Name: The Talent Transformation Playbook: From Skills Gap to Strategic Advantage with Workday & Censia
Uploaded: 2026-02-24T19:31:30.162Z
Duration: 1 h 52 s
Description: The Talent Transformation Playbook: From Skills Gap to Strategic Advantage with Workday & Censia

Transcript for "The Talent Transformation Playbook: From Skills Gap to Strategic Advantage with Workday & Censia": Alright. Well, good afternoon. Good evening, everyone. Thank you for joining us on today's webinar on talent intelligence transformation. In today's session, we are going to discuss how AI powered skills intelligence from Sensia can help organizations accelerate development, strengthen internal mobility, and drive measurable business impact. You will notice that we have a QR code there on screen. We'd encourage you to scan that. We will surface that multiple times throughout the demonstration just to give you access to some additional resources that we will be talking about in today's presentation. As with any Workday presentation, since Workday is hosting this event, this is our product statement. We will be showing you current functionality today, but we do ask that any purchasing decisions are made on what's currently available in Workday today. Alright. And here are a couple standard housekeeping items before we jump in. First of all, we are recording this session, so we will share this with you via email, within forty eight hours. So please be on the lookout for that. Workday is using the Goldcast platform for this adopt an advanced webinar series. So this allows you to submit questions, get access to resources, as well as provide feedback. Goldcast operates most effectively when using Chrome browser. So if you're experiencing any issues, we'd encourage you to try Chrome. If you do have any technical issues during the event, please notify us using the q and a function on your screen. You can also get even more out of this webinar by using the tabs in the top right corner of your screen. So the docs tab has some links to some valuable and related resources, again, which we will refer to throughout the demonstration or the meeting today. Q and A is how you can submit questions via the q and a function. We do respond to questions directly, and we hope to get all of your questions answered. We will have a q and a session, towards the end of today's webinar. If we don't get to your questions today, you will receive an email reply in the next couple days. During the webinar, we will also launch a couple polls, so we do encourage you to provide us with some input to help this session be more valuable. And finally, you'll be asked to answer a short survey at the end of today's event. We do review this, and we use this feedback to create future events and build content that is relevant for you. Great. So with that, let me just go ahead and introduce myself. First, my name is Albert Kissenbing. I'm a solution consultant at Workday. I've been at Workday for eight years now, working very closely with our customer base. So now I'll pass the mic over to our partners at Sensia, Joe and Austin. Joe and Austin, would you mind introducing yourselves? Absolutely. I am Joe Riley. I'm the CEO and cofounder of Sensia. Wonderful to be on here. Super excited to talk about our topic today and share more about what makes organizations successful as they add skills into Workday. Austin? Thanks, Joe. They put me in the middle on the slide because I'm this fun Venn diagram of Workday and Sensia experience. I actually spent the better part of nine years at Workday in two separate stints before jumping around to a couple of other HR startups and skill transformation companies before landing at Sensia. So very excited to walk everyone through how this partnership works and how we can help you all see more value and talent optimization down the road. Great. Well, thank you. So, let me review today's agenda for this webinar. So just to start off, I'm going to give a brief overview of Workday's talent optimization just to level set what this includes. Then I'll hand off to Joanna, who will talk about skills visibility and talent intelligence and why those are essential for organizations today to drive meaningful business outcomes and also how Sensia can uniquely deliver that value. Joe is also going to share a great case study on the ROI that Fortune 50 company Verizon achieved when they, you know, gained complete workforce skills visibility using Sensia. After Joe, Austin and I will lead, you know, a co, you know, a co join co join demo, showing how skills intelligence inside Workday enhances key talent products like Career Hub, Talent Marketplace, and also just to demonstrate how organizations like yourselves can use Workday and Sensia together, to really elevate your talent strategy. We will wrap up, as I said, with a q and a session at the end, and we do have a few takeaway resources for you there at the end. Again, here's that QR code. Feel free to scan that at any time to get early access to some Sensia resources. So at this point, we'd like to share a poll with the audience. So if you wouldn't mind, engaging with that. Alright. So you'll see this up on your screen. We'd encourage you to please go ahead and fill that out. We're really interested in hearing from this large audience, really, what you're most interested in learning about today. Alright. I'm seeing a good number of votes for understanding the skills challenge, implementation strategies, best practices. Yes. That's a great one that we hear a lot. And also had a supercharged talent optimization from Workday. So it looks like implementation strategies, best practices, and lessons learned there at the bottom is, you know, the largest so far. Right? We're seeing 26 votes on that. And I wanna share, you know, similar feedback. Right? And and, you know, working with a lot of our customers, at Workday, that's really what a lot of our customers are interested in hearing. Right? The same challenges of how do we put this forward. So that's great information for us as we go forward into this demonstration or this webinar. We do have another poll here for you. So on the scale of one to five, how would you rate your organization's current visibility into the skills and capabilities of your existing workforce? Are you at the one level, which is very low? We almost have no centralized view, or are you at the opposite end of the spectrum where you're really leveraging that real time skills data to drive your talent decisions? Alright. So the votes are coming in. We do have quite a bit that are, you know, at the number one level, you know, manually tracking skills or not tracking skills yet. And, again, you know, similar to the last poll, that is very common to what we're seeing. So you're not alone in that. We do hear that from a lot of our customers for both Sensia as well as Workday. Right? People are still, you know, at that beginning stages of their skills journey and and trying to, you know, stand that up and, you know, just really interested in best practices and how to do that. Alright. So, with that, let's go ahead and move forward. So, just a couple stats here. Now there's many people on this call from organizations across all different industries and backgrounds. Oh, sorry. Before we do that, there is a third poll. My apologies. So, what is the primary skills goal that you hope to achieve in your organization? Is it identifying future skills gaps, enhancing internal mobility, maybe enhancing your recruiting and talent acquisition processes, or haven't you, you know, prioritized this yet? So thanks, everybody, for your engagement. You know, this feedback really helps us, you know, tailor our messaging to you as well as, you know, lets us know how we can best follow-up and support you after the webinar. All right. So identifying future skills gaps and enhancing internal mobility and career pathing, those seem to be, you know, the the the larger votes here. And I think, you know, what you'll see throughout the demonstration is really how Sensia supercharges talent optimization and really allows you to leverage, you know, those tools that you have to really enhance that internal mobility and career development. Alright. So, as I was saying, there are a couple stats here that I just wanna cover. There's a lot of folks on this call from different organizations, different industries, backgrounds, and sizes. But something that we all have in common is that talent remains a top priority for every customer, whether that's size, region, or industry. So it's pretty clear that HR is facing a pretty complex landscape. But admit amidst these challenges, we're also seeing new priorities emerge, right, with AI and talent taking center stage in 2025. And these findings are pretty consistent from what we're hearing from our customers, practitioners, influencers across the market, with talent being that number one priority. Right? We're seeing 67% of leaders really focused on attracting and retaining top talent in a competitive and evolving landscape. So underscoring this really is that technology transformation, disrupting industries, reshaping markets, and fundamentally changing how work gets done. Particularly relevant to HR is the skills gap. Right? When it comes to workers embracing AI, we understand there is a lack of skills, sometimes a lack of confidence when it comes to AI in the workplace. What we'll see throughout today's demonstration is really how the AI can assist both your employees as well as you as an organization, to really elevate, and amplify the talent that you have within your organization. So as I mentioned, just to start with an overview of talent within Workday. As Workday customers, you may be familiar with the items on the left side and the middle of this slide. So these are items within core talent and talent pipeline. These are part of your core HCM subscription. So you may be using some of these today, such as performance enablement, career development, development items, mentors. You may also be doing some succession planning or calibration, within Workday. So that's part of core talent. Really, what we're going to be focusing on today is part of this conversation around talent optimization are the items on the right hand side of the slide. Right? So particularly Career Hub, which are is our virtual career coach, Flex Teams, and Marketplace. So, work based talent optimization that's powered by our skills cloud leverages the real time worker data, skills intelligence, and the organizational content already inside Workday. So what this allows you to do is create greater precision, drive personalization, and seamless integration across the HCM suite. This integrated approach gives you the visibility and tools that you need to identify skill gaps, empower your people, and future proof your business. Talent optimization really reaches its full potential when employee skills profiles and job profiles are aligned to the skills that the business needs today. When that foundation is incomplete, the AI driven recommendations inside talent optimization really kind of lack sometimes the context required to deliver that level of precision that they're designed for. So many organizations today, we recognize this issue. You try to close the gaps by having employees manually update their profiles or create your own skill lists for evolving roles, but we know that these approaches can be time consuming, inconsistent, and very difficult to scale. Right? So at the end of the day, that underlying problem often persists. So this is where Sensia comes in. Sensia provides complete skills visibility and strengthens that skills foundation inside Workday, unlocking and enhancing talent optimization as well as other HCM capabilities. So with that, I'd like to hand it over to Joe to introduce Sensia and share how this partnership with Workday really helps organizations turn skills intelligence into workforce impact. So, Joe, over to you. Thanks, Albert. Well, let me start by telling you a little bit more about Sensia. Sensia is eight years old. We're a vertical AI platform, so we have spent years training our model. And we look at people through the lens of skills, capabilities, their work, their experience, and their future potential to really understand people at a much more contextual level. You know, if we say I have the Skill AI, I wanna be able to understand that, okay, what kind of how does Joe have the Skill AI? Oh, she's the CEO of an AI company. Not she's an AI engineer. So really providing that context of skills is one of our biggest, our biggest differentiators and something that allows us to really stand out and and allow us to deliver maximum value. We also built Sensia to be completely invisible and native inside of Workday. We know that you have a lot of systems that you're trying to manage and you're trying to drive adoption on. And what we didn't wanna do is create yet another one that customers had to try and get all their employees to adopt, but rather how do we actually build something inside of the systems that you use every day. We are incredibly proud of the partnership that we have with Workday. Sensia is a platinum partner with Workday. We are also backed by Workday. We are also currently partnering with Workday as they're piloting Sensia across Workday on Workday, so even inside of Workday. So it's really an exciting time for this partnership and something that we just continue to develop. What we found was really the two are very complementary to each other. So let me go into this is one of my all time favorite slides. It just goes to show, you know, when when this this is if you look at all around every one of the modules of Workday, you can see at the center is skills. And, really, this is something that kinda makes the makes it very clear for all of our customers to understand. If you think of Workday as the supercar, Sensei is the gas. Every one of the modules of Workday is really powered by the data that's inside of skills. As we saw, you all filled out the the the poll, And one of the top things is really trying to get there is a lack of visibility, really wanting to understand the skills and understand the gaps across your organization. That will actually feed and drive the modules across across Workday. And so you can see that as Workday has gone from really their evolution of being a system of record into being a system of intelligence, that is so that you can unlock the value of each and every one of these modules. Sensia, together with Workday, really acts, as I mentioned, as that gas. Workday remains the system of record and the core platform that drives engagement and orchestrates the experience, and Sensia really provides all the skills and insights that helps deepen and enrich what Workday is already doing. So giving you all the necessary information for you to be able to see the gaps of your workforce, to be able to drive career mobility, to be able to unlock strategic workforce planning, and so really bringing that skills intelligence to the core of to the core of Workday. But that supercar analogy, you know, we we that's actually one of our one of our customers was like, oh my gosh. It's it's as if you guys invented gas, and that's really how I'd like to how it's it's gonna help you as we go through this webinar really having that at the top of your mind. So we see this often when customers start working with us. You know, they they are trying to really solve the all the different things on the right side, strategic workforce planning, improved experience, increased mobility. They're trying to drive better fit for role. They're trying to deliver career pathing and all sorts of different they're trying to drive automation recruiting. They're trying to really build out how do we bring in AI, do everything smarter, faster, better. But every time they try and solve one of those components, if they have limited visibility in their workforce and limited visibility in skills, it always comes back to, well, we first have to get profile completeness. What solution are we buying to try and get, you know, our employees to fill out their profiles? And so when our customers start working with us, what happens right away is that really being able to deliver validated dynamic skills across the entire organization and give that 100% visibility, the conversation shifts. It starts to be able to really move into delivering on strategic workforce planning in a way that has never been possible before. It's about really giving employees visibility into their career path, driving internal mobility, reducing unwanted churn. So I'm gonna get into that a little bit so that you can kinda understand. You know, when most of our customers come to us, they're actually looking at it's not just about them trying to get visibility. Visibility is valuable and fantastic. But, really, what they're trying to do is they're trying to unlock the bigger the bigger pieces of value. They're trying to be able to unlock strategic workforce planning. They're trying to unlock stronger succession planning and leadership readiness. They're trying to reduce unwanted churn, and they need to unlock talent with AI. But all of these outcomes depend on them having a much much better inventory of their own people skills and their own people work and their own people capabilities. And so that's really where they get stuck often. When most customers come to Sensia, it's because they have four main barriers of them kind of getting into that evolution of kind of the next the next part of talent, the strategic workforce planning piece or the career mobility piece. Couple of barriers. Number one, limited visibility into skills enrolled. Most companies that when we start talking to them, they're in the single digit percentages of skills on their people. They don't have a validated view of the skills of their employees. They don't have a good map to their current roles, and so they don't know what they actually need for the roles of the future. Number two, they have no no clear view of the work ahead. So not only do they not know what they have, they don't know what they need. And they don't know what capabilities they're gonna need even today or in the future because they don't necessarily have skills on jobs either. So without this clarity, there's no way to really expose or uncover or see visibility around that skills gap, which as we saw in the poll, one of the top things that each of you are thinking about is really wanting to identify the future skills gap. Barrier number three is that if, you know, you obviously have no insight into that skills gap, you can't move that into how do we redeploy this work redeploy this workforce. And number four, that a lot of the skills data that might exist already in the enterprise is sitting outside of the core system. It's not integrated. It's not fueling Workday. It's maybe sitting in separate system that employees have had to adopt or that they're on or that you've maybe implemented. But it's not it's not acting as a fuel to the supercar because there's two they're they're two completely separate systems. One of my favorite analogies is actually you know, if if we think of Walmart, Walmart set out to be the best supply chain company in the world. Many, many would say that they are absolutely in the top supply chain companies in the world. In order for them to be incredibly good at supply chain, they first had to understand what products they had, then they had to understand what products customers wanted to buy, and then they could really optimize supply chain price and beat out everybody else. I will say that the biggest supply chain problem in the world is talent. And so being able to really understand what you have, what you need, and the gaps of those things is really gonna allow optimization across all supply chain efforts, across all talent efforts, across all people efforts. So I'm gonna get into just, you know, when we when we think about, where the magic happens inside of Workday. Once you have visibility across skills, you're able to really unlock a lot of the different valuable modules of Workday. It becomes it really unlocks what's possible. And when you have highly validated dynamic skills, you're able to really allow employees to see a very clear career path. They're able to really understand what is my next job, what are the gaps I have that I need to in order for me to achieve to the get to from here to my next career that I wanna that I wanna get. We see this with customers all the time. They go from kind of, we can't do much with Workday. We were sold all these modules. We've bought, you know, talent optimization, but we're not able to unlock its true value. And then once we come in and we deliver them all the data on their people, really what's powerful is they kind of everything lights up. One of our customers actually pointed perfectly. They said before when they were working with Workday, everything was really dark, and then they started working with Sensia, and they just it it's like turning the lights on. And so teams can drive hyper personalized learning. They can finally do strategic workforce planning. They can stand up skills based mentorship. They get insights into proficiency risks. They can gain market intelligence that they've never had, and that's really when the moment shifts of value. But not just does it happen where everything in Workday lights up, but there's really true ROI that that comes out of this. When we talk about AI and HR, one of the biggest things that comes up that companies struggle with is, well, how do I how do I prove out to my boss or to to the rest of the organization the ROI for for doing these efforts? And so this is actually a case study from Verizon, one of our customers, where within the first year, they had in you know, they had invested millions in their tech stack and a lot of time, their teams. They had a lot of resources. They had very limited visibility into when this is when we first started working with them. They had very limited visibility into their workforce. They had data on less than 5% of their people. And then we came in, and within six weeks, we were they were able to get a 100% visibility on their skills. Their employee they went through an employee validation process, scored over 85% on accuracy of skills of all inferred skills. And then on top of that, what they started to see was really powerful. They started to see immediate increase in internal mobility. That started with an increase in applications, an increase in talent that were getting interviewed, that were this is from their own employee base that were immediately starting to activate and engage within Workday. But on top of that, they as they looked back at that year, they saw this big rise of 26% internal mobility. Now that's millions of dollars in additional value when you think about, you know, instead of hiring someone external, and now you're hiring someone internal. On top of that, they had a really big challenge with unwanted churn. This is regrettable loss. You know, great talent. They leave the company. That has a huge impact in the organization. It's been very hard for them to find any solution that could really do that. With Scentsy, they saw across the year a drop of 85 or 82% of unwanted churn, which is enormous for them, driving tens of millions of dollars in ROI. In addition to that, they cut out $29,000,000 in operational expenses. This is expenses that were connected to employees doing a lot of the work of trying to enter in the data. They were you know, they had a lot of teams managing that, and they were able to cut out those hard costs, which is huge. And this was across 75,000 employees. This was a huge they use the big rollout, but, you know, they look and can say, alright. We're also cutting out thousand seventy five thousand hours of time even if we just estimated that each employee would spend an hour doing this every year. And so it had a huge impact for them, and not only that, but one of my favorite things that happened with Verizon is that they also we hear about, well, how do the employees react? It's one of the questions that we always get is, you know, what how do the employees maybe react to to the situation? And, really, if I summarize this, they felt inspired. They felt seen. They felt capable. We have thousands and thousands of comments from the employees, but they weren't just reacting to a new interface or a prettier screen. They were reacting to insights, and they were reacting to feeling valued in the organization. And so they were automatically able to unlock things they had never been able to unlock for each employee had a very clear career path of what they what was next in in their in their own career. They could see the gaps they needed to maybe go learn about in order for them to even qualify for that next career path. They were all of a sudden feeling like they had customized and curated journeys themselves. And that's really when, you know, when you think about this combination, not only value from an HR perspective, but also value from the perspective of how the employees how the employees responded. You know, this is something there's a there's a QR code if you guys wanna wanna scan it. It's something that this is something that actually Verizon put together around how they evaluated skills vendors. There's a lot of different skills vendors out there. And when they started the journey, they were really looking at a lot of different vendors. They wanted accuracy. They needed scale, and they needed something that could work inside of Workday, not outside. Right? They looked at several AI talent intelligence solutions and several AI several solutions that were focused around skills. And when they compared all of them side by side, the difference were pretty striking. You can see that when you look at where Sensia was versus other vendors around the validation of skills and the number of skills, there was just it was very clear differences. Senseia could deliver much richer, much deeper skills per employee than any vendor could produce. In addition to that, the accuracy was really critical. Right? If you had limited accuracy across the skills, well, then all of a sudden, it it's not very helpful for strategic workforce planning or internal mobility or anything else. Validation is really, really key. And what really made that difference was the fact that Sensei has trained its model. Sensei already has data on millions and millions of people. That's how we built our AI is that we've we are constantly, learning from all of the data that we have. But we're also continuously understanding not just the people, but the companies they work at, the jobs that they have, the evolution of jobs. And so by being able to come in, we're not just validating on, oh, they said there's the skill or we assume they have the skill. We're actually validating that on how recent is it, how mature is it, how relevant is that skill. We're able to unlock proficiencies on those skills, and we're able to really tie those skills to very specific times in their career history. Well, what did this do? You know, as you think about so, again, scan this before I move on, I wanna make sure that you guys have an opportunity to scan the the this QR code. You can see in here all the different things that were really the validation point. This was put together and and thankfully put together with in partnership with Verizon and really by Verizon, so they could help other vendors or sorry, help other companies think about how to assess vendors. So do scan this QR code. It's very helpful for thinking about, you know, are they training on your data? Are they gonna need certain data? How long does it take? You know, Sensia deployed within Verizon across 75,000 people in six weeks. Very different than other vendors that are gonna maybe take a year. Right? They they knew that we were coming to the table and giving them actually information on their employees. We weren't asking employees to do anything. That was really important. There was no manual intervention or manual adoption or or experience that employees had to learn. They also needed to know that there was very high accuracy and that it was fair across every different demographic in the workforce so that, you know, whether it was, you know, different demographics in function or in age or in gender or in race, it was completely equal across everybody and that the validation was the same. We have lots of proof points of that. That was really important for Verizon as well. So in in in in addition, it's all native inside of Workday. How do you make Workday become this super car this super car that you've purchased? How do you really light it up? How do you really fuel it with the gas? And that's and that's what they cared about. And so this is something, you know, not just just once they went through this process and then they rolled it out across the the organization, they were able to also now as they've gone through the past year, they've been able to now unlock different modules of inside of Workday. So they went from kind of we're not getting a lot of value to, oh my god. We're getting a lot of value to, oh, wow. Now we can also add in these additional modules and start to really power workforce planning, really power, you know, personalized custom learning. Instead of just hoping employees start learning the thing you want them to learn, they're actually very much learning the the thing they need to learn in order for them to get to the next job and in and in order for them to really continue to scale with the organization and and the and the focus of the organization. So I can keep telling you forever how awesome we are, but I want you guys to see it. So I'm gonna transition this over to my way better half on this call, Austin Farr, who is gonna actually take you through a demo and show you exactly what what Scentsya looks like, show you exactly the power of turning of of adding skills. So over to you, Austin. Great. Thanks, Joe. I appreciate it and excited to get started here. And speaking of getting started, that's really what we're going to focus on for the next little bit here. We've shown you all of the great statistics from Verizon, everything else, but how do we do that? How do we get there? How do we put the gas in the car? Where does the gas go? How do I use the gas is where we're gonna go next. So as I stop sharing this and start sharing my screen, I will also mention that as we go through this, I'm gonna say some really awesome engaging thought provoking stuff. Believe me, I am. And it might provoke some questions. Feel free to put your questions in the q and a. And, again, in the theme of where do we start, that scorecard we've referenced a couple times in the document section is a great place to get an idea of where are you at as a company, how are things looking for you and your journey, and where would we start. So, hopefully, by now, everybody is seeing double. You don't need to get out your readers. I promise this is intentional. Because where we wanna go next is talk about the transition from the left side of the screen where a lot of us are operating today based on the polls earlier on. I think they're, this might be how profiles look for some of the folks on the phone today. Profiles with no skills, limited to no job history, definitely no education, anything like that, and transition to the right side of the screen where we have a more robust profile, things like, obviously, a lot of skills. We'll talk about number of skills in a little bit, job history, education, and so on. So how we do this is a little different than some organizations. I've been like I said, I've worked at Workday. The the, throw a pizza party, hope everybody shows up to fill out their profile strategy isn't necessarily the most effective way to do this. There are some companies that will operate on aggregate, skills transformation organizations who will look at, say, Mary Lee and say, okay. She's a head of product operations in San Francisco. So I have this big dataset. Let me look at all my heads of product operations in San Francisco. And based on the top 20 skills they have, then Mary Lee must also have those skills. That's a fine starting point, but it's not necessarily the most specific skills for Mary Lee. We're not sure all those are even gonna be correct. So what makes Sensee a difference in the fact that we can provide this level of insight is that we actually started in the talent acquisition space. We have since pivoted. When you hire somebody, you don't hire the aggregate of skills for their role. You hire the person. Right? So in our dataset, to Joe's point earlier, we have records of these individuals. We call them golden records based on what is publicly available of Mary Lee. So we wanna show up to the dance with as much information as possible. So when we create a record for Mary Lee, it's going to be based on data from a multitude of different sources. We're talking about things like professional profiles, speaker notes, executive bios, resume databases we're purchasing from, and the like. And so we have enough data from enough different data sources to triangulate that this is the correct Mary Lee and build a profile for her. So once we know who Mary Lee is, that's when we can start to provide things like job history and education. These are all going to be data points that we use to get to these skills, to infer the skills, to then power things like talent optimization downstream. But that's how we go about getting to here. Now when before I get going too far, we oftentimes get the question of, hey. You know, what all can Sensia provide? So just to do a quick check of what are the fields, we can provide AI generated talent summaries for folks as we see here. We can provide skills and proficiencies for those skills. We can provide job history, certifications, education, languages spoken, and what we refer to as x factors or really, like, skill derivatives. These are going to be company level events that could impact or validate other skills. Think about if a c levels are notorious for not filling out their profiles, maybe there's a CFO somewhere who never filled out a profile. We know the last three companies she was the CFO of went public while she was the CFO. Well, using that, knowing where she worked when, we can use that company event to then validate skills she either says she had or infer skills for her, so those type of things. Now we use all of this data to get to skills and infer the skills. Behind each one of these skills, is going to be a multitude of different scores, same with the proficiencies. For something to even show up here, it has to have a high enough confidence score. The things that go into that confidence score are how or how, recently has Mary Lee used this skill, how long has she used this skill, How relevant is this skill to her role? How relevant is this skill to her company strategy? Additionally, things like the recency of the skill, saliency of the skill, maturity of the skill, what impact that proficiency rating as well. So using all of this data to then get to the skill inference. Now your organization has the option of taking as much or as little of this as you want. Now I won't lie to you on the phone and say that we have a full golden record for everybody at every one of your companies. We've got a lot of them, something like 600,000,000 to this point and growing. But so for those folks, any bits of these information that we have, we are happy to push into Workday for then Workday to then be able to use in terms of skills cloud, talent optimization, and the like. You don't have to take all of this, though. If all you want is skills, that's completely fine. So that's going to be up to you, and the validation of these skills is going to be important along with these other pieces as well. So to think about how we get to here, right, we're bringing all of this information. We want the employees to be able to validate this. What we're not doing is saying, okay. Mary Lee put these skills on her LinkedIn, so she must have these skills. We are already gonna go ahead and do a level of validation before that. We're gonna look at these other data points and see if we can validate that Mary Lee actually has that skill. This is a true story. I have some jerk friends of mine who endorsed me for on LinkedIn for hairstyling. Never have I ever. If saw my picture earlier, you know it's definitely not true. But being able to go and look at my profile and say, has Austin ever held a job that has anything to do with hairstyling? No. Confidence score drops. Has he ever held a certification that has anything to do with hairstyling? No. Confidence score drops until it drops off the table. So we're already doing a level of validation ahead of time before we even push this into Workday and allow Workday's business process framework to start working its magic. Workday, we know the can do a lot of things within Workday. Any action we're taking, we can start to route approvals. We can on the validation spectrum, the easiest way to do this is to say, we're gonna send out an email to all of our employees. Says, we're going to enrich your profile with these data points. If you don't want it to happen, here's the opt out button. That button will always be on your profile if you ever wanna opt out. The other side of this and the other degrees to this are how many different business process flows we want for the validation of each of these things. Do we want to just send employees a notification that, hey. This skill was updated or, hey. This job history was updated, and then let them go make the changes, or do we need full approvals in there or multiple approvers? All of that can be done within Workday, and make sure we're routing everything accordingly. One thing we're actually working with Workday on today is providing additional information that there isn't a clean place for today. We're not gonna go off course here and go into these apps we're co building together. We're being able to provide things like explainability. For Mary Lee here, Workday already has the ability to manually tag. You have this skill because of this work history. But Sensia can give you three or four sentences of Gen AI saying, hey. You were assigned this skill at this proficiency because and then getting into all of the explainability from there. One thing I'll note about all the skills you're seeing on the screen here, this might be giving some of you heartburn. It might be giving making making some of you very excited. We are a skills transformation company. We want to give Workday the most specific, but also the correct number of skills to then do all the correct matching downstream and talent optimization and otherwise. The number of skills on the screen here might be a little overwhelming. It doesn't have to be this many. We will work with you to find a what is a workable number of skills for you. The sweet spot we found is typically somewhere from 20 to thirty five twenty five to 35 skills for people and for jobs. But, if you have a lower number of skills, we want to only assign 10 skills to a person. Well, they better be very specific. You better know who that person is. But if I want a 100 skills, then am I going to actually have meaningful matches downstream? So there is a sweet spot in the middle there. Another question we often get is, well, how do you know this is accurate, or how do you measure the accuracy? Since you're smart enough to know if we push these skills in for Mary Lee and she goes and delete some of them, we're never going to push them again. We're never going to, you know, say, nope. You actually have this. Joke's on you. We're tracking that, so we're never pushing anything that's been deleted. We're tracking those deletions, and then we can we have customer testimonials where we've gone and measured via survey on how accurate these are. But if you think about accuracy when it comes to skills, it's really a numbers game. If you wanted me to just give you Mary Lee's top three skills, they're alphabetical here. This isn't by confidence rating. But if she only wanted three skills for her, we could do that to a very, very high degree of accuracy. If not, a 100% very, very close because we're gonna give you the most common or the most the skills we are most confident in for Mary Lee. But if you want the top 300, once you get down towards the bottom of that barrel, we're going to be standard deviations out, and it might not quite be as accurate. So, again, number of skills will impact that that twenty, twenty five to 35 range. We're typically over 85% accurate on those skills as well. So I've talked a lot here about the skills themselves, where they come from, what they do. I wanna make sure we have time to get to how it all powers talent optimization downstream. So let me talk through three quick points here, and we'll move on to how we start to identify the skills you need from a jobs perspective. First of all, part of our partnership with Workday and getting this integration badge is we had to prove that we could tie into SkillsCloud. I was a solution consultant at Workday when we rolled out SkillsCloud. It is a fantastic tool. It works wonderfully. But like any AI, it needs good information to work on. So we're never going to duplicate any of the skills because we are all, we have all of our skills mapped into Workday. Any skill we don't have mapped into Workday that is additional beyond Skills Cloud, you have the option to bring that in via the maintain skills task and have a separate list there. You don't have to do that. You can use just the SkillsCloud skills if you want, but that is an option. We recommend it to our customers because while SkillsCloud oh, and we are getting logged out because I didn't click fast enough. But while SkillsCloud is a great tool, it needs good information to work on. So if I'm Mary Lee, one example of where SkillsCloud is operating is this suggested skills bit right here. Workday is trying to suggest skills for Mary Lee based on what it knows about her. If it doesn't know her job history, her education, or any of these bits of data that Sensia has pushed into Workday, then it's going to not have the best suggested skills here. We're never going to say we replaced Skills Cloud. We work better with SkillsCloud. SkillsCloud works better with us. It's a a nice harmonious relationship there. Last thing I'll say before I shift to the job side of things is that this is going to be a continuous update. And I'm gonna log in as somebody else to go to a job profile here, but we don't want this to go stale. Right? We don't want to do a one time push and then everything go blank or go bland. For instance, if Mary Lee is thinking about a career change, she starts taking night classes in cybersecurity, but she doesn't put any of that into Workday. Well, how are we going to know and be able to capture that? Well, Sensia might capture that information. One of our refreshes push those new cybersecurity skills, certifications, those type of things into Workday, thus allowing for everything you're about to see in Career Hub to take hold. And maybe a new cybersecurity role then appears in as a a a career path or a job opening opportunity within Career Hub. All of those things, Albert will show you briefly, but I'm going to make him wait one more moment while we bring up the job side of the house. Because if we think about talent optimization and why we're all here today and wanting to make these tools work better, they need to have the data attached to both the job and the employee to make sure everything can match appropriately. That's going to be matched to roles, career pathing. If I've got the right skills on people, my mentor matches work better. If I know the skills that I need, my skill gap to get to a job, all of a sudden, I know exactly which learning to go get to. So all of this stuff just works better once we have the data tied to it. So on the job side of things, how we go about doing this is actually a little different. We don't have a golden record for all of your jobs, but we do want to still be able to provide things like certifications needed for and I'm just on a senior product manager job profile. Sorry if I went too quick for anybody there. But certifications needed for a role, education requirements for a role, language requirements for a role, and, yes, of course, the skills needed for the role is a required skill and the proficiency required for that skill. How we get here is a little different in that we actually have our own AI agents that are going and researching your company. And they're going and saying, okay. Based on everything we know, we've got one group that looks at your strategies. What are your press releases, your financial filings, everything we can find in terms of what your company is trying to do, and another group that looks at your company's landscape, things like, industry, competitors, emerging technologies. The outputs of these agents create a point of view of your company so that when we define the role, we're defining it not in a vacuum. So if we go back to me as the example, we don't need to know what a solution consultant needs to do in a vacuum. We need to know what a solution consultant needs to do on 12/09/2025 working at Sensia while Sensia tries to achieve a b c, is competing against x y z, so on and so forth. So getting to that level of specificity, and that's how you keep up to date on the emerging skills and what's changing because Sensia is going to rerun those agents every time we do a refresh. An example of what one of those outputs could look like might be something like this. This is what we did for an insurance company, a little offline report here of what were the key disruptors in your industry, what did that mean from a skills perspective, those kind of things into even who are your major competitors, how do you compare to them in terms of internal mobility, culture, and brand. Those kind of things are all being factored into this grander POV of your company to then create these job profiles. All of that is going to be important so that we're appropriately defining these roles, keeping up with the change, and then making sure that as we plan, we don't need to plan with yesterday's data. We need to plan with what's coming, so all of that moving forward. Now I have talked entirely too long. Albert's frowning at me from backstage. You can see it already. But I'm gonna let him take over here and make sure that we get a chance to show you how all of this flows downstream into town optimization. Great. Austin, that was amazing. Thank you for the demo. So I'm gonna go ahead and share my screen here. Just give me one second. Alright. So just to sort of dovetail off what Austin was showing. Right? And I love the analogy that Joe shared about, you know, you have the supercar. Sensei is really that gas or the fuel to get it going. So, you know, a common question that that we always get at Workday when we demo talent optimization is, hey. You know, that's great. Like, those AI tools, that virtual career coach is great, but we don't have the information there. But what you just saw from Austin is that Sensia, can populate both the information on the employee as well as the job profiles. Right? So what results in that is when you come into Career Hub as an employee, first of all, we can surface up those same skills that Austin just showed. But now you start having a list of curated recommendations for that employee based off of that job information as well as that employee's skill profile. So let's just take a look at a couple things here in the career hub. For those of you that are Workday recruiting customers, the career hub can surface up open jobs. So once I click into one of those jobs as an employee, first thing that I'm gonna see up at the top is a match analysis. I can also see all of the details and the skills related to that job. So, again, tying back to what Austin just showed of how Sensei can populate that. But within Career Hub, we provide that full transparency for the employees. So what are the skills that you have? What are the skills that we're looking for on this job? Do you you know, where do you match up? And then to take it a step further, if you're a Workday learning customer, we can even surface up some related learning there to help you maybe close some of those skill gaps. Right? So really a one stop shop for employees. But again, going back to that, you know, primary issue of not having those relevant or curated recommendations, now you can see that with this powered by Sensia, this is very tailored to me. I can also start seeing some people that I should meet, whether those are, you know, networking mentors that, you know, know about the skills that I wanna develop or coworkers that have similar skills. Within the Career Hub, again, with Workday learning, you can also surface up relevant learning to your employees. But let's take a look at flex teams. So flex teams or gigs are really where you can, set up your short term or long term opportunities. So looking at one of these, this is a reverse mentoring program, very similar to that recruiting example that I just showed. We can provide that employee with a match analysis here. So I can see the details about this flex team, again, the skills that are required for that. And then when I click into that flex team, that employee can get that same transparency and the same detail. So what are the skills that you have that match this opportunity? In full transparency, Marcus, you are missing these skills, but you can also develop these additional skills through this opportunity. And then, again, taking that step further with possibly suggesting some Workday learning, to help them close those skill gaps. So immediately, as we start thinking about that issue or, you know, that challenge that people are trying to solve from the poll earlier around internal mobility or, you know, career development, career growth, this is where you start seeing that come to fruition. Now one of the other things that we can highlight in the Career Hub is the career path builder. So for those of you that haven't seen that, what this does is it takes a person's current role. It looks at the transactions in your Workday HR system of record, and it presents it to an employee into sort of a choose your own adventure of what paths someone could take. So Marcus is a customer service representative. He can see from the transactions in Workday, 23% of people that were in my role moved into a management role. But as I take a look at this career path builder, maybe call center manager is a role I haven't thought of, and 5% have moved into here. I can kinda take a look at the different opportunities that are presented here. When I click into any one of them, again, you're starting to see those job information that Austin was talking about. Those skills data is surfaced here. Right? So now as an employee maybe considering this role for something in the future, I can actually get some very curated and personalized suggestions to help me maybe grow into that role or to have that conversation with my manager or my leadership to say this is something that I wanna do in the future. So very specific to this role. I can find people. I can get some suggested other skills that I may need for this role as well as open jobs again and learning around that. So just within a few minutes here, you saw how powerful, Sensia can really supercharge, you know, talent optimization and really give you those curated recommendations for your employees. So now at this point, let's go ahead and take a look at some q and a. I did see some questions coming into the chat. So I just ask the audience to please, you know, put your questions into the q and a so that we can answer those and capture those. And, I'll welcome Austin and Joe to come back on stage to help me answer some of these. Yeah. So, Albert, while you were wrapping up there, we saw a good one in the chat from, oh, I wanna make sure I give credit where credit's due here. So it was from Olga, it looks like, asking how is this different for oh, maybe it wasn't Olga. Did I maybe it was Olga. I'm getting mixed up here. So whoever asked this question, if it wasn't Olga, apologize. But how is this different from just turning on SkillsCloud? And the difference is that SkillsCloud, when you turn it on, is not automatically going to apply skills to profiles or to jobs. It will suggest skills, but you still have to go in and add the skills where they are where they are needed. Additionally, SkillsCloud is SkillsCloud learns from other Workday customers. Everybody's opted in, signed their innovative services agreement. Sensia provides that external view of the market, what's going on in the world, and be and makes you makes sure we're staying on top of the emerging skills outside of what's happening in Skills Cloud. So the value here is external view of the labor market and skills, and then also automating the process of putting the skills onto profiles for jobs and for people along with those other data points. Now once Sensia has enriched the profile, Skills Cloud works so much better because it then has all that data, the job date, everything else to work with, and have better suggestions along the way. Great. Great. Well, thank you, Austin. So here's a question, from the audience. Where does the data come from, that you're using to populate all of this information? It's a great question. Actually, Sensia, as I mentioned, we're eight years old, and we really it was on it's a huge differentiator of Sensia versus anything else that you're gonna see in the market is that we actually have built Sensia's intelligence on real data. So we're not gonna come in with just labor market data and say, you know, every account executive has the same skills. We know the actual work histories and experiences of people that allow us to have very strong inference around skills. It also is really what allows us to understand proficiencies and depth is, you know, when we're looking for proficiencies, which also has been a big question, is we're able to see their maturity of a skill, how recent that skill is, how relevant that skill is. We're able to understand it not just for that individual, but for all peers in the market. So we're able to look at, you know, okay, across the peers even within the company or without the or outside of the company, how strong is this individual in a certain skill and how proficient are they. So it's something that gives us a a much bigger edge we have and and track and contextualize data on hundreds of millions of people around the world. We have data on global talent, data talent across a 190 countries. This really gives us this extremely rich knowledge base, but we don't just have data on people. We also understand the companies they work at. Right? We understand that we don't we're trying to to understand what is this person doing in a company, what stage is the organization. Is this a Fortune 500 organization that is a software that is right now one of the top, you know, fastest growing companies in software, and they're in the customer implementation. That gives us a lot of inference to understand what this individual does. It allows us to really understand and give context into the jobs that they have. And then we have every open job in the world set into our platform to continuously allow us for learning. And that's something important to note is that Scentsy doesn't just do employee enrichment. We also do job enrichment. So job profile enrichment where we're delivering, the descriptions and the skills and the proficiencies required on the job. So that really answers that second bucket I talked about before, which is knowing who you have and then also knowing what you need, so you could really see the gaps between those two things. Yeah. That's great. Well, thanks, Joe. Yeah. And I think that that perfectly aligns with what we just saw in the demonstration. And that Joe, that kinda leads us to the next question here, which is how does Sensia's enrichment work within Workday's native talent optimization workflows? Such a good question. Again, Sensia's seamless API integration, we built this natively inside of Workday so that there was no need for human for for for the employees to go in and have to manually create anything. It was how do you just turn the lights on effect. What's something that kind of blows everybody away if you've heard any of our customers talk before, if you were at Workday Rising and you heard Verizon talk about this, they went from having data on 3% of their employees to six weeks later having data on a 100% of their employees that had an over 85% validation and accuracy and relevance. And if you think about how powerful that is, it's very, very fast because we built that native integration, highly secured and completely in platform experience. If you wanna reach out to us to set up a demo, we actually one of the coolest things you can do is say, hey. I'll go can you guys enrich a couple people of our our own a lot of time, hint, hint. They like to include themselves in there and see what that looks like if they know themselves well. And they'll say, hey. Enrich my my profile and enrich these number of jobs. And what's really amazing is it gives you this understanding very clearly of of how fast that is, of how accurate it is. But it's something that Sensia is really proud of is that we we work very quickly. We are not gonna take months and months or even years to implement a lot of these other solutions like, oh, will you allow us to integrate over here and integrate into that solution and integrate into that solution so that we could start to try and learn and pick up on things that are happening? Sensia actually comes in and right out of the gate solves the what what Workday likes to call the cold starts the cold start problem and really allow you to have a warm start, really allow you to get value out of each and every one of your modules. Awesome. Thanks, Joe. And I know we're right at time, so I'm just gonna wrap us up here quickly. But just to highlight again how everything we just saw applies to the metrics we saw on screen, the 100% profile completeness, Sensee can help with that in terms of providing skills on all of your employees. If we don't have a golden record on them, we can still infer skills based on the job they have in their location today. The 85% accuracy we talked about before measured through the deleting of skills, and we're happy to go through any sort of survey process we wanted as well. With, Verizon, it was over an 85 accuracy rating. The 26% internal mobility increase was due directly to things you saw Albert present around, career hub, highlighting different roles, showing people that paths existed so they could then chase them. And that also led specifically to the 82% decrease in unwanted attrition because the reason people leave companies is because they don't see a path for themselves, and that is quite literally highlighting that path in Career Hub. The 29,000,000 in operational savings is directly tied to that seventy five thousand hours of time spent saved by not having to manually key all this in. So to wrap us up here, what's going to happen next? How do you want to get in touch with us? I saw plenty of questions we haven't gotten to yet. We will get to you. We'll make sure we answer those questions, and follow back up. The QR code on the screen allows you to get in touch with us. But on the right, you'll see in the document section, there's a free resource scorecard to really check where you're at today. Number three is more important than two because it's the accelerator program we're working with Workday today. And then, that Workday that accelerator program is how, really, we then supercharge talent optimization to work to work faster, faster time to value and more accurate results. And number two is I'm doing a presentation similar to this tomorrow on the Workday community for, I believe, it's the talent, networking community. If you have somebody you want to see this presentation, be able to ask questions, encourage them to join that. We will also send out this recording. Thank you all very, very much for joining us. We appreciate you spending over an hour. Sorry. I went a little over. I do love to hear myself talk, but, we'll hear from you all very soon. Thanks, everybody.