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I welcome back Harry usually in Tuesday we do a lot of career segments send out one of the trends that we've been exploring it's -- fact that -- the job market's tight but.
And meeting that you know a lot of people are competing for the same job but at the same time employees are getting very picky.
And there's his quest to find the most qualified.
Employees and is typical for a lot of businesses small and big businesses -- That's what we're starting to see some particularly start -- Offer crane isn't -- and we say crazy we really mean crazy so I know you're thinking Google and the intern ship and all that stuff but I'm very -- got -- Carol spoke to a lot of startups and.
It's gonna tell us just how crazy some of these perks are and if they're working -- saying you're exactly right these startups feel this pressure to offer -- these over the top hurts.
If -- -- the town exactly.
With engineers the product designers it's becoming increasingly competitive so -- you can offer something that really.
Stands out from the -- -- going to have that opportunity to attract the best count.
It hit at -- education.
That it's so I think this one it's really over the top very well.
A company called perky their base in New York the start up went back ninety million Sunday about.
Every single corner fade -- up blackout.
Where they close the offices for one whole week.
On top of an unlimited vacation policy.
I've heard that an amazing -- unlimited vacation days and obviously everybody it's gonna take -- actually had to do work -- it's part because you have the option.
And then four weeks a year yes -- it's mandatory they shot the office now.
They don't allow and you want to work.
And their attitude it's really Smart -- Clinton keeps happening -- is there had of people in culture.
-- -- And she says that because they run on this -- or at least got a lot written.
Push their employees to the limits.
They want to make sure -- that they reward them appropriately.
And -- they can do all the things that keep people productive like they get to doctors' appointments they get to -- their kids piano recitals right they get to do these things that are really important to that did that week.
-- he say what.
That typical work day is flight because they actually down there working so hard -- shut down as the reward that she kind.
Describe what the typical night I'd like you that violently and then I would say it's not nine -- I didn't back.
But that's true it really tiny start up in New York in Silicon Valley they pushed people their limits and -- expressed that.
That's why they do this because during the week they expect people -- you really.
-- pushing the limits of what's possible.
Yet so we'll work right now will reward rewards you later and we -- it Lockett Greg Jackson and that's brilliant attitude that a lot of these startups have.
For the benefit.
Can't -- spoke with a company called bright which that they HR Data Co.
and they have a private chat on premises.
Did you meals three times -- -- for their employees.
So that'll tell us program this.
And that would be my first kind of open so Belgian waffles in the morning chicken -- -- at night.
The founder spent that employees -- three -- it.
-- -- -- -- I -- -- the perks I understand the reason not only to stand out but to keep everybody happy in attracting maintained that makes sense that there is not Washington today.
Essentially saying that we're seeing the water cooler replaced by -- they count of yeah that you know companies are saying just drank on Alice at the office get to know people from other department.
He'll stay a little bit longer.
You gotta wonder if my company giving me dinner that means they wanted to work through it.
That is something that I asked about I spoke with one company called trade -- and they have.
Twenty something employees and the -- said that.
Almost half of the employees within the apartment building but rocks from the office so.
Talk about a commute to walk out your door you're at the office and -- what about work life Alan -- our -- our employees and make sure.
That they can maintain that sort of separation.
And she said that it's not like the team it's like a family.
But you've got from -- from an employee perspective.
It doesn't ever become too much even if you do.
Really you -- your employees as good friends and family members but she sad for -- it works yet.
It did -- several weeks ago.
And they they found that thirty only 30%.
In America are actually in -- network that means 70%.
Of workers about fifteen more -- you know what actually.
Are -- -- not completely -- store completely negates this terrible.
So the question and goes to the box of these companies where the workers are disengaged.
When he needed -- changed.
And increasingly -- cannot -- is offering products and interviewing people with that family and mind.
Still not going to like your skill set I like your personality and you're gonna work with this person this person this person -- so I think you've got to be nice family that's more important than your scale.
And when I kept hearing was that these employees that offered these amazing perks.
Our screening applicants to make sure that they're not the type of people that will take advantage.
Of what's being offered when it comes to unlimited vacation days.
Heater meals and private -- on premise that you don't want someone who's just going to -- Take off.
Seven weeks a year and you know take extra food home to getting -- -- So they're screening that's really craziest Kirk that you found in your investigation.
I think it's hard to beat that blacked out any extra week of vacation once -- court there.
Personally I'm a little bit of a nerd I spoke at one company paper -- and they offering unlimited Amazon books account.
So they say if it's going to expand your mind where willing to pay for it.
And that's reasonable bet it does I -- and -- seems like OK it's not gonna harm or hurt -- not wearing armor or any that's fun right that you know what.
That sounds fun thing.
But I really think when it comes to use the craziest part or use one week -- -- blackout.
That tops list yeah I I would agree with you I mean you always have to say.
If I -- unlimited vacation days there's a lot of companies not necessary start ups that -- for that.
-- Edit it looks bad if you if you take and that they -- people really don't they use it now.
When your article beyond you know what and they -- wider Anglican following that in an imaginary interview insisting that can't do like Hilton news in the morning and -- and find out how like even NASCAR national small businesses there's -- Latin talking about but -- -- -- -- I did what he didn't come up with now we want him.
Thank you being an essay yeah I think everybody retaining an alliance in an I didn't see -- back here to.
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