On this week's show,
- Messaging apps are HOT HOTT HOTTT and flush with cash
- Facebook is feeling US user ejection
- Costco, Target, Whole Foods, Amazon, & Walmart minimum wage crossfire
- WTF is the human cloud?
- Momazonians... WTF did you can her?
- Zip pushes past Indeed's Canadian cock block
- POWER TO THE PEOPLE
- Money flows Wade & Wendy, Paradox, Instawork, HiBob & Gem (ZenSourcer).
Oh, and the investment cash register continues to ring. Enjoy, and support our sponsors: Sovren, Canvas and JobAdX.
PODCAST TRANSCRIPTION sponsored by:
Disability Solutions provides comprehensive website accessibility testing with personalized recommendations to enhance usability for people with a variety of disabilities or situational limitations.
Announcer: Hide your kids. Lock the doors. You're listening to HR's most dangerous podcast. Chad Sowash and Joel Cheesman 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 & Cheese Podcast.
Joel: Why the hell not? We're back, yo. It's The Chad and Cheese Podcast, aka, the red-headed stepchild of recruitment news. I'm your cohost, Joel Cheesman.
Chad: And I'm Chad Sowash.
Joel: On this week's show, messaging apps stay red hot and flush with cash. More minimum wage crossfire, and what the fuck is the human cloud.
Chad: No clue.
Joel: Learn it, live it, love it. And no shirt, no shoes, no dice. We'll be right back after this word from Sovren.
Sovren: Sovren AI Matching is the most sophisticated matching engine on the market, because it acts just like a human. You decide exactly how our AI matching engine thinks about each individual transaction. It will find, rank and sort the best matches according to your criteria. Not only does it deliver the best matches, it tells you how and why it produced them and offers tips to improve the results. Our engine thinks like you, so you don't have to learn how to think like the engine. To learn more about Sovren AI matching visit sovren.com. That's s-o-v-r-e-n.com.
Ed: This is Ed from Philly. You're listening to the Chat and Cheese Podcast.
Chad: Yes. Ed from Philly.
Joel: Ed, you're dead to me. But I like the sound bite.
Chad: Oh, why is he dead to you? That doesn't make any sense.
Joel: I crossed the fat guy line, with me. Yeah, shout outs.
Chad: Shout outs. Okay. First and foremost, David-
Joel: David who?
Chad: ... long story short. I can't tell, you got to try to keep this a little incognito, because he's actually ... He's a talent acquisition professional, He's a VP of talent acquisition or something like that. Anyway ... And you'll understand why. David was using CareerBuilder at his company and they were looking either switching to Monster or staying with CareerBuilder. And then he heard our interview with Scott Gutz of Monster, the CEO over at Monster [crosstalk 00:02:33]. While he was negotiating with both of the companies, David wanted to know the source of some of the stats at Scott was coming up with, so he asked his Monster rep and the next thing you know, David's getting a call from Scott.
Joel: The CEO called?
Chad: Yeah, the CEO of Monster called. Needless to say-
Joel: Did he go with Monster?
Chad: David went with Monster, yeah. [crosstalk 00:02:59] Not just for that reason, but that tipped the scale and he actually said another sale closed on Chad and Cheese Podcast. Keep up the good work. Thanks David.
Joel: Does he want to remain anonymous, because he doesn't want to be known as a career builder user? Is that ...?
Chad: I'm sure he doesn't want his fucking sales dude bringing him off and saying, "Oh, I heard that this shit happen." Or something like that. Not to mention it's a very prominent organization, so he probably doesn't want to throw that out there either.
Joel: If you haven't heard the Scott Gutz interview, I think it's our best work.
Chad: That's good.
Joel: Go search the archives. However, we've got some good shit coming up to be published yet. That's also pretty good stuff too. We're in our sweet spot, man.
It's good stuff. Good stuff.
Chad: It is.
Joel: But we do have haters-
Chad: Dude, what?
Joel: ... which gets me to my ... Yeah, believe it or not. My first shout out goes to millennial Daniel Kraciun. Daniel is the chief marketing guy at find.jobs,-
Chad: At where?
Joel: ... the Juggernaut of a vertical job search engine. Anyway.
Joel: Daniel doesn't like our cursing. He thinks were bullies. Now, I don't really care what he thinks about us or the show, but he seemed to somewhat give the impression that, people sponsor the show, our company sponsor the show, because they're afraid of getting like harassed or bullied by us, which is total bullshit.
Chad: Fuck you.
Joel: Our sponsors love us. We don't threaten people like, "Pay us or we're going to talk shit about you." That I have issue with. Daniel, you're way off base and you better bring facts when you say shit like that.
Chad: Not only that. It's a free country. You don't have to fucking listen to anything you don't want to listen to asshole. That makes it very simple. Now, the reason why people do listen, is because we're, and this is what our listeners tell us, we're genuine, we're authentic, and we have opinions based in combined 40 years of experience in this fucking industry. So if you don't like it, dude, that's cool. Just don't listen. Go the fuck away. [crosstalk 00:05:10]
Joel: Or just buy and beers and do intros for the show.
Ed: This is Ed from Philly, you're listening to the Chad and Cheese Podcasts.
Chad: Ed's a millennial, not to mention Kyle from hierology who always buys us beers at the show.
Joel: Thanks Keith. We appreciate that.
Chad: Jonathan Zoob, who was-
Joel: Great name.
Chad: ... at the TAtech AI summit. He said, Chad particularly, he was impressed with my ability to throw him a beer and not have it explode upon opening. Jonathan, I want you to know, it's taken years to actually perfect my technique. So yes, thank you sir.
Joel: Our fans are like Odell Beckham Jr. There in the stands, the newest Cleveland Brown. I had to work that in. I'm going to give a shout out to Willie Nelson for two things. He's got the coolest name ever. Works at Talroo, I'm not sure what he does there, but he had a comment. They were talking about, I guess, x new swag or new clothing that they could do. And I requested Daisy Dukes, probably Daisy Dukes and he refuted that really quickly and said, "No, Daisy Dukes on Cheesman." So-
Joel: ... You'll not see me rocking Daisy Dukes with Talroo logo, anytime soon. But I'm going to go listen to Willie Nelson's greatest hits after this.
Chad: Yes, no, Daisy Dukes on Cheesman. Period. Big shout out to Chris over at iCIMS. Quote from Chris, "I've assigned your podcast, the Chad and Cheese Podcasts, to all my new hires as mandatory listening. If they are coming from outside the industry. They love it.
Joel: I am straight. I know we have a moratorium on shoutouts that don't involve people or events.
Joel: But I'm going to do a shout out to Tesla who launched their dog mode, which is basically leave your dog in the car and it will remain cool for the dog to stay alive and not die. I think that's just a pretty cool thing to do. One of those tech things, that make people go, "Yeah, I'm going to buy that." Because they have these little cool tech gadgets. Shout out to Tesla for giving our furry four legged friends, a little TLC.
Chad: Dog lovers unite. Shout-out ... Okay. This is to all of our employer brand faithful listeners. We love you guys, but we're shaking from shit up. We are shaking from shit up, got Douglas Atkin and Chris Neil and some other gathering podcasts, and we're trying to change the conversation and make sure that nobody gets comfortable in this space. We're thinking of being more innovative. Some of the opinions that are going to be coming out, might be different than what you're used to.
Joel: I think we need to have just sort of a smack down, throw down, punch up, with the employment brand folks, which, by the way, brings me into our TAtech employment Marketing, our recruitment marketing conference in Chicago. We're going to have some top notch brand folks on the stage and maybe we can hash out this whole employment brand, is it a thing or not topic, which you and I cover quite extensively.
Chad: It is a thing. There's a whole God damn industry and titles and shit. It's about more of a holistic conversation, I believe. And I think that is something that we could have on stage and we'll have some fun with. But as you're talking about events, are ... The next event that we're going to be at his SHRM Talent, a couple of engagements on the smart stage. It's funny they put us on the smart stage. Thanks to our-
Joel: [crosstalk 00:08:50] wouldn't come if it was the dumb ass meat head stage.
Chad: No, I think they would.
Joel: I know they probably would.
Chad: Thanks to our buddies, Jobcase for hooking us up on that one. Staffing Tec. We're going to be right across the city at Staffing Tec in Nashville as well. And while we are there, guess what kids we have the traveling with shaker backpacks. Which are going to be, they're going to be full of Chad and cheese first edition T-shirts provided by Emissary.ai. Can I hear it? Come on.
Joel: First edition.
Chad: They are putting women at a distance.
Joel: Like we're led Zeppelin albums one, three or four.
Chad: There's only going to be a hundred of these bad boys going out and then we'll do the next edition and what have you. But emissary.ai, they stepped up and they said, "We want to do something with you guys." And I wanted to do T-shirts and you said it couldn't be done and boom, it's done.
Joel: No, I just didn't want any part of it. So the shirts are all Chad ... Yeah, we've got more shirts, more ideas, the dude clearly has a closet that's empty because he wants more T-shirts.
Chad: I want our listeners to have our T-shirts.
Joel: They are nice shirts, I'll give you that. I'll throw in that I'll be at ERE in San Diego-
Joel: ... in April next month, doing a thing on Google for jobs, SEO, if you will. So if you're out there for that, stop by and say hi. Come by and heckle me where you're ... Maybe I'll bring some Chad and Cheese tee shirts to ERE. Maybe that's appropriate.
Chad: I don't know. We'll talk about that one. Pods that are coming up, we've got Steven-
Joel: It's off brand Cheesman.
Chad: ... Steven Rothberg. He is going to be talking about some Google news that's going to drop on March 19th.
Joel: Mark your calendar.
Chad: March 19th. Google news. He's allowed to talk about this stuff. Dan Finnigan, probably going to drop next week, the CEO of Jobvite. Awesome stuff. Couple of gathering pods still out there. We just dropped another one today with Chris Kneeland, which is awesome. And we still have a secret Talroo lot of-
Joel: Super secret.
Chad: ... podcasts that are going to be dropping here. Who knows when? You're going to have to keep your eyes and ears open. Let's do this. Such an asshole.
Joel: All right, let's get into it. Facebook messaging remains hot, dude. Not only in our industry, but others. You're a big fan of Teams from Microsoft. That has come out of nowhere. Like Slack and Facebook and I ... You're really under Teams. What's up with that?
Chad: I just think it's incredibly smart for organizations like Microsoft and, as we see with Google and higher ... I mean they've, they have the Suite and then they start adding these different elements to Suite. In this case, Microsoft Teams now has more than 420,000 corporate customers and they've doubled adoption in six months. Slack has 8 million paid users and now Workplace, by Facebook has 2 million paid user. There's a lot of hotness that's happening here, but I'm hot ... I like Microsoft Teams just from the standpoint of it's part of your daily routine. Your Microsoft Suite, what you use ... Again, it's a lifestyle Suite of products that Microsoft has, where Slack isn't. It's out there by itself waiting for Google to acquire it.
Joel: Does Teams integrate with LinkedIn or do you think it will at some point?
Chad: That's a great question, because ... I don't know, I think it'd be really cool for recruiters to be able to utilize Teams within LinkedIn, possibly. Maybe they can do that now. If you're a recruiter out there and you're currently doing that with Microsoft Teams and Linkedin, let us know. But I think that would be incredibly cool for Talent Acquisition to be able to do those types of things within the Microsoft Suite, which LinkedIn is on the fringes integrated with.
Joel: InMail is so important to LinkedIn's DNA and revenue. I hear very little positive about InMail. In terms of replies and an engagement. It seems that a messaging integration at some point have to happen with LinkedIn, if it's going to keep up with everyone else that's integrating messaging tools and text messaging.
Chad: From my standpoint, you have to ask yourself why are these platforms growing? It goes back to email and old style messaging. I think number one, it's immediacy. You have all of these individuals connected into an instant messenger type of environment, where you're sharing documents and you're collaborating and so on and so forth. So, immediacy. Number two, the virtualness of work nowadays. And then number three, because we're fucking humans, immediacy. We have to have it now.
Joel: Did you just make up a word, virtualness?
Chad: Yeah, we do that around here.
Joel: Messaging is nuts. If you go to the App Store and look at the top 10 most popular apps, half of them are still messaging. It's still WeChat, it's still Facebook Messenger. Snapchat-
Joel: ... is still technically in my mind, messaging app. I mean messaging on Instagram. It's just such a huge part of what we do. Clearly the money trail that we see, all signs point to this is going to remain in the future, for the foreseeable future. And AI, I think wrapped into that and we're hearing ... In our interview at TAtech, and if you haven't heard the two part series on that, you should. We talk about this chatbot, it's had a dirty word. And I think all these platforms are moving beyond where chatbot to where we're, an entire platform for communication, et Cetera. And AI is obviously thrown out. But I saw a report this past week that they're saying that 15 trillion in revenue will be produced by 2030. So you're saying, all these solutions that ... It's just the tip of the iceberg.
Joel: This is like 1999 on the Internet, when you're looking at AI and all this stuff that's going on. But anyway, there's some some news out of the messaging app world from recruitment. It's obviously hot in general. Um, but Paradox, our friends over at Olivia, formerly jobbing, formerly recruiting, raise 13.34 million, this past week. Which is an odd number, to raise [crosstalk 00:15:26] 13.34. But anyway, in addition to that, there are also opening offices in Chicago and Dallas in addition to the office there in Phoenix. As well as a Wade and Wendy, for those of you who listen to the Shred, and if you're subscribed, you do get the Shred, raise 7.6 million. This is an in addition, of course, to Canvas and TextRecruit being acquired, the past year or two.
Chad: Definitely, you take a look at messaging in our space. It's different from the overarching Teams and slack and so on and so forth, but it's the same from the standpoint of immediacy for candidates, and you've got all these ... Again, talk about Canvas and Jobvite, being acquired by Jobvite, TextRecruit being acquired by iCIMS and then you have some other big players out there, Maya, Olivia, Wade & Wendy, Emissary and our buddies over there at Talkpush, they're more on the global scale, which is really cool. But dude, it's amazing, the amount of money that's being focused into the messaging space. From my standpoint, and I've said this before, I am really excited about the matching auto sourcing side of the house, but you're just not seeing the love as much as you are with messaging.
Joel: Yeah. What I'm hearing around messaging is, you're going to start seeing 100 million plus acquisition price tags on some of these folks. That's a prediction, but it's by someone that I respect. So don't be shocked to see those kinds of numbers coming down the pike. And it makes sense. Look, we know that 95% open rates are real. We know that. We know that 90% respond within 15 minutes of receipt. We know that conquering ghosting is a thing with messaging. That's real dollars and cents that companies are benefiting from by using these services. Now my question is, every job board has an ATS now. When is every job site going to have like a messaging component as part of its offering. Because I think that's coming as well.
Chad: Yeah. You have to take a look at some of those. I think Indeed would be the first one that would want to look at something like that to make it easier to have those communications. So if you're out there Indeed, yeah, it's probably a good idea, if you haven't yet. I don't know, why don't you give us a call? We'll talk about it.
Joel: Or give us a call anyway.
Chad: The monster ecosystems of 10 years ago or 15 years ago were much different than they are today. I don't see them as big of players, so I don't know. I think integrations is really where it's at. They're not going to look at acquiring CareerBuilder or Monster not acquiring these types of platforms, but going through integrations to make it easier within the applicant tracking system. I don't see any of that happening. It's all around partnership right now. Because they don't have the cash to do it.
Joel: To me it seems like a no brainer. Instead of CareerBuilder creating augmented reality where you point your camera, your phone at the street, and you see jobs. Why don't they integrate a messaging app? Where you could look at candidates on CareerBuilder, and if they download the app, online, you get a green light, and then you can message them directly through the CareerBuilder app. To me that seems like a much better use of your tech talent than doing some augmented reality bullshit.
Chad: I think the platforms that we're doing really well on are the working not working platform. We talked to Justin Gignac, who is the founder of Working Not Working. It's a freelancer type of platform, but it is incredibly niche and it's only for the design and creative types, for agencies to be able to reach out to them very quickly. I think that is perfect. The perfect opportunity to be able to do those types of integrations. I just don't know that the general job boards per say right now, they have so much technical debt and to be able to, to start to integrate something like this, I just don't see it happening. Again, they're focusing on virtual reality or augmented reality and putting videos on job postings.
Joel: But you agree it would be smart, maybe, to do that. If I have the Monster app and I'm getting messages from recruiters and I'm messaging them through the Monster app, that seems smart to me.
Chad: It's hard. It's really hard for me to see that.
Joel: Are you surprised and impressed that Facebook at work has 2 million paid user or paying users.
Chad: I'm very surprised. Again, to see Microsoft turned flipped the switch. To see Facebook flipped the switch. This to me definitely demonstrates that the Canvas and TextRecruit, what we're seeing right now, especially in our industry, it is just starting to heat up. Because the applicant tracking systems or the CRMs or the RMPs or the ecosystems that don't have these types of platforms. They need to have them now.
Joel: 15 trillion by 2030. Get on the AI bus. All is not rosy for Facebook, however, my friend.
Chad: No, it's not.
Joel: follically challenged friend.
Chad: They're sleeping.
Joel: News out of this week, they're losing members at a pretty rapid pace. They have 15 million fewer over 2017. You had a great chart, which we can't show on a podcast, but it shows ... I think it shows from 2015ish maybe, the decline and growth of Facebook. The good news for them is Instagram continues to grow at a pretty healthy pace. Snapchat is growing fairly slowly, I think over that period and Twitter is like just dead. I mean it's just not moving at all. But if you are Facebook, what do you do? You had a friend that quit because there's no joy in Facebook. Which I tend to agree. I go to Facebook because I get alerts saying I was tagged in a photo or family, keeping up with family, but I'm usually tagged in photos or mentioned, photos of kids. But the new story sharing and stuff, it's getting tired, I guess
Chad: We are seeing a rise in the 55 plus side. Where you're seeing a trend, downward trend for the individuals who are ...
Joel: The 16 to 24.
Chad: Yeah, that's amazing.
Joel: Is where the most loss happens. I'll tease a little bit. We'll talk to a CEO Jobvite, Dan Finnigan, this week, which we'll publish a fairly soon, I assume. He has a son who's ... I don't know, a rookie, a first timer engineer, he is not on Facebook, doesn't email and doesn't really talk on the phone much, which goes back to messaging. But if social media starts to slip as a way to connect as a recruiting tool, I don't know what it is other than maybe an advertising platform as well as maybe sourcing. The days of like, "Hey, let's put our jobs on Facebook or let's put a share button on all of our jobs," seems to be over.
Chad: From a social standpoint, I mean you're seeing the growth and the different ... The other platforms where you're ... Again, the downward trend of Facebook. There's always going to be a way to find somebody. They're not going to get closed off. We're more connected than we ever have been. It's just us up to us to be able to understand, from a demographic standpoint, especially, how we can connect with those individuals, engage them in a very relevant way. It's been our issue for decades now, is we know how to get in touch with people. We just send shit messages, they're not relevant. We want to be able to send relevant messages because we understand that those individuals are now being impacted by our brand, either in a positive or a negative way, and we're just now starting to figure that shit out, which is fucking mind numbing.
Joel: Speaking of messaging. Why don't we get a word from Canvas and we'll talk about minimum wage in the human cloud.
Canvas: Canvas is the world's first intelligent text-based interviewing platform empowering recruiters to engage screen and coordinate logistics via text, and so much more. We keep the human, that's you, at the center while Canvas spot is at your side adding automation to your workflow. Canvas leverages the latest in machine learning technology and has powerful integrations that help you make the most of every minute of your day. Easily amplify your employment brand with your newest culture video or add some personality to the mix by firing off a Bitmoji. We make compliance easy and are the laser focused on recruiters success request a demo at gocanvas.io and in 20 minutes we'll show you how to text at the speed of talent. That's go canvas.io. Get ready to text at the speed of talent.
Joel: Doing Aman next week?
Chad: Yeah. I would see Aman and ask him if they're going to keep that URL.
Joel: When will you become canvas.jobvite.com? Aman is a great interview, great Guy. First time we talked to him since the acquisition. So we're hoping to get some good content for our listeners in the coming in the coming week.
Chad: We only get good content from Aman.
Joel: That's true. And from us, by the way, we've never had a shitty show.
Chad: You such an asshole. Ask Steven Rothberg who said he's listened to every single fucking show. That's crazy.
Joel: He has, he has, which is why we're buying him some therapy. Sponsored by ... No, I'm kidding. Minimum wage. Our favorite topic.
Chad: It's a thing.
Joel: Yeah, it's stupid. That sounds stupid.
Chad: Sounds stupid.
Joel: Wherever there's a regulation, private business, we'll find a way, or try to find a way, around it. We have news from last week that whole foods, and I believe Amazon as well, who owns whole foods. I like whole foods. Nothing, nothing there. They're $15 an hour, but they're messing around with scheduling so that employees are bitching that they're actually making less because of the scheduling engineering that the company's doing to pay people less. To me this is a unfortunate byproduct of the world. Government says this, can we get around it? We see it in tax code, we see it pretty much everywhere. Minimum wage is no different.
Chad: We'll see this from certain organizations. Amazon, Jeff Bezos is a cheap bastard. He always has been, and he's definitely going to do this from an optic standpoint, but we're seeing that there are many cities and other companies that have been doing this, that haven't been chopping back on hours. That's the thing is, if it is regulated to $15, it's not yet, but Walmart, Costco, Amazon, Target, and there's a long list of companies who right now feel like they need to do it, because of the market pressure for winning candidates. They're doing it, right?
Joel: Which is how it should work.
Chad: Yeah. To an extent.
Joel: It should be driven by the market
Chad: To an extent. In some cases, there's a wage where somebody does a full day's work and they should be able to feed their family off of it. Doing that on $7 in sum ... What?
Joel: Then, ditch the job at Arby's and go work at Walmart.
Chad: Some of these people aren't as socioeconomically advanced as other people.
Joel: I guarantee if there's an Arby's on the corner, there's a Walmart on the other corner.
Chad: I agree. But again, they're not all paying $15 an hour.
Joel: So go work where they are paying 15 and then that'll force Arby's to pay 15 because they will lose people to Walmart.
Chad: You make it sound so easy. In some cases, these people, [crosstalk 00:27:55] is not that easy.
Joel: Government intervention isn't easy either.
Chad: It's not that easy. Regulation-
Joel: Either is government intervention.
Chad: Yeah. And some cases ... What's the government here for in the first place? Other than ... That should be to take care of the people. If capitalism is not taking care of the people and people aren't actually getting a... Wait a minute ... a working wage that can actually help their family put food on the table, then that's not a bad thing. Not to mention, I think we forget that the money that's being paid to these individuals don't go into, unfortunately, into 401k or stock options or shit like that or buying back stock. It actually goes back into the economy. If you give somebody $2 raise, $3 raise, whatever it is, that's not going to just stay in their bank account. That's going to be out there paying for stuff, which means it actually drives the economy more.
Joel: Like competition.
Chad: Yeah. Like trickle down economics.
Joel: Which is why Costco and Walmart pay $15 an hour. Another byproduct of this, negatively, is you get Jeff Bezos who says like, "Screw people. I want people to walk into whole foods with a smartphone, pick up what they need and walk out and have as minimal human interaction as possible," which is what we're seeing with his grocery shops.
Chad: And you think that that has anything to do with what he's paying the human beings right now? Because he's going to do it, no matter what he's paying them, because it's going to be more efficient than…
Joel: He doesn't want to pay them. He doesn't want to pay.
Chad: It doesn't matter what pay is. $15, $13. He's still going to do that because it's more efficient and he gets to put more money toward the bottom line because he doesn't have to pay human beings. The $15 wage isn't really ... It's an excuse, more than it is anything else because he's going to do it.
Joel: It's a temporary inconvenience for him.
Chad: Yeah, that's it. Because he's still doing it. He's already talked about putting fucking drones up to do delivery and shit like that.
Joel: Which we're way long away from happening.
Joel: But there are robots in warehouses stocking shit and moving shit. That's for real real.
Chad: In our Kroger, our local Kroger, they had four lanes of the check yourself out types of service. They doubled that shit. So yeah, we're starting to roll into that no matter what. None of this is going to be blamed on a $15 an hour wage. This shit was gonna happen anyway because, go figure, there's more to the bottom line. The human friction in the system is a bitch, because people get sick, people have other things to take care of, like sick kids and whatnot. Companies are like, "Fuck that. We're going to put in automation."
Joel: Yeah. So it doesn't matter what the wage is, nobody would have a job anyway.
Chad: The big question is, when nobody has a job, who's going to pay for the shit?
Joel: Go to the cloud, people.
Chad: Go to the cloud. What the fuck is a human cloud?
Joel: I've heard it twice in the last month. So it's gotta be something. It's basically ... They are platforms like, you mentioned, Working Not Working.
Chad: Yeah. Working Not Working. The only reason I even started reading this article is because I had no fucking clue what the human cloud was and it said Staffing disruption, and the source of this is the Staffing industry analysts. The human cloud includes online staffing firms such as Upwork, Freelancer, crowd sourcers like 99designs, Uber, Working Not Working, Communo, all these different types of platforms, and Staffing feels like there's going to be a huge impact on them.
Joel: Because finding people will be easy because there'll be marketplaces of people in the cloud. They will fill roles, basically.
Chad: Not only that, they're saying that adoption or the interest to adopt has jumped dramatically. It's 53% in 2018, where it was just 21% in 2017. In 2017, around 20ish percent of people were like, "Yeah, no, I'm interested in that. I'd really like to see what we can do with that." Now over half. That's growing quickly and it's likely that traditional staffing and the pure human cloud will combine. They're going to have to. Staffing is going to have to, RPO is going to have to actually start looking at these platforms and either start developing it themselves or acquiring.
Joel: Is LinkedIn a human cloud?
Chad: No, because it's not on demand like an Uber or Working Not Working or something like that. If I go to Communo, I think that that's more marketing specific, and they work with agencies anyway.
Joel: Like Plated for restaurant.
Chad: Yeah. It's on demand. And LinkedIn is not really on demand.
Chad: So that's that ... It'd be interesting to see what Staffing does. Because once again, trying to separate Staffing from Talent Acquisition, Staffing and RPO, it's their business.
Joel: Let's see what JobAdX is up to and we'll talk about remote uproars and Mamazonians.
Joel: I know, right? Stay tuned.
JobAdX: This is the sound of job search. This is the sound of job search defeat. Ah. Job search can be frustrating. Job seekers run into the same irrelevant ads, page after page before they find a match. When job seekers aren't engaged, conversions are low, budgets are wasted, jobs go unfilled. No one wins. The job search doesn't have to be defeating. JobAdX is smart search exchange. References 400 data points to select the most targeted jobs and delivers with job seekers really want premium ad units across our network. Score. That's the sound of JobAdX's relevant results, attracting a qualified candidate and filling your job faster. Find out how to improve your job advertising campaigns and increased candidate attraction and engagement by emailing us at, email@example.com. JobAdX, together we can save job search.
Joel: Are you sure that's not you going, ah?
Chad: No, it's not me, unfortunately. I pitched to Tim Hauck when we were in Arizona, at the TAtech AI, that I would actually do some insertions of, instead of score and be like, "Fuck yah." And ... Such an asshole ... And that's what I got. That's off brand. I think I'm-
Joel: [crosstalk 00:34:55] America. Fuck yeah. Dude, employees are unhappy.
Chad: What about this time.
Joel: Word out of Bank of New York Mellon, they put the smack down on remote work and the pitch forks came out, apparently. You can't give freedom and then take it away. If human kind history has taught us anything, once you make someone free and give them freedom, they don't give it back very easily. That's the story. I got nothing else. Mamazonians are another part of the angry mob of a workers. Mamazonians, which is the nickname Amazonian employees that are female and have children are getting, I don't think that's an internal nickname.
Chad: I don't know if the writer came up with Mamazonians or this just something that ...
Joel: It's not a very flattering name. But Mamazonians are basically clamoring for childcare, as an Amazon employee, and we're seeing this throughout the workforce. People want more benefits, they want more stuff, they want freedom. And if you don't give it to them, they're going to go somewhere else.
Chad: As we were talking about with wages, this is also flexibility. And flexibility rates higher than, in some cases, than wage, when it comes to mid level types of positions. To be able to, BNY Mellon to take away and say, "No, you can't work from home anymore," that's a big fuck you and many of those individuals will leave for other jobs. In this case moms are asking for some, they feel, basic benefits that they see other companies actually providing. And again, we're talking about Jeff Bezos who's ... he's very stingy on just about everything. That's one of the reasons why he's the richest man in the world, I guess. But if in this market he doesn't start to, or they don't start to, those types of companies, don't start to meet the needs of their employees, what do you think is going to happen?
Joel: People are expecting more in companies because of low unemployment and the war for talent. They're willing to do it and I think it's going to be really hard once the next recession hits to make people wear ties again and make people come in the office again.
Chad: I don't think so. I think, here's a word of caution. These stories are really just giving the people insights to what their employers really want to do. If and when the market does flip, and it will flip, they're going to do what they want. The days of you work in virtual and ... BNY Mellon says, "Hey, you're coming back in the office," you feel like you have no choice. If you see a company, in this kind of market, demonstrating those types of behaviors, when it flips, they're going to. Because they're going to have the quote, unquote control at that point. So I'd start looking for a new gig at this point. Fuck it.
Joel: We're seeing companies trying to get in this trend and try to get into, "Hey, our product can help with the way people are now." I don't know if you're familiar ... Neither one of us is a smoker.
Joel: There's this product called JUUL. It's super hot with kids. Yeah. I want to say children but ... with kids and young people and it's, I guess it's ... Is it vaping? I don't know. Is it the same as vaping or?
Chad: I don't think so. I think it's just compartmentalize vape.
Joel: It's a quote unquote healthier nicotine, whatever. So anyway, JUUL to ... I guess to their credit, they want to sell more JUULs. So they're going to companies and saying, "Hey, add us as a health benefit." In light of helping people quit smoking. So I guess JUUL can be used as a bridge between hardcore smoker and stopping smoking. Now, JUUL is going to companies and, pitching it as a health benefit, which I find quite ironic.
Chad: I don't think it's nicotine free. Maybe they have some of them that are nicotine free, but I think that still has the nicotine. I just doesn't have the tar and all the other happy horseshit, but it has nicotine, which is the addictive piece and that's never good. Fuck you, JUUL.
Joel: I feel like the patch folks are missing out. I feel like the nicotine patch people should be pitching companies and I should be able to go to the break room and put a little nicotine patch on my arm and get a fix before that sales call at noon.
Chad: I don't know that you have to go anywhere to do that.
Joel: But companies should give it out for free as a benefit is what I'm saying.
Chad: Yeah, now I agree. Just as long as they don't put like a belt of them all.
Joel: And they should put them right next to the condoms and the red bull.
Chad: And the nutty buddies. Yeah. The nutter butters.
Joel: What do you got against nutter butters, man.
Chad: Nothing. I'm just saying free food. [crosstalk 00:39:52] They have free food in there too.
Joel: Just don't put in the chickens because chickens are killing people.
Chad: Yeah, all right.
Joel: Moving on. A little bit of news here before we put the show out of its misery. ZipRecruiter announced that there would be going to Canada, or have launched in Canada and ... Listeners will remember that Indeed acquired workology last year-
Joel: ... and we had heard on the download that Indeed bought workology-
Joel: Sorry, sorry. Dude, it's late. That they did it as what you call a cock block to keep ZipRecruiter out of Canada. ZipRecruiter said, "Fuck you, we're coming anyway." And launched in the Great White North last week.
Chad: I think it's interesting because our intel, our sources tell us that Zip had, pretty much a deal on the table with Workopolis, which would have kept all the employees in tact, and then they would have just switched over to the Zip brand. In this case, right now what we're seeing is Indeed is really, it's almost like smothering Workopolis. I believe, and the thought is, from people who used to work there, is that they're just trying to drain it and they're just going to kill the brand overall and just switch it over to indeed Canada. They cock blocked Zip for a little while, but Zip still found their way in.
Joel: Another show tease, we've got Ian, CEO of ZipRecruiter, on the show in about a week or two. Some ...
Chad: Knock on wood.
Joel: All right. Who got money last week and, or this week?
Chad: Paradox got 13 million. We talked about Wade and Wendy-
Joel: 13.34 million, I believe is the-
Chad: What's that?
Joel: 13.34 million I believe is the number.
Chad: What the f ... Okay. Wade and Wendy got 7.6 million. A couple of chatbotish types of platforms. Instawork, which is a gig work platform for hospitality, they received 8.2 million. Hibob. That's H-I-B-O-B. Not heybob.
Joel: It looks like heybob, like it's a very ... It's a very interesting brand.
Chad: They received 20 million. And it's an employee management type of a system, I guess, which has great UX, because none of the other ones have great UX.
Joel: Which brings their total to 45 million.
Chad: 45 million.
Joel: It's nothing to sneeze at.
Chad: You brought this company Gem. I'm like, "What the fuck is Gem? It's
ZenSourcer. We've heard of ZenSourcer, didn't know that they acquired Gem.com, which is huge.
Joel: And that's ... It's G-E-M.
Chad: Yeah. Gem or…
Joel: It's more as I reminded you the cartoon from the 80s, Whereas, the female, the rock band tore it up as opposed to J-I-M, which is a bad piece of beef jerky.
Chad: I watched the He-man, the masters of the universe, while you were watching Gem, while you're watching Gem. ZenSourcer, I think, yeah, Rebranded to Gem and I think that domain is pretty fucking hot. It's easy, it's three letters and it's a Dotcom. I wonder how much money they paid for that.
Joel: These guys, hands down with the best URL, domain name Combo.
Chad: That was pretty awesome.
Joel: We gave Canvas a hard time because their URL is go canvas.io. Gem.com is fantastic. To get a three character domain today, a dot com, that's a common word, is really awesome. They probably spent most of that 9 million on the domain and then whatever's leftover they'll grow the business. But a congrats to all those companies raising money and making shit happen.
Chad: And we out.
Joel: We thankfully are out.
Ed: This is Ed from Philly. You're listening to the Chad and Cheese podcasts.
Tristen: Hi, I'm Tristen. Thanks for listening to my Stepdad, the Chad and his goofy friend, Cheese. You've been listening to the Chad and Cheese Podcast. Make sure you subscribe on iTunes, Google play, or wherever you get your podcasts so you don't miss out on all the knowledge dropping that's happened up in here. They made me say that. The most important part is to check out our sponsors because I need new tracks bikes, you know, that expensive shiny gold pair that are extra because ... Well, I'm extra. For more visit chadcheese.com
Feffer: Such an asshole.