iCIMS Hacks: Apply Network in the Real World (2/27/26)

Jessica Smith from CORT shares a practical admin-led walkthrough of iCIMS Apply Network. Learn what worked, what didn’t, and how standardization, screening strategy, and governance impact results in high-volume hiring. Includes real lessons, gotchas, and advice from iCIMS product experts.

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Transcript

we are into using
technology,
AI, and automation to free recruiters up to do what
they do best, which is form authentic relationships
with real human beings and source the best talent for
their organizations. That's why I wrote that song. Welcome, everybody.
Amanda, you got to see me dance again. I was
gonna tell you before before today. I'm gonna dance a
little bit.
So we have a very special SAI presentation today. Welcome,
everybody.
We have,
2 special folks in the room. And, Vivian, does Jason
have the link? Is he in here?
Oh, you're muted, Vivian.
Vivian, Vivian, you're muted. I just sent it to him,
earlier,
and I don't see him in here just yet. Okay.
Great. So I changed the settings on this so that
it's, email only. You don't have to create a profile,
so he should be able to get in. But just
ping him and and let me know and all. But,
just to introduce everybody to the concept, a lot of
folks have
talked about a client network on the call. And it
has a lot of potential as a tool, but some
folks have struggled to to figure it out. And so
Jessica Smith from court has very generously
volunteered to do a member showcase where she is gonna
share
what has been working for her, what she's been doing
at court with the ply network. And then we also
have a special guest from ISIMS who Vivian is paying
to make sure he can get
make sure that he can get into,
the meeting here.
But I think we should just go ahead and dive
in. Vivian, have you heard from Jason? I have not
just yet. Okay. Great. So,
Jessica, I'm gonna turn it over to you. Thank you
so much for doing this. Tell us about applied network
at court.
Yeah. Absolutely. I'm gonna share my screen. I have some
slides pre or prepared, and I am a notes girl,
so we're gonna go through this.
But if anybody has any questions, feel free to speak
out or Alex and Vivian, I'm sure, will monitor the
chat since I'll be sharing my screen. So Yes. It
is. And Jason says it's taking him some time for
the page to load, but he's on his way. So
Okay. Great. Pick him up. Do you still want me
to start, or do we wanna wait on Jason? How
how on his way is he, Vivian?
I don't know. He's waiting for the page to load.
Okay. Let's let's oh, I saw I saw a little
uptick here.
I'm looking through the j's.
We got Jackie. We got Jessica. We got Jessica. We
got Jolisa. We've got Julie Shepherd Chase.
Let's just move forward. Jessica, take it away.
Okay.
You bet.
Alright. So
I wanna cover a couple different things.
My goal of this is to share some practical admin
operator lessons learned versus rehashing all of the features and
in an overview that you can really read within the
article.
I think that it's 1 thing to read the article
and to understand how to activate it within,
sysadmin and and what steps to take there. But the
part where a lot of people are getting tripped up
on is what kind of comes afterwards and all of
the prep work that you need to do before that.
So I'm gonna talk a little bit about our specific
use case because I think that this tool can be
really great for a lot of customers.
But if your case looks really different than ours, then
it might not be the exact right fit for you.
I'm also gonna go over what we prepared and standardized
in order to make this work, what's working well for
us now and why,
some different tips, tricks, and gotchas that I've uncovered since
we've had this live, and then what the ongoing maintenance
model and governance looks like as you continue to have
a need to build more apply flows. And, of course,
we'll open up the floor to some questions.
Okay. So I wanna start off with our use case.
And 1 thing that I think is really important to
note is that apply network tends to shine when roles
can be templated or standardized.
Otherwise, if you're in a situation where you're maybe hiring
not for the same roles again and again and you're
gonna need a different apply flow every time, or if
you're hiring for a really high volume of of roles
and you don't have a team who you have confidence
in being able to build apply flows, that can require
a lot more setup and maintenance,
and increase your overhead, which I'll touch on a little
bit more later. But a little bit of background about
Court.
We are a Berkshire Hathaway owned company, and we've been
around for over  years now.
We are mostly known for furniture rental and the majority
of our hiring is high volume hourly roles like delivery
drivers and warehouse associates.
We do have other roles, that fall into the outside
sales or operations leadership realms
and those do generally tend to follow a standard template
instead of screenings questions even though they're not high volume.
We have a pretty limited need for variation.
You know, we'll hire for certain corporate roles or certain
niche roles, but it's really only a handful of year,
which ultimately means that it's very manageable for us to
handle the ongoing maintenance of creating those new apply flows.
Now I'm also our only true system admin, but there
are 2 other senior recruiters on my team that report
to me who I've trained, to have some admin capabilities
and they're in a limited admin user group with some
of the same access.
So they're able to create apply flows, but overall, otherwise,
we have 6 recruiters on the team, not including myself,
and we hire between 6 to  employees every year.
So I thought man mentioning that volume and size of
team, I think, makes a difference again for our use
case. And then currently, today, we have  apply flows.
And we took this live,
somewhere, I would say,
September or June of last year, so it's been quite
a while.
Now another important consideration for us is that we have
been using Indeed Easy Apply for years. So we were
already accustomed to the limitations and the volume that came
with that. But if your company has not been using
Easy Apply, either because of concerns regarding things like OFCCP
compliance
or because you were worried about unqualified
candidates and the volume, then I think it's important to
note that the transition to apply network will be a
lot less smooth for you because you're not already kind
of accustomed to everything that comes with that.
We also rely really heavily on screening questions to help
us prioritize
candidates and decrease the time to review candidates
within our high volume environment. You know, depending upon the
location or the role, sometimes we might be getting hundreds
of candidates a week. And so with using easy apply,
that DNQ functionality
didn't work for candidates who came from Indeed Easy Apply,
which for us was about  percent of our candidates.
And that led to a a lack of opportunity
and being able to kind of filter out those people
who responded with,
DNQ disqualifying
answers.
And it also led to a lot of confusion for
some of our hiring managers who are involved in the
process and review candidates because they didn't understand
why are some candidates being filtered into the DNQ bin
and others are not, but they answered in the same
way. So when we learned that the DNQ functionality
would work with the client network, that was a really
huge draw for us. Probably the number 1 draw.
Some other draws were the ability to collect profile data
that we weren't getting via the incomplete profiles that were
being submitted during the easy apply process.
And like anybody who has easy apply, of course, we
had the email templates and everything set up in place,
to invite candidates to complete their full profiles after an
easy apply submission.
But that was really rarely happening with our particular use
case instead of candidates. So it also wasn't an ideal
candidate experience that they thought they submitted their application, but
that they might need to go back and and give
us additional information and kind of leave that platform,
you know, figure out what their login was, reset their
password because they didn't have a password since they came
from easy apply and all of the things that come
along with that.
So 1 of the fields that we're now capturing
is the text consent field, which I'm sure you all
saw a couple of releases ago now ties to your
ability to leverage text engagement if you have that as
a part of your platform.
And we also recently implemented a new vendor called Qualify
that I know we've,
that we've done some demos with in this group. And
so being able to
leverage whether or not, they consent to being texted by
recruiters is really helpful for us, and we capture that
now as a part of the apply flow. Whereas,
it is a field on the profile, not a screening
question. So with easy apply, you can't capture that information.
But with apply network, you can.
Another important note is that our apply flows are only
focused on capturing the must haves.
So, you know, we've seen some comments recently in Circle,
or talked to some other customers
who are their apply flows are more extensive. They're capturing
information,
like employment history or education, and we're not asking for
those. We prioritize a quick application process
given the the high volume nature of hourly roles, and
so we're not asking for those fields, which I think
makes a big difference as well.
Any questions before I keep going?
Well, I'm, I'm wondering,
do you do you do you think it is more
relevant for certain industries? You talk about high volume hiring.
What specific industries industries do you imagine this being really
good for? Yeah. So I think things like hospitality,
operations,
retail,
any of those high volume roles where maybe you're requiring,
less of an extensive or niche skill set,
I think it also makes a big difference potentially even
health care,
because variety
that you need,
is and that's gonna be 1 of the things that
I talk about a lot. But if you have standard
job templates or roles where your screening questions are always
the same, that's where apply flow makes sense. If you
don't, there is a lot it's not a fast thing
to build an apply flow and to add new screening
questions, and I'm gonna go through those steps. But I
think that'll come to light a little bit more as
I go on as well.
Any other questions?
I see. Liam has 1 coming.
Are you gonna talk Liam says about  percent of
the roles we hire for are frontline CDL drivers, warehouse,
etcetera. We've had really good volume with the ply network.
Great. Good to hear. That's great. Yeah, Liam. I would
say the same. Warehouse and driver roles are the number
the number 1 and 2 positions that we fill within
our company as well. And I'm gonna talk about something,
that you might be interested in leveraging as well a
little bit down the road.
Okay. So I wanna talk about what we did before
building the apply flows.
And this is really gonna depend on how your system
is set up today, how you use screening questions, and
and a couple other things. But for our particular use
case, the preparation and setup of apply network did require
a lot of work, and it was a time commitment.
But we fell, and we have now proven that the
payoff was justified.
And the ongoing maintenance after that initial setup requires a
lot less of an investment.
So depending upon your use case, it might or may
not might not make sense. But 1 thing I kind
of caution everyone to keep in mind is that the
decision work in the setup is 1 of those hidden
costs.
So
prior to setup,
with our processes and our systems,
recruiters had the ability to create per job screening questions.
And those questions were tied to job templates, and they
were always we had a set of recommended questions for
roles that they were filling, but they were not set
up as library questions, and they weren't set up with
things like question nicknames. That those weren't features we were
leveraging.
So we knew that in order to limit the number
of apply flows that we'd have,
just to make it maintainable,
we needed to move to a standard set of screening
questions by role and really limit variability
wherever we could, like, wherever absolutely or to where was
absolutely necessary.
So we used this as an opportunity to evaluate our
strategy and implement some creative solutions, which I'm gonna touch
on in a bit.
We are to really think a lot about what should
be a person screening question versus a field on, say,
the candidate details tab or work experience tab. We wanted
to think about ease of viewing information in 1 place,
particularly also if you've shifted to new license and and
what that looks like.
So 1 of our we also wanted to really be
able to leverage DNQ functionality.
So an example of a change we made was moving
our work eligibility questions from a field on the candidate
details tab now to a person screening question, with DNQ
because at our company, we don't offer sponsorship for the
majority of our roles.
So we also had to put thought into the search
nicknames for questions because a big part of standardizing everything
was creating reports that relied on question responses and knowing
what those search nicknames were and then documenting that as
a part of documenting our apply for us.
So to support this new strategy,
I also had to think about,
accessing governance.
So I changed which login groups had access to create
screening questions. That way we could minimize potential mistakes as
we went through the process because as you'll see, there's
a lot of steps to the process.
And now only myself and 2 of our designated senior
recruiters who have that kind of limited system admin access
are able to create new screening questions,
and apply flows. And anybody else needs to submit a
request through us. So, of course, that'll depend on your
specific use case and situation.
I will say it's it's very easy to mess things
up or to miss a step, though, which is why
we locked it down.
So as far as steps to go live separate from
what sort of included in the articles,
the first thing that we had to do after kind
of choosing our strategy and choosing all of our questions
was that we had to go and add all of
those questions,
to the per job and the person screening questions library
and document, you know, what the question was, what the
search nickname for the question was.
Then we had to go into the apply network and
sync all of our questions and any desired fields that
we wanted to be a part of it to the
apply network.
Then you wanna start by creating your default apply flow,
which is gonna kind of serve as a template because
you cannot duplicate apply flows.
You have to create every apply flow from scratch.
You can't like, there is no duplicate button right now,
which means that all of the sections of yours will
have to be created from scratch every time. So what
we do when we create a new 1 is in
1 tab, we'll have our, template, our kind of default
template, and then we'll have a new 1. And then
another tab will have, what are all the screening questions
that I need to add or the fields for this
particular apply flow?
So after we created all of the apply flows,
we then had to go back and make sure that
those questions in the apply flows were added to all
of our job templates.
Because, again, just because you've created the apply flow, the
questions, you still want them to be on the job
itself because you want those candidates coming from not from
Apply Network and from anywhere else. You want them to
be answering the same questions, and it can be really
confusing if they're not. So you need to make sure
that those match up.
And then what we had to do was we had
to plan a time to actually unpost all of our
jobs,
create a new post,
or create a new job ID from the job template
so that, again, the questions would match up. And we
wanted to do that all at the same time when
we were kind of going live. So we had to
plan a day and a specific time, to make sure
all of that could happen.
Any questions on the steps?
I'm gonna take that as that everything I'm saying is
making sense.
Alright.
So, after go live, what you wanna do is follow
the same steps for every new apply flow that you
create. You gotta go through step by step. And, again,
it's really easy to miss a step. But anytime 1
of my senior recruiters comes, I say, okay. Pick your
questions. Add the question. You know, we go through and
I give them the little checklist so that they don't
miss anything. It's really easy to forget to sync a
question to the network,
before you build the apply flow or that you need
to start from scratch, or a lot of times the
recruiters will forget to add the question to the job
if it's not a job that we have a job
template for or even forget to add it to the
job template.
And then the other thing is that if you,
work with job templates a lot, you wanna make sure
that if there were any jobs that maybe weren't live
at the time that you made this changeover,
and if your recruiters go back and copy old job
requisitions,
you wanna make sure they know not to copy anything
that was,
that was around before that go live date and that
they always wanna open a new job from a job
template at least until we know that
it was a job that existed after we made the
changeover.
Okay.
So since 1 of our biggest goals with implementing a
point network was efficiency,
we really wanted to be able to leverage the standardization
of those screening questions as much as we could, just
help our recruiters save time. So what we did was
we created these rule based priority candidate reports,
and I have a little screenshot where it says sourcing
center down there. You know, it's a little bit hard
to see. But we created reports,
that were based off of how candidates
responded to screening questions.
And then I set up a widget for those reports,
and I put them on the.
In high volume hiring, you really wanna be able to
identify the qualified candidates and reach them as fast as
possible really within, like,  to  hours.
So now rather than a recruiter having to go through
all of their jobs, and look through hundreds of resumes
and read all of the individual screening questions,
they can come in every day, start with the priority
candidate report, and they're reviewing those that are most likely
to meet to meet the qualifications
first.
So that has been a huge time saver for us.
And the other thing that it allowed us to do
was that we 1 of our other big initiatives when
we went live with the PI network
was creating customized rejection templates that were tied to specific
statuses or reasons.
So now we, like, we make sure anybody who ever
applies to a job at our company hears from us.
They get a rejection email. So at the end of
the job, we'll go into the DNQ bin. We'll look
at everybody. We'll run a quick report, and we'll be
able to say, okay. These people are in the DNQ
bin because of this reason. Here's the rejection reason. Here's
the customized template that goes with the specific reason that
they gave us.
And that's been a big win for us in terms
of time saving, efficiency, and the candidate experience as well.
Jessica, there's a question in chat from Michelle.
Could you not keep the existing jobs rather than creating
new ones?
I'm not sure I understand the question.
So you could
if you did that, the problem is that
the you'll have your old candidates in the job who
answered a different set of questions,
and then anybody coming in new will have so, like,
the reporting isn't isn't gonna work, and it's gonna look
a little bit different.
We also, from a compliance perspective, we wanted to make
sure that on the job ID, we were asking everybody
the same questions in the same way so that we
could say that they were being assessed against the same
criteria
if for some reason we're audited and they're looking at,
like, how we made decisions about that specific job ID.
And you could also potentially negatively impact some of the
ghost job laws that are coming out because the link
would just perpetuate.
Sorry. Was that a question? Or Yeah. It was a
question. I mean, I'm sure I'm not sure if you
know the specific answer, but I would be concerned that
if you just kept using the same job over and
over again to not have to go through all this
creation process,
that that link itself would start to age out in
the world
and then hit some of those anti ghost job
filters that they're starting to build. Yeah. Potentially. In our
sort of practice, we tend to because of the almost
evergreen nature of our roles,
and a lot to do with how we manage our
spend strategy.
We tend to refresh our jobs after certain periods of
time rather than leaving the same job ID up for
a long time. But, again, that can vary a lot,
you know, from customer to customer.
And this might be a good opportunity to introduce Jason
Batchelder
to the group here. Hi, Jason. Jason is senior solutions
expert at ISIMS, and he's generously volunteered
to join us on the call today. We're originally gonna
flip around where he presents first and then Jessica.
But, Jason, if you have anything to add to the
the questions that are coming up, feel free to to
to jump in. Yeah. Absolutely. Thank you.
Perfect. And I'm almost finished going through everything here. I'm
trying to keep it to to  minutes as best
as I can.
Okay. So, impact after adoption for us.
Things that we saw after adopting this, again, more consistent
data capture than when we were using easy apply only
flows,
more candidate information that's visible for the recruitings and the
hiring managers early on,
reduced reliance on candidates completing those profiles post apply when
they were applying via via easy apply,
decreased time to review, which leads to decreased time to
fill. Again, the biggest thing there was, like, being able
to do the screening questions and the DNQ for us,
really that DNQ functionality.
And then, the standardization
that led to us being able to build that priority
candidate report, the more specific rejection templates, which led to
an improved candidate experience.
So the last thing I wanna talk about, and and
Jason can kinda speak to a couple of these or
sorry. There's 2 more things are the gotchas.
So I will say it's not a per it's not
perfect. Right? I think that it's evolving and it's getting
better, but there have been some snags along the way.
Right now, the
inability to duplicate and apply apply flow when creating a
new 1 makes the process very time consuming. So I'm
hoping that's something that's on the road map is that
we'll be able to duplicate and apply flow in the
future and then just make edits to the new ones.
There's also a lot of steps to remember. There's that
checklist when you're going through and creating a new apply
flow.
We've also found that
the UI can be a little bit wonky.
So we will get error messages.
Sometimes they won't save. Sometimes a draft won't save, and
it will create a duplicate draft, and you cannot archive
and apply flow. So we have to try to repurpose
it so that we don't end up with multiple of
them.
We've had some issues
with the screening responses
being visible,
but the UI indicators can be a little confusing.
And
Jason had commented in a post that I made about
the, like, the reasoning of why that is, but an
example is that the person screening icon behavior behaves a
little bit differently for applied network applicants.
So the it'll be there, but it will be filled
in appearing as though they didn't answer. But if you
click on it, they did answer.
And then if we have found that if you edit
a library question because you wanna make a change to
that question,
it's not gonna auto update inside your existing apply flows.
I was told that if we sync the questions to
the network again, they would update, but in our experience,
that's not happening. And then when we're going into,
update the
the questions even within the flow, they will not save.
And then the other thing that I found and this
might be better because it's been quite a few months
since I had to write into support about applied network.
But at the time, they were not well versed. I
found myself having to explain how it worked,
and struggling to really get a response if I was
having an issue because it didn't seem like they had
a lot of training or understanding on it at the
time.
So I have a couple last, like, tips and gotchas,
and I have information on EEO forms, but I wanna
be respectful of time. So, Alex, if you prefer, I
can just maybe share this resource out after the call,
or we can come back to it if we have
time at the end. I think keep going. Okay. Yeah.
Perfect. Just wanna make sure that this is helpful.
Okay. So, some of my top tips and gotchas.
1 is that you should design for standardization
first and exceptions last, and really, again, think hard about
your strategy and, like, do you really need I mean,
I've shared the example of what our situation is, and
we still have  apply flows.
So do you really need this to be a separate
apply flow? Does it have to be a screening question,
or can you get the information in another way?
I would avoid those per job questions again unless you
really need them.
Name consistently
your apply flows. It's just gonna make it a lot
easier to find what you're looking for. And then, also,
if you can come up with a naming convention for
your search nicknames for the screening questions, that can be
helpful.
I would track which flows use which library questions, which
will help you with some impact analysis down the road,
planning out your reporting.
So looking at, like, getting into EEO forms and or
really even just, like, forms as a part of the
apply flow versus iForms
and formula fields and thinking about how you need to
capture certain information and what sort of possible and when
you need to capture it.
And then training and supporting your internal subject matter experts.
So, again, I talked about, like, thinking about who you
want have to have access to create an an apply
flow,
and don't always just assume that they're gonna get it
right away. Right? There's some really smart people on my
team, but, still, they're not having to create them frequently
enough to where usually something comes up where I have
to kinda step in and remind them, maybe what went
wrong.
And then keeping a test job and a test candidate,
could be helpful for validating changes end to end.
And then, really, the last 1 was just specifically about
EEO forms,
and what we've learned, which I can speak to this
or if Jason's gonna talk about that, he probably can
speak to it even a lot better than I can.
So this 1, maybe I would save, and we'll come
back to it if Jason doesn't touch on it.
Well, Jessica, thank you so much.
Really appreciate
you sharing how you're
using it at court and and some of those gotchas
and some and so and what really interested me was,
like,
the the internal capacity that's needed to be successful. Right?
When you talk about it it's not a matter it's
not a matter of,
it's a matter of doing it regularly and being involved.
Right? And it's not setting it up once and then
forget about it, come back in,
like, at documenting,
consistency.
Right? You talk about a lot of the the skills
that,
experienced ISM system administrators
demonstrate
and that directly tie into companies getting value from ISM.
So thank you for calling those out.
Jason, so
I think that's a great transition to Yeah. It is.
Hi, everybody. For those who don't know me, I'm Jason.
I'm the product manager on, you know, everything Apply Network.
You know? And and, really, what everything that Jessica said
that I heard is is absolutely on the money. So
what I'm gonna do is I'm just gonna kinda go
through kind of a high level demo of of how
to do some of those things,
you know, and then we'll kind of talk about,
you know, some best practices
and then look on to, like, what are some of
those new features that are gonna be coming on down
the road.
So with that said, let me share my screen, and
let's get started.
Okay.
Alright.
So
here within the, this is just a a demo site
that I have on the prod environment for not a
customer.
In order to get things set up for yourself, you'll
need to navigate over to the recruiter marketplace.
Okay. And within here, we can go straight to setting
up the integration, but, really, I think that that's probably
the last step that you wanna make. You wanna make
sure that all of your other things are set up
before you go ahead
and, you know, set up the integration piece.
So in doing that, we look to kind of the
apply builder. Right? And what we want to be able
to do is
build an application process
that represents our job. So when we're creating that from
the beginning,
let me just do
this. We start off with kind of a crummy template.
You can choose whether it's gonna be a job board
template or a digital assistant that's a in house text
engagement piece.
And we just hey. There's a reminder here for privacy
notification stuff that we want you to be able to
make sure that, you know, folks have your privacy notice
before
you start collecting any of the data. If you're not
happy with any of these, you you can simply x
out and, you know, choose to delete the stage in
its entirety.
But everything in here is fairly easy. Stuff that you
guys have all seen before, you can drag and drop
to reorder things. You can click and confirm in order
to get rid of things.
And then you have just your different add buttons. You
can add different
fields throughout the entire piece. But when you're adding in
those questions and you're any adding in those forms,
those things need to exist on the apply network database
first,
and they don't exist naturally there. They exist on the
ATS database, and we wanna kinda bring those things over.
We'll get to that in a second.
The other piece that I have here is you'll notice
that, you know, some fields are children questions because address
doesn't represent 1 field of data. It represents multiple fields
worth of data. So you can kinda come in here
and say, hey. For address type, I don't really care
what the type of the address is, but I need
to require street address. And
street 2 is functionally optional being not required and not
hidden. But we are starting from scratch, so to speak,
with the,
the the setup.
You may already have ATS configurations that say, hey. We
don't collect county. County is always hidden. We're pulling data
out of here from scratch so you can kind of
make those decisions.
But in order to make those decisions, you have to
have everything synced into the apply network first. So let's
go take a look at that.
Up here, you have a sync fields and questions with
the network,
and this will load your screener questions that come from
both your job and person screening.
And it will also sync the fields, which you would
find up here in system in person.
Right? And then from in here, you can decide which
of these need to be synced in with the apply
network.
You can see we've got a couple of different statuses.
You've got a synced status, meaning that that data has
already been pulled from the ATS and exists into the
apply network.
And you have a not sync status saying that that
has never happened. There is a third status, a not
in sync status that just lets you know that, hey.
We've recognized that there's been a change made in the
ATS, but we don't have that yet within the apply
network, and you should come in and sync that as
well.
You can do the exact same thing with the fields.
This 1 may not load given that the it's a
test site.
But you do have filters over on the right hand
side. And if you're an administrator,
you'll recognize these as different tabs of data that we
already, you know, look to do some, you know, configuration
and breakdown on.
So let me get out of here.
Okay.
Alright.
So we've got a couple other things that show up
here at the top too besides the syncing data and
whatnot. We've got,
let's start off with privacy. Right?
So we do have kind of a separate privacy piece
that you are capable of adding. Right? And this is
different than the privacy notice that we just kind of
added as a template stage there.
What this allows you to do is kind of get
rid of that template stage of privacy
and say that this will be your privacy notice for
all workflows moving forward.
And in or if you want that, you just toggle
this on, and you put in whatever
data it is that you want there. Our default is,
you know, by submitting this application, you agree to our
privacy notice, view it here, and then we would display
this URL, whichever URL you put in. But then if
you have this toggled on, this is what displays for
your privacy. It displays on every apply workflow. And that
way, it's kind of a set it and forget it,
you know, run propel style.
Alright. 1 sec here. Let's go back and take a
look at another piece.
We had
forms
that we wanna be able to build out. So forms
is
when we look at the technology on its very base
level,
it is literally just, hey. Look. We intermixed text, and
we intermixed,
fields together. Right? And it can, you know,
look fairly simple and
not really all that intuitive.
But if you spend a little bit of time with
it, you can make these forms look just like some
of your EE forms that you see today.
On the back end, what we're doing is we take
all this text and we break it down into HTML,
and we'll send it over to the job boards who
can then, you know, put that back together, along with
the questions and display this form.
1 of the things that you wanna kinda keep in
mind is the fact that, you know, whereas
some of the job boards when you're applying,
you know, on a web based application
uses the entire screen for the application,
and others kind of have a pop up modal, which
really shrink down the resolution.
And that can kind of play havoc a little bit
with some of the HTML.
Your 3 nicely bulleted table columns get shrunk on up,
and it becomes 1 long bulleted list of things.
But we mandate that all the data needs to be
there and that the formatting is more of a a
secondary piece.
When Indeed or ZipRecruiter or any of our other job
boards send that information back into us, they're only sending
in the answer to the disability question, and then we're
rebuilding that form internally
for view by recruiters and whomever else.
Alright.
Let me go back
right here.
So then you can take those forms,
and you can go in and add them into the
apply workflow just like you would any question.
I'm gonna skip over integrations.
It's not live yet. It's something that's coming.
You know, you'll have the ability to add WOTC,
add,
assessments,
videos, interview schedule, or reference check. Any of those application
complete
integrations, you'll be able to add into this.
And while I'm here talking about stuff that doesn't exist
yet,
you may have noticed that when I click here, you
have create from template.
And we're gonna be introducing this new piece, which, Jessica,
don't kill us after building  apply workflows. But, hopefully,
this will make life a little bit easier for for
creating things moving forward. But the goal here is is
that when you create from a portal, it'll take 5
to  minutes in order to process, and you'll end
up seeing in, you know, in the apply workflows that,
you know, this 1 is processing and not ready yet.
But, ultimately, what'll end up happening is is that you'll
have all of your person questions
that'll show up, from your portal and start you off
as a template.
It does not
currently or, well, it will not work with bringing over
I forms, and it does not bring over privacy policy.
But it gives you a much better start for building
out those apply flows.
Alright.
And then the other piece that I wanna talk about
in here in setting up that data is this field
mapping
piece. So the field mapping piece is the only piece
that has nothing to do with the application process.
The field mapping piece has to do with how you
send your job data over to the job boards.
So since we've built this out over the last couple
of years, you know, with some of the our core
job boards,
everything that's in the left hand column,
they already know
that if the data shows up for job title,
that's the job title. If it shows up for telecommute
down here,
it's the tele you know, it's their remote access field.
Right? The reason why I point this out is that
all of our job boards already know where all the
data is coming into the left hand side.
So where it's coming from in your system is right
here in the middle. We're telling you that your job
title that is going over to the job board is
this field. So we do have a number of cases
where a a client doesn't necessarily want their genuine job
title there, but they have a better advertised title that
they prefer to go under.
Or, you know, we have different salary fields that want
to be advertised as opposed to the actual minimum and
maximum that are on there so you could remove any
of these as well.
But the reason why I come
call out that, you know, we're already pre mapped to
the left is because we wanna make sure that your
data lands in the job board in the most appropriate
manner. So,
if I have a custom field that I have that
is just this is a remote job, yes or no,
and I'm not using the standard telecommute, I would look
to swap that information
from that field to this other new field that actually
brings in the proper data that I want. Now, alternatively,
I could turn around and just x out the telecommute
button altogether
and then come on down here and add that my
personal
remote field
into this.
And what I need you to realize is really that
because it's not pre mapped and now it's a item
that I've added onto the bottom,
our job boards are really just taking the
value of the name and the value that comes in
the field and displaying it as part of the job,
information that's being displayed to the candidates.
But because it's just an add on and it's not
mapped to the actual telecommute field, filters and things like,
you know, when they come in and say, I only
wanna search for, you know, jobs that are remote, that
may be missed because it's not looked at by the
job board as that being the remote field.
So the best bet is to look at what you
have on the left, make sure that you have the
proper information
identified in the middle, and then look to say, okay.
Of this, what other additional fields do I need to
represent my job? And then come on down and start
to add in those additional fields here.
Alright.
Do we have any questions that are coming up?
We did have a few. So Vivian asked about
minutes ago. She said, do you need the text engagement
product for that that to work? What do you mean
by that? I was referring to the templates when you
had For the
Oh, okay. No. For the templates,
no. You'll you'll be able to just pull from the
portal.
So that won't necessarily
need anything for for getting that set up. I
I'm not sure if that was kind of the question
that you were asking. Yeah. When you were at the
templates part. Gotcha. And, Greg, you're looking for digital assistant
information.
I have some,
but I've just been reached out to by the digital
assistant,
group, and they said we're not finding a lot of
success with digital assistant
and the applied network because there's a queue that they
have in order to build things up. And
that in combination with the fact that we have a
new frontline hire product that's gonna be coming out that
will kind of overtake the digital assistant piece a little
bit.
Digital assistant has already asked to come off of the
apply framework. So, really, I think we have Interesting.
Just a small handful of clients that are on it.
And we'll support we'll continue to support it if you're
already set up, but they're looking for nobody else to
really be set up on that.
ROMPL PO reference? Absolutely.
I had a pocket fisherman.
Alright.
Do you have a measure drop off of pre apply
network compared to post? So
That was specifically for Jessica. But, Jason, I'm wondering, how
customers if customers are are quantifying that so that they
can
see the value of of implementing.
So it's difficult for clients to really
judge that. Let me explain why. So we got started
with even building the Appiah network after an AppCast report
came out in, like,  . That's what really kinda
sparked the idea. It was before I was even around.
Right?
And the idea it came from was the the report
said that there is a  percent drop off rate
for candidates
that are redirected
from the job board to completing the application in a
in a client portal. Wow. And a 9 percent success
rate was just something we looked at and said, this
can't happen. There it has to be better. Right? So
we theorized on the idea that if we took the
application process and shifted it over to the job boards
where we could get a completed application there, we could
increase the, you know, the drop off rate. So
getting that number
kind of becomes difficult, right,
for for what an actual drop off rate is. Because
when a candidate is looking to apply and starts clicking
on things within Indeed, Indeed doesn't send us information that
says this person's interested in applying.
Indeed understands that they're applying. And if they drop off
from, you know,
from applying at Indeed,
Indeed then follows up with them and tries to, you
know, get them to complete the cart, you know, so
to speak.
When,
once that's completed, it then gets sent over. So all
you're looking at is completed, you know, applications
now as opposed to having a lot of information on
the drop off. So we rely more on Indeed and
ZipRecruiter to supply us with some reports overall that say,
hey. What's your average drop off rate for things like
this, and what are you what are you running into?
So what we're finding, you know, when we get these
numbers is is that we're running at about, you know,
an ,  percent drop off rate,
which is still not what I want it to be.
But it's hard to argue that a 9 percent success
rate to a, you know,  percent success
rate, it is a almost  percent increase
Wow. In successful candidates from the exact same candidate pool
that you were, you know, grab grabbing from before.
So it's it's trending in the right direction.
And we wanna be able to try and make it
better, but in order to make
it better, we need to make it easier, and we
need to make it more consistent.
Now Well, it's inter also, ISIMS, I think, would have
easier access to that information,
right, than a customer would because to measure drop off
pre and post, you would need to have a smooth
transfer of information coming over for the need to assess
that. You guys can do that. Average customer cannot. So
that's really interesting. Doubling doubling the conversion is,
impressive.
Yeah. And and and I'll temper that. You know? It's
like, that is from, you know, a small handful of
reports that we're dealing with directly with the, you know,
our partners.
You know? And once we're able to kind of run
our own reporting on it, you'll start to see numbers
in marketing and things like that. Yeah. Cool.
Alright.
So where were we? We've figured out the field mapping.
That's how we wanna get our job data out there.
We figured out our privacy. We've synced our data over.
We've built our forms.
We've,
you know, made sure our questions are synced in the
future. We'll make sure our integrations are there. And then
we can kinda create that apply workflow,
to ask any of the questions that we want. Now
it's about now how do I associate
the apply workflow
with the correct job.
And that one's a little bit easier because if I
go into create job,
I have an apply network section.
Excuse me.
And here's where you would just select what the apply
workflow, what that question set would be. Now
a lot of you may be saying, hey. This doesn't
quite look the same. What happened to that other question
that was here about is this job public to the
apply network?
Alright. So we are in the process right now of
rolling out what we had talked about we're originally rolling
out on February ninth, and this is where we're moving
from,
1 logic set for the jobs to a new logic
set for the jobs. And we're kind of in the
middle of that.
So it was supposed to go out in February ninth,
but we had a number of clients reach out to
us and go, come on. We just really need, like,
another week or so. So we postponed it to the
third, and we began to do the the release
on the  third. And then we got a message
from, Indeed, and Indeed said, we just need 1 more
day. Just give us 1 more day. So, you know,
we we ended up postponing another day. We've rolled out,
wave 1 and wave 2. So right now, we're in
this kind of strange,
scenario where I have 1 set of clients that is
on 1 logic and another set of clients that is
not on that logic yet because those waves are still
coming out.
But come Monday, we'll be continuing on with the rest
of the waves, and everybody will have the,
the is this job public to the apply network question
removed. Right?
And let me explain what that does and what that
logic means. And I think that the best place to
do this is probably in the integration
setup and how that looks.
Okay.
So the old way of doing things, I would have
come in here and I would have added an integration,
and I would have had to select
a portal. I would have had to have selected
what is the,
the hire type that I need, what is the folders
that I need,
and is this job, you know, public to the apply
network. I I honestly I've I've spent a good portion
of the last year on the phone with recruiters and
my managers about, like, I really thought this job was
included in the apply network. Can you explain it to
me again as to how this, you know, how this
works and functions?
And we just needed to simplify it down and make
it exactly what they expected it to be, and that
kind of follows a model that most people already know.
If it's posted to the portal, it's part of the
apply network.
So that's the magic that we've shifted to.
This kind of shows a little crummy in mine, but
it, it works in everybody else's. But, basically, what'll happen
is is that when you're setting up this integration,
you'll now choose which of our job board partners that
you'd like to work with.
You'll choose where a candidate lands if they answer all
the questions and the D and Q is a happy
path. You'll say, where do they land if they answered
all the questions and the D and Q is not
the happy path?
And then your only filter is your portals. If the
job is in this portal,
that job will be shared with the apply network.
Alright.
Let me pull back on that.
Alright. So we've talked about syncing, field mapping, privacy, adding
the integration.
Oh, what do I have on my little note card
here for demos?
Building apply flows.
Okay.
We do wanna talk about how
the application process works. Right?
And and it's simply about
understanding
where your bins and statuses are. Right? So when
our job board friends,
send an applicant in, they're doing so in a 2
step process.
That first step is a record check. They wanna make
sure that that candidate does not exist on that job.
So they'll send in first name, last name, email, and
some sourcing information.
And if the candidate exists, we'll send them back a
no thanks. You know, we've already got this 1.
If that candidate
doesn't exist, we'll create them in the ATS on that
job. They will live in the incomplete bin and incomplete
status, and we'll send a code over to the job
board who can then use that code to, you know,
send the application in.
And then that application will overwrite that,
that BIN and status, and it will land that person
in whatever the candidate status is that's here. Right?
Now question.
Oh, okay. Liam's asking, will the is the job publicly
available to the apply network question be removed fully from
platforms, or will it just become inactive?
We're putting it behind a feature flag, so it'll it
should be pulled out entirely. I was playing around with
it, and I did notice that you can still
pull that field in when you're searching jobs.
But, functionally, you won't be able to change any of
the data behind it. It's meant to disappear and go
away.
Come
April, I think we're looking at the April release. We're
looking to replace that question,
but not with a you have to opt in, but
with a you can opt out. And now you'll be
able to remove those jobs from the apply network should
you need to.
And, Jason, we had a question on a different thread
where 1 of our members,
said
we turned apply network on and had to shut it
off due to the incredibly high
volume of unqualified applicants.
Do you have any advice on how to keep that
from happening?
So, usually, I look at
what is the job board that you're working with, what
is your apply workflow look like, and are those 2
appropriate for the business that you're working with.
And, you know, I find that we get an incredible
amount of unqualified
folks.
Usually are are folks that have a
lead generation type of apply workflow that's just like, hey.
I need these basic pieces of information.
I can hand over that information to my recruiter and
let them do additional work,
where within the applied network, you have the capability of
having a full workflow that matches exactly what you have
in the portals
and being able to knock people out via d and
q to kind of up that level of, you know,
candidate.
Got it. Thank you. Mhmm.
Alright.
Where was I?
Okay. So they do a 2 step process, the record
check that lands your candidate in an incomplete and incomplete
status.
In doing so
let me think.
That ends them up in a incomplete bin and an
incomplete status.
The
job board can then submit the application over top of
that, and it'll land in whatever this candidate status is
if it's positive or whatever the candidate status is if
it's negative. If you did not select a d and
q status whatsoever, you could still ask the question, but
we don't process the d and q whatsoever.
You know, it's just the cut the process lands, and
that's about it.
And the reason why I wanna kinda call out that
it lands in incomplete incomplete
is because there have been a small number of times
that we get, you know, those trigger happy recruiters that
as soon as something comes in, they wanna jump on
it, and they move it from incomplete
over to something else or kick off a recruiter workflow
process. And then we go to go submit the application
over top, and it's not in the incomplete status, so
the entire thing fails out from there.
Usually, it's only in the incomplete status for, you know,
maybe a minute or so,
because our job boards are completing the collection of the
entire application
and then submitting the record check, getting the okay, and
then submitting the full application over top of it. If
they had switched it and did it the reverse way
where they send in the record check as soon as
there's interest,
yes, we would have a better chance at tracking drop
off,
but we received so many complaints about
why do I have this many incomplete
candidates in here, and you end up getting
and seeing that ,  percent of that drop off
right there.
Alright.
Oh, apply application. That's another 1 I wanted to talk
about.
Is that here? Yes. Okay.
So
1 of the things that you get with the apply
network that doesn't really exist anywhere else in the ATS
is this apply application.
I have images in it in this
instruction link that I've dropped in the chat,
and
this is on page  of it.
But, really, it's the supply application now exists anytime a
candidate,
is identified as an applied network,
candidate, which we ID through the source origin being applied
network.
The apply application will show you every question that existed
in the apply workflow,
and it will show you green check marks for positively
answered DNQ questions, and it will show you
red box or red, circles there if they have answered
those DNQ
questions incorrectly.
You'll notice that you'll have your forms in here as
well. You can click this to roll open that form,
and you can view the EEO form there. And there's
also a download button up at the top of this
that would turn the entire application into a PDF,
unroll all the forms that are in there, and you
can house that.
The apply application
exists for
days.
After that, it'll disappear.
And we will take the EEO forms and the application
form that's there, and we'll be moving it into our
document management services.
That is a feature that doesn't exist yet, but nobody
has come close to the
days since we've turned this on just yet. So,
we'll have that in place before that goes
away. But 1 of the things that Jessica had brought
up
was a note on
EEO
and how there's some information that she's going to get
from candidates that brings in that EEO information
from iForm fields. But now that we're also doing the
apply network and the apply network does not work with
iForms,
now we're also having different EEO data in standard fields.
Right? So there is a note here on the end
of this, you know, these instructions that tell you here
what your standard options are as far as reconciling
those different types of reporting and bringing those pieces together
as well.
Alright.
And then the other piece that I wanted to chat
about was bins and statuses.
So
whereas we are doing this because we have, you know,
increased,
the the put through rate and we've decreased the the
falloff rate for everybody,
our job boards are interested in doing that as well
because it's good news for their clients and it's good
news for their candidates. But they also get this bin
and status information.
So when
a candidate comes through
did that open? There we are.
When a candidate comes through,
they land in this bin and status, and we share
this bin and status information
back with our job board partners.
The information that we are sharing is the bin name,
so it'd be new submission,
the status name of external portal. We'll share if it
is a higher flag or rejected flag, and we'll also
share this normalized stage data here where
all of your bins and statuses can be normalized into
1 of 5 buckets.
There was a question from Amanda. She said, will the
apply application ever become part of the files
that get exported with a personal data file?
We're working on making sure that, you know, they can
be mass exported like that too. Yes.
Thank you. Mhmm.
Alright.
So
within the next 4 minutes, what's coming? Okay? We we
talked about,
briefly
the,
where was I?
We talked briefly about the integrations piece that is coming,
and we talked briefly about
this piece over here with the template
where it can now be created off of a portal.
We're going to spend
most of the last half of the year working on
translations.
And I don't mean we're just making translations
within,
you know, apply network. I'm talking about you're going to
get core functionality
within the ATS
that allows you to do formal translations for your screening
questions, for your people fields,
you know, eventually for your job fields. And I think
as we get into late into  ,
you'll probably be looking at, hey. Can we now do
translations where my recruiters can navigate the entire system in
their native language?
The only other piece that I wanted to talk about
was the other piece that Jessica's gonna kill me over.
And by the way, let me let me just say
we weren't sure, how long it would take to combine
both these presentations. So if you would like to stay
over Vivian, can you stay on for a little bit?
If you have a question that you dropped in the
ISIMS channel and you'd like to talk to us about
it, we will do some of the live call questions
after Jason wraps up.
Awesome. So this will be my last piece. As soon
as we get this piece in, you're gonna see a
big long bar here, and you'll have the ability to
check that box. And what that will mean is that
you will be able to bring in the job questions
from the job question tab on your job as a
variable
for the apply workflow.
So the goal here is to ultimately reduce
Jessica's plight. Right? We don't need  apply flows. I
really want this to work where we can pull in
and use that. Let's make this template based off of
the portal
and then also bring in the job question variables.
And then, hopefully,
once you've got those 2 things in place, the only
thing you have to do is concern yourself with privacy
and your forms that you may be missing.
Alright. Thank you, Jessica. I'm glad you're happy about that
and not sad sad about that.
Liam had a quick question.
He was asking what the reason was for,
days.
So
when we originally built the apply network,
we had this rather vain idea of, we don't have
to be bothered with these GDPR things. We'll just set
everything in the apply network to delete
no. No. No. No. Here. We'll we'll set everything in
in the apply network to just auto delete after
days. Right? And then if we get requests in, it's
like, yeah. It's already done. We don't have to worry
about that. And then we added forms in, and the
forms has a legalese aspect of it.
And the initial  day deletion became noticed very quickly.
You know?
So they they pushed it to  days. They talked
to legal, and then they moved it to 3
because
we want to be able to permanently put these into,
the document management service and get those in. So,
it was just kind of a stack from old decisions
that got pushed there. And we moved it to 3
really just to give us time to move things
over to a document management service. If for some reason
we end up not being able to make that goal
of doing it in time, you'll see it probably pushed
another hundred and  days while we do that because
we can't have any of those delete on folks.
And then there's 1 more question. Mhmm. Would
would that apply to the job questions
and the person screening questions on the portal? Liam, are
we still talking about the same thing? Or So No.
That that
was in regards to the future feature that Jason had
highlighted about
it importing the job screening questions from the job into
a plan network. Oh, yeah. You'll be able to use
the template and then just, you know, to pull in
the portal version of the apply workflow and then click
the button that says this is the variable that I
want, and it'll pull in all your job questions.
And then just look to add forms and add a
privacy notice to it, and, hopefully, you're done.
What I will call out,
you have the ability to add
ad hoc questions as well as questions from the screening
library into that question tab,
and
we are only able to put information into the ATS
for those job screening questions. Ad hoc questions won't be
supported for that. So if you do have ad hoc
questions that are added, add them to your screening library,
and then we'll be able to kind of pull those
things in
And then add them to your job after you're adding
to the screening library.
Alright.
I'm gonna stop sharing. I know that I can go
over time. I don't wanna presume that everybody else can.
So
Well, first, I just wanna say thank you to both
of you. That was so enlightening. I learned a lot
about Apply Network. I've never actually had my hands on
it under the hood as a customer.
So thank you both. That was really, really valuable, and
thank you for the folks in chat who were talking
about how they're using it. We are over time. So
if you need to drop, I wish you a restful
and restorative weekend. Thank you so much for being here.
We're here every Friday at 1  PM. But if
you'd like to stay on, we can open the floor
now to questions either about Apply Network or anything else.
I'm certainly good for the next ,  minutes, Vivian.
Are you okay? Mhmm. Yeah. Okay. Great. So, Jessica and
Jason, welcome to hang out. Thank you so much for
doing this.
Alright. The floor is open to questions. Jessica, you had
actually submitted a couple of questions, but let's see if
there's anybody else on line
who has a question for the group. Jessica, this is
a less of a technical question, but I'm just curious
about the transition for your recruiters and hiring managers to
have the duplicated
jobs and workflows in terms of, you know, metrics and
consistency
and comparing candidates
holistically
between the jobs and and how that's working for you
with this process.
Yeah. So sorry. I'm I don't know if are you
asking about the process of kind of re like, closing
all of our jobs and reposting the new or more
so, like, what's it been like since we made the
change? Since you've made the change, but also, you know,
ensuring that
you're you know, you really have kind of 2 separate
buckets. Right? Your candidate's coming from Indeed and your candidate's
coming from everything else and how you're ensuring consistency between
the 2 and reporting between the 2.
Got it. Yeah. So it's it's not much of a
concern for us in our use case because
at least  percent of our candidates are coming from
Indeed, to be honest, with the type of recruiting that
we do. So there isn't a lot of variation.
And anything that we really needed to collect, we put
in our apply network. So we don't extensively collect information
on education.
If you're gonna be a delivery driver, we really we
don't need to know all of that information. We'll get
that on your application, which we only require if we're
moving forward and planning to hire you. So for us,
there hasn't been an issue in, like, the amount of
information that we're getting.
Yeah. Really, anything that we needed to ask for, we
built into the apply flow. So there isn't a big
discrepancy between candidates who come from different sources.
Thank you, Jessica. I can understand the
that's less of a concern when the value of the
the volume is is what it is. So thank you
for that.
Other questions?
I'm I'm just I'm just kinda curious right now in
terms of how your it's kind of logistics from the
workflows. I saw that. I was like, wow.
How is your you know, at the end of the
day, how's your team actually managing those? Are they are
and how are you are you gonna have a separate
document? Do you have something that's kinda keeping track, you
know, track tracking that on the side?
What what has worked for your team? I mean, I'm
glad that there's a light at the end of the
tunnel with that,
but,
you know, that might be a bit that might be
a while. And, and I'm just gonna
love to hear, like, what from a lessons learned perspective,
what's been working for your team?
Yeah. So we're in a little bit of a unique
use case compared to, I think, a lot of other
customers, which is why I kind of mentioned that in
the call is, yes, we have .
But to be honest, we're using the same
the majority of the time. You know? Probably  percent
of the time, it's the same flows because we're doing
so much high volume hiring for the same type of
job with the same type of questions. Where we've gotten
to  are those 1 off jobs that we've had
to post to say, hey. We're hiring for this 1
time. Or there's a new job, and since we've done
that, we've had to come in and do that. Or
slight variation
if, you know, sometimes, like, we hire for the same
job but in different divisions, and they may be they
we they really do need that separate question about the
schedule because 1 requires them to work weekends and 1
doesn't. So it's very easy for us to manage for
the most part because they're a part of the job
template, and the majority of my team doesn't have to
create the new apply flow. It's really only a handful
of them that are having to go in and do
that, which is why it's manageable for us, but it
might not be if that's not your use case.
Okay. So I I I do like that approach.
In Excel. I like that. I I do like that
approach. You have your  go to ones that you
have you're going to, and then the rest are kind
of like your library for more, like you said, more
of the the exception to the,
the rule. They're there when you need them,
but pretty much those  gonna get you through
most of your scenarios.
Yeah. Oh, cool. Alright. Thanks.
Liam had said, ours is a little different, and we
have significantly less workflows, about . You can actually show
and hide certain workflows from different login groups. So recruiters
for different for certain businesses only see the ones that
are applicable to the roles they hire for, which makes
it more manageable for them.
Thanks for that, Liam.
Well, Jessica, you had another question that you dropped in
the channel about building a report. Do you wanna address
that, or did you get enough feedback on that to
to be good to go? So I think we're good
to go, and we got a lot in there. The
only other question I had, I'm happy to save for
a future time, because we have a little bit of
time. I don't know if Cheryl's still here, but I
did see her drop a question in today that I
can speak to. It doesn't look like it. I'll reply
back and circle on that 1.
Okay. Great. Yeah. I don't see it. A lot of
really great feedback,
in circle on that reporting question, though. So thank you
for everybody. Awesome. And show's dropped.
Okay. Well, I think we'll wrap it up here. Jessica,
Jason, once again, thank you so much, And we'll see
everybody here next week at 1  PM. Bye. Thanks.
Bye. Take
care.