Unleash America Interview Series

[00:00:04] Welcome to the Recruitment Flex with Surgeon, Shelley. I'm Surge and I'm Shelley and we talk

[00:00:11] all things recruitment starting right now. This week on the Recruitment Flex, we're in

[00:00:19] Las Vegas for unleash and we do a series of interviews and we will be airing a couple

[00:00:25] here. We're going to air the interview we did with Mike earlier from Clickboarding and Angela

[00:00:32] Hood from this way global. So please enjoy. We're on the floor here at unleash with one

[00:00:39] of our frequent guest Mike, we're excited to have you back on a show. Do you mind giving us just

[00:00:44] a pre felt line of what Clickboarding does through Linear Audit? Sure and first of all it's great

[00:00:50] to be here again. Thank you for taking the time. It's good to see you live in Las Vegas. Clickboarding

[00:00:56] is everything from offer letter to day one and sometimes beyond all the compliance and

[00:01:01] engagement steps, building a relationship digitally with that individual for a company unique to

[00:01:06] that company before they start and ensuring they show up. That's our core product and we've expanded

[00:01:13] beyond that where we might now be in the crossboarding offboarding some retention solutions and

[00:01:17] some other things. So earlier this year and you've been on our podcast before so welcome back. Thank

[00:01:23] you very good to see you. Good to see you as well. You talked about a new retention product. Share

[00:01:29] with us how's the adoption of the program? Big question. It's going well but we're learning a lot

[00:01:35] at the same time like anything new you would launch. We had this in R&D for two years and so the whole

[00:01:40] concept being we already know who you are when you're starting at your new employer before you start.

[00:01:47] Yeah, so why not diagnose how are you feeling about joining your new employer? Why did you join your

[00:01:53] new employer? Why are you going there? A brief opportunity to collect that data and then check back

[00:01:59] with you on day 7 14 30 60 90 year one year two, etc. Whether there's stages that employer may want

[00:02:06] to go in. We've had some employers it's very interesting say yeah no thanks we're already doing

[00:02:10] that somewhere else because there's some other solutions out there then we've had other that say

[00:02:14] oh my gosh we need this so bad right now let's pilot it let's test it out let's get started

[00:02:20] we're really just now getting market traction but where we find it has the most relevance is not

[00:02:26] as a standalone which we had some early notions that it could be standalone it really needs to be

[00:02:31] embedded in our solution to get that baseline data and to compare it on going. Yeah interesting because

[00:02:37] I remember you talking about being a standalone product would objections have become across are you

[00:02:42] getting the same objections as someone with a product outside of an ATS this clickboarding is usually

[00:02:48] being outside the ATS with the overall feeling well I think standalone solutions and sometimes

[00:02:53] we struggle with this standalone solutions are taxing to decision makers at employers. I think there's

[00:03:00] a fatigue in the market where there's so many standalone solutions that a buyer can't really

[00:03:06] make the decision they have to go through a new master services agreement a new security review

[00:03:12] all these things so if we're going to sell this as a standalone solution it's very difficult

[00:03:17] to carve out a new extension and go through all the validations with IT and a budget line

[00:03:22] atom etc versus we incorporate that into our solution and we might even incorporate our entire

[00:03:29] solution preboarding crossboarding offboarding retention solutions into another larger either each

[00:03:36] CM or partners like a light or other firms now we're a part of something inside and it

[00:03:43] doesn't require that other standalone things I think what we're naturally running into is

[00:03:48] employers just being overwhelmed you know we have one client I won't use their name but we have one

[00:03:52] client that told me they have 177 HR tech vendors 170 wow how is that even possible they're

[00:04:02] international yeah and I think by the time you're done with all the different countries and

[00:04:06] populations that they have can you imagine it must have a full team managing your tech sector

[00:04:12] they are of abnormal caliber these folks are no joke they're really really good but I bet if

[00:04:17] they listen to this I know I'm talking about put to deal with that is just Yomans work

[00:04:22] yeah so you mentioned a light yeah there's an interesting news announcement last week

[00:04:28] that you guys have partnered tell us a little bit more about what that is we are in a very

[00:04:32] deep relationship with a light now and we're seeing it I like to believe rocket ship

[00:04:38] what we've built together and we did it together is what we call a light employee onboarding

[00:04:44] so everything again the offer letter 2 day one can be done through us at clickboarding of course that's

[00:04:49] our core product but what if we can also do that with a company like a light now a light they have

[00:04:56] thousands of clients I think they have 270 Fortune 500 clients they're very well known for

[00:05:02] benefit administration I think they invented it HR outsourcing in general they have all kinds of

[00:05:07] solutions great company and they can go very deep but they were missing this part of the value trail

[00:05:13] and so what this allows us to do together and why we did this together is because imagine even

[00:05:19] going through in the United States as an example your benefit open enrollment benefits are very

[00:05:24] challenging in the United States and most people actually don't understand the differences between

[00:05:29] the medical plan options dental plan options all these things it makes open enrollment very hard

[00:05:35] for those individuals and we're talking about a 20,000 dollar decision for a family this is a big

[00:05:39] moment now if you're starting new job and you show up in day one your first couple of weeks are

[00:05:46] so overwhelming you have to get used to all these new platforms people you're meeting policies

[00:05:51] you need to follow training to throw an open enrollment on top of it is too much so what we

[00:05:57] realize sitting in a room together is hey light you have the ability with the Ben admin platform

[00:06:03] to go through a full open enrollment for that new hire we have the ability and access

[00:06:08] to the new hire before they're an employee why not push open enrollment to minus day seven

[00:06:15] minus day 14 before they start when somebody has a fresh and clear mind before they get into the

[00:06:20] trenches in their first couple of weeks and allow them to make decisions differently a light has the

[00:06:26] skill sets internally to help people make decisions they also have a light benefits guidance

[00:06:31] which is this entire team of counselors to really give wonderful guidance to individuals consulting

[00:06:37] if you will to make those decisions why not avail that to those individuals before they start that

[00:06:43] was the premise and we're already seeing that with a lot of interest in the market so

[00:06:48] gosh I think we're in deep conversations with 50 or 60 fortune 500's right now I can see the

[00:06:52] alignment I'm curious when are respecting the announcement of the transaction of a life

[00:06:57] life I'm not I'm not I'm not I know the conversation on that front but but it is a very good

[00:07:07] alignment for us and I think what we've learned is this is definitely an example of one plus one equals

[00:07:12] three sounds a little cheesy and this is not meant to just be in a light commercial but I do believe

[00:07:18] in what they're doing I believe in what we're doing and so their clients can benefit from that

[00:07:24] so share with us if you were in the shoes of a TA leader and we know that preboarding and

[00:07:30] onboarding is so broken but where do you start? Well I have to start somewhere our chief revenue officer

[00:07:38] loves to say you can't throw a rock and not hit somebody that doesn't have an onboarding challenge

[00:07:43] and it seems totally ubiquitous it's amazing when you speak to someone oh yeah my onboarding whether

[00:07:48] it's a personal level or it's at their employer or it's in TA they all universally complain

[00:07:54] about how they're current onboarding is working unless it's one of our customers of course

[00:07:58] but if that's the case then why not chunk away yet where's that burning coming from TA leader?

[00:08:05] What's the biggest item that is a concern? Is it that your individuals that are joining the

[00:08:10] company feel disengaged already do they feel apart do they feel like they're an outsider now that

[00:08:15] they're an even an insider what is your main problem you're solving for? Is that a compliance problem

[00:08:20] do you have a major engagement problem? What is your core issue you're solving for first and digging

[00:08:24] on that? There are lots of solutions out there for these types of things we are certainly I think

[00:08:28] the best at it but there's a lot of solutions that can help you you got to start somewhere you

[00:08:33] have to start tackling this concern in the last time we spoke we talked about this especially in the

[00:08:38] era now where the war for talent is in a ramp up like never ever before and I hope I'm not

[00:08:46] repeating myself from the last podcast but I believe it's only two countries in the world that are

[00:08:53] not experiencing a labor shortage to a large degree for talent and that's India and Mexico

[00:08:59] and every other country in the world is going to go through a major talent crisis it's already started

[00:09:05] so they can't afford it as a TA leader to not tackle this issue now because you need to make sure the

[00:09:12] people that are joining your organization are not just excited but they want to stay.

[00:09:17] Interesting viewpoint because what we're seeing is obviously talent shortage is still an issue

[00:09:22] but it's probably more talent mismatch that we're seeing as well. A lot of people looking for

[00:09:28] particular jobs a lot of jobs just sent him curious who what do you see as far as an marketplace

[00:09:33] talking to other CEOs with our biggest challenges that they're seeing in your seat.

[00:09:38] One it's attention span yeah as we started this discussion today there is an overwhelming feeling

[00:09:45] for decision makers they feel fatigue they can't decide for the information there's so much

[00:09:49] coming at them at the same time I saw a gentleman walking by with a shirt that said 586% ROI

[00:09:55] and I chuckled an our team here all said what do you think what's your first impression of that and

[00:09:59] everybody said BS and maybe true they probably have great data to substantiate it but if you're

[00:10:04] the decision maker you see that same t-shirt more or less a thousand times how in the world do

[00:10:09] make decisions other CEOs that I convers with say they're having a hard time conveying what makes

[00:10:16] them so different. That's the number one challenge out there and I know I'm not getting the heart of your

[00:10:22] question but that's the first thing that hits me when you bring that up. No it's a really good answer

[00:10:27] I don't think you can describe it better because that's what I'm hearing as well.

[00:10:32] Here we are at unleash do you have anything coming up any big plans what's next for what's next

[00:10:40] for clickboarding? Yes we have some interesting things in development we are working on some

[00:10:47] pieces that I find quite intriguing we are a part of the launch with this way global and IBM's

[00:10:55] Watson Orchestra. We are their rebording onboarding solution in that entire arena we are doing a lot

[00:11:02] of work inside Microsoft Teams and where Teams is going is quite intriguing it is becoming the

[00:11:09] app store for enterprises when you spend a little time with any of these IT leaders at almost any

[00:11:16] large corporation they will tell you anything that they can get through one platform much like we

[00:11:22] started this conversation earlier teams and Microsoft of course being one of them makes their

[00:11:27] lives so much easier. So by making our product inside of the Teams environment is a big thing

[00:11:34] that we're tackling and you will see that coming from us very soon. That's a great way in

[00:11:39] a development of it and we've learned a lot but studying Microsoft and studying what Teams is doing

[00:11:45] I thought Teams was just this little chat platform and cute little videos and I sound like I'm 88

[00:11:50] years old right now but no it's not it's truly going to become the internal not quite marketplace

[00:11:57] but where if you work at a large corporation you are allowed to go and get your apps that will be

[00:12:02] inside Teams. Already it is you're right Viva goals and everything else they're all in teams so

[00:12:09] at the corporate level you're not just getting on there for your conference calls you're getting on

[00:12:12] there for all your work applications so if we make our application Teams friendly if you will

[00:12:19] and put it inside Microsoft inside Teams to win so that's our big next thing that's coming

[00:12:25] thoughts run flat you look like a smaller just team. No we haven't spent a lot of time a slack

[00:12:31] actually we used to be users of slack in our company and frankly we got rid of it. I think I heard

[00:12:37] I know I heard I think this is factual how about that allow me some grace if I'm wrong in these numbers

[00:12:42] but Teams is the seventh most downloaded app in existence with 372 million monthly active users

[00:12:52] slack I heard is closer to 30 million it would be close it's a different marketplace it's a total

[00:12:56] of different marketplace so as we spend a lot of time in the enterprise space I would say employers

[00:13:01] with let's say 3000 employees and up that's where we need to be they're on Teams. Yeah I agree

[00:13:07] so we're at least anything that's really impressive here any companies and even well stay one I haven't

[00:13:14] really spent much time walking around unfortunately and talking to some other folks we've had a lot of

[00:13:20] folks here earlier today and we've had some very interesting conversations it seems smaller

[00:13:25] to me this year which which is not a bad thing in a way I like it it's controllable it seems

[00:13:32] busier I feel I feel it feels a lot busier even in the start-up sections small plastic was antique

[00:13:38] yeah well my thank you so much for appearing this is great always great to have you on

[00:13:44] always great to chat with you so till the next time I always enjoy your company thank you both thank you

[00:13:50] all right hop next Angela who would from this way global please enjoy to send a few here we are at

[00:13:58] unleash and we have a return guest someone we love and admire welcome back to the show it's

[00:14:05] Angela hood the CEO of this wake level you are too kind I'm so excited to be here and I miss seeing

[00:14:11] y'all haven't seen you in a bit I know it's been way too long yeah has are you enjoying the show

[00:14:16] I am this is first time ever verbinto any of the unleash conferences and I think it has a little

[00:14:22] pep in it's step it's fun music and people seem to be I don't know not weighed down is the best

[00:14:29] way I can explain it so I think it's good are you seeing more energy like even in the start-up

[00:14:34] section I was so I thought this start-up section is bigger look to me like it's twice the size of

[00:14:40] what I normally see at conference yeah and there are bigger companies in the start-up section than

[00:14:46] normal I think there's a couple that just recently been acquired or about to be acquired that

[00:14:50] over there so that's interesting and then I found there was companies that I've never seen at any

[00:14:57] of the HR tech related conferences right and different but we need them to be here so they were

[00:15:04] seeing that about transform which is another conference basically all the companies were new

[00:15:08] to people that have been in this room for a while and it just shows how confusing it is for

[00:15:14] practitioners out there evaluating or so much noise do you feel that noise when you're trying

[00:15:18] to breakthrough to get in front of clients we do because I think we may talk about this in a minute but

[00:15:23] where they get a market partner for IBM WatsonX Orchestra and in that we're having conversations

[00:15:29] about end-to-end workflows I need all of these different vendors to be in the same workflow

[00:15:35] and the things that they bring up that are missing are often not people or company types I've

[00:15:41] ever seen and to me I think what it says is that the practitioners are being tasked with doing more

[00:15:49] and they actually have less to work with as far as resources so they're trying to figure out a way

[00:15:54] of scaling that to help them out and you can see that by the conference room floor yeah before we

[00:16:00] go much further just remind our audience of what this way global does sure so this way global

[00:16:07] we're out of Austin very remote team we provide AI and automation for all types of companies

[00:16:15] 28 different sectors we have over 6,000 companies that use our tech in the talent acquisition

[00:16:21] in HR space and very specifically we remove bias in people processes and platforms so we end up

[00:16:30] bridging in to coordinating the integration and the workflows for thousands of companies

[00:16:38] and that involves hundreds and hundreds of vendors you know you've been in the news a lot

[00:16:45] so there's trying to stay out of trouble though I know no it's all great news and I was so

[00:16:50] impressed I told you this about being on the top 250 female founders on ink magazine amazing top

[00:16:56] 30 innovators and then you just mentioned to us the top 50 over 50 should we even see yeah it's okay

[00:17:05] it's all right I think you can look at me now yeah thank you first of all for the congratulations

[00:17:11] the ink magazine recognition it says my name but it really should say my team and I wish

[00:17:17] it they could all be listed there because nothing I do ever happens without that team yeah they're

[00:17:22] absolutely incredible but it's been huge for us we've gotten some interesting recognition and I

[00:17:27] think it really helps not just us but all of our partners it helps them acquire more customers

[00:17:33] generate more revenues so that parts great and then we are being looked at for Forbes 50 over 50

[00:17:41] which just tells you that I'm old I just want to back up okay just for a second because

[00:17:48] we are in the same generation and you shared with us in the green room just a little insight into

[00:17:55] what it takes to respond to that 50 under 50 yeah 50 over 50 over 50 yeah thank you

[00:18:05] would you mind just sharing that little insight that you did about part of that response package

[00:18:10] and the question that they asked you right there's a whole bunch of questions they ask you

[00:18:14] these people nominate you I was nominated for impact and innovation so two different categories

[00:18:21] and they ask you tons of questions about your company what you care about references from

[00:18:26] people that you work with all those things but one of the questions was do you find being ever 50

[00:18:32] in advantage or disadvantage and I never even thought about it when I realized is I don't think

[00:18:38] anyone cares how old I am like I don't think my team cares my customers my partners my husband

[00:18:43] I don't just don't think anyone cares and I had never even contemplated so I just sort of answered it

[00:18:49] like that it was like I have no idea how to answer this but I do think there's an advantage

[00:18:55] to having all the scars and bruises you have this is my fourth company I've learned a lot

[00:19:00] made a lot of mistakes and I would say that it has informed me to be a better business partner

[00:19:07] and to be more empathetic to our customers because of that so this way global has been in the

[00:19:12] news a lot as well you just had a recent announcement and launching Sully Sandbox so I was trying

[00:19:17] to figure it out but I figured I'd wait for you to describe in what you're doing there great question

[00:19:23] so we've been working on Sully Sandbox for almost a decade it is something that we realized when

[00:19:30] we first started seeing the benefits of artificial intelligence and being able to use AI and data

[00:19:36] more effectively and we also realized that now there's so many options AI is disrupting our entire

[00:19:44] lives and our business life and the challenge is that people don't know what they should be using

[00:19:52] to solve what problem and they don't know is this going to be safe for me where's the thing

[00:20:00] that should be concerned about this model or that set of data we said okay we can solve that and so

[00:20:06] we have set our AI on top of all the AI and data that's available and what happens is people come in

[00:20:14] and they say what their problem is they're trying to solve for their business and then our technology

[00:20:20] goes in surfaces the best model best data best practitioners and even the best processes for solving

[00:20:27] that problem so it is bringing AI and data to the 99% of businesses that don't have a data scientist or

[00:20:35] a technological specialist in their business what's the business model around it how do you monetize

[00:20:40] it how does that work very good question too right now we have a ton of partners with 3500

[00:20:45] partners and so we have an agreement between them and anyone that's listening if you want to be a

[00:20:50] partner if you have data that you want to monetize if you have models that you want to monetize

[00:20:55] you can reach out you just go to SullySambox.com and when you register for access it's for

[00:21:03] you're not really done cost anything but you just say you want to be a content provider or you

[00:21:08] want to be a buyer or you want to be both so that's the first thing we then take a percentage of the

[00:21:13] agreement that's between the provider and the customer okay and that is negotiated strictly between them

[00:21:19] we don't put any boundaries around that and then we also we sell our own data we sell our own models

[00:21:25] in there so that's another way that we monetize it is part of this way global they're not two different

[00:21:30] companies everything's under this way global and Sully is a real dog he is the mascot

[00:21:35] I was gonna ask that you really see Sully is a black Scottish carrier that thinks he owns the world

[00:21:43] and you will see him he's in space suit and he's riding a rocket and he's doing kinds of things on

[00:21:48] the website and all of those images were created by AI the entire website was created by AI and so we

[00:21:56] practice what we've reached you just mentioned so many things you're working on people don't

[00:22:02] realize that you've been in the forefront of AI in this space for a long time like in 2018 2017 right

[00:22:08] so you have a partnership with IBM Watson this just to be clear this is separate so Sully sandbox

[00:22:15] IBM how is it going would IBM Watson it's good it's been almost three years so that's something

[00:22:20] that people I think don't realize because IBM has really ramped up the marketing for Watson

[00:22:25] actually you can hardly watch TV without seeing the ads you know yeah that part has changed and so

[00:22:30] now everyone thinks it's brand new it's not brand new and we're starting to see adoption across

[00:22:37] the entire company so a lot of businesses start with HR or start with talent acquisition

[00:22:44] and then they start saying oh we want to use it for invoicing we want to use it for procurement

[00:22:49] and so we're starting to see it grow on those points and if you're a business and you want to be

[00:22:54] looked at for that partnership you can reach out to us on our website this week level.com

[00:22:59] and you can set up an appointment anyone in HR tech will know the person that you're going to

[00:23:03] end up talking to one of them is Mike Politech I think a lot of people in the industry know him

[00:23:08] and then our CTO has now moved up to chief innovation officer and our CTO is now Andrew Lamp

[00:23:16] and so a lot of people know him from the industry as well. Andrew Lamp you have so much going on

[00:23:21] is this part of your overall strategy like how are you learning all of is there like connecting

[00:23:26] points here? Yeah they're pointing. So they're all tied together and they're all nested in one

[00:23:32] back end it's the way we deploy them so we're also with meteor tech with surca

[00:23:39] Ron Stodd is a very big partner of ours for their customers there's a lot of things that we

[00:23:43] may not talk about is often just because that's not the focus of the conversation that we're having

[00:23:50] but our team is just exceptional and they have the capacity to manage this because we built our

[00:23:57] technology to scale had we not built the architecture correctly at the beginning we would not be

[00:24:02] able to do what we're doing. Amazing what are you seeing and what are other CEOs in HR tech companies

[00:24:10] telling you through a rural sentiment of the state of recruitment and the HR market? Wow that's

[00:24:17] a big one we could just do a whole topic about that right but I think the high level is there's

[00:24:24] a lot of interest in adopting AI but people are struggling with how to get started and where to start

[00:24:32] first. We do a four hour workshop and that's how we help customers figure that out we do the same

[00:24:38] thing with partners we recognize that something that we should really be leading on and we're taking

[00:24:43] steps and doing that. I do think there's a lot of disruption about people don't understand what's

[00:24:48] going on with the hiring volumes and the application volumes from candidates it is wild we see data

[00:24:57] we have over 6,000 company customers right and they're all 28 industries across a lot of different

[00:25:04] markets it is wild there's no other way to say it it's one company in the same sector is going

[00:25:10] like rocket and then the other one is not hiring anyone at all and we all know what happens it means

[00:25:16] that they try to play catch up in three months and they start panicking yeah and they start hiring

[00:25:22] people that maybe they didn't vet well enough I mean yeah so I don't think it's I'm a little concerned

[00:25:27] because I think there's a lot of volatility which causes a lot of disruption unnecessarily

[00:25:34] but the vendors seem to be doing really well they seem to be saying that the customers are buying

[00:25:40] and that they don't see a slowdown in the market happening. When you say it's wild are you

[00:25:45] meaning a ton of applications because what I'm seeing or what I'm hearing is just a large volume

[00:25:52] of applications and the majority being unqualified or the flip side too is just no application

[00:25:59] it's a bit like very few and maybe there's one or two that are qualified but you don't have

[00:26:03] really very much to pick from it's feast or famine and the thing that I find odd is when we

[00:26:09] look at the data it doesn't seem to be consistent like the last year this job has been getting

[00:26:16] X number of candidates apply for work or passive candidates responding and now all of a sudden those

[00:26:22] numbers are completely different than they were and why why in the last 60 days is that changed

[00:26:29] there's a lot of speculation but I don't think people really have a clear answer and we're in

[00:26:35] a election year and election years always cause a little bit disruption in business again be positive

[00:26:41] and negative at the same time but I just wonder if they're somehow it's not tied to that.

[00:26:48] It's a good point but we're seeing it in other countries across the world exactly as a

[00:26:52] challenging. Yeah and Europe from what I'm hearing right and the biggest frustrations from the

[00:26:58] practitioners to T.A. leaders is it's almost impossible to hire someone as qualified because I don't

[00:27:03] know if you're seeing international applicants or major issue like in the US and Canada also people

[00:27:09] just applying to a ton of jobs then so A.I. tools being leveraged should apply to a thousand jobs

[00:27:16] at that rate. Yeah okay so this is one thing that we are getting a lot of friction coming back

[00:27:22] from employers saying we don't want them to have quick apply we don't want them to have easy

[00:27:28] apply we want them to put in some effort in order to get the job with us or to go through the

[00:27:34] application process and I get that but candidates are not getting response back from the companies

[00:27:42] the black hole is worse than it's ever been. That's fair. And I think you've got to realize

[00:27:47] if a person needs to put a roof over their head or food on their table they're going to do whatever

[00:27:53] they need to do for that. Yeah and if that means applying to 500 companies on one day that's what

[00:27:58] they're going to do. I don't think it's a good strategy for candidates and I think that's the

[00:28:03] friction that we're seeing from the companies I would say that there's a really good way to

[00:28:08] automate some of this and I wish more companies would if they don't talk to us talk to someone else

[00:28:14] but at least automate this part where people are getting responses they know that you receive their

[00:28:19] application they know that they're not going to be taken into an extra interview just be more

[00:28:25] courteous it would also help employ brand. I've been saying that for years. Yeah don't

[00:28:31] want to listen to the world. There was a time and I would say probably in the early

[00:28:37] mid-2010s where there was transparency the candidate could see if someone had read the resume

[00:28:44] you could see if it's been read five times you can see if you've been moved to step two.

[00:28:49] Why is that recruiter? I would hate that. Really? But I think that's why we don't see it. Thank you

[00:28:55] about that. Now there is through the transparency there is cup of ability and there's a

[00:29:00] responsibility that I think individuals don't really want and I don't think the companies want it at

[00:29:06] all. They don't want to be known for a company that looked at 500 resumes and didn't take any

[00:29:12] tune interview. But it's so easy to automate this like in a basic ATS you can set standards that

[00:29:20] yes. As you close the job it tells everyone it's hard to really hard to understand why this is happening.

[00:29:27] I are an airline customer of ours they use the term talent sumer it's like a consumer but it's

[00:29:33] talent and they said that they learned that if they treated a candidate poorly in the application

[00:29:40] process that their business from that company or for that individual's family or the business

[00:29:49] from their friends would drop off almost 100%. And it was so negative as a consumer brand they

[00:29:57] couldn't do it. So they had to really put in a lot of automation to make sure that everyone was

[00:30:03] being updated to say we're going to pick 10 people it'll be picked next Wednesday but again that's the

[00:30:10] point of automation you don't have to do it yourself you don't have to do it manually. So what is next

[00:30:16] for this way global what's going on? I really think we're going to be hyper focused on embedding

[00:30:25] the Watson X orchestrate partners. We have a huge go-to market that's starting in July and we're

[00:30:32] getting ready for that we're going to be hosted by the House of Lords in the UK. We have been

[00:30:40] training some technology builders to be able to build workflows for customers and for partners

[00:30:48] and the first nine will be rolling out we'll make the announcement there at House of Lords

[00:30:54] on July the 10th and then July 11th will be at breakfast and Lord Wei who is the House of Lord

[00:31:01] remember that we've been working with for this he is going to be on stage on the AI stage on the 11th

[00:31:08] and he's going to be talking about what's the process and why is this so important and why did

[00:31:13] the UK government want to make sure that they were supporting the automation that we've been building with

[00:31:17] IBM? Big news House of Lords. Yes it's a beautiful building I've only been in at a couple of times

[00:31:25] but for them to be hosting us it's on the terrace at House of Lords and for them to be hosting us

[00:31:31] and it's always bothered me that I've never really been able to be at a point my professional

[00:31:37] career to help other people expand their work capabilities in AI and now I'm at the point where

[00:31:44] I can do that and so that is very rewarding that I'm actually able to feel something that's been

[00:31:49] missing in my own career. No we're really proud of what you're doing and what you look

[00:31:54] on push like this way global you personally as always a pleasure to have you in a podcast so

[00:31:58] again thank you for joining us enjoy the rest of this show I'm sure we'll be talking to you.

[00:32:04] Thank you for having me again I love it and thank you Angela. Our voice.

[00:32:16] Shelley let's face it. Taxing candidates is the easiest way to hire Quaker today but your

[00:32:22] cell phone doesn't connect to your ATS you're sharing your personal number with strangers that's

[00:32:27] pretty scary right Shelley and is not even legally compliant. This is where our friends at

[00:32:33] RecTex come in they've created simple yet powerful tax recruiting software that works with your ATS

[00:32:39] plus it's designed by recruiters for recruiters so you know it works to learn more and book a demo

[00:32:47] visit www.rectxt.com. mentioned the recruitment flex and get 10% off annual plans.

[00:32:58] Imagine how fast we could solve the world's biggest problems if more SaaS startups would gain

[00:33:03] traction sooner welcome to the Tech Entrepreneur on the mission podcast this podcast is dedicated to

[00:33:09] sharing experiences from B2B SaaS CEOs who are going above and beyond to deliver chains that is

[00:33:16] you will hear that secrets and learn what is required to build a SaaS business that the world

[00:33:21] starts talking about and keep talking about and how to overcome the roadblocks to do so.