The only video you need to understand the tech job market

and they go, "Hey, my kid's 18. Uh, he

wants to be a software engineer. What

should he do?" And I just tell them,

"Please listen to me so deeply, clearly.

Get into What's up, man? How are you?"

>> Good. You?

>> Good. Hey, uh, from a little bit of a

different angle. Um, I've been deeply

involved in software engineering, in

particular, staffing. Sold my last

company and, uh, do that at a really

high level right now.

>> Okay. for in general 300k plus

specifically mechatronics, robotics

lately.

>> Cool.

>> And uh I guess one thing I'd ask just

seeing what you've seen my business

partner and I after thriving off the co

market, dude. I mean that was like hey

do you have a pulse and a C minus

knowledge of software engineering?

Here's 180k. It was nuts. Like it was

nuts. And we were printing.

>> Yeah. But dude, that that side of the

market seems to be dying quite brutally.

I don't know if it's going to be an AI

thing where companies are putting way

too many eggs in that basket and this is

going to pull back soon and they're

going to say, "Wait, we need real

engineers." But it seems like, and I'm

just curious your take on this.

>> It seems like the place where from my

perspective of being on the kind of

outside of tech and helping so many

people in and uh get these jobs, it's

like, okay, so what roles are not

being aed right now? What roles still

need staffing where they're going to

spend $50,000 for a placement fee? And I

realize it's systems engineers, it's all

C++, it's robotics, it's embedded

software engineers, it's um of course a

lot of data science, but like the good

old, hey, I'm a JavaScript engineer and

I do React and Node and I'm good with

AWS. Give me 250K.

That seems like that's violently dying.

So that said though, we go all the way

down to entrylevel kind of C++

engineers all the way through and I do

just want to say and everybody

listening, today's video sponsor is me.

I built this site called getcracked.io

because I noticed that there was a

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know. This isn't only skill up and

interview prep content focused on

language knowledge. It also includes

things like operating systems,

concurrency, design patterns, computer

architecture with questions asked from

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realworld concepts. These aren't toy

puzzles. These aren't contrived problems

with principles like dynamic programming

which you will rarely use ever in your

career. These are real questions with

real implementations and real

explanations. Many of them having

appeared in interviews in the past. Make

sure to check it out.

>> Stick to that C++. I have, you know, I

have 90 LinkedIn recommendations. Um,

all from architects and, you know,

principal engineers and directors of

engineering. Like I know recruiters, you

can laugh at them. Most of them do suck.

And, uh, you know, it it is a bunch of

trash people in that industry. But

coming from quote authority in the job

market, guys, if you're going to pick CS

from someone who sees this all day in

and out, stick to that C++ side of

things. I have I have these, you know,

very successful PMP parents that I've

placed and make money with, and they go,

"Hey, my kid's 18. Uh, he wants to be a

software engineer. What should he do?"

And I just tell them, please listen to

me so deeply clearly. get into the C++

side of things. When I tell you I've got

these unbelievable companies that are

like autonomous robotics at like the

bleeding edge of tech that the only

people they can find for these C++

engineers are like 35year-old dudes who

are about to retire and they're

desperate to find dude send me a good

six-year person. I can't find with the

30 $40,000 in software we spend as a

company a year, I can't even find good

six, sevenyear C++ engineers. So, I

really appreciate you not being

gimmicky, not just saying, "Learn to

code, bro. Lol." And like the

meaningfulness of how you talk to people

and the reality of interviews. And I'm

not technical, but I know what the

[ __ ] array is cuz I've talked to

these people and tech them out a bit.

listen to what coding Jesus says. He

will get you so much further than

talking to AI or just grinding out leak

codes because guys, yes, you need to be

a technical fit, but they are looking at

personality, too. And they will grill

you down and if you don't come across

right, you're not getting that role. So,

uh I I guess I'm a little flustered

because I feel like I'm talking to a

celeb, but dude, I I really appreciate

what you do for the platform and these

younger devs trying to figure it out

because it is a hard market right now.

Yeah, thanks for that. How is it even

possible for technical recruiters to go

through thousands upon thousands,

hundreds upon thousands of resume

submissions that they get like 2 hours

after a job positions open? Like there

seems to be a massive gap in the market

between

>> candidates that are actually strong and

then a recruiter's ability to properly

screen a candidate and tell that they're

actually good material. So, they can't

um I make the joke that Susie Q in HR

doesn't know what the hell she's looking

at when she's reviewing uh

>> these Indeed profiles, right?

>> And this is ultimately why you have to

end up paying me $50,000 because I'll

just say in the 150 placements this

month, this year,

>> uh none of them are applicants. I post

all my jobs, none of them are

applicants. LinkedIn, email, cold

outreach, phone calls, a bit of my

Discord server. Uh, I'm head I'm a head

hunter like through and through and

through and through and through. You're

getting a cold email with a good

opportunity and you're gonna like like

and again the these are the good ones

that figured out they're good at this

and they're going to go make their own

money not working for a company. So, the

reality is, dude, is Suzie Q in HR who's

getting yelled at to go through the

applicants,

uh, they're rejecting a bunch of good

people by accident. And what they're re

what's really going on, and this is a

whole different level that no one knows

about. A lot of H-1B candidates send

these unbelievably

beautifully, phenomenally polished

resumes and when you call them, they

just yes you to death that they have the

experience and Suzie Q jams up the

interview pipeline because she's

actually not technical. So the real

issue is there's either automation of

people being lazy internally or somebody

who's not even technical enough who's

placing like office admins that's also

on the ATS sending hiring managers. Do

you know what I'm saying with this?

>> Yeah. Yeah. She has

>> so it like gets bogged up or [ __ ] up.

Uh or there's just like a man I don't

want to look at this. are being lazy and

they go, "Yeah, I went through all the

applicants and they reject 200 people."

Like internal

HR and recruiters, they don't want they

don't get paid to make a placement. Do

you know what I mean?

>> Yeah.

>> So, they just stay busy and that's why

people apply. Now, on the other hand,

guys, if you see 300 applicants in the

last day on LinkedIn, please click

apply. So many shitty candidates, dude.

I'll reject 99% of applicants and then

the couple bangers get the job. So like

don't ever be scared away by that. But

dude, to your point, like they're not

looking at it.

>> But but how

>> and they're not technical and they're

not engineers. It's just like slop from

the human side.

>> Yeah, I know. It's like that's what I

called it. I called it like slop or

clog. It's like all this artificial clog

of all these people saying they're AI

machine learning engineers. They don't

know what a how to define a list or what

a tpple is. Like how is Susie from HR

even possibly going to filter through

that? And that also makes it harder for

like legit candidates to break through

because you have all these guys [ __ ]

You have all these guys artificially

lying about what they do and then like

when you ask them in an actual

interview, I can spend 15 minutes with

them and I know that these people don't

know Jack.

>> Well, what's interesting is

uh I don't only do um headhunting for

individual fees. I um do RPOS, which is

recruitment process outsourcing. So

let's say a company, maybe a smaller

company just raised, let's say, as an

example in one of my clients, $30

million, and in that fundraising, they

need to hire 15 engineers. Instead of

getting rinsed and paying 30k placements

each, we'll do something like, "Hey,

give us all your jobs, you know, over

six months, we'll fill these 15 roles

and you pay us 20 grand a month." And

they save a bunch of money. We get

exclusivity. We're not fighting other

staffing firms on the role and we're

guaranteed money no matter what. Um,

when I So, I'll go into their ATS's and

actually have to handle it and and look

at all the applicants. And when I tell

you, dude, we'll get 300 applicants and

I'll just look at it over a week. Uh,

and I know I know the telltale signs of

a [ __ ] resume, but when I tell you

that I'm rejecting because of it's and

it's primarily H1B candidates that and

they say it because we asked. When I

tell you on 300 applications 290 of them

are for a C++ embedded engineer

290 of them are like JavaScript

developers with two years experience

that we're in India 3 years ago and

there's nothing wrong with that. I

placed great H1Bs but when I say it gets

so [ __ ] clogged up that I don't that

you might as well just click reject and

throw the baby out with the bath water.

That's also what's going on cuz you post

a job remote or on site and in one and a

half hours you get 200 applicants from

people who you literally need to pay

$10,000 to hire because they are an H-1B

and they need to get sponsored. So

that's a massive thing behind the scenes

where you're just getting totally

[ __ ] up. And guys, I know this sounds

crazy, but this is like when you're

applying to a job, dude, you're

marketing yourself. It's all sales. like

>> you see a good role that you're actually

a fit for, take the time to make that

resume shine for that role. You have to

do that in this market. But and I'm

telling you, I'm telling you boys and

girls, the best thing you can do if you

really find a role that you go, I am a

fit for this for sure, not just clicking

easy apply and spray and pray, but if

you see a role that's banging, do your

research. Go into the company LinkedIn,

find an HR person, a director of

engineering, send a nice message. Hey,

my name is Michael. I recently applied.

I think I have a really great

background. I love your company and I

would love to connect for this job

opportunity. Now, when I tell you I'm

internally with some banger companies,

I'm not going to say their names, but

like godsends of places to work. When I

tell you when I have these RPOS's where

I'm internal with these companies and

managing their ATS and I'm in their

Slack and I talk to all their hiring

managers, when I tell you the amount of

HR directors who go, "Hey, Mike, this

person hit me up on LinkedIn and sent me

a message directly to the decision maker

on a first call and interviews Slack."

Like me, the amount of times I've had

them be like, "Hey, this person reached

out on LinkedIn." Uh, you know, take a

look and set up a call. Um, they sent me

a nice message. You guys got to take the

extra step, especially if you're

younger. No one gives a [ __ ] about

LinkedIn, dude. The whole thing's a slot

fest anyways.

>> Yep.

>> Find the hiring manager. Send a nice

message. Attach your resume. And then

guess what, dude? Save them $35,000 from

a staffing fee if you're a good fit.

Like, this is the extra step, the extra

polish, guys. It is cutthroat, dude. The

best devs I've ever worked with in my

life are out of work right now. Not all

of them, but a couple of them. And

they're freaking the [ __ ] out. You got

to be competitive. You got And again, if

you're not a fit, you're never going to

[ __ ] a technical interview. They

sniff that [ __ ] out in two seconds. When

Coding Jesus

has a typical call where he asks 10

questions, he knows, and you can you can

confirm this, brother.

>> Yeah. you know the way they reply to the

very first question if they're legit or

not. You know right away, true or false.

>> Yeah, that's true. And that's why I ask

basic questions to A lot of people say

on Tik Tok, Instagram, why are you

asking basic questions? I ask basic

questions because if I can establish a

baseline of like what you know, how can

I build up on that and ask you harder

questions?

>> What version of C++ do you use?

Uh just like

what's the one they have like active on

le code most often or like yeah that's

like I've been just compiling like stuff

with um

I don't have like I can't remember the

exact like version number but like I had

it set up from like the latest one back

in like November of last year. What?

When what was that? The latest one.

>> Uh

17.12.

>> Um that's a compiler version most well

no I don't which compiler goes up to

17.12. When I say C++ version I'm

talking about the standard like C++ 17

C++ 20.

>> Dude I wrote a hello world when I was

10. I ask on some of these JavaScript

kind of as a joke, but I'm like, "Hey,

you know, you go into this interview,

you're gonna know what a for loop is,

right?" The right answer is for them to

laugh at me and be like, "Yeah,

recruiter buddy, I know what the [ __ ] a

for loop is." But sometimes I ask that,

again, not a technical engineer. I ask

that question and they'll like stutter

and pause and I'll be like, I can't

[ __ ] send this dude to a client and

say, "Hey, uh, this guy's potentially

worth $30,000." So, like, you know, you

guys got to brush up, get your chops up,

listen to coding Jesus, read, study.

Like, dude, and back to your point, man.

Uh, if you if you have a stacked GitHub

and really good projects and you send

the right message and you do all this

extra stuff, you need to break into your

first job because it's brutal, dudes.

It's brutal. And dude, you got to have

your LinkedIn open to work. You got to

have your LinkedIn pimped. You got to be

on dice.com and have your resume there

because any recruiter worth [ __ ] is

paying 10 grand a year for a dice job

board to run a search for a resume. Like

there are ways to maximize this journey.

But also like you know you can't can't

[ __ ] these guys. So if if you

weren't paying attention in school,

you're not up to snuff and you're

getting [ __ ] wrecked in interviews,

uh you know, you got some work to do. It

doesn't mean give up, but like I don't

know. I I just have a lot of hope for

the younger generation, guys. You're not

completely chopped, but just uh you

know, God helps those who help himself

and and you got to put the work in and

do all the extra steps and write that

cover letter and do the [ __ ] you don't

want to do. But I just figured I'd like

to put a different perspective to

obviously a bunch of people thinking

about their careers watching this

channel.

>> Yeah.

>> Um and hopefully this was valuable.

>> It is. Do you have two more minutes? I

have a question for you,

>> bro. I'm chilling, dude. I just had I

had a nice date and a couple beers. I'm

just hanging out, man.

>> Okay. Uh my question for you is do you

think there's a lack of talent in the US

market or or no? Like I I'm not I'm

actually not sure. Like I speak to a

bunch of pe I see all these job postings

and I see all these people and when I

was actually interviewing so I start

another job October 20th I believe

that's my start date.

>> Congrats.

>> Yeah. Thanks. And I I was able to secure

two quant offers. One non-quant offer.

My next job's actually my next job is

actually nonquant which I'll probably

make a video about. I wanted to

diversify my experience. I wanted

something a little more chill so I can

focus on get cracked. But um

>> chill, right?

>> Yeah. Um but what I was seeing during my

interviews is even when I was

interviewing with these quant firms,

they're like, "Damn, bro, you're a

breath of fresh air." Because they're

asking me to implement stuff that are

basic like implement a mutex, implement

a reader, writer lock, maybe something a

little more complex than that. And

candidate after candidate's just like,

"I have no idea. I don't know." Blah

blah blah. like is there is there a

skill gap here? Are candidates or or is

it something else?

>> Uh I actually believe it's a lack of

proper marketing and staffing efforts by

the company when they just post on

Indeed and they don't want to do any

additional outreach and they don't want

to do any sourcing and they want to pay

the bare minimum for exposure like they

you know some awesome jobs we see cuz we

do like reverse engineer marketing

>> where we scrape jobs with O applicants.

I go out and find some cool candidates

and then we and this is all with

automationwithcllay.com.

We basically like pitch great candidates

and say, "Hey, you have 30 applicants.

R's been open for 3 weeks. Here's a

banger who's in the local market and

available. Uh, do you want to interview

him? Let's let's have a call." Like,

it's good marketing. I think a lot of it

is that, dude. I think a lot of it is

they don't have the infrastructure to

find the right people cuz there isn't a

lack of talent. But the other issue is

it's not that there's a lack of talent.

I think there's a lack of availability

though. And I think there's a lack of

meaningful salaries. And I think there's

a lack of um you know enough interest to

cuz most engineers want to make at a

principal or staff level. They need to

be making 30K to make a move. They're

not going to make a move to make an

extra 10 15k.

>> Yeah. I also think it's, you know,

obviously quants, I've worked at quant

before and it was a 400k base salary and

that's not including TC.

>> Yeah.

>> Um, and that was in 2022. Dude, it was

like goddamn impossible to get people to

even reply to me. And if they did,

they'd be like, "Bro, I'm at six." So, I

think it's partly like a lack of

staffing effort where Suzie Q is trying

to find quants on indeed.com

and they're sending these maybe decent

looking H-1B fake resumes and they go

and interview and they're just like,

"Fuck, dude. Another [ __ ]

interview." Yeah. And then a real

>> engineer like you come on and they do

say this is a breath of fresh air. It's

their company's staffing and HR

infrastructure's fault. Do you know what

I mean?

>> Yeah.

>> It's really not a lack of And if there's

a This is what I say. If you guys can't

fill a job, either you're being too

picky, you're not paying enough money,

or your company [ __ ] sucks and

they're looking at glass door reviews

and they don't want to come work for

you. That's it. You can fix any opening

by paying more money for the most part.

I think at this I I think I I I

partially agree with that, partially

disagree like

>> like I could have taken a quant offer

that pays more than the place that I'm

going to be working at. But

>> quants are a different beast though. Do

you know what in general with software

engineering as a whole though that's a

whole different level of experience in

my opin like as a professional a

different kind of experience. Do you

know what I mean?

>> Yeah. The thing is though like whether

somebody was going to say 3 400 or 350

or even 300 like my my living standards

are not going to change. What's more

important,

>> there's no difference at that level.

>> What's more important for me is I'm

working on an impactful project with

interesting people. I'm learning new

tech and I'm growing professionally.

Like that's at least that's what drives

me.

>> And that goes back to my last point of

if your company sucks, aka you can offer

meaningful work. Like it's one of those

three things, right?

>> Or a combination of all of them.

>> And dude, once you get to a senior

level, this is what people care about.

They they don't care about making an

extra 30k or 40k or 50k or even 100k.

>> Yeah. they go, I'm bored in, you know,

half the time when I'm actually have 10

out of 10 candidates reply to my

outreach, it's because they're unhappy

at work, not because their money hurts.

Yeah.

>> And like that's important, you know,

that is why people leave and they won't

take a counter offer because they're

done. They're like over it and they're

ready to leave.

>> So, you're totally right, dude.

Meaningful work. I would say after like

year 15, 12, 13, 14, 15 where you know

you're good and you know you can get a

job, that's when people start going,

well, I'll even take a little bit less

money if I love what I'm doing.

>> Yeah, my job now makes more than my job

that I'm going to actually makes less

money than my previous one.

>> But then I told myself like, well, 30k

less, 40k less. Like, it's it's not

changing my living standards. Like, just

get crack.io

at currently is bringing me in 150k a

year. And I'm sorry, man. I just started

popping back into your channel and

subbed. Is that your platform that

basically your YouTube wraps around?

>> Yeah, exactly.

>> I mean, that's the real baby, right?

>> Yeah, exactly. And like I I think I can

grow that to a million a year. So like

>> I mean, [ __ ] dude. If you could make an

extra 150k working 20 hours a week and

just billing 40 and put all your eggs

into that and no one bothers you and

micromanages you, that would be really

attractive in this situation, right?

That's that's the strategy cuz I think I

think I can grow this to like I'm over a

million a year. So like why would I need

a sweaty quant job that like wants me to

do on call at 2 a.m. when I can just get

a a cushy tech job. Um

>> I agree, dude.

>> You know,

>> it's way better to build a product and

build a baby and have it last forever

and realistically probably sell it,

exit, and uh you know, if you wanted to

go that route though and like go live on

an island when you're done with this.

>> I already have Man, I already have

>> It's juicy. I already bought an

apartment in Thailand. Like the plan is

already in motion. It's in No, not now,

but it's in construction. It's going to

be built 2027. It's something like

>> then at that point, bro, you can take a

100k and still live like

>> Yeah. No. Exactly.

>> Exactly. Um, what I also wanted to

mention is I I it seems like a lot of

So, I have interviewed at firms where

I'm like, this is a great interview

process. Three rounds, they're moving

quickly. Maybe each round is like two

hours, three hours at most. And then

I've been at firms that want like over

five hours a year time at once. and all

they're doing is just blasting you with

useless lead codes you can like

memorize. Like as a senior dev, I'm not

going to be interested in your company

if the only things you're asking me in

an interview is just brainless lead

codes, right? Like

>> most devs ask that first. What's the

interview process? And I always make the

joke cuz we've had to coach our clients

into fixing this when they go, why can't

we close and retain talent? Well, guys,

it takes you four and a half weeks to uh

review a resume to potentially get to an

offer, and by the fifth round, you're

asking them to do hula hula hoop trips

for the CEO to get [ __ ] 30k in equity

when this [ __ ] hole finally IPOs. Like,

yeah, no one's no one's doing the dance

with you guys.

>> Yeah.

>> So, that is an issue. They don't need to

do that. I do think it's either like an

ego thing or like there's just something

there of or they haven't been coached

properly or it's like the engineers

director of engineering is the one who's

making the interview process and like

they don't really understand how the

talent market works. That is a fatal

flaw in a lot of companies hiring

process though, you know, really the the

good clients like I have have a

wonderful client that is a technical

interview with two principles

>> sometimes and they're they're offered if

they want to do this before they go on

site, which means they got teched out in

an hour and a half, had a really great

interview, and now they're going to fly

them out and have them meet the CTO and

and the interfacing VPs and all this

stuff. Uh, and then that's like 3 hours

of there's no coding on site. Hey, do

you like the team? Check out our

physical product. Look at the, you know,

look at the autonomous vehicles roaming

around. Let us wow you with the

experience of our office. Um, that's the

right, you know, if you're going to do a

three-hour interview and you're going to

get an offer after and that's the only

one over two two hours that you've done

on step three, that's fantastic. But

dude, companies shoot themselves in the

foot because if you want to hire

somebody, even with this AI and the

market [ __ ] and this that and the other

thing, I think uh staff engineers,

principal engineers are impervious to

this [ __ ] right now. And actually, I

made a LinkedIn post showing what the

hiring trends in the last year for

engineers have been. It's basically

entry-level people are absolutely not

getting hired. Mid-level people like up

to six, seven years are staying

flatline. And then at staff and

principal level are still like on an

upward trajectory of moving jobs and

making more money and getting more

offers. So so it's pretty clear that

like you guys are impervious to you know

getting getting replaced if you will.

>> Yeah.

>> Um

>> it's it's also

>> those are the ones you got to you got to

move fast on or you're just going to

lose them, dude.

>> What I Yeah. And and what I noticed too

is

the the more time you spend with a

candidate, like it it's just like the

more likely they are to make a mistake

and the more reason you're going to give

yourself to not hire them.

>> Start nitpicking.

>> Yeah. Exactly. So, if if a candidate's

put in front of 10 people and they each

need to make an opinion about this

person and the candidate spent a total

of 10 hours interviewing at this

company, like there's just going to be

somebody that's going to by just virtue

of statistics, it's going to be that's

going to say, "I don't like this person

for whatever reason." Or, you know, I

asked him this one question to to probe

this area. Yeah. It's like over what did

you what did you call it? Over what?

>> Overexposure.

>> Yeah, it's overexposure. and you're like

over you're trying to there's like no

there's nobody out there that can

continuously perform 100% in every

interview after like 15 rounds they're

going to screw up and that's just going

to give you a reason to not hire them

and to me that's kind of dumb

>> that kis keep it simple stupid and dude

just like maybe to wrap this I have a

client that does professional services

uh e-commerce implementations and

they're in general like one to twoyear

projects usually four to five devs at a

time uh They heavily utilize the Latin

American market. Uh, Brazilian

developers are unfucking believable.

Allow me to say. So, right now I have 40

contractors, all software engineers, um,

contracting for that firm on projects.

And what's amazing about that company is

I've placed 40 engineers. The interview

process is a 35inut.

And you'll probably disagree with this,

but these guys aren't fang, but just

like hear me out how beautiful this is.

Yeah,

>> it's like a 35minut tech talk. There's

no scripting. There's no do a for loop.

There's no Java bunny ears [ __ ] It

is a CTO who's this kid's a genius.

>> Sure.

>> But he's the right head who can dig down

technically super fast. And dude, we're

talking those 40 engineers are on about

$12 million worth of gross profiting

projects. So this is no joke. They can't

[ __ ] their engineers up that they're

putting on projects. I have only had to

fire two people and it's primarily be

been ultimately because of language

barriers, but these are like principal

full stack JavaScript engineers and AM

developers and Java engineers. So the

reality is, dude, you probably, if you

have the right people interviewing,

unless it's like a 600k [ __ ] software

engineering role, you really don't need

more than a couple hours of tech talk to

make sure like decision makers like the

dude. Like that's how simple it is to

get talent. But they overco complicate

it

>> and they shoot themselves in the foot

and then they can't find anyone. And

then ultimately they pay a staffing firm

$60,000 to send 30 candidates uh till

they finally pull the trigger because

they're fatigued

>> and and when they pull the trigger they

end up pulling it on a less qualified

candidate

>> and then they fire that person in 6

months which you know uh the cost of

replacing some uh someone is up to 200%

of their salary and it's just like dude

it's just like the talent I know it

sounds corny it's not engineering but

the talent infrastructure of companies

is lacking so severely which is why you

guys don't get your calls back and some

people say I apply to 550 jobs and it's

easy to be like AI is cutting me and uh

you know these are all ghost jobs you

know that's cope a little bit but the

reality is is these people are like

exhausted there's too many people to go

through and it's almost like they're

forced to use AI or else the other

option is Suzie Q in HR is not going to

review 900 50 applicants in two weeks on

four open jobs and then you guys just

get stuck in the pile. Once again, go on

to LinkedIn, find decision makers in a

company. It's easy enough. You go to

their page, you click members, you type

something like director or HR, and you

send a nice message, and you do that,

and you you you uh supersede the ATS

[ __ ] and it'll be so much more

effective. But like, yeah, companies

still run as like this monolithic like,

>> well, tell me why you should work for

me. You know what I mean? And it's like,

no, no one's doing that anymore. You

guys aren't giving them a Rolex after 30

years. No one has any loyalty. You need

to impress them. You need to find the

candidates yourself. And don't complain

that they're, you know, back to what you

said, like, why does it feel like I'm a

breath of fresh air? Because their

[ __ ] recruiting sucks, dude, because

they're not working with me. So yeah,

they're working with they're working on

Indeed and a bunch of I'm sorry,

brother. The best candidates I've ever

placed in my entire life have not

updated their resume in 10 years. Their

last three jobs have been word of mouth

referrals.

>> Yeah,

>> those are the people they're trying to

find and they wonder why their Indeed

applicants suck.

>> So it is interesting, dude. It is an

interesting problem, isn't it?

>> Yeah. Thanks for calling in, man. I know

I've taken up a bunch of your time.

>> No, dude. I am enjoying this greatly,

brother. I'll shoot you an email and uh

we should hop on a call.

>> Yeah, please do. I'm I'm definitely

interested in talking to