Spilling the Tea on HR Tech - HR’s role in supporting employee well-being and breaking HR tech news.

[00:00:00] Welcome to the HR Huddle podcast presented by Sapient Insights Group, the ultimate resource for all things HR. It's time to get in the huddle. Welcome to Spilling the Tea on HR Tech where we focus on the hottest HR tech news everyone

[00:00:24] needs to know to be in the know. We break down the news of the week and help you make sense of what it means for our industry and how it can impact your organization. We're

[00:00:33] recording today on February, it's already February 8th, 2024 bringing you all the news you can use this week. I'm your host Stacey Harris, Chief Research Officer and Managing Partner of Sapient Insights Group research and advisory firm. Joining me today is my co-host, Cliff

[00:00:50] Stevenson, Director of Research and Principal Analyst for Sapient Insights Group. Welcome to the show, Cliff. We got lots of news going on but I think at least I think we're getting to a manageable level of brew this week. It's not as much as we had last

[00:01:03] week, right? That's right. That's right. God, maybe just a normal pot of tea rather than the gallon that we might have had before but it's a very rich, a full-bodied tea. We're going to be talking a lot about some investments,

[00:01:18] some funding, some money, some moves at the executive suite and there might be an appearance by everyone's favorite Sesame Street character Elmo. All right. Now, first of all, if we're talking about Elmo, we have to be very aware that's

[00:01:33] not to confuse that. We actually have an LMS HR application in Australia that is ELMO. We're actually talking about the Sesame Street character, right? That's right. I don't know if he's technically a muppet but he's a fine fellow.

[00:01:52] All right. We'll get into that before we wrap up today. Before we get started though, I do want to make sure people realize a little bit of where they can catch up

[00:01:58] with us, what we're doing right now and how they can talk to us if they need to. First off, just a reminder that I'm going to be in the San Francisco Bay area in April for two big events. One is the Oracle Application Summit in April as

[00:02:12] well as the Workday Innovation Summit. Basically back-to-back two weeks in April, that's going to be fun. I'll bring you all the news from what both those organizations are talking about. I'm also going to be, I believe in Austin, I think that's the final location I got for a

[00:02:24] plan-source customer advisory event where we do a presentation on updated topics in HR space around March 21st. If you're in that area, let me know. I'd love to catch up with you. Then both Cliff and I are going to be

[00:02:35] participating in a really important new program that we're launching here at SAPID Insights Group. If you're interested, we have about two spots left where we're really excited that we've reached our limit on our cohort. It's a six-month immersive education series called Building an Adaptable HR

[00:02:53] System Strategy, What Works, Concept to Business Case to Outcomes, starting in the end of March, beginning of April. This is really powerful, Cliff, because you and I have delivered a workshop for the last three years now,

[00:03:06] or at least I for three years used for last year, at the annual HR technology conference, which we'll be back at again as usual. But every year, that workshop that we try and get into three hours at the

[00:03:17] beginning of the event about Building an Adaptable HR System Strategy, we hear the same feedback that people want more. They need more depth, more tools, more time, just more ability to be able to think through

[00:03:26] the concepts that we're sharing. And so we are now for the first time, and our goal is to continue to do this on an ongoing basis, rolling out the six-month immersive education program. It's a cohort series. It will have two 90-minute sessions a month

[00:03:40] that will really walk through the educational component, but we've also built in a coaching and mentoring component too. And this is really exciting for us because we're always telling people, increase your HR strategy, increase your approach to connecting to the business

[00:03:53] goals, and we're going to be able to provide you, hopefully, a step-by-step walkthrough of that along with some skill development. I mean, Cliff, you sat with us at that workshop last year. I think it was the first time you got to see us do the workshop

[00:04:05] those last years, wasn't it? That's right. And getting all the feedback, as you said, and watching people do it live, that's exactly what people were saying. How do we sort of... I want to get more in depth on this.

[00:04:16] It's a very important work, obviously. It's a big topic. But I think what makes it so powerful is that we are using our data. We always are talking about it, but it's so important to be able to tie it to those business outcomes, being able to have that

[00:04:32] and having that sort of framework around this, rather than just sort of being abstract concepts, but really making it personalized for you, the person taking the workshop. So I'm very excited to watch this take place and evolve and grow and work with everyone.

[00:04:50] Yeah. I think that the most exciting thing for me is that, like I said, we've heard a lot about what people need on the knowledge and technical. We've got a whole benchmarking process that goes into this workshop. We've got tools and templates and an actual piece of technology

[00:05:05] we're going to be filling out all over your current state, future state, all of those kind of things. But the other thing that I was excited about is working with my partner, Susan Richardson Richards, and basically coming up with the idea

[00:05:16] that one of the things we hear over and over again is that most of the organizations, they have some of the general idea of how to put a strategy together. They have the basic kind of tools there.

[00:05:28] But it's also this idea that you've got to build a business case and then present that business case and share it at the executive level and have the conversations with the functions and have the conversations with all the organizations.

[00:05:37] We actually just did a whole article on sort of how to work collaboratively as a team and building an RFP for your HR technology. It's a hard thing to do, and it takes a lot of leadership. It takes a lot of personal sort of courage and strength sometimes

[00:05:52] to sort of give reasons as to why maybe want to think about technology that has better engagement opportunities versus maybe technology that might be a little bit more cost effective. What's the value proposition of investing in the people-based technology

[00:06:06] in ways that maybe doesn't look immediately like a business connection? But that's work that we all have to do. And so one of the big things that Susan and I talked about was the idea of that sort of executive level coaching.

[00:06:18] How many times have we all stood in front of the mirror getting ready to go into that big meeting or that boardroom or that thing and say, God, everybody gets executive coaching, but the HR function are always the ones kind of giving the coaching, giving the advice.

[00:06:32] And so that was a real big thing for me and her while we were collaborating on this. Well, it's how do we bring that to a course like this? So we're excited if you're interested in participating,

[00:06:41] if you have someone you feel would fit in this kind of a program. This first inaugural session is going to be nice because it is a little bit of a price break because it's inaugural.

[00:06:49] And also it will be an opportunity to work with a lot of really great companies who are also wanted to kind of come in and get this started with us. So so yeah, I'm excited Cliff.

[00:06:57] But by the time we talk to the audience again in a couple of weeks, we'll be about a month away from start off for that. So that'll be fun. Yeah, it's very exciting. It's cool to see it built from the ground up.

[00:07:08] And you mentioned the sort of price break, price discount. I think that's a good segue into talking about fundraising, right? And where the world's at these days. It's all about money, right? That's right. And quite a bit of it. Things aren't we talk a lot here

[00:07:24] about really getting the stories because it can be sometimes overwhelming. You only hear sort of the bad news, but there's a lot of interest in one that we saw from Compa, their compensation company does compensation analysis and the tech.

[00:07:40] And they just closed a 10 million round of funding, a series A funding to help bring some of that data to their clients and customers and expand their business. Yeah, this is really exciting. We spoke with Charlie, who is their founder and CEO.

[00:07:56] Probably it was I think it was not long after we started the company in 2020, right after I had moved over from Sierra Cedar and he had someone had recommended that I speak with him. And I said, he's got this tool that's really interesting because it's very compensation focused.

[00:08:14] And I remember we looked at it myself and Terry Zipper because that point in time, Terry had just come off as doing a lot of compensation work. She's got a really strong background in compensation for those who know Terry Zipper,

[00:08:24] my partner and we were both sort of fascinated by this application. I think I put it that year in sort of the emerging tech applications to watch because what he was doing was taking compensation data and making it more accessible at the recruiting level.

[00:08:44] And I think that's an interesting conversation. And if you were in recruiting a long time and how many times is the recruiter stuck because the compensation bands aren't working for the talent that an organization needs. And they oftentimes you're across at issues with recruiting.

[00:09:00] And so what they were trying to do was provide data on not just what compensation was within the company, but also data on what compensation they're seeing from the candidates to be able to have a better pay equity conversation, particularly,

[00:09:15] but all across the board compensation conversation as well. I mean, Cliff, from your experience working in recruiting, I mean, compensation is kind of the last thing oftentimes. I mean, now we have a lot of transparency, but still it tends to be you got to find the right fit,

[00:09:29] get to find the right background, got to find the right skills. And then you start talking compensation generally, right? Yeah. And it's really become even more complex, right? As you mentioned, it has to do with not just what the candidate might expect,

[00:09:42] but also sort of the driving market, the broader market. And it's really important for two reasons. One is when you have emerging tech, new jobs, new skills, it's important to be able to get data that's up to date and recent

[00:09:56] because that's the only kind you're going to be able to use to properly sort of determine what the price point is for these skills. But also with way more people working from home, it's a better understanding of the nuances between different geographies

[00:10:09] and expectations and needs for those different areas. The four was a little tighter, right? When you were only hiring in a certain geography and was a little easier to manage. So it's very important to be able to have accurate and broad based data across.

[00:10:27] So extremely important in the world recruiting. And it's probably important to note that if funding at this level, particularly serious A level, it's really slowed down. If you speak to George LaRocue or Anita, both friends of ours

[00:10:41] who sort of speak to sort of the investment space in the HR technology and both of their reports this year have shown that investments are down dramatically in the HR tech space this year compared to where they were at

[00:10:52] over the last two years because coming out of COVID, they had a really high investment rates. So to get this level of investment at this but at a series A is really powerful. And I think it goes to show because we're also seeing similarly

[00:11:05] plans for more investment, I think in other sort of compensation softwares like PaySkillsWorld and salary.com, both choose vendors who play in this space pretty heavily. We're also seeing the ERP vendors invest heavily and putting more into their compensation tools.

[00:11:20] We know there's some plans both across all the Oracle's workdays and say, peace success factors around compensation, but we're expecting to see even more compensation conversations come up in sort of the engagement survey kind of space, which is sort of an interesting one.

[00:11:34] But that idea of performance readings, compensation and engagement sort of all tied together have definitely been increasing in the world that we're talking to people around. So I think this is going to be I think this is the start

[00:11:47] of what will be a much broader compensation conversation in the market, which I hope will lead to not just more transparency and pay equity, but to a real global compensation conversation. Right? Yeah. And as you said, this does mark sort of a new trend,

[00:12:05] a new thing we're seeing, which is an increase in investment early in 2024. That ties into one of the other stories we've seen earlier in this week, which was a Katie and Ventures announcing their fund to a 30 million fund that will be used for early, early stage work technologies.

[00:12:24] So clearly, as we saw just from the last one, and I believe that they might be one of the backers for that funding that Compa just put in, if that's correct. But, you know, they are very pleased.

[00:12:40] They really are excited to say that they've got at this point 60 million facets under management. And their first one was only around 10 million. So this is about triple what they saw before. So really a sign of increased expectations

[00:12:56] from the abilities of these new texts to sort of meet the needs of the audiences. Right? Yeah. And it came in, I think, a really unique investment firm. I think people probably if they if you haven't heard the name, I would definitely follow who they're investing in.

[00:13:10] Not only are sort of their primary fund managers is Jason Crisselo and Thomas Otter, who Thomas Otter comes from the Anilas space. We've known him for a long time. Also worked at SAP Success Spectres for many years. Jason Crisselo has worked in the industry for years,

[00:13:23] big clearance or cornerstone and other big organizations. But they've also got on their advisory area, David Clark, who's been in space for a long time, Leanne Levensailer, who used to head up strategy and was one of the early employees over at Workday and Ryan McQueenie.

[00:13:39] I just think that these are these funds, that the things that they're investing in, they have a bit of a finger on the pulse of the market. And that's always nice to see that someone actually understands HR

[00:13:51] and understand the value of HR as they're investing in these organizations. I think it's really hard sometimes when you see money and investment go into software that has a lot of marketing or is a pretty dollar or has a good handshake,

[00:14:06] but they don't really understand the HR space. And we've seen that over the last couple of years. And I think now we're starting to get back to investments that are really fund founded in hardcore facts around some of this. So this is exciting.

[00:14:19] And I think Comp is a really good example of the kind of company that's unique and interesting. But across the board, I think you're going to see more expectation from funding for HR technology that there's a real functional component to that capability

[00:14:33] that organizations are able to show what value they're going to bring to the bottom line. And it's going to be a lot harder, I think, for those startups to get some of the funding. I hope it doesn't cause issues for some of the startups that we are now

[00:14:47] are looking at who have a lot of different leadership in the market because we need to see more leadership in this market. A lot more, I'd love to see more diversity in the ranks of ownership of HR technology. Yeah, absolutely. That's just good for everyone, right?

[00:15:01] That's good for buyers when there's more of that competition out there and there's more diversity in, as you said, the leadership. But speaking of leadership, excellent segue. Stacy, thank you because we're going to have well, I should say not a new CEO, but sort of official announcement,

[00:15:17] formalizing what had been a co-CEO relationship over at Workday with Carl Aschenbach taking over on February 1st, officially named the Workday CEO. Now that is something I think we've brought up on this show before. We've been talking about what's been going over there.

[00:15:36] You've worked closely with pretty much everyone here. Is that right, Stacy? Yeah, I mean, it's exciting. I think Workday is doing a lot of leadership changes, so I would definitely watch all the different announcements that are going on.

[00:15:48] Where I think there is an opportunity with this change in leadership to kind of for Workday to sort of really sort of open its arms part of a bit wider for the partners and for the relationships that they've always held and always been very good at.

[00:16:05] But Carl Aschenbach, I think he's really excited by working with particularly as they grow internationally, which is a big part of I think the long term strategy for Workday. He's got a strong relationship with the partner levels that you need to have

[00:16:18] at the distributors and the implementers, those kind of organizations, support staff. He also I think has what I really like about Carl is his experience and his belief in service. I think he has a real strong belief in you take care of the customers.

[00:16:32] Then you're going to get everything will kind of fall into place. And that includes the service of those customers. I think that's really important for someone like Workday, who's now stepping out of being underdog the new kid on the block

[00:16:43] to now being one of the top players in the market. Really. And I don't think Anil is going to go away. That's what we've been told very clearly. Anil Boussery is going to stay in more of a technology role,

[00:16:54] which is what we're seeing a lot of the owners in the space doing. We also saw some movement in the next level down leadership. So David Summers just made an announcement that he has a brand new role. I think there's going to be some other announcements

[00:17:07] coming out as we would expect as sort of other people sort of move around in the organization to kind of fill in those gaps. And it's exciting because as you see people move into a whole product strategy roles or whole product roles and they start sort of connecting

[00:17:21] the dots for Workday, I think their customers are going to start to fill more of those dots connected. I think that's the direction we're seeing. So it's exciting. I expect that we just saw some leadership change over at SAP as well.

[00:17:32] And we saw some leadership change that had been mentioned over at Oracle. We're probably going to see more across the board and all these big companies. I think there is with them in with the innovations around artificial intelligence, with the changes in sort of investment

[00:17:46] plans and strategies and finances, organizations have to rethink their models and their relationships and their marketplaces. And this is part of that as we thinking leadership too. Yeah, and then continuation of something we talked about a couple weeks

[00:17:59] ago, which was some restructuring that's just happening to a lot of organizations as they change, as you said, their business model. And so it's more changes and sometimes they're changing names. So here we have one that I think we also had mentioned, but we weren't

[00:18:15] sure on the exact date, but it is it has happened. Ceridian is now day force. So they've asked everyone to always refer to Ceridian as day force, which made a little confusing to do this announcement because I wanted

[00:18:28] to joke around and say day force is now day force. But they have that's what they've always called their platform. And I guess just to probably make it less confusing, it's just day force for the company too. Right. Yeah.

[00:18:42] And this is because I actually thought this has already happened. This is my part that I was not paying close enough attention. I thought they hit I think the announcement to be day force. I thought was the announcement that they were day force.

[00:18:52] So now I realize that was in the works. So I think last week I was like, I guess you know their day force for those who might not understand Ceridian was a much traditional application back in the they actually were known as

[00:19:04] an original service bureau model for H.C.M. They had a lot of existing customers. They were one of the larger platforms of the market. They acquired what was day force, which was the smaller SaaS application back at that time.

[00:19:17] We're going to test me on dates and I can't remember how long. No, no, you're winning. Normally I can remember a date, but I did not pull that one up. And it's in my book. Go look, I have it in the book on my list of dates.

[00:19:27] But it's been many years at this point now shows how long I've been in the industry. And when it happened, I think everybody was like, oh, why are they keeping the Seridian brand? Well, Seridian brand is pretty strong. People knew it very well. Right.

[00:19:38] And so everything was called Seridian day force for the new platform. And then they had the original platform as they transitioned every everybody over to day force, the newer platform. I think they kept being asked why are they keeping the two names together?

[00:19:49] And I think that was the impetus to move to just an all day force organization at this point. And they've shown the value and they've shown they've been able to grow and scale and still keep some of the services that they had, but not all of them.

[00:20:00] And so this is a good move in the market. I think it should be really honest for us. It's good because on our matrixes, our user experience of better stat charts, our hardest problem was fitting the names of all the vendors on.

[00:20:11] I will not complain if I can sort of cut a name down to one word instead of two. But I think from a buyer's perspective, it might take a little while for the word Seridian to completely get move out of the the knowledge

[00:20:23] spaces as much as they wanted to just like ultimate and Kronos. We still, I think everyone small accidentally say those two names when it's UKG right in for and loss. And sometimes everyone's really have to kind of use both names

[00:20:36] because customers, because we look at it from a customer perspective. The world changes. Like it is constantly going through acquisition and changes. And this is just one of them, right? That's right. And that's something I was thinking about that because when we do our

[00:20:48] survey and we ask people what systems they use, and oftentimes we'll have to sort of sort out which is the means they're calling it something else or they know it as something else that may be different from how the company

[00:21:01] describes themselves, but they're still talking about the same software. So good to know that sort of stuff. And I did a little consulting to my personal copy signed. Don't be jealous listeners of introduction to HR technology on page 23.

[00:21:17] If we all want to turn our books together, we'll find out that in 2012, Seridian acquires cloud HR payroll and time management application day force. All right, there you go. Well done. That's why Stacy Harris. Now I'm watching it online.

[00:21:33] Well, I do want to just add one of the things. And I think it's funny on this note that we've timed this because we will have vendors who will get a little upset with us that we don't put the new name in right away.

[00:21:43] It takes about three cycles of the survey, three years. For people to realize a name change on aggregate. I mean, there's some people who will often like we still get people who put loss and down and spend many more years than that since in for acquired loss.

[00:21:57] But it will it takes about three years for that change to really take place. So I hate to tell Seridian day force or day force this, but it will take a few cycles before they get there. Right. That's right. Yeah. Doing our part.

[00:22:11] Just good to be aware of. So what if you see that? That's what they're referring to. And you'll see they're going to be doing a I believe some advertisement as well. So you'll see that possibly. Another company doing some expansion in Perian.

[00:22:27] They are benefits technology, but they have really put in a lot of enhancements into the platform. I think the thing that stuck out the most to me was really make an emphasis on the user experience and just having more content.

[00:22:45] This is interesting because we were just talking about learning and how much the importance of that is, and they are really trying to put out being able to design campaigns and announcements or education about the benefits that you might try to.

[00:22:59] So really taking something that can be very confusing and helping create a better, more seamless experience and more easy to navigate world in a better way to help others understand their benefits as well. Yeah, this one is interesting because Imperial, and I'm not sure I'm saying that right.

[00:23:18] I'll be honest. I've heard a lot of people around us in a lot of different ways, Empire and Imperial. But what I think is interesting here is in our research in general for the longest time, Empire and Imperial was just a benefits application tool.

[00:23:31] And over the last, I think probably about three years, they've acquired and they've added more HR application capabilities. I think they always had some, but they've added more. So they're starting to show up in other areas of our research,

[00:23:44] which is always interesting when you start to see an organization sort of expand more. But I think what you're seeing with something like this, where they're enhancing what they're doing on the benefits basis is they're staking some claim as to the area that they're most well known for.

[00:23:56] And then I know is a big changing space right now. We just had, like I said, I'll be down at the plan source to talk to their customer advisory board. I just had a huge briefing in the last two weeks with a couple

[00:24:08] of benefits platform solution providers who are rethinking the idea of benefits administration and understanding how people not only sort of set it up inside their systems from an admin side, but how they select it as an employee and the kind of things that you ask around it.

[00:24:26] So I think this is we don't have a lot of spaces left to sort of rework and rethink in the HR space. We've done a lot of work in talent. We've done a lot of work in sort of core HR service delivery, even HR help desks.

[00:24:38] Benefits is one area where we have not spent, I think, enough time but needs more attention. And so it's good to see someone like a period and sort of take a lead here. I can. Yeah. And spec benefits, wellness, health,

[00:24:52] what everyone would think of it as there's kind of a I don't I was about to say a lighthearted story. I mentioned Elmo and that's because this is something HR executive pointed out that Elmo has an account on Twitter slash X

[00:25:06] and put out a little question just says, how's everyone doing? And they noted that normally there's about 60 responses. This had over 20,000 comments. And it was summarized as Elmo, we are not OK. And they're talking about the dread of going to work

[00:25:21] and how hard everything was and just a lot of workplace wellness. They ended up tagging it as such. And well, well, clearly touched a nerve there, but it does show that it kind of highlights, I think, as was phrased,

[00:25:34] the importance of HR's role in helping people with their well-being and their emotional and mental wellness. And it is really what we're doing here, right? That is at the end of the day, the role of HR when we're talking about all this emerging tech and new

[00:25:56] and exciting ways that we can help engage people at the end of the day. What we're trying to do is solve these issues of making sure that people are OK at the workplace. So this is interesting just because it shows that this is a big topic for people.

[00:26:10] And it's good to know that at least Elmo is listening and we are too listeners. Yes, I mean, it's people often forget that not it depends on who you talk to us to the start of HR and what it was.

[00:26:23] A lot of people, it's a manager compliance kind of thing. But part of it started out as a health and wellness element inside of a lot of organizations back in the day when there was no weekend

[00:26:34] and there was no 12 hour shifts were the normal and children were working inside of businesses and doors were locked to no short waste factories. Those kind of things at HR became the health and wellness department function first.

[00:26:47] It was the ones that kind of watched out for that area. And we I think it that conversation can get lost very easily in the conversation of AI and technology and talent and the right people and all in the right positions and all that kind of language.

[00:27:07] But if you really think about business outcomes, aren't achievable if your people aren't capable of effectively doing the work. It's just as simple as that. And there's a lot of other things that go into it. But at the minimum, they have to be well taken care of.

[00:27:24] They have to be safe. They have to be secure. They have to feel like they are prepared to do the work that you're asking them to do in a way that is a good environment. And then we can start talking to them about other things

[00:27:37] that are going on, things we want from them. But that hierarchy, right? That's what hierarchy needs. Yeah. And so that's really well said. It's I think it's so hard. It's so easy for us to forget, right? I think that was the term you use, Cliff.

[00:27:52] And that I hope if anything today, people kind of go away thinking about Elmo and his giggle and the fact that HR's got a bigger role sometimes than we often give ourselves credit for it, right? Absolutely.

[00:28:04] Well, and I also want to say, Stacey, we had almost done an entire episode without mentioning AI and you just had to throw it in at the end. My fault. We'll leave it on me. Yeah. But yeah. So yeah, that's that's that human connection, though,

[00:28:23] that will be something that can't be replaced. There's often talk about what's going on with jobs and was my role important or can I be replaced? And if you're able to connect with people and as Stacey just said,

[00:28:37] find what's really important about the role, then you are irreplaceable. Yeah, exactly. Well, guys, it's been a fun. I mean, I have to say fun, but it's been a it's been a bit of a romped down memory lane. A lot of these conversations were today.

[00:28:54] Yeah, I say this one. I had a fun. Yeah, we I do want to say a couple of quick things for our listeners. One is we are getting ready to update the annual HR system survey. We do this every year in February.

[00:29:05] It is a big part of what February is for us is meetings around what we're going to update, what we're going to change, what vendors are new, what organization names have changed, but also what questions we want to ask.

[00:29:16] And so just letting you guys know a couple of things we already know are going to be on the the the docket this year. We are going to be asking a lot more questions this year about the HR

[00:29:25] I S or HR IT or workforce analytics or workforce systems position. We're still kind of figuring out terms and names, but we always a little bit about that, but we're going to ask more this year because that seems to be an area we get a lot of questions.

[00:29:38] And we're definitely going to be asking some more compensation questions this year, Cliff, anything else you have already that from the conversations you've had that we're planning on sort of either asking more of or maybe even taking off the survey this year?

[00:29:50] Well, we're definitely going to go a little more in depth into AI. We were prescient enough last year to take it a step beyond just saying, are you using AI back technologies and asking about ethical use.

[00:30:04] And that's been of a lot of interest because people are starting to say, what do we need to have in place if we're going to be using some of these new technologies? What are some of the concerns?

[00:30:14] And so I think we want to do the same thing, expand into that. Not just is, are you using it? But how are you using these different technologies and what are some of the issues that you're running into and how are you solving these so we can tie

[00:30:27] that to business outcomes is what we do and really see where the impact is being made. So look forward to that. If it's something you've got an opinion on, you're seeing some stuff in your organization, the survey is the best time to get it out there.

[00:30:42] This is the time. Let your voice be heard. We really is the voice of the customer. It's not just a tagline. So really looking forward to it here. Yeah, definitely. We are and this is the time to talk to us.

[00:30:54] So as we wrap up today, a couple other big things. If you are looking to actually do an system selection right now or you're looking at trying to understand market landscape or you're looking to try

[00:31:04] and understand how to build a system strategy or how to do change management, all that can be found in the annual report, which you can find on our website at sapientinsights.com and at our research marketplace. Feel free to go access that.

[00:31:16] We also have an overview document that'll give you a good summary of what's going on in that paper, which we cover over 200 vendors in this year's report and input from over 5000 HR practitioners. Every time I say those numbers, it just makes me smile. Also, it's wild.

[00:31:32] It's what it is. Every day and every year, everyone's a whole work, you have to ask fewer questions. Nobody wants to answer that many. And every year we get one or two comments about just how long the service.

[00:31:40] But the rest of them are always like, this is interesting. This is cool. So I do think people are interested about where the stuff is at. Also go to our website to sign up for our newsletter to get ongoing

[00:31:50] updates on research launches where we'll be speaking or visiting and when you can participate in the annual survey, which again, is open May 1st to the public. So put that on your calendar. Be sure to listen to our sister, HR Huddle podcast.

[00:32:02] HR, we have a problem on the opposite week from ours, hosted by our CEO, Terry Zipper and the HR Huddle episodes. If you really like what you're hearing, please be sure to support the podcast by subscribing and leaving a rating and review where you grab your podcast.

[00:32:16] I think, Cliff, I know they're going to put an announcement out, but we hit 10,000, didn't we? That was that's already like it passed like last week, right? Yeah. And congratulations to us, but congratulations to you because that's you, the listeners, 10,000 downloads of our podcast. We are humbled.

[00:32:34] We are grateful. It's amazing. It sort of was we kind of bringing this theme together, but sort of validates what we're doing. And sometimes we worry, are we just nerding out about HR? But no, people seem to be there with this and we welcome it all

[00:32:50] into the warm and loving embrace of HR and Erderey. Definitely. I think that's my new T-shirt. HR and Erderey. There you go. To stay up to date with immediate breaking, HR tech news and get all behind the scenes of content.

[00:33:05] You can follow us at SAPI insights on LinkedIn, Twitter and Instagram as well. LinkedIn is really the best place that's where we're trying to put all of our content out these days. Wait, no, if you really see some good photos, I would say Instagram is

[00:33:17] where we're going for there, but LinkedIn is probably the best place to reach us. Thanks, Cliff, as always for putting together the content for this session this week and also thanks to our production team, including brand method media group,

[00:33:27] who helps us to produce our podcast run by the amazing founder Kelly, which, by the way, if you haven't had a chance, she's got some great new content in her own podcast that I'm just going out there. Go to brand method media group.

[00:33:38] She's now talking about her marketing tips. We really appreciate all the hard work Kelly has done for us. And she came up with our logo and our colors, which everybody knows. We kind of love our pinks.

[00:33:48] The Cliff and I did a webinar today, very pink and so he's amazing in that. And our marketing team, Lisa Renko and Sam Borla or Olano, sorry, Summer. Thanks to our listeners and community, we couldn't do this without you. Honestly, we really couldn't.

[00:34:02] And that's it for this episode of Spillin' the TNHR Tech. We hope it's been just the brew you needed to start the engines running this week. We'll be back in two weeks with another pot of boiling hot HR Tech updates and insights. Bye, everyone. Bye.