Name: Hirevue Product Peek Webinar Series
Uploaded: 2025-04-10T16:16:03.208Z
Duration: 45 min 28 s
Description: Hirevue Product Peek Webinar Series

Transcript for "Hirevue Product Peek Webinar Series": Alright. Welcome, everybody, to the HireVue Product Peak webinar, our first, of the year. So we're excited to have you. I am Jessica Wert, one of the product marketing directors here at HireVue, and I'm joined with Tracy. Hi, everybody. I'm Tracy Clementi. I am the other product marketing director here at HireVue. Excited to have you guys join us today. Alright. So we're just gonna kick things off. Gonna cover the agenda. First up, we'll meet our amazing chief product officer. She's gonna give everyone a Horizon recap. Horizon was our exciting customer event that we brought back this year. So for those of you that couldn't attend, you can get a recap. Gonna review the q one release highlights, an exciting demo of our new talent engagement tool. We'll have a customer success spotlight where we learn about Swire Coca Cola. And then, the product peek to give you guys a sneak of what's coming next. So really quick before we jump in, we just wanna let everyone know, as usual, if you have questions, please drop them in the q and a, that is available here. You can, drop your questions in the q and a go ahead. Sorry. Yep. You're gonna, you're gonna, you're gonna have a lot of things you see here that you may be interested in, so make sure to we'll have some polls that will pop up for a chance for you to say you're interested in learning more about what we had just covered, so make sure to participate in those as well. Alright. So we're gonna get started with our first speaker, which is Marcy Daniel, our Chief Product Officer. So I'll turn it over to you, Marcy. Thanks, Jessica and Tracy. Welcome, everybody. Super excited to be here with you. We had an incredible, event, couple weeks ago at Horizon in San Diego, and I just wanted to kinda share some of the highlights of that, and, we'll get started. So if there was two major themes to the conference, it was innovation and validated skills. So I'm gonna break that apart a little bit for you. Certainly, you know, Hirevue has a deep history in being innovation, being driven by innovation and, building products that lean into the highest and, most innovative technology available. And we have lit a fire under that over the last six months, and I'm super excited about some of the things we're gonna show you today. But that goes hand in hand with, validated skills, and I'm gonna spend a little more time breaking that apart of what we mean by validated skills and why we think it's so important. But at the heart of validated skills is great science, and so I think that's the other core message that we spent quite a bit of time at Horizon on is that science is at the core of everything we do. I think many of you, are always thinking about, hey. How do we bridge the fact that we need speed, to hire? We need scale to hire, but at the cornerstone of everything has to be quality. And so as we think about speed, scale, and quality, science has to be, in the middle of that quality. And so, our IO science team is, the best, in the industry, and some of, what we'll share with you is showing how we're leveraging some of that, deep data history, in terms of where we're going. So I'm gonna step back, and just kinda maybe level set a little bit of providing some overall guidance of where we're going with our strategy from a product standpoint. Now this is a journey that probably many of you are very familiar with. This very traditional recruiting journey where you have a job that gets posted, candidate applies, a resume is reviewed, a schedule for a phone screen, then you do another phone screen, then you schedule an interview. And so this is a very typical cycle that we see, out in industry to recruit and hire talent. One of the things that's happened, I think, over the last few years and certainly we so where we see things going are really a shift in this approach. With the onset of, more technology and the speed at which businesses want to move, the traditional funnel approach, if you will, and very linear approach is shifting. And so, what I wanna share with you is a new vision of how we see talent acquisition and talent management living together in a much more kind of cohesive, infinity loop. So bear with me for a minute. I'm gonna walk you through this diagram. But the center of the idea here is that we are all talking to talent, whether you're talking to a candidate, you're talking to a customer, you're talking to, alumni of your organization, and we're continuously learning more about that talent. So if you look at the right side of this diagram, the concept here is that you are increasingly building a talent profile in all these different interactions, whether it's in a pre hire environment where maybe you're giving a language prescreen or you're doing a realistic job preview or job simulation or post hire where you're learning a little bit more about them through leadership potential. And so you're continually learning more about your talent, in that way. On the left side, we know that we have this continuous loop that's happening. You still, are posting jobs. You're still, sourcing candidates, screening candidates, interviewing candidates, and then hiring candidates. But it's much more seamless, and that there's this opportunity to start leveraging more of those validated skills as you learn more about your candidates. So you're gonna hear more about this, in the future from us. In some of what you'll hear today with some of our product vision and some of our new products, you'll see how they fit into this infinity loop of talent. So how does that really work for, a skill discovery or candidate skills? As we think about how HireVue can contribute to building out a validated skill profile for a candidate, or even internal talent, we see it as this sort of, like, continuous zigzag, if you will. So you can start at the bottom of this diagram. Maybe they take a find my fit type of engagement to understand more about themselves, understand what they can do, what their core competencies, are, and how that applies, potentially to a job that they're looking for in your organization. Maybe they have very specific job assessments. Maybe they do apply for a job. And so then they learn you would be able to build more into that profile from those job specific assessments. Maybe a coding challenge, which is like a hard skill type of test. So you can see as we keep moving up the line here, we're expanding that skill profile, but it all has a thread that's very common through it. For Hirevue, we, are basing all of these engagements with validated or science backed psychometric based, skill validation so that you have a high level of confidence that when you have a skill profile on a candidate that is very foundational and very predictive of success, in your organization. So this is how we're thinking about it. I think, traditionally, a lot of people think about screening occurring in one piece of that funnel, that's very, again, linear. We're seeing this expansion of concept of, hey. Skill discovery can happen over a period of time, and through a number of talent engagement aspects. And so you start building instead of thinking about a single piece in this very single, you know, linear strategy. So let's go to, a little bit shifting into, like, where we see our entire product vision going. We really think Hirevue is the backbone of skill intelligence. Everything that you're gonna hear from us starts leveraging the fact that you you don't need just, inferred skills or things that you can, find from resumes, but also really need this validated science fact skill intelligence to be part of what you're doing in your, in your hiring. And what that actually comes down to is that we built our portfolio around the concept, and what you're gonna hear from us today and some of what we're doing in the road map is you need the right data to make the right hire. And so what we are building on from a strong platform place is an AI powered platform that really validates skills as you move through that, infinity loop of talent management. So I'm gonna spend just a little bit of time. I wanna share with you our product portfolio, and it is a great visual that kinda represents, what our mission is, and then how you're gonna see, how our products fit together. So at the center of it, you know, we are all about connecting talent to opportunity. That is our mission statement. And how we're thinking about how we deliver on that mission statement is through a number of, tools and solutions, if you will, an intelligent skill suite that really offers the ability to do that skill discovery throughout the hiring journey. So I'm gonna spend just a moment explaining, what everything is, if you will, and then we'll dive deep into a couple of these areas. One thing, that I want you to note is on the outer piece of our product, solution wheel is a number of what I call enablers. So things that you have to have to be able to be able to engage with, candidates or to run your talent operations. Things like scheduling, workflow tools, AI agents. We're gonna talk a little bit more about that one. Integrations to your ATS, conversational AI, omnichannel. It needs to work not just in a chatbot, but across other tools like SMS, WhatsApp, email, etcetera. And so that those are all enablers that work across, our different solutions in the portfolio. The areas that we're gonna spend a deep dive on today are specifically on talent engagement, and a very exciting new product that you're gonna see a great demo on, and then also in our intelligent, interviewing, solution set. But all of our products have a lot of innovation occurring with them, so you're gonna continue to hear throughout the year from us on what we're doing in expansion with skill validation, what we're doing expansion in our skill marketplace, where you can continue to understand, like, again, validating the skills that are unique to the roles that you have in your business. So let's talk a little bit about AgenTic AI. This, has been kind of a big oh, actually, before we get to that, let me jump into kind of some of the big major investments, and then we'll jump into the Adjunct dot AI. So if we go to some of the big innovations that you're gonna see in 2025. First, I'm gonna step through some of the overall platform innovations. So anybody who's working, with us on our t two o, our talent to opportunity platform, we have a bunch of innovations coming out, over the next, handful of months related to that. We have our new, talent engagement product, a new, interview insights product that you're gonna get a sneak peek with together. And then at the end, we'll kinda walk through other announcements, that we'll be sharing in the future. So with AgenTek AI, I think that I did a poll at Horizon on how many people understood agentic AI, and I think about five people out of a 50 raised their hand. So I thought I'd just spend a minute, explaining it, and then you're gonna see a real live example of how HireVue's agentic platform will work. So just to break it apart, so it's easier to understand, on the left hand side, at its basic core, you have user interactions, and that can be through a variety of means through your web app, through your mobile platform, through some sort of mobile interaction of texting, even through, you know, other tools like Slack's Teams, etcetera, some sort of interaction. At the center is really the heart of the HireVue science based on our, science, and knowledge based tools, that are leveraged with our expert agents. So things like scheduling or opportunity matching or, interviewing, and identifying skills. You're gonna see some of the work today of how our AI agents work, overall. And then what do those agents do? That's simple. You're putting in natural language on the left. Our agents in the center are making an action, and then that those actions result in doing something, in other tools or in the system, of HireVue itself. So things like scheduling event will access the calendar and schedule the event. So I just wanted to break that down a little bit so you understood maybe demystify AgenTic AI a bit. One of the things I'll note is that HireVue has been at the forefront of AI. We were the very first, to launch, AI in interviewing, the first to have, a lot of, disclosure and understanding and transparency about, hey, how AI works in HireVue. So very exciting to see us to take this next step, with our platform, with AI. So before, we go over the q one release, I wanted to share some of the overall platform enhancements that we're doing. So these are things that you're gonna see benefit, you, as customers on our t two o platform. So expanding self-service tools. So we're always trying to create more operational efficiency for you in your platform. So things like email templates being self expanding our accommodation messaging and workflow, updating, user creation so it's easier for those hiring managers, or people that are evaluating that might not be in the tool every day, day in and out, making that super easy. We're expanding our custom, branding abilities. So if you have lots of different brands that you're using in your platform, and you need that in your, particular organization, that's gonna be available. Better candidate management, so things like live interview cloning, enhanced scheduling automation. Those scheduling, use cases, they keep growing for all the different types of use cases we have, whether it's, you know, a big on campus stay or if you have needs for different, panel type interviews, managing that, needs automation. So we're expanding a number of features in that area. And then last, I'll just highlight, the skill assessment and configuration. Things like scoring enhancements with our game based assessments and then dynamic norming adds that just really rich, science backbone to what you're doing each day and knowing that you can count on the scoring because it it manages, the system does the work for you, if you will. So, there's additional, you know, deep dives that, you'll see, in the future on some of these features as they get released, but wanted to highlight a lot of those things as they come out. And I'll turn it back over to, Jessica and Tracy as they walk through some of our q one release highlights, which just happened a few weeks ago. We had a major release, at the March. Thanks, Marcy. Lots of great exciting stuff there. So, yeah, Jessica and I are gonna go over some highlights from our q one release. And the first one we have up is something that Marcy just mentioned, which is live interview cloning. We've had this available for on demand, but now we've added this capability for live interviews as well, which simply put, this allows you to clone a candidate's recorded live interview. So this can be especially helpful if you think about a retail organization where you hire for similar positions at many different locations or if you're hiring for the same role under different requisitions. So with live interview cloning now, you can easily reuse those live interviews and evaluations, which is not only going to streamline your hiring process and remove some redundancies, eliminate the amount of scheduling you have to do. But it's also great for your candidates because they're now gonna be considered for multiple roles without having to do multiple interviews, really showing how you respect their time and provide that great candidate experience. Next, we are excited to share two new pre configured assessments that we're adding to our library. Both of them focused on leadership. So we know that identifying a truly effective leader, you can't do it simply by looking at their resume or relying on your on your interview impressions. So the first one is a comprehensive leadership assessment that you can really use across all management levels. Then we also have a more specialized frontline leadership assessment that is ideal for those on the ground roles where your leader is really kind of on the floor and working with their team. So both assessments are gonna measure things like their ability to motivate people, coordinate resources, help drive results and initiative, how they work to develop others. And the other thing that's great is because these are both preconfigured assessments. That means you can get up and running quickly, with a proven validate assessment, to start evaluating those in those leadership roles. And then, Jessica? Awesome. Alright. Last thing we're gonna cover is our new enhanced integration platform. As you can see here on the left, we have, several available right now and coming in the next release is even more. And what we're excited about is this is providing, eliminating the barriers to complex integrations and giving a unified API. So what it's doing is simplifying the connections for you between your existing recruitment tools and Hirevue. And, the big goal here was definitely accelerating those deployment timelines, which I'm sure everyone is excited to hear. And then you'll see the note at the bottom as well. The iCIMS Prime is now available on our T2O platform. So for this or any of the things Tracy just covered, if you're interested in learning more or how to start using it on yours, reach out to your account team. So next, we are gonna bring up Allie Routhenstein and Kathleen Preddy. They are gonna give us an overview and an exciting demo of our new talent engagement tool. Hi, everyone. I'm very excited to introduce our new product line, Talent Engagement. Talent Engagement helps you with multiple use cases at the top of your funnel and all the way into your funnel with our easy apply feature. Thinking about our Talent Infinity Loop, talent engagement is positioned as the central point, positioned to find all of your existing talent left on the table, matching them to their best fit opportunities and doing so in the most engaging way possible. In our future, opening a new requisition does not have to mean starting with a blank slate. Speaking of talent left on the table, we're starting with potential job seekers on your career site. Ninety two percent of candidates who start the apply process do not finish due to unengaging and non mobile optimized application processes. And Gen Z, our future has demonstrated that a great experience is no longer just an option. It's a requirement. With match and apply, our conversational AI based hiring expert powered by cutting edge generative AI, You can convert more candidates already looking for jobs on your website and you'll look good doing it. And we have a predictive assessment available now called Find My Fit to allow candidates to find the best job match based on their preferences and work styles. This will be accessible through our match and apply solution. Giving candidates the power to assert their job preferences into the process helps move the needle on conversion. Match and apply and find my fit are just the beginning. We know not all good candidates get hired on their first apply. Opportunity matching will match your existing talent pool to every reposition as soon as it opens. Recruiters see predictive matches based on validated skills. Match candidates can be re engaged and invited to apply through our easy apply solution on the candidate's preferred channel. I'll also apply the power of generative AI to our scheduling solution to enable the true flexibility scheduling requires. Not just for candidates, but will empower all of our key users to benefit from driving their hiring journey like interviewers and recruiters. Now for the exciting part, I wanna step back to our match and apply solution. I'll hand it off to Kathleen to show you how it works. Hey, everybody. I'm Kathleen. I'm a senior data scientist here at HireVue, and I want to show you our chatbot in action. So the chatbot's gonna live on your career site, and you can either search for jobs conversationally just based on whatever criteria matter to you, or you can click match me to jobs, which is, the chance to provide some information about yourself and see jobs that are a good match. I have a resume, so I'm interested in just, like, starting there, uploading a resume. Alternatively, I could take that find my fit assessment that Allie was talking about and get matched to jobs that are based on my work style. Here, this is where I would upload my resume, but this demo bot has three resumes just kinda preloaded for us so we can kinda show some different options to you guys. I'm gonna pick the revenue management and analyst job because that's the closest to a data scientist. So I might understand what they do. Look at data. You know? I assume it's the same. So now what it's doing is it's analyzing this resume, and there's an agent who takes action. So the agent reads the resume, determines kind of what skills that I have, looks in this knowledge base of of jobs at this company, and determines kind of, like, some options that might be a good fit for me. So now I can click here and apply, or I might want to add some information about myself or, something like that to get a better match for myself. So I could say something like, I'm familiar with, Tableau, Power BI, something like that that maybe I didn't put on my resume. But, I'm interested in seeing, like, is there a job that fits these skills? So now the agent has more information about me. It's making another, you know, pass at things. It decides probably these analyst roles that require, these sorts of, like, data tools. So maybe I'm interested in finding out what's the difference between these roles. I can't type and talk, apparently. And I just wanna, like, find out more information without having to, like, deep dive. I want I just want the agent to synthesize it for me. So the agent's gonna look at these roles that it showed me, and it's gonna kinda pull out what are the differences, in them. So here's a little report about it. You know, this one's remote. This one, is has more emphasis on airline specific KPIs. Blah blah blah blah. So, I can pick one, and, and then it'll give me the, opportunity to apply or ask more questions about it. Again, it's it's letting me figure out. So here's all the details, and it says, would you like to proceed? And I say, yeah. And so this is the this is just one path. It's very flexible. It lets you do a a lot of different things, but, I only have so much time to show you stuff. So, yeah, so I can just apply there. And now I'd love to talk to you just about how it works. I have a couple slides coming, but, just wanna let you know, like, kind of reiterating what, Marcy was saying about Agintiq AI. Agintiq AI is is AI that can do stuff in the real world. That's the idea. Right? It has these key capabilities, like being able to reason and make a plan, use memory, use tools, use, other data, to make to take real actions in the real world on behalf of users. So it has a goal, it's told what to do. So how does it work for us? So I have this cool semi techie diagram. So the idea is that any of these users that Allie was talking about would interact in, with the chatbot in a, you know, single interface, and then all these expert AI agents would be working behind the scenes to get stuff done. So these AI agents work together seamlessly. They're specialized in a certain task. They have access to a knowledge base that has your company's information and HireVue Science. They have access to HireVue Science back tooling, and they can really get things done and help, in this case, help candidates find jobs, but help complete these goals, that these users may have. This is a chatbot that's fully flexible, contextualized to your company, and it's solidly grounded in HireVue Science. So this meets your candidates where they're at, streamlines their task completion, gives them exactly what they need without bogging the user down with these super superfluous steps, that we sometimes end up with in the hiring process. So, these agents are able to flexibly adjust, to, you know, to the information provided to them. So they're accessing this information. They're accessing these tools, and then they're able to take real world action. So you don't have to take other steps to set these guys up as well. So, it's pretty exciting. Essentially, the candidate is in the driver's seat, and HireVue chatbot agent has engineered the track. It's provided guardrails to keep the user on course while streamlining the path to the finish line. Although we want the candidate to be able to to drive, we need to constrain that track that the candidate can drive on. So, for example, we have guardrails that require the agent to only use information found in its knowledge base, to help the user, which helps prevent hallucinations. But we have all sorts of these guardrails. They live in our system kind of in between I think I have one more slide on this. But in between the messages from the chatbot and the agents and then between the agent messages and the chatbot. So it's keeping all incoming outgoing messages on track. So if you're interested in learning more about this, I believe we have a poll, coming up. But we have our early adopter program for this. And we're excited to get this, live and in your hands. So let us know if you're interested, and we will talk more. And I think next, I have, Chris. Are you up next? I am up. Yes. Awesome. Alright. Hello, everybody. My name is Chris Drzewiecki. I'm a senior implementation consultant here at Hirevue. I'm gonna highlight one of our customers, which is Swire Coca Cola. So I just wanna preface this, and they've preface this as well as this is very preliminary information for them. So traditional hiring at Swire involved posting jobs. They're receiving about a hundred plus applicants per job. Sometimes they had 50, two hundred, what have you. But they were receiving a lot of applicants for these jobs making phone calls and deciding based on those calls all with the time to fill reaching forty five days. So it was a long process, for their interviews and for their candidates. So with coming to Hirevue, we implemented a workflow for them that includes on demand text, the virtual job trial, and then structured interviewing. So with those, they see the results of their application to offer went down to three and a half days. They're had a they had 81% VJT completion rate and 74% interview completion rate. So with this being preliminary results, per when we got this collection of data, there was about 50 hires that they had and on average, they had about 4,500 candidates a year. So very preliminary information that they have. With this as well, they also are doing this outside of an ATS integration that's being built, that's being worked on. So right now we do not have them with an integration with hopes that once that integration is in place, that can kinda kick start the rest of the, interviews going in process and see more of those results coming through. Also, this is all just for one job family at the collection of this data. So, this is mostly around their order builders. So, again, preliminary data, but from what we're seeing with them, very, very successful and a lot of good information, especially three and a half days to hire, compared to forty five days. So if we go to the next slide here, and this is Kimberly Raimondi, the director of talent acquisition from Swire Coca-Cola. HireVue has empowered our TA teams to become strategic talent partners and help build our relationship with the broader organization. We've seen metrics we've never seen before. So the example that she provided was they scheduled eight candidates and eight showed up for their interviews and seven received offers. That's an unprecedented success rate. So, again, this is preliminary information for them, but the metrics that they're seeing based off those first candidates coming through, the first fifty hires is incredible. So that was a customer spotlight. I just had a little bit of time, wanted to spotlight that for everybody. But just a preview of what Hirevue can do for our customers and a very cool success story with them. And with that, I will pass it over to Jeffrey. Hello. Thank you, Chris. So I'm really excited to show you guys the work that we've been doing on our interview insights product. But let me kinda take you through the journey of how we got to where we are today. So as we started, we decided to dive into some of the the data. And the first thing that we found was that forty four percent of recruiters said their interview process takes too long. And we know when the interview process gets longer, you're gonna see drop off of candidates, and we saw that as well. 25% of candidates were seeing the drop off in the interviewing stage of the process. So we thought we'd take a look at some of the data of how people are using Hirevue platform. And on Hirevue, it takes on average about 16 to evaluate an on demand interview. We also saw that in the last thirty days, two hundred and eight thousand on demand evaluations were completed. So if you do the math, that's about six years and seven months evaluations or time spent on evaluations in the last thirty days alone. So we saw that, we thought there's an opportunity here to improve the efficiency of the way we do evaluations. But we also wanna make sure we're using the right data. We looked back at some reports done in the HR industry and saw that only 34% of organizations are consistently using objective data in hiring. And we also saw that only 19% of candidates sorry. 90% of companies said hiring managers are following their recommendations. So again, we went back to our platform to look at how people are using it. And we saw in the past thirty days, one hundred and thirty nine thousand live evaluations were completed, but only 10% of those evaluations were submitted. So looking at all of this, we saw that there's, an opportunity to improve the efficiency, but we also wanna make sure we can get candid data effectively. But at the same time, we wanna make sure that our live interviewers are conducting interviews the way we want them to conduct them. And so for interview insights, you can go to the next slide, we decided we're going to focus on speedy evaluations, so improving the efficiency of evaluations, making sure that we're focusing on the right candidate data and servicing the candidate data that you need to see for those candidates, and also helping you to train. We're gonna give you the insights to, the overall, trends of how people are conducting interviews at your company, but also present opportunity opportunities for you to pinpoint opportunities for improvement for the way your interviewers are conducting the interviews as well. So let's jump into the product, and I can show you a little bit what it's gonna look like. So the first thing we're gonna bring is transcripts. So we're bringing transcripts to on demand evaluations and live evaluations as well. And you can see here, this is a live evaluation. So we have the different speakers labeled as well. And the transcripts will be fully searchable. So you can search the transcripts for all the candidates' responses or everything you said in the interview and find points in the interview if you need to. And next, we're also going to be bringing you the ability to leave feedback on the transcripts. So you can hover directly on the things the candidate is saying, and you can give them a thumbs up or a tag or a flag. And when you do that, if you click on the when you click on the thumbs up, the tag or the flag, it's gonna leave a mark on the playback right here. So if you're in a live interview while you're talking to your candidate, you can click on that thumbs up or that tag and that flag and leave them feedback in real time in a way that's efficient and also not distracting for the interviewer. So let's see here. If we click on maybe, like, the middle one, we'll jump to the tag that we left for this interview, and you'll be able to see the tag left on the transcript here. So it's really important that we're we're improving the ability for you to add candid add meaningful data to your candidates in your in your evaluations by being able to add these feedback directly to things the candidate is saying in the interview. And next, we're also bringing AI overviews. So we're going to bring this data to different points across your evaluations. And here, we're seeing the AI overview for an on demand, candidate's response. So we're getting a summary for the candidate's response, and we're also getting effective indicators. So these are key behaviors that we saw in the candidate's response that connect directly to those competencies that we're looking for. And when we can, we're also linking that directly to the words the candidate said. And we'll also be bringing AI overviews to live interviews too. So here we can see in a live interview, we're able to detect all the questions that are being asked and we're able to show the summary for the candidate's response for one of those questions. And also for AI overviews, we're going to bring explanations for AI scores. So in this scenario, the candidate has done an an interview that has it's an AI scored interview. And as a result of an AI score interview, we're giving you, a number of piece of information. We're giving you an overall score. You're we're giving you scores for each competency. And with interview insights, we're now gonna give you an explanation of what that score means and where it came from. So you'll notice in all of our AI overviews, we're making sure we're highlighting information that's related to the job at hand. So we think this is really important to not only get your evaluators in the right mindset focusing on job related criteria, but we also think it could be a model for people to understand how you connect that job related criteria to things a candidate is saying. And then last, we're bringing interviewer insights. So here are the interviewer insights for one interviewer on one interview. They can see their guided hearing. So did they ask all the questions that you wanted them to ask? You can see the talk time ratio. So did they talk too much or did they give the candidate time to speak? You can see their join time. So were they did they join on time or were they late? You can also see the interviewer sentiment. So you can see if the interviewer is creating a positive environment, allowing the candidate to show them their their best selves, but also reflecting positively on your brand. So here we're seeing the interviewer insights for one interviewer on one interview, but we're also going to provide a view for an interviewer to see their insights across multiple interviewers interviews. And also for those of you that manage the, interview process or maybe interviewers at your company, we're gonna provide a dashboard that will show multiple interviewers across multiple interviews so you can identify larger trends and also pinpoint opportunities for improvements. So that's it for a quick peek at, Intriguing Insights. There's so much more to show. So if you're interested, please let us know. We're we're pulling up a poll right now where you can let us know if you're interested, and I'd love to have a chance to talk to you and and, learn more about your needs, but also explain more about what Intriguing Insights is all about and what we're bringing soon. Thank you. Thanks, Jeffrey, and thanks, Chris, and and Kathleen, and Allie, and everybody who's presented today. For the last couple of minutes, we're gonna go through a few questions. So please, if you still have any questions, feel free to submit those while we're starting out. The first one was if the, presentation today has been recorded, if we're gonna be sending out a sending out a copy, and the answer is yes. You will receive a follow-up email with this recording as well as a survey, where we would really love your feedback, in terms of how things went today since this is our first one and hopefully many more to come. Okay. Next one I'm going to ask is probably for Kathleen and Allie. They're wondering, what makes the talent engagement, the chatbot you talked about, different from some of the other chatbots that are out there in the market today? Yeah. I can change that. So in short, there's a couple of things that make a difference, or I would say a lot of things, but, there's no dead end. You might have noticed that Kathleen was kind of on the fly going through the demo, and she she could say whatever she wanted. And there was no, we didn't understand. No. I I don't support that or I can't handle that or I can't answer that. So, from a Kent experience perspective, that's the no brainer difference. Other than that, we've actually built our chatbot from an agentic framework from the get go. And I'll let Kathleen dig into that a little bit more to highlight what that really means for for you and why it matters. But also the thing that makes us unstoppable is the chatbot's access to our predictive data. So, no matter how you build your chatbot, it doesn't give you the access to the data that our chatbot will have in order to make hiring more predictive, which is really what we're here to do is to make hiring better and easy. And lastly, we know your time is valuable. So we're focused on making our chatbot easy to deploy. So, quick to stand up as well as once it's there, it's easy to manage. So I hear a lot of things when I talk to customers about, I need to be alerted when an, a frequently asked question needs to be added to my bank because candidates are asking that question. But with our solution, that's no longer necessary. The the chatbot can access information about your company, and it can answer things based on that in context. It doesn't need to know that this question is has a specific answer. It can do all of that all on its own just with the information you give it from your company. And as Kathleen pointed out with this with the guardrails, it only know it knows to only ask from that, bank. So it's not just gonna go out of the wild and make things up. So extremely powerful, and it should be much easier for your team to stand up and use. I'll hand off to Kathleen just to quickly dig in a little bit more to explain why, AgenTek AI and the AgenTek framework is powerful. Yeah. Yeah. It's it's nice because we've built this whole chatbot on the agentic framework so agents can kind of work together seamlessly. It's not just we've, like, tacked on some AI automation onto a chatbot that already exists to the different like, a different kind of framework. And so that means it's more flexible. That means it's more robust. That means you don't end up in this kind of decision tree type of conversation. And this framework is like a state of the art framework too. So it lets us be agile and, improve our chatbot, build it out modularly with these different AI experts, and also lets it be flexible so we can update. Because this technology is moving really fast, and we wanna be able to keep it state of the art. So yeah. Awesome. Thank you. Okay. If we can bring Jeffrey up, we do have a couple questions as well on interview insights. So the first one is from Laura. She's wondering, can the live interview feedback, can it be attached to, like, an Outlook message, or how can that feedback be shared with your interviewing teams? Yeah. Thank you for that question. This is something that we haven't explored yet, but this is exactly the kind of stuff that we wanna hear from you guys so we can learn about more about your needs and see what we can do to help with to help fill those needs. So I would actually love to have a chance to talk to you more about that, Laura, and and to learn what your needs are so we can we can see, like, how we can how we can make that work. We don't have any specific for that. Should I should I read the next question, Tracy? Yeah. Please. Yeah. There was a question about, if interview transcription insights will work if someone does an interview in Zoom. And this is something that I do wanna cover. So both Zoom and Teams are we're targeting for the the early releases to support for live interviews with interview insights. So when I mentioned being able to leave real time feedback during the live interview with a thumbs up and a tag and a flag, we wanna support that in live in a Zoom and Teams. We also wanna support all the evaluation features you saw as well with the transcripts and everything else. Fantastic. Alright. I think we are actually then too right at time, so I will just wrap up by saying thank you. Thank you to everyone who took the time to join us today. Thanks to our speakers for sharing all of your updates. As I mentioned, you'll receive an email with the recording and with the survey. Please let let us know your thoughts and what you think. And, we hope you found it and forwarded, and we look forward to seeing you again at our next webinar in June. Thank you.