them differently but then again 43 percent actually married the person and that's what it says here in this four so this is about this is the workplace romance not workplace affair okay and that 47 percent changed jobs in order to date a person at work 62 percent Joel Cheesman (32:09.961) Mm-hmm. The Chad (32:14.586) 43 %? Tiffany (32:32.95) reported it to HR. So, you know, we're looking at if you're losing, so out of that 30 to 40 % have a workplace romance. And if you're losing 40 % of those 30 to 40, because they're changing jobs to date that other person, it seems to me, you know, again, we're looking at single people, that it's worth putting it out there. One is, you know, if this is so relevant or prevalent, how do we address it? Joel Cheesman (32:53.385) Mm-hmm. Tiffany (33:05.934) That's the first one, because I want people out of my bedroom, right? And I would want my, I want my workplace out of my bedroom. want my politics or not politics, the government definitely out of my bedroom. So that's going to be a fine balance and discussing, um, the normality of dating and that we understand it and this is how we address it, or this is the concerns that it has. So again, if you're losing 43 or 47 % of those 30 to 40%. Joel Cheesman (33:06.985) Mm-hmm. Joel Cheesman (33:17.471) Mm-hmm. Tiffany (33:35.872) I view that as a big, big impact according to the Forbes survey. Joel Cheesman (33:40.585) Sure, sure, that's a retention issue for sure, as well as efficiency and how much we're producing. mean, so it sounds to me like you're negative on relationships at work, if you're the company. Tiffany (33:54.415) where we meet people. it's how it how do we then traverse it? So if you have 47 % of people leaving so they can date that person, don't you think that's based upon the policy of you can't date someone at work? So if they Joel Cheesman (33:56.263) You The Chad (34:00.068) Mm-hmm. Joel Cheesman (34:10.597) So you let people date, like you're openly, we're all good. And we'll have therapy when you get divorced after you get married to make sure that you hopefully stay at the company. You fail to mention that half of those get divorced after they get married. Tiffany (34:22.798) I think this could be a damned if you do damned if you don't type of situation, but I agree that we have to have a societal shift of the differences of relationship. I agree that the dating portion of the work environment is affected and then particularly as this can have strong negative effects when it's on the affair basis. Joel Cheesman (34:48.927) All right, Tiffany, I'll let you go out on this. for hanging with us for sure. This was a lot of fun. I'm just curious your future opinions of relationships. You're having a difficult time. Online dating you mentioned is a pain. Work life stuff, people working remotely, cats and dogs living together. Or is this just the same old song that we've been dealing with forever? The Chad (35:05.892) got incels everywhere. Jesus. Joel Cheesman (35:12.323) Are you bullish or bearish on relationships in the future? Is it just going to be Fembots and women dating chatbots? Get out your crystal ball and tell me what's in store for relationships. Tiffany (35:26.094) I have to have hope, right, that we can really form these wonderful bonds with another adult consensual human. And I want to advocate for that and how we can strengthen it with emotional maturity and wisdom and learning and growth within that. So I'm not willing to let that go. I will not. Yeah, to improve success. Sometimes we need some tweaks and things outside of what society says is our typical. We have a high rate of women over the age of 50 now that are just saying, I'm not interested in men at all. And I'm doing really well and I'm really happy. And I would say I'm interested in men. My interest is lower because I got a good freaking life. But I also was burnt, not quite burnt at the stake, but I was burnt. And so I have to look at, I willing to make myself vulnerable again? And I am. It's just some baby steps. So I believe with societal shifts, we can really have successful, loving relationships, romantic relationships. The Chad (36:37.722) Well, finally Joel, we got Tiffany on the show. Thanks again to Coldplay. We appreciate all that. Tiffany Anton aka Tiffany turned on aka sex therapist. Tiffany, if somebody wants to connect with you, I don't know, maybe read some articles, listen to some podcasts, where would you actually send Joel Cheesman (36:46.015) Thanks to Coldplay. Tiffany (37:00.194) Well, in regards to me, as I would send them to my website, which is neworlandsextherapy.com and my podcast, which I created all on my own, edited all on my own, not a tech. So I need like a golf handicap if you're listening to it. And you know, that's on Spotify and Apple. And again, that's Tiffany turned on. I think that my Ted X talk, which is titled, I love pleasure is free therapy. Like. If you're having issues with libido's with erectile dysfunction, you know, check that out because it's going to give you a different perspective as to how to be a lover and how to shift up libido. So again, checking me out on my website, my podcast, and then my TEDx. The Chad (37:53.306) Do hear that, Cheeseman? You can throw away the blue chew. Tiffany (37:56.886) No, please don't touch me! My cardons! Joel Cheesman (37:56.896) God, you just opened up another can of worms. forget. Tiffany, meet you at Mugly's, drinks are on me. Chad, that's another one in the can. We out. The Chad (37:57.912) Hahaha! The Chad (38:10.5) We out.

Self-driving cars can’t get tickets, Google’s turning your Chrome habit into an AI addiction, and a startup called Juicebox  just squirted $30 million all over the HR tech scene. Chad’s back from Europe with piss, vinegar and Marvin Gaye wisdom. Joel’s grumpy old man radar is blaring over yet another “next big sourcing tool.” And somewhere in between, we manage to squeeze in golf, Waymo lawlessness, and why Ford’s “$5 million workforce plan” is couch-cushion money. It’s messy, it’s boozy, and it’s dangerously entertaining, aka just another week with The Chad & Cheese Podcast – HR’s Most Dangerous Podcast. 👉 Grab your headphones, your bourbon, and maybe a Capri Sun. You’re gonna need it. PODCAST TRANSCRIPTION Joel Cheesman (00:34.623) gathered here today to get through this thing called life. Hey kids, it's the Chad and cheese podcast. I'm your cohost Joel the fat general cheeseman. Chad (00:43.246) This is Chad. What's going on? So wash. Joel Cheesman (00:47.937) On this episode of HR's Most Dangerous Podcast, Juice Box Squirts, Waymo Leaks, and Gemini Gushes. Let's do this. Chad (00:57.678) Yes! Chad (01:02.55) And I'm back. Joel Cheesman (01:03.649) back. He's back baby. Red, white and blue. Let's go. America chat is back. So get ready for the saltiness, the depression, the pissiness like I'm ready. I'm here for it. I'm here for it. Chad (01:06.488) Back in America. Back in America. Whoa, dude. Yeah. Chad (01:21.454) Well, yeah. So the first thing I did this morning, I woke up this morning, had to prep for the show, take a lot of time. Yesterday was a very, very long travel day. Good travel day, but very long travel day. So got some good rest, got up. I needed some music to get it rolling. And one of my favorite songs of all time is Marvin Gaye's What's Going On, which was dropped back in the greatest year ever, 1971, and focused on the Joel Cheesman (01:26.824) huh. Joel Cheesman (01:36.513) Mm-hmm. Chad (01:51.372) the fact that the world is on fucking fire. Vietnam was raging. Cops are cracking skulls. People are broke. The planet's gasping for air. And instead of screaming, which Marvin Gaye could have done, that's not what Marvin does. Marvin used his style. It's about as smooth as Blanton's on a big rock. Long story short, Martin is telling everyone, open your damn eyes, lead with some empathy, and maybe quit being Joel Cheesman (02:02.24) Mm-hmm. Chad (02:20.59) terrible fucking humans. And I felt it apropos for my first morning back and maybe every morning until I get back on the beach again. We'll see. Joel Cheesman (02:30.825) Yeah, for, for the listeners, little inside baseball, about the show, typically Chad and I share topics and news items on our, on our feed. And then around Wednesday, we pow wow and say, okay, what do we want to talk about? And my message to him was, and I knew, I knew he had traveled yesterday or like he was probably in a mood. And I said, you know what, man, I got nothing like really easy to, to, have to add to the lineup. said, it's basically. shitty times in a shit hole led by shit shit heads. And I was like, that's basically the theme for the week. So we'll, this will either be the worst show that we've ever done or maybe it'll, it'll be the best, but man, it is a, it is wild times. I, yeah, yeah. Have a drink everybody. so the jet, the generals thing, let's get to this. The, the, the generals were called in from around the globe. Chad (03:00.088) Yeah. Chad (03:10.936) depending on your mindset. Okay, here we go. Chad (03:22.072) huh. Joel Cheesman (03:23.541) Basically a dog and pony show. I was, I was kind of hopeful that it was the alien invasion was coming and they had to get all the generals ready. Like, yeah, like I, I thought that I thought three at three. I Atlas was real. It was coming to kill us all and the generals needed to prepare for it, but no, it was a big dog and pony show. So you as a military vet, I really want to hear your take on this, the optics of it. if you were a general, what would be your mentality of what went down? Chad (03:32.822) All in one place so that they could all get killed. I mean, what the fuck? Joel Cheesman (03:53.601) What do you think? Chad (03:55.342) Well, first off, what a mess. You've got Captain Bone Spurs with Captain Bone Head, both incredibly unqualified for the positions they hold, talking to some of the most qualified people in the fucking world about their craft, right? Generals have been in those positions for 40 years, right? 30, 40 years, right? So that, and don't get me wrong, I I was an infantry drill sergeant in the US Army. Joel Cheesman (04:00.971) Ha ha ha ha. Joel Cheesman (04:11.04) Mm-hmm. Chad (04:25.278) I hate seeing soldiers, sailors, airmen, coasties, ones that aren't ready or in mission capable, right? I hate that. So maybe they're fat and they can't make, you know, basic physical standards, but listening to a Big Mac eating slob whose fat ass broke the UN escalator. mean, now that's pure hypocrisy there, man. And if I was a general and what I think they mostly did was you just sit there stoic, you take it all in. And you get the fuck out and then you go do business. And that was the thing for me is like, it's, it's, it's like, you're, you're 12 year old coming to you or let's say, let's say Jeremy, your eight year old coming to you, talking to you about finance, right? You might not be well, and let's say for instance, talking to your accountant about finance, that's even better. Right. Let me tell you how this money thing works. Financial advisor, right? It just, doesn't make. Joel Cheesman (04:56.065) Mm-hmm. Joel Cheesman (05:04.509) Mm-hmm. Okay, eight, yep. Joel Cheesman (05:15.583) Yep. Uh-huh. Chad (05:23.934) Any sense and anybody who's ever been in the military to see a guy like pete heads head seth, you know actually Be elevated to the position that he's at. It it hurts It really does we're used to seeing Men and or women in those types of positions who literally have spent their whole fucking life Joel Cheesman (05:36.001) Mm-hmm. Chad (05:50.228) CIA, FBI, Department of the Army, know, DOD, whatever it is. And this fucker, mean, none of that. I mean, just none of it. Joel Cheesman (05:55.328) Mm-hmm. What are your thoughts on the name change from Department of Defense to Department of War? Chad (06:04.558) I mean, it's basically everything that Trump does. changes like the Gulf of America. What did that actually do for anybody or anything? Nothing. Neither does this, right? And to be able to start this whole idea of a war stance versus defense stance. I mean, we were and we should still be a country of diplomacy. That's out the window. So it does make sense, but we're not. who the? The problem is Joel Cheesman (06:07.573) Mm-hmm. Joel Cheesman (06:21.91) Mm-hmm. Chad (06:34.7) He was talking about waging war against citizens, American citizens. That was the problem. The Department of War Against American Citizens training in the urban settings of Chicago, LA, New York. That is for anybody. Anybody is unsettling. And what we're seeing is many of the things that Trump has actually put into place. And look at all these Arkansas soybean farmers. Joel Cheesman (06:41.259) training ground, right? Yep. Chad (07:03.096) who are like, what in the fuck? How are you giving $20 billion to Argentina, who is one of our biggest competitors in soybeans? And China's not buying shit from us. wait a minute, you're gonna pay us with tariffs? Wait a minute, that's Bassack words. What the fuck is going on, you know? Joel Cheesman (07:16.905) Yeah, the beef farmers, it's all Australia now. All the beef that China's buying is Australia. yeah, mean, is a whole topic, but time is of the essence. My thing was I wasn't in the military. appreciate and respect and know a lot of the history. Military to me is based on strategy and then tactics. Like what are we going to do and how are we going to do it? And I got none of that. Chad (07:21.219) Yeah. Chad (07:28.898) Well, yes. Chad (07:45.166) Mm. Joel Cheesman (07:46.539) from all the high anything that I watched from that it was, it was sort of Hegseth giving a wannabe history lesson on like Roman war tactics or strategies. And then Trump was just, I think, expecting to get laughs and applause and it was just stoicism. and he was totally thrown off his game, but I agree with you that the, talk of enemies abroad and within, was, was certainly something I've never heard before in my 54 years. that was certainly. Chad (08:03.287) Mm-hmm. Chad (08:12.364) Yeah. Yeah. Joel Cheesman (08:15.059) scary and I can't imagine the inner turmoil a soldier would have on, well, like the New Orleans, right? Our talk with the general, know, like put your guns down. These are Americans. You know, this isn't what you're here to do. If in the similar situation is that, are, you know, are, is the temperature going to come down and will better heads prevail, better angels prevail if that ever, ever does happen? I don't know. Chad (08:22.872) Yeah. General honorary. Yes. Mm-hmm. Chad (08:41.934) Again, what's going on? Go listen to a little Marvin Gaye. is a... Yes. Good God. Joel Cheesman (08:43.137) A little Marvin Gaye with your ADP report for till it's talking about shit shows. So ADP, I'm sure you saw, dropped 32,000 jobs. So we're in the negative. and then they actually revised, August, I think, which was an, was a positive and now. 3000 down. We have the government shut down. So we're not going to get BLS data, when we normally do. Chad (08:54.606) Yeah. Chad (09:06.968) I don't think we would have anyway. Joel Cheesman (09:08.149) I'm not sure we can trust it anymore. Anyway, that's been politicized to hell. any thoughts on the state of jobs and, just where we're going with the data and what can we trust? Chad (09:10.626) Yeah. Chad (09:17.902) I mean, get ready for more, you know, firings, layoffs, whatever you want to call them from the government. mean, this shutdown is literally, they've already fired hundreds of thousands of workers, government workers, right? So this is just all the part of the plan for them. And, you know, they're going to get something one way or the other. It's going to hurt everybody but them. And they don't care. So, I mean, whether it's BLS, I mean, we... Joel Cheesman (09:25.707) Yeah. Joel Cheesman (09:32.107) Mm-hmm. Chad (09:47.394) We don't have the basic personnel to run the BLS, even if we could, right? And there are other, there are many other departments that just can't function. So yeah, I mean, it's going back to kind of Grover Norquist's, know, fucking hobbit ass where he talked about having a government, you know, so small you could drown it in a bathtub. That's where they're going. And if that happens, Joel Cheesman (09:55.135) and they like it that way. Chad (10:17.542) have no fucking clue, you know, who takes care of the citizens. And that's what the government is supposed to be there for. The ones who do need help. And there are people that are out there and I'm sure everybody out there listening knows some of those people. Joel Cheesman (10:35.073) So do, one thing did catch my attention with the ADP data. So healthcare continues to keep us afloat in a lot of ways. Thank God for the sick boomers as much as we hate them. They're keeping things afloat and they're, and they're spending money. But the spending money part was a little bit scary because we lost jobs in the leisure and hospitality realm. And we need those rich old people to keep going to restaurants and Chad (10:43.15) Yeah. Sick and dying. Yeah. It's too bad. Chad (10:59.404) Mm-hmm. Joel Cheesman (11:04.513) cruises and doing all that stuff. if that, if that was. Chad (11:06.99) think they were all in Greece while I was there. Jesus Christ. Wow, I've never seen so many old fucking Americans in my life. Going through what you don't want to do kids. Joel and I are both 54. If you want to go to the Acropolis, go while you are still mobile. Okay. And I'm not I'm not being mean to the people that were 607080 who were had canes and whatnot. But that is there's a lot of walking that's going to happen in Greece, especially in Athens, right? So go ahead. Joel Cheesman (11:24.783) huh. Chad (11:36.618) save up now and try to get it done. Because Jesus Christ, it looked like a fucking old folks home while I was there. And they're all Americans. Joel Cheesman (11:38.113) Mm-hmm. Joel Cheesman (11:43.521) Yeah. Can you take a walker to the Acropolis? that, Chad (11:48.362) yeah, you can. If you pay, mean, Greeks going to take your money. Smart for smart for them. You Joel Cheesman (11:58.497) Let's save us from shout outs. Chad (11:58.574) Yes. And I'm going to bring it up. I'm going to bring the temperature up a little bit. We're to go ahead and shout out to the European rider cup team. rider cup team actually won 13 to 15 over the Americans. Now the U S did make a very violent comeback. Uh, wasn't enough, but it was, it was, it was great to watch from a golf standpoint, not so much from a, you know, Americans being asshole standpoint, but here's the thing. And this is just my opinion. If you are Joel Cheesman (12:13.409) Mm-hmm. Chad (12:27.424) If you are an athlete and you're getting paid millions of dollars and people are mouthing off to you calling choker or whatever they're calling, right? I mean, come on, you get paid a lot of money to be an entertainer, to be a sports person, right? Now I draw the line when, you know, your wife gets hit, you know, with, with, with beer or something like that, or you get beer, anything physically happens. There's a line there, but you should be able to go ahead. Chalk it up to there's always going to be assholes there. Joel Cheesman (12:35.073) Mm-hmm. Chad (12:56.524) and just play the game, right? So, yeah, unfortunately, know, Rory McElroy's wife actually had a beer thrown at her. And it's not cool, dude. It's not cool. Not to mention you get the US had a great comeback coming on. And I mean, that was the day before, but wow, you know, you just, we just want to have good sports. Yes, trash talking is going to happen. That's cool. But let's try to keep the physicality on the actual field. Joel Cheesman (13:06.069) Yeah, that wasn't cool. Not cool. Not cool. Joel Cheesman (13:20.363) Mm-hmm. Chad (13:24.482) the course, the pitch, that kind of thing. Joel Cheesman (13:26.505) Yeah. I mean, this is Trump's America and it's spilling out into the world, right? mean, Trump, Trump comes out, he rolls his bubble butt ass, onto the green. which was hilarious. mean, so it's no shock to me that the whole mood of the thing went Trump like heckling. So anyway, and by the way, it's, it's got like, we've been to the waste management golf tour, golf, like that's nuts. And that's that. Chad (13:33.582) Ridiculous man, yeah. Chad (13:52.247) dude. my god. Yeah. Joel Cheesman (13:54.933) That is a welcome insanity that the whole event loves. I don't know if this event should spiral into that, if that's a good thing. Chad (14:05.358) I mean, the Ryder Cup's always been rowdy. It's always been rowdy. But when you go to the waste management, and I think it's like 16 or 17, where it's the par three and there's an arena built around the par three and there's 20,000 fucking people. And when there's a hole in one beer gets thrown. When you don't hit it on the when you don't hit it on the green, you get massive amounts of booze. mean, it's just that's what it's geared for. It's incredibly cool. It's fun. And that's what you kind of know. That's what's going to happen. Joel Cheesman (14:08.118) Yep. Joel Cheesman (14:12.907) Mm-hmm. Joel Cheesman (14:21.205) Yeah. Joel Cheesman (14:26.528) Mm-hmm. Chad (14:34.53) And with Ryder Cup, kind of know that there's going to be a lot of mouth and bullshit and trash talking, but just not the physical stuff. Joel Cheesman (14:40.107) Just, yeah, yeah, gotcha, gotcha. Well, I'll get to my shout out here. I mentioned the 10%, the richest people in America are doing 50 % of the consuming. We know that about seven companies are basically holding up the entire stock market. That scares me a little bit. That reeks of like the vending machine that you rock back and forth and eventually like it falls over. Chad (14:58.467) No, It should. It should. Joel Cheesman (15:07.713) And, uh, and the Cola and the soda, sodas washes out. So I paid real, uh, real close attention this week to car max, uh, earnings report. So talk about, talk about a shit show. Uh, you know, if you want to look at sort of what the real economy is doing, look at things like used cars, right? This is what kind of dictates. So the stock plunge 20 % in a single day. Uh, it's it's year to date is down 45%. Sales are deteriorating. Chad (15:08.014) huh. Joel Cheesman (15:37.089) pricing power is collapsing and foot traffic is, is drying up. And this is by the way, in light of people afraid of tariffs and getting ahead of the tariffs to like, I'm to get my car now just in case something is, is, is off. So I think used cars are leading indicator for, three prime primary reasons. when. Well, buyers and used cars rely on credit when sales. When sales drop, borrowing is apparently harder and more expensive for people. That's obvious. discretionary demand. So people can delay or downsize purchases when money's tight, right? When they don't know if they're going to have a job, if they don't know if, you know, the money's going to be there, they just hold off on buying something like a car. It's not a necessity. They can put it off for awhile. And then also what scares me is that, that many of the collateral and loans on used cars are tied to sub-pribe. Chad (16:05.614) Mm-hmm. Chad (16:21.038) Mm-hmm. Joel Cheesman (16:32.658) loans and securitized debt. So is another domino to fall in the finance component to all this, right? If people aren't buying cars, they can't afford cars or they not afford in the payments. If they can't afford the payments, the banks start feeling it. And when the banks start feeling it, like dominoes start to fall. So I know that the market is up. know we're feeling, you know, maybe kind of good about things, but to me, this is a house of cards that is really, really scary. And, and tariffs are just going to start. Chad (16:35.246) Mm-hmm. Joel Cheesman (17:02.283) kicking in. talked about farmers. talked about the year of efficiency is leaking down into Exxon and Starbucks. All these next level companies, layoffs are happening, small businesses next. It's pretty scary. Sorry to damper the mood after your fun golf shout out, but it concerns me. Chad (17:10.946) dollars down. Chad (17:16.974) Hmm. Chad (17:26.702) We can always bring it up with some free stuff. Joel Cheesman (17:31.201) There you go. do love free stuff. Chad (17:32.206) We got to bring the temperature up with sit or down. Sorry. With some free stuff. So, what do we have? Everybody knows we got chicken cock. If you want two bottles, that's right, you have one bottle of cock in each hand. That is, every month, kids, we give this away. Two bottles, chicken cock, gonna arrive at your front door. This is coming from our friends over at Van Hack, who, they're kicking ass and taking names right now. With all this shit happening in the US. Joel Cheesman (18:05.899) Thank you, thank you H1B. Thank you H1B. Chad (18:08.526) Yes. mean, if you need some help on the tech side and you're looking for operations or something like that, or you have them in Canada, holy shit. That's who you should be calling fan hack. Not to mention maybe get a couple of bottles of cock while you're at it. Then we've got t-shirts, the ched and cheese sexy smooth t-shirts from those kids over at Aaron app. You know, you know, Aaron app, the little slothy guys. And we've got some craft beer. The red. We have the right shoes. Yeah. That's right. Joel Cheesman (18:24.609) Hmm? Joel Cheesman (18:33.313) And the red shoes. Don't forget the red shoes, Chad. By the way, did you have lot of shipments, a lot of packages to open when you got home? Chad (18:38.15) Chad (18:41.826) I did. Yes, I did. Yeah. It's nice to come home after about, you know, four or five months and then Joe, yeah, it's like Christmas every time. But what really is Christmas if craft beer shows up on your doorstep. That's right. Craft beer from those tech geeks or data geeks rather at Aspen Tech Labs. And I mean, what we should be doing is talking to those guys about what the hell is going on with the jobs report because they have Joel Cheesman (18:48.725) like Christmas. Joel Cheesman (18:55.521) you Joel Cheesman (19:08.853) Yeah. Chad (19:10.25) all of the fucking jobs data. Joel Cheesman (19:11.729) Who needs the BLS? Let's get Tim Dineen on the phone and see what's going on with Aspen Tech Labs these days. Chad (19:15.566) And if you want any of those things, again, free stuff, you go to Chad cheese.com slash free Chad cheese.com slash free register. And guess what? Next thing you know. Joel Cheesman (19:29.395) Yeah, go to the web and then go on the road, Chad. here we go, Chad. Let's go. Chad (19:34.51) Louisville, that's where we're going. And anybody out there who, who says Louisville, we know you're not from around these parts. remember when growing up, growing up in, uh, in, in, North central Ohio, we always said the Louisville slugger, right? Everything was Louisville. Then I came down here to, you know, South central Indiana. And I said Louisville once and everything else was fine. word. Yeah, it's Louisville. Okay. So we're going to be in Louisville with Havas people. Joel Cheesman (19:42.017) Lewisville. Joel Cheesman (19:50.846) Mm-hmm. Yep. Joel Cheesman (20:04.075) Mm-hmm. Chad (20:04.11) I don't know if you know those guys or not, but they are coming to America, Navas people. So if you're in Louisville and you're an HR and or tech practitioner, if you're just in the space at all, registered to meet up and come on over to Chicken Cox, new Speak Easy. They literally just opened this place up kids. Got these cool craft cocktails. We're going to be there for a few hours. Some, industry discussions, drinking. Joel Cheesman (20:13.473) Mm-hmm. Joel Cheesman (20:23.617) Mm-hmm. Chad (20:31.34) all the fun stuff that Chad and Cheese and Chicken Cock and go figure our friends over at Havas people love to do. DM Joel for a registration link. Joel Cheesman (20:43.209) Only if you love chicken cock, though. Chad (20:47.15) That's a call. And not to mention, Stephen's going to be there. Then we roll down to Nashville for RecFest where our favorite Scotsman, again, Stephen McGrath is going to be on stage with us. We're going to be emceeing the Disrupt stage on October 15th. Tons of amazing content. We have practitioners on stage. We have showcase practitioners on stage for three different interviews that Joel and I are both doing. Joel Cheesman (20:50.081) Mm-hmm. Chad (21:14.668) And those are coming from our friends over at Jovio, Dalia and Covey. They got some of their customers. We got to be able to not just talk about what they're doing, but also talk about what they're doing overall in tech. So come to the disrupt stage, bring your notebooks. And then in November, we're having the Chad and Cheese Road Show. We're heading to all three RL100 events in San Francisco, San Diego and Dallas. So if... Joel Cheesman (21:25.429) Mm-hmm. Chad (21:42.646) You are a TA practitioner and we're talking about high level leader, TA leader, recruiting leader. Go to what's that one again? it's yeah, it's resourcingleaders.co. You can go to ChadCheese.com. It's going to be on the header. Just click register and then can check out all the different locations that we're going to be at. But again, San Francisco, San Diego, Dallas, ChadCheese.com, Roadshow with RL100. Joel Cheesman (21:45.633) Mm-hmm. Joel Cheesman (22:08.033) Yeah. And don't forget Chad, that you and I are going to be tea bagging. mean, not tea bagging, uh, tag teaming, uh, Jeff Taylor, founder of Monster and now a boom band. Yeah. You'll be at a rec fest. I will be at ERE solo flying solo at the Wells vagina in San Diego, ere.net. Get your tickets. Now I'll be on stage with the man, Jeff Taylor, finding out about this new company, a little history lesson. We're going to dig into stuff. Chad (22:12.746) You Chad (22:17.634) Separate events, yeah. Chad (22:31.586) The man. The boom man. Joel Cheesman (22:35.637) I'm going to see how much, how, how much you beat him up to see how nice I can be or how, I have to, how, I have to treat him on stage, but it's hard to be mean to people in San Diego. It's such a light sunny, nice place. so yeah, I'm hoping, I'm hoping you do a lot of the heavy hitting and then I can just kind of, kind of hang out on with a Mai Tai on stage with, with Jeff Taylor who's not playing fantasy football by the way. Chad (22:46.486) It really is, Chad (22:52.622) That's usually my job. Chad (23:00.353) shit. Joel Cheesman (23:04.181) That's right. Kids, fantasy football powered by our friends at factory fix. We're in week four headed into here's your leaderboard. As we head into another week of fantasy football. Number one, Mackenzie Maglen is still on top Courtney Napo. Your boy right here at number three at number three with a three and one record, followed by David Stiefel, Jason Putnam, Megan Rattigan. Chad (23:09.774) Love this. Chad (23:19.48) killing it. Joel Cheesman (23:29.713) Steven, the Scottish hammer, McGrath is still kicking ass and taking names. I got to say I'm very impressed, but I shouldn't be because Scottish Scottish, no football. That's right. He is our favorite Scott followed by William Carrington, Jada Weiler, Chad number, Chad number 10, Jen, ginger Dodds and Jeremy Roger. Somebody wake him up. He's asleep in the chicken chicken coop. think, anyway, that is Chad (23:32.13) Holy shit! He's killing it! That kid. That kid. That's why he's our favorite Scott. That's why. Chad (23:49.336) Dude, I'm sucking. I am suck- Joel Cheesman (23:58.005) That's another week of fantasy football with Chad and cheese powered by our friends at factory fix, which now leads us into your favorite Chad. That would be. Topics. Chad (24:10.508) Yeah, that's I'm talking about. I love this. Joel Cheesman (24:14.919) All right. In the news this week, juice box, an AI powered search engine for recruiters raised $36 million in total funding, including a $30 million series a round led by Sequoia, the platform which uses natural language processing to analyze professional profiles and identify qualified candidates has quickly gained traction with over 2,500 customers and $10 million in annual recurring revenue. The company says its ability to infer information about candidates. And automate the candidate search process sets it apart from the competitors. Chad, I want to hear your hot take on the juice box. Chad (24:53.208) First off, anybody named Juice Box, you just gotta love it. You say, end company Juice Box. Like, I love a good Juice Box. The only way it could be better if the company's name was Capri Sun, know? Pouch of juice. Joel Cheesman (24:56.67) you Chad (25:13.186) So everything that they're doing is obviously going off like a fucking rocket for God's sakes. $10 million is fast, is pretty amazing. Being able to capture Sequoia's attention, getting $30 million. I I love what they're doing. It is an incredibly noisy market. The big question here is, will they go off on their own, build their own platform, their agent platform, right? Joel Cheesman (25:20.374) Mm-hmm. Chad (25:40.91) compete with the sales forces, compete with the work days, compete with all these bigger companies that are going to be building these agent-based platforms, or will they sell? And that's the big question because, you know, my advice for a company like Juicebox would to be more firmly positioning themselves as a perplexity in the talent space, which they're slowly starting to do. mean, they've done it on the the cert side, kind of like the AI cert side fairly, fairly well. Joel Cheesman (25:50.229) Yep. Joel Cheesman (26:08.896) Yep. Chad (26:10.488) But I think where they could do better, and I think they're starting to evolve, is on the agent side. And then easily embedding those agents into core platform and getting injected straight into those bigger portfolios, which they've got to be doing. I don't know what their go-to-market is, but they have to have some major core platform partnerships because there's no way you're going to get $10 million that fast, right? Unless you have some really good partnerships put in place. Joel Cheesman (26:27.617) Mm-hmm. Chad (26:38.478) But anyway, in a very noisy market, go to market is key and it's major. The big question is, they going to, are they looking toward platform? Which I doubt with all that Sequoia money, I could be wrong. But I doubt an IPO is just aren't fashionable these days, to be quite frank, staying public is much more fashionable. But I love what they're doing. Agents are big and they will continue to be big. Why? Joel Cheesman (26:42.336) Mm-hmm. Joel Cheesman (27:02.997) Mm-hmm. Chad (27:03.618) because when you start injecting, we'll talk a little bit more about this on the Google side of the house in the next one. But this to me is incredibly smart. The big question is, will they evolve fast enough to get some platform status, right? Or will they go ahead and focus on that &A side? I would go more toward the latter and focus on less head count, more revenues. Joel Cheesman (27:10.709) Mm-hmm. Joel Cheesman (27:27.553) Mm-hmm. Chad (27:31.47) Pumping that up for M &A, getting acquired in the next 12, 18 months. Probably won't even take that long with this kind of revenue. Joel Cheesman (27:38.079) Yeah, you said injection. Chad (27:40.866) Hahaha! Joel Cheesman (27:42.017) All right, I hate to pull this out so early in the show, but. Chad (27:46.144) Joel Cheesman (27:50.345) All right. So these two founders, one of them was 19, I think when they launched this company. Okay. Which, which basically means they were barely in diapers when in Tello, and the whole sourcing phenomenon first happened. So maybe they don't remember, how that worked out. So you had sourcing, became commoditized. We've talked about it, in. To death on the show. so you had commoditization. Everybody had the same. Chad (27:55.033) yeah? Like, fuck man. Joel Cheesman (28:19.701) bits of data, LinkedIn sued everybody else into submission. and everybody pivoted or went out of business. And that's, that's where we are today. So these guys are basically a lot of the same thing. I mean, when I was reading, I was like, Holy shit. This is like reading the Intello press release in 2012 about when they launched is like, we got secret sauce. We know when people are going to leave a job, we got signals and shit like, okay, good. So the thing that sets them apart and you've talked about it is the agents. Okay. Chad (28:36.654) That's harsh. That's harsh. Joel Cheesman (28:49.601) Maybe their agents are better than Chad GPT's agents. Maybe they're better than Jim and I's agents. Maybe they're better than all the other agents that are going to be coming down the pike. Call me grumpy old man and that's fine. But I think that we're going to see a lot of these agent companies and they're all going to get commoditized or they're going to get squashed by who knows who they're going to be. They're not going to have the ammunition to take on big tech. Chad (29:10.733) Mm. Joel Cheesman (29:18.293) these guys need to sprint and like a two to four year time horizon, windows still open, build the shit up and sell it and get the fuck out and then, and then go to what other, what other 20 year olds do, instead of build companies. But look, can they do that? Yes. Do I, do I think like series C and shit? I don't see that. I see build this sprint and like get the hell out. So if that's your, if that's your litmus test for success, great. Chad (29:29.24) Faster, faster. Yeah. Joel Cheesman (29:47.285) But to me, this smelled way too much like history. And you know how I feel about history. Chad (29:53.998) Yeah, I think they really in the agent side of the house is it doesn't look as mature as the rest of it. If they really focus on productizing those agents and making it easier because it seems kind of flaky right now with their agents coming by one or two agents. What the fuck did those agents do? Well, whatever you want. Well, that's that's not you're giving too many fucking options, right? Whatever you want is not what I want. What I want is better X, Y or Z. Right. So being able to build those Joel Cheesman (30:00.096) Mm-hmm. Joel Cheesman (30:12.673) Mm-hmm. Joel Cheesman (30:20.587) Yeah. Chad (30:23.73) agents for specific solutions for problems or solutions of those problems. That's when you start to really kill it. And then you embed those into an applicant tracking system and HCM CRM those types of things. And then just fucking rocks. then and then all that shit happens. And nobody even fucking knows. It just because it's happening behind the fucking scenes. It's tech. Joel Cheesman (30:38.785) Yeah. Yeah. Joel Cheesman (30:48.395) Yeah, to their credit, it looks like they're doing the integration game, but I just, this seems to happen in Silicon Valley every 10 to 15 years. Like someone reinvents the wheel, some investor gets a boner and then all the startups in the area go, this company's hot. We got to use all this shit. We've got to use this service and they all sign up. And then guess what? 80 % of them go out of business. So then juice box loses 80 % of their customers because they're all out of business because they're Silicon Valley startups. And then it's like, shit. So I just don't see this ending that well for these guys. but you know, I could be wrong. I'm just not falling for the banana in the tailpipe. Chad (31:24.558) I mean, if you're gonna hop on a boner, might as well be Sequoia's. Joel Cheesman (31:34.697) I got nothing on that one. You're right about that. You're not teasing on the Sequoia one. All right. Now who's not teasing us, Chad is Google. Gemini and Chrome for Mac and Windows is now free for all users with new features like a floating chat, multi-tab information comparison, and deeper integration with Google services. Upcoming agentic capabilities will allow Gemini to perform tasks on your behalf, such as booking appointments or ordering groceries. And I'll insert searching for a job on my own. Chrome is also enhancing security. Chad (32:11.433) huh. Joel Cheesman (32:13.215) with AI powered features like safe browsing, enhanced protection, and a password agent. Chad, you're the Google guy on the podcast. Give us a hot take. Chad (32:23.224) So remember, if it's free, you are the product. Yeah, you're the product kids. Yeah. Joel Cheesman (32:26.155) You're a customer. Chad (32:34.828) Also remember that if Google was forced to divest Chrome, which they almost were, that didn't happen, that perplexity wanted it and they also had a bid in for it. instead perplexity will have to push forward with their AI infused Comet browser. So a few weeks ago we talked about Comet and it was, and still is my position that this will be the way Google can start to really monopolize the use of AI. Joel Cheesman (32:41.275) Mm-hmm. Mm-hmm. Chad (33:04.717) And here's what I mean by that. So I have two immediate ways that AI companies like Google will force AI into our lives and we will gladly accept it. Number one, through the browser. Okay. People have a behavior of using their browser on their laptop, phone, any device. That browser is used in many cases to take them to Claude, chat, GBT, perplexity, or whatever LLM they use, right? Not to mention to look for recipes in porn. Joel Cheesman (33:28.543) Mm-hmm. Chad (33:33.984) So behavior is the key here and they all know it. So now that Google doesn't have to divest Chrome, you'll probably hear less about Gemini and more about the AI Chrome browser. Why? Because many of us have been using Chrome since 2008. It's embedded in our behavior, our lifestyle, our devices. And that's what many companies with tech, really great tech, fail to understand. they can't find a way to change users behaviors. It's very hard to change user behavior. The answer is to embed the tech into your daily routines. That's why Google is going to do this with Chrome. And this is going to be something big. Number two, agents. We just talked about it. We've also talked about how Amazon can infuse AI agents into their cloud to focus on customer software maintenance. Upgrades in receiving software development staff or just relieving software development staff of the boring shit that's one example of many doing this on the development side of the house and Deploying them now in our space This week I posted about hack a jobs new agents that will provide better inbound experience for for candidates easier more targeted sourcing and screening plus my favorite an agent that takes the newly opened rack Joel Cheesman (34:36.768) Mm-hmm. Chad (34:58.754) finds qualified candidates that you've already paid for in your applicant tracking system database and engages them, right? So this is going to be something that's literally injected into your process methodology. And you're going to be able to save a shit ton of cash, not just on headcount, not just on making sure that your recruiters stay around longer, your turnover is not as bad, but also to be able to save money on not spending a shit ton of cash on Indeed and getting a bunch of candidates that just Joel Cheesman (35:05.569) Mm-hmm. Joel Cheesman (35:14.774) Mm-hmm. Chad (35:28.258) to be quite frank, shit. But let me be clear, those are only two areas. And I think there are gonna be many other areas where AI is gonna be force fed into our life. And we're gonna take it. We're gonna take it because it's gonna make our life so much easier. Joel Cheesman (35:45.931) We're going to take it. And by the way, kids, if you're surfing porn, make sure you're in incognito mode, incognito mode. You don't want that future. You don't want that history showing up for anybody. Yeah. Yeah. Listen to your uncle Chad. Listen to your uncle's Chad and Chad and cheese on that one. so I was, I was at a luncheon, with our friends acquire ROI, yesterday here in Indy. Yeah. I can't turn down a good steak, you know? so there were. Chad (35:47.288) We're gonna take it. Chad (35:52.174) With a VPN, double VPN. Use protections kids, use protection. Chad (36:07.676) yeah, it was yesterday. Yeah. No, of course not. Joel Cheesman (36:13.953) TA people there, recruiters that are employers, and we had some conversations. so obviously AI was, part of the topic set. And I just kind of asked, said, what, what kind of AI tools you guys use? And then it was like Microsoft co-pilot. was chat GPT. It was Claude for development, et cetera. And, and my next question was, what kind of HR tech tools are you using? Now, some of these are small businesses, but it, what that it was like crickets on what HR tech you're using. So. I do believe that it's going to be really hard behavior. Like you mentioned, if, if people, if like recruiters are playing around with chat GPT, when it came out, like let's plug in this job and like clean it up or make it more fun or get up, you know, grammatically make it better, et cetera. So they're doing it on their own time and dime. I don't know if that's going to change. And when I see Chrome has Jim and I built in, it's like, shit. Chad (37:03.363) Mm. Joel Cheesman (37:11.169) I mean, it doesn't take a genius to go, well, at some point, if I can make travel arrangements on Chrome, if I'm a job seeker, why can't I just go to indeed and tell the agent, all right, go search, you know, go do a job search and apply to jobs that fit me. Right. And maybe there's a resume you plug in. Now I do think the, it'll be interesting to see if the marketplace for Chrome extensions plays into this and you can like, uh, give preferential treatment to a certain app. Chad (37:26.606) Mm-hmm. Joel Cheesman (37:38.463) That is an HR tech component to then go and do things. But I do think that people are going to use agents in Chrome to go to LinkedIn and like, search, search resumes for this job. And here's the, here's copy and paste the job. Find me candidates that fit this. And then now outreach to them. Like that's gonna happen. And it's, think it's got to scare the vendors to death to think that people will just opt for Google Claude. Chad (37:54.862) Mm. Joel Cheesman (38:05.493) perplexity, cetera, to do all these recruiting tasks instead of, of HR tech time will tell, but there's so much money in these big tech companies. There's so much resource and resources and brand recognition and trust. Like it's going to be really hard for them to, battle that. I, I know we've said like, look, job boards are going to get killed by Google for jobs. So maybe I'm way off base and they just don't give a shit, but I just, I think agents are going to do whatever. Chad (38:15.118) Mm. Joel Cheesman (38:33.097) You can do on a browser and do it for you. And that includes searching for jobs or searching for candidates. And I think that's kind of where it's going now. LinkedIn and indeed are trying to be a layer of agentic that you just go straight to them instead of use a big tech component to it. And I think they'll be in a pretty good position, but for this, the smaller guys, man, I don't know. I think it's a really tough ask for them to compete on that level. Now I do think also, we talk about job scams a lot. So I do hope that. Chad (39:00.621) Yeah. Joel Cheesman (39:02.859) there's a layer of security and the release talked about that as well. Like I hope there's some security around like, Hey, this is an AI generated a interviewer or this is like beware. This is not something that you should trust. Like that would be really nice to see from a job seekers perspective because job seekers are getting fucked and they're going to get fucked a lot more thanks to AI. But hopefully the whack a mole of AI can keep up with all the scams that are out there. Fingers crossed. Chad (39:30.978) We take a look at the, talked about the MIT survey a few weeks ago and really the basis behind that was that they were trying to literally just force chat GPT and co-pilot and they really didn't know what the fuck they were doing. And again, you go through a CTO who thinks they're God, they have no clue on how to build these things. Difference being, and this is where the superpower is for vendors in our space. If they can get their agents baked in. Joel Cheesman (39:49.217) Mm-hmm. Chad (40:00.216) to a workday, Oracle, SAP, then go to the little guys, Jazz HR, those types of things, right? The bamboo HR, those types of things. That to me is where the key comes in. And I think that's where these companies, and just talking like Juicebox, love saying that, Juicebox, that's where they can win. If they can get into those marketplaces and they can be baked in to those different types of platforms, that's where they win because they're gonna get acquired. Joel Cheesman (40:05.441) Mm-hmm. Chad (40:29.794) they don't get acquired, they're going to make a shit ton of cash before that, right? Which is, which is beautiful. So I really don't think that. And again, going back to your idea around Google for jobs, also Facebook for jobs and everybody had a four jobs, right? They couldn't pull it off a couple of different reasons. Number one, it wasn't worth the money to put the research and development in for this space because there's just not that big of a tam. So it's not going to be that appetizing for them. So they're not going to do it. Joel Cheesman (40:35.137) Mm-hmm. Joel Cheesman (40:42.55) Yeah. Joel Cheesman (40:52.353) Mm-hmm. Chad (40:58.336) If they do, it's not going to be for long, which gives the vendors in this space an opportunity, really, hopefully a shot in the ass just to go get this done and get it baked in. Joel Cheesman (41:04.747) Yeah. Yeah, being integrated into the browser is gonna be big. And I gotta think Firefox and Safari and Opera, like those are small browsers, but it's still a good chunk of this. The browser is gonna be super important going into the future and whether they can make it or not, Chad (41:23.128) Yeah, agreed. Joel Cheesman (41:29.409) All right, guys, we're going to take a quick break. you like what you heard, give us a follow, would you? Give us a follow. Joel Cheesman (41:39.041) Right, Chad, let's talk a little LinkedIn, shall we? They've launched the Learning Career Hub. That just rolls off the tongue, doesn't it? Marketing must have really put their heads together on that one. Anyway, they've launched this to help users develop skills, particularly in AI and publish a guide on future-proofing careers in the age of AI. However, the platform is struggling to combat a surge in fake recruiter profiles and job scams despite implementing stricter verification. Chad (41:46.414) Who names these things? Joel Cheesman (42:04.993) users and experts express frustration over the prevalence of scams, which undermine trust in the platform and waste job seekers time. In other news, LinkedIn's co-founder Reid Hoffman says seeking work-life balance is a red flag that you're not committed to winning. Chad, LinkedIn is why we can't have nice things around here. Chad (42:26.904) Yeah. Joel Cheesman (42:29.493) What's your take on all things LinkedIn this week? Chad (42:32.238) Yeah, I think I want to thank LinkedIn first and foremost to be able to spend the resources to actually demonstrate to the rest of the world that they should LinkedIn indeed, middlemen should not be doing this. Okay, not just because of the scam side of the house, but also because of the LND side of the house. It's different if you go to Microsoft and talk them about their LND and you go to any one of their fucking competitors, it's entirely different, right? So to try to be some generic you know, half baked fucking solution is not the way to go. Period. Just not the way to go. So thank you, Indy, LinkedIn for spending all that money, resources and whatnot and showing the rest of world this is not what you should be doing. On to the work-life balance thing. I said this for years now. The real red flag is any founder and or CEO who wants you to work yourself to death for them. If a CEO wants you to work that hard, or as hard as they do, let's say they should provide equal wages, benefits, stock options, you know, all the shit that they're getting. If not, shut the fuck up and move out smartly. Anyone falling for this bullshit? I fear this is a short term, you know, make some make some really good money and fucking burn out. And I've seen many of those many people actually do that, where they just work their asses to the fucking bone. Next thing you know, They're out of the industry for a few years and then they come back because they're just fucking burnt out. If you're a leader and I can't believe Reid Hoffman is actually saying this, but if you're a leader, you should actually be saying something entirely different. I guess he doesn't care that he would burn through employees, but that just, it just doesn't make sense. I don't get it. Joel Cheesman (44:19.443) way, Reid Hoffman is like the most laid back, stress-free guy on the planet. He's so loaded and just walks around and talks shit. He makes me laugh. on the learning thing, do you remember when Apple launched their VR headset and everyone knew it was just dumb? It was a prophylactic for sexual intercourse opportunities. So like Chad (44:22.414) He is? I know. I don't get it. Chad (44:39.2) No. Joel Cheesman (44:49.355) Tim Cook wouldn't even put the thing on, you know, when it was, when they was on stage, like you just, knew it was a hedge against Facebook and Oculus. You just knew like they were in the Apple headquarters and said, you know what, if this head, if this headset thing really happens and we're behind the curve, then we're fucked. So we might as well spend some money, put some resources behind it and hedge our bets that maybe it'll happen. But if it doesn't, we can kind of walk away from it. This feels a lot like that. feels like the, LinkedIn brain trust. Chad (44:57.902) Mm-hmm. Joel Cheesman (45:18.303) was in an office and said, you know what, know, degreed fuel 50 gloat lattice, you know, this whole learning upskilling thing. That seems like a thing. Maybe we should get into it. And unlike Oculus, like upskilling is a thing and companies are doing this, but it feels like LinkedIn is forcing this. They made some lower level developers work on this. So they're hedging their bets in case, okay, we do have a product. Chad (45:31.63) Ha Joel Cheesman (45:47.913) No one will leave LinkedIn for that. They can use us. And if we're just like 50 % of the quality, we're so convenient. It's so easy to just check the box and add a little more to your account on LinkedIn. Like people will just do that instead of, you know, go to a competitor. And it just feels like a half ass product that they hope that, you know, enough people do that, that it makes it worthwhile. But I don't think it's, it's on par with some of the bigger competitors that are out there. the Reid Hoffman thing, it just feels like There's so much monkey see monkey do and Silicon Valley, like Eric's Eric Schmidt drops a bomb. Salesforce CEO, Bark Benioff drops a bomb and they all feel like we need to drop some bombs and, and, and, and he woke up that day and said, you know what? You're not into winning if you're not into being like, so fuck off. Seriously. He's the most laid. But it's like Craig Newmark and Reid Hoffman are eternally on like. Chad (46:40.078) I I don't get it. Joel Cheesman (46:45.621) barbiturates. It's incredible that he would come up and do this. So anyway, yeah, I'm sick of that whole like you're not winning, work life balance stuff is bullshit. It's just so played and I think he's just doing a monkey see monkey do on that one. Chad (47:01.592) So the Apple visor thing, it brings me back to a presidential election. Michael Dukakis, when he put that helmet on and he looked like a fucking dork, his presidential election went down. Tim Cook did not want to be Michael Dukakis. Joel Cheesman (47:08.352) Mm-hmm. Joel Cheesman (47:13.181) huh, yep. Joel Cheesman (47:20.203) Tim Cook did know I don't want my legacy to be me putting this headset on and looking like a total clown. Chad (47:29.55) looking awesome. Joel Cheesman (47:31.905) All right. Let's talk about Ford real quick. Ford CEO, Jim Farley, no relation to Chris or is there a relation? I don't know. Yeah. I thought there is cousins, right? anyway, I want to party with Jim Farley now. they may, he made a headline or he made headlines at the Ford pro accelerate event this week. Warning of a U S skilled labor shortage with millions of high paying trade jobs unfulfilled. He committed 5 million, 5 million. What a guy. Chad (47:39.31) Yeah, there is. think they're cousins. Chad (47:55.918) Mm-hmm. Joel Cheesman (48:00.993) to train 15,000 plus workers by 2026. Farley also predicted a 50 % drop in EV sales due to the expired $7,500 tax credit prompting Ford to delay EV launches and focus on affordability saying America isn't going to buy a $75,000 EV. He highlighted China's EV dominance as a threat urging better US tech and training. Chad, what are your thoughts on all things Ford this week? Chad (48:03.064) Jesus Christ. Chad (48:30.446) So let's go back to Apple in China and then also Tesla in China real quick. Why did China get so fucking good at technology so fast with cell phones, with cars, with all of that? Well, what you have to do is you have to give 50 % of your company to the government, to the Chinese government to gain access to their big market, right? Well, that's what Apple did. And they spent billions Joel Cheesman (48:34.432) Mm-hmm. Chad (49:00.512) Not this little chump chain shit that he's talking about. Billions in training 28 million. 28 million employees. Apple alone, 28 million employees. Tesla did the same thing in a much smaller fashion, right? So, what Jim Farley is doing here, go fucking figure, is looking for corporate handouts. He's looking for corporate welfare because he knows that the government will give Joel Cheesman (49:04.267) Yeah. Chad (49:30.274) the big guys money. We don't want, you know, the little guys who actually need food on the table and they need a roof over their head to actually get this. Companies like Ford should be spending money training people in their community in middle school. Yes, middle school, middle school, high school, college, community college, not to mention Bill Strickland, one of my fucking idols out of out of Pittsburgh. He used to actually have a school. Joel Cheesman (49:47.264) Mm-hmm. Chad (49:59.17) where there were out of work moms that would come and that he would teach them through Bayer. Bayer actually funded this. Bayer, the pharmaceutical companies funded them getting trained to be pharmacy techs. Companies should be paying for this shit. Not five million dollars, billions of dollars, right? That's where we're falling short. Joel Cheesman (50:07.871) Mm-hmm. Joel Cheesman (50:14.144) Yeah. Chad (50:24.12) Fucking China is out producing us in vehicles. They're the biggest EV manufacturer in the world. How did we allow that to happen? This is how it happened. This is how it happened. Guys like Jim Farley who just want to fucking piss aunt, look for fucking welfare from the government. I mean, we gotta change this shit. We've gotta actually put our profits back into the organization, not back into... Joel Cheesman (50:31.999) Mm-hmm. Chad (50:53.313) Stock buybacks. Chad (50:59.223) easily. Joel Cheesman (51:00.577) So this, is sort of the state of America right now. back to, back to the boardrooms of these companies, like they're looking at Nippon steel, buying us steel and America taking a cut and being on the board. They're looking at Intel getting a 10 % take from the government to the tune of billions of dollars. And they're saying, where's our cheddar? Where's our cheese? How can we get a little piece of that government action? And no one Like the car companies, uh, love the government money, uh, quite like they do. And I'm sure that the folks at Ford are like, we should be getting a little 10%, you know, steak from the U S uh, in Ford. And that would probably make Trump look good and make him feel good to take a little piece of the piece of an American, uh, car company. I. Five million is a joke. Five million is laughable, uh, for a company like Ford to say they're going to change the game with $5 million. Chad (51:33.134) Yeah. Yeah. Chad (51:50.861) Yes. Chad (51:54.67) couch cushions. Joel Cheesman (51:57.825) Like their 32nd Superbowl ad was $5 million. Like give me a break with the $5 million. And I don't know if that's going to be like a hat in hand thing. Like we only have $5 million to put towards this. Uncle Sam, can you help us? Can you help us put more towards the workforce? All the time, I'm guessing they're, they're, they're racing toward automation. I mean, part of China's dominance is that they have figured out manufacturing at a level that we don't. They have also figured out. government money and funding going to some of this stuff on a level that no other country can. But I think most Chad (52:30.71) Yeah, but are we going into the China model? Because that's what it feels like. And I didn't wrap that up. I didn't cycle that up. I'm sorry. But they take 50 % of a fucking company and then still Apple pays billions of dollars to do this. So not only do they give away half of the company, they spend billions of dollars. I mean, it feels like we are becoming China. Joel Cheesman (52:34.026) Yeah! Joel Cheesman (52:49.601) It's the great grift, man. The great leader gets rich, all his buddies get rich. Again, see 10 % of the money consuming 50 % of the shit. We didn't even talk about drug money, right? Let's kill Medicaid, but then give you cheap Viagra. the world is, it's crazy town. Chad (52:57.953) oligarchs. Joel Cheesman (53:17.663) But yeah, this could be a wormhole that we could go down. But I do think every major company in America is thinking, how do we get a piece of what Intel got? How do we get a piece of what like, and then you got Nvidia giving money to open AI. So it's like this shell game of let's just move the money around to buy our own shit. It's like, this may not end well, everybody. This may not end well. and it's, it's only going to get worse. fear. Chad (53:34.03) that left pocket, right pocket. Chad (53:41.196) No. No. Joel Cheesman (53:46.357) before it gets any better. Well Chad, let's, I don't know man, I don't know. Let's take a quick break. Again guys, if you like what you're hearing, us a follow and listen to the ads because there is no show without the ads. Chad (53:49.139) Will Waymo make us happy? That's the question. Joel Cheesman (54:05.985) Police near San Francisco say a self-driving Waymo vehicle made an illegal U-turn, but when pulling it over realized you can't give a citation to air. Raising questions about accountability when driverless cars break the law. With more autonomous vehicles hitting the road and more examples of things going wrong, law enforcement is figuring out what to do with all this automation. Chad, what's your take on the issue? Chad (54:33.53) Question is, where's Robocop when you need them, right? I mean, this is like perfect. This is perfect for Robocop. But seriously, there are so many. So I got a speeding ticket in Spain. OK, I didn't get a speeding ticket from a human being. That speeding ticket came to my mailbox. It was a camera caught me. Boom. Right. Got me. Now soon what's going to happen is it's going to catch me. It's going to know the license. In this case, I was in a rental, so it might not be fast, but that fast. But if it's my car. Joel Cheesman (54:37.344) I Joel Cheesman (54:50.443) Camera? Camera. Hmm. Chad (55:03.32) then it should be able to take it out of my bank account fairly quick, right? So the question is, if Spain, well Portugal can do this too by the way, if Spain, Portugal, 10 million people, that's it, in the entire fucking country, if they're doing this shit, why don't we know that this is Waymo, we nail them, that's cool, you don't have to pull them over and read them the fucking riot act, okay? You've got video evidence, you've got a picture, Joel Cheesman (55:06.934) Mmm, okay. Joel Cheesman (55:21.451) Mm-hmm. Joel Cheesman (55:27.531) Mm-hmm. Chad (55:32.738) whatever it is, speeding ticket, you've got the miles per hour, get the kilometers per hour, boom, boom, boom, you're done. So we, for some reason, I don't know why, are so fucking antiquated in this goddamn country right now. It's driving me crazy. I'm over in these little bitty countries, little small ass countries in Europe. And I'm like, my God, I feel like I'm in fucking Star Trek compared to the US. What the fuck? Joel Cheesman (55:33.526) Yep. Joel Cheesman (55:57.343) Yeah, yeah, by the way, we have some hidden footage of you driving in Spain. Chad (56:02.67) You Joel Cheesman (56:06.047) Anyway, so Waymo did get some good news in New York city. Their permit was extended from a month through the end of the year. So they did at least get some good news. I'm with you, man. Like at least in your situation, you can pick up a phone and say, you know, that wasn't me. That was Tuntz's, my cat driving the car or whatever. Right. And you can get mad and tell everyone like these cameras are bullshit and we should vote out of office. anyone like. Chad (56:14.272) okay. Joel Cheesman (56:35.317) Literally, think in Phoenix, they had these and the people were just like, we're going to vote in whoever says we're going to get rid of the cameras. Waymo and big tech can't do that. Like just like European countries are, are sticking it to a U S tech for like big bucks that they just get, go to the couch cushion and get $30 million, whatever. I fear like all these local governments, instead of pulling you over with a camera, they're going to figure out how do we give Google and Waymo. a $10 million fee for all the shit that they've been doing around our neighborhoods. And Google will just say, shit, and send a local government a $10 million check every month. I think governments are going to abuse the shit out of this. aren't going to be pissed because they're like, yeah, stick it to Google and stick it to Tesla. Let them pay for my new high school football field. anyway, this Chad (57:19.33) good because they don't pay taxes anyway. Chad (57:25.656) Yeah. Yeah. Joel Cheesman (57:31.361) This is probably not going anywhere. Nice, but automation, think I'm here for it. I'm here for the way Mo's I'm here for like cars are stupid. 20%. They're they're not investments. They are money pits and I'm here for the automation and hell if my local community can get more out of, uh, out of Elon Musk, who now is the what? $500 billion man. I mean, it's just fucking, it's shit. Shit's out of control. Uh, we're, we're out of control. Let's get to our dad joke and, uh, take Chad (57:59.842) Please, I need some funny. Joel Cheesman (58:00.779) Take some meds for God's sake. Take some meds, Jesus. All right, Chad, we're sticking with golf, our original theme of the show here. Why, why did Rory McElroy wear two pairs of pants at the Ryder Cup? Why did Rory McElroy wear two pants of two pairs of pants at the Ryder Cup? Chad (58:22.99) because he had a hole in one. Joel Cheesman (58:25.129) in case he gets a hole in one. yeah, close enough, close enough, serving you a meatball there. All right guys, cheer up, go Cleveland. We out! Chad (58:27.201) okay. Chad (58:31.854) Yes! Chad (58:35.853) We out!

Agencies, grab your helmets — Indeed just sharpened the knives. Mid-tier commissions slashed, “incentives” dangled like candy, and a slow, painful castration strategy in full swing. Uncle Chad calls it death by 10,000 paper cuts. Will agencies band together and fight back? Meanwhile, Randstad’s out here winning awards, Trump’s trying to slap a $100K entry fee on H-1Bs, IBM is firing and rehiring, and job scams are draining wallets faster than your fantasy football picks. All that plus whiskey, rum, and the usual Chad & Cheese chaos. PODCAST TRANSCRIPTION Joel Cheesman (00:36.035) Yeah, we got two turntables and a microphone. Hey kids, it's the Chad and Cheese podcast. I'm your co-host, Joel Tylenol Cheeseman. Chad (00:44.979) And this is Chad, it's pronounced Acetaminophen. So wash. JT ODonnell (00:49.23) And I'm JT, there is no September surge, O'Donnell. Emi B (00:54.351) And I am Emmy. I am finally, finally going on holiday. Bear with you guys. Chad (00:59.57) Yes! Joel Cheesman (01:00.515) And on this episode of HR's Most Dangerous Podcast, Indeed squeezes, Trump denies, and IBM boomerangs. Let's do this! Chad (01:09.082) ooh. Chad (01:13.745) Okay, okay, help me out here. The UN escalator, teleprompter, UN speech or stand up comedy or whatever you wanna call it, Tylenol creates autism, Jimmy Kimmel is back. What the actual fuck is happening over there, guys? I mean, seriously, I'm coming back in less than a week and I'm not, I'm not. Joel Cheesman (01:15.565) Then there were four. Joel Cheesman (01:26.201) huh. JT ODonnell (01:29.422) Just another week. Just another week, brother. Joel Cheesman (01:31.107) you're still in Europe. forgot. Yeah. Well, the, yeah. I want to know how the Europeans feel about the trash talk that Trump did on Europe. The UK is dead. The UK is dead. Apparently. Chad (01:38.943) What the fuck? Emi B (01:39.163) Ha! Chad (01:45.629) You mean that your countries are being ruined. You need to stop the failed experiment of open borders and your countries are all going to hell. You mean that leadership and inspirational speech? Emi B (01:51.001) mean, yeah. Joel Cheesman (01:54.881) That's a pretty good summary, Chad. don't need chat GPT. I got Chad GPT to summarize all my European news. Emi B (01:59.833) Ha ha ha! Chad (02:00.423) Hahaha JT ODonnell (02:02.366) You Emi B (02:04.719) I tell you what we're doing, we're just listening and laughing over here and going, thank God he's not here. Actually, he was here, wasn't he? He was, and we rolled out a carpet for him for some reason. But thank God he's not here permanently. Take him back. We don't need him here. JT ODonnell (02:07.266) Hmm. Hmm. Chad (02:11.027) jeez. Joel Cheesman (02:14.198) Yeah. Well, I'm glad it's sunny because we, the pressure we get over here, think is, we got, we got marches in Britain. have, meltdowns in France, what drones are in Spain now. Russia's everywhere. Like, yeah, we're, getting a different view of, of Europe. I'm glad to hear it's going, it's going all right. It's going all right. Emi B (02:33.483) Yeah, we're coping, just. Chad (02:36.639) Yes, just coping. Yes. George Washington's coming home. All for Hamilton. Hamilton watch. Yeah, coming back and we got a ton of, we got a ton, we'll talk more about it. We got a ton of stuff going on. Excited to see friends and family. I'm gonna miss obviously, you know, gonna miss Portugal, gonna miss Europe. I've grown to love this place. Joel Cheesman (02:37.175) So Chad, you're coming back, you're coming home. Chad's coming home everybody. What's the schedule? JT ODonnell (02:46.414) You Joel Cheesman (02:46.785) Yankee Doodle went to Joel Cheesman (03:03.713) Yeah, we have some hidden footage of Chad when he realized he had to leave Portugal. Yeah, that pretty much sums up what Chad was talking about. Well, jeez, with four of us here, shall we get to some shout-outs? Chad (03:11.932) You Chad (03:19.359) Let's do it. It is Stephen. Joel Cheesman (03:24.309) All right, guys, this will probably be only time I ever do this, but my shout out goes out to Tom Brady. Okay, so quick old man story for everybody, because I know that everybody loves him. Chad (03:30.793) No. JT ODonnell (03:32.12) Yeah. Joel Cheesman (03:42.295) So I took my daughter, my teenage daughter to a concert last night, a band called inhaler, a young band, young people were there. lot of Gen Xers with their kids were there, but, but my daughter looks at me, it's we're it's all general mission. So there's no seating anywhere. And she looks at me and says, my knees hurt. And I said, your knees hurt. My whole body hurts. Like I'm 54 years old. So Chad (03:54.068) Mm. Emi B (04:02.318) you JT ODonnell (04:03.968) You Joel Cheesman (04:05.867) So I was inspired to give Tom Brady a shout out. Why exactly? Well, because he has partnered with a company called ASCAPE, a massage robotics company with already a hundred locations in the, in the U S or North America, mostly at the, high end hotels that the sew washes usually stay at. so for starting at 30 bucks, this robot will miss was massage. You will heal you and get you back up to speed. Chad (04:15.647) partnered. Joel Cheesman (04:33.741) The one caveat I have is they need to come out with the Gizelle robot masseuse. And when that happens, I'm on the year end unlimited plan no matter what, but at least at this point, shout out. say more. JT ODonnell (04:38.19) Okay. Emi B (04:45.178) Is that the one with the soft, tender hands that slowly massages you? Is that what you're going for? Oh, oh, okay. Chad (04:49.447) Now it's the one with the happy ending is the one. Yes. JT ODonnell (04:51.514) Ha ha! Joel Cheesman (04:56.141) So shout out to Tommy Brady, everybody. Shout out to Tommy. JT ODonnell (04:58.542) Yeah JT ODonnell (05:04.238) Okay, well, I can't beat that. But my shout out is going to her. Her username on social is Tampa Bree. Her name is Brianna Vanasiske. 14 months ago, she got a real estate license in Florida. 14 months ago. And she is now doing stand up comedy kind of videos while she tours her home. So she shames, she makes fun of the home. She makes fun of the people that would buy the homes. These are million dollar homes. She's blown up. She was headline on the New York Times this week about how she's doing this. And I love it because it reinforces that $480 billion knowledge creator economy I keep talking about, right? The second digital Renaissance era is coming. This girl's killing it. You got to go watch her. She's hilarious. You'll love every video and she's selling homes, baby. She's selling homes. 100 % videos, brand deals and selling the homes and she's getting listings because why everybody wants their home in there. Joel Cheesman (05:48.547) So she's making more doing this than she is selling homes, right? Yeah. Chad (05:51.817) Wha- Joel Cheesman (05:57.399) Yeah. JTS, I thought of you. There's, there's a young married couple that does content and the husband went online recently and gave revealed how much they're making doing videos. they're making $50,000 a month doing these silly videos. Yeah. A month. So like half a million dollars a year just to make content, on all the platforms. So I'm shocked. It can be done. Emi B (05:57.751) Love it. Emi B (06:15.055) month. JT ODonnell (06:22.616) People do not understand. You can do faceless content. People do not understand. They're saying, it's crazy. 100%. You got a future. You're gonna teach underwater basket weaving, Joel. I can see it. You got a future, buddy. Joel Cheesman (06:28.537) the sausage. The digital sausage we talked about, Chad (06:36.487) Yeah, well, our video team actually did one. We asked them to do one Chad and Cheese baby short video. That was hilarious. But yeah, we'll see. There might be more of those kids. Who knows? Who knows? It might be Chad and Cheese baby podcast. Joel Cheesman (06:44.589) Mm-hmm. Joel Cheesman (06:55.619) Chad and Joel could be like an old grumpy couple, the odd couple. could do videos and make more than a stupid podcast. Yeah, could be. Oscar and Felix, here we go. Emi B (06:55.968) love it Chad (07:01.257) Could change every week. Yeah, could change every week. Very great. Emmy. JT ODonnell (07:03.576) I like it. Emi B (07:07.55) Well, I've got two shout outs. I'm being greedy this week because I haven't been here for a little while. I know, I'm teasing, I am teasing. Right, so for anyone who doesn't know, I have just landed back from Amsterdam. And so I went to, actually I attended and spoke at a conference called the Talent Intelligence Global Talent Strategy and Intelligence Conference. So great, great two days there, learned a lot. Chad (07:10.739) Okay. You Emi B (07:33.947) met a lot of really interesting, intelligent people. But the highlight for me was someone called Dieter Bilsmann. Now I'm going to say that name again, Dieter Bilsmann. Hopefully I've said it correctly. Check him out on LinkedIn. He was inspirational. I mean, I was like kind of starstruck. I'm like, oh my God, I want to be like you. You are amazing. I was like, had to go over to him like, can you my autograph? No, not really, sign my autograph. I had to tell him how good he was. Chad (07:37.876) Mm-hmm. Joel Cheesman (07:46.412) Rockets. Chad (07:47.291) Yes. Emi B (08:03.502) His topic was about the major forces shaping talent management in the future. So definitely, definitely, definitely check this guy out. I'm going to check out his back catalog. So he is shout out number one. And Dieter, if you're listening, I told you I was going to shout you out. So once again, amazing, amazing job. Chad (08:07.839) Mm-hmm. Chad (08:20.777) We definitely need the Touch My Monkey sprockets with deter. Joel Cheesman (08:26.743) Yeah. Does anyone else think talent intelligence is an oxymoron? Emi B (08:27.534) Yeah JT ODonnell (08:33.742) Chad (08:33.759) You Emi B (08:34.06) no, no. I am not even gonna respond to that one. I am, I am way above that. Chad (08:37.247) Thank you, thank you, I mean, thank you. You're above that. When Joel goes low, you go high. What's your next one? Joel Cheesman (08:42.979) British reason. Emi B (08:48.602) Exactly, exactly. And shout out number two is actually weirdly, I'm mentioning LinkedIn. I know on the show we don't always praise LinkedIn, but I'm actually shouting out my LinkedIn community for their support. So I'll tell you the reason why. For anyone who hasn't seen my post from last week on LinkedIn, I told a story about, I suppose the aftermath of what I experienced from the United Kingdom March. So if anyone doesn't know, this is a protest in London. Talk about protesting about the number of immigrants coming to the UK. So I think Joel and Chad, you both said like UK is like a little America. I 100 % agree. We are following America's suit. We are being less tolerant as a society. I unfortunately... yeah, not even a wee problem, a fucking big problem over here. But... JT ODonnell (09:41.378) Mm-hmm. Emi B (09:46.267) I unfortunately was caught out because I was in a London underground in the middle of a march with all these protesters around me who were talking about immigration and getting the immigrants out. And I was the only person of colour on that tube. And I was so fearful that I had to actually get off the tube. Yeah, very, very scary environment. And I'm not someone who gets scared easily. So got off the tube, went to my venue. Joel Cheesman (10:01.122) Yikes. Emi B (10:10.01) Monday morning, I was still thinking about it, wrote the post on LinkedIn and said, hey, know, what's happening to the UK? This is my experience. For the first time ever in my whole time of being on LinkedIn, I got trolled. Loads of people saying I was a racist, that I didn't actually like white people myself. Little did they know the background of my boyfriend. You know, telling me to go back to Nigeria. And I was like, wow, this is a problem. But you know what, what was great? Yeah. I mean, people reached out. Chad (10:16.541) Mm. JT ODonnell (10:34.702) . Chad (10:35.369) Yeah. Yeah. Joel Cheesman (10:36.481) Really? Emi B (10:39.374) people I hadn't spoken to in years, colleagues, friends, people who didn't even know me, reached out either commented on my LinkedIn post or actually sent me a direct message. had people text me directly to see if I was OK. So I just want to say thank you to LinkedIn community. Thank you very much for your support. Joel Cheesman (10:59.213) Were there, were there direct threats on the train or just dirty looks, or you just felt like an ominous sort of presence? Emi B (11:01.87) Yeah. Well, initially, because I was listening to a podcast, unfortunately not the Chet and Cheese podcast this time, but I was listening to a podcast and I looked up and I was like, what is going on? What is this chanting? Took out my headphones. And then that's when I started to hear the chants about get immigrants out of the country. And I looked around and I'm like, okay, I'm the only person of color on this tube. And I'm in the center of the tube. like, how the hell do I get out of this situation? So yeah, I wanted to. You know, in the ideal world, I wanted to stand up for myself and go, hey, what are you talking about? But I was by myself. I was fearful. So I got the hell out of there as quickly as I could. Chad (11:43.933) You're not changing any minds on that too. Yeah, and for all the kids out there, for 20 years of military training, situational awareness, everybody is wearing these things all the time. They're looking down on their phones. have nothing. Joel Cheesman (11:43.971) It's a shame. Emi B (11:45.867) no. JT ODonnell (11:46.382) Yeah. Chad (11:59.263) because we zone out, right? Take one out, do something, but be aware. Please, please be aware. No, no, no, So my shout out, I'm glad to hear that you're safe, Emmy. My shout out is for standing for something or falling for anything. So yesterday I received a DM pointing me to a LinkedIn post from the National Online Recruitment Awards, AKA the NORAs. It read, quote, Emi B (12:04.73) Mmm. Joel Cheesman (12:05.301) Don't fall for the banana in the tailpipe, everybody. Joel Cheesman (12:14.391) Mm-hmm. Emi B (12:14.49) Thank you. Chad (12:29.307) Huge congratulations to our finalists for the best national recruitment agency award. And who was on the list? Ronstadt. Yes, Ronstadt, the same company who dumped dumped hundreds of Monster employees without pay severance or benefits. When I reached out to Matteo Nicolo, who's actually on the show, director of international sales at Monster, he said, I truly think that Ronstadt does not deserve any award with what they did with the Monster employees. exclamation point, their social butchery, that's interesting, social butchery, is against any ethical principle and in stark contrast with the cherished values of the Ronstadt founder, end quote. Now, I respect Stephen O'Donnell, I think we probably all know him, who runs the Norahs. He's a solid dude, really like him, but when I pushed him on why Ronstadt is being celebrated and why the Norahs in their 25th year would, Joel Cheesman (13:03.875) But surey. Chad (13:28.895) even associate with Ronstadt. He said, quote, thanks for your perspective and you're not wrong. And Norah's is judging the UK website of Ronstadt in this instance and recognizing the people who work hard to make it effective for job seekers. Here's the problem. When good people, people you believe would stand up, choose to look the other way. companies like Ronsod get a free fucking pass. And in our industry, the human industry, we're in a human industry, right? That's unacceptable. So I don't care if the award was about Ronsod's fucking website. You strip it down and it's still about people. It's always about people. And Ronsod has already shown exactly how much people matter and or do not matter for them. So just a subtle reminder for all the kids out there, if you stand for nothing, you will fall for anything. That's some free advice from Uncle Chad. And now for some free stuff. That's right. Joel Cheesman (14:31.939) No free shit for Ronstadt. No free shit for them. Jeez. Emi B (14:32.76) Yay! No, they are getting buckled. JT ODonnell (14:34.924) Hahaha! Emi B (14:44.405) Yes, yes, yes, we do love free stuff here. So as usual, we got loads of free stuff to give away. So we've got whiskey. actually, do you know what? Whiskey is actually my new favorite drink after being introduced to it. You know, I know, tequila. Yeah, I'm a tequila girl. I am. This is, this is 2025, Emmy. So 2025, Emmy is a grown up. Joel Cheesman (14:56.045) What was it before whiskey? Chad (14:59.045) OK. OK. You're maturing. This is a maturing process. It really is. Yeah. Joel Cheesman (14:59.597) Alright. JT ODonnell (15:00.29) Good choice. Not yet. Joel Cheesman (15:03.661) growth. Chad (15:06.921) Hahaha Joel Cheesman (15:07.587) Can Chad and Cheese take credit for this personal growth in your... Emi B (15:11.674) Okay, yeah, we could go down that route. So like I said, it's my new favorite drink. So anyone who's into whiskey wants the good stuff, you can get that from Van Hack. And if whiskey is not your thing, if craft beer is your thing, then absolutely we can give that away as courtesy of Aspen Tech Labs. If you want a t-shirt, like, hold on a second, can you see my t-shirt? I'm not sure if I'm showing my boobs instead of my t-shirt. Chad (15:12.319) partially? Okay. Joel Cheesman (15:16.044) Okay. Chad (15:37.663) That is awesome. Oh yeah. JT ODonnell (15:39.414) It's a good looking shirt. Emi B (15:42.118) Yeah, this nice soft fluffy t-shirt. If you want one of these, well Erin Appa giving those away. And finally, if it's your birthday, just forget the cake. You can get free rum with plum. Woop woop woop woop. Chad (15:54.655) That's right. Go to ChadCheese.com slash free. Emi B (15:59.739) That's it, Lilly. Chad (16:01.599) Ha Joel Cheesman (16:02.467) That's right guys. celebrating another trip around the sun for Betsy Norris, Robert St Jacques, send Lucien's Valerie Doyle, Caitlin Grady, Ryan McGrath, Leah Griffin, Kelly Robinson, Katrina, Kevin, George Dobbin. Chad (16:20.884) There he is. Joel Cheesman (16:23.799) That's right. John Sump, Sir Allison Holbrook and Casey Dockendorf all celebrate a birthday this week. JT ODonnell (16:28.908) Happy birthday. Chad (16:31.005) That's Sean Luchance, but yes, we love Emi B (16:32.655) Yeah. Joel Cheesman (16:32.924) I know, I know, spell check, god damn it. Emi B (16:35.687) HA! Chad (16:37.279) All right, real quick, we gotta do some events. Joel Cheesman (16:38.081) I did say I went to a concert last night and then tried to put all these notes together. So I may have had a few PBRs at the show. Emi B (16:38.586) You Chad (16:42.089) We are. Kids, don't forget we're going to Louisville with Havas people. So if you are in Louisville and you are in HR and or TA, register to meet up with us at Chicken Cock's new Speakeasy, brand fucking spanking new, brand new. This is a Chad and Cheese gig here. For a few hours, we're gonna be talking shop and drinking some Chicken Cock whiskey. That's on October 3rd, just DM Cheeseman. He'll hook you up, so DM Cheeseman. Then we roll down to Nashville for RecFest where our favorite Scotsman, Steven McGrath, will be joining us as we emcee the Disrupt stage on October 15th. Tons of great content on that stage will be showcasing practitioners, which we always want to see, like Derek Gelidon, Laura Stapleton, and Jay Patel's discussion on preventing AI fraud. Shay Johnson's talk on breaking the job board cycle. Hopefully that means killing indeed. And David Weinstock's talk about the five must have agents for talent acquisition with sponsors, Jovio, Dalia, and Covey. So for great topics and practitioner discussions, come to the disrupt stage pitch a tent and bring your notebooks. JT ODonnell (18:03.724) Ha ha ha. Chad (18:06.207) Real quick sneak peek in November, we're headed to San Francisco, San Diego and Dallas for RL100, which means if you're in TA, you're a TA leader, head over to resourceleaders.co to check out and register to be in the room where the big discussions happen. RL100 is a small group, closed door event, no recordings, just frank leadership, frank talk, technical discussions, that kind of stuff. This November again, San Francisco, San Diego, and Dallas, resourceleaders.co. Joel Cheesman (18:43.853) Did you, did you mention, my gig in San Diego with Jeff Taylor, founder of monster.com? Yeah. The Jeff Taylor sandwich. Yeah. I'm to have to go see your, your, your deal chat. So I don't ask him the same questions and I'm probably gonna have to be a little nicer to him after you get done with them. But yeah, I'll be at ERE, eerie.net for more information, but I'll be in San Diego, November 4th, 5th or 6th around there. please sign up. I'm going to be on stage with the Jeff Taylor. Chad (18:48.084) I did not. I did not read the Jeff Taylor sandwich. That's going to be happening. Chad (18:58.589) you Joel Cheesman (19:13.431) founder of Monster, current new founder of Boom Band, which we're gonna try to get down to the bottom of, but geez, just so much sex is going on with Chad and Cheese. I'm gonna throw some more in. Because week three of fantasy football is in the books sponsored by our friends at factory fix. Here's your power rankings after week three and fantasy football. Number one, have Courtney niche key nap go followed by McKinsey, Montana, Maitland, David Stalback, Stiefel, Megan Ray Lewis, Radigan. I'm at, I'm at number five. No nickname required. followed by. Chad (19:29.567) shit. Chad (19:33.533) bad week. Chad (19:49.907) Wow, that was a huge drop. Joel Cheesman (19:52.811) It was, I got my ass kicked this week. But it turns out if you have Jamar Chase and Joe Burr goes out for the season, Jamar Chase struggles. So I'm kind of going to get her adjacent to that. followed by Jason Payton Putnam, William the Fridge Carrington, Stephen the Scottish Hammer. JT ODonnell (20:03.47) Mm. Joel Cheesman (20:16.631) McGrath he wants to get to that bottom spot but he can't quite do it yet followed by Jada Rocky Blyard Weiler ginger Deacon Dodds Chad OJ so wash and following at the bottom you like the OJ how that was a nice touch followed by the end the bottom Jeremy shocky Roberts and that is week three your roundup of fantasy football sponsored by our friends at factory Emi B (20:19.428) Yeah. JT ODonnell (20:40.814) Thank Joel Cheesman (20:44.547) fix and with that shall we get to some topics everybody you want to talk about some stuff that went on this week Chad (20:49.033) Sure. Emi B (20:49.113) Yeah. JT ODonnell (20:49.55) Yeah. Chad (20:53.959) One question, were we gonna talk about the whole Muse thing that's happening? We're gonna talk about that at all. Emi B (21:01.316) What's happening in these? Joel Cheesman (21:01.579) I didn't look, you threw it out. haven't looked at it. Chad (21:03.079) Okay. Let's let me just hit it real quick so that so the listeners can hear what the hell is happening. Joel Cheesman (21:07.043) Do want to do like just off, just hot off the presses? Chad (21:09.915) Hot off the presses man. So Richard Dillman, yeah that's his name, Richard Dillman, senior director of engineering over at the Muse posted on LinkedIn starting with, this is just a LinkedIn post, quote, our company, the Muse, has been acquired and as part of the transition the engineering team has been let go, end quote. And Richard goes on to pretty much talk about how he and his team have performed, what they've done, et cetera, et cetera. It's kind of like a living, almost resume to try to get his people a job, right? What I thought was weird is that there was no mention of acquisition via press release, no mention on the website. Richard was still listed as a leader on the website. I even posted on LinkedIn asking if anyone knew anything and literally got nothing. I guess the question is, is the Muse really just winding down operations and Richard felt like it might be better for Optics to say that they got acquired? I mean, if not, if this is an acquisition, who the fuck would buy the Muse? Joel Cheesman (22:20.259) I think there's your answer with the feedback from us, Chad. Didn't the Muse, did Raidency buy the Mute? they bought Fairy God Boss. Emi B (22:21.626) Tumbleweed. Chad (22:22.14) I don't get it. They bought Fairy God Boss. Yeah, which again, another dying company and it's just kind of like, and I think this was your two dinosaurs kind of like holding each other during the meteor storm. Joel Cheesman (22:38.114) Yeah. Joel Cheesman (22:43.031) I mean, look, we should, the economy is not good for the second tier third tier players. I mean, the moot, the muse was built on events and culture and a lot of like fuzzy warm and fuzzy stuff. Yeah. Which, which has really been, surpassed. think also they were focused on the college market and JT's talked and nauseam about how tough it is to get an entry level job and be, you know, college graduate. So I think a lot of probably perfect storm came together. And I mean, Chad (22:48.028) God. Chad (22:55.113) video production and yeah. Chad (23:04.799) Yeah. Joel Cheesman (23:12.577) You know, when, how did you go, how did you go broke? you know, a little bit at a time and then all of a sudden, this sounds like the all of a sudden from Muse. Chad (23:21.631) Again, I don't want to take too much time on the Muse because it is, go figure, the Muse, but had to throw it out there because we've talked about them over the years and I thought it was interesting that they said that they were acquired. There's no proof that there was an acquisition at all. Sounds more like a wind up. Joel Cheesman (23:35.052) Yeah. Emi B (23:37.242) You Joel Cheesman (23:38.103) Yeah. I mean, you know, we talked about, you know, zip recruiter losing, I don't know, maybe the, the single form of intelligent life at, at Zip Recruiter. And that's a very telling sign for their business. And you know, the, rats leaving the sinking ship, you're probably going to work. We're probably going to talk about more stories like this as, as the, as the year, the year goes on. That's just my initial thoughts. Chad (23:45.055) plumber? Yeah. Yeah. JT ODonnell (23:58.029) Hmm. Chad (24:00.937) Yeah, Matt Plummer leaving Zipper Critters big. JT ODonnell (24:01.986) Mm. Joel Cheesman (24:04.503) That's huge. Yeah. He had been there for a long, long time and he was kind of the face really, of the, of the organization. Well, speaking of faces of organizations, let's talk about president Trump and his recent decision to enter, to introduce a $100,000 fee for new H1B visa applications, for the 2026 lottery, well as a gold card visa starting at $1 Emi B (24:19.034) Ha! Chad (24:20.979) No. Joel Cheesman (24:31.651) The policy sparing current holders has raised concerns from tech firms like Amazon and critics who say it will hurt US competitiveness and push companies overseas. Supporters, however, like Netflix CEO argue it prioritizes American jobs. 100K for an H1B visa. Chad, your thoughts. Chad (24:53.929) So first off, Microsoft CEO Sacha Nadella, Google CEO Sundar Pichai, and Tesla CEO Elon Musk all came into America's workforce on H1B visas, all of them. But let's be clear. This initiative won't hurt Google, Microsoft, Amazon, or Reed Hastings and Netflix or any other company that's willing to pay absorbent salaries. See Meta's Emi B (25:07.866) You Chad (25:21.535) $100 million poaching spree, right? So it's one of the reasons why Reed Hastings said this was a good idea. Reed knows this will cut down competition dramatically for top H1B level talent and smarter startups won't have a fucking chance. it's good for big companies, but small companies can't afford an extra $100,000 on top of the median salary for H1B visa holders. which is around the mid-90,000 range, right? So you're looking at at least $200,000 just to get one of these individuals in, salary plus the fee, right? And that's six years down the road as well. So startups won't be able to compete. Now let's talk about brain gain. That's what the H-1B visa program promoted. It was brain gain where America is consistently and constantly receiving and keeping Genius Level Talent. And if this program is carved into stone like it sounds like it's gonna be, the Brain Gain Initiative at Genius Level is now pretty much gone. Academia revenues take even a bigger hit. I believe last week we talked about how many universities are already seeing dramatically lower enrollment. And this is from foreign students. And why is that important? Well, foreign-born students pay full freight. to attend American University. So that revenue loss will end up in job loss. Plus, the likelihood of getting an H-1B visa is higher if you completed a degree in an American University. So less revenue and even less genius level talent in America. So what should companies do? Companies obviously need to start spending money in their communities, training and educating the people in the communities. That creates the next genius level candidates in America and, and this is in a, but this is an and or an or it's an and they need to continue to try to bring in diverse talent through the H1 visa programs. Don't drop it. Right. What most companies will do though, they will open locations across the pond, get the same talent for less. And instead of those salaries being spent in American communities, it's going to be spent in other countries. Chad (27:42.781) Right? So does the H-1B visa program need fine-tuned? Yes, of course it does. Unfortunately, this will gut the program. It will gut GDP and negatively impact communities all over the United States. Gonna take a breath now. JT ODonnell (27:58.863) Yeah. JT ODonnell (28:03.51) Yeah. So on the job seekers side, look, this has already been happening, right? I was talking to a CHRO who said, JT, can hire three PhDs in your app for the price of one in the US. So this kind of movement's been going on for a while. I just think it's going to speed it up. You're going to see a lot of startups who just offshore everything. We are all friends with companies here now that are building businesses, people we know that are building businesses in our space, and the way they do it is offshore. So this is just speeding that process up, which doesn't surprise me. I'm not going to challenge you on Joel, I, or Chad, but I take a different take. I think that we've got to get everyone thinking as a business of one, stop calling yourself an employee. There's no job security. And if anything, I want to see all this pain that's happening right now in the job market, open people's eyes up to you are responsible for your skills, your visibility, your brands. And the sooner you figure that out and start trading your knowledge for money, instead of your time for money and putting all your eggs in one basket with one company and a set of golden handcuffs, the more power you're going to have, but that's not going to happen until we stop. you know, scaring everybody and convincing everybody that the Holy Grail is a full-time job with benefits with one of these companies. And I just think this is going to force the issue. No one's ever gonna wanna feel this way again with what they're going through. know, 25 % of our unemployed workforce has been out work over seven months and are white collar workers. And that's just what we have tracked. So until we, you know, recognize we've got to help people empower themselves, yes, companies can do some of it, but they also can't guarantee long-term employment anymore. So they have to start looking differently Emi B (29:18.606) Yeah. JT ODonnell (29:32.63) at these people that they're recruiting and talent needs to look at it a little bit differently too. But this to me is just something that speeds that whole process up. So there's a silver lining. Emi B (29:46.299) So JT, question, how, I mean, obviously you said that, you know, people need to start changing their mindset, but I think I'm just trying to like imagine an average job seeker, you know, who's been told that, you know, stay in the company, that security progress up the ladder. How are we going to change people's opinions? How are we going to, how are we going to get them to change their mindset and go, Hey, you know, there isn't actually job security anymore. And what Trump is doing is actually proving it. JT ODonnell (30:04.387) Yeah. JT ODonnell (30:11.426) Yeah. Social media, right? Everyone's scrolling. Everyone has a social media of choice. This is where people are discovering and learning and growing. We need to get out there and force and start educating them. Every single person that's listening to this podcast needs to get on LinkedIn with a camera and start telling people stuff because they don't know until enough of us talk about it. Right. Which, you know, it was part of what you were saying earlier today, Chad, like people have to get more informed and the only way they're to get more informed is when more of us start talking about the truth. You know, the numbers have been wrong for two years here. Unemployment numbers. I've been screening it, but I'm one person on LinkedIn. When everyone else starts talking about it, people start to pay attention. Great example, companies would love to hire fractional workers, but there's, you don't put that on a job board. So what do they do? They go looking for fractional workers. The simple thing of everyone listening to you today, if they all put fractional in their headline on LinkedIn, you're going to start up in more searches now because fractional kind of work is going to blow up because full-time work is going away. And so all of this, we could be coaching people on it scale. And I'm grateful for platforms like this where our team gets educated, but we've got to get out there and help the job seekers in mass. That's my pray to all of you. Anybody listening, if you want to help, DM me, because we've got to get out there and educate people more on this. Joel Cheesman (31:22.091) I say, Canada, not only will Europe benefit, but Canada should as well. just like when you go to Dublin, see Google and all the tech brands. assume at some point you're going to see on the border, tons of tech businesses setting up shop over over in Canada. Chad, yeah, I think can't can't can't should go full court press on like we want all the people. Emi B (31:41.076) 100%, UK is going to pick him up as well. There's no, I don't see this actually working. Yeah. Joel Cheesman (31:51.233) that you want to hire or bring over. We'll, take them in Canada. and companies like Van hack podcast sponsor are in a really good position right now to benefit from, this legislation, Chad, to piggyback on your, your recruiting aspect for big companies. It's also a fantastic retention tool. Cause if someone comes over and you pay a hundred grand, they're less likely to leave because you've wrote and written a pretty big check to get them to come over to America. So not only is it. Chad (31:58.696) Hello. Chad (32:12.947) Yes. Joel Cheesman (32:19.137) the rich get richer for the fact that they can actually do it, but they can hold onto these people because of the investment and sort of the, you know, the receipt over everyone's head on how much they spent on this, on this, on this investment. There, by my count, there are like four, four ways you can get into America. illegally, we've pretty much shut that down, legally going through all the hoops and hurdles, in ladders. And we've pretty much either scared the shit out of our body from doing that or, plug that up to where that is non-existent. H1B visa. just kind of like neutered that, with the exception of the biggest companies on the planet. And number four is, you just are really rich and can pay for it now. Chad (32:52.621) Mm-hmm. Chad (33:00.628) Right. Joel Cheesman (33:05.216) When the gold, when the gold visa, the gold card with Trump's picture, which I think it's just such a, it's just so bad. at my age, I could never imagine like, you know, the Jimmy Carter gold card back in the seventies just wasn't a thing. this thing was, think 5 million when they first introduced it and like no takers, apparently no one was willing to pay $5 million to just come to America. So they've reduced it. Chad (33:16.319) you Joel Cheesman (33:30.445) to one million to see if, so apparently rich people don't even want to like come here in the, in the width. So we have, we have no immigration more or less in this country. We have 7,000 baby boomers dying every day. have fewer workers. We have interest rates that are rising. So the old people that were getting 4 % interest and just like spending money at high end restaurants and everything, like they're getting less money. I mean, this, this says Oppressive recession written all over it. Like I, in a bigger picture thing, we are like cutting off our nose to spot our face. And I think it's a, it's a total shame. I thought about why, why does, why does Trump do this? And I typically say, well, Trump is either, it makes him and his family richer or it makes him look good. So I was really curious about what, why, what about this makes him look good. And I have a friend who's a GOP pollster and he sends out a newsletter and he covered this, this, this, this, news story. JT ODonnell (34:06.926) you Chad (34:07.23) Mm-hmm. Joel Cheesman (34:30.723) Trump's sentiment favorability numbers among MAGA faithful increased after this news alert. Why? Because MAGA believes this fee protects US workers. They believe it will drive more investment into US talent pipelines. They believe that the US will be more selective with top talent and it will also strengthen, this maybe is the key point, it will strengthen Trump's negotiation stance with India, which is where a lot of these workers come from. Emi B (34:41.465) Mm-hmm. Chad (34:57.555) tariffs. Joel Cheesman (34:59.285) As well as throughout Asia. So we can sit here and tear this down and justifiably. So, but in Trump land and Maga world, they love this shit. so just wanted to throw that out there because I was really curious about why Trump would do this. Why was the thing because he's got buddies in Silicon Valley that love it, but now he's, getting his cake and eating it too, because Google and med is happy because they're squashing the small company and Trump's happy because Magu World still loves him. So that's my two cents on this issue. Emi B (35:29.668) Those big giants, they're going to carry on paying because it doesn't actually affect the people, the Googles, the Metas, the Amazon. They've got the money. They've got the deep pockets to still pay for them. So from Trump's point of view, if his messaging is, we are investing in American people, we are going to train up American people, those jobs are going to stay for Americans and not overseas, you know, the soundbite sounds great. But that is to someone who doesn't understand the realities of recruiting. Chad (35:29.791) Yeah. JT ODonnell (35:34.958) Yep. JT ODonnell (35:46.734) you Emi B (35:57.147) because I'm not being funny, everyone always had to pay, employees always had to pay for the visas, not 100,000, but they always had to pay. An organization doesn't want to pay for a visa, they're paying for someone on a visa because they can't get the talent. So if they, you know, and that's what he needs to think about, you know, they're not just throwing away the money, like, oh, hey, let's get someone from India, let's get someone from China, no, they're doing that because the talent is not there in certain areas, in healthcare, where people are not, Chad (36:12.838) Exactly. JT ODonnell (36:13.784) That's it. Emi B (36:26.114) It's hard to find people to do the jobs at the salaries that they're willing to pay. So they're having to get people from overseas. And that's what Trump is not thinking about. He's not being smart and going, okay, why hasn't this happened already? And just, yeah. Joel Cheesman (36:39.437) I think there's, there's also an element of Trump really like scaring the shit out of everybody, right? Like I'm sure why, why would Netflix come out and say, awesome, awesome deal. Well, Netflix gets, Netflix gets to look at Disney getting raked over the coals over Jimmy Kimmel. And they're like, we don't want any of that smoke. So if I, if I need to say something nice about this to get Trump off our ass, I'm going to do it. And I think that's a real shame in America that, that corporatism is so fearful of. Chad (36:50.653) It's good for Netflix. Emi B (36:51.961) Yeah. Joel Cheesman (37:08.969) of Trump and a quick, quick side note. wife is most listeners know as a, as a, as a professor and she's part of a group of women, researchers and, and, scientists and this whole issue with Tylenol, causing, so, so one of the, one of the women in this group is an expert on that whole issue and what acetaminophen and everything does. And she wanted to come out against and show the science of how this is wrong. Chad (37:24.326) Jesus. Emi B (37:24.762) JT ODonnell (37:36.142) you Joel Cheesman (37:39.085) Her university said no, because her university is looking at Columbia and looking at Harvard and what's going on everywhere else. like, we don't want any of this Trump smoke. So the fear that's filtering down to universities, corporations is real and it's a real shame. JT ODonnell (37:47.532) Thank Chad (37:57.821) Yes, agreed. And just for your small companies, also look at these EOR companies that are out there because if you can't afford the actual individuals to do some of the software programming or what have you, go to the EOR companies and set them up in a different country. That's what's going to happen. But again, the money is going to be spent somewhere else. And I'm hearing a lot of background noise from some Joel Cheesman (38:00.311) Agreed. JT ODonnell (38:16.322) Yeah. Joel Cheesman (38:22.467) Yeah. Somebody's got a lot of background noise. Probably. Okay. It's like traffic. All right guys. Uh, let's take a quick break. Uh, if you haven't, if you haven't subscribed to the show, what's wrong with you? Uh, go to your favorite podcast platform of choice. Subscribe to the show, leave us a review. We love all that good stuff. Uh, quick break and we'll talk about indeed. Chad (38:28.191) Okay, all good. Trisha, you can take that out. Emi B (38:28.665) Yeah. Joel Cheesman (38:49.347) All right guys, our friends at AIM Group reports indeed is turning up the heat to move agency clients toward its direct apply feature and disposition sync API by slashing commission for mid tier agencies from 15 % to 10%, but offering a path back to 15 % plus a 17 % incentive for new client signups. If clients implement both of the tools to anonymous agency sources, confirm the pressure tactics. Indeed as strong-arming the little guy in its quest for world domination. Chad, your thoughts. Chad (39:25.033) So let me get this straight. Indeed, we'll graciously allow companies to keep their 5 % of new business and potentially existing business. Wait a minute, motherfucker. You mean the business, the agency actually brought to your fucking doorstep. You're gonna allow me after bringing all of this business to you to actually keep some of that commission. This method. Instituted by Indeed feels like the slowest method of agency castration. It's painful, but maybe, just maybe, they won't cut off everything. Here's the simple truth. Whether it's slow or fast, Indeed will go direct to the brands, they're gonna go direct to the companies, bypassing the agency of record entirely, eventually, to try to take all the money. It's death by 10,000 paper cuts and it's slow and they're hitting small market already mid tier. They're starting to siphon some of those revenues and then they're going to go after the bigger agencies. If you think you're safe, you're a fool. Positive outlook, Monster and Career Builder tried the same strategy over a decade ago against recruitment ad agencies. It didn't work. Hiring companies giving disposition data is really a privacy concern. Emi B (40:46.618) Mm-hmm. Chad (40:46.909) I don't see a lot of them doing it. Indeed, in some narratives are actually pitching that this is a way to help hiring companies stay compliant, which is complete and utter bullshit. Advice for Uncle Chad here, agencies need to band together all agencies, not just the big brands, educate your clients, use the internal candidate database hiring. companies, right, that have already bought and spent millions of dollars on, use the candidates in those damn databases, and then start to use the niche sites that are out there. talking to, I've talked to a ton of niche sites that are actually kicking ass right now, which is amazing. So what the actual fuck are you guys out there in recruitment agency land going to do about this? That's the big question. And that is indeed doesn't think you're going to do anything. Joel Cheesman (41:47.477) And will they listen to Uncle Chad? Chad (41:52.639) Doubtful. Emi B (41:56.187) I reckon they'll listen to you, Chad. Everybody listens to this show, so they'll hear about it. Chad (42:00.167) My listen, but they won't do a goddamn thing. That's the problem. Emi B (42:07.689) Well, if they're not scared, because I get how they could be scared and think, ah, shit, OK, I'm going to have to do this. But like you said, if they band together and push back as a collective, then eventually, think, indeed, we'll have to listen. They're banking on the fact that the individual agencies aren't going to do anything. So they do think they're going to get away with it. And I do believe you. Also, what I would say, if the agencies went back and do what you said and think about the privacy issue, they will realize that they can't say yes to this. That's a huge, huge problem. So I'm keeping my fingers crossed. Joel Cheesman (42:50.765) Thank JT ODonnell (42:51.048) So here's my thing, agencies are running scared as they should be, Revenue sources are drying up left and right. And now Indeed just says something they probably budgeted to rely upon is now half, one third of what it was before. So banning together, I just think they're so worried about CYA and staying alive and getting thrown some kind of life wrap for themselves that... They probably don't even have the mindset or bandwidth to band together with others. I like the idea a lot. I'm with you. I just don't think it's going to happen. Unfortunately, I think the bigger concern is agencies need to pivot. Like if you aren't spending some significant time right now thinking about how you're going to pivot your entire model with everything in this changing, that's to me the bigger concern because just trying to hold onto money that's going to continue to dry up. Next thing's going to be layoffs. Then you're going to close down your agency. I think we're going to start to see it, right? Some of these smaller agencies just aren't going to make it. with everything that's going on. it's unfortunate. think indeed with this move is speeding up the death of some agencies for sure. Chad (43:53.865) So that there. Chad (43:59.337) There is an agency group coalition per se where they do get together and talk about these things. And I know for a fact they've talked about this. And I also know for a fact they've chosen to do fucking nothing. Emi B (44:12.76) And why's that? Joel Cheesman (44:13.111) Yeah, yeah. When they get together, it probably looks like the scene in Alien when the guy who gets the parasite in his belly, like the thing comes out and what he's taken in is killing him because that's what Indeed is doing. They're planting this parasite into agencies and eventually the alien is going to come out and like kill them all and they don't realize it. If Indeed is going to make their grand plan work, They have to get people to let them in to their ecosystem. They have to let them into the ATS. I'll give them this. It's pretty smart to go to the agencies because most employers go to their agency and they say, tell me what we should do. And if their agency says you need this new indeed thing, they'll be like, okay, I pay you to make those decisions. I'm going to go with it. They might not even know that the agency is getting strong armed by indeed with. Chad (45:03.583) Mm-hmm. Joel Cheesman (45:08.539) incentives financially or who knows what else is going on behind the scenes. But they're starting with, let's be honest, the weakest, the weakest, you know, the, the wounded llama in the, in the jungle is what they're going after first that tier two lake, you know, agency they're fighting for their lives. Their, their head is on a swivel, fearful that any day their client's going to go to shaker or some other competitor. Chad (45:22.45) Mm-hmm. Joel Cheesman (45:32.905) And they'll do anything to keep them. So they don't want to piss off indeed, which let's also be honest is a cash cow for them because they're feeding money and getting money back in fees. So indeed is the, is definitely the, the evil genius, on this one, going after the lowest hanging fruit, the weakest, the weakest link. When they start going to the radencies and the shakers, like that's going to be really interesting because those guys handle big clients, big, you know, big accounts. But for Indeed's grand plan to work, they have to get at least like 50 % like acceptance of this stuff into the system. Otherwise it doesn't work. So they're going to keep twisting arms. They're going to keep doing whatever they have to do to get this thing going. Otherwise they're in real trouble. Real trouble, think, as a business because their grand plan doesn't work unless everybody plays. Chad (46:26.525) Remember back in the newspaper days when newspapers died and all of the agencies made so much money off of that newspaper revenue, much to back to kind of what JT had said, those agencies, the ones who lived evolved, right? And we're going to have to see agencies evolve out of the huge dependence on Indeed. Joel Cheesman (46:37.132) Mm-hmm. Chad (46:55.025) Right. And we know and talking to many big talent acquisition professionals who work on the technology side that they want the brands, the companies, the hiring companies, they want to get away from Indeed. And I remember that's exactly how they felt about Monster and Career Builder when Monster and Career Builder got to this spot. So hopefully we're starting to see a cycle. Indeed's going to get kicked in the nuts. not going to die anytime soon, kids. But we'll start to see other players come up. Joel Cheesman (47:25.079) Yeah, it's, moving from, from hubris just sort of a, we're the best in town. You're going to use this no matter what to being become like a bully situation where we're the biggest swing and Dick, you're going to do what we say or else. And historically that doesn't usually work out very well for the bully. Joel Cheesman (47:45.699) Emmy, did you have a thought? Emi B (47:47.437) Yeah, I'm just I'm quite interested because Chad, you said this is coalition of agencies that are already talking about this, but they seem to be burying their head in the sand. They seem to be just giving up and saying, hey, from the sounds of it, I'm going to have to I'm just going to have to roll over and do what indeed is saying. Are they are they being are they trying to find a solution that they're trying to like find a way to kind of get one over? Indeed, like I don't understand why they're giving up. This is what I don't get. Chad (48:16.671) Well, I think that some of the bigger agencies, first and foremost, they, with their portfolio, they have time and they can kind of stave off what's happening to some effect. And they haven't been hit yet with this whole 10%, 15 % bullshit, right? So they don't have to do anything and they have the power. And if these small agencies die, so what? I mean, it's just competitors that are gone, right? And they get to... Emi B (48:24.003) Yeah. Emi B (48:35.576) Mmm. Joel Cheesman (48:37.027) Mm-hmm. Joel Cheesman (48:43.383) Yeah, consolidation. Chad (48:44.881) Yeah, and or they get to acquire those, right? So I think there is a strategy for the larger agencies to do nothing right now. But the problem is, the problem is there's a lot of siphoning that's going to be happening. And if Indeed does start going direct to companies and they have and they will continue and they start getting some some pretty big portfolios, what's going to happen then? that just just from watching what happened during the newspaper days. Emi B (48:44.889) Yeah. Emi B (48:52.942) and then just watch them die, yeah. Joel Cheesman (48:53.101) Mm-hmm. Emi B (49:12.974) Yeah. Chad (49:13.289) To now, it feels very reminiscent. Joel Cheesman (49:15.363) Yeah. If you're a tier two agency, again, you're month to month, like your survival, this 5%, this 5 % reduction, that's literally like life or death for a lot of these agencies. And at a minimum it's how many people do we have to lay off because we're not willing to like, yeah. So, so it's very uncomfortable to like uncomfortable, which one are they going to choose? There's really no win situation. Chad (49:21.375) especially now. Emi B (49:31.022) just to stay afloat. Yeah. Emi B (49:40.699) But surely they should realize that as an individual agency, yeah, there's not much they can do, but they should recognize the power in their collective. And that's why I'm quite surprised that they're going, okay, I'm gonna roll over. I'm gonna do what Indeed said. Oh, I know. But they're there. Yeah. See, I'm hopeful. I'm optimistic. I'm thinking, come on, fight the good fight. Don't let the Indeed monster like kind of Joel Cheesman (49:56.055) I mean, it's not a union. They all have their separate, you know, income statements. Like, they don't pull the money. Chad (49:59.07) Yeah. Chad (50:08.521) Fight the fight. Emi B (50:10.446) Roll over them. Yeah. Joel Cheesman (50:12.291) I love the British optimism that Emmy always brings to the show. Let's see where you are on this story, Emmy. So in 2023, IBM laid off over 8,000 employees, a lot of them in HR actually replacing them with an AI chat bot. This one was called Ask HR to handle tasks like payroll and benefits queries. This led to a 3.5 billion productivity gain with the AI managing 11.5 million queries just in 2024. However, Emi B (50:18.596) Yeah. Joel Cheesman (50:41.923) 6 % of tasks still needed human intervention due to complexity or emotional nuance. by 2024 and 25, IBM rehired a similar number of workers for roles in software engineering, sales, and marketing where human creativity and judgment were essential and not AI-able. you will score one for the humans at IBM, JT, what's your take? JT ODonnell (51:07.758) Yeah, so I couldn't find any data to support that, you know, 8,000 people have been hired back after 8,000 people left off. feel, yeah, I looked for it. I couldn't find it. I think that, I think there was a bit of a spin on that article, which I understand. I think IBM did exactly what it set out to do. So you lay off 8,000 people that they feel are expensive. And let's face it, humans are unreliable. You bring in. Joel Cheesman (51:15.051) I probably hallucinated it. AI probably hallucinated it. Emi B (51:16.602) You Chad (51:19.987) Joel took a gummy. JT ODonnell (51:32.897) AI that can work 24 hours a day is a flat fee, doesn't talk back, doesn't ask for raises. You figure out what it can and can't do. And now you come back in and you go hire the best and the brightest thinkers, right? I keep talking about the second Renaissance who want to come in and, you know, really build things with it, but at a cheaper rate, because there's so many people in the marketplace, right? Not only you bring back far fewer people, but these great minds are coming in at a lower rate. And so I think we're just going to see many, many, many companies do this exact same thing. Joel Cheesman (51:43.853) Mm-hmm. JT ODonnell (52:02.414) And, you know, that just proves it works. I saw 70 roles open. think Chad, you mentioned, but maybe they're hiring 10 people per role, you know, or maybe more. That's maybe 700, 2000 jobs that they're going to hire, but that's not 8,000. And so to me, it just reinforces what we've seen all along. Where do I think these other workers are going to go? I do believe that AI in the next 24 months, we're going to see so many new agile companies start that are going to need these brains and minds. Again, I think we're going to wake society up. and stop getting off the hamster wheel of the full-time job with benefits and I'll do whatever my employer tells me and start to think for myself and how can I monetize my mind and who can I hook up with and what can we create? And I think some really cool stuff's gonna come out of this where people's brains are gonna turn back on and they're gonna move forward and enjoy the stuff that they do. It's just not happening right now. We're gonna have a painful 12 to 24 months while that transition happens. Just my take. Joel Cheesman (52:32.493) Mm-hmm. Joel Cheesman (52:51.597) So do you think this was a concerted effort by IBM to have a layoff under the cloud cover of AI and then hire back people that were more, I guess, a better fit for the new world of AI and the human skills, the soft skills? Is that what I heard that you're saying? That this was an evil plan by IBM to lay off people? Okay. JT ODonnell (53:11.438) I liken it. No, I liken it to this, right? Like, no, like have you ever gotten, you know, you're sitting there and you've got a bill, a monthly bill at your house and it's expensive and you hate paying it. And of a somebody comes along one day and says, I can do that and more for one, one hundredth of the price. We're all going to do it. We have budgets. We want to save money. The businesses are no different. They're in business to make money. They look at it. There's no, you know, thinking about the human. It's just, this is how the business is run. I'm going to free that money up and I'm going to figure out later what I need to hire back. It's business, you know, that's not personal, it's business. And we hear that all the time. I just think that was the plan. You know, we could call it layoffs because they're just thinking, I can't, what am I going to do with these 8,000 people? I don't see my business going in that direction. So let's cut it and then we'll figure it out later. It's just how I see it. And certainly with the companies that I've spoken to who don't want to go on the record about this, that's just how it's looked at it, you know, up in the boardroom. Joel Cheesman (53:53.891) Mm-hmm. Joel Cheesman (54:02.147) course. Joel Cheesman (54:05.955) What do think, Emmy? Emi B (54:08.895) I get his approach, you know, because like JT said, they're a business. They're trying to increase revenue. They're trying to cut costs. AI will help you to do that. AI will automate tasks. What AI can't do yet, maybe it can do in the future, but right now it can't automate an entire job. And when I talk about an entire job, I'm talking about, like we said, the human side. the strategy skills, the strategic skills, the empathetic skills, the ability to develop client relationships, the ability to understand a product. That is not what AI can do at the moment. So using AI to get rid of tasks and cut a whole bunch of jobs and rehiring people, a smaller number of people who can focus on those particular areas, I think that makes good. Joel Cheesman (54:51.031) Mm-hmm. Emi B (55:04.954) business sense, that's the way that I think the world is actually going. It does mean that organizations are going to have to focus on role redesign because roles will change. I think lots of people have said it, AI doesn't necessarily take away jobs, but it does change jobs. So IBM is probably thinking about, okay, I got rid of these bunch of people, but I still need people who can handle these complex human skills that AI cannot do. Joel Cheesman (55:14.712) Yeah. Joel Cheesman (55:31.171) Yeah. And there's also, there's also probably some tech that sort of the traditional coder, you know, they, the quantum stuff and the AI stuff. Like there's probably a level of, need really high end, high paid people as well as the nuanced human people. And it's these middle folks that are, that are suffering. There might be some stuff at the top end as well. Chad, what are your thoughts? Emi B (55:33.216) Maybe he didn't think about that in advance. Emi B (55:49.507) Yeah. Chad (55:55.643) First off, can we give a big applause to IBM's Ask HR platform who boosted their internal net promoter score from negative 35 to plus 74? I mean, that's a holy shit moment, right? I mean, this isn't just about job seekers going into a black hole. mean, job seekers go into a black hole. What about employees who need answers about shit, right? Well, they're now the net promoter score because of this Ask HR. Joel Cheesman (56:10.947) I didn't even know it could go negative. Negative score? Jeez. 220, 221, whatever it takes. Chad (56:25.023) is actually working. I IBM CEO said the cost savings from the automation will be reinvested into higher value roles. Our total employment has actually gone up. You take a look at their website, they've got over 4,000 jobs that are open. I don't know how many they've actually hired back since, but they have over 4,000 jobs open. So now IBM is seeing increases in hiring for software engineers, sales, and marketing areas, what the article is also calling creativity in complex decision-making roles. It doesn't say anything about empathy, but there's also the empathy that's in there, right? And we've been asking ourselves, where are all these new jobs that AI is going to be creating? What are they going to look like? And it feels like this could prospectively be, unless it's a clarin-a-moment, this could be a view into at least the first step of what... we could be seeing. Again, there are much higher value roles and that's what I feel that I'm hearing right now. But this again, back to JT's trust but verify. I don't trust any of these motherfuckers. Every time I hear a company talk about we're using it, do this, we're using it. We find out like six months later, that was all bullshit, right? So I am very hopeful. I'm gonna be on Emmy side for a minute, very hopeful. Joel Cheesman (57:23.554) Mm-hmm. JT ODonnell (57:23.842) Definitely. Chad (57:49.151) But yeah, I need some trust but verif. Joel Cheesman (57:53.313) Yeah. And back to JT's numbers and I get looking at the data, but there are other companies. mentioned Klarna Chad. Klarna made a lot of, made a lot of noise about everyone's gone. We're going to have an AI CEO at some point and, they are hiring back people. talked about Duolingo recently, similar thing. We can lay off all these people and they're hiring back folks. So a recent, a recent survey by org view, found that 55 % of corporate leaders who conducted AI driven layoffs. Chad (58:14.121) Mm-hmm. Joel Cheesman (58:22.837) ended up regretting it often due to underestimating the human needs and also the human sort of what humans were giving to the equation. I do think regardless of numbers, there's a good number of companies that have made the decision to go all in on AI and are having a little bit of a hangover on that decision and are going back. Yeah. Chad (58:38.975) Mm-hmm. Chad (58:45.779) they're trying to Twitter this shit. Just like you were talking about, months and months and months ago, everybody's gonna try to Twitter this shit. They're gonna try to go 75 % down. As soon as AI came in, they're like, look, we can Twitter this shit, and now they're getting smacked in the fucking face. JT ODonnell (59:02.338) you Chad (59:03.977) BRUH. JT ODonnell (59:07.224) would just say though that nobody ever criticizes a decision to save money temporarily and then have to go back and yeah, you might have a hangover, but you can at least afford the Asprendor, say, for that hangover and be able to get better. Whereas trying to hang on to everybody, burning cash and trying to invest in AI, they don't see that as good business sense. So yeah, trust but verify I'm with you on that chat. I think we're going to see a lot more orgs end up this way. And that means a lot of cool positions. thoughtful, cool, interesting positions are going to be coming for people, just not for everybody. I that's what people have to recognize. Emi B (59:38.671) Mmm. Joel Cheesman (59:43.683) Guys, take a quick break, listen to the ads because there's no show without the ads. Chad (59:47.071) then subscribe, come on. Joel Cheesman (59:52.483) All right, kids business insider dropped a story this week on the rising number of job scams. Job seekers are getting ripped off to the tune of thousands with rip offs originating on LinkedIn, primarily. Scammers exploit AI and desperation in a tight job market with job scam losses rising from 90 million to 501 million from 2020 to 2024. JT, you talked to a lot of job seekers who are hurting right now. JT ODonnell (01:00:19.041) I do. Joel Cheesman (01:00:20.779) LinkedIn job scams aren't helping your thoughts. JT ODonnell (01:00:24.718) They aren't. Yeah. Raise your hand. If you've gotten a text, I usually get them on Sundays every week from a recruiter at Indeed, from a recruiter at LinkedIn, right? Who has an amazing job. I can WhatsApp them. It's $300 a day. Yeah. I mean, I have people every day in our platform saying, do you think this is legit? And then, you know, the story that came out this week, the level at which these scammers are going to get into people's bank accounts and to drain them is horrifying. Joel Cheesman (01:00:31.651) You Emi B (01:00:32.666) I'm Chad (01:00:35.251) Mm-hmm. Emi B (01:00:42.936) No. JT ODonnell (01:00:53.71) and horrifyingly effective. And so these are already people that have been out work a long time, counting on every penny, draining 401ks, and then this happens. so psychologically, how do they even come back from it? Because now it's just humiliating on top of that. I've been hopeful I'm being burned. So, buyer beware out there. Again, I would ask everyone that listens to this podcast, you can help people by spreading the word about scams, how to look for scams, how to be careful, how to check. We just have to be telling people because they, know, when you want something to be true, you're going to look the other way. You're to put those rose colored glasses on and go, it's okay that I never saw that hiring manager on camera. it's okay that I've never really talked to somebody live. You know, it's probably okay that I give them my bank account. You know, we got to educate people on this. And you might be thinking, well, gosh, these job seekers are so stupid. They're not. They're not. These scams are sophisticated. And again, like I said, they're in a very vulnerable place to want to look over the finer things. Joel Cheesman (01:01:34.861) Yeah. Joel Cheesman (01:01:52.387) You know, to your point, traditionally these scams were for the less educated or at least that was the perception. look, 60 % of Americans can't read beyond a sixth grade level. So there was this sort of comfort level that educated people had that this can't happen to me. You know, I can see the misspellings. I can see the bad grammar. And if you, if you got stuff 10 years ago, it was obvious, like the Nigerian Prince, you know, is a scam, right? Emi B (01:02:22.106) It's not just the Nigerians by the way. Yeah. Joel Cheesman (01:02:22.915) Although people, Oh, I just triggered Emmy. All right. Sorry. The, the Brazilian, the Brazilian, I don't know. I'm not picking on picking on Nigeria. Uh, but so the two people in the story, one was college educated and the other had an MBA and AI is taking this up a notch because all the grammar's correct. All the company stuff, the logos, everything looks so legit that people are getting into a false sense of security. Chad (01:02:25.151) The Hoosier Princes. The Hoosier Prince. Emi B (01:02:30.606) Yeah, yeah Joel Cheesman (01:02:52.749) that it's all real. So buyer beware to JT's point. If it sounds too good to be true, it probably is. And certain things to me are easy red flags. Like if someone is sending you a check to buy something and they tell you buy it from here, that could be a red flag. If something is crypto, it could be a red flag. If something is connect with us on WhatsApp, it could be a red flag. So there are still a few obvious ones that you should be looking at. JT ODonnell (01:03:09.262) Right. Joel Cheesman (01:03:20.151) But yeah, this is no longer for the uneducated, the old or whatever, the people that don't know any better. This is kind of hitting and going after everybody. And also they're going after identity theft because not only scamming you from, your money, but then they want you to, as a job seeker, give you date or give them data, which then they can, they can steal your stuff. One of the, woman in the story had the IRS, you know, knocking on her door because they had filed a tax form in her name. So. Emi B (01:03:39.172) that we use themselves. Joel Cheesman (01:03:48.321) Be careful out there, everybody, for sure. Emi B (01:03:50.747) 100%. And just to like to follow on on both your points, JT and Joel, you were saying that people need to be educated. People need to know the red flags to look out for. And I definitely do think that employers should take a bit of responsibility in terms of letting candidates know what to look out for. They understand that is a crappy market. They understand that people are anxious. They understand that candidates are desperate for jobs. And we're now in that situation. they're more likely to overlook the red flags and just go, OK, this is slightly dodgy, but surely it's OK. So companies need to, on the career side, clearly say these are the things to look out for when they're talking to candidates in the interview process, talking to them about what they're doing as an organization to prove that they are actually a genuine organization. Platforms like LinkedIn, obviously, they're already doing things like verifying that this is a real job. It doesn't work in all cases, but it goes some way to helping candidates. I just think there needs to be, I agree there needs to be that bigger push and not put the owners all on their anxious, already anxious candidates to know what to look out for because they're more likely to miss it in that heightened state. Chad (01:05:04.851) So real quick, Facebook, had Cambridge Analytica and that impacted elections, not just in the US, right? Instagram has been noted to push teen suicide. Axe had mega Hitler. LinkedIn job scams. I mean, we can't even get governments in many cases to take the steps to protect their citizens that we need to do. This can't just be. Emi B (01:05:12.154) Hmm. Chad (01:05:34.905) a job seeker doing more research, it's gotta be employers doing their job, and it's gotta be the government because the government is there to protect their citizens. The problem is we're falling down on all fucking fronts. The job seekers are not doing their research because they're really excited because they've been out of a job for six months, right? And it's really hard for them to actually put food on the table. They're incredibly anxious. They're not doing the research. The employers don't give a fuck. And the government... Emi B (01:05:43.095) Mm-hmm. Chad (01:06:04.211) depending on what government you're talking about, they're doing nothing, right? So until we get those, that three-legged stool pulled together, we're gonna continue to fall down and this shit's gonna continue to happen. And that's the sad part. Emi B (01:06:17.56) Yeah. Joel Cheesman (01:06:17.795) And everybody don't fall for the scam that I did believing that nachos were a diet. Chad (01:06:25.407) Ha Joel Cheesman (01:06:26.273) Who's ready for a dad joke? Chad (01:06:28.723) All right. Joel Cheesman (01:06:30.817) What did the fish say when it hit the cement wall? JT ODonnell (01:06:31.278) Bring it. Emi B (01:06:35.876) Slap? No. Joel Cheesman (01:06:36.663) Damn. Chad (01:06:38.387) Hahaha! JT ODonnell (01:06:38.455) No! Emi B (01:06:39.443) God, Lord. Joel Cheesman (01:06:41.878) You You're welcome. We out! Chad (01:06:46.953) We out! JT ODonnell (01:06:47.192) We out! Emi B (01:06:47.482) We are

This week, Chad, Joel, and Mo Clough go full throttle: Greek road trips, green wine, and gummies at the Vegas Sphere Layoffs at Fiverr and ZipRecruiter (a.k.a. “AI ate my R&D”) Workday goes on an AI shopping spree while iCIMS panic-buys whatever’s left at the bar at 3 a.m. Joel defends his creepy Ray-Ban Metas while Mo tries not to quit the show in disgust A 78-year-old job seeker becomes LinkedIn famous—and Joel suggests OnlyFans (duh) Gen Z “revenge quitting” meets millennial “please don’t burn that bridge” Plus: Free booze, birthdays, bourbon, and why RecFest is about to melt Nashville It’s business, booze, and bad ideas—just another day in the Chad & Cheese universe. 👉 Listen now before ZipRecruiter lays off the rest of their podcast audience. PODCAST TRANSCRIPTION: Joel Cheesman (00:28.003) Ohhhhhh yeah! Joel Cheesman (00:33.367) Who are you trying to get crazy with? SA? Don't you know we're loco? Hey boys and girls, it's the Chad and Cheese Podcast. I'm your cohost, Joel Jimmy Kimmel Cheeseman. Maureen Clough (00:38.451) You Maureen Clough (00:44.121) boy. Chad (00:44.168) You're so white. You're so white. This is Chad Acropolis now. So watch. Maureen Clough (00:49.725) And this is Maureen aka Moe locking it in Wiley-Claff. Joel Cheesman (00:55.595) And on this episode of HR's most dangerous podcast, acquisitions, layoffs, and whiny kids. Maureen Clough (01:03.995) you Joel Cheesman (01:08.695) Let's do this! Maureen Clough (01:12.435) was good. Joel Cheesman (01:14.657) What's up, kids? Chad looks like he's been on vacation in Greece. Chad (01:14.766) Woohoo! Maureen Clough (01:16.391) you doing? Chad (01:20.398) You don't say. You don't say. Maureen Clough (01:20.4) Mmm, he does. Looks like the party continues over there if you're watching on YouTube. Joel Cheesman (01:24.405) it rose all day the sew wash compound Chad (01:25.198) Got great Portuguese green wine, but I do have some great green wine that Alex Forlis from Veritone gave me. What a wonderful man. He lives in Greece, so it kind of makes sense. Maureen Clough (01:37.553) Wow, geez. Joel Cheesman (01:38.723) Oh my God. Eight years when we started, it would have been like a juicy IPA that you would have been drinking. And now you're drinking green wine? Chad (01:46.675) Yeah, still like those, still like those. Maureen Clough (01:49.139) evolution. Chad (01:51.99) I'm in wine country. So Portuguese drink more wine per capita than any country in the world. They also drink more beer per capita, just alcohol pretty much than any country in world. Maureen Clough (01:52.551) You guys are growing up. Maureen Clough (02:03.547) Wow. They got it. Joel Cheesman (02:05.089) Is this after you became a resident? Is that how that worked? Chad (02:07.758) I'm not sure. I'm not sure we have that. We're have to fact check that. Can I have to fact check? But really quick, a big happy, we've already wished Bill Borman a happy birthday, but happy birthday again. Julie and I, his wife Fran actually invited us out to Corfu, which is an island over by Albania where Bill lives. Joel Cheesman (02:12.781) Jeez, speaking of liquor, go ahead. Joel Cheesman (02:26.797) Mm-hmm. Chad (02:28.898) And so we got to road trip. literally landed in Athens and it's about a six hour drive. So we hopped in a car with friends of ours, Chris Long and Marin Hogan. We did a six hour drive, hopped on the ferry with the car, went over to Corfu for a few days, had a blast, spent a night in old Corfu town, did a road trip back and then did the Acropolis, which is a fucking mate. I mean, if you go to Greece, you got to do ancient Greece, right? And then we did Joel Cheesman (02:38.627) Mm-hmm. Joel Cheesman (02:44.333) Mm-hmm. Joel Cheesman (02:57.027) Isn't the whole thing ancient Greece? Is there like a neighborhood or? Maureen Clough (02:58.354) Hahaha Chad (02:58.486) geez. Yeah, it's called the Acropolis. There's even a museum and ancient agora. mean, it's just dripping with history, much like Europe is. Just much like Europe is. Yeah. Big 60. Maureen Clough (03:04.115) you Maureen Clough (03:13.533) man. Joel Cheesman (03:14.089) Happy birthday, Bill. Some of the photos, Bill had a good time, apparently. Speaking of good times, have you guys seen the Charlie Sheen doc on Netflix yet? my God. How that guy is still alive is a miracle. Cocaine crack. mean, it's, yeah, I don't know. He's built different. That's all I got to say. He's built different. Maureen Clough (03:21.299) That's a big one. Chad (03:26.586) No. Jesus. How much cocaine can you do in a lifetime? Is that what it's called? Maureen Clough (03:26.823) have not, no. Maureen Clough (03:35.507) There must be some benefits, I guess. Joel Cheesman (03:43.779) what Robert Redford speaking of movie stars passed away. Maureen Clough (03:45.501) Something else. yeah. RIP. Chad (03:47.465) dude, all the president's men, my God. Joel Cheesman (03:51.893) I was going to say favorite movie, him and talk about a timely movie with, I don't know, the press and free speech and all kinds of stuff getting put under fire. Kids, if you haven't watched all the presidents men about Watergate and the Washington Post, very good movie. Chad (03:53.998) That's it. Chad (04:05.367) Yeah. Watch it twice. Maureen Clough (04:08.699) It will not surprise you to know that I have not watched it. There you go. There you go. Once again, failing on all the movie references that you guys throw out there. Every single one. Damn it. That's accurate. Accurate. Remember I have a goldfish attention span. Movies are too long. Movies are way too long for me now. It's 2025. 2025. Chad (04:12.411) gotta watch it. Joel Cheesman (04:12.803) But you'll, but you'll, you'll, she'll catch this out. She'll couch. She'll catch the South park edition when it comes to comedy central. Yeah. Yeah. Very. Chad (04:17.518) This is why we are here today. Chad (04:29.806) That's good Chad (04:34.51) If you can cut it down into 60 second increments, I might be able to get through it, yes. Maureen Clough (04:37.799) then I might be in, I might be in, but better hook me those first two seconds. Joel Cheesman (04:40.771) There's a business idea. Take classic movies that kids don't know and turn them into shorts. That's the new Quibi, Quibi relaunch. Maureen Clough (04:46.451) Ooh, well, hey, it's, mean, that's, I believe it. There's a TikTok channel for everything. Chad (04:47.288) There are... Yeah, there are TikTok channels like that. Yeah. Joel Cheesman (04:53.259) Are there? You better put them, put them on at the Sphere in Vegas and then people will go, people go watch it. Have you seen the, the, Lord of the, Wizard of Oz on this, at the Sphere? Chad (04:59.328) I beat. Maureen Clough (05:00.307) Yeah, that's a way to get it out. It's a way to get the message out. Chad (05:09.194) I haven't seen it. I saw that it's going on. bet that's, dude. Yeah. Maureen Clough (05:09.427) Joel Cheesman (05:10.337) Highlights, I saw highlights and stuff. Like when the tornado comes, there's a, they reenact and leaves are blowing everywhere. Very cool. Chad (05:17.262) All I have to say is if you are going to the Sphere to watch The Wizard of Oz, make sure that you take a gummy, about 20 milligrams, about half an hour before the show starts. I mean, that will just make it, yeah. Joel Cheesman (05:23.075) Mm-hmm. Maureen Clough (05:25.855) Hahaha Maureen Clough (05:30.755) Mmm. Lit. Joel Cheesman (05:31.275) All right, time out on the 20 mils because you are, yeah, your system can handle that. If I did 20, I'd be comatose for a week. Be careful with the dose kids. Be careful with the dosage. Don't just listen to your uncle Chad and take 20 milligrams. Maureen Clough (05:40.147) You Chad (05:48.654) It's best for you. It's best for you. Maureen Clough (05:50.682) Yeah, can't imagine that would do good things to me. Yeah, but hey, whatever gets you through these end times. Chad (05:56.833) We had some shout outs, right? We had shout outs. Do what? Maureen Clough (06:02.483) I said this should, know, hey, 20 milligrams might get you through the end of days, the end of times that we're going through. whatever it takes. Joel Cheesman (06:09.697) Might get you through this podcast episode as well, so feel free to... Chad (06:09.774) You might be okay. Joel Cheesman (06:16.643) Whatever it takes, kids. Chad (06:17.902) All right, so I've got a quick and somber shout out to our late buddy, Matt Lavery. This is on the, you know, on the heels of our Greece trip and all those things. Last weekend, Notre Dame played Texas A and Julie and I were supposed to be back in South Bend for that game. We were actually going as guests with Matt, who was a golden domer to the core. Matt, the dude had like the best tailgate set up. Joel Cheesman (06:41.453) Mm-hmm. Chad (06:47.092) known to man. We're talking about couches. We're talking about barbecues. I mean, he TVs, big screen TVs. yeah, the dude loved his football and he loved his Notre Dame fighting Irish. Matt, we miss you and we're thinking of you buddy and shout out to living every moment like it is your last. Get out there and enjoy life kids. Joel Cheesman (06:50.179) Couches, liquor, top shelf. Joel Cheesman (07:10.691) On a less summer note in regards to Matt, the Cubs are in the playoffs for the first time in like 10 years. So there is, he is upstairs somewhere watching the Cubs make a run. And by the way, on a personal note, he and I had a bet that the Cubs would have an over under 90 game wins this season. As we record this, they're at 88. So he's only two games away from cashing in on that bet. I'll probably do a little. Chad (07:13.806) There we go. Maureen Clough (07:17.618) Hahaha. Chad (07:20.686) You Chad (07:30.83) Mm-hmm. Joel Cheesman (07:38.965) social media celebration if the Cubs get to 90 in his honor. So always thinking of you, Matt. Chad (07:42.478) He's his spirit his spirit is at the cubby bear right now. That's where it's at That's where he's hanging out right now right across from Wrigley. That's where Matt's at Joel Cheesman (07:53.699) Cubby bears good stuff, cubby bears good stuff. We miss you, Matt. We miss you, buddy. We miss you. Follow that, Mo. Good luck. Maureen Clough (08:01.063) Yeah, cool. Thanks. I did not know Matt, but he sounds like he was a wonderful human being. So my loss for sure. so this next one is, it's a little bit of a feel good slash like it hits you in the gut a bit, but, you know, these, these days we want to have a little, a little uplifting stuff going here and there, right? Just to keep us propped up. So, this woman a couple of days ago posted on LinkedIn and she said essentially like, Hey, my 78 year old dad who had retired. Joel Cheesman (08:03.681) Hahaha! Joel Cheesman (08:18.327) Yeah we do, yeah we do. Maureen Clough (08:30.907) now has to go back to work because he can't afford his life. He ran out of savings, which unfortunately is he's not alone, right? This is happening to people and he has absolutely no idea what the job market is like today. He didn't even know what LinkedIn was, right? Like he's up against so much AI. mean, countless things in his way, right? Joel Cheesman (08:40.045) Mm-hmm. Chad (08:51.694) Mm-hmm. Maureen Clough (08:52.019) Um, and so she put this post up and she said, you know, Hey, I really want to help my dad out that he seems, you know, he's down on his luck and he's concerned about what he can do. And the outpouring of support was absolutely wild. So as you can imagine, like 431 connections from this guy, including, well, there I am. Hi, um, 431 connections for this guy in like two days of being on LinkedIn. That shows you how many people have rallied around this guy and people are Chad (09:17.592) Yeah. Maureen Clough (09:18.407) you know, reaching out saying, Hey, I'm a career coach or Hey, I've got this job. And, and, know, he has a long sales career in his background and, hopefully a very extensive, you know, network from both life and work. And so hopefully you'll find something, but you know, obviously it's, it's pretty tough to come back in the job market after 10 years away and being 78 with, you know, ageism in the hiring process and whatnot is, a tough, tough situation, but you know, Hey, soft skills are the hardest of all. And this guy has a storied sales career in his background. So. Joel Cheesman (09:39.189) Mm-hmm. Maureen Clough (09:48.316) I'm thinking a lot of people who are going out there hanging a shingle for the first time as consultants are going for fractional stuff. They're probably going to need some sales help because a lot of those people have never done sales before. And suddenly everyone in those situations are going to need to become salespeople essentially. So anyway, hats off to Richard. I hope that he could find something. And if anybody here is listening and has something for this fella, I think you should reach out. Maybe Chad and cheese can help get them higher. When that'd be a feel good story. Joel Cheesman (10:15.691) I mean, I'm thinking... Chad (10:15.798) And if you're watching, there's his LinkedIn. There's his LinkedIn, Dick Davis, baby. There he is. Maureen Clough (10:19.057) Right? Let's go! Come on, come on, internet! Joel Cheesman (10:19.139) I'm thinking, I'm thinking we're going, we're going Dick Davis, get an only fans. are a lot of lonely women in retirement homes that would love a little Dick Davis in their, in their inbox. You know I'm saying? Maureen Clough (10:30.663) That's a different angle than I was gonna suggest, but TA professionals, TA professionals, hook them up. Experience matters. my Lord. I'm so sorry, Richard. I was trying to help. Trying to help. boy, boy. Anyway. Joel Cheesman (10:35.019) No one called me for my- my advice. But, you know, if, Chad (10:41.528) Fred Garvin, male prostitute. Dick Davis. Yeah, no shit. Joel Cheesman (10:42.147) Dick Davis, OnlyFans Celebrity. Poor guy. We'll get the hell out of LA for one. Geez, that's an expensive town. Move to Waco or somewhere. don't know. Geez. Chad (10:55.502) don't do that. I do. do. Yeah. Yeah. Maureen Clough (10:57.361) I love when the community rallies behind someone, right? So that was lovely and I hope this man gets a job, may he get a job. Chad (11:05.55) Excuse me. Joel Cheesman (11:07.861) All right. My, my shout out guys, you guys probably saw the new Apple, products, the new, the new air iPhone and some of things pretty mixed reviews. All right. But like your boys, Zuck came through for me, Chad this week. So the, you've seen me in the wild, these are my work glasses, but my regular everyday glasses are the, Ray Ban metas. Maureen Clough (11:07.923) What? Chad (11:24.945) nice. Maureen Clough (11:25.073) I love him. Joel Cheesman (11:33.751) to my kid chagrin eternally embarrassed when dad wears the Meta's Ray-Bans. I'm not kidding. You didn't think I had these? Yeah, these are, yeah, anyway, these are it, baby. I've had a flake. Maureen Clough (11:35.484) You're kidding, right? Maureen Clough (11:39.645) dear God, you're not kidding. boy. Holy. No. This changes everything. What the? Why do you? Okay. All right, continue. All right. Withholding judgment. Chad (11:50.241) Uh-huh. Yeah. Yeah. Joel Cheesman (11:53.175) Are you impressed or disgraced in quitting the show? Maureen Clough (11:56.308) I'm possibly verging towards, veering towards the ladder. That, I can't, wow, okay. Hey, you know what? Educate me. Educate me. Chad (11:56.942) Ha Joel Cheesman (12:01.407) Okay, I have no shame. Chad (12:01.752) Well, it's okay. The other half, Mo, the other half, not having that. I'm not having that. I'm not supporting Zuckerberg or any of that shit, so. Maureen Clough (12:08.019) Good, good. We'll stick together. Joel Cheesman (12:11.041) Hey, I'm supporting Ray Ban, a good, a good us company. more than, more than meta, but anyway, the, so if you don't know the meta, the current metas, you can take pictures, you can listen to audio that it has some AI in there and whatever. But I've ever since I've been wearing glasses, I've man, eventually there's going to be some augmented shit. There's going to be stuff in the lens that I can see. So finally the new meta display glasses are going to be a step in that direction. Maureen Clough (12:18.707) Okay, tell us more. Maureen Clough (12:25.105) Not creepy at all. Joel Cheesman (12:40.651) So they have a display screen on the glasses so you can see restaurant reviews and this will probably get into creepy, creepy areas where you see a face and he'll tell you who it is if they're in, if you're in, if they're in your Facebook connections, right? And then they have this wristband because it's awkward to talk to the glasses and ask the glasses to do stuff. So the wristband is like a little hand control thing with the glasses. So that's very cool. Maureen Clough (12:50.547) We're there. Joel Cheesman (13:07.299) And if, if we're looking at sort of a jobs component to this, there's going to be a marketplace that they're launching around the glasses. So a lot of old-timers remember Chad, remember, remember when you could put up your phone with the camera at like downtown whatever, and it would show you like, Oh, Starbucks is hiring. And it would show you a little like on the screen. So Maureen Clough (13:07.539) Wait, what? Chad (13:28.686) You mean you mean the app that indeed that indeed like submarine? OK, sorry, my bad. Yeah, yeah, yeah. Joel Cheesman (13:33.195) That was the job hunter or the job scout or something. that there's going be a whole new wave of job apps where you're got your glasses on, you're walking down the street and you'll see like who's hiring and, shit like that. So I'm excited for the glasses. I can't wait to, to sport them. I hope I can get them before, before rec fest, but that's probably, probably a little bit of a. Chad (13:50.466) So bad. Chad (13:58.136) So apprehensions, Mo, what's your apprehension of these? Is it just the Facebook glasses or is it all of them? Maureen Clough (14:00.851) I mean, where do I begin? Oh yeah, it's jealousy. You're right. I'm just jealous. I'm just jealous. Yeah. I just, first of all, those things, I mean, at least yours are the Ray-Ban version. I don't know if you saw, they unveiled the new versions of these things. They are ugly as sin. It's like Oakley wraparound red frames. Did you see those? They came out with them like yesterday and they are an affront to my eyes. Oh dear God. Joel Cheesman (14:02.933) It's jealousy. It's jealousy. Chad (14:11.47) Chad (14:25.827) Yeah. Joel Cheesman (14:26.039) How bad would you feel if I said I have a pair of those too? But I don't. Chad (14:28.942) Bless your heart. Maureen Clough (14:29.947) Okay, thank God. But I mean, at least yours are like less sartorially offensive, but like, I don't know. Is it just me? I don't really love the concept of someone walking around taking fucking photos on their eyeglasses of me or anyone else or anything else. I think it's hella creepy and yeah, I'm not here for it. So I thought I actually, it's funny because you were, well, we were talking about shout outs, right? And I was gonna shout this out. Chad (14:45.71) It's very big brother. It's very big brother. 1984. Joel Cheesman (14:50.059) Okay, so. I'm not. Maureen Clough (14:56.913) And I fully thought that your shout out was gonna be like, these things are stupid. And instead you're like, love them, stan them totally. Like, I'm just shocked. Chad (15:01.326) You Joel Cheesman (15:03.733) Okay. So, so let me, let me defend. This is great. This is great. This is why we have Mo on the show. So, so it's only recording if the light is on. So don't think that someone with the glasses are just randomly recording you or doing like they actually. Well, I won't and most people that wear them. Maureen Clough (15:09.011) This is Vigorous Debate. Maureen Clough (15:15.211) Okay. Chad (15:18.543) yeah, because I'm sure they won't be able to jailbreak that. Sure, yeah. Maureen Clough (15:19.709) So, cause, and also like, so I need to be on the lookout for people with a little, like I have to make sure that I spot said light. Solid. Joel Cheesman (15:27.083) If there's a light, they're recording. And if they go like this and a light goes off, they've taken a picture. Okay. But, okay. To say that everyone's with these is just walking around taking pictures of people is kind of stupid. I only take pictures. Okay. So if my kid is at soccer practice and there's a photo op and I can't reach in my pocket and like focus my camera, I just go do and I've got a, I've got a picture of the kid playing soccer. Maureen Clough (15:34.641) That is... my god. What the Maureen Clough (15:42.643) I mean, I know they're not, but like they could be. Chad (15:43.598) No, it's not. Maureen Clough (15:56.456) You know, I've lived too long, what the fuck? Do we need these things? Like get your phone out of your pocket and take... Joel Cheesman (15:59.375) And the best, the best thing that they're for is the audio. Cause no one hears the audio. Like, so my wife could be watching whatever serial killer documentary she's watching and I could be listening to a podcast and she doesn't even know. And that's magical. Cause I don't have to sit through another, another Ted bun, another Ted Bundy documentary. I can, I can chill out. Maureen Clough (16:17.363) my gosh, this is gonna make women hate their husbands even more. Maureen Clough (16:25.612) my God. Chad (16:25.762) think we should go into free stuff because this is just too much. This is too much for, we're not giving away free rebands, kids, but we are doing free stuff. Maureen Clough (16:30.259) I'm dying. I'm dying. Yeah, thanks. That's, we draw. Joel Cheesman (16:32.963) There's a small number of listeners who are intrigued by this and want to hear more, but fine, fine. Let's get to free stuff. Maureen Clough (16:40.211) They might be in the minority. Let's see. All right. I guess it's from me this year. I mean, we, my God, my brain. I'm telling you. All right. Apparently I need to drink and probably a lot of you do too. So who wants some free whiskey? Anyone? Anyone? All right. Yeah. The talent experts over at Van Hack got you covered. All right. If you are more into wearing. Joel Cheesman (16:45.975) Jealous. Chad (16:57.078) It helps. Mm-hmm. Maureen Clough (17:06.493) things than t-shirts are a thing that you might consider. And we have some really cool things from the, the folks who wear those weird shoes. Chad's dying. Those red shoes over at the Aaron app. Hey, you guys told me to do this. This is on you. and if you don't want to go quite as hard as whiskey, we do have beer. There's craft beer and there is a difference. And that's from Aspen tech labs. Thanks fellas. Chad (17:23.426) me some air nap. Go ahead, Kira. Maureen Clough (17:34.115) And ladies, if there are ladies there too. And if it is your birthday, we've got rum with plum. Chad (17:36.622) There's the light. Maureen Clough (17:45.46) So good. So good. All right. But you guys, chadcheese.com. man, you took the punchline from me. Sorry. Chad (17:47.182) But if you don't win, you can't play, which is why. You gotta go to ChadCheese.com slash free. Now do it again, do it again. Joel Cheesman (17:52.159) I talked to fans all the time that aren't signed up. So what are you doing? What are you doing? Chadcheese.com slash free. Get a shirt, get some shit. Like it blows me away. celebrating another, they're awesome. They're awesome. I agree. I agree. Unlike those damn Ray-Ban meta glasses. So celebrating another trip around the sun is Jim Lowe. Maureen Clough (18:02.415) my gosh, guys. Chad, she's... Chad (18:07.118) free stuff. Maureen Clough (18:07.783) Those t-shirts are soft, very soft. Get them, get them while they're hot. Way cooler. Joel Cheesman (18:21.537) Randall Emory, Eli Carstens, Ava Zills, Karen Heatwool, Michelle Palermo, Wendy Dodd, David Anglikowski, Becky Rand, Leslie LeBlanc, and Youssef Ongel. Happy birthday, everybody, and thanks for listening. Hopefully we'll see some of them out in our travels. Chad, where are we headed? Chad (18:36.375) Mm-hmm. Maureen Clough (18:39.155) Happy birthday! Chad (18:44.878) So, Wreckfest is almost here kids, but before that, we're heading to Chickencock Whiskey HQ in Louisville, Kentucky with our friends over at Havas People. Have you heard of Havas People? If you haven't heard of Havas People, you need to hear of Havas People. H-A-V-A-S by the way. That's right, who doesn't? Steven, and Steven's gonna be there by the way. He's coming from Scotland, spend some time with us. it's gonna be ridiculous. I hope they don't send him back. That's the problem, the whole immigration thing. Joel Cheesman (19:14.207) Mm-hmm. So many reasons to attend. Maureen Clough (19:18.523) I'm to meet him. Let's keep him. Joel Cheesman (19:23.107) The bar in Kentucky is pretty high. He'd really have to go above and beyond his usual naughtiness. Maureen Clough (19:25.831) We. Chad (19:29.614) But this one's your baby Cheeseman. So tell us a little bit about what's happening on October 13th in Louisville. Joel Cheesman (19:36.611) Yeah. So if you're, uh, if you're in the Louisville area or you want to just make a drive, maybe you're in Cincinnati, Indianapolis, or somewhere nearby. Uh, here's a reason to come down to Louisville on October 13th. It's a Monday. It's also Columbus day. So you might have the day off. Might be a good reason to make the trip if you're not there. Uh, so chicken cock are unofficial official bourbon of the show is opening up a speakeasy. Chad (19:52.792) There you go. Joel Cheesman (20:01.763) in, in Louisville. So they are going to open this up for us. It's kind of a sneak preview before they actually open to the public. We're going to do some interviews. We're going to do some tastings. We're going to have a Steven there, hopefully have some special guests. we'll probably do an interview or two. It's from five to seven. If you'd like to join, just head out to Chad cheese.net slash Louisville hyphen event. Chad (20:06.254) Mm-hmm. Maureen Clough (20:21.075) Amen. Joel Cheesman (20:26.915) Or just hit me up on the socials. Uh, if you're in Louisville, it's a can't miss event. In my opinion, it's free bourbon. It's us. It's Steven McGrath. It's networking. It's easy. It's easy. It's a, it's a no brainer. Maureen Clough (20:34.291) That sounds amazing. Are you guys gonna do like, are you guys gonna do like a sort of a hot one style where you give people a shot of whiskey before they answer and like increase that? Have you thought about that? Chad (20:34.88) It's chicken cock. Chad (20:46.118) so I've. So so so first off, we've already planned this through at least. Julie is the DD. OK, so she's the designated driver. Yes, and and Steven and I and Joel, we're we're going to be drinking heavily. So first and foremost, we're going to show up in Louisville early. OK, we're going to hit some we're going to hit some some distilleries before even going to chicken cock. Maureen Clough (20:53.331) very smart. Joel Cheesman (21:12.301) Yeah. Maureen Clough (21:13.747) Free game! Chad (21:15.106) yeah, we got a pregame. So we're going to do that. Then we're going to get a chicken cock. So yes, if you go figure, love high level top shelf whiskies, you got to be a chicken cock. Not to mention again. Not to mention again, kids, it's not even open yet. You are going to get a sneak preview of what's going on. Then, then we're headed to Nashville for RecFest where we're emceeing the Disrupt stage on Wednesday. Plus we're also hosting talks with our friends over at Dalia, Covey, Jovio and Veritone. That's right. And here's the cool part. We're doing all of the interviews and the panelists are... Joel Cheesman (21:47.981) Mm-hmm. Chad (21:58.86) for all these four talks are practitioners from Compass Group, Rippling, yeah, you heard me, Rippling, Foley, Phantom, Interim Healthcare, People Ready, and the list goes on. So it's gonna be a blast. Disrupt Stage, day one. Then the night of day one, that's the 15th, you're go to Rock the Riviera at Redneck Riviera. That's right. Mo can't wait, she can't wait. This is our second year, by the way. Maureen Clough (22:06.277) You Maureen Clough (22:27.239) I'm seriously pumped. I'm so pumped for this. Chad (22:29.984) Second year, JobPixel, Omar again, I need to JobPixel more apparently, so JobPixel. And then our friends from Havas people are also going to be there again. But one thing, one thing I wanted to go ahead and tell you, because I just got a message Joel, and this is just trying to level the playing field here for both of us. Jamie must have felt sorry for me. Joel Cheesman (22:50.679) Mm-hmm. Chad (22:57.482) for missing the Jeff Taylor interview at ERE. So he's putting me on stage to close out day two on the disrupt stage with Jeff Taylor. So guess what kids? So listeners, you're gonna get a Chad and Jeff Taylor version and then you're gonna get a Joel and Jeff Taylor version. It can't get better. It can't get any better than Maureen Clough (23:21.107) It's awesome. Joel Cheesman (23:21.283) Yeah. Yeah. I'm going to be in San Diego, uh, in November 4th and 5th, uh, for ERE and interviewing Jeff Taylor on stage. So my man is in a Chad and cheese sandwich. hope, uh, I he's ready. Ready for that. Good, good God. You know, Chad, uh, uh, you know, Monday after the event, uh, there's football. So we may have to just take the party from chicken cock for little football, which Chad (23:25.314) Yes, the only place to be. Chad (23:34.082) Hehehehehe Maureen Clough (23:36.531) That's a lot. A lot of Chad and cheese. Chad (23:38.678) and love it. Chad (23:49.987) yes, to- Joel Cheesman (23:50.677) It's a great segue to talk about fantasy football. Chad (23:52.974) Good call. had a bad week. Joel Cheesman (23:55.907) fantasy football. Yeah. Sponsored by our friends at factory fix. Let's, let's go through the, the power rankings after week two. Top of the of the charts we have. wait a minute. Is that me? Am I in first place? my goodness. Hello. Hello. Hello everybody. All right. Following following me is a Courtney. No nap in NAPO. Mackenzie, mad dog, Maitland doomsday, David Stiefel. Maureen Clough (24:09.043) So humble. Chad (24:13.002) It's fleeting. It's all fleeting. Joel Cheesman (24:24.845) Megan the Mahler Rattigan, Jada Pinkett-Wyler, Goodwill Carrington, Jason and the Argonauts Putnam, James and Ginger Dodds, Stephen the Scottish Hammer McGrath, the Chad Sowash, that's right, the Chad. Joel Cheesman (24:46.539) And following up at the end, Jeremy spoken class today, Roberts, that is your fantasy football power rankings after week two. If you're not in first like me, I hope week three goes better. Maureen Clough (24:47.365) heard that one. Chad (24:54.19) Mmm. Chad (25:02.99) In my defense, my defense, I was in Greece last week. anyway, go ahead. Joel Cheesman (25:11.659) I don't have to go on. I'm number one. End of story. That's it. That's it. Let's get to topics. Cause this is where we're 30 minutes into garbage before we actually get to topics. All right, here we go guys on the heels of paradox and flow wise workday announced its acquisition of Sana for $1.1 billion, highlighting the growing consolidation in the HR software sector. The acquisition will allow workday to integrate Sana's AI technology. Maureen Clough (25:16.221) Can't wait till I enter the fray next year. Chad (25:22.508) Here we go. Joel Cheesman (25:40.277) into its cloud-based platform, enhancing its offerings for customers. But wait, there's another acquisition. iSIMS has acquired Apply, an AI bot for frontline hiring, aiming to streamline high volume recruitment in retail, hospitality, and healthcare with conversational tools and predictive assessments. Terms of that deal were not disclosed. Workday acquires Sana and iSIMS gobbles up Apply. Chad, your take. Chad (26:09.57) Okay, starting with Workday, they just tripled down on AI in the last month. I mean, they acquired, hired Score about, I don't know, 18 months ago. And recently they ripped off the three acquisitions you talked about, Paradox, Flowwise, and Sana. I don't think that you can look at any of these acquisitions alone. They are together and they're connected. Now the big connectivity between these is Flowwise. If you think about it, the hardest thing to do is get to get your users to adopt. Right. So you have to make it easy, which is what Flowwise does. Right. You buy Sana, which I'm just going to use one aspect of it. Learning and development. Right. They've got a huge AI driven, literally personally customized LND product. It looks fucking hot. It looks sweet. And then you've got paradox, right? So you've got all of these. Well, not to mention, wait a minute. You still have hired score. So you've got all of these AI pieces and it's like, shit, how the fuck do we pull these together? Flow wise. Flow wise is like a sandbox. It's like a visual sandbox and you start to pull things together and say, let's start out with sourcing. We're gonna pull over the sourcing piece of automation and you look at your work. Maureen Clough (27:08.903) you Maureen Clough (27:22.737) Ahem. Chad (27:37.142) your workflow automation and that actually kicks into what? Hired score, right? Then you start through the interviewing process. What does that do? It actually kicks into your paradox piece. And then after they're already hired, they go into onboarding. What do they have to do next? Well, they go into LND or the sauna piece of it, right? So this makes it incredibly smart and easy. because you don't have to put all these pieces together and teach people how to use all this shit. You literally have one dashboard that connects everything. And I think that Workday, all the shit we've given them over the years, it feels like they're starting to get some of this stuff right now. Now, don't get me wrong. Don't get me wrong. Execution is the biggest key here. If they can actually execute, we'll see. But Workday's got a shit ton of cash. So... Joel Cheesman (28:19.907) Mm-hmm. Chad (28:35.02) I think they can make it happen. On the other hand, iSIMS, I don't know if it's aptly, I don't know if it's apply. I mean, I don't think it matters because I think the brand's gonna go away like that, right? As I mentioned a couple of weeks ago, SAP Workday and Engagedly, they both made acquisitions that focused on one thing, frontline hiring. So how is... Maureen Clough (28:42.102) Hahaha Joel Cheesman (28:44.966) It doesn't. Chad (29:02.74) Apply or apply or whatever described. They're described as a fast growing AI powered recruitment automation innovator, blah, blah, focused on what frontline hiring experience. Frontline hiring experience. What do we know about ISEMs? We know that they're not going to go IPO. We know they're not ready for that, right? So they have to look for what acquisition? Who was acquired with frontline hiring? Who? Maureen Clough (29:04.435) you Joel Cheesman (29:05.069) Mm-hmm. Maureen Clough (29:12.428) you Joel Cheesman (29:15.331) Mm-hmm. Joel Cheesman (29:24.119) Mm-hmm. Chad (29:31.958) Yes, obviously, aptly apply whoever the fuck that is. Then we've got butterfly.ai who was as well. Then we've got paradox. Then we've got smart recruiter. So I think from the standpoint of trying to position yourself for acquisition, which I really feel I mean, I Sims if they're not going to go IPO, which I don't think is smart for them, especially with the market the way it is, it's chaotic as hell. They have to look at acquisition. Joel Cheesman (29:39.618) Mm-hmm. Chad (30:01.826) and I think this is a very smart move for them just from an optic standpoint, can they pull it off? That's a bunch of deep breaths. That's a bunch of deep breaths. Yeah. Joel Cheesman (30:16.075) Yeah. Workday, workday is a very big company with very smart people spending a lot of money to make these decisions. So for us to be on a podcast with none of that and know that thing that we know the big picture, is mostly conjecture and opinion. But, but Chad and I've been around a while, look, we had conversations with paradox fairly early about paradox being a part of the entire Chad (30:20.418) Yes. Chad (30:33.317) I know the big picture. Maureen Clough (30:34.308) Hahaha! Joel Cheesman (30:46.347) enterprise process. So if I want to know what my PTO days were, I could in a chat ask Olivia or whatever your chat bots name was. to me, Sana is another piece of this all encompassing conversational experience as an employee from the minute I'm interested in a job to onboarding to I have questions about my benefits to I want to learn more about X, what Chad (31:02.231) Yes. Joel Cheesman (31:15.843) what is there that I can do because I think Sana has elite level learning solutions. But I don't think the conversational piece there is good at. So if you can take all that content and put it into a conversational component like Paradox, Chad (31:26.605) Mm-hmm. Joel Cheesman (31:41.057) I mean, I think it's peanut butter and jelly. And then, and then you talk about all the other pieces that they brought into it. I mean, what work day is, is creating. And let's be honest, they've almost 10 years, they've kind of gotten their butt kicked by the likes of service now. And some of the other competitors are out there. I mean, big applause for them to take a big swing, which we always love to see big swings in this industry. I mean, this. Chad (31:59.725) Mm-hmm. Joel Cheesman (32:09.549) This acquisition was almost 2 % of its market cap. So it's not like this is couch cushion money. This is serious money for them. One acquisition. Maureen Clough (32:15.283) That's not nothing. They're serious. Chad (32:16.494) This is one acquisition and paradoxes is just as much. So they were just about the same acquisition cost. And that was cash, cash, money. Maureen Clough (32:22.227) Damn. Joel Cheesman (32:24.929) Yeah. I mean, let's, let's call it over the last few years, five ish to 10 % of their evaluation. So they're making big swings. Wall street loves what's going on. Stock is crushing it. they've been upgraded by a lot of, a lot of analysts around wall street. So the street loves it. I think we love it. I do agree with you that it's, it's, it's hard to put all these pieces together as, as a big. enterprise, a big company and make everything work. You have different cultures in these companies. have different infrastructure, different, there's a lot of different things going on. You have to pull together. We talked about indeed last week, pulling in this whole like connect to the ATS post job. It all comes together. You know what, you know what a big hurdle to that is, is indeed getting all these companies to agree to let them into their ATS. Like it sounds really good on paper, but it's, that's going to be an incredible headache. If they can get 10 % of their companies to plug into the ATS, like that would be a feat. So it's, it's easy to talk about this in term, like theoretical terms, but practically it's going to be really challenging to do. have a lot of smart people coming together with different agendas and experiences. So it's going to be fun to watch. love the big swing. Wall street loves it. workday is a, is a good company, a great brand. Maureen Clough (33:43.795) you Joel Cheesman (33:47.875) Um, let's see if they can execute and get it done. It'll be fun to watch on the ice Sims front. Look, the fact that Chad, you and I don't know if it's a ply or a plea, uh, or whatever, like is a problem apply a plea. Well, yeah. So they've been, they've been, I mean, look, they, they've been around since 2016 and we don't know how to fucking pronounce their name. Like that's a marketing error. That's, that's not on us. That's on them. If they've been around for 10 years almost. So Maureen Clough (33:54.067) you Chad (33:58.318) Happily, Maureen Clough (33:59.028) You Maureen Clough (34:02.675) I thought it was aptly. You made it tomorrow. Chad (34:02.712) Doesn't matter. It's going away. It'll be go in three, two, gone. Maureen Clough (34:16.636) I that take. Joel Cheesman (34:16.771) They got about a million dollars in seed. Uh, they have about 140 employees. Um, this announcement, cause we all do homework before this show, I hope. And like the, the number of workday stories, huge, like page after page, the, the, the news on this was like their own PR and that was about it. Maybe like one or two industry folks. So there's little to no heat on this. I look at this simply as when Maureen Clough (34:37.949) Mm-hmm. Joel Cheesman (34:45.864) iSimsBot text recruit. It was a good move in part because canvas was then bought by employee. was job bite at that point. And I think, I think I knew at that, at that point, canvas was no longer going to be in the ISIM store, right? It was going to be the, the job bite texture, could whatever. So I think, I think ISIMs looks at paradox getting gobbled up and literally no, mean, very little conversational. If, if they don't have conversational, they're screwed. Because when smart recruiter says Winston now workday has paradigm. Like there's a risk that if they don't have a solution for conversational, they're totally screwed. Totally fucked up. Totally behind the eight ball. So to me, this was simply a defensive move to say, we got to buy somebody to have this solution and a plea apply was the, was the, was the last girl at the bar at three, you know, 3am and nothing else is not much is left. Chad (35:21.304) Frontline hiring. That's it. Maureen Clough (35:42.16) You Maureen Clough (35:47.003) oof oof oof Joel Cheesman (35:49.687) Defensive move. Hopefully they can integrate it well enough that their customers love it. But to me, this, this was a hail Mary and a definite contrast from the workday strategy and acquisition strategy. Chad (36:04.046) What up, Mo? Maureen Clough (36:05.523) Well, from what I've heard from people in my audience that just around on Main Street, Workday had a little room for improvement. So it sounds like they are making some really shrewd moves here. I know that the Hired Score tool specifically is the one that's in question with the lawsuit that's being filed as a class action from people over the age of 40 who said that they were systematically denied interviews and job progression during their search from. work day and so it'll be really interesting to see what comes from that. But you know, it sounds like something that's going to be based on what I read. It sounds as though like you said, it's a pretty end to end situation where it's like coming all the way from the interviewing and job searching process all the way through just like using an HCM at your day to day job. But what I thought was really interesting about it was that it sounded like it was almost going to be a VA for you at work. Like it was going to serve up to relevant pieces of knowledge. was going to show you different learning pathways. Like you said, it's, moving towards being an LMS instead of being like, you know, a delivery system for videos and that sort of thing. But it sounds like you sit down at your desk and it's like today you should do X, Y, Z. And, and I'm like, wait, that sounds, that actually sounds pretty cool. As long as there's still something for me to do beyond that. Right, and that's the question I have. If it's replacing a lot of that work and the menial tasks and whatnot, awesome, as long as there is something to fill its place, right? Because we want that for humanity. And I don't know if you guys saw, do you know who Cleo Abram is? She has a YouTube channel called Huge If True. So she's this awesome tech reporter and she had an interview with Sam Altman, which I cannot believe has not gotten more play. I mean, I guess it got like 3.6 million views, but whatever. Chad (37:37.43) You Maureen Clough (37:52.596) Sam Altman was asked on the nose, like, hey, it's five years out from now. Like, what do you foresee for entry level jobs for people and jobs in general? And he was like, I don't know. Things are changing so fast. It's hard to even say. And she's like, excuse me. She started with 10. Wow. Way to Bosch story. She started with 10 years. She's like 10 years out. Like, what do you see? And he's like, I don't know. She's like, okay, well like closer to now. He's still no idea. The thing is. they are building these tools, they don't even know what's gonna happen in their wake. They don't care. They don't care at all. And it was stunning. was like such an obvious softball question. Like you should have an answer for that if you're building some of this technology. And he was like completely flat-footed. And it was like, whoa, this is, you know, I love all of the positivity and the optimism around like, it's gonna create jobs and all that, even though it's gonna take a while. even the people creating this technology have not thought that far out. And it's like, Chad (38:33.504) Yes. Maureen Clough (38:49.64) Shoot, this feels different. anyway, but. Chad (38:54.488) Well, and the different feeling is, I think that Workday is actually positioning themselves against Salesforce, right? They're looking bigger. They're not looking at Isims. not looking at, yeah, yeah, they are looking at the big fucking players that are, that are, that are much larger. Maureen Clough (38:54.898) You were saying. Joel Cheesman (39:05.623) Mm-hmm. Service now. Maureen Clough (39:11.805) Big dogs. Chad (39:14.892) They've been working in the talent space for a while, but the talent space allows you to actually reach out into sales and marketing and finance and write all of it. So if you become that core system for the entire, the entire organization, I think that's really what they're focused on. They're not focused on the little TA HR shit. They really aren't. Maureen Clough (39:27.741) Yeah. You're integral. Yeah. Joel Cheesman (39:35.715) Yeah. It's also worth noting Chad, think that this cycle of consolidation, who's going to, who's going to get left behind and who's going to get, you know, their payday and paradox payday smart recruiters payday, like eight, eightfold better be acquired. So like there are some. I Sims there, there are a few in there. Like if they don't, the clock is ticked, like the clock is ticking. I don't know what. Maureen Clough (39:37.553) the whole enchilada. Chad (39:48.642) Yes, yes. Chad (39:54.506) Hahahaha Chad (40:02.956) Yes. Yes. Joel Cheesman (40:04.353) what other options they have. So I think it could be a very interesting fall with the acquisitions and like who, who are the, who are the, who are, who's left at the, you who's left at the bar and who's going to get left behind. But, these cycles don't happen very often. Maureen Clough (40:16.378) you Chad (40:16.799) You take a look at You take a look at the companies who haven't taken a lot of cash that can really be there and pivot very quickly. Fountain, Gem, Talk Push. mean, there's a good list of those. Eightfold's not a part of that. Eightfold is not a part of that. They have to go IPO because nobody's going to fucking buy that shit. It just it's not going to happen. They've taken too much money. They've taken too much money. They could. It could. Right. Joel Cheesman (40:28.984) Yeah. Joel Cheesman (40:41.215) I don't know man, I've seen crazier acquisitions. I've seen some crazier shit. Yeah. Chad (40:48.032) If you get a Salesforce or a ServiceNow or something like that where they can actually sucker them into it. But dude, I just don't see it. Joel Cheesman (40:56.737) We'll have to be watching the headlines for that, but also in the headlines guys. We got layoffs. We got layoffs. Chad (40:59.086) Well no, well no. Chad (41:04.142) Do we have an advert first? gotta go to an advert. Joel Cheesman (41:07.395) that we didn't talk about that in the, in the pre-show. No, it's all right guys. If you haven't, if you haven't subscribed, what the hell's wrong, get, get to your favorite podcast platform and make sure you sign up, leave us a review. We'd love to hear from you. Chad (41:11.16) Yeah, my bad. Maureen Clough (41:17.043) You Chad (41:25.91) And this is where all of our editors cut stuff out, cause I need another drink. Maureen Clough (41:31.155) I love it. I love it so much. Although I'm deeply jealous. Hi Trish. I hope I don't cause too much trouble for you in general. Oh no. That was, that threw me for such a loop. I thought you were going to shit on them. It was hilarious. That was really, really funny. Hey, it's good. We're having, you know, we're having a conversation, the posing views. Joel Cheesman (41:34.071) Sorry Trish. Joel Cheesman (41:48.429) No, I love it. Joel Cheesman (41:52.567) I love it. Joel Cheesman (41:57.111) We don't do the show to agree on everything. Maureen Clough (41:59.336) We don't, in fact it's boring if people agree on everything, I think. Chad (42:05.624) All right. Make sure you cut that out, Trisha and Sergey. And okay, now we're back. Maureen Clough (42:07.367) You boozed up? Joel Cheesman (42:07.619) Are we ready? we back? Trish, Trish we're back. Trish we're back in three, two. Maureen Clough (42:13.679) We back. Joel Cheesman (42:17.941) All right, guys, let's talk about some layoffs in the industry. Some significant ones to highlight is Israeli based talent platform Fiverr international has laid off 250 employees to transfer into a leaner AI first company with modernized tech infrastructure and fewer management layers. But wait, there's more. ZipRecruiter is closing its development also in Israel and laying off approximately 80 employees. Chad (42:20.568) Yes. Maureen Clough (42:20.947) Something new and different. Joel Cheesman (42:48.195) The Tel Aviv Center focuses on software development data and artificial intelligence research with a particular emphasis on algorithm development layoffs at Fiverr and ZipRecruiter. Mo or Chad, your thoughts. Chad (43:04.748) I'll take it first. I'll take ZipRecruiter because I know Mo really wants to talk about Fiverr. Remember when back in the day, Joel, we were gushing all over ZipRecruiter for their AI labs in Israel? mean, yes. So mean, now that seems like forever ago. It was pre-COVID, by the way. But it felt like ZipRecruiter understood the assignment. Joel Cheesman (43:17.421) Totally. I still have the t-shirt. They made t-shirts for this. Joel Cheesman (43:26.626) Mm-hmm. Chad (43:34.84) I was excited because I wanted to see them moving toward a paper qualified applicant model, which is exactly what Ian was talking about. Ian was totally signaling that they were moving to that model and it never fucking happened. Why? They went fucking IPO, right? I mean, that's my whole thought was that everything went to shit after IPO. They had to get skinny. They had to get pretty and then they had to go to IPO. Instead, ZipRecruiter created Phil, a job seeker chatbot. So instead of doubling down on crunching data and matching qualified candidates to positions and actually just like quadrupling the amount of money that could actually get per posting, they created a job seeker chatbot with little to no value. And here we are. So personally, I see this as short term thinking. fucking over a company instead of going with the long-term vision that they had out of the gate. And it's unfortunate. I hate to see ZipRecruiter going down like this, but they are going down. Chad (44:51.584) And how is Ian still there? Fuck! Joel Cheesman (44:53.923) I'm not so upset. Uh, well, Ian's still there cause there's, there's only like five main investors in the company and his foundation is one of them. Anyway, Google check that for me. But, um, Zipper recruiter stock is down 26 % year to date. Uh, last quarter they had a net loss of $9.5 million and Phil, the big swing is a big Turkey. Uh, to, to, to, to quote me, uh, it's a Maureen Clough (45:21.747) You Joel Cheesman (45:21.987) pile of dog shit sprinkled with cat turds. And this company continues to be that and laying off, apparently the brains of the organization, was apparently someone thought that was the best move possible. So you take away the R and D department, you take away all the, stuff that's cool and things that should be innovative and like fire them and let's go back to like, just where we're the job board. Let's cut expenses. I do wonder if it is, you know, I still think. Public private equity, go and go in private, maybe is still in the, in the cards and maybe dumping sort of excess expenses as a, a way to do that, to get the price a little bit more, amenable for private equity and to go price. So I, this may be a move to cut with a goal of going private and cutting expenses, or it could just be we suck and our R and D and our, our shot at AI, was a big Turkey. we're, shutting, shutting that down. Similarly, Fiverr. Upwork is killing it. and we talked about Upwork a couple of weeks ago, maybe a month or so ago about how they are. They're becoming more of like, and we talked about this last week, the fractional employee, like how to manage that and getting multiple people. So it's become less of, Hey, I need a, I need a banner ad. I'm going to hire someone to do that and becoming more of like, how do I manage an entire team of fractional professionals and run my company that way? Whereas Fiverr has been sort of stuck. Chad (46:28.992) staffing. Joel Cheesman (46:52.747) And that old world, and it shows in stock price, right? Fiverr is up around 15 % year to date. Fiverr, which by all accounts was the same business a year ago is down 22%, year to date. So to me, it's a, it's a failing company. They are a lot of under a lot of pressure from wall street to make decisions and investors are saying, look, Upwork did this and they're up. You guys are stuck in the past. So I suspect you'll see a similar Upwork strategy come out of Fiverr. But that's what's driving that. I just think ZipRecruiter is a shit business. Fiverr has to make some serious pivots in order to come into 2025 and headed to 2026. Chad (47:33.768) Zip isn't a shit business. They've got a great, great fucking database. They just are in the wrong fucking model. They're not a shit business. And last week, just real quick, sorry, sorry, Mo. No, I'm not. am not. am not. So, so, so here's the thing. I don't have to invest in a company just to believe in a company, Joel. I'm not like, I'm not like you, okay? So when it comes down to Joel Cheesman (47:49.259) Are you invested in ZipRecruiter? Then it's a shit... It's not that great then. Maureen Clough (47:50.322) you're good. Chad (48:03.694) Really great talent. You talked about Tim Deneen last week. That's the thing. You've got to get great talent who knows how to actually model out great businesses. I got to give, mean, and they're sponsor, so, you know, little biased, but Aspen's fucking tech labs, landing Tim Deneen, that kind of talent I think is big, is really. Joel Cheesman (48:30.883) That was nice. Chad (48:33.678) Sorry Mo. Joel Cheesman (48:36.995) Well, your thoughts on these layoffs? Maureen Clough (48:39.635) I mean, with regard to Fiverr specifically, mean, the CEO, Misha, whatever, he had warned in the past, he was like, hey guys, AI is coming for your job. It's actually coming for my job too. And I made a joke a while ago, was like breaking news, Fortune 100 CEO quietly ends AI first initiative after AI recommends firing the executive team to boost shareholder value. And I'm like, yeah, that actually is feasible, I suppose, coming in the future, but. Chad (49:08.386) It is. Maureen Clough (49:08.947) So he did say it, it's just, it's so twisted, right? Because he's like, hey everybody, you gotta use AI, it's the future of the world, and it's also gonna come and replace you. So these people are in a position where they have had to use AI in their roles, and knowing that they are actually training the robots to potentially replace them, that's happening. They're letting go of 250 people, which is what, 30 % of their workforce? Very significant portion. and then on the flip side, in terms of like its product itself, they have this thing called Fiverr Go. And that was something that they encouraged the people who were gig workers on the platform to leverage and train AI in Fiverr Go on their own creations, allegedly to help them do more with less, right. And, and create more efficiencies for these freelancers. But I mean, guys, this is like dystopian stuff. Like, I mean, I think this is going in a really, really bad way. you know, they're, they're, while they're speaking out of both sides of their mouth at Fiverr because, know, they're saying everybody use AI, it's coming for your job. And then they're also like, nobody cares. I don't know if you guys saw that they created this whole musical parody out of AI saying, nobody cares if you use AI in your marketing, nobody cares. Like it's not a big deal. Clients just want results, et cetera. And it's like, okay, so you're saying it doesn't matter, but it actually does have a cost, not only to your own employees, but also to those who are your freaking customers, the freelancers, that's a marketplace, Supply and demand. And you are kneecapping the supply side with these freelancers. So I just think this is a really dark moment. And it's interesting to see the difference between how Upwork is handling a similar space and Fiverr, and like you said, the difference in their performance in the market. So I don't know, it's rough. the letter from the CEO, Misha, I forget his last name, whatever. I think he didn't sign it. Yeah, he signed it just Misha, know, because he's, you know, like whatever, Cher. So yeah, it's just, I also wonder like, did any of these people hire PR agencies to help them with this messaging? Because it's just, it's like almost across the board, just like extremely tone deaf. And... Chad (51:12.547) Douche. Chad (51:26.926) I don't feel like they think they have to because it's almost like the voice of God, right? It's ridiculous. Yeah. Maureen Clough (51:29.783) I don't think they give a damn. Yeah, yeah. They're beyond reproach and yeah, they're just continuing to grab power and I don't know, man. It's a, feel for people. I really do. I feel for creatives. Creatives are being increasingly replaced. People are outsourcing to these robots and I just don't think that you can ever fully replace creativity in humans. it's, I'm not saying it's Fiverr's fault. I mean, Joel Cheesman (51:53.443) That's not Fiverr's fault, right? Maureen Clough (51:58.854) Some of it is, but some of it's not, obviously. It's just the product of our times, but it just makes me sad. Like I think about all the people who are losing their roles in the creative space and how they're moving to places like Fiverr to try to find jobs. And here we are. Chad (52:14.51) If you think about it though, it might not be Fiverr's fault, but it's their product, right? And they should be packaging their product much better. And that's, think, the difference between Upwork and Fiverr. It's like they're adults in the room over at Upwork. And then there's just a bunch of flailing fucking kids in a kindergarten. Maureen Clough (52:22.013) Right. Maureen Clough (52:26.598) I agree. Joel Cheesman (52:28.931) and hopefully that's what they're trying to do. Joel Cheesman (52:36.931) Yeah. Maureen Clough (52:41.501) Well put. Chad (52:41.71) over at Fiverr. They feel like two entirely different organizations. It's weird. It is weird. Maureen Clough (52:50.867) Weird stuff. Several, several in 2025. Oh, the poor kids. Chad (52:54.497) I agree. Joel Cheesman (52:54.819) Let's talk about the kids. talk about the youth. Gen Z continues to dominate the headlines. Here's a taste of some of the stories this week. Long-term unemployment among college educated workers has surged with 26 % of those jobless over six months and above. There's been a 6 % drop in degree requiring job ads since 2019. no surprise then that Gen Z's are quote unquote revenge quitting. That's a thing now. it's a public dramatic resignation shared on social media. It's also inspired the great lock in another Gen Z social media trend, urging intense productivity and self-improvement from September to December. I don't know why it's only three months, but anyway, it's a hundred and 121 day grind grind set for wealth, wellness and success amid economic woes. Maureen Clough (53:44.019) Because that's what we got left. You Joel Cheesman (53:51.657) and loneliness. Gen Z sounds like they're over our shit. Mo, what's your take on the Utes? Maureen Clough (53:57.063) day. They are over our shit and I don't blame them. I'm with them actually. If can't beat them, join them, right? And I do want to start off with a little unsolicited advice from your millennial big sister on the revenge quitting front. I get it. I get it. You have every right to be pissed off. Things suck right now, but please do not revenge quit, okay? You cannot know now that you won't need those bridges later, so don't burn them. This is something that will stick with you. Joel Cheesman (54:13.795) Mm-hmm. Maureen Clough (54:28.389) And yeah, sure, there might be someone who goes on TikTok and complains about how they were laid off or what happened in their role that was unfair, toxic or whatever. And that may land a certain percentage of them some job with a company that wants to use this as a public opportunity to say, hey, we're not like these other shitheads out there. We're one of the good guys, right? But by and large, this is going to harm you. This is not going to help you. So. I mean, we're in a time when a lot of Gen Z isn't getting all the benefits that we as millennials and Gen Xers and beyond were able to get because the workplace is not a five day a week thing for a lot of places. Of course, that's changing and shifting, which I actually think in some ways is really excellent for Gen Z because my heart goes out to them that they haven't had mentorship. They don't know how to like. conduct themselves in professional settings because they haven't been taught the way we were, right? We got assimilated into the workplace culture and they are just like flying solo. So I feel for them. anyway, like the point is they don't have the experience to fall back on now. So if you go out there and you blast an employer, when you're looking for a job, guess what the next employer looking at you is going to see and you're gonna be such a huge red flag. So just like, I get the inclination, I'm with you, send your story to Chad (55:16.856) Mm. Maureen Clough (55:41.116) I don't know, one of your favorite podcasters, perhaps the chat and cheese show and tell us what happened to you so we can do the dirty work for you. Don't torture your own career. Please don't do it. Like I just save yourselves. So some things are better left unsaid use your, you know, better judgment. And, you know, the other thing that I like to do is if I'm really angry about something, I sleep on it or I take a beat and I don't fire that email off. So please don't revenge quit Gen Z. That's. Chad (55:49.856) Yeah. Maureen Clough (56:10.867) My plea to you. Listen, depression, skyrocketing, long-term unemployment, horrific for your health. The New York Times story that I read about this was gutting. This is a massive problem for college graduates right now. I don't know what the answer is. I know, you know, I listened to the episode last week with you and JT, Joel, and you know, I understand that... we might have an opportunity to monetize some of our passions. I love that. I love that silver lining. And in fact, in that article that I read, there was a guy who was talking about how he couldn't find a job for like a whole year. And so he started creating board games, like one that helped people become titans of industry or something. And then another that was about another subject matter of interest to him. And he's figuring out how to make money off of that. That's great. I think that's hard for the average person. I don't think everybody is going to have like a simple go of it doing that. But you know, that is, guess the flip side of this is that we're going to see a lot more sort of human creativity coming in and innovation, hopefully. But yeah, there is so much to contend with right now for Gen Z. And so that's why I find it. I'm threading the needle here. That's why I find it so absolutely incredible that they have this mindset around the great lock in, which is essentially like. Joel Cheesman (57:03.499) Hmm. Hmm. Maureen Clough (57:27.911) Hey, let's go. We got three months left in this year. And what they're doing here is basically saying, you know, the world's on freaking fire out there. Like we don't have control over basically anything. The world is burning. And so what I'm going to do is I'm going to sit down and I'm going to focus on what I can control. so taking that personal accountability and ownership and in whatever way you can exert your agency, like putting it towards something positive. I mean, the fact that they're going through all of this and are still able to create this sort of grind set. for personal development is I think really admirable. And I too will be freaking lock it in for the rest of the year because I don't know what the hell else to do with myself, right? Cause otherwise the opposite, I mean, the alternative is like not real cute. So hats off to Gen Z for being able to actually get themselves to do the great lock in for their own personal growth. Chad (58:21.614) So really quick, because I mean, you've covered it all, much, Mo, but the 6 % drop in degrees, give me a fucking break. We were adding degree requirements for no fucking reason other than filtering people out for years, right? So 6 % I think is low. Revenge quitting, here's all I have to say. Gen Z, listen up, kids. Maureen Clough (58:40.136) Yeah. Joel Cheesman (58:49.719) Comes Uncle Chad. Chad (58:50.338) You gotta have you gotta have money to actually do stuff, right? The market out there. I know if you've looked at the jobs numbers or not, but look at the jobs numbers. They're not fucking good. So do not quit unless you have an alternative, right? Don't do that. Don't do that. It might feel good in the moment. I know, right? But don't do it, right? Just feel. Maureen Clough (58:55.091) Yeah. Maureen Clough (59:03.933) Mm-mm. Maureen Clough (59:14.899) you Chad (59:20.418) Get your feels out, talk to your friends, talk to your friend Mo, get your feels out, and then focus on what is best for you long-term. I know that's best probably for your mental wellness, but you'll get there, you'll get there. Make sure you have that backup plan, please, God, please. Maureen Clough (59:24.499) Your favorite podcasters, call us. Maureen Clough (59:44.348) Amen, amen. Joel Cheesman (59:45.219) All right, all right, it's my turn. Maureen Clough (59:47.987) Here comes Uncle Joel. Chad (59:49.006) Jesus Christ. Joel Cheesman (59:53.065) Are we surprised that this generation grew up with participation trophies, watched influencers on Instagram living their best life in San Tropez, watched everyone get rich quick off crypto and GameStop? I hate to break it to you kids, life is tough sometimes. When I graduated, there was a recession. And you know what? I didn't have eBay or DoorDash or Uber or Upwork. Chad (59:54.36) Grandpa Joel. Maureen Clough (59:55.698) Yeah. Maureen Clough (59:59.631) Aw, Dirty! Maureen Clough (01:00:20.627) you Joel Cheesman (01:00:21.827) or all the other platforms out there that you can make money. I had to go like door to door and, and, and, you know, shovel snow. That's right. That's right. So I feel for you. Life is tough. AI is going to make life harder for everybody, but the parents of these kids have failed them and they have grown up in a soft environment. haven't known any hardship, most of them, and now they're getting a little hardship. Well, guess what? That's life kids. That's life. Look, my dad used to say, Chad (01:00:25.166) that you can take advantage of. Chad (01:00:30.104) So that was fun. Maureen Clough (01:00:31.827) you Joel Cheesman (01:00:51.937) The same boiling water that turns potatoes into mash also turns the egg into a hard boiled egg. You need to look in the mirror and decide, is this hot water going to turn you into mash or a hard boiled egg? That's all I got for you kids. Let's take a quick break. And when we get back, we'll talk a little Starbucks. Chad (01:01:10.126) You Joel Cheesman (01:01:17.163) that was very therapeutic for me. Thanks for, thanks for sitting back and, and digesting that, but maybe, maybe a nice, Hey, anyway, maybe nice espresso would be good. Starbucks baristas in Illinois, Colorado and California have filed lawsuits against the company's new dress code, claiming it violates state laws by requiring unreimbursed purchases of specific attire, like black shirts. Chad (01:01:19.95) I bet it was. I bet it was. Are you listening, Cole? Are you listening? Maureen Clough (01:01:23.699) I'm still. Chad (01:01:29.038) No, it's good, it's good. Maureen Clough (01:01:32.231) You Joel Cheesman (01:01:46.719) and waterproof shoes while banning certain tattoos and piercings. The company facing union tension says it provides two free shirts for consistency and a quote unquote warmer store vibe. Mo, you run our Seattle office. What the hell's going on at Starbucks? Maureen Clough (01:02:08.231) I mean, I'll say this, one of the people quoted in that article that I read about this very subject was saying that she was upset that she could no longer wear her crocs to work. To which I say, crocs are an absolute affront to humanity and should be banished from this planet. I also wanna say I have never even noticed a barista's shoes because they're behind a freaking counter, so there's that. Chad (01:02:27.458) Yes, yes. Chad (01:02:34.851) Yes. Maureen Clough (01:02:36.295) You know, I think it's deeply unfair for them to retroactively say, hey, no piercings, no tattoos, because those are a little bit hard to get rid of, you know? So if you're a current employee with those things, that freaking sucks. So don't like that at all. The other stuff, two shirts, cool. You know, maybe you can hook them up with a little more. I don't know about you, but I don't do laundry every two days and life's hard enough. And you know, if you really want to tamp down on people's creative expression and their attire and you want to have a unified customer experience, which Chad (01:02:44.43) yeah. Maureen Clough (01:03:05.201) By the way, is their right, this is their business, they can decree what people want to wear or whatever, or what they want people to wear rather. But like, why don't you just give them a uniform? Like at this point, if you really care about this, just provide them with ample uniforms, because right now you're leaving the door open for a lot of different interpretation and styles and a lot of different, you know, really annoying and extremely avoidable confrontations between employees and their management, right? Like there's just... seems like such an own goal to me. Like just hook them up. And you know, if you really do want to let them make this call on their own, which it sounds like you don't, it sounds like you want them to look a certain way, then freaking just give them a little money. You know, a lot of these people are living paycheck to paycheck, right? Like hook them up. It's your Starbucks, okay? Like you can afford it. And this just, this whole hullabaloo is just so avoidable. And it's really... Chad (01:03:36.302) Yeah. Maureen Clough (01:03:58.278) shitty press for Starbucks on top of the other shitty press they've gotten with, know, Brian Nichols flying to the headquarters on company jet while he tells everybody else in the corporate office to get their tails back in. I mean, it's just, this is a known goal. There's no reason why this should be happening. And, you know, I'm glad they have unions to be able to go to bat, but it's just like, this is just, in my opinion, like very clear management failure. Chad (01:04:16.034) Yeah. Chad (01:04:29.388) Welcome to the control economy, which feels like we're in. This actually reminds me of the military recruitment standards. For instance, if you have a face tattoo, you will not be recruited into the United States military. What? Unless we're at war. wait a minute, wait a minute. Or we're dramatically falling short of our recruitment goals. And then we use this thing we call a waiver to allow those individuals into the military. Maureen Clough (01:04:33.0) Yeah. Maureen Clough (01:04:43.155) Thank What? Maureen Clough (01:04:50.403) that makes sense. Maureen Clough (01:04:56.423) Chad (01:04:58.848) until it's good for the US military, right? They don't want you. They don't want, and if you look at the current landscape today, the unemployment landscape is high. So people need jobs. And a new quote unquote dress code standards, yes I'm doing the air quotes kids, dress code standards make it easier for a company to discriminate with the use of the term company standards. Maureen Clough (01:05:19.955) You Chad (01:05:28.398) Right? This is nothing but discrimination masquerading as another set of corporate standards. Not to mention, you want to paint a broad brush? If you've ever been to Eugene, Oregon, they have a Starbucks. You try to find somebody from Oregon University, the Ducks, who, I don't know, they don't have tattoos. They don't have face piercings or what have you. This is, we're talking hippie Maureen Clough (01:05:28.903) Mm-hmm. Maureen Clough (01:05:35.283) Mm. Chad (01:05:58.196) USA, right? I understand this is the edge case, but I'm not sure that again, this is an own goal for them. It doesn't make sense. And at the end of the day, I really see this as kind of like the college standards that I was just talking about earlier. They're just going to move the bar whenever they can, whenever they need to, and they're allowed to because they're a company. But that doesn't mean that we can't see Brian Nicol as an asshole because we do. Maureen Clough (01:06:25.587) Cause we do. Sorry buddy. He'll cry into his millions of dollars. Chad (01:06:31.874) You Joel Cheesman (01:06:35.139) Alright guys, I'm sorry, I'm still on the porch. I'm yelling at the kids. I'm still salty. Okay, let's get to... Chad (01:06:35.31) Private jet. Maureen Clough (01:06:47.667) goody. Joel Cheesman (01:06:48.481) history lesson. One summer in college, I went to work for a restaurant in Houston, Texas called Papa Citos, which people in Texas will know Papa Citos and appreciate that. And when I went to go work for Papa Citos, they told me you have to wear black dungarees or dockers, whatever those pants are, which are awful. And you have to buy Maureen Clough (01:06:52.371) I love this. I love this. Maureen Clough (01:07:00.561) Amazing. Joel Cheesman (01:07:13.155) non-slip shoes because we're waiters. We're carrying around stuff. You don't want to slip on the floor and like hurt yourself and then hurt somebody else. They didn't give me shoes and pants. said, look, a prerequisite to work here is you have to buy these things. If you don't, there are plenty of other restaurants that you can go work for. Okay. Starbucks is not the only coffee house in the country. Okay. Go work somewhere else. Chipotle is hiring Taco Bell's hiring. Lots of people are hiring. You shouldn't expect. Chad (01:07:17.356) Whatever that means, yeah. Maureen Clough (01:07:39.366) I'm Joel Cheesman (01:07:42.867) shirts and shoes and all this attire. If you work there. Now, if you're competing with, with, with Starbucks, if you want the baristas to come work for you, if you're Dunkin' Donuts, maybe you're, you're, you're Luke and coffee from China is trying to break into the U S then go market to these folks and say, we'll give you the shoes. We'll give you the pants and start poaching, start poaching the Starbucks baristas and build your own business. But Maureen Clough (01:07:47.699) I don't know, man. Joel Cheesman (01:08:08.301) This to me, this is total whiny shit that you expect the company to buy your clothes. It's not the only job in town. It's not the only job in Eugene or Portland or anywhere else. Like Starbucks does not owe you a uniform if they don't want to. And you have options people, you have options. Maureen Clough (01:08:26.739) But sometimes they don't have options. Exactly. That's a privileged perspective. Yeah. Chad (01:08:27.322) Not all these people have options. They don't have options. And that's the thing that Joel doesn't get, right? Small town USA, small town USA doesn't have a lot of fucking options, period. And if you have a fucking face tattoo, this is not just about the bullshit fucking dungarees, Cheezmen. This is about motherfuckers who already have fucking holes in their face, holes in their, I mean, they already... Maureen Clough (01:08:38.532) Mm-mm. No. Joel Cheesman (01:08:50.999) Companies have every right to not hire you if you have a face tattoo. Chad (01:08:54.254) They've already been hired, but now the standards have been changed, right? Not to mention in the military where they do have these biased discrimination pieces, they still give you fucking stipends for uniforms. For uniforms. Yeah, well, yeah, I mean, if you want to go ahead and, you know, learn how to learn how to dodge a bullet. Anyway, at the end of the day, to be able to think that everybody Joel Cheesman (01:09:06.243) It's a government employer. Different animal. Different animal. Chad (01:09:23.362) should walk in your path and your shoes because you had to do it is fucking bullshit. And we need to stop that kind of thought process. And I'm gonna go ahead and allow a little moment of silence while Mo gets ready to tear into you. Carry on. Maureen Clough (01:09:36.851) You Joel Cheesman (01:09:39.213) Well, let me interject this chat. I've been to every every city in the country and they all have Arby's. So there is opportunity at the Arby's. Maureen Clough (01:09:45.243) my god. That's amazing. Not so much. Thankfully. I mean, we don't need more Arby's on this planet. yeah, I just, I feel like, like I get what you're saying, but I want to double down on everything that Chad said. mean, not everybody is set up to go and purchase said garments and you know, Hey, like, sure. You could be a Dick employer and be like, yeah, we only want the people who have enough money to, to buy this shit before they come work for us. But. Chad (01:09:49.55) I would say not so much, but go ahead. Joel Cheesman (01:09:58.251) Lies. Maureen Clough (01:10:19.025) Is that the kind of world we want? mean, sure, they have the right to, but is it right? I don't know. And so, I don't know, I would love to see, I don't know how we fix this. It just bumps me out, I gotta say. Chad (01:10:32.654) It goes back. OK, so let's take a look at college debt, right? All these motherfuckers are like, well, I had to pay. Well, it's like, yeah, but if you didn't, wouldn't it be fucking great? Wouldn't it? Would it not have been great? Yes. So so, yeah, because because because you went through those fucking hardships and you had to pay the stupidity fucking tax. Right. Now everybody does. And it's total fucking bullshit. Anyway. Maureen Clough (01:10:39.195) Yeah, yeah, Right? Like, don't wish ill on... Yes. Exactly. Can we have progress? Progress is good. Yeah. Maureen Clough (01:10:53.789) hate that. Maureen Clough (01:10:58.087) We should have progress. Yeah, I agree. Think about others. Golden rule. okay. I'm bracing myself, bracing myself. Joel Cheesman (01:11:01.443) Free shit for everybody and free dad jokes for everybody. Free dad jokes for everybody, kids. Chad (01:11:06.216) I believe in the free dad jokes. Yes, free dad jokes. No, he's got the book. Maureen Clough (01:11:12.658) Ha ha! Joel Cheesman (01:11:12.803) What do you call a million rabbits walking backwards? Joel Cheesman (01:11:24.585) A receding hairline. Chad (01:11:25.016) I don't Maureen Clough (01:11:26.387) That was PG. loved it. Good job, Joel. Love. Love. Chad (01:11:31.224) See? Very good. Joel Cheesman (01:11:33.953) You're welcome kids, you're welcome kids. Now get off my lawn, god damn it. Joel Cheesman (01:11:43.233) We out. Maureen Clough (01:11:43.838) We out. Chad (01:11:43.894) We out.

It's more AI Sessions goodness. Yes, we know, everyone’s slapping “AI” on their product like it’s organic, gluten-free, farm-to-table software, but Matt Charney isn't buying it. In this episode, Charney unloads on: 🤖 Why AI in recruiting = old tech in new lipstick 🪑 HR’s “seat at the table” (spoiler: it’s folding, cold, and in the back corner) 📉 Cutting-edge vendors handing your data to VCs like party favors ⏱️ Candidate rejection emails that arrive faster than DoorDash It’s Vegas, it’s dangerous, and yes—North Korea somehow enters the AI chat. 👉 Press play before your AI “assistant” schedules another pointless meeting. PODCAST TRANSCRIPTION Joel Cheesman: Alright, let's do this. We are the Chad and Cheese podcast. I'm your co-host Joel Cheeseman. Joined as always, Chad Sowash is in the house. And this is the Sessions AI Frontline Series as we welcome Matt Charney, CMO at employer.com. Matt, welcome to HR's most dangerous podcast. Matt Charney: Thank you very much. It's got a lot more cameras than I remembered. Joel Cheesman: And they each put on 10 pounds, by the way. Matt Charney: Right, that's great. Joel Cheesman: Believe it or not, a lot of our listeners and viewers will not know who you are. Give us a quick elevator pitch on Matt and the organization that you work for. Matt Charney: Sure. So, as I just said, my name is Matt Charney. That's at Matt Charney on Twitter, or X. And I have been in the space now for about 20 years, and mainly working, focusing on talent acquisition technologies. So I've run marketing for companies like Monster, Cornerstones, Smart Recruiters, and am now in charge of employer.com, which is a company that owns a bunch of different sub-brands, such as Bench Accounting, Bounty Jobs, and now Main Street Tax. So essentially, we're building a Google Workspace for small business. Joel Cheesman: All the exciting acquisitions. Matt Charney: Tax, accounting, all that fun stuff. Joel Cheesman: Dude, fortunately we're not talking about taxes. Chad Sowash: Boring makes money, that's all I've got to say. But what's not boring is AI. So... Matt Charney: We can already agree to disagree. Chad Sowash: That's fine, that's fine. It's not boring out in the space. Obviously, everybody's talking about it. Agentic is the big thing. But I think it's important for practitioners to understand that you just don't go out and buy AI and put it in your coffee in the morning, right? There's a lot of work to do around due diligence, etcetera etcetera. What are some of the biggest points that you've seen that are being overlooked by a lot of companies that are out there, a lot of practitioners who really, some of them can't even spell AI, for goodness sakes. What are they missing? What's the big miss? Matt Charney: So for me, oftentimes, and this is canonically the case when people are purchasing HR technology, but I think it's really amped up with AI, and that is buying a solution in search of a problem. And so I think when you fundamentally look at it, it has to be, what problem am I trying to solve? Rather than everyone's using this new advanced technology, and I'm going to be left behind if I don't do it. So I would say a focus on process and process optimization efficiency with an orientation towards outcome. What do I want this to achieve? And most importantly, how am I going to demonstrate actual ROI when inevitably in this economy I'm called in to justify my spend? Chad Sowash: So my wife loves when I say this because it sounds so cheesy. You'll love it too. Fall in love with the problem. Actually understand what your problem is. Joel Cheesman: That's why she married you, right? Chad Sowash: Yeah, exactly. Understand what the problem is. It seems like that's not the big key. Not to mention also, we're dealing with 20-year-old tech in many cases, right? So it's like there's more than likely some a ton of process optimization that needs to happen. So there has to be a process implosion. So using AI or agentic or what have you and trying to layer it into your current process methodology is probably not gonna work, right? Matt Charney: Yeah. I mean, 100%. And the thing too is that a lot of what's being sold as AI, for example, like stack ranking resumes and matching, that's also technology that's been around for 20 years. So I think in the drive to look at AI solutions, I would also say what in my current stack actually has these automation capabilities in the first place, and you actually might be surprised because nothing here is new in terms of what's being sold. It's just being marketed and branded slightly differently than it used to be. Chad Sowash: Right right. And who cares if it's AI, RPA, agent or whatever, just as long as you're getting the outcome that you're looking for. Matt Charney: Exactly. Automation is automation. That's really what we're talking about when it comes to particularly agentic. Obviously, generative is a little bit different, but I don't think that recruitment probably has a lot of really solid use cases for generative AI. Joel Cheesman: Now that we know you've been around a while, you mentioned Monster even, how does today's disruption compare to what you've seen in your career? 'Cause I had a hard time sort of paralleling what is going on now. The only thing that I could think of was the actual dot-com revolution. Am I overhyping that? Do you feel similarly? And my second part is, are we ready for it? And if not, how do we get ready for it? Matt Charney: So, I think that we haven't seen a lot of change in this industry. It's been very status quo, and if anything, things have consolidated into a few major vendors and their ecosystems that plug in. And so I think that what we are looking at is, particularly when you look at the use cases and things that these AI solutions and technologies are being used to really deliver, what we're looking at is, to your point, legacy tech, an outdated code base, terrible and often negative net promoter scores, which has always been the case, and really seen more of a reaction to the frustration of their inabilities rather than an embrace of possibility when it comes to these AI products, I think. So, long story short, I think yes, it is the biggest change that I've seen, but that's only because it's disrupting the status quo to a certain extent. Joel Cheesman: And I'm hearing you say we're not ready, if it's the biggest, 'cause most of the changes that haven't been as big were not quite ready yet. And can we get ready? 'Cause a lot of people are talking about the death of the profession. I mean, people like Kevin Wheeler, Tim Sackett, people that we know, are saying that the whole game is changing. Agree or disagree? 'Cause one of the things I've loved about you is we talk a lot of innovation on our show, a lot of pie in the sky, new stuff, QR codes and the like, right? And you've always been great about bringing things down and like, "Hey guys, it's still about job board, it's still about applicants." So, I'm curious your position on is it the end or are we hyping this thing just in a ridiculous manner? Matt Charney: So, here's my caution on this, is, HR was in a very unique position, and I just want to point out I'm not politicizing anything, a couple of years ago to really put themselves into a strategic operator seat with the DEI imperative and the rise of that and really a focus and budget. Unfortunately, the backlash to that that we're starting seeing means that a lot of that capital has sort of been eroded. So, I think that in terms of being able to drive organizational change, that seat at the table that Shroom loves to talk about maybe have moved back a couple inches. So, I would say, as is often the case, HR likes to work in a silo. We talk about HR tech and the HR tech stack as if it exists independently. I promise that HR and recruiting are not the only functions who are having this conversation about AI and who are making significant capital investments in AI technologies. I think that the opportunity, rather than is the function going away or what's it gonna look like, with this new technology, because of its ease of integration, because of the fact that it improves with data and inputs and the business imperative of talent acquisition is to align with the  business. Matt Charney: Here's your chance to go actually work with those other LOBs and align technology stacks and get AI usage standardized and operationalized across the organization, and then that puts TA into a much better position to be able to be looking at the same numbers, being able to look at the same impacts, and being able to essentially standardize people information against business information. Chad Sowash: So you're taking a look at the, obviously, the meteoric rise of ChatGPT and OpenAI, and then obviously Google has to come out with Gemini and then we've got Cloud and so on and so forth, but you've got all these competing models, but that's wonderful for organizations in our space because it seems like business people are using those large language models on a daily basis, so to be able to start getting them into the adoption phase, it just feels like it's happening much faster. Are you seeing the same thing in the market? Matt Charney: Yeah, I think that you are seeing a lot of, in our space in particular, instances of essentially a vendor offering a white-labeled version of one of those commercially available LLMs. Here's the problem with that. There's so much compliance, moving targets there between intellectual property, between how they're handling and processing sensitive data, that if I were in the profession right now, I would definitely cease my use of some of these instances until they've been fully vetted by both my CISO and my CIO. I think that that is sort of a misstep, so those lessons are being learned elsewhere in the organization. To my earlier point, I would go and seek out those stakeholders and try to figure it out because I should not be adding to the risk profile of the company if I'm in HR. I should be mitigating it Chad Sowash: It seems like most companies at this point, not just in HR, but in sales and customer service, it's almost afraid, like they're afraid that there's a bigger risk in losing to competition because competition's actually utilizing the large language models or the automation systems much better, right? And it almost feels like there's a bigger risk to lose out to competitors, or at least that's the narrative that's being pushed, to be able to drive adoption in this. What do you think about that? Matt Charney: I think that that's a great way for sales to create urgency. However, I think that there are probably more downsides to being first to market than waiting and seeing, namely that if you're on the cutting edge, you often get cut. And you want to see a couple things. One, what mistakes are your competitors making? Two, is this something that I can fix independent of technology? 'Cause if I can, then that means I have some structural advantages that my competition doesn't have. And I think third and most importantly, is trying to see who has staying power among these vendors. Because what we're doing is we're giving a lot of very well-funded VC-backed startups keys to the kingdom in terms of our data and information without any sort of knowledge or foresight about are they gonna be acquired by a PE? Where's that data going to go afterwards? Look at TikTok as a basic example. What happens to all that now? And I think that if you're a business, there's a very real risk if that vendor goes under that all of your data is compromised or used in a way that you're not going to want. Chad Sowash: Well the current administration, though, is pretty much telling all the other countries, hey, back off our AI countries, our AI companies. So it seems like they're making the statement that don't worry, break stuff. There's not that much risk while we're here. That's what it feels like. So it almost feels like companies feel like they can take that risk that you're advising not to take. Just because, I mean, again, it feels like the Wild West and like the administration's like it is the Wild West. Just go break stuff. Matt Charney: I would argue that in terms of AI savvy, North Korea, in fact, is the most advanced nation in the world. We don't need to go into the reasons. But let's just say protectionism when it comes to integrated operating systems is a fool's errand, as is probably listening to this administration and making decisions long term based off of their short term policy objectives. Chad Sowash: So you're taking a look at the, obviously, the meteoric rise of ChatGPT and OpenAI. And then obviously Google has to come out with Gemini and we've got Cloud and so on and so forth. But you've got all these competing models, but that's wonderful for organizations in our space because it seems like business people are using those large language models on a daily basis. So to be able to start getting them into the adoption phase, it just feels like it's happening much faster. Are you seeing the same thing in the market? Matt Charney: Yeah, I think that you are seeing a lot of, in our space in particular, instances of essentially a vendor offering a white-labeled version of one of those commercially available LLMs. Here's the problem with that. There's so much compliance moving targets there between intellectual property, between how they're handling and processing sensitive data, that if I were in the profession right now, I would definitely cease my use of some of these instances until they've been fully vetted by both my CISO and my CIO. I think that that is sort of a misstep. So those lessons are being learned elsewhere in the organization. To my earlier point, I would go and seek out those stakeholders and try to figure it out because I should not be adding to the risk profile of the company if I'm in HR. I should be mitigating it. Chad Sowash: It seems like most companies at this point, not just in HR, but in sales and customer service, it's almost afraid. They're afraid that there's a bigger risk in losing to competition because competition is actually utilizing the large language models or the automation systems much better. And it almost feels like there's a bigger risk to lose out to competitors, or at least that's the narrative that's being pushed, to be able to drive adoption in this. What do you think about that? Matt Charney: I think that that's a great way for sales to create urgency. However, I think that there are probably more downsides to being first to market than waiting and seeing. Namely, that if you're on the cutting edge, you often get cut. And you want to see a couple things. One, what mistakes are your competitors making? Two, is this something that I can fix independent of technology? Because if I can, then that means I have some structural advantages that my competition doesn't have. And I think third and most importantly, is trying to see who has staying power among these vendors. Because what we're doing is we're giving a lot of very well-funded VC-backed startups keys to the kingdom in terms of our data and information without any sort of knowledge or foresight about, are they going to be acquired by a PE? Where's that data going to go afterwards? Look at TikTok as a basic example. What happens to all that now? And I think that if you're a business, there's a very real risk if that vendor goes under that all of your data is compromised or used in a way that you're not going to want. Chad Sowash: The current administration, though, is pretty much telling all the other countries, hey, back off our AI companies. So it seems like they're making the statement that don't worry, break stuff. There's not that much risk while we're here. That's what it feels like. So it almost feels like companies feel like they can take that risk that you're advising not to take. Just because, again, it feels like the Wild West and the administration's like, it is the Wild West, just go break stuff. Matt Charney: I would argue that in terms of AI savvy, North Korea, in fact, is the most advanced nation in the world. We don't need to go into the reasons, but let's just say protectionism when it comes to integrated operating systems is a fool's errand, as is probably listening to this administration and making decisions long-term based off of their short-term policy objectives. Joel Cheeseman: And speaking of the administration, I want to touch on leadership real quickly. You said something around DEI that said leadership in HR took a couple steps back because of that issue. And one of the things that we hear consistently around AI is that AI is going to take all the grunt work out of our job, and we're going to be able to focus more on big picture vision, the business, having that seat at the table. And I can tell by your smirk, you're a little bit not so bullish on that. Talk about where that seat at the table is. How cold is it? How close is HR and recruiting to that conversation with the execs? Matt Charney: Yeah. So the reason why I kind of smirked and why I brought up DEI is it was always, I think, readily obvious that given the multiple factors that go into that discipline and the significant money that we were investing in those initiatives, proving ROI is going to be very, very, very difficult, particularly when it comes to causation as opposed to correlation on outcome data. So for me, what this really, again, comes down to is your way to build credibility and seat at the table is to help your company basically make money more efficiently and at less cost. So you need to be aligned with, and I'm sorry to be the capitalist here, at the end of the day, if you ask your CEO, you can read all this post, what keeps you up at night? AI. That's not true. It's shareholder returns. And giving them value. And if you can't prove that you're doing that, you're never going to have strategic input. HR has had trouble, again, being able to prove that they are anything but a giant administrative cost center because of their inability to correlate with business outcomes. However, again, AI gives them the potential opportunity to be able to start showing how that works against the larger ecosystem and prove those outcomes in a way that we couldn't probably with any other generation of technology. Joel Cheeseman: So you do agree that the tools today do offer a path to us getting a seat at the table? Matt Charney: If we can get our heads around data, being able to understand how to interpret it, dashboard it, analyze it, and manage it, then yes. But I think data literacy and financial literacy, when it comes to just like FP&A and those sort of measures, be really, really, really important. So if we get the quantitative part, we've always been good at the qualitative, if we can make that business case, then I would agree with that. Joel Cheeseman: And my perspective is we have so much legacy, so much duct tape upon duct tape that just laying an AI, on that is not going to achieve the results. I don't know, agree or disagree, but I feel like it's just another layer that's going to keep us in the same mud that we've been in for decades. How do we strip away that duct tape? Because I don't think there's an organization in the world today that's trying to do more with fewer people. And maybe fewer software is part of that as well. Your thoughts? Matt Charney: Yeah, so I think that really you're correct. When it comes down to technologies like this, we're able to really consolidate the amount of tools that are being used and probably get a little bit more value out of them. You had a very long prelude to that question, and so I totally blanked out on the meat of it. Joel Cheeseman: That's okay, and it's early in Las Vegas. Matt Charney: It is early in Las Vegas. Joel Cheeseman: I'll help you by saying I forgot the question. Let's see what Chad has to ask. Chad Sowash: Yeah, so back to business outcomes. I think it's incredibly important that TA, HR, talent as a whole understands how they actually impact business, which means they have to actually go and make themselves a student of the business, which we haven't done. And we want to talk about strategic and building talent pipelines and life cycles and those types of things, but yet we're focusing on the day-to-day. How do we actually... And we've talked to plenty of companies that have started to slowly eke in little pieces of AI, that they see dramatic, because of being in 20-year-old tech, they see quick and easy impact on business, being able to actually redistribute individuals out to do other things. Chad Sowash: So instead of scheduling interviews and those types of things, you don't have 100 people doing that anymore, which I thought was fucking crazy. But you can then redistribute those people, and then you can show that at least the first step of a business outcome to the C-suite and say, okay, we can make some really big changes if we start to retool how we do business. Matt Charney: That's correct, and I would add to that, this is not a technological solution, but if you are creating efficiencies to open up time in your schedule for meaningful impact, then what I think it is imperative to your point that recruiters do is not say, oh, I have more time to talk to candidates, or I have more time to get to know this or that about recruiting, or look at more technologies. Spend that time actually having as much face-to-face interactions with both the hiring managers [0:09:49.5] ____ your stakeholders to understand what their needs are, what they're looking for, what that business is about, and with the frontline workers who you're gonna be recruiting their colleagues. I think that once that trust is established, maybe then you can have a much more meaningful conversation about technology, but it will just be looked at as largely transactional if you're only able to deliver candidates cover letters and say, make a decision. Matt Charney: And so if you were just a messenger, yeah, you are gonna be eliminated by AI or automation or whatever because we're moving towards a self-service model, the only way to prevent that, again, nothing with technology, trust and expertise, because the one advantage recruiters do have in an organization is they are the internal subject matter experts about the one thing that everyone cares about, which is building and advancing their career. Matt Charney: Unilaterally, everyone in a company cares about that. I would leverage that fact and start getting my face out there because you as a person [0:10:50.3] ____ much harder to replace. A general recruiter who is filling recs, very easy, and that's probably been replaceable with technology that's existed for 20 years now. Chad Sowash: So the Shopify CEO has said, and it's just a different way to go at the question because AI is in it, but pretty much says, hey, look, you're going to have to prove to me when you need to open a new rec that AI can't do that job. And that's literally just challenging the hiring manager and the departments to say, this is why I need those resources. And the only difference, because we've been doing this for years, the only difference is they're throwing AI into it, saying, what can AI do? So what's your thought, especially coming from the CEO down to HR and the hiring managers? This to me feels like a gelling moment for both of those two. What do you think about that? And do you think it's going to be something that we see from more CEOs moving down the road? Matt Charney: I think that throwing AI in is a good... I think it's an exercise that every organization goes through. We're still using, people complain like job descriptions don't describe Jobs, right? Chad Sowash: Yes. Matt Charney: And the reason why is because we're using outdated compensation documents that are put in there with requirements for essentially like leveling and banding purposes. Matt Charney: So I think to go through and say, what do these jobs do? And do we actually need this position is probably a really good exercise regardless of how you look at it. But if you're looking at AI through that filter, I think that you also need to make it as, like a determination, can AI do the job is one, but AI by particularly generative AI always is going to be average. Its output is going to be the median of everyone's input. So if you want quality, that's a variable that I would look for because particularly in positions like marketing or sales or other kind of high touch, more ambiguous sorts of roles, quality is something that I would look at. Maybe AI could replace, but I want to be better in the competition. Chad Sowash: Well, isn't it even smarter to break down the job description as in tasks? Because yes, that job in itself is literally just a sequence of tasks that are happening. What tasks within that job could actually be done by AI, which could prospectively free up that individual to do more in different business impactful areas. Matt Charney: I think that yes, looking at any jobs task, again, no matter how you slice and dice it, a really good activity. I would add though that you have to frame in terms of what is this job's intended contribution to the larger organization or the impact. Because again, tasks may or may not align with that. And if they don't, then that's something that AI can't fix. You're going to have to as an HR department. Joel Cheesman: In light of tasks, I know that you have an opinion on sort of hiring for skills and not degrees and the trend that is, you know, really hot right now is... Chad Sowash: How do we finally do that? Joel Cheesman: Taking the tasks that you were doing that are now AI tasks, and what are you going to do above and beyond what you're doing now and upskilling those people and re-educating, etc. Where are you on hiring for skill versus degree? Because I know you have some strong opinions around hiring for a degree versus upskilling and skills. Matt Charney: So a couple of things. I think tasks and skills are very different topics. I'm going to talk about skills, right? And from a skills perspective, as long as we're still using fundamental technologies that require job descriptions and resumes, those are based off of a totally different paradigm than skills. And there's generally no way to extract those foundational documents and be able to find skills. But I would challenge any organization if I were to ask how many people in your company have photoshop-like abilities, they wouldn't be able to tell you. So companies don't have an extent inventory of the skills of their current employees, much less being able to project out and screen for those in a larger population. So without modeling what those skills look like within an organization, because the application is going to be very different company to company, and without knowing who you already have internally and who you can upskill with what skills, it is just another way to sell technology that people don't really need. But if they would have gone to college, they might have learned that. So to your point on degrees, I'm not an educational elitist, but here's what I do think. There's a high enough rate of college graduates in this country where we're able to fill jobs with them. Matt Charney: I think that is it necessary for a lot of jobs? No. But at the same time, and I say this from a place of privilege, it demonstrates that you were able to play the game and show up and after four years walk away with a degree. That to me means that you are ready to show up to work, to do the tasks that are given to you, and to be able to essentially follow the rules of a larger institution. So what your degree in, where you go, those don't matter, but that's really the only proof of concept in my mind for somebody who's entering the workforce without any actual experience. Chad Sowash: Joel only asks about fraternity. That's all he cares about. Joel Cheesman: And sports. Matt Charney: We can talk about that all day. Chad Sowash: Because you know the skills that come with that. Joel Cheesman: My reply is always, show me a Fortune 500 C-suite without degrees. It's impossible to find. So I know upskilling and giving people new skills is very important, but at a certain level, it still matters. It may not one day, but today I think it still does. But I know you had a strong opinion on that, so I wanted you to clarify. Chad Sowash: And if those companies, and it's funny because we do talk about skills, and it's different from company to company on the types of tasks. Let's say, for instance, from a FedEx or a UPS. They're two entirely different companies. Do the same kind of stuff, but they're two entirely different companies, how they carry out logistics, so on and so forth. So the skills might be incredibly different in some cases, but if they don't have that skills taxonomy or whatever the hell you want to call it, then they really don't know what they're looking for in the first place. So how many companies today, and when working and talking to a lot of companies, none of them have these skills warehouses at all. So why are we even talking about skills when the companies don't know the skills that they currently have in place? Matt Charney: It's a great question. And to your point though, FedEx and UPS, the fundamental difference between those two companies' workforces, UPS is almost entirely unionized. FedEx is not. It uses contractors and carriers. So if I were those organizations, I would be more focused on labor relations than how can I build a whiz-bang AI product. So I think again, to your point, look at the workforce. Joel Cheesman: And the negotiations require them to focus on the people and not the technology. Matt Charney: 100%. Joel Cheesman: Or balance them both. Matt Charney: So yeah, one of those organizations will have an advantage of being able to look at technology, but is it what their business is going to need on the other side? No. So I think again, that is the alignment exercise. But if you're wasting your time on skills, you are missing an opportunity right now to really be able to get a place at building your company's future and having a chance to impact that from an HR perspective. Chad Sowash: It also feels like a full-time job in some areas because tech is moving so fast. To be able to keep up with the skills index per se is not going to be easy in your company, not to mention also being able to translate that to academia to be able to say, look, these are the types of skills that we need from your cohort that's coming out this season. Matt Charney: Right, like and academia would say, the ability to write an APA style bibliography, which I would say probably not in any workforce situation. Chad Sowash: No. Matt Charney: But I look at five, six years ago, and here's the problem with skills. We're telling everyone, you are set for life. Go to a coding boot camp, quit your job, learn how to code, and you're guaranteed to have an immediate play. And we've seen AI has replaced that entire cadre of coders that we were so excited about. Chad Sowash: But is that a problem? Because now we don't have junior coders. And those junior coders one day are going to be senior coders. But we are, I mean, we're hollowing out the bottom of the development for talent. I mean, it's crazy. Matt Charney: We are doing that to a certain degree. But what I think is actually really interesting, if you look at that, it's a very American phenomenon. Particularly in developing nations, you're starting to actually see a bell curve where middle management is starting to be stripped out. They're hiring huge university cohorts at multinationals, particularly in APAC. And so I'm seeing that model, which is kind of where those opportunities are being shifted, actually just be offshored from a junior perspective more than eliminated or having any sort of upcoming talent shortage. Joel Cheesman: Conversational AI, I know that you have some strong opinions on the experience of the candidate and how conversational AI plays into that. We're seeing some signs of a pushback on machines versus real humans. Where does this all play out? Matt Charney: So it's fascinating to me. So I'll use candidate experience as an example. And for years, the best practice was you need to let every candidate know their status as soon as they're rejected from the process, right? You have to give them the news. And now you're hearing candidates like, well, I applied for a job at 9:01 and 9:03, I got a thanks but no thanks letter. They didn't take the time to read my resume. So I think it's interesting that we're seeing this like pushback on it. So is there a happy medium? I really don't know. But when we look at the research, statistically, and there have been a few of these studies done now, it seems that candidates and job seekers have no issues with AI until the interview process. And that's where I'm starting to get concerned as I'm seeing a lot of technologies that are AI or automation slated going towards interviews. And that's really, to me, a terrible use case and where it's all going to fall apart because candidates want to be able to ask real questions of real people. They want that kind of, you know, very personalized experience. And on the other side, there's something that you really can't, you know, work for, which is fit and chemistry. Chad Sowash: Yeah. Matt Charney: And that's something that no algorithm is really probably ever going to effectively capture in the same way that an interview would. So I would say everything up to that point, look at as an AI use case, everything after that needs to be heavily personalized to make sure that you're able to not only convert them, but also end up onboarding them. Joel Cheesman: Got it. Well, Matt, thanks for hanging out with us today. Enjoy the rest of your time in Vegas. And for The Chad and Cheese Podcast, this has been the AI Sessions, The Frontline Series. I'm Joel Cheesman. That's Chad Sowash. Find out more about us at chadcheese.com. We out. Chad Sowash: We out.

In this episode of The Chad & Cheese Podcast, with Chad Sowash sipping ouzo on a Greek beach, Joel Cheesman and guest J.T. O’Donnell dish out spicy takes on the workforce with their trademark snark. They kick off with a riff on empathy—or lack thereof—in today’s rage-fueled world, joking that community resilience is basically folks bonding over Wi-Fi outages. Corporate layoffs get a roasting, with job security shakier than a Jenga tower at a frat party, and fractional employment pitched as the future for those who love working three jobs to afford one coffee. OpenAI’s shiny new job platform sparks eye-rolls, as they dunk on job boards so outdated they might as well be faxing resumes. AI’s role in job matching gets a nod, though they quip it’s less “perfect match” and more “swipe left on bad fits.” Labor market woes are dissected, with job seekers facing hurdles higher than a toddler’s tantrum, and generational gripes about work sound like Boomers and Zoomers arguing over who gets the last slice of avocado toast. Economic data? They trust it about as much as a used car salesman’s handshake. Indeed and LinkedIn’s AI tools get a playful cage match comparison, while Shaker and Radancy’s acquisition drama is served with a side of corporate soap opera. They wrap up cackling about autonomous vehicles, wondering if truck drivers will soon be replaced by robots who honk worse than your uncle at a tailgate.  PODCAST TRANSCRIPTION Joel Cheesman (00:28.216) Aww. Joel Cheesman (00:33.061) Yeah, you take the good, you take the bad, you take them both and there you have it. It's the Chad and cheese podcast, everybody. I'm your cohost Joel. May you live an interesting times. Cheeseman. JT ODonnell (00:43.628) And I am JT, the future is Fractional O'Donnell. Joel Cheesman (00:47.565) And on this episode of HR is most dangerous podcast time to open AI can a whoop ass on LinkedIn. Indeed drops the bots on me, baby. And who'd you rather let's do this. Joel Cheesman (01:04.687) What's up, JT? It's, it's a Chadless episode. We're Chadless. We're Chadless. No Chad's. my God. The summer of Chad marches on. he's in Greece, partying at the Parthenon or some other club, that he's, he's at eating, eating much better food, much better food than us. unfortunately for him is his summer of Chad is coming to an end soon. He's going to be headed back. JT ODonnell (01:06.488) You know, just live in the dream in the good and peaceful times that we live in. I know what he's in Greece, right? Are we going to show that picture? Are we? JT ODonnell (01:25.07) those pictures in the WhatsApp. Mm-hmm. Joel Cheesman (01:34.757) to the US for a rec fast and other things. But yeah, Chad, Chad is living his best life, but I am super happy to have you here. Fortunately, the world is at a place of peace and calm. As we're as we're meeting, let me run down a quick, a quick list of the headlines, right? So we have we have assassination of Charlie Cook, we have a stabbing on on a train, have drones and drones in Poland being launched by Russia, apparently. JT ODonnell (01:40.558) Yes. Thank you. It's amazing. It's just so great. Joel Cheesman (02:02.661) Apple's launching a new phone. The France is melting down. There's military parades by dictators in China. It's we're recording on September 11th. What are the headlines? are you, are you most interested in JT? What's you got? What's got you up at night? What's of interest of what's going on in the world. JT ODonnell (02:20.622) I mean, obviously in my world that the jobs reports I have four words for everybody out there and you know, you know Please Please All right, I'll save it. I'll save it. No. No, think for me. It's just a general like There's everybody is just a wounded bird. You know, mean like nobody has empathy for anybody anymore Everybody discounts everybody else's pain it I don't know Joel Cheesman (02:26.915) You can't jump to the topic. got it. We're going, we're going macro. We're going macro unless you're so deep in your, in, in employment. Joel Cheesman (02:49.367) It's rage. It's rage, right? Rage has replaced empathy. JT ODonnell (02:52.026) It's insane though. That's fair. Like the anger lacks of, but it is insane. The level of people that I don't care that you're in pain because I'm in pain. You know what I mean? It's bad. I don't know how people don't see it. And you and I were talking before the show, you know, when was it this bad before in our lifetimes? And I'm, I just don't recall it being this bad. And you know, had to be before my lifetime because this one's the worst I've Joel Cheesman (03:01.871) Mm-hmm. Joel Cheesman (03:14.425) Yeah, I think you'd have to go to the, you have to go to the sixties. would guess, Vietnam, MLK, JFK, RFK, Malcolm X, Nixon, Watergate, like, but I think this is, this feels worse, maybe just cause we're in the moment, but, yeah, this is bad. This is bad. But for me, it's, it's the day it's, it's the dictators that like, JT ODonnell (03:23.65) Yeah, yeah, yeah. JT ODonnell (03:29.187) this JT ODonnell (03:33.666) Yeah, it's tough. Joel Cheesman (03:40.053) When India, China, Russia, and North Korea and 20ish other governments get together, that should send a chill down everyone's spine. Then shortly after that, Russian drones start probing into Poland to see. It's clearly Putin saying, what's NATO going to do if my drone show up in a NATO country? By the way, the four top energy producers in the world are us, China, Russia, and India. And people forget that the Germans lost in large part because I mean, they just more of their people got killed, but they ran out of gas. The moment the tanks stopped rolling and the U-boats stopped, you know, doing their thing, they lost the war. So energy, think energy is incredible. Like I'm getting really meta. I'm getting in the weeds here, but JT ODonnell (04:30.136) Cut the supply. JT ODonnell (04:35.842) Mm-hmm. Joel Cheesman (04:36.094) That is historically scary shit, what we saw in China in my mind. JT ODonnell (04:41.698) So you're saying that that makes everything in the recruiting and HR world parallel in comparison. Switch your tone. Joel Cheesman (04:46.733) Well, apparently there's, there's this, there's aliens coming to like aliens are like, there's apparently a comet that's a spaceship coming to earth. Some guy was in front of Congress this week. Like it's, cats and dogs living together at this point. I. JT ODonnell (05:01.23) So we should just all have a good time at this point. It's burning. Just let's just go out and party. Yeah. Like let's just go. I mean, it is season. It is our season. It is our conference season. So what you're telling me is to have an extra good time at the upcoming conferences. Joel Cheesman (05:03.843) We should have a good time and talk about the employment industry. Joel Cheesman (05:11.717) Yeah. Joel Cheesman (05:17.157) Don't be a wet blanket, JT. think don't be a wet blanket. Party like it's 1999. Give an ode to Prince. uh, geez, geez. Uh, what do you say we get to some shout outs? JT ODonnell (05:23.246) I'm with ya! I'm with ya! JT ODonnell (05:31.606) It is, it is. I've got two, a good and a bad. Which one am I starting with first? And then we'll come back to the other one. Okay. Joel Cheesman (05:36.268) you better go good based on the world demise that we just discussed in the banter. Bring us back. JT ODonnell (05:40.271) All right. Let me boost everybody up after, after Joel's ending of the world. so my shout out is to Tim Sackett because I listened to the podcast this week where you and Chad interviewed him and it's my favorite of the year. No disrespect to everybody else that has been on the shows, but, I just found myself like out loud, you know, in my, in my house going, yes, yes. As he was talking about things, there's just something about his delivery style, which is the right amount of energy. Joel Cheesman (05:52.175) Mm-hmm. Joel Cheesman (05:57.221) course. Joel Cheesman (06:09.231) Mm-hmm. JT ODonnell (06:09.538) but it's not over the top. think you use the word manicured. It just hits right in. I just think he's got a pulse on it more so than anyone I've ever seen, or maybe it was just better articulated than I've heard to date. So Tim, you rock. Joel Cheesman (06:23.781) Tim's been doing this for a while also. So he is manicured. think that was the term that I used, which I don't just throw around without any thought. yeah, Tim is a good interview. And I told you also, I interviewed him a year ago at RecFest, I think just us, and that's a good interview as well. And he's done some, he was guest. JT ODonnell (06:25.986) Mm-hmm. JT ODonnell (06:29.484) Yeah, it's a compliment. JT ODonnell (06:44.332) Yeah, take a listen, people. Joel Cheesman (06:48.709) He was a guest on the show for a long time. He did, he did predictions with us. So we have a lot of Tim Sackett content. Um, if you're, if you're feeling particularly. Sackettish and you want to get some more of that. Uh, I'm going to bring us down a little bit, uh, for my shout out. Sorry. Uh, yeah, it's just the mood of the nation right now. Um, my shot, goes to Beth Finbo. And speaking of interviews that we've done in the past, we interviewed Beth, uh, who's a small business owner. We brought her on when the tariffs were hitting, she was doing. JT ODonnell (07:03.15) Shocker, shocker. Joel Cheesman (07:18.469) big networks and we got her on the show, which is great. But when, China was hat, when we were throwing 145 % tariffs on China and 30, and just like, was every day, seemed to change her business was suffering. And I think that we forget about the small business, which is 80 to 90 % of businesses in America are small businesses. You know, the, big companies of the world can sort of have a cushion against some of these things, but small businesses don't. anyway, I encourage you to go back and listen to her story, but she sent an email out this week, sort of updating everyone on her, I guess, progress. So she did a GoFundMe, which had 600 donors to enable her to pay a $35,000 tariff bill. She was able to get product to keep the business running, but she cashed in her retirement to stay afloat. Her brother, was a partner with her, worked at the company, had to leave the company. Obviously sales have been dropping because of rising costs and just the world in general is sort of struggling. The word recession is being thrown around. Target was pushing her stuff, selling her stuff. She was dropped from Target. Walmart, which was a huge deal for her to sell her baby items, cut her cut her real estate 50%. And of course she continues to have uncertainty. And you know, when, when, when the road is foggy, people just kind of stop driving all together. And I think that's what we're seeing a lot in the economy. So Beth Finbo, God bless you. American entrepreneurs and entrepreneurs in general are some of the strongest, most resilient people on the planet and her resiliency is being tested. So, my thoughts go out to her and hope that she can weather the storm. and stay afloat at her business. JT ODonnell (09:14.732) Hmm. I wish you're the same. It's really hard right now. We're seeing it across the board, like you said, and it's truly a test. It's truly a test. So my second shout out is also like on the downside. It's Mark Benioff over at Salesforce who for years, the term was Ohana family at the company was on a podcast recently saying that he was able to cut and I quote 4,000 heads as a way to use AI, not humans. Not, wasn't able to, I, not, cut forth as in family. I cut heads. Yep. And, I understand, I understand why we're doing it. think you and I were talking about this. I mean, the general feedback I get from CEOs and executives is we're exhausted and we're done with people. They're unpredictable. They complain, they're expensive, they're unreliable. And now I've got this thing that I can put in place that doesn't talk back. And if you think about it, folks, we'd all love to put something in place that doesn't talk back. Right? Like that's just human nature. Joel Cheesman (09:48.025) Yeah, he cut a lot. He cut a lot. Joel Cheesman (10:01.103) Mm-hmm. JT ODonnell (10:13.784) to think that they wouldn't think that way too. So I get it. I get the sentiment that's out there, but it is pervasive based on what I've seen. And so, you know, I paint that as a stern warning for folks that, you know, there is no such thing as job security anymore, please. And there's not a full-time job with benefits long-term. You just need to understand that when you're seeing things like that in the media and everybody goes, it'll swing back. I don't think it's going to. I know we're going to talk about that later. I don't think it's going to. think we are literally in a massive tipping point when it comes to work as we know it. Joel Cheesman (10:44.133) Well, thank God we have the Matthew McConaughey and the Woody Harrelson ads to distract us from the people that are losing their, their livelihoods at Salesforce. And I think you and I maybe disagree on this, but you know, I talked about the tariffs. I think a lot of the big companies in the world, now software is a bit different, but let's talk about the Walmarts of the world, et cetera. I think, I think that they are largely holding their nose and eating as much of the cost as a company. JT ODonnell (10:53.176) Seriously. Joel Cheesman (11:13.465) But part of that is layoffs mean the money we would be paying someone now we're paying the government in a tax called a tariff. So I do think that tariffs are part of the problem, not just people are paying in the ass. They can both be true at the same time. You have a little bit of a differing opinion, I think. JT ODonnell (11:19.694) Mm-hmm. JT ODonnell (11:31.439) Yeah, I mean, I think you turned me on the sense that it definitely could be a tipping point in terms of or a reason to validate it. I just don't think that, as you pointed out, applies for all businesses. We're seeing enough. It's multifactor, maybe the trifecta, right? Oh, there's a tariff. Oh, we can use AI and also, oh, let's do return to office so we don't have to pay for layoffs. There's just a lot of perfect storm stuff happening. For me, the overall feedback is companies as a whole do not want to have as many humans. Joel Cheesman (11:36.697) Mm-hmm. JT ODonnell (12:00.822) It's you can be more agile with a smaller business, right? There's less decision makers. I think we are moving towards a world of fractional work where four or five core people run a business and they pull people in as they need to and they release them. And that's how it works. And I think that for me is the big shift that millions of Americans, let alone globally are going to have to their heads around. You know, there was a time where you didn't have full-time jobs. Like if we all woke up tomorrow and they're gone, full-time jobs gone forever. Can't get another one. Joel Cheesman (12:05.625) Mm-hmm. Joel Cheesman (12:19.386) Yeah. JT ODonnell (12:29.25) What would you do? You'd go back in history. You know, my family were tanners. They tanned hides, you know. But I think a second Renaissance era is coming. And I want to put a stake in the ground in this. I actually see a light that is we're going to force people to look at their hobbies and their interests and the things that they nerd out and care about. And there's going to be this huge economy that nobody's talking about that's all digitally run, right? That is going to feed itself. And there's going to be a whole new crop jobs and a whole bunch of ways for you to use your brain, monetize your mind. Joel Cheesman (12:48.431) Mm-hmm. JT ODonnell (12:56.47) and do more important and exciting work. So when they sit there and tell you, got rid of the mundane jobs, that is a good thing. We don't want to be doing mundane jobs. Let the AI do it. We're just in this weird moment where the Renaissance era hasn't fully kicked in and people don't understand how to tap into that second Renaissance era yet. But when it hits, I just think we're going to see amazing things. It's just not happening today. Joel Cheesman (13:16.143) So we'll replace tanners with what? TikTok influencers? that the digital renaissance? JT ODonnell (13:20.446) Underwater basket weavers. Absolutely. Yeah. No, I think you can teach yourself anything. I was telling the story of the kid that's he's making bank showing everybody. I was power washing walkways. You know, he's doing videos showing people how much money he's making and then he's monetizing the next generation doesn't believe in full-time jobs. They don't believe they don't want them. So why wouldn't we move to a fully independent model where we're all businesses of one and living our best lives based on the things that we nerd out on? I love that idea for us. So I'm going to cling to that. Joel Cheesman (13:48.847) Did digital digital serfdom. I'm here for it. Winter, winter's off. If we're not, if we're not digit. Yeah, that's gonna, that's gonna catch on. Did you see your tanners? That's interesting. Do you know, do you know where the term piss poor comes from? really? So talking about the Renaissance middle ages. So in the old days when they would tan and leather works, whatever, urine apparently. JT ODonnell (13:51.631) That's it. All right. I don't let you coin that. Digital serfdom. T-shirt. JT ODonnell (14:04.632) No. Joel Cheesman (14:16.269) If you put urine on a tan or a hide, it will dissolve all the stuff that you don't want on a leather piece or whatever. So poor families would have a pot and they would all piss in it. And then they would sell the P to the tanners or the leather makers and they would make money on their P. So piss poor meant you're so poor that you have to pee in a pot and then sell that to Leatherworks. JT ODonnell (14:44.408) We did not even rehearse that. You're bringing this knowledge bomb out of nowhere. See, this is what I mean about the Renaissance era. You're gonna monetize off of random pieces of knowledge. It's gonna be great. Joel Cheesman (14:53.443) Well, so piss poor, but then you had so pot, you don't have a pot to piss in. So that's really poor. Like you can't even afford the pot to pee in to then sell the P to, to businesses. So yeah, there's, there's your history. There's your history lesson piss poor and not a pot to piss in all, all worthless, worthless knowledge. you know, what's not worthless though, JT is free stuff. JT ODonnell (15:00.512) So poor you don't have a pot to piss in. JT ODonnell (15:07.584) I I think this podcast is done now. There's this. JT ODonnell (15:15.968) all because of my ancestors. Joel Cheesman (15:25.669) Tell the listeners what they can get if they head out to ChadCheese.com slash free. JT ODonnell (15:25.902) Who doesn't like free stuff? JT ODonnell (15:31.99) cheese.com slash free. Let's start with a little Van Hac whiskey. Who doesn't at this point, based on the first five minutes of this show today, you want to be doing shots. So why wouldn't you want, right? next up though, like if, if that's a little too harsh for you and you're a little more subdued, you're going to go with a little Aspen tech labs beer, which by the way, shout out to Tim Deneen who just landed over at Aspen tech, which is fantastic. So cheers to him. Yeah. Joel Cheesman (15:39.577) Yeah, our friends up north always take and take care of us. Joel Cheesman (15:53.471) Okay. Let's, let's go there. Let's go there real quick. It wasn't on our topics, but let's go there. So, so Tim, I don't know how well you know, Tim, he's in your neck of the woods, I think. So that New England area. so, know, so, so maybe there may not be one per one singular person more responsible for indeed success than Tim Deneen. Tim Deneen was the force of SEO, back in the mid aughts at indeed and JT ODonnell (16:05.25) He is, I do know him, great guy, smart guy. Joel Cheesman (16:23.109) When you think about, indeed free traffic, the SEO that they leverage that can all be traced back to Tim. So Tim did that. I'm sure cashed out, started recruitix has left there and he's ended up at Aspen tech labs, which, which is kind of a weird fit. What's, what are your thoughts on why he would land in Aspen tech labs? JT ODonnell (16:44.728) I've had conversations with him recently and all I'm going to say is that Tim's brain is always just ahead of the curve. Just he, right. You don't have the track record. He has, if you don't see it, I'm not going to say anything more than that. I think Aspen tech labs knows they have just, hired a ringer. Joel Cheesman (16:50.415) Okay. Joel Cheesman (17:00.065) Okay. I will talk about the employment data and Aspen tech labs is on the forefront of private sort of data on that. And I think Tim is coming in. Tim sees the opportunity with employment data and the value there. We saw link up get sold recently. Toby Dade is a good friend of that, but if you have this data and it's good data, it's incredibly valuable. So I think Tim is going to come in. and rock that out. But yeah, I'm glad I'm glad you mentioned Tim, I was gonna add it to the thing. So shout out to Tim as well back back to free stuff. Sorry, back to free stuff. JT ODonnell (17:26.762) Mm-hmm. Yeah, yeah. Yeah. Back to it, back to it. All right, so if you decide that booze isn't your thing, it's okay because we're gonna get some sweet t-shirts, by the way. Worn it, it's so comfy from Erin. It's fantastic. And last but not least, if it's your birthday, if this is your birthday month. Joel Cheesman (17:51.511) Again, that's chatcheese.com backslash free everybody run with plum. All right guys. celebrating another trip around the sun, is Alicia Buchler, Lucas Roscoe, Katie Gentry, John T hand, Kevin Lowe, Laura Martinelli, Nico Slavatus, Paul Norman, and Matt Adam. Happy, happy birthday everybody. And, as you know, we always, we always are traveling, traveling people. JT ODonnell (17:53.07) I run with plum. Do I even need to say more? Run with plum. Go get them folks. JT ODonnell (18:13.24) Happy birthday. Joel Cheesman (18:20.037) Uh, this time of year falls cranking up. I will remind everyone that Chad and I will not be at HR tech this year. Uh, we're getting a lot of messages. I'm sure both of us about meeting up at HR tech. We will not be there because Chad's in Greece, uh, working on his, his, uh, his tan. So won't be there. We will be at rec fast in Nashville, uh, with bells on. And I will also be a solo at, uh, ERE coming up in San Diego. You know what they say about San Diego and I will be on stage with monster co-founder or sorry, monster founder. Everything's co-founded out monster founder, Jeff Taylor, who's launching a new startup and has a wealth of knowledge and historical, no know how, that we will tap into at ERE. make sure you head out to ere.net if to, to get your tickets. think there, there's some discounts and whatnot out there, but we will be. JT ODonnell (18:49.42) Wales vagina. Joel Cheesman (19:14.465) Traveling extensively. think, we see you in Nashville? Okay. JT ODonnell (19:17.812) You are not seeing me in Nashville. I've had to switch gears, but I'm also going to San Diego, which by the way, I just did a Ron Burgundy reference in case anybody mentions. I can't believe you didn't catch that. But I'll be at Talent Connect, which is also in San Diego. So it's going to be, it's going to be a good season. Joel Cheesman (19:32.973) Okay. And when's Talent Connect? JT ODonnell (19:35.662) of the week of October 19th, 20th, 21st. Yeah. Joel Cheesman (19:39.941) Okay. Always a good time to go to San Diego. Never a bad time. JT ODonnell (19:42.862) It is. Joel Cheesman (19:46.351) But if you're playing fantasy football with Chad and cheese sponsored by friends at fact, you fricks, there's only one time of the year that you can do that. And that is football season. So week one is in the books. Here's our first to worst in week one of our fantasy football competition head of the list. We got Courtney Nappo followed by Will Carrington, Mackenzie Maitland, Jason Putnam, David Stiefel last year's winner followed by yours truly right here on the screen, Steven McGrath. comes in after me. He's the, he's the Scott that we all, we all love so very much. And followed by Steven is Megan Rattigan, Jada Weiler, Ginger Dodds, Chad Sowash, and the caboose. The last man standing this week goes to Jeremy Roberts. Again, that's fantasy football with our friends at factory fix. Should we get some topics? There's a few things I think that we can talk about this week. JT ODonnell (20:42.37) Yeah. You sure? Joel Cheesman (20:48.701) What could we possibly lead off? is in the news? Well, really everything, but for our audience, OpenAI is launching the OpenAI jobs platform. They got really creative with the name. This is coming in 2026. The aim is to connect AI savvy candidates with employers. The platform will feature AI powered tools for both candidates and employers. JT ODonnell (20:56.588) What? JT ODonnell (21:02.35) Bye. Joel Cheesman (21:13.165) And we will be developed in collaboration with various companies and organizations. Open AI is also introducing open AI certifications, covering topics from basing basic AI use to advanced prompt engineering to help users improve their AI skill s. Open AI is getting into the business of jobs. JT what's your take? JT ODonnell (21:21.272) Mm-hmm. JT ODonnell (21:35.639) I'm not shocked, obviously. It totally makes sense. We've only been talking about this for what, over a year? AI talking to AI and it makes a of sense. I think I get more excited about the AI fluency stuff because the job seekers that I'm talking to are saying, what should I study? What do I need to know? How does it apply to my industry? And so to have a platform that can say, all right, based on your skillset and what you're putting into this and what you're telling us. Joel Cheesman (21:42.469) Mm-hmm. JT ODonnell (22:03.478) this is the type of AI fluency you need and hey, here's where you can go get it. That excites me a lot. I'll be interested to see how we then validate that AI fluency, right? And make sure that, you know, they went through something and they truly are capable versus, you know, checking a couple boxes. So I do want to better understand how they're claiming that they're going to help people with the AI fluency, validate that credential and work that into that. But overall, this is just the natural next step. Job boards die. Joel Cheesman (22:12.453) Mm-hmm. JT ODonnell (22:32.258) because we don't need unsolicited resumes from people who aren't qualified. The big thing for me, when you think about large language models and garbage in, garbage out, mean, all of this comes down to how good and accurate is the information that the job seekers put in about themselves and that we gather about them, right? And how accurate the information about the job itself is. So, you know, I'm curious. I want to see what they do to improve upon that. Joel Cheesman (22:57.474) Okay. Joel Cheesman (23:01.893) I'm going to have a get off my lawn moment here for a second. People that I respect in the industry have both come out in favor of this and not so favorable. I'm just going to break it down historically for the kids out there. I'm going to take you back to June of 2006. June of 2006, MySpace ruled the world, if you remember MySpace. MySpace announced a partnership JT ODonnell (23:02.36) Second one today. Joel Cheesman (23:31.683) With a vertical search engine called simply hired back in 2006, simply hired is now owned by indeed. but at the time they were a competitor with indeed. And I can tell you that 75 million users on my space meant that if someone got the jobs, real estate on my space meant that you were going to crush it. Okay. This was when, monster and crew builder. were bench pressing, you know, 850 pounds, but still they were nothing compared to the traffic that my space was getting. So my space simply hired, it's going to be huge. Okay. After that Google base launched Google base was basically Google's Craigslist, solution, which got killed with spam and they shut it down. Simply hired then became the, the, the filler jobs on LinkedIn. And at the time we thought, man, they got my space and they got LinkedIn. They're going to be huge. Simply hired as the future of jobs. And then you had hot jobs, which some people remember and Cribbler the newspaper relationships. And they're like, my God, think about all the newspapers in the world. They're going to drive all the traffic. They're going to like totally rule, rule this whole thing. And then Facebook became a thing. JT ODonnell (24:37.013) Mm-hmm. Joel Cheesman (24:51.135) And you had a company called branch out and monster launched something called be known because every job you're going to get was somewhat, knew somebody. So if you could build the platform on Facebook, which was the hottest thing that all the kids were using, then you were going to rule the employment landscape. Well, Facebook switched around their algorithm. didn't like branch out, went out of business, be known, got shuttered. Fast forward a little bit. Google for jobs launches. Okay. This is their second attempt at a jobs solution. Now, fortunately that has worked out. learned a little bit from Google base and that is sort of catching on. had Facebook launch jobs and everyone thought, holy shit, a billion people using Facebook. They're going to search for jobs like game over. And most recently I would say is Twitter with Elon coming online and saying, LinkedIn is cringy. Our new jobs thing is going to be awesome. They actually acquired a jobs solution. And now 20 years later, open AI. Is going to crush it and destroy LinkedIn and destroy indeed. Well, call me cynical, call me old, get off my lawn. But for my money, this is going to be a non-topic a year from now. The jobs board, this space is so hard. I don't think anyone realizes the nuance that you have to deal with with jobs. People get into it they go, shit, this is a pain in the ass. And they get out and that's what's going to happen probably here. Now I will say. I do think you're looking at me. I'll give you some face time here. I do think from a macro level, and we talked about Chrome and Google last week and Google basically getting to keep Chrome. I do think that your browser or whatever your interface is with the internet will be agent powered. You will have an agent on Chrome. You will have an agent on whatever Johnny Ive and OpenAI are working on. You will have an agent on your browser for JT ODonnell (26:24.034) Mm-hmm. Joel Cheesman (26:49.071) travel, travel, plans. will have like search real estate stuff. Let me know what kind of car and jobs will be part of that. And you'll have an agent on your browser that will constantly look at jobs, things that are fit interview for you, alert you like, Hey, this company's interested, et cetera. So I do think on a macro level, open AI and Gemini and all that will have a component in job searching, but just to have a vertical on jobs, I think is a, is a stupid thing for open AI to do. JT ODonnell (27:19.662) Okay, well, first of all, yes, you are cynical. No, you are not old, Joel. But this idea that I think maybe the media made it sound like, you know, OpenAI is gonna decimate LinkedIn. That's not how I took it at all, right? And I think your ending note there, which is they'll have a place in it. I agree. Two things that stand out for me. One is that everybody out there is looking for a new name. And right now what OpenAI has done is the whole world understands that... AI has come about and is learning from them. So as much as they've been around, they're not one of those old players in our space that, you know, people dislike. It's like, it's a new place for me to go. It's not LinkedIn, right? It's something new for me to try. So that's the first thing I want you to think about is brand recognition and the clout that they have right now with everyone. The second thing is from personal experience. And, you know, I'll give a shout out to job leap if it's okay, because, you know, former Recruitix team started jobleap.ai and it is a full disclosure. I will full disclosure that I've Joel Cheesman (28:12.463) Sure. Is this a full disclosure? You're getting checks from them. Okay. JT ODonnell (28:17.174) Yeah, I've done work with them. But the reason I say that is that the job shopping tool they built for job seekers, they go in and they talk about themselves and they only get to see the video, the jobs where there are 75 match percent or higher. It's in bright yellow until they get to 80 and then green from 80 to 90. And so I look at that and it's already teaching job seekers. You're not getting to see everything. You're only getting to see the stuff that your 75 % match or closer. This is what's available and this is why you should apply to the green, not the yellow. That is the kind of thing I've been begging for and pleading forever and ever and ever. And AI is now making that possible because until you do that, job seekers are going to apply for everything under the sun and then blame you because you didn't call them back. So I get excited when I hear what they're doing, add into that the AI fluency and that they're an entity that people trust. And I think you're underestimating what they could do in that space. I also think it sometimes helps to not have been in our industry 30, 40 years, because I sit and watch some really smart people in our industry, discount stuff left and right. It'll never work. That'll never work. Well, it didn't work back then, but we've been entirely different tool now. So I'm not a hundred percent with you. I think there's something there. Do I think they're going to wipe out and decimate everybody? No, of course not. But I would not discount. Joel Cheesman (29:40.101) All right. Let's go to lies, damn lies and statistics. Uh, us payrolls were revised by, let's just call it a million, roughly a million, um, 911,000. Let's just, let's just round it up. Uh, so, indicating a less robust job growth than previously reported. No shit. Uh, the revision, the largest since at least 2000 suggests a labor market slowdown and may prompt interest rate cuts by the fed. JT ODonnell (29:48.366) Yeah. Did you see his 911,000? I'm just saying let's run him in a bad number. Joel Cheesman (30:08.169) The downward revision affected nearly every industry with wholesale and retail, leisure and hospitality, professional and business services and manufacturing seeing the largest markdowns. Payroll revisions, JT, your thoughts. JT ODonnell (30:22.478) Remember those four words I said I was dying to say at the front of the show? I told you so. You know, we've been talking about this nonstop on social media for over a year. These numbers aren't right. These numbers aren't right. These numbers aren't right. Just anecdotally, I was telling you, like, a day doesn't go by that I don't know if people in my DMs, I'm going to lose my home. I'm going to lose everything. I'm about to put my family in a car. I'm moving back in with my, you know, parents. Like, these are adults that were doing six-figure jobs who... Joel Cheesman (30:25.039) Say it. JT ODonnell (30:51.404) burn through their savings to hang on to a 3 % mortgage. Right. And at nine months, 12 months have nothing left. And we have been talking to these people every single day and no, these numbers come out and everyone's like the economy's great. The numbers are great. No, they're not. They have not been. And these jobs aren't coming back. You know, that's the thing that we really have to understand. These, these high level jobs are not coming back. Well, we have new types of jobs. And will there eventually be income opportunities? You and I've talked about that. Sure. But not today, not tomorrow and not in the next 12 months. And so I am fascinated to see, because it's already, Rome is burning. Like we were saying in the beginning of the show, but this is not going to get better for a while. Joel Cheesman (31:33.849) Yeah. You're, being on the front lines of this and listening to stories is, is there any consistency? You mentioned six figure jobs, but like, you talking to younger people, middle age? give me an idea of the demographic that you talk to. JT ODonnell (31:51.725) Yeah. All right. So you have college grads who cannot get a job at all, who are like, why did I try to go to the most well-known school I could go to and, you know, do all of these things to not get a job. That's group one. Group two is interesting. 25 to 27 year olds getting laid off for the first time and assuming it's not going to be a problem to get another job. And then realizing those are essentially entry level jobs, right? You're, early in your career. Those are gone. Right. Those are gone. were Joel Cheesman (32:06.351) Mm-hmm. JT ODonnell (32:20.162) You were getting apprenticed over your first decade of your life. We all know that, right? Those jobs are gone. The late millennials are being laid off for the first time who have families, car payments, mortgages, probably still some student loan debt. And they are shocked to find out, my gosh, I can't get a job. Many of whom did not do return to office, right? Got comfortable with the work from home and building a work-life balance. And so now they realize there are no more of those jobs. available and they can't get the job. And so this is crazy. mean, you know, they were two income families to cover their bills. So that group is really freaking out. And then you've got the people, you know, the funny thing is I would say Gen X our generation, we've just, we're just doom and gloom all the time. So the Gen Xers are like, I not surprised by this, you know. Joel Cheesman (33:00.25) Yeah. JT ODonnell (33:12.59) I'll figure it out. So you kind of skip over them and get into the older generation who's like, this is age discrimination. It's not fair. It's absolutely my age. And it's like, no, there's just no jobs. There's no jobs for your level. I don't know what to tell you. And so it's every group. on. Joel Cheesman (33:14.053) Yeah. Joel Cheesman (33:25.541) Who's got it worse, like 50-ish, 50 and over, but not quite retired yet, or the new grad? JT ODonnell (33:35.871) Okay, so you got to classify that in two places because I would say a good portion of my over 50 do have income they've saved or are inheriting generational wealth based on when I've talked to them. So they are less concerned about it, but the group that did never say, which is around half are really, really hurting, going to lose everything. That group is scary. I, again, I look at the younger generation and realize they can move home with mom and dad. They're going to very quickly adapt and go into this. Joel Cheesman (33:38.191) Okay. JT ODonnell (34:05.568) second Renaissance era, I'm a business of one, I'm gonna figure out how to make it work. Those millennials that are knee deep in kids life, you and I remember when we were full blown in the, I've got kids in diapers, I'm trying to figure out how to be a parent. There we go, perfect term. To me, that group is the scariest from what I see. Absolutely. Joel Cheesman (34:19.333) The shit gets real stage of your life. 25 to 45. Joel Cheesman (34:28.057) So you think they're the worst off? Wow. you know, to your point in terms of the numbers you have, you have 7,000, think baby boomers dying a day now. that those are people that aren't working. you have a closed border and an immigration system that says stay out and people aren't having babies like they used to. So I think a lot of the unemployment numbers, although fabricated, to some degree, aren't going to change even if you do have correct numbers, because you have from the top and the bottom, such a squeeze that things aren't going to get better anytime soon. I'll take another, I'll take a different sort of vantage point of this. you know, if you, if you looked at the dictator's handbook, eroding trust in government, government entities is on top of the list. And if you believe that it's the economy, stupid, well, then the economy should be the first thing that you start eroding trust. And I'm not laying this on any particular party, but we've seen a decrease in resources at the BLS for decades. Less money, less resources. Well, no shit stuff's going to get lost to the stuff's going to fall through the cracks. The problem is now you, now you say, okay, the data's bad. you're politicizing it as, they're partisan so fired. And so, so you're only going to get worse numbers if you take away resources and expertise and people are just like, I don't want who needs this. So it's rinse and repeat. It's like worst numbers, less resources. more worse numbers, less resources for you. And before you know it, like the numbers mean nothing, which is why I think going back to the Tim de Nene and the Aspen tech labs, stuff like the ADP number. JT ODonnell (36:20.482) Hmm. Joel Cheesman (36:24.033) Other services that do this are going to be much more important. And I would guess that the market, meaning Wall Street, is already looking at the government data much less and hiring services like this to find out what's really going on with the economy. Because there's no reason, I was saying, know, when ZipRecruiter was hitting all time lows in their stock price, I was like, okay, the economy is good, but all the job boards are sucking wind. Why? Like that just doesn't make any sense. And this revision is kind of like, okay, yeah, the market, the businesses that rely on hiring, not doing so great. So maybe the numbers aren't so real, but a million people is a lot. That's a lot. That's a lot to fall through the crack. I hate it when I, I hate it when stuff falls through the cracks. guys, if you haven't subscribed to the show, what are you doing? head out to your. JT ODonnell (36:58.796) Mm-hmm. JT ODonnell (37:03.682) That's a lot. Yep. It'll be interesting. Joel Cheesman (37:17.807) podcast platform of choice connect with us leave us a review share it share us with everybody particularly the Tim sackett episode, I guess that That JT loves so much. We'll be right back JT ODonnell (37:28.334) Heck yeah. Heck yeah. Joel Cheesman (37:32.675) All right. Let's talk some industry stuff. indeed in LinkedIn, some red meat, red meat for the, for the, for the listeners and the viewers. love it. All right. Indeed has launched two AI powered agents, a career scout for job seekers and talent scout for the employer. Career scout acts as a 24 by seven career coach while talent scout offers real time market insights, salary benchmarks and candidate sourcing. JT ODonnell (37:40.087) Mmm. Joel Cheesman (38:00.067) by scanning millions of indeed profiles. And in the opposing corner of all things bots, LinkedIn is expanding its AI powered hiring assistant tools to more regions, providing recruiters with an all in one solution to streamline the staffing process, generating short lists of potential candidates, scheduling interviews and managing followup. Indeed. And LinkedIn are bringing the bots JT. What are your thoughts? What are your thoughts? JT ODonnell (38:25.104) yeah. Yeah. Well, I'm curious to hear a deeper dive for you on what you saw with the Indeed AI stuff. Obviously, disclosure, I've been hired by LinkedIn to talk about hiring assistant have had early access to it, and I'm pretty excited about it. Only because I see people who haven't grown up in recruiting being able to absolutely get in there and use this thing quite effectively to find those purple squirrels that we talk about all the time, which I think is interesting. And I've played around with it a ton. It's clearly ranking based on have you said you're open to work and are you active on the platform? Because we're not going to give you somebody who's got a profile but is never there and never talking about it. So there's really good tools there and the interactivity of it and what you can do with it. I mean, it's intuitive. You don't have to spend decades in recruiting to understand how to build a semi-decent conversational process with somebody that you're interested in bringing into your company. Joel Cheesman (39:09.573) Mm-hmm. JT ODonnell (39:22.956) So for me, it's the step in the right direction is what we need. As we've talked about, it's gonna wipe out a lot of jobs, I think, as people realize I can do this myself. And I'm sure that that's what they're betting on. But what have you seen on the Indy side? Joel Cheesman (39:35.053) Yeah. Yeah. So I, I love torturing myself. guess I I watched the opening couple of hours, of indeed's future works, which is their annual, conference. bring all their, people. so, so Deco who's their CEO, comes out by the way, dude has some space age glasses I've never seen before. Like check, check out some pics. That's like two things. I don't know if it's, it's plugged into his head. I don't, I don't know what's going on with the glasses, but that's, that's a side note. Anyway, he came on to really talk about talent scout of all the stuff they're doing. Like talent scout was this thing. They have a little video demo, et cetera. The funny thing, what I took away from that after the video, and he talks more, he, he was like, JT ODonnell (40:02.99) It's wild. Joel Cheesman (40:28.281) He had to juice up the crowd to get them sort of excited. He's like, isn't this great? The kind of thing. then, and then the camera pans to the crowd and the crowd is like, so, so I was thinking like half the crowd is thinking, shit, I got to let go of half my people. And then like the other half were thinking, shit, I'm one of those people that are going to be going away. So they were a little bit, a little bit scared of a shell shock to what happened. Total total. Yeah. JT ODonnell (40:51.64) Kiss cam moment, kiss cam moment. Joel Cheesman (40:54.947) minus the Coldplay that was total a shock and awe by everybody. look, I, you, I think you and I agree on this that under the auspice, let's call it the Trojan horse. There's a Trojan horse being sold at least by indeed that we're going to augment the recruiter experience. We're going to make things like super easy and automated for you. It's going to be awesome. JT ODonnell (41:04.462) Mm-hmm. Joel Cheesman (41:24.089) But in the back of my mind, I think a lot of people see this is that the model that indeed is creating is literally you, you don't have to do anything. Like we're going to plug into your ATS, you're going to post a job. We're going to suck that job out of your ATS. We're going to put that on indeed. And then, and then we're to have the job seeker set up an agent, set up this career agent scout thing. And the scout is going to say, okay, you want sales jobs in Toledo or what? It'll probably be more nuanced than that. But, but this agent 24 seven will be searching for jobs that are posted automatically from ATSs. And when there's a match, the two are going to talk to each other. There do some pre-screening, blah, blah, blah schedule, do the, the whole thing. Right. And then on the job seeker side, you're going to get an alert that says, JT ODonnell (42:10.254) 100%. Joel Cheesman (42:17.807) You got a company that's, that's interested in you. They want to bring you in or do a zoom call, like approve or not. And so the old days of passive job seeking was I sign up for an email alert and then every day I get an email and I'm supposed to like go through that. Well, everyone knows that once you've got a job, you stop looking for a job. But if I can look for a job and have this digital agent do it for me, like, cool. I can just hang out and it'll alert me like, Hey, you've passed round one and two of this interview. JT ODonnell (42:35.723) Mm-hmm. Joel Cheesman (42:46.709) Awesome. And then on the employer side with indeed, they've got to go to a, like a pay per hire model. And if they're plugged into the ATS, they can run the whole interview automatically. They they'll know when someone's actually hired and they'll basically tell you. Your indeed account, plug it into your ATS and you're done. And we will send you people that we have, that we have matched to your job. And then we'll know when they're actually hired and then we'll charge you whatever for that hire. That to me is like the obvious model that they're building and they're, they're pimping it out as like, this is going to be great for everybody. This to me is a Trojan horse. says you don't like see CEO or whoever's running whatever, just set up your account, plug into your ATS and you're done. You don't have to go back to indeed ever again. If you don't want to. JT ODonnell (43:39.855) I have two big thoughts on that. So first of all, I go back to my days at Ronstadt. I still remember the CEO of the entire company coming from the Netherlands and sitting with a bunch of us in a room and saying, look, by 2030, everybody's going to be a gig worker. And we're all talent agents. We're going to change over. We're going to call yourself your talent agents. And like, there were a lot of people older than me in the room giggling. And I'm like, I get that. Everybody wants their own talent agent. Everybody wants to be repped. It kills me that they didn't continue and really lean into that. Because if you think about that, where they could go with that. It's absolutely brilliant. When I flip back and look at hiring assistant, at LinkedIn, where it gets me excited is, yes, anyone can do it, but really smart recruiters should be doubling down on this stuff right now because you become a super recruiter with this thing. You can go in there and find people and start conversations with people you would have never found before just by talking at it. And then there's this bot that says, hey, let me be clear. I'm JTBot. But I have bunch of clarifying questions to ask you. I can tell you for a fact, job seekers don't care if they're talking to a bot. They appreciate you saying it's JTBot because the bot says, hey, I just need to validate that you have this. have a conversation. And if any time you feel like I'm not getting you what you need, click a button and a message will go to real JT and we'll take a look at it. So it's now giving that candidate a chance to say, I'm not getting my point across to your bot or. you know, something's not gelling here and not miss out on the opportunity. So all this stuff, this is what I love about what I've seen with that tool so far, is that all the stuff that's been a problem before with the ghosting and the impersonalization, like the transparency is there now with the bot piece of it, coupled with, you know, finding those purple squirrels. Like you're crazy if you're a recruiter not leaning into this stuff right now, because like you just said, OK, maybe a CEO comes in and drops it in, but you're still going to want. that very smart recruiter that understands holistically what's happening, that's thinking about how to fine tune this thing for that company, their vibe, the way they talk, their culture, you know, and that's where these recruiters are going to have a blast and not do the mundane stuff, you know, just, you know, that's my take. you know, glasses half full kind of gal, of course, but you know, I really saw it in real time. Joel Cheesman (45:33.358) Yeah. Joel Cheesman (45:50.757) Yeah. mean, look, recruiters are some of the most resourceful people on the planet. Just go to a SourceCon and the freaks and geeks that are at SourceCon will tell you that these aren't your average bears. A lot of them will go by the wayside. I think the money will probably be made sort of in between the raindrops. It'll be the recruiter that understands the algorithm and where there are maybe holes or maybe who are you missing. There's also a threat in that if I'm a job seeker and I start getting inundated with jobs that aren't a fit, I'll reject the whole premise of agents looking for a job. And we've looked at that with related jobs or recommended jobs. Like I've had stuff recommended from LinkedIn and I'm like, this makes no, like because I'm a cohost of a podcast, they think I'm a host of a restaurant. So I get like restaurant jobs. So it's not perfect, but the vision that I see is like, if we could just take out the recruiter and the job seeker and let the bots handle it, that's a Nirvana. maybe I'm being a little bit too rose colored glasses on it, but I think that's the vision that, that, they're going, you know, who knows? JT ODonnell (46:55.374) Mm. I like it. JT ODonnell (47:07.694) Once again, Joel, I feel like there's been multiple times where we're on the same page. mean, how many months into the year and you and I are like starting to sync up? It's a little scary. Joel Cheesman (47:07.779) Maybe I'm overthinking it. Joel Cheesman (47:17.293) Nothing warms the cockles of my heart. Like you saying, I agree with Joel on this one and, and, Chad's Chad's in the cold. I love, I love when that happens. All right. Let's, I don't think we've ever played, who'd you rather, with you. Have I JT ODonnell (47:22.062) It's like, it's happening a little too often. JT ODonnell (47:31.444) Mmm. No, I'm very excited about this actually. I did homework. Joel Cheesman (47:34.551) Okay. Usually, usually we do it with like startups getting money, but we're going to do it with acquisitions this time. So I'm going to read two acquisitions and you're going to say which one you like better. Basically who, who'd you rather? Okay. You're ready to play. All right. All right. Here we go. Our first, first acquisition goes to shaker sponsored the show, by the way, shaker recruitment marketing has acquired execute an employer brand consultancy to enhance its workforce experience strategy. JT ODonnell (47:44.622) Mm-hmm. I'm ready. Joel Cheesman (48:04.235) the combined team will provide integrated workforce insights, employer branding and talent marketing services, AKA do shit that an agency does that shaker. Now we go to Raiden see the artist formerly known as TMP. they've acquired my interview expanding, their talent acquisition cloud with AI agents. There's that word again, to accelerate hiring cycles and reduce costs. The AI platform promises to eliminate repetitive tasks and enhance. candidate engagement. So JT, Raidency versus Shaker, who'd you rather? JT ODonnell (48:42.614) Okay. So first I want to say I love Shaker. I just want to say that aloud, but I'm going radiancy. And I'll tell you why, because this idea of in my head, based on what I read about radiancy in my interview, I envision a world where every job seeker that, you know, submits and meets the basic qualifications gets a virtual interview. And I can tell you right now that that's what I hear job seekers complaining about all the time. Like I never even got a shot, never got even chance to share. And when you think about the fact that I don't need 50 recruiters doing phone screens anymore, that I can sit there and have a decent tool. I don't know how decent this is. So we've got to preface that, really start to replace that and be able to find those candidates that are saying the right thing that might not have otherwise even gotten a shot. That excites me, right? Because resumes. They're not the same. This is why we've always done pre-screens and phone screens is to actually validate somebody and authenticate they know what they're talking about. So that aspect of it gets me very excited for people to have a shot at sharing their story. Every job seeker says if I could just get in front of them. To me, that's what I'm understanding about this and I think that's a real win. Joel Cheesman (49:49.413) Okay, you're wrong, but that's okay. JT ODonnell (49:55.66) Here we go. Joel Cheesman (49:56.833) Okay, I as well love love shaker, as they know. So take my my hootie rather with a grain of salt, but time for a history lesson. Joel Cheesman (50:08.995) So the, agency business, has, has been a weird one. it used to be sort of mad men style, take display, like put display ads in the, in the Chicago Tribune, the New York times make like five grand on a single Sunday. And then it was like, now there's this internet thing and they were getting a lot less money. A lot less people were like, why do need a newspaper ad when I can just put it on Craigslist? Right. So, so they had to come up with ways of adding value to the business. And there was a period where it was like, let's add tech. Let's buy job boards. Let's buy, don't know, whatever was hot back in four, even I'm too old to remember, remember that stuff, but they started to evolve outside of just display ads and, and shaker and TMP Rob is on the forefront of this TMP and monster have history. shaker used to own a bunch of like city.com and have, have gotten into that. I think that there was a crossroads with agencies where they said, okay, are we going to be a tech company or are we going to be a consultancy? Like an agency, right? An agency technically doesn't own the studio. Like they help you get into the studio. So I think there was a, there was a conscious choice by shaker years ago to say, look, we're not going to be. In the tech business, we're not going to be in the software business. We're going to have the best minds understand all the best tech and recommend to our clients. What we believe is the best solution for their company. They're 75 years old. They've never changed the name from shaker. so this is in my opinion, an aqua hire. And they've done this a couple of times in the recent past, because if you don't have, what happens is we have so much tech, so much AI and so many customers are like. throw up their hands, I don't know what to do. I don't know who to use. There's a new startup every week. I listened to Chad and cheese and they talk about all these companies. Like, I don't know what to do. You guys figure it out for us. And in that, in that economy, if you have the most brains that understand this business, you're probably going to win. So for shaker to sort of consolidate other agencies with maybe different, core competencies, Joel Cheesman (52:30.181) To me is just steadfast to their vision that they've had for 75 plus years and will continue to, to, to, be prosperous for them going forward. When I look at TMP slash radency, I look at, I look at a huge ass agency that is trying to put its, put its mittens into many different pies. and they've been tech heavy for a long time. I mean, just some of the recent acquisitions over the years. They, uh, acquired carve, which is like a social media business per Ringo, which was a programmatic. They bought brazen, which is the event side of things. And now they bought my interview, which is like agent shit. So the problem with that is you get a, you get a conflict of interest, right? It's like the government owning 10 % of Intel. Okay. What are they going to push Intel? Okay. What is, what is radency going to push? the tech that they own, that's not necessarily the best tech, right? It's just the one that you own and that you control and you profit more off of. So I don't know, I don't know my interview from, you know, my space at this point. So they may be the most awesome solution ever, but historically give me the brains, give me the agency that's actually an agency and not one that tries to be a tech company. So, you know, for me, I think this is a pretty easy one. I'm going to go with, shaker. All right, that was, was, do you have a rebuttal to that or should we drop it at that? JT ODonnell (54:01.455) You're wrong. It's okay though. Yeah, not at all. No, I'm just going to say that, you know, in your first sentence, you said at all, it was an aqua hire. There was no innovation bought on there you just, let's go pick up some mines. So if you want to buy some mines and get them under, that's great. To me, that's not anything interesting or new. I agree with you, your definition of shaker, what they do, they do very well and will continue to do really well. Where I give Raiden C props is. Joel Cheesman (54:16.143) Mm-hmm. Yeah. JT ODonnell (54:29.816) They're still trying different texts. And the reality is you get one of those right and things change fast. so, you know, say in the VC world, what they invest in a lot of duds in order to get the right one. If Raiden C continues to invest and get the right one, you're going to be singing a different tune. Joel Cheesman (54:44.837) singing a different tune. I love singing different tunes. Let's take a quick break and we're going to talk about more bots, but this this kind has wheels. JT ODonnell (54:46.126) There you go, my friend. Joel Cheesman (54:58.917) All right, RoboTaxi's JT, you ready? Okay, Amazon's ZUX has launched its RoboTaxi service in Las Vegas on September 10th this week. The first public service with a purpose-built autonomous vehicle approved for expanded demos. The driverless toaster-shaped RoboTaxi's with bench seats and sensors offer free rides, free rides via the ZUX app to select strip. JT ODonnell (55:00.364) I can't with this. I can't with this, yep. Joel Cheesman (55:25.475) destinations. That's the Vegas strip, not the other kind of strip you might be thinking of, like resorts world and Luxor with plans to expand pickup zones, some with concierge and a help button enhance the experience. ZUX is testing in other cities such as San Francisco. ZUX, Autonomous, Las Vegas, what could go wrong? JT, what are your thoughts? JT ODonnell (55:51.599) Well, I always go to the jobs that it's about to take, right? I mean, there's a lot of people who are using Uber to pay the bills or Lyft or whatever. And so that's going to go away and that's going to hurt people. you know, that's really unfortunate. I'm just not there yet to get into a car that is driverless. And it is like, what are they going to do now? I'm going to have to... Joel Cheesman (56:09.541) It's your Renaissance, it's your Renaissance, JT. They can all go rat pack at the Flamingo if they're not driving an Uber, right? JT ODonnell (56:17.612) Request, right? Content creators. Yeah, absolutely. yeah, I just, I'm just not there yet. Getting in a driverless car after some of the things we've already seen, you know, with Tesla's outing. So absolutely not. And I won't go in one, especially seeing them down in Scottsdale last year freaked me out. Yeah. Yeah, it did. Definitely. I am not ready. You are. Wow. You live, live dangerously. I love it. Joel Cheesman (56:29.005) Yeah? Have you been in one? really? Joel Cheesman (56:38.237) man, I'm here for it. I'm here for it. I'm totally here for it. Look, cars are horrible investments. I don't even know if you can call it an investment, right? If you buy a new car, 20 % deduction off the, that's why they have gap insurance, right? Your cars were 20 % less. If you buy a new car, they, take up space. You use them hardly ever based on how much space they take up in your house. You got to pay insurance. You got to fill them up with like, they're just a pain. I'm here for the Let me call a car on my app and take me to Chipotle and then drive me home. Like I'm all, I'm all for that. my first thought is this is a box. A toaster is a pretty good, descriptor of it, but it's like, it's like two love seats facing each other. And I'm thinking like, you know, how much sex is going to be going down in the zoos in Vegas with this thing. mean, there's going to be so much naughtiness in this thing and so many. JT ODonnell (57:25.495) each other. JT ODonnell (57:31.982) and they're gonna film it. It's gonna be bad, yeah. Joel Cheesman (57:36.931) There's, there's your content creation. Freaky shit I can do in a zoeks. That's going to be, that's going to be your next tick tock millionaire. JT ODonnell (57:39.33) Mm-hmm. Yeah. What do you call it? So when you when you have sex in a plane in the Mile High Club, what are they going to call it in this thing? You got to name it at this point. do you? The hands free. I don't know. Joel Cheesman (57:49.413) The mile high, I don't know, would be the strip club. I don't know. That kind of rolls off the tongue, I guess. Yeah, the Zooks, I don't know, the Z club, Planet Z, I don't know. It is funny because when Uber became a a decade ago, Vegas was super staunchly against Uber. Even today, if you go to Vegas, it's way easier to get a cab than it is an Uber. JT ODonnell (57:58.755) Yeah, the Z Club, there you go, yep. Joel Cheesman (58:18.341) If you want an Uber, you got to go to the garage. You got to walk like half a mile. Like they make it not convenient at all. a taxi, you just get in a line and you're gone. So I will take a taxi in Vegas. there's about two to 3000 cabbies in Vegas. I think they will probably, throw their weight around to keep that sort of airport lane going, but the stuff around, you know, the Luxor goes to whatever, JT ODonnell (58:20.291) Mm-hmm. JT ODonnell (58:40.888) fair. Joel Cheesman (58:47.749) I mean, that's, that makes a ton of sense to me. Uh, Tesla has had like an underground shuttle thing under the convention center. I don't know you've seen this, uh, but you get in, Tesla takes you around. Uh, Waymo is going to be in Vegas at some point. So I'm here for it. It's going to kill a lot of jobs. Two to 3000 in Vegas, uh, 1.5 million taxi drivers nationwide. Trucking you're looking at three to five or three to 4 million. JT ODonnell (59:07.149) It is. Joel Cheesman (59:17.477) truck drivers in America. That's a lot of jobs. So there's going to be some tension here, some legislation regulation, but here comes Trump who's deregulating all the autonomous driving laws and making a lot easier to do this stuff. So it's going to happen. I'm all for it from my personal, on a personal level, from a, from a, have a, make my living off of driving. think you should start, you should talk to JT and JT ODonnell (59:17.686) Mm-hmm. Mm-hmm. Yep. JT ODonnell (59:45.398) Renaissance era, Renaissance two, baby. Joel Cheesman (59:46.487) and go to to go to go to JT's sites and social media and see and see what she's saying. However, I don't think at JT's social media stuff. I can get dad jokes. You gotta get him here folks. All right, JT, you ready? What did Delaware? What did Delaware? JT ODonnell (01:00:05.294) Bring it. JT ODonnell (01:00:13.518) What did Delaware? I knew it was a clothing thing. Joel Cheesman (01:00:13.625) her New Jersey. Joel Cheesman (01:00:20.335) JT, thanks for hanging. Chad, think he'll be here next week as usual. until then, we out. JT ODonnell (01:00:21.998) Thank you. JT ODonnell (01:00:27.287) We out.

Tim Sackett joins Chad & Cheese to explain why recruiters might want to start updating their LinkedIn profiles now . His hot take? Recruiting jobs, as we know them, have about 18 months left before AI makes most of them as useful as a fax machine in 2025. Highlights include: Why AI won’t “elevate recruiters to strategic work”… because no one knows what that even means Sackett’s killer line: “Great tech won’t fix bad recruiting—it’ll just help you suck faster” The real future of talent pros: assassin-level headhunters, not seat-fillers Nepotism stories, dwarf jokes, and why CEOs secretly think their TA teams suck If you’re looking for feel-good AI fluff, keep scrolling. If you want a brutally honest roadmap for how tech is blowing up recruiting—this is the episode. Get ready, kids. The meteor is coming, and Sackett brought the matches. PODCAST TRANSCRIPTION Joel Cheesman: All right, let's do this. We are the Chad and Cheese podcast. I'm your co-host, Joel Cheesman, joined as always by Chad Sowash. And this is the Sessions AI Frontline Series. As we welcome Tim Sackett, CEO of HRUtech.com. Tim, welcome to HR's Most Dangerous Podcast. Tim Sackett: Thanks for having me. It's been a while. I've obviously been on before, but not for this. Joel Cheesman: And last time you just had me. So now you get the trifecta. So I'm sure you're a little nervous. It's okay. We'll be gentle. Tim Sackett: Please don't beat me up. Joel Cheesman: So for a lot of our viewers out there that don't know you, give us the elevator pitch. Tim Sackett: Like own and run staffing firm that my mother started 45 years ago. So nepotism in full swing, which is amazing. George LaRocque and I just launched the HR Tech 100 Fund. And I look at all kinds of recruiting tech and HR tech and write about it and have a blog. Do we still say blog? Is there a new word for it? Joel Cheesman: Sure, why not? Talk about the fund. It's interesting. You have a certain amount of people put in money, just everyday folks, and then you guys decide where to put money on startups. Am I describing that correctly? Tim Sackett: Yeah, the whole concept is pretty cool. It came out of a charity event that I got invited to, and it's called The 100 Men. And that's also a movie, a different story. So the concept was... Joel Cheesman: It's also Friday night for Chad. Tim Sackett: One hundred dudes show up with $250, and they have two charities come in and pitch. One of the charities walks away with $25,000. So local charities. Your commitment as being one of the 100 men was do this every quarter, so $1000 a year. So there was a little bit of FOMO when I got the call. It was like, hey, are you one of the 100 men? And I'm like, well, I hope so. And I hope I'm number one and not number 100. Like whatever, you know. And so then I had like, you know, we all talk about tech. And we all know we have these extended friend groups and... Chad Sowash: Professionals and peers. Tim Sackett: And what we found was very few of them are actually invested in the technology that we talk about, recommend, do all that. And so the concept is 100 people within our space, $10,000 each. And it's not lost on you that that's still big money for a lot of people. But in the VC world, that's tiny. That's like Jordan betting $10 blackjack, right? It's tiny. But it's a million dollars. One hundred people, unlike a normal VC fund, everyone owns 1%. And so it's completely transparent. There's a voting mechanism. So when deal flow comes, we'll actually be very democratic about it, vote for. If vote's yes, we're going to move forward. No, we'll go on to the next deal. Joel Cheesman: So a company will pitch you. You'll be the first level of yes, and then you'll pitch it to the hundred. And then democratically, they'll decide whether or not... [overlapping conversation] Chad Sowash: One winner on this one? Tim Sackett: No, no, no. I think we're going to try to get multiples. Part of it is we don't know the deal flow that will come in yet. And George and I, even though we're technically general partners, we're still just one of two of the 100 from that standpoint. So that was key for us not to go because most VCs are 2 and 20. It's like 2% of the money is going to go to expenses, 20% of the profits are going to go to the general partners first. They're making money regardless. And we're like, that's not what this is all about. This was about obviously real fun trying to make money. But if you could imagine, we have so many VCs that are in our space that are putting money. And if you have 100 of us with our connections, our knowledge base, you would think you could help them be more successful. That's the thesis, right? Joel Cheesman: Have you hit the million dollar mark? Tim Sackett: No, we just opened like four weeks ago. Chad Sowash: Slow your roll, Cheesman, Jesus. Joel Cheesman: Well, send Sackett, man. Come on. Tim Sackett: Well, again, we don't know what we don't know. And so we sent it out to a small group of like 50 first to get all the questions. And there was a lot of stuff that we had no idea how to answer. So again, part of that education now is like George and I going back, doing the FAQ and putting all that together. And then there's obviously a bigger list that we'll send out too. But we already have like CHROs. We already have advisors and analysts. We have some people that are like actual like HR tech startup founders that are a part of it. So all of that, like that's the group we were looking for. Chad Sowash: Sweet. So you talked about writing, whether it's a blog or it's a book. You wrote the book Talent Fix. Tim Sackett: Yeah. Chad Sowash: And that's got to be blowing up right now, right? I mean, is there another volume coming? Because obviously all this tech, I mean, and obviously there's got to be a huge pivot from the first volume, second volume. You've got two, right? Tim Sackett: Yeah. Volume two is out. That's the one that's out now. I'm always interested because like I wrote like 5000 blog posts, like over a million words. And like all of a sudden you write a book and somehow you're more important. And I'm like, you know, I wrote, it's 65,000 words. I have over a million. Joel Cheesman: What a strong flex that is. 1000 blog posts, you know. Tim Sackett: Is it, though? It never got me anything. And then all of a sudden the book comes and people go, oh, we want you to keynote our conference. You're like, because I have a book? Like, all right, cool. Let's do it. And I do hear from people all the time that will come up and go, oh my gosh, I read your book. Like I just ran into a head of TA and the first time I met them, they're like, oh, I have your book. I was reading your book. And you're like, it's humbling. That's pretty cool. And when someone like, that's how they know you from that. Joel Cheesman: Yeah. So talk about the book and generally what it's about. Tim Sackett: So the first volume was like traditional kind of business, like the original. And it was like, in my mind, it's all conceptually, that's all I could do is like, oh, it's like you have 12 chapters, and it's very traditional from that setup. And it was all about if I was to come run your TA shop, what would I do from beginning to end? Like even from the interview for that TA leader. And because they had so many people reaching out to us, and you guys get the same thing, and they went for advice. Tim Sackett: They want free advice. And so I'm like, all right, well, hey, go buy the book. And they're like, look, I don't wanna buy your stupid book. Just tell me, answer my question, right? Just answer my question. And it was SHRM published. And so again, I had like four editors coming back to me and like, are you sure you wanna say darn? Like, yeah, I do, you know? And so the next one, when I did volume two, because they said, hey, we need to update this. And I'm like, and I went back and read my own book. And I'm like, it actually holds up pretty well. I mean, there's some like data stuff I wanna change and blah, blah, blah, AI stuff. Chad Sowash: Was it more a process that held up really well because the process really isn't gonna change? Tim Sackett: Yeah. Chad Sowash: Okay. Tim Sackett: I mean, that's what you learn, right? I always say like, you know, like that was one of the quotes from the book is like, if you know, if you suck at recruiting, great recruiting technology will allow you to suck much faster, you know? And so... Chad Sowash: Scale your suck. [laughter] Tim Sackett: Yeah, exactly. That's the third book, right? Scale Your Suck. Chad Sowash: Trademark that. Tim Sackett: Yes. And so, but so then in the second volume, I'm like, well, there's all kinds of other stuff I wanna add. So really the second volume is the first volume and like 40% more content. Chad Sowash: Okay. Tim Sackett: And then I got really aggressive. Cause I'm like, oh, they're just gonna cut all this crap. They're gonna make me change stuff. And so I did like the white guy's guide to diversity recruiting. I did a chapter on hiring pretty people. Like I just did all this stuff thinking like they were gonna change it. And the editors came back and were like, no, that's on you now, buddy. It's going live, you own it, wear that, wear it. So like, I actually had more fun with the second one and I'm getting ready to have meetings to pitch third, fourth book, stuff like that. Chad Sowash: We're seeing platforms literally just pivot. Platforms that have been around for a while that have a nice-sized portfolio, and we haven't seen this before. We've seen a lot of legacy systems literally just die. To lay out. I mean, big, big player, and they just... The atrophy happens. That's what we're used to. We're used to that happening. Now we're seeing companies literally pivot, and we have not seen those big of pivots before. Is that going to be a big part of the book? Understanding why the pivot happens? Tim Sackett: Yeah, we all look at... We take a look at Monster Career Builder stories, which are the classic in our own space, but it's not... It's every function, right? You could take a look at Waymo and Tesla and go, what's Ford doing? Are they going to be a brand... Will they be around 25 years from now? You can go, oh, they've been around for hundreds of years. They're going to. We already know that there's companies that are going to go away. We see the big three in HCM with SAP, Oracle, Workday, and there's a couple of those that are like, hey, we have our moat built. We're fine. We're going to be great forever. And you're like, are you sure? Because ServiceNow and Salesforce. People are going, hey, wait a minute. We think we have better AI that is going to hook together. We're a more open platform, blah, blah, blah. I think there's some real danger for some of those. Chad Sowash: The people they sell to are higher powered people, the CROs, the CFOs. The CMOs in some cases. So yeah. Joel Cheesman: And there's also just computing power that only those big companies can deal with. It's not a job board, right? It's not everyone can do this with a WordPress plugin. These are serious technologies. So I'm curious, does this get consolidated? Do people go away? Will there be the next big players? We have unicorns in our space like Deal, Rippling, et cetera. Will it be a mix of all those? How do you see the vendor space shaking out in say five to seven years? Tim Sackett: I do think... We always see that because one thing we know is if somebody's doing something that works, other people are going to do it. The classic one is Paradox in our space over the last five, eight years has blown up. And when I talk to TA leaders that buy it, the positive thing is they actually said it would do this, and it actually did this. And that becomes... That's the whole marketing pitch. We actually are going to do what we said we were going to do. Because the vast majority of the tech in our space does not do that. Chad Sowash: It's vaporware. It's vaporware in many cases. Tim Sackett: I don't even know if it's vapor or they just... It's a constant oversell, under deliver model. Joel Cheesman: It's a lot of salespeople promising and technology people going, oh, it doesn't do that. Tim Sackett: And you're like, we're 18 months in, and we're still implementing? Like what? No, like I can't do this. Chad Sowash: So, I guess in the book or just in normal conversation, is that something that you're hitting a lot on? Because you're right. We're seeing vendors who literally are doing pretty damn well. You said Paradox and obviously some of the others. Would that be a part of it? And do we really need a mechanism in which to be able to have due diligence happening in the public sphere? Would that be something that you could actually do on talent fix along with the SHRM connections. Those types of things. Tim Sackett: Yeah, who knows? I think there's a lot of people... It becomes the marketplace. I know like Career Crossroads has some of that stuff behind the paywall where you get this Yelpification of like, what really works, what doesn't. And we don't see it. Part of it is I think it's just difficult to maintain those profiles and things like that. Like, Madeline Rano at Aptitude is a friend of mine, and we've talked about, should we build this, and we're like... And then you start really thinking about it. You're like, the moment it's built, it's old. Chad Sowash: Oh yeah, it's deep.  Tim Sackett: And it's hard to keep up and then how do you democratize where somebody can have a profile because you want to conclude everybody. I think it's really tough. The one thing I'm not getting now with the AI is like all the vendors are doing their stuff, and they show you the demos, and we see this stuff. And we see the use case. You're like, oh my gosh, this stuff is amazing if it does what it says it's going to do. What you don't have... We don't have any practitioners in our space going, hey, by the way, I flipped this switch on this one over here and this is actually what it did. And then this is how it changed how our process was, and then here's what my person did, right? And here's now what my recruiter job is. And no one's sharing that stuff. And you're like, why? Is it because the AI stuff isn't ready for real time? Joel Cheesman: Well, you talk about a disconnect. Tim Sackett: Or do they think it's some kind of secret sauce, right?  Joel Cheesman: You've talked before that a solution will build something because their customers ask for it, versus we think it's cool. And so I think you just sort of set the table for that. Why is there such a disconnect between vendors building what they think the consumer wants and really what the consumer wants or needs? Tim Sackett: Yeah, being somebody who was a TA practitioner, what I can say is, we believe that the buyer's way more sophisticated than what they are around the technology. And so we give them too many options. And they're not like us, which are nerds in the space and go and take a look at hundreds of products and know the stuff. They're heads down with their ass on fire trying to do the job. And then all of a sudden someone goes, hey, you need AI, and they'll get sold something that promise that doesn't work, whatever, they don't know how to do it, who knows, and then it just gets lost. And so it's simply that we have a community of marketing people that believe that their buyer is really well-informed and smart. Then when you get in the product side... Joel, that's really what you're talking about is like, oh, we listen to our customers. Stop listening to your customers. Most of them have no idea what they actually want or need, but you might be able to deliver something that changes their lives because you thought about it differently. And they're like, oh, well, if we could change this title of this column to this. And you're like, okay, here's our new feature. What? Like, no, stop this. Chad Sowash: And do you see the agentic side of the house actually helping their quote-unquote bespoke process? Because everybody has a different process, even though they probably shouldn't. I get it from high volume to the C-suite. I totally get that. But at the end of the day, you can still make them feel special with their agent that does what they need them to do, but it's a standardized agent. Do you think that helps with adoption and them feeling like they're special? Because that's what it all comes down to. Tim Sackett: Yeah, it's the superpower we have in recruiting, right? Is that we have this ability to make anyone feel special, feel wanted, feel needed. Chad Sowash: Yeah. Until they go on a black hole.  Tim Sackett: And yet somehow... Yeah, and somehow we screw it up. But we have the one psychological thing everybody in the world wants, and we screw it up. And so, if 100 people apply to a job in most companies, 3% to 5% of those people are going to get into the process. So to me, the hope of Agentic and AI in general is that I can now have 100% of the people be a part of the process. Talk about inclusion. We're going to see inclusion at a process we've never seen because now you have 100% in. Now, does that cause downstream problems? Imagine in the 3% to 5% that we screw around with now and don't give them feedback, now you have 100% in, and they're not getting feedback. So then, okay, well, wait a minute, we'll just layer more AI. That'll give the feedback, you know? And legal teams are screaming going, no, don't listen to Sackett on the pod. That's terrible advice, you know? Joel Cheesman: One of the things historically that I've found interesting is the aversion to buying something that may put you out of a job. And I feel like that's a trend that happens pretty frequently. And you mentioned, hey, it's AI, we have to buy it. Then it's co-pilot, we have to buy it. And now it's agentic, and we have to buy it. Do we risk moving too fast, scaring the buyer too much? Because I do think there is an aversion to buying something that may take your job away from you.  Tim Sackett: Joel, I think there's confusion, and it keeps getting worse from the buyer side. One is they just don't really understand the different kinds of AI that are out there and what the risk is for certain ones, right? And what the risk isn't for other ones. And so they just kind of panic and go, no, all AI is risky. And you're like, well, not really. Not anymore. But are there some? For sure. And so you're like, where's that level of what you want to do? So I do think it's interesting that there just isn't that education yet around what that is and what it could be. Joel Cheesman: Because most of the vendors I talk to, they're like, we don't even talk to HR. We go right to the C-suite. We talk to the CTO. Tim Sackett: They all want to, right? Joel Cheesman: Well, they always try to. Tim Sackett: If they say that, I'm like, bullshit. Joel Cheesman: How does HR feel about that? Tim Sackett: No, you don't. You wish you did. Chad Sowash: They try. Joel Cheesman: So it's all bullshit? Tim Sackett: Well, no, I mean, that's the constant kind of thing in our industry too is like, oh, we just need to, this is the person we need to talk with. And you're like, yeah, but like, come on. The reality is like, yeah, most of the time... Here's what my issue is, is we think our IT team and our legal team know more about AI than we do. Turns out they also don't know AI. Chad Sowash: Especially the legal team, Jesus. Tim Sackett: For sure. But we all, but also like, think about your normal corporate IT team. They don't necessarily, unless they're just curious about AI themselves, they're more about structure, networking, security, all these things. Now, again, they might know more AI because some of that stuff's already been built in, but the vast majority, especially like mid-enterprise SMB IT people, unless they're intellectually curious about just technology and maybe they have that, they don't know AI either. And for sure the legal teams don't, right? So, you know, they might know law, but they don't know what is actually nervous and what isn't, right? Chad Sowash: So going back to Joel's question, digging in a little bit further with regard to the agents taking tasks away, RPA being structured better, better process methodologies, those types of things, it is going to take work off of humans' plates, right? And we all know that it's like, well, it's going to take work off humans' plates and then we're going to allow them to do other things, but we're going to keep them around. We all know to some extent, that's bullshit. That's going to allow for a contraction of that headcount so that they pay less, right? So how long do you think it is before we actually see at least the front end of the funnel from a talent standpoint become really fully automated? Because you can scale that much faster. It's harder to scale off a bench and you know that better than anybody does. Tim Sackett: Yeah, I think 18 months. Chad Sowash: Yeah? Tim Sackett: And you're asking the right question. And the question is, and every vendor is selling like right now, it's like, we're going to give you this capacity and you can do more strategic work, higher level work. And I had a head of TA last week when we were having this conversation. He's like, what the fuck is that? He's like, if I knew what more higher level strategic work was for the last two decades, I would have been doing it. Joel Cheesman: Yeah. Tim Sackett: So you're telling me to do more strategic work. Now tell me what that is. And like, so then you can really dig in and have some great conversations. I'm not... Chad Sowash: Learn the business is one. Tim Sackett: The job of a recruiter as it is today will be gone in 18 months in my estimation, maybe 36 for laggard companies, blah, blah, blah. I could make it gone today with the technology already on the market. But that doesn't mean the job of the recruiter goes away. I think there's a lot of people that are going to go, okay, now what do we do? So think about, if I go talk to a CEO today and say, hey, how's your TA team doing? 90% of them plus will go, they suck. It's awful. Our talent attractions are terrible. So then you go, well, what do you think they should be doing? And that's what they're not doing. To me, so if we truly say we hire top talent, then let's actually figure that out and go hire top talent. Let's not hire the tallest of the seven dwarfs. Let's not hire the best of the person who applied when the job was open, which could be the worst talent in your market. But then tell our CEO to say, we only hire top talent. Like, no, you don't. You don't. Almost nobody. Tim Sackett: You get lucky sometimes, but we're not really doing it. So then you go, okay, cool. 80% of the recruiting tasks are gone. All right, now you can be an assassin. Now you can go hunt for talent. Now you can nurture somebody. Chad, if you're the best talent person in the world that I want to come after, one call isn't going to land you. Chad Sowash: No. Tim Sackett: I'm going to have to work on you over time. Chad Sowash: Engagement, yeah. It's a nudge. Tim Sackett: It's like, you didn't get Julie in the first conversation. Chad Sowash: No. Tim Sackett: It took time. Chad Sowash: Oh, she didn't get me in the first conversation. Tim Sackett: Yeah, sure. But we think somehow that's recruiting is because we made one call, and you're like, no. If you know someone's really good at your competitor, it might take you 12 months, 18 months to actually really build that relationship where they go, holy crap. They really want me. I need to go have the conversation and figure this out. Chad Sowash: Do we finally see a convergence of the entire talent lifecycle? Because we've got talent acquisition, talent management, and a lot of the talent management stuff is supposed to be owned, but it doesn't look like it's owned. Not to mention talent should own talent. I think that's one of the biggest areas where we've fallen down is not being able to retain and keep top talent, develop top talent, and then get rid of talent that's not so top, right? And being able to do that through a lifecycle. Do you think that convergence, and this is going to allow for that convergence? Tim Sackett: Yeah. Yeah. To me, if I had to go and say, hey, you have the chance to redo and make whatever this talent person is, it's no longer titled as a recruiter. It's going to be talent advisor or whatever, blah, blah. Come up with whatever title you want. What we've known is for decades our hiring managers suck at increasing the talent on their team. Hiring, developing, retaining, performance management, all that. Chad Sowash: Actually leading is what those, yes, that's leadership. Tim Sackett: Turns out. But what if we actually embedded a talent professional in their team to work side by side, their right-hand person that your entire job is to make sure our talent increases continually every single day on our team? And it has all those aspects. And you're still going to use AI to do that in terms of like, especially like around development, around performance, blah, blah, blah. But now that leader can go, I can still focus on the success of the function, but I know also the bigger part of this is the talent increase. And I have somebody here that that's their part of that job. And to me, I'm like, dang, I would love to try that. I think that could be really valuable. And what I know is the hiring manager would go, for the first time, I actually feel supported by HR. Chad Sowash: And they understand the business. That's the thing is that we ask recruiters to spread themselves too thin and understand the entire broad base of this, as opposed to really just digging into a department, understanding what are vital roles, what's actually going to impact the business, revenue, EBITDA, whatever that is. And that's what we don't understand in talent today because we're not embedded in the business. Tim Sackett: Yeah. It goes back to, was it Maya Greenhouse that did the Employee Lifetime Value proposition? Chad Sowash: Oh, yeah. Tim Sackett: In that chart that's been stolen by everybody. And everyone's like, oh, I put this together. No, you didn't. We know the first person. So shout out to Maya. To see that, when you take a look at that, it makes so much sense because it's how do we increase this talent from onboarding through the whole entire life cycle of an employee? And again, every single one of those is a talent-related kind of thing. It's performance, it's development, it's retention, it's all of that stuff. Joel Cheesman: What you're saying sounds very Darwinian to me. And when you say something like recruiting as you know it, is gone in 18 to 36, that's going to get people's attention. Tim Sackett: Yeah. Joel Cheesman: And there's a popular adage that AI won't take your job. Someone who knows AI will take your job. But what I'm hearing from you is... Chad Sowash: That's a wish list. Joel Cheesman: But what I'm hearing from you is, the meteorite is coming. The T-Rex is not going to learn how to drive a car with opposable thumbs. There's going to be a whole new breed of worker in this space. Say more about that and what you think that looks like. Tim Sackett: 24 months ago, I think a lot of us felt that way, that you have to know AI because if you don't, then your job's going to go away. That was before the Agenic thing hit and we saw those. And you start to see the agents and you go, oops. Chad Sowash: Turns out Skynet's here. Tim Sackett: Maybe we don't need AI the way we think we need AI. Again, I think the technology will evolve so we can have a conversation. Think about the two biggest competencies that we fail at across every function for the most part is leadership and data. And if I can have a real conversation with an agent that's an expert and that can help me be a better leader, that can help me really interpret data across all kinds of spectrums of whatever it might be to make us better, like, okay, yeah. I can be this super 10x kind of person. But do I really need no AI? Not really. I'm going to have an agent that's going to just be able to be in my pocket for that. Whether we call that a co-pilot or an agent or whatever. I mean, everyone's going to have that kind of stuff. Joel Cheesman: So do new roles come into existence? Tim Sackett: For sure. Yeah. We don't know what those are, right? Joel Cheesman: Any predictions on what some of those roles look like? Chad Sowash: I'd say we never know what those are. Tim Sackett: Well, no. I gave the one example of this TA thing, right? I always take a look at it. A lot of what I think is older school kind of thing where we get back to the personal connection. I think we've automated so much, not just across TA, but across HR, across employees, that we were like, how fast can we... It's one thing is like, yeah, for HR self-services, it's like, yeah, if I'm at home and I got to figure out my wife just told me she's pregnant and I'm freaking out about what the benefit is or whatever. It's Sunday night at 9:00 PM An HR services bot can give me all that information I need. Joel Cheesman: Do you think it's fair to say if the current state of recruiting, there is no seat at the table for you, but in this new iteration of recruiting or whatever that looks like, maybe there is a seat at that table? Tim Sackett: For sure, Well, yeah, I mean, because I think, again, the function of what we know of recruiting today, tactically, all that stuff can be done better by AI on an ongoing basis, 24/7. And by the way, I think I've looked at now 15 different interview AI bots. They're amazing. They interview way better than an average or above average recruiter right now. The thing we don't, again, we get away from the personalization because what we know is candidates will go, well, it seems impersonal, it sucks, right? But then also, like, wait a minute, though, I can get 100% of people through, or now I can only get 3% to 5%. Tim Sackett: So it's like, so we're missing a lot of personalization stuff where if I'm a TA leader and I'm going to use one of these interview kind of AI bots, it's going to start with a 90-second commercial from me going, hey, this is Tim Sackett, the head of TA for ABC Company, blah, blah, blah. Understand, I know you don't like this. I know you would rather talk with me personally or the hiring manager, but we really want to make sure everybody gets an at-bat. It comes to the plate, gets a chance. Because historically, less than 10% of you would. Chad Sowash: Yeah, it's a fair shot. Tim Sackett: But now I'm going to give 100% of you the chance, but here's the technology we have to layer in. But I'm going to also tell you, here's where we're going to lay their human in too, and we're going to let everybody get a shot now. And if I'm a candidate hearing that and then saying, by the way, now you have to go through this seven, eight-minute kind of thing, I'm like, most of them are going to opt in. They're like, for sure I'm going to opt in. I'm going to do that. Versus we just go, hey, meet Jim, the AI bot. And they're just like, ugh. Can we just be better, right? And it's just a little bit of personalization. Chad Sowash: Yeah. It's setting expectations. We're humans. And we don't know what the expectation is because we've been thrown into a black hole for years. So yes, setting, and I mean, you don't need AI for that, right? You just need to be a human being talking and understanding the candidates need a little expectation. Tim Sackett: I'm super interested to see as we go through the next 18 to 36 months where companies, because everyone's going to start testing the process. They're going to be flipping on things and automating things, and everyone's going to figure out, oh, you know what, for us having the human here and having the human here works best. And so for somebody else, it might be different. And to see every iteration of that and hear the stories and figure out why does the human work here better than here and all that. I can't wait to see that kind of evolution and testing that's going on. Joel Cheesman: And Tim, if podcasters and thought leaders aren't replaced in 24 to 36 months... Chad Sowash: Shut your mouth. Shut your mouth. Joel Cheesman: Let's hang out and see where we are at that point. Tim Sackett: For sure. Joel Cheesman: Thanks for hanging out with us. That has been The Chad and Cheese Podcast. Joel Cheesman, Chad Sowash. This has been the Sessions AI Frontline Series.

Football’s back, Google’s flexing its monopoly muscles, Zuck is rearranging the deck chairs at Meta, and Taco Bell’s AI drive-thru is out here drowning customers in 18,000 cups of water. Meanwhile, RecFest is heating up, Recruitics is shopping at the clearance rack, and fantasy football egos are already getting crushed. Oh—and did we mention Chipotle drones? Yeah, it’s that kind of episode. Grab a beer, brace yourself, and hit play. PODCAST TRANSCRIPTION Joel Cheesman (00:34.35) Yeah, when this pods are rocking, don't come a knockin. Hey boys and girls, it's the Chad and Cheese podcast. I'm your cohost, Joel, world Liberty financial Cheesman. The Chad (00:45.549) This is Chad, great ASO out. Joel Cheesman (00:48.878) And on this episode, Google wins, Meta spins, and buy or sell, baby. Let's do this. The Chad (00:54.669) Yeah! The Chad (00:59.365) time for a beer. Joel Cheesman (01:00.078) You don't know world Liberty financial, Chad is that that's the, it's the, it's the Trump's latest, grift, public company that went, went IPO this week. So yeah, the grift continues. It's fun. It's fun. Everyone's getting rich except us. Us people. The Chad (01:03.848) what's up? The Chad (01:08.493) Jesus Christ. The Chad (01:14.202) Yeah? The Chad (01:19.109) I'm just gonna sit here and drink Irish red ale, Algarve, Portugal beer. This is my bloody net blushing bowl. It looks like it's lit, doesn't it? Joel Cheesman (01:27.564) blushing bull, whose, throat is slit apparently on the, they do, they do kill the bull after the bull fight, right? Or the, and the running of the bulls, do they kill the bull at the end of the race? Yeah, it seems, seems, seems like a waste. It seems like a good big waste of bull, bull sperm could be making more cows. That is nice. That is nice. The Chad (01:36.003) Bye! I think so, yeah. I would think so. I don't know why I'd keep them around. Maybe for next time? Weird. Look at that, that's beautiful. The Chad (01:56.938) Not too bad, he does a good job. He does a very good job. So what's up? Joel Cheesman (02:01.23) What's up football's back, baby, I don't know if you realize this over in Europe But the buck the Bucks are back where they should have been to start the season at number one Notre Dame Notre Dame lost Alabama sucks. Good God Bama's done The only worse was Bella chicks, North Carolina team. my god, dude, like that was so bad LSU is good The Chad (02:04.003) Yes. Yes. OK. The Chad (02:11.013) I wouldn't go that far. Ooh, that was nasty. They got their asses handed to them and... Pella check. Joel Cheesman (02:29.267) LSU that's my early sort of like watch out for the, think Penn State's overrated. I'm not buying, I'm not buying that. The Chad (02:29.283) Yes. The Chad (02:35.501) Yeah, but the OSU frickin Texas game was a shit show though. I mean from an offensive standpoint defenses were they were staying on fucking business defense was staying on fucking business man. But the offenses I mean they they needed to they really needed this competition right out of the gate to feel out where they're at. Now everybody is so down on arch manning poor kid. I know you'll be fine. yeah. Joel Cheesman (02:44.27) Joel Cheesman (02:54.871) Mm-hmm. Joel Cheesman (03:01.792) Where are you? you still, are you still bullish? Is this like a, gets a mulligan against Ohio state on the first, he'll be fine. True. The Chad (03:04.835) He's fine. He's fine against Matt Patricia, man. I mean, talking about the guy, NFL defensive coach who literally ran over quarterbacks in the NFL. yeah, I think he's going to be fine. I think it was good for him to actually get this test early on, give him a kick in the nuts and, you know, get him moving. Hopefully Julian saying he had a couple of good throws, but hell, he didn't have 150 yards and passing though. I don't believe so. Joel Cheesman (03:24.056) Mm-hmm. The Chad (03:34.883) Yeah, there. Joel Cheesman (03:35.288) Well, the receivers aren't any good, so you can't really expect it. The Chad (03:37.541) Whatever. my God. Like the best receiving core. Good God. They are going to have to find a running back. I mean, they've got a couple of good running backs, but we'll see. We'll see what happens. That O line is pretty stout. So they should be kicking ass. So we'll see. Maybe this was the two of the better teams in the nation. And that's just what it looks like when we start playing. Joel Cheesman (03:43.049) the receivers suck. God, they're awful. They're horrible. They're horrible. Joel Cheesman (04:06.702) Mm-hmm. The Chad (04:06.713) kind of like the beat teams and whatnot. We'll see if we run over them. Joel Cheesman (04:10.05) Yeah, the SEC's maybe down again this year. Who knows? Florida State, man, what The Chad (04:15.575) Yeah, fucking Alabama though. That was awesome. Joel Cheesman (04:18.894) Alabama. Yeah. Texas A I'll see. I'll see. geez, a lot of red meat on this show. Let's get to, let's get to shout out, shall we? The Chad (04:24.729) Yes. Yes, I'm going to hit the first one. First shout out is to Nestle. Yes, the wonderfully chocolatey, sweet, velvety things that you love. You love to put in your mouth. Anyway, they just gave their CEO, Lorraine Friche, pretty much a kick in the nuts. The most abrupt pink slip that has happened in 2025. No exit package. That's right. No exit package. No subtly. Joel Cheesman (04:56.716) Hmm. There was an entry package, apparently. The Chad (05:00.139) no subtlety at all, all from hiding an office romance. So on the bright side, at least Loren wasn't caught on the Jumbotron making out with his subordinate at a Coldplay concert. With that out too, it could have been worse. Joel Cheesman (05:12.424) You Joel Cheesman (05:20.11) What's up with CEOs, man? Come on, come on. It's not that hard. You're CEO. Anyway, I don't get it. I don't get it. I don't get it. Well. The Chad (05:25.987) Hmm. Yeah. Or make, make an SOP that anybody can date anybody. And then I mean, I don't know what the standard operating procedure is at Nestle, but I would say it's an old company. They probably. Joel Cheesman (05:37.206) I mean, they make so much money and they represent so many employees and the brand and shareholders. Like, come on. It's, it's just not that hard. It's not that hard. all right. I'm gonna, I'm gonna, I'm gonna start. gets laid early. I'm going to start early with a history lesson here, Chad. The Chad (05:41.795) Mm-hmm. Yep. The Chad (05:47.237) Keep it in your pants? Is that what you're saying? The Chad (05:55.481) Joel Cheesman (05:56.866) My shout out goes out to Greg Louganis. A lot of our young listeners won't know Greg Louganis. If you were alive in the eighties, you remember Greg Louganis. Four Olympic medals. He won his first silver at 16 years old. Otherwise he got gold. He was an adopted kid. The Chad (06:00.601) No! The Chad (06:04.453) driver. The Chad (06:09.838) you do. Joel Cheesman (06:21.74) He was an, he was just an idol to many and he was in the news this week because he had to sell his gold medals to pay for relocating to Panama. So, so, so it peaked my interest to like, what, what is, what's the story behind Luganus? So he was, he was a gay man. He was diagnosed with HIV six months before the 88 Olympics. Can you imagine the, I mean, the Olympics are stressful enough. The Chad (06:25.093) Mm-hmm. The Chad (06:35.151) What? The Chad (06:40.483) Yeah. Yes. The Chad (06:51.266) No. Joel Cheesman (06:51.502) And, and in 88 HIV was a death sentence. So he competed and got a gold medal in 88 knowing that he, that he had HIV. Uh, his sponsorship opportunities were minimal to none because, uh, he didn't come out until 95, but it was pretty well known that he was, he was a gay man in 93. This is some Philadelphia, uh, Tom Hank shit. He had a party at the age of 33, which was his. The Chad (06:54.777) Jesus. Yeah. The Chad (07:04.943) Mm-hmm. The Chad (07:16.303) Hmm. Joel Cheesman (07:20.462) goodbye party. thought he was going to die. His health was fading. So imagine at 33, you're a national hero. have a thank you party. Thanks for playing. As we know, medication at the time, Magic Johnson was HIV positive, the drugs, lot of money went into funding. He obviously lived. When he retired, you'll love this. He embraced dog competitions. The Chad (07:31.653) Yeah. Yeah. The Chad (07:40.933) Mm-hmm. Joel Cheesman (07:49.324) Because he said dogs were the one, you know, animal relationship he could have where there was, you know, there was love, there was, you know, there was no judgment there. It was just like the relationship and the dog, like not none of the politics that he lived with none of the sexual identity stuff like dogs. He really embraced, but anyway, he's, had some acting gigs throughout the rest of his life, a few other things that he did, but clearly he lived a very challenging life as an American Olympic hero. The Chad (08:16.165) Mm-hmm. Joel Cheesman (08:18.742) And to sadness, he had to sell his gold medals. He's moving to Panama. I hope he finds happiness. He's around 60 years old now has a lot to lit lot lot of life left, but Greg Luganis little history lesson for those that don't know, but a real interesting story and a real, I guess, tragedy in some aspects, his life, but shout out to, to Greg Luganis. The Chad (08:27.375) Mm-hmm. The Chad (08:41.967) Yeah, it's amazing. If you follow Jeff Perlman at all, used to be SI reporter, guy's awesome, writes a ton of books and he has a great YouTube channel. He talks about a lot of these sports heroes that literally, they're living in shacks, you know, and they're having to their rings and those types of things. yeah. Yeah. Joel Cheesman (08:48.514) Mm-hmm. Joel Cheesman (09:02.541) Yeah. Joel Cheesman (09:07.246) Especially Olympians, Mary Lou Retton, know you know as well back to the eighties, but she couldn't afford healthcare. Ended up getting sick. think she's okay now. The age of the Olympian, I think is fading fast. You only compete once every four years. You don't have any other skills apparently. The sponsorship thing dies out quickly. People move on. The Chad (09:23.631) Yeah. Joel Cheesman (09:36.044) No one watches the Olympics like they used to. It used to be a cultural event to watch the Olympics. Yeah. The Chad (09:39.609) I think that's the big thing is Diamond League happens all year round, right? You've got Diamond League, you've got sponsors for that, but it's definitely not the big thing that the Olympics are. But yet it is it is a fading. It is fading. It is fading. And that leads to my next shout out, which is kind of kind of fading. I don't I don't know what I don't know about that. Shout out to not thinking shit through. Go ahead and enroll that. Joel Cheesman (09:48.238) Mm-hmm. Joel Cheesman (09:53.698) Yeah. Joel Cheesman (09:58.242) Bring us up, man. I don't want to bring us down too much. The Chad (10:07.951) beautiful beam footage, if you would. Joel Cheesman (10:08.955) Alright, check this out peeps. The Chad (10:27.321) Good drone use. The Chad (10:46.649) This guy's an idiot. I don't know who this guy is. The Chad (11:00.645) so again, empty apartments in Mission Hill up 93%, Fort Hill up 74%, and available apartments near Northeastern University jumped up 154%. Yeah, in and around Boston. So this isn't just an issue for landlords trying to make a buck. What about the local coffee shops, bars, restaurants who depend on students to generate revenues for their business? And schools all over the country. This isn't just Joel Cheesman (11:10.446) Boston. Joel Cheesman (11:19.148) Mm-hmm. The Chad (11:30.207) in Boston, this is happening everywhere, schools all over the country that usually make pretty much foreign students pay full freight for schooling, yeah, won't be seeing that money for a while. So shout out to another important item this administration just didn't think through. Joel Cheesman (11:32.696) Sure. Joel Cheesman (11:38.616) Full Freight, yep. The Chad (11:51.257) fuckers. Joel Cheesman (11:51.838) And, and, as a, as a married man to a professor, I see this in real time. she has a, she has a coworker, a professor who's an Indian and was literally concerned about going home to India. And would I have trouble getting back in now? She's a citizen, but shit like the shit's just weird now. The Chad (11:59.459) Yeah, I bet. Joel Cheesman (12:15.154) She's, she's doing the burner phone thing. Like she's doing everything that she can to make sure that she gets in without any issue. And if you're a, if you're a, if you're an international student or, the parents of that student, do you want to send your kid to America right now? I don't like I wouldn't, and it's a real problem because they, like you said, they pay full freight. There's no in-state tuition. There's no scholarships. Like they pay retail for college and a lot of colleges rely on. The Chad (12:30.499) No, no. Joel Cheesman (12:43.668) on those dollars. you know, you gotta, you gotta, you gotta get freebies when you can chat, which is, which is good that we can come in and give some free stuff away to people. The Chad (12:52.783) Cheddar and cheese has the free stuff and who wants free stuff? Everybody, everybody. You can get two bottles of whiskey. I don't know, you can have some chicken cock. That's right. One cock in each hand from the talent tech experts over at Van Hack. Who doesn't, Steven? T-shirts from those red shoe wearing weirdos over at Aeron App. If you haven't registered, gotta get, you're gonna get a t-shirt. I mean, come on. Joel Cheesman (13:21.517) Mm-hmm. The Chad (13:22.337) Craft beer from the job data geeks over at Aspen Tech Labs. That's right craft beer landing on your doorstep and if it's your birthday You're gonna get a little rum from plum. You could possibly win but you got to go to Chad cheese Tom slash free Joel Cheesman (13:41.081) By the way, Steven's going to need that chicken cock to, to ease his pain from his, his fantasy draft, which we'll get to in a second. All right. Celebrating another year around the sun is Olivia Marquette, Shani Underwood, Matt O'Dell, Eddell Feinberg, Scott Nelson, Stacey Saw, Gemma Jones, Matt Gardner, Marcy Mall, Rosie Pullman, Deb Clay, Charles Hunger, Ruxa Shaw, Rick Worley, Mike Brown, Chris Hoyt, Chris Murdock, James Ellis. The Chad (13:45.925) Yes. Joel Cheesman (14:11.15) Tiffany Anton and Bill Jaeger bombs on the house. Borman happy birthday. Everybody. How that guy is still around after as much as he parties is amazing. He's, he's a robot. The Chad (14:16.185) There we go. The Chad (14:23.493) No clue, no clue, but I love it. But I love every single bit of it. Joel, I don't know if you know or not, but we do have events coming up. Wreckfest is coming, kids. But first, I've got to talk about the elephant in the room. I've had so many people ask me. No, we're not going to HR Tech this year. The main reason, it's me, it's my fault. September is my favorite. favorite month in the Algarth. instead of heading to Vegas for the third fucking time this year, we opted for Sunsand Amazing Food in Europe. But we are coming back for rec fest. Before we actually go there, though, we're going to Chicken Cock Whiskey HQ in Louisville, Kentucky with our friends at Havas. How could you not, Stephen? Joel Cheesman (15:00.814) Mm-hmm. Joel Cheesman (15:11.352) Mm-hmm. The Chad (15:17.637) So if you're near Louisville and you'd like to pair a little chad and cheese with some chicken cock, you're gonna be in luck. Then we're headed to Nashville for RecFest where we're emceeing the disrupt stage on Wednesday plus we're also hosting talks with our friends over at Dalia and Covey. So Dalia, you might remember them. They're the ones who actually convert career site visitors into applicants and hires. Joel Cheesman (15:24.557) Mm-hmm. The Chad (15:47.461) And those Covey people, we probably never heard of Covey. It's first time I've heard of Covey. I like me some Covey. Covey are the makers of custom AI agents. And the funny part is Joel, actually, they're like top two clients are Deal and Rippling. I shit you not. And they asked, they're like, hey, can we get Deal and Rippling on stage? I'm like, I don't mind. I think that would be fucking great. No matter who we get on stage kids, I guarantee you at RecFest we're gonna have some amazing, amazing discussions. And then, and then after day one on the, yes, after day one we're heading to the rooftop at Redneck Riviera, just like last year. That event is sponsored by Havas People and JobPixel, did I mention? Joel Cheesman (16:28.074) There's more? Good God. Are you trying to kill your co-host? The Chad (16:41.285) Now, I don't know if I mentioned or not that Omar was asking that we mentioned job pixel more, know, job pixel, the, yeah, job pixel. Anyway, yeah, no, job pixel. Yeah, job pixel. Ah, that's what he said. Anyway, but our new friends, Havas People, what better company to have at a party than Havas People? They are the activation experts and we expect a lot of activation and a lot of whiskey at Redneck Riviera. So get ready, kids. Joel Cheesman (16:48.408) JobPixel? J-O-B-P-I-X-E-L, JobPixel? Mention them more? Okay. The Chad (17:10.785) Get ready. Event season's almost upon us. Joel Cheesman (17:13.43) I'm ready. I'm ready. I'm taking September off to get ready for October and November. Jesus Christ. Fortunately, I have football of the fantasy kind to keep me entertained. Chad, know, fantasy football is sponsored by our friends at FAT factory fix. We're in the, we're in the colors today. so the draft grades are in, we drafted last night. So here, here's the, The Chad (17:18.648) Hahaha The Chad (17:24.138) let's hear it. The Chad (17:31.909) factory fix. That looks good. The Chad (17:40.517) Mmm. Joel Cheesman (17:42.349) Here's the, here's the grades ready. Okay. David, David Stiefel and I both got an a plus, you know, that's very nice. Yeah. Which guarantees that we're not going to win. Cause everyone who gets like a plus is never when, you came in with an a reputable, reputable, respectable, William Carrington, which is the factory fix, affiliate in this competition got a D. it's not very good. The Chad (17:44.58) Okay. The Chad (17:50.617) Very nice. Very nice. Yeah. Joel Cheesman (18:12.106) Courtney Napo C Jada Weiler C. Okay. Jason Putnam. He changed his name to shake it offense a little owed to, to, Taylor Swift. got to be minus, Jeremy, Jeremy Roberts, D minus, Megan Rattigan whose name is now who drafted Kelsey, which is kind of got a D plus. that's not very good. Mackenzie Maitland. The Chad (18:17.124) Okay. The Chad (18:24.101) Ha it. I love it. Good. The Chad (18:36.067) You Joel Cheesman (18:41.824) A B minus respectable, gingerdod's A minus. Joel Cheesman (18:47.608) And I really, hate to do this. I really do. hate to do this to our friend, Steven, because you know that we love Steven. The Chad (18:47.911) here we go. Yeah. Joel Cheesman (19:02.638) Unfortunately, got an F grade in his draft. So he's not starting off on the right foot, if you will. The Chad (19:09.579) Dude! my God. Okay, so for me and for Steven, the draft was at 1 a.m., right? And you know me, I'm a long play kind of guy. It's like, look, you're not gonna win the season in the first two, right? This is all about transactions, moving players, free agents, that kind of stuff, yeah. Anyway, I have a message when I wake up from Steven, and it says, Joel Cheesman (19:18.211) Mm-hmm. Joel Cheesman (19:32.856) Yeah, be a GM. Yep. The Chad (19:40.357) Are you waiting for this damn draft thing? And I was like, no, I let the robots do that shit for me. And then I managed my team through the season. And obviously the robots did pretty well because I got an A and unfortunately, Steven, you got an F. Joel Cheesman (19:50.314) Mm-hmm. Yep. Joel Cheesman (19:59.299) Yeah, yeah. in his defense, he's a rookie. He may do like rugby fantasy. I don't know if that's a thing over in Scotland, but this is his first, you American thing. And, and, he wanted to redeem the train wreck. That was the Adam Gordon, show last, last season. And, and it, I know he loves it, but he wanted it. The Chad (20:03.865) He is a rookie. The Chad (20:15.909) You You know how much he loves when you mention this. He did one. He asked for it. No, he asked for it. He asked for it. He asked for it. He asked for it. Joel Cheesman (20:24.662) He wanted to be a part of it and he talked a lot of shit when he was doing well at the beginning. So he deserves it. But, but, but as he was on the team, Steven messaged me he said, because I told him Adam auto drafted, he slept through it and he said, geez, do I have to be awake for this thing? we're like, no, can all draft. Steven was like, I'm, I'm going to be awake. Like you should have picked me. I'm going to be awake for this. And he was so to his credit, he's a rookie. stayed up. The F grade is not awesome. The Chad (20:39.245) yeah. The Chad (20:49.317) Yeah? Yeah? Yeah? You Joel Cheesman (20:54.446) but he has time to redeem himself and, all the international players should be rooting for him because he may be the last chance to get another international player based on the performance by the past international players and fantasy Jasper. Adam. Yeah. Is that, is that okay? That's like, that's like America's little brother, Australia. I don't consider them as international. The Chad (21:00.815) Yes. The Chad (21:08.429) Yeah, the Australians did well last year though. They did. Yeah. The Chad (21:19.333) It's because they were convicts we're all convicts. Yeah, that's good. Joel Cheesman (21:23.426) And they sent me a lot of fosters. they get a pass. Can they get a pass for that, I guess? All right. Should we do some topics? Save us. The Chad (21:29.749) Good call, The Chad (21:37.061) This beer's going down so fast. Look at that. So good. Joel Cheesman (21:37.282) Big G is so, my God, dude. Do you need a second to get a refill on that? The Chad (21:43.717) Unfortunately, he only gave me one. This is a new batch. Anyway, I'll get more. Joel Cheesman (21:47.137) that's it. The beer is empty. shit. wow. Who are you? Who are you? All right. You're traveling. All right. All right. All right. Big, big G is so back baby. a judge ruled this week that Google doesn't have to sell Chrome solidifying their 90 % search monopoly and clearing the way to retain the status quo with other businesses and keeping the Apple default search deal intact. The Chad (21:54.853) We're traveling. I'm traveling tomorrow. Yeah, so I'm trying to get it out of my beard. Joel Cheesman (22:16.342) somewhere around $20 billion, which is nice. That'll buy a lot of beer actually. It was news that helped bury the story that 35 % of Google managers overseeing small teams were eliminated. Chad, as the only Android user that I know, I feel you're uniquely qualified to give us a take on all the Google goodness from this week. The Chad (22:21.539) Yes. The Chad (22:39.045) You don't know many people. the Chrome thing is kind of interesting because they have to share data with competitors, right? And we all know data is the new gold. So you start taking a look at Perplexity and their Comet browser and a lot of these other, there's going to be a browser war again and it's gonna feel like AltaVista all over again, Browser, yeah. Joel Cheesman (22:47.566) Mm-hmm. Joel Cheesman (23:02.136) Browser or search? Browser war, okay. The Chad (23:05.349) Yeah, it's going to be a browser war. mean, that's where everything takes place pretty much when we're on our desktops. Anyway, so we talk about the actual culling. let's say this is what happens when the business landscape shifts. AI has shifted the landscape, but a bigger shift has been in politics. Tariffs might not directly impact tech bro companies like Google, but they're still going to feel the heat as companies and consumers spend less. The easiest thing to do when you're trying to make your balance sheet look good is cut middle management first, and that's what they're doing. But remember, we're in a state of the worst workforce imbalance to jobs, probably in history. We're running migrants out of the country. Nobody wants to do those jobs. So we're seeing negative impacts on the supply chain. And when you don't have people to work farms, drive trucks, work the docks and tons of other jobs, who's gonna do it, right? Well, the people that Google's laying off, not them. They're not doing these jobs. The people that the federal government let go, the hundreds of thousands, they're not going to do these jobs, right? So this is just gonna add to the workforce imbalance that we have, unfortunately, but this move... Joel Cheesman (24:14.508) not gonna do it. The Chad (24:31.119) by Google is more than a canary in the coal mine. It's like a flock of dead canaries. This is a bad signal, kids. It really is. Joel Cheesman (24:44.472) So Google's a fascinating company that I've been fascinated with for a very long time. They have seven products that have over a billion users. I mean, that's amazing. So the fact that they were able to get Chrome a pass when they have that much power and monopoly in the digital world is really fascinating. You mentioned the political landscape. The Chad (25:10.212) Yeah. Joel Cheesman (25:10.606) I mean, they were on stage, during the inauguration. don't know if there was a call put in a little favor. like the antitrust issues have kind of gone away that were there in the Biden administration. So is this a free pass to sort of go to town on acquisitions and, and the big book, the, the, the big get bigger, the more the richer, get richer, more or less seven companies are propping up our entire economy. which is. The Chad (25:22.511) Yeah. The Chad (25:38.021) and all tech companies. Yes. Joel Cheesman (25:39.151) which is scary in and of itself, but we're going to keep this ball rolling and see where it takes us. Diversity is good in the long-term for Google. I was thinking about this today, or as I was researching this story, I haven't clicked on a link. I don't know the last time I clicked on a link. If I Google something, I get the answer and I'm done. I don't click on an ad. don't click on a organic link. Like usually the answer I get is good enough for me, unless I'm looking for like a location or a restaurant or something to go to. I don't usually click on stuff. And I know that I'm not everybody. And I know that Google's revenues are going up. know that they're advertising. Revvers are going up. So they're doing something right. But long-term, I just, if I'm the search engine, I don't, I don't see Google search being a thing in 20 years. The Chad (26:09.103) Mm-hmm. Joel Cheesman (26:32.546) Maybe that's just me. Things take a long time to die, but I love that they're diversifying. think Waymo is a, is a monster ready to, to, to pounce on, on the industry. think that's their next billion dollar potential, business, but diversification is key. They got this deal, which is great. Chrome is unique to our industry as well. there are hundreds of Chrome extensions in recruitment. it's, it's ridiculous. mean, LinkedIn, like automated LinkedIn stuff. The Chad (26:45.285) Mm. Joel Cheesman (27:01.902) everyone like sourcing there's so a lot of vendors in our space are breathing a sigh of relief that Google Chrome isn't going away or doesn't, isn't going to change because they make their living, doing that. I am curious. always thought Apple needed to get into search, but I thought they weren't getting into search because they relieved that Google was going to get pinched for it for antitrust. I'm curious. said a, a browser war. think there could be a search war to some degree. perplexity was in the bidding to get Chrome. They need to make a play Apple. They're kind of dancing around open AI and are they going to keep the Google thing? So I think this could, could be a real revolution in search as well and how that evolves. We've got a Johnny Ives product, which is eventually going to come down the pike at some point. so that's interesting. I. It's hard to beat Google, man. if you can't beat them, join them. So. The Chad (27:32.378) Mm-hmm. Joel Cheesman (28:00.27) Here we go. The Chad (28:00.281) Yeah, actually, especially when they're not going to broke up and they're not going to see any antitrust anytime soon. Right. Especially with this administration. Yeah. The thing is, and we really need to disassociate the market from real world people on the ground and how they're being impacted because it's not the same. Right. The market is being propped up, but those are AI and tech jobs. Right. Joel Cheesman (28:09.954) Yeah, the rails are off, The guard rails are off. The Chad (28:30.069) not the jobs that are actually open that nobody's going to do. I mean, there's this imbalance that's actually happening. So the market looks really good. And here Kevin, what's his fuck from Shark Tank talking about where the market's so good. Well, yeah, for assholes like you, that's where you get all your fucking money. I totally get that. But what about the common person, right? That they are being impacted so negatively right now. You cannot correlate the market to what's actually happening right now. So totally get that. Joel Cheesman (28:33.997) Mm-hmm. Joel Cheesman (28:49.358) Mm-hmm. Joel Cheesman (28:58.478) Sure. Main Street, Wall Street. The Chad (28:59.981) AI is propping up the market. Yeah, it is. NVIDIA, I mean all the big tech companies, they're propping the market up right now. Joel Cheesman (29:06.988) Yeah. If you, if you live through the late nineties, this is starting to smell very similar to what was going on back then. mean, there's a ton of froth, big bubble. People were getting money just because they had AI and that case it was a.com in this case it's AI. mean, like it's, it's going to pop. We just don't know if it's three years from now or next week. So, stay tuned to our show. We should be around in three years or five years because we got nothing else, nothing else to do. The Chad (29:13.669) the fifth Yes. The Chad (29:32.869) We're going to be around talking about it. Joel Cheesman (29:36.312) But they should have you done a, have you done a job search on Google recently? The Google for jobs. It's an every, every first result that I saw was the company website. Like it was just company website and then you got indeed and everybody else. Like that has to be impacting job boards. The Chad (29:40.491) I have not, The Chad (29:47.555) Yeah, makes sense. The Chad (29:54.577) Which they should have done way back in the fucking day, but Google, you were too fucking lazy. I remember, yeah, I know, but they could have made a shit ton of cash off of a lot of these companies. mean, they literally, they're the ones who made Indeed Indeed, period. They did. And look at what we have to deal with today. Fuckers. Joel Cheesman (30:00.515) Well, too greedy, too. All the money they were making off of. Joel Cheesman (30:18.402) All right, let's get to our next news story. Recruitics has acquired ChangeState, a recruitment marketing agency founded back in 2019 to expand its platform with candidate experience, analytics, and consulting services. The acquisition aims to enhance Recruitics talent attraction and hiring capabilities. Recruitics previous acquisitions include Jamir, an end-to-end employer brand video site in 2023. The Chad (30:22.426) Mmm. Joel Cheesman (30:46.892) the recruitment marketing agency, KRT marketing in 2019, which I believe was our hold my beer moment. Chad, from the AK, you can, you can wax on that if you want, recruit X buys change state your thoughts. The Chad (30:54.467) Yes, it was. Yep. The Chad (31:04.341) It's a math kind of moment. mean, it's weird because as vision and priority shift for companies away from humans, Recruitics doubles down on humans with this acquisition. ChangeState isn't a big agency. I can't imagine their portfolio is that big. And what about the redundancy that they're going to have with Bayard, right? Here's a quote from Adam Stafford, there's the CEO over at Recruitics , quote, The acquisition accelerates our vision to deliver the most comprehensive AI driven recruitment solutions on the market." quote. Okay, so I have questions. Does ChangeState have new programmatic tech that we're not aware of? That's number one. Number two, if that is the case, kind of a follow-up, then they suck at marketing and they're a recruitment advertising firm, right? So Adam's statement doesn't really hold water to me. Or was it ChangeState's survey tool, which was designed to gauge and improve candidate experience? A survey, did they buy them for a survey tool? No matter, no matter. I digress. Congrats to Graham Thornton, CEO and co-founder of ChangeState. None of this makes sense to me, but that doesn't matter. You're a part of Recruitics now. One thing that does make sense. I'm going to throw this in there just kind of like a little ad, is that Engagedly just acquired Butterfly.ai, which boosts their frontline first strategy. And have you noticed this? There's a theme. Smart Recruiters was acquired by SAP. Tons of focus on frontline hiring verbiage. Paradox acquired by Workday. Joel Cheesman (32:35.182) Spitball it, man. Spitball it. The Chad (33:00.247) More mentions of frontline hiring. You've got to give it to the team over it engagedly. They're paying attention. Congrats on the acquisition. I don't get the Recruitics move. I totally do not understand the Recruitics move. Doesn't mean it's wrong. I just don't get it. Adam and Recruitics and televity, you guys need to do a better job, a better job of telling your story. We talked about smart recruiters telling a great story, paradox telling a great story. Joel Cheesman (33:05.421) Mm-hmm. The Chad (33:29.283) You guys are in recruitment marketing slash advertising. Get your beard people going and tell a better story because right now I don't know what the fuck that is. Joel Cheesman (33:41.23) Wait a minute, Workday about paradox? I hadn't heard. That's nowhere on my feed. Yeah, this isn't exactly AppCast buying Bayard, it? Change date is a pimple on the ass of the recruitment industry. The Chad (33:49.637) The Chad (33:58.447) My bad, I meant KRT, not Baird. My bad, good call. Joel Cheesman (34:01.922) That's okay. We have such a smart audience. They, they, they obviously filled in the, filled in the blanks there. look, you mentioned marketing. love this. you know, I, I love to see what their social media footprint and their marketing footprint is. Okay. So change state has a podcast that apparently no one listens to. They have an Instagram page that no one follows and they have a LinkedIn page with fewer fans than us. We're two dudes with a mic. Okay. The Chad (34:06.341) I'm sure, I'm sure. Joel Cheesman (34:31.362) they're a marketing team, all right? If they can't figure out company, right? They have a whole, this is what they do. they've, it's just, it's very telling when you look at a company's like what they're doing on social media and if they have any impact on how successful and how good the company is. If they're a marketing firm, okay? Their marketing stinks. And you could say like, well, the, The Chad (34:34.393) marketing company. Yes. Yes. Joel Cheesman (34:59.662) It's the, it's the shoemaker whose kids have the oldest, worst shoes or whatever, but I'm not buying that. You, if you're a marketing agency, you have to bring, bring it dude. Uh, which they haven't. So I don't know. They're six years old. have co-founders. Only one of them is joining Recruitics . I don't know if there was maybe two founders. I want to do something else. Let's sell the company. My guess is this is, this was some TJ Maxx clearance rack stuff. Uh, they, they probably knew the gang at Recruiting said, Hey, you guys want to buy us and Recruiting's let's be honest. They're floundering too. Uh, I they lost CEO. Uh, think they're on a new chief product officer. They just hired recently SVP of sale. they're, they're, they're turning people as well. Uh, they're, they're, their numbers are not great. I mean, their head, head count growth is down 29 % over the last two years. So they have problems as well. So as far as I can see, this is like one failing marketing agency getting acquired by a flailing, not failing yet, but like just kind of rudderless, Recruitics company, which has a really good history of producing really good results for clients. So get your shit together. I don't know if this is the marriage that's going to make it work, but I have my doubts. have my doubts, Chad. However, what I don't doubt. The Chad (36:14.179) Yeah. Joel Cheesman (36:20.108) is our sponsors who make this show possible. So if you're listening to this podcast, listen to the ads because there's no show without the ads. And while you're doing that, why don't you subscribe to us on your podcast platform of choice. Joel Cheesman (36:38.156) Your boy, Zuck is in the news again. Chad meta CEO Mark Zuckerberg is going a significant leadership reorganization, prioritizing AI development. The shift has led to the departure of several longtime employees and the arrival of new executives that are stirring the pot. While some celebrate the new hires, others criticize the company's moves. Zuck is shaken up. Meta Chad, your thoughts. The Chad (36:41.102) Fucks up. The Chad (37:05.797) This is some kind of keeping up with the Joneses bullshit right here. So Mark, his neighbor, Sam, gets a new car or a new pool, and Zuck thinks, you know, I need one of those. It'll make life better, right? Ha! Generally, and for a number of reasons, that's not the case. So last week, I talked about MIT's research and that. demonstrated business leaders have no fucking clue what they're doing in building, implementing, or even using AI. That's a human problem, not an AI problem. In this case, it feels like Zuck just wants what open AI has, right? It's the same case. Facebook wants to catch up so badly that they start making decisions before the plan is ever devised, let alone... Even half baked. This doesn't even feel half baked. It doesn't feel like a plan at all. Facebook's move fast and break things mantra is literally severe holes in them. And these types of moves expose the holes even more. So luckily, Facebook has more money than cents, and they're going to throw every fucking dollar they can at this problem until they feel like it's fixed or it breaks society. Whatever happens first because Facebook likes to do one or the other, likes to fix something or break society. Now, what does this mean to Facebook's brand for future poaching schemes? $100 million is a ton of cash, although that might not be enough for some of these people to sell their souls. Joel Cheesman (38:47.982) Speaking of poaching, it's a good time to maybe make some calls to Meta if you're looking to recruit some talent out of Facebook and Meta. So according to the story, a former OpenAI researcher went through Meta's onboarding process and ghosted him. Didn't show up on day one, which is pretty unprofessional, but also pretty funny, I guess. I was thinking about this. Zuck is one of the last founding CEOs in tech. It's like Elon and Zuck. The Chad (38:51.653) You The Chad (39:14.607) Mm-hmm. Joel Cheesman (39:17.42) I can't think of anyone else that's still around at the original company. So. The Chad (39:21.285) I don't know that Elon is a founder of any of those. I think he bought into it and then he named himself a founder. yeah. Zuck is a true founder, yeah. Joel Cheesman (39:25.484) That's true. That's true. I stand corrected on Elon. Yeah, I do. I do stand corrected on Elon. but I was thinking about if, if face, if Meta had laid off or Zuck had retired and they hired a new CEO and the new CEO is like, I'm going to shake it up. I'm going to hire new people, shuffle positions. People are going to leave. Would we celebrate that? Probably. The Chad (39:41.221) Mm-hmm. Joel Cheesman (39:54.191) You know, Hey, this company needs a shakeup. needs some new blood. needs to like, uh, just rethink what it's doing. Um, so I, I'm not hating on this. Uh, like I think it's, takes a lot of courage to like throw out the, throw out the, you know, the, the sacred cows of an organization and like put in some new stuff. Will it work? I don't know, but I'm not hating on actually doing it. The worst thing is like just keeping the course and slowly fading away into oblivion, which a lot of companies do. The Chad (40:22.308) Yeah. Joel Cheesman (40:22.464) So, I'm not hating on it. I get the reaction that it sucks. The stock is up 22 % year to date. So I'm pretty sure shareholders are okay with it as well. so I'm here for it. I'm here for the Zuck Wars, baby. Zuck is, Zuck is all pimped out and like black teas and curly hair and a big gold chain. He's taken Kung Fu lessons and shit. Like I'm here for it. I'm ready. He's, he's judo chopping everybody. The Chad (40:32.364) or making money. Yeah. The Chad (40:46.213) Cough. Joel Cheesman (40:51.884) He's judo chopping everybody. Yeah. He is Kung Fu fighting. Speaking of Kung Fu fighting, let's do a little buyer sell Chad, which we haven't done in a while. If you are not familiar with buyer sell, we talk about three companies that have gotten funding recently. read a summary and both Chad and I will either buy or sell the company. Let's get ready to rumble. First up we have Darwin AI. The Chad (40:52.133) He's kung fu fighting. He's kung fu fighting. The Chad (41:00.676) Yes. Joel Cheesman (41:17.302) A Sao Paulo based digital AI worker solution for all your sales, customer service and onboarding needs has raised $4.5 million in seed funding, bringing its total to $7 million. The funds will be used to accelerate growth in Latin America and product development for mid-market companies. Chad, are you a buyer sell on Darwin AI? The Chad (41:39.225) So this from their LinkedIn page, quote, delegate 50 % of your customer conversations to Darwin AI, end quote. What kind of discussions? Sales qualifications, post sales, collections, and support for really boring and shitty jobs. And when something is boring and shitty, that means a lot of turnover. And turnover means more hiring and onboarding and money. And the cycle is over and over and over. So in this case, Darwin seems to be, you know, something that you can sell to CROs, COOs, CFOs and COOs or CEOs, the people with the money, right? So only two years in, they're at 2 million ARR. And I see that number skyrocketing in the next 12 months. So this to me is a buy. You go around CHROs. directly to the people that need the people and they have the money, it's a buy. Joel Cheesman (42:40.012) Yup. Bring on the agents, baby. Bring on the agents. I love this. this is what we've been here for, for the last 12 months. we've got Sentra, these guys, like, this is going to be chat bot 2.0, just like chat bots had Alio and Maya and ex X or, and Wade Wendy and like the trend, the trend is awesome. Like I think we both know this is where shit's going. The Chad (42:48.197) Yeah. The Chad (42:58.669) Yeah. Paradox. The Chad (43:07.161) Yes. Joel Cheesman (43:07.586) We just don't know who's going to be the winner. Who's going to, who's going to be Maya and who's going to be paradox. We don't have any clue at this point. I assume that'll be fleshed out, in the next 12, 18 months or so, but I'm here for it. you know, I love a good wave chat. This is the wave that I, that I want to be talking about and hope that we've talked, I hope we're talking about over the next 12, 24 months. this for me as well as a, is a big buy, but pretty much any agent company, unless it really sucks. The Chad (43:12.537) Yes. Yeah. Joel Cheesman (43:36.737) really sucks is going to get a buy from me. This one less sure where we're going to go with this one. Welcome Tech, a digital platform connecting immigrant workforces with US employers has raised $7.5 million to expand its AI infrastructure and workforce engagement platform. The funding will support the development of AI capabilities to enhance access and reduce costs for immigrant workers. The Chad (43:37.828) Ha ha ha! The Chad (43:42.661) Yeah, okay, okay, okay. The Chad (44:01.893) Yeah. Joel Cheesman (44:02.198) Welcome techs platform is being adopted across industries facing labor shortages, such as hospitality and construction. Chad, are you a buyer sell on welcome tech? The Chad (44:13.669) So on the immigration side of the house, we've talked to, know, Professor Zeke a couple of times about this and the state of the world today has been framed as an us versus them narrative. Yes, it's totally false, but that's the narrative and that's the one that's being pushed. In the US, illegal immigrants paid nearly $100 billion in taxes and those taxes go towards services that they will never get to use, but still. they pay, right? Polish were mainstay hires for companies in the UK who needed lorry or truck drivers. Immigration needs to be really hit on the head with some of these platforms and help companies and governments truly understand the makeup of the talent ecosystem in our country. That's the big key. If you can start to rip away all this bullshit narrative that's happening and show literally what's going on, who's providing the services, the immigrants versus people, obviously citizens that live there, you can start to really understand what the workforce looks like. And we really don't have a good enough understanding of that right now. So for me, I think it's more from the heart, but this is a, this is a buy for me. Joel Cheesman (45:42.159) I wanted to like this one. I really did. to me, felt a lot like. Remember the early days of job boards, like somebody would launch diversity jobs.com and just because they call it diversity somehow method, it magically attracted a diverse audience when reality, they were just slapping diversity jobs, putting some stock images of diverse people. And then companies would pay them money because they had to prove to the EOC that they were. The Chad (45:42.302) Well. Joel Cheesman (46:11.534) a wide net to get as many people as possible. So this feels like any other sort of back office software and they're slapping immigrant on it to somehow appeal to people who want to attract immigrants, which I guess could potentially work for me if we weren't in like the worst culture for immigrants that I've ever seen in my lifetime. The Chad (46:11.941) crying. The Chad (46:24.047) Mm-hmm. Joel Cheesman (46:39.722) I think companies would even be cautious about using a service like this because they might get in trouble by the feds for being too woke. So I, I don't know if companies are going to touch this thing. I, it doesn't feel like it's uniquely immigrant or like, how are immigrants going to find it? Like there are so many problems. How do they market this thing to immigrants? Do the companies market it for them? Like Are there ads on the border saying, go to, know, go to this site, go to welcome tech, and get hooked up, which sounds like a trap if I'm an immigrant. So I, I just think there are too many layers of stinky onion on this, on this, on this startup. And I, I'm a, I'm a cell. I'm a, I wanted to like it, Chad. I wanted to like it. let's get to our third, our third, startup. No, it's not a sex robot named Lily. It's Insta Lily. The Chad (47:25.688) I feel ya. Joel Cheesman (47:32.791) but it would be a whole lot cooler if it was a robot named Lily. they race, they raised $25 million in series a funding to expand its insta workers platform. That's trademarked by the way, Chad. So you can't use it, which autonomously executes workflows and enterprise systems. The platform designed to augment human capacity is already deployed by high profile customers and will expand to additional verticals with the new funding. Release the agents. Chad, are you a buyer sell on Insta-Lily? The Chad (48:05.455) So the founder and CEO, Amit Shah, is a very smart dude, but not smart enough to stay away from the talent industry. With time at 1800flowers.com as president and a member of the Blue Apron Board of Directors, this feels like another successful business person who will be sucked up, chewed up, and spat out of the HR industry. For me, it's a sell. You've got to understand this industry to try to get involved in the industry. And just because you're a good and or very successful business person doesn't mean you know this industry. Joel Cheesman (48:50.668) I felt similarly Chad, when I first started to open the book on this company. but I watched the demo. This shit's, this shit's bad ass unless they're fake in the video, which isn't, isn't beyond, isn't beyond the realm of, of, yeah, it could be total smoke and mirror show, but this, this thing is like legit co-pilot. if I'm a salesperson customer service, like the stuff this, this thing will do. The Chad (49:06.275) L'Eau-Clarna action. Joel Cheesman (49:20.29) with the backend intelligence, sourcing news and like, it'll know if you're, if someone's is a prospect, it'll know the news of the company and is there a trigger to like call them because of the news story? Like it's, it's, it's a little bit like, you know, when I launched, when I had poach, the idea was as a recruiter, you would know sort of what's going on with sentiment and is it good news or bad news? That's kind of what they're doing with this. and I, yeah, I think it's, I think it's, but I think the name sucks. The name blows chunks. The Chad (49:32.57) Mm. Joel Cheesman (49:50.371) But as far as a, as far as, as far as a business dude, it's co-pilot it's agent. I'm, I'm, I'm, I'm in, I'm in, I'm in. Let's take a quick break guys. If you, if you're not watching us on YouTube, I don't, you have no taste because our beautiful mugs can be on your, on your screens all over the place. Yeah. Soccer jerseys and a hundred percent guild and heavy teas all over the place with this show. The Chad (50:06.053) I'm missing this sexy keeper shirt. Joel Cheesman (50:17.918) Subscribe on YouTube, youtube.com slash at Chad cheese. We'll be right back. Joel Cheesman (50:28.588) What a week for restaurants, Chad. And I'm not talking about my, my dietary activities. let's start with Taco Bell. Yeah. My, my six hour fast is starting to, starting to wear on me a little bit. Taco Bell is reconsidering its use of AI and drive through restaurants after videos of the technology making mistakes went viral. In one clip, a customer crashes the system by ordering 18,000 The Chad (50:35.723) fasting. Joel Cheesman (50:58.806) waters. no, no. Chad, this is why we can't have nice things. But wait, there's more. Buffalo Wild Wings will pay $47,500 to settle a religious discrimination lawsuit thanks to a server candidate passed over because of her quote, religious attire, end quote. And we've saved the best for last, Chad. We've saved the best for last. The best is always Chipotle. And that's the case here as well. But Let me introduce you to the word zip poltley and era, an aerial drone delivery service in partnership with zip line beginning in Dallas, Texas, with a broader plan of rollout, in store for this year. Check out this video chat if you haven't already. The Chad (51:29.52) yes. Joel Cheesman (51:51.886) Thanks. Joel Cheesman (51:58.959) So it's on a zip line from the drone. Joel Cheesman (52:14.026) I hope that thing is BB gun proof because there's going be a lot of rednecks trying to shoot that thing out of the sky in Dallas, Texas. I had to check and see if it was April fool's day when I saw that thing. Cause I was like, somebody's playing a joke with a little string on a robot. Like, no, it's literally it's a zip line thing and it drops it. And then it pulls it back up. The Chad (52:16.677) You The Chad (52:31.237) that. The Chad (52:38.381) It does look like seventies effects, like special effects. It's fucking awesome. and Taco Bell, it's, it's going to get better. They're going to put thresholds in place. They're going to go through all this stuff. It's not going to be that big of a deal. You're going to order 18,000 waters. And then the AI is going to come back and say, okay, you're worth. Joel Cheesman (52:43.256) Totally, it looks like a joke. It looks like a joke, like you're kidding me. Yeah, yeah. Joel Cheesman (52:55.661) Mm-hmm. Joel Cheesman (52:59.758) Haha, very funny. The Chad (53:03.843) We're not going to drown you. OK, you can you can have five at most or whatever it is. Yeah, yeah, get out of here, asshole. The BW3 thing, I mean that to me, whether it was religion or not, this manager was making fun of somebody because of the way they dressed. Not because of the way that they could perspire, they could or could not do the job, but the way that they dressed. Joel Cheesman (53:07.788) Yeah, no Mexican pizza for you. The Chad (53:32.479) And I mean, if there are standard, obviously protocols for the uniform, well, then you just have to make sure that they know that right out front. But this to me was kind of like a mean girls scenario. It's just like, you just want to smack somebody like that. Is somebody so. Sad about their lot in life as a manager of BW three is that they have to pick on somebody. I mean, that to me is just, that's the sad part. No, I haven't, Joel Cheesman (54:01.857) mean, have you been to a B dubs recently? Probably not. It ain't the nineties anymore at BW threes, but Chad, I know it's been a while since you've been there, but, what what's on the TV at B dubs? What's on all the TVs? Sports sports. When, when do people more embrace God than when they're watching sports? Please God make this feel go, please God make this putt, please God. So I think they should have more religious people. The Chad (54:12.964) Yes. football, yeah. Joel Cheesman (54:30.606) In B dubs, I wouldn't mind a minister there, maybe a rabbi. Give me somebody I can pray with when the game is on the line and my team is, is, you know, trying to score at the end of the game. Just me, Chad, just me. Like it could be a whole, it could be a whole new aspect, like a little, a little, a little chapel in the corner or a little religious something you could do there. I don't know. Maybe, maybe that's a bad idea. Unlike the good ideas, which I get every, every week when I look at my dad jokes. The Chad (54:43.129) They probably already have that in South Bend with Notre Dame. Joel Cheesman (54:59.384) book, Chad. That's right. Joel Cheesman (55:05.112) Keeping it clean, what's the best part about living in Switzerland, Chad? What's the best part about living in Switzerland? The Chad (55:14.319) the chocolate. Joel Cheesman (55:16.268) I'm not sure, but the flag is a big plus. Joel Cheesman (55:24.354) Football's back, baby. We out. The Chad (55:26.383) We out.

Forget “digital transformation”—this is full-on AI combustion. Allyn Bailey from SmartRecruiters joins Chad & Cheese to explain why breaking your ATS is a feature, not a bug, and why TA pros secretly need therapy every time someone says “compliance.” Inside this episode: Why legacy HR tech is basically a zombie apocalypse in slow motion AI safety councils that sound more like Fight Club (but with lawyers) Global wildcards like Kenya proving Silicon Valley ain’t the only AI show in town And the sad reality that scheduling is still the hill recruiting tech dies on Season 3 isn’t here to whisper sweet nothings about AI. It’s here to rattle cages, spill beer, and roast bad tech until it cries. Buckle up, kids. The Kraken has been released. 🐙 PODCAST TRANSCRIPTION Joel Cheesman: All right, let's do this. We are the Chad and Cheese podcast. I'm your co-host, Joel Cheesman. Joined as always, Chad Sowash is in the shotgun seat. And this is the Sessions AI frontline series. And we welcome Allyn Bailey, Senior Director of Communications at SmartRecruiters. Allyn, welcome to HR's Most Dangerous Podcast. Allyn Bailey: I am so excited to be here. I feel like I haven't seen you guys in so long. Chad Sowash: What? Allyn Bailey: Well, I see you all the time. Chad Sowash: We were just in Madrid together. Allyn Bailey: I haven't talked to you on a couch in a very long time. Joel Cheesman: She's guilting us already. Already the guilt trip. Chad Sowash: I went to Madrid for her. Allyn Bailey: You did, you did. But I don't talk to you guys very much anymore. I feel like I'm not in the talking space anymore. Chad Sowash: I blame you. I blame you. Joel Cheesman: Let's talk now. Let's talk now. Allyn Bailey: Okay, we'll talk now. Joel Cheesman: But before we get into that, a lot of our viewers won't know you. So give us the elevator pitch. Allyn Bailey: Okay. So I've been in the talent acquisition space now for almost a decade, which I cannot believe. It's probably longer than a decade. I don't want to add it all up. I came from the practitioner side of the house, was at Intel, worked there for a very long time doing talent strategy and talent design work. Then was off doing my own spiel for a while, doing some consulting, working with all sorts of different types of companies. And then landed here at SmartRecruiters, where I've really been kind of working on the intersection between what's really happening in the practitioner side of the house and what are we building from a tech perspective and got deep in the weeds. Chad Sowash: So we see a good amount of practitioners come out of big names like Intel, and they go into a vendor, right? And they usually flame out because it is a different world. It is a different world. You've not done that. I mean, you've been in, this is... I mean, you've absorbed this. What's the difference? Because there's a huge difference, right? What's made it a little bit more sustainable for you as not just a job, but really, I mean, something that you put your life into from a career standpoint? Allyn Bailey: Well, I think even when I was on the corporate side of the house, right, kind of living in that practitioner side of the house and the corporate world, I was never one that was kind of just doing one thing all the time. Chad Sowash: And you were very much in the tech, too. Allyn Bailey: That's right. I was very much deep into the tech. I was always shifting and trying new things. I came from the user design and the user experience side of the house. That was what I was, my focus was at. And so I think now working at a tech company in a much more specific frame, it allows me the opportunity to do lots of different things, to pivot around very quickly, which works with my style. So it's actually probably even a better fit than the corporate world was and kind of working in a very structured setting. Joel Cheesman: I'm probably dating myself when I say she's the EF Hutton of her company. When she speaks, people listen because I don't think a lot of vendors hire people from the actual customer side and more should do it. I assume that you've been a real benefit... Chad Sowash: They try. Joel Cheesman: Of being on the vendor side. Talk about that. Allyn Bailey: Yeah. Well, I mean, I think I've always, one of the things, I was a big proponent of SmartRecruiters before I even came over to this side of the house. That was part of that was part of the deal for me. Right? I wasn't going to work for anybody. I think people know that about me. I am pretty frank. I say what I'm thinking. Joel Cheesman: No. Allyn Bailey: I know, right? So that's been, just is who I am. I'm not going to not do that. And I think SmartRecruiters has been a company that has been very welcoming of that. They've asked me to say what I think. They've asked me to be part of that conversation. And so, yeah, that's been that's been a big benefit, I think, for both of us, right? I started when I first came over, started working on the consulting side of the house with them and working with companies to help them understand how to use the tech more effectively and then quickly pivoted into actually doing services and implementation. And that was all because we quickly realized it wasn't just about kind of quick fix consulting solutions. There was a deeper conversation we need to have about how to actually implement technology. Having been on that side of the house and driving that conversation, SmartRecruiters was very open to me having that dialogue. And then that transitioned into, okay, well, here's what people are really trying to do. So let's have a conversation about what type of tech we're building. Chad Sowash: So SmartRecruiters is also open to a very large pivot. Now, we take a look at the model was built literally on legacy process. Right? And you guys have well over 2000 customers. It's hard, which is why we see a lot of applicant tracking systems, just a lot of platforms. They literally, and I always use the Taleo instance, is that literally they just atrophy and die, you know. But you guys made a huge decision already being in a specific architecture, already having a portfolio of 2000 companies and customers to be able to make that pivot. That is risky as hell. As a comms director, it's got to be somewhat exciting, but also it's risky. Tell us about that change. Why was the change made necessary and how exciting and or scary was it? Allyn Bailey: So it wasn't scary, at least to me, because I like to shake shit up. So I'm going to do that anyway. Here's the deal. I think it was and has been a process of really understanding what people were trying to accomplish with the tech and realizing that we are, because of what technology is now capable of doing, we're in a once-in-a-generation moment where we can actually do stuff with the technology that we've been talking about as a TA profession, as a human resources profession, literally for decades, right? We've been saying, well, I want to talk about great candidate experience, or we want to talk about being able to engage hiring managers so they can actually understand what and how they're hiring, provide them insights that are at a moment's notice. These were all things that we were creating technology for and leveraging technology to do, but we had all these workarounds built into it, and it was complex and bloated and frustrating to use. And then at the end of the day, people just weren't using it because you start adding too many components to it, people just go back to the basics and say, whatever, right? I'm just going to do it the way I've always done it and I'm not going to shift and change. Chad Sowash: It's almost impossible to navigate when you have feature bloat at that point. Allyn Bailey: That's right. You absolutely can't. So I think having a strong leader come in, and that's, you know, we brought Rebecca in, or, you know, Rebecca came in back into the fold. She had a strong vision, but also a strong enough presence to be able to say, in a sense of kind of where we were in this moment to say, it's okay. I'm going to trust all of you if you trust me. Let's break it and fix it. Let's say, if we didn't do it that way, what would we do? That's a hard question for anybody to, one, ask or to be really willing to accept the answer to. And then when we all started talking about it and saying, well, what would we do, we realized, oh, shoot, we'd do something completely different. Let's do it. So on that level, that part was easy. I think what you're pointing to is a second part, which is really complicated. I can tell you part of these conversations that we're having now and the conversations we're having with our All In for AI series across all sorts of different groupings and with customers and with people across the industry who are in this space... Allyn Bailey: It is about that second part of the conversation, which is if I am already a customer, if I'm already embedded in how we do business today, convincing you, dear customer, convincing you, TA practitioner, that the way we're doing it today may not be the best approach and we can do it a different way and here's the new technology to do it. That is a whole change management process that is difficult, right? That's a paradigm shift from the normal vendor strategy, which is, dear customer, tell me what you want and I will build it for you as you have asked. Instead, we are looking at it and saying, listen, we've been watching for a long time. We understand where the industry is going, but we also understand what needs to happen in this space. We understand what can be helpful for you. We're going to propose and give you some new options and new ways to do this and it may not be how you've done it before and it may put you in some uncomfortable conversations in your own teams. Chad Sowash: Well, I feel like the agents, though, makes it a little bit easier because everybody wants to feel special with their own process. Allyn Bailey: Absolutely. Chad Sowash: And now they can feel special with their own agents and being able to actually adopt those own agents that could be more standardized to a better process methodology that you guys have actually seen over the years, but then still it's that customized feel of having an agent, much like ChatGPT feels like. For anybody who uses it. Allyn Bailey: Yeah, of course. Right, right. And the more you start to leverage it and you start to get comfortable with it, companies are starting to realize they can create experiences that are unique to them, both inside and outside their company, leveraging these tools. Joel Cheesman: One of the things that I've found really fascinating is when you have technology in our space that has sort of gotten on in the years and got some age under it. Chad Sowash: It's old. Joel Cheesman: It tends to entropy, excitement leaves, the energy sort of goes somewhere else, and you guys somehow harnessed a win attitude. We're playing to win, we're not playing just not to lose. And I'm curious, where did that come from? Was it the vision? Was it a concerted effort to say, you know what, look, we've been around a while, but we're going to shake it up and we're going to win again? Because it's permeated not only in the company that I see, but with the customers and people taking a second look at you. Where did that come from? Was that Rebecca on down? Was it the whole organization? How did that come about? Chad Sowash: Everybody hates the prevent defense, by the way. [laughter] Joel Cheesman: The Four Corners, remember that? Chad Sowash: Yeah, yeah, yeah, yeah. Allyn Bailey: Oh, yeah, right? Yeah, exactly. It's a great question. I think it is a perfect storm. It's a perfect storm of moments, right? The right team, right? And it's an interesting team. People would say, you look at us and say, we're pivoting, we're looking at doing things in a different way, we're looking at things in a new way. You would think it's a whole new group of people who have shown up on the plate. That's not the case. Our senior VP of engineering has been with the company over a decade, almost 12, 13 years. He built the original components of the platform, right? Rebecca is a returner into this space, right? Kind of the old product leader coming in and taking over the helm as the CEO. Our tenure across our organization is vast, right? We have everything from new people in the door to people who have been there five, 10, 15 years, right? So the energy really comes from an alignment around the vision. When we start to see it work, and we're starting to see it work, we're seeing customers who are in our design labs who are actually trying this stuff out and are getting excited about what they're capable of doing. Allyn Bailey: It creates momentum and excitement, right? And we have more and more of that dialogue and conversation around it. We start to see it working with these use cases. And then we start to operate in a new way that says, what if? When you start asking people what if and you release the handcuffs and say, you've been doing this for a while. You maybe have some ideas that we've been talking about in the back rooms and behind closed doors and in different alleyways. And we have all those dialogues, right? We sit in the conferences and all these conferences, right? Everybody says, listen, you can go sit in all the sessions, which are fabulous and are great, but where do the real conversations happen? They happen in the hallways. They happen in the booths. They happen around the corner. Joel Cheesman: In the booths. After hours. Allyn Bailey: After hours, right? I think our company has started to build this energy around saying, if we took all those after hour conversations, what could we do? That gets exciting. People get energized about those. So vision, a little bit of seeing it actually come to fruition, and that's exciting. And then really great leadership coming in and saying, I release the handcuffs. What would you do? Joel Cheesman: "Release the Kraken." I love "release the Kraken". Allyn Bailey: "Release the kraken." That's a great way. Chad Sowash: So the AI council in itself, talk a little bit about that and, I mean, why AI safety? I mean, obviously adoption is happening much faster than I think most of us thought it would happen because of OpenAI and people really using it on their phones every single day. So it's not, I don't think it's as hard for us to be able to push for adoption. What was the safety, the risk part of that that you guys wanted to try to wipe out of there? Allyn Bailey: Right. Well, first off, I don't think we can wipe it out, and that's been part of our honest dialogue with both our customers and, by the way, just general people within the industry. AI is really cool. It's going to do some really neat stuff, right? We're really excited about it. But it also has the potential to do some really scary things because at the end of the day, we're looking at all this great tech, but all this great tech is based off of what we've been doing already. When we talk about large language models, what are they learning off of? They're learning off of data and processes and systems and behaviors that's biased because we as humans, I hate to tell everybody, we are really not great. We are horribly biased, right? We just, by our nature. Technology is going to be biased too because technology is built off of how we operate and think. So if that's the case, you add that challenge in. Now you also add in the challenge of we're a global company. Our footprint is in over 100 countries, right? We are all over the place. Allyn Bailey: Every country today, every state today, every region today is starting to build its own set of AI guidelines, laws, regulations. That's very complex, very hard thing to navigate. At its root, talent acquisition, HR in general, has been based on a compliance methodology, right? So we are a group of people who like to say that we're really cutting edge. When I say group of people, I'm talking about talent acquisition, but we're really deep down a whole bunch of rule followers. So it's freaky, right? It's scary. So we've got this challenge. As a comms director, I look at it and say, okay, you've got a lot of people who are interested in having backroom conversations about AI, but they're also very scared, very worried, unsure of how this is all going to work. Rebecca says this really well. You only get one chance to put AI into your organization or to start to implement it without it leaving some sort of taste in everybody's mouth. It feels good and it feels comfortable and I trust it or something goes wrong. It only needs to go wrong once for everybody to freak out about it. So if that's the case, we need to have open conversations about what are the risks? What are the challenges? How do we solve these problems? Allyn Bailey: We don't know all the answers. We didn't want to go into a black box and create all the answers ourselves. So we invited customers in, customers from around the world, customers from our big companies, from our small companies. We invited practitioners who are not even customers to come in. We invited, we have some legislators in the conversation. Chad Sowash: Smart. Allyn Bailey: And we're having open conversations. Again, we're doing it behind closed doors. We told, listen, we're not going to talk about it. We're not going to have you come out and tell everybody all the great legislation that we're having conversations about. We're not going to have a conversation about the choices that we're making, but we want you to have a safe space to have a real conversation about how do we trust this and what do we need to know as people building this tech that's going to make it valuable, trustworthy, and usable for you. And usable is the key because... Chad Sowash: Are these people piloting? Allyn Bailey: Some of them are piloting. Chad Sowash: Okay, because that would be a nice little bait to come into the, you know, I get to use the new stuff. Allyn Bailey: Well, so to get to the new stuff, the Trust and Safety Council, that's really about, let's talk about the challenges here and let's debate how we solve them. We have a second group of people who are a series of customers. They are part of our design group and our design lab. You're going to talk to Matt a little bit later. He's part of that team from Domino's. Listen, they are using the early stuff. They are helping us design it from the root up. We're having conversations about how it works inside their businesses, and then we're learning from them and helping expand that out to everybody else. So those people, those people in the design groups, yeah, they're getting early access. Joel Cheesman: You've always been a big picture thinker, and I'm curious your thoughts on who's embracing the technology, who's a little bit more timid around it, whether that's small versus big co, parts of the world that are sort of embracing it more than others, businesses maybe that are embracing it more than others. What are you seeing from sort of a macro perspective on the adoption of AI? Allyn Bailey: It's a great question. I think there are two things that I think are unique in this AI adoption space. I think whether it is regions, countries, companies, or kind of just groups, right, that are most likely to leverage AI today, they are the spaces where they have less governance and traditional processes that are embedded so deeply. We see that even just in the evolution of AI in general, the best AI evolutions right now from an AI explorer perspective are coming from countries and spaces most of us aren't even paying attention to. The work going on in Kenya, fascinating. The work they're doing, you know, in some of the former Eastern European countries, huge, right? So that also translates to who do we see in terms of customers and potential customers who are raising their hand and saying, I'm willing to try it. Let me figure out how to do this. They're the people who have less repetitive process they have used for long periods of time that they have to break before they do something new. Because the thing that we're not always talking about yet, is the tech is cool, but the tech isn't going to work on your old processes and with your old roles and with your old systems. Allyn Bailey: And so if I don't have a lot of technical debt or process debt to navigate, it's easier for me to adopt. The other big adopters, interestingly enough, they're not my TA and CHRO teams, right? It is mandates coming from CEOs, CFOs, CTOs. And the challenge there is they don't always know what's possible and what isn't possible. They just want it to happen. Chad Sowash: Is this productivity and efficiency? Is that... [overlapping conversation] Allyn Bailey: Productivity, efficiency, and modernization. I would say modernization of their businesses and a belief system. I don't want to say it's hype. They are listening to the entire world out there telling them that business is changing. You need to be on this new technology bandwagon. You need to understand and have AI operating within your company. AI-first companies are going to be the ones that win. And so they are telling all of their leadership on down the path, go make that happen. And there's a challenge there, not all of those business areas are ready to go. Chad Sowash: So when it comes to being able to AI your process, you're not going to go from start to finish, right? So for companies, especially that have been piloting, that you've been talking about, they're probably going to pilot a chunk, a task, a specific task that takes a lot of time and it demonstrates to the C-suite, hey, look, we're making big progress, but we've only done this, right? What is that task that you guys are seeing right now for these teams? Allyn Bailey: You know what it is? Chad Sowash: It's got to be something boring. Allyn Bailey: Scheduling. Chad Sowash: Yes? Allyn Bailey: Scheduling, which by the way, drives me crazy because I'm like, this is seriously the biggest problem we have? But honestly, it is the thing that people get most excited about solving because it takes time. Chad Sowash: 'Çause it sucks. Allyn Bailey: It sucks. It is horribly complicated. I got too many calendars, etcetera. And I think, this is a great example of approaching the problem differently. So scheduling is the issue. And for most people, it is because it is an efficiency problem. It's complicated and it's hard to do just to get calendars to mesh up and etcetera, right? We actually took a second lens onto it and said, but okay, let's assume I can solve that because theoretically we can and we're already solving that, right? Allyn Bailey: What then becomes the next root problem? The next root problem that AI actually helps us solve is, who should be interviewing? How do I determine based on the role that I'm leveraging or looking for, or based on the type of individuals that I'm looking to interview, and maybe that differs for each role depending on the applicant, etcetera, who the best person is to pull into that interview cycle. How many times do we have people sitting there trying to figure out who should be on the interview team? What are the questions they should be asking? How do I then assess the information they brought in some sort of simplified way so that everybody has a even playing card to look at? Those are problems AI can now solve. So scheduling is the root issue, but we can actually go at it deeper now and provide intelligence and insight that allows it to be an even better process. To me, that's the exciting piece. Joel Cheesman: No one seems to want to stay in their lane these days. Today's chatbot is tomorrow's ATS. You know, today's job board is tomorrow's scheduling solution, etcetera. How do you guys look at that from a competitive standpoint, from a product perspective? I know Winston is a product that you've released lately or recently. How do you think about it competitively when it seems like every month there's a new ATS that wasn't an ATS before, but everyone's trying to be everything to everybody? How do you look at the competitive landscape from that lens? Allyn Bailey: That's a great question. Let me tell you what I think. Well, one, if they're walking out today, cramming a new ATS, we'd tell you, well, that was so 10 years ago. That was a mistake. We're already past that. Yeah. I think competitively, the challenge here is focusing on the use cases that the tech is trying to solve rather than trying to define or to over-scope what something's going to deliver. Great example. We know this. If everybody's going to raise their hand today inside that conference hall and say, what is your biggest challenge, for example, with HCMs, right? What are they going to say? They're going to say, well, they try and do everything. Nobody gets the right investment into any particular component of the product, whether it be... Chad Sowash: They do nothing well. Allyn Bailey: And they do nothing well, right? So we all know that's the case. Why did we end up there? Well, there's a lot of reasons, right? It has to do with how CFOs want to buy, the idea that I want to have a simplified tech stack, all of those reasons. But we know from watching that, that that's a mistake. It's a mistake to try and do everything and do nothing well. So from our perspective, and as we look out there into the competitive framework, we say, listen, there are two ways to approach this. There is end-to-end hiring solutions built for hiring use cases. We think we're the only ones out there. I can have that conversation a whole 'nother time. And then there are best in breed point solutions that can be in space, right? Like maybe I have a really great video interviewing component that can be added on or tapped on or etcetera. I think our approach is to look at this and say, you can be an HCM and try and hit the full suite end-to-end. You can be a hiring end-to-end platform and then understand how you're going to approach that from a very specific use case perspective to say, how do I look at four big decisions that have to get made, right? Who do I need to hire? What type of skills do I need, right? Who am I going to bring in to assess? Who am I going to then decide is the right choice? And then how am I going to get them onboarded? Allyn Bailey: End of the deal, right? If we can handle that, we do it well. We focus in on the people who are working in that space. Joel Cheesman: All right, we will end it there. Allyn, thanks for hanging out with us. And this has been the Chad & Cheese Podcast. I'm Joel Cheesman. He's Chad Sowash. And this has been the Sessions AI Frontline Series. We out. Chad Sowash: We out.

Remember Suresh Naidu, the professor of economics and international and public affairs at Columbia University? If you haven't heard our first interview with him, search it and thank us later. Anyway, he's back, and he's badder than ever. This time, he's talkin' past, present, and future regarding the topic of minimum wage. Put your thinking caps on and turn up your earbuds, this one is special. All of this learnin' powered by Nexxt... Do you need targeted candidates ? Then you need Nexxt ! PODCAST TRANSCRIPTION sponsored by: Disability Solutions helps forward thinking employers create world class hiring and retention programs for people with disabilities. INTRO (0s): So for a long time, it used to be thought that like minimum wage workers, they're just like teenagers in middle-class homes. Yeah. And you know, a big chunk of them were in like the sixties and seventies, but increasingly, partly, you know, since Reagan for all the reasons you talked about an increasing share of minimum wage workers are like older workers, workers with families, that you know, are trying to live on a minimum wage job. 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. Joel (46s): Aw. Yeah. What's up everybody. This is your favorite podcast. The Chad and Cheese podcast. I'm your cohost? Joel Cheeseman is always joined by my cohost at arms Chad Sowash and today he's back. He's bad. He's out for blood. It's part two of our interview with Suresh Naidu. It's Chad's biggest crush, Man. Crush it all. Suresh. Welcome back to the show. You have a PhD, but I question your intelligence coming back on the show. How you been man? Suresh (1m 19s): Totally legitimate to question my intelligence. So, yeah, I'm great. How are you? I'm fine. Chad (1m 25s): Excellent dude. Excellent dude. So give us a little, Joel gave us a, you have a PhD, but gives us again, listeners, a little bit of background about you and then we're going to jump into today's topic. Suresh (1m 36s): Yeah. So I'm, I'm an economist. I, my area of specialty is economic history and particularly of, of labor markets. So I've studied everything from American slavery to unions in the 20th century to the minimum wage and did the gig economy today. So I'm kind of a Jack of all trades as they come in economics. Yeah. Joel (1m 55s): With that background, you're the life of every party that you attend. Right. Suresh (1m 59s): You'd be surprised how much that's actually true. Chad (2m 3s): Get Suresh over here. Tell us that story short. I, so that's what we're going to do today. Today. We're going to have like a party discussion and it's going to be around minimum wage. I mean, it's in the news today, it's in the social discussion. Everybody's fighting about it, but you have the history behind this Joel (2m 19s): A unique perspective. Chad (2m 20s): Yes. And, and I'd love to be able to go back from a history standpoint and then just kind of like ramp into today and have that discussion. But I think it's important that, you know, we all better understand and we're more educated around the topics we're actually discussing. So therefore that's why we bring smart dudes on like, like you to talk about that. So how did this whole thing start? Was it, was it FDR? Was it before that. Suresh (2m 45s): In fact in the, you know, before the new deal, for example, like most labor law was the domain of state and local government. And so different States had different minimum wages. So that sort of starts, I think in New York state law in 1905, there's a, there's a background. So the Supreme court during this early 20th century period was super hostile to labor legislation. So, you know, there's this famous case Lochner versus New York where like New York tried to pass a statute, that limited, that was like a maximum hours law. Like, you know, that that bakers can work too many hours and the Supreme Court was like, this is an unconscionable restriction on freedom of contract and struck it down. Suresh (3m 26s): What that then led reformers of the day push for is like minimum wages for women and children, especially, and so the first minimum wage is like in Massachusetts in 1912. And then, you know, you kind of get a whole bunch of other minimum wages, always sort of restricted to women and children. The exception might be like Oklahoma in 1937, but also all of them exempting, almost all of them, exempting agricultural workers and domestic workers for, you know, which has sort of happened to exempt also a large fraction of the African-American population from coverage by the minimum wage. It was probably not an accident, you know, and there's like state level laws and, you know, in carving out exemptions for, for domestic and agricultural labor. Suresh (4m 14s): But then in 1937, the Supreme court determined that all of these are unconstitutional and basically strikes down all of the minimum wage laws. It's a 1936 or 1937. And then they like have another case where they find that it is constitutional. And then that basically leads FDR to put a federal minimum wage and the federal labor standards act of 1938. And that's the first federal minimum wage. It also has an exemption for agricultural and domestic work, but it's like kind of the, for the first time that you have like a blanket minimum wage that's binding in Mississippi the same way it's binding in like New Hampshire. Chad (4m 53s): So why did they put that in though? So what was the, what was the reason for that? Was it because poverty was running rampant? Why did the government feel like they had to step in from a federal standpoint and actually override everything the States were actually putting in place? Suresh (5m 10s): Well, so there was like an argument of the time, that it was the term was sweated labor. So it was basically like sweat shops in the U S and that people are like, we need to eliminate sweatshop. And it's a moral imperative to like end quote unquote sweated, labor, and Roosevelt was talking about the need to end starvation wages. So there was a real, like moral case for the minimum wage. And that's kind of always been there for, in the background of the minimum wage. It's not just like a, it raises wages for low income workers. There's also a real sort of sense in which it like the dignity of a minimum wage is part of like what, you know, you're trying to establish as like a democratic polity is like, need to have it, the people that work like can actually have a decent standard of living as a result of that. Chad (5m 56s): They can survive. Suresh (5m 57s): They can survive. Chad (5m 58s): That's the first time I've ever heard starvation wages, but that in itself, I mean, that's pretty damned impactful. Was that like what they use today, we use quote/unquote "living wage," which is kind of like a softened version of that. Is that was that the term that they were actually using starvation wages? Suresh (6m 17s): They talked about starvation wages, like reformers were like, we need to end starvation wages. And like, you know, there's like a quote from like the department of labor, "certain basic standards of adequacy, or generally recognized as inherent in the concept of a minimum wage based on the cost of living." So it's just like, you know, the government was talking about basic standards of living as a part of the reason to have a minimum wage. And then I think, like in the context of the recovery from the depression, there was also kind of a Keynesian Agra demand point that, Hey, maybe by raising wages of workers that will raise demand for products, and that will kind of have a stimulative effect on the economy. And that was just kind of in the air in the 1930s. Joel (6m 57s): Was this something that sort of appealed to both sides of the political spectrum, or was there a debate back then of, okay, well, yeah, if the Dems pass, you know, more money, that means more votes, so we gotta be against it. What did politics sort of come into play or was it an overall broad sense of, we need to help people. Suresh (7m 15s): It was politics got in the way, but not Republican versus Democrat. It was North versus South. And so basically both Northern Republicans and Northern Democrats were like pro a higher minimum wage while, you know, most of the South is Democrat at this point, remember, African-Americans, can't vote. And, they're like very, very much opposed. And so you just think that even though agriculture is exempt, like there's a whole bunch of low wage textile industries, for example, in North Carolina and South Carolina that are paying basically really, really low wages and know that they're going to get hammered by the minimum wage. Joel (7m 51s): You mentioned children. And I also think about sort of indentured servitude, right? Like the little towns that, dug coal and, you know, you bought the same stuff from the company that paid you money. And it was just sort of this, you know, bubble that you lived in. Did minimum wage laws pass before child labor laws and indentured servitude issues? Suresh (8m 10s): Yeah. Yeah. So the nature servitude stuff in the U S and in the UK just like ends way before we have minimum wages. We've gotten rid of it indentures, in the U S before independence with the exception of the US blacks in the U S office. Right. If you're white, you're not indentured worker, in the US. So, and then the minimum wage is sort of coming. It's like a beginning of the 20th century kind of thing. When you have this, you should just think of like, like at the beginning of the 20th century, it's been like two generations of just industrialization happening in the US after the civil war. It's just like big factories going up, used to think of like, Upton Sinclair's writing, like the jungle, a period where like, people are like really grappling with the consequences of industrializing the economy at a breakneck speed. Joel (8m 58s): And you had similar today, you had very wealthy companies, right. In that period, it was, you know, trains and steel and things like that. But we had a similar situation when these laws were passed. Maybe we look at today with a different lens. Suresh (9m 13s): Yeah. So I think like, it is similar and it's actually similar a couple of different ways. So like actually the Northern big businesses that are basically the Northern backing, the Northern Republicans, they're in favor of a federal minimum wage, in the 1930s. And even, so even before in the 1910s, they're important for these minimum wages because they're high wage employers. And that's like the way, I don't know if you guys have seen this, like Amazon's running like, basically full on ads in the New York Times talking about how it pays a $15 minimum wage and supports raising the federal minimum wage. Joel (9m 48s): Yeah. They just want to allow their workers to take a bathroom breaks other than that. Yeah. Suresh (9m 52s): Yeah. But you'll get $50 an hour, but they're also like busting a union in Bessemer, Alabama at the, you know, while they're like taking out ads, being like, Oh yes, we should raise the wage. So I think that's telling it's, they're willing to pay high wage. They're not actually willing to like, recognize any kind of, any kind of unions. And that's also similar, I think in the late 19th century, early 20th century, you have like, you know, Frick and Carnegie and Rockefeller, and they're like, you know, they're reformed, they're open to reform. They're open to like these minimum wages, because they're not actually that dependent on child labor or low wage, sweat, sweat shops. So they're like, yes, sure. Take, you know, and it's more like their competition that's that might actually depend on that, much more than them. Chad (10m 36s): Unions actually start to come in to play, to be able to drive wages, because again, collective bargaining, all that other fun stuff. I mean, there's kind of like this rolling need to focus on the employee, the actual people versus the corporation. Does that come in? You know, Suresh (10m 55s): That's in the 1930s, really unions are part of a broadly part of like the progressive Alliance is pushing for minimum wages in the tens and twenties, but they're small. There's not a lot of them. And the way they really like take off is in the 1930s with the Wagner Act. And it's part of the same moment, right? So the Wagner Act is passed in 1936, Supreme Court upholds it, 1937 Supreme Court and it's all because like result was a basically threatening to pack the court. And so you all of a sudden got a very compliant Supreme Court that was like, yes. Okay. Maybe, you know, maybe, the federal minimum wage is constitutional. Fine. And so in that sort of like, pitch year of 1937, the Supreme Court basically allows big chunks of Roosevelt's policy agenda to be passed. Suresh (11m 39s): And so you get this huge upswing in unions and you're getting an increase in the minimum wage. There's an interesting sort of, there was some unions, I wouldn't say all like some unions were like, no, no, no, we can't have the federal government setting wages, that's our business. We set wages. You can't take that away from us. And sort of like reminiscent about how unions were like, kind of mixed on Obamacare and Medicare-For-All, because they're like, no, we negotiate fabulous healthcare benefits for our members. You can't take that away from us. That's our domain. Chad (12m 8s): That's our business. Yeah. We collect dues and that's an added value. Suresh (12m 16s): But, you know, back then it was like, wages, but I think like, particularly the CIO type unions just kind of got that, like the minimum wage was good for like they were going after high wage firms and the biggest threat to their high wage firms was like low wage firms that could enter and take away the business from the unionized shops. So minimum wage, just like damps down the threat of the unionized, the competition facing unionized firms. Joel (12m 43s): Yeah. So we get out of the thirties and into the forties and fifties. And how do things change? Suresh (12m 48s): Yeah. I mean, it's funny. I just, this morning on Twitter, I posted a graph from the 1940s just showing like the CEO to average worker pay and just like it collapses between 1941 and 1945. It's just like CEO pay gets crushed. Chad (13m 2s): What was it? Suresh (13m 2s): It went from like 60 times to like 30 times. Chad (13m 5s): So 60 times, and then today we're talking about ... Suresh (13m 9s): So 400 times or something to just imagine driving up average worker wages so much so fast and driving down CEO pay so much so fast that you cut the ratio by two, in like three years. What a radical transformation in the economy that was. Joel (13m 26s): Was that simply a reaction to we're paying workers more so there's less money on the bottom line to pay the executives. Suresh (13m 34s): Yep. And there's taxes and salary caps and union. Like basically if you're producing for the war, you basically have to recognize a union and they're going to ask for higher wages. And so, like, I would say like the economy is kind of firing on all cylinders in a way to reduce inequality. And it's difficult to know exactly which margin is doing the most work. I think unions are doing a big chunk of it. Taxes are doing a big chunk of it. And then just the fact that like, you know, 6% of the prime age workforce is abroad. Chad (13m 60s): But this is a time of prosperity. Am I wrong here? Suresh (14m 3s): It's difficult to say that World War II was a time of prosperity because people are eating canned rations. And it's just like, you know, like a lot of the economy is basically in high pressure. Chad (14m 13s): Or after, after World War II is definitely a period of prosperity. So like the 30 years after World War II, or, you know, everyone knows that was kind of like the golden And the same rules we're applying? Am I correct? Suresh (14m 23s): Well, that's interesting. No, cause they, they actually took away the rules. Chad (14m 27s): OK. Suresh (14m 27s): A lot of the rules like actually get changed, but a lot of the effects persist. And I think that's really interesting. It's like even though tax rates go up, the tax rates stay high, until Kennedy, but you know, unions are no longer as protected under, after World War II as they were before to the Taft-Hartley and things like that. But they stick around and they don't like immediately disappear and that has important wage boosting forces and just the economy is growing really quickly. Like we're exporting a lot to Europe. There's a whole rash of like, and we're innovating. I mean, I should also tell you this, like, because of probably the cold war, the US had just spending a ton of money on like research and development on universities. Suresh (15m 9s): People are going to like GI bill is just sending a bunch of people into school. So just like a lot of innovation and like new technologies just showing up all over the place. And I think that's an under-appreciated part of the post-war boom, is that we just plowed a ton of money into the university system because we were competing with the Russians. Chad (15m 27s): Yeah. Well that was to an extent a social program. Suresh (15m 31s): Yeah. It wound up having lots of beneficial spillovers to the both workers and companies. Chad (15m 35s): Yeah. So we then fast forwarding into like the seventies and then the, obviously, you know, we have some dips there in the economy. Where's really the big sticking point where we find ourselves in a very different landscape today. Suresh (15m 53s): Let's get to Reagan. Yeah. So, well the federal minimum wage peaks in 1968. Okay. And then it like, has this like a jigsaw jigsaw pattern, you know, it's like, because it's not indexed to inflation, we should come back and talk to that. It's like interesting story about indexation actually. So it says not indexed to inflation. So it's like real value is just deteriorating all the time. And then it has to get like re-upped to like keep pace with inflation. It gets re-upped, but it's never like keeping pace with inflation and by activity, since 1968. So it gets increased. Generally the Democrats tend to tend to favor raising the minimum wage and when they control the government, they tend to raise the federal minimum wage. One important thing that does happen in the sixties though, is that a lot of these exemptions for various sectors for domestic work and agricultural labor are taken away. Suresh (16m 41s): And so a lot more like African-Americans get covered by the minimum wage. And there's a recent paper by that kind of shows how that actually had a really big effect on converging the black white wage gap was just like using the minimum wage to raise the wages at the bottom where a lot of black workers are. And that just like pulls up a whole bunch of workers that were like locked out of the kind of higher wage sectors that whites were dominated in. And just really, you know, as much as civil rights, it's like just covering black workers with the minimum wage, just did a made a huge dent in racial inequality without any job loss. Chad (17m 22s): Was that part of the civil rights legislation? Suresh (17m 24s): No, no. It's actually just totally a federal that just totally something about like it's a change in the federal labor standards act. Chad (17m 31s): It's amazing when you start paying people equitably, how you can lift them out of poverty. Suresh (17m 37s): One of the kind of really interesting things about the economics research on the sort of same time, is that partly because the federal minimum wage was deteriorating and States, and later cities, began passing their own minimum wages that were higher than the federal minimum wage. And so what this gave starting in the nineties was just, again, gave the economist a laboratory for we're like, okay, now we can finally kind of run something closer to like a controlled experiment where you can sort of see when, when a state raises the minimum wage, like there's a famous New Jersey - Pennsylvania study that looks like at fast food restaurants on two sides of the Susquehanna river. What happens when New Jersey raised its minimum wage and Pennsylvania didn't what happened to employment of those restaurants and found this found that actually implement, went up more in New Jersey, fast food restaurants, despite this increase in the minimum wage. Suresh (18m 28s): That's one of the big impetuses to this interest in economics and monopsony is that, that's one of the, kind of, monopsony this idea with the employers that wages and are trying to like set wages so that they can save on payroll while, tolerating a bit of turnover is one of the kind of explanations in economics that can generate that kind of, that kind of result and so we've got a whole lot of lists and then that just kept going. So we had like California increasing minimum wage. Then we have like federal changes in the minimum wage that then wound up only affecting some States and not other States. So we were just finally getting like a chunk of variation and workers that were affected by the minimum wage versus ones. Chad (19m 7s): That weren't quick question though. I mean, so during the Reagan times, we were pitched trickle down economics, which was supposed to feed more money and trickle down to, to everyone that obviously did not work. And during that timeframe, we really haven't raised the minimum wage to pass starvation wages. So I guess, you know, the big question around just the economic landscape of today, as we have more money going to CEOs, boards, then again, 3000 times that of, of a quote/unquote "essential worker." So it is the force of a minimum wage to $15 an hour, which is equal to about $30,000 a year, for God's sakes. Chad (19m 54s): Is that the only way that we can really get our citizens out of poverty because we're in bad state right now, especially after COVID Suresh (20m 3s): Yeah. So the real place, the minimum wage, like makes a dent, in inequality is between like the average worker and low-income workers. So really like crushes, it's like really a tool for like pulling up the bottom, not pulling down the top. Chad (20m 17s): Right. Suresh (20m 17s): So if you're real concerned of CEO pay, that's probably not gonna be fixed by like raising the minimum wage. You probably are going to need something like, because not necessarily like that many workers get covered by the minimum wage where it currently stands and so to really put a dent in the top incomes, you would need to like drive up wages for a lot of workers. Chad (20m 37s): Gotcha. Suresh (20m 38s): And the minimum wage is probably not the best tool for doing that. Chad (20m 40s): But it does take the bottom half, really the people that are in starvation slash not in living wage territory, it brings them up to at least where they're not starvation wages. Suresh (20m 51s): Yeah. And, and yeah, so for a long time, it used to be thought that like minimum wage workers were just like teenagers in middle-class homes. And, you know, a big chunk of them were in like the sixties and seventies, but increasingly, partly, you know, since we're, again, for all the reasons, you talked about. An increasing share of minimum wage workers are like older workers, workers with families, that, you know, are trying to like live on a minimum wage job. Chad (21m 18s): Right. Suresh (21m 19s): And it's really, really hard on the federal minimum wage. Nexxt PROMO (21m 27s): We'll get back to the interview in a minute. But first we have a question for Andy Katz, COO of Nexxt. Andy, if a company wants to actually come to Nexxt and utilize your database and target texting candidates, I mean, how does that actually work? Right? So we have this software to provided two different ways. If an employer has their own database of opted in text messages, whether it's through their ATS, we can text on their behalf, or we have over eight and a half million users that have opted into our text messaging at this point. So we can use our own database. We could dissect it by obviously by geography, by function, any which way some and sometimes we'll even parse the resumes of the opted in people to target certifications. Nexxt PROMO (22m 11s): So we really can dive really deep if they want to hone in on, you know, just give me the best hundred candidates that I want to text message with and have a conversation back and forth with, versus going and saying, I need 30,000 retail people across the country. And that's more of a yes, no text messaging back and apply. Apply for more information, go to hiring.nexxt.com. Remember that's next with the double X, not the triple X. hiring.nexxt.com. Suresh (22m 49s): In fact, there's a paper that sort of shows that like that when you raise the federal minimum wage, you actually get workers leaving, like they use less food stamps, they use less of the earned income tax credit. So you kind of get like a budget kick-back to the government from raising the minimum wage because you lower a dependence on the social safety net. Joel (23m 8s): So I was going to say historically, in times of raising the minimum wage or introducing a minimum wage, did the economy ever tank because of that, because I think that's a common argument against raising the minimum wage is that unemployment is going to rise, companies that go out of business. Did any of that happen on a grand scale when, when these policies were introduced? Suresh (23m 26s): No. Well, I mean like, you know, one of the cleanest experiments we have is actually the effect of the federal minimum wage in 1938. And what you do see is like, you know, the minimum wage did have a big effect in the U S South. And it did looks like it killed a lot of jobs, but it's not clear that it actually like raised unemployment. Like those jobs have actually just reappeared at the new minimum wage. And so like, you know, we didn't see like a giant crisis of black unemployment in the South with the increase in the minimum wage there, which was hitting low wage workers, low wage black and white workers. So, I mean, partly it's like also, would we pass a minimum wage? If it was like anywhere in the realm of like, actually going to crater the economy, like, if it was so obvious that it was going to like destroy the economy wouldn't, kind of, people just understand that. Suresh (24m 14s): Yes. So the fact that it's not that we have a debate and an argument around it, suggests that it's not obvious that it destroys the economy. Chad (24m 23s): Well, it feels like, it feels like these are conversations that are engineered by corporate America to try to scare the shit out of everybody. Overall, it's not going to crater the economy. It's actually going to raise people out of poverty. I guess, I don't understand why other than sheer greed, we're not looking at, what it costs to live in cities and starting to set living wages for everyone across the nation. Why can't we be more transparent? I don't understand from an economic standpoint and from a political standpoint, it seems like it makes sense, especially to be able to serve your constituents. Suresh (25m 3s): Well, yeah, so the minimum wage is hugely popular with voters. I mean, Florida said, you know, goes for Trump and is completely red and yet passed the $15 minimum wage, in the last election. Chad (25m 14s): Good point. Suresh (25m 14s): So like, you know, Republicans, even Republicans love minimum wages. And I think it's, you know, actually it's really interesting, like in the UK, the Tories have really been big proponents of minimum wage increases. So they just kind of owned it as like a policy that they're into. And so I think it's actually not obviously, remember this thing about Amazon being in favor of raising minimum wage, Walmart, and Target, and a bunch of other companies actually have their own internal voluntary minimum wages where they just don't, their starting wages are uniform across the country. Walmart starting wage is like 11 bucks everywhere from Mississippi to Seattle. Suresh (25m 54s): And so I think it's more ideology than it is greed, because there are like businesses that like the minimum wage is like not a big deal. And I think it's more that there's just this like hard libertarian and a small business, small business probably does get hurt by the minimum wage. Joel (26m 11s): Well, and the counter argument would be if it's so popular, why hasn't it been done on a federal level in over a decade? And to me, is it a market situation where States are competing for workers or city? I think Seattle recently in the last five years or so, increased it to a pretty, a nice wage. Are cities competing for workers? Does, how much does that come into play? Suresh (26m 35s): I don't think so. I think, I don't think cities are like, one thing you see is that when you have like cities that sit across the state borders from each other, and one state raises the minimum wage, you see wages go up in that, you know, on one side of the border, but they stay up like relative to the other side of the border for like five years after, so it's like there's maybe four years after. Like, so there's like not a sense in which, you know, even to places that are right next to each other, when wages go up in the other place, the other city across the way feels the need to raise its wages to compete. So that, I just don't think that happens very much. Joel (27m 10s): And people don't move across the border to work in the other state. Suresh (27m 14s): And firms don't like reopen their businesses at the other side, you know, they don't just change their mailing address or something. So, I think it's interesting that I don't think cities are competing for workers. I think it's much more like, it's much more of a reflection of what's active, much more of the economic growth in America is happening in cities. And so. Joel (27m 35s): And Florida. Suresh (27m 37s): And so like housing prices are going up and the cost of living is going up disproportionately tasks for low wage workers in cities and a responsive cities to do that is to raise wages. Chad (27m 50s): The last question for me,Suresh, and this is, I think more of an opinion. I don't know. Maybe hopefully you've got some evidence based to answer this, that'd be awesome. But Kroger recently closed four locations because they were pretty much forced to pay their essential workers, $4 more per hour. And so Kroger, once again, they're our whipping boy for now. Their CEO makes, I think anywhere from $12 to $14 million a year, and the organization is like over $120 billion organization. How does a minimum wage in boosting the minimum wage, get organizations like that to start being more fiscally responsible for their employees at the bottom, as much as they are to the ones at the top? Suresh (28m 43s): Well, I mean, it doesn't convince them, it forces them. Chad (28m 46s): Is that what we need to do though? We need to force them to do the right thing. Suresh (28m 49s): For some of them yes. For others no. And that's the interesting thing is that, you know, in the labor market, there's like lots of room for different companies to pursue different priorities, around their workers. So, you know, you can have companies like Costco and Walmart kind of existing at the same time. And so like if Kroger, I think Kroger is like also responding to like prop 22 that basically, you know, I think they're basically like firing all their full-time employees and hiring them all back at like Door Dash. Yeah. Chad (29m 20s): Instacart. Yeah. Some of their people they're actually, they're using Instacart for some of those in California. Suresh (29m 26s): Yeah. So I think, that's not like the Kroger thing is not so much a minimum wage problem, I think it's much more of a reclassification problem, that their incentives to like cut their workforce in response to like a hazard pay requirement was partly driven by the opportunity to basically substitute gig workers with that you don't have to pay any benefits on. Chad (29m 48s): Gaming the system. Suresh (29m 49s): Yeah. And so that's why I was like kind of important for the kinds of laws that platforms are responsible for unemployment insurance and health benefits and all of the normal stuff that comes along with the job for their platform workers. Joel (30m 4s): Good luck with that. Suresh (30m 5s): I mean, California did do it. And then the tech companies ran this like prop 22 campaign to basically get it overturned. Chad (30m 10s): Spent hundreds of millions of dollars. Yeah. Suresh (30m 12s): Yeah. $200 million. Joel (30m 14s): Alright Suresh, I'm gonna, I have so many questions, but I'm gonna, I'm gonna limit it to this last one. So I'm going to give you, I'm going to give you three issues and you rank them in terms of like the most impact on employment and wages. Okay. You're ready? Suresh (30m 29s): Yup. Joel (30m 29s): Number one is globalism, with the pandemic, this is being, you know, on hyper-speed, right. Like if I can work in San Francisco, I can work in Denver. Ultimately though, if companies realize that you can put a job in Denver, you can also put it in Delhi and wages will sort of balance out effectively. Number two is automation, right? So as companies have the resources to automate much of this stuff, whether it be with robotics or software, that's obviously going to impact the number of people working although you get, in contrast, you get people saying, there'll be more opportunities built with automation and robotics so that actually helps out with wages and employment. Joel (31m 10s): And the third thing is the gig economy. So we've touched on it a little bit, but, you know, as companies realize, well, okay, to game the system, somebody won't be an employee. If I'm having them as contract workers to come in and serve food or cook, or, you know, wash clothes for that, you know, time that they're still a part-time worker. And I'll just have more workers on the gig economy and won't have to pay a full-time wages or wages that are fair or minimum wage. So we have globalism, we have automation, we have the gig economy, and I'm asking you to just rate those biggest to least impact on wages. Suresh (31m 48s): Come on. I'm like, come on, give me, give me climate change. Give me demographic change. As like, as, as, as 4 (31m 56s): Is it too soft ball of a question? I thought it was a good question. Suresh (31m 60s): It just kind of like, I mean, they're like. Chad (32m 1s): What's your top three Suresh? Suresh (32m 3s): So my top three is like, I mean, climate change, I think is just gonna, yeah, just look at Texas, we're just going to get stuff like that happening all the time and what do we do? And that's just going to like move the labor market because we're going to need jobs to adapt to this stuff. So it's like, you know, Green New Deal stuff, even if you don't like that term, it's going to be like, we're going to need a lot of like construction workers. Joel (32m 29s): Okay. Loosely globalism. Chad (32m 31s): Quit trying to fit in, in a box. Let the man answer the question. Joel (32m 33s): Well he's going outside the box to answer my question. Suresh (32m 35s): I am going outside the box because like you put, you put these like three things that I don't even think are like necessarily the most important. They're like kind of a little bit of a grab bag of things that are not necessarily the biggest thing. So if you have to thing, for example, in response to the automation point, I just say like the aging of the American population so that we simultaneously need more nurses aides, more people in nursing homes, more healthcare aides, that like the supply of people that we need to take care of other people, which cannot be outsourced and cannot be remote worked. That's actually just going to go up. Suresh (33m 15s): And that's like, the future of work is not like a robot. It's like a CNA. And so I think that's like the big, a big offsetting thing against the years of robotics is just the caring labor part of the economy is just gonna become larger and larger. Joel (33m 31s): And the gig economy doesn't keep you up at night either. Suresh (33m 34s): It doesn't keep me up at night. It's a symptom of like a bunch of other stuff. That's something that we could fix with policy if we want it to. Joel (33m 40s): So what I'm hearing is the world is falling apart so we'll continue to rebuild it. And people are dying and getting sick and old so we'll need people to take care of them. And don't worry about the gig economy. Is that what I'm hearing? Yep. So it's the end of the world, as we know it, and Suresh feels fine everybody. Chad (33m 57s): And Suresh feels fine. Big applause. Well Suresh, Hey dude, we appreciate, we don't get enough time with you. Let's just say that. But we appreciate you taking the time coming back on the pod. We'll definitely have you back loved the discussion. If somebody wants to follow you, find out more about you, maybe you don't want stalkers on social. I don't know. Joel (34m 18s): Wants to attend Columbia? Chad (34m 20s): Who wants to attend, yeah, to attend one of your classes, where would they actually find you? If you, want them to find you? Suresh (34m 25s): I am on Twitter at, at S A I D U N L for the analysis for Newfoundland. Joel (34m 32s): That's a whole other podcast, Chad. Chad (34m 35s): Another one in the books. Love it. Joel (34m 36s): We out. Chad (34m 38s): We out. OUTRO (34m 37s): This has been the Chad and Cheese podcast, subscribe on iTunes, Google play or wherever you get your podcasts so you don't miss a single show and be sure to check out our sponsors because they make it all possible. For more visit Chadandcheese.com. Oh yeah. You're welcome.

The "skills gap" is a lie and we've all been duped. Well, everyone with the exception of Suresh Naidu. Suresh is a professor of economics and international and public affairs at Columbia University as well as a fellow at the Roosevelt Institute, external faculty at the Santa Fe Institute, and a research fellow at the National Bureau of Economic Research, for starters. Needless to say, this interview is heady so prepare to take notes as we talk deep workforce economics, monopsony, market power, unions, and believe it or not the Company Town still exists. Na na na na na... Our podcast is smarter than yours! Seriously, this genius power is powered by the crazy amazing parsing and matching of Sovren . Sovren, software so human you'll want to take it to dinner. PODCAST TRANSCRIPTION sponsored by: Disability Solutions is your RPO partner for the disability community, from source to hire. Sovren (0s): You already know that Sovren makes the world's best resume CV parser , but did you know that Sovren also makes the world's best AI matching engine ? Only Sovren's AI matching engine goes beyond the buzzwords. With Sovren you control how the engine thinks with every match the Sovren engine tells you what matched and exactly how each matching document was scored . And if you don't agree with the way it's scored the matches, you can simply move some sliders to tell it, to score the matches your way. No other engine on earth gives you that combination of insight and control. With Sovren, matching isn't some frustrating "black box, trust us, it's magic, one shot deal" like all the others. No, with Sovren, matching is completely understandable , completely controllable, and actually kind of fun. Sovren ~ software so human you'll want to take it to dinner . INTRO (1m 1s): 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. Joel (1m 23s): Ivy league in the house. What's up peeps? Chad (1m 28s): I don't think they do that. I don't think they do. Joel (1m 32s): He's not Marxist. He's just Canadian. Chad (1m 35s): Or both, or both. That's right. All right, kids. We have Suresh Naidu in the house today. He holds a Bachelor's of Mathematics from the University of Waterloo, a Master's of Economics from the University of Massachusetts Amherst and a PHD in Economics from a little University of California called Berkeley. He's a professor of Economics and International and Public Affairs at Columbia University, as well as a fellow at, I'm losing my breath here, man, Jesus, at Roosevelt Institute, external faculty at Santa Fe Institute and a Research Fellow at the National Bureau of Economic Research. Joel (2m 20s): And right about now, he feels like he's been punked because he was on the wrong show. Suresh Naidu (2m 23s): Yeah. Chad (2m 23s): We don't these, we don't give these types of intros, but we don't. We talk about economics in the, obviously the vein of workforce, but we don't have economic professors on very often, but quick story. I was, I got up one Saturday morning and I did my normal routine. I was listening to one of my favorite podcast, Pitchfork Economics, and the, it was called the powerlessness of forced labor. And there was this really cool concept of a forced labor. Not really cool, but it was something that I really hadn't heard before. And this Professor Naidu was on talking about it. Chad (3m 4s): So I thought, man, this is pretty awesome. I went down to the family room, turned on Netflix, and I wanted to watch this documentary for a few weeks called Capitol. And the next thing you know, about five minutes in there, you are looking at me square in the face. So you should probably add Netflix and podcast star onto that bio. Joel (3m 24s): And then he FaceTimes me like he he's a four year old who just saw Santa Claus. Chad is still excited for this interview right now. I hope I hope you're up to it. Suresh Naidu (3m 35s): Oh, I hope I can fulfill expectations. Yeah, yeah, yeah. You guys are going to do a lot of post-processing so I know I'll sound good. Joel (3m 43s): What did we miss about you, Chad rattled off your degrees and all, you know, all your little labels, but what do we need to know? Suresh Naidu (3m 50s): I, then I, then I'm from Newfoundland. Yeah. I mean, I'm, I'm substantially less than that list of titles, but yeah, actually I, a good way to like spring board into this is actually like how I got into economics was actually like, I worked, I was a math major and I wound up spending a summer working on a vegetable farm in Northern Ontario with all these guests, migrant workers. I remember one of the things that like really sort of stuck with me there, was one guy he liked cracked his wrist while cutting lettuce, but he didn't report it because he knew that if he sort of said, I've got a problem with my wrist, he'd get sent back to Mexico and wouldn't get reinvited next year. Suresh Naidu (4m 31s): And, you know, for him, a guy with a bachelor's degree, actually in Mexico, but for him like working, like doing lettuce cutting in Northern Ontario was a more lucrative gig than an office job in Mexico. That just stayed with me. And I think it was one of the things that motivated me into becoming an economist and particularly like interested in labor and development and these issues. Chad (4m 51s): So you've, you've performed a ton of research around a term called monopsony. Now we've heard the monopolies before, but, but monopsony, isn't something that rolls off the tongue. Well, first and foremost, but can you tell us what that term means and how that actually affects really wages the workforce, the economy overall? Suresh Naidu (5m 11s): Basically, if monopoly's is basically when a company has, is not facing so much competition, so that it's able to raise the price, it loses a few customers that aren't willing to pay that price, but it makes more profits off of those that it keeps. You know, that's why monopoly's has an incentive to raise prices is because they can and because they make additional profits. So monopsony is basically that's, that's what a monopoly is selling a good I'm an abstinence is a buyer of a good, and they, again, face sort of limited competition from other buyers of the good. And so that means they have an incentive to pay a lower price or wage. They're not going to be able to keep as many workers as they might have. So you're going to see higher quits. You're going to see it takes a little bit longer time to fill a vacancy, but you're making profits off of all the ones that stay with you, so that it's worth it. Suresh Naidu (5m 59s): And so it used to be thought that like monopsony was just a property of these like company towns, like Butte, Montana, where you have like a copper mine, and basically all the workers have to work for the copper mine or nothing else. And it was only thought that monopsony was a property of the sort of weird one shop town. But I think basically starting in the late nineties and sort of accumulating momentum came this idea that actually we should just think of like the laissez fair labor market as being characterized by having some degree of market power. Because from the point of view of a worker, you know, finding a job, as good as a job that you got is actually not super easy. You've got to both spend some time searching jobs, are complicated. Suresh Naidu (6m 44s): They're like your house, there are these what we call quote unquote, "high dimensional". There's like lots of characteristics about them that matter for whether or not you like it or not. It's like, do you get along with your boss, you go along with your coworkers, does it work with your childcare, with the commute? All of these things matter. And so that means the jobs that perfectly substitute for each other, a few and far between. And so that means that every employer is facing this kind of, has a degree of this monopsony power that they're able to like lower the wage a bit. Some people quit, but a lot of people stay. And so they're willing to tolerate the additional turnover, in exchange for the higher profits they make off of every worker. Chad (7m 23s): But you know, let's jump into that real quick. So, you know, in reading some of your, your writings, one of the things that really hit me hard because we were talking about the company town and we thought those were all pretty much gone by now, that the days of the coal mines and a town rising up behind the coal mines. But, you know, then I started to think about nursing. So the median wage for a nurse is about $68,000. And given what we know about the labor markets and the power of medical institutions, the true competitive wage for a nurse should be about $90,000 to $200,000, depending on the experience level. Chad (8m 2s): However, because most areas have few hospitals, they can suppress nurses wages without the nurses having an opportunity to move anywhere outside an actual medical system, or even teaching. We have the Bartholomew County Consolidated School Corporation here, which pretty much is all of the schools. So where is a teacher to go? Is that what we're talking about? What we're talking about, suppressing wages and more of a company town mentality. Joel (8m 33s): And by the way, in recruiting, that's what we cover. We hear a lot about, we can't find enough nurses. We can't find enough teachers. So logic would tell you that they should be higher priced because they are so hard to find. No? Suresh Naidu (8m 45s): Yep. And that's partly why this looks like as it relates to what we're going to talk about later, but the myth of the skills gap, it's like whenever somebody's complaining about shortages, it's like, have you tried raising the wage? And it's very rarely floated as a solution to shortages, is raised the wages. you have to just think about it from the perspective of the employer. They're like, you know, we're willing to tolerate this, this shortages because we're making profits off all the existing workers. And if we want it to bring in more talent, we'd have to raise the wage. And that would entail raising wages for all the other workers. And that would be costly. Joel (9m 20s): Casue we do know that like three out of four nurse nursing degreed professionals don't actually practice nursing. And it might be the same with teachers. I don't know. Suresh Naidu (9m 29s): I think there's a lot, I mean, it's interesting, right? Both nursing and teaching are like sectors that are, that were historically quite female. And it used to be the case, that actually the theory of monopsony was, was sort of invented and determined coined by this famous female economists of the 20th century, John Robinson. And one of the original applications of it was this idea of explaining the gender gap. Because the, I, you know, the norm was always that men would move their whole family's for their jobs, but women would not move locations for their jobs and employers know that. And so they're able to chisel away at women's wages, not because they're sexist, but because they know that women are just less likely to leave in response to a low wage. Suresh Naidu (10m 13s): And so that was kind of an original motivation for monopsony was this like way to explain gender gaps. And that's why you sort of see it and then sort of compound that with these occupations, like nursing and teachers, where the credentialing is often like, it's in a very limited set of employers. And so when you don't have a union kind of offsetting the power of employers, what you'll get is that employers are quite willing and that employer, it could be a government that's very interested in skipping on its budget to keep cut costs, tolerate higher turnover, tolerate fewer recruits, but be saving money on wages, their incentives to do that are more, the less options those workers have. Chad (10m 58s): So let's dig into that because, that's interesting to say that, look, we can have fewer workers, which means less, the less we have to pay out in wages, but we can have not as high as production, but even just enough production to increase the profit margins. Is that what I'm hearing? Suresh Naidu (11m 18s): Exactly. So this is like one of the things about monopsony is that it tells you where there's a wedge between profits and production. So like things like reducing monopsony power can increase, you know, your willingness to hire, it will increase your output and your sales, but it might cost you in profits because that comes at the expense of like additional wages, a higher payroll, et cetera. And so companies might not want to be employing all the workers that they can because they want to make sure that payroll isn't exploding. And so they don't necessarily try to maximize revenue, total revenue. They try to maximize revenue per worker understanding that there's like a cost of hiring additional workers. Chad (11m 59s): So the theory of wage growth is interesting because in capitalism, the theory is wage growth is flat because of rising competition from low paid workers in foreign countries, aka globalization and automation. How does that jive with what's actually happening? Suresh Naidu (12m 15s): Yeah. So I think they're complimentary, it doesn't have to be one, one or the other, for example, like one of the things that, and let me just kind of give the, the, the general story is that a lot of the ways in which simultaneously, when you have what we call in economics, like a labor demand shock, a negative labor demand, shock, where like, people don't want to, like employers just don't need that many workers. There's a simultaneous thing that's happening, which is that often like a bunch of businesses are going under. And so that's raising say concentration in that labor market. So you can imagine places that got hit by NAFTA, by Chinese manufacturing, though, it's not just that, like employers didn't want their workers. It's also that those employers that were left standing now had additional market power. Suresh Naidu (12m 58s): And so there's two, there's two things happening. It's both that employers are like, you know, I don't have the volume of sales needed to hire all of you, sorry, but it's also the case that because a whole bunch of employers have like exited from the labor market. There's now like each, though, the employers still standing have like a higher degree of market power. Joel (13m 17s): Suresh you mention labor unions. And I've always been surprised, you know, Chad and I grew up in the seventies and I remember, you know, stories from my grandfather about Jimmy Hoffa and Cesar Chavez and things like that. And unions seem like they're just not around anymore. And I'm always surprised as to why, why don't all the Amazon workers get together and improve their position in life. And it doesn't happen. And I'm curious your take on why, why are unions so weak? Why are they not, you know, growing what's going on that is making them so stagnant and neutral in this whole equation. Suresh Naidu (13m 56s): I've done a bunch of work on unions. So let me give you some cross-country of it. So it's not the case that unionization has declined to the same extent everywhere. You actually have the sort of subset of countries in, in Western Europe that are called like Ghent system countries. So the Ghent system was basically a system that administered unemployment benefits through labor unions. So this meant that when the country, all countries were going through this recession in the seventies and eighties, but in the countries with a Ghent system, union decline didn't happen at all, because everyone's had to stay with the union in order to get there in order to get their UI. But in the non-Ghent system countries, union density got hammered because those jobs just went away. Suresh Naidu (14m 37s): And if they ever came back, they were not coming back as union jobs. And that's a little bit like symptomatic of like the particular strange, like legal architecture of unions in the U S kind of inheriting from the 1930s and forties, where we kind of have a model of unionization that isn't based on unionizing, a whole sector or whole industry instead like unions in the U S kind of go like establishment by establishment. Like you run an election, you win union recognition at a given establishment, and then you have to do it again. And so this makes it really hard for, I think, service sector employers in particular, to get unionized, because like, if you only unionized one establishment in the service sector and you drive up costs, it's very easy for new competitors to come in and take away and at lower cost and like take away your business. Suresh Naidu (15m 30s): And so you kinda need like a collective bargaining model that lets you sort of cover a whole bunch of employers at once. So that new employers are like, can't compete on lower wages. They have to pay the same wage standard and then force them to compete on like better products and other costs, but not compete on lower wages. Chad (15m 50s): But one thing, Suresh. And this is the thing that I think has been defunked by the new Rand research, Rand corporation research, is that we're always talking about, well, if you pay, if you pay workers more than you have to raise the product prices and that is turned out to be utter bullshit. And the reason being is the 1% has been siphoning wages from the lower 90%. So the money is there. It's not about giving the money to the 90% that's not there. It's about the 1% who's been taking it all in the first place. So there's this huge disparity in wages and the wage gap has grown so much and it, it seems like it's happened all around the ability to break up the unions and not to ensure that individuals are actually getting living wages. Chad (16m 41s): I mean, the wages have been stagnant since, since, I mean what the '70s? Suresh Naidu (16m 45s): '73. Yeah. So, so my academic hat comes on and I'm just like, well, it's more complicated. Like I, you know, I'm really have to like, feel like I have to disabuse of my students. A lot of my students have less sort of like ideas, like, Oh, there's this big conspiracy of the 1% to like take money from everybody else. And it kind of, as, as an economist, I'm like, I'm really skeptical of strategic stories like this because man, most people are incompetent at everything. And so yeah, if it was a conspiracy remarkably poorly executed. So I, and I think it's more that there was this, like, you know, there was definitely a reconfiguration of political power by the right and by business, but in some ways it actually wound up biting you in the ass some ways. Suresh Naidu (17m 35s): And like, so for example, like a lot of the energy behind sort of Reagan, was kind of coming from the national association of manufacturers and then they get hammered by globalization. So it's like they wanted this thing. And then they kind of, you know, it winds up coming back and hurting them. And so I think it's not, and that's just an example of like, there's lots of places where the 1%, for example, people like, you know, they include, they're mostly, they're mostly CEOs. Let's be clear that, but there's ways in which like the they're also like doctors and like the highest paid like a good chunk of the 1% is really high-end doctors that are catering to, you know, say the upper middle class and charging an enormous amount of money, money to both those patients and also Medicare & Medicaid or, and particularly Medicare and sort of pocketing that. Suresh Naidu (18m 32s): And so there's, there's so many interesting and complicated mechanisms by which the 1% has pulled away from everyone else that I almost think like we lose how it, how we don't keep sight on the tools it would take to fix inequality if We just kind of pose it as like a 1% taking everything. We need to kind of like adjust so many and we can do it, I think it's like, but we, we need to have like specific tools for adjusting the pulling away of the 1%. And I can go through this, like taxes, it'll be, anti-trust, there'll be a Medicare for all, you know, all these things and as well, like pushing up wages at the bottom. Chad (19m 9s): Well, unions. Suresh Naidu (19m 10s): And unions. Yeah. Unions are the big, our big tool. Chad (19m 12s): Yeah! Suresh Naidu (19m 13s): And, you know, if there's one thing I hope of the, you know, the one time the U S really put a dent in inequality was in this period between 1935 and 1947, where like union density went from like, you know, something like seven to 10% to like 30, 20 to 25 to 30%. And it goes up in very particular States. It goes up in like Michigan, Connecticut, New York, California. And those are exactly the States that inequality falls in. This is like a recent paper, I finished where we basically, you know, advertise it, it's that economist couldn't really look at unions before 1973, because the census Bureau never asked it. So what we did in this paper is we found old Gallup polls. Suresh Naidu (19m 57s): So it turns out Gallup was always asking, are you a union member? In all of it's poll's back to 1936. So you could put all these Gallup surveys together and actually measure, who is in a union all the way back to like 1936. And you can kind of show like, you know, that people that are joining unions in the thirties and forties are much lower education than non-union members. They're much more likely to be black than non-union members. And so like that pressure of increasing union density for low wage workers, just did a huge lift in kind of creating this 1950s and 1960s period of relative equality. Joel (20m 37s): And I'm curious, CRS your take on, we talk about the gig economy quite a bit, and logic would say, Hey, if there are more gigs available, more opportunities to make more money, more competition, to pay people more. So, you know, my driving for Lyft or my driving for Uber while I get paid more here so then my wages go up. We're seeing, you know, cases out in California where they want to treat gig workers as employees. So that throws a whole different mix into what's going on. Are you pro gig economy, anti how does this play into the whole equality? Suresh Naidu (21m 10s): Yeah, so, I mean, we should recognize that it's like, a lot of these platforms are not, you know, it's like they take something off the tail, right? So there's like a 20% like claw on top of every transaction and the gig economy, that's going to the platform. And we should ask, like, how did they pick that number? And they picked that number because they are the sole platform providing that service of matching. And so that gives them a fair amount of market power, Vis-à-vis, both like say the drivers and the customers. And you can kind of see this by looking at it. This is like strange, but like ride Austin is like a ride sharing company that was like a nonprofit that basically just charged like a fixed a dollar per ride. Suresh Naidu (21m 51s): That is what they took. Yeah. And so it's interesting that that could work pretty well, and it didn't necessarily require, you know, and could offer a pretty good deal for customers without requiring taking so much off the top. I am suspicious of platforms that sort of, advertise themselves as like, we're just an algorithm, because if you are just an algorithm then nothing, then why you're taking this 20% off the top of why not just like, let anybody enter with their own algorithm. Joel (22m 22s): Can anybody? I mean, you're basically saying that Lyft and Uber are racket. Suresh Naidu (22m 26s): If they were just the software company, it would be very easy to like it, you know, to open source their software. And so they're trying to claim that they're like just a software company, but in fact, they're actually employing drivers and you can kind of see it and, you know, it's coming up in this prop 22, you can see it in just the descriptions of the tasks of what they ask from drivers. If you like saw that in any employment contract, you would think that's an employment contract, but because it's like mediated through the app, Uber kind of gets to put itself at arms length and say, no, we're like just, you know, we're just a platform. Joel (23m 0s): So the other defense on that I'm hearing is basically franchising drivers. And there's a great Planet Money. I don't know, if you listen to that podcast or not, where they actually interview a truck driver. And she goes through the whole education of being a truck driver and then at the end, they say, do you want to be an employee? Or do you want to sort of be a franchise and have your own truck? And they sort of steer her into the franchise model. Of course, she wakes up and says, I'm getting more bills from the company. I'm in debt. And eventually she just, she drove the truck back to where she got it and left the keys in the car and left. Is that kind of where the gig economy is going? Suresh Naidu (23m 40s): I think so. I think that is a good, I mean, there's a good book called the, the Secret Life of Groceries that sort also talks about the trucking industry is just kind of this, this hot mess of putting people into these debt contracts and says you're an independent contractor and then forces them to bear all of the risks of the job. You kind of see it with around the response to COVID. I mean, in talking to people, you sort of see like people that were actually employees could get on UI much more easily had employers that help them with UI while the people that were on like franchising models were just like, you know, just nothing and even had a hard time getting UI. Suresh Naidu (24m 20s): And so we're lucky that they actually like during the pandemic unemployment assistance, like did cover gig workers, but note that no platform paid into payroll paid any payroll taxes to pay into that. So like if you are going to have your workers have the benefits of unemployment insurance, for example, then you gotta be paying the payroll tax. Chad (24m 45s): So back to monopsony real quick. I mean, because you talk about a monopsony tax where individuals are actually getting paid lower wages and the company keeps the, let's just say, it's pre-taxed, they just keep it. The individual still gets taxed, but, and they're getting paid the lower wages that company doesn't have to, obviously, if you're an Amazon, you're not paying taxes. So we start to see that the eroding of infrastructure of public schools, of all this that we have that government pays for, because monopsonies happening. Can you explain that a little bit better? Suresh Naidu (25m 24s): A bit of background there. So one is that I don't know and I think we don't know as whether or not monopsony itself has increased over time. I think there's like, but I think what has happened is that a lot of the countervailing institutions that restrained monopsony. Think unions, but also think things like internal labor markets, the fact that you used to have, like your janitors in-house and now you've outsourced them. You know, I think they're, you know, other things about like employers being much more willing to like differentiate wages between high skilled and low-skilled workers. A bunch of these other things have happened that made the monopsony power that was in the background now becomes more used. Suresh Naidu (26m 8s): And so it might be before, you know, there was, you always had some monopsony power, but you weren't really quite able to use it, or you didn't have the incentives to use it. But then as these other countervailing forces have diminished, now you're kind of able to see, now monopsony is kind of the thing that's operating in a way that it wasn't before. And so let me give you an example of that is now that you can employ a lot more of your, you can surveil your workers a lot better. So it used to be like in order to keep your workers from stealing from you, for example, let's imagine that you pay them a higher wage so that if they quit, if you know, so that if you caught them shirking or stealing, you would just fire them. Suresh Naidu (26m 50s): And the fear of being fired would be enough to like deter employer slack, workers slacking off. But then as you get better at surveillance and you put in more electronic cameras in your shop and just monitor your workers on closed circuit television all the time, you don't need to pay them that higher wage in order to make sure that when you catch them, they're like afraid of being fired. You can now just catch them, much more easily. And so that means that you don't, you know, now you don't pay that what we call that an efficiency wage. You don't pay that anymore. So now you're much more just worried about their propensity to quit or leave in response to like your wage. And so now monospony becomes the binding constraint, as we say, in economics. Joel (27m 35s): Well, Suresh, we know you're a busy guy. We greatly appreciate your time. We need to have you come back on because I got about 50 questions that have gone unanswered. So if you can come back sometime, we'd certainly love it. But for those, for those listeners out there who want to know, want to know more about you and your research, where would you send them? Suresh Naidu (27m 55s): You can go to my website, which is santafe.edu/snaidu/, or you can find me on Twitter. It says probably a better place to get into Joel (28m 6s): Yeah. For our, for our audience. That one's easier. Suresh. We appreciate it, man. And Chad, We out. Suresh Naidu (28m 13s): Thank you so much. Chad (28m 14s): We out. OUTRO (28m 14s): Thank you for listen to podcasts with Chad and Cheese. Brilliant! They talk about recruiting. They talk about technology, but most of all, they talk about nothing. Anyhoo, be sure to subscribe today on iTunes, Spotify, Google Play, or wherever you listen to your podcasts. We out.

Gas, grass, or ass—nobody listens for free. The boys are back with: Workday gobbling up Paradox (don’t call it a chatbot, Karen) Employ’s latest round of CEO musical chairs (spoiler: Cox is out, Dara’s in) Dayforce going private with Toma Bravo (because nothing says innovation like private equity “restructuring”) Zuck’s AI babysitters gone wild (romantic convos with kids, medical advice straight from a fever dream, what could possibly go wrong?) Plus: Cracker Barrel logos, fantasy football team names that suck, and Travis Kelce proving you can literally  marry more money in five minutes than you can earn in a lifetime. 1,500 episodes in, and somehow the world’s even dumber than when we started. Strap in. PODCAST TRANSCRIPTION Joel Cheesman (00:34.03) Gas, grass or ass. No one listens for free. Hi kids. It's the Chad and cheese podcast. I'm your cohost Joel wannabe dictator cheeseman. The Chad (00:44.357) This is Chad, biscuits and gravy so long. Joel Cheesman (00:47.766) And on this episode, Paradox sells, Employee CEO bails, and Zuck should just go straight to hell. Let's do this. The Chad (01:00.923) Oh shit. So, yeah, 1,500 episodes. That's what's up. I mean, we're past that now and usually we don't talk about how many episodes we do, but I saw that. went into, yeah, yeah. I went into our hosting platform and I just noticed like the amount of, and I'm like, shit, we just hit 1,500. So why not? Let's go ahead and celebrate that, especially listeners wise because. Joel Cheesman (01:01.91) What's up, dude? Joel Cheesman (01:13.1) like Fight Club. The Chad (01:27.771) They're the ones that make this shit happen. So thanks listeners for giving us to 1500. Good luck on the next 1500. Joel Cheesman (01:33.454) Thanks listeners. I feel like we should actually be apologizing to the listeners for 1500 episodes, especially, especially you've been with us all those 1500 episodes. Shock shockingly, we haven't achieved world peace or cured cancer after 1500 episodes. Pretty, pretty crazy. In fact, the world may be even crazier than when we started. Trump is still in office somehow from when we first started, but are you getting, how do you feel in Europe? The Chad (01:40.235) Hahaha The Chad (01:44.614) They're masochists. They love this shit. The Chad (01:49.531) Damn it. The Chad (01:57.546) Yes. Joel Cheesman (02:02.05) Are you guys similarly anxious and is the news as dire as it is over here as crazy? The Chad (02:08.475) I don't know because I'm not there, but I but but I do know that everybody wants to know what I think because I'm an American. Right. And and it's fairly simple. I think it's fucked up. Why do you think I'm here? Right. Kind of kind of the part. But yeah, I mean, crazy shit. mean, first off, what the actual fuck is going on with Cracker Barrel? I mean, you've got the president of the United States who's weighing in. Joel Cheesman (02:10.331) huh. Joel Cheesman (02:27.874) Yeah, let's. The Chad (02:36.569) on a fucking logo. I mean, what's the big deal? It sounds like it's big news. I really don't know much about it. It just seemed like a what the actual fuck moment to me. Joel Cheesman (02:36.765) huh. Joel Cheesman (02:42.2) Yeah, the... Yeah, the therapist is in. We have by far the most interventionist president with corporate affairs that we've probably ever had. Well, aside from the golden whatever vote with Nippon Steel, you've got taken 10 % of Intel. By the way, Trump tweeted out or truth out, The Chad (02:47.808) Hahaha! The Chad (02:57.753) Logos? Joel Cheesman (03:12.078) That Intel CEO should be fired. And then a week later he's got, you know, the government has 10 % of the company. Like you think that doesn't have any sort of connection. Uh, so, so is Trump going to start like threatening CEOs and then getting a piece of the company, uh, in return? It's just, it's. It's it's fascism. I think it's Benito Mussolini, uh, territory, but let's get back to, Cracker Barrel, which, which I know you frequent all the time, Chad, uh, the biscuits and gravy, which. The Chad (03:21.039) Mm-hmm. The Chad (03:35.355) Yeah. The Chad (03:39.323) It's been a while. It's been a while. Joel Cheesman (03:41.824) In your, in your current state of slight hangover probably sounds pretty good right now, actually. Yeah. logos are a funny thing. sometimes people have emotional connections to logos. you know, if Nike got rid of the swoosh tomorrow or turned it into, I don't know, an Apple Jack, would you, would you be mad? Clearly there's an emotional connection that people have with Cracker Barrel as, as well as I eat. haven't been to Cracker Barrel in like 10 plus years. The Chad (03:45.237) it sounds delicious, yes. The Chad (04:11.693) yeah. Joel Cheesman (04:11.734) So I feel like I'm probably not the demographic. I feel like they probably want to look younger and hipper because their audience or demographic is largely fading from this earth. So I get the business sense of it. are younger. I mean, but to turn into Panera, I don't know if that was the way to go. I probably would have found some way graphically to keep the barrel. The Chad (04:20.367) Yeah, makes sense. Joel Cheesman (04:38.08) or uncle Herschel, I think that's his name, uncle Herschel, something that would at least connect people to the, to the original one. but Trump, a bad logo is a bad logo. Yeah. I mean, the, thing is these companies pay so much money to rebrand. They didn't just rebrand the logo. All their restaurants are getting a makeover. They're all, they're all turning into Chipotle basically. so The Chad (04:44.379) Yeah. A bad logo is a bad logo. Who gives a fuck? The Chad (04:56.421) Yeah. Joel Cheesman (05:06.862) They made a decision, the people spoke and they back down. Um, but I don't know if it's going to change their, uh, their lot in life. It's still a shitty, it's still kind of a slowing business. It's not growing. Um, they've they're in every place they can possibly be there at every exit that they could possibly be in. Unless they turn into McDonald's. So I. A lot of these restaurants are going to fade like the Outbacks, the Applebee's, they're all, they're all racing to the bottom. The Chad (05:39.963) Don't get rid of Bob Evans, come on. Joel Cheesman (05:42.178) Yeah, as soon as the boomers go away, I don't know if they have an audience. I don't know if they have a consumer. The Chad (05:44.615) that's a point. Yeah. Well, I mean, we grew up and this is the thing that gets me because living here in Portugal, there are family restaurants all over the place. They are everywhere. We don't have chains. In my little village, we have more restaurants here than we have in Columbus, Indiana. And Columbus, Indiana is probably 10 times the size of this place. But this place has more restaurants and they're all family owned. Joel Cheesman (06:01.646) Mm-hmm. The Chad (06:11.867) restaurants, right? And I remember growing up and going to Mansfield Diner, right? Mansfield restaurant. And a family owned, it's a family restaurant. And we just don't have those in the US anymore. Everything's fucking free to try. Everything's fast food. Everything's overly processed. I mean, it's just, it's just so weird. Joel Cheesman (06:12.014) Mm-hmm. Joel Cheesman (06:21.944) Mm-hmm. Joel Cheesman (06:26.168) Yeah. Joel Cheesman (06:32.492) Yeah. And it's really hard when like, you imagine, automation at Cracker Barrel? Like that would really blow people's minds up. So, so they're in a position where they can't go kiosk. They can't go like robots bring in your, your iced tea. They're stuck. They're stuck with people, man. They are stuck. Yep. Uncle Herschel is on the payroll for eternity. so I, I get it, man. It's, it's not a stock I would buy. The Chad (06:40.873) Jesus. The Chad (06:47.56) Unless they look like Uncle Hershel. Unless they look like Uncle Hershel. Ha ha! Joel Cheesman (07:00.664) Not like we give stock advice on this, on this show, but damn, got some big red meat speaking of fast food. Let's get to some shout outs. Shall we. The Chad (07:02.543) Yeah. The Chad (07:10.521) Yes. It certainly is. it. Joel Cheesman (07:12.92) Sponsored by our friends at Kiora, by the way. That's text recruiting made simple and affordable. Thanks, Kiora. The Chad (07:18.383) made simple and sexy. Have you seen those guys? ooh. Anyway, my shout out, don't say it, my shout out goes to AI crash and burn. You've been waiting for it, kids. You've all wanted it. You want to see this AI thing crash and burn. Well, guess what? An MIT study titled, quote, the Gen AI Divide, State of AI in Business 2025. finds that 95 % of generative AI pilot programs fail to deliver any measurable return or investment or move beyond limited testing phases. Only about 5 % achieve what's deemed rapid revenue acceleration. So what's the problem here? Simple answer, kids. It's the fucking humans. Poor integration. So AI tools. Often don't mesh with existing workflows. Yeah, no shit. AI should be working to enhance workflows. It shouldn't be an additional step and or layer. Right. So we've got these idiots that are trying to jam AI into the process. Build versus buy imbalance. One of the things that drove me crazy working with CTOs in I mean, every company that I've worked with, they always think that they can build things better. Right. Joel Cheesman (08:34.83) Mm-hmm. The Chad (08:37.581) And many times they fucking can't, right? And that's what's happening in many cases. These companies are trying to actually build it in-house. Stop trying to build that shit in-house. Go to a vendor who has an expertise in this. then again, none of this is an AI problem. It's a human problem because we're all wanting instant gratification instead of analyzing workflows, re-engineering them with AI. So just take a beat, relax. Joel Cheesman (08:40.44) Sure. Joel Cheesman (08:58.018) Mm-hmm. The Chad (09:07.339) Bring in some fucking experts for God's sakes and shout out to all those vendors out there who should be using this MIT report to their advantage This is not your disadvantage stupid humans get in there fix it for them. Shout out to AI vendors Joel Cheesman (09:23.182) humans, I'll tell you. And I've seen articles about a great shortage in people who understand AI, not just on the development side, but on the usage side. And that's a huge, huge divide from where we are today. doesn't spread. You talk about CTOs. One there, they have a little bit of a God complex. Let's be honest. I mean, for 20 years, they like, they were the magicians that like popped out websites out of their ass and people were amazed. And now. The Chad (09:25.595) Stupid humans. The Chad (09:33.029) Yeah? yeah. The Chad (09:48.41) yeah. Joel Cheesman (09:52.642) they're getting replaced by stuff that does coding better than them. So I get, I get the whole pride thing. I can do it. Like don't fire me. I can do all this stuff. And then shocker shocker. they can't, they can't, but you know, you know who can chat. let me set this up. My, my dad used to tell me, son, you can marry more money in five minutes than you can make in a lifetime, which brings me my shout out. The Chad (10:06.075) It's always been a thing. Who? Joel Cheesman (10:21.454) Forgive me for my jaded impression of love, but Travis Kelsey gets my shout out this week. The Cleveland native has made good by proposing to Taylor Swift. Talk about money. Kelsey's no slouch. He's worth apparently around $90 million. Not bad. Not bad for a kid from Cleveland Heights, Cleveland Heights and Cincinnati grad. The Chad (10:26.235) There we go. The Chad (10:44.565) change for Taylor. Joel Cheesman (10:49.762) However, Taylor is worth around $1.6 billion, according, according to some, some reports. So the guy is definitely marrying up, the only celebrity couple, with worth more care to take a guess, care to take a guess. Jay Z and Beyonce. So he's now in Jay Z and Beyonce, territory. Look, it's. The Chad (11:02.127) Yes. The Chad (11:08.411) no, who? Who could it be? good fucking po- yeah, good co- Joel Cheesman (11:18.414) It's fair to say that, uh, Travis will be able to afford the meatloaf at Cracker Barrel whenever he wants for the rest of his life. Shout out to Travis Kelsey. By the way, he is now undraftable in fantasy. Like I am not touching him with the, with the engagement and the news and the hoopla. Like stay away if you're a fantasy draft drafter this week. Just me, just me. The Chad (11:29.016) and more mass caddies. The Chad (11:46.277) Just you. Well, maybe not marriage, but it feels like marriage when you get free stuff. Joel Cheesman (11:54.208) Everybody loves the free stuff, Chad. They love the free stuff. The Chad (11:57.49) and The Chad (12:01.957) So this week we're actually going to announce the fantasy football owners, right? So we've got 12 slots. You and I are take two of those. take two of those. Dave Stiefel won last year. He's coming back. So he's coming back. That's one. They always have a returning champ. And then we have nine more. Now who, who are they? are they? Let me know. Yeah. Joel Cheesman (12:19.468) Mm-hmm. Yep. I got them. I got them. I got I got the players and I got their team name. And I got to tell you, Chad, the quality of the team names are a little bit depressing. They're they're they lack. They lack in and in. So okay, here are our players and their team names and you tell me what you think of them. Okay, we got David. His is Olivia's pool, which you had last year. It's fine. He won. The Chad (12:45.53) Okay. The Chad (12:51.439) Yeah, get it. Joel Cheesman (12:52.032) Use the same name. you, you went with Lavery's legends, which I think is a fantastic homage, to our friend, Matt Lavery. went with shut the front should door Cleveland, should or Sanders. Okay. But now it goes, it goes south from there. Okay. Well, William Carrington, who is the factory fix, person, whatever his name is factory fix. Yeah. The Chad (12:55.579) Yes. Thank you. The Chad (13:07.108) Okay. The Chad (13:13.391) He'd better represent. Come on. Come on. Joel Cheesman (13:17.74) No creativity. Mike Schaefer gave us a guy whose name is factory fix. Okay. after him, got Courtney Nappo, is Malone touchdown solutions. Okay. Jada Weiler mascot maniacs, a little generic for my taste. Jason Putnam, Jason Putnam's grid iron, which I'm pretty sure is just Yahoo's default name, that he kept. that's, that's super lame. Jeremy Roberts. The Chad (13:23.163) Come on. The Chad (13:44.187) Probably, yeah. Joel Cheesman (13:48.024) Just Jeremy. Yeah, just Jeremy. The just isn't there. It's Jeremy, okay? Just Jeremy would have been better. Megan Rattigan, I thought she was gonna bring the heat. Megan brings the heat. Smooth route Megan. okay, not bad, not bad. Mackenzie Maitland, which has tons of potential. Mad Dog Maitland, whatever. Ice Run Mackenzie, I don't know. The Chad (13:54.885) Jeremy. The Chad (14:00.825) Yes. Yeah. The Chad (14:07.675) Yeah, okay. Yeah. yeah. yeah. I kinda like that one. I kinda like that one. Yeah? Yeah? Hmm. Joel Cheesman (14:17.758) ginger Dodds are friends from shaker. You know, we travel on shaker, so it's gotta, gotta be hot. So, drop dead ginger. Not bad. All right. Not bad. The Chad (14:25.243) I like it. like it. Yes. Joel Cheesman (14:28.918) Now, the highest hopes I had was for one, Stephen McGrath. Joel Cheesman (14:44.172) I'm very hopeful that he can exercise the ghosts of Adam Gordon and his just anemic fantasy football play. So Steven McGrath out of the gate disappoints on the name. His, his name is Stevens play action. All right. Let me help you get help. Let me help you guys out. Okay. There's this thing called AI just so I put in, I put an AI said, me some good fantasy football names for a guy from Scotland. It came up with, okay. So it came up with Haggis, Hudders, not bad. It came up with, we came with Glasgow grid iron gladiators. Not bad. And my favorite was the tartan touchdowns. I liked that tartan touchdowns. The Chad (15:04.9) Huh. The Chad (15:13.087) huh. Yes. The Chad (15:18.747) like that, like that. The Chad (15:28.859) nothing like a tartan touchdown. Joel Cheesman (15:31.599) It's it's a little meta. It's a little cool. The flows nicely. So guys, if you're listening and you're playing fantasy, congratulations, go work on your name. Switch it up draft day. want good names in there. If you need AI help have it, but, uh, I'm excited for fantasy draft is the second, I believe I'll send out notes, but, uh, we should have draft grades for our next podcast. And then we're off to the races. Then we're off to the races. The Chad (15:57.093) Can't wait, can't wait. Yeah, so thanks again, Factory Fix for sponsoring this year. Can't wait to kick some Factory Fix ass, to be quite frank. And while we do that, we're still giving away free stuff. We're giving away whiskey, two bottles of whiskey from those talent tech experts over at Van Hack. They're up north as well. Bourbon barrel aged syrup from our friends over at Kiaora, those sexy kids. Joel Cheesman (16:11.0) Yeah, we are. The Chad (16:26.503) sexy kids see Bradley shirtless I can only anyway, t shirts. yeah. I want to see I want to see that on LinkedIn t shirts from our friends over at Aaron app, you know, you know, you want to they feel good wrapped in a hug from Chad and cheese. craft beer from the data geeks over at Aspen Tech Labs, you want data you want? I don't know you might want some jobs you might want some scraping. Joel Cheesman (16:30.594) He's in the birthday list, so don't tempt him with a good time. All right, keep going, keep going. The Chad (16:55.823) You go to Aspen Tech Labs. And if it's your birthday, yeah, no shit, dude. Yeah. Go get some fucking Aspen Tech Labs for God's sakes. And get some rum with plum if it's your birthday, Go to ChadCheese.com slash free and register. Joel Cheesman (16:57.614) Well, the government's not helping you with real data anymore, so call Aspen Tech if you want some real shit. The Chad (17:15.629) Mm-hmm. Yeah. Joel Cheesman (17:19.122) All right. Another trip around the sun for Sean Kelleher Tracy Cole, Bradley Clark, who you just mentioned. we expect that topless pick any day now. Andrea Wade, Genevieve Davis, Katie Erdman, Birch Faber, Elisa Abner, Tashwer, Laurie Trompeter, Funky Cold, Medina Medeiros and Trisha Lannan. Did I say that right? It's don't call her Lenane cause they'll be held to pay. It's Trisha. The Chad (17:30.373) There we go. The Chad (17:34.011) Search. The Chad (17:45.915) Don't call her what name. Joel Cheesman (17:50.638) Lannan. Happy birthday, everybody. If you didn't get picked for fantasy, a lot of people signed up. The first year we had to beg people. This year was like a flood of folks that wanted to play. So I think around 60 or 70 folks signed up. So if you didn't get picked, come back next year and you'll get another chance to play. Otherwise, you go. The Chad (18:05.179) fucking awesome. The Chad (18:10.255) Take a beat, take a beat. Then we have events, events. We've got a chicken cock in Louisville. Looks like October 13th, who we're doing that with Havas people. We'll have more about this. This is still well over a month away. Wreckfest in Nashville, October 15th and 16th. And we've got a party at Redneck Riviera the night of the 15th brought to you by. Joel Cheesman (18:20.046) 13. Joel Cheesman (18:34.892) Woohoo! The Chad (18:37.515) Yeah, brought to by Havas people and those crazy video kids over at JobPixel. Omar is like, hey, make sure you get JobPixel's name in there more. I'm like, Omar, we say JobPixel enough, okay? So there's some JobPixel. Anyway, that's where we're going to be in October, kids. Joel Cheesman (18:54.094) you Joel Cheesman (18:58.19) And that's events again, sponsored by our friends at Shaker recruitment marking. dude, we have some red meat for the listeners today. Let's get to our topic, shall we? The Chad (19:02.423) shaker. Joel Cheesman (19:16.778) All right. What, what story could we possibly start off with this week? If you're watching on a YouTube, know, work day is acquiring Chad and she sponsor and BFFs paradox. Don't call them a chat bot. It's a conversational AI to simplify the job application process, particularly for high volume hiring. In case you missed it, this acquisition. The Chad (19:17.53) Woo! The Chad (19:37.339) Mm. Joel Cheesman (19:42.241) Along with the recent acquisition of flow wise will enhance workdays, talent acquisition suite and aims to help companies attract, engage and retain talented transaction is expected to close by October 31st. That's Halloween kids, by the way of this year. Terms were not disclosed, Chad. I suspect you have a thought or two on what went down, what you got. The Chad (19:59.163) Trick or treat. The Chad (20:05.477) Big congrats to the team over Paradox and Workday. I mean, this is a baller move from Workday as they're facing class action mobility case. They double down on AI with Paradox. Ballsy, yes, but also smart because every conversation we've ever had with the Paradox team always ends with their focus on technology, facilitating tasks, not hiring decisions, right? Their focus. This also sends a message to the market. Workday is pretty much saying, hey, AI is here and there's no putting the toothpaste back in the fucking tube. So guess what? We're all in. After Smart Recruiter's acquisition announcement, we talked about two of their pivotal moments, right? Their dominoes moments and their Apple moment. And I believe those stories and how they delivered those stories were big reasons why they were required. Story is incredibly important and I would say that only paradox has a better story is a better better storyteller in our space. You go to their website or better yet go to YouTube. What do you see their clients telling their personal stories that include go figure paradox. If you go to rec fest one presentation that always is standing room only. Yep it's a paradox presentation. Why. Joel Cheesman (21:27.416) Fill the house. The Chad (21:31.163) because their clients tell the story, not Aaron, not Adam, not Jay-Z, their clients, right? So if you're a founder and or CEO, you have to understand that you're not the main character. You're a supporting character, right? Vision this, strategy that, blah, blah, fucking blah, right? TA and HR people don't wanna hear from you. They wanna hear from their peers that are using your platform. That's where you get in there. And that's where paradox has knocked this out of the fucking park. Paradox gets it, which is why their clients are the story. Yes, the tech matters. No question. But the story and more importantly, who tells the story matters even more. as we see, like smart recruiters do what they did with their storytelling. And really, mean, Rebecca came in February. They made an announcement that they're Trash and everything and they're going, you no more roadmap. They're going in a different direction. Six months later, acquisition, right? And then you take a look at Paradox. They've just been doing business right for a very long time. And I definitely attribute it to having great tech people, great engineers, but you can have all of those things. If you don't tell the story and you don't have the right people telling the story, guess what? Doesn't fucking matter. Doesn't fucking matter. Joel Cheesman (23:03.342) I love that you went went to stories. All the management at Paradox, I believe, is a Gen X. Jay-Z is a little young, by and large, a lot of Xers. And just like you and I, Chad, they grew up listening to a little Kenny Rogers, who taught us know when to hold them and know when to fold them. And I think there's a really interesting history lesson in here that's worth telling. The Chad (23:13.586) yeah. The Chad (23:22.299) You The Chad (23:27.067) Mm-hmm. The Chad (23:31.181) Joel Cheesman (23:31.897) Cause I can't believe this is 20 years old now, but a lot of people don't remember jobbing. Jobbing in 05, 06, 07 was a high flyer in our industry. They were arguably a top five job board for sure. And this was in the days when hot jobs was still around. they, they blew it up at shurm. They raised a bunch of money at the time they were on, they were on track. had their name on a sports arena. The Chad (23:34.991) Yeah. The Chad (23:57.445) Yeah. Joel Cheesman (23:57.741) They were on their, they're on their way to, crushing it and being a major player in the business. Their model was. Boots on the ground, local markets, people that you knew taking to the games, taking it to lunch, et cetera. They were sort of like the newspaper. They had someone in all these markets and that was, that was their model. They were hit with a double whammy. Great recession plus indeed. And it, it. It was a gut punch that they never really came back from. had to shut down offices. They had to sort of go indeed on it, put some backfill, so like go, go more indeed. And they couldn't out deed indeed, right? The cover band is never as good as the actual band. And through that period, Aaron founder, I think learned a ton, right? And, and success is only getting up one more time than you fall and. The Chad (24:49.613) yeah. Joel Cheesman (24:54.796) The dude is a picture of grit, determination, could have sold it, could have packed it up. He didn't. And I remember in 16, I think I was at a Shurm event, which when they launched Paradox, I think it was just Olivia. I don't know if they had Paradox at the time. They had bought recruiting.com from the Jobster folks, which they also bought that portion. So there's a long history there that Aaron learned from. The Chad (25:11.744) Mm-hmm. Yeah. Yeah. Joel Cheesman (25:23.81) But I think that he learned a lesson and I think they all did because they remembered in that you have to know when it's a good time, when is the timing right to sort of like say goodbye. And I really think that they see the agentic future. They see a geopolitical and employment arena that is just kind of weird. So you have a decision of like, The Chad (25:37.307) Mm-hmm. Joel Cheesman (25:52.761) We're 10 years into this, our investors took a risk. By the way, a lot of their investors were jobbing investors that took another swing on this. So it's like 10 years into this, know we can sell for a good amount of money, or we can try to go through the storm and see where we come out on the other side. I think they picked the right time to sell. think that when we look back on this, we're going to go, man, they timed that really, really well. The Chad (26:12.059) Mm-hmm. Joel Cheesman (26:20.142) And, I think smart recruiters timed it really, really well also. And I'm guessing there are a lot of other people of their ilk who are trying to time it really, really well, because the companies that can buy these businesses are dwindling the IPO windows. Eh, I don't know. Raising more money. I don't know. Private equity is your next stop. And we all know what happens when private equity comes to town. So I think this is a great. The Chad (26:36.259) Yep. Joel Cheesman (26:49.454) It's history lesson, a great story around timing, building a great business, fantastic people, great tech. They told a good story as you talked about. They built bridges with the community, which a lot of these startups don't do. Let's be honest. A lot of them could give a shit about who you and I are or who LOROC is or anybody. So they covered all the bases. I think a lot of that was learning from jobbing, but I agree like super happy for all of them. The Chad (27:03.323) Yes. The Chad (27:09.851) Yeah. Yeah. Joel Cheesman (27:18.894) Now there's another side of the coin and that's Workday. You love the move? Say more. The Chad (27:24.463) Yeah. yeah, no, I do. I do love the move. mean, because they had everybody knows that their recruiting module is really just gift with purchase is really what it is. It's something that's there that a CIO buys the platform. Right. And like, well, we get this. We get this recruiting module for free. But that's always been a piece of shit. this is going to upgrade them dramatically. And I think they have like around 11,000 customers. So now the customers are actually going to have a platform that works, right? Works. It's not something that recruiters hate going into and using. It's gonna be something that again, if you're doing AI right, which I talked about in my shout out, it's going to enhance. It's your effectiveness, right? And it's going to do the little things that you need it to do as opposed to you having to do all that admin bullshit. So, yeah, I think I think this is incredibly smart from from Workday. They are having some issues now in the courts with Mowgli. Those are those are AI decision making issues. I don't think paradox is going to be a problem here. I don't think that's going to be a problem at all. Yeah. So what do you think? Joel Cheesman (28:49.038) I love that we're seeing so many big swings in the industry, whether it's Indeed, whether it's SAP and Smart Recruiters. To Workday's credit, big swing time. That's either going to pay off big or we're going to look back and go, oh shit, they made the wrong moves. Their stock is still down 8 % year to date. It's been in the doldrums for a while. The legal stuff doesn't help. From roughly 2021 to 2024, Workday made zero acquisitions. was status quo, keep it as it is. And while they were doing that, the whole world was changing and new flowers were blossoming all over the landscape. 2024, someone said, let's step on the gas. They bought Hired Score, Evasort, Flowwise, and now Paradox. These are all AI plays. The Chad (29:25.573) Yeah. Joel Cheesman (29:48.747) SAP was not an ATS buy, it was an AI buy. Everything that I just mentioned for Workday is an AI buy. So everyone is putting all their cards in this game on AI. I think it's a right move. We'll see. I also think it's interesting that Workday is starting to go downstream. They launched Workday Go a couple of weeks ago or maybe a month ago. The Chad (29:52.047) Mm. Joel Cheesman (30:13.646) targeting SMBs, whoever thought Workday would have a product targeting SMBs? Well, Paradox lets them do that. Paradox, think is a fantastic, fantastic tech for small businesses and they haven't unleashed that yet because they're a startup. If Workday can turn the key and scale that thing up with small businesses, I think that is a huge opportunity. By the way, you listening, ZipRecruiter, because Workday and Paradox are coming for you. I'd be really worried about that. The Chad (30:15.289) Mm-hmm. Yeah. No. Yes. The Chad (30:38.523) Ha ha! Joel Cheesman (30:41.486) I love the big swing. I hope it works. Has Hired Score worked? I hear some people say yes. I hear some people maybe no. What happens to the brands and all this? Hired Score now goes to Workday. So your paradox.ai URL, that's likely going to go to Workday. When you take cultures, technology, businesses and put them into one brand, like there are challenges. We'll see if they can, they can handle it. I don't know how long a lot of the paradox people will stick around. I don't know how long the hired score people stuck around. I'm guessing a lot of the execs will be around for a year, but this is a long-term play and I think they are taking the right bets. And it'll be fun to talk about the evolution and where they go, where they go from here. Now I do think, the unicorn dance. that we've been talking about is going to get really interesting. I've already given a little bit of my two cents where the window for IPO acquisition, et cetera, is closing. If you're at eightfold, if you're at, you know, name it, what are you thinking today? The Chad (31:52.079) Yeah, well, mean, you've got two players off the table now, SAP and Workday. Will UKG, Oracle, ADP, and others build their own, or will they buy something? Dayforce has a new owner. Will they get into the game? What about Rippling, Deal, Upwork, and the other EOR companies? I mean, they're moving up funnel towards staffing. They're going to need recruitment tech, right? So I still think there's a ton of opportunity that's out there. But there are so many players, iSimps, Greenhouse, you've got all the employee, know, Lever, Jazz, Jobvite, Beemery, Eightfold, Phenom, Gem, Fountain. mean, and so many. I think the ones that are really kind of screwed have just taken too much money. We've given Eightfold a lot of shit on this show for years and they've taken too much money. Joel Cheesman (32:30.666) Employ, we'll get to them. Joel Cheesman (32:42.19) Mm-hmm. The Chad (32:50.297) You know, they I don't know who's going to be able to afford them. I think you get you get organizations like a paradox, a fountain, a jam. You get those types of organizations that do something really, really well. And then they just knock the cover off the fucking ball. An eightfold is trying to do too much. Right. We talked about them opening the TAM way too far too fast. And I think those models and that. kind of vision and focus is really going to be, unfortunately, their demise. Focus disciplines the key, and I think that's what's going win the day. Joel Cheesman (33:29.442) Yeah. The big wild card to me is the IPO market. If rippling deal or somebody goes public and goes bonkers, you're going to see eightfold. You're going to see all these guys go public. if, if, if the first one out of the gate falls on its ass, it's bad for everybody else. It's bad sign for everybody else, but congratulations to work day and the paradox crew. Give us a, give us a quick break. And man, the, the train keeps humming with red meat. The Chad (33:48.549) Yeah. Hahaha Joel Cheesman (33:58.383) for the listeners. The Chad (33:59.442) yeah. Joel Cheesman (34:03.918) All right, you mentioned Jazz, Jobvite, like all those under one umbrella. Anyway, we barely knew Yee after taking the reins of employee, know, Jobvite, Jazz, HR, Lever, et cetera. Steve Cox is out. He's out as CEO. He posted a resignation letter on LinkedIn saying he'd say more about where he's going at a later time, leaving the, guess, The Chad (34:07.435) yeah, yeah. The Chad (34:18.299) Steve talks. Wow. Joel Cheesman (34:32.64) interim or ICO role to Dara Brenner, who was chief product officer at employee before this happened. Cox replaced Pete Lamson. You might remember who served as CEO for a whopping three years prior to him. Chad, your take on this tale of musical chairs. The Chad (34:36.187) Mm. The Chad (34:51.993) Yeah, well, it's my turn. Get that history lesson ready for history lesson. yeah. Joel Cheesman (34:55.982) I do love I do love a good history lesson chat. The Chad (35:03.595) So back in February of 2019, K1 invested over 200 million in rolling up jobvite, telemetry, rollpoint, and Canvas, right? Then in April of 2021, was created during another rollup with JazzHR and NextThing RPO. Then, Lever was acquired in August of 2022. So K1 made a bet back in 2019. buy all the toys and try to own all segments of the market with Enterprise ATS, mid-level and SMB ATS. That was a baller move. Unfortunately, rolling up that many companies, integrating all that tech, including point solutions, getting your sales and marketing teams on the same page and aligning your tech teams just for starters. That's a fucking mess, dude. That's a mess. So, I mean, you can imagine. managing all those fucking code bases and on the Steve side of the house, yeah, year and a half. Maybe because K1 doesn't like that employee feels like the antithesis of paradox or smart recruiters who feel young and nimble and vibrant employee feels old, slow and riddled with tech debt. Maybe we saw Rebecca Carr come in, make a big and bold change. Joel Cheesman (36:12.493) Mm-hmm. The Chad (36:26.395) almost overnight, right? Now, now the new CEO, or at least interim CEO, Dara Brenner, like Rebecca, she was the chief product officer, and she also has a great deal of experience in our space. The question is, will she have a dominoes and Apple moment like smart recruiters did? Will this unwieldy beast of a company become a cool new player? Joel Cheesman (36:35.256) Mm-hmm. The Chad (36:54.341) Will they be able to shed that old facade and start telling a new, more cool story? There's something here. K1 has a lot of money. They wanna offload this fucking thing, okay? There's gotta be big changes. hope, Dara, I hope you're listening, I hope you get that interim ripped off and you are the full CEO and you take this the exact same, maybe not the exact same way, but the same way that Rebecca did. Joel Cheesman (37:06.869) Mm-hmm. The Chad (37:23.547) And you knock this bitch out of the park Joel Cheesman (37:31.31) So Chen, don't share notes before the show and you stole a lot of my thunder on that. This is definitely a smart recruiters to electric Boogaloo moment for Dara. I hope she has Rebecca on speed dial. Do people still have speed dial? That's such a 20 year old thing. Anyway, you get what I'm saying. The Chad (37:41.455) Feels like it. Joel Cheesman (37:54.925) No one wants these jobs, man. Like if, when you hire someone from out of our space, it's like they come in and go, what in the hell is this shit? Like I'm used to marketing stuff or customer, like whatever it is, what something about HR tech is just toxic to people who aren't from our space. So yes, I think K1 looked at smart recruiters or at least where the trend was going and said, we need a product person. Dara was there. Look, a lot of these people don't want these jobs. I mean, she was in the office next door probably. Yes, she's, she's got the chops for sure. I've never met her or talked to her. If you're smart, uh, you'll come on the show like Rebecca did, uh, and good, good things happen. I, you say, you say you don't know if they have to, to follow the script. I think they do. I think the script is there. Like, look, bring in an industry person. The Chad (38:26.501) Yeah. She was a fucking UKG dude. Who needs who need right? Yeah. The Chad (38:40.187) Tell your story. Joel Cheesman (38:50.402) Your next, your next thing is hire people that know what the hell they're doing. And by the way, smart recruiters and paradox now that they're bought might have some people looking for new opportunities. If whoever's recruiting for employee needs to be on the phone with those folks and say, Hey, let's do it again over here. And we can, and here's how we're going to do it. They need to pump up the marketing. They need to get some heat. even if it's, you know, The Chad (38:57.925) Yes. Joel Cheesman (39:16.054) Not there yet. They need to tell the story. Like you said, what is our story? What is our vision? Smart recruiters followed through on that with the, with the change that they made. Employees do that too. They need to figure out the branding question that dude, it is. You go to each one of these companies and their LinkedIn profile stuff and insights. They are all a mess. Head count reduction. Like no one's hot. Like they are just. The Chad (39:31.261) fuck yeah. The Chad (39:40.165) Mm-hmm. Joel Cheesman (39:44.621) These are awful businesses. Now to me, it looks like every logo has like job bite by employee. Jazz HR by employee. Usually when you see buy something, means eventually it's going to become employee. So I have to imagine this will just be employee and all these technologies will come, come under that. Interestingly, I looked, I wanted to see who owned employee.com. It redirects to a LinkedIn profile of some guy named Slade Mishalak. The Chad (40:00.347) Good man. Joel Cheesman (40:14.926) Anyway, don't, but look, so I did some work for you. Either go pay Slade a bucket of cash or employee.tech is available for a pretty reasonable price. Like that's a pretty easy fix. Get all this technology and brands under one and eventually go make it easier on yourself. But I think the roadmap is there. The blueprint is there. Just follow up on the same thing. These are good. These are beloved brands. The Chad (40:22.107) Slayed. Joel Cheesman (40:42.638) lever beloved for a long time. Jobvite was the original sort of cool hip, uh, you know, when Finnegan was running the show. So there's stuff there, but it has become a mess. I agree with you. K1 wants to dump this thing or get rid of it. I think they've wanted to get rid of it for a long time. Uh, this is the plan. This is your 12 to 18 month plan. Now go do it. The Chad (41:04.792) I would say that you don't have to go to a Paradox or a Smart Recruiters. Those people are very high on life right now, and that's great, and they're not gonna wanna leave just yet, right? There are so many good people that are out there now, right, that you can pick. You just have to be able to get, you have to be able to understand the vision and the actual strategy that these companies put together. And don't get me wrong. Joel Cheesman (41:11.758) Mm-hmm. The Chad (41:32.589) Smart recruiters and paradox had had different, different visions, different types of companies, but they pulled off the same type of storytelling in big bold moves, right? They, did those things. You can do it. I mean, you can do it. I look forward to seeing that. Yeah. Well, yeah. And K1, if you're listening, just let Dara do her thing. Let Dara do her thing. Joel Cheesman (41:49.07) I think they have to. I think they have to at this point. If they don't, it's going to be chopped up and adios. Joel Cheesman (42:00.153) Okay, one. And from one evil private equity company to another, Toma Bravo, no relation to Johnny Bravo from what I know, is acquiring DayForce for $12.3 billion, including debt in a take private deal. The acquisition aims to accelerate DayForce's focus on, you guessed it, AI capabilities in human capital management. The Chad (42:02.203) Yeah. Ugh. Joel Cheesman (42:27.65) The deal, includes a minority investment from the Abu Dhabi investment authority is expected to close early next year. Dayforce CEO David Osip said going private would enable them to accelerate their focus on being a, you guessed it, AI leader in HCM. Chad, what is your take on the move? The Chad (42:48.699) I mean, this is such an interesting story because Ceridian has been around for 30 plus years. And Dayforce, which was acquired by Ceridian back in 2012, is now 17 years old. So it took 12 years, just last year, to kill off the Ceridian brand and move to Dayforce. It's interesting. So Asap, who is, I think it's John Asap, he's the CEO. Joel Cheesman (43:01.538) Mm-hmm. Joel Cheesman (43:07.756) Yeah. Joel Cheesman (43:15.896) Mm-hmm. The Chad (43:16.443) He's obviously very patient because he was the CEO and seller of Dayforce originally, right? And he became the CEO of Ceridian. Anyway, Tom Abramo is in the top 10 of PE firms. And as of July, 2023, the company had completed over 440 software deals. And as of 2020, that's five years ago, oversaw a portfolio of over 70 software companies. And as of June of this year, Joel Cheesman (43:23.16) Mm-hmm. Joel Cheesman (43:31.0) Yeah. The Chad (43:46.245) They report having 181 billion assets under management. So big question is why go private? Well, I mean, it is private equity, hence private. Plus, it feels like day force is going to have to pivot or rebuild or do some things that you really don't want to do in the public eye. Not to mention they enhance scrutiny that you get, the quarterly earnings calls, all that shit. when you're public, right? So if you want to, and Ceridian's done this before, they were public, they took it private, they're public again, they're gonna take it private. That's the perfect time going private for a reorg, for a rebuild, and then for what? For Tom Abrava to get a big paycheck at the end of it. That's what they wanna get. Joel Cheesman (44:40.974) I'll go you one better on the, the 2012 Chad day force actually traces its roots to control data corporation or CDC founded back in 1957. So yeah, you talk about an old home on the block. Uh, this thing has been around for a while, uh, culturally very, very old. Uh, look, the, the stock has been an absolute shit show, uh, since COVID, um, while other players that are so, so they, they The Chad (44:51.653) What the fuck? Joel Cheesman (45:10.41) Ever since COVID they've sucked. And while they've sucked, they've gotten to see new players, new sexy companies like Dippling, Rippling and Deal, crush it. it's like, we're this old house with old infrastructure. The pain is chipping. We need a new AC. The roof is falling apart. Like, shit. We can't repair this thing in the public markets. Let's shut it down. Put the big drape thing over the house. The Chad (45:17.691) Mm-hmm. The Chad (45:28.069) Demo, baby. The Chad (45:38.427) No! Joel Cheesman (45:39.087) And, and to me, this is going one of two ways either. really is going, we're getting the, the, the 18 construction group in here. We're going to like put on new, new stuff. We're going to add on. We're putting a pool in the backyard, whatever it is that they need to do to get this dog looking like it's, it's, it's ready for the, for the public markets. And then they go public and that may be spurred partly when rippling and deal and all those guys start going public. Cause there could be a little bit of a feeding frenzy. I do fear that they could go. into the house and be like, there are too many skeletons, too much, too much mold. got termites in the walls. Like let's just sell off the windows because they're in good shape. Let's throw out, you know, these certain parts and they're going to, they're going to career board or career builder and monster this thing. And, day force will be a footnote in the history of our industry. So I think it could go either way. I don't know as much about, Bravo. As, I do about K1 and Apollo and those guys. So I can't really tell what their history is, but I think it'd go either way. you think it'll be like a resurrection and Jesus is coming back and day forces is going to be the shit. I hope for them that that's the case, but private equity, story is we know Chad usually doesn't end very well, for the people that get acquired by the private equity folks. The Chad (46:47.692) Go try. The Chad (46:58.139) Yeah. Yeah. Good luck guys. Joel Cheesman (47:07.47) All right, guys, if you haven't subscribed to our audio channel from your favorite podcasting platform of choice, or if you want to see our beautiful faces, check us out on YouTube at youtube.com slash at Chad cheese. The Chad (47:10.477) What? Joel Cheesman (47:26.464) All right, Chad, your boy, Zuck is back up to his old tricks. Meta has paused hiring and it's AI division after bringing on over 50 researchers and engineers. The company says the pause is part of organizational planning and yearly budgeting and planning exercises. Uh-huh. But wait, there's more. Zuck goodness. A Reuters review of an internal Meta policy document reveals that the company's AI chat bots. have been permitted to engage in provocative behavior, including romantic conversations with children, generating false medical information, dough, creating content that demeans individuals based on protected characteristics. Metta refutes the report, Chad. Do you refute the report? Your thoughts. The Chad (48:14.555) I don't refute it. It's hit the hiring real quick. mean, Metta, they hired 50 new AI researchers that they poached from competitors for a lot of fucking money. They've split one organization into four different AI labs. Yeah, it's probably smart to just take a beat, take a breath, assess the talent that you have, build the teams and what their focus is going to be before you Joel Cheesman (48:26.158) Mm-hmm. The Chad (48:44.507) We, you know, start the the poaching frenzy, which they'll probably do here and there. On the chat bot side of the house. mean, let's face it. Mark Zuckerberg could give two fucks about you, your kids or any community. Right. It's all about the Benjamins. And after Cambridge Analytica, mean, nothing this asshole does should surprise us. And with less governmental restrictions, expect more of this. Joel Cheesman (48:47.436) Mm-hmm. Joel Cheesman (49:12.123) huh. The Chad (49:13.627) Porn is still a huge moneymaker and getting into porn like chat does nothing but increase engagement. Even if it's totally fucking repulsive, Zuck doesn't give a fuck about you or your kids. I mean, that's just what it is. And if you choose to use these platforms, again, it's your choice and that sucks. But this is what's happening. Joel Cheesman (49:19.342) Hmm. Joel Cheesman (49:30.53) Mm-hmm. The Chad (49:40.281) while this administration is still around, they're not gonna put any restrictions on you. We've heard that. They've actually admonished Europe for trying to put restrictions on AI. And this is just gonna be seen as another restriction. Yeah, it's bullshit. Joel Cheesman (49:44.398) Hmm. Joel Cheesman (49:58.703) By the way, did you see the story about the OnlyFans founder or CEO? He's, he's got like 700 million in dividends over the last three years. And just dividends, just free cashflow. They, they, they make like $24 million per employee. They only have 46 employees. anyway, totally different topic, but, talk. it's better than Apple. It's better than Google. It's better than Nvidia. Like it's insane. anyway, so. The Chad (50:02.212) No. The Chad (50:11.429) Jesus. The Chad (50:19.471) That's better than Craigslist. Jesus. Joel Cheesman (50:27.81) So the hiring thing, there's, there's a, there's a line in ghostbusters, where, they go, if, if, if someone asks you, if you're a God, you say, yes, I said this to accurate. If someone offers you a hundred million dollars, take it, take it that that doesn't come along every day. They were offering a hundred million dollars, allegedly, open AI claims this to. The Chad (50:50.874) Yeah. Joel Cheesman (50:55.534) potential AI employees to come in. That window is closed. I have to think that Zuck has been burned by the metaverse, action. You remember metaverse we're all going to live on headsets. they put a ton of money into that. They, they billions of dollars in, in R and D and their stock went to shit and everyone was mad at them. And I don't think Zuck wants to relive that. So The Chad (51:11.611) Mm-hmm. Joel Cheesman (51:21.75) I do think there is a potential undercurrent of AI and you talked about it the MIT thing. Sam Altman is talking about a bubble in AI. There's more and more anecdotal evidence that AI is not going to happen immediately. It may be like the dot com thing. It may start in 97, it may not actually hit till about three, four or five. So Zuck, I think, sees some of that and says, we need to like chill out, take a breath, get stuff. The Chad (51:42.971) Mm. Joel Cheesman (51:51.343) To speed, get our people up. So to me, this is little bit of a warning sign. I know it's a Facebook crazy, whatever the hell's going on there, but I do think it could be a little bit of a canary in the coal mine for what's going on with AI. Maybe these big companies are biting off more than they can chew and stuff isn't ready for what's happening. the chat bot thing, this is going to give me the second opportunity for a history lesson. So if you've seen the social network, the movie and I know, I know you have Chad. I can't believe that's like 15 years old now. Zucks Zuck started hot or not basically for Harvard. the D he has, he doesn't have that gene. He doesn't have that, like, this might be bad. so he launches it and to his credit, he's gotten not much more than a hand slap every time that he's done this. So whether it's depressing our kids, whether it's making, The Chad (52:20.161) yes. Joel Cheesman (52:47.724) minorities feel like shit. so I, like you, I'm not surprised at all that he's done this. I think it's like really crossed the line as you dig into the story, apparently they accepted standards that would let their chat bot write, quote, paragraph arguing that black people are dumber than white people. Like to me, that's a line even Zuckerberg, is too, is too like aware to cross, but apparently not. The Chad (52:54.139) Mm-mm. The Chad (53:16.496) Yeah. Joel Cheesman (53:16.622) Apparently there's no borders, no guard rails at all. And when the dude is behind Donald Trump at the inauguration speech, it tells me like, nothing's going to happen from a federal government standpoint to, to slap this guy anyway. anyway, loose. think you and I agree until one of these fuckers gets in an orange jumpsuit, nothing's going to change and our kids are going to suffer for it. Our, our, our dialogue is going to suffer for it. Just our humanity is going to suffer for it. The Chad (53:36.507) Yeah. Nope.

What happens when you mash up AI, a million hotel workers, and the fourth-largest restaurant chain in the world  (yes, that’s what Marriott technically is)? You get Tyler Weeks, Managing VP of Tech & Analytics at Marriott, trying to wrangle HR chaos that makes Outback Steakhouse look like NASA. We dig into: Why Ritz-Carlton still won’t take Joel’s reservation (seriously, Tyler, explain). How Marriott’s HR looks less like a corporation and more like the Little Rascals in a trench coat  trying to get a bank loan. Why AI doesn’t make rockstar recruiters better, but it does turn your B-team into something resembling the A-squad. The ROI fantasy math CFOs pretend to believe (“Sure, this software will save us a billion dollars… right after I sell you this bridge”). And yes—fake résumés, deepfakes, lazy applies, and how the ultimate fix is… wait for it… having candidates show up in person. Revolutionary. If you’ve ever wondered how to herd 9,000 hotels, 40 languages, and a tsunami of fake applicants into one semi-functional talent machine—this is the AI Frontline you don’t want to miss. PODCAST TRANSCRIPTION Joel Cheesman: All right, let's do this. We are The Chad and Cheese Podcast. I'm your co-host, Joel Cheesman. Joined as always, Chad Sowash is in the house, and this is the Sessions AI Frontline Series as we welcome Tyler Weeks, Managing VP of Technology, Analytics, and Research. Tyler, welcome again to HR's Most Dangerous Podcast. Chad Sowash: He's back. Tyler Weeks: I'm so excited. Joel Cheesman: So let's get down to business. Why won't the Ritz-Carlton take my reservations? Tyler Weeks: That's a good question. Joel Cheesman: All right, we'll circle back to that. For our viewers out there that don't know Tyler Weeks, give us the elevator pitch. Tyler Weeks: The elevator pitch. Well, what I can tell you is, so I work for Marriott International, and I've been with them about three years. And it is a scale of a problem like I've never tackled before. Chad Sowash: Talk about that. Tyler Weeks: It's a lot of fun. So we've got over 400,000 employees worldwide. We're in 140 countries. The languages that we have to translate for, even just to issue a survey in the US, I have to translate about 40 languages, just given our workforce. Chad Sowash: Hello. Tyler Weeks: If you took, and I can't verify this, but I've heard from multiple sources internally, that if you took just our restaurant business, we'd be the fourth largest restaurant chain in the world, which I don't know why being the biggest hotel doesn't sound as impressive as being the fourth biggest restaurant chain, but in my head, it does. Joel Cheesman: Because your experience at Outback is much better than your experience at the average hotel. Tyler Weeks: Than at Ritz-Carlton. Joel Cheesman: Not Ritz-Carlton, because I haven't been there, Tyler. We'll get back to that. Put a pin in it. Chad Sowash: He loves an Alice Springs Chicken. Tyler Weeks: So we're huge, and that's only half of our business. So the other half, we also franchise. And if you take the franchise side of our business, we're closer to a million people wearing our badge around the world. And so if you're in HR and you're worried about their experience, about their training, about onboarding, hiring, recruiting, the scale of that problem is a lot of fun. Joel Cheesman: How big is the TA department in and of itself? Tyler Weeks: That's a... It's huge. Well, what I can tell you is that we've got about 8,000 HR professionals worldwide. Chad Sowash: There's that. Tyler Weeks: And that doesn't include sort of outsourced BPO or sort of business process support that comes in with TA and with benefits and some other. Joel Cheesman: It's big. Tyler Weeks: It's huge. It's a big operation. Chad Sowash: You're all over the world. And they're just all the same business. So I'm sure it's just one standard process. Everybody uses the same stack. It's easy, right? Tyler Weeks: I like to joke that we're not really a business. We're like the little rascals stacked up under the overcoat, like doing an impression of an adult trying to get a loan at the bank. Because we're, there's like... Joel Cheesman: I get froggy vibes from Tyler. I don't know about you. Tyler Weeks: We've got, you know, almost 9,000 hotels. Each one is kind of a medium, small to medium-sized business on their own. And some of those hotels have 2,000 employees. So they can be a very large operation. I mean, if you think about, if you're familiar with like the Gaylord Resorts in the US. Chad Sowash: Yeah, Joel can't go there either. Tyler Weeks: Huge. Huge. Joel Cheesman: Some with the Hee Haw girls back in the day. Tyler Weeks: Huge operation, right? And so, you know, the HR team there alone is a large team in its own right. And so they've got unique challenges. They've got owners and investors that are part of managing that hotel that have some say in how we operate. So we try to drive as much uniformity as we can for scale. But we do have to respond kind of at a very granular level. If you, just at the risk of ranting here, if you think about from like a TA perspective, our talent that we're competing for isn't just other hospitality companies. Joel Cheesman: It's yourself. Tyler Weeks: It's ourselves. We might have two hotels across the street or like hospitals, right? Hospitals are a lot like a hotel, just worse beds and more beeps. But, you know, like you've got a lot of the same. Joel Cheesman: Worse food too. Yeah. Tyler Weeks: Worse food. You got a lot of the same roles or even an Amazon fulfillment center going in down the street can pull a lot of our hourly talent away. And that's based just on commute, not on like, I can't ship housekeepers across the country. Joel Cheesman: But Tyler, I read headlines all the time. This is all getting AI'd. There are robots going to fold, clean my towels. Is that not... Am I not reading the right headlines? Like what is automation and AI meant to this whole quagmire of an organization that Marriott is? Tyler Weeks: The next Roomba is going to make your bed. Look, that is actually one of the most sort of exciting sort of fun parts of thinking about how we operate. And from a research analytics standpoint is kind of fun because, you know, I've worked at like software or hardware companies before, tech company. And when you're a large monolith of a company, you don't have a lot of opportunity to experiment, right? Because you're sort of looking at one big entity and trying to figure out how it operates. Within a hotel company, we're kind of like, it's more like sports statistics because I've got all of these repeating units that have a lot of the same positions. And what's different is their context, like where they are, the brand, the size, the political climate, all those things. And so we can look at all kinds of stuff about how those hotels are operating. And some of the things that the folks doing research on my team are looking at are some of that, like that interplay between how you even bundle roles together. Like, does it make sense to still have a bellhop be separate from concierge, be separate from eight other roles that are kind of doing similar things? Chad Sowash: Yeah. Tyler Weeks: And then how you fold AI into that and how you really help your front desk talk to people like they know you. Welcome back, blah, blah, blah. All that sort of personalized experiences is some exciting work that's happening kind of top to bottom. Chad Sowash: Well, being able to feed those large language models, you've got to have structured data. Is there a way that you can actually do that in aggregate or do you do that country by country? How does that, actually, how do you try to roll something out that big that's so compartmentalized? Tyler Weeks: Yeah, actually, that's where I feel like one of the... There's been so much focus on with the new AI models around chatbots, I think mostly because it was called ChatGPT. So it just sort of set the context and we just talk about chatbots. That and prompts. That's kind of dominated the conversation around those two things. I think the less well sort of debated or in solution problem is knowledge management. It's always been a problem in HR, like documenting in TA, like documenting all your processes, local variation, making sure that it's actually real, like represents how people work. This makes it twice as, 10 times more critical because if somebody is going and asking, I need it to give the right answer and I need to give the right answer in Brazil, not just kind of a generic answer that's sort of roughly true everywhere. Joel Cheesman: The nuance of the location. Tyler Weeks: Exactly. Chad Sowash: In data and not anecdotes. Tyler Weeks: Data and not anecdotes. So it's connecting to data sources. So we are actually, I just formed this year a new team that we call process transformation and it sits side by side with my technology team because I see the work that they do is just as critical to the technology effort, engineering both the processes and the document, how we store that documentation. So we've started this effort to not only create a knowledge library that we could take any model, AI model and put it on top of, that it could answer quite, because I want to stay on top. I want to always have the best one and so I need it to be sort of like plug and play. Like I've got the library. Chad Sowash: Well, testing all the different models and then being able to switch in and out. Tyler Weeks: Right. And so if I've got all of my knowledge architected in a way that I could swap in any model anytime and have it be ready to go day one. So we've kicked off an effort to do that and what we're doing is we're building in how we're structuring it, places for local teams to add their documentation. So how do you modify the TA, like how is TA different in Austria than in the US or in California? Because even within the US, state to state, there's so much nuance. This is going to take us years to do, but I think it might be the bigger technology problem is knowledge management. Joel Cheesman: Tyler, this sounds really expensive and complicated, but what I'm hearing from you is this is a cost savings. Talk about that. Tyler Weeks: Yeah, I mean, it's certainly an investment. I've been in this space now for about a decade, which is crazy to me. I still feel like a rookie in the HR world and I'm going to use the new guy card for 20 years. Joel Cheesman: That's over. Tyler Weeks: The promises of 5, 10 years ago of AI and TA, or HR more generally have always been more of like a soft dollar, soft savings. It's like we're going to give you time back for your recruiters to have those meaningful conversations. We're going to give you time. Time doesn't do me any good. And the reason is, there's a paradox in that. You've probably heard of it. Parkinson's law says that the time to complete a task will expand to fill the time allotted. Right. You've heard this in kind of a joking terms, but it's real. You can automate somebody's work or part of it, they will feel just as busy. So here's the irony is that if I spend a bunch of money to automate half your job and I'm successful in doing that, but I haven't actually changed what you do. I've made you less productive because now you're doing less per hour. Chad Sowash: Yeah. Tyler Weeks: And I'm spending for your salary and the software and you're doing less work. Chad Sowash: So you have to formulate on both sides of it. Tyler Weeks: Both sides. Yes. So what I've started to say is that I feel like the place to innovate and the place that I really see my contribution to the company is I want to hand time back to my employees and I want to hand dollars back to my company. And I think that HR sits in a place to really drive that. And I think some of the places that's going to happen in the future, and this is just us, I think in general is higher functioning sort of shared service models. Because the research that I've seen around these new AI models is that they don't tend to improve performance of your highest performers. Chad Sowash: Right. Tyler Weeks: They know their stuff. You take your best recruiter AI isn't making them significantly better. They're good. They know how to connect with people. They close offers. But what it does do, it gives a disproportionate bump to your lowest performing recruiters or your new recruiters, people earlier in their careers or less familiar with the field because it equips them with what to say. That's magic. Joel Cheesman: How close can it make them to the top level recruiter?  Like, what's the percentage difference?  Tyler Weeks: I think they're. So the research I saw was more around call center. Some experiments with a call center. And I think I'm going to misquote this, but I think they saw like a 30% productivity bump on your low end and almost zero on the top end, which is kind of backwards with how it gets talked about, right, and experimented with is its got to give your top performers the AI and be like, okay, find some efficiencies. Chad Sowash: So we should just be hiring B players and equipping them with AI to give them truth to that? Tyler Weeks: Absolutely. And I don't mean B players as in they're not ambitious or they're not good. But I need to get a critical mass of people that are supporting TA and other HR functions. I can get more creative in where I look and what education levels I need. And that's where I think I've got a big opportunity around handing dollars back to the company and handing time back to our employees. Chad Sowash: So on the ROI side of the house, there are many different points, it seems like, of light that you can start to pull instead of soft savings. You can start to demonstrate perspective, hard impact on bottom line. Is that something that, I mean, you're trying to formulate to be able to not just... Time means something, but generally it also means something with regard to getting somebody in a seat faster because that seat that has nobody in it, there's no productivity, right? So what about that aspect of it as well? Tyler Weeks: That one has always been... If you're making a case to a CFO or your finance controller about investing in software, that one's always a sticky one because I can multiply hours and take assumptions, and no matter what assumptions you pick, I can save the company a billion dollars with onboarding faster. It just multiplies in a way that makes it look like it's a slam dunk. I should be able to buy any software I want based on that. Chad Sowash: Doesn't work that way. Tyler Weeks: It doesn't work that way. It's hard because cost avoidance isn't nearly as powerful as cost reduction. Chad Sowash: Yeah. Tyler Weeks: And the way onboarding, like that time to productivity, often gets sort of accounted for is more like a cost avoidance. Like I brought somebody on and they were less productive and I avoided that lack of productivity. So it's a tough thing. You can do it and people do do that successfully often, but you really do have to look at reducing software costs overall. I do see as platforms have gotten more mature over the last 10 years, really the HR tech space has consolidated in a type of way, not really around specific vendors, but around bundles of capability. Joel Cheesman: Features are all looking like each other. Tyler Weeks: Yeah. Can I name names? Joel Cheesman: Sure. Of course. Tyler Weeks: If you told me six years ago, seven years ago that Paradox, HireVue and Phenom would basically all have the same features, I would have... Joel Cheesman: Laughed you out of the room. Tyler Weeks: I couldn't have conceived of a world where they would like... Chad Sowash: But it's convergence though, right? Tyler Weeks: Yeah. They're kind of converging on a similar thing. I think what, and with these agents that are coming out now, I think what you're going to start seeing is more companies sort of finding a happy medium between best in breed and enterprise where you've got a good foundation that's enterprise-centric and then you've got overlays or plugins that are best in breed where they're going to make the most strategic difference. Joel Cheesman: I want to go back to your breadth of the organization and the amount of stuff from the job seeker side that you see, target, eliminate, whatever. Lazy apply, deep fakes. We hear so many stories about on the job seeker side how it's a tsunami of stuff. Chad Sowash: It's scary stuff. Tyler Weeks: It's real. Yeah, it's real. Joel Cheesman: So you see it all all across the globe. What are you seeing in terms of what job seekers are doing and how are you combating some of the malpractice? Chad Sowash: The Jason Voorhees of AI. Joel Cheesman: Yes. Tyler Weeks: You know what's... I wish I had more on this around like a real trend or real research but I can speak anecdotally like internally because yeah, just like anybody else, we've started to get this uptick in fake applicants. Or sort of, it's a real applicant but there's sort of this out there, like a front for this outsourced thing where there's like you know you've seen the headlines around all that stuff. You know what's kind of like the lo-fi thing? It's just in-person interviews. Joel Cheesman: Sit in by a Kinko's and a FedEx package. Chad Sowash: How do you break that? Just have them come in. Tyler Weeks: Just talk to them. Joel Cheesman: Have them come in. Tyler Weeks: Yeah. You just have them come in. I think that's... Joel Cheesman: So you guys are doing more of that? Tyler Weeks: We are doing more of that. Yeah. We are doing more of that. We do have more people than, you know, we kind of think hit a high point during COVID like everybody of doing everything remote, everything online and I think we're seeing a bit of a correction of that even in our own practices around like, it's hard to deep fake it. Chad Sowash: Yeah. Tyler Weeks: Although I am a hard... Joel Cheesman: So aside from the Marriott and the Ritz in North Korea, all the other operations are suffering from that. We'll leave it at that. Tyler, thanks for hanging out with us. Tyler Weeks: Yeah. Joel Cheesman: This has been The Chad & Cheese Podcast. For Chad Sowash, I'm Joel Cheesman. This has been the Sessions AI Frontline series. We out. Chad Sowash: We out.

The Chad & Cheese Does Europe ShowPack your passports, kids—Europe just got dangerous. Chad’s rolling solo (Joel’s busy launching Cole at college), but he’s got backup: Lieven, Belgium’s royal court jester, and Stephen McGrath, Scotland’s deep-fried philosopher. They’re tackling the big questions: Why did Upwork blow €20M on “Bupty” (yes, that’s really the name)? Can Denmark stop Nic Cage from stealing Viggo’s face? Did the UK just invent “TGIF Forever” with the four-day work week? Plus: Americans are loud, entitled, and apparently Portugal’s least favorite tourist (sorry, Chad). 👉 Europe, hold our beer. Upwork buys Bupty, Denmark bans deepfakes, UK drops Fridays—Europe gets snarky with Chad, Lieven & Stephen. PODCAST TRANSCRIPTION The Chad (00:35.31) here we go kids. Welcome to the chat and cheese podcast does Europe. I'm Chad giggity giggity. So wash. Lieven (00:44.527) I'm Lieven supporting my local royal family Van Nieuwenhuyze. Stephen McGrath (00:49.482) and my name's Stephen, not built for skiing, McGrath. Lieven (00:52.435) You The Chad (00:53.218) And on this episode, have questions. Questions like, will Upwork go full enterprise? Who is getting giggy? Can Denmark protect Vigo's async? And I don't know, which country is pushing for a four day work week? TGIF is in danger, kids. Let's fucking do this. The Chad (01:16.192) All right, so guess what? No Joel leaving. Don't start tearing up on me. Don't start tearing up on me. We do have another European that is stepping in to Joel's big shoes. Long awaited, heavily requested, and never, never duplicated. Who do we have? Lieven (01:22.225) don't know. The Chad (01:45.1) That's right. It's Stephen McGrath. Stephen, the first time on the show. Well, not really the first time on the show because you're on the show every week, but the first time live on the show. Well, thanks. Thanks for thanks for coming on in. Stephen McGrath (01:57.249) Yeah, no problem. I had to put on a bit of weight and chuck on some glasses just to make sure that the shoes were properly filled. But here I am, yeah. The Chad (02:01.24) Ha probably need some lifts too, because Joe's a little taller than you are. Stephen McGrath (02:07.094) Yeah, yeah, I'll just jump. I'll jump. The Chad (02:12.14) Yeah. Yeah. So Joel, everybody, Joel's okay. Joel's fine. He's dropping Cole We all know Cole Cheesman off at college today. So he's going to IU in Bloomington. And that has been known for years, for years as one of the best party schools in the nation. I should you not. In Bloomington, Indiana, which is literally like 45 minutes from, from my house. Lieven (02:35.699) That's important. The Chad (02:41.838) when I'm there. But yeah, yeah, it's, did you guys, when you went to uni, was it all party all the time? Was it a party school? Lieven (02:55.807) Steve New first. Stephen McGrath (02:56.038) you go. I didn't go to uni mate, I'm not, I barely made it out of high school. Yeah, but I certainly went to uni's two party when I could, know, so that was, I moved to Canada when I was 16 by myself and made friends with people at universities and ended up at university parties in and around there. So, although Col Cheeseman famously The Chad (03:00.398) That makes two of us. I went into the military. Yeah. The Chad (03:07.012) Hahaha The Chad (03:17.934) 16 Stephen McGrath (03:23.946) does not party as far as I'm concerned. He has very much told me that that is not the case. Lieven (03:26.633) Hmph. The Chad (03:29.966) Dude, I'm gonna tell you right now. I'm gonna tell you right now. He's gonna find some of the hottest chicks he's ever seen in his life that come to the university and he's gonna start partying because I mean, again, he's just gonna follow the lead of some hot chicks and good for him. Stephen McGrath (03:38.718) Hahaha Lieven (03:39.656) You Stephen McGrath (03:50.483) He's already got a leg up, he's about seven foot tall with a good buzz cut let me go so he's all good, he's ready. The Chad (03:53.806) What about you, Leaven? Were you at a or was it? Did you have party boarding schools before you actually went to to uni? Lieven (04:03.544) I think it's totally different than in the US. We have very serious universities and we study from day one until the end and then we graduate and we start our careers. No, no, the first week I joined the shrink, which was the faculty club of psychologists. And I never left the pub in five years, I think. I mostly, I almost lived there, but it was fun. was fun. The Chad (04:06.211) Yeah. The Chad (04:15.304) Okay, well that Stephen McGrath (04:25.44) Hahaha Lieven (04:29.683) But I think we don't have so... It's different than in the US, definitely. But by the way, what's a little cheeseman going to study? You're talking about partying, but is he going to study something? The Chad (04:39.318) Yeah, from my understanding, he's looking to get into higher ed himself. So he wants to become a teacher slash professor. Joel's wife, which many you listen to the show probably know she is a professor, smart as hell. So I don't know how she made that decision with the whole cheese thing. But yeah, mean, she's she is incredibly smart. So maybe he's just following in her footsteps. We'll see. All right. Are we ready for some shout outs, Leven? Lieven (04:46.665) Yeah. Lieven (05:03.711) Hmm. Lieven (05:11.391) Shout out, okay. Shout out this week goes to Princess Elisabeth of Belgium. And she just got official clearance from the United States government to return to Harvard. She is doing a master two years. Harvard, yeah, that's not the biggest part of university, think. Well, maybe it is, I don't know. But while 6,000 other foreign students were denied entry, America rolled out the red carpet for royalty. So I think a little reminder to... The Chad (05:23.448) Harvard. No. No. The Chad (05:36.673) Mmm. Lieven (05:40.273) The one in Florida, not all immigrants are coming to steal your jobs. Some are wearing crowns and had better grades than he probably has, but time to make America royal again. Stephen McGrath (05:49.131) You The Chad (05:49.304) So. Well, yeah, and hopefully Belgium can help. Did they use the same red carpet that he used in Alaska for Putin and Putin's little visit? Lieven (06:00.901) I definitely hope so. It would be a waste if he didn't. The Chad (06:02.926) It'd be ecologically sound. Yeah, I think so. think so. Well, I mean, off the back of that, I've got a perfect one, Stephen. So we'll have you go last. My shout out is to American tourists. What does this have to do with Europe? You're going to find out here in a second. Reader's Digest. Yes, that still exists, kids. Reader's Digest published an article about what Europeans think about American tourists in 2025. The Upgraded Points Survey polled two... Lieven (06:07.305) cracked. The Chad (06:30.606) 2,200 people in 22 European countries. That's about half the countries in Europe, about their views, including whether politics plays a role. What do Europeans dislike about American tourists the most? I'll let you guys, what would you think number one is? What do you think they do not like about Americans the most? Stephen McGrath (06:55.958) If I had to guess, not from personal, very lived experiences, is that they could possibly be loud and obnoxious. The Chad (06:57.515) Yeah. The Chad (07:03.52) Yes. Lieven (07:06.643) Yeah. But then again, that's the same with Germans and Scottish people. So. Stephen McGrath (07:10.262) Yeah, well, I don't know what you mean. I'm not loud or obnoxious at all. Lieven (07:17.779) Nope. The Chad (07:18.658) Yes, so loud loud. We're too loud. We're just too fucking loud. Number two is that we act entitled. That does not surprise me at all. I don't know how many times and I have some amazing friends that come over and they they visit us here in Europe and they pull out dollar bills like, you know, like a 50 or something like that. And they try to play pay with usd and I'm like, guys, they don't take that here. It's like It's fiat currency. They take this anywhere. I'm like, no, this is not how it works. It's the euro, which literally is actually worth more than US dollar right now. But I mean, the entitled piece, right, is something that didn't surprise me. On the other hand, Europeans, what do they like about Americans? Number one, we're friendly. So we're loud, but we're friendly. That's good, because we don't get want to get thrown into, you know, German prison or something like that. Lieven (08:16.126) Number two, this is... The Chad (08:16.83) Number two, this is funny. 42 % said, because we're curious. Now this almost sounds like a throwaway. Kind of like, which one do I pick that, okay, yeah, they're curious. That doesn't seem like a real one. Lieven (08:30.353) It was suggested, it was like a list they could... Stephen McGrath (08:32.776) Yeah, tech box exercise. Yeah. The Chad (08:32.942) It probably was. It was a drop down. It's probably first on the drop down list. And then as for the countries that find Americans most annoying. Number five is Denmark. Number four, the Netherlands. Number three, Ireland. Number two, your people up there in Belgium. That's right, leaving Belgium is number two and number one. This really. Lieven (08:57.556) The Chad (09:02.87) surprised me and then I realized I live here. Portugal. Yeah, so Portugal is the number one country in Europe that finds Europeans annoying. And I don't think that has anything to do with me. Stephen McGrath (09:06.029) wow. Stephen McGrath (09:17.0) Yeah, I mean, the list wasn't published until you lived there, is that right? Then all of a sudden it got... Lieven (09:17.759) That's it. The Chad (09:21.356) Yeah, no, that's a good point. Thanks for pointing that out, Steven, asshole. Lieven (09:23.955) But I think it's strange. I if there's one thing I like about the Americans, it's their dollars. If they want to wave them around, let them come, bring them on, all the dollars. But I don't think they're louder than anyone else. mean, drunk tourists are loud. Obnoxious, yeah. No. Stephen McGrath (09:31.124) Yeah, yeah, exactly. Yeah. The Chad (09:34.446) Yeah, just. The Chad (09:41.506) Definitely not louder than Brits. Yeah, not louder than Brits. Stephen McGrath (09:43.573) No, that's why England and Scotland are not on that list, right? The loud and obnoxious part is we match that, tier for tier, we're ready right there with you. I also think that the entitlement thing doesn't just come down to like, we're the US, it comes down to your communication style, which is quite direct. And lots of, I mean, the Netherlands and Belgium, they're quite direct sometimes as well. Lieven (09:53.469) And yeah, I'm sure. the Dutch... The Chad (09:55.011) yeah. The Chad (10:06.311) yes. The Chad (10:11.288) Yes, especially, yeah, especially the Dutch. Stephen McGrath (10:13.29) But I think other countries in Europe tend to fluff. They fluff around things. British people will gladly stand in line behind someone just because a line has formed because they think something is going to happen at the end of it. That kind of scenario. So yeah, it doesn't surprise me, but it's funny to match it against each other. Lieven (10:14.729) Yeah. Lieven (10:18.345) French. Lieven (10:27.843) The Chad (10:28.856) Yeah. Yeah. The Chad (10:38.828) Yeah, but very good point though that the Brits were not on that list. Yes, because they are extremely loud. I know because it's August here in the Algarve and the Brits fucking flood this place for God's sakes. Stephen McGrath (10:45.322) Yeah. Yes. Well, absolutely. Yeah, absolutely. Lieven (10:55.999) when I was in Martinique on holiday, the little Caribbean island, which is French. The Chad (10:56.44) What? Yeah. That's a little flex there, little flex when I was in Martinique. Yes. Lieven (11:02.719) Yeah, no, no, no, no, it's not flexing. It's very important. It's a part of France. And then there was an American tourist, a woman who was loudly complaining at the reception that she plugged her some air cleaner or something she brought from America. She plugged it in and it exploded because it's a different voltage. It's European system. they use, like in the UK as well, they use something weird, doesn't, whatever. So the thing exploded and she demanded. Stephen McGrath (11:02.806) I know, I was just... Lieven (11:30.783) refunds. You have to pay it because you didn't tell me that this wasn't 220 or what is it? Whatever 130. So and the people said yeah but it's not our fault that you brought in whatever and she couldn't get it. That's weird. Oh well. Stephen McGrath (11:36.436) Yeah, a hundred and a hundred ten. Yeah. The Chad (11:38.136) Yeah, one time, yeah. The Chad (11:46.762) And or you can't read, yeah. Stephen McGrath (11:48.319) Yeah. The Chad (11:52.206) Steven, shout out. Stephen McGrath (11:53.921) Yeah, so my shout out is to Gigged AI, who very recently, kind of last month or so, raised one million pounds, not dollars, because this is a European show and we're talking real money. So pounds they raised. So yeah, absolutely great work they're doing. I think we'll dive in maybe a little bit later to what exactly they're doing. But it's great to see people from the land of deep fried pizzas doing well. The Chad (12:04.632) Mm-hmm. Lieven (12:23.135) Hehehe. Stephen McGrath (12:23.574) in any shape or form. The Chad (12:27.554) my God, I can't tell you how pissed off Joel was when we went to that Chippy and you talked him out of whatever he was gonna get. I have no clue. It just, yeah. And then you said, get the deep fried pizza. He got it. He was so pissed. He was so pissed, yes. Stephen McGrath (12:30.998) Yeah. Stephen McGrath (12:36.512) Just getting a regular pizza. I told them they can't do that. Stephen McGrath (12:45.27) well. And the thing is, the good thing about Joe is he lets stuff go really easily and he doesn't remind you about it all the time. And it doesn't send memes about how horrible the food is or anything like that at any point, despite the fact that he eats at loads of delicious restaurants here in Glasgow. He just chooses that one to focus on. But hey, that is what it is. Lieven (12:53.971) Hahaha Lieven (12:59.903) you The Chad (13:01.646) Uhhh The Chad (13:06.306) Yes. Yeah, I mean, and just so you know, kids, there was no sarcasm there whatsoever. Real quick, I just have to say because we generally we usually hit Paris for for for Unleash and we're going to have to unfortunately skip that this year. Sorry, sorry, Unleash World, but we're going to have to skip. We, Julie and I are going back to the US and we're prepping the house for sale. Stephen McGrath (13:14.131) none. The Chad (13:37.72) That's right. We're prepping the house for sale. So we couldn't make Unleashed this year. So sorry about that. But while we're in the U.S., we thought we'd go ahead and just make some hay while we're at it. We're going to be at Wreckfest. Steven's going to be there. He's going to be on stage. I don't know. Maybe leaving will pop up. You never know. He's so stealthy. He shows up at places sometimes and you have no clue whether he's going to be there. And he shows up like behind stage. Ask for a t-shirt. Give him a t-shirt. And then he's gone. It's like fucking ninja, man. Lieven (13:38.939) home Lieven (13:56.119) Suddenly. I might surprise you. You The Chad (14:07.128) like a ninja. We're going to be at Wreckfest. So we're going to be at Wreckfest and then we're going to do three shows, RL 100 shows, San Francisco, San Diego and Dallas. So we had to fill our time since we're going to be in the US and unfortunately we couldn't go to Paris, which sucks, but hopefully we will be back there next year. How about you guys? Steven, you're going to Nashville. You're going to be on stage. We're also, little teaser here, kids, we're to have an event at where? Where, Chicken cock? Stephen McGrath (14:39.306) Oh yeah, right sorry. I thought you were like pure pressuring me about the actual event there. No, we're going to the chicken coop. Is it a distillery or is it just the headquarters? The Chad (14:48.846) I think it's their speakeasy. Stephen McGrath (14:52.294) okay, well, I don't know what one of those is, because I'm not that American, but it sounds cool. The Chad (14:59.918) Well, back in the day, when we had prohibition and nobody was allowed to drink, there would be these little underground bars where people could go do the... yeah. Stephen McGrath (15:15.222) Is that the password to get in? Is that what it was? You had to knock the door and say that. Lieven (15:15.881) chicken cock The Chad (15:18.35) It might be on this one. You might have to have your very own Stephen McGrath with you just to get in. Just to get in. So yeah, again, hate that we're missing Paris. We love Paris. Next year, put that on the calendar, kids. Hopefully, we will have many, many more European shows on the docket. How about you, Levin? You going to any shows or you just going skiing somewhere? Stephen McGrath (15:20.922) Ha ha. Stephen McGrath (15:25.896) Yeah, yeah, yeah. Lieven (15:48.89) Both. skiing season hasn't already started yet. No, no, I'm going to some venues, but please don't ask me which ones. I'm going to Scott for our speakers, in fact, because we're having the E-Recruitment Congress next year, 2026, and I'm looking for speakers right now. So, Steven, you joined us a few years ago in Austin, it was, I guess. Yeah. You were... The Chad (15:50.414) Ha The Chad (16:05.027) Yes. Stephen McGrath (16:12.448) Yeah, I did. Yeah, was, was I not voted the best speaker at the entire event or something like that? Yeah, uh-huh. That's all I remember. Yeah. Lieven (16:16.607) You have a great memory. I already forgot, but you still remember you were voted the best speaker. Such a memory. Anyways, I would like to invite you to be present in October, 2026 in Amsterdam, like last year. Chad was there too. Chad always is there, but it will be in Amsterdam again. The Chad (16:23.758) Hahahaha! Stephen McGrath (16:26.518) Yeah. The Chad (16:38.552) Yes, again, the Chad and cheese return to the recruitment Congress. can't wait. Now it's time for. Stephen McGrath (16:38.794) Yeah, sounds good to me. Lieven (16:42.303) Yeah. The Chad (16:51.022) All right, time to dig in. Upwork just went shopping in the Hague, snapping up Dutch platform Bubtee. Yeah, that's Bubtee for 20 million, 20 million. Born out of the pandemic to fix freelance or chaos, Bubtee now fuels Upwork's enterprise push with private talent pools, onboarding and payroll built in. Pair it with Upwork's acquisition of EOR company, Ascen. and it feels like they're building a staffing powerhouse that doesn't want to play by the old rules. First, Ascend and now Enterprise player, Bupdi. Levin, it feels like Upwork is revving up the engines for a full global staffing play. What do you think? Do think they have a chance? Lieven (17:38.163) First of all, I followed the Dutch market pretty intense and I never heard about Bubty, which doesn't have to be a problem at all, but to be honest, until today or until I was preparing for this show, I didn't hear about Bubty at all. So it can't be that big. Maybe I missed the environments they hang out, but I never heard about them. And then the other one, Upwork. The Chad (17:41.422) Mm-hmm. yeah. Lieven (18:04.287) is a big better known, but still if you look at the numbers, it's not like they're competing against Adecco, Randstad or even House of HR. It's, have a revenue of, I right? About 700 million, something like that. 750, yeah. So if you compare them to someone like Randstad, 28 billion or to even House of HR, 3.6 billion or something, they're still pretty small. So. The Chad (18:06.179) Yeah. The Chad (18:17.422) 750 this year so far. Yeah. Lieven (18:31.943) It's always interesting to see what those companies are doing because they are the growing companies and these are the ones we need to pay attention to. The others are so big that they are hardly innovating. They just buy whatever is successful. But if they buy something I don't know, then I'm getting curious. What is Bupdi doing? So I'm going to look into it because why didn't I know them if Upworks know them? So it's amazing. But they're definitely into the right business and it's all about platform economy. It's about matching platform. So we'll see. The Chad (18:51.224) Yeah. Lieven (19:00.681) But I'm very sorry I can't give you a very in-depth presentation about them because I just hardly know. The Chad (19:06.798) That is weird because that's your part of the world and you know tech. mean, that's your job to know tech in that part of the world. that is odd. What do think, Stephen? Lieven (19:09.042) Yeah, definitely. Stephen McGrath (19:15.638) quite a big price tag as well, isn't it? When you said they acquired Bupty and my brain said who, like everybody else is going to probably, but again, that's not necessarily a bad thing. I didn't actually know the price tag until you said it 30 seconds ago and I was kind of like, all right, wow, okay. So they classify themselves as an enterprise player. The price tag must justify that. The Chad (19:18.19) 20. The Chad (19:24.46) Yeah. Same. Stephen McGrath (19:44.029) somewhat to be relative to where Upwork is. It looks like any sort of company that has kind of its claws into this freelance marketplace world is being taken really seriously, you know, by investors, by acquirers, you know, and that's an interesting trend that's been consistent probably since kind of last couple of years, but But if companies are now buying the bupties, please change that name, please guys. I can't be a Scottish guy saying buptie, that's just not gonna work for me. So just something else. But anyway, buy the buy. It's interesting that that market's moving and shaking quite a lot with some of the news that we're going to talk about today. Lieven (20:17.841) You The Chad (20:36.098) Yeah, I think it's interesting because first off, they bought Ascend, which is an employer record company. And we've talked in the past about how a lot of these EOR companies could really reimagine themselves as staffing companies, but more with the technical infrastructure, right? You have a Rundstad, which we are talking about, Liden, that they've proven they have no fucking clue what to do with technology. I mean, you have a basic bitch job board like monster, right? And you can't even get that right. I mean, it was basic. The models were basic. You could have evolved some of those models, no question to be able to kind of like come in to the same pattern of staffing, but they didn't do that. They ran them separately and that was a very simple model to be able to run. they couldn't even do that. you know, we've been talking about. before Rippling and Deal went to war, for God's sakes, we thought those two companies would actually start to pronounce themselves as staffing organizations, right? Where they are doing everything on the down the funnel first, payroll being the hardest, right? Being able to make sure that you get the payroll right, you do everything in an app, and then you start working your way back up the funnel to where hiring is, because there's not as much money in hiring as there is on the down funnel. Right? But those guys are, I mean, they're killing themselves right now. So Upwork, sounds like they've got an EOR and now they've got the Enterprise puzzle that's there in Bupki. The Chad (22:16.609) yeah, they're getting some cash. I mean, they're getting some cash out of this thing. Stephen McGrath (22:21.546) wonder if it's going to be a bit of a renaissance of like, know, staffing when I joined recruitment, you know, 15 odd years ago, staffing had a pretty established negative name, you know, in the industry, it was, you know, that was the bad side of recruitment, quote unquote, it was transactional, was impersonal, you didn't, you know, you didn't need to be a specialist in anything. And you just you know, fill jobs as fast as you could. It seemed like internal TA roles were the glamour roles at that point, because you had arrived at, you know, why I now work for a company and I represent, yeah, I represent a brand and I'm, and there's maybe this kind of shift helped by technology now and the implementation of everything that we've got going on, where there's going to be a much larger. The Chad (22:52.174) Mm-hmm. The Chad (23:02.798) corporate. Stephen McGrath (23:17.558) of monetary value either down the funnel with the payroll and things like that or the actual hiring itself where a lot of these people that find themselves out working from an internal environment might go back to being agency focused specialists that have their vertical and they know it really well and they know their candidate pool and it will be very interesting to see how that maps out in the next couple of years because Technology obviously plays a huge part in that, but I do think you always just need people that know the market, know it well, and are able to use their connections to represent you. And that might not happen in-house, it might happen external. The Chad (24:00.494) Yeah, well, in I mean, at least in the UK, it seems like staffing is a part of everybody's process period, right? Unlike the US where it runs in cycles. Leven, so House of HR, I mean, you're and I think by design, you're more fragmented, right? So that you can be specialists in specific areas where Ronstadt tries to jam everything together to some extent under one brand and, you know, one focus. So with you guys moving forward, Lieven (24:11.671) and The Chad (24:29.57) You've always been incredibly tech forward. When you see these types of things happening, especially with EOR associated to it, what are your thoughts? Could House of HR start moving in that direction as well? Lieven (24:44.732) We are already moving in the direction, I think. One of our values is we're trailblazers, so we try to stay ahead of the pack and they can follow. And everything is moving extremely fast right now. we are, it's always buy and build, so we're constantly on the lookout for new technologies which might make a difference, but we want to buy them before they are too expensive. So actually... The Chad (24:52.686) Mm-hmm. Lieven (25:08.101) One of the very good things about this podcast is it forces us also to constantly stay aware of what's happening because I have to prepare for them. So I have to prepare for the episodes. So I need to look into everything which is happening. It's nice to see. But could you repeat your question? I've forgotten it by now. The Chad (25:27.734) Yeah, yeah, yeah. Just with House of HR, again, being more fragmented and specialized, do you see this easier for you guys to move? Because it feels like you're a lot more nimble than in a Deco or a Ron stuff. Lieven (25:31.451) I know. Yeah. Lieven (25:41.417) We still are, and that's a good thing and it's necessary. We have 52 companies and we have one holding House of HR, but all of these companies have their own marketing teams, their own IT teams to a certain extent, definitely their own sales around recruiters, they're doing their own stuff. It's like a whole fleet of little speedboats going more or less in the same direction. We try to guide them a bit, but they know their own business by heart and we bought them because they were best in class. And if they want to... The Chad (25:45.166) Mm-hmm. Lieven (26:09.297) invest in a certain technology because they feel this is going to make the difference for our clients and for our candidates, then they definitely should. And I believe in this kind of specialization. have to, they know them the best. If you are one big brand with very long communication lines, if some young enthusiast guy has a great idea by the time it reaches someone in charge, we have done it. And that's, that's a fact. The Chad (26:34.52) Yeah. Yeah. Stephen McGrath (26:34.87) It's interesting that you just said that, and this is the last I'll say on this, but I worked for Adecco, and Adecco are actually actively doing, or spent the last several years doing the opposite of what you just said. So they had specialist agencies, the Spring Engineering, the specialist white collar workers, the office angels of the world, that they just left in their own brand, with their own marketing team, with their own heads of department. Lieven (26:49.961) Yeah. Stephen McGrath (27:03.828) and actually everything is now being drawn back to a deco, and that being the flagship of you all represent us as a brand. So what from the inside scoop of people I know that are still there, quite a lot of those people feel like they've lost their brand identity and therefore their power within the market. I am no longer an engineering specialist, I work for a deco. And what that... Lieven (27:23.847) Exactly. Stephen McGrath (27:32.213) then means is that makes their BD harder because people have negative experiences with an Adecco brand, they don't necessarily have negative experiences with the X engineering brand or whatever that is. So it's interesting to see that you guys really firmly are stood on that model still when a lot of these randstads, Alexander Mans, Adeccos of the world are like, no, it's back to us, it's back home, baby, that type of thing. Lieven (27:57.139) Yeah, and... And I get why they do it. mean, it's from a marketing point of view, it's so much easier to just promote one brand than to promote 52 brands. It's cheaper, it's easier. But if you buy a company because it's great, then why would you change it into something it's not? It doesn't make sense. Especially in Europe indeed. Yeah. The Chad (28:16.59) especially in Europe, especially in Europe, because you have all the different cultures, you have all the different languages. mean, and again, I think that's when we first started talking, Levin, and we got a chance to sit down with you and Rika and start talking about strategy. mean, that to me, as an advisor in better understanding Europe and how much different Europe is from the US that to me just seemed like pure genius. you know, an aspect that you know, the the Deco's and the Ronstadt's were missing and to be fair around a Deco, they've also bought technology, Vetere, Hired, and they've, they've shit the bed on those two, right? So not only Ronstadt is shitting the bed with a big name like Monster, but so is the Deco with Vetere and Hired.com. Back to Upwork real quick. Yes, they are at the point and this is the thing that I think is important. We didn't really see this happening. Lieven (29:02.825) Yeah, but don't. The Chad (29:13.612) But they're seeing, because it felt like a race to the bottom with Upwork, right? Now they're getting reported record revenues. And they're starting to gin up again with an EOR and also Enterprise, Perspective Arm. Let's see what happens. All right, and we're going to move since we have a Scott on the show today. We've tailored the content just a tad and the next story is straight out of Glasgow. Stephen McGrath (29:38.998) you The Chad (29:44.514) Yep, leaving. Did you know that 54 % of CIOs are saying staff shortages are taking time away from strategic and innovative work? I didn't know that. Well, they are apparently. And that's why gig.ai launched SIA, the AI agent. I'm sure kids you haven't heard of these things called agent yet. The AI agent that doesn't need PTO, coffee breaks or even the need to circle back on Monday. Built on Microsoft Azure and plugging straight into enterprise tech stacks, lets hiring managers query their workplace like it's chat GPT for talent. Want to know who's free for cloud migration next week or how many Python nerds we have in our database? SIA costs that answer up in seconds after a beta with Fortune 500 companies like Lytos and Concentrics. GIGDAI is rolling SIA out to everyone, promising ROI in under four weeks. I'm gonna say that again. Promising ROI in under four weeks in a workforce that's equal part human, contractor, and AI. With last month's, as you just talked about, Stephen, the fresh one million pounds sterling investment to scale. CEO Rich Wilson says, this is the next step in blowing up old school hiring models. We'll go to the glass region first on this one. Alright, Stephen, do recruiters get an AI teammate who never sleeps, or is this just a replacement? Stephen McGrath (31:24.182) So, look, I am the world's biggest critic when it comes to agentic technology that is not agentic. I actually hate it with a passion. I hate the marketing speak around it. I hate that quite often it's just decision tree based models with a dress on. I hate all of that. But, SIA, which is the Skills Intelligence Agent, is from what I can see, maybe one of the closest things to legit in the market from what I've looked at from demos, from my understanding of how the technology works and kind of reading about it from things that Rich has posted and some others. You put in a request, it goes and does the work, it does it until completion and it comes back with results. that, it can then... perhaps pass on to later parts of that process or trigger a hiring process, et cetera, et cetera. But it does what it's designed to do in totality, right? And that's half the battle because let's just put that a check and a win for tech. Where it's kind of gonna come into play, I think, right? And this is based on what I was kind of talking about earlier is with TA teams shrinking and they're just shrinking by default. Right, like that's just, you guys talk about that every week. We all talk about it all the time. We're gonna need things like this just to supplement us somebody. But the trick will be how well can it do it? The ROI in four weeks thing, have to see about that. not, you know, I would love if it was true, absolutely. I love that kind of marketing speak. Absolutely, let's see the results. The Chad (33:14.318) That's pretty ballsy. Stephen McGrath (33:21.11) But I think, you know, in terms of whether it's going to, you know, replace people, unfortunately, that's pretty much what all of these things are designed to do at this point in time, isn't it? And they need to be, because if they're not, then it's just supplementary technology that's a nice to have that nobody's putting in their balance sheets at the end of the day. The Chad (33:47.544) Yeah, that's what happens when you tell me you're gonna take my job away, Stephen. Stephen McGrath (33:48.535) Can I just say it's really jarring hearing yourself when you're on this, like just randomly just coming out with things, things that I don't even remember saying, but anyway, we'll just keep moving. Lieven (34:00.031) You The Chad (34:03.342) What do think, Levin? This is, I mean, this literally seems like kind of a similar infrastructure, not just around hiring, but also, you know, the purposeful around staffing. Lieven (34:15.124) for when it's done? ill and pregnant and all, everything. An agent is stable, 24-7 available, you don't pay taxes when it works, et cetera. So it's a problem. But you still need people, and this is a cliche by now, but you still need people operating these agents. So what we started to do is checking what do our clients need and make sure the people we put at work come in that company with a backpack filled with agents and tools and the education to know how to use them. The Chad (34:45.74) get sick. Lieven (35:09.395) And this works amazing. So we've seen a rise in salaries from 25 % for people we put at work who have these tools because they bring a new knowledge to the companies. This is only going to take, I think, two, three years. By then the companies will know how to do it themselves. But it's the spirit. We need to just set it out. But according to the World Economic Forum, there will be so many more jobs created than jobs being lost because of AI. And I so hope they're right because now The Chad (35:19.118) Really? Lieven (35:40.849) I think we have almost a moral issue. Young people not finding jobs anymore because their jobs are being taken by agents. This is problematic. And one person actually can do the job of five others if you provide them with the right agents and with the right tools. The Chad (35:44.706) Ciao. The Chad (35:54.114) Yeah, taxes. Stephen McGrath (35:55.127) So there's a really important thing about this that came out quite recently as well. I'd have to find the name of the study. But actually there are financial implications to letting technology have free roam of all of the things that you want it to, right? And a company like Gegged will gate that and will control that and will do it within their pricing model. but these companies that are enterprise level that are gonna say, we'll just go out and build our own agents. If you just let that have an infinite loop throughout all of your whole tech stack and every call is 10 cents, 10 cents, 10 cents, 10 cents, and it just keeps doing that, right? It just goes into this infinite cycle. It might have been cheaper hiring that grad at a uni to do the job in the long term because yeah. Lieven (36:44.254) Yeah. Stephen McGrath (36:48.704) three months down the line, it's cost effective. Six months down the line, it's looking a bit okay. 12 months down the line, we could have actually hired somebody for 30 grand to just have a look at that. it becomes, now obviously that's at scale, but there are actual studies that I would encourage people to, I've not come prepared enough with the name. I'll post it maybe somewhere on this when I see it. But you'll go and find those studies because quite often if you're just building, and technology that you're not buying, that's really important, right? Building technology yourself that you're not buying. Then you might be in for a world of pain down the line with somebody breathing down your neck saying, hey, what's this uncontrollable spend and what is the recruitment agent 2.0 thing that we were wasting tens of thousands on? The Chad (37:38.444) Gotta have thresholds. I've got... The Chad (37:44.802) So about 20 years ago, you guys probably remember you were in diapers, Steven, big data was a big thing, right? Everybody was talking about big data and they had so much of this data. The problem was they couldn't process through it. They didn't have what they needed to be able to process through the data. Now they have it, right? And I think for me, I've seen the same thing happening with hack a job. Lieven (38:06.911) I think it's for me. The Chad (38:11.234) Right? They're more specific to niche in tech. Started in the UK and they're really making some strides in the US. Being able to be a skills or talent intelligence platform and what that really means is it gives you the opportunity. Let's say for instance, you go and you know this, Steven, you go to your hiring manager for an intake meeting or an intake call or something like that and they give you the requirements and the requirements are shit. Right? And they give you shit requirements. Well, if you have a talent intelligence or skills intelligence platform, you can literally pull it up on your on your phone or on their desktop and say, OK, what are the requirements? Let's look into the ecosystem, our internal database. And let's say, for instance, in this case, gigs, gig dot AI, their database as well. Let's take a look at these and see what it actually looks like. Right. they're two motherfuckers that can actually do this job. Stephen McGrath (39:04.33) Yeah. Yeah. The Chad (39:06.112) Right. So instead of wasting two weeks or a month or longer and then a hiring manager coming back to you saying, where are my people? Well, they didn't exist in the first place. OK. So you can do that in real time and have at least a market kind of like a landscape view of the types of people that you're looking for. And you can tweak that right then. Right. So you can do this. And I think gigged. Lieven (39:17.539) Yeah The Chad (39:31.19) hack a job, a lot of these companies are starting to do that. And when we see the indeed's of the world, what's that? Okay. I don't know bupkis about bupty. I know is they were bought for 20 million. But I mean, at the end of the day, I'm really excited about these types of platforms because we did have, again, 20 years ago, we were talking about big data. Stephen McGrath (39:34.998) Don't forget Bupty. Bupty are doing that as well. Sorry, sorry, keep going. Lieven (39:51.968) about these types of platforms because we did have, again, 20 years ago, we were talking about big data. These piles of data that we just couldn't... The Chad (39:57.752) these piles of data that we just couldn't process through. Now we're processing through it much faster. Sometimes it is costly, but at the end of the day, this to me is a problem that is being fixed at the top of the funnel instead of what Indeed's trying to do, trying to fix things at the bottom of the funnel where they shouldn't be fucking around, right? So good on these startups. Hopefully they can help some of the bigger companies do business in a much better way. All right, we'll be right back right after this. The Chad (40:36.662) it goes. Will it go? There we go. All right. So this one, this segment is called Denmark's Facial. Denmark just went full face off. But instead of John Travolta and Nick Cage swapping mugs, lawmakers are telling deep fake makers, keep your tech off the Danish faces like Mads Mikkelsen and Viggo Mortensen. Stay away from their voice or even their walk. A bill would give Danes copyright style control over their own likeness, turning every citizen into a one person IP portfolio platforms that don't play ball. They get big fines. It's Europe's first shot at protecting digital doppelgangers and shutting down the AI versions of black market face swapping. Levin, is this the first step for the EU in moving this direction or just something to make Danes feel good about their government? Lieven (41:36.384) I think it's an amazing idea and I hope the rest of Europe will follow and since they're so eager to launch new laws, I'm sure they will follow. But who is this going to target to impact? think in my opinion, the biggest problem with DeepFake is actually the bad guys using DeepFake for scams, for all kinds of phishing campaigns, et cetera. And those campaigns, mean, those people, won't stop them with a law because they're already illegal and they don't care. we could. So platforms like Facebook, like Meta, like, like all the others, when they still accept deep fake videos from shady companies. see it every day when I go to Facebook, I see videos from The Chad (42:06.946) Mm-hmm. Lieven (42:23.999) I mean, deep fake videos from famous Belgian people who are telling me to invest in crypto, for example. And each time I click on reports and this is a scam and this is illegal and this is a deep fake, Facebook doesn't do anything. And it just keeps going on for weeks. So I'm sure they are aware because all the kind of people are reporting it, but they don't give a fuck because they get the money. So if this law is going to target those companies, that's great. But if they hope to target real bad guys, I mean, not a shady bad guys like Facebook, but the real bad guys, this is not going to work. It's not going to stop criminals. It's not going to stop fraudsters. It's not going to stop even those state actors who are using fake news to, to tell Joel that Republicans are right. And this kind of stuff, but it's not a silver bullet that is slow. It's just going. Stephen McGrath (43:12.811) What? Lieven (43:15.807) It's going to put things into attention, which is good. And I like it. In fact, I don't like too many loss, but this, in this case, I'm totally pro. Stephen McGrath (43:24.918) Do they all have to throw their iPhones in the sea? What happens with those types of things? Because that scans your face. Does it? Is that the same thing? The Chad (43:32.586) It scans your face, but it doesn't automatically create deep fakes, right? So I mean, that's the... Stephen McGrath (43:36.447) Yeah, but I just like so there's there's the kind of thing of like, what's the trade off? That's what interests me about all of this, right? So what's the trade off? So the trade off being, hey, we don't want companies like this to create stuff. How do we control that? Right? Do people then have to upload their data so that that's stored somewhere so that the companies then can't use it? Right? Like, let me just pay. Where's Joel's tinfoil hat when you need it? Where's he got a store of those, right? The Chad (43:42.51) Mm-hmm. The Chad (44:03.353) Hahaha Stephen McGrath (44:04.79) Let me just put that on for a second. So I'm the government and I say, hey, we're gonna stop AI deepfakes. All you need to do is upload your face, your fingerprint, your this and your that into our database to make sure that if an AI deepfake is ever registered against that, the biometric data will match and we'll stop it from happening. But I've already just done it. Right, so that's an interesting thing for me to think like, that's where my brain goes is like, how are we going to stop it? Lieven (44:28.415) Hmm. Stephen McGrath (44:33.942) Like what is the actual technology behind it? And is it just about Danish people or are we rolling out the red carpet to Harvard for just famous Danish people, right? Like, you know, there's that like, where is the line? Does it go? So that's the kind of stuff that I like to think about. My brain kind of gets a little bit sore with is like, yeah, look, it sounds lovely. And I like the idea of it. How's it going to be implemented and how are we going to monitor it? The Chad (44:44.054) Yeah. Stephen McGrath (45:01.588) and what's the real life kind of consequences behind it as well. So, yeah. The Chad (45:04.526) Well, even the enforcement piece, right? I mean, how are you going to enforce? And I think this is the biggest key. know, Denmark is a great, a great start and it's good on them for taking this step, but it's not enough. If, if more countries get involved, even get the EU involved, then you can start to get other countries involved. Will this stop China, Russia and North Korea from creating deep fakes of, as I'd said, Mads, Michelson or Viggo Mortensen? No, that's not enough pressure with just Denmark. Lieven (45:27.763) No. The Chad (45:32.654) There needs to be more that happens. How that actually happens from a semantic standpoint, from a logistical standpoint, I no clue yet, but I got to say big applause to these guys for going that extra mile. And big applause to, guess what? The UK, South Kimbernshire. I don't even know if I said that right. It's because they try to... Stephen McGrath (45:50.656) Yeah, absolutely. Lieven (45:56.265) South Himlenshire. I don't even know if I said that right. They're almost as as The Chad (46:01.25) jam sum, they're almost bad as Germans in some cases with those long ass freaking street names and whatnot. Jesus. Yeah, that's an entirely different language. South Kimbershire just broke the mold permanently locking in a four day work week. Same pay, fewer hours and so far it's working. Independent analysis shows performance improved in 21 out of 24 services turnover tanked. Stephen McGrath (46:08.118) Hey, you'd freak out in Wales, let me tell you. Lieven (46:11.217) Yeah. The Chad (46:30.644) And when I mean turnover, I mean people leaving, not revenue. Turnover tanked, which means people stayed. Applications spiked, go figure, and taxpayers saved nearly £400,000 a year. Central government grumbled, but with labor dropping its objections, this could be the first domino in a nationwide long revolution. I expected this out of France, Levin, but I didn't see this coming from the UK because the UK to me has always felt kind of like a little United States, right? A little US. So what do you think? Do you think the UK will start to adopt this or not? Lieven (46:58.124) Yeah. Lieven (47:05.991) Yeah. Lieven (47:14.731) It's like the royal version of the US, right? But the French first of all are going to be so angry because they wanted to be first and they were so proud with their 35 hours working week and now those stupid... How do you call them? How do the French call the British? The frogs? That's the other way around. Yeah, there's a French... Okay. I don't know. They had a name too, but I've forgotten it. The Chad (47:17.467) Hahaha The Chad (47:27.116) huh. Brits? I don't know. No, that's the French, yeah. Stephen McGrath (47:33.526) frogs is the other way around, yeah. Lieven (47:37.875) But they will be complaining, but probably they'll come up with a three-day working week. Four days is better than five, then three is better than four, something like that. We'll see. But I think it makes sense. And definitely, no, I'm serious. mean, Stephen McGrath (47:48.054) You Lieven (47:55.2) I think in ages of AI, if tech replaces 20 % of human tasks, we should see a shrinking workweek and not some kind of an expectation creep. And this is what's going to happen. If people can do the same in less time, we should allow them as long as they do whatever is needed to be done. Of course, people in boardrooms will think about they can be more productive and they can come up with more. We have to find some kind of a balance in between, but I think four days, it's definitely fine. It's not like we're living in the, like before the industrial revolution. So I think. The Chad (48:33.134) Yeah, real quick, just so you know, I just did a quick look up on Gemini and the French called the British people Les Roast Beefs, which is translates to the roast beefs. Lieven (48:42.591) That was beefs. Lieven (48:47.079) Yeah, okay. The frogs and the roast beef. Stephen McGrath (48:48.47) I even hate it. I'd munch some roast beef right now on this podcast if you'd let me. So I'm okay with it. I'm all good. Lieven (48:53.503) We have it each Sunday, the Sunday roast, we love it. The Chad (48:56.238) What do you think, Steven? Are you gonna take this to Adam and see if he can go ahead and squeeze through the four day work week? Stephen McGrath (49:03.784) I've already moved to whatever it is you said. So he has to implement it by default. Look, I think everything that we've talked about today in terms of like skills intelligence, With agentic moves, with going back to find real people that can do real jobs in a task-based way. And this, like Leven says, it all links together and it all links together by default. I just, be honest with you, I'd scrap the whole thing. know, like contracted work hours should be contracted tasks. You know, that should be, I want you to achieve X in your job role. You know, it's outcome based. And actually, if you can do in 12 hours where it takes somebody 15 to do, then you can do it in 12 hours and off you go play paddle and I'll see you later. Like, you know, that is that type of thing. The Chad (49:45.312) It's outcomes. Yeah. Yeah. The Chad (49:58.914) Amen. Lieven (49:59.999) Yeah. Stephen McGrath (50:02.358) You know, I'm probably a bit of a proponent of it because my role is pretty much entirely, you know, outcome based. Everything I do from a work point of view is outcome based. But I also have an employer that can say to me on a Monday, hey, we really need that done by Friday and it will be done. You know what I And look, sometimes that might take me 50 hours because, that, then next week it might only take me 30 to do the next thing. And it's just that that's the kind of balance that I prefer. Lieven (50:20.905) Mm-hmm. Lieven (50:27.23) Yeah. Stephen McGrath (50:31.318) that I like and I'm not I'm not making anything I'm not sewing the bottoms onto you know soles of shoes and I'm not you know making doughnuts for people to eat like I don't need to work in a manufacturing based environment that requires quotas and limits I just get my job done and in whatever time that takes me so I don't it's funny right and as I said this the first time we spoke on this podcast in Belgium at the The Chad (50:31.47) Okay. Lieven (50:52.734) Yeah. Alright. Stephen McGrath (50:59.658) you know, eCongress is we have been talking about the same things and different things in recruitment for like 20 odd years. And it's like, sometimes it's just got a click and sometimes we've got to be the powerhouse in the industry that needs to the world, know, adopt it and move it forward. If all these, you know, all these kind of agencies and RPOs and large kind of companies The Chad (51:16.919) adoption. Stephen McGrath (51:29.15) start advocating for it, if recruitment technology providers start advocating for it, your ATS and things like that, things will start to shift a little bit elsewhere, because we'll trickle down from talent into other worlds, I think. it'll be, You ask me if I'm a fan, I'm a fan. I like the idea, but for me, jobs should always be outcome-based anyway. Lieven (51:59.642) Thanks for The Chad (52:00.672) Yep. So gents, I appreciate you both coming on. Joel obviously definitely appreciates that. I'll do that by his proxy. If anybody wants to actually reach out to you, talk a little bit about poetry, a little bit about House of HR, where you going to send them? Steven, you go first. Lieven (52:11.743) If anybody wants to actually reach out to you, talk a little bit about poetry, bit about the House of H.R., what are you going to say? Steven or J.P.? Stephen McGrath (52:23.412) LinkedIn really is the only place to find me unless you come up to my house and I'm not telling you where that is just yet. Not until a few LinkedIn messages down the line. But just please be warned that my content in there is not for everyone all the time. The Chad (52:29.678) Ha The Chad (52:37.792) If you like sing, if you like sing a Scottish man singing in the shower, then you're definitely going to want to follow Stephen McGrath. Yeah. Stephen McGrath (52:43.124) Yeah, hey, stop on by, baby. I got you covered. Lieven (52:48.179) He single-handedly made LinkedIn fun. It's content you wouldn't expect on LinkedIn and it's an improvement. So I like it. Stephen McGrath (52:51.104) Yes. The Chad (52:55.746) Yeah. So if there are companies out there who do know bupkis about bupti, leaving, they might be a good fit, who knows? Where can they actually connect with you? Stephen McGrath (52:55.99) There we go. Lieven (53:07.081) Yeah. Lieven (53:10.727) The biggest problem is my name. How to pronounce and how to spell my name. would say LinkedIn as well. Leven is a pretty common name in Flanders, but Flanders is very small. But Lieven Van Nieuwenhuyze, there's only one, which is very good, but you can misspell it so hard. So you probably won't find me. But if you go to houseofhr.com and you check on the XCOM or anything, there are only seven people in there. You might discover my name, Lieven Van Nieuwenhuyze. The Chad (53:15.778) How many Lievens are... Is it? Okay. The Chad (53:37.998) There's always, it's always spelled right in the podcast notes. We appreciate it. Thanks guys. And again. The Chad (53:50.626) Have a good one, we out. Lieven (53:52.137) We out.

🎙️ This week on Chad & Cheese: Will SiriusXM suit drag iCIMS be into the hot seat (again)? 🔥 Upwork cosplays as Blockbuster’s worst nightmare 📼 Deel clones employees like it’s a bad Black Mirror episode 🤖 And somewhere in Atlanta… a meteor picked the worst Airbnb ever 🌎💥 Plus, Joel cries at college drop-off (on the inside), Chad yells at Apple, and we both wonder why DOL is handing out Corporate Welfare, did America just go full socialism? Buckle up, kids—humans are cooked. PODCAST TRANSCRIPTION Joel Cheesman (00:34.974) This podcast ain't for everybody, only the sexy people. Hey boys and girls, this is the Chat and Cheese podcast. I'm your cohost, Joel. Make a deal for me, Cheeseman. The Chad (00:46.35) This is Chad, be kind rewind, so wash. Joel Cheesman (00:49.532) And on this episode, iCims is under fire, Dill extinguishes a fire, and humans are so fired. Yeah, we had a good run. Let's do this! The Chad (01:03.079) We had a good run. God, I hope your son doesn't listen to this. Joel Cheesman (01:05.49) We look like the most disjointed sports podcast in the world. The Chad (01:09.272) We do, yeah. For everybody listening, you can go check it out on YouTube when we publish it. Jill's got our new 2025 Fantasy Football League jerseys on. These are the best. I haven't even been able to put mine on this wonderful frame yet, although when I get home, I'll have it. Joel Cheesman (01:29.886) Crying your Portuguese beach of choice. Yeah. The Chad (01:32.834) Yes, look at this baby. Look at this. I've got my, I've got my Porto. I'm not a big Porto fan, but if you can see the back, it's a Jota jersey. Yeah. It's a Jota jersey. Had to get it. Had to get, was the only Portuguese team, I believe the only Portuguese team he played for, at least in the, in the A-league. But anyway, yeah, beautiful. We look good. How did Cole look? How did Cole look? Joel Cheesman (01:38.451) Yeah. Joel Cheesman (01:41.768) Jota. Joel Cheesman (01:53.298) Yeah, we look, we look good, man. We look good. We look good. Back to that. Good. Good everybody. Yeah. So, took my first born to college this week on Tuesday. my ex wife and wife and I helped him, move into the dorm at Indiana university. it was a bit emotional for me. I did. The Chad (02:05.261) Yeah. The Chad (02:13.975) Okay, nice. The Chad (02:19.654) god yeah. Joel Cheesman (02:20.198) I cried on the inside, not, you know, I didn't let, didn't let him see me cry. The Chad (02:25.069) It's okay these days Joel. It's okay. You can cry. Joel Cheesman (02:28.358) Yeah, it's a, and a lot of people, our age are putting shit on social kids going to college and things like that. So it's sort of equal parts. You're really proud of what they've done, where they're going. They're starting this new chapter in their life, but it's also a very bittersweet moment in that, you're saying goodbye. Kinda to a kid like for that, for that part of their life is now over. Fortunately, I have two more that are still a pain in my ass, but for one of them. The Chad (02:40.492) Yeah. That's awesome. The Chad (02:49.676) Yeah. Yeah. Joel Cheesman (02:57.15) it's gone and you just, you just kind of worry as a parent, like, they going to be okay? And they're in the big, bad world now. I can't, I'm not there to sort of be via support system. So anyway, super happy for him. super great school and campus. I hope that he, excels and engages and finishes maybe first and foremost finishes and, he'll be on onto his life, but yeah, it's, it's, it's a, it's a moment for sure. It's a moment for sure. The Chad (03:01.367) Yeah. Mm-hmm. yeah. The Chad (03:22.615) Yeah. He's like what two hours from you now? I mean he's not he's not that far away Which is nice cuz just in case shit goes sideways dad can be there in no time whatsoever You don't have to pop on a flight or nothing like that. So that's Joel Cheesman (03:38.226) Yeah. And, for those, for those of us in Indiana, 69 opening up has been really, really nice to get down to Bloomington. The Chad (03:44.078) yeah. yeah. So what does it take now then? How long? Joel Cheesman (03:49.99) I mean, so I'm on the far north side of Indy more or less. So it's probably two hours, but would have taken two and a half easily at the old system, the old road. The Chad (03:52.129) Yeah, right. Okay, not bad. Not bad, yeah. Don't worry, don't worry, Cole, when Uncle Chad is in Indiana, it's only 45 minutes, so you can always call the Batphone and I'll be there. You know that, you know that. You need a wingman? I'm there for you, brother, it's okay. Joel Cheesman (04:07.014) Yep. Uncle Chad is there too. So I think he's okay. How was the European show? Stephen McGrath, I'm a little bit bummed that the first time our favorite Scott comes on the show and I'm not even on it. So how did... The Chad (04:20.641) It's kind of apropos though. I mean, it is kind of apropos. Yeah, it is. mean, because you gave Adam Gordon, you know, the golf clap and this is just coming back around as a... But no, he did a really good job. He had fun and can't wait to have him on stage with us in Nashville. We'll talk more about that in weeks to come. But yes, we've got some big, big stuff happening. Joel Cheesman (04:23.674) Is it? You can't have that much sexy on one podcast, I think. The Chad (04:50.823) around Nashville and even Louisville, San Francisco, San Diego, Dallas. Got a lot of shit coming up. So we're pretty stoked. Joel Cheesman (05:00.2) Yep. And you posted something from our friend, Toby Dayton, at link up recently. Is he okay? Can we check on him? He's, he's so mild mannered. And ever since Trump took office, he's, he's been dropping grenades everywhere. I I just want to check on it, make sure he's okay. The Chad (05:04.799) yeah. The Chad (05:09.879) Yeah. The Chad (05:17.837) Yeah, no, should, he's probably in a safe room right now. But I mean, it's hard when you look at numbers in the economy and you do what Toby does, right? And you know, being on the show with him for a year doing the jobs numbers before they got acquired and you know, he's got the money pit in the sky. He's really close to this stuff. So I can't imagine. Joel Cheesman (05:22.29) you Joel Cheesman (05:29.598) Mm-hmm. The Chad (05:46.574) how hard it would be to divorce yourself from watching an economy really on the verge of collapsing. Because that's pretty much what all the indicators are looking at right now. So how the fuck do we come out of this? And the tariffs are literally just starting. We haven't even felt that yet. Joel Cheesman (06:04.594) Mm-hmm. And he, the BLS, he was obviously upset about if the numbers aren't real or we can't trust the numbers. Like we got a problem. and, and he knows data. He is his, he's the big dog of data. And when he sees that the federal government is saying like, let's mess with the numbers, to quote Mark Twain, there are lies, damn lies and statistics and, The Chad (06:11.425) Jesus, yes. The Chad (06:16.695) Yeah. The Chad (06:20.63) Everything's rigged. The Chad (06:24.78) Yes. Joel Cheesman (06:35.582) That is coming true in the numbers. mean, if people can't trust them, we have a real problem. have a problem. So if you're out there, Toby, give us a shout out. Let us know you're okay. I don't know. We'll send you a Jersey or something. The Chad (06:47.691) Yeah, send us a smoke flare or smoke signal or something like that if you're not, okay? Some type of flare would be good. We just want to make sure you're okay, bub. Joel Cheesman (06:55.39) Thankfully football season's around the corner and he's a big Vikings fan, so maybe that'll help calm him down a little bit. We're thinking of you, Toby. Thinking of you, man. Thinking of you. The Chad (06:59.371) Yeah, we shall see. We shall see. Joel Cheesman (07:07.942) It is time for shout outs. Sponsored by our friends up North. Kiora, that's techs recruiting made simple and affordable. The Chad (07:08.179) It is. is. Kiora. The Chad (07:19.063) I'm gonna go first because this one's kind of fun. My shout out is to relocation. So a cherry sized, cherry tomato sized ball of flame crashed through the roof of an Atlanta home in June, which was classified as a meteorite 20 million years older than the planet earth. And kids. The planet Earth is estimated to be 4.5 bu-bu-bu-billion years old. So this is 20 million years older. Anyway, think about that. 20 million years older than the Earth. And it chose its final resting place, its relocation place, Atlanta. Are you fucking kidding me? Not the Bahamas. Not Machu Picchu. Not Santorini. Not French Alps like Levin would love, the French Alps. Not Bora Bora. Joel Cheesman (07:47.326) Mm-hmm. The Chad (08:11.519) Not Bora Bora, Atlanta. So shout out to relocation. Yeah, Jesus. Shout out to relocation. It's not always what it's cracked up to be. Joel Cheesman (08:13.638) Atlanta, GA. Joel Cheesman (08:21.668) Atlanta. Nothing would ruin your day like a ping pong ball size meteorite just coming through the house, would it? The Chad (08:30.139) yeah, no shit. Joel Cheesman (08:31.41) That would be a bad day, bad day. But, Chad, I'm here with good news. I'm here. I'm here with good news on my shout out. It's, it's back to school season conference seasons picking up. know people are looking for, for something new to wear something stylish, something cool. And I'm here to help. Fashionize our audience chat. I was out. I was on the internet, perusing randomly, fast food, fast food sites and came across Arby's. The Chad (08:33.005) I mean, it seems seems apropos, though. Go ahead. Good. huh. The Chad (08:47.405) Mm-hmm. The Chad (08:52.649) The Chad (08:58.177) huh. Joel Cheesman (09:01.022) When was the last time you were in an Arby's, Chad? The Chad (09:04.909) A decade maybe, I would say. I guess. Joel Cheesman (09:05.086) A decade? Okay. Well, you're, well, you're missing out because, if you head out, if you head out to Arby's shop.com, you can outfit yourself and get a whole plethora of fun stuff. So here's just a sampling Chad. You can get a hat that just says beef, just says beef. Nothing else. Just a hat that says beef. They have polo shirts with curly fries on them and, and beef and Cheddar's. The Chad (09:15.168) No way. The Chad (09:25.695) That's all you need. Joel Cheesman (09:33.01) There's a 10 gallon hat. Now who can't use a 10 gallon hat for that back to school attire, but it's more than just clothes, Chad. It's more than just clothes. have wrapping paper that looks like roast beef. So if you want your Christmas tree to really look really good this year, put some roast beef wrapping paper on those gifts. And by the way, they have a Christmas skirt with meat, various meats and deli meats on the actual tree skirt. They have Christmas ornaments, of course. They have a jamoca shake bath bomb. I know you love a good bath bomb, Chad. Why not? Why not coach yourself in a Jamaica shake? sense. And, and here's one Julie would love sporting, on the streets of Portugal. Chad, they have a t-shirt that says, quote, hot girls eat Arby's. That's right. Hot girls eat Arby's. Is there anything better than that? Shout out to Arby's. I'm feeling like a French dip right about now. The Chad (10:06.433) Your mocha's shake. The Chad (10:20.215) Hmm. The Chad (10:27.245) Well, they're, everybody loves a French dip. That makes more sense then because Laura Loomer actually tweeted out that Marjorie Taylor Greene had roast beef in her pants. Maybe she just meant that she was wearing roast beef pants. I don't know, I don't know. Anyway. Joel Cheesman (10:43.678) That is wrong even for our show and that's saying something. The Chad (10:49.229) Hey, that was a tweet from a long time. Anyway, none of that is free, but what is free first and foremost is we've got fantasy football. It's that time of year kids, sponsored by our buddies over at Factory Fix. they look at, dude, first off, look at the jersey that Joel has on. Joel Cheesman (10:51.239) Boo! Joel Cheesman (11:01.767) I football. Joel Cheesman (11:12.102) It won't stop, it won't stop. The Chad (11:16.653) Look at that that jersey that Joel has on that is finally stitched. The factory fix on it's got the Chad and Cheese logo, football logo. It's got Cheeseman on the back. 33 big factory. That is fucking gorgeous. And that is above and beyond. And I also want to talk about something else. that's nice. Factory fix hat. Look at that. That is fucking gorgeous. OK, so we're going to go even above and beyond that. And I want all of. Joel Cheesman (11:29.765) It is very nice. Joel Cheesman (11:35.826) More above and beyond the coaching hat, the eighties coaching cap. The Chad (11:45.513) not just our sponsors, but also our future sponsors to watch this as well. Go ahead and roll that beautiful beam footage. Joel Cheesman (11:48.542) Mm-hmm. The Chad (11:59.978) You The Chad (12:09.271) The singer. Joel Cheesman (12:11.762) The Immaculate Reception. The Chad (12:18.231) catch. Saekwon. Joel Cheesman (12:18.568) Ha ha ha. The Chad (12:24.557) Look that game face. Look at that AI game face. The Chad (12:29.899) Now anybody who's ever been to Akron, to the NFL football hall of fame, you know that voice, or Canton, can, Akron, Canton, whatever, Akron, Canton, you know that voice from NFL films, freaking awesome. The coolest part about all this is look at all the love and detail factory fixes, not just put into that jersey and those hats, but also that Joel Cheesman (12:37.456) It's Canton, Chad. It's Canton, not Akron. Close. Joel Cheesman (12:50.632) Mm-hmm. Joel Cheesman (12:57.982) Mm-hmm. The Chad (12:59.805) that little movie that we just threw out there. These are great promotional pieces and we're just talking about fucking fantasy football. mean, big applause to the team over at Factory. I mean, come on, come on. Joel Cheesman (13:13.054) They take it the extra nine yards, know, Chad, the extra yard. Why'd you go with 22? Your jersey is 22, mine's 33, I'm just curious. Was that your number in high school? The Chad (13:15.926) Well, I... The Chad (13:23.885) That was my number in high school. 22 was my outside linebacker and that was my number in high school. Joel Cheesman (13:25.659) Okay. Joel Cheesman (13:29.092) Was did you have a hero growing up that inspired 22 because 22 wasn't really a linebacker number back in the day. The Chad (13:35.341) No, it wasn't. wasn't. actually started, mean, and you know that in the US we start playing football very young. And when I was young, that was just the first number that was given to me. And I just, it just, it carried along. So it was, it was always my number. What about yours? Yours is 33. Did you just... Joel Cheesman (13:44.221) Mm-hmm. Joel Cheesman (13:48.146) OK. Joel Cheesman (13:51.711) It just worked. So, so 33, a lot of people, including Mike Schaeffer at factory fix thought it was a Larry bird homage. Uh, I love me some Larry bird, but this, this is, this is a tribute to Chicago lands. Greatest underappreciated grid iron. Great. Polk highs. Al Bundy was number 33. So this is a hat tip to Bundy. The Chad (14:00.97) OK. Wrong sport, but yeah. The Chad (14:17.613) Ha ha ha. Joel Cheesman (14:23.736) Al Bundy, the greatest Chicagoland football player of all time. The Chad (14:25.537) Married with children, for all those who don't know, watch Married with Children. You'll get that. Joel Cheesman (14:30.866) How sad is it that Matt Lavery is still not with us to appreciate that joke? Because he would appreciate that joke immensely. Curious, the picture of you smoking, do know what that's from? The Chad (14:36.087) I know, I know he would. The Chad (14:40.865) Yes. I can't. I do remember seeing it, but I can't remember the I cannot remember the player who was actually doing. Joel Cheesman (14:48.486) It was, it was Lynn bias quarterback of the chiefs in the super bowl during halftime. He had a smoke and there's a famous picture, football fans will know of that. So that was, that was great. That was great. The Chad (14:51.749) yeah. Half time, yeah, half time. The Chad (15:01.015) All right, and for all of our other sponsors who also do a great job and yeah, we help them with the giving of good stuff. That's right, because with free stuff, go to ChadCheese.com slash free, you could prospectively win two bottles of whiskey from those talent tech expert people over at VanHack. look, chicken cock. Here comes the chicken cock. Bourbon barrel aged whiskey or aged, yeah, aged syrup in whiskey barrels. Joel Cheesman (15:08.27) Mm-hmm, sure do. Joel Cheesman (15:22.75) There it is. The Chad (15:30.249) from our buddies up at Keyura. T-shirts, those red shoe wearing kids at Aaron App and craft beer from the job data geeks over at Aspen Tech Labs. Love those guys. Last but not least, we all know it. We all love it. If it's your birthday, you might actually win some rum from Plum, but you got to go to ChadCheese.com slash free. Joel Cheesman (15:57.861) All right. Celebrating another year around the sun. got Candice Miller, Brian Thompson from our friends at Cure, Marley Huckabee, Peter Suchy, Alex Campo, Julie Personius, Brittany Kaiser, Cassia Newman, Bill Casco, Chris Long, your boy, Richard Cho, Beverly Collins, Nick Livingston, Jerry the Godfather Crispin, and Captain Picard, AKA Christine Cheeseman. The Chad (16:03.885) Yeah. The Chad (16:13.089) There he is. The Chad (16:20.215) There he is. Joel Cheesman (16:24.944) celebrate another trip around the sun. Happy birthday, everybody. The Chad (16:27.981) Love it. Love it. We will kind of squeak by events this week, but you've got something happening and you've got an announcement for ERE. Joel Cheesman (16:37.692) Yeah, yeah, I'm going somewhere. The Chad (16:40.695) Hahaha Joel Cheesman (16:42.302) So it's official. mentioned I was headed to ERE in November to get on stage in San Diego, the whale's vagina. Anyway, it's confirmed our friend, Jeff Taylor, founder at monster.com and now Boom Band will join me on stage. What could be more fun than Jeff Taylor and Joel Cheeseman on stage, live, unfiltered, anything goes, cage match. The Chad (16:45.325) Mm-hmm. The Chad (16:51.937) on the other. Joel Cheesman (17:09.896) That would be fun actually if a show would put a cage and put the people in the cage. Anyway, might be some pushback on that, but I'm excited. you'll be doing your thing elsewhere, but I'm sure you'll be, giving me questions to ask hard balls to throw at Mr. Taylor while I'm, while I'm on the road. The Chad (17:23.861) yeah, yeah. And Jeff, I know you're listening, man. None of this warm water and warm water shit. I mean, we need some better analogies. We need some hard-hitting stuff. Nothing weak need. We need you to go right to the point and tell us how you feel, okay? That's what we need, Jeff. That's what we all expect. Joel Cheesman (17:41.074) Jeff needs to bring the heat is what you're saying. He needs to bring the blimp. He needs to bring some blimp-sized attitude on stage at ERE. The Chad (17:42.679) These bring fucking heat. Some water skiing behind the blimp attitude. Yes. Yes. Which he was in the Guinness Book of World Records for, by the way. Joel Cheesman (17:53.628) That's right. Speaking of attitude, Chad. Joel Cheesman (17:59.709) It's fantasy football time, Chad. There's about a week left to sign up for a chance to play with us. We've got a lot of people interested. A lot of people want a piece of that, of that chain of that chain. Everybody wants the chain. Nobody wants to finish last Adam Gordon. Nobody wants that last place, finish. So, if you have a week left to sign up our friends at factory fixer pulling out all the stops, as Chad said, go out to Chad cheese.com click the link. The Chad (18:03.042) Yes. The Chad (18:07.063) Hurry up. The Chad (18:12.727) the sexy chain. Joel Cheesman (18:27.944) Hit us up on a social media to sign up, but time is running out and pretty soon we'll be listing the draft grades and who the players are for this year's fantasy football. I can't wait. I can't wait. Frankly, I can't wait. And speaking of can't wait, let's get to. The Chad (18:39.521) Here we go. Alright. The Chad (18:49.665) Bye, folks! Joel Cheesman (18:52.784) All right. A job applicant is suing Sirius XM radio for alleged racial discrimination in its AI hiring technology powered by ICIMS as its ATS, by the way, the plaintiff, Arshin Harper claims the AI tool, which evaluated candidates based on data points like education and address perpetrated past bias and disqualified him for qualified positions. As for ICIMS, They said in a statement, quote, we can share that the customer reference does not use iCIMS AI or machine learning for applicant screening and matching. Chad, you're hot on this one. Your thoughts. The Chad (19:26.509) Mm. The Chad (19:32.418) Yeah, there's no question. ICIMS was not named, but since we've seen a clash accident case against Workday, Mobley versus Workday, and then HireVue was also named in a suit earlier this year by civil rights advocates who allege Intuit used HireVue's discriminatory AI hiring technology, violating the Colorado Anti-Discrimination Act, the ADA and Title VII. So this is... They might not be named, but it is important to know who the players are in the game, right? So that's very important. Personally, in the SiriusXM and Workday cases, I don't believe AI... Give me a second here. Weird. I don't believe AI is truly the culprit here because it's human actions that are used to train AI. And we're probably just going to experience the discrimination that's been... Joel Cheesman (20:25.97) Mm-hmm. The Chad (20:31.501) computer scale, fucking crazy. The discrimination that's been happening for years, happening for years, but it's happened in smaller doses due to humans inability to scale well. So now that discrimination can happen not just in small sample sizes, but AI can now explode it by scale. We're gonna start to see larger sample sizes. Using the same behavior and saying, shit, this is discriminatory. Well, it always has been. It's just happening where we can know it now, right? We can see it now. So what's the answer? I mean, it's really audit audit audit for God sakes. Now take a look at the higher view case. I think that this one's entirely different ball of wax as the case is laid out by the ACLU, the American Civil Liberties Union, that this is on the website, quote, DK, who's the claimant. Joel Cheesman (21:15.932) Mm-hmm. The Chad (21:26.889) is an indigenous and deaf woman who is currently pursuing a master's degree in data science. She communicates using American Sign Language, ASL, and speaks English with a deaf accent. Since 2019, DK has held seasonal roles for Intuit. So she's worked for Intuit, receiving positive supervisor feedback and bonuses every single year, end quote. So why is this a problem? Back to the ACLU website, quote, DK was forced to use HireVue's video interview platform, which features automated speech recognition systems to generate transcripts of applicants' responses, et cetera, et cetera, et cetera. The problem is she was not provided an accommodation to be able to go through another process. She had to go through this process, and she's deaf, right? She was later rejected for this specific position and received feedback telling her, get this. Joel Cheesman (22:13.886) Hmm. The Chad (22:25.899) She needed to work on her quote, effective communication to provide quote, concise and direct answers end quote, to adapt her communication style to different audiences and to, this is the worst and or best depending on how you're looking at it, practice active listening. She's deaf. She to practice her active listening. Last but not least, practitioners no matter what tech they're using, Joel Cheesman (22:41.778) Mm-hmm. The Chad (22:55.743) should be focusing on the process first and then AI. Again, I doubt the AI is the problem in many of these cases. It's already discriminatory, but it's the processes, human behaviors, and protocols that we need to really focus on. So again, audit, audit, audit. That's all I got. We're gonna see a lot of this though. Joel Cheesman (23:15.742) So last week we talked about the re-emergence of newspaper ads and I should have put threat of AI lawsuit as part of the resurgence of newspaper ads. Look, the most shocking piece of this news is that SiriusXM still exists and they're actually hiring people. But aside from that, have more thoughts on this than I thought I would. in the old days and maybe it's time for a history lesson. Joel Cheesman (23:51.273) People would apply and if they thought they were discriminated against, was sort of like he said, she said, okay, who saw the resume, who interviewed you, how was the process done in the company? You had to have multiple people that were maybe color of color, maybe of sex, something that there was a trend of all of these people of this similar whatever of this. The Chad (24:15.693) Mm-hmm. Joel Cheesman (24:17.97) minority was discriminated against and it was very hard to do. Now this guy alone can apply 150 times different email addresses saying, you know, like he can change certain things up. He alone can hope to prove that he was discriminated against based on just what that one person did. AI has made it scalable to create lawsuits like this by, doing things like applying with different The Chad (24:27.725) Mm-hmm. Joel Cheesman (24:47.26) different things, but having that one thing is the same in this case. think it was the education and being a historically black college. If I'm reading the case, right. That, that, tipped him off that it was, it was a case to your point. This is not some evil AI. This is people training the AI to do this, but in the old days, it was really hard to prove because it was behind the company wall. Now it's out in the open that people can leverage the technology and then prove through the technology that something is going on. The Chad (24:55.597) Mm-hmm. Joel Cheesman (25:17.658) I don't know if he's going to win this case. he did get one interview. I think the company at least has that to fall back on. but we'll, we'll see these cases, whether it's work day, this one, this is going to set a precedence for companies going forward and vendors going forward that is either going to really set this industry back or it's going to free it up to, to, run, to your case, the audit system. There'll be audit. have fair now. The Chad (25:33.837) Mm-hmm. Joel Cheesman (25:46.687) Uh, we have warden AI and others are going to come around. Well, that will, as far as I can tell, none of those audits are coming up in court to say, Hey, we we've been audited. Our, our, stuff is safe and, and unbiased. Um, at some point it's going to have to, um, but, but companies are going to want to protect themselves no matter what. What I do find on the ICEMS example, I get the impression that someone that's integrated with ICEMS The Chad (25:48.916) Mm-hmm. yeah. Joel Cheesman (26:14.03) Is the one doing the interviewing or the, AI or the whatever the automation. Yes. So, so AI is sort of the head, but it's, if it's a marketplace provider, an integrated partner that creates an additional layer of risk for marketplaces because historically marketplaces are like, build your app on greenhouse, build your app on whatever. But now if your app is potentially going to be a bias solution, your ass is on the line. The Chad (26:17.367) So a point solution. The Chad (26:25.303) Yeah. Yep. The Chad (26:36.941) Mm. Joel Cheesman (26:42.568) for letting them in your marketplace. So how are ATS is going to respond to marketplaces? We've had talks with Paradox in the past about why don't you have a marketplace? And they are much more partner focus where they sort of vet the partner, they know who they are. It's not just free for all to build apps on the marketplace. So I think that's going to be a really interesting piece of this. Historically also, we know the EEOC does not have a great track record of AI cases. They only have one confirmed settlement back in 2023. We talked about that with our friend, Keith Sonderling, when it happened. So I didn't see the EEOC listed on this lawsuit. So it made me think our lawyers or legal team saying, look, we can't rely on the EEOC. The Chad (27:21.096) yeah. Yeah. Joel Cheesman (27:34.163) to help us. They have no good track record of that. I don't know if the current administration has anything to do with that, but it seems like lawyers and firms are going directly at the company as opposed to leveraging the EEOC to bring those cases up. So to me, that was a really interesting development in all this. And then I guess my last point is we talk a lot about AI taking jobs, which is certainly the case. It will also create jobs. And I think The Chad (27:47.179) Yeah, being claimant. The Chad (27:57.678) Mm-hmm. Joel Cheesman (28:03.038) A new, a new, a new title in TA that we're going to start seeing is AI governance. They're going to be people brought in that their specific job is to make sure that we don't get our ass pinched from the legal entities for a biased lawsuit. And that will be, I think that's going to blow up. Like that's going to be a position that's going to, that's going to happen in a big way. So I will, I have more thoughts on this than I thought I did when I first saw it. This is an onion and it's going to be peeled. over the next 12, 24 months and we'll obviously be on this case. The workday case is really big because that's just workday. This one SiriusXM again, they're still around. I guess podcasters have saved or at least Howard Stern and others have saved SiriusXM. But anyway, it's interesting and you posted this on LinkedIn and you got a lot of interesting feedback. The Chad (28:38.903) Yes, class action. Joel Cheesman (28:58.878) that I saw. So people are energized around this topic for sure. The Chad (29:02.709) Yeah, well, they want to see what's going to happen. It was funny somebody actually commented that, know, ISIM has passed the, you know, the New York, the New York City government's, you know, the audits and whatnot. I'm like, yeah, but this isn't Detroit. This is is this is different, right? So, I mean, it's going to be incredibly important that we as as. Joel Cheesman (29:12.35) Mm-hmm. Joel Cheesman (29:16.008) Yeah. This is the D. Yeah. The Chad (29:26.805) recruiters as hiring managers have been really loosey goosey around certain things like requirements, right? And if you put on requirements and you don't actually test the market with any market intelligence tool or what have you, and you don't know what you're gonna get, you can get thousands of resumes. So then you will turn down a bunch of people who actually meet their requirements and you could be in fucking hot water. That's the hard part, right? Then you might have them too tight. I mean, it's just one of those things where we're going to have to be smarter. Joel Cheesman (29:32.83) Mm-hmm. Joel Cheesman (29:48.254) Mm-hmm. The Chad (29:54.966) about how we start the process and then how we become more efficient through that process. AI can help, it should help. We don't need AI in every bit of it, but at the end of the day, we really need to be imploding a lot of our process methodologies and really just starting from scratch, making it easier, making it smarter and more compliant. Joel Cheesman (30:14.122) Yeah. Yeah. I mean, I think, think, I think you mentioned in that, in that stretch and that thread that, uh, you know, the worst thing that could happen is that people just stop. Like just don't use it. Uh, let's just go back to the stone ages and post newspaper ads. Uh, that's, that's, that's not a recipe for success. This stuff is going to get messy. Protect yourself, uh, by any means that you can, um, the precedent will be set and there'll be some rules of the game at some point, but for now. The Chad (30:24.609) death that one. Won't happen. Joel Cheesman (30:41.904) It's going to get messy. It's going to get messy. The Chad (30:44.429) toothpaste is out of the tube. Joel Cheesman (30:47.644) All right. Upwork has launched Lifted, a subsidiary targeting the enterprise staffing sector. Lifted combines talent sourcing, contracting, and workforce management for contingent work utilizing Upwork's talent pool and integrating with existing workforce programs. The announcement follows Upwork's recent acquisitions of Bubti, a freelance management system and staffing platform provider and employer record provider ASIN. The stock is up around 3 % on the week. Chad, your take on Upwork's pivot. The Chad (31:23.137) Yeah, I think this is more traditional staffing model being under attack and deservedly so. It's old, it's slow, and it needs to be reinvented. And the first major attacker isn't Upwork. It's Indeed, owned by Recruit Holdings. Some would say Recruit has a staffing monopoly in Japan, and they're using Indeed to bypass staffing companies and go direct. to the client in the US. So the hardest part to believe of all of this, knowing that Indeed is attacking staffing companies, is that staffing agencies are dumb enough to keep paying Indeed billions of dollars a year, which is doing nothing more than fueling their own demise. It's like they're sharpening the goddamn axe for the executioner. Now, Edward Upwork, with these acquisitions, I can say Upwork ain't fucking around, They bought an EOR company, right? An employer of record company. And this is something they used to have other companies do for them. Now they're doing it in-house. And then they bought an enterprise version of themselves, a Dutch version called Bupdi. I don't know Bupkis about Bupdi. I just know it's the enterprise version. And you and I have talked... Second, my God. Joel Cheesman (32:30.642) We know Dick Butkus, famous football player from Chicago. Second only Al Bundy in record holdings, The Chad (32:38.605) We've talked about EOR companies on this show for years now and easily it could be the new staffing model and before Deal and Ripling started their feud and we cast them as the best suited to really up and start the staffing market because obviously they're on the payroll side, cross borders. mean, they're just doing everything. Now they're going up to the top of the funnel, which means they can help companies through the entire talent lifecycle, which is pretty exciting. but also scary if you're staffing firm. Plus, we've seen the biggest staffing companies in the world, like Ronsod and Indeco, they have no clue what to do with technology. Case in point, their failures with Monster, Vetteri, hired. The president and CEO, Hayden Brown of Upwork said, we generated our highest ever Q2 revenues, $194.995 million, which was... performance driven AI focused. They've got so many different monetization models that they're focusing on. They're doing things that the staffing companies are not doing. So they're looking at honing in on that huge staffing TAM, but also there's advertising in there as well. Now, yes, I understand. Ron Stodd last year made $26 billion. So 200 million means nothing. A deco, 25 billion. Totally get that. But if you remember, Netflix was really small. Blockbuster had 9,000 worldwide locations, 9,000. They were smug when Netflix walked into their offices. But now they're not fucking smug, right? Every staffing company should be, should actually have posters that say, kind, rewind all over their place, all over the place to remind them that a 9,000 pound gorilla like Blockbuster fell to a little bitty Netflix. And now that we're in the era of AI, agentic orchestration, whatever you want to call it, it can happen so much faster. So I see this as literally an assault on the staffing, on the staffing industry. Joel Cheesman (34:57.566) Have you seen the videos online where they take teenagers and they ask them about things from the past? Like what are yellow pages? And one of them is what is Be Kind Rewind? And they have no clue. Anyway, we just lost a few of our few members of our audience on that one. This is a bold move. No matter how you slice it, it's a big move. It's the adage, you know, the innovators dilemma. The Chad (35:02.677) Yeah. Yeah. Yeah. Rewind. Yeah. The Chad (35:14.315) Looking up kids, Jesus. Joel Cheesman (35:25.086) If we're going to disrupt somebody, we're going to disrupt ourselves. And that is what Upwork, uh, as far as I can see, is hoping to do. I think AI has flipped the, their old model on its head. Upwork went public before the pandemic. It spiked during the pandemic because everybody was like doing three jobs and a full-time job and doing stuff on Upwork. at least the, you know, things were good. And then AI happened and the, the, you know, The Chad (35:25.389) Yes. The Chad (35:41.195) Mm-hmm. The Chad (35:52.301) Mm. Joel Cheesman (35:54.435) used to go to Upwork. I need a, I need a page developed. I need a banner ad. I need a logo. I need like all these sort of little things that small businesses need. And to some degree, bigger businesses would go to Upwork. Well, AI does a lot of that. AI will make your image for you. AI will write your email for you. AI will do all of that. So Upwork clearly, yes, Upwork with us, you know, recreating Lynn Dawson's, smoking addiction. Like clearly Upwork said, The Chad (36:13.549) promotional video. Joel Cheesman (36:24.186) shit. Like fewer jobs are coming in. have fewer, fewer contractor freelancers that can charge what they used to charge. So we're making less money on fewer jobs. think this was a desperation move to say, look, we have to take a huge swing here or else we're going to be out of business in 10 years. And that's what this whole thing is. They're taking a swing, not only at staffing, from my perspective, they're going after. Uh, the deals of the world, the big, just the bigger companies, this is a $650 billion market. And Upwork is hoping to take a piece out of that 650. They have a ton of competition. They do have some name recognition. They do have core their website, 25,000 companies that use the service or have used the service, the Upwork, not the lifted. So, so they're making a play for a really big market. Time will tell if it, if it up works, if it up works, I don't know. Uh, but, but, uh, yeah, this is, uh, this is a big swing and I, I got to applaud them to do this. mean, uh, indeed it's taken big swings. These guys you got, these are desperate times for a lot of companies and they're, they're putting their money where their mouth is and making big moves. I can't hate it. I can't hate it. The Chad (37:23.245) Ha ha. The Chad (37:42.702) And we're starting to see staffing companies actually saw a report today that Hayes, a big staffing company, I believe just in Europe, took a huge hit. And that's going to happen. What happened when Indeed actually overtook Monster and Career Builder? We had a huge market hit, right? We had the financial collapse in 2008. That's an opportunity for these new companies really to reinvent an industry. Is this the time? That's the question. Joel Cheesman (37:59.988) Mm-hmm. Joel Cheesman (38:11.154) Yeah, can't hate it. Can't hate it. And I can't hate the people that leave us good reviews. Guys, we're going to take a quick break. Listen to the ads because there's no show without our sponsors. And while you're listening, to your podcast platform of choice and leave us a review. We'd love to hear from The Chad (38:12.971) No. Huh? The Chad (38:21.09) We love them. The Chad (38:28.257) You I do like to say we're getting a lot of comments on Spotify and YouTube and so that even if you're not giving us reviews, you're commenting, you're engaging, we fucking love that, so keep it up. Joel Cheesman (38:43.07) Chad, Deal is back in the news. Bozo's back, Bozo's back. Sorry, Deal's back. Deal's back in the news. A Florida judge dismissed a lawsuit against Deal, not that lawsuit, alleging it helped Russian entities evade US sanctions. Deal's attempting to link this case to a separate lawsuit filed by its rival, Rippling, which also alleges RICO violations. But wait, there's more, Chad. Deal announced AI workforce this week. The Chad (38:45.282) Jesus. The Chad (38:49.261) You Hmm The Chad (39:09.197) Mm. Joel Cheesman (39:13.182) It's a new product enabling customers to create and manage AI agents for automating HR and payroll tasks. The tool currently in beta, you got to sign up for it, covers things like recruitment, payroll compliance, and time off management. Let's check out a promo from the company. The Chad (39:34.907) Jesus. That's creepy as fuck. The Chad (39:44.429) That's creepy. The Chad (40:15.725) I mean, does it feel as creepy to use it does to me where they're actually, they're creating like, you a second you. I mean, the whole cloning thing. I mean, to me, it's just creepy. Joel Cheesman (40:33.102) I wasn't hating the twin redheads, but maybe that was just my own personal bias. What stood out to me on that video, did you see anyone over 40? Did you see anyone that looked over 40? There was not a gray hair on any of the employees. Moe is going to be on this like a pit bull on a bologna sandwich. That stood out to me. But what are your thoughts about the news and the lawsuit and deals back? The Chad (40:35.725) That was kind of... That might have been bias, The Chad (40:44.47) no, no, it did not. Yeah, wow. Age discrimination already, deal. Good job. Get Mo, get The Chad (41:03.129) Well, first, the agents, see our last segment, right? We talk about deal, rippling, up work. I mean, all of these companies, right? They're all going after a much larger TAM. And staffing's a part of that TAM now. They're moving up, right? And this is just going to be the first foray of them going into agents and they're going to go up the funnel with it. Same thing. you know, I believe staffing will try to do something. Unfortunately, they do have the innovators dilemma, much like, again, Blockbuster had and Netflix beat him out. Monster and Career Builder had innovators dilemma and indeed came and swept them up. So it can happen. And again, I think that tech is moving so fast right now. Joel Cheesman (41:47.966) Mm-hmm. The Chad (41:58.338) that it can happen much faster than it used to. The court case dismissed, mean, Dio really doesn't understand optics, do they? I mean, don't comment, don't blame Rippling, just allow the dismissal to fade away and get back to doing fucking business. We've always heard, and the person who said this is a fucking idiot, we've always heard, any PR is good PR. That's total bullshit because anyone in PR understands, they're wincing. They understand, Optics and the impact on the brand on sales and on company growth. So for me, it's Just shut up and dance kids. Shut up. Get back to business Get back to business Ridiculous. Joel Cheesman (42:43.614) they're spinning it as a PR move for sure. look, they're getting calls from customers and prospects. What's this lawsuit shit? What's going on? They're going to spend this to customers and prospects of like, did you see the court case got thrown out and they're going to try to like wrap it in some rippling lawsuits. So the customers just go, the lawsuits over like it's all good, but it has nothing to do. The Chad (42:52.279) drama. Joel Cheesman (43:11.1) with the Rippling case. just another court case that Deal has to deal with. I love the Mean Girls component to this. Rippling CEO, Parker Conrad, our favorite, he's on Twitter. He tweeted, quote, this litigation has nothing to do with Rippling. We're not party to it, did not fund it. And then he's also calling out CEO Alex and his father. The Chad (43:11.405) Stupid. Yeah. The Chad (43:24.205) Yeah. Joel Cheesman (43:40.283) who was chairman and CFO, Philip Boise and saying that they're both going to go down when the truth comes out, et cetera. And then, and then there's this whole, like, our boy, Keith O'Brien over in Dublin who said that he was getting harassed by, I don't know, people watching him. it's, it's, yeah, it's a total, Maxwell Maxwell situation. Everybody's watching me and it cut. The Chad (43:47.885) Haha. The Chad (44:02.423) fucking It's a telenovela. Joel Cheesman (44:06.93) But it comes out, it apparently came out in the press in Ireland that they did perform, quote, discrete surveillance on Keith O'Brien. So like he's getting surveilled. There's a Twitter war. Like this is just Mean Girls to the hilt and I'm here for it. I think it's hilarious. I can't believe that these companies make so much money and have like so much money in the bank. So that's fun to watch. I also think that. With Upwork making the move to go sort of this route and as a public company, we're going to see more of what that business has entailed for deal and rippling when they go public. This is sort of a little bit of a window into what that kind of business is going to do on the public markets, but I digress. On the AI agent thing. The Chad (44:46.775) Mm-hmm. Joel Cheesman (44:59.282) This is going to be the new SEO. It's going to be the new automation. It's going to be the new AI. Like everybody's going to have agents. It's going to be up to the consumers to find, to figure out whose agents are real, what agents are worth the shit. who, cause just saying we have agents is not going to be the same as we have agents that actually do shit. It's like chat bots, right? We all have chat bots, but some are better than others. And it's, there's going to be a real period of like whose agents are better and whatnot. I do think the ad was kind of whack. The Chad (45:18.377) Exactly. Yeah. Joel Cheesman (45:29.09) The guy in the cowboy hat. I don't know what that was about the dude with the arms that came out and then like no, no people over 40 as a gen X or I'm very offended, offended by that, but, I'm here for it. think it's, I think it's fun. I think it's fun. I can't wait for the rippling deal case to go to court and that's just going to be fucking circus. Yeah. yeah. Yeah, please. Please God. All right, let's get to our next story. The Chad (45:43.149) Get back to work. Get back to work, God damn it. The Chad (45:49.517) Can't wait for the Netflix series. Joel Cheesman (45:55.359) the U S department of labor announced the availability up to 30 million in funding for the industry driven skills training fund grant program. the grants will provide outcome based reimbursements to employers for training and high demand and emerging industries, including AI, advanced manufacturing and shipbuilding. Chad, your thoughts. The Chad (45:55.49) Okay. The Chad (46:16.385) I didn't realize this administration was a socialist party. That's what I don't get. What kind of corporate welfare bullshit is this? Apple spends $55 billion in China every single fucking year, and they've trained 28 million employees in China. 28 million. If you need more background to check out, just go ahead and you can see we did interview. Patrick McGee, who's the author of Apple in China. That gives you a little bit deeper dive. if this administration, Keith, listen up, buddy. If this administration wanted to move the needle, they should pull all the tech bros into the oval, slam your fucking fist on the table and say, where or what are you doing to train your workforce? Hey, Tim, Tim Apple, you're spending $55 million in China. What are you spending here? Zuck, you fuck. What about you, Elon, Teal, Sundar? You know, what kind of money are the biggest companies in the world investing in their current employees, in their community and in their fucking country? That's a baller move. This is not a baller move. A piss ant, piss ant. Thirty million dollars. That's fucking. That's shameful. OK, number one. Number two. Joel Cheesman (47:27.006) Mm-hmm. The Chad (47:42.156) The companies can pay for this shit. Call those motherfuckers onto the carpet and get them to invest in our country. They're already investing in other countries. Billions and billions of dollars. And yet, what do we do? here's some corporate welfare. Fuck that. Fuck that. Joel Cheesman (47:50.014) Mm-hmm. Joel Cheesman (48:02.718) So you're not buying it, Chad? Is that what I'm hearing? You're not buying it. The Chad (48:05.057) Keith, come on man. No. Joel Cheesman (48:07.838) mean, that's my first thought. was like, how many zeros did this headline leave off? $30 million? I mean, look, ICE is getting 8.7 billion increase from the big, beautiful bill. The 30 million, literally for the federal government, like they just made that in like, I don't even know why this is a story. The story should be like, why are we only spending this much on these items? The Chad (48:14.765) Still. The Chad (48:37.547) We shouldn't be spending it. Joel Cheesman (48:37.988) What, what, well, so, okay. So there are many layers to this from, in my opinion, there, there are certain things. Government gives benefits and pay payola for when they want something to happen. So the chips act, we want chips made in this country. We want like from a security perspective, et cetera. So like we're to spend money to give benefits to companies. And then Intel of course buys back at stock or whatever the hell they did. So, so. The Chad (49:03.179) Yes, exactly. Joel Cheesman (49:04.286) So both sides do this, uh, and it either works or it doesn't. mean, what, what's, what stood out stood out to me as the ship building component. And I know you think I'm crazy and I'm a conspiracy theorist, but like that, that is a so China, uh, defense move. China, China's shipyard manufacturing. The Chad (49:06.327) corporate welfare. Yeah, they're all wrong. The Chad (49:22.337) It is. It is. Joel Cheesman (49:27.504) is approximately 23.2 million gross tons annually. This is reported by the US Office of Naval Intelligence. 23.2 million gross tons. You know what the US produces? 100,000 gross tons. So China is manufacturing 232 times greater capacity for shipbuilding. You know why the Allies won World War II? There's an old saying, they won it with Russian blood. The Chad (49:39.531) Maybe a tenth of that. Yeah. Joel Cheesman (49:56.863) British intelligence and U S industry. We have no industry to fight a war like we did in the past. And if, if a conflict comes out with China, we're in trouble, uh, because it's going to be far in the oceans. And we're just at a point where we have to put the government behind some efforts to make shipbuilding a thing again. By the way, if you're a kid looking for a job or business, shipbuilding is going to be a thing. Cause I think. The Chad (50:00.311) Mm-hmm. Joel Cheesman (50:22.142) I just don't think 30 million does. 30 million is like what a missile. mean, it's just like such a small amount of money to make a difference. I don't know if it's like, let's put a little bit out there, like make a little seed investment. Let's see what companies or organizations kind of rise to the top and then we'll put more money into them. I mean, it just feels really weird to have such a small amount of money towards such an effort. The Chad (50:46.061) We used to, in the United States, spend money in our communities to develop our communities. We don't do that anymore. Apple's spending billions of dollars developing communities in China, okay? So I don't care if it's $30, 30 billion or 30 million. That shouldn't be something that the US spends. We should demand that fucking companies, the tech bros, are spending that kind of cash here. Right. They trained 28 million employees, Apple employees during the time that they've been there. How many employees have they trained here? I want to see those numbers here. Right. In the U.S. So anyway, I don't think that is a responsibility of the United States. I think we have bigger things to do. We have moonshots to deal with. Right. We have Internet to build. We have lasers. We have I mean, we've got all the big shit. Right. Not this. This is this is. This is really just. Joel Cheesman (51:46.214) If so, if Tim Apple showed up at your house with a million dollars worth of gold, would you change your mind about Apple? Would you change your mind? No. The Chad (51:49.346) Hehehehehe No, mean, first and foremost, I'm in a good position. mean, if I had a million dollars, it'd be great. It'd be great. But no. Yeah. That's unfortunately that that's it. Joel Cheesman (51:58.205) I'm saying that rhetorically. know you wouldn't, but that's, that's the game we play now. Here's a million worth of gold. Look the other way. we're gonna, we're gonna, we're gonna start making shit in India. So, so look the other way. All right, guys, if you haven't subscribed to our YouTube channel, you don't see things like this Jersey. You don't see the videos that we're sharing with you all the goodness, the Chad's, don't know. Chad's got so much just Chadness going on. I don't know what else to tell you, but, The Chad (52:12.653) The Chad (52:16.107) Look at Joel Cheesman (52:26.128) Subscribe to our YouTube channel. We'll be right back. Joel Cheesman (52:33.086) humans are so fucked, Chad. here's a sampling of the humans are human humans are. the dad joke is a good note. okay. Here's a sampling of the humans are cook news from the week. number one is startup called Mac. Micro one introduced Zara, a digitized self-proclaimed quote, world's best recruiter. number two, move over human influencers, meet VTubers. Virtual YouTubers are making their creators millions. The Chad (52:38.903) Let's end on a good note. Joel Cheesman (53:02.91) powered exclusively with AI and three LinkedIn. Our friends, continue to be a virtual playground for both job seekers and employers virtually with one inc.com writer saying he triggered a bot army. That's a robot army, Chad, a fake recruiter spamming him after just one interaction, on a, on a post Chad, do you miss the eighties as much as I do? what are your thoughts on the humans are cooked news from the week? The Chad (53:32.824) I always love not having to be home until the streetlights come on. The hardest part about this is that we are humanizing all of these different things, right? Let's say, for instance, like the AI influencer, millions and millions of people watch them, right? And I watched a couple, they were fucking horrible. I mean, they were bad, but that's happening. I kinda liken this to, which I always thought was crazy, when my kids would watch Minecraft videos on YouTube. Right? So it's almost like it's something that they're used to, watching somebody else do something on YouTube. It's not really a human, it's just a game. This is almost the same kind of feel, but it's almost like we're humanizing it, whether it is bots, and we have... Joel Cheesman (54:08.878) huh. Yeah. The Chad (54:28.301) really good reasons for that on the hiring side of the house because we threw candidates into black holes for years, right? They deserve some type of interaction. We can't give them interaction at scale because we're humans, we don't scale well. So what do we do? We use bots and we try to give them at least a good experience. The thing is though, through that whole process, we're humanizing the technology and when it starts creating clones, like a deals little commercial there, Joel Cheesman (54:35.518) Mm-hmm. Joel Cheesman (54:54.718) Mm-hmm. The Chad (54:57.675) It's not gonna be a big deal. it's almost like AI is creeping into our lives very stealthily and it's not leaving kids. It's never gonna fucking leave. Ouch. Joel Cheesman (55:13.234) world is getting so dystopian. do long for a simpler time of Jolt Cola and, and, and our Atari video games. The Chad (55:15.646) I do. The Chad (55:24.509) yeah. Joel Cheesman (55:26.962) First and foremost, why is Zara a blonde, blue-eyed, straight out of college, best recruiter in the world? Could we not? DI is dead through technology. The machines are deciding that DI is over for us, based on the deal video and this best recruit in the world. The Chad (55:43.266) Mm-hmm. Joel Cheesman (55:50.057) There's a there's a cartoon sausage. If you have some time, go search TikTok for nobody sausage. It's just a, it's not an actor dressed as a sausage. It's not an actor voicing a sausage. It's just a sausage, disco dancing, going to dinner, chairing at a game. He has 22 plus million TikTok followers. He has a brand deal. The Chad (56:01.419) Yeah, yeah, yeah. Joel Cheesman (56:19.046) He's going to Instagram. If you're, if you're an influencer and now this, this nobody sausage is out social marketing and, and, and, you know, like, how depressed are you? And we're, going into a world where we trust nothing. No one has any, any power, any agency. And it's just, we're, we're just going to be consumers and that that's sort of the end game. The Chad (56:21.101) Jesus Christ. The Chad (56:29.879) Yeah. Yeah. The Chad (56:41.088) Mm-hmm. Joel Cheesman (56:47.258) And not to be conspiratorial, but you talked about socialism. I'm going to quote Karl Marx. And if you haven't like, if you have Karl Marx on your bingo card, make sure you, you stamp that out. But Karl Marx described, a future of alienation. he, he predicted this back in the 1800s and he said, there'll, there'll be a time where individuals seek meaning through buying goods rather than through creative or communal engagement. The Chad (56:59.149) have been Marxism. The Chad (57:04.525) Mm. The Chad (57:16.215) Here we are. Here we are. Joel Cheesman (57:16.708) What the hell is happening? we don't, we don't engage anymore. We don't create things anymore. We just buy shit for meaning. And that's just kind of a sad, sad commentary on the state of what's going on. wow. We got deep, deep in that one. Jeez. The Chad (57:28.013) Keeping up with the Joneses. The Chad (57:33.697) Well, and to bring it out of that, I gotta say, and this is good, bad, or indifferent, Sasquatch and Yeti on TikTok, funny as hell. Not to mention, have you seen the dog podcasts where they've got dogs sitting up in chairs? Okay, so they've got dogs now, dogs now, and they're all over my fucking feed. It is hilarious. I love dogs. They obviously know I love dogs. So the algorithm literally has me pinned. Joel Cheesman (57:43.379) Yep. Joel Cheesman (57:47.922) I've seen Baby. I've seen Baby. It's probably similar. Joel Cheesman (57:58.898) Mm-hmm. Joel Cheesman (58:02.962) Does your feet have The Chad (58:05.773) No, I've got you for that. I've got you for that. Joel Cheesman (58:08.958) Okay, this is a good one. Okay, we're keeping him clean again. All right, Chad. What did Tennessee... What did Tennessee... The Chad (58:13.249) Ha ha ha ha! The Chad (58:22.477) River? Joel Cheesman (58:23.762) The same thing Arkansas. The Chad (58:26.825) Jesus. That was good. Yeah. Joel Cheesman (58:28.84) Hahaha! Joel Cheesman (58:35.422) At least football is played by real people as well as soccer. We have that at least Chad. We out The Chad (58:39.115) Yes, thank you. We out.

Pizza, AI, and the Noid walk into a podcast… and yes, it gets weird. In this episode of The AI Sessions , Domino’s HR tech boss Matt King dishes on: Why speed isn’t just a hiring goal—it’s literally the brand (because nobody’s waiting 45 minutes for a “hot, fresh” ATS). How Domino’s escaped the clutches of Kenexa BrassRing (aka the AOL dial-up of recruiting systems) and slid into SmartRecruiters’ DMs. Franchisees with strong opinions (shock!) who actually helped shape Domino’s tech stack—and occasionally roast bad AI “match scores.” Winston, SmartRecruiters’ new AI sidekick, and why trust is harder to earn than a free breadstick. Chatbots that know when to ping you and when to shut up, because nothing says “brand value” like not sounding like a jerk. And the ultimate question: should Domino’s resurrect the Noid as its candidate-facing chatbot? (Spoiler: we’d apply just to see that chaos unfold.) If you like your AI talk topped with sarcasm and pepperoni, this one’s for you. PODCAST TRANSCRIPTION Joel Cheesman: All right, let's do this. We are the Chad and Cheese Podcast. I'm your co-host, Joel Cheeseman. Riding shotgun is Chad Sowash, and this is the AI Sessions Frontline Series as we welcome Matt King, Director of HR Technology at Domino's. Matt, welcome to HR's Most Dangerous Podcast. Matt King: Pleasure to be here, fellas. Joel Cheesman: Glad to have you here. A lot of people will know Domino's Pizza, but they may not know Matt King. So give us the elevator pitch on you and what you're doing at Domino's. Matt King: It's been a long journey. So I got my start in educational technology and made a big career pivot a few years ago, and went into HR technology, and found myself at Domino's. And I manage our HR tech stack. So I manage our SaaS applications, hiring, learning systems, workforce management systems, talent systems, and I also help manage our core HCM. And one thing that's interesting about our tech stack and the way we deploy it to our US system is we play both in the corporate space and the franchise space. So we have managed deployments of some of these platforms to our franchisees. Make them available to them as well. Chad Sowash: Make it available to them, but they don't have to actually use it? Is that what I'm hearing? Matt King: It depends, yeah. So in the case of our learning systems, they're optional for our franchisees to use. For our hiring systems, to help us create brand unity and a centralized branding experience for potential Domino's employees, either at our franchise organizations or for our corporate organizations. We do mandate the use of an ATS solution, smart recruiters, and we have a centralized career site that covers the whole brand. Joel Cheesman: And Domino's was tech before tech was cool, right? I mean, they were doing mobile ordering before anyone else. Does that mentality permeate into the recruitment set? Matt King: Yeah, it certainly does. You know, we have a lot of technology differentiators in our brand, and our hiring technology, recruitment technology, is no different. But we've been on an interesting journey. Like, I think that one of the things you observe is there are changes in how you think about the engagement of candidates, the level of engagement that's appropriate to have with candidates. Sometimes you want a lot of human touch. Sometimes you want a lot of automation. It's hard to really connect those two things. So we kind of ebb and flow in terms of the amount of automation that we enable. And one thing that's interesting about our business, too, is it's not just automation. It's not just ease of candidate experience that we think about. It's also extensibility to our franchisees because these are independent business owners. Our franchisees are incredibly entrepreneurial. They're incredible operators. They're coming to us all the time with ways that they've optimized their hiring processes that we're considering for our corporate locations as well. So we want to make sure that we're giving them tools that are forward-facing, really cutting-edge, but also have a lot of flexibility for them to manipulate them to satisfy the needs that they have as unique independent businesses. And that can be a real challenge. Chad Sowash: So being in the... How many corporate stores versus franchises? What's the percentage around? Matt King: Yeah, so we have about 7,100 locations in the United States, about 21,000 internationally. In the United States, it fluctuates, but anywhere between 250, 300 corporate stores, and then the rest is franchise. Chad Sowash: Yeah, so the bulk is franchise. So, has there been kind of like a draw for people wanting to use AI in your space to be able to help them actually prospectively become a standard throughout all of Domino's? Because we're seeing restaurants using chatbots at the drive-through. I mean, they're all over the place. So, is this almost kind of like a cool factor they might be able to get into now? And it might allow you, from a corporate standpoint, to get more standardized across all the franchises?  Matt King: I think so. I think in terms of the candidate job search and application experience, my perspective on this, and I think that our corporate recruiters share this perspective, is that conversational applications is essentially table stakes in our space now. That's no longer sort of cutting edge or cool. I guess it will always sort of be cool. But we started with a candidate-facing chatbot that allows for job search application, answering screening questions all within that one experience. What I'm seeing there is, there's kind of two evolutions I'm observing. One is just that experience has gotten a lot better. So it's not quite as scripted. It doesn't feel like it's automated responses to very specific prompts. Joel Cheesman: The decision tree is leaving. Matt King: Exactly. And it feels a lot more human. Joel Cheesman: That was a dad joke, Chad, leaving. Matt King: Well, the other thing that's nice about it, is that it gives you opportunities to add in additional validations that weren't possible before. Like this doesn't look like a real social security number, that kind of thing. I say that in a nice way. But the other thing that I think we're starting to see is the workflow orchestration that happens, that's conversational assistant-assisted. That really touches the recruiters and the orchestration of the candidate experience as they go through the hiring process. Because our goal is to get the initial touchpoint with the candidate into the applicant tracking system as quickly as possible. We don't want to bombard them with a 20-question application and capture all this information up front. We want to capture it only if we need it. And I think for the most part, that's been our objective is appropriate information at the appropriate time. Capture it through an omnichannel, multichannel experience that meets candidates where they're at. Chad Sowash: So from the recruiter standpoint... I mean, because we always talk about candidate experience. We never talk about recruiter experience, right? And that's pretty important because we want to keep them around. We want to make sure that their job doesn't suck. So, on that side of the house, have you seen that this could make a much better recruiter experience? And then how are you currently structured? Do the recruiters only hire for corporate? Do they also help out with franchise? What's that dynamic look like? Matt King: Yeah, it's interesting. So our recruiters don't advise or support our franchisees in any particular way other than best practice sharing. So if we're doing something in the corporate space that we think is beneficial for franchisees to be aware of and think about whether they want to adopt for their organization, we certainly will make that information available. And our recruitment team has relationships with our franchise recruitment teams that operate within these franchisees. Beyond that, I think that we've really endeavored, especially after the switch to smart recruiters, to bring franchisees much more into the mix in expressing their needs to our vendor partner. So we've had on-site sessions where we've brought in some of our major franchisees to speak directly with smart recruiters. Brought in their entire recruiting teams, and had them speak directly with smart recruiters' product teams. And that has been a pretty unique experience because we can make a lot of assumptions sitting at corporate headquarters about what our franchisees need. But I think the thing that I always keep in mind is the persona of the franchisee. It's a privilege to some extent to be a dedicated recruiter. But these franchisees are responsible for the P&L of their entire business. They may have a recruitment team. They may not. They may be a single store operator who's doing everything from recruitment to managing their store to ordering food. So there's a lot on their plate. Joel Cheesman: You highlighted speed, and I think that's incredibly important. My guess is if Domino's takes too long, I'm at Pizza Hut, or Papa John's, or McDonald's, or any other sort of fast food or hourly job. But I know that you're also very aware of your brand and what Domino's means and the promise. I mean, even when we were kids, it was like 30 minutes or less, which I know has changed. Those things stick with you, and I think that they stay with you in the job search experience. So how do you balance speed, but then also the experience is something that Domino's supports? Matt King: Yeah. I guess I would start by saying it is a balance. And I think across the entire US footprint, it's hard to find one size fits all. Because, as I mentioned, there's variations in how franchisees choose to run their hiring. I think that in terms of how we identify as a brand, there are certain things that are core tenets of who we are. Operational efficiency, speed, customer service. These are the types of things that we tend to select for in terms of our hiring as well. And every franchisee and every business unit and corporate makes some of their own decisions about how to prioritize those different factors. But that's the DNA of the brand. It's customer focus. It's amazing product. It's hiring at the speed of our business, and our business moves very, very fast operationally. So I'd say that l because that is part of who we are, that focus on efficiency, that focus on accuracy. Joel Cheesman: It almost sounds like speed is the brand. Chad Sowash: The speed is the brand. Joel Cheesman: You're killing two birds with one stone. Not only are we fast, but we're supporting the brand with efficiency. Matt King: Exactly. But I think the other thing too is like you walk into a Domino's store, and you expect the store to be clean. You expect the people to be friendly. You expect your pizza to be made with a smile. You expect the same pizza every time, and you expect the same level of value every time. And so I think that there is a representation of that in how we choose to run hiring as a corporate entity and our franchisees choose to run hiring. And I think one of the things that really helps us create the centralization point is the brand-wide career site because that allows us to tell the EVP within the context of our branding. Our career site tells the story of who we are. It tells the story of what we're about. It tells the story of our history. It tells the story of prospective candidates of like if you're into these values, if you're into these priorities in a job that you work, there's opportunity here for you. And so I think regardless of how franchisees choose to structure their hiring processes or how we do on the corporate side, you can still tell the same story about what it's like to work in a Domino's store. And I think that's really critical. And I think part of the reason that having a centralized employment branding focus at least at the high level has been really advantageous for us. Chad Sowash: So talk about choice because there are plenty of platforms that are out there. You've chosen Smart Recruiters. You obviously did due diligence around that. What was that process? What did it look like, number one? And then from a not just corporate but also from a franchisee standpoint, I mean, how much did they get to weigh in? And then also what's the penetration rate right now for usage? What does it look like? 90% franchises are using, 100%. What's that look like? Matt King: Yeah. So, the selection process. It helps to understand where we came from. So we were on Kenexa before. And we had a victory... Chad Sowash: I'm sorry. I'm sorry. Kenexa Brass Ring, 37 other names. Yeah. Matt King: Yeah, and it was like IBM, Kenexa BrassRing on Cloud, which when we implemented it was... I wouldn't say it was a cutting-edge system, but it was relatively modern compared to what else was in the space. The problem was we grew a lot of other technologies around it and integrated them. And so what we ended up with was a very unwieldy tech stack. And so you'd have your automation layer. You'd have your communication layer. You'd have your core ATS. You would have the recruiter-facing hired score-driven overlay to Kenexa. And it all sort of worked, but it was very expensive. It was incredibly unwieldy to maintain. And it was, candidly, just quite expensive. And so what we were looking for was... Well, we were seeing a lot of movement in the ATS space into more integrated solutions where a texting engine, a communications automation engine, CRM, these things are sort of baked into the offering. And so we found that in Smart Recruiters. We did a lengthy RFP process. You asked about franchise involvement in that process. When we source technologies like this, typically we'll have franchisee focus groups that will weigh in on behalf of the system. And they're deeply involved in the requirements definition and design and validation of the solution. Joel Cheesman: You're saying the franchisees have an opinion on that stuff. Matt King: They absolutely have an opinion. They do. They do. And they call out things that we miss. Because they're on the front lines. They see things we don't see. Chad Sowash: Day to day. Matt King: Day to day. And the other thing, too, is we can be very prescriptive about how we want hiring to work for the people that work for Domino's Corporate. We can't be prescriptive about that for our franchise operators. They have different needs. And you don't know what they are until you bring them in. The great thing is Smart Recruiters was fantastically receptive to having those conversations. So it was almost like we were doing two implementations simultaneously, one for corporate, much more prescriptive, much more buttoned up in terms of the rigidity of our hiring processes, and then one for our franchisees, which was about maximizing flexibility. And by and large, that's what we've gotten. Smart Recruiters, I think, has been on a journey of evolution. I think they've learned a lot from us and vice versa, especially in the high volume space. Chad Sowash: Oh, yeah. Well, I mean, you're actually helping them through the piloting of Winston, which we've seen Winston all over the place lately. Talk a little bit about that, especially the genesis of that conversation of, hey, we're looking to do a big pivot. I mean, they literally were modeled off of legacy systems, and they're pivoting very hard into Agentic. Was that exciting for you, knowing that they were your platform? A little risky, maybe? Talk a little bit about that, because you got involved. Matt King: Yeah. I mean, I have a sort of internal debate raging all the time of like... Joel Cheesman: Me too. Matt King: Am I a Luddite about this stuff? This is about KFC or... Joel Cheesman: Chipotle or Taco Bell. It's usually the two. The fight within. Sorry, Matt. Go ahead. Matt King: No, I feel your trauma, man. Yeah. I mean, I think that... Look, I mentioned earlier that I think that conversational application experiences are table stakes now. I don't think that those are edgy or cool or differentiating. And I think what has been reassuring, I think, about the realization Smart Recruiters has had about their position in the market is I think there's a pretty important space there for them to occupy. You're going to have your big enterprises that have Workday, and they're going to use Workday as their ATS, but they're going to have a really nice candidate-facing front end, and they're going to optimize the recruiter experience with other bolt-on tools. But what about companies that are in a position where they're either in the process of choosing a new enterprise ERP, new HCM, they may not want to invest in something like Workday because it's a little bit bulky for their needs. They want to go with a tier 1.5 or tier 2 HCM vendor. Chad Sowash: More nimble, maybe? Matt King: Yeah, exactly. But they really need super high quality, minimize the complexity of your tech stack, ATS solutions. And I think Smart Recruiters is poised to really be impactful in that space. In terms of the design relationship, from the moment Winston was a glint in the product team's eye, we've been, I think, on the same page that this is something that is necessary to make sure that they remain competitive in this space. There are a lot of brands and companies out there who want to take the same approach we did, which was, we want one vendor we can work with who can do all this stuff reliably. And so what are the things that are going to make you competitive if that's what people are looking for? Conversational application, recruiter enablement, both of those things are the places where I see the most value in Winston and seem to be the places that are focusing. Chad Sowash: How important is the asynchronized messaging versus synchronized? Because it seems like we try to push really hard on the synchronized to get everything done, human to human, but then we're going chatbot and it's more async. And we can do more to try to enrich profiles and things like that, ask questions later on down the road, not to mention nudge them and remind them their first day is starting in a couple of days. Is that a big step for Domino's and the franchisees to think that, "Okay, we want real people having real messaging. If a chatbot takes over, it might not feel as real?" Matt King: It's a really hard question to answer because I think that it depends on how well the chatbot works and what you use it for. I don't think that automating a notification that we're waiting on your background check invitation to be completed is something that a candidate feels is an important moment of human touch. Chad Sowash: Yeah. Matt King: You don't want the chatbot to be a jerk about it. You don't want it to be totally cold. It has to fit into your employment branding persona... Chad Sowash: Right. Matt King: But that's not something that you need human touch for. Chad Sowash: Right. Matt King: Where I think I see the line being drawn is there is a moment of human interaction during the interview that's really important. Because part of what I think we and our franchisees are selecting for is somebody who's going to represent the brand well, right? Somebody who presents well, presents as Domino's. And that takes many forms, but it's very hard to discern that from automated screening. It's very hard to discern that from somebody typing in like, what's your perspective on customer service and having an AI script churn on that. Chad Sowash: Yeah. Matt King: Those are vibes you get from interacting with a human being, whether it's through a video interview or an in-person interview. So I think it's about the moments where you choose to use it, right? Some asynchronous makes sense, some synchronous makes sense. It just depends on the feel you're trying to create for your brand and how you drive selection based on that. Joel Cheesman: Going back to the franchisees for a second, not only are they probably opinionated on what you're going to do, they're opinionated on what they think you should be doing into the future. So, what is Domino's wish list for what it wants to be doing from a recruiting standpoint? Let's call it two to three years from now. Matt King: That's a great question. The first thing I would say is it's in our interest and in our franchise's interest to deliver optionality that allows franchisees to push the limits of what's possible within our brand. We have driven so much innovation in our brand with the help of our franchisees—product innovation, operations innovation. They're critical partners. It is not a top pushing down on these things. It is the corporate entity working with our franchisees to enable this. I don't think that you get that kind of innovation coming out of our franchisees without providing the optionality for our franchise operators to try things, make mistakes, and maybe discover new things that work better. So, for us, it's not just the need for us to deliver solutions that allow them to run their businesses the way they want. Joel Cheesman: Yeah. Matt King: It's also the need to create a sandbox for them to try new things that help us to innovate hiring across the whole brand through their feedback and through their willingness to try things, make mistakes, to adjust. It's just that entrepreneurial spirit. If I'm thinking about what I want the candidate and recruiter experience to be a few years from now, I think that that's where I'm comfortable making some predictions about where that's gonna go. I do think that the perceived necessity on high human touch, retaining some actions as manual actions that take place, and the avoidance of automated screening for certain things, I'm talking pre-interview, I think that it's likely that there's gonna be some softening on that. You see it happening across our industry. It's always useful, I think, to take a snapshot, comparison snapshot of where we are versus our competitors in terms of our willingness to entertain those solutions. Joel Cheesman: Yeah. Matt King: I think the critical thing is, well, how do you build the trust there? So as we work with SmartRecruiters, as an example, we were early adopters of their matching tool. So this is like pre-Winston. I forget what the name of it was, but it gave you a match score. And so we found that this thing didn't work very well, in all honesty. Our franchisees said, "Hey, this doesn't match up to what this candidate actually is. It's producing summaries that are completely nonsensical. Must have been using LinkedIn tech." [overlapping conversation] Joel Cheesman: Not good, not good. Chad Sowash: Yeah. [laughter] Matt King: It's like it's saying that we require a motor vehicle report for this position in the job description, and then it's assessing what the candidate has put into the application, and it's saying the candidate has never worked for the Department of Motor Vehicles... Chad Sowash: Yeah. [laughter] Matt King: So... [laughter] There's some trust rebuilding, is my point. And so I think the thing is we're just very mindful of that, right? As we work with SmartRecruiters, the message has been, "Look, the outputs of these things have to be things we can trust. They have to be consistent. We have to know how you got there." And most critically, you can't rely on us to train that. We're always training these tools through our interactions with them, but it's got to be better out of the gate. And so they've been very receptive to that feedback as we've gone through the Winston journey period, right? The ability to show the math has been critical. Matt King: The other thing that I'll say is in terms of the design partnership, they've been very assertive about bringing us in early and often. So we have a lot of touch points with their design team. We shovel a ton of feedback to them. I think a lot of it sometimes may be a little bit overwhelming, but they always receive it very graciously. And then we're given the opportunity to kind of battle test these things and test environments. And typically they give us the optionality to do like limited deployments of them and basically test them at a pilot capacity ahead of time. Matt King: And so that for us is like, that really gives us the foothold to say, "Yes, we think this is something that can scale. We think the trust factor is there." We've had an opportunity to bring in our council and legal teams and privacy teams, and they've had a chance to pick apart the solution. So that to us is like, it makes us feel more confident that we may land in a position with Winston where we can actually deploy this thing and actually use it. Joel Cheesman: The future is in QR codes, Matt. I want you to remember that your next meeting. [overlapping conversation] Matt King: QR codes, that is the comeback story of the decade. [laughter] Joel Cheesman: That's what I'm saying, that's what I'm saying.  Matt King: Yeah, I'm all about it. Joel Cheesman: Chad doesn't agree with me. I'm glad you're on my team, Matt. [overlapping conversation] Chad Sowash: I totally agree with you. I was always on board with QR codes. Always. Even before COVID. Joel Cheesman: Can I ask the question I've wanted to ask Matt? Chad Sowash: No, I do, I do, I do... [overlapping conversation] Joel Cheesman: Okay, you go first. Chad Sowash: Stuffed crust or traditional? Matt King: New York style. Chad Sowash: New York style. Matt King: Yeah.   Joel Cheesman: Ooh. Topping choices? Matt King: Pepperoni. OG. Joel Cheesman: Straight pep? Matt King: Straight pep. Maybe some banana peppers if I'm feeling fancy. Joel Cheesman: And when is the Noid coming back? Matt King: Ooh. I mean, I... Joel Cheesman: Bonus points if you say the new chatbot is named Noid. [laughter] But I won't push you on that. Matt King: So, I think the Noid—but this is my personal opinion—I think the Noid would be a fantastic candidate-facing representation of our brand.  [overlapping conversation] Chad Sowash: Talk about a throwback, right? I mean, just awesome. Matt King: People love the Noid. Chad Sowash: Yes. Matt King: Yeah, the Noid is great. I mean, he... You know, he's...  Joel Cheesman: Kids love the Noid. Matt King: His morals are debatable. I don't know if I can support an entity... Chad Sowash: [laughter] "His morals are debatable." [laughter] Have you seen that on a strip? [laughter] [overlapping conversation] Joel Cheesman: And I know you're a fan of this show, Matt. Our morals are debatable as well. Matt King: That's why I knew I would get this question. [laughter] Look... [overlapping conversation] Joel Cheesman: Are you gonna dance around this or really answer "the Noid coming back" question? Matt King: Oh, well, I mean, I don't... [overlapping conversation] Chad Sowash: He wants it back. Matt King: Truth be told, I don't know. I think it's a fantastic idea. If anyone's listening to this, I mean, you've got your... Joel Cheesman: You make it happen, Matt. You tell them Chad and Cheese want the Noid back and make it happen. [overlapping conversation] Matt King: I'll see what I can do. I mean, we do... [overlapping conversation] Chad Sowash: You tell 'em the Pep and Cheese Podcast. Pep and Cheese podcast. [laughter] Matt King: Would you be satisfied if the Noid is the candidate-facing chatbot in the Winston deployment? Joel Cheesman: Amen. We will pump that shit up on the show every week, Matt, every week. [laughter] [overlapping conversation] Joel Cheesman: All right, let's leave it there, Matt. Thanks for hanging out with us today. This has been the Chad and Cheese Podcast for Joel Cheesman, Chad Sowash. This has been the Sessions AI Frontline Series. We out. Chad Sowash: We out!

Hold onto your headphones, folks, because the  Chad and Cheese Podcast  is serving up a hilarious, hot-mess buffet of insights that’ll leave you laughing and maybe a little worried about your career! This episode, your hosts sling snarky banter like baristas tossing espresso shots, breezing through early chit-chat about travel woes, Coldplay’s drama-fest, LinkedIn’s questionable career tips, sports shout-outs, Walmart’s employee discount PR stunt, free swag, and fantasy football. But the real meat hits after the 15-minute mark, where they dive into the chaos facing recent grads—think degrees collecting dust while the job market laughs. The future of work gets a roasting, with the creator economy shining as the cool kid at the career fair, while AI and economic shenanigans threaten to swipe jobs faster than you can say “pivot.” Teaching’s future? It’s AI’s new playground. Silicon Valley’s traded ping-pong tables for “purpose,” but don’t get too cozy—tech employment’s a rollercoaster, and global competition’s got everyone sweating. Job boards like ZipRecruiter are wheezing in the dust, outrun by AI, and in a plot twist nobody saw coming, the hosts ponder if newspaper job ads might stage a retro comeback. It’s a wild, witty ride through the workforce’s new reality—adapt or get left behind, and maybe grab a newspaper just in case. PODCAST TRANSCRIPTION Joel Cheesman (00:34.542) Yeah, it's not a beer belly. It's a fuel tank for a sex machine. Hey, boys and girls, it's the Chad and Cheese Podcast. I'm your co host Joel caught in 4k Cheeseman. JT ODonnell (00:39.473) You Maureen Clough (00:40.512) What? Maureen Clough (00:45.759) And I'm Maureen, I can see Canada from my house, WileyClough. JT ODonnell (00:50.321) And I'm JT, I got no name and no game or don't. Maureen Clough (00:54.145) you Joel Cheesman (00:54.338) And on this episode, the kids are not all right, Silicon Valley gets hard, and our newspaper classifieds back from the dead. Let's do this. Joel Cheesman (01:07.202) Hi ladies. Welcome to Chad free, the Chad free episode here, Mr. Yeah. I like my odds. like my odds. So Chad is a gallivanting around in Lisbon, port Portugal. So, he's enjoying a little time with Julie, which gives me more time with the ladies, banter. How's everyone? Maureen, you've gone full native. You've got the, the maple leaf. Maureen Clough (01:08.917) Hello? Yep. Yep. JT ODonnell (01:12.795) Joel's outnumbered today. Maureen Clough (01:30.923) Thank you. Maureen Clough (01:36.715) I'm all in. I'm as close as I can get to that border. yeah, this was actually what I wore around Europe and it was helpful, I would say. Joel Cheesman (01:36.716) Hat on. Joel Cheesman (01:41.068) You Joel Cheesman (01:48.366) Was it helpful? Yeah? People friendlier or they just didn't give you a hard time? Okay, okay. Maureen Clough (01:48.641) I think so. think so. Friendlier, yeah. A little friendlier, JT ODonnell (01:55.826) When I was in Europe, the only people that gave me a hard time was a couple from Canada. Can't make this up. I'm watching the hurling championships in Dublin, the national sport. And when they found out that a couple, a pair of Americans were in front of them, they launched into politics and somehow it was all my fault. The entire country was my fault. And I just turned around and went, Oh my gosh. Yeah. They were the language. Maureen Clough (02:01.085) really? Well there you go. There you go. Maureen Clough (02:11.905) It really is. It's your fault. Joel Cheesman (02:12.748) That's interesting. I mean, they had a, they had booking.com CEO on CNBC recently and talking about how no one's coming to the U S I mean, it's funny, but it's also horrible because there are a lot of people whose livelihoods are dependent upon Canadians and Europeans come into America and they're still traveling. Canadians are apparently just going to Mexico and Europe and Europeans are going to Asia and other places. So it's. Maureen Clough (02:25.089) It's rough. Maureen Clough (02:36.896) they are. Maureen Clough (02:41.985) It's sad, but I want to say I'm doing my part. I'm going to this thing called Hands Across the Water, which is like a flotilla from the US going up to Canada and staying on Salt Spring Island and actually hanging out and telling everybody, hey, we're here. We're buying your stuff. We love being here. Don't hate us. So that's happening soon. So I'm just going to go ahead and be the diplomat for our country. Joel Cheesman (02:42.222) kind of geopolitical. Joel Cheesman (03:08.494) So is the Coldplay drama over you think? That was really hot. I'm not seeing as much of it on social media. JT ODonnell (03:16.613) I've definitely seen it dying down, you know, I mean, there's got to be more follow-up coming and I'm sure we'll hear every juicy detail. What have you found? Joel Cheesman (03:18.253) Yeah. Joel Cheesman (03:22.178) Well, so, so, you know, me, I like doing my, my dirty, dirty homework. And so was curious, cause the, the, the HR head, Kristen Cabot had not left when we last spoke about this topic. She has since left the company apparently, and she is off LinkedIn. so as an HR person to leave it, to leave LinkedIn is like the land of misfit toys. Like you are banished forever. That's, that's, that's pretty rough. Maureen Clough (03:22.984) Ha ha ha ha! Maureen Clough (03:49.037) man. Joel Cheesman (03:51.718) And interestingly, the CEO, Andy Byron, who was also fired or left from his job, he is still on LinkedIn, but no picture. So he's sort of, I'm here, but not here. And interestingly, what's really funny is there's another guy on LinkedIn named Andy Brian, Brian or Byron. And his, his title is literally not the Coldplay guy. Maureen Clough (04:05.601) Oh, oh, oh, oh, oh, oh, oh, Maureen Clough (04:19.137) That is epic. That's like well played. Joel Cheesman (04:22.221) Yeah. JT ODonnell (04:22.745) That's incredible branding. That is genius. Joel Cheesman (04:24.94) Yeah. Yeah. So, so we, we do have a sense of humor here on LinkedIn occasionally, occasionally. All right. Well, well, JT's on the clocks. Let's get to, let's get to some shout outs. As you know, guys, shout outs sponsored by our friends up North, the Cura that's techs recruiting made cost-effective and easy. My, shout out goes out to Jen Powell, 48 year old who made history this week in the major league baseball, Maureen Clough (04:30.526) man. Joel Cheesman (04:54.526) Record books for being the first female to call a game as an umpire behind the plate It's a long time coming. You can say what you want. It is progress Major League Baseball is well over a hundred years old It just took a little bit of time to get a woman behind the plate As many of you know that watch sports every other major sport in the US has women referees except except hockey Maureen Clough (05:06.676) yeah. Joel Cheesman (05:22.058) at this point. So hockey, we're still waiting. I understand it's a little dangerous guy, big guys on ice. You know, the refs don't have sort of a buffer there, but we'll see if women get a, get a nod in, in hockey anytime soon. Maureen Clough (05:35.553) Well, I love to hear that about the female umpire that's rad. I'm a huge baseball fan. So it's about, it's about damn time. It's about damn time. Oh yeah. For sure. Of course. Of course. So I know Ichiro. Oh, he's the best. I mean that guy 2001 Ichiro that's peak. I was, he was tops. Yeah. It was amazing. Oh. Joel Cheesman (05:41.23) Who are you? Mariners? Okay. They just retired Ichiro's number, didn't they? He's in the hall? HRO is good. Joel Cheesman (05:56.814) See that that hurts me because I was in Cleveland at the time and that was when they had their like super season and they beat the Indians I think in a final game and the Indians lost in Cleveland and I was at that game. yes, each year I was great but as a Cleveland fan that one hurt. 2001 hurt quite a bit. Maureen Clough (06:13.852) The man, he's the man. Well, it hurt for us too. We didn't exactly win the World Series. you know, we're still, we're still waiting on that one. It's going to be. Joel Cheesman (06:21.516) No, you did not. Those damn Yankees. JT ODonnell (06:25.361) So I'm obviously a huge Red Sox fan, especially when they broke the curse. And I was a career coach at the time. And I ended up that year, that first year that they won, getting a young man coming to me for coaching saying, I can't get any jobs. I looked at his resume, he's working for the Red Sox. Like you work for the Red Sox. He goes, yeah, that's the problem. I said, what are you talking about? goes, I get interviews, but all they do when I get in there is they're like, what was it like when you won and why would you ever want to leave this job? He's like, I can't get out of it. Maureen Clough (06:43.265) you Maureen Clough (06:51.337) Hahaha! JT ODonnell (06:55.121) What a crazy Chris. I'm like, this is the only time I've heard this problem ever. You know, and he's like, no one will hire me. They're like, no, no, we're never going to live up to what you have, but we just had to hear from you. He's like, I went on so many wasted interviews. So he, yeah, he was like in the marketing department, right? So just run branded stuff and they pick his brain and they're like, it won't be as good as there. So no, we're not going to hire you. Can you imagine just wasting his time? Maureen Clough (06:55.143) That's amazing! Maureen Clough (07:05.984) Ha ha ha ha! Joel Cheesman (07:08.408) What was his position? what was his profession? Maureen Clough (07:15.349) Ha ha ha. Joel Cheesman (07:20.513) Interesting. Maureen Clough (07:20.671) Ooh, that's pretty hilarious. can say having actually worked as an intern at the Seattle Mariners, that it's not all that it's got to be. I mean, working in sports, you are there constantly. They're like, hey, and this was back in the day when internships were not paid. And so they'd be like, hey, why don't you work all day and then you can come to the game later for free. And I'm like, but I've been here since like 8.30 AM and then you want me to stay till. Joel Cheesman (07:37.451) huh. Maureen Clough (07:48.034) and that's like, no. So trust me, it's like, it's all glory. It sounds so cool, but as is true of most things, it's like, well, once you get behind the scenes, it's not necessarily all it's cracked up to be. Joel Cheesman (07:57.126) Yeah. When I was a job options, this is, this is totally in right field. But, uh, speaking of baseball, the CMO of the calves, the Cleveland Cavaliers became our chief marketing officer. I was like, why would you leave professional sports to come into a.com like risky option? And he said sort of the same thing you do. Like you work all the time. You like base baseball. It's nice if they go on the road trip, you get a little break, but if, if there's constant games, like Maureen Clough (08:17.728) all the time. Maureen Clough (08:21.968) Yeah, it's so true. Joel Cheesman (08:24.694) You're working all night. You're up early with the press and dealing with all that. So yeah, it is glamorous from a title perspective, but it is a hard job. It is a hard job. JT ODonnell (08:33.199) This is when he told me that this is referred to as a dirt church job, where you work in the dirt for six days and it's absolutely horrible when on the seventh day you got to go to church and say what you do for a living and everybody praised you. And I was like, dirt church job. Maureen Clough (08:33.321) Yeah, the love of the game can only get you so far. Yeah. Joel Cheesman (08:46.954) Yeah, the dirt church. Maureen Clough (08:49.791) Never heard that. Joel Cheesman (08:51.456) Wow, we got way off shout outs. Mo, I don't think you even got your shout out in. So let's go back to what you originally were. Maureen Clough (08:55.967) yeah, that's right. So my shout out goes to the sandwich slinger in DC. I don't know if you guys have heard about this, but a dude was out in the street and he was shouting at all the feds there and all the police there. And he was holding this subway sandwich. And at one point he just lost his mind and threw it at the officer and hit the officer in the chest. So he then took off running. I mean, there's a video of this on TikTok and whatnot, and it is absolutely hysterical. It's like peak absurdity. And all I to say is like, thank you for the entertainment. I mean, you have like Jean Perrero or whatever her name is. She's doing videos. She's like, so you can stick your Subway sandwich somewhere else. I mean, it's just like, thank you so much for this hilarity, because we all needed a little bit of comic relief right now. And what's even funnier is Joel Cheesman (09:24.466) huh. Maureen Clough (09:50.218) Rumor has it that this guy who threw the sandwich works in HR tech. So we'll see if those dots can be connected later, but that's a rumor I heard. I don't want to get in trouble. So I'm not saying the dude's name or anything else, but yeah. So there you have it. It's tied back in. a hundred. Yep. Yep. We'll take it. Joel Cheesman (09:56.27) oooo Joel Cheesman (10:03.25) If anyone has some insight info out there, let us know about the Sandwich Slinger. By the way, probably the best ad Subway's had in about 20 years. So take that for what it's worth. JT ODonnell (10:10.373) Hey, sandwich gate. It's I love it. Hey, I'll dive in speaking of food. Walmart giving its employees 10 % discount on food. Heck yeah. Okay. That's a way to give people a raise. They don't pay taxes on it. Taking them some food, you know, it's out of control right now. I think that is really awesome. Joel Cheesman (10:24.302) That is a raise for sure. Maureen Clough (10:26.465) We're solid. Joel Cheesman (10:31.628) Walmart doesn't get a lot of love on the show. that's, that's good. That's good to, to give them some love, almost as much love, almost as much love as we give on the show here when it comes to free stuff. Maureen, what can our listeners get if they sign up for free stuff? Maureen Clough (10:31.937) I hadn't heard that. That's New and different. Maureen Clough (10:46.903) man, you guys just braced yourselves. All right, again, I know I just saw a headline that said that people in the US are drinking less than ever before, but I don't think that includes the listenership of this show. So for those of you who still like to imbibe, we've got some Van Hack whiskey, okay? That's the chicken cock thing that you guys have heard a thing or two about, so you can get that. We also have some beer from Aspen Tech Labs, so another. JT ODonnell (10:56.784) solitude. Maureen Clough (11:14.057) Sweet shout. If you don't like drinking as much as you like cool duds, you can get a t-shirt from Erin. You can also, if you're into food and if you like Canada, you can get some maple syrup aged in Poppy's bourbon. Back to the booze, man. Poppy's bourbon barrels from our friends up north at Kiora. And if it's your birthday, you could win rum from our friends at Plum. So just head to Chad and Cheese. Joel Cheesman (11:37.55) Yeah. Maureen Clough (11:44.165) Chad cheese, just kidding, chadcheese.com . Hit the free link and sign up and it's all gravy from there. There we go. I told you I'd screwed up. Told you I would. Joel Cheesman (11:51.374) I think Chad did acquire chadanchese.com . So we are good marketing lesson out there kids. Make sure you get as many URLs as possible for the mistyping. So yeah, celebrating another trip around the sun this week is Kevin Kirkpatrick, Bill Peterson, Mark Dubel, Peter Simondel, Amy Chagrin, Andrew Hyland, Patrick Morgan, Ilya Brodsky, Shane Bamfield, Lana Schuman, Chris Muth. Maureen Clough (12:00.162) True. Domain sit, baby. You gotta do it. Joel Cheesman (12:20.428) Russell Weaver, Kim Luss, Carmen Hudson, Jason Putnam, and no relation, Abby Cheeseman is celebrating a birthday. JT ODonnell (12:30.223) Happy birthday. That list is getting long. It's taking the whole show. That's a good sign. Lots of followers. Joel Cheesman (12:32.832) It is so many, so many fans. So many people want free stuff. So if you're not on the list, what the hell's wrong with you? All the cool kids are doing it. Abby cheesing, by the way, not my wife, not my sister. I know she gets questions as do I, we are both doing our best to populate the world with Cheesemans though. I think we're both three kids, three. Maureen Clough (12:38.337) you Maureen Clough (12:52.427) Hahaha! JT ODonnell (12:53.745) So her LinkedIn says not associated with Joel Cheeseman in the headline. Is that what it is? Maureen Clough (12:59.463) amazing. Joel Cheesman (13:00.802) I think she's making a name for herself. think she's, she's making it over there at skill scout. They're making a name, a name for themselves, which brings us over to, to travel. Where the hell are we? Well, they're able to go in now. So our travel is sponsored, sponsored by our friends at a shaker recruitment marketing. we'll be at rec fest. I think at least one of you guys will be too, right? Nashville Nashville. Yeah, both of you guys. Okay. So we're gonna, we're gonna, we're gonna rock out with our cock out. We'll have plenty of chicken cock. Maureen Clough (13:03.489) you Maureen Clough (13:20.201) Woohoo, I'm 100, finally. Joel Cheesman (13:29.036) They're in Nashville. that's, that's in mid October. And then, now, now confirmed I will be in San Diego, the Wales vagina at ERE. I will be on stage with monster.com founder, Jeff Taylor. That's right. You, you probably heard the episode with him a while back while I'm to be live on stage with the man. So get ready, get ready for that. Almost exciting for me as what's coming up ladies. JT ODonnell (13:29.893) the ladies. Maureen Clough (13:39.649) What movie was that? Maureen Clough (13:44.776) Wow. Maureen Clough (13:52.011) Hmm. Joel Cheesman (14:00.216) Let's get us some football football seasons around them right around the corner, which means it's time for fantasy football with Chad and cheese sponsored by our friends at factory fixed you ladies play little fantasy football. Maureen Clough (14:13.215) Do not, do not. Joel Cheesman (14:14.2) Do not, JT is silent on this one. So luckily. JT ODonnell (14:17.361) No, the only time I ever did fantasy football was in high school and I sat down, the guys needed extra money. So they saw me coming in, said, what you have to do is pick and I go, okay, well tell me the color of everybody's shirts. And so they went through, I picked the colors of his shirts, I won the pool, nobody spoke to me, nobody allowed me to be in the pool again. So they needed the money. Maureen Clough (14:17.397) Hahaha Maureen Clough (14:28.457) Ha ha ha! Joel Cheesman (14:29.196) There. Maureen Clough (14:33.963) That's amazing. I love it. Joel Cheesman (14:34.346) They needed the money. They needed the money. Well, luckily, luckily for us, there are plenty of women out there who do play fantasy and have signed up for a chance to play with us. If you'd like a chance, go out to a few places, hit us up on social media, go to Chadcheese.net slash fantasy hyphen football. You can go to Chadcheese.com , click some links, sign up for a chance. This is our third year with fantasy fix. They are in it to win it and they are sending us some custom jerseys. Maureen Clough (15:03.317) Ooh. Joel Cheesman (15:03.362) which we're sure to be dawning any day now. So who's ready for some football and who's ready for some topics? JT ODonnell (15:04.688) Nice. Maureen Clough (15:05.697) That's pretty sick. Maybe I should join this year. Joel Cheesman (15:16.59) All right guys, AI's rapid adoption and a post pandemic hiring slowdown are making it tougher for recent college graduates to secure entry level jobs in competitive fields like tech and finance despite strong resumes and internships. Unemployment rates for grads now exceed the national average as well, but wait, it gets worse. Check out this recent clip from Bloomberg. Joel Cheesman (16:32.301) All right, JT, you're hot on this topic. What you got? What you got? JT ODonnell (16:34.125) I am. I'm angry. I just because we continue to feed this societal line that, you know, having a college degree guarantees you better paying jobs or putting people in the massive debt over that. As we've talked about on previous shows, 60 percent of the grads are women who we've told get a degree to close a wage gap that we're already behind. And it just the fact that they're the emotional damage like you joke about that. But you sat there, you've spent maybe your parents money, certain your money, your in debt. and you can't even get a job to pay the loan. mean, my feed blows up with the story after story of people figuring out that the interest rates alone on these loans aren't being covered off on their two years into paying off a college degree and they haven't even paid down the principal. It's ugly, it's terrible, and it's not gonna get any better, right? It gets worse before it gets better, I think AI, I am optimistic AI is gonna create an incredible amount of opportunity in the future, but that's not gonna help now in the next 24 months. And so to me, this is a cute, I think it's a wake up call that things are shifting. And certainly I'm doing everything in my power with my platform to bring awareness around this and showing people what they can do instead of, because there are none of those entry level jobs for these kids to get. Joel Cheesman (17:49.038) Let's go into that silver lining for those out there that have kids or if you're in that boat yourself. Like what advice do you give people that aren't? Maureen Clough (17:52.54) Hahaha JT ODonnell (17:55.522) Yeah. Yeah. So here's the thing that it's hard for people to realize is that AI is going to bring about a Renaissance era, which means we're all going to be able to study things and learn about things that we want to learn about and actually monetize on it. You know, we already know that a very robust creator economy exists. What people don't realize yet, but we do, is that a 480 billion with a B dollar knowledge creator economy is coming. And so a great example of that is most people don't understand that TikTok in China is education based on. They're learning and sharing knowledge. We have a massive opportunity to pivot in that direction. And you might think, well, how does it happen? These young people, well, first of all, they're very tech savvy. They were raised on this technology. And two, they do have something to share. They can show what they're learning as they're learning it and monetize that. so right now there's a lot of technology. I'll give a huge shout out to one of my partners, subs.com . Tim Stokely, the original creator of OnlyFans has built something bigger, better, for the knowledge economy worker, right? And saying, hey, let's take what you know, whether it's project management, Excel, you know, anything, cybersecurity, and let's put it out there. And this will create an economy and economy feeds itself. And so these young people are figuring this out and saying, all right, I'm going to get on and tell my story and learn as I go. And the income opportunities that open up from that, the monetization that's already happening is mind blowing. You know, we're already seeing it with the white collar workers that we've signed and the former FBI investigator, cyber psychologist, you know, AI product designer. These people are saying, forget the full-time job that I'm not going to go fight for scraps anymore. right? Bare-knuckle brawl to try to get a job, the humbling experience of applying with 5,000 other people. I'm going to pivot and I'm going to share my knowledge and I'm going to get paid for it and I'm going to do it on my own terms, right? And so stop trading time for money, start trading knowledge for money. And if I can solve a problem and it's worth a thousand bucks to you, but it takes me 10 minutes, it's a win-win. That's where we're headed. There really is a huge robust future coming and it's been paved the way by the creator economy. It's just going to take a while for people to understand it, embrace it and adopt Joel Cheesman (19:54.126) So you're saying my hours of viewing big booty Latinas and bug fights on TikTok are not helping my professional options. JT ODonnell (20:02.513) It makes you're helping somebody else. You're lying to someone else's pockets, right? And that's the interesting thing about it. So thank you for giving to the economy, Joel. Thank you. Maureen Clough (20:10.145) Hahaha Joel Cheesman (20:10.859) No problem, I'm happy to do my part. Mo, what are your thoughts? Maureen Clough (20:14.229) You know, I just, my heart breaks for Gen Z right now. And not only do they have all of what just JT has explained to us and just an uphill battle as well as some silver lining for sure, but they also are facing a really intense ageism. People are always shitting on Gen Z and it's deeply unfair. And I hope they can tap into what I have seen out there, which is that Gen Z confidence and just like go forward with, you know, gusto and, and feel like they can go out and change the world because We need that energy right now. just, I really, I think back to when I started my career and how valuable it was for me to have mentors and to be in the workplace and all of that. And I just, I really feel horrible that they're not getting the opportunity to learn the ropes that way. And I do think if we can continue to focus in on the opportunity, that is a great thing. You know, we want to force the, we want to. bring people into the creator economy for sure. But I do think when it comes to sharing professional advice and professional knowledge, it's hard to do that if you haven't had professional experience, right? And so I think about some of the things they're up against. And yes, it's all changing, but I just hope that, I don't know, I'm just also worried about the fact that college as it is today, I'm like, I don't know in my heart of hearts if I could look at a child today and be like, you should 100 % go to college. And when I think about how instrumental college was for me in learning how to be an adult, in creating community, in being out on my own for the first time, I think there's something lost in society when we don't have that as more of sort of the go-to. And I know that's always been something that's been a bit of privilege, right? Or you're willing to take on that risk financially to get the debt incurred to go to college. But I just, wonder. how that's going to shift things. I just, I don't know, it's hard for me to envision what my life would have looked like not going to college, but it's a new world now. It really is. And when I think about having gone through my whole career, it's like, how often do we even talk about where someone went to college or think about it, right? It's like, especially when it comes to those really expensive universities with the name brands, it's like, I really think that the value isn't there anymore. The value I think is more in the network that you unlock. Maureen Clough (22:37.621) by being in a certain place, right? So I don't know, a lot of thoughts, rambling, but I'm just, you know, my heart really breaks for them, period. Joel Cheesman (22:48.814) So it's a little bit of a perfect storm, right? You have AI taking particularly tech jobs, lot of intra-level marketing jobs and more sales and customer service, but you also have geopolitical stress. have tariffs, have inflation, economic headwinds are all over the place, uncertainty. And for everyone that's laid off is another person that creates supply. And if demand doesn't change, it's just more and more supply and no demand to take that on. So it's sort of a perfect storm. Maureen Clough (22:52.011) Yeah. Joel Cheesman (23:18.67) Financial Times reported recently job postings for entry level in the US and UK have declined 43 % in the US and 63 % in the UK. That's since 2022, almost half a million tech jobs have been lost globally since I think 2022. So it's real for tech people for sure. It was interesting this week, LinkedIn released their top 50 colleges. It wasn't best colleges. was best colleges for career advancement or to find a career. And as you're looking through them, it was like great network, great entrepreneurial opportunities or now. So it's becoming less about the name and what the college can do for you after and not just the credential. So even colleges, and I think the media is starting to think about if you're going to college. Maureen Clough (24:03.777) Totally. Joel Cheesman (24:10.56) It's gotta be something other than just, learned X. It has to be what happens after college. And this sits home for me, because I have a kid that's checking into, into IU Indiana university next week. And he is thinking a lot about how AI is going to impact his, his profession and his adult life. And he's getting into at least now, and we all know that as a freshman, it's not necessarily what you're going to be, but he wants to go into teaching. partly because he's very confident that teaching is not going to go away, that people aren't just going to hand over their kids to machines anytime soon. think that he's right. But I also do think that teaching will be augmented with AI. And what I told him is like, all the older teachers will not know AI as good as you do. So the one advantage that you have as a young person, Maureen Clough (24:39.851) Wow. Maureen Clough (24:48.777) you soon Joel Cheesman (25:02.478) is that you will know AI better than the 45 year old teacher that's been there for a long time. there is some silver lining for youth. You do know something better than the older folks and that's AI and how to use that for your job. take that for what it's worth, but it is bad, adapt or die, right? Darwin, adapt or die. Maureen Clough (25:22.014) Yeah. JT ODonnell (25:23.331) Yeah, I agree with you. Those that survive this will come out stronger. You know, the bigger the disruption, the bigger the innovation. This is a huge life disruption. I think it'll make them grittier and hopefully hold on to a happy note. Maureen Clough (25:37.012) I hope so too. Let's hope so. I'm on board for that. But yeah, I love the teaching idea. I think that's a really excellent one. I think that we need to look for meaning and for purpose and fulfillment too in work. I think a lot of people are having these moments and these crossroads where they're like, what is this all for? What am I doing? And so for your son to be looking into that field, I think is a really good call. Because that's something that's always going to be important, right? Joel Cheesman (25:37.183) We'll see. Joel Cheesman (26:01.72) Yeah. Yeah. If you have kids, you have kids, let them know like, is AI going to take this or how can AI help you in that job? And speaking of technology and jobs, let's go to Silicon Valley, shall we? The New York Times this week released an article that says Silicon Valley has shifted from the web 2.0 era of lavish perks and consumer apps to a quote, Maureen Clough (26:05.385) actually make the world a better place for real, not like tech companies say that it will. Maureen Clough (26:14.783) important. Maureen Clough (26:20.543) Ha Joel Cheesman (26:33.784) hard tech in quote AI driven age with a focus on complex technologies like neural networks and defense systems. the tech hub moved to San Francisco where AI startups like open AI thrive, layoffs that giants like meta, a rightward political shift and competition with China, Mark a leaner, more serious industry, though optimism persists amid ethical and job displacement concerns. Mo as our West coast correspondent. Maureen Clough (27:01.983) Ha ha ha ha! Joel Cheesman (27:02.476) What are your thoughts on tech getting hard? Maureen Clough (27:05.779) man, has it ever gotten hard. I remember when I was working in tech, my friends, my family, they'd be like, dude, your job is so cussed. You can work from home. can WFH, work from Hawaii, do whatever you want. It's so forward thinking. You have the Nerf guns. You got the bean bags. You got the free this, free that, all that stuff. Perks galore. Those are just gone now. Just 100 % gone. And it seems like it's been replaced with this mentality and this sense of, hey, if you have a job here, you're lucky. you should consider yourself lucky. And it's been replaced with this intense micromanagement and fear-driven culture. And it's really, I think, going to stifle innovation and creativity at these organizations because people are holding onto their jobs and they're looking over their shoulder and they're wondering if they're next on that layoff list. What's that going to do to these companies' ability to innovate? I think it's gonna be really disastrous for them. And it's such a stark. change. And I know there was over hiring during COVID and all of that, and that they've slashed the workforce accordingly. But the pendulum has swung so freaking far from like, let's treat people like humans, and let's give them some perks and some reasons to want to come and be at this company. And let's compete in the marketplace that is set by places like Google, right? Like in the, in the day, Google was setting the standard, the gold standard, and every other company had to kind of like rise to that level. And now it's all being just taken crashing down.  it's, know, people are just seeing what's happening and they're like, why the fuck am I working in this industry? Like, I can't tell you how many people I've spoken to lately who were like, this is not what I signed up for and this is not what it was supposed to be. And, you know, I wish I had never done it to begin with. I wish I'd gone into something that had more purpose and meaning, you know, and people are shifting their lives. They're going into the creator economy as JT was talking about. That's a huge push to solopreneurship, entrepreneurship. So I guess the silver lining from tech going hard and hardcore, right? And being all about the year of efficiency and whatnot is that we are going to see brand new companies and entrepreneurs emerge out of this that I believe are going to start creating the company cultures that they wish they had seen in tech. And that perhaps were there a little bit earlier in time, but that culture, it's decimated and it's just insane to me. Yeah, it did. It sure did. So. Joel Cheesman (29:27.244) Don't get a job at the Red Sox. Right, JT? What are your thoughts? JT ODonnell (29:28.849) Right. Well, you know, so, you know, a big article came out this week saying it's an end of an era of large companies. You know, there's one predictor. said, look, there's 80,000 jobs right now at Microsoft that have human beings in them that can be replaced by AI. And we've said this all along. Companies don't want more employees. They want less. Employees are expensive, unreliable. They talk back. Right. You know, we've just seen enough in the news. They all want to go the way of AI. But I see why it's an even bigger deal in tech. And that's because Maureen Clough (29:30.657) you Maureen Clough (29:36.469) Mm. Maureen Clough (29:50.664) my god. JT ODonnell (29:56.236) I ran a division of Ronstadt in the late nineties in the heart of Silicon Valley. And the demands that tech workers made when it was still booming blows my mind. And the biggest one I recall is that, you know, they would steal tech workers and the tech worker would stay for four months with a signing bonus. And the month was over, they'd go to the next one. It was just a crazy game. But we had one guy that they wanted really badly and he said, fine, but I need an office with no windows and a door that locks. And that's the only way I'll come program for you. And we were like, why? And he goes, because I program in the nude. And they gave it to him. And they gave it to him. And so you think about that whole world out there. I just think everybody's so done with it. Everybody wants to work with four or five of their besties and outsource everything else to AI. Let AI be the staff. That is literally where everybody's thinking it's going right now, because they're just so done with people. to me, it doesn't surprise me. I think it's going to be fascinating. Maureen Clough (30:29.373) my God. Wow. Okay. Maureen Clough (30:50.666) Yeah, people do. JT ODonnell (30:54.221) when they need to start to meet people again, how they're going to bring them back. But it's a whole different breed out there. Let's just call it. OK, it's a different breed out there. Joel Cheesman (30:57.442) Mm-hmm. Maureen Clough (30:58.273) Ha ha ha! Joel Cheesman (31:01.87) I want to podcast in the nude, but Chad won't let me for some reason. don't know why. Maureen Clough (31:05.761) Only fans, man. That's your platform. That's your platform, Joel. JT ODonnell (31:06.683) Thank you, Chad. Thank you, Chad. Joel Cheesman (31:10.86) Maybe. So I want to quote the Minneapolis poet Prince when I say parties weren't meant to last. on the periphery, there are some things working here. think remote has failed to a large degree in Silicon Valley. You have Eric Schmidt of Google fame going on interviews saying remote stupid and companies that have a work life balance are going to fail. Again, you have Maureen Clough (31:21.825) Yeah. Joel Cheesman (31:39.714) displacement of tech workers, the year of efficiency, like Maureen said, which we've talked extensively on the show. And then again, the wage pressures of oversupply, the more unemployed tech workers, the lower you have to pay them because there's more supply than there is demand. I do think a bigger, picture thing here is China. Look, I think BYD, I think DeepSeek, I think TikTok. Maureen Clough (31:41.377) I Maureen Clough (31:54.697) Yep. Joel Cheesman (32:06.026) Even Luckin coffee has opened stores in the U S where they have $2 coffee, right? Which is gonna, which is going to disrupt Starbucks and Duncan and everything else. look after world war II, America was in the catbird seat. Things were good. The fifties man were good. Not for good for everybody we know, but they were good times for Americans. And then in 1957, Russia launched Sputnik and America said, holy shit. We need to get our act together and we need to get serious about what's going on in the world. And I do think that China doing what it's doing. And I haven't even talked about the military aspects of this have really told Silicon Valley like, we have some real, real competition and we need to get serious, get rid of the ping pong tables, get rid of the, you know, the, the, the chef catered lunches and get serious. And ultimately competition is. Maureen Clough (32:53.057) you You Joel Cheesman (33:01.12) affecting Silicon Valley in a way that it probably isn't in other parts of the world because of what China is doing. Guys, we're going to take a quick break. If you haven't subscribed on your podcast platform of preference, please do that. Mo is going to play us little song on the piano and we'll be right back. Maureen Clough (33:09.771) that make sense? Maureen Clough (33:13.921) Maureen Clough (33:18.801) Mm-hmm. Joel Cheesman (33:23.822) All right guys, ZipRecruiter, because no other podcast on the planet will talk about ZipRecruiter but us. No one even listens to their own podcast over at ZipRecruiter. So they reported their 11th consecutive quarter of year over year revenue decline, attributing it to depressed labor demand. It was a real optimistic call. It's focused on smaller employers. However, the company noted stabilizing quarter on quarter trends and expressed optimism. JT ODonnell (33:25.937) Who? Maureen Clough (33:27.602) Hehehehe Maureen Clough (33:32.769) You Joel Cheesman (33:50.944) about a potential return to modest year over year revenue growth in Q4. turns out that the floor is a pretty good stabilizer and that's kind of where they are, the basement. They also launched Breakroom, who were they acquired a year ago in the US. help Breakroom, you don't know, helps companies monitor employee sentiment, similar to sort of an internal glass door. JT, you talk to a lot of job seekers. What's your take on Zip's future? Maureen Clough (33:58.722) You JT ODonnell (34:19.761) So I don't know if you saw the article this week in Business Insider about, they're calling it quiet cracking. And that the amount of people that are literally cracking under the pressure of being in a job, hanging on with two hands, white knuckles, because they're fearful of losing their job because they know there are no other jobs out there. And that depression that's coming in. the data in break room is going to be, I think we can pretty much guess what's going to come out of that data. Do we need it though? I guess is my question. Isn't it pretty obvious where we are with this and how people are feeling and our company is even in a position right now to utilize that data in some way, or form. Do they care? Are they worried about retention? I'll say it once. I'll say it again. Every job is temporary. You are a business of one loyalty to his debt a long time ago. Right. And so why don't we just call it what it is? Right. I'm a business of one selling my services to you in some capacity. Stop thinking it's a full-time long-term job with benefits. It's, you know, day by day, week by week. And as long as the partnership works for both parties, great. If it doesn't, it doesn't. just think this whole idea of this whole employee and we care and we're family. I just think it's gone. I think we need to rip the bandaid off and get a lot more us to that. These are partnerships. Make sure the partnership works for each side. If it doesn't decide, it's not happy needs to do something about it. Like that's where we're at with this. It's not family. Family doesn't throw you out in the street when you're hitting hard times. It's not family. And so I think this is a wake up call. Do we need this break room to know that? I personally don't think we do, but prove me wrong guys. Maureen Clough (35:57.922) Totally agree. The contract is just completely broken between employer and employee. We know that. We all have to adopt, adapt to it. It sucks though. I want to say, I wonder what is going to change in our society by virtue of the fact that we no longer have any stability when it comes to jobs. Think about what that's going to do to families, right? People are already struggling to, you know, get food on the table and keep a roof over their heads. And now you don't have at least Joel Cheesman (36:00.716) Mo? Maureen Clough (36:26.847) the option of staying with a company for all that long. Many, many people do not. Some of course do. But it's just, you think about how that stability has allowed society to continue and the fact that it's going away, that there's gonna be this sort of gigification of all employment. It makes you wonder, like, well, how do we support our future? Like, how do we support the kids, right? And that's when I start getting pretty freaked out about it because the truth is, Joel Cheesman (36:38.531) Mm-hmm. Maureen Clough (36:54.777) As someone who's a solopreneur or a content creator or entering the creator economy, you have to wear a gazillion different hats. And a lot of people are not very skilled at things like selling, right? Like everybody has to become a salesperson if you're looking for the next gig constantly. I mean, going into consulting is great until you realize, my gosh, like I put out several proposals and they're not coming back and you know, or even if I get one, like that has a, an end date. And then you have to keep on filling up the ability to continue going on to other places. it just seems like, it just saddens me when you consider the fact that in yesteryear you would be able to go and have a 30 year career and get a gold watch and that provided such an incredible stability. And when you have two household incomes and you have two people trying to figure this all out, that puzzle just seems really difficult. But I agree with JT. JT ODonnell (37:54.469) Yeah. Maureen Clough (37:54.634) We are where we are. It's very unfortunate, but I think we have to wake up and we have to change our behavior knowing what's coming. Joel Cheesman (38:02.84) Yeah, JT. JT ODonnell (38:02.949) Yeah. And Joel, before you jump back in, I just want to say, for me, I always saw this as the future of staffing. Because if you worked for a staffing company, like that's what got me into staffing. When I, when I realized when I joined Ronstadt is the first time I understood these weren't the underemployable. These were talented people that we could redeploy bench. started hearing about all of that. I love that idea for us in the future. What if you could work some place where you could just constantly be redeployed? Cause that takes away some of that stress that you talked about Mo. I hope that that's where we end up. that. Joel Cheesman (38:12.174) Mm-hmm. JT ODonnell (38:32.173) that we can give people continuity, which I think is the fear, but also the variety to rescale and to work on various different projects. That's my hope is where it ends up, but who knows? don't know. Joel, what do think? Maureen Clough (38:33.131) I too. Joel Cheesman (38:45.614) So I'm going to bring us back to ZipRecruiter, which was our initial summary. And that's what most of our listeners come here for. Anyway, they want to know how much Zip sucks. So I'm going to leave that alone. so I bet I get little alerts on my phone about when stocks hit lows or highs and big highs and lows. I've recently got a lot of ZipRecruiter hits all time lows. JT ODonnell (38:48.675) Sorry, Zev. Maureen Clough (38:48.731) that's right. My bad. Hahaha. Joel Cheesman (39:12.674) So I post this on LinkedIn and just like, haha, or bye bye bye. Or, you know, I, I little snarky comment and, there was an old adage or someone said like, Hey, is it really time to buy? Is it bottom? And there was an old thing we say at the fraternity when a girl was like, not very attractive, we would say, I wouldn't fuck her with your dick. You guys probably never heard that. So when they asked me, would I buy this? I'll say it a better way. I wouldn't, I wouldn't catch this falling knife with your hand. now they had, they had a little. Dead cat bounce this week. Goldman Sachs sort of was more optimistic about them, but look, job boards had a hard time when times were good. You think they're not going to do when times are shitty, which we can all agree times are getting pretty challenging in terms of what the data has said. I zip stability. Sure. The basement is a good, is a good stabilizer. I wouldn't, I would not touch this thing with anything. I'm not bullish on it. On the, on the, the break room thing, I just don't see how glass door indeed reviews for anybody is going to survive AI. It is so much better to go to AI and say, what's it like to work at Salesforce or GE? It will give you a thorough answer based on all kinds of data from all over the web. Why would I go to a single point of data and say like, what's it like working here? It's just so antiquated. I just don't see how that's going to get any, any traction in the future. I just don't see it. Maureen Clough (40:41.237) I don't know, that's where you get the good stories. That's where you get the tea. You see the angry ex-employees who just go on the rant. But it has to be condensed. You could, but are they gonna give you the blow-by-blow account of what happened? I don't know. They're gonna probably pull a, you know, sort of a summary, right? Yeah, yeah. Joel Cheesman (40:46.668) You can still get that on AI. You can say, me the pros and cons of working at this company. Joel Cheesman (40:59.118) They're going to pull a banana in the tailpipe again on you. Yeah. All right. Let's take another quick break guys. and we will talk about, well, if you had, if you had a revival of classifieds in the newspapers on your bingo card, it's your lucky day.  That's what we're going to talk about when we come back. If you haven't subscribed to us on YouTube, head out to youtube.com slash at Chad cheese and get our pretty mugs all over your computer screen. Maureen Clough (41:10.793) Okay. JT ODonnell (41:13.349) Ding, ding, ding, ding. Joel Cheesman (41:27.136) All right, guys, it's back to the future. A recent Wall Street Journal topic. guess they're running out of topics. Highlighted reviving newspaper job ads amid AI fueled application overloads and recruiter burnout. Employers use print for fewer higher quality applicants in tech and finance roles in particular, bypassing ATS issues and adding filters like hidden instructions. Maureen Clough (41:33.601) Ha! Joel Cheesman (41:54.21) Job seekers benefit from less competition, but experts doubt a major comeback due to declining print readership and demographics. JT, you remember newspapers. What's your take? JT ODonnell (42:06.513) I do. So I remember when newspapers, we've talked about this before, outsourced their classifieds to CareerBuilder and said, we'll make your digital classifieds for you and you'll make money with every click. you know, the first three months they make all this money and then all of a it was gone because their entire newspaper base didn't go to the newspaper anymore. They just went straight to CareerBuilder. I mean, it was a genius play on CareerBuilder's part, right? But it decimated newspapers, decimated income. And so... Joel Cheesman (42:27.064) Mm-hmm. JT ODonnell (42:31.953) I think it's funny that they're thinking it'll make a comeback. I just think job descriptions being publicly posted as a whole will die. I do. I think that there's going to be far more sophisticated platforms where you're going to put in what you're about. You're going to authenticate your knowledge, your skillset, and the AI is going to be able to read that, interpret it, and then present to you opportunities that are automatically a 90 % match. I just think we're going to start hiding jobs that you're not a match for because, you know, I posted one yesterday. This company hosted an internship at 9 a.m. at 11 a.m. HR said, it down, we have 5,000 applicants. Maureen Clough (43:08.897) my gosh, it's brutal. JT ODonnell (43:11.121) I mean, this is, stop posting jobs, stop. Like the AI won't be here in two years. It'll be within the year. People are going to be showing us a tool that says, Hey, you know, just talk to us a little bit, you know, answer these questions and we'll match you to jobs. And these will be the ones you see. That's the future.  So, um, the one thing I'm excited about in the midst of all this is that, you know, sites like HireVue that force you to. Maureen Clough (43:15.627) Yeah. JT ODonnell (43:35.696) you know, open a video link, record a video, your video goes away, you don't know where it goes, and somebody decides if they're going to interview you has left a really bad taste in the mouth of the job seekers, right? That has made them lose control. If we're to learn anything from this is you get more flies from honey than vinegar. So what you do instead, is you build opportunities where you say, if you want to work for us, if you like our company, the way that you're going to definitely get viewed is if you choose voluntarily to record some video where you talk about what you know and how you know about it and submit it, you will get preferential treatment over somebody who doesn't do that. And the reason I say that is because for the longest time, the first thing you did was a recruiter phone screen. And what was the purpose of a recruiter phone screen? It was the interview before the interview to decide if you were qualified. The new interview before the interview, the new recruiter screen is going to be you doing video in your LinkedIn feed or wherever it lands. And that's how AI will decide whether or not you should meet with the hiring manager. That is coming in the next year already seeing with apps like McCoy. So for me, job boards are dead. Why build them? They're not going to live. know, Monster Curve Builder been gone for a really long time. They're going to continue to die. Hopefully those bigger companies use the money they have to pivot and do something else with their brands before they're too far. Joel Cheesman (44:49.486) All right, JT is out on the Five Line newspaper ad coming back. Maureen, what are your thoughts? Maureen Clough (44:56.277) I mean, I love a printed paper. I really do. got to say that. But I think the point, it's so Northwest. It's so Northwest. And I actually do subscribe. I do subscribe to the Seattle Times with the print edition on Sunday because it's cheaper that way. So I do enjoy sitting down with that. I think two bigger points. I haven't looked. Joel Cheesman (45:00.738) That's so Northwest of you. That's so Northwest U.S. you. You and your flannel drinking coffee, you read the newspaper. Joel Cheesman (45:19.564) And what's the classified job section on that Sunday newspaper? What is that like? Well, please look and come back to us on that. JT ODonnell (45:23.386) pages. Maureen Clough (45:24.403) I'm going to be honest with you. have not looked. I will. I'll let you know. I'll let you know. Yeah, I'll give you, I'll do some research. But I mean, I think when, when push comes to shove, this whole topic is about like how ridiculously like easy it is to apply to jobs and why this creates a proliferation of applications for people, from people who are unserious and creates a complete headache for the recruiters and the hiring managers out there. Right. And if you make it harder to apply for a job, that means fewer people are going to do it. Right. And the people who do. JT ODonnell (45:28.677) Research that. Maureen Clough (45:54.41) are going to be serious about it. And so I know there was a company I read in an article that had actually had within its job description a link at the bottom that was like, you need to actually apply here, right? Like this is all fake, here's the real link. And like that got 90 % or so of the people out of their pool, right? Because people don't read. And the reality is if you want something hard enough, you're gonna go the extra mile. When I think back across, all the times I've like spray and prayed with, gosh, I keep hitting that. It's like, sorry, everyone, I've gotta figure out my new pod studio here. But so I spray and prayed my resume everywhere. know, all that, whenever people are just like going out into the ether and just like kind of looking at anything that looks relatively reasonably, you know, good for them as a professional option, like that, I was not serious. If I was serious, if I were serious about a job, I was looking up who the heck did I know who worked. there, who could give me an introduction to the hiring manager. was trying to figure out who the hiring manager was. I was writing freaking fan fiction about working there in the form of a cover letter, right? Like I tried. And so I think actually making it harder for people to apply means you're going to get better, higher quality candidates and there are going to be fewer of them to sift through. So I'm actually all about it. If you want to put those in the newspaper, go for it. It's actually going to probably help older people, right? Who are facing ageism to get jobs. So there you go. Joel Cheesman (47:17.954) There you go, one for the old folks. The one for the old folks. All right guys, you know what time it is. JT ODonnell (47:18.843) There we go. Maureen Clough (47:19.745) There we go. There we go. So. boy. I thought it was the dad joke. I was worried. That's coming later. That's next. JT ODonnell (47:27.025) Ugh, we are not escaping one. Dang it! I thought we were getting out of one. Yes, Professor Joel. Joel Cheesman (47:27.52) That's right. That's right. No, no, no. That, that's, that's, that's after this, but let me, let me, let's gather, gather on the fire here, kids and, learn how, learn how uncle Joel applied for his first jobs. And JT, you're gonna, you're gonna, this will sound familiar to you on Sunday. You got the Sunday paper. you only got jobs that were local. Okay. the ones you, you circled them or you highlighted them. And then on Monday you went to Kinko's. And you got a good, nice little copy of your resume, a little one pager. And then if you're really good, you created a specific cover letter for each of the jobs that you're interested in. You put it in a nice little envelope. If you're really smart, you send it FedEx and then you knew when it got there. And then you could follow up with a call and say, Hey, I know you got my resume, dot dot dot. Right. And, and so you did that and you applied to maybe five a week and it was a nice system. Maureen Clough (48:00.162) Hmm. Maureen Clough (48:07.929) yeah. Maureen Clough (48:15.169) Good old days. Joel Cheesman (48:23.938) Companies only had one avenue to market. You had one avenue to find out about the jobs and like life was pretty good. And then the internet happened and all hell broke loose. So, back to my history lesson, the benefit was it was efficient and we've gotten away from that, but newspapers are not the answer. People, people are not going to start flocking back to the newspapers. This is a call out to HR tech. This is a cry for help that re Maureen Clough (48:34.561) Dude. Easy apply. JT ODonnell (48:41.785) Amen. Joel Cheesman (48:53.92) recruiters are there too many applicants and AI is fucking this shit up. So many applicants, so many, like it's just too much. So HR tech, this is your call to say, give us a product that will pre-screen, filter out whatever you want to call it, all the bullshit and you'll make a mitt. But people aren't coming back to newspapers. Sorry. JT ODonnell (48:59.483) green. Maureen Clough (49:03.169) It's intense. JT ODonnell (49:16.905) Can I just, I can't believe how much I'm agreeing with Joel, like, but at the same time, can we add in there every time you post those jobs and that job seekers convinced they're a match and they don't get called or picked, they're mad at you. Like we have to, you are bringing home the point. Not everybody should know about your jobs. They just shouldn't all know about your jobs. Okay. You gotta hide them to some degree so that only the right people see them because they get so angry. Maureen Clough (49:17.577) Hehehehehe Maureen Clough (49:34.433) Yeah. Joel Cheesman (49:35.918) Mm-hmm. JT ODonnell (49:43.281) I have to listen to them every day. I was an 80 % match for that job and I could do the rest. Okay, you and 10,000 other people who were a 90 % match, know, put your ego aside, but try coaching those people on that right now. You can't make your jobs hidden. Hidden. Joel Cheesman (49:49.251) Yeah. Maureen Clough (49:54.672) that's brutal. Yeah. But make sure that it's not biased. Joel Cheesman (49:56.11) Yeah. And I, I've seen, you know, hidden, hidden words and texts. And I've seen where like, people will put like, if you're an AI, you know, right green licorice before your application and it will do it like, so we're playing this weird game of whack-a-mole and, listen, there's, there's no legs. There's no future in it. And by the way, that's the second show in a row that JT and I have been on that she has agreed with me. want to, but she may or may not like, she may or may not like. Maureen Clough (50:08.385) Hahaha! JT ODonnell (50:17.999) I know! Maureen Clough (50:20.097) It's a good streak there. I am, I'm worried. I'm concerned. boy. JT ODonnell (50:24.069) I know I'm not going to like the next part. Joel Cheesman (50:25.346) this week's, she may or not like this week's dad joke. As you might know from a couple of weeks ago, we've cleaned them up. We've cleaned up the dad jokes. So, so hopefully you like this one. What do you call a can opener that doesn't work? What do you call a can opener that doesn't work? A can't opener. JT ODonnell (50:28.187) Go ahead. Maureen Clough (50:48.534) that's, that's, I like that one. Good job, Joel. Growth. We out. Joel Cheesman (50:53.44) And with that, ladies, we out. JT ODonnell (50:56.337) We out.

Being in HR right now is like being the drummer on the Titanic—your job is to keep things upbeat while the whole ship’s going down. In this episode, Sarah Needleman joins Chad & Cheese to talk about mass layoffs, AI eating HR’s lunch, return-to-office mutiny, and why immigration raids are the new fire drill. Oh, and yes—someone’s still trying to make Coldplay tickets a perk. PODCAST TRANSCRIPTION Joel Cheesman (00:38.064) This is the Chad and Cheese Podcast. You know what's up. I'm your cohost, Joel Cheesman. Joined as always, Chad Sowash is in the house as we welcome Sarah Needleman. She's the leadership and workplace correspondent for Business Insider. She was at the Wall Street Journal for 23 years. Sarah, welcome to HR's Most Dangerous Podcast. Chad (00:46.337) Sup. Sarah E. Needleman (01:00.994) Thank you for having me. That's quite the intro. Joel Cheesman (01:03.726) Now, before we get into you a little bit, I've got to set the table here. Sarah and I met 20 some years ago. we bonded over my space at the time and we bonded over, the band arcade fire. And I have to tell you, Sarah, you have a lot to do, with, with my stock rising within the family because at the time I was doing SEO, I was blogging and no one in my family knew what the hell I was doing. And you quoted me in an article in the wall street journal, and I was able to show my parents and my grandparents. I was in the wall street journal, which totally legitimized whatever the hell I was doing that they didn't understand must be important. So thank you, Sarah, for making the last 20 some years of my life a little easier at the, family picnics and the reunions. Sarah E. Needleman (01:51.288) You're welcome. I'm happy to be a part of the Cheeseman history. Joel Cheesman (01:55.344) Oh, Cheeseman history. That's something you don't want to be a part of. so Sarah, aside from being a, an awesome journalists and I've, I've respected your reporting for so long. And I know it's been an effort after an effort after an effort to get you on the podcast, but it sounds like a business insider is a little more flexible. So we're happy to have you, but aside from the reporter stuff, what should our listeners know about you? What makes Sarah tick? Chad (01:58.086) No, no. Sarah E. Needleman (02:21.166) Let's see one more Jersey girl lifelong always lived in Jersey different parts of Jersey, but 100 % I am a music lover. I still like the arcade fire very much and Music is a big pastime of mine going to see live performances. I'm mostly punk and indie bands. That's that's my bag I have a dog of a labradoodle. She's actually on the front page of the Wall Street Journal once a picture of her But I'm also secretly a cat lover Joel Cheesman (02:31.343) Me too. Sarah E. Needleman (02:50.507) And I have a collection of vinyl and plushy toys. That's pretty outrageous for somebody my age. Joel Cheesman (02:58.99) You don't need to be a secret cat lover. We accept cat lovers on the show. It's all good. Dogs are always welcome on the show. Always welcome on the show. Chad (02:59.743) Vinyl? Sarah E. Needleman (03:02.19) Well, my dog just doesn't really want to hear that, but yeah. Sarah E. Needleman (03:10.414) toys. well, just figure figurines like the I collect figurines of characters are the Simpsons Nightmare for Christmas, video game characters. No, that's not what I meant. That's another conversation for a different podcast. Chad (03:20.417) wasn't sure if it was latex or okay, cool. okay. Well, that's the next podcast. So why are we here today? Not to talk about latex, but you just wrote an article called, if you think your job is hard right now, try working in HR. This is something we've been telling people for years, although it seems to be getting harder. Why the hell does that happen? Joel Cheesman (03:34.782) you Sarah E. Needleman (03:49.934) I think a big part of it is the mass layoffs that we're seeing just over and over. It hasn't ended and you keep thinking it's going to die down and then you hit another, you know, Microsoft laying off another 9,000 people. the HR people are the ones conducting the layoffs in many cases and that's really hard and I thought about looking at it from the other side of the table and trying to understand where they're coming from because I know they don't want to do it. It's not fun for them. And then you have on top of all these other factors like the implementation of AI. And that's driving a lot of people crazy and people are afraid of losing jobs. And then the ICE raids, the immigration enforcement, that's creating another headache. And then this is all after some of the challenges HR people had during the pandemic. They were leaned on for a lot of help for remote access and keeping things together. So it's just piling on. to their workloads for very sensitive matters that other occupations don't necessarily have to deal with. I mean, everybody has their challenges. But when you're with people and people's lives, their families and their health and things of that nature, it's pretty tough on those people emotionally. And that's what I heard when I started reaching out. And that's how the article came together. Joel Cheesman (05:16.752) Well, the good news is they're getting tickets to Coldplay concerts now. So that should be considered for the next article. Didn't quite happen. Chad (05:17.238) So. Yeah. Sarah E. Needleman (05:20.59) you Yeah, that's another black eye in the profession. That does not help because that has a negative connotation and it's a different perspective on it. And it doesn't help people lower down the HR chain at all. Chad (05:24.253) Chad (05:36.441) no. And we've been known for years of being human resources, but not having a lot of really humility and or humanity behind some of the decisions that are made. And I'll give you a great example. This is talking about bankruptcy and layoff that literally just happened. And this is from an HR professional on LinkedIn out in the wild. He says, I get the point that timing sucks. However, we must remember that severance is neither guaranteed nor a right. It is strictly at the discretion of the company. I mean, these are the kind of things that are put out there by HR. I mean, they sound more like litigators and or attorneys than they do somebody who is there to to literally help the humans. And this is literally what we hear a lot of times. It's like, well, I'm not going to go to read human resources because they're just the snitches. Right. So yeah. Sarah E. Needleman (06:38.638) It's a good cop, bad cop thing, right? Like when the cop, when you're in trouble and you need a police officer to help you because someone's breaking into your home, then you love the police officer. Thank God you're here. But when they're pulling over for speeding or whatever, it's the opposite. And HR, think there's a lot of similarities. You need them when you want help with your benefits, you want to help with answering questions about your paycheck. But when they're the ones enforcing rules, Chad (07:04.32) Mm-hmm. Sarah E. Needleman (07:07.79) that you don't like, then they're the bad guys. So it's not a fun position to be in for these people. that's where, you know, that's the spotlight I put on them. Joel Cheesman (07:17.006) Yeah. And one of the spotlights you had a guy named Evan Loveless, who went through seven rounds, seven rounds of layoffs impacting hundreds of people. Talk about his story in the conversation and kind of give us a sense of the emotional, turmoil that he went through in that process. Chad (07:22.069) What a name. Sarah E. Needleman (07:34.094) Yeah, he talked about how just doing it over and over is hard. You look into these people's eyes. Sometimes he said that their spouse had just been laid off. A lot of times there's tears. The emotions are tough. And HR people aren't psychologists. They're not, you naturally go into the profession to do layoffs. That's one function. But when they're happening over and over, it can get you. And he said, he recalled one particularly really soul crushing conversation. with someone he was laying off, this woman confided in him that she thought the meeting that was on her calendar was about a promotion. And instead, she's getting laid off. And he said it was just the look in her eyes, the devastation. It was really hard for him. so, he just talked about how doing it over and over has made him Joel Cheesman (08:16.388) Dope. Sarah E. Needleman (08:33.763) It just breaks his heart. feels like he's constantly under a dark cloud. And it's been really hard. Joel Cheesman (08:41.124) Another layer to that that we notice with what we do is HR departments are getting smaller because of replacing with AI. I assume that would add an additional layer of stress, but not only are you laying off departments, you're laying off your own people. Did you get a sense for that being an extra layer of stress? You talk about automation and AI in the story. Chad (08:41.385) I mean, they're being asked. Sarah E. Needleman (09:05.845) Yeah, certainly that is an issue. They have to lay off some of their own peers and that's extremely awkward. For another story, one woman in HR told me that her HR colleague made a remark, something along the lines of, now's not a good time for anybody to buy a boat. None of us should be buying a boat right now. And she looked at her and she goes, huh. And then a few weeks later, indeed she was laid off. And that was the HR person's kind of way of hinting to her colleague. things are not good right now. She knew something that the other one didn't. And so that was another piece I did about like, try to ask your manager HR if a layoff is coming and one of the way to do it. Cause oftentimes they can't say they're under some sort of NDA, but they can kind of maybe give little hints because again, these are people's lives we're talking about. And it's not just other people in the organization, but just other HR people too. mean, when companies are laying off people, don't need as many recruiters, right? recruiting if you're letting go people. Of course, sometimes they are, but a lot of times when you see HR people being cut or recruiters being cut, that's a sign that labs are coming at your own organization is what I've been hearing. And so yeah, it's a double whammy. Chad (10:19.179) So, and then back that asset, where we start talking about downsizing the HR department, obviously looking that, you know, everything runs in cycles, right? So the, you know, scaling up later might happen with AI, not with human beings. And as you had said, you know, some of these individuals are being asked to do things that they are not qualified to do. I mean, they're just not qualified. They're not counselors. I mean, to be able to provide the human empathy, you know, I get if you're a human, you should have some empathy, right? But to ask them to be the counselor and the cop is really just a bridge too far in many cases, right? Sarah E. Needleman (11:04.014) I mean, that is the profession. So you have to know what you're signing up for. But I think a lot of HR people aren't expecting to be doing layoffs over and over and over. You may have to every now and then. You know that's part of the gig. But in the case of the gentleman you mentioned in my story, he was like, wow, it just doesn't end. It just keeps going. doing it a couple of times is one thing, but doing it over and over and over, then it starts to really chip away your soul. Joel Cheesman (11:30.34) Yep. Let's talk. Chad (11:31.339) Well, and then that leads to something else that you talked about in the article was incivility in the office space, because again, you're seeing your friends slowly leave you, right? And then you feel like you're on an island. And then the next thing, even if you haven't been downsized or laid off or what have you, you still are going to feel that. And I would assume that incivility is up with employees even before they're let go. Sarah E. Needleman (12:00.96) because in tough times people get disgruntled and HR is the messenger. They say don't shoot the messenger, but HR is usually the one who's delivering the news, enforcing the rules. They may not be making the rules, they may not like having to enforce them, but that is the job. And at least one HR person I spoke to for that piece said that he had a let go of someone he had up until this point had a good rapport with someone they were friendly with, chat at the water cooler, different departments, but they... They got along, maybe had some history or lived in the area, knew each other's kids, whatever. And when it came time to the layoff, he said, look, he felt really bad, even worse than, and then in other cases, because he really knew this person, he said, look, I really want to help you. I'll edit your resume. I'll give you some leads. But this person just turned around and just spewed out a ton of horrible things. great. And this HR person, He said, you know, I have a thick skin, but this one hurt because he really thought he had reported the guy and really thought the guy understood that it wasn't his decision by any means and there's nothing he could do to prevent this. And he wanted to help. But the personality took a very big change and it was maybe a moment of frustration, anger, maybe in hindsight, this person, you know, look back and maybe have regret. I don't know, but it's human nature. We get angry and we... Chad (13:25.161) Mm-hmm. Sarah E. Needleman (13:25.282) we feel hurt and sometimes the messenger is the one who ends up taking that. So it's really tough. you know, the, another woman I spoke to said that when she had laid off someone, the person didn't take it well, looked up her phone number and got her parents landline. Cause that was which this person found and just harassed the parents over and over and over to the point where she changed her name. And, you know, I think the parents had to change their number. But this is, Joel Cheesman (13:49.245) my God. Sarah E. Needleman (13:54.606) This is sometimes what happens. It's tough. Joel Cheesman (13:56.122) Wow. So, so I'll file this one under the, tell me I'm laid off without telling me I'm laid off. you talk about the return to office mandates at companies, which for a time that was headline news on a regular basis. talk about how that has impacted HR as a profession, employees that I'm sure are pissed off about that as well. You're right in the heart of it at New York. You've got JP Morgan Goldman. So like this. RTO is a big story in New York. Tell us your perspective on that and how it was a stress for HR. Sarah E. Needleman (14:29.824) Yeah, it's a huge stress for HR because again, they're the ones enforcing these policies. They may be talking to managers and telling them, your employees coming in and pressuring them to make sure attendance is happening. Some of the HR people I've talked to said they're getting a lot of phony excuses as to why people can't come in or real exaggerations. And another case is that sincere, they talk about traffic, like they're spending three hours a day commuting. Now part of this is because people move far from where they are and now the callback is like, okay, I have to get in the car and drive really far. And then of course you hear about the extreme commuters who will get in airplanes to get to work. But some people just can't do it. But the HR people, they're torn. They don't wanna lose good talent. What if it's one of your best people who is pushing back against RTO? Then you're really in a pickle. And it's hard to make an exception for one person and not another because that drives up resentment. Chad (15:19.744) you Sarah E. Needleman (15:28.118) You can see a lot of this on Reddit if you go to some of the different subreddits for RTO topics and you'll hear people say, I'm tempted to snitch on this colleague, he never comes in, I schlep in every day, it's not fair. Now we don't know, maybe the colleague has a health issue, but a lot of times people just don't want to go in and so it's a real tough spot to be in for HR. One HR person I spoke to just the other day said he really pushed to give an exemption for two people who had extremely long commutes, but that were very important to the company. And so he said it was really hard because again, the other people who want the same thing and you can't do for one, not for the other. It's again, good cop, bad cop, being mom and dad, being the messenger, it's a tough spot to be in. Chad (16:17.729) Well, and it also sounds like, mean, because obviously we had, you know, George Floyd, Black Lives Matter, COVID. Now we have, you know, we have probably one of the biggest labor market imbalances we have ever had, at least in our lifetime, we have ever had. We are pushing out immigrants who are doing jobs and now we have all these jobs that are open. Then we have hundreds of thousands of white collar workers that were kicked out of the government. that are not gonna do those jobs. And then we've got all these tech guys from the bloated metas of the world. They kept them around just so that they could keep them off the market. And now they're back out. it just seems like it's incredibly hard with all of this like tsunami of different things that happened over the past, not even 10 years for God's sakes. Sarah E. Needleman (17:13.742) Yeah, it last happened just since I'd say 2020. So much that that's why the story says that it's one of the toughest times ever to be HR. I mean, it's hard to, it was a little fluffy statement, hard to quantify that. But you talk to people who've been in it for decades, know, 30, 40 years, and they're saying that it really, it says something, it's meaningful. You know, you can't quantify it, but the anecdotal evidence is pretty strong. Chad (17:18.432) Mm. Joel Cheesman (17:41.668) The profession at large you sort of touch on as being challenged. You mentioned the declining number of jobs on platforms like indeed.com. Is this going to be an impact that we'll see for years and years to come or is this a little blip in the profession of HR? Sarah E. Needleman (18:01.55) mean, are always hard to make, but it does seem like this could be doing some serious damage to the HR profession, the interest in it, people going into it. The data we saw from the Indeed was showing that fewer people are looking for work in HR. I think even though people are desperate for jobs right now, if you have a choice between two different ways to go, HR not. may not be attractive. Or if you're a college student thinking about what field to go into and you find out you're going to be the one responsible for enforcing rules that are unpopular, maybe you're not going to go into that profession. So it's hard to say because we're talking about a very big sea change. But when you have many years now, at least five really tough years, that's a whole class of a whole cohort of people going through the college education system. Chad (18:56.161) Yeah. Sarah E. Needleman (18:56.302) And by this, the time they started it, now that they're graduating in the market, their thoughts may have changed. So pay bill may have considered HR as a profession in these past five years, in the college system may have pivoted. And I wouldn't be surprised if that's the case. And I think we could see that next few years at the entry level, a decline in HR people. And so over time, that can present a problem. Joel Cheesman (19:23.426) I'd love to know how many students, how fewer students there are in HR and how big the Shurm ranks are today versus 10 years ago. Chad touched on the political side of this, but you go fairly deep into immigration, H1Bs, deportation fears. This is something HR people probably weren't expecting, at least to this degree. Talk about the political aspect of the job of HR. Chad (19:23.487) Me. Me. Sarah E. Needleman (19:53.432) Sure, yeah, some of the HR people I spoke to at companies where they have a lot of immigration labor, immigrant labor, sorry, said that workers are starting to come up to them, sometimes with tears in their eyes. And she would say to them, this one particular one, said they were qualified to be here. She's like, you have the correct documentation, but that doesn't stop them from being afraid or for their families being afraid. Just being rounded up even if it's 24 hours, I let you go they find out that 24 hours in detention is extremely Difficult for people to endure What if they have medication that they need on a daily basis? know my mom takes a pill every day. It misses that one day She's in big trouble because she has no thyroid Children to pick up just all that sort of stuff. We there was a Joel Cheesman (20:27.824) Yeah. Chad (20:33.216) Mm-hmm. Sarah E. Needleman (20:45.102) a in the news the other day, I can't remember what outlet where there was a raid and someone panicked and they ended up falling to their death off a roof because they were running. so another story I did recently was how a lot of companies, you know, they have emergency response plans for tornadoes, workplace violence, a chemical spill, but they didn't have one for ice raids. But now they're starting to have them because Chad (21:12.542) Wow. Joel Cheesman (21:12.682) jeez. Sarah E. Needleman (21:13.422) Think about it, in a manufacturing plant, you're dealing with heavy equipment. Ice comes in with guns. People panic. Even if they're perfectly legal to be here, maybe they're just afraid. Or maybe they're legal, but they had a DUI a couple months ago. Whatever the case, they run. And next thing you know, machines are operating, and people's hands could get cut off or whatever. HR people don't want that to happen. So they're setting up these response plans. Chad (21:33.568) now. Sarah E. Needleman (21:41.678) you know, their rights, knowing what the difference between, I'm sorry, what kind of warrant is acceptable and there are certain warrants that are okay and certain that have to be signed by a judge before you can let them in. But it's not often that we have many uniforms, sometimes masks showing up with guns and big guns, not little handguns like. Rightfully, you these big guns coming in that could be disturbing Whatever the reason is whether it be immigration or anything else It's it's not something we see every day in the workplace. And so HR people now that's like another thing They're dealing with the emotional aspect of employees coming to them with tears and fear And then you know, the actual ways themselves can be terrifying if they happen and they are happening They are happening at workplaces and I said said so on their other news page on their website. It's not a secret Chad (22:15.648) Mm-hmm. Sarah E. Needleman (22:30.894) So and now that the Trump's recent bill has passed, the big beautiful bill as he calls it, there is a lot more funding for ICE and the spokesman for the White House very clearly said they are going to go after illegal governments and by going through companies, going through workplaces, sometimes parking lots, sometimes the actual place of work itself. Chad (22:40.064) Mm-hmm. Chad (22:58.731) So HR, number one, we need these individuals to do the jobs and that's why we've had them here for years, immigrants, right? Whether they're immigrants that are doing truck driving, dock working, or they're working in the fields or what have you, or as Joel said, with H1B visas. It is again, more pressure on HR, the talent and recruiting function of HR, to find the people that now don't not just don't want to come to the country, they just can't come to the country, right? Even if they wanted to, those H1B visa individuals are going to Canada or they're going to Europe. mean, hell, France is like, come on, we want all your smart people. We call this the genius visa for the reason, for that reason, but yet we're kicking geniuses out and HR can't find the people to do the jobs. Sarah E. Needleman (23:56.78) Yes, that other problem there's especially certain occupations where immigrant labor plays a significant role. And so that's, yeah, that's a hard problem for HR filling positions that maybe local talent doesn't want or isn't qualified for for whatever reason. And then there's just the added burden of getting those 1099 to make sure they're accurate. Even a clerical error could put one of your employees in jeopardy. So like you have to have those documents up to date. Now you should always have them up to date, but you're not expecting rates or checks. So maybe occasionally you may have the federal government will come in and want to see your documentation. But now that they're coming in for other reasons, they may use that as an excuse to probe further. And if your records aren't up to date, if there's an error. That could be doing a real serious disservice to your employee. So as an HR person, that's a lot on your shoulders. That's big burden to carry. Joel Cheesman (24:54.416) Yeah. Anybody talking about sort political uncertainty? So we talk about the tariffs. We see a lot of businesses pausing hiring. We're waiting to see what's going to happen. That's stressful. Like, did that come up in any of the conversations, Yuhad? Sarah E. Needleman (25:10.092) That was, it did come up, it wasn't high on the list of the issues just because it's not a direct concern. That's more like at the decision making level. But in terms of what they can do in terms of filling roles that they have to put in pause. And that is a problem because you have job hunters, you put out the application, we're applying, you're not responding. And then their answer is, we don't know if we're going to fill it right now. And that's another awkward. Joel Cheesman (25:13.583) Yeah. Sarah E. Needleman (25:39.918) position of being you, you want to help people get jobs, you want to fill the roles with the best people, but you're not sure you can do it right now. And there's this constant limbo state. And again, it makes them the boogie man, right? If you're the job hunter and you're you're their silence. It's not necessarily because there's something wrong with you. It's because the position is frozen, they can't fill it. And again, the HR person is the boogie man that goes back to the civility. All these things are tied together. And you can see it, especially, like I said on Reddit, there are many, posts about the horrible recruiting experience. It's not always the HR person's fault, but they certainly are almost always the one to be blamed. Joel Cheesman (26:19.972) Yeah, I'll let you out on this one, Sarah. Can we end on a positive note? Was there any silver lining in your reporting? Give us something good to leave off. Chad (26:20.147) yeah. Sarah E. Needleman (26:25.185) Yes! Chad (26:28.2) thank God. Sarah E. Needleman (26:30.42) Yes, there is a silver lining. A lot of the HR people I spoke to had a very positive spin on it. They said, you know, this is the profession they signed up for and that they love helping people. And some of them see this difficult time as a calling. It's that they need to stand up and help and do the things they need to do to keep people employed or if they're being laid off to help them with the best outplacement services possible. They feel like now's our time to stand up and be a real leader, real helper. And so, you know, people go into HR in many cases because they do care about people. They care about the human element of the workplace. And so this is a time for them to shine if they look at it in that perspective. And many of them did since that was the time where they really need to rise to the level. And some of them are happy to go ahead and do that. I mean, happy in the sense that It's their calling, it's but yeah, it's their calling. Yes, it's a noble profession. That's how they see it. And that's, that's what the ones who are sticking with it and standing up to this moment. Joel Cheesman (27:29.978) Yeah. A noble profession. Chad (27:42.197) Do you hear that HR? It's time for you to shine. So if you haven't read the article yet, it's called, If You Think Your Job Is Hard Right Now, Try Working in HR. That's Business Insider. This has been Sarah Needleman. Sarah, if somebody wants to connect with you, maybe they want to read your stuff. I don't know. Where would you send them? Sarah E. Needleman (28:04.214) love to hear from HR people, whether you're the payroll benefits person or the talent recruiter, I want to hear about the challenges you're facing, the trends you're seeing, fun culture stuff. And you can email me at sneadleman at insider.com or sneadleman like sneezing but S-N-E-E-D-L-E-M-A-N. I'm also on LinkedIn and you can message me there. yeah, I'd love to hear from you. Chad (28:23.361) Hahaha Joel Cheesman (28:32.546) interview almost eight years in the making. Sarah, thanks for hanging out with us. Please come back soon. Chad, that is another one in the can. We out. Chad (28:32.929) Excellent. Sarah E. Needleman (28:39.448) Absolutely. Chad (28:41.915) We out. Sarah E. Needleman (28:43.534) Thank

SAP just bought SmartRecruiters—because nothing says “innovation” like a 52-year-old German ERP giant panic-buying its way into AI. #smartmove Meanwhile, Indeed’s latest “innovation” is… wait for it… adding logos to job posts. Groundbreaking stuff straight outta 1999. What’s next, a dancing Clippy to help you apply? And over at LinkedIn, member growth is up, video views are booming, and nobody seems to care that they’re quietly morphing into a corporate TikTok for midlife crises and humblebrags. In this episode: SAP shells out for SmartRecruiters—will it be a glow-up or a graveyard? Indeed’s earnings are up, but only because they laid off thousands (Wall Street swoons 💰). Branded Boost: proof Indeed thinks you’re too dumb to know what you’re clicking on unless there’s a logo. LinkedIn’s strategy? Less jobs, more influencers. Grab your Surge soda and crank up the dial-up modem—this episode is going full retro. PODCAST TRANSCRIPTION Joel Cheesman (00:36.718) Yeah, the podcast that's like rain on your wedding day. Hey boys and girls, it's the Chad and cheese podcast. I'm your cohost Joel total bullshit Cheesman. The Chad (00:43.641) Good luck. The Chad (00:47.673) And this is Chad, video killed the radio star, Sowash. Joel Cheesman (00:51.148) And on this episode, smart recruiters gets hitched, indeed gets boosted and workday gets bent over. Let's do this. The Chad (00:59.193) Watch. to have some lube. Welcome. Joel Cheesman (01:04.525) I'm going to, feel good. I'm in a good mood today. I'm in a good mood. summer, know, summer's winding down. School started again. Football season's right around the corner. there's a lot to be excited about. And in cheese land, cheese land is very, is a good place to be right now. And you got, you got the sunglasses on your, your tanned rested and ready. The Chad (01:09.399) Hey, a little rested, little rested, The Chad (01:17.506) dude, yeah. And there's a lot not to be excited about. There's a lot not to be excited about, like the cost of living. Oh dude, I had a hard night last night. Let's just say that. Yeah, play, So this, it's tourist season here in the Algarve and I play in a paddle league. so usually we can play like around eight or something like that. But all these fucking tourists come in. Joel Cheesman (01:35.368) do tell. I mean, don't go too detail, but do tell. Joel Cheesman (01:44.034) Mm-hmm. Joel Cheesman (01:53.134) Mm-hmm. The Chad (01:56.151) and they take all the spots if you don't get them fast enough. So I had to wait till 9.30 last night to play and it was an hour and a half session. That and then after that is where the real work happens because that's where the beer drinking is. So yeah, didn't get that into bed till after one or so and yeah, it was a school night. Anyway, yeah. Joel Cheesman (02:09.324) Mm-hmm. Joel Cheesman (02:15.726) I love that you as an expat are bitchin' about the tourists taking all the shit. The Chad (02:19.796) You No, spend money kids, spend money, I love it. Joel Cheesman (02:25.878) Spend money. what's what did I miss in the news? We got the BLS numbers. That was, that was crazy. That was crazy. Are you getting that news? Are you going to like tap in with your dodgy stick to get a CNN over there? The Chad (02:30.329) Jesus Christ, It's yeah. No, dude. mean, it's it's all over the damn place and it's fucking crazy. mean, so here set it up. We've been talking about this for a while now. Economists have been sounding warning bells for months that tariffs kicking or scaring immigrants out of the country and chopping hundreds of thousands of federal government workers could significantly dampen growth in the coming months. Well, it's done more than that. As a matter of fact, manufacturing jobs, we lost eleven thousand. We were supposed to be building manufacturing We're losing this shit. Like I said, we've been talking about this for months. The biggest workforce imbalances in history are happening in the US right now, which is going to impact the supply chain. I mean, imagine having workers not picking crops, driving trucks, working the docks, not to mention, know, how... Joel Cheesman (03:08.845) Yeah. The Chad (03:32.461) are you going to go into an economic war with the entire fucking world? Which is what we did, right? I mean, we pretty much said everybody. Yeah, it's an economic war and we opened every single fucking front we could, right? So, I mean, for me, it's just like, Jesus, can we just stop the goddamn madness? The only people who are doing really well right now are the tech bros, because they don't have to pay tariffs, right? They're, you know, fucking... Joel Cheesman (03:38.082) Yeah, it's a war. It is a war. Yeah. Joel Cheesman (03:57.656) Yeah. The Chad (04:00.655) You know Tim Tim Cook, you know throws a lump of gold shit on Trump's desk the other day I mean, it's just it's like fuck man. It is it is crazy You've got all of these companies the the big three the Fords that you know, the the Chevy's etc, etc ones who actually create Make goods and have a shit ton of employees. They're getting fucking they're getting killed Joel Cheesman (04:25.388) Well, if you're going to, if you're going to invest, where are you going to put your money in something that makes stuff or software? And yeah, so that's a, that's an add on for that. to me, it's like, it's just the erosion of trust. mean, America for all its faults, it, we're pretty trustworthy in the data. We're no one views us as China that we're kind of spinning it to make us look better than we are. And when you start politicizing. The Chad (04:29.741) It's gotta be. Yeah. Yeah. The Chad (04:40.911) Especially with the Allies. Mm. The Chad (04:51.886) Yeah. Joel Cheesman (04:54.592) labor statistics. That's a really slippery slope. The good news is it sounds like the Fed is bulletproof, that Trump can't fire Powell, that is at least for now, not politicized. But when you start saying all the numbers are rigged and it's all like, that becomes really, really dangerous. Although I do think if it does lead to an updating of how we get the numbers, that would be okay. The Chad (04:55.907) Yeah. Joel Cheesman (05:22.988) because we talked to Toby Dayton, Aspen Tech Labs, like the way that they're getting data is much better than what the government does. And it would be kind of nice if the government came into the 21st century when it came to data. The Chad (05:32.573) yeah. The Chad (05:36.429) Would they cut the BLS budget though? So it's like, first and foremost, you hamstring the motherfuckers and then you give them a hard time because of their revisions, which, you know, everybody has revisions. They've always had revisions. Yes, should we update it? Of course, but there should be a transitionary, there should be a planning thing. It kind of feels like this administration. No, no, Jesus. I mean, and it all comes down to whether he likes it or not, right? Joel Cheesman (05:39.394) Yeah. Joel Cheesman (05:54.926) Well, it shouldn't be the president saying you're out. Yeah. The Chad (06:04.033) So it's that one authoritarian kind of like figure who is like yes or no. And that's again, that goes back to the trust in the US. There's always been that trust because we've had institutions, had a Congress, you we had a judiciary and then we had the executive branch and they would check each other. Now nobody's being fucking checked. Joel Cheesman (06:04.536) Yeah. Joel Cheesman (06:13.442) Yeah. Joel Cheesman (06:25.356) Yeah. Yeah. Ouch. Ouch for sure. we got a lot to cover today. We got lot to cover today. Let's get to shout out. Shall we shout out sponsored by Cura, Chad, you know, cure our friends, our friends from the great white North. They're doing, they're doing text recruiting, cost-effective and easy to use. I got boobs on my shout outs. can you, can you Trump that one? The Chad (06:28.207) Ouch. big ouchy. Yeah, we do some shout outs. Yeah. Yes. The Chad (06:52.179) no, I did. I know I cannot and I won't because everybody, everybody loves boobs. Joel Cheesman (07:01.71) True. Boobs, boobs, boobs always. All right. Uh, so August is national breastfeeding month. I didn't know that. I didn't know that. Still looked a little homework, but so there's a survey came out recently. Only 44 % of workers felt supported, uh, at work when it comes to breastfeeding, which is just not good. So companies need to sort of get on the ball with this. There is a federal law called the pump act. The Chad (07:01.967) Yeah, everybody. No reason not to. The Chad (07:08.095) that's news. The Chad (07:18.543) Mmm. The Chad (07:24.975) Mm. Joel Cheesman (07:25.464) I don't think that's the official name, but that's what the insiders call it. So there's a, there's a law that protects nursing for employees. Companies need to provide reasonable break time and private space for pumping, pumping breast milk for up to one year after giving birth. So companies out there, it's breastfeeding month, get on, get on it and make sure your, your mothers and mothers to be feel supported in the workplace. Thank you very much. The Chad (07:50.799) Yeah, and make sure there's a lock on that door because we don't need creepy Jeff coming in and stumbling in when Martha is trying to pump. Okay. Not cool. Not cool. Joel Cheesman (07:59.598) Yeah, that comes into the safe space, the private space. make sure the two-way mirrors are taken out of the office for that one. The Chad (08:08.815) Please, Jesus, please. All right, my shout out, not as fun. I'm gonna try though. Shout out to the Buggles and Video Killed the Radio Star, which was the very first video on MTV 44 years ago, back on August 1st, 1981. But little did they know, video would also kill the customer service star. How? Ask Atlassian CEO, Mike Cannon Brooks. Joel Cheesman (08:20.962) huh. The Chad (08:36.015) who just laid off 150 employees via pre-recorded video because nothing says we care, like being lumped by a YouTube video, right? What happened after the video ended? Well, I would call it 15 minutes of hell because employees were instructed to chill for 15 minutes. because their fate would be known, right? We would contact you and let you know if you still had your role. And then they said, it's not AI replacing all the roles, just most of the roles, which is very comforting, very comforting. Joel Cheesman (09:01.71) Mm-hmm. Joel Cheesman (09:14.04) Just 99%. The Chad (09:15.215) Yeah. Meanwhile, execs are busy sponsoring an F1 team and hyping the AI like it's 1999. But for the laid off workers, it's more like Orson Welles, 1984. So shout out to just bad, horrible, stupid treatment of employees. Bad on you, Atlassian. Joel Cheesman (09:35.886) By the way, the, the nostalgic, concerts are coming in hard in Indy. I don't know if you get these over in Europe, but, we got Toto. Minute work. we got Cindy Lauper. we got Rod Stewart and cheap trick. Like it is just a parade of aging wrinkled rock stars that are coming to town here in Indianapolis. The Chad (09:35.951) You The Chad (09:44.246) nice. Jesus. The Chad (09:51.363) God. The Chad (09:54.765) Ridiculous. I didn't even hear sticks or a speed wagon either. And those are usually like standards. Joel Cheesman (10:03.052) Yeah, they've, they've maybe been here already. as, as the fall comes and it gets a little cooler, they tend to like show up more often. the Doobie brothers with Michael McDonald are coming, to town. Anyway, anyway, good stuff. Good stuff. The Chad (10:11.983) Jesus Christ. I mean, in kids, if you don't know Michael McDonald, just go ahead and go to Spotify, choose any Yacht Rock playlist. He's either lead or background on just about every single one of those, by the way. I no question. Still. yeah. he looks good. He looks good. Joel Cheesman (10:28.928) and definitely keyboardist on all of them. Maybe the best head of hair for his age group in the world. That guy's got a silver mane that could kill baby, kill baby. So good concerts. I don't know if they're giving away free stuff or not, but we are here on the show. The Chad (10:46.873) Well, let's talk about the new free stuff, and it's a different kind of free, kids. It's called Fantasy Football, sponsored by our buddies over at Factory Fix. Love those guys, and you can register for free, but, but, see, I look at Joel's, if you're watching on YouTube, can see Joel's Fantasy Football t-shirt. This one, Joel. This one's a little bittersweet for me. As you know, last year's David Seifel is he's a lock for this year and we have 10 spots. So he takes the first spot and I had the second spot locked for friend and sports fanatic, Matt Lavery, but he tried to tragically passed away last month. So in honor of Matt, I'm changing my team's name from. Joel Cheesman (11:10.156) yeah. Uh-huh. Yep. Joel Cheesman (11:27.342) Yeah. The Chad (11:31.757) Ronaldo football team to Lavery's legends. So if you wanna play, sign up, just go to our LinkedIn feed, you'll be able to see that's how we posted some links to the factory fix fantasy football or hop on Chadcheese.com and click on the register button in the header. Moving toward the more traditional free stuff. And I know you guys love this. Whiskey. Joel Cheesman (11:33.496) Mm-hmm. Joel Cheesman (11:43.49) Mm-hmm. The Chad (11:58.241) from the talent tech experts over at Van Hack, those Canadians, you love those. more Canadians, bourbon barrel age syrup from our buddies at Keyura. That's right, text recruiting made simple. T-shirts, if you're watching on YouTube, once again, I've got my Aaron App T-shirt on. I love this thing. It's nice. Red, wearing shoes, kids over there, the Aaron App. For the T-shirts, craft beer from those job data geeks over at Aspen Tech. Joel Cheesman (12:07.096) more Canadians. Joel Cheesman (12:18.606) Yeah. The Chad (12:32.655) labs and if it is your birthday you know you want a little rum from the swamp. The Chad (12:42.394) I can. The Chad (12:46.147) Go to ChadCheese.com slash free. That's right, free. Joel Cheesman (12:50.368) I miss football. Okay, here's our birthdays for the for the week. Everybody we got Wendy daily Kim Bates, Christie Kelling, Stephanie Pindress, Michael Malady, Sally Millick, Christopher Cleland, Micah Clark, Joel Stupka, Alistair Neal, Lena Bradshaw, Victoriano Cable, Brianna Amantia, John Higgins, Neil Costa, Mark Coleman, Jessica Lee, and Brendan Crickshank Redemption everybody. The Chad (12:51.962) Hahaha The Chad (12:58.671) Mm. The Chad (13:09.006) Mm. The Chad (13:18.767) There he is. Joel Cheesman (13:20.802) Happy birthday, everybody. The Chad (13:22.189) Really quick on events, we're gonna be going to RecFest in Nashville October 15th and 16th. We'll be talking more about that as we get closer. We're gonna have our favorite Scott there, Steven McGrath, so that we have sound effects, because we don't have Steven, we don't have sound effects. Then we're gonna do a West Coast-ish tour in November where we're hitting San Francisco, San Diego, and Dallas. We'll have more. event details on that RL 100 amazing. I go to Chad cheese.com events. Plus I think Joel's doing a solo you're you're you're doing a solo. Joel Cheesman (13:59.532) Yeah, it's, don't want to give too much away as it, as it formulates, I will give more, but, it looks like I want to be headed to ERE in San Diego, the whale's vagina, Chad, as you know, San Diego to interview, on stage, a famous person in our industry. I'm not sure if it's solid yet, but as soon as it does, I will, I will share that, that information. It is, it is not Steven McGrath. The Chad (14:07.98) San Diego. Yes, yes, there it is. The Chad (14:23.343) This better not be a chump. That's all I gotta say. Better be famous person. Joel Cheesman (14:28.908) By the way, that I am not- The Chad (14:32.783) I'm not going to. Joel Cheesman (14:33.506) By the way, how has he not been a guest host on the show ever? The Chad (14:37.168) don't worry, that's good. That's gonna happen. That's gonna happen. Yeah, we're gonna make that happen. Joel Cheesman (14:39.116) Okay, okay. That might have to be in person. We might have to do a little something special for that one. The Chad (14:43.471) We will, we will. But real quick, I saw David Manister just posted that he is in Granada, Spain right now. And I've got a little advice for the kids out there. If you're coming to the Iberian Peninsula, being Spain or Portugal or anywhere over on this wonderful little peninsula, this time of year, Joel Cheesman (14:56.248) Hmm. The Chad (15:07.075) go toward the southern coast where you get the nice cool breezes. Because David said as hot as balls and Grenada. And I'm like, yeah, dude, you know why? Because you're inland. You got to go to the water. So if you do any type of visiting in Spain or Portugal, look at what time of the year it is. This time of the year, you definitely want to be closer to the water. January, February, something like that. Really doesn't matter. Just beautiful weather. Joel Cheesman (15:32.942) And that has been Chad's travel tips sponsored by TripAdvisor. Joel Cheesman (15:42.446) shit, let's get to topic, shall we? The Chad (15:44.569) Yes. Joel Cheesman (15:49.108) All right. Real quick, Chad, just saw this today. Do you know the site StockTwits? It's basically just a vomitous, massive content about stocks. And I was reading up on ZipRecruiter and someone had commented that Zip had just laid off its entire enterprise team. Total rumor, not credible potentially at all, but still interesting. People kind of know this stuff on the crap, but let's get to the real news. We'll keep an eye on. The Chad (15:59.183) Yeah. The Chad (16:05.583) Thanks. Jesus. Joel Cheesman (16:18.164) on zip recruiter as its stock goes to all time lows this week, by the way. S big news. SAP has agreed to acquire smart recruiters. That's right. Yet another chat and she's sponsor, that's getting, getting paid everybody. terms run disclosed, smart recruiters will remain a standalone, brand, closing expected in Q four this year, CEO Rebecca Carr, Chad and she's favorite expressed excitement about advancing. The Chad (16:22.329) Jesus, so bad. Train wreck. Joel Cheesman (16:47.832) hiring globally. Chad, you got a few thoughts on this deal. What you got? The Chad (16:52.591) Yeah, well, first off, let's talk a little bit about Rebecca. The first time we talked to Rebecca was in May of last year when she was the interim CEO. After their last CEO ejected due to an ISIMS deal that turned sour, just gone. I don't know where, poof. Joel Cheesman (17:07.17) Mm-hmm. The Chad (17:12.847) All right, so Rebecca, an industry veteran, a product pro and someone with a genuine fucking vision, which is definitely rare these days for God sakes. We'll talk about it deeds bullshit later kids. Anyways, Rebecca was in the C suite and by the end of that conversation, I was a true believer man. Joel Cheesman (17:27.662) Okay, yeah, we will. The Chad (17:34.049) And as a matter of fact, I believe we both said, rip that interim label off and let Rebecca run. And they finally did, which is great. Then earlier this year in February, I was over here in Portugal and they asked me to come to Madrid to sit down and actually do some interviews with Rebecca and the executive team. And that's when Rebecca, February this year, announced to the world that smart recruiters would be making a dramatic change. Joel Cheesman (17:41.198) They listened. The Chad (18:03.973) literally taking the core of their platform, their system and rewriting everything, throwing the roadmap away per se, right? I've got a little video, go ahead and roll that beautiful beam footage from Madrid. Joel Cheesman (18:06.349) Mm-hmm. The Chad (19:42.893) Okay, so nearly six months later, SAP announces their intent to acquire Smart Recruiter. Question is, was it the chat and cheese? Huh? Huh? Joel Cheesman (19:57.058) you The Chad (19:58.082) OK, so let's start breaking this down around really what I think happens next. So some are saying that SAP will keep success factors around and start an employee-like strategy with multiple applicant tracking system platforms. And others are talking about SAP clients transitioning into smart recruiters as an evolutionary step and then them sunsetting. success factors, right? know, here are my thoughts. I've got a history lesson. Joel Cheesman (20:27.202) Yep. Yep. shit. History lesson. I love those. Old guys giving history lessons. The Chad (20:38.093) Okay, so at, that's right, that's right. So SAP acquired success factors in 2011, 14 years ago. Now in most cases, HCM providers, they don't put much time, thought or money into recruiting platforms. So those ATS platforms usually just collect massive amounts of tech debt, wither and die. To me, it's time to sunset success factors, because trying to keep two sets of code alive for the same purpose is just dumb. my predictions, that's what's going to happen. They're going to sunset success factors. Probably going to take about two years to be able to make that happen. Additional predictions, Oracle. acquired Taleo in 2012, right after SAP put pressure on them through their acquisition of success factors in 2011. SAP makes the first move again while Taleo today is dead and bloated and Workday is flailing with their gift with purchase version of an applicant tracking system. So these companies have piles of cash and they want and they need a good AI story, much like SAP has now. my question to you, who do you think is next? Do you think iSIMs, eightfold, phenom, paradox, any ideas? Joel Cheesman (22:00.179) well, that's interesting. I think a lot of this was AI driven. think that success factors is not an AI trendsetter whatsoever. So, I have to think that SAP talked to a lot of companies and sort of landed on smart recruiters in terms of Winston and what Winston could do. And we knew from talking to Rebecca early on that the transition was going to be AI generated, was going to be AI focused. The Chad (22:10.415) No. No. The Chad (22:28.333) Mm-hmm. Joel Cheesman (22:29.71) I got to think that SAP called paradox. They called eightfold. They called some of the companies that you mentioned and we don't know the price tag of any of stuff or how the negotiations went, but they had to have talked to all those companies. I think they're all on the table. I Sims would love to be acquired. and I have a little bit of thoughts on what the recipe is to do that. which I think smart recruiters played at played out to a T, The Chad (22:48.632) god, The Chad (22:53.505) huh. Joel Cheesman (22:57.826) You're going to continue to see this consolidation. question is, is it the pure play ATS or is it the AI? think there was much more appealing about this deal with the AI than the ATS success fetters are in there already an ATS, like there was something there that they knew they needed and didn't have and, and smart recruiters could provide that. So when you say who's going next, I lean more towards it's an AI player than it is a conventional. ATS. The Chad (23:08.067) Mm-hmm. Yeah. Joel Cheesman (23:28.238) I Sims needs to get on it. And if they're on it, they need to let us know they're on it. Cause they're not letting us know it, which goes back to sort of my recipe. You look, I Sims, not an industry CEO. you know, when Colin left, they brought in a marketing guy. Then they brought in a, what, an ex hockey player. Then they brought, I like, who are they bringing in, dude? There's no, like bring in a person that knows the industry, bring a person that's rooted in, the business and what our customers want. on product, focus on the future, focus on the message and pushing that message out. said months ago, smart recruiters is playing to win. I Sims is playing sort of not to lose. And there's a huge difference and smart recruiters is being rewarded for what they've done. And part of that is just the recipe of like the leadership. The Chad (24:07.588) Yeah. The Chad (24:17.711) Yep. Joel Cheesman (24:24.952) Bring bringing in a Len who knows everyone in the industry and getting them around what the message is and the vision is and creating content and marketing around that. So, to answer your question, I don't know if you had more commentary, but yeah, I think they're going to lean toward more AI players than they will, conventional ATS players. Cause ATS is our club pretty commoditized at this point. I know that they try to sort of like we're SMB or we're enterprise, but a of that stuff, mean, The Chad (24:31.855) Mm-hmm. Joel Cheesman (24:53.836) Fountain is an ATS, Paradox is an ATS. Like all these companies are just sort of copycatting what that is. So what's the differentiator? It's AI. The Chad (25:03.523) Good ones too, the fountain and gym. Throwing those in there. I mean there there are just more like new So i've got two moments that I want to say that that smart recruiters did incredibly Well, number one the one that you just watched with rebecca That was their domino's moment when domino's ceo ate the pizza and said this does not taste good, right Rebecca just said this does not taste good. We need to make this better I do not like using my own system. Does it check all the boxes? Yes, but this pizza does not taste good So they had a domino's moment right there Joel Cheesman (25:06.85) Yeah, Harry. Joel Cheesman (25:26.83) Yeah. The Chad (25:35.681) Then they did the unveiling, which was their Apple moment. They had the onstage, they had the pretty much the single talking head doing the, know, all the different aspects of what to expect with Winston and this new AI platform. So they really, and to me, that was fucking masterclass. First off for... Joel Cheesman (25:53.731) Mm-hmm. The Chad (26:01.807) Rebecca to say, pizza doesn't taste good. And then them to come out with a very polished, very polished. mean, fucking screen looked like it was a goddamn football field long, for God sakes. To be able to do those things. And again, we have friends over there, so on and so forth. We have friends at ISOMS too, but we talk shit about those guys, right? It doesn't matter. When you see these things happen, you just gotta give them big fucking applause. Joel Cheesman (26:30.338) All right, that cues my big applause right there. Joel Cheesman (26:37.006) So, happens now, I think is the real interesting question. SAP doesn't exactly have a great history of taking products they acquire to the next level. They sort of become pieces of like check boxes of, okay, now we have AI, now we have an ATS, now we have this. Remember they bought jobs to web back in 2012 as well, which was pretty revolutionary at the time. Yeah, yeah. Of course, Doug left. The Chad (26:55.513) Mm-hmm. The Chad (26:59.681) yeah, a slap on top of success factors. Joel Cheesman (27:06.702) Does Rebecca stick around because she's really the, the, the force behind a lot of this vision. Um, so we'll see a lot of people were saying success factors goes away. I think that's a really big boat to turn around. I think that's really hard. Uh, employees become a house of brands, lever job, bite, et cetera. Does this become another brand? The Chad (27:29.198) Mm-hmm. Joel Cheesman (27:32.045) That's really hard to do as well. so rolling up pieces of smart recruiters, do they keep the success factors brand, but get rid of like, we'll see what happens, but that's a really tough question. you mentioned some of the haters out there and a lot of the marketing pieces that we've seen about, you know, Hey, smart recruiters is done. This is the death, you know, it's time to shop for a new ATS. Yeah. our friend Max at talk push, had a, had a message. The Chad (27:52.815) Come on over. Yeah, yeah, yeah. Joel Cheesman (27:58.937) He had a yawning icon and said, this isn't progress. That's a, that's a market grab, a land grab. And there's probably some truth in that as well. but we'll, but we'll see. I, the challenge is they've done such a good job at innovating. Do they hit a brick wall now and just, okay, we're done. We sold it's over. Like that's the end. or do they keep the ball rolling? And I guess, I guess we'll see. The Chad (28:00.559) You The Chad (28:23.307) Yeah, the question is, you know, can let's say I'm going to use Ronstadt monster since Ronstadt fucked monster so badly. Can can the old guard get out of the way of the new, more technical, more hip, cool nimble? Joel Cheesman (28:31.052) Yep. Yeah. The Chad (28:40.407) kids that they just brought on, right? Ronstadt couldn't, right? They couldn't. They didn't have a vision of the future. They had a vision of the past and they wanted to try to color code some of that with what looked like the future. It was total bullshit. if SAP allows these guys to run outside, Joel Cheesman (28:42.414) Yeah. Joel Cheesman (28:53.442) Yeah. The Chad (29:00.335) I think there's a good opportunity for them lasting long and for success factors to be able to last since 2011. I mean, it's still dead bloated to some extent, but yeah, I mean, they just got to get out of the way and hopefully start to turn. And a great example is back in the day when TMP switched to Monster, right? TMP was the big, bad Joel Cheesman (29:09.603) Yep. The Chad (29:28.501) agency, right? And they were TMP worldwide in the fucking stock market. They changed the goddamn ticker symbol to monster because they wanted the cool kids out front. I don't see that happening with SAP. Don't get me wrong. They're a German company. Okay. That's not going to happen. Yeah. So, but can they let the kids run? That would be the cool. Joel Cheesman (29:29.708) Yeah. Joel Cheesman (29:37.922) Yeah. Joel Cheesman (29:43.404) Ja, sehr gut. Joel Cheesman (29:49.069) Yeah, it's tough. I liked it. I got to think that there was, there were conversations with success factors, leadership and smart recruiters because there are synergies there. They're, they're both in the same business. It's not like, we're staffing. We're buying a job board. We don't know about each other. And we w we like, we don't get it. Hopefully there, I assume there were discussions about, Hey, we do this really well. You guys do this. And then there was a cohesion of like, we're going to meld the brands or this brand's going away or we're going to The Chad (29:55.67) yeah. The Chad (30:01.22) Yeah. The Chad (30:17.525) Smart Factors. Joel Cheesman (30:19.476) Okay. Okay. There you go. You heard it first, from, from the Chad smart factors. It was odd. It was odd to announce this on a Friday as well. Most of these usually happen on a Monday, Tuesday. So the industry has a week to talk about. Yeah, I was going to, that was my next point is like somebody, a leak, there must've been a leak and someone said, well, shit, we got to go now or else it's going to be, it's going to be in the rumor mill. But, yeah, this one's, this one's interesting. The Chad (30:22.125) You're welcome. The Chad (30:36.345) was getting out. The Chad (30:42.733) Yeah. Yeah. Yep. Joel Cheesman (30:47.96) We're going to see, we're going to see what happens. hope Rebecca doesn't leave. hope that she sticks around and we have many more discussions with her, but she's been a lifelong industry person. I don't think that, that she's going to leave anytime soon. Don't fuck this up. S a P. The Chad (30:52.398) Yeah. The Chad (30:59.289) She's fucking solid. Joel Cheesman (31:05.838) All right, Chad, it's earnings season, baby. It's earnings season. I mentioned Zip, Zip hit an all time low this week. They, report on the 11th. So next week, maybe we'll be chatting about what Zip recruited, reported, but let's talk about Indeed and LinkedIn per recruit holdings and Microsoft. So recruit holdings reported a 20.3 % increase in operating income and a 13.6 % increase in net income in Q1 despite The Chad (31:14.351) horrible I'm sure Joel Cheesman (31:35.875) despite a 2.5 % decline in revenue. The HR technology segment, includes Indeed and Glassdoor, saw revenue growth at 3.6 % year on year. Meanwhile, LinkedIn revenue rose 10 % year over year. The profitability details are not disclosed because it's Microsoft. Highlights included accelerated member growth at LinkedIn, 1.5 million content engagements per minute, and 34 % year-over-year video upload growth. Chad, some of your thoughts from earnings season. The Chad (32:10.767) So member growth, that's the things that Indeed and LinkedIn are gonna love because everybody's gonna be out looking for jobs and they're going to be flush with candidates, right? That's what they want. There are more candidates, that's where the money's at. It's pretty amazing though that when the job market looks like it does, and we just talked about this, that they're still able to trudge on, right? So I think there are a lot of... organizations that are out there today that are really feeling the hit, where indeed in LinkedIn are squeezing as much money as they can out of the market, that's going to leave some others in really tight times. Advice to anybody out there that is in niche? or if you're not in niche, find a way to get in the niche because that's going to be a great way to get to those dollars because there's more money in a niche and an expertise than there is broad-based. So if you're trying to sell a product to a broad base of organizations, number one, it's incredibly hard to manage. Number two, how are you going to fight against Indeed? How are you going to fight against LinkedIn? You've got to really find your superpower. And I got a great example talking to Mark over at Hackajob earlier this week. These guys are kicking ass and taking names. And the reason being is they are not only mastering that niche on the tech side of the house, which is not doing great by the way from a market standpoint, but they're still doing great. Joel Cheesman (33:32.622) Mm-hmm. The Chad (33:46.859) Also from a tech standpoint, which they're gonna come out with some pretty big things pretty soon. So I really think that getting into that niche and being an expert in a specific area is gonna get you through some of these very, very rough times. Joel Cheesman (34:01.656) go niche, there's money in niche as, the job or doctor, I'm sure knows that niche businesses can be successful. what, caught my on the, on the indeed thing is that there's been a 2.5 % decline in revenue, but net income has increased. And this is why wall street loves layoffs, because you can not grow your income, like your income, but you still are more profitable. by mock. The Chad (34:08.111) Yeah, she does. Joel Cheesman (34:30.978) By my calculations since 2023, there have been 4,500 people laid off just at Indeed. The back of the napkin math tells me that's $450 million a year if they're making $100,000 per year. And if you throw in healthcare and everything else, that's probably a decent estimate. So to me, I don't see a growth picture at any of these, even if they are more profitable. I think that they are engineering the finances to look to look like they're making more money, but make no mistake, like this is a challenging environment for almost everyone in our industry and particularly for Indeed and Glassdoor and the staffing business. So that's sort of my takeaways on that. think we're going to see more of that going forward. The LinkedIn stuff was interesting because none of the highlights were about employment. Pretty much it was about How many more members we have, how many more, video views there were in the last, whatever. mean, it feels, it feels like the narrative that they're spinning is we're a, we're a meta competitor. We're doing things that met is doing because let's be honest, investors don't want to flock to job stuff. They want to flock to AI cool video stuff. The Chad (35:38.199) Engagement, Joel Cheesman (35:57.683) And LinkedIn is clearly spinning the business as growing members, growing, you know, premium features, more video, we're meta. We're not. Or indeed, or some other job sites. So that was interesting to me. I want to know to me, the big story is going to be who's going to come out with a gentic solutions. We know that Microsoft is in bed with open AI. The Chad (36:05.667) Mm-hmm. Joel Cheesman (36:25.218) We know that they're a leader in this stuff indeed is not. I need, I need LinkedIn to come out with, you know what? You got a profile on LinkedIn, pay whatever per month for a Gentic job search. we'll use your profile. What we know you'll apply to jobs that are for you. We'll interview for you through, through LinkedIn's pro solution. And if we find a opportunity that's ideal and the company wants you. The Chad (36:25.326) Yeah. The Chad (36:54.681) Mm. Joel Cheesman (36:54.776) then you can talk to them. Like LinkedIn needs to do that ASAP because everyone talks about passive job seekers. Like how awesome would it be to say you can passively look for jobs, keep your current job, we will apply for you, interview for you, and if something is awesome, we'll let you know about it. That is gonna like unlock a flurry of. people who already employed up, start applying to jobs and companies would love that shit. They would love to know that, Hey, passive job seekers are applying. so I'm waiting for the link or the LinkedIn, Microsoft, whatever comes out with job search agent, and you can pay 99 bucks a month or whatever it is, 29 bucks a month for LinkedIn to like search jobs, apply to jobs and interview for you all on LinkedIn. think that'll be a really interesting conversation that we have if and when that ever happens. I don't think you're as optimistic that it will based on LinkedIn's past, but somebody's going to do that and they are primed to do it, whether they will or not. The Chad (37:57.987) Now, going back to the financial engineering, there's no question when you have a shit ton of employees, you can literally just start skimming off the top. Joel Cheesman (38:04.366) Mm-hmm. The Chad (38:07.043) and then make it look like everything is running much better, right? Much tighter. What you talked about with regard to supply and engagement. I mean, that's really what it is. You're getting more members, more users, so on and so forth, and you're getting more engagement. That's where LinkedIn is kicking indeed's ass because if you go to LinkedIn, not a big fan of it, but still they have all these different ads that are not employment ads, which means they're getting cash. Joel Cheesman (38:23.342) Mm-hmm. The Chad (38:33.451) in ways that there's no way that Indeed's gonna get cash, right? Because they are a social network. So yeah, I mean, that's definitely, think LinkedIn's superpower. It's not technology at this point. Yeah, yeah, yeah. Yeah. Joel Cheesman (38:47.118) It's the network and engaging that network. The Chad (38:51.297) Exactly. So supply and engagement. think those are the two big market factors that LinkedIn is probably, well, that and the addressable market with regard to marketing can kick indeed's ass. Joel Cheesman (39:04.782) Yep. Well, indeed we'll continue to throw shit at the wall to see if it sticks. And when we come back from our first break, we'll talk about some of that spaghetti. Guys, listen to the ads. There's no show without the sponsors. So listen to the ads, write blank checks to our sponsors so we can continue to stay out of the real workforce. The Chad (39:08.559) yeah. The Chad (39:20.879) Hahaha Joel Cheesman (39:29.55) Boost it, baby. Boost it. All right. Indeed launched branded boost. Not quite as cool as our little bump product that we launched recently, but almost. It's an employer enhancement feature for its featured employer tool. That's a mouthful. This feature allows employers to add their logo to every Indeed job post, index job post, increasing visibility, and as they say, brand credibility. Chad, are you ready to boost it? The Chad (39:32.654) Thank The Chad (39:37.743) Hahaha The Chad (39:49.091) Huh? Joel Cheesman (39:59.107) or not so much. The Chad (40:01.679) Oh my fucking God adding a logo to jobs in the feed. That's the product. That's the right. So my God. So wax Burt, who is the product manager who has been at Indeed for nine years was proud to announce this 1998 technology. Number two. Joel Cheesman (40:24.174) You Uh-huh. The Chad (40:29.825) from the press release, quote, applications start increase, application starts increase by 53 % on mobile and 27 % on desktop for featured employers, end quote. Yeah, nothing like more unqualified candidates. That's one of the biggest bitches that we hear from practitioners on a daily basis is we're already getting a shit ton of candidates from Indeed and they're fucking unqualified. So. Indeed is not only promoting 1998 technology that I believe online Career Center, Monster Board, Career Mosaic, and even probably eSpan where you were at had in 1998. The same shit. Okay, maybe it was 20 years ago. Maybe it was 2005. We definitely had it by 2005. But then Indeed finds more ways to get unqualified candidates to click on your job so they can charge you more, right? Last but never least. Joel Cheesman (41:08.302) Let's not get crazy now. Let's not get crazy. The Chad (41:25.441) for all the suckers that are out there who believe that the failed CPA or CPSA product was innovation instead of what they really were were repackaged, renamed, bullshit products. I bet you're going to love Brandon Post. Fucking idiots anywhere. OK, so no, I do have one last thing. That was the last thing, but this is the last last thing because at the end of their press release, indeed press release or whatever the fuck this thing was, Lacks writes, Joel Cheesman (41:43.438) Okay. The Chad (41:54.283) And her name is Lacks, or that's what she goes by. Like X, Lacks, anyway. The Chad (42:03.897) Quote, as hiring continues to evolve, so must the tools that connect employers and talent, end quote. Come on, Lax, stop pissing on employers and telling them that it's raining. This is fucking ridiculous. This is, this is fucking crazy. Joel Cheesman (42:24.43) All right. So I have three thoughts on indeed's new branded boost. Uh, you're right. This is some eBay 2001 shit. Look, I sold, I sold shit on eBay back in the day and they gave you the option like, Hey, do you want to highlight it? Do you want to like add a little product, uh, picture to it? mean, literally this is 25 year old stuff. Um, so, so good, good job indeed. Um, The Chad (42:27.183) my god. The Chad (42:34.849) You The Chad (42:44.825) Mm-hmm. The Chad (42:50.799) Yes. Joel Cheesman (42:54.926) Number two, humans are visual creatures. I did some job searches and shocker. Yeah, these things do stand out. They do get your attention. It's sort of like how Chrome had the tabs with the little favicon. You're like, oh, that's a lot easier to go through my tabs because I can process images a lot faster than I can before. so as if the two pane wasn't bad enough to be able to like just ram, like just The Chad (43:06.126) Duh. Joel Cheesman (43:22.978) gunshot through applying, this is gonna make it even better. My third thought, it pains me to say this, it's gonna work. Companies are gonna pay for this shit. Companies are gonna foot the bill to have their logo on there, the marketing people are gonna love it, the CEO's gonna love it, and as more and more companies do this, people are gonna go like, well, how can we be the only one without the logo? So at some point, The Chad (43:24.377) Yes. The Chad (43:28.143) Stupid. The Chad (43:38.701) Minsters stupid. Joel Cheesman (43:51.543) Something that should just be that something that they do put your logo in the, in the, in the search results to make it more appealing to the, to the user. Okay. Now it's going to be just a money grab, which something that should be just included, in indeed stuff. So yes, it's old. Yes. It plays into humans behavior and God damn it. They're going to make more freaking money, doing this shit. They're going to make more fucking money. The Chad (44:18.505) As hiring continues to evolve, so must the tools that connect employers and talent. Jesus fucking Christ. Joel Cheesman (44:26.336) It's the same as the fucking categories that they launched. you gotta be in the healthcare channel. You're not gonna be in the healthcare channel, but you need healthcare people. you're not gonna be in the tech channel? What's wrong with you? Write a check, come on. This is another thing like, you're not gonna have your logo? What a loser. Put your logo on, man. All right. The Chad (44:32.375) Yes. The Chad (44:38.063) No. No. No. No. The Chad (44:49.552) Employers, they are pissing on you and telling you that it's raining. It's not raining. Joel Cheesman (44:56.93) Yeah. Yeah. All right. Let's go to more losing. Well, maybe a recent court ruling in the Mobley versus Workday case requires Workday to disclose a list of employers using its hired score AI features. This expansion of the collective action lawsuit could include thousands of job seekers that may impact Workday's use and revenue. Chad, your take on this court case. The Chad (45:00.984) of Jesus. The Chad (45:11.919) Ha The Chad (45:22.639) So they're also asking for a list of companies that are using it. This is a holy fuck moment. mean, file this under a quote unquote, not a good AI story. Okay, so here's the timeline. This lawsuit started back in February of 2023. A year after that, Workday announced its intent to acquire hired score. And in February of 2025, this year, Mobley was allowed to expand the claim to a class action, meaning impacted individuals could join along with him, possibly making the case even bigger, right? So the lawsuit started a year before the intent to acquire Hired Score was announced. Now, I was pretty confident that Hired Score's CEO Athena Karp, who lives in Breeze, explainability and defendability would take care of this situation in short order and my fucking God was I wrong. Not only is this case still alive, it's grown into a class action stoop. And now clients, client lists are going to be outed. So back to my first reaction. Holy fuck. Joel Cheesman (46:28.44) Mm-hmm. Joel Cheesman (46:40.27) Does does some some of this seems to me like a hit job? This this dude applied to like apparently hundreds of jobs that were all on the workday platform and got like automatically kicked out of stuff, which it could. It just reeks of like a law firm saying, hey man, why don't you go apply to jobs as a 40 year old black guy and see what happens. And if something bad happens, we'll sue the pants off of workday anyway. The Chad (46:49.283) Mm-hmm. Joel Cheesman (47:09.516) That's a side note. have no proof here. But was it a, is it, was it an innocent? Like I'm looking at the jobs and I just sort of noticed that they're all on work day and they're all, I know it does. It just, it just feels. Yes. Yes. Every company should con should. Yes. If we do this, how could we get, how could we get destroyed? Right? Like let's do some damage control. Let's like. The Chad (47:10.575) But it did. But it did. The Chad (47:18.005) It doesn't matter. It doesn't matter. That's how you stress test systems. They didn't stress test systems. The Chad (47:31.725) Yeah. QAQC, baby. Joel Cheesman (47:37.335) Let's walk through this. How could we get totally fucked? And Workday didn't do that. And hired score, like, I don't know, but this is getting bad. And if Workday gets pinched for this, man. I mean, you're gonna see the audit solutions, like, print money, print money. Even if it doesn't happen, the fear is there. The Chad (47:39.267) Yes. The Chad (48:01.007) Okay. Warden Fairbanks. Joel Cheesman (48:06.434) Yeah. But if, if work day does win, they've tried to get this thing dismissed. They've tried everything so far to sort of like hope that it goes away and it's not. And this, this has the implications of being maybe the most important court case in the last 20, 25 years in our industry, legal precedent of AI and hiring like huge implications. So we'll watch this really closely. It probably won't. It'll be like five years before a verdict comes out because the wheels of justice grind slowly. The Chad (48:24.697) Yeah. Joel Cheesman (48:34.882) But this is like potentially huge. And if you're, if you're an audit service, which there aren't many, there aren't many, I suspect we'll see more, but this is going to be huge for the business. Companies are going to get scared to use AI tools. Yeah. It's going to be a mess if workday gets ultimately pinched in this court case. It'll affect who you, who you acquire. Are we going to acquire AI? Well, shit, we might end up in court in a class session lawsuit. Maybe we should think twice about buying that AI solution. The Chad (48:42.031) Mm-hmm. Joel Cheesman (49:04.322) This is potentially really, really ugly. The Chad (49:06.871) That's the future. You gotta do it. You just gotta be smart about how you implement stress tests and QAQ fucking C people. Jesus. Joel Cheesman (49:13.794) belts and suspenders. And by the way, Chad, speaking of ugly, if you haven't subscribed to our YouTube channel, you can look at our beautiful faces, lime in the real. that's a youtube.com slash at Chad cheese. And obviously if you haven't subscribed, to the main podcast left us a review, whatever, please do that. We love to get your feedback. Cause we're just talking in mics here. We just look at each other. We hope, we hope people are listening, but we don't know. The Chad (49:19.503) Yeah. The Chad (49:38.831) people. Joel Cheesman (49:46.827) And then the dystopian segment of the show today, a viral video with over 2 million views shows a guest at a La Quinta in Miami checking in via a virtual front desk worker on a screen allegedly outsourced to India, prompting social media backlash over job outsourcing. Wyndham Hotels is investigating the franchise location. The Chad (50:00.793) Mm-hmm. Joel Cheesman (50:11.596) stating it's not brand approved and violate standards requiring on-site staff. Similar virtual check-ins have been reported at other Wyndham properties and hotels abroad with mixed reactions. Let's watch a quick video. Again, a reason to be on YouTube. You get to see the virtual check-in. The Chad (50:28.963) Mm-hmm. Joel Cheesman (50:51.5) Yeah, Lakinta and Wyndham don't know anything about this. It's some franchise doing it on their own. The Chad (50:54.371) That's bullshit. Total, total bullshit. You know this is a pilot, right? It's gotta be. Joel Cheesman (51:01.346) Yeah, it's not broad-based yet, but it's coming. The Chad (51:09.911) You know he's not wearing pants. Joel Cheesman (51:11.566) I like his tie shirt combo though. That's pretty sweet. That's pretty sweet. I wonder if that's in the training manual. The Chad (51:16.761) So in London two years ago, we had the exact same thing happen. We checked in, there was an iPad, clicked on the iPad, boop, a wonderful, very nice Indian fellow was on the other side. I mean, so yeah, I see this happening more. The outsourcing piece, it's interesting because we talk about hospitality. Joel Cheesman (51:27.246) Mm-hmm. The Chad (51:43.753) in being able to outsource hospitality. Shit, you can't do that. They've got to be there, right? Well, not in this case, not for reception. Joel Cheesman (51:56.783) Welcome to 2025 people. Uh, look, the hotel industry is tough. Uh, they got Airbnb breathing down their neck. Like they need to cut costs. Uh, Windham stock is down 14 % year on a year to date. This is a cheap hotel. I don't know if you ever stayed at a La Quinta, but it doesn't really wreak Ritz Carlton. Uh, so, so there's going to be a, there's going to be a line where if you stay at the red roof or the super eight or the holiday in like The Chad (51:58.82) Oof. Joel Cheesman (52:26.69) this is what you're going to get. Eventually it will be, it'll be AI and it won't be an Indian thousands of miles away. It'll be a computer that looks like Cindy Sweeney checking into your hotel. Maybe it'll customize it based on if you're male or female or whatever, but like, this is the future. I don't know where the line is. What hotel level can you like, you can't go to the Conrad and do this. Like those guests don't put up with that. You can't go to the Ritz or the Four Seasons. and get, this, this space. But if you go to the, like the motel six, this is just going to be business as usual. Just like when you go to the McDonald's or the Taco bell, you're on the kiosk, you're ordering your shit. Now, hopefully there's a human on site somewhere. just like when you go to the checkout at Kroger, the self serve, there's at least somebody there when you're, when your bananas don't scan. And I know you're to say like you eat bananas cheeseman, but yes, if you scan your bananas. The Chad (53:04.322) Yep. Great. The Chad (53:18.767) you Joel Cheesman (53:21.42) And it doesn't work. Somebody is hopefully there that can help you. Otherwise they're going to have some, real problems. They're going to get some Louisville sluggers on the screen, destroying these things that they don't have somebody on site. The Chad (53:21.817) Ketchup potassium. The Chad (53:31.279) Well, yeah, and that's it. I think for me, that's the biggest issue is that you allow. We talked about this with robots on the sidewalk delivering pizzas. People started hitting them with fucking ball bats, right? Same shit's going to happen. People are going to come in. It doesn't matter if you have good fucking, you know, cameras or not. They're going to have freaking masks, ball caps, whatever. They're going to fuck shit up. Humans are stupid. Joel Cheesman (53:55.98) And they're going to fuck with this guy on video. And, I don't see how Wyndham can say this is a rogue franchise. There's no way that that system was set up by some rogue franchise of the company. That's a total, total bullshit. Yeah. Yeah. Well, you can't deny Chad that everyone loves a good dad joke. Now I've been criticized lately about the dirt. The Chad (53:58.573) OK. The Chad (54:09.528) Part of the standard these days, deny, deny, deny. The Chad (54:15.599) Mm-hmm. Jesus. I do. Joel Cheesman (54:24.174) That my jokes have been have been driving me so I'm gonna go clean this week Maybe we'll go on a clean a clean bench. So this is if you're watching on YouTube This is a dad joke book that my kids got me for dad's father's day So we're gonna we're gonna go into the book here of really clean jokes and give you this one today Why Chad why why couldn't the art dealer pay his rent? Why couldn't the art dealer pay his rent? The Chad (54:28.813) The Chad (54:34.593) Nice. Aww. There we go. OK. The Chad (54:51.843) I don't know. Joel Cheesman (54:53.282) He ran out of Monet. The Chad (54:59.311) Being a French Impressionism lover, that was great. I love that. Keep that coming. We out. Joel Cheesman (55:04.781) We out.

AI is less biased than humans—shocker, right? Turns out the robots might  be better at hiring than Chad after three Old Fashioneds. Seriously? Doubtful... This week on The Chad & Cheese Podcast, Jeff Pole from Warden AI drops data that’ll make your head spin and your DEI team weep. We’re talking real-world audits, AI bias stats that beat out human stupidity by 45%, and yes… the Workday lawsuit that could make vendors soil their Terms of Service. 👉 Is Workday’s "AI" really just glorified RPA wrapped in marketing glitter? 👉 Are vendors about to get sued into the compliance stone age? 👉 Will HR finally care about bias beyond race and sex? Spoiler alert: probably not. But hey, at least Jeff’s Scottish, so the truth sounds charming. Tune in or get audited. 🎧 PODCAST TRANSCRIPTION Joel Cheesman (00:29.742) Yeah, you know what time it is. The Chad and Cheese podcast is here. I'm your co-host, Joel Cheesman. Joined as always, Chad Sowash is in the house as we welcome Jeff Pole. He's the co-founder and CEO of Warden's AI. Jeff, welcome to HR's most dangerous podcast. Chad (00:47.708) And he's not Latin at all. Let's just go. Let's just get that out there right now. He's not, nobody's calling him Poppy. Okay. Let's just. Jeff Pole (00:53.902) You Joel Cheesman (01:00.046) You may be right. You may be right. You may be right. But I love the name. love the name. Jeff, welcome to HR's most dangerous podcast. For all listeners that don't know you, what should they know other than co-founder and CEO of Org? Jeff Pole (01:14.446) Hi guys, good to be here. Well, I'm originally Scottish, as you can probably tell from my accent, based in London, but moving to Austin, Texas. I'm originally from Scotland and I'm still Scottish, yeah, very much so, despite moving to Austin. Absolutely not, never. Only get stronger over time. The further you get away from Scotland, the more Scottish you become, actually. Joel Cheesman (01:21.762) You're still Scottish, right? You originally, you're still always, you never leave it, right? Yeah. Okay. Good. Chad (01:27.836) It's like you're trying to leave the scots behind, Jeff. That's what it sounds like. Okay. Okay. Okay. Joel Cheesman (01:32.076) No, no, no. Joel Cheesman (01:41.688) I have heard that. I've heard that. Chad (01:43.194) Yeah, so a little bit more about you. London, Who? Edberg, yeah. They're a solid six, aren't they? Or something like that. Jeff Pole (01:45.382) Sure. Heart of Melovin actually. Edinburgh team called Heart of Melovin. Yeah. Not a great team, I don't think anymore. Yeah. I'm not up for football anymore, but not the best. But yeah, my background's in NEI, even before it was cool, and building startups, particularly in regulated industries, which led me to... Joel Cheesman (01:46.316) Rangers or Celtics? Chad (02:12.924) Mm. Jeff Pole (02:14.318) to ward any eye in what we're doing here. Chad (02:17.18) So what brings us here today? We're actually talking about the state of AI bias and talent acquisition and things. mean, we've been talking about this for years now. I mean, we've had the, you know, at the time it was the EEOC commissioner, EEOC commissioner Sondraling, we talked about at the time, on stage, we're at compliance events. And this is the thing in everybody's head is what... kind of bias is actually happening in talent acquisition due to AI versus what we've been used to with humans for so long, right? So you guys actually did this data-driven review of AI bias, compliance, and responsible AI practices in TA. Give us, let's start hitting some of the key findings. We'll go one by one. Jeff Pole (03:07.598) Sure, so we a pretty comprehensive report, lots of different angles to go down. We found that the concerns about bias is one of top concerns from HR and TA leaders when they're considering adopting AI and evaluating vendors. So was second only to data security and data privacy. So big, big issue, which may be not surprised given all the headlines and just the sense of nature of. Chad (03:11.782) Mm-hmm. Chad (03:20.38) Mm. Jeff Pole (03:35.734) of AI and HR, but that was what we found from people's responses. Chad (03:40.518) So when we talk about, and in the actual survey, you did some AI scores versus actual humans. Let's go ahead and hit this square in the face because everybody believes that AI, and there's no question, AI could take human bias and it could scale it very fast, right? Because we don't scale well as human beings. So there is this fear that, hey, we're already biased and we're doing biased things. but it's very little bias because only a dumb human like us can do that kind of stuff, right? You put it in AI's hands and it just, it erupts. It explodes with bias, right? So what did you find out in this survey? Jeff Pole (04:24.621) Right. And actually, the survey was just one part of it. We actually had real data on it. the core findings we wanted to share about the state of AI and bias and human bias was based on audits from our customers sharing their data, but also from what we could find from published audits online as well. So we had data of real-world AI systems in TA. And we also have human benchmarks of human bias from various academic studies. Chad (04:28.804) Okay. Ooh, I like real data. Yeah. Huh? Chad (04:51.462) Gotcha. Okay. Jeff Pole (04:52.686) So we can go into more of that in detail, you wanna double click on it. What we found is that yes AI bias is real, like the models can be shown to be bias and that real systems in 15 % of cases had a bias in one or more protected group that would be below fairness thresholds, commonly in and safety of your thresholds. So real issue, however, when you flip that 15 % round, Joel Cheesman (05:10.552) Mm-hmm. Jeff Pole (05:17.858) you have 85 % of real-world AI systems in television that met fairness thresholds for all the protected groups that were tested on. So already, you know, probably less bias than you would think. And then we compared that to human benchmarks using the same metrics. Please jump in. Chad (05:38.08) So real quick, I want to be able to hit on this. Only 15 % of AI systems failed to meet the actual fairness metrics or benchmarks. Is that what I'm getting? OK, OK. OK, gotcha. But then you did a head-to-head analysis. Human versus the AI. This is what we've been waiting for, Joel. This is what we've been waiting for. OK, go ahead, Jeff. Play it on us, Jeff Pole (05:48.642) That's right, of one or more, one or more benchmark. Jeff Pole (06:02.67) So when you look at the data and compare on average between human bias in the same use cases and AI bias, we find that AI performed more fairly, but up to 45%, like the numbers would be 45 % better if an AI was used on average than the benchmark that we found from human biases up to the same use case. Chad (06:06.49) Mm-hmm. Chad (06:29.155) So. Joel Cheesman (06:29.422) But there's still significant, I guess, skepticism, cynicism about AI, but your number's saying the machine's won. They're less biased. We should trust them more than humans. that what I'm Chad (06:35.271) yeah, of course. Chad (06:42.608) or at least in his sample set, right? Jeff Pole (06:44.43) Right, obviously we always caveat things with the base of the data set and go into great detail on that to bring it up. But yes, that's what we've found based on this particular metric. You're essentially at disparate impacts, looking at impact ratios, which is a way that you can evaluate human selection processes as well as AI selection processes. Chad (06:50.94) Mm. Jeff Pole (07:05.806) And then when we looked at data for humans based on academic studies, so there may be question marks about the validity of academic studies, but we looked at many, aggregated them into a blended benchmark. And then we looked at all the AI bias audits that we've done and we could find online across all vendors. Then the average number differences between them were up to 45%. Joel Cheesman (07:25.934) So this is really timely, Jeff. Workday's in a little bit of a pickle. They're in a case right now, Mobley versus Workday. Give us sort of a summary of that case. And I guess if you were advising Workday, how do you see the case unfolding? This is going to be a huge case in terms of precedent for cases on A.O.N. hiring down the road, yes. Talk about your take on that case. Jeff Pole (07:35.374) I've heard of it. Jeff Pole (07:53.27) Yeah, that's a big topic. you know, guess key things are that, as you guys probably know, it's only at the allegation stage, right? So there is no yet any evidence we brought to table about whether the AI in this case was biased or not. So can comment on that. But I think the biggest implication, as I see it, is the impact on liability that this will have, particularly for vendors. Before this, it's been because AI and vendors is a new thing to the legislator. Employers are on the hook for any potential discrimination they might bring about. But what I think will happen is it should, because of this, is that be a bit like a car manufacturer, where if there's a systemic fault in the car that leads to whatever damage done out there. Chad (08:39.324) Mm-hmm. Jeff Pole (08:42.446) You don't blame the drivers, right? There's a recall, there's a fix on the systemic fault. If there's not a systemic fault and certain drivers drive in a reckless way and lead to damage, then they're liable. And that I think is a simple analogy, but the way that we should be thinking about AI systems, which are very powerful, can be used incorrectly, but also there's... Chad (08:42.46) Class action, yes. Chad (09:02.748) Mm-hmm. Jeff Pole (09:05.782) There's a need for the developers to be liable if they have done something systemically wrong, which I think is what we will see, find out. Chad (09:11.28) Have you dug into this from a technical standpoint? Have you had a chance to at least take a look at it or at least dig into the case to see whether it was even AI or not? Because to be quite frank, a lot of cases, there was already a ton of bias as it was in just basic filtering, which could have been RPA or even something less technical. Have you been able to dig into this to see if it was really an AI scenario or was it just a a shitty process by not just workday, but also companies using the technology. Jeff Pole (09:47.298) Right. So obviously, Workday is not a client of hers, so I can't come on that perspective. Yeah. And yeah, I've heard mixed rumors as to different parts of Workday that may or not have been at play here. Some people are saying that it wasn't even an AI system, and that was one of the defenses that they gave to try and dismiss the case. But then, know, quite interestingly, we found Chad (09:51.132) Not yet, knock on wood. Jeff Pole (10:11.906) that the judge said that what he says AI will over your marketing material. So it's at least potentially AI, which I think also is a good takeaway from this is that, you know, make sure you call it what it is. Although I also think the definition of AI is probably rightfully getting quite broad in a good way. It basically almost means like in automation, which I think even though some people rally against like real against that because it's not technically accurate to the perspective of like Joel Cheesman (10:15.629) Mm-hmm. Chad (10:16.09) Ha ha! Chad (10:19.804) What you get? Chad (10:28.571) Mm-hmm. Jeff Pole (10:39.842) the world and risks and so on. What does it really matter if it's truly like a clever AI or just an automated system? If the impact's the same, then it should be treated in the same way. So I wonder if that's not as significant a point as people might think it is in this particular case. Joel Cheesman (10:43.203) Mm-hmm. Joel Cheesman (10:56.974) One of the things that I find interesting is they're suing workday and not the companies using workday. that they made the connection that it's the technology, not necessarily the employers. And we saw a trend early on, um, with the likes of higher view and their terms of service that was basically trying to shield them from any wrongdoing, right? Like we're just a technology. You choose to use us. This is on you, not on us. What are you seeing? Cause I know you talked to a lot of vendors. Are they really nervous about this workday case because it puts them on the hook? Does it create a heightened level of sort of activity and interest in what you do? Or is it sort of whistling past the graveyard? They think this is nothing, nothing to fear. What's your take? Jeff Pole (11:41.826) I think that most responsible vendors do overall take this issue seriously. And one of the findings in our report looking beyond just the AI's bias stats, but looking into the responsible practices governance. So like there is investment in there promising progress. I personally think. they still obviously try and put, as you mentioned, they're trying to put as much as possible liability on the end employer. And that's one of the things essentially with this case that court has also tried to do it. And the essentially said that might not be the case. And I think people underestimate, the witness and vendors underestimate how significant this could be. for them and how much they can't just say, well, it's up to user error kind of thing, that there is material responsibility on them to get things right and demonstrate it. Joel Cheesman (12:29.816) So workday loses, there could be a lot of hammers come down on lot of vendors. Is that what you're saying? Jeff Pole (12:36.78) I think so. I think the Hammers take different forms, right? It's like they take the form of like customers asking more difficult questions. So, then we had injury adoption and sales. And they also take the form of, this going to be the only AI bias lawsuit we ever see against a vendor or even an employer? Probably not, right? Like one of the other stats from our study was that, you know, we looked at all the discrimination, basically claims and deployment. Joel Cheesman (12:37.621) Yeah. Joel Cheesman (12:55.758) No. Jeff Pole (13:05.208) from the EOC over the last five years, roughly 100,000 a year. And about 14 in the last five years have been somehow related to AI automation, if I remember the numbers correctly, is less than 99, sorry, 99.9 % were not based on AI. So if you just imagine, if we even just have a small fraction of those human-related claims now apply to AI, we've got at least a thousand a year, if not more than that, right? So yeah, interesting, see what happens next. Joel Cheesman (13:23.438) Yeah. Pain. Chad (13:23.867) Yes. Joel Cheesman (13:28.632) Pain. Yeah. Yeah. Chad (13:32.38) Well, it seems first and foremost, and we talk about, I mean, as marketers put AI all over everything, which, you know, Workday is getting kicked in the nuts with now because they were marketing that all this stuff was AI and they're like, no, no, no, it wasn't AI. Well, you said it's AI. So there's the whole truth and advertising aspect of it. We'll put that over here for a second. But the thing that matters is the outcome of the solution. And it doesn't matter how you got there. Joel Cheesman (13:45.784) Mm-hmm. Chad (14:02.298) Right? Whether it's AI, whether it's just your shitty process methodology. And in this case, I can see where the government could come down on workday because if there are many companies that are using literally a standard process methodology that workday puts in place, well that... is that that's workday, right? That's that's SOP, that standard operating procedure. Right. So you could see where that happens. But we also need to go down the road of there is a shared responsibility here. And as we say, it's either the employer's fault or it's the vendor's fault. I call bullshit. This is a shared responsibility. The vendor needs to make sure that their shit is tight before they go out to market without all this, you know, AI marketing bullshit. Either way. They got to make sure that their shit's tight. And then on the employer side, they have to do the appropriate due diligence to make sure that they can remain compliant. So there's a shared responsibility here. I think Workday Yes should take a hit because if there are a multitude of employers that have used their standard operating procedure and that got them in hot water, two things. Work, they should be nailed, no question, but so should every single one of those employers because it was their job to be able to do the appropriate, perform the appropriate due diligence to make sure that it wasn't all fucked up. So from your standpoint, who are you mainly working with? Are you working directly with the vendors to make sure that that come to market? go to market is where it should be. It's tight and it's nice and it's not going to be something that's going to hurt employers. Are you working with employers as well to be able to do that due diligence? Where do you guys sit? Jeff Pole (15:58.882) Yeah, so our approach works equally to both sides, right? In a day there's a system, AI system as we call it, in a high risk use case like a talent acquisition use case, that has these legal risks, has these discrimination risks, et cetera, and those should be audited and we have a technical solution to help do that. As of today, most of our customer base is in talent acquisition with vendors who have Chad (16:04.955) Mm. Jeff Pole (16:28.802) I guess like we're saying the challenge and responsibility and I guess we're facing the concerns from their customer base to demonstrate that their shit's in order ultimately. And so we help them. And so what we're not going into too much, we're essentially helping to evaluate and audit and certify a wide range of... scenarios that that AI system might be used in. But obviously we can't test every single potential candidate, know, potential scenario, potential job in the world as part of that auditing process, right? There's a limit to the volume we can do for one vendor. And that's where our solution to work with each company that deploys one of our customers, one of the vendors on a real applicant pool. on real scenario, on real jobs, on real, you know, what have you, that that should also be audited. And that is something that we're starting to do. There's less demand for that in our world at the moment than with vendors, but it's very much our direction of travel. Joel Cheesman (17:24.45) Jeff, you mentioned budgets in one of your answers. And I'm curious, are budgets getting freed up for this stuff? You talked to both sides of the equation. I'm not hearing a lot of budgetary enhancements to AI and bias. Like, what are you seeing on the front lines? Jeff Pole (17:47.246) Yeah, well, we're an early stage business, year and a half old and growing well. So we're happy with our growth. I mean, when you look at the macro amount of capital deployed into AI compliance and AI bias compared to other issues out there, it is still tiny. Like it's very small and we think it's going to grow hugely. Obviously that's why we're here. But right now, yeah, it is. It's a new budget, it's a new market, it's a new budget actor, but it's not something that has had an historic budget. And let's be honest, who wants to spend money on compliance, Who's building cool software in AI, and says, want to spend lots of money on compliance here. So it is something that's coming gradually. Joel Cheesman (18:27.032) So I'm hearing growing, but not maybe as quickly as you would like. And certainly as a businessman, I can appreciate that, which leads me to the political aspects of your business. When Biden was in California, New York, Illinois, we saw state regulation on a regular basis. A new administration, Trump signed the executive order restoring equality of opportunity and meritocracy. Chad (18:33.858) It should. Joel Cheesman (18:56.931) in the first few months of his administration. How does politics play into what you do? And how do companies look at politics in terms of are we going to make a decision to do this or not? Jeff Pole (19:11.182) It's a great question and tangibly we've not, we've only seen an uptick in over the last, just a steady uptick over the last year or so. So it's not in any discernible way in our, from our point of view changed since the administration came in. And I think there's a couple of factors. One is that a big part of what we do is really looks at human laws, right? Like in the case of discrimination, we've got plenty of civil rights regulations about this. While it's important to add in the new AI regulations, Colorado, New York City, California, et cetera, doing that EU act, they're still planning to go on even without those. And what's really interesting about the diversity question is... it still relates to discrimination, Well, that's without getting too into it. I we don't get into politics here, but that's still saying that there shouldn't be positive discrimination. Well, that's a form of discrimination. So you need to measure your level of discrimination or not in your process. in the AI system, it's actually quite straightforward to do that kind of measurement and demonstrate it either way. And so yeah, what we do doesn't kind of connect to those political decisions, but we're not going to get involved in what fairness should be, whether it should be positive discrimination or not. We're just saying here's how this AI technically behaves and here's what it looks like in terms of AI bias. Chad (20:30.246) So as you dig in deeper into the survey and the results and all the data and audits that you performed, what really stuck out to you other than the AI performing better, way better than the humans? What else stuck out to you? Jeff Pole (20:49.006) So that was the biggest finding. Although there's a caveat that was quite striking, which is that only 95 % of those audits that we looked at were only actually looking at sex and race as protected characteristics. Chad (21:04.24) Bah. Mm. Jeff Pole (21:05.998) So that can be out there. One the reasons for that is the 5 % that did more was, I think, mostly our audits. And we looked at few others, or some of our customers, who take more than that. We can do up to 10 different protected characteristics at the moment. But most people are not doing that. They're doing the minimum, which in New York City law kind of requires sex and race to be looked at. So they're missing quite a big part of discrimination. there weren't any cases, a good example of that, where it's actually a disability, sorry, age, age disability, or two of the three that are in there, and age in particular. And that wasn't even covered by the majority of all this that we were able to access. So there could be much bigger gaps in there. And we find that's quite striking. The fact that people are like, this New York City law says, you must audit AIS systems for sex and race. OK, we'll do that if we absolutely have to. Chad (21:46.832) Yeah. Jeff Pole (21:55.628) But then there's these, I think it's six others under the civil rights law and the other ones have others. And people are like, meh, not sure we want, not sure we're worried about that. Even though it's a 50 year old law. But it is changing and people are coming around to it and we're getting a of appetite now from those. Chad (22:14.524) So I seem to remember earlier this year, it might have been a survey from late last year that they published for 2025 in the lists thing, where CEOs, 80 % of CEOs said that they are looking to institute some form of AI into their workflows, into their systems and whatnot. But yet, what I'm hearing from you is that they're not pushing budget that way. to ensure that these systems are actually working the way they should. So give me a little bit of background around that. What do you think is gonna have to happen? Is Workday gonna have to get smacked really hard, possibly with a class action suit, and then everybody starts running for, know, running for Katie Barthedore? I mean, get ready, Jeff Barthedore, I mean, Jesus, is that what it's going to take? Yeah, my brother's gonna shit. Joel Cheesman (22:56.641) Yep. Joel Cheesman (23:05.602) My brother's gonna shit. If he's gonna shit, then he's gonna kill us. Sorry. Chad (23:10.108) Is that what it's going to take? Is it going to take one of those big companies getting slapped really hard before people start taking this seriously? Joel Cheesman (23:22.764) And is the opposite true? If Workday doesn't get pinched, does everyone go, sweet, we're good. Workday one, we're going to win two. Yeah. Yeah, true that. Chad (23:28.176) Yeah, until the next administration comes in. Jeff Pole (23:33.71) Yeah, good question. think there's a couple of different like, like overall, this is a bit about adoption of an unsexy thing, right? Adoption of compliance. And even if you've got AI thrown in there to make it sound a little bit more cool, it still has compliance. And that's always like a slow thing that happens. Regulations come around after risks emerge, after technology is doing exciting things. Chad (23:57.925) Mm-hmm. Jeff Pole (23:58.19) And then once regulations are in place, actually material compliance with the regulations lags behind the actual regulations being put into place. So enforcement and just people just becoming aware of it, the budget's coming and so on. So there's just that trajectory, of modest but steady that's new and is going to continue for a long time. The analogy there is if you look at how, and maybe this isn't a world you're close to, but in software, Chad (24:04.284) Enforcement, yeah. Jeff Pole (24:25.674) how intense the scrutiny is on data security, data privacy, and really secure even for, you know, tiny systems, barely any data or any real risk of data. So up to, you know, IT teams digging in like loads of stuff on that loads of money spent over the world about data security and privacy, which is a real risk, but even then slightly modest, I would argue. But that took a long time to get there from when software and when the internet's been around for over 25 years. It's a similar trend. Then the other, I think more exciting vector of growth here is litigation. So, you know, we're not originally from US, but when I said to investors, what makes us big? was like, is it the AI regulation? I was like, not really. It's actually US litigation. US litigation is what is going to make this a much bigger problem. And we're seeing the first of that with the workday lawsuit, but I think that's the first of, you know, if not a landslide. a common issue in the world that there'll be like a regular stream of of of education that involves AI in some capacity. Joel Cheesman (25:31.97) Jeff, you talked about race and sex being sort of the highlight or where people are really focused on. we seem to be falling down on disabilities, on age, on religion. Like some of other things that you talked about, why is that? It's just, there's less money at risk. Like why are we falling down on so many angles around bias? Jeff Pole (25:54.754) think it's to do with the enforcement and the regulations. So people I think are doing the minimum, which is often the way with compliance. yeah, the minimum on that New York City law, is actually currently the only law in effect in the effects of HR and TA space is this one law in one city, not even the state, right, of New York City, about bias auditing and it prescribes auditing to be done on sex and race. Joel Cheesman (26:10.552) Yeah. Jeff Pole (26:21.838) and nothing else. So that's the main driver. Why they've chosen that is partly because, you know, equal employment opportunity surveys tend to collect that over any other data point. Sometimes you may have a couple of others. And so then that's the available data that is more readily available data. And I suppose that's not, I'm not an expert on EOC stuff per se, that's because it is two of the most, arguably the most important protected characteristics. Not that we need to get into a ranking game on that. Joel Cheesman (26:34.542) Got it. Joel Cheesman (26:50.906) So it's the government's fault, basically. The rules they have say sex and race are important and the others not so much. So companies are going to focus on that. Jeff Pole (26:51.521) yeah. Chad (26:58.554) Well, I mean, take a look at history. I mean, that was a good place to start, know, sex and race. was white dudes who pretty much had to lay the land, got to do whatever the hell they wanted. And it was like, no, it's time to change. So yeah, then individuals with disabilities came later, then veterans came later. And then it was kind of like just a stepping stone. Jeff Pole (26:58.786) They push that more. Yeah, that's true. Yeah. Joel Cheesman (27:03.671) Yeah. Jeff Pole (27:19.864) Right. Right. Joel Cheesman (27:20.75) But with all the old people in government, you think age would be a bigger issue with them. What's, yeah, I guess so. I guess so. Screw everyone else my age that doesn't have what they want. Jeff, I want you to look into your crystal ball. You know, we talked to fair now years ago, you guys, not to speak for Chad, but I'm surprised there aren't half a dozen to a dozen of services like this. I don't know if it's because the expertise isn't there. Jeff Pole (27:23.534) You Chad (27:24.7) Yeah, but they've got everything that they want. So they're good. Yeah. Jeff Pole (27:27.79) They're fine. Jeff Pole (27:32.75) Yeah. Joel Cheesman (27:48.216) or the demand isn't there. think the workday case is going to be a huge driver, depending on how that goes with, with businesses like yours, but get the crystal ball out. What is, what does bias and AI look like in the future? Do we rely more on AI? Are we more scared of it? Like what, what do you think the future looks like? Chad (27:54.566) Yeah. Jeff Pole (28:07.278) And before I answer that question, I think the reason for that is because compliance is so boring, right? It's like people don't know, no cool entrepreneur is waking up and like, I'm going to start a compliance business. it's just boring people, Scottish people like me who, who love boring industries like compliance and can't come from that background. Chad (28:25.786) don't know any boring Scots just so that you know. Jeff Pole (28:33.94) Anyway, to answer your actual question, I think it will be a big issue, not dissimilar to data privacy and security, as for my previous analogy. And I think, though, there's a great opportunity. And that's what we found in the early signs up in the report, a great opportunity for AI to be better. So it's not just about faster, more efficient. It's also potentially, if you get this right as an industry, as a society, Chad (28:52.027) Mm-hmm. Jeff Pole (29:00.992) about improving on these consumer outcomes like fairness. And I do genuinely believe that if it's uncrackly, this will actually be the next step change of fair and equality in the world, actually, because we can monitor like, and it goes all to beyond DHRMD and TA and generally we can, with AI, tools like ours can constantly monitor all these AI systems that will increasingly do what humans do. in way that we don't really monitor, right? We don't want to be big brother and monitoring like every HR person's like day to day, know, inputs and outputs, but we can do that with AI and we can make sure it's actually fair and make sure it's actually compliant and so on. So I do perhaps overly optimistic see a world in which we get through this and actually it's a better outcome for everyone, but we'll take some time to get there. Chad (29:48.636) So Jeff, back in the day where you were in diapers, we had this thing called VEVRA 503 and then the Bush administration put a big push on enforcement. And then that industry created a, it became a much larger cottage industry. And I'm going to make a prediction, here it comes, that within the next at least year to 18 months, that there's going to be a revving up of the engines, not just from an enforcement standpoint, but just from an awareness standpoint. So get ready. Like I said, Jeff, bar the door. But in the meantime, if kids want to find out where to hook up with you, to connect with you, and or get this wonderful advice and also survey and data and find out about audits, Jeff Pole (30:36.907) you Chad (30:45.456) Where would you send them? Jeff Pole (30:47.283) So then go to warden-ai.com to learn more, download the report for free. You don't need to sign up or anything. It's open to everyone. I'm personally on LinkedIn and if anyone wants to email me, they can do so at jeff at warden-ai.com. Chad (30:50.331) Okay. Joel Cheesman (31:03.63) Chad, that's Jeff Pohl. I think you're saying you're predicting a big push by the Bush by your last comments, Chad. I'm not sure. Well, maybe, maybe dig into that a little bit later. And old people and old people. Chad, that's another one in the can. We out. Chad (31:11.845) You said, were talking about race to sex, okay? That's all I have to say. We out.

On this week's show: BOLD.com ’s “thoughtful transition” = RIP Monster Europe. Sites offline, employers ghosted, and Jamie & Doug hiding behind an email like two guys who definitely peaked in middle management. Job.com update: Turns out the only thing “automated” was screwing over employees. Anthropic just 3X’d their valuation to $170B by cozying up to Gulf dictatorships. ServiceNow CEO gives a TED Talk from hell about replacing humans with bots. Astronomer CEO + HR Head caught on Kiss Cam, and the PR team summoned Gwyneth Paltrow for a Goop-soaked distraction campaign. Shockingly? It worked. 🚨 This is your wake-up call. AI’s not just coming for your job—it’s taking your lunch break, your health insurance, and your dignity. PODCAST TRANSCRIPTION Chad (00:33.792) wake up kids, it's the Chad and Cheese podcast. Cheeseless this week, by the way. I'm Chad, thoughtful transition, Sowash. J.T. O'Donnell (00:43.738) I'm JT and a Diet Coke for the haters of O'Donnell. Emi B (00:47.63) And I'm Emi, why am I still struggling to find a middle name, Beredugo? Chad (00:51.914) That's a good question. That's a very good question. my God. So on this week's show, Bold pulls the plug. Job.com pulls a fast one. Anthropic pulls a ridiculous valuation. And ServiceNow pulls an Uncle Baby Billy. Let's do this. Emi B (00:54.464) I don't know, I really don't know why. Chad (01:13.934) All right, so we're back from Wreckfest. This is the first time we're having a discussion. You guys have been all over the place. JT, you just got back last week. Emmy, first to you, because you've attended before. But now you got to MC. How was that experience at Wreckfest? Much different, assuming. Emi B (01:19.246) Whoop whoop whoop whoop whoop! Emi B (01:30.102) I have attended before a couple of times. Emi B (01:36.398) Okay. It was different. To be honest, I felt like a pop star, you know? I was like, yeah, here's me with my microphone, just warming up the crowd. Honestly, I absolutely loved it. So like we said, I've been there a few times. First couple of years, I was just an attendee. Last year, I did a talk. This year, it was brilliant. Just being on stage, seeing the crowd, listening to the people on stage. I mean, I always love breakfast, but... Chad (01:40.878) Hahahaha Chad (01:54.68) Yeah. Emi B (02:04.044) because of the hosting gig, made it just a little bit more special. Yeah. Chad (02:07.448) No, I'm sure it did. Not too much and you had fans coming up. Emi B (02:11.114) Yeah! J.T. O'Donnell (02:11.905) girl I crowd read some shade. I did. I like bombed it and in behind it was like did you get photographs? I was so excited. was terrible. She's full bead of makeup on and what am I doing? I'm rushing at her. Chad (02:23.18) Yeah, that's- Emi B (02:26.039) Yeah Chad (02:27.49) Well, JT, this is your first. I mean, again, you have not experienced Wreckfest before. So tell us a little of your virgin experience. How was Emi B (02:29.166) Yeah J.T. O'Donnell (02:35.705) Yeah, I think I must have said to you all 10 times, now I get it. I get it. I get it. I did. I think I said that 10 times. For all of you that haven't been, you have to go. And now that we have a US one coming up, like you have to go. I don't care. Go to your boss, beg for the money, go to the take, because it's so much in one day and the way it's set up, you're going to learn a ton, a ton of things. Shout out to Dave Hazelhurst. I didn't realize he started a whole new company. Emi B (02:40.045) Yeah. Chad (02:43.138) What do you get? Chad (02:47.384) Mm-hmm. You're J.T. O'Donnell (03:01.371) who literally was on any stage talking about recruiting with TikTok, which is something I, you my company has were obsessed with. There was just so much good cutting edge stuff going on that it was really worth it. And it's just party vibe. Like that's what you want. You know, you want that party vibe and the swag. I mean, like the little, the highlight for me was the fans. You know, I dragged my husband running around with his, you know, it was, it's just incredible. It's so worth it. You're going to get a lot out of it in your career as a recruiter, especially with everything that's going on right now. Chad (03:07.352) Mm-hmm. Emi B (03:21.36) that was brilliant. J.T. O'Donnell (03:31.055) You know, it's just so crazy. But the vibe, the best vibe I've ever seen at a conference. Chad (03:37.452) It is a really cool vibe. And Nashville, is coming up soon, we'll talk more about events next week, but it's coming up soon. It's the third year that we've had it in the U.S. and in the UK, it's 10 plus, right? So in the UK, it's been more mature, you know, one of those things. The beautiful part about the U.S. is if you like, like ground floor kind of events, and then being able to say, well, I was there when it was like year three or year two or what have you, that's the coolest thing. And one of the things I love about Emi B (03:50.018) Yeah. Chad (04:07.426) Fest is like, as you had said, you get an opportunity to go to these different tents, right? It's very festival kind of feeling. You go to these tents and you get a chance to learn. know, bars open up, you have some drinks with your friends, with your peers, with your boss, and it's like an all hands meeting, right? And it's literally, to be quite frank, it's kind of like a cheater all hands meeting. We need to have... this morale booster thing that's going on or what have you. You've got one a year, maybe two a year that you're allowed to have breakfasts. Like the easiest kind of like plug and play, right? J.T. O'Donnell (04:42.481) I totally agree. And like you said, when they're smaller like this and they're only getting bigger, you're going to meet people. mean, I've been, we've all been in the industry way too long, too long. And I'm still so close with people that I met the first time I was going to those things, right? And I'm still in touch with them. Now's the time to start making your contacts at a conference like that one, or a festival, a true festival. Chad (04:50.414) Hahaha Chad (04:54.626) Da, da. Chad (05:01.454) Yeah. Emi B (05:01.95) 100%. And I've bumped into so many people that I haven't actually seen in years. I remember there was one lady, Hayley, who I know from Dubai. And I just saw her in a crowd when I was on stage. I was like, oh my God, hi. You know, we like went over, ran over to each other, hugged each other. Fantastic. As well as people that I've met in the four years that I've been back here. So absolutely love it. Agree with both of you. People who haven't been before, definitely get your tickets, get your tickets, do whatever you can to get your bosses to agree to let you to go. Chad (05:09.311) wow. Chad (05:19.182) and J.T. O'Donnell (05:29.349) Yeah, and I'm just going to volunteer because a lot of people go, I don't want to go by myself. I'm going go to this event and I'm not going to know anybody and I don't want to go by myself. I'm a personal tour guide in the fall. If you're by yourself, you come in with me and we'll just get all the loners together and we will be the funnest party there. I am just calling it now. So if you're loner and you're getting a ticket, message me on LinkedIn, you're with me. Chad (05:35.864) Yeah. Chad (05:39.59) Ha Emi B (05:39.888) Ha Chad (05:49.602) Okay. I can see JT is like, she's got the tour guide. She's going to have the little flag where everybody can see her. She'll have like the little earpiece that everybody can be like, she can talk into. Yeah. She can go through. Yeah. No, that's, that sounds great. We should actually talk to Jamie about that. That would be, that would be amazing. But before we go to Nashville, Emmy has, she has a little bit, a little bit more of England that she would like to talk about. So go ahead, Emmy, go hit it, hit it. Emi B (05:50.936) JT's gonna have 50 people behind her. Yeah. Meh. Emi B (06:16.654) Yes, yes. So my shout out is for the England Ladies football team. So, AKA the Lionesses. Now, just for anyone who doesn't know, this is an incredible achievement for the England Ladies. And I'm not even a hardcore football fan. You I'm one of those people who's like, oh, you're a well-carved, then I watch it. You know, I'm not going to watch football every single week, but the whole is like the whole of the UK, whole of England, but behind the England Ladies and. Chad (06:38.99) Mm-hmm. Chad (06:44.418) Okay, okay. Emi B (06:45.014) If you weren't there, if you haven't read the news, if you didn't watch the TV, the football match on TV, basically it was dramatic. it was after full time against Spain, it was a one-one draw, which, and then it means it was going to go to extra time and then it went to penalties. And that's what I hate. This is why I can't watch football every single week because my heart is like, all the time. So it got to penalties and then we had amazing saves from the keeper, Hannah Hampton. Chad (07:01.614) Mm-hmm. Chad (07:13.25) No, no. Emi B (07:14.626) two incredible saves. And then the last winning goal was by Chloe Kelly. And because of that, we beat Spain. We got to that title. So I just want to say amazing, massive, massive, massive win. So again, like I said, shout out to the Lionesses. Chad (07:23.852) big win. Chad (07:30.862) And I got to say momentum is a lot in sports, in business, in everything, because they look like utter shit early in the groups. They got destroyed by France. got, I mean, but they pulled it together. And I love that you can get knocked down, but I get up again. You know what talking about? Emi B (07:39.401) yeah, yeah. Yeah. Emi B (07:45.23) Because they're resilient. Yeah. Get knocked out. Why do I keep singing on this show? I love it. Chad (07:54.796) You know why you keep singing, because you love it. All right, I'm to go ahead and hit My Shoutout, sponsored by Kiora, by the way. If you need powerful messaging made for your applicant tracking system, check out Kiora. That's K-E-E-Y-O-R-A. That's a spelling, kids. Wow. They make hiring faster and provide a much better candidate experience. That's kiora.com. My Shoutout is to understanding workforce, the workforce landscape as a whole. And let me set this up for you, because I've got a question for both of you, because this is perfect for both of you. So Tim Sackett, who you probably all know either from online or you've met him, he posted the following on LinkedIn, quote, 60 % of new grads are female. If this chart was flipped, we'd all be losing our minds about how unfair this is. Why is no one paying attention now? Emi B (08:29.485) Okay. Chad (08:48.376) question mark. So Tim is sounding the alarm about how this isn't fair for men. Now, when an old white dude is hollering about equity and equality and discrimination of dudes, I usually just tune it out, right? But then I saw a list compiled from a Fortune magazine article of the top 20 highest paid CEOs in the US. And guess how many of them are female? Emi B (09:16.942) Please tell me there's more than one. Zero. Okay. Chad (09:18.51) Zero nada nada none. So JT, JT, I'm gonna go to you first. I'm gonna hit you up first because you are the resident American. What do you think? Are Tim's thoughts valid? Should we be quote unquote losing our minds because women comprise 60 % of the new college grads this is unfair to men while the boardroom is still predominantly male? What do you think? J.T. O'Donnell (09:42.364) So when I saw that stat, my head went to a totally different place. And if you let me play this out, you'll see, if 60 % of the women are getting degrees, right now there's a huge trend saying, do we really need degrees anymore? They're expensive, they're not getting anybody anything. So what I see there is we're forcing women to take on massive debt for jobs that may or may not ever help them repay that debt. So are women slow to the curve, right? So first of all, we were slow to getting in and getting the... degrees. Now we think the solution is to get the degrees when it actually isn't. And that the reason is down is that guys have figured that out and said, I can go start companies and I don't need a degree. I mean, I just think you see that that data and it's too surface. I look immediately beyond it and say, I actually think there are implications for women in that data that are not good. Certainly based on what we're seeing right now, the unemployment rate, the fact that there are no entry level jobs for recent grads. And you're talking about all these women entering the force and not being able to get them. Is it going to get worse? So Chad (10:23.852) Yes. Chad (10:30.199) Mm-hmm. J.T. O'Donnell (10:39.194) That's my take in it. think you've got to look way beyond and try to understand the data from a different Chad (10:44.014) Gotcha. Emmy? Emi B (10:46.094) think it's really sad, you know, like it's disappointing. I'm one of those people, know, yeah, I was told go to university, get a good job. And I'm hopefully, you never know, one day I might be striving for that CEO role. And I want to know that I can actually get that role. But unfortunately in 2025, it looks like that glass ceiling is still there for females. Their bias against females getting those senior level roles is still there despite everything we're doing to have a more equitable workplace. Chad (11:12.558) Yeah, when you look at the number, a number like this in a vacuum, I really believe you're doing yourself and others a disservice. For instance, something that dramatically impacts that number are men going into the trade. So in 2019, trade supported over 41 million jobs in the US alone. J.T. O'Donnell (11:24.379) Huge. Chad (11:40.204) representing roughly one in five jobs in the US. And women only make up 4 % of those trade workforce jobs, okay? While men are obviously the other 96%. So which means what? Men can receive certifications in weeks and or months, not years. And in many cases, the company pays for their certifications. While women, to your point, JT, are going deep into college debt. So there are many, many, many things that one solitude graph just won't tell you. I really, one of the things when I have discussions with people, whether online or like this or on calls or what have you, I always ask them to go deeper. Taking quote unquote research or hot takes at face value. Emi B (12:20.27) in Chad (12:38.146) That's not enough. your research, research, research, research, think deeper. And that was my shout out for today is I appreciate Tim throwing that out there because we can have this discussion. But again, it goes deeper than just that 60 % number. We have CEOs, we have debt, we have trades, and that's just a few points. There are many other points, but if you do the research, you know that. If you don't, You get pissy about one. J.T. O'Donnell (13:09.457) Totally agree. Yeah. You know, there's a stat in the U S really quick to kind of bounce on that. So the vast majority of small businesses are owned by women. They're started and owned by women, but the number of small businesses that do over half a million dollars a year, right? Not even over half a million dollars a year that are owned by women. It's like some ridiculous number, like 0.2%. It's like not even, do you see what saying? So these, these small businesses, they're doing it because they can't get the real job. So then you imagine, okay, so they go get degrees, they're debt-laden. It just. Chad (13:13.677) Yeah. Emi B (13:26.798) Mm. J.T. O'Donnell (13:38.009) It's a bad stitch that we need to pay more attention to. Chad (13:39.726) Well, not to mention you're talking about today, and I don't see you see all over the news, all of these individuals, men and women who are getting degrees that can't find jobs, right? So kind of like to what you're talking about, fast followers, JT, where you're like, at this point, they're just saying that they, know, and maybe they don't want to pay for going deep into debt, number one. Number two, take a look at the trades. But again, there are so many aspects to this. Emi B (13:50.509) Mm-hmm. Emi B (14:05.966) Mm-hmm. Chad (14:06.85) Another aspect which you're going to talk about is people like us. Gen Z or Gen X. I'm sorry, I'm not Gen Z. Gen X. think Emmy might be Gen Z. J.T. O'Donnell (14:11.227) Yeah. Gen X. Yeah. Yeah. So I was like, we were like, you know, Gen X was the first one to say, you know, screw business attire. We're going, you know, casual Friday. We're bringing jeans to the office, all that kind of stuff. And, know, we were like, we don't want to run companies. We just want to do our own thing. And we're the smallest generation between boomers and millennials and like all this great stuff. And now Wall Street Journal comes out and says, guess what? Chad (14:22.915) Yep. You J.T. O'Donnell (14:37.423) Now you think you're ready. Now you think you're ready to take over that C-suite role and make the big bucks. Not going to happen because those boomers are keeping the jobs. Darn it. They're just staying in the workforce and you're going to completely skipped over. And this is true. You're going to be knocked out and they're going to give it to millennials. So my Gen Zers out there, hey, know, our, you know, eff it attitude is coming back to bite us right now for sure. Emi B (14:45.55) . Chad (14:45.944) Tons of bitches. Chad (15:01.25) Yeah, I don't think it's the F it attitude. I just think it is that the fucking boomers are sucking up everything they possibly can. Houses, boats, wives. mean, whatever it is. Yeah, yeah, I'm just talking about. So I mean, yeah, the overall it's like boomers do me a favor, get the fuck out. J.T. O'Donnell (15:10.095) Retire. Retire. Emi B (15:11.054) Hahaha Emi B (15:17.582) Did you say wives? J.T. O'Donnell (15:19.183) Yeah, boats and hoes. Who's going to be playing the boats and hoes track right now, right? J.T. O'Donnell (15:30.287) Next chapter. Emi B (15:31.438) BLEH Chad (15:31.468) Yeah, okay, you can't afford the five houses that you own unless you keep your job. Sell two of them. The housing market needs it. Emi B (15:39.65) Yeah, but they may not be able to afford the one that they have. You're assuming that they have five houses. It's a tough old world out there at the moment. People don't have money. They're going to have to stay in jobs forever. Chad (15:48.174) Yeah, boomers have money, bastards. All right, Emmy, you've got a little... Chad (15:57.666) There we go. J.T. O'Donnell (15:57.778) Yes, I am so excited and honored to be doing it today. I am actually wearing the new t-shirt and dang, she is comfy people. You want this t-shirt, you want this free stuff, let's go through the list and kick it off with some whiskey. The tech experts over at Van Hal. Yeah, that's some yummy, yummy whiskey right there. So good on the lips. And you know, if you want to try to keep it pure, you can go with bourbon barrel aged syrup. Chad (16:01.537) GT, nice. You Chad (16:09.592) Yes. Chad (16:19.438) You Chad (16:25.004) Hmm. J.T. O'Donnell (16:25.533) over at Kiora, you already talked about them. Great sponsors. Amazing. mean, syrup with liquor in it. Come on. You know you want some, right? You know you want some. No kids. This is, this is mommy syrup. Erin App. I love y'all. These are the t-shirts, right? The new ones, am I right? And they are so good. So good. okay. So if you don't want to do the hard alcohol, it's okay. We'll just get you some craft beer. You're just going to go on over and you're going to get that from Aspen Tech Labs. Thank you. Aspen Tech Labs. Craft beer is still hot. Chad (16:32.684) It's delicious, kids. It's delicious. Emi B (16:37.838) you Chad (16:43.255) No. J.T. O'Donnell (16:55.609) And then of course you'll hear it next week when Joel's back, but birthdays, it's always good with little rum from Plum. How'd I do? I only forgot one thing. I'm waiting for Jill to break. Chad (17:07.318) That's right. Wonderful. you know I can. Chad (17:15.574) Yeah, we'll get back on birthdays next week. know Joel's always bitching about how long our list is. That's a good and a bad thing. That just means we have an amazing listener base, but yeah. Emi B (17:21.902) That's a good thing. J.T. O'Donnell (17:21.925) I know. That's a good thing. I did forget to say Chadcheese.com slash free Chad cheese. There's no end in there. Chadcheese.com slash free. Go sign up so that you can get your free very cool shit. Emi B (17:25.262) Yes. Chad (17:36.99) Excellent. Wait a minute. I've now got to look at for my stuff. there it is. Chad (17:49.262) All right, we've got some industry updates, kids. First thing we're going to talk about is Bold. You might know them as the new Monster slash Career Builder. Monster employees received an email this week from Jamie and Doug. That's right, Jamie and Doug, the co-founders and co-CEOs of Bold. Jamie and Doug, they sound like real down-to-earth kind of names, right? Anyways, the email was long and boring, which I would... to assume that you would get a long and boring email from a Jamie and or a Doug. But there was one part that caught my eye around the quote unquote transition plan, which bold is working with existing career builder plus monster executive team that we call that the zombie team and pledges a quote unquote thoughtful transition to avoid confusion during this period. They will temporarily temporarily pause the international job board portal business in their current form. However, they intend to extend offers to hundreds of CareerBuilder plus Monster teammates, mainly because they have to, in the US and abroad, specifically mentioning the Czech Republic, India, and Malaysia. This aligns with court documents, see, court documents, indicating that Bold is obligated to hire several hundred employees from the back rub company. Okay, so let's dig in a little bit deeper into this thoughtful transition and how it's going. Fairly simple, you can all do this right now. Go to your browser, type in monster.com. You will see a big image that pretty much takes up the whole top of the fold, which says your launch pad to what's next. And literally it just goes through and starts talking about bold services, okay? boost your chances with handpicked job wrecks and let recruiters come to you, which sounds very much like the ladders, which was a very scammy job site back in the day. I think it still is. Then there's a little register button and you can register now, right? Last week we talked about Bold's Jobseeker monetization models where they're making money off of Jobseeker subscriptions like FlexJobs, where they have a mandatory registration. Chad (20:08.088) to get into site number one, then they charge job seekers to review the full job and apply for said job. So it sounds like they're poised to meld the bold model into Monster plus Career Builder. And then you pop over to any of the European Monster sites and yep, they're all down, pulled the plug, no access for anyone. If you were an employer that had a job credit or posting balance, I hate to say it kids, but guess what? Chad (20:48.438) Not a neeks, not a fucking thing. France, UK, Italy, Germany, and the list goes on. Sites are down and, I mean, paused, my bad. Now, models, European sites, Ronstadt, a European company, abandoning their employees, EMI, this is impacting the European market more negatively than the market. So what do you think? Emi B (21:08.824) Mm-hmm. Well, first of all, I don't even understand why bold is actually in cahoots with career build and monster, because I don't understand that model at all. Why? But this is what I don't understand. Yeah. And I don't know where they're seeing the value out of these two dinosaur brands. mean, I don't know if it's they're thinking, they've got massive data lakes that they can take advantage of. it their massive existing customer base? Is it the fact that global footprint, even though Chad (21:19.96) Big bottle. The juice, Emi B (21:41.848) they're shutting down their international job portals. So that's my first thought. My second thought is I don't understand why they're screwing over candidates in Europe. I don't understand the thought process behind it. I don't understand if candidates are going to get their job credits back. I'm really confused by this whole strategy. Yeah. Chad (22:01.71) Well, that's employers, employers for job postings that had them on Career Builder and Monster possibly. Greenlee Monster, yeah, it was employers. Emi B (22:06.476) Sorry, yeah, yeah. So what happens? Do those job credits go back? Is it, how long is it temporarily on pause for? You know, there's so many unknowns there. And I just don't, I can't see how this is a good strategy for bold. I just think it's something that's going to fail. And like I said, I'd love to understand why they went down this particular route. Chad (22:31.822) What do think, JT? J.T. O'Donnell (22:32.313) Okay. So first of all, I'm to go back to the letter. Will people stop doing letters and just record a darn video? I'm so, I'm so done with the letter. It's from Jamie and Doug. Jamie and Doug, get on a video. Talk like normal people. Authenticate that you're real. Let us get to know you. Right? Chad (22:48.11) In flannel shirts, because Jamie and Doug would think would have flannel shirts, right? J.T. O'Donnell (22:53.937) That's my point though, right? You know, we've this is from Jamie and Doug get on video enough with the archaic letter that obviously somebody else wrote I'm just Alright, second thing is where I see bold going is they're taking a page from LinkedIn No one talks about that LinkedIn makes a half a billion Half a billion with a B dollars a year off their job seeker premium Services, right? So they have this they give it away for a month for free and then you start getting charged per month They have a community, they have courses, right? You get a few freebies on your profile. And they're making tons of money in this market. So everyone's finally looking and saying, wait, okay, we can't make money off the employers anymore. AI is going to crush everything, simplify everything. Where's the revenue stream? There's all these people that need jobs and the market's bad. Let's go make some money off them. So my prediction is that they're capitalizing a monster and career builders, massive amount of job seekers. are struggling remembering those names and then you start to pull in and you already said some of the services that they're going to start to utilize. So it doesn't surprise me at all that that's where they're headed. Emi B (24:00.654) Do think it'll work? J.T. O'Donnell (24:03.067) I mean, sadly it does work because job seekers get so desperate. If you know how to market it to them, they're going to go ahead and they're going to, they're going to purchase it, especially with a brand name like, you know, LinkedIn or whoever, you know, so they're, think they're totally capitalizing that in the reach. the churn won't be great. So if you're going to evaluate them on their lifetime customer value and you know, subscription levels, they're going to see massive amount of churn, but do they care because if they can build a profit model and just at any given time have that many people going through. they're gonna make a lot of money. so, yeah, I think it's gonna work. It's gonna work. Emi B (24:35.512) See, I'm not sure if it will because I think from a candidate point of view, like I get the model that works with LinkedIn, but Monster's a shitty brand name. So the candidates want to go and spend, if they're going to spend their hard earned, well, the little cash that they have because they don't want to waste it because they're not working, why put your money into an organization with a brand name that you just don't trust anymore? But yeah. J.T. O'Donnell (24:59.365) Yeah, no, and it totally great point. I just look at the amount of people that are spending money on stupid, stupid AI stuff. Like let me create your resume and send it out to a thousand jobs a night, you know, for $39 a month. You know, that kind of stuff is gumming up our system, messing things up, but job seekers are buying it because it's not even. We want to coin them lazy, but it's, don't know what they don't know. And so if these, if they do a good job of marketing it in a certain way to a bunch of desperate people, they're going by it. Emi B (25:14.531) Yeah. Chad (25:21.806) Yeah, exactly. Chad (25:29.39) Yeah, I mean, I was watching like a 30 minute video of a market this morning. It was CNBC. There were economists on there that sound like fucking idiots. were, mean, even the experts that are trying to get into this space to better analyze the space have no fucking clue what they're talking about, right? And I think that's the key thing here to think about like a job seeker coming into it. And you're 100 % right, JT. There's the level of desperation is starting to. I mean, it's not just hot, it is inferno right now, right? And these individuals need jobs. So they're gonna do whatever it takes. You take a look at the market, right? Now, to answer your question with regard to Monster and CareerBuilder having bad brands, it's almost like the under new management sign that you see at some of those restaurants that you know, like, that's gonna change everything, right? Under new management. That's where they're gonna try to go. Emi B (26:25.27) Chad (26:26.218) on the European side, I don't see those sites coming back. When you shut those sites down and Google sees it and they don't have access to the footprint that you had there before, even though they've been around for a very long time, it's gonna start to atrophy with Google. Now, I really believe, and I could be wrong, but I believe the smart way would be to sell those because I do know for a fact, and talking to lovely people over here in Europe, There are other companies who wanted to buy those specific monster URLs, monster France, monster Germany, monster UK, because they did have really good business models that were there. So I think there's a difference in Europe than there is in the US. But at the end of the day, it's going to be really hard. It's going to be hard to. J.T. O'Donnell (27:20.911) I think Jamie and Doug, if you're listening, I know you are. You need to pull a Red Lobster. I want you to go watch Red Lobster and their CEO just brought the Red Lobster comeback. I think you take a page from him and you got a shot at it with Monster and Career Builders. So there you go. You can pay me later. Emi B (27:25.806) you Chad (27:32.002) Yeah. Chad (27:39.906) Very nice. Okay, we're gonna jump on to one that we have to keep out there so people are noticing and listening and understanding. Job.com. This is an update and let me preface with, I never thought this story went so deep and the impacts on employees were so damaging. I posted the very first message on LinkedIn and literally thought it was about bankruptcy. Then it went deeper and deeper and deeper. And I received the following information from ex job.com employees. So currently around 30 job.com employees have found, have come forward to share that they are still owed $127,000 in payroll alone from job.com. This does not include health insurance withholdings, 401k, garnishments and state and federal tax withholding. So over the past couple of weeks, I've heard personal stories of individuals owed in excess of $50,000 and other individuals didn't realize their healthcare coverage, know, the thing that we pay monthly insurance premiums for. Yeah, those withheld premiums weren't paid to the insurance company. So individuals, because they didn't have coverage, had to pay medical expenses out of their pocket. And if anybody in the US knows about US medical expenses, they're fucking sky high. Other individuals, who had child support garnishments from their paychecks, their families never received the child support checks. And then there's the tax problems, John.com withheld state and federal taxes. And here's what ex-employee and HR pro, Lauren Braddock had to say in a comment on LinkedIn, quote, that means John.com stole tax deductions, stole tax deductions and didn't report. or pay them to state or federal government for Q2, Q3, and Q4. believe this is for 2024. We have no W2s, but we have paid all of our taxes to job.com, end quote. So dude, I've been talking to ex-employees for weeks. Their stories all line up. They're getting louder. All I can say is that if you are an employer that does wrong like this, Chad (30:07.958) employees can't stay quiet. That's not the answer. More than likely, you're not gonna get what you were earned in the first place. So more importantly, you have to go get more people. You have to get them together, which is exactly what job.com was doing. It was a bunch of people that were sporadic. They all had the same issues. They all had the same problem. Now they're starting to come together. Hopefully we're gonna get the group into the DOL and DOJ and get that taken care of, but. Again, get loud people because companies who act this way want you to be silent. J.T. O'Donnell (30:42.521) It's true. And it's sad that, you know, it's one of those things that isn't going to necessarily make national news until you cause enough stink about it. Right. So I commend you for working that all of them out there that came together, like you said, that found each other and said, maybe we need to start telling this up and using social media to build visibility around it. So, so very important. Right. That is one of the things that I think is great about social media, what it's allowed us to do. We didn't have that before. You know, think about that. This would have they would have never had a shot. Chad (30:50.893) Yeah. Chad (31:00.515) Yeah. Emi B (31:06.594) Mm-hmm. J.T. O'Donnell (31:11.281) But now thanks to that and certainly, you know, platforms like this reminding people that's not good business, know, somebody should pay and that's like jail time. Somebody should pay, you know. Emi B (31:20.364) Yeah. And hopefully they will. And I think, I'm pretty sure I read somewhere that this is the same company where their execs were posting pictures, family vacation pictures on social media. So yeah. Okay. So the insensitivity of that is outstanding because you're thinking you've got enough money now to take your family on these beautiful holidays. But what about your employees who haven't been paid for weeks, who are now going to be, you know, haven't received their checks, who are struggling? What about them? Chad (31:30.466) Yes. Emi B (31:50.554) They don't care about them. They don't care. I don't think they're understanding that they are impacting individuals. Their impact is broken trust, it's damaged careers, it's a terrible brand name now. It's financial headaches for their employees who basically did nothing wrong and their livelihoods are now on the line whilst they're setting it up somewhere in the sun. Chad (32:11.128) Yeah, well, the optics for employees who got shafted, right? That's an incredibly tone deaf. I mean, you're driving around Ferraris, you have yachts or boats, whatever classification you want to make. You have yachts, you you you're posting pictures of you and your beautiful family. And that's awesome going on vacation, but you're saying this is all for the family and whose family? Because... Emi B (32:36.012) Whose family? It's not their, not the employee's family. Chad (32:37.85) Exactly. This is not for the, this, this was never for the people who worked for job.com. It was for the executives. Right. And that's, that's the hard part in every single story that I hear just literally corroborates all the other ones because they all line up. So it's really, I mean, it's, it's been depressing. Don't get me wrong, but to have those types of discussions and to push them into a group so that they could actually have a group. Emi B (32:43.854) Yeah. Chad (33:08.032) of people to hopefully figure this out. That's again, hopefully we can continue to shed light on this and not just, know, obviously job.com gets what they deserve, which to be quite frank, I feel like it's orange jumpsuits, but that's not for me to make a decision. That's not for me to make a decision. But until we start to see huge impacts on white collar crime, it's going to continue like this. It's continue. Big deep breath, kids, we'll be right Emi B (33:40.994) Yeah Chad (33:44.526) All right, have you heard of Anthropic? If you haven't, kids, have you been in the fetal position in the corner for a while? don't know. Anthropic, also known as Claude, is back at the AI ATM, reportedly raising up to five bu-bu-billion at a jaw-dropping 170 bu-b-billion valuation, nearly 3X. J.T. O'Donnell (33:49.925) What? Chad (34:13.674) It's March worth. Earlier this year, 3X March with annual revenues surging to 4 billion and big name investors like Iconic, Amazon, and even Gulf sovereign funds. That sounds shady. In play, the clawed creators are gunning for elite status. A couple of weeks ago, I gave a little history lesson about the dot com Emi B (34:17.976) Can you Emi B (34:41.166) Okay. Chad (34:43.65) Boom, I don't know if you remember that. Emi B (34:45.792) No, I'm too young. yes. Chad (34:48.59) Of course you were too young. Anyway, the dot com gold rush failed with victims like pets.com. And I really feel that the early days of AI are kind of running almost on the same rails. Do you think so? Do you think that we're putting way too much money into this way too soon? Or do you think this is how we get to AGI slash super intelligence slash Skynet? Emi B (35:17.654) I, the latter, I don't think we're putting too much money into it soon. I think that's the way that the world is actually going. So I get it. I get everybody kind of investing in this field. What I don't get though, is the fact that they're going down the middle Eastern route to actually raise money. Because you know, yeah. And I'll tell you why, obviously I'm a massive fan of the Middle East. I lived in Dubai for 12 years, absolutely loved it. However, this is a company that said, I cannot invest. We can't take money from. Chad (35:21.272) Okay. Chad (35:34.978) Chad (35:39.725) Yeah. Chad (35:46.434) Yeah, Yep. Emi B (35:46.7) you know, dictator, dictator, like countries and, you know, this is goes against our ethics and we are a morally sound organization. But now, because you got other people competing against you, you realize and shit, okay, if I need to stay ahead, I need that Middle Eastern money. That is all the ethics have gone out the window. Interesting. Chad (36:07.276) Yes. Well, I think I can hear the anthropic co-founders now. Emi B (36:15.758) I love those. Chad (36:16.332) Yeah. Chad (36:21.624) What do think, JT? J.T. O'Donnell (36:23.985) So I'm with you because sadly I was around for the dot com. was I was in Silicon Valley working at the time, right around the time the dot com bust. I think about the wave that happened with smartphones and apps. Remember that whole like everybody needed an app and that boomed for a while. I absolutely believe we're in the beginning phases that I think the next 18 to 24 months we're going to see the craziest types of AI companies come about. It's always interesting to see who wins, you know, but Chad (36:36.13) Yeah. Yeah. J.T. O'Donnell (36:52.581) with that comes a lot of losers. And I think you're right. I think we're about to see a lot of AI losers out there, especially in our space. mean, people are every single day have the AI solution to recruiting and they built it themselves on an app for $0. Chad (37:09.496) I mean, to that point, yeah, I mean, to that point, I mean, we talked about last week, we talked about MetaView who literally it's $50 a month for like an AI note taker, like on steroids, right? An AI note taker on steroids. And then I compared it to Riverside. This is the platform that we're using right now and the deliverables that's only $24 a month. And it's just like, we're not even close to the rest of the industries at all. We are literally scratching the fucking surface at this point. J.T. O'Donnell (37:42.097) 100%. And as we all get more sophisticated with it, I look at how much more I use it now than I did three months ago. It's incredible the way it's ingraining itself into my life and everybody else's. Emi B (37:42.798) Mm-hmm. Chad (37:47.884) Mm. Emi B (37:54.562) It's your every day is like planning your shopping, like putting together recipes, putting together your holiday itinerary, you know? Yeah, a hundred percent. couldn't live, I don't even remember life without this. Yeah. J.T. O'Donnell (38:05.585) Honestly, I used to Google everything, tell me this, tell me that, and now it's just the Chad GPT app going there. No ads, no ranking, just give me an answer in my voice. Chad (38:09.571) Yes. Emi B (38:11.373) Yes! Chad (38:12.47) Yeah, yeah, yeah, yeah. Just give me a goddamn answer. mean, Anthropic is at about 21 billion in funding right now, 4 billion in ARR. OpenAI is about 12 billion in ARR. And if you think about it on the Amazon side of the house, because Amazon's got some pretty tight ties, if you can start to pull... Emi B (38:15.32) Yeah? Chad (38:41.858) developers, right? AI developers into the Amazon cloud, into AWS to do updates, right? How quick can that happen? And how many people can you now push toward forward thinking development versus updates and those types of things. So yeah, I agree with you a hundred percent, JT, I believe there are going to be winners and losers, but I also agree with Emmy because at the end of the day, that's exactly why. Emi B (39:11.064) They need the money. Chad (39:11.758) When say this, they're taking this dirty money. And because they know if they do not, they could be proper fucked. They could be proper fucked. Emi B (39:13.955) Yeah. Emi B (39:19.246) They're going to be left behind. They're literally going to be left behind. Yeah. And I think this is where companies now have to start thinking because it's not just, it's not just this company taking Middle Eastern money. Other, other people are taking Middle Eastern money now. So the companies now have to think, okay, if they want to grow, do they, they got to, you know, that little balancing act between company values versus growth. So they need to ask themselves, am I going to stick to my values? You know, even if it's going to slow my organization down or. Chad (39:41.078) huh. Emi B (39:48.014) Are we willing to compromise? Are we willing to make peace with those gray areas if it helps us to scale? That's what companies are going to have to start asking themselves. That's what Anthropic has asked themselves. And it means for TA teams, talent acquisition teams, when they're speaking to candidates now, how are they going to explain to top AI candidates why they're taking this dirty money that they're calling? And how is that part of their responsible innovation strategy? How are you going to spin that? Yeah. Chad (40:14.574) They're hoping that nobody's paying attention is what you're doing. They're hoping that nobody's paying attention. Exactly. Everybody's going to know. Another company who is saying things and probably hoping that people are going to forget what they just said is ServiceNow. So we're going to go ahead and play a video from ServiceNow CEO Bill McDermott. Emi B (40:19.854) Too late, we're talking about it now, so everyone's gonna know. Yeah. Chad (40:40.706) who has been making some waves with some of these comments. Here we go. Chad (40:59.438) Tell me that's not Uncle Baby Billy. Chad (41:13.582) 80 % Chad (41:50.582) Okay, so let's start out with how he looks like a TV evangelist. Can we start there like a character out of righteous gemstones? that Uncle Baby Billy? Does that not look like? Emi B (41:56.366) you J.T. O'Donnell (42:05.893) Right now, I'm struggling. Emi B (42:10.914) He looks like an avatar. Like he looks like a... Chad (42:11.0) Yes. J.T. O'Donnell (42:12.497) Who told him to the glasses on? Chad (42:14.862) Dude, mean that's that's like his look now. That's like his look. I mean, you know, but you know soul-crushing jobs Did you did you like how good old bill the tell? Evangelist framed soul-crushing jobs into that whole thing. What did you take from? J.T. O'Donnell (42:34.161) okay, so first of all, we've said for the longest time, I mean, I tell job seekers all the time, companies don't want more employees, they want less. To them, employees are unreliable and expensive. You know what I mean? And he literally just said that. He didn't try to hide it. I mean, they're just done now. I think CEOs are like, no, we're just gonna say what we really feel. So clearly he just confirmed that, and he's proud. I don't have to pay the benefits. Yeah, it works 24-7. Chad (43:01.09) No lunch times? Bathroom breaks? No. J.T. O'Donnell (43:02.545) they're my favorite employees. glasses. What? Just yikes. I man, man, man, man. It just okay. But can I just say he did video? He video Emi B (43:03.662) No! Chad (43:16.972) Am I? Yes. Emi B (43:20.387) He did a video, yes! He did do an email. Chad (43:21.986) with a really shitty background. mean, for God's sakes, you're the CEO of a fucking major organization. Everybody knows it's a fucking, it's a, first and foremost, it's a software-esque company, a SaaS company. Give me a fucking break. Are you kidding me? Emi B (43:36.43) Mm-hmm. J.T. O'Donnell (43:40.433) I just can't, mean the whole optics didn't, it just, there was nobody there coaching that. Nobody there coaching the optics on that one. Zero people present. Did he that on his own maybe? He's just gonna push that one out. Emi B (43:54.956) He probably went on to chat GBT and go, yeah, write me a script. Go, yeah, this sounds good. I sound really intelligent. And it's like, no, you sound like a dick. You sound like an insensitive dick. You're talking about taking away people's jobs. It's like, what are you doing? You're talking about employees which are in your organization right now who are going to shit themselves thinking, maybe my job, my job, which I actually love is actually soul crushing because my CEO told me my own job is soul crushing. Idiot. It's like. Why? Like you said, who taught him? No one. Where's your media training? J.T. O'Donnell (44:28.509) No. And then, mean, it's like, they probably were like, it's not soul crushing until they outsourced it. And they're like, you're right, it wasn't soul crushing. We don't want to say anything to you. Yeah. Emi B (44:34.688) Yeah! Chad (44:37.582) It's, we are getting the quiet part out loud more than we ever have. And just doing some basic research with BLS says three million jobs in the U.S. for customer support. Okay. Three million. Security and risk management. These are just some of the ones that he talked about. About 200,000 in the U.S. alone. Go to market. He's talking about sales, number of sales jobs. Good God. We're talking about, depending if you can even wrap in retail, which they will start doing, we're talking about around 13 million jobs, US alone, right? So think of that from a global standpoint, because this is going to happen globally. But here's Billy's real motivation, quote, agents work hard 24 by seven. You don't have to pay them. They don't need the lunch and they don't... have any healthcare benefits. So they're very affordable. So for me, welcome to late stage capitalism, which is more like a feudal system, automate to get rid of wages, benefits, off time, sick benefits, but what about the taxes? Nobody is mentioning the taxes because we still have police, fire departments, education locally, Roads. J.T. O'Donnell (45:51.313) Mmm. Chad (45:59.734) infrastructure, all these different things that we have to pay for. If we don't have people paying taxes, whether it's employers or employees, how the fuck does any of that even work? J.T. O'Donnell (46:15.269) Yeah, where you gonna get the money? Chad (46:15.874) How does it work? J.T. O'Donnell (46:19.257) Yeah, I think and I think what's hard to just bigger picture. People just aren't fully grasping how many jobs are going to be lost. You know, like people are nervous. They know the economy isn't good. They're nervous. But people, they're just still not studying and understanding AI nor do they understand business enough to know that they're coming for your job too. And it's Emi B (46:21.176) Sad world. Chad (46:40.844) Yeah, but I think they're saying shysters that are out there like the CEO from Klarna that says they're going to cut 700 jobs for AI, right? And it was a total lie because all they did was offshore them, right? They offshore them and they're like, this really isn't happening. You know, so they're kind of lulled into a false sense of security. Well, when they understand that Klarna is just, mean, they're amateur-esque when it comes to the rest of these companies, right? We just talked about an anthropic. Emi B (46:51.307) Outsource it. Yeah. Chad (47:10.018) You get that kind of money, some shit's gonna happen. So, I mean, for me, I agree. There are many jobs that are at risk. And it's interesting because I actually saw an interview with Matt Alder not too long ago. And he said that like 18 months ago, he thought, yeah, no, this is gonna be the perfect like Iron Man suit. Everybody's going to have a great opportunity to have an assistant to be able to help them do what they want. Now he believes, no, those motherfuckers are gonna take some jobs. Right? So they're starting to become this, this, this idea of, shit, this is happening. J.T. O'Donnell (47:48.666) Yeah, I mean, but the futurists were saying out of the gate, look, we're going to lose 86 million jobs. We're eventually going to gain 93 million, but that's not happening at the same time. We've known it was coming, right? Like we will bounce back and have lots of new interesting jobs with job titles that we can't even imagine yet. And that's exciting. That's not happening in the next 18 months. I don't know what's in the next 24. Chad (47:56.6) Yes. Chad (48:05.452) Well, the transition though, what does that transition look like and how many people are actually thrown into poverty while all of that is actually happening? Not to mention if people are thrown in, not just the people that are thrown in poverty, the people that are actually kicked out of jobs, again, taxes aren't paid. We don't have police, we don't have firemen, we don't have teachers, we don't have infrastructure because that's what taxes pay for kids. Your local tax, I mean, your community is supported by all. Emi B (48:05.582) Mm. J.T. O'Donnell (48:13.392) Yeah, Intel and Elixir. Chad (48:35.035) And we don't think of it as from our standpoint local. Emi B (48:39.852) And organizations aren't going to though, because all they're thinking about is their bottom line. They're not thinking about that. No, no, no, they're not. They're thinking that I've got an organization to keep afloat. So what are the numbers? can keep, can make, you know, increase the numbers by decreasing head count and bringing in machines. That is what they're thinking about. They're not thinking about the social, you know, the social, I suppose the social. Yeah, no, yeah, that's not, that's not, that's not up to them as they, as, you know, as far as they're concerned. That's somebody else's problem. J.T. O'Donnell (48:39.963) Right. Chad (48:43.244) they don't Chad (49:01.452) ramifications, yeah. Chad (49:09.565) Okay, we're we're gonna, we're gonna, we're we're gonna get positive on this next one. We'll be right. Emi B (49:14.766) haha Chad (49:19.188) Okay, so this one, I gotta say, last week, and I'm sorry, Mo, but I actually cut Mo and Joel off last week, because they wouldn't stop talking about this fucking astronomer Coldplay thing. I just was like, I've seen it everywhere. I'm reliving it. But guess what we're going to talk about? Jesus Christ. Okay, so. What do you do when your CEO gets caught embracing the chief people officer on Kiss Cam during a Coldplay concert? Well, you call in Gwyneth Paltrow, who else? Here, take a look at this, kids. Chad (50:15.534) my god, what the actual fuck? Chad (50:25.068) Not what they ask. Chad (50:34.21) How is your social media team holding up? Chad (50:41.295) Hahaha Chad (50:49.422) yeah, for all the audio listeners that aren't watching on YouTube, Gwyneth, and I was trying to interject in there, she actually didn't answer any of questions. That's one of the reasons why we were chuckling. And it was very, very much politician-esque. So she might be running for politics, who knows? So, okay, ladies. J.T. O'Donnell (51:07.296) yeah. Chad (51:12.61) Many people are calling this a masterclass in marketing. What are your thoughts? Emmy? Emi B (51:18.926) I think it's hilarious. I actually love it. The first time I watched it, I was like, I don't know what I'm watching here. And then I had to watch again and again. I thought this is too funny. This is a great way to like, when you've got shit, or you've got, what's it, when life gives you lemons, make lemonade. I think that is this scenario here that we're watching. And then when I dug a little bit deeper, I actually found out that the agency that they're working with is actually Ryan Reynolds Agency. Chad (51:34.318) Uh-huh. Chad (51:46.892) Emi B (51:46.956) So that's why they've got that kind of sarcasm. I was like, okay, cool. I get it. Because Gwenner Peltcher by herself is not that funny, but I quite like Ryan Reynolds. So I, be honest, I think it's good. I cause what are they gonna do? They're all over the press. Everyone's talking about them. This story is not going away. And I think that, you know, it's a great, if you're gonna spin it from, you know, what can companies and organizations learn from this? I feel like from an employer brand perspective, there's always gonna be, where your employer brand is tarnished in some way to various degrees. So the lesson that I get from here is that, you know, if you're faced by scandal, whether it's your CEO, you know, getting on with a head of HR, just don't panic. Own the narrative, you know, and flip it into something positive, like what they're doing. So I love it. I think it's a great, great exercise. And it means that from a recruiting perspective, people are I showed them, yeah, let me just... Chad (52:19.65) Yeah. Emi B (52:44.91) click onto their website. Oh, let me click on their careers page. All of a sudden, I bet the applications are going up. Yeah, okay, there you go. Yeah, it's working. Chad (52:50.026) there they are. there they are. JT? J.T. O'Donnell (52:55.567) Yeah, I'm with you. When she gives up the acting thing and goop and her, you know, billion dollar empire, she can go into PR because the way she just pivoted every one of those questions was brilliant. I fell in love with it because you just think about what a really great piece of social media does. First of all, you had to watch it multiple times because you wanted to catch everything. To her being the acts of Chris from Coldplay, immediately catching that vibe. Right. And then in and for the astronomer to say, Emi B (53:01.858) Yeah. Chad (53:17.688) Yes. Yes. J.T. O'Donnell (53:24.337) look, we're not going to take ourselves too seriously. We're a business, something happened. So, you know, why don't we use this as a moment for people to know what we do? Cause honestly, did you know what they did? Did you know what they did as a company? No, but now you're in Apache server and you're like, ding, ding, ding, ding, ding. Right. So they just, was brilliant. It was absolutely fire. And yeah, I think I watched it like six times. I gave it airplay every time it came across my social feeds because it was just really well done. And it doesn't. Emi B (53:34.062) No, never even heard of them. J.T. O'Donnell (53:52.079) Ends us on a happy note for sure. I went so much faster. Chad (53:53.886) Well, there's no question. Nobody knew who the hell Astronomer was a few weeks ago. So definitely to Emmy's point, this is lemons into lemonade. Last week, Joel actually talked about how astronomers getting more applications, candidate applications that he's seeing on LinkedIn versus all of their competitors. Again, didn't see that coming. Gwyneth, yeah. J.T. O'Donnell (54:14.853) Yeah. You know, the CEO is suing, right? He's suing for mental, emotional, yeah, no, for emotional damage or not even kidding. It's for like emotional damage and. Emi B (54:22.134) please. Chad (54:24.366) Yeah, because that's somebody else's fault, Because yeah, okay, take a little responsibility for your own junior. But as you'd said, Gwyneth is Coldplay's frontman, Chris Martin's ex. So that's funny. They did have probably one of the most amicable divorces in Hollywood. She's loved by women all over the globe for goop and vagina-scented candles. J.T. O'Donnell (54:28.153) Exactly. Emi B (54:40.184) Christmas, yeah. Chad (54:54.37) I mean, it's, I don't know. I think this to me was just great. And I loved it from the standpoint of they're obviously getting a lot of people understanding who their brand is and they really don't care. mean, people really don't care about the love that's happening behind closed doors. They just want to find out what was happening with the company new brand. So how do you continue to extend that with something more funny? You embrace it like you'd said, Emmy, and you make lemons into lemon lemonade and these guys, they did it. They did it. J.T. O'Donnell (55:26.865) 12 out of Emi B (55:28.056) I want to speak to their PR team. Sorry, I was going to say they need a pay rise. Like I'm like, yeah, well done. Well done indeed. Chad (55:36.226) Well, in our lemons into lemonade this week is that Joel's not around, so we don't have to suffer through dad jokes. So thanks again, ladies, for coming on. We had a great time and we will see you next time. We out. J.T. O'Donnell (55:45.446) and you're. Emi B (55:52.632) We out. J.T. O'Donnell (55:53.529) Bye.

This Week on The Chad & Cheese Podcast – Live from UNLEASH America 2025 We’re joined by Meghan Rhatigan, VP of Talent Acquisition Experience at Marriott, for a no-fluff look at how hiring is really  changing. Meghan unpacks 15 years of transformation at Marriott—tech upgrades, shifting candidate behavior, and a serious rethink of the old job board addiction. 🔥 In this episode: Chatbots vs. search: what candidates actually  want The slow death of job boards (maybe Indeed) How Marriott drives organic traffic without gimmicks DEI beyond the buzzwords—global, real, and political What HR tech Meghan wishes existed right now From politics to platform fatigue, we’re getting honest about what’s working, what’s broken, and where recruiting is headed. 🎧 Press play if you’re tired of hearing “candidate experience” from people who’ve never filled a role. Meghan’s the real deal. PODCAST TRANSCRIPTION 0:00:00.2 Meghan Rhatigan: If I'm an Appcast of the world, even the Indeeds of the world. 0:00:03.3 Chad Sowash: Yeah. 0:00:04.1 Meghan Rhatigan: I would be worried because companies like us have figured out, and particularly now with the market being the way that it is, we're just scraping it give me more candidates, baby because I'm going to need them one day, but I don't want to pay for them. But it is... It's totally diminishing their relevance in a lot of ways. 0:00:23.3 Chad Sowash: Oh, God. Yeah. 0:00:27.0 Joel Cheesman: All right, let's do this. We are live from the Gem booth at Unleash in beautiful Las Vegas. This is the hungover edition... 0:00:35.5 Chad Sowash: Yes. 0:00:36.5 Meghan Rhatigan: Oh yeah. 0:00:36.5 Joel Cheesman: Of The Chad & Cheese Podcast. 0:00:37.5 Chad Sowash: Thank God for HiBob coffee. 0:00:38.2 Joel Cheesman: I'm Joel Cheesman, your co-host, always with me, Chad Sowash, as much as I try to get rid of him. And we are just ecstatic to welcome... 0:00:46.5 Chad Sowash: You can't quit me. You can't quit me. 0:00:47.3 Joel Cheesman: Can't quit me. That's right. Meghan Rhatigan, VP of TA at Marriott. Marriott like Chariot. 0:00:55.4 Meghan Rhatigan: Chariot. There you go. 0:00:55.0 Joel Cheesman: Just so I got it right. 0:00:55.7 Chad Sowash: Get it right, kids. Get it right, kids. 0:00:57.4 Meghan Rhatigan: Marriott like Chariot. 0:00:58.8 Joel Cheesman: Meghan welcome again. 0:00:59.8 Meghan Rhatigan: Thank you. 0:01:01.0 Joel Cheesman: Two time guest on HR's Most Dangerous Podcast. 0:01:04.6 Chad Sowash: The first one isn't out yet. 0:01:05.7 Meghan Rhatigan: Yeah. 0:01:06.0 Chad Sowash: So we can't count it till it's actually out. 0:01:09.0 Joel Cheesman: Is there a chance we won't release it? 0:01:11.4 Meghan Rhatigan: It's very possible. 0:01:11.5 Chad Sowash: No, but it's gonna be we... It's... 0:01:13.2 Joel Cheesman: She's still been a guest twice. 0:01:14.6 Chad Sowash: It's a part of a... It's a part of an AI sessions, which is season three. It's a very special season. It's gonna probably... It's gonna come out later this year. So you're gonna see her again. 0:01:23.2 Meghan Rhatigan: Yes. 0:01:24.1 Joel Cheesman: So she's not live yet, but she has been a guest twice. 0:01:27.5 Meghan Rhatigan: Right. 0:01:27.8 Joel Cheesman: Is that fair... 0:01:28.0 Chad Sowash: Let's just say she's been exposed to Chad and Cheese. 0:01:30.6 Joel Cheesman: Which means if it hasn't aired yet, our listeners, viewers don't know who you are. So give us the elevator pitch. 0:01:37.3 Meghan Rhatigan: All right, so I have been within the HR space about 20-ish years. 15 of those years with Marriott. I've done the rotation between TA, organizational change management, back in TA now leading the tech operations strategy area. So everything that touches a candidate, hiring, manager, recruiter, falls under my space. 0:02:00.9 Chad Sowash: Change Management. Okay. 0:02:02.0 Meghan Rhatigan: Oh yeah. 0:02:02.3 Chad Sowash: So this for me is the most interesting because we don't focus enough on change management in TA and we're literally changing all the time. 0:02:11.5 Meghan Rhatigan: Yeah. 0:02:12.3 Chad Sowash: So, I mean, how long have you been doing change management inside of TA? 0:02:20.5 Meghan Rhatigan: I have been doing it for about three years. So I did it within Marriott for about five years. And then I made the transition into TA when we were needing to do a big transformation post pandemic, like we weren't hiring fast enough. We didn't have the right technology, we were totally caught flat footed and we needed to basically transform everything we were doing. And so I came in to help do that and drive that forward. Yeah. 0:02:50.2 Chad Sowash: So talk a little bit about that because after COVID, huge... I mean, huge transformation necessary because obviously that pandemic bomb dropped. But then moving forward now with tech and how fast tech is moving and how tech stacks are being skinnied down, they're being added to, did you just automatically flow into those positions around technology as well as just basic ops? 0:03:17.0 Meghan Rhatigan: Yes, I mean... So Marriott, like other companies right now, we're trying to figure out how to do more with less. We're in growth mode right now. So we just acquired citizenM last week. We're trying to figure out how do we continue to scale, but from an HR perspective and directive, we're not adding headcount. So we got to figure out how to double in size without adding headcount. And that is applicable of course, through our recruiting team. And so we need to figure out how do we continue to scale using technology and other opportunities. But headcount's not the option. Can't do that. Not anymore. 0:04:00.0 Joel Cheesman: So 15 years, which means you started when you were 10 at Marriott. 0:04:04.0 Meghan Rhatigan: Oh yeah. Totally. 0:04:04.6 Joel Cheesman: You've seen a lot of things come and go. And I always love the veterans that come on the show for perspective for the kids. Talk about the industry when you started. 0:04:13.7 Meghan Rhatigan: Oh God. 0:04:14.4 Joel Cheesman: And what has changed in that 15 year period? 0:04:17.6 Chad Sowash: History lesson. 0:04:18.9 Joel Cheesman: Yep. 0:04:19.9 Meghan Rhatigan: Well, when I started in HR, I was inputting information from fax forms. So you know... 0:04:28.1 Chad Sowash: Ooh. I remember those days. 0:04:29.3 Joel Cheesman: Wow. 0:04:30.1 Meghan Rhatigan: Started there. 0:04:30.8 Joel Cheesman: 2010, you were still doing faxes? 0:04:32.8 Meghan Rhatigan: No, that was before 2010. But in 2010, let's see, we... That was the world of outsourcing. Like everybody was looking at BPO outsourcing shared services and taking all of like the administrative tasks off of HR and trying to put into this gigantic shared service model. We did that like including in recruiting and we had a big RPO like for 15 years. But post pandemic we made the decision to bring that in house for a number of reasons. Like it was very easy to scale back in those days, like by outsourcing everything. But then you got too far away from the business. Like we were basically like glorified vendor managers instead of like running a recruiting shop. And that's actually part of what got us into trouble post pandemic is because like we weren't close enough to the work to even know what to begin to scale or how to move faster. 0:05:31.7 Chad Sowash: You didn't have the infrastructure, you didn't have the connections? 0:05:34.0 Meghan Rhatigan: No. 0:05:35.1 Chad Sowash: I mean, the connective tissue. 0:05:36.5 Meghan Rhatigan: Right. 0:05:36.7 Chad Sowash: Goes away when you go into an RPO scenario. 0:05:39.3 Meghan Rhatigan: Correct. Yeah, exactly. So, yeah, like 15 years ago, it was about outsource. Get it out, get it out, get it out. But I think we actually... We took it too far and we needed to pull it back real quick. 0:05:50.3 Chad Sowash: It's usually how it works. 0:05:51.7 Meghan Rhatigan: Yeah. 0:05:52.0 Chad Sowash: Usually how it works. 0:05:53.1 Meghan Rhatigan: Yeah. 0:05:54.0 Joel Cheesman: So the pandemic hits, you guys take control. What learnings did you have in the last five years in terms of technology? What works, what doesn't, what was the vision? I know branding is really important to you. Talk about that five-year period of how things evolved. 0:06:08.2 Meghan Rhatigan: Yeah. So when the pandemic hit, we were in the hospitality travel industry. We were severely hit. Like we closed at one point, like 70% of our hotels just shut down. 0:06:19.5 Chad Sowash: Wow. 0:06:20.3 Meghan Rhatigan: When... 0:06:20.9 Chad Sowash: 70? 0:06:22.1 Meghan Rhatigan: 70. Yeah. 0:06:22.6 Chad Sowash: Wow. 0:06:23.2 Meghan Rhatigan: Insane. Right? 0:06:23.9 Chad Sowash: Yes. 0:06:24.4 Meghan Rhatigan: When the world... 0:06:24.5 Joel Cheesman: And the Ritz-Carlton still wouldn't take my reservation. Just so, you know. I'm very... 0:06:27.9 Chad Sowash: Well especially then. 0:06:29.3 Joel Cheesman: Very upset about that. 0:06:29.8 Meghan Rhatigan: Yeah. Exactly. When the world started to come back and people were now itching to travel, like leisure travel went gangbusters. But because we couldn't hire fast enough, we actually couldn't open up the door. So we had... Our customer demand was like skyrocketing. 0:06:47.0 Chad Sowash: Yeah. 0:06:47.4 Meghan Rhatigan: But we couldn't meet the customer demand because we couldn't hire fast enough. And like us, like everybody else was dealing with this employment market where there wasn't... There weren't people to hire. Like, nobody was really that motivated to come back, particularly to frontline. 0:07:00.3 Chad Sowash: Yeah. 0:07:01.1 Meghan Rhatigan: And speed was everything. And we did not know how to operate in a like fast paced recruiting environment because we were living in la la land of being Marriott and having like, you know, 300 people to choose from and taking our time. And no matter how shitty our application process was or how long it took, they were still like really excited. 0:07:21.8 Chad Sowash: It is what it is. Yeah. 0:07:23.0 Meghan Rhatigan: It is what it is. But then... 0:07:24.6 Chad Sowash: Until it's not. 0:07:24.9 Meghan Rhatigan: In the pandemic... Until it's not. Like, then it was like, no, wait, actually like, you're one of like 15 options I have and you didn't get to me first. So therefore I'm not coming on board. So like, we were in a major problem where we couldn't open hotels. And so we were like, all right, we gotta basically like clear the slate, start over. We gotta figure out how to do this quickly and introduce automation. So that's where like the Paradox piece started to come in. Because when we looked at our process, like the biggest time suck was interviewing. It's just like hiring managers weren't motivated to do it. It's a pain in the ass to have to deal with candidates and all their like, scheduling requests and all that. So we're like, let's start with interview scheduling. And by the way we called it automation, not AI because nobody was wanting to touch AI. Still is a little bit that way. 0:08:18.5 Chad Sowash: So that was a way to actually get the project to go further without questions. 0:08:25.2 Meghan Rhatigan: Correct. Yeah. 0:08:26.1 Chad Sowash: Okay. 0:08:26.2 Meghan Rhatigan: Because it was like, it was a process that nobody cared about that was very low risk but had high impact in terms of like, that was what was taking the most amount of time. So, yeah, that was kind of the first impetus to us moving a bit faster to be able to meet the customer demand with hiring. 0:08:44.4 Chad Sowash: Here at The Chad & Cheese Podcast, one thing that we love is obviously you watching, but also like and subscribe. 0:08:52.4 Joel Cheesman: How long have you been on Paradox? 0:08:55.0 Meghan Rhatigan: About a little over two years now. 0:08:57.3 Joel Cheesman: Two years? 0:08:57.8 Meghan Rhatigan: Yeah. 0:08:58.2 Joel Cheesman: So a little bit of historical data. I'm curious. So when I go to your career site, I have sort of a traditional search box and then I have Olivia in the corner. 0:09:05.9 Meghan Rhatigan: Yeah. 0:09:06.4 Joel Cheesman: What, what's the divide between the people who are engaging with a chatbot versus I'm just going to put in my search and do it that way. 0:09:13.0 Meghan Rhatigan: Yeah it's... 0:09:14.2 Joel Cheesman: And how has that evolved? 0:09:14.8 Meghan Rhatigan: Yeah, so it's interesting. We actually see higher conversion rates with the people who use Olivia to do their job search than we do with people who just like start with the bar. And I think that's because people are honestly like, the chatbot is there. People are used to seeing it on the consumer side. We're now finally introducing it on the employment side. And it's just easy. And I'd rather have... I'd rather ask a question. Show me housekeeping jobs in Scottsdale, Arizona and I get a bunch than me having to like type in my zip code and like, I don't know, whatever else it's asking me to do, I can just ask a question. And I think like for us, like that whole agentic ideas is very appealing. 0:10:00.1 Joel Cheesman: But do you know a divide between what percentage does the search versus the chatbot? 0:10:04.1 Meghan Rhatigan: I would say if I were to just like ballpark it, I would say like honestly, 60% of the people are using the search. Because the way that we've designed it, and this is a design choice. We have that pop up, actually overlay the search bar. Like when you're on a mobile phone, you'll see the actual chat pop up first and foremost. 0:10:24.1 Joel Cheesman: So 60% are using Olivia, the chat experience? 0:10:26.6 Meghan Rhatigan: Yeah. Yeah. 0:10:27.1 Joel Cheesman: Okay. Are you surprised by that number or is that kind of what you expected? 0:10:31.0 Meghan Rhatigan: I'm a little bit surprised by the number because honestly I... The search bar thing was something that people are so used to, and I thought, I don't know if they're going to want to talk to somebody. But no it's actually been easier for them to have the conversation. 0:10:45.5 Chad Sowash: I mean, candidates don't feel like they're heard in the first place. So it kind of, if you think about it, it's like, oh, wait a minute, I can now be heard. 0:10:53.8 Meghan Rhatigan: Yes. 0:10:54.1 Chad Sowash: Whether it's a chat bot or not a chat bot, at least if I want to ask questions, I have the ability where before it was just a search box. 0:11:01.6 Meghan Rhatigan: Right. 0:11:02.0 Chad Sowash: I could just apply. Now, what's the difference between the application process. I would assume that it's huge. Because you were looking for speed. Are most applications happening through conversational AI, or is that literally just helping them understand and then they're going through more of a traditional type app... 0:11:20.3 Meghan Rhatigan: Yeah. For us right now, it's just the traditional type apply. 0:11:23.8 Chad Sowash: Okay. 0:11:25.2 Meghan Rhatigan: I will tell you, though, we want to get to that conversational experience, but the market isn't driving that right now. Like, we have too many candidates at the moment. So putting our focus... 0:11:39.5 Joel Cheesman: So no incentive. 0:11:40.9 Meghan Rhatigan: Yeah. On that type of technology at this moment, where the market isn't necessarily one where we want to spend a whole lot of time. But, you know, from a candidate experience, it makes a lot of sense. It's just like I always get told the second I bring it up, "Do we really need more candidates?" I'm like, "Okay, you're right, we don't." So... 0:11:59.6 Chad Sowash: So but the thing is, you can't be caught off guard because... 0:12:02.9 Meghan Rhatigan: No you can't. 0:12:03.0 Chad Sowash: When the market turns, the market turns. 0:12:04.2 Meghan Rhatigan: Exactly. Yeah. 0:12:05.3 Chad Sowash: And if you can't meet the market where it is... 0:12:07.4 Meghan Rhatigan: Yeah. Then we're screwed. 0:12:08.5 Chad Sowash: Yeah, then you're screwed. Right? 0:12:09.5 Meghan Rhatigan: Yeah. Exactly. 0:12:10.5 Joel Cheesman: And in light of that, we talked to a lot of bigger companies that are pretty, in some cases, greatly reducing their reliance on, say, job boards. 0:12:18.1 Meghan Rhatigan: Yes. 0:12:18.5 Joel Cheesman: How has this new reality impacted where you guys spend your money or maybe take money away? 0:12:23.8 Meghan Rhatigan: So for us we've put a lot. So we just... We launched a new employment brand a little over a year and a half ago. Organic traffic is king. I would say that we focus most of our efforts honestly on driving organic traffic just because paid traffic is so freaking, fucking, whatever. 0:12:45.6 Chad Sowash: Yeah. 0:12:46.0 Meghan Rhatigan: Chad and Cheese. Right? You say that expensive. 0:12:48.4 Joel Cheesman: Yeah. 0:12:48.9 Meghan Rhatigan: And so for us I'm... I think we talked about this the last time, like the SEO thing is a big thing. Paradox actually does a really great job with their career site and SEO in driving that. But organic traffic gets us the best quality candidates. They're the ones who stay the longest. And we're running right now at about 60 to 70% organic traffic, which is really, really, really good. 0:13:11.2 Chad Sowash: Yeah. 0:13:11.8 Meghan Rhatigan: But we also are Marriott, but it's a very big focus for us. 0:13:15.9 Joel Cheesman: When you say organic, are you actively on Google for jobs? 0:13:20.0 Meghan Rhatigan: No. 0:13:20.4 Joel Cheesman: No. 0:13:20.7 Meghan Rhatigan: Organic means like there are people out there that want to work for us and so they're coming to our site.... 0:13:27.7 Joel Cheesman: Directly. 0:13:27.8 Meghan Rhatigan: Marriott.careers.com and they're saying, I want to work here. And they're engaging with Olivia and finding a job. But it's all about awareness too. So we do a lot through like CRM campaigns and silver medalist candidates. And like the second we've got a housekeeping job open we retarget the folks that just applied... 0:13:47.0 Chad Sowash: In your database already? 0:13:48.9 Meghan Rhatigan: In our database. Yeah. 0:13:49.4 Chad Sowash: Because you've already paid for them. 0:13:50.4 Meghan Rhatigan: Yeah. We don't... We don't... We don't... We don't buy or subscribe to an external database. We don't need to. We've got 10 million candidates on our own and so we're just... 0:14:00.8 Chad Sowash: Amen sister. 0:14:01.4 Joel Cheesman: Something interesting this morning. I don't know if this is standardized or not, but when I... I did a search on Google for Marriott jobs. 0:14:07.8 Meghan Rhatigan: Yeah. 0:14:08.4 Joel Cheesman: Expecting Google for jobs. And it was direct jobs to Marriott, just their jobs. 0:14:13.1 Meghan Rhatigan: Correct. That's... 0:14:13.6 Joel Cheesman: So there were no job boards presented in that search. 0:14:16.2 Meghan Rhatigan: That is right. 0:14:17.2 Joel Cheesman: I don't know if that's something Google's doing more and more of, but they just go directly to you from Google. 0:14:20.6 Meghan Rhatigan: That's right. Yeah, that's... And by the way, it actually took a lot for that experience to happen because originally you would... It was Indeed that was top. 0:14:32.7 Chad Sowash: Oh yeah. 0:14:33.3 Joel Cheesman: Yeah. 0:14:33.4 Chad Sowash: Yeah. Yeah. 0:14:34.2 Meghan Rhatigan: Yeah. And then we were second and so we put a lot into making sure Indeed was not top. 0:14:38.0 Joel Cheesman: How did you do that? 0:14:40.2 Meghan Rhatigan: We worked with Paradox and actually did a lot of work on trying to see what was taking away our SEO. And also with Indeed, we do partner with them. We have to, right? They're the 800 pound gorilla. But we've started to pull back on sponsorship quite significantly so that it actually does help our organic SEO so that we don't have as much competing, right? 0:15:08.6 Chad Sowash: Yeah. 0:15:09.0 Joel Cheesman: Yeah. 0:15:10.4 Meghan Rhatigan: SEO when it comes to job search. So we're like pulling back on the paid so that Indeed doesn't have as much leverage to come on top of us. 0:15:15.3 Joel Cheesman: What an interesting strategy. Reduce job board spend to help your own Google. 0:15:19.4 Meghan Rhatigan: That's right. 0:15:19.9 Joel Cheesman: Traffic. 0:15:20.5 Chad Sowash: Build your own brand. That kind of thing. 0:15:22.9 Joel Cheesman: Yeah. That's fascinating. Okay. 0:15:24.0 Chad Sowash: Well, not to mention, I mean, in... How many candidates do you have in the database? 0:15:28.8 Meghan Rhatigan: 10 million. 0:15:29.7 Chad Sowash: 10 million. So if... I mean, so again, you've already paid for those. And there are so many companies that are literally, as soon as a job opens, they just sprayed out to the Indeeds and the ZipRecruiters and whatnot. And they pay for the same candidates over and over and over and over. 0:15:44.0 Meghan Rhatigan: It's crazy. 0:15:44.8 Chad Sowash: Same ones. 0:15:44.9 Meghan Rhatigan: Yeah. And they're... And they're probably bad quality because there's a reason why you didn't hire them in the first place. 0:15:51.5 Chad Sowash: See. So, but I mean, it's the... And we've talked to companies about retargeting and Matt Lavery at UPS. They had to do 150,000 hire or 15,000. 15,000 hires in six weeks. And 30,000 of those were ones that they retargeted. So they didn't have to spend money to get 30,000 of those. And that was like version one. He's like, it's going to get bigger and better. And we're hearing the same thing from companies like... You know, companies using Paradox and Gem and Fountain. And it's like, that seems to be the big cycle where it's like, look, we know what we have. We finally know what we have and we're going to use it. Do you feel the industry is kind of like moving that way quickly? 0:16:38.1 Meghan Rhatigan: Yeah. 0:16:39.0 Chad Sowash: Yeah? 0:16:39.4 Meghan Rhatigan: I do. I shouldn't say this because we are an Appcast customer, but I mean I would be worried if I was... If I'm an Appcast of the world, even the Indeeds of the world. 0:16:52.7 Chad Sowash: Yeah. 0:16:53.4 Meghan Rhatigan: I would be worried because companies like us have figured out and particularly now with the market being the way that it is, we're just like scraping it. Like, give me more candidates, baby, because I'm going to need them one day, but I don't want to pay for them. But it is... It's totally diminishing their relevance in a lot of ways. 0:17:13.3 Chad Sowash: Oh, God. Yeah. Well, okay, so quick question. We've been hearing a lot from like, Chris Forman, former CEO of Appcast and Indeed talking about you're not going to be able to utilize some of these services unless you start giving them disposition data. 0:17:27.5 Meghan Rhatigan: Yeah. 0:17:28.2 Chad Sowash: Which to me is total bullshit because it's none of your damn business who I hired. That's not your job. That's my job. 0:17:34.3 Meghan Rhatigan: Right. Right. Well, because they're trying to get into the quality game. Like... So they want our disposition data so that they can put it into their database and be able to put like a quality marker on people. 0:17:45.2 Chad Sowash: Yeah, but if they had good tech in the first place and they knew what the requirements are, they can match those up against the candidates that they have in their database. They're trying to... It feels like they're trying to over engineer a solution so that they can get to your data. 0:18:02.4 Meghan Rhatigan: Yeah. 0:18:03.2 Joel Cheesman: Yeah. 0:18:03.3 Chad Sowash: And they're saying, hey, hey, guess what? This is how we fix the problem. It's like, no, it's not. The problem is up funnel, it's not down funnel. 0:18:11.2 Meghan Rhatigan: Right. It's not. No. 0:18:12.6 Chad Sowash: So I would assume that you're hearing a lot of that. Hey, we want the disposition data because it's going to be better for you. 0:18:18.8 Meghan Rhatigan: Right. Well, they... It's not... It's not even disposition data. It's data up and down the funnel. 0:18:24.1 Chad Sowash: Oh yeah. 0:18:24.8 Meghan Rhatigan: Like, they want to see every... They want to see everything. And we're like, no, like it's... You cannot have... Like why would we give that to you? 0:18:35.3 Joel Cheesman: Sure. 0:18:35.8 Meghan Rhatigan: There's no benefit to us in you having it. 0:18:37.2 Chad Sowash: It doesn't make any sense other than they say it's better quality. And I'm like, no. 0:18:42.4 Meghan Rhatigan: That's... 0:18:43.0 Chad Sowash: Better quality is better matching. Go do your job. 0:18:45.2 Joel Cheesman: Yeah. 0:18:46.0 Meghan Rhatigan: Right. 0:18:46.7 Joel Cheesman: So percentage wise, how much less are you spending on sort of traditional job boards? 0:18:52.3 Meghan Rhatigan: We've gone down about 30% this year and I... And I honestly, I want to be at 50% by next year easily. 0:18:59.7 Joel Cheesman: Yeah, 25 to 50 is where a lot of companies are landing, which is interesting. 0:19:04.6 Meghan Rhatigan: Yeah. 0:19:05.0 Joel Cheesman: So a lot more organic, a lot more quality. What else are you doing organically? I know you guys have a really strong social media footprint. What are you doing organically and other ways to drive traffic and brand awareness. 0:19:16.6 Meghan Rhatigan: Yeah. So utilizing our CRM, putting out campaigns around... So we've got this whole blog about life at Marriott. So like the realistic job preview, it's a big untapped market, I think, particularly for us in frontline. Like the reason why people quit, like the quick quits happen because they don't... They didn't know what they were getting into with the job. Not because like... 0:19:45.0 Chad Sowash: Expectations. 0:19:45.5 Meghan Rhatigan: Expectations. 0:19:45.6 Chad Sowash: Yeah, yeah. 0:19:46.4 Meghan Rhatigan: And so if we... As much as we can do upfront to set the expectations around like what the job is the better off we are because then we've got better quality coming in. People actually know what they're getting into and they're not going to quit. But it also helps us too, from an attraction standpoint to be able to target like, hey, these are the people who actually want a job with us. Like I don't... It's not about volume per se, even though, yeah, we got 10 million candidates. But I actually want the people who have an idea of what it's going to be like, are attracted to that and then apply having already seen some of that content. And so for us, that's really what we're trying to get into is like giving the people the expectation, having those people apply anyway and being able to track those people who see and engage with the content and be able to target those in terms of like who we're actually scheduling for an interview because we know that they want it. Yeah. 0:20:35.2 Chad Sowash: Well, we're starting to see, and we should have known anyway, but we're starting to see that transparency is a superpower. 0:20:41.0 Meghan Rhatigan: Oh, for sure. Yeah. 0:20:41.8 Chad Sowash: Because they know what the salary is. 0:20:43.9 Meghan Rhatigan: Right. 0:20:44.7 Chad Sowash: They know what the actual job is like. And we talked about like some of these startups that say, hey look, you're going to work 80 hours a week. And they say that upfront, and that's just so that you don't get in there and then the expectations are, what do you mean I'm going to be working 80 hours a week? Right. So it automatically allows you to self extract... 0:21:02.1 Meghan Rhatigan: Yeah. Exactly. 0:21:03.4 Chad Sowash: You know, out of the whole process. So I mean it just, it makes more sense. And I mean even though we're... I mean we're looking at Europe and there's some regulations in the States being more transparent. It really feels like we're still moving in that direction. Even though employers have more power now just from the market dynamic, it still feels like we're moving that way. 0:21:24.9 Meghan Rhatigan: Yeah, and I was talking to Joel about this. I've got this idea in my head and I'm really, really excited about it and that's like designing for the disappointed. Because we've got, we spent a lot of time on the 1% meaning like putting our focus on what is our hiring experience for the people who actually get a job. But what about the 99% of people who don't? They're the ones who actually should be... We should be more transparent, transparent with them as to why, like what can they do better and stuff like that. So like totally agree with the transparency and even it's applicable not only to the people who are looking for the job and have an engage, but also the people who maybe got like halfway through the funnel and fell out. Why? Like they, they want to know why. And right now it's like a big black hole and it's a shitty experience for most people. So yeah. 0:22:14.2 Chad Sowash: Don't want that. 0:22:14.9 Meghan Rhatigan: No. 0:22:15.3 Joel Cheesman: And you... Are you guys using anything like Dalia to capture people that aren't... 0:22:19.7 Meghan Rhatigan: No. 0:22:20.1 Joel Cheesman: You're smiling as if you've gotten a pitch from them at some point. 0:22:22.7 Meghan Rhatigan: I have. Interestingly enough, I have. There's a couple... 0:22:25.3 Chad Sowash: I'm sure there aren't many that you haven't gotten a pitch from. 0:22:29.5 Meghan Rhatigan: True. 0:22:29.9 Joel Cheesman: We'll get to vendors in a second. 0:22:31.7 Meghan Rhatigan: Right. Oh gosh. Yeah. 0:22:32.8 Joel Cheesman: But capturing those people... 0:22:34.1 Meghan Rhatigan: Yeah. 0:22:34.5 Joel Cheesman: Is something that you're talking about. 0:22:35.9 Meghan Rhatigan: But I... So I see the value and there... In Dalia. And there's, you know, there's a lot of companies who really benefit from them. I think for us, because of our database and the use of our CRM, it's not a need that we have and not an immediate need that we have to layer in an additional provider there. We can just use our CRM and kind of organically engage and keep track of them that way. But I'm not... I don't know. I don't need them quite yet. 0:23:02.8 Chad Sowash: Not there yet. 0:23:03.3 Meghan Rhatigan: Not there yet. 0:23:03.8 Chad Sowash: It's not priority. 0:23:04.9 Meghan Rhatigan: It's not a priority. Yeah. 0:23:05.6 Chad Sowash: What is priority? 0:23:08.2 Meghan Rhatigan: So for us, I would say that it's like, the experience has been a big thing. Our application is still a slog. I want to provide more transparency into our process. 0:23:22.3 Chad Sowash: So why is it still a slog? Because, you know it's a slog. 0:23:25.2 Meghan Rhatigan: Yeah, it's a slog. Because we've got... I would...We're attached to an HCM. 0:23:31.7 Chad Sowash: Okay. 0:23:33.0 Meghan Rhatigan: And the HCMs haven't necessarily put a lot of focus on... 0:23:38.3 Chad Sowash: Experience? 0:23:38.9 Meghan Rhatigan: Their experience. Right. And so for us, it's. It's looking at, is there a layer? Is there, like an overlay? Like, really, that's where my focus on. Like is there an experience layer that I can look at that would go over that ATS that I can't get rid of? I can't get rid of my ATS, but at least I can make my application experience a little bit better. Also, looking at the agent thing is really interesting to me. I'm not... Nobody's quite gotten there yet in terms of their ability to execute, but I'm really excited about agents and what it can do not only for the internal recruiting aspect, but also externally in the candidate experience. Like, it seems as though the agents have really evolved on the consumer side. 0:24:22.9 Chad Sowash: Yeah. 0:24:23.3 Meghan Rhatigan: But for us, on the HR recruiting side, they're just... They're really frustrating. And if... It's so interesting to me, the dichotomy between an agent that sits on a recruiting tech and how quickly you get to a roadblock there. But then when you engage with an agent that's on the consumer side, it seems... I mean, you can have a 15-minute conversation and not run into a roadblock because like, where are we... What's the gap? So that's... You know, that's... I went on a little tangent there, but it's like real frustrating me. It's like the technology exists. 0:25:02.4 Chad Sowash: Get there. 0:25:02.7 Meghan Rhatigan: Get there. 0:25:03.2 Chad Sowash: Get there. Yes. 0:25:04.1 Meghan Rhatigan: Get there. Yeah. So yeah, experience for me is what I'm focused on between agents and layers and all that. Yeah. 0:25:12.9 Joel Cheesman: Let's get political for a second. 0:25:14.9 Meghan Rhatigan: Yeah. Oh boy. 0:25:15.4 Chad Sowash: Oh no. 0:25:16.0 Joel Cheesman: Obviously a lot of issues on... That are in the headlines affect you. 0:25:19.8 Meghan Rhatigan: Yep. 0:25:20.3 Joel Cheesman: Immigration, I'm sure you count on a lot of immigrants to do a lot of the jobs at your hotels. The attack on diversity. I know you guys are really focused on a diverse workforce. 0:25:30.0 Meghan Rhatigan: We are. Yep. 0:25:32.1 Joel Cheesman: I don't know if tariffs impact you. Like, what are some of the political topics that impact you guys on a great scale. 0:25:39.3 Meghan Rhatigan: Yeah. So from a consumer perspective what we've seen... I mean, we have seen a slight, I mean very slight decline in international travelers, but it's been at kind of within our lower segments. So within our select service brands and what... Like our mid tier brands, our luxury haven't seen any impact really. It's kind of interesting. Like... 0:25:59.9 Chad Sowash: Oh yeah, rich people still have money, right? 0:26:01.0 Meghan Rhatigan: Yeah, rich people still travel. 0:26:02.3 Chad Sowash: It's everybody else, they're like, oh shit. 0:26:05.0 Meghan Rhatigan: Right, what is that? The $10 million visa? Like that... I mean you can go anywhere. But it's... So yeah, it's kind of interesting the divide that we've seen. From a diversity standpoint, we have not changed our stance on diverse hiring, nor will we. We've been committed to that since the very beginning. 0:26:27.3 Chad Sowash: Well, you hire... I mean you... When you hire, like Marriott hires, I mean, you look like the community. 0:26:33.5 Meghan Rhatigan: Yeah. Exactly. 0:26:34.3 Chad Sowash: You look like the community. Right? 0:26:35.8 Meghan Rhatigan: Exactly. 0:26:36.0 Chad Sowash: So I mean, and I would assume, and I could be really wrong, that that was just blended into just the regular hiring practices anyway. 0:26:44.6 Meghan Rhatigan: It totally is and it's interesting. It's like, yes, of course, like we put focus on our diversity efforts. 0:26:51.7 Chad Sowash: Yeah. 0:26:52.1 Meghan Rhatigan: But it almost like came organically. Like there was a lot of organic... And that's actually what you want. Like, you know, that's the... The dream. Right? 0:27:02.4 Chad Sowash: Yeah. 0:27:02.8 Meghan Rhatigan: And so forth us, like we haven't changed it. We don't need to. We have a wonderful diverse workforce and we're going to continue to have one. 0:27:08.2 Chad Sowash: Right. 0:27:08.5 Joel Cheesman: We're at the Unleashed conference And Chad and I've talked to a lot of people. I know you have as well. 0:27:14.1 Meghan Rhatigan: Yep. 0:27:14.8 Joel Cheesman: And my takeaway is there are two schools of thought on the future of recruiting. 0:27:20.0 Meghan Rhatigan: Yep. 0:27:20.9 Joel Cheesman: And I can listen to both of them and agree with both of them. 0:27:23.8 Meghan Rhatigan: Yep. 0:27:24.3 Joel Cheesman: I'll lay them out for you. And I want to get your two cents on this. So one side is today 80% of recruiting can be done with automation, AI, etcetera. And that recruiting as we know it is going to be gone. There will be new jobs created, but what we know of recruiting today is going to be history. History sooner than we think. The other side of it is AI won't take your job. Someone who understands and can utilize AI will take your job and recruiting will just evolve to that reality. 0:27:58.1 Meghan Rhatigan: Yeah. 0:27:58.5 Joel Cheesman: Where are you in that argument? 0:28:00.3 Meghan Rhatigan: I think it's both. I don't think it's... I don't think it's one or the other. I think you're going to see a combination depending on the workforce and who the company is hiring. So FedEx is already doing this. Right? So they've completely automated their hiring process for package handlers. Why? Because package handlers don't talk to anyone. They have a requirement to lift and, you know, that's about it. But for us, like we are in the hospitality industry, we have people who talk to guests. And so it's important for us to keep a bit of the human element there. Because we need to know whether or not they smile and they're nice and they're polished and whatever else we look for so that we wouldn't ever offer automate completely. And so we're on the latter camp. But like, there's a lot of other companies that probably would benefit fully and do fine from completely automating everything. So I don't necessarily think it's going to be a world where we see like 100% automation or like or not. It's really going to just depend on the company and at the end of the day, like who they're hiring and what they're looking for. 0:29:11.8 Chad Sowash: Right. 0:29:12.8 Meghan Rhatigan: And the degree of trust that they have in AI, like that's a whole nother thing. Like in the startup world, like they... There's a lot more comfort level with AI and so they're willing to take more risks. Just that's like embedded in who they are. Right? 0:29:27.8 Chad Sowash: Right. 0:29:28.1 Meghan Rhatigan: But for a company like us, it's like well established. Like our risk tolerance is really, really, really low. And so we've... It's funny because we set up this AI Council finally, but it's almost like they're looking for reasons not to use AI. 0:29:44.7 Chad Sowash: Oh yeah. 0:29:45.3 Meghan Rhatigan: Instead of like helping us. 0:29:48.1 Joel Cheesman: Yeah. 0:29:49.1 Meghan Rhatigan: It's like... It's like the... You know. 0:29:50.9 Chad Sowash: Are they a bunch of attorneys? That's the question. 0:29:52.8 Meghan Rhatigan: Exactly. 0:29:53.4 Chad Sowash: Okay, well that's the problem. 0:29:55.1 Meghan Rhatigan: Well, they're... They're part of it. But like, can you really have an AI Council without one? I don't know. But... 0:30:00.3 Chad Sowash: Yeah. Unfortunately you're right. 0:30:02.1 Meghan Rhatigan: Yeah. So it's, it's just funny. We have to... It's like the five layers of no that you have to get through. 0:30:08.8 Chad Sowash: Yeah. 0:30:09.3 Meghan Rhatigan: Before actually introducing something. And so I... That's another part of it too. Like there's a lot of companies that are just never going to get there. 0:30:14.5 Joel Cheesman: Okay. So if I could summarize what you just said. 0:30:17.2 Meghan Rhatigan: Yeah. 0:30:17.9 Joel Cheesman: There will be fewer recruiters. 0:30:19.5 Meghan Rhatigan: Yeah. Yes. 0:30:20.1 Joel Cheesman: Some organizations will go fully automatic. 0:30:22.4 Meghan Rhatigan: Yep. 0:30:23.2 Joel Cheesman: Others, probably because of brand experience or things that humans need to be a part of it will not go fully automatic. 0:30:32.2 Meghan Rhatigan: Yeah. 0:30:33.7 Joel Cheesman: I got it. Okay. I like it. 0:30:34.7 Meghan Rhatigan: Yeah. 0:30:35.0 Chad Sowash: Well, and I like... I like it because we keep getting these black or white options and everything happens in the gray. 0:30:42.8 Meghan Rhatigan: Yeah. 0:30:43.2 Chad Sowash: Right? So it's like, depending on like RTO, right? 0:30:47.6 Meghan Rhatigan: Yep. 0:30:48.4 Chad Sowash: You're... You had... Your employees had to come to the office anyway. Right? Because they had to come to a hotel. They had to do the job. Right? 0:30:54.5 Meghan Rhatigan: Right. Yeah. Right. 0:30:54.9 Chad Sowash: So you know what the culture is at Marriott now. The question is though, you have to run a steady balance of, yes you can't just hire everybody who comes through the door. 0:31:05.2 Meghan Rhatigan: Yeah. 0:31:05.7 Chad Sowash: Right? Because they... Obviously you're a hospitality company, but you also have to be fast because speed kills. Right? And if your competitor gets to them faster, you're done. 0:31:14.0 Meghan Rhatigan: Yeah. 0:31:14.4 Chad Sowash: So how do you balance that? That's going to be almost like a high wire act. 0:31:17.9 Meghan Rhatigan: Yeah. So the way that we go about it is like, honestly, like I have a expectation on my recruiter, so I don't have AI screening. That's not something I've introduced yet. But I have a expectation of my recruiters that they move fast. Like I want them eyes on the application. That's a stacked rank by the way. Like I'm only having them look at qualified people within 24 hours. 0:31:41.2 Chad Sowash: Right. 0:31:41.6 Meghan Rhatigan: And then within that 24 hours, I want an interview request sent out. So interviews should be scheduled within 24 hours of the apply happening because otherwise... 0:31:51.3 Chad Sowash: Oh yeah, they're gone. They're gone. 0:31:52.4 Meghan Rhatigan: They're gone. They're completely gone. But once you get that one hook, like once you get the first engagement, then they're willing to stick with you. But even then from the time that we have that interview reach out to the time the interview is complete, no longer than three days. Like, it cannot be longer than three days. And then we want to get them hired and in the door within a week easily. And I think the biggest opportunity for us, it's like a totally unsexy topic, but freaking background checks take forever. 0:32:23.3 Chad Sowash: Really? 0:32:23.8 Meghan Rhatigan: Oh, God. Yeah. 0:32:26.2 Chad Sowash: Well, it blows my mind because a lot of these people already have background checks, and it's like you would assume that you could kind of have a repository. I know the background check companies are like, no, we want to continue to do more and more and more. But I mean, if that background check or the credentialing could actually stay with the individual and it's good for six months or what have you, you would think that there would be a fucking service for that. Right? 0:32:48.8 Meghan Rhatigan: You would think. Right. Exactly. But there's not. But to your point, that's how background checks make money. Like... You know. 0:32:53.8 Chad Sowash: Oh yeah. Well, like everything else, pay per click, they don't want to send you the best quality because they just want fucking clicks. Right? 0:33:00.0 Meghan Rhatigan: Exactly. 0:33:00.1 Chad Sowash: Or pay per app. You're going to get a ton of apps that just aren't qualified. So, yeah, I mean, it's like the model. 0:33:07.2 Meghan Rhatigan: Right. Exactly. Right. 0:33:07.8 Joel Cheesman: Totally. So in light of that. 0:33:09.4 Meghan Rhatigan: Yeah. 0:33:10.6 Joel Cheesman: I know that you use a lot of products. We're here in the Gem booth, which you're a customer of Paradox you mentioned. So you see a lot of products. I'm sure you have a lot of products that you wish existed. A lot of holes that you could fill that aren't out there yet. What would be on your wish list if you could wave a wand for products that you could use today? 0:33:31.3 Meghan Rhatigan: I would say agentic AI that actually works from the standpoint of... Okay. Here's my pipe dream. It's actually looking at the flow of work. Meaning I'm Meghan and I go and I get a job somewhere else. The system knows that I've left it pops up a message to my job. Hey, do you want to replace Meghan? 0:33:57.6 Chad Sowash: Yeah. 0:33:58.3 Meghan Rhatigan: Yes. Okay, great. The requisition's created, the job's posted. All I said was, yes. Candidates start coming through. They've been screened, they've been vetted, they're scheduled for an interview. I go from yes to interview. 0:34:13.2 Chad Sowash: Yeah. 0:34:13.6 Meghan Rhatigan: I engage, I do my interview. I get another thing. Do you want to send an offer out? Yes. Great. Another yes. 0:34:24.0 Joel Cheesman: Yeah. 0:34:24.5 Chad Sowash: Voice recognition and you're like on your phone and it's like, Meghan, would you like to... Yes. 0:34:31.0 Meghan Rhatigan: Exactly. I want to say yes twice and do an interview, hire someone. Like literally that's like... That's my dream. 0:34:39.4 Chad Sowash: That's... We should buy yestwice.com. 0:34:41.0 Meghan Rhatigan: Yes, exactly. 0:34:42.2 Joel Cheesman: Yestwice.com. 0:34:43.5 Meghan Rhatigan: Yeah. Do you want to hire and do you want to offer. 0:34:45.5 Chad Sowash: Yestwice.com. 0:34:46.4 Joel Cheesman: There's a billion dollar idea just from that Meghan. 0:34:49.0 Meghan Rhatigan: Exactly. 0:34:51.4 Joel Cheesman: We are live at the Gem booth at Unleash in Las Vegas. Meghan, for those that want to know more about you, maybe apply to a job at Marriott. Where do they go? 0:35:01.1 Meghan Rhatigan: Yeah. So careers.marriott.com. Find me on LinkedIn. Happy to engage, ask questions anytime. But it's been a pleasure gentlemen. Thank you. 0:35:09.7 Joel Cheesman: And these new Ritz-Carlton yacht, big yacht cruises. 0:35:12.3 Meghan Rhatigan: Oh yeah. 0:35:13.3 Joel Cheesman: If you could put in a good word for me, I'd appreciate that. 0:35:14.4 Meghan Rhatigan: Of course. Yeah. 0:35:16.1 Joel Cheesman: I'd appreciate that. 0:35:16.1 Chad Sowash: Don't do it. Don't do it. 0:35:18.1 Joel Cheesman: Chad that is another one in the can. 0:35:20.3 Meghan Rhatigan: Yep. 0:35:21.1 Joel Cheesman: We out. 0:35:21.2 Chad Sowash: We out. 0:35:22.5 OUTRO: Thank you for listening to what's it called? The podcast. The Chad, the Cheese. Brilliant. They talk about recruiting, they talk about technology, but most of all they talk about nothing. Just a lot of shoutouts 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. Anywho, 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. It's so weird. We out.

Ready for a transatlantic romp through HR tech, football drama, and corporate clownery? In this episode of The Chad & Cheese Podcast Does Europe , Joel “Slaughterbot” Cheesman, Chad “Euro Chad” Sowash, and our favorite chicken-roasting Belgian, Lieven, go full Euro-snark on: ⚽ Chelsea’s surprise victory and why Lieven would rather talk Tour de France 🔥 Monster’s international meltdown—and Randstad/Apollo’s disappearing act 🇫🇷 HelloWork vs. Indeed: The battle for France, pride, and job board relevance 📉 Why some PE firms should come with a “contents may be stripped for parts” warning 💸 Three startups face the Buy or Sell gauntlet: MetaView, Traxlo, and Ordio. And yes, there’s a Coldplay sex scandal, reverse auctions for banana-checkers, and the best lemon chicken recipe this side of the Rhine. 💥 Come for the HR gossip, stay for the geopolitical smackdown and gratuitous Tour de France references.🇪🇺 It’s Eurotrash meets Talent Tech—what more do you want? 👉 Press play before your ATS gets ghosted by Indeed. PODCAST TRANSCRIPTION Joel Cheesman (00:38.062) Aww. Joel Cheesman (00:43.854) Yeah, finished with my woman because she couldn't help me with my mind. You are listening to the Chad and Cheese podcast does Europe. I'm your cohost Joel slaughterbot Cheesman. Chad (00:56.226) Chad, Euro Chad, Sowash. Lieven (00:48.123) I'm Lieven "My chicken is more succulent than your chicken" Van Nieuwenhuyze Chad (01:08.558) That sounds sexual. Joel Cheesman (01:08.942) And on this episode, indeed gets worked, the Spanish acquisition and a little buyer sell. Let's do this. Lieven (01:10.086) Yes, it does. Joel Cheesman (01:22.19) Succulent chicken leaving. Tell us more. Are you a breast guy or like a bone in? Oh. Chad (01:26.146) I don't know that I want to hear more. Lieven (01:31.61) Both, both. I go for the full option. Breasts and thighs and bone-in. Chad (01:32.726) yeah. I just go breast first and then bone in. Joel Cheesman (01:37.622) You Is the skin off or has it been cut off? Of course, European skin on skin on. get it. What's going on guys? What's going on? What's up in Europe to the two Europeans here? Lieven (01:44.614) It's on, it stays on. It's crispy. It's canon. Chad (01:52.526) Skin on the bone. Lieven (01:58.886) I just came back from not Europe, I'm back from holidays. wasn't, is it the United States? No, it's not United States. Martinique is, it's France, I know, but is it geographically spoken? it what continent is it? It's the Americas, I guess. Yeah, so it's across the pond. it's, I'm back to Europe now. So everything is okay. Chad (02:06.798) I'm not Martin Eek. Joel Cheesman (02:09.142) Artnick. Joel Cheesman (02:15.013) yeah, Central, Central America. Chad (02:15.276) I don't know. That's a question. Joel Cheesman (02:21.806) Geography lessons with Chad and cheese. Where is Martinique? Chad (02:21.985) Caribbean. Lieven (02:24.431) Yeah. Lieven (02:28.132) Hmm? Chad (02:28.17) Yes, or we're finally back from the from the UK and Joel was actually in Germany Both in the UK. So we're fine. Yeah fine finally back on I'm back in Portugal, but Joel's back across the pond other than that It's I think it's all good Joel Cheesman (02:34.998) Yeah. Yeah. Joel Cheesman (02:44.27) Yeah, so Leaven's over here. Chelsea, Chelsea's over here hanging out with Trump on the on the victory stage. That was kind of awkward, huh? That was kind of weird. Apparently he took a medal. Did you see that? He like he snagged a medal. It's weird. Just just bizarre. Just bizarre. Congrats to Chelsea. I thought PSG was gonna was gonna roll him but no. Chad (02:48.204) Jesus Christ. Lieven (02:52.942) Mm-hmm. Chad (02:54.175) Chad (03:00.046) He steals shit, PSG was supposed to dismantle Chelsea and they had been just killing competition. yeah, that I mean they yeah, turn the tables man, turn the tables on on on PSG three nil Chelsea really really kicked it into high gear. Joel Cheesman (03:12.814) Well, they put it to Real Madrid, right? That was kind of like a big, big W for them. Joel Cheesman (03:26.136) Cole Palmer, two goals baby. Bring on, bring on the World Cup. The English squad baby, the English squad's gonna roll. Chad's like, I don't think so. No, no, that's probably not gonna happen. Okay, okay. Lieven (03:30.662) if Chad (03:31.537) Bring on the wor- Chad (03:37.214) No. No. We're missing, we're missing Jota, but we still have a pretty damn good squad down here in Portugal. Now Belgians, I mean, you guys, a couple of years ago were like a top shelf and it's withered since. What's going on in Belgium? Lieven (03:59.022) I don't know, I'm not following it, I don't care. Chad (04:00.686) See you don't get to see you're not giving them the support they need the support leaving Joel Cheesman (04:00.942) You Lieven (04:06.404) People, you're talking about soccer whilst the Tour de France is going on. This is something. Tour de France, cycling, yeah. Joel Cheesman (04:11.47) Tour de France. Chad (04:12.637) yeah, now that is. Okay, so tell us who's in the lead during the Tour de France. Joel Cheesman (04:16.6) Yeah, what's going on with the bike race leaving? Is a Belgian in first? Lieven (04:19.206) Ah, well, you stopped watching when Lance Armstrong was out of grace. Yeah, back in the day, since we haven't seen any Americans, I think. But, it's, it's, yeah. Chad (04:25.698) blood doping. Haha. Joel Cheesman (04:34.798) Remember Greg Lamont? Wasn't he a big time biker before? Yeah, Lamont. Chad (04:38.41) Le Mans Le Mans Lieven (04:40.549) Now it's Pogacar is going to win I guess. But we had a great Belgian but he just left the tour. had to give up. We won't get into that. no, that won't do it. Chad (04:51.062) I think it's been a while since Armstrong or we've really had, think, top Americans on the Tour de France. But going beyond that, think Europe is just getting stronger. And there are probably two people, maybe more, but two main people, I think, that we can go ahead and either blame or attribute that to, one being Trump and the other one being Putin. Joel Cheesman (04:51.074) Beltings don't give up. What? Lieven (05:18.36) Not challengeable, Chad (05:19.694) Not chenjol. No, we we we make it great. We've been making it great for years. Yes But Putin obviously start to kinetic war with Ukraine the EU pulls together and then something unheard of happens Finland and Sweden joins NATO Trump starts at economic war with Europe and the EU pulls together and the unheard of happens again the EU's trust rating goes through the roof. It's the highest it's been in 20 years. and Trump Joel Cheesman (05:22.082) I like where your head is though. I like. Lieven (05:25.573) Hmm. Joel Cheesman (05:46.189) Mm-hmm. Chad (05:49.484) threatening to invade Greenland probably didn't help anyway. Yeah, I mean, it's crazy not to mention Europe is working to sign a bunch of different trade agreements with countries like Mexico, South Korea and Indonesia. while we're having this bullshit trade battle economic war, it seems like the Canadians and the Europeans are really trying and to be quite frank, the Chinese, unfortunately, are also just kind of clean sweep in this thing. Lieven (05:53.582) Incredible. Joel Cheesman (06:19.138) I think the Europeans have figured out how to speak Trump. When they call him daddy at the NATO meetings, he really, really likes that. He really likes being called daddy. Chad (06:22.83) Hahaha! Lieven (06:25.186) my god. That's disgusting. Chad (06:32.27) that's good. That's good. Joel Cheesman (06:32.461) good things in Europe, good things here. Well, a of things to talk about guys. Shall we get to shout outs? Lieven (06:33.167) No. Chad (06:41.12) It is. Hit it. Joel Cheesman (06:42.872) So I got one guys, you probably saw the it's it's burning up the HR feeds everywhere. the Coldplay concert with the CEO and the head of HR, getting, caught. but in full Oasis Liam Gallagher fashion, he, had this to say it their latest concert. Chad (06:48.078) No stop. Chad (07:07.33) Hit it again. Lieven (07:23.462) god. Joel Cheesman (07:30.872) That's right. full Liam fashion, that's what he had to say about the Coldplay controversy. Chad (07:36.206) Shout out to those two. Oh, by the way, the astronomer CEO has since resigned. Lieven (07:36.976) Thank Joel Cheesman (07:45.356) I bet he has his shares. I bet he still has his shares. Lieven (07:45.892) Am I the only one who feels sorry for the guy? I mean, everyone is making fun of him, but who am I to judge what he's doing? Chad (07:53.868) Yeah, mean, that's I mean, there there are always and let's go ahead and throw this out there. There are always little escapades that happen within the the office. Right. There's there's cheating that happens inside the office outside of the office. Do you condone it? No. Is it any my fucking business? No. So, yeah, watching it on a big screen and then pretty much watching their lives. It's like, do we not have anything? Lieven (08:12.57) No? Chad (08:20.408) better to fucking worry about. mean, the world's on fucking fire and we're worried about a Coldplay concert and two people who are, you know, doing dancing between the sheets. mean, this is the problem with human beings today. We care about shit that we should not and we don't care about the shit that we should. Anyway, rando. Lieven (08:32.591) You Joel Cheesman (08:41.294) but it's juicy for our space, let's admit that. when HR, like if you're gonna have an affair, it might as well be HR. I mean, who is she gonna report you to? She's HR. Like it can't go anywhere else. Like, I mean, if you're gonna do it, you might as well go to HR for your affair, I say. Lieven (08:44.358) Chad (08:49.358) Yeah. Lieven (08:50.022) I mean. Lieven (08:55.524) That nature is a human business, the man was doing. Chad (08:55.694) They're they're they're they're two grown adults. Yeah, they're two grown adults. If they if they if they weren't doing retaliation against somebody else or, you know, treating people unfairly, who gives a fuck who they're fucking? I mean, I don't know. That's my personal opinion. Joel Cheesman (08:58.793) they got human, all right. They got human. They got human. Lieven (09:12.88) Yeah, I share it. Chad (09:16.342) Joel doesn't, he loves the juicy stuff. Joel Cheesman (09:17.642) I don't ca- I s- I don't- Lieven (09:18.086) Okay. Joel Cheesman (09:21.528) I mean, our space is off just out, just out of their minds. Like this is a huge topic for our, our industry. Yeah. I get it. And she's still there. So like they're, they're trying to figure out, can we fire her? We probably can't. I mean, it's a lot of HR layers going on with this, with this thing. Chad (09:25.454) Yeah, it's a thing. Yeah. Well, yes. Yes, because again, we're stupid. Chad (09:37.282) Yeah. So off to my shout out, something that does matter. This week, my shout out goes to Monster Europe and the other international Monster Worldwide properties. These Monster properties weren't just job boards. Many were cornerstones of the labor market for many of the countries that they operated in. They helped millions of people find work. They supported thousands of companies. And now Monster can't even pay their own damn employees. What's truly disgusting is that Ronstadt and Apollo, the corporate overlords raking in billions of dollars, are walking away like nothing even happened. No financial support, no transition help, no basic human decency, just cold calculated abandonment. This isn't just mismanagement, it's corporate cowardice. Monster deserved better and monster's people. who actually did the hard work deserve better. So shout out to all of those workers all over the world that made Monster happen on a daily basis. yeah, Ronstadt and Apollo, you guys fucking suck. Joel Cheesman (10:48.66) escalated quickly. Chad (10:50.366) Hahaha Leaving, you have a chicken shout out? What are you doing? Lieven (10:55.526) No checking shout outs later Joe later we're going to stick Joel Cheesman (10:57.602) Yeah, what's the recipe? Give us the recipe. What do do? You put a little little little leaving love on it. Little lemon maybe a little. Chad (11:02.893) He can put it on his LinkedIn. Lieven (11:05.35) I of course you have to you have to put the lemon inside the chicken before putting it in the oven so it gets all juicy and tangy and whatever but I'm going to focus now on my shout out I love it you have to punch or some little holes in the lemon so the juice can come out but anyways anyways we're talking about my shout out and my shout out goes to another product of Finland so we're not talking about NATO this time but we're talking about Mina Malari Joel Cheesman (11:11.394) Yeah. Squeeze the lemon. Yeah, got it. Chad (11:30.318) Hmm. Lieven (11:33.136) who is the new executive director of the World's Employment Confederation. So this is like the federation above the national federations and they're trying to do some public affairs to lobby for our business, for our industry. So the staffing industry, tamping. And she's focusing on not getting strangled by even more regulation. And she's got impeccable taste because her first move was asking me to chair the whole global HR tech task force. Yes, it was I. Chad (11:33.2) okay. Chad (12:00.713) stop that. Lieven (12:03.106) She asked me and I said, yes, I said yes. So I think it's a smart start, Mina. Thank you so much. And we definitely need her. She make a very good impression. We love Mina. Lieven (12:17.283) Yeah. Joel Cheesman (12:17.71) Congratulations, Leaven. Congratulations. Chad (12:19.592) That's awesome, Levin. Good job, man. Lieven (12:20.282) Thank you. Joel Cheesman (12:28.43) All right, lots to go through today, guys, or this week. Hello Work, a French recruitment marketplace, is suing Indeed for cutting off its applicant tracking system, something we talked about a few weeks ago. Job fee without any warning whatsoever. The move, which affected multiple recruitment sites globally, occurred after Indeed changed its ATS XML feeds. Chad, your thoughts on Hello Work striking back. Chad (12:53.836) Yeah, mean, gone are the days where we just had job boards and we just had applicant tracking systems and everything was divided. I mean, we're starting to see ecosystems that are being created. Hello Work is one of those. They have an applicant tracking system. They have a job board. have different modules. Same as Harry, same as many of these organizations are doing this now. Right. But this isn't about that. It's about control for Indeed. Indeed took control away from the job boards. years ago. took control away from staffing companies years ago. Indeed is now taking control away from agencies, recruitment marketing agencies. And next, listen up employers, Indeed will take away your control as well. Don't give them your disposition data because it's none of their damn business who you hire. I remember back in the day when Andy McKelvey was still alive, he headed up TMPU Worldwide. Now, Raidency. But back in the early 2000s, Andy wanted monster job postings to be a thousand dollars a piece. Right. And that was the thing. He said that to everybody. He wanted to be able to control the market and he wanted to be able to control the price and get it up to a thousand dollars. Right. Well, if indeed get your data, Mr. and Mrs. employer hiring company, if they get your data, they can charge you whatever they damn well. please. And it's like lambs to the slaughter. I mean, we really have to support organizations like Hello Work and continue pointing out the evil bullshit that indeed is pretty much pulling on a daily basis. Hello Work, I'm in your corner. We should probably get them on the show and do a top to bottom on this. Lieven (14:36.422) you Joel Cheesman (14:41.144) I like that. And thanks for the history lesson, Chad. I've got one for my one, one, one, one as well. So let's go back to say 2010. I was working with job boards and I was in the industry and I remember specifically a day where all the, organic free job board traffic at indeed basically stopped. Chad (14:45.358) you Chad (14:51.212) Uh-huh. Chad (15:03.576) Mm-hmm. Yeah. Joel Cheesman (15:05.4) They were pushed down to page nine, 10, 11 of the search results. All the top results were either people paying indeed, were direct employers, going, going right to the, the ATS. And there was an uproar of like, can't you do something? Can't we like, can't we fix this? And it's like, no, you can't. This is a private company. It's not a public service. They're not doing this for the good of the community. Like this is a decision that they could have made and you should have seen it happening. Lieven (15:28.835) you Joel Cheesman (15:34.924) You should have seen this coming from historical purposes. So this is just indeed being indeed like they continue this onslaught of like screwing over people after they've serviced them or benefited them for many, many years. And this is the next round of big screw from indeed and hello work. God bless them. They'll go to court. I'm sure this is the number one and two player in France, indeed, and HelloWorks. This is kind of a clash of the Titans in France, so it should be interesting. But I will defer us back to Job Index, a job board out of the Netherlands, I think, who tried to sue Google for jobs, saying that they were a monopoly, that they were screwing over the industry. Of course, we said that's bullshit because, you know, you don't have to be in Google. don't like, you don't have to be in the index. And they lost. to Google for jobs. if this goes to court, if this goes to some kind of, you know, body in France, I have a hard time imagining that indeed is going to get screwed on this and have to reverse course. think Hello Work is probably wasting its time and should be doing other things to try to submit its market share because this is the wrong tree to bark up. Monceau. Lieven (16:54.874) Hmm. Hmm. It's not like this is Coke versus Pepsi. It's Amazon versus your neighborhood shop. mean, they're pretty big. HelloWorks pretty big in France, but it's only in France. And Dita is worldwide and Dita's revenue of about I think 5 billion or something where Joel Cheesman (16:57.004) Mosse. Chad (17:14.818) Mm-hmm. Joel Cheesman (17:15.107) Yeah. Lieven (17:22.742) I think Hello Work has 90 million. So this is a totally different league they're playing in. So they can hire the best lawyers. They probably will still lose or it will just take years and then nothing will happen. But I think indeed doesn't really care. You complain, but you'll still pay and you need something like that. But in the end, think Hello Work can play Robin Hood and definitely in France, they will be the winner because their clients will support Hello Work and they will Joel Cheesman (17:29.102) Mm-hmm. Joel Cheesman (17:40.942) Mm-hmm. Chad (17:47.854) Mm-hmm. Lieven (17:51.278) step away from Indeed. And it's an ecosystem. Just Hello Work is an ecosystem, like Indeed is an ecosystem. It's Indeed just is becoming a new paying channel like all the others. If there's no free zone anymore, then why should you pay them if someone else can fill in the gap? And I think Hello Work will be the big winner. So just in France maybe, but it's a start. Joel Cheesman (17:57.646) Mm-hmm. Chad (18:15.582) I do like the market power kind of like antitrust angle as well, whether it actually wins or not. If you play that in the market with PR and you're pushing that, right, that means something. mean, Google, that was, we talked about that on the show for probably three or four times for God's sakes. Job Index did a shitty job in setting that whole argument up. In this case, Lieven (18:19.11) Hmm. Joel Cheesman (18:27.97) Mm-hmm. Joel Cheesman (18:37.41) Mm-hmm. Chad (18:44.962) I don't think so. mean, they've been cut clean out of Indeed. So who knows? I mean, it's great from a narrative standpoint, hopefully for hello work. And much like you said, Levin, the French love the French and they love French business, right? So I think there's a great opportunity for them to spend this again from a PR standpoint, hopefully get something going on in the courts, but from the PR standpoint and actually more revenues. Joel Cheesman (18:48.706) Mm-hmm. Joel Cheesman (19:00.344) Mm-hmm. Lieven (19:01.19) Absolutely. Chad (19:12.642) People are going to move with their feet and they're not Franks anymore, but they're Euros. Lieven (19:18.106) No euros, yeah. That's right. Joel Cheesman (19:19.138) Yeah, that's, that's a great point, leaving. mean, if, if, if they know they're not going to win a court case, but they're going to win the PR battle, then this is a great move because not only will I assume French companies, you know, sort of back the nationalistic, overtones of that, but also the job seekers. If you pitch it to the job seekers of like, support a French business, support French companies, this big. Chad (19:27.49) Mm-hmm. Lieven (19:39.27) Mm-hmm. Joel Cheesman (19:45.462) nasty American companies coming in and pushing us around. think that's a message that the French will certainly embrace. But the only question I would have is how many, how many of the customers at Indeed France are international and could give a shit about French nationalism. They just want to bodies, which I think is why it's important to go after the job seekers. But yeah, as a PR move, this is not bad. This is not bad. As a legal case, I don't like it. I don't like it very much. I don't like it very much. Lieven (20:11.792) Hmm. No, but I think the money they're expanding on lawyers will be like some marketing budgets. It might work. It'll give them some attention. Joel Cheesman (20:20.674) Yeah. Following a lawsuit probably, it's a probably pretty good. mean, they're getting a lot of headlines, I assume in France and the business sections and whatnot. So yeah, more power to them. We'll keep an on this one, guys. We'll keep an eye on, on this one, but until then let's play some buyer sell, shall we? It's been a while. All right. Let's take a break after all this French nationalism talk. And when we get back, when we get back, we'll do a little buyer sell. Lieven (20:28.432) Mm-hmm. Chad (20:36.462) Let's take a break first. Let's take a break. Lieven (20:36.856) Yeah. Chad (20:42.574) You Lieven (20:42.828) you Joel Cheesman (20:53.454) All right, guys, who's ready for a little buy or sell? That's right. If you don't know how we play the game, if you don't know how we play the game, we talk about three companies that have recently gotten funding and each of the boys on the panel here will either buy or sell. Let's play. First up is London based MetaView. Chad (20:57.186) Leaving is... Lieven (20:58.393) I am. Chad (21:00.317) buying chicken. Lieven (21:02.454) and Joel Cheesman (21:14.39) an interview intelligence platform. raised 30 million euros in funding led by GV, bringing its total funding to 43 million euros. The company plans to triple its team and open office and you guessed it, the USA, specifically San Francisco. Chad, are you a buyer sell on MetaView? Chad (21:35.992) First off, the founder's great. The guys got great charisma, good on stage, but I don't see a moat for a startup like this. Note takers are a dime a dozen, but I want to be able to compare MetaView to a piece of software that we are using right now during this podcast, Riverside. Now, MetaView, for only $50 a month, the pro note taker works with Zoom, Google Meet, Teams, WebEx. has GDPR and CCPA compliance, works with phone calls, SOC 2, unlimited conversations, unlimited history, unlimited members, advanced search filtering, and centralized billing. That's an important one. My favorite actually is GDPR and CCPA compliance along with SOC 2 because it's like saying you have food in your restaurant. Yeah, no shit. You have SOC 2, GDPR. Of course, right? Anyway, so now let's take a look at this podcasting platform that we're using right now called Riverside. Up to 4K video quality, high audio quality, magic audio clips. It's literally they take the audio and the video, make clips in one click, AI transcriptions over a hundred languages, AI generated show notes, magic clips with editing controls. Joel Cheesman (22:42.648) Mm-hmm. Chad (23:03.182) AI voice teleprompter. mean, it goes on and on and on kids. Guess how much? Half the price of MetaView. Right. This technology, which does all that shit, right, is half the price of the note taker we know as MetaView. So, yes, it's very basic for $50 a month while the rest of the world is doing audio, video, note taking, transcriptions, audio, AI voiceovers at half the price. So for me, it's a sell. great guy, great charisma, but there's no moat. And what really does this thing do? Joel Cheesman (23:41.106) Ouch, ouch. So I'm a little biased here. Full disclosure, I'm an advisor to Bright Hire, which is the Coke to the Pepsi of Metaview. I agree. We did a firing squad a while back. Chad, I think you sold, I think I bought, or maybe it's a golf clap. But anyway, I love that you're staying firm on that stance. Chad (23:54.499) Mm. Joel Cheesman (24:06.754) For me, it's really hard because I'm an advisor to the competitor. So I'll sort of look at the overall business in and of itself. There are going to be some companies and we've talked about them that are going to go full AI, full automation, full chat bot, like humans are more or less out of the picture. However, you're going to get a segment of the population that still wants human beings to be part of the interview process and note taking and sharing with, collaborating with coworkers and whatnot. Chad (24:19.886) Mm. Joel Cheesman (24:36.672) I do think this is more of a feature than it is an actual, just a standalone product. So I think both of these guys are going to be acquired by an ATS or somebody, somebody's going to come along and add this to, the feature set. so for that purpose, I love a good wave chat, you know, I love a good wave. So for me, Meta view, and this, this trend is a buy. Chad (24:42.296) Good point. Lieven (25:01.894) Thank Chad (25:03.15) You just had $35 million of dilution, by the way. Go ahead. Sorry. Joel Cheesman (25:03.31) Break the tie, Levin. Joel Cheesman (25:08.448) It's a lot of money to get sold. agree. Who's going to pay up the money for that? guess we'll see. Lieven (25:08.582) Thank Lieven (25:12.613) That's a start. That's a start. Chad (25:14.126) Also dilution, Lieven (25:18.296) Okay, so what do they offer? They have an AI note taker, they have AI reports, funnels optimization dashboards, whatever AI answers. It's like a Q &A on candidates. They have AI job posts. They have tons of things we already have and we made ourselves and it didn't take too long to do it. So it's pretty easy to copy this. It's pretty easy to launch it, but for $50 a month, why would you do it yourself? That's a good thing. So they offer something, they've done it, it works. Chad (25:37.134) Mm-hmm. Lieven (25:48.006) You can use it, $50, at least try it. So that's great. But the only reason why I would buy it is, and they're probably from a legal point of view, not able to do this, but they have recorded 3 million interviews already. This data interests me because you could create a AI recruiter based on that data. If you have tons and tons and tons of interviews, and you can use that to have an AI study on, then you have the perfect recruiter. And this is something which interests me. Chad (26:10.2) Mm-hmm. Lieven (26:17.402) But I guess within the European Union, they're just not allowed to use the data, which is something we can. In our company, we have hundreds of thousands of interviews ourselves, but these are our interviews with our candidates, and we need to use them. So we are working on something like this, but they have more data because they have many more companies and their clients. I need to look into this. It's interesting. But as I see it right now for me, it's a sell. Chad (26:30.264) Yes. Lieven (26:45.286) It's too easy to copy if not something we need. Joel Cheesman (26:52.238) All right. That's two, that's two selling one by for our first couple. Let's go to our second everybody tracks low, a Lithuanian platform, transforming physical labor into verifiable tasks has raised 1.6 million euros to expand its paper task labor infrastructure across Europe. Tracks low says it has already delivered over 300,000 tasks and is expanding into the Czech Republic and Romania. Chad, are you a buyer sell on tracks low? Lieven (26:52.558) We'll see. Chad (26:58.232) Tracks low. Chad (27:21.228) I love Lithuania. yeah, I think I still have some. Yeah, Lithuania, Romania, Czech. Okay, so to me, this is like welcome to TaskRabbit 2.0. Tracks, low touts, hyper flexible staffing for dynamic needs, pay for performance, pretty cool with the task-based payments and reduce. Joel Cheesman (27:21.942) And did you wear track slow back in the eighties, like all the other, all the other poor kids. Joel Cheesman (27:36.514) Mm-hmm. Chad (27:48.59) carbon footprint with local gig workers. love how they throw the carbon footprint in there. Traxlo is also going heavily after retail and warehouse operations. I like the idea for pulling people in for outcomes-based projects. But my fear is that companies will try to run a business this way. And at least in the US, people don't want these jobs in the first place. at least the warehouse jobs. And knowing that huge companies are trying to automate and roboticize these operations, there will be fewer and fewer and fewer of these jobs available. So I love gig work, side hustle opportunities for people to make a little extra cash on the side, but I'm not sure they're hitting the right industries. you know, it feels like just bad timing for me. So again, I can't wait. As a matter of fact, I'm planning a trip to Lithuania. And maybe I can talk to the track slow people, but until then it's a sell for me Joel Cheesman (28:50.156) And if you get a pair of tracks lows, make sure you pick up a pair for me. Would you love me? Love me some tracks lows. it's an interesting concept. It's sort of gig work, in the real world. And I don't think I ever sort of like we think about seasonal work and UPS needs a ton of people because Christmas and Amazon needs a ton of people, which they hire for seasonally, but Chad (28:50.861) You Chad (28:54.479) I will, I will. You Chad (29:16.845) Mm-hmm. Joel Cheesman (29:18.444) the jobs this company started outlining, I never really thought of as like, yeah, you need shit like that. Like people that go into grocery stores and check expiration dates for everything. That might not be something you want your, you know, full time employee doing, but if you can like contract that out, you know, once or twice a week to come in and check the milk. Another one is like e-grocery picking up, like go get some bananas and likes. So these jobs that you don't think of being contract, I think is pretty genius. If you can get traction on this track slow. Think about how many baby boomers are leaving the workplace and will quickly realize that they need they need money. Well, these people can't go to Upwork and start developing or building banner ads for you know, for for companies, but they can sure go in, you know, granny can go into to the Kroger and check the bananas and what's expiring and she she's probably pretty good at it as it is because she did that for a living. So I think this is a hell of an idea. I'd love to see it come into play here. I think it's different than then TaskRabbit TaskRabbit is like, Hey, my my toilets overflowed, which never happens to me, by the way, Chad. Lieven (30:31.236) Mm-hmm. Chad (30:31.501) Good plunger. Joel Cheesman (30:31.906) The toilet stopped up. need some help with that. This is a little bit different. So I like, I like this idea quite a bit. I'm gonna, I'm gonna give it a bye everybody. I'm gonna give it a bye. Chatting or leaving another tiebreaker, baby. Lieven (30:47.412) so it's up to me again, nice. You referred to gig work, I immediately thought about Fiverr. It's a weird idea in fact. It's like, labor is broken into micro jobs and they're offered on a first come first serve for a priority basis and paid per results, not per hour. So it's like Fiverr where you can say, I will develop your logo. And then people can, I do it for 20 euros, I can do it for 15, et cetera. So you have kind of erosion of salaries. And to me, the whole concept where it's first come first serve basis, it's a bit medieval. Am I pronouncing it right? Medieval? It's like back in the days, mean, the Lord of the Manor came to the town square and he said, I need 20 people today. And then the people could introduce himself. Okay, I'll take you, you and you. Chad (31:15.405) Yep. Yep. Lieven (31:40.25) Let's go and work on the field. Okay. And now it's like the same thing, but it's a product manager with a dashboard and your competitor as a candidate might be a shelf stocking robot, something like that. I will be really interested the moment they add a reverse auction system. So allow open bidding where multiple workers compete to win the job by offering to do it cheaper. Then it's totally evil. So I've got a job, I will do it for 18 euros. I can do it for 16, I can do it for 15. Okay, you got the job. It's disgusting in fact. It's like your digital sweatshop, something like that. Raise to the button indeed. But Evo often works, so for me it's a buy. Chad (32:18.221) race to the bottom. Joel Cheesman (32:19.128) Disgusting. Joel Cheesman (32:26.562) You Chad (32:27.05) Ha ha! Joel Cheesman (32:32.258) Sorry, I gotta keep that one going there. Lieven (32:33.478) Good. Chad (32:35.413) as we were talking about. Joel Cheesman (32:37.646) That whole, that whole time I had my finger on like the cell button and then he just did a one 80 and like, like evil by by all right. Yeah, it's not, it's not thunderdome where these old people fight each other to check bananas. Anyway, let's go to audio, German based audio, a people operating system for deskless industries raised 12 million euros to launch quote. Lieven (32:41.996) Hahaha Chad (32:42.271) I love it. Lieven (32:46.446) It's like... It's like the Minions. Chad (32:57.773) or a Dio. Joel Cheesman (33:05.314) payroll plus an automated payroll solution for you guessed it deskless workers. The platform designed for hospitality, healthcare, and retail aims to revolutionize payroll automation by integrating real time processing of bonuses, legal requirements, and those pesky tax complexities. Chad, are you a buyer sell on ordio? Chad (33:26.669) It's interesting. mean, in the US, we've heard, you know, this tackle or this problem being tackled left and right. But I also love that the founder was the owner who managed 135 employees at a sushi ninja restaurant. What a great name. A restaurant chain sushi ninja. I love it. But remember, kid, most founders that crash and burn. Lieven (33:45.018) Excellent. Chad (33:54.862) have great ideas on paper, but they need industry know-how to actually make it happen. So do I think managing deskless workers payroll quickly and simply is a problem today? Yes. But here's the math. The highest subscription tier is 149 euros per location per month, which is a poultry 1,788 euros a year for one location. Joel Cheesman (33:59.342) Mm-hmm. Chad (34:19.189) Ordeo says they have 1,500 companies using the platform. So that's 2.6 million euros per year. So yes, there might be some other locations, but my point is that for 1,788 euros a year, a hospital, how many employees does a hospital have? A hospital has shift planning, time recording, team terminal, tablets. broadcast push notifications checklist tap maybe there's an employee app there's all this stuff wage and rules and bonuses absences and requests I mean there's all this stuff that you get for $1,788 a month per location okay ADP ADP has revenues of 19 billion dollars USD most of which is their payroll product audio needs to stay affordable I agree but change into an active profile model that charges on the amount of individuals using the system. So in this case, getting paid through the system. The current model is a loss leader until they change it. I mean, it's a sell for me. So sorry, sorry, Ordeo. If you change the model, give me a call. But until then, leaving a lot of money on the table. Joel Cheesman (35:39.052) Interesting. Chad, do remember the old SNL Belushi skit where he came out as a samurai and he was a chef and he would like slash the table and like, that's so anyway, I'm sorry, old guy stuff. Go look it up on YouTube kids. I love these, I do love these European companies that sort of look at, at us based or companies that are getting like tens, hundreds of like big, big money. Chad (35:45.921) Yeah. Chad (35:54.669) Sushi Ninja. Joel Cheesman (36:06.67) to do this work. And when I look at this, I think of, I think of Harry raising 43 million fountain, a hundred million beekeeper, 35 million. And these guys come in, you know, with a fraction of that. And so many of these European businesses feel like poor man's fill in the blank, poor man's paradox, poor man's fountain, poor man's whatever. And I think it fits with the, continent and the culture. We talked about. France being in love with France. And I think Europeans in general are love with Europeans. And if a business can come along that's European based, I know a lot of people feel weird about the Germans and German based companies, but I think that if you can come in at a lower price point, you understand the culture, you service your clients better than maybe an American company can. I think you have a real chance to be successful. I I love the idea of managing deskless workers. There's a ton of them in Europe, over a hundred million people work in deskless jobs in Europe, capture a fraction of that. And I think you have a business, I think they can grow into many more products and features. think this is a potential platform that they can grow, grow that market share and grow that dollar per client. so for me, man, I'm, I'm down. I think I'm down with, with, with audio. I'm a buy. I'm a buy. Chad (37:26.445) That's three buys from Joel. He is in a happy mood. Joel Cheesman (37:28.64) It's summer. I got a pool in the backyard. Leaven's chicken is getting me all hot and bothered. Yeah, I'm in a good mood. I'm in a good mood. Lieven (37:28.884) Nice! Lieven (37:35.024) Thank you. Chad (37:37.165) Is is leaving chicken is that code for something? Lieven (37:38.02) Nice one. We'll get back to that later. Joel Cheesman (37:41.89) You got to ask Levin. His wife comes home. Are you fixing chicken tonight? Chad (37:43.223) You Lieven (37:47.364) Hmm. Chad (37:48.597) I could see you, you and him at a Coldplay concert. that, Joel Cheesman (37:49.666) Another night, I feel like chicken tonight, like chicken tonight. Lieven (37:54.818) My chicken is your favorite chicken. Anyways, Joel, you were saying something and mostly I totally agree with you, but not in this case. said European, French like the French people like buying French stuff, which is totally right. But Europeans not necessarily like Europe. mean, we in Western Europe, think we used to think, and I definitely do not, but on general, we think in Eastern Europe, there are alcoholics and the South of Europe, they're all lazy. And the Norths are just arrogant assholes. So. We would buy Western European stuff. I would buy something in Germany because the Germans are whatever. I would definitely not buy this. Yeah, yeah, yeah, yeah, this. And they're probably following the rules. So I don't need to check if they're GDPR compliant. They definitely will be GDPR compliant, et cetera. And I might buy something in the Netherlands because they speak the same language as we do. Joel Cheesman (38:33.014) Efficient. Efficient is the word I think you were looking for. Joel Cheesman (38:44.742) huh. Lieven (38:49.934) I might buy something in the UK because that's almost America and we still do kind of look up to America. French from time to time, France comes up with something cool. So that might work as well, but there it ends. I would not think about buying something in Spain or in, in, in, Portugal because it's Spain or Portugal. That's like a different role to us. It's Europe, but like you always say, Europe has got a bunch of countries in it. So I don't think that's. Yeah. It's not an argument to me. Joel Cheesman (39:14.04) A lot of countries. Lieven (39:19.224) Anyways, but I was following what Chet was saying that Coyin Hoffa, the guy who launched this tool, he owns a chain of restaurants. And that makes all the difference because the guy isn't some kind of an HR tech tourist. He was desperately looking for software to manage his own systems and he couldn't find it. So in the end, he decided to develop it himself. So he had it developed. Chad (39:38.903) Mm-hmm. Lieven (39:46.18) And then probably in the end, costed like 10 times as much as they promised them. So he needed to find a way to get it paid back. So he decided on commercializing it. I think it went something like that. And so he knows what he needs because he's in the business. So I guess the product will do what most of these kinds of companies needs. And then Dasklerzka is booming. It's over 100 million workers in Europe. So the market is big enough. It's a... Joel Cheesman (39:57.048) Uh-huh. Lieven (40:16.184) It's something many people need and if it works and he knows what he's doing and he's got enough money to to market it, why not? So I think it's a buy for me. Even though I think... I always think that payrolling is very boring but in this case it could be a good thing. Joel Cheesman (40:32.878) Boring is profitable, typically. Chad (40:33.247) It's, it is if he raises his prices. Lieven (40:37.958) he will in the end. Joel Cheesman (40:39.754) I was trying to think as he was talking what the equivalent would be in the States. I don't buy from Southerners because they're a bunch of redneck idiots. Like, could you get away with that? Chad (40:47.649) That's the big difference. That's the big difference is we don't have the history that they have, right? We did have a war North and South, although it's all just one country. We don't even think of where it's manufactured anymore. Lieven (40:51.238) Bye. Joel Cheesman (40:53.88) That's right. We did have a war, but, but yeah. Lieven (40:59.322) Bye bye. Joel Cheesman (41:00.322) Yeah, if Montana and Washington went to battle, I could see them having some bad feelings towards each other. Chad (41:04.481) Yeah. Lieven (41:06.031) But I can imagine people saying the manga people are not buying from Democrats or anything. That's something else. Joel Cheesman (41:11.438) Sure. Sure. Sure. That's why Chad has so many MyPillow products in his house because he loves that guy. All right. Let's get to the acquisition news guys. The EQTX fund has agreed to acquire Adventa's Spanish operations, which include info jobs and other traditional classifieds like real estate. Chad (41:12.993) Yeah, do that for a minute. Lieven (41:21.926) All right. Chad (41:22.637) Nobody ever, yes. Chad (41:28.919) Yeah. Joel Cheesman (41:37.81) EQT plans to support growth through product development, improved user experience, and enhanced AI and technology infrastructure, utilizing its experience in the online classified sector and established presence in Spain. Expected to close in Q1 of 2026. EQTX is anticipated to be 60 to 65 % invested following the deal. Chad, your thoughts on EQTX and Adventa. Chad (42:06.721) having PE buy a job site. It'll be interesting. I think whether you have new leadership or obviously new buyers, in this case, PE, PE follows a pretty, pretty easy playbook where they come in, they're going to look at stuff, they're going to cut the hell out of stuff, mainly headcount. And then they're going to look at where money's being spent on what projects are gonna look at the roadmap and look at all that stuff. Hopefully they have the mindset that they can build something for the future because they're just gonna look at the sell up three to five years anyway. And let's hope it's not like either a monster or career builder scenario where literally they sell it off as pieces or they they just drain it so badly that it just doesn't have the kick that it used to. So hoping, hoping they do the right thing. They actually build a job site for the future. But I don't know, it's hard when PE comes in. Joel Cheesman (43:06.231) Joel Cheesman (43:17.59) Yeah, hope. Hope is not a strategy people. You can hope that they're going to, I love the press release growth and product development, improved user experience and enhanced AI. They don't give a fuck about any of that shit. Guys. Listen, listen, if you're, if you're an employee at, at Adventa, if you're an employee, re refresh the LinkedIn profile, go to, maybe go to your own job site and see what kind of opportunities are out there because, because hell is coming people. Chad (43:20.119) That's not. Chad (43:31.031) You Joel Cheesman (43:47.438) They're going to gut this thing. They're going to sell it for parts. going to, they're going to cut heads. Like we've seen this movie so many times in this space. So do yourself a favor. have nothing else to add in terms of what Chad said, except if you are employed by this organization, get the hell out, get the hell out. The sooner the better. Chad (43:56.173) Mm-mm. Lieven (44:09.282) except of course if you have some shares then wait until the private equity leaves and then you can greedily take some some droppings for the money Joel Cheesman (44:19.31) Spoken like a European. Do it for the money. Do it for the money. Chad (44:19.511) Yeah. Yeah, unless you go down the path that Monster did, obviously. Joel Cheesman (44:27.31) I'm sure my guess is if you're a shareholder, you're an ex, you're an executive. Like you probably have a golden parachute. I'm talking about the, the, the workers in the, in the trenches, like get the hell out. Cause you are an expense and they're going to get rid of you. Lieven (44:29.318) Bye. Chad (44:33.545) yeah. Lieven (44:38.704) Yeah. Chad (44:40.939) I think Monster is a cautionary tale, obviously. I mean, it's going down in real time now. We're watching it happen in real time. This is happening in fucking France and in all over countries all over the world, but in Europe, where usually there are protections in place and those protections are going are being blown while, you know, executives are making millions of dollars walking away. you know, unfortunately, the workers are not the ones who spent. Joel Cheesman (44:44.726) and CareerBuilder. Joel Cheesman (44:57.506) Hmm, yeah. Chad (45:10.369) decades working under a brand. That's gotta hurt. Joel Cheesman (45:16.536) Good point. Regulation could slow this thing down. I still say get the hell out. Lieven (45:16.975) Mm-hmm. Chad (45:19.703) Good. Yeah. Joel Cheesman (45:22.958) All right, let's go to tele performance. Unless, Leven, you have something to add to the. Lieven (45:23.813) Yeah. Lieven (45:28.006) No, no, but I was just thinking, I agree, they're going to carve it up and make the most out of it. But was I, I read somewhere that they had a valuation of 15 times the EBITDA. A multiple of 15. That's amazing. They paid a lot. But in fact, I'm very happy that finally something is moving again in the business because it's been very quiet for 18 months now. Joel Cheesman (45:31.63) Mm-hmm. Lieven (45:50.758) It's a good thing that people are starting to buy and sell again, like we are showing them how to do, buy or sell. No, it's interesting, but no more intelligent remarks. Joe, please go on. Joel Cheesman (45:56.248) Yeah. Joel Cheesman (46:03.086) I mean, it's like if you want to buy a job board in Spain, Infojobs is in play, trust me. Like make some calls, there's an opportunity. Chad (46:10.06) Yes. Lieven (46:10.604) Yeah, I'm sure. I'm sure. But do you believe, Joel, this is the time to buy job boards? I think things are moving away from job boards very fast. I wouldn't invest in one right now. Joel Cheesman (46:17.104) you- Joel Cheesman (46:22.446) Yes, but if you're private, look, the money made on CareerBuilder was insane. Cut expenses, off the pieces. mean, that was a good investment for the shareholders and the private equity. So I have to guess they're going to do the same thing. And when we look up after the wreckage, they're going to have made a ton of money for themselves and their investors. yeah, if your goal is to have a business for 20, 25 years, Lieven (46:34.309) Yeah. Lieven (46:42.789) Mm. Joel Cheesman (46:52.12) This ain't your thing. If it's like, let's, let's cut this thing up while there's still a business and there's still an opportunity to do that. That's what they're going to do. And I can't, I don't, I'm not an expert on the other pieces as well, but I have to think that real estate and cars and any kind of classified business is in a similar boat as jobs. So they're going to cut this thing up and sell real estate to whoever and sell this business to that. And they're going to make a ton of money for sure. This. Lieven (47:01.37) Yeah. Lieven (47:20.27) Yeah, but you have to find someone who's willing to pay. I think you can still... Joel Cheesman (47:22.776) Sure. There are businesses there that are worth money. mean, it may be monster 7 million, but after you've sold it off for parts, mean, it's story as old as time, man. Lieven (47:28.485) No. Joel Cheesman (47:38.978) Take a business that's making money, cut it, cut it to shit, sell it for parts. And when, when there's no money left, you light a match and you burn it down for the insurance money. Watch good fellas for the, for the strategy. We'll see. We'll see. Rica is going to make a call. You guys are going to get into the Spanish, job board business. I can feel it. I can feel it. Let's talk about, Paris based. You'll discuss it. Yeah. Lieven (47:39.014) We'll see. Lieven (47:50.63) We'll see. Okay. Chad (47:52.663) Teleperformance. Lieven (48:01.51) I'm sure we'll discuss it. Joel Cheesman (48:07.202) You will. There you go. There you go. Info jobs. All right. Let's talk about Paris based teleperformance, a global outsourcing firm with 11 billion us dollars in 2024 revenue. They've acquired agents only a Vancouver based staffing company, specializing in online workers for AI data annotation and customer service. Chad, your thoughts on the teleperformance deal. Chad (48:33.677) This is evolution. mean, Tele-Performance is pretty much a slaughterhouse for anybody who's in the customer service business, right? I mean, they're the outsource, one of the biggest, if not the biggest outsource for customer service companies in the world. It's being able to move that, much like we talk about Amazon moving to robots in the warehouses, being able to move to agents. to be able to slim headcount and to be able to actually slim headcount also push up your margins. It only makes sense. And so this is just basic evolution. see many sales companies doing this as well. So yeah, I mean, this is sign of the times, man. Talk about waves. is a huge wave and everybody's getting on this fucking wave. Joel Cheesman (49:31.628) Yeah, I was amazed at how much work and body manpower goes into annotation of AI data sets. Humans are really creating what's going on with AI. I mean, to me, this is like, let's buy a business that is human heavy, but has no really connection to these people. They're all freelancers. Let's get all the freelancers to train our AI models. Chad (49:56.717) Mm-hmm. Joel Cheesman (49:59.446) And then when we're done with the people, we can just close down shop and they have this incredibly profitable AI business with tons of people that have gone into to create this thing in the first place. So for me, this is, this is pretty interesting. think customer service being a people business has a limited lifespan and AI is going to do a lot of these jobs. And if these guys can create the infrastructure. through the people to create something that's incredibly valuable and they can scale it to other businesses. Like it's a potential gold mine and I think it's a really, really smart move by these guys. Lieven (50:39.782) I agree. I think it was buy, build or die and they bought. So I hope they bought the right thing. Joel Cheesman (50:46.83) Good point. Joel Cheesman (50:52.642) Good point. All right, let's go to a dad joke, shall we? Chad (50:57.307) Jesus. Joel Cheesman (51:01.752) Keeping with the French theme, everybody. What's the difference between a French woman and a basketball team? What's the difference between a French woman and a basketball team? Chad (51:14.349) I don't know that I wanna know. Joel Cheesman (51:16.832) A basketball team will shower after four periods. Lieven (51:22.822) Okay, there goes our last French listener. Chad (51:25.313) Yes. Joel Cheesman (51:26.606) They'll tune in for the chicken. We out. Chad (51:32.129) We out. Lieven (51:32.198) Cool. Cool. We out.

Kiss Cams, Randstad Cash Grabs & Creepy Jokes Maureen’s back—jet-lagged, moving, and still sharper than ZipRecruiter’s TV strategy. In this episode: 💋 Coldplay Kiss Cam Chaos:  HR affair caught on camera = internet meltdown = hiring boost? Yep. 💰 Ashby = Cashby:  $50M raised, 0 haters. Suspiciously impressive. 🪦 Monster + CareerBuilder sold for peanuts:  And Bold’s plan? Paywalls. 🇫🇷 Randstad & Apollo torch Monster.   🤖 AI to kill recruiting 🔗 Subscribe before Randstad charges you an “integrity fee.” PODCAST TRANSCRIPTION Joel Cheesman (00:37.07) Going off the rails on a crazy train. It's the Chad and Cheese Podcast, everybody. I'm your co-host, Joel, Quiet Cracker Cheesman. Chad (00:46.129) Chad "integrity fee" Sowash. Maureen Clough (00:49.579) And I'm Maureen, AKA Moe, crashing out Clough. Joel Cheesman (00:53.57) And on this episode, bold bids, recruiters bid farewell, and Ashby more like cashby. Am I right? Am I right? All right. Let's do this. Maureen Clough (01:01.421) hahahahah Chad (01:01.533) Huh? Huh? Huh? Huh? Huh? Chad (01:08.219) That's good. That means we don't have to do the dad joke after that one. Yeah. Joel Cheesman (01:08.238) That took me all night to come up with that one. That's It's the book, the book and dad jokes, cash B and you'll have to wait till the end for my official official dad joke. Maureen Clough (01:11.659) That was good, actually. I'm here for that. Hahaha Chad (01:18.269) Most important, Mo is back. She's a mess. She's already self-proclaimed. Well, you're getting ready to move. I mean, you should expect to be a mess, right? Maureen Clough (01:22.785) I'm a huge hot mess, it's true. Yeah, it's... And I'm also coming back from Europe, so there's this massive jet lag. And I was like, I just, you guys, the fact of the matter was I missed you so much. I was like, I'm gonna do it anyway. I'm gonna fight through it, I'm gonna push through it. I'm sorry for the listeners that have to endure this, but like, I really wanted to be back that badly that I was like, it's cool, we're gonna make it happen. So thanks for having me. I mean, despite the fact that it made me miss... Joel Cheesman (01:24.108) Messy Mo. Chad (01:32.359) There is that. Chad (01:46.077) How was the Disney cruise? How was the Disney cruise? Maureen Clough (01:51.307) Wreckfest UK, which was like very depressing. It was extraordinary. And for all of you who don't know this, Disney cruises are like the best parenting hack and vacation hack I've ever heard of in my life because they have, and I'm not kidding, they have kids camp from 9 a.m. to 12 a.m. And my kids were like, peace out mom. Yeah, exactly. And I was like, don't you wanna like hang out with me at some point? They're like, nah. Joel Cheesman (01:53.902) Mm-hmm. Chad (01:55.665) Good. Chad (02:12.797) Yeah Maureen Clough (02:16.555) I'm good. I'm going to the pool. I'm going to hang out with my friends. And they had like a gazillion camp counselors and stuff. And so you actually get to relax a vacation on a Disney cruise. So this was not sponsored by Disney, but by God come find me. We can do it. It was awesome. So cool. Yeah. Yeah. I'm getting the hell out of here. Chad (02:25.777) awesome. Joel Cheesman (02:29.71) All right. I have a question. You're, you're, you're moving. Is that what's going on? Well, are you, are you two viewers will appreciate this, but your, your room that you always record in is the same. You've got the Monet's and the Picasso's in the back. You might want to pack that shit up. If you're moving that might help. Chad (02:29.743) Excellent. Maureen Clough (02:42.657) Yeah. Yeah. yes. They're real. Mm-hmm. Yep. I know it's part of the brand. No, unfortunately it's not coming with me. So we're going to a small cabin and we're just getting the hell out of Dodge. We're going rural guys. We're getting out of the big city. We are so pumped. Chad (02:48.657) Hahaha Chad (02:58.877) Woo! Chad (03:02.22) She's prepping. She's a prepper. Joel Cheesman (03:02.328) So is this whoever buys this your place now gets a furnished apartment or furnished house? Ooh. Maureen Clough (03:07.209) Indeed they do. Indeed they do. We're renting it out. We're saying we're not keeping up with the Joneses anymore. We're going rural. We're getting out of the city. We're just, I'm so excited. I'm so excited for it. I'm like pumped. Chad (03:13.871) Amen. Yeah. Dude, I'm telling you right now, the slow down, the slow down for me has been magical. It's been fucking magical. So hopefully, same for you. Joel Cheesman (03:15.374) You're so bohemian. Maureen Clough (03:22.899) good. Maureen Clough (03:27.201) Fingers crossed, it might just be an escapist sort of dream, but we'll find out. No way to know unless you do it, so there we go. Joel Cheesman (03:30.326) It's, it's been an, it's, it's, it's been an emotional week. we said goodbye to Aussie, news across the wires. We're recording whole Kogan has, has passed away. And as you know, Chad, we, lost a dear friend in the industry, last week. And I know that you posted a video that just caught fire. I don't know how many views you can see it. can't, but it looks like it's, it's taken off and Chad (03:30.405) You Yeah, yeah. It is, it is. Yep. Chad (03:43.313) Wow. Yeah. Mm. Chad (03:55.777) dude, it exploded. And I mean, the people that reached out, I think was the coolest and reading and hearing the stories that they had about what Matt meant to them personally. That was what really was heartwarming for me. I mean, we asked Sergey to and the team to pull together a short video in remembrance of Matt. So if you haven't seen it, we're going to go ahead and we'll play it right here. Joel Cheesman (04:06.112) Mm-hmm. Yeah. Joel Cheesman (04:18.126) Video boy. Joel Cheesman (04:23.17) Yep, and if you missed it, this was a dear friend, Matt Lavery of the show UPS Chicago Southside Kid passed away and we put together this little this little video. Joel Cheesman (05:43.214) Hmm. Joel Cheesman (05:48.716) Rest in peace, Matt. Rest in peace. Chad (05:49.373) man. Joel Cheesman (05:53.294) Hope you and John Candy are enjoying an old 96er there in heaven with the Leos. Chad (05:53.467) Yeah, yeah, yeah. Chad (05:59.805) Yeah. Okay, give me the shout outs before I start fucking, I've turned into a fucking mess after I became a dad. Whoa, jeez. Maureen Clough (06:00.009) man, sounds like a great guy. Joel Cheesman (06:04.013) Ha ha ha! You are a mushy mushy mess. Maureen Clough (06:07.987) Yeah. Well, I didn't know him, but he sounds amazing. So, all right, let me save you. Let me save you with the thing that no one wants to talk about, but the whole world can't stop looking at. It's the Coldplay Gate. So, I mean, we are an HR podcast. We can't not talk about it, but let's just call it out. So obviously it's the video that broke the internet. Joel Cheesman (06:12.542) Save us, save us Moe. Pull us out of this. Chad (06:20.413) Jesus. Maureen Clough (06:31.575) Fair, fair, But it's like, mean, you cannot escape the memes. They're just like, circulating all over the net. It's just been an insane thing. So if somehow, someway you didn't know what happened, what happened was this couple got caught on the kiss cam at Coldplay's concert in Boston and they freaked the fuck out and like, literally ran and hid from the camera's view and everyone was cracking up because Chris Martin, Apple, or Apple, no, that's his daughter, right? Was that Gwyneth Paltrow, Chris, anyway. Chad (06:58.333) Yeah, I think so. Maureen Clough (06:59.095) Chris, I was like, where did that come from? See, I said hot mess today. I promise, I delivered. But so Chris Martin said out loud, wow, either these guys are having an affair or they're just really, really shy. And it turns out the affair part was right. So yeah, mm-hmm. And so. Joel Cheesman (07:03.182) It's alright. Chad (07:13.383) former. Maureen Clough (07:16.329) everybody just like descended into chaos and this video went completely viral because of their reaction. Like if they just stood there and smiled, no one would ever have heard a single thing about this. But unfortunately it was very clear. They weren't supposed to be seen together. So anyway, this sparked a lot of outrage. And I think the thing that I feel like hasn't been talked about enough is the reason for it. So it's not just that we're all assholes and we want to be like gossiping and watercooling and all that stuff. It's that. Joel Cheesman (07:41.39) Schadenfreude. Maureen Clough (07:42.829) Yes, it's that exactly. It's like we are so ready to see someone actually take the fall at the top because they seem to be setting these rules and then not abiding by them. It's like accountability. It only exists for people at the bottom and we're just like collectively fucking done with that. So I think unfortunately for them, like there are plenty of other corporate people who've done far worse than these guys have done with having this affair. But unfortunately for these two, Joel Cheesman (08:04.854) Mm-hmm. Maureen Clough (08:07.949) who I even heard from someone, six degrees of separation, someone who allegedly knows them, they're fully separated from their spouses, whatever, I don't know the full situation, but these guys are taking the heat because of all the bad corporate behavior. It's like the stuff about return to office at Starbucks, right? Everybody's gotta come back, but we've also been flying the brand new CEO from his house in California, two headquarters in Seattle on the private jet. There's kind of like the rules for the, but not for me stuff, and we're just, I think. Basically, as a society, we're just fucking done with it. And I think that's what that's all about. Chad (08:39.197) That's a great take. That's a great take. mean, because from my standpoint, it's like they're doing things outside, let them do their thing. But again, you're right. It's like different rules for different strokes for different folks. And that's bullshit. And a lot of people are sick of it. I totally get that. Maureen Clough (08:50.775) Right? Yeah. Yep. think that's a, the one other thing I'll say about it is I do feel like there's been a lot more heat reserved for the woman in this situation, which I so dislike because it feels like that's so frequently the case, right? So I'm super not into that. Chad (09:04.311) figure. Yes. Maureen Clough (09:08.429) And I just I feel for everybody involved because this really just sucks, right? You know, it's like it's blasted all over the internet for their families to see which just is like so painful if you can even imagine what that would be like and then for the whole company I mean, it's like so incredibly embarrassing. Although they did get a lot of PR I guess I guess everybody knows what astronomer is now Joel Cheesman (09:08.558) Mm-hmm. Joel Cheesman (09:17.198) Mm-hmm. Joel Cheesman (09:27.522) Which brings me to my take on this. They say there's no such thing as bad PR. And I think that's an interesting perspective. None of us knew about astronomer before this thing happened, I'm sure. And I was curious from a recruitment side of things. My hypothesis was, I wonder if they're getting more applicants than they were before. I wonder if more people want to work here than they did prior to this incident. So I went out to LinkedIn. Chad (09:46.13) Mm-hmm. Joel Cheesman (09:56.012) LinkedIn shows you the jobs. show you how many applicants have applied to a job. And I don't know anything about this business, LinkedIn does show you other companies that are similar to that. So in the companies that are similar, according to LinkedIn, Astronomer was getting two to three times more applicants on their jobs than their competition was. so see CEOs out there, if you're looking to juice the applicant flow, you might want to have an affair with the, with the head of HR. Maureen Clough (10:17.171) Okay, there you go. Get a side piece. my gosh. Yeah, it's really working for them. Really working for them. Joel Cheesman (10:25.462) and go to a mainstream concert. Just saying, just saying it's good for applicant flow, everybody. It's good for applicant flow. Chad (10:32.669) good for applicant flow. Jesus. I sure want those applicants. Maureen Clough (10:35.585) The other thing about that though, exactly, we wanna figure out who those people are. But like the other thing about all this is it also really highlighted the misinformation that's just like running rampant all over the internet, because there were so many things that got put out that were just false. Like the woman next to them who was laughing, everyone allegedly said that she was this woman at the company, a VP of people or something like that. That wasn't her. There was no one else from the company there. And I think because people thought it was a company sponsored event, at least I guess, did you guys think that when you saw it? I thought. Joel Cheesman (10:46.67) Mm-hmm. Joel Cheesman (10:58.936) Yeah. Chad (11:04.901) No. There are no way in hell that was a company sponsored event. Maureen Clough (11:05.279) maybe are they in a box or something? Maybe not. Maybe that was just me. Okay, I was like, wait, but because they said that girl next to them, that woman next to them was the head or the VP of people, that's what everyone was alleging, I thought that there were other people in the company, which made me even more incensed. Okay, yes, yes, never again, never again. I'm done. Fair. That's fair. Joel Cheesman (11:08.44) Yeah. Joel Cheesman (11:17.9) Yeah, people are trying to say that, yeah. Chad (11:21.765) Alright, let's get away from Coldplay now. Jesus Christ, I've already heard too much of Coldplay for the last week. Jesus, come on. Joel Cheesman (11:30.254) I mean, if you're going to have an affair, might as well be with the head HR because who are they going to report you to? Okay. My shout out. Speaking of candidate flow, ZipRecruiter is saved, Chad. ZipRecruiter, I don't know if you saw the headlines. Forget about the fact that their stock is down almost 35 % year to date. Forget the fact that their podcast, which is still running every week, only has 20 reviews celebrating a year. Chad (11:34.279) Joel, what's your shout out? That's great, yeah. Fuck. Jesus. Maureen Clough (11:37.133) He's done. Chad (11:47.674) Okay. Joel Cheesman (11:59.918) And only 20 reviews, only 10 reviews on Spotify. So it's not like the kids are into it and the old folks on Apple or not. No, zip recruiter has finally figured out that the key to success is going back to linear TV. I don't know if you saw this Chad, but Marcus Lamonis famous investor now has a show called the fixer. Where he helps company startups to fix their shit as the, as the name says, and he's partnered with zip recruiter to help these companies fix their shit. Maureen Clough (12:07.213) Ha Joel Cheesman (12:30.114) by using ZipRecruiter. That's right. What better solution than ZipRecruiter to fix your hiring woes. So here is a little tidbit from Marcus Limonis about his partnership with ZipRecruiter. Chad (12:59.911) Holy shit. Joel Cheesman (13:26.146) Boom, buy your ZipRecruiter stock today kids, cause this thing's going to the moon. Marcus Lamonis is in the house. Shout out to ZipRecruiter. Maureen Clough (13:28.877) Hahaha Maureen Clough (13:34.971) my god. Chad (13:35.407) I've used, I've used ZipRecruiter for bullshit. Bullshit. All right. Joel Cheesman (13:40.216) They've paid me a lot of money to say that they're awesome. And they are. That's right. That's right. Chad (13:43.493) Yeah, go fucking figure. yeah. My shout out is to integrity fees. Did you hear about integrity fees for tourist visas coming for tourists coming into the US? guys heard about this. Maureen Clough (13:44.68) Hahaha Joel Cheesman (13:57.227) no, sounds expensive. Maureen Clough (13:58.295) Are there any tourists coming to the US? Chad (14:01.149) Well, listen up, listen up. Apparently embedded into the big, beautiful turd. mean, Bill, now it's actually a turd. There's a provision that gives DHS the ability to charge fees on foreign visitors. And this from ABC News, quote, the new $250 visa integrity fee as defined in the legislation applies to travelers who are applying for non-immigrant visas to enter the U.S. Maureen Clough (14:08.845) Hahaha Joel Cheesman (14:22.072) Ouch. Chad (14:30.245) and cannot be waived." But if you're good, but if you're good, they might reimburse you, but don't hold your breath. I have no fucking clue. And you're not gonna get your money back, guys. Come on. I know it sounds like a cash grab for the US before 2026 World Cup in Summer Olympics, but this could literally kill tourism and hospitality in the industries, plus all the vendors that support them. Joel Cheesman (14:38.104) What does good mean? Maureen Clough (14:38.733) What's that? Yeah. Joel Cheesman (14:41.879) Okay. Maureen Clough (14:44.639) my gosh. No. Chad (15:00.029) plain stupid. Shout out to plain stupid legislation. Maureen Clough (15:06.273) That's like, God, don't we have enough going on? Seriously, you're gonna add that? Chad (15:12.315) I mean, we're already we're already fly over country now. mean, Canada is going to Mexico. They're not even stopping in the US anymore. I mean, it's just like, what else can we do to fuck over people anyway? Maureen Clough (15:15.188) Exactly. Maureen Clough (15:19.67) I'm scared. It's so bad, it's gonna have such cascading effects. Thanks for bringing the peace and light. yay, free shit. That's right, I get to do that today. Chad (15:25.669) Well, you know, it is. Joel Cheesman (15:27.406) Well, the good news is that they can they can sell their free shit from us if they need to to make up that extra extra money. And before we get to that, Mo real clear real quickly. Our shout outs are sponsored by our friends up North. Kiara that's text recruiting made simple and cost effective. Thanks Kiara. Not a free shit. Chad (15:42.171) Fiora. Chad (15:47.485) Kia Ora. Maureen Clough (15:50.763) All right, who here likes whiskey? I don't know. I think we know that. Who think we know that? So the tech talent experts over at VanHack are going to throw us some bourbon barrel aged, wait, did I just screw that up? Nope, yep, yep. Wow, see, I told you I'd bring the hot mess. I told you, okay. All right. my God, all right. So whiskey from Chicken Cock, coming to you by VanHack. Did I do that? Chad (15:53.305) me? Joel Cheesman (15:53.982) I do. I love the cock. Chad (16:08.797) Two bottles of whiskey. All good. Chad (16:20.071) There you go. Boom. See? See? It's beautiful. Joel Cheesman (16:20.6) There you go, there you go, there you go. Maureen Clough (16:20.993) There we go, there we go, all right. Boo's not your thing. If you listen to this show and booze isn't your thing, I'm very confused, but I love that for you. There is bourbon barrel aged syrup out there that people can get. Sign up for free stuff. Bob and Doug McKenzie over at Kiura are bringing that to you. Joel Cheesman (16:37.422) Nice. Maureen Clough (16:48.427) I just love the word hoser, it's fabulous. All right, who likes t-shirts? Everybody likes a t-shirt, right? Guess who's bringing them to us? Joel Cheesman (16:50.67) It is great. He's come back. Joel Cheesman (16:58.562) We are. Maureen Clough (16:58.593) The folks over at Aaron, those peeps with the red shoes, you've seen them all over the place at those tech conferences, right? T-shirts from Aaron. All right. And then, my gosh, you guys, we're back to alcohol already. Craft beer, craft beer, who wants craft beer? From Aspen Tech Labs. Sound good, sound good. And yeah, so we got a lot of free shit. You should probably sign up to get some. Chad (17:00.221) you Joel Cheesman (17:16.75) Mm-hmm. Chad (17:21.021) And if it's your birthday, huh? Huh? Huh? A little rum from Plum. Don't forget about them. But you can't get it. Let's go to ChadCheese.com slash free. ChadCheese.com slash free. That's right. Maureen Clough (17:27.437) The best one. Joel Cheesman (17:36.632) That's right, Chad. Some listeners are celebrating a birthday and man, are we getting a lot of fans for God's sakes. Here we go. Here's our list. Everybody. Dustin Carper, Jeremy bright, Drew Feld, Jim Schneider, Roy Marer, Joe Wilkie, Mary Lanahan, Sarah Berlin, Ashley Smith, Julia Levy, Leanne Pua, Damon Ashley, Ria Moss, Dez Prentice, Ryan foot, Jasek Krajewski, Jolene Schlaff, Daniel Flatla. Chad (17:43.293) you Joel Cheesman (18:03.446) Steven Reilert, Sir Richard Collins, Brian Chaney, Crystal Lay, Marron Hogan, and Serge Boutreaux, everybody. Happy birthday, happy birthday, everybody. That's a mouthful. That's one week of birthdays. Chad (18:13.693) Serj. Serj. Maureen Clough (18:15.393) Happy birthday! Chad (18:20.167) Topics, baby. Yeah. Joel Cheesman (18:25.966) Getting, getting a lot of getting a lot Chad. So much love for us. All right. Let's get into topics. Everybody some more red meat. If you like the red meat from last week, uh, Ashby, a seven year old San Francisco startup has raised $50 million in a series D round, doubling its valuation from its $30 million series C back in 2024 and bringing its total amount raised to $120 million. It's custom made. Chad (18:27.11) There you go. Chad (18:35.332) A Maureen Clough (18:45.005) I'm bad. Joel Cheesman (18:55.31) customer base grew from 1300 to over 2,700 in the past year with a 135 % ARR increase serving clients like OpenAI, Shopify and Snowflake. The funds will enhance AI capabilities, product development and customer success. course, Chad, Ashby, Cashby, whatever you want to call it. What are your thoughts on this raise? Maureen Clough (19:17.185) You Chad (19:20.925) Let's be very clear kids, we hear shit about applicant tracking systems all the time. My applicant tracking system won't do this, my applicant tracking system won't do that. It took six months to finalize the implementation of a point solution into my ATS. The funny thing is, I've never heard an Ashby customer say anything bad about them. And I'm not shitting you. And in a segment where all we hear is bitching and moaning, right? So it's pretty damned refreshing. Maureen Clough (19:42.573) Hey. Maureen Clough (19:49.13) you Chad (19:50.887) to hear companies that are more satisfied with a company like Ashby. Joel Cheesman (19:54.818) You don't hear bad things, but do you hear good things? Okay, all right. Chad (19:57.561) yeah, I've heard really good things about being able to work with them, implementations, those types of things. And again, you start going to these conferences and you hear things and then you dig a little bit deeper because you know it can't all be sunshine, fucking rainbows and unicorns. so far it's all I got. But Aspie, as you said, has doubled their customer base in the last year, increased number of interviews scheduled in Aspie by 170%, which... Maureen Clough (20:17.165) Hahaha Chad (20:27.099) really means nothing. We need a baseline guy. So marketing, if you want to give real numbers with a baseline, that would be great. And again, their revenues are up 135%. It's fucking awesome. And they've barely touched their series C from last year. So the big question, you are doing so well. You've got a great pace. You're not even hitting or, you know, hitting the cash from the last time last year. Why? Why more money, especially this time when you know that it's not a great time to raise money and then also dilution? Why do that to yourself? Joel Cheesman (21:05.358) Well, let's check in on the executive team, is, out on a yacht somewhere. Let's see what. they're a little busy, Chad. I don't know if they have time for our questions. we've been through this Chad. People hate their ATS is they're looking for the next, you know, hot chick in the bar. They went from ISIMs to smart recruiters to greenhouse to lever. Chad (21:09.745) Boats and hoes. Maureen Clough (21:10.989) You Chad (21:28.796) Yeah. Joel Cheesman (21:30.324) Ashby now is the hot babe at the bar that all the air ones like, shit. Who is that? Leaving their like leaving their current ATS for the hot new thing. Now time will tell if Ashby retains its hotness and can keep it going. but so far so good. So looking at some head count numbers, Ashby has grown their head count 195 % in the last two years. smart recruiters in comparison is up 14%. Maureen Clough (21:58.185) lot. Joel Cheesman (22:00.534) And iSIMS is down 8 % over the last two years. Ashby only has about 300 employees compared to smart recruiters at 720 and iSIMS at 1218. Greenhouse also not nearly as much growth in the last year, 8 % of headcount. They have about 876 employees. In summary, Greenhouse is doing a whole lot with pretty, very few. Chad (22:20.157) Mm. Joel Cheesman (22:29.166) and it's working for them really, really Ashby is sorry. Who did I say? Anyway, so many ATSs, no, what, what they're doing, is working. mean, they're going to spend a ton of money on, salespeople, try to grow this thing out. and they're just, they're doing really, really well. I think that two things that I found interesting in the news, aside from the money is number one, they're adding features that should make a lot of startups shit their pants. they're launching, they're launching a note taker product. Chad (22:31.227) You mean Ashby? greenhouse, it's okay. Chad (22:56.231) Note taker. Joel Cheesman (22:58.988) which if you're bright, hire Metaview, hone it, et cetera, should make you a little bit nervous. If you're a competitor to Ashby, you might want to think about an acquisition of some of those, some of those companies. And the other thing is they've really apparently, kind of figured out the user group customer thing. they have what would equate to local meetups. in fact, they have one, near you Mo in Seattle where customers come and they get, they, I'm sure they get free food and drinks. I'm sure they get a little education. I'm sure they can ask questions. Maureen Clough (23:22.092) Hey, hey. Maureen Clough (23:25.869) People like that. Yeah. Joel Cheesman (23:28.974) But, but that community feel, you know, a lot, a lot of people can't afford to go to HR tech every year or go to like a national or global conference. So these local conferences people love and these companies leverage it smartly are doing very well. And apparently Ashby is taking advantage of that. So everything working for them. The money thing I agree, Chad money's expensive, but they see an opportunity to grow and, they're taking it. So this has been fun to watch. They're in 21 countries. Chad (23:29.414) edumacation. Maureen Clough (23:34.636) Right. Maureen Clough (23:43.533) That's a really good point. Maureen Clough (23:51.597) You Joel Cheesman (23:58.67) they're only in pretty much North America and EMA, EMEA right now. they're coming to Europe. They're coming everywhere. So, so get ready world. Chad (23:58.855) Yeah. Chad (24:08.625) They call it a Mia. Joel Cheesman (24:10.848) Amiya, Amiya, I don't even know her. Amiya. E-M-E-A. Chad (24:11.933) That's good. Okay. Okay. Okay. Yeah. I mean, 50 million, especially in the space that we are right now, we've, we've heard and seen, smart recruiters go over really a facelift with Winston, right? So I guess you almost have to wonder if they're trying to like, they're trying to focus on building reserves and, what the next build or what the next pivot looks like before they turn into legacy tech, right? Maureen Clough (24:16.901) my god. Chad (24:41.885) They've been around for what, seven, eight years? I mean, tech is moving fast. Maureen Clough (24:41.901) Mm. Joel Cheesman (24:47.084) I mean, one of these companies got to go public soon. Like, I mean, we can gush about Ashby, but there's no track record of ATS is like going public and crushing it and making a lot of money. history says this isn't going to be a thing, but there's a first time for everything. So we'll see. Chad (24:52.401) Not this year. Chad (25:04.029) Cool. Maureen Clough (25:04.459) I'm just happy to hear a company that everybody likes out there these days. It's awesome. Don't hear much of that, I feel. If you dig. Joel Cheesman (25:07.566) We could find some people, I'm sure. We could find a few people. Chad (25:12.283) Yeah, it's really weird because you can go to a conference and people will talk shit about just about any company that's out there, even if they're having a good experience, they're going to have some shit to talk. I just haven't been able to find anybody to talk shit about Ashby. So good for those guys. I that's fucking awesome. Maureen Clough (25:20.586) Mm-hmm. Maureen Clough (25:28.205) Well, it's really awesome. I've got a buddy who works over there. He's also a podcaster, Shannon Ogborn. She loves it. She just thinks it's the best. yeah. Hey, hey. Good to be. Joel Cheesman (25:30.059) Yeah. Chad (25:34.981) Mm-hmm. There you go. Joel Cheesman (25:39.118) There you go. You can send those purple Nikes to me and I'll distribute them accordingly. Ashby, if you're listening. Sorry, I'm such a whore. All right, I didn't see this one coming. Forget the JobGet news. There's a different buyer for Monster. Bold Holdings won a $28.4 million bid for CareerBuilder and Monster's job board assets, beating JobGet's $27 million offer. Maureen Clough (25:43.785) Hahaha Chad (25:50.631) Not your whore. Joel Cheesman (26:08.758) they'll retain 350 plus employees as part of the deal. Valnet us acquired monster media assets for 27.3 million and Cheryl Lubinsky, Eddie net bought, the government assets for 13 million, no bids for the international business chat. So I say we just buy it. Let's just get some buddies and do it. court approval is set for, July 24th, is this week, Ron's dot disputes. Chad (26:33.009) think they just moved it back. Joel Cheesman (26:34.604) Run start dispute, 789,000 cure payments claiming $1.2 million owed. Bold led by X monster execs runs my perfect resume and flex jobs among others. Chad, your thoughts on this bold move by bold. Chad (26:52.061) But we talked about the bidding starting at 7 million and thinking, what the fuck? mean, Monster just in itself and how much it was worth. And then you have Career Builder. mean, the number one and number two, and they were one and two flipping back and forth for years. And the bidding started at $7 million just for those very key assets, by the way. Good Domains, SEO Juice is awesome. They do have obviously slumping Joel Cheesman (26:56.865) Yeah. Chad (27:21.189) revenues. Here's my biggest problem with bold getting those domains and the SEO juice. I've checked out some of the products like Flexjobs, which is probably the most well known. It has mandatory registration. And if that wasn't bad enough, you hit a paywall to actually have to see the full job descriptions and apply for a Yes. Joel Cheesman (27:31.79) Mm-hmm. Joel Cheesman (27:35.438) Yeah, for sure. Joel Cheesman (27:43.566) Come on, man Maureen Clough (27:45.641) my gosh, are you serious? That's ridiculous. Chad (27:49.917) Yes. the and that's and that's pretty much how all their models are. Right. These are job seeker monetization models. So these types of models to me are incredibly predatory. Right. And I hate to see what could happen if bold can actually squeeze some Google juice out of those domains, brand recognition and then start preying on job seekers. I'm not a fan of it. Is it allowed? Yes. Does it make it right? Fuck you. Right. Maureen Clough (27:58.445) Gross. Maureen Clough (28:02.153) Yeah, no kidding. Maureen Clough (28:13.335) Yeah. ew. Yeah. Chad (28:19.485) But let's see, let's see what they do with these properties. But I really wish JobGit would have walked away with this deal to be quite frank. Joel Cheesman (28:23.672) Mm-hmm. Joel Cheesman (28:27.98) Mm-hmm. So you may remember, I mentioned Chad in one of my comments on this was that I didn't, thought someone had leaked the job get acquisition and that they did that in order to get more money or get more bidders for the business, which appears like it may have, may have been the case. it also appears to be the case that someone may have tipped off bold. Remember there are two, two monster execs on this team. Somebody may have leaked how much the, Chad (28:56.146) Mm. Joel Cheesman (28:58.488) job get bid was because it's really close. It's about a million more. I mean, is, is that a coincidence? I don't know, but it wouldn't surprise me if someone called bold and said, if you want to get this done, it's gotta be over 28. Cause I think job get job gets Maureen Clough (29:11.091) Just little up. Chad (29:13.661) Well, was an auction. It was an auction so they could see what was happening. think the thing that actually pushed it over in looking at the actual bids was that Bold said they would take the 350 employees. And that wasn't something that I think JobGet wanted to do. Yeah, think so. So there was more than just the money, but the money was obviously good too. Joel Cheesman (29:18.284) Yeah, okay. Joel Cheesman (29:29.009) okay. Maureen Clough (29:31.005) Okay. Joel Cheesman (29:36.3) Yeah. Good insight. Good insight. So I'd never heard of bold really. bold is just a holding company for all these job boards. Some of the, some I've heard of, bold.pro is apparently a LinkedIn killer and we haven't talked about that yet. but they've been around a while. Bold.com is a great URL. mean, I can't believe it's just a holding company. it's kind of like DHI with, with dice and clearance jobs. but anyway, they're, doing nothing basically with a really good URL. Maureen Clough (29:41.345) I hadn't either. Chad (29:48.157) No. Maureen Clough (29:49.558) Wow. Chad (29:53.724) It is. Maureen Clough (29:54.176) Sure is. Joel Cheesman (30:04.302) So I'm not sure they're going to do anything with monster now that they, now that they own it. But the, the recipe seems to be bringing these job boards, create efficiencies. It's probably one accounting department for all of them. It's probably one sales team for all of them. And they cross post and la la la, and they're, they're thinking that they can make this thing work. Now, my guess is the whole monster, a former executive thing. When these guys are at monster, they probably went to lunch. They probably had conversations about, man, if we ran the show. Maureen Clough (30:06.263) What a mess. Chad (30:13.085) Mm-hmm. Joel Cheesman (30:32.076) What would we do differently? How would we make monster a monster again? And that probably got into the, the, case of bidding for this thing. have delusions of brand or they can bring monster back to what it was. We'll see what happens. but yeah, this is it's they're just, they're just passing around. you know, everyone's sloppy seconds on this one. I think, it'll, it'll fade away. Monster will fade away with the others. anyway. Maureen Clough (30:42.637) It ain't coming back. Chad (30:47.101) it. Chad (30:54.267) thirds. Joel Cheesman (30:58.926) It'll be just like flex jobs. You'll go to monster. There'll be a paywall. They'll have, you know, unique jobs and only you can find unique content. that you can find. interestingly, bold has, their head count has been pretty much sideways for a long time, but they've just recently, added business development people to the tune of a 400 % increase over the last six months. So it certainly looks like they're going to have an, army of salespeople start. Chad (30:59.463) Yeah. Chad (31:14.962) Mm-hmm. Maureen Clough (31:22.647) Biz dev people? Is that like... Joel Cheesman (31:27.072) stop bombarding. So get ready for the calls people. You're going to start getting the calls for the Monster Crew Builder job posting deal coming soon to you. Maureen Clough (31:30.444) us. I'm laughing, I'm laughing because BD is so often a euphemism for sales and yet again there you go. BD people coming on in, alright. Okay, just call it sales. Come on. Joel Cheesman (31:46.766) Alright guys, let's take a quick break and get to some more red meat. I know Chad has been foaming at the mouth, ready to talk about Ronstadt France. Chad (31:52.573) Oof. Joel Cheesman (31:58.99) All right, Chad, I'll set this up and let you run because I know you've done a lot of homework on this, but Monster France announced its closure in Europe this week, impacting 200 plus employees as shareholders of Randstad own 49 % of the company and Apollo owns 51%. They withdrew funding for the post 2024 CareerBuilder joint venture, despite a 2016 Randstad acquisition and a 2027 employee support agreement. No severance or reclassification has been offered with public funds covering costs. Ronstadt denies responsibility citing minority ownership status at 49 % while executives received $1.2 million in bonuses and 5 million euros in bonuses back in 2024. Employees demand ethical accountability criticizing the use of public funds and a lack of support. Chad, you've been reading up on this and have an opinion. What you got? Chad (32:56.477) So this is, there is so much. fucking around on this one and who got fucked on this? And there were so many that my brain was scrambled this morning. I had to break it up into three sections. So the first section, we're just going to talk about the employees in one chain. but first let's talk about Ronstadt, who actually came out yesterday touting, reporting revenue of $5.8 billion last quarter. Quarter. Maureen Clough (33:22.349) Joel Cheesman (33:30.744) Mm-hmm. Chad (33:30.767) underlying EBITDA of 171 million euros and EBITDA margin of 3%. So it sounds great, right? Yeah, well, that's amazing if you're a stockholder, but how is Ronstadt treating their actual workers? Like, know, Monster employees that have worked for Monster for decades in some respect. Some of my friends have been there for 20 years. Joel Cheesman (33:53.934) Mm-hmm. Chad (33:55.805) And not just in the US, but as you had said, Joel, all over the world and even in France. So this lovely lady over at the job board doctor, she's the sexiest doctor ever. She wrote an article and the quote, in documents reviewed by the job board doctor team effective June 22nd, 2025, Monster dramatically rewrote its terms of separation just days before slashing sales and marketing. Maureen Clough (34:06.669) you Chad (34:25.501) positions in multiple locations. So just before they got ready to do a mass layoff, this is what their change was. The old version prior to June, June, 2022 or 22, 22nd, uh, one and a half weeks base pay per year of service, right? And the minimum was two weeks maximum was 16 weeks. Okay. So you got 16 weeks if you were there and that was the max. Joel Cheesman (34:52.11) Mm-hmm. Mm-hmm. Chad (34:53.181) New improved, let's fuck our employees version, two weeks base pay period. That's all you get. Doesn't matter if you were there for 20 years, doesn't matter if you're there for one year, everybody got the same. So like, think about this listener. If you make $2,000 per week with the old policy, that'd be $32,000. And then the new policy is 4,000. Right? That many weeks. 16 weeks versus Maureen Clough (35:03.917) Yeah. Maureen Clough (35:20.173) It's not okay. Not, not okay. Chad (35:23.057) versus two weeks, right? That's a $28,000 difference. How would you like losing that amount of cash, right? Not just for you, but also for your family, right? And that's what they're going through. Just let that sink in. $28,000 lost because the company knows it's going to lay you and many others off in the next couple of days. Maureen Clough (35:26.869) ridiculous. Joel Cheesman (35:34.562) Mm-hmm. Maureen Clough (35:48.148) disgusting. Chad (35:48.987) That's the first segment. I'll let you guys marinate and talk that through before we get to the next segment. Maureen Clough (35:54.295) doing something to my body, doing something to my body hearing about this. So I'm bracing myself. Joel Cheesman (36:01.646) You know, this sounded very non-French, because Europe is very Maureen Clough (36:06.291) Hahaha! Chad (36:08.315) Well, this is, mean, this, is mainly this part right here is mainly on the US side. The French stuff in some cases is even fucking worse. Yes. Maureen Clough (36:15.649) That tracks. my god. Joel Cheesman (36:16.78) Right. So they basically engineered an ownership, set up where 49 % means you're off the hook for all of this shit, from public funding to treating employees like this, they've engineered it to where they can lay it on Apollo, us company. It's not our fault. and I'd say a lot of people aren't falling for the banana and the tailpipe. I would, does Maureen Clough (36:41.069) Thanks. Joel Cheesman (36:43.81) how the French government doesn't get involved in this in some way, would be kind of surprising to me. but this is so hard because our, our industry is about people. Our whole thing is treat people well retention. like that's what we preached all, all of our businesses, all of our customers. Like we, we repeat that in our sleep and then we do shit like this. Maureen Clough (37:02.635) huh. Joel Cheesman (37:11.714) and it makes us look like assholes. It's awful for everybody. I know it's sort of like, well, it sucks to be them, but this bleeds into everything. We're supposed to be the people business. We're supposed to be the take care of ourselves and everybody amongst us. And we fall flat every week and it just pisses me off. Maureen Clough (37:19.659) Yep. Maureen Clough (37:23.799) Mm-hmm. Chad (37:28.295) Yeah, yeah. Yeah, I get it. Okay, let's go ahead and dive into the next one, because that wasn't bad enough. Meanwhile, how did Ronstadt treat monsters abroad? So here's a comment from Xavier Hamlin on Ronstadt's new numbers announcement. He actually made this comment on LinkedIn. There's something deeply indecent, Mr. Sander Van Schnoodle. Maureen Clough (37:28.951) beautifully put. Yeah, I share your ire. Chad (37:56.829) I don't know how to say his last name and I don't give a fuck. He's the CEO of Ronstadt about posting this kind of publication talking about the amount of money that they're making while hundreds of employees across Europe are being brutally laid off without recognition, without real support and not even a word. Yes, your numbers are solid. Yes, your EBITDA meets expectations, but at what cost? At the cost of brutal disengagement of a rushed liquidation of teams. Maureen Clough (38:06.113) grotesque. Chad (38:26.525) who have been committed for 10, 15, sometimes 20 years. Monster Monster France was a compass in the HR ecosystem at one time. A company that stood for much more than figures. You believed it, you brought us in, then sold us. And now it's a dry shutdown without regard. It's great to have the best team in the industry, but such a team deserves to be treated that way in the end. And we also have a... Video from the take Matteo Niccolo, who is the director or was a director of international EU sales at Monster. This is what Matteo had to say. Joel Cheesman (41:02.254) Was he at the Louvre? That looked like a nice location. To be mad. Chad (41:02.813) Thanks, Matteo. What is? Maureen Clough (41:07.499) Nice setup. Chad (41:08.605) What is legal is not always right. Maureen Clough (41:12.557) I loved that. That was a good mic drop. Chad (41:15.089) Yeah, yeah. Well, I mean, and also talking about how, you know, French taxpayers are going to be holding the bag. This is corporate welfare that we see in the US all the time. It's one of those bailout situations when you knew when you knew that you were going to run out of money. the next piece and the last piece, kids, in my dissection of all this fucking shit that's happening is what about the vendor community? Right. Maureen Clough (41:21.613) It's insane. Mm-hmm. Joel Cheesman (41:42.254) Mm-hmm. Chad (41:44.881) companies that provide resources and services that probably won't get paid millions of dollars back. Monster and CareerBuilder ran up bills they knew they couldn't pay. And here's a quick timeline of one vendor that I talked to this morning. On May 22nd, email out to the vendor actually emailed to Monster looking for more insights, specifically whether it was having issues paying its invoices. Maureen Clough (41:45.773) Good point. Chad (42:12.743) due to merging overhead or deeper financial concerns. Monster came back, confirmed that everything was fine, they'll provide more clarity. They came back with more clarity saying that they'll get the oldest invoices and this is in May, December invoices, February invoices, right? So they're in the rears, not in a good way. And May 23rd, Monster provided an update. to the oldest invoices and said that the other invoices would be paid in June. So this is late May and nearly a month later there in Chapter 11 bankruptcy reorganization, right? They wrote checks their asses couldn't pay. Now you'll notice during this entire block, Matteo mentioned it, but I haven't mentioned Apollo because Apollo is a PE firm that sucks companies dry from every industry, but Ronstadt, Joel Cheesman (42:51.97) Mm-hmm. Maureen Clough (42:56.237) Nice. Maureen Clough (43:08.065) what PE does best. Chad (43:09.469) Yeah, Ronstadt, they're a leader in our industry and they chose to fuck over taxpayers, vendors, employees all over the globe to the tune of hundreds of millions of dollars. And until we see a CEO like Mr. Sander van der Schnoodle or Jeff Furman in an orange jumpsuit, the hardworking people of this world will continue to get proper fuck. Hopefully monster and crew builder employees will continue sharing information and stories out there and get louder. That this all dies in the dark. So we got to make fucking noise. Maureen Clough (43:46.285) Yeah, it's really true. a mess. Such a mess. Joel Cheesman (43:54.808) Look, Ransard has an army of lawyers. They knew what they were doing. They knew that they would probably be cleared if it does, if there's a lawsuit, they'll probably drown in paper. If you want change, if you're a Ronstadt customer, if you're a vendor, employee of. Shareholder, you know, money talks, you know, go somewhere else, take your business elsewhere, sell your stock and buy something else. Like that's really the only, ammunition I think we have to make change. Yeah. Chad (44:02.642) yeah. Maureen Clough (44:04.025) Yep. Maureen Clough (44:17.452) Yeah. Maureen Clough (44:22.273) the only way. Joel Cheesman (44:24.226) Be a pain in the ass if you're a RyanStack customer and ask why in the hell did this happen? Why did this happen? Maureen Clough (44:26.485) entirely accurate. Chad (44:29.403) I think the French, I think, we might see and hoping that we might see the French government do something because if any government's gonna do something, it will be the French government. Maureen Clough (44:40.269) Touché. We'll see. It's true. Joel Cheesman (44:40.354) Yeah, you should. I'm sure Ronstadt carries a lot of weight in that in France and has a lot of money and friends in government. So, but they have French, they have French that are working for them. I'm sure guys, we're going to take a quick break, take a quick break and come back. If you haven't subscribed to our show audio video version on YouTube, leave us a review, subscribe, share our shit. It's good stuff. We'll be right back. Chad (44:41.191) Yeah. Chad (44:46.813) They're not French. They're not French. They're Dutch. Maureen Clough (44:57.034) That's rather Dutch. Chad (45:02.095) All of it. Joel Cheesman (45:11.438) Stop me if you've heard this one before guys, perplexity CEO, our event, Strava, service, predicts AI agents in their comet browser, which I don't know who uses that, will automate recruiter and executive assistant jobs, handling tasks like candidate sourcing, email outreach and scheduling with just, just one prompt. Chad (45:13.533) You Maureen Clough (45:26.005) What is that? Joel Cheesman (45:37.026) He expects full automation within six to 12 months, turning browsers into OS like systems. While he sees this freeing time for leisure, it risks displacing many white collar workers. The end of recruitment, Chad. Again, your thoughts. Chad (45:56.007) Yeah, mean, Comet is being tested right now. It is supposed to be something that's going to take Google or Google Chrome out. It's built on Chromium. So I don't know, maybe they could just be shut down, even though it's, yeah. But let's talk about the process first, because I think it's one of those things where we've got to focus on orchestrating workflows and tasks, because that's Joel Cheesman (46:09.548) Apple acquisition coming. Apple acquisition. Chad (46:24.145) what a recruiter does, right? That's what anybody does. They have their own set of tasks that they have to complete to be able to actually get your job done. the first one, the rec opens. Hiring manager uses market research tools to set requirements. How do you do that? Some companies are actually doing this now. They take a look at the actual requirements that they're putting on their job and they're setting that against the actual internal database system that they have to see what it looks like and if it's way too many candidates, if they can actually put more requirements in or actually adjust, right? And then they can also do that against external candidate databases. So you can see what the ecosystem looks like instead of posting a job, waiting 45 days and asking the recruiter why the fuck this isn't done yet, right? So you can get a better gauge of that. Hiring managers can right out of the gate. Job is posted then internally. Candidates are invited from the ATS and the CRM to those databases to actually apply, right? You don't need a recruiter to do that. The threshold is either met. If it is met, then it goes to the next stage, meaning I know that I need 10 candidates to fill this one position or 30 candidates to fill this one position. If that threshold is made, you're good. If not, then you go external and you start posting or doing programmatic external. until you actually meet that threshold. Testing and simulations are knockout rounds. And then it's interview on demand. The whole interview scheduling, this is my prediction, in the next year, interview scheduling is gonna go away. 18 months, it's gonna go away. As soon as you are ready, you've passed the screening, you're gonna get an instant interview. Whether it's audio, whether it's audio video, it's gonna happen. So everything works within the system and nobody gets swallowed into the black hole. It's gonna be a better candidate experience and yet you're gonna have humans, not as many, on the outside that are there to give white glove service to anybody who needs it. So I get what he's talking about. I don't know if it's gonna happen in the comet browser, but I can definitely see it with the agents and orchestration that's Joel Cheesman (48:33.742) Mm-hmm. Maureen Clough (48:43.757) My favorite. Joel Cheesman (48:47.21) So the whole tech CEO beating their chest around no more people. At some point, it's going to have to happen. Otherwise, it's just beating our chest for the sake of beating our chest and hopefully getting headlines. Now to Chad's point, there are fewer recruiters. Fact. I talked to Jamie at RecFest. I was like, hey, man, everyone's talking about the end of recruiting and recession and bad. Like what's going on? What are you seeing on your end? And his comment was pretty prescient. said, the company wise, have the same companies and more attending, but they're, they're all bringing fewer people. So in the past where they might've brought 25, 20, they're bringing a dozen. So like there are still recruiters, but it's inevitable that there are fewer now. does it end it in like, does it, is it, does there really an end to this? I don't know. Chad (49:26.717) Mm. Joel Cheesman (49:46.295) There was a really interesting interview, Mark Benioff, CEO of Salesforce was on Bloomberg, had some really interesting things to say about automation. Check this out. Chad (50:33.311) You know. Chad (50:51.805) Yeah. Maureen Clough (50:52.141) Excellent question, Emily. Joel Cheesman (50:54.348) I hope so. Maureen Clough (50:59.361) Gosh, do you guys buy that? Joel Cheesman (51:00.302) So I said before that, that, mean, I'm torn on whether this is the end or not, but I am convinced that tech believes it is and tech will drag us kicking and screaming to at least try this non-human thing. that's those 30 or 50 % of the work at Salesforce now is automated. that, that matters. And that's fewer people. That's fewer people. Chad (51:00.668) Yeah. Chad (51:10.283) yeah. Maureen Clough (51:21.517) I don't know that I buy it. I don't know that I buy it. I think that that guy is trying to look like the man and he's trying, you know, this whole industry is pushing AI so freaking hard and that's their agenda, right? They all want to make more money. They all want to look like the darling. So I'm not sure I buy it. I think that a lot of it's just hype. And so I don't a hundred percent agree that that's what's actually happening. It's what he wants to happen, right? Like they're all saying things like it'll replace even me to see it. Come on. Chad (51:32.701) Mm-hmm. Maureen Clough (51:48.493) Seriously, we've already seen this happen where people continually say they're letting people go for AI because of AI doing work and being more productive. And then they claw them back. I think it was Klarna who let people go and then brought them back. And so I just, don't know. I think you have to think about the motives of these companies and the people who are saying these things and where they've invested their dollars and the shares they own and all of that. It's like, I'm not sure that I buy it. Joel Cheesman (52:00.536) Mm-hmm. Chad (52:14.013) So, mean, give one instance with GM when we talked to Eileen when she was over at GM. They had over 100 people doing one job, one task, and that was interview scheduling. And it was, I think it was 100, I think it was around 100. Yeah, it was a lot. Let's just say it was a lot. Paradox took it over. And next thing you know, Maureen Clough (52:17.933) You Joel Cheesman (52:28.238) 200 people? I was, oh, I thought it was more than that. Anyway. Chad (52:42.641) they were able to redistribute those people to different jobs, right? But the thing is, it's all about task orientation and orchestration. If you can actually have that agent or whatever you want to call it do the really pain in the ass work of scheduling and then hand off to whatever next agent is or even the human, then yeah, there's no reason, but we're seeing it happen already. Maureen Clough (52:47.671) There you go. Maureen Clough (53:03.116) Right. Chad (53:11.857) The question is, how far can it go? And I believe if you break it down into tasks for these agents and you can orchestrate them correctly, then it's just gonna hand one off to another agent, to a human, to an agent, and away you go. So I believe what he's saying, I don't know about 30 % right now. I mean, that's pretty awesome. Joel Cheesman (53:30.69) Mm-hmm. Maureen Clough (53:31.405) I'm not buying it. Yeah. I mean, that would be incredible. But I think that we also are failing to recognize like, so recruitment might shift. Like you said, like it's going to push people into new jobs. going to automate the painful shit that no one wants to do anyway and give them new jobs. And I don't see how that's necessarily different from past, you know, digital revolutions or, you know, people digitalizing their organizations. Like a lot of people freaked out about automation and Joel Cheesman (53:34.689) What? Chad (53:41.72) Mm-hmm. Chad (53:52.35) yeah. Maureen Clough (53:57.259) they still have jobs, they just have different jobs. So, I mean, I think there might be like a very painful contraction period where we're all kind of sorting this out and figuring out where people should go and what they should do and what the machines can actually reliably do and how many humans you do need in the loop and all that good stuff. But like, it's not, I just don't buy this happening right now. And I just hope that we can, I hope that I might be Pollyanna here, but I'm like, I really hope that we can eventually see all these changes funnel into new jobs we haven't even conceived of yet, right? So hopefully that's where it will go. Chad (54:26.077) We need taxes and UBI. We need AI taxes and UBI. Fast. Very fast. Maureen Clough (54:28.577) Yeah, I would like that. Yeah, and ethics, regulation, ethics, all the things, bring them. Chad (54:34.706) Yes. Joel Cheesman (54:34.85) Mo is not falling for the banana in the tailpipe. And speaking of bananas, guys, are you ready for this week's dad joke? Chad (54:39.101) It's not. Maureen Clough (54:39.403) I just don't buy it. Chad (54:42.013) Jesus. Joel Cheesman (54:46.092) What's the difference between a refrigerator and a butthole? What's the difference between a refrigerator and a butthole? Maureen Clough (54:51.3) boy. Chad (54:55.515) you only get into one of them. Joel Cheesman (54:59.21) A fridge doesn't fart when you pull the meat out. Maureen Clough (55:03.144) dear god. Joel Cheesman (55:06.99) Go back to moving, Mo. We out. Maureen Clough (55:08.493) Bye. Bad. Bad. Bad. Chad (55:09.127) That is creepy uncle joke. That's not dad jokes. Chad (55:19.495) We out.

Live from UNLEASH America, we're talking talent turbulence with Steve Bartel, CEO of Gem, and Alla Mezhvinsky, VP of Talent & Workplace at Glean—and let’s just say, this ain’t your standard LinkedIn thought leadership fluff. 👀 Steve shares how he scored Gem.com  (hint: it involves bold moves, not fairy dust).🎢 Then we dive into the real rollercoaster: AI automation vs. TA burnout Resume spam that reads like ChatGPT gone rogue Deepfakes, ghost candidates, and tech stacks that need therapy Transparency that doesn’t suck 💰 Shrinking budgets, shifting tariffs, and clients who want it all yesterday? Yeah, we go there. We wrap with the big Qs: Is your tech stack helping—or just hemorrhaging cash? Are you building a hiring machine or just duct-taping broken processes? If you’re into real talk, smart guests, and a future where data doesn’t just sit there looking pretty—hit play. PODCAST TRANSCRIPTION 0:00:00.4 Alla Mezhvinsky: So you have to find the tools that make the process more. It's not that you're changing the workflows, it's that you're finding different ways to get to that same step, right? So for example, sourcing. We posted a role at one of the companies, 14,000 applicants over one week. 0:00:16.8 Chad Sowash: How many? 0:00:17.4 Alla Mezhvinsky: 14,000 applicants in one week. 0:00:22.8 Joel Cheesman: All right, let's do this. We are the Chad and Cheese podcast. I'm your co-host, Joel Cheesman. You know him as Chad Sowash, and we are here with Steve Bartel , CEO and founder of Gem, and Alla Mezhvinsky , did I say that correctly? 0:00:38.0 Alla Mezhvinsky: That's perfect. 0:00:38.9 Joel Cheesman: She is the VP... 0:00:40.4 Chad Sowash: He's been working on that. He's been working on that. 0:00:42.8 Joel Cheesman: Of talent and workplace at Glean. Guys, welcome to HR's most dangerous podcast. 0:00:46.4 Alla Mezhvinsky: Thanks for having us. 0:00:47.2 Steve Bartel: Good to be here. 0:00:48.9 Chad Sowash: Excellent. So right out of the gate, how in the hell did you get Gem.com 0:00:53.4 Steve Bartel: That's a good story.  0:00:55.2 Chad Sowash: Oh, got to hear that because that is, I mean... 0:00:57.8 Steve Bartel: Yes. 0:00:58.8 Joel Cheesman: And then we'll get into who the hell you are. 0:01:00.3 Chad Sowash: All right, so this is the big question right out of the gate. 0:01:02.1 Steve Bartel: So who here has heard of us as ZenSorcerer? 0:01:05.3 Chad Sowash: As a ZenSorcerer?  0:01:06.7 Steve Bartel: Yes. Did you know that? 0:01:07.4 Chad Sowash: Yes, yes, yes. I remember. 0:01:09.4 Steve Bartel: That's bringing it way back. 0:01:11.2 Chad Sowash: Yeah, I remember the transition. It was like, holy shit, how'd they get Gem? 0:01:13.3 Steve Bartel: Gem.com. Wow. All right. So we started with ZenSorcerer. I mean, the story goes way back to then because we were applying to YC.  0:01:22.4 Chad Sowash: And this is what year? 0:01:23.8 Steve Bartel: This  is 2017. 0:01:24.5 Chad Sowash: Okay. 0:01:25.4 Steve Bartel: Summer of 2017. We're like, oh my gosh, we could apply to YC late if we get an application in in the next 12 hours. And so we were looking at the application. It was like, well, we need a name. We need a website. We went on some sort of domain site. We started searching. We're like, oh man, a lot of companies are naming their things Zen these days. And so we looked for ZenRecruit, ZenRecruiter, and then they were all taken and we're like, oh, ZenSorcerer. Perfect. All right. So we have a name, but we knew that that name would just get us started because... 0:02:02.0 Chad Sowash: Paint you into a corner. 0:02:03.2 Steve Bartel: Exactly. Our vision was to become like an all in one recruiting platform to become the salesforce for recruiting. And we're actually like, you know, basically there today. So I'm excited to talk more about that. But a few years in, we had just raised a series A funding, and we're like, this is the perfect time to rebrand because how do you get the word out about a rebrand? You pair it with a hot fundraise announcement because otherwise nobody cares. Nobody cares when you're a Series A company and you're changing your name. So raising a bunch of money from top tier investors was like the perfect time to get the word out. Then began the journey of trying to find Gem.com. I mean, I could go into the long story, but... 0:02:43.3 Joel Cheesman: Just let us know the check amounts. That's good enough. 0:02:46.4 Steve Bartel: That's maybe the one thing I can't share. But here's the one thing I can share. 0:02:51.9 Chad Sowash: Yes. 0:02:52.6 Steve Bartel: Normally, a company name like Gem.com would sell for $2 or $3 million. Three-letter. Spellable. It's a.com. . $2 to $3 million. 0:03:04.7 Joel Cheesman: No question. 0:03:05.1 Steve Bartel: When you're a Series A company, you don't have that kind of money. 0:03:07.7 Chad Sowash: No. 0:03:09.3 Steve Bartel: We did find a really creative way to structure a proposal, though. We framed it out almost like a lease on a house. 0:03:16.8 Alla Mezhvinsky: Did you offer up some stock or something or what? 0:03:19.3 Steve Bartel: No stock, but we gave a down payment. 0:03:22.9 Chad Sowash: Okay. 0:03:24.3 Steve Bartel: And then we structured the payments over seven years. 0:03:27.3 Chad Sowash: You don't have a balloon payment, though, right? 0:03:29.3 Joel Cheesman: No balloon.  0:03:30.1 Steve Bartel: What's the balloon payment? 0:03:31.1 Joel Cheesman: Oh, the end. 0:03:32.7 Steve Bartel: Well, actually we do. So at the end of seven years, we have the option to buy it for the remaining amount. 0:03:37.8 Chad Sowash: Oh, okay. 0:03:38.4 Steve Bartel: And first of all, we got it way less than $2 million. But we also got to space out the payments over seven years, which is great for a startup from a cash flow perspective. Because either you make it and you go on to raise hundreds of millions, which we did, or you don't. And then you give the domain back. So that's the story. 0:03:58.4 Joel Cheesman: Can we do a quick intro, because... 0:04:00.4 Chad Sowash:  We've got to get the listeners sucked into the good stories. 0:04:01.5 Joel Cheesman: Not everyone knows you guys. A lot of our listeners, viewers out there. Let's start with Alla. Just give us the elevator pitch on you and your experience and where you're coming from on a recruitment side. 0:04:12.1 Alla Mezhvinsky: Yeah, absolutely. Happy to. So I'm currently the VP of Talent and Workplace at Glean. I've just been there for about seven weeks. Prior to that, I spent 15 years in hyper growth companies. So I started my career at Zynga, then went on to Square, a couple of smaller startups. And most recently, I spent six years at Instacart. So that's my quick journey. 0:04:31.0 Joel Cheesman: That's a pretty light resume.  0:04:32.3 Chad Sowash: Just a little bit. 0:04:33.0 Joel Cheesman: How did she make it onto the show? I don't know. 0:04:36.0 Alla Mezhvinsky: It's been a fun ride. 0:04:38.1 Steve Bartel: Well, maybe the way I'll humblebrag is Square, Instacart, Glean, all Gem customers. So thanks for being a Gem customer. 0:04:46.8 Alla Mezhvinsky: Loyal Gem customer. 0:04:49.8 Steve Bartel: Love to hear it. I'm the founder CEO of Gem. We've been building Gem for about eight years. We've got thousands of customers. We partner with some of the best brands out there like Glean, Instacart, and Square. But also a bunch of Fortune 100s, companies like Walgreens, McKesson, Salesforce, Workday's own exec recruiting team uses Gem. And then a lot of that fastest, hottest, fastest growing AI companies. So Glean, of course, being one of them, Anthropic, Scale AI, the list goes on. And then most of the private tech companies as well. 0:05:24.3 Joel Cheesman: So we're here live from the Gem booth. We're at the Unleash conference. I know we're barely into it, but what are some initial takeaways, things that have caught your attention? What's your sense on the show at this point? 0:05:37.3 Alla Mezhvinsky: Yeah, I mean, honestly, I think maybe to zoom out a little bit, I would say being in this industry for the past 15 years, in the last five to six years, I'm so incredibly proud of how much innovation has happened in this space. Like if I remember back in the day when I first started Zynga, you had your ATS and you had spreadsheets and everything else in between was not really solved for. And it's just good to be here to see all of these different products out there. So much innovation happening, so much tooling that's accessible for both recruiting leaders, recruiters, sourcers, you name it, there's something for everyone. And so I think just being here and feeling that energy and seeing all of it is really great.  0:06:14.4 Joel Cheesman: Steve? 0:06:14.6 Steve Bartel: Yeah, totally. I mean, the industry, I mean, every industry out there is going through unprecedented disruption. And so, of course, the talk of the town is AI and how that's changing recruiting. You know, I really think that there's this dividing line that's being formed between the teams that are adopting AI and the ones that are being left behind, quite frankly. So there's a lot of talk about that. There's a lot of talk about replacing recruiters. My take is AI is not going to replace recruiters, it's going to enhance recruiters. And actually, what's going to happen is the ones that adopt AI, that become AI fluent. 0:06:48.6 Steve Bartel: They're going to replace the recruiters that don't, right? So it's not about replacing recruiters, it's about the ones that adopt AI will be the ones for this new era. But you know, my favorite part about these conferences is like, wow, it's just so awesome to get to spend in-person time with folks from the industry, talk to our customers, talk to future customers, other folks from the industry. I mean, that's why we all got into this profession in the first place, right? We're people people. Most of us. 0:07:16.4 Joel Cheesman: Love people most of the time. 0:07:17.7 Chad Sowash: Over 80% of you watching right now, you watch over and over. We know you do, but you haven't liked and you haven't subscribed. Let's do that. Let's do that now. 0:07:27.1 Joel Cheesman: So you talk about it empowering and then also kind of like powering up recruiters, but aren't there stats around teams getting smaller? 0:07:38.6 Steve Bartel: Oh yeah. I mean, that's why it's even more important. So recruiting teams are smaller than ever before. If you look at the data from 2021 to 2024, take the average customer from SMB to enterprise, the average recruiting team has dropped from 29 to 24 over the last three years, but they're facing so much more work. So on average, recruiters are per recruiter owning 55% more job recs. Applications have gone up nearly three X. They're 2.7 X per recruiter compared to 2021. And guess what? Here's the thing. Everybody knows they're getting more inbound. What people might not realize they're feeling it, but they can't put a number to it. Is it's taking eight days longer to hire each role and it's taking 43% more interviews to make one hire. 0:08:30.4 Joel Cheesman: Ouch. 0:08:31.2 Steve Bartel: Ouch. It's a perfect storm of smaller teams being asked to do a whole lot more. I mean, a lot of people are, especially people outside of the industry, they're looking at the industry and they're thinking, Oh, like there's less hiring happening. Recruiting teams must be having a good time. I mean, all I can attest is quite the opposite. 0:08:51.1 Chad Sowash: So talk about the squeeze Alla. I mean, the teams are getting smaller, recs are getting more, more applications. How do you balance that knowing that more than likely you're not going to get more resources? I mean, how do you actually balance into all of this? 0:09:08.6 Alla Mezhvinsky: Yeah. I mean, the word that I heard for the last two years especially is efficiency. I mean, you just have to figure out how to make that workflow more efficient for you. 0:09:17.6 Chad Sowash: And have you changed workflows? 0:09:19.0 Alla Mezhvinsky: Absolutely. Absolutely. In so many ways. 0:09:21.5 Chad Sowash: I think it's many companies, they don't change workflows. They just continue to do it and they just push harder. And it's, I mean, it's like you're going to break the system. So talk about how you do that and how you get your teams to actually receive that well. 0:09:35.8 Alla Mezhvinsky: Yeah, absolutely. So adoption is a very big part. We were just talking about it. But so you have to find the tools that make the process more efficient. It's not that you're changing the workflows, it's that you're finding different ways to get to that same step, right? So for example, sourcing. We posted a role at one of the companies, 14,000 applicants over one week. 14,000 applicants in one week. I don't care how many recruiters you have on the team. It is actually not efficient for them to go one by one by one by one trying to figure out which of the ones move forward and which ones don't. 0:10:10.2 Joel Cheesman: I thought AI was going to solve all that. We're going to AI everything. Is that not the case? 0:10:16.0 Alla Mezhvinsky: I mean, yes, but you also, you know, these AI tools are new. And so there's a lot of like trust and, you know, verify and how do you really go about this? And did AI go and filter it in the right way? And so you still have to have a lot of oversight. But I think what's been interesting is trying that, right? You have to lean in and you have to try and figure out, okay, so let's set an AI tool or let's do some AI filtering or let's figure out how we can decrease that 14 to 5,000. And then that 5,000, you know, what are some of the other knockout things that we could do, whether it's knockout questions or very specific things that you start to calibrate on a little bit more with your teams. And then you start to see, okay, actually the AI tool or the filtering that we use did work. So then the next time you lean into it more and you lean to more and you start to trust it a little bit more. So those are the types of things that you end up leaning into. 0:11:06.9 Alla Mezhvinsky: There's also, you know, technical assessments that are now automated, you know, whether that's with code signal or, you know, a couple of other different companies that come to mind. It plugs into the process. You're no longer utilizing the hiring manager's time or the technical interviewer's time or the recruiter's time. You're able to get through some of those stages in a little bit more of an automated, consistent way. And then you add the human touch to it. Then you add all the other layers like the onsite, like the hiring manager screen, which are still really important. And I don't want to say never, but I don't see them going away in a short period of time, like eventually, maybe. But right now, it's how do you automate some of the administrative work, like reviewing resumes, doing some of the initial screening, so that recruiters have the time to actually focus and give candidates a good experience. So I think that's what you're leaning into, is just automating the admin work that you can automate. 0:12:02.4 Steve Bartel: I love that. Yeah, I mean, I think you nailed it on the head. There's so much talk. If you just go on LinkedIn and scroll for a few posts, you're going to see everybody talking about how candidate experience has gone downhill. But the thing that nobody's talking about is recruiter experience. Recruiter experience has gone way downhill, and we can't solve candidate experience unless we first solve recruiter experience, because when you're drowning in 15,000 applicants for a single role, how are you going to get back to everyone? How are you going to provide a personalized touch? And so, yeah, automating the busy work, automating the manual tedious work, the parts of the job that frankly kind of suck. 0:12:41.0 Alla Mezhvinsky: Yeah, the scheduling, the manual stuff. 0:12:44.5 Steve Bartel: Exactly. And then that frees up teams to provide a better candidate experience and be more strategic to the rest of the organization. And you talked about using AI to automate inbound. One of our customers, Zillow, just rolled that out. They're saving 75% time on inbound app review. 0:13:03.1 Chad Sowash: Is this external sourcing only? Is it a hybrid between external and internal in their database that they have? 0:13:12.7 Steve Bartel: So that's for just their applications using AI to rank their applications. And the cool thing about that is not only do they save 75% of their time, but also, like we were just talking about, there's no way every single applicant can get a look. And now whether you're applicant number 8 or 800, you get the same fair chance to get reviewed by an actual recruiter if you've got the right qualifications for the job. And so on the app review side, they're saving 75% time. On the sourcing side, they're actually also using us for sourcing. I know that we were just rolling that out at Instacart before you switched to Glean, but their results there are even more astounding. I think they're seeing a 58% match rate on folks that Gem AI sourcing finds for them. So you think about that, compare that to going manually on LinkedIn one by one by one, where you might reach out to like 1 in 10 or 2 in 10. Now with like these new AI models that take natural language, you can just say, here are the five to 10 things I care about. Start ranking my inbound, take those same criteria, apply them to all the public profiles out there on the internet, and get a shortlist of 200 people to review every week. 0:14:29.7 Chad Sowash: Well, it's important though, because the job description has sucked for how long now to be able to get those things, those requirements that are actually what you need. And I mean, so, I mean, it's almost like a change in thought process. And I almost think that like this whole replumbing of the system is making TA rethink, and then also challenge hiring managers. Do you really need this, this, and this? Is that not happening in broad base? Are you guys seeing that? 0:15:00.3 Steve Bartel: It needs to happen. So the first thing that needs to happen is folks need to get more specific about what they're looking for. And actually that helps with the inbound problem right out of the gate, because if you post a more specific job description, you're gonna get more specific candidates that are actually a good fit for that role instead of like a generic inbound. Now, the other reason that's helpful is because the way these new AI models work is you can take in natural language. And so if you have a very specific job description, you can pass that into the AI and it can actually produce remarkable results based on natural language. And one of the things that we build in though, cause like not every team is gonna really nail the job description and make it super specific, even though we'd love them to, we build the ability to ingest an intake doc or like a hiring manager spot doc or whatever you wanna call it. There's like 20 different names for this doc. It's the internal doc that you have with your hiring manager where you've collaborated with them on requirements. Sometimes these are things that you wouldn't wanna post on your career site, but if you put those in, the AI can get even more specific about matching. 0:16:10.6 Joel Cheesman: And we're hearing a lot of horror stories, lazy apply, deep fakes, job seekers getting pretty savvy around shotgunning, machine gunning their resume to companies. You have a lot of companies using Gem, you get a lot of applications. Are you guys seeing this? Is the hype real and how are you fighting it? Or is a lot of hot air? 0:16:30.8 Alla Mezhvinsky: Yeah, I mean, the stat you mentioned, which I think is like double the applicants, we felt it. 2024 Instacart got 400,000 applicants. 0:16:41.3 Chad Sowash: What was that? 0:16:42.5 Alla Mezhvinsky: 400,000. 0:16:44.7 Chad Sowash: 400,000, okay. 0:16:47.3 Alla Mezhvinsky: In one year. And that was, I wouldn't say almost close to double from previous years. So smaller recruiting teams, more applicants on the market, if you don't bridge that gap with some efficiencies in the process, unless you're able to hire large teams, which honestly still is inefficient. Like you don't want your teams, even if they're large, to be inefficient. But one of the things that I think you guys do really well on top of some of the things we've discussed is that analytics and insights piece. And something that I've worked really hard over the last few years is making sure that not just I'm able to get data and deliver that to our leaders, to our hiring managers, but every recruiter is actually able to understand that data, utilize that data, be able to send quarterly, monthly business reviews to their managers proactively so they're understanding what's happening in the pipeline. So I'll give you an example. We had a hiring manager that was saying, oh, it's taking too long to fill this rack, what's going on, we're not seeing too many candidates end up at the onsite stage. 0:17:50.2 Alla Mezhvinsky: And for whatever reason, it's so easy to say, well, recruiting is not doing something right. 0:17:54.4 Chad Sowash: Oh, of course. 0:17:56.6 Alla Mezhvinsky: Of course. It's always that. 0:17:57.5 Chad Sowash: It's not the market, it's not your requirements. 0:17:59.5 Alla Mezhvinsky: And there's no bad intent. It just, yes, if you're not getting candidates to the onsite, something's broken in the recruiting side. And we had just started using Gem insights. And so we were able to show the hiring manager like this funnel of like, here's how many applicants, here's how many we reviewed, here's how many talked to the hiring manager. And then we saw this crazy drop-off rate at the onsite stage. And so from hiring manager to case study to onsite, there was this massive drop-off. And so it actually wasn't necessarily the recruit, it wasn't happening at the recruiter stage, it was happening later down the process. And so, but unless you have that data and it doesn't live in spreadsheets, because it's really hard to visually make it appealing, but being able to pull, you know exactly which chart I'm talking about, being able to pull that and show that to the hiring managers and actually say, actually, here's the stage and let's dive into that stage. And what we realized is, it's true that it was taking too long, the case study was too hard, it was not consolidated with the onsite. And so people were like, you're gonna make me go through this hoop and then do an onsite? 0:19:03.4 Alla Mezhvinsky: No. And so we ended up consolidating and piling it a few different processes. And then all of a sudden it was like an unlock and we were able to get candidates to the onsite stage, get candidates into the offer stage. So it's things like that. And to your point, there's so many different parts of Gem, but that insights piece I think is making recruiters not only more efficient, but just like be able to work smarter and lead with data and influence their hiring managers based on that. 0:19:28.8 Chad Sowash: Well, turning that around though too, can you also show the hiring manager the time that they took in the process to help them say, look, I understand, we want this, we wanna squeeze this a little bit more, but your portion, can we work on that as well? Because I think it's a team effort, right? They don't understand if you have the insights, that's beautiful. And are the insights something that can be generated like right off of like the historical data? If it's something that you've hired for before that you understand this might be a long and here's the drop-off rate, those types of things. 0:20:06.2 Steve Bartel: Totally, yeah. And so the way the insights work, and I know exactly which chart you're talking about, that's our like pipeline analytics report. The cool thing about Gem is we can take all the data at the top of the funnel from your sourcing, your CRM, your talent marketing efforts, any of the different Gem products that you're using, and then marry that with the data from your ATS, whether you're using Gem ATS or, you know, greenhouse in your case at both of your previous roles. And we can take all of the conversion rates from your recruiting funnel, combine that with your sourcing efforts, your recruiting event strategy, your branded emails, and piece together a full funnel. 0:20:45.8 Chad Sowash: Everybody wins at Gem. 0:20:49.2 Joel Cheesman: Looks like there was gems for everybody. 0:20:50.9 Steve Bartel: Somebody just won some headphones back there. That is cool. This is why I love doing this stuff live. It's so fun. But yeah 0:20:59.5 Alla Mezhvinsky: I thought that was people getting excited about Gem analytics. 0:21:02.9 Steve Bartel: We'll take it. Yeah. Gem analytics, there it is. The cool thing about this though is it democratizes data, right? Previously you either had to track this stuff in spreadsheets or you had to like talk to somebody on recruiting ops or the people analytics team. 0:21:19.2 Chad Sowash: Just to get the data. 0:21:20.0 Steve Bartel: Just to get the data. 0:21:20.9 Chad Sowash: Yes. 0:21:21.4 Steve Bartel: Now a recruiting manager or even an individual recruiter and sourcer can pull up their funnel and they can bring it to their hiring manager and they can have an educated conversation and you get out of this game of like pointing fingers and guessing. 0:21:34.3 Alla Mezhvinsky: It's just all there. 0:21:35.9 Steve Bartel: It's right there. 0:21:37.4 Alla Mezhvinsky: I think the adoption piece is something important too. We've all worked for companies and had tools that accompany on boards and they do a quick little training and they send some sort of instruction guide and then you're expected to go at it. We did that in 2019 with Gem and we did a very lightweight introduction and all of a sudden we were like, well, there's only a couple of recruiters that are actually using it. You have this question of like, okay, is it the system or is it us? Did we do it the wrong way? I wasn't ready to hang my hat up on Gem and so we decided to relaunch it and we knew that we actually wanted to use it more. So we leaned into it quite a bit and really made sure that all the recruiters knew where to go, how to use the system, but more importantly, why? The why is if you're going into a meeting with your hiring manager and they're asking you these questions, you should be able to answer them. They shouldn't come to me. They shouldn't have to go to the top. Every recruiter should have this at their disposal. 0:22:41.2 Alla Mezhvinsky: And so doing that training and you guys did a great job of partnering with us and we're doing ongoing trainings. Well, maybe not we anymore, but Instacart continues to do ongoing trainings to make sure that all the product releases that Gem is doing, Instacart and whatever other company can actually take advantage of. Because otherwise the product knowledge gets stale and you end up only using the tools that you know about or the features that you know about. But as we talked about innovation, things are moving very quickly. And so kind of having this continuous partnership and continuous training is really helpful. 0:23:15.0 Steve Bartel: Totally. And there's so many new things coming out, but there's also so many new recruiters that join the team over time. And so that's why we always love to show up as an extension of the team. And I think you nailed it on the head. Like adoption, having a good product is only half the battle. The other half of the battle is like, you know, how do you get people enabled? How do you do the change management, especially if you're adopting something really powerful? It's a new way of working. And so especially with our larger customers, but also for folks that maybe haven't used sourcing automation, haven't used a CRM yet, haven't had like data at their fingertips before, maybe, and especially with this new wave of AI where every recruiter is trying to learn how to become AI fluent and how to use AI, how to prompt well, that kind of stuff. You know, that's where we like to show up as like a strategic partner. 0:24:04.6 Joel Cheesman: Steve, this one's for you. I know you talk to your customers a lot intimately. We're taping this at the beginning of May, so I don't want to hold you to anything from future perspective, but the geopolitical scene is pretty volatile right now. Tariffs, people worried about empty shelves, et cetera. It's no secret. Are you hearing from your clients a lot of concern or changes in their behavior at this point with how they do business? 0:24:30.9 Steve Bartel: Great question. It's impacting some in really obvious ways. I mean, take Wayfair, for example. I mean, they import 95% of their furniture from overseas. And so, you know, some companies are just in a really tough space. I think it's especially impacting larger enterprise companies. They tend to just do more global business. And so those folks are already seeing an impact. For your average, like, mid-market tech company, for like an AI startup, those folks are all pretty much business as usual. But we'll see. Like, a lot of that depends on how this develops over the next year. If there continues to be more unpredictability with, like, the tariff situation, with the geopolitical situation, you know, you could see us enter a recession. And then now there's going to be trickle-down effects to every company because every B2B SaaS company that sells to enterprise companies that do business overseas, they're going to see less sales. They're going to have to slow down their headcount and stuff like that. So, you know, really hard to see how this stuff shakes out. There's the really obvious first-order effects for a company like Wayfair. For anybody that's doing a lot of importing. But then there's the second-order effects, and those are, like, way, way harder to predict. 0:25:49.2 Joel Cheesman: How about Walgreens? Are they worried about empty shelves? Obviously, pharmaceuticals, like anything from Walgreens that you're hearing? 0:25:55.9 Steve Bartel: I haven't caught up with Walgreens about this personally, but thinking from first principles, yeah, that is a little bit uncertain. 0:26:04.1 Joel Cheesman: Doesn't impact you at all, I assume, from where you sit. 0:26:09.8 Alla Mezhvinsky: I think the theme is efficiency. Like, no matter what happens, I think teams are just continuing to focus on how do you get the most bang for your buck. And whatever happens, I think that continues, that has been the trend for the last two years, three years, and will continue to. And so I think that's, like, if you just focus on that, you're almost immune to a lot of things that are happening around you. 0:26:32.2 Steve Bartel: Yeah, totally. I mean, we saw this two and a half years ago when hiring really slowed down. We saw this when COVID first hit, and everybody froze hiring. A lot of layoffs happened. And the name of the game for both of these hiring slowdown cycles was efficiency. But the other thing that really accelerated was consolidation. I think that folks realized, first of all, you can save 30% to 50% on your stack by consolidating more things. But now I think a lot of people are really bought into the vision that an all-in-one consolidated stack is just better because your recruiters only have to learn one system instead of, like, 9 or 10 different tools. They don't have to jump and swivel between 10 different tools to do their job every day. So you actually get efficiencies by streamlining all that. You get better data because everything's fully integrated. To our conversation about data earlier, you get the most complete source of truth when everything's under one roof. That gives you better analytics, but it also gives you better AI. And so for folks that are trying to leverage AI, the really interesting piece, the hard part about AI is no longer the algorithm. 0:27:40.1 Steve Bartel: OpenAI, Anthropic, like they've kind of solved that with their new foundational models. The hard part is what context does the AI have? What data does it have access to? Right. And so for a really like simple example, if you were going to use an AI sourcing bot to automate some of your sourcing, you wouldn't want it reaching out to somebody that your team was already in contact with two months ago. You wouldn't want it reaching out to somebody that was rejected in your ATS seven months ago. And what you would want it doing is if somebody were attended a recruiting event, or if you met them on campus three years ago, or if they had a great conversation with a hiring manager 15 months ago, you'd want it to reference that in the reach out and offer a hyper personalized approach. And so where I see this stuff headed, whether there's an upmarket, recruiting teams are hiring like crazy or a downmarket where everybody's slowing down, looking to get more efficient, looking to consolidate is towards AI first all in one. And that's where we're positioning Gem in the market. 0:28:40.2 Chad Sowash: So when it comes down to all of this, right, it seems like there are two schools of thought and there always are. One platform to rule them all and then just having a very integratable solution, right? And it seems like agents are everywhere, right? Agents are everywhere and it seems like there are good point solutions that could prospectively integrate and kind of help instead of you trying to be everything to everybody to try to pull in some point solutions. Is that kind of like part of the partnership ecosystem that you guys are building? And for you, how important is that for the organization to know that, hey, look, the system that we're using is adaptable? 0:29:29.4 Steve Bartel: Yeah, it's a great question. So I think there's pros and cons. I think that if you're stitching together 10, 15 different tools that don't talk to each other super well, that's not a great status quo. And that's why I think consolidation is really appealing to people. Now with Gem, we never want to be building a product that isn't the very best, right? And so our take is to focus on the most important things and do them really well so that companies don't have to choose between a subpar product and an all-in-one. 0:30:03.7 Steve Bartel: But then partner with leading players for other parts of the stack that we don't do. For example, I think really highly of the call intelligence space, companies like RideHire and MetaView that are doing call intelligence and transcription of interview notes. It just saves you so much time. And we don't have that. We partner, we integrate. We're always going to integrate with any player in the stack. And so even though we have scheduling automation as part of our platform, if you prefer good time or modern loop, you can plug that into Gem ATS. No problem. They already integrate. We just think things will work a little bit better together if you use everything from Gem. It's kind of like Apple. You can pair an Apple headphone to an Android phone. And you can kind of pair these devices, but they just work a little bit better if you use the same system.  0:30:57.8 Joel Cheesman: Sort of Spotify versus Apple Music, right? This works a little bit better with Apple products, Apple Music. 0:31:03.0 Steve Bartel: Although Spotify is better.  0:31:06.6 Joel Cheesman: Yes. But does it integrate better? I can't interact with Siri and ask it to play songs on Spotify. 0:31:15.0 Chad Sowash: Oh, you can't? You should have Android then. 0:31:19.2 Steve Bartel: I guess we just all use Androids. 0:31:20.6 Chad Sowash: Thank you. Alla, for you, the most important piece, how is it? We keep hearing about the slimming of the stack because it just keeps growing and growing and growing. How important is that for you guys? How often do you reassess the stack and the process? And then also the nimble question. 0:31:41.4 Joel Cheesman: You're not making a comment about my weight, are you? Slimming of the stack? No? You're very passive aggressive sometimes. 0:31:47.8 Chad Sowash: I didn't know that you would catch on to that, but kind of. But anyway, the slimming of the stack, less cheeseburgers. Is that important? Have you guys focused on that? And then also, how often do you reassess? 0:31:59.2 Alla Mezhvinsky: Yeah. I mean, honestly, I reassess every year just because you have to. You're looking at your budgets. You're looking at your team. You're really trying to figure out what's the best path forward. And I think you're doing it right. For different reasons, companies may not be able to just go all in. They might be embedded with a system already that they've used for many years, and it's hard for them to come off of that. They might not have the resources. They might have a long-term contract that is hard to get out of. 0:32:25.2 Chad Sowash: They might be forced to use workday.  0:32:26.9 Alla Mezhvinsky: They might be forced to use whatever. And so not limiting yourself to saying, no, you only have to do all Gem or nothing, I think allows you to be great partners to whatever client's needs are. But you also are a subject matter expert and a leader in a lot of these different other components. And so it allows customers to still sign on with you for those things. And I think as I think about myself and all the other leaders that I talk to, that is important. That flexibility, being nimble and being able to kind of pick and choose what you need for this moment, for your budget, for your team's needs, is what we're all looking for. You know, we all obviously want something that consolidates everything. That would certainly be the best path forward, but it's not always a perfect world. It may be eventually, right, as we continue to add on different products. And as I talked about training our teams in different features, ultimately that's the goal. But I don't know that we're like trying to get there as quickly as possible and really just solving for what the team needs are today. 0:33:25.6 Steve Bartel: I think that's really key. And that's actually one of the differentiated approaches that we take at Gem is we're the only all-in-one recruiting platform that can meet you where you are today. We're the only all-in-one that can be your ATS or can sit alongside your ATS. And that's really important. I mean, because like, think about like an ATS migration. That's already such a huge lift. If you're talking about ripping out your entire stack and doing that at the same time. 0:33:50.8 Alla Mezhvinsky: And onboarding, you know, something new... 0:33:53.7 Steve Bartel: That's like a huge undertaking. And so one of the cool things about Gem is you can get started with sourcing, CRM, analytics, like we were just talking about. You can layer on scheduling automation, maybe some of the talent marketing. You can use some of the AI products. And then now the team is like using the full power of Gem alongside their ATS. We flip a switch and now you're on the ATS. And like the change management for that piece is so much lower because you're already using Gem across the entire recruiting team for all these other workflows. 0:34:24.6 Joel Cheesman: I'm hearing a...  0:34:26.2 Alla Mezhvinsky: Yeah, I was going to say, I think to add to that is companies may not even realize that certain tools do these things. So I'll give you an example. Last year, we went on this whole journey of looking for a sourcing tool. And frankly, we just didn't even know that Gem does it. And so going through that exploration, looking at all the tools and then Gem saying, oh, we do this as well. It allows you to really understand what the market and compare and again, like pick the right product for you. And of course, Gem made a lot of sense because we were using it. It solved all of our problems, but you don't... It's like hard to just say, well, I'm only going to choose Gem because this gives you a bigger picture to make more educated guests. 0:35:07.6 Joel Cheesman: So hearing a lot of analytics, data, statistics, etcetera, from you. And what we've heard from a lot of recruiters and TA professionals is in order to get that seat at the table where our opinion matters and we can evoke change, data is paramount. Proof. Proof. Not just how I feel, this is what's happening. So I'm curious in terms of when you build these products, is that part of what you want to deliver to your clients? Like here's a story through data that you can show your C-suite to get things done. And for you, are you using such data to go to the table and get things done? You're nodding your head yes. 0:35:43.6 Steve Bartel: So I'm actually going to let Alla answer that because I think the work she did at Instacart is like a prime example of how to do this well.  0:35:51.8 Alla Mezhvinsky: Yeah. So I talked about it earlier in the session today, but I used to wake up in the morning and have this pit in my stomach that I was going to get some sort of a ping. And I would. I would get a ping and it would be anything from hiring managers asking me, hey, how's a certain role going? How's that pipeline looking? Or, hey, the recruiting team isn't going fast enough. Do you have any data for pipeline analytics or what we have? And in order for me to get that data previously, it would be a combination of pulling a report from our ATS, looking at various manual trackers, and then downloading some information from the recruiters' heads that was pretty anecdotal. And it would literally take me hours, days, weeks, nights, weekends to pull this data together. And I'd cross my fingers that it would actually be somewhat correct. And so we spent a lot of time at Instacart trying to figure out how to automate this. And we started the partnership with Gem in 2019. And that was a big part of it is this analytics, the insights. How do you pull all the information together from, as Steve mentioned, your sourcing efforts, your ATS, everything that you're doing? How do you pull that into one source of truth and actually be able to get data that is, first of all, at your fingertips, isn't outdated on a daily basis, and isn't just for me to use? 0:37:08.0 Alla Mezhvinsky: I think that was the part that was really important is, yes, I want the data to be able to do these questions, but how do I enable the team to have access to this data as well, to understand where to pull it from, how to slice it and dice it, and be able to actually proactively provide that to their managers? And so we built great dashboards that included everything from time to fill, level of hires, broken down by every which way you can think of, whether it was tech versus non-tech. And then recruiters can slice it and dice it for their specific teams, for their specific roles, for their specific functions. And that became our format for all of the monthly business reviews, the quarterly business reviews. And it took that pit out of my stomach, but the recruiters were much more educated, much more able to influence with data and actually show much easier sort of the narrative behind the work they were doing. 0:38:01.8 Steve Bartel: Yeah, I love that. At Gem, we talk a lot about democratizing data, so putting it in the hands of recruiting managers, rec ops. We also talk a lot about elevating the function and helping our customers show up as strategic partners to the rest of the organization. And it was really cool to get to partner with you all on that. 0:38:18.2 Joel Cheesman: So let's talk about the future for a second. I know at Gem you have a roadmap of what you want to build. Alla, I know you have a wish list of what you want to see companies build. I'll let you pick who goes first, but I want to know what the future looks like or what we hope the future looks like. 0:38:34.5 Alla Mezhvinsky: Hey, I'll start and then you can say if that's on your roadmap or not. 0:38:37.8 Chad Sowash: Take notes, Steve. 0:38:39.0 Alla Mezhvinsky: I mean, the notion, you know, we talked about efficiency. We talked about efficiency. We talked, you know, one-stop shop for all. Like, if we can get those right over the next few years, I think we're going to be in a really good, I think Gem's going to be in a good position, but I think recruiting teams are going to be in a place where they're not having to chase all of this information. They're not having to demo so many different products. They're able to just trust one partner and really hit all of the different challenges that they have and solve them. So that's, you know, it's a little bit high level, but there are still a lot of systems that we're working with and it would be great to consolidate. 0:39:16.6 Steve Bartel: Amazing. That's music to my ears. I mean, at Gem, we're building the only AI-first all-in-one recruiting platform. And so the newest things that I'm most excited about, the ATS, it's coming along super quickly. We already have hundreds of customers, but that's a big part of our roadmap because we're bringing it up market really quickly. Today, it is in general availability for companies of up to a thousand customers, but we actually have an upmarket ATS design partner program with 15 incredible brands that you would all recognize. Not allowed to talk about them publicly yet, but they're on a multi-year journey with us of pre-purchasing the ATS. 0:39:55.9 Joel Cheesman: I think you're talking about OnlyFans, Chad. I think OnlyFans is going to be on it. OnlyFans? It's pretty big. 0:40:00.2 Chad Sowash: It's pretty big. 0:40:01.0 Steve Bartel: Fingers crossed. All of them are migrating in the next year as we continue to build out the enterprise readiness requirements for companies of up to 3,000 and then up to 10,000. And so I'm really excited about that. I'm also really excited about the new AI products. We talked about AI app review. We talked about AI sourcing. Those two are in the product today. We're making tons of improvements. In terms of analytics, we talked about data on top of your hiring funnel and on top of your top of funnel. We're also adding talent insights on top of public market data to round out that picture. And then on the AI side, we're adding in, in the next month or two, we're adding rediscovery. So imagine this. 0:40:40.5 Chad Sowash: There we go. 0:40:41.3 Steve Bartel: Boom. You can set up your AI search. Yes. It starts ranking your inbound. You get it calibrated. Now it goes to work on top of your ATS and your CRM to surface all of the folks that have already raised their hand. And then that same AI that you've already calibrated goes to work externally to start shortlisting 100, 200 people a week. And that is, I think, the true power of an AI-first all-in-one recruiting platform. The AI works better together, and it works across all of your different channels. 0:41:10.1 Joel Cheesman: Did you guys have fun? 0:41:12.5 Steve Bartel: Yeah. 0:41:13.0 Alla Mezhvinsky: That was great. 0:41:13.5 Joel Cheesman: Cool. That was the warm-up. We're going to do it for real now. Pretty good. 0:41:15.7 Alla Mezhvinsky: As long as I can do it for my flight. 0:41:17.5 Joel Cheesman: Guys, we are live from the Gem booth at Unleash. That is Steve Bartel with Gem. That is Alla Meshvinsky with Glean. Chad, another one in the can. 0:41:27.7 Joel Cheesman: We out. 0:41:27.8 Chad Sowash: We out. 0:41:28.0 Podcast Outro: Thank you for listening to what's it called? A podcast. The 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. Anywho, 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. It's so weird. We out.

This week on The Chad & Cheese Podcast… 💥 Job.com ’s “Oops, We’re Bankrupt” Tour continues with reportedly missing W-2s, debts owed, and a founder flexing family vacation pics while employees can’t file their taxes. 🏢 Indeed lays off 1,300 while Glassdoor’s CEO exits stage left. Turns out running two redundant brands doesn’t  build synergy. Who knew? 🔐 Paradox gets hacked through a 2018 test account with a password likely stolen from your AIM profile. Brass tcks is they owned it, patched it, and didn’t blame Russia, so… gold star? 🪦 We pour one out for Matt Lavery, a true TA badass, friend, and 3AM “ride-or-die” who made the world—and hiring—a hell of a lot better. 🛒 And in the fire-sale aisle: Monster + CareerBuilder—once worth billions—now yours for the price of a mid-sized Tesla. Thanks, JobGet. 🐐 Bonus? Christian Forman gives up his goat farm for TotalJobs. Spoiler: nobody believes he wants that gig. It’s red meat, warm beers, bad passwords, and scorched-earth recruiting—just another week in TA with Chad & Cheese. PODCAST TRANSCRIPTION Joel Cheesman (00:36.216) Old enough to know better, too young to care. Hey boys and girls, it's the Chad and Cheese Podcast. I'm your cohost, Joel Epstein Cheesman. Chad (00:45.666) And this is Chad "snacky beers" Sowash, Joel Cheesman (00:48.796) And on this week's episode, job.com objects in deep cuts and paradox apologizes. Let's do this. Chad (01:00.654) So Berlin, huh? Joel Cheesman (01:02.646) I'm a Berliner. Yes. Yes. I'm a thing of currywurst. That's for sure. Good Lord. It is good. It is good. It's like a, it's either a rich man's hot dog or poor man's bratwurst. don't know which, but yeah. So listeners know we do breakfast every summer. Last two summers. This will be three that I've taken coal. Chad (01:05.684) You're a jelly donut. Chad (01:14.259) God, yeah, that's beautiful. That's a beautiful taste. Chad (01:27.687) Mm-hmm. Joel Cheesman (01:31.388) my now 18 year old, uh, over to Europe. did England first year. We did Ireland last year and we picked, uh, we picked Berlin this year. So I'd never been, he had never been. Um, it was great. It's, it's a incredibly disjointed city. Um, I mean, 80 % of it is gone after world war two. So the rebuilding the cold war, um, it's old, it's new, it's conservative, it's liberal. The, the Chad (01:48.568) Yeah. Yeah. It was blonde, yeah. Joel Cheesman (02:00.284) The architecture is confused. It's like part Eastern block, part old Europe's 19th century stuff. They're incredibly still shameful about what happened, which you go to England and they think it's 1882 and Queen Victoria is still running the empire. And Berlin, it's like, there's no... Chad (02:03.349) Mm-hmm. Joel Cheesman (02:28.344) no chestiness at all in Berlin. They're very, very shameful, incredibly, incredibly worthwhile. If you're a history buff, World War II, Cold War, Napoleon, you know, walk through the Brandenburg Gate. Like there's so much really cool history there. There's a Soviet, there's a Soviet monument right in the middle of everything, which is kind of bizarre in today's world. No one's visiting it except kind of just passing through. Chad (02:30.209) Yeah. Chad (02:42.253) That's just awesome. Yeah. Chad (02:49.261) Mm-hmm. Joel Cheesman (02:55.996) Hitler's bunker is a parking lot. couldn't blow it up. So it's just kind of there. there's a, there's a really cool monument, to the Jews, the slaughtered or the murdered Jews of Europe, think it's called very, very, very interesting. yeah, highly recommend Berlin. I assume you've been there, but if not, you should put it on your list for sure. Chad (03:08.309) Mm hmm. Okay. Wow. Chad (03:16.871) No, just Munich. We need to go though. We do need to go. I need to spend more time in other places in Europe. That'd be awesome as well. Joel Cheesman (03:19.579) Yeah. Joel Cheesman (03:26.106) Yeah, did you find a certain shame in Munich? Probably not. It's probably pretty unique to Berlin. Yeah. Chad (03:31.541) Yeah, no, not as much, I would say. we really, didn't spend enough time there. We're like bouncing all around, but we do need to spend more time there. Joel Cheesman (03:39.782) Mm-hmm. and the concentration camp that's in Berlin. Talk about haunting. Literally the where they train the SS troops, the the barracks are there, the field in which they trained. There's a Gestapo component to the the to the concentration camp. They still have the wooden post where they shot people. They still have the hooks. So, you know, this Gestapo would torture you. They they'd tie your hands behind your back. Chad (03:45.453) Hell, Dude. Yeah. Yeah. Yeah. Yeah. Chad (04:01.303) Yeah. Mm-hmm. Joel Cheesman (04:11.046) And then they would hang you from your wrists and it would dislocate your arm, which I couldn't imagine how, but the hooks are still there, which is really weird. The, the kill pit, the pit, yeah, totally haunting. And, and they put, they put wood in the, like the kill pit, which I'm sure you've seen in movies because the bullets would ricochet and that the wood would catch the bullets and the holes are still in the wood. Chad (04:14.003) Mm-hmm. Backward, yeah. Chad (04:20.895) It's haunting. It's haunting. Chad (04:29.901) Mm-hmm. Yeah. Joel Cheesman (04:38.148) I mean, the bear, it's just super haunting. really, really, really a hat tip to Germany for keeping it. They could have torn it down long ago. they kept it for memory sake and that we don't forget. but yeah, make sure that you do that as well. If you're out there. Chad (04:41.463) Yeah. Chad (04:50.359) Yeah. Chad (04:57.229) Yeah. When we went to Poland a couple of years ago, we went to Auschwitz. and that, mean, it's just, it's, it's haunting. is completely haunting. but to get away from the haunting now, I've been on the beach since, as soon as, as soon as, as soon as we left, have, we always have friends that follow us down from rec fest. we have, a drink fest to be quite frank. I mean, I am trying to put as much water down as I possibly can right now. Joel Cheesman (05:05.744) Yep. Joel Cheesman (05:17.872) Mm-hmm. Joel Cheesman (05:23.748) You look a little rough. You look a little rough, Chad. Chad (05:26.765) God, dude. Yeah. So anyway, had two sets of friends literally come down. First set came in and they stay with us. We have a good time and had like an overlap. Three others come down and we play paddle and we drink and it's just like, so we're breathing it out. It was an amazing time. We're a win, we're a win, but amazing time. And that's where the snacky beers come in because in Portugal, if you're watching on YouTube, got the little bitty beers, like the half beers. Joel Cheesman (05:44.156) Yeah. Chad (05:56.008) And you can just in Portugal, not much like the rest of Europe, they love their beer ice cold. And you get one of those little beers and you can just, I mean, obviously you can drink a lot more, but there's just so cold. And that's kind of like almost like a tradition, let's just say. Snacky beers. Joel Cheesman (06:05.926) Mm-hmm. Joel Cheesman (06:14.884) Okay. Are they, were these industry guests or like just personal? Okay. Chad (06:19.757) Yeah, yeah, yeah, yeah. No, I had Chris and Marin come down, been friends of ours for a while. And then the boys from Talent Nexus up in the UK, they love playing paddle, come down, we have a little strategy session with Snacky Beers. And it just had a fucking blast like we we always do. Joel Cheesman (06:23.033) Okay. Joel Cheesman (06:34.46) Thank you, Bear. Joel Cheesman (06:38.972) Cool. So, yeah, take a little break, take a little pause. cause before you know it, we'll be headed to Nashville for rec fest, 2.0 and that's already shaping up to be quite a time as well. Thanks to rec fest had a great time. a lot of people I wanted to connect with didn't just cause it's busy and people want to talk to you and no Oasis cover band are on stage. So sorry for doing a chance to talk. I know Matt Alder. Chad (06:47.467) Yeah. Amen. Chad (06:53.41) No kidding. Chad (07:01.545) It's, yeah. Hahaha! Joel Cheesman (07:08.346) Matt Alder, I usually sit down and have some, drinks with he was, he was, he was out, think before I got a chance. So sorry if we didn't get a chance to speak, but those who did had a great time, hottest shit, in, London, which yeah. And the tenant. was. Yes. Quite a bit, quite a bit nicer, but, yeah, this is, this is a red meat show. So, so let's get to, let's get to some stuff here. So an incredibly somber. Chad (07:21.325) In the tent, yeah. It was a little bit nicer outside. It's a little breeze. Yeah. Chad (07:35.35) It is. Joel Cheesman (07:37.564) Uh, shout out for, for both of us, Chad, listeners of the show will know Matt Lavery, uh, UPS 27, 28 years, uh, there, um, passed away, uh, last week in a, we know is a boating accident, a sailboat. Um, his funeral was, uh, this past week. Uh, it's been heavy on my mind, Chad, uh, curious what your, your takeaways are and how you're feeling. Chad (07:40.653) Mm. Chad (07:48.141) I'm get you here soon. Chad (07:56.781) Mm-hmm. Chad (08:07.937) Yeah, I mean, there aren't many times when you feel like a immediate connection with a dude or with somebody, right? And it was like we met him, I think it was in San Diego for the first time when we interviewed him. That's when we really got to spend time with him. And it turned into a bromance, like a throuple bromance right out of the gate. We're all from the Midwest. I mean, we all love sports, we all love food. And I mean, and he's such a smart. Joel Cheesman (08:30.224) Yeah. Chad (08:37.835) dude and he gets it and we can talk with him on a level that most talent acquisition people just can't. It's not that they're dumb, it's just that he has so much expertise. It's just that we melded so well. And so at that point, I literally reached out to him because I was like, hey, look, we'd to have you on more stages. I mean, what you're talking about is amazing. What you're doing is amazing. And I mean, we literally became friends really fast and had texting all the time. He would always text me probably to do to always text me about this week show and had some you know some hot takes on some stuff and whatnot and we've had him on the show to actually you know review the Leo if you guys didn't didn't remember that good Italian beef, but. I was in total disbelief. Joel Cheesman (09:18.459) Mm-hmm. Joel Cheesman (09:23.292) Mm-hmm, yeah. Chad (09:32.952) for at least 24, if not 36 hours. I woke up and I sent the message to you as soon as I got it. And the obit wasn't out yet, nothing like that. So to me, just, it wasn't real. And I went to my texts and the first thing I did was literally just type his name with a question mark, just kind of like, are you there kind of thing. And, cause it, Joel Cheesman (09:58.896) Mm-hmm. Chad (10:01.483) I just couldn't believe it. And this was more selfish than it was anything else because he was, he was, he was a, I mean, he really was a friend. We were talking about, I mean, the reason why I was coming back early is because he was gracious enough and he was one of the most gracious dudes that would give his time to you. But he was gracious enough to offer us both to come to a Notre Dame game. And I was coming to a Notre Dame game to go with him. They're playing A on the 13th. Joel Cheesman (10:02.843) Yeah. Joel Cheesman (10:17.5) Mm-hmm. Chad (10:31.025) And I thought, fuck, I mean, I'm just never, you have those interactions, whether they're just basic texts or they're going to do something. You went out and had pizza with him. mean, we've done so much, right? This one just hits so much more different than many, okay? Not that he's more important, it's just the connection that we had. And he was so... Joel Cheesman (10:34.054) Mm-hmm. Joel Cheesman (10:46.374) Yeah. Joel Cheesman (10:55.857) Yeah. Chad (11:00.851) so gracious in giving his time, not just to guys like us, but mentoring people. Just an amazing human being and we're gonna miss him. Joel Cheesman (11:10.224) Yeah. You know, when you, when you, when we started the podcast, the people who we would meet was not even on the radar and eight years of doing this, the people we've met have probably been the most valuable thing, from starting this podcast and we can go down the list and everyone's probably sick of hearing about all the people that, that we get to meet. And, and Matt was Chad (11:21.643) Yeah. Chad (11:29.673) Mm. Yeah. God, yeah. Joel Cheesman (11:40.132) one of those people that you just, you hit it off immediately. Sports fan, food fan, just a dude, just a guy, from, from South side, Chicago, very humble. you know, would I call these people three amers, the people who, the people who are three amers are, if they get a call from you at three AM one, they're going to answer it and two. Chad (11:54.679) Yeah. Chad (12:01.143) you Yeah. Joel Cheesman (12:08.348) They're going to do whatever they can to help you with whatever's wrong at three in the morning. And, and we have a few of those that we've met over the years and Matt was one of those guys and whether it's like, you got to come to a Notre Dame game. And I was, I was set to, you know, to watch the USC game, which is probably the most highly sought after game of the season. He wasn't throwing out the Navy game. You know, he was throwing out like whatever game you want. and that's the kind of guy that he was. He was a man of the people. Chad (12:33.43) Yeah, yeah. Joel Cheesman (12:37.916) Even though he was almost always the smartest guy in the room. One of the things that really, uh, was. On inspiring to me was that, uh, on his LinkedIn profile and keep in mind, he was, you he was at UPS labor unions, regular people doing, you know, hard jobs every day. And Matt was a Notre Dame grad and he had an MBA from the university of Chicago. Now, if you know anything about universities in America, those are Chad (12:42.273) Yeah. Chad (12:57.73) Mm-hmm. Joel Cheesman (13:07.866) two of the top colleges in the Midwest, let alone the country. He did not have those on his LinkedIn profile. And I never asked him why and I wanted to, but I have to imagine knowing him that it was because I didn't want he, he didn't want people to sort of put him in a box that said I'm better than you because he didn't act that way. And I don't think he wanted that, that prejudice to be part of his meeting and interactions with people. Chad (13:11.778) Mm-hmm. Joel Cheesman (13:34.992) I took Stella up to Chicago a few months ago and I just, I threw a shot in the dark. The Cubs were playing. They were in town. I've kind of used the Joe shaker, connection enough over the years. I was like, you know what? Maybe, maybe Lavery knows somebody or has a connection. And I said, Hey, do you know anybody that has tickets? He comes back, you know, I've had C he's like, I've had season tickets for 20 years or whatever it is. And he's like, I Chad (13:47.297) Hahaha Chad (14:00.301) Jesus Christ. Joel Cheesman (14:01.542) He's like, I just, gave that, I gave that day to my in-laws or niece or somebody. And he said, but let me call in some favors. And I said, okay, no pressure. Like we can get tickets. No big deal. Comes back. I got you tickets here. know, like they were in the email or the text downloaded. Fantastic seats. Somebody he, what he knew had some extras or whatever gave them to me. Like that's just the kind of guy he was. Chad (14:28.717) above and beyond. Joel Cheesman (14:29.148) yeah, above and beyond, like he knew people, but the videos he showed us, like he didn't have to do that. He's an executive at UPS, like, like he didn't have to give us the time of day, but he did. And he did that. He took every demo from every vendor that I knew of. He took every conversation at every conference, even though he didn't have, he didn't have to, and he did. And he is, he is a huge void, a tragic loss. I hope wherever he is, I hope he's with. Chad (14:31.595) in everything. Yeah. Mm-mm. Yeah. Chad (14:44.449) Yes, yes. Yep. Joel Cheesman (14:58.916) Walter Payton and, you know, name your Chicago sports icon. Belushi's got to be there. Like, I mean, I hope that he's, he's up somewhere up, up in heaven, having a good time with Belushi and Payton and everybody else, because just what a solid guy, man. Solid guy way too soon. Our age, we, we, we bonded on the gen X thing. I, could do a whole show on the guy, but man, total loss. Chad (15:15.137) and Italian beef sandwich. Chad (15:23.425) Yeah. Yeah. Joel Cheesman (15:28.39) hearts out to his family. know, value the time you have guys and value the people in your life because you just never know. You just never know. You never know. Chad (15:37.777) Right. You never know, which is a reason why you have to sign up for free stuff. Okay. Matt, Matt signed up for free stuff. Matt loved free stuff, by the way. No, seriously. I'm gonna miss, gonna miss that dude. I'm gonna miss that dude. Joel Cheesman (15:41.564) What a transition. man, yeah. Joel Cheesman (15:54.62) totally miss that dude. By the way, he got, we sent him, we sent him rum on his birthday. Funny side story, sorry. And, and, what I, what I bought him online was not what he got. He got some shitty Captain Morgan, cinnamon, whatever. I'm like, no, no, no, we're not going out like that. So I got him like something really good. And I added a bunch of old style. Cause I knew he was going to the Cubs game that day. Like, Chad (15:59.682) Yeah. Yeah. Good. Chad (16:06.367) yes, yes. Chad (16:20.257) Yeah. Joel Cheesman (16:20.944) So that, so I think that kind of, brought us to, but like, that's the kind of guy Matt was, and loved it. Yeah. Cause the friendship that we had, but yeah, no shitty captain Morgan if it's your birthday Chad, but what else can they get from us for free? Chad (16:25.292) It's a great story. Yeah. Chad (16:34.059) Well, whiskey, chicken cock whiskey. That's right. Not just one hand of cock. You've got two. You've got two bottles. Yes. And you should, Stephen, and you should. That coming from the tech talent experts over at Van Hack. Then there's bourbon barrel aged syrup from our friends up north. Uh-huh. Bob and Doug at Kiora, who also, also are our shout out sponsor, by the way. What is it? Texting made easy, made simple, made not so complex. Joel Cheesman (17:04.75) And cost effective, easy cost. If you're not doing text recruiting, you gotta get, give our friends at Cura a call for sure. Chad (17:10.497) Too easy. Too easy. New t-shirts. my God. I don't think there were any left. think Cole got to leave with an empty backpack, but new t-shirts, brand new Dr. Feelgood inspired t-shirts from those gentlemen and ladies and gentlemen over at Aeron App. Thanks to Mike and the crew over at Aeron App. Craft beer from the job data geeks over at Joel Cheesman (17:13.756) Hmm. Chad (17:40.253) Aspen Tech Labs. again, if it's your birthday, this is what this is what Matt did. Matt signed up. He got the he got the shitty ROM. But guess what? We gave him the good ROM from our friends over at Plum. Got to go to ChadCheese.com slash free. Joel Cheesman (17:57.724) By the way, your name looks good with an umlaut over it, Chad, Motley Crue style. All right. Celebrating another year around the sun guys is Jim Lowe, Randall Emory, Eli Carstens, Eva Zills, Karen Heatwool, Michelle Palermo, Wendy Dodd, David Anglikowski, Becky Rand, Leslie LeBlanc, Matt Staney, David Seagal-Bernstein, Jeff Hunter. And lastly, George LaRockout. Chad (18:00.813) It does. Chad (18:20.614) Hahaha Joel Cheesman (18:24.602) with your cock out. That's right. Happy birthday, everybody. And thanks for listening to the Chad and cheese podcast. Chad (18:32.653) That's right, and as we said, we're back from Wreckfest. We're gonna be talking more about events, luckily, from those fun kids over at Shaker Recruitment Marketing, but we're not gonna talk about it this week. We're just trying to recover. Joel Cheesman (18:45.564) We got a lot going on this week in the news. This is supposed to be the dog days of summer. We're supposed to be, uh, you know, at the paddle court and, uh, and poolside, but, uh, but Chad, we learned this week, you might have to take some sensitivity training. Uh, you, you've, you've ruffled ruffled some feathers because some of the things you said about job.com's, uh, bankruptcy last week, which I was not on, uh, had, uh, had their co-founder, Aaron Stewart, a bit distraught. Chad (18:52.354) Yeah. yeah. Chad (19:00.941) Apparently. Joel Cheesman (19:12.54) after almost a year off LinkedIn, he posted quote, I don't condone the use of the company's challenges as a form of gaining views, likes, or attention, but podcast shows like the above, meaning you and me are here just for that reason. End quote. You're such a whore for attention, Chad. You want those clicks and likes you've had quite a few messages from the good folks at, present and past from job.com. What you got? Chad (19:26.774) Mm-hmm. Chad (19:40.279) Yeah. So it's really interesting because there are a lot of people that say like, you you're trying to sensationalize things. And in this case specifically, it's bankruptcy. Right. And there are people that are going to be hurt. We talked about Monster and Career Builder and their bankruptcy. We talked about who they owe. There are debtors, there are unsecured debtors and they're secured debtors. Right. So we talked about that on last week's show, Emmy and I did. And then we talked about the prospect of a buyer. And who would that buyer possibly be? Well, they're creating another company to buy job.com. So literally, you're going into bankruptcy to be able to scrub everything clean and all the people that you owe money to are getting fucked. And more than likely, the people that you work for, right? Not all of them, maybe. Maybe you get to keep some of them, but they get fucked too. And then you get to buy the company assets back for cheaper. Joel Cheesman (20:27.74) Mm-hmm. Joel Cheesman (20:42.012) Mm-hmm. Chad (20:43.553) and then just continue to do operations. To me, that does not feel right. So that's not sensationalizing anything. That's just telling the fucking truth of what is, at least what they're looking to from a stalking horse standpoint happen. So yeah, and I think, and this is where I really wanna challenge anybody who says this. When it comes to attention, that post was actually created. Joel Cheesman (20:51.42) Mm-hmm. Chad (21:11.789) to try to talk to us about gaining attention. Well, we should provide the attention where it's due and it's due here because this shit shouldn't happen. And when people are owed money, it shouldn't happen. Since then, since then, I have been on the phone. I have been chatting. I've been on messenger. When we started this, I was actually on the fucking phone with somebody. And so this is from from Aaron's post, quote, I'm here to console. Joel Cheesman (21:14.982) Mm-hmm. Chad (21:41.646) those that maybe feel are feeling lost, frustrated, saddened by all that has happened, whether you've worked with us, partnered with us, or just in the industry, end quote, right? So it's all flowery and it's all, but it says nothing because it's interesting because I have, and it's actually out there in public as comments, employees are asking for their 2024 last year. Joel Cheesman (22:05.072) Mm-hmm. Chad (22:10.785) W-2s. They don't have them. They can't file their taxes. They can't receive tax returns. They can't use that money or pay bills. Everything that he said in that had nothing to do with the actual people. He said family. He posted a picture of his family in an airport getting ready to go on vacation. These people can't fucking afford that. These people are looking for their tax return dollars, right? Joel Cheesman (22:30.075) Mm-hmm. Chad (22:36.813) And then you start to go down kind of like the rabbit hole of, if a company can't provide the W-2, there's tax withholdings, right? So have tax withholdings, you have 401k withholdings, right? You have HSA, you have child support, you have all these different things that can be withheld from an organization. Now that's the record of it to the federal government. So you can show them, hey, look, I'm paying my taxes. Joel Cheesman (22:51.557) Mm-hmm. Joel Cheesman (23:06.864) Mm-hmm. Chad (23:07.191) Can I get a return or maybe I need to pay a little bit, but this is something that we have to do, right? These people can't do that. And to me, making it about yourself, posting a picture with you and your lovely little girls and your lovely family, I think that's really cute, but that is not the point. You're getting ready to go on a vacation where a lot of these people, they're not going to be able to fucking afford it. And they don't want to be. Joel Cheesman (23:25.986) Mm-hmm. Yeah. Chad (23:35.872) under possibly the thumb of the IRS, right? And, you know, a phrase that Aaron likes to say, you know, is all will be revealed. Well, there are a lot of conversations and actually things that I've been hearing about happening, you know, behind closed doors that I've been able to actually listen into. And I think all will be revealed. think he's a I think he's 100 percent right. Joel Cheesman (23:55.942) Yeah. Joel Cheesman (24:04.412) Mm-hmm. Chad (24:05.057) just not in the way he might be thinking they will be revealed. just in response, this is not about attention. When you see somebody doing something wrong in the industry, we talk about how Indeed does stupid shit and we make fun of them, right? This is incredibly different. This is owing bankruptcy, prospectively hurting vendors in our industry, which we talked about with Monster and Career Builder. Joel Cheesman (24:20.134) Yeah. Yeah. Chad (24:32.725) Right? So this is not something where we're picking on job.com. This is where we are shining a light and trying to add a little disinfectant to the fucking conversation. Joel Cheesman (24:33.382) Yeah. Joel Cheesman (24:44.91) Amen. look, we're a couple of meatheads. you know, this is, this is an attention game, but we don't make up the news. We don't make up the court filings. We don't make up lawsuits and, and layoffs. And I mean, that's, may or may not like what we say about it, but we're not making the shit up. we're talking about our opinion of, what goes on. And, you know, we, we have come across in our time, Chad (24:57.751) Mm-hmm. Joel Cheesman (25:10.598) quite a few from carnival barkers to shysters to straight out criminals. I'm not putting them in any particular bucket, but someone, someone is probably going to do a deep dive on this operation and reveal a lot of really interesting things. think you've been bombarded, in the past week or so of, of past employees, investors, people that have been acquired like Chad (25:30.187) I have. Joel Cheesman (25:36.048) There's a lot of shit going on here and it's not just smoke. There's got to be some fire and between bankruptcy lawsuits, who knows what's going to come down the pike. This stuff will be revealed. It's, not, it's not for, I have better things to do than investigate job.com. What's going on, but I can tell you, we're not making this shit up. These are public records. These are things going on. These are things still in the court. look, there's a lot of diversion going on. You know, there's a lot of like, Chad (25:45.825) There's a ton of fucking lawsuits. Yeah. Chad (25:59.768) Mm-hmm. Joel Cheesman (26:03.644) Don't look at this over here. Look at me and I'm, I'm a, he's Scottish, right? He's kind of like, I'm a fun Scottish guy. got a great family or English. Okay. Sorry. Sorry. Scott's didn't mean to do that to you. Yeah. Sorry to star. I mean, look, uh, this shit will be revealed, but I mean, from what we know in terms of, mean, in addition to the public record stuff, he's got another co-founder. Look, if you look, if you go to glass door, uh, Paul Sloyan, Chad (26:09.589) No, he's, he's, he's English. He's English. He's English. From Luton. Luton. Joel Cheesman (26:32.284) who I don't think we've ever talked to is CEO currently. He has a 4 % rating on Glassdoor. 4%, okay. Only 8 % of the employees would recommend working at job.com. A ton of comments about they don't pay employees, commissions are not paid. Again, this is on Glassdoor. This is not us making it up. You can take it for what it's worth. Chad (26:32.577) Mm-hmm. Now. Yeah. Chad (26:40.695) Holy shit! Chad (26:49.698) Yeah. Joel Cheesman (27:01.328) But all the signs and Chad, you and I have been around this game a long time. If it walks like a duck quacks, like a duck, it's probably a duck and there's some shit going on here. hopefully it'll come out at some point. but look, I would, I would, I would a buyer beware on anything job.com that's going on, whether you're an employee investor, looking to buy their services. Cause this thing, this thing stinks to high heaven. Chad (27:30.414) And again, we're taking a look at all of this from the standpoint of just being able to ensure that companies, listeners, and hopefully the real information comes out. I'm getting information like, what would you say, case files and those things that are actually pushed to me all over the place. I'm getting more information, but. Joel Cheesman (27:52.348) Yeah. Chad (27:57.282) I'm also reaching out to journalists so that they can do their jobs and they have different connections to be able to do that too. Because it is most important to me that if there is impropriety, we don't know that there is yet, right? But if there is propriety, it is sussed out so that it doesn't happen again. the employees, not the ones driving Ferraris, not the ones who are taking vacations. Joel Cheesman (28:01.02) Yeah. Joel Cheesman (28:10.62) Mm-hmm. Mm-hmm. Joel Cheesman (28:20.86) Mm-hmm. Chad (28:25.921) with their kids, the ones who can't afford that stuff, the ones who doing the hard work, they deserve not to have to go through that shit, right? The next round of people who could prospectively be suckered into something like that. And again, all things will be revealed. Everything could be clean and great or not. We'll find out. We will find out. Time will tell. Joel Cheesman (28:47.672) I suspect, I suspect when the lights are turned on, there's going be a lot of roaches scurrying for safer, safer places. Uh, I mean, not since jobster, if we're going way back, I mean, when I, when I did a little bit of stuff on jobster, I mean, people came out of the woodwork. Um, it's kind of like when, you have harassment cases, like once one thing, it's just a house of cards and the whole thing comes down. Uh, and I suspect that that we'll be talking about this. Chad (28:51.937) Yeah. Chad (28:56.023) We shall see. Chad (29:00.352) Jesus. Chad (29:07.693) Mm-hmm. Joel Cheesman (29:14.406) for a few more weeks because there is something there, I would think. think there's something there. Chad (29:21.217) Deep breath kids, deep breath. Joel Cheesman (29:26.3) All right. More red meat, everybody. announced a 6 % reduction in its workforce impacting 1300 employees across Indeed and Glassdoor. Christian Sutherland-Wong, Glassdoor CEO, will step down on October 1st. LaFawn Davis, Indeed's chief people and sustainability officer is also out the door. Indeed's last big layoffs in case you missed it. May, 2024, a thousand workers laid off roughly 8 % of its headcount at the time. March of 23, they laid off 2,200 employees representing kind of a whopping 15 % of its workforce. And now you have, this. It's nice to know that the industry's top dog is so good at retaining, retaining top talent. Chad, your thoughts on the news out of indeed.com. Chad (30:15.627) Yeah, it really sucked. I mean, we were at Wreckfest. Indeed had a big booth, glass door, had a booth. Yeah, had a booth, right? And these things are happening all around us, right? So this sucks and sorry to hear it. And the thing that really sucks is that there are so many amazing people that are out of work right now. It's great for all the companies that are out there who need top talent. Joel Cheesman (30:22.149) And Glassdoor too, yeah. Chad (30:44.493) What I would do is I would look at the ones with the monsters, the career builders, so on and so forth, right? I mean, that to me, I mean, they're just great, great experience that's out there. So this really sucks, but I'm gonna go ahead and I'm gonna get this into, get it ready for it with Stephen, a history lesson. Joel Cheesman (31:01.572) Okay, okay, hold on, where's our history lesson? Here we go. Chad (31:03.297) Here we go. Chad (31:08.845) So kids, we've talked about this before, but back in 1998, TMP Worldwide merged online career center OCC and the Monster Board to create Monster.com. Why? Because Jeff Taylor convinced Andy McKelvey, the owner of TMP Worldwide, pretty much the holding company, it was better to combine efforts than to fight each other, right? Sibling rivalry, so to speak, wasn't great in this scenario. And Jeff. Jeff, I know this was more complex than just that, right? I know that it is and we could have a whole half hour show. So don't beat me up too much over the retelling. But it was a smart move, right? To be able to put them together, to be able to create monster.com, that would have never happened. We would have never had blimps. We would have never had the Super Bowl commercial. They wouldn't have not had the ability to really combine marketing budgets, sales budgets, those types of things. So they were. So fast forward to May of 2018 when Recruit Holdings, TMP in the story, acquires Glassdoor, a company with a very similar model to Indeed. Indeed was more job posting forward, right, but had reviews. And Glassdoor was more review forward, but it had jobs. So there was some redundancy there. Now, the Jeff Taylor in this story would be Chris Himes. Joel Cheesman (32:22.64) Mm-hmm. Chad (32:35.709) as he took over because Daco finally went back up to the mothership, which, you know, can't expect much out of a guy who's running the fucking holding company than coming running indeed. So Chris Himes, this to me is a fucking slam dunk to combine these incredibly redundant organizations and bring much of those redundancies under one roof and have huge efficiencies, a unified sales opportunity, a huge, huge cost savings. Joel Cheesman (32:39.644) Mm-hmm. Chad (33:05.453) But, Himes never did it, which is one of the reasons why I have been saying for years, he should have been fired. Glassdoor was a redundant brand, per se. Still had some brand equity. Yes, the domains are awesome. Yes, you can do SEO around it, and you can still do all the things that you wanted to, but again, just the redundancies didn't make any sense. This makes sense. Joel Cheesman (33:19.1) Mm-hmm. Chad (33:34.749) Sorry that 1300 people had to feel the sting on this one because if they would have done this much earlier, it might not have been this big of a cut. Joel Cheesman (33:52.096) I agree with all that. mean, before Indeed even bought Glassdoor, Indeed employees would have a laugh about how much more review content they had than Glassdoor. So when they bought Glassdoor, it was kind of like... Chad (34:04.973) Yeah, yeah. Joel Cheesman (34:10.96) We're taking a competitor off the board. We're putting our content on there. We'll get the SEO traffic. Let's eliminate some of the redundancies. And they didn't really do that. They kept it as a separate company for up until now, really. It had its own staff, its own CEO. So from a business standpoint, this makes a ton of sense. They should have done it six months after they bought the company or maybe a year into it. Chad (34:27.095) Mm-hmm. Chad (34:37.547) Yeah. Yeah. Joel Cheesman (34:41.038) Chat GPT and AI, which I've said this for a while, really replaces the need for a review site. It's much more intuitive to go to your favorite AI solution and say, what's it like to work at GM and get that answer than it is to go to Glassdoor, which by the way is a user nightmare. You can't use it unless you log in. You got to join the company or you join the site. Chad (35:07.831) It's horrible. It's horrible. Joel Cheesman (35:08.974) It's horrible. It's horrible. Like they don't want you to see the reviews unless you give them your blood type and your, and your social security number. So people are, are probably not going to the site in droves that they were, they're using AI and other tools. So the only value that it really has, and I don't think the URL is that valuable anymore because of the way SEO has changed. but the only thing that that sticker that goddamn, we're a glass door best employer that I still see at airports and restaurants. Chad (35:29.133) Mm. Chad (35:35.243) Yeah. Yeah. You see him on the side of the fucking planes. Joel Cheesman (35:38.938) Like that's yeah, billboards companies will put up like that's literally it. That's the value of the company. So, so, and that's probably, that's, that's probably fading away as well. So in addition to that, get rid of glass door, get rid of the redundancies. I also think this is part of the big swing that we talked about of indeed trying to own everything that you do. Glass door lost sort of is not part of that vision of the future. Chad (35:42.975) Yeah. Great marketing. Great marketing. Joel Cheesman (36:08.238) And my guess is a lot of the talent that's there isn't prepared or able or skilled enough to take indeed to the next level. I've seen a lot of job boards where the salespeople, they know how to sell like single job postings. And when the job board says, Hey, we're going to sell more complex stuff. They're just not prepared or skilled to sell the bigger, bigger stuff. So part of this may be, look, we don't have the, we need different skills to come in. So we need to let go of the people who don't have the skills for our. Chad (36:08.834) Mm-hmm. Joel Cheesman (36:37.872) future. good move. Sorry to the people that lost their job based on the past. They should have known that it might be coming. And people that I know it indeed, every time there's a layoff, I message them and say, you're safe. So far so good. But I'm waiting for any time to say like, nope, was part of this one. Let's take a quick break guys. Again, if you haven't seen our lovely mugs on YouTube, go subscribe, go to youtube.com. Chad (36:56.311) Yeah, totally, totally sucks. Joel Cheesman (37:06.156) slash at Chad cheese. You'll love the shorts. we're doing a great job on those and we'll be right back. Chad (37:13.537) Faces for Radio. Joel Cheesman (37:17.868) All right. More red meat. A Wired article uncovered basic vulnerabilities in McDonald's job applications on mchire.com powered by our friends and sponsors paradox by guessing a weak admin password and tweaking application IDs. The reporters accessed up to 64 million records with personal info like names, emails, phones, resumes, and chat logs to their credit paradox. fixed the issues very quickly, confirmed limited data exposure and launched a bug bounty. Chad, your thoughts on a pretty bad couple of weeks at Paradox. Chad (38:01.537) Yeah, I think probably to some extent you and I are way too close to this. I mean, we know the Paradox staff really well. They're a sponsor. go, I mean, we do the AI sessions with those guys. This happened after we recorded last week. So I got a chance to actually take a beat and just kind of like dig into it. Joel Cheesman (38:11.718) Mm-hmm. Chad (38:27.847) And a lot of the reporting, the wired reporting is actually just totally incorrect and not factual. And there was a response that was posted on Paradox. And the beautiful part about what Paradox did is they said, shit, you know, we're wrong. We did have this security flaw and here's what it was. I think it was interesting because it was a single instance. It was from a test account. They hacked into the test account to be able to access the API. But the most important piece that's here that I think that we kind of go crazy about is this is not a payroll data platform. This is a candidate platform. You're looking at phone date, phone book data. So kids, if you don't know what a phone book is back in the day, we had these yellow pages and phone books. Joel Cheesman (39:20.902) Mm-hmm. Chad (39:25.355) And it would have it would have really simple information. I'd have your first name, last name, your address and your phone number. Right now, we I guess we can put in phone book data, the email address. Right. Literally everything else and everything else not available. So this is not a launch codes type of situation. they got in and they got into our database and they got a bunch of names, a bunch of phone numbers and a bunch of emails. Well, fuck. I could probably take less time and go buy that from somebody else like Millions right number one number two. They only accessed five Candidates and their chat history. That was it. So to me Let me get to the second part. So the second part they started talking about injection attacks and I was like, holy fuck That is where shit could go off the rails because in an injection attack there Joel Cheesman (40:17.276) Mm-hmm. Chad (40:23.637) many different, can't say that I'm an expert on this, but you can literally inject code into a code base, right? You can get into it and you can inject code into a code base, which really fucks everything. Cause think of all the different bugs that you can create, not to mention all the different phishing and I mean, there's so much that you can do. They tried an injection attack on Paradox. It didn't work. So the little thing, Joel Cheesman (40:30.684) Mm-hmm. Yeah. Joel Cheesman (40:38.566) Mm-hmm. Chad (40:51.309) which is literally 19, you know, late 1990 shit username password, right? That was a 2018 account. They said, mea culpa, we'll fix that shit. But it was, so they owned it, but it was phone book data. That's what it was. It was phone book data. It wasn't payroll data. It wasn't social security numbers. It was none of that shit. The thing that... Joel Cheesman (40:51.42) Mm-hmm. Chad (41:19.155) get out of this is it seems like in many cases, a lot of chief security officers are really, really, really focused on the big shit, like injection attacks and those types of things. And sometimes maybe the little things could kind of like slip through. But again, five, five candidate profiles and their chat histories were accessed versus the prospect of something bigger that could happen. So yeah, I think Joel Cheesman (41:24.316) Mm-hmm. Joel Cheesman (41:30.972) Mm-hmm. Yeah. Chad (41:48.78) I think we should get used to this from the standpoint of companies. They did a bug bounty. They said, they said, yep, that was on us. And away you go, right? So again, I am totally biased. No Adam, no Jay-Z, no Aaron. mean, just the list goes on. But again, I'm biased, but this is how my brain has worked. Joel Cheesman (41:59.324) Mm-hmm. Joel Cheesman (42:17.649) You Joel Cheesman (42:21.46) so I have, I have three thoughts on this. the first one is, did McDonald's fire them? Like was what they did so great is that Olivia is now gone, from McDonald's. Well, no shocker. went to McDonald's, Olivia's still powering, the job search at, at McDonald's. So the ultimate, the ultimate justice here would be as if McDonald's said, this is so bad that we're firing you or there were out, we're out of the paradox business. Well, they're not. So that's the first point. Chad (42:47.245) Yeah. Joel Cheesman (42:49.85) The second point is, are we surprised that this shit happens anymore? mean, regardless of how we feel about paradox, like in the last month, 500 million LinkedIn user profiles were on sale in the, in the dark web, another 500 million Facebook profiles, for sale on the dark web. If you don't think the information that's on a job search conversation is, is out there anyway, on another platform, you are walking around blind without a cane pal, in our space. Monsters had breaches before we talked about a few years ago. I had forgotten about this till I did a little bit of homework. Chad, do remember when career builder was locked down from a malware attack and they had to pay ransomware to get their site back? Like that's in just our space. So companies are dealing with this on a, on a constant basis. I think the fact that it was McDonald's Chad (43:27.426) Mm-hmm. yeah. Yes. Yes. Yeah. Joel Cheesman (43:43.44) didn't help if this had been, you know, podunk's warehouse of, of, of clearance items, no one would have given a shit, but because it was McDonald's, I think it was sexy. It's going to hurt tech crunch fortune, like some legitimate companies are picking this stuff up. So it will be a story for a while. Of course, in Trump's America, it's not a story for very long because we're moving on to the next, the next thing. So I think, I think this is mostly going to fade away. from the, from the scene. The most posts that I've seen have been technical people talking about sort of the nerdy logistical stuff around. would you like, why wouldn't you have sort of belts and suspended that suspended that to make sure that didn't happen in our space? This is my, my third point. you know, we mentioned my trip in, in, Berlin Chad, there's a, there's a great word that the Germans and only the Germans probably could have created. It's it's Schadenfreude. And Schadenfreude is pleasure at the pain of other people, or in this case, an organization. Look, paradox has been kicking everybody's ass for 10 years. Now, now's your chance to kick them in the nuts. And you can bet that a lot of people are coming out. Really not a lot, but people are coming out and saying like, what a Bush league organization. This is supposed to be like a high level, you know, premier product. Let me tell you something real quick. Chad (44:42.657) yes. Joel Cheesman (45:10.812) We're in the employment business. There is no premier product, right? The best developers are working for Meta, Google, Microsoft, Amazon, et cetera. We get what's left. We'd love the best, but no one wants to work in employment. yeah, branded wise it might be, but like don't kid yourself and think that anybody has better developers that are up the level of the quality companies that we think about. Think about who's commenting and throwing dirt and mud on Paradox and ask yourself, what might they have to gain from throwing shit at Paradox? Who are they advising? Who are their customers? What's their business? Be objective about this and don't just take comments at face value. Do your homework, do your background checks on people. There might be a reason why. They've come out of the woodwork and talk trash about paradox. And those are my three things on this issue chat. And yes, we are biased, but they will survive this. And I think they'll be fine. They fucked up people. They fucked up. Most organizations have. Chad (46:22.283) Yeah, but again, it's one of those things. It's how fast you, mean, you're going to find, you're going to find loopholes. You're going to find, you know, some, some, something that needs a patch or something like that. How fast do you respond? How fast do you respond? And then what do you do beyond that to ensure that it doesn't happen again? Right. So to think that this is not going to happen to any other company or spaces, as you'd said is wrong. It's dumb. But yet how do they rectify it moving forward? Again, the thing for me was any company coming out in Trump's America, as you said, saying that they're sorry. They just don't do that anymore. These guys came out said, that's on me. We own this. We fix the shit. We got it. Thank you. Joel Cheesman (47:05.894) Yep. Yep. It was, it was a master class in damage control. And I'm sure, I'm sure Jay Z and his team, the last thing they wanted to do during fourth of July, holiday was deal with, was deal with this. But yeah, it was, it was kind of the, the playbook of like, when you fuck up, here's what you do. Own up to it, fix it, say you're sorry. And they did that. And, I doubt it will happen again, to them. Now, speaking of not happening again, Chad, I was in Berlin. So. Chad (47:15.947) fuck, I can't imagine. Chad (47:33.709) Yeah. Joel Cheesman (47:35.396) Some news came out. got some, some wind stuff. looks like, looks like Foreman isn't done. What's going on with our friend, Christian Foreman. Chad (47:46.082) Yeah, so I heard rumblings. was kind of a rumor to some extent that Chris was actually going to another StepStone property, which I thought was odd because all the other StepStone properties are less than an AppCast, right? mean, AppCast is gold standard with regard to programmatic. And I mean, just name and all that other fun stuff. Joel Cheesman (47:57.276) Mm-hmm. Joel Cheesman (48:02.915) yeah. Joel Cheesman (48:10.161) Mm-hmm. Chad (48:10.797) Then you have StepStone, which actually the site itself, I come on, it's a fucking job board in Germany for, mean, they have others, but it's mainly a job board in Germany. And then you have Totaljobs. Yeah, then you have Totaljobs, right? So, and then you have some other smaller, and you're like, what's he gonna do? Well, apparently, and I don't know if this is just an interim scenario, but it's either a managing director or a CEO position at Totaljobs. Joel Cheesman (48:18.588) Yeah, even Baird. Mm-hmm. Chad (48:41.779) Interesting because we talked to him about retiring and you look in the archives kid. goats, goats and chickens and whatnot. So I thought this was interesting just from the standpoint of Chris saying, yeah, I'm out. And then literally slumming it. Not that you're bad people, Total Jobs. You're not. You're not at all. It's just small market shit, right? He's a bigger market strategic type of guy. Joel Cheesman (48:45.404) Chick, chickens, right? Raising chickens? that what he, was, goats? Yeah. Chad (49:11.583) So being able to take, know, it's like putting, don't want to overdo it with making a foreman sound like a fucking genius, but God damn it. It's like taking a Ferrari engine and putting it in a fucking, you know, horse and buggy. know, I, he's a smart dude. He's a smart dude. I don't want to overdo it. I don't want it to overdo it. Joel Cheesman (49:26.844) He's a big swinging dick. It's okay. Yeah. I mean, he's up there. It's the employment space, everybody, but in our space, our little world here, yeah, he's a thing. He's a big deal. So yeah, I was really shocked because when we talked to him and we had a great conversation, if you haven't listened to that, check out the archives with our conversation with him. Chad (49:36.301) Hahaha Joel Cheesman (49:54.332) chickens, goats, cheese, milk. I don't know what it was. He, I forget, but he, he made this thing like he was going to farm the land and he was going to, he was going to lead a quiet life in the, in the Vermont or New Hampshire wilderness. And like, I've got my money. I'm, I'm fading in the sunset. And then, and then you come up with this. like, what, what does he owe someone money? I like what, does somebody have something on him? So there's, Chad (50:02.56) I'm out. Joel Cheesman (50:24.688) There's no way that he wants this gig. There's no chance in hell that he wants to run total jobs. so I don't know. mean, look, look, fame and recognition. It's a hell of a drug. And I can tell you from, from cheese head to leaving and closing down cheese head, people forget you very quickly. They forget, like they move on to the next thing quickly. So I'm not saying Chris is, is in there, but yeah, people forget about you. Chad (50:31.297) Yeah, unless he just wants some time in the UK or something. I don't know. Chad (50:48.716) Yeah. Joel Cheesman (50:54.682) I don't think he's an attention whore, but, to me, it's like one of three things happened here. He owes someone a favor. Someone's like, dude, please like help us. It won't be forever. We need a little bit of, we need a little, you know, plug of the hole for a little bit. number two, maybe he was promised like you get unlimited budget and you get to play mad scientist. Maybe plug appcast with some agency shit with some job board, like do do some crazy shit. Maybe that maybe that had some appeal to him. And the other one, which is more likely somebody showed up with a bag of money and a Brinks truck and said, we need you. We're going to make an offer. You can't refuse. Here's a bunch of money and take it because there's no, there's no growth here. There's no growth story. There's no cool factor. There's no reason for him to want to do this gig. Chad (51:40.685) Chad (51:50.796) Yeah, they're owned by PE, right? It's KKR, right? After they did the restructuring. Yeah, I don't see them saying unlimited cash to anybody. don't care who came down. I don't see them saying unlimited cash. Yeah, no, but I would say Chris watching Chris on stage and events and talking to him, he's definitely an attention whore. Joel Cheesman (51:55.574) I don't know. That's how much they matter. I have no idea what's going on at Total Jobs. Chad (52:18.817) And that's okay. A lot of founders, a lot of founders are attention whores. They are. I mean, they are. And there's nothing wrong with that. mean, are, are, are. Joel Cheesman (52:26.872) shi- Well, total jobs ain't the gig to get if you want attention. my God. let's go see the CEO of total jobs speak. Yes, that's exciting. I want to see what, what they have to say. Maybe that goes back to the mad scientist. He's going to do some crazy shit and like Jeff Taylor's coming back. So I got to come back. I can't let the, let the stage be empty, man. I don't know. It's going to be a wild fall. anyway, Chris, Chad (52:33.729) know man, I know. Hahaha Chad (52:45.762) I think. Joel Cheesman (52:58.786) open invite to the show to tell us what the hell is going on with Total Jobs. We'll be right back. If you haven't subscribed, guys, if you haven't left us a review, what the hell are you doing? If you like what you've heard today, please sign up. Please leave us a review. It helps us with the algo and we get more listens and we're needy, unloved people and need attention. Yeah, takes one to know one like my mom used to say. We'll be right back. Chad (53:00.887) Good luck. Good luck. Chad (53:18.957) Attention whores. Joel Cheesman (53:29.12) my God, more red meat, Chad. you talked about the, job get, deal, rumored at 7 million. Apparently, some things have come to light to verify that $7 million price tag. what have we learned about job get and the deal for monster? Chad (53:31.478) I Chad (53:46.158) Yeah, it was funny. Peter Zollman over at AIM Group reached out to me. He said, that's no rumor. That's true. And then he sent me the link. So if you go to AIM Group , if you're not subscribed to AIM Group, you should do that. It's aimgroup.com . Great guys, great contents. Joel Cheesman (53:56.645) Yeah. Joel Cheesman (54:01.798) By the way, aim group , if you're not investigating job.com, we invite you to, to turn on the lights, so to speak, please, please do some due diligence over there. Chad (54:07.233) Hahaha Chad (54:10.903) may or may not have already reached out. So, seven million from JobGet for the job board business of CareerBuilder plus Monster. Think of that. Think of that. At one time, that just the job board assets, because that's really all they were. And we're just talking about Monster, right? It was a billion dollar company. And this is 15 years ago. Joel Cheesman (54:13.081) Chad (54:40.749) 15 years ago and $7 million, not just for Monster, Monster and CareerBull, you're getting them both. You're getting them both. So for me, yeah, I mean, that is a, as Aim Group had said, it's a staggering drop in valuation. It's also interesting that Valnet US is buying military.com and fastwag.com for 22.5 million. Joel Cheesman (54:42.064) Made a billion, not valued. They were making a billion dollars, yeah. Joel Cheesman (54:59.74) Mm-hmm. Joel Cheesman (55:11.42) three times more. Chad (55:11.553) What the living shit. Six million for Monster Government Services, which was literally just a piece of Monster. It was a growing piece and it was a nice size piece of business, but it was not the core of Monster. So to be able to see this fall the way that it has fallen, Career Builder has already been drawn and quartered and they've already sold pieces off. Joel Cheesman (55:22.342) Mm-hmm. Chad (55:39.508) of a career builder. Monster, not so much. Maybe some of the regional stuff, some of the international stuff, but still this, only $7 million. To me, that did not seem realistic. It was a rumor and Peter and the guys and girls over at AIM Group said, nope, not a rumor. This is a stalking horse bid that literally is happening today. So if Jobgit gets it, it'll be $7 million unless somebody outbids them. Joel Cheesman (55:52.22) Mm-hmm. Chad (56:13.697) And I know you're going to say his hip recruiter should outbid him or something like that. I don't know. Joel Cheesman (56:17.66) I have trouble finding words. When Monster went public, I want to say their valuation was $8 billion. They were making a billion dollars in the mid 2000s. They were sold, Ronstadt paid about $500 million for this. think CareerBuilder was bought for about the same price. Chad (56:25.813) It's hard. Chad (56:37.896) yeah. Chad (56:45.396) Mm-hmm. Yeah. Joel Cheesman (56:48.27) And to think that it has dwindled down to $7 million is just companies with no revenue at all are getting that an investment. Like companies you've never heard of are raising series A's at higher higher dollar amounts than that. The URL you telling me monster energy drink doesn't have 7 million in the cushions that they can just buy the domain and like do whatever the hell they want with everything else. Chad (56:49.613) 560 I think. Chad (56:54.285) Woof. Chad (57:08.032) Yes! Chad (57:15.949) by itself. Yeah. Joel Cheesman (57:18.108) you're telling me that, that indeed doesn't have that in the couch cushions. You're telling me like, job and, like some European, and talent doesn't have that. Like how I still hold faith that maybe someone will come along with a higher bid, but at this point, think, I think today or tomorrow, as we're recording this on the 17th, I think it's over like 15th was the, was the trial date or the court date. So Chad (57:31.981) Job and talent, yeah. Chad (57:44.194) Yeah. Joel Cheesman (57:48.016) Good on job get this is a steal like Chad (57:52.569) God, yes. Joel Cheesman (57:53.114) The names alone, the domains alone, mean, forget about the data and the SEO and all that. Like this is a, this is huge. I I'm shocked that this is where we've come, with monster and the military. mean, you know this better than I do, but like why, mean, the military military.com is a great domain, but what else is there that they're paying three X, what monster and Cribblet are getting? Is it data? it like, Chad (58:18.547) I know clue to be quite frank. I mean, the data is the data. I mean, it's like today we talk about data and it's all out there, right? I mean, it's all out there. So why buy a company when I can just go to a service and pay a hell of a lot less and then I have to go through all the technical debt and bullshit to try to get it. Yeah, so I don't know. But I think it's interesting. Job get is number five on the creditors list at about one point five million dollars. That's owed. to them. So this is I think they'll they'll get out of this with the best with the best of both worlds, right? They might not get the 1.5 back. But if they get a they get a much lower price, I fuck I don't know. Joel Cheesman (59:03.92) I love that they've been quiet. Job get has I'm expecting our friends over there with this deal gets done to come on and tell us what they're going to do with this property because it's, it's fascinating. I guess so just the cheap stuff because $7 million will buy a lot of champagne. It's a, it's very confusing. Chad (59:14.519) pop the champagne. Joel Cheesman (59:26.254) All right, Chad, in honor of our friend, Matt Lavery, the dad joke today is inspired by him. And as you know, a fantastic big time bears fan. Chad (59:30.604) no. Chad (59:38.765) Mmm. Joel Cheesman (59:39.484) What do you call a room full of 32 Packers fans? What do you call a room full of 32 Packers fans? Chad (59:48.919) too. Chad (59:54.889) It'd be cheese something, I don't know. Joel Cheesman (59:57.276) A full set of teeth. Chad (01:00:01.005) very good. That was more of a dad joke. Joel Cheesman (01:00:03.398) Think about it. We miss you, Matt. RIP, baby. What? Chad (01:00:09.037) And so that was more of a dad joke than anything that you've done in a while. So I'm in on the lavery style, Matt, dad joke. I love it. Thank you, Matt. Thank you for bringing Joel back to. Joel Cheesman (01:00:20.156) Too much red meat, too much alcohol, too many feels this week. Love you Matt, rest in peace. Tell Belushi hi for us. We out. Chad (01:00:30.86) Later dude, we out.

What happens when the American Dream gets outsourced to Instacart and Uber? Chad & Cheese dive into the gig economy with Ankit Kalda, Associate Professor of Finance at Indiana University's Kelley School of Business — and occasional Taco Bell survivor. 💸 Can driving for Uber really replace a paycheck? 🧘‍♂️ What do meditation, depreciation, and desperation have in common? 💥 Are states secretly cheering for gig workers to keep UI payouts low? 🥤 And why is Joel always gassy during deep conversations? Forget your influencer dreams and your Bozo-the-Clown ambitions—this episode digs into why your side hustle might actually be hustling you. Listen in as Chad asks the hard questions, Joel holds back farts, and Ankit politely watches America unravel—one freelance job at a time. 🎧 It’s gig work, baby. But not the good kind. PODCAST TRANSCRIPTION Joel Cheesman (00:32.014) This is the Chad and Cheese podcast. You know what's up. This is Joel Cheesman, your cohost, followed and joined as always by Chad Sowash, who's riding shotgun. And we are excited to welcome Ankit Kalda, Associate Professor of Finance at the Kelly School of Business at Indiana University. Professor, welcome to HR's Most Dangerous Podcast. Chad (00:45.214) Thank you. Ankit Kalda (00:55.109) Thank you for having me. It's pleasure. looking forward to having a fun chat. Chad (00:59.57) All the way, halfway across the world, Joel Cheesman (00:59.618) We appreciate it. Joining us from India. Yes. So a lot of our listeners won't know you. Give us sort of the elevator pitch on who, who is Dr. Calda. Ankit Kalda (01:02.102) Yep. Ankit Kalda (01:11.574) Sure, so I did my undergrad here in India in Econ. I moved to the US back in 2012. I did my PhD at WashU in St. Louis, had a great time. And then joined Kelly as my first job as an assistant professor. Started really liking Bloomington with time, not immediately. But right, yeah, absolutely, yeah. Chad (01:37.362) different than I'm sure what you're used to, right? Joel Cheesman (01:39.134) Indiana Ankit Kalda (01:41.716) Yeah, I mean, the university is great, but it's a college town, so it's a bit of an adjustment. But it grows on you, so I've sort of fallen in love with the place and I guess I'm there. God knows how long. Yeah, in my free time, I love to do some meditation and just think about like big questions like, what are we doing on the planet or why are we living, why are we breathing type things? Chad (01:46.73) Mm-hmm. Chad (02:10.82) And don't whenever whenever Joel looks like he's meditating, it's only because he has bad gas. Joel Cheesman (02:11.97) Holy shit. Joel Cheesman (02:16.266) Usually I'm passing a taco, a taco bell. Taco bell did not agree with me that day. the way, kids, if you have meditation on your bingo card for the Chad and cheese podcast, make sure that you, chip that off. Cause that, I don't think that's ever been mentioned on the show. So, so yeah, let's, let's get ready for some deep conversations here. so Ankit you wrote, you wrote an article recently called a gig economy gig economy may serve as a substitute for those seeking other more. Ankit Kalda (02:16.81) hahahahah Yeah. Chad (02:29.098) That's a good one too. Or your Scrabble deck, yeah. Joel Cheesman (02:45.294) permanent work and we obviously talk a lot about the gig economy on this show, what was the Genesis for the article? Give us a summary. What was it about? Ankit Kalda (02:54.602) Yeah, absolutely. So the article is based on a research paper that we wrote. So we were essentially just thinking about when somebody gets laid off from their job, how do they cope with that situation? And that's where it essentially all came about. And so traditionally, people have either relied on unemployment insurance or they have relied on just credit to sort of keep up and smooth their consumption, right? Chad (03:12.394) Mm. Ankit Kalda (03:24.65) I'm not going to get my paycheck today or this month. What can I do about it? I can either rely on unemployment insurance or I can borrow on my credit card or home equity line of credit or whatever to keep up my consumption. But then we started thinking, well, both these alternatives have issues with them. So if you take on a lot of debt, we have seen what happened with the Great Recession back in 2007. through 2009. And with unemployment insurance, there's all this talk about, if people rely on UI, then their incentives to work declines. And so when gig economy came in, we started thinking of gig economy as providing insurance through a private marketplace, which potentially might not have these downsides which these traditional instruments have had. And so that's how we sort of started thinking about gig economy. And in the paper, what we do is we essentially look at people who lose their jobs and then look at whether access to Uber allows them to rely less on UI and rely less on credit while they are searching for another job. Chad (04:52.564) So from the article, a little bit kind of like brushing over some of what you just said, anecdotal evidence from recent government shutdowns suggest many income shocked workers view the gig economy as a short-term solution to buffer consumption, end quotes. The problem for me is that most situations seem short-term until the bottom falls out of the economy like right now and short-term turns into long-term. Ankit Kalda (04:55.361) Mm-hmm. Chad (05:21.77) How do we see this affecting not only the workforce, but the state of the union, if people have to string together several jobs and go without contributing to savings, retirement, or even afford healthcare coverage? I mean, how does that actually affect the state of our union? Ankit Kalda (05:38.669) Right, yeah, no, that's a great question. And there's a lot of research that talks about like if people lose jobs, there's a ton of costs associated with it, right? So for example, when they come back to the labor force, let's say if there's a three month break, on average they get a job which pays them 30 % less, right? So forget about savings, forget about consumption, just in terms of the overall labor income that they are going to generate through their lifetime is going to get tremendously affected by if they get displaced. And unfortunately or fortunately, gig economy is not going to be like a perfect solution to it. But I think it can fill in that gap a little bit. That decline that they are going to see, so if this becomes a long-term issue, so suppose instead of being displaced out of, or instead of being out of workplace for one month, they're out of workplace for a year, I don't think gig economy is powerful enough or offers enough options to them to sort of recover the potential losses that they are going to. generate from getting displaced. Chad (07:04.202) Well, talking more to that, even before we hit this crazy economic time that we're in right now, we see states like Mississippi, Louisiana, West Virginia, Kentucky, Arkansas, the list goes on. Mainly, most of them are southern states. They are hovering around 15 to 20 % poverty even before that. Ankit Kalda (07:11.615) Right. Ankit Kalda (07:26.998) Right. Right. Chad (07:30.666) from my standpoints and from looking at the overall market, especially where it's incredibly povrish, these individuals aren't getting a life. They have to jump from job to job to job to job just to make ends meet. They don't even get healthcare, right? So to me, it really feels like in the pockets of the country that we really need robust economic restructuring, we're getting the gig economy. Ankit Kalda (07:37.526) Mm-hmm. Ankit Kalda (07:46.261) Right. Chad (07:57.106) And the gig economy is just not going to do what we need to do. But yet it's almost like we're being promised over and over and over. We'll just go get another gig. It's OK. It doesn't seem like enough. What do you think about that? Because for me, it's not about the states that are doing incredibly well, right? It's about the states and the people who are in poverty today. Ankit Kalda (08:17.364) Right. And that's absolutely right. Because if you think about the long-term solution, I think there are estimates out there that if you're driving or for a ride-sharing platform, if you account for the loss in assets, like the depreciation for your car, then you're not even making, in several places, not even making minimum wage. So in that sense... Chad (08:22.058) Mm. Joel Cheesman (08:42.094) Hmm. Ankit Kalda (08:43.66) gig economy cannot really offer like a long-term solution to or like a structural long-term solution to the labor market in places where the labor market is not going strong, right? All we are saying is essentially it just acts as a buffer if somebody already has a stable job and if they lose their job and while they're looking for the next stable job, it's sort of acts as a stepping stone to the next job, right? I sort of agree with you. I think the way gig economy works right now, I don't believe that even though it's sort of outside the scope of our research, my personal preference or my personal judgment aligns with you that I don't think in the long run it provides it provides a viable solution to a formal labor market as it stands right Joel Cheesman (09:48.61) How does the government track gig work versus full-time employment and other types of employment? mean, every, we always get like unemployment is low, things are great. And I don't think people understand exactly how gig work is calculated into those figures. Can you enlighten us on that? Ankit Kalda (10:05.672) Right, yeah. So when you think about unemployment and how unemployment rates are calculated, they are essentially based on the Joltz data, which essentially comes from different states are going to provide this data through their offices that administer UI. So if I'm somebody who goes and I live in the state of Indiana, I go to their UI office. because UI is administered at the state level, not at the federal level. And so I go to their office and I fill out a form for requesting unemployment insurance that is going to tell the agency and the federal government through the agency that I've been unemployed for however long. But if I end up using gig economy jobs, and I just don't go and apply for UI, then I'm going to be counted as an employed person and not as an unemployed person. But I think there are a lot of people who use a mix of both. if they do indeed lose their job, they are going to go apply for UI. then that is going to provide maybe 30 to 50 % of their, that is going to replace 30 to 50 % of their original income. And so they are essentially then going to supplement that with some other jobs, like kid jobs. Joel Cheesman (11:39.054) Okay. So is it your consensus that gig work is inflating or is it, so in other words, is it inflating the number or is it deflating the number or is it kind of even out with people that do declare and people that don't declare? Ankit Kalda (11:55.721) Right. would think it is, that's an interesting question. Are people more or less likely to apply for UI? Yeah, so, okay. So I would think it's deflating the number. So that is a direct result from our paper where essentially if you lose your job, then the likelihood that you even apply for UI reduces substantially if you have access to driving for Uber. So in that sense, it is going to deflate the Joel Cheesman (12:21.304) Mm-hmm. Joel Cheesman (12:25.346) Okay. Joel Cheesman (12:29.802) Okay. That was my expectation. Glad you supported that. We talk a lot about Uber and driving sort of those jobs, but it's also impacting thought, you know, jobs and, development and marketing and things like that. I'm curious your thoughts on companies like Upwork and Fiverr, which are public companies. they provide gig work or contract work. They've been really challenged in terms of their stock values and prices. Ankit Kalda (12:31.82) Right. Joel Cheesman (12:59.938) What in your mind is happening that's challenged those companies to be more successful than they are? Ankit Kalda (13:08.992) I think the biggest challenge right now is this debate about whether or not to treat these workers as contractors versus full-time workers and providing benefits. And I mean, to be honest, it's a really difficult problem to solve. Because if you think of, from the company's side, if you force them, like several states have already done, Chad (13:22.665) Yes. Ankit Kalda (13:38.381) to treat these contractors or these workers as employees and provide benefits, it's obviously great for the workers and we want our workers to get those benefits, right? And there's no question there. I guess the issue lies in how do these companies then absorb the shock, right? Like it is going to be more costly for them. How are they going to respond to that? Are they then suddenly going to put a cap on the number of workers that they are going to allow on their platform? In which case we lose the flexibility that we have right now with the gig economy where anybody can just, that's the whole point, right? I can work any time and however much I want as long as there's demand for my work. But... If there's this cost, another way that the companies can deal with this is maybe they can increase the prices and then pass on this cost to their consumers. So while it's definitely great for the workers and we do want that to happen, it's not really clear if you look at all players involved, what or how should this be designed. Joel Cheesman (14:59.916) It sounds like what you're saying is that these are both temporary solutions and not lifestyles. In other words, I'm laid off. go drive a car or I go make some banner ads. They're both temporary, regardless of whether they're blue collar, white collar, no collar. And that's impacting or creating a ceiling of how successful these companies can be. Is that what I'm, is that what I'm summarizing? Okay. Chad (15:00.17) It's Ankit Kalda (15:22.826) That's fair. Yeah. Yeah. That's, that's, that's another great way to think. Chad (15:27.338) unless you have a landscape like today where jobs are going away, especially for hundreds of thousands of white collar workers. But it is interesting though. You talk about absorbing the shock and as we have with tax on tips, right? Or just tipping, the tipping culture that we have in the US anyway. We're talking about Europe before we got on, before we went in the green room. Ankit Kalda (15:51.328) Yeah. Chad (15:53.096) And Europe has this incredible tip culture where you really don't have to tip, right? But it's something that is almost mandatory because that's how people live, right? And now instead of, and this is where the absorb the shock part comes in that you'd said, is that can the companies absorb the shock? Well, pardon my French, fuck the companies. The employees have been absorbing the shock the entire time. The tips are things that the employer should be paying into anyway. Ankit Kalda (15:58.028) All Ankit Kalda (16:03.072) Yeah. Yeah. Chad (16:22.952) And we're talking about tipping individuals who more than likely don't have health care in the first place. So we are trying to, we are trying to, as consumers, make up for the companies and what they're not doing for the actual employees who are doing the hard work in the first place, while Brian Nicol at Starbucks gets $100 million in signing shares and bonus and that kind of stuff. So there's this huge imbalance. But yet, we've got to worry about the employer's shock. Ankit Kalda (16:23.509) Right. Ankit Kalda (16:28.308) Right. Yeah. Chad (16:53.354) I think we got to get away from that. If a company cannot afford to pay their people a living wage, they don't deserve to be a company. If they can't figure out new models in which to pay their people that way, right? And as Joel had talked about, it's funny, because I remember growing up, and Joel might've been a little different, but I doubt it. It was either being, I wanted to be in a rock band, a professional football star, something of that nature, right? You know, that's what you wanted. Today, kids are, they want to do gig jobs until they can be an influencer, right? It almost feels like gig jobs are a part of their way to get to where they want full-time job, which is again, our dream job was being on the football field. Their dream job is being on TikTok, right? We're almost, we're setting up, Ankit Kalda (17:42.604) That's right. Joel Cheesman (17:45.102) wanted to be Bozo the Clown, but that's a different angle. Ankit Kalda (17:47.599) Hahaha Chad (17:50.512) unrealistic expectations for the next generation. So what do you say about that? Especially being a professor and being in front of these kids, really feels like we're setting up expectations that are something that really aren't attainable. Ankit Kalda (18:06.324) Right, yeah. Look, I think there are two sides to this coin. So definitely the advantage with gig work is the flexibility, right? Like there's no other job that I can think of, even though I'm sitting in India on a work day while working at the university, right. But I guess there aren't many jobs that offer the type of flexibility that gig. Chad (18:21.864) Just become a professor is what you're saying, right? Yeah, just become a professor. It's just that easy. Ankit Kalda (18:35.232) jobs do, right? And that's why we see so many people and like you're saying, so many kids just using gig jobs while they are trying to figure out whatever their dream is and sort of chasing their dream. But coming back to an important point that you raised, with companies, I would agree with you. I mean, I don't know how regulation can be made. to do that, but I think if you increase the cost on the companies by sort of forcing them to pay higher or forcing them to pay benefits to these workers, chances are they are going to pass on that cost to their consumers, right? So I'm a frequent Uber user, for example, and I mean, I obviously... would hate to see the prices for Uber go up, right? And that's going to be an issue. Sorry. No, but yeah, guess you are right that these workers are tremendously underpaid and something needs to be done. Chad (19:35.166) being a cheapskate, Ankit. Stop being a cheapskate. yeah, professor salary. Joel Cheesman (19:39.96) Teacher's salary. Ankit Kalda (19:59.917) All I'm trying to say is that the solution to that problem is not that straightforward. Chad (20:07.338) So real quick, now in California, they raised the fast food minimum wage to $15 an hour. Everybody was going crazy saying, oh my God, my Big Mac's gonna be $20. What happened? It went up 20 cents, okay? So I understand what you're saying, but I don't believe you. I've heard this mythology for years and it's not playing out in the real world. So should we continue to listen to business school rhetoric or should we actually look at what's happening on the ground? That's the hard part, man. Ankit Kalda (20:18.293) Right. Chad (20:37.328) And for us, we're trying to find the truth here because we've been told as Gen Xers, all of this trickle down bullshit for years, right? And we're trying to find out what is real anymore. And that's the hard part. So when you take a look at what's happened in fast food in California, what's happened in Seattle for well over a decade now, I mean, they were up at $15 an hour in Seattle over a decade ago. What do you really feel? is going to happen. Are we going to have to take governments and start to make laws and regulations around this to be able to bump it up? Or do you think we're just going to have to deal with it the way it is right now? And if you can't find a full-time job, you got to Uber to Instacart to whatever else. Ankit Kalda (21:29.79) Right. Yeah, I guess there is that notion of having like a base minimum wage even for these types of companies. But I think what complicates the issue is I guess it all just comes back to the fact that these are contractors and not workers, right? And so I guess there's, sorry. Chad (21:50.74) Unless they're states where they're workers. Right? Ankit Kalda (21:55.573) Sure, sure. Yeah, you're right. Yes. Yeah, absolutely. But I think that is going to be the straight off and I don't know how it is, how it's working out in California where these are then treated as workers in the sense that are we losing out on some flexibility? are there caps that companies are putting in in terms of the number of people that they can absorb within their company, right? Like I said, it seems pretty unlikely that if you are putting on... Chad (22:32.35) Couldn't that be a personal choice though? I mean, we already say how many, when we're doing our taxes, right? We go ahead and we choose. Why couldn't we choose whether we wanna be a contractor versus full-time employee? Now, we'd have to worry about retaliation from an organization. If you were a contractor and then the next year you flipped over to a full-time employee and then got canned. Ankit Kalda (22:39.626) Right, right, right. Ankit Kalda (22:48.67) interesting right Chad (22:58.57) Would there be an option because it almost seems like we're always talking about black and white. You have to be either full time or this and then the state is going to determine what that is where it's like, well, can the people can actually make a choice? Ankit Kalda (23:03.969) Yeah. Joel Cheesman (23:13.142) Can I jump in here real quick? Cause this triggered something for me. What really, what was really interesting about the research that you guys did is how much States save from not having to pay out unemployment benefits. And like it's, it's, it's a doge situation, right? Which is obviously on the mind's view, but okay. So if state, let me put my tinfoil hat on real quick. If States are saving so much money. Chad (23:17.529) God, he's triggered. Chad (23:26.25) Ankit Kalda (23:27.541) Right. Chad (23:32.809) You Joel Cheesman (23:42.99) Is there an incentive to make them employees or do what California did? Because states are benefiting so much. Their unemployment numbers stay low because of the gig economy. They're saving money on benefits and uninsured or unemployed insurance. And my second sort of weave around that is, is there an incentive for states to make it harder? for things like Waymo and robo taxis to take off because if we start, if we unemployed every Uber driver, we have to pay them, we have to pay them an insurance rates. Our unemployment rate is going to go up. Like there's a big negative to letting automation happen in the driving sector. Curious your thoughts as I kind of weave that with Chad's, but it seems to me like there's an incentive for States not to interfere with what's going on unless it's make. Chad (24:14.366) Tax them, tax them. Joel Cheesman (24:35.776) more gig workers happen because that's good for us and our economy. Ankit Kalda (24:40.548) Right. And that is, and I guess that goes back to the point that we were discussing earlier, that this is definitely a benefit, but it's only a short-term benefit, right? So it benefits people while they are looking for other jobs. In terms of long-term solutions, like Chad was earlier talking about states like Mississippi, where you need some structural change to sort of make the labor market stronger. this thing is not going to work out. So while I do agree with you that there are incentives that states will have to sort of let this continue, but it's only going to help those people who are going from one stable job to another stable job, right? It's not going to be a good long-term solution. So in that sense, states also have an incentive to come up with a solution that is going to work for all long-term. Chad (25:38.408) Yeah, the whole UI, the whole kind of like piece of UI too, does that also include healthcare and those types of things? Because again, one of the things that we forget about, we always thinking about money. We don't think about the healthcare. We don't think about how that actually is more costly long-term, right? Because we're, yeah, exactly. Yeah. I mean, but those are things that we can twist and that we can hear in it's... Joel Cheesman (25:38.648) How do you see? Joel Cheesman (25:55.064) Yeah, that's a great point. If people are sicker, that's costing everything. Yeah, that's a good point. That's a great point. Ankit Kalda (25:58.987) Yeah, yeah. Chad (26:04.104) It's really hard, mean, and one of the reasons why we love having these discussions is because we like to dig into all the different aspects, or at least try with smart people like you, a couple of dumb guys like us, to talk about those different aspects. So UI, yeah, there are definitely some short-term savings, as you had said, but there are some other aspects where it could really be hurting the economy, and not only just the economy from the standpoint of cost, healthcare costs, but also individuals being able to work longer because they might have cancer or something of that nature. Ankit Kalda (26:40.512) Yeah, absolutely. And I think there are winners and losers out of this gig economy. And I mean, which is true for most things in the economy, right? So on one side, these people who looking like who are benefiting in the short run, or maybe let's say if there's a mom of three kids, she doesn't she really, really needs the flexibility, otherwise she cannot really participate in the labor force, then this is essentially providing her an option to provide her labor and participate in the labor force, right? But on the other hand, you're absolutely right. Then what happens is sometimes there are these people who don't really realize like the... Chad (27:18.44) Yeah, good point. Ankit Kalda (27:28.342) For example, there was a survey that was done that talked about people would forget to factor in depreciation when they are thinking about how much they are making. And so they seem to think that they are making much more. And because of that, if they end up doing this long term, it ends up hurting them. And so there's always this winners and losers that is going to show up. And I think, again, the... Chad (27:37.994) Mm-hmm. Ankit Kalda (27:56.737) the solution is not that straightforward, which brings me to another point that you had raised, Chad, that maybe there could be an option. And I thought that was an interesting thought. I mean, not something that I've thought about before, but as soon as you said it, I was like, yeah, maybe there are merits to doing this. I don't know how it would look in terms of regulation, but I can see that look. Chad (28:22.897) Mm-hmm. Ankit Kalda (28:26.272) these people who are benefiting from the current situation in the short run, they continue to benefit by just opting to be contractors. And then these other set of people who are sort of losing out just because they are not getting health care benefits or other benefits that a long-term employee should get would be able to opt in and sort of get those benefits. So that potentially, I think that Warren's some serious thought and maybe you've given me something to think about and I'll try to see if we can like formally do some research on this and sort of propose like a policy around this. Chad (29:06.11) Boom, wrap the show up, Cheeseman. We're done. Joel Cheesman (29:07.342) Chad, Chad's gonna co-author that for you as long as he can do it verbally. Professor, I'm gonna let you out on this one and I appreciate your time in helping us while you're in India. Get out your crystal ball for me. There's so many pieces to this. you peel the onion, there's immigration, blue states, red states, politics. Are you bullish on the gig economy, bearish? Like where do you see it going in the next, let's say three to five years? Chad (29:14.47) Fuck. Ankit Kalda (29:36.14) I'm actually bullish on it. The way things are going, think people are just valuing flexibility more and more. It comes with its downsides, like we have discussed through the show, but I'm pretty bullish. see it. I think I saw the numbers the other day and gig economy as a whole is growing. The companies that are providing these platforms are growing and I see them growing much more. the next few years. Having said that, the only thing that I'm... That's going to be interesting to sort of watch out for is what you had raised, which is how is automation going to play a role? And that interaction of gig companies with automation is going to be very interesting. I personally am looking forward to see how that unfolds. Chad (30:30.356) So many factors. Yes. Joel Cheesman (30:30.51) We'll have to have you back when the robots take over and get your thoughts. Get your thoughts on that. Chad (30:37.546) That is Professor Ankit Calda. That's right, IU Kelly School of Business. If our listeners want to connect with you or I don't know, maybe even buy the book, where would you send them? Ankit Kalda (30:48.716) My email is public. It's on the university website. Feel free to reach out to me. The paper that this podcast was sort of based on is published in the Journal of Financial Economics, which is also readily available. So I think there's a lot of material out there. Chad (31:10.782) Beautiful. Joel Cheesman (31:11.566) Thanks, Professor. Guys, my door dash is here, so I'm going to have lunch. Chad, that's another one in the can. We out. Ankit Kalda (31:13.077) Awesome. All right, thanks a lot for having Chad (31:14.316) Hahaha We out!

This week on The Chad & Cheese Podcast: 🧨 💥 Job.com files Chapter 11 — But don’t worry, they’ve found a buyer… themselves . Yup, it’s like selling your house to your shadow to dodge the IRS, only sketchier. 🤹‍♂️ Debt? Oh, just $50-100 million 📉 Business model? Shaky from the start.   🧙‍♂️ Carnival Barking 101? Check.   💸 Scammy or just sad? Both can be true. This one’s got everything  — VCs, shell games, unsecured creditors, and a business plan scribbled on the back of a napkin soaked in bourbon barrel-aged syrup. It’s The Chad & Cheese Podcast – where bankruptcy isn’t failure, it’s just… Friday. PODCAST TRANSCRIPTION Chad (00:31.997) I'm not throwing away my shot because I'm gonna be in the room where it happens. That's right, you're listening to the Chad and Cheeseless podcast. I'm Chad Alexander Hamilton Sowash. Emi B (00:43.222) And I am Emi. We are the netball champions, my friend Beredugo. Chad (00:50.493) That's awesome. And on this week's show, job.com goes bust. Microsoft lays off and OpenAI hits the panic button. Let's fucking do this. Chad (01:04.421) Ooh, Emmy, what up with you? Other than not having AC in this country, what the hell is going on? What's going on here? Emi B (01:11.618) Look, we don't need AC in this country because it's only hot for a week every single year. So what's the point of investing? Chad (01:17.469) That's total bullshit. Why am I always here on the weekend that's hot then? I don't get it. That doesn't make sense. Emi B (01:21.794) Honestly, wow. I don't know. You brought the sun over and I am grateful. Thank you very much. Thank you. Thank you. Chad (01:27.665) You're welcome. I'm here for you. I'm here for you. So I got to say though, we were in Brighton for a few days, had a great time. They have a lovely beach, except there's no sand. It's rock. I'm totally, it's not even pebbles. Pebbles are small. These are rocks. Because I'm spoiled with the whole fine sand, white sand, and the Algarve and shit. But the English Channel is gorgeous. I mean, it really is. Emi B (01:37.324) Lovely. Emi B (01:40.95) Knife pebbles, yeah. Emi B (01:50.998) Okay, rub it in. Chad (01:55.89) beach storefronts are awesome that upside down house. I just got to watch out for the seagulls when you're eating because they will take your shit guys and they're big. they're big. yeah. Emi B (02:05.188) yeah, yeah, yeah, they're huge. Don't fuck with our seagulls at all. Yeah, they don't care. Yeah, yeah. I don't know how they've been raised. Chad (02:09.533) Which is why Brighton Hove, the football team, they have a seagull because you don't fuck with the seagulls, right? mean, yeah. So the, yeah, the pier's cool, great pubs, restaurants. Our friends, Jem and Thomas from Talent Nexus actually took us up to an escape room that was there, which was awesome. The lanes are cool. We did a Emi B (02:18.69) Yeah, yeah, no, no, absolutely. Yeah. See you learning. Emi B (02:35.118) them. Yeah. Chad (02:36.529) Ghost tour where the actor was actually fully in period costume. I mean, was really cool. So we had a great time. Yeah, yeah, we did it around the lanes. Ghost tour around the lanes, started at the Druid's Head. was so awesome. Yeah, yeah. Last night came up for Hamilton staying in London around Victoria Station mainly because we've never stayed in that area before. And Hamilton was playing in the Emi B (02:44.12) Did you do that around the lanes? yeah. yeah, I love that city. Chad (03:06.395) Victoria Palace Theatre, so I found a place close. Have you seen Hamilton yet? Emi B (03:09.624) Yeah. No, I really, really want to. That is on my bucket list. Everyone keeps talking about it. And I'm like, I have to get around to it. I have to. Chad (03:18.553) So people become obsessed because you go to the show and it is just so, it's amazing. It took me a while to kind of digest what was happening, but the music, the rap, just the retelling, right, is awesome. It's our second time that we've seen it in theaters. Julie's probably see it a hundred times on Disney Plus. there's nothing like, you're gonna love this, there's nothing like coming all the way to London to be in a. theater full of Americans watching a play about American history. mean, that was that was just it was fucking crazy, but it was cool at the same time. But you had you do, but you you you are the champions. Talk about that. What happened? What happened this weekend? Yeah. huh. Emi B (03:51.374) love it. Absolutely love it. I have to, I have to get there. Emi B (04:04.558) Oh my God. Right. So for anyone who doesn't know, I am a massive netball fan. So for Americans who don't know what netball is, think basketball, but better. Sorry, Americans. No, no, it is. No, there's no backboard and you can't dribble, which means that you need additional skill. You know, how are you going to get the ball into the goal, into the goal net without, yeah, yeah, no, a hundred percent. Because that basketball is rely on a backboard. No, we need precision. Yeah. Chad (04:16.015) stop it. There's no backboard. Chad (04:24.775) What? What? Chad (04:30.439) Dribbling's a skill. Emi B (04:33.358) You know, you have to stop, have to pivot. No, honestly, it is brilliant. And I've been playing this sport since I was 11 years old. And yeah, we went away to Bogna, which is actually near where you were. So was thinking of you. I knew that you're around Brighton. So I was like, ah, not too far away, at you. And so a whole bunch of us went down and we fought hard. We fought hard. We were competitive. We were bringing it back for London. And it was amazing. But in the final, were playing against teenagers. Chad (04:34.141) That's like part of the show. Chad (04:40.561) That's awesome. Chad (04:46.507) okay. Yeah. Emi B (05:01.774) You know, we were a bunch of like kind of 30, 40 year olds playing against 14, 15 year olds, but experience won them out. We ground them down. You know, there was no niceties in the final. Yeah. I'm like, I'm sorry. I know I should be nice, but I'm here for the medal. I'm here for the shiny trophies and we brought it back home. So I am very, very excited. Yeah. Chad (05:05.511) Mm-hmm. Jesus. There it is. There it is. Ha ha ha! Chad (05:21.415) Yeah? Chad (05:26.749) Well that being said, you're talking about silverware and we have kind of a somber shout out. Emi B (05:32.579) Yeah. Chad (05:35.673) that happened last week. So go ahead and hit it up because this guy actually had some silverware. Emi B (05:42.604) Absolutely. So my shout out, as you said, is a sombre one this time around, but it's actually to Liverpool Football Club. So why am I shouting out to them? Because they stepped up when tragedy happened. And if you read the news, you would have heard about the tragic loss of, I'm not sure if I pronounced this correctly, but Dior Jota and his brother, Andre. So what the club did was actually something quite extraordinary, something that I think not many other clubs have done. So they've actually announced that they're going to honor the remainder of Jota's contract. And this is estimated around 14 to 15 million pounds. So that's about $20 million. And they're paying this out to his wife and their three young children. So why am I shouting them out? Because I just think that this is more than a PR jester. This is a real true reflection of the football club's anthem and core philosophy. Chad (06:11.025) Mm-hmm. Chad (06:20.647) Yeah. Mm-hmm. Yeah. Chad (06:32.665) yeah. Emi B (06:37.848) So if you know anything about Liverpool Football Club, their anthem is the song, You'll Never Walk Alone. They really live into that. And I really do think there's a powerful lesson in there. They didn't have to do what they did, but what they're doing is reminding us that, I suppose they're reminding us of what real leadership looks like. So it's not just in the wins, it's not just in the trophies, but it's actually in solidarity, it's in empathy, it's in heart, and it's in being true to your values. They're doing something not because it looks good, because it's the right thing to do. And really in doing so, they've set example for other sports clubs, other organizations, other communities. So that's why my shout out goes to them. Chad (07:22.481) And I'm going to double down on that because Jota is, and you probably don't know this, he's actually my favorite football player. He plays for the Portuguese national team. If you're watching on YouTube, you can see my new Jersey that I'm very proud of. The Portuguese national team. I'm not, I'm not a, I don't have like a team in the premier league. I do in Portugal, sporting is my team, but not in the English premier league. I root for all the teams. that have Portuguese starters. And I love how Jota played. And I just loved how scrappy he and really Liverpool was. The thing that gets me is, I mean, and again, not to get too somber, but he was married just 11 days before this and has three children. This season, I got to say, you know, he had an amazing season. Liverpool FC squad won the Premier League Championship. Emi B (08:08.654) Mmm. Chad (08:21.533) Portugal national team just won the UEFA Nations League. They just beat Spain, which was big. So yeah, this one was rough. This one was very rough. watching Liverpool again, this isn't just a gesture. This is $15 million. And I know that people are like talking about, they're billionaires out there. They can do this. It's chump change. Yeah, but they did. And that to me, it means a lot. Emi B (08:31.971) Yeah. Chad (08:49.437) Again, not a Liverpool fan, this makes me want to become a Liverpool fan. He was on my favorite team and they do something like this. So it was pretty amazing. It was pretty amazing. And rest in peace to our friends, our friends and Jota and his brother, Andre Silva. Emi B (09:06.06) Absolutely. Chad (09:14.909) Give them a minute kids, give them a minute. Okay, I'm tearing up. Okay, we're gonna go ahead and. Chad (09:23.26) That's you, Emmy. Emi B (09:24.43) That is me. Okay. What free stuff do we have? So we have whiskey and whiskey goes, yes, I love a bit of whiskey. So this goes to the tech talent experts over at Van Hack and oh, chicken. Oh, I need to try some of that chicken cock. I'm hoping that you're going to, yeah, a hundred percent. What else have we got? We got bourbon barrel age syrup. So this is from the guys over Bob and Doug McKenzie over at Cura. Chad (09:30.158) Chad (09:36.519) Chick, chicken cock whiskey, by the way. Don't forget about the chicken cock. Two bottles, chicken cock. you do. yeah. Emi B (09:53.632) We have t-shirts. So if you, I don't know, I saw those t-shirts online recently. Those new t-shirts are amazing. And that's from the, the red shoe wearing weirdos over at Erin app. We also. Chad (09:58.649) Mm-hmm. Yeah. Chad (10:05.201) Now they are Motley Crue, Dr. Feelgood inspired. That's the album. The album cover is Motley Crue, Dr. Feelgood. So if you know that album cover, yes, yes, yes, yes. Why it looks so cool? It was inspired and you know, it's not a ripoff. It's not a ripoff. It's just inspired. Emi B (10:09.834) yeah. That's where it comes from. Yeah. yeah. Emi B (10:23.476) No, just inspired. It's fine. Yeah, absolutely fine. Okay, what else we got? We got craft beer. So that's from the job jobs. I can't talk properly today. The job data geeks from Aspen Tech Labs. And finally, if it's your birthday, we have rum with plum. Chad (10:30.941) you Chad (10:36.103) Love those guys. Chad (10:43.197) That's right. Chad (10:48.059) Yeah. Emi B (10:48.078) Down to my palms! Chad (10:54.787) And remember kids, can't win if you don't play. You gotta go to ChadCheese.com slash free to be able to register to win all this stuff. More than likely, we're just gonna send you a t-shirt anyway. We're gonna skip this week for birthdays, because Joel loves birthdays so much. He'll double down next week. He's in Berlin this week, which is why it's a lactose-free Chad and Cheese. So it's just Chad and Emmy, which is okay. It's all good. It's all good. And last but not least, before we get into the big stuff. Steven, you know it because you're gonna be there. This week, now if you're listening on Friday and you gotta be, because that's when this drops, guess what? You already missed RecFest. What the fuck? You've got to have so much FOMO, but, but you can go to RecFest in Nashville. That's happening later this year. You can get a ChadCheese.com slash events. Check all the different events that we're going to. If you missed, Nebworth, shame on you. Although... Although you can go ahead and check us out at Nashville. It is a blast. Emmy, are you coming to Nashville? Emi B (12:03.01) really want to. I've got those dates saved. I'm going to fly over if I can. I want to be there. Yeah. Chad (12:08.987) Yeah, we need to talk to Jamie. We need to talk to Jamie about possibly getting you on stage, getting a little English flair on stage. Emi B (12:14.658) Yeah. Yeah, I think so. we do a request now? Jamie, I know you are listening. Get me to RecFest Nashville. You know you want me there. The crowds are asking for me. Are they? Let's just say they are. Chad (12:31.613) I've created a monster, Jamie. I've created a monster. Emi B (12:33.708) Yeah! They all want me there! Please get me there. Chad (12:40.602) god. Chad (12:46.971) All right, before we actually start with the topic stuff, I have a rumor alert. Do you want to hear this one? you know you do. So this is, it's still just a rumor. I want to double tap on that, but we've heard that Monster plus Career Builder, the job board asset that they're selling to JobGet, is going for a whisper amount of $7 million. Monster at one time, with more assets of course, Emi B (12:51.682) I do, I love a reamer. Yeah. Chad (13:15.121) had a valuation of $1 billion by itself, by itself. And both Career Builder and Monster job board assets are going for a rumored $7 million. So there'll be more to come. We'll get more information on that information. We got a really good source on that one, which is why I wanted to release it as a rumor, not, we still have to get more sources on it, but I'm pretty stoked. What do you think about that? Emi B (13:18.208) No! Emi B (13:32.727) Emi B (13:39.714) I think that is fucking hilarious. Is that wrong? that, should I say? Chad (13:41.981) Hahaha Emi B (13:45.878) You know me, I've been saying for ages that they need to just hang up their boots, you know? And the fact that they've gone for that massive amount, to seven million, it just shows you just how shitty their product is. No one wants them. No one wants them. Chad (13:57.649) Yeah. Well, guess what? We've got more news of bankruptcy. So job.com, job.com, a three letter dot com has filed for chapter 11 bankruptcy. The entity operating this site, job.com-hvinc, they've got so many companies, it is fricking ridiculous, of Florida filed for chapter 11. Emi B (14:02.67) Yeah. Mmm. Chad (14:24.541) 11 bankruptcy protection on July 6th, 2025, making another high profile collapse in the online career services sector, following in the footsteps of industry names like Monster and Career Builder, which we just talked about. Now, this is from the official 201 form. Love you, baby. Love you, baby. This is from the official 201 form, the number of unsecured debtors. that they have is anywhere from 200 to 999. The estimated assets of the organization is 10 million to 50 million, 50 million, but the liabilities, the liabilities are anywhere from 50 million to 100 million. Riverin Consulting is owned 2.1 million. That's a professional services company. Soja Ventures, which is a VC company. is owed 1.6 million. That's possibly a loan. Lukowski, Brookman, which is, I think it's an attorney, a legal organization, owed 864,000. MDJ Group, 808,000. And number seven on the list, I'm jumping down to number seven because it's very interesting. Job.com's CTO slash CPO is owed over three Emi B (15:33.646) Okay. Chad (15:51.857) hundred thousand dollars. Side note, you're love this. LinkedIn and Indeed together are owed about seven hundred and eighty thousand. But there's more. There's more. It goes deeper. Emmy, they have a buyer. Can you believe that? I'm gonna paraphrase this. It is in the best interests of the companies to enter into a proposed asset purchase agreement by Emi B (16:02.478) Jesus. Emi B (16:10.242) Who? Why? Chad (16:22.768) Job.com acquisition company. Who's buying it? Job.com acquisition company. They're selling it to themselves. And as knowing through bankruptcy, usually unsecured debtors don't receive 100 % repayment, right? So it's anywhere from zero to 50%. So do they cut the debt in half and continue operations? So what do you make of this? It seems pretty scammy. I don't know. just, again, personally, Emi B (16:30.012) to themselves. Emi B (16:41.443) Yeah. Chad (16:51.271) This seems scammy. What do you think? Emi B (16:53.454) It definitely sounds weird. I've never heard of a company going bankrupt and selling it to themselves before. Ever. Yeah. It doesn't even sound legal. I don't understand what kind of loophole they've actually managed to kind of get away with this, but I've never heard of this before. Have you? Chad (17:00.038) And allowing, yeah. Chad (17:12.117) No, but here's the thing is that they are known under several different companies under like a holding company. So job.com didn't own them before. So it sounds like it is more trickery than it is anything else to go ahead and create another company that is job.com acquisition company per se. But we can agree this chapter 11 filing makes Apollo's file with Monster. Emi B (17:19.874) Yeah. Emi B (17:32.396) Okay. Chad (17:41.295) and career builders look pristine, to be quite frank. Julie and I went into this and we went into rabbit holes. And it's really interesting to see how many companies are involved in buying assets, the money that's trading hands left and right. And again, nothing's clear. And that is deliberate. I can almost fucking guarantee you that is deliberate. When you have VC involved, you have PE involved, what are they gonna wanna do? They're gonna wanna know where the money's going, right? So you can't tell me. Emi B (17:43.489) Yeah. Emi B (17:58.584) Mm-hmm. Emi B (18:09.506) Yeah. Chad (18:11.377) that something this murky and this gray is not done deliberately, right? So for me, I don't know. But again, in my honest opinion, this seems incredibly weird. There are a lot of companies that have already gone into bankruptcy and Chapter 11 have closed. There are part that have been a part of this group over the years. So I don't know. I don't know. We're going to continue to watch to see what happens if it folds. Emi B (18:31.534) Mm-hmm. Chad (18:41.117) The only thing I can say is obviously, companies like this with with PE pushing money into an organization, you know that the CEOs, the CTOs, the CEO, I mean, all those people, they get paid, they get paid. The ones who get fucked are the ones who are actually doing the job every day. And I have to send out my regards to them with hoping that they find a gig because that's a really shitty way to go. Emi B (18:53.891) Yeah. Emi B (18:58.668) Yeah. Emi B (19:11.146) It is. I'm still a little bit shocked because from everything I've read about them, you know, what they've got a history of overextending themselves, overspending, overperforming. So even if they're by themselves, which, you know, this kind of weird, murky way that they're doing, what are they going to do that's different? You know, what have they learned from everything that's actually gone wrong so far? Yeah. Chad (19:19.547) Yes. Yes. Chad (19:26.514) Mm. Chad (19:31.065) Let's talk about the business model real quick, okay? Because Joel and I have dug in really deep, even with the CEO, Aaron, over the years. He was actually on stage, death match and whatnot. And I have actually called him. I've said this and you can take a listen at many back episodes. He's one of the best carnival barkers in our industry period, right? He can sell elixir. Emi B (19:42.424) Yeah. Emi B (19:55.584) Okay. Chad (19:58.235) He can sell shit that doesn't exist, right? Whether he did or not, that's another question. But let's get into the business model. Quote from the website, job.com is a paradigm shifting force that is laser focused on disrupting the antiquated $650 billion global staffing industry utilizing artificial intelligence. There's the word. And end to end connected product suite and world class recruiters, end quote. So kids, remember, Emi B (20:03.468) Yeah. Chad (20:27.559) When I talked about pets.com a couple of weeks ago, just because you bought a great URL, pets.com, doesn't mean that you've got a great business model. And it was not a solid business model in the case of job.com. The business model was suspect from Jump Street. What was the model? You create efficient hiring models that speed up hiring. this sounds all great. And then help. Emi B (20:34.062) Mm-hmm. No. Chad (20:55.431) quicker staffing placements, right? Via said technology. For only 2 % instead of 20 % of placement fees. This sounds amazing, right? It's only 2 % versus paying a staffing company 20%. So moving companies into this model means you have to gain adoption, which is way too slow if you only have a margin of 2%. And that's not even your margin, right? Emi B (21:18.744) Mm-hmm. Chad (21:20.445) You need massive amounts of transactions in placements to make this work. So what do you think will actually fit this adoption piece? You buy staffing companies with existing client portfolios. That's a smart way to force adoption, right? If you're buying a portfolio that has revenues of 20 % of placement fees, and you move that to a 2 % model, yeah. Emi B (21:31.864) Yeah. Emi B (21:44.814) Mm-hmm. Chad (21:50.001) You can increase adoption, but you've just decimated your revenue. you have to then go get more clients to cover the new shortfall that you just created, which doesn't make any sense. So... Emi B (21:53.537) Revenue, yeah. Emi B (22:03.086) And that's a massive shortfall going from 20 % to 2%. How many more? Chad (22:06.351) Yeah, and the whole model, the whole idea that Aaron pitched on stage was we're gonna do it with scale. We're just gonna do more transactions. But you can't do 18 % more transactions overnight. You have to gain adoption, right? So if you thought this sounded shady up to this point, when you download the official 201 PDF, the text is inaccessible. Emi B (22:16.494) Wow. Chad (22:34.235) So if you can't, it can't be properly indexed by search engines or LLMs. It's like ghost unindexable filing. I mean, it's hard. Emi B (22:46.766) So it was going to fail. So it was always going to fail as a model. Chad (22:50.479) It was, well, the model itself was, it made no sense. mean, when he was on stage, he was actually on stage in Austin. And he's on show a few times to kind of try to quote unquote explain some of the moves that they had been making because we were like, this is total bullshit. This makes no sense. But he pitched and he is an amazing pitch man. But when you're pitching shit with a smile, it's still shit. Emi B (22:55.031) Yeah. Emi B (23:00.813) Okay. Emi B (23:19.04) Yeah. Wow. I find it fascinating, but I'm interested to see what the hell is going to happen over the next couple of months, because how are they going to compete with all the other competitors out there? Just buying yourself, is that going to make it any better? Has he actually learned? Is he still going to be pitching shit? Are people going to buy into it? I don't think so. Yeah. Chad (23:38.502) Yeah. It feels like financial engineering. mean, literally just trying to keep yourself afloat, but with the model that you're already running, like you'd said, you have to change models. You cannot stay on this model. Now, the first model, just to be clear, it was 5 % that they were going to keep. Still, 5 is a far throw from 20, right? But it was 5%. What they were going to do was, Emi B (23:45.069) Yeah, 100%. Emi B (24:06.67) for 20. Chad (24:10.109) they're going to give 3 % to the job seeker, 2 % to themselves. Yes, so they made it more complex right out of the gate and they had a job.com credit card. Emi B (24:23.992) What? Why? Chad (24:25.361) because all the money that they gave you was on a job.com credit card. Emi B (24:28.44) Yeah. Emi B (24:32.391) no, no. Chad (24:33.593) It was doomed to fail from the beginning. Emi B (24:38.114) Has anyone investigated this organization? I just feel like we're gonna find out in a couple of years, maybe a year, that he's some kind of criminal, of financial wrangling. Yeah. Chad (24:47.933) I don't know. I don't know. It's all speculation at this point kids, but you just sit there. You sit there and you try to digest this because we'll be right. Emi B (24:53.677) Nyeh-ha! Emi B (24:59.651) Yeah. Chad (25:03.623) Whoo, okay, so I'm just trying to stop digesting the whole job.com thing. And I'm gonna go into Microsoft because they're having layoffs. Did you hear about the layoffs? Emi B (25:17.29) I did, Chad (25:19.537) Yeah, so an Xbox executive, this is actually from TechRadar, an Xbox executive's well-intentioned AI advice to recently laid off staff sparked widespread backlash. Following Microsoft's announcement of some 9,000 job cuts around 4 % of its global workforce, including many of Xbox Studio, Matt Turnbull, an executive producer, posted a now-deleted LinkedIn suggestion. Now deleted means something, means he knows he fucked up. That affected employee, or I'm sorry, he suggested that these employees, these laid off employees use AI tools like ChatGPT or CoPilot, which Microsoft owns, to help manage the emotional burden of job loss and rebuild confidence via provided... prompt ideas. So he was providing them prompt ideas instead of give me a bigger severance. I don't need your fucking prompt ideas while his aim to support colleagues. Critics argued that urging laid off workers to lean on an AI, especially from the same company, the Microsoft was was really tone deaf, minimizing the value of human empathy, social support and meaningful assistance during a crisis. So Emmy, would this be the way that you would go after it? Would you just give some great AI prompts and hope that they would take it in stride? Emi B (26:57.91) and go, yeah, this is amazing, thank you so much. No, the short answer is no, I would not. This person needs to go, I don't know who taught him how to be a leader, I don't know who taught him how to manage people. I don't think he's ever had any kind of conversation about how to empathize with their team members. But he needs that now, because obviously he sat there going, my God, I'm with you, I feel for you, we let you go, even though you helped us to. Chad (27:00.551) Yeah. Yeah. Chad (27:16.701) Mm. Emi B (27:26.722) build these AI products and sell these AI products, what am I going to do? I'm going to tell you how to use those same AI tools to, you know, almost as grief counselling. And did you see some of the prompts that he came up with? Okay, so one of them I saw is like, okay, so type into chat GPT, I'm struggling with imposter syndrome after being laid off. Can you help me reframe this experience in a way that reminds me of what I'm good at? I mean, are you a fucking idiot? Chad (27:40.838) No, no, no, no, tell me. Emi B (27:56.558) Has he ever, he even, did he even stop to put himself in his employee shoes? And, and if he didn't, you know, well, obviously he didn't because he's now gone back and deleted those posts, as he said, you know, the internet went wild. They were brutal. They were swift. You know, people were saying that is, is this the latest episode of severance? You know, like you said, calling it out is tone deaf. It is tone deaf. It is out touch. And even more, it's actually cruel. Because this is not, he's not doing it for Chad (28:06.961) Yes. Yes. Yes. Emi B (28:26.58) his employees that have been laid off. I honestly think he's doing it for himself. He's making himself feel good, making herself feel better. It's like a almost like a PR gesture. So I don't know what's going on over there, but they need to retrain him, get rid of him, do whatever. But do not let this person post online. Do not let this person deliver a message, do something to help him become a better leader. Chad (28:55.261) Yeah, I mean, that's pretty much what's happening here, kids. mean, it's more like you just get handed your papers, right, to be able to get your walking papers. And then somebody was like, oh, you must be, you you must have imposter syndrome or you must have, don't put that shit in their fucking head, you goddamn idiot. I mean, first and foremost, have a little empathy. Emi B (28:55.342) That is it. Emi B (29:14.146) Yeah, of course. Chad (29:21.781) And if you think they need help, give them some more fucking severance, right? If that's what it is, give them some more money, not to mention, I don't know, maybe start working with some of the partner companies that Microsoft has to try to get them over into other jobs. Yes. Emi B (29:40.712) companies help them with their resume help them with outplacement services do that don't yeah Chad (29:46.427) Yeah, outplacement services, no question, but get them hooked up into companies and pipeline them into companies that need them. mean, so here's a great example, and this is during the pandemic. Marriott had a ton of hospitality workers that they just didn't need anymore because nobody was coming to hotels. Guess what they did? They worked with CVS. Emi B (29:51.37) Yeah, use your network. Emi B (30:08.931) Yeah. Chad (30:13.381) And they pushed those individuals over to CVS because CVS had a, they had a ton of jobs opening because they had the shock that was happening, right? They had the inoculation they had. So they needed people to be able to work customer service and hospitality for CVS, right? So they worked together. Those companies work together to be for good, right? There's no reason, even if we don't have a goddamn pandemic, which to be quite frank. Emi B (30:24.003) huh. Yeah. Emi B (30:31.351) Yeah. Emi B (30:38.039) Yeah. Chad (30:43.515) With the labor market shortage and not labor market shortage, the labor market overage that we have right now, pushing hundreds of thousands of government employees on, pushing immigrants out. mean, the whole workforce imbalance issue that we have right now, companies should be helping these individuals, period. I mean, there's no reason. I mean, especially the US government is not going to fucking do it. That's for sure. Emi B (31:02.732) Yeah, yeah. Emi B (31:09.164) No, not at all. And all that's going to happen, which is, you know, obviously it's out in the press. Not only does he make this guy look shit and stupid, but it's actually damaging their morale. You know, yeah, damaging the morale of the employees is still there. Damaging the brand because when the market picks up, they're going to remember that in the times when it was hard, they got rid of their employees. They offer support in the worst possible way. And Chad (31:14.023) Mm. Chad (31:20.049) Microsoft, yeah. Chad (31:25.191) Yeah. Chad (31:37.394) Yes. Emi B (31:38.094) They're going to remember that this guy's most human thing they can do, or he could do, was just to offer his employees a chat bot as a way of getting back into a new role. it's like, these people are going to remember that. They're going to remember, and they're not going to work for you, and they're going to tell other people that Microsoft is a shitty company that does not care about their employees. Chad (31:53.627) Yeah, and. Chad (31:57.778) Yeah. Chad (32:02.045) And productivity for your current employees, as you were talking about, goes in the shitter because they can't trust you when they see their leaders act like this, which means... Emi B (32:04.749) Yeah. Emi B (32:09.504) No! Emi B (32:13.176) They're gonna get the fuck out. Chad (32:16.573) That's right. And that wee problem is also showing up at OpenAI as they hit the panic button. OpenAI is sounding the alarm amid aggressive poaching of its top talent by Zuck and the people over at Meta. Earlier this month, OpenAI ordered a full week off for its workforce, officially to quote unquote, recharge. But insiders cast it as a defensive strategy and relentless recruitment. Emi B (32:21.571) Mm-hmm. Chad (32:46.617) amid relentless recruitment overtures from Meta. OpenAI is now publicly evaluating higher compensation, go no shit, across its research organizations signaling that its famed mission-driven culture may no longer be enough to retain elite talent. It's been reported by Didi Das VC at Menlo Ventures that more than 10 open AI heavy hitters have jumped ship and joined Metta with packages over $10 million. Emmy, would you jump ship to join Zuck for a cool 10 million? Emi B (33:27.084) Yeah, 100%. I'll be there. Listen, I'm in the process of buying a new house. I'm going to be knocking down walls, building a new garden, installing a new kitchen. Yeah. Give me the money. Money, money, money, money. Yes. Give me all the money. Listen, as much as I might love the culture, you know, if I was an open AI employee, I might be mission led. I've got bills to pay. And if Meda are going to throw money, Chad (33:44.541) What? Yeah. Emi B (33:57.326) me 100 % I'll be like see you later thank you very much I'll put up with a toxic culture because that 10 million is going to more than make up for the toxic culture it's Chad (34:08.305) So we've heard for years and we've been programmed for years that we are family, right? And that was something that was just a bullshit line to try to keep people on and to retain them so that they wouldn't leave. And then the family also was merged into vision and the vision of the organization and the culture of the organization was just so good that you just can't leave. Emi B (34:35.448) We're gonna do this together, through thick and thin. Chad (34:36.995) Exactly. And the thing is that employees have seen for decades now that the company doesn't give two fucks about you. Okay. They want to push you as hard as they possibly can. They want to bleed you dry of all your ideas, all of your time, all your development, whatever you do, your sales, customer service, whatever it is, you're great at something. They just want to bleed you dry and they want as much time as they possibly can get. So what does that mean? That means, and again, back to the day when companies used to be loyal and individuals would stay around for 40 years, right? Those days are gone. It's all about the money. And if you're not giving them the money. Emi B (35:18.584) They're gonna go. Chad (35:22.289) They are going to be gone. so I really believe that companies today who are leaning really hard, like OpenAI is, on their quote unquote culture, values, vision, all those things, right? They're gonna get smacked in the face by organizations that just have more money, period, right? Emi B (35:46.402) Yeah. Well, I think if they're only relying on the money, then that's the issue. If they're combining the money with the vision, with a good work culture, with progression, then great. That's what's going to make you stand out. Chad (36:00.103) They're talking about super intelligence though, right? And that's what the meta has moved. And they're like, what's a cool word that we can start to use to try to draw people in with super intelligence? Yeah, I totally get that. But the reason that these people are going is money. Emi B (36:02.071) Yeah. Emi B (36:20.142) Yeah. With those paychecks, yeah. You'll sacrifice, yeah. If it's only a small amount of monetary difference, then fine. You'll stay for the culture in most cases. But if you're throwing that amount of money, I'm not being funny, culture is going to go out the window. It's absolutely going to go out the window. Chad (36:21.703) That the pure and simple. Pure and simple. Yes. So. Chad (36:37.415) But you know that you cannot trust Zuck, period. So that number better be big enough so that if I'm only there two days and he kicks my ass to the curb, okay, cool, my bank account is flush. Emi B (36:41.998) No, of course not. No, never. Emi B (36:50.702) Yeah, it's fat. absolutely. I'm okay if I'm out of the market for a year, two years, because there's still money in my bank account. Not a problem. Chad (36:57.959) Yeah, yeah. And I mean, anybody who I've led or would lead or mentor, I would definitely say, look, what is best for your family? That is that's what matters the most. And don't be not your not your work family. I'm talking about your actual fucking family. Right. What is best for your family? What can because again, you want to you want to be able to work to live. Emi B (37:08.717) Mm-hmm. Emi B (37:14.52) Yeah. Chad (37:24.401) Right? Not live to work. And what the company wants you to do is they want you to work to live or live to work. I'm sorry. They want you to live to work and be at work every day and live the vision and live the culture and live the bullshit. Right? No. Exactly. Which is why when you listen to a lot of these these founders like Elon Musk talking about how he used to sleep in his his fucking office at night, it's like it's like motherfucker. Yeah, you own the company. Emi B (37:36.558) It's not my company. Yeah, I don't own the company. I didn't start the company. Yeah, I go off in Big City. Emi B (37:49.112) Good, it's your company, you do that. Yeah, you're the one of the richest men in the world. Of course you're gonna do that, fine. I'll do it. Chad (37:54.553) It, yeah, give me enough money and I'll do that. And that's what Zuck's doing right now is he's giving them enough money to say, okay, this is best for my family. And if my bank account is flush, I don't care. Have a nice day because none of these, none of these founders give two shits about me. Emi B (38:03.415) Yeah. Emi B (38:09.675) Yeah, absolutely. No, no. And it's so true. I 100 % agree. Your loyalty has to be to yourself. What are you trying to achieve? Is the job going to give you what you're trying to achieve as quickly as possible? Absolutely. Nine times out 10, money's going to get you there. Chad (38:24.029) Mm-hmm. Chad (38:36.643) Okay, I mean, this one is from TechCrunch. Remember Cluely, where the startup founder Roy Lee was suspended by Columbia University because he and a co-founder developed a tool to cheat on job interviews for software engineers. Now, again, not cheat on tests in Columbia, but cheat on job interviews for software engineers. Well, guess what? Said startup, Cluely, just pulled off the SaaS equivalent of a Vegas magic trick. more than doubling ARR from 3 million to 7 million in one week. In one week. Founder Roy Lee swears, it wasn't a glitch in the Matrix, but rather the enterprise rollout of their AI meeting assistant that reads the room, whispers useful information in your ear, and probably knows what you're going to say before you do. I guess, Emmy? Do you feel that you know lion is a part of the game these days? Emi B (39:39.966) depends what game. So if it's a pub quiz, now I'm not gonna lie, if it's a pub quiz, then I'm cheating all the way through because I'm not clever enough to know about general knowledge, you know, so I'm there always like on my phone under the table, do not use your phone kids. Yeah, yeah, I'm using my phone. don't care, you know. But in this situation, I don't think this is cheating. I think this is clever work. I think this is clever work. Why, why have to do all the thinking yourself? You get into those environments, you're in front of the clients. Chad (39:41.819) You Chad (39:52.957) way. Chad (40:02.685) Sure. Yeah. Emi B (40:08.962) Sometimes you just have a bit of a freeze where you can't remember what to say next or you miss a trick and they go, you know, if I went back, if I went down this angle, this would have been great in, you know, in terms of like kind of hooking that customer. I think this is a fantastic tool. I think this guy is intelligent. I think he's clever. And I think this is visionary. I'm all for it. So do I call it cheating? No, Helping, assisting. Chad (40:09.053) Mm-hmm. Chad (40:33.597) So it's only cheating when the employees are doing it and not when the company is doing it. Is that what I'm hearing? Because all these companies are trying to use AI right now. And from my understanding, 80 % of CEOs said they're trying to actually transition or at least find areas of adoption for transition of AI in their workforce, Exactly. Emi B (40:43.33) Mm. Emi B (40:46.816) Everybody's using AI, yeah. Emi B (40:57.09) Yeah, everybody's an AI first organization, but candidates do it. No, no. It's like, how is it okay for the organizations, but not for candidates? Don't be ridiculous. You know, they're going to use it for doing their resumes. They're going to use it to think about interview questions and how to answer interview questions. They're going to do it at every part of their job hiring process. we have to do as organizations, make sure we actually talk into real candidates who can actually do the actual job. So we're making sure our assessments are. Chad (41:07.174) Yes. Emi B (41:26.998) robust, but you cannot say that candidates cannot use AI when organizations are using it. It's ridiculous. Chad (41:35.569) Yeah, it's a double standard. It's a double standard and I have to say that, you know. Emi B (41:41.664) Yeah. Chad (41:44.637) And that being said, I gotta say that I am not going to do the creepy uncle joke this week. We're just gonna go ahead. We're going to, no, we're not, I'm not gonna do the creepy uncle joke. Joel likes to call it a dad joke, but I guarantee you he doesn't tell those jokes to his daughter. So we're gonna be at Wreckfest. Emi B (41:57.4) Really? No joke? Chad (42:10.811) We're going enjoy ourselves. We're going to come back and we're going to have a blast. Not just, not just this week, but we come back on the show. Thanks so much again, Emmy for, for coming on for, for Joel again. and we'll see you soon. We out. Emi B (42:25.26) Abslily, be out.

On this episode of The Chad & Cheese Podcast , we welcome Marc Effron —the guy who looked at HR’s bloated complexity, rolled his eyes, and wrote One Page Talent Management . Yes, one page . Shocking, we know. 📉 CEOs love to say “our people are our greatest asset.” Marc calls BS—unless “greatest” means “we forgot to invest in them, again.” 💰 Why don’t companies train their people anymore? Marc says it’s not about the money. It’s about zero accountability . 🧠 HR's obsession with 48-page competency models? Just insecure nerds trying to impress other insecure nerds, apparently. 💬 Plus: performance reviews, remote work, AI hype, why plumbers should earn more than liberal arts grads, and a well-placed jab at Joel’s “inside the business” habits. Tune in for laughs, truth bombs, and a reality check for every HR pro still clinging to that sacred 200-page leadership binder. 📚 Book: One Page Talent Management 🛒 Available on Amazon —because of course it is. PODCAST TRANSCRIPTION Joel Cheesman (00:30.542) This is the Chad and Cheese podcast. I'm your cohost Joel Cheesman. Joined as always, Chad Sowash is in the house as we welcome Mark Effron, president of the Talent Strategy Group and coauthor of One Page Talent Management, Eliminating Complexity, Adding Value. That's a complex title for a book that promises to strip away complexity. Mark, welcome to HR's Most Dangerous Podcast. Chad (00:49.796) Hahaha Marc Effron (00:51.856) Super happy to be here, Joel and Chad, and editors pick the title, not the writers. Joel Cheesman (01:00.303) good point. Good point. Well, Mark, a lot of a lot of our listeners won't know you probably may not know the book give us the elevator pitch on what makes Mark tick. Chad (01:01.87) Really? Marc Effron (01:11.152) Sure. So short answer, Mark Effron, I lead a firm called the Talent Strategy Group. We work with the world's premier companies, everybody from Apple to the Saudi government. We help them to radically simplify HR. So science-based simplicity, basically, let's stick with the proven science and let's make it really easy to apply at work. Lots of detail underneath that, but that's the essence. I've been doing it for about 15 years in our firm and before that had a real job. as either a senior HR VP or head of talent management at places like Bank of America and Avon products. So I've actually had my bonus depend on this stuff working. Chad (01:50.532) Which it should, to be quite frank, and it should for all CEOs. And that being said, great, great, great segue. Every CEO that's out there says that our employees are our greatest asset, which to be quite frank, to most call bullshit on that because they're not good at talent management. They're not good at talent development. They're not good at any of that. So when you come in, After you've heard that said over and over and over and you see just a mess. What's your thought right out of the gate? Cause you've been doing this for a Marc Effron (02:24.804) Yeah. So what most CEOs really mean when they say that is our best employees are our best assets. And the first question is cool. What you mean by great. And this is such a fundamental question is when you say we value talent, cool. What are the three or four things you really value? It's such a fundamental question, but when you ask HR, they come at you with a 48 page competency model. It's like, no, no, no, no. We know the 85 things that make a good leader. Given your strategy, what are the three or four things that are gonna differentiate your ability to actually meet that strategy? Something as simple as that is missing in almost all of our clients before we get there. But if you haven't figured out the three or four things, what are you building towards? What are you trying to produce? So first question is, Ms. CEO, Mr. CEO, what do you really need? When you say that we value our talent, what do you really value? Chad (03:07.332) Mm. Marc Effron (03:20.688) promise you they have an answer because they always tell us, it's A, and A. And then we normally will go to the HR leader and say, hey, what are the competencies that you have? And they'll give us the long list. And normally half of the CEO's list is not on their list. So the beginning of the answer to your question is that, which is when they say, our people are our best asset, they mean our best people and they're clear about it. But oftentimes their answer doesn't mirror what HR is pushing. Chad (03:50.946) Here's the thing though, and this is again a part of a leader's job is development. And when you say your best people, you're focusing on the successful, right? The ones who are doing a good amount of the work, the ones who are pushing the goals and really meeting their deadlines quickly and so on and so forth. As a leader, it's not your job to sit around and pat them on the head. You can do that on your way to developing your other employees. Why are companies so bad at developing their employees? They spend literally no money compared to what we used to about 50 years ago. We used to dump a lot of money into development of employees because we got tax breaks on it. That went away, trickle down, economics happened. Doesn't happen anymore. So therefore it's not good for the bottom line, but yet it is good for the bottom line because we have more successful people, more A players, let's say. It just makes good sense. So why, why Mark, are CEOs not doing their damn job? Marc Effron (04:55.568) would suggest it has nothing little. It has little to do with money. It has everything to do with accountability. In most companies, if I am brilliant at developing leaders, nothing good happens to me. If I am horrible at developing my teammates or team members, nothing bad happens to me. So if there's no upside and there's no downside, why the F would I spend any time doing this? Chad (05:00.386) Ha ha! Marc Effron (05:19.056) Now there's probably a third of people who actually care about it. So a third of people probably genuinely believe it's the right thing to do. There's naturally why or they came from a company where that was what you did. So it's muscle memory. And there's probably a third of the people who, you know, they have some time, they'll do it. You know, I'll talk to Chad about stuff. I'll talk to Joel about stuff, but it's not regular discipline or thoughtful. And there's a third of people who just for whatever reason, aren't going to do it. That's pretty random. If I'm serious about developing people in my company, that's not going to get it done. But in most organizations, there's not even the lightest form of accountability to make that happen. And we're big fans of kind of the lightest form of accountability being given to managers to ensure that they're doing this. Something as simple as let's say Chad, you're my manager. Once you're at performance management time, you say, Mark, I'd like you to walk through your team members with me and tell me why each of them is a more capable person this year. than they were at the end of last year. Just walk me through each of them. Because I guarantee you each of them or that manager is going to squirm like heck at that conversation if they have not done something to develop their team members. What does that accountability cost? Zero. Cost zero. And all you need to say at beginning of the year is, Mark, at the end of the year, I'm going to ask you this question. I certainly expect you'll be prepared to answer it. Now, There are a million paths for me to get to the outcome of, me tell you about Susie, Bobby, Raj, and Shruti. I can tell you at the end of the year, however it happened, maybe some of them are self-motivated, maybe they needed to beat some of them to getting it. Maybe some had classes or coaches or experiences. Cool. I don't care about the pathway, but I need to be able to tell you why each of them is better, or maybe some of them aren't better. Hey, actually, know, Juan didn't get any better. Let me tell you what we're going to be doing about that. zero cost, but a hundred percent accountability. so I, sorry, long way around, I'm not sure it's about dollars. I really do think it's because there's no upside or downside in most organizations around that. But also, and maybe especially add on, especially for our best talent, let's say that I don't even care about the lower 70%, at least to the upper 30%, my high performers and my high potentials. Marc Effron (07:42.71) I should certainly say, Ms. Manager, Mr. Manager, I have given you some really special people on your team. You definitely have to make sure that they are getting the right experiences, the right exposure, the right education. Maybe I'll give you a decent HR leader or a decent talent leader to help with that, but your job is to steward these very special people and to make sure they're getting better every single year. And I'm going to evaluate your capabilities. based on your ability to do that. mean, even if it's not everybody, at least make it our best talent. So kind of long way around, I think a lot of it is lack of accountability. And every CEO I have met can find some money to spend on hypos. There is always a little money in the budget for hypos. So I think that's where I would start with is accountability is free if you do it the right way. There's always a little bit of extra cash to spend on the best talent. Joel Cheesman (08:40.75) Why'd you write the book, Mark? You've got a lot of experience working at some big companies. Was it something that you experienced? Was it just consulting when you did that? Why'd you write the book? And he wrote it 15 years ago. You had an update in 2018. My next question will be what is changing that time, but why'd you write the book initially? Marc Effron (08:59.94) Yeah, a lot of it was frustration with what I saw as being needless complexity in getting to really valuable outcomes. Meaning, was a, I worked in corporate, I worked as a consultant, and I just saw HR doing things in what appeared to be really slow and bureaucratic and complex ways, but without any need to do things that way. It's like goal setting. Well, if Joel's my manager, why doesn't Joel and Mark to sit down and say, Hey, what three things do you want to work on this year? how about A, B and C? Well, no, how about A, B and D? Okay, cool. A, B and D let's go. Hey, that's a 15 minute conversation. Why do we have long forms and weight each goal? And it just felt like we were spending a lot of time and a lot of energy on really important topics and not getting to good crisp answers. And so that was a frustration that I had had for, for years. And I learned a lot of decent science when I was in business school. I learned a lot of, or I saw a lot of organizations when I was in consulting, had, I'd been there as a corporate leader. And then when I got to Avon products, that was, I was head of talent management, Avon products starting in 2005. And I had a chance to test some of these ideas. And I had almost a greenfield side. got to test performance management the way I wanted to test tower views and potential the way I wanted to succession way. wanted to three sixties way I wanted to. kind of this very science-based simplicity approach. And just complete luck, somebody asked me to speak at a conference and we were doing a lot of this new work, turnaround work, and they said, hey, what's the title of your presentation? like, I don't know, it's like a one-page talent management. And I was doing this speech and there just happened to be an editor from Harvard Business Publishing in the room. And after the speech, she said, hey, do want to write a book on that? And I said, no. It'd be pretty stupid to write a book on one page talent management, wouldn't it? And I said, but I've got three really good book ideas. And I said, here's, you here's pitch number one. She's like, that's a really bad idea. I'm like, well here's pitch number two. She's like, that's an even worse idea than pitch number one. And I'm like, well, here's pitch idea number three. She's like, those are three really terrible book ideas. Literally she was saying that. And I said, let's go back to idea number one on that whole one page thing. Marc Effron (11:18.132) And so I literally wrote it simply thinking it was going to be a narrow handbook for technical talent management people to simply say, look, there's an easy way of doing this. Here's the science. Here's how you translate it into practice. Just go do it. so it was intended really just to kind of put my thoughts and my co-authored Miriam Orchardt, who's now a CHRO of two big companies at the same time, put our thoughts on paper. Turned out that it. seems to pretty broadly applicable, but it was really a way of simply saying, there's an easier way of doing this. Just do it like this. Joel Cheesman (11:55.66) Yeah. What, what do you say to the argument that HR is complex on purpose? In other words, it's too complicated for you to under, there's so many processes. It's a black box. The more complex it is, the less people will want to like fix it. It's a little bit like government, right? A lot of policies, lot of bureaucracy, and we kind of like it that way because everyone sort of keeps a safe distance from looking under, know, under the hood at what's going on. Chad (12:09.892) It's a catch-all. Joel Cheesman (12:25.09) What do say about that argument that a lot of HR departments want to be complex because it's a way of keeping their jobs? Marc Effron (12:25.359) Yeah. Marc Effron (12:33.04) I might have a core literally to that. think a lot of HR people want to appear to be smart and smart people like other people to think that they're smart. And so I think sometimes HR people design stuff for other HR people as opposed to designing it for the customer. So if I'm designing a competency model, I want my peers, Joel and Chad to be impressed by the competency model. look, there three bullets for everything and there's some rows and there's some columns and look, there's blue shading and there's white and there's blue shading and it's all symmetrical. I want you guys to be impressed. I don't give a flying F what the client thinks about it because you guys are my true peers. The client doesn't know what they're looking at. So I think part of it is that we're trying to impress the wrong people and or we're not close enough to the customer to even understand how they should use it or in some cases, hopefully a small number. We're too arrogant to even care what that customer wants. they should be using this. It's the right thing to do. And in many cases, it is the technically right, I'm doing air quotes, everyone listening. It is a technically right thing to do, but it's just not usable. And I think that's where sometimes we get wrapped up in HR is the right answer isn't always the right answer. The right answer is the answer that gets applied, not the technically right answer. And I think we can sometimes get wrapped up into an engineering mindset of Why doesn't the client like my product? Because it's unusable. That's why they don't like the product. You designed a technically perfect, practically unusable product. That means you failed. Not that you got an A from your professor. Chad (14:13.166) So talk about one thing that really, really sticks with me and there are many thus far. So I'm gonna hit this one first, is that they don't care about the customer, right? And I would agree in many cases because they are disassociated from the actual customer in the business itself, right? And how companies make money. Therefore, when they're whining about not having a seat at the table, that's the reason, because they don't understand how They the actual engine of the organization, TA, talent management, talent acquisition, talent management is the engine of every organization until robots start doing this shit, right? So we don't understand how we actually impact the bottom line. And I think that's one of the biggest issues. Yes, we do have to learn the business from the the product standpoint, from the sales standpoint, from the marketing standpoint, from all the different aspects so that we know that we can deliver to them what they need and that is delivering to the business and we can actually articulate that to the C-suite. We don't do that today. Why have we not? Why are we so insulated and we haven't actually been a part of the business? Because we need to be a part of the business. Marc Effron (15:28.314) I think in many cases we have the wrong people in HR. We teach a core model in our talent management Institute. So I didn't in my intro, I didn't mention we formed the talent management Institute, the university of North Carolina 14 years ago have graduated 7,000 leaders from it. We teach basic talent management. One of the things we teach is a core model. We call it the four plus two, basically our, little competency model. The first element of the four plus two, we call business junkie business junkie has two pieces. The first one is. Chad (15:46.638) Mm-hmm. Marc Effron (15:57.36) know the business, just what it sounds like. You understand sales, ops, supply chain, finance. And I tell people that probably eliminates 75 % of the people in HR who don't understand just the fundamentals of the business they're in. The second part though of being a business junkie is loves the business. Loves the business is you wake up thinking, I wonder if I can go on a factory tour today. I wonder if I can go out with that salesperson today. I wonder if I can hang out with somebody in the lab today. I'd love to have lunch with somebody at FP &A today. That's what somebody who loves the business thinks when they wakes up. I can't wait to put on my hip waders and get into the business today. And I just think most people don't go into HR for that reason. They go into HR for some very good reasons. They want people to be more productive or grow. And those are wonderful reasons, but they're incomplete reasons to be in the field. And so I think half the challenge is we attract the wrong people into HR. And so to your point, Chad, if you're, if you're reasoning for why I'm doing something doesn't start with, well, I saw the factory the other day was X. Then you're likely not to come up with the right solution. If it is, this vendor said skills are the hot thing. So I'm going to go tell somebody about skills. Well, then you've already failed because you're just pushing a product that no one gives them. Then when it cares about, Chad (17:09.508) Mm-hmm. Marc Effron (17:22.678) If you, if you're in the factory talking to the factory manager and she was complaining that people aren't walking in with the proper laid skills. Okay, great. Let's talk about laid skills and how we can, that's now a relevant conversation. But if it is, I talked to, glow, they've got this new component to do. Blup. That no one cares. Chad (17:23.417) Mm-hmm. Marc Effron (17:47.854) You're just now an extension of a salesperson talking about something that no one cares about. Chad (17:56.516) So when you say I want to get into the business today, that means something entirely different for Joel Cheeseman. Just wanna make sure you know that. Hit it, hit. There we go. Marc Effron (18:07.057) I do not know your inside jokes. Chad (18:09.868) Yes, yes. That's for the listeners. That's all for the listeners. Okay, so I want to throw something at you because you said Apple earlier and we literally just had an amazing interview with Patrick McGee who just wrote the book Apple in China. And he has uncovered that you talk about spending money, right? That Apple spending at least $55 billion a year on training talent, on the people. Joel Cheesman (18:10.158) You don't want to go inside. Marc Effron (18:14.404) Okay. Chad (18:39.638) and giving them the knowledge and the experience necessary to now be the number one country manufacturing, one of the biggest tech companies in the world, right? But all in China. We're not seeing that kind of expenditure in the United States around vocational skilling, around being able to actually get those employees developed and continuing to develop those employees, not just your most successful, but all of them. They have trained 28 million employees Apple has in China. Why? And again, you have kind of like a, I would assume a light touch or maybe more of even a heavy touch with Apple. Give me kind of like your idea around that. The government, Chinese government is kind of like a heavy hand there. Do we need to have a heavier hand in the US? Because as you'd said before, if there's no accountability from the company, which obviously is not happening in the US, maybe there's got to be accountability a little bit higher on the government side of the house. How do we get this done? Marc Effron (19:50.872) Yeah, I didn't know we would be veering into economic policy thoughts, which is probably outside of my area of expertise. But as a former congressional staffer, which you probably didn't dig deep enough in my resume to see, but I was a congressional staffer for my first job coming out of the University of Washington with a political science degree. So I'd like to suggest that makes me an expert in the topic that you've asked me this question about. Do I think that given the fact that Chad (19:56.727) Always. Chad (20:08.014) So it's perfect for you, Mark. It's perfect. Joel Cheesman (20:17.57) Ha ha. Marc Effron (20:20.912) Plummer makes about $200,000 a year and she does, or first of all, does she, and she does a great job that we should be introducing more people into vocational careers. Darn straight we should be, but that also means that the economic incentives need to be there. Why are we loaning people $80,000 a year to go to Columbia University to learn social work, which pays $40,000 a year? That is a perverse economic incentive instead of saying, hey, why don't we loan you $20,000 a year to not only go to a school that teaches you plumbing, but also $10,000 a year that is going to buy you plumbing equipment to start your own business. Yeah, that feels like a pretty worthwhile investment. So should there be some balancing of economic investments around that? Yes. And I think, again, I'm not an expert, but I think we are seeing greater movement into vocations, especially by men. think there's probably a larger male-female challenge here, more women going into four-year routes, more men are going vocational. There's probably a much larger social conversation to be had around that. Chad (21:38.02) Well, real quick, what we're also seeing is that, let's say for instance, HVAC companies, they are doing the vocational payment at least for plumbers, HVAC, so on and so forth. They're not putting that on the individual, although they're putting them on a three-year contract, much like the military does if you want the GI bill. You're coming in for three or four years, great, you're gonna have college money at the end of it. So again, the employer, is actually footing the bill, which is not something that we see enough of in the US. Sorry, Joel, go ahead. Joel Cheesman (22:13.374) So the last time you updated the book, a few things have happened in the world. We've gone through a pandemic, AI is all the rage. I'm curious, what recommendations would you make in tackling some of these new realities in the workplace? We see companies replacing HR with automation and we see how you engage with employees different through remote work. What's your take on that new reality of the workplace? Chad (22:17.722) Hahaha Marc Effron (22:19.248) Nah. Marc Effron (22:42.864) Yeah, let's start with what hasn't changed. I'll move into what has changed. Here's the good news is the fundamentals of good talent management are the same and probably have been the same for the past 50 years. So a lot of what we write about a lot of the science that we cite in the book around fundamental things like setting great goals, coaching people, selecting for potential, accelerating development. The science and the practice of that is still the same and should be the same as it always has been. We know that setting a few big powerful goals works. We know that transparent coaching works, et cetera, et cetera. So a lot of what we write about in the book is absolutely as applicable as it always has been. Now, the question is, are there new ways of applying that given things like folks are working remotely? Yes, what it means is managers need to be far more conscious about applying some of these tactics. So it used to be Joel, my manager might walk by my cube and say, Hey, we need to talk about your goals. And that was our reminder to get that done. And because you saw me every morning, we'd get it done. Now, if I'm working at home, we might not have that visual reminder to have that conversation. Does that mean that gets lost or we don't have a check in conversations frequently. So it needs to be much more conscious and scheduled. to make a lot of those things happen. And so let's take something like that. So part of it is just the regularity and the planned interaction that needs to be much more over. Also, we need to figure out what are your signals for my contributions to the business and how do those change in a remote environment? It used to be that you saw me working hard. You saw me in meetings. You got. clues about am I contributing because you were able to watch me and it's like okay that guy is doing things that suggest he's contributing in a way that I value. If I'm remote, hey that report was a day late. Is that because he was working on other important stuff or he just wasn't working hard? Well, I don't know, you're going to interpret that in whatever way you want to. How do we help you to manage me in a way or help me to manage you in a way that gives you confidence? Marc Effron (25:00.602) that I'm still contributing at the level that you want. So how do we build new mechanisms to make sure that you're still getting the right signals about my performance and contributions, even though you don't have the same signals that you used to, to let you know what I'm doing. So the same standards apply around, you need to understand my delivering, but we need to think through how are you now going to get information about my contributions and how am I going to filter out the noise or your interpretations about Is he doing what he should be doing? So I think there's, application challenges like that. think when we look at things like AI, it feels one, I, there's so much noise right now and there's so much uncertainty about what it really means in terms of how we manage people. look at it right now as a helpful overlay and decision support system, at its best. What I would love to see is, let's say you guys are both on my team. I would get my morning text from our, our system at work at the Cheeseman and Chad company. And it would say, Hey, make sure that you're touching base with cheese this morning about A, B and C on this project. He's interacted with these four people in the past two days, but not this other person who's actually pivotal on this project. Make sure you talk to cheese about which. It would give me kind decision support around who I need to talk to or hey, Chad's birthday is coming up tomorrow. I've already ordered that box of cigars from his favorite cigar place, it under your credit card. Literally that level of decision support is what I hope it will do. And obviously even at a higher level, when it comes time for talent reviews, we've sorted through all the relevant data from ONA stuff to everything else. And we've added a little bit of additional value to predicting upward potential in our company on cheese. Here's our, our summary on what we think he can contribute going forward. So I think that's an added layer of help. Does it change the fundamental processes around performance management or talent reviews or succession planning? Nope. Still need to do all that stuff. And it's not going to do it for us, but it should help make us. Marc Effron (27:24.278) incrementally smarter, not much smarter, but incrementally smarter in doing all those things. Joel Cheesman (27:33.698) rest assured, any message around our company would involve bankruptcy or is that legal? Is that legal to do that? But that's, that's neither here nor there. Curious Mark, your take on a couple of things. One of the, one of the criticisms of the book is that it's really good for big companies and you've spent most of your time in big companies, but for the smaller organization, it doesn't quite have the same fit. And the other, the other side of that is I feel like general generationally, Marc Effron (27:38.756) Ha ha ha ha ha ha ha ha ha ha ha ha Chad (27:40.227) Yeah. Joel Cheesman (28:03.406) timing you've, you've, you've timed it right to where now more than ever simplicity with this, with the new generation is paramount and keeping things simple. talk about the generational divide from when you wrote the book and also big Co versus sort of small business. Chad (28:11.716) Mm-hmm. Marc Effron (28:20.304) Sure, let's start with this. Everything that we write about in the book, we consider a crutch. Performance management is a crutch that we have because managers aren't going to set goals and coach and review fairly on their own. So we give them a structure called performance management to say, aren't going to do this on your own well, therefore here are some crutches to use to get through it. If I have a company of eight people, I don't need a performance management process because we're going to sit around the table Monday morning and say, let's make sure we sell out our goals. So in terms of, um, do we need tools in small companies? No. I would resist them as long as you possibly can. I would ask the question, are we setting clear focus goals? Are we having regular transparent conversations with people about their behaviors and their performance? And at the end of the year, are we generally reviewing people in a fair way? If we are great at the point where you say, it feels like, don't know the guys in the new region very well. Are they doing it? Can we see people up into that point? No, don't apply any of stuff. So do you need one page talent management? If you're a hundred person company, probably not. if you're a 500 person company, I might crack the cover just to understand what concepts are thousand person company. You're probably in the range where yet it's going to be helpful just to make sure you're not doing things wrong. But no, I would say resist until you absolutely need to have that structure, those questions there. But I'm very clear that all of these things are crutches because we cannot control what every manager does. And there are so many biases that managers are naturally going to engage in that at some point we need to say, no, no, no, we know you're going to pick a cheese because he's the same age as you, looks like you and talks like you. That's not how we select people as successors. We have other ways of doing that. So we're going to put a process in place to make that a bit more fair. In terms of generations, is your thought there more to kind of... Go ahead, Chad, sorry. Chad (30:18.999) I love a comp- Chad (30:26.232) No, go ahead. Marc Effron (30:26.286) Now in your generation question, cheese, is that more about Joel Cheesman (30:27.394) Well, know, have, have generally speaking, generally speaking of. Well, generally speaking, you have, let's call it older people at the top and the world is going to, think, a simpler way of communication. You look at solutions like, you know, 15 five, we're like every day we have a little, little engagement. We know what we're doing. We're moving forward. I guess part of it is, you know, if you're talking to an older generation that loves, you know, handbooks and the 47 page, you know, strategy, what's your conversation to them to embrace this? Because this is what younger people will embrace. And if you don't, you're going to lose them. Chad (30:48.206) pulses. Marc Effron (31:03.534) Yeah. Yeah. I would say two things more frequent, more transparent. So processes still apply. So do we still need to set goals and coach? Absolutely. But the, feedback cycle and the transparency of the feedback cycle needs to be faster. And there's absolutely nothing that prevents us from doing it other than a lot of the managers are forties and fifties and they don't feel as comfortable or don't see the need to do that. I would suggest. Does technology help? Yeah, but I don't need technology. If you guys are on my team, I can still give you frequent and transparent feedback without having some huge system that enables that Transparency is the number one underscore number one problem at every single client We have around the globe and we work with the premier organizations because it's a human issue Humans don't like being transparent all sorts of wonderful reasons around that But that's that's going to influence or be a barrier for any generation because we want to get along. The reason we're not transparent is we want to get along with people. Transparency creates threats or feelings of threats. And so we need to kind of force that transparency. So even if that younger generation wants to be more transparent or wants more transparency as the receiver, the giver of the transparency still needs to feel comfortable with it. That's always going to be a barrier. But I would suggest the same processes from performance management and talent reviews in 360s and everything else still applies. More frequent, more transparent, should satisfy the needs of a younger generation if we're implying they want faster, more frequent, easier conversations around these things. Chad (32:48.462) keep it simple, stupid is my policy. That's Mark EfFron and the book is One Page Talent Management. Mark, if somebody wants to connect with you or I don't know, maybe even buy the book, where would you send them? Marc Effron (33:02.512) Well, I would send them to Amazon to buy the book they can go to our website talent strategy group comm for lots of great articles videos and more information Chad (33:14.763) Excellent. Joel Cheesman (33:14.978) Maybe Brent said it best when he said kiss Chad. That's another one in the in the can we out. Chad (33:21.582) way out

On this week's show we have Shareholders, Agents & CEO Facepalms Indeed uses their powers for evil while Recruit wants to "simplify hiring"—translation: control everything. JobRight raised millions to unleash job-hunting agents. Spoiler: it’s AI catfishing until the interview. Ford’s CEO just realized paying people more  keeps them around. Shocking. Layoffs keep piling up, the economy’s a mess, and the job market needs a total reboot. The Chad & Cheese Podcast—where innovation meets insanity (and we mock it all). PODCAST TRANSCRIPTION Joel Cheesman (00:34.086) It's 106 miles to Chicago. got a full tank of gas, half a pack of cigarettes. It's dark and we're wearing sunglasses. Hey boys and girls, it's the Chad and cheese podcast. I'm your cohost Joel alligator out Alcatraz Cheesman. Chad (00:49.633) This is Chad England, here we come, Sowash. J.T. O'Donnell (00:52.672) I'm JT, I'm on vacation, O'Donnell. Joel Cheesman (00:56.302) And on this episode, more indeed applies for a job overlord. I didn't say that right. And on this episode indeed applies to be your job overlord. Agents are a thing and layoffs. Let's do this. Joel Cheesman (01:15.014) So what'd you guys do for Canada Day? Did you have some poutine and some ketchup chips? Chad (01:20.373) don't even know what that is. J.T. O'Donnell (01:22.846) I love poutine though. mean gravy cheese like fries. Joel Cheesman (01:25.254) Taints good. Chad (01:26.483) On, yeah, on, on, on fries. mean, you can't, you can't. Yeah. Yes. Well done, Canada. Joel Cheesman (01:29.734) fries, gravy, cheese. Yeah. Hard to do. Hard to do. A lot of Americans have no idea, but Canada Day, July 1st. It gets overshadowed by the 4th of July, obviously. you know, we have a lot of sponsors are Canadian. love everything Canadian on the show. It was not a revolution. There was an award. They signed some papers, I think. It was pretty, pretty polite, but they got their independence and they celebrate it on July 1st. So happy Canada Day. J.T. O'Donnell (01:31.022) Well done, Canada. Well done. Chad (01:55.349) Nice. Chad (01:58.739) Nice, nice. Much like Portugal, they call the Carnation Revolution because there was no war. was all just peaceful transfer, peaceful transfer of power. From years of being a theocracy. That's fucking fun. Jesus. Joel Cheesman (02:08.506) Yeah. J.T. O'Donnell (02:09.486) face. J.T. O'Donnell (02:14.796) I learned so much about history on this show with you boys. Chad (02:19.165) And jerseys, look, my new jersey. Joel Cheesman (02:22.628) That's right. There's a reason we have that sound bite on this show. There's a reason. Chad, you got a new soccer jersey on or should I say football? What? That is pretty. Chad (02:24.413) no. no. Yeah, sporting. Sporting Yeah, they won they won the Portuguese League for last two years last two years in a row. So yeah, I will be sporting get it. The Portuguese national jersey on stage at Wreckfest. New one. Sexy. Oh, it's sexy. J.T. O'Donnell (02:30.177) It's pretty. Yeah, it's like... Joel Cheesman (02:48.862) which, we will get to an events. but, JT's, we're only thing standing between her and vacation, I think. So let's, let's get to some, shout outs. I'll go ahead and go first guys. you probably know Lars Schmidt. A lot of our listeners will know Lars. he's quite the icon in the industry. anyway, he, he recently shut down his, his podcast, a lot of things that he was doing social media and whatnot. Chad (02:52.416) Yes. Chad (02:57.345) Let's this over with. Okay. Chad (03:04.513) yeah. Chad (03:14.847) Yeah, so good focus. Joel Cheesman (03:16.742) which I thought was really interesting. So he re he recently launched a clothing, store line online, platform and I'm wearing one of his shirts. It's a, it's a lightning bolt. Cause you know, I'm, I'm hot and cool like that chat. gotta, gotta wear the lightning bolt, but it's called joy syndicate. good on him. know a lot of people are in industry sort of get stuck in recruiting and then doing what they do. And, shout out to Lars. Chad (03:26.273) Nice. Chad (03:33.44) You Joel Cheesman (03:45.626) for getting outside the box. He is still head of talent at a company called fruity fruitiest or fruitist. so he's still doing that, but good on him. He's had this idea for like 20 years, finally did it. it's joy hyphen, syndicate.com go get a shirt, get a bucket hat bags, maybe Merce, depending on, know, who, who, who you're shopping for. I do need a Merce, a bum bag, I think is what you call it in Europe. I'm going to maybe bring that to Germany. Chad (03:55.786) Awesome. Chad (04:07.438) You need a MRS for your Europe test after your... Yes. Joel Cheesman (04:14.694) Uh, this, this, uh, this weekend. anyway, shout out Lars, man, keep, keep doing what you do. Hopefully you're not going to disappear from the landscape. We'd love to see it in an event coming soon. Don't don't disappear totally. Chad (04:25.803) Yeah, GT. J.T. O'Donnell (04:27.534) Yeah, I'm going to give a shout out to AI app building. So I came across this app that said you can take any idea you have and talk to us and we'll build you the app. So I took the challenge on Sunday afternoon and built a LinkedIn profile analyzer that I literally launched same day within like three hours. And we know AI is coming but to interact with AI like that the way I did and to build something that I could Chad (04:44.768) Okay. J.T. O'Donnell (04:54.818) go out and immediately give value to you, people. tells you like rates your profile, tells you out of the four areas what to fix. I called it profile boost. It's work at daily profile boost. It's you'll find it in my LinkedIn feed. It's still in beta, but you go to my, I've posted it every day and say, Hey, pop your LinkedIn and see your score. It's been, yeah. Chad (05:00.789) What's the name of it? Chad (05:05.205) Okay. Joel Cheesman (05:14.68) And she just raised $100 million, everybody. She's the lightest unicorn in our space. Sorry, sorry. couldn't resist. Chad (05:14.945) Nice. J.T. O'Donnell (05:19.918) Right. But, but you know, it cost me $60. So like, it would have taken a team of a hundred developers. And you know what mean? When you think about that for someone like me to sit on my couch and be like, okay, dude, no fixes, do this, do that. The app is called Replet. I'm not sponsored by them in any way, folks. It's just somebody just said, Hey, it works. And I went, sure. It does. Like, this is what I really need. Cause I get asked every day how to, how do I fix my LinkedIn profile? And I was like, chief, I could just have the app for that, know, boom, I the app for that. So. Chad (05:20.001) Valuation 20 billion. Joel Cheesman (05:30.374) Yeah. Joel Cheesman (05:34.01) What service did you use? Yeah, Replet, yeah. Yeah, there's a Chad (05:46.048) Hmm. J.T. O'Donnell (05:49.634) Folks, do not underestimate where you can build with AI these days. Chad (05:52.609) That's right. That's right. Well, since JT's on vacation and she's she still showed up, which I appreciate that JT because Joel doesn't do that. I'm just going to go straight into free stuff. I'm going give you some time off this week. You don't have to do free stuff. One of the reasons why is because we have new T-shirts. We have new T-shirts. They're Dr. Feelgood Motley Crew Chad Cheese T-shirts. Very inspired. Going to be at Nebworth. We'll talk a little bit about that. But free stuff. J.T. O'Donnell (06:08.716) Hmm Joel Cheesman (06:12.674) Inspired. Chad (06:21.675) Go to ChadCheese.com slash free where you could prospectively win those t-shirts, gorgeous t-shirts from our friends over at Aaron app, whiskey, two bottles of chicken cock. That's right. One, one cock for each hand. The talent experts over at Van hack. That's right. In Canada, Vancouver. We got more Canadians. We've got barrel bourbon barrel age syrup by our friends at Joel Cheesman (06:40.964) Headquartered in Vancouver, that's right. One of our proud Canadian, along with Kiora. Chad (06:50.571) Keyura also sponsors of shout outs, texting made simple, craft beer, the job data geeks over at Aspen Tech Labs. That's right, you get a box of beer on your doorstep. Joel Cheeseman will deliver it himself. And if it's your birthday, if it's your birthday, you can win rum from plum. Got to go to ChadCheese.com slash free to register. J.T. O'Donnell (07:03.555) Hmm. Joel Cheesman (07:07.248) Make sure you have snacks. Make sure you have snacks. J.T. O'Donnell (07:19.575) Yup. Chad (07:20.993) Ha Joel Cheesman (07:21.776) That's right guys. Another trip around the sun for listeners. Christina Baciu, Mark Anderson, Scott Allen, Aaron Koteff. That's right. Aaron. Chad (07:37.473) Who's next? What? Joel Cheesman (07:38.628) Yes. Aaron Koteff. There we go. All Nick Bowers, Jesse Sims, Christine Hampton, Daniella McDonald, Elaine Orler, Bill Fisher and Michael. What a full nose McDonald. That's right. Another trip around the sun. When I make, when I make notes at night, I'm usually about two or three bourbons deep and I have all the intention of having little sound bites in these things. Chad (07:42.049) There we go. There we go. J.T. O'Donnell (07:56.526) Happy birthday everybody. Chad (07:58.367) And hopefully... Joel Cheesman (08:06.906) And then I mess up in the next day. forget. totally forget that I, that I did it, but. Chad (08:08.095) and you forget. That happens. Humans. J.T. O'Donnell (08:10.574) Rollback, are the shirts coming to Nebsworth though? Nebsworth? I always put an S in there, I don't know why. My shirt will be there, I will be wearing my shirt, because they are very comfy shirt. Chad (08:12.991) Yeah, yeah, yeah, Chad (08:18.69) yeah, I like the comfy shirt. Joel Cheesman (08:18.884) Yes, they will be at, Chad (08:22.911) Well, luckily, Shaker Recruitment Marketing is a sponsor of our travel, where we will be going to, as I'd said, England next week. That's right, RecFest UK and Nebworth July 10th. If you don't have your tickets already, kids, what are you thinking? Go to recfest.com, go get those tickets. We're gonna be on the disrupt stage with our friend, Steven, our favorite Scott McGrath. JT's gonna be there. Mo had to actually eject because she's taking her kids Joel Cheesman (08:27.983) Yes, they are. Chad (08:52.865) to a Disney inspired or Disney cruise, which actually goes out of Barcelona. I can't hate her for that. But we're also gonna have, Emmy's gonna have her own stage. We're all gonna be there. It's gonna be a blast. See you next week at RecFest. Joel Cheesman (09:09.008) Be on the lookout for a 6'4 teenager that looks sort of like my bodyguard. He will have the t-shirts. So he's on alert and usually very, very friendly and with a big backpack. An invitation. Chad (09:12.321) Thanks Chad (09:19.711) and a backpack. J.T. O'Donnell (09:22.478) Can I throw out an invitation too? I'm so excited to be there and I'm not on stage, but if there's anybody in the audience that would like to join me in heckling the boys, I chat CPT'd some pretty fabulous heckles that I think we could joint do. So just come find me, front row, yelling, it'll be great. Chad (09:33.185) That's easy. Chad (09:38.987) They don't need any help, okay? They don't need help. Chad (09:46.623) Now we're going to pull JT on stage too, so she can be part of the heckling as well. Well, you can, back and forth. Joel Cheesman (09:49.402) Yeah. J.T. O'Donnell (09:50.956) I want a heckle. Joel Cheesman (09:52.038) It's going to be a good time. It's going to be a good time. It's going to be a good time. See you guys in London. Chad (10:00.577) Well, Joel indeed has been busy kids, healthy budgets enforced. Hyams is out or he decided to leave. He decided to leave killing agency XML feeds, forcing them into APIs, focusing on how to force hiring companies to give in deeds, disposition data for their ATS. And then Jim, the indeed whisperer Durbin sends us this good roll that beautiful bean. J.T. O'Donnell (11:38.702) Tasty. Where was the cowboy hat, Jim? Chad (11:39.871) I see. Next time. time. Next. J.T. O'Donnell (11:45.516) I only know Jim with a hat on, you know what I mean? He's off-brand, that was like kind of buttoned up, Jim. Joel Cheesman (11:45.612) Hey, he's he's not he's off brand isn't he? JT knows JT Joel Cheesman (11:53.302) I love the indeed whisper though. He's always on that. I think he's still single. I wonder if he uses that in the bars there in Texas. keeps us busy on this show. That's for sure. mean, they're not gonna get accused of not innovating, at least trying some stuff and innovating in air quotes. Look, I can't hate on them for swinging for the fences. J.T. O'Donnell (11:55.605) Mm-hmm. Yes. You Chad (12:02.273) I hope not. I hope not. Yeah. Yeah. J.T. O'Donnell (12:07.512) Hmm. Joel Cheesman (12:21.572) whether this becomes the new monster type screw up, like be known and it fades away and they don't have the core competency to pull it off. I guess that's left to be seen, but they are full on full core. We're going to own the process. We're going to be in your, in your ATS, the background, like all that stuff. They want to own the whole thing. I can't hate them, hate on them for that, but I can kind of hate on them. Chad (12:46.017) Mm. Joel Cheesman (12:50.662) for, guess, the bullying way that they're just saying, we're going to do this and either get on, follow, or get the hell out of the way or get run over. One of the things I found funny was Jim posted this on LinkedIn and Megan Radigan, a friend of ours over at Marriott's, had a quote, something like, it's not a time to be lazy. It's a time to be sort of focused on this. And I thought that's funny because people in general are lazy and people in HR and in town are lazy as well. Chad (13:14.165) love her. Chad (13:19.402) Megan's not. Joel Cheesman (13:20.322) Ultimately, Megan is it's an 80 20 kind of thing and Megan is in the 20 % but 80 % of the people of the companies are going to roll over and they're going to let indeed do this. And I'm sure whatever pencil net geek and indeed said, look, if we lose 20 % big deal, the money we're going to make on the 80 % that agreed to do this, we're going to, we're going to come out, come out on top. there is some historical relevance, to this that I wanted to throw in. so, so Google, Chad (13:23.369) Yeah. Yeah. J.T. O'Donnell (13:25.006) Mm-hmm. J.T. O'Donnell (13:46.136) Shocker. Shocker. Joel Cheesman (13:49.636) back in the day, tried to sort of do similar thing. They were doing pay per click. wanted to, they launched an analytics solution. They wanted to be in your code. They wanted to know when everything that you sold, how much you made, they wanted a piece of that. They wanted to monitor everything that was going on, which made sense. Cause Hey, if you, if you saw a hundred dollar pair of shoes, we're going to get 10, right? What happened was all the webmasters, all the companies were like, Chad (14:00.203) Mm. Joel Cheesman (14:16.174) No, you're not going to do that. you're like, you will pay you for the traffic you give us, but we're not going to let you in and open the kimono and have you control everything. My fear is that indeed is doing something similar in trying to overtake the process. We'll see if there's a revolt similar to how Google saw a revolt back in the day. but again, I think laziness will rule the day and 80 % of companies will just roll over and let indeed do this. And I think it'll be successful. Chad (14:18.166) Yeah. Chad (14:45.825) So cutting down time to fill, they don't control. I mean, that's nothing they control. And they're talking about a lot of things that they don't control, which is it's weird. So to have those expectations over things that you have no control over, like hiring, I mean, they don't hire people. They don't do that hiring managers hiring people, right? And if they take three additional days or two additional weeks, indeed does not have anything to do with control. I jumped into the business report. on page 40, quote, to achieve the goal of simplifying hiring, which is what Jim was talking about. Recruit believes it is essential to further strengthen the collaboration between all HR related businesses across the recruit group and operated operate them in a unified manner. They're looking to pull these together and call them the HR matching markets. Okay. It goes on to say recruit aims to leverage the vast amount of data. J.T. O'Donnell (15:41.486) Mm-hmm. Chad (15:44.445) available, the vast amount of data available in each service combined with AI and machine learning technology to simplify the hiring process and deliver greater value, yada yada yada. And then on the very next page, additionally, by expanding integrations with ATSs, what does that sound like? Disposition codes recruit aims to improve matching by bringing outcome data disposition from external applicant tracking systems into the indeed Platform, okay. So you can easily see that recruits once in needs are going to move everything into the old staffing company cost per hire model. That's what they wanna do. Which is why they're using Indeed to try and force disposition data from the ATS so badly. This feels like newspapers attempt to conform job boards into their old newspaper models, forcing column inches on hiring companies and getting a job posting as a gift with purchase or maybe a small up sale. It didn't work. The model died in the same way that cost per hire is an old and tired model. Every recruiting platform today should be focused on getting more revenue. How do you do that? New models. You get every qualified candidate, you get paid for them and you give them what they're asking for, right? We're so used to just loads of Candidates qualified unqualified and Megan from Marriott actually said we got 10 million candidates. The fuck do we need you for I'm paraphrasing at the end of the day Last but not least they kept saying over and over and over quote as a leader in the global HR matching market and quote global HR matching market This is something they literally just made up This does not exist We've been talking about matching. There's no market. I mean, it's like they're trying to create all of these things out of thin air. And it's really weird. I do like that they're trying to swing for the fence. I don't like that they're using their powers for evil and with the bullying. And I don't like that they're trying to force everybody into an old ass model like Cosper, hire one that could make more money on CPQA or CPQC. That's all I got. Joel Cheesman (18:05.381) Mm-hmm. J.T. O'Donnell (18:08.48) Yeah, so I agree with both of Joel Cheesman (18:09.326) It's hard to imagine that they don't see a world, sorry, JT, where it feels like they want a world where someone joins Indeed as a job seeker. They put in their resume, what kind of job they're looking for. And then the Indeed agent just 24 seven applies to jobs based on what they're looking for and that companies in a similar way say, Hey, I need a PHP developer or whatever. And then it creates the job posting. It goes to the same, like it interviews. Chad (18:28.551) We'll talk about that later. Joel Cheesman (18:38.426) Like I think they envision a world where agents talk to agents and a lot of this stuff you go to, you go to indeed once or twice and they do the rest for you 24 seven. J.T. O'Donnell (18:50.91) I agree with that. In fact, you're so here's the way I look at it is they've got this house that's very old. It has no more market appeal. Do you raise the house and start over or do you try to rehab what you have? And so I'm glad that they're trying to swing for something, but it still feels very much as Chad was talking about that they're rehabbing as opposed to just building something brand new and improve, which those are strategic business decisions. That's fine. What I truly see and believe. is that there will be no resumes, there will be no job boards, you will not apply on a job board anymore, you will get on and talk to a virtual agent that'll ask you questions, and every day you'll go on. Kind of like your, you know, it's like your career therapist, what did you do today? What did you work on? What skills, what technologies did you use? You'll document yourself, it'll all be sitting there, and then when a recruiter needs somebody with that, it'll go out, it'll listen to all that, which is far more comprehensive. And quite frankly, can be far more inclusive if you're looking to switch industries, switch skill sets. You can talk about a lot of things and prove you know something, whereas opposed to your resume is just a history of your past, which is lame. We shouldn't be basing it just on that. So the potential for candidates to just get in there and authenticate themselves, provide the data, provide the evidence all the time, ongoing basis. And the AI can go and find them and match them. You might believe that's coming. I mean, if I learned anything this week in building an app in four hours. Chad (20:07.392) Yeah. J.T. O'Donnell (20:08.526) This is so coming. so someone's got to do it. The question will become, and this is where I think it's like an arms race. This would be really interesting. Isn't it an indeed who can push their weight around and has the money and can get through it? Or is there somebody out there right now with four people that's going to build the next unicorn because they can write like this is the. Yeah, it's fascinating. Chad (20:24.641) It's always the question. Joel Cheesman (20:28.39) It feels very paradox when you look at demos of what Indeed is building. Very chatty, very, although paradox, it's still a person using the chat bot and indeed's world. think it's agents talking to agents, robots, hiring robots. J.T. O'Donnell (20:35.608) Mm-hmm. J.T. O'Donnell (20:43.436) agents. Chad (20:45.611) So to JT's point, think she's 100 % correct, but there will be assessments and simulations. So when you're talking to the computer, you're actually using whatever it is, the AI, there will be standardized assessments and simulations that you have to go to to prove that you can do those jobs, right? Because I think there's gonna be a lot of hallucinating happening on these profiles. Yeah, well, which are the same thing. J.T. O'Donnell (21:02.638) Of course. Joel Cheesman (21:12.504) fraud. J.T. O'Donnell (21:14.082) Which, but exactly, but the technology is coming there to authenticate them, to build the constraint, right? So that we know that will be solved for. both sides want it. Does anybody want to post a job anymore and get 10,000 applicants and then get yelled at because somebody didn't get an interview? And does any job seeker want to apply and sit in a black hole and get rejected six months later? Like the whole system is just a joke on both sides. Joel Cheesman (21:15.651) You Chad (21:27.943) No. No. Joel Cheesman (21:40.922) Guys, did you know we're on YouTube? If you haven't checked us out yet, head out to youtube.com slash at Chad cheese and tech check out our, beautiful, beautiful mugs and attire that we wear that you can't see on the audio version. we'll be right. Chad (21:43.251) What? What? my sexy shirt. Joel Cheesman (21:59.174) Did somebody say agents? We'll bring on the agents. JobRite, an AI native job platform, just raised $3.2 million in funding to accelerate growth and deepen its AI engine. The platform, already used by over 520,000 professionals, that's per the company, automates job applications and promises to improve the job search experience. If you haven't had enough agency, here we go. WISC, an agentic HR platform. J.T. O'Donnell (22:00.994) You Chad (22:02.625) Jesus. Joel Cheesman (22:26.918) provider raised $15 million in funding this week too. Ched, your thoughts or do you just want to have an agent speak for you on the podcast from here on out? Chad (22:36.267) So you've both seen the accountant with Ben Affleck and the accountant too. The accountant too just came out on Amazon. Well, the sequel to the one that just came out, so you can go to Amazon and watch it, Ben Affleck, who is a forensic accountant, a hit man, and he also has Asperger's, he games a dating system algorithm and seems to be the perfect date for every female in the room. until they have their face-to-face meetings, right? Needless to say, he bombs every single fucking date, much like tailoring everything about yourself with co-pilots. You can look perfect on screen, but when you show up to the interview, the date, it probably won't go well. So it's kind of like the level of AI catfishing, to be quite frank. That's what JobRite feels like to me. I like the idea of tech helping us be more efficient, but I don't like the... J.T. O'Donnell (23:10.734) every single one. Chad (23:35.443) eventual, you know, wolf and sheep's clothing impacts that we could prospectively happen by using systems like this. Like it. If we can do agents like more like Wisk where it's more like doing tasks for you as opposed to trying to create this Instagram filter to make me look much more pretty. And I know it's hard than I already am. Yeah, I mean, come on. I mean, stop the catfishing kids. We don't need platforms to catfish. J.T. O'Donnell (24:01.88) Perfection. Joel Cheesman (24:08.976) So I'm on, I'm on the opposite of this, I think. And I'll let JT be the tiebreaker. There, there have been many times in my life where I've looked at a technology and I've said, yeah, that's a thing. That's going to happen, whether it's digital photos, whether it's search, email, streaming video and whatnot. And I just look at this agent shit and I go, this is a thing. Job search sucks. It's time consuming. It's painful. It's depressing. It's ego destroying in many cases. People are going to want to have an agent do the job search for them, do the interview for them 24 seven. I don't have to touch it. And then once a day or whatever I get back, Hey, this company's interested. They've done the preliminary interview. Now they want to meet you in person. Like that is something that I can see people wanting to do, whether it's a startup or it's indeed. Like I think people want to do, they're sick of being ghosted. They're sick of the black hole. Like just let a technology do it for me I'll get on with my life. And similarly with whisk, think HR in many ways, they would like to take off the job posting, the sourcing resumes, like all that stuff that is promising through agents. I think that's going to happen too. I don't know who's going to do it. Maybe it's a big player, like indeed, maybe it's a spunky startup. but agents make too much sense to me. Yeah. I said spunky. And by the way, if you have been Affleck on your bingo card, make sure that you, you, you, you snap that. so for me, like, I think it, just makes too much sense not to happen. think agents are going to talk to agents and people are going to be out of the picture until they, until they absolutely have to be in the picture. That's my, that's my take on this. Chad (25:29.739) Bunky. Chad (25:35.105) Boom. Chad (25:52.987) Don't don't don't be confused. didn't say it wasn't going to happen. I just said that it's going to be more like Ben Affleck or who looked who looked awesome to all those women until they actually fucking met. J.T. O'Donnell (26:03.438) Yeah, there's going to be more. I mean, rarely I've ever said that I was going to side with Joel in a situation. Joel decided to me. But let me give you some anecdotal evidence on the job seeker side, right? I am seeing a massive surge and people asking about reverse recruiting. This comes up every time in a really bad job market. These slimy companies come out of nowhere and say, pay me and I'll find you a job. I'll get you the job interviews to find you a job to the point that this week, is the third time it's happened. Chad (26:26.218) Go for it. J.T. O'Donnell (26:31.886) Somebody is faking me on Fiverr and grabbed all my stuff, claims it's me and says that for $650, I will reverse recruit for you. So people have been smart enough to come and let me know and we're shutting it down, right? But when I see this much about reverse recruiting, that just tells you exactly what Joel's saying. They are so done and everybody wants an agent. Everybody wants to feel like the star and there's an agent representing me. That's like just human nature. So I'm with in Wonder % who does it, how it's happening. Joel Cheesman (26:37.03) Hmm. Chad (26:40.833) catfishing. J.T. O'Donnell (27:02.092) Yeah, yeah, definitely happening. Chad (27:04.065) Well, it's the 80-20 rule that Joel just talked about. It's the 80-20 rule that Joel just talked about. 80 % of the motherfuckers out there are lazy. So yeah, of course they would like to have tech do it for them. I don't disagree. I just think that it's not gonna come with great outcomes. Joel Cheesman (27:04.176) Did JT say she agrees with me? J.T. O'Donnell (27:10.904) Mm-hmm. J.T. O'Donnell (27:22.86) until they do the things you talked about, in the assessments, work in the things that validate and prove that somebody's real. Chad (27:25.835) Yes. Yep. 100%. Joel Cheesman (27:29.67) There will be hiccups. Email has spam and this will have fraud and abuse and all kinds of other s***. Yes, but we still use it every day except my kids, which I make use because I still email my kids. For the record, JT agrees with me, everybody. All right, let's get to, I don't know, let's file this one under the no s*** Sherlock file. we do that? Ford CEO, Jim Farley. Chad (27:34.739) Email still has spam. Still has spam. fucking choice. Joel Cheesman (27:55.878) learned from older employees that young workers were taking multiple jobs due to low wages. Inspired by founder Henry Ford's decision to raise factory wages, Farley transitioned temporary workers to full-time positions, providing higher wages, profit sharing, and better healthcare. This move aimed to attract stable workforce and encourage employees shockingly to buy Ford products as a result of getting paid more. Chad, back to the future. Your thoughts on Ford's CEO's comment. Chad (28:28.304) my fucking God. mean, like you said, no shit, Sherlock. More pay, that's the answer. What a fucking genius that Jim Farley is. Seriously, this is complete and utter bullshit of an epiphany. Of course, employees will be happier. They will be retained easier. And paying your employees means that they might even become customers. That's what Ford understand. How do we not know that already? I mean, that that to me just blows my fucking mind. Henry Ford was not being charitable. He wanted to have more Ford cars on the road. And that's the easiest way to get to quicker adoption. Right. You do that through your employees. People see him on the road. I got to have me a Ford. That's how you start adoption. Right. It just makes sense. So to be able to pay people, it just it drives me crazy. Yes. The most amazing bullshit that we have had to endure in our lifetime. is the myth that paying people more will just put prices out of reach and tank the economy. It's wrong. California increased fast food worker paid a $15 an hour minimum wage and the price of a Big Mac went up cents, not dollars, went up cents. It's good for company morale. It's good for local economies and it's good for the nation to pay the employees a living wage. I mean, all of this to be an epiphany. for a guy who makes hundreds of millions of dollars. He deserves to be fired. Fire that fucker. Joel Cheesman (30:05.126) Fired him, Ford stock is up 20 % year to date, Chad. He's not going anywhere. He's not going anywhere. So a few things on this. The whole commentary from the older workers to him was that younger workers were working at Amazon and then they were getting off work and going to Ford and sleeping like three to four hours a day. Well, no shit, that's an environment that's going to be bad for business. So doing that just made sense. It also makes me question all the unemployment numbers. J.T. O'Donnell (30:07.904) Mm-mm. Chad (30:09.236) And he's getting his ass kicked too. mean, geez. J.T. O'Donnell (30:30.84) Hmm. Joel Cheesman (30:35.13) thinking like how many people have multiple jobs that are being counted in who knows what kind of ways. like that was sort of eyeopening to me. the second thing I think that he mentioned that makes a lot of sense is that governments need to get a lot more serious about training people, for jobs in this, in manufacturing and, this like you. Chad (30:39.776) Mm-hmm. Chad (30:53.642) Fuck him. Fuck him. Joel Cheesman (30:58.176) Why? Because he said it? Chad (30:59.36) Apple paid China $275 billion and Apple trained 28 million employees. But yet they want to go to the government for a handout. Fuck you. Joel Cheesman (31:02.402) Okay, so put up or shut up. Joel Cheesman (31:14.796) Okay. Okay. All right. But we both agree that schools need to do more to train people to do trade skills. Chad (31:18.676) I'm supposed to be Euro Chad, why are you making me mad? Chad (31:25.824) It's just where the money comes from. It should be coming from Ford. Joel Cheesman (31:28.88) Fair enough, fair enough. He mentioned Germany, that students are taught in junior high and they're much more skilled than American workers. And then the third thing I think, the need for a higher minimum wage. We have such a low floor in America that when they get to these jobs, even though it's more, it's from a much lower base. And we need to raise the base so that these jobs become living wages that you don't just go from fast food. J.T. O'Donnell (31:29.795) Mm-hmm. Chad (31:40.277) Yes. Joel Cheesman (31:55.856) to manufacturing and you're still not being able to make ends meet, still have to take extra jobs. as a country, we need to get our minimum wage up to that 20, 25, $30 range so that these things don't happen. So good, bad, ugly, the four news, take it for what you will. But those are three takeaways that I had from the story and his comments. J.T. O'Donnell (32:18.582) Yeah, it's so funny. I think if you factor in true underemployment right now, our rates got to be way up over 8 % when you think about it. And for somebody to doing two or three jobs exhausted, the emotional stress, the physical stress, the sickness, it's just so obvious. Raise the dang rates. It's crazy to me that they don't see it. hopefully it's coming. Gig work isn't for everyone, too. Shift work and multiple jobs and running around. People would just love a decent wage, work one place, go home and get a good night's rest. Chad (32:46.954) Yeah, and have a life and have a life. We talked to Catherine Watt from CNET and she said the unemployment rates probably more around 20 percent when you're talking about unemployed. mean, so it's it's it's much higher than what we're than we're actually saying. But yeah, it's it's ridiculous. Joel Cheesman (32:47.398) I think that's most people. J.T. O'Donnell (32:47.52) That's not much to ask for. Joel Cheesman (32:59.62) under play down. J.T. O'Donnell (33:00.042) Exactly. Joel Cheesman (33:06.182) All right, let's take a quick break. Guys, if you haven't left us a review on your podcast platform of choice, please do so. We love to hear from you. Joel Cheesman (33:18.054) All right, guys, let's let's talk some layoffs. Shall we? One of our favorite playoffs. That's right. In 2025, tech layoffs persist with over 22,000 job cuts so far peaking at 16,234 just in February. That's per our friends at layoffs.fyi. Companies like Rivian, Bumble, Clue, Google, Intel, Airtime, Microsoft, Slash jobs to boost efficiency and fund AI. Chad (33:22.218) Layoffs? J.T. O'Donnell (33:23.02) more enact Joel Cheesman (33:48.216) impacting HR's talent strategies and exacerbating infinite workday risks. Chad, your thoughts on all the layoffs that are going on these days. Chad (33:59.083) Just the mess continues. I mean, we take a look at dumping hundreds of thousands of federal white collar workers into the the mess that's already there with tech workers because we had huge companies like Facebook who literally were hoarding talent, not even using them. were literally just pools of talent that they didn't want their competitors to have. And then when the market needed to be skinned down a little bit, they just dumped them back on. mean, so I mean, the only way that we're going to fix this is to retool. Joel Cheesman (34:13.712) Yeah. J.T. O'Donnell (34:15.608) Mm-hmm. Chad (34:29.056) how we look at work and the workforce and actually the workforce economy in itself and how we drive and build an economy. The way that we're doing it now, it's it's flawed and it's been flawed for decades, for goodness sake. So we've got to take a different look at how we're doing things. going back to the Apple in China conversation that we had with Patrick McGee, the way that we get ourselves out of this, is companies have to remember they're a part of the community. The community is what feeds them with talent where they can actually build product and build revenue. Right. That's how it works. When companies go to government with their handout looking for, you know, corporate charity, for God's sakes, that's where things fall down because then the money doesn't get put into the actual talent to be able to build. And then they start bitching about what Germany has and China has. It's like, well, yeah, because you're spending money. So we really have to take a look at that. And unfortunately, I don't like to say it, but government's got to get involved and there've got to be parameters that are built around this. Not to mention CEOs making, you know, 1500 % more than, you know, the guys actually on the manufacturing line is bullshit too. It's just, it's a top-down reorganization that we have to take a look at. J.T. O'Donnell (35:49.347) Yeah, there's also a narrative that needs to be switched up too, though, right? We've taught people for very long time, go to college, get a good job, work it in. Number one, you know, those people that worked at Facebook, that was their end game. That's going to get me every job I ever won after this because I got hired at Facebook. Well, that's not true. So many people's mental models of career have collapsed. The definition of career has collapsed, collapsed. And so we have to address that too, because even I mean, the employers need to do it. right. Chad (35:58.912) Yeah. Chad (36:03.796) Mm. Yeah. Joel Cheesman (36:03.845) Hmm. J.T. O'Donnell (36:15.714) But even when they start to do that, we also have to have people's eyes and ears opened up to the switch. So it's pretty messy, you know? Chad (36:23.646) Yeah, yeah, college. mean, so the whole college aspect, I mean, it just turned into a moneymaking model, right? And that's really what that's really what screwed us all. We stopped what Ford was talking about in Germany doing vocational schools. We used to do those. We used to do those. As matter of fact, Cummins Injun Company back in Columbus, Indiana, where I live, they actually fund the vocational school and the high school. because they understand they have to support the community. It's just a great example, but it's also great business. J.T. O'Donnell (36:55.318) Right. But I'll tell you, did a last Friday, I did a TikTok because somebody posted and he said, I'm a college grad. My parents don't understand how bad the market is. They don't understand. Would you do a video on it? I was like, sure. So I put up PSA parents, listen up. All of sudden, 300,000 people viewed it in two days. it's just kids are sending it to their parents. And you should see the comments of like what the parents tell them to do. Well, have you walked in the front door yet? And like, you know, all that great old school advice is just so cringy. Chad (37:20.497) store. J.T. O'Donnell (37:22.799) And it just shows you how messed up it is, that piece of it. don't Joel Cheesman (37:27.046) I love how JT has a way of humbling us on this show. Like we think we're so cool and she comes on with 300,000 people. Chad (37:34.058) Yeah. J.T. O'Donnell (37:35.054) Well, maybe you should do a few more TikToks, boys. I've only mentioned it a zillion times to you. You'll be stars. You'll be stars. Not true. Not true. Joel Cheesman (37:39.44) We have a face for radio, JT, haven't we told you that? Well, the good news is I guess LinkedIn doesn't have to worry about BumbleBiz taking over the LinkedIn business anytime soon. Don't forget in our space, like CB Monster, 390 people laid off, Dice has cut a fourth of its workforce, LinkedIn laid off almost 300 people recently. Chad (37:39.488) Do TikToks all the time. Chad (37:57.6) Mm. Joel Cheesman (38:01.508) that impacts our industry as well. It's not just big companies that you're looking at. And, and if I could be selfish for a little bit, and I'll, I'll loop this into a bigger point. Every time these layoffs happen in our industry, I freak out cause I go, these are people who listen to our show. What's going to happen to these people? Are they going to leave the industry and never like listen to us again? I always think like, God, we got to run this hamster wheel, like more listeners and they leave because they get fired from the industry. So I worry about that, but I'm going to loop this around with. with, if you're a SaaS business and you are focused on seats for your revenue, companies are having a lot fewer seats these days. And if you're like LinkedIn, hey, we charge per seat, you might want to rethink your business model because seats are getting fewer and fewer. And so is your revenue if you have a model that is for that. So I expect to see, we'll see a lot of companies in our space that charge per seat. Chad (38:44.127) Yeah. Joel Cheesman (38:57.316) rethink how they do, do their product, get a lot more serious about brand and, building trust and retention with their clients. Because there are fewer, fewer people at these companies and you still need to make money and you're making less because you're on a seat model that is going to impact a lot of businesses in our space, not just podcasts that are looking to talk to people in our space. Fortunately for us, we have dad jokes, which keep people coming back again and again. All right, guys. Chad (39:26.24) Mmm. Joel Cheesman (39:27.406) What's the difference between a drug dealer and a hooker? The difference between a drug dealer and a hooker. Chad (39:37.024) You got me. Joel Cheesman (39:37.762) A hooker can wash or crack and sell it over and over. Chad (39:43.72) horrible. Joel Cheesman (39:44.651) See you in England everybody. We out. Chad (39:46.273) That's fucking horrible. J.T. O'Donnell (39:46.978) We out!

Strap in as Chad & Cheese welcome back the one and only Indeed Whisperer  Jim Durbin for a deep dive into Indeed’s latest chaos-bomb: the quiet nuking of single-source XML feeds from agencies. That’s right — if you’re not plugged in via an ATS, you’re out. And if your ATS data sucks (spoiler alert: it does), good luck. 💥 Major topics include: 🤖 Why Indeed’s communication strategy feels like “chaos on purpose” 🧼 The death of data hygiene and what it means for job posting quality 💸 “Healthy Budgets” that seem more like unhealthy cash grabs 🔌 Agencies getting cut off at the knees — and not even knowing why 🕵️ Disposition data obsession: helpful tool or just another way to charge more? 🔮 Is this all part of Indeed’s final boss move to control the funnel? It’s part whodunnit, part job board therapy session, and all-out war over who owns your job data. 🎧 Listen now before your XML feed gets ghosted. PODCAST TRANSCRIPTION Joel Cheesman (00:30.364) This is the Chad and Cheese podcast. I'm your cohost, Joel Cheesman. Joined as always, riding shotgun is Chad Sowash. And please welcome with us, Jim Durbin, the self-proclaimed Indeed Whisperer and VP of Recruitment Marketing at responsible.io. Jim, welcome again to HR's Most Dangerous Podcast. Chad (00:42.751) Jim Derbin. Jim Durbin (00:50.431) Pleasure to be here Chad (00:52.536) lies already already is the beef tallow on the face Joel Cheesman (00:53.084) He looks so excited. Yeah, he looks so excited to be here. Jim Durbin (00:57.674) that's beef tallow on the face. That's it. That's just moisturizer. Joel Cheesman (01:02.62) All right, Jim, some of our some of our listeners actually won't know you, believe it or not. Give them give them the elevator pitch on you. What did I miss in the intro? Give us a little bit about you and what you do. Chad (01:06.616) Huh? That's crazy. Jim Durbin (01:13.518) Sure, I'm a consultant for TA, for talent acquisition. I've ran the gamut of staffing, recruiting, corporate, RPO, headhunting. In the last couple years, I've been focusing on recruitment advertising internally and with RPOs. And then decided, what we need to do maybe is focus on how we change our processes in tech for the internal stack. So I tend to work with TA departments on how to better work with their vendors. And that's the whole point, is to build that next generation of leaders by showing them data, finance, AI, tech, and how to get... More candidates when you need it, less candidates when they're too much and I'll get them cheaper. So it's kind of an interaction piece where I train young folks. Joel Cheesman (01:48.604) In short, Jim is a wild man at parties, everybody. He loves talking and all that stuff. Chad (01:57.272) So being the Indeed Whisperer, you have Indeed News. So if you could go ahead and kind of consolidate and we'll run through some of what is happening at Indeed so our listeners know what the fuck is going on. Healthy budget requirements, all the fun stuff. So let's chunk it out. Let's chunk it out. Joel Cheesman (02:14.364) Feel free to dumb it down, Jim. Feel free to like lower the, yeah. Like I'm a sixth grader. Jim Durbin (02:17.912) Well, it's probably best to go upstream real quick and think about the story you broke last year where Himes came out and they talked about the total addressable market and how they're going to start to move further up the funnel. They've been paying for years. You just pay for clicks. Now you're paying for applications. And the idea was eventually to start paying for hires and healthcare and technology. So everything has to be seen through that lens because there have been a number of moves they've made. And in trademark indeed fashion, they're not communicating them well, which is why I got a phone call and then another phone call and my phone was blowing up. from about last week and continues to do it today. What's going on? And the big news coming out of them is that single source feeds coming out, basically XML feeds from agencies are no longer going to be accepted. So the official announcement, the email announcement says no more single source feeds. And I already know one person that they've been rejected. What that means is all the data's gotta come out of your ATS. So it only counts, there's always a couple caveats, it only counts if you have Chad (02:52.703) Mm-hmm. Jim Durbin (03:18.254) integrated with an ATS. But that's like over 350 of them now at this point. So pretty much every major company has an ATS that's been integrated with Indeed. So if you're using an agency now, this is quite a big chunk of their work. The reason you even have an agency is because the job data you have, all your job postings put together by recruiters over the years, Chad (03:24.216) Mm. Jim Durbin (03:44.012) There's lots of errors in it. It's user generated information. So it's not clean. It's not a good source for advertising. And every time you try to look at that data, you're just kind of horrified. So the agency takes it, cleans it up, sends it in this pretty little thing called an XML feed and chooses which jobs are sponsored, how they're supposed to look. It's a way of making sure that the data that gets to Indeed is better. And they're cutting that off. So I've talked to a lot of agency heads. They had calls with each of them. Chad (04:13.944) Mm-hmm. Jim Durbin (04:14.232) They're a little confused as to why, but of course it's always hard to figure out the perceptions. And they're all seem to be, what's scary is they're all have a different take on it. Some are like, we already have a programming fixed for it, which I don't see how that's possible because you can't clean up user generated information. You can't fix your recruiters unless you fix the process, which means the only people I've ever seen do it are RPOs that you have teams of admins whose whole job is to make that data clean for reporting. Chad (04:19.224) course. Chad (04:30.71) in the ATS. Yes. Jim Durbin (04:42.87) Almost no TA department has that kind of resource and they're not going to go back and clean things up. I mean, we have folks that'll open up a job and leave it for three years because it's an evergreen. The only way to get that advertised without spending a massive amount of money is to put it into an XML and have it new. So I'm not sure it'd be terrifying if Indeed doesn't understand this, but we're looking at changing the way that we do processes internally because the agencies won't have that access, but no one's told the clients. So it looks like it's not gonna be a happy thing. And it really is an asteroid changing impact. The agencies are restricted from doing more and more, and now they don't have the data. They're gonna have to change their business models. If any of this is remotely true, because now you had some people say, it's just new ones. No, it's just some minor fee difference. It's over an override. This goes right to the heart of what I do with every client. I clean up the job descriptions, the title, the databases, the ATS. Chad (05:21.282) Mm-hmm. Jim Durbin (05:40.684) I work with the vendors to make that clean. That's not an easy job to do. And I don't see how it's even going to work without having really, really terrible data starting to come out of these ATSs. Chad (05:40.792) Mm-hmm. Chad (05:52.92) Well, indeed, yeah. Indeed, they're really bad about communication. Now, is that on purpose? Because it feels like they're trying to create chaos, and it's just moving from chaos to chaos, right? So this healthy budget bullshit, now they're moving directly into this, and they really suck at clarification around what is happening. Joel Cheesman (05:53.18) So you're optimistic about what's going to happen, it sounds like, Jim. Jim Durbin (05:56.672) I'm gonna make a lot of money, so I guess that's happy. mean... Jim Durbin (06:06.594) Right. Chad (06:18.944) Right. And really the devil's in the details, especially things like this, especially when you're trying to, you've got to, you've got an API to the, to the applicant tracking system. Obviously, if you've ever worked with applicant tracking system before, you know, the maintenance cycles and those types of things, they fucking suck. It's, hard. Right. And it's not that it's an easy system to actually manage. So do you think this, this, this narrative control and this, controlled chaos is really just a part of the process for them? Jim Durbin (06:47.342) I really don't think so. I mean, I've heard some people talk through that. I think the issue is this, it's a big company with a lot of different competing issues. When we talk about recruiting, someone will yell at you because you talk about something you did in executive headhunting and that's not how they do it in high volume. I think there's a lot of that. If you go talk to a CSM, I've been fortunate enough with enough clients, I've sat in front of their enterprise CSMs, their Arpreo CSMs, their agency ones. It's not just talking to agencies and clients. Chad (06:51.832) Mm-hmm. Jim Durbin (07:15.182) you're going to hear different things from inside, indeed. The funniest thing about this, I think, was that the agency reps themselves didn't know. So this came from up high. Hey, we're going to make that change. So they don't communicate to each other. And in the past, I've been OK with it because it's kind of like the way Google's not going to tell you exactly how to rank number one on the page, because people like Joel and I used to take advantage of that. That's how we made our money. So they can't tell you everything. So the CSMs, the customer success managers, Chad (07:35.256) Mm-hmm. Jim Durbin (07:43.534) are stuck telling you what another client did or what bits of information they got from trust and safety or from product or, so they're not given all the information because they don't want to spread it all because then we'd game it and we'd try to figure that information out. This feels different though. If you talk to different people and indeed we had some joker jump on one of our pages and begin to try to insult us that we didn't understand how stuff was going. And I was like, dude, you're a sales guy. It's been there 10 months. I... I wasn't sure if I corrected him or just hushed him to do so, but then that disappeared. It's scary when they don't know. I think that's the hardest part is where do you go to to find out this information? If what I'm saying is true, it's remotely true. Every, every TA leader who's going to be sending stuff, everyone, this impacts and who knows, maybe it's 20 % of the agencies, maybe it's 60. They're all going to have to change the way they post jobs. That is not easy to do. I've lost quite a few clients when I say you have to, you're losing. 15 grand a month because you refuse to make this change. And they don't want to make that change because internally then they have to ride shotgun on it. So do they even understand how we do business? Because it reminds me of a couple years ago when they ran that CPA test. And what did they do? They would tell you, you have to hire people. Or you have 72 hours to respond or you're going to get charged. And small businesses lost their mind about that. And the response from Indeed at the time from multiple account managers You're just going to have to hire somebody to do that. That's a breathtaking amount of arrogance. And it feels like that's too. It's like, they understand? But this isn't something you can easily roll back. Some of these agencies that just had to trash some programming they've done, it's cost them real dollars already. So it's, it's not minor. If someone says, I just lost 30 K that can't be applied to this, or we're to have to make these changes. So this is, this is bigger than they've let on. Joel Cheesman (09:30.97) Mm-hmm. Jim Durbin (09:35.394) And they haven't even communicated to every agency. They've only talked to the programmatic agencies, which is why my fund was blowing up. They're like, did you hear about this? Did you follow up? I mean, it definitely, I think this is bigger news. You can't get rid of the thing that cleans up your data and then go, wait, what happened? Joel Cheesman (09:47.824) Which- Joel Cheesman (09:52.39) I want to go back, go back to the Y a little bit. And by the way, Jim and I had a lot more SEO money before our ex-wives went loco, but that's a different show altogether. You touched on why, but you, you and I, we've all three of us have been in this industry for a long time. What, why is indeed really doing this? Is it to stick it to programatics? Is it a LinkedIn, a defense mechanism like Jim Durbin (09:59.917) you Joel Cheesman (10:18.5) Really, do you think it is, if you're reading between the lines, why is Indeed really doing this? Jim Durbin (10:24.28) So it's gonna be to do that without being tactical. I try not to guess motives since I'm not in the room and it's not like Heims or Decker were calling me and saying, hey, this is why I'm doing it. But I do know this, quality has become a real issue. What did they tell us when you broke that story last year? You're get better quality candidates, they're gonna cost more. And that's actually happened. In fact, when you start looking at what happens, the new algorithm, they have smoothed it all down, they've added smart sourcing, which now is attached to the brain. So you can actually figure out the algorithm by just looking at the smart sourcing panel. You can see how it works. And once they tell you how it works and you have a good sense of how it's going to fit in. So they are selecting for good candidates. So if you have a good job description and you have a good resume that's accurate, it does a pretty good job of matching until it doesn't. And this is something I just did it again yesterday. Once they can no longer give you your top matches, which is their behavior, their IPs, what you've clicked on, other information. It reverts back to the simple search, which is a text search of the title. So if you're looking for CNAs and you're a certified medical assistant, which is not a CNA, but the word certified's in it, you're gonna pop up with one of these jobs and they're gonna invite you to apply for it. If you're looking for texts of some kind and you write technician or technologists or just the word tech, you'll get EMT texts and firefighter texts. Not at first, but once the algorithm basically gets its stutters and it breaks, Chad (11:25.4) Mm-hmm. Jim Durbin (11:49.966) So you're getting these great people, but the second they try to expand it, then you're getting it sometimes 40, 50 % just garbage wrecks coming out of it. And this is something we knew earlier in the year. That's a big deal. That means that they are either running out of supply or the algorithm has been so smooth. And the reason they're mad at programmatic is programmatic keeps changing what they're doing. Every CSM will say, do this, post your jobs, leave them 30 days, and then just give us 20 % more every time we ask for it. That's their basic pitch. And the problem is, is programmatic kind of gets around that. I mean, it's the whole point of programmatic is to smooth it, decide which jobs go up and down. So you're not getting waste. The real question is, is this model mature now? Like the old joke in marketing, Joel, you know, this one is 50 % of my budget's wasted. I just don't know which 50%. I think we might've reached a point where indeed can't grow. have too many, they have too many candidates that are sitting out there. They've made it too easy with easy apply. Chad (12:28.386) Yeah. Yeah. Jim Durbin (12:49.678) How do they actually begin to add to that when they're sending out emails saying, hey, take this other job? Or if I quit my job, I can get another one instantly. So they've reached the law of large numbers. I don't think they can grow. And I think this is a big aspect of that. How do I get more money? Because we're not going to be able to grow our size in the industry. Chad (13:08.024) Well, first off, mean, they're saying that better quality costs more. Totally get that. Makes sense, right? I don't want a thousand candidates that are for shit, right? And I have to weed through them, number one. So that makes sense. I get it. This doesn't make sense because you're gonna get worse data to be able to match upon, right? Not to mention, let's dig it a little bit further into that. Disposition data, going down funnel. It's not their fucking job. Fixing the top of the funnel is their job. Plus, it's none of their goddamn business. who your company is pushing into interview stages, knocking out and hiring. If indeed did their damn job and matched candidates up at the actual job requirements and provided companies with the market data around the amount of talent actually available within their ecosystem, which matches said requirements, that would be a great service that companies would pay more for, but they don't give a fuck about what the company needs or actually fixing the real problem. That's the thing that drives me crazy the most. This is not the problem. You don't need disposition data. You don't need those signals. What you need to know is you have to have better data, which is what the agencies were trying to give you. And now you've just ripped that away from them to be able to make a match on the top of the funnel. Stay out of my systems. That's the thing that gets me. I don't get it. Jim Durbin (14:30.779) Well, I think the disposition data why they're so interested in it If you look back to the way marketing used to work they went from search and SEO and SEM to conversion companies they were forced to move down the Pipeline because no one cares about clicks and impressions anymore nor should they ever of the dissolved fake marketing stuff how for us it's when somebody starts Yeah, because because you're buying you're buying a product you're buying a service a person is not like that it goes much further than that so Chad (14:47.756) That's different between qualified, right? That's different between like a. Yeah. Jim Durbin (14:58.606) They're not gonna be able to gather that data. What they're really looking for, I think, is what disposition data is. And that's schedule, interview, did someone get hired, how far along they went. That's pretty valuable to figure out what kind of people that you're picking, but are you gonna give that to a vendor? I think that is the answer for those. The scary thing is they're gonna come back and they're gonna use it, so they want your data so they can justify charging more. That's it, that's the whole game. Hey, you did this hire, now it's $800. That's how we justify it. And here's how you justify it up the chain. And I get the reasoning behind it, but they're still missing that it's a big ecosystem and what it takes. I don't know what company out there that has all of their disposition. I mean, sometimes it's all in the hands of the hiring manager. Sometimes you'll go in and you'll have recruiters with negative five days contact to hire because they went in after the fact when they were busy and put that information in. You can't trust your disposition data because no recruiter got hired or promoted and even praised for having the cleanest database. Chad (15:41.208) Mm-hmm. Jim Durbin (15:57.708) It's just not something that we do. It's the whole point you have to clean it up. So I do think that's a bit of a fool's errand. If they actually got that data, it's going to give you false positives. Like the company that was telling me that one out of every four candidates from LinkedIn was hired. I was like, that's not possible. And he showed me in his ATS. I'm like, careful with that. Careful, because he had some recruiter cherry picking what was going on. entering, so one out of four of candidates submitted is, but that's what the report said. Chad (16:12.918) No. Chad (16:20.908) It was probably a drop down. It was a drop down. Joel Cheesman (16:22.748) And LinkedIn was the first one. Chad (16:27.448) Yes, yes. Jim Durbin (16:28.366) Oh, terrifying for those kinds of things, yeah. But it's not just that, it's also the $25 minimum one that came out. they announced that like a year, two years ago, the 20, you need $25 minimum for every job, which makes sense. It really affects small businesses more than the large ones. But they just recently came out. And I know this is happening because I've had accounts that are flagged for it, that if you add jobs, Chad (16:31.2) Yeah, but okay, so. Chad (16:36.578) Yes. Healthy budget. Jim Durbin (16:54.126) And this is where the confusion gets. Let's say you have 100 jobs and you're spending $10,000. 15 of those during the course of the month are closed and you want to add 15 more. They're telling you you have to add to that budget, to that $10,000 budget. Where before it was, here's my budget for the month. I can move as many jobs in or out of that, like it's described as a parking space, or parking lot. I can move cars in and out of it. So I've talked to agencies that said that's still operative. That didn't make any sense. why would they have a new announcement if that's been around for two years? So what it's really leading to is people having to cut their budgets in half. And so if you have a $50,000 budget, you start with 25, and as you add jobs over the course of the month, you add to the budget, that's gonna cause a massive amount of spending, and that's the exact problem now. All that money you had in the beginning is gonna go to your old jobs, which means they're gonna be more expensive, they're gonna pop up, they're gonna send them to worse people. If that's really the case, that's probably, it's just shocking that this isn't communicated and they haven't really told you. All they're telling you now is you're getting flagged for it. You have too many jobs they're adding without your budget. So, it's just, it's just fascinating. You can't get answers about any of these things, but both of those are pretty huge for us who actually do the work. Joel Cheesman (18:08.326) Jim, is historically speaking, and I hate being an old guy always doing this, but this sounds really familiar with like the job board drama. So back in the day, job boards used to like want to plug in redirects on indeed. like the traffic would get redirected to them. So they look like the source for the applicant instead of indeed. And indeed had to like play whack a mole. Chad (18:20.927) yeah. Joel Cheesman (18:33.86) And eventually like got so sick of the job boards that they started like algorithmically destroying them. And then the stories is this, is this a similar, is it, does this rhyme with history or is this a totally different beast altogether? It feels like whack-a-mole like indeed is like the programmatic providers are the new job boards and indeed is sick of their shit. And they're like, okay, finally we'll just go to the ATS and that's the final solution. No. Jim Durbin (18:47.19) I think without guessing. Jim Durbin (18:58.894) Uh, it would not surprise me. mean, I can't, I can't predict or say it without having someone tell me, but man, that would not surprise me. It wouldn't surprise me in the slightest to find out that's the case because programmatic comes in and it makes all the adjustments. They want you to just leave your jobs there. They want you to hand you the money, hand you the jobs that go away and you can get what you get. Programmatic literally goes and interferes with it. A lot of the stuff that I did, the way I posted jobs, I mean, I figured out how to change job descriptions to get higher quality. Joel Cheesman (19:01.008) Okay. don't be so nice, Jim. Jim Durbin (19:28.654) But I run that through test. If they're not allowing you to do that and you're going to edit it to the job API instead of the XML, a lot of that ability to test things goes away. And I think that ultimately comes down to is it's, stuttering their algorithm. And, I mean, if you think about all those companies putting in, if they can control it, that's exactly what they're doing is they're controlling their bids. They're controlling how their jobs go up and down. They're stopping a lot of waste. Why get 300 candidates for one job when it should be distributed? Well, then you put caps on it. Joel Cheesman (19:41.862) Mm-hmm. Joel Cheesman (19:57.148) Mm-hmm. Jim Durbin (19:58.456) That's very difficult to do manually if you have hundreds of jobs and you have to communicate with the managers. That's the whole point of using a programmatic solution, but that makes it harder for Indeed to track the data. And I think that's what a lot of this is about, is cutting off those avenues. The same way LinkedIn used to, you know, you go to SourceCon and someone from LinkedIn be sitting in the back and whatever tips that you got that day, stop working two or three days later. It kind of feels like that. You know, quit telling people what we're doing. Joel Cheesman (20:12.859) Yeah. Chad (20:21.804) Yeah, yeah, yeah. Joel Cheesman (20:22.298) Yeah. And if, his let's go back to history, Jim, before when SEO dropped, none of the ATS has understood like readable URLs and title tag. Like they didn't know any of that shit. And consultants had a really nice time for four or five years of like creating a landing pages that were SEO friendly, like the jobs to webs and those services. Jim Durbin (20:28.483) Ha Joel Cheesman (20:51.556) Is this similar? Are the ATS is just eventually going to say like, we have to have our data cleaned up. We have to like appeal to indeed. And three or four years from now, all the ATS is just do it right. And we're not even having this conversation. Jim Durbin (21:05.612) I don't think there's enough money to fix that. Look at this way. Who do you? No, not at all. What are the favorite ATSs that are out there? The brand new ones. Greenhouse and Lever were the darlings. Joel Cheesman (21:09.724) You don't see ATS as saying, we are an ATS that is friendly to indeeds. Really? Chad (21:15.618) They don't know. They don't give a shit about that. know they they've said that for years. They've said that for years. They've said it for years. Joel Cheesman (21:17.574) They will if their customers say it means something to them. Yes, they will. Well, they SEO. They put little like buttons on their jobs. Like they do respond to customers saying they want shit. And if their customers say, look, Indeed wants this. You guys need to provide that. I think they will. But if customers don't get it and don't do that, then they won't. Chad (21:36.12) That's. Jim Durbin (21:36.384) I think that you should go look at some of the integrations that have been done. All integrations are not equal just because you're integrated. It's not possible though. It's not, they're not built right. So greenhouse and lever were the two favorite ATS is a couple of years ago. Now everybody's onto Ashby. It's real simple. The most recent code base tends to be better because it's built for the modern web. What do do when you have these old places that are out there? They can't change because they go in and they customize and they customize and they're customized. Then they have tactical debt. Chad (21:55.778) Easiest. Jim Durbin (22:05.92) It's not possible to fix unless you tear it out and start over, which is what Oracle tried to do. They went from Taleo over to the Oracle infrastructure. Those are nightmare implementations because there's so much built. We've automated things. Sometimes you just tear it down and start it over. It's very hard to go back when you don't even have the engineers anymore. mean, and there's so many vestigial tales in those ATSs. The quality of the data really is astoundingly bad. Because of course no one's minded the store for years. We've let agencies take over for us. Or we just didn't think about it. I mean, how many times have you, I have 300 jobs. God, I have 700. I just couldn't see them. Well, the system sees them and now I've got to sort through those 700 to pick the 300 I want. and the title's wrong on this one. And this one has the percent sign in it. and this one lacks salary data. And my God, I posted it in New York city. I've got 300 jobs in New York city without salary data. Now I'm getting fined. I this is serious stuff. This is why this needs to be addressed. And they've just got to do a better job of explaining it. Here's one for you. Single source. So based on the letter, because they didn't discuss this, no one knows this yet, the ATS data, if you're integrated with the ATS, you can't have a single source data, a single source feed. Does that count Phenom, Paradox, Chatter? Those all have integrations. Joel Cheesman (23:05.148) Okay, different beast. Chad (23:26.754) Yeah? Jim Durbin (23:29.038) Not all of them are turned on. Maybe it's just the indeed applied, but Phenom covers everything up. That's one of the problems is the source data comes from Phenom because they're scheduling interviews, they're talking to people. That's a big question. Nobody knows that yet. Or maybe hopefully they've gotten some clarity, but I mean, if they go by the letter of the law, those are all there. By what they said, that's not counting. Joel Cheesman (23:31.484) They're all now ATSs. Chad (23:50.975) Yes, well, mean, in. Joel Cheesman (23:57.724) Ultimately indeed we'll be able to say you're an ATS and you're not. They're going to be judge and jury on this, right? Jim Durbin (23:57.9) or is it going to be selective? Chad (24:03.19) It'll be source of, and again, you go back to a lot of these companies have more cosmetic layers over top of the applicant tracking system because they're the cosmetic piece of the applicant tracking system just as ugly as shit, right? So they've got cosmetic layers, right? And those cosmetic layers fix in some cases those problems where the agencies come in or the RPOs come in and they actually clean all that stuff up. But it's not happening at Jim Durbin (24:03.81) But yeah. Chad (24:32.756) at the applicant tracking system. It's going to be interesting to see who they take the actual feed from, right? And who they actually get the integrations from. Jim Durbin (24:40.856) That's the question. Jim Durbin (24:44.846) And they're not going to cut all the feeds off overnight. That'd be insane. Everybody would die if that happened. It's too much money coming in for Indeed. But they were clear. They were shifting that letter. New or maintain. You can't create new or maintain. So is this the sunset provision that occurred, like they did with the CPC, where you could leave your campaigns up for a few months, but you couldn't create new ones? Is this three months all those feeds will be gone or will be selective as they go through? Chad (24:48.662) now. Yeah. Yeah. Chad (24:57.42) Yeah. Jim Durbin (25:12.342) Again, we're not sure because they just said further updates for your existing customers. I mean. Chad (25:18.21) So back to the agency side of the house, right? So I've talked to a lot of agencies back and forth messaging and actually had some calls and a lot of them were just soft-shoeing around it because they weren't really sure what the hell was going on, right? And you can't trust indeed when they tell you what's going on. But at the end of the day, let me see here, I've got a nice little text, is that this move is about centralizing control. reducing agency influence and extracting more value from employers by getting closer to the source of job data. That was from directly from an agency executive. To me, again, getting directly to the source of job data. This is this is over engineering a problem. They want all of those signals. They don't need all of those signals. There's no reason for them to have all those signals. They need to do their job up front at the top of the funnel. They're not doing their job at the top of the funnel. Why? That's the big question. That's what they're trying to get to this disposition data. They're not doing their job. Jim Durbin (26:18.402) I mean they are. Joel Cheesman (26:21.66) I think it goes back to Jim saying they can't grow anymore. They've hit a ceiling. Jim Durbin (26:21.752) I mean, they're getting better quality candidates. yeah, they're just... Chad (26:25.91) They can grow. Their models, if they move to, like you said before, they said, more quality is gonna do what? It's gonna cost more, right? Which means they will be able to drive more revenue, right? It's gonna cost more, you're gonna drive more revenue. Which means I can give you less candidates that are more qualified and it's gonna cost you more. Makes sense, makes sense. Plus, I'm not feeding your system with a bunch of individuals who are qualified that you haven't hired. And we just talked to, Megan over at Marriott and they have 10 million people in their database and they're going there first before they go to Indeed. Right? So what Indeed is actually looking at doing right now, which is the stupidest fucking business model I think I've heard is we're just going to pour all these people in and then we're going to see who you hire. Well, the next time I go into the process, I don't need to send jobs to you because you just sent me a shit ton of candidates. This, none of this makes sense to me. You don't need the disposition data. You're not doing your job at the top of the funnel. And you want to send me a shit ton of candidates that literally UPS hired 35,000 of the 150,000 out of their database that they didn't have to go spend money on indeed. This, none of it makes sense, man. Yes. Jim Durbin (27:41.806) Well, that's certainly what we should be doing. Again, TA has got its own problems with this. We've let them put us in this situation. We refuse to change what we're doing. So, but it's same. We're also burnt out. They're laying us off. They're talking about getting AI and aspects, and we're not rewarded for those. And this is all brand new. Most TA leaders don't come from a data tech finance background. Why would they? They know how to manage recruiters and put people to work. So a lot of this is new. You start talking XMLs, APIs, web hooks. Chad (27:49.208) Yeah. Jim Durbin (28:11.234) They don't know what it means necessarily. And a lot of their HRS teams don't either. Yeah, I mean, yeah, well, yeah. Apparently, XML is not good enough. Chad (28:12.664) We've been talking about it for 20 years. We've been talking about APIs for 20 years, Jim. Joel Cheesman (28:18.662) We could be talking about it for 20 more. All of us might not be around in 20 years, but I hope none of us are around in 20 years. Jim. Chad (28:20.566) Yeah, we could. Could be API plus. sorry. Jim Durbin (28:28.43) And 2000, remember this guy coming to with this great idea for HR XML was going to revolutionize the ways what we're doing was 2000 when he was like, he was a big thing. were taking money and building HR XML to standardize. Didn't go anywhere, but XML took over everything. mean, that was everyone use it. It's real simple. It's just, it's just clean. Yeah. It's a, then they got rid of readers. Chad (28:34.178) Yes. Yes. Chad (28:45.688) I think Sherm got behind that, which is probably why it didn't go anywhere. Joel Cheesman (28:52.806) Jim, me your breakdown of the winners and losers in this, and most importantly is indeed ultimately gonna be a winner or loser in this deal. Jim Durbin (29:02.126) I think that this is going to be a slow rollback. think I I Can't imagine them actually cutting everybody else off and if they really try to go for that ATS data They're gonna have a lot of angry clients Because it it just doesn't work flat out does I wouldn't know what to do if I couldn't have access all that some of the programatics They think that there's a lot of native new automation for this. I'm not sure I think this goes back to changing the way we post jobs Chad (29:31.448) Mm-hmm. Jim Durbin (29:31.522) Which isn't the worst thing in the world for us to do is just galling for Indeed today. You have to do it. You take this expense because we're just to keep shoving candidates at you. If their quality was 90%, if there was someone like Vivian, like Vivian does travel nurses and allied, they tend to be really high quality, but they also tend to be pretty, they tell you what they're going to allow and what they're not going to allow because they, went from market to market and they're careful not to give you people who are on good fits. Chad (29:57.656) Mm-hmm. Jim Durbin (29:58.136) There's no way, the only way they could grow is just more volume. So I think what's really gonna happen is the small and medium players are gonna pick up people who can actually prove that they have quality, which is not a lot of the boards that are out there, but the assessment companies that are coming along, there's a bunch of new tools for that that are judging intent. So you apply for a job and it starts asking you questions. And because of the way that you move forward, you're like, I actually care about this job versus if it's fully automated, you end up ghosting everybody. So the problem is where do those sit? Does that sit in front of the agency? Does that fit in front of the ATS? And if you're paying for 60 % of the slop, people who just clicked and have no clue who you are, that cost begins to add up after a while. So I think people who are focused on quality are going to do really well. think recruitment marketing consultants are going to make a little extra money. And honestly, they're going to be start paying because we don't pay consulting dollars. That's the dirty thing of the agencies is that they do so much for free because of the money they're getting from Indeed. So you don't pay for vendor hours. You don't pay for them cleaning up your data. You don't pay for the CSM sitting up at night putting together giant list of Excel of all the jobs. That's hard to do, guys. No one's paying for that right now because so much money is coming on the other side. What will be funny is if Indeed captures a bunch of people and they end up coming back into the fold, you may end up with a two-tier thing here where you have one budget for Indeed and your agencies cover everything but Indeed. Chad (31:06.882) Baked into the cost, yeah. Yeah. it's heavy lifting. Joel Cheesman (31:14.172) they will going forward. Jim Durbin (31:25.954) which will then push everybody else to innovate because you can't have one source of hire. But I think it's going to be a muddled mix. I don't think they're going to be clear winners. Some small companies are to do great. I think the agencies are going to start to be restricted and not all of them are going to make it. I've heard that. If what they're saying is true about the single source and they really do cut them off in three months, what does that do to your reporting? Chad (31:42.712) Mm-hmm. Jim Durbin (31:52.554) What's the what's the even point of having an agency if they can't clean it up can't report and they can only edit something at the API? Like if that if that's the case, that's a dagger through a heart if they really go that far That's gonna be a big deal. A lot of the agencies aren't gonna be able to make it from there I don't think that's the case Because that'd be there's too much money flowing to indeed from the agencies But again, we're gonna have to learn more just as an industry we're gonna have to start fighting for budget be clear Chad (31:59.17) Yeah? Chad (32:08.696) Well, not on day one. Jim Durbin (32:21.696) Look for alternatives, focus in on our own databases. Yeah. Maybe some of these AI sourcing tools will take some of the pressure off. Chad (32:25.944) Yeah, but the behaviors are already there. The behavior is already there. I remember back in the day of the Monster Hay Day, they bought Monster and Career Builder. Why? Because of the name. That was it. That was because of the behavior. That was what it was. And it feels like, indeed, slowly starting to try to, again, as my agency contact said, trying to knock them down wrong so that they don't have as much control and they're not as close to the customer anymore. Joel Cheesman (32:26.8) That sounds like a lot of work, Jim. Chad (32:54.424) And the customer is just like, yeah, just go ahead and throw it into Indeed. That's how we do business. That's how they did business back in the Monster days. This does not feel different. Jim Durbin (33:01.614) Yeah, this, this has the potential to interrupt how we do business. And when I say we, mean, internal, not consultants, not agencies. This is the way that it's going to impact. TA in a way that they can't just ignore. And I think there's enough anger out there. I mean, we've seen enough people spit when they say the name indeed. That's not a good sign, but as you pointed out, Hey, you made the bed. If you're not willing to make changes, you don't get a cry. If indeed does something for their own business. So it's not even, they're not, they're not some evil empire with. Chad (33:05.805) Yeah. Jim Durbin (33:31.79) 15 steps ahead planning all this 5d chess nonsense, but it, but this, is part of a long-term, but if this fits in exactly with what they told us that they were going to do, which is try to become for the only way for them to grow is to basically take over as much of the data as they can control it then come back to you and say, you got to spend more. mean, that's, that's, you can't complain if you're not doing anything about it. Joel Cheesman (33:33.542) Sure they are. Sure they are. Totally evil. Chad (33:35.35) Maybe not 15 steps ahead, but they are the evil empire, yeah. Jim Durbin (34:00.504) But they're just so big in the market. They really are 90 % for a lot of companies. A lot of companies, so. Joel Cheesman (34:03.74) Mm-hmm. Chad (34:07.106) So we've heard from many individuals that they don't think that the competitor that's out there for Indeed are job boards or programmatic players. They feel like it's more like the paradox, the gem, the fountain. mean, all of those systems that allow you to finally dig in and start matching and engaging the individuals that you've already bought because Joel Cheesman (34:24.38) conversational AI. Chad (34:35.914) Most of these companies are starting to realize they've bought the same fucking candidate six or seven times over. Right. And now it's like, wait a minute, time out. We're just going to do the same thing over and over. We don't want to do that. We are. We already have a limited budget as it is. We need to start using the candidates that we've already we've already paid for. And some of them, again, like Marriott, over 10 million in their database. I mean, you're going to see enterprise companies start moving that way, which means there's going to be less money for indeed. I don't think this move for indeed is going to get them what they think it's going to get. Jim Durbin (35:10.796) It's the same thing I think is what happened with LinkedIn when they charged charging three year contracts and they came to everybody at one point said, Hey, by the way, you have 700,000 more. We've been misclassifying how you used recruiter. And we're like, no, we don't. We're just not going to do it anymore. So. Not at all. You've got to go in and I think what happens is the good news is everyone's going to look at their budget. But as we know, it's waste. Why wouldn't you just turn your budget off for the last four days of the month? If it just ends up getting crying. If you're actually looking at the quality day in and day out, once you start looking at it, like I do for every client, it's very easy to cut budget. The problem is nobody wanted to do that because they didn't have other places to put that money. And there's so much pressure. Don't add something new. So if you're not careful and they cut that budget, you don't get it back. Chad (35:50.381) Mm-hmm. Jim Durbin (35:56.952) So the question is, if we can get better fungible budgeting, we're going to start taking it from somewhere. And I guarantee you there's waste in every Indeed advertising budget. Once you're aware of that, then you start finding solutions. So it'll take a little courage on our side. think overall, I think it's going to end up dropping the revenues overall. All of these little steps together. Joel Cheesman (36:18.012) indeed the gift that keeps on giving everybody and Jim Durbin, thanks for coming back on the Chad and cheese podcast for those listeners that want to know more about you. Where should they go? Chad (36:24.568) the clown car. Jim Durbin (36:34.723) respondable.io or you can go to LinkedIn you'll find me on there just search the Indeed Whisperer it'll take you where it's probably the easiest Chad (36:43.192) If you need help with this problem, I don't know, maybe reach out to Jim. Joel Cheesman (36:47.484) Call the whisperer. How many times is this on? How many times is this for you on the show, Jim? Two, three? I know it's two at least. Jim Durbin (36:48.142) When you're in trouble, look for a man in a hat. Jim Durbin (36:54.402) This is the third time I think I've been on because we did. Yeah, it's the third time always about indeed. I guess I don't have anything else interesting to talk about. Chad (37:02.04) That's what happens when you are the indeed whisperer. mean. Joel Cheesman (37:02.908) We wish we knew how to quit you, Jim. Chad, that is another one in the can. We out. Jim Durbin (37:07.566) you Chad (37:08.024) We out!

The Chad & Cheese crew teams up with JT O’Donnell to unpack a week of HR tech chaos and eyebrow-raising headlines: 💥 CareerBuilder + Monster go bankrupt  — $25M owed, JobGet grabs the scraps 🧾 Vendors screwed  — Google, Talroo, Appcast, and more left holding the bag 📉 Dice layoffs  — Revenue tanks, execs cut staff while Wall Street cheers 🤖 Automation hits hard  — Robots now unload trucks better than humans 🚗 Tesla's $4.20 robo-taxis  — Cool tech, glitchy rides, questionable weed vibes 🍔 In-N-Out sues a YouTuber  — Fake employees, real lawsuits 🔥 OnlyFans stats drop  — West Virginia wins, Mississippi loses (again) 📱 Job board evolution?  — JT explains why UX finally matters PODCAST TRANSCRIPTION Joel Cheesman (00:34.478) I see your Schwartz is as big as mine. This is the Chad and Cheese Podcast. I'm your co-host, Joel Midnight Hammer Cheesman. Chad (00:44.716) This is Chad, Gold Rush, Sowash. J.T. O'Donnell (00:47.573) and I'm JT Fish and Chips O'Donnell. Joel Cheesman (00:50.894) And on this episode, job getting jiggy with it, Dice Pink slipping it, and bots unpacking it. Let's do this. Chad (01:03.074) So are we ready for some Europe time kids? I'm already pumped, I'm already prepped. I'm good to go. What about you guys? J.T. O'Donnell (01:10.101) Very ready, yeah. My first time to London. My first time, or hence the fish and chips. I know, I lived in France for a year, never made it to London. So really, really excited. A bunch of meeting people I've never met before. Scheduled, it's gonna be good time. Yeah. Chad (01:13.046) What? First time to London? That's awesome! Joel Cheesman (01:23.298) That's huge. What are going to see? What's the priority list? Chad (01:27.48) Where you going? J.T. O'Donnell (01:27.681) Yeah. Yeah. My husband's been planning all of that. There's definitely a couple of things in London downtown to go see Stonehenge is on the list and then we're headed over to Dublin for a bit. So it's going to be a good trip. Yeah, it is. It's like two, two hours by the way. Yeah. It's going to be a day trip for sure. But yeah, he's got the list. The punch list will knock it out. Um, and definitely a lot of downtime, like the pubs that, you know, nobody knows about, you know, we want to do the off the beaten path stuff. Do I like what? Gin like J-I-N? Joel Cheesman (01:37.038) Quite a ways from London, Stonehenge is. I'm not sure it's... Chad (01:37.058) Nice. It's a minute. Yeah, it's a minute. Sweet. Chad (01:51.178) Always. Yeah. Do you like gin? Gin. D-I-N. Gin is in the, the, the drink. Yeah. The gin, the alcohol. Yes. You're going to love London because they got some great gins. That's for God. Joel Cheesman (01:52.076) Mm-hmm. Joel Cheesman (01:56.984) G-G-I-N. J.T. O'Donnell (02:00.309) The drink? Yeah. Yeah. Yes. Yeah. And fish and chips, I've never had, like, I want fish and chips with vinegar on it really badly, so. Chad (02:11.221) hell yeah. Yeah. yeah. Yeah. At least once a day. Joel Cheesman (02:13.048) Do you or your husband enjoy military war history stuff? J.T. O'Donnell (02:16.897) Oh, it's on his list. He's huge. He's a pilot. yeah, he wants to go to Churchill's. Yep, the Churchill's War, the thing where he would wear it. Yep, that's on the list. Joel Cheesman (02:21.154) Definitely go to the war museum or military museum. The Churchill's, yeah, the Churchill's, that's okay. So you got all that covered. Yeah, that's a highlight for me, for sure. Chad (02:23.788) Yeah. Chad (02:29.122) That one is sweet. That is sweet. Yeah. J.T. O'Donnell (02:34.579) He's got that all covered. I am seriously just a tag along. So, it's all good. Chad (02:36.088) it's sweet, it's sweet. Joel Cheesman (02:39.086) Well, it's, your first in London. It's going to be my first, uh, in Berlin. So I'm pretty, pretty excited about that. Taken a one young coal cheeseman, uh, 18 year old now adult coal cheeseman and we're, um, yeah, I love, I love the military stuff. So you can imagine the world war two, uh, just history in general. That's in Berlin, lot of the middle ages stuff. So yeah, pretty, pretty pumped about that. So that's great. Chad has no first that I know of. Uh, he, owns Europe. Chad (02:43.572) and Berlin. Nice. Chad (02:50.433) He's back. Chad (03:03.608) Sweet. No, I've never been, I've never been to Brighton yet, which is where my daughter lives. So we're actually going to go and spend a few days in Brighton. We're going to, leaving next week. Gonna land in Gatwick, spend some time in, in Brighton, uh, see some friends, just do some stuff and do some exploring. Then we're going to go see Hamilton in London. Uh, we've only seen it once before. Uh, but J.T. O'Donnell (03:07.2) He does own Europe. Chad (03:30.328) We're going to see it in London. Got to see it in London. I mean, King George, come on. Then obviously, Nebworth for the GL 100 and Wreckfest and whatnot. But yeah, should be fun. Should be fun. J.T. O'Donnell (03:40.683) Wait, are they gonna do it with American accents? I gotta know. No, seriously, don't you like, that's not authentic if it's not with American accents. Joel Cheesman (03:41.07) That won't, that. Chad (03:44.532) I don't know. I don't know. I'm ready though. Well, I mean, it's, Joel Cheesman (03:44.652) Should. Joel Cheesman (03:49.952) It's not the famous, I don't know Broadway for shit, but there's a famous, the guy who wrote it. Yeah, you know who he is. Yeah, Miranda. And then there's a couple other actors. They won't be in this, the London presentation, will they? Okay, that'd be cool. London feels big enough that they could, but. Chad (03:54.114) Mm. J.T. O'Donnell (03:56.565) Lin. Chad (03:58.113) Miranda, yeah. Chad (04:04.8) No, I don't think so. I don't think so, yeah. Oh yeah, London's big. London's big. Pretty excited though. And we're all going to be, all of us are going to be in London and the UK, at least at the same time. So it's going to be, I don't know, the place might implode. I don't know. J.T. O'Donnell (04:23.045) Lots of photos. Yeah. Insane. Joel Cheesman (04:23.394) The whole team is gonna be at Wreckfest, right? All right, Mo, obviously, Emmy owns that town. So yeah, get ready for the selfies, everybody. Get ready for the selfies. But until then. Chad (04:30.235) Hahaha! J.T. O'Donnell (04:34.271) Hmm? Mm-hmm. Chad (04:34.481) Excellent. yeah, well, yes. Joel Cheesman (04:39.534) All right, guys, we haven't covered only fans in a while. I'm getting a little, little, little lonely, almost as a, United States of lonely fans, a new survey came out and we finally know which states love them. Some only fans. Here's your top five in order from five to one, Iowa, Illinois, Colorado, Nevada, and West Virginia at the number one spot. So these. Chad (04:42.008) Yeah. Chad (05:06.636) Big surprise. Joel Cheesman (05:07.79) This is based on per capita and a West Virginia per 10,000 residents spends $116,000 a year on only fans. Now you're, you're bottom, your bottom, your bottom five case. You're case you're wondering, uh, is Louisiana, Arkansas, Alabama, Alaska. And last is Mississippi, which I thought was interesting. Yeah. So that's interesting. Now West. Chad (05:09.868) Yeah, makes sense. Chad (05:19.138) Holy fuck. Yeah. Chad (05:32.78) Yeah, they don't have they don't have bandwidth in those states. Joel Cheesman (05:36.974) West Virginia is not exactly, you know, uh, that's standard for, for high tech. I don't know. It's kind of weird that that was, that was the list. Now, uh, roughly 50 % are married and it's roughly 80, 20 men paying versus women. So 20 % of women, uh, 50 % of married people and West Virginia loves them. Some only fans. So a shout out to, to only fans, everybody. Chad (05:42.402) Yeah. J.T. O'Donnell (05:45.025) per capita. Chad (05:48.088) okay. J.T. O'Donnell (05:48.097) Mm-hmm. meant to fit. Chad (05:53.356) Go faker. Makes sense. J.T. O'Donnell (06:00.147) Love it. Chad (06:04.354) Beautiful. Well, my shout out is to our friend over at Marriott, Megan Radigan, and many ETA practitioners who aren't going to fall for the banana in the tailpipe that Indeed is trying to give them. That's right. So go ahead and roll that beautiful bean footage. Joel Cheesman (06:10.798) Mm-hmm. Chad (07:54.306) So again, shout out to all those TA leaders like Megan who aren't falling for the indeed and appcast banana in the disposition tailpipe. Don't allow them to have access to your data guys. That's just dumb. That's just dumb. Joel Cheesman (08:10.536) How intrusive is my voice? my, uh-huh, yeah. What Neanderthal is on this interview? Jesus Christ. Chad (08:18.36) You're just now finding that out? Yeah. J.T. O'Donnell (08:19.915) You got like a split second. I didn't even know you were there until they just threw a split second. I've been there. Joel Cheesman (08:23.918) Chad (08:25.341) Aww. Hit it, JT. Joel Cheesman (08:29.24) What you got, JT? J.T. O'Donnell (08:31.009) So my shout out is to Mira Murati, ex CTO of OpenAI, who went out and said, you know, I don't have a product. I have an idea. I don't have anything put together. Want to give me some money? And they were like, yeah, sure. Here's $28 million and we'll value you at 10 billion. She has no product. There's nothing. There's an idea. She's Avicii's dream, apparently. Right. You know, let's I mean, what? I mean. Chad (08:36.696) Mm-hmm. Chad (08:53.9) Yeah, I, yeah, yeah. Wow. Joel Cheesman (09:00.622) Well, Zuckerberg's given out $100 million checks to anybody that's an employee at OpenAI. So I mean, hey, you know. J.T. O'Donnell (09:03.317) Right, just to steal you. That's what it is, right? Like, let's... Chad (09:05.4) This is two billion. He has no idea yet. And again, I think it's very apparent that Mira is an amazing talent. Don't get me wrong. But in the rush to super intelligence, Joel, I think it's time for a history lesson. think it's time for history. Yep. So kids, let's talk about pets.com. J.T. O'Donnell (09:13.682) No question. Joel Cheesman (09:21.131) what? History lesson. Chad (09:29.438) November of 1998, the world was starting to wake up to the prospect of doing business and expanding current business models on this thing they call the Internet with companies like Yahoo, Amazon, Netscape, eBay, Google rising to prominence. seemed like a gold rush for businesses who wanted to dramatically expand their TAM and start selling products state by state or even country by country. Right. The problem was this was a deceptively promised market, right? It was totally deceptive. You couldn't just start up a website and then orders would start flowing. Now in the case of Pets.com, you had to change market behavior, which didn't happen overnight, understand product pricing, coupons are the bane of any business, logistics, warehouses, they had one, it was in San Francisco, that's not great, shipping costs, much higher than they thought, tech costs, had to buy server farms, that's right kids, we didn't have the cloud, labor overhead, advertising, they had to pay for that fucking sock puppet. My point is that the dot com gold rush was rushed, right? Much like today, everybody wants AI. But I just read an article that Microsoft can't sell copilot subscriptions because everyone is used to and likes chat GPT. So Microsoft has a product. It's AI. But what about the current market behavior and saturation? Right. So I believe This AI gold rush is much like the dot com gold rush, which turned into a bust. It's too rushed and money is being thrown around for one reason. FOMO. Everybody's got the FOMO and the fear of missing out on another open AI. So that's my two cents on a history lesson, kids. Joel Cheesman (11:20.344) I love that history. Listen, and that has been proven through many, many industries, cars, trains, throughout history. yeah, by the way, it's, it's now super intelligence and not AGI like that's hasay. So we're all going to say super intelligence from now on. And by the way, I, understand, as I understand it, Zuckerberg has gotten four open AI folks to take him up on that. Not sure. I, I've, what I've, what I've heard is for four open AI folks have taken him. J.T. O'Donnell (11:24.075) great. Chad (11:31.084) Yeah. Yeah. super intelligence, something new. J.T. O'Donnell (11:35.531) superintelligent. J.T. O'Donnell (11:39.553) 100 million a piece, so he's up to almost half a billion. Sweet. Joel Cheesman (11:49.526) him up on whatever offer is going on. Chad (11:50.232) We should buy jazzhands.ai because I think that would be the best. J.T. O'Donnell (11:54.283) I like that. I like that. Joel Cheesman (11:55.352) By the way, there's a, there's a, there's a documentary called startup.com that I'm sure is somewhere on the streaming services. that's a really cool, like late nineties startup story about all the stuff you're talking about. The rise, the crash and burn, you'll laugh, you'll cry. it's, it's all good. All good. Chad (12:11.64) Yes, of course. J.T. O'Donnell (12:13.013) Can I? Can I have one more quick shout out? All right. So my two daughters begged me, begged me, begged me to watch this show Love Island this season. I went in kicking and screaming. But the first time I heard it, I was like, Steven, you're Steven that does all your sound overs. I was like, he's he's the speaker of Love Island. my gosh. Because the guy does no, no. And he says all this stuff. And I was like, I know this guy. Joel Cheesman (12:15.768) Course. Chad (12:21.757) Jesus. Chad (12:33.016) Wait a minute, he's doing side gigs? J.T. O'Donnell (12:41.611) I know him already. He does the shout outs on the podcast of mine. So if you listen to Love Island, you know what I'm talking about right now with that. Chad (12:44.984) I didn't know that he was doing voiceovers for others. Joel Cheesman (12:50.466) Sounds almost as good as... Chad (12:55.397) yeah. Tell us what you can get. J.T. O'Donnell (12:56.705) Speaking of free stuff, I know I'm- Joel Cheesman (12:56.76) By the way, free shout outs, shout outs are sponsored by our friends at Kiara. That's right, Kiara. is text recruiting made affordable and simple. Now let's get to free stuff. Chad (13:01.656) J.T. O'Donnell (13:09.141) can't believe they're letting me do this again, everybody, but here we go. There's amazing free stuff as always. You cannot win if you don't play. Let's make sure you go to the right place. That would be Chadcheese, no and in between, .com forward slash free. Chadcheese.com forward slash free. Okay, now that I've done that correctly, let's start with the whiskey. The talent tech experts over at Van Hac, some sweet, whiskey is coming your way. If you don't like whiskey, then you might win bourbon barrel aged syrup. Maybe you want to have the booze in with your pancuk. Chad (13:12.352) yeah. Chad (13:32.982) Chicken cock. Chad (13:36.92) you J.T. O'Donnell (13:40.737) Those are the Bob and Doug McKenzie over at Kiora. Thank you for that little shout out there. T-shirts, I can vouch the t-shirts are super soft, super comfortable. You can also cut them up and use them as rags. I'm just kidding. The red shoe wearing weirdos over at Aaron app are providing those. They're fantastic. Craft beer. I mean, if you like beer, that's awesome. Cause you're going to get it from the job data geeks at Aspen tech labs. And of course the best one is always safe for last. If it's your birthday, it's rum with plum. Chad (13:48.653) Mmm. Chad (14:10.486) Gotta go to ChadCheese.com slash free or you cannot win. Yeah. Joel Cheesman (14:17.678) That's right, kids. Celebrating another trip around the sun for Lees Cuevas, Chad Mattson, Megan Maker, Deb Linsley, Joshua Tarotsenzi, Tommy Menser, Brock Magnus, Maria Colacurtio, Jal Steven, Joel Keene, Scott Eichner, Sarah Holder, Adam Wardlow, Weren Tit-Gen, Paul DeBittagenis, China Gorman, Josh Akers, and Kyle Lagunas. Chad (14:32.343) yeah. Chad (14:40.172) Excuse me. Joel Cheesman (14:47.808) And just, just for chat, it's also Ariana Ariana grande's birthday this week and space balls celebrates a birthday, looking for space balls to coming out. Yeah. Which is guaranteed to be a total downer because every time they do this, it's never good. It's never good. It's never good. But yes. Yes. I, yeah, sometimes it works. Sometimes it works most of the time. Chad (14:52.254) very nice. Chad (14:57.036) and they've got Spaceballs 2 that's coming out. Yes. J.T. O'Donnell (15:04.84) Ever is good. Chad (15:06.316) I don't know, Naked Gun 2 looks pretty good by the way. It does look good. Liam Neeson? Yeah. Sometimes it works. Liam Neeson? Yeah. No, he's got a certain, he's got a special set of skills that he's gonna use. J.T. O'Donnell (15:14.547) Is he still alive? Is he going to be in it? Liam Neeson? Naked gun too? Not like the joke. Joel Cheesman (15:17.944) Yeah, he's... Joel Cheesman (15:25.484) I mean, the scene where they're like honoring their dads and the one dad is OJ and they're like, no. So yeah, if they can poke fun at OJ, then I'm down. I'm down. Chad (15:30.572) Yes. Yeah. Hey, How can you not poke fun out of OJ? Well, no, we are leaving. We're leaving for the UK. We just talked about this, Joel. Travel sponsored by Shaker Recruitment Marketing. That's right, Wreckfest UK and Nebworth, July 10th. If you don't have your tickets, get your goddamn tickets, people. This is the place to be. This is the place to go. The Chad and Cheese are gonna be on the disrupt stage with Steven, favorite Scott McGrath, JT and Mo, and Emmy's even gonna have her own stage to herself, at least for half a day. You gotta go to the UK, get Nebworth, just go to Wreckfest.com. Joel, I also have a special request. Jamie said he's out of chicken cocks. So he's asking if you can help a brother up. Joel Cheesman (16:24.75) I'll see what I can do. may have to take care of him in Nashville. I don't know. I may have to give him a year's supply. It's a lot to go to Berlin and yeah, customs and all that shit. So we'll see what we can do for our friend. Chad (16:26.41) Okay. Okay. Yeah, I might have to wait till Nashville. You'll get it. J.T. O'Donnell (16:30.177) That's a lot to drag, That's a lot to drag. Chad (16:34.518) It probably wouldn't make it. That's the problem. J.T. O'Donnell (16:39.849) chat. Why is there only a third left in this bottle as a gift? Chad (16:39.937) Okay. Chad (16:43.808) Yeah, you'd be lucky to get any to be quite frank. J.T. O'Donnell (16:49.281) You Joel Cheesman (16:51.982) All right, guys. Career builder plus monster is reportedly selling its job board business to job get and its media and government services businesses to Valnet Inc. And Valsoft corporation respectively. The company has initiated a voluntary chapter 11 bankruptcy process to maximize value and preserve jobs. Haha. That's a good one. The sales are expected to close in the coming weeks. Subject to court approval, Chad. your thoughts on the acquisition. Chad (17:23.862) Yeah, I made a comment this week on LinkedIn that JobGit seems to be buying up as many distressed assets as possible, like Snagajob, Workin', Hero's Jobs, and now the Monster and Career Builder job board business. It's kind of like the island of misfit toys over there. But the most logical question is why? Why would JobGit buy? And I mean, if they're buying the revenue portfolio, it's really a stopgap solution at best. I mean, yeah. It will artificially increase the revenues and make burn look a little bit more manageable. But these are majorly distressed assets that took money to operate. And I doubt JobGet will be growing headcount in burn to do that. I I really want to see them do something with this. So I'm hoping to see their official statement soon so we can have some fun with it. Now down to the brass tacks that I think is most important. This from the official form 201, which is the voluntary petition for non-individuals filing for bankruptcy. That's right. That's chapter 11 kids. Companies involved, Zen, JV, Monster Worldwide, FastWeb, Monster Government Solutions, Camaro, Acquisition, CareerBuilder, CareerBuilder Government Solutions. There are a shit ton of companies here that are a part of this bankruptcy. CareerBuilder France Holdings and Military Advantage. Here's the important part. Listen up. The unsecure creditors, the people who are owed money. That's right. Career Builder Monster owes Jobverse, who's their agency of record, $2.7 million. Text Kernel, $2.2 million. They owe Google $1.9 million. Tal Roo, they owe Tal Roo $1.7 million. And just a little speculation here. That might be why Thad's gone. I would hate to hear that, but $1.7 million, that could take a chunk out of anybody's ass at TauRu. JobGit, $1.5 million. So think about that. JobGit's looking to actually negotiate possibly discount on price because you already owe me $1.5 million, motherfuckers. AppCast is owed $900,000. JobCase, $700,000. J.T. O'Donnell (19:29.387) Mm-hmm. Joel Cheesman (19:42.478) Mm-hmm. J.T. O'Donnell (19:42.657) I'm gonna... Chad (19:48.536) Brazen the online job fair people five hundred and ten thousand recruitix 438 next little over four hundred thousand Jovio 250,000 aim well 250,000 so many In our space mainly on the recruitment marketing side of the house They are owed J.T. O'Donnell (20:04.865) millions. Chad (20:12.148) shit tons of cash. But let's be clear, at the front of the line with their hands out, much like Oliver Twist, will be ronstad. And they are secure debt, right? So they're going to get their money before any of these guys get. J.T. O'Donnell (20:25.381) and Chad (20:26.986) Apollo is insulated from this mess and many companies in our industry who provided services that I just mentioned to Monster Plus Career Builder could get totally fucked. Tune of millions. This is the roulette game you play when you're dealing with VC who have bought a mature company and are selling it for parts when they believe they're down to the rotting carpet carcass. They stop paying their bills. J.T. O'Donnell (20:37.59) Great. J.T. O'Donnell (20:54.987) Mm-hmm. Chad (20:55.128) and their vendors are the one holding the bag. So CareerBuilder and Monster, top 30 unsecured creditors are owed $25.5 million. That's just the top 30. Unsecured creditors are likely to retrieve, and this is just a little research that I did, they're likely to retrieve anywhere from 0 % to 50 % of what they're owed while a public... Possibly. while Apollo sits on a pile of fucking cash. So we all know it, the system's fucked, but when you work with VC, this is the kind of shit that happens and I fucking hate it, especially for all those companies that I mentioned. That just hurts. You do a good job and you get fucked and that's not cool. J.T. O'Donnell (21:28.779) Get a shield. Joel Cheesman (21:29.112) Mm-hmm. Joel Cheesman (21:38.318) you J.T. O'Donnell (21:38.613) Yeah. Joel Cheesman (21:47.702) JT, it looks like you got something to say. J.T. O'Donnell (21:50.399) No, I mean, it's just, shame on you, you know, just to have that. And I, all those companies you mentioned, right? That's not a small amount to write off on your receivables. That's huge, you know, that's going to trickle down to your people. You're going to end up seeing cuts and layoffs and restructurings all because of this, you know, and like you said, versus those ones that have the security and are going to recoup probably most of their money, right? If not all of it, it's, it's, it's sick to watch. It really is. Chad (21:58.68) no. Joel Cheesman (22:21.25) Yeah, right down galore. so a couple of things on this. so in the, in the news, the report that I saw, it said that they were expected to close in the coming weeks and less better offers were received. like, I'm not, I wouldn't be shocked if they release this to somebody to say like, Hey, let's see if we can get some other fish to bite. Cause I still think there should be some. Chad (22:37.132) Yeah, sure. Joel Cheesman (22:47.214) international companies that should be interested in this to like get a foothold in America. I did not see job get coming at all. Like they would have been way down on the list of potential acquirers, even though they have acquired snag a job and heroes jobs and season. Some of the ones that you're talking about. Uh, mean, they've only re they've received $55 ish million, uh, job get has, which is nothing to sneeze at. But when we're talking about buying companies that used to be valued at $8 billion, uh, the hell job get got enough money. Uh, I don't know if was creditors or got some more money for a series, like they're going to announce a series, uh, see, guess beer, see, uh, down the line, but I wouldn't be shocked if job get doesn't do get this and somebody comes in late and makes a better offer. We'll see. We'll see. J.T. O'Donnell (23:32.129) I know in the industry, this nameless came to me and said they think it's a great idea that Job gets buying them, that because they think they know something that none of us do about Google search. SEO is tanking right now. Everybody's using AI. Google's scrambling to figure out how to be relevant as it's dropping. So that's why I'm not naming the person. I don't want to out them. They think they're hedging their bets, and that Google's going to come out with something magical. And now all of sudden, you've grabbed all that domain. Chad (23:46.68) Mm-hmm. Joel Cheesman (23:49.568) Your friend thinks JobGet has the secret formula to SEO? Chad (23:53.093) As you know. J.T. O'Donnell (24:02.177) and I need all those pages, all that domain, and they're gonna be able to turn around and do something incredible and get it into AI searches. And that's how they're gonna be, that's what I was told. But again, that is a moving target right now, what you're gonna do with SEO. Joel Cheesman (24:12.302) Okay. So they, they got a banana in the tailpipe, a secret plan. So we'll see. the number, the math isn't math thing for me, but we'll see. We'll see the number two is if this deal does happen, job get needs to trash the name immediately unless there is so much equity in SEO, which I don't see it when I do searches, kind of search around monster. This monster should become every brand that job get has acquired. J.T. O'Donnell (24:22.271) I agree. Chad (24:26.284) Mm. Joel Cheesman (24:40.75) That's just my two cents. Monster is still a good brand. It's great URL. Like it's great for advertising and branding. Like job, get trashed the name. It sucks. I still say job, get instead of our get job instead of the job. Like I can't even figure it out and I live this shit. So change the name. That's number number two and number three. Come on, man. If they get this done, go buy a zip recruiter, go by zip recruiter. Finally, somebody, somebody has to do it. Somebody has to make me happy and buy a zipper. J.T. O'Donnell (25:07.649) Well, I mean, if they've got that much lying around, I got a little company website called Work It Daily. Great domain name, great SEO. Call me up, you know. Everything's for sale, if you know what I mean. Bring it on. Joel Cheesman (25:15.126) Yeah, yeah. Chad (25:15.574) Talk about SEO, right? Talk about SEO. Yeah, that's right. I mean, the trust, the time and trust that CareerBuilder and Monster have are huge, right, from an SEO standpoint. I mean, they've been around since the, or at least Monster's been around since the mid-90s. CareerBuilder, I mean, evolved out of Headhunter.net, but still had huge traffic, great trust, that type of thing. So, I mean, yeah, could you do something with it? Possibly, but look what... You know, look at what Indeed did with Simply Hired and everything that they've done. I mean, they've literally just mirrored to try to game SEO. I don't think Google's buying into that anymore. Again, they're not. Joel Cheesman (25:53.838) I'm not saying it's a new day for monster and watch out world because they're cooking with gas. I'm just saying like, if you're buying this asset, your name should be monster. And, just hell they're relaunching Chi-Chi's for God's sakes. You've probably seen this, right? They can relaunch Chi-Chi's Mexican. they can relaunch monster, for sure. So, yeah, I. But look, I mean, history lesson, you know, you can pick up these clearance rack. Chad (25:56.792) Yeah. I don't know. No. Chad (26:07.032) Ha Chad (26:15.766) Leave it to Cheeseman to know that, that CheeChees is coming back. J.T. O'Donnell (26:18.718) at that. Joel Cheesman (26:22.04) TJ Maxx sales as companies falter and go out of business. mean, like, we, Chad, we listened to pivot, I think pretty, pretty frequently. And, professor Galloway talks about back in the day, they used to buy yellow pages. And the thing is those businesses stay profitable for a long, long time. And if you can just buy them, cut everybody out, you can just keep adding money to the bottom line. Now these are inevitably dying businesses, but if you can keep ahead of the grim reaper. J.T. O'Donnell (26:26.037) and the research of the brand. Joel Cheesman (26:49.988) you know, long enough, then you can get, you know, some money back from what you invest. long shot. We'll see what happens, but yeah, that those, those would be my takes on what's going on. And I didn't see this one coming at all. This one escalated very quickly for me. Chad (27:04.12) Well, that's because we didn't know how much debt they had, right? And we didn't know that JobGet was one of the bigger debtors, right? So I mean, that makes it a little bit easier to provide some leverage to prospectively get some of those assets. So yeah, I mean, that was shit that we didn't know. But again, there are big, big names that are on that list. And again, TexKernel, which is now owned by Bullhorn, is owed 2.2 million. J.T. O'Donnell (27:07.157) Yeah. Mm-hmm. Joel Cheesman (27:10.604) Yeah. Joel Cheesman (27:17.08) Mm-hmm. Joel Cheesman (27:31.278) Mm-hmm. Yeah. J.T. O'Donnell (27:32.981) And it's now exposed, right? So now everybody knows those companies allowed that debt to ring up like that and sit like that on the books for how long, right? And it's sitting there. So, you know. Joel Cheesman (27:42.38) Yeah. And I'm not a bankruptcy lawyer, but I'm guessing a lot of those companies are screwed. They'll get a little bit back, but I'm guessing the laws will be unfavorable for them. Chad (27:51.274) Yeah, think well, I think job get this might be a good deal for them because they'll get a write off. Number one, they'll get a write off. Plus, they'll also leverage and negotiate a much better price for the assets that they're getting. But again, there's no reason to run the tech. You don't want to you don't want to push your head count up, right? I mean, this is about trying not to build burn. And I don't know how you do that with all of the assets that they just bought that to me is going to be hard. It's gonna be hard to manage that. J.T. O'Donnell (27:52.095) I wouldn't expect much back here. Joel Cheesman (28:11.266) Mm-hmm. Joel Cheesman (28:18.124) Yeah. It's, also intriguing. Like we'll never know, but, this stuff in our industry trickles down from the top. So if companies aren't paying for those clicks, those companies aren't paying the sites that are giving us the clicks and it sort of filters all the way down. So is this a career builder monster or just that bad, or is nobody getting paid because at the top employers are paying late or they're not playing, Chad (28:27.416) Mm. Joel Cheesman (28:46.218) as quickly as they used to. I'd be curious to know how much of that is employers struggling versus career builder monster just fucking people over. Chad (28:53.936) think this is the PE game plan. This is the PE game plan. You suck all the money out. You load it with debt. We just heard of a company in our space who will remain nameless, who is a part of a portfolio company. The PE took huge debt. What did they do with that debt? They split it up within their portfolio. They went to their CEOs and said, guess what? Here's some debt, right? Joel Cheesman (29:02.648) Yeah. Joel Cheesman (29:07.842) Yeah, yeah. Joel Cheesman (29:13.709) Mm-hmm. Joel Cheesman (29:21.474) Mm-hmm. Chad (29:22.52) PE literally, they've been sucking a lot of these amazing companies dry. And again, this is just part of the playbook. It's like, how can we fuck the system and go into bankruptcy, leave these guys holding the bag while we're sitting on our pile of cash while Apollo is insulated from it, which is total bullshit. Joel Cheesman (29:45.486) All right guys if you haven't subscribed to our YouTube channel we are just as good-looking as our voices and Be sure to subscribe at youtube.com backslash at Chad cheese. We'll be right Chad (29:52.823) Yeah Joel Cheesman (30:01.486) All right. From one job board success story to another, it's a bloodbath quote unquote at DICE according to trusted sources. DICE allegedly let go of a hundred plus employees focused on sales, account management, engineering, and product positions, including some who had been at the company for over 20 years. Chad, you got some insight on this. What are your thoughts? Chad (30:26.072) So first and foremost, Q4 2024 for Dice revenue was down 14 % year over year. Q1 2025 Dice revenue fell another 18 % year over year. Subscriber renewal rates dropped from about 100%, which people were just paying the bill, right? Which we've seen for years. When they stopped doing that, you know, you have a problem down to around 70%. So about 100 % renewal rate to 70%. J.T. O'Donnell (30:43.617) Did you see the doors in? Chad (30:56.312) It's the same old story as Monster and Career Builder. It's an innovator's dilemma, which is where an established, successful company fails to adopt new disruptive technologies because they initially don't meet the needs of their existing profitable customer base. It's a great book by Clayton Christensen, by the way, so check that out. What does this mean, though? Monster and Curbbuilder didn't adopt search engine style job search because their duration based newspaper forward revenue was still strong until it wasn't and indeed kicked them off the top of the mountain. The classic example, which we always talk about is Netflix, who had a solid DVD by mail program, but disrupted their own service when they launched a streaming platform. Netflix understood their business model would get crushed when streaming was adopted by mainstream. So You either crush the DVD mailing model yourself or somebody else is going to do it for you. So you should do it yourself, which Dice did not do, which Monster and Career Builder did not do. Dice hasn't evolved. They're still mailing DVDs for God sakes because they don't have a leader in charge, Arthur Dart, that is innovative. Thus, a staple in the tech job search industry is circling the drain. And I hate to see this because great employees get laid off because leaders didn't have the vision or the guts to pivot. And I hope they all find soft landings. mean, this, and I want to also point back to what we saw smart recruiters do. They literally gutted their entire system. Their older ATS, their old style ATS, and they went more toward agentic. Those are the things that you have to do. in every type of situation with regard to business, you have to be able to look at pretty much skate where the puck's going. And Dice has never done that, unfortunately. Joel Cheesman (33:02.424) So Dice has basically become a financial engineering business. What they do is usually around earnings calls, they announce layoffs. So in July of 24, they cut 7 % of their staff. In January of this year, they cut 10%. And now they're allegedly cutting, I guess the numbers will come out eventually, but another group of folks. Wall Street loves it. Unfortunately, the stock is spiking once more and they've kind of done this in the past. Some firms have actually come out. So one analyst came out and raised the price target for the company between $10 and $13. They're currently trading at about $2.61. So if you're a trader, that's a pretty good upside to the business. They're trading at around 12, 13 % PE ratio. Which is still pretty low. So the whole point of this business is how can we engineer it so that wall street looks at us from a just strictly numbers business. have split clearance jobs and dice. And by the way, Dice is Dice has been hurting ever since chat GPT and AI started writing code. Right? So you have more job seekers, less jobs out there for a lot of programmers. And now you have the Trump administration gutting government. So clearance jobs and the people that need those kinds of jobs are less so because there's less opportunities at the government level. you have, you have, you're burning the candle at both ends at Dice. They split those companies again to re-engineer, guess, probably where profit is going. Art is pretty good. He is artful at doing this game and Wall Street and the investors like it. Now the people that he's put in, the president of Dice, his name's Paul Farnsworth. You should go search some videos. He used to be a product guy. He used to look like me. he became president shaved, got a haircut and looks pretty good. But some of the old videos of him as product guy used to be a plumber, probably a really nice guy. want to party party with Paul. but is he the guy that takes dice to the next level? I don't think so. I think he's a puppet for art to kind of do whatever art says. And I'm sure clearance jobs president is the same way. So this has become just a financial engineering company. Joel Cheesman (35:24.748) Nobody wants this job, so art is going to stay where he is for the time being until they take it private and sell it to maybe Apollo or maybe job get soon to be monster.com. We'll see. We'll see. J.T. O'Donnell (35:36.289) Look, I just, we know what's happening to job boards across the board. They're dying. The way that that works doesn't work anymore. Job seekers hate them. It's not working anymore. And so it shouldn't surprise us that this is happening to dice, especially when it's tech. When you think about AI's wiped out entire careers. You know, if you go look up the dictionary, the definition of career is something that you work at for a long period of time. Every job's temporary today. Most of us are, the careers we're going to have in five or six years don't exist yet, but we're certainly not going to be in the same ones. It's evolving. And to know that is to think, how do you cut back your business if it's in something that's as dead as job boards? Stay profitable long enough to reinvent yourself and move in a different direction. I mean, that's the only thing left to do. I think, I hate to say it, so I'm to be an optimist here and say, you watch what happened to career builder and monster. Joel Cheesman (36:00.738) Yeah. J.T. O'Donnell (36:25.899) You're seeing what's happening to Dice. If you're a job board listening to this today, you're thinking, how do I come back and really invest in innovation? How do I go find something new in this space? Because it's innovate or die right now, right? The bigger the disruption, the bigger the innovation. I think we're sitting on a very cool opportunity right now. So as we talk about this, I'm excited a year from now when we're talking about things that we're like, wow, that's cool. Didn't see that company. I really believe that that's hopefully where we're going to get out of desperation. People can't keep sitting there. Joel Cheesman (36:47.768) Mm-hmm. J.T. O'Donnell (36:52.245) you know as cash cows and thinking they're going to just keep collecting those big paychecks without innovating. So I hope that forces that and that we you know we see that kind of change because we need it. We really do need it. I mean how you get jobs is different. Joel Cheesman (37:02.318) They can't be public. They can't be public and do that. If they go private, I agree with you, but there's no way, there's maybe. J.T. O'Donnell (37:08.085) Fair? Then maybe that's what you do. That's my point. Like, already. know, they used to say, like, amputate by the inch. Let's be done with it. You know, I hate to say it, but that's what they're all doing. That's like, now that's the fastest way to die is amputate by the inch. Get it done. And I'm, you know, it stinks, but you got to do it. Chad (37:08.354) Yeah. Chad (37:18.232) Oof. Chad (37:27.52) Yeah, so the job boards that are doing well, right, they are evolving. They're becoming something entirely different, right? And they're becoming niche and they're focusing on quality. And I think that's the big key is we went to Indeed, which was broad based, monster broad based, career builder broad based. You can go there for anything, right? Then you can't build communities that way, right? Because you're just not good at anything. You try to do everything, you're not good at anything, right? so you take a look at like tech sectors or financial sectors or things like that. And then you go niche. Now the problem was dice was already there. Niche. The problem was though, they didn't evolve. They just continued to be a job board. That was it. You have to go toward quality. In that case, they just got flanked by, you know, hack a job, hacker rank. I mean, all these different, all these different coding, systems. Yeah. Get hub. They just got out flanked. Joel Cheesman (38:22.35) GitHub, yeah. Chad (38:26.646) And they had an opportunity, shit, a decade ago to make this happen, but they didn't. Again, it's the innovator's dilemma. So I think job boards out there have a great opportunity to focus on quality. J.T. O'Donnell (38:40.449) If it's okay for me to say, so I'm an advisor to JobLeap, Josh Gample and crew, former Recruitix. And when they came to me, I said, the only way we're going to do this is if you create a job shopping experience. Nobody has paid attention to the job seeker. Let's create a user experience. And we pushed back hard on their development team. And when we launched a month ago, my job seekers are obsessed with it because they come in, it asks them a few questions. It starts to show them jobs and they literally start just with thumbs up, thumbs down. Is this, was this what you're looking for? And then we give them a scorecard. Chad (38:44.192) Yeah, yeah. J.T. O'Donnell (39:09.141) And it says, based on what you're looking for, these are the real jobs that are out there. And these are the ones that you're 80 % are better match for. And these are 70%. Don't apply. Like we're forcing them to understand what the reality of the market is, what's available. But here's where it gets amazing to them. Let's say I'm a job that I'm a 90 % match for. I click on it. It immediately goes out, grabs everything you need to know about the company. Right? No more going to Glassdoor. No more going to sit. all in one spot. It gives you the job description. And then there's an AI agent to have a conversation with. So what we taught it to do, really simple, is say, all right. Now create a job matching matrix. Map out exactly how my experience is a fit for all the major requirements of this job so that I can throw it in a document and send it to a recruiter. Recruiters are obsessed with this now because instead of trying to understand your resume or your LinkedIn profile, you're literally saying, here are the requirements of job and here's literally quantifiably how I'm a fit. Job seekers are obsessed. This takes all the guesswork out for them. They know the jobs are real and they understand why they should or shouldn't apply. And that's... That's the future. That's the user experience that should have been happening quite frankly years ago, you know, but when you're, when you're trying to make money off the, off the companies and you know, through clicks, I get it. You care more about what's happening on that side than you do. But when you understand and do what job lead did, and we literally call it, if you guys want to go play around with it, it's amazing work at daily.jobleap.ai. It's the job shopping tool. You will be blown away by the, and they are obsessed. Like they just flip because they feel empowered. They understand. And that's what's been the problem all along, right? Versus applying blindly, getting ghosted. Yeah. Yeah. Exactly. Chad (40:36.354) Well, and you're teaching the AI too. You're teaching the AI, not to mention you got a guy like Josh Gample, who has been in this space for a very long time, incredibly smart dude and an operator. So he totally gets it. A lot of this has to do with the founder, right? And how they did the research, like through you, to be able to really understand what the market wants. J.T. O'Donnell (40:42.729) Amazing. J.T. O'Donnell (40:55.329) Yeah, months, we worked on this for months. They would, we killed so many ideas in order to make sure it was job seeker first and it's paying off. Joel Cheesman (41:06.528) Why in the world dice 15 years ago didn't create a community for developers to like share code and get badges and whatever and become that is one of the great mistakes in our industry because they were in the perfect spot to do that. Chad (41:24.728) agreed. Joel Cheesman (41:26.444) All right, guys, let's go from that to Tesla and automation and truck. In case you missed it, Tesla's robo taxi service launched in Austin this week with a small invite only fleet of about 10 to 20 model wise, charging a flat $4 and 20 cent per ride. weed aficionados will appreciate the four 20. the debut was a mixed bag that wasn't without hiccups. On the other side, little less hiccupy, the Wall Street Journal dropped a story saying companies like Walmart are deploying robots such as Boston Dynamics Stretch, which can unload 580 boxes per hour, nearly double a human being's pace. Chad, your thoughts on all the automation going on this week. Chad (42:15.126) Last thing I want is my driver, whether it's AI, autonomous or a human on weed. I don't mind that they do it. I just don't want them driving me around that way. I did truly. I just hope Zooks and Waymo beats the shit out of Tesla. I mean, I did. That's that's just my one wish. The thing that I really liked, I watched some of the videos around the loading and unloading the robots. And it is amazing because they've got they've got Joel Cheesman (42:40.44) Yep. Chad (42:44.396) this little accordion style conveyor belt that follows them, right? So it just goes to the ramp, goes on and then just starts doing the job. And you said this does twice the amount of what a human can do. and we're just getting started. This is gonna get faster. It's gonna get more efficient. Not to mention these jobs suck. If you've ever unloaded a truck before, and I have, you know it sucks. It fucking sucks. A robot do it? Okay, great. But what can you do with those people as opposed to just doing loading and unloading? That's the big question. So yeah, mean, shitty jobs. Will it create other jobs? No clue. That's some of the some of the biggest questions that are still up in the air today. Joel Cheesman (43:34.648) So let's look at a quick video of a Tesla highlighted by one of the, I think, Tesla influencers. Chad (43:39.234) Jesus. Joel Cheesman (44:00.119) You Chad (44:03.864) 420. Chad (44:54.104) Shit. Joel Cheesman (45:12.663) you Chad (45:28.919) fuck Chad (46:11.294) I'm about ready to puke. Jesus. Fucking jazz hands, boy. Joel Cheesman (46:12.256) Yeah, right. look, cars, cars suck. they're bad. They're bad to own. insurance sucks. You got to house these things and basically an extra room in your house in a garage. I am all here for the autonomous driving. I am all here for Waymo zoeks. Tesla will get this right. Eventually. I have an eight year old kid. I hope that he grows up in a world where he doesn't have to own a car if he doesn't want to, that these cars will take you wherever you want to go. They'll show up wherever you worry, where you are. you'd have to buy insurance. You have to buy the car. Like that's that experience sucks as well. So I'm all down for the automated car, like trend. And I've been in a way Mo, I've been in a way Mo in a circular driveway that it just kept doing circles until I had to call like, The headquarters and somebody's like, Oh, what's going on? Like I am just looping. And they had, they probably had some guy with a steering wheel saying like, okay, I'm going to take over the car and take it out. So we're really, we're really hard on these companies, but they are doing miracle work. Like think about when you were a kid, if you saw this stuff, you would think it was mind blowing. And it really is like, they'll get some of the stuff fixed. Uh, so I'm all here for the autonomous car as far as jobs. It's going to disrupt a whole lot of jobs. drivers, taxis, trucking will be eventually in this realm. So from a jobs perspective, it's going to have huge, huge impact on the, on the automated, truck unloading or unloading robot. That is really the call it the Holy grail of, of automation. Like, and I've been, I spent a short time at UPS one summer and these literally human beings go in these containers. And they're lifting basically up to 70 pound boxes and putting them on conveyor belts. So imagine doing that for three, four, five, six hours. It's incredibly hard. People get injured. companies got to pay a lot of money for people that are out of work, backbreaking stuff. So if robots can do that, I mean, that's a godsend for a lot of companies, as well as being way more productive and getting the shit that we want at our doorstep, much, much quicker than, than we have. Joel Cheesman (48:24.824) previously. I'm mostly optimistic about about this news. It will create more jobs around how do you maintain these robots? How do you manage them? They showed one person with like an iPad sort of managing all the, the unloaders. So I'm all for it. I this is, I this was a good news week for automation. J.T. O'Donnell (48:43.425) You know, you mentioned UPS, my husband's been a pilot for UPS for many, years. And way back when he said to me, we won't have pilots one day before all this was coming out. So I think this to me really solidified what he's been talking about for decades, which is the moment a drone or someone else can fly that plane. They won't need us anymore. We'll sit in we'll sit in a sim, you know, in, in Louisville and we'll just fly the plane from there. We won't physically go there back and forth. And I remember thinking, okay, we're really far away from that Eric. We're not like to your point, we're not. And the same thing, the backbreaking work, you know, the drivers and so yes, it's going to eliminate a lot of jobs, but a lot of good paying jobs. And again, that's we're already seeing that happen in the tech space, right? AI is wiping out these coding jobs. You know, drivers at UPS would retire as millionaires. They were well paid blue collar workers who go in and so you start thinking about all the things that'll wipe out. Those are good paying jobs. Pilots. make a great living. UPS has been a really good company to my husband, our family, the benefits, but the reality is they're a business. And as this stuff comes along, like any other company, they're going to look to utilize it. Joel Cheesman (49:53.688) So these are pilots with planes that just have packages on them. Yeah. J.T. O'Donnell (49:56.843) Cargo, that's what I'm saying. Cargo only, it's not even real people. They'd be the first person that you would have them do the sim with. My husband was the first to say this and he wasn't saying it as any disrespect. He's like, it's coming, JT. It's just coming. But for me now, I really see it. And as a job search career coach, you're wiping out very, very well-paying jobs. Joel Cheesman (50:17.985) Yeah. And you got to think, we just talked about UPS layoffs a couple of weeks or months ago. they see this stuff coming. They, they are preparing for this world. and I think that's partly why you're seeing some of those moves. yeah, let's take a quick break and, talk about some in and out burger just in time for lunch. By the way, guys, if you haven't left us a review on, your podcast platform of choice, please do so. Joel Cheesman (50:48.056) Guys don't fuck with in and out burger. Okay. They're suing YouTuber Brian Arnett for impersonating an employee and making false claims about the company's food and practices in videos posted online. The lawsuit alleges trademark infringement and business defamation seeking damages and a ban from in and out establishments. Let's take a quick look at one of the videos Mr. Arnett posted about in and out. Chad (51:04.779) Idiot. Chad (52:05.836) Yeah, I'm out. I'm out. Joel Cheesman (52:09.664) I'm headed to Taco Bell. That sounds like a better choice for me right now. So, Chad, what do think about our net and his little, little gag there and in and out's response. Chad (52:11.381) Okay. Chad (52:20.428) I think he's an idiot. He's an idiot. mean, was the other guy an actor too? would assume so. Yeah, yeah, okay. Yeah, yeah, yeah, yeah. Yeah. From a brand standpoint, that's just fucking stupid. mean, yeah, stupid. Don't do it. Influencers can be influencers without trying to do stupid bullshit like that. Joel Cheesman (52:26.646) He was in on it. Yeah. There wasn't really a cockroach. Yeah. He was in on that. Don't sue us in and out. We're just showing. Joel Cheesman (52:45.474) Yeah. JT, you're somewhat of an influencer whisperer. Like, what are your thoughts on this? J.T. O'Donnell (52:48.864) Yeah. It brings me back to the Dennis Robbins days. Remember how he just got more and more outrageous in order to get like attention and then the hair and like, and you just go and go and go because the addiction's there to try to keep it going. And I think for a lot of influencers, that's where they're at now. I mean, the market is saturated with so many different people playing pranks, doing things, whatever, know, Mr. Beast has paved the way. And so they're all trying to be the next Mr. Beast. And sometimes they're going to make rookie mistakes when they're that young and they don't understand business. They just. Chad (52:56.652) Yeah. Joel Cheesman (52:56.726) Yeah, the wedding dress. Yeah. J.T. O'Donnell (53:20.705) I guarantee you when they were making that, they didn't even cross their mind that a company might sue them. Their thought was, we'll just give him, we're giving them eyeballs. We're giving them free, but like they're just, that's when you're that young and you don't understand business. That's what's happening in that moment. So he'll be a powerful lesson to a lot of creators, unfortunately. Joel Cheesman (53:25.878) we could get sued by In-N-Out, yeah. Chad (53:35.538) Yeah. Yeah. Joel Cheesman (53:38.478) I think it'll keep going though. People will still push the envelope and take it to levels that haven't. There's another video where he offers to buy a person's meal that's around $15 and he's like, do you guys take cash? And they say, yeah. And he pulls out a thing of pennies and like dumps it on the counter. The, oh, whatever the manager's like, you got to get out of here. You got to go. yeah, this stuff is pushing. thing that's interesting to me, Chad is like, we've been five years ago, we were talking about Sherwin Williams employees. J.T. O'Donnell (53:40.481) Mm-hmm. Joel Cheesman (54:07.714) that we're doing like legitimate social media videos. And now employers have to worry about fake employees making bullshit videos, which is a whole slew of issues that people are going to have. So I don't know where this goes, but employers have to be really aware of people impersonating employees and what that looks like to the outside world. Unlike dad jokes, which we know always looks Chad (54:09.708) Yeah, good stuff. Yeah. J.T. O'Donnell (54:10.473) Beautiful, yes. Chad (54:22.998) It's fraud. J.T. O'Donnell (54:34.367) No, no! Joel Cheesman (54:37.016) Positive to the outside world. All right guys. Football is almost here now that basketball season is over. What does broke back mountain and the NFL have in common? What does broke back mountain and the NFL have in common? Chad (54:39.552) Always. Chad (54:56.342) Yeah, that's probably what it is. Joe, Joe, we don't know how to quit the NF. Joel Cheesman (55:02.414) Both, have cowboys who suck. Chad (55:08.856) Good call. We out. Joel Cheesman (55:09.45) We out, see ya in England!

Pack your burner phones and buckle up, because this week on The Chad & Cheese Podcast, it's all jungle—no welcome. France is banning social media for kids (but can your teen outsmart Macron with a VPN? Oui.) Amazon’s bringing “jobs” to Europe—aka quotas, piss bottles, and tax-dodging galore. Spoiler: Europe’s not buying the propaganda. "Welcome to the Jungle” launches in the U.S., and it’s giving strong “Muse with amnesia” vibes. Brand pages? In this  economy? Plus: Lithuania’s Sentra seduces us all with sexy AI agents while Italy’s JETHR reminds us boring still pays the bills. 🎤 And don’t miss: Belgian punks ghosted by Trump’s America, Ronaldo comparisons gone wild, and why Taco Bell + Guinness is either innovation or indigestion. It’s chaos, comedy, and career site carnage—just another day with Chad, Cheese, and Lieven. PODCAST TRANSCRIPTION Joel Cheesman (00:35.658) Seven Nation Army couldn't hold us back. were listening to the Chad and Cheese Podcast as Europe. I'm your co-host, Joel, Supreme Leader Cheeseman. Chad (00:44.945) This is Chad, Dopa hit, So Wash. Lieven (00:47.926) And I'm leaving to punk for Trump, van Nivenaessen. Joel Cheesman (00:51.726) And on this episode, the jungle is Americanizing, France is banning, and, you guessed it, who'd you rather? Let's do this. Chad (01:05.969) We gotta hurry this up. Leaven's on vacation. Okay? We gotta get this moving. Where you going, Leaven? Yeah, where you going? Lieven (01:08.462) Hmm Joel Cheesman (01:10.766) How is my all? Lieven (01:14.276) To France. Joel Cheesman (01:14.7) Yeah, the ski resorts are closed, Leaven. Where do you go in the summer? The Alps are snowless, right? Lieven (01:21.344) The Alps are up, they have some white caps left but it's not ski material. My kids actually are complaining, my kids they said you can ski in Chile and they were very offended that I didn't want to take them to Chile to go skiing. But so we're going to we're going to tropical France, Martinique, the Caribbean. We were supposed to come to the United States. Well, Trump happened. Joel Cheesman (01:26.86) not leaving ski material. Chad (01:35.569) That's a hell of a flight. Chad (01:40.017) Motha Neek. Joel Cheesman (01:41.87) Martinique. Chad (01:47.149) Yeah, I remember. Yeah, what happened? Lieven (01:51.572) And so... It's not happening now. Joel Cheesman (01:51.982) you Chad (01:54.491) Yeah, I get that. Yeah, I get that. Yeah, I mean, it's one thing when you start to see. Yeah, it's one thing when you start seeing the, you know, the whole, you know, ice kind of like converge and just start plucking people off the streets. And then the next thing you know, it's wait a minute, those are citizens. What the fuck is going on here? Joel Cheesman (01:58.806) You ain't welcome here, boy. You ain't welcome here. Lieven (02:01.056) No. Lieven (02:08.087) Yeah. Joel Cheesman (02:13.422) Apparently the shit's true. Like give me your phone. I've, I mean, I've heard stories of people bringing burner phones from outside of the U S because if their phone gets searched, they don't, I mean, it's crazy shit. It is. Lieven (02:22.98) It's like China. It's like China when our politicians go to China, they have to bring burner phones. Chad (02:28.133) Mm-hmm. Joel Cheesman (02:30.926) Cats, cats and dogs living together. Chad (02:31.665) Too much, too much. This is the, you're bringing me down. We need shout outs. Lieven (02:35.62) Only three more years or something. Joel Cheesman (02:36.763) We need some shout outs. man. Chad (02:39.259) my guy again. Come on. Yes. Thank God. well, you're gonna love this one. Shout out to the Portuguese national football team who are now the UEFA Nations League champions. Portugal beat Denmark in the quarters, Germany in the semis, and Spain in the final. Winning by penalty kicks. Joel Cheesman (02:44.684) Save us, Chad. What do you got? Joel Cheesman (03:00.334) Damn. Chad (03:05.989) It was on the same day that Roland Garros was finished and Alcazar that that motherfucker came back one in five sets over five hours. Then we've got Spain versus Portugal. Portugal takes it. Independent kicks five to three. But here's what's mind boggling for me. And I bet it is for you to leave and watching Portugal win the Nations League trophy while the US gets smoked by the Swiss for nil. Joel Cheesman (03:24.248) Mm-hmm. Chad (03:35.461) It's amazing that a country like Portugal, which only has 10 million people, about the same size population as Ohio, they can be so much better than a country with 300, over 300 million people. big shout out to little old Portugal, Nations League winner. Lieven (03:43.822) hehe Joel Cheesman (03:56.878) Chad, I gotta know, because I always compare my physique to Ronaldo's. So I feel like I have a connection with him. Is he gonna play? he playing? I hear he's coaching a little bit. What's going on with Ronaldo? Lieven (04:01.538) Hahaha Chad (04:12.911) Yeah, I think that he's a specimen. He looks better than most 20 year olds, right? And he is an amazing shape, great cardio. He does cherry pick a lot. I mean, he's not playing both sides of the ball. He's not playing defense. That dude's not playing defense at all. So he's saving a lot to cherry pick and he gets obviously a good share of goals. But the Portuguese team is so young in the talent they're hell. They have five on PSG and PSG Joel Cheesman (04:35.458) Mm-hmm. Chad (04:42.149) just won Champions League. it's pretty deep. even if he... yeah, yeah, yeah, yeah. Fernandes, yeah, mean, tons, tons of talent. So he could walk away and they would still be fine, but I don't see him doing that. He's just, he's the GOAT. I mean, that's all there is to it. He's the GOAT. Joel Cheesman (04:46.712) Don't forget Man United's Bruno Fernandez. Joel Cheesman (05:02.626) Yeah, it's like, it's like watching messy in Miami. The dude is just phoning it in until he gets like two or three, well, just gobstopping plays. But the rest of the game, he's just kind of floating around watching these scrubs, you know, try to play, try to play soccer. So speaking of Ronaldo's physique and how similar it is to mine, my shout out goes out to Taco Bell. Chad Taco Bell saving the world one Chalupa at a time. Chad (05:11.247) Yeah. Yeah. Chad (05:17.649) You Chad (05:29.797) No. Joel Cheesman (05:31.788) which you can find in many, many European countries. But guess what? Taco Bell is coming to Ireland and one Irish influencer had something to say about it. Check it out. Chad (05:43.067) Yeah. Chad (05:49.393) You Joel Cheesman (06:05.719) Sedilla. Joel Cheesman (06:27.288) Ha Chad (06:27.793) Catholics. Fucking Catholics. Lieven (06:27.895) You Lieven (06:32.376) You Joel Cheesman (06:44.344) Just to help out the Irish out there. What goes surprisingly well with Mexican pizza? How about a Guinness and a shot of Jameson? Now it's a party, kids. Now it's a party. Taco Bell coming to Ireland. Shout out, shout out to the Bell. Shout out to the Bell. Chad (06:54.176) Jesus. And your stomach. Leave it. What you got? Lieven (07:04.653) From the bell to the Belgians. I got a shout out to the Belgian band, The Kids, and it's a punk band. And they were supposed to be touring all around the United States by now. But they had to cancel their American tour after being ghosted by the United States visa office. No visa, no reason, just radio silence. And all because they posted some negative posts about Trump on social media. And now they're... They're totally not welcome anymore. we support our Belgian punk. We support the attitudes. So shout out to the kids. Joel Cheesman (07:41.772) Belgian punk rock. Chad (07:42.097) Shout out to the kids. Lieven (07:44.48) And I wonder Joel, chat, do you think I'm on that blacklist as well for being, for saying something not that nice? So, okay. Joel Cheesman (07:51.614) You're rolling with Chad and cheese. You have immunity from Trumpism. Nothing but love for you in America, my friend. Nothing but love for you in America. That's right. Chad (07:55.163) So yes, you're on the blacklist. You're on the blacklist. Lieven (08:01.732) Okay. Chad (08:02.513) Oh, dude. Oh, we love you. We love you. I can't speak for the administration. mean, I've been in the military for 20 years. I'm going to be coming back sometime soon and I'm going have to bring a burner phone. Joel Cheesman (08:08.238) And Lieven (08:08.526) Because I... Joel Cheesman (08:15.97) Yep, and you know what they say about hanging with Chad and Cheese. Lieven (08:16.547) because Chad (08:22.705) And that's a high average. Lieven (08:24.82) Yeah, but I'm constantly looking over my shoulder if those ice people aren't there yet. So I'm getting anxious. The ice people. Joel Cheesman (08:29.868) The ice people. it's ice. Chad (08:31.121) They are the ice people. Lieven (08:35.044) a wee couple boys. Joel Cheesman (08:39.06) All right, this is pretty good shout outs. I like this. This is good. Let's get to our topic. Chad (08:41.809) Not too bad, not too bad. To the meat. Lieven (08:45.71) Topics! Chad (08:47.813) Topics. Ha ha ha. Chad (08:55.164) love Stephen, love that Stephen. Joel Cheesman (08:56.59) Ugh. nursing a hangover boys, my bad. All right, let's get to Mumford and Sons concert and 20,000 white people have me all have me all out of out of whack. All right, let's get welcome to the jungle. We got fun and games a French based recruitment marketplace. They've launched a new talent sourcing solution that matches job offers to candidates and the database. More importantly, the company is also expanding to the United States aiming to help companies showcase their employer brand. And of course attract Chad (09:06.412) my god. Chad (09:11.301) Mm. Joel Cheesman (09:28.878) top talent. It's not just a Guns N' Roses song. It's now the newest job board in America. Chad, what do think about Welcome to the Jungle in the US? Chad (09:40.027) So you remember the Guns N' Roses music video for Welcome to the Jungle, which is very apropos. It has Axl Rose getting off a Greyhound bus in LA, dressed like a hick from Indiana, backwards ball cap, blade of grass sticking out of his mouth. Remember that? Well. Joel Cheesman (09:46.688) Okay. Yeah. Joel Cheesman (09:53.87) Mm-hmm. Joel Cheesman (09:58.894) Yeah. Chad (09:59.627) That's a great metaphor for welcome to the jungle coming to the US. They have no clue what they're getting into. And you can easily identify that by looking at the deliverables on the goddamn website. They're basically a job board with an ATS. Yes, I'm using air quotes, kids. And brand offerings like employer profile pages. 2008 called and they want their product modeling backs. Now, don't get me wrong. If a job site is niche and it serves a specific community where hiring companies don't have landing pages on their career site for that community, yeah, yeah, yeah, it makes sense to create a company profile to share that specific community message to users. I totally get that. That's not Welcome to the Jungle. They're broad-based, right? It could be more welder-specific, LGBTQ +, landing pages, whatever it is, but Welcome to the Jungle isn't niche. So why would I use a job board to do that? When I can do it on my own site, right? Or it can go to a company like Happy Dance that focuses on landing pages and kind of like the cosmetic pieces of that so I can get SEO juice. Not you welcome to the jungle, but I can get SEO juice. And for a similarity standpoint, all of this feels like the muse about 10 years ago. Joel Cheesman (11:11.758) Mm-hmm. Chad (11:24.109) And the Muse isn't setting the world on fire. So whoever the advisors are for Welcome to the Jungles, Go to Market Plan in the US, I have three words. Stay in Europe. Joel Cheesman (11:43.06) Axl Rose from Indiana, by the way, little known fact, Axl Rose and and Michael Jackson, Michael Jackson, Axl Rose and John Cougar, Mellon Cam, which most people know. The names, the name is awful. I've said it before, like I can't imagine a sales rep calling a US company going, hi, this is this is Sven from Welcome to the Jungle or whatever. I'm giving an American accent. I mean, you're with who? What? Chad (11:45.071) Yeah, that's why I said, Hick, Indiana Hick. Yeah, Gary. Chad (12:08.613) man. Joel Cheesman (12:12.462) Welcome to the jungle. Okay. So aside from that, you know, Chad, we just had a show talking about the demise of monster and career builder. we've talked about talent.com recently who formerly knew VU and, and multiple sites that have come and gone. I can't name one that's come from Europe and been successful. Help me out here, but I cannot. these guys have raised a lot of money. Chad (12:21.189) Mm. Joel Cheesman (12:39.79) Uh, they've been around since 2014. They're clearly successful in, that niche and they get Europe. obviously get, get, get France and the surrounding areas. The U S is a totally different beast and the U S basically 80 % of job postings and the hiring like ecosystem is indeed in LinkedIn. So to make any kind of like, uh, headway into the U S market, um, I think as a, as a fool's errand, everyone wants to come to America, but This is not innovation. This is not new technology. Chad, I think you talked about a video recently about a Gentic basically buying something or scheduling something where an agent talked to another agent and talked basically R2D2 to each other. Like that's where shit is going. Lieven (13:19.044) video recently about AT &T. Joel Cheesman (13:32.078) Uh, like show me innovation where a job seeker has an agent and the company has an agent and the two people talk and the two things talk to each other and figure out interviews and all other stuff. Like that's where the future's going. The future is not going to search for a job, look for, look at the job, apply the, that game is played and welcome to the jungle. Um, I've decided to say is, is barking up the wrong tree. Uh, I think this will be a massive failure, uh, for, for the company. Stay in France. Lieven (14:00.92) Thank Yeah, welcome to the jungle. You know, I think in 2018, they were ahead of their time. It was a great concept and they were doing stuff which needed to be done and they should have moved to the US back then. But I think by now they're risk becoming a relic. AI is changing everything. It's changing so fast. look, like employer branding, content creation is commoditized. That is something all companies can do now with just a few clicks. It's very easy. Chad (14:08.401) What think? Chad (14:15.494) Mm-hmm. Chad (14:29.364) yeah. Lieven (14:31.652) Job descriptions, career pages are AI generated now. So you don't need a company like Welcome to the Jungle. There are so many things they are very good at, which now can be done by just a junior using five different AI tools, costing them 100 euros a month. So I think moving to the US is, I don't know, but it's going to change back to their core. Nothing. Chad (14:48.241) Mm. Chad (14:56.421) Yeah. Joel Cheesman (14:57.048) And it's kind of weird because they bought OTA. You, you, you OTA? No. which was Paul Forster was an investor, a founder of indeed. So Paul should probably know better than to think that this is going to work, but OTA came and then didn't really fly. So they got acquired. mean, the, mobile app, was, is an OTA app that they've now rebranded as welcome to the jungle. I mean, it's really warm and fuzzy. Chad (15:01.157) Which, yeah. Lieven (15:03.268) Thank Joel Cheesman (15:25.26) They focus it on like millennials and Gen Z and it's like, kind of work do you want to do? What kind of company? was very kind of warm and fuzzy. I just think that time has passed and that, they're behind the times on this one. Chad (15:38.605) And you really have to understand the US market and you have to understand the competitors. mean, like I said, the Muse has been here for years. I mean, for at least a decade, right? They've been doing that exact same thing even more than Welcome to the Jungle. And again, most people don't even know who the fuck they are. So to be able to understand, you know, really what the markets that you're going to, you have to have the right advisors in place. Joel Cheesman (15:51.352) Mm-hmm. Yep. Chad (16:07.269) And you have to have enough money. They don't have enough money to come to the US to be quite frank. ATA, it felt like a clearance rack buy. Good for you. You got an app out of it, but it wasn't a great, I don't think it was a great model in the first place. So you put two not so great models together and what do you get? Well, if you take it to the US, I think you get trash. Joel Cheesman (16:26.882) Yeah. I mean, you have brands that Americans do know that that are failing monster career builders, zip recruiter, a dice. Like these are brands that have been around a long time that people know and they're failing. So you're going to tell me you're going to launch a brand new brand. That's going to be successful. I I'm, I'm not falling for the banana in the tailpipe on this one, Chad. Chad (16:32.037) Mm-hmm. Chad (16:46.481) But I do believe if you go niche, there are some really great opportunities to go niche. take a look at like Hackajob, for instance. And again, being an advisor for those guys, they started off in the UK and then they came to the US. They are incredibly niche and they've created a community around the tech sector. And even with everybody shedding tech individuals, they're doing great because they understand their community, right? And they understand the market. Joel Cheesman (16:57.294) Mm-hmm. Joel Cheesman (17:06.19) Mm-hmm. Joel Cheesman (17:12.152) Mm-hmm. Chad (17:16.737) So, I mean, at the end of the day, you have to understand go to market and you have to understand. And I would think that being from Europe, knowing that you're going from one country to the next, there are different go to market plans for those. I'd like to hear what Leeuwen thinks about this because they have so many companies in so many different markets in Europe. You would think they would take the same kind of thought process and do enough due diligence for Joel Cheesman (17:36.685) Yeah. Chad (17:44.559) the US, especially coming to a very large market like that. So, so leaving when you guys are looking at different go to markets for your current your current products. I mean, how much how rigorous is that is some cases that just pull the trigger and let's see if it works or is it always really deep due diligence? Lieven (18:05.924) It's definitely deep due diligence because it's too expensive to just try. mean, you always have the buy or the build strategy. And we realized if you are moving to a different country, it's much easier to buy something which is already strong than to build something which is strong in one country, but not necessarily will be success in another country. And we have some great products like NowJobs in Belgium. It's booming. It's a digital platform for freelancers. We have over 100 million revenue. It's amazing. Chad (18:09.937) Yeah. Joel Cheesman (18:09.998) Mm-hmm. Chad (18:26.193) Mm. Joel Cheesman (18:32.578) Mm-hmm. Chad (18:35.696) Wow. Lieven (18:36.052) We started from scratch a few years ago, but doing exactly the same thing in the Netherlands, which is almost the same country, basically, it's very hard. So trying it in France, trying it in Germany is even harder. And I think if those people can't make it in Europe, why would they be able to make it in New York? If you can't make it there, if you can make it there, you can make it anywhere, but I'm not sure. I don't think they should try there first. Joel Cheesman (18:45.07) Mm-hmm. Joel Cheesman (18:59.87) Maybe welcome to the jungle is going to buy a career builder plus monster Chad. that would be interesting. By the way, I, I reserve, I reserved the right to change my mind if they get slash to write the jingle for their, for their American American ad campaign. All right, boys, let's get to, who'd you rather. That's right. If you don't know who'd you rather we read to companies that have recently gotten funding and we let you know who we'd rather. Lieven (19:04.181) Yeah. Chad (19:06.129) I don't have enough money. I don't have enough money. Lieven (19:22.423) You Joel Cheesman (19:30.634) And in this corner. Lieven (19:38.5) You Chad (19:38.513) There you go. Joel Cheesman (19:39.278) This will be fun to edit. have Sintra, Frank Sinatra, not Sinatra. All right, Sintra, Lithuanian AI startup. We don't say that very often has secured 17 million bucks in seed funding to empower small businesses with AI powered helpers. Sintra offers a platform with AI teammates that handle core tasks like social media, customer support, administrative work. That is Sintra. And in the opposite corner, have JET. JEDHR, an Italian HR tech company, has raised 25 million euros in Series A funding. JEDHR says it, makes managing people incredibly simple, payroll, benefits, devices, compliance, and much, much more. Those are our two competing companies. And who'd you rather, Chad? Who'd you rather? Chad (20:31.889) I'm gonna start off with Jett and say that I believe it's boring. And you know what we say about boring companies that do the work that humans hate to do? They make money. On the other hand, this is who'd you rather. And if I'm at the bar and it's 2 a.m., I don't want boring. I'd rather go home with fun and sexy. And that's Sintra to a T. 12 million in ARR serving over 40,000 SME players. Joel Cheesman (20:39.072) You love boring companies. Lieven (20:50.067) Chad (21:01.777) customers globally I I usually don't buy into SMB platforms, but with 40,000 customers They've obviously figured that the hard part are out their marketing is slick I've personally seen their ads all over the internet and even I believe on the tube in the UK And the numbers real quick 12 million AR are at 40,000 customers is only $300 a year per customer pretty cheap, right? That's $25 a month. Pricing on the site today is $97 a month, which is about $1,200 a year. So that's still really cheap. If they can transition their current customers without even growing net new from $25 a month to $97 a month, that's $48 million in ARR. That's without any growth whatsoever. Sintra is smart, sexy, and it's getting SME Lieven (21:53.156) 48 million ARRs. That's about any close to what's left. SMPRA is smart and sexy in getting SME because they cook on the run. They can't get any more efficiency and hiring less human by offering more than 12 different agents. Chad (22:01.201) companies hooked on a drug they can't get away from. Efficiency and hiring less humans by offering more than 12 different agents for only $97 a month. I only have one question for Cintra. Your place or mine? Lieven (22:16.318) Hmm Joel Cheesman (22:21.998) I don't know how much I can add to that. I mean, this is do you want the girl next door? Or do you want, you know, the big booty Latina in the in the club? And yeah, like, one is bored. I look, the whole like one platform, this whole it's, it's getting interesting. I mean, the rippling deal drama is entertaining. We got factorial over in Europe as well. These guys. Yes. Lieven (22:25.348) Do you want the girl next door or do you want... Chad (22:30.545) Thick. Thick. Joel Cheesman (22:49.112) probably going to be very profitable, probably will be acquired by a very big fish at some point. And shareholders will be incredibly happy. But if I'm looking for something real exciting for the future, that's going to get my attention and be really cool. Sintra is it, man. I mean, the website is cool. The whole sort of aesthetics about it. These little like robot, I don't know. Yeah, these. Chad (22:54.449) Mm-hmm. Lieven (23:04.068) Thank Chad (23:13.649) with assistance. Joel Cheesman (23:15.874) fairies, these, it's like a magical mystery tour. mean, this thing is, yeah, it's like, and you and I talked a lot of startups, Chad, and I know that Leven's incubating a lot of startups and their company, like every company that's starting has to ask themselves, you know, okay, we need to do marketing. Do we hire marketing? Do we hire an agency? Like, what do we do? And ultimately the conversation is going to come up of let's just AI this shit. Chad (23:19.503) They're astronauts, aren't they? Yeah. Joel Cheesman (23:42.798) and that's something that Sintra is doing, whether it's customer service sales, outbound, outbound calls, like all that stuff is getting automated in Sintra is at the cutting edge of being, you know, a trendsetter in that realm. So do I think jet will probably cash out and make their shareholders really happy? Yes. But do I think the bigger bet, the 20 X investment opportunity is with Sintra. So for me as well, I'm going to go Sintra. Chad (24:12.763) Sexy. Lieven (24:14.148) But I to disappoint both of you because Sintra is far too young for both of you. So I'm the youngest one and I'll be the one taking Sintra home. We're not even going to talk about Jett and Jett rhymes with Jett. go ahead. that even rhymes too. I'm so good. Anyways, Sintra, I loved it. And I was wondering, looking into it, how did they get without any budget? How did they get known in the United States? How did they... Chad (24:15.185) What do think, Leaven? Chad (24:20.485) Hahaha! Joel Cheesman (24:21.486) Ha Lieven (24:44.898) become so popular and they didn't localize for Europe, they globalized from day one, they focused on the whole world. It's like they didn't even have a strategy for a certain region, they just launched. And then it went viral and they did something which was amazing and they published on Reddit and on X and they got picked up and people were talking about them like it was easy. And this is something I want to copy, which is very hard to do, I'm afraid, but I loved it. And it's a great idea creating something like... Chad (25:07.665) Yeah. Lieven (25:12.226) Personalities and those agents giving it body. It's I love it So centralize what we're going to do and it's it's yeah Joel Cheesman (25:15.79) Mm-hmm. Chad (25:15.95) Yeah. Chad (25:21.935) And I love it because it was, it's too easy. mean, their marketing was so in your face of stop hiring humans, hire AI, right? They were one of the first ones that I actually saw do this. And I was surprised they hadn't gotten funding until I looked into their founders, who at 15 and 16 were already building companies. I mean, these guys, I mean, Joel Cheesman (25:22.114) That was an easy one. knew, I knew leaving was going to go Sintra. Lieven (25:25.124) Yeah Lieven (25:31.364) Yeah. Joel Cheesman (25:36.11) Mm-hmm. Lieven (25:48.452) Mm-hmm. Chad (25:50.769) Apparently, you know, they're a hotbed there in Lithuania out of the garage. Very, very Larry and Sergey garage. Google feels, right? But yeah, this is, it's fricking, I dig it. Joel Cheesman (26:00.258) Mm-hmm. Lieven (26:02.998) And one thing I really liked about them was their, it's not really a baseline, but something they stated on their websites. We're not here to replace stuff. We're here for those who can't afford stuff. That's nice. It makes sense. Yeah. Chad (26:13.943) Especially for SMBs, right? Joel Cheesman (26:18.168) Sintra, call us. We want to be in the Sintra, Sintra business. We'll be right back. Lieven (26:19.778) Yeah. Chad (26:20.387) You Joel Cheesman (26:27.982) All right, guys, a little Amazon and agent talk. Amazon's 2024 impact report underscores its 41 billion euro contribution to Europe's GDP and 150,000 direct jobs boosting high unemployment region like France's help me out here leaving. Did I say that correctly? Okay, there you go. Well, further growth expected from AWS investments in Germany, the UK, France and Spain. Meanwhile, Lieven (26:47.837) Haute France. Haute, so the high parts. Joel Cheesman (26:57.036) The rise of AI coding tools fueled by low cost or free pricing for mass adoption and data collection threatens entry level tech jobs. Though some suggest higher AI prices could encourage hiring humans on unlikely shift in the short term. Chad, your thoughts on all things Amazon and agentic this week. Chad (27:17.937) going to surprise you here because I think the Amazon narrative feels like total bullshit propaganda. I'm surprised they didn't get Josh Berson to write research for him. We're talking about a company that has burnt through total populations of workers in the US because the jobs suck. So thinking that it's changing from a you have quotas so no bathroom breaks unless you piss in a trash can kind of company to a savior of Europe. Joel Cheesman (27:33.752) Mm-hmm. Chad (27:46.545) is laughable at best. I do think it's interesting, though, that Amazon is playing the GDP and investment card. It feels like they ripped a couple of chapters out of Patrick McGee's new book, Apple in China. We just talked to him this week, Go check out our episodes where Patrick outlines how Apple has built China's tech sector through spending hundreds of billions in the country and has trained 28 million Chinese employees over Lieven (27:46.947) Yeah. Chad (28:16.354) over the years. So I really feel like kind of taking that framework of, wait a minute, Apple went into China, they're spending this kind of money, and that's how they won the Chinese government over. Amazon wants to do the same thing. They want to win all of these different European governments over. they're trying to talk GDP. They're trying to talk investment, blah, blah, fucking blah, blah, blah. Yeah. they're so they're, know, Europeans can piss in trash cans instead. On the AI side of the house, we've been talking about this forever. Short-term cuts in headcount. Everybody's looking to try to skinny down so that they can have bigger margins. This sets up for a no skills workforce implosion later, period. We're not going to be teaching people because we're going to be giving jobs to AI. There's going to be no skills whatsoever as they try to move up the funnel because they can't move up the funnel. That's the hard part. Amazon bullshit AI. I mean, it's a short term win. It's a long term implode. Joel Cheesman (29:18.732) Yeah, Chad, we we've seen this movie in America on the Amazon side. look, they, start out, they hire everyone that possibly can, they run out of human beings. They start moving into, impoverished might be too harsh of a word, but they move into areas where the jobs aren't plenty and people are willing to do, this work. They have warehouses near freeways, whether it be Alabama, Kentucky, like name your cunt, name your state here in the U S and there's an Amazon warehouse. and they're employing people. obviously the PR side of this is great because every local community says, Amazon is moving in. We'll have jobs. People will be employed. Like we haven't had good jobs like this in a long time and working at the Texas roadhouse isn't exactly doing it for, know, for my family for so in the short term and PR it's, it's a great move by them. Um, I think it's all a, it's, it's all a ploy to do this until they can get rid of all the people and automate. Lieven (30:06.468) Thank Joel Cheesman (30:16.514) this whole thing or at least 80 to 90 % of the process. This movie is now playing out in Europe. They're going into areas that are diminished, that are challenged, that are economically struggling. They're getting great PR, which helps them with regulators, which helps them with politicians. We're bringing jobs to your community. How about you relax that regulation on such and such? And that is the game plan. Chad (30:35.012) Yeah. Joel Cheesman (30:42.144) until I think ultimately they, they automate a huge part of the business because they ran out of people to hire because the jobs aren't all that great. Like Chad said, pissing and trash cans gets old pretty quickly. I think eventually Europe will catch onto this and Amazon. will be caught with their pants down, if you will. And their banana out, yeah, in the trash can. So many metaphors. Leaven, what do you think, man? Chad (31:05.52) Oh, pissing in the trash can, yeah. Chad (31:11.505) Are you excited, Levin? Are you excited for Amazon to come to Europe? Lieven (31:16.118) Not really. I refuse buying anything from Amazon. reading the press release, it almost sounded like Amazon wasn't a charity. They're going to make Europe great again, and they're going to help poor all the France out of their misery and parts of Spain. Okay, so yeah, great. But I would ask them first to start paying taxes, because they do pay taxes, they definitely pay some taxes, but they don't pay them where Chad (31:27.635) Yeah. Chad (31:33.005) Mm-hmm, Germany. Chad (31:41.008) There you go. Lieven (31:45.824) they make their money, they just choose wherever in Europe can I pay the least and then they pay even less so they have some deals. There was a European Union investigation in 2021. They were fined 250 million euros, which they refused to pay. they lobbied a bit and then the decision was annulled. Is that the word? Annulleren. I'm not sure. You know what it is? The decision was whatever. And the commission now appealed and we're five years later and nothing's happening. Joel Cheesman (32:12.566) An old? An old? Chad (32:16.015) marriage. Joel Cheesman (32:16.524) We'll go with it. Sure. Lieven (32:24.804) So they probably will never pay the 250 million. But looking into what's happening right now, it's like you said, the jobs they offer suck. And Europe at this point has an extreme low unemployment rate. It's the lowest in history in the European Union for the moment. And some regions still suffer a bit, but it's okay. It's getting better. So I don't think we definitely need those jobs. I'm more afraid about Amazon screwing up local entrepreneurs, local businesses. Chad (32:53.028) Yeah. Lieven (32:54.53) So I'm not, I'm definitely not left-wing, but I prefer small local people growing a small business than one multinational coming, killing us all. Joel Cheesman (32:57.025) and Joel Cheesman (33:05.07) And that, and that, know, blame Americans like everything else, but this was a, of the dialogue with the tariffs was that China's going to have to sell all this shit somewhere. And that Europe is a, is a very easy bridge from if we can't sell to Americans cheap shit, let's sell it to Europeans. And there was a lot of fear of this. think there still is, but Amazon coming, they're going to deliver all the cheap shit. like you can kind of blame America. Thank you very much for, for some of this because of. Lieven (33:18.136) Yeah. Joel Cheesman (33:33.44) of the tariffs and everything that's going on here. But yeah, the mom and pops of Europe, which I know both of you love, are definitely at risk with this trend. Chad (33:39.855) Yes. Lieven (33:43.496) And Amazon claimed they will provide stable jobs, will stimulate local economies, they will bring infrastructure, skills training, et cetera. I don't think Amazon is thinking about much more than Amazon. We'll see. Chad (33:55.527) Yeah. Yeah. More promises and propaganda than reality, unfortunately. Joel Cheesman (33:56.078) You Lieven (34:01.667) No. Joel Cheesman (34:01.909) Yeah. Leave and curious your thoughts on the, the agentic side. Cause I know you have some really strong opinions about agents and in automation and AI doing a lot of this work. And the story that you shared in our group, uh, highlighted a guy named Luke Aragone who in 2007, uh, earned $63,000 a year at his first job as a junior software developer. and today he says that AI tools will write better code than what he did back then for the cost of roughly $120 a year. What are your thoughts on that trend? Lieven (34:30.265) Hmm. Lieven (34:37.036) It's going to happen. It's happening already. So we can cry about it, but better live with it. But we have a, and I think I said this a year ago also in one of these shows, we are getting a very big society problem. If people who are graduating now can't find a starter's job because starter jobs are just disappearing, they're being replaced. And I think the very best students, the top, They will be hired by the big tech companies and they will, they get some kind of an education within the company, but it's a mediocre group, which just won't be able to find a job. And there's nothing worse than youth unemployment. It's a disaster. So all those agents, I love them and I'm playing with them and it's making my life easier. But if it's going to replace jobs, then we have a problem because we don't want young people hanging around. Joel Cheesman (35:04.344) Mm-hmm. Lieven (35:30.208) making a nuisance of himself. They need to work and they need to work through House of HR. Chad (35:32.216) And we don't want them on social media. If they're not on social media, they can work, right? Joel Cheesman (35:38.21) Yeah, this is, this is not a wee problem, not a wee problem. So let's, let's go into a France taking a stance on social media. So French president Emmanuel Macron announced plans to ban social media for children under 15 and implement age verification for online knife sales. Apparently knife, knife sales are trending in Europe. emphasized the need for immediate action. Lieven (35:38.98) course. Wee problem. Joel Cheesman (36:03.628) citing concerns about online safety and the recent murder of a teaching assistant. Something that I know nothing about as has, Levin shows us his Rambo knife, for, for the listeners out there, Chad social media and teens. know you have some teens that are no longer teens, but you have experience with this, your thoughts. Lieven (36:12.26) You Chad (36:13.572) That's not a knife. Lieven (36:15.246) That's nice. Chad (36:24.698) I think it's funny because when we were teens in the 80s, there was this big war on drugs and an aspect of that was pointed at kids, right? Don't do drugs, dare officers come to talk to us at schools, there were commercials, you know, that kind of thing. Fast forward to today, dopamine hit after dopamine hit, it's just not good for anyone, especially your kids. It's made bullying worse, teen suicide worse, anxiety, depression, self-esteem. Joel Cheesman (36:32.814) Mm-hmm. Chad (36:53.154) Issues with filters everybody wants to look glitz glamour like they're from Twilight or something loss of attention and focus That's what Joel calls internet brain Social isolation get the fuck outside kids go play some sports and posting stupid shit Can you imagine the stupid shit we would have posted when we were 15 years old for God's sakes the list goes on so for me Yes, I know that It is almost like an electronic leash for lot of parents and that's how they kind of like manage their kids. I know that they can see where their kids are at, but guess what? It's not good for him. It's a drug and it's bad and we I don't know personally. I think this would be a good thing. Joel Cheesman (37:33.742) Chad, you got me nostalgic. Let's take a look at that ad from the 80s. Chad (37:37.821) jeez. Yes. Joel Cheesman (37:53.838) they still have the partnership for a drug free America or do they just abandon abandon that whole that whole effort? I would like, I would exchange a little drug use for the kids in exchange for social media. think social media is so much worse than the occasional Michelob light. that, it's, it's, it's a shame. mean, you mentioned it. Great depression. Chad (37:57.869) I don't... Yeah, probably. Chad (38:09.903) yeah. Joel Cheesman (38:18.658) depression, anxiety, self esteem, body image, suicide rates increasing, sleep deprivation, physical activity, nobody's bullying, inability to have a conversation. I hate this. will, I will take my kids. have two teenagers. I will take them to lunch or dinner and I ask every question. Now I agree that I didn't ask a lot of questions as a teenager, but I could hold a conversation. I could ask and probe questions. My kids are just like, Chad (38:21.796) Yeah. Joel Cheesman (38:46.252) wall. It's amazing and they're smart kids, but they just, the communication just isn't there. look, there was, going to rec fest soon and you know, I bring Cole, this will be the third year that I bring Cole. He's now 18 years old. and let's just say that, that, that one, Steven McGrath, he's not alone, have tried to get Cole to have a good time. I'll leave it at that. And Cole's comment, he, Chad (38:52.057) not social. Lieven (38:57.6) and Chad (39:02.586) Mm. Joel Cheesman (39:14.35) very anti-drug, very straight, very clean, very square. He said, think to you, uh, that you need to get smart Chad, that drinking is ruining, uh, your generation. And I think Steven's comment was no, that is ruining your generation. And he pointed at, uh, at Cole's iPhone and there's a lot of truth to that. problem is parents are in a no one situation because if I say no, no smartphone, no, no social media. then my kid is ostracized and probably bullied, made fun of, and feels like a total loser. So as a parent, correct. So as a parent, it's like, it's no win. either like give it to them and they're like everybody else or I say no, and then they're, they're ostracized for that. We need the government. I'm generally not again, I'm not, generally not for more regulation and laws and government, but this is something that unless the federal government says no, no social media for kids under 15 or under 16. Chad (39:48.664) Not if it happens the whole country. Lieven (39:59.972) We need the government. I'm generally not for regulation and laws. The government, this is something that unless the federal government says no social media for kids under 15 or under 16 and parents can say, it's the law, because you can't have it, then it's going to continue to be a thing. But I think it is a huge, huge redemption for our kids. We are not seeing the effects yet, but we will, and we will all regret. Joel Cheesman (40:12.938) And parents can say, look, it's the law. You can't have it. Then it's gonna, it's gonna continue to be a thing. But I think it is a huge, hugely detrimental thing for our teens. We are not seeing the effects yet, but we will, and we will all regret that we let our kids at such a young age be on social media. Lieven (40:28.868) I totally agree about social media. Even though I feel 15 years ago social media was fun. It was totally different than it is today. Now it's all fucked up. But when I was young social media was cool and healthy and... Chad (40:33.55) Leave and wrap it up, my friend. Chad (40:46.554) Mm-hmm. Lieven (40:53.196) actually an improvement to my life. Anyways, I've got two kids who are 14 and I discussed it with them. Franz is going to, it's a great idea. Totally, totally make it illegal. And I was surprised. Yeah, we're becoming 15 the 1st of July. Ha, and then their little sister couldn't use it anymore. They were happy. But the problem is it's very hard, I think, to just block it. My kids are smart and they're going to use a VPN. They're going to find a way to get around it. Chad (41:08.927) there you go. Lieven (41:21.474) you'd have to take their smartphones away, which we're not going to do. So I don't think it's easy to make it illegal, but it's not easy to actually make it happen. Or it should be on a total European level and not just France. And then maybe, but still, I don't see it happen. It's a nice try. Chad (41:31.162) force. Joel Cheesman (41:43.64) Kids would be a lot better telling dad jokes, wouldn't they? I mean, that's my feeling. All right, guys, why did the Irish person go outside? Lieven (41:46.532) you Chad (41:46.608) There we go. Joel Cheesman (41:54.338) to sit on his patio. Patty, What's an Irish person's favorite kind of music? Sham, rock and roll. That's right, that's right kids. And the last one, what do you call an Irish spider? Patty Longlegs. Patty Longlegs. Leave and have fun in the Caribbean. Chad, I'll see you soon in England. We out. Lieven (41:58.436) my god. Chad (42:05.273) Ahhhh Chad (42:11.459) No. Chad (42:17.38) You got it. out. Lieven (42:19.22) We out.