iCIMS Hacks: Cleaner Emails, Better Formulas, Smarter Insights (11/14/25)

Link-friendly variables make confidential portal emails cleaner and more secure, a reminder that formulas are powerful in iCIMS but should be used carefully to avoid performance drag, Plus, a fun moment about creative SaaS ads in NYC subways. Join the community for more insights! 

https://systemadmininsights.com/

Transcript

Vivian Larsen: Hey
 Alex: Vivian. Hello. Hi Ty.
 Ty Miller: Good afternoon.
 Alex: Alright. Alright, folks coming in. What's going on, Cherie? Hi there. Happy Friday. Happy Friday to you. Alright, I see Townsend's with us.
 Alex: That's Sarah. Julie, Jessica, welcome everybody. Great to see you. Let's get started in one second here. All right, welcome everybody to System Admin Insights.
 Alex: So good to see you here. As always, I'm Alex Marcus, your host. I'm joined by the IRD consulting team, Caitlin Vail, Vivian Larson.
 Alex: Tanya Miller doing iSIMS all day long. We're so happy to see you here. Let's start off with a little bit of gratitude.
 Alex: As per usual, please drop something in chat that you are grateful for, and I will say that I'm grateful for my dad.
 Alex: My relationship with my dad, we didn't talk for a while, but now we're talking all the time, and it's just fantastic.
 Alex: Sarah says, beautiful weather. Vivian says, grateful for our veterans and how our community honors them. Indeed. Kaitlyn, on-demand consent. Pelting has been so much fun.
 Alex: Oh, I'm so glad to hear that. That's a, that's a new thing that we're doing here. So, if you are on our paid membership tier, you have access to.
 Alex: The IRD team of consultants on demand, uh, with a four hour lead time, you can jump in the ISIMS channel.
 Alex: It's the fourth. The first post, pin there, on-demand ISIMS consulting, you click a link and you can talk with one of the, one of our team members.
 Alex: Uhm, yeah, let me, uh, let grab the share for a second and I will point it out. All right, so over here in the ISM's channel, am I sharing, am I sharing?
 Alex: Yes, I'm sharing. Great. Uh, over here in the ISM's channel, it's the first post pinned right at the top here.
 Alex: So, uhm, if you click see post, you'll see more. There we go. Book your session here and that will take you to a Caledly page.
 Alex: We've got this. Set up as a round robin, so that gives you, uh, that's what, that's what allows us to do the flexibility here.
 Alex: So each team member is, uh. Incorporate into this round robin functionality and you'll be able to hop on as soon as you need some help.
 Alex: All right. Caitlin, you want to take it back? Okay, so a couple of monitors.
 Alex: Oh, cordelsis, good health indeed. All right, so we are recording this session and we will post the recording to Circle, which is SAI.
 Alex: Spotify, if you want to listen to the audio. If you missed a session, it's all on
 Kaitlyn Faile: our
 Alex: Spotify playlist, and every once in a while, we'll put a session on YouTube. It's incorporated into SAI, so that when you search for stuff in SAI, you're going to be searching not through all the posts that we put in there, but also through the search transcripts of all of our calls.
 Alex: We've done hundreds of them now. So much rich information about how to use ISIN. And strategically next slide, please. All right, today we're going to talk some more about confidential portals.
 Alex: So Vivian got some great feedback and some questions, so we're going to continue down that path a little bit. Uh, then we'll talk to take our members' questions and do some announcements, general questions, and at the end we like to do a What We Learned video if you want to stay on and talk about something
 Alex: that you learned today. You are more than welcome to. Next slide, please. All right, this week our seven-day leaderboard, Liam, rocketing to the top.
 Alex: Congratulations with Greg and Jessica there. Thank you, everybody, for being valued members who are contributing to this community. Next slide, please.
 Alex: Next slide. That's it. That's it. All right, so let us do a quick poll. It's actually a series of three questions.
 Alex: If I did this right,
 Vivian Larsen: I did it
 Alex: right. Go me. All right. So the first question, do you have a need for a confidential portal at your organization?
 Alex: Yes, no, not sure. Question two, if yes, what would be your primary use case for confidential portal? And question three, what are the biggest concerns you have about using a confidential portal?
 Alex: I'm going to let folks read to those. Okay, and, Answers are coming in. We've got six people. All right. And give it 10 more seconds.
 Alex: Two. Shout if you need more time. One.
 Vivian Larsen: 0.5.
 Alex: Okay, done. Alright, let's see what we got here. Alright, so, 58% yes. Need for a confidential portal. Highest need for a confidential portal is actually other.
 Alex: That's interesting. Uhm, and we can't ask for it. We're like, please specify on the poll. So we'll just have
 Vivian Larsen: to ask
 Alex: some questions here. Uh, but yeah, we'll drop it in chat. There you go. So if you, if your primary use.
 Alex: Case for a confidential portal is other, please drop that into chat now. So Vivian can check those out. Second, most popular.
 Alex: Response was confidential employee information management, followed by sharing sensitive info with candidates. The third question, what are the biggest concerns you have going about using a confidential portal?
 Alex: Number one, security and data protection, followed by neck-and-neck with integration with existing systems. Compliance, legal considerations, and maintenance and administrative burdens.
 Alex: Vivian, I hope that's enough to, ah, to, Yep. Yeah, take it
 Vivian Larsen: away. So take it away. Gives me a
 Alex: lot to talk about.
 Vivian Larsen: Okay. Awesome. So, I'm not surprised to see that 58% of you need a confidential portal. I want to talk about portals as a concept in general first before we deep dive into confidential portals as a specific.
 Vivian Larsen: A couple of years ago, ISIMs went from charging per portal, that was their model, to now you can just have as many portals as you want.
 Vivian Larsen: So, I want to want everybody to know that, unless they've changed it, which I've not heard, uhm, you can have as many portals as you need.
 Vivian Larsen: So, think about this concept that I'm about to explain to you in a couple of different ways. It doesn't just have to be a confidential portal.
 Vivian Larsen: One of the folks has mentioned that you need temps. I have seen, you know, you need a specific way to hire temps.
 Vivian Larsen: I've seen the concept of a use purpose specific portal. It can in multiple different ways, uhm, and it can be temp portals.
 Vivian Larsen: It can be contract renewals. It can be. Be confidential. Kind of the sky's the limit. A portal is just a way to capture specific information that is.
 Vivian Larsen: Unique to whatever use you are applying it to, so it's a way that you can capture candidate data and customize it.
 Vivian Larsen: You customize that candidate data that you are capturing to whatever use case you're using. So today we're talking about confidential portal, but keep in mind it doesn't have to be for just this purpose.
 Vivian Larsen: So confidential portals have a couple of unique, and I've had a post in the circle community. About this before how a couple of different configuration requirements that I really recommend you think about one of the things that.
 Vivian Larsen: That makes a confidential portal unique is that this. Page. This is your candidates. Dashboard page needs some massaging and then along the way here.
 Vivian Larsen: This page needs to be shut off. You can actually shut this off in the case of setting up a portal so you don't have the candidates come back and see all of the different things that are posted.
 Vivian Larsen: So following up on last week's call, you would post your position to your conversation. But in posting it, you would not have to be concerned that a candidate would get that portal, uhm, get that list of other jobs.
 Vivian Larsen: That are posted to this portal, because we would actually have this shut down, and your first page that your candidate would go to would be the job-specific link you send them in the course of setting up your portal.
 Vivian Larsen: You would also shut this stuff down. You don't want submit a referral to this page. You don't want share on your newsfeed.
 Vivian Larsen: All of that can be configured off. Notice, return to welcome page. This page is nowhere on this piece, and this isn't even though this is the dashboard of an applicant that I've gotten mid-flight.
 Vivian Larsen: It's also, uhm, something that's something that you would not see on my normal flow, so the biggest configuration considerations that you need to have for a confidential portal use case specifically.
 Vivian Larsen: Is take away their ability to share it, take away their ability to return to the welcome page, and only share the portal.
 Vivian Larsen: The job specific variable in the course of sending your candidate the job. And, uhm, so, the other thing that you need to consider is this dashboard.
 Vivian Larsen: So, in this dashboard, you're going to take away view current job opportunities. And, you're going to take away update the job screening questions manage E-mail subscriptions, you don't need any of this.
 Vivian Larsen: And, in many cases, I will actually take this away, too. You can take this off, as well. Uhm, so, those are the some specific pieces of configuration.
 Vivian Larsen: You can request all this through the help desk, and have the help desk do for you. Just send them screenshots of the- And they will take away manage email subscriptions and update screening time.
 Vivian Larsen: What that will give you is the ability to have the candidate have just a simple update your profile. We'll see you well in the event that they need to update their profile for anything or you need to send it back to them.
 Vivian Larsen: Um, it will create a user neighbor password for them. You can also. Almost. Also, in some cases have them. If you submit their resume to the system and then send them a user name and password have.
 Vivian Larsen: I'd like them simply go here instead of sending the job specific link. So you send them their log instead of the variable for the job itself.
 Vivian Larsen: You send them the variable for their profile, update your profile URL, and then have them update their profile instead to just finish.
 Vivian Larsen: Their
 Alex: application. So- If you have one
 Vivian Larsen: quick
 Alex: question, I think you blew Jessica's mind. She says, I've never seen that update screening questions on the dashboard. Where
 Vivian Larsen: can we enable them? Oh, yeah, that's a setting. Um, so again, that's a help desk setting. This update screening questions.
 Vivian Larsen: Um, there's a couple of things on this page. That you can do. So yeah, update screening questions. If you have consent capture, you can have update my consent capture on this page as well.
 Vivian Larsen: Um, but yeah, it's, it's just a setting. You ask the help desk to have them do this. This is going to be person screening questions, though.
 Vivian Larsen: Not job specific screening questions. So just a little, nope, on that. So if you have person screening questions, Jessica, do you know if you're using- person screening questions or
 Jessica Smith: not? We use both, but the person screening questions are pretty limited, so I'll take a look at them. And see whether or not we want to do that.
 Jessica Smith: The reason, um, and just to throw out there why you want to think about which ones you're using is because if you use new.
 Jessica Smith: Who I sim specifically, umm, that, or I'm sorry, if you're using legacy or new, you don't want them to have to click on both, like, icon.
 Jessica Smith: If you're a new I sims, less of a problem because they can see them all at the bottom, but if you're using legacy, then the user has to click on the two different icons to
 Vivian Larsen: see stuff. Gotcha. Gotcha. Yeah, that is a, a fun little limitation of the way that new I sims is set up.
 Vivian Larsen: It's, it's click some click, uh, click, uh,-click, t-t-t-t-t-t-t t-t-t-t-t-t-t-t-t-t-t-t-t-t-t-t-t-t for example, first click on, uhm, confidential portals specifically in the process of setting them up.
 Vivian Larsen: Thank you. Nope. Not seeing anything in the chat. So I do have one other little somewhat released.
 Vivian Larsen: I'm going leave. Um, this is kind of, uh, also ran. And ehm, piece of the conversation. But when I keep talking about adding variables to the job specific applications.
 Vivian Larsen: applications. So you would create a template and call this whatever you want to call it. Uhm. Alright. Oh, wow. Sorry, my, I hate new template.
 Vivian Larsen: I don't know why. Um, it wasn't letting me type. That's it. It good. It good that umm. When you create a variable, and this actually came out- I've been a client conversation for me today.
 Vivian Larsen: Um, you would want to create something that- so the question has come up where could- the person parse the URL and go to the main page.
 Vivian Larsen: Um, if you have this- the search page- page. Turned off and you have the welcome page turned off. Um, that could be, um, you can configure around that concern.
 Vivian Larsen: But in the event that you don't want, you want to make it as difficult as possible. Um, you can create link to profile.
 Vivian Larsen: You can create a link-friendly variable when you are creating the email. And, so when you go to- you. Create the link-friendly variable.
 Vivian Larsen: I'm gonna send a general variable portal. I'm gonna do update profile URL. So in this case, imagine I've- I've written this email, you know, hey, we're considering you for a confidential requisition and blah, blah, blah.
 Vivian Larsen: I'm gonna create update profile. You're- And then I'm gonna select this link-friendly variable. Not a lot of people do this.
 Vivian Larsen: Um, so link-friendly variable, update profile, you're- URL, add selected. What is this? This is a way that I can take the link and put- Quit.
 Vivian Larsen: My text, instead of that funky little string of the variable, um, so I'm gonna cut this. And then I'm gonna type in, please click here, and then I'm gonna highlight here.
 Vivian Larsen: here. Click link options, link, and paste. And now, instead of, That string, or the URL of the individual, um, portal.
 Vivian Larsen: No. With the URL of the portal visible in the email, you have here, and then they can click here whenever verbiage you want.
 Vivian Larsen: And then send this instead. So that's just one tiny additional layer of protection as far as people not being able to suss out.
 Vivian Larsen: The actual URL and potentially find a way and a path back because that was a concern from folks the last time we spoke about this.
 Vivian Larsen: Okay, I'm gonna stop sharing, umm, other questions. . .
 Alex: Remember things in chat, Vivian, I'm not
 Vivian Larsen: sure if you caught them? No, I haven't been looking at chat because I'm
 Alex: sure. Umm. Okay, let's see here. So I'm gonna scroll all the way back up. We- I had, uhh, Jessica Smith that said we have temps to convert and don't need to post a job external- at least
 Vivian Larsen: sometimes. Mm-hmm. So you could create a temp specific portal along the same veins where you post the position to- private.
 Vivian Larsen: So the other configuration thing in the background is that you would not enable Google indexing on this portal. So it isn't searchable.
 Vivian Larsen: And it's not going to come up in the XML feed when you post the jobs to this portal. So if you don't enable Google indexing, you can post.
 Vivian Larsen: You can post the job to the portal, give it to the candidates as a way to get their update their profile and give you all their information and then take it down.
 Vivian Larsen: Yeah,
 Jessica Smith: we, we have that, uh, this confidential portal live we have for a few months, um, and have done exactly everything, Vivian.
 Jessica Smith: You And it's been helpful because we've used it for more than just temp, like other people have met. Just wrecks where we already know who we want to hire and we don't know want anybody.
 Jessica Smith: We don't want to post an externally.
 Vivian Larsen: So Ariel and Liam, you're having a great conversation in the chat. I want to call attention to it. Umm, so, I'm just reading- reading.
 Vivian Larsen: Through all of it, Ariel, I just wish it could be used with the invite to apply status. So, um. Mm.
 Vivian Larsen: That's, that is kind of a sticky point. Uh, you can't necessarily use it with that standard button invite to apply, but I have.
 Vivian Larsen: I have had clients create a, um, workflow status. And in that workflow status, what they'll do is they'll create. They contact profile for the candidate, first name, last name, email, cause you have an email.
 Vivian Larsen: And then in that contact status. They will move that contact to work flow and basically submit them to a job as a contact and then they have a bin called contact.
 Vivian Larsen: And then in that bin they have some work flow statuses that include emails that are set up with, you know, hey.
 Vivian Larsen: Hey. Marketing material basically about the position about the job variables. Um, so that is one way that I've seen people kind of get around that limitation.
 Vivian Larsen: In the past. Do either of you have any other questions or want to speak to your conversation?
 Ariel Hsieh (she/her): Yeah. Yeah. No, that's interesting. I just, um, I think I was kind of preferring more to, like, you know, when they complete their application, like, it would just be nice.
 Ariel Hsieh (she/her): Nice. Because, for, in those situations, it's like the recruiter kind of has to keep on coming back to those people to see, hey, did they actually complete the- application because they don't auto-step, and then they have to move them through manually, so it's just kind of a little bit more work for
 Ariel Hsieh (she/her): the recruiter. Um. To, to do that, because ideally we want them all to step into that same, um, you know, new submissions have been in the same statuses versus.
 Ariel Hsieh (she/her): If I get in a different workflow. Um, so yeah, that was kind of what I was more so referring to is, uh, we have dashboard reports, obviously, that like helps.
 Ariel Hsieh (she/her): Um, you know, look at it and, like, have the application completed, but it's just like one more thing they have to, you know, do and then move the candidate manually.
 Vivian Larsen: You could potentially create an event notification. Um, event notifications are tied to workflow statuses. Or form completed. So just keep that in mind.
 Vivian Larsen: There's only two triggers that you can potentially use. And that's status updated. And, um, work. Flow status, um, I'm sorry, form completed or form status change.
 Vivian Larsen: Those are the things that you can use to trigger an event notification. But I have. I've seen, umm, something similar where there was a unique status created for sourcing candidates.
 Vivian Larsen: Essentially, the recruiters wanted to. To be able to track, um, this was on an agency set, um, set up, but they wanted to be able to track like how many contacts they had made over the course of the day.
 Vivian Larsen: To justify that they're calling a number of candidates for this particular requisition. And so, what we did for that particular customer role is we had an event.
 Vivian Larsen: Notification email set up where when the recruiter moved a candidate to an initial sourcing status. Yes? Yes, sir. Okay. In an initial sourcing rack that was considered an incomplete application, um, they triggered it and because they moved them to a stat.
 Vivian Larsen: They triggered an event notification in the background that had an email inviting the person to finish their application. So it was just one less click for the person.
 Vivian Larsen: Umm, the downside to that, though, is that event notifications are all or nothing. And if someone moved that candidate into that status and error- here.
 Vivian Larsen: Or moved someone into the status that should not have received it, they were going to get the email and there's no way to stop it.
 Vivian Larsen: Um, so. And. I don't even saw a lot of in a lot of cases folks didn't even recognize that that status change triggered a message and we're very confused.
 Vivian Larsen: By the fact that they were getting people responding and applying to their job and finishing their application and reaching out to them after the fact.
 Vivian Larsen: So event notifications are- ... but they are a solution to automate. You can also potentially use text-de-ply as well in this.
 Vivian Larsen: So if you're had the status, you can trigger, um, a text notification from the status, too. So there's a couple of different ways you could automate that if you had texting agent.
 Vivian Larsen: So any other questions from anybody? Okay. Um, Ariel, your question about confidential portals and how we can use them for internal data restrictions like for internal employees.
 Vivian Larsen: Can you elaborate?
 Ariel Hsieh (she/her): Um, yes, so I, uh, joined the call. all the, a little bit late. Um, so it was, like, right when Alex posted that poll.
 Ariel Hsieh (she/her): Um, and it was just interesting, like, the options that were on their, I was wondering, like, oh, are we talking about confidential portal, just related to job posting, or something else, because there were options around, like, for internal employee-sensitive communications.
 Ariel Hsieh (she/her): Uhm, and so I guess I was wondering if that was something that we were gonna be talking about, is potentially, like, using this as a way.
 Ariel Hsieh (she/her): Because I think, you know, I've been talked to, uhm, Paul, who talked to you and, And I've kind of been going on this whole thing
 christopher.coelho: about how to- I'm
 Ariel Hsieh (she/her): sure you think about the racks, but still allow, like the rest. But still allow those HR employees who are the hiring managers on those racks to see them.
 Ariel Hsieh (she/her): Um, and so I think at this point, we've all kind of- determined that maybe security rules would be the only way, but I thought maybe there might be something with portals that you are going to share, uh, with regards to this- Stop it.
 Vivian Larsen: Well, so you could potentially look into a portal. Let me go on a tangent. Um, I had a- You have a large school district in Georgia that I helped create a system for.
 Vivian Larsen: And their process was very unique. me. 7 9 9 9 in the sense that they legitimately fired all of their people at the end of every work year, at the end of every school year.
 Vivian Larsen: I'm sure. And then extended new offer contracts to every single employee for the start of the following school year. So, on the books, uuuh, they fired every employee in every teacher and then sent out new contracts, which meant that they wanted to use offer management.
 Vivian Larsen: Um. In order to send people new offers. So you can imagine how messy that is from a technology perspective. So the way we solved it for them was we had a contract renewal portal for them.
 Vivian Larsen: Love you. Bye. And had offer set up so that that was the secondary portal for offer management for them. So you can set offer management up, um, where it's got primary and secondary portals.
 Vivian Larsen: So, when they sent out the offers, the. The templates for the contract renewals had the variable for the contract renewal portal.
 Vivian Larsen: And the only thing that was on the contract renewal portal was that. That dashboard page and the link to sign their offer.
 Vivian Larsen: And so, like, none of the job posting, there was a single. job posted to that portal. And that single job was called contract renewal.
 Vivian Larsen: And that single job had that three. One school district. They had 300 jobs associated with it. So they extended 300 offers and those 300 offers.
 Vivian Larsen: first. We're each individually accepted with each individual candidate's login. Um, so there are a number of ways to hack portals.
 Vivian Larsen: If you need to capture, the main thing to keep in mind is that you use a portal in an instance where you have to capture information from the candidate.
 Vivian Larsen: And so if you need to capture an offer, if you need to capture updated information, if you need to capture up to the screening question.
 Vivian Larsen: If you need documents that you need them to upload, I've done something similar for a DOT company that needed drivers.
 Vivian Larsen: To regularly send them new, um, licenses. It's a hack. It's not really what I sense is designed for. Um, but I have seen people.
 Vivian Larsen: People do the same thing in the case of having, um, folks upload higher in health care. I've had folks upload, like, yearly nurse.
 Vivian Larsen: In renewal certificates. So they just had one big open job. And they had a, um, it was an evergreen that they refreshed once a year for the city.
 Vivian Larsen: Of, of being able to keep clean data. Um, and then, um, they had them have update your profile where they could go in.
 Vivian Larsen: They could include their. Additional documents and that update your profile button was edited to say upload your new documents here because that was the only purpose that that portal was used for.
 Vivian Larsen: So it's kind of a creativity question, um, and portals could potentially be a solution to a lot of different needs.
 Vivian Larsen: It just depends on what you're s trying to solve. So, sorry for the tangent. Any questions on what I just said?
 Ariel Hsieh (she/her): And, No, that's super helpful. I think that's like a very interesting take. Like you said, to see, like, what are we really trying to solve for?
 Ariel Hsieh (she/her): And I think, like, at the end of the day, too, it's, For me, personally, like, the issue kind of always comes back to, like, yes, like, we can restrict, you know, profile access.
 Ariel Hsieh (she/her): as you can see. We can restrict the portal access. But at the end of the day, the information that's coming through is all searchable.
 Ariel Hsieh (she/her): And then, you know, the only way to address that is with search logs, which is the worst functionality in the world.
 Ariel Hsieh (she/her): That, if that doesn't, you know, so I feel like it's kind of like, Like, that is really kind of the crux of the issue that I feel like is hard to deal with.
 Ariel Hsieh (she/her): It's, um. Preventing the searching of all the data that's hidden all of these various places.
 Vivian Larsen: So I think you've just inspired my next now. on you know, because I think I need to demonstrate when new isense access controls actually shows.
 Vivian Larsen: Um, cause it's the only one of them that I can configure. Um. So Alex,
 Alex: no, I want
 Vivian Larsen: that. Our
 Alex: socks are very good for what they were designed
 Vivian Larsen: for. And. and That is absolute scorched earth. You can't find something on off. Yes, no. But they are so limited.
 Vivian Larsen: Um. Mm. Fun fact, uh, probably 2015 or 14. They actually opened up ore functionality and search blocks for a hot minute and they.
 Vivian Larsen: I crashed every single customer for a solid day and had like nine hours of downtime and the worst. Like I.
 Vivian Larsen: I'm going my co-workers got gray hairs the next week after that. I'm incident. So they immediately shut it off because it was just too much for the system to handle.
 Vivian Larsen: And I'd. I don't think we ever got to a point where they solved that problem. Um, so search locks are definitely a very good functionality for the one one to.
 Vivian Larsen: I don't but new items, access controls are really, in my opinion, the best way to go about solving this problem.
 Vivian Larsen: With the caveat that you have to take away quick search, cause if you can take away quick search, then you take away anything that your, your folks can find and you take away.
 Vivian Larsen: So, anyway, um, that is all I have to say on that. If you have any questions about it. You can come to one of my office hours.
 Vivian Larsen: Um, or if you want to talk to me one on one about a specific problem you're trying to solve, feel free to do some of the on demand consulting.
 Vivian Larsen: With us and then we can see if we can solve it for you and I'll turn it over to
 Alex: Alex. Thank you so much for the enlightening. As always. Thank you so much. Alright, so it's time for a couple announcements.
 Alex: First, I just want to say welcome to Christopher and Karen. Uh, you are invited to unmute me. And, and share with us how long you've been working with ISIMs, uh, what company you're with, and what industry you're in.
 Alex: Christopher, would you like to unmute?
 christopher.coelho: Yeah, thank you for the introduction, uh, or for the, uh, the time as well, I should say. I've been working with actors.
 christopher.coelho: Thank you. We're in for about six months now, uhm, really, you know, business systems analyst type of role as a contractor.
 christopher.coelho: Uhm, uhh, likely to extend out further. I think it's really, you know, as the company continues to scale and grow, uhh, you know, they're looking for somebody to kind of help.
 christopher.coelho: Okay, out. them do that with their systems as well. And, you know, they have a great team and great infrastructure already.
 christopher.coelho: So kudos to them. It's really, you know, kind of building that out as we grow. So, um, overall, probably around two years of experience with a variety of implementations, uh, utilizing the platform.
 Alex: Alright, thank you so much. It's glad to have you here. And, uh, Karen. Karen Knudson.
 Karin Knutson: Yeah, thank you so much. Um, so I've been. I've been in an admin for almost five years now. I was my previous company, smaller company, about 500 staff members, just U.S.
 Karin Knutson: And, um, we built out the program, um, the ISIMS, um, system for that company, and it was, um, it was- as you can imagine, very, uhm, intense, and also enlightening.
 Karin Knutson: So, um, we- we really got dashboard from dashboards to temps- to everything set up for the- for that company. And, um, when they downsized, I was let go, and then I got picked up as an items business specialist.
 Karin Knutson: With the company that I'm at. And so, I- this is global. We're 9,000 plus, um, team members. Um, and so I- Now I'm looking at it from a very different scale, and very different configurations, um, being global, and, um, considering legal necessities.
 Karin Knutson: of these. for each individual country, except a region, that kind of thing, but it's been a huge talk about learning curves, but a great.
 Karin Knutson: Great one. So it's been, so that's why this is a great group, because there are so many more questions I have.
 Karin Knutson: When it comes to, you know, different, umm. Yeah, just different parameters within the system. So just thank you so much.
 Karin Knutson: This, this is
 Alex: great. Fantastic. Glad to have you here. And I remember when I took on my first items. A global platform. And before that, I had done a regional platform.
 Alex: And it's just using a bunch of acronyms and terminology that I never heard before. And I would. Googling stuff furiously on the side and trying to catch up.
 Alex: Uh, didn't have this as a resource. So there's a lot of folks in here. Hope you use our Find a Member feature.
 Alex: That's when. Things on the platform. You can actually find folks based on company size.
 Karin Knutson: Awesome. Thank
 Alex: you so much. Yeah. A couple other announcements. We have of courses. Our course library is filling up. I want to share.
 Alex: There we go. Okay. So. So, Over here at the top of the platform, we have courses. And so, some of these are custom courses that we've recorded privately, and some of them are f- from the calls themselves.
 Alex: These now, you know, topics that Vivian does. We, uh, pull them out of the call and put them over here as a course.
 Alex: So those are more open. And available to everyone in the platform. Had to do some bulk editing on the back end.
 Alex: So a couple of members have told me that they didn't have access to it. If you can. See those courses or you can't click into them.
 Alex: Just DM me and I'll change your access on the back end so you can see that. And then one final announcement before.
 Alex: We head over to member questions. IRD team is planning out Q one now. So if you are interested in some one.
 Alex: On one time with an IRD team member, and that can be strategic guidance for T.A. Analytics with Isum's data, module implementation.
 Alex: Dashboard customization, vendor selection. You know, some folks are moving away from Isum's, and if you're moving away from Isum's, we can help you f- find, uh, a good place to land.
 Alex: We don't take referral fees, so all of our advice is you are our first priority. We're not getting a kickback on the back end.
 Alex: If you're interested in anything like that, you'd like to have a conversation, you can DM me or Caitlyn in the platform, or you can email sales at integral.
 Alex: At integralrecruiting.com, sales at integralrecruiting.com. And with that, we will jump back over to the platform. I'm going to head over to, to the Isim's channel.
 Alex: And let's see what we have here. Alright, let's start off with Karen's question. Question. Karen, you want to share?
 Karin Knutson: Sure. Um, and I think I know the answers to this, but I just wanted to confirm. Um, are you able to- So we have an e-mail that goes out to all new candidates when they- new applicants when they apply through the career portal.
 Karin Knutson: Um, is there a way- that's a default, obviously. Umm, is there a way to set up if a candidate applies for a specific country or a rep from a specific country?
 Karin Knutson: can they get a separate specific email sent to them? Okay. And the next
 Vivian Larsen: Okay. Okay. Okay. Okay. Okay. In fact, job is posted to a country specific portal.
 Karin Knutson: That's what I thought. Okay. Yeah. That's what I thought. Okay. Makes complete sense. But I just, just in case, you know, just in case I'm missing something.
 Karin Knutson: Thank
 Alex: you. Thank you for the question. Oh, is somebody
 Jessica Smith: else? Sorry, this is Jessica. I- commented on this one. Umm, and maybe I misunderstood the question if you were thinking that you would want it to be a different email and not a- I I just, but if you wanted to send, okay, gotcha.
 Jessica Smith: I was thinking if it was a second email, you could just set up an event
 Vivian Larsen: notification. Yeah. If you wanted a second email, well, so here's the thing. You can turn, you can turn off portal specific emails and.
 Vivian Larsen: Bye, everybody. Thank you. Change over to event notifications as a whole and then have them. Set based on a search for.
 Vivian Larsen: So if country equals X, send this one. If country equals all the rest, send this one. Um, the only real.
 Vivian Larsen: I'm gonna I'm gonna, I'll tell this horror story I told it before. Um, the only real problem I have with using event notifications for the initial.
 Vivian Larsen: So people apply is because it happens behind the scenes. People don't see it. Don't can't touch it. Um, and their recruiters are completely.
 Vivian Larsen: Unable to, to see that they've happened unless they specifically go to that profile and look at the email on tab of the candidates.
 Vivian Larsen: Um. I had a very large customer in the EU. Someone didn't know what this was connected to change the template associated with the event.
 Vivian Larsen: And then people who, every single person who applied started getting an email that had offer information in it. Essentially. And they came back to us with, we've had 400 people come to us saying that they've gotten an offer.
 Vivian Larsen: And we don't know any of these people. So you just got to be very careful with the event notification functionality because- it is behind the scenes.
 Vivian Larsen: Nobody sees it happening. But so do the auto notifications associated with the portal. So it's- It's just- there's a little bit more risk in the event notification piece because they can be configured so that you can modify templates and not know that- that's what the template's tied to.
 Vivian Larsen: Unless you're very good in naming and very clear in what they're used for. Um, so- Oh, sorry. Sorry. Sorry. No.
 Vivian Larsen: No.
 Karin Knutson: So, so for the event notifications and all or nothing thing, right? So it either is the event notifications or it's the default
 Vivian Larsen: email. So. Umm, yes and no. Uhm, so you could, you could use the default template, make the default template very generic, and then also- Also, set up an event notification where, um, someone who, on initial apply, um, the application- Okay.
 Vivian Larsen: locations. Submitted status is the trigger for an event notification. Um, so you could potentially set up an event notification. I'd have to play around.
 Vivian Larsen: With this, but I believe you could potentially set up an event notification where the search is if candidate country equals X and the event.
 Vivian Larsen: And notification is turned by application submitted, send them a notice. But I would caution you to be more intentional with that.
 Vivian Larsen: Where the recruiter moves them to a status that triggers that notification intentionally. Um, in this case, so that there's some.
 Vivian Larsen: Um, governance over it, just in case the person's, um, application says a specific country, but they're applying for a job in another country.
 Vivian Larsen: Um, there's a lot of ifs where it may not be appropriate for them to receive the email.
 Karin Knutson: And unfortunately, these are, like high production, like high volume
 Vivian Larsen: production
 Karin Knutson: rolls. So to do that for each person would be kind of, you know, that'd be, uhm, quite a bit of work.
 Karin Knutson: So, Yeah, I think, I think we're just going to stick with the WAN email that, yeah, does that make sense?
 Karin Knutson: Okay. Thank you very much. This is
 Vivian Larsen: great. You're
 Alex: welcome. Excellent. Alright, let's see. Next question, let's do Michelle. Kill.
 Michelle Braunschweig: Thanks Alex. Uh, so this has to do with source collection and I did a little experiment where I turned off the- person profile source because I really only wanted to focus on the recruiting work flow source and then discover- Cover.
 Michelle Braunschweig: Like that candidate who are applying for the first time, that recruiting work flow source field actually is populated by the person profile source.
 Michelle Braunschweig: So then I wasn't getting sources for job boards that didn't pass it through automatically. So I was missing about 25% of my sources.
 Michelle Braunschweig: So I went back, turned it back on, the person pro class source back on. But I'm wondering if there's a way to just capture it and.
 Michelle Braunschweig: Actually, and then lock it down so that candidates cannot go back and change it in the future. On their dashboard or when they're playing.
 Michelle Braunschweig: Umm, I said, said there, there wasn't a way to do it, but I just thought maybe somebody knows a work around.
 Michelle Braunschweig: You're muted, Vivian.
 Vivian Larsen: You know that update profile button I showed. In beginning of the
 Michelle Braunschweig: call. Unfortunately, my power was out. So I missed the beginning of the
 Vivian Larsen: call. Shoot. Yeah, get rid of the update profile button. So the only worker. Around the real work around. Um, let me share.
 Vivian Larsen: Is if you get rid of this button. and Go away. Hold on. Sure. Okay. So on the dashboard of your candidates, keep me locked in.
 Michelle Braunschweig: Oh, right.
 Vivian Larsen: Okay.
 Michelle Braunschweig: This.
 Vivian Larsen: Yeah. Yeah. The only way they can get
 Michelle Braunschweig: to it. Right. Um, when I, when I tried that in the past, I ended up with a bunch of people wanting to update their resumes.
 Michelle Braunschweig: And having an influx of that request and I kind of decided the lesser of the two evils was to put the button back on.
 Michelle Braunschweig: But, uh, yeah, alright, so.
 Vivian Larsen: Yeah, that's the only real way to do it is to get rid of
 Michelle Braunschweig: that.
 Vivian Larsen: Gotcha. I'll see work
 Michelle Braunschweig: around. Alright, well, good to know the option. Thank you. Thank you.
 Alex: Alright, any other thoughts on that one? If not, here we go. Jessica, you had a question about formula fields.
 Alex: And then we'll do a shout- Thank And Greg responded and addressed part of this, but I'll, um, I'll still read it because there could be some other ideas that people have.
 Alex: Umm, for some other things. So my question was if you could add custom formula fields as outputs on reports, which I'm thinking.
 Alex: Yes, I've never done a formula field before. Umm, so I was saying we're wanting to create a custom formula field that would essentially.
 Alex: Populate a number based off of number openings
 Jessica Smith: remaining minus if candidates are in one of three other statuses, which are all off. And the idea, I put a little screenshot there at the bottom is, you know, right now, it's four different fields that somebody would have to read on a report.
 Jessica Smith: work. We want to condense that down into one so that we can basically say, how many more active positions are you working to fill right now or do?
 Jessica Smith: We already have people in progress for all of our number of openings remaining because there are people and offer status or people in background and the ideas for recruiter efficiency so that they can prioritize and then add that custom field to their open jobs report and sort by it.
 Jessica Smith: Umm, so. That they're not spending, like, a lot of them said, oh, I'm sending out phone screen requests, not realizing I already have people pending for these four openings because I'm not.
 Jessica Smith: So, um, so Greg had responded that customer support builds and names the formulas and you can make sure. ... I'm searchable and reportable and then, umm, you can put it in the output field.
 Jessica Smith: So, I guess my other only remaining- meeting. The question is just out of curiosity, umm, what other types of either formula fields or even just, like, dashboards?
 Jessica Smith: Or, you need unique approaches to reports. Have you all used to help your recruiters kind of, like, visually see what they need?
 Jessica Smith: Need to see and be more productive. active.
 Vivian Larsen: Formula fields are a fun, um, piece of items. If you can create the formula in Excel. You can pretty much most of the time do it in isms support creates them for you.
 Vivian Larsen: Um, and the way to. Successfully get support to create them is to send them the actual formula. So get it to render and excel.
 Vivian Larsen: Um, I love using AI for this kind of. The thing I'll, I'll ask Claude or Chad GPT to create me a formula to do XYZ and then it will spit the formula back and then I'll put it in.
 Vivian Larsen: Excel and try to get it to render. Um, and then once it's rendered, I'll take that formula and put it in my case and then have support created for me.
 Vivian Larsen: So. Just a little nugget about creating a formula. If you've never done it, you're going to need a candidate for them to test it on because the formula.
 Vivian Larsen: You don't want to actually let you save it when you're creating it without having a test run on it. So you need a specific candidate and job to tell.
 Vivian Larsen: Tell them to test it on as well. So just some key things to know when you're creating the case, give them the actual formula, like, in writing, just, you're, you're.
 Vivian Larsen: description will create a whole lot of round about with support and they probably won't solve your problem. You need to give them the actual formula.
 Vivian Larsen: Umm, and then also give them the specific user and job that they can test it on where you feel like it should resolve.
 Vivian Larsen: I'm go for it. Umm, as far as what you're specifically asking for, there's a number of different things that I've seen customers use.
 Vivian Larsen: I've seen. Umm, folks use, umm, is Evergreen Wreck No to try and eliminate Evergreen Wreck's fr- ehm, some of their calculations.
 Vivian Larsen: Uhm, so I've seen folks create, like, a job formula specifically where they're looking at number of open jobs. jobs. That actually excludes evergreen requisitions from the number of open jobs because those don't really count.
 Vivian Larsen: Uhm, as the number of open jobs. Especially because the number of openings remaining is very often you put like a hundred or something along those lines and the number of openings remaining.
 Vivian Larsen: Um, so I've seen that for a few a lot. A couple of other formulas more often have to do with the funkiness.
 Vivian Larsen: So I've seen folks use date formulas where they talked about, um. I'm, the date from a person being in a certain status to the date of them being in the next status, and it's unique to that particular, ive had customers that have different processes for different pieces of their business, like executive
 Vivian Larsen: recruiting has, one set of time to fill metrics that differ from high volume. And so for them, they want to calculate it differently from the date that the person, is submitted to the job to the date that the person is moved into the offer accepted status versus the initial application to the date that
 Vivian Larsen: the person, person is hired. Um, so, like, there's, that's just one example. You can do some of that with time-based metrics now.
 Vivian Larsen: Um, but it's just, if you want to, time-based metrics is usually two points of data. If you have three points of data, you want to consider a formula.
 Vivian Larsen: It's probably your best bet. But, be judicious. Because, uh, fun fact about formulas is that every time a formula runs in the system, it runs on every record in the- system, not just the record you're running it on.
 Vivian Larsen: So, if you think about having 200,000 candidates in a system- done. When you go to run a recruiting workflow formula, because it's field, it's profile-based, you're running that formula times 200,000.
 Vivian Larsen: So, it can slow your database down if you have a lot of them. So, that's pretty much all I can tell you on formulas.
 Vivian Larsen: You'd have to give me the specific use case, um, to give you some more examples. Does anybody else have any great formulas that they know that they use?
 Jessica Smith: Thank
 Alex: you.
 Jessica Smith: Sure. One quick question Vivian, so when you say give them the formula, because this one's pretty simple. Like, would it literally just be in parentheses?
 Jessica Smith: Like, the name of the field. So number of openings. Good morning. Remaining, you know, and then minus. This plus this plus this.
 Jessica Smith: Like with the
 Vivian Larsen: names. You
 Jessica Smith: know what I'm saying? Like. Thanks watching. That but you would when you give them the formula like you wouldn't excel.
 Jessica Smith: You spell out the name of the field, I
 Vivian Larsen: assume. So I'm gonna give you one and I just dropped one. And chat just an example of a common formula.
 Vivian Larsen: So a two is the date in the new submission spin and. and And the counts between B two in the date of to the pre screen bin and it returns the number of days.
 Vivian Larsen: So this is just an example of one. But an ISIMS version of a formula would look like. Makes sense?
 Jessica Smith: Yeah, I think I am going to sign up for,
 Vivian Larsen: um, some time- You
 Jessica Smith: Okay. I'm going to give to them, though, because it seems simple, but I don't want to mess it
 Vivian Larsen: up.
 Jessica Smith: Thank
 Vivian Larsen: you. I get it.
 Ariel Hsieh (she/her): Um, I have a quick question. Election. For you, just get so it's interesting because I thought that so you have the number of positions on the job and then I thought that the number of openings remaining would automatically decrease once you have those candidates that step into the offer stage, right
 Ariel Hsieh (she/her): ? So, I guess I'm wondering why do
 Jessica Smith: you need- When they're hired, not when they're in the offer stage, because we have statuses in the offer stage that say offer rejected or offer rescinded.
 Jessica Smith: So, right now our number of openings is set when they go into the hired bin, not into the offer
 Ariel Hsieh (she/her): bin. Oh, okay, because that's what I'm gonna say. I think we have that. So, if they get this, oh, but you're saying they don't come out of the offer stage when they get, Rejected, like, if they go into offer declined or offer rejected, they don't stay in the offer ban instead of going to the disposition
 Jessica Smith: . Yeah.
 Ariel Hsieh (she/her): That's how we have ours. Okay. That's interesting. Okay, that makes sense then.
 Jessica Smith: Because we want to be able to see, like, the reason we don't have- a separate disposition, Ben, is because we want to be able to report from, like, a yield ratio report to be able to show how many made it to what stage and- in what stage did- were they declined or were they- er, I'm sorry, were they
 Jessica Smith: advanced or rejected and why? So, like, if we were to show a picture of- well, there were this many open racks.
 Jessica Smith: There were five open racks and, you know, eight people made it to offer stage and five of them made it- through, but three of them felt like one offer was rescinded due to failing a background.
 Jessica Smith: You know, one was declined due to salary. We want to be able to show- like that in the picture versus it being separated out and having to pull all that information.
 Jessica Smith: It's kind of like, uh, one sta- visualization the way we have it set
 Ariel Hsieh (she/her): up. That makes sense. So you don't have to go back and be reporting on all the rejection
 Jessica Smith: reasons. Yeah, like a hi- I'm a
 Ariel Hsieh (she/her): manager.
 Jessica Smith: Go back and that was a big project we did this year, by the way, um, and we're loving the outcome of it.
 Jessica Smith: The idea was I want. Everybody to be able to look in the job and very easily be able to see exactly what's going on and what happened.
 Ariel Hsieh (she/her): Oh, that's super interesting.
 Vivian Larsen: Cheryl, thank you for that. That's an- Awesome
 Jessica Smith: formula. Thanks, Cheryl. I'm gonna check that out. Thanks, everybody.
 Alex: Alright, thanks for the question. Uh, buh. Before we go to Cheryl's question, I, I text these to my friends and I realize I should put these in here too.
 Alex: The New York City subway is full of, of a remarkably high number of SaaS ads. Here's one. That's Rippling. Thank Software is a disservice.
 Alex: That's sad. It's incredible to me. I, it's so weird to see these. Uh, we've got an Ashby one. I had to covertly.
 Alex: Take this one and hope they didn't notice me taking pictures of them. Ashby at recruiting software that measures quality of fire.
 Alex: There is great marketing.
 Kaitlyn Faile: You missed an opportunity, Alex, on sad to do, like, make it sound like that. Like.
 Alex: like this. What
 Kaitlyn Faile: do you mean? Like a
 Alex: sheep? Like sad? Oh my gosh. Note for next time. Uhm, and this- This is actually what brought this to mind our- our conversation about formulas and Vivian saying that she uses AI for formulas.
 Alex: Shortcut AI? I've never heard it. It looks kind of interesting, and it's just so weird that this is the world that we live and we see, walk around and see that kind of stuff.
 Alex: Alright, so, uh! Let's jump back over to Isam's, and we've got a question from Cheryl. Cheryl, go ahead. Hello.
 Cheryl Callaway: Hello. Okay, so we recently had a visually impaired person apply to our portal and then reach out to us and say, Hey, I can't.
 Cheryl Callaway: ... Why? Cuz nothing makes sense. And so, um, we finally had somebody reach out to them and walk and, through the application process.
 Cheryl Callaway: And this is just, like, the applications, like, they've entered their email, they got to the profile page and, So they're trying to answer all those questions, plus, like, job screening questions, whatever.
 Cheryl Callaway: And they, uhm, they were like, yeah, it's just not, Like, it's not rendering right for them, or they're using, like, uhm, what do you call it, where it speaks, like, what it's showing, things like that.
 Cheryl Callaway: And nothing's, really working. So, when we met with them, we found out there's a whole bunch of crazy things that they hear when they have the- This is, Some might speak for them.
 Cheryl Callaway: And so, we were like, hey, go to SAI. See if anybody else has dealt with this. And if you- Talk to Isos.
 Cheryl Callaway: It was just more of a, hey, whatever you heard from Isos in regards to this. So I wanted to just kind of throw this out there and see if anybody else has had- Love you.
 Cheryl Callaway: Any, have this come up before with them? I've never, I've honestly never had this had anybody had this issue in ten years.
 Cheryl Callaway: So that means either people who are, you know, visually impaired
 Alex: is never applied
 Cheryl Callaway: to any place I worked at. Or something. So I thought I'd ask.
 Vivian Larsen: So I'm stealing share. Uhm, there is. So, I'll Smith one of the four. I'm a product, um, leaders of product management at Isim's had a, um.
 Vivian Larsen: I'm, Disabled, um, child or cousin or niece, I don't remember the exact relationship, but he made it kind of one of his personal, uh.
 Vivian Larsen: Um, projects to do this. So there's a whole host of accessibility settings in your portal settings. You up. Um, so if you just search accessibility in system configuration, admin system configuration, um, where that message was is coming.
 Vivian Larsen: Coming from is right here. So when it reads my computer, the parentheses opens new window. It's what it should be saying.
 Vivian Larsen: So if you want to set up your accessibility, there's this whole list of accessibility messages. list of accessibility that you can set up.
 Vivian Larsen: So all you have to do is search accessibility and then pick your portals and then set up your accessibility messages so that they may just- uuuh,
 Cheryl Callaway: yeah. Okay, umm. What about things like uhh. iforms and stuff like that.
 Vivian Larsen: So, for an example, we have E.E.O.I. forms. Yeah. Yeah. They're a lot trickier because I'm not, I'm not aware. So that would be a question for Isoms.
 Vivian Larsen: I'm not aware of any accessibility. Um, projects that were completed for iForms specifically.
 Townsend Wilkinson: Um, you can speak to that a little
 Vivian Larsen: bit. Right.
 Townsend Wilkinson: Um, so.
 Vivian Larsen: I, I was a part of the iForms
 Townsend Wilkinson: team, uh, for like five years. Um, when we coded the forms, We had a set of design standards so that when we were designing them, um, we used things, like, instead of italicizing words, um, it would be emphasis so that way readers would read them differently.
 Townsend Wilkinson: Certainly. Or if they bolded instead of using, um, you know, the bold code, we would use strong so that way readers can interpret them.
 Townsend Wilkinson: Umm, so there were a few things in place for, for eye forms, and that's present on all standard forms, and it should be on all c- ehm, but things have changed a bit, uh, in the past couple of years, so I- I don't know if they're still doing that or not.
 Cheryl Callaway: I'm just gonna throw this out there because some of the- So I'm looking at some of the accessibility fields are in the system, and none of that is really the kind of issues that they had.
 Cheryl Callaway: So I'm wondering just if anybody else here has run across this. Yes.
 Townsend Wilkinson: It may also have been in the branding. Uhm. If the branding for the portal was scraped from. One of your other sites.
 Townsend Wilkinson: It could be that it was pulling things over from that.
 Cheryl Callaway: Right. I know with the eye form, I believe that. Have a good day. My colleague had said that. The only thing that they could see is like the submit button.
 Cheryl Callaway: think nothing really wasn't working. They couldn't expand drop downs.
 Townsend Wilkinson: That's- Having through field is inconsistent. Some fields are skipped or not announced.
 Cheryl Callaway: Yeah, and we had, like, a huge list of things that, like, we f- found. But, um, okay. I mean, it doesn't sound like anybody else has really come across this in general.
 Cheryl Callaway: So I, the fact that there's only and in one person in my ten years, I'm gonna go with that. I'll leave it posted out though.
 Cheryl Callaway: So. So.
 Alex: Alright, thank you so much for
 Cheryl Callaway: that. Go ahead. The I form so. So thank you for that too, Townsend.
 Alex: Thank you, Cheryl. Good We have time for one quick question. Six minutes left. Anybody have a quick question before we wrap up?
 Alex: Okay. Going once. Going twice. place. 50 and ask do you know if they were using a specific accessibility assistance tool?
 Vivian Larsen: That's a browser plugin. You know where, uhm, some of your phones and your mobile devices have an accessibility feature. So, do you know if they were using a specific one?
 Cheryl Callaway: I believe they were using a reader. I just don't know what it was, though. But I'm sure that we probably haven't written down so much.
 Cheryl Callaway: I
 Vivian Larsen: would bring this up to Isoms because they really do care about this particular topic. It's, it's part of the culture.
 Vivian Larsen: So if you do know. If you a specific reader that's problematic and have examples of exactly where, um, I don't put a case with them and just ask them
 Cheryl Callaway: to do a review. Yeah, we've. I've already sent this to our, um, our account manager in CSM. So run top of it.
 Cheryl Callaway: I just thought I would ask to see if anybody else has had any experience. Also, so, awesome. Thank
 Alex: you. Thank you for question. Um, I have a. Quick question. Actually, anybody go to next and. Here or see something that they were excited about.
 Alex: Haisen. What was next was yesterday?
 Townsend Wilkinson: My marketing team is really excited about but the the exam improvements.
 Alex: Mmm. Do you know which in particular improvement they're, they're excited. I hope you enjoyed the video. Well, just
 Townsend Wilkinson: generally. Just
 Alex: generally. Cool. It's good to know. We do have a member who is, uh, who has said that he's- is willing to share his CXM once it has ripened a bit.
 Alex: So we're looking to do that probably in February, March. and get started And that's the Thank you, Thank you. Thank you.
 Alex: Thank you. Karen, thank you so much for joining us. Any other things that jumped out at folks, uh, Iceland's next?
 Alex: Next.
 Michelle Braunschweig: They talked about agents for scheduling, so I'm curious to see where that will take us.
 Alex: Interesting. Agents for schedule. at the same Like, sounds
 Michelle Braunschweig: nice. Yeah.
 Alex: Do you know where they're going to release that?
 Michelle Braunschweig: I think it stays the- The road map and the launch is February, so I don't know when Phase 3 will kick in, but you're not.
 Michelle Braunschweig: For a little while.
 Alex: Got it. Alright, well, thank you everybody. We hope you have a restful and restorative weekend. We will see you here next week.
 Alex: Same time, same place, 1.30 PM Eastern on Friday. Have a great weekend. Talk to you soon. Bye.