WEBVTT - Alight's Financial and Health Security Platform

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<v Speaker 1>You're listening to Bloomberg Business Week with Carol Messer and

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<v Speaker 1>Tim Stenebek on Bloomberg Radio.

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<v Speaker 2>So our next guest works with many Fortune one hundred

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<v Speaker 2>companies around the globe, working with them on HR programs.

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<v Speaker 2>We're talking about health, wellness, wealth programs. She's got a

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<v Speaker 2>great vantage point her company does too in terms of

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<v Speaker 2>what's going on in the overall business and it environment.

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<v Speaker 2>So great to have back with us. The chief financial

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<v Speaker 2>officer of the publicly held a light Katie Rooney with

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<v Speaker 2>us in studio. It really is great to have you here.

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<v Speaker 2>I said to you, it's like not been that long,

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<v Speaker 2>but it feels like because every day is so dense.

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<v Speaker 1>How are you you know, it's it's been a crazy,

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<v Speaker 1>crazy quarter. Although I feel like within in a light

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<v Speaker 1>years that's normal.

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<v Speaker 3>So true, it's.

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<v Speaker 2>True, like our perspective has changed. Let's just start broad

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<v Speaker 2>and Macro talk to a little bit about the business environment,

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<v Speaker 2>because you do have a great window. And forgive me

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<v Speaker 2>for those who don't know exactly what you're doing. You

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<v Speaker 2>do work globally, You're working with lots of companies. Remind

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<v Speaker 2>our audience what you.

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<v Speaker 1>Do, yes, of course, so we serve thirty six million

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<v Speaker 1>people across the globe doing basically human capital around health,

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<v Speaker 1>well being, payroll and.

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<v Speaker 2>So what types of programs that companies have right.

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<v Speaker 1>Absolutely, when you think about employee wellbeing, everything we're trying

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<v Speaker 1>to do for the employee in today's day and age,

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<v Speaker 1>Given everything we're seeing, we are taking a different approach

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<v Speaker 1>across the industry to say we have to engage with

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<v Speaker 1>people differently to help drive a different outcome. We've done

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<v Speaker 1>that a lot for clients, We've done that a lot

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<v Speaker 1>kind of in the front office. We really haven't done

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<v Speaker 1>that for our talent, and so we're trying to take

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<v Speaker 1>a platform approach with a light work life, where it's

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<v Speaker 1>one place to go where we can help you basically

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<v Speaker 1>solve more complex issues to keep your for the employer

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<v Speaker 1>and the employee, to keep them financially secure and healthy.

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<v Speaker 2>Katie, do you feel like post pandemic that employees companies

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<v Speaker 2>are looking at their workers differently or do you feel like,

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<v Speaker 2>because it's a tight labor force that maybe companies are

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<v Speaker 2>looking at their workers differently.

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<v Speaker 1>Honestly, I think either way you are yes, yes, it is.

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<v Speaker 1>I mean it's a little bit of yes. Yes, I

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<v Speaker 1>think you have to.

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<v Speaker 3>We we did a.

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<v Speaker 1>Global mindset survey and we said eighty percent of workers

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<v Speaker 1>say they feel moderate to high levels of stress. I mean,

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<v Speaker 1>it doesn't matter if it's you know, the pandemic, if

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<v Speaker 1>it's macroeconomy. There's so much in our environment today and

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<v Speaker 1>that I think employers have to play a different role

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<v Speaker 1>in terms of how they're helping their employees.

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<v Speaker 4>Well, you've been in this role for six years ish.

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<v Speaker 3>A little bit longer, A little bit longer. I'm so sorry.

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<v Speaker 1>I don't know, because a light actually carved out in

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<v Speaker 1>twenty seventeen from a on So I've been technically with

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<v Speaker 1>the Legacy company a little longer.

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<v Speaker 4>And so I'm curious about how you've seen employee demands.

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<v Speaker 3>Change over the course of your tenure there.

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<v Speaker 4>What would you say is the single biggest shift in

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<v Speaker 4>ask from employees.

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<v Speaker 1>Honestly, I think they found a voice. I just think

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<v Speaker 1>we didn't, you know, And again i've you know, as

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<v Speaker 1>an employer, I'm not sure we took the time to listen.

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<v Speaker 1>And I think employees are now found a stronger voice.

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<v Speaker 1>That it starts with their leaving right, higher turnover. They're

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<v Speaker 1>requesting more and so we have to help them in

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<v Speaker 1>a different way. I don't think it's one specific thing.

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<v Speaker 1>I just think when you think about overall well being,

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<v Speaker 1>what they're feeling, what they're seeing, we have to take

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<v Speaker 1>a different approach, hear them and support them in a

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<v Speaker 1>different way. They want to build trust with their employer.

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<v Speaker 1>It's got to be a two way street, whereas historically

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<v Speaker 1>I think it was a little bit more one way.

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<v Speaker 2>Well when it comes to the services that you guy

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<v Speaker 2>guys provide for your clients. So I said health, wealth

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<v Speaker 2>and wellness, right, Did I catch them off?

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<v Speaker 3>Yeah?

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<v Speaker 2>Yeah?

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<v Speaker 3>So what is it?

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<v Speaker 2>Where are you seeing the most growth or more demand

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<v Speaker 2>that like this is what my employees want? Or is

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<v Speaker 2>it everything?

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<v Speaker 1>I think it's interconnected. I think that's the important thing

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<v Speaker 1>for the employee. Again, think about it, they I mean,

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<v Speaker 1>think about what you potentially do today. Just you figure

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<v Speaker 1>out where your paycheck is, and where your health coverages

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<v Speaker 1>and where your four one K coverages? How many systems

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<v Speaker 1>are you going to? Where are you going right? And

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<v Speaker 1>how do you know what to use right? And what

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<v Speaker 1>the right decisions are? We say, should you be investing

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<v Speaker 1>in your HSA, a health savings account or your four

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<v Speaker 1>to oh one K? Like those are actually complex questions

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<v Speaker 1>that we really haven't helped our employees answer. And so

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<v Speaker 1>I think it's more the combination of all of them

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<v Speaker 1>to help people make a better decision. You got to

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<v Speaker 1>pay raise, what.

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<v Speaker 3>Should you do?

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<v Speaker 1>Right? Of course, yes you want to make a different decision,

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<v Speaker 1>but bring it all together for them?

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<v Speaker 2>Well, how does AI and generative AI change this? Because

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<v Speaker 2>I do think about think about the question, right, the

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<v Speaker 2>conversation I could have with a system a platform that

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<v Speaker 2>is integrated, but it seems like it could make it

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<v Speaker 2>so much easier to use.

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<v Speaker 1>Right, I love that question because I think there's so

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<v Speaker 1>much opportunity. It starts with the data. So think about it.

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<v Speaker 1>There's a million searches today on Google for a doctor.

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<v Speaker 1>Where do I find a doctor? I mean, do you

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<v Speaker 1>think Google knows what health plan you're in, what's in network,

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<v Speaker 1>where you're located, who's the highest quality, lowest cost, and

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<v Speaker 1>helps you make a decision and can schedule an appointment

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<v Speaker 1>and get you a second opinion and right, So like

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<v Speaker 1>you need the AI in terms of the underlying data

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<v Speaker 1>to help drive those personalized recommendations. But it has to

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<v Speaker 1>be when you think about in a trusted source who

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<v Speaker 1>has access.

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<v Speaker 2>To that, So how do you do that? So how

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<v Speaker 2>do you make it comprehensive, smart, accurate?

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<v Speaker 3>Right? And then secure?

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<v Speaker 2>I mean are you working on it?

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<v Speaker 1>No? We start there today. I mean security is table stakes. Yeah,

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<v Speaker 1>I mean that just you can't have an employee concerned

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<v Speaker 1>or thinking about that. We spend a ton of time, resources,

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<v Speaker 1>money on that full stop. Put that aside. Then the

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<v Speaker 1>next piece is why we think this integrated platform is important.

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<v Speaker 1>We know your pay, we know your claim's history, we

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<v Speaker 1>know how you're saving. A mom just had a baby, right, Well,

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<v Speaker 1>they might have a different need than somebody who's retiring.

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<v Speaker 1>So I think it's more about taking that data to

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<v Speaker 1>use kind of provide a recommendation engine up one because

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<v Speaker 1>everyone's unique.

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<v Speaker 2>Right exactly.

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<v Speaker 1>That's the power of it.

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<v Speaker 3>Okay, is their risk at all? And decrease jobs because

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<v Speaker 3>of the AI impact?

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<v Speaker 4>I know that's like the basic obvious question, but how

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<v Speaker 4>are you thinking about it?

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<v Speaker 1>I just think it's different. Again, AI is only as

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<v Speaker 1>good as the data, but it's not going to drive

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<v Speaker 1>a decision. So you know, we have people calling us

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<v Speaker 1>because they need to check the status, but they don't

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<v Speaker 1>need to call us for that. Like that's fine, but Listen,

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<v Speaker 1>if somebody has a cancer diagnosis, they want to talk

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<v Speaker 1>to someone, right, that's never going to go away. So

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<v Speaker 1>I think it's more that jobs are changing, and we,

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<v Speaker 1>I think have a social responsibility to figure that out,

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<v Speaker 1>and hopefully I mean in the finance function in particular.

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<v Speaker 1>I think that's a huge opportunity to play a bigger

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<v Speaker 1>role strategically in the business.

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<v Speaker 2>Because you know, I think about the services that you offer,

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<v Speaker 2>and I even think about my own experience with and

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<v Speaker 2>we have a company with incredible benefits and we do

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<v Speaker 2>have some really great usable programs and so on. But

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<v Speaker 2>I do think about if sometimes and if Matt Miller

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<v Speaker 2>was here, another one of our TV and radio anchors,

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<v Speaker 2>he'll go on and on about like the chatbots and

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<v Speaker 2>how they drive him crazy, and you're on a.

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<v Speaker 1>Site and he's not wrong.

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<v Speaker 2>Sometimes where I just want to get on with the

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<v Speaker 2>human and say help me out here, walk me through it.

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<v Speaker 2>And so there is this balance.

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<v Speaker 1>There's a balance, But there's.

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<v Speaker 2>Also other times where I love it where I can

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<v Speaker 2>just kind of whittle through a bunch of information, figure

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<v Speaker 2>it out.

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<v Speaker 1>There are times you don't want to talk to someone, Yeah,

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<v Speaker 1>absolutely right, And it's you know, I have a mental

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<v Speaker 1>health issue. I just need to figure out where to go.

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<v Speaker 1>I don't I don't want to have to have that

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<v Speaker 1>conversation yet, just direct me at the same time. Okay,

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<v Speaker 1>now I have a diagnosis, tell me what this means. Right,

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<v Speaker 1>So I think you just have to meet people where

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<v Speaker 1>they are.

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<v Speaker 2>Is though, chat or generative AI a big boost for

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<v Speaker 2>what you guys ultimately do, Like do you see that

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<v Speaker 2>as a big growth driver?

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<v Speaker 1>I think it's a huge opportunity. And it's not just

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<v Speaker 1>generative AI, it's AI more broadly because.

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<v Speaker 2>You're already using that.

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<v Speaker 1>Yeah, right, absolutely, we have to be right when you

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<v Speaker 1>think about I think about it, there's predictive, there's a

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<v Speaker 1>general there's just in essence driving an informed decision for someone.

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<v Speaker 1>It will only continue to get better.

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<v Speaker 2>So then what do you say to And we're gonna

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<v Speaker 2>got about a minute. Then we'll come back and talk

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<v Speaker 2>some more. But there is this kind of wait. I'm

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<v Speaker 2>terrified by it, and I'm also like, well, wait, we've

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<v Speaker 2>been using it for a long time already, so how

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<v Speaker 2>do you you know, what would you be saying to

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<v Speaker 2>someone who was asking you, like, oh my god, what

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<v Speaker 2>is this?

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<v Speaker 1>I mean? I love the analogy. Someone told the other day,

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<v Speaker 1>I'm in finance. You know, the calculator came along. It's

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<v Speaker 1>not like all the finance jobs went away, right, I mean,

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<v Speaker 1>it's just we have to just think differently. Even with

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<v Speaker 1>generative AI, at the end of the day, there's still

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<v Speaker 1>a judgment call. So I think it's it's changing that

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<v Speaker 1>mindset around how we benefit and use it in a

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<v Speaker 1>more proactive way.

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<v Speaker 3>Yeah.

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<v Speaker 2>I just think it's yeah, And I love that you're

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<v Speaker 2>being smart about it and very specific and just saying

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<v Speaker 2>technology can be so terrifying, right, I feel like and

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<v Speaker 2>people have have kind of run in that direction, and

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<v Speaker 2>I think there's been some great reporting showing how it

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<v Speaker 2>can go astray. But there's also a potential if you

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<v Speaker 2>think about online when it all started, right, or the Internet.

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<v Speaker 1>I think there's always and I think it's exciting, like

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<v Speaker 1>that's next chapter.

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<v Speaker 3>It always story every time, and then it's right. You know,

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<v Speaker 3>it's always right. We just have to learn as we

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<v Speaker 3>go along.

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<v Speaker 2>We do want to get back to our guest Carol

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<v Speaker 2>Master along with Madison Mills here we're talking with the

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<v Speaker 2>CFO of like Katie Rooney here in our studio. I

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<v Speaker 2>want to go back to some business stuff. Is it

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<v Speaker 2>easy being a CFO right now, especially when we talk

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<v Speaker 2>about credit crunches, markets tightening, questions about recessions and slow downs.

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<v Speaker 1>I don't know that I'd say EASi or hard. I

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<v Speaker 1>just think I think it's a really important time to

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<v Speaker 1>be a CFO.

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<v Speaker 3>There's so much that hasn't been important.

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<v Speaker 1>Well, I think I think that's a fair story. No,

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<v Speaker 1>it's a fair point. But in terms of the magnitude

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<v Speaker 1>of risk and volatility and so I think, you know,

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<v Speaker 1>we spend a lot of time focusing on balance sheet,

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<v Speaker 1>right and having kind of that visibility into revenue, profitability,

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<v Speaker 1>cash flow so that we can weather any scenario, right,

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<v Speaker 1>because I think even over the past couple of years,

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<v Speaker 1>right with COVID, with everything we've been through, there's just

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<v Speaker 1>been so much more volatility and uncertainty that you just

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<v Speaker 1>you have to have a bigger role in managing through that.

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<v Speaker 2>Do you feel more uncertain about the outlook? Do you

0:10:26.000 --> 0:10:28.760
<v Speaker 2>think more about recession based on things that you're seeing

0:10:28.840 --> 0:10:31.000
<v Speaker 2>or conversations because you do have a great as I

0:10:31.040 --> 0:10:32.800
<v Speaker 2>said at the top, like a great window because you

0:10:32.880 --> 0:10:35.440
<v Speaker 2>talked you have so many corporate clients.

0:10:35.520 --> 0:10:37.960
<v Speaker 1>Yeah, I think that's right, and I think, I mean

0:10:38.000 --> 0:10:40.240
<v Speaker 1>the good news is for us, it's an opportunity because

0:10:40.320 --> 0:10:42.319
<v Speaker 1>we do serve you know, fifty percent of the fortune

0:10:42.360 --> 0:10:44.480
<v Speaker 1>five hundred. They are focusing more on cost. We can

0:10:44.520 --> 0:10:47.240
<v Speaker 1>help address a bigger aid. When you think about the

0:10:47.559 --> 0:10:52.000
<v Speaker 1>solutions we can provide end, Yeah, I mean, you know, fortunately,

0:10:52.120 --> 0:10:55.319
<v Speaker 1>unfortunately you're going to provide healthcare, you're going to do payroll, right,

0:10:55.400 --> 0:10:58.480
<v Speaker 1>and actually we can help provide a better solution to

0:10:58.520 --> 0:11:01.400
<v Speaker 1>maximize how you're using those services. So I think the

0:11:01.440 --> 0:11:04.600
<v Speaker 1>conversation doesn't change. I think it's more I actually think

0:11:04.600 --> 0:11:06.480
<v Speaker 1>about it as how do you make it an opportunity

0:11:06.559 --> 0:11:09.840
<v Speaker 1>where we can actually invest more during this cycle to

0:11:09.920 --> 0:11:12.240
<v Speaker 1>get ahead because we are coming at it from a

0:11:12.280 --> 0:11:13.080
<v Speaker 1>position of strength.

0:11:13.440 --> 0:11:15.720
<v Speaker 3>So what do you look at when making that decision?

0:11:16.600 --> 0:11:19.680
<v Speaker 1>Yeah, I mean I think it starts with just healthy

0:11:19.720 --> 0:11:23.680
<v Speaker 1>balance sheet, right, having that flexibility to weather different scenarios,

0:11:23.920 --> 0:11:26.520
<v Speaker 1>so and being thoughtful about what those those could look like.

0:11:27.880 --> 0:11:30.040
<v Speaker 2>Katie, did you see any impact from the collapse of

0:11:30.080 --> 0:11:32.559
<v Speaker 2>like Silicon Valley and the four regional banks? Did that

0:11:32.640 --> 0:11:33.800
<v Speaker 2>in any way?

0:11:34.040 --> 0:11:36.840
<v Speaker 3>I don't know. Yeah, I'm just curious.

0:11:37.400 --> 0:11:40.400
<v Speaker 1>We really didn't, Okay, you know, and I think just

0:11:40.400 --> 0:11:42.480
<v Speaker 1>how quickly the government stepped in. I think you know

0:11:42.720 --> 0:11:46.160
<v Speaker 1>that supported so many different companies, so we really didn't.

0:11:46.840 --> 0:11:48.720
<v Speaker 1>But you had to be prepared in case. Right, we

0:11:48.840 --> 0:11:50.800
<v Speaker 1>serve companies that have paid roll with those banks, Like,

0:11:51.000 --> 0:11:51.360
<v Speaker 1>how do.

0:11:51.320 --> 0:11:53.400
<v Speaker 2>You make sure what I was thinking along the line.

0:11:53.200 --> 0:11:55.560
<v Speaker 1>Right, you're you're prepared and you can you can step

0:11:55.600 --> 0:11:57.800
<v Speaker 1>in and help your clients, Like this moment of need

0:11:57.840 --> 0:11:59.760
<v Speaker 1>is for our clients, right, if we can step in

0:11:59.760 --> 0:12:03.560
<v Speaker 1>and that trusted resource, like it builds such goodwill in

0:12:03.640 --> 0:12:07.000
<v Speaker 1>other macro environments. So I think that's that's the opportunity.

0:12:07.080 --> 0:12:09.520
<v Speaker 2>So can we talk about working from home? We just

0:12:09.520 --> 0:12:12.240
<v Speaker 2>didn't talk about retail and real estate and some of

0:12:12.280 --> 0:12:14.680
<v Speaker 2>the cities we see it outside our door of some

0:12:14.800 --> 0:12:18.120
<v Speaker 2>retail that still hasn't come back post pandemic. One of

0:12:18.200 --> 0:12:20.880
<v Speaker 2>the things I loved when we have talked in the past,

0:12:20.920 --> 0:12:24.200
<v Speaker 2>as you said, how you were flying all your workers

0:12:24.280 --> 0:12:24.960
<v Speaker 2>in for a week.

0:12:25.559 --> 0:12:27.959
<v Speaker 1>Right, Yeah, I think I think are you still doing that?

0:12:28.160 --> 0:12:28.560
<v Speaker 1>We do?

0:12:28.760 --> 0:12:29.040
<v Speaker 3>We do?

0:12:29.120 --> 0:12:31.880
<v Speaker 1>I think again, this is what works for me, particularly

0:12:31.880 --> 0:12:35.079
<v Speaker 1>in finance. Quarter aand is such an important time and

0:12:35.720 --> 0:12:38.280
<v Speaker 1>we still need development, we still need face to face time,

0:12:38.320 --> 0:12:40.920
<v Speaker 1>but trying to get people there one day a week

0:12:41.000 --> 0:12:42.760
<v Speaker 1>or two. Like one day a week, you spend that

0:12:42.840 --> 0:12:44.800
<v Speaker 1>day just catching up with everyone. Yet like it's not

0:12:45.360 --> 0:12:47.440
<v Speaker 1>which is great, but if you do.

0:12:47.360 --> 0:12:48.480
<v Speaker 2>It a week, we're not productive.

0:12:48.559 --> 0:12:51.080
<v Speaker 1>It's not terribly productive, right, so we need a full week.

0:12:51.200 --> 0:12:53.719
<v Speaker 1>It's one week. We're committed, we're all together, we do

0:12:53.840 --> 0:12:56.800
<v Speaker 1>lunches together, we go out together. So there's you know,

0:12:56.880 --> 0:12:59.120
<v Speaker 1>work hard, play hard. We kind of get that balance in.

0:12:59.200 --> 0:13:01.400
<v Speaker 1>I think it builds. It's a lot of camaraderie for

0:13:01.400 --> 0:13:04.840
<v Speaker 1>the team, and honestly it helps develop the team, which

0:13:04.840 --> 0:13:05.840
<v Speaker 1>I think is so critical.

0:13:05.920 --> 0:13:07.439
<v Speaker 2>So you're still doing that so they'll be home, we're

0:13:07.480 --> 0:13:09.040
<v Speaker 2>like three weeks and then they come in for a week.

0:13:09.400 --> 0:13:11.920
<v Speaker 4>And I wonder if you see to the extent that

0:13:11.960 --> 0:13:14.120
<v Speaker 4>you can talk about this a gender impact on that,

0:13:14.160 --> 0:13:16.160
<v Speaker 4>because the thing that I worry about so much is

0:13:16.160 --> 0:13:19.680
<v Speaker 4>that when you force people push people back to work,

0:13:19.800 --> 0:13:22.120
<v Speaker 4>a lot of women are staying at home still. They're

0:13:22.160 --> 0:13:25.520
<v Speaker 4>the ones taking advantage of the work from home capabilities

0:13:25.520 --> 0:13:27.280
<v Speaker 4>of companies, and that freaks me out.

0:13:27.480 --> 0:13:30.360
<v Speaker 1>You know, yeah, no, I get it, But I think

0:13:30.559 --> 0:13:33.040
<v Speaker 1>that's why the strategy works for us because they can

0:13:33.080 --> 0:13:36.480
<v Speaker 1>plan I can plan for one week. It's hard when

0:13:36.480 --> 0:13:38.600
<v Speaker 1>it's one. You know, it's hard to find childcare for

0:13:38.679 --> 0:13:41.720
<v Speaker 1>one day a week two days a week. So that again,

0:13:41.840 --> 0:13:43.680
<v Speaker 1>that's what's worked for us there. I do have people

0:13:43.800 --> 0:13:45.320
<v Speaker 1>come in a lot more. I love it. I'm in

0:13:45.360 --> 0:13:47.360
<v Speaker 1>a lot more. That works for me. So I think

0:13:47.679 --> 0:13:49.199
<v Speaker 1>it's just trying to get that balance right.

0:13:49.440 --> 0:13:51.680
<v Speaker 2>What about the tightness of the labor force. What are

0:13:51.720 --> 0:13:53.480
<v Speaker 2>you seeing on that front? Is it easy at all

0:13:54.760 --> 0:13:56.439
<v Speaker 2>if you're hiring and you're looking.

0:13:56.679 --> 0:14:01.280
<v Speaker 1>Yeah, I'm not sure it's it's easy. Dramatically, I think though,

0:14:02.040 --> 0:14:06.600
<v Speaker 1>that the conversation is changing in terms of what employees want.

0:14:07.040 --> 0:14:09.160
<v Speaker 1>So it used to be you know, I will I

0:14:09.160 --> 0:14:11.560
<v Speaker 1>can only find someone who would work from home in

0:14:11.600 --> 0:14:14.200
<v Speaker 1>this location. I think because we've grown more flexible in

0:14:14.280 --> 0:14:17.160
<v Speaker 1>terms of the talent pool, in terms of the skill

0:14:17.160 --> 0:14:19.760
<v Speaker 1>set we're looking for, we want more diverse skill sets.

0:14:19.760 --> 0:14:23.320
<v Speaker 1>I think that's helping. But it's still I know, it's

0:14:23.320 --> 0:14:24.000
<v Speaker 1>still a tough.

0:14:23.840 --> 0:14:26.080
<v Speaker 2>Market and people still want to work from home. They

0:14:26.080 --> 0:14:29.160
<v Speaker 2>do absolutely, So what do you say to the debate,

0:14:29.240 --> 0:14:31.520
<v Speaker 2>because it does see I mean, it's still out there

0:14:31.520 --> 0:14:33.400
<v Speaker 2>and we're still trying to figure it out, and we

0:14:33.440 --> 0:14:36.640
<v Speaker 2>certainly hear from CEOs, who I think from the pandemic

0:14:36.680 --> 0:14:38.320
<v Speaker 2>initially were like, yeah, we're going to be flexible, and

0:14:38.320 --> 0:14:41.400
<v Speaker 2>then they're like, no, we're not flexible anymore. So what

0:14:41.760 --> 0:14:43.840
<v Speaker 2>is the reality of it? Are we still trying to

0:14:43.840 --> 0:14:44.560
<v Speaker 2>figure it out?

0:14:44.760 --> 0:14:47.440
<v Speaker 1>I think the reality is we have to find some

0:14:47.600 --> 0:14:49.840
<v Speaker 1>time for people to be in the office, but it

0:14:49.880 --> 0:14:52.440
<v Speaker 1>has to be meaningful. I don't need people coming into

0:14:52.480 --> 0:14:53.920
<v Speaker 1>the office to sit in a cube all day and

0:14:53.920 --> 0:14:57.280
<v Speaker 1>be on zoom calls. Yeah we don't, right, I mean,

0:14:57.320 --> 0:15:00.440
<v Speaker 1>I agree, so I think, but we need training programs,

0:15:00.440 --> 0:15:03.640
<v Speaker 1>we need mentorship, we need team building, we need so

0:15:03.800 --> 0:15:07.480
<v Speaker 1>I think it's making those in person experiences meaningful and

0:15:07.680 --> 0:15:09.840
<v Speaker 1>having enough of them, you know, I think I think

0:15:09.840 --> 0:15:10.600
<v Speaker 1>that's what matters.

0:15:10.880 --> 0:15:12.720
<v Speaker 4>We've got like a minute and a half in our

0:15:12.760 --> 0:15:15.840
<v Speaker 4>final minutes with you. You're a woman who's a CFO.

0:15:16.000 --> 0:15:18.920
<v Speaker 4>I hate to do that whole thing, but just meeting

0:15:18.960 --> 0:15:20.840
<v Speaker 4>you and how cool you are. Can you talk about

0:15:21.040 --> 0:15:23.360
<v Speaker 4>any advice you have for other women that are in

0:15:23.520 --> 0:15:24.960
<v Speaker 4>male dominated.

0:15:24.480 --> 0:15:26.320
<v Speaker 2>Roles because was it easy getting here?

0:15:26.600 --> 0:15:26.840
<v Speaker 3>Yeah?

0:15:26.880 --> 0:15:30.600
<v Speaker 1>It was not easy. I think you have you have

0:15:30.640 --> 0:15:32.920
<v Speaker 1>to be true to yourself. I got pushed a lot

0:15:32.920 --> 0:15:35.640
<v Speaker 1>in times in my career, have a stronger voice, be louder,

0:15:35.720 --> 0:15:38.720
<v Speaker 1>do this Like that wouldn't have worked for me. Oh interesting,

0:15:38.760 --> 0:15:41.680
<v Speaker 1>And so I think I do have a strong voice

0:15:41.680 --> 0:15:43.520
<v Speaker 1>when I need to, I won't be the loudest in

0:15:43.560 --> 0:15:47.480
<v Speaker 1>the room. And but I know you have to figure

0:15:47.520 --> 0:15:50.080
<v Speaker 1>out how to influence in your own way to drive

0:15:50.120 --> 0:15:53.160
<v Speaker 1>progress and drive change. And I think being comfortable with

0:15:53.200 --> 0:15:56.040
<v Speaker 1>that is really important because then you can develop that

0:15:56.080 --> 0:16:00.240
<v Speaker 1>confidence to succeed in any environment and find I write

0:16:00.240 --> 0:16:03.400
<v Speaker 1>support network. I mean, you know, men and women, it's

0:16:03.440 --> 0:16:04.440
<v Speaker 1>incredibly powerful.

0:16:06.320 --> 0:16:07.000
<v Speaker 3>That's so good.

0:16:07.280 --> 0:16:09.360
<v Speaker 2>Yeah, no, it makes sense, it's no. But the whole

0:16:09.520 --> 0:16:11.240
<v Speaker 2>concept of because I think there was for a while,

0:16:11.280 --> 0:16:14.040
<v Speaker 2>like you know, you gotta be strong, lean yeah, lean

0:16:14.080 --> 0:16:16.640
<v Speaker 2>in and I think you at times you do yes,

0:16:16.960 --> 0:16:18.680
<v Speaker 2>but you also have to be true to yourself. Yeah,

0:16:19.600 --> 0:16:21.080
<v Speaker 2>thank you so much. We know you had a busy

0:16:21.120 --> 0:16:22.560
<v Speaker 2>trek while you were here in New York and you

0:16:22.560 --> 0:16:23.720
<v Speaker 2>found some time for us, So thank you.

0:16:23.760 --> 0:16:25.240
<v Speaker 3>Thank you for having always.

0:16:24.960 --> 0:16:28.800
<v Speaker 2>Safe travels back home. Just so glad to kind of

0:16:28.800 --> 0:16:31.560
<v Speaker 2>cover so much with you. Katie Rooney, CFO, Chief financial

0:16:31.560 --> 0:16:33.520
<v Speaker 2>Officer at a LIGHTE, thank you so much. A Light

0:16:33.600 --> 0:16:36.000
<v Speaker 2>Solutions here in our interactive Brokers Studio