Q Yeah. Now look, a lot of candidates, when they come to an employer and they want to go, I mean, anything they use recruiting wise is usually setting the first impression. So automating that is not an easy thing and potentially scary slash dangerous. I mean, how do you manage that?
A Well, um, the first thing is, you know, today, if you start from the starting point of today, the way people apply for, for jobs is, You know, they, they go to a career website, they send in a resume and then they don't hear back a lot of the time. So what we've built as an experience, which is real time and where instead of sending a resume, what we're collecting from people is the data that the employers really want to know. Like, you know, who are you? Tell me about yourself and stuff like that. And I bet if you asked any recruiter, you know, um, what would you rather have, you know, a resume or would you rather be able to listen to five minutes of this candidate telling, uh, You about himself. Um, I think most people would choose the latter option.
AI assessment note: “what we've built as an experience, which is real time and where instead of sending a resume”