Walmart Just Laid Off 1,000 Corporate Workers In 2026... And Told The Rest To Move Or Leave.

Added: 2026-05-27

[00:00:00]Walmart cuts a thousand jobs amid AI push. Are even retail jobs not safe in the AI era? Walmart layoffs leave employees searching for answers.

[00:00:11]You see the headline. Walmart just laid off a thousand people, yet they're saying it ain't got nothing to do with AI. They ain't doubling down. Even though the memo that told everybody was laying off a thousand people was signed by the head of AI acceleration. When one plus one equals two, the math is correct. Donald Trump doesn't care about America's finances.

[00:00:30]When asked about how the war on Iran was affecting Americans and our finances, he basically said that as it pertains to this situation, he does not care about American finances. All he cares about is Iran not having nuclear weapons.

[00:00:50]Meanwhile, gas prices are up, groceries are up, travel is up, transportation is up, mortgage rates are up, all while wages are going down.

[00:01:04]I guess Walmart was right when they warned us about the economy based on the trends that they were noticing with spending within their customers and their not-so-usual customers being a larger portion of their customer base.

[00:01:20]The economy is a fool. What are we going to do?

[00:01:24]She just just displayed what we review here on a regular basis.

[00:01:29]And what I'm referring to is the short-sighted nature as far as people will put self-inflicted wounds on themselves today, being impulsive, being short-sighted, and fail to recognize the long-term objective and what's truly important in the foreseeable future.

[00:01:49]Because and man, I try not to get political on this channel, but it it's hard sometimes.

[00:01:59]I'm going to just address this, right?

[00:02:03]She said, "He doesn't care about how much prices are right now. He just cares about that Iran doesn't get nuclear weapons."

[00:02:11]Do you see the way that Iran is moving and the way that they're just doing whatever like they they clearly have no chance of truly winning.

[00:02:22]But they're literally just trying to take down and drag down whoever they can with them. They're attacking other countries. I think they've even attacked some of their supposed allies.

[00:02:32]So, what does that tell you?

[00:02:34]Can you imagine if they actually had nuclear power or really just any type of weapon that would be able to actually touch American grounds?

[00:02:44]Only focused on all gas is expensive right now.

[00:02:48]Not focused on like what that could really implicate moving forward. And funny enough, even if it didn't affect you, you know what we see a lot of times? How people are just surviving with their kids and not raising their kids? This could absolutely affect your children. Do you think about their future or you thinking about your gas prices right now?

[00:03:08]It's really sad. But y'all, let's get back into it. Um before we do, if you could like the video, greatly appreciate it. Only takes a second and it actually helps out more than you know. And also, if you could hype the video. His caption says, "Walmart with high layoffs at low prices."

[00:03:25]Surprise, surprise. More layoffs in 2026.

[00:03:28]This time the layoffs come from Walmart, who just laid off a thousand corporate workers.

[00:03:33]Walmart's CTO had just reviewed internal structures and decided, "Hey, we're going to streamline some teams to operate more efficiently."

[00:03:41]Which, if you don't speak corporate, means more layoffs due to AI.

[00:03:45]Now, this layoff is also personal to me because I worked in Walmart from June 2022 to February 2023, about 9 months.

[00:03:53]Unlike PayPal, this was probably the worst No, second worst work experience of my career.

[00:04:01]I was hired about 3 years ago to work on their affiliate marketing initiative, where they would collaborate with influencers to market Walmart products, and in turn, they would work their way up through tiers and get higher commissions, etc., etc. I was a part of building that platform.

[00:04:18]Kind of coincides with the UGC I'm doing now, but that's besides the point. Now, I'll never forget my time there because one, there wasn't enough work to go around, part of that over-hiring that you hear about during COVID and post-COVID. I was a part of that. There wasn't enough work to share among developers. So, there was a good amount of time where we'd all be working part-time on a project just to say just to keep us working for 40 hours.

[00:04:43]There were sometimes entire sprints where they were just like, "Uh find something to do in the code and try to improve it." Like, okay.

[00:04:50]And it was so unorganized that they didn't even know when to tell me that they fired me. I had been working for 2 weeks. No one knew why I was removed from the Slack channel, but, you know, they kept assigning me work anyway. So, when I submitted my hours to the contractor, they're like, "Hey, why did you submit your hours this week? You were fired 2 weeks ago."

[00:05:11]If you think that's disorganized, Wow. I still have their MacBook.

[00:05:16]>> That's crazy.

[00:05:16]>> Yes, it's been over 3 years trying to return this MacBook, by the way, but I'm still unable to return it because once I was officially fired, I had no channels to reach anyone. The recruiters couldn't reach anyone. Even when I tried as soon as a month ago, and they said, "Hey, we'll send you a QR code to send that laptop back." Never sent the QR code. So, most likely, I either keep this brick, which is IT locked, or I have to drive to Sunnyvale myself and drop it off to get rid of this thing.

[00:05:48]Because I don't want them one day saying, "Hey, you stole our laptop. You owe us $3,500."

[00:05:55]Now back to the layoffs. So, this is unfortunate because 1,000 people just removed overnight and Walmart is a very big company.

[00:06:03]Wow, that is very disorganized. So, they're they're not even getting their laptops back. They didn't even He didn't even know he was fired.

[00:06:11]That's next-level disorganized, which you wouldn't expect from a large corporation like Walmart.

[00:06:16]But, you know what's crazy? Walmart I'm If you don't know, I like stocks, right?

[00:06:22]I'm a stock guy.

[00:06:23]That's my preferred investment method.

[00:06:27]And Walmart was actually the first company that I ever bought on the stock market.

[00:06:33]And so, it was a dud. I actually lost money on it. This was back in the day trading days.

[00:06:40]But, when I started doing more research, I said, the first thing I said was, "Okay, this isn't spiking like I thought it would." But, the second thing I had to realize was, "Wait a second, every time I go in Walmart, the service is terrible.

[00:06:57]The service is terrible, and honestly, Walmart is starting to become like Honestly, very trashy.

[00:07:08]Because like think about it, even on like Black Friday and stuff like that, you can always find viral clips of things happening on Black Friday in Walmart, of people crashing out and fighting in there and all type of stuff.

[00:07:20]They have to hire like real police security. Like, Walmart is starting to get a bad rap.

[00:07:26]And so, I had thought about it. I was like, "Why did I invest in this company?" It was just like the preconception that just Walmart is a big company. They're a good company.

[00:07:34]That's what my thought was. But, then I was like, "They're not organized.

[00:07:39]Their people the employees are very rude. There's been times I've gone to Walmart and I try to ask for help or ask where something is. They're like, "I'm on break."

[00:07:47]And you know, there'll be times when I'm standing in line and I got to wait behind a Walmart worker trying to buy some stuff. Like, it's pretty crazy. And so, that's what he was dealing with.

[00:07:59]Obviously, well, we'll we'll we'll watch some more stuff and then we'll give some more takes. How about that?

[00:08:07]And a matter of fact, as early as this past September, they were hiring like crazy. Anybody who was ex-Walmart for some big initiative. I didn't do it because I didn't want to up and move back to San Francisco in like 48 hours.

[00:08:24]But now, they figured we have all the growth we need because we're going to go back to the AI streamlining thing. This is just really unfortunate.

[00:08:34]Corporate doesn't care about you. I can't stress this enough.

[00:08:37]If you want a 9-5, that is fine. Not everybody can be their own business owner, but please, have a side hustle.

[00:08:46]Document your work. Have a social media following. Have something you built on the side. Anything to prevent yourself from being a casualty. So, Walmart just laid off 1,000 employees. And the word that they used was streamlining.

[00:09:01]And we're going to see a lot more companies using terms like that. Another word that we're going to see a lot more is restructuring.

[00:09:10]Now, essentially, when they're talking about streamlining or restructuring, they are literally talking about having smaller teams that they augment AI and automation with. So, we're going to see this a lot with engineering teams and product teams because these are the two teams that are building the software or building products. And the truth is, AI allows engineers, it allows people who are shipping product or building product to build it even faster.

[00:09:44]See one CEO mentioned that 90% of their software was now being written by AI.

[00:09:54]And so teams are looking at this and I've experienced this myself. I was working with a partner earlier this year that had massive goals for 2026 when it came to hiring. About halfway through Q1, they decided to change their strategy. So instead of hiring a ton of product people, instead of hiring a bunch of people in engineering, they decided that they were going to have an AI-first approach. Again, we're going to see a lot more companies hiring this way. Less of an emphasis on big teams, more of an emphasis on smaller teams that are augmented and using AI to get the same work done.

[00:10:30]We're going to see this all across corporate America in 2026.

[00:10:33]>> Totally. Yeah, the way things are moving now for a lot of teams, what companies are going to do is they're going to have like one ultimately fewer people and more AI and basically the people are just going to be managing the AI. Right?

[00:10:47]Just like they would manage a workforce team, they're going to be managing the AI.

[00:10:52]And see when you saw the headline as far as Walmart lays off 1,000 people, I think most people just automatically assume that, you know, we're talking about the front-line store workers, right?

[00:11:03]But Walmart is a big corporation. Think about it. You can go on walmart.com and order something, right?

[00:11:12]So that means that there's a logistics component, obviously a software component because they have a website.

[00:11:20]Um I think and remember, Walmart I would think also would delve into manufacturing as well because they've already got the customer base, they've already got the ability to distribute um because Walmart is a volume-based business if you didn't realize. Walmart sells their things cheaper in order to make a smaller profit in the um if you look at it um granularly, but by the bird's-eye view by them having so much mass and volume, it can still be a decent profit as you extrapolate that over just all the volume that they actually do.

[00:12:06]So, what I'm ultimately saying is you would think that they would eventually get into, which I think they do, manufacturing their own products to be able to sell it, right? All the things that they sell, sure, they outsource a lot of it, but of course the final evolution is where they're able to produce all those things for far cheaper.

[00:12:27]Um but again, I think most people assumed that it was going to be the frontline workers that we were referring to.

[00:12:35]Let's be real, they had already pretty much got rid of a lot of them. Just about if you go to most Walmarts, everything is self-checkout. They maybe have a few people on the register in most cases, but a lot of times most things are self-checkout. They had already thinned out a lot of the in-store workforce. Um of course they're going to automate as well. So, AI is something um for more of their more senior roles as well as um of course their more technical IT roles, but I'm sure on the ground level as well, they're going to be focusing very heavily on automation, which they had already did again with self-checkout.

[00:13:14]That is automating, right?

[00:13:19]laid off. And honestly, to be transparent, I took a vacation to Nashville, I took a vacation to Carmel because I wasn't ready to deal with all these issues yet. I'm finally ready to post about my layoffs and be coming on the internet being vulnerable about it.

[00:13:33]It's a little bit embarrassing, but at the same time I know that there is so much I do not know. I moved to America about 4 years ago. So I'm not from here.

[00:13:42]A lot of the systems are different from what I'm used to back in Europe. If you have any tips, what should I do about my 401k? What should I do about my uh health savings account cuz I had an HSA that I had opened in the year and now I don't know how to get access to it anymore. Is there anything else that I should be looking at that maybe I I could be missing like I literally don't know what to do. My boss clearly said it wasn't a performance issue. It had to do with the economy. So I don't know if there That's probably why you're getting laid off by AI.

[00:14:20]All these questions you could have just asked AI.

[00:14:24]So this is where we're at, right?

[00:14:27]She's like coming online like y'all I desperately need you to give me the answers.

[00:14:32]AI can outline it step-by-step exactly what you need to do. You can say what what their HR platform was and everything and it'll tell you step-by-step the instructions on how to go about um transferring your retirement benefits or whatever the case or getting access to it and understanding the documents and transferring your HSA and all that good stuff.

[00:14:55]You have to start being more creative.

[00:14:58]And you also have to be able to leverage AI and all these new inventions, all these new technology to be able to make yourself better as well.

[00:15:09]And to be able to move fast. If you need to do something, you don't have time to be getting stuck here and this is the problem you can't solve.

[00:15:19]You can literally just have AI tell you.

[00:15:20]You're waiting on somebody online to give you some instructions that's going to be half instructions. AI will literally walk you through it step-by-step.

[00:15:29]And so people this is the thing, right?

[00:15:31]You see people with college degrees, all type of stuff.

[00:15:34]But it's like not making a good representation because that's kind of common sense.

[00:15:44]Use the thing that just got you laid off to get the answers to your questions.

[00:15:51]There's anything that I needed to do. I had a friend ask me, but she was also from another country and she was asking me like, is that even legal? Can just this can they just get rid of you like that?

[00:16:03]Within the same day with no with no warning, no nothing. If you know, if you're working in HR, if you've had experiences, if you've been laid off this year, um please do let me know. Do I file for unemployment? How does it work? Because I did do have another job, which is a 1099, but it's only once a week that I go in there once a week every Friday.

[00:16:24]It's a teaching job, so I go so I go there and teach and this job that I got laid off from was a corporate job and it was a job in sales. I had like a salary then commission. If there's anything you guys, beautiful American people know what to tell me, um I would love to know. Thank you so much.

[00:16:44]Okay.

[00:16:46]For the sake of entertainment, let's just go ahead and do this, right?

[00:16:50]>> [snorts] >> Let's see here.

[00:16:52]Because again, does she have a college degree?

[00:16:56]Cuz it's like she's struggling to just find out information. It's like she's stuck. I don't know what to do. I'm in limbo.

[00:17:04]I need somebody to give me the answers.

[00:17:08]Ma'am, you have everything that you need in order to get the answers.

[00:17:12]You're just not You don't take initiative is what we just found out.

[00:17:16]And not using common sense.

[00:17:19]And you'll be surprised. There's a lot of people with college degrees that don't have common sense.

[00:17:25]And so, this is where we're at now.

[00:17:28]And so, let let's let's just run through this. Let's say she lives in San Francisco. Right? I live in San Francisco.

[00:17:40]Got laid off by Walmart.

[00:17:49]What was the first thing she said?

[00:17:51]Um Is this even legal?

[00:17:57]You can get all these answers to your questions in 5 10 minutes that you're coming online needing people to give you. Look how much time Look how inefficient she is in getting information.

[00:18:11]Look what the AI says. Can you send a little more context of what happened?

[00:18:14]Were you actually employed by Walmart or a contractor? Were you laid off, fired, scheduled off? Look at Look how detailed it is. How long have you worked there?

[00:18:21]Were you full-time, part-time? Was this related to performance, attendance, medical leave, retaliation?

[00:18:27]I was laid off in the thousand worker AI initiative.

[00:18:46]Let's see. Let's see.

[00:18:48]If you're a part of a large-scale workforce reduction tied to AI initiative or automation restructuring, then yes, unfortunately, that can be legal in California, including San Francisco, as long as the company followed labor laws. The big questions are, did Walmart conduct a legitimate layoff restructuring? Did they provide proper notice if required? See, and didn't she say she they did it in one day?

[00:19:10]So, then she could start going back and forth and saying, "No, they did it this way in one day.

[00:19:15]Also, how do I transfer my HSA account, my 401k account?"

[00:19:19]And she would get all her answers right here, and she would ultimately get the right answers. Funny enough, and she can tailor it. That's why I put in this little San Francisco thing.

[00:19:28]But, what that reveals is see, we have all these resources accessible to us, but yet what we find is that most people just simply are not resourceful with the resources that they have.

[00:19:41]Her caption says, "Walmart, the largest private employer in the US, announces a 3-year hiring freeze." Ooh.

[00:19:48]Okay, I know I'm a little bit late talking about this, but I'm not seeing nearly enough people discuss how starting last month Walmart announced that they are going on a 3-year hiring freeze.

[00:19:58]>> [sighs and gasps] >> Mind you, this is one of the biggest employers in the United States, and you may be wondering, "Why are they going on this hiring freeze?" Um it is a lot worse than you were probably thinking.

[00:20:07]The corporation has cited that this is to give the company time to enhance their AI capabilities. And you know, I just wanted to go back to a couple of years ago when AI first started becoming more um mainstream and popular. There were a bunch of people who were like, "Oh my god, no, like AI is going to take our jobs." And there was so much pushback of people saying, "No, AI is literally not capable of doing the work that a person can do, especially in a customer service capability." Um and Walmart really heard that, and they said, "Hold my beer."

[00:20:34]>> [laughter] >> And you know, they haven't announced that they're going to be doing any mass job layoffs yet, but they have said that the roles that people, humans, are going to be expected to fill are going to shift. Um and you know, that makes me nervous because when it comes to performance, these large corporations, this Walmart's an almost trillion-dollar corporation, they are not looking at customer service connection. Um they are looking at performance and analytics, and quite frankly, real people cannot outperform AI. We just can't. Um and so, I like I said, I haven't heard a lot about this recently and I've got a little bit more traffic on my page and so I just wanted to go ahead and talk about this because Yes, you can.

[00:21:14]She said real people cannot outperform AI.

[00:21:18]Why you can't?

[00:21:20]Here's the thing.

[00:21:22]It depends on what we're talking about.

[00:21:24]Right? She said real people can't outperform AI.

[00:21:28]Let's say you're in a sales role or something.

[00:21:31]And AI creates an email and you create an email.

[00:21:35]You can absolutely create a high a better performing email than AI. Let's say you're doing a marketing campaign and AI creates the um verbage and all the stuff for the marketing campaign and you create it.

[00:21:52]Now, here's where we can definitely outperform AI.

[00:21:55]AI alone I would agree would probably outperform most people.

[00:22:02]But you know who AI can't outperform?

[00:22:05]A person using AI.

[00:22:08]And see that's the differentiator. Just like that woman, she was trying to come on here and get her questions answered by people just not resourceful just need to be told everything, right?

[00:22:20]Not resourceful, need everybody to tell her something. She would be someone out of job to where you got to tell them everything and they can't solve problems for themselves.

[00:22:29]So, yes, AI has definitely thrown a wrench in things for some people. Not for all.

[00:22:39]But if you use AI, there's nothing that can stop AI and people.

[00:22:46]You know, in uh what is the book? Um It's Napoleon Hill.

[00:22:51]And ultimately in Napoleon Hill talks about a mastermind, right? Which is basically when multiple people come together and they work in harmony towards a a goal, they can create a mastermind.

[00:23:03]But the thing was, the constraint was you needed people.

[00:23:06]You needed another person.

[00:23:07]Right? Tom Ford was somebody who understood that principle of the mastermind.

[00:23:13]And so, what I found now is that through the use of AI, now you can actually create what I like to call an artificial mastermind.

[00:23:25]Because now AI is like that other component that you could need. So, you wouldn't even need another person. You can create a mastermind just with you and AI putting your brains together and collaborating and creating new combinations of ideas.

[00:23:41]And then you discerning it, deciphering it, and ultimately having the final say.

[00:23:48]But this is not how people are thinking.

[00:23:49]People have this defeatist mindset where they're giving up. And it's like, no.

[00:23:54]You got to change your mindset. Right?

[00:23:57]Your freq- your frequency is what you frequently see. You got to change the way that you're viewing this and look at it as the opportunity that it is.

[00:24:07]Because there's there's not a lot of news about it. And you know, when a multi-billion dollar corporation is being shady, that makes me nervous. Um and I think that should make everyone else nervous, too. So.

[00:24:18]If you missed it, Walmart is changing all of their price tags to be digital, and this is definitely a recession indicator. I'm Liz, I share all things career, business, and tax so that you can stay ahead and stay in the now. I used to work in pricing, and I feel like most people don't realize there is an entire job around changing the price tags in stores, and it is brutal. It is something I would never apply for. I get into stores around 3:00 to 4:00 a.m., somewhere in the middle of the night, whether it's a small price change, like a 20-cent increase on a few items, or it's a whole department-wide buy-one-get-one 50% off sale. And so much goes into planning the signage, the labels, understanding the price impacts.

[00:24:59]What people don't understand is the technology behind doing digital price tags has been around forever, but companies never see the value in investing in doing this whole change, the software implementation, and doing it in every store. So, if Walmart thinks it's definitely worth their time and money to change the entire infrastructure around pricing, that means prices are definitely going up.

[00:25:22]Let's Well, here's the thing, right? If Walmart is laying off a lot of workers and replacing it, you know, for cents on the dollar with AI and automation and all these things, then I would think that that would actually enable them to be able to continue to keep their prices very competitive in the market landscape, which would ultimately then boost probably the volume that they're able to do.

[00:25:50]Right?

[00:25:51]I would think because that's their edge.

[00:25:54]Walmart's edge is their competitive pricing, again, cuz they're a volume-based business.

[00:25:59]Right? So, perhaps they may raise prices incrementally. We've seen them do it. We saw them especially do it like during um what was it, COVID?

[00:26:13]When they just went like eggs were so much and all this type of stuff. It was kind of recent, actually.

[00:26:18]But, they wouldn't I don't think that they would do it in a way that would flag, you know, people on high alert as far as like it wouldn't be noticeable.

[00:26:32]Because they're a volume-based business, just a few cents can be very impactful to their balance sheet ultimately. And if they have two things working at the same time, which is they're laying off their workforce and at the same time maybe slightly incrementally increasing prices, then that could make a world of difference.

[00:26:51]His caption says the lazy idea that people don't want to work. The lazy idea that people don't want to work still gets floated out there by companies and people who do hiring and it's actually incorrect. And whenever I hear somebody say that, I immediately discredit them as unserious because people want to work not because [snorts] they want your job, but because bills and obligations and just existing on this blue rock cost money and that is a pathway to doing it.

[00:27:18]Um if you were having a problem hiring, make the conditions better for people to want to work there. Forget the benefits, forget the perks, just up the salary range a little bit. People will definitely be a little bit happier.

[00:27:30]That's true.

[00:27:32]This leads into the San Diego problem and problems that we might start seeing pop up in other areas. That is very true. I mean, a lot of companies they try to do the perks and they try to do like, oh, we have take your shoes off Tuesdays where you can take your shoes off in the office and it's like they think that that makes an impact for workers and worker satisfaction.

[00:27:52]Here's the thing, me as a me, if I'm looking at a job or whatever, what I'm thinking is is this worth my time?

[00:27:59]And what can make something worth my time is going to be based off of how much I'm being compensated for, right?

[00:28:08]Listen, I would I would be a janitor and scrub bathrooms if you paid me half a million dollars to do it.

[00:28:17]Right?

[00:28:19]So, that's usually the thing.

[00:28:22]It's not that people aren't willing to do the work or whatever like he just articulated. It's just about is this worth it for me?

[00:28:30]And so, or it it can also depend on your situation.

[00:28:35]If you're in a desperate situation, then desperate times call for desperate measures and you'll do whatever somebody needs for whatever they'll give you.

[00:28:43]But if you're not in a desperate situation and you have a little bit of leverage in life, then you're going to be weighing it based off of what you're actually be compensated.

[00:28:54]Because then you can justify it that it's worth it. And so, I would absolutely agree with that. We're going to finish out his thought and then wrap this up.

[00:29:03]areas where cost of living is high and the pay appropriate to that cost of living is low.

[00:29:09]San Diego's beautiful. When we moved here, everyone told us how expensive it was. For us, we did not find it to be all that more expensive than where we came from in the Twin Cities up in Minnesota.

[00:29:22]But, what I have noticed spending a lot of my time in the workforce is that there are a sizable amount of jobs that are proudly paying between 18 and 23 an hour.

[00:29:31]Uh 23 an hour is below 50K a year. 50K a year is not good living in a place like San Diego where your rent is going to be two to three, maybe even $4,000 a month depending on where you are living.

[00:29:44]Um The issues that we are going to start seeing as it relates to the low pay in relation to the cost, I think we're going to start seeing with gas prices.

[00:29:54]Now, gas here is uh depend He's kind of all over the place. Here's the thing.

[00:30:00]We're seeing the layoffs happen.

[00:30:02]And it's very apparent. It's in our face. It looks like every week now there's another major corporation doing mass restructuring and mass layoffs, right?

[00:30:12]And I think it's really two things that we have to keep our eye on and that we have to be concerned about moving forward in the foreseeable future. And those two things are it's going to be death to two different sides of the workforce.

[00:30:30]And here's what I mean.

[00:30:32]I think what we're seeing right now is we're seeing death to entry level.

[00:30:43]And then we're also seeing death to a lot of senior roles. So, it's like two opposite sides of the spectrum and they're the furthest sides of the spectrum.

[00:30:52]No companies want to hire really entry level and train anymore.

[00:30:56]And then also companies are looking at their balance sheets and they're looking at a lot of the senior workers and they're getting paid the most. And for what you hire this person for, you could have somebody you could have, you know, 20 employees, 30 employees who are actually producing and contributing to production, which would actually contribute to revenue and profit, right? So, I think that's what you're seeing. I think what they're trying to to basically get rid of right now, because the leverage is definitely going in favor and trending in favor of the corporations, is the entry level is going away because every corporation Think of corporations like how you think of yourself, right?

[00:31:41]You're only out for yourself.

[00:31:44]And so, you feel like you're entitled to the best, right? Most of us, we feel like we're entitled to the best. You see it in dating, you see it across everything. Where it's like somebody may not even necessarily deserve something, but they feel entitled to it.

[00:31:56]And so, when companies are like, "Okay, we need somebody to fill this position."

[00:32:02]They're like, "Okay, he you don't have no experience?" Oh, no, there'll be a company You know how if a woman be like, "Oh, yeah, there's somebody for you, but it's just not me."

[00:32:12]That's what them companies are saying to entry level people. Like, "Oh, it's a company for you, but it's just not me."

[00:32:18]But the thing is all the companies are saying that. And then now what you see with more senior roles, they're also trying to get rid of that and I've even heard stories about interviews basically treating those like consultations when they're speaking to senior professionals.

[00:32:32]And when I say consultations, they'll have the senior professionals basically doing projects. They'll be asking the senior professional all type of things um basically to solve their business problem. They may even directly ask you like this is a business problem. How would you solve this if you worked for us? And then they answer the question and then they get ghosted and they never get heard back from again from that job, but they just solved their business problem or maybe even they do a project and they F around and wind up seeing their project get implemented that they did for free.

[00:33:06]So and don't don't forget the fact that we have enterprise AI now that can actually track your work activity and track how you work and then basically learn from how you work, take that information and then they no longer need you anymore.

[00:33:22]The landscape is getting very crazy out here.

[00:33:27]It's almost akin to like a war zone.

[00:33:29]Like it is a war zone.

[00:33:32]It um in the job market ultimately. It's it's it it's a toss-up. It's very chaotic.

[00:33:39]But through the chaos there is always opportunities. So you don't want to get emotional about this. You want to be able to still see things clearly. Ideally not be in survival mode, be well positioned for you to be able to be efficient and be able to capitalize off the opportunities that present themselves and continue to build momentum. Um but yeah, it's it's crazy times right now.

[00:34:03]It's crazy times, but for some people, for savvy people, for people who are recognizing the opportunities, these are fun times. So I hope you're on that side, but regardless um we just try to do the best we can, right? But we'll leave it there for today. Um if you could like the video, I'd greatly appreciate it. Only takes a second and it actually helps out more than you know. And also if you could hype the video, hype is a new feature that YouTube offers where it helps smaller content creators like myself. And basically when you hype, it actually pushes us to the extent that it pushes the larger content creators. So, you just press the hype button and it shows the points. And since I am a smaller creator, a smaller channel, we actually get more points per hype. And hype was designed for smaller creators. So, that's why your hypes go further with smaller creators.

[00:34:46]But, if you go to a video and you don't see the hype button, then it's probably been over 7 days. So, it's usually best practices if you want a hype, then to just go ahead and hype while the iron is hot.

[00:34:57]And then also, if you want to join the membership, you should see the join button on this video. And basically, you can join, um become a member, and you'll be a part of the DXU family. And what that can come with is it'll be badges next to your comments, so people can actually recognize the prestige, and they'll be able to see that you are a member when you leave your comments, as well as early access to content and exclusive content. So, if you want to join that, then definitely feel free.

[00:35:26]But, until then, I'll catch you on the next video.