Founder, Not CEO: The Product-First Story Behind StaffWise

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Founder and CEO? Well, I'm more of a founder than a CEO, I feel,
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because I'm not so worried about the money side of things.
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I'm more focused on the product, making sure the product fits the client's requirements.
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So, you know, yeah, I put myself in the founder, not so much the CEO.
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I think I personally need a CEO coming soon to kind of do that,
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but I'm taking on the role at the moment, but call me a founder.
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Okay. So interestingly then, Mark, what does it, what would you see a CEO doing
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differently to a founder?
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A CEO would be driving the revenue forward a bit more than what I am probably doing at the moment.
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And I think that's the stage we're at at the moment, to be fair.
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Whereas I've focused solely on the product, making the product work as best
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it can for the clients that we have.
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I don't think that can continue forever, but that's what I've been doing.
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I think that's where we've built a really good customer base and a really loyal
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customer base. And it's through listening to clients.
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It's like understanding their requirements, their needs.
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Every client's different. Like what we do, every client's different. No, can we
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cater for that forever no we can't but for now we have done and that's what's kind
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of pushed us along i think that says a lot about you mate to
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be honest with you because i think for so many founders
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of companies i don't think they ever not see
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themselves taking that strategic leadership
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sales like role kind of thing they you
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know whether that's a pride thing or that they always have to
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see themselves in charge kind of thing but i think actually you know i resonate
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really well with that because I think my value in my business is often on other
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aspects of the business not necessarily like running the day-to-day kind of
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kind of stuff so coming on to staff wise then yeah.
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I think I found somewhere in my research, the nine-in-one platform.
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But before you explain all of those things, what was the one problem you set out to solve?
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The problem wasn't even really the platform. It was the communication that the
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tech companies had with the businesses that was lacking.
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There was the understanding from the tech company for what the client actually
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required. And it was the pushback they used to get.
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So I started this particular business 12 years ago.
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And the way it came about was I shared an office with a staff and agency and
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I was always called into the meetings with their tech company.
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And they would always, the company would always be pushing back,
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like always push back on things that the business needed. So they just weren't listening.
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There was no listening to be had. It's like, well, no, you can do it like this.
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We think you should do it like this. We've got this and do that. And that was it.
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And then, you know, the meeting over. So that's why I got called in and said,
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look, can you really help us out here?
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And that day was actually the light bulb moment for me to say,
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well, I listen. I can do this a whole lot better.
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And that's what we that's what we that's what we got staff wise so that's
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basically a company supplying a
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client at that moment in time exactly trying to drive the way that they
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thought it should be done exactly trying to drive trying to pigeonhole them
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into something they weren't not even that you know platforms can be platforms
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and you can't really change them too much but just wasn't listening at all it's
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just taking on the advice of the business that needed these things in place
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to to efficiently run their staff and the workforce and their schedules and
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then them just pushing back and saying oh no no no no we don't think you need
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like that it literally was, we don't think you need it like that.
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You should be doing it like this. And I was just like, mind blown.
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Like, how can you even say that? There's just no, you know, if you're building
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a business around workforce management, scheduling, and all this kind of stuff,
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you should be listening to the people that are actually, you are actually using
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the platform and that, that would help your platform grow into something that it needs to be.
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So staff wise one point okay amount yeah that was that was terrible.
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1.0 was absolutely awful that was more like 0.6 and
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a half it was yeah what do you what do you look back then
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now and like what what gives you the heebie-jeebies
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then looking back at staff wise 1.0 once again
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i didn't have a full understanding about it either and i think i i
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just kind of assumed too much and i assumed it would take
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a lot quicker it would be a lot quicker to build like that's
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i think that's anyone that does this it took a long
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time a hell of a long time but yeah version one wasn't very good and we pretty
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much scrapped it i hired someone that was actually in the industry to to help
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and that's where we had version two which is what it is now and that's what
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we've built upon to to get where we are now yeah do you know what though mate
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i think that's probably the trajectory and experience and history of most great platforms and products.
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And for me there's this mantra or this saying isn't
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there of build it first you can make it
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perfect it's true yeah true yeah we did
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we did we did do that but once again
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it just comes back to this whole like you know we built what we thought we needed
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to do but it wasn't we actually then started listing we got some
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great clients to begin with which is we were really lucky because i had these relationships already
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really good relationships with experiential staffing
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agencies and so we got to learn from them kind
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of like that we kind of instead of starting with smaller company we started with the
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bigger ones like in the uk and they really helped us
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not just mold the platform but also make it really secure all the things
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you need to do early on this was 12 years ago the things were a little bit different
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then but no it's like that that really helped us to build what we've got now
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just understanding these specific requirements and how we can make that work
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for everyone okay so what does staff wise 2025 do yeah well we've we've implemented a lot.
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Would you say too much? I don't think so. You know, at its core,
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it's workforce scheduling and reporting.
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But what we also do now, and you know, we do all these other things.
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I'm not saying we do it the best, but we do it in an integrated way within the same platform.
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So, you know, we have custom onboarding processes and you can do it with divisions.
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So each division, if you've got a business, which let's say you supply cleaners,
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your security staff, your promotional staff, their onboarding process will all be very unique.
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So we don't just go from the point of view of like making the admin the agency
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have an easy time we want to make sure the staff has an easy time as well not
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putting them through a workflow or process that just has no relevance to them
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so we've got the divisions we then have got so you can customize that fully,
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application tracking compliance check-in interview processes all that kind of
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stuff and then in between we've got the job management we've got expenses performance
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logging you know a massively important part as your company grows you want to
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make sure that people that come into the business are booking the correct staff onto the shift.
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There's no need to like shout around in the office, oh, what's David like,
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is he all right? You can make an informed decision based on the performance of him so far.
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And then we got all the way through the payroll where we integrate with payroll providers.
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What we do with our USP is to make sure we always have an integration,
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whether it's a download in the specific format you require.
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Payroll is a pain point for everyone. I mean, it's awful, especially here.
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It's been it's been really bad what we've seen so
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to take that away from them now you know you're taking you know whether you're running
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five shifts or five thousand shifts it pretty much takes the amount of time
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because you've got this this format which is specific to you and off it goes
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and it's great and that's what people love so as a founder then how do you go
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about making that decision of what features and functionality to build the next
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and also what to integrate with.
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Yeah this is where this is my downfall probably
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it's a good thing but it's probably my down for a lot of
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people around me will tell me that especially people i work with it's not
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being able to say no so i now do say no i try my best to say no but that has
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been my problem it's been not saying no to things and kind of thinking like
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you know what if you know and i think like i said before we we've done it up
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until now we won't keep doing it and we can't we won't we definitely won't but
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it's a case of just making listening to the clients and understanding their pain points and And I,
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you know, generally feeling for them when they say, you know what,
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can you build this feature out? And at the time we thought, well,
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we can do this. Let's do it.
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And we've got it all now. We've got everything in there. So when it comes to
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integrating with other systems, we integrate with CRMs and ERPs out here so
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that you can import schedules from your project management system into ours.
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That's huge time saving, integrating with payroll providers and things like that.
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But that's probably where it stops. You know, we're not reinventing the wheel.
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This is scheduling at its core. But it's done effectively and really efficiently.
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With lots of automation, but
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we still keep the personal touch in there as well, various little tools.
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It sounds fairly complex, to be honest with you.
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It's like so many moving parts with people and things and times and dates and
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logistics and that kind of stuff. Yeah, it is.
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I mean, scheduling is not, yeah, we do deal with large scale scheduling,
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especially in the retail side of things, where it's retail execution,
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you know, there can be up to like 10,000 calls or visits on a given location.
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Job which could be within within even just a few weeks so dealing with that
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sort of scale can be tricky but that's where the automation is coming to play
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and like sending that reminders to staff
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contracts all that kind of stuff that staff have to sign but yeah i will
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say it now like it you know when it comes to staff is kind of
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like herding sheep isn't it let's face you know they you know
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everyone everyone like me and you we've all got our own mind we want to do our
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own thing we want to go out and have fun and then to hell
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with the consequences sometimes isn't it you know next day i don't want to do that meeting
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and that could be the same for staff like i don't want to go to that shift yeah that
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brings me really nicely onto that next question because i when
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i've spoken to agencies and and even this has
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affected me as an event organizer you know does no
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shows or you booked the same person that you had last year but then they've
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chained and they've gone somewhere else like what's moving the needle there
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what have you helped what have you found that helps a bit of everything so specifically
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for this region we introduced job specific contracts so But in addition with
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the contracts you can sign on registration,
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you can now have a contract that's signed at point of confirming your shifts.
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So it's a way of saying to the staff, you know, this is a serious thing you're undertaking here.
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This is, it could just be one shift out the entire year, but this is like serious
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for us. You know, you need to attend that shift.
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So make sure your terms and conditions are laid out on what they should be doing,
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what they shouldn't be doing.
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And, you know, and then, then we have the automations for the reminders every day.
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And that's really as far as you can go. We also have tools to reserves.
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You can have overbooks, all kinds of things like that. So you're pretty much
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covered from every angle. And then we have a little en route reminder as well
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where staff can let you know they're en route.
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Say they're on route, you, you will get a reminder. So it's kind of like there's
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all these little tools and that's, that's as much as you can do really.
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Small check-ins, small checks, little critical junctions throughout like the
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buildup, like five days, it can be up to five days before you've got the confirmations,
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you've got your little check-offs here and there.
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And it's just these little things and the reminders that you'll get to let you
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know if someone hasn't done something.
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So instead of, instead of someone not turning up on a shift, which, you know,
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no one wants that you'll, you, you've got at least an
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hour and a half two hours to think right this person's not
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got back to me where are they and then you can fill
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it in from there and then can staff wise also intervene and
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help and maybe present other options of people that
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might be available yeah i mean you've got you've
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got loads of tools in available you can you know you shortlist in star
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there's a job market so you'll have especially out here as well you'd have
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hundreds of people that would have applied for that job and so
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they'll be sitting in loads of lists and there's little quick tools
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to show everyone that was ever linked to that shift very quickly
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and so you can just blast out a text message or whatsapp you
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know that's the only time i ever condone like a proper full-on mail blast
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yeah yeah to just everyone say we need
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help but yeah it's just you know the way we've made
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it happen is like everything can be done really really quickly talk to me a
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little bit about the automations because i think you know one of the biggest
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things that clearly staff wise is doing is saving people a lot of that administration
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time right that does repetitive tasks and things like that so what are some
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of those automations that are just really saving people those hundreds of hours?
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I think the automate, I think what we got is that the custom on the,
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your registration process, because it's very custom and it's,
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and you know, it's, it's very easy to use.
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You've got the app, you've got that, and it just makes the process really slick
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and really easy. Everything's categorized automatically.
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Your staff are sent to the divisions, which is great.
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And then we've got the, when it comes to job management, loads of settings around
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job management, just to make sure that it's set up correctly,
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had the right automations in place. And then when it comes to scheduling.
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Our interface is done in like a grouped kind of, you can group your schedules
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and it does make it a little bit more effective for creating larger scale schedules,
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but then we also have the imports.
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So, you know, I think a lot of our clients rely heavily on just importing schedules,
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you know, you would probably create the schedule with your client first in Excel.
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So why would you not just let Excel be imported? So yeah, exactly.
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And we have APIs and stuff that can just pop that straight into the system.
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And then once it's in there, and then the job market people
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apply and you start booking you know it goes all the way
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and then it goes all the way through the performance login and the expenses the
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sign-off process and all this for the payroll everybody loves a
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report right everybody loves a lot of those yeah
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so what are some of the what are some of the reporting kind of
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tools and and reports that staff wise can produce
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for stuff various we have the financial reports cost
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flow analysis financials on a particular job all those we have
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certain staff statistics we have de and
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i as well all those kind of things that kind of given nowadays so
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you can report back to your client clients love to see the information this information
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like are you booking the correct kind of staff is it is it is it
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balanced male female all these kind of things and the
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dni so we have all those kind of reports and then
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we have obviously reporting reports so the the feedback from
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the activity on the activation on the day whether it's consumer interactions
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or the or actual just full-on report from
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the day the demographics the footfall you know what was the
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weather like all those kind of things that can affect that location and
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and the kind of interactions you're having so we've got dashboards
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for that kind of stuff as well so yeah i mean it's it's it's
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report after report their lateness reports dropout reports
00:13:26.811 --> 00:13:29.871
everything you need to make an informed decision
00:13:29.871 --> 00:13:33.991
for next time yeah or for going forward making sure your business is more streamlined
00:13:33.991 --> 00:13:38.111
going going forward into the future and a big big area of reporting that seems
00:13:38.111 --> 00:13:42.491
to be for agencies and especially experiential events brands corporates that
00:13:42.491 --> 00:13:45.631
kind of stuff is that sustainability element yeah do you go into that as well
00:13:45.631 --> 00:13:47.691
sustainability yes we do have some little sustainable.
00:13:49.030 --> 00:13:51.630
And is that like race around like travel, tracking? Travel, yes.
00:13:51.910 --> 00:13:55.170
So we had a couple of clients, if they see this, I mentioned their names,
00:13:55.270 --> 00:13:56.370
that demanded this happen.
00:13:56.670 --> 00:14:00.870
And so, yeah, we actually have a, what's it called, a carbon footprint tracker thing.
00:14:01.230 --> 00:14:02.270
Where you can actually like, so
00:14:02.270 --> 00:14:06.270
staff can very easily select the method of transport they took to a shift.
00:14:06.390 --> 00:14:09.790
From here to here, I cycled, from here to here, I walked, took a tram, whatever it might be.
00:14:09.930 --> 00:14:12.170
And they do the same for the return journey and the same for the rest.
00:14:12.350 --> 00:14:16.010
And then that can actually spit out a little report for you that you can put
00:14:16.010 --> 00:14:16.930
into an external website.
00:14:16.930 --> 00:14:20.250
And it gives you like a, this is your footprint. it is useful and
00:14:20.250 --> 00:14:22.970
in this day and age even more so maybe not so much
00:14:22.970 --> 00:14:25.870
here just yet but i think it's i think it's
00:14:25.870 --> 00:14:28.790
getting there like more people i speak to here the more
00:14:28.790 --> 00:14:31.810
they are kind of leaning that way a little bit with the electric cars
00:14:31.810 --> 00:14:34.570
and that kind of stuff so we'll see yeah i think
00:14:34.570 --> 00:14:37.210
here in the middle east certainly because you know
00:14:37.210 --> 00:14:40.390
a lot of the build infrastructure is around green
00:14:40.390 --> 00:14:43.910
healthy yeah sustainable living i mean they're even dedicated
00:14:43.910 --> 00:14:47.950
sustainable cities and things like that in the middle east in dubai and you
00:14:47.950 --> 00:14:51.930
look to like saudi and ksa and stuff like that they're very much investing heavily
00:14:51.930 --> 00:14:56.390
in sustainable infrastructure sustainable transport sustainable ways of living
00:14:56.390 --> 00:15:01.190
and things like that for me and i might get some bad rap for this.
00:15:02.318 --> 00:15:05.158
Like my experience especially in the events industry the us it's
00:15:05.158 --> 00:15:08.138
that's where like nobody's interested i know like from a sustainability
00:15:08.138 --> 00:15:11.138
perspective like they will literally ship things truck things
00:15:11.138 --> 00:15:13.818
from the east coast the west coast to get it on
00:15:13.818 --> 00:15:16.658
an event and tracking what's what's that kind of
00:15:16.658 --> 00:15:19.598
stuff so i think over here i think it's very much
00:15:19.598 --> 00:15:22.278
more progressive and it depends on
00:15:22.278 --> 00:15:25.118
the company as well yeah who you're working for it's purely on
00:15:25.118 --> 00:15:28.038
the company whether they want to make an impact and they need to be shown to
00:15:28.038 --> 00:15:31.218
make an impact because that's what they put in all their marketing or whatever so yeah and
00:15:31.218 --> 00:15:34.138
whether they use it and doing it with it is a tool we have that
00:15:34.138 --> 00:15:37.138
we built and that was based upon a popular request yeah uh
00:15:37.138 --> 00:15:40.198
yeah there's some things i probably shouldn't have built like that probably shouldn't
00:15:40.198 --> 00:15:43.058
be in there there's really no need for it but this
00:15:43.058 --> 00:15:46.158
is the can't say no mentality i've had in the past well
00:15:46.158 --> 00:15:49.078
thinking about so the reason staff wires exist right yeah the
00:15:49.078 --> 00:15:52.078
company saying no so now you say yeah exactly
00:15:52.078 --> 00:15:55.038
which is yeah which is still us in good ground the craziest thing
00:15:55.038 --> 00:15:58.058
i ever saw within a platform which was an event platform
00:15:58.058 --> 00:16:02.598
so this is kind of like the basic you know agenda list
00:16:02.598 --> 00:16:05.478
of attendees and stuff on the back end was a radio
00:16:05.478 --> 00:16:08.258
check-in and check-out system i was like why have
00:16:08.258 --> 00:16:13.038
you built that that just exists like the radio company provides you that like
00:16:13.038 --> 00:16:15.838
i don't understand why there's a radio check-in and check-out system anyway
00:16:15.838 --> 00:16:21.678
i won't name their names you mentioned and touched upon retail wise so not to
00:16:21.678 --> 00:16:26.418
like derail the the conversation and and go into the retail world because that's
00:16:26.418 --> 00:16:27.718
not really what this is about.
00:16:28.370 --> 00:16:31.530
But there does seem to be that crossover between events and retail.
00:16:31.710 --> 00:16:32.870
So how did that come about?
00:16:33.250 --> 00:16:39.670
Well, inadvertently, we were supporting some retail execution-based companies in the UK.
00:16:40.070 --> 00:16:42.030
From an experiential event perspective.
00:16:42.630 --> 00:16:46.410
Experiential and compliance. So it was the execution on the shelves as well
00:16:46.410 --> 00:16:48.970
as the activations to promote the product. It was a bit of both.
00:16:49.390 --> 00:16:52.250
We didn't really realize, and this was about five years ago,
00:16:52.390 --> 00:16:55.370
and since then we've accumulated more and more clients like that.
00:16:55.470 --> 00:16:56.910
And we've pushed that forwards a lot.
00:16:57.050 --> 00:17:00.810
It's an interesting area. like execution, like, you know, competitive analysis,
00:17:01.070 --> 00:17:04.710
planogram assessment, you know, just, it's like storytelling and you go through the store.
00:17:04.850 --> 00:17:08.010
So you're telling the story of the product, where it sits, who you're sitting
00:17:08.010 --> 00:17:11.130
next to, all this kind of stuff. Is it placed correctly? Is it falling over?
00:17:11.230 --> 00:17:12.470
Is it broken? All this kind of stuff.
00:17:12.810 --> 00:17:15.570
And so we decided that staff-wise just didn't work for that.
00:17:15.710 --> 00:17:19.070
The name, you know, we were getting clients, but it was still confusing for them.
00:17:19.270 --> 00:17:21.690
And we thought, you know what, not only that, the domain name was available.
00:17:21.850 --> 00:17:22.550
So that's really happening.
00:17:22.990 --> 00:17:25.870
This is a big thing. But so retail-wise, it just was, it was spawned from there.
00:17:25.950 --> 00:17:26.690
And that was only recently.
00:17:27.010 --> 00:17:29.350
And that's actually made a big difference. You wouldn't believe the name has
00:17:29.350 --> 00:17:32.730
made a big difference because we've packaged up our solutions into this retail
00:17:32.730 --> 00:17:35.850
wise and just, you know, created the content on the website around that.
00:17:36.370 --> 00:17:38.750
So about terminology as well. And that's, that's really helped us,
00:17:38.810 --> 00:17:41.330
you know, expand into the U S as well, which has really been great.
00:17:41.630 --> 00:17:44.130
And so, yes, what we see with that. And it's just, hopefully we've got big things
00:17:44.130 --> 00:17:45.150
for that. Really big things.
00:17:45.510 --> 00:17:49.130
It's interesting you say that because I am also expecting now that you just
00:17:49.130 --> 00:17:52.290
sat on hundreds of domains of anythingwise.com.
00:17:52.910 --> 00:17:56.430
I'm a hoarder of domain names as well i got a funny one the other day i got
00:17:56.430 --> 00:18:00.750
emailed i got so many wires domains i am wise go daddy emailed me would you
00:18:00.750 --> 00:18:05.710
like to buy rod wires i thought we got a few got had a few people say we could
00:18:05.710 --> 00:18:12.530
use it for this this and this but i can't say that now it's questionable maybe one will be the pets.com.
00:18:14.970 --> 00:18:19.430
Makes you a millionaire it's interesting you you've you've gone with that naming
00:18:19.430 --> 00:18:24.690
convention because I see so many startups in the events industry and when I
00:18:24.690 --> 00:18:26.230
say events that covers a lot,
00:18:26.849 --> 00:18:29.589
name event something yeah and my
00:18:29.589 --> 00:18:32.689
first question to the room is okay which event which type do you
00:18:32.689 --> 00:18:35.829
do festivals do you do trade shows do you brand events not
00:18:35.829 --> 00:18:38.649
you i'm just saying i see a lot of startups startup
00:18:38.649 --> 00:18:41.349
in the industry you've obviously gone with staff wise very much
00:18:41.349 --> 00:18:44.289
because it's a staffing product i'm just talking from my own experience and
00:18:44.289 --> 00:18:47.529
i'm like but what part of the industry do you serve because
00:18:47.529 --> 00:18:50.669
trade shows don't see themselves the same way as you
00:18:50.669 --> 00:18:53.669
know agencies and brands they're totally different like
00:18:53.669 --> 00:18:56.369
who do you serve the mistake they make often is go well
00:18:56.369 --> 00:19:00.109
we can do it for anybody i'm like they don't work the same they work
00:19:00.109 --> 00:19:03.509
slightly differently in every yes you've got
00:19:03.509 --> 00:19:07.609
a registration system but really for festivals and gigs and concerts it's tickets
00:19:07.609 --> 00:19:12.549
yeah and you know so who do you serve we don't we don't serve the we don't serve
00:19:12.549 --> 00:19:15.869
the people that buy the tickets we serve the people that actually supply the
00:19:15.869 --> 00:19:19.529
staff the ticketing staff the security staff the people serving you beers that's
00:19:19.529 --> 00:19:23.229
who our platform serves so once again it goes back to this whole division, hosts, hostesses,
00:19:23.469 --> 00:19:26.109
there's a whole plethora of different types of staff,
00:19:26.609 --> 00:19:30.629
you know, security staff, festival staff, events staff, charities, volunteers,
00:19:31.229 --> 00:19:34.649
like I said, retail execution, camps, all that kind of stuff.
00:19:35.469 --> 00:19:38.769
It all just boils back to this one thing. It's like workforce management,
00:19:39.229 --> 00:19:43.049
scheduling, and then reporting. And that lends itself to absolutely everything.
00:19:44.009 --> 00:19:48.169
We've already talked a little bit about integrations, and this is something
00:19:48.169 --> 00:19:50.829
that there seems to be a big...
00:19:51.642 --> 00:19:57.202
Mr. Mona, misdemeanor, Mr. Mona. Let me think about that word. What am I trying to say?
00:19:58.322 --> 00:20:02.862
Integrations in the industry, it's a very broad term and can mean wildly different
00:20:02.862 --> 00:20:04.262
things to different companies.
00:20:04.842 --> 00:20:08.682
What does a true integration mean to you and how deep does it go?
00:20:09.422 --> 00:20:12.902
Integrations, what with third party provide. Yeah. So you mentioned earlier,
00:20:12.902 --> 00:20:14.622
like financing systems.
00:20:15.042 --> 00:20:18.322
I mean, really, we only, I mean, we don't need too many integrations.
00:20:18.542 --> 00:20:21.542
You know, we do integrations based mostly on demand so we
00:20:21.542 --> 00:20:24.302
have integrations or backups to things like dropbox and whatever things like
00:20:24.302 --> 00:20:29.202
that but you know we don't really have our primary integrations for us are on
00:20:29.202 --> 00:20:32.982
payroll integrations making sure that is slick you know we take that more seriously
00:20:32.982 --> 00:20:36.942
than anything about on the whole platform you know first and foremost getting
00:20:36.942 --> 00:20:38.642
these workers paid on time and correctly,
00:20:39.122 --> 00:20:42.402
and that's what we that's what we take seriously so integrations range you know
00:20:42.402 --> 00:20:45.802
a whole ton of payroll providers and we're always doing integrations especially
00:20:45.802 --> 00:20:48.762
in new regions for example For example, Australia,
00:20:48.982 --> 00:20:53.322
we've just integrated with the modern fair work awards scheme.
00:20:53.462 --> 00:20:54.382
I might have said that slightly wrong.
00:20:54.922 --> 00:20:58.902
So Australia's, if you're an employee in Australia, it's great for you.
00:20:58.982 --> 00:21:01.162
If you're an employer in Australia, it's not so great for you.
00:21:02.670 --> 00:21:06.490
20 page documents on how you should be paid based upon the time of the,
00:21:06.490 --> 00:21:07.830
you know, how many hours you're working a day.
00:21:08.090 --> 00:21:10.550
If you work more hours, you're going to get paid this much. If you work in this
00:21:10.550 --> 00:21:13.650
location, if you need a break for this and different type, it's very complicated.
00:21:14.190 --> 00:21:17.790
So we've integrated with that. We saw that as a huge important thing for us.
00:21:17.850 --> 00:21:22.010
So that when someone enters projects, shifts in the system, it automatically
00:21:22.010 --> 00:21:23.470
knows exactly how much should be paid.
00:21:23.830 --> 00:21:26.310
Australia's really hot on that. Like if you get that wrong, you know,
00:21:26.450 --> 00:21:29.110
for the company, I don't know if you saw it, you probably hadn't seen the news,
00:21:29.250 --> 00:21:31.150
but a university got fined millions.
00:21:31.150 --> 00:21:35.670
Forgetting things wrong that's
00:21:35.670 --> 00:21:38.470
the big moment that was yeah so yeah it was and so
00:21:38.470 --> 00:21:41.710
yeah these sort of integration i think we focus mostly on payroll integrations
00:21:41.710 --> 00:21:44.930
you know i don't think we need we've got so much like we could say let's integrate
00:21:44.930 --> 00:21:49.130
with an expense system well we've got it application tracking we've got it onboarding
00:21:49.130 --> 00:21:54.970
we've got it you know so you're taking the integration headache out and that's
00:21:54.970 --> 00:22:00.390
where we set ourselves apart you know we go into companies and we see them, only recently,
00:22:00.870 --> 00:22:04.570
five people working on booking staff, they've each got two or three products
00:22:04.570 --> 00:22:07.250
between them that don't talk to each other.
00:22:07.390 --> 00:22:10.490
So each individual person has got five of them with three products.
00:22:10.650 --> 00:22:16.970
That's almost like five times three, 18, 18, no, 15, 15, 15 different applications
00:22:16.970 --> 00:22:17.690
that aren't talking to each other.
00:22:18.070 --> 00:22:21.510
And it's just like, to me, that's crazy. And some people can't see it either
00:22:21.510 --> 00:22:26.890
because they're paying a lesser amount for these products than what they pay for ours.
00:22:27.050 --> 00:22:30.510
They don't see how they bring it all together. It's all cohesive.
00:22:30.750 --> 00:22:33.690
There's like, there's oversight from a manager. Everyone can see everything.
00:22:34.130 --> 00:22:37.690
But that would just save them so much money. Yeah, there's definitely...
00:22:38.211 --> 00:22:41.151
Subscription bloat isn't there $20 here but
00:22:41.151 --> 00:22:44.091
they think they're paying so little for these products I'd rather there's
00:22:44.091 --> 00:22:46.771
something like this like I'd rather pay a small amount for
00:22:46.771 --> 00:22:49.691
this not actually understanding that they're paying so much more for the admin yeah
00:22:49.691 --> 00:22:52.511
because the admin is invisible kind of you're paying
00:22:52.511 --> 00:22:55.211
a subscription there's the money there's a receipt it's come
00:22:55.211 --> 00:22:57.991
out the bank account whereas with admin it's kind of blends into the
00:22:57.991 --> 00:23:00.951
work they do during the day and that's what they should be paid for but if
00:23:00.951 --> 00:23:03.571
you actually think about it take it all away pay a little bit more for our
00:23:03.571 --> 00:23:07.031
platform because it's a little bit of a higher price point you're saving so much
00:23:07.031 --> 00:23:10.291
time and the people that do adopt our platform that have they see
00:23:10.291 --> 00:23:13.331
that straight away you mentioned that you were kind of mentioning on
00:23:13.331 --> 00:23:16.571
on the last bit there about the way that australia is
00:23:16.571 --> 00:23:20.071
operating so what are the kind of compliance standards
00:23:20.071 --> 00:23:25.331
right to work you know audit trail self-billing what is really non-negotiable
00:23:25.331 --> 00:23:30.091
these days most of it really so like it's once again it's all down to time saving
00:23:30.091 --> 00:23:35.171
you know like you know we do monitor you know ids compliance certifications
00:23:35.171 --> 00:23:37.451
qualifications for health and safety staff, things like that.
00:23:37.571 --> 00:23:41.411
You can add your custom ID certifications in there and IDs, and we do monitor that.
00:23:41.671 --> 00:23:45.351
So, and that helps massively, especially here in this region and also creating
00:23:45.351 --> 00:23:48.271
credentials, credential profile cards.
00:23:48.451 --> 00:23:52.071
So these credentials can be sent instantly to clients. There's no need to manually
00:23:52.071 --> 00:23:55.571
do this work. Once again, manual labor, it was just so much of it.
00:23:56.091 --> 00:23:58.991
So yeah, we do monitor all that. So people upload their IDs,
00:23:59.191 --> 00:24:00.971
the expiration dates and the system will track.
00:24:01.191 --> 00:24:05.091
So even if you go to book someone in the future on a shift, the Emirates ID
00:24:05.091 --> 00:24:07.551
is expired a week before the assistant just goes, wait a minute.
00:24:08.278 --> 00:24:11.038
This person's going to, their ID's not going to be in date. Make sure you fix
00:24:11.038 --> 00:24:13.218
that first. And that's a great time-saving thing.
00:24:13.578 --> 00:24:18.498
Like, no manual. We do pride ourselves on making sure that whoever uses our
00:24:18.498 --> 00:24:20.598
platform doesn't have to go looking for things.
00:24:20.958 --> 00:24:23.878
Like, I see people with notepads. You go, what the hell is that for?
00:24:23.878 --> 00:24:27.018
And they go, well, I'm making notes of what I've got checking the system. It's like, oh, my God.
00:24:27.278 --> 00:24:32.678
And that also presents to me potentially a bit of a privacy security breach kind of thing.
00:24:32.798 --> 00:24:35.258
If you're putting personal details down. You could be easily putting personal
00:24:35.258 --> 00:24:36.478
details down. I've got to check this.
00:24:36.578 --> 00:24:38.378
I've got to do this. I've got to check this person. And it's like,
00:24:38.498 --> 00:24:41.258
well, it goes against, in my eyes, what a platform should do.
00:24:41.718 --> 00:24:44.778
You know, I go back to this thing. You know, platforms can't do everything.
00:24:44.918 --> 00:24:49.118
I'm not saying we do everything perfectly, but we do all these things to a degree
00:24:49.118 --> 00:24:50.818
that's definitely more than good enough.
00:24:51.538 --> 00:24:57.658
Yeah. If you could produce for me a solution that reminds me of when my passport
00:24:57.658 --> 00:25:00.158
is going to expire, because now I've moved to the Middle East,
00:25:00.238 --> 00:25:04.298
that is literally the fear of my life. I'm not going to be able to travel anywhere.
00:25:04.878 --> 00:25:08.038
Back home, it was fine. I'd just go for an emergency passport appointment. but
00:25:08.038 --> 00:25:11.658
here i'm like how does that work big market there for you mate i'll leave you
00:25:11.658 --> 00:25:16.098
it has been it really has been that's changed people's lives like just the time-saving
00:25:16.098 --> 00:25:19.578
benefits of people just wasting so much time you know you can be client servicing
00:25:19.578 --> 00:25:22.978
getting new business yeah why are you sitting there why is anyone sitting there
00:25:22.978 --> 00:25:26.738
sifting through ids what's the expectations,
00:25:27.418 --> 00:25:33.318
or have the expectations of the staff wise customers shifted in the period that
00:25:33.318 --> 00:25:35.798
you've you've been producing the staff's bonus or how?
00:25:35.978 --> 00:25:40.058
There's a high level of expectation from the existing clients because of the
00:25:40.058 --> 00:25:43.018
way we have behaved and the way we are, the way we continue to behave and the
00:25:43.018 --> 00:25:45.078
fact that we do try and accommodate where possible.
00:25:46.088 --> 00:25:48.768
You know we can't keep doing that and we have slowed down a lot a hell of a lot
00:25:48.768 --> 00:25:51.628
we want to focus on bigger and better things internally you know
00:25:51.628 --> 00:25:54.768
optimization making it faster and better and sleeker you
00:25:54.768 --> 00:25:57.488
know all those kind of things that we want to do in the background which we do focus on
00:25:57.488 --> 00:26:00.768
a lot but more so i think yeah it's
00:26:00.768 --> 00:26:03.708
just there's a balance now i think we're tapering
00:26:03.708 --> 00:26:06.608
off to the features because it does work it works well
00:26:06.608 --> 00:26:09.768
yeah i think i think when you get to you you obviously when
00:26:09.768 --> 00:26:12.748
you when you start building there's a big roadmap isn't
00:26:12.748 --> 00:26:15.428
there there is all of this stuff that you can produce and then
00:26:15.428 --> 00:26:18.788
you start to get into the nuanced kind of very specific
00:26:18.788 --> 00:26:21.868
niche requests because a certain client wants
00:26:21.868 --> 00:26:24.748
a certain thing to work in a certain way just for
00:26:24.748 --> 00:26:29.628
them and it's like well maybe if you pay for that we'll build it for you but
00:26:29.628 --> 00:26:33.648
is that a feature that can be used that gets complicated as well like you know
00:26:33.648 --> 00:26:36.608
you think about all these things as anyone watching this will understand with
00:26:36.608 --> 00:26:40.588
a size platform those requests come thick and fast yeah and you You have to
00:26:40.588 --> 00:26:41.888
build it in a way that works for everyone.
00:26:42.148 --> 00:26:44.388
Like you can't, you know, it's a subscription based platform.
00:26:44.548 --> 00:26:47.748
We can't have features on for one person, not another. It's a SaaS platform at the end of the day.
00:26:48.268 --> 00:26:51.548
That has to work for everyone. So if it doesn't, then we're not putting it in.
00:26:51.988 --> 00:26:55.008
Like it's just not worth, it's not worth the hassle and the money that they
00:26:55.008 --> 00:26:58.308
would initially invest in doing that, the management going forwards,
00:26:58.688 --> 00:27:00.088
it's just, it's just not worth it.
00:27:00.288 --> 00:27:03.488
Yeah. Cause then you've got to maintain a separate, a separate thing,
00:27:03.688 --> 00:27:05.408
a separate feature, which is not what we're doing.
00:27:05.528 --> 00:27:08.648
And we did, we have done in the past years and years ago, but no way would we
00:27:08.648 --> 00:27:09.588
ever do that. blank check?
00:27:10.048 --> 00:27:14.828
Yeah, well, to be fair, I might say we've just started, we've had a lot of people
00:27:14.828 --> 00:27:16.988
requesting custom, very customized platforms.
00:27:17.188 --> 00:27:22.248
There's potential for us to now actually build strictly workforce management
00:27:22.248 --> 00:27:25.908
platforms, custom for disaster recovery, things like this.
00:27:26.508 --> 00:27:31.068
We do have disaster recovery companies in Florida and in UK.
00:27:31.348 --> 00:27:35.308
So we want to focus on that a little bit. But if there's a big need for it and
00:27:35.308 --> 00:27:37.948
the money's there, then why wouldn't we want to do that? Especially being here.
00:27:39.066 --> 00:27:41.266
I guess that's a challenge as a founder though, isn't it? It's like,
00:27:41.786 --> 00:27:46.486
you know, the opportunities to grow the business from existing customers or
00:27:46.486 --> 00:27:49.966
from different regions or going into different verticals like retail,
00:27:50.206 --> 00:27:53.406
but then to becoming a custom software house, essentially.
00:27:54.086 --> 00:27:58.726
Like, how do you manage that yourself as a founder? I wouldn't want to manage it myself.
00:27:58.886 --> 00:28:01.946
You know, I've been through it all now, like the blood, sweat,
00:28:02.026 --> 00:28:04.006
and many actual real tears,
00:28:04.386 --> 00:28:07.446
you know, and that happens a lot actually and i wouldn't
00:28:07.446 --> 00:28:10.346
want to i'd make sure that the right people in place to do that i wouldn't necessarily want
00:28:10.346 --> 00:28:13.526
to get involved in it like that anymore i want to focus on the bigger picture kind
00:28:13.526 --> 00:28:16.166
of trade shows like yours and going around doing that kind of
00:28:16.166 --> 00:28:18.926
stuff and just speaking to people networking the whole idea of
00:28:18.926 --> 00:28:21.826
ever having to be involved on a project again like that it's quite
00:28:21.826 --> 00:28:26.966
scary and like if i if i go back to the beginning that that's scary stuff you
00:28:26.966 --> 00:28:30.066
know it is you know i'm sure other people say the same thing if you could go
00:28:30.066 --> 00:28:35.486
back and start again would you uh it's hard times but yeah to have people now
00:28:35.486 --> 00:28:39.766
that i can call upon and actually do it for me that'd be great i want to talk to you about like,
00:28:40.651 --> 00:28:46.991
why staff wise wins the hearts of its customers and i think you know interestingly
00:28:46.991 --> 00:28:51.911
you shared some feedback that you got and i think that the term was you made the dreams come true,
00:28:52.531 --> 00:28:56.431
you're obviously a very impressive human being it has a bit it sounds better
00:28:56.431 --> 00:28:59.411
than it it is good i'm nice but it's like i'm beating myself up but that's kind
00:28:59.411 --> 00:29:00.451
of the comment i saw the i saw the.
00:29:02.151 --> 00:29:05.071
He's not just saying this everybody he's not just saying like he makes people
00:29:05.071 --> 00:29:08.451
dreams because this person actually sent this this on an email tim but like
00:29:08.451 --> 00:29:11.171
what is it why are you making dreams come true why are
00:29:11.171 --> 00:29:14.191
people choosing staff wise or to stay with staff wise
00:29:14.191 --> 00:29:16.971
when let's be honest there are other solutions whether that be all
00:29:16.971 --> 00:29:20.671
in one point solutions whatever it might be why are they why are they going
00:29:20.671 --> 00:29:24.351
with you guys it's the responsive nature of us it's like it's being there for
00:29:24.351 --> 00:29:28.411
them understanding listening to them not ignoring them like people hate being
00:29:28.411 --> 00:29:32.071
ignored yeah like if you ignore someone that's when things go that's when things
00:29:32.071 --> 00:29:36.471
go awry even if you can't fix that problem or address the issue or create a new solution for it.
00:29:36.991 --> 00:29:39.451
Like being ignored or being put on the back burner is horrible.
00:29:39.671 --> 00:29:44.031
Like we use a few software packages and by far the best support we get is from
00:29:44.031 --> 00:29:48.931
a company called Hexnode, which is like it deploys apps and we can control apps via it.
00:29:49.191 --> 00:29:52.391
And it's incredible. Their support is, it's incredible. It's the best support
00:29:52.391 --> 00:29:55.111
I've ever seen. So we just want to do that. And I think that's what it's all
00:29:55.111 --> 00:29:56.391
about. Just being good people.
00:29:56.791 --> 00:30:00.071
You know, we're all people at the end of the day. And the platform, yes, it works.
00:30:00.171 --> 00:30:02.491
And we'll make sure what we can do to make it work for them.
00:30:02.491 --> 00:30:05.031
If there's a little thing we can do to tweak, We will do that,
00:30:05.371 --> 00:30:07.291
but it's just keeping them informed and.
00:30:08.423 --> 00:30:11.363
Being there for them and listening to what they've got to say i think it's so
00:30:11.363 --> 00:30:14.803
true you know i talk a lot about in this industry especially in
00:30:14.803 --> 00:30:17.643
the events industry how it's not really
00:30:17.643 --> 00:30:20.623
software as a service it's software and a service yeah
00:30:20.623 --> 00:30:23.763
it is yeah and actually i looked into this and did some research
00:30:23.763 --> 00:30:26.903
and generally the most successful companies both
00:30:26.903 --> 00:30:30.483
in kind of customer onboarding and retention is response
00:30:30.483 --> 00:30:33.623
time yeah it's that time it takes for somebody
00:30:33.623 --> 00:30:36.303
to respond to an email or phone call and stuff like that
00:30:36.303 --> 00:30:39.403
and if you look into like finance and banking and stuff like that like when
00:30:39.403 --> 00:30:42.323
you go when you elevate up when i'm
00:30:42.323 --> 00:30:45.143
not at coots level yet but i would imagine if you ring somebody at
00:30:45.143 --> 00:30:48.403
coots yeah they're picking the phone up like immediately you're
00:30:48.403 --> 00:30:52.283
not listening to hold music because you're into halifax kind of thing you're
00:30:52.283 --> 00:30:55.743
in a queue of like 75 people i think that's the same with software right we
00:30:55.743 --> 00:31:00.403
think everything can be done automated or maybe even through ai tools but i
00:31:00.403 --> 00:31:03.923
think in the future people will still value that like somebody picking the phone
00:31:03.923 --> 00:31:07.103
up or getting back to one email really quickly. You have to also remember what we do.
00:31:07.283 --> 00:31:10.203
It's not like your accounting package, which you can dip it in and out of,
00:31:10.323 --> 00:31:12.343
and if something doesn't work, you can do it the next day.
00:31:12.663 --> 00:31:16.063
This is scheduling staff to get to a job on time.
00:31:16.423 --> 00:31:19.363
And when something happens or someone needs to, you know, you have to be responsive.
00:31:19.943 --> 00:31:21.923
It could be the difference of someone being there and not being there.
00:31:22.003 --> 00:31:25.243
And I don't hold, I don't take responsibility for that as such.
00:31:25.243 --> 00:31:28.823
If they need a feature to help them with something, we'll listen to what they
00:31:28.823 --> 00:31:30.983
got to say. So for the next time around, it does work a little bit better.
00:31:31.243 --> 00:31:34.223
And that's all it's about, I think, like I said, I think I put the product second
00:31:34.223 --> 00:31:36.263
and put us as a team first.
00:31:37.248 --> 00:31:39.968
I think that's a really good vision, man, a really good mantra.
00:31:40.348 --> 00:31:43.628
Talking about vision and roadmap, looking ahead, what's the priority?
00:31:43.768 --> 00:31:48.308
All these AI features and functions coming out or like, is it something entirely different?
00:31:48.548 --> 00:31:53.148
I don't think AI at the moment, as we saw from my little post in the group and
00:31:53.148 --> 00:31:56.068
then I just legged it, which I thought would be quite funny.
00:31:56.368 --> 00:32:01.128
You know, I was right to not implement AI too hastily because as you saw in
00:32:01.128 --> 00:32:04.428
that video, that documentary, Cold Fusion, if anyone watches it,
00:32:04.528 --> 00:32:05.668
it's incredible on YouTube.
00:32:05.668 --> 00:32:10.528
And we just created a video about the problems AI are having at the moment and
00:32:10.528 --> 00:32:14.648
the regret people are having from replacing staff with AI because you've got
00:32:14.648 --> 00:32:17.048
so much, like it is nonsense in there.
00:32:17.228 --> 00:32:21.228
Like 10% of AI is made up, you know, you've got a lot of slop out there and
00:32:21.228 --> 00:32:22.008
it's getting things wrong.
00:32:22.228 --> 00:32:28.148
So scheduling platforms that claim to generate schedules from AI with a few
00:32:28.148 --> 00:32:29.888
prompts are getting things dramatically wrong.
00:32:30.048 --> 00:32:33.888
So not only, you know, you're trying to replace AI, All you're having to do
00:32:33.888 --> 00:32:39.588
is go through and check it manually one by one anyway, which to me is harder.
00:32:39.848 --> 00:32:44.648
It's more effort and it's harder to check something than to start it from scratch or to have a tool.
00:32:45.648 --> 00:32:49.868
Algorithms still do the job just as well. If I'm using AI, I'm using it to write
00:32:49.868 --> 00:32:53.528
emails. I'm using it to summarize things. I'm using it to do things like that. And we have that.
00:32:53.728 --> 00:32:57.508
You can write briefs using AI, just using ChatGT.
00:32:57.768 --> 00:33:00.148
But are we going to take it that step further? Not just yet.
00:33:00.568 --> 00:33:05.268
I'm glad I didn't. So if any clients are watching, demanded AI about a year
00:33:05.268 --> 00:33:07.208
ago, I made the right decision.
00:33:07.388 --> 00:33:08.788
It just doesn't work at the moment.
00:33:08.948 --> 00:33:11.808
And fingers crossed it will get better and then we'll look into it.
00:33:13.132 --> 00:33:17.712
I think you're right, mate. And listen, I'm a big AI advocate.
00:33:17.872 --> 00:33:23.352
It's had a huge impact on the way that I work and the amount of time that it's saving me.
00:33:23.832 --> 00:33:27.572
But even in certain areas of our business, we've had to pull back on it because
00:33:27.572 --> 00:33:31.952
there's quickly become an over-reliance on it in the way that some of our team
00:33:31.952 --> 00:33:34.332
are communicating with customers or prospects and stuff like that.
00:33:34.912 --> 00:33:40.512
It's losing that human touch. And I know I mentioned this to you earlier over lunch,
00:33:40.512 --> 00:33:43.752
i i was really shocked to hear that ibm
00:33:43.752 --> 00:33:46.972
had replaced 8 000 hr professionals with
00:33:46.972 --> 00:33:52.652
a chatbot with a with an ai solution should i say and that to me really was
00:33:52.652 --> 00:33:57.392
alarming because not only are replacing 8 000 themselves or have done they're
00:33:57.392 --> 00:34:01.092
now selling this product to other companies with a vision of also replacing
00:34:01.092 --> 00:34:06.112
this and when it comes to hr i mean hr's already seen as very like,
00:34:06.592 --> 00:34:09.932
not very humanized but where's the compassion where's
00:34:09.932 --> 00:34:14.512
the the human connection where's that going to come into play when yes okay
00:34:14.512 --> 00:34:17.452
somebody might not have performed very well but is it black and white you know
00:34:17.452 --> 00:34:21.492
what else is happening in their life that has caused them to have this issue
00:34:21.492 --> 00:34:26.732
or underperform or need support or whatever like this for me this is just going to be very like.
00:34:27.760 --> 00:34:31.720
I don't know, like, dictatorial of like, right, HR says no.
00:34:32.260 --> 00:34:34.600
Exactly. And it's not, is it? Because we're humans. You know,
00:34:34.700 --> 00:34:36.980
empathy should be involved. You know, the actual speaking to someone,
00:34:37.140 --> 00:34:38.640
understanding the exact requirements of that person.
00:34:38.920 --> 00:34:41.720
Like, there's no AI that can do that yet. Like, it gets things wrong.
00:34:41.980 --> 00:34:43.220
Like, it hallucinates, doesn't it?
00:34:43.380 --> 00:34:46.220
It gets things wrong, which it probably does a lot. Imagine all these recruitment
00:34:46.220 --> 00:34:49.300
companies using it for AI, using it for CV selection.
00:34:49.680 --> 00:34:53.460
You know, we just present the same CV twice. We was going to do this whole thing.
00:34:53.540 --> 00:34:56.540
We are working on it still. but you present the same cv twice
00:34:56.540 --> 00:34:59.220
and it's a totally different outcome one's got a positive sentiment the other one's
00:34:59.220 --> 00:35:02.560
got a negative sentiment so how's that fair to the individual being
00:35:02.560 --> 00:35:05.680
placed on a particular job it's really not that negative sentiment
00:35:05.680 --> 00:35:08.960
will just get discarded straight away whereas that way in actual fact it was
00:35:08.960 --> 00:35:13.240
a positive sentiment the cv was amazing so the you know there's a you need to
00:35:13.240 --> 00:35:16.680
that that human element can't be taken away until ai can actually understand
00:35:16.680 --> 00:35:19.560
right from wrong kind of thing i don't if you know i don't know i don't know
00:35:19.560 --> 00:35:22.720
the ins and outs of ai at the moment you know i know what it can do but i can't
00:35:22.720 --> 00:35:23.640
see how it can be actually,
00:35:24.500 --> 00:35:28.960
like that sentient word to actually fully understand empathy and know the consequences
00:35:28.960 --> 00:35:34.820
of getting something wrong like i think it also like how can it choose in an employment role,
00:35:35.440 --> 00:35:38.740
from you as a founder what type of person you're going to get on with on a day
00:35:38.740 --> 00:35:43.000
to day no i wouldn't even like what the hell is this.
00:35:44.960 --> 00:35:49.780
Yeah same i think for all founders that'd be the same i think because we don't founders don't,
00:35:50.400 --> 00:35:54.260
we're not founders based upon education that's for sure no I'm more of a founder
00:35:54.260 --> 00:35:58.020
based upon who I am as a person how can someone see that in a CV they can just
00:35:58.020 --> 00:36:00.580
read my hobbies yeah I like to go on cycling,
00:36:01.380 --> 00:36:05.080
and I can put my yeah I've done this and done that but it can't really analyse
00:36:05.080 --> 00:36:08.100
that it'll look at your job history is he qualified yes no.
00:36:09.315 --> 00:36:12.415
Hasn't been that yeah it would be our work yeah yeah yeah
00:36:12.415 --> 00:36:15.315
it's i just can't see it being a great
00:36:15.315 --> 00:36:18.075
way to recruit to be honest with you because while somebody might have a
00:36:18.075 --> 00:36:20.935
a technically good cv and i'm going to break the third wall
00:36:20.935 --> 00:36:24.015
here roy our editor also mentioned that
00:36:24.015 --> 00:36:27.035
he's aware that you know you can kind of game these systems as well
00:36:27.035 --> 00:36:30.095
in like producing a cv that will rate highly with
00:36:30.095 --> 00:36:33.175
a yeah with a with a ai reviewer cheating
00:36:33.175 --> 00:36:36.075
a system isn't it i mean there's lots of people that got into good jobs
00:36:36.075 --> 00:36:39.075
by cheating let's be honest about it but like i i
00:36:39.075 --> 00:36:43.715
was the same as you i came out of you know school i you know made some bad choices
00:36:43.715 --> 00:36:48.755
in that last year or two of of education came out with not really anything to
00:36:48.755 --> 00:36:53.395
write home on today i would not get a job i totally got all of the first lots
00:36:53.395 --> 00:36:58.175
of jobs of my sparking personality um it's understandable,
00:36:58.735 --> 00:37:03.835
i would hire you but it does it does anybody working in you know recruitment workforce,
00:37:04.815 --> 00:37:08.215
people events that kind of stuff yeah it's it's
00:37:08.215 --> 00:37:11.235
a worrying thing to think that we might choose to
00:37:11.235 --> 00:37:14.555
only work on that basis when
00:37:14.555 --> 00:37:18.775
i think ai could get it so wrong and there's no nuance to it no there's no nuance
00:37:18.775 --> 00:37:22.395
and this this there's just too many errors at the moment i feel and if we if
00:37:22.395 --> 00:37:25.255
you uh as you saw you watched the video and um everyone else in the group did
00:37:25.255 --> 00:37:29.935
that was fun yeah it's just it's just it's just not it's not there yet is it
00:37:29.935 --> 00:37:33.395
and it might like it might be in.
00:37:34.915 --> 00:37:37.675
It's still a language model, isn't it? And it still needs to learn.
00:37:38.215 --> 00:37:39.915
And it learns from very biased data.
00:37:40.778 --> 00:37:43.478
Constantly so how's that even gonna work i'm just gonna talk a little
00:37:43.478 --> 00:37:46.478
bit about that and for everybody that's watching or listening that's kind
00:37:46.478 --> 00:37:51.118
of unaware or not quite sure what mark's talking about here i run a community
00:37:51.118 --> 00:37:54.418
of event tech founders like mark and others from all over the globe it's about
00:37:54.418 --> 00:38:00.358
180 founders of various different types in there and i set this community up
00:38:00.358 --> 00:38:05.378
to be conversational and sparked a bit and i think that's what you did right mate you purpose you
00:38:05.658 --> 00:38:09.298
you put something in there knowing that it would get
00:38:09.298 --> 00:38:13.258
people to engage and i think that's actually what moves industries
00:38:13.258 --> 00:38:15.958
and companies and individuals forward isn't it it's
00:38:15.958 --> 00:38:19.278
not by thinking about something in silo and in a bubble it's
00:38:19.278 --> 00:38:21.978
about having open dialogue and conversation in a bit because there are so
00:38:21.978 --> 00:38:24.638
many different approaches and opinions and points of view and
00:38:24.638 --> 00:38:27.798
stuff so i commend you for yeah
00:38:27.798 --> 00:38:31.178
for throwing that bomb in there and then well the only
00:38:31.178 --> 00:38:34.058
reason the reason i did that is because i saw a video the week before from or
00:38:34.058 --> 00:38:37.018
the couple weeks before from the same documentary maker on on youtube
00:38:37.018 --> 00:38:40.218
and it was all about people losing their jobs from
00:38:40.218 --> 00:38:44.158
ai and i thought that was really sad and then just to realize that they've made
00:38:44.158 --> 00:38:47.238
this huge mistake i think it's even worse it's like you know you've got with
00:38:47.238 --> 00:38:49.998
all these people just not understanding the full capabilities or what the ai
00:38:49.998 --> 00:38:53.738
actually does i think people are jumping into it way too quickly to like and
00:38:53.738 --> 00:38:57.378
when especially when you are dealing with humans and people and emotions.
00:38:58.118 --> 00:39:02.058
It could be devastating i'm going to touch i'm going to throw a bomb at you
00:39:02.058 --> 00:39:07.498
here because you're the world of people and jobs and work and that kind of stuff
00:39:07.498 --> 00:39:11.338
and you might not have an opinion on this but what's your opinion of the recent
00:39:11.338 --> 00:39:14.658
announcement of the uk issuing this id card,
00:39:15.218 --> 00:39:20.138
i think it's pretty good yeah i generally think it's pretty good i love the way it works here,
00:39:20.964 --> 00:39:24.004
Your UAE pass, your Emirates ID does everything for you. So you've got the app
00:39:24.004 --> 00:39:25.184
and then everything links in.
00:39:25.424 --> 00:39:29.004
Yeah. And I think it's a good way not to control people, but to understand what's going on. Yeah.
00:39:29.304 --> 00:39:33.124
Like I don't, you know, I see it as not a way of control, but a way just to
00:39:33.124 --> 00:39:36.004
see it, like to not even track people. How can I put this?
00:39:36.904 --> 00:39:40.204
To almost monitor the situation a little bit. You make sure the right people,
00:39:40.384 --> 00:39:44.284
when people have got an ID, you can see what they're doing, where they are.
00:39:44.524 --> 00:39:46.704
I don't think in the, the UK is a good example.
00:39:47.304 --> 00:39:50.264
There's no, no one knows who's there. Let's face it. There's probably a lot
00:39:50.264 --> 00:39:51.744
of people that shouldn't be there that are there.
00:39:52.044 --> 00:39:54.804
Same with America. So introducing something like that can have a little bit
00:39:54.804 --> 00:39:56.984
more. I don't want to call it control because that just sounds wrong.
00:39:57.924 --> 00:40:00.664
Organized. Organization. To make it more organized. Yeah.
00:40:00.924 --> 00:40:05.484
Organize it all. Because we, like, UK is not organized. No. From the point of
00:40:05.484 --> 00:40:06.944
view of absolutely everything. Yeah.
00:40:07.324 --> 00:40:10.604
HMRC, everything. It's just so unorganized. Yeah. And I think that that could
00:40:10.604 --> 00:40:12.324
help, like it does here. I love it here like that.
00:40:12.484 --> 00:40:17.584
I've had a very positive experience of it here. It's very quick and efficient
00:40:17.584 --> 00:40:19.264
to get it. It's very structured to get it.
00:40:19.764 --> 00:40:26.124
It does clearly unlock aspects of finance and other things that you need security around.
00:40:26.324 --> 00:40:29.884
And those institutions need to know who you are and what you're doing,
00:40:30.104 --> 00:40:32.864
especially around things like money laundering and all that kind of stuff.
00:40:33.044 --> 00:40:37.364
And it's actually the UAE pass is really efficient in to log into all of those governmental systems.
00:40:37.444 --> 00:40:40.364
I haven't got to remember what's my HMRC password and what's this password over
00:40:40.364 --> 00:40:41.204
here and all this kind of stuff.
00:40:41.384 --> 00:40:44.924
Me personally, I understand why there's pushback.
00:40:44.924 --> 00:40:48.504
It's something new and it's never been done this way before. and
00:40:48.504 --> 00:40:51.884
i think that's more a reflection of how the the government have introduced it
00:40:51.884 --> 00:40:55.324
i mean the fact that they set the benefit of it being free i
00:40:55.324 --> 00:40:58.064
was like that's that's that's not that's not right
00:40:58.064 --> 00:41:01.404
but like i just think the people that are probably saying it and disagree with
00:41:01.404 --> 00:41:04.444
it are probably the people that are causing havoc and doing things they shouldn't
00:41:04.444 --> 00:41:09.144
be doing and now that level of organization will affect them potentially when
00:41:09.144 --> 00:41:11.924
actual fact it could just bring around a lot a lot more things that are probably
00:41:11.924 --> 00:41:15.544
a lot better people being paid the right amount for their Social Security or whatever it is,
00:41:15.624 --> 00:41:18.004
or all that kind of stuff, it could just help that.
00:41:18.768 --> 00:41:24.488
I think for me, if I was to be in that position, I'd probably have just introduced
00:41:24.488 --> 00:41:26.848
it as an evolution of the national insurance number.
00:41:27.008 --> 00:41:29.928
Yeah, there you go. An evolution of that card. We're going to replace an iCard
00:41:29.928 --> 00:41:33.268
with this ID card. And these are the benefits. It's the same thing,
00:41:33.408 --> 00:41:34.568
probably. A bit basically.
00:41:34.948 --> 00:41:41.608
Yeah, it's just digitized and that kind of stuff. But we'll see how that kind of rolls out.
00:41:41.988 --> 00:41:45.508
And finally, my last kind of question to you.
00:41:45.508 --> 00:41:48.268
You were recently included in the
00:41:48.268 --> 00:41:51.308
fmbe best connected
00:41:51.308 --> 00:41:54.348
hall of fame what does that recognition mean
00:41:54.348 --> 00:41:58.708
to you personally yeah no it's
00:41:58.708 --> 00:42:02.068
good i think it goes back to just it goes back to just being like a
00:42:02.068 --> 00:42:04.748
non not a faceless business being someone they
00:42:04.748 --> 00:42:07.588
can call upon they can talk to you know we always say we're
00:42:07.588 --> 00:42:10.428
in partnership with our clients we're not they're not our clients we're
00:42:10.428 --> 00:42:13.328
partnered together we want to see you succeed the more you succeed
00:42:13.328 --> 00:42:16.208
the more we succeed so that's i think that's where it's come from it's
00:42:16.208 --> 00:42:19.088
just building these great relationships with these with these clients and i'll
00:42:19.088 --> 00:42:22.768
continue to do so with with all my clients i want to have that one i try to
00:42:22.768 --> 00:42:25.588
have a one-on-one with everyone if i can and then going forward and then you
00:42:25.588 --> 00:42:29.128
know i would never hide away from someone calling me directly or emailing me
00:42:29.128 --> 00:42:32.008
directly for something if i feel it's not if i feel it's just support then i
00:42:32.008 --> 00:42:33.548
will forward it on but someone wants to have a chat
00:42:33.928 --> 00:42:35.108
then then so be it they've got
00:42:35.108 --> 00:42:38.668
ideas to share then so be it and i think that's what it's born from just,
00:42:39.635 --> 00:42:42.975
being a good person yeah yeah i'm kind of slightly envious mate i've never won
00:42:42.975 --> 00:42:46.495
an award yet i've handed lots out not one not one one you'll be you'll be there
00:42:46.495 --> 00:42:47.555
but it's nice to be recognized.
00:42:48.675 --> 00:42:51.735
It's very it's very it's something i take great
00:42:51.735 --> 00:42:54.615
joy in every single year at the event technology awards
00:42:54.615 --> 00:42:58.295
that we host at event tech live is is recognizing
00:42:58.295 --> 00:43:01.235
that and actually event tech live was the first thing that we launched it
00:43:01.235 --> 00:43:04.015
sorry event technology was with the first thing that we launched event tech live
00:43:04.015 --> 00:43:07.035
was an afterthought to that we launched that because
00:43:07.035 --> 00:43:10.635
we really couldn't see within our space a
00:43:10.635 --> 00:43:13.375
way for companies within their specific fields to be
00:43:13.375 --> 00:43:16.755
recognized there was if there was anything related to technology within
00:43:16.755 --> 00:43:20.015
an event awards um also program that award
00:43:20.015 --> 00:43:23.075
isn't just for me though because like it's not just me that does this i have
00:43:23.075 --> 00:43:26.315
a team that are incredible like they're so good they're amazing all of them
00:43:26.315 --> 00:43:29.195
we have our little arguments and stuff like that but they're all so incredible
00:43:29.195 --> 00:43:33.135
yeah so it's not really just mine you know i couldn't do it by myself the people
00:43:33.135 --> 00:43:36.315
around me and the people that are continuing to grow around me and the new people
00:43:36.315 --> 00:43:37.895
that join, they're, they're incredible.
00:43:38.055 --> 00:43:39.955
They've been a part of that. They've been a part of that. And I think we worked
00:43:39.955 --> 00:43:42.555
so well as a team and they've all been a part of that. So really the award is
00:43:42.555 --> 00:43:44.335
for all of us, but it's really mine. No, not really.
00:43:44.735 --> 00:43:47.215
It's on his shelf. It's on my shelf. Nobody's allowed to touch it.
00:43:47.975 --> 00:43:49.675
You're not allowed to even look at it to be fair, but you know,
00:43:49.835 --> 00:43:51.855
but it's- They've got their name on the employee of the month.
00:43:51.915 --> 00:43:54.835
Exactly. I actually engraved it on there tiny.
00:43:55.615 --> 00:43:59.175
Mark, for anybody that wants to connect with you and learn more about your story
00:43:59.175 --> 00:44:03.575
or about StaffWise, StaffWise.com? StaffWise.io.
00:44:03.895 --> 00:44:07.635
StaffWise.io. I-O. Yeah. You know, couldn't get the domain name, unfortunately.
00:44:07.895 --> 00:44:11.275
And I-O is that whole, well, it's Indian Ocean, but I-O is input-output.
00:44:11.535 --> 00:44:16.215
So it's for, it's a fall over domain, like CO and all these other ones.
00:44:16.535 --> 00:44:19.855
So it's StaffWise.io and RetailWise.io for the retail execution.
00:44:20.095 --> 00:44:22.435
So we put them on, it's the same website, but kind of a landing page.
00:44:22.635 --> 00:44:26.195
And you on LinkedIn, Mark Waddington? Mark Waddington on LinkedIn,
00:44:26.335 --> 00:44:28.375
LinkedIn. LinkedIn. Well, thank you very much.
00:44:28.835 --> 00:44:31.375
It's been amazing to have you on the podcast.
00:44:32.055 --> 00:44:38.575
You know, since we met only just recently, I can really see the passion and
00:44:38.575 --> 00:44:43.535
investment into both your company and the industry and the future of what this
00:44:43.535 --> 00:44:45.075
is. I think that's why we connect as well. I think you're very similar.
00:44:45.315 --> 00:44:47.495
Yeah. I think you do the same thing. Thanks, mate. And we're about to have a
00:44:47.495 --> 00:44:48.435
beer, aren't we? Yeah, we are, yeah.
00:44:48.955 --> 00:44:52.695
Thank you very much for coming on. Thank you, Sean. And we'll probably do this quite soon again.