This week, Chad & Cheese discuss various topics including the EEOC targeting Workday, non-competes taking a hit, and the acquisition of Pivot CX by Daxtra. They also talk about their upcoming events in Scotland and Vegas, jumping off the Stratosphere, as well as the ban on TikTok. The conversation covers a range of themes including technology, acquisitions, events, and current news. They discuss recent developments at ZipRecruiter, LinkedIn, and Workday. They also touch on the banning of non-compete agreements, the raising of the salary threshold for overtime eligibility, and the unionization of Volkswagen workers in Chattanooga. The conversation concludes with a discussion on a TikTok influencer partnering with Shake Shack and Chipotle's success with their new chicken offering ... take that, Chik-fil-A.
[00:00:00] Are you struggling to hire diverse tech talent?
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[00:00:59] Go Wash and Joel Cheeseman are here to punch the recruiting industry right where it hurts.
[00:01:04] Complete with breaking news, brash opinion and loads of snark.
[00:01:08] Buckle up boys and girls, it's time for The Chad and Cheese Podcast!
[00:01:16] Awww...
[00:01:21] Yeah, just two guys who love to stop, collaborate and listen.
[00:01:26] Hi kids, you are listening to The Chad and Cheese Podcast.
[00:01:28] I'm your co-host Joel Van Winkle-Cheeseman.
[00:01:31] This is Chad.
[00:01:32] Who farted?
[00:01:33] So Wash.
[00:01:34] And on this episode, the EEOC Target's Workday.
[00:01:38] Non-competes take a hit.
[00:01:40] And who's ready for chicken sundaes?
[00:01:42] Yes!
[00:01:43] Let's do this.
[00:01:48] Okay listener, how can you help your employees become more productive?
[00:01:53] I have answers.
[00:01:54] How about automating manual and repetitive tasks, giving meaning to data, then allowing that data to actually drive decisions?
[00:02:03] And how about matching people to your jobs quicker?
[00:02:07] Well wait, The Chad and Cheese has a new LLM?
[00:02:11] No, Cheeseman.
[00:02:12] I'm talking about Tex Colonel.
[00:02:14] Ah, okay.
[00:02:15] That makes more sense.
[00:02:17] What I'm hearing is the groundbreaking concept of, wait for it, simplicity.
[00:02:24] Seriously though, seriously.
[00:02:26] Tex Colonel cuts through the complexities like a tortilla chip through some hot nacho cheese.
[00:02:32] Oh my God, really?
[00:02:33] Nacho references already.
[00:02:35] Anyways, Tex Colonel brings efficiency and productivity to your operations.
[00:02:40] Tex Colonel seamlessly unifies your tools and data to drive efficiencies and success.
[00:02:47] Tex Colonel is creating new opportunities for your recruitment journey,
[00:02:52] kind of like adding guac to my barbacoa burrito.
[00:02:56] Oh my God, how about extracting meaningful insights from data?
[00:03:00] I mean that's something.
[00:03:01] Swiftly matching people with jobs, automating repetitive tasks.
[00:03:06] Who knew such advanced concepts were even possible in the land of human resources?
[00:03:14] We did, Chad.
[00:03:15] We did.
[00:03:16] Dude, wrap it up.
[00:03:17] I'm a little hungry.
[00:03:19] Imagine that.
[00:03:20] Okay, listener, get ready to use today's tech to drive efficiencies and productivity.
[00:03:25] Visit TexColonel.com.
[00:03:27] That's T-E-X-T-K-E-R-N-E-L.com.
[00:03:35] Nachos.
[00:03:39] So it's funny though, dude.
[00:03:41] Guys, falling asleep in farting.
[00:03:44] In court.
[00:03:46] Oh Trump, okay.
[00:03:48] I was like, that's great.
[00:03:50] I mean what do you expect from an old man to do, right?
[00:03:53] Dude's almost 80.
[00:03:54] Of course, wherever he sits, he's going to fall asleep and he's going to fart.
[00:03:57] It's just, it is what it is, right?
[00:04:00] I'm wondering because he has that front butt, you know, like the butt in the front.
[00:04:04] I wonder where the farts come out or there's like dual, dual exit.
[00:04:08] Yeah, dual exit.
[00:04:09] He's kind of a broad-legged out.
[00:04:11] He's so mad about the artist rendition of him, which is funny.
[00:04:15] Like get off my lawn and stop drawing me that way.
[00:04:20] Would you draw me?
[00:04:22] EuroChat is clearly ready for takeoff.
[00:04:25] I appreciate it.
[00:04:26] Like you're in such a good mood.
[00:04:28] I love it.
[00:04:29] Big plans this week.
[00:04:30] Yeah, that helped as well.
[00:04:33] Yeah, and we're prepping.
[00:04:35] We're going to be in Santa Fe next week.
[00:04:37] Taking a little vacay-ish action with some friends in Santa Fe before going to Unleash,
[00:04:44] which we'll talk about later.
[00:04:45] But yeah, no, I am in total EuroChat mode because after Unleash,
[00:04:49] we're hopping on the jet plane and going to Europe.
[00:04:54] All right, all right, all right.
[00:04:57] Well, say a prayer for me.
[00:04:59] I'm doing a mini marathon this weekend.
[00:05:02] Oh, yes.
[00:05:03] Yes, I know.
[00:05:04] I hope they had the paddles ready.
[00:05:08] Yeah, it was a tradition.
[00:05:11] So my dad was a marathoner, track coach.
[00:05:14] And so he would do these marathons as he got older.
[00:05:18] He downgraded to mini marathons.
[00:05:20] And my sister and I said, let's do it with him.
[00:05:23] Let's start a family thing.
[00:05:25] And we kind of hope that our kids would slowly like start joining us.
[00:05:29] And my sister has four girls.
[00:05:32] Two of them have done it once and no more.
[00:05:35] Obviously, Cole isn't doing it.
[00:05:38] Cole's not running unless someone's chasing him.
[00:05:40] Stella maybe, maybe at some point.
[00:05:42] But so far this tradition may die with my sister and I.
[00:05:47] But I'll be in Louisville this weekend doing 13.1, mostly walking miles.
[00:05:53] Thank God there's a lot of bourbon in Louisville to help comfort my pain.
[00:05:58] Amen.
[00:05:59] And some ibuprofen.
[00:06:00] Oh, shit.
[00:06:03] All right, let's get to it.
[00:06:05] All right, Chad.
[00:06:07] Yes, this one.
[00:06:08] This one pains me, but I got a shout out for the VR haters out there.
[00:06:13] All the vi haters that are out there.
[00:06:16] So Apple came out with the Vision Pro one.
[00:06:20] They have since apparently cut production from 800,000 to 400 to 450,000 units.
[00:06:27] Sony has halted production of their VR, something with the PlayStation gaming stuff.
[00:06:32] And even Meta says they're having a hard time keeping users engaged once they actually buy the damn thing.
[00:06:40] So unless Vision Pro turns around on their opinion that porn should not be on the Vision Pro.
[00:06:46] I think it's a big shout out for the folks who hate VR, which I know you are one of them.
[00:06:53] But so far, the verdict on VR and headsets.
[00:06:56] You are so dumb.
[00:06:57] You are really dumb.
[00:06:59] The reason being is because you're not with anybody, but you know when you're with somebody
[00:07:04] and you're really experiencing VR, you did it this weekend.
[00:07:07] You went to fish at the sphere.
[00:07:09] The sphere is how you do virtual reality.
[00:07:12] Tell me I'm wrong.
[00:07:13] Tell me I'm wrong.
[00:07:14] The sphere is another animal.
[00:07:16] Now, how many of the people at a fish concert are really there with you?
[00:07:21] A lot of them were on another planet.
[00:07:23] I'm pretty sure.
[00:07:24] Physically, yes.
[00:07:25] There was some hot messes at the sphere concert.
[00:07:29] But yeah, it was great.
[00:07:30] Look, I'm not a big fish fan.
[00:07:33] Their live stuff is way better.
[00:07:35] And if you throw in some substances and some of the visuals that the sphere has,
[00:07:41] it's a pretty good time.
[00:07:42] It's a pretty good time.
[00:07:43] Shout out to Fish and the sphere for sure.
[00:07:47] The new VR just costs a lot more per ticket than it's.
[00:07:51] You get to do it with people and that's what matters.
[00:07:54] And that's what matters.
[00:07:55] OK, my shout out is not really a shout out.
[00:07:57] It's the what the actual fuck moment of the week.
[00:08:00] So the following was reported on NOLA.com, a Louisiana committee voted Thursday to
[00:08:08] repeal a law requiring employers to give child workers lunch breaks.
[00:08:13] I'll say that again.
[00:08:15] Child workers lunch breaks and to cut unemployment benefits.
[00:08:19] Part of a push by Republicans to remove constraints on employers and reduce aid
[00:08:25] for injured and unemployed workers.
[00:08:28] That's from NOLA.com.
[00:08:30] First time state rep Roger Wilder, who sponsored the child labor measure
[00:08:36] and owns, get this, Smoothie King franchises across the deep south said
[00:08:42] he filed the bill in part because children want to work without having to take a
[00:08:47] lunch break.
[00:08:48] He questioned why Louisiana has the requirement while other states where he
[00:08:53] has Smoothie King locations such as Mississippi don't have them.
[00:08:58] So what the fuck?
[00:09:00] Doesn't anyone notice this?
[00:09:02] I feel like I'm taking crazy pills.
[00:09:04] Out of 50 states, Louisiana is rated last dead last in a place where you
[00:09:11] want to live quality of life, right?
[00:09:13] Worst.
[00:09:14] Well in healthcare, they're 46 education, 48 economy, 47 infrastructure, 47 opportunity,
[00:09:21] 48 crime and correction 50th Louisiana is rated the worst state in the
[00:09:28] union to live in followed by guess guess what other state.
[00:09:32] That's what state Mississippi.
[00:09:34] Alabama Mississippi.
[00:09:38] So this has been your Chad and cheese.
[00:09:40] What the actual fuck moment of the week?
[00:09:42] The football is amazing and the etouffee is to die for.
[00:09:46] I'll tell you that Chad.
[00:09:47] All right, well my last shout out.
[00:09:49] Get in a talk user might have been kind of a bummer this week.
[00:09:54] Congress voted to give some money to Ukraine.
[00:09:57] Yeah, but that wasn't the lead story.
[00:09:59] It was a tick tock being quote unquote banned.
[00:10:04] Many listeners know you had a bet with Jim, the indeed whisperer,
[00:10:09] Durbin for a bottle of bourbon.
[00:10:11] Did he ever come?
[00:10:12] Did he ever honor that bet?
[00:10:13] Did you ever get that?
[00:10:14] Oh, yeah, no, we did.
[00:10:16] He sent me Eagle Rare.
[00:10:18] He actually he messaged Julian.
[00:10:20] He's like, what's Chad's favorite?
[00:10:23] And she's like, no, no, no, what's your favorite?
[00:10:26] And she's like, oh, Eagle Rare.
[00:10:27] So yeah, she pretty much got a bottle of bourbon.
[00:10:31] She said yours and it was like, oh, that's expensive.
[00:10:34] What's your favorite then?
[00:10:35] Eagle Rare, if you can get it.
[00:10:37] Which is not cheap.
[00:10:38] Yeah, so if he had just a few more months,
[00:10:40] he might have been able to at least argue that that was happening.
[00:10:43] Now, it's probably not an all out ban.
[00:10:46] We still have a while.
[00:10:47] Interesting, your comments on this, your opinion on this.
[00:10:50] So they have to divest it.
[00:10:52] They have to sell it to an American firm or outright ban.
[00:10:56] What's your prediction on what happens?
[00:10:58] Yeah, it won't get banned.
[00:10:59] I mean, there's too much money there.
[00:11:01] Way too much money.
[00:11:02] China doesn't want to give up that kind of cash
[00:11:05] because there's a huge pond of ocean of cash here in the US.
[00:11:08] So they don't want to do that.
[00:11:10] And not to mention Trump had talked about doing this before,
[00:11:13] the whole divestager thing.
[00:11:15] So they've been thinking about it for a while.
[00:11:17] I would say that they saw this coming.
[00:11:19] So they're going to slow roll it.
[00:11:21] There's no question.
[00:11:22] They're going to play it smart, slow roll it.
[00:11:24] But they'll find a company to buy into it.
[00:11:26] There's no question.
[00:11:27] Do you think that China will release?
[00:11:29] I mean, the algorithm is not coming with the deal.
[00:11:32] Do you think and if not, is TikTok going to be the same
[00:11:35] TikTok without the algorithm?
[00:11:37] Yeah, I don't know.
[00:11:39] I don't know how they actually do that on separate instances.
[00:11:42] They could prospectively do updates,
[00:11:44] which what it does is just updates the algorithm
[00:11:47] in a different instance,
[00:11:48] which is what we've seen with applicant tracking systems
[00:11:51] and HCM systems and so on and so forth over the years.
[00:11:54] So whenever you do a version update,
[00:11:56] you could prospectively do an algorithm update.
[00:11:58] I don't know.
[00:11:59] We'll see, but that will be part of the deal to understand
[00:12:02] the algorithm itself impact and then obviously the data
[00:12:06] that's in the US that will not leave to go to China
[00:12:10] because it'll be under, I'm sure, a separate holding company.
[00:12:13] I'm going to go kind of rogue on this one.
[00:12:15] I think there's a good chance, no one's talking about it.
[00:12:17] I think there's a decent chance China says fuck off
[00:12:20] and they kill it.
[00:12:22] I do think that's an option.
[00:12:23] I think China doesn't give a shit.
[00:12:25] They put Jack Paul in some worker reeducation camp.
[00:12:31] I don't think China gives a shit.
[00:12:33] They might just say fuck it, it's gone then.
[00:12:35] Have fun with that American government with your kids.
[00:12:37] They're already protesting on college campuses everywhere.
[00:12:40] Then we win.
[00:12:41] I mean, that's the last thing they want, right?
[00:12:43] I mean, they can still get cash.
[00:12:45] Let's say for instance,
[00:12:46] how the deal might be structured,
[00:12:48] I'm not sure.
[00:12:49] We're both talking out of our asses right now,
[00:12:51] but it is interesting.
[00:12:52] There's no question.
[00:12:53] Band in America, band in America.
[00:12:55] But what's not banned Chad and never will be banned
[00:13:00] is free shit on Chad and cheese.
[00:13:03] That's right.
[00:13:04] Tell us about that.
[00:13:05] T-shirts by Aaron App.
[00:13:06] Look at this.
[00:13:07] Oh, very nice.
[00:13:08] That's right.
[00:13:09] T-shirts, free T-shirts kids.
[00:13:11] Beer by Aspen Tech Labs.
[00:13:14] Love those kids.
[00:13:15] We're talking craft beer.
[00:13:16] At your front door step.
[00:13:17] That's right.
[00:13:18] UPS, FedEx, whoever sends that stuff.
[00:13:20] It's going to be at your front door.
[00:13:21] Along with the prospect of whiskey from our friends at
[00:13:24] Tex Colonel, we've got two bottles from one from Chad,
[00:13:26] one from cheese and if it's your birthday,
[00:13:29] it's rum from home.
[00:13:30] But you got to go to Chadcheese.com
[00:13:33] slash free to register to win.
[00:13:36] I know I can.
[00:13:37] I can feel all the way down in my plums.
[00:13:40] That's right, Chad.
[00:13:41] Some listeners celebrating another trip around the sun
[00:13:44] is Jonathan Zilla, Duarte Mndanka,
[00:13:48] Daniel Kaczynski, Matt Lazar, Gia Johnston,
[00:13:52] Chris Brevik, Michael Simon Cowell, Steve Gilbert,
[00:13:56] Charlotte Marshall and Lars Schmidt.
[00:14:00] All celebrating another birthday.
[00:14:03] Thanks for listening and enjoy one on us.
[00:14:06] So Lars is at like NBA headquarters or some shit
[00:14:09] like that doing like a photo shoot or something.
[00:14:12] I don't know.
[00:14:13] That dude is like quietly the coolest cat in our industry.
[00:14:16] He's got skateboards on the wall.
[00:14:19] I love it, man.
[00:14:20] He's like laid back, but he's sort of DC, hypercharged.
[00:14:23] I love it.
[00:14:24] I love it.
[00:14:25] Lars and Lars not enough Lars in the world either.
[00:14:27] Everybody needs a little bit more Lars.
[00:14:29] Well, maybe I don't know.
[00:14:30] He might actually show up where in Scotland.
[00:14:32] That's right.
[00:14:33] We're going to Scotland.
[00:14:34] We'll talk about on the issue in a minute.
[00:14:36] Okay.
[00:14:37] Come up.
[00:14:38] This is new on May 21st.
[00:14:40] We're going to be at the Revolution de Cuba.
[00:14:44] That's right.
[00:14:45] In Glasgow where we're going to, we're going to be jumping around
[00:14:49] all day with startups, with practitioners.
[00:14:52] We're going to be doing interviews, all that other fun stuff,
[00:14:54] but we're going to do a meetup at Revolution de Cuba in Glasgow.
[00:15:00] Notice how I love saying that.
[00:15:01] I love it.
[00:15:02] I love it.
[00:15:03] Not to mention on May, that's May 21st.
[00:15:06] May 23rd, we're going to the Three Sisters Bar in Edinburgh.
[00:15:11] Apparently, people were killed in the dungeon of this place.
[00:15:14] I mean, that's probably everywhere in Scotland, but Three Sisters Bar in Edinburgh,
[00:15:19] that's on the 23rd.
[00:15:21] You can register for one or both events at truescotland.com.
[00:15:27] Thanks for all of the sponsors, for all of the help and all of the support.
[00:15:31] We've got Daxter, we've got Ashby, Solutions Driven,
[00:15:35] gigged.ai, Willow Poetry, and we actually have some Daxter news coming here soon.
[00:15:42] But appreciate all of the help and all of the fun.
[00:15:45] I'm happy.
[00:15:47] I mean, other than whiskey, this is both our first times in Scotland.
[00:15:51] Oh, I'm super excited.
[00:15:52] Bringing the wife, I know you are too.
[00:15:54] I think we're going to go on some sort of secret tasting expedition
[00:16:00] with our friends, Stephen McGrath.
[00:16:02] Who knows where the hell that's going to end up.
[00:16:04] So doing that, never been to Scotland.
[00:16:06] I'm going to soak it all in.
[00:16:08] I'm shopping for kilts.
[00:16:10] Yes!
[00:16:11] I'm looking for haggis at my local Kroger.
[00:16:14] I'm not doing that.
[00:16:16] They don't have it, so I don't know where I'm going to be.
[00:16:18] I'm not doing that.
[00:16:19] So Scotch eggs are on the menu if I can't get some haggis.
[00:16:23] There we go.
[00:16:24] Yeah, totally excited.
[00:16:25] You know I love a good Scotch.
[00:16:26] Peat me up baby, smoke it up.
[00:16:28] I'm excited for sure.
[00:16:29] Yeah, love me some Scotland.
[00:16:31] We're excited about that.
[00:16:32] Go to truescotland.com again, two events, Glasgow and Edinburgh.
[00:16:38] Then, well even before we get to Scotland, hopefully we make it to Scotland.
[00:16:43] We've got this coming.
[00:16:45] Tell the listeners what they missed if they're not watching us on YouTube right now.
[00:16:50] Yes, well yeah, if you're not listening, you missed Super Dave jumping off the top of the stratosphere
[00:16:56] which we're going to be doing with Matt Bauer CEO of OutHire.
[00:17:00] Over 800 feet that we're going to be dropping, we're going to be falling in Super Dave style.
[00:17:06] At least you're going to be doing Super Dave style.
[00:17:08] But listener, listener, listener, you can jump with us or you can nominate a friend or enemy depending on what you like.
[00:17:16] Just go to ChadCheese.com and click on the jump with us button right there in the header.
[00:17:22] Thanks to the high flying staff over at OutHire.
[00:17:25] We appreciate you guys making this happen.
[00:17:27] It's going to be a blast.
[00:17:28] Joel can't wait.
[00:17:29] He's excited.
[00:17:30] Look at him.
[00:17:31] Look at his face.
[00:17:32] We're in the OutHire t-shirt this week wearing the OutHire depends on jump day, if you will.
[00:17:43] Everybody buy stock and depends.
[00:17:45] That's for sure.
[00:17:46] Yeah.
[00:17:47] You ready for topics?
[00:17:48] No, no, no.
[00:17:49] We got to go to the minus five bar.
[00:17:50] That's Omar's Ice Castle at the minus five bar with Diane and Jane from Great People
[00:17:56] and Omar from John Pixel.
[00:17:58] Go ahead and if you check us out on the socials, mainly probably on LinkedIn.
[00:18:03] If you haven't connected with us, go ahead and do that.
[00:18:05] Take a look at our stream.
[00:18:07] We actually have where you can register.
[00:18:10] That's right to come have some beers with us at the ice castle.
[00:18:13] Then we're going to do the neon lights with plum on the night of May 8th.
[00:18:18] Come and bask in the glow of the neon boneyard with our friends from plum during neon nights.
[00:18:25] It's kind of like boogie nights, but without the skates.
[00:18:28] Just go to ChadCheese.com slash events.
[00:18:31] Click on the join wait list button and cross your fingers kids.
[00:18:36] Hope you get on the wait list.
[00:18:37] We hope that we see you there.
[00:18:38] I have a funny story about the neon graveyard.
[00:18:42] I get a text.
[00:18:43] I don't know if you got a text.
[00:18:45] Cheesemen, it's Michelle from Plum.
[00:18:47] I need your music mind.
[00:18:49] The music at neon nights is designed to resonate with the generation attending.
[00:18:53] Best dance party you attended in the 90s and early 2000s.
[00:18:57] Stuff you want to sing along and tap your toe to even if you're not a dancer like my friend, Jason Putnam.
[00:19:03] So I have been burdened with the task of going back to the 90s and the 2000s for the songs that really hit me.
[00:19:13] Hit me in the happy feet to recommend a soundtrack for the party.
[00:19:19] She's doing that because she wants you to dance.
[00:19:22] She's going to say, Cheesemen, this is yours.
[00:19:24] This is yours so that you have to dance to this one.
[00:19:27] Yeah.
[00:19:28] I have visions of a 22 year old saying, we need some music.
[00:19:31] We have some old people this thing like who should we ask about music?
[00:19:34] And they come to me, which I thought was pretty flattering yet a little bit insulting at the same time.
[00:19:39] What are you going to do about it?
[00:19:41] Maybe talk about...
[00:19:43] Drop it!
[00:19:46] All right. Hot off the presses everybody.
[00:19:49] News break!
[00:19:50] UK based DAXTRA has acquired Indianapolis based Pivot CX.
[00:19:56] DAXTRA says it's a specialist in high accuracy multilingual job and resume parsing,
[00:20:02] semantic search, matching and recruitment automation while Pivot touts itself as an all-in-one
[00:20:08] talent acquisition communications hub.
[00:20:11] The acquisition aims to provide a better candidate and recruiter experience founded in 2002.
[00:20:17] DAXTRA employs 114 while Pivot founded in 2015 employs less than 10.
[00:20:23] Chad, your thoughts on the acquisition?
[00:20:26] Yeah. Pivot was workhere.com. Remember that?
[00:20:30] Oh, it's a long strange trip that they've been on.
[00:20:33] Yes.
[00:20:34] Geofenced kind of thing that I mean, you know, it was kind of weird, kind of cool at the same time.
[00:20:40] But they pivoted on to that, changed leadership and got Pivot CX.
[00:20:44] Plenty of intended.
[00:20:45] Our favorite, Steven Segal, you know, from the HR industry actually works there, David Bernstein.
[00:20:51] And it's interesting because we're in and around Indianapolis and they're from Scotland.
[00:20:57] Oh, what's happening? We just talked about Scotland.
[00:21:00] Eerie. Eerie.
[00:21:02] Eerie.
[00:21:03] This reminds me of Tex Colonel's acquisition.
[00:21:06] When they bought the actual job bot or I can't remember the name of it.
[00:21:11] Job body.
[00:21:12] It was a chatbot. Yeah, it was an engagement engine, right?
[00:21:15] DAXTRA's ability to find the most qualified candidates through parsing and matching technology,
[00:21:20] adding that to Pivot's ability to quickly engage and increase candidate conversion rates.
[00:21:26] Then what did Terry do before he did this?
[00:21:28] Pando.
[00:21:29] Mm-hmm.
[00:21:30] Programmatic.
[00:21:31] All of this kind of comes together.
[00:21:33] So, whether they do an acquisition of some type of programmatic tech or they closely partner.
[00:21:40] So you mentioned work here.
[00:21:42] I think just for the annals of history, I think it's interesting to know what work here's model was.
[00:21:47] It was like Yelpish stickers on a business.
[00:21:52] So you go to like maybe the Applebee's down the street.
[00:21:54] You put a work here sticker and then you have to download an app.
[00:21:58] Remember when companies asked you to download their app and you would actually do it?
[00:22:02] So you did that and then you would see jobs based on you're in this location or you think you downloaded it through a QR code or whatever.
[00:22:12] And then that didn't quite work out.
[00:22:15] Companies didn't want stickers on their doors.
[00:22:17] They didn't want like all the questions that probably came with like, oh, they work here?
[00:22:21] You got jobs?
[00:22:22] Like yeah, you got to download the zap thing.
[00:22:24] Like what?
[00:22:25] Why?
[00:22:26] Just tell me what's funny.
[00:22:27] So then it became kind of an interesting, like they would go to Starbucks for example.
[00:22:32] I don't know if they went to Starbucks but everyone knows Starbucks and they would say, okay Starbucks, you need people at this location on 1 16th and Simmons or something.
[00:22:42] And then they would like Geo Target advertising with Facebook and like we just want this certain area to get advertisements for this Starbucks for jobs, job fair, whatever.
[00:22:55] And that was pretty cool but it doesn't scale very well, right?
[00:22:57] Like okay, how many locations do you have?
[00:22:59] How much advertising?
[00:23:00] What is the job for over?
[00:23:01] You got to cancel it.
[00:23:02] So I was like kind of paying the ass.
[00:23:04] I think they went through some shuffling of leadership at one point and then came out with pivotcx.io.
[00:23:14] I can't believe the pivotcx.com wasn't available but anyway it wasn't.
[00:23:19] And then it was like we're just going to do messaging, engagement, shit.
[00:23:23] And along comes Daxter who does, I don't know, matching, resume parsing, et cetera.
[00:23:28] Now you need a way to communicate with these folks.
[00:23:30] Terry Baker who we know, Mike Seidel who we know, Howard Bates is there as well.
[00:23:38] There's an interesting cast of characters.
[00:23:40] It makes total sense that well I can search through resumes and find the people but now how do I contact them?
[00:23:45] Well here's a snap of a button.
[00:23:47] We can message them, call them.
[00:23:49] They have video options as well.
[00:23:51] So it's a perfect kind of marriage and my guess is pivot took very little money at all.
[00:23:57] So I think it was a really cheap acquisition and Terry with the Wade and Wendy thing,
[00:24:02] I think you understood the importance of the communication element not just finding the job or the candidate.
[00:24:07] So I think it was like you said, Steve and Segal everyone knows.
[00:24:13] I'm sure Terry was like making the calls and seeing who was available kicking the tires.
[00:24:17] And pivot was more than willing to have a conversation about yeah how do we get this thing done and get this marriage completed.
[00:24:26] My guess is that the pivot brand will go away.
[00:24:29] Segal will be a sales guy for Daxter in the near future.
[00:24:34] I don't know Howard, I imagine will be there for a year to kind of transfer everything over.
[00:24:39] I don't see him.
[00:24:40] I think Mike will stick around Seidel.
[00:24:44] I think he'll be there for the ride hopefully.
[00:24:46] Local company maybe hopefully they jack up some money and hire some people here in the Hoosier state
[00:24:53] and put some money in the local economy that would be nice and yeah it makes sense.
[00:24:58] I hope it works out.
[00:25:00] I just connected some dots right out of the gate because I just remembered a press release that came out.
[00:25:04] I think it was last week or earlier this week.
[00:25:07] First and foremost, Howard was I think was the money guy so I don't see him.
[00:25:11] He's going to take his payday and get the fuck out.
[00:25:13] We're just talking about a programmatic player.
[00:25:16] They partnered with Acquire ROI earlier this week or last week.
[00:25:22] And that's a new programmatic player in the space.
[00:25:24] Actually a new sponsor, Chad and G's.
[00:25:28] So now if you think about it, you've got this engine right that is a search and match engine
[00:25:35] that can go against your database or other databases to be able to actually target individuals
[00:25:40] who are qualified for the job and then use Pivot CX to start the engagement right.
[00:25:46] So that's like the internal passive.
[00:25:48] Then you go after the active.
[00:25:50] How do you do that with programmatic?
[00:25:51] Well you've got Acquire ROI who are the new kids on the block.
[00:25:55] They want to start making some fucking waves.
[00:25:57] This is a great way to make some waves right.
[00:26:00] Be a part of a much larger ecosystem.
[00:26:03] So this is I think good all the way around.
[00:26:05] Again we saw Tex Kernel do something similar to this over in Europe.
[00:26:11] Watching Daxter do that with Pivot CX and then also with Acquire ROI from a engagement
[00:26:17] and then also a programmatic standpoint.
[00:26:20] I mean this makes a hell of a lot more sense now.
[00:26:23] Yep, the only pieces missing are a QR code generator and an ATS.
[00:26:28] 60% of the time it works every time.
[00:26:31] That's why we talk about Zip Recruiters.
[00:26:33] That's right.
[00:26:34] I'm calling this the red meat block.
[00:26:36] Our listeners love this shit so we're going to throw that out.
[00:26:39] So much meat.
[00:26:40] Throw in the meat in the cage everybody.
[00:26:42] All right Zip Recruiters CFO Tim Yarborough has sold what investing.com calls a quote
[00:26:48] significant amount of company stock in quote to the tune of over $60,000.
[00:26:53] Meanwhile, Tech Crunch has discovered and verified that LinkedIn is developing a new subscription service called LinkedIn Premium Company Page.
[00:27:02] That's a mouthful priced at potentially up to $99 a month.
[00:27:06] This service would provide AI driven content creation and advanced tools to increase follower numbers.
[00:27:12] But wait Chad, there's more workday faces allegations of a biased AI based application screening system.
[00:27:20] Our friends at the EEOC argue workday should be held accountable as an intermediary workday.
[00:27:27] Shocker denies the allegations.
[00:27:30] Zip Recruiters LinkedIn and Workday how's that for red meat everybody?
[00:27:34] Chad your thoughts.
[00:27:35] Wow.
[00:27:36] Yeah I mean we talked a lot about Zip Recruiters last week where I was calling for Ian's head.
[00:27:40] I hate to say it but this is a brand in decline.
[00:27:44] I guess I don't have to say it everybody can see it and it's in serious need of new leadership and swagger.
[00:27:50] Zip Recruiters is giving zombie vibes at this moment.
[00:27:55] On the LinkedIn side of the house let me repeat this from the whole article that was out.
[00:28:02] This new LinkedIn service would provide AI driven content creation and advanced tools to increase follower numbers among other benefits to elevate a company's visibility.
[00:28:13] Two things.
[00:28:14] Number one this is exactly what we do not fucking need from AI.
[00:28:18] Spam.
[00:28:19] A spam creation machine.
[00:28:20] No.
[00:28:21] Number two fix the old dilapidated shit in your current system.
[00:28:27] Your basic matching to the profile data that we have is horrible.
[00:28:33] You should be amazing at that.
[00:28:35] You suck at that.
[00:28:36] Fix the shit that's not working.
[00:28:38] They're throwing a lot of spaghetti at the wall which I normally love but the problem is the shit that should be working, the base stuff isn't even working.
[00:28:47] So why am I why do I think that this has any longevity to it whatsoever?
[00:28:52] Why should you?
[00:28:53] I'll let you go on that one then we'll start talking about workday because we got a dig.
[00:28:56] Take a breather and we'll get to workday because I know you got some insight info from our friends at the EOC.
[00:29:02] So the zip recruiter thing I thought it was pretty funny that investing.com called it a quote significant amount of company stock.
[00:29:09] I mean it wasn't a huge amount of stock.
[00:29:11] 60 grand I don't know maybe the dude's kid got into Dartmouth and needed a down payment or maybe the tax man had some money.
[00:29:19] There's a family trust.
[00:29:20] He still owns 180,000 plus shares around at $1.8 million.
[00:29:27] I'm sure he'd love for it to be more but unfortunately Zipper Cooter stock is going sideways in a bad way.
[00:29:34] The other part of the other side of that to me is like why cash it in when you can get a loan against it and then you don't pay taxes on it?
[00:29:41] So do you think ultimately he thinks well it's not going up so get rid of it now before it goes down to $8, $7, $6 a share.
[00:29:52] I don't make investment advice on the show but the stock isn't going in the right direction so cashing out on a little bit of it makes sense.
[00:30:00] And of course we talked about last week how the COO had sold a big chunk of stock back in December.
[00:30:06] So it's a trend worth watching if Ian dumps a bunch of shares and maybe some other executives do.
[00:30:13] It could be interesting but yeah not a company on the rise.
[00:30:15] In terms of LinkedIn I'm not as mad about it as you are.
[00:30:18] I ain't mad at them.
[00:30:19] Look you and I talked a lot of startups.
[00:30:22] We advise a lot of startups and these startups that like have social media profiles everywhere.
[00:30:28] They just have these dead lifeless social media accounts.
[00:30:32] My recommendation is always like until you get like dedicated resources pick one and that one in our space is almost always LinkedIn.
[00:30:41] So focus on that.
[00:30:43] If they could manage better content being created that's relevant.
[00:30:51] Don't spam people.
[00:30:52] I agree like there's a line there and people have to follow these companies and they can unfollow them as well if they blow them up with spam.
[00:31:00] But companies are looking for a way to like keep these social media channels up and running.
[00:31:08] And if LinkedIn can plug in like oh hey here's the best time to post.
[00:31:12] Here's the best kind of content to post.
[00:31:14] Here's what's getting the most engagement.
[00:31:15] Like that could be a really good thing for companies especially startups.
[00:31:19] It's also a warning letter to marketing people that don't keep their social media company sites active.
[00:31:29] Yeah AI is coming for your job.
[00:31:32] So you better start thinking outside the box and being creative with the content that you're putting on social media.
[00:31:37] Otherwise your boss is going to go gee there's an AI that's $99 a month that can do what you're doing.
[00:31:44] So SINAR baby.
[00:31:47] So it's a little bit of warning to marketing people.
[00:31:51] Again it's back to AI won't take your job but people who do know AI will.
[00:31:56] So leverage this new service the best you can with what you're currently doing.
[00:32:00] But marketing people need to up their game if they're social media sites and most of them do have shitty sucky voodoo zombie-esque social media sites.
[00:32:10] They got to get on that.
[00:32:11] Yeah here's the thing it was funny I was talking to a TA practitioner today and she was talking about how much spam she gets in her in mail.
[00:32:18] Oh it's going to get worse kids.
[00:32:20] So to the workday side of the house last week we had a chance to spend some time with EEOC commissioner Sondarling.
[00:32:27] Let me tell you after working with government for decades he's a breath of fresh air because he's practical and he understands business.
[00:32:36] This case is none of that it's not practical or even in the line of basic understanding of what a system like workday currently does for tens of thousands of companies.
[00:32:48] Now I say currently because the velocity of tech is moving at warp speed and from my understanding the EEOC is trying to liken workday and its technology to a staffing agency.
[00:33:01] Why?
[00:33:02] A staffing agency performs hiring decisions for its clients and if workday or any other technology provider did the same type of service for its clients as an embedded part of the platform then it could be seen in the same vein right?
[00:33:19] So I believe this case it's going to be dismissed because the laws currently on the books specifically point to the employer having responsibility in a case like this not the actual vendor but it does feel like foreshadowing.
[00:33:36] Knowing proposed legislation in states like California have pulled the vendor into the accountability spotlight already and knowing tech companies are already gearing up to help in the decision making process.
[00:33:50] So this was a conversation we will be having regularly in the near future but not about workday, not this time and not about workday.
[00:33:59] You know but I really feel like this is literally a shot across vendors bow so they need to start thinking about this now.
[00:34:08] That escalated quickly.
[00:34:10] Yeah, I didn't know what to make of this because it did sound odd.
[00:34:15] It sounds like a loser.
[00:34:17] I don't think any person that knows is in the know thinks of workday as a staffing element or firm.
[00:34:24] To me it felt a lot like the EEOC has done very little in regards to convictions of AI.
[00:34:34] It's just hard.
[00:34:36] It's a black box.
[00:34:37] We talk about it with Keith and others a lot.
[00:34:40] Proving bias with AI is really challenging and AI is all over the news.
[00:34:46] My initial reaction was I bet there's a lot of pressure on the EEOC to do some shit about all this AI stuff that's freaking people out.
[00:34:54] What better company, bigger company to go after than a workday even though they know it's probably a loser?
[00:35:02] It's a great headline and the headline does at least say the EEOC is going after someone like workday to get under the hood and figure out what's going on.
[00:35:12] It makes for a good headline which I think relieves some pressure off the EEOC.
[00:35:16] I do think that it is going to wake employers up.
[00:35:20] A lot of CEOs are going to HR and saying, hey, they're going after workday.
[00:35:24] Are we dotting our eyes and crossing our T's to make sure that we're not doing anything bad?
[00:35:30] By the way, we're using workday.
[00:35:33] Are we in trouble?
[00:35:35] Part of me thinks it's a PR play and part of me thinks it is a, hey, we can get you if you fuck around.
[00:35:42] You're going to find out and we're going to be in the headlines going after a big company to make sure that you guys are well aware that we can come after you.
[00:35:50] But it feels like a total loser.
[00:35:52] It may not even dismiss, you said.
[00:35:55] I don't know if that's Keith's words or yours but I don't think it goes very far at all.
[00:36:00] It's just a good headline.
[00:36:02] I think the smarter companies and again, we were in Scottsdale last week with Paradox and they were very, very clear.
[00:36:10] Our tech does not make decisions.
[00:36:13] It's process efficiency.
[00:36:14] It does a lot of things but it does not make decisions.
[00:36:17] It helps the process in the human mix the decisions.
[00:36:21] Now you get a company like Hiredscore, right?
[00:36:23] That could prospectively be making decisions, right?
[00:36:27] And again, if you start taking a look at just the framework of what a staffing company does, they make decisions on the types of individuals who are going to be put into your organization.
[00:36:36] A technology could prospectively do the same and we've been talking about some companies being the operating system for staffing companies to be able to really rev this up.
[00:36:46] So this is going to be a conversation that's going to be carried forward.
[00:36:49] I think it is a legit conversation maybe in about 18 months but not with Workday right now, no way.
[00:36:57] Do you think the Hiredscore acquisition put them in the crosshairs of the EOC?
[00:37:02] No.
[00:37:03] No, this has happened way before that happened.
[00:37:06] I think what will be awesome about this is Athena and her team are geared for defensibility and explainability.
[00:37:15] So they're going to be ready for something like this.
[00:37:18] I don't see, again, I don't see Workday being a problem because they have the right people in place.
[00:37:27] Human resources is supposed to be about humans.
[00:37:30] I mean, it's right there in the name.
[00:37:32] But when your hiring team is more like an assembly line glued to their computers manually posting heaps of jobs everywhere they can think of, that human part feels nowhere to be found.
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[00:38:30] Power to the people!
[00:38:32] All right, Chad.
[00:38:33] Here it is.
[00:38:34] All right, Chad.
[00:38:35] Big news this week on non-competes.
[00:38:37] The federal government is not a fan, apparently, of them.
[00:38:41] That's right.
[00:38:42] The Federal Trade Commission issued a rule banning non-competes nationwide saying the change would protect the fundamental freedom of workers to change jobs while increasing innovation and fostering new business formation.
[00:38:56] Chad, I'm guessing you're a fan, but what are your thoughts?
[00:38:59] You've probably had a non-compete before.
[00:39:01] I've had a non-compete before.
[00:39:03] You know, we're in industries where it's really hard to stay in the industry if you've had a non-compete,
[00:39:09] especially the types of positions we've been in.
[00:39:11] You know, digging into this, one in five U.S. workers are bound by contract clauses that prevent them from taking new jobs from a competitor.
[00:39:20] So the U.S. Federal Trade Commission on Tuesday issued a final rule that bans most non-competes nationwide.
[00:39:29] The agency estimated by allowing people more freedom, the change would lead to the creation of 8,500 new businesses annually, lower healthcare costs,
[00:39:41] and as many as 29,000 more patents each year over the next decade.
[00:39:49] Okay?
[00:39:50] By allowing more freedom.
[00:39:52] So the thing is, company protections have been weighing high over employee protections.
[00:39:59] We're starting to see a shift in that and this is one of those shifts, really a redistribution in power.
[00:40:05] Yes, I have signed a non-compete and yes, I have been sent letters to say like, watch yourself.
[00:40:15] I'm a crazy man, Chad.
[00:40:17] I'm crazy.
[00:40:19] I'm like, I can't believe we reigned in sometimes typically what happens in my experience and anecdotally is you get a new job.
[00:40:28] You're super excited and they go, oh here's this thing you need to sign.
[00:40:33] Oh, it just says you won't, you know, compete, go to a competitor, da-da-da.
[00:40:37] And most people are like, yeah, I love this place.
[00:40:40] I'm not going anywhere.
[00:40:41] This is fantastic.
[00:40:42] Yeah, I'm making how much money?
[00:40:43] Oh, yeah.
[00:40:44] Okay, let's do that.
[00:40:45] want to leave, but then you think, oh, should I sign that thing that restricts me from doing
[00:40:50] it? Now, how many people are trapped? How many people stay at the job because they can't
[00:40:56] leave or don't think they can leave? I don't know. We'll never know those numbers. How
[00:41:01] many companies actually follow through on the threats of the non-compete agreement?
[00:41:07] Probably very, very few. It just creates a mess. It creates the company that just
[00:41:13] hired you. There's discomfort in that, oh, we hired someone. There's this agreement.
[00:41:18] Do we fight it like what happens? It should not be a thing, really. I mean, a non-compete
[00:41:25] and a non-disclosure are different things. So the agreement of you shouldn't go work
[00:41:30] for a competitor versus you can go work for the competitor, but the minute we find out
[00:41:35] you're giving trade secrets or you're hiring people away from us, those are different
[00:41:42] things. But you shouldn't restrict, this is America, Jack. You shouldn't restrict where
[00:41:48] people can go work. This is un-American. Anti-freedom. If you think about this as off the table, it
[00:41:54] will create a really interesting dynamic with people leaving companies, starting companies.
[00:41:58] That's another one too. It's like I'd love to start a competitor, but I can't because
[00:42:01] I signed this non-compete thing. Competition is good for business. That's going to
[00:42:05] be a positive. More people are hired out of startups than more established companies.
[00:42:10] It's a good thing. Now, what I told you on our ATAP conversation is my knee-jerk reaction.
[00:42:16] I think it's true. Chamber of Commerce is going to fight this, tooth and nail. It's
[00:42:20] going to go to a higher court more than likely. The Supreme Court is a right-leaning court.
[00:42:28] Is it more business-friendly? You could argue yes in that case. Where does the decision
[00:42:33] go? But I think most Americans think, yes, you should be able to go wherever you
[00:42:38] want. You can't tell secrets. You can't do certain things, but you shouldn't be restricted
[00:42:43] to, oh, you can't get a job in the restaurant industry because you worked at a restaurant.
[00:42:48] That's just kind of silly in my mind. I hope it passes. It's in for a long legal
[00:42:53] fight, but I think the arc of justice will bend in the right direction when all
[00:43:01] is said and done on this one. The working class has been negatively impacted by
[00:43:06] this. Employee treatment, why treat employees well? You don't have to if they feel like
[00:43:10] they're trapped. Obviously from a productivity standpoint, but companies really haven't focused
[00:43:15] on productivity. It's suppressed rate wages. It makes it easier for you not to get paid
[00:43:21] more. I've mentioned this several times and I'll mention it again. CEO pay has soared.
[00:43:28] It has gone 1200% higher since 1978 to today versus typical workers' rates of 15.3%. There are all
[00:43:40] these different things that are in place that are allowing those things to happen because
[00:43:46] workers feel like they're trapped. If they don't feel like they're trapped anymore,
[00:43:49] a lot of things can happen. Higher innovation rates, better pay. Not to mention we're in
[00:43:56] space right now in America where there's this huge division and it's like we're not a society
[00:44:03] that's a community anymore. That's because there are a lot of people that are in poverty. If we can
[00:44:09] help them go, maybe start their own company, maybe go to another company, maybe get paid
[00:44:13] more, etc., etc., people become more happy that way when they feel like they're free.
[00:44:18] And today they feel like they're trapped. And CEOs you mentioned, they're actually more likely
[00:44:23] to go against their non-compete because they're going to afford to fight it. And typically the company
[00:44:27] that hires a new CEO will say, yes, we'll back you on your non-compete and fighting it whereas the
[00:44:32] average line manager doesn't have that option. They're just kind of trapped and they certainly
[00:44:39] shouldn't be. Well, non-competes to hell with them. In other news, the US Department of
[00:44:44] Labor raised the salary threshold for overtime eligibility for salaried workers affecting
[00:44:50] millions. The threshold will increase to $43,888 in July and $58,656 in 2025. Employers
[00:45:00] and trade associations expressed concerns about increased cost and potential job losses. Chad,
[00:45:07] your thoughts on raising the salary threshold for overtime salaries?
[00:45:12] This is another one of the mechanisms that were used to keep wages low. CEO wages to the
[00:45:19] moon, 1200%. And then we're bumping around like 15.3%. So yes, moving positions to salary
[00:45:27] was one of the quick and easy cheat codes to fucking over employees. Give them a bigger title,
[00:45:32] a salary, slight increases over their hourly wages, and then make them work 60-80 hours a
[00:45:39] week without the overtime. So acting labor secretary, Julie Sue said in a statement,
[00:45:45] too often lower paid salary workers are doing the same job as their hourly counterparts, but they
[00:45:52] are spending more time away from their families for no additional pay. Again, we're on this big blue
[00:46:00] ball one-time kids. Gotta spend it with the people that we love. Not saying that we don't
[00:46:05] like people at work, but we've got things to do. Go get your feet in the sand. Go enjoy
[00:46:11] time with your family. And doing this and not getting the pay, the salary pay. This is about
[00:46:17] happiness. And these types of moves are going to make people more happy. I know I for one can't
[00:46:23] stand my coworker, but that's a different podcast altogether. You're right. Look, you're not with
[00:46:29] me 40 hours a week. That's for damn sure. Thank God for that. Employers are always looking
[00:46:34] for ways to skirt the rules. Stick it to the man if you will. Stick it to the little guy.
[00:46:40] And this is a way to do it. We don't want to pay you more as an hourly.
[00:46:44] We'll make you a salaried employee and all the benefits that come with being a salaried employee,
[00:46:49] oh, you got to work late again. But you're not an hourly employee so your salary doesn't move.
[00:46:56] It's sort of a dirty game. I'm not saying all employees do that. According to this release,
[00:47:02] about 4 million workers are impacted by this new law positively. What I think is
[00:47:08] interesting is that they're saying that the income transfer from employer to employee is going to be
[00:47:16] to the tune of about one and a half billion dollars a year. And you and I both know that
[00:47:22] historically, if money goes in the hands of working people, it goes right back into the
[00:47:26] economy in the form of services and goods. If it sticks in the realm of the employer,
[00:47:33] they're all good. It gets hidden away in savings, whatever. So to me, I think this could be a really
[00:47:40] interesting injection of activity in the economy where this money goes right back into goods and
[00:47:46] services. So I think that's something that a lot of people aren't thinking about when we're giving
[00:47:50] money back to the working class. So good for the economy, good for those folks,
[00:47:56] and probably not all that bad for the employers, by the way.
[00:47:59] I don't know. Well, in more news and the power to the people block chat and a historic victory for
[00:48:05] the UAW, nearly three quarters of Volkswagen workers in Chattanooga, Tennessee voted to unionize
[00:48:12] marking the first successful auto factory unionization in the south since the 1940s. This
[00:48:19] win caps off a strong year for the US labor market, which has seen increased support and
[00:48:23] organizing victories across various industries. The UAW aims to use this momentum to continue
[00:48:29] its organizing effort into the south, including at Mercedes-Benz facilities in Alabama. Chad,
[00:48:38] your thoughts? Yeah, Sean Fain has a message. He's actually speaking directly to the laborers,
[00:48:45] and he's winning. We just talked about the again, CEO pay. That's what he's talking about.
[00:48:50] He's talked about specifically CEO pay. Why are they getting these huge raises,
[00:48:54] and you guys are getting fucked, and you're working harder for the same pay?
[00:49:02] So I mean, this is all about fairness. Plus, what I thought was interesting,
[00:49:07] Biden jumped on the train very quickly, and he chimed in and said,
[00:49:11] quote, let me be clear to the Republican governors that tried to undermine this vote.
[00:49:15] There is nothing to fear from American workers using their own voice and their legal right to form a
[00:49:22] union if they so choose, end quote. On the back of that win for unions, Biden also won the
[00:49:30] endorsement of the North America Building Trade Union Association. So after decades of employees
[00:49:38] getting fucked over, CEO pay skyrocketing while American workers accept poverty wages,
[00:49:44] trapped in jobs with non-competes, forced to work overtime without getting paid for overtime.
[00:49:50] It feels like the American worker is finally... Are we getting our time? Is the time happening, Joel?
[00:49:59] We're getting our time. And as one of our guests said, it's a five-year holiday from the robots
[00:50:06] taking over everything, which may or may not be true. I guess we'll find out at some point.
[00:50:11] Yeah, look, I was shocked when Detroit succumbed to... When the U of W won in Detroit, I was shocked.
[00:50:20] And frankly, that it's heading south. I'm not a shocked. It was a big win. Winning is contagious.
[00:50:27] And more and more workers are seeing what's happening in Detroit. And they want that. They
[00:50:31] want a little piece of that in the south, in the west, and then even in Texas,
[00:50:35] they want a little bit of that. And Elon Musk, I'm sure, is scared to death.
[00:50:40] I don't know if you saw what Tesla is up to, but things are a little challenged at Tesla.
[00:50:45] So the last thing Elon wants is union uprising. But this is the world we live in. And this is
[00:50:52] a trend that's going to keep going and going and car companies and everyone needs to think about
[00:50:58] it. And look, even you mentioned some other news outside of that. We shared a story about
[00:51:03] Samsung and the six day work week at Samsung for thought jobs or knowledge based jobs.
[00:51:11] You look at Google rolling back requirements that U of S suppliers and staffing firms pay their
[00:51:15] employees at least $15 an hour in a move to avoid bargaining with unions. So even companies
[00:51:22] that we don't necessarily think of as union caring are now suddenly thinking about the
[00:51:28] unions and Samsung like six days a week. Why? I don't know. In Europe, you've got they're giving
[00:51:34] robots days off for God's sakes. Like let's make the humans work more. And we're going to give
[00:51:39] robots some time off. So it's a trend you got it you got a route for I think no matter where
[00:51:44] you are politically like people that have been sucking it for a long time or finally
[00:51:49] getting their due. And I think it's a good thing. Amen. We'll be right back.
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[00:52:50] block? I think you're going to get it. I think you're going to get it. Yeah.
[00:52:53] Chick-fil-A employee at Mary the siren was told by the chain's PR team to stop posting TikTok reviews.
[00:53:01] She then partnered with Shake Shack with her first post getting over 865,000 views.
[00:53:08] The partnership coincided with Shake Shack's chicken sundaes campaign. In case you missed it
[00:53:14] Chick-fil-A is closed on sundaes. Mary gained over 50,000 TikTok followers since starting her
[00:53:20] reviews in January totaling over 105,000 followers to date. Chad your thoughts on this chicken battle?
[00:53:28] I mean Jesus chicken be damned what idiots and this isn't this isn't a new story at all for all
[00:53:35] of you Chad and cheese veteran listeners. You will remember our lightning in a paint can episode
[00:53:41] back in 2020 where we talked to Tony Pilsino a former Sherwin Williams employee and TikTok superstar
[00:53:49] who was fired from Sherwin Williams for posting paint mixing videos. People were loving watching
[00:53:55] the Sherwin Williams payment and they got fired so I'm sure Sherwin Williams they couldn't even
[00:54:00] spell TikTok back in 2020 but four years later everyone knows TikTok and you have an influencer
[00:54:08] under your own roof who's pimping Jesus chicken for free I mean come on man well first of all
[00:54:15] for Shake Shack
[00:54:19] like phase one of this like you mentioned Sherwin Williams dumps a dude with millions of views on
[00:54:26] how to mix paints and shit if this had happened today let's hope that Lowe's or whoever the
[00:54:31] hell else sells paint would be like oh we're happy to bring you into the TikTok fold
[00:54:36] over here at Lowe's until it's banned by Congress in a few weeks but good on Shake Shack for realize
[00:54:45] seeing an opportunity and grabbing it the whole clothes on Sunday thing to me I'm shocked
[00:54:51] that no one sort of picked up on that because chicken sandwiches are huge right pop buys everyone's
[00:54:56] everyone's dropping chicken sandwiches and yeah Shake Shack this probably isn't their brand
[00:55:02] but if if like Burger King should have done like the hell's chicken sandwich like only available on
[00:55:10] Sunday to kind of stick it to uh to uh to Chick-fil-A but talking about chicken Chad I don't know if
[00:55:16] you saw Chipotle's earnings this week but they are crushing it the the the out past or chicken
[00:55:25] I don't know if you've tried this stuff it's amazing they're selling so much of it that
[00:55:29] they're they're they're telling their employees like don't don't have the chicken as your free
[00:55:34] meal because we're selling so much goddamn chicken Chipotle is what I'm talking about Chad and
[00:55:43] if you can't get behind that clock I don't know what kind of clock you can get behind we out wow
[00:55:51] look at you you made it through an entire episode of the Chad and Chase podcast or maybe you cheated
[00:55:57] and fast forwarded to the end either way there's no doubt you wish you had that time back valuable
[00:56:05] time you could have used to buy a nutritious meal at Taco Bell enjoy a pour of your favorite whiskey
[00:56:12] or just watch big booty latinas and bug fights on tiktok no you hung out with these two chuggle
[00:56:21] heads and stand now go take a shower and wash off all the guilt but save some soap because you'll be back
[00:56:30] like an awful train wreck you can't look away and like Chad's favorite western you can't quit them
[00:56:37] either we out welcome change agents to your go-to place for stories that ignite your spirit fuel
[00:56:46] your purpose and connect us all we believe in the incredible power of the human spirit
[00:56:52] its boundless resilience and the inspiration it brings to our lives on the driving change podcast
[00:56:58] we'll journey together through the extraordinary yet very relatable experiences of some of the
[00:57:03] most amazing people on earth our mission that through these stories we might just spark change
[00:57:09] within you and awaken a newfound motivation to harness your unique gifts to make a real
[00:57:15] difference in the world so get ready to be inspired and join us on this incredible adventure
[00:57:20] you can find the driving change podcast on apple podcasts spotify iHeart radio or wherever you
[00:57:27] love listening to your favorite podcasts