AI transcript
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0:01:56 Welcome to the Prof. G. Podd’s Office Hours.
0:01:58 This is the part of the show where we answer your questions
0:01:59 about business, tech, entrepreneurship
0:02:02 and whatever else is on your mind.
0:02:04 If you’d like to submit a question,
0:02:05 please email a voice recording
0:02:08 to officehours@profgmedia.com.
0:02:10 Again, that’s officehours@profgmedia.com.
0:02:11 First question.
0:02:16 – Hey, Prof. G, it’s Anthony from Pittsburgh BA.
0:02:18 I’m currently six years into a career in human resources
0:02:21 with experience in both public and private sector.
0:02:25 From your perspective, what impacts will AI
0:02:27 and automation have on human resources,
0:02:29 particularly with employee relations?
0:02:33 Love the pod, love the book, keep up the good work.
0:02:34 Thank you.
0:02:36 – I think it’s gonna have a huge impact.
0:02:39 AI is crawling all existing data,
0:02:42 which means that AI wants to take the arc of history
0:02:44 and move it forward on the same arc
0:02:46 and there’s been tremendous bias in the workplace
0:02:47 so that bias is reflected.
0:02:49 What has been done about this legislation
0:02:51 in an effort to root out potential bias
0:02:53 in hiring and promotion software,
0:02:55 New York City became the first city in the country
0:02:57 to regulate the use of automation and AI
0:03:00 and hiring decisions with NYC 144,
0:03:03 a law that went into effect earlier this year.
0:03:04 Still, this law has been described
0:03:09 as a public disclosure law, not an anti-bias law.
0:03:11 Under the new law, companies will need to review
0:03:12 any software that plays a major role
0:03:16 in hiring or promotions and publish adverse impact ratios,
0:03:18 as in data showing whether the software affects
0:03:20 certain races or genders more than others.
0:03:21 Don’t see how you can enforce that.
0:03:24 Anyways, employers are also required
0:03:26 to post these impact ratios on their websites,
0:03:28 including to notice that they’re using the tools
0:03:31 and an option for job seekers to request an alternative
0:03:33 to make screen by the software.
0:03:34 If businesses don’t follow these rules,
0:03:37 they could pay fines of up to $1,500 per day
0:03:38 for each violation.
0:03:40 Yeah, that means fucking nothing.
0:03:42 Big tech is like, finally, do whatever we want,
0:03:43 send us a bill.
0:03:46 I don’t know if this legislation is going to work.
0:03:48 I don’t, it seems to me to be pretty easy
0:03:50 to cover your ass saying, yeah, we use technology,
0:03:52 but it didn’t impact our hiring.
0:03:54 I used a form of organic intelligence
0:03:56 around hiring in my last firm, L2.
0:03:58 We did a ranking of all the people
0:03:59 who was really adding the most value.
0:04:02 And we took the top 10 that were really the culture carriers
0:04:03 working really hard, great with clients,
0:04:05 could trust anything they did.
0:04:08 And what we found are the commonalities
0:04:09 through all of them was three things.
0:04:12 One, they went to world-class universities.
0:04:14 You don’t like to think that the current narrative out there
0:04:16 is it doesn’t matter, go anywhere you want.
0:04:17 It doesn’t matter what school you go to.
0:04:20 Yeah, it does, ’cause effectively the primary value
0:04:22 out of the elite universities is their admissions department
0:04:24 ’cause they get so many applications.
0:04:27 They can select these freakishly remarkable people
0:04:29 and the children of rich kids.
0:04:30 But when you get someone out of UVA,
0:04:32 when you get someone out of Georgia Tech,
0:04:34 they generally just have their shit together
0:04:35 and they’re very good.
0:04:36 That was number one.
0:04:38 Number two, they were athletes.
0:04:42 Yeah, learning how to lose, learning a certain level of grit,
0:04:45 learning how to play with others, discipline.
0:04:48 Our best employee has had a background in sports.
0:04:51 And then finally, this is the interesting one,
0:04:52 they were women.
0:04:53 It wasn’t, you had to have all three.
0:04:55 We generally tried to have two of the three.
0:04:57 You know, some people don’t play sports, that’s fine.
0:04:59 Some people didn’t go to the university, that’s fine.
0:05:02 But generally speaking, we found the best employees
0:05:04 had checked all three of those boxes.
0:05:05 Isn’t that interesting?
0:05:06 Isn’t that interesting?
0:05:10 Anyways, I think AI should be incorporated into HR.
0:05:12 AI is coming for everything.
0:05:15 Be the ninja warrior in AI who has the ultimate weapon
0:05:19 and that is a really facile, deep understanding of AI.
0:05:20 Thanks for the question.
0:05:22 Question number two.
0:05:25 – Hey Scott, I appreciate you taking the question.
0:05:27 I’m a 31 year old college dropout
0:05:30 who’s been fortunate enough to build a career
0:05:31 for themselves in tech.
0:05:33 I taught myself programming
0:05:35 and eventually found my way into product management.
0:05:39 By the age of 28, I was earning about $200,000 a year.
0:05:42 While I attribute that mostly to my negotiating abilities
0:05:45 over my actual merits, at that point in my life,
0:05:48 it felt like I unlocked a cheat code and figured out a way
0:05:50 to make a high income
0:05:52 while avoiding significant student debt.
0:05:55 And then in 2023, all of that got flipped on its head
0:05:59 and I along with about a quarter million tech employees
0:06:01 found myself looking for a new role.
0:06:02 Over the past 18 months,
0:06:06 with the exception of a couple of one-off paid consulting gigs,
0:06:09 I’ve struggled to find a meaningful source of income.
0:06:12 And so my question to you is this,
0:06:14 if you were a young Scott Galloway today,
0:06:18 entering the job market with how hyper competitive it is,
0:06:20 with the ever increasing cost of living
0:06:22 and cost of higher education,
0:06:26 and with AI making the future of work fairly ambiguous,
0:06:29 what would your approach look like?
0:06:32 How would you approach it differently than you did
0:06:34 when you were starting your career today?
0:06:37 And lastly, asking for a friend,
0:06:41 what advice do you have for a 31 year old college dropout
0:06:43 who is struggling to write the next chapter
0:06:45 in their adult working life?
0:06:48 I appreciate your time, thanks.
0:06:50 – So the first one is forgive yourself.
0:06:52 You’ve recognized a lot of success,
0:06:54 you’ve made a lot of money and now you’re not
0:06:55 and you’re facing your sort of first,
0:06:57 what I call professional crisis.
0:07:00 The only thing I can guarantee anybody
0:07:02 is that they’re going to face a crisis like this.
0:07:04 Keep in mind, everyone you talk to,
0:07:05 regardless of the bullshit narrative
0:07:08 of how amazing they are and amazing their life has been,
0:07:10 has been where you are right now.
0:07:13 So the first is forgive yourself.
0:07:14 The second thing we’re going to do
0:07:16 is we’re going to put together a kitchen cabinet of people,
0:07:18 we’re going to reach out and ask for help
0:07:20 and say, handling for a job, I’d love some advice.
0:07:22 If they obviously have contacts
0:07:23 or can keep their ears open, great,
0:07:24 but more than that, say to them,
0:07:26 I would just like someone to check in with
0:07:28 and make sure I’m doing the right things.
0:07:31 Third, we’re going to do three or four things every day.
0:07:33 We’re going to stay fit, we’re going to stay,
0:07:34 we’re going to use that for mental fitness,
0:07:36 whether that’s running, whether that’s yoga,
0:07:39 whether that’s meditation, whether that’s lifting weights,
0:07:42 but you’re going to keep sort of your mental wellness
0:07:44 shit together, right?
0:07:45 You obviously understand technology,
0:07:47 you understand how to do projects,
0:07:51 whether it’s trying to lean into AI, whatever it might be.
0:07:53 Also, we’re going to take advantage of what our strengths are.
0:07:55 One of your strengths, it sounds like to me,
0:07:56 because you’re so young
0:07:58 is you probably don’t have dogs or kids.
0:08:00 So you want to be open to moving elsewhere.
0:08:03 And that is if you were living in a blue state
0:08:07 that was expensive making, I think you said 200 grand a year,
0:08:10 you might be able to take a job making 120 grand a year
0:08:13 in St. Louis or Atlanta or Nashville
0:08:15 because the cost of living is so much lower,
0:08:19 but lean into the fact that you might be mobile, if you will.
0:08:20 Go on every interview.
0:08:23 Don’t let perfect be the enemy of good.
0:08:25 What you don’t want to do is be out of the job market a year,
0:08:26 passing up opportunities
0:08:29 ’cause they weren’t exactly the right thing.
0:08:31 But I would put together a kitchen cabinet of people
0:08:33 every day, three or four emails to strangers
0:08:35 or people we have some sort of contact with
0:08:37 or who you used to work with.
0:08:39 Write down a list of everyone you worked with,
0:08:42 you had a good relationship with, track them down,
0:08:43 tell them your situation
0:08:47 and see if they have any job openings, hit job boards,
0:08:49 start sending out resumes, be aggressive.
0:08:52 It’s a bit of a numbers game, right?
0:08:54 But let me circle back to where I started.
0:08:55 Forgive yourself.
0:08:57 You’re going through what everyone has gone through.
0:09:01 In terms of specific industries, it’s hard to predict.
0:09:03 My current thinking right now
0:09:05 is the industry that’s most ripe for disruption
0:09:07 is healthcare at the hands of AI.
0:09:11 It has grown costs faster than inflation for 40 years
0:09:12 with no underlying innovation.
0:09:14 We’re actually living less longer.
0:09:16 I mean, if you’re rich, this is the best city in the world
0:09:18 or best country in the world for healthcare.
0:09:20 The bottom 90, it’s not.
0:09:22 And I think AI is gonna do incredible things there.
0:09:25 So maybe think about taking a lower salary
0:09:27 and going into a startup in a place like healthcare.
0:09:29 But look, you have technical skills.
0:09:30 You understand technology.
0:09:31 You have real skills.
0:09:34 I can hear in your voice that you are articulate.
0:09:36 You sound confident.
0:09:38 And again, recognize you are exactly
0:09:42 where the most successful people in the world
0:09:44 have been several times.
0:09:45 Appreciate the question.
0:09:49 We have one quick break before our final question.
0:09:50 Stay with us.
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0:11:43 Personally, I’d be interested in hearing from Martha Stewart.
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0:13:09 – Welcome back, question number three.
0:13:10 – Hey Scott, I’m gonna comment
0:13:12 on your favorite subject, you.
0:13:14 Thanks for everything you do,
0:13:17 and for being vulnerable and discussing the hard stuff
0:13:21 about being a man, and more importantly, being a dad.
0:13:24 Your comments about taking body blows as a parent,
0:13:27 and the need to feel like a dad in a Hallmark commercial,
0:13:30 let during your last podcast, that really hit home.
0:13:35 They were basically a body blow in and of themselves for me.
0:13:37 As a father of a 12-year-old daughter
0:13:39 and a 16-year-old son,
0:13:41 I’m working through exactly what it means for me
0:13:44 to be a dad during those years.
0:13:45 You’re bang on.
0:13:48 It’s certainly not at all what I imagined.
0:13:50 And while they’re tremendous kids,
0:13:52 as a dad, I can’t help but feel as though
0:13:54 I’m missing something due to the fact
0:13:57 that relationship is not two-way,
0:13:59 or as you said, I’m really struggling
0:14:03 with this debtor relationship as they become themselves.
0:14:05 I understand this is a healthy
0:14:07 and necessary process for my kids,
0:14:09 but I can’t shake this feeling
0:14:11 that I’m still doing something wrong
0:14:13 due to the fact that my kids want to share
0:14:15 so little of their lives with me.
0:14:18 Any suggestions you might have
0:14:21 to make this next stage of parenting a little easier?
0:14:23 How do I learn to accept my role
0:14:25 as a debtor in this relationship
0:14:27 and find new ways to enrich my relationship
0:14:31 with my children in this new landscape?
0:14:35 Thanks so very much for your wisdom, Colin in Canada.
0:14:37 – Hey, Colin in Canada.
0:14:42 So I hear you said every dad anywhere.
0:14:47 I grew up thinking that my can’t wait to my kids
0:14:50 watch World War II history documentaries with me
0:14:51 and come with me to CrossFit
0:14:53 because they’re gonna find me so impressive
0:14:55 and want to be like me,
0:14:57 that they’re gonna just be naturally really
0:14:59 into anything I’m into.
0:15:02 I mean, thinking a lot about the notion of masculinity
0:15:05 and the ride of passage when a boy becomes a man.
0:15:06 And I love what Richard Reeves,
0:15:09 the president of the American Institute for Boys and Men says
0:15:11 he uses this concept of surplus value.
0:15:13 And I’ve actually sat my boys down
0:15:14 and explained this concept.
0:15:16 And I said, okay, right now
0:15:17 there’s all these people at your school
0:15:21 trying to help you damage the muscle in between your ears
0:15:22 so that it grows back stronger.
0:15:23 You’re not doing a lot for them.
0:15:25 Your parents are paying them some money
0:15:27 but you’re not adding a lot of value there.
0:15:30 You are in a society that for the most part
0:15:31 really values children.
0:15:32 We’re living in London right now
0:15:34 and they spend a lot of money such that
0:15:36 you can have the tube to go to school.
0:15:38 They spend money on building malls.
0:15:40 You can go play mini golf or whatever it is
0:15:42 and you’re not adding a lot of value back.
0:15:43 You’re not making any money.
0:15:45 You’re not paying any taxes.
0:15:46 We love you immensely.
0:15:48 We think about you all the goddamn time.
0:15:51 We’re constantly thinking about the lunch
0:15:54 and filling out the form so you can go on field trips.
0:15:55 We’re constantly thinking about ensuring
0:15:56 that you have the right pillows
0:15:58 ’cause one of my kids is allergic.
0:16:01 We’re just constantly working on you
0:16:04 and you are not constantly working and thinking about us.
0:16:06 It’s negative value.
0:16:10 How you become a man is you start adding more and more value
0:16:11 and when you become a man
0:16:14 is when you flip to the credit side, is that right?
0:16:16 You add surplus value.
0:16:19 And that is you start doing more for other people
0:16:21 and I do little things called what a man does
0:16:23 and that is I say, okay, when visitors show up,
0:16:25 a man immediately jumps to his feet,
0:16:28 goes and gets their luggage and puts it in their room.
0:16:31 A man pours as soon as new water comes to the table,
0:16:35 a man looks around and pours water in empty glasses.
0:16:38 A man when he’s with women pays for everything.
0:16:41 If that sounds sexist as it is, I don’t care.
0:16:45 I still think men should pay for women in almost any context.
0:16:48 And at some point, I say,
0:16:49 you’re gonna start adding surplus value.
0:16:52 Hopefully, some men never do.
0:16:54 Some men raised in environments where they’re coddled.
0:16:56 They never get to a point of adding more value
0:16:58 than they’re taking from the government,
0:17:01 from their friends, from their family.
0:17:03 And I think part of being a man, quite frankly,
0:17:05 or part of being a father is to be blunt.
0:17:09 We get less than we give
0:17:11 and there’s a certain reward in that.
0:17:13 We take blows.
0:17:15 Quite frankly, I’m sometimes devastated by the fact
0:17:17 that I try so hard with my kids.
0:17:20 I call my kids every night at the same time.
0:17:22 You think they’d start to figure it out.
0:17:23 I FaceTime them.
0:17:25 I try to do these workouts with my oldest.
0:17:30 I try to check in on my son and see what’s going on with him.
0:17:32 And on a regular basis, my son doesn’t pick up.
0:17:33 And I don’t hear from him.
0:17:36 Even though he knows I’m calling him at 9 p.m.
0:17:39 My youngest sometimes, when he picks up the phone says,
0:17:41 literally picks up the phone like this, what?
0:17:43 What?
0:17:44 Well, I was just calling to check in.
0:17:45 Oh, okay.
0:17:47 And he’s doing something else, checking out his hair
0:17:50 in the reflection or on,
0:17:53 I can tell he’s on some sort of app or something.
0:17:54 I think at the end of the day,
0:17:57 the best advice I can give any father is just time.
0:17:59 And that is, I hate the notion of quality time.
0:18:01 I think that was invented by men
0:18:02 who don’t spend a lot of time
0:18:04 with their kids to feel better about themselves.
0:18:05 There’s no such thing.
0:18:07 The thing about those key moments
0:18:09 when you kind of connect with your kids
0:18:12 is that you’re in the car taking them to school
0:18:14 and they just sort of tell you something
0:18:17 about someone they like or they ask you a question.
0:18:20 That’s kind of the garbage time.
0:18:22 Or Ryan Holiday from The Daily Stoic
0:18:24 taught me this term, garbage time.
0:18:25 Try and find as much garbage time
0:18:27 with your kids as possible.
0:18:30 I think at the end of the day, what they’re gonna remember,
0:18:32 you know, maybe you weren’t a great dad
0:18:34 or you were a dork or, I don’t know,
0:18:36 they didn’t think you were cool, whatever it might be.
0:18:39 But they will remember that you were there,
0:18:40 that you were there.
0:18:41 And then I would also say,
0:18:43 I thought my kids would be into the things I was into.
0:18:46 And what I realized is if you want to be a good dad,
0:18:47 first you have to get them into something,
0:18:49 whatever it is they take to, ceramics.
0:18:52 My kids got really into Premier League football.
0:18:54 I am not interested in sports,
0:18:57 but now I go to Premier League football all the time.
0:18:59 And I find games in different cities.
0:19:02 I try and do one trip alone with each of them,
0:19:03 and we go together.
0:19:05 I’m leaning into what they’re interested in,
0:19:06 because you realize if you don’t lean
0:19:07 into what they’re interested in,
0:19:10 you’re just not gonna have that much overlap.
0:19:12 I was asked to speak at my kid’s school
0:19:14 in front of his whole class,
0:19:17 and he said he might not be comfortable with me doing that.
0:19:19 He thinks it would be embarrassing.
0:19:22 That was like a spear through my fucking heart.
0:19:24 A chance to like demonstrate what I do
0:19:27 and I’m good at it in front of my son and his classmates.
0:19:29 That was just so exciting for me.
0:19:31 And he’s decided I’m kind of embarrassing
0:19:32 and he doesn’t want me there.
0:19:35 Literally like a spear through my fucking heart.
0:19:36 But that’s what we do.
0:19:37 We take those spears.
0:19:39 We add surplus value.
0:19:41 We acknowledge we’re not gonna get as much back
0:19:42 as we put in.
0:19:44 And why do we do that?
0:19:46 Because we’re men, and that’s what men do.
0:19:49 That’s all for this episode.
0:19:50 If you’d like to submit a question,
0:19:51 please email a voice recording
0:19:54 to officehours@proptimedia.com.
0:19:57 Again, that’s officehours@proptimedia.com.
0:20:00 (air whooshing)
0:20:06 (upbeat music)
0:20:09 – This episode is produced by Jennifer Sanchez
0:20:10 and Caroline Shagren.
0:20:12 And Drew Burroughs is our technical director.
0:20:13 Thank you for listening to the PropG Pod
0:20:15 from the Vox Media Podcast Network.
0:20:16 We will catch you on Saturday
0:20:19 for “No Mercy, No Malice” as read by George Hawn.
0:20:22 And please follow our PropG Markets Pod
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0:01:23 Let’s talk about flying.
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0:01:29 When you fly Virgin Atlantic,
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0:01:56 Welcome to the Prof. G. Podd’s Office Hours.
0:01:58 This is the part of the show where we answer your questions
0:01:59 about business, tech, entrepreneurship
0:02:02 and whatever else is on your mind.
0:02:04 If you’d like to submit a question,
0:02:05 please email a voice recording
0:02:08 to officehours@profgmedia.com.
0:02:10 Again, that’s officehours@profgmedia.com.
0:02:11 First question.
0:02:16 – Hey, Prof. G, it’s Anthony from Pittsburgh BA.
0:02:18 I’m currently six years into a career in human resources
0:02:21 with experience in both public and private sector.
0:02:25 From your perspective, what impacts will AI
0:02:27 and automation have on human resources,
0:02:29 particularly with employee relations?
0:02:33 Love the pod, love the book, keep up the good work.
0:02:34 Thank you.
0:02:36 – I think it’s gonna have a huge impact.
0:02:39 AI is crawling all existing data,
0:02:42 which means that AI wants to take the arc of history
0:02:44 and move it forward on the same arc
0:02:46 and there’s been tremendous bias in the workplace
0:02:47 so that bias is reflected.
0:02:49 What has been done about this legislation
0:02:51 in an effort to root out potential bias
0:02:53 in hiring and promotion software,
0:02:55 New York City became the first city in the country
0:02:57 to regulate the use of automation and AI
0:03:00 and hiring decisions with NYC 144,
0:03:03 a law that went into effect earlier this year.
0:03:04 Still, this law has been described
0:03:09 as a public disclosure law, not an anti-bias law.
0:03:11 Under the new law, companies will need to review
0:03:12 any software that plays a major role
0:03:16 in hiring or promotions and publish adverse impact ratios,
0:03:18 as in data showing whether the software affects
0:03:20 certain races or genders more than others.
0:03:21 Don’t see how you can enforce that.
0:03:24 Anyways, employers are also required
0:03:26 to post these impact ratios on their websites,
0:03:28 including to notice that they’re using the tools
0:03:31 and an option for job seekers to request an alternative
0:03:33 to make screen by the software.
0:03:34 If businesses don’t follow these rules,
0:03:37 they could pay fines of up to $1,500 per day
0:03:38 for each violation.
0:03:40 Yeah, that means fucking nothing.
0:03:42 Big tech is like, finally, do whatever we want,
0:03:43 send us a bill.
0:03:46 I don’t know if this legislation is going to work.
0:03:48 I don’t, it seems to me to be pretty easy
0:03:50 to cover your ass saying, yeah, we use technology,
0:03:52 but it didn’t impact our hiring.
0:03:54 I used a form of organic intelligence
0:03:56 around hiring in my last firm, L2.
0:03:58 We did a ranking of all the people
0:03:59 who was really adding the most value.
0:04:02 And we took the top 10 that were really the culture carriers
0:04:03 working really hard, great with clients,
0:04:05 could trust anything they did.
0:04:08 And what we found are the commonalities
0:04:09 through all of them was three things.
0:04:12 One, they went to world-class universities.
0:04:14 You don’t like to think that the current narrative out there
0:04:16 is it doesn’t matter, go anywhere you want.
0:04:17 It doesn’t matter what school you go to.
0:04:20 Yeah, it does, ’cause effectively the primary value
0:04:22 out of the elite universities is their admissions department
0:04:24 ’cause they get so many applications.
0:04:27 They can select these freakishly remarkable people
0:04:29 and the children of rich kids.
0:04:30 But when you get someone out of UVA,
0:04:32 when you get someone out of Georgia Tech,
0:04:34 they generally just have their shit together
0:04:35 and they’re very good.
0:04:36 That was number one.
0:04:38 Number two, they were athletes.
0:04:42 Yeah, learning how to lose, learning a certain level of grit,
0:04:45 learning how to play with others, discipline.
0:04:48 Our best employee has had a background in sports.
0:04:51 And then finally, this is the interesting one,
0:04:52 they were women.
0:04:53 It wasn’t, you had to have all three.
0:04:55 We generally tried to have two of the three.
0:04:57 You know, some people don’t play sports, that’s fine.
0:04:59 Some people didn’t go to the university, that’s fine.
0:05:02 But generally speaking, we found the best employees
0:05:04 had checked all three of those boxes.
0:05:05 Isn’t that interesting?
0:05:06 Isn’t that interesting?
0:05:10 Anyways, I think AI should be incorporated into HR.
0:05:12 AI is coming for everything.
0:05:15 Be the ninja warrior in AI who has the ultimate weapon
0:05:19 and that is a really facile, deep understanding of AI.
0:05:20 Thanks for the question.
0:05:22 Question number two.
0:05:25 – Hey Scott, I appreciate you taking the question.
0:05:27 I’m a 31 year old college dropout
0:05:30 who’s been fortunate enough to build a career
0:05:31 for themselves in tech.
0:05:33 I taught myself programming
0:05:35 and eventually found my way into product management.
0:05:39 By the age of 28, I was earning about $200,000 a year.
0:05:42 While I attribute that mostly to my negotiating abilities
0:05:45 over my actual merits, at that point in my life,
0:05:48 it felt like I unlocked a cheat code and figured out a way
0:05:50 to make a high income
0:05:52 while avoiding significant student debt.
0:05:55 And then in 2023, all of that got flipped on its head
0:05:59 and I along with about a quarter million tech employees
0:06:01 found myself looking for a new role.
0:06:02 Over the past 18 months,
0:06:06 with the exception of a couple of one-off paid consulting gigs,
0:06:09 I’ve struggled to find a meaningful source of income.
0:06:12 And so my question to you is this,
0:06:14 if you were a young Scott Galloway today,
0:06:18 entering the job market with how hyper competitive it is,
0:06:20 with the ever increasing cost of living
0:06:22 and cost of higher education,
0:06:26 and with AI making the future of work fairly ambiguous,
0:06:29 what would your approach look like?
0:06:32 How would you approach it differently than you did
0:06:34 when you were starting your career today?
0:06:37 And lastly, asking for a friend,
0:06:41 what advice do you have for a 31 year old college dropout
0:06:43 who is struggling to write the next chapter
0:06:45 in their adult working life?
0:06:48 I appreciate your time, thanks.
0:06:50 – So the first one is forgive yourself.
0:06:52 You’ve recognized a lot of success,
0:06:54 you’ve made a lot of money and now you’re not
0:06:55 and you’re facing your sort of first,
0:06:57 what I call professional crisis.
0:07:00 The only thing I can guarantee anybody
0:07:02 is that they’re going to face a crisis like this.
0:07:04 Keep in mind, everyone you talk to,
0:07:05 regardless of the bullshit narrative
0:07:08 of how amazing they are and amazing their life has been,
0:07:10 has been where you are right now.
0:07:13 So the first is forgive yourself.
0:07:14 The second thing we’re going to do
0:07:16 is we’re going to put together a kitchen cabinet of people,
0:07:18 we’re going to reach out and ask for help
0:07:20 and say, handling for a job, I’d love some advice.
0:07:22 If they obviously have contacts
0:07:23 or can keep their ears open, great,
0:07:24 but more than that, say to them,
0:07:26 I would just like someone to check in with
0:07:28 and make sure I’m doing the right things.
0:07:31 Third, we’re going to do three or four things every day.
0:07:33 We’re going to stay fit, we’re going to stay,
0:07:34 we’re going to use that for mental fitness,
0:07:36 whether that’s running, whether that’s yoga,
0:07:39 whether that’s meditation, whether that’s lifting weights,
0:07:42 but you’re going to keep sort of your mental wellness
0:07:44 shit together, right?
0:07:45 You obviously understand technology,
0:07:47 you understand how to do projects,
0:07:51 whether it’s trying to lean into AI, whatever it might be.
0:07:53 Also, we’re going to take advantage of what our strengths are.
0:07:55 One of your strengths, it sounds like to me,
0:07:56 because you’re so young
0:07:58 is you probably don’t have dogs or kids.
0:08:00 So you want to be open to moving elsewhere.
0:08:03 And that is if you were living in a blue state
0:08:07 that was expensive making, I think you said 200 grand a year,
0:08:10 you might be able to take a job making 120 grand a year
0:08:13 in St. Louis or Atlanta or Nashville
0:08:15 because the cost of living is so much lower,
0:08:19 but lean into the fact that you might be mobile, if you will.
0:08:20 Go on every interview.
0:08:23 Don’t let perfect be the enemy of good.
0:08:25 What you don’t want to do is be out of the job market a year,
0:08:26 passing up opportunities
0:08:29 ’cause they weren’t exactly the right thing.
0:08:31 But I would put together a kitchen cabinet of people
0:08:33 every day, three or four emails to strangers
0:08:35 or people we have some sort of contact with
0:08:37 or who you used to work with.
0:08:39 Write down a list of everyone you worked with,
0:08:42 you had a good relationship with, track them down,
0:08:43 tell them your situation
0:08:47 and see if they have any job openings, hit job boards,
0:08:49 start sending out resumes, be aggressive.
0:08:52 It’s a bit of a numbers game, right?
0:08:54 But let me circle back to where I started.
0:08:55 Forgive yourself.
0:08:57 You’re going through what everyone has gone through.
0:09:01 In terms of specific industries, it’s hard to predict.
0:09:03 My current thinking right now
0:09:05 is the industry that’s most ripe for disruption
0:09:07 is healthcare at the hands of AI.
0:09:11 It has grown costs faster than inflation for 40 years
0:09:12 with no underlying innovation.
0:09:14 We’re actually living less longer.
0:09:16 I mean, if you’re rich, this is the best city in the world
0:09:18 or best country in the world for healthcare.
0:09:20 The bottom 90, it’s not.
0:09:22 And I think AI is gonna do incredible things there.
0:09:25 So maybe think about taking a lower salary
0:09:27 and going into a startup in a place like healthcare.
0:09:29 But look, you have technical skills.
0:09:30 You understand technology.
0:09:31 You have real skills.
0:09:34 I can hear in your voice that you are articulate.
0:09:36 You sound confident.
0:09:38 And again, recognize you are exactly
0:09:42 where the most successful people in the world
0:09:44 have been several times.
0:09:45 Appreciate the question.
0:09:49 We have one quick break before our final question.
0:09:50 Stay with us.
0:09:54 (upbeat music)
0:09:57 Support for Proptia comes from Mint Mobile.
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0:11:12 But if you’re looking for real wisdom,
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0:11:43 Personally, I’d be interested in hearing from Martha Stewart.
0:11:45 I wanna know what she thinks.
0:11:47 And also, Martin Scorsese did something on filmmaking.
0:11:49 Am I a filmmaker? No.
0:11:50 But hey, next slide.
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0:13:09 – Welcome back, question number three.
0:13:10 – Hey Scott, I’m gonna comment
0:13:12 on your favorite subject, you.
0:13:14 Thanks for everything you do,
0:13:17 and for being vulnerable and discussing the hard stuff
0:13:21 about being a man, and more importantly, being a dad.
0:13:24 Your comments about taking body blows as a parent,
0:13:27 and the need to feel like a dad in a Hallmark commercial,
0:13:30 let during your last podcast, that really hit home.
0:13:35 They were basically a body blow in and of themselves for me.
0:13:37 As a father of a 12-year-old daughter
0:13:39 and a 16-year-old son,
0:13:41 I’m working through exactly what it means for me
0:13:44 to be a dad during those years.
0:13:45 You’re bang on.
0:13:48 It’s certainly not at all what I imagined.
0:13:50 And while they’re tremendous kids,
0:13:52 as a dad, I can’t help but feel as though
0:13:54 I’m missing something due to the fact
0:13:57 that relationship is not two-way,
0:13:59 or as you said, I’m really struggling
0:14:03 with this debtor relationship as they become themselves.
0:14:05 I understand this is a healthy
0:14:07 and necessary process for my kids,
0:14:09 but I can’t shake this feeling
0:14:11 that I’m still doing something wrong
0:14:13 due to the fact that my kids want to share
0:14:15 so little of their lives with me.
0:14:18 Any suggestions you might have
0:14:21 to make this next stage of parenting a little easier?
0:14:23 How do I learn to accept my role
0:14:25 as a debtor in this relationship
0:14:27 and find new ways to enrich my relationship
0:14:31 with my children in this new landscape?
0:14:35 Thanks so very much for your wisdom, Colin in Canada.
0:14:37 – Hey, Colin in Canada.
0:14:42 So I hear you said every dad anywhere.
0:14:47 I grew up thinking that my can’t wait to my kids
0:14:50 watch World War II history documentaries with me
0:14:51 and come with me to CrossFit
0:14:53 because they’re gonna find me so impressive
0:14:55 and want to be like me,
0:14:57 that they’re gonna just be naturally really
0:14:59 into anything I’m into.
0:15:02 I mean, thinking a lot about the notion of masculinity
0:15:05 and the ride of passage when a boy becomes a man.
0:15:06 And I love what Richard Reeves,
0:15:09 the president of the American Institute for Boys and Men says
0:15:11 he uses this concept of surplus value.
0:15:13 And I’ve actually sat my boys down
0:15:14 and explained this concept.
0:15:16 And I said, okay, right now
0:15:17 there’s all these people at your school
0:15:21 trying to help you damage the muscle in between your ears
0:15:22 so that it grows back stronger.
0:15:23 You’re not doing a lot for them.
0:15:25 Your parents are paying them some money
0:15:27 but you’re not adding a lot of value there.
0:15:30 You are in a society that for the most part
0:15:31 really values children.
0:15:32 We’re living in London right now
0:15:34 and they spend a lot of money such that
0:15:36 you can have the tube to go to school.
0:15:38 They spend money on building malls.
0:15:40 You can go play mini golf or whatever it is
0:15:42 and you’re not adding a lot of value back.
0:15:43 You’re not making any money.
0:15:45 You’re not paying any taxes.
0:15:46 We love you immensely.
0:15:48 We think about you all the goddamn time.
0:15:51 We’re constantly thinking about the lunch
0:15:54 and filling out the form so you can go on field trips.
0:15:55 We’re constantly thinking about ensuring
0:15:56 that you have the right pillows
0:15:58 ’cause one of my kids is allergic.
0:16:01 We’re just constantly working on you
0:16:04 and you are not constantly working and thinking about us.
0:16:06 It’s negative value.
0:16:10 How you become a man is you start adding more and more value
0:16:11 and when you become a man
0:16:14 is when you flip to the credit side, is that right?
0:16:16 You add surplus value.
0:16:19 And that is you start doing more for other people
0:16:21 and I do little things called what a man does
0:16:23 and that is I say, okay, when visitors show up,
0:16:25 a man immediately jumps to his feet,
0:16:28 goes and gets their luggage and puts it in their room.
0:16:31 A man pours as soon as new water comes to the table,
0:16:35 a man looks around and pours water in empty glasses.
0:16:38 A man when he’s with women pays for everything.
0:16:41 If that sounds sexist as it is, I don’t care.
0:16:45 I still think men should pay for women in almost any context.
0:16:48 And at some point, I say,
0:16:49 you’re gonna start adding surplus value.
0:16:52 Hopefully, some men never do.
0:16:54 Some men raised in environments where they’re coddled.
0:16:56 They never get to a point of adding more value
0:16:58 than they’re taking from the government,
0:17:01 from their friends, from their family.
0:17:03 And I think part of being a man, quite frankly,
0:17:05 or part of being a father is to be blunt.
0:17:09 We get less than we give
0:17:11 and there’s a certain reward in that.
0:17:13 We take blows.
0:17:15 Quite frankly, I’m sometimes devastated by the fact
0:17:17 that I try so hard with my kids.
0:17:20 I call my kids every night at the same time.
0:17:22 You think they’d start to figure it out.
0:17:23 I FaceTime them.
0:17:25 I try to do these workouts with my oldest.
0:17:30 I try to check in on my son and see what’s going on with him.
0:17:32 And on a regular basis, my son doesn’t pick up.
0:17:33 And I don’t hear from him.
0:17:36 Even though he knows I’m calling him at 9 p.m.
0:17:39 My youngest sometimes, when he picks up the phone says,
0:17:41 literally picks up the phone like this, what?
0:17:43 What?
0:17:44 Well, I was just calling to check in.
0:17:45 Oh, okay.
0:17:47 And he’s doing something else, checking out his hair
0:17:50 in the reflection or on,
0:17:53 I can tell he’s on some sort of app or something.
0:17:54 I think at the end of the day,
0:17:57 the best advice I can give any father is just time.
0:17:59 And that is, I hate the notion of quality time.
0:18:01 I think that was invented by men
0:18:02 who don’t spend a lot of time
0:18:04 with their kids to feel better about themselves.
0:18:05 There’s no such thing.
0:18:07 The thing about those key moments
0:18:09 when you kind of connect with your kids
0:18:12 is that you’re in the car taking them to school
0:18:14 and they just sort of tell you something
0:18:17 about someone they like or they ask you a question.
0:18:20 That’s kind of the garbage time.
0:18:22 Or Ryan Holiday from The Daily Stoic
0:18:24 taught me this term, garbage time.
0:18:25 Try and find as much garbage time
0:18:27 with your kids as possible.
0:18:30 I think at the end of the day, what they’re gonna remember,
0:18:32 you know, maybe you weren’t a great dad
0:18:34 or you were a dork or, I don’t know,
0:18:36 they didn’t think you were cool, whatever it might be.
0:18:39 But they will remember that you were there,
0:18:40 that you were there.
0:18:41 And then I would also say,
0:18:43 I thought my kids would be into the things I was into.
0:18:46 And what I realized is if you want to be a good dad,
0:18:47 first you have to get them into something,
0:18:49 whatever it is they take to, ceramics.
0:18:52 My kids got really into Premier League football.
0:18:54 I am not interested in sports,
0:18:57 but now I go to Premier League football all the time.
0:18:59 And I find games in different cities.
0:19:02 I try and do one trip alone with each of them,
0:19:03 and we go together.
0:19:05 I’m leaning into what they’re interested in,
0:19:06 because you realize if you don’t lean
0:19:07 into what they’re interested in,
0:19:10 you’re just not gonna have that much overlap.
0:19:12 I was asked to speak at my kid’s school
0:19:14 in front of his whole class,
0:19:17 and he said he might not be comfortable with me doing that.
0:19:19 He thinks it would be embarrassing.
0:19:22 That was like a spear through my fucking heart.
0:19:24 A chance to like demonstrate what I do
0:19:27 and I’m good at it in front of my son and his classmates.
0:19:29 That was just so exciting for me.
0:19:31 And he’s decided I’m kind of embarrassing
0:19:32 and he doesn’t want me there.
0:19:35 Literally like a spear through my fucking heart.
0:19:36 But that’s what we do.
0:19:37 We take those spears.
0:19:39 We add surplus value.
0:19:41 We acknowledge we’re not gonna get as much back
0:19:42 as we put in.
0:19:44 And why do we do that?
0:19:46 Because we’re men, and that’s what men do.
0:19:49 That’s all for this episode.
0:19:50 If you’d like to submit a question,
0:19:51 please email a voice recording
0:19:54 to officehours@proptimedia.com.
0:19:57 Again, that’s officehours@proptimedia.com.
0:20:00 (air whooshing)
0:20:06 (upbeat music)
0:20:09 – This episode is produced by Jennifer Sanchez
0:20:10 and Caroline Shagren.
0:20:12 And Drew Burroughs is our technical director.
0:20:13 Thank you for listening to the PropG Pod
0:20:15 from the Vox Media Podcast Network.
0:20:16 We will catch you on Saturday
0:20:19 for “No Mercy, No Malice” as read by George Hawn.
0:20:22 And please follow our PropG Markets Pod
0:20:24 wherever you get your pods for new episodes
0:20:26 every Monday and Thursday.
0:20:27 (upbeat music)
0:20:30 Do you feel like your leads never lead anywhere?
0:20:32 And you’re making content that no one sees
0:20:35 and it takes forever to build a campaign?
0:20:38 Well, that’s why we build HubSpot.
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0:20:54 Get started at HubSpot.com/Marketers.
Scott discusses the human resources industry, specifically how AI will disrupt the hiring process. He then gives career advice to a listener who is struggling to land steady income after being laid off. He wraps with thoughts on what it means to be a dad.
Music: https://www.davidcuttermusic.com / @dcuttermusic
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