The Full Desk Experience

Kortney Harmon [00:00:00]:
Sourcing's dead. The concept of sourcing, finding candidates in our industries now is almost dead. And whenever I say it's dead, it's changing. So with that being said, that's going to change how we find candidates, how we actively track candidates. So whenever we've traditionally in the past, you probably have maybe been raised on the idea of a hundred calls per day. When I ran a desk and I was one of the lead trainers at MRI Network, it was like you were making a hundred calls per day. You were making one submission per day. A submission a day keeps poverty away, right? We also have this volume versus value gap.

Kortney Harmon [00:00:38]:
A lot of us think that if we do more, it equals more. However, there's a little gray in that area. Just because we make more calls or we do more things doesn't mean more business for us. So we need to think about that and we need to understand how we're training our organizations to do differently, not do more. Hi, I'm Kortney Harmon, Director of Industry Relations at crelate. Over the past decade, I've trained thousands of frontline recruiters, and I've worked with hundreds of business owners and executives to help their firms and agencies grow. This is the Full Desk Experience, a CRELATE original podcast where we will be talking about growth blockers across your people, processes and technology. Welcome to another episode of the Full Desk Experience.

Kortney Harmon [00:01:35]:
Welcome back to another episode of the Full Desk Experience. I'm your host, Kortney Harmon, and today's episode is a little bit different. You're going to join me from a webinar I did with Benjamin Mena during his AI Summit, where I tackled something that I think is one of the biggest blind spots in our industry right now. How AI agents are saving teams time and every week, and what that means to your metrics and why they're probably broken. Here's what's happening. These AI agents are drafting outreaches, scheduling interviews, updating records, surfacing the best candidates. Those tasks that used to take 15 to 20 hours a week are now happening either in the back end or drastically shortened timeframes. But if you're still measuring success by emails sent or calls made, you're actually punishing your teams using those tools most effectively because the work has fundamentally changed.

Kortney Harmon [00:02:29]:
Your top recruiters aren't spending their days on busy work anymore. They're building relationships, they're closing deals and driving strategic impact. So here's the shift you need to make. Stop measuring the tasks AI can do and start measuring the outcomes only humans can drive. In this session, we Talk all high level KPI conversations with AI, but I'm also joined by Chris Hessen and we dig into what it actually looks like. Not just theory, but real metrics that reflects recruiters effectiveness in a post AI world. With crelate. All right, let's dive in.

Kortney Harmon [00:03:05]:
Listen to this talk.

Ben Mena [00:03:07]:
All right, we are session number three for day two. So I have heard that this talk is going to be controversial.

Kortney Harmon [00:03:15]:
Oh, I mean different than the normal. It's not controversial. I kind no make you think differently.

Ben Mena [00:03:24]:
Kortney, that was like the perfect intro for you.

Kortney Harmon [00:03:26]:
I love some controversy. Okay, fair enough. Geez. Wow. Like let. Let's set the precedence. Kortney's going to be a troublemaker. Fair enough.

Ben Mena [00:03:36]:
All right, Kortney, the floor is yours.

Kortney Harmon [00:03:38]:
Thanks, Ben. I appreciate it. Hi, guys. My name is Kortney Harmon and I am the director of industry relations here at Crelate. Going to kind of talk about something. I don't necessarily if it's controversial, some people might like that. But it's really the idea of making you think differently of how your business is happening right now. With that being said, your business is running, things are happening.

Kortney Harmon [00:03:59]:
But it's really the idea of how are we thinking it different in a post AI world. So obviously this is all AI. And Ben is the perfect person to bring all of these things to you as AI. So I know he's had some wonderful speakers thus far. If you haven't, I put my LinkedIn in the chat. But here is also my LinkedIn profile gives you my cell phone number, the whole nine yards. So feel free to connect with me. So I have this talk that I always talk about like this KPI hamster wheel.

Kortney Harmon [00:04:23]:
In our recruiting and staffing industry. It's really the idea of sometimes we have this do more mentality, but it feels like we're on a hamster wheel of metrics or trying to get where we're going. So we're going to talk about how that matters in a post AI world. So my question to you to start, and I would love for you to put in the chat, I would love for you to chat with me in the chat because I'm going to do two things at once. I promise I can do both. I want to know today, obviously, if you're running a staffing and recruiting firm, you have to measure things, right? We have to know if our team's on track. We have to know if we're hitting numbers, we have to know if we're moving in the right direction. But my question to you is, what are you measuring today? So if you have a chance.

Kortney Harmon [00:05:02]:
Tell me in the chat, are you measuring what's easy to measure or are you measuring what's important to measure? And honestly, we're at fault for both loads of stuff. Are you measuring calls per day? Are you measuring emails sent per job order? Are we measuring candidates sourced? Are you measuring revenue in. Obviously there's a bunch, but honestly, if we're running a team as an operations and I want you to think through this talk in this conversation as an operations lens and with that being said, how are you measuring your teams? Is it just you? How do you know if you're excelling in your organization or how are you measuring your teams? Calls made, calls presented, candidate interviewing with clients. I love it. Okay, we're going to come back to this. I'm hoping to get a lot out of this presentation. Okay. With that being said, we're going to talk about.

Kortney Harmon [00:05:49]:
In order to understand kind of where we need to go, we need to understand the stats of where we are today. So I'm going to throw these all up right now. 73% of companies plan to invest in automations by the end of 2025. You've probably are actively using automations. If not, you probably plan to use more in automations than you are today. But that is really the idea of right now. 65% of recruiters are actively using artificial intelligence. And you guys are a testament to that because you're here at Ben's talk.

Kortney Harmon [00:06:20]:
40% of recruiting tasks will be automated by the end of this year. And that's happening now. I'm going to tell you a little bit more about what I've seen and what I've heard from my perspective. We'll talk more about that. And then 61% of people have increased their AI usage over the last year. And then you're probably feeling this. These last two are really what's interesting to me. 56% of people have more open jobs per recruiter than three years ago.

Kortney Harmon [00:06:48]:
More jobs to manage personally. And then those same people are also seeing 2.7 more applications handled per person. With all of that being said, in our world, we're handling more, obviously more job requirements, obviously more applications, but how can we do more with less? Right. Because that's kind of the world that we're in at the moment. I want to tell you, I personally think the death of traditional metrics. It's gone and it's broken. And I'm going to tell you why. We're seeing a lot of things from our end.

Kortney Harmon [00:07:22]:
Ben and I were Just chatting beforehand. I run our podcast as well. It's called the Full Desk Experience, Call staffing and Recruiting. And it's really the idea I've dropped an episode that sourcing's dead. The concept of sourcing, finding candidates in our industries now is almost dead. And whenever I say it's dead, it's changing. So with that being said, that's going to change how we find candidates, how we actively track candidates. So whenever we've.

Kortney Harmon [00:07:49]:
Traditionally, in the past, you probably have maybe been raised on the idea of 100 calls per day. When I ran a desk and I was one of the lead trainers at MRI Network, it was like you were making a hundred calls per day. You were making one submission per day. A submission a day keeps poverty away, right? Maybe it was call time. Maybe you had to have four hours of call time that you were actively on and moving and you just had to do things differently. Right now our industry has changed. I've seen a lot of people, if they can't email, they don't. They don't do anything.

Kortney Harmon [00:08:21]:
So. So when this post AI era kind of metrics have changed, there's been a technology shift. You know as well as I do AI companies are coming out of the woodwork. Our current systems or platforms, if you use Crew 8 or another system like Bullhorn or anything else, Aviante, things are changing. We also have this volume versus value gap. A lot of us think that if we do more, it equals more. However, there's a little gray in that area. Just because we make more calls or we do more things doesn't mean more business for us.

Kortney Harmon [00:08:57]:
So we need to think about that and we need to understand how we're training our organizations to do differently, not do more. Whenever I say training, there's a training gap. That operations role has never been more important than it is today. We're really getting to the idea that there's a lot of firms that may not add an operations leader till much later, and there are growth, but it's really the idea of having someone be able to track things. We're going to talk about what that operations person is going to look like, but I'm going to call them an outcome engineer. In the past, they've maybe measured calls and quotas and stuff like that, maybe understanding how our team's doing, but that role is evolving. So they also probably manage your training in your organization. At my last organization, I was the director of learning and development for an operating company of 10 people or 10 organizations, um, within that 10 organizations within the first year I was there, we implemented a training.

Kortney Harmon [00:09:52]:
Whenever I say a training, that was training on the job as well as the technology. Now, prior to me coming in, people were doing fine. They were coming in, they were getting revenue. But with the training that we implemented, we saw an increase of 183% within their gross margin within the first six months because they had more direct instruction when it came to what to do and how to do it. So implementing the right training can really be a make or break system, whether it's an SOP or using your tool to be able to track things, just to say, hey, this is how my top performer does it, so let's try to get people to do things the same way. And last but not least, AI. AI right now in a lot of organizations and what I'm seeing is really the wild, wild West. And I don't say that in a bad way, but oftentimes like we're in this vehicle, that it's the pedal to the metal and we're trying to understand what's next.

Kortney Harmon [00:10:47]:
Are we trying to get there faster? Are we using all the same tools so there's no real structure just yet around AI? We're trying to grasp these tools, use them efficiently, and see if there is a value to them. What we need to think about, if we're still measuring our teams and ourselves the same way we did back in 2019, but we're using 2025 tools, there's a disconnect. So I'm going to tell you a few disconnects that I've seen whenever we think about metrics. I'm going to call it leadership blindness. And please don't take this personally by any means, but I'm only speaking from my lens and what I've seen. Whenever we have the best of intentions in setting up our ATSS or our CRMs, it's really the idea of us as leaders, where it's like, okay, we're going to use this node action type or this activity, and this is how we're going to track it. But oftentimes that does not get presented or trickled down to our entire team with the intended use that we want it to. We have the best of intentions.

Kortney Harmon [00:11:45]:
However, at my last, one of my organizations that I worked for, it was really the idea that that team, that leadership team, was using those metrics to forecast. That's what you do, right? You're trying to forecast what your business is coming in. But what they were forecasting, they were using this one activity called talent in Chair. And they were saying, look how many candidates we have ready to go. That means they're ready, they've been vetted, they've had a background check, and they're ready to go to work. However, there was a big discrepancy because the people that were actually choosing that objection type, there was a little disconnect. They were actually choosing it because the talent was in the chair in the office ready to be vetted. So maybe it was for a manufacturing company and the staffing organization.

Kortney Harmon [00:12:28]:
They had them come in, fill out an application, do their background checks, do everything in person. So leadership was judging it based on being at the end of that process. And our staffing and recruiting team was doing it on the beginning of that process. So there was some disconnect on what that forecasting was looking like. So it wasn't a true, accurate depiction. Call time. How many of you write in the chat, how many of you have a certain amount of call time that you measure yourself to and what that call time is? Whenever I was training, a lot of times we did four hours of call time a day. Two call blocks for candidates, two call blocks for clients.

Kortney Harmon [00:13:04]:
Now it's great. I love being able to have that understanding, Gavin. I love it four hours a day. I love the fact of you having the intention to be there. Now, in this virtual world that we're in, sometimes the people on our teams don't always have that same mentality that we do as leaders or operations people. Right. We want you to be on the phone, but we want that outcome to be there. So whenever we measure our teams and we're saying, you need to be on the phone for four hours a day, I was doing the training.

Kortney Harmon [00:13:34]:
I was listening to their calls. I was understanding what they were saying, how they were saying it. And when that was happening, I had teams that were actually calling the Santa Claus hotline or the White House and staying on hold just to get their call time. So this all goes hand in hand. Call time is a great idea and a great intention. However, sometimes our organizations really think of that as a hoop and a metric that we have to, like, jump through. Our big brother watching us. Right.

Kortney Harmon [00:14:02]:
So this KPI hamster wheel is one of my favorite topics because we have the best of intentions and we know it moves our business forward, but sometimes it gets a little gray. Last but not least is sourcing the number of candidates. If you're depending on your role, if you're a source or an Internet researcher or a bdr, maybe your role is to get candidates and or clients into the system had a recent interaction where the goal was to get the number of names in the system. However, the person that we were working with was actually just going to a similar company. So let's say it was a tech company. That tech company, they were actually going to an adjacent so like Cricket Wireless or Verizon Mobile and they were adding all of their salespeople into that system. So what was happening is they were getting inaccurate data, looked data adjacent. However, we were just getting people into the system and we were getting kickbacks and people not interested and we couldn't understand why that we weren't getting more people to move through our processes.

Kortney Harmon [00:14:58]:
So while metrics is important, we have to be really important in this post AI era. What we're starting to measure because some of those tasks are being taken off of our plate. So while bad metrics don't just waste time, they actively teach the wrong behaviors, preventing your team from focusing on what drives the business forward. So I actually, this is one of my favorite questions to ask leaders on the podcast is what do you measure your team to? What is the one metric that you want to know? Or what is the top three? Because I like three to five, no more. What is the one thing that you measure? And most people just will say submittals, submittals to the client, end of story. I can work myself forward or backwards from that metric. Time to hire Shirley. I love it.

Kortney Harmon [00:15:41]:
Probably based on your industry, that makes a very important difference. So speed, and honestly, speed is going to become even more prevalent going forward because honestly, things are happening faster. So my opinion, don't hold me to this as I think there's a measurement crisis on the horizon, right. Based on how we really ran this in the past and what we're going to in the future, things are a little different. So you're probably thinking, what is this new recruiting reality? And I really think it used to be from that manual hunt to some automated improvements. And I'm going to tell you what that looks like here. Usually in our past, one more. Okay, we have had like this whole concept of hunt and gather, right.

Kortney Harmon [00:16:23]:
It's really the old way is you have to hunt for your candidates and or your clients. You called them, you followed up and you put that on rinse and repeat. So how were you doing that? How frequently were you doing that? How many touches were you doing to get to that? Right. It used to be, I think it was 10 to 12. And honestly, with AI, I think we've discussed it's like 18 to 22. So things are changing. So what is that old way? But more importantly, what is that new way? The new way is probably you're setting up an automation, maybe based on a job order, maybe based on an MPC that you're actually a candidate, you're presenting to your clients. You're going to run that automation, you're going to monitor it to see what's happening, and then you're going to make phone calls based on that, and then your workflow is going to kind of change.

Kortney Harmon [00:17:07]:
So what your recruiters are doing today is probably a little different than they've been doing in the past if they're doing that setup, run and monitor and call. So what I've seen recruiters doing today is doing a few different things. 35% of their time is actually building and optimizing sequences. Tell me in the chat if that's something that you are doing today, because I'd love to know. That's whether those automated outreaches or those campaigns, that's something that's very important to our industry. Now, 25% of us are managing integrations. So whether it's those tools that the AI tools that are connecting to your ATS or your CRM or your scheduling platforms, there's a lot to go into that. Next is 20% of maybe our recruiters or teams are actually screening and calling only 20% of their time.

Kortney Harmon [00:17:57]:
And then last but not least is 15% is really on the data quality and cleanup. We'll talk about a stat later, but oftentimes our data in our ATS and our CRMs gets outdated within six months. So it's really who are we having manually update? How are we having that? Or is our systems really stagnant and old? And that's kind of where candidates and clients go to die, figuratively and in the system. So, Maureen, I love it. Success of sequence replied. Interest converted, totally important. Less volume, more success. I love the way you're thinking.

Kortney Harmon [00:18:31]:
So with all of those integrations and all the things that your team is doing, I really want you to understand what is happening. What is your ecosystem? Because days are gone, just of the idea of just living in LinkedIn and your ATS, those days are gone. So my question to you is, what lives at the top of your funnel? You might have some of these things that are in these little circles, whether it's Whippy, Hone it, Quill, Source, Whale. I love that you love them. Monster, Career Builder, it all will vary. But this is just some of the data that's going into your systems today so you might see something that you're like, okay, what does that mean? And I'm going to give you what we're seeing from my perspective, this is what I'm seeing in total integration setups. So I'm in charge of our partnerships. Bye bye monster.

Kortney Harmon [00:19:20]:
You're not wrong, Kelly. This is what I've been seeing in our partnerships of the whole tech stack that people are using. And I know Ben talks about this and he has way more tools than I have here. But if maybe you're running an executive search firm for recruiting, maybe use Source Whale for sequencing and automation. Use Whippy for bulk texting and Messaging and Communications ringCentral for your VoIP calling or there's many others Quill for your note taking and screening call Logic for video interviewing honing hone it for executive candidate presentations arrange. I'm not quite sure if you've heard them. Brian is amazing but they do client and candidate interview scheduling. Kind of like calendly but way different.

Kortney Harmon [00:20:03]:
And maybe Beacon. Beacon is for splits. That is just something that came out as of yesterday. So Colleen, I love that you love crelate and outplay integration as well. There are so many pieces but the moral of this story is there's a lot of data that's coming into your system and going out and we need to make sure they speak accurately together. So it's like this platform so you can understand how your teams are doing. Okay. The only thing that may be different if you're doing staffing, obviously you're going to throw some job boards in there that they're integrated, maybe up wage for an AI screening tool.

Kortney Harmon [00:20:35]:
But you really need to know what your candidates and your clients are, what's happening and then your internal team to make sure you're monitoring, start to process to end a process to make sure all of that data is coming into your system. Now there is also the opposite side of this spectrum. So oftentimes I'm not quite sure about you but what I'm hearing from my end is we don't want to lose the human element. The human element is where things happen. We don't necessarily want to lose that. There are oftentimes the opposite side of this. It's there's an extreme swing and miss. J.P.

Kortney Harmon [00:21:08]:
morgan and Northwest Mutual have actually started hiring people with no conversations. I'm a baseball fan so this is an extreme swing and miss in my opinion. They're actually offering full time positions. Submitting a candidate, client accepts or rejects. Everything is done with two total Touchpoints with never even talking to a candidate. And we don't necessarily want that to happen. If you're like me, I ran a desk and I know what was important. It's those human connections.

Kortney Harmon [00:21:35]:
If you don't know, crewlate actually stands for create relationships. And that's what we want to help you do. So obviously there's a few things in your system. We talked about automations. Analytics is important with this KPI hamster wheel. But agents is the new talk of the town and we're going to get to that and really what that means for your team. Because if we're understanding what has happened in the past, we need to understand where we need to go in the future and what that means for us. So we need to know what to measure.

Kortney Harmon [00:22:04]:
So we've seen this little guy. We've Talked about the 50 LinkedIn messages, the four hours of talk time, a hundred candidates to send out per day, 300 emails. These are just some of the things that I've heard over the, over the years. Those are that old. KPI's right. But the new, the new way of happening is really the idea of you using agents to save us time. Agents are going to help automate that busy work. Automations handle the repetitive task.

Kortney Harmon [00:22:28]:
But where you make the money is if you really use conversations and relationships. Thanks, Ben. The arrange tool. I love that. We want to get you guys speaking to people. That's where you make your money. So this is going to increase your speed as well as your quality is going to ramp as well. Now I don't know.

Kortney Harmon [00:22:50]:
I have a daughter, she's 10. Her birthday is today actually. She's a Taylor Swift fan, so don't shoot me. But I did love what Taylor said on the podcast, the New Heights podcast the other day with the idea you should think of your energy like that's a luxury item. Not everyone can afford it. That goes the same in our industry. It's who you're spending your time with talking to is where your business is going to move. Right.

Kortney Harmon [00:23:15]:
So with that being said, I want you to think about how many hours. Heather, I'm not a swifty either, so thank you for saying that. I do like the some of the advice as well. But I want you to write in the chat right now, how many hours does your team spend sourcing a week per recruiter? Throw some numbers out. How many hours a week does your team spend per recruiter sourcing? Is it okay? Gavin is zero. You're Kevin, you're the opposite extreme. I just did this talk at Colorado Staffing association and honestly whenever I was asking this question, I was just saying sourcing. Whether you're gathering, maybe, maybe it's business development leads.

Kortney Harmon [00:23:56]:
So you're gathering hiring authorities names or you're gathering candidates names all day, every day. But I am a sourcer. 10 plus hours, 6 hours. I love this. I love it, I love it. 2 to 3 hours. I actually threw out the number of 13. 13 hours a week that you might spend.

Kortney Harmon [00:24:16]:
So that might give or take of where you are today, but it really depends on who you're looking for, what kind of recruiting you do that really, really impacts. But whenever we look at agents, I'm going to give you the breakdown. From our perspective here at Crew Late, we have this discover agent. The current reality is, I'm gonna guess, roundabout per average. 13 is very swifty of me. Kelly, I didn't even think of that. Don't, don't hold that against me. Don't tell my co workers because she is a big swifty.

Kortney Harmon [00:24:46]:
So 13 hours a week, give or take for candidates for a single role. Now your average recruiter for a base salary is around 63K. Don't shoot me. Give or take. Depends where you live. But what we do as a sourcer, right, we're spending time, we're clicking through LinkedIn profiles instead of building relationships. Not that that's wrong, but oftentimes I don't know if you're like me, you get lost in that panel on the right hand side and it's like someone else you might know. And a half hour later I'm like, oh, did I add anybody? But really, whenever we come down to using agents, we can save ourselves time.

Kortney Harmon [00:25:19]:
It's about giving us back positively into our bank to do use our time differently. So if you use an agent like what we have here at Creelate, which we're going to show you in a little bit, my coworker is going to be joining us and he's going to show you this. We can reduce our candidate sourcing or client sourcing essentially down from like 13 hours a week to around 2 hours a week. We can save around 11 hours a week. I would love 11 hours a week. Back in my day, that's equivalent to like 71 hours per year. Okay, so we're going to gain some productivity, but that's only half the story. If you use an agent, you can also think about the savings you're going to, you're going to have.

Kortney Harmon [00:25:57]:
Right? You can usually save around $12,000. 20% of the cost of a recruiter. And we could maybe use sorcerers to be doing different activities, maybe upskill them. Kelly, I think you're. Someone over here is a sorcerer and that's what she does all day, every. Call it, Carrie, but maybe someone on that team is. Maybe they're elevating things. So we're changing the idea of what jobs are becoming.

Kortney Harmon [00:26:21]:
I ran a summit last week as well on AI and it's really the idea that people are thinking, oh my gosh, everyone's coming for us. AIs were going to replace us. I think it's going to reimagine our roles. I don't necessarily think it's going to kick everyone to the curb, but I think it's going to reimagine who and what your job is today. So with that being said and using an agent like a Discover agent, you can really redirect those human capital activities to revenue generating activities. And that's where it matters. I love that you agree. Now, the Discover tool.

Kortney Harmon [00:26:50]:
I forgot I threw this in here. Chris will show you this. But it's literally like instead of going out to LinkedIn, it's in your system. You never have to leave your system again. For it's actually bringing candidates to you and you can choose to add it in versus going out and finding them and bringing it in. So there's a workload difference. Now my other question to you, and this is actually really important as well because we realize when we're doing our database gets outdated. How much time does your team spend maybe on candidate research, client research, market research, and that could be anything from outdated phone numbers to outdated emails to understanding when maybe somebody got funding.

Kortney Harmon [00:27:30]:
Throw me in the chat a number. How much time do you spend on just data entry and data insights for your candidates, your clients, your market, your companies? Because that's what we do. I think a lot of us are PIs in our personal time. But I'm curious how much time you guys spend on this research as well. Seven hours a week, give or take. I love it. Maria, thank you. Seven hours.

Kortney Harmon [00:27:54]:
Anybody else? Ten hours. Okay. You guys are kind of spot on. Too much time. Amy, you're not wrong. Difficult to say. Depending what other research I've done. It does, it does vary.

Kortney Harmon [00:28:06]:
I'm going to give you what we kind of assume based on my time training and doing this myself. I'm going to say knowledge workers. So whenever you think about that, knowledge workers spend two and a half hours a day searching for information. Recruiters spend an hour, 1.8 hours a day, gathering candidate intelligence. Now, with that being said, all the executives that I talk to say that the time constraint prevents employees from finding the needed information. I don't know about you. I'm putting out fires. There's not enough hours in a day.

Kortney Harmon [00:28:37]:
And it's usually the dumpster fire that spends more of my time or takes more of my time getting a candidate on, getting them placed, doing my debriefs and interviews that is oftentimes put on the back burner. Now, what if I told you there was an agent out there that will update your data automatically without you having to go do it once that candidate is in your system? Amy, Ray, Gavin, Heather, your names, it'll be in there. Your updated phone number will be in there. Your updated email will be in there. It will actually give you more time back in the day. So those 10 hours a week compounded the other hours that you were doing. We can actually reduce our time from like two and a half hours a day to around 15 minutes per day, giving us an additional time saving. Right.

Kortney Harmon [00:29:21]:
So that's 585 hours annually. No, that's huge. I love the fact that I'm going to get time back in my day, but more importantly, my database is going to be more luscious. It's more like about a growing living platform. That data is not going to go and die. You're not going to put someone in. And because I haven't talked to them in six months or eight months or a year and a half because I have so many candidates, it's going to be like the ability to go back to that well to find those candidates first because it's going to be living information. A lot of times, as the recruiters I've worked with over the past, they will go to a job board every single time.

Kortney Harmon [00:29:57]:
They do not go to the well. Because that is actually one of the things that is happening, that's happening on the back end where it's, you don't have the time, right? It's you go back to that system because you don't have time to update your system. So we can actually have an increase in our database utilization. Rediscovering those goldmine of candidates, that's super important, can give you a financial impact. You can actually reduce some spend in your tech stack because you're not using something outside of the system of your ATS or CRM. You're actually using something that's all built in together. So There is an $18,000 savings per recruiter, but you're going to have fresher data, higher response rates and more placements. That's what it comes down to.

Kortney Harmon [00:30:42]:
Real time intelligence. While you sleep. While you sleep, you're going to come back and it's going to say, hey, so many candidates are updated. Oh, this candidate has actually been added and they're a good fit for a job. There is like this magic button I need, like the easy button. This insight agent is the easy button. So not saying that you have to use crew late. Gavin.

Kortney Harmon [00:31:02]:
Yes. There's other tools out there. It's really about how are we doing our work differently. And that's really important for us as we're doing work differently and working we can get savings of 22 hours a week. That's huge. But only if you do something impactful with that time. If I'm getting 22 hours back in a day and I'm spending more time doing something differently, that's not revenue generating, that's not moving my business forward. I could necessarily save some time on a tech stack.

Kortney Harmon [00:31:31]:
I could save some time on head count or I can consolidate. But what am I doing differently? So that's where I love this part. Your value isn't the candidates that you actually represent, but the problems you solve. Give yourself back time back in the day to solve those problems. How many of you believe in the whole consultative selling or consultative conversations with your clients? Because I feel like that's where we're making the difference. That's what I teach. That's kind of where. Yes, Maureen, that is really where the impact lies.

Kortney Harmon [00:32:03]:
So if you can save 22 hours in your day using some agents to give yourself that time, you absolutely need to do that. So for staffing agencies, your chain, your focus might change completely. With these KPIs, you might have changed the concept from the bodies and seats to maybe safe workers. Volume, efficiency, safety, compliance, different operational metrics. If you're an executive search, you're changing maybe from the idea of candidate pipeline volume to strategic advisory impact. I'm going to give you some ebooks here at the end because training is like near and dear to my heart and how you have those conversations. But that's where you take the time to get deeper relationships, have search exclusivity and really have different placements. Sam Freebies.

Kortney Harmon [00:32:48]:
Yes. And maybe if you're in house, you change from filling requisite requisition speed to strategic ecosystem building. So it all depends what niche that you're in and kind of where you focus. But you need to change from measuring inputs to measuring outcomes. AI really will handle the volume game. But you is going to give you time so humans can actually focus on the value game. Remember, we're not focused on volume, we're focused on value.

Kortney Harmon [00:34:23]:
Let's talk about the human connection and really the idea of practicing what we preach. Your AI suite essentially doubles a recruiter's capacity. We've talked about that. It's not only going to give you time back but going to give you more speed and more quality. Right. All while maintaining salary cost, creating massive leverage for scaling your operations and improving your placement quality. Bigger, faster, stronger. Right? But it has to be done right and honestly it can't be done one off.

Kortney Harmon [00:34:51]:
You have to think about things collectively for your team as to be scalable and repeatable. If your top producer is doing something or you are doing something that is working, how can I get my entire team to do that? And I will tell you that is the biggest gap I have seen with organizations that do well and excel and succeed. It's having that scalable concept. So you gain those 22 hours a week, 50% productivity. What are you doing with those hours? What is your new gold standard? How are you getting your candidates through your system or your their process faster or what are you doing differently with your clients? I'm a clients person. I love sales. Sales is near and dear to my heart. So you have to think how you're doing things differently.

Kortney Harmon [00:35:35]:
And really I'm going to kind of challenge the idea of what is your premium human experience. So where your team should be spending their activities is in revenue generating. Are they building client relationships and Consulting are you understanding market intelligence, maybe industry insights and trends? Because that's what your clients want and need to know because they don't have the time to do that on their own. Or they may know something. But you are having so many conversations you forget the value of the conversations that you're having. Maybe talent networks, building those long term relationships. Cultural fit assessment. Maybe you're using more time using an AI tool to figure out the assessment of one personality of your hiring authority to your candidate and understanding what questions to ask and how to make that fit better.

Kortney Harmon [00:36:23]:
And maybe last but not least is new client or existing client acquisition. Right to level up. I don't know how many of you think about going back to your clients and rating your clients. This is one of my favorite exercises, rating your clients and leveling them up from like maybe a B client to an A client. That means getting year over year annual revenue that you maybe not have realized before. So I'm going to leave this up here. These are my three favorite books that I do from training. So key account development is that leveling up of clients.

Kortney Harmon [00:36:54]:
So assess your key clients, understand what their pain points are. Understanding how many conversations that you've had across the organization and where you need to spend the time. Because this is where if you have time and you need to train and you need to level up your processes, these are the things that you need to think about. The one in the middle is multichannel automation plan. So a lot of you have automations that are running you understanding what success looks like. But if you don't, here's an example of what I've used in the past of a 12 stage touch plan with scripts. And last but not least is social selling. So each of those tools are there.

Kortney Harmon [00:37:32]:
I will also go update my speaker profile page since Ben told me that I'm slacking. I will go update those links as well there so you can have some tools since you're getting time back in your day that you can train your teams. So your question might be where do I start? What do I need to do? And it's not hard, it's not crazy. But you really need to do a bottoms up analysis. You need to go deep dive into your system and your data and not just think as a repository and a cave to die. You need to work backwards in your system. Maybe you need to walk through your process of your candidates to understand what they're seeing. What does the chatbot look like? How what is the barrier to entry? Do people get so frustrated they walk away Maybe your internal teams, your recruiters and your sales teams.

Kortney Harmon [00:38:16]:
Maybe things aren't meshing with them and they get lost in the mix of things. Maybe you need to do a gap identification so or an analysis on the idea of your tech stack and the reports that you have and you're using for forecasting. Is it the actual data that your teams are putting into the system? What's being input and how is it being input? My other question to you is how often do your teams go for strategic alignment? Is your sales and your revenue goals tracked? How much, how many times does your marketing team or your marketer or who's doing marketing measure up and match with your sales team to understand the frequency of that and if you're achieving your outcomes. And the other thing I would encourage you is use another AI tool. This is coming at us fast and furious. And whether you have a certain person establish a new tool and figure something out and come teach your teams the good, bad and the ugly, I would encourage you to do that. We've done that here at Crelate as well. That there was a 30 day challenge that we went and learned a new tool or tools and brought that back to our teams.

Kortney Harmon [00:39:21]:
So you're going to get new efficiencies, new improvements, new tools right out of the gate and there's a lot. So understanding who and how to track those is a very important as well. You're not just changing your metrics anymore. It is really, you're changing how your team thinks about the work and then how your leadership is really making decisions for your entire organization to create value. So that new role of operations that I talked about, that old way is really tracking individual performance, tracking processes, managing call quotas, reporting, analysis, tracking and training processes. All great, amazing things. But I think that new way is a little different. This new operations in the way operations should be held and held to a different standard is really maybe that integration architecture of your tools, maybe process alteration.

Kortney Harmon [00:40:10]:
To say our AI agent over here is handling XYZ process. We handle A, B, C, maybe new automation improvements or optimizations, data quality management, tech stack coordination. That new role of operations is so different. So operations has evolved. Yes, I will go back Amy, at the end to those QR codes. Operations has evolved from an activity monitoring to outcome engineer. With that being said, our operations is that outcome engineer immediately we need to put into actions of stop measuring meaningless quotas. Don't just hold your teams accountable, just to a call number or a call time.

Kortney Harmon [00:40:53]:
Survey your team on their daily activities because everyone hates Being measured in some capacity. If we understand what they're measuring, what's important to them, maybe go backwards if they have an understanding. In some of the best offices I've worked with, they understand the quota in which how much money they want to make, how many placements does that equal? How do I back into the number that they want to make? And then obviously, if you're establishing new KPIs and you're changing your process and there's new tools, we're going to obviously need to be measuring different things within 30 days. So, love for you to do that. That is passed. If you haven't, I'm going to throw it up here as well. We have the full desk experience. It is a podcast, all on staffing and recruiting as well.

Kortney Harmon [00:41:35]:
Just like Ben. Ben has been on our show. He has been a part of our things many times. I would love for you to follow us as well. But anyway, with that being said, Chris, I know you're here, you're hidden here.

Chris Hesson [00:41:47]:
I am.

Kortney Harmon [00:41:47]:
I am going to stop. So let me introduce Chris Hessen. So, Chris Hessen, he is my work bestie. I've actually worked with Chris at another organization, and Chris actually is part of our professional services team here. He manages that. And he is an amazing human being. Um, he understands the value of everything that we've talked about. And with that being said, I want him to show you our AI agents that I was talking about, that Discover and that Insight Agent, and kind of what that means to you and how it can integrate into your systems.

Kortney Harmon [00:42:20]:
Because let's face it, if we can give you 22 hours back in a week, that would be pretty amazing. So I want to show you in action some of these agents that we had talked about. And maybe if you have questions, you can ask. With that being said, Chris, I'm going to be quiet just to fill you in. We really talked about the concept of giving time back and what are you going to do with that time? But I talked about the Discover agent and the Insight Agent. I would love for you to show them just a little bit about those.

Chris Hesson [00:42:47]:
Yeah, absolutely. Incredibly excited. So, like Kortney had mentioned, she and I worked together and we really spent a lot of time coaching and working with recruiting firms on internal operations and process. One of the things I was heavily involved in in a past life was leading monthly sourcing trainings for about 300 recruiting firms around the globe. And when you think of sourcing, it is such a time sink. So this is those 22 hours we're trying to get you back. And there is an interesting stat I want to throw out there for you. When we look at this, LinkedIn is kind of the drug for all recruiters.

Chris Hesson [00:43:23]:
We're hooked on it. It's often the place we go to first. In 2020, right after the pandemic hit, Resume lab actually surveyed about a thousand people and found that while 99% of them had a resume, only 2/3 of them had LinkedIn profiles. Of the 2/3 that had LinkedIn profiles, 45% of them were out of date by more than three years. So often we think of LinkedIn as the go to for data. But if 45% of LinkedIn is out of date, if that's the prime place you're going to, how much information are you potentially missing out on? So while LinkedIn is important and we don't want to discount that ability for candidates to provide that type of information, there's more out there. And that's where I think the agents from CRELATE really look to tie this together for you. So we're leveraging more than 30 different sources, nearly a billion records, to really cross apply all of that data together to help figure out, well, what's right, what's most up to date, what's most accurate, what can we bring you in? How can we put that right at your fingertips? So here, for those of you who have not seen it before, really is a, hopefully a first introduction to crelate, more specifically to our discovery agent.

Chris Hesson [00:44:39]:
Now, the discovery agent gives you that ability to have conversational chat. So think of you have that college intern working in your office and you're telling them, hey, go find me a hundred people that look like X. This is where you can tell create, discover. What are you looking for? What do I need? What should these people have? And instead of having to build out a Boolean string, of which I have trained recruiters to create word docs with 30 pages of incredibly complex Boolean strings accounting for every variation in title. We can just do a quick chat. You know, I need a customer service rep with five years of experience who lives in Seattle and works in software. Go. Now, that prompt is pretty minimal.

Chris Hesson [00:45:26]:
I didn't give it a lot of information. But what it's going to do is AI is going to go through and leverage and figure out what does this really mean and how can we interpolate that data. Now, from that little prompt I gave it, it essentially created this entire list of discovery criteria. So when I say customer service rep, there's a whole lot of other things that could mean as well. So this is where you can see how is AI interpreted that information? What are the types of titles it's looking for? And I could choose, are some of these more relevant than others? Maybe I decided, you know what, Help Desk Technician, probably not applicable to this. I can remove that. Maybe Customer Success, maybe that would be good as well. Let's prioritize that title as well.

Chris Hesson [00:46:13]:
So right from here you can see what is AI thinking. How did they glean this information and what does that mean to them? So our AI agent is really looking across titles, skills level, experience, location, education. We can even get into certifications. One of my favorite is even target companies. If you are not asking this question of your clients when you're doing your job, order intake or as part of that process, what are their last rock star employee? What company did that person come out of? What are those organizations that have a great culture fit? Or the opposite of that question? Are there specific companies in that space they want to avoid, whether they're clients or there's some sort of relationship where they don't want to recruit from that company? Or maybe it's just not a good fit with that type of organization. So this gives me the ability without having to come through and build and expand hundreds of pieces of data from a criteria and search standpoint. I can chat with an agent. I can even have follow up conversations said.

Chris Hesson [00:47:16]:
Instead, let's look in Atlanta, Georgia. So it's going to come through and as I start updating my chat, having conversations with it, it's going to make adjustments. So you can see great. It changed the location from Seattle to Atlanta and now we can see how those results are reflected. Now LinkedIn, being such an important part of our database again is one of the core cornerstones of, of information we leverage. I can just take a quick glance and say, hey, looks like came out of Verizon. All right, that's pretty good. 2013 to 2017.

Chris Hesson [00:47:50]:
All right, right in our target. Let's maybe look at John here as well. John has a little bit more experience. Yep. Also came out of Verizon. Maybe a great spot to look at. Hey, John actually looks pretty good. Let's go ahead and add John.

Chris Hesson [00:48:05]:
So right from here I can add John into one of the searches in my database. So not only am I able to leverage John, but if we click over and we look at John's record, we found his mobile phone number, we've got his work address and look at all these insight pieces of information that we have, how long has John been in his current role? When was his last job change? When did he last change companies looking to identify personal contact information as well as any work information as well as. And we added him in as a potential candidate on our search, all with a click. So this gives you that ability to avoid spending hours and hours going through adjusting searches. Now this was me giving it a prompt. But one thing with AI, the more information you give it, the more context it has to really drill down and find what you're specifically looking for. So maybe instead of just doing a quick chat or search, think of how much information I probably already have on my jobs themselves. So here's another one.

Chris Hesson [00:49:08]:
So crelate, maybe there's a head of sales role. I probably have a job description we've created in crelate. We even have a strategy section as well. And for me, this is incredibly important anytime. When I ran my team of recruiters, when we brought in a new role, the sourcer, the recruiter, the accounting executive would all sit down together and have a little pow wow and figure out what is our strategy for this role, what are we really looking for, what are the companies we want to target, we want to avoid, what are the key certifications we really need, what are the things that may live beyond the job description but are critical for us to assess the right talent Credit gives us a spot to leverage that. And if I'm using my strategy section, all of this will be incorporated when notice right from a job dashboard. This is my list of candidates where they are on a roll. I can say, hey, go discover candidates for this job.

Chris Hesson [00:50:01]:
I didn't have to feed it a prompt, I didn't have to tell it what I'm looking for. All of that information already exists on my job record. So it's looking across the data that we have to now start pulling those individuals out. So we've got David, we've got another David, we've got Brent, we've got John. And again, you can see how it took the information from the job description, the job record, the strategy, all, all of that information to build out that search to identify and find those individuals. And maybe I decide, hey, this David actually looks pretty good. We'll go ahead and add him directly into that search. And again, if we click over and look at David, we've got phone numbers, we've got email addresses, we've got contact information which ultimately is the holy grail.

Chris Hesson [00:50:46]:
If I have somebody I'm adding in, I need a way to get a hold of them. Now not only that But I don't have a resume for this person. But we're looking to build a living resume. So the idea is outside of the actual PDF or word doc that a candidate may provide to you. I want the ability to see at a glance, what information do we have? Where have they been? What should I know about this person? And the living resume in crew lead is something that'll automatically update as time goes on. So with our insights agent, you have an agent behind the scenes crawling through and looking at what's changed. Is there new contact information? Is there a better email address? Is there new role this person has had? Let's update that living resume for you so that you have access to that data right at your fingertips and doesn't require maintaining a sourcing team to go out and pull updates or manually add that information. All of this is right here.

Chris Hesson [00:51:42]:
All of this is native inside of your database. So here we have David. We've added him to a head of sales role. We even have our credit copilot. So right from in a record up in the top right, ask me anything about a contact. This gives you the ability to search through the fields. The information, the data you have on this person pulls out some specific ideas or any suggestions on this record. Now David was just created, but let's say for example, what if it came through and maybe I have a record and there was a trailing space in his name.

Chris Hesson [00:52:16]:
Let's give it a refresh here. But this can come through and do recommendations. For example, oh, there we go. Hey, there's a space at the end of the person's name. Do we want to clean that up? Yes, let's fix that. Additionally, if you've ever received an email and you've gotten your name in all caps, there's no easier way to know. This is a bulk email. This came from some database where my name was stored in all caps.

Chris Hesson [00:52:38]:
Crate will come through and make recommendations. Hey, let's clean this up. Where is there potentially messy data where you can literally have an agent come through and bring some of those to your attention. So the idea of the discovery agent of being able to pull those records in, search through more than 30 cross matrix databases that are taking all of that data, putting it right inside of your system and right at your fingertips and just with a click you're able to leverage those records, pulling in contact information and have all of it there ready to go. Now discovery is just one part of our agents, the other is our insights. And the idea of insights is the ability to come through and Give you some additional information and ideas on what else is happening. What else might there be in your system? Now, the types of things that you would see here might be people added new skills onto their LinkedIn record. So imagine if David had actually gone out and updated his LinkedIn profile three days ago, added a whole bunch of new skills.

Chris Hesson [00:53:36]:
Imagine coming into the Insight section and having it say, hey, here's a couple candidates that have just gone through and updated their LinkedIn profile. Or here's people that have added a new job or changed roles. All of the changes that happen inside of your world, the idea of having an agent who's taking all of that information and bringing it right here to you gives you so much value, especially from the updating a record standpoint. There's no easier way to identify here's a candidate that if they're not looking right now, they probably will be in the very near future. Those are some individuals I might need to target or look at.

Kortney Harmon [00:54:12]:
So first question is, where does this pull resumes from? Is it integrated with job boards?

Chris Hesson [00:54:18]:
This is not pulling them from job boards itself. So when you think of the concept of the living resume, this is us taking all the information we know about this record, their past roles, and that data is coming from a variety of sources. So this is not a word or a PDF doc. This is not a resume that David created. This is us generating a living resume, coming from a variety of sources and pulling all of this information and calling out specific changes. Think about, I mean, Kortney, you and I used to teach a whole class on how to analyze a resume and what to look for right here. Was in this position for less than a year, in this position for less than a year. Now, those are both at the same company.

Chris Hesson [00:54:56]:
So that becomes a very different contextual piece of information I need to understand in a role for a short period of time, almost immediately promoted. That's a pretty important thing to be able to know. Imagine now presenting or this candidate to your client, hey, was hired in at one role, was promoted within three months or within eight months, whatever it may be. Also calling out potentially employment gaps, being at the same company for a period of time. So all of this information, down to skills and certifications, we are actually generating this. So this isn't something that again, David built. It's not a word doc, it's not a PDF, it's a living resume. And as new information comes through, David changes jobs, he starts new position.

Chris Hesson [00:55:38]:
This is going to be updated as well.

Kortney Harmon [00:55:40]:
Yes, it'll pull from other data sources. So the question was. So it means the system pulls from the Internet, so from other varieties, from the interwebs.

Chris Hesson [00:55:49]:
Yes, it is pulling it. And this is separate to I might also have a resume that David sent me and I have, yes, I have that as well. I might have both in parallel. So there will be records where I have the resume they created and generated. I'll also have this living resume that I'll always have access to as we go forward.

Kortney Harmon [00:56:08]:
And then the other question that I have right now is, does the comp or the copilot pull company profiles?

Chris Hesson [00:56:14]:
Yes. So when we talk about company profiles, this is where there's some really neat information. Now notice when I'm in the discovery section, not only can I search for people, we can also search for companies as well. And especially if you look at today's market sourcing, it's a whole lot harder to find good hiring managers and good client companies than it is candidates. Right now this is a pendulum that swings every couple years in the recruiting industry. For those of you who've been in here long enough, you've seen it swing back and forth a few different directions. Right now we are in a client driven market. They get to dictate.

Chris Hesson [00:56:48]:
It is harder to find a new client, harder to get a new job. Outer generally across most industries, not all. So imagine leveraging this not just for candidates. And this for me is honestly one of the more exciting components I used to recruit in plastics. So here we can come through and it'll start identifying, hey, here's potential companies you might want to look at or leverage. Now what's beneficial about this is I can add them not as a candidate on a job. This is a company I can put them onto. What create we call a business development opportunity.

Chris Hesson [00:57:21]:
The idea is you can build prospecting lists of who are those target companies that you're looking to manage. You're looking to build from a lead generation pipeline. So when you add company records in, in this format, what's really neat is we'll actually come through and build out insights on them. So when I pull those company records through, we get summaries, we get information all about the company record. Additionally, we're going to give you an access into who are the top executives there that you might need to know. VPs, directors, managers. And if we want to drill back more into the people side, maybe I specifically want to target their finance group. Right here I have a list of who are those individuals I might need to go after.

Chris Hesson [00:58:04]:
So think of sourcing not just on the Candidate and the recruiting side, again, I think that's often our first inclination. I think the value on this in today's market is even more important. How can I identify that potential VP to go after? How can I identify that next hiring manager who's not yet a client but will be soon? Now, for those of you who do mpcing, there's something even cooler I want to show you. Mpcing was the lifeblood of how I ran my desk. And let's take David as a good example. Maybe David is a candidate. He's active, he's looking. I know he is going to make a change.

Chris Hesson [00:58:41]:
I want to be the one to help transition him into the next step of his career. Well, notice at the top, I have the option to discover. Now, clicking it initially is going to say, go show me more people just like David. And that's a good start because now it'll show me other people with similar profiles. However, now I want the ability to expand that. Notice, one of the options we have here is management level. Well, if he's at the vice president level, let's instead pivot this up and look at the C level. So now I'm saying show me people with a very similar type of background as David.

Chris Hesson [00:59:16]:
Go up a level, see what we can find there. So now I have my vice president. Now I'm looking at the. The executive space. Who are those potential hiring managers that I could or should be marketing this individual to? So not only does this give me that ability to really drive in on candidates, but now I can drive in on hiring managers, on potential clients, adding them through. Think of how valuable it is to have multiple emails and phone numbers for a vice president, a director, a C level person in your industry. Just a couple clicks, you can have that to pull that information in so that you can better and more efficiently manage prospecting, manage business development. So, yes, while the recruiting sourcing is incredibly important and will never go away, this is what I'm honestly most excited about.

Chris Hesson [01:00:08]:
Where is your next check coming from? Where is your next job order coming from? It's coming from Create Discovery. Oh, you're muted.

Kortney Harmon [01:00:15]:
Kortney, do you want to go into Insights? Yeah, we still got some time. I know Ben meant to grab game too, so I would love if we get to go into insights.

Chris Hesson [01:00:24]:
Perfect. So a couple things. First off, we have insights that will show at the company level. So this gives us the ability to drill in, like I had mentioned, into information about the company as a whole. In my particular preview environment, it looks like there was a demo just Today, but this is generally where those insights will appear. So the idea of the insights agent is it has the ability to auto enrich or update contacts behind the scenes. And for me, this is where you now have, you know, a little AI gnome working in your database behind the scenes, identifying who's changed roles, who has a new phone number or email address and updating that information behind you. This is also where it would come through and show you, hey, here's records that you might need to check in, you might need to look at.

Chris Hesson [01:01:08]:
We just had an update about 15 minutes ago. So it has not pulled through this in my sample environment. But the idea is somebody added new skills on LinkedIn, somebody has new title, new relevant points of data, credit will actually direct those towards you. What are some things you might want to pay attention to? Additionally think of we used to send email out when it's somebody's birthday. It'll come through and say, hey, here's a whole bunch of people, their birthday's coming up tomorrow. Do you want us to compose an email for them? That type of information instead of you having to go out and find it, the idea is you have that little intern coming through and bringing information to you. So the agent's dashboard is where you would come and you would see that information, you would find that data. And if now I'm ready to write out an email, we can even draft an email with our copilot and we can use this to say, hey, you know what, we're going to reach out to him for the head of sales role and let's maybe it was his birthday, let's say Happy Birthday also cool.

Chris Hesson [01:02:08]:
So we can leverage Generative AI to come through and actually help compose, start putting together emails. I have a chance to review this and say, you know what, this looks great, let's add this in to the body of our email and pull that forward. So really, really cool to be able to take advantage of using this information, having it populate in to different aspects of your record. Additionally, if you have a new job you're working on and maybe you don't already have a job description, well, let's have AI help us build one. So we're looking for a customer success manager at adp. Generative AI is great at starting to pull this data out. Yes, we want to review it, but if I don't already have one for my clients, I'm not sure what I want or need to post. This gives me a really great head start.

Chris Hesson [01:02:54]:
The ability to take this information, look at what we have and, you know, actually use this if I decided I'm going to actually publish the job and push this out. So, great, we'll now put that through. Now we have our job description. Kortney, what else?

Kortney Harmon [01:03:09]:
I want to know where these cool tools were when we ran desks.

Chris Hesson [01:03:12]:
That is exactly it. I remember having to, you know, block time each morning to keep up with LinkedIn or first thing coming in and being, hey, which of my connections, you know, had a new title or a promotion and using that to build lists to follow up with. The idea of having AI to be able to go out and do that for you, it's huge. And the great thing is with Insights in particular, it's doing that behind the scenes. So even when it's after business hours, your team isn't operating. We're going through and identifying. Are there new phone numbers, emails? Are there other people you might want to consider? Are there other candidates that might be a fit for your role, giving you that ability to tie that in? Additionally, something that's kind of cool here as well. For those of you that do use crelate, you know that you can create custom tags and custom fields that you might use on your records.

Chris Hesson [01:04:00]:
Well, you can actually match and pull that data in. Maybe. I have a tag category on my records called Candidate Skills. Well, in our discovery agent, I want to tie that to Skills so we can use that information not only to search externally, but to use some of the customizations you've built within CRELATE to say, hey, let's go look at my database too. What other information can we pull in? So our goal here is to give you a lot of flexibility, really, the ability to leverage, you know, AI to give you that time back. Where are those 22 hours going to come from? They're coming right here from agents working for you. You being able to avoid the black hole of LinkedIn of looking down at your watch and realizing that you just spent four hours clicking and scrolling through profiles. We want to shift that mindset.

Chris Hesson [01:04:46]:
We want to get to a quality over quantity mindset. When I ran a desk, especially doing retained search, if I had a really good list of like 80 individuals who were in the right space with the right titles. I had a placement. I did. I didn't need 500 candidates to make a placement. Why are we spending our time sourcing? Individuals that have no business being in our database aren't a fit for the wreck, aren't what we're looking for. Let's focus on who are the right people. Let's use AI to help us get there faster.

Kortney Harmon [01:05:17]:
I love it. Ben, I think I did a good job of answering the questions. Chris answered them live. I typed the answer in and I don't think I missed anything else. Does anyone else have any questions either for me or for Chris on the product I did put in the chat? If you're interested in seeing more of a specific demo for you guys, you can click that link that I put in the chat there. But I think that I've answered everything.

Chris Hesson [01:05:40]:
I think you guys got all the questions. I just want to say thank you guys for sharing, knocking this out of the park, talking about all these like awesome improvements that you guys have been making.

Kortney Harmon [01:05:49]:
Never a dull moment here. Never a dull moment. So keeping busy. Thank you so much for a continuing to be an amazing partner and friend and customer and also continuing to hold things like these because this is amazing. I love it and we love to continue to be a part of these.

Chris Hesson [01:06:07]:
Somebody just said, how do you get living, living resume?

Kortney Harmon [01:06:10]:
How do you get the living resume? Chris, I think you talked about this a little bit more, but so the.

Chris Hesson [01:06:14]:
Living resume is part of our insight agent. So the idea is it's building this resume from a variety of data sources. So think of you have people where you don't have the resume. You haven't talked to them yet. No, you do have the resume and it's updating behind the scenes for you. So that's one of the features our agent really offers the ability for you to have is let's generate and let's know what's going on with this person. Calling out specific, you know, whether it's promotions or shifting industries or moving up levels, want to have those call outs that are important for you. So our insights agent that gives you access and helps you have a living resume.

Chris Hesson [01:06:50]:
And the great thing is these are updated behind the scenes for you. I don't have to reach out to a candidate and ask them to send me a resume, then upload and attach it. It's there, ready to go. Hey Mike, I just saw your question about the exhaustive list of data sources. It might be easiest just to email Kortney on that one.

Kortney Harmon [01:07:06]:
Yeah, you can email me, Mike. I will put my email here in the chat and then you can email me and we can talk about all of those things offline. Okay. There's my email address for anybody who wants to connect with me as well or has any more questions and want some more information, I would be happy to help in any way, shape or form.

Ben Mena [01:07:23]:
Cool, Awesome. I will see you guys soon.

Kortney Harmon [01:07:25]:
Okay, bye. Thanks Ben. Thanks Chris. Bye.

Chris Hesson [01:07:27]:
Thanks so much everyone.

Kortney Harmon [01:07:28]:
Take care of and that's a wrap on this episode. If your team is using AI agents to automate the busy work, but you're still tackling the same old activity metrics, it's time to reconfigure. So here's the shift you need to make. Stop measuring the task AI can do and start measuring the outcomes only humans can drive. I'd love to hear what you're thinking in your organization and how you're reimagining your roles and your metrics. Are you measuring emails sent or have you shifted to outcomes that actually matter? Shoot me a message on LinkedIn or email me. And if this hit home for you, share it with another recruiting leader who's stuck on the KPI hamster wheel. Thanks for listening to the Full Desk Experience.

Kortney Harmon [01:08:11]:
I'm Kortney Harmon and I'll catch you on the next one. I'm Kortney Harmon with Kril8. Thanks for joining the Full Desk Experience. Please Please feel free to submit any questions for next session to fulldeskreate.com or ask us live next session. If you enjoyed our show, be sure to subscribe to our podcast wherever you listen and sign up to attend future events that happen once a month.