Indeed Stranglehold Gets Tighter and Tighter

Buckle up, kids, the boys are comin' in hot this week. Personio just chopped headcount and abandonded its U. S. strategy. Chad sees defeat; Joel sees a standing ovation for the competition. The bloodbath is real. 📉 Indeed's dropping its new Connect offering. Chad calls it a "shakedown with jazz hands." Joel warns there's something darker going on. 💸 What's more, Indeed has a new KPI! ARPJ - don't worry, you'll learn what it is - is up 15%, but maybe the magic trick is in the numbers, and the boys have the inside scoop on how Indeed is throttling the system. Wall Street claps, Main Street bleeds. 📈 Teen Vogue's HR chief gets ambushed on camera, and fast food is dying, along with the rest of everyone not in the 10% of the richest among us. It means more than just Joel mourning his Frosty, but maybe 50-year mortgages can save us. Not! Death, taxes, and Indeed screwing you over, same as it ever was. Enjoy!

• 0:00Speaker 00

  Meet Dave. Dave's resume says he's customer centric, a point of sale systems expert, and a people leader. Reality check, Dave's resume was written by AI and AI applied to thousands of jobs while Dave was on his couch binging episodes of Jackass all day.

• 0:20Speaker 00

  How can you insert trust back into your hiring process? One word, Tatio. Tatio cuts through the BS by using real world job simulations, testing candidates so you can actually see how they perform the job before you waste a single minute interviewing or onboarding a fake. Insert trust back into your hiring process with Tatio. Check out Tatio today at T A T I O dot I O. That's T A T I O dot I O.

• 0:50Speaker 01

  Who wants a Chappie?

• 0:53Speaker 02

  Hide your kids, lock the doors. You're listening to HR's most dangerous podcast. Chad Soash and Joel Cheeseman are here to punch the recruiting industry right where it hurts. Complete with breaking news, brash opinion, and loads of snark. Buckle up, boys and girls. It's Tom for the Chad and Cheese Podcast.

• 1:20Speaker 03

  Yeah, we ain't no senator, son. It's the Chad and Cheese Podcast. I'm your co-host, Joel, 50-year mortgage cheeseman.

• 1:28Speaker 00

  This is Chad, velvet handcuffed Soash.

• 1:31Speaker 03

  And on this episode of HR's most dangerous podcast, personio packs it in, indeed hopes to cash in, and everyone is apparently dining in, as in dining at home, not at Chipotle.

• 1:49Speaker 03

  Let's do this. It's commercial time.

• 1:53Speaker 00

  Okay, face it. Recruitment marketing is broken. 70% of paid recruitment media goes wasted. 93% of candidates bounce off your job ads before they even apply for the job. And this is not a talent problem. No, it's not a data problem. It's a targeting and experience problem. The beauty of this is companies aren't trying to fix it, they're transforming it.

• 2:18Speaker 00

  With up to 80% more high-quality applicants, 40% reduction in spend and 50% less recruiter time spent, they're realizing what's possible with recruitment marketing that actually works. So how'd they do it? Well, they chose Jovio, an AI-led, high-performance recruitment marketing platform built to eliminate waste and drive more results. With Jovio's AI agents, your job ads reach the right candidates while your career site, conversational AI, and application process drive better candidates and conversions. What about those qualified candidates you've already bought and paid for and they're wasting away in your ATS?

• 2:59Speaker 00

  Well, Jovio also re-engages them. Want to learn more about Jovio? Cool. Just go to jovio.com. That's J-O-V-E-O dot com. It's showtime.

• 3:14Speaker 00

  It's fucking cold outside, dude. This is ridiculous.

• 3:17Speaker 03

  It's cold out. It's cold out. So we're recording this on Veterans Day.

• 3:20Speaker 00

  Yep.

• 3:20Speaker 03

  And I know you're kind of, you don't love it. Like, you don't love the Happy Veterans Day. You'd rather have someone buy you a beer. We've had that conversation. Maybe, maybe you forgot. But at Jeremy's school today, they had a big Veterans Day presentation. And this morning, I said, you gotta go wear something red, white, and blue. It's Veterans Day.

• 3:38Speaker 00

  Oh, cool.

• 3:38Speaker 03

  And Jeremy's idea of red, white, and blue is a Man City jersey that just happens to be red, white, and blue. Moderately red and white, but a lot of blue in it.

• 3:48Speaker 00

  Chill it. Yeah.

• 3:49Speaker 03

  And then, and then he asked me, we had India veterans in our family, and I mentioned the ones that I knew of. And I mentioned you, because you're Uncle Chad, to all my kids. And he said, tell Chad Happy Veterans Day. So hopefully, an eight-year-old can wish you Happy Veterans Day, if not, you know, grown adults.

• 4:05Speaker 00

  Well, well thought out, little guy. Well thought out. Happy Veterans Day, Chad. Um, yeah. I mean, Veterans Day, we've talked about this before. I hate where we get celebrated on one day. And it's not we. I mean, I don't generally wear it on my sleeve too much. I do have flags and stuff in the background, but I, when I'm out of the house, I mean, most people don't even know that I've ever even served unless, unless I... Bring it up, which is cool. Some people wear it on their sleeve, which I totally appreciate. And it's part of their identity.

• 4:33Speaker 03

  Yeah.

• 4:34Speaker 00

  Whether they were in two, four, 20 years, doesn't matter. And some just kind of reservedly. So, you know, they talk about it. They don't talk about it.

• 4:42Speaker 03

  And families too. I mean, it's, that's kind of been broken. But, you know, when we grew up, it was like, you know, grandpappy served in World War I, like their Vietnam, and it sort of went on. I feel like that's Desert Storm a little bit, but I feel like the generational thing isn't what it used to be back in the day. But in the, in the presentation, they had all, everyone stand up. And they were like, all the Marines stand up, all the Coast Guard, which I don't think was anybody. But, uh, and it got to the army and there was an old, like you would love this old, like the guy looked like he had eight packs of cigarettes before he came to the presentation.

• 5:15Speaker 00

  That's awesome.

• 5:16Speaker 03

  Old guy, Vietnam vet, and had what I thought looked like to be like an old Rangers, Army Rangers fatigue on. And he was one of those in it. You know, that dude wears that thing probably every day and shows off his veteran pride.

• 5:29Speaker 00

  Love it.

• 5:30Speaker 03

  With bells on. So you missed me last week. I was out.

• 5:33Speaker 00

  Yeah, no, we did. We missed you. Had a good time. Don't get me wrong. Had a really good time. Talked a little bit about the Amazonification of the hiring process, the possibility of that. Uh, got, got into a couple of discussions on LinkedIn around that. I mean, it was, it was really a big topic and, and it's something that we're going to talk about in the, the coming weeks as we, we get into our, our road show, our road trip too.

• 5:58Speaker 03

  Yeah, our road show, which we'll get into, I think, and shout us. But anything else? I mean, lots going on. I don't know if you covered, I mean tariffs, 50 year mortgages, new STEMI checks, uh, gay marriage.

• 6:09Speaker 00

  Mortgages. Yeah. 50 years mortgages just came out. The whole gay marriage thing. I'm so glad that the Supreme Court just cut that off. Decision's been made. I mean, let that shit go. Um, but 50 year mortgages. I mean, Jesus Christ. I mean, people aren't buying homes until they're 40 now. Now they're arguing it's going to be, well, that can push it down. Well, I mean, you're pushing down to 35, right? 50, 85 before you, I mean, or 80, let's say before you pay it off. And then you take a look at the interest in the actual interest payment and how much you will be paying over 50 years. It's gonna be four times that. I mean, it's just, it is, this is nothing but good for banks. This is great for banks. This is not good for people. This is not good for citizens.

• 6:52Speaker 03

  Oh, no. Banks would take a dollar a month for the rest of your life and your children's lives if they, if they could. But yeah, it's, it's, uh, I think it's like 10 years, it's like $2,000 equity in your house because you've been paying interest on it for so long. And did you see, did you see Trump's truth post? He had FDR 30 year mortgage, then he had Trump 50 year mortgage as if to somehow connect him to FDR in some form or fashion.

• 7:16Speaker 00

  Well, and it's, it's interesting too, because FDR, one of the, one of the biggest socialists of our time. I mean,

• 7:22Speaker 03

  Huge. I mean, the Great Depression led to FDR.

• 7:25Speaker 00

  This literally, this literally just demonstrates how much Trump doesn't know and or understand history is one aspect. 30 year mortgage versus 50 versus, I mean, the actual comparison between an FDR and a Trump. Now, he would love to get that 12 years, I mean, elected into office. FDR didn't get all 12 years.

• 7:46Speaker 03

  Yeah.

• 7:46Speaker 00

  But he would love that. That's another comparison that he would love to, I'm sure.

• 7:49Speaker 03

  Any, any, what do you think about the tariffs? You talked about the Supreme Court and gay marriage. What do you think Supreme Court's gonna land on tariffs?

• 7:56Speaker 00

  I think that the opening arguments are kind of like a way to get us all excited about

• 8:03Speaker 03

  A premonition.

• 8:04Speaker 00

  The process of them going away and then they don't. It is way too much power for, you know, one branch, the executive branch to have. Um, something that they, they definitely brought up. The, the thing is SCOTUS in this case could literally save the economy by killing those tariffs. SCOTUS would save the economy, not Trump with these stupid fucking tariffs, which are, which are killing us right now. And they're gonna kill us for years. So SCOTUS could actually save us. Will they? No fucking clue. And good God, man, that's, my brain's gonna hurt thinking about, uh, if, uh, a very heavily Republican conservative

• 8:43Speaker 03

  Yeah, conservative.

• 8:44Speaker 00

  Actually does that or not. Well, we'll see.

• 8:46Speaker 03

  Yeah, I don't, I think they're toast. Uh, uh, listening to the opener remarks, uh, like the first argument by the Trump team was sort Disquashed by the Supreme Court and they had to shift to like a different argument. And so like, I don't see how you get out of this. This is a tax that constitutionally is a Congress thing. I mean, the president should not be allowed to say, oh, Canada, nice commercial. I'm going to add 10% to your tariff. Like, that's not how this works. I have this discussion with my wife all the time, who's like, super liberal Canadian. And America's like, it's dead, it's crumbling. And I keep saying like, the institutions are going to hold. Trust me, like, they're gonna hold. And in my defense, the Supreme Court kind of holding, holding firm on some of this stuff.

• 9:29Speaker 03

  And I do think that Trump's hold on Congress as we go into an election cycle is going to like, start weakening and he's going to be lame duck before you know it. He's not going to run for a third term. I don't see that happening. So I, I'm kind of optimistic on a Veterans Day that the third branch of the government is kind of holding, holding firm on some of these issues.

• 9:48Speaker 00

  I hope so. They've blown through so many of the backstops already. We need to have one of them catch. I mean, that's, we have to have one of them catch. So let's, let's hope it's this one. Let's hope it's this one.

• 9:59Speaker 03

  Yay, founding fathers. Yay, dead, dead white people. Yay, dead white people.

• 10:05Speaker 00

  Who are turning in their graves right now, saying, what are these fuckers doing?

• 10:11Speaker 03

  Yay, dead presidents. Yay, dead presidents.

• 10:15Speaker 01

  Is it time for shout outs?

• 10:18Speaker 03

  All right, Chad, I got one for O'Dallie's Lounge and Restaurant. What the hell is O'Dallie's Lounge and Restaurant? Well, you saw the, the UPS plane go down last week. I don't know if you guys talked about it on the show or not. So anyway, this plane crash, although being a disaster and sad moment for a lot of families and people. The crash happened very close to a restaurant called Stooges Bar and Grill in Louisville. Well, as you can imagine, no one's working at Stooges Bar and Grill anymore, at least for the time being. So O'Dallie's Lounge, which is nearby and still open, is now offering the workers from Stooges Bar and Grill to come work for them as a backstop for their revenue and their, the salaries that they're, they're missing out on. The owner of

• 11:03Speaker 03

  Stooges or Odally, sorry, Debbie Self started a GoFundMe. If you guys are interested in supporting that cause, you can go to GoFundMe, search Stooges Bar and Grill and you can find out more about that. Some of these families, according to the owner, have been there for 20 years. It's a family institution. Now, I went and looked up Dolly's and Stooges. Stooges is a little bit like Hooters, a little bit Twin Peaks-y. So, you know, a feel-good story, sure. And if you go to, if you go to Odally's, this is like South Side Louisville. If you don't know Louisville very well, the East Side's nice, downtown's okay, but like, South is, you know, redneck and it's Coors Light and PBRs. And so, if you go to Odally's, there's a, on the menu, there's a, there's an item called the Spicy Double D's. I'll, I'll leave it up to you to

• 11:48Speaker 03

  decide what that is, or you can just go Google it. But yeah, between Spicy Double D's and some Hooters workers, like, people are joining forces to help this cause. So, shout out to Odally's Lounge and Restaurant to be the, the support for the ladies and other workers from Stooges Bar and Grill. We love you down there.

• 12:06Speaker 00

  Double D's, the support. That's a lot of support for Double D's.

• 12:09Speaker 03

  I want to know if our man, Matt Lavery, ever ventured into Stooges Bar and Grill or Odally's in his time at UPS. Unfortunately, we can't, you know, we can't ask him, but I,

• 12:20Speaker 00

  I would have to imagine that he did.

• 12:22Speaker 03

  I kind of had this vision of, of Mr. Lavery.

• 12:24Speaker 00

  Yes.

• 12:25Speaker 03

  Enjoying some Double D's down at Stooges at some point.

• 12:29Speaker 00

  I mean, it's on, it's on the menu. Why not?

• 12:30Speaker 03

  We're in the Jersey, baby. We're in the Jersey.

• 12:32Speaker 00

  I'm gonna go ahead and I'm gonna pull two together. We got a shout out and we're gonna talk about travel. That's right. Travel, of course, sponsored by Shaker Recruitment Marketing. Whenever we travel, we take a little Shaker with us. And you can too. Just check them out at shaker.com. So, my shout out this week is to this week's road trip. Dude, I'm pretty damned excited for the next two RL 100 events in San Diego and Dallas. If you're an HR practitioner in or around San Diego or Dallas, you might be able to, there might be some seats left. I'm not 100% sure. Might have to ask Jamie, but you can go to ChadCheese.com and register, actually have a register link.

• 13:13Speaker 00

  On the header, I'm a big fan of closed door sessions with directors, VPs and heads of talent where we can have no bullshit discussions about, as I had said earlier, the Amazonification of hiring, browser wars, the economy, and how all those things might and are already impacting the world of work. So really excited about that. Can't wait for a little, little cheese time.

• 13:37Speaker 01

  Events. Where are we going, boys?

• 13:41Speaker 03

  Love, love events. Almost as much as free stuff, Chad. Almost as much as free stuff. Let's hear about free stuff from our, from our kilted, wearing, barrel-chested friend, Stephen McGrath.

• 13:52Speaker 01

  Hi, everybody. It's me, Stephen McGrath. And I'm here to tell you all about how you can grab some free stuff from Chad Cheese.

• 14:00Speaker 00

  Is he wearing a kilt?

• 14:01Speaker 01

  Now, you might be wondering why I'm sitting here topless. And the answer is really simple. Because I've not grabbed my free t-shirt from Erin App at ChadCheese.com yet. Let me fix that. Right, that's better. So I'm sporting a slightly vintage model here, but of course there are new and updated designs every year. And those are super soft, breathable, and some might even say huggable.

• 14:26Speaker 03

  Hmm, I would.

• 14:28Speaker 01

  Now, what else can you get? Of course, you can get some craft beer. It's not just any regular rubbish beer. That's craft beer brought to you by the data geeks at Aspen Tech Labs. If you're not into beer too much, then, two seconds, just go and get that. Then, of course, you can always go for chicken cock, baby. Two bottles of chicken cock from the good old people at Van Hat. Now, you're not going to get any of this stuff unless you go to ChadCheese.com forward slash free and try and get yours today.

• 15:05Speaker 00

  He always comes through. Always comes through.

• 15:07Speaker 03

  Yeah, if, if you need a reason to watch the show, that might, that might be it. Welcome to all things Scottish. Our slogan is if it's not Scottish, it's crap! Oh, thank you, Stephen, for that. That was, that made my day. I hadn't seen that. That was, that was a surprise for me. So that was, that was nice. Yeah, thank you. Thank you very much.

• 15:29Speaker 03

  Oh, that sound must mean it's time for our fantasy football update sponsored by our friends at Factory Fix. Chad, and speaking of Steven, he's, he's moving up the ranks and he's now lobbying the lower level teams to trade him their best players so that he can be a winner in the game. But here's our leaderboard from first to worst. We got Courtney Napo, Mackenzie Mad Dog Maitland, and Jada Wyler in the top three. The women are crushing it this season. The women are crushing it. I'm at, I'm at number four, hanging on to that, that last playoff spot. Steven McGrath, coming up strong, coming up strong, followed by David Steefel, Megan Radigan, William Carrington. You're at the number nine spot. Ginger Dodds, Jason Putnam, and what a surprise,

• 16:14Speaker 03

  Jeremy Roberts, not so proud Texan, coming up at the 12th spot. He is winless, by the way. Winless. I'm gonna start lobbying for somebody to just phone it in for Jeremy so he can have at least one, at least one win this year.

• 16:33Speaker 00

  We could do LinkedIn polls. Who should Jeremy start this week? Anyway.

• 16:38Speaker 03

  Speaking of losing, let's talk. Layoffs. Oh, layoffs. Okay. All right. First off, Munich-based Personio has announced another major round of layoffs and the closure of its US operations, marking its third significant workforce reduction in less than two years. The company confirmed that 165 employees, or about 10% of its global workforce, were laid off as part of its effort to reach profitability by next year. Not to be outdone, indeed has, quote, "made the difficult decision to eliminate a very small number of roles," end quote, but an exact number has not been disclosed per a business insider story. But wait, Chad, there's more. You dropped Steven on me. I'm gonna drop this one on you. A handful of disgruntled Conde Nast employees confronted HR chief Stan Duncan

• 17:23Speaker 03

  about the company's recent decision to shutter Teen Vogue, one of your favorite publications, Chad. Teen Vogue. Check out, check out the video from this altercation.

• 17:39Speaker 04

  So everyone, you know, we'd appreciate if you would go back to the workplace where your

• 17:43Speaker 05

  Is there a place that you would be able to speak to us?

• 17:46Speaker 04

  Not today. We have other things going on.

• 17:48Speaker 05

  Do you think we're not worth speaking to, Sam?

• 17:49Speaker 04

  Those are your words, not mine.

• 17:51Speaker 05

  But they might be your beliefs.

• 17:52Speaker 04

  They're not my beliefs.

• 17:53Speaker 05

  Oh, okay. So you do think we're worth speaking to.

• 17:55Speaker 04

  Everyone should go back to your workplace.

• 17:57Speaker 00

  I work, I work here. You dismissed us instead of talking to us.

• 18:00Speaker 05

  You told us that we had to come work in person here four days a week. This is our workplace.

• 18:07Speaker 05

  Sam, are you running? Will you come on?

• 18:08Speaker 04

  No, I'm directing you back to your place of work.

• 18:11Speaker 05

  Okay, where's my place of work?

• 18:20Speaker 00

  What a ballast fuck.

• 18:22Speaker 04

  No, I'm in a meeting. I'm working.

• 18:24Speaker 05

  Okay. Well, we have some quick questions. If you answer them, we'd be happy to go back to our desks.

• 18:27Speaker 04

  All right. We thank you.

• 18:29Speaker 05

  For you?

• 18:29Speaker 04

  Thank you.

• 18:30Speaker 05

  You don't want to answer any questions?

• 18:32Speaker 04

  I've directed you back to your workplace.

• 18:35Speaker 00

  I've directed.

• 18:36Speaker 05

  Is that, is that a good answer, guys?

• 18:38Speaker 00

  Absolutely not. Come on, Sam.

• 18:40Speaker 05

  Not a really good answer, Sam.

• 18:41Speaker 06

  We're concerned about our colleagues. We're concerned about our company.

• 18:46Speaker 05

  You're disengaging with the employees who work here. Did you like the Teen Vogue? You're a part of it again? What are you gonna do to stand up to the Trump administration?

• 18:56Speaker 03

  What are you gonna do to stand up to the Trump administration? So these Teen Vogue workers, it could be called, I don't know, sandbagged. Stan just wanted to show up, talk about the, the closing down, where their jobs. And that was his sort of caught off guard reaction. But this is what HR, corporate America is dealing with. These sort of video, social media shares, episodes. Anyway, layoffs, Teen Vogue, any thoughts on, on the news of, of some layoffs in our industry and abroad?

• 19:27Speaker 00

  Yeah, personia is interesting because obviously, you know, they've been trying to, you know, come to America, trying to be able to penetrate this market. It's odd that they would go ahead and retract. I know that, you know, it's, it's not a great market right now, but to be able to really, I mean, they're signaling defeat in the US. And it's going to be interesting to see how they try to come back because they're going to have to. I mean, they're too big not to be able to try to come to a market this size. On the Conde Nast side of the house, if you're CEO and you can't talk to your people, then you're worthless.

• 20:01Speaker 03

  He's head of HR. He's not CEO.

• 20:03Speaker 00

  Well, then the worse.

• 20:04Speaker 03

  Yeah, that's even worse. Yeah.

• 20:06Speaker 00

  Then worse, if you, if you were head of HR and you can't talk to your people, human resources, I mean, fire yourself. I mean, there's, there's no reason for, for that piece of shit to be around. I'm directing you back to where you work. Fuck you, Stan. Go ahead and fire me and tell me what my severance is, asshole.

• 20:26Speaker 03

  Yeah.

• 20:26Speaker 00

  It's, it's weird.

• 20:28Speaker 03

  It's weird. It's tough to be in the media business, by the way, this, this time, time of year. Personio is huge. Like this, to me, this is really, like, this is a big story. We're talking about a company that's raised just short of a billion dollars of 8.5 billion dollar valuation. Made big waves not that long ago about we're coming to America. This is a thing. This is, I think, you know, German company, uh, which, you know, should have their shit together and know what, know what they're doing, not to be, not to be nationalistic.

• 20:55Speaker 00

  And it's kind of hard.

• 20:56Speaker 03

  To me, it's like Deal and Rippling have, own it. Like everyone that has sort of come in as a, as a wannabe Deal Rippling solution and, and Personio was one of them. I think them leaving the US is a big vote of confidence for Deal and Rippling. All the others that have come along, same thing. So to me, that, that's really big news because if, if you, if you depart the biggest, you know, economy on the planet, after having the kind of money that they've had invested, that's like a big, big thing. Indeed, I think it's fewer developers. I know the job board doctor, Close to Your Heart, talked about the mentorship programs and, and that sort of falling through, which says they, they need fewer people to do the

• 21:39Speaker 03

  development stuff that's going on there. I know that they've launched, or that they've really gone in on Salesforce agents at the company. So that's, that's that. Conde Nast, I just, I was, I think it's the symbol of the times. And if you, if you employ young, younger people, like, expect this, expect to be on camera, expect to be sort of, where's the transparency? Where's the truth? Like, just tell, and I love the comment about like, you know, you told us to come in four days a week. We were working from home, probably whatever. And then now it's like, and now we're done. So you, you brought us in, we made, you know, we made life changes probably, and now this has happened. So,

• 22:17Speaker 00

  Yeah.

• 22:17Speaker 03

  Yeah. Not a good look for, for Conde Nast or Teen Vogue, one of my favorite publications as well, chat, as you, as you know.

• 22:30Speaker 03

  All right, kids, you want Indeed? We have the meats. We got the meats today, baby. Let's start with some Indeed Connect conversation.

• 22:38Speaker 00

  Okay.

• 22:39Speaker 03

  We got our grubby little hands on a presentation, Chad, being shown to Indeed customers and prospects, touting all the shit they're hoping to ram down your throats in 2026, also known as Indeed Connect. The deck was received, that we received, was entitled, Innovating for the Future. That's an original title. It outlines Indeed's strategic pivot, a new set of solutions for 2026, and how they plan to optimize their customer relations in the coming year. Chad, what were some of your takeaways from the presentation?

• 23:07Speaker 00

  So it's interesting, just to be clear, I received five different decks from a bunch of different sources, and they were all different, which is one of the reasons why we're not showing this, because we don't want to actually...

• 23:19Speaker 03

  Drastically different or vaguely different?

• 23:22Speaker 00

  Yeah. No, they were, they were, they were different, and they were put together specifically for the individual who was receiving said presentation. And it's interesting on what was not there versus what was there, right? Versus, you know, some others. So anyway, Indeed is talking about this new product called Connect, right? And it's something that's really supposed to be focused on innovation and unlocking innovation and all these wonderful things that Indeed's been talking about for years. But Indeed Connect isn't innovation. It's more like velvet handcuffs for an Indeed Connect jail cell. Indeed will

• 24:05Speaker 00

  try and sell it as the next generation of hiring, AI-powered insights, smarter matching, seamless ATS integrations. But beneath the gloss, it's nothing more than a clunky 1997 job board experience with a new name and a new paint job, all polished up for the investor deck. And here's where they're tightening the cuffs, kids. AI exclusivity. You don't get innovation, you buy it. Exclusive access to basic tools like candidate summary and knockout questions are available and only in a pay-to-play kind of scenario. And get the history lesson ready, kids.

• 24:44Speaker 01

  Uh oh.

• 24:45Speaker 00

  Yep, cuz there's, there's a history lesson here and I want to set it up.

• 24:48Speaker 01

  Time for a history lesson.

• 24:51Speaker 00

  So monster.com rolled out its patented six sense search technology, which was developed through its acquisition of Trovix Inc. On February 1st, 2010, it was semantic search, really the first of its kind in the job board space and a huge upgrade from their normal search experience. That everyone else had already caught up to, but instead of making this new tech a default part of the experience. And really upping monsters game, guess what they did? They charged for it instead. So you couldn't actually gain that premium experience. That's a big differentiator, market differentiator, unless you paid for it.

• 25:30Speaker 00

  Nobody used it and it died. Indeed is trying to do the same thing, taking basic upgrades and charging as a premium. So let's move on to the marketplace side of the house. Their benefits, which is more of like a glass door move. You can brand your jobs right before your competitors start running ads on your company page hosted on Indeed. So indeed, go figure they've got these, these company pages, which everybody has had for decades, right? Now you can pay, yes, you have to pay to ensure that your competitors' jobs are not listed on your page. It's not innovation. It's a fucking shakedown, right?

• 26:08Speaker 01

  Yeah.

• 26:08Speaker 00

  And then there's a data grab. Indeed wants your hiring signals, your disposition code, your private performance data. All to fine tune their algorithms and their revenue metrics, not your success. And then there's the average revenue per job posting smoke show that we'll talk about in the next segment. But all the preferred terms, exclusive tools and smart matching are nothing but a Farrah faucet poster for your Indeed connect jail cell. A glossy illustration why they tightened control over their very ecosystem they fucking broke. Indeed connect is a pair of velvet handcuffed locked jail cell. And the only thing that is free is your data in their system. It's a.

• 26:52Speaker 03

  Fucking mess. Doesn't anyone notice this? I feel like I'm taking crazy pills. So as you were saying, this is sort of a sideshow, I thought of jazz hands as you were saying it. I didn't, I didn't interrupt you because you're on a, you're on a roll there. I'll preface my comments with a recent interview that Deco did with Fortune. Deco won't come on our show, but he'll go to Fortune. Hat tip to the, to the reporter at Fortune who asked him if he sees a world in which agents operating on behalf of both employers and job seekers will eventually be able to negotiate salaries and job titles without human interaction, which is what I, basically my comment on, on their, uh, their work, whatever annual event. Deco laughed, according to the report and said, quote, "That would be fantastic."

• 27:38Speaker 03

  There's more, there's nuance, but the reality is I really believe there are things human can do way better. Now, we love it when the CEOs say the quiet part out loud. Deco could have said, "Oh, that's ridiculous. No way are we ever going to replace human beings recruiters." And like, he could have spun it as, "We're not even thinking about agents talking to agents." But he said, "That would be fantastic," which means he's at least thinking about it. And he's publicly willing to say that he's thinking about it. Yes. So, so to me, this whole connect talent scout thing that they have, this is all laying the groundwork for an eventual future that they see of job seeker agents and employment agents doing the whole heavy lifting of the interviewing and all that process

• 28:23Speaker 03

  until they can hand you off on a silver platter staffing agency style to the company. And then, and then get the disposition data from the ATS to then charge you for a higher à la staffing firm. So this was like part carrot and part stick. The carrot part was the integrate with us, join us, right? It was the Yoda Darth Vader, like get the platinum Amex card. This is what this is. You're going to get shit that nobody else gets if you do this stuff. And here's If you pay for it. You pay for the platinum, right? But it's worth it because you're getting all this shit. So part of it was like, we're gonna make, you're gonna be special, right? And then, and then they threw in the stick.

• 29:05Speaker 03

  And the stick was, you mentioned, you know, pay for this market shit, or your competition's jobs are gonna show up when people search for jobs at your company. That will make them disappear if you pay the money. But if not, you're gonna have to compete with all the other people that are trying to get those jobs when they search for shit at your, your company. The advanced sourcing stuff felt like it should be ran, rebranded like pink slip screening, because all the recruiters, that's what you're gonna get when you use this product is your pink slip, because they won't need you anymore when this shit gets automated and they can source all the candidates from your ATS and from Indeed. So to me, that was maybe even a little bit of Trojan horse with the carrots and the sticks.

• 29:46Speaker 03

  The other thing I've heard about vaguely is that the contract thing is relatively new at Indeed, if not totally new. Like, people aren't used to signing contracts, from what I understand, in this fashion with Indeed. So they're throwing in the whole like LinkedIn now, contract 12-month commitment thing, which I've heard a few people say that that's not generally their style. So they're kind of slipping that in under with all the jazz hands and what they're doing. So make no mistake, this is part of a worldview by Indeed and Recruit Holdings that eventually the people part is gonna be, is gonna be gone, in my opinion. I don't have proof of that, but that's just my take after 25 years of being in this business.

• 30:29Speaker 03

  They want to replace everybody.

• 30:32Speaker 00

  So to your carrot and the stick, what they're doing is they're showing you a carrot and then they're hitting you with the stick. You're not getting the carrot, you're getting hit with the stick. That's, that's all there is to it. Now, last week, we actually talked about, Scott Galloway says it all the time, that, you know, your job's not gonna be taken by AI, it's gonna be taken by a person who knows how to use AI. And my response was bullshit. That's step number one.

• 30:58Speaker 00

  Step number one is that your job could prospectively be taken by somebody who knows how to use AI. Step number two, that person using the AI is training their replacement. That's step number two. Okay, it's very simple. So all of these rich guys who are saying that AI is not going to take, no, AI, they're trying to stay away from the pitchforks. Okay, that's what they're doing. It's all bullshit. They want you to train the AI. Everybody's saying the AI, AI is not ready for this shit. No, it's not ready for this shit. You're right. Have we seen how fast this shit has gotten good, has gotten great, has gotten better? It's just gonna happen that way, right? So yeah, I think from the carrot stick standpoint, they're showing you the carrot, they're hitting you with the stick, you're not gonna get the

• 31:41Speaker 00

  carrot, motherfuckers, you're not. Whether you're an agency, whether you're a direct employer in agencies, come on, guys, you know what they're doing. They're cutting your commissions, they're putting new sales plans in front of you to hit certain goals. And then if you do that, then you can keep your commissions. If you don't, then you lose commissions. And it's different from agency to agency. And that's how, instead of trying to standardize this, they're doing this different from agency to agency, because first and foremost, they don't want to piss the big ones off. The little ones, they don't give two fucks about. Secondarily-

• 32:12Speaker 03

  Big sticks for those guys. They're getting-

• 32:13Speaker 00

  Yeah, yeah. Secondarily, they don't want guys like us to know that there's a standard, because if there's a standard, then wow, that's gonna be something entirely different too, right? So that, and then they're already going directly after your clients. You think that's gonna stop? No. So yes, all of this is happening, and companies left and right, and we're talking to big enterprise companies who literally are saying, hey, you know, we're trying to cut Indeed spend. And one of the things that Matt and I talked about behind closed doors was his ability to cut Indeed spend last year, and how he was going to continue to do that this year and the year after. Unfortunately, he left this earth,

• 32:58Speaker 00

  not because of that, but just because he left. We miss a friend, but there are many companies that are doing that right now. And the disposition data piece- It's gonna be a nonstarter for many companies, especially that have to go to attorneys and ask their legal, internal legal, if it's okay. Yeah. Good luck with that shit.

• 33:16Speaker 03

  Yeah. It's, it's a race between how fast can I get off the Indeed teat and how fast can Indeed boil the frog? If you will, if you will.

• 33:24Speaker 00

  Ridiculous.

• 33:25Speaker 03

  I quote Deco, "It would be fantastic if we owned the whole thing, but, but it's, it's not gonna happen." Guys, if you like what you've listened to, please give us a follow or review, like whatever. We'll come back with some more Indeed goodness.

• 33:38Speaker 00

  I don't know if Indeed and goodness go together. We'll have to look at that.

• 33:43Speaker 03

  Hey, boys and girls. It's Joel Cheeseman here from the Chad and Cheese Podcast. Guys, I've seen pretty much every AI recruiting tool out there. I give my time and money to a very small few, and I'm here to tell you that I'm an investor in Alex AI, because this tech actually delivers. Look, if you're still drowning in automated resume slop, ghosting candidates and wasting hours on first round screens, it's time to hire with Alex. Alex is the AI recruiter that's actually solid, which means it doesn't sound like a robot from a 1984 sci-fi flick.

• 34:16Speaker 03

  Alex interviews candidates on video or phone, asks smart follow-ups, takes killer notes and surfaces the best ones, so your team can focus on hiring top talent instead of chasing ghosts. If you're scaling a team and tired of the same old pain, go check out Alex right now at alex.com. That's A-L-E-X.com. And tell them Joel sent you. And right now you can get a free copy of the book by Alex founder Aaron Wang titled The 10x Recruiter. Just go to alex.com/cheese. That's A-L-E-X.com/cheese. That's right. A free book on the principles of AI and talent acquisition. And all you need to do is head to alex.com/cheese right now.

• 35:00Speaker 03

  Guys, alex.com. Interview everyone. Hire the best.

• 35:07Speaker 03

  Guess who's got a new KPI, Chad? That's right.

• 35:10Speaker 00

  Who? Tell me.

• 35:10Speaker 03

  Indeed introduced ARPJ, a new KPI tracking, revenue per job posting, revenue per job posting. I'll say it again, up 15% in Q2 and 13% in the first half of the year. It signals aggressive pricing ahead as paid ads remain under 25% of US postings. Chad, we know you're down with OPP and we know we're both old enough for AARP, but what are your thoughts about Indeed's new ARPJ?

• 35:38Speaker 00

  Stop saying that. Okay, so I think it's amazing, out of nowhere, Indeed suddenly wants to talk about their new magic metric, ARPJ, I mean, the, the average revenue per job posting thing. It's not a metric, it's a fucking magic trick. They get on these investor calls and brag, even with fewer job postings, our revenue per posting is going up and Wall Street applauds while Indeed pulls a rabbit out of their fucking ass. But here's the number of jobs they're dividing by, the denominator. Indeed controls all of that. If you want the average revenue to go up, they just stop the free flow of jobs, the free jobs that are actually coming into the system.

• 36:23Speaker 00

  Smaller denominator, boom, ARPJ looks great. It's soaring. Now, if they want to cool it off a little bit so they don't look like they're, you know, price gouging, well, then you just allow a few more jobs into the feed, right? It's not a signal of value. It's a lever they can pull to raise rates and drive quarterly earnings. That's why Wall Street loves it, right? Employers won't see this metric on their invoice. They won't see it at all. But what they will see is higher costs, less organic reach and more pay to play pressure, which we just talked about. They're making people pay for everything and it's basic shit, which we, I mean, again, we just talked about on the Indeed Connect segment.

• 37:06Speaker 00

  So this is what I would like to call thermostat monetization. They just set the temperature, they control the flow and you're sweating, looking at that monthly invoice on the other end of it. So it's a Wall Street metric that will hammer Main Street. So yeah, when you hear ARPJ is up double digits, what you should really hear is we've throttled the free stuff again. Get ready for higher prices. This is market manipulation at its indeedst.

• 37:39Speaker 03

  60% of the time, it works every time. Whenever you hear a company, so there are two, two things. Either they stop reporting on things that like maybe iPhone sales or whatever. And, and then they, they sort of, they spin it as something else. After they stop reporting on it, that's when some red flags should be lifted. And to me, this is like a big flag in Indeed's model, not necessarily their profitability, but in their model. And what it says is the model of job postings is breaking down. I think you and I have talked about the commoditization of job postings for a very long time. And these guys are going to be the last ones to kind of enjoy any kind of premium that was ever on job postings.

• 38:22Speaker 03

  You know, I was on stage with Jeff Taylor at DRE this week and we went down little, little memory lane shit. And, you know, talking about how much that they thought they would be getting per job posting, you know, back in the nineties and early 2000s when they thought they were going to own the whole, whole industry, you know, $5,000 a job, like those days never came to fruition and they never will. So Indeed, and really, I don't know, everyone in this space is, is trying to figure out, we're going away from a volume dependency to a quality focus. So the spin is, you know, no one's posting jobs like they used to, and they're not paying for the jobs. If they are posting them like they used to and people like, so we can't, we're not making the money that we used to on job postings

• 39:06Speaker 03

  and the volume and getting tons of people there to apply. Cause now there are bots applying and everyone's like, holy shit, all these applications, that model doesn't work anymore. So now it's a, like a quality value focus. So let's change the narrative instead of applies or clicks or views. It becomes this shit. It becomes average revenue per post. A job.

• 39:28Speaker 00

  Yeah.

• 39:29Speaker 03

  The fuck does that mean? It means a lot of gray area where I can spin shit and like, give you some mumbo jumbo voodoo economics and you're gonna go, okay, because you think we're smarter than you because we're Indeed and, and, and you're gonna go like go along with it. And unfortunately, 80% of probably everyone who buys this shit is gonna go along with it and feel comfortable with it. But make no mistake, the traditional model of job postings is breaking down and they're spinning a new model, a value model, in this case, the connect stuff, the scout stuff. And we've talked in the past about per, was it cost per interested job seeker or act, active job application?

• 40:08Speaker 00

  Start and apply.

• 40:09Speaker 03

  Yeah, start apply. Like they've thrown these kind of weird metrics and, and titles and definitions around forever. This is just the latest one.

• 40:17Speaker 00

  Yeah.

• 40:17Speaker 03

  You know, whatever. It'll be something else next year and we'll make fun of it then. But look, this is, this is a little bit of desperation. I'd love to be in the, the strategy meeting, like what the fuck do we call the thing now?

• 40:27Speaker 00

  Yeah.

• 40:27Speaker 03

  To get people confused and, you know, obfuscate and, and, you know, whatever. So this is what they've come up with. This is either gonna be a huge hit for Indeed. They're gonna like get into X amount of ATSs and disposition data is gonna take off. Or their, their business is gonna be really, really challenged in the years to come.

• 40:45Speaker 00

  Yeah, I think, obviously I've said it before, I think any company gives them disposition data, they're, they're idiots. I mean, there's no reason to have those signals down funnel when what they're talking about is matching at the top of the funnel. All you need is requirements for that. That's what you need. So you need to be better at matching and they're talking about how their matching is gonna be so much better. That's total bullshit. Not to mention, if you think about it, applicant tracking systems. And let's just take a look at one applicant tracking system by itself, ISMS, for instance, right? So ISMS has thousands of customers. They have to do this integration with every single one of these customers. And they think that one API is going to be the answer to that, which is total bullshit. We all know APIs break. We all know that applicant tracking systems break shit when they do maintenance.

• 41:30Speaker 00

  We also know that every single one of those ISMS customers or that applicant tracking system customers, they have different apply. A lot of times. I mean, so it's just, it's entirely different. Not to mention, how many fucking recruiters actually hit the disposition code? Or put in the information to be able to provide the signals in the first place. So this just demonstrates to me, these motherfuckers don't even know the problems that happen down funnel, right? This is fucking stupid. Now, back to the, the, the average job posting. Andy McKelvey and Jeff, I think back then, they actually had a number for this, but the thing is, this was a real view.

• 42:12Speaker 00

  Right? Because every job that was on Monster was paid for. So therefore you could actually see through the big contracts and what they were paying versus the small guy and what they were paying per posting, that kind of thing. You could get a really good idea on an average, like a mean, right? That was true. That was real. That was something that you could literally give to Wall Street and it's not bullshit. This is total, complete, utter bullshit because there's so many free jobs that are in the system. That's a manipulation. You can go ahead and say, oh damn, a few thousand companies didn't get their stream in today. Or let's say for instance, some of the bigger companies, 10,000 jobs didn't make it today. How does that actually manipulate the actual average? It does, right? So if we want to talk about,

• 42:56Speaker 00

  this is again, just Wall Street bullshit. This is, this is magic. This is pulling a rabbit out of their ass. This is not real. Andy McKelvey wanted to get to a thousand dollars a job. He always talked about that in meetings. I remember that. I remember that so vividly, right? But they had a true and real metric. This is not a true and real metric. This is total bullshit. And this is a great way to be able to manipulate driving prices up whenever the fuck you want to.

• 43:24Speaker 03

  Yeah. If Google had ever become Google, Monster may have been a thousand plus per posting at some point because they were hoping to be a monolithic brand. They wanted to be Coke for all jobs and it didn't work out that way, but that was, that was at least the idea. And it made sense. We're having a hard time making sense of this shit. I think Wall Street has bought into this because they do think that companies are going to get away from Recruiters and like this whole process and they believe that this agent to agent thing is going to be huge. They also think AI is going to be huge and that thing that could that could turn out to be false, but I think they're betting on people are going to use indeed to like boop without people bring people into the company.

• 44:05Speaker 00

  Yeah, but this this whole metric doesn't fucking matter at that point. I mean, if it's all agent, it's focused.

• 44:10Speaker 03

  It's all bullshit right now. It's all bullshit until until the the worldview of deco comes to comes to play when it's all bots interviewing bots, robots.

• 44:19Speaker 00

  Yeah, but if it is bots interviewing bots, job postings don't fucking matter because what you do is you hit you hit literally you don't hit a job posting, you hit a goddamn agent and the agent goes out.

• 44:28Speaker 03

  Recruitment doesn't matter.

• 44:29Speaker 00

  Well, yeah, it's just, well, I mean, it's recruitment. It's just a process, right? And the process changes, which means what they're actually doing in this entire segment of the the connect piece and this new metric is literally old and it's it's not even built for today. It's not even built for today. They want to build for tomorrow and innovate. It doesn't even work for today. This is dumb.

• 44:52Speaker 03

  It's chess hands. It's Trump. It's like, what's the fire to put out today? What's the new product today? What's the thing today? And it's like, just keep people's attention somewhere else and what's new and what's going on. And I don't have time to keep up with this stuff. And I got 80 vendors I got to deal with and I got 100 calls, 100 calls from new vendors I got to talk to like, fine indeed, what call it whatever you want. What's what do you what do I owe? What like they rely on people being too busy to deal with this shit. And as companies get leaner, like fewer people can focus on this stuff and they can be more manipulative. And anyway, guys, if you're not watching us on YouTube, what the hell? I don't get it. We're so good looking. Check us out on YouTube at youtube.com slash at Chad cheese and we'll be right back with more sun filled

• 45:37Speaker 03

  silver lining news. I hope so.

• 45:41Speaker 00

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• 46:24Speaker 00

  Ready to elevate your hiring game? Head over to veritone.com/hire and see what all the buzz is about. That's veritone.com/hire. Soosh out.

• 46:37Speaker 03

  Boy, that escalated quickly.

• 46:42Speaker 03

  Well, Chad, in case you missed it, times are tough out there for a pimp. Some recent headlines include, quote, "It's Trump's economy now," and Americans don't seem to love it. Nearly all US workers say their wages haven't kept up with the cost of living. And one of my favorites, "Job cuts in October hit highest level for the month in 22 years." But things may have finally gone too far, Chad, as restaurants are feeling the effects of a challenged economy. Check out this recent story by ABC News on all the badness.

• 47:12Speaker 06

  Now to the economy, where there are troubling signs in the restaurant industry as consumers are tightening their belts and eating more at home. Elizabeth Sholzby breaks down the numbers. Hey, Rachel, the cost of going out to eat is up almost 4% over the past year, outpacing the price of groceries. And now some popular restaurant chains say that they are noticing customers pulling back. Salad chain Sweet Green is the latest to sound the alarm about younger consumers, reporting that people between the ages of 25 and 35 dropped their spending by 15% in the last three months. Burrito maker Chipotle and the Mediterranean fast casual chain Kava made similar warnings about younger customers. The impact of inflation and student loan payments and McDonald's, which can serve as a bellwether for the overall economy,

• 47:57Speaker 06

  says that lower income households are not visiting its stores as much. Now, all of this underscores a widening gap between higher income and lower income Americans. The top 10% of households right now account for almost half of all spending in the economy.

• 48:14Speaker 03

  Chad, I've been driving by Sweet Green two times a week at least, and I don't know why I'm not drawing more attention and profits for them.

• 48:22Speaker 00

  Yeah.

• 48:22Speaker 03

  What are your thoughts on restaurants going to hell?

• 48:25Speaker 00

  Well, I mean, look at it. First and foremost, inflation's up, tariffs are shit, health insurance is getting ready to either triple or quadruple. People who have assistance because they don't have jobs through SNAP, they're having problems getting that as well. Talking about 50-year mortgages, which means we're just going to be paying money on fucking interest. We can't afford food.

• 48:47Speaker 03

  Yeah.

• 48:47Speaker 00

  It's the very basic and simple understanding that you have to pay your people enough where they can pay for their shit and they can go buy stuff. That's how an economy works. They don't work when they're in the fucking dirt. They're homeless and they don't have any money to spend. I mean, that's the biggest issue that we have right now. The disparity in the top versus the bottom and where the money's actually going. The entire economy is being held up by about, I don't know what fucking, at least the market is being held up by 10 companies.

• 49:19Speaker 03

  Yep.

• 49:19Speaker 00

  And then the actual economy is being quote unquote held up by just rich people who are buying shit.

• 49:25Speaker 03

  Yeah.

• 49:25Speaker 00

  That is not sustainable, right? That's not sustainable.

• 49:28Speaker 03

  10% of the population is doing 50% of the consuming. That's a bad recipe. And like I've said before, once the stock market cracks, if this AI story falls apart and rich people feel less rich than they did before and stop spending, like shit's really going to hit the fan. I know you guys talked a little bit about the election in New York and some of the other elections around Virginia and whatnot. Like, that was an affordability election.

• 49:56Speaker 00

  Yeah.

• 49:57Speaker 03

  That was a young people pissed off that I can't. Afford shit anymore, whether it's Yeah. You know, fuel, healthcare, housing, food, like all of it. And, and it's, it's real and it's in the numbers. Like these restaurants aren't getting the traction that they used to. Yeah. Wendy's was not mentioned and they're, they're closing 300 stores nationally, which breaks my heart and a few areas like no, little story about me, Chad. Little, little, little, not necessarily history lesson, but we'll call it. History lesson. So my, my father, who's going to be 86 next month and totally cuckoo for Cocoa Puffs, but that's a different podcast. He used to take me to play basketball and we'd play one on one.

• 50:39Speaker 03

  And he would never block my shot because he knew like, he didn't want to take away my spirit or like, oh, screw this. He could have like rejected everything that I threw up there, but he didn't. And then we'd play basketball and then after we were done, he would take me to Wendy's and get me a Frosty. Frosty, yeah. I have, I have really warm feelings about Wendy's and maybe my weight problems go back to back then with my dad. The other story is my grandmother who passed a few years ago, loved Wendy's and her, her, her go-to was, I don't know if you remember the, they used to have the 99 cent value menu. And on this menu, they would, they had a Caesar salad, like a side Caesar. They had a baked potato and they had the chili.

• 51:21Speaker 03

  And my grandma would always order those three things and a iced tea. And her meal was $4 or maybe less than that because I doubt the tea was a dollar. But anyway, so I've, I have, I have fond memories of Wendy's. So it's always sad to see them decline because they are nowhere near what they used to be. I think Five Guys and Shake Shack have just totally destroyed what Wendy's used to be. But did you hear Trump talk about the Walmart that a Thanksgiving dinner now costs 25% less than it did last year or the year before? And that's like five less items? Yeah, it's like, it's like less items, no brand names. Yeah. And, and a reporter, a reporter pressed him on, he's like, that's fake news. Who are you with NBC? Like that's, that's fake news.

• 52:05Speaker 03

  So like Trump is trying to grasp, embrace this, this affordability message. But it's like, people are hurting, man. And we've talked about used cars, we've talked about like building new home builds. We've, and now we're talking about fast food. If this bleeds up into the higher echelon, that 10% that's holding together 50% of the consumption, shit's gonna get bad.

• 52:24Speaker 00

  It's not sustainable. That's the thing is that you can have that kind of, of arc in spend for 10% of the population, but you think about it, one billionaire, how many pairs of jeans is he gonna buy? He's not gonna buy enough pairs of jeans to be able to subsidize the entire fucking blue jean industry, right? It's, that's again, you, you've got to be able to scale it with an economy of all of your citizens, not 10% of your fucking citizens.

• 52:51Speaker 03

  By the way, I know I talked about farmers in a recent episode and 60 Minutes did a special on sort of the farmers, the family farm and what, and how they're hurting.

• 53:00Speaker 00

  Fucking sad.

• 53:01Speaker 03

  Incredibly sad. We do not want a world, we do not want a world with factory farms and a few companies owning all the land, but we do want more dad jokes.

• 53:10Speaker 00

  Yes. We need it. Need it.

• 53:13Speaker 03

  And I'm here to give you a restaurant themed dad joke this week. Did you hear about the new restaurant on the moon, Chad?

• 53:19Speaker 00

  I have not.

• 53:20Speaker 03

  Great food, but no atmosphere.

• 53:26Speaker 00

  That's good.

• 53:27Speaker 03

  See you in California. We out.

• 53:30Speaker 01

  Thank you for listening to, what's it called? A podcast. The Chad. The cheese. Brilliant. They talk about recruiting. They talk about technology, but most of all, they talk about nothing. Just a lot of shout outs of people you don't even know, and yet you're listening. It's incredible. And not one word about cheese. Not one. Cheddar, blue, nacho, pepper jack, Swiss. So many cheeses and not one word. So weird. Anywho, be sure to subscribe today on iTunes, Spotify, Google Play, or wherever you listen to your podcasts. That way you won't miss an episode.

• 54:14Speaker 01

  And while you're at it, visit www.chadcheese.com. Just don't expect to find any recipes for grilled cheese. It's so weird. We out.