Recruiter Enablement in its Simplest Form: You Need To See PoetryHR with Adam Gordon

[00:00:00] I don't want to say, like in recruitment we are special and we need our own thing, right? Every business function thinks they're special and they need their own thing. But there are certain things about recruitment which are different from finance teams needs

[00:00:20] and the procurement teams needs and the IT teams needs. However, one thing that is clear is that enablement in a corporate environment is not new. It's just new in HR and in particular in recruitment. So sales enablement is being around for some time.

[00:00:42] DevOps and developer enablement has existed for some time. Alright, I want to talk to you for a moment about retaining and developing your workforce. It's hard. Recruiting is hard. Retaining top employees is hard. Then you've got onboarding, payroll, benefits, time and labor management.

[00:00:59] You need to take care of your workforce and you can only do this successfully if you commit to transforming your employee experience. This is where ISoft comes in. They empower you to be successful.

[00:01:12] We've seen it with a number of companies that we've worked with and this is why we partner with them here at WRKdefined. We trust them and you should too. Check them out at isolvedhcm.com That's Shopify.com slash tech.

[00:01:53] Hey, this is William Tinkoff and Ryan Leary. You're listening to the use case. We're watching the use case podcast. I always forget about the YouTube part of this with Adam Gordon and we're going to learn about poetry. So Adam, would you do us a favor and introduce yourself?

[00:02:10] Yes, certainly. Thanks guys for having me. Great to be here. I'm Adam Gordon. I am from Scotland in the United Kingdom, formerly of the European Union. Sadly. I've been in recruitment since 1999.

[00:02:31] I was a recruiter for three years after about two. I realized I never wanted to hear about any candidates ambitions and life story ever again.

[00:02:40] So I worked out in year three what I actually wanted to do and I went straight into recruitment marketing because I love all of the bits around. How do you get people into the room with you to talk about the job? So I really love that.

[00:02:55] So I spent the next six years or so in recruitment marketing at an agency called Have As People and then at PWC before starting my own businesses. And I became much more successful when I was not working for other people.

[00:03:11] And the first one, first business was a talent sourcing company. So we just sold our time for surfing the Internet. The second one was a marketing automation technology. So we effectively built a talent acquisition sort of equivalent to Marquetto.

[00:03:36] And over about five years, we built that company up. We sold it to Isoms in 2022. And in the first year that I was in, I was in Isoms for about 10 months and in the first sort of six months of that,

[00:03:49] I spent a bit of time with the sales enablement team there. And so it became quite familiar with sales enablement and what it's all about. And the purpose for enabling sales people with all of the right scripts, content assets, calculators, props, objection handling messages,

[00:04:09] things that they need to go from like first stage outreach right through to closing the deal, onboarding the customer. And there's a heck of a lot of stuff that sales people need. So while I was going through this process, I was thinking,

[00:04:24] what is it that we do to enable recruiters? And so when I left Isoms in January last year, I had a few ideas of things I was interested in doing next, but it was almost certainly going to be building technology which was inspired by sales and marketing.

[00:04:43] And so I did six months of focus groups, just finding out from people how well or otherwise do you enable your recruitment teams.

[00:04:54] And what I found was probably 80% of people give them an ATS, give them a LinkedIn license, give them an Indeed license and give them a phone and tell them to start pressing buttons on the phone and get on with it. Swim on little minnow. Yeah.

[00:05:08] Get on with it. Exactly. And so I did 200 hours of focus groups. There was nearly a thousand people that joined me in that six months to tell me what they were doing around that. I set up a YouTube channel called Recruiter Enablement. I interviewed over 150 people for that.

[00:05:26] And it was people from in-house talent acquisition, people that were filling jobs through to people who were senior leaders. It was people in RPOs. It was people in staffing companies. It was people in recruitment marketing and talent sourcing and talent analytics.

[00:05:43] It was a whole variety of different people. And yeah, probably 20% of companies had some kind of an initiative on the go. And that was mostly a SharePoint. And that SharePoint had some maybe some templates for job adverts.

[00:06:02] Maybe some guidelines for here's the logo you have to use and here's the boilerplate message for how we describe our company. So probably some learning. Before you go into the great things, why what's wrong with SharePoint? Like why are you hating on SharePoint? Hey there's so-

[00:06:21] It was working until you came along. My cousin has a horse and buggy. I ask him the same thing every time. Like, hey, what's wrong with the horse and buggy? What's wrong with it?

[00:06:30] Well, no, I mean, like compared to the 80% of businesses who were doing nothing, SharePoint was like an oasis. Good point. You know, it was wonderful. I found this place and it has job descriptions. Look at these links. Oh my God, the links, the links. Yeah, it's so brilliant.

[00:06:53] I can spend 25 minutes trying to find a job advert template in SharePoint when I go through all of the other crap. That's 10 years old. Yeah, this totally makes sense.

[00:07:02] But it doesn't really, I mean, kidding aside, you're not dealing with the objection response stuff that recruiters get from candidates.

[00:07:09] Or you're not dealing with all the other assets that they need to on both sides, both the hiring managers, because they're dealing with both hiring managers on one side and candidates on another.

[00:07:22] So, okay, how do you what kind of assets do they need to work with hiring managers in the most efficient manner and manner? And then what do they need in terms of candidates? What type of assets do they need in dealing with candidates?

[00:07:37] Because candidates like prospects will ask random questions. They'll ask them all kinds of different things. If you stutter just like in sales, if you get to that point, that's a great question. You've already lost the person. You might get them back, but you've lost them for that moment.

[00:07:58] Time kills all deals. You tell them you're going to come back to them with an answer to that tomorrow? Yeah, I mean there was one company which honestly they did a great job. The head of talent attraction is a big international business.

[00:08:12] You both know the company and you're a well-known brand and they had 120, 130 recruiters in the company, something like that. And the head of talent attraction had put together a SharePoint which was called the Talent Attraction Hub.

[00:08:26] And it was launched with great fanfare and in month one they had 90% adoption, 9-0. In month two they had 19% adoption. I was going to go for lower. Yeah, I mean it was a, you know, why? Because it was an unappealing user experience.

[00:08:43] They didn't enjoy SharePoint and you know, I would love Microsoft as a customer so I'm not going to go hard on SharePoint here. No, no, no. But SharePoint is too basic and not contextualized enough.

[00:08:57] There were a smaller number of companies that I found who had done a bit of a better job with confluence or with notion. Yeah. Or maybe with Monday.com, something like that. I mean that was a very small number of organizations that had done something like that.

[00:09:14] Better than SharePoints, easier to configure into the solution that you need. But it's still building a house with your hands. It's not technology that was built for what talent acquisition, with talent acquisition and recruiters need. Try it. You're making it work for yourself and you're patching it together.

[00:09:36] We call it shoe horning, right? You're shoe horning that solution in and sometimes, you know, y'all have all, we've all tried on shoes where you're just a little bit too big for the shoes. But you still try to make it work. Yeah, this isn't that.

[00:09:51] Yeah, I mean they needed to make it work to make it really work in notion or in SharePoint or any of these. You need quasi-engineering support to really bend it all into the right position.

[00:10:04] And then, of course, things change and the way that solution was built by people that I had to get into help me last month. Actually, my customers, the recruiters, they needed to be changed to this and to this and to this.

[00:10:21] It's an evolutionary document or evolutionary system to where people, the more they interact with it, the more they'll probably personalize it to what they need. Absolutely, absolutely. But the thing is, and I don't want to say in recruitment we are special and we need our own thing, right?

[00:10:44] Every business function thinks they're special and they need their own thing. But there are certain things about recruitment which are different from finance teams' needs and the procurement teams' needs and the IT teams' needs.

[00:11:00] However, one thing that is clear is that enablement in a corporate environment is not new. It's just new in HR and in particular in recruitment. So sales enablement is being around for some time. DevOps and developer enablement has existed for some time. Customer enablement. Absolutely, absolutely.

[00:11:28] We've got a smaller business function. Talent acquisition is not a big business function in most organizations. And so we were never going to be the first to get enablement. But here's the thing with so many companies that had 40 recruiters this time last year and have now got 28 recruiters.

[00:11:50] They're not going back to 40 recruiters, right? Right. They might go back to 32 recruiters but they're not going back to 40. So they've got to learn how to do more with less no matter what. Yeah. So how do people use it right now?

[00:12:05] What's the, give us the use case of how people use poetry, you know, just kind of some of the blocking and tackling parts of poetry right now.

[00:12:15] Yeah, so I'll just to like from those focus groups, Mike Hughes who was my Chief Technology Officer at my last business, Candidate ID. He and I on the 1st of August, we set up a company on the 10th of October. We launched our MVP looking back.

[00:12:34] It was not ready for the market. We thought it was great because we started with nothing. And two and a half months later we had something we thought was great. Our baby was beautiful. Oh yeah. Show the world our baby.

[00:12:49] Yeah, our baby had, we had work to do. His hair wasn't growing properly. It was like, not quite, you know, so every however, every day since the 10th of October, we have been taking feedback. We've been making it better between mid October and mid November.

[00:13:06] We got 270 companies to sign up for a free workspace account. And they've been giving us feedback ever since. We've over the last few months we've gone into much wider scale programs, pilot programs with enterprise level companies.

[00:13:29] And they're giving us daily feedback from what would it what would an enterprise TA team that's using Workday. What would what would they need from this. And we're going back to them within a couple of days having fixed almost everything that they need, you know, to be adapted.

[00:13:47] So anyway, the way it works is there's a when the recruiter logs on, they've got a desktop and on the desktop, there's little squares, Hollywood squares. And the Hollywood squares are we call them tiles. And each one of these tiles represents a solution.

[00:14:03] So the solution you click on the tile and it opens up the solution. There are tiles for four different groups for marketing recruitment, marketing for operations for rec ops for learning for recruiter learning. And the fourth one is slightly ambiguous tools, which means the other things.

[00:14:23] So within the marketing area, these are all native solutions that we've developed. The operations area is also all native solutions we've developed within learning. We're not trying to develop a social talent or talent sandbox type of here's how to be like improve your performance as a recruiter.

[00:14:44] That's not what that's about the solutions that so you would add a tile for social talent or talent sandbox or, you know, other learning type solutions. We're not doing that.

[00:14:55] What we have done is we've put we've put together a solution which has fill in the blanks for the talent acquisition leader or the rec ops person, whatever fill in the blanks around. Here's how we do ATS. Here's how we do CRM. Here's how we do career site.

[00:15:12] Here's how we do assessment. Here's how we do advertising. So it's all the tactical within this particular team. This is our way of doing things. So that's the kind of learning that we're giving. Another one that we're giving in the learning area is what we call research.

[00:15:29] And so if I am going to be working on a role, recruiters are often working on roles that they don't really know anything about. If you're in house, you're working on 30 rex. And so like I normally work on tech, but I've got a treasury manager job to fill.

[00:15:46] So I'm going to be going and seeing the CFO tomorrow. I can go into the research tile within poetry and I can click what's a treasury manager and automatically it'll explain it from me so that a 10 year old would understand it.

[00:16:01] And if I then is that AI or chat GPT that's coming in there. Yeah, so we have we use a large language model in the background and what we've done is so for example. If I'm working on, I'm going to be working this treasury manager role.

[00:16:19] There are multiple assets that I'm going to need to work on this role. So there's maybe eight different bits of information I need about what does this job mean who hires people like this? What do they get paid all that type of stuff.

[00:16:32] I'm going to need a Boolean string for this. I'm then going to need outreach messaging for this. I'm going to need a social media post. I'm going to need a job description. I'm going to need a job advert. I'm going to need the hiring manager kickoff meeting template.

[00:16:44] I'm going to need a candidate interview template. I'm going to need a lot of different things.

[00:16:49] So we built what we call a playbook function and I just click into the playbook and I say treasury manager based in Los Angeles and within two minutes, I'm going to get like 20 plus assets related to that job.

[00:17:05] We're using a large language model in the background, but we're sending a 5000 word prompt. I'm going to need to get into that large language model to return back from me exactly what I need as a recruiter. It's in the right tone of voice.

[00:17:18] It's in bullet points if that's what I want. It's in it's describing on the external facing things. It's describing my company properly. You know, it's all set up so that in a brand assets. It's already it's already set up there to where they're choosing what they want.

[00:17:36] And they can I would assume at that point they can edit it in case they need to edit it for whatever reason. And then in doing so, the large language model learns what they're editing. Yeah, I mean that's correct. That's absolutely correct.

[00:17:50] So on things like there's a lot of templating you can do at the beginning. So when the the when the admins for that team are coming into poetry, they get to go through a self guided journey. It takes about 15 minutes and that basically is setting up your workspace.

[00:18:08] So what is your EVP? What is your career site URL? What is your company's tone of voice? What are the pan tone references for the colors that you want to use in images that are created? Who are your competitors? Why do you stand out against them?

[00:18:26] You know, all those types of things and it guides you straight through fill all this in. And once you filled it in, it's done so that somebody in the US is getting all of their assets back in US English.

[00:18:38] Somebody in France is getting all their assets back in French. So it's automatically translating everything into there's 158 language 185 sorry languages. Right. That this is going to so for this is one of the things that we've learned from enterprise teams is English isn't sufficient.

[00:18:55] So yeah, there's there's a there's a lot of different solutions in here and typically what what what a talent acquisition team is currently doing is they are for the 30 plus solutions that we're offering within this one workspace. They are either using 30 individual solutions to get these tasks done.

[00:19:20] Or they're skipping a lot of the steps and they're not creating what they need to create, or they're spending a long time creating things that Ryan's already created it but I'm creating it today because I didn't know Ryan's already created it. So duplicate war.

[00:19:37] So Adam, so question for you we're talking a lot about obviously the poetry.

[00:19:43] But when you're when you're and I'm assuming this is a simple demo for you to do right is we recruit us a we recruiters need this right so demoing this feels like it would be fairly straightforward and simple but as you're demoing. When is that moment?

[00:20:00] What was that feature that you're showing where they're just like, that's what I need right there. Yeah, you're that's a great one. The aha moment. Well there's a few and they happen at different points. So the first aha moment is the first time that somebody sees the desktop.

[00:20:17] And they see all of the different tiles laid out in in a logical order.

[00:20:24] And including like, here's my isims and here's my beamery and here's my, you know, hiring solved or whatever it might be and they can they can they can see the tiles for everything that the recruiter needs in the one place they're like, Wow, this is going to stop the number of times that people are posting on teams.

[00:20:43] Hey, does anybody know where I can find whatever it is poetry poetry fucking poetry is the answer. So they don't need to keep asking tag that fucking poetry is the title of the title. Poetry. That's one of it.

[00:21:03] Let me let me ask a quick question in the demo because Ryan's onto something and I don't know if you've tried it yet, but instead of doing a traditional demo, why don't you just onboard them?

[00:21:15] All right, I want to talk to you for a moment about retaining and developing your workforce. It's hard recruiting is hard retaining top employees is hard. Then you've got onboarding payroll benefits time and labor management.

[00:21:28] You need to take care of your workforce and you can only do this successfully if you commit to transforming your employee experience. This is where I saw comes in they empower you to be successful. We've seen it with a number of companies that we've worked with.

[00:21:44] And this is why we partner with them here at work to find we trust them and you should too. Check them out at I solved hcm.com. Yeah, I mean, we're doing that. I mean, I see that's the fact that we won't do you know how.

[00:22:02] Yeah, well, I mean, I can see what you know like, okay, tell me what your EVP is. Okay, good. Let me edit. Okay, great. I think you're doing it for your site. Fantastic. Like, you're literally logging them in and showing them.

[00:22:15] And then at the end of it, it's like, okay, here's how you use it. Click, click, click, click. That's the demo. Yeah, I mean, there is it. There is a very large amount of friction in trying to sell recruitment technology.

[00:22:28] And there is even more when you're selling something that they're not familiar with buying. Right. And I know this from spending five years selling marketing automation technology to TA teams. It's right. It's a challenge.

[00:22:40] It's a big challenge because they don't have a line item in their budget for it. They don't necessarily have the skills automatically to be able to use it. And so we were really, we are obsessed about making this product so easy to use that

[00:22:55] my kids whose ages are single digits. If they use it, then a talent acquisition team can use it. But we're doing a few things around selling. So one is we have been doing pilots with large enterprise organizations where they'll bring

[00:23:14] on 30, 40, 50 of their recruiters and over a three to six month period. We're getting that weekly feedback from them. And as we're getting that feedback, we are designing the product exactly for what they need.

[00:23:30] So, you know, we read and when, when we can go back like the following day and say, hey, that thing you asked for it. Go and take a look at it. And it's like done. They go, wow.

[00:23:38] So that's one aspect of I mean, my belief is that if we have 20 companies that come through that process with us between now and the end of the year, I'll be surprised if 10 of those do not sign up for their whole 100 300 recruiters, you know, because they will

[00:23:57] have they will have loved what they've got from our products so much partially because of the cold concept of what it's about. And it's better than any process and, you know, tool that they've seen before, but also

[00:24:10] because they will be so happy and confident with the way that we have done what they've asked for. Right. That they're like, yeah, I mean these people will absolutely do what we need. And you know, we are we are obsessed about that.

[00:24:29] We are obsessed about the company getting what they need straight away. If you've got to do more with less, you're going to have to find a way to be efficient. That's just that's just kind of life as it is right.

[00:24:41] So if the if we're not going to go back to 40 recruiters and I don't think we are as well, then you're just going to have to find a way to be efficient and that you making a job description, Ryan making a job description, I'm making a job description.

[00:24:55] That's just inefficient. So however that gets fixed that makes sense to me. I did have a question about workflow. Like where do you is it is it you're obviously interacting with the systems that

[00:25:08] they that they use, but where where do they use you to use you when they add bespoke when they need you? Or is it sitting on top of something like what was that one? It is there. It is their workspace. It's open all the time.

[00:25:22] It's as important as their applicant tracking system. Why because it's solving so many problems. It's addressing so many of the things that they do. And I mean, I've said this. I said this on LinkedIn or Facebook earlier today.

[00:25:38] I really but I tell you what it was somebody had posted that high Bob has launched its applicant tracking system. I thought a high Bob has an I'm sure it's had an applicant tracking system for years.

[00:25:48] And I'm thinking that even if that's not not the case then that's an HRIS I think which has got you developed an applicant tracking system. You've got chatbots that have developed applicant tracking systems and you've got advertising products that are developing up with the tracking

[00:26:05] systems and you've got a whole load of different technologies that are developing up with the tracking system. Why because the ATS has made itself really vulnerable to people landing on their lawn because they haven't solved enough problems. All they've solved is like you're starting to workflow a vacancy

[00:26:21] and they've thought that's air traffic control for recruitment. Is there traffic control for the vacancy? And they should have really broadened out their capabilities considerably. And if I'm an applicant tracking system company right now that doesn't have a CRM capability and video capability and assessment capability,

[00:26:40] I'm really vulnerable to becoming obsolete. People don't really need a great way of managing a vacancy. That's like 20% of what a recruiter does with their day. So no, it's open all the time. Poetry is open all the time.

[00:26:57] It's one of the three most important tabs that they have open. They don't just come to it when they need something niche to be done. They're using it all the time and we are really cognizant of this important thing which is and Mike says it all the time.

[00:27:12] Mike's my CTO. He's my co-founder and he says it all the time. Nearly every day he says we're over indexing our messaging on generative AI and I'm like you're absolutely correct. I know that that is true.

[00:27:27] And the reason that he says this is because the core proposition is about enabling people to find what they need in record time to save time on getting their tasks done, not to create the things that they need but to find the things that they've already created.

[00:27:46] Now, the ability to create brilliant new things rapidly which are on brand and are better written than you can write and that are like look great. That's the sexy bit. You know, that's the bit that people go, oh, that's great.

[00:28:06] But actually the most important thing is that I can find that great job ad that Ryan wrote up three months ago and that great social media post that William wrote six months ago. Being able to retrieve the things that have already been done,

[00:28:22] that's actually where the biggest savings are made. So you mentioned something I think that's really important. I want to maybe go back and spend some time on is that managing a vacancy is 20 roughly 20. But I probably I agree with that number. It can be smaller than that.

[00:28:41] But I think that's important because a lot of people misunderstand the fact that a recruiter is not just working on vacancies. There's this entirely different world where recruiters are spending their time each and every day and they don't have a system to manage that, right?

[00:29:00] It's on their desk. It's in a notebook. It's in notepad. It's in Evernote. It's here. It's there. Intranet. Intranet. It's on SharePoint somewhere. It's on the Himes tab somewhere written on the hand. Yeah. If my daughter's case is all the way up and down their arms and

[00:29:15] all that crap. Yes, absolutely. So I think that's important. I want to maybe dig in there. Where where are they spending? We'll just say it's 2080 20 right? So they're spending 20% of time managing vacancies. Where is the other 80% of the recruiters time because I

[00:29:30] see as you're talking and saying no when you answer Williams question, it says no poetry is open all of the time. Right. This is their home. And I've seen organizations use tools like Monday, for example, you mentioned Monday earlier. That's their truth right there, right?

[00:29:51] They come in, they open up Monday. They've got their little dashboard. They've got their works, but they got all of this stuff. And that's it. And if they need to exit out of Monday for a reason, it's generally because they're being kicked out to Google Docs

[00:30:06] or something to that effect to go grab an asset and bring it back in. So I'm curious to get your take care. Where's that other 80% where is where's poetry sit within them? So, yeah, I mean, I think that it's probably 40% on attraction.

[00:30:24] Attraction being a combination of sourcing and marketing related things. Right. So 40% on attraction 20% on managing the vacancy 20% on stakeholder management, internal meetings, things like that. And the final 20% of that is probably dicking about on LinkedIn. Right. Like doing things that are actually not very productive. Sending emails.

[00:30:54] Flirting, whatever. Hey, I just leave comments. I'm not. Yeah. I mean, I don't know. I don't know exactly what a do note is from our research. We think we can save an average recruiter 64 minutes per day. And that's based on two specific things that we're

[00:31:19] attacking in terms of their time. Now that's 64 minutes managing other platforms or keeping them within poetry and streamlining all of that. 64 minutes per day on not having to recreate things that have already been created. Right. On saving time creating things that would normally take

[00:31:40] them longer and on trying to find things. We understand that a recruiter spending 24 minutes per day trying to find things. I mean, that's over two hours a week on just trying to locate a policy or whatever it might be. So, you know, 64 minutes per day.

[00:31:59] Some of our customers have said they think that's conservative. But I think so too. Yeah, I think that because if they're spending 24 minutes a day looking for things, there's also the 20 minutes post looking for that thing. That's they're not tweaked. That's right. Yeah. Yeah. Still coming back. Yeah.

[00:32:22] If you're a technical recruiter that's hiring, let's say Java developers keep it real simple. And that's your job. That's what you've been doing all along. There's probably less inefficiency in what you do. Yeah. Because you've built the job description. Yeah. You know, all that stuff.

[00:32:39] But how many people do we know in the world that are just hiring one position all the time? It's like I can't think of a person. I mean, there's there's mega enterprise companies where they've got teams of people that are, I mean, it's normally tech non-tech, isn't it?

[00:32:55] Right. So however, even in companies like that, there will not be a week that goes past where a recruiter is not hiring something that's new because there are so many new jobs getting created. That's right. That's right. You know, so yeah.

[00:33:12] One of the questions that I have about poetry is, you know, sometimes software sold and because you know, marketing automation really well early in my career, I did work with Aliqua, which was bought by I think Oracle. Yeah. And I always told customers because we did

[00:33:32] implementations at the time of Aliqua and I told them like this is listen, no one's going to tell you this but I will. This is headcount. Yes, the software is going to do all the things that they say it to. In fact, Aliqua in particular was a Cadillac.

[00:33:47] It had more functionality than people would ever use. But you're going to need a gal or a guy. You're going to need someone that's skilled and understand on how to use this. And I don't think candidate ID was that way.

[00:34:02] I'm pretty sure poetry isn't that way but who's the admin? Who's the one that actually, because see all the recruiters doing what they need to do and as long as they learn how to use it. But like who's the person keeping, not keeping

[00:34:20] between people between the lines but how does that happen? Yeah. Good question. And we are another thing we're obsessed with is on, I mean it links with the whole concept of we want to keep it simple. Like as little clicks as possible, as little

[00:34:41] options for journeys as possible. We have completed version one of our self guided onboarding and it's a really good experience but it's going to get better and better. We want anybody in a talent acquisition team to be able to easily use any of the 30 plus native

[00:35:04] solutions without having to ask anybody else how to do it. There are, there needs to be. Oh I got a question about that real quick. Yeah. If someone's been, if someone's never recruited. Yeah. So they're new to recruiting and they have to learn all this stuff.

[00:35:24] Is there a way in the kind of the onboarding to figure out their experience level? Do we know anything about them and can we give them different ways to walk through? Yeah. Maybe not now but you know what I'm talking about right?

[00:35:40] Yeah, I do absolutely and as I said earlier my kids age is both single digits and if they can use this it's ready for a brand new recruiter. Right. What we will be doing is we've got two different experiences onboarding experiences right now.

[00:35:57] The first is for admins and the second is for recruiters or users. Right. So admins and users. We will have more bespoke experience, onboarding experiences for recruitment marketers and for employer branding people and for talent sourcing people and that sort of thing. So we will segment it further.

[00:36:18] We'll keep doing that. There are today admins and users. The users are recruiters. The admins are in a large organization or a smart organization. It's people with an enablement job title. So Rockwell Automation has somebody whose responsibility is enablement. Takeda, the pharmaceutical company has

[00:36:43] three soon to be four people responsible for enablement. Sprouty Social has two or three people responsible for enablement. This time last year I think there was about 100 people in corporate TA teams who had an enablement job title and today a year later I think it's 300.

[00:37:02] So it is a growing discipline and it's one that companies are more focused on because I think of the pressure to do more with less and the learning that's happened from other T business functions that have had enablement people. So it's a growing area but for most companies

[00:37:25] which don't have people that are dedicated to enablement it's probably the people responsible for recruitment marketing and or recruitment operations. So the recruitment operations people will probably look after the governance of how it's used and probably the rollout and they'll look after all the things around policies

[00:37:44] and processes and things like that but there's a very considerable recruitment marketing element to enablement and so recruitment marketers will be looking after all of the templates around here's the intro for job ads, here's the outro for job ads, here's

[00:38:01] the tone of voice, here's the way that we do things like the guidelines around images and videos and things like that. They'll be the ones who decide are we going to enable the generative AI or are we not? Are we going to include video, include images

[00:38:24] or for text only? So it's in a team of and this is one of the reasons why I think we felt like we didn't know who it was for when we knew recruiters needed this but we didn't specifically who it's for.

[00:38:39] We if I'm going to get really granular with who it's for now it is companies of 5,000, well it's talent acquisition teams of 50 plus who are on work day in the UK or the USA and the reason why they're on work day is because they're probably pretty

[00:38:58] feature deprived, they're probably pretty solution deprived and we can integrate if needed with work day and we can give a team that's on work day a very very considerable amount of new solutions within one workspace and compared to a company that's on baby isims or something

[00:39:23] like that they've probably got some good things already. But if you're on one of these ERPs that is being used as an applicant tracking system there's a lot of things that we can get very very big boost very quickly. Let's talk let's jump forward a couple

[00:39:43] of years and I know that's hard with how quickly things are moving. What does poetry look like in its next couple of iterations? So it's not going to be doing anything applicant tracking system or CRM or candidates, it's not going to have any candidate functionality whatsoever.

[00:40:06] Simple truth is our company will probably get bought by a business which does that and so we don't want to tread on in their territory they do it better than we do we're not going to get into that. It is the two years from now

[00:40:22] poetry is used by every Fortune 500, FTSE hundred company and every RPO business that's out there it's the air traffic control for an individual recruiter. Some of the solutions that are in there today are probably made obsolete because that type of solution is not something

[00:40:45] recruiters need anymore it's going to be it's going to have a very heavy focus on enabling hiring managers as much as it is on enabling recruiters and we already have some capability in that area but it's going to be a lot lot more of that.

[00:41:03] On the generative AI side video is going to be as easy to do as text is today so we're monitoring all of the developments on that and we're keeping up to pace with like you know what's happening open AI is what we use we're monitoring and making use

[00:41:30] of all of the other large language models for different things so that we can continue to keep on trend with what we should be using because it might not always be open AI they've got a massive head start right now a really massive head start what we can

[00:41:50] get from Gemini or from BING sorry BARD is not the same as what we can get from open AI at this point but the way we've architectured our prompt engineering it's agnostic it's lift and shift into just switch that one

[00:42:05] off switch that other one on and in fact we've already got that capability if a company wants to use BARD instead of open AI it's within the workspace area it's just switch a shift and you know they can do that nobody has actually

[00:42:18] they're all on it. So you're actually giving them the option to make that switch it's interesting okay. Last question for me is questions that need to be asked from practitioners to you in terms of buying like they've never bought recruiter enablement before for in any

[00:42:35] way shape or form what questions should they be asking? How much does it cost? First users free for every company we've got a we're doing a few things that are not familiar to the industry that we're in so the first is you know they haven't bought recruiter

[00:42:55] enablement technology before so we're selling a new type of solution the second thing is they haven't bought something which has got a self-service first model they're used to people holding their hands and implementing it maybe turning up in their company and doing training sessions and you know

[00:43:12] involving project teams this is a switch it on go through the self you know guided journey and you can start so I mean there's no hidden catch in that we really are making it as simple as possible so you know that's a

[00:43:28] that's going to be a challenge for us to communicate first users free second user through to the one millionth user is $120 per person per month so it's $1400 annually team of ten $14000 team of a hundred $140,000 there's no additional costs there's no implementation costs there's no premium

[00:43:56] pricing there's no discount for volume and these things all may happen in the future but at this point we want to eliminate any elements of I've got to think about that and I've got to think about that and I've got to think about

[00:44:10] that now forget it's $120 a month per individual nothing else to think about if it's too cheap then I can show you that it works if it's too expensive then come back when you can afford it right right right now everybody gets a land rover listen this

[00:44:28] has been a wonderful show thank you so much for carving out time for us absolutely appreciate you Adam thanks for having me yeah I was the response to you there and I'm getting thank you thank you so much for having me I really enjoyed it awkward

[00:44:45] dismount great you're gonna you're gonna you're gonna you're gonna there's a couple of bits in here where I probably cut out that's an advert for Starlink okay that's that's that's the true that's the truth of Starlink it's true heroes true heroes everyday heroes alright thank you again

[00:45:06] brother appreciate you great to see you all the best