Latest / Roast the Post Podcast / Sports Card Breaker: What, No Hockey?

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Sports Card Breaker: What, No Hockey? · Roast the Post Podcast

0:00
SPEAKER_00: Hey, I'm Paul, and this is Roast the Post, the story behind the bullet points.
0:08
SPEAKER_00: Welcome to episode 37 of Roast the Post, everybody.
0:11
SPEAKER_00: We will get started, I guess.
0:13
SPEAKER_00: And Jen, I got a fun one this week.
0:16
SPEAKER_00: This one is fun.
0:18
SPEAKER_00: It's lighthearted.
0:19
SPEAKER_00: It's a little bit different than what we normally do,
0:23
SPEAKER_00: but I think that everyone is going to enjoy it all the same.
0:27
SPEAKER_00: So...
0:29
SPEAKER_00: This week,
0:30
SPEAKER_00: we're flipping the script on a job that sounds like it was dreamed up by
0:34
SPEAKER_00: a 12-year-old with a YouTube habit.
0:37
SPEAKER_00: Meet the Sports Card Breaker,
0:39
SPEAKER_00: where your office is a live stream,
0:41
SPEAKER_00: your co-workers are sports ball's most prolific internet trolls,
0:46
SPEAKER_00: and your mission is to turn cardboard and foil into cash while keeping viewers glued
0:52
SPEAKER_00: to their screens.
0:53
SPEAKER_00: You'll sell sports cards like they're the Holy Grail,
0:56
SPEAKER_00: entertain audiences with your encyclopedic knowledge of all of the pastimes
1:01
SPEAKER_00: that involve smacking balls around,
1:04
SPEAKER_00: and build a personal brand so strong it could survive a 2010s-era Twitter pile-on.
1:11
SPEAKER_00: So, is this the ultimate gig for a sports-obsessed mic jockey,
1:15
SPEAKER_00: or just a glorified unboxing video with a paycheck?
1:20
SPEAKER_00: Let's roast this post.
1:23
SPEAKER_01: I didn't understand any of that except smacking balls away.
1:28
SPEAKER_01: That's the only thing I understood of what you said.
1:31
SPEAKER_01: Maybe YouTube and cardboard.
1:34
SPEAKER_01: What is this?
1:36
SPEAKER_01: Where did you find this?
1:42
SPEAKER_00: This ad came to me via the magic of Indeed.
1:48
SPEAKER_00: It was one of those.
1:50
SPEAKER_00: And as I was reading through the job ad,
1:52
SPEAKER_00: I kind of got shades of the The job ad that we roasted for episode,
1:59
SPEAKER_00: what was it, 20 or 21, The Whale Who Loved Me, the VIP host one.
2:04
SPEAKER_00: There were a lot of similarities with this one, and I was like, yep, that's the one.
2:09
SPEAKER_00: It's that, but instead of gambling, sports ball.
2:15
SPEAKER_01: Sports ball.
2:16
SPEAKER_01: Okay, I am, yeah, I'm in it.
2:19
SPEAKER_01: Can't wait to hear all about it.
2:22
SPEAKER_00: So this job has, like all job ads, it has a few different sections.
2:29
SPEAKER_00: The job title is Sports Card Breaker slash Live Streamer.
2:33
SPEAKER_01: Wait, are you saying- That's what
2:34
SPEAKER_00: they're looking for.
2:35
SPEAKER_01: Breaker, Sports Card Breaker.
2:37
SPEAKER_01: Breaker.
2:39
SPEAKER_00: Yeah, sports card breaker.
2:41
SPEAKER_00: And we'll get into that in a minute because it's not a term that I've ever heard before.
2:46
SPEAKER_00: So I did a little bit of research to figure out what a breaker in the sports card world was.
2:51
SPEAKER_00: The job ad though, it's got a few sections, full job description.
2:55
SPEAKER_00: Job summary,
2:56
SPEAKER_00: key responsibilities,
2:57
SPEAKER_00: requirements,
2:58
SPEAKER_00: skills and qualities,
3:00
SPEAKER_00: how to apply,
3:01
SPEAKER_00: benefits,
3:02
SPEAKER_00: and then there are a few application questions that are involved in this process
3:09
SPEAKER_00: as well.
3:10
SPEAKER_00: And for the folks who are in our live studio audience, you can go to vote.roastthepost.show.
3:16
SPEAKER_00: That has a link to the job ad so you can follow along.
3:20
SPEAKER_00: And it also has a poll where you can vote.
3:24
SPEAKER_00: You can add your own scores to both the job description,
3:28
SPEAKER_00: the job ad, and the role design, just like we do on the show.
3:32
SPEAKER_00: So that's vote.roastthepost.show.
3:36
SPEAKER_00: Not a long job ad, but before we get into it, let's talk about this sports card breaker thing.
3:42
SPEAKER_00: What the heck's a breaker?
3:43
SPEAKER_00: You know, that's a funny term.
3:45
SPEAKER_00: I don't know what a breaker is.
3:46
SPEAKER_01: I mean, when you said that, I'm like, I know people are into some weird shit online, right?
3:53
SPEAKER_01: Like maybe there's some video, there was like ASMR, here's me eating a crunchy Apple video.
3:59
SPEAKER_01: So my first thought was like, is this somebody who just films themselves?
4:03
SPEAKER_01: Like, Ripping or destroying sports cards in creative ways
4:09
SPEAKER_01: and they just film themselves doing that.
4:12
SPEAKER_01: That was my very first thought.
4:14
SPEAKER_01: I've never heard of sports card breaker before.
4:19
SPEAKER_00: Yeah, it was new to me.
4:21
SPEAKER_00: You're actually not too far off from what it is, though.
4:25
SPEAKER_00: So sports card breaking is a group buying activity where collectors share the cost
4:32
SPEAKER_00: of sealed trading card boxes while Watch a host open them live on video and receive
4:38
SPEAKER_00: the cards assigned to them.
4:40
SPEAKER_00: So that's like sports card breaking as a collective buying sort of thing.
4:45
SPEAKER_00: But then there's also sports card breaking,
4:48
SPEAKER_00: which is literally like just opening the packets and the boxes and being like,
4:53
SPEAKER_00: oh, look at this magic Mickey Mantle.
4:55
SPEAKER_00: Look at this magic Pokemon.
4:59
SPEAKER_00: Giant dinosaur, I don't know, Pokemon.
5:01
SPEAKER_00: It's like opening up the cards and being super excited about what you get.
5:06
SPEAKER_01: Here's a side story.
5:08
SPEAKER_01: I was going to say here's an interesting side story, but this is a total lie.
5:11
SPEAKER_01: It's not interesting at all.
5:13
SPEAKER_01: When I was young, I was part of a club and it was a New Kids on the Block fan club at school.
5:20
SPEAKER_01: And so we would each...
5:22
SPEAKER_01: And this is,
5:23
SPEAKER_01: I'm aging myself very much so right now,
5:26
SPEAKER_01: but we would all pitch in like however much money.
5:30
SPEAKER_01: And then one of us would go buy a New Kids on the Block magazine from like the drugstore.
5:35
SPEAKER_01: And then you had your favorite New Kids.
5:37
SPEAKER_01: New Kids on the Block guy.
5:39
SPEAKER_01: And then you got to have the poster or whatever,
5:42
SPEAKER_01: like the pictures you could rip out of the magazine
5:44
SPEAKER_01: and you got your designated person.
5:46
SPEAKER_01: But then it would be like, well,
5:47
SPEAKER_01: what if there's a picture of one on one side and like Danny is on one side
5:51
SPEAKER_01: and Joey is on the other side and who gets that one?
5:53
SPEAKER_01: And so we would do like rock, paper, scissors.
5:55
SPEAKER_01: But that kind of reminds me of...
5:58
SPEAKER_01: That idea of pooling in your money, buying something, and then splitting it up.
6:02
SPEAKER_01: That is hilarious.
6:03
SPEAKER_01: Okay, interesting.
6:04
SPEAKER_00: That's what you did when you were a kid?
6:06
SPEAKER_00: When I was a kid, I was outside playing sports, you nerd.
6:13
SPEAKER_01: Not this guy.
6:17
SPEAKER_01: No sports for me.
6:21
SPEAKER_00: Yeah, that's like you're kind of spot on.
6:22
SPEAKER_00: It's that if we think about the mechanics of it, it's all about fandom, right?
6:28
SPEAKER_00: Like creating an experience around fandom,
6:30
SPEAKER_00: whether you're buying your new kids on the block,
6:33
SPEAKER_00: trading cards and like splitting up with your friends and trading whatever else,
6:36
SPEAKER_00: or whether you're going to a store and buying baseball cards by the box,
6:40
SPEAKER_00: or whether you're watching this like show.
6:43
SPEAKER_00: That you're going to host as a sports card breaker,
6:46
SPEAKER_00: spoiler alert,
6:47
SPEAKER_00: a little bit too late,
6:47
SPEAKER_00: spoiler alert,
6:48
SPEAKER_00: but whether you're going to watch this show in real time
6:52
SPEAKER_00: as people are opening up these cards, it's all part of the same thing.
6:55
SPEAKER_00: It's fandom, right?
6:56
SPEAKER_00: Like it's creating those connections based on cultural tropes,
6:59
SPEAKER_00: based on cultural movements that people share.
7:02
SPEAKER_00: So that's one of the things that I think is kind of interesting about this job.
7:07
SPEAKER_01: Yeah.
7:07
SPEAKER_01: Let's start off.
7:08
SPEAKER_01: Anything can be a job now though.
7:10
SPEAKER_01: I just want to say like truly you can, can you make a living?
7:14
SPEAKER_01: No idea.
7:14
SPEAKER_01: I guess we'll find out,
7:16
SPEAKER_01: but like anything these days,
7:18
SPEAKER_01: whatever it is, you can make a, make a go at it for sure.
7:23
SPEAKER_01: So, okay.
7:24
SPEAKER_01: Tell us more about this club.
7:26
SPEAKER_00: It's interesting to me that this is a job is where I'll start.
7:31
SPEAKER_00: But let's do the Roasty Profile.
7:34
SPEAKER_00: So just a synopsis, overview of the organization that is hiring this role.
7:38
SPEAKER_00: The job title is Sports Card Breaker slash Live Streamer.
7:43
SPEAKER_00: The Report 2 title, unknown.
7:46
SPEAKER_00: The company size is also unknown.
7:49
SPEAKER_00: They didn't even have a LinkedIn, which I found kind of interesting.
7:52
SPEAKER_00: The industry is retail trade, sports memorabilia.
7:57
SPEAKER_00: What do they do?
7:58
SPEAKER_00: Well, they buy, sell,
8:00
SPEAKER_00: and trade sports collectibles and memorabilia for domestic
8:04
SPEAKER_00: and international audiences.
8:07
SPEAKER_00: Head office location is in North York, Ontario, Canada.
8:10
SPEAKER_00: Job location is also in North York, Ontario, Canada.
8:14
SPEAKER_00: The geographical operating area for this company is global.
8:19
SPEAKER_00: They ship their stuff everywhere.
8:21
SPEAKER_00: And the job type is either part-time or
8:26
SPEAKER_00: Or full-time.
8:28
SPEAKER_00: We're not quite sure.
8:30
SPEAKER_01: I already have so many questions, Paul.
8:35
SPEAKER_01: So this person is hosting a live stream,
8:37
SPEAKER_01: and they're like, hey,
8:38
SPEAKER_01: audience,
8:39
SPEAKER_01: you all gave me, like,
8:41
SPEAKER_01: you know,
8:42
SPEAKER_01: we pitched in like $300,
8:44
SPEAKER_01: so I bought all of these sports cards,
8:46
SPEAKER_01: then I'm going to open them in front of you,
8:47
SPEAKER_01: and then I'm going to send you your cards?
8:50
SPEAKER_01: Yeah.
8:51
SPEAKER_00: Could be.
8:52
SPEAKER_00: Could be.
8:53
SPEAKER_00: Like, yeah,
8:54
SPEAKER_00: I could see a YouTube show or something kind of working around that,
8:58
SPEAKER_00: like that format.
9:00
SPEAKER_00: Or it could be that the company funds the purchase of the trading card boxes or whatever.
9:07
SPEAKER_00: Does like some sort of really entertaining,
9:09
SPEAKER_00: informative,
9:10
SPEAKER_00: unboxing, opening of the packs like, oh, this is a 1956 blah, blah, blah.
9:15
SPEAKER_00: And we'll sell it to you for $78.
9:18
SPEAKER_00: Like could be that too.
9:19
SPEAKER_00: Maybe it's like a live auction type.
9:22
SPEAKER_00: Maybe it's an auction type thing.
9:24
SPEAKER_00: Yeah.
9:25
SPEAKER_01: Interesting.
9:26
SPEAKER_01: So it could be like a.
9:28
SPEAKER_01: Like an eBay, you know what it's, this is what it is.
9:33
SPEAKER_01: It's like QVC, like home shopping network type thing.
9:39
SPEAKER_01: That's what it reminds me of.
9:42
SPEAKER_00: I had the same kind of feeling.
9:43
SPEAKER_00: I had the same feeling when I read through this.
9:45
SPEAKER_00: I was like, oh, this is HSN to the max.
9:48
SPEAKER_00: Like what's going on here?
9:50
SPEAKER_00: It absolutely could be that.
9:52
SPEAKER_01: Okay, but we don't know.
9:53
SPEAKER_01: You're saying could be to a lot of things, so we don't know yet.
9:56
SPEAKER_00: Could be.
9:57
SPEAKER_00: We don't know yet.
9:58
SPEAKER_00: All will be revealed or maybe it won't.
10:00
SPEAKER_00: That's kind of the brilliance of you not having read the job ad ahead of time.
10:04
SPEAKER_00: I have the power and you don't suck it.
10:08
SPEAKER_01: I like it.
10:08
SPEAKER_01: I like it this way.
10:12
SPEAKER_00: Let's start off with the job ad, the full job description.
10:16
SPEAKER_00: This is not very long,
10:18
SPEAKER_00: so I think I'm going to read the entire thing out verbatim because there's not
10:21
SPEAKER_00: a whole lot to it.
10:22
SPEAKER_00: I don't want to miss any nuance that might turn up something interesting.
10:28
SPEAKER_00: Redacted,
10:30
SPEAKER_00: because we don't name and chain,
10:31
SPEAKER_00: is a leading name in the sports card and entertainment industry,
10:35
SPEAKER_00: specializing in live sports card breaking and streaming.
10:39
SPEAKER_00: We connect fans and collectors with the thrill of uncovering the next big find,
10:44
SPEAKER_00: offering an engaging and interactive online experience.
10:48
SPEAKER_00: Join our dynamic team and turn your passion for sports and entertainment into
10:53
SPEAKER_00: a rewarding career.
10:55
SPEAKER_00: Then it goes into job summary, which is where the meat of the ad really kind of starts.
11:02
SPEAKER_00: They say,
11:03
SPEAKER_00: we are seeking a high-energy,
11:05
SPEAKER_00: charismatic, and sports-oriented individual to join our team.
11:10
SPEAKER_00: This role involves selling sports card products,
11:13
SPEAKER_00: engaging with our online community,
11:16
SPEAKER_00: delivering an entertaining experience to viewers,
11:19
SPEAKER_00: and ascending to become an in-house social influencer.
11:25
SPEAKER_00: Let's pause there.
11:27
SPEAKER_00: That gives us a little more of an idea of what's going on.
11:30
SPEAKER_00: But does that bring up any thoughts for you?
11:33
SPEAKER_01: Well, it does.
11:34
SPEAKER_01: It does kind of confirm that idea that this is like a home shopping network type situation.
11:41
SPEAKER_01: So they are selling it's like a.
11:44
SPEAKER_01: It's a really cool idea, if I'm being honest.
11:46
SPEAKER_01: My son sometimes watches these YouTube videos where they are opening their sports cards.
11:52
SPEAKER_01: I didn't know that there was a term for that, sports card breaking.
11:55
SPEAKER_01: I keep looking at it because I wrote it down.
11:57
SPEAKER_01: This is a completely different new thing for me.
12:01
SPEAKER_01: And then they'll use those cards and create teams and then play a soccer game.
12:07
SPEAKER_01: Video game using the cards that they pulled as the players.
12:10
SPEAKER_01: So it's actually kind of cool.
12:13
SPEAKER_01: So this is like a shopping type channel.
12:16
SPEAKER_01: It's interesting to me that they said you'll turn your passion for sports into
12:21
SPEAKER_01: a rewarding career.
12:23
SPEAKER_01: And my initial thought was like, well, what kind of career can you have doing this?
12:29
SPEAKER_01: And I think that this is such an indicator of how...
12:32
SPEAKER_01: I think that's how old-fashioned some of us can be about what a career means
12:37
SPEAKER_01: and kind of thinking about a career a little bit differently.
12:42
SPEAKER_01: Like for me,
12:43
SPEAKER_01: I'm still stuck on that career means a hierarchy and climbing a ladder and titles
12:48
SPEAKER_01: and longevity and all of that stuff.
12:51
SPEAKER_01: But like what does...
12:54
SPEAKER_01: What does a career really mean these days, right?
12:58
SPEAKER_01: Like that was kind of the first thought that I had.
13:00
SPEAKER_01: It's a little bit of a reframe.
13:02
SPEAKER_01: And then the other thought was something about ascending,
13:06
SPEAKER_01: influencer, blah, blah, blah, whatever you said.
13:09
SPEAKER_00: That's a statement.
13:10
SPEAKER_00: That's a statement.
13:11
SPEAKER_00: So what they said was ascending to become an in-house social influencer.
13:16
SPEAKER_00: So that's kind of what they're promising you as an outcome of this.
13:19
SPEAKER_00: That stuck out for me too, but continue.
13:25
SPEAKER_01: If that's the case,
13:26
SPEAKER_01: if somebody does become some kind of influencer and gets a lot of fame from this
13:33
SPEAKER_01: or whatever it is that influencers want, what is their motivation to stay?
13:37
SPEAKER_01: Because they're saying in-house influencers.
13:40
SPEAKER_01: So it's like, okay, well, I made my name.
13:41
SPEAKER_01: I'm kind of building my own brand here.
13:44
SPEAKER_01: What's to stop someone then from going off and doing their own independent thing?
13:49
SPEAKER_01: That was my thought.
13:51
SPEAKER_01: So I wonder if...
13:53
SPEAKER_01: They are thinking about retention strategies and all that stuff because you do want
13:57
SPEAKER_01: to have people who are like just like Home Shopping Network.
13:59
SPEAKER_01: These people are within their own world and their little ecosystem.
14:03
SPEAKER_01: They're celebrities.
14:04
SPEAKER_01: They're very well known.
14:05
SPEAKER_01: Sure.
14:07
SPEAKER_01: Right?
14:07
SPEAKER_01: Like you want them to host certain segments because you know that you're going
14:10
SPEAKER_01: to sell a lot of stuff when they're on air.
14:14
SPEAKER_01: Do you remember the Slap Chop guy?
14:16
SPEAKER_01: Yeah.
14:19
SPEAKER_00: Yeah, that's an example of that.
14:23
SPEAKER_00: That dude started selling,
14:25
SPEAKER_00: I think he'd acted in ads commercials beforehand,
14:28
SPEAKER_00: but he really got famous by being on those shopping networks,
14:33
SPEAKER_00: live on TV, doing infomercials and doing the crazy stuff.
14:37
SPEAKER_00: He got super,
14:37
SPEAKER_00: super famous and he built that into a brand and made a lot of money and then had
14:41
SPEAKER_00: a drug problem.
14:42
SPEAKER_00: That's kind of how it goes in Hollywood.
14:44
SPEAKER_01: As it goes.
14:45
SPEAKER_01: But yeah,
14:46
SPEAKER_01: so it makes me curious as to whether or not they are going to discuss compensation,
14:50
SPEAKER_01: bonuses, things like that.
14:51
SPEAKER_01: Because if they are, yeah,
14:54
SPEAKER_01: if they want to retain someone,
14:55
SPEAKER_01: then they got to make sure that the pay reflects it and that there's motivation for
14:58
SPEAKER_01: the person to stay on board versus,
15:00
SPEAKER_01: you know,
15:01
SPEAKER_01: the tradeoff is better to stay than it is to go off and do their own thing.
15:05
SPEAKER_01: So that's what stood out to me.
15:06
SPEAKER_01: What about you?
15:07
SPEAKER_01: Yeah.
15:08
SPEAKER_00: Yeah, I picked up on that statement too, the ascending to become an in-house social influencer.
15:14
SPEAKER_00: And to me, what that really signals is that they want to build celebrity around this person.
15:21
SPEAKER_00: And that's also what they're promising as the outcome of working with them is like,
15:26
SPEAKER_00: you will kind of be a celebrity.
15:28
SPEAKER_00: Maybe you won't be like...
15:30
SPEAKER_00: Joe Rogan famous or anything, but you're going to be a celebrity nonetheless.
15:35
SPEAKER_00: And I have kind of the same question as you.
15:37
SPEAKER_00: What happens then after that person has been successful,
15:41
SPEAKER_00: built their personal brand and has realized,
15:44
SPEAKER_00: oh, I can actually do my own thing and make my own money.
15:47
SPEAKER_00: Why do I need these guys?
15:48
SPEAKER_00: Peace out.
15:48
SPEAKER_00: See you later.
15:49
SPEAKER_00: Or maybe in year five of being employed by this company,
15:52
SPEAKER_00: all of a sudden they say,
15:54
SPEAKER_00: I think that you guys need to start talking to my agent
15:57
SPEAKER_00: and let's renegotiate this contract instead of you paying me a salary or a wage
16:02
SPEAKER_00: or whatever.
16:03
SPEAKER_00: Let's talk about rev share.
16:05
SPEAKER_00: Let's talk about percentage of earnings and you do that with my agent.
16:09
SPEAKER_00: See you Monday if you can reach an agreement.
16:11
SPEAKER_00: See you never if you can't.
16:13
SPEAKER_00: Does that happen after year five if this works out really well?
16:17
SPEAKER_00: Could be a thing.
16:17
SPEAKER_00: I'd want to be thinking about that if I was the business.
16:20
SPEAKER_01: And a couple more things, too, that you just made me think of.
16:24
SPEAKER_01: One, we don't need any more Joe Rogans in this world.
16:28
SPEAKER_00: We
16:30
SPEAKER_01: do not.
16:31
SPEAKER_01: And two, I'm curious as to what the supports are for this.
16:37
SPEAKER_01: Is this person going to be sitting at home recording, or are they going to be in studio?
16:43
SPEAKER_01: Are they going to have really good equipment?
16:46
SPEAKER_01: Are people going to be doing their...
16:48
SPEAKER_01: Social media, you know, like cutting clips and everything from the lives.
16:52
SPEAKER_01: Who knows?
16:53
SPEAKER_01: I'm just really curious as to like what the operation is of this whole thing.
16:57
SPEAKER_00: Yeah.
16:58
SPEAKER_00: Yeah.
16:58
SPEAKER_00: Because when we roasted that other job ad where it was a live VIP host for Cool.
17:28
SPEAKER_00: Key Responsibilities is the next section,
17:30
SPEAKER_00: and there are a number of bullet points,
17:32
SPEAKER_00: thank God,
17:33
SPEAKER_00: because how would we tell the story that's between them without the bullet points?
17:37
SPEAKER_00: Selling sports cards through live streaming platforms while providing
17:41
SPEAKER_00: a highly entertaining experience to the customers.
17:45
SPEAKER_00: Engage with the online audience by answering questions,
17:48
SPEAKER_00: providing insights into the cards, and creating a vibrant community atmosphere.
17:54
SPEAKER_00: Able to bring a passionate and knowledgeable understanding of sports into the live streams.
18:00
SPEAKER_00: Be comfortable entertaining large audiences online.
18:04
SPEAKER_00: Working with our social team to ensure the ongoing growth of your personal brand.
18:10
SPEAKER_00: Coordinating with our shipping department to ensure orders arrive with the right customers.
18:16
SPEAKER_00: Let's pause there.
18:17
SPEAKER_00: I found it interesting that they very specifically call out that they want you
18:22
SPEAKER_00: to work with the social team so that your personal brand Brand keeps growing.
18:26
SPEAKER_00: And obviously there's self-interest there, right?
18:28
SPEAKER_00: With the organization,
18:29
SPEAKER_00: the more that your brand grows,
18:30
SPEAKER_00: the more that you become kind of like popular or a thing,
18:34
SPEAKER_00: the more exposure they get.
18:35
SPEAKER_00: But it does increase that risk that at some point you're going to be too famous
18:39
SPEAKER_00: for little old them.
18:40
SPEAKER_01: Yeah, absolutely.
18:43
SPEAKER_01: Interesting responsibilities.
18:44
SPEAKER_01: I like this.
18:46
SPEAKER_01: I think that this is a really fun gig for the right person.
18:49
SPEAKER_01: I wish that it wasn't sports related because I would love to do this.
18:55
SPEAKER_01: Can it be about something else?
18:57
SPEAKER_01: I don't know what, but yeah, so they do name that they have a social team, so that's helpful.
19:04
SPEAKER_01: Interesting that they say that you would be coordinating with
19:07
SPEAKER_01: the shipping department to make sure that the orders are correct.
19:13
SPEAKER_01: And their cards are going to the right people.
19:15
SPEAKER_01: That's interesting because you're doing a lot of things at once.
19:18
SPEAKER_01: It's live.
19:18
SPEAKER_01: And did you say it's on YouTube or did they say what the streaming platform is?
19:23
SPEAKER_00: They haven't said yet specifically what platform they use.
19:28
SPEAKER_00: All that they've really said is that it's a live stream environment.
19:31
SPEAKER_01: Because this is interesting where you are managing a lot of things.
19:35
SPEAKER_01: You're on, right?
19:37
SPEAKER_01: Your personality is showing and you're kind of in character.
19:39
SPEAKER_01: Yeah.
19:42
SPEAKER_01: Coordinating with a shipping team to make sure that the right people get the right orders.
19:47
SPEAKER_01: That would be interesting to see whether or not AI comes into play.
19:52
SPEAKER_01: Is there a tool that you can use to help you with that?
19:55
SPEAKER_01: Because otherwise, how are you keeping track of that?
19:57
SPEAKER_01: And are you the one giving the orders and the information to the shipping team?
20:01
SPEAKER_01: Do people have to fill out a form?
20:03
SPEAKER_01: What happens if two people claim the same card?
20:06
SPEAKER_01: What if there are disputes?
20:07
SPEAKER_01: All of that stuff comes to mind.
20:10
SPEAKER_01: Anytime you're working in retail or customer service,
20:14
SPEAKER_01: which this actually is,
20:15
SPEAKER_01: if we're talking about the shipping and coordinating and stuff,
20:18
SPEAKER_01: it gets really, really sticky.
20:21
SPEAKER_01: People can just get really...
20:26
SPEAKER_01: Angry and competitive and mean and complainy.
20:30
SPEAKER_01: And so there's that side of this as well.
20:32
SPEAKER_01: And I wonder how much of that they have to deal with.
20:34
SPEAKER_01: I wonder how much real-time conflict management this person might be up against.
20:41
SPEAKER_00: Speaking about the logistics too, there's an additional layer of risk.
20:47
SPEAKER_00: So if you've got the host of the show that's coordinating with
20:51
SPEAKER_00: the shipping department team,
20:53
SPEAKER_00: whatever,
20:54
SPEAKER_00: to make sure that the right cards go to the right person,
21:00
SPEAKER_00: there's really only going to be one card.
21:04
SPEAKER_00: In inventory, because these are collectible.
21:06
SPEAKER_00: So if you open up a box of,
21:08
SPEAKER_00: I don't know,
21:09
SPEAKER_00: 100 cards for a sport,
21:10
SPEAKER_00: baseball,
21:11
SPEAKER_00: let's say,
21:11
SPEAKER_00: you open up a box of 100 baseball cards,
21:14
SPEAKER_00: and there's one card that's really dope that people just love,
21:17
SPEAKER_00: and they're like, oh, I'll give you 1,000.
21:19
SPEAKER_00: Oh, I'll give you 2,000.
21:20
SPEAKER_00: Oh, I'll give you 3,500 plus a hug.
21:25
SPEAKER_00: Well,
21:29
SPEAKER_00: what happens if that goes missing somewhere in transit?
21:34
SPEAKER_00: It's not like you can just go to your stockroom
21:35
SPEAKER_00: and pick out another one that's exactly the same and be like,
21:38
SPEAKER_00: all right, we'll ship your replacement.
21:39
SPEAKER_00: It's all good.
21:40
SPEAKER_00: Like UPS is dumb or sorry, UPS, FedEx or whomever else shipped it.
21:44
SPEAKER_00: You guys are dumb.
21:45
SPEAKER_00: They're error.
21:46
SPEAKER_00: We'll make it right.
21:48
SPEAKER_01: Insurance,
21:49
SPEAKER_01: tracking, like, Yeah,
21:52
SPEAKER_01: I would say that that is a risk anytime you're buying something rare and
21:56
SPEAKER_01: of value online that way.
21:58
SPEAKER_01: And I also wonder what happens if somebody is like, I'll take the lot.
22:02
SPEAKER_01: I'll take the lot for X amount, right?
22:05
SPEAKER_01: And again, we're assuming that these are live bids.
22:09
SPEAKER_01: No idea how it works, but it's a fascinating industry that they had no idea about.
22:16
SPEAKER_00: I would want some sort of
22:20
SPEAKER_00: Process mechanism in place where the buyer is the one who is putting in
22:25
SPEAKER_00: the information for payment, for shipping, for all that stuff.
22:28
SPEAKER_00: Because imagine they just DM you in a chat or something,
22:31
SPEAKER_00: DM the host in a chat or something,
22:33
SPEAKER_00: and that's why the host has to coordinate with the shipping department.
22:37
SPEAKER_00: There's a couple of failure points there.
22:40
SPEAKER_00: There's human error that can make that run amok really, really quickly.
22:44
SPEAKER_00: So I would hope that there's something that makes that a little bit more trackable,
22:48
SPEAKER_00: especially at scale.
22:49
SPEAKER_00: You know,
22:50
SPEAKER_00: like at scale,
22:50
SPEAKER_00: if you're talking about an audience with a show of a hundred people,
22:54
SPEAKER_00: that's very different than talking about like a show with an audience of
22:57
SPEAKER_00: a hundred thousand people all in one session.
23:00
SPEAKER_00: And live stream commerce is, it's huge in China.
23:04
SPEAKER_00: There are influencers,
23:07
SPEAKER_00: there are shopping influencers in China that are just like wild and they'll do shows
23:12
SPEAKER_00: with easily a couple hundred thousand people watching the show and buying stuff.
23:19
SPEAKER_00: Imagine that environment for something like this.
23:20
SPEAKER_00: That'd be super chaotic.
23:22
SPEAKER_01: So it's funny that you say that because the only kind of TikTok
23:27
SPEAKER_01: or whatever I have is for Roast the Post and I just upload videos and I don't engage
23:31
SPEAKER_01: or anything.
23:32
SPEAKER_01: But I do remember seeing something somewhere about an influencer
23:36
SPEAKER_01: in China who's really good at doing quick change outfits.
23:40
SPEAKER_01: And then it'll be like, somebody's narrating, she's changing the outfits, modeling them.
23:43
SPEAKER_01: And it's like, it's like this, it just goes and goes and goes.
23:47
SPEAKER_01: And then things are, then they're like, yep, this is sold out.
23:50
SPEAKER_01: Yep.
23:50
SPEAKER_01: That's sold out.
23:50
SPEAKER_01: Like that, it is a production.
23:52
SPEAKER_01: Like this is a new,
23:55
SPEAKER_01: like we're,
23:55
SPEAKER_01: we're too old farts talking about this because this is something that's like new
24:00
SPEAKER_01: to us.
24:00
SPEAKER_01: This is, this is different.
24:03
SPEAKER_01: But like,
24:03
SPEAKER_01: like we said at the top of the show,
24:05
SPEAKER_01: you can make a living with, Well,
24:07
SPEAKER_01: maybe a living,
24:08
SPEAKER_01: but you can earn money All sorts of wild ways these days,
24:13
SPEAKER_01: and social media has such a huge role in that.
24:16
SPEAKER_01: So, yeah, absolutely, this is a thing.
24:20
SPEAKER_01: This is very much a thing.
24:22
SPEAKER_01: Career, again,
24:23
SPEAKER_01: going back to the career,
24:24
SPEAKER_01: it's just me not being able to change the way I think about what a career is.
24:30
SPEAKER_00: It's interesting that you tie the word career to laddering and progression.
24:37
SPEAKER_01: Yeah.
24:38
SPEAKER_00: I've always thought of a career as a pathway that you follow,
24:42
SPEAKER_00: and it's not necessarily laddering and progression in the way that we think
24:46
SPEAKER_00: about it inside an organization, but it's related things.
24:50
SPEAKER_00: I've always thought about a career as like,
24:51
SPEAKER_00: I'm going to start doing this thing,
24:53
SPEAKER_00: and then I'm going to move on to doing this other thing that's kind of related to
24:56
SPEAKER_00: the first thing,
24:57
SPEAKER_00: and then I'm going to move on to doing this other thing that's kind of related to
25:01
SPEAKER_00: the first thing.
25:02
SPEAKER_00: So when these guys are promising a fulfilling career in And growth in that career
25:08
SPEAKER_00: through them, I struggle to understand that a little bit.
25:11
SPEAKER_00: Because it's like, how structurally, how would that actually work?
25:16
SPEAKER_00: Like, how can you promote them to more and bigger and better things
25:21
SPEAKER_00: within this organization when it's very clear that what you do is super,
25:25
SPEAKER_00: super niche?
25:27
SPEAKER_00: And it's guardrailed to this kind of one thing.
25:31
SPEAKER_00: So where does the career growth come in?
25:33
SPEAKER_00: That's something like, it sticks in my mind with this one for sure.
25:36
SPEAKER_00: I just, I can't fathom how the career growth unfolds in that environment.
25:40
SPEAKER_00: Personal growth, for sure.
25:42
SPEAKER_00: Get better at selling stuff online, sports cars, absolutely.
25:45
SPEAKER_00: You can get better at that.
25:46
SPEAKER_00: But growth, like real serious long-term growth, don't know.
25:51
SPEAKER_01: Yeah, absolutely.
25:53
SPEAKER_00: Let's move on to the requirements, the next section.
25:56
SPEAKER_00: So we have some more bullet points.
25:59
SPEAKER_00: Strong knowledge of sports cards, the hobby, and collecting.
26:04
SPEAKER_00: Exceptional communication and presentation skills with the ability to entertain
26:09
SPEAKER_00: and engage an audience for extended periods.
26:12
SPEAKER_00: A goal-oriented and eager mentality to learn about the industry.
26:17
SPEAKER_00: Experience in the industry is valued but not mandatory.
26:20
SPEAKER_00: Our team will get you up to speed.
26:22
SPEAKER_00: Two exclamation marks.
26:25
SPEAKER_00: As long as you come willing to learn, we are dedicated to making you a success.
26:30
SPEAKER_00: And then the very last bullet point in requirements is strong knowledge of the major sports.
26:37
SPEAKER_00: At least two of football, basketball, and baseball.
26:42
SPEAKER_00: Not hockey.
26:43
SPEAKER_01: No, hockey.
26:44
SPEAKER_01: Uh-uh.
26:45
SPEAKER_01: They hate the hockey.
26:47
SPEAKER_00: As a Canadian, I am deeply f***ing offended by that, but here we are.
26:51
SPEAKER_01: I mean, they must have their reasons.
26:53
SPEAKER_01: This is like, you've only unlocked some drama.
26:57
SPEAKER_00: Yeah, especially given that this is a Canadian company and this is in like Toronto, right?
27:02
SPEAKER_00: Like the home of the Maple Leafs.
27:04
SPEAKER_00: So because I was a little bit mad about that, I did a little bit of research on why that is.
27:10
SPEAKER_00: And it turns out that there's a very good reason why they don't want to be dealing
27:14
SPEAKER_00: in hockey memorabilia.
27:18
SPEAKER_00: That's a fun word for a Wednesday, hockey memorabilia.
27:22
SPEAKER_00: It's because there's a small market for it compared to the other sports.
27:25
SPEAKER_00: Hockey's not as widely followed,
27:27
SPEAKER_00: loved, known at the professional level as the other sports that they talk about.
27:32
SPEAKER_00: And there's also a lower pool of collectors, smaller pool of collectors.
27:37
SPEAKER_00: So with that in mind,
27:39
SPEAKER_00: the reason behind it is,
27:40
SPEAKER_00: okay, fewer collectors, then the value of these things is going to be less.
27:45
SPEAKER_00: And they've probably looked at it before and said, okay, let's try hockey.
27:49
SPEAKER_00: And then the hockey thing doesn't pan out.
27:51
SPEAKER_00: They can't make enough money off of it or it just like doesn't work.
27:54
SPEAKER_00: Maybe they can't attract a big enough audience to make their model work,
27:57
SPEAKER_00: to make their live streams work.
27:59
SPEAKER_00: Who knows?
28:00
SPEAKER_00: But TLDR, what I got out of the research is hockey small, everything else big, no hockey.
28:06
SPEAKER_01: So this is really interesting to me because we know that like soccer, did they say soccer?
28:13
SPEAKER_01: What were the sports?
28:13
SPEAKER_01: They said football, soccer, baseball.
28:16
SPEAKER_00: Yeah.
28:17
SPEAKER_00: No, they didn't say soccer.
28:18
SPEAKER_00: They said football, basketball, and baseball.
28:23
SPEAKER_01: Oh, interesting.
28:24
SPEAKER_01: Okay.
28:25
SPEAKER_00: Yeah.
28:26
SPEAKER_01: That changes my thought on that.
28:28
SPEAKER_00: It's kind of a signal.
28:29
SPEAKER_00: It's kind of a signal, right?
28:30
SPEAKER_00: Like that, where are those three sports popular?
28:33
SPEAKER_00: That's kind of a signal of what they're looking for, who they're going to market to.
28:38
SPEAKER_00: Those three sports specifically, super popular in the US.
28:42
SPEAKER_00: And if you follow the money line, what's the biggest consumer market in the world?
28:47
SPEAKER_00: US.
28:48
SPEAKER_00: What's the biggest collectibles market in the world?
28:50
SPEAKER_00: US.
28:51
SPEAKER_00: So all of this is kind of pointing to the US market as a focal point
28:55
SPEAKER_00: for this organization, even though it is based here in Canada and Toronto.
28:59
SPEAKER_01: Yeah,
28:59
SPEAKER_01: that's interesting because that's where I was going with that was kind of what is
29:02
SPEAKER_01: the market?
29:03
SPEAKER_01: Who are they trying to attract?
29:05
SPEAKER_01: Because baseball is quite big internationally,
29:08
SPEAKER_01: but I think that they're focusing on a specific,
29:11
SPEAKER_01: and same as soccer,
29:12
SPEAKER_01: as we know, World Cup just happened, but they're focusing on a specific market.
29:17
SPEAKER_01: The hockey thing is interesting to me because back in my day, like-
29:21
SPEAKER_00: I'm still mad about it.
29:22
SPEAKER_01: It was all about the hockey cards.
29:23
SPEAKER_01: That was the thing, but then we're two Canadians, so of course it was, right?
29:28
SPEAKER_01: Yeah, yeah.
29:29
SPEAKER_01: Plus, back
29:30
SPEAKER_00: in the day,
29:30
SPEAKER_00: we could trade our hockey cards for two pieces of bubblegum and a day-old blueberry,
29:35
SPEAKER_00: and that'd
29:35
SPEAKER_01: be good.
29:36
SPEAKER_01: What?
29:38
SPEAKER_00: I don't know.
29:39
SPEAKER_00: It's hump day.
29:40
SPEAKER_00: What do you want from me?
29:41
SPEAKER_01: It's hump day.
29:43
SPEAKER_01: I was like, wait, did you do that in your town?
29:47
SPEAKER_01: Mine would be more like a couple of single cigarettes.
29:51
SPEAKER_00: I mean, I am from the country, so.
29:53
SPEAKER_01: There you go.
29:54
SPEAKER_01: Yeah.
29:55
SPEAKER_01: What was interesting to me was when they talk about the requirements,
30:00
SPEAKER_01: a lot of it is personality-based,
30:01
SPEAKER_01: and so I'm curious as to what the application process is like.
30:05
SPEAKER_01: And you hinted at the beginning of the show that there is some talk about
30:09
SPEAKER_01: the application process, which I'm finding more and more with this show.
30:12
SPEAKER_01: I'm very much interested in the application process,
30:16
SPEAKER_01: almost as equally as I am about the job ad itself,
30:19
SPEAKER_01: because there are some really wacky application requirements out there.
30:24
SPEAKER_01: So I just wonder how they assess it.
30:26
SPEAKER_01: And my guess will be you have to submit a video,
30:30
SPEAKER_01: like you have to submit a video of yourself doing some kind of
30:38
SPEAKER_01: That's my guess.
30:39
SPEAKER_01: And then they go from there, then they shortlist.
30:41
SPEAKER_01: But yeah, if they talk about that, I'm curious to hear.
30:45
SPEAKER_00: Well, I'm going to write down that guess because your question will be answered for sure.
30:51
SPEAKER_00: I can guarantee you that.
30:55
SPEAKER_00: Next section is skills and qualities.
30:57
SPEAKER_00: So we have some more bullet points.
30:59
SPEAKER_00: Passionate about sports.
31:01
SPEAKER_00: Charismatic, high energy, with a natural on-camera presence, so you clocked it.
31:07
SPEAKER_00: Detail-oriented, especially when handling and evaluating sports cards.
31:11
SPEAKER_00: In other words, don't f*** up the $5.5 million Mickey Mantle that you opened in your box.
31:18
SPEAKER_00: Strong community building skills, self-motivated and able to work independently.
31:24
SPEAKER_00: And then it says bonuses are available for those with sports cards
31:29
SPEAKER_00: and breaking knowledge or experience.
31:32
SPEAKER_00: That's what it says.
31:33
SPEAKER_00: I'm not entirely sure what it means, but that's what it says.
31:36
SPEAKER_01: Bonuses are available if you have your own sports cards.
31:41
SPEAKER_00: I guess so.
31:42
SPEAKER_00: It kind of reads like they will give you a cookie if you have your own sports cards
31:46
SPEAKER_00: and if you've done this sports card breaking thing before.
31:49
SPEAKER_00: That's what I read out of this, but it's a little bit unclear, that last sentence.
31:53
SPEAKER_01: Well, and so they do,
31:56
SPEAKER_01: it's not that it contradicts itself,
31:58
SPEAKER_01: but they do mention at some point you don't need to have like experience if you're
32:02
SPEAKER_01: the right person will kind of train you up,
32:04
SPEAKER_01: but then they're saying, but then you will be rewarded if you have experience.
32:09
SPEAKER_01: So that's I don't know.
32:11
SPEAKER_01: That's a little bit odd.
32:12
SPEAKER_01: It would be interesting to see how compensation is determined,
32:16
SPEAKER_01: if there's a band or salary or whatever.
32:18
SPEAKER_01: I also, as it's written again,
32:24
SPEAKER_01: I haven't seen it before,
32:25
SPEAKER_01: so I'm just going by what you're reading, which you said is verbatim.
32:29
SPEAKER_01: It's very repetitive.
32:30
SPEAKER_01: There's a lot of redundancy in this job ad.
32:34
SPEAKER_01: I think that they could really have written this as almost like a really compelling story.
32:39
SPEAKER_01: And then gone from there.
32:41
SPEAKER_01: Like again,
32:41
SPEAKER_01: you don't have to use this template of like skill,
32:44
SPEAKER_01: like headline bullet points, headline bullet point.
32:47
SPEAKER_01: You can make it whatever you want it to be.
32:49
SPEAKER_01: And this is a really good example of a job ad that just doesn't need to be done in
32:54
SPEAKER_01: a traditional way.
32:55
SPEAKER_01: It can just be a compelling and interesting story.
32:59
SPEAKER_01: But instead, they're just repeating themselves over and over again.
33:02
SPEAKER_01: Like we get it.
33:03
SPEAKER_01: You have to be passionate about ball sports.
33:05
SPEAKER_01: Okay, let's move on.
33:06
SPEAKER_00: It's got to have balls.
33:07
SPEAKER_00: Got to be sports.
33:08
SPEAKER_01: Yeah.
33:09
SPEAKER_01: Yeah.
33:09
SPEAKER_01: Give us different information.
33:10
SPEAKER_01: What else, what else you got?
33:11
SPEAKER_00: So let's go into, so to, to answer kind of the big picture question about salary.
33:18
SPEAKER_00: Yep.
33:19
SPEAKER_00: They list a salary range and we're going to have some things to say about that.
33:24
SPEAKER_00: But before we get to salary, there's a section at the very end, well, two little sections.
33:31
SPEAKER_00: There's a section how to apply,
33:34
SPEAKER_00: there's a section benefits, and then there's some application questions.
33:38
SPEAKER_00: I'm going to go through the benefits first because that's very short.
33:41
SPEAKER_00: Basically, they list three, casual dress, flexible schedule, and on-site parking.
33:47
SPEAKER_00: Those are your benefits that are listed.
33:49
SPEAKER_01: Okay.
33:51
SPEAKER_00: Wait, did they say
33:52
SPEAKER_01: it was in person?
33:53
SPEAKER_01: I can't remember.
33:54
SPEAKER_01: I thought we didn't know if it was in person.
33:57
SPEAKER_00: So that is covered in the section how to apply.
34:01
SPEAKER_00: And it does say work location is in person.
34:04
SPEAKER_00: So we can infer because this is in person,
34:08
SPEAKER_00: we can infer that they have a studio on the location and they want you to work out
34:11
SPEAKER_00: of their studio.
34:12
SPEAKER_00: That would be the only reason to have a job like this be in person.
34:17
SPEAKER_00: So yeah, it's in person.
34:19
SPEAKER_00: How to apply.
34:20
SPEAKER_00: They say,
34:21
SPEAKER_00: please send your resume,
34:22
SPEAKER_00: a cover letter,
34:23
SPEAKER_00: and a short video explaining why you're the perfect fit for this role.
34:28
SPEAKER_00: Demonstrating the required skills to, then they just have an email address.
34:32
SPEAKER_00: There's no ATS or anything here.
34:35
SPEAKER_00: Or by applying through Indeed.
34:38
SPEAKER_00: While the short video is not mandatory,
34:40
SPEAKER_00: we recommend it so that we can get a sense of your personality on camera.
34:45
SPEAKER_00: Then they close off by saying, company redacted is an equal opportunity employer.
34:50
SPEAKER_00: We celebrate diversity and are committed to creating an inclusive environment for all employees.
34:56
SPEAKER_00: Then a couple of little job classification things.
34:59
SPEAKER_00: It says full-time or part-time and expected hours are 20 to 40 hours.
35:05
SPEAKER_00: They have those little details there.
35:09
SPEAKER_00: So that kind of tells me,
35:11
SPEAKER_00: it signals to me that they're not quite sure how much you're going to be working.
35:17
SPEAKER_00: They don't really know what this is really going So they're saying full-time,
35:23
SPEAKER_00: part-time, don't know.
35:25
SPEAKER_00: Or maybe they want to build it around the person that they end up hiring.
35:28
SPEAKER_00: Maybe that person has specific scheduling needs and they're willing to work with it.
35:34
SPEAKER_00: Either of those stories, I'm not sure which one it is.
35:37
SPEAKER_00: They don't really give more information than what they've just put down in
35:39
SPEAKER_00: that section,
35:40
SPEAKER_00: which is a bit of a shame because they could have used that as an opportunity
35:43
SPEAKER_00: to tell us more.
35:45
SPEAKER_01: Yeah, and to say, like, we don't know yet.
35:47
SPEAKER_01: We'll design this around the person.
35:51
SPEAKER_01: You had said something, and then I completely lost my train.
35:55
SPEAKER_01: But 20 to 40 hours, interesting.
35:57
SPEAKER_01: That's a big deal for someone.
35:59
SPEAKER_01: Like, is it 20 or is it 40?
36:02
SPEAKER_01: Because one is, I can pay my rent, and one is, I need another job.
36:08
SPEAKER_01: So...
36:10
SPEAKER_01: Yeah, that's an interesting point to me.
36:14
SPEAKER_01: Yeah, I lost my train of what you had said previously,
36:18
SPEAKER_01: but I'm sure it was really important and very insightful.
36:24
SPEAKER_01: Very insightful.
36:25
SPEAKER_01: Um, no, you, you'd said, oh, okay, here, here it is.
36:29
SPEAKER_01: The video thing where it says it's not mandatory.
36:33
SPEAKER_01: I'm not a big fan of like video interviews.
36:36
SPEAKER_01: Neither are you.
36:37
SPEAKER_01: However,
36:38
SPEAKER_01: this is the rare case in which I would argue it is necessary to have people apply
36:43
SPEAKER_01: by submitting a video.
36:44
SPEAKER_01: So like, why are they so chill about it?
36:47
SPEAKER_01: Like, you want people to submit that.
36:50
SPEAKER_01: You need to see how people are on camera.
36:53
SPEAKER_01: Uh, Weird that they wouldn't,
36:56
SPEAKER_01: that they would explicitly say it's,
36:57
SPEAKER_01: while it's not mandatory, because I'm like, but yeah, it is mandatory.
37:01
SPEAKER_01: So yeah.
37:02
SPEAKER_01: Yeah.
37:03
SPEAKER_00: Yeah.
37:04
SPEAKER_00: I almost think of this like an actor, right?
37:07
SPEAKER_00: Like if you're an actor and you're not a big name actor, do you get a gig without auditioning?
37:15
SPEAKER_01: Yeah.
37:16
SPEAKER_00: No.
37:17
SPEAKER_00: Why would this be any different?
37:18
SPEAKER_00: Because the job is being on camera in front of people and having a personality.
37:24
SPEAKER_00: I won't exactly call it an executive presence,
37:27
SPEAKER_00: but there has to be a personality attached to this nonetheless or it's not going
37:30
SPEAKER_00: to work, right?
37:31
SPEAKER_00: Can you imagine someone with the personality of a two-day-old dead doorknob applying
37:36
SPEAKER_00: for this job and getting it?
37:37
SPEAKER_00: I sure can.
37:39
SPEAKER_01: Absolutely.
37:39
SPEAKER_01: Yeah, I would say that that is absolutely a requirement.
37:42
SPEAKER_01: Yeah.
37:43
SPEAKER_00: Yeah.
37:44
SPEAKER_00: So let's, we have a salary range.
37:47
SPEAKER_00: So before we go into the intermission, let's guess the salary.
37:52
SPEAKER_00: And again,
37:52
SPEAKER_00: for the folks who are joining us in the live studio audience,
37:55
SPEAKER_00: if you want to read through the job ad yourself,
37:57
SPEAKER_00: if you want to vote on the job ad and the role design,
38:00
SPEAKER_00: head to vote.roastthepost.show and you'll have links to both those things.
38:05
SPEAKER_00: So before we go to the intermission, salary range.
38:09
SPEAKER_00: This is a salary range.
38:11
SPEAKER_00: It is a salary range.
38:13
SPEAKER_00: What do you think this job is worth?
38:16
SPEAKER_00: Which is a hell of a question for me to ask, I realize, but give it a go.
38:19
SPEAKER_00: The old college try or whatever.
38:21
SPEAKER_01: Okay, so listeners know I hate this part,
38:25
SPEAKER_01: and I don't see the job ad in advance,
38:28
SPEAKER_01: but I did accidentally click on the link that has the job ad,
38:34
SPEAKER_01: and then I saw the salary, so I want to be super honest about that.
38:37
SPEAKER_01: Okay.
38:39
SPEAKER_01: But before I saw it, I had a bit of a guess.
38:43
SPEAKER_01: And I was going to say, again, depends on the hours.
38:47
SPEAKER_01: Is it 20 hours?
38:48
SPEAKER_01: Is it 40 hours?
38:49
SPEAKER_01: So then my thought was going to, well, maybe this is an hourly type rate.
38:54
SPEAKER_01: But yeah, before I saw the salary range, I was thinking maybe like $100,000.
38:59
SPEAKER_01: But sliding scale, depending on your hours, that was my guess.
39:03
SPEAKER_00: Yeah, so if we're thinking hourly,
39:07
SPEAKER_00: $100,000 a year for,
39:08
SPEAKER_00: let's say, a 40-hour workweek
39:13
SPEAKER_00: works out to a little shy of $50 an hour.
39:16
SPEAKER_00: So that sounds like a decent rate of pay for something like this.
39:21
SPEAKER_00: I'll be honest with you,
39:21
SPEAKER_00: if you were the one hosting this week and you brought this job ad forward,
39:25
SPEAKER_00: I've been like...
39:26
SPEAKER_00: I have no idea.
39:27
SPEAKER_00: I have absolutely no idea.
39:29
SPEAKER_00: Will they give you a rookie card as trade for holding this and then you can option
39:34
SPEAKER_00: the rookie card and that's your compensation?
39:38
SPEAKER_00: Do you take part in the revenue?
39:40
SPEAKER_00: Is there a rev share?
39:41
SPEAKER_00: I would have been going down more that road.
39:43
SPEAKER_00: But to my surprise,
39:46
SPEAKER_00: The salary range that they posted is a salary,
39:49
SPEAKER_00: and it's $60,000 per year to $120,000 per year.
39:51
SPEAKER_00: So your guess would have been pretty on point.
39:59
SPEAKER_00: It would have been pretty on point.
40:01
SPEAKER_00: For the international audience that are going to be listening or watching the show,
40:05
SPEAKER_00: that works out to, in US dollars, $43,000 to $86,000 a year.
40:08
SPEAKER_00: In Euros, $37,000 to $74,000 a year.
40:10
SPEAKER_00: Pounds sterling in the UK, $32,000 to $64,000 a year.
40:12
SPEAKER_00: And if you're in Australia,
40:13
SPEAKER_00: all of the 17 people in Australia who listen to the show regularly,
40:15
SPEAKER_00: $61,000 to $122,000 Australian dollars per year.
40:17
SPEAKER_00: So that's the salary.
40:29
SPEAKER_01: And I would assume, I know they mentioned like bonus if you have your own cards.
40:34
SPEAKER_01: We don't know what that means.
40:35
SPEAKER_01: I feel like they meant something and maybe it didn't translate or we just don't know.
40:39
SPEAKER_01: But I would expect definitely bonuses, like revenue sharing type things.
40:44
SPEAKER_01: And then if I were this person,
40:45
SPEAKER_01: I would bake into my employment contract that,
40:51
SPEAKER_01: you know, Really generous increases based on certain KPIs, right?
40:58
SPEAKER_01: Like a dedicated audience or fan base or this or that.
41:02
SPEAKER_01: I would absolutely make sure that that was baked in.
41:06
SPEAKER_01: And the company should too,
41:07
SPEAKER_01: because for the reasons we talked about, you want to keep this person.
41:10
SPEAKER_01: So you need to have some levers built in to ensure that they don't start peeking
41:17
SPEAKER_01: over the fence and seeing what else is out there.
41:19
SPEAKER_00: Yeah.
41:20
SPEAKER_00: Maybe that's,
41:21
SPEAKER_00: maybe when they say bonus,
41:22
SPEAKER_00: maybe we interpret it as bonus,
41:24
SPEAKER_00: like performance bonus,
41:25
SPEAKER_00: because that's,
41:26
SPEAKER_00: you know, kind of the mold that we're in and we think about job ads this way.
41:31
SPEAKER_00: Maybe they just meant like it was a nice to have,
41:34
SPEAKER_00: like you get bonus points if you have your own cards or have done this before.
41:38
SPEAKER_00: Might have been that, might have been that.
41:41
SPEAKER_01: Oh my God.
41:41
SPEAKER_01: Okay.
41:42
SPEAKER_01: Yes, you're right.
41:43
SPEAKER_01: And I'm also like,
41:44
SPEAKER_01: I just took a peek again at the job ad and they're saying like,
41:47
SPEAKER_01: Yeah, bonuses are available for those.
41:49
SPEAKER_01: I thought you meant with sports cards.
41:52
SPEAKER_01: Like, you have your own sports cards and you get a bonus, but they're saying knowledge.
41:57
SPEAKER_01: They're saying sports card and breaking knowledge slash experience,
42:01
SPEAKER_01: which they've said several times.
42:03
SPEAKER_01: And so, I read that.
42:05
SPEAKER_01: Like, yeah,
42:05
SPEAKER_01: I read that as you get a bonus when you bring your own sports cards to the table,
42:09
SPEAKER_01: but they're saying it's experience.
42:12
SPEAKER_01: So, maybe it is.
42:12
SPEAKER_01: Like, yeah, bonus bonus.
42:15
SPEAKER_01: Bonus to us, if you have this experience, they're not necessarily saying...
42:19
SPEAKER_00: It's strangely phrased, though, that sentence.
42:22
SPEAKER_01: It's worded very...
42:23
SPEAKER_01: It's strangely phrased.
42:24
SPEAKER_00: Yeah, it's very strangely phrased.
42:26
SPEAKER_01: It is strangely phrased.
42:29
SPEAKER_00: It is.
42:29
SPEAKER_00: It is strangely phrased.
42:31
SPEAKER_00: Let's say it again, because it's actually kind of strangely phrased.
42:33
SPEAKER_01: It is.
42:34
SPEAKER_01: It is strangely.
42:36
SPEAKER_01: One might say it could be strangely phrased.
42:41
SPEAKER_00: There are three questions that they ask before we go into the intermission.
42:45
SPEAKER_00: So when you apply, they want you to answer these three questions.
42:49
SPEAKER_00: Question one, do you already collect cards?
42:52
SPEAKER_00: Question two, are you a part of the hobby?
42:57
SPEAKER_00: That's what they say verbatim.
42:59
SPEAKER_00: And question three, what is your hottest sports take?
43:04
SPEAKER_00: They want you to answer those questions in the email where you send
43:07
SPEAKER_00: in like your resume and cover letter and link to the video or whatever.
43:11
SPEAKER_00: I found that kind of weird.
43:12
SPEAKER_00: Do you already collect cards?
43:13
SPEAKER_00: Valid question, 100%.
43:17
SPEAKER_00: The middle one, are you a part of the hobby?
43:20
SPEAKER_00: I don't get that.
43:21
SPEAKER_00: I don't understand it.
43:22
SPEAKER_01: But this is where we go back to all organizations
43:26
SPEAKER_01: and organizational cultures have their own pattern language.
43:29
SPEAKER_01: And so maybe this is some kind of ecosystem language that we just don't know.
43:34
SPEAKER_01: Maybe people say, oh yeah, I'm part of the hobby.
43:36
SPEAKER_01: I get it.
43:38
SPEAKER_01: And we're like, what does that mean?
43:41
SPEAKER_01: And so...
43:43
SPEAKER_01: It is useful to use your pattern language,
43:47
SPEAKER_01: your cultural language, when you're trying to attract a specific person.
43:51
SPEAKER_01: And so it's that, like, if you know, you know.
43:53
SPEAKER_01: And so maybe somebody hears that or reads that and they're like,
43:56
SPEAKER_01: yeah, gotcha, I know what that means.
43:57
SPEAKER_01: That's a good point.
43:59
SPEAKER_01: So maybe it's a moot point.
44:01
SPEAKER_01: Like, maybe it means something to people.
44:04
SPEAKER_01: But definitely, like, we've said don't.
44:08
SPEAKER_01: Lean too hard on your pattern language because you might alienate really good candidates.
44:13
SPEAKER_01: But I would say that's more for a general type role.
44:16
SPEAKER_01: This is really niche and specific.
44:17
SPEAKER_01: And in that case,
44:19
SPEAKER_01: you really want to lean into everything that makes that culture
44:23
SPEAKER_01: in your world what it is.
44:25
SPEAKER_01: Because then you and that candidate will find each other because you'll be on
44:29
SPEAKER_01: the same wavelength.
44:30
SPEAKER_01: So there are times when you lean on it.
44:32
SPEAKER_01: There's sometimes when you avoid it.
44:34
SPEAKER_01: And knowing the difference is really key, I would say.
44:37
SPEAKER_00: Yeah, that could be,
44:39
SPEAKER_00: if that's the case,
44:40
SPEAKER_00: and if like the phrase,
44:41
SPEAKER_00: the hobby is a part of the vernacular in this like little niche,
44:46
SPEAKER_00: that could be a pretty powerful filtering point too, right?
44:51
SPEAKER_00: Like the answer to that question will signal to the organization
44:54
SPEAKER_00: that this person is like clicked in to that cultural niche that they want you
44:59
SPEAKER_00: to understand.
45:00
SPEAKER_00: So if it's intentional, Filtering point.
45:03
SPEAKER_00: Maybe it's really good.
45:04
SPEAKER_00: And maybe at the same kind of time,
45:06
SPEAKER_00: it's like,
45:06
SPEAKER_00: all right,
45:07
SPEAKER_00: so this bald dude who applied to the job and doesn't know why we're asking if he's
45:12
SPEAKER_00: a part of the hobby,
45:13
SPEAKER_00: maybe we don't hire him because he doesn't actually know what's going on.
45:16
SPEAKER_00: That would be valid because I know nothing about this.
45:18
SPEAKER_01: Listen, let me tell you, back in the day, I applied for and got an interview for Mac Cosmetics.
45:26
SPEAKER_01: I'm sure lots of people have heard of Mac Cosmetics.
45:31
SPEAKER_01: And I thought I was prepared for the interview.
45:34
SPEAKER_01: But when they asked me what Mac stood for, I couldn't tell them.
45:40
SPEAKER_01: And that was like a filtering thing, right?
45:41
SPEAKER_01: Like I bombed the interview from the first question
45:44
SPEAKER_01: because I couldn't tell them what Mac stood for.
45:45
SPEAKER_01: And it's exactly like you said,
45:49
SPEAKER_01: it's almost like this question of, yeah, are you one of us or not?
45:56
SPEAKER_01: That being said, maybe it's a typo.
45:58
SPEAKER_01: Maybe they're talking about The Hobbit.
46:00
SPEAKER_01: Maybe they're like, are you into The Hobbit too?
46:03
SPEAKER_01: My question for you is,
46:05
SPEAKER_01: are those three questions that they ask part of the application process
46:08
SPEAKER_01: or is it just tagged on to the job ad?
46:11
SPEAKER_00: It's tagged onto the job ad.
46:14
SPEAKER_00: I think what they're trying to say is,
46:18
SPEAKER_00: when you email us your stuff, also answer these questions.
46:22
SPEAKER_00: There isn't a link that you click to answer the questions.
46:24
SPEAKER_00: There's no system or anything like that.
46:26
SPEAKER_00: It's just kind of like, tell us these things.
46:30
SPEAKER_01: Yeah.
46:31
SPEAKER_00: And that unto itself is kind of like a signal about the size of the organization.
46:34
SPEAKER_00: You know,
46:35
SPEAKER_00: we don't know the size of this organization,
46:37
SPEAKER_00: but everything is kind of pointing to this is like a retail storefront operation,
46:43
SPEAKER_00: mom and pop, and they've figured out this other part of their business model.
46:47
SPEAKER_00: They built a studio somewhere in the back,
46:49
SPEAKER_00: and now they do all of this online stuff on top of their storefront
46:52
SPEAKER_00: to augment their revenue.
46:54
SPEAKER_00: Like all the signs kind of point to that in my books.
46:57
SPEAKER_01: And it's very specific, obviously, to sports.
46:59
SPEAKER_01: But I wonder if,
47:01
SPEAKER_01: because there are stores that have the sports and then they have the video games and
47:05
SPEAKER_01: then they have all these different kind of like niche things within it.
47:08
SPEAKER_01: Yeah.
47:10
SPEAKER_01: And I wonder if it's one of those stores that they sell all of those types
47:13
SPEAKER_01: of things,
47:14
SPEAKER_01: collectibles,
47:15
SPEAKER_01: and then maybe they're trying to do these certain channels
47:18
SPEAKER_01: to target specific interests,
47:22
SPEAKER_01: or are they just a sports trading card shop, memorabilia shop?
47:27
SPEAKER_01: Who knows, but...
47:28
SPEAKER_00: Yeah.
47:29
SPEAKER_01: Who knows?
47:30
SPEAKER_00: Who knows?
47:31
SPEAKER_00: All right.
47:32
SPEAKER_00: So we're going to go into the intermission now.
47:34
SPEAKER_00: I will send you the job link that you already clicked on.
47:37
SPEAKER_00: So I guess I don't need to send it.
47:39
SPEAKER_00: Read through the job ad and then we will come back shortly with our final ratings on
47:45
SPEAKER_00: the job ad and the role design.
47:58
SPEAKER_00: All right, Jen, welcome back.
48:01
SPEAKER_00: You have read the job ad now and you are prepared to give it the full roast and
48:07
SPEAKER_00: the critique or, you know, maybe put a gold star on it.
48:10
SPEAKER_00: We will see.
48:12
SPEAKER_00: When we're rating the job ad, we do two different dimensions.
48:15
SPEAKER_00: One is rating the job ad itself.
48:17
SPEAKER_00: How is it written for the folks at home?
48:19
SPEAKER_00: Is it sustainable, et cetera, et cetera?
48:22
SPEAKER_00: What is the job ad like?
48:24
SPEAKER_00: Does it work?
48:26
SPEAKER_00: Other dimension that we rate is the role design.
48:30
SPEAKER_00: So does the role make sense?
48:32
SPEAKER_00: Is this something that someone can do long term or is a bit of a hot mess?
48:36
SPEAKER_00: What does that all look like?
48:38
SPEAKER_00: And we rate those out of 10.
48:40
SPEAKER_00: So Jen, thinking about the job ad, what did you score that and why?
48:46
SPEAKER_01: So I really like the job ad.
48:49
SPEAKER_01: I gave it a...
48:51
SPEAKER_01: I'm giving it a 7 out of 10.
48:53
SPEAKER_01: They list a salary.
48:55
SPEAKER_01: They have like accommodation type statement in there.
49:03
SPEAKER_01: There's a lot of transparency, kind of like there's transparency, but then there's not, right?
49:08
SPEAKER_01: So they'll say 20 to 40 hours, whatever.
49:10
SPEAKER_01: I think it's a modern job.
49:13
SPEAKER_01: And I think maybe that's why I like it.
49:15
SPEAKER_01: And we are Starting to see more of these kind of different ideas of what a career can be.
49:21
SPEAKER_01: I thought there was a missed opportunity.
49:24
SPEAKER_01: There are details missing, but that's more job design.
49:27
SPEAKER_01: I think there is a missed opportunity.
49:28
SPEAKER_01: Like you said that you found this on Indeed.
49:30
SPEAKER_01: I'm wondering where they could have posted it to make it look Like a sports card, right?
49:39
SPEAKER_01: Something creative.
49:40
SPEAKER_01: We go back to this a lot,
49:42
SPEAKER_01: but just because this is what job ad templates look like doesn't mean you have
49:46
SPEAKER_01: to use that.
49:47
SPEAKER_01: And then I get that you can't necessarily post that on Indeed,
49:52
SPEAKER_01: but you can basically say on Indeed, here's the job, here's a link to...
49:58
SPEAKER_01: But there are really cool opportunities to kind of...
50:26
SPEAKER_01: What about the role design?
50:27
SPEAKER_01: Yeah, the role design, a little bit less.
50:28
SPEAKER_01: I gave it a 5 out of 10.
50:29
SPEAKER_01: They talk a lot about charismatic and personality and things like that,
50:32
SPEAKER_01: and it's really hard to define success in that way,
50:34
SPEAKER_01: and it would have been nice if they
50:37
SPEAKER_01: talked about what that would look like.
50:52
SPEAKER_01: You know, like subscriber count or this and that.
50:55
SPEAKER_01: So there is no definition of that.
50:57
SPEAKER_01: And you're kind of left at their mercy unless they're open to co-creating that
51:00
SPEAKER_01: with you and what that looks like.
51:02
SPEAKER_01: And I mentioned this earlier,
51:03
SPEAKER_01: make sure that that's baked into your employment agreement,
51:05
SPEAKER_01: your employment contract with them,
51:07
SPEAKER_01: so that it's very clear that you can, as you're...
51:12
SPEAKER_01: Mm-hmm.
51:12
SPEAKER_01: Mm-hmm.
51:12
SPEAKER_01: Mm-hmm.
51:42
SPEAKER_01: And so to me, inevitably, you're going to run into intellectual property type issues here.
51:48
SPEAKER_01: And if you do want to branch on and do your own thing, how much of that do you get to retain?
51:53
SPEAKER_01: Are there catchphrases that you come up with that remain with that company?
51:58
SPEAKER_01: This is going to be a really big issue.
51:59
SPEAKER_01: So I would make sure absolutely that if you get this gig, you've got a pretty good job.
52:05
SPEAKER_01: Yeah, and that...
52:31
SPEAKER_00: There's some tension between those two things because typically
52:34
SPEAKER_00: in employment agreements,
52:36
SPEAKER_00: you would have in your employment agreement that everything produced is owned by
52:40
SPEAKER_00: the company.
52:41
SPEAKER_00: IP, work product, everything else, it's all owned by the company.
52:47
SPEAKER_00: But this is kind of saying, I don't know, we're going to help you develop your own IP.
52:52
SPEAKER_00: What's true?
52:54
SPEAKER_00: Or have they just not thought through it?
52:56
SPEAKER_01: And why would they want?
52:56
SPEAKER_01: Yeah, I feel like maybe they haven't thought it through.
52:58
SPEAKER_01: I feel like maybe they're stuck on making it seem really alluring to people and like
53:05
SPEAKER_01: a really good opportunity.
53:06
SPEAKER_01: And maybe they're missing the whole kind of point of this and like,
53:11
SPEAKER_01: what are they doing this for?
53:13
SPEAKER_01: And it also is a little bit sus, if I'm being honest now that I think about it.
53:17
SPEAKER_01: Like, what kind of rando company is just...
53:21
SPEAKER_01: Yeah.
53:21
SPEAKER_01: So the studio audience was kind of with you on the ratings.
53:24
SPEAKER_01: The average score for the job ad itself was a little bit over eight.
53:26
SPEAKER_01: So it was quite favorably received.
53:29
SPEAKER_01: And the average rating was a little bit over eight.
53:49
SPEAKER_00: For me personally, I was in the same ballpark too.
54:05
SPEAKER_00: The job ad, I also gave it an 8.
54:08
SPEAKER_00: The job ad, it's fairly well written.
54:11
SPEAKER_00: It's simple, it's short, it's to the point.
54:13
SPEAKER_00: There are some contradictions in the job ad that are a little bit curious to me.
54:18
SPEAKER_00: Some of the phrasing is a little bit curious, but the story that it really tells you, though...
54:26
SPEAKER_00: Is that they're creating a job that is completely new,
54:31
SPEAKER_00: digital economy, it's untraditional, and if you were the kind of person...
54:38
SPEAKER_00: Who, you know,
54:39
SPEAKER_00: 20 years ago loved to be on camera and your job option was to go work for
54:43
SPEAKER_00: a major network and host like a talk show or something else.
54:46
SPEAKER_00: They're saying, no, you know, that doesn't have to be your pathway.
54:50
SPEAKER_00: You can immediately be on camera with us and talk about what you're passionate,
54:54
SPEAKER_00: what you're knowledgeable about and kind of build this brand,
54:57
SPEAKER_00: like we'll support you.
54:59
SPEAKER_00: That was the story they were telling, which I thought was quite good.
55:02
SPEAKER_00: It was quite positive.
55:03
SPEAKER_00: Yeah.
55:04
SPEAKER_00: Some of those things,
55:04
SPEAKER_00: a little bit weird,
55:05
SPEAKER_00: like the IP thing,
55:07
SPEAKER_00: I don't think it's sus personally or there's anything weird going on.
55:10
SPEAKER_00: I think they just haven't thought it through.
55:12
SPEAKER_00: That's the read that I take from this.
55:14
SPEAKER_00: They just haven't thought it through.
55:15
SPEAKER_00: They haven't given a lot of thought what it actually means and what
55:18
SPEAKER_00: the implications are from that.
55:20
SPEAKER_00: So I don't pick up something nefarious about this.
55:24
SPEAKER_00: The role design, role design's tough.
55:28
SPEAKER_00: I mean, the role design basically is what you're saying is like,
55:33
SPEAKER_00: This person, you, you get this job, you're going to be on camera.
55:37
SPEAKER_00: You're going to be in front of the camera and your job is to sell stuff.
55:41
SPEAKER_00: That's really what it is.
55:43
SPEAKER_00: So it's like, That's kind of hard.
55:46
SPEAKER_00: But at the same time, there are things in there that are a little bit confusing.
55:50
SPEAKER_00: Like they talked about part of your job is going to be ensuring
55:54
SPEAKER_00: that stuff gets shipped to the right place by working with the shipping department.
55:58
SPEAKER_00: Part of the job is like you'll work with the social media team to build your own personal brand.
56:03
SPEAKER_00: Those things are...
56:06
SPEAKER_00: A little bit strange.
56:07
SPEAKER_00: I get the personal branding thing.
56:09
SPEAKER_00: I don't get the shipping thing.
56:11
SPEAKER_00: So for me,
56:11
SPEAKER_00: because there's like such a lack of detail and clarity and because the detail
56:15
SPEAKER_00: and clarity that we have seems to be a bit contradictory,
56:19
SPEAKER_00: like four,
56:20
SPEAKER_00: four and a half on the roll of design for me, five,
56:23
SPEAKER_00: if I'm being super generous,
56:25
SPEAKER_00: I don't know, just like the salary, I'll give it a wide range, four to five.
56:29
SPEAKER_00: The salary though, that thing too kind of stuck out with me.
56:32
SPEAKER_00: Like they're saying that they're going to They're saying that they're going
56:36
SPEAKER_00: to pay you a base salary, and that's your compensation.
56:41
SPEAKER_00: On the low end, 60K.
56:43
SPEAKER_00: On the high end, 120K.
56:45
SPEAKER_00: I found that a bit strange.
56:49
SPEAKER_00: I found that a bit strange.
56:50
SPEAKER_00: Then they're saying working hours on the low end 20, on the high end 40.
56:56
SPEAKER_00: Those are confusing signals.
56:57
SPEAKER_00: We don't know what that actually looks like.
56:59
SPEAKER_00: If I was designing a job like this and I was designing the compensation for this,
57:03
SPEAKER_00: I would be thinking more about a base salary plus a rev share of some sort.
57:09
SPEAKER_00: And the base salary would be lower.
57:12
SPEAKER_00: The rev share would be like 50-50.
57:15
SPEAKER_00: Or something like that.
57:16
SPEAKER_00: Because then you are, from the standpoint of the business, you're mitigating the salary risk.
57:22
SPEAKER_00: Like what happens if you hire this person at 120 and the live stream,
57:26
SPEAKER_00: they just, they don't have it on camera.
57:28
SPEAKER_00: Like maybe they really interviewed well, but the live streams are a disaster.
57:32
SPEAKER_00: 120 a year.
57:34
SPEAKER_00: Are you making your money back?
57:35
SPEAKER_00: Who knows?
57:36
SPEAKER_00: Like I would have started with a model that's a little bit different.
57:39
SPEAKER_00: It was like they're trying to squeeze something traditional into something
57:42
SPEAKER_00: that is not traditional and shouldn't be traditional if it's going to be
57:46
SPEAKER_00: a really innovative type of job.
57:48
SPEAKER_00: So kind of all that stuff rolls together.
57:51
SPEAKER_00: Four, four and a half, five for me on the lower end, for sure.
57:54
SPEAKER_01: You made me think of something though,
57:55
SPEAKER_01: because earlier you had said like this reads to you as maybe a mom
57:59
SPEAKER_01: and pop shop trying to...
58:02
SPEAKER_01: Incorporate something more modern into what they do.
58:06
SPEAKER_01: But I don't know because then they're saying, we will help you.
58:11
SPEAKER_01: We're going to help you, our social media team, whatever is going to help you.
58:15
SPEAKER_01: And I almost wonder if this is not an actual brick and mortar and if this
58:20
SPEAKER_01: an online-based type shop and...
58:25
SPEAKER_01: And yeah,
58:25
SPEAKER_01: they're seeing like we talked about like Chinese influencer commerce type situations
58:30
SPEAKER_01: and they're like, oh, maybe we can monetize as well.
58:35
SPEAKER_01: That's what makes me,
58:36
SPEAKER_01: because I don't see a mom and pop shop doing this or even being able
58:39
SPEAKER_01: to say we can help you kind of like do this and succeed and build your brand.
58:45
SPEAKER_01: I think that just...
58:48
SPEAKER_01: That just doesn't make any sense.
58:49
SPEAKER_01: I don't think they would even think about that kind of thing.
58:53
SPEAKER_01: So now I'm thinking maybe it's an online type thing.
58:58
SPEAKER_01: I don't know.
58:59
SPEAKER_01: It doesn't change my ratings, but it is interesting.
59:02
SPEAKER_01: And I think,
59:02
SPEAKER_01: like you said,
59:03
SPEAKER_01: if you're going to start looking at these kind of new,
59:05
SPEAKER_01: more modern type jobs, then you need to start thinking about everything differently.
59:10
SPEAKER_01: The job ad,
59:11
SPEAKER_01: how you find candidates,
59:14
SPEAKER_01: how you pay,
59:15
SPEAKER_01: like compensation models, all of those things need to be thought of differently now.
59:20
SPEAKER_01: It can't be like the job itself is innovative and different.
59:23
SPEAKER_01: The whole model needs to be different and needs to change.
59:28
SPEAKER_00: This could be a studio business.
59:29
SPEAKER_00: We do know that there's an in-person work location.
59:34
SPEAKER_00: And I think that we can pretty confidently say that that means that they have
59:41
SPEAKER_00: a professional studio set up.
59:42
SPEAKER_00: And they want you to work from that professional studio.
59:45
SPEAKER_00: But you're very right.
59:46
SPEAKER_00: It might not be in the back of a retail store that does these.
59:50
SPEAKER_00: That's kind of the old model.
59:51
SPEAKER_00: We think about those two things meshing together.
59:53
SPEAKER_00: But maybe this is a studio business.
59:55
SPEAKER_00: Maybe this organization has a studio and they do this in a bunch of different segments.
1:00:01
SPEAKER_00: Maybe trading cards is only one segment.
1:00:03
SPEAKER_01: Maybe it is like a social media type hub.
1:00:08
SPEAKER_01: It's not necessarily...
1:00:10
SPEAKER_01: Sports-related at all, but they're basically building their influencer empire.
1:00:18
SPEAKER_01: And so they're like, what are the categories that are hot right now?
1:00:21
SPEAKER_01: Okay, we want one person to be the sports pack breaker.
1:00:26
SPEAKER_01: Yeah.
1:00:26
SPEAKER_00: Is that what it's called?
1:00:27
SPEAKER_00: Sports card breaker?
1:00:30
SPEAKER_01: Sports card breaker.
1:00:32
SPEAKER_01: And then we're going to do someone who does hair influencing and
1:00:36
SPEAKER_01: then we have someone who,
1:00:37
SPEAKER_01: and maybe it's all housed in a warehouse and that's where you go and they have
1:00:40
SPEAKER_01: the studio set up and then they can just rotate people through
1:00:43
SPEAKER_01: and they're creating some kind of like, yeah, social media empire type thing.
1:00:48
SPEAKER_01: Maybe it's that.
1:00:50
SPEAKER_01: I have no idea.
1:00:51
SPEAKER_01: Yeah.
1:00:52
SPEAKER_00: Yeah.
1:00:52
SPEAKER_00: Yeah.
1:00:52
SPEAKER_00: If you think about like the studio business and operating model,
1:00:56
SPEAKER_00: you know, you would get like a warehouse type space.
1:00:58
SPEAKER_00: Like you think about Paramount and United and Disney and all those huge studio lots
1:01:04
SPEAKER_00: that are in California and same in Toronto,
1:01:06
SPEAKER_00: you know, there are smaller studios down by the waterfront in Toronto.
1:01:09
SPEAKER_00: There's a ton out in Vancouver and Victoria for the same thing.
1:01:12
SPEAKER_00: They just have lots of warehouse space and they divide them up into sets.
1:01:15
SPEAKER_00: This very well could be one of that, but your overhead would be a mother f***er.
1:01:21
SPEAKER_00: And something like that,
1:01:22
SPEAKER_00: carrying that much space,
1:01:23
SPEAKER_00: like you'd want to make sure that you're making some money before you start to do
1:01:27
SPEAKER_00: that.
1:01:27
SPEAKER_00: So maybe they do have their revenue model sorted out,
1:01:30
SPEAKER_00: but they just haven't figured out the compensation model for the hosts yet.
1:01:35
SPEAKER_01: And it does make a lot of sense when we talk
1:01:37
SPEAKER_01: about them saying you will support your career and your personal value.
1:01:42
SPEAKER_01: Influencer, brand, blah, blah, blah.
1:01:45
SPEAKER_01: That kind of leans more towards that.
1:01:47
SPEAKER_01: It also makes me think about, I'm from a small town on an island, so we don't have this.
1:01:53
SPEAKER_01: But I do know San Francisco, maybe Toronto, the bigger cities.
1:01:57
SPEAKER_01: I don't know if it's still a thing,
1:02:00
SPEAKER_01: but back in the day, there was a warehouse, kind of a kitchen.
1:02:04
SPEAKER_01: So different pop-ups could run their delivery services or whatever from this kitchen.
1:02:09
SPEAKER_01: They just rotate the Yeah.
1:02:27
SPEAKER_01: I'm so curious though.
1:02:28
SPEAKER_01: I'm going to search the heck out of this.
1:02:30
SPEAKER_01: You know, you're the holder of the knowledge and you know the answer.
1:02:33
SPEAKER_01: Um, or do you, I guess here's my question for you because we don't name and shame.
1:02:39
SPEAKER_01: So we always redact the name of the company.
1:02:42
SPEAKER_01: Um, but whoever's the host that week has that information.
1:02:45
SPEAKER_01: Um,
1:02:47
SPEAKER_01: Yeah.
1:02:48
SPEAKER_01: Does knowing the name of the company give you more insight into whether
1:02:52
SPEAKER_01: or not this could be true or is it still super vague?
1:02:56
SPEAKER_01: Like, do you have an idea of what you think it might actually be?
1:03:01
SPEAKER_00: Yeah.
1:03:02
SPEAKER_00: So the name of the company made me think that it was a retail memorabilia storefront.
1:03:11
SPEAKER_00: The name of the company.
1:03:13
SPEAKER_00: I didn't do a lot of deep research on this company.
1:03:16
SPEAKER_00: So So I don't know if that's actually the case,
1:03:19
SPEAKER_00: but their branding,
1:03:19
SPEAKER_00: their name, their social media stuff, it really screamed retail memorabilia to me.
1:03:25
SPEAKER_00: But I don't know for sure.
1:03:26
SPEAKER_00: And I do take your point that this could be a studio business.
1:03:29
SPEAKER_00: That would actually make a lot of sense.
1:03:34
SPEAKER_00: And we don't think about retail organizations having the marketing
1:03:38
SPEAKER_00: and social media firepower,
1:03:40
SPEAKER_00: if they're mom and pops,
1:03:41
SPEAKER_00: to do brand building and celebrity marketing and that type of stuff.
1:03:46
SPEAKER_00: That's a very different organizational structure,
1:03:49
SPEAKER_00: a very different leadership style and innovation structure than retail.
1:03:54
SPEAKER_00: So I think that maybe you're right.
1:03:56
SPEAKER_00: Maybe this isn't a retail business because those two things don't really go together in my mind.
1:04:01
SPEAKER_01: Yeah, but like you said,
1:04:02
SPEAKER_01: if the name kind of leads you down that path,
1:04:06
SPEAKER_01: I mean, they could have set up like it just could be like the name.
1:04:09
SPEAKER_01: What's in a name?
1:04:09
SPEAKER_00: Yeah.
1:04:10
SPEAKER_00: They could create a whole whack load of these brands that make you think one thing,
1:04:14
SPEAKER_00: but in reality, it's a different thing under the hood.
1:04:18
SPEAKER_01: It's lucrative, man.
1:04:20
SPEAKER_01: Like I'm telling you,
1:04:20
SPEAKER_01: I said earlier,
1:04:21
SPEAKER_01: my son will watch people look at like there's one Canadian YouTuber who buys all of
1:04:28
SPEAKER_01: the different cleats that the soccer players wear.
1:04:31
SPEAKER_01: And then does something.
1:04:34
SPEAKER_01: I don't even know.
1:04:35
SPEAKER_01: I don't even know.
1:04:36
SPEAKER_01: I really don't like that he watches this.
1:04:38
SPEAKER_01: But at the same time, it could be a whole heck of a lot worse.
1:04:42
SPEAKER_01: We talk about advertising.
1:04:43
SPEAKER_01: We talk about how everything and everyone is trying to sell something to you.
1:04:47
SPEAKER_01: So you just have to be aware of that.
1:04:49
SPEAKER_01: And as long as you're aware, then that's covered.
1:04:53
SPEAKER_01: But it is quite lucrative.
1:04:55
SPEAKER_01: So I would not be surprised if there was someone capitalizing on that and just...
1:05:01
SPEAKER_01: Kind of making it into a big business.
1:05:05
SPEAKER_00: Could very well be.
1:05:06
SPEAKER_00: Well, I do think that we can say this post is roasted.
1:05:11
SPEAKER_00: Thanks, everybody in the studio audience for joining us for episode 37.
1:05:16
SPEAKER_00: We shall see you next week.
1:05:18
SPEAKER_01: Thanks, everyone.
1:05:19
SPEAKER_01: Bye.
1:05:21
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1:05:24
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1:05:30
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1:05:34
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1:05:38
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