An entitled woman walks into a job interview convinced the position is already hers. From the moment she sits down, she interrupts the interviewers, makes arrogant comments, and treats the staff with complete disrespect.
What she doesn’t realize is that her attitude is destroying her chances faster than she can imagine.
As the interview spirals out of control, the powerful lesson about humility, professionalism, and first impressions becomes impossible to ignore.
👀 Watch until the end for a dramatic and satisfying reveal.
🚀 Subscribe now and hit the 🔔 bell icon so you never miss an episode!
#JobInterview #LifeLesson #Entitlement #RespectMatters
What she doesn’t realize is that her attitude is destroying her chances faster than she can imagine.
As the interview spirals out of control, the powerful lesson about humility, professionalism, and first impressions becomes impossible to ignore.
👀 Watch until the end for a dramatic and satisfying reveal.
🚀 Subscribe now and hit the 🔔 bell icon so you never miss an episode!
#JobInterview #LifeLesson #Entitlement #RespectMatters
Category
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FunTranscript
00:00I mean, look at this line from last year.
00:02It's garbage.
00:03It's total garbage.
00:04She looks like trash.
00:05She really does.
00:05I don't really think that...
00:08Oh, my God.
00:09Is that this candidate for senior designer?
00:13Doesn't exactly scream a size zero, does she?
00:15More like comfort wear than runway chic.
00:18Here, let me get a better look at what we're working with here.
00:23Hello.
00:25Oh, let's keep this professional.
00:28Okay, sorry.
00:30Just assessing the merchandise.
00:32Good morning.
00:33Can I help you?
00:34Good morning.
00:35I'm Emma Hayes.
00:37I have a 10 a.m. interview with the senior designer position with Mr. Bob Thorne.
00:43Yes, Miss Hayes.
00:45This is actually Mr. Thorne here.
00:49Let me just make sure the conference room is empty.
00:52Honestly, our brand is about aspiration,
00:54and how can someone design aspirational fashion
00:57if they don't look aspirational themselves.
01:00It's about perception, right?
01:02I mean, clients, they need to see the ideal.
01:04Exactly.
01:05They want to see discipline, control, and perfection,
01:07not someone who clearly doesn't understand the concept of portion control.
01:12Okay, the conference room is available.
01:15All right.
01:16Follow me.
01:18Okay.
01:18Follow me.
01:21Follow me.
01:46Miss Hayes, please, um, let's make this quick.
01:50My time is valuable, and your portfolio, if I'm being frank,
01:54shows some creativity, but let me be blunt about something.
01:58Vogue Line Fashions is a brand built on a very specific image,
02:02an image of elegance, exclusivity,
02:04and a certain kind of physical perfection.
02:08I understand brand identity is important,
02:11but I believe my work speaks for itself.
02:13My designs have consistently driven sales
02:16and garnered critical acclaim.
02:19Our designers, especially our senior wins,
02:21are expected to embody that image.
02:23And frankly, your build doesn't quite align
02:27with the aesthetic that we project.
02:30Mr. Thorne, my focus is on creating fashion
02:33that empowers and that includes designs
02:36for diverse body types.
02:38This is a rapidly growing market segment
02:41that many brands are successfully tapping into.
02:44If I could just show you some examples of my work
02:48that demonstrate innovative and commercial success.
02:51The clients expect our designers
02:52to be the brand, Ms. Hayes.
02:54They want to see the ideal, not practicality.
02:58It's about aspiration.
02:59Yeah, Emma, our runway models are size two for a reason.
03:04How can you design for them
03:06if you don't understand that level of discipline?
03:10My ability to design is based on skill,
03:14vision, and marketing understanding,
03:16not my dress size.
03:18In fact, my understanding of diverse body types
03:21allows me to create more universally flattering
03:24and commercially successful garments.
03:30Sorry to bother you, Bob.
03:32I just need your signature on these forms for a moment.
03:35Also, Emma, I just really wanted to say
03:38that you have excellent references,
03:40like really, really outstanding recommendations.
03:44Okay, Nina, we're discussing brand fit here, okay?
03:48Now, it's crucial to our company's success.
03:51Look, we're a luxury brand.
03:54We sell dreams, and dreams don't come in every shape and size.
03:59We need someone who lives and breathes
04:01that slim, sophisticated ideal.
04:03It's a tough industry, Emma.
04:05You have to be able to keep up physically.
04:09Long hours, fitting models, running shows.
04:12It's very demanding work.
04:15With all due respect, Mr. Thorne,
04:17my extensive experience in design, pattern-making,
04:21and production management speaks for itself.
04:24My previous role involved leading a team
04:27that successfully launched multiple collections,
04:30significantly increasing revenue
04:32for a company that embraced body diversity.
04:35Are you truly suggesting my physical appearance
04:39is more relevant to my design capabilities
04:44than my five years of proven professional success?
04:48In this industry, Ms. Hayes, perception is everything.
04:51You need to present that image.
04:53It's a fundamental part of your job.
04:56Maybe you should consider it a different career path?
04:58Something less visible?
05:01Perhaps a less physically demanding role?
05:05Or a company with a different ethos
05:07might be a better fit for someone
05:09with your particular challenges?
05:13Thank you for your time.
05:15Thank you for this enlightening experience.
05:24Well, that was easy enough.
05:27Sometimes you have to be cruel to be kind.
05:30Better she learns now than waste more time
05:32in the industry that she is clearly not built for.
05:36That was business, pure and simple.
05:40Ms. Hayes, Emma, are you all right?
05:44All right?
05:45I was just body shamed and dismissed
05:47because I don't fit some inadequate,
05:50unattainable beauty standard they think defines fashion.
05:53This wasn't an interview. It was an insult.
05:55I am so sorry, but they said in there
05:58was completely unprofessional and discriminatory.
06:02Still here, Ms. Hayes?
06:03I thought we were done.
06:05Some people just can't handle honest feedback
06:07about their personal branding.
06:09Maybe she needs a consolation prize
06:11or a voucher for a gym or something.
06:14You know what?
06:16This interview has just solidified my resolve
06:19to do something I've been contemplating for a while now.
06:24Oh, really?
06:25And what's that?
06:26A new diet plan?
06:28No, Mr. Thorne.
06:29It's about building a brand
06:30that champions true beauty.
06:33One that celebrates individuality and talent.
06:36No archaic, narrow-minded ideals.
06:39A brand that will show this industry
06:42just how much money it's leaving on the table
06:44by clinging to outdated notions
06:46of what fashion should be.
06:47That's an incredible idea, Emma.
06:49With your vision and designs,
06:51you could revolutionize this industry.
06:53Your own brand?
06:55That's rich.
06:56You think you can compete with Vogue Line?
06:58You couldn't even get hired here.
07:00Yeah, good luck getting investors to fund that.
07:03They'll probably ask you to slim down
07:04for the pitch meeting.
07:06We'll see who's laughing in a year.
07:10Thank you, Nina,
07:11for being the only professional and decent person
07:13in this entire building.
07:14I believe in you, Emma.
07:16Go show them what your talent really looks like.
07:18Oh, and don't forget to send us your lookbook
07:20after you've found a new tailor.
07:22Oh, my God.
07:31Don't watch, Jack.
07:32This new inclusive direction is bleeding us dry.
07:36Our full clientele wants aspiration,
07:37not accessibility.
07:38The numbers don't lie.
07:40We're losing our high-end customers
07:42to competitors who understand true luxury.
07:44This whole body positive movement,
07:46it's just a fad.
07:48It'll pass and we'll be left with what?
07:51A damaged brand.
07:54Nina,
07:56what are you doing here?
07:57We're waiting for the new CEO.
07:59Just a moment, gentlemen.
08:01Our new CEO is about to join us.
08:03New CEO?
08:04What happened to Morrison?
08:05Mr. Morrison was let go by the board last month.
08:08Didn't you get the memo?
08:10Uh, Emma, what are you doing here?
08:14Good morning, gentlemen.
08:15Or should I say former gentleman of Vogeline?
08:19Emma, what is this?
08:20You're, wait a minute, you're the CEO?
08:22But how is that possible?
08:25After your incredibly helpful feedback last year,
08:29I channeled my anger into something productive.
08:31My brand Authenticurve launched six months ago
08:35and it quickly exploded into the market,
08:37capturing a massive, underserved demographic.
08:42Investors flocked to us
08:43because they recognized what you couldn't.
08:45That real women who have real money
08:48and they are ready to spend it on fashion.
08:50But Vogeline is an established brand.
08:53We've been here for decades.
08:55And as it turns out,
08:57Vogeline fashions under your aspirational
08:59but completely stagnant leadership
09:01was circling the drain.
09:04Nina here was instrumental.
09:05She kept me informed of Vogeline's declining sales
09:09and initial issues.
09:11Especially the persuasive culture of discrimination
09:15that you two have fostered.
09:17Her detailed documentation provided crucial leverage
09:20when the board was looking for new leadership.
09:22This is impossible.
09:23You can't just take over a company
09:25because you're upset about an interview.
09:27The board was looking for a radical change.
09:30Someone with a fresh vision and proven results.
09:34My success with Authenticurve combined with my dedication
09:38to true inclusivity made me the obvious choice.
09:41So yes, Bob, Jack, I am the new CEO.
09:45My company, Authenticurve, acquired Vogeline fashions
09:48this morning.
09:49And as your new leader, I'm cleaning out the house,
09:52starting with the very top.
09:54You can't fire us.
09:56We have contacts.
09:58We have rights.
09:59Now let me give you some fashion advice.
10:02You both look quite stressed.
10:04And frankly, Bob, you really don't project
10:07the aspirational image anymore.
10:08You look rather defeated.
10:11You look so serious and angry.
10:14Employers don't like that in their employees.
10:16This is preposterous.
10:17You can't just waltz in here
10:19and destroy everything that we have built.
10:21You know, this is discrimination.
10:23We're going to sue you for wrongful termination.
10:26How about that?
10:27Feel free to try.
10:29Nina has meticulously documented
10:31your consistent patterns of body shaming,
10:33gender-based discrimination,
10:34and hostile work environments.
10:37Your personal branding
10:38has already been thoroughly reviewed
10:40by my legal team.
10:42They'd welcome the opportunity
10:43to expose your practices in open court.
10:46But we were just doing our jobs.
10:47It was business.
10:49We didn't mean anything personal.
10:50You meant every single word.
10:53Your words and actions
10:55created a toxic environment
10:56that stifled talent
10:58and alienated a huge customer base.
11:01And now you get to live with the consequences.
11:05Security will escort you out.
11:08Your final paycheck
11:09will also be mailed to you.
11:10You can't run a fashion company.
11:12You're just a fat, bitter woman
11:14who can't handle rejection.
11:16I'm a woman
11:17who built a multi-million dollar fashion empire
11:19in one year
11:20and then acquired the very company
11:22that tried to dismiss her.
11:24But please,
11:25continue to tell me what I can't do.
11:27This is reverse discrimination.
11:28It's not fair.
11:30We were just following industry standards.
11:32Even now,
11:33you still don't understand
11:34how wrong you were.
11:37Nina,
11:39thank you for your courage
11:40and your integrity.
11:43I'm promoting you
11:44to Chief Officer of Operating Office.
11:48We're going to reshape this company
11:50and make you a true leader.
11:53Emma,
11:54I can't believe this is happening.
11:56This feels like justice.
11:58It is justice.
12:00And it's just the beginning.
12:01We are going to build something
12:03that is truly exquisite.
12:05This isn't over.
12:07You'll destroy this company
12:08with your ridiculous ideas.
12:10The industry will never accept this.
12:13You're making a huge mistake.
12:14Huge.
12:15Huge.
12:25I can't believe we actually did it.
12:28Welcome to the new era of Vogel.
12:29I'm Nina.
12:30Let's create beautiful,
12:32empowering fashion for everyone.
12:34So what's our first move?
12:36Well,
12:36we're going to launch a campaign
12:38celebrating real women
12:40with real stories.
12:41And we're going to make sure
12:42everyone in this industry
12:43knows that talent and vision
12:45matter more than,
12:46you know,
12:47dress size.
12:48I love it.
12:49Those two have no idea
12:50what's about to hit them.
12:51The fashion industry
12:53is about to change forever.
12:55And we're going to be the ones
12:56leading that change.
13:05Oh, good afternoon.
13:06How can I help you?
13:08Hi, I'm Sophia Dunham.
13:09I have a three o'clock interview
13:10for the senior software developer
13:12position with Mr. Liam Thompson.
13:14Of course.
13:15Let me check that for you.
13:18So,
13:18you know what I told her, Brad?
13:20What?
13:20I told her that the server room
13:21isn't a place for manicures
13:23and high heels.
13:25Seriously,
13:25can you believe that?
13:26Really?
13:27No, I mean,
13:27women in tech,
13:28it's like watching a fish
13:29try to climb a tree.
13:30They just don't get it.
13:32That's crazy.
13:34There you go, ladies.
13:35Hey,
13:36where are those beautiful smiles?
13:37Come on,
13:38smile.
13:38Brighten the place up
13:39a little bit.
13:40That's what I like to see
13:41in the workplace,
13:41a little positive energy.
13:44Here,
13:44hold that for me
13:45for a while.
13:45Be sure to put it
13:46somewhere safe, huh?
13:48Oh,
13:49and do it with a smile,
13:51please.
13:52Yeah,
13:53that's better.
13:54Women are so much prettier
13:56when they smile.
13:57It's like sunshine
13:58in the office.
14:00Absolutely.
14:00You know,
14:01there's nothing worse
14:02than a woman
14:03with a sour face.
14:04No.
14:06I mean,
14:06it brings the whole team
14:07morale down a little bit.
14:10Jenny,
14:10is this my
14:11three o'clock interview?
14:13Yes.
14:14This is Sophia Dunham.
14:15Well, well.
14:16Here's another one
14:17that thinks she can hang
14:18with the big boys in tech.
14:20This should be interesting.
14:22Follow me
14:22and remember what I said
14:23about that smile.
14:24You're going to need it
14:25where we're going.
14:27Good luck in there.
14:28You're going to need it.
14:51Alright,
14:51first things first,
14:53you need to smile more.
14:55I can't have someone
14:56with a sour face
14:57representing our tech department.
14:58It affects the team dynamics.
15:00I'm excited
15:01to discuss
15:02how my experience
15:02in full-spack development
15:03can benefit your team.
15:05I've worked on some
15:05really, really
15:07innovative projects.
15:08That's fine.
15:08Great.
15:08Let me ask you something.
15:11Look,
15:11are you sure
15:12you wouldn't be more happier
15:13like in our marketing department?
15:14Those positions
15:15are a little more,
15:16you know,
15:17suitable
15:18for someone like you.
15:20I'm sorry,
15:21what do you mean by that?
15:23Well,
15:23marketing,
15:24it's more about communication,
15:25creativity,
15:26people skills.
15:27Tech,
15:28it's a little bit different.
15:29It's hardcore
15:29problem solving.
15:31Yeah,
15:32I have five years
15:33of experience
15:34in software development,
15:35including leading a team
15:36that increased
15:37application efficiency
15:38by 40%.
15:39I'm confident
15:40in my technical abilities.
15:42Sorry,
15:43technical abilities?
15:44Sweetheart,
15:45do you even know
15:45what a server looks like?
15:46Have you ever been
15:47in a data center?
15:50Uh,
15:52yes,
15:53actually.
15:53I've designed
15:54and implemented
15:54server architectures
15:56for high traffic applications.
15:58Look,
15:58I'm sure
15:59that you're very dedicated,
16:00but let's be realistic here.
16:02Tech
16:03is a man's world.
16:04It requires
16:05logical thinking,
16:07problem solving
16:07under pressure,
16:08and working long hours
16:09without getting emotional,
16:11okay?
16:12I don't see
16:13how gender
16:13affects logical thinking
16:15or problem solving
16:16abilities.
16:17Come on.
16:18We all know
16:19that women
16:20are emotional.
16:21Right, Brad?
16:22We all know this.
16:23And when the code breaks
16:24at two in the morning,
16:25the whole system's down,
16:26we need someone
16:27that can think clearly,
16:29not someone
16:30who's just gonna
16:31start crying.
16:32That's a completely
16:33unfounded stereotype.
16:36My previous employer
16:37can attest
16:38to my performance
16:38under pressure.
16:40Previous employer?
16:41Let me guess.
16:43They were just being nice
16:44because they had to fill
16:46some diversity quote.
16:47Am I right?
16:49Exactly.
16:50Companies have to hire women now.
16:51Even if they're not qualified,
16:53it's about appearances.
16:55I earned my position
16:56through merit.
16:57I led a team that actually-
16:59A team leader?
17:01That's cute.
17:02Let me ask you something.
17:03What happens
17:04when you decide
17:05that being a mommy
17:06is more important
17:07than meeting deadlines, huh?
17:08My personal life
17:09has no bearing
17:10on my professional capabilities.
17:12See, look, look, look.
17:13You should get a mirror.
17:14Look at yourself.
17:15You're getting emotional already.
17:16This is exactly
17:17what I was talking about.
17:20I-
17:20Okay.
17:21I'd like to discuss
17:22the technical requirements
17:24for this position.
17:25I've reviewed
17:26your current stack
17:27and I have some ideas
17:29for optimization.
17:30Technical requirements.
17:32Sweetheart,
17:33this job requires someone
17:35who can handle
17:35real enterprise-level development.
17:38We're talking about systems
17:39that are handling
17:40millions of transactions.
17:42I understand.
17:43I've architected systems
17:45that handle similar loads.
17:47At my last company,
17:48I designed-
17:49You designed
17:49or did you just document
17:51what the men
17:52on your team actually built?
17:54I personally wrote
17:56the core algorithms
17:57and supervised
17:58the implementation.
17:59Algorithms.
18:00Now, what you're doing now,
18:02you're just throwing
18:02around buzzwords.
18:03Do you even understand
18:05what enterprise architecture means?
18:08I have a master's degree
18:09in computer science
18:10from Stanford.
18:11I've published papers
18:12on distributed system architecture.
18:15Papers.
18:16Okay.
18:17Academic theory is different
18:18from real-world application.
18:20Can you actually code
18:21or do you just
18:23kind of talk about it?
18:24Of course I can code.
18:25I've been programming
18:27for over a decade.
18:28What languages?
18:30And please,
18:31please, God,
18:32don't say HTML.
18:33That's not
18:34a programming language.
18:35Uh, Java,
18:37Python,
18:39C++,
18:40JavaScript,
18:41Go.
18:42I'm also proficient
18:43in multiple frameworks
18:44and databases.
18:46Anyone can memorize
18:47a list of programming languages.
18:49The question is,
18:49can you actually solve problems
18:51when the pressure's on?
18:52See, there you go.
18:53There you go.
18:54There's that frown again.
18:55I told you.
18:55What did I tell you
18:56when you first walked in here, huh?
18:57I told you.
18:57You need to smile more.
18:59No one wants to work
19:00with someone
19:00who looks angry all the time.
19:02I am passionate
19:03about my work
19:04and I believe
19:05my results speak
19:06for themselves.
19:08I've consistently
19:09delivered projects
19:10on time
19:10and under budget.
19:12Okay, here's the thing,
19:13babycakes.
19:14Look, even if you could
19:15do the job,
19:16and I'm not saying
19:16that you can,
19:17you'd be working
19:18with guys who don't
19:19have time to be
19:20holding your hand
19:20and explain things slowly.
19:22I don't need my hand held.
19:23I need challenging work
19:25and the opportunity
19:26to contribute
19:27to innovative projects.
19:28Okay, but what happens
19:30when you start crying
19:32because someone
19:33criticizes your code?
19:35We can't have that kind
19:36of drama in the workplace.
19:37I've never cried
19:38over code criticism.
19:40I welcome constructive feedback
19:41because it makes me
19:42a better developer.
19:44Right.
19:45Okay, look, look.
19:46We both know
19:47that women take
19:48everything personally.
19:49And when we tell you
19:51that your solution
19:52isn't optimal,
19:53what are you going to do?
19:54You're going to think
19:55that we are attacking
19:55you personally.
19:56That's not true.
19:57I'm able to separate
19:59personal feelings
19:59from professional feedback.
20:01Plus, what happens
20:02when you decide
20:03being a mommy
20:03is more important
20:04than meeting deadlines?
20:06We cannot afford
20:07to have someone disappear
20:09for months at a time.
20:11Many successful professionals
20:13balance parenthood
20:14with their careers.
20:15My commitment to my work
20:16isn't dependent
20:17on my personal choices.
20:18Look, I've been in this business
20:20for 20 years, okay?
20:21I've seen women come and go.
20:23They start with good intentions,
20:25but when push comes to shove,
20:27what do they do every time?
20:28They prioritize family
20:29over work.
20:30Every time.
20:31That's an illegal basis
20:32for hiring decisions
20:33and it's not an accurate assessment
20:35of my professional capability.
20:37There you go again.
20:38You're getting all legal
20:39and defensive.
20:40You should see yourself right now.
20:41This is exactly
20:42what I've been talking about.
20:43You can't just focus
20:44on the technical aspects.
20:46Look, I came here
20:47to discuss my qualifications
20:49for a software development position.
20:51Instead, I'm being subjected
20:53to gender-based assumptions
20:54and stereotypes.
20:55Okay, see,
20:57you're emotional already
20:58and this is just the interview.
21:00This is exactly
21:00what I've been talking about.
21:01The moment that things
21:02get challenging,
21:03you start throwing around
21:03accusations.
21:04So let me save us both
21:06some time, okay?
21:07Look, you seem like
21:08a really nice girl,
21:09but this job requires someone
21:11that can handle
21:12real enterprise-level development.
21:15You know what you should do?
21:15You should maybe look
21:16into an entry-level position
21:18where you can kind of,
21:19you know, learn the basics first.
21:22I don't need to learn the basics.
21:23I need a position
21:24that challenges
21:25my existing expertise.
21:27Your existing expertise.
21:28Sweetheart,
21:30I've been doing this
21:32since before you were
21:34even in college.
21:35Trust me,
21:36you are not ready
21:37for this level
21:38of responsibility.
21:39Your assumptions
21:40are based on nothing
21:42but gender bias.
21:43There's that attitude again.
21:44And you are definitely
21:46not smiling now.
21:48This is exactly
21:50why women
21:50don't succeed in tech.
21:52Women don't succeed in tech
21:53because of attitudes
21:54like yours,
21:55not because of any
21:56lack of capability.
21:57Okay, well, you know what?
21:58Good luck with your job search.
22:00Oh, and here's a little tip.
22:02Remember, next time,
22:03try to be more positive.
22:04Employers,
22:05they don't like negativity.
22:06Yeah, and don't forget
22:07to smile on your way out.
22:09First impressions,
22:09they matter.
22:11So...
22:18Sofia, are you okay?
22:20What happened in there?
22:22I can't work here.
22:24I can't work with those
22:26awful, sexist men.
22:28That wasn't an interview.
22:30It was...
22:31a humiliation session.
22:33I'm so sorry.
22:34I wish I could have warned you,
22:36but I wasn't sure how to.
22:39Has this happened before?
22:40To other women?
22:41More times than I can count.
22:44I've watched qualified women
22:46walk out of here defeated,
22:47and there's nothing
22:49I can do about it.
22:54Why are you still here?
22:55I thought we were done.
22:56The interview,
22:57by the way,
22:58it ended when you stormed out.
23:00You know,
23:00some people can't handle
23:01constructive feedback.
23:02We're just trying to help her
23:03understand the reality
23:05of this industry.
23:06Maybe she's asking Jenny
23:07for tissues.
23:08You know how emotional
23:09they get when things
23:10don't go their way.
23:12You know something, too?
23:13It's probably for the best,
23:14because she would have quit
23:15within a month anyway.
23:16They always quit.
23:18They always quit.
23:18You know what?
23:20This interview just gave me
23:22the motivation I needed
23:23to pursue something
23:23I've been thinking about
23:24for months.
23:25Ooh, oh yeah?
23:27What's that?
23:27Going to try a different
23:29career path?
23:30Maybe something a little more
23:31suited to your skill set?
23:34Starting my own tech company.
23:36I'm tired of dealing
23:38with dinosaurs who think
23:39women can't code.
23:41I'm going to build something
23:42better than anything
23:43you've ever imagined.
23:45That sounds amazing, Sophia.
23:48With your qualifications
23:50and drive, you'll be
23:51incredibly successful.
23:53Thank you, Jenny.
23:54I appreciate you being
23:56so supportive.
23:57Your own company.
24:01That's rich.
24:03You couldn't even handle
24:04a simple interview
24:05without getting emotional.
24:06Yeah, and good luck
24:07getting investors
24:08to take you seriously.
24:09They will probably ask you
24:10to smile, too, actually.
24:12Yeah, and also finding employees.
24:13Who is actually going to work
24:15for someone who can't even
24:16answer basic technical questions?
24:18I answered every
24:19technical question you asked.
24:21You just didn't want
24:21to hear the answers.
24:22Right, no, right.
24:24Keep telling yourself that.
24:25Starting a company,
24:26it requires real business sense,
24:27not just wishful thinking.
24:29We'll see who's laughing
24:30in a year.
24:30I'm going to build something
24:32that makes your little operation
24:33look like amateur hour.
24:37Thank you for being
24:38the only professional person
24:40in the building.
24:41You deserve so much better
24:42than this.
24:43I believe in you,
24:44and I hope you prove them wrong
24:46in the most spectacular
24:47way possible.
24:48I intend to.
24:49And when I do,
24:51I'll make sure the entire
24:52industry knows exactly
24:53what kind of workplace
24:54this is.
24:55Okay, here's a little tip.
24:56Don't forget to smile
24:58when asking for business loans.
25:00Banks love confidence,
25:01not a little attitude.
25:02Yeah, and maybe wear something
25:04a little more professional
25:05next time.
25:05You know, first impressions,
25:06they do matter a little bit
25:07in the workplace.
25:08Gentlemen, I'll remember
25:10this conversation.
25:12Every word of it.
25:22So, check this out, Rod.
25:23I told the new intern
25:25that if she wanted to succeed
25:26in tech, she needs to be
25:27more like a man.
25:28Less chatty, more focused
25:30on the results.
25:31Yeah, I mean, exactly.
25:32Women always want to talk
25:33about their feelings
25:34instead of getting work done.
25:36It's basic biology.
25:38They get distracted
25:39by all the office drama,
25:40personal relationships.
25:42What do we do?
25:42Men, we focus on the job.
25:45Yeah, and they're always
25:46asking for help
25:46instead of finding things
25:47out themselves.
25:48I mean, it's like
25:49they expect to be babied.
25:53Here we go again.
25:57Oh, my God.
26:00You know, the problem
26:00with hiring women
26:01is they're always worried
26:02about, like, a work-life
26:03balance.
26:04Men, we understand
26:06that success requires
26:09sacrifice.
26:09Right.
26:10You can't build
26:11a successful company
26:12by leaving at 5 o'clock
26:13every day to pick up kids.
26:20Well, hello there.
26:22Hi.
26:23I don't believe we met.
26:24I'm Liam Thompson,
26:25senior manager here.
26:26Yeah, and I'm Brad Wilson,
26:28also senior management.
26:30Are you here for a meeting?
26:31I'd love to discuss
26:32whatever you need.
26:33Interesting.
26:34You really don't
26:35remember me, do you?
26:37Trust me.
26:38I'd remember meeting
26:39someone as striking as you.
26:42Are you sure
26:43we haven't met before?
26:44I mean, a beautiful woman
26:45like you,
26:46I definitely would have
26:46remembered.
26:47Maybe we met at a...
26:49Oh, a conference.
26:51No, no.
26:52Not a conference.
26:53I'm right here, actually.
26:54In this office.
26:55Here?
26:57I don't think so.
26:58I have an excellent
26:59memory for faces,
27:00especially one as...
27:01Especially what?
27:03Well, especially
27:04for successful
27:05business professionals,
27:07which you clearly are.
27:09Okay.
27:10One year ago,
27:11I sat in your office
27:13for what you called
27:14an interview.
27:15You spent the entire time
27:17telling me to smile more
27:18and explaining
27:20why women don't
27:21succeed in tech.
27:22Wait.
27:23No, no, no, no, no, no.
27:24You, you, you...
27:25The woman who
27:25couldn't handle
27:26constructive feedback.
27:28The one who needed
27:29to learn the basics.
27:30The one who would
27:31probably turn out
27:33to become a mommy.
27:34I thought...
27:35No, no, no, no, no, no.
27:36That wasn't...
27:37That wasn't...
27:37No, no, no.
27:38I mean, look,
27:40we interview a lot
27:41of people
27:41and sometimes
27:42the conversations...
27:43Misunderstood?
27:45No.
27:45I understood perfectly.
27:47You told me
27:48I should look
27:48for more entry-level
27:50positions
27:50where I could
27:51learn the basics.
27:52You said
27:53I would probably
27:54have to leave
27:54and start a family.
27:55You laughed
27:56when I said
27:57I wanted to start
27:57my own company.
27:58Look, if there was
27:59some miscommunication
28:00during the interview process...
28:02No.
28:02There was no communication.
28:04You were very clear
28:05about your opinion
28:06on women in tech.
28:07Well,
28:08I did start that company
28:09and we've been
28:10incredibly successful.
28:12In fact,
28:13we've been so successful
28:14that we've been
28:15acquiring smaller companies
28:17to expand our operations.
28:19That's great.
28:20Congratulations.
28:21What does that
28:22have to do with...
28:23We bought your company.
28:24As of this morning,
28:25I'm your new CEO.
28:27Ah, yes.
28:30Now, gentlemen,
28:31let me give you
28:32some advice.
28:33You should smile more.
28:34You look so serious
28:36and angry.
28:37Employers don't like
28:38that in their employees.
28:40Look, look, look, look,
28:41here.
28:41I think that there must
28:42be some kind of
28:42misunderstanding.
28:43Maybe we should
28:44just sit down
28:45and we'll talk
28:45about this professionally.
28:46Oh, there is no
28:47misunderstanding.
28:48I've had a year
28:49to think about
28:50our last conversation.
28:51I've also reviewed
28:53your employment records
28:54and your behavior
28:55toward women employees
28:56has been consistently
28:57problematic.
28:58Wait, but that's not fair.
29:00We treat everyone
29:02equally here.
29:02Really?
29:03Because I have documentation
29:05of multiple complaints
29:06from female employees
29:07about hostile
29:09work environment issues.
29:11Jenny,
29:12I remember you being
29:13the only professional
29:14person in this building.
29:15I'd like to offer you
29:17a promotion
29:17to office manager
29:18with significant
29:20pay increase
29:21and full authority
29:22over staffing decisions.
29:23Oh, Sophia,
29:25I, I can't believe
29:27this is happening.
29:28Yes, absolutely.
29:29Thank you so much.
29:30You deserve it.
29:31You've shown
29:32more professionalism
29:33and integrity
29:34than anyone else
29:35in this company.
29:37As for you two,
29:39your employment
29:39is terminated immediately.
29:41No, no, no, no.
29:42You can't do this, okay?
29:43That's discrimination.
29:44I'm going to sue you
29:45for wrongful termination.
29:47Feel free to try.
29:48I have documentation
29:49of your harassment
29:50of female employees,
29:51discriminatory hiring processes,
29:54and several witnesses
29:55to your unprofessional behavior.
29:57My legal team
29:58would enjoy
29:58that conversation.
30:00But,
30:00but we were just
30:01doing our jobs.
30:03We were trying
30:04to find qualified candidates.
30:06By asking illegal questions
30:08about family planning
30:09and making assumptions
30:11based on gender,
30:12that's not interviewing.
30:14That's discrimination.
30:15Okay, now, now,
30:16this is ridiculous.
30:17You can't run
30:18a tech company.
30:19You're just a-
30:19I'm just a woman
30:20who built a multi-million company
30:22in one year.
30:23But please,
30:25continue to tell me
30:26what I can't do.
30:26This is reverse discrimination.
30:29Women are taking over everything,
30:31and qualified men
30:32are just being pushed out.
30:33Qualified men
30:34and have nothing
30:35to worry about.
30:36The problem is men
30:37who think their gender
30:38makes them qualified.
30:40Even now,
30:41you still don't get it.
30:43Okay, Jenny,
30:43you need to stay out of this, okay?
30:45This is between all-
30:46just us, okay?
30:47Between you
30:47and my new boss?
30:50The women that you told
30:51that couldn't succeed in tech?
30:54I meant what I said
30:55about the promotion.
30:56I could use someone
30:57with your professionalism
30:59and integrity on my team.
31:00Thank you, Sophia.
31:02I can't believe
31:03this is happening.
31:04It feels like justice.
31:06It is justice.
31:06And it's just the beginning.
31:08We're going to transform
31:09this company culture completely.
31:11You think
31:12that you can just waltz in here
31:14and change everything?
31:15This company
31:16has been successful
31:18for years.
31:19Your turnover rate
31:20for female employees
31:21is 80%.
31:23You've lost
31:24three major clients
31:25in the past year
31:26due to missed deadlines.
31:27Your code quality metrics
31:29are below industry standards.
31:32How do you know all that?
31:33Because I did my homework
31:35before making the acquisition,
31:37something you should have done
31:38before underestimating me.
31:40Fine.
31:41You know what?
31:41We'll pack our things and go.
31:43But don't expect this company
31:45to survive
31:45without experienced leadership.
31:47I'm not worried.
31:48I've already identified
31:49several talented developers
31:51who left this company
31:53because of the hostile
31:54work environment.
31:54And they'll be rejoining us
31:56next week.
31:56This isn't over.
31:58Okay, we'll find new positions
32:00and we'll make sure
32:01everybody in the industry
32:02knows what kind of person
32:03that you really are.
32:04Please do.
32:05Tell everyone
32:06how a woman
32:07you dismissed as unqualified
32:08bought your company
32:09and fired you
32:11for discriminatory behavior.
32:12I'm sure that will reflect
32:14well for you.
32:16Anyways,
32:17welcome to the Team Jenny.
32:19Let's build something
32:20amazing together.
32:21This is unbelievable.
32:23A year ago,
32:24she was begging us
32:25for a job.
32:26No, women get lucky sometimes.
32:27It won't last.
32:28Oh, don't forget to smile
32:30on your way out.
32:33Employers don't like negativity.
32:43Jenny,
32:44one more thing.
32:45Yes?
32:46You can smile
32:47as much or as little
32:48as you want.
32:49It's your choice.
32:57This building
32:57has some weird
32:58design choices.
32:59All these wide hallways
33:00and ramps
33:01make it look like a hospital
33:02instead of a business,
33:03don't you think?
33:04I mean,
33:04when clients come here,
33:05what do they think?
33:07Good morning.
33:09You must be
33:09Madison Phillips
33:10here for the marketing
33:11job interview.
33:12I'm Kyle Martinez
33:13from HR.
33:14Yeah, that's me.
33:15I have to ask,
33:16do all these weird
33:17wheelchair ramps
33:18and stuff hurt
33:19the company's image
33:20with clients?
33:20It seems like
33:21you're wasting
33:22a lot of space.
33:23Have you thought about
33:24how much money you're losing
33:25with all this extra room?
33:27Our building works well
33:28for all of our employees.
33:31Let me tell you
33:32about the interview process.
33:35So Derek Williams
33:36will be your first interview.
33:38He's our HR manager
33:39and he's really good
33:40at finding the right people
33:41for the job.
33:42Derek Williams.
33:43Is Derek really qualified
33:45to interview people
33:46for important jobs?
33:47Does he know enough
33:48about high-level positions?
33:49I'm applying
33:50for a really demanding job here.
33:53Well, Derek has worked
33:54in hiring for eight years
33:56and he has found
33:57some great people
33:58for tons of exclusive jobs.
34:00He's one of the best
34:02at what he does.
34:03But does he really
34:04understand jobs
34:05where you have to deal
34:05with clients all the time?
34:07Can he relate to executive jobs
34:09that need you to be presenting
34:10and interacting constantly?
34:12I need someone who gets
34:13what it means to be a leader.
34:14Derek has experience
34:15with all kinds of jobs
34:17from entry-level to CEOs.
34:20CEOs, really?
34:21Has he actually hired CEOs
34:23and VPs?
34:24Because those jobs
34:25need a very specific
34:26type of person.
34:27Someone who takes charge
34:28of a room, you know?
34:30Someone who shows strength
34:31and ability all the time.
34:33These wheelchair ramps
34:34and stuff seem like too much.
34:35All this extra space
34:37and special equipment
34:38must waste valuable office space.
34:39Our offices work
34:40for all of our team members.
34:43Can I get you a coffee
34:45or a water before we start?
34:47I'll take a latte.
34:48But not from some break room
34:49that's been messed up
34:50by all these accommodations.
34:52Are your offices
34:52designed for normal business?
34:54Or do these changes
34:55mess with efficiency?
34:56I've seen companies
34:57lose their edge
34:58because they focus too much
34:59on accommodations
35:00instead of getting results.
35:01Does the company have a quota
35:02for hiring disabled people?
35:04I think merit
35:05should be the only thing
35:06that matters.
35:07I'm worried about working
35:08somewhere where the standards
35:09might be different.
35:10In my experience,
35:12the most successful companies
35:13care about results,
35:15not political correctness.
35:17We hire the most qualified people
35:18for every job.
35:20Merit is always
35:21what matters most.
35:22Good.
35:23Because I've seen
35:23too many companies
35:24lower their standards
35:25for diversity.
35:27I hope that's not happening here.
35:29When I'm managing a team,
35:30I need to know
35:31that everyone can do their job
35:33to the highest level
35:33without needing
35:34a special treatment
35:36or changes to their work.
35:38We hire based
35:39on qualifications and merit.
35:41Oh, the conference room
35:43is ready for your interview.
35:44I just want to make sure
35:45I'm being evaluated fairly
35:46by someone who understands
35:48what executive jobs
35:49really involve.
35:50Are you ready?
35:51Let's go.
36:02Good morning, Madison.
36:04I'm Derek William, HR manager.
36:06Thank you for coming in today.
36:08Oh, hello there.
36:11Can you hear me okay?
36:13Do you need help reaching anything?
36:15Or should I move closer
36:16so you can hear me better?
36:18I can hear you perfectly fine.
36:20Thanks.
36:22Let's just get started.
36:23I have your resume here
36:24and I'm excited to learn
36:26more about your background.
36:29Will someone else be helping you
36:31during this interview?
36:32Will my answers be checked
36:34by another manager
36:34to make sure they're accurate?
36:36I just want to make sure
36:37nothing gets lost,
36:39if you know what I mean.
36:41I'll be doing
36:42the entire interview myself.
36:43I've been doing this
36:44for eight years
36:45and I'm totally qualified
36:46to evaluate candidates.
36:48Let's start by you telling me
36:50more about your work background.
36:52Before we start,
36:53I need to ask
36:55about the interview process.
36:56Can you take good notes?
36:58Can you reach all your stuff?
37:00And are you able
37:01to properly evaluate qualifications
37:03for a job that requires
37:05full mobility?
37:06These are important things
37:07for executive jobs.
37:09I'm completely capable
37:10of doing a thorough interview
37:12and evaluation.
37:14I've interviewed hundreds
37:15of candidates
37:16for all kinds of jobs.
37:17Now, can you tell me more
37:20about your marketing experience?
37:22I just think someone
37:24with your limitations
37:27might not understand
37:28what executive jobs demand.
37:30So, these jobs need people
37:33who can handle
37:34every part of the job.
37:35There's a lot of physical demands,
37:37client meetings, travel,
37:39presentations to big groups.
37:41I understand executive jobs
37:42very well.
37:44I actually found great people
37:46for lots of senior
37:47marketing positions.
37:48Let's focus on your qualifications.
37:52Tell me about a successful
37:53marketing campaign you managed.
37:55Well, I've managed
37:57lots of successful campaigns,
37:59but marketing needs
38:00working with people
38:01who can pull their weight
38:03and contribute equally
38:05to team efforts.
38:07Everyone needs to handle
38:08their full responsibilities
38:09without creating extra work
38:10for others.
38:11Can you give me
38:12a specific example
38:14of a campaign you led
38:15and what happened?
38:17I led a campaign
38:18that increased brand awareness
38:19a lot,
38:20but the key to my success
38:22has always been working
38:23with fully capable team members.
38:26I believe in level playing fields
38:27where everyone contributes
38:29at the same level.
38:30Tell me about a time
38:31you worked on a diverse team
38:33with different skills
38:34and how you handled that.
38:37Different skills are fine,
38:38but I believe in equal contribution.
38:41Special accommodations
38:42can hurt workplace efficiency
38:44and create unfair burdens
38:45on other employees.
38:47When team members
38:48need special treatment,
38:49it affects everybody's ability
38:51to do their best work.
38:53I'm confused.
38:54I'm curious about your job here.
38:56How do you handle tasks
38:57that need mobility?
39:00Do you go to all company meetings?
39:03Can you travel for business
39:04or do team building activities
39:05that might be challenging for you?
39:07I'm just trying to understand
39:09what you really evaluate.
39:11I participate fully
39:13in all parts of my job,
39:15including travel and meetings.
39:17My job involves evaluating candidates
39:19based on their qualifications
39:21and fit for the position.
39:24But surely there are things
39:26you can't assess.
39:27I mean, for jobs that need
39:28a lot of client interaction
39:30and physical presence,
39:32wouldn't it be better
39:32to have someone
39:33who understands those demands
39:35evaluate candidates?
39:38Kyle!
39:39Thank goodness you're here.
39:40Could you clarify
39:41his questions for me?
39:42Maybe you should take
39:43the main notes
39:44and to make sure everything
39:46is written down properly.
39:47I want to make sure
39:48my qualifications
39:49are captured accurately.
39:52Derek is completely capable
39:54of handling
39:54the interview process.
39:56He's our most experienced interviewer.
40:00I'm not questioning
40:01your experience.
40:02It's just that
40:04executive positions
40:05need a certain type
40:06of evaluation.
40:07Someone who can assess
40:08leadership presence,
40:10command of a room,
40:12the ability to show strength
40:13in challenging situations.
40:15Madison,
40:17I'd like to understand
40:18your approach
40:18to the workplace
40:19diversity and inclusion.
40:21How would you handle
40:22working with a team member
40:24who has different backgrounds
40:25and different needs?
40:27I think accommodations
40:31should not slow down operations.
40:36People need to handle
40:37all parts of their job
40:40without special arrangements.
40:42Does that make sense to you?
40:44Do you need me to help you
40:45with those documents?
40:46Do you need me to
40:48adjust your position at all?
40:50I don't mind helping
40:52if you're having trouble
40:53reaching anything.
40:54I'm fine.
40:57Let's talk about
40:58your technical marketing knowledge.
41:00How would you approach
41:01a digital campaign optimization
41:03for a business client?
41:05But do you have enough
41:06industry experience
41:07to evaluate my answers
41:09given your situation?
41:11Have you actually worked
41:12in client-facing marketing jobs?
41:15Work with marketing professionals
41:17at all levels.
41:19I know current industry practices.
41:21But how would you evaluate
41:22my ability to represent
41:23the company professionally
41:25when you might not understand
41:26what clients really expect?
41:28Good afternoon, Madison.
41:30I'm Sarah Paul,
41:30the department head.
41:31I'll be your direct supervisor
41:33if you join our team.
41:35I'm so relieved to finally talk
41:37with the actual decision maker.
41:39The initial screening
41:41was quite unusual
41:42and I'm not sure Derek
41:43properly explained
41:44my qualifications
41:45because of his limitations.
41:47I have lots of executive experience
41:50that might not have been
41:51fully appreciated.
41:53Derek is one of our most thorough
41:55and respected interviewers.
41:57He's never missed
41:58an important qualifications
41:59in any candidate assessment.
42:01Tell me.
42:02Tell me about your marketing
42:03strategy experience.
42:05But do any current team members
42:07have disabilities
42:08that might affect team dynamics?
42:10I need to understand
42:11what I'm working with.
42:12I need to be clear
42:12that I won't participate
42:14in activities related
42:15to disability accommodations
42:16or inclusion initiatives.
42:19Those policies create
42:20extra work for managers
42:21and take away
42:22from core business goals.
42:24Derek, I'll take it from here.
42:30Good luck.
42:42So, how'd I do?
42:44Did I get the job?
42:45I think I made it clear
42:46that I'm the right person
42:47for this position.
42:48Madison,
42:49your attitudes toward people
42:50who use wheelchairs
42:51make you completely unsuitable
42:53for any position
42:54at our company.
42:55Such discrimination
42:56has no place
42:57in our workplace.
42:58What?
42:59I demand specific reasons
43:02for this rejection.
43:03You're discriminating against me
43:05because I question
43:06an unqualified interviewer.
43:08This is completely unfair
43:09and probably illegal.
43:11I'll contact disability rights
43:13organizations
43:13to report
43:14that accommodations
43:15are creating unfair
43:17hiring advantages.
43:19This is reverse discrimination.
43:21You're rejecting
43:22qualified candidates
43:23to protect someone
43:24who shouldn't be evaluating
43:26normal applicants.
43:27The decision is based
43:28entirely upon your
43:29demonstrated prejudice
43:31against people
43:31with disabilities.
43:33Your inappropriate comments
43:35about Derek's competence
43:36and your assumption
43:37that wheelchair use
43:38disqualifies him
43:39from professional roles
43:41constitutes harassment
43:42based on disability status.
43:45My concerns about him
43:46were completely legitimate.
43:48You're putting political
43:49correctness over hiring
43:50qualified candidates.
43:52People with disabilities
43:53shouldn't evaluate
43:54normal job applicants
43:55because they can't understand
43:56what professional jobs
43:57really demand.
43:58Madison,
44:00your behavior today
44:01is deeply inappropriate
44:02and discriminatory.
44:04You've made assumptions
44:05about my ability
44:07based on my wheelchair use
44:08despite clear evidence
44:10of my qualifications
44:12and experience.
44:14I was just being practical.
44:17Executive positions
44:18need people
44:19who can handle
44:19every part of the job.
44:21How can someone
44:23evaluate leadership abilities
44:24when they have
44:25obvious limitations themselves?
44:27Madison,
44:28I need to tell you
44:29that I contacted
44:30your current employer
44:31to verify your employment
44:33information.
44:34You're currently
44:35under investigation
44:36for creating a hostile
44:37work environment
44:38for employees
44:39with disabilities,
44:40especially targeting
44:41colleagues who use wheelchairs.
44:44You had no right
44:45to contact my employer.
44:46That's confidential information.
44:48Your professional reputation
44:50regarding disability
44:51discrimination
44:52is already known
44:53throughout the industry networks.
44:55Several companies
44:56have quietly shared information
44:58about your problematic attitude
45:00and you've been
45:01in multiple positions
45:02with your behavior
45:03being reported likewise.
45:06That's impossible.
45:08I'm one of the most
45:09qualified marketing executives
45:10in this city.
45:12Your qualifications
45:12don't matter
45:13when your behavior
45:14violates employment laws
45:16and creates hostile
45:17work environments.
45:18Your discriminatory comments
45:20during today's interview process
45:22constitute interview harassment
45:24based on disability status.
45:27This is ridiculous.
45:28I'm the most qualified candidate
45:30you'll interview
45:31for this position.
45:32You're making a huge mistake
45:34that will cost this company
45:35big time.
45:36Madison,
45:37your behavior today
45:38showed exactly
45:39why you're not suitable
45:40for any position here.
45:41You've shown prejudice,
45:43discrimination,
45:44and a complete lack
45:45of professional judgment.
45:46Professional judgment.
45:48I was using professional judgment
45:50by questioning
45:50whether someone
45:51with obvious limitations
45:52could properly evaluate
45:54executive candidates.
45:55Your assumption
45:57that wheelchair use
45:58equals professional incompetence
46:00led to your downfall.
46:02Your inability
46:03to recognize Derek's
46:04obvious qualifications
46:05and treat him
46:06with basic respect
46:07makes you unemployable.
46:10You'll regret this.
46:16It's crucial
46:17that we document
46:18everything to protect
46:19our employees
46:20from discriminatory treatment.
46:22Yeah, her behavior
46:23was textbook harassment
46:24based on disability status.
46:26I'm glad that's over.
46:28It's unfortunate
46:29when prejudice
46:29blinds people
46:30obvious qualifications
46:32and basic human decency.
46:34Madison's career
46:35is effectively finished.
46:37Word travels fast
46:38in our industry,
46:39especially about behavior
46:41like that.
46:42Her discrimination
46:43against wheelchair users
46:44became the very thing
46:46that destroyed
46:47her professional prospects.
46:48We'll continue
46:49maintaining an inclusive
46:51workplace where everyone
46:52can contribute
46:53regardless of mobility
46:54differences.
46:55That's what makes us
46:57stronger as a team.
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