Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
About This Episode
In this episode of The Future of Work® Podcast, host Frank Cottle welcomes Dave Bottoms, SVP of Product and GM of Marketplace at Upwork, to discuss how the world’s largest talent platform is being reshaped by AI. With two decades of experience leading product at Meta, Dropbox, and Yahoo, Dave unpacks how platforms like Upwork are transitioning from simple job boards to intelligent, AI-powered ecosystems.
From UMA — Upwork’s AI companion — to the rise of fractional executives and agentic project orchestration, this conversation dives deep into what it means to build lean, borderless teams. Whether you’re a founder hiring globally or a freelancer navigating a shifting landscape, Dave’s insights reveal the future of digital labor and what work will look like in the AI-augmented era.
About Dave Bottoms
Dave Bottoms is SVP of Product & GM of Marketplace at Upwork, where he leads the team behind the company’s core platform — overseeing product, engineering, marketing, and design. With 20+ years of experience at Meta, Dropbox, and Yahoo, he’s built products used by millions around the world.
What You’ll Learn
- Why freelancers need an “AI on their shoulder” to stay competitive
- The rise of fractional executives and fluid team structures
- How UMA is redefining proposal writing, interviews, and project delivery
- Why the gig economy is evolving into a flexible, AI-enhanced workforce
- How freelancers and founders alike can scale without full-time staff
- The compliance and global hiring challenges — and solutions
- How Upwork uses AI to match clients with top talent
- What the future holds for human + AI collaboration in project work
Transcript
Dave Bottoms [00:00:00] I’ll talk very specifically about Upwork because we hire a lot of people, freelancers, off our own platform. I oversee an org that’s probably about 300 people, about half of whom are freelancors that are plugged in. And I think Upwork is, in many ways, a picture of the future of work or a modern corporation.
Frank Cottle [00:00:23] Welcome to the Future Work podcast. Really great to have you here today. And I’m very excited to hear what you’ve got to say about the future of work.
Dave Bottoms [00:00:33] Well, thanks for having me, Frank. It’s a topic that’s near and dear to our hearts here at Upwork.
Frank Cottle [00:00:38] Well, Upwork’s been a leader in that category for a long time. I don’t want to sound like a fanboy, but I am, actually. I’ve known the company since it was started, and I’ve always admired the work that you do. So congratulations on that, and congratulations on your new products you’ve got coming up.
Dave Bottoms [00:00:55] Thanks very much. We’re very excited about our Upwork updates. Twice a year, we basically package up all the new features and capabilities that we’ve rolled out and go to market and talk about them with our focus on clients or small businesses, small and medium sized businesses that are hiring on Upwork, as well as freelancers that are finding work on the platform. A lot of good stuff in our latest update.
Frank Cottle [00:01:21] You know, I don’t want to get ahead of myself, because I kind of had prepared for this a little bit, but I’m going to. And updates are cool. Updates are great. Tweaks are fabulous. But it’s the trends behind them, the issues that have come up. And I know in the last six months, 20, 12 months or so, the changes in the employment picture have been radical. And so what are some of the trends that you’re seeing that caused you to think of the updates or think about updating what you’re doing in general? And don’t be shy about AI either because we got to deal with it.
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Dave Bottoms [00:02:01] Well, AI is certainly one of the big trends that you, I’m sure, are hearing about all across the industry. And it’s one of things that, when I think about the mega trends of the last couple of years, one was certainly COVID and distributed work became much more the norm. And post-pandemic, coming out of it, still very much the norm, globally distributed workforces collaborating asynchronously. Uh, and we still have kind of the trend of companies, uh, debating return to work versus, uh uh, work from home and, and distributed workforce. That’s kind of like one, uh one mega trend couple that with the acceleration of innovation. That’s really happening, uh as a result of AI and gen AI bursting onto the scene about two years ago. And we really wanted to kind of get in front of that. And understand what AI could do for our customers, both clients and freelancers on our platform, and start evolving Upwork from a talent marketplace really to a place where you, number one, can find AI talent for projects that you want to hire for if you’re a client. And number two, how would we improve the matching process between clients and talent using AI by automating some of the the capabilities and some of the traditional ways of finding and sourcing and hiring talent on our platform.
Frank Cottle [00:03:31] Well, I know every major human resources company is deep into the AI pool right now because the stream and the number of applicants that need to be filtered in order to get just the right person is staggering of the work that had to be done, had to done manually and companies like IBM’s This Way Global Group that they’re working with are doing a ton of that outside. How does that relate to freelancers though?
Dave Bottoms [00:04:05] Well, freelancers are trying to market themselves as individuals and trying to stand out on the platform. And they can do that in a couple of ways. You know, their reputation on the platform, how they’ve earned, how they, we like to think in terms of kind of hard skills, do they have the skills to do the job? And soft skills? Are they good communicators? Are responsive. Do they uh, respond to proposals or respond to deliverables on the, uh, on specific work projects on time. Um, we’re really focused with our use of AI in sort of getting better about the match and getting, uh, clients able to kind of hire the right person at the right time. Uh, so using AI for things like, uh job posts, uh getting, uh more accurate around how is your job post going to be by freelancers in our search results, for example. Getting freelancers more tools to write effective proposals, because we’ve seen years and years of effective proposals on the platform, and we kind of know what helps those proposals stand out. So using AI to help freelancors win work.
Frank Cottle [00:05:16] Well, that one thing, if I can interrupt, allows your freelancers to put out more proposals, too. Yeah. Which assures them of a higher level of job security.
Dave Bottoms [00:05:30] Yeah, they want to save time. They want to spend time working on projects, not necessarily working to win the work, if you will. So to your point, the more effectively they can craft customized proposals based on the jobs that they’re bidding on, the More we can kind of help them spend their time working, not just looking for work.
Frank Cottle [00:05:52] Yeah. Well, you know, it’s funny. I’m a sailor, you can tell from my background, and people have referred to me as a pirate at times. And I have this vision of a pair on my shoulder and our matey and all that kind of thing. I won’t hire a freelancer, or I won’t hire a new employee unless they have an AI on their shoulder. Unless they come with a virtual AI assistant. Or I can create a virtual AI assistant for their job description, we won’t create a job and we won’t hire somebody, whether they’re a freelancer or not. How are you, and I know this is probably a difficult question, but how is Upwork equipping their freelancers with tools of that nature? So honestly, your freelancings could be more effective than anybody else’s freelancs, so to speak. And how are you doing that? Because I can’t be the only nasty old guy in the world that says that’s the way to be most productive.
Dave Bottoms [00:07:01] Well, I think you’re not. You’re probably on the early adopter side of the curve. But we are thinking about, we’ve developed what started as kind of an AI companion called UMA, which is short for Upwork’s Mindful AI.
Frank Cottle [00:07:17] You’re protecting Priyuma Thurman and she was going to sue you.
Dave Bottoms [00:07:20] Yeah, no, it’s not the David Letterman at the Oscars, Oprah Meet Uma. It stands for Upwork’s mindful AI started really as a companion. So helping clients, for example, create job posts, helping talent, create proposals, and it’s kind of evolving more into the agentic realm, if you will, like that agent that sits on your shoulder. Uh, so that talent can use Uma to, uh, actually help do and deliver the work or collaborate with, uh with clients to do some of the things like getting alignment on milestones. Uh, Uma is powering, uh a new feature that we’re releasing called, uh instant interviews. So Uma might actually do the sourcing, uh for you and bring you back the best candidates for a job that you post. Um. Uma is also doing some of the heavy lifting behind a new feature that we’re releasing around Upwork video meetings. So just like you and I are talking in real time right now, Uma’s in the background transcribing and taking down what are the, one of the milestones that we agreed on, what is the pricing that we agree on. What is the first deliverable and what is the deadline for that? And then packaging it not only in a transcript of what we talked about, but into milestones that we can use almost as a contract for how we’re going to work together on a project.
Frank Cottle [00:08:45] Well, there are other tools that perform that service, but none that I know of that are built into a single interactive system for a freelancer and their sponsor, if you will. That could be hugely valuable, because I know one of the big problems that we’ve had with freelancers is not picking somebody who’s really good, but making sure everybody stays on track to what we’ve agreed to. Without fretting over it. You can do it, it can be a lot of work. So if you’ve simplified that, then that’s a big step forward, not just for you guys, but really for the way the industry has to react to that and the world has to to react that from a freelancer point of view, which we know is an increasing population, not a decreasing population.
Dave Bottoms [00:09:37] Yeah, I’m glad you brought that up. I mean, increasing population, we think we’re on the right side of a mega trend there. More people want the flexibility to work when they wanna work and how they wanna to work with their expertise. And as the largest talent marketplace on the planet, we think, we’re providing a lot of opportunities to freelancers to do that. And using AI to your earlier point to try and make it more efficient for freelancors to find work and make it more efficient for. Clients to hire on the platform so that you’re getting the right matches much, much faster and you’re spending time actually doing and delivering the work rather than trying to drive the match.
Frank Cottle [00:10:23] Well, you know, I don’t know if I’m getting into an edgy area here, so stop me if I am, but technology doesn’t recognize borders. It doesn’t right where you are at all, unless you’re in China, then you’re on a different service system, but basically technology does not recognize borders. Not recognizing borders gets into a whole variety of issues, though, when it comes to employment, taxes, different things, employment rules, employee rights, all variety of things that can come up, culturally, area by area, government by government, et cetera. How are you dealing with that? How are helping freelancers deal with that and people that want to employ them so that… That they recognize, I can employ anybody anywhere. I don’t have to worry about it. And, you know, I’m not trying to pitch your product, but this is a concern that a lot of people have. And a lot people that come into the flexible workspace industry, maybe they’ll take an office, maybe they’re based in London, they’ll taken an office in Accra. And the reason they do it is because they don’t want to have to employ anybody there. Where they really didn’t have to employ anybody there to begin with, because they could use your system as a freelancer and have their own offices instead of a flexible workspace if they wanted to. There’s a whole variety of things that could happen. So long question, but how well does that function, or is that something that people still need to be educated about, and how they can overcome the concerns about things of that nature?
Dave Bottoms [00:12:14] I’m not an employment lawyer and I don’t specialize in compliance. But I do know two things that you mentioned. One, there are markets that you can hire in and markets that you may want to hire into as a client because you want to expand your talent pool to be global and you can find great talent in many, many markets, right? Um, some clients prefer to have, uh, to hire us only employees, for example, and you can, you can filter and, and search on the platform and restrict to certain markets, uh. And that may be for a variety of reasons for, uh streamlining collaboration or for just being in the same time zone, uh for knowing that you’re going to have a, uh communication, uh will be better with a native English speaker than someone who’s got English as a. Second or third language. But for those that do want to hire in other markets, we try and make it easy. There are certain markets that are restricted, obviously, but freelancers on the platform are identity verified. And we want to make sure that you are who you say you are, and that if you’re applying for a contract, that you can actually do the work. And so we are providing the service of contract between client and freelancer in a way that protects the freelancer so they can get paid, but also protects the client in terms of compliance with local employment law. Well, you know…
Frank Cottle [00:13:52] So a few years ago, just pre-pandemic and everything, everybody talked about the gig economy, et cetera, a term that I know you’re familiar with from your background. And other companies that had very short, small, little gigs were very, very popular. What I’m seeing today is more of a fractional economy, I’ll call it, to where people are a freelancer. But they’re not doing tasks, they’re holding three jobs or four jobs on a permanent basis with multiple companies where they have a specialty. And this is in a lot of, I have a friends that a CTO and he works for three different companies and they’re all global fortune 500 companies. But he works with for three of them and an advisory point of perspective. How do you see the short-term one task a gig running through to a fractional within the freelance sector? Is this a trending issue or is it stabilizing? How do you see that the relationship between the freelancer and the job is it one hour a month or 40, 60 hours. And is it a permanent freelancing job where the freelance is really the financial structure as opposed to the… Really what the work involves.
Dave Bottoms [00:15:36] Yeah, I mean, I think you see the whole spectrum on a platform like Upwork, but from hourly work to project-based work, and eventually like we’re experimenting with even outcomes-based work where the work would be priced on the delivery of a more complex project that might require multiple people. Build me a website, I need a designer, I need an engineer, I needed an SEO expert, but the outcome is that you get a website built. I think to your point around fractionals, that is a trend among really seasoned kind of experts. You use the example of a CTO. We have fractional CFOs, people that are consultants that might work for multiple companies on a retainer, and freelancing gives them more flexibility to do that. And they might work on a time-based contract where it’s three months or six months. Uh, rather than an hourly, uh, projects like design me a logo for my website, which might be, you know, five hours worth of work and, and price per hour. So we, we do see the spectrum. Um, but I think increasingly where we see value and where we can create value for customers is kind of moving up the, the value chain, if you will, to the more complex work that requires, um, maybe multiple months or multiple types of talent to be pulled into one complex project. And increasingly, either us doing it or Uma doing it, acting as a virtual project manager, if you will, and being able to kind of not only find and hire the right talent on your behalf at the time that you need it, but making sure that that talent comes into play at the right part of the project so that you’re delivering toward an outcome, if will.
Frank Cottle [00:17:27] Well, you know, when you think of an genic AI as an example. How is AI, and colluded with the job, job need description, et cetera, working out? Is this something that’s really becoming more and more additive, or is it something that is still partially, still yet to be explored, I guess I’ll say.
Dave Bottoms [00:17:58] I would say we’re at the beginning of our journey and our transition from thinking about Uma as a companion to tasks that you would normally do on a platform like Upwork, like posting a job and we can help you write the job post and make sure that the right tags are inserted so that it’s picked up in search and whatnot. That’s kind of a companion example or writing a proposal like I talked about earlier on the freelance side is kind of the Uma is being a companion, but it’s still the human or the freelancer that is aiming to be hired. The more places and the more use cases that we’re supporting across the platform, the smarter Uma is becoming around what people’s actual intent is. And I think it’s becoming more agentic in that way, or will evolve to become more agentic. Meaning, if it understands what your intent is and what you’re trying to do or accomplish on the. Platform, it can act on your behalf and find you the right talent that’s going to drive the outcomes that you’re looking for as a client. Similarly, on the freelancer side, and it almost sounds like a Hollywood colloquialism or something to say that everybody’s got a talent agent, but the fact of Uma scanning jobs that are posted and looking for jobs that might be appropriate for you or what types of jobs you’ve done in the past. Or you might like to bid on and sending job alerts or notifications when those become available and acting kind of as a broker between talent and clients to get work started on the platform. So I think we’re seeing this evolution from companion to more of an orchestrator of work, if you will, as Uma becomes more agentic over time.
Frank Cottle [00:19:44] Well, I mean, we’re seeing that in all other walks of life. I mean Spotify recommends things for you to listen to and Netflix tells you what you should be watching because they know what you did watch and they’re analyzing you as a customer, as a user. And there’s no reason why you wouldn’t reverse that to your customer, which in many respects, your customer is the talent as much as it is the person seeking to hire the talent. In fact, I would say that your primary customer is the talent. That’s the point of the spear for you guys, or companies of your nature overall, I will assume.
Dave Bottoms [00:20:24] We certainly want to attract the best talent and, uh, and do so in categories where there’s high demand. Uh, and so we’re seeing a lot of demand for AI talent, for example. And so being the premier destination, the place that you go when, uh when you want to start an AI project and knowing that you can find a world-class machine learning engineer, or a data scientist, or an expert at using an AI tool that the rest of your development team is using already, and you want to kind of grow or expand or extend your team. So that’s one dimension is sort of like being attractive enough to the talent because we have the jobs and we have that demand that’s coming in. At the same time… That’s why it’s the beauty of a two-sided marketplace. The appeal to clients is that we have the talent, the appeal to the talent is that we have client demand. And our magic sauce, if you will, is that want to get more and more efficient at matching and demand and supply together on the marketplace.
Frank Cottle [00:21:32] Well, you know, a study I read, it’s a couple of years ago now, so the numbers won’t be quite right, but it was about a billion-dollar company, unicorns, that would go into the public billion- dollar companies. And the first one was one of the U.S. Railroads, and it had like 35,000 employees or something like that. And it kept winding every 10 years the number of employees down, and the last one that I saw, which I know has got to be out of date now. A billion dollar company has 16 people in it. I’m wondering why don’t you and I build a company and we have a great idea and it has no employees. No full-time employees.
Dave Bottoms [00:22:18] They’re like regular.
Frank Cottle [00:22:19] It has no, technically it has no employees. It has contracts, but I contract an entire, can I contract and entire company’s organizational structure and manage it through Upwork? Is that some weird fantasy of mine?
Dave Bottoms [00:22:37] Well, that’s a vision of the future that we talk about the unicorn solopreneur is that you can imagine an entrepreneur with a big idea who wants to scale that idea and take it to market and grow a business really aggressively. I think that is a future that’s not too far off where you have a soloproneur who and hire. You know, everything from finance and HR expertise to, to manage, uh, projects. And maybe you don’t even need HR if you don’t have any full-time employees, but, uh, you hire developers and through the combination of developers and agents. Uh, I still think you want to have the, the human element of, uh uh, the freelancer who’s kind of, the expert in the delivery of whatever it is that you’re building, but coupled with. AI and potentially, you know, the AI amplifying the human potential, you could conceivably hire freelancer for everything to build your product and go to market and scale that product without ever taking on the full time employee.
Frank Cottle [00:23:47] No, I can see that. It’s funny, as I go back in history and I’ve got enough gray hair to do this comfortably, it’s really easy for me to remember the development of the intermodal system for just-in-time inventory delivery, and how radically that changed supply chain management globally. And then I come a step further and I look at our other company, which is in the virtual office business. And I think it’s really just in time real estate, as needed, where needed, when needed. And so the model for that has already been built on an industrial grade basis globally. It seems that we’re just getting around to it with the employment structure. And so my question is, why has it taken so long, do you think?
Dave Bottoms [00:24:43] Well, I think increasingly we’re talking about digital labor doing digital work and delivering digital products. So things like mobile apps or websites are kind of the typical digital products of today. And you don’t necessarily need to be sitting in the same zip code to produce them. You know, I think. We are a lot more of a dynamic labor market today in that you can hire people or increasingly looking at people that can connect these agentic work streams to automate a lot of the workflows to do work delivery much in the same way you talk about supply chain management just in time. So when in the digital world, you have a lot more. Ability to reduce friction that exists that you might see in the physical world when you’re and shipping goods around.
Frank Cottle [00:25:47] No, absolutely. I think that that’s right. I guess the world that you’re dealing with, again, it seems like we should have gotten to this place sooner. And I’m wondering, what were the roadblocks that really keep us from that? Is it our human nature that we love to work together in a team where we’re all together and that goes back to the office in some respects? Or is it fear of independence as opposed to being a codependent with others in a company. What keeps people from becoming freelancers and what keeps people from hiring more of them, freelancors.
Dave Bottoms [00:26:30] Well, I think you’re hitting on a couple of the norms that are being challenged in an age where a lot of work can be delivered in a distributed way. And I say distributed, not just geographically, but distributed between human freelancers and agents that can automate certain workflows and whatnot. That requires a mental shift on how you’re going to do work and how you are going to deliver value for customers, whoever they may be. Part of the traditional thinking was that teams are co-located in the same space and they live and work together. I think that got dramatically accelerated by the pandemic when everybody was working from home and it became a norm for companies to look at a global workforce rather than a local workforce. I think the other trend on the other side of the coin is you’ve got big corporations that are reducing their footprint and a number of attractive facets of freelancing. I think people that start freelancing and realize they can manage doing just the doing? And that can take projects that they want to do and can not have to commute or sit in an office or deal with some of the challenges of working in a big company. It’s kind of liberating. And so you see not just side work or kind of moonlighting odd jobs and everything, but people that are actually earning their full living by freelancing and working for some of same clients over and over or finding new work in new areas.
Frank Cottle [00:28:19] No, I think we see that more and more. And it’s absolutely accepted, I think, as a freelancing is almost a profession now in many respects. What do you believe culturally that creates? For the individual, it can oftentimes be a work-life balance. But… If a company decides to go 50% freelance, you have a hundred employees, you decide 50% of them are gonna be freelance because of hours or location or skill set or I think, how does that change the culture in a company? Does it even strengthen it perhaps? What is your experience or your viewpoint on that?
Dave Bottoms [00:29:08] Well, I won’t talk generically there. I’ll talk very specifically about Upwork because we eat our own dog food and we hire a lot of people, freelancers, off our own platform. I oversee an org that’s probably about 300 people, about half of whom are freelancors that are plugged in. And I think Upwork is in many ways, a picture of the future of work or a modern corporation that has certain functions that can be freelance. And certain functions that are full-time employees, but we’re geographically dispersed and we have product teams that are made up of product managers and engineers and designers that sit in different places and some may be full- time employees and some maybe freelancers. But we have a very productive, I would say, engineering culture, even though we hire a lot of engineers from all over the world. Uh, and, and have them, uh, collaborate and build the features and capabilities like we’re announcing with Uma, uh they’re building all these workflows. And, uh very rarely, I can’t think of a single team I have where they’re sitting in the same zip code or the same building.
Frank Cottle [00:30:20] No, I think that’s the way. We’ve always been a remote-first company for, I’ll say, almost 45 years now. I believe that you hire the best people, regardless of their location, and you don’t force people to move their families. And you don’t do a whole lot of things that are disruptive and add overhead as well, honestly. In the future, I want to ask you one question as we start to run on timing here, where do you think that that approach of distributed work, remote distributed work supported primarily by freelancers? Where do you we’re going in the next three to five years with Uma’s crystal ball?
Dave Bottoms [00:31:12] Well, I think in the next three to five years, we believe that most of the work is going to be AI augmented in some, some way, shape or form.
Frank Cottle [00:31:20] Okay, so pair them shoulder.
Dave Bottoms [00:31:21] Yeah, I think we believe in the human creativity and taste and touch and having the human in the loop to guide and steer the work. But a lot of the agents will be delivering on some of the routine autonomous tasks that need to get done. And the smart freelancers are figuring out the We’re making a lot of investments in-house on AI and doing things like training custom models on our historical data and building the infrastructure so that agents can work on behalf of both clients and talent in our marketplace. And I think work is just going to get accelerated. You’re going to be able to do things in two days that you used to do in two months or two weeks anyway. Um, and the work’s going to get a lot more fluid, more personalized, more catered to, uh, the specific outcome that, that you’re trying to drive and the platforms, uh that are going to be successful are the ones that really combine human creativity with the infrastructure and intelligence to allow agents to do their thing. So, uh you know, we think Uma’s kind of the beginning of, uh evolving into this agent that will orchestrate work, but you’re still going to need humans on one side that demand work to be done and experts on the other side that are guiding and steering the delivery of that work that is being delivered by the AI agents.
Frank Cottle [00:32:59] I’ll ask one last question then Dave if if I can do the work in two days that it used to take me two weeks to do, as you just said, is there going to be enough work to go around? Yeah. And I use our own IT team. I was shocked the other day. I just completely gobsmacked as they say in the UK, our CTO said, Do you have anything for our guys to do? And usually we’re like six months behind. Yeah, all through a whole variety of new tools. And magically all of the technology debt, which we refer to as the stuff that hasn’t been finished yet or complete, it was all done. And so I’m wondering, are we going to progress so far that we don’t have enough to actually do and we use it all up, all that extra time with leisure time and we don t progress as a society or as a world society? Or are there so many things that could, should, would be done that will have magic advancement as a global society?
Dave Bottoms [00:34:16] Um, well, I don’t subscribe to your portion of that future where, you know, we become a leisure society. I think there’s, there’s always, uh, I’ve been doing software development in Silicon Valley for a long time. And we always have, we always more work than we have capacity to do it. So I think the, uh uh, the, the shortage will only be on, do we have enough creative ideas to kind of drive, uh drive the work, but we’re going have. Volumes more capacity to get work done and can get on to the things that always fall below the line in our prioritization. So doing more in the same amount of time is certainly the promise of the future. But having more capacity, to work on the really interesting work, the strategic work or the creative work or the what if we could do this, and then finding ways to build into a bold vision of what we could do if we had infinite capacity to do it. Nobody has infinite capacity, but at the same time, your IT guys are not going to be sitting around twilling their thumbs. They’re going to find the backlog of things that they didn’t get to last year or the year before. They’re gonna rewrite their code to be faster and more performant. They’re going to take down systems that are no longer needed. I think there are a lot of places and ways that if you had excess capacity because it took you two days, not two weeks to do something, then we as humans inherently find ways to fill that capacity with creative new ventures.
Frank Cottle [00:35:54] Well, that’s something I’m sure looking forward to, honestly, because there are so many things that our society on a global basis could benefit from if we had more capacity and we had it, especially if we have it on a cost-effective and technology-effective basis. That would be a wonderful future to look at, my friend. Fabulous. Well, David, thank you very much for your time spent with us today. I know you’ve got a critical position there at Upwork and the work that you all are doing is. Groundbreaking in many respects to the future of work and the way that we will all be working in some way or another, or even are today without knowing it. So I wish you all the luck in the world and a very great-
Dave Bottoms [00:36:37] for your time. Well, thank you, Frank. It’s been a pleasure to talk about the future of work with you and your listeners or your viewers. And just a last plug for Upwork, if you’re looking for talent, this is a good place to find whatever you’re looking to do.
Frank Cottle [00:36:55] Well, you know I remember that.
Dave Bottoms [00:36:56] But that, you know that. I know. All right.
Frank Cottle [00:37:00] We got it. Thanks, Dave.
Dave Bottoms [00:37:02] All right, thanks so much. This was fun. Thanks, Frank. If it’s impacting the future of work, it’s in the Future of Work podcast.
Frank Cottle [00:37:10] By allwork.space.
