millions of boomers will turn 65 this year. workplaces will lose some of their most experienced and loyal workers. cantor ceo kelsey bishop ahead

with what's ahead for the gen z. a robot on the 10es court, shall we play a game? disrupts the business of death. that's this week on "press: here." good morning, everyone. i'm scott mcgrew, one of my favorite subjects when we aren't talking about ai are robots. a company called figure is showing off a humanoid robot. there's a silicon valley company that makes a robot called verde that trims and blows your lawn. while that is taking care of your lawn man you can snook off and play some tennis. volley, i can remember shucking balls with my dad and you'd think we could have boughtmore tennis balls and it would have made my life easier.

with us is the co founders of the company, let's start with that, not with my dad, but these have been around for years, these are those tennis cannons i saw when i was with my dad in the '80s. >> they have been around for years and i learned how to play golf when i learned how to play tennis, way too late in my life and there were simulators and things like that that helped me get better faster and on the racquet sport side i was underwhelmed and i thought there was much more opportunity to bring technology in the equation to help me progress and understand what i'm doing and doing wrong so i can get better at it faster and that's where the idea for volley was born out of my personal needs. >> a tennis ball launcher, a dumb one shoots the same tennis ball yours will see what i do

and compensate? >> that's exactly right. >> from my perspective i'm also an engineer and whenever i'm faced with frustration, how can we make it better? how can we improve this? we were running other businesses and we had computing platforms and ai and that's where the idea came from, why can't we take this ball machine and put computer vision on it and know when you're out on the court from the players' perspective, if you can track the ball and understand where the ball machine is on the court and layer over top of that, the engine that understands how an opponent plays the game you can create a simulated racquet experience and that's what we set out to do and accomplish. >> it can return the player a tremendous amount of data, as well. >> that's one of the things that are running or people track their sleep. people love to see the data on

the thing they're doing. you get that immediate video feedback that you can just turn to your student and see exactly what's going on. the other big benefit is the pros are standing next to you and no longer trying to feed a ball from 30 feet away and it turns out to be a better experience overall. >> let me challenge you on the ai, and i ask this of anyone who says oh, our thing has ai because everybody says that right now. a thermostat makes a decision based on an input and creates an output, but it's not thinking. how are your machines using actual ai and what is the outcome of what it is that they're thinking about and deciding? >> so we can do it on kind of all different levels. the most simplest one would be you park the machine on the court, serve the ball up to the machine and it will throw a ball back at you just as if a player had returned it.

so when the machine processes it, there will be a return shot. we can record some of the data on what happened on your volley of that shot. where did it go? and we start giving you actionable data and maybe there's room for improvement and areas you're succeeding at. that might be the simplest way of being a smarter machine and the more exciting part of it is we take into account where you are at on the court and now you come up to the net and for example, we'll try to throw a few hard shots past you and then we'll lob it over your head and when you're back on the baseline, we're not going to throw a lob at you because that's not a shot that you see in the game. it's making real time decisions about your level and what you would see on the court and creating an awesome experience out of it. >> and with all of this, you chose nvidia chips and shout out to the local santa clara company nvidia which by now everyone in the world has heard of. >> no doubt. they are the leader in the area

for computer vision. >> tell me about, it will also work with platform tennis which i am completely unfamiliar with. >> that's where we actually got started. platform tennis is played usually in the wintertime and it's heated up where you can melt the snow and played with two partners so there are two people on the court all of the time. a lot of people call it the chess of racquet sports because you don't necessarily overpower the people because you can play it over the chicken wire that's behind you and you can set it up and the tactics in order to win the points and platform tennis is where it got started and it works, and it's a similar sport and it's one of the bigger phrases in the u.s. and it's also phenomenal for pickle ball and tennis. >> that's what i was going to ask you, can i stick pickle ball in there right now? >> we have a model specifically for pickle ball. it is bigger and you can't

impress it on the way out and not a lot is left of pickle ball. >> this something i would find in a club, right? this is not something that i would purchase, not that i have a tennis court in my house, this is something that's offered at a club. >> yeah. right now our model is we lease them to clubs and it is a club-level machine. >> and this is your what? fourth start-up? serial entrepreneur, right? >> that is correct. >> tell me about previously. what did you work on previously? >> we had a equipment where we built equipment for john deere for 30 years and we're an oem supplier and we built something that was rugged and able to keep functioning and we had 15,000 deployments across the u.s. where we had touchscreens and displays. my brother and i started a company that we started together and we did a bookmark manager in the '90s and that was a lot of

fun. >> last question for you, what's been the biggest challenge or biggest surprise about the machine that it didn't behave the way you thought and that didn't go the way we intended it to? >> i think one of the biggest challenges that we had was just seeing how many different uses our customer base is coming up for this. it's a great tool and one of the fun parts about this is seeing how people apply that tool for themselves to get better. through the app they can create their own workouts. they can create their own use cases and that's been one of the more exciting and challenging things that's part of it. so they will send something like, hey, i need to do faster shots or i need better shot timing and we make a software where two weeks later they're off and running and that's the fun thing about the company volley that it is bringing a software mentality into the racket sports industry and our customers are loving it. that's the great news. >> that's fantastic. john, i appreciate you being with us.

john is the ceo of volley and "press: here" will be back in just a moment.

welcome back to "press: here," this year mark the beginning of what sociologists are calling peak 65, as 4 million americans born in 1959 turned 65 followed by 4 million next year and 4 million the following year. people retire every year, of

course, but this is the boomer generation and they call it the boomer generation for a reason. there are a lot of people. kelsey bishop is nowhere near 65, as best i can tell, but she is an expert in workplace culture and she's ceo of a company called candor. kelsey, good morning. we often engage in stereotypes when we were talking about various generations, but i think it is fair to say that the bomber generation is a group of people who were and are loyal and reliable, right? >>. >> that's right. yep. >> so if anyone's going to show up to work on time it's going to be a boomer and now we're going to see that workplaces are maybe losing some of that culture. it's not the younger people aren't hardworking. it's just that if you had to depend on somebody to get something done on time the older they are, the more they're probably likely to do it. >> it's true, but it's also that the younger generation values different things besides

stability and job security. we're seeing a lot of millennials and gen zers look at things like flexibility and feedback, recognition in being able to fulfill that work become more front and center than the boomer values. >> i remember one business account, i wish i could were what newspaper it was in, it's about a young person that showed up one apple earphone ready to work that would just mortify their grand parents. they do want flexibility and listening to music and certainly work from home and the flexibility to do what they want in the office. >> i think so, and i think it is also showing up as who they really are, being more authentically themselves. previously boomers showed up as their work self. they had their work outfits and they showed up and did their job

and went home, and i think what we're seeing from the next generation is they want to show up as themselves. they want to be authentic and they want to be vulnerable at work and that's different, right? yes, of course, you can show up with a headphone, but i think it's more than that. i think it's wearing casual clothes and working from home and it's being seen as who you really are as a human and not just an employee. >> there was experimentation particularly at google and bringing your whole self to work and whether that is your politics or your favorite sports teams and everything. it lasted a while and google started to move away from that. you can take it too far. >> i agree with that. i think that there is work appropriate and home appropriate, and i don't think that's quite where gen z and millennials are looking, but more so when we're remote and we don't get to see each other in the office and have the water cooler conversations, how do i get to know what my coworker

does on the weekends and what their family is like and it's creating the next-level conversation when most of conversations are zoom these days. >> one that we skipped over gen x. we don't wear plaid or necessarily listen to grunge and we'll probably be managers because we'll be the oldest generation. >> right. that's where it gets interesting. how does gen x start to adapt to these younger generations and their values and how they want to work because i don't think what works for the last generations will work for the next ones and companies and managers will really need to start to adapt. >> how much of this do you think when it comes to gen z and millennials is youth and just the world evolving and how much of it was pandemic? >> i think a lot of it was pandemic and i think remote work does make these shifts more prominent, and it makes the need for companies and managers to

adapt a bit more extreme because a lot of what we got in the office, connection, culture building, we got it for free, where ass now when you're on zoom and trying to engage these remote employees you don't get the office for free anymore. you don't get those interactions in person when people are feeling connected or happy hours or any of that doesn't come with work and it takes a lot more intentionality to connect with your teammate and it takes more specifically from that manager to engage with employee ps. >> so they can get to know each other and your company does that and it's like a facebook for work or a linkedin without the resume and we are showing yours now to viewers. i've learned everyone in your family has a name that starts with tay and apparently, you're very impatient. you're patient, as well. >> yes. those are both true things that

my teammates have gotten to know up close and personal and it's important for people to know who they're working with and whoi am and get to know that i have four brothers all who start with the letter "k" and also how i work best and how to give me feedback and really how to engage in a way that's effective. >> that's not something that you'll get off necessarily linked in. somebody could put it in their bio, but linkedin tends to be where did you go to school and where were you before had and not the kind of thing that i need in order to know you best. >> and linkedin doesn't tell you who you are as a human and we do get the high-level superficial stuff and that doesn't help when you're trying to figure out how to best work with the manager and i have this director who i'll never meet in person and how do i create a relationship. >> that was the impatient and

definitely not 65-year-old ceo of candor, kelsey bishop. thanks for joining us and "press: here" will be right back.

if you feel like things don't add up right now... you're not alone. rent is up, and every family outing costs an arm and a leg. well, we want to help. so when prices go up, we find new ways to go low. and now, we've lowered the price on hundreds of your favorite products. designing something beautiful is easy. designing something beautiful with great quality for a low price? that's a different story. it's why we're here. that's a promise. not a promo. welcome back to "press: here "qwest. in the previous segment we were talking about an aging workforce, and i suppose we can say finally this morning with something final indeed and that is the end of life. there is a company called empathy that is using technology to improve funerals and all the issues that arise with such a

difficult time. it just received $47 million in venture funding. so, i don't know, funerals as a service, maybe fast. empathy's ceo is ron gura. good morning. let's start with that funding and clearly investors are taking what you're trying to do seriously. >> we think it is a meaningful injection of support and trust into a category that we find the single largest consumer fix and still untouched by innovation. specifically unspoiled. we started the company three and a half years ago to help families deal with loss, and we couldn't be more excited about this new path and amazing benchmark for us. >> and you have something like 40 million users, right? >> we are supporting dozens millions of use ares in the u.s. through our life insurance

carriers and users. and to think about head space for grief combined with a turbotax for estate settlement. probate, paperwork and the bure ok ras they comes with losing a loved one that we know is hard enough as it is. >> especially if you haven't gone through it the first time as an adult. there are a ton of things that have to be done. >> oh, my gosh, we're looking at hundreds of hours just to wind down the affairs of a loved one on average. we have an impact report that we publish every year and we see more than a year just to handle the bureaucracy and red tape and not to mention the emotional aspect of grief that we believe has no timeline. >> generally, this service is offered by my employer, just like i might have an extra benefit and there's life

insurance they get from my employer or other side benefits. this is something that generally you offer by employers. >> correct, the vast majority are getting from employers and these are progressive, large employers while providing bereavement care on top of bereavement leave. we also see more and more insurance carriers and we work with new york life, metlife and guardian and many, many others that are showing up as a claim level beyond the payout and offering continuity of care. >> walk me through the first moments of a new customer. what questions generally are you or are you asking of this new customer? what problems are you solving of this new customer when they first log on? >> so first thing's first, losing a loved one is very overwhelming. people don't know where to start. they don't know how to navigate the decision that needs to be

made. we need to help them provide a customized plan, and kristen if you're in new jersey or arizona. you have five siblings or not and now we have a dedicated chair manager. he or she will be the quarterbacks for the next 24 months and helping you with the full range of grief and estate needs and bakley with time, money and stress when the in, vittable happens. being, ai has come to the funeral business and it's come through everything else. >> combined with the right amounts of human touch. we let machines do what machines do well like financials and taxes, et cetera when it comes to the administration.

and let humans do what humans do best is showing up and being on the other side of the line and showing up with compassion. >> speaking of being human, is it hard to work at a business that fundamentally every single day is about death and grieving? everybody says do what you love, but nobody loves death. >> absolutely. i think it's inevitable. we do what we love because we are helping empowering families through loss. we don't see ourselves in the death industry at all, actually. death happens and we get to support families afterwards. so we are in the family care business and the same industry of maternity and care giving and fertility benefits that popped up in the last decade to help bring employees back to work and help bring employees with their whole self back to work. that's where we are. it's a meaningful life event

that doesn't skip any of us. >> it's fun or comic app, but it is a messy human and hopefully very empowering tool that can save people time and money. >> finally, as someone who is an expert in the field, what would you say to somebody who would not get this benefit to their workplace who will not download your app, but what would you want them to know if they -- what's the thing they should do ahead of time that they should know? >> most americans don't do any estate planning and that what you change, but from a human nature standpoint that will change that very quickly. when the inevitable happens and you are dealing with loss, just understand that the most difficult loss is always your loss and some people might not get that and make sure that

you're surrounding yourself with support. >> fair enough. a tough subject to talk about on a sunday morning, but i enjoyed it. >> ron gura is the ceo of empathy. thank you for joining us this morning. "press: here" will be back in just a moment.

welcome back to "press: here," he's been a frequent guest over many years and he's making news this spring as he guides the company he co-founded rubric to the public markets. he's been on that podcast that we're also constantly telling you about, sandhill road where i sit down with news makers for a longer, more in-depth interview. where people are interviewing get a chance to reflect on their journey, both entrepreneurial and literal. >> i can confidently say that we forget how magical it is and we're still living in the

basement, and it took me a couple of years to get them out of the poverty and with a different place to live. >> you can find my interview with dippel sinha on sandhill road anywhere where you find the podcast. it's in the archives and i'll bet you find a lot of interesting people in there, as well. >> that's our show for this week. my thanks to our guests and thank you for making us a part of your sunday morning.

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