iCIMS Hacks: GDPR, Global Hiring, and AI Recruiting Challenges (8/15/25)

Key takeaways from this session include the push for standardized phone fields, rising challenges from AI-driven job applications, and why GDPR remains the global gold standard for data privacy. Learn how iCIMS system admins are navigating compliance, data, and recruiting complexity together.

https://systemadmininsights.com/

Transcript

Alex: Go ahead and get started. Welcome, everybody, to System Admin Insights, a place for ISIMs customers to get together and share solutions with each other and brainstorm ideas.
 Alex: My name is Alex. I'm your host today, and we'd like to kick off every meeting with a little bit of gratitude.
 Alex: If, uh, let's see, let's open up chat here and share one thing that you're grateful for this week. Something simple.
 Alex: Where'd my chat go? There it is. I will share that today, I am, I am very grateful for the weather.
 Alex: It's been, uh, the weather's been very kind in New York this year. Caitlin said, Bastille dropped new music today and the fair is in town.
 Alex: Okay, I'll have to hear more about that later. PTO next week says, Andy, great. Yes, indeed. All right, Patrick said grateful for the hiring managers open to change in dashboard design and feel.
 Alex: Yes, absolutely. That's great. Hiring manager adoption can be, can be tricky. Thank you. Townsend says grateful for my hobbies. Thank you.
 Alex: Keep me busy and are really fulfilling. Fantastic. Got a couple more people in here. All right. Next slide, please. Workday ending early on Fridays.
 Alex: All right, Terry. Jessica says extra grateful for our team. Team of recruiters as I'm filling in for someone vacation. Fantastic.
 Alex: A couple of reminders. We are recording the session and we'll post the recording to circle Spotify and select sessions on YouTube.
 Alex: The transcript is incorporated into the circle chat bot to enrich its responses. That chat bot. Is, uh, a really, really valuable resource.
 Alex: So if you are a member in our ISIMS discussion channel that is trained on all of the discussions that are happening in there, all the comments, uh, we take the transcripts from all these calls, we dump them in there as well.
 Alex: So it's really, uh, just getting more and more powerful. Our agenda today is we will do quick networking breakouts. Then we will do a, uh, now you know with Vivian on global hiring, followed by members' questions, uh, some brief announcements and the general questions.
 Alex: Then we want to stick around at the end, we do a little section called what we learned where we take one nugget from something that we learned on the call today and share them with LinkedIn and YouTube.
 Alex: Next slide, please. Upcoming topics. So today we're going to be doing the Now You Know. Next week we'll be live at NYU.
 Alex: It's going to be a hybrid event, so you can still attend with the same Zoom link, but Greg Mendez from NYU has very graciously offered a conference room for us to go meet in person and do it from the NYU campus.
 Alex: We're super excited about that. The following week is TBD, and then on September 5th we'll have another Now You Know topic with Vivian.
 Alex: Next slide, please. 70 Leaderboard. So, Jessica has rocketed back to the top of the leaderboard and re-earns her Dancing Parrot Award.
 Alex: Cheryl holding steady at 2, and Tanya holding steady at 3. This is based on folks commenting, liking, engaging in the platform.
 Alex: Some upcoming events. We've got office hours that are really, really great. There's small group opportunities to meet with an IRD team member to talk through your, ah, whatever's going on with iSIMS.
 Alex: And I That's there as well. And I think that is it. Yes, that's it for the slides. And, uhm, Vivian, are you ready to kick things off?
 Alex: I've got some polls ready. Just let me know when you want to want me to launch them.
 Vivian Larsen: Sure. Okay, so I'm not going to be sharing a screen for this now, you know, uhm, this is a discussion with everybody.
 Vivian Larsen: I'm going to be kind of keying up conversation topics, uhm, for the course of this, this discussion and it's, it's open for the group as a group.
 Vivian Larsen: I also just shared in circle kind of like a one pager on some GDPR considerations for everybody, uhm, that you can use as a takeaway from today's call.
 Vivian Larsen: Uhm, so just a little bit of an, uh, a nugget there. I want to throw out a poll. First, before we get into the discussion and just get an idea of like temperature check from everybody on how much this topic affects you, how ready you are for it, and, uhm, overall, what you know about the topic.
 Vivian Larsen: So let's start the poll. Uhm, and then I will elaborate from there, but this conversation or question actually came from Greg.
 Vivian Larsen: He asked us to potentially talk about this topic, and, uhm, I've run across a number of customers in the past, recent months who are running into a lot of challenges in regards to global hiring and how to incorporate global hiring into ISIMs as well as into their overall business practices.
 Vivian Larsen: So we're going to talk about some of the gotchas, the do's and don'ts, the. The key things that people don't think about and run into from a technical perspective, but more from a high level, like, where do you even start when you come across this kind of a question?
 Vivian Larsen: So on the first question in the poll, uhm, Bye. Let's just think about, we're still going, uhm, is that when managing candidates' data globally in ISIMs, which compliance challenge do you feel least confident about?
 Vivian Larsen: And so far, everybody is saying handling cross-border data transfers and residential data residency restrictions, uhm, seems to be one of the, the biggest challenges, uhm, that is a very big challenge.
 Vivian Larsen: There's a, there's a number of technical challenges associated with it, like how do you get the appropriate address information. Uhm, in ISIMs, Brazil addresses are crazy.
 Vivian Larsen: There's like 10 different address lines, and technically getting those 10 different address lines to play nice with the standard ISIMs address setup is a technical challenge.
 Vivian Larsen: Handling cross border data transfers as far as integrations are concerned, very, very often when you're working with an international company more than one HRIS and more than one HRIS integration at play.
 Vivian Larsen: And so that can be an incredible level of lift and complexity. So do, tell me, uhm, on the top of the topic, has anybody run into this specific issue and what were your challenges around this specific issue?
 Vivian Larsen: Handling cross-border data transfers, since that was the number one answer. Hey, Greg, go ahead.
 Greg Mendez: Yeah, so Greg from NYU, uhm, our, our biggest challenge was recently with our, with the folks. And of course, tech space, in the And, um, that, that kind of me a bit more of a grounding to, to help me with my, my my pricing decisions.
 Greg Mendez: So, ah, it's a, it's it's a, to, able to, to, data in front of you. You You're not supposed to take their data without consent and let them know what's going to happen with that data.
 Greg Mendez: And, and once you get the consent, then you're only allowed to move it forward and move it across borders. But when they say across borders, it literally, it could also means just leaving the country.
 Greg Mendez: And that country does means that unless your data happens to be hosted within mainland China, almost all your platforms are going to count as the border, running a file of that law.
 Greg Mendez: So we went back and forth for quite a bit. Uh, and unfortunately, we ended up having to have Shanghai, China go for, you have to use their own Beijing based ATS.
 Greg Mendez: For just mainland China. Um, there are other ways to get around it that Isam's was really cool offering us. Um, for, but for a variety of reasons, which are out of scope, but today's call is I would say is the our team and me.
 Greg Mendez: And then China didn't feel comfortable with those solutions and they went with with this other Beijing based company. So that was, that's an example of one that had a real immediate impact and, uh, I some suck notice of
 Vivian Larsen: that. Gotcha. I actually ran into this exact problem with another customer while I was still with them. Um, and one of the things that we were running into was that they require all data to be on shore in China.
 Vivian Larsen: Which is probably why you want to have to go with a separate ATS. Uhm, Isims is not going to on shore data in China, meaning having the servers physically in China.
 Vivian Larsen: Um, so there is, there's a company. It's called Onshore, I actually think it was the name of the organization that you can have housed your data.
 Vivian Larsen: And it's kind of a workaround. Right? Russia data privacy has some of the same rules. Um, and there's a couple of other ones throughout the EU where there are the challenges that require you to have your data in the physical country, um, if you're housing the candidate information.
 Vivian Larsen: So there are some solutions onshore was then the number one option in that particular case. Has anybody else run into anything like this?
 Vivian Larsen: Are there any other issues that you've run into in regards to handling cross-border data and how you are managing?
 Vivian Larsen: Thank watching. What about information across borders? What about contract?
 Kaitlyn Faile: I will say I've seen an issue with texting. next thing. Like the entire implementation of the WhatsApp Peace Index Engagement, that was a big deal for a lot of companies.
 Vivian Larsen: Gotcha. What were some of the key things that you ran into? Thank
 Kaitlyn Faile: Hold on, I have a kitty. Uhm, fighting me. So, primarily interacting with people who only used one versus the other, and kind of, navigating the challenges technically of figuring out specifically what to do where in the WhatsApp interface compared to the texting interface that we were all used to.
 Kaitlyn Faile: It changed, and that was a difficulty that I saw.
 Vivian Larsen: Awesome. Sounds like fun. Um, Cheryl, do you want to elaborate on your comment? Is your comment about the topic? That at your last job, I T shut the request down?
 Vivian Larsen: Or am I misreading that?
 Cheryl Callaway: I didn't, if you're talking to me, I didn't post a, comments. I'm not quite sure. Are we talking? Is it on a, is it on one of my posts?
 Cheryl Callaway: Sorry.
 Vivian Larsen: No, it's in the, it's in the comments on the right-hand side, never mind then. Um, so do you want to launch the, uh, a second poll for
 Alex: me?
 Vivian Larsen: So the question is how have you configured GDPR privacy- Have a seat. So this is relevant. I have a big takeaway for everyone with just like a one pager that you can share as you're starting this conversation.
 Vivian Larsen: I've run across a couple of folks in some of my office hours recently that are starting to have these. Um, out within their organizations and talking about potentially configuring GDPR.
 Vivian Larsen: Um, so I've got kind of a do's and don'ts, got just to watch out, watch out for in a definition sheet that aggregates a lot of the knowledge base.
 Vivian Larsen: I've got into one place, so you don't have to search through all of them. There's like seven or eight of them that are relevant that you can go out and read in more depth, but I've just given you like a quick condensed one page.
 Vivian Larsen: Alright, so so far, the, One that's winning is not applicable. Alright, um, that's a big red flag for me. Um, so I don't know if you've heard me a couple of times say that just because you're only in the United States, that doesn't mean the GDR doesn't apply to you.
 Vivian Larsen: Um, and the reason for that, if you watch my database hygiene course, is that GDPR is the global standard for data privacy.
 Vivian Larsen: It is one of the first legislatures that was passed of its type. But there are a number of U.S. legislatures that have been passed that were used, that GDPR was used as the architecture for.
 Vivian Larsen: CCPA is one of them. There's one in Massachusetts. There's one in Illinois. Um, there's a number of them that are up and coming.
 Vivian Larsen: I think there's, like, seven of them that are actually on the books and there's even a one on federal one being proposed.
 Vivian Larsen: Um, so if you don't think that global data privacy hiring. The rules apply to you because you're only domestic. Be cautious about that and be aware of the fact that the way that I Sims created GDPR was with it as the gold standard for privacy.
 Vivian Larsen: It was for, for. Or the overall compliance to the GDPR rule. It's the most strict rule that's presently out there in the world.
 Vivian Larsen: If you are compliant to the most strict rule, you are most likely covered for all of the rest of the subsequent rules that came out after it.
 Vivian Larsen: So. The. theory or the methodology that they've applied instead of trying to run after every single legislature that's passed and individually meet each one is that if you configure your system for GDPR compliance, your compliant most.
 Vivian Larsen: likely with 99% of all the other rules. So the not applicable one, that's kind of my soapbox. I will get off of it.
 Vivian Larsen: Let's talk about the second answer, which is you display a privacy notice, but don't capture consent. Uhm, so tell me a little bit more about that.
 Vivian Larsen: Anybody want to- Sure.
 Greg Mendez: And it's such a irony. Uhm. I'm just trying to use my career as my words carefully here. Uh, our IT department, they have got their own- umm, process when it comes to European law and, uh, data.
 Greg Mendez: And yes, uh, we, you know, so that- so if someone, for example, wants to, you know, capture- That's not true.
 Greg Mendez: Consents, if we want to, um, uh, do a deletion request, that's all gotta go directly through NYU outside of ISIMS.
 Greg Mendez: It's not done within ISIMS. We- do display a notice on our portals. Umm, it's not that ISIMS doesn't have a decent solution.
 Greg Mendez: They just made a decision. They want to use bare stuff. Umm, that's, I don't want to say agree with it, but that was the decision they wanted to go with.
 Vivian Larsen: Interesting. So you're doing a native consent capture, essentially.
 Greg Mendez: Yeah, it's almost, uhh, the best way to imagine it's, like, impl- wide. It's, like, if you're moving forward, it's kind of like, umm, if you want to move forward with this product that you're, you're consenting to A, B, and C.
 Greg Mendez: Uh, it's not the same though as an, an explicit consent that I don't- that ISIMS has as one of their, their features.
 Vivian Larsen: So, thank you for that. Um, Caitlin, you actually brought up a good point. You've seen a lot of clients who don't even know where to start with the privacy policy.
 Vivian Larsen: There is a need of privacy policy in ISIMS. And a lot of customers who came to us with, uh, I don't even know where to begin with this.
 Vivian Larsen: We would advise them to use the standard ISIMS one as the beginning point and then take it to their legal team and have their legal team look through it.
 Vivian Larsen: Um, you know, ISIMS will not provide this specific GDPR language and it's intentionally blank in there. Like, they, they intentionally don't give you the GDPR language because each individual organization should be.
 Vivian Larsen: Like, going out and getting that language for themselves. Um, it's kind of a cover there, but type of thing. Um, in that case, but overall, um, there is a standard privacy policy you can use that's every single one of you.
 Vivian Larsen: But if you go to your portals and you look at the bottom, there is a privacy policy link that is Isim's privacy policy link, unless you've specifically turned it off, um, that you can look at and it will give you kind of a framework to build your own privacy policy from a.
 Vivian Larsen: You know, and already have one. Um,
 Alex: so what, so, so there were three people who said they display privacy, you know, but don't catch. They don't capture consent and I'm looking at the company names and it's maybe that it's because they are not beyond.
 Alex: You know. In the States. Um, what do you think about that?
 Vivian Larsen: CCPA. You're going to want to think about CCPA. California is CCPA ruling. If you operate in California or could potentially have applicants from California.
 Vivian Larsen: Umm, that might be something that could bite you. Um, but again, I can't give you legal advice that's up to your legal team to determine.
 Vivian Larsen: Cheryl, do you want to share? What's your, your comment?
 Cheryl Callaway: I wrote in my comment that I'm not gonna share on camera mainly because this meeting is being recorded. However, if anybody wants to ask me any questions, I'm happy to answer them all for you.
 Cheryl Callaway: Mm
 Vivian Larsen: hmm. Yeah, it's very much, sorry, I couldn't read the whole thing quick. Um, so it very much varies by each organization's interpretation from a legal perspective, which is why it's so important to get your legal teams involved whenever there is this kind of a question that comes up.
 Vivian Larsen: Uhm, so you want to strike the third question in the poll? Yep. Yeah. Alright, so the third question. The third of the poll is what is the biggest challenge that you're facing with global hiring?
 Vivian Larsen: I want to be very clear. We're talking about CCPA and GDPR and all of the legal ramifications here, but those are not the only problems that are out there when it comes to go- um, layer hiring.
 Vivian Larsen: Um. So this question is about some other things, not associated with the legal law requirements associated with it. Alright, so so far.
 Vivian Larsen: Number one, keeping workflows compliant across multiple countries. Gosh, that's a sticky one. Managing integrations with region-specific HRR payroll systems asks me one time about- the large global company I had 17 different background check integrations with.
 Alex: Wow.
 Vivian Larsen: Umm, ensuring a consistent candidate experience in multiple languages. Oh, that one's a tricky one. And it doesn't look like tracking and reporting is all that big of a deal.
 Vivian Larsen: Nobody's answering that one. Okay. So, uhm, keeping workflows compliant across multiple countries. Let's start there. What has anybody done? Has, are there anything creative or anything that you've done to address the specific- you?
 Vivian Larsen: Keeping workflows compliant across multiple countries? Or where are the sticky points that you've run into in this area? So, places where I've seen some sticky- points in this particular area are usually around the offer letter, and credentialing, and the offer process.
 Vivian Larsen: That's the place where I see the most pain in regards to this compliance issue. Umm. Um, because there are a number of different laws and requirements about how a contract, which is what they typically call it in Europe, um, can be extended.
 Vivian Larsen: Romania specifically was a very sticky place, um, to extend contract. Because there were very specific rules about what you could put and what you couldn't put, and signatures that were required by different parties.
 Vivian Larsen: Um, that ISIMS technically isn't really built to handle. Um, so the multiple signatures. Aspect of it was always a challenge.
 Vivian Larsen: So has anybody else run into anything like that?
 Alex: What do you say multiple signatures aspect? What do you mean by that?
 Vivian Larsen: Getting the recruiter signature, the hiring manager signature, and then the candidate signature. On the actual contract.
 Alex: Across borders that can be challenging.
 Vivian Larsen: Across borders and it doesn't just matter across borders. That's also like an overall technical challenge. Offer management is not meant to really take on.
 Vivian Larsen: Multiple signatures on it. Yeah, so in most cases we had to create a custom DocuSign integration where DocuSign managed that.
 Vivian Larsen: And the standard DocuSign integration isn't meant to do it. Alright, so since nobody has anything to share on this particular topic, what about the integrations piece?
 Vivian Larsen: Has anybody else run into an issue where there's multiple integrations and what did you do in those cases? Greg, do you have multiple integrations?
 Greg Mendez: We have, we have, we have, we have multiple integrations. We actually have one HRIS, which is, I know it's unique.
 Greg Mendez: Uh, we, we make a point to do that. Uh, but yeah, we have multiple integrations to different payrolls. Um, uh, what, what we do to kind of get it, to kind of work around that is everything from ISMs gets routed into.
 Greg Mendez: Our work date, H.R.S. And then at different stages along the way, our work date kind of acts like the conductor and actually handles all those integrations.
 Greg Mendez: When it comes to doing stuff like. That, um, I have been at work day does do a decent job. Uh, and they'll, you know, so our for our U.S.
 Greg Mendez: for our U.S. and Abu Dhabi. There's a different set of payrolls systems for Shanghai. There's a different payroll cement. Of course, there's different compliance and different types of stamps that need to be, uh, applied along the way.
 Greg Mendez: So that's kind of all happened a lot happens along the way. Um, with workflows, it is messy. Uh, it, you know, besides the.
 Greg Mendez: Various tea talent and recruiting teams around the world that will have their own preferences and style, which kind of gets into the whole human behavior piece.
 Greg Mendez: Uh, we noticed that, uh, we get quite a few that because of the back and forth. They've kind of started creating shadow systems.
 Greg Mendez: And that creates all issues with compliance. And if you think it's pretty, and for those who are just based, we just have a stuff based in the U.S., once you get to host countries out in the EU, especially, umm, I'm b- I'm thinking France is a good example.
 Greg Mendez: That can get very messy and put you open up you to additional risk. You wouldn't even believe. Uh, so we really have to, like, really clamp down with them.
 Greg Mendez: And make sure that certain things are being done in a certain. Time, or as one of our recruiters found out, uh, just a few weeks ago, there's a lot of cleanup that has to happen after the fact.
 Greg Mendez: A lot. I
 Vivian Larsen: want ya. I want ya.
 Alex: I'm why is France particularly.
 Greg Mendez: Difficult. They are, uh, I mean, I just put, bring off France, uh, French hat. France has a, uh, of, of very strict, uh, employment laws, um, especially surrounding unions.
 Greg Mendez: So it's, it's, you have to be very, very. Careful. Um, and how you approach things from your contracts to when you time it to hire someone, how you hire them, uh, because you could be setting yourself up for a world of compliance pain down the line or.
 Greg Mendez: Kind of situation where if you decide to change your mind that higher, good luck. It's going to be very difficult.
 Greg Mendez: Um, and any, uh, there's a, there's tons of resources out there about French employment law about the European law. Uh, law.
 Greg Mendez: And it gets very, very finicky. So, uh, it's one of those situations where once you start, once your legal departments are advising you what you need to do, you might have to start doing like custom integrations, uh, some things made to go outside of ISIMS, if it's just not something that's practically
 Greg Mendez: done by integration, and then you're, you're, you're, you're facing delays. So you gotta be very, very careful in how you approach it.
 Greg Mendez: Yeah, I'm Turkey. Was another one. Yeah, Turkey's another one that, that you couldn't hear about as well.
 Alex: Very sure you want anything about Turkey that, that maybe we haven't talked about yet.
 Rachel.Savitt: It's very, very difficult. There's a lot of regulations. Um, I, within my t- I mean, the only one that does our European hiring, um, and the way that we have it set up with Fuji Films, we actually have a different HR entity in almost each country that we're supporting.
 Rachel.Savitt: So, and all. Our systems are not integrated. That's a whole separate situation that we're going through. Um, so once we identify the person that we want to hire, we then engage the local HR team.
 Rachel.Savitt: Who discuss the benefits, the contracts, the process, and everything to ensure they're getting country specific information and appropriate information. Um, Turkey, and I don't know if it's specific to Fujifilm.
 Rachel.Savitt: Just, uhm, the way the compensation is listed on the agreement, the way it's entered in the system, their, uhm, their dollar is constantly changing, so they do.
 Rachel.Savitt: Like, quarterly updates, so there's pieces they can put in contracts, not put in contracts, so there's a lot of really interesting, uh, payroll and HR laws, uh, in Turkey.
 Rachel.Savitt: France was another really difficult one. And it, and so. Sometimes when we get to a stage because of the process on their end, which I don't know if it's all technical or, uh, legal related, um, it can take three weeks to a month just to be able to get an.
 Rachel.Savitt: actual contract offer out to somebody. And then they have their notice periods from there, which everything varies with each country.
 Vivian Larsen: Well, three weeks to a month is a long time.
 Rachel.Savitt: Yeah, it's a lot of, it's a lot of. Uh, but our work around has been once we have that signed contract, it's then sent to me, I uploaded as an attachment into our isums platform.
 Rachel.Savitt: So it'll be attached to the rec as well. As the candidate or the, the pro employee profile. Um, so HR does have access to that contract because they're not integrated.
 Rachel.Savitt: So that's been our, our work around.
 Vivian Larsen: So just a little nugget in there. And we'll move on to the questions for the day. Um, there are some, if you have the bandwidth and the resources and the money to do it, there are some API solutions for some of those manual integrations that you're talking about.
 Vivian Larsen: Um, things like Zapier and Mule Soft, there are some middlewares that you can use to actually ingest some of those different contracts into Isim's.
 Vivian Larsen: Um, pretty much anything is possible by API. It's just, do you have the time and the resource? And the money to build it.
 Vivian Larsen: Um, so just keep that in mind. I've seen that done.
 Rachel.Savitt: Um, no,
 Vivian Larsen: thank you. But overall, um, what other issues? So we talked about some very specific topics in regards to this. Um, but are there any other issues that you've all run across that global and global hiring that are pain points for you that you've found solutions for or need solutions for?
 Alex: Well, I noticed on some of the poll results or a number of not applicable, uh, entry. So, you know, not everybody here is going to be working with global yet.
 Alex: However, I can say from personal. As an I implemented ISIMS for a regional company. And then my first consulting client was a global company and the learning curve there was very steep.
 Alex: There was a lot of stuff that I didn't know that I didn't know. And I just want to. Uh, name that this community is a resource for you.
 Alex: So if your company is expanding globally, or if you get another role in another company and you've only been regional or national and you're moving to a global, uh, organization, don't forget that you've had a lot of folks.
 Alex: Uh, both community members and I already team members who can help you with that, that learning curve. Greg, you mentioned that, uh, addresses are brutal.
 Alex: You want to say something about that?
 Greg Mendez: Uh, yeah, I know if you mentioned this earlier, but I just can't, I don't state that enough. Uh, you know, uh, candidates from across the world are going to enter addresses in different ways, and we try to kind of help them along in the process, but addresses and phone numbers as well.
 Greg Mendez: Uh, you know, large HRIS systems, like, Workday, UKG. And they've got, you know, really sophisticated rules and methods to be able to clean that up and map that internally.
 Greg Mendez: Um, but applicant tracking systems, that's not always their forte, and if you like, You really have to, uhm, it's been a really common, a big common complaint among our integration teams, is the amount of records clean up or failures that occur when coming over into, from ISIMs.
 Greg Mendez: Uhm. You know, you know, they have suggested some ideas, uh, you know, for us. Uh, but they all involve some kind of elaborate process.
 Greg Mendez: Uhm. And I'm using the, you know, it's funny because it's- Notice it as well. And I was wondering if anybody has any information about that, what makes it different.
 Greg Mendez: Um, and like, how does that, like, in practice, how does that impact the candidate and then working with that data downstream?
 Alex: Arial, what's been your experience?
 Ariel Hsieh (she/her): Okay, this is Arial. Yeah, I was just wondering if you had seen anything, um, any impact with your workday integration, Greg.
 Ariel Hsieh (she/her): I know that when I saw that come out on the summer release, we did go over that with our, um.
 Ariel Hsieh (she/her): Like, IT cyber security team, because we have some of those users in our instance that are kind of like trolling applicant data, looking for, you know, potential bad actors, those kinds of things and the, um.
 Ariel Hsieh (she/her): And so I wanted to give that to them. With the duplicate, like, as a good duplicate management for them to go through it.
 Ariel Hsieh (she/her): But, um. Yeah, I've seen that it does just, um, take out, like, any of the, like, gosh's or. Weird spaces, and then adds that, like, plus country code, um, there.
 Ariel Hsieh (she/her): And then it's kind of nice that you can see, you can also report on, like, which numbers were able to be standardized and which ones weren't.
 Ariel Hsieh (she/her): Um, so I. I feel like it's kind of a mixed bag because they still do have to have all the right parts of it in there for them to standardize.
 Ariel Hsieh (she/her): Um, you know, it can't make something out of nothing. But, um, I, I do feel like from. Like, you integration perspective, like, that that would be helpful because we're working on that right now, too, and that's been a pain point for us as well.
 Ariel Hsieh (she/her): I'm hoping that this can at least maybe address for like a majority of them and then we can deal with the one off.
 Ariel Hsieh (she/her): So
 Vivian Larsen: you're talking about the new feature that came out in the summer release for the standardized phone numbers, just where everybody is.
 Ariel Hsieh (she/her): Yes.
 Vivian Larsen: So interesting. Um. You I wasn't aware that I was aware that there was a new phone number, but I haven't had the opportunity to use it or play with it just yet.
 Vivian Larsen: So interesting to hear some of the pros and cons so far. Um, the standardized address piece is something that I've run in.
 Vivian Larsen: I've run multiple times and there's, I've never found a great solution for it. Custom fields, just, I mean, they'll, they'll work, but they're not going to work within the confines of your specific address structure within the candidate details tab and it's just- a constant pain point.
 Vivian Larsen: Uhm, and then standardizing languages, not having a clear and easy way to translate in platform. If you've got an English-speaking recruiter who is looking at non-like English-speaking language, uhm- information that's always been a bit of a pain point for some of my customers, too.
 Vivian Larsen: Uhm, with mixed bag uses of tools like Google Translate to help them through the process. So, uhm, alright, any other topics on this that we- you want to go over or that bubbled up in your thoughts as we were discussing the topic.
 Alex: Sheryl, you had said something about one rec or multiple recs, what do you mean by that? Oh,
 Cheryl Callaway: um. I think we didn't ask the servers or you had asked if there's anything else that was an issue. And I said, I was thinking for global hiring, um, a lot of people ask, you know, should we have just one rec?
 Cheryl Callaway: How do you then make it compliant? Or do you do? One rec per country so that everybody applies to different wrecks and then somehow combine them or something.
 Cheryl Callaway: So that's all I was
 Vivian Larsen: saying. So say you have an engineer role. There's one headcount, but you're trying to fill it and potentially looking at multiple kinds of trees for the applicants.
 Vivian Larsen: Correct. So from a reporting perspective, the multiple wrecks is a beast. I have seen in the past where some of my customers have created.
 Vivian Larsen: In a profile link field to the job where they can link other jobs to that job. And just basically say there's five other jobs that are the same job.
 Vivian Larsen: And then, um, from a reporting perspective, be able to create like platform based reports. On all of the dapplicans to all of the different jobs because there's a link to them.
 Vivian Larsen: And the recruiting work flow for that kind of thing. Um, it's messy. It's painful. Um, the majority of customers that I've worked with internationally have always just done.
 Vivian Larsen: The one wreck instead of the multiple wrecks. Um, it's just easier. It's neater. It's, it's not as difficult to maintain from an integration perspective, because then when you ultimately hire the person, which wreck was the.
 Vivian Larsen: The wreck that they're ultimately put to, how do you close the other requisitions? It just creates a lot of, of pain for you in the back end to do the multiple wreck.
 Vivian Larsen: Though I have seen it done. And there are many reasons to do it. Does anybody else have a multiple wreck solution that they use from, for global hiring or for evergreen hiring?
 Vivian Larsen: I've seen multiple wrecks done for evergreen hiring too. It's kind of the same technical solve for the different problems.
 Alex: Well, in the interest of time, I think we should transition to general questions. But, Vivian, thank you so much for that deep dive.
 Alex: And there's just a lot of rich stuff there. This recording will be. I'm posted to circles so you can reference it.
 Alex: And I also want to do a quick plug for a course that Vivian I collaborated on. You can find the course.
 Alex: I'll share my screen. Over here, in courses. And. And it's on database hygiene. And it's just really a treasure trove of things that, uh, you may not have thought of or considered before.
 Alex: We're always talking about how this role tends to land in people's labs. It certainly did in mine and Vivian. So if you'd like to learn more about database hygiene, we have a course in there for you.
 Alex: And we'd love your feedback on it, too. So please, um, once you take the course, please, uh, uh, DM Vivian, let her know what you think.
 Alex: Any ways that we can make it more useful for you moving forward. And with that, we will jump over to our live call questions.
 Alex: And we will start with Jessica. Oh. Hi.
 Jessica Smith: Um, so I. I had asked about some of the newer AI or AI phone screening tools that others are using to help them manage high volume hiring.
 Jessica Smith: Um, so we have set up some of our own ways to manage high volume hiring and get to the most.
 Jessica Smith: We have candidates the fastest in our platform. And a lot of that involves the use of applying network and screening questions and then reports on our dashboard that essentially pull out candidates to jobs who have answered the screenings questions.
 Jessica Smith: In specific ways. So for us, we're a furniture rental company and we are high volume hiring is mostly for delivery drivers or warehouse associates.
 Jessica Smith: So the reports that we have are based off of we're looking for people with X amount of driving experience and these types of.
 Jessica Smith: Of vehicles and a few other screening questions. So that's been a game changer in terms of allowing a recruiter to kind of pull out those candidates who are most likely to be the best qualified and reach out to them first when they have hundreds of applicants to go.
 Jessica Smith: Through on a job ID. And that's been one fix we've been able to kind of put in place for free.
 Jessica Smith: But the, some of the challenges that we're facing are that, you know, we have so many candidates applying who appear like they could be qualified or we would need to talk to.
 Jessica Smith: To them to verify. And we know that if we'll have the best chance of getting to these people if we contact them within 48 or 72 hours of their application date specifically with this population group.
 Jessica Smith: But the problem is a recruiter only has so much time in the day. Right? And so there are a lot of tools that I've heard chatter about this year, uhm, like AI phone screening tools, or AI chat bots, and I was just curious to know if anyone in this group has actually tried any of these.
 Jessica Smith: And could speak to their experience with them. I think it's just something that we're all facing, more and more, because it's never been- Any easier for candidates to very quickly apply to jobs.
 Jessica Smith: Um, and one thing that's been really interesting that we've also noticed is that, um, it's clear to us based off of the way that some of our screening questions are responded to, that many- people are not reading our job ads.
 Jessica Smith: Um, for example, we post the salary range within probably 98% of our job ads. And one of the questions we ask is, you know, what are your compensation expectations?
 Jessica Smith: And you could argue that somebody might read what's in there and ask for more anyways, thinking maybe we'll make an exception, but not at the volume of which we see.
 Jessica Smith: Or even questions about we'll post the schedule in the job ad. And then based off of the screening questions, they'll say they're not willing to work Saturdays when it says in the job ad, you know, in four different spots, Saturdays are required.
 Jessica Smith: Um, so it's just this thing where, you know, it's getting more and more difficult for recruiters to manage. These high volume things when people are just easy applying.
 Jessica Smith: So
 Alex: anyways,
 Jessica Smith: yeah, curious to hear what people are doing.
 Alex: Well, my contribution to that is an article that a friend texted me yesterday. AI is forcing the return of the in-person job interview.
 Alex: We've come full circle. Isn't that wild? So this is a Wall Street Journal article. Uhm, I posted it. You're in general to stock discussion.
 Alex: If you'd like to check that out. It's very interesting read.
 Jessica Smith: Wow. Yeah.
 Alex: Right. Irony of ironies. Yeah. Very, very interesting.
 Jessica Smith: Nobody. I guess everybody still just manually
 Alex: rely on languages. Such a huge. We'll in
 Jessica Smith: the next because anything
 Alex: yet. There's just huge disruption going on right now. And I don't think anybody's figured this out.
 Vivian Larsen: Literally just wrote an article about how LinkedIn is getting a fielding 11,000 applicants a minute per job because of bots and all of the different bots that you should be aware of the candidate.
 Vivian Larsen: It's
 Alex: using
 Vivian Larsen: recently. So yeah, this is a timely question. So it's just, it's just an issue. Nobody has really gotten a good solve for you.
 Vivian Larsen: Kind of like the battle of the bots going on. You've got the AI screening tools, fighting the AI bots that are trying to beat the AI screen.
 Vivian Larsen: Having tools kind of going on. Yeah.
 Jessica Smith: Yeah, and it's, I mean, you know, towns and road in there, it's no wonder he's having a hard time getting an interview lately.
 Jessica Smith: You feel for the candidates who are actually qualified or who are being selective about the jobs that they're applying to and they're reading them because.
 Jessica Smith: eyes. You know, and we just redid all of our bins and statuses so that we can have better, um, metrics to report on to show if 300 candidates apply and 225 of them do minimum qualifications.
 Jessica Smith: patients? That's why we've had to put screening questions and whatnot in place because you have to weave through those people who aren't reading or who are mass applying.
 Jessica Smith: And we have, um, some of our more corporate roles in finance or IT. We see, the use of the bots to apply a lot more there than in our non-exempt positions.
 Jessica Smith: But, for example, you know, we'll have a financial analyst position that was posted for maybe eight days. There are 300 applicants.
 Jessica Smith: Well, if you put the filters on, 250- 50 of them are over a hundred mile radius from the job. They're not even located in the area, which then forces us to say, hey, we're only going to consider candidates within an x-mile radius of this position.
 Jessica Smith: And then again, we've got another- a filter to say, well, are you willing to relocate? And so, yeah, it's wild.
 Alex: Well, you know, we do have an event coming up that is related to this topic. Uh, it's a product deep dive with Sarah Brom.
 Alex: Wednesday, September 10th at 12 p.m. for our members. Sarah Brom is- Here we go. They do, uh, identity verification. Uh, they also do a lot of other stuff, too.
 Alex: And I imagine they'll have something to say about this topic. I-I'll-I'll-I'll ping them at a time, make sure that they know that we like to talk about this more.
 Jessica Smith: Yeah, I've seen a-a brief demo with a friend who is building, um, somebody actually that I met at a conference, uh, who solic- I did some feedback for an AI screening-phone screening tool that he was using.
 Jessica Smith: And my first initial reaction to that was, ooh, our candidates aren't gonna like that experience. And the hourly kit, the other thing about implementing these that is really important to balance is that you don't- you don't want to create a situation that's unfair for the candidates who aren't
 Alex: tech-savvy,
 Jessica Smith: or who aren't gonna be scared by that.
 Alex: Yep.
 Jessica Smith: And so we don't wanna, you know, you don't want to create this situation where, hey, if you don't know how to figure out these new tools, or if you're not willing to- do this, we're not gonna consider you even though you're qualified, because that's not fair.
 Jessica Smith: But it's pushing us to the point where, you know, we're gonna have to implement some kind of something just to be able to keep up with and find people.
 Alex: That's a great point. And I've seen several- several of these tools now, and that's always my biggest objection, too. It's like, there is- there's just an assumption that everybody's gonna be okay with it, right?
 Alex: But there are huge gaps in data literacy and AI literacy, and very abundantly- reasonable concerns that people should have. Oh.
 Paul Day: What about that? Umm, the software that we just did, uh, deep dive in, they seem to have handled that issue, the screening tool, the phone screening tool, what people could choose to type in their phone number.
 Paul Day: And it just calls them.
 Ariel Hsieh (she/her): Umm. What's that?
 Paul Day: What's
 Alex: that?
 Ariel Hsieh (she/her): Sorry, it was a qualifier.
 Alex: Qualified. Yeah.
 Paul Day: Yeah. Right. It was, they really, um, they had multiple options for people where, like, they could do this on the computer or the, make a type in their phone number, um, and, um, type in their phone number and it'll call them and ask them the prerecorded questions that they recorded.
 Alex: Yeah. That was, like, a nice middle ground, I thought, because it's not talking to a bot. Exactly, but it's, and, but it is automating a process and I think it would, and we did talk about this on the call, so I encourage you, it's stored here in vendor selection.
 Alex: Under qualified, we did address that. Thanks for bringing that up, Paul.
 Jessica Smith: Thank you. Yeah, and the other one that I saw that demo of was, uh, essentially, like, it sounded very realistic with an AI.
 Jessica Smith: Kind of conducting the actual phone screen, and then it was something like it recorded the candidate's responses, and they were all put out somewhere, and it did have some great solves for, like, most of the recruiting team is probably working standard business hours, and if people are working and they
 Jessica Smith: . Thank you. Don't have time off to talk to a recruiter. It was a good solve for that because you can connect with them, but I think if you're using a tool like that, you need to have something in place to say, okay, well, if they're not willing to do this, how can we ensure that they can still talk
 Jessica Smith: to a real
 Alex: person?
 Jessica Smith: How can we make? Thanks. Make sure they have the option to opt out and have us still be able to consider them.
 Paul Day: Agreed. I do
 Alex: remember
 Paul Day: that being worked into that demo. They had some sort of solution for that.
 Alex: I think so too. I think you're right.
 Paul Day: Yeah.
 Jessica Smith: Thanks, Paul. I'll check that out.
 Greg Mendez: One of the concerns I have with all these companies is a lot of them have some really novel, cool ways of approaching the solution.
 Greg Mendez: And you can tell that, you know, I think in another year or two, there's going to be some type of breakthrough or an approach.
 Greg Mendez: But I think people, both candidates and recruiters are going to find acceptable, especially in their work flow. My only concern is that many of these companies are so brand new.
 Greg Mendez: You kind of start wondering, okay, I, I, I'm almost feeling like a. Pre, I want to date myself, pre 2000 dot bubble, uh, dot com bubble burst.
 Alex: And
 Greg Mendez: I mean, that's just the natural course of businesses. The strongest will survive. Unfortunately, if we invest a lot in these companies, and that's going to be a, it's, it's an elevator risk.
 Greg Mendez: And that's it. Let's say I go with company X, because they're just, they seem to be really doing well with this market, but it's bleeding edge.
 Greg Mendez: The idea is, they could be, they could be acquired by another company. That's great for them. But I don't know what that company's going to do with that technology, AKA skill survey.
 Greg Mendez: We saw what happened with skill survey. Um. And then, you know, we also going to have, oh, they just may go out of business.
 Greg Mendez: And then you're coming back to square one, hoping that one of their competitors can pick this, pick up the slack.
 Greg Mendez: If, if they're still around as well. So that's something I'm kind of, you know, when we're looking at. Companies, at least, we'd like to see how long they've been around.
 Greg Mendez: Look at their financials. If you haven't been around a couple years, that gets me a little, that gets me nervous.
 Greg Mendez: I, I will kind of, I kind of like to step around long and see, okay, what, what, you know, look at their deep dive in their financials and start saying, you know, are they going to be around any?
 Greg Mendez: Yeah, I or two, cuz that's a real reality for some, for, for good number of these companies.
 Alex: Well, I can say from all of the founders that I've talked to who are working on startup, so I have something to do with AI, they're all trying to exit in three to five years.
 Alex: Max.
 Greg Mendez: I, I get it. Hey, it's business, but that doesn't, that doesn't help you, uh, unless you're okay with realizing, okay, in three to five years, we're gonna have to look shop around for another vendor.
 Greg Mendez: That may make a little harder for those who have to make a business case to invest in them. That's just my thing.
 Greg Mendez: That's my, my two cents.
 Alex: And meanwhile, the larger players aren't immune to, to liability either with what happened to work day in paradox. So it's, it's an awkward moment.
 Alex: Historically, you
 Greg Mendez: know,
 Alex: we're all being pressured to adopt this technology because our hands are kind of tied because it's pushing the limits of our systems and yet there aren't vendors out there who possibly even could have a long track record because the technology is so new.
 Jenny Fair: Yeah. I think this is a good time to look at co-innovation opportunities. Right? I really, really do because,
 Alex: you know, you're able to, you know, sort of future proof
 Jenny Fair: what you're building. And in so many ways, there's huge long-term impact from that sort of strategy.
 Alex: Yeah. Yeah. Yeah.
 Jenny Fair: Actually,
 Alex: go ahead.
 Jessica Smith: All right. I was just going to ask, what exactly do you mean by co-innovation strategies, Jenny?
 Jenny Fair: So you work with a product company or an AI tool or to, to create an, you know, sort of an in-house.
 Jenny Fair: That was a un technology branded product. So it's, it's so built to suit and grow and scale.
 Alex: So, and the way that often works is that, uh, so I know one global company that, uh, decided to tap a developer to build.
 Alex: An ATS just for them, right? And their investment in it is they, so they get it, they get a commitment.
 Alex: They know they have a customer, right? They get capital to build that product with. And then they can leverage the success of that customer to then expand the product.
 Alex: Their customer base. That's co-innovation. As opposed to getting, like, startup funding from an investor. Uh, yeah. That's the idea. But, you know, I think the benefit to that is you potentially have a much more, uh, trusting relationship and you're much more heavily- involved in the development of the
 Alex: product to make sure that it meets your standards.
 Jenny Fair: Another great example is a large fast food chain. Their sort of text to apply with one of the large, um, you know, bot organizations.
 Jenny Fair: We all know the one was a co-innovation that, you know, changed the game there. Yeah. Oh,
 Jessica Smith: yeah. Yeah.
 Alex: Great, great question. Thank you. Alright, we have one more question here. We've got, uh, Cordell.
 Cordell Ratner: Yeah. Yeah. This, um, I was just shooting this out for the, um, general essay insights team. But, um, we recently came across a situation where we're going to have to, we may have to deal with, um, a person.
 Cordell Ratner: I think we're. An easy person screening question. We have a flow of person screening questions, but one, let's say it's a yes, no question.
 Cordell Ratner: And if you answer yes, you continue on along the path of our rest of our screening questions. But if you answer now, you basically drop down to a second question to get a little more.
 Cordell Ratner: Information about why you said no. Um, and then you get returned to the regular stream of person screening questions. And so I had to run that out there and, um, maybe we got a new one again, but, uhm, did I?
 Cordell Ratner: And read about from Ian. Um, but it seemed like it wasn't possible. It's not possible. It's not possible. It's not possible.
 Vivian Larsen: Yeah. What you're, what you're specifically asking for within the confines of the screening questions is not possible. But what I have seen customers do is create screening question eye forms for this specific use case for their most heavily recruited for positions.
 Vivian Larsen: Um, and post them as job specific. If you go back, I think I did it now, you know. On this a couple of weeks ago, if you go back to the job specific forms, then they would post those recruiting workflow.
 Vivian Larsen: I form screening question forms as part of their job creation process. So. It isn't possible within the screening questions featured.
 Vivian Larsen: Specifically, but there is a hack. There's a work around.
 Cordell Ratner: We're still debating whether we want to actually ask this sub question or not. But. I'm just trying to figure out the possibilities.
 Cordell Ratner: So that would be one possible way to. Do it. Thank you.
 Cheryl Callaway: Um, I question. Um, Vivian, maybe you can answer this. I was told long time ago that a dependent field should work.
 Cheryl Callaway: I don't know if that would. It's not like conditional field logic. So it's a little bit different, but you make it.
 Cheryl Callaway: If like a person's screening question, it's just a person profile question that they have to answer. What is that a possibility
 Vivian Larsen: or dependent fields are not possible within the standard form within the standard setup of a person profile on a portal.
 Vivian Larsen: They are possible within a form. The only place dependent fields are possible in a web view where users can access them that are not Isim's platform users is within a form.
 Vivian Larsen: Um, Emily, you also had a question. Is it possible to use conditional field logic with location or data or person profiles?
 Vivian Larsen: It depends, but the answer is generally yes. You can use them on the recruiting workflow profile and you can use conditional field logic in the job profile, but not on portals.
 Vivian Larsen: So in the candidate facing experience. That you would have the answer is no. For conditional field logic. Thank
 Emilie Choy: you.
 Alex: Alright, any other thoughts on Cordell's question? Alright, the floor is open. We have another nine minutes. Who else has a question today?
 Emilie Choy: Sorry, adding on to my question when it comes to looking. Okay. Where do you pull the, uhm, with the ID from when it comes to using location or data?
 Vivian Larsen: System ID.
 Emilie Choy: Got it.
 Vivian Larsen: You're gonna pull system ID. I've, so you're asking. I think for something that is very hard to do, that only a very small number of people at ISIMs know how to do and I'll admit, I've done it twice.
 Vivian Larsen: So it's not an easy lift, which you're requesting. But I can be done. Um, the challenges that there's. Limit of 5,000 returns in conditional field logic.
 Vivian Larsen: So that, and that is the number of permutations that the conditional fields could come up with. So if there's combination A, B, C, D and exponentially x plot apply that.
 Vivian Larsen: Number, you're going to hit 5,000 very fast as far as the results are concerned. Um, so whatever you're trying to build, um, be mindful of the fact that if you've got 10,000 records, you're already past the search limitations of conditional field logic.
 Emilie Choy: All right, thank you.
 Alex: I got time for one more question.
 Vivian Larsen: Everyone.
 Greg Mendez: Good.
 Ariel Hsieh (she/her): Oh, sorry. I just want to ask really quick. This is Ariel from Biosat. I'm not. We recently heard that OMP is being deprecated.
 Ariel Hsieh (she/her): Um, and I was just wondering if anybody else, um, had those conversations yet. Um, we were kind of excited honestly because they offered.
 Ariel Hsieh (she/her): To give us CXM for free and said, which we were trying kind of tighter excitement because we were like, that's actually a way better deal because OMP never really worked anyways.
 Ariel Hsieh (she/her): Um, so just wondering if that anyone else had those conversations and what's their thoughts on. Someone did
 Jenny Fair: previously share a similar experience. Several weeks ago that they had started an implementation and then it was halted because of what you just said.
 Jenny Fair: Uhm, I'll try and dig it up for you, but someone did share that on this
 Ariel Hsieh (she/her): call. Yeah, yeah, no worries. Um, yeah, I think, uh, yeah, I was just wondering and, you know, it'll be cool if we do go, um, we might probably just do the CXI implementation probably beginning the next year.
 Ariel Hsieh (she/her): So, um, I'll be happy to share whatever. Uh, come talk from that process with the group.
 Kaitlyn Faile: I'm a client who's in that particular situation, so keep me posted because I would love to hear your experience and collaborate with all that, too.
 Ariel Hsieh (she/her): Yeah, definitely.
 Jessica Smith: Yeah, were you asking, uhm, just kind of just see what people are doing other, like, in place of opportunity marketplace to identify internal talent, or?
 Ariel Hsieh (she/her): Honestly, yeah, that would be, I think, a great. And, uhm, Resision Boyner, a post, uhm, for the future, cause, yeah, we, uhm, yeah, don't really have a strategy for that currently, since we weren't really
 Jessica Smith: delighted to talk about it. Sorry, I could speak to a little bit of that, cause that's a project. That I've been working on this year, and it's just basically building out ways in the system to identify internal talent better.
 Jessica Smith: So, one of the things that we've started to do is, we took a look at our profiles, and you can- actually change them for, like, the portal.
 Jessica Smith: So, if you have the internal portal, we've started asking them questions about their career preferences when they're logging on and applying to jobs, and then we're craving reports based off of those fields.
 Jessica Smith: Umm, so it's about, you know, your preferred location, and what type of movement do you want to make within the organization, and what are you interested in, and what are your skills, and so we're tying it as a part of a whole larger project where we have these reports in the- system, and then we can
 Jessica Smith: source internal talent based off of the way that they've answered some of these questions, and a lot of other information.
 Jessica Smith: We're also redoing all of our job descriptions, and coming up with, like, a preset list of skills, which we'll eventually add on to- the job, so we can do a match based off of the skills that they've said that they had, and the skills that are required for that job.
 Jessica Smith: And then we're making it basically an entire internal experience where we're using, um, CMS See ya, man. So we to ask to update our internal career site, and then we plan to invite our employees to log in and update their profiles if they're actively interested so that our team can proactively reach
 Jessica Smith: out to them versus relying on them signing up for job alerts on the website, or like scanning the internal site.
 Jessica Smith: So, and all of those things are free, um, and just ways that we're creatively leveraging the system to try to identify internal talent.
 Jessica Smith: But,
 Ariel Hsieh (she/her): awesome. I would love to, uh, message you more about that directly.
 Jessica Smith: Yeah. I'm, I'm happy to chat more on it.
 Alex: Alright, we have a- a couple minutes left. Any quick questions? Okay, if not, thank you everybody for being here today and contributing to the conversation.
 Alex: Vivian, thank you so much for that now, you know. And we will be here on Zoom next week, but we will also be live with Greg over at NYU.
 Alex: If you want to attend, by the way, the event isn't circling you in RSVP, but we need to know. Bye, let's say Tuesday, because we have to get your information to security.
 Alex: And let's finish out by spinning the wheel of Yum. Somebody today is going to get lunch on S.A.I. And that's somebody.
 Alex: I hope everybody has a restful and restorative weekend and we'll see you next time. Thank so much.