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Hey, hey, welcome to the Bitcoin Matrix. I'm your host, Cedric Youngelman. In this episode,

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I chat with Amanda Goodall, aka The Job Chick, a workforce intelligence analyst who advises funds

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and executive teams on the real signals inside America's largest companies. We dig into why

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margins are up while headcount isn't, the surge in offshoring and vendorization, and how AI is

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quietly reshaping everything from finance-backed office roles to warehouses.

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If you want a clear and practical way to navigate the current labor market,

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this conversation is for you.

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If you want to get in touch with me, it's Cedric at TheBitcoinMatrix.com.

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And if you want to help support the show and me directly,

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I've added links for Venmo, PayPal, Bitcoin with Strike,

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and a P.O. Box so you can send a check or money order.

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Also, if you could leave a five-star review wherever you listen to the Bitcoin Matrix.

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Finally, please share your favorite Bitcoin Matrix podcast episodes with your friends and family.

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This really helps us get the word out.

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And now, let's enter the Bitcoin Matrix with Amanda Goodall, aka The Job Chick.

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What is real?

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How do you define real?

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You can't jump into cash.

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Cash is trash. What do you do? You get out.

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Amanda Goodall is a workforce intelligence analyst, an independent consultant who decodes

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what's really happening inside America's top companies before the headlines hit.

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She tracks structural layoffs, offshoring trends, and internal role reshuffling

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across sectors like tech, aviation, oil, and finance. Her signal-driven breakdowns have

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accurately projected restructurings at Microsoft, AMD, Chevron, PayPal, Rivian,

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ConocoPhillips, Tesla, and more, often months ahead of public reporting.

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Amanda advises executive teams, funds, and public sector leaders on workforce risk,

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labor arbitrage, and organizational signals that never make it into earnings calls.

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She publishes under The Job Check, delivering sharp, high-trust insight for leaders,

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navigating the unspoken realities of corporate restructuring,

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We're top investors and executives turn for labor market signals.

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Amanda Goodall, welcome to the Bitcoin Matrix podcast.

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How are you?

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Thanks so much.

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I'm doing great.

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It's a beautiful day.

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Yeah, it's a beautiful day here too.

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So yeah, I'm excited to get into it.

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You know, I used to be a corporate accounting consultant

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and worked primarily at Fortune 500 companies and PE-backed companies.

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You know, some startups here and there and some different sectors,

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But I'm familiar with sort of corporate America.

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But there's a lot of a lot of questions I have about what's happening now and from looking at it from not from maybe my point of view.

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So maybe what kind of workforce trends or patterns do you see in the economy or what do you see at a high level?

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Oh, goodness. Yeah. You know, everybody wants to know about what's going on because it's a bit crazy right now.

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And, you know, I look at everything from a workforce standpoint, whether it's the stock market, whether it's about jobs, whether it's about, you know, what's going on in the economy, even because, you know, with what with what we see with corporations, their earnings, the results, what's going on.

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This is a geopolitical scale of things. And it all comes down to can you get the job and who's hiring who and who's who's firing who and things like that.

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So, you know, overall, 30,000 foot view of everything, we are seeing corporations focus on scaling margins and not so much scaling their teams, especially here in the United States.

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You know, it's been interesting to really look at like the last like six years.

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So just going just before COVID hit and looking at the numbers of employees, especially when you're looking here in the U.S., how corporations had their headcount, how they had it after COVID, which it peaked big time.

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And I know a lot of people think that all the layoffs currently that are going on are all due to the overhiring.

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That was done a long time ago.

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So when you look at that and you start looking at it more 2024, 2025, what we're seeing is that, yes, the headcount's there, but the level of offshoring is massive.

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So we're seeing corporations change completely in what their focus is on.

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I mean, I get it. It's about making money.

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The CEO's job is to the shareholders to make money. Totally understand that.

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but the workforce is starting to suffer a little bit and I'm wondering how long it's going to last.

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What are the trends in offshoring that you see? What kind of jobs are getting offshored now?

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And what may be, you know, the kind of job that gets offshored tomorrow?

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Yeah. I mean, right now we have a lot of tech, obviously a lot of admin, customer support. We've

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seen call center. I think that really kind of kicked it off over the years. We're starting to

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see a lot more healthcare admin go overseas as well. And, you know, people are frustrated. And

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it's funny because we do see companies like Klarna, for instance, and, you know, it's interesting,

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they just IPO'd. And we're, you know, we're looking at them. And I think they're a really

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interesting case study on what they're doing, because they were one of the really first ones,

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honestly, to focus on AI and kind of offshore some of the stuff, but also focus on AI. So

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that change on what we're seeing between humans where we offshore and everything, it's an

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interesting sector. And we're also seeing with TCS, Tata Consulting out of India, we're also

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seeing everything that was offshored, they're starting to lose their jobs due to AI as well.

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So there's a lot of changing going on and it's fascinating to watch. It's frustrating to watch. I will say that as well. But, you know, we see all these different pockets of offshoring and how they're changing with automation and things like that. So there's a lot coming.

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Tata Consulting. Is that the name you said? What are they like? Tell me about them. I saw them all over the place at one of my clients.

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Yeah, I mean, they're one of the biggest outsourcers. You know, they they work with companies. They're one of the vendors for companies. So, you know, anybody can hire them and then use their teams to work. So, you know, it's just a level of outsourcing that is going on. They're very heavy in tech.

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There just seemed to be a level of ineptitude, though, where they went up against maybe like an Accenture for an ERP implementation. Or they're going to cover a whole department if you lay them off. And it seemed like they won a lot on bidding. And I just wonder how indicative is that throughout?

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It seemed like they won on bidding, but even there would be a lot of bloat within the projects.

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And I'm not just speaking to Tata, like a lot of these organizations, but it seemed like management internally of these Fortune 500s can't really grasp something where they fire 100 people and then hire, replace them with 75, and you still have 50 too many.

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But now you have 75 with no legacy knowledge or understanding.

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you know one of my clients they would they would literally fire every consultant you know around

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the world via memo at 6 a.m on a thursday morning and it's like 7 500 people and then

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whatever breaks then hire those people back and what i mean these organizations are so huge how

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do they how do they roll out these programs that sometimes take like three years to

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affect the change or you're saying like these decisions were made so long ago

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They are, yeah, yeah. It's interesting because, you know, you mentioned Accenture, you know, they're the biggest and, you know, they have what about, oh, it must be about 750, 780,000 people worldwide.

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So they're one of the big outsource companies that corporations use.

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And they work as a vendor, basically.

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And so they do it.

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It's kind of beautiful for corporations overall because they can bring in this other mindset,

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this other company to go deal with it.

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And so the Accentures, the Tatas, any of the management consulting and vendor type companies

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are the ones handling all of the hiring.

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The interesting thing is that so many people that I talk to, they mention that people like within Tata or anything out of India, for instance, they're like, yeah, we can get 1,000 employees like that.

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Whereas in the US, it's obviously you have all these regulatory things and the processes you have to go to.

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So that's why so many companies are utilizing this right now because it's cheaper.

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It's easier.

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There's not health care like that the same way that we have it here in the United States.

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So, you know, for corporations, it's kind of a no brainer.

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It's just really bad optics, especially where we are today, where people are really struggling to find jobs.

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OK, so people are really struggling to find jobs.

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So what is it like to go through sort of the job search process right now?

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Do you use LinkedIn? What sites do you go to? How do you find the real opportunities?

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The job search right now is tough.

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I don't need to be the one to break the news to everybody.

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You guys know.

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But, you know, overall, most people, I would say, are still on LinkedIn, indeed, things

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like that, searching for jobs.

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You know, the easy apply buttons are right there.

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And, you know, what the feedback that I'm hearing is, is that people are applying to

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like five, 600 jobs, and they're not hearing back for anything.

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And they know they're qualified.

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So, you know, and you hear recruiters go, oh, no, I had 500 applications in and four were actually qualified.

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And there's this whole discrepancy of what's going on.

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You know, you have AI writing job descriptions that are being put on so that you can apply to.

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Then you have, you know, applicants that are using AI to write resumes for that.

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And then all of a sudden somebody is not qualified.

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How does that work?

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So it's a bit of a mess.

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And I can't imagine actually being in a job search right now.

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This is a tough time.

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But, you know, overall, Indeed and LinkedIn, I know a lot of people are starting to utilize their network.

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And that's a very smart thing to do.

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It's about who you know.

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You know, it's not even just necessarily reaching out on LinkedIn to go, hey, here's my resume.

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Can you pass it along?

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It's starting to work the process.

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And, you know, my advice overall to anybody that is looking, you know, you have to be the obvious choice.

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You know, look at what a company is doing today.

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Look at what a company is doing in the next couple of years and figure out what their pain points are.

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And compare that to your experience and your background.

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You know you can do the job, but you kind of have to tell them exactly what you've done and translate that into what they're focusing on.

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And that's the harder part of all of it, you know, just kind of, you know, doing that translation on a resume or even to recruiters, because not all recruiters understand all the roles that they are hiring for.

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So you kind of have to really spell it out for them.

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You will have a lot of success with that.

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But, you know, the job search is increasing.

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The time length it is actually taking to find it.

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I mean, right now we're at, what, 24 weeks?

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And at 27 weeks, you're not even counted in the unemployment numbers, which is just insane.

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And, you know, it's, you know, I fear it's only going to keep creeping up a little bit, you know, just little percentage points every couple months.

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But it's massive.

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And there's so many people that are well over a year of searching.

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I just don't get it.

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It has to start making sense at some point, right?

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Are these jobs real?

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A lot of the postings are all real.

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Are there ghost postings or synthetic jobs?

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Synthetic jobs, definitely.

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That's one of my favorite things to talk about.

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But, you know, companies admit to using them, like point blank admit to using them.

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And the really interesting thing is that, you know, everything that I can track with, like, you know, hiring and stuff with regards to the jobs.

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When you start looking at like SEC filings, when earnings come out for different companies, depending on which way it's going, you'll see a bunch of jobs listed just before earnings.

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And sometimes it will be just after, you know, so it's do they need to make sure that the shareholders see that there's stuff going on or they need to go, no, we're going to focus on this.

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This is so exciting. And then, bam, it's a bunch of listings.

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So you can really watch when if you start monitoring certain companies, especially if you're going to apply to some, you know, look in your industry, look at them and you can see around the earnings calls when that all works.

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But yeah, there's absolutely ghost postings. And I think, you know, a lot of HR, a lot of recruiters will deny that until they're blue in the face.

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But the very fact that companies admit that in surveys with Harvard and things like that, you know, and you can see it.

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You can absolutely see it all going on.

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And it's just next level frustrating.

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It doesn't make sense.

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And, you know, I don't believe it's just because they're trying to, you know, get our information.

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Some people are worried about they're just trying to scrape data together.

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And I don't think that's it.

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It's just a it's a optics thing for shareholders overall.

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How much do you see like machine learning or AI replacing more like desk jobs, like accounts payable or accounts receivable, things that are sort of very routinized?

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How much do you how much progress do you see there?

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What development do you see?

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Yeah, it's definitely happening.

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You know, there's a lot of areas, especially within finance, you know, like you mentioned, with accounts and stuff like that, that are absolutely getting automated.

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There's still somebody that has to handle it, but you don't need a whole department of that anymore.

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Right.

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You know, I think the one issue we're going to see is what we're seeing with like AI and like LLMs and stuff like that.

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It's not always completely accurate.

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Now, in the finance world, yes, they got their numbers down.

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It's good.

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But for the smaller businesses that are trying to automate so much, I'm already hearing some feedback even locally here.

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And I'm in Las Vegas where, you know, companies have started using it and they went, I took this to my accountant and all the numbers are wrong.

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So, you know, it, you know, LLMs learn, you have to train them. So it's going to be interesting to watch how the corporations kind of excel in utilizing these automations and in really kind of winding down the job functions within finance and account, accounting and anything like that.

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And the smaller and the medium-sized businesses are still going to have to cling to the employees, which also is going to bring down, you know, if you were working at a corporation or an enterprise level before, but you're now needing a job within something within that realm, your pay is probably going to be lower.

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So you going to be looking at a lower salary because small and medium businesses don pay the same as enterprise right So you know there a lot happening with that We just going to see more and more of it What is morale like throughout sort of Not great

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Not great.

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It's, I'm very humbled.

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You know, when there's layoffs, people seem to contact me as their, you know, they call their person, their spouse, their family member, their parents, whatever.

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And I usually seem to get a call within 30 minutes to an hour.

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And so I'm hearing this raw emotion of what's going on, the actual stories, you know, the outright frustration, especially if they're top performers.

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And, you know, and I also hear people that have been searching for months and months and they're just like, what gives?

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I am so qualified.

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And, you know, back in the day when I was still dealing with, you know, people on their career path and things like that before I really got into like the workforce intelligence side, you know, I'd see it.

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And, and I'm just, you know, when people are applying and they're following even my advice

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on it all, and they're getting nowhere because the system is so broken, the morale just can't

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be there.

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Whether you're an employee dealing with a company that might do random layoffs at any

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point, or if you're, you know, dealing with a current layoff, or if you are even looking

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like the, the emotion with all of this is, is playing a big part.

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And I think it's a big part in how people are approaching the job search.

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You know, they put in so much work just to apply for one job and they don't hear back.

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You know, they're ghosted.

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You know, it's not a real job or they're ghosted from the recruiter or they go on multiple interviews even.

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And then all of a sudden they're like, oh, we're actually not hiring for this job.

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What?

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You know, you can't, it wears people down.

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You can't keep that going.

199
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And that's, I don't know, there's this part of me in like the back of my head just going,

200
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What's the end game here? What are what are companies doing? Do the CEOs know this is happening? Is this an HR thing? Is this just a is this just a symptom of how we've started to let AI really drive the hiring process, you know, and how they pick people and things like that?

201
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There's so many factors that could be at play here.

202
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And then at the same time, you know, I'm sitting there going,

203
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maybe it's just margins at the end of the day, you know.

204
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And I don't know.

205
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Again, I don't see this changing anytime soon.

206
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And, you know, for anybody that is job searching right now,

207
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you just got to keep going.

208
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And when you do have a job, always be looking for a new one.

209
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We have to change our mentality with regards to how we work now.

210
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We're not just this one person that does this loyal time period at a company anymore.

211
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That's long gone.

212
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And I think even the concept that you might be there for three to five years is kind of

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long gone.

214
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I mean, right now it's what, 3.4 years, I think, is the average time at a job.

215
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Not necessarily due to layoffs, but that's just the average.

216
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I think that's going to decrease as well.

217
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So, you know, to me, and something I've told a lot of people, we need to start, you know,

218
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to help deal with this mentality of it all and how to deal with them how hard it is and how

219
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emotionally difficult this is think about this as you know contract jobs almost you know you get one

220
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you're in it as soon as you start working in it and you're kind of good within that first month

221
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start looking for a new one you know the company's not going to be loyal to you

222
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and as bad as it is you don't have to be loyal to the company either you know you find a new job

223
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that's better for you go jump into it as soon as you get into it get another one there are these

224
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things. You don't want to be out of a job for six to 12 months, not in today's market. But if you

225
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are actively looking, you can jump when you're ready. And it makes a lot more sense. Yeah, it

226
00:19:15,602 --> 00:19:22,502
seems like it's a game of thrones for employees. You know, you survive the layoffs, then you survive

227
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the acquisition, then you survive the firing of the boss who hired you and interviewed you and

228
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championed you you know and then uh what are raises and bonuses like out there for employees

229
00:19:37,702 --> 00:19:44,742
right now are they strong is it i mean like no um strong i wouldn't use that word um they're lucky

230
00:19:44,742 --> 00:19:51,242
to have them we are hearing a lot of reports uh from you know some of the the major companies that

231
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have been laying off over the summer microsoft amazon things like that until where some of the

232
00:19:56,062 --> 00:20:01,982
sales people were let go and you know I don't have fully confirmation other than I've heard from

233
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dozens of people that were in sales where their commission was not received because of it they

234
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were laid off before the time period the cutoff and things like that so that sucks you know there's

235
00:20:12,842 --> 00:20:19,482
no other way to say that and you know but as far as like bonuses we're not seeing anything anything

236
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major anymore I know right after COVID gosh you could even go to like work at Burger King and they

237
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are trying to pay you like a $200 bonus just to start. And we did see that a lot with tech and

238
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different things just to get people back to work. Not anymore. That's not happening. Relocation

239
00:20:34,502 --> 00:20:41,242
packages are becoming, you know, few between overall as well, which is also contributing to

240
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the issues because, you know, when you see big layoffs happen in certain areas like the Bay Area

241
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or Seattle, people have to move. Those are very expensive areas. You know, if they're not

242
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immediately finding another job. They may not have that cushion to stay there. But if companies

243
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aren't paying the relocation, I mean, I don't know if you've ever moved. I've moved a ton of times,

244
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and it is not cheap. So we are seeing people struggle with that concept, which is, again,

245
00:21:07,542 --> 00:21:11,742
why we're seeing things falter. Payments are getting behind. Rent's getting behind. Mortgages

246
00:21:11,742 --> 00:21:17,522
are getting behind because people are stuck overall. And so there's big knock-on effects

247
00:21:17,522 --> 00:21:20,882
that I don't think a lot of people think about until it hits you.

248
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And then it's just like, oh my gosh, what do I do?

249
00:21:24,542 --> 00:21:28,142
And, you know, that's some of the biggest things.

250
00:21:28,142 --> 00:21:32,122
But, you know, that's, you know, between the knock-on effects of housing and stuff like that.

251
00:21:32,142 --> 00:21:34,422
But we also have to remember, like, you know, how it affects the spouse

252
00:21:34,422 --> 00:21:37,582
or anybody else that lives in the house that's also working.

253
00:21:37,762 --> 00:21:41,382
You know, are they going to be able to relocate to get a job if, you know, the other person is?

254
00:21:41,642 --> 00:21:42,822
There's so many things.

255
00:21:42,902 --> 00:21:45,782
And I see, you know, especially in, like, the Bay Area,

256
00:21:45,782 --> 00:21:51,982
there's a lot of couples that met at work so they both work for the same tech company and they were

257
00:21:51,982 --> 00:21:57,122
both in the same layoff so it can hit instantly and it's tragic it's tragic to hear the stories

258
00:21:57,122 --> 00:22:00,662
and and i hate hearing them especially when they're just like oh i got laid off oh and my

259
00:22:00,662 --> 00:22:05,822
wife just got laid off and and i hear that a lot and i don't know how people are doing it

260
00:22:05,822 --> 00:22:12,182
what about the financial wellness of of employees who are still employed i mean what's going on like

261
00:22:12,182 --> 00:22:17,222
things like pay loans and that thing and that stuff. You know, there's interesting things with

262
00:22:17,222 --> 00:22:24,182
that. I actually advise a credit company as well, just by chance that happened years ago. So I still

263
00:22:24,182 --> 00:22:30,282
do it. So I get to see consumer credit health. So I'm not just relying on Fed data that's coming out.

264
00:22:30,362 --> 00:22:37,902
I'm seeing actual credit reports of what's going on. And it's it's scary. You know, there's a lot

265
00:22:37,902 --> 00:22:43,002
of concepts with the buy now pay later everybody's just like oh no we can just keep doing that and oh

266
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I just pay it in four monthly payments a lot of people think it's monthly it's actually every two

267
00:22:47,542 --> 00:22:52,122
weeks into the little fine print a lot of people don't realize that and then they get behind on

268
00:22:52,122 --> 00:22:57,022
that and then it goes to collections you know so we have these issues now we also have like

269
00:22:57,022 --> 00:23:02,902
the payday loans yes that's still thriving but we also have programs with um companies like

270
00:23:02,902 --> 00:23:09,642
Chime. Now they offer different programs to companies for free to the companies and they

271
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can give it to their employees. Obviously they make money on the back end. They're not doing it out of

272
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the goodness of their heart, you know, but you know, they offer different things where you can

273
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focus on saving money or getting money earlier. So maybe you get paid on a Friday, but you really

274
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need to pay a bill on Wednesday. Well, you can pull part of that money. And I can't remember what

275
00:23:29,602 --> 00:23:33,162
that program's called exactly, but I actually spoke to one of the execs a few months ago about

276
00:23:33,162 --> 00:23:37,442
that. And he said, that's just becoming a really popular thing, you know, where people are doing

277
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that, you know, so it is that concept of they're tracking, you know, some monitoring and tracking

278
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kind of your spending to try to help you manage your funds better, manage your salary better.

279
00:23:49,582 --> 00:23:54,922
And, you know, for a lot of people that is going to help greatly, you know, just, you know, that

280
00:23:54,922 --> 00:24:00,382
cash flow concept, especially if one person in the household loses a job, it's so bad.

281
00:24:00,982 --> 00:24:04,102
So, you know, some of these programs should be helpful for a lot of people.

282
00:24:04,682 --> 00:24:11,082
I really hope we stop seeing so much debt, so much buy now, pay later usage, because

283
00:24:11,082 --> 00:24:13,942
it is starting to really wreck credit.

284
00:24:14,602 --> 00:24:17,522
And credit is also checked for so many jobs.

285
00:24:17,622 --> 00:24:19,662
It used to just be financial and some professional services.

286
00:24:20,462 --> 00:24:21,942
It's now a lot of jobs.

287
00:24:22,542 --> 00:24:24,362
And, you know, a lot of companies are doing it.

288
00:24:24,362 --> 00:24:27,202
I think it's still under like 20%, but it's like 20%.

289
00:24:27,202 --> 00:24:32,642
That's actually a big amount of companies that are looking at that just to kind of see.

290
00:24:32,902 --> 00:24:36,722
And there's so many programs that are being built in to have this financial wellness.

291
00:24:36,962 --> 00:24:43,282
You know, companies are starting to see, you know, if employees have money and they're feeling okay, they're going to be more productive, right?

292
00:24:43,342 --> 00:24:44,702
I mean, that stands to reason.

293
00:24:44,702 --> 00:24:48,582
So, you know, they are welcoming these programs like Chime and things like that.

294
00:24:48,582 --> 00:25:02,102
So overall, I hope it goes the right way as opposed to people just spending because the money's there or keep taking it earlier and a little bit earlier and a little bit earlier because it still comes out of your paycheck at the end of the day.

295
00:25:02,342 --> 00:25:10,582
So how far behind can you get before you lose almost a whole paycheck because you're just paying off that, the early cut?

296
00:25:11,362 --> 00:25:12,062
I don't know.

297
00:25:12,622 --> 00:25:16,502
I have a love-hate relationship with it right now, but I hope it helps some people.

298
00:25:16,562 --> 00:25:17,122
I think it will.

299
00:25:17,122 --> 00:25:22,162
how much do you think companies are looking at that and saying hey if we have employees who are

300
00:25:22,162 --> 00:25:29,282
struggling a bit let's help them so that they can stay here and and maybe even from the point of

301
00:25:29,282 --> 00:25:34,822
view of now we they they need us and they're not going and they'll accept anything from us

302
00:25:34,822 --> 00:25:39,402
verse let's get these people out of here they don't know what they're doing with their money

303
00:25:39,402 --> 00:25:44,942
yeah i think there's a bit of both of that at play right now and definitely you know they know

304
00:25:44,942 --> 00:25:48,182
So companies know how to keep an employee.

305
00:25:48,762 --> 00:25:51,322
You know, they have perks and benefits for a reason, right?

306
00:25:51,782 --> 00:25:56,062
The very fact that we have, you know, say hello to your pet at home video cams.

307
00:25:56,282 --> 00:25:58,322
You know, they understand what people want.

308
00:25:58,662 --> 00:26:00,002
You know, what's going to make them happy?

309
00:26:00,082 --> 00:26:05,642
What's going to make them not take off so much, you know, PTO time to go do this or whatnot.

310
00:26:05,962 --> 00:26:07,702
So they are offering different things.

311
00:26:07,822 --> 00:26:11,622
And companies are well aware of the financial struggles.

312
00:26:11,622 --> 00:26:13,282
I mean, inflation and things like that.

313
00:26:13,282 --> 00:26:18,202
you know, whether, whether we want to say it's there or not, people are, you know, struggling to,

314
00:26:18,302 --> 00:26:26,462
to manage finances over, I think it's, gosh, what is it now? Is it like 63% of Americans are living

315
00:26:26,462 --> 00:26:32,802
paycheck to paycheck, or they aren't even making it paycheck to paycheck? That's a lot. That's,

316
00:26:32,802 --> 00:26:37,802
that's, that's most of America when you think about it, when you're talking from a salary job

317
00:26:37,802 --> 00:26:44,502
point. And, you know, that is that is a real issue that companies are facing right now. It is talked

318
00:26:44,502 --> 00:26:50,342
about a lot in the HR circles. I don't really focus on that, but they do reach out to me. So I

319
00:26:50,342 --> 00:26:56,982
get to hear some of it as well. And, you know, it's something that I would highly recommend if

320
00:26:56,982 --> 00:27:01,222
you know that might be an issue or if, you know, you are looking for a new job or even if you have

321
00:27:01,222 --> 00:27:06,642
a job, ask your company about those perks because they might just be offering them to new employees.

322
00:27:06,642 --> 00:27:11,882
They might not have rolled it out company wide yet, but, you know, it's stuff to talk about with HR for sure.

323
00:27:12,962 --> 00:27:14,302
What are the perks du jour?

324
00:27:14,502 --> 00:27:21,062
What are the perks that are the trend right now that are resonating or that they're trying to push?

325
00:27:21,342 --> 00:27:21,602
Yeah.

326
00:27:21,762 --> 00:27:27,342
You know, I think they're giving small, tiny, tiny relocation, like, you know, a thousand dollars.

327
00:27:27,702 --> 00:27:28,102
OK.

328
00:27:28,642 --> 00:27:31,762
That's kind of one of the big things I see for some companies.

329
00:27:31,762 --> 00:27:44,702
And then, you know, overall, I think a lot of it is just like that health and wellness concept, you know, not just insurance, but like gym membership and and the ability to go join like a paddle club or something like that.

330
00:27:44,702 --> 00:27:50,842
And, you know, like I said, the pet thing, it's all of that emotional wellness, the health wellness and things like that.

331
00:27:50,982 --> 00:27:54,962
Anything that you can do, anything that's going to cost more money on those aspects.

332
00:27:54,962 --> 00:28:02,942
Child care is something you can easily negotiate as well, especially maybe one family member already has insurance for the whole family.

333
00:28:03,062 --> 00:28:04,362
They're gainfully employed.

334
00:28:04,842 --> 00:28:07,822
You can say, hey, I don't need that, but we do need to cover child care.

335
00:28:08,222 --> 00:28:13,702
You know, some companies will be able to negotiate and some companies won't, but it never hurts to ask.

336
00:28:14,282 --> 00:28:17,062
Child care is expensive, like crazy expensive.

337
00:28:17,482 --> 00:28:21,242
What about the I mean, you mentioned pets is stay at home pet cams.

338
00:28:21,342 --> 00:28:23,602
So you can go to the office and still see your pet.

339
00:28:23,602 --> 00:28:43,142
Yeah, yeah. I've seen those at like different, you know, conferences I've been at. And I'm like, is this a real thing? And there'd be like several booths. And I'm just like, wow, okay. You know, I love pets too. I get it. But you know, some people are very attached. And some offices just don't let you bring them in. So it works.

340
00:28:43,142 --> 00:28:43,762
Or stay home.

341
00:28:43,962 --> 00:28:44,542
People love it.

342
00:28:44,922 --> 00:28:46,762
And yeah, they don't let you stay home with your pets.

343
00:28:47,502 --> 00:28:55,062
So, you know, yeah, if you can have vets, you know, check on them and the pet feels happy and you feel happy, you're more likely to be productive.

344
00:28:55,342 --> 00:28:56,202
So, yeah.

345
00:28:56,942 --> 00:29:00,462
What's the trend now or ways you work from home?

346
00:29:00,762 --> 00:29:06,042
Is that still, is everyone working from home still or where are we with that?

347
00:29:06,042 --> 00:29:12,822
No, you know, there's always going to be companies that are happy to do the remote thing because that's just part of their ethos.

348
00:29:12,822 --> 00:29:14,022
That's just their mission.

349
00:29:14,302 --> 00:29:15,762
You know, no, we're going to make this simple.

350
00:29:15,942 --> 00:29:16,942
We're going to do this.

351
00:29:17,382 --> 00:29:20,982
For the most part, you know, return to office has happened.

352
00:29:21,682 --> 00:29:27,422
And, you know, for a big portion of people, including those in finance and tech and things

353
00:29:27,422 --> 00:29:29,402
like that, we are seeing it as a mandate.

354
00:29:30,122 --> 00:29:33,782
And, you know, whether it's three, four, five days a week, it doesn't matter.

355
00:29:34,522 --> 00:29:36,882
People are still having to change their whole lives.

356
00:29:36,882 --> 00:29:40,722
You know, when they've gotten used to maybe staying at home, maybe, you know, one of them

357
00:29:40,722 --> 00:29:41,822
are taking care of the kids.

358
00:29:41,822 --> 00:29:45,222
and now all of a sudden they're mandated to go back to work.

359
00:29:45,302 --> 00:29:46,322
So now they have to figure out the childcare.

360
00:29:46,642 --> 00:29:48,242
Hence why you're going to ask for childcare, right?

361
00:29:48,342 --> 00:29:48,702
Benefits.

362
00:29:50,082 --> 00:29:56,082
But doing remote work is, honestly, it's done.

363
00:29:56,502 --> 00:29:57,562
It's getting done.

364
00:29:57,682 --> 00:29:58,782
It's always going to exist.

365
00:29:58,902 --> 00:29:59,762
And there's always going to be companies.

366
00:29:59,762 --> 00:30:05,902
And if you are completely focused on only doing remote,

367
00:30:06,182 --> 00:30:10,482
then you do need to just look at the companies that that's their thing.

368
00:30:10,782 --> 00:30:11,562
That's what they do.

369
00:30:11,562 --> 00:30:14,962
Don't try to go work at a big corporation that doesn't offer it.

370
00:30:15,042 --> 00:30:18,622
Don't try to do one that has already done RTO mandates because it's going to happen again.

371
00:30:18,942 --> 00:30:21,662
Even if they have a remote job for you, it's going to happen again.

372
00:30:22,062 --> 00:30:23,742
And a lot of companies do use that.

373
00:30:24,322 --> 00:30:27,522
They don't admit they use this, but we can see it.

374
00:30:27,542 --> 00:30:28,622
We can see it in the numbers.

375
00:30:28,762 --> 00:30:33,962
They do use it as part of a general attrition concept.

376
00:30:34,082 --> 00:30:35,802
Well, I can't make it back to work.

377
00:30:36,022 --> 00:30:37,482
I live too far away.

378
00:30:37,542 --> 00:30:38,142
I can't do this.

379
00:30:38,202 --> 00:30:39,202
My whole life has changed.

380
00:30:39,202 --> 00:30:41,422
I'm sorry, but it's not a layoff number.

381
00:30:41,562 --> 00:30:43,382
It's, oh, yeah, we offered them.

382
00:30:43,802 --> 00:30:44,782
We said, come back to work.

383
00:30:45,182 --> 00:30:49,182
But, you know, so, you know, things are changing.

384
00:30:49,582 --> 00:30:55,402
And you have to be ruthless with your own job and how you decide to work.

385
00:30:55,662 --> 00:30:57,942
And how you work is very different for everybody.

386
00:30:58,042 --> 00:31:01,802
And I think, you know, the pandemic really showed a lot of people, oh, working from home is cool.

387
00:31:01,962 --> 00:31:05,462
It's kind of funny because you look back at it and so many people hated it.

388
00:31:05,782 --> 00:31:08,582
They were like, oh, I can't stand staying with my family all day.

389
00:31:08,622 --> 00:31:25,124
And I can stand staying in a room all day And now they just like I have to go back to work You know so you kind of look at that and just go there was a switch at some point I don know what it was But you know overall things are kind of going back to how they were in office and

390
00:31:25,124 --> 00:31:25,804
things like that.

391
00:31:26,024 --> 00:31:28,224
And it makes sense for companies.

392
00:31:28,424 --> 00:31:29,284
I understand that.

393
00:31:29,844 --> 00:31:34,944
So, you know, employees just have to do what is going to work best for them, regardless

394
00:31:34,944 --> 00:31:39,104
of what it looks like, regardless of what company, just go find those jobs that work

395
00:31:39,104 --> 00:31:39,704
best for you.

396
00:31:39,724 --> 00:31:55,144
Sure. What about sort of commercial real estate, though? Are companies, do they have a smaller footprint? Did commercial real estate get repriced down at all? Did they renegotiate leases, maybe? And what do you see happening there?

397
00:31:55,604 --> 00:31:59,104
I'm not an expert in CRE, but CRE is having a moment.

398
00:32:00,184 --> 00:32:07,484
You know, we are seeing a lot of, you know, offices selling for way lower than should be pricing.

399
00:32:08,044 --> 00:32:12,184
You know, you can take it, you know, JP Morgan, for example, out of Manhattan.

400
00:32:12,184 --> 00:32:14,144
They had people that worked in their New York offices.

401
00:32:14,244 --> 00:32:15,724
They also had people in London offices.

402
00:32:16,424 --> 00:32:23,744
And they basically said, hey, we're moving you guys and you can choose to go live in Dallas or Salt Lake.

403
00:32:23,744 --> 00:32:27,464
and we'll help you with the relocation, but that's where we're moving our offices.

404
00:32:27,604 --> 00:32:28,684
Now, they still have their offices.

405
00:32:29,124 --> 00:32:32,384
I think they still have most of them in Manhattan, and they're not gone from New York, obviously,

406
00:32:32,464 --> 00:32:34,064
but this was just certain divisions.

407
00:32:35,084 --> 00:32:39,164
And, you know, a lot of people were like, my whole life is here, you know,

408
00:32:39,224 --> 00:32:40,344
whether it was in New York or London.

409
00:32:40,404 --> 00:32:41,984
So it was a very hard move.

410
00:32:41,984 --> 00:32:47,184
So, you know, yes, we're at the stage now where it's cheaper for companies

411
00:32:47,184 --> 00:32:54,784
to actually have offices in cheaper locales like Salt Lake or Nashville or Dallas or things like

412
00:32:54,784 --> 00:33:01,044
that. And they can just kind of shut up shop a little bit. Yes, they still, you know, have their

413
00:33:01,044 --> 00:33:08,144
lease, have their whatever on their properties and their towers in New York City, but it's still

414
00:33:08,144 --> 00:33:11,964
cheaper. You turn the lights off, you don't have the insurance, you don't have all of those fees.

415
00:33:12,024 --> 00:33:16,084
It's cheaper to run it somewhere else. And I think we're going to keep seeing that,

416
00:33:16,084 --> 00:33:18,744
especially as CRE struggles for a while.

417
00:33:19,104 --> 00:33:21,804
And regardless of whether interest rates come down or not,

418
00:33:22,024 --> 00:33:26,644
that's not going to change anything that goes on with the CRE levels at all.

419
00:33:27,084 --> 00:33:31,484
And, you know, this also ties into how companies are utilizing more vendors

420
00:33:31,484 --> 00:33:33,864
and things like that because they have all these offices.

421
00:33:34,244 --> 00:33:37,744
They've laid off people or it's just gone through a natural attrition.

422
00:33:38,024 --> 00:33:42,444
So their offices shrink a little bit, but they can utilize them for other things

423
00:33:42,444 --> 00:33:43,684
or they can sublease them.

424
00:33:43,684 --> 00:33:46,804
So there's a lot going on in a lot of areas.

425
00:33:47,724 --> 00:33:48,204
Sure.

426
00:33:48,404 --> 00:33:51,184
What do you see, though, in terms of maybe like the floor plans?

427
00:33:52,004 --> 00:33:55,004
Are companies doing cubicles?

428
00:33:55,124 --> 00:33:57,484
Are they doing like offices for the managers?

429
00:33:58,024 --> 00:33:59,984
Is it everyone in a conference room?

430
00:34:00,784 --> 00:34:03,684
I really don't know the answer to that one.

431
00:34:04,204 --> 00:34:09,944
From what I have heard, and this is this this kind of happened beginning of last year when

432
00:34:09,944 --> 00:34:14,204
RTO really kind of became a, oh my gosh, they're making us go back to the office kind of concept.

433
00:34:14,604 --> 00:34:20,304
But even today, we're still seeing companies go, well, you need to come back to the office,

434
00:34:20,304 --> 00:34:24,704
but we have to like stagger you because we don't have enough seats. You know, there's not enough

435
00:34:24,704 --> 00:34:30,424
desks there. And I actually just saw this the other day. This was a Deloitte. This was Deloitte

436
00:34:30,424 --> 00:34:36,344
US out of India, other Indian offices. And, you know, they were like, you have to come back to

437
00:34:36,344 --> 00:34:41,924
off as two days a week, but, you know, we now have to like schedule when you do it. So you're not

438
00:34:41,924 --> 00:34:47,344
flexible or anything like that. So it still happens. The layout of it, I'm not really sure,

439
00:34:47,444 --> 00:34:52,504
but they didn't sound like they have the desk space anymore. So I don't know that why. I don't

440
00:34:52,504 --> 00:34:57,224
know why they would mandate it without having planned that out. I don't know who was in charge

441
00:34:57,224 --> 00:35:01,184
of that and just messed up. But we're seeing that a lot in a lot of different companies and

442
00:35:01,184 --> 00:35:05,904
every different industry as well. So it's not just like tech adjacent or something like that. It is,

443
00:35:05,904 --> 00:35:12,224
it's everywhere what do you see maybe with like robots or you know here with sort of amazon and

444
00:35:12,224 --> 00:35:18,564
warehouse jobs or things like that yeah that's that's pretty wild to look at because uh it was

445
00:35:18,564 --> 00:35:25,564
2023 going into 2024 they had 750 000 robots managing their warehouse and you've probably

446
00:35:25,564 --> 00:35:31,304
seen the videos of all those little like Roomba looking you know megabots that are going around

447
00:35:31,304 --> 00:35:38,144
doing all the work that a warehouser used to do. Now they have a million. And, you know, basically

448
00:35:38,144 --> 00:35:47,524
from everything that I can see, one of those bots can handle the job for four people. That's a lot

449
00:35:47,524 --> 00:35:51,884
of jobs that just went out. And I get it. Not everybody likes to work in a warehouse. I couldn't

450
00:35:51,884 --> 00:35:57,684
imagine. I'm sure there's some people that love it too. But, you know, there's big changes with

451
00:35:57,684 --> 00:36:06,584
all of that. Now I've been to, I was actually a guest at the Accenture display back at CES earlier

452
00:36:06,584 --> 00:36:12,304
this year. And so I got to see some of the NVIDIA, you know, humanoids that they're working on

453
00:36:12,304 --> 00:36:17,604
with Accenture and things like that. And that was fascinating. Everything that I learned at that

454
00:36:17,604 --> 00:36:24,404
point, they're not ready. It's not a thing yet for, you know, yes, they're starting to fold towels

455
00:36:24,404 --> 00:36:28,004
and move baskets and move boxes and sort parcels and things like that.

456
00:36:28,024 --> 00:36:28,944
So it is coming.

457
00:36:29,384 --> 00:36:33,824
But on a large scale, you're only going to see it at the large companies in the next

458
00:36:33,824 --> 00:36:35,224
five, 10 years.

459
00:36:35,624 --> 00:36:39,584
And they were the person I was speaking to at Accenture was very much like, no, it's

460
00:36:39,584 --> 00:36:43,864
going to take 15 plus years for this to roll out as a more normal thing.

461
00:36:43,864 --> 00:36:46,464
So we still have some time with those kind of things.

462
00:36:47,584 --> 00:36:50,724
You know, it'll become more rapid, I'm sure.

463
00:36:50,964 --> 00:36:52,284
You know, that's just what it is at today.

464
00:36:52,284 --> 00:36:56,784
But every day, you know, everything that we're doing with automation is getting faster and better.

465
00:36:57,304 --> 00:36:59,724
So, you know, we can cut that time down for sure.

466
00:37:00,144 --> 00:37:04,784
But yeah, it's bots are interesting to watch that change.

467
00:37:04,784 --> 00:37:10,064
And, you know, and I don't think people have really gotten the full aspect of that.

468
00:37:10,184 --> 00:37:22,264
You know, seeing Jensen Huang at CES introduce the different bots on the stage and things like that, that was really fascinating because there's so many applications, you know, from defense to domestic.

469
00:37:22,284 --> 00:37:52,264
You know, there's so many things that can be done with these. And it will be a matter of time, you know, that we get an optimist or something in our house that helps us as well. So, you know, we're not there yet. We're not there yet. Unitree is a big one as well. And I think they're going to, I think they're going to be one of the big names that are going to make it more of a normal thing at jobs, even working with humans, not just the, you know, like an Amazon is just the bots on the floor and there's really no

470
00:37:52,264 --> 00:37:58,484
with humans i think the unitary overall is going we're going to see that as a collaboration almost

471
00:37:58,484 --> 00:38:03,744
which will be interesting to to see to get used to i don't think people are ready for the bots yet

472
00:38:03,744 --> 00:38:08,384
i saw you know watching them walk towards people and go out to shake their hand people move back

473
00:38:08,384 --> 00:38:14,584
so as as a society we're not all ready for that but i think that side will come a little bit faster

474
00:38:14,584 --> 00:38:18,624
yeah i just wonder if we're not ready yet and it's going a little slower than everyone thinks but

475
00:38:18,624 --> 00:38:27,004
Does it take longer than everyone thinks or just when it comes, like it almost like sneaks up on us and in a shorter period of time than we think it's already here?

476
00:38:27,244 --> 00:38:30,544
I think it'll be a shorter period of time than most people think.

477
00:38:30,544 --> 00:38:35,484
You know, just looking at it now, just look at just look at the advances that have happened.

478
00:38:35,784 --> 00:38:38,584
It's it's amazing to watch how it's been going.

479
00:38:38,684 --> 00:38:45,624
And I know people think AI just happened a few years ago when, you know, ChatGPT came out and it's been here for a long time.

480
00:38:45,684 --> 00:38:48,264
They've been working on this stuff for a long time, you know.

481
00:38:48,264 --> 00:38:58,204
And it is just a it's going to all of a sudden show up in your office, you know, in one in one form or another, depending on what industry you're in.

482
00:38:58,384 --> 00:39:00,244
And I think it'll be good.

483
00:39:00,344 --> 00:39:02,744
I I'm not overly scared about it.

484
00:39:02,764 --> 00:39:03,764
I'm not overly worried about it.

485
00:39:03,804 --> 00:39:12,944
It'll be interesting to see which companies replace and which companies do that collaboration with the employees, because I do think there will be a stark trend on that.

486
00:39:12,944 --> 00:39:18,544
what do you think of the the recent unemployment numbers that just seem to be like revised i mean

487
00:39:18,544 --> 00:39:23,484
we're talking about like 900 000 jobs yeah um yeah here's the thing nobody cares what the

488
00:39:23,484 --> 00:39:28,224
unemployment rate is if they can't get a call back for a job they are highly qualified for

489
00:39:28,224 --> 00:39:34,504
end of that's it that that's that's the story you know so we've got the we've got the the

490
00:39:34,504 --> 00:39:41,104
unemployment rate is what 4.3 now and you know i don't i don't quite buy that one and then you do

491
00:39:41,104 --> 00:39:47,744
see the revisions that have come out. We had, you know, last March it was 598,000. This year,

492
00:39:47,744 --> 00:39:57,524
now we're at 911,000. Weird number, I will say. My brain just went, wait, what? Economic emergency

493
00:39:57,524 --> 00:40:06,284
call now. You know, people are done being lied to with the BLS numbers. You know, we can't trust

494
00:40:06,284 --> 00:40:10,944
them. This is hard. I know revisions have always happened, but they've never been this chaotic.

495
00:40:11,104 --> 00:40:17,984
Let's put it that way. I mean, this this recent revision of the over 900,000 is the largest correction in history.

496
00:40:18,824 --> 00:40:28,284
You know, at a time when people are struggling to find jobs and the narrative up until this point has kind of still is, it has been, oh, no, we have a we have a strong jobs market.

497
00:40:28,724 --> 00:40:39,344
Really? So there's a lot of people that feel validated seeing this number, but I don't really think that's the right way to necessarily look at it because that's that's great.

498
00:40:39,344 --> 00:40:42,404
Those numbers were last year up until March.

499
00:40:42,664 --> 00:40:44,764
OK, we've already moved past that.

500
00:40:45,344 --> 00:40:54,164
And if you are looking for a job, we want to know what's going on now, what's being done now to change and to help us find our future careers.

501
00:40:54,704 --> 00:41:03,384
And, you know, we're not hearing that from from any any company, any, you know, the administration or just anything at all.

502
00:41:03,504 --> 00:41:06,184
So I think there's a lot of people that are just really lost on that.

503
00:41:06,944 --> 00:41:08,484
The numbers are numbers.

504
00:41:08,484 --> 00:41:14,944
it's irrelevant if you're looking for a job and uh you know yes does it does it show us like

505
00:41:14,944 --> 00:41:20,964
different recessionary you know uh trends and things like that yes of course but we can also

506
00:41:20,964 --> 00:41:26,024
feel what's going on boots on the ground as well and that is what's been happening you know i really

507
00:41:26,024 --> 00:41:32,944
noticed that big change uh you know like i said you know just end of summer 23 going into fall

508
00:41:32,944 --> 00:41:36,484
And then all of last year, it's just been bad.

509
00:41:36,804 --> 00:41:43,644
And we don't need the revisions to tell us we're struggling to find jobs, you know, that we don't need that.

510
00:41:43,984 --> 00:41:48,104
So I don't know if it helps or it's it's harmful.

511
00:41:48,804 --> 00:41:56,624
But either way, whatever comes out next, I'm not sure how many people are going to believe it because we've just been knocked around so much.

512
00:41:56,784 --> 00:41:57,224
You know what I mean?

513
00:41:58,024 --> 00:41:58,264
Yeah.

514
00:41:58,264 --> 00:42:01,764
Speaking of like knocked around so much and people are not going to believe it.

515
00:42:01,764 --> 00:42:10,204
Like how drastically did COVID change things from your perspective or, you know, over the course of your career in retrospect?

516
00:42:10,524 --> 00:42:12,304
Like how wild were you?

517
00:42:12,844 --> 00:42:13,104
Yeah.

518
00:42:13,104 --> 00:42:22,644
You know, I would say for the most part, it made companies realize we can automate faster and we can cut money faster.

519
00:42:22,944 --> 00:42:28,724
And so we can save and build that CapEx and build those margins and look amazing.

520
00:42:29,484 --> 00:42:30,924
And, you know, I get it.

521
00:42:31,204 --> 00:42:31,744
I get it.

522
00:42:31,764 --> 00:42:33,264
I get what companies need to do.

523
00:42:33,404 --> 00:42:35,384
I've run several companies myself.

524
00:42:35,584 --> 00:42:39,624
So I understand that, you know, you do always try to automate.

525
00:42:39,784 --> 00:42:42,324
You do always try to save money where you can.

526
00:42:42,404 --> 00:42:45,064
But this, I believe it really accelerated things.

527
00:42:45,064 --> 00:42:53,644
It also, for the workforce, it also changed how we view employers and how we view our daily work.

528
00:42:53,804 --> 00:42:56,704
You know, this 9 to 5 grind is killer, you know.

529
00:42:56,704 --> 00:43:02,024
And I get it's been around for forever, but it was created 100 plus years ago.

530
00:43:02,624 --> 00:43:05,164
It doesn't really fit today's narrative either.

531
00:43:05,624 --> 00:43:10,264
So, you know, I would like to see companies being more transparent about it.

532
00:43:10,264 --> 00:43:19,884
I would like to see more of the AI applications that companies keep bragging about instead of them replacing people,

533
00:43:19,884 --> 00:43:27,164
have that work in tandem with them so that we can do our work faster than that nine to five.

534
00:43:27,244 --> 00:43:30,784
And as long as we get it done, that's great. But instead, they seem to just keep piling on.

535
00:43:30,844 --> 00:43:35,724
They're like, oh, well, now that you can do a whole day's work in two hours, we'll give you a

536
00:43:35,724 --> 00:43:39,924
week's worth so you can do it today. You know, this is what's happening and people are getting

537
00:43:39,924 --> 00:43:44,504
burnt out. You know, I'm seeing that especially after like any of the big layoffs that happen.

538
00:43:44,504 --> 00:43:50,944
they're like I've inherited a whole team I've inherited you know five people's jobs and they're

539
00:43:50,944 --> 00:43:55,444
like and they're expecting me to do it and it's it's tough you know you bring you know you mentioned

540
00:43:55,444 --> 00:44:00,684
the whole like morale thing they're struggling with that you know that's it's kind of a concept

541
00:44:00,684 --> 00:44:04,524
of not fair and for some reason companies are just like no but this is our bottom line this is what

542
00:44:04,524 --> 00:44:10,584
we need to do well you just fired everybody that could be doing it for one person it's it's I don't

543
00:44:10,584 --> 00:44:15,304
know it's a bit madness when you look at it sometimes yeah you're in that maddening situation

544
00:44:15,304 --> 00:44:20,524
where you know a whole department gets laid off you get the the parallel promotion of taking on

545
00:44:20,524 --> 00:44:25,004
that whole department you have you get less resources you have to learn everything they did

546
00:44:25,004 --> 00:44:31,124
and then you know you're probably gonna have to hand it off to someone and uh find yourself like

547
00:44:31,124 --> 00:44:36,604
a different role at the company and so it's challenge after challenge with diminishing

548
00:44:36,604 --> 00:44:42,024
returns, it seems like really like Game of Thrones. So what about in terms of student loan payments?

549
00:44:42,024 --> 00:44:48,104
Like, I mean, are they people paying them back yet in terms of employees? And how's that going

550
00:44:48,104 --> 00:44:54,104
to affect sort of? Yeah, it was it was a tough conversation when that happened, you know, when

551
00:44:54,104 --> 00:44:58,364
and when it was like, hey, you got to you got to do this, you got to get on a payment plan because,

552
00:44:58,584 --> 00:45:05,104
you know, deferment is out. And so many people, I don't really know how you would miss that many

553
00:45:05,104 --> 00:45:11,644
emails or letters in the mail, but it's happened. You know, I don't know what the full process was,

554
00:45:11,764 --> 00:45:15,484
but I do believe they had years. This was in court for years. I mean, this was,

555
00:45:16,024 --> 00:45:21,064
I think it was finished in like maybe September, October in 23 and it wasn't,

556
00:45:21,064 --> 00:45:25,604
it got delayed until 24. So, you know, and then it just, it kept getting delayed. So we're,

557
00:45:25,884 --> 00:45:33,384
we're, we're at this stage now where you have so many people that obviously everybody does go to

558
00:45:33,384 --> 00:45:36,964
college for jobs and not everybody can put themselves through without taking out loans.

559
00:45:37,804 --> 00:45:42,724
So we are at the stage where we have a lot of people. I mean, it was millions, millions. I can't

560
00:45:42,724 --> 00:45:46,924
remember the full numbers right now, but, you know, they were going to be put in collection

561
00:45:46,924 --> 00:45:52,544
unless they reached out. And again, being on the credit side and seeing that financial consumer side,

562
00:45:53,224 --> 00:45:58,064
they weren't reaching out. They were reaching out to the company that I advised going,

563
00:45:58,064 --> 00:46:06,444
why did my score drop 180 points so you know they they weren't aware of it there's still people that

564
00:46:06,444 --> 00:46:12,644
are not aware of it and it's now showing up on on your account as late that'll drop your score you

565
00:46:12,644 --> 00:46:18,484
know pretty much if you were if you the higher you were score wise the harder it would have hit you

566
00:46:18,484 --> 00:46:23,104
because you were kind of squeaky clean so now you had a big hit that's not good you know if your

567
00:46:23,104 --> 00:46:29,344
score was a little bit lower, you're probably maybe like 45 to 70 points. We typically saw

568
00:46:29,344 --> 00:46:37,104
anything below like a 620. But, you know, now we're at the collection stage. Well, they're not

569
00:46:37,104 --> 00:46:41,944
just like letting it run to collections. And if you ignore the letter, it's going to go away. You

570
00:46:41,944 --> 00:46:46,224
know, there's wage garnishment that's being talked about. And that's going to hit, you know,

571
00:46:46,244 --> 00:46:58,466
so if you talk about like people that maybe bought a house during you know during COVID where things were cheap and everything like that Well now they have this they have their mortgage bill but now they going to have

572
00:46:58,466 --> 00:47:02,106
a wage garnishment or even up to like a couple hundred dollars extra.

573
00:47:02,806 --> 00:47:03,926
What are they paying?

574
00:47:04,286 --> 00:47:07,626
You know, are they going to let their rent or their mortgage go or their car go?

575
00:47:07,766 --> 00:47:09,146
Or are they going to pay their student loan?

576
00:47:09,246 --> 00:47:11,286
Like what one's going to falter first?

577
00:47:11,746 --> 00:47:15,726
And over the next several months, I think we're going to see some really big hurt with

578
00:47:15,726 --> 00:47:16,286
all of that.

579
00:47:17,086 --> 00:47:20,046
It was a case of reaching out and coming up with a payment plan.

580
00:47:20,286 --> 00:47:24,466
I've heard of some people that were like, I told them I can afford $10 a month because I'm unemployed right now.

581
00:47:24,586 --> 00:47:26,246
And they gave that to me for two years.

582
00:47:26,766 --> 00:47:27,726
They gave you breathing room.

583
00:47:28,726 --> 00:47:30,186
Unfortunately, a lot of people didn't.

584
00:47:30,186 --> 00:47:36,546
And unfortunately, we are still seeing, you know, even those that didn't hit that straight off cutoff day back in April,

585
00:47:37,246 --> 00:47:42,026
we are still seeing people, you know, haven't paid over the last couple months.

586
00:47:42,126 --> 00:47:46,266
So now they're now at 120 days and it's hitting their credit as well.

587
00:47:46,266 --> 00:47:51,946
So it wasn't just this one and done thing that's like just destroyed credit scores for so many, for millions.

588
00:47:52,146 --> 00:47:56,986
It's just going to keep coming because people don't have that extra money right now.

589
00:47:57,106 --> 00:48:08,346
And unfortunately, because the way everything changed with the big, beautiful bill and things like that, you don't have so much leeway with the way you can defer and things like that.

590
00:48:08,426 --> 00:48:11,626
So there's a world of hurt coming for that.

591
00:48:11,686 --> 00:48:13,986
And I feel so bad for anybody that took out loans.

592
00:48:13,986 --> 00:48:29,126
And, you know, I do understand, you know, the ones that are like, oh, no, make them pay that back. I understand the ones that are like, no, but we said we were told it was going to get paid for us. I understand both sides of it. But as it's hitting everybody's credit right now, it's really hard.

593
00:48:29,126 --> 00:48:46,806
And I think what a lot of people don't realize is that even if you don't have the, you know, student loans hitting your credit, even if you don't even have student loans, it will still affect as a whole certain regions, certain, you know, generations even.

594
00:48:46,926 --> 00:48:52,506
Because the way, you know, different companies work with like insurance or things like that, they check your credit.

595
00:48:52,646 --> 00:48:57,046
So you're going to fall into the, oh, you know, they're probably still paying student loans category.

596
00:48:57,046 --> 00:49:03,586
They're not going to look for everything necessarily, but you can still be lumped into the, oh, it's this category of person.

597
00:49:03,766 --> 00:49:06,826
OK, you know, this score is you're going to pay more.

598
00:49:07,526 --> 00:49:08,786
So it's not great.

599
00:49:09,006 --> 00:49:10,546
It will affect a lot of people.

600
00:49:10,706 --> 00:49:16,486
You know, as we see people default on mortgages or struggle with rent, it will affect society.

601
00:49:16,486 --> 00:49:21,326
It will affect everybody, not just those that are struggling with it.

602
00:49:22,106 --> 00:49:24,426
What do you then see with tariffs?

603
00:49:24,526 --> 00:49:25,926
I mean, that's a fairly new thing.

604
00:49:25,926 --> 00:49:32,486
what sort of corporate America or the, you know, the Microsofts and the Amazons and

605
00:49:32,486 --> 00:49:36,146
the Essentials, what are they kind of, how are they responding or what are you seeing?

606
00:49:36,286 --> 00:49:41,806
Yeah. You know, for the most part, I mean, it's going to, it's going to be, it's going to do what

607
00:49:41,806 --> 00:49:45,426
it's going to do when you're, when you're looking at it from a retail standpoint, you know, a lot

608
00:49:45,426 --> 00:49:50,186
of companies are saying they're passing it on to the consumer and okay, we're seeing that already,

609
00:49:50,326 --> 00:49:55,306
you know, in pricing at different stores and things like that, you know, it's not necessarily

610
00:49:55,306 --> 00:50:00,966
really huge, but if you're on a budget, it's massive, you know, and, um, you know, with regards

611
00:50:00,966 --> 00:50:05,606
to corporations and things like that, I don't think it's going to make that big of a difference

612
00:50:05,606 --> 00:50:10,086
overall. It's kind of just one of those liabilities they have to deal with. So, you know, they,

613
00:50:10,166 --> 00:50:14,026
they have it to the side, you know, you kind of have to look at it as just like, oh yeah,

614
00:50:14,066 --> 00:50:18,406
okay, now we're paying that. Okay. So we're making just a tad bit less. So how do we squeeze this

615
00:50:18,406 --> 00:50:24,146
out? Oh, maybe we do layoffs or maybe we outsource more and they cover it and then they're still up.

616
00:50:24,146 --> 00:50:27,326
and I think we're going to see more of that going on.

617
00:50:28,566 --> 00:50:31,826
But, you know, it's going to, because it's a global scale,

618
00:50:31,926 --> 00:50:34,186
because this is not just, you know, yes, the U.S. has taken tariffs,

619
00:50:34,246 --> 00:50:35,266
but this is hitting everywhere.

620
00:50:35,426 --> 00:50:38,506
This is hitting every country, you know, overall with what's going on.

621
00:50:38,506 --> 00:50:41,966
You know, I don't know what ones are currently paying tariffs,

622
00:50:42,046 --> 00:50:42,726
what ones are not.

623
00:50:43,466 --> 00:50:46,706
You can't tell from a day-to-day standpoint anymore.

624
00:50:47,466 --> 00:50:49,506
I'm not even sure if this is at the legal stage right now.

625
00:50:49,626 --> 00:50:52,506
So whatever is happening with it all, you know,

626
00:50:52,506 --> 00:50:57,146
companies are still getting affected. So they have to, you know, companies in Europe still have

627
00:50:57,146 --> 00:51:01,746
to go, wow, this is going on. Is this going to hit us hard? How do we deal with this? Are they

628
00:51:01,746 --> 00:51:07,686
going to do layoffs preemptively to make sure they don't, you know, go under for the next couple

629
00:51:07,686 --> 00:51:14,566
quarters? Maybe, you know, so it's, it's, it's a tragic thing to see happen. I understand why

630
00:51:14,566 --> 00:51:19,706
it's being done, but there's, there's so much uncertainty with it. There's so much,

631
00:51:19,706 --> 00:51:25,046
well, I guess it's not really so much, but like there's, there's a, there's a instability

632
00:51:25,046 --> 00:51:32,886
in the whole global system right now. And, you know, it's affecting jobs greatly and jobs are

633
00:51:32,886 --> 00:51:39,126
the everything jobs are the stock market and jobs are, you know, how we survive as, you know,

634
00:51:39,446 --> 00:51:45,166
as a society. So we really have to look at, you know, what companies are doing to focus on,

635
00:51:45,166 --> 00:51:51,906
focus on the worker first, if that's possible. You know, it feels like it's becoming less and

636
00:51:51,906 --> 00:51:57,866
less a thing. But, you know, that's what concerns me the most is that that's not really being talked

637
00:51:57,866 --> 00:52:02,646
about. Is there a different class of workers? Like right now, I mean, the stock market's at

638
00:52:02,646 --> 00:52:07,546
an all-time high. Maybe that's primarily driven by the, you know, FANG and MAG-7.

639
00:52:08,066 --> 00:52:14,026
Are the employees there like living high on the hard compared to the rest of the workforce?

640
00:52:15,166 --> 00:52:17,126
I know it's a broad stroke, but.

641
00:52:17,506 --> 00:52:21,866
Yeah, it's interesting what I have seen.

642
00:52:21,866 --> 00:52:27,446
Anybody that is, and this isn't every industry, this isn't every person,

643
00:52:27,826 --> 00:52:32,726
but I would say like director upwards, you're doing okay.

644
00:52:33,586 --> 00:52:40,926
It is a case when you do decide to leave or you are laid off or just rifted,

645
00:52:41,006 --> 00:52:43,566
you're not part of the mass layoffs, or even if you are part of the mass layoffs,

646
00:52:43,566 --> 00:52:47,966
When you start looking for the jobs again, the money is not there anymore.

647
00:52:48,286 --> 00:52:50,386
So it's not the same levels of salary.

648
00:52:50,566 --> 00:52:58,446
So we are seeing a change in that, which is why we're seeing this relocation issue, you know, and especially with the housing market as it is.

649
00:52:58,626 --> 00:53:01,626
It's it's chaos. It's really chaos.

650
00:53:01,966 --> 00:53:05,746
And, you know, it's it's hard to find the same job again.

651
00:53:05,746 --> 00:53:09,046
And, you know, those those cushy salaries are no more.

652
00:53:09,046 --> 00:53:13,266
Those came greatly after COVID.

653
00:53:14,246 --> 00:53:15,186
They were there before.

654
00:53:15,286 --> 00:53:15,866
Don't get me wrong.

655
00:53:15,946 --> 00:53:17,786
People were making some good money before.

656
00:53:18,306 --> 00:53:19,806
But there was a lot recently.

657
00:53:20,026 --> 00:53:22,746
And they're part of some of the biggest layoffs right now.

658
00:53:23,126 --> 00:53:29,226
So, you know, I don't see salary increasing anytime soon.

659
00:53:29,386 --> 00:53:30,766
Companies are too focused on automation.

660
00:53:31,366 --> 00:53:38,266
They're too focused on how can we do it for cheaper, whether it's AI, whether it's just, you know, okay, we're going to condense a team.

661
00:53:38,266 --> 00:53:44,606
We're going to reorg. We're going to put these people over here. Oh, you're going to do this job now, you know, get rid of the other rest of the team.

662
00:53:44,686 --> 00:53:51,386
So a whole function disappears. And I do see that sometimes, you know, or, you know, are they just going to keep offshoring because it doesn't matter?

663
00:53:51,986 --> 00:54:05,646
You know, it's still cheaper for them, even if they were paying like the full salary of what they would in the U.S., it's still cheaper because they don't have all of the hiring issues and the insurance and health care and all that kind of stuff that doesn't exist.

664
00:54:05,646 --> 00:54:07,846
the same way in other companies.

665
00:54:07,946 --> 00:54:09,226
That regulatory is just not there.

666
00:54:09,386 --> 00:54:11,826
So I'm not really sure we're going to see

667
00:54:11,826 --> 00:54:15,766
those nice cushy salaries anytime soon, at least.

668
00:54:15,866 --> 00:54:16,666
I hope they come back,

669
00:54:17,026 --> 00:54:20,166
but I'm not holding my breath either.

670
00:54:20,746 --> 00:54:22,086
What have layoffs been like?

671
00:54:22,586 --> 00:54:24,386
Some of these large layoffs, how are they handled?

672
00:54:24,506 --> 00:54:25,666
How do you get the notification?

673
00:54:26,246 --> 00:54:28,006
Yeah, that's been bad.

674
00:54:28,006 --> 00:54:31,286
Like, you know, it was a couple of years ago,

675
00:54:31,426 --> 00:54:33,626
you know, we saw a couple, you know,

676
00:54:33,626 --> 00:54:37,906
shock layoffs where, you know, the CEO came on a Zoom call and nobody expected it. And it was like

677
00:54:37,906 --> 00:54:41,886
the whole company. And he was just like, yeah, you're laid off. This is it. We're done. Bye.

678
00:54:42,146 --> 00:54:47,486
And we were all kind of shocked. Now that's the norm, you know, and it's not the CEO doing it.

679
00:54:47,486 --> 00:54:52,686
It's their managers or the directors, VPs, HR, depending on who's getting laid off. You know,

680
00:54:52,926 --> 00:54:58,666
we're hearing stories of some, you know, people that are showing up, they get this, this email or

681
00:54:58,666 --> 00:55:03,546
something on their calendar to say, Hey, show up at 9.15, 11 a.m, whatever. And it's staggered. So

682
00:55:03,546 --> 00:55:07,526
the stories start coming out. So people start going, oh man, I just got that for two o'clock

683
00:55:07,526 --> 00:55:12,846
this afternoon. So we are seeing these things. So they get on the call and I've heard everything

684
00:55:12,846 --> 00:55:17,686
from three minutes to seven minutes. They're done. Their whole, their computer shut off.

685
00:55:17,966 --> 00:55:23,106
Their whole job is done. And there's no Q and A. There's no anything like that.

686
00:55:23,526 --> 00:55:29,666
And ironically, one of the banks out of Australia, ANZ, I think it was last week. It might've been

687
00:55:29,666 --> 00:55:36,766
the week before it's been a long couple days i think it was last week they accidentally an email

688
00:55:36,766 --> 00:55:42,046
got sent out to some of the people that were getting laid off these people did not know there

689
00:55:42,046 --> 00:55:47,386
was a layoff coming and it was just an automatic trigger or something happened with their system

690
00:55:47,386 --> 00:55:53,126
and they got the email so the company had it was only partial uh amount of people i think it was

691
00:55:53,126 --> 00:55:59,426
only a couple hundred that got the email but the company had to go oh yes okay publicly yes we are

692
00:55:59,426 --> 00:56:04,326
doing layoffs. Yes, this happened. We're so sorry, blah, blah, blah. And then, you know, a few days

693
00:56:04,326 --> 00:56:11,646
later they laid off, you know, 3,500 people. So, you know, there's things happening. It's crazy

694
00:56:11,646 --> 00:56:16,306
how it goes on these days. This is why I'm saying, you know, you have to look up for yourself because

695
00:56:16,306 --> 00:56:22,426
this happens just all the time now. And it happens randomly and they're cutting things like sales,

696
00:56:22,426 --> 00:56:28,826
which is kind of just weird and backwards for a lot of industries, right? You know, you think,

697
00:56:28,826 --> 00:56:32,586
oh no, that's like the main thing. That's what they got to focus on. But they are cutting back

698
00:56:32,586 --> 00:56:36,606
on that. It's just because they're pivoting. They're doing different things, you know,

699
00:56:36,766 --> 00:56:42,166
getting in different types of contracts instead, you know, for a lot of different companies.

700
00:56:43,286 --> 00:56:50,266
But yeah, the layoff situation is, it's, you know, it's really dehumanizing overall. And

701
00:56:50,266 --> 00:56:56,086
again, that's also not changing. There's no point. It feels like it's just becoming a little bit

702
00:56:56,086 --> 00:57:02,026
colder and people are just expecting it. This is why people are struggling to work in the office.

703
00:57:02,106 --> 00:57:07,166
You say they're just waiting for that to happen. And, you know, there's like it rando happened to

704
00:57:07,166 --> 00:57:10,806
Microsoft and then it happened again the next month. And then there was a couple extra cuts.

705
00:57:11,206 --> 00:57:16,586
People didn't see this coming. And this Microsoft's not a one off with what happened. It's it's

706
00:57:16,586 --> 00:57:22,386
everybody. So, you know, it's not just the regular annual calls that happen, you know, to to resize

707
00:57:22,386 --> 00:57:28,446
and refigure and restructure. This is major game-changing things. And, you know, the optics

708
00:57:28,446 --> 00:57:33,546
that a lot of people brought up, especially after Microsoft, you know, I even brought it up,

709
00:57:33,826 --> 00:57:38,366
you know, they were going after thousands and thousands of H-1Bs this year. That's how many

710
00:57:38,366 --> 00:57:43,606
they filed for. Yet they're laying off people. Yet the narrative has always been, we can't find

711
00:57:43,606 --> 00:57:48,506
qualified workers. Well, which is it? You know, and it's really frustrating. So those optics are

712
00:57:48,506 --> 00:57:54,586
really bad. And people are starting to get very angry overall, because it's out of frustration,

713
00:57:54,586 --> 00:57:58,826
because it's just like, no, I was doing my job. Well, I was a top performer, and I was laid off.

714
00:57:58,926 --> 00:58:05,966
I mean, gosh, the AI director at Microsoft was laid off. And it's just like, how does that work?

715
00:58:05,966 --> 00:58:13,306
And there's enough talk. Microsoft kind of talked about a little bit of it. But it sounds like some

716
00:58:13,306 --> 00:58:19,886
of the original layoffs were decided by not just performance levels, not like just like, you know,

717
00:58:19,906 --> 00:58:23,426
when you do performance reviews, but actually kind of a little bit more automated, it was brought

718
00:58:23,426 --> 00:58:29,586
down. And then like the managers checked off on it. But if it starts at that, is it understanding

719
00:58:29,586 --> 00:58:35,146
the concepts of what you do? Or is it just seeing job duties and output? And right now it just feels

720
00:58:35,146 --> 00:58:42,806
like it's just about output and ROI. And that's what's getting cut. So yeah, it's, it's cold world.

721
00:58:43,306 --> 00:58:47,906
with all of that. Yeah. And my final couple of questions here, I mean, what are you hearing

722
00:58:47,906 --> 00:58:55,626
about maybe inflation and sort of that aspect of the consumer or the employee or even the employers?

723
00:58:55,866 --> 00:59:00,266
I mean, yeah, yeah. You know, it's, it's there. We can all feel it. We can all see it. We went

724
00:59:00,266 --> 00:59:06,806
through the whole great egg price increase over the summer. Right. Well, you know, we were there,

725
00:59:06,906 --> 00:59:12,146
we lived it, we survived inflation hurts though. And you know, there's, there's all the talk about,

726
00:59:12,146 --> 00:59:21,806
the Fed cutting interest rates here, what, next week, isn't it? But it's not going to change the

727
00:59:21,806 --> 00:59:25,466
job scenario so much. I know a lot of people think, oh, well, that's great. They're going to

728
00:59:25,466 --> 00:59:28,346
cut interest rates and now companies are going to borrow money and then they're going to hire a

729
00:59:28,346 --> 00:59:33,046
bunch of people again. I don't think that's going to happen. Yes, some companies will increase,

730
00:59:33,486 --> 00:59:39,666
but what I would say they are going to increase in is offshoring and putting also money into

731
00:59:39,666 --> 00:59:44,746
AI development, because that is the focus of their CapEx and all the spending that they're

732
00:59:44,746 --> 00:59:50,206
doing with all of this. And, you know, so the more they can put into that, the more they can

733
00:59:50,206 --> 00:59:58,246
still keep their margins and just, you know, expand further faster. And so unfortunately,

734
00:59:58,246 --> 01:00:03,306
even if they could cut the rate down to zero, I don't think that's going to make a difference for

735
01:00:03,306 --> 01:00:08,846
the labor market in the slightest. So, you know, we are in for a tough time, you know,

736
01:00:08,846 --> 01:00:10,506
And if you have a job, keep it.

737
01:00:10,946 --> 01:00:12,486
I can't stress that enough.

738
01:00:13,066 --> 01:00:14,886
What if you were starting over or starting out?

739
01:00:15,006 --> 01:00:16,026
You were 20 years old.

740
01:00:16,826 --> 01:00:21,326
You may be coming out of college or decided to skip college or, you know, and you don't

741
01:00:21,326 --> 01:00:23,986
have a lot of capital or maybe you're 30 years old and you're starting over.

742
01:00:24,086 --> 01:00:25,446
What kind of advice would you give?

743
01:00:26,306 --> 01:00:27,866
Yeah, it's hard.

744
01:00:28,066 --> 01:00:29,706
Grads, I think it, what's the stat?

745
01:00:29,786 --> 01:00:35,046
It's like 58% of grads have not found a job their first year out of college.

746
01:00:36,446 --> 01:00:37,846
That's huge.

747
01:00:37,846 --> 01:00:44,846
and you know and this this is where it kind of comes back to that optics issue um I know I use

748
01:00:44,846 --> 01:00:48,586
that word a lot but it is a lot of optics issues you know because you have all these especially

749
01:00:48,586 --> 01:00:54,846
STEM grads that are very uniquely talented and and you know yes they're entry level because they

750
01:00:54,846 --> 01:00:59,566
just graduated but the jobs that we're seeing are like well you must have three to five years

751
01:00:59,566 --> 01:01:03,906
how does that work how does that work it doesn't work you know but they only want to pay them

752
01:01:03,906 --> 01:01:09,746
entry-level, you know, salaries, this is the scenario we're seeing. And I spoke to somebody

753
01:01:09,746 --> 01:01:15,266
in tech just recently, and, you know, they said entry-level is gone. The new thing for tech is

754
01:01:15,266 --> 01:01:21,026
apprenticeships and internships, really. And so you kind of have to go in there, go in there, do

755
01:01:21,026 --> 01:01:25,986
that grunt work for a while. And yes, you'll probably make a little bit more, but that's kind

756
01:01:25,986 --> 01:01:30,346
of where that one is focused on, you know, and that was kind of more in the cybersecurity world

757
01:01:30,346 --> 01:01:37,446
overall, but it's still going to be broad enough tech, you know, and then you have the concepts,

758
01:01:37,446 --> 01:01:44,786
you know, moving forward with all of that, that we need to focus on, you know, what's happening.

759
01:01:45,006 --> 01:01:50,706
You know, we have the people on visas, the H-1B visas that are coming over here. And that is a

760
01:01:50,706 --> 01:01:57,006
problem. Like I said, I'm all for merit, but we have the same, the students that went to the same

761
01:01:57,006 --> 01:02:04,126
colleges together with those that came over on OPT visas to study that are now going for the H-1Bs

762
01:02:04,126 --> 01:02:12,726
to go work at these companies, why are we having so many of our students not get chosen? Why are

763
01:02:12,726 --> 01:02:16,746
we getting overlooked? Why are American students getting overlooked? You know, there's a national

764
01:02:16,746 --> 01:02:22,366
crisis with all of this overall, because if graduates can't find the jobs that they've

765
01:02:22,366 --> 01:02:23,826
been training for, what do they do?

766
01:02:23,826 --> 01:02:26,466
So if you're young and you're just starting out,

767
01:02:28,566 --> 01:02:29,406
you know,

768
01:02:29,448 --> 01:02:37,968
It's hard. You know, every industry is going to have a little bit of different advice to it, but you have to just like do as much networking as humanly possible.

769
01:02:38,168 --> 01:02:42,868
You know, take that odd job so that you can survive doing all of this.

770
01:02:43,028 --> 01:02:47,248
You know, go go, you know, do the weird things that nobody wants to do.

771
01:02:47,468 --> 01:02:51,088
You know, it might be one of those like internships that nobody really wants.

772
01:02:51,288 --> 01:02:54,908
Do it. Get your foot in the door. Show them that you can help them solve that pain point.

773
01:02:54,908 --> 01:03:00,328
and really, you know, that's what starting out in a career is these days. And it's just weird.

774
01:03:01,008 --> 01:03:06,288
People want transparency. And I think if companies were a lot more transparent overall,

775
01:03:06,868 --> 01:03:11,248
it would be better. You know, companies know what they're doing. They know what their focus

776
01:03:11,248 --> 01:03:14,988
is today. They know what their focus is for the next several years, especially as AI is changing,

777
01:03:15,088 --> 01:03:23,028
as tech is changing and things like that. It would seem if they wanted to focus on American workers,

778
01:03:23,028 --> 01:03:28,028
that they could be like, focus on this. These are the degrees you need. They can work with colleges

779
01:03:28,028 --> 01:03:33,928
and build programs so that they could get these amazing workers. I'm not seeing that. Yes, there's

780
01:03:33,928 --> 01:03:39,188
some programs out there, don't get me wrong, but it's not that you're guaranteed a job after that.

781
01:03:39,248 --> 01:03:44,468
And it's not that everybody should be guaranteed a job, but in today's age, it kind of feels like

782
01:03:44,468 --> 01:04:02,386
you do need that as well How do you survive without that Even the gig economy is struggling right now People are trying to DoorDash and they can even get a DoorDash gig because their area is so oversaturated So there and that is that affecting greatly

783
01:04:02,386 --> 01:04:07,286
that 20 to 30 year old range that really like to focus on doing that. They're like, I can just do

784
01:04:07,286 --> 01:04:13,546
the gig work, do the hustle, blah, blah, blah. And they're struggling to even find, to be able to go

785
01:04:13,546 --> 01:04:18,266
deliver somebody's McDonald's to them, you know, and, and that's a worrying sign. How,

786
01:04:18,426 --> 01:04:23,106
how many more areas, you know, it's mainly the bigger areas right now, the bigger cities. So if

787
01:04:23,106 --> 01:04:26,266
you're out in the sticks, you're probably okay. You're probably not going to be put on a wait list,

788
01:04:26,266 --> 01:04:32,706
but you probably won't have that throughput either to make enough money. So there's, there's a lot of

789
01:04:32,706 --> 01:04:36,926
problems we're facing with that. And, you know, to hear some of the, you know, leadership and

790
01:04:36,926 --> 01:04:42,466
the administration to say, you know, gig work, trade work, whatever, like that. I don't, that's

791
01:04:42,466 --> 01:04:48,266
not endless. That's not an infinite supply. And as people lose more jobs, as there's more

792
01:04:48,266 --> 01:04:53,026
offshoring, as things become harder, we have student loans and the collections and people,

793
01:04:53,166 --> 01:04:57,146
you know, would struggle to pay their housing and their cars and things like that, which we are

794
01:04:57,146 --> 01:05:02,466
seeing as well, you know, and just the general amount of debt, they're going to stop ordering

795
01:05:02,466 --> 01:05:12,446
DoorDash. So then what do those people do? You know, and you know, it's, it's a spiral. It's a

796
01:05:12,446 --> 01:05:34,464
to go around and around and nothing is being addressed And that that to me is what nobody needs nobody talking about And we do need to focus on that as as American workers as the leadership whatever we all need to be talking about how we changing the job scope

797
01:05:34,464 --> 01:05:39,624
I mean, is there like a big endgame in sight that we don't know about and only companies know about?

798
01:05:39,704 --> 01:05:47,124
So they're making so much on earnings right now from the stock market because they're just kind of milking the last little bit before we go on UBI.

799
01:05:47,444 --> 01:05:48,124
Is that the scenario?

800
01:05:48,304 --> 01:05:48,924
Okay, that's great.

801
01:05:49,424 --> 01:05:51,504
Give us transparency on what's going on.

802
01:05:51,864 --> 01:06:01,464
You know, if the job market's not good, give us transparency because then at least we know how to budget, how to manage, how to go, okay, these industries are struggling right now.

803
01:06:02,304 --> 01:06:03,544
And so this is where we need to focus.

804
01:06:03,544 --> 01:06:12,624
How do I think outside the box? People want transparency and we just need corporations or the administration to start being more transparent.

805
01:06:13,084 --> 01:06:17,824
And as hard as it is, as hard of a pill it will be to swallow, we're already feeling it.

806
01:06:18,004 --> 01:06:29,404
We already know what's going on. We just want somebody to say it, which, again, brings it back to that validation that, yeah, there was almost a million jobs that were not there last year.

807
01:06:29,944 --> 01:06:30,584
We know.

808
01:06:31,284 --> 01:06:36,644
Here we are, you know, mid 2025, and we're going to have the same report next year.

809
01:06:37,204 --> 01:06:37,944
That's incredible.

810
01:06:38,144 --> 01:06:51,722
I want to thank you so much for coming on the show This has been incredible That has been so dope Please let people know you know where they can find you and your work and any parting words Yeah no thank you This has been great I always up to talk about this because like I said

811
01:06:51,742 --> 01:06:56,202
this needs to be a conversation. But if you're looking for, you know, workforce intelligence

812
01:06:56,202 --> 01:07:00,122
trends, you know, what companies are about to lay off and what's going on for like the investment

813
01:07:00,122 --> 01:07:05,422
side to know, I usually can predict layoffs about three to six months ahead of time at minimum.

814
01:07:05,422 --> 01:07:10,222
and go to my sub stack, which is insideredge report.com.

815
01:07:10,262 --> 01:07:14,882
Or you can go to thejobchick.com just to reach out to me and say, hey, consult with me,

816
01:07:15,082 --> 01:07:15,562
things like that.

817
01:07:15,562 --> 01:07:16,482
And you can find me on X.

818
01:07:16,582 --> 01:07:17,222
I'm the job chick.

819
01:07:17,282 --> 01:07:19,782
I'm the only girl on there with pink hair talking about this stuff.

820
01:07:19,782 --> 01:07:21,162
So you can't miss me.

821
01:07:21,522 --> 01:07:21,782
Awesome.

822
01:07:21,882 --> 01:07:22,962
Thank you so much, Amanda.

823
01:07:23,022 --> 01:07:23,742
I really appreciate it.

824
01:07:23,802 --> 01:07:24,642
Thank you so much.

825
01:07:24,682 --> 01:07:25,502
I was happy to be here.

826
01:07:25,942 --> 01:07:28,722
Thanks for tuning in to this episode of The Bitcoin Matrix.

827
01:07:29,202 --> 01:07:33,542
If you enjoyed the conversation, don't forget to like, subscribe and drop a comment below

828
01:07:33,542 --> 01:07:35,322
with any questions or thoughts you may have.

829
01:07:35,422 --> 01:07:36,762
We'd love to hear from you.

830
01:07:37,102 --> 01:07:41,322
You can support the show by checking out our sponsors and affiliate links in the description.

831
01:07:41,542 --> 01:07:46,062
It helps keep bringing you great content while connecting you with awesome products that I believe in.

832
01:07:46,062 --> 01:07:50,102
Share this episode with your friends, family, or anyone curious about Bitcoin.

833
01:07:50,522 --> 01:07:52,582
And let's keep growing this community together.

834
01:07:52,882 --> 01:07:56,382
Stay curious, keep stacking, and I'll catch you in the next one.

835
01:08:05,422 --> 01:08:05,922
you