Latest / Roast the Post Podcast / Senior Security Manager: Red Card Riot, Football Edition

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Senior Security Manager: Red Card Riot, Football Edition · Roast the Post Podcast

• 0:10
  SPEAKER_00: Jen, do I ever have a job ad for you.
• 0:17
  SPEAKER_00: And this one is very on point because like we're in the midst of soccer
• 0:22
  SPEAKER_00: hooligan mania, right?
• 0:24
  SPEAKER_00: Like that whole thing is about to be a thing.
• 0:29
  SPEAKER_00: So for the folks at home, this week we are tackling a job that's as
• 0:34
  SPEAKER_00: temporary as the glory of a last-minute goal.
• 0:38
  SPEAKER_00: Meet the Senior Security Manager for a nonprofit organizing a global
• 0:44
  SPEAKER_00: football tournament because nothing says sustainable impact like a
• 0:48
  SPEAKER_00: six-month contract and a paycheck that disappears faster than a striker's
• 0:53
  SPEAKER_00: celebration.
• 0:54
  You're going to guard team hotels,
• 0:56
  training sites,
• 0:57
  and support facilities,
• 1:00
  SPEAKER_00: whatever those are.
• 1:01
  SPEAKER_00: And you've got to do it with the precision of a Swiss
• 1:05
  SPEAKER_00: watchmaker.
• 1:06
  SPEAKER_00: But don't expect the job to last longer than the tourney cycle.
• 1:11
  So,
• 1:11
  is this security work or is it just a high-stakes game of
• 1:16
  musical chairs?
• 1:17
  SPEAKER_00: Let's roast it.
• 1:19
  SPEAKER_01: I'm ready for it.
• 1:20
  SPEAKER_01: That sounds really interesting, very timely.
• 1:25
  SPEAKER_01: Interesting to me because I live on the West Coast of Canada.
• 1:29
  SPEAKER_01: And so for some reason, this anonymous company job posting is very much
• 1:31
  SPEAKER_01: And so for some reason, this anonymous company job posting is very much
• 1:35
  SPEAKER_01: resonating with me right now.
• 1:36
  SPEAKER_01: I'm looking forward to hearing it.
• 1:38
  SPEAKER_00: Yeah.
• 1:38
  SPEAKER_00: And in the upcoming global football tournament that happens
• 1:43
  once every four years,
• 1:43
  which we aren't going to name because apparently they
• 1:48
  SPEAKER_00: are very, very sassy about people using their brand without permission.
• 1:52
  SPEAKER_00: there are seven games that are happening in Vancouver and six games
• 1:55
  SPEAKER_00: that are happening in Toronto.
• 1:57
  SPEAKER_00: And then yeah, a whole bunch in the US
• 1:59
  SPEAKER_00: and a whole bunch in Mexico.
• 2:00
  SPEAKER_00: Do we care about that?
• 2:01
  SPEAKER_00: I sure don't, but that's just me.
• 2:03
  SPEAKER_00: Let's get into the job ad.
• 2:05
  SPEAKER_00: This is really short.
• 2:06
  SPEAKER_00: This might actually be one of the shortest
• 2:08
  SPEAKER_00: episodes that we ever record because the job ad is so stinking short.
• 2:17
  So,
• 2:17
  I'm going to read the whole thing instead of taking kind of
• 2:19
  pauses and
• 2:22
  SPEAKER_00: having call-outs and whatnot.
• 2:23
  SPEAKER_00: I'm just going to read the job ad verbatim
• 2:25
  SPEAKER_00: because it's literally a half a page.
• 2:27
  SPEAKER_00: And I think that what that tells us is
• 2:29
  we're going to have more to say about what's missing than
• 2:33
  what's actually in
• 2:34
  SPEAKER_00: the job ad, which does happen.
• 2:36
  SPEAKER_01: Interesting.
• 2:37
  SPEAKER_01: Yeah, that's usually what happens.
• 2:38
  SPEAKER_01: The shorter the job ad, the more
• 2:41
  SPEAKER_01: opinions we have on it.
• 2:42
  SPEAKER_01: So, let's get into it.
• 2:43
  SPEAKER_01: Looking forward to it.
• 2:46
  SPEAKER_01: Got my notebook, my pen, ready to go.
• 2:48
  SPEAKER_00: All right.
• 2:49
  SPEAKER_00: So, this is for a Senior Security Manager job.
• 2:53
  SPEAKER_00: That is the role title.
• 2:55
  SPEAKER_00: We're starting off with the Roasty Profile here, per the usual.
• 2:59
  SPEAKER_00: The report-to title for this job: don't know.
• 3:01
  SPEAKER_00: It's unknown.
• 3:02
  SPEAKER_00: Company size: well, roughly one gajillion and a half,
• 3:08
  SPEAKER_00: but only every four years.
• 3:11
  SPEAKER_00: Industry: sporting events, specifically championship tournaments.
• 3:15
  SPEAKER_00: What do they do?
• 3:16
  SPEAKER_00: Well, they organize global-level championship tournaments
• 3:20
  SPEAKER_00: for football—which for the folks in North America, soccer.
• 3:24
  SPEAKER_01: Soccer.
• 3:25
  SPEAKER_00: Head office location for this
• 3:26
  SPEAKER_00: organization is in Zurich, Switzerland.
• 3:29
  SPEAKER_00: The job location is in Boston, United
• 3:32
  SPEAKER_00: States, or greater Boston.
• 3:35
  SPEAKER_00: It's a little bit outside of Boston actually,
• 3:37
  SPEAKER_00: where they're hosting these games.
• 3:40
  SPEAKER_00: Geographical operating area for the company is global.
• 3:43
  SPEAKER_00: You know, they do this thing everywhere.
• 3:46
  SPEAKER_00: They've been doing tournaments for 100 years, give or take.
• 3:49
  Job type:
• 3:49
  full-time,
• 3:50
  temporary contract unfolding over the spring and summer
• 3:54
  SPEAKER_00: of 2026.
• 3:57
  SPEAKER_00: So, that is the Roasty Profile.
• 3:59
  SPEAKER_00: And for the folks who are at home or joining us in the live studio on
• 4:04
  SPEAKER_00: Substack, Jen doesn't see the job post ahead of time.
• 4:08
  SPEAKER_00: So, this is really her reacting in real time.
• 4:10
  We're going to put a link in the show notes to the landing page
• 4:13
  that has a
• 4:15
  SPEAKER_00: full copy of the job description.
• 4:15
  SPEAKER_00: So, if you're listening to the episode
• 4:17
  and you want to kind of get into it,
• 4:17
  follow along a little bit,
• 4:19
  link's going
• 4:20
  SPEAKER_00: to be in the show notes there, so you can check that out.
• 4:23
  SPEAKER_00: Now starting off with the job description:
• 4:25
  SPEAKER_00: The Senior Security Manager, non-competition venues, will support
• 4:30
  SPEAKER_00: the planning, coordination, and operational management of public
• 4:34
  SPEAKER_00: safety and security across all event non-competition sites,
• 4:39
  base camps,
• 4:40
  team hotels,
• 4:42
  venue-specific training sites,
• 4:45
  and support facilities.
• 4:47
  SPEAKER_00: The role demands project management capability, risk-based planning
• 4:51
  discipline,
• 4:51
  and operational leadership to develop and execute
• 4:54
  intelligence-led
• 4:56
  SPEAKER_00: security programs that protect teams, staff, and infrastructure across
• 5:00
  SPEAKER_00: geographically dispersed locations throughout the tournament life cycle.
• 5:05
  SPEAKER_00: The next section is position requirements.
• 5:09
  SPEAKER_00: Bullet pointsl, as always.
• 5:12
  SPEAKER_00: Bachelor's degree in security management, public safety, criminal
• 5:16
  SPEAKER_00: justice, emergency management, or related field.
• 5:20
  10+ years of leadership and operational management experience
• 5:23
  in security,
• 5:25
  public safety,
• 5:26
  or emergency management,
• 5:28
  and experience within a multi-day,
• 5:32
  SPEAKER_00: multi-venue major event environment.
• 5:37
  SPEAKER_00: The next section—and last section really—is about the company.
• 5:42
  SPEAKER_00: So the company is the host city organizing committee, leading the
• 5:46
  SPEAKER_00: event planning, coordination, and tournament delivery for the matches of
• 5:50
  SPEAKER_00: the event awarded to Boston.
• 5:52
  We aim to create and deliver memorable and safe experiences
• 5:56
  that promote the
• 5:57
  SPEAKER_00: region.
• 5:58
  SPEAKER_00: We're a nonprofit organization committed to creating sustainable and
• 6:02
  SPEAKER_00: positive economic and social impact for all communities.
• 6:08
  SPEAKER_00: And that is the job ad in its entirety.
• 6:12
  SPEAKER_01: Wow.
• 6:13
  SPEAKER_00: Entire d*mn thing, start to finish.
• 6:17
  SPEAKER_01: So, I agree with you.
• 6:18
  SPEAKER_01: That is likely the shortest job posting we've ever roasted.
• 6:23
  SPEAKER_01: And your prediction was right.
• 6:24
  SPEAKER_01: I have a lot of questions.
• 6:26
  SPEAKER_01: I have a lot to say about this.
• 6:28
  SPEAKER_01: And where do you want to start?
• 6:30
  SPEAKER_01: Where do you want to start with this?
• 6:32
  SPEAKER_00: Let's... yeah, with a job ad that is... start with what we know.
• 6:35
  SPEAKER_00: this light on detail... it's a tough question to answer...
• 6:41
  SPEAKER_00: where do you even want to start, getting into this?
• 6:45
  SPEAKER_00: Let's start with what we know.
• 6:47
  So,
• 6:48
  we know that they're looking for someone who has a bachelor's
• 6:49
  degree in
• 6:51
  SPEAKER_00: security management, public safety, criminal justice, emergency
• 6:55
  SPEAKER_00: management, blah blah blah blah blah.
• 6:57
  SPEAKER_00: We know that they're looking for someone
• 6:59
  SPEAKER_00: with 10 or more years of leadership and operational management experience
• 7:03
  SPEAKER_00: in this industry.
• 7:06
  SPEAKER_00: That seems to be a filtering point.
• 7:10
  SPEAKER_00: That's going to weed out a lot of
• 7:14
  SPEAKER_00: people and really kind of set the base for who is going to fulfill those
• 7:21
  SPEAKER_00: requirements for this.
• 7:23
  SPEAKER_00: And to me, this is kind of a public safety professional.
• 7:26
  SPEAKER_00: Like maybe a retired cop or retired firefighter or security
• 7:30
  SPEAKER_00: officer, peace officer of some sort, something like that.
• 7:33
  SPEAKER_00: So let's start with what we know.
• 7:35
  SPEAKER_00: Like, what do you think about that
• 7:36
  SPEAKER_00: particular combination of things?
• 7:38
  SPEAKER_01: Yeah.
• 7:39
  SPEAKER_01: And it doesn't say, if I recall correctly, it doesn't mention anything
• 7:42
  SPEAKER_01: about "or equivalent", you know, experience.
• 7:46
  SPEAKER_01: They're saying that they need someone who has a degree in one of these
• 7:50
  SPEAKER_01: things.
• 7:51
  SPEAKER_01: There's kind of no wiggle room.
• 7:53
  SPEAKER_01: So yeah, that's who they're looking for.
• 7:55
  SPEAKER_01: I think you described it perfectly.
• 7:56
  SPEAKER_01: Maybe a retired cop.
• 7:58
  SPEAKER_01: My question though, is...
• 8:02
  SPEAKER_01: Why not go RFP for this?
• 8:06
  SPEAKER_01: Like, why aren't they requesting proposals from security companies who
• 8:09
  SPEAKER_01: probably have full teams that they could pick someone out and, you know,
• 8:15
  SPEAKER_01: like it's just really weird to me.
• 8:16
  SPEAKER_01: Does it say how long this temporary...
• 8:18
  SPEAKER_01: it says full-time... temporary contract position.
• 8:21
  SPEAKER_01: Does it say how long?
• 8:22
  SPEAKER_01: it says full-time... temporary contract.
• 8:22
  SPEAKER_00: It doesn't say explicitly how long it
• 8:25
  SPEAKER_00: is.
• 8:26
  SPEAKER_00: I would imagine that the job will start—if I had to guess—I would
• 8:31
  imagine it'll start two to three weeks before the tournament
• 8:34
  and then it'll
• 8:35
  SPEAKER_00: conclude, you know, like a week or two after the tournament or after the
• 8:41
  SPEAKER_00: portion of games being played in the Boston area.
• 8:47
  SPEAKER_00: because I don't think that the way the tournament is organized, you have
• 8:51
  SPEAKER_00: games in every city for the entire time.
• 8:54
  SPEAKER_00: It's kind of like groups play in a certain city and there's maybe three
• 8:57
  SPEAKER_00: weeks or something and then you're done.
• 9:00
  SPEAKER_00: So it doesn't say.
• 9:02
  SPEAKER_00: That though, if I'm right, would suggest that this is about a three-week
• 9:05
  SPEAKER_00: gig.
• 9:07
  SPEAKER_01: So this is what's interesting to me.
• 9:09
  SPEAKER_01: There are going to be lots of non-competition sites.
• 9:12
  SPEAKER_01: Like you mentioned what that might look like.
• 9:16
  SPEAKER_01: are actually taking place.
• 9:17
  SPEAKER_01: It's going to be all of the other spaces where
• 9:21
  SPEAKER_01: people are going to be gathering.
• 9:23
  SPEAKER_01: So it's interesting to me that they would hire this person independently
• 9:27
  whereas they could hire someone with a team who already has
• 9:30
  their own pattern
• 9:32
  SPEAKER_01: language, their own ability to collaborate and work together.
• 9:36
  SPEAKER_01: because, then what?
• 9:37
  SPEAKER_01: This person is going to need a team regardless.
• 9:40
  SPEAKER_01: So this person comes in and does this company have their own team?
• 9:46
  SPEAKER_01: Is this person then going to be charged with making all of these hires?
• 9:50
  SPEAKER_01: Are they all contractors?
• 9:51
  SPEAKER_01: Like, why not just go and have a contract with
• 9:55
  SPEAKER_01: an existing company that already has all of these things in place?
• 9:59
  SPEAKER_01: Like it's really, really interesting to me.
• 10:02
  SPEAKER_01: I don't quite understand the process.
• 10:04
  SPEAKER_01: I would 100% go out and look for a company that already exists and get a
• 10:09
  SPEAKER_01: temporary contract with them.
• 10:10
  SPEAKER_01: They've already got everything in place.
• 10:12
  SPEAKER_01: This is building it from scratch.
• 10:13
  SPEAKER_01: It's high security.
• 10:15
  SPEAKER_01: It's a lot of logistics.
• 10:16
  SPEAKER_01: They talked about multiple sites.
• 10:19
  SPEAKER_01: And so again, like I said, you're going to have to be able to have that
• 10:21
  SPEAKER_01: language.
• 10:21
  SPEAKER_01: You're going to have to be able to look at someone and have them
• 10:25
  SPEAKER_01: know what it is that you want them to do.
• 10:27
  And to do that in such a short period of time from scratch is
• 10:31
  bizarre to me.
• 10:34
  SPEAKER_01: I mean, and again, I'm no sport expert and I'm no security expert.
• 10:38
  SPEAKER_01: Maybe there's a reason for this.
• 10:39
  SPEAKER_01: But it feels like they're going about it the
• 10:42
  SPEAKER_01: more challenging way.
• 10:44
  I feel like there's an easier way to do this because the other
• 10:45
  issue I see with
• 10:46
  SPEAKER_01: this job posting is that it has such little information.
• 10:51
  SPEAKER_01: They're either going to get a slew of people applying who will have more
• 10:57
  SPEAKER_01: questions than they can provide like their demonstrative value,
• 11:01
  SPEAKER_01: or they might not have very many people because there's such a lack of
• 11:05
  SPEAKER_01: information and because it's a temporary opportunity that some people
• 11:10
  SPEAKER_01: might be like, "Well, there's not enough information.
• 11:12
  SPEAKER_01: It's this just not worth my time and effort to apply."
• 11:17
  SPEAKER_01: Because as anyone in the job market, especially current job market knows,
• 11:20
  SPEAKER_01: it is such a pain in the ass to be applying for jobs right now.
• 11:24
  SPEAKER_01: It's exhausting.
• 11:25
  SPEAKER_01: And so, if the company isn't putting out much effort,
• 11:29
  then why would you be putting out more effort than what they're
• 11:32
  putting out?
• 11:34
  SPEAKER_00: So, and to kind of add to what you're talking about there,
• 11:38
  SPEAKER_00: like very good points,
• 11:41
  SPEAKER_00: this is specifically for non-competition venues.
• 11:45
  SPEAKER_00: So, it's not the stadium.
• 11:46
  SPEAKER_00: It's not the stadium, which suggests to me that there
• 11:49
  are already security arrangements in place and there's already
• 11:53
  a system or
• 11:54
  SPEAKER_00: a contract or something that's been put in place for the venue for the
• 11:58
  SPEAKER_00: tournament matches.
• 12:01
  SPEAKER_00: Why not expand that to include the non-tournament,
• 12:06
  SPEAKER_00: the non-competition venues as well?
• 12:10
  SPEAKER_00: Like, what's the reason structurally for that?
• 12:12
  SPEAKER_00: Because like you say, it's very strange to say,
• 12:16
  SPEAKER_00: "Hey, guess what?
• 12:17
  SPEAKER_00: You're going to come in and work for three weeks and maybe
• 12:21
  you've got to hire people and maybe you've got to figure all
• 12:22
  this stuff out
• 12:24
  SPEAKER_00: and you know, da da da da da."
• 12:24
  SPEAKER_00: They did say... they did kind of
• 12:27
  paint the picture of:
• 12:28
  you need to be an emergency preparedness,
• 12:30
  public security,
• 12:31
  SPEAKER_00: public safety kind of professional.
• 12:33
  SPEAKER_00: So, you've probably got some of the
• 12:35
  SPEAKER_00: background knowledge that you need to do this, but very scant on details.
• 12:41
  SPEAKER_00: Makes me wonder if the organizing committee doesn't know what they need.
• 12:44
  SPEAKER_00: Right?
• 12:44
  SPEAKER_00: Maybe they're fishing.
• 12:46
  SPEAKER_01: Yeah.
• 12:47
  SPEAKER_01: And it's this seems like a really high-risk position to be fishing with.
• 12:53
  SPEAKER_01: Right?
• 12:53
  SPEAKER_01: Like this is happening really soon.
• 12:55
  SPEAKER_01: Summer is happening very, very soon.
• 12:57
  SPEAKER_01: And I would also going back to the
• 13:01
  SPEAKER_01: venues themselves, a lot of venues already have their own security teams.
• 13:04
  SPEAKER_01: And I think from there they contract out.
• 13:07
  SPEAKER_01: So, yeah, I absolutely maybe this person is coordinating if some of these
• 13:12
  SPEAKER_01: events are at a hotel, maybe they're coordinating with hotel security
• 13:15
  already and they just need one person to kind of wrap their
• 13:17
  arms around it.
• 13:19
  SPEAKER_01: But they could... they could provide those details in the job posting.
• 13:24
  SPEAKER_01: Like this is one of the most vague job postings I have ever read.
• 13:28
  SPEAKER_01: And there is no... no salary, hunh?
• 13:32
  SPEAKER_00: So they did list a salary.
• 13:33
  SPEAKER_00: I wasn't sure if you wanted to get
• 13:36
  SPEAKER_00: into guessing the salary because there's so little information in here.
• 13:41
  SPEAKER_00: But they did list a pay range.
• 13:42
  SPEAKER_00: Now it's a pay range per diem.
• 13:45
  SPEAKER_00: So it's not a flat contract.
• 13:47
  SPEAKER_00: It's just like per diem: this is what you get.
• 13:50
  SPEAKER_00: But take a stab at it.
• 13:51
  SPEAKER_00: What do you think this is worth per day?
• 13:55
  SPEAKER_01: Per day.
• 13:55
  SPEAKER_01: And it doesn't mention any hours and it's security.
• 13:58
  SPEAKER_01: So that very well could be like some big heavy... 5 AM until 4 AM....
• 14:05
  I would—and again maybe this person is the one tasked with
• 14:07
  making sure that
• 14:08
  SPEAKER_01: that's not actually the case, right?
• 14:10
  SPEAKER_01: Like hiring the people.
• 14:11
  SPEAKER_01: I get they have there's no information here.
• 14:14
  SPEAKER_01: There's no information about like what kind of autonomy or authority they
• 14:17
  SPEAKER_01: have, anything like that.
• 14:19
  SPEAKER_01: So, this is where I go back to:
• 14:21
  When you're the hiring manager for a role like this,
• 14:24
  you're doing yourself
• 14:25
  SPEAKER_01: such a disservice.
• 14:26
  SPEAKER_01: You're going to spend half of the interview—like you're going
• 14:30
  SPEAKER_01: to get your applicants, you're going to screen your resumes, be like,
• 14:32
  SPEAKER_01: "Cool, these people, we want to talk to them a little bit more."
• 14:35
  SPEAKER_01: And then you're going to spend half the interview talking.
• 14:39
  Instead of having a dialogue with the person,
• 14:41
  you're going to waste more than
• 14:43
  half the time explaining the situation because they're going to
• 14:45
  have tons and
• 14:46
  SPEAKER_01: tons of questions.
• 14:47
  SPEAKER_01: So, why not use that time more wisely?
• 14:50
  Why not write a better job description that answers all of
• 14:52
  those questions
• 14:54
  SPEAKER_01: and then you can get into selecting the right candidate?
• 14:58
  SPEAKER_01: Like, it's just such a time waste.
• 15:00
  SPEAKER_00: And to add to that, to add to that,
• 15:03
  SPEAKER_00: there's nothing in here about the interview process.
• 15:07
  SPEAKER_00: Yeah.
• 15:07
  SPEAKER_00: Which for jobs in the private sector, yeah, that's not really talked
• 15:11
  about a lot in job ads,
• 15:13
  but this is a this is a committee that's hiring this
• 15:16
  SPEAKER_00: person.
• 15:17
  SPEAKER_00: So, everything that you would go into applying for a job like this
• 15:23
  thinking that,
• 15:23
  you know,
• 15:24
  like,
• 15:24
  oh,
• 15:24
  you know,
• 15:24
  I'm going to have an interview
• 15:26
  with a screener or recruiter,
• 15:27
  I'm going to have an interview with a hiring
• 15:28
  SPEAKER_00: manager, maybe I'll have an interview with like a team or something.
• 15:32
  SPEAKER_00: It's pretty normal in the private sector, but with something like this,
• 15:35
  SPEAKER_00: no clue.
• 15:36
  SPEAKER_00: No clue.
• 15:37
  SPEAKER_00: Yeah.
• 15:37
  SPEAKER_00: Like, is there a structured process?
• 15:40
  SPEAKER_00: Is this something where maybe there actually is like an RFP but for an
• 15:44
  SPEAKER_00: individual person?
• 15:45
  SPEAKER_00: Maybe there's like a tender kind of process to hire this
• 15:49
  SPEAKER_00: person.
• 15:49
  SPEAKER_00: Who knows?
• 15:50
  SPEAKER_00: They don't say any of those details.
• 15:53
  SPEAKER_01: You know what else they don't say?
• 15:54
  SPEAKER_01: I know we're totally skipping past the
• 15:57
  SPEAKER_01: salary mostly because I hate that part.
• 15:58
  SPEAKER_01: It's my least favorite part.
• 15:59
  SPEAKER_01: But also because I was just reading this HR law newsletter that I get,
• 16:05
  SPEAKER_01: ... Canadian newsletter...
• 16:08
  SPEAKER_01: and it talks about current cases, things like that.
• 16:11
  SPEAKER_01: and this is this is something and this is in the US, but we're in Canada,
• 16:17
  so it's a little bit different,
• 16:18
  but what I was reading was that an employee was
• 16:22
  SPEAKER_01: able to successfully sue their employer because in the job description,
• 16:27
  SPEAKER_01: it says, "Must be able to lift, I don't know, 20 pounds."
• 16:35
  SPEAKER_01: some of the things that the employee ended up lifting were 30 pounds.
• 16:38
  SPEAKER_01: 30—I'm talking about, I'm not making this up—in the thing, 10-pound
• 16:42
  SPEAKER_01: difference.
• 16:42
  SPEAKER_01: The employee hurt themselves and then went back and sued the company
• 16:47
  SPEAKER_01: because they were saying, "You said I would only be lifting 20 pounds.
• 16:50
  SPEAKER_01: Some of the things I was lifting were 30 lbs.
• 16:51
  SPEAKER_01: I hurt my back.
• 16:52
  SPEAKER_01: This is not what
• 16:53
  SPEAKER_01: I agreed to."
• 16:54
  SPEAKER_01: And so in you have to be really careful.
• 16:58
  SPEAKER_01: This is why we take this so seriously.
• 17:01
  SPEAKER_01: This is why Paul and I go into so much
• 17:02
  detail about job postings because not only are you trying to
• 17:07
  successfully hire
• 17:08
  someone or you're trying to get hired,
• 17:10
  but there are legal ramifications in
• 17:15
  SPEAKER_01: when it comes to shitty job postings and you have to be really, really
• 17:19
  SPEAKER_01: careful.
• 17:20
  SPEAKER_01: This is a contract role, so some of the things might not apply, but there
• 17:23
  SPEAKER_01: sometimes you have to do an accommodation statement.
• 17:25
  Sometimes you have to talk about whether or not AI is going to
• 17:27
  be used in the
• 17:28
  SPEAKER_01: process.
• 17:28
  SPEAKER_01: Sometimes you have to list pay.
• 17:31
  SPEAKER_01: And certainly if it's a physical job, you need to be listing what those
• 17:35
  SPEAKER_01: physical requirements are.
• 17:37
  It also doesn't mention anything about having your own vehicle
• 17:39
  or having a
• 17:41
  SPEAKER_01: driver's license or a criminal record check.
• 17:44
  SPEAKER_01: Like, for the love of God, this is a security role.
• 17:46
  SPEAKER_01: They talk about, you know, I would imagine if they have this background,
• 17:50
  then they should have a clean record,
• 17:51
  but it's not saying that it's asking for
• 17:53
  SPEAKER_01: one.
• 17:55
  SPEAKER_01: So there's a lot of things that are setting off like red flags for me
• 18:00
  SPEAKER_01: about just lack of compliance and legal risks for a role like this.
• 18:10
  And it's,
• 18:11
  what's kind of jogged my mind a little bit on this,
• 18:14
  when you said we're
• 18:16
  SPEAKER_00: not talking about access to a vehicle.
• 18:19
  SPEAKER_00: So a couple of things that come to mind
• 18:22
  SPEAKER_00: for me: Where the stadium actually is for Boston for this tournament
• 18:33
  SPEAKER_00: is like it's kind of in suburban Boston.
• 18:37
  SPEAKER_00: Public transit there... like it's not actually the city of Boston....
• 18:42
  SPEAKER_00: It's a township that's like separate.
• 18:42
  SPEAKER_00: I think it's something like 15 miles
• 18:45
  SPEAKER_00: from Boston proper.
• 18:46
  SPEAKER_00: Public transit?
• 18:48
  SPEAKER_00: Probably not really a thing because
• 18:51
  SPEAKER_00: it's a smaller area.
• 18:52
  SPEAKER_00: And you're going to have to be able to get yourself around
• 18:55
  SPEAKER_00: presumably in a vehicle.
• 18:58
  SPEAKER_00: Is it their vehicle?
• 18:59
  SPEAKER_00: Is it your vehicle?
• 19:00
  SPEAKER_00: Is it a loaner?
• 19:01
  SPEAKER_00: Is it a rental?
• 19:03
  SPEAKER_00: You know, and it also doesn't say anything about supervision of team.
• 19:07
  SPEAKER_00: Like, I would assume... and this is just me assuming...
• 19:11
  SPEAKER_00: I would assume that if
• 19:13
  SPEAKER_00: you're a Senior Security Manager, for all of these non-competition
• 19:19
  of which it sounds like there are at least five or six,
• 19:22
  maybe there's more,
• 19:26
  SPEAKER_00: you're going to have a team that you're going to need to supervise.
• 19:29
  SPEAKER_00: Unless there is a supervisor under you that is reporting to you.
• 19:33
  SPEAKER_00: Like, these details are not clear in the job ad, right?
• 19:38
  So you really don't know what the character of this is like at
• 19:40
  this point.
• 19:42
  SPEAKER_00: And you can make the argument that, "Oh well, you know, it's this global
• 19:46
  SPEAKER_00: football tournament.
• 19:48
  SPEAKER_00: And I'm going to apply because it would be a once-in-a-
• 19:51
  SPEAKER_00: lifetime opportunity to work at this and wow, that would look great on my
• 19:55
  SPEAKER_00: resume if I need that...
• 19:57
  SPEAKER_00: so, let's go.
• 19:57
  SPEAKER_00: I'll just figure the rest out.
• 20:00
  SPEAKER_00: You can make that argument.
• 20:00
  SPEAKER_00: I would probably be like that if I was qualified
• 20:03
  SPEAKER_00: and if I lived in that area.
• 20:06
  SPEAKER_00: But you are going into this very, very blind.
• 20:09
  You do not know what is up because the job ad hasn't said
• 20:13
  anything about it.
• 20:15
  SPEAKER_01: Yeah.
• 20:15
  SPEAKER_01: And so, you're going in blind.
• 20:19
  SPEAKER_01: They're going to spend a lot of time in
• 20:21
  SPEAKER_01: the interview just trying to figure all that out.
• 20:24
  SPEAKER_01: But you've also made me think of something: How it would be interesting
• 20:27
  SPEAKER_01: for someone who maybe isn't retired but active in the force.
• 20:30
  SPEAKER_01: I don't know how it works, but police officer, whatever security person,
• 20:34
  to take vacation time to take get their paid vacation while
• 20:39
  they go and do this
• 20:40
  SPEAKER_01: gig and then go back to work.
• 20:42
  SPEAKER_01: Because I would imagine...
• 20:44
  SPEAKER_01: I would imagine that the pay is quite generous.
• 20:50
  SPEAKER_01: I'm trying to read your face to see if you're gonna give anything away.
• 20:53
  SPEAKER_00: Did you want to take a flyer?
• 20:54
  SPEAKER_00: Do you want to just like pull a number out of
• 20:56
  SPEAKER_00: thin air and throw it at me?
• 20:58
  SPEAKER_01: Okay.
• 20:59
  SPEAKER_01: Per day.
• 21:00
  SPEAKER_01: I mean, I'm so—this is the part I get so embarrassed about.
• 21:06
  SPEAKER_01: I just don't—I can't even fathom.
• 21:08
  SPEAKER_01: I'm Canadian.
• 21:09
  SPEAKER_01: I don't know US dollars.
• 21:12
  SPEAKER_01: I don't know.
• 21:12
  SPEAKER_01: Oh, we've got... so, USD $700 to USD $800 per day.
• 21:19
  SPEAKER_01: I was thinking like $1,000 a day, but I don't know.
• 21:25
  SPEAKER_01: I don't know.
• 21:26
  SPEAKER_01: USD $1,000 a day.
• 21:30
  SPEAKER_00: So the number that they list—the range
• 21:34
  SPEAKER_00: is USD $700 to $800 per day.
• 21:35
  SPEAKER_00: No.
• 21:39
  So it looks like someone in looks like someone in the Substack
• 21:42
  live chat in
• 21:43
  SPEAKER_00: the live audience guessed that.
• 21:44
  SPEAKER_00: Good for you, Deano.
• 21:46
  SPEAKER_00: Um, I don't know if you had like advanced knowledge of that if you'd
• 21:49
  SPEAKER_00: seen the job ad before, but USD $700 to USD $800 is on the money.
• 21:54
  SPEAKER_01: So be a guest podcast judge.
• 21:56
  SPEAKER_01: Please, please join us because I am so
• 22:00
  SPEAKER_01: impressed—I've been doing how many episodes of this and I've gotten it
• 22:03
  SPEAKER_01: right like once.
• 22:03
  SPEAKER_01: Very hilarious.
• 22:10
  SPEAKER_00: Very resourceful.
• 22:12
  SPEAKER_00: Yeah.
• 22:12
  SPEAKER_00: So $700 to $800 a day.
• 22:15
  SPEAKER_00: if you annualize that, that's just shy of USD $300,000.
• 22:19
  SPEAKER_00: So it's well paid.
• 22:19
  SPEAKER_00: It's well paid.
• 22:21
  SPEAKER_01: Yeah.
• 22:22
  SPEAKER_01: Yeah.
• 22:22
  SPEAKER_01: So, it is a—it would be worth it to if you're actively working to try to
• 22:25
  SPEAKER_01: take your vacation time and just earn some extra cash money during this
• 22:32
  SPEAKER_01: global football tournament championship.
• 22:36
  SPEAKER_00: I can absolutely see someone who
• 22:39
  SPEAKER_00: works for Boston Police Department kind of saying,
• 22:43
  SPEAKER_00: "Hey, I have been on the force for 20 years.
• 22:46
  SPEAKER_00: I've got six months worth of
• 22:48
  SPEAKER_00: vacation time banked that I haven't taken for whatever reason.
• 22:53
  Like,
• 22:53
  yeah,
• 22:53
  let's take three weeks off and make some money and go to like
• 22:57
  this
• 22:59
  SPEAKER_00: global football tourney, hang out in Boston and do that whole thing.
• 23:02
  SPEAKER_00: And yeah, it's going to be a good payroll year for me because of this."
• 23:05
  SPEAKER_00: 100%.
• 23:05
  SPEAKER_00: I could see that.
• 23:06
  SPEAKER_00: I would almost wonder if that's kind of like all that
• 23:09
  SPEAKER_00: they're going to be able to get given the requirements.
• 23:12
  Like,
• 23:12
  how else are you going to get someone with 10 years of
• 23:15
  leadership and
• 23:16
  SPEAKER_00: operational management experience in public safety, public preparedness
• 23:20
  SPEAKER_00: for just three weeks, right?
• 23:22
  SPEAKER_01: True.
• 23:23
  SPEAKER_01: That's absolutely true.
• 23:24
  SPEAKER_01: The other thing too, this being a contract role,
• 23:27
  there's something that would have to be discussed during the
• 23:29
  interview process
• 23:32
  about insurance,
• 23:33
  liability insurance,
• 23:35
  specifically for this and how that's
• 23:38
  SPEAKER_01: covered and who's paying.
• 23:39
  SPEAKER_01: I mean, usually it's a contract.
• 23:40
  SPEAKER_01: If you're a contractor, you have your own
• 23:43
  insurance,
• 23:43
  but that's something that definitely needs to come into play
• 23:46
  into
• 23:47
  SPEAKER_01: this conversation because it's a big job.
• 23:50
  SPEAKER_01: It's a very big job.
• 23:51
  SPEAKER_00: Oh, 100%.
• 23:52
  SPEAKER_00: What also has to be factored into is that the global body that
• 23:58
  SPEAKER_00: organizes these tournaments is separate from the local organizing
• 24:03
  SPEAKER_00: committees this time around.
• 24:06
  SPEAKER_00: So the people who are working at the portion of the tournament that's in
• 24:12
  SPEAKER_00: Boston, they're employed by this nonprofit committee in Boston, right?
• 24:18
  So that's very different from saying that you're going to be
• 24:21
  employed by this
• 24:23
  global organization that's been doing this for 100 years that
• 24:25
  knows their stuff
• 24:26
  SPEAKER_00: and has all these details nailed down.
• 24:28
  SPEAKER_00: There's nothing really saying that the
• 24:31
  local committee in Boston or in Toronto or in Vancouver or in
• 24:34
  any of the cities
• 24:36
  SPEAKER_00: will be as buttoned-down and as used to this.
• 24:39
  SPEAKER_00: This is the first time this tournament has come to North America, right?
• 24:41
  So there's going to be—I think—a lot of gaps,
• 24:43
  a lot of stuff that comes up
• 24:46
  that was just unanticipated based on it being the first time
• 24:49
  we've ever done it here.
• 24:51
  SPEAKER_00: You know, sure there are other tournaments that are sporting and big
• 24:54
  SPEAKER_00: and whatnot and that experience absolutely crosses over, but this is a
• 25:01
  SPEAKER_00: pretty unique thing that's happening.
• 25:02
  SPEAKER_00: And by the time this episode goes live,
• 25:03
  SPEAKER_00: I think we'll actually be at the end of the first week of play.
• 25:07
  I...
• 25:07
  again,
• 25:07
  being West Coast Canada,
• 25:09
  I remember in Vancouver when there was the
• 25:12
  SPEAKER_01: Canucks lost the Stanley Cup playoffs or something like that.
• 25:16
  SPEAKER_01: And I mean riots, cars on fire, like just absolute chaos and terror.
• 25:26
  SPEAKER_01: And so who knows when—and that was just like West Coast chill
• 25:33
  SPEAKER_01: Canadians.
• 25:33
  SPEAKER_01: That was their reaction.
• 25:34
  SPEAKER_01: And I've also been to like Premier
• 25:37
  SPEAKER_01: League football games in the UK and... they're a different breed...
• 25:42
  SPEAKER_01: It is completely different.
• 25:43
  SPEAKER_01: So that's the other thing:
• 25:44
  You're going to have a lot of people coming from all over the
• 25:47
  world who have
• 25:49
  different cultures and they show up in different ways when they
• 25:51
  celebrate,
• 25:52
  SPEAKER_01: when they're having a good time, when they're upset about things.
• 25:56
  SPEAKER_01: It's true.
• 25:56
  SPEAKER_01: Like it's going to be very challenging.
• 26:03
  SPEAKER_01: Yeah.
• 26:03
  SPEAKER_01: A very challenging thing to undertake this role.
• 26:08
  So,
• 26:08
  I do agree with Deano here where,
• 26:09
  maybe the pay isn't that great for what
• 26:12
  SPEAKER_01: it is that this person is going to be expected to do.
• 26:17
  SPEAKER_01: Don't know.
• 26:17
  SPEAKER_01: Good luck to this individual, but I wouldn't take that gig.
• 26:24
  SPEAKER_00: I would hope that there is some sort of liability limiting clause in the
• 26:30
  SPEAKER_00: contract like you were talking about.
• 26:31
  SPEAKER_00: Because this person—like they aren't
• 26:34
  SPEAKER_00: going to be hired as a contractor.
• 26:35
  SPEAKER_00: They're not going to be hired as like an employee
• 26:38
  SPEAKER_00: of this organization.
• 26:39
  SPEAKER_00: So the rights and the protections that you could
• 26:43
  SPEAKER_00: normally look to as being an employee of an organization, they're not
• 26:49
  SPEAKER_00: necessarily going to exist.
• 26:52
  SPEAKER_00: And you know the kind of the point that was
• 26:56
  brought up—$300K,
• 26:58
  I think it's good money,
• 26:59
  but is it worth it if something
• 27:04
  SPEAKER_00: goes really, really bad?
• 27:05
  SPEAKER_00: Like there's a riot or there's—God forbid—something
• 27:10
  SPEAKER_00: happens with a terrorist event or activity and all of a sudden you, the
• 27:16
  person who are at the top of all that,
• 27:17
  is kind of like blamed for all of that.
• 27:19
  SPEAKER_00: Yeah.
• 27:21
  SPEAKER_00: Maybe it's not worth the money.
• 27:23
  But I would say for anybody who's like looking at this job,
• 27:27
  seriously,
• 27:27
  if you
• 27:28
  are listening and you've seen this job ad and you're like,
• 27:30
  "I'm going to apply
• 27:31
  for that," read the fine print for sure and make sure that
• 27:35
  there's stuff in
• 27:36
  SPEAKER_00: there about insurance and liability limitations, etc., etc., etc.
• 27:41
  Because you don't want the outcome of any bad stuff to kind of
• 27:44
  hang around
• 27:45
  SPEAKER_00: your neck.
• 27:45
  SPEAKER_00: That would suck.
• 27:47
  SPEAKER_01: Absolutely.
• 27:48
  SPEAKER_01: And it is like—and it's a contract position, too.
• 27:51
  SPEAKER_01: So, think about taxes as well.
• 27:53
  SPEAKER_01: You're still going to have to pay your taxes.
• 27:56
  SPEAKER_01: And so is that—are you actually getting enough?
• 28:00
  SPEAKER_01: So, yeah.
• 28:01
  SPEAKER_01: And really, really interesting.
• 28:03
  SPEAKER_01: That was a short—the shortest.
• 28:06
  SPEAKER_00: Super short.
• 28:07
  SPEAKER_00: Super short.
• 28:08
  SPEAKER_00: If you're—and on that kind of contractor part too, right,
• 28:11
  SPEAKER_00: Like, if you're contracted as an independent entity rather than an
• 28:17
  SPEAKER_00: employee contractor, yeah, your taxes aren't going to be deducted.
• 28:21
  So,
• 28:21
  you're going to have to kind of hang on to some cash to pay
• 28:25
  whatever your
• 28:26
  obligations are and you're going to have to file those like
• 28:28
  separately and
• 28:29
  SPEAKER_00: whatever.
• 28:29
  SPEAKER_00: Like the amount of money that's involved or an accountant to do
• 28:33
  SPEAKER_00: it for you for sure.
• 28:34
  SPEAKER_00: But you've got to kind of factor that in.
• 28:37
  SPEAKER_00: You know, if 20% of this goes away to income taxes and other obligations,
• 28:42
  SPEAKER_00: looks a little less attractive right there, right?
• 28:45
  SPEAKER_01: There's also a good point too in the live chat about:
• 28:49
  SPEAKER_01: You would imagine that the security protocols and crisis management
• 28:53
  SPEAKER_01: planning is already set up.
• 28:53
  SPEAKER_01: Great point.
• 28:53
  SPEAKER_01: You would imagine so, but it's not
• 28:57
  SPEAKER_01: explicitly stated here.
• 28:57
  SPEAKER_01: And so it leaves so many questions.
• 29:01
  SPEAKER_01: I should—I should hope so.
• 29:02
  SPEAKER_01: I would hope that they have like a subcommittee for this and for that.
• 29:06
  SPEAKER_01: Like all of that stuff.
• 29:06
  SPEAKER_01: I would imagine too is already set up, but it's just so
• 29:11
  SPEAKER_01: vague.
• 29:11
  SPEAKER_01: There's just not enough information.
• 29:14
  I always—based on my experience—assume like I would air on the
• 29:19
  side of no,
• 29:22
  it's not because I've just seen things not exactly like this,
• 29:25
  but think see
• 29:26
  things play out in a way that you're just like,
• 29:29
  "Why am I surprised that I'm
• 29:31
  SPEAKER_01: surprised that none of this has been done?"
• 29:34
  SPEAKER_01: And we—the tips we always give to the hiring managers, the job posters
• 29:41
  SPEAKER_01: is: give as much information as possible.
• 29:44
  Like,
• 29:44
  if you're not saying something,
• 29:46
  we're going to assume it's because there's
• 29:49
  SPEAKER_01: a reason why.
• 29:49
  SPEAKER_01: And if there is something explicitly stated, there's a reason for
• 29:55
  SPEAKER_01: that, too, right?
• 29:56
  SPEAKER_01: Like if a job posting says something like, "Must be good with
• 30:01
  fast-paced dynamic workplace," it's because it's fast-paced and
• 30:05
  things are
• 30:08
  SPEAKER_01: changing all the time and you're going to be run off your ass.
• 30:12
  SPEAKER_01: So, yeah, it's just as important what's not stated as what is stated.
• 30:16
  But that would be a good question to ask in the interview:
• 30:19
  to come in and say,
• 30:20
  SPEAKER_01: "So, I imagine that this is all set up and ready to go."
• 30:24
  And you know,
• 30:25
  I would go into the job interview just saying,
• 30:27
  "Here's what I
• 30:29
  SPEAKER_01: think you're looking for..." And then let them answer the
• 30:35
  questions because I think that—yeah,
• 30:36
  I'm never not surprised about how little
• 30:42
  SPEAKER_01: companies have planned.
• 30:45
  SPEAKER_00: Yeah.
• 30:45
  SPEAKER_00: And on that note too, like you would assume with a tournament this
• 30:51
  SPEAKER_00: large, this big in scope and scale and having run for so many iterations,
• 30:58
  like a century,
• 30:58
  give or take,
• 30:59
  you would assume that they have a support team
• 31:02
  SPEAKER_00: that kind of comes in and joins the local organizing team and says like,
• 31:06
  SPEAKER_00: "Here we'll help you figure out how to do this.
• 31:09
  SPEAKER_00: Like these are the best practices.
• 31:10
  SPEAKER_00: This is the knowledge transfer that we're
• 31:12
  SPEAKER_00: going to kind of impart on you.
• 31:13
  SPEAKER_00: This is how it has worked in other host cities."
• 31:17
  You would assume that that is what's going to go on,
• 31:20
  but you don't know that
• 31:22
  SPEAKER_00: from the job ad.
• 31:22
  SPEAKER_00: Like it's a piece of missing information.
• 31:25
  SPEAKER_00: So, this job ad—and this is the purpose of the show, right?
• 31:28
  SPEAKER_00: Like we're here to critique job ads and pick them apart.
• 31:32
  SPEAKER_00: So, we have to look at what's like specifically in the job ad.
• 31:37
  SPEAKER_00: That's a detail that could have made it into this job ad and would have
• 31:41
  drastically improved the context that someone who's thinking
• 31:45
  about applying
• 31:46
  SPEAKER_00: for this kind of has for it.
• 31:49
  SPEAKER_00: Right.
• 31:50
  SPEAKER_00: Why don't we go into—I feel like this
• 31:54
  SPEAKER_00: will probably also be the shortest intermission.
• 31:57
  SPEAKER_01: I don't think we need it.
• 31:59
  SPEAKER_01: Do we need an intermission?
• 32:00
  SPEAKER_01: I don't think we need an intermission.
• 32:02
  SPEAKER_01: I feel like I have all the information required in order to give ratings.
• 32:07
  But I also want to say that there's no mention anywhere whether
• 32:09
  or not this
• 32:13
  SPEAKER_01: individual gets free tickets to any of the matches, hunh?
• 32:17
  SPEAKER_00: It doesn't say anything like that.
• 32:19
  SPEAKER_00: And I would be—I'd be pretty surprised if they did to be honest.
• 32:24
  SPEAKER_00: They're going to be busy— Yeah.
• 32:26
  The picture that surfaces from what we see in the job ad and
• 32:30
  kind of filling
• 32:32
  in the gaps with what we've heard about the tournament and what
• 32:35
  we know about
• 32:36
  SPEAKER_00: large-scale sporting tournaments and venues and everything in our
• 32:41
  experience here in North America is that this person is going
• 32:44
  to be working
• 32:45
  SPEAKER_00: very, very long days.
• 32:47
  It's probably going to be seven days a week and they're likely
• 32:50
  not going to
• 32:51
  SPEAKER_00: have time to attend any of the matches as a spectator.
• 32:55
  SPEAKER_00: Now, you know, a couple of tickets to give away to like your friends or
• 32:58
  SPEAKER_00: family or whatever, that'd be an awesome perk.
• 33:00
  SPEAKER_00: But, that wasn't mentioned.
• 33:03
  SPEAKER_01: Yeah.
• 33:06
  SPEAKER_01: Okay.
• 33:06
  SPEAKER_01: Well, should we go into the rating then?
• 33:10
  SPEAKER_00: Sure.
• 33:10
  SPEAKER_00: Yeah.
• 33:10
  SPEAKER_00: If you don't want to take an intermission and read through the job
• 33:13
  ad kind of verbatim before rendering your verdict,
• 33:15
  we can absolutely go into
• 33:19
  SPEAKER_00: the scoring and, you know, half a page like, yeah, maybe we don't need to
• 33:23
  SPEAKER_00: re-read it.
• 33:25
  Thinking about the job ad,
• 33:26
  how it was written,
• 33:28
  the structure,
• 33:29
  does it make
• 33:30
  SPEAKER_00: sense, etc., etc.
• 33:31
  SPEAKER_00: What would you rate this out of 10?
• 33:35
  SPEAKER_01: I think that it wasn't too bad, right?
• 33:38
  SPEAKER_01: Like, yes, there's a lack of
• 33:40
  SPEAKER_01: information.
• 33:41
  SPEAKER_01: I've seen job postings with more information that are a
• 33:48
  SPEAKER_01: crappier job posting, for lack of better terms.
• 33:53
  SPEAKER_01: So I would say that it does list a salary.
• 33:57
  SPEAKER_01: It does have some pertinent information, not all of it.
• 34:02
  SPEAKER_01: It's got its requirements and all of that stuff.
• 34:05
  SPEAKER_01: So I don't know.
• 34:05
  SPEAKER_01: I'm still there are a couple things that I'm not feeling which
• 34:09
  SPEAKER_01: would be more about the job design itself.
• 34:12
  SPEAKER_01: So I would say it's a five.
• 34:12
  SPEAKER_01: I would give this one a five.
• 34:15
  SPEAKER_00: Yeah.
• 34:16
  SPEAKER_00: I was thinking the same thing.
• 34:17
  SPEAKER_00: I was thinking that this for me is a
• 34:20
  five because what's written is clear,
• 34:23
  it's short,
• 34:24
  it's concise,
• 34:24
  it's to the
• 34:25
  SPEAKER_00: point.
• 34:26
  SPEAKER_00: And it doesn't put in a lot of fluff that it doesn't need to.
• 34:31
  It does assume that there is a lot of contextual information
• 34:36
  that you would
• 34:37
  SPEAKER_00: just have by having heard of this global tournament before or having
• 34:42
  SPEAKER_00: worked in the industry.
• 34:43
  SPEAKER_00: So it's good that it doesn't bring in any fluff and
• 34:46
  it kind of rests on that context that a professional working in
• 34:50
  this industry
• 34:51
  SPEAKER_00: would kind of already know stuff.
• 34:53
  SPEAKER_00: But still a ton of stuff missing.
• 34:55
  SPEAKER_00: I would have liked to see stuff about the interview process.
• 34:59
  SPEAKER_00: I would have liked to see stuff about the hiring timeline.
• 35:02
  SPEAKER_00: Now this...
• 35:02
  SPEAKER_00: I found this job ad in...
• 35:06
  I found this job ad in March,
• 35:07
  so I've been sitting on it for a little while.
• 35:11
  But it would have been really useful to say like,
• 35:15
  "Hey,
• 35:15
  you know,
• 35:15
  the first
• 35:16
  SPEAKER_00: game is X date in Boston.
• 35:19
  SPEAKER_00: You're going to start however long before that.
• 35:23
  SPEAKER_00: We're going to make a hiring decision however long before that.
• 35:27
  SPEAKER_00: There's going to be training and knowledge transfer this and this and
• 35:29
  SPEAKER_00: this and this and this and this and this and this and this.
• 35:32
  SPEAKER_00: I think that that stuff was pretty important and it was missing.
• 35:35
  SPEAKER_00: Especially if people are going to be like the person who gets this job is
• 35:39
  SPEAKER_00: going to be taking vacation time.
• 35:42
  SPEAKER_00: You know, you kind of need to know those
• 35:44
  timelines ahead of time so you can figure out like,
• 35:46
  "Oh,
• 35:47
  can I actually do
• 35:48
  SPEAKER_00: this or not?"
• 35:50
  SPEAKER_00: It was missing a lot of stuff.
• 35:52
  SPEAKER_00: So, five out of 10 for me.
• 35:54
  SPEAKER_00: But thinking about the role design itself, this is
• 35:57
  SPEAKER_00: going to be tough because we don't know a ton about the responsibilities.
• 36:00
  SPEAKER_00: But thinking about the role design, what would you rate this out of 10?
• 36:05
  And you know,
• 36:06
  we're missing a lot of information,
• 36:07
  but do you think that this
• 36:09
  SPEAKER_00: is sustainable?
• 36:10
  SPEAKER_00: Do you think that it makes a lot of sense as written what
• 36:14
  SPEAKER_00: the person's actually going to be doing?
• 36:16
  SPEAKER_00: Do you have any kind of comments or
• 36:19
  SPEAKER_01: thoughts about that?
• 36:19
  SPEAKER_01: Yeah.
• 36:21
  SPEAKER_01: Like I said, it was a little bit confusing because initially I was
• 36:22
  SPEAKER_01: thinking, "Well, why aren't they just working with an existing security
• 36:25
  SPEAKER_01: company and contracting them out to do to do this job?"
• 36:28
  SPEAKER_01: So, I thought that that was strange.
• 36:30
  SPEAKER_01: I don't quite understand why it's being
• 36:32
  SPEAKER_01: done the way it's done.
• 36:32
  SPEAKER_01: And yeah, sustainable...
• 36:37
  SPEAKER_01: It's a short-term gig, I think.
• 36:38
  SPEAKER_01: So, could it be paid higher to ensure that
• 36:41
  SPEAKER_01: sustainability?
• 36:42
  SPEAKER_01: Sure.
• 36:43
  SPEAKER_01: But there's just there's not enough information for
• 36:45
  SPEAKER_01: me to feel confident like rating it anything higher than like a three
• 36:50
  SPEAKER_01: because I just don't—I just don't know what I don't know.
• 36:56
  Like was mentioned in the chat,
• 36:57
  you would think that they have all of this
• 36:59
  stuff kind of set up already and they need someone to just kind
• 37:01
  of wrap their
• 37:02
  SPEAKER_01: arms around it maybe, but we don't know.
• 37:05
  SPEAKER_01: So for me it's a pretty low rating of about a three.
• 37:08
  SPEAKER_00: Yeah.
• 37:09
  SPEAKER_00: I don't think I can even rate this.
• 37:10
  SPEAKER_00: I think for me it's a—it's a can't rate.
• 37:14
  SPEAKER_00: Because it doesn't give you enough about the responsibilities.
• 37:20
  SPEAKER_00: Like, they say this is what we require of your background for you to get
• 37:24
  SPEAKER_00: through the gate.
• 37:25
  SPEAKER_00: You know, they say you've got to have that bachelor's
• 37:28
  SPEAKER_00: degree, you've got to have a decade of experience in there's five or six
• 37:32
  SPEAKER_00: different public safety and preparedness fields that they kind of
• 37:36
  SPEAKER_00: list off.
• 37:37
  SPEAKER_00: And they say, "Well, you've got to have worked in multi-day
• 37:40
  SPEAKER_00: tournaments before at some point."
• 37:42
  SPEAKER_00: They say all that, but none of that
• 37:45
  SPEAKER_00: actually communicates what the responsibilities of the job are.
• 37:50
  SPEAKER_00: So, you have to guess.
• 37:51
  SPEAKER_00: You have to say, "Oh, you know, I'm going to be
• 37:56
  SPEAKER_00: overseeing security for non-competition venues."
• 38:01
  SPEAKER_00: What's that mean?
• 38:01
  SPEAKER_00: Don't know.
• 38:01
  SPEAKER_00: Do you have a team?
• 38:02
  SPEAKER_00: Don't know.
• 38:04
  SPEAKER_00: No clue.
• 38:05
  SPEAKER_00: What's the reporting structure?
• 38:06
  SPEAKER_00: Don't know.
• 38:07
  SPEAKER_00: No clue.
• 38:08
  SPEAKER_00: Ultimately, where does the buck stop?
• 38:10
  SPEAKER_00: Don't know.
• 38:11
  SPEAKER_00: Is there someone above you, co-ordinating security for the region?
• 38:17
  SPEAKER_00: Don't know.
• 38:18
  Are you going to be interfacing or reporting to the person
• 38:20
  who's in charge
• 38:21
  SPEAKER_00: of security for the competition venues?
• 38:23
  SPEAKER_00: Don't know.
• 38:25
  SPEAKER_00: None of these details are in the job description.
• 38:27
  And that's kind of stuff that you need to figure out if a
• 38:29
  role—the way it's
• 38:31
  designed or thought through—is going to be logical,
• 38:36
  sustainable,
• 38:37
  whatever.
• 38:38
  SPEAKER_00: We have none of that.
• 38:40
  The only thing that kind of saves this from that perspective in
• 38:42
  my mind is the
• 38:44
  SPEAKER_00: fact that it's three weeks and it's a once-in-a-lifetime opportunity.
• 38:47
  You know,
• 38:47
  the fact that these folks had to post this job ad at all really
• 38:53
  shocks
• 38:54
  SPEAKER_00: me.
• 38:54
  SPEAKER_00: Why they chose to post this publicly.
• 38:58
  I'm a little bit at a loss for because you think that they
• 39:02
  could have very
• 39:03
  SPEAKER_00: easily gone to the public safety and preparedness community in the Boston
• 39:08
  SPEAKER_00: area and just kind of through professional networks circulated and
• 39:12
  said,
• 39:12
  "Hey,
• 39:12
  we're looking for someone to lead security during this football
• 39:18
  SPEAKER_00: tournament.
• 39:19
  SPEAKER_00: Anybody who's interested, like send us an email.
• 39:22
  SPEAKER_00: Let's talk."
• 39:22
  SPEAKER_00: Right?
• 39:23
  SPEAKER_00: Like, it's going to be a big time waster for them to have put this in
• 39:28
  SPEAKER_00: publicly and have to screen those.
• 39:30
  SPEAKER_01: But it could be though, it could be
• 39:32
  that they do have someone in mind and they're just trying to
• 39:35
  make sure that
• 39:36
  SPEAKER_01: it seems as though they're doing a very equitable hiring process.
• 39:40
  SPEAKER_01: And that's why it's so vague because they're like, "We don't give a $*&#.
• 39:44
  SPEAKER_01: We're not going to hire anyone anyway.
• 39:44
  SPEAKER_01: We already got our person.
• 39:46
  SPEAKER_01: We just need
• 39:47
  SPEAKER_01: to put it out there to make it look as though we did the process."
• 39:50
  SPEAKER_01: Who knows?
• 39:53
  SPEAKER_01: So many unknowns.
• 39:55
  SPEAKER_01: And yeah, like what you were saying about how there are—we don't know, we
• 39:59
  SPEAKER_01: don't know.
• 39:59
  SPEAKER_01: An argument could be made that that's information that you can get
• 40:02
  out of the interview,
• 40:02
  but again,
• 40:02
  going back to how as a hiring manager do you
• 40:06
  SPEAKER_01: want to run your interview process?
• 40:06
  SPEAKER_01: Do you want to spend the whole time
• 40:08
  explaining something to a candidate that you could have just
• 40:10
  written out in
• 40:11
  SPEAKER_01: a job description?
• 40:11
  SPEAKER_01: Like that's not a really smart use of time, your time or
• 40:15
  SPEAKER_01: theirs.
• 40:15
  SPEAKER_01: So, yeah, absolutely.
• 40:18
  SPEAKER_01: I take it back.
• 40:18
  SPEAKER_01: I don't give it a three.
• 40:19
  SPEAKER_01: I give it a can't rate.
• 40:25
  SPEAKER_01: I can't—I can't rate it either.
• 40:25
  SPEAKER_01: But yeah, I mean it is what it is.
• 40:27
  It's such a mystery and this is why it never gets old because
• 40:30
  every single job
• 40:32
  posting tells a story and you really take your time,
• 40:35
  read through it,
• 40:36
  focus
• 40:37
  on what's not being said just as much as what is being said,
• 40:40
  and you'll start to
• 40:42
  SPEAKER_01: paint a pretty interesting picture.
• 40:44
  SPEAKER_00: Even the hiring manager thing, right?
• 40:47
  Like,
• 40:48
  who's to say that there is one single person that you would be
• 40:51
  able to
• 40:52
  ask all these questions to because again if this is an
• 40:55
  organizing committee
• 40:57
  that would suggest that there is some kind of committee-based
• 41:00
  interviewing
• 41:02
  SPEAKER_00: process.
• 41:02
  SPEAKER_00: So you're not wasting the time of one person, you're potentially
• 41:06
  wasting the time of like five,
• 41:08
  six,
• 41:08
  seven,
• 41:09
  eight,
• 41:09
  nine,
• 41:09
  10,
• 41:09
  11,
• 41:10
  12 people.
• 41:12
  SPEAKER_00: It's mind-boggling.
• 41:13
  SPEAKER_00: It seems ridiculous.
• 41:15
  SPEAKER_01: Yeah.
• 41:16
  SPEAKER_01: Absolutely.
• 41:16
  SPEAKER_01: And we're not asking for a novel with job postings.
• 41:19
  Although like the more we do this show,
• 41:20
  the more I think about maybe that's not
• 41:22
  SPEAKER_01: such a bad thing.
• 41:22
  SPEAKER_01: Like there's an episode way back where Paul and I kind
• 41:26
  of co-designed a real job posting for the company that I work
• 41:29
  at and it ended
• 41:30
  SPEAKER_01: up being like a slide deck.
• 41:33
  SPEAKER_01: There was a lot of information there.
• 41:36
  And we tried to be as transparent as possible and it worked out
• 41:40
  really well.
• 41:42
  SPEAKER_01: The feedback was overwhelmingly positive.
• 41:45
  SPEAKER_01: Not everyone's going to take the time to read everything.
• 41:49
  SPEAKER_01: But it—how you advertise for jobs and kind of the format that you put out
• 41:55
  SPEAKER_01: there is also going to help you attract the right candidates.
• 42:01
  SPEAKER_01: And so, yeah, sometimes it's worth putting a little bit of extra time and
• 42:04
  effort and sharing maybe more details than you think necessary
• 42:09
  to give someone
• 42:10
  SPEAKER_01: a really good idea of what it is that they're going to be doing at the
• 42:13
  SPEAKER_01: organization.
• 42:13
  SPEAKER_01: So, and again, another argument could be made: Well, things
• 42:17
  SPEAKER_01: change so quickly here.
• 42:19
  SPEAKER_01: That's fine, too.
• 42:20
  But then that's another that's another tell of what your
• 42:24
  organization is like.
• 42:25
  SPEAKER_01: Things changing quickly might work for some people, it might not work for
• 42:28
  SPEAKER_01: others.
• 42:29
  SPEAKER_01: But yeah, make sure that you know what you're getting into.
• 42:34
  SPEAKER_00: Yeah.
• 42:35
  SPEAKER_00: Well, fives for both Jen and I on the job ad itself and cannot rate on
• 42:40
  SPEAKER_00: the role design.
• 42:42
  SPEAKER_00: I think that we can consider this job ad roasted.
• 42:46
  SPEAKER_00: That has been another episode.
• 42:47
  SPEAKER_00: Thanks for joining us.