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Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday or catch up on full episodes with transcriptions here.

HR Tech Weekly

Episode: 216
Air Date: April 25, 2019




Important: Our transcripts at HRExaminer are AI-powered (and fairly accurate) but there are still instances where the robots get confused and make errors. Please expect some inaccuracies as you read through the text of this conversation. Thank you for your understanding.

John Sumser
Stacey Harris


00:00:15:16 – 00:00:23:22
Good morning and welcome to HR Tech Weekly one step closer with Stacy Harris and John Sumser. I think we’re both home today right Stace?

00:00:24:29 – 00:00:25:13
Yes we are.

00:00:25:13 – 00:00:53:10
John we’re home. We’re enjoying our our magical Irish melt this morning. I’m looking at it my green grass and my trees that are in full bloom today. So yeah. North Carolina is a perfect temperature weather. But we just left California at least. I just got California. You just went from a little bit faster south to a little bit farther north. Correct. So but yes I’m a month long right. Yesterday I’m trapped on the plane but I made it home today. So and you are as well.

00:00:53:10 – 00:01:09:02
Well good. Have a great time. We were we were the work the Innovation Summit. And this event this is driving this event for a long time as you have and it is held

00:01:11:09 – 00:01:35:01
at Pointe Cavallo which right at the foot of the Golden Gate Bridge looking into the city of San Francisco in this old military complex with beautiful large green parade ground and these very funky but well appointed rooms and and the workday crew who are always engaging you know

00:01:36:27 – 00:01:57:25
yeah I think the nicest thing about this event and they were celebrating their 10th year this year is that it’s you know whenever you go to a big conference or a customer event there’s no doubt it’s great get a chance to meet everybody but everybody’s in such high anxiety about their presentations and and the workers they’re talking about and it’s it’s just very anxious.

00:01:57:26 – 00:02:31:22
It’s just the best way to explore it and fast paced and moving and these when you get events and particularly work I think does a great job of doing it in a much more relaxed environment not overly you know crazy you know glamorous it’s just a sort of great place where you get to walk outside a lot. We get breaks and events where we get to sort of see the sunshine which is an unusual thing at these events right. Even though you’re you’re packed in days on end talking about technology. Yeah it’s a nice much more relaxed way to have a conversation about what at this point.

00:02:31:27 – 00:03:00:02
When we talk to someone like Workday or if you’re doing this with any other larger ERP organizations or even some of the larger talent and sort of niche players these days now there’s so much to talk about. It used to be that the first summit was you know half a day was plenty and then it got to a day and then you know now it’s like a day and a half and because there’s there’s just it just keeps growing and the amount of things that you have to talk about there’s there’s never never enough time to get through everything. That was definitely the same case here.

00:03:00:13 – 00:03:11:25
So I don’t know about you but I have experience with all of the vendor all the big vendors the volume we’re probably about 20

00:03:13:25 – 00:03:14:16

00:03:17:21 – 00:03:56:27
lot. They call them SDK use. Right. But the product line is so vast that it’s not possible to pop up. You wonder how the executives do it because it’s not possible to actually keep up on what’s going on and all of those things unless you devote full time attention to it. Right. And so and so you almost buy it’s almost like oh that our job you and I our job is like a wine tasting tour of some trepidation that we go we go and we spend the day we have a little sample of their wine and then we draw some conclusions about where you’re the best winery and sample of their wine.

00:03:57:19 – 00:04:29:18
And that’s how we draw these conclusions about what’s going on inside of the bar. This in general is sampling the wares at each one the the giant software companies. And and I’ve never been to one where it felt like a god at all said by 4 o’clock. There was nothing left to say so it was time to go play golf or something. It’s always dragging on and because there are so many questions you can ask about what they’re doing.

00:04:31:17 – 00:05:03:16
Yeah I know that’s I think that’s a very good point. It is. It is a never ending conversation and even for the I think the larger research firms who have lots of people who cover them you hear the same thing because there is such an overlap in all the areas that organizations cover as well. And so yeah it’s a it’s an ongoing and I think attempt by the research community to always make sure that we’re sampling the right sample of mixes that would be a good way to put it right to make sure that we’re getting all the pieces.

00:05:03:17 – 00:05:42:08
Make sure we can give a really good picture of what’s happening and so we can definitely share a little bit about that today because because we have some updates from work day but we also have updates. I mean there’s some great news this week essay piece gets some interesting news we’ve got updates from Ft on people and Tex Deo and hydrology and then there’s a lot of funding going on like astound an eightfold Zappia. So yeah it’s a it’s a big week this week when it comes to two H.R. technology lots of stuff that we were talking about both there at the event and across the board with people who we were able to get a chance to to connect with this week.

00:05:42:12 – 00:05:44:29
Yeah. Where do you want to start.

00:05:46:07 – 00:06:01:09
Well I mean I think you know just a couple of updates maybe on what we did learn from the work day innovation so that most of it I’d say 99 percent of it was under NDA so there’s not a whole lot that we could probably share from the Innovation Summit a lot of it is built to sort of give the

00:06:03:07 – 00:06:49:26
analyst an idea of the things that are coming down the road which is part of why it’s it’s a little bit different than sort of an extended event that we often have it at the users conferences. But I do think a couple of things that they talked about one was that they are making progress on their extensible platform so their platform as a service model and they are talking about a new gooey tool that will extend the development speed. There’s a lot of conversation that I took away about machine learning be embedded in almost everything that they’re doing so I’m sure that users will see that coming very quickly in the next couple of updates some updates and how they’re using the planning tool that they just purchased that had more of a finance bend into a workforce planning component to your workday giving their insight into how to do workforce planning and the planning process.

00:06:49:26 – 00:06:53:18
And probably my favorite part was the conversation about their new skills minor

00:06:55:13 – 00:07:25:00
tool that is coming out in the next few releases the skills minor is a tool that will capture all the skills from organizations in multiple different ways and help people sort of do a better job in assessing their skills using them to apply for jobs and career paths. And so that actually was probably my favorite piece to see that working in sort of the environment as I talked about it. So it was it was a pretty pretty good idea. Anything else you caught Jon that you thought was worth noting.

00:07:25:19 – 00:07:49:06
This is just a little bit because because the platform the platform conversation that was interesting urgent work days definition this platform and mine are different. All right. And and when I go to sort of the rest of the world to see their execution of the platform generally the platform is

00:07:51:20 – 00:07:52:24
an API.

00:07:52:25 – 00:08:35:25
The presentations that I usually give is that the platform is a use of API orchestration that involves the integration of a rapidly growing ecosystem. My perspective is that what what workday showed was the capacity for customers to create their own processes and procedures inside the work day. Beyond the stuff that workday provides and so it’s a different definition of platform than say ADP or charity or Ultimate Software use.

00:08:36:02 – 00:08:43:05
They’re describing something that is about enriching functionality with partnerships and loyalty.

00:08:44:12 – 00:09:18:28
Yeah they did mention that there they’re definitely becoming more open especially as they work within. You know we’re gonna go where you work so the ability to sort of port workday and to pull data from you know your work environments like Microsoft Office or Google or whatever it might be. Right. But there’s there’s definitely a push here to still keep as much as possible inside the workday environment. You know Shelly I think from that from the perspective that that’s where if you have all the data in a single place you can do a better job with things like machine learning.

00:09:18:29 – 00:09:23:21
And that was definitely a message throughout the day was ah ah.

00:09:24:02 – 00:09:29:14
Our focus on the platform of one right that the single platform concept it

00:09:31:01 – 00:09:52:22
has allowed them at least twice I believe they they believe so and you know it’d be interesting to get your perspective as they start to roll these out that they are able to lead the head a little bit faster in this machine learning space because they don’t have to think as much about you know where they’re pulling on the data from it’s general at least and all within a reachable sense that they’re they’re coming.

00:09:52:23 – 00:10:24:29
I think so one of the things that saying and this is not exclusive to to work at all this is a kind of a generic critique software companies who are starting to embed machine learning in their in their work. Is they think they’re so much smarter than their customers. And so I think that the answer is we’ll tell you where a machine learning goes and and customers are experiencing this.

00:10:25:01 – 00:10:59:11
And so if you’re a customer it’s like you’ve got IP going up the side of your house. And now it’s starting to get into the windows and it’s inside of your house. Now that’s what that’s what the advent of intelligent tools feels like. The movement in the heart of H.R. is a discipline something different where where customers are deciding the questions that they want to answer right. And this may not match up with the vendor’s idea of what the right questions are.

00:10:59:14 – 00:11:18:20
And so what I was hoping to see at Workday was what now one of a laboratory that customers can use to ask the questions that they want to ask in the end that that simply wasn’t part of the conversation which was all where we’re sort of turning our bicycle into an electric bicycle

00:11:20:29 – 00:11:33:17
and less about here’s how our peers can figure out how we want to solve the problems that they have to solve with our tools. And so I thought that was interesting.

00:11:33:25 – 00:12:02:25
It’s there they’re a little further behind than I would like to see but I think isn’t perceptive but I I will give a little bit you know based off of what I’m seeing at least in the research and the data I get what you’re saying. I mean I think there are a lot of companies and a lot of organizations who have the capacity to sort of think beyond the dashboards that they’re being given or the or the or even the tools for creating dashboards because they’re they’re very simple about what they might be able to show.

00:12:03:21 – 00:12:06:21
I think there are a lot more companies though

00:12:08:24 – 00:12:17:04
that are baffled by by what they would get out of H.R. and I think this this is a reaction so I’m not surprised you’re seeing this from the vendors.

00:12:17:05 – 00:12:26:03
I think this is something that you know is it is partially a nature issue. I think it’s gonna to be an issue across the board may come to enterprise applications as they all become more

00:12:27:23 – 00:12:38:01
machine learning led and you know better insight focus versus just sharing of information right. Is that

00:12:39:18 – 00:13:06:00
things that most companies take for granted are sort of collaborative intuitive processes that you that you do inside your company by mashing together a bunch of data no information in your planning level you know the machines can do so much more faster and end it at such an extensive speed but how you translate the human collaborative process of planning into a

00:13:07:20 – 00:13:27:01
you know a technical environment is really really difficult. And I think that that people aren’t quite ready to make that leap in some cases to ask the system for what they want or to or to even understand that it has what they need just to do those things. So that would be my two cents on it I get what you saying.

00:13:27:20 – 00:13:34:29
Yeah yeah I’m not saying that the the the the system has to be smart. What I’m saying is is that

00:13:36:25 – 00:13:38:00
you know so. So

00:13:38:00 – 00:13:45:16
So I am one of their top 50 customers to get one of their top 50 customers in terms of scale.

00:13:45:17 – 00:13:57:20
I have a lot of people analytics laboratory of some kind there’s a data scientist working in the H.R. department you know this is not new. This

00:13:57:20 – 00:14:17:23
This is not new. And those people have enterprise specific questions that they’re trying to solve. Absolutely we have enterprise specific questions that they’re trying to solve and they’re trying to speak to the question What is your status that I have told me about the problems that I have yeah.

00:14:18:00 – 00:14:27:10
And it’s different the Amazon question is different from the Microsoft question is different from the Google question as do the Netflix question is different from the

00:14:29:09 – 00:14:32:14
health care system. Kaiser a question.

00:14:32:14 – 00:14:48:00
Right. And all of these scale at that scale with the kinds of data that they have with that scale their research departments are all a little better intelligence tools and they’re doing it internally and it’s people there with us.

00:14:48:13 – 00:14:51:01
And what they need is bigger laboratory equipment

00:14:52:28 – 00:14:56:23
but not somebody telling them what they need to think about.

00:14:57:18 – 00:15:04:15
Yeah. But I think there’s a small set of a small set of companies that I get it. But I think it’s a very small set of companies that are there at this point.

00:15:06:25 – 00:15:16:29
Well yeah that’s what early adopters look like and that’s where you build you build tools like this for early adopters and then they spread you know 50 early anyhow.

00:15:17:05 – 00:15:25:11
Anyhow this is this is this is could take in general that’s not workday specific yeah it’s it’s it’s a very long history of.

00:15:25:12 – 00:15:26:12

00:15:26:24 – 00:15:54:05
So I thought I heard a really interesting thing last week that I think is I think this is important and it’s about what it takes to be a 21st century enterprise. And so. So it’s like this when you plan something most companies today companies don’t ever institute a plan until they’re 95 percent sure that that’s going to work. And with 95 percent certainty that the plan is

00:15:55:24 – 00:16:35:12
but clearly identified to take the blame there’s those plans to actually succeed about half the time they’re really hard to go. Right. But but everybody’s sure about it. And so the planning process for those sorts of things is is every month you go back and you update the plan and you figure out where you’re spending over your spending under go until the thing is done. There is a new mindset coming and the new mindset is that companies should have one of those big things a year you should do one a month that has a 25 or a success

00:16:37:00 – 00:16:39:23
with the one that has a 25 percent likelihood of success

00:16:41:23 – 00:16:44:17
if you have the same set.

00:16:46:03 – 00:17:20:19
If if they fail at 25 percent and then you’re going to get three times as much change in the system in order to get more change and more fluid within the organization you have to start more projects and more of those projects are works. And so that means that planning which is this are key in long budgeting process that the sort of spine. Most enterprise organization is good to change to be something where the first question every time you open up where it is should we feel this no.

00:17:21:18 – 00:17:21:21

00:17:24:04 – 00:17:26:02
right well it’s flexible for me.

00:17:26:04 – 00:17:27:12
That’s what I mean.

00:17:27:22 – 00:18:01:22
That’s thoughtful planning but and I think a lot of that will come down to do I have enough data to make that decision at this point. Brian because the more data you have the more insight you can. You can quickly sort of make a decision. And that’s definitely why the conversation we had at this event was what kind of data do you need and where does that data come from and can you get that all in an enterprise system or doesn’t need to come from external systems right. But I think the other question you know the thing to what you’re answering or discussing is this the shift in how people and companies are planning it.

00:18:02:01 – 00:18:34:11
You know I’ve heard of this idea and maybe it’s not the same thing. But we’ve heard a lot of these innovation groups or innovation areas within an organization where they let them come up with constant groups of small planet ball projects that they can initiate on see if they’re going to fail take off right over time or organizations like Amazon that basically will let each of their business units run autonomously with their own sort of individual plans. Is that sort of where you’re heading or do you think of something different from that.

00:18:35:05 – 00:18:57:19
I think it’s I think it’s more enterprises so so little little projects in skunkworks mean should we be able to scale. Right that’s the problem with stroke work. And so. So I think they’re really talking about is a whole bunch of big ideas.

00:18:57:19 – 00:19:03:16
Moon shots but moon shots with moon shots with hair triggers under

00:19:06:01 – 00:19:18:15
that’s how that’s how that’s agile software development actually works. And it’s it’s a quest. And you take that sort of thinking to enterprise scale.

00:19:18:20 – 00:19:28:16
Well a lot of that to do that I think you have to know who your skill sets are and who’s inside the company because to try to them to regulate misses.

00:19:31:18 – 00:19:40:16
Well honestly I mean I mean I think you know I think companies don’t take those risks because they don’t know if they’ve got people who can do it because the challenge is finding the right people.

00:19:40:17 – 00:19:49:05
Right. To take a risk and a new no goal. That’s that sort of could be possibly failing a bit right. That would be my say on it.

00:19:49:10 – 00:19:54:24
But when you think about things going on.

00:19:55:06 – 00:19:59:06
You excited about the skills you do it would certainly be more reachable.

00:20:00:01 – 00:20:09:03
Well I mean I think the skills minor idea is you know the thing that caught my eye and they’ve been talking about this for hours it only misses never work day workday but

00:20:10:18 – 00:20:42:21
they talked about the skills minor as being a way of breaking the resume made the job conversation that career path the curve the employee to its smallest element. And it sounds like for them the smallest element is going to end up being a skill a skill that can be captured in multiple ways. They’re definitely not just making it something that you fill out or it can be verified in multiple ways. And I don’t know that I’ve heard any of the other vendors talk about it in that sense at least right.

00:20:42:25 – 00:21:13:16
Because a lot of what we do in the enterprise space is understanding the building blocks brandishing the tools you need to build up something. And I think a lot of organizations talk about culture and they talk about management and they talk about you know talent as sort of the individual thing. And I think what you know Workday is at least from what I heard is saying is that skills is going to be at the heart of their central you know element conversation that everything won’t we’ll go back to a shell conversation on some level.

00:21:13:17 – 00:21:14:23
So it was quite interesting to me.

00:21:17:05 – 00:21:40:23
Yeah. You know so in some larger setting I would I would argue that this year I spoke with IBM yesterday and IBM is very proud of the fact that their BMA is all over the project and understand how that works. Because that’s exactly what they were saying. So what’s what’s the rest of this stuff.

00:21:41:28 – 00:22:18:18
So we got we got some updated information from S.A.T. going on. He’s worth us talking a little bit about that. They they had good quarter announcements from from the store the stock market last yesterday. And if you could have just read the announcements and all the updates their revenues were up cloud with double digit all those things. But if you read between the line there was this announcements or comment about an activist investor. And when we’ve seen activist investors in the in the age or tax base ADP particularly had a very no vocal one the last couple of years that that has I think now calmed down a bit.

00:22:18:18 – 00:22:25:13
But this was definitely sounded like SJP had a big activist investor that had basically

00:22:27:07 – 00:22:38:15
pushed them to to make a sizable you know conversation about the fact that they are going to slim down cut costs and become more efficient did it.

00:22:38:15 – 00:22:43:26
Had you heard anything about that I know you’ve been talking to a couple of the vendors as week show sure

00:22:46:10 – 00:23:20:14
met me you know I did. I did also spend some time with us AP this week and the differences between the ICP culture and the workday culture are astonishing. And it really is a choice in personalities when you decide which one. I didn’t I didn’t get on the ground sense from anybody. SJP that they were anxious about but these six factors component of SJP has been sort of through the war.

00:23:20:15 – 00:23:50:21
They’re coming out the other side and they they’re on fire. All right success factors is. Is it was it was the laughing stock of the industry five years ago and they sort of gritted their teeth dug in improved the product shifted the ban went around and and and it is a bit you know S&P has this German culture it’s a very rigorously disciplined enterprise now.

00:23:50:22 – 00:24:05:09
And I was surprised to see that I’m surprised to see how dramatic the transformation was so. So my experience with this JP couldn’t be any different than the news. And

00:24:07:15 – 00:24:13:02
I think that’s interesting. I think ICP is so big that right that

00:24:15:01 – 00:24:23:03
But the dreamer the activist investors streak of the company at 5 or 6 percent

00:24:24:27 – 00:24:33:04
is a billion dollars. You know this. This is a game that’s over my pay grade here.

00:24:33:06 – 00:24:37:27
Exactly. Yeah. Yeah. Remove your pay grade.

00:24:38:19 – 00:24:51:09
Yeah. That they put in it for a very long time. The activist investor investor group is not new. It’s their assertion of power. Which.

00:24:52:02 – 00:24:52:28

00:24:53:12 – 00:25:34:01
And I think the thing that we know and those of us who’ve been in the space for but we know that that no. As you said as if he’s gone particularly because Foster’s Group has gone through basically a huge amount of reorganization in the last year as part of this turnaround that they’re doing. But it doesn’t seem to hurt the numbers. Too bad I mean at least by their announcements they’ve added 150 more customers in just the last quarter and now under thirty two hundred customers globally in the court of core a term HMS a success vector space I should say but their employee central space and those are pretty good numbers because again they were behind the curve they were they were where they were.

00:25:34:03 – 00:26:16:29
They were had fewer customers than other competitors in this space including in other work days and the ultimate sin. At that point in time and there they’re catching up pretty rapidly to where everybody’s at. So yeah. So I think it’s well it’ll be interesting to see what happens. As far as you know here in the states and versus Europe there’s definitely a difference I think in how the S&P and the success factors brand is being viewed. But to me the Qualtrics purchase is probably one of the most important things they’ve done in the last year and I think that’s going to change a bit of the success factors DNA as well and I’m waiting to see where that goes to wonder.

00:26:16:29 – 00:26:19:13
So tell me what you think about that. That’s that’s

00:26:24:02 – 00:26:42:20
. I just don’t understand how the quarter to immigration works. Just a two it doesn’t make sense to me because there are a whole bunch of who are nervous at these customers who are never going to become as a businessperson every time.

00:26:44:18 – 00:26:45:19
And it sounds like

00:26:47:15 – 00:26:58:14
An admission of failure that they couldn’t figure out how to visualize their own data. And so they won with the bias. Maybe that’s where the activist investors that for my money the quality of religion was stupid

00:27:01:08 – 00:27:01:10

00:27:01:25 – 00:27:28:03
Well you know and again I think this will go back to to do what I have not heard anything from S&P itself on the Qualtrics. So you know they purchase. They bought it went quiet for a while. So I so I can’t I don’t how I get the comment that we need from an edit they mentioned it all well while you were talking to them this week. But. But I know at the Qualtrics event when I went there the conversation was much more about the idea of

00:27:29:21 – 00:28:13:00
leveraging data across your organization the customer and the employee experience being defined by their own perspectives by their own desires and to do that you’ve got to get data and feedback from them. Right. And so if if that perspective takes off I think it will inform what is currently. I mean it’s a highly administrative application no matter how you look at it. They’ve got great user experience you know and there are some there new UI and give you know perspectives but FHP at its core is is it is an administrative tool and success factors has definitely bolstered that and the talent and the learning and the new employee space.

00:28:13:01 – 00:28:23:09
But it’s still very very heavy sort of him company driven as far as its me right. And and Qualtrics is not company driven Qualtrics is much more of a

00:28:24:27 – 00:28:35:28
customer and employee driven conversation right. So to me that’s the DNA that that needed to be infused into what I think he was doing and I think that that’s what I’m hoping they’ll bring to him.

00:28:36:10 – 00:28:50:18
Okay. Well you know you know I think I think the the question will be if we could extract the DNA of Qualtrics and apply it as HP. That will be great for us. HP It’s the death of golfers.

00:28:51:15 – 00:29:12:14
And if you think that Oracle at work day IBM and ADP and the rest are going to go oh S&P has this great new interface for looking at data and we’re going to gleefully give it to them.

00:29:13:11 – 00:29:15:09
No this is not going to happen

00:29:18:20 – 00:29:20:15
though that’s going to happen.

00:29:20:17 – 00:29:43:03
And so Qualtrics customers will start to experience challenges in their utilization because those the the what I call open without any negative connotation at all. But the black hole that is that these huge large planet that is OCP has a gravitational pull.

00:29:44:20 – 00:29:50:20
And and and that will distort with Qualtrics is

00:29:53:22 – 00:29:56:06
I don’t disagree on that. I

00:29:56:06 – 00:29:59:19
I said I am hoping we do not know that this will come to pass.

00:30:01:08 – 00:30:02:04
Oh all

00:30:04:25 – 00:30:05:19

00:30:05:22 – 00:30:30:11
We’re up against our half hour we didn’t even get talking about what’s going on at Freedom on people or this. I have the talent experience management or talent experience platform this language is coming out all over the place. We need talk about that next week without a doubt John because I’m not exactly sure I agree with the idea. There is a new talent experience platform but I’m. I’ve heard it multiple times in the last couple of weeks which goes beyond the idea of a talent management platform I guess is what I base telling me.

00:30:30:14 – 00:30:38:15
So so so but they’re not really talking about talent. They’re talking about. Yeah

00:30:40:03 – 00:30:40:18

00:30:40:29 – 00:31:11:17
But 49 people yes. But there’s a couple other places where I’m seeing this term being used as well in this talent experience platform where forth with organizations that have picked up you know performance management tools like culture AMP they’re using that term as well. I’m also hearing you know there’s there’s another H.R. company being put together here. Down the bottom of my list called Bright FOX that is saying they’re dead.

00:31:12:02 – 00:31:23:15
It’s just a new term is coming out. I’m just not sure what it means. So as you said Vietnam would be all about recruiting the other ones are not. And get a raise using the same term to describe what they’re doing.

00:31:24:09 – 00:31:30:00
What’s so weird is is that at least in the world it’s the

00:31:31:23 – 00:31:32:13

00:31:34:19 – 00:31:41:13
the H.R. function is not what employees experience the employees experience H.R. when they have to

00:31:43:03 – 00:32:03:05
experience H.R. because they want to they don’t experience H.R. as the environment in which they work. And it’s singularly laughable that singularly laughable that that that employee experience has something to do with H.R..

00:32:03:25 – 00:32:14:24
Experience has to do with your boss and the software that you work in everyday and the people you work with in your work group DA has a very limited impact on

00:32:17:04 – 00:32:24:26
answer. And so the idea that there is a talent experience that’s somehow. For what it’s like to go to work every day

00:32:26:27 – 00:32:28:24
this sounds like short term value.

00:32:28:26 – 00:32:29:16
It’s worse

00:32:32:01 – 00:32:59:13
. That being said naming conventions aside. No. There are there are some I think some interesting announcements about what organizations are bringing to the forefront. Freedom is is basically saying they’re coming out with a platform now for connecting the interaction of their of their what would be their talent lifecycle which just can’t experience and play Experience Manager experience all sort of under a single bucket from the hiring perspective.

00:32:59:14 – 00:33:15:03
So I think there’s some interesting stuff to talk about here when we get a chance to and I believe we learn about what Deaver used doing some interesting things in the same way I mean I was you know you hear about it work there was a new relationship.

00:33:15:23 – 00:33:33:17
Yeah. So. So next week we will plan to cover some of the other stuff we didn’t get to this week including textiles new textile flow and so a couple of other investments that were made that I think are worth covers say talking about. So we’ll have a lot to cover. I’ll do some catch up next week.

00:33:33:29 – 00:33:44:05
So thanks again for doing this Stacey. It was great conversation and we’ll see you all back here next week same time bye everyone

00:33:44:19 – 00:33:44:29


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