Name: Achieve Peak Performance: Maximize Your Workday Recruiting ROI
Uploaded: 2026-03-10T19:35:54.770Z
Duration: 1 h 9 min 36 s
Description: Achieve Peak Performance: Maximize Your Workday Recruiting ROI

Transcript for "Achieve Peak Performance: Maximize Your Workday Recruiting ROI": Hello, everyone, and welcome to Adopt and Advance with Workday Recruiting. We're thrilled you're here. You're all Workday recruiting customers, so you're in great company. And today, we're really excited to give you a look at recent enhancements in Workday recruiting as well as what the future of talent acquisition looks like with Workday. And most importantly, we'll cover why it's critical to set that strong foundation in Workday and how resources like our partners at TopLock can help get you there. Our product statement, this presentation may contain forward looking statements, and any purchasing decisions should be made based on current functionality. And here are a couple standard housekeeping items before we proceed. So first, we are recording this session, and we'll share it with you via email about twenty four hours after this webinar concludes. So be on the lookout for that. We also highly encourage you to make this interactive so you can leverage the q and a functionality. We have a team here from Workday and TopBlock ready to answer your questions, and we were we're going to open the floor to discuss your questions live together at the conclusion of the webinar. We hope to get all of your questions answered, but if not, if we don't have time, you'll receive an email reply. Some navigation quick tips for you to get even more out of this webinar. You can use the tabs on the top right hand corner of your screen, select docs for links to valuable and related resources. You will also see q and a, and this is how you're going to be able to submit questions. And throughout the webinar, we're going to be launching polls and surveys, and this is going to provide information to help us understand your challenges. So please share your feedback, and we can ensure that we can deliver, you a great experience. And for today, I'm Sarah Liang, a solution consultant at Workday, and I'm happy to be your host today along with, Megan from product, Megan O'Meara. We're also joined by our friends from Topblock, Justin Goethelz and Steve Thomas, they're going to introduce themselves in just a few minutes. Okay. So let's start with a quick review of how we got here. Workday recruiting launched in 2014, and it's an AI powered talent acquisition platform. We continue to see major growth in the market with over 5,075 customers, with over three thousand ninety three thousand nine hundred and fifty live on our TA products today. Our success has been partnering with our customers, listening to their needs, and delivering solutions that solve their challenges. Our focus has always been and continues to be providing value to our customers. And let's take a moment to focus on what we mean by when what we mean when we refer to our talent acquisition suite. Our journey to transform talent acquisition began eleven years ago. We built our foundation with Workday Recruiting to help you manage your core hiring workflows with the necessary skill and compliance. Next, we added candidate engagement and messaging after hearing that you needed CRM capabilities to improve your improve your workflow with more focus on that top of the funnel. We then acquired HiredScore, an industry leader with over a decade of experience in AI to give you best in class AI powered hiring and Paradox, to now bring you the industry's best conversational AI. So together, our suite helps you find, hire, and onboard every type of worker from the front lines to back office for both full time and contingent roles. And over the years, we've always been continuously enhancing our core recruiting product. So for today's presentation, we're going to start by highlighting just some of the many popular advancements over the years. Later in the presentation, Steve and Justin from TopLock are also here to talk to you about how easily you can uptake these features and the resources available for you to do so. So let's start with some of the new and popular features related to the candidate experience and application. We're going to start with social sign on. So I'm going to go ahead and discuss this this capability. So this is this is a capability that was released in our just recent release, our fall release, and it gives you the ability to create and your candidates the ability to create and log in to an account with a social sign on. So that means that they can authenticate into the candidate at home via Google, Apple, LinkedIn, and it's a seamless log on. It's it expedites the access that they have, for that candidate at home. It removes the need to remember accounts. They can easily do this across multiple companies leveraging Workday recruiting, and it reduces the need for the amount of password resets. So I think we can all relate to dreading the password reset dance we have in our daily lives. We now provide that to our candidates. Our second feature we wanted to highlight from our most recent release is the ability to have candidate availability as part of the screening process. So it's great for streamlining that recruiting process. And at the heart of our high volume initiatives, working hours vary, we know that for frontline roles, these are often roles that are outside of the traditional nine to five. So as opposed to asking for candidate avail availability later on, we might ask for this upfront and early, and we can help you better match those candidates, for these roles. So this if you can imagine a situation where a recruiter or store manager is often following up directly with the candidate to assess if there's a match based on their availability, this this is expediting that process. We're saving time. And and we're avoiding a situation where there if there is no no match based on availability, we don't have that that that dissatisfaction. So I'm going to quickly, jump into a tenant and show what that could look like as a part of the application. Okay. So I'm logged in looking at an application, and this is just an example of how sharing that candidate availability upfront can just be one step in the application process. And this is an example of where that candidate can indicate if they're flexible or they can actually choose certain times where they are available based on the day of the week. So they're able to share this to the recruiting team and add additional notes. Okay. So the next feature we're going to look at is the address lookup. So this is a, Google powered address lookup available for internal candidates. So, what this feature allows for you all to do is, your internal candidates can enter just a small portion of an address such as a postal code or street name, and we'll retrieve a possible matching address so it helps them fill out their their location, reducing formatting or entry errors, and, just making that process easier for your internal applicants. Okay. Application questionnaires. This might not be a a new, a new feature to you all, but the use cases are are endless. So, the application questionnaire enhances your recruiter productivity because we can support the screening process by collecting more information upfront. Think of application questionnaires as questions that you can leverage for ranking purposes. There are questions that you can leverage for, condition rules to drive auto step progressions later on. And we give you the ability to have different sets of questions for different roles that you're hiring for, and this can flex between internal and external applicants as well. For example, for an internal applicant, you might ask a question such as, have you spoken to your manager and have you been in this role for over a year? Versus if a if a candidate were to apply externally, you might ask a question of in terms of eligibility such as, are you over the age of 16? These questions can also be branching, and your company can assign different values to those answers. You can take this to the next level by embedding these responses on the candidate grid for easy reference for your recruiters, And you can also use these application questions and answers as the criteria that you use for auto step routing. Now this leads us to our next topic, for automatic step routing, or automatic stage routing. So, with automatic stage routing, this helps expedite the application and screen process. So your company configures the condition rules to advance or disposition candidates based on how you want to design this process. Humans are always in the loop, but you as a company can auto advance candidates to the interview stage, for example, if a candidate meets certain criteria based on their questionnaire responses. You also have the ability to auto disposition if you had knockout questions related to eligibility. So if you think of those high volume roles where your recruiters are constantly advancing candidates forward based on the same criteria, you can automate this process all through Workday recruiting. Okay. The next, theme that we're going to focus on is candidate management. So, we're going to start with, our LinkedIn recruiter system connect, a really popular integration, and we'll talk about other features that we have in Workday recruiting that help your your talent acquisition team better manage your candidates. So first, we're going to, take a look at the LinkedIn Recruiter System Connect. So this is an integration that enables the transfer of data between Workday Recruiting and LinkedIn Recruiter. So the primary goal of this integration is to streamline the recruiting process and reduce the need for recruiters to switch between two applications. You might have a recruiter that always has LinkedIn open in another tab, and they might be looking at a candidate in their the InMail that they have with that candidate in one tab and then that candidate in Workday. So this integration actually allows for you to synchronize the data between the two systems so we can synchronize candidate data, prospect data, job application information, and your LinkedIn InMail messages. You can find more information about this, in community, and we've got links to community in our resources. Now we also, as a part of this feature, have what we call one click export. So this allows for recruiters to export a candidate from LinkedIn into Workday, and here we can see an example of how you can even even further identify them on the candidate grid. So here we see a tab on the candidate grid that says candidates that came in from LinkedIn. So that's just another way to look at all of the candidates on a rack and which ones came in through that that LinkedIn integration. Okay. For candidate ranking and sorting, or candidate rank rating and ranking, this really augments core Workday recruiting. I wanted to call out that it does not leverage AI. So for those companies or our customers that maybe have legal teams or teams that maybe aren't quite ready for all of the AI capabilities Workday has to offer, your company can decide the calculation to help you evaluate and prioritize applications based on job requisition or, prioritize applicants based, for a job requisition based on your criteria. So a quick overview of how to use these features. Candidate ranking allows you to order candidates on a job rack based on the criteria you define. So that ranking could be based on fields from the job app, prospect information. Maybe if they were a referral, you could have them be ranked higher or even a a Boolean search, a numeric, or text field. So you determine the criteria that that goes into how, you want to rank a candidate. And then for rating, it allows you to assign a rating to a candidate, and that can be all displayed on the candidate grid and on the candidate's profile. So if you think about all of the criteria that your your recruiters can use to sort through a candidate grid, this helps them prioritize based on your company defined criteria. So, again, this is functionality that's not leveraging UI, for or not leveraging AI, for certain candidates or certain job requisitions your recruiters can easily sort through those candidates. Alright. The next one the next feature we wanted to cover is duplicate management. Now, the unified duplicate management framework enables you to easily find, match, merge, and unmerge duplicate person records. So this really eases, or reduces inefficiency and provides a more streamlined process. So as customers, you all today can match duplicate persons based on your customer configured rules, and you can manually or automatically merge data for certain person types. Now there's an important call out here. All product features in development are created to work with this unified duplicate management framework and not the previous one. So we really suggest you all as Workday recruiting customers get on the unified duplicate management framework if you aren't already for the best experience going forward. Now when it comes to managing candidates, we allow for you to leverage candidate pools and tags to segment your prospects and candidates in Workday recruiting. Now, candidate tags and pools are not necessarily new functionality of Workday recruiting, but we have a lot more use cases available for your recruiters if you were to leverage this. So quick a quick demonstration of what this looks like. I'm going to share my screen again, and I'm going to be looking at the can the find candidates report in Workday. So as a recruiter, I have the ability to use the search criteria to define how I want to filter my candidates, all of the candidates in my ATS. And I have the ability to select, mass select candidates, and I can add them to a pool. I can add them to a to a succession pool. So, again, that great connection between recruiting and talent when it's all in one place is that you can actually have external candidates on a succession pool, as well as internal candidates. And then candidate tags. So we give you the ability to have an unlimited amount of candidate tags that you might want to tag candidates with and then pools. So we give you the ability to have private and public pools. And this is just an example of a silver medalist pool, and we can also see that we have the ability to look at auto created pools. So this is why what is considered new functionality. So for our customers that have Workday candidate engagement, you have the ability to have the system automatically create candidate pools based on events you might you might be, hosting. So just in another example of additional use cases built on core recruiting functionality. So this is just an example of how we can easily tag, folks to candidate pools or tag them to custom tags. And this just gives us the ability to further segment our our candidates if we want to campaign to them, if we want to reach out to them in the in the future so we can send them all a message. Again, pools can be static or dynamic. A static pool would be these five candidates are in this pool until I remove them, whereas a dynamic pool would be the following candidates meet the following search criteria. And as candidate and, information changes, as data changes in our system, these candidates seamlessly flow in and out of the pools. Another great reason or use case for why you might want to start leveraging candidate pools is that the candidate pools are the audiences that candidate engagement leverages when sending out email campaigns. So when you think about the, setting that foundation to uptake more functionality in the future, candidate pools are a great way to, start your journey, when it comes to organizing and really tapping into that rich database of candidates in your ATS today. I'm going to quickly, look at a candidate pool and, show that we have the ability to view these candidates in a candidate pool. We can have their readiness status, other pools that this candidate is in, and we always have the ability to ad hoc, send a message, or invite them to apply. And we'll talk about let a message or notification templates later, but this is, again, just another area where the send message and invite to apply is embedded in core Workday recruiting. And then for our Workday customers that also have Workday messaging for text messaging or SMS messaging, this is just another channel that you can leverage when you have SMS to send that message. So you can send a message from the candidate pool, from a candidate, looking at the find candidate support, a lot of ways to, reach out to your candidates. Okay. So I'm going to go back and talk about candidate notes. So we talked about how we can reach out to candidates, how we can segment them for follow-up, and, we also give you the ability to collaborate on candidate candidates. So we give, a collaborative panel, experience for your recruiters for job application notes, prospect notes, and candidate notes. And this experience is, a little different than the traditional candidate notes where you have to find that area in the candidate profile where you might have notes. This is going to be front and center anytime you are looking at a candidate or a job application. So let's see what that looks like for those different experiences. I'm looking at a job requisition here, and when we enable the collaborative panel here, we can see the notes. So anybody with access to this security this security field can collaborate on on notes for this job requisition. This is an example of how we can easily add a new note. We can tag individuals so they can be automatically notified that they've been mentioned in a note, and we can see all previous notes. So it's one place for us to collaborate, and it's also it's also one place where we can look at a specific candidate and see that experience for candidate notes. So I'm looking at a candidate here, and, I have the ability to check out that collaboration panel. And I can see here that, Carmen, has notified me that there that Andrea is a great potential candidate for several roles. This is an overall candidate note, and then I can toggle over to actually see the job application specific note. So you can have the same view, but the ability to see, job application specific notes in that candidate note. And if I wanted to collaborate with Carmen, I could write a note back to her, I can tag her with that, and we can share notes, and we can see Logan and Carmen here now as a recruiting team collaborating on this job application for director of technical operations. Okay. So that was a quick review of some hot some hot topics related to candidate management. Now we're going to take a look at enhance enhancements as it relates to offer through hire and how you can adopt and advance your offer through hire process. Alright. So for offer management, we have the ability to have configural offer letter templates. We give you the ability to have an offer creation as a part of a business process, and we also give you the ability to ability to have condition rules. So you can have one offer letter template, but the content in it can flex and dynamically change based on, certain criteria. So in real time, let's see what that looks like. So here's an this is a view of the experience of looking at an offer letter template where we can see the dynamic fields coming in here. So it we have fields such as the candidate's address, the date, their first name, maybe their preferred name, and we can see different areas of the offer letter that can dynamically flex based on conditions. So if the if the offer or the job requisition is in a certain location, in this case, London, you can have a UK specific, section appear here. Whereas if we were to generate this offer letter and that job location was not in London, this would never appear. So what this allows for your recruiting team to do is that they can manage, offer letters from a central place, and they can have offer letter templates that can address the the needs of requisitions in many many areas. We also allow for you to make this personal so that this we can also add text to this once we were to generate this offer letter. We also determine what is locked down and what cannot be changed, such as a legal a legal statement, but it gives you the ability to have a nice preview. You can collaborate with others and share this offer letter template when when you're thinking about how you want to design this. And we can take a look at a preview to see how this would display to the end user as well as what this might look like on maybe mobile or or browser. Alright. The next feature we wanted to highlight is the ability to take this to the next level and, have what we call touchless offer. So on the theme of offer management, our touchless offer gives you the ability to, to take those offer letters and automatically initiate sending the offer or employment agreement to the candidate. So what this does is that it removes the required approval step, and it allows for you to reach out to those hourly or frontline roles where the offer is often more standardized. So what this allows for you to do is it allows for you to configure the business process for those high volume roles so that that standard offer letter can be automatically sent out to your candidates. So we're saving your recruiters time by processing candidates automatically. We're also helping that candidate experience by moving them through the recruiting process, making it faster for them and minimizing the loss, or the risk of losing a candidate to a competitor. Alright. The next feature we wanted to highlight is our no show business process. So this is also very popular popular with customers who might have a lot of frontline workers where a no show is common. And this no show business process in Workday is designed to handle situations where a newly hired employee does not report, for work on their first day. So this process allows for you to re actually rescind the hire hiring event, effectively returning the individual to prehire status. So when you properly configure and utilize a no show business process, you can maintain accurate headcount and attrition data and ensure that your system correctly reflects the status of the individuals who are hired but not but haven't started their employment. So this can also help with reporting when you want to report on, or when you want to report on this as well as as it it's not going to maybe incorrectly inform any any recruiting reports when you if you had to maybe terminate a worker in the past or or make any corrections in that sense. Now the next feature we wanted to highlight is mass correct hire. So what we're able to see here is the ability to have mass updates to hiring dates. So when you think about situations where you might have to make a big correction such as maybe changing the start date of an internship program, we allow for you to manually reduce the amount of corrections you might have to make, and we give you a nice, user experience to, correct those the hire the hiring information as well. Now a couple other features that we wanted to highlight, I'm going to go ahead and share my screen, are going to be the are are going to be tools related to hubs that you might want to take advantage of. So the first is the intelligent job architecture hub. So what this is is that it is one place for your, HRIS team to manage all job requisition in or job profile information. So you can report on job profiles, including any information related to your job family groups. We're able to suggest job profiles to update. So job profiles without workers, job profiles that are similar, so you might use that as an opportunity to merge job profiles. Job profiles that might be missing information. So when you think about how your job profiles in Workday feed Workday recruiting with those job descriptions, those classifications, skills, summaries, and descriptions. This allows for your team to effectively manage your job profiles so that recruiting, which pulls from your job profile library, can be better informed and use all of that data in the recruiting process. We also leverage machine learning to help you identify those similar jobs so that you can consolidate or adjust for consistency. So here's an example of looking at, skill analytics across our job profiles and the ability to find those similar jobs, data gaps, jobs without workers. Maybe this is an opportunity to recruit for or clean up the job profile library and also links to job profile reports. So, again, this is one place for, your teams to collaborate cross functionally to make sure that our talent acquisition teams are helping the business and the business is is is keeping these job profiles, organized for recruiting to leverage. The next hub that I wanted to highlight is the HR partner hub. So this is an example of a hub where, we're tar it's tangential to recruiting, so we allow for you to monitor workforce movement so that you can have insight into the next three months, such as open job racks, workers leaving in the next three months so that you can make sure that you have job requisitions or talent pipeline is well positioned to support these changes. And we give you the ability to monitor all monitor all of that, these events in Workday so that our talent acquisition team can can partner with your HR partners to ensure that we have that talent pipeline ready. Okay. So I'm going to go back and now hand it over to Megan to talk about our talent spotlight and what's coming. Awesome. Thank you so much, Sarah. We went through so much. It's amazing what we've, how much we've grown as a product over the last decade plus. Just so many great features you highlighted. I really appreciate it. Let me go ahead and just take a few minutes to introduce myself. I'm Megan O'Meara. I'm the outbound product manager for talent acquisition. I'm proud to say I've been with Workday for almost thirteen years now, and, my background is really that of a college recruiter. And I eventually became a functional consultant for Workday where I implemented things like HCM and talent for large enterprise customers. But my claim to fame is really that I was one of the very first consultants that had the opportunity to implement what was then our early adopter recruiting product way back in 2014. And to say I've seen it grow and then some is is an understatement. I've definitely been with the product in some way, shape, or form ever since, and I'm just really excited to be here with y'all today. I'm gonna spend the next ten minutes or so just covering that talent acquisition landscape and also, you know, our strategy at Workday and our product going forward. Alright. Let me toggle over here. So before moving on, I do wanna take a moment to talk about the reality that we're seeing on the ground. So when we speak to HR leaders, we're really hearing the same four themes over and over again. First, there's just this immense economic pressure to drive efficiency. So so many teams are being asked to do more with less, and we're feeling it. Right? Every decision is under a magnifying glass. And second, you know that finding and keeping top talent is critical for success, but this is taking on new meaning in terms of how you navigate and support teams through the reality that the world is today, not just from COVID, but it's ever changing. Right? The shift that people are being asked to make in terms of their skill sets, in terms of embracing the ambiguity that is part of the business evolution, and the intersection of how we're gonna help teams through this help them feel like they've got a future with your organization. So upskilling, reskilling, driving career paths. And thirdly, there's this imperative to understand how employee experiences are gonna change in this new landscape. Right? CHR CHROs are asking, what do we what do the experiences look like now from an enterprise perspective for employees, for my managers, for my leaders? And how's the system going to dramatically change across all these functions for every single persona? Right? And how must our core systems evolve in order to make those experiences more seamless and and positive? And last but not least, there's a real urgency to embrace AI. Right? Everyone's talking about AI, and you need AI to stay competitive in this landscape. You need strategies that really deliver on value and not just a bunch of disconnected data points or projects. So in a nutshell, really, businesses have never needed HR and AI more. We need to create those connections between people and the work and then also balancing business demands with expectations. So moving forward, let me go back on here. Apologies. I'm toggling between multiple screens. Right. Alright. So at Workday, our mission has always been to empower people with the right tools and technology. And Sarah mentioned this a little bit, but we're moving beyond AI as just this tool into this new era, and this is very much how Workday is looking at it, of human plus AI. So it's not really about just the humans and the loop or AI, but it's about humans and AI working together in order to unlock new levels of workforce intelligence. So that's essentially the why behind our vision. And how do we do this? We see three ways that Workday is going to empower this work redesign and help organizations thrive. So the first is all about boosting productivity. This is about automating those repetitive administrative tasks that just slow down your teams. Imagine recruiters using AI to automate prioritizing the right candidates, freeing them up to focus on what truly matters, finding the best talent, making those connections. And, you know, we're seeing recruiters using AI to free up half of their time to focus on more complex roles and more business value adds. Right? Having those those relationships. The second is amplifying talent potential. So this is about giving employees a coach, managers, and HR business partner right in their pocket. And I just wanna stress that these tools don't replace roles. They're just making people better at their jobs. They're surfacing data and and making it easier to get to relevant information. So we're seeing managers and employees using AI to get all of their questions to HR policies and procedures answered in real time, not having to do a lot of searching. And the third is, last but not least, mitigating risk. So we know that while the opportunity in this landscape with HI is huge, so are the risks. So you definitely need to partner with trusted providers to get total visibility to bring together disconnected systems. So we're seeing Workday powering more than a trillion transactions across millions of workers and tens and thousands of roles. So this is giving Workday unmatched insight into how people and money move through your organizations. So Workday can pinpoint the moments that matter the most and apply HR where it delivers the biggest impact. Alright. Before moving on, let's talk about the reality on the ground. So excuse me. Wrong. We can't talk about our talent acquisition strategy without also focusing on our Workday talent strategy. We very much even though I work on the talent acquisition team, I'm very much connected to all the other teams within Workday, especially under that talent umbrella. And, really, the core of that strategy is a a a focus on being able to grow, flex, hire, and finally analyze. So you wanna grow people. You wanna flex the resources. You wanna upscale them. You wanna make the right hiring decisions. And then, of course, you want all of that data to be analyzed so that you stay on track and you're putting money where it matters. So we continue to innovate on this. It's a multiyear vision. We're leading the solutions from end to end talent powered by by AI at the bottom and, also the Workday Skills Cloud. So and it's important to mention that AI is just never one size fits all. Hiring needs differ between organizations and industries, and Workday's AI agents work for every type of role and hiring scenario from those entry level roles to frontline positions to high volume and corporate leadership. So the level of agenda or augmentation can also vary from highly automated candidate facing interactions and high volume type of fields to support recruiters and managers in more strategic roles. And the flexibility here really just helps drive organizations so that they can hire faster, they can hire smarter at scale, and empower their teams to preserve that human touch, have that relationship. And this approach is proven. We have vetted ununified solution across 200 plus customers globally today. So some of the customers on the the screen that you're seeing right now include Accenture and JLL who are leveraging Paradox, HiredScore, and Workday to do all of this and more. So given some of the areas that we covered and that Sarah color covered, we really want to focus on those hiring challenges a lot of us are seeing. Right? I think, it still remains the fact that we're seeing longer times to fill. We're seeing candidate drop off. We're seeing high turnover. And that's where we're really focused with our AI powered talent acquisition suite that you see on the screen. So this is built to help organizations not only attract and hire faster, but to do so with a lot more intelligent and personalization across every stage of your talent journey. So let's start with the one on the left, the candidate experience agent. This agent powers a conversational career site. This is powered by Workday's Paradox capabilities. This is where candidates can interact naturally. So they can search and apply for jobs through simple conversational prompts. It can handle conversational scheduling. It can help reduce time to interview, and it enables talent rediscovery. So that's bringing those quality past candidates back into the pipeline automatically. Next in the middle, you're seeing the recruiting agent, which is really powered by Workday's hired score capabilities. This is helping hiring teams prioritize their work. It provides screening, prioritization, it provides candidate insights, and it services those top matches to help recruiters focus on the right talent faster. So this is reducing manual effort, and it's improving the quality of hire. Then And finally, this touches over with our talent optimization team, but the internal mobility agent supports that next phase of your talent life cycle. Right? It's going to give your employees those talent mobility insights and personalized career coaching. So it's gonna give advancement recommendations to promote internal growth and retention and key levers in combating the 81% turnover rate we saw, in some industries. And all of this comes together as one unified experience powered by Workday's AI. So it's about making the hiring faster, smarter, more human for both candidates and employees. Alright. Let me move forward one more. So in summary, with all of these agents, this is the direction we're headed, a fully complete suite of offerings. So we're gonna continue to invest in our foundation. I do wanna make that clear that we are continuing to invest in our core recruiting product and offerings because we do believe it drives hiring team efficiencies and also with our candidate engagements due to attract and keep candidates engaged. But then we're supercharging that recruiting foundation with our recruiting and mobility agents by Workday's hired score capabilities. So that's providing those orchestrated talent matching screen and coaching, and we're already seeing incredible results, which you you hopefully can see on the screen. Some things like a 54% increase in recruiter capacity and providing 70 requisition coverage from talent that already exists within your system. So that means as soon as you've opened up a rack before it's even been posted, HiredScore's fetch capabilities can return all of that information that exists within your tenant and suggest people that you may wanna go ahead and reach out to. And you may find that your requisition is filled even before you've got it posted. And last but not least, we offer the candidate experience agent, which is powered by Workday's Paradox capabilities. It's providing that twenty four seven AI powered conversations and scheduling, and the results speak for themselves as you can see. There's a 98% candidate satisfaction rating. And just in 2025 alone, they saw $30,000,000 inter 30,000,000 interviews scheduled, which is pretty impressive. Let's see here. And before I'm done here, I do, Sarah did a great job of mentioning it earlier about how how we've gotten to where we are today through customer collaboration. So I just wanted to touch upon high level some things that you can do to stay stay involved. We never ever invest, in in features or products without extensive customer input. And there's just so many different ways that you can be involved. So there's things like design partner groups and early adopter programs. There's advisory councils, and there's webinars like we're all engaged in today. So, really, a lot of ways for your organizations to very much be a part of our direction as, as to where we're headed as a product. And I do wanna call out because some people don't realize it's out there, but there is the recently released ideation hub, and it's a place where our product team releases product prioritization surveys twice a year. This is in order to gain insights directly from our customers regarding future investments that we're considering, as well as a place for you to go and suggest product enhancements from your company's perspective. And many don't know, but on the back end, on Workday's side, the product team has access to all of those notes that are submitted by customers, and we use AI to help kind of see the heat maps and where customers are really feeling the most friction, and that really does help us. So please stay engaged. Next round of the product prioritization surveys will be released 04/13/2026, and will go all the way through June 6 when it will be closed. So, hopefully, you can keep an eye out for that and give us your feedback. And with that, I think I'm ready to hand it over to Topblock. So I'm gonna leave the stage now. Great. Thank you, Megan. Clearly, product team has been busy. Reason why we're hearing so much buzz about recruiting. Recruiting dominates the HRAI conversation with real solutions available now that empower your recruiters like never before. My name is Steve Thomas. I'm with the office of customer experience here at TopLock. We're a 100% Workday focused service partner who helps companies of all shapes and sizes to maximize the return on their Workday investment. I'm a former CHRO and head of digital HR who now helps HR leaders navigate the HR technology landscape. Today, I want to dig into why we are your go to TA transformation partner. I first made my mark as an HR pro doing recruiting in house and teaching recruiters how to use this thing called the Internet back during the .com days. So that makes me especially excited to be here today talking about how far we have come. Joining me today is also is from TopLock is Justin Gofels, one of our top recruiting architects. As I mentioned, our mission is simple, help you maximize the value you get out of your Workday investment. As a Workday service partner and current partner of the year for business impact, our expertise is deep. We deployed Workday recruiting over four eighty times and have over 900 Workday clients. We've taken the volume of expertise gained to develop proven methodologies like top TopLock Evolution, which can get you live in as low as sixty days, as well as proprietary technologies such as SmartLoader and SmartBundles. These tools are the engine behind our rapid deployment, driving automation, reducing risk, and allowing our certified consultants to focus on your strategic transformation. I'm part of TopLock's office of customer experience, a capability unique to the ecosystem where a team of experienced customer executives, former CHROs, CFOs, and CIOs who've led multiple Workday deployments and understand how you, as an HR leader, best navigate your Workday journey to drive value for your organization. We understand how people, process, and technology intersect because we've sat in your seat. We've successfully made the right calls just like the ones you're looking to make today. We help you through advisory consulting, strategy road mapping, and executive sponsorships. The most indicative of TopLock's customer focus is that we're accessible to any client at any time as part of their relationship with TopLock. Why does having a trusted Workday partner matter? In a word, confidence. Working with a trusted partner like TopLock gets you several benefits. First off, the experience is second to none. We talk about having experienced certain challenges hundreds of times, not once. Real value delivery, a track record of streamlining operations, driving cost efficiencies, and positively impacting your team's productivity. And finally, a trusted partner augments your team, doesn't make them beholden to you. Our goal is to make your Workday platform better, and the best way to ensure we do that is to make your team better. Nowhere else does this ex that experience matter more than in the AI for HR discussion. HR teams are struggling to deliver on CEO mandates, cost pressures, risk management challenges, three factors that pull a CHRO in completely different directions. The right partner like TopLock with our office of customer experience is going to have experience in understanding how people, process, and technology intersect to deliver a real value and a real plan to help you realize that value. For companies going down the AI path, whether reluctantly or with excitement, as an HR practitioner and leader, I can see the compelling vision Workday has in the recruiting space. The ATS, Workday Recruit, is the foundation. You need a strong core where data's managed superbly, and we all know that has been a strength. As HR leaders, we clamor it for better candidate experiences, but not at the expense of a more cumbersome HR tech stack. And Workday has addressed this problem with its agent system of record strategy, including Paradox as the new candidate experience agent and hired score for the new recruiter and mobility agents. This is where TopLock is uniquely positioned. We're early adopters with strong relationships with these partners. In fact, we have a historical relationship with Paradox where we have supported their internal capabilities with Workday integration and involved many joint go lives even before their acquisition. TopLock's top priority is to support our clients and all of their Workday needs, especially as Workday expands their capabilities in new products like Paradox and HireScore. We are here to help you understand and utilize all of the power available to you in AI driven talent acquisition suite that Workday offers. As you evaluate new features, we'll be here to help you implement and maintain them, ensuring your core Workday platform remains effective and integrated. With that understanding of TopLock, I wanna highlight what we're gonna be digging into here today. We're gonna be talking about our advisory services, how the right expertise can create the map for success. Then we're gonna talk about our help desk AMS services, which can help you achieve faster value than you realize. And finally, we'll introduce our deployment mallet methodology for large or phase x projects as we call them. So let's dig in to how TopLock can help you plan before you plan with our advisory consulting service. What is unique about Topblock is our advisory efforts rely on experienced executive level practitioners who have been in your shoes to provide unparalleled advice. They understand the pressures you're under, the expectations that are being set. There's a different level of credibility to the guidance you get when it's a former CHRO leading assessments and delivering recommendations. Our methodology has four parts, an in-depth assessment of people, process, and technology, a strategic review of how HR is looking to contribute based on business goals, a road map, not just of Workday features and functions, but how they all how the rollout of Workday projects align with other initiatives so you can maximize brain share, and then finally, recommendations that push you into the best in class standing with actual means to achieve them. Them. We start our advisory work with an in-depth assessment of your current state environment. Our focus though is not just on your tech stack and all the integrations. We hone in on people, process, and technology all intersecting to create three critical deliverables for your team to improve your decision making. It's combined understanding of how your HR function works and how technology hinders or helps that drives real impact. This people of organizational view to implementing Workday becomes even more important when we bring AI into your AI HR environment. AI brings new questions, often ones that traditional tech teams are gonna struggle to answer, And now business experts become essential to project success. Toploc can help you understand how to prepare, for AI and guide you to answer the call to action that every CEO is making today. The next deliverable is a detailed blueprint of your environment. Here's a sample we did for our client trying to evaluate if moving to Workday is right for them. We map out your entire tech stack, but then layer in a heat map of the quality of the surrounding business processes, showing areas of conflict or unclear ownership. Our ability to evaluate that environment comes from two data sources unique to Toplot. First, it's our second to none deployment experience. We've been there and done that and have seen what works and doesn't. And finally, we have the experience and perspective of our office of customer experience. Again, experienced executive practitioners who sat in your shoes and delivered on these same kinds of transformations. With that, we can quickly map your entire rec to onboard environment or your talent pool to hire environment to validate any path forward. Our assessment process also looks to understand how delivering an HR transformation like moving to Workday recruiting fits into the broader strategic and operational happenings in your organization. Worked at a company where deploying Workday was one of five CEO level strategic priorities for the entire company. Late in the project, we learned that a key launch date of of the multiphase rollout coincided with two other CEO priorities and a COO priority that no one even knew about. So talk about a struggle to get organizational mind share. Siloed programs were about to cause a change management nightmare. We here at TopLock can help you pull together a comprehensive road map that connects your HR transformation to your day to day HR operations, those other key transformation initiatives in your organization. This is gonna help you better understand how to plan change as well as manage your internal HR resource. Finally, we deliver a report of recommendations and their rationale to your HR leadership. Here's a generalized version for a recent finance project that we did. We show you what an optimized environment looks like and how you get there. These recommendations will span people, process, and technology, and will be their method to achieve the road map we suggest. So we've built your plan. The team is ready to go. Now I wanna talk about a critical part of any solution, our AMS service or help desk as we call it. You may have expected me to start first about some huge 6 figure implementation project that's gonna take nine months to complete. Right? Actually, wrong. Actually, most functionality discussed today is really easy to try out, test, and activate. Unless you're deploying new products or doing some other large scale transformation, our help desk is the fastest, most cost effective, way to and most reliable way to change your recruiting game for the better. So why don't I just call your HRIS director and ask them to jump on up? Well, if only it was that easy. As a CHRO, I've been a big believer in building my team's autonomy to operate Workday. But more and more, I find teams struggling to staff up the right skills and expertise to do more than just run the day to day. Employee life cycle, goal setting, comp planning, responding to executive requests for reporting, org changes. This is this is prime org change season right now as everybody gets ready for 2026. And then compliance matters that that every company has. Upgrading your capability is gonna be a struggle to get attention and priority unless it's a very large project that has gone through an extensive executive review. That's where TopLock comes in. I was a TopBlock customer before joining the team, and and and that experience changed how I how I evaluate Workday experiences. Our help desk service is a flexible ticket based service. In a world where partners are counting the minutes they are spending on your tenant, TopLock is focused on delivering to your needs. Our packages are also flexible in duration and volume. Sure. Any partner will scale up on demand. But if your HR priorities are elsewhere and not Workday, we'll let you scale down month to month even by the day. You control the work we do. If something urgent comes along but all your tickets are allocated, pause a ticket and put that need as priority number one. Get back to that pause ticket when you tell us. Critical COE member is on holiday for two weeks and you can you can pause their tickets, reallocate our effort to other areas, and restart when she comes back. For those that are on top of their needs, it makes you incredibly productive. I don't know any partner that works this way. Our help desk team can handle just about anything you throw at us. Most importantly, we're not focused on making you beholden to them. Knowledge transfer is the first on the list here for a reason. Topbox mission is about maximizing the return on your investment and Workday. One of the best ways we do that is by focusing on your team and building their expertise. Our customers love us for that, and that's why help desk has a 99% customer satisfaction rating. Lots of other key factors that help, you know, win win help desk, for you. You get access to the best and brightest at TopLock. We move folks between help desk and implementation, or many partners reserve their top talent only to work on implementations. Included in your in your service with us is a a leader called a client partner who's dedicated to you and focusing on maximizing use of our services and optimizing your platform. We have flexible support models. We can go into your tenant and do the work. We can be over your shoulder watching you, or we can do training through knowledge transfer and Zoom through Zoom. Whatever you need. Our client partners are also trained in Workday AI, and part of our services are in tenant AI feature reviews where we can help you decide what AI features built into the existing products you have, are are ready and should be turned on. The understanding of your tenant and business priorities can really expedite your team getting value from all Workday capabilities. So now let me handle over to Justin our our our lead recruiting architect, who's gonna talk about some of the larger projects we can do for you in the recruiting space. Thank you, Steve. Hi, everyone. My name is Justin Goethals. I know we've heard a lot of information here, so I'm just gonna be talking about our phase x services and what those are. So we're gonna be heading hoard head heading home towards the towards the end of the demo here. But after this, we'll be able to go through some q and a as well. So I'm a recruiting architect here at TopBlock. I specialize in owning and operating recruiting implementations, including recruiting phase x's, which I'm here to talk about. So, basically, sometimes the work requested is too large for our help desk team to handle like a new SKU. And in those cases, we spin up our project team with an SOW to support you under the banner of what we call a phase x. We organize our projects through these main four timeline objectives, plan, configure, test, and deploy. It's a it's a structured proven path fundamentally accelerated by our proprietary tools. While the timeline is compressed, thanks to features like smart loader, which automates data conversion and validation at the start. We also ensure robust robust support for all critical activities, including comprehensive testing management, change management, and project management tailored to your organization's specific needs. We're with you every step of the way, not just for the technical deployment. So let me highlight the alignment and confirmation sessions you see here under the configure tab. From an architect standpoint, this is where we lock in that strategic design. We use these sessions to continuously validate the con the configurations against your initial goals, initial goals that we might identify during the the discovery or plan period. And we use our Workday best practices and just our expert knowledge to prevent rework and ensuring that what we build is perfectly optimized for your talent acquisition strategy before you even hit the testing phase. Looking at this timeline, you can see how we achieve faster go lives. Those weeks of configuration and testing significantly condensed thanks to our smart order advantage, which I'll talk through in a little bit. But then there's another piece of IP that we use that makes us unique, which is called smart bundles. So you can think of smart bundles as a powerful head start. They are predefined reference architecture architectures asset architecture assets, things like business process definitions, security policies, prebuilt message templates. We consolidate these from hundreds of our recruiting implementations, and we're carrying forward proven successful configurations and tailoring them to your needs, which saves you immense time and effort, reduces risk, and ensures your launch is with the best practices right out of the gate. A strategic approach to transfer transforming your TA operations start with working with us to identify the right deployment method. This is how you will approach customization versus best practice adoption, plan for migrate data migrations, and complex integrations, and ensure both you and TopLock are aligned on hitting milestones and timelines. As any smart partner should do, we're going to challenge you on yesterday's ways of working to ensure that you are not hindering candidate recruiter or hiring manager experiences or adding costly and bureaucratic bureaucratic procedures. Now is also the time to start planning for training and change management, testing management, and project management. Failing to have an effective internal plan for all of them can sync a project before it starts, and it's why we have solutions to support you for all of them. Like SmartLoader. SmartLoader is going to help support and validate our process. Think of SmartLoader as a smart way to handle data conversion and tenant migration. It manages data validations, loading, and even gold tenant comparisons from production or implementation tenant comparisons from production or even, like, a preview tenant. This is dramatically going to speed up process, drive data accuracy, which is always the biggest risk in any deployment. It lets our team focus on the strategic decisions that matter, less on that manual data entry. So I'm a pry provide some examples on types of phase x projects that we're seeing here at TopLock. One is specific to one of the skews that Sarah talked about earlier in the demo, candidate engagement. Candidate engagement is a product that enhances Workday recruiting by addressing engagement challenges through user friendly plan platform. It focuses on those recruiting campaigns, landing pages, and recruiting event management. Through our implementation, we're gonna focus on teaching you how to use these features, educating you and running through different scenarios so that you're going through all the different processes around that. And then we'll we'll also be focusing on the the set the initial setup, making sure that we if we have any campaigns that are gonna be set up out of the gate, showing how to create and and maybe potentially creating landing pages out of the gate as well as, you know, working on recruiting events too. So given the size and the amount of customization that candidate candidate engagement offers, we'll usually separate this one out and then run a full phase x to make sure that your internal team is ready to go to use this once we go live. The next example I have is ATS consolidation. So I see people using portions of the recruiting work stream. For example, maybe there's a customer who's using the recruiting platform up until only from the offer and onward. So maybe they were doing interviews or screening candidates in in their a different ATS, loading that in through an integration into the offer stage to use the Workday offer letter functionality. In some specific customer instances, they were drawn to some enhancements that came out with an interview or sourcing capabilities as well as just the overall benefit of end to end hiring in one system. So some of the benefits that you see just in consolidating is gonna be that simplified recruiter workflow. You're gonna have the most complete hiring data and metrics, and then reducing system switching and really error points that come from that. So you're gonna see also too from an overall project perspective or an overall, I guess, company perspective is gonna be that lower cost at higher. Again, more unified internal processes and then more accurate and actionable reporting. These are just two examples of some of the phase x's we're seeing. In short, like I said at the beginning, it's really gonna be if you know, depending on the amount of configuration that we're adding. If we're adding in a completely new SKU, something like that, you know, we'll outline an official phase x, an official timeline, bring in the implementation team and and and and, you know, scope out and make sure we're hitting all the all the points that we wanna configure for a given go live date. At this point, I'd like to invite the rest of our panelists back up on stage, and we can start knocking off some question and answer some q and a. Alright. So our first question this is for Justin or Steve. You mentioned different approaches to moving forward. Can you share some best practices for assessing the right approach and alternatives? Yeah. I'll take that one, Sarah. Great question. It really depends on where you are on your Workday journey. We talk to customers who have a very clear direction. They know exactly where they want to go. They know exactly where they are today, and they just need help to get there. That's gonna be one approach. We may run depending on on that list of things to do, we'll probably be focusing them right on our help desk. Other teams, are really struggling. They need to transform, but they don't really feel good about really understanding how data flows in their organization or all the different puts and takes that come into play. They don't know what right what the right practices or processes are implement. And those in those situations, we may sit down and say, let's do a, a deeper advisory discussion. Let's let's let's really map it out and and have a dialogue about what works for your business so that we can because we can just implement best practices. Like, we can but but that raises a lot of concerns about, one, do we catch all the all the gotchas before or it's too late in the deployment process? Or and it also gives in the from a change management front, it's much harder to do significant transformation inside a deployment project, as quickly on the fly, as that is without having some prep work and a plan before the plan, so to speak, there. So so it really, depends, and and our TopLock team can really help you think through how to approach that problem going forward. I'm gonna jump up I got a question here that just came up. I'm gonna give this one to you, Sarah. What are the top one or two AI features you'd recommend we prioritize to ensure that we're getting value right out of the gate? That's a good question. So everything I showed today, this is all functionality available to you all today as Workday recruiting customers. So any of the features I showed, you could implement tomorrow. When it comes to AI, I think some quick wins are to generate AI generated job descriptions. So this is really popular with customers that want a starting point for the recruiting team to create a more externally recruiting marketing friendly, description when they go ahead and post their jobs. Now it also is great for Workday customers that maybe don't have a very complete job profile library yet, and they might be copying and pasting this from another place. So generate AI generated generated job descriptions is one that is quite easy to turn on. And it's also connected to the job architecture hub that I mentioned earlier. So the job art architecture hub is something that your team can can easily implement and and turn on, and that helps multiple teams, not only the talent acquisition team. Now we also have a lot of resources for you all if AI is new to you as a customer. So we have AI fact sheets on community. So for those of you who might want additional assets, sharing this with your legal team, the AI fact sheets share share how the model was created, the inputs, the outputs, considerations, any information that you might need if you need help promoting this internally. Okay. Here's another question. This is for TopLock. How quickly can TopLock's help desk service be activated? Sure. That's great. It's really quick. So once we get all the contracting taken care of through your processes procurement processes, We've got a two week onboarding process, really to educate your team on how our help desk works, but also the work work day to get the necessary access to your tenants, from there. Tick your first tickets can be submitted right away, and then we could be our team could be on it and delivering value the next day after those after that onboarding really, really fast. So, and then I see guess, let's see,