The Creepster Diaries

Ever wonder what secrets lurk in your coworkers' desk drawers? Our jaw-dropping opener explores a workplace nightmare when maintenance unlocks a former employee's desk to find multiple journals explicitly rating female colleagues' appearances. This disturbing discovery raises complex questions about hostile work environments, liability after employment ends, and the hidden behaviors that can poison workplace culture.

The conversation shifts to the fascinating dual lives employees lead outside the office. We share a story about concert-going medical professionals in full goth makeup expertly handling an emergency, reminding us that our colleagues contain multitudes beyond their workplace personas. This juxtaposition of professional capability and personal expression highlights the rich diversity hidden beneath corporate exteriors.

We dive deep into the ongoing return-to-office debate, examining a troubling new trend: companies offering buyouts to employees who refuse to return to physical workspaces. Is this short-sighted during a hiring crisis? We explore generational differences in work preferences, with Gen Z surprisingly pushing for more in-office time while millennials champion remote flexibility. The discussion reveals how career stage, rather than generation, might better explain these preferences - early-career employees crave mentorship while mid-career professionals prioritize work-life balance.

The episode closes with thoughtful analysis of how hybrid policies often create unintentional favoritism, with high performers receiving more flexibility than others. When employees notice these double standards, trust erodes. Our candid, sometimes irreverent exploration of these workplace dynamics offers both entertainment and valuable insights for navigating today's complex professional landscape.

What workplace mysteries have you uncovered? Share your stories and join our growing community of HR professionals who find humor and solidarity in the daily absurdities of organizational life.

Chapters

• 0:00 Welcome to Jaded HR
• 2:25 The Perv Diary From Hell
• 10:00 EMTs in Black Makeup
• 13:07 Anniversary Plans and Concert Fails
• 15:31 North Carolina Line Etiquette
• 20:31 Return to Office Buyouts
• 24:19 Generation Work Preferences
• 29:41 Self-Referencing on ChatGPT

Transcript

Speaker 1: 0:02

Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content. These HR experts' views are not representative of their past, present or future employers. If you have ever heard my manager is unfair to me. I need you to reset my HR portal password, or Can I write up my employee for crying too much? Welcome to our little safe zone. Welcome to Jaded HR.

Speaker 2: 0:53

Welcome to Jaded HR, the podcast by two HR professionals who want to help you get through the workday by saying everything you're thinking, but say it out loud I'm Warren, I'm Cece.

Speaker 2: 1:00

Right Back again. We had a great episode with Bill last time, so thanks again, bill, for joining us, and thank you to our other Patreon supporters Hallie, the original Jaded HR, rockstar and Mike. So thank you both very much. Yeah, a review by one of their listeners. And so what did I do? I go online and we didn't have any new reviews. I want to read a review, so put out a review on Apple so I can find it and read your review online. Also, we have a new review in Great Britain. I noticed, but they didn't leave any.

Speaker 2: 1:36

They gave us five stars but they didn't give any comments Find it, so thank you over there across the pond, whoever you may be.

Speaker 3: 1:46

So, yeah, thank you over there across the pond, whoever you may be. So, yeah, I just want to say also, like it's not just for us, like we like hearing our accolades, but this really helps us get the podcast out to a wider audience. So if you let, if you rate it, if you comment on it, it gets to a wider audience. So help us, help everyone.

Speaker 2: 2:05

Exactly. You know someone who's getting the burnout of HR. This will help them, hopefully, or make them jump, I don't know whichever, anyway. So I only came to the table today with one story, and it's one of those friend of a friend stories, so I don't know all the details or the situation behind it, but apparently this person was a manager at a company and another employee had left a long time ago, like it seemed like quite a while ago. I don't know exactly how, but made it seem like it was quite a while ago. And finally don't know exactly how, but made it seem like it was quite a while ago and finally they started rehiring and they needed that person's desk that's been vacant for ever. They go to empty it out to get it ready for the next person. The drawers are locked.

Speaker 2: 2:59

Oh, no so they call maintenance and they get in there and what's in the drawers. What's in the drawers. What's in the drawers? I will call them diaries, multiple diaries. What?

Speaker 2: 3:12

They were notebooks like every day, of how hot the women in the office were that day, whether he could see somebody's whale tail when they bent over, whether you could see somebody's whale tail when they bent over, whether you could see nips, whether you he. It was like a perv diary from hell rating the women. And oh, new girl started today I think she's an eight and things like that and there's multiple. He'd been there, apparently, for some time. There were multiple of these notebooks locked in his desk and I was like, oh my gosh, and it got. It got kind of explicit in there as well. You know somebody wearing leggings that were too thin and was not wearing underwear, apparently oh my gosh, my fate.

Speaker 2: 4:02

Like my, I'm just so creeped out, okay, but everybody thinks things they shouldn't think, or maybe they're looking good today, or something like that. It's human. Oh my God, to make you do a spit take here. Everybody has whatever inner voice that doesn't need to get out. Yes, that inner voice does not to be get out or put in writing and in rating scales of who's the most doable in the office and things like this and how it changes over time.

Speaker 3: 4:46

They were explaining to me, uh, and I'm not here to kink shame, but why, like I'm a, I love to journal. I have a lot of feelings. Let's put them down, but I you cannot, don't bring those feelings to work Like that's so weird.

Speaker 2: 5:08

I wish I knew the originator of the stories. I would like to find out more about this person who kept these journals. Were they a creepster? Were they someone like, oh yeah, that guy is definitely a creepster, or? I want to know about that person and did they have any issues or complaints or anything with them?

Speaker 3: 5:29

know how badly I want a name, so I can like creep on them on LinkedIn like I said, I wish I I want to know more about the person.

Speaker 2: 5:39

I want to know more about their employment, their background, what they did what was their rating on their last performance review?

Speaker 3: 5:47

I want to know all of the details. Oh my gosh, Did this person have direct reports? I'm so skeeved out.

Speaker 2: 5:55

Yeah, I want to know more. I will try and ask the friend of a friend if I can get in contact with that. Who told you this story? I want to hear the origin of this story and but I can believe it. I can actually believe you. Open up this desk drawer that's been locked for who knows how long and here it is. Oh, look at Susie today, or whatever.

Speaker 3: 6:18

I don't, I don't know when you said it was locked, I like uh oh, and I'm thinking I did not go there. I was thinking what did they find in there? Did they find a butt plug? I don't know? That shocked me. I was like what?

Speaker 2: 6:40

But I wanted to know. I want to know too, what did they do with these journals, these notebooks?

Speaker 1: 6:44

Burn them, burn them.

Speaker 2: 6:46

And apparently a lot of people ended up finding out about what, if you were one of the employees that was creeped on in their dimensioning you and you're like I. Just I have so many questions I want to know the answer to, but I never know, I wish we did a visual medium because I literally was like the kombucha girl.

Speaker 3: 7:11

Well, no, I was like the kombucha girl meme for a second where I was like ugh. And then I was like ugh Because you're like what if you were one of those people in that book and I was like ugh? And then there was a piece of me that was like, well, I'm kind of curious now if it's in there.

Speaker 2: 7:25

What's my?

Speaker 3: 7:26

rating.

Speaker 2: 7:29

What review?

Speaker 3: 7:30

did you get? I have an achievement mentality. I need to know what my ratings are at all times.

Speaker 2: 7:38

And then, okay, here's another HR aspect of it. Apparently, people read this and saw it. Here's another HR aspect of it. Apparently, people read this and saw it Is that a hostile work environment claim?

Speaker 3: 7:57

All of a sudden they're saying that okay, this person's hot, this person's not, or this person, like I said, it got kind of explicit. So is it like I'm picturing Mean Girls where they take the burn book and make photocopies and like expose it out to everybody? Like, how did it get around the office to people? Were people just like gossiping?

Speaker 2: 8:11

or talking about it. I think once I pulled them out and started reading what are these, I don't know I was like said, there's so many more things I want to know about that story.

Speaker 2: 8:24

So, but, like I said, I can see it and I can imagine the HR nightmare. What do you do? You can't fire the guy, he's gone. Now, all of a sudden, you get a sexual harassment complaint from however long it goes since Jimmy, or whatever his name is, leaves. And now, well, we're sorry, this happened. We didn't know. I don't know what to, but a notebook in detailing explicitly things about people what they're wearing, what they're not wearing, yeah, what he's seeing, what he thinks he's seeing it does. Yeah, weird Only in HR.

Speaker 3: 9:00

Only in HR, jeez, you know what there's like. There's times where I'm not surprised, surprised, the bar's just been raised.

Speaker 2: 9:11

See, I'm not surprised. I can actually see that happening, and yeah, and then what if he wasn't a manager? And the manager? He's rating the manager oh, my boss is looking smoking today.

Speaker 3: 9:25

Oh my gosh. Yeah, it just feels like the beginning of a Dateline episode, like is any, but is are there any missing people? Yeah, are there any missing people in that area? And just maybe, like a wellness check on him, just go check it out, I don't know.

Speaker 2: 9:43

Check his basement yeah, check the basement he puts the notion on seriously seriously, that's the only thing I really brought to the the table today I have.

Speaker 3: 9:59

I have something anecdotal. I just. I was just thinking I was in your neck of the woods this weekend. I went to North Carolina and we were there for a concert and we were there specifically for Coldplay, not Coldplay. So, first of all, I'm always like one of those people I like to. I love to see a crowd of fans right, so I am a new fan of this band.

Speaker 3: 10:27

If anyone, if anyone likes rock, slash metal, sleep token saw them awesome, but I always love like how the fandoms get so into it and they were even doing like the Taylor Swift bracelet switch things like it was. It was a whole thing. So if you could imagine like slightly goth swifties that's how I would describe this crowd there was, we were. It was kind of a clusterfuck because they were doing a, they had a late soundtrack and we were. The doors didn't open until like two hours after they were supposed to. So if you could imagine like the entire sold out arena, like all those people who would be in seats were like outside it was beautiful weather and the crowd was really fun and it was a great time, but somebody in front of us passed out and they, you know, felt it wasn't even hot. So I was like, oh, like I don't. But they just passed out and all of a sudden, people come rushing and they know what they're doing.

Speaker 3: 11:26

They are dressed all in black face makeup, body makeup, black eyeliner, like everything you could picture but they are like nurses and EMT people and they are pushing people out of the way, giving her room, helping this girl get up and like literally it was like three or four of them out of this crowd and there was just something about like what do your co-workers do outside of work? Because I was like these are like full-on. Very by the way, I was just like thank god they were there because you know they really like helped her out, but they were like completely professional. They were thank God they were there because you know they really like helped her out, but they were like completely professional, they were freaking on it, they were fast, but I just love the fact that there they are in black makeup and platform boots and stuff just helping this girl.

Speaker 3: 12:13

So it just makes me wonder like what people are outside of work. How do these people show up to work? Like would anyone guess that this is what they do on the weekend? I love it. Like would anyone guess that this is what they do on the weekend? I love it.

Speaker 2: 12:23

Yeah, exactly, I like it too. That's pretty cool. But you went to a concert On Saturday. I was supposed to go to a concert or a show, I should say. One of my all-time comedic heroes is Steve Martin, and on Friday he played in Virginia Beach. But those tickets were like the theater he played in was really small. It's a brand new theater they played in in Virginia Beach. It was super small. So I got tickets the next night, saturday, up in Richmond, but Steve Martin got COVID, and someone I know I work with was en route to the Virginia Beach show when they found out and texted me and I went online and I saw, but I was just so I didn't get to see. So a lot of things happened. First, saturday was my 28th year anniversary with my wife 28 years of Mary and 34 years since we started dating. But that was Saturday.

Speaker 3: 13:18

That's awesome Congrats. That was our thing, we were going to go.

Speaker 2: 13:21

yeah, thanks, we were going to go see Steve Martin Martin Short for our anniversary. But also Saturday was an East Carolina home football game. So this is the first home football game in I don't even know how long I'm trying to figure it out other than COVID, when you couldn't go to the game that I didn't go to and East Carolina lost. I didn't get to and east carolina lost. I didn't get to go see a concert and it was just sort of a shit show. It wasn't we my wife and I did retail therapy and now I need a second job, but yeah so support us on patreon.

Speaker 2: 13:52

We did some retail therapy all day saturday and a little bit into sunday as well, and just chilled and had a good old time. But yeah, I, I think you know steve martin's not getting any younger and yeah really wanted the opportunity to see, see him and yeah, so are they gonna reschedule it? Again. No, it's just flat out cancer. But I heard he's going to. They're beginning doing a like a week or more in vegas, so oh, I might make it worth going to vegas again.

Speaker 3: 14:18

Yes, so not h HR related, just North Carolina related. I have a question as someone who's not from North Carolina nor is there. What is it with you all and the inability to follow a line or to make lines very confusing?

Speaker 2: 14:39

Okay, you ready for the answer.

Speaker 3: 14:43

Oh wait, I'm just going to say first, not only was it a clusterfuck at the concert and there was a line, and the line literally made like a figure eight, like it crossed into itself. And then everyone I'm like what is wrong with you all? And it wasn't until, like a few of us who clearly weren't from North Carolina were like this is dumb, and we like re-situated the line and everyone's like, yay, I'm like, what is that? Second of all, go to brunch and then when I walk into the brunch place, not one line but two lines to like check in and to get takeout, but they don't tell you which one's which. And then people are confused. And then one woman walks in and it's like doesn't believe in lines and just walks right up to the host stand. And I'm like what is going on in this state?

Speaker 2: 15:27

Okay, my mother's favorite term in the entire English language is goddamn Yankee bastard. And that is exactly what you're experiencing. Those are 99% chance not North Carolinians, but they are relocations from Massachusetts, New York, whatever other place.

Speaker 3: 15:47

No, because I know New Englanders, new Englanders don't put up with that.

Speaker 2: 15:54

Okay, funny story about my mother. My mother has zero filter, she has.

Speaker 2: 15:59

I love it zero filter she has. I love it she's. So she's just moved to wilmington and she's going. It was a year of hurricane florence, so it was what that? 2018. She's moving to wilmington and she's going to these.

Speaker 2: 16:13

My mother is eccentric, let's say, and if something doesn't cost too much, she doesn't want it. So we're going to these frou-frou furniture stores. I get it. She's dragging me around as well and I'm trying to help her. But, anyways, we walk in this one store and I will say this guy was like a reject from the sopranos. He's it's 2018 at that time. He's wearing a monochromatic suit, he's, and he's very New York, new Jersey is with his accent, and he's, I mean, reject from the Sopranos, straight up, no other way to put it. And he's coming in with his big accent. He's all big and you know, trying to be all full of himself and everything, and talking in the like just your very stereotypical mafioso accent type thing. And my mother just looks at him and says, excuse me, do you have anybody who speaks english that works here? And I said, okay, mom, we're leaving.

Speaker 3: 17:13

But he was he, oh gosh that's hilarious yeah, but that's that's, that's my mother of like we have a couple friends, one of them's from England. Maybe that's the person that left the review. If that's you, becky, shout out. She's also in HR. Leave a comment. Leave a comment. But anyway, you know, her husband's from here and they went over to the UK and they were like going through the countries there and they went into I think it was Scotland and the you know driver, the taxi driver, is speaking perfect English. It's just there like a very thick accent. So he would ask, he would ask the husband questions, and then all of a sudden, like the husband would just like be like I don't know, and he would look at his wife and the wife would translate back because like he couldn't figure the accent, know. And he would look at his wife and the wife would translate back because like he couldn't figure the accent out and he was like I don't, I don't know what's happening. He's like I know you're speaking English, I just can't hear it.

Speaker 2: 18:08

Oh, I know we're going off on all sorts of tangents but oh well, my wife and I we love a lot of British television shows and one of the best I love David Tennant. I love him from Doctor who but Broadchurch. I'll look it up on Broadchurch but he is speaking in his full Scottish accent in Broadchurch and my wife she's like what did he say? What did he say? I'm like don't you understand it, it's so thick.

Speaker 2: 18:35

But him and Karen Gillian I never knew how thick her real Scottish accent was. I'm like whoa. I actually you know it's like any of the cast from the Walking Dead. If you've watched them, they're all British and all of a sudden they're speaking in the southern accents and things like that. Then you see them on entertainment tonight or on TV with the British accent that's talent. My mind is blown. It doesn't, it doesn't register. I can't, I can't put it together. I'm not, I can't, I can, I can't put it together.

Speaker 3: 19:02

I'm not, I can't. I can do a good accent of my grandma and that's it.

Speaker 2: 19:07

I don't even pretend to try.

Speaker 3: 19:09

Oh, and I'm not going to try it If you just want. This is the last thing before we go. This is a gift from me to you, warren, and to the listeners out there. Amazon Prime If you're looking for something that's just off-the-wall, baddie and you're like this can't be real, but it's entertaining.

Speaker 3: 19:26

A British show called the Crystal Maze that I was introduced to and you have to go to the 90s version of it. It is like a game show. It's a British game. It was a British game show. They tried to revive it. Whatever show, it's a british game. It was a british game show. They tried to revive it. Whatever. Apparently, the 90s version is what you want. Um, it is like work it sweep. It is like an acid trip of a game show, just like it is. The whole thing is weird. They're crawling into different lands. They're like skipping to lands and then they're locked in rooms and you got to get a puzzle to get out of the room and then you have to get crystals and then you have to go to. It is delightful and ridiculous okay, that is my gift to all of you awesome, awesome.

Speaker 2: 20:17

Let's see. I you know, like I said, I only brought one thing to the table today.

Speaker 3: 20:22

I was, I was, I was at a show this weekend. I did not prep.

Speaker 2: 20:27

Oh, we did have one thing about returning return to work.

Speaker 3: 20:31

Yes, yes, here, yeah, there was an interesting article that was about returning to office. So there is, like, as we know, companies, there's that push and pull of like companies wanting people to come back to the office, people pushing back and saying, not so much. So a lot of bigger companies like Microsoft and Amazon and all those they're, you know, mandating days into the office but they're noticing that the attendance hasn't changed. So, basically, like, people just aren't listening and they're just refusing. So now, just because apparently people want in the, or companies want people in the office so badly that they're actually offering what they're calling exit assistance or buyouts for people who don't want to come back into the office, so they'll just buy out and you're no longer employed. So, yeah, I thought that was like oddly interesting. I have a few thoughts, but curious about what your initial thoughts are.

Speaker 2: 21:30

You know what it made me think? One of the guests on Good Morning HR a few episodes ago was talking about it's Gen Z, actually, who's pushing the return to the office thing, and I was like you're selling, I'm not buying.

Speaker 3: 21:47

I think it's there, wait they're pushing to go back, back, to go back.

Speaker 2: 21:51

I believe it okay, continue okay okay, I, but in his reasons were sound about they. They want the leadership, they want the mentorship, they want the social interaction that they aren't getting working from home. And they said it's the millennials that are pushing hard on the stay remote, stay remote. I believe that. So I just didn't buy that the Zs were the ones pushing the return to the office. I think it's the Xers and the Boomers that are definitely pushing the return to office to a certain degree.

Speaker 3: 22:30

You know it's interesting because I totally see what you're saying and I think we have to. So first of all, I think there's two pieces. One I was on a work trip once with a coworker and this was his first job out of grad school and he worked remote, 100%, like he never had experience in an office. So when we had gone to the home office to do like our planning meeting as the greater team, he was stoked, like he was like that's a cubicle, that's a standing desk, or do the people sit? Like he was just like he was like that's a cubicle, that's a standing desk, or do the people sit? Like he was just so into it. And he was like do you have any swag, can I have a mouse pad? Like so into it. Because they've never experienced it right and they've probably seen office culture and a lot of pop culture that they never experienced.

Speaker 3: 23:22

But I always like to think of like not labeling the generations just more of where people are in their career and I think, like Gen Z, they really need the leadership, they really need the mentorship, they really need it like and because their early career that's what we needed the most when we were early career. And I think now, as we look at millennials, well, millennials have families now and we have a greater need for life balance and we have a greater need to be able to like step away so we could go to like a soccer game at like 3.30 in the afternoon or something like that. So that completely tracks to me everything that you just said. I was like no 100%.

Speaker 2: 24:06

See, I have such mixed feelings. I really thought it was the Zs. I'm not going to take a job if it's in the office and you hear things like that. But then again, here's the other thing. Let's take the millennials out of the office and you've got the old geezers like me and the new people. Oh, I'm kidding.

Speaker 3: 24:27

That's so adjuvant no exactly, exactly. They're learning all the bad habits.

Speaker 2: 24:33

No, that's exactly what I'm thinking. Are the Zs going to end up more resembling the Xers, if the Xers are the ones doing the mentoring, than the millennials who are out in the office? And are we going to see a swing back, if you will, to what all the and I will say the word advancements that the millennials brought to the workforce? Are you going to see a swing back Because?

Speaker 3: 24:59

I could see that.

Speaker 2: 25:03

No, I just think that it's really interesting, the whole return to office and buying people out. It's hard enough to hire anybody at all right now, so why push someone out the door? Try and find a middle ground. I know that this whole hybrid work thing I've heard a lot of people say it's a flop because it's not adhered to one way or the other by by a lot of people. I I just don't know. Find find some way to to retain them, because it's impossible to hire people right now I think it's not impossible.

Speaker 3: 25:39

This is, this is my two cents. I I think this is one of those things where we're going to get back to an office culture at some point, whether it be in five years, 10 years, 20 years, whatever, like that pendulum probably will swing back, but it's going to swing back when the employees want it to swing back. So and I think we're we might be seeing that a little bit more with Gen Z, like they want to be more in office. And now you know, the more people you have making something a norm, the more people are going to join into that norm. So for companies to mandate it and be like you got to come back or you're fired, I think just a little. I mean, in my opinion, if it's not broken, don't fix it.

Speaker 3: 26:27

I think you know the numbers are out there. Anyone who's listening to this podcast has heard the numbers. Productivity's fine, people are fine. If you have a bad actor, deal with the bad actor. It's not broken right now, but there will be a time where people are going to want, they're going to seek hybrid roles, not 100% remote roles. They're going to seek that out when they go to look for a job and at that point, that's when you're just going to let it dictate, like don't push it, because you're just going to push high performers out.

Speaker 2: 26:58

Yeah, and that sort of leads me to another thing along the lines the high performers. You know we brought it up any number of times you know that awesome salesperson that has different rules than anybody else Because they're driving the income and okay, we'll let them get away with being a complete a-hole in the office because they're bringing in the big bucks, or you know, let them get away with anything virtually, or let them get away with anything virtually. So the high performance, especially when it comes to things like sales, if you can sell a piece of paper, you can sell this, you can sell a car. If you're a good salesperson, the object doesn't matter.

Speaker 2: 27:40

Now, of course, there's a level where passion comes into play, and if you are into something and passionate about something, that's a different story. But a good salesperson can sell like they. They say ice to an eskimo or whatever there it's. You know that's what they can do and they can move on. They can go, probably, find more money, find a better commission structure. Fine, you know if you, if you try hard enough, you're going to find another job with more money, more whatever it is that you're looking for yeah and it's I.

Speaker 2: 28:05

I just I don't want to lose. I don't want to lose people when it's hard to hire them and lose them to somebody who's a little bit more forward thinking or flexible or I don't know what the the right term is with that, but yeah, I don't want to lose people yeah, period.

Speaker 3: 28:23

yeah, it's funny you said that because they also mentioned the favoritism in those hybrid policies. Like you said, no one's. I feel like organizations try to crack the whip and be like you've got to be in the office three days a week, but then you have the top performers who may be only coming in two days a week, or maybe they're just staying next week all at home, or like there's more flexibility around the high performers than there are everyone else, and that's something also like that you just kind of have to be aware of specifically with hybrid stuff, because people see that and they sniff it out.

Speaker 2: 29:03

Yeah, exactly.

Speaker 3: 29:06

So I don't know. I say if it's not a detriment to your business, if the role itself is suitable for it, why fix it? There's bigger things to worry about people.

Speaker 2: 29:19

I did also. I was texting you earlier today. I was doing some research using ChatGPT for the first time. I subscribe to Gemini but for classes I have to subscribe to ChatGPT. So I, for the very first time ever, started my research in ChatGPT and I'm saying, oh, give me some ideas for topics for HR. What are the hot topics in HR right now? And it gave me a lot of really generic things like return to work and DEI and all this. I'm like no, I want something a little and I said make it for a good talking point. I'll actually find that. The screenshot I sent, yeah, so it gives me all these topics. And I say, to further clarify, I'm looking for articles to discuss in an HR podcast that focuses on the cynical side of HR. Check GBT's responses Got it. Thanks for clarifying for a cynical HR comedy podcast like Jaded HR and it goes on from there. I'm getting referenced as my own.

Speaker 3: 30:21

A few years ago.

Speaker 2: 30:22

We've made it somewhere, but I think I talked to the podcast. I used myself as a source on a paper a few years ago or last year in a class, and now I'm a reference to myself, or we're a reference to ourself on a chat GPT circle. Yeah, I'm just. I was stoked when I saw it.

Speaker 2: 30:41

I had to share it because I actually had a few minutes this morning before my day went to crap where I could. I was like, oh, I haven't done any show prep really for this week and yeah so, yeah, that just made me happy.

Speaker 3: 30:54

I love it.

Speaker 2: 30:56

All righty. With all that said, I will say the voice artist is Andrew Kolpa and the musicians are the Underscore Orchestra doing the song Devil to Devil. And, as always, I'm Warren, I'm Cece and we're here helping you survive HR, one what-the-fuck moment at a time. Thank you.