Voice of Innovation: Qualifi's Journey and the Future of Recruiting

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[00:00:28] I'm your co-host Joel Cheeseman. Join us always, the Sam to my Frodo. Chad Soosh is in the house.

[00:00:34] We are recording live from Tee Week at the Qualify booth and what better guests to have

[00:00:40] in the Qualify booth than the co-founder and CEO Darian Michael of Qualify.

[00:00:45] Darian the Flash. Welcome to the podcast. You're two time guests on the show at this point.

[00:00:52] If you get to 5, you get a velvet jacket. So stick with it. Yeah, stick with it.

[00:00:58] Well we got to talk about the first time though. Who's on firing squad?

[00:01:03] And it was a double applause. I think it was a double rainbow.

[00:01:07] Smooth. Double rainbow. So now it's pitching all the time. I was ready for it.

[00:01:12] Are you not pitching all the time now? I'm still pitching every day. Every day is I'm pitching.

[00:01:16] That's probably coming off a fundraiser. Every day is right. I gotta be all my fees and fees.

[00:01:21] So Darian, a lot of our listeners don't know you even though you've been on the show before.

[00:01:25] Those that don't know, get us acquainted with you. What makes you tick?

[00:01:29] And please mention how many kids you've brought into this world while you're out.

[00:01:32] I'm trying to cut the train off. We have three kids. I'll start there.

[00:01:36] But no, there's a medical procedure for that. I'm very worried.

[00:01:41] That's all I say about that. But yeah, I'm Darian Michael. This is a hell of an intro.

[00:01:45] I'm Darian Michael co-founder CEO Qualify where the phone interview company we help capture

[00:01:51] the voice of candidates beyond the resume. We automate that phone interview step in the hiring

[00:01:56] process so that recruiting teams can get to know their candidates quicker, make decisions faster.

[00:02:01] And then now we help schedule the ones that you like and get them to live interviews

[00:02:07] that much more seamlessly as well. So we started with the phone interview and now have

[00:02:10] it into end screening solution. The pride of Indianapolis area startups. By the way, he's been very humble.

[00:02:15] That's a local kid. Kid done good. We're really proud of you for sure.

[00:02:19] Now we appreciate it. So talk about where you started and where you're on your way to,

[00:02:26] right? Because you've had this evolution of who you are, what you want to be. And it can't happen

[00:02:31] overnight, right? I mean, certainly not. You don't have so much funding for God's X. So where did

[00:02:36] you start? Where do you? Where do you guys want to go? Yeah, I was literally talking to somebody

[00:02:40] at breakfast. I feel like it's been, I'm still pretty young, right? So I feel like it's been a

[00:02:45] long journey. We've been at this for close to officially five years, but technically around

[00:02:52] like seven years when the idea was the inception of the idea. And it started based off a personal

[00:02:57] experience. So I was out another indie based tech startup company called viral launch and

[00:03:04] I was employee number one or two there. And from starting with the CEO of myself, we grew to about

[00:03:10] 70 people on the team and my responsibility was over like that internal operations. I was doing

[00:03:14] all the things and how you're doing to start up? Yeah, like everyone, I would say everyone

[00:03:19] wears a lot of hats in a startup. I felt like I probably wore the most hats at that time.

[00:03:23] And the recruiting HR function was one of those hats. And that's where I saw the pain points

[00:03:29] around all of recruiting. But especially I noticed a pattern of like, hey, I'm asking

[00:03:33] these same questions over and over again in the phone interview. Why don't I just record it,

[00:03:37] send it to people, let them respond. And then the phone part, I think we're spoiled in the indie,

[00:03:42] like we no one really has that bad of a commute but I had like a 45 minute commute tour. Yeah,

[00:03:46] we're in California where there's like, that's brilliant. That's around the corner. Yeah,

[00:03:51] I stopped sliding up straight 45 minutes. So like 45 minutes was a long time. And I'm always

[00:03:56] efficiency driven person. I'm always looking for tools or solutions to like plug, you know,

[00:04:01] this even the smallest gaps in my process. And so I was like, Hey, I have this 45 minute commute

[00:04:05] to work. I listen to podcasts. Like could I be more productive even in my, you know, commute?

[00:04:09] And I was like, if I had these recorded, I could listen to interviews like a podcast. And so that

[00:04:14] was where the idea started for me. And I took it to my brother who's my co founder and it resonated

[00:04:20] with him because he was doing recruiting as well and his own right. Bolton, the food industry

[00:04:25] and senior care. Both high turnover. And so we thought that there was something there that

[00:04:30] we wanted to start with. So that was the start. Yeah, where are you guys? Where you went out? I

[00:04:35] mean, what's the big evolution steps been thus far? You got funding. I'm sure that fueled some of it.

[00:04:41] Seven point seven million. Yeah, five years old. What's next? When's that 25 million series,

[00:04:47] series becoming? Hopefully, hopefully at some point we're grinding right now. 2023 was a

[00:04:52] slog for a lot of companies and we made it through. Luckily we have more of that money still in the

[00:04:57] bank and we can continue to grow the company. But I think the evolution started with like a very

[00:05:02] finite idea of like, Hey, record interviews, send it to candidates. They record and send it back

[00:05:08] basically. Yeah. And now I think the bigger vision centers around the totality one of the hiring

[00:05:14] process we've since expanded like I mentioned into the into and screening aspects. So we added

[00:05:20] scheduling and live video interviewing. So I'd like to say we take you from your first interview to your

[00:05:25] last interview. But what I'm more excited about, more fascinated about is the idea that phone

[00:05:31] interviews in the traditional sense are still very traditional people just talk on the phone. Yeah,

[00:05:37] they scribble down notes as they're talking and I just think about how much data gets lost to the

[00:05:42] ether because people don't have a good way of capturing that information yet. There's so much more

[00:05:50] information I learned about a candidate that you can do in a phone interview beyond a resume. We have

[00:05:55] all the tools from AI perspective centered around scraping scraping resumes figuring how to assess

[00:06:01] candidates there. Right, right. But there's a lot of rich information that gets lost in fun reviews

[00:06:06] and so I'm really excited about the potential there. So yeah, paint for us real quickly if I'm a candidate

[00:06:12] my interaction with qualify walk us through that you said from the first interview to the last

[00:06:18] Yeah. What does that like for a candidate? Yeah. So the typical entry point for a candidate is they've

[00:06:23] already applied to specific job and what they'll receive through qualify as a notification saying

[00:06:31] from the recruiter basically either text or an email saying hey, we got your application. We want

[00:06:36] to learn more about you. We want this experience to be really convenient so we pre-recorded these

[00:06:40] questions for you click this link to get started. So they click the link. They see a branded landing

[00:06:46] page branded to the employer with the simple instructions on what to expect in terms of this phone

[00:06:52] interview and then ultimately when they're ready after they've read these instructions they have

[00:06:57] now two options we started with one. They have two options now one will call you so like they can

[00:07:01] hit a start button in our system will dial their phone or we've now added the convenience of taking

[00:07:07] the interview right there in the web interface. So on their mobile phone or on desktop they can still

[00:07:13] respond with their own voice and capture, you know however they want to sell themselves however they

[00:07:17] want to respond through those two convenient mechanisms. And so they'll hear the questions from

[00:07:21] the recruiter. We also have a AI generated voice in the platform as well so recruiters can type out

[00:07:26] their questions and have a really polished AI voice as well but most people are still using

[00:07:31] their own authentic voice and they'll hear that and they can respond in a very conversational way

[00:07:37] yet the recruiter's not there live on the other side and so it's pretty seamless in that way.

[00:07:42] So we need a chat and cheese we've had our voices cloned so we'll go ahead we should talk about

[00:07:48] yeah I've always thought about having celebrity voices eventually in the platform so if you guys

[00:07:53] would be like yes they'll be licensing exactly. Yes who do you want to read this out to? Do

[00:07:58] you're Angelina Jolie Brad Pitt? I always say Snoop Dogg is the one I always uh

[00:08:04] grab Snoop. Yes, like how you just love to take a interview from Snoop yeah I just put you to ease

[00:08:10] yeah I mean that's exactly what you want. So keep going I'm a recruiter like I've got all these

[00:08:15] candidates that I sent this invite out to I've funneled it down to maybe two or three that I want

[00:08:19] to come in yeah then what happens is the schedule and interview alive person does it keep being

[00:08:24] automated? So after the phone interview one recruiters can integrate qualified any step in the journey

[00:08:30] typically it's at the point of application or just after they've applied so they take that phone

[00:08:35] interview after they've applied and then it all gets sent back to the recruiter the recruiter dashboard

[00:08:40] allows you to see all the candidates that have completed interviews it helps score based off

[00:08:44] the survey questions that we asked before and then we also summarize the full interview um so you can

[00:08:50] see like the highlights from each candidate and dig a little further. Is that like an LLM kind of

[00:08:55] a thing? Yeah yeah. And just all the transcript and then you exactly yeah we ingest the transcript

[00:09:00] and bring out like the top five bullet points the highlights from that interview and so as you're

[00:09:05] looking at all your candidates you can hover over the the summary and see like oh this candidate has

[00:09:09] five years experience at this company doing this thing and like has these different bullet points

[00:09:12] you're like oh I want to dig in further without that review time is five minutes or so anyway

[00:09:17] as way shorter than a standard phone interview but that helps you know bring your focus into the

[00:09:22] right candidates still and then from there if you're like hey I want to give this candidate the thumbs up

[00:09:26] I want to move them to the next steps um you can hit uh schedule this candidate right in the platform

[00:09:31] and we'll send a follow-up to the candidate where they can self select the best time that works for

[00:09:36] them and then if that next step is a live virtual panel interview we have uh what we call

[00:09:43] qualify video meetings which is a browser-based video interviewing solution to uh mitigate like

[00:09:50] like that uh oh do I have to download some app or troubleshoot with zoom it's just browser-based

[00:09:56] so it's uh by frictionless too. Is there an automated rejection component as well because we hear

[00:10:01] a lot about ghosting and I'm from a company so it's not automated but there is uh dispositioning in

[00:10:06] in the platform so yeah if you don't like the candidate and give them the thumbs down and you can

[00:10:11] just easily hit hey it's not a good fit for us right now. So on the other side not the rejection

[00:10:16] but say that they had a great interview and they meet all the requirements can you can you just

[00:10:21] automatically push them into an interview scheduling? Yeah right now we don't have that built in but

[00:10:26] that's something that uh I think is very exciting on the forefront for us it's like how do we

[00:10:30] yeah streamline that even further. Right and we like we've always from day one like with AI or

[00:10:35] anything like automated wanted to be really careful because diversity and inclusion is like very

[00:10:41] integrals like how we operate as a company we don't want to be part of like kind of our competitive

[00:10:46] how we compete and talk about our product differentiated from other interviewing services is

[00:10:50] on the level of mitigating bias and so we don't want to be problematic in like especially reject

[00:10:56] candidates that shouldn't have been rejected but I think there's an opportunity to like say hey

[00:11:00] we feel confident that this candidate is a strong candidate to get them scheduled you can review

[00:11:04] them you know for yourself and see but um I think there's an opportunity for us for sure. How much has

[00:11:09] D.I.B. been a part of just the kind of like the love language of pitching? Yeah companies and

[00:11:15] is there still traction there because we're seeing in you know obviously the broader scape where

[00:11:22] it's being demonized by by states by politicians I mean it by even some moguls you know like

[00:11:30] Elon Musk yeah so is it still kind of like the love language of T.A. is that still important to them

[00:11:37] or are they starting to push away from the table? I don't feel anybody at least I haven't seen anybody

[00:11:41] pushing away what I the way I talk about it is definitely what we stand on but it's not the

[00:11:46] thing that we lead with yeah what what it seems like is recruiters care about moving the core metric

[00:11:51] and right now the core metrics center around speed and efficiency and so that's where we you know

[00:11:55] specialize in um but when it comes to how do we differentiate from other platforms? How do we

[00:12:01] shine in for like videos like who we typically go after it's like that's how we talk about ourselves

[00:12:06] differently and say hey yes video is a synchronous solution but with that you're also getting

[00:12:13] information that might not be helpful in making the best quality of decisions yeah and so let's

[00:12:17] mitigate that to some degree um so that way you can make a better decision I think there's like a

[00:12:23] huge opportunity for us to add more features around that but then I think my hope is that it

[00:12:28] continues to grow in terms of importance for organizations because right now it doesn't seem like it's

[00:12:34] a budgeted initiative in a lot of organizations yeah TA cares about it but they're putting dollars

[00:12:43] behind other things first is what it seems like say if they care about it they will put dollars

[00:12:47] right yeah and I think that's the big difference that we've seen over the years is that there's a lot

[00:12:52] of fluff and pomp and circumstance and and it's total bullshit it's like if you believe in it

[00:12:57] then put money and resources into it yeah and I think at least there was a wave so we'll see what the

[00:13:03] wave has produced obviously there's more like people in those positions but one of learning that

[00:13:09] DE and I positions all have like different areas of emphasis like some is very central to

[00:13:14] recruiting some it's about the current employee experience some is about like vendor relationships

[00:13:18] and like who their suppliers are and so like every organization might have a different focal point

[00:13:23] when it comes to their DEI practices um so that's been a learning curve for us too it's like

[00:13:28] figuring out is this a good point of contact for us to go you know start a relationship with

[00:13:33] how much influence do they have with sound acquisition and you talk about demand from the DEI

[00:13:38] perspective I'm curious about overall demand we read in the news you know every day layoffs like

[00:13:44] huge layoffs from your perspective as a vendor if people are becoming more efficient are they

[00:13:49] looking to services like yours more or do you feel like there's more of a pause button

[00:13:53] to see where the economy shakes out in the next 12 months or so yeah I think it's been a little bit

[00:13:58] of both like there's certain areas like being a startup it's like always evaluating who are we

[00:14:03] going after why are we going after them and like the areas where we found a lot of results and

[00:14:08] where we tend to focus is high volume spaces like healthcare and retail and they're consistently

[00:14:13] hiring for the same reasons as like day one like there's a lot of turnover a lot of attrition

[00:14:18] and even in like the recruiting ranks there tends to be like turnover there too and so our kind

[00:14:22] of pitch to that is hey we're an always on system you don't have to retrain us like we've had

[00:14:29] teams where they've lost recruiters and they don't need a backfill or backfill is fast because

[00:14:33] they have a system in place that's like working the way that it's supposed to work so from a demand

[00:14:38] perspective I think 2023 was very interesting for us obviously we grew but then there's a lot

[00:14:44] people towards the end of the year like evaluating looking at their full stack wanting to see how things

[00:14:50] played out yeah to that point and so my hope anticipation is they've done a lot of that 2024

[00:14:56] they're like all right we're ready to like put some new things into practice and I think

[00:14:59] everyone's looking at AI and automation as a way to advance and compete because I think

[00:15:05] the TA is a competitive support so if you're not advancing then you're going to lose out on your

[00:15:08] best talent. I talked a lot of startups who say recruiters or employers don't want to talk to you

[00:15:14] because they mean I might lose my job if we hire this company yeah are you seeing some of that and if

[00:15:20] so how are you sort of getting around that hurdle yeah that's like a common question that we've

[00:15:24] gotten since day one and what we tend to find is that when qualifies comes in they don't say hey

[00:15:31] all right we're cutting like three or four recruiters what they see is like we're adding capacity

[00:15:36] to our existing team and now they can do more screen more candidates or repurpose them to

[00:15:43] take on better like the more meaningful projects beyond just screening because like what we try to

[00:15:48] talk to our recruiters about is like we don't want you to be we want you to be more of a partner

[00:15:52] to the business and not glorified or overpaid admins and just focus on scheduling and coordinating

[00:15:58] your job is more important to that and so like my hope is that we're elevating the role

[00:16:01] of what recruiting is and I think I think that's honestly like the future of recruiting is

[00:16:07] that role might shift in a lot of organizations yeah it might require more responsibilities

[00:16:13] that are more highly aligned to the angles of the organization and not just serving the hiring

[00:16:19] manager fulfilling you know the coordination duties and so that's my hope and that's how we tend

[00:16:23] to talk about it yeah so when it comes down to I mean it's impossible to get into an employer's

[00:16:29] head in the first place to know whether they're literally looking to like scale down the recruiting

[00:16:33] yeah staff or if they're looking to provide them with more resources that's beyond you at that

[00:16:39] right so we're very explicit so I'm like we like we've been on demo calls and like they're like

[00:16:44] they literally look at it as like a financial equation like yeah I can

[00:16:48] uh I mean they can head down and they'll like say that on over like oh we're not saying that

[00:16:52] like this is how we think of it but oh I'm sorry did I say the quiet part out loud

[00:16:57] I like it they do that we don't do that we like we are here for recruiters like we very much

[00:17:03] care about their well-being because like one of the things too is like especially like these high

[00:17:07] volume fast-paced industries recruiters are doing phone interviews at the dinner table later

[00:17:13] yeah across different time zones and so it's like hey you don't have to do that anymore um so we're

[00:17:18] hopefully hopefully making their like everyday life better too qualify the recruiter buddy yeah exactly

[00:17:23] that's a the recruiter buddy boom so you're you're gonna be on stage in a little bit what are you

[00:17:28] gonna be talking about what's the focus of your presentation yeah it's about capturing the candidate

[00:17:32] voice so title this be or the presentation is beyond the resume uh the power of candidate voice and

[00:17:39] obviously on bias like that's what we do every single day and I'm really excited about it because

[00:17:44] part of the reason I want to talk about it is most people don't know who we are let alone the idea

[00:17:48] behind qualify I would venture to guess close to 100% of our prospects they weren't looking for an

[00:17:54] audio phone interviewing solution they were probably looking for a way to automate but they didn't

[00:17:58] know uh audio and voice was a medium that they could use to better their hiring practices it's hard

[00:18:04] when they don't have know that they have a problem they know that there's a problem there but they

[00:18:07] don't know what it is and then you come in and you say you have a problem I mean that so that's

[00:18:13] that's a lot of market education so are you doing that call by call are you doing how are you guys

[00:18:19] doing that because that's not easy I mean we've both been I mean we were in the industry when job

[00:18:24] boards were created back in the day right so going and educating companies on wait a minute first

[00:18:30] off this is what the internet symbol looks like then this is what job the job board is you guys are

[00:18:37] literally doing almost the exact same thing it's much more advanced don't get me wrong so how hard

[00:18:42] is that how are you going at the market what's the good market when it comes to education yeah it's

[00:18:47] very difficult learning along the way like what that means for a while is like brute force like

[00:18:52] just straight up cold everything we're selling you pitching you like we're teaching you like

[00:18:57] like you said call by call yeah now what we're learning is that it needs that just broader market

[00:19:03] education so we're trying to do more stuff like this show at events that matter produce better content

[00:19:08] we have tons of data now so we've you know hundreds of thousands of candidates have been through

[00:19:12] the platform we're learning you know from that so we're trying to be able to be a authority

[00:19:17] authoritative resource to the people that my bias or might not in the future but looking at

[00:19:24] content as like a way to share the word about and not only qualify but you know what's possible

[00:19:30] and my guess is you know from a competitive standpoint all of you have been educating the marketplace

[00:19:36] how do you look at competition because I think a lot of people when they hear about your solution it's

[00:19:39] like oh I hear a little bit of this I hear a little bit of that how do you look at the at the competition

[00:19:45] I was actually going to say that just a second ago how do you wish there was more competition sometimes

[00:19:49] like when we first got started market validation yeah like when we first got started it was uh

[00:19:54] like oh no one's doing this it is a novel idea and like that is honestly like what part of

[00:19:59] what motivates me still to this day is um I know one we've seen real results that like are meaningful

[00:20:05] to our customers and just more people need to know about it but when we do there is an existing

[00:20:09] category around interviewing that I think we're like highly associated with but most of the associations

[00:20:14] with video um and so that's why we can differentiate within the same category um but yeah there is

[00:20:19] there is some of that education but people that have experienced video tend to have like

[00:20:24] negative correlation to the interviewing space and so um there is that like shifting their thinking

[00:20:31] and getting them to come around to seeing our side so I think there's like a love love hate

[00:20:35] there like in some cases like yeah I would love more competition to like yeah validate the market

[00:20:40] not just validate but educate yeah educate yeah I think that's more so it is it's already validated

[00:20:44] but like educating and like well we're trying to create and define a category in some regards and so

[00:20:50] it's like sometimes you just want that to be already there and you just go into it and pivot and

[00:20:54] like be a little bit different and so yeah that's a little bit of the challenge but um I think we're

[00:20:59] up for it so yeah you mentioned being in business with your brother yeah I think that's an

[00:21:04] interesting dynamic what are the pros where the cons of going into business with family do you arm

[00:21:09] wrestle for like hard decisions I mean how does that work no yeah actually where it's

[00:21:14] people say don't go into business family right I would say going business with the right family

[00:21:18] members so like I think I could go in business I have two brothers I think I could go in business

[00:21:22] with both of them but I think I started with with Devon in the right way and I think what we did

[00:21:27] well was established things early on probably when they didn't matter that much um in terms of like

[00:21:31] hey who's got or like what the equity equation looks like who's making these types of decisions

[00:21:35] why do we split duties I think we work really well in that regards and I think um we haven't

[00:21:39] really had any like major arguments we have had disagreements for sure but it's we try to keep

[00:21:45] things in the right category like we were brothers first and then business partner second and we

[00:21:50] tried to like even down to how we communicate like we use Slack for uh like our team so we

[00:21:57] send Slack messages for Slack things so then I'll text him if it's just a personal thing so

[00:22:02] that's just mom have a strict no business chat over holidays like or can you we try to like not

[00:22:08] we I think we we do talk about businesses at all time it's hard not to but we try to like

[00:22:13] not talk about it as much as we can like when we're just together in person because um as

[00:22:17] much as we talk to each other every single day yeah we're not always together like a family environment

[00:22:23] uh and so we try to maximize that the big question is who wins one-on-one on the court oh for sure

[00:22:28] me uh for sure me I'm the hooper but well he'll if he was here he would he would argue we have the

[00:22:35] debate because my my older brother played in the NFL and we each all of us played to Legion

[00:22:40] I mean just rich yeah it's uh it comes from our parents my dad played football and we were like

[00:22:48] my dad would say my mom was probably a better athlete too like she we were all athletes

[00:22:52] and so sports very she can lead you she didn't but she she played she was like pretty she played

[00:22:57] basketball volleyball all of us are still growing up and so um rent track but we both did track and

[00:23:03] he technically well not technically I this this is the older brother come out he's jumped

[00:23:07] he has a longer long jump marks than I knew so I'll give him that credit uh

[00:23:12] so where'd you get up to on high jump I jumped six nine and high school yeah yeah wow

[00:23:21] but I did that in high school and I didn't get higher than that in college so I peak I peaks

[00:23:26] early that is in your how tall just for everybody who's listening to the audio I'm 65 no

[00:23:34] no of five to 10 that is ridiculous I thought I was saying something big yesterday I was like I

[00:23:40] jumped six two right right nothing you can jump over me you good so obviously competitive curious

[00:23:48] what does the company look like in two three years you're obviously looking towards the future

[00:23:52] what does this solution look like acquired that could be it you know I hope to I hope to continue to

[00:23:57] grow the company and what I like I said what I'm really excited about is one I think we have an amazing

[00:24:01] team we're we're 15 full-time folks uh we're a mode team most of us are based in the Indianapolis area

[00:24:06] but where we have folks across the country um hopefully to continue to expand the team but then

[00:24:11] from a product and evolution of the company standpoint uh getting out what I was talking about

[00:24:16] earlier making it way more intelligent yeah um I think we fulfill a strong need around just

[00:24:22] doing the job of like the phone review and scheduling but like you said adding more automation

[00:24:28] intelligently I think is uh what I'm really excited about it capturing data global growth

[00:24:32] is opportunities there or we've already touched into uh international territories I think uh this year

[00:24:38] will kind of start that in some way more deeply through like partnerships was that through your

[00:24:43] US portfolio though that they were expanding yeah like the existing need of like organic right

[00:24:49] yeah I don't think we'll like make like a headlong launch into like uh international waters yeah

[00:24:54] unless it's by way of like partnerships or through existing customers but um we do have the ability

[00:24:59] to translate all of our existing like communications and I think that's always been something interesting

[00:25:04] to me is like what if you have like two-way conversation needs like yeah I need to recruit in a

[00:25:10] different language yeah and so I can like transcribe and like uh you know send back like we can

[00:25:16] use speaking our native tongue yeah and I can understand yeah without understanding yeah yeah that

[00:25:19] makes sense it's got to be coming that's got to be coming well I can say that as an

[00:25:24] Indianapolis resident it's really fun to watch the company grow and you be successful for those

[00:25:29] listeners out there that don't know how to connect with you where would you send them to learn

[00:25:33] more about qualify yeah so first it's uh qualified at HR qualified QAL IFI dot HR follow me on LinkedIn

[00:25:41] and then also launching is my new podcast called Future At Work where I interview other founders

[00:25:49] like myself and it's kind of a founders on founders behind the scenes focused on TA and HR

[00:25:55] so my hope is to give the audience the opportunity to be like a fly on the wall

[00:26:00] conversations that they might not be privy to and conversation matter that's still interesting

[00:26:04] to them um and help them do their doubts better sounds awesome and where people say no to a demo

[00:26:09] they'll say yes to an interview so there might be some sales in that funnel coming soon that is

[00:26:14] Darryn Michael everybody Chad another one in the can we out thank you for listening to what's

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