Sync2Hire: Revolutionizing Post-Application Recruitment Communication

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[00:01:03] Hi, this is William Tencup and Ryan Leary. You are listening and hopefully watching the

[00:01:08] Use Case Podcast. We have Brian Sherlock on from Sync to Higher. We know Brian. We've

[00:01:15] known him for a long time. So, Ryan, how are you doing today?

[00:01:19] Is that Ryan or Brian?

[00:01:20] Ryan with an R.

[00:01:21] I got confused on that too.

[00:01:23] You can just do what my in-laws do. Just call me an asshole and we'll be good.

[00:01:29] Nice.

[00:01:31] That's the title of the show.

[00:01:32] Do we publish these? I shouldn't do that.

[00:01:35] I'm all good.

[00:01:36] That's great.

[00:01:37] I'm all good. I'm excited to have Brian on. We're talking about some good stuff today.

[00:01:41] Good. Brian, introduce yourself. Tell us a little bit about you.

[00:01:45] Yeah. Thank you, guys. Likewise, I've worked with William and Ryan quite a few times already

[00:01:52] and had some great conversations around the industry and HR tech in general. I'm the founder

[00:01:58] and CEO of Sync to Higher, a Slack-like tool built specifically for recruiting and exciting

[00:02:05] to ask any questions you guys have for me and share a little insights on our platform and

[00:02:10] the technology we've built over the last couple of years.

[00:02:13] Let's kick off, man. Let's learn about what you're doing.

[00:02:15] So, talk to us about Sync to Higher. What exactly is the problem that you are out to solve?

[00:02:21] Sure. So, we're solving for the gap in communications post-application.

[00:02:27] So, candidate applies for a job, lands in the ATS, right? The communications have to start happening

[00:02:34] between all the stakeholders involved, your recruiters, your hiring managers, your coordinators,

[00:02:39] panel interviewers, even external guests, you know, consider a staffing agency that's supporting

[00:02:44] that position or positions, right? And what we do is enable our customers to have a collaborative

[00:02:52] environment that's also compliant, right? And to centralize all their communications

[00:02:57] and auto-synchronize with their ATS so there's no duplicate entries or disrupted workflows whatsoever.

[00:03:03] So, you've said three Cs, if I got that right. Communication, collaboration, and compliance, right?

[00:03:10] What are people, when you use that type of framework, and this is, again, for the audience's sake,

[00:03:16] this is post-apply. So, everything that happens on front of funnel is wonderful. You get them to apply

[00:03:23] however that happens. Great, they apply. You're taking care of the communication. Sync to Higher is taking

[00:03:29] the communication after they've applied, correct?

[00:03:34] That's right. After they apply. So, what happens today, right, and happened over the last

[00:03:39] many of years, is companies have invested in, and investors too, have invested in these pre-application

[00:03:46] tools, right? So, your text recruiting products, your text to apply, your automation tools, and even the

[00:03:54] chatbots that have popped up and been, you know, super relevant lately. Those are all great and serve

[00:03:59] an awesome purpose of luring candidates to apply for the job, right? And sifting through, say, on average,

[00:04:06] a big ATS, you know, a customer can have 5,000 to 7,000 applicants on a given day, right? So, chatbots

[00:04:11] are enabling, you know, them to sift through those resumes, right, and the candidates, and to identify

[00:04:17] a short list of candidates that are qualified, right? But once the candidate applies for that job,

[00:04:22] and they land in the ATS, there's a huge drop-off, whereas the customers, right, are

[00:04:29] leaving their ATS, which is the source of truth, to have conversations scattered across Slack,

[00:04:35] Teams, any general communication tools, including, you know, emails. So, you have recruiters sifting

[00:04:40] through multiple inboxes to find pertinent information, and that gap of time alone, right,

[00:04:46] is very significant because it's the matter of, you know, keeping a candidate, right, and being able to

[00:04:52] hire that candidate potentially, or losing them an active process, right? So, when companies are spending

[00:04:57] and, you know, investing so much money and time into pre-application, right, with all these amazing

[00:05:02] tools to then have it drop off post-application, which is, you know, just as important, right,

[00:05:08] to get this candidate hired, that's where they're missing a tool such as Sync2Hire, and that's really

[00:05:12] the gap we're solving for. So, before we get in deep to the product, tell us the backstory here.

[00:05:19] Why Sync2Hire? What's the driving force behind this?

[00:05:23] Sure, yeah. So, I have a background in staffing, and I ran a tech recruiting-specific talent events

[00:05:30] around the country, and the biggest complaint, right, and problem we saw at these events,

[00:05:35] because there was a lot of networking between stakeholders at companies, at the booths,

[00:05:39] and the candidates shaking hands after the event. There's no real communication for it. So,

[00:05:45] you know, that's where we thought of post-application communications. We started researching a lot

[00:05:50] in the industry. You know, obviously, Colin Day is the founder of iSIMS and on our board,

[00:05:56] and when speaking with him, he invested in a product called Text Recruit. Back in the day,

[00:06:01] it was very successful pre-application. He saw this as the next generation and really solving the gap

[00:06:07] for the post-application communications. And over the last two and a half years, we've built a really

[00:06:12] substantial product that, you know, integrates directly with all the top applicant tracking

[00:06:17] systems to support, you know, both end customers and staffing agencies at large.

[00:06:23] So, tell us, Sync2Hire. The name comes from a place. Where does it come from?

[00:06:28] Well, name comes from a place of Colin Day. Thanks to him, we were all on a call and kind of

[00:06:35] collaborating on this, and we had a number of names, and we had an agency help us out, too,

[00:06:40] and they were brilliant with our branding. Modusmark, we'll give a shout out to them.

[00:06:44] Kate Jackato and team, you can see our new website, Sync2Hire.com. But, you know, Colin,

[00:06:50] you know, a lot of our talk is all about syncing up, right, and syncing with the ATS. We sync the data

[00:06:56] with the ATS. So, what we do is we sync the employee, the job, the candidate application,

[00:07:03] and interview data back into our platform. And I think what's different about us is that our sync-up

[00:07:09] takes about five to ten seconds, right? So, in order to get even an enterprise customer, but,

[00:07:15] you know, we support customers of all sizes, an enterprise customer could get up and running within

[00:07:19] 24 hours and start collaborating to recruitment-related conversations with candidates in

[00:07:25] certain rooms tied to jobs coming from the ATS. So, basically, all of our talk on a daily basis about

[00:07:32] syncing up teams, right, securing talent, and, you know, syncing data back and forth from the platforms.

[00:07:38] Tell us a little bit about your targets here. So, who's the user of Sync2Hire? We talked to small

[00:07:44] companies, big companies. You mentioned enterprise, small business. Walk us through that. Who should

[00:07:48] be looking at Sync2Hire? Yeah. So, it's companies of all sizes. And when I say that, it's really geared

[00:07:54] around, you know, companies that have hiring complexity, right? The companies that are going

[00:08:00] to gain a lot of value from this are the companies that have a ton of job openings, a lot of recruiters and

[00:08:06] hiring managers involved. They have panel interviewers, they have, you know, recruiting

[00:08:11] coordinators, and they have multiple stage interviews, right? So, a company that, you know,

[00:08:17] has a lot of different hiring stages already built out in their ATF is going to get a lot of value from

[00:08:22] this. So, S&B, bid market, enterprise, and like I said, both the end customer side and the staffing

[00:08:28] agencies can really get a lot of value from it. So, you mentioned the word rooms a second ago. What is,

[00:08:35] what is that, what do you mean by that? So, if you're familiar with Slack or Teams where you have

[00:08:41] channels, those are our channels. So, once your data is synced with our platform, on our left-hand

[00:08:49] panel, you'll see all the jobs that you've been related to or assigned to from the ATS hit our

[00:08:54] platform. And under those jobs, you could funnel different rooms. Those rooms are your channels,

[00:08:59] right? A place where you collaborate with different stakeholders, and you could relate those rooms,

[00:09:05] specific candidates, right? So, now you're tying candidates to rooms and rooms to jobs so that

[00:09:12] everything's organized, and you could group that by jobs. You could group that by candidates. This way,

[00:09:18] everyone's on the same page at all times. You know, traditionally, where people are dispersed across

[00:09:24] general communication tools, that's wrought with mistakes. It's not compliant. And there's a lot of

[00:09:30] miscommunication and misalignment, which is, you know, key aspects to success in this industry.

[00:09:37] Brian, two things I want to talk about. You mentioned compliance a bunch. I know that's

[00:09:40] important to a lot of people, obviously, in the hiring process. So, maybe one, walk us through

[00:09:46] your differentiator on why companies need to care about compliance in this situation. But two,

[00:09:53] when we've seen the demo, and I know we're not doing a live demo here. Sure. But in the demo, you

[00:09:59] walk this through a part of the platform where it has a little pop-up that doesn't let me say bad

[00:10:06] things. So, talk about that a little bit as well. Yeah. So, we call it our compliance intelligence.

[00:10:13] You know, it's a strong AI recommendation. But what it does is it ensures that every recruiting and

[00:10:20] hiring team member, right, that's using Sync2Hire is 100% compliant. And that could be across EEOC

[00:10:26] standards. That could be across GPDR. And even company policy, which could be customized within

[00:10:32] our platform. So, if recruiter A hops on and goes to send a message to a candidate, right,

[00:10:38] asking something like, how old are you, right? Something so simple that you wouldn't think

[00:10:42] is non-compliant actually is non-compliant. We flag that and our AI gives, you know, four or five

[00:10:49] different recommendations that you could plug right back in that is compliant. This way, if a company

[00:10:54] gets audited, you're seeing this more than ever. A lot of audits and penalties occurring from

[00:10:59] candidate conversations directly with these recruiters and hiring managers that you can avoid

[00:11:04] that completely. And then you could also use our summary, right, our synchronized summarization,

[00:11:09] which you could, you know, bring those conversations and sync them back to the ATS so that you always have

[00:11:15] that chat history and your retention period, you know, into the source of truth, which is the ATS.

[00:11:21] One of the things I love about the compliance is it's bad actors are going to be do bad things,

[00:11:28] right? That's just going to be the case. And that could be a candidate being inappropriate. That could

[00:11:33] be a recruiter being inappropriate. That could also be a hiring manager or anybody in that whole process.

[00:11:38] And so, again, you're not going to stop them necessarily from being inappropriate.

[00:11:43] However, you're going to capture it. And so the company, you're going to learn. And again,

[00:11:50] now the company can do something with that and protect themselves.

[00:11:54] Yeah, especially with new hiring managers coming in. If you have a large team, right,

[00:11:58] think about 15 hiring managers. You know, HR has to train them up on what the company policy is and

[00:12:04] the EEOC, you know, guidelines. Our analytics capture all this data. So whoever's managing

[00:12:10] the position and has the accessibility from the ATS to our platform is going to know, you know,

[00:12:16] X, Y, and Z recruiter has been noncompliant in this category four or five times. It gives some

[00:12:21] easy training modules and education around how they can, you know, improve.

[00:12:25] Let's go deeper on the demo. So you're, you're in the demo, you're walking people through the

[00:12:30] platform. Where, where in the demo do the people that you're talking with, the people that are

[00:12:36] looking at the platform, where do they kind of go, whoa, I need this. This is actually something I

[00:12:42] need to consider. Yeah. I think one of the great parts about our platforms, as soon as the sync

[00:12:48] happens, right. And you land on your dashboard, you get a peace of mind, right? There's organization

[00:12:53] right away. You can see, oh, wow, my conversations are tied to jobs. I could filter by, you know,

[00:12:59] group jobs and group candidates and departments and regions and locations, right. Are all there

[00:13:05] and they're already auto populated, right? So all the accessibility and the permission controls

[00:13:11] are syncing directly from the ATS to our platform. So when, you know, user A goes onto the platform to

[00:13:19] use it, everything's already populated for them. So there are no, you know, duplicate entries,

[00:13:25] right. Their, their workflows aren't disrupted. It's completely a place to go. Ah, I could breathe,

[00:13:31] understand where my conversations are, what jobs I'm assigned to and relate candidates to those

[00:13:37] conversations so that everyone's on the same page and the teams are synced. So I'll rephrase.

[00:13:43] I think what Ryan was trying to get as the aha moment in the demo, when you show people the demo

[00:13:51] and they're like, Oh my God. Like I would say around the compliance, definitely the compliance piece

[00:13:58] because it flags it within seconds. It analyzes the message and gives the recommendations to

[00:14:04] everything that is compliant for you to plug right back into the conversation. Compliance is sexy.

[00:14:08] I've been telling Ryan this for years. It's super sexy. He's still not a hundred percent on board.

[00:14:14] No, I'm sold. It was just a little more boring to me back then. It's, it's actually, it is important.

[00:14:21] Turns out. Well, some of it is because we, on our new show, Ryan's on the EEOC website like every week

[00:14:29] and he's seeing all these cases of people doing stuff that's completely self-inflicted, completely

[00:14:36] could have been avoided, like all these millions of dollars and fines and all that stuff.

[00:14:40] Yeah, they're big lawsuits.

[00:14:42] Huge.

[00:14:43] Huge lawsuits.

[00:14:45] And they're easily avoidable.

[00:14:47] Yeah, exactly.

[00:14:48] Self-inflicted. So one of the things I wanted to ask you is,

[00:14:53] communication, collaboration, compliance, got all that, but this is leading to somewhere and it,

[00:14:57] it feels like speed to hire or in quality to hire. Like this is, we're doing this for all those reasons.

[00:15:04] Great. Like I get that. But at the end of the day, what everyone's going to care about, all of those folks

[00:15:10] is how fast this happens.

[00:15:13] Right. We're all at quality level.

[00:15:15] We're geared to velocity.

[00:15:17] Right. So speak to that. Tell us a little bit about what clients and prospects and even partners,

[00:15:24] what do they say when you, when you're, when they see it and they can relate speed and quality to it?

[00:15:30] Yeah. So one of the few great accomplishments we've had to date is integrating with 20 plus ATS partners.

[00:15:39] And some of those were already, you know, marketplace partners enlisted in their, their hub.

[00:15:44] But, and some of them are now requesting custom tabs, right?

[00:15:49] So that their customers never have to leave the ATS because what happens is, and today it's still very prevalent is as soon as they start communicating with conversations related to a candidate,

[00:16:01] they're jumping out of the ATS and then using the email, using the teams, using the Slack. Right.

[00:16:06] And now those conversations get lost between the stakeholders, right?

[00:16:10] And in those different segments of channels and there's, there's no way to find the information they need quickly. Right.

[00:16:19] But with us, they can, you know, hop on, see everything quickly, move the candidate down the line, give them a great experience

[00:16:25] and ultimately have more velocity in their decision-making to get these candidates hired fast. Right.

[00:16:32] And retain talent.

[00:16:34] How did we, this is maybe for both of you guys.

[00:16:36] I mean, recruiting isn't new, right?

[00:16:39] I mean, it's been around a little while.

[00:16:41] How do we get along without something like post-application communication prior?

[00:16:45] I mean, it feels like it was just, it just happened.

[00:16:49] Right.

[00:16:49] And, and it happened poorly for the most part.

[00:16:52] We always complained about it, but maybe like how, William, you probably have more insight than we do on this.

[00:16:59] I think for me, Ryan, I think it's, uh, some of it is the complexity of hiring now because of people can be anywhere in the world and, and, and teams have gotten smarter about how they want to hire and all that stuff.

[00:17:16] So I think just the complexity, but also I think it's the, the lawsuits that you see every week and people getting tired of self-inflicted wounds.

[00:17:29] And we really haven't focused with the candidate experience.

[00:17:33] We focused a lot, really over-indexed on pre-apply and all the things that need to happen in pre-apply, which is great.

[00:17:42] Cause we were really, that was horrible.

[00:17:44] That, that, that experience that candidates have, have, have, and have had, has been a horrible experience.

[00:17:51] We really haven't focused on the post application in the same way and use the same kind of logic of like, you know, they still have a journey.

[00:18:02] The negative I would say, uh, with recruiters and with hiring managers is they're probably addicted to wildcatting and change and just doing shit the way that they wanted to do it.

[00:18:15] So if they wanted to text, it is text.

[00:18:17] If they wanted to use a WhatsApp or, uh, or if they wanted to use Facebook or LinkedIn or email or smoke signals, they just did whatever the hell they wanted to do.

[00:18:27] Because there was nothing there.

[00:18:29] Well, they did as they get it done.

[00:18:31] Some of it was, yes, you're right.

[00:18:33] And some of it was, they were just judged by the output.

[00:18:36] Does, do you have, I need five candidates.

[00:18:38] Right.

[00:18:39] How quickly can you get them to me?

[00:18:40] How quickly can you get to it without regard to what was the experience for the candidate and were you compliant in doing so?

[00:18:49] Well, as a recruiter.

[00:18:51] We're all your stakeholders on the same page at the same time.

[00:18:54] Yeah.

[00:18:55] Right.

[00:18:55] Well, and as a recruiter, we didn't care about that.

[00:18:57] I was going to be like, we didn't, we were just like, you know what?

[00:19:00] I need to get Brian into this position.

[00:19:02] My hiring manager needs to meet him.

[00:19:04] I don't care how it was.

[00:19:05] Whatever in my mind, whatever was good for the candidate was good for me.

[00:19:09] And that's how it went.

[00:19:10] Now, obviously there's a lot of flaws there.

[00:19:12] Right.

[00:19:13] And that's where, right?

[00:19:13] There's a lot of, a lot of issues there.

[00:19:15] But that's also what you were taught.

[00:19:17] That's how you were taught.

[00:19:18] That's exactly what we were taught.

[00:19:18] We were taught to go get it done.

[00:19:20] Right.

[00:19:21] Brian, did you have anything different?

[00:19:24] No, no.

[00:19:24] I agree completely.

[00:19:26] And, you know, I think it was shocking to us too, right?

[00:19:28] When we came to market and developing this over the years and, you know, all the people that have built HR tech solutions and the investors that have invested in a lot of the pre-application tools, right?

[00:19:38] Just that we didn't see anyone hit the mark on post-application.

[00:19:42] And, you know, as, you know, months and months ago, as we kept gaining validation, right, and getting these partnerships, we saw how huge of a gap there really is in post-application communications.

[00:19:54] And what an opportunity it is for us to provide a lot of value for customers and our partners.

[00:20:01] And the biggest takeaway for me is that, you know, these customers are spending so much money on investing in the pre-application tools to get those candidates to apply for the job.

[00:20:11] And then, you know, they're losing their investment by not having a solid post-application tool in place to, you know, take over where those, you know, tools left off.

[00:20:21] It's like driving people to a retail outlet only to be out of stock on whatever was there.

[00:20:28] That's why Amazon exists.

[00:20:30] That's why Amazon exists.

[00:20:32] That's also, if you go to a history lesson, that's also why Kmart failed is because they'd run circulars and they would say, you know, tides on sale, whatever the bid is, two for one.

[00:20:44] And then when you'd get there, there's no tide because their distribution was off.

[00:20:49] I could remember years just having my parents just getting rain checks, rain checks, rain checks.

[00:20:55] And they never go back and get it.

[00:20:56] They go somewhere else at some point or we just went without it.

[00:20:59] So what Walmart did at that particular point is they over-indexed on distribution so that they could, when they ran circulars, it's going to be in stock because they could see the fail at Kmart and at Sears.

[00:21:12] So I think one of the things that Brian would sink to hire is doing is it's bringing efficiency to an area of recruiting that's just not been efficient.

[00:21:23] I mean, again, some people do it really well.

[00:21:26] Like, no hate.

[00:21:27] Whatever their process is, it is compliant.

[00:21:30] And they do communicate.

[00:21:32] Some recruiters do this innately.

[00:21:35] But it's not an efficiency.

[00:21:38] And I think one of the things that I love about what you're solving for is it's just an area in hiring that we've just never really been efficient in.

[00:21:47] What I'm hearing is that as a recruiter, I contributed greatly to your idea and to the success of Sink to Hire.

[00:21:54] So you're welcome.

[00:21:55] You don't have to thank me now.

[00:21:57] Thank you.

[00:21:58] Say your welcome.

[00:21:58] Because of all your poor behaviors?

[00:22:00] Yes.

[00:22:02] Because of how great and ambitious I was, this is what led Brian to Sink to Hire.

[00:22:09] Well, that's what makes great recruiters is they're going to be aggressive.

[00:22:13] They're going to be, again, candidate-centric.

[00:22:16] They're going to do the things to make the sale, if you will.

[00:22:20] They're going to make the hire.

[00:22:22] And, again, that's great when there's guardrails.

[00:22:25] And there's great when they've been given and trained in a certain way to be compliant and to be collaborative with the hiring manager.

[00:22:33] But when they're not, that's when the wheels fall off the bus.

[00:22:37] Yeah.

[00:22:38] And we really are empowering the recruiters.

[00:22:40] That's what we're doing here.

[00:22:42] It's a place where they don't have to worry about automation and AI taking the human elements out of this, right, with our platform.

[00:22:52] This is a true, elegant collaboration tool with real-time, real people involved in really important conversations about candidates and active process, right?

[00:23:03] So this is a place to empower recruiters, get them on the same page with their stakeholders, hiring managers, coordinate interviews, and centralize all those communications that are scattered across four or five different channels they're using today, right?

[00:23:18] Because no one today wants to have to sift through their email inbox and Slack to find a conversation related to, you know, one candidate.

[00:23:27] And, you know, think of thousands and thousands of candidates in active process.

[00:23:31] And so much today because of all this automation, recruiters are taking on more candidates, right, and more jobs.

[00:23:38] So they have more work with less tools post-application.

[00:23:41] So, you know, adding a sync to hire makes it really easy for them to, you know, tackle their job efficiently.

[00:23:47] Like you said, William, all about being efficient in process.

[00:23:51] Yeah.

[00:23:51] Brian, where do you get the most pushback when you're talking to prospects or just people in general about this?

[00:23:58] Why say no?

[00:24:00] Sure.

[00:24:00] Sounds perfect.

[00:24:01] Why say no?

[00:24:02] So the number one objection we get up front is, you know, well, we're already using Slack or Teams, right?

[00:24:08] And my answer to that is that's great for general communications.

[00:24:13] It really is.

[00:24:14] But when it comes to recruitment-related conversations, there's a lot of mistakes that can happen.

[00:24:19] And you have hiring managers jumping into, you know, random channels, right, and candidates can be in those and they're not warned or flagged or know about it, right?

[00:24:28] And that's noncompliant.

[00:24:29] And that's how, you know, you get sued.

[00:24:32] So that's probably our number one objection.

[00:24:35] And really what it comes down to is, like, those conversations aren't tied to recruiter and job IDs coming from the ATS.

[00:24:42] Your ATS is the source of truth, right?

[00:24:44] And those conversations should be auto-synchronized with your ATS at all times.

[00:24:49] And they should be centralized and, you know, compliant.

[00:24:52] So, you know, that's our, you know, response to that objection.

[00:24:56] And it comes down to, right, like, we're not trying to solve a problem for the entire company's employee base, right?

[00:25:05] Like, those employees that are using general communications to have everyday, you know, chats is great.

[00:25:11] But the people that are sitting in the ATS, right, whatever users those are, your recruiting team members, your recruiters, your hiring managers,

[00:25:19] those are the people that are using our platform, and those are the people that should be using Sync to Hire for the recruitment-related conversations specifically.

[00:25:28] So two things real quick.

[00:25:30] You mentioned integrations with ATSs.

[00:25:33] And so you've got a number of them now.

[00:25:35] And that's probably never in a never-ending list, right?

[00:25:39] So 1,200 ATSs in the world, you're probably just going to be, as customer demand, you're probably just going to continue to add those, right?

[00:25:47] That's right.

[00:25:47] And you also pre-show, you were telling us a little bit about Bullhorn and about the potentiality of building a tab, et cetera, in Bullhorn.

[00:25:57] Tell us a little bit more about kind of that integration strategy, which is the reason why I'm asking the question,

[00:26:03] and I think it's important to note, is the audience is going to have the question at one point or another, where am I working?

[00:26:11] Am I working in Sync to Hire or am I working in the ATS?

[00:26:14] Like, where am I working?

[00:26:17] And so I want to solve that for them before that question gets asked.

[00:26:21] Yeah, so it's definitely dependent on the ATS.

[00:26:24] Like I said, we're integrated with 20, 21 ATSs right now.

[00:26:29] With one of our partners, you know, one of our bigger partners, they're suggesting that we go with a custom tab in their platform, right?

[00:26:40] So that the customer never has to leave the ATS to communicate effectively.

[00:26:46] Also, any other ATS that maybe we don't have a custom tab with, we have Sync back, right?

[00:26:51] So, and we could Sync back every minute, every 30 minutes, every hour, you know, end of the day.

[00:26:56] Whatever the customer prefers is completely customizable.

[00:26:59] But our links to these conversations sit in the candidate and job records within the ATS.

[00:27:06] So it's completely clickable to go to your conversation.

[00:27:08] So, yes, you're going to Sync to Hire.

[00:27:11] You are, right?

[00:27:12] But it's auto-synchronized with the ATS.

[00:27:14] You're compliant and you're working in the workflow of the source to truth, right?

[00:27:18] Because today, you know, what I say is, well, how are you doing it today?

[00:27:22] And there is no answer, right?

[00:27:24] Because they're outside of the ATS regardless for post-application communication.

[00:27:28] So, you know, our ultimate goal is to definitely have the custom tabs with each one of our ATS partners.

[00:27:36] You know, we're working on accomplishing that.

[00:27:39] It seems like that's the preferred method of our partners, right?

[00:27:43] So it's a win-win for us and them and their customers.

[00:27:46] But the integrations has been, you know, over the last few months, it's been great to work with those partners and, you know, create those alliances and ultimately be able to educate their sales teams on, you know, how to pitch our product to the customers and they can get value and, you know, everyone wins.

[00:28:02] My final question on my side is, where does this go from here?

[00:28:07] So I know you guys are young.

[00:28:09] You're out there.

[00:28:10] You're making your ways now.

[00:28:11] Now, where does this go in the next couple of years?

[00:28:14] What's the product look like?

[00:28:15] Yeah.

[00:28:16] So the product's going to keep developing.

[00:28:18] We have a really nice roadmap, you know, comprised of, you know, our lead developers that are driving it, the tech every day, our board members that bring a lot to the table as far as industry insight.

[00:28:29] Any of the features that you're currently using in general communication tools we have in our platform, right?

[00:28:36] But we're going to keep enhancing the data, right?

[00:28:39] That's synchronized with our platform and the ATSs.

[00:28:44] We're going to continue to get custom tabs, right?

[00:28:48] And integration opportunities with those partners.

[00:28:50] And ultimately, you know, keep building upon the compliance because that is a very important piece to the puzzle.

[00:28:57] And when we say AI, it's really rules and recommendation based, right?

[00:29:02] So there's not a lot of disrepancy in that facet of our compliance intelligence.

[00:29:06] Whereas we could really have some modules that company policies, EEOC, GPDR are all incorporated and effectively running customized per partner.

[00:29:18] So last question for me, it's similar to Ryan's in a way.

[00:29:25] And it's because this is bringing an efficiency to an area where it hasn't been efficient.

[00:29:31] Buyers not necessarily used to build it.

[00:29:35] Maybe they don't have a question bank of what they should be asking you.

[00:29:38] For instance, the ATS category, I think it's almost 60 years old.

[00:29:42] So like people have been building about buying ATSs for a long time.

[00:29:47] And so they kind of have a rhythm of like what questions they should ask, right?

[00:29:53] So what question, if you could script the questions for prospects to ask you, what would those questions be?

[00:30:00] Yeah, I think, you know, one of the questions is why can't we do this in the ATS, right?

[00:30:05] That's a big one.

[00:30:06] And, you know, the answer to that is you can't, right?

[00:30:10] There are shared inboxes and certain other ways to have one-to-one outreach, but it doesn't exist.

[00:30:17] So there's not a collaborative piece to the puzzle when it comes from the ATSs.

[00:30:22] Any of the more progressive ATS solutions, right, have focused a lot on the pre-application tools.

[00:30:29] So really educating them on that and educating them on the status quo, just like Slack did, you know, 10 years ago, right?

[00:30:38] Where everyone said, well, we're using email.

[00:30:40] Well, we're using direct messaging.

[00:30:42] You know, so they didn't think they needed this, right?

[00:30:45] But they didn't think there was a problem.

[00:30:46] But there obviously is a huge problem, and you see how widely spread and successful Slack was, right, with the general communications for the population.

[00:30:54] And that's really what we're here to educate, you know, our customers in the recruitment industry on.

[00:30:59] It's like there is a problem, right?

[00:31:01] You're just used to not having the solution for it, but we're bringing the solution to the table, and it's here for you now.

[00:31:06] Drops mic.

[00:31:07] Walks off stage.

[00:31:08] Brian, we absolutely love you and what you've built.

[00:31:12] So thank you for carving out time, knowing that you're crazy busy with all the things that you're doing.

[00:31:17] Thanks for the audience for listening.

[00:31:19] We'll see you next time.